[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fuganda-sample-cba-model-created-by-wageindicator-foundation":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":178,"content_type_view":179,"extra_breadcrumbs":180,"body":182,"body_blocks":193,"related_pages":197},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":176,"translations":177},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"uganda-sample-cba-model-created-by-wageindicator-foundation","aa626416-5d60-11e6-a7ab-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fuganda\u002Fuganda-sample-cba-model-created-by-wageindicator-foundation\u002Fuganda-sample-cba-model-created-by-wageindicator-foundation\u002F","Sample Collective Bargaining Agreement for Uganda created by WageIndicator Foundation - 2016","Sample Collective Bargaining Agreement for Uganda created by WageIndicator Foundation - 2016 -","Uganda - Sample Collective Bargaining Agreement for Uganda created by WageIndicator Foundation - 2016 -","Sample Collective Bargaining Agreement for Uganda created by WageIndicator Foundation - 2016 - - ",{"name":41,"data":42},"UGANDA Sample CBA Model created by WageIndicator Foundation.html","\n              \n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New4\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>Sample CBA Model created by WageIndicator Foundation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>THE REPUBLIC OF UGANDA COLLECTIVE BARGAINING AGREEMENT BETWEEN … AND …\nON TERMS AND CONDITIONS OF SERVICE FOR THE UNIONISABLE EMPLOYEES OF THE\nCOMPANY\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 1: AFFIRMATION\u003C\u002Fh3>\n\n\u003Cp>a) This Collective Bargaining Agreement is made between (name of the\nEmployer) here-in-after referred to as “the Company” and (name of the Trade\nUnion), here-in-after referred to as “the Union”.\u003C\u002Fp>\n\n\u003Cp>b) This Agreement shall govern the Terms and Conditions of Service of all\nunionisable employees of the Company.\u003C\u002Fp>\n\n\u003Cp>c) In entering this agreement it is mutually agreed that it is in the\ninterest of (…) and the (...) to have stability of operations and continuous\nreliable employment for the mutual benefit of employees, management and all\nstakeholders. To attain this objective, it requires expeditious and peaceful\nresolution of issues that may arise in the course of management\u002Femployee\nrelations. Both parties therefore hereby agree to resolve any differences that\nso arise, through the process of collective bargaining and\u002For as may be\notherwise agreed between both parties.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>The Constitution of Uganda and the Labor Unions Act allow workers to bargain\ncollectively through their representatives.\u003C\u002Fp>\n\n\u003Cp>Collective agreement is a written agreement relating to the terms and\nconditions of employment concluded between one or more labour unions and one or\nmore employers, or between one or more labour unions and one or more employer's\norganisation.\u003C\u002Fp>\n\n\u003Cp>A person who acts against these provisions commits an offence and is liable\nto a fine up to 24 currency points or imprisonment up to one year or both.\u003C\u002Fp>\n\n\u003Cp>The terms of registered collective agreement are incorporated in the\nemployment contract of the workers.\u003C\u002Fp>\n\n\u003Cp>Source: §40 of the Constitution of Uganda 1995 (revised in 2005); §3 of\nthe Labour Union Act 2006, §3 &38-39 of the Labour Disputes (Arbitration\nand Settlement) Act 2006\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 2 - COMMITMENTS AND OBJECTIVES\u003C\u002Fh3>\n\n\u003Cp>a) In concluding the agreement, both parties hereto agree to be always\nguided by the following:\u003C\u002Fp>\n\n\u003Cp>i. Attaining the improved workers’ working conditions and ensuring the\nprotection of the environment.\u003C\u002Fp>\n\n\u003Cp>ii. Attaining continuous improvement in workers’ earnings and generally to\nsafe guard the social and economic objectives of the workers.\u003C\u002Fp>\n\n\u003Cp>iii. Safe guarding the interests of the Company particularly with regard to\nimprovements in productivity and efficiency.\u003C\u002Fp>\n\n\u003Cp>iv. Taking into account the workers’ standard of living.\u003C\u002Fp>\n\n\u003Cp>v. Enable the Company to create a good working environment for its employees\nand to regulate and promote good working relations with the union, the company\nand all the employees.\u003C\u002Fp>\n\n\u003Cp>vi. To enable ................. to attract and retain high quality\nemployees.\u003C\u002Fp>\n\n\u003Cp>vii. To provide a basis for proper Human Resources Management and\ndevelopment.\u003C\u002Fp>\n\n\u003Cp>b)In the event of any difference in the interpretation of any part of this\nagreement, such matters shall be settled through the Grievance Procedure or in\naccordance with the Labour Disputes (Arbitration and Settlement) Act and in\naccordance with any similar legislation which may ensue.\u003C\u002Fp>\n\n\u003Cp>c)All disputes shall be dealt with in accordance with the machinery laid\ndown in this agreement and the Recognition Agreement between the Company and\nthe Union.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Signed agreement must be lodged with the Registrar of Labour Unions within\n28 days from the date the agreement is made.\u003C\u002Fp>\n\n\u003Cp>Source: §40 of the Constitution of Uganda 1995 (revised in 2005); §3 of\nthe Labour Union Act 2006, §3 &38-39 of the Labour Disputes (Arbitration\nand Settlement) Act 2006\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 3: ENGAGEMENT\u003C\u002Fh3>\n\n\u003Cp>a) All vacancies in the Company shall be advertised internally followed by\nexternal advertising where no suitable candidate has been located through the\ninternal advertisements.\u003C\u002Fp>\n\n\u003Cp>b) After attending an interview the successful candidate will be engaged\nsubject to passing a pre-placement medical examination by the Company\ndoctor.\u003C\u002Fp>\n\n\u003Cp>c) Upon engagement a letter of appointment shall be given to the successful\ncandidate. The letter shall briefly describe the appointee’s duties, salary\nand other terms and conditions of service as appropriate. The appointee shall\nbe expected to notify the Company of his\u002Fher acceptance of the appointment\nwithin two weeks from the date of receiving the letter of appointment.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 35 (1) of the Employment Act states that “every person employing\nan employee shall notify the district labour officer of any employment vacancy\nwhenever it occurs\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 4: CATEGORIES OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>The categories of employment into the service of the Company are as\nfollows:\u003C\u002Fp>\n\n\u003Cp>a) Permanent Employee\u003C\u002Fp>\n\n\u003Cp>Is an employee who has been confirmed in his\u002Fher appointment upon successful\ncompletion of his\u002Fher probation period at a salary within the Company’s\nsalary scales.\u003C\u002Fp>\n\n\u003Cp>b) Contract Employee\u003C\u002Fp>\n\n\u003Cp>Is an employee engaged for a specific period and terms provided for in the\ncontract. No contract should exceed 6 months without review and renewal\u003C\u002Fp>\n\n\u003Cp>c) Seconded Employee\u003C\u002Fp>\n\n\u003Cp>Is an employee engaged under an agreement between the Company and his\u002Fher\nprincipal employer.\u003C\u002Fp>\n\n\u003Cp>d) Temporary Employees\u003C\u002Fp>\n\n\u003Cp>Is an employee engaged under a letter of temporary appointment to handle\nwork whose volume or nature in the medium term may not necessitate permanent\nemployment. No contract should exceed 6 months without review and renewal. If\nthere are suitable vacancies, such an employee should be taken on by the\nCompany, subject to successfully passing the requirements of Article 3.\u003C\u002Fp>\n\n\u003Cp>e) Casual Employee\u003C\u002Fp>\n\n\u003Cp>Is an employee engaged under a letter of casual appointment and paid a\nweekly wage to handle work whose volume or nature in the short term would not\nnecessitate permanent employment. No contract should exceed 6 months without\nreview and renewal. If there are suitable vacancies, such an employee should be\ntaken on by the Company, subject to successfully passing the requirements of\nArticle 3.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 25 of the Employment Act recognizes both oral and written contracts\nfor various categories of employees. Casual employee is defined in article 2 of\nthe Employment Act as “a person who works on a daily or hourly basis where\npayment of wages is due after the completion of each day’s work”.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 5: PROBATION\u003C\u002Fh3>\n\n\u003Cp>a) A newly recruited employee will be required to serve a probation period\nof three (3) months. During this period the Section Head shall assess the\nemployee’s performance and suitability for confirmation.\u003C\u002Fp>\n\n\u003Cp>b) During the probationary period either party may terminate employment in\naccordance with the termination clause herein.\u003C\u002Fp>\n\n\u003Cp>c) If the Company finds it necessary to extend the probation period of the\nemployee, then this period shall not exceed an additional six months.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 67 (2) of the Employment Act provides that the maximum length of a\nprobationary contract is six months.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 6: CONFIRMATION\u003C\u002Fh3>\n\n\u003Cp>The Human Resources Officer shall seek confirmation of an employee on\nprobation at least one month before the date of expiration of the probation.\nShould the Company not raise any case against the confirmation of an employee\nby the date on which his\u002Fher probation expires, the employee shall be deemed\nconfirmed in his\u002Fher employment and shall start enjoying all benefits due to a\npermanent employee of the Company with effect from the due date.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 67 (2) of the Employment Act provides that the maximum length of a\nprobationary contract is six months. This means that an employee should be\nconfirmed or advised to leave after the expiry of the probationary period.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 7: INDUCTION\u003C\u002Fh3>\n\n\u003Cp>a) A newly recruited employee shall be given an appropriate induction course\nto be followed by necessary on-the job training and\u002For other courses of\ntraining that will enable the employee to perform his\u002Fher duties\nsatisfactorily.\u003C\u002Fp>\n\n\u003Cp>b) The Human Resources Officer shall ensure that this procedure is carried\nout promptly before the employee commences his\u002Fher duties.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 2 of the Employment Act provides that an employer should take all\nthe necessary measures to ensure that an employee is taught and acquires the\nknowledge and skills of that industry.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>ARTICLE 8: TRAINING\u003C\u002Fh3>\n\n\u003Cp>a)The Company shall draw up a Training and Development programme and Policy\nfor all employees.\u003C\u002Fp>\n\n\u003Cp>b)The training programme shall take into consideration the promotional\nrequirements and aspirations of employees.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>c) The company shall provide opportunities for apprenticeship\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 84 of the Employment Act provides that the continuity of employment\nof an employee shall not be affected by study or education leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>ARTICLE 9: PROMOTION\u003C\u002Fh3>\n\n\u003Cp>a)Upon availability of a vacancy, the Company shall first advertise the same\ninternally.\u003C\u002Fp>\n\n\u003Cp>b)Promotion shall be based on merit and shall be open to all employees of\nthe Company.\u003C\u002Fp>\n\n\u003Cp>c)The Human Resources Officer shall inform the concerned employee about the\npromotion in writing, stating the effective date.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 6 of the Employment Act prohibits discrimination of any kind so an\nemployer should take this into account while undertaking promotion.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 10: PERFORMANCE MANAGEMENT PROGRAMME (PMP)\u003C\u002Fh3>\n\n\u003Cp>a) The Company shall institute and maintain a Performance Management\nProgramme (PMP) that shall, among other objectives, aim at improving the\nemployee’s performance and contribution to the Company.\u003C\u002Fp>\n\n\u003Cp>b) At the beginning of each year, the Company Objectives shall be cascaded\nthrough the organisation and by end of Q1, all employees will have discussed\nand agreed their objectives for the year with their Supervisor. These\nobjectives will be put on a Staff Appraisal Form\u003C\u002Fp>\n\n\u003Cp>c) At the end of the year, the Supervisor will complete the employee’s\nStaff Appraisal Form and will hold a meeting with the employee where the\nAssessment will be discussed and the employee will be given the opportunity to\ncomment and record in writing on the Appraisal form their views on the\nappraisal. The appraisal shall be used to determine the employees Annual Bonus\nand, if appropriate, any merit increase\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 66 of the Employment Act denotes that performance is a key issue and\nmay form the basis for dismissal of an employee\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>ARTICLE 11: SALARIES AND WAGES\u003C\u002Fh3>\n\n\u003Cp>a.The existing salaries\u002Fwages of employees in salary grades ….. to …..\nand …… and ….. shall be increased by 13.5% across the board.\u003C\u002Fp>\n\n\u003Cp>b.The revised basic salaries\u002Fwages as per (a) above, will take effect from\n1st July ……, for a period of two years i.e. up to 30th June\n………….\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c.That arrears will also be paid in respect of housing allowance and\novertime for eligible employees in accordance with (a) above with effect\nfrom….\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>d) To ensure the principle of equal work for equal pay irrespective of\none’s race, sex, creed and colour.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 40 of the Employment Act provides that it is the duty of the\nemployer to provide work. Article 41 of the same Act provides that employees\nare entitled to their wages once they have worked and various payment options\nare acceptable.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype\">\u003Ch3>ARTICLE 12: GENERAL INCREASE\u003C\u002Fh3>\n\n\u003Cp>a)All Employees shall receive an annual general increase within their salary\nscales unless stopped for disciplinary action. Any such action taken shall be\nconveyed in writing to the concerned employee. The annual General Increase will\nbe determined by the Company undertaking a market review of the labour rates\nprevailing in the local industry.\u003C\u002Fp>\n\n\u003Cp>b)Merit salary awards for exemplary performance may be granted to an\nemployee at the discretion of the Company and employee shall be informed of any\nsuch merit awards in writing.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Articles 40 to 50 of the Employment Act addresses various issues related to\nwages. Salary increment is not directly addressed which implies that it is a\nmatter of social dialogue between the employer and the workers.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>ARTICLE 13: ANNUAL BONUS\u003C\u002Fh3>\n\n\u003Cp>Employees in continuous service with the employer shall qualify to get bonus\nat the rate of 7% of the employee’s total monthly earnings applicable to an\nemployee that has worked with the company for a period of 4 to 9 years and 9%\nfor employees that have worked for a Period above 10 years\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 90 of the Employment Act prohibits an employer from using bonuses as\npart of severance pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Ch3>ARTICLE 14: HOURS AND PLACE OF WORK\u003C\u002Fh3>\n\n\u003Cp>a) Administration and Finance Staff\u003C\u002Fp>\n\n\u003Cp>i.) Administration and Finance are required to work a 5 day 40 hour week\u003C\u002Fp>\n\n\u003Cp>b) Operations Staff\u003C\u002Fp>\n\n\u003Cp>i.) Operations Staff are required to work a 5 day 45 hour week\u003C\u002Fp>\n\n\u003Cp>ii.) Fresh Handling operates in the Aviation transportation industry where\nthe ability to provide continuous 24 hour coverage, 365 days per year may be\nrequired in response to operational needs.\u003C\u002Fp>\n\n\u003Cp>iii.) Due to the size of the Company and the varying nature of the business\noperations cycle, the Company and Union recognizes that establishing a regular\n24 hour shift pattern is neither efficient nor cost effective.\u003C\u002Fp>\n\n\u003Cp>iv.) To meet the demands of the business, a flexible shift pattern has been\ndesigned as follows:\u003C\u002Fp>\n\n\u003Cp>v.) All Operations staff are rotated through the Early Shift and the\nAfternoon shift on a rolling cycle.\u003C\u002Fp>\n\n\u003Cp>a) The Early Shift is from 8am – 5pm with one hour off for lunch\u003C\u002Fp>\n\n\u003Cp>b) The Afternoon shift is from 2pm to the time the last plane is loaded and\nhas departed, with one hour off for supper.\u003C\u002Fp>\n\n\u003Cp>vi.) Due to the variation in the plane departures, it is not possible to fix\na standard finish time to the Afternoon Shift. However, the Shift Roster will\nensure:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>a) Shift workers, will be rostered according to the operational requirements\nof the Company and shall enjoy two days’ rest per week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) The standard working hours shall not, on average, be more than ten (10)\nhours per day or forty five (45) hours per week spread over a 3 week cycle.\u003C\u002Fp>\n\n\u003Cp>c) No employee will work more than fifty six (56) hours in any one week\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 53 of the Employment Act provides for a maximum of 48 hours per week\nor 10 hours pay day and 56 hours per week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>ARTICLE 15: OVERTIME AND PAYMENTS\u003C\u002Fh3>\n\n\u003Cp>a)Hours of work shall be as set out in article 13 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>b)Overtime work is a practice that should be discouraged. However, where an\nemployee works more than an average of 45 hours per week spread over a 3 week\ncycle, overtime payment will be 50% on top of the basic hourly rate.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 53 of the Employment Act provides that overtime shall be paid at one\nand half times the normal rate or two times the normal rate in case it is\nworked during a gazetted public holiday.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3>ARTICLE 16: RATES OF PAY\u002FSALARY SCALES\u003C\u002Fh3>\n\n\u003Cp>Each employee shall receive the rate of pay corresponding to the salary\nscale of his\u002Fher grade as designated by the Company and the salary scales shall\nbe amended from time to time. (See Appendix A)\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 40 of the Employment Act provides that it is the duty of the\nemployer to provide work. Article 41 of the same Act provides that employees\nare entitled to their wages once they have worked and various payment options\nare acceptable. Pay scales are not specified in the law.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>ARTICLE 17: LEAVE GENERAL\u003C\u002Fh3>\n\n\u003Cp>a)Leave is authorized absence from duty and shall be taken by all staff\nwhenever due. Leave may be classified as: Annual, Sick, Maternity, Paternity,\nCompassionate and Unpaid.\u003C\u002Fp>\n\n\u003Cp>b)All employees of the Company are entitled to leave.\u003C\u002Fp>\n\n\u003Cp>c)Management shall, in consultation with the employees, schedule annual\nleave and display the schedule for information of employees.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Articles 54 to 57 (1) of the Employment Act provides for various kinds of\nleave including annual, sick, maternity, paternity, compassionate and\nunpaid.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>ARTICLE 18: ANNUAL LEAVE\u003C\u002Fp>\n\n\u003Cp>a)Every employee of the Company shall be entitled to a normal annual leave\nof 21 working days per year.\u003C\u002Fp>\n\n\u003Cp>b)No employee shall be allowed to accumulate leave beyond the year of\nentitlement, except where such accumulation is within the limits of the laws of\nthe country.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 54 of the Employment Act provides for 21 working days of annual\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>ARTICLE 19: ANNUAL LEAVE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee proceeding on annual leave shall be entitled to payment of an\namount of money equal to 50% of his\u002Fher monthly salary in addition to the\nnormal salary payments for that month.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 54 of the Employment Act states that an employee is entitled to full\npay while on annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Ch3>ARTICLE 20: SICK LEAVE\u003C\u002Fh3>\n\n\u003Cp>An employee who, on account of sickness is unable to report on duty for\ncontinuous period shall be entitled to the following:\u003C\u002Fp>\n\n\u003Cp>i.) Full salary for the first two (2) months.\u003C\u002Fp>\n\n\u003Cp>ii.) Half salary for the next month following (i) above.\u003C\u002Fp>\n\n\u003Cp>iii.) Following (ii) above, Management may consider terminating the\nemployee’s services with the Company on medical grounds after consulting the\nCompany Doctor, an Employee’s nominated Doctor and in the case of any\ndispute, a Government appointed Doctor\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 55 of the Employment Act provides an employee is entitled to full\npay for the first month of absence and termination may be considered by an\nemployer upon the expiration of the second month the sickness of an employee\ncontinues.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>ARTICLE 21: SICKNESS WHILE ON LEAVE\u003C\u002Fh3>\n\n\u003Cp>a) Sickness contracted during leave, will not affect the leave but at the\nexpiry of the leave the days of absence necessitated by the sickness if\ncertified by the Company Doctor will be treated as sick leave.\u003C\u002Fp>\n\n\u003Cp>b) The employee shall be required to produce proof of the sickness while on\nLeave to the Company from an accredited Medical Practitioner\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 55 of the Employment Act addresses sick leave independent of annual\nleave. This implies that one may not be substituted for another.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>ARTICLE 22: MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cp>a) Any female employee of the Company shall be entitled to ninety (90)\nworking days with full pay as maternity leave. The leave may be taken fifteen\n(15) days prior to the expected date of delivery or any such date as prescribed\nby the doctor.\u003C\u002Fp>\n\n\u003Cp>b) Should the employee require her due Annual leave after the expiry of\nmaternity leave, she shall be allowed to take it.\u003C\u002Fp>\n\n\u003Cp>c) Should the employee require additional leave after (a) and (b) above,\nManagement may consider and grant such leave as leave without pay.\u003C\u002Fp>\n\n\u003Cp>d) A female employee shall be guaranteed the right to return to the same or\nan equivalent position aid at the same or higher rate at the end of her\nmaternity leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>e) No employee either pregnant, on maternity leave or nursing shall be\nterminated except on grounds unrelated to the pregnancy or birth of the child\nor consequences of nursing. The burden of proof that such termination is not\nrelated to pregnancy) child birth or nursing’ consequences shall rest with\nthe company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 56 of the Employment Act provides for 60 working days for maternity\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3>ARTICLE 23: PATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cp>A male employee will be entitled to five (5) working days as paternity leave\nwhen his registered spouse delivers or develops complications during her\nconfinement.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 56 of the Employment Act provides for four working days for\npaternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch3>ARTICLE 24: LEAVE FOR SPECIAL REASONS\u003C\u002Fh3>\n\n\u003Cp>Leave with full pay shall be granted under special circumstances as\nfollows:\u003C\u002Fp>\n\n\u003Cp>a) Death of a member of immediate family (spouse or child) – five (5)\nworking days.\u003C\u002Fp>\n\n\u003Cp>b) Death of close relative (father, mother, sister, brother,\nfather\u002Fmother-in-law) – three (3) working days\u003C\u002Fp>\n\n\u003Cp>c) Marriage – five (5) working days\u003C\u002Fp>\n\n\u003Cp>d) Other reasons – the authorised days to be offset from annual leave\u003C\u002Fp>\n\n\u003Cp>e) In exceptional prevailing circumstances and upon application in writing,\nan employee will be granted paid compassionate leave for a period agreed upon\nbetween the employee and the Human Resource Manager or any other responsible\nmanager.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 84 of the Employment Act mentions study or education leave although\nthe period is not specified.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>ARTICLE 25: ABSENCE WITHOUT OFFICIAL LEAVE (AWOL)\u003C\u002Fh3>\n\n\u003Cp>a) A Company employee shall not absent himself\u002Fherself from duty without\nprior permission or just cause. Should the employee do so, for a continuous\nperiod of seven (7) days he\u002Fshe shall be regarded as having forfeited his\u002Fher\nemployment on the grounds of abscondment with effect from the first day of such\nabsence.\u003C\u002Fp>\n\n\u003Cp>b) Where an employee fails to report on duty after leave or off-duty the\nseven (7) days of absence referred to above shall commence from the date he\u002Fshe\nwas supposed to report for duty.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 88 (c) of the Employment Act provides that an employee who absconds\nfor more than three days without any reasonable explanation shall have no\nseverance allowance under summary dismissal.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>ARTICLE 26: GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>a)Gazetted Public Holidays shall be with full pay at the expense of the\nemployer.\u003C\u002Fp>\n\n\u003Cp>b)In the event of a permanent employee being required to work on a public\nholiday, the Company shall pay him\u002Fher a premium of 50% on top of the normal\nhourly rate for the time worked. At a convenient time the employee will also\ntake a day off in-lieu.\u003C\u002Fp>\n\n\u003Cp>c)The following public holidays, plus any other days as may from time to\ntime be declared as so by Government shall be observed by the Company:\u003C\u002Fp>\n\n\u003Cp>• The New Year’s day...................1st January\u003C\u002Fp>\n\n\u003Cp>•NRM Victory day ....................... 26th January\u003C\u002Fp>\n\n\u003Cp>•Women’s day................................8th March\u003C\u002Fp>\n\n\u003Cp>•Idd el Adhuha................................(As shall be gazetted)\u003C\u002Fp>\n\n\u003Cp>•Idd el Fitr.......................................(As shall be\ngazetted)\u003C\u002Fp>\n\n\u003Cp>•Labour day ....................................1st May\u003C\u002Fp>\n\n\u003Cp>•Uganda Martyrs’ day...........................3rd June\u003C\u002Fp>\n\n\u003Cp>•Heroes’ day......................................... 9th June\u003C\u002Fp>\n\n\u003Cp>•Good Friday.............................................. **\u003C\u002Fp>\n\n\u003Cp>• Easter Sunday................................................**\u003C\u002Fp>\n\n\u003Cp>•Easter Monday.............................................. **\u003C\u002Fp>\n\n\u003Cp>•Independence day .....................................9th October\u003C\u002Fp>\n\n\u003Cp>•Christmas day.............................................. 25th\nDecember\u003C\u002Fp>\n\n\u003Cp>•Boxing day ...................................................26th\nDecember\u003C\u002Fp>\n\n\u003Cp>**Dates change every year.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Articles 53 and 54 of the Employment Act entitle employees to be paid two\ntimes the normal rate in case they work on such public holidays.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>ARTICLE 27: DISCIPLINARY POLICY AND PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>DISCIPLINARY POLICY\u003C\u002Fp>\n\n\u003Cp>a)Both Management and Union believe that as adults, we should self-regulate\nour behaviour and actions.\u003C\u002Fp>\n\n\u003Cp>b)In order to harmonize our actions however, both Management and the Union\nhave put in place some basic guidelines on what we can do and what we cannot do\nwhile at work. The main theme of these guidelines is the assumption that as\nrational human beings, we are capable of differentiating between individual\nconcerns and organizational interests.\u003C\u002Fp>\n\n\u003Cp>c)The immediate supervisor of an employee represents management at that\nlevel. The supervisor therefore has the primary duty of developing, assisting,\ncoaching, counseling and if necessary, disciplining the employee.\u003C\u002Fp>\n\n\u003Cp>d) Notwithstanding the foregoing generalities, the Company shall be guided\nby the following principles in the application of disciplinary measures and\nproceedings:-\u003C\u002Fp>\n\n\u003Cp>i.) Disciplinary action to be taken promptly\u003C\u002Fp>\n\n\u003Cp>The objective of a disciplinary action is to bring about change in the\nundesirable behaviour. It therefore follows that action on the part of the\nsupervisors and the Disciplinary Procedure must be taken promptly and in line\nwith the alleged offence.\u003C\u002Fp>\n\n\u003Cp>ii). Formal Disciplinary Hearings\u003C\u002Fp>\n\n\u003Cp>Charges for any offence that warrants a disciplinary action other than a\nverbal reprimand must be presented at a Formal Disciplinary Hearing. The\nemployee must be told what alleged offence he\u002Fshe has committed and invited to\nattend a Formal Disciplinary Hearing, together with his\u002Fher TU representative.\nThe HR Officer must be in attendance at the Disciplinary Hearing when the\nemployee is given the opportunity to respond to the charge. Disciplinary action\nwill only be imposed in respect of an offence for which an employee has been\ncharged and found guilty.\u003C\u002Fp>\n\n\u003Cp>iii.) Penalties to be Progressive\u003C\u002Fp>\n\n\u003Cp>Penalties should be commensurate to the seriousness of the offence. However,\nfor minor offences, penalties imposed for disciplinary offences should normally\nbe progressive and severe penalties will not normally be imposed unless the\nemployee concerned has previously received a written warning letter concerning\nhis \u002F her conduct. This shall however not apply to any proven instances of\nGross Misconduct\u003C\u002Fp>\n\n\u003Cp>iv.) Right to appeal\u003C\u002Fp>\n\n\u003Cp>Every employee shall have the right to appeal to a higher level of\nmanagement any disciplinary charges and to appeal to against any disciplinary\ndecision and penalty imposed upon him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>DISCIPLINARY PROCEDURE\u003C\u002Fp>\n\n\u003Cp>Disciplinary Offences\u003C\u002Fp>\n\n\u003Cp>Disciplinary Offences can be broadly categorised into Standard Offences and\nGross Misconduct.\u003C\u002Fp>\n\n\u003Cp>a) Standard Offence\u003C\u002Fp>\n\n\u003Cp>i.) Offences such as; short term absence without permission; late coming;\nrefusal to follow a Supervisors Instruction; failure to carry out standard\noperating procedures, horseplay, sexual harassment, offensive behaviour etc.\u003C\u002Fp>\n\n\u003Cp>ii.) A standard offence would ordinarily attract a Recorded Oral Warning,\nWritten Warning or Suspension without Pay, depending on the severity of the\noffence. However, under the Progressive Disciplinary policy, repeated offences\nwill attract more severe penalties up to and including termination. Up to a\nmaximum of three warnings can be issued and thereafter termination would be\ncontemplated.\u003C\u002Fp>\n\n\u003Cp>b) Gross Misconduct\u003C\u002Fp>\n\n\u003Cp>i.) An employee will not be dismissed for a first offence unless that\noffence amounts to gross misconduct. Instances of gross misconduct are:\u003C\u002Fp>\n\n\u003Cp>Willful destruction or theft of property belonging to the Company or another\nemployee; assault; being under the influence of drink or drugs; willfully\nendangering others; taking part in unauthorised activities when he\u002Fshe should\nhave been working; falsification of records or documents upon which salary or\nother payments are calculated and prolonged unauthorised absence. This list is\nnot exhaustive however and other serious departures from acceptable behaviour\n(including breach of important rules and instructions) may amount to gross\nmisconduct in the circumstances of the case.\u003C\u002Fp>\n\n\u003Cp>ii.) Disciplinary dismissals whether for one act or an accumulation, will be\nwithout notice or payment in lieu. If an incident has occurred which might\nwarrant dismissal, on its own or when taken with previous offences, an employee\nmay be suspended on half-pay until a decision can be made.\u003C\u002Fp>\n\n\u003Cp>iii.) If a matter involving dishonesty or misconduct is to be the subject of\na prosecution in a Court of Law, the Company may await the outcome before\ndeciding what disciplinary action is appropriate. But the Company may take\ndisciplinary action before Court proceedings are opened or completed if there\nis, in the Company's view, sufficient information about the circumstances of\nthe particular case to arrive at such a decision.\u003C\u002Fp>\n\n\u003Cp>iv.) Conviction in a Court of Law for an offence not directly connected with\nemployment may lead to an employee being dismissed if the matter affects\nhis\u002Fher suitability as an employee of the Company. In any case where a Court\nconviction has been a factor in the Company's decision, the Company will, if a\nsubsequent judicial appeal is successful, and the employee desires, reconsider\nthe case with a view to re-engagement or reinstatement.\u003C\u002Fp>\n\n\u003Cp>c) Disciplinary Actions\u003C\u002Fp>\n\n\u003Cp>Where an employee commits an offence, which is not serious enough to warrant\nsummary dismissal from the Company, the following disciplinary actions may be\napplied, depending on the nature of the offence:-\u003C\u002Fp>\n\n\u003Cp>i.) ROW – Recorded Oral Warning – stays on the record for 12 months\nShould an identical or similar minor offence be committed by the same employee\nwithin 12 months then a 1st Written Warning may be issued\u003C\u002Fp>\n\n\u003Cp>ii.) Ist Written Warning – stays on the record for 24 months Should an\nidentical or similar offence be committed by the same employee within 24 months\nthen a 2nd Written Warning may be issued.\u003C\u002Fp>\n\n\u003Cp>iii.).2nd Written Warning – stays on the record for 24 months Should an\nidentical or similar offence be committed by the same employee within 24 months\nthen a Final Written Warning may be issued\u003C\u002Fp>\n\n\u003Cp>iv.) Final Written Warning - Should the employee commit an identical or\nsimilar offence the third time following the 2nd warning, the Human Resources\nOfficer shall issue a final warning letter with a copy to the Union. After the\nfinal warning letter has been issued to the employee and he\u002Fshe commits another\noffence his\u002Fher services with the Company may be terminated by the Company.\u003C\u002Fp>\n\n\u003Cp>v.)Suspension Without Pay – If an employee commits an offence that is\nconsidered very serious, but does not amount to gross misconduct, suspension\nwithout pay my be given for 1, 3 or 5 days\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 6 of the Employment Act prohibits all forms of discrimination in\nemployment .\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 28: SUSPENSION FROM DUTY\u003C\u002Fh3>\n\n\u003Cp>a) The Company may suspend any employee from duty on suspecting him\u002Fher to\nhave committed a serious offence that requires investigation.\u003C\u002Fp>\n\n\u003Cp>b) Suspension shall be in writing, specifying the cause.\u003C\u002Fp>\n\n\u003Cp>c) During suspension period an employee shall be paid half of his\u002Fher\nsalary. After completion of the investigations by the Company, if appropriate,\nthe Disciplinary Procedure as contained in Article 26 shall be followed.\u003C\u002Fp>\n\n\u003Cp>d) Whenever an employee on suspension is re-instated, his\u002Fher dues withheld\nbecause of suspension shall be paid to him\u002Fher unless stopped as a result of\ndisciplinary action.\u003C\u002Fp>\n\n\u003Cp>e)Should it become necessary to terminate the services of an employee who\nhas been on suspension, the effective date of termination shall be the date\nwhen the suspension started.\u003C\u002Fp>\n\n\u003Cp>f) No employee shall suffer suspension for more than thirty (30) days.\nShould the Company fail to come with its final findings and action within two\nmonths of suspension or fail to have any good reason for the delay the employee\nshall immediately be re-instated to his \u002F her duties without loss of any\nbenefit.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 63 of the Employment Act allows an employer to suspend a work on\nhalf pay for not more than four weeks while inquiry is being undertaken.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 29: TERMINATION OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>a) Either party may terminate the contract of employment between an employee\non permanent terms and the Company by giving the other party written notice of\nintention to terminate the contract in a manner specified hereunder or by\npayment of the equivalent in lieu of notice\u003C\u002Fp>\n\n\u003Cp>i) Two weeks if the service has lasted less than twelve months.\u003C\u002Fp>\n\n\u003Cp>ii) One month if the service has lasted at least one year but less than five\nyears.\u003C\u002Fp>\n\n\u003Cp>iii) Two months if the service has lasted at least five years but less than\nten years.\u003C\u002Fp>\n\n\u003Cp>iv)Three months if the service has lasted at least ten years.\u003C\u002Fp>\n\n\u003Cp>b) Following reasons shall, inter-alia constitute grounds for termination of\nservices:-\u003C\u002Fp>\n\n\u003Cp>i.) Inefficiency in performance of duties.\u003C\u002Fp>\n\n\u003Cp>ii.) Breach of Company Rules and Regulations.\u003C\u002Fp>\n\n\u003Cp>iii.) Gross Misconduct (Summary Dismissal)\u003C\u002Fp>\n\n\u003Cp>iv.) Abscondment (Summary Dismissal)\u003C\u002Fp>\n\n\u003Cp>v.) Failure to obtain the necessary qualifications (after being sponsored by\nthe Company), which are required for proper performance of the job.\u003C\u002Fp>\n\n\u003Cp>vi.) Voluntary resignation.\u003C\u002Fp>\n\n\u003Cp>vii.) Medical unfitness.\u003C\u002Fp>\n\n\u003Cp>c) Upon termination of services the employee shall be entitled to the\nfollowing Terminal Benefits:\u003C\u002Fp>\n\n\u003Cp>i) Salary and due to allowances up to the date of termination.\u003C\u002Fp>\n\n\u003Cp>ii) Annual leave prorated up to the date of termination. Such payment shall\ninclude all allowances.\u003C\u002Fp>\n\n\u003Cp>iii) Terminal Benefits at a rate of a half month salary per each completed\nyear of service.\u003C\u002Fp>\n\n\u003Cp>iv) In addition, in case of termination on medical grounds, any additional\nprovisions under Article 32 Retirement will be applicable.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 65 of the Employment Act provides for various kinds of termination\nincluding expiry of a contract, and termination by an employer or employee.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 30: SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>a) The Company may summarily dismiss from its services an employee who shall\nbe guilty of Gross Misconduct as defined in Article 26.\u003C\u002Fp>\n\n\u003Cp>b) Upon summary dismissal, the employee shall lose all terminal benefits\npayable by the Company except the following:\u003C\u002Fp>\n\n\u003Cp>i.) Salary and allowances due up to the date of dismissal.\u003C\u002Fp>\n\n\u003Cp>ii.) Annual leave prorated up to the date of dismissal. Such payment shall\ninclude all allowances.\u003C\u002Fp>\n\n\u003Cp>iii.) Any long service awards earned but not yet received by the\nemployee.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 69 of the Employment Act allows for summary dismissal only when the\nemployee has fundamental broken his or her obligation arising under the\ncontract of service.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 31: GRIEVANCE PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>Any employee, or group of employees, may raise an individual or collective\ngrievance with the Company by following the procedure below. However, if the\nissue is already covered under the Collective Bargaining Agreement, the\ngrievance will be rejected, any such cases will be notified to the Union.\u003C\u002Fp>\n\n\u003Cp>a) Stage 1 - An Employee who wishes to raise an issue in which he is\ndirectly concerned shall first discuss it with the immediate Supervisor.\u003C\u002Fp>\n\n\u003Cp>b) Stage 2 - If the issue is not settled to the satisfaction of the Employee\nhe may refer it to his Union Representative, who will discuss it with the\nEmployee's Section Head If the issue is not settled at Stage 2, the Section\nHead will complete a Procedure Report Form and submit it to HR Officer and copy\nthe Union Representative.\u003C\u002Fp>\n\n\u003Cp>c) Stage 3 - If there is no agreement the Employee and Union Representative\nmay then raise the issue with the General Manager.\u003C\u002Fp>\n\n\u003Cp>d) Stage 4 - If the matter is not resolved after Stage 3, the Union\nRepresentative may refer it to the Joint Negotiating Committee (JNC)\u003C\u002Fp>\n\n\u003Cp>e) Stage 5 - If the matter is not resolved after Stage 4, the Union\nRepresentative may refer the matter to the General Secretary of the Trade\nUnion, who may, if necessary, request a meeting with the appropriate Company\nRepresentatives. The local Union Representatives and the Employee(s) concerned\nwill be invited to attend any such meeting between the General Secretary and\nthe Company.\u003C\u002Fp>\n\n\u003Cp>f) Unless otherwise agreed between the parties the Procedure must be\ncompleted within ten working days of its being formally recorded on the\nProcedure Report Form.\u003C\u002Fp>\n\n\u003Cp>g) If the matter is not resolved after Stage 5, the Procedure will be\nconsidered exhausted and the General Secretary may take up the matter with the\nTrade Disputes (Arbitration and Settlement) Act 2006 and\u002For any other relevant\nstatutes in force at the time.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 12 of the Employment Act empowers the labour officer to handle\ngrievances which are reported to him or her.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 32: STANDARDS OF CORPORATE CONDUCT\u003C\u002Fh3>\n\n\u003Cp>................. of Uganda is a responsible corporate citizen and, to\nassure that integrity in business practices is never compromised, has\nestablished Standards of Business Conduct. The Company expects employees to act\nin strict compliance with the letter and spirit of the law and of the Company's\npolicy. The Company's commitment to integrity has real substance only when its\nemployees have their personal commitment to integrity. Corporate integrity\nalways begins and ends with the individual. Employees should not only avoid\nun-ethical business practices but also should avoid conduct that might be\nmisinterpreted by others or provides any basis for question as to its\npropriety. Employees may not engage in any act that could possibly be construed\nas giving or receiving a bribe that involves a conflict of interest.\u003C\u002Fp>\n\n\u003Cp>The policy covers giving or receiving gifts or favours, social amenities,\nreporting of certain financial interests, and other relationship matters. If in\nany doubt about any of the matters covered in this document, please seek advice\nfrom your HR Department, a Board Member or the General Manager.\u003C\u002Fp>\n\n\u003Cp>A. Giving and Receiving of Gifts or Favours\u003C\u002Fp>\n\n\u003Cp>• No employee may solicit, either directly or in-directly any gift or\nfavour from an organisation with which the Company does Business or that seeks\nto do business with the Company.\u003C\u002Fp>\n\n\u003Cp>• No employee may accept or give a gift that exceeds a maximum value of\nUGX 20,000\u002F=.\u003C\u002Fp>\n\n\u003Cp>• Gifts given or received should bear the giving Company's name, have\npublicity value and be for office use (pens, diaries etc.)\u003C\u002Fp>\n\n\u003Cp>• Gifts received with a value exceeding the established maximums should be\nreturned or submitted to Human Resources for appropriate disposal.\u003C\u002Fp>\n\n\u003Cp>B. Social Amenities\u003C\u002Fp>\n\n\u003Cp>Business-connected social contacts can be in the best interest of the\nCompany when properly conducted on a limited basis. Examples include the\nacceptance or giving of refreshments or meals before or after a business\nmeeting. Employees should make every effort to ensure that there is not the\nslightest reason for a third party to view the relationship as improper. Prior\napproval of the General Manager is required.\u003C\u002Fp>\n\n\u003Cp>C. Reporting of Certain Financial Interests\u003C\u002Fp>\n\n\u003Cp>The Company has no desire to interfere with the personal financial affairs\nof its employees unless an outside interest concerns an organisation with which\nthe Company does business. No employee may, either directly or indirectly, have\na financial interest in an organisation with which the Company does Business\nwithout a special exception. Each employee shall report, for information\npurposes, the details of any financial interest held either directly or\nindirectly by any employee or by any family member in an organisation with\nwhich the Company does business.\u003C\u002Fp>\n\n\u003Cp>Unauthorised disclosure of confidential information can damage the Company's\ncompetitiveness and reputation. Therefore, no employee may disclose\nconfidential information to any outside organisation or individual prior to\nreceiving proper authorisation. This includes, for example information about a\nsupplier quote, specification, future business plans, pricing, financial data\netc.\u003C\u002Fp>\n\n\u003Cp>No employee may perform work or render service for an Organisation with\nwhich the Company does business or that seeks to do business with the Company\nwithout prior written approval of the Board of Directors.\u003C\u002Fp>\n\n\u003Cp>Administration\u003C\u002Fp>\n\n\u003Cp>All employees must sign a Standards Of Business Conduct declaration form\nindicating that;\u003C\u002Fp>\n\n\u003Cp>1.They have read, understood and agreed to the Company's Standards of\nBusiness Conduct Policy and;\u003C\u002Fp>\n\n\u003Cp>2. Neither they, nor any member of their family, have any financial interest\nin an organisation with which the Company does business.\u003C\u002Fp>\n\n\u003Cp>Any such financial interests must be reported and will be reviewed by the\nBoard of Directors for appropriateness. Any employee who knowingly violates\nthis policy shall be subject to disciplinary action, including possible\ndismissal.\u003C\u002Fp>\n\n\u003Cp>The signed form must be returned to the HR Officer and this will be placed\nin your personal dossier. It is Company policy to regularly ask employees to\nreaffirm their acceptance of the Company's Standards of Business Conduct.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 18 of the Employment Act prohibits a labour officer from disclosing\nan trade secrets.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 33: RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>a) Retirement shall be considered under the following:\u003C\u002Fp>\n\n\u003Cp>i.) Voluntary retirement after a minimum service of twenty (20) years.\u003C\u002Fp>\n\n\u003Cp>ii.) Early retirement with benefits will be granted at the discretion of\nManagement. Payments of benefits in this case may be deferred\u002Fdelayed by six\n(6) months.\u003C\u002Fp>\n\n\u003Cp>iii.) Retirement on medical grounds.\u003C\u002Fp>\n\n\u003Cp>iv.) Compulsory retirement after an employee has attained the statutory age\nof 60 years.\u003C\u002Fp>\n\n\u003Cp>b) Upon retirement for any of the above, the employee shall be entitled to\nthe following benefits:\u003C\u002Fp>\n\n\u003Cp>i.) Three months written advance notice or salary and allowances in-lieu of\nnotice of retirement.\u003C\u002Fp>\n\n\u003Cp>ii.) Annual leave prorated up to the date of retirement.\u003C\u002Fp>\n\n\u003Cp>iii.) Salary and allowances due up to the date of retirement.\u003C\u002Fp>\n\n\u003Cp>iv.) Terminal Benefits at a rate of a half month salary per each completed\nyear of service.\u003C\u002Fp>\n\n\u003Cp>v.) Any outstanding long service awards in accordance with Article 33\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 20 of the NSSF Act states that “a member of the fund shall be\nentitled to age benefit\u003C\u002Fp>\n\n\u003Cp>(a) if he or she attains the age of fifty years and has retired from regular\nemployment; or\u003C\u002Fp>\n\n\u003Cp>(b) if he or she attains the age of fifty-five years.\u003C\u002Fp>\n\n\u003Cp>(2) For the purposes of this section, a member of the fund may be treated as\nhaving retired from regular employment when he or she attains the age of fifty\nyears.\u003C\u002Fp>\n\n\u003Cp>(a) if he or she is not in gainful occupation; or\u003C\u002Fp>\n\n\u003Cp>(b) if he or she engages or intends to engage in a gainful occupation only\noccasionally, inconsiderably or in circumstances not inconsistent with his or\nher retirement.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 34: LONG SERVICE AWARDS\u003C\u002Fh3>\n\n\u003Cp>a) In order to show appreciation for services rendered by an employee and as\nan incentive to employees to work diligently so as to serve the Company for a\nlong time, the Company shall make the following Long Service Awards:\u003C\u002Fp>\n\n\u003Cp>i) After five (5) years of service the employee will receive a bicycle or\nits equivalent in value at that time.\u003C\u002Fp>\n\n\u003Cp>ii) After ten (10) years of service the employee shall receive forty (40)\npieces of three (3)-metre pre-painted corrugated iron sheets of gauge twenty\neight (28) and one (1) ton of cement or their equivalent in value at the\ntime.\u003C\u002Fp>\n\n\u003Cp>iii) In addition to the various awards mentioned above the Company shall, at\neach of the stages, issue the employee with a Certificate of Long Service\nstating the period served.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>The Labour laws do not deal with matters pertaining to long service awards\nexcept that which is in respect of termination which is provided for in the\nEmployment Act.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>ARTICLE 35: TERMINATION BY DEATH & DEATH OF DEPENDANTS\u003C\u002Fh3>\n\n\u003Cp>a) When an employee dies while in the service of the Company, the Company\nshall provide UGX 500,000\u002F= as contribution to funeral and burial expenses.\nThereafter all terms of Article 32 will apply.\u003C\u002Fp>\n\n\u003Cp>b) In the event of death of a registered spouse shall provide the family\nwith a sum of UGX 500,000\u002F=.\u003C\u002Fp>\n\n\u003Cp>c) In the event of death of a registered child the company shall provide the\nfamily with a sum of UGX 400,000\u002F=\u003C\u002Fp>\n\n\u003Cp>d) In the event of death of a parent the company shall provide the family\nwith a sum of UGX 300,000\u002F=.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 91 of the Employment Act provides that severance allowance shall be\npaid to the spouse or dependants of the deceased employee within thirty days of\nthe occurrence of the death of the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>ARTICLE 36: REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>a) For the purpose of this article “Redundancy” shall mean termination\nof employment of an employee or a group of employees by the Company due to\noperational or financial problems beyond the Company’s control, but including\nrestructuring and re-organisation. Such a step shall normally come as a last\nresort to be taken by the Company only after having failed to avert such\nproblems and after consultation with the Union.\u003C\u002Fp>\n\n\u003Cp>b) Selection for redundancy will in the main be determined by seniority, but\nwill include an assessment of the relative skills, merit and ability of\nemployees.\u003C\u002Fp>\n\n\u003Cp>c) Should it become necessary for the Company to select employees for\nredundancy, no employee shall be at a disadvantage because of his\u002Fher\nmembership to the Union.\u003C\u002Fp>\n\n\u003Cp>d) Should there be need to fill any vacancy after redundancy, priority in\nrecruitment shall be given to employees who were affected by the redundancy.\u003C\u002Fp>\n\n\u003Cp>e) Any employee being declared redundant shall be paid as follows:\u003C\u002Fp>\n\n\u003Cp>i) Three months written advance notice or salary and allowances in-lieu of\nnotice of redundancy.\u003C\u002Fp>\n\n\u003Cp>ii) Annual leave prorated up to the date of redundancy.\u003C\u002Fp>\n\n\u003Cp>iii) Salary and allowances due up to the date of redundancy.\u003C\u002Fp>\n\n\u003Cp>vi.) Terminal Benefits at a rate of a half month salary per each completed\nyear of service.\u003C\u002Fp>\n\n\u003Cp>i) Any outstanding long service awards in accordance with Article 33.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 81 of the Employment Act provides that an employer intending to\nterminate not less than 10 employees within a period of three months should\nnotify the labour officer stating the reasons for the termination.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch3>ARTICLE 37: GROUP ACCIDENT INSURANCE\u003C\u002Fh3>\n\n\u003Cp>The Company shall provide insurance cover against any injury to all its\nemployees while at work or on Company Business\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 18 of the Workers Compensation Act obligates all employers to insure\ntheir employees. The Act generally provides for compensation to workers for\ninjuries suffered and scheduled diseases incurred in the course of their\nemployment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>ARTICLE 38: RIGHT TO STOP AND SEARCH\u003C\u002Fh3>\n\n\u003Cp>a)Both parties recognize the importance and right of security personnel of\nthe Company to carry out the “Stop And Search” practice.\u003C\u002Fp>\n\n\u003Cp>b)However, the act of carrying out this practice should be done in the most\nhumane and professional manner possible so as to avoid causing embarrassment to\nthe person being searched.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 13 of the Occupational Safety and Health Act provides that it is the\nduty of the employer to protect workers.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 39: UNIFORM AND PROTECTIVE WEAR\u003C\u002Fh3>\n\n\u003Cp>a) The Company shall provide uniforms and\u002For necessary protective wear\u002Fgear\nto all employees whose duties require their use in line with the uniform\npolicy.\u003C\u002Fp>\n\n\u003Cp>b) The number, type and life of uniform and protective wear\u002Fgear shall be\nconsidered according to requirements. Any such items issued shall remain the\nproperty of the Company as provided for under uniform policy.\u003C\u002Fp>\n\n\u003Cp>c) Employees issued with Company uniforms and\u002For protective wear\u002Fgear shall\nbe obliged to respect and keep them in good order and shall ensure that they\nare not abused in any way.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 19 of the Occupational Safety and Health Act states that it is the\nresponsibility of the employer to provide protective gears to workers. The\ncosts of such protective gears should be covered by the employer.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>ARTICLE 40: MEDICAL BENEFITS\u003C\u002Fh3>\n\n\u003Cp>a) The Company shall provide and maintain free of charge to the employee,\none (1) registered spouse and four (4) registered dependant a designated clinic\nto attend for medical problems. Registration of employee dependants shall be\nreviewed on an annual basis or updated on an as need basis\u003C\u002Fp>\n\n\u003Cp>b) In case the patient’s problems cannot be effectively handled by the\nCompany clinic, the patient shall be referred to a hospital or other medical\ncentre at the Company’s expense by the Company Doctor only.\u003C\u002Fp>\n\n\u003Cp>c) In case hospitalisation becomes necessary the Company shall, in\nconsultation with the Company Doctors, make arrangements with appropriate\nhospitals.\u003C\u002Fp>\n\n\u003Cp>d) The Company shall not meet bills related to accommodation in hospitals\nprivately arranged by the employee.\u003C\u002Fp>\n\n\u003Cp>e) The Company’s responsibility for medical attention and treatment in\ncase of continuous sickness of an employee shall cover the period of sick leave\nprovided for under Article 19.\u003C\u002Fp>\n\n\u003Cp>f) The Company shall refund costs of delivery up to a maximum of 950,000\u002F=\nof the costs incurred by a female or male employee in connection with child\ndelivery.\u003C\u002Fp>\n\n\u003Cp>Article 21 of the Occupational Safety and Health Act obligates employers to\nsupervise health of workers.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>ARTICLE 41: HEALTH AND SAFETY COMMITTEE\u003C\u002Fh3>\n\n\u003Cp>a)A Health and Safety Committee consisting of not more than five (5) members\ndrawn from Management and the Union shall be formed to deal with matters\nconcerning health and safety at work the Union shall be represented by three\n(3) members nominated by the Union.\u003C\u002Fp>\n\n\u003Cp>b)Among other things the Committee shall be charged with the responsibility\nof drawing up guidelines on Occupational Health of employees and safety at\nworkplace as may be provided for in the Factories Act and other relevant\nGovernment or International regulations\u002Fstatutes.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 41(2) of the Occupational Safety and Health Act obligates employers\nto put in place a safety committee within a period of six months upon occupying\na given premise.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>ARTICLE 42: HIV\u002FAIDS AND THE WORKPLACE\u003C\u002Fh3>\n\n\u003Cp>i) Realising the negative effects HIV\u002FAIDS has caused to humanity world over\nand to Uganda, both the Company and the Union agree to establish and maintain a\nwork place HIV\u002FAIDS policy to protect and safe guard employees against the\nscourge and its related stigma.\u003C\u002Fp>\n\n\u003Cp>ii) The policy shall:\u003C\u002Fp>\n\n\u003Cp>a) Establish a non-discriminatory environment in which employees living with\nHIV\u002FAIDS are able to be open about their status without fear of stigma or\nrejection.\u003C\u002Fp>\n\n\u003Cp>b) Promote the understanding that HIV and Aids shall be treated like any\nlife threatening condition and that employees living with HIV\u002FAIDS have the\nsame rights and obligations.\u003C\u002Fp>\n\n\u003Cp>c) Ensure that where cases of prejudice and victimization occur due to\none’s health status, management shall take disciplinary action against those\nconcerned.\u003C\u002Fp>\n\n\u003Cp>d) Ensure that no applicant for employment shall be discriminated against in\nthe selection process on account of his\u002Fher HIV\u002FAIDS status\u003C\u002Fp>\n\n\u003Cp>e) No employee shall be dismissed because he\u002Fshe has been identified as an\nAIDS victim.\u003C\u002Fp>\n\n\u003Cp>f) No employee shall be removed from their normal place of work or from\ntheir normal duties, or isolated because on account of their HIV\u002FAIDS\nstatus.\u003C\u002Fp>\n\n\u003Cp>g) Employees affected by HIV\u002FAIDS may under exceptional circumstances, and\nonly on the advice of a medical practitioner be retired on medical grounds or\ntransferred to an alternative section when and if the employee concerned has\nbeen identified as a risk to others in the work place or where his\u002Fher health\ninterests would be better in an alternative function.\u003C\u002Fp>\n\n\u003Cp>h) Put in place measures including education, training, and awareness\ncreation and counselling to ensure that transmission of HIV\u002FAIDS at the\nworkplace is minimized or avoided.\u003C\u002Fp>\n\n\u003Cp>iii) Employees shall be counselled and notified that no HIV\u002FAIDS victim\nshall be treated unfairly with regard to:\u003C\u002Fp>\n\n\u003Cp>a) Recruitment procedures, advertising and selection and appointment\ncriteria.\u003C\u002Fp>\n\n\u003Cp>b) Remuneration, employment benefits and terms and conditions of\nemployment.\u003C\u002Fp>\n\n\u003Cp>c) Training and development\u003C\u002Fp>\n\n\u003Cp>d) Performance evaluation systems, promotion, transfer and demotion.\u003C\u002Fp>\n\n\u003Cp>e) Job assignments\u003C\u002Fp>\n\n\u003Cp>f) Disciplinary measures.\u003C\u002Fp>\n\n\u003Cp>iv) HIV\u002FAIDS testing and confidentiality\u003C\u002Fp>\n\n\u003Cp>a) The Company shall neither require any employee to be tested for HIV\u002FAIDS\nnor demand that medical examination be taken on any person to ascertain the\nHIV\u002FAIDS status before employment.\u003C\u002Fp>\n\n\u003Cp>b)Where testing is done at the initiative of the employee and the employee\ncontacts management for assistance, the company shall engage the services of an\nAIDS resource centre such as TASO, which shall provide the necessary medical\ncare at the company’s cost.\u003C\u002Fp>\n\n\u003Cp>c)All employees living with HIV or AIDS shall have the right to privacy.\u003C\u002Fp>\n\n\u003Cp>d) An employee, who may discover that he\u002Fshe is HIV+, is under no obligation\nto inform management.\u003C\u002Fp>\n\n\u003Cp>e) An employee with symptoms of HIV or full-blown AIDS may be advised to\nseek the services of a Counsellor employed by the Company for advice on the\n‘wellness programme’ entailing diet and life style, which is designed to\nbolster the health and longevity of employees suffering from different\nailments.\u003C\u002Fp>\n\n\u003Cp>f) Any breach of confidentiality in regard to HIV\u002FAIDS or any other health\nstatus shall be followed by an immediate dismissal and possible prosecution of\nthe officer involved.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 6 (1) of the Employment Act states that HIV does not provide a basis\nfor discrimination of a worker.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-MEALALL_trigger\">\u003Ch3>ARTICLE 43: MEALS PROVISION\u003C\u002Fh3>\n\n\u003Cp>a) The Company shall provide meals to employees while on Company duty.\u003C\u002Fp>\n\n\u003Cp>b) The meals include break-tea\u002Fcoffee, lunch or supper.\u003C\u002Fp>\n\n\u003Cp>c) These meals will be provided at no cost to the employee.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 54 of the Occupational Safety and Health Act obligates employers to\nprovide adequate facilities for taking meals.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>ARTICLE 44: STAFF TRANSPORT\u003C\u002Fh3>\n\n\u003Cp>The Company shall provide transport to all its employees reporting for and\noff duty and while on official duties within the vicinity of ……………...\nThe furthest pick up\u002Fdrop off point for transport to and from duty will be\nthe…….. taxi stage on the …………………...\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>The labour laws do not expressly deal with the issue of transport allowance.\nThis means that it is negotiable between the employer and the workers or their\nrepresentatives.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>ARTICLE 45: STAND-IN ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>a) Whenever a post falls temporarily vacant for more than 2 weeks, a\ncompetent employee may be asked to stand-in.\u003C\u002Fp>\n\n\u003Cp>b) If the position grade is of a higher grade than the individual\nstanding-in, a stand-in allowance will be paid. If the position is one grade\nhigher, the allowance will be 10% of monthly salary, if 2 grades higher, the\nallowance will be 20% of monthly salary.\u003C\u002Fp>\n\n\u003Cp>c) If the vacancy still exists beyond the six months period, the employee\nwho will have acted for that period will be appraised and confirmed in the\nposition or reverted to his\u002Fher former position if found unsuitable.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 35 (1) of the Employment Act states that “every person employing\nan employee shall notify the district labour officer of any employment vacancy\nwhenever it occurs\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 46: WARM CLOTHING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee proceeding on duty\u002Ftraining to a country where temperate and\ncold climatic conditions prevail shall be given a warm clothing allowance of\nthree hundred US dollars (US $ 300) provided that the allowance shall not have\nbeen given to the employee in the preceding two years.\u003C\u002Fp>\n\n\u003Cp>Article 19 of the Occupational Safety and Health Act states that it is the\nresponsibility of the employer to provide protective gears to workers. The\ncosts of such protective gears should be covered by the employer.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 47: SALARY ADVANCES\u003C\u002Fh3>\n\n\u003Cp>Salary advances shall be granted at the discretion of management in the\nevent of unplanned or emergency circumstances. The advance shall not exceed one\nmonth’s gross salary and shall be recovered in a maximum of six equal\ninstalments. No advance will be granted while a previous one is not yet fully\nrecovered.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Articles 40 to 50of the Employment Act deals with wages and related matters,\nhowever, salary advances are not expressly dealt with.\u003C\u002Fp>\n\n\u003Ch3>ARTCLE 48: RETENTION OF PARTIALLY INCAPACITATED EMPLOYEES\u003C\u002Fh3>\n\n\u003Cp>If an employee becomes partially incapacitated arising out of an\noccupational hazard\u002Faccident the Company shall retain the employee in service\nprovided the advice of the Company Doctor is in conformity with such a\ndecision. The employee will have to perform as any other staff in the new\njob.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 102 of the Occupational Safety and Health Act provides for benefits\nto an injured worker.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 49: CHANGE\u002FTRANSFER OF COMPANY\u002FUNION DESIGNATION\u003C\u002Fh3>\n\n\u003Cp>a)In the event of the Union re-registering with the Registrar of Trade\nUnions under another name or transfers its members to another trade union\nduring the term of this agreement, the agreement shall continue to apply and\nremain binding on the successor workers organisation.\u003C\u002Fp>\n\n\u003Cp>b)In the event of the Company re-registering under another name or\ntransferring its business or part of it to another employer during the term of\nthe Agreement, the agreement shall continue to apply and remain binding on the\nsuccessor employer. The existing employee shall however retain the option to\ncontinue with a new employer or to be retired on the existing terms.\nThereafter, the employee shall be free to enter a new contract of employment\nwith the incoming employer.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 38 (2) of the Labour Unions Act states that rights and obligations\nof a labour union may not be affected by its change of name.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 50: COMPANY FACILITIES\u003C\u002Fh3>\n\n\u003Cp>a) The Company shall be responsible for providing equipment and facilities\nnecessary for the proper conduct of its business.\u003C\u002Fp>\n\n\u003Cp>b) It is agreed that every worker shall be accountable for the\ntools\u002Ffacilities accorded to him\u002Fher by the Company that are needed for the\nproper conduct of work.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Articles 51 to 54 of the Occupational Safety and Health Act obligates the\nemployer to provide adequate facilities for various purposes including meals,\nsitting, washing and others.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 51: NEW TECHNOLOGY\u003C\u002Fh3>\n\n\u003Cp>a)Management shall provide all the necessary literature for information on\nthe operation and safety features of any new technology.\u003C\u002Fp>\n\n\u003Cp>b)Management and Union shall ensure that any new technology is introduced\nfor the sole purpose of improving on the quality and productivity of the\nCompany.\u003C\u002Fp>\n\n\u003Cp>c)Any employees who may be affected by the introduction of new machines will\nbe retrained and deployed in other departments if fit for a new job.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 2 of the Employment Act expresses the need for the employer to train\nworkers.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 52: CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>When an employee retires or leaves the Company services either on his\u002Fher\nown accord or his\u002Fher services being terminated under the provisions of this\nagreement he\u002Fshe shall be issued with a certificate of service.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 61 of the Employment Act obligates the employer to provide a\ncertificate of service upon request by the employee providing all the necessary\ndetails.\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 53: RECREATION\u003C\u002Fh3>\n\n\u003Cp>The Company shall with time develop recreation activities and sports for its\nemployees.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>The labour laws do not expressly deal with the issue of recreation.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch3>ARTICLE 54 - SEXUAL HARRASMENT POLICY\u003C\u002Fh3>\n\n\u003Cp>a) The Company and the Union agree to establish and always maintain a zero\ntolerance policy against sexual harassment in the Company.\u003C\u002Fp>\n\n\u003Cp>b) A supervisor, manager, union representative or an employee who seeks for\nsexual intercourse, contact or any other form of sexual activity shall have\ncommitted an offence of sexual harassment if his\u002Fher actions contains any or\nall of the following ;\u003C\u002Fp>\n\n\u003Cp>i) Implied or express promise of preferential treatment in employment\u003C\u002Fp>\n\n\u003Cp>ii) Implied or express threat of detrimental treatment in employment.\u003C\u002Fp>\n\n\u003Cp>iii) Use of language written or spoken of a sexual nature\u003C\u002Fp>\n\n\u003Cp>iv) Uses visual material of a sexual nature or demonstrates behaviour of a\nsexual nature.\u003C\u002Fp>\n\n\u003Cp>c)Any manager, supervisor, union representative or an employee who sexually\nharasses any company employee shall upon proof be dealt with in accordance with\nthe Disciplinary Procedure. Sexual Harassment is considered a serious breach of\ndiscipline.\u003C\u002Fp>\n\n\u003Cp>d)An employee who feels sexually harassed shall have the right to report the\nmatter and have it addressed through the grievance procedure or the\nDisciplinary Procedure established in this agreement.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 7 of the Employment Act prohibits sexual harassment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqofficer\">\u003Ch3>ARTICLE 55 - GENDER AND EQUALITY\u003C\u002Fh3>\n\n\u003Cp>a)Realizing the important roles that both the male and female gender play in\nsustainable development, and considering that women have severally been\nmarginalized as a result of the established customs and practices, both the\ncompany and the union agree to establish and maintain a gender and equality\npolicy to ensure proper balance of these roles.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Cp>b)Both the union and the company shall establish a joint gender and equality\nsub-committee of the JNC, composed of two representatives each and chaired by a\nneutered technical staff agreeable to both parties to study gender and equality\nissues and to inform\u002Fadvise the JNC accordingly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 6 (3) of the Employment Act 2006, discrimination is unlawful. It\nincludes any distinction, exclusion or preference made on the basis race,\ncolour, sex, religion, political opinion, national extraction or social origin,\nthe HIV status, or disability which has the effect of nullifying or impairing\nthe treatment of a person in employment or occupation, of of preventing an\nemployee from obtaining any benefit under contract of employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Ch3>ARTICLE 56 – CHILD CARE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingfacilities\">\u003Cp>a) The company shall provide nursing breaks and room for breast feeding\nmothers\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Additionally, the company shall provide any child care support that is\nwithin its ability.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>The labour laws do not expressly deal with the issue of child care.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3>ARTICLE 57 – NON DISCRIMINATION\u003C\u002Fh3>\n\n\u003Cp>There shall be no discrimination irrespective of one’s race, sex, creed\nand colour.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 6 (3) of the Employment Act 2006, discrimination is unlawful. It\nincludes any distinction, exclusion or preference made on the basis race,\ncolour, sex, religion, political opinion, national extraction or social origin,\nthe HIV status, or disability which has the effect of nullifying or impairing\nthe treatment of a person in employment or occupation, of of preventing an\nemployee from obtaining any benefit under contract of employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>ARTICLE 58: GENERAL\u003C\u002Fh3>\n\n\u003Cp>a) The Company and the Union agree to adhere to and always make reference to\nthis agreement when handling employee issues.\u003C\u002Fp>\n\n\u003Cp>b) The Company and the Union desire that every employee of the Company is\nfamiliar with the provisions of this agreement and his\u002Fher rights and duties\nprovided by the agreement.\u003C\u002Fp>\n\n\u003Cp>c) The Company shall provide a copy of the agreement to each employee.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Article 35 (1) of the Employment Act states that “every person employing\nan employee shall notify the district labour officer of any employment vacancy\nwhenever it occurs\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 59: MODIFICATION AND AMENDMENT\u003C\u002Fh3>\n\n\u003Cp>a) This Agreement that first came into force on the 18th day of April 2011\nand shall remain in force until again amended.\u003C\u002Fp>\n\n\u003Cp>b) Either party wishing to amend or modify the agreement shall give the\nother a one-month written notice detailing the proposed amendment\u002Fmodification.\nIn the event of failure to reach mutual agreement to the proposed\namendment\u002Fmodification of the agreement, either party may refer the matter to\nthe Ministry in charge of labour matters for further action.\u003C\u002Fp>\n\n\u003Cp>c) Notwithstanding the foregoing provisions, the agreement shall remain in\nforce until otherwise agreed upon by both parties, and shall not be affected by\nactions of any third or other party.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>The terms of collective agreement must be concluded in writing and contain a\nreference to the manner and date when it may be reviewed. A copy of collective\nagreement and any amendment\u002Fvariation made to the agreement must get registered\nwith a Labour officer. Even if it is not registered, it remains enforceable\nbetween the parties to the agreement.\u003C\u002Fp>\n\n\u003Cp>Source: §40 of the Constitution of Uganda 1995 (revised in 2005); §3 of\nthe Labour Union Act 2006, §3 &38-39 of the Labour Disputes (Arbitration\nand Settlement) Act 2006\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN WITNESS HEREOF the representative of the parties hereto have set their\nsignatures and seals this …. day of …………….\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF\u003C\u002Fp>\n\n\u003Cp>.................\u003C\u002Fp>\n\n\u003Cp>NAME.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>TITLE.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>NAME.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>TITLE.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF\u003C\u002Fp>\n\n\u003Cp>.................\u003C\u002Fp>\n\n\u003Cp>NAME.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>TITLE.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>NAME.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>TITLE.………………………………………………………………\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_comments_txt\">\u003Cp>APPENDIX \"A\": …. Job Grades and salary scales\u003C\u002Fp>\n\n\u003Cp>Effective ………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"686\" style=\"width:514.85pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:solid #DDDDDD 1.0pt;   background:#F0FBFE;padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:15.8pt;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman","serif";color:#090909\">Grade\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:solid #DDDDDD 1.0pt;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:15.8pt;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman","serif";color:#090909\">Category\n        \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"262\" colspan=\"3\" valign=\"top\" style=\"width:196.85pt;border-top:solid #DDDDDD 1.0pt;   border-left:none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;   background:#F0FBFE;padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:15.8pt;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman","serif";color:#090909\">Salary\n        Ranges\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;border-top:solid #DDDDDD 1.0pt;   border-left:none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;   background:#F0FBFE;padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:15.8pt;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman","serif";color:#090909\">Midpoint\n        % Progression\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:15.8pt;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman","serif";color:#090909\">Min\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.25pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:15.8pt;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman","serif";color:#090909\">Mid\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\" valign=\"top\" style=\"width:60.7pt;border-top:none;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:15.8pt;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman","serif";color:#090909\">Max\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:15.8pt;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman","serif";color:#090909\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.25pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"81\" valign=\"top\" style=\"width:60.7pt;border-top:none;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman","serif";   color:#090909\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.25pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"81\" valign=\"top\" style=\"width:60.7pt;border-top:none;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman","serif";   color:#090909\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.25pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"81\" valign=\"top\" style=\"width:60.7pt;border-top:none;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman","serif";   color:#090909\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.25pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"81\" valign=\"top\" style=\"width:60.7pt;border-top:none;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE; 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  padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman","serif";   color:#090909\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd valign=\"top\" style=\"border-top:none;border-left:none;border-bottom:inset 1.0pt;   border-right:inset 1.0pt;background:#F0FBFE;padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.25pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"81\" valign=\"top\" style=\"width:60.7pt;border-top:none;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:15.8pt;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman","serif";color:#090909\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:141.55pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"99\" valign=\"top\" style=\"width:73.9pt;border-top:none;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.25pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"81\" valign=\"top\" style=\"width:60.7pt;border-top:none;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" style=\"border:inset 1.0pt;border-top:none;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:15.8pt;line-height:normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman","serif";color:#090909\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:141.55pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"99\" valign=\"top\" style=\"width:73.9pt;border-top:none;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.25pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"81\" valign=\"top\" style=\"width:60.7pt;border-top:none;border-left:none;   border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n      \u003Ctd width=\"179\" valign=\"top\" style=\"width:134.4pt;border-top:none;border-left:   none;border-bottom:inset 1.0pt;border-right:inset 1.0pt;background:#F0FBFE;   padding:6.35pt 6.35pt 6.35pt 6.35pt\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"equalitymonitoring":44,"disabilitypay":48,"sexualhar":52,"eqofficer":56,"hourspday_select":60,"sicknessmaxdays":64,"pregnancy":68,"STRUCINCR_trigger":72,"nursingmothers":76,"funeralpay":78,"MEALALL_trigger":82,"discrimination":86,"wageincreasetype":90,"OVERTIME_trigger":94,"healthcareaccess":98,"healthinsurance":102,"COMMUTE_trigger":104,"ANNLEAVE_trigger":108,"healthandsafetypolicy":112,"ONCERISE_trigger":116,"apprenticeships":120,"SCHEDULE_trigger":124,"paidpaternityleave":128,"eqpay":132,"PAIDLEAV_trigger":136,"nursingfacilities":140,"PAYSCALES_trigger":144,"bankholidays1":148,"PAYSCALES_comments_txt":152,"trainingprogrammes":156,"paidmaternityleave":160,"contractseverancepay":164,"jobsecuritymothers":168,"deathrelatives":172},{"bindId":45,"name":46,"text":47},"equalitymonitoring","b)Both the union and the company shall e","b)Both the union and the company shall establish a joint gender and equality\nsub-committee of the JNC, composed of two representatives each and chaired by a\nneutered technical staff agreeable to both parties to study gender and equality\nissues and to inform\u002Fadvise the JNC accordingly.",{"bindId":49,"name":50,"text":51},"disabilitypay","ARTICLE 37: GROUP ACCIDENT INSURANCE The","ARTICLE 37: GROUP ACCIDENT INSURANCE\n\nThe Company shall provide insurance cover against any injury to all its\nemployees while at work or on Company Business\n\nWhat the law says:\n\nArticle 18 of the Workers Compensation Act obligates all employers to insure\ntheir employees. The Act generally provides for compensation to workers for\ninjuries suffered and scheduled diseases incurred in the course of their\nemployment.",{"bindId":53,"name":54,"text":55},"sexualhar","ARTICLE 54 - SEXUAL HARRASMENT POLICY a)","ARTICLE 54 - SEXUAL HARRASMENT POLICY\n\na) The Company and the Union agree to establish and always maintain a zero\ntolerance policy against sexual harassment in the Company.\n\nb) A supervisor, manager, union representative or an employee who seeks for\nsexual intercourse, contact or any other form of sexual activity shall have\ncommitted an offence of sexual harassment if his\u002Fher actions contains any or\nall of the following ;\n\ni) Implied or express promise of preferential treatment in employment\n\nii) Implied or express threat of detrimental treatment in employment.\n\niii) Use of language written or spoken of a sexual nature\n\niv) Uses visual material of a sexual nature or demonstrates behaviour of a\nsexual nature.\n\nc)Any manager, supervisor, union representative or an employee who sexually\nharasses any company employee shall upon proof be dealt with in accordance with\nthe Disciplinary Procedure. Sexual Harassment is considered a serious breach of\ndiscipline.\n\nd)An employee who feels sexually harassed shall have the right to report the\nmatter and have it addressed through the grievance procedure or the\nDisciplinary Procedure established in this agreement.\n\nWhat the law says:\n\nArticle 7 of the Employment Act prohibits sexual harassment.",{"bindId":57,"name":58,"text":59},"eqofficer","ARTICLE 55 - GENDER AND EQUALITY a)Reali","ARTICLE 55 - GENDER AND EQUALITY\n\na)Realizing the important roles that both the male and female gender play in\nsustainable development, and considering that women have severally been\nmarginalized as a result of the established customs and practices, both the\ncompany and the union agree to establish and maintain a gender and equality\npolicy to ensure proper balance of these roles.\n\nb)Both the union and the company shall establish a joint gender and equality\nsub-committee of the JNC, composed of two representatives each and chaired by a\nneutered technical staff agreeable to both parties to study gender and equality\nissues and to inform\u002Fadvise the JNC accordingly.\n\nWhat the law says:\n\nArticle 6 (3) of the Employment Act 2006, discrimination is unlawful. It\nincludes any distinction, exclusion or preference made on the basis race,\ncolour, sex, religion, political opinion, national extraction or social origin,\nthe HIV status, or disability which has the effect of nullifying or impairing\nthe treatment of a person in employment or occupation, of of preventing an\nemployee from obtaining any benefit under contract of employment.",{"bindId":61,"name":62,"text":63},"hourspday_select","ARTICLE 14: HOURS AND PLACE OF WORK a) A","ARTICLE 14: HOURS AND PLACE OF WORK\n\na) Administration and Finance Staff\n\ni.) Administration and Finance are required to work a 5 day 40 hour week\n\nb) Operations Staff\n\ni.) Operations Staff are required to work a 5 day 45 hour week\n\nii.) Fresh Handling operates in the Aviation transportation industry where\nthe ability to provide continuous 24 hour coverage, 365 days per year may be\nrequired in response to operational needs.\n\niii.) Due to the size of the Company and the varying nature of the business\noperations cycle, the Company and Union recognizes that establishing a regular\n24 hour shift pattern is neither efficient nor cost effective.\n\niv.) To meet the demands of the business, a flexible shift pattern has been\ndesigned as follows:\n\nv.) All Operations staff are rotated through the Early Shift and the\nAfternoon shift on a rolling cycle.\n\na) The Early Shift is from 8am – 5pm with one hour off for lunch\n\nb) The Afternoon shift is from 2pm to the time the last plane is loaded and\nhas departed, with one hour off for supper.\n\nvi.) Due to the variation in the plane departures, it is not possible to fix\na standard finish time to the Afternoon Shift. However, the Shift Roster will\nensure:\n\na) Shift workers, will be rostered according to the operational requirements\nof the Company and shall enjoy two days’ rest per week.\n\nb) The standard working hours shall not, on average, be more than ten (10)\nhours per day or forty five (45) hours per week spread over a 3 week cycle.\n\nc) No employee will work more than fifty six (56) hours in any one week\n\nWhat the law says:\n\nArticle 53 of the Employment Act provides for a maximum of 48 hours per week\nor 10 hours pay day and 56 hours per week.",{"bindId":65,"name":66,"text":67},"sicknessmaxdays","ARTICLE 20: SICK LEAVE An employee who, ","ARTICLE 20: SICK LEAVE\n\nAn employee who, on account of sickness is unable to report on duty for\ncontinuous period shall be entitled to the following:\n\ni.) Full salary for the first two (2) months.\n\nii.) Half salary for the next month following (i) above.\n\niii.) Following (ii) above, Management may consider terminating the\nemployee’s services with the Company on medical grounds after consulting the\nCompany Doctor, an Employee’s nominated Doctor and in the case of any\ndispute, a Government appointed Doctor\n\nWhat the law says:\n\nArticle 55 of the Employment Act provides an employee is entitled to full\npay for the first month of absence and termination may be considered by an\nemployer upon the expiration of the second month the sickness of an employee\ncontinues.",{"bindId":69,"name":70,"text":71},"pregnancy","ARTICLE 56 – CHILD CARE a) The company s","ARTICLE 56 – CHILD CARE\n\na) The company shall provide nursing breaks and room for breast feeding\nmothers\n\nb) Additionally, the company shall provide any child care support that is\nwithin its ability.\n\nWhat the law says:\n\nThe labour laws do not expressly deal with the issue of child care.",{"bindId":73,"name":74,"text":75},"STRUCINCR_trigger","ARTICLE 11: SALARIES AND WAGES a.The exi","ARTICLE 11: SALARIES AND WAGES\n\na.The existing salaries\u002Fwages of employees in salary grades ….. to …..\nand …… and ….. shall be increased by 13.5% across the board.\n\nb.The revised basic salaries\u002Fwages as per (a) above, will take effect from\n1st July ……, for a period of two years i.e. up to 30th June\n………….",{"bindId":77,"name":70,"text":71},"nursingmothers",{"bindId":79,"name":80,"text":81},"funeralpay","ARTICLE 35: TERMINATION BY DEATH & DEATH","ARTICLE 35: TERMINATION BY DEATH & DEATH OF DEPENDANTS\n\na) When an employee dies while in the service of the Company, the Company\nshall provide UGX 500,000\u002F= as contribution to funeral and burial expenses.\nThereafter all terms of Article 32 will apply.\n\nb) In the event of death of a registered spouse shall provide the family\nwith a sum of UGX 500,000\u002F=.\n\nc) In the event of death of a registered child the company shall provide the\nfamily with a sum of UGX 400,000\u002F=\n\nd) In the event of death of a parent the company shall provide the family\nwith a sum of UGX 300,000\u002F=.\n\nWhat the law says:\n\nArticle 91 of the Employment Act provides that severance allowance shall be\npaid to the spouse or dependants of the deceased employee within thirty days of\nthe occurrence of the death of the employee.",{"bindId":83,"name":84,"text":85},"MEALALL_trigger","ARTICLE 43: MEALS PROVISION a) The Compa","ARTICLE 43: MEALS PROVISION\n\na) The Company shall provide meals to employees while on Company duty.\n\nb) The meals include break-tea\u002Fcoffee, lunch or supper.\n\nc) These meals will be provided at no cost to the employee.\n\nWhat the law says:\n\nArticle 54 of the Occupational Safety and Health Act obligates employers to\nprovide adequate facilities for taking meals.",{"bindId":87,"name":88,"text":89},"discrimination","ARTICLE 57 – NON DISCRIMINATION There sh","ARTICLE 57 – NON DISCRIMINATION\n\nThere shall be no discrimination irrespective of one’s race, sex, creed\nand colour.\n\nWhat the law says:\n\nArticle 6 (3) of the Employment Act 2006, discrimination is unlawful. It\nincludes any distinction, exclusion or preference made on the basis race,\ncolour, sex, religion, political opinion, national extraction or social origin,\nthe HIV status, or disability which has the effect of nullifying or impairing\nthe treatment of a person in employment or occupation, of of preventing an\nemployee from obtaining any benefit under contract of employment.",{"bindId":91,"name":92,"text":93},"wageincreasetype","ARTICLE 12: GENERAL INCREASE a)All Emplo","ARTICLE 12: GENERAL INCREASE\n\na)All Employees shall receive an annual general increase within their salary\nscales unless stopped for disciplinary action. Any such action taken shall be\nconveyed in writing to the concerned employee. The annual General Increase will\nbe determined by the Company undertaking a market review of the labour rates\nprevailing in the local industry.\n\nb)Merit salary awards for exemplary performance may be granted to an\nemployee at the discretion of the Company and employee shall be informed of any\nsuch merit awards in writing.\n\nWhat the law says:\n\nArticles 40 to 50 of the Employment Act addresses various issues related to\nwages. Salary increment is not directly addressed which implies that it is a\nmatter of social dialogue between the employer and the workers.",{"bindId":95,"name":96,"text":97},"OVERTIME_trigger","ARTICLE 15: OVERTIME AND PAYMENTS a)Hour","ARTICLE 15: OVERTIME AND PAYMENTS\n\na)Hours of work shall be as set out in article 13 of this Agreement.\n\nb)Overtime work is a practice that should be discouraged. However, where an\nemployee works more than an average of 45 hours per week spread over a 3 week\ncycle, overtime payment will be 50% on top of the basic hourly rate.\n\nWhat the law says:\n\nArticle 53 of the Employment Act provides that overtime shall be paid at one\nand half times the normal rate or two times the normal rate in case it is\nworked during a gazetted public holiday.",{"bindId":99,"name":100,"text":101},"healthcareaccess","ARTICLE 40: MEDICAL BENEFITS a) The Comp","ARTICLE 40: MEDICAL BENEFITS\n\na) The Company shall provide and maintain free of charge to the employee,\none (1) registered spouse and four (4) registered dependant a designated clinic\nto attend for medical problems. Registration of employee dependants shall be\nreviewed on an annual basis or updated on an as need basis\n\nb) In case the patient’s problems cannot be effectively handled by the\nCompany clinic, the patient shall be referred to a hospital or other medical\ncentre at the Company’s expense by the Company Doctor only.\n\nc) In case hospitalisation becomes necessary the Company shall, in\nconsultation with the Company Doctors, make arrangements with appropriate\nhospitals.\n\nd) The Company shall not meet bills related to accommodation in hospitals\nprivately arranged by the employee.\n\ne) The Company’s responsibility for medical attention and treatment in\ncase of continuous sickness of an employee shall cover the period of sick leave\nprovided for under Article 19.\n\nf) The Company shall refund costs of delivery up to a maximum of 950,000\u002F=\nof the costs incurred by a female or male employee in connection with child\ndelivery.\n\nArticle 21 of the Occupational Safety and Health Act obligates employers to\nsupervise health of workers.\n\nARTICLE 41: HEALTH AND SAFETY COMMITTEE\n\na)A Health and Safety Committee consisting of not more than five (5) members\ndrawn from Management and the Union shall be formed to deal with matters\nconcerning health and safety at work the Union shall be represented by three\n(3) members nominated by the Union.\n\nb)Among other things the Committee shall be charged with the responsibility\nof drawing up guidelines on Occupational Health of employees and safety at\nworkplace as may be provided for in the Factories Act and other relevant\nGovernment or International regulations\u002Fstatutes.\n\nWhat the law says:\n\nArticle 41(2) of the Occupational Safety and Health Act obligates employers\nto put in place a safety committee within a period of six months upon occupying\na given premise.",{"bindId":103,"name":50,"text":51},"healthinsurance",{"bindId":105,"name":106,"text":107},"COMMUTE_trigger","ARTICLE 44: STAFF TRANSPORT The Company ","ARTICLE 44: STAFF TRANSPORT\n\nThe Company shall provide transport to all its employees reporting for and\noff duty and while on official duties within the vicinity of ……………...\nThe furthest pick up\u002Fdrop off point for transport to and from duty will be\nthe…….. taxi stage on the …………………...\n\nWhat the law says:\n\nThe labour laws do not expressly deal with the issue of transport allowance.\nThis means that it is negotiable between the employer and the workers or their\nrepresentatives.",{"bindId":109,"name":110,"text":111},"ANNLEAVE_trigger","ARTICLE 19: ANNUAL LEAVE ALLOWANCE An em","ARTICLE 19: ANNUAL LEAVE ALLOWANCE\n\nAn employee proceeding on annual leave shall be entitled to payment of an\namount of money equal to 50% of his\u002Fher monthly salary in addition to the\nnormal salary payments for that month.\n\nWhat the law says:\n\nArticle 54 of the Employment Act states that an employee is entitled to full\npay while on annual leave.",{"bindId":113,"name":114,"text":115},"healthandsafetypolicy","ARTICLE 41: HEALTH AND SAFETY COMMITTEE ","ARTICLE 41: HEALTH AND SAFETY COMMITTEE\n\na)A Health and Safety Committee consisting of not more than five (5) members\ndrawn from Management and the Union shall be formed to deal with matters\nconcerning health and safety at work the Union shall be represented by three\n(3) members nominated by the Union.\n\nb)Among other things the Committee shall be charged with the responsibility\nof drawing up guidelines on Occupational Health of employees and safety at\nworkplace as may be provided for in the Factories Act and other relevant\nGovernment or International regulations\u002Fstatutes.\n\nWhat the law says:\n\nArticle 41(2) of the Occupational Safety and Health Act obligates employers\nto put in place a safety committee within a period of six months upon occupying\na given premise.",{"bindId":117,"name":118,"text":119},"ONCERISE_trigger","ARTICLE 13: ANNUAL BONUS Employees in co","ARTICLE 13: ANNUAL BONUS\n\nEmployees in continuous service with the employer shall qualify to get bonus\nat the rate of 7% of the employee’s total monthly earnings applicable to an\nemployee that has worked with the company for a period of 4 to 9 years and 9%\nfor employees that have worked for a Period above 10 years\n\nWhat the law says:\n\nArticle 90 of the Employment Act prohibits an employer from using bonuses as\npart of severance pay.",{"bindId":121,"name":122,"text":123},"apprenticeships","c) The company shall provide opportuniti","c) The company shall provide opportunities for apprenticeship",{"bindId":125,"name":126,"text":127},"SCHEDULE_trigger","a) Shift workers, will be rostered accor","a) Shift workers, will be rostered according to the operational requirements\nof the Company and shall enjoy two days’ rest per week.",{"bindId":129,"name":130,"text":131},"paidpaternityleave","ARTICLE 23: PATERNITY LEAVE A male emplo","ARTICLE 23: PATERNITY LEAVE\n\nA male employee will be entitled to five (5) working days as paternity leave\nwhen his registered spouse delivers or develops complications during her\nconfinement.\n\nWhat the law says:\n\nArticle 56 of the Employment Act provides for four working days for\npaternity leave.",{"bindId":133,"name":134,"text":135},"eqpay","d) To ensure the principle of equal work","d) To ensure the principle of equal work for equal pay irrespective of\none’s race, sex, creed and colour.",{"bindId":137,"name":138,"text":139},"PAIDLEAV_trigger","ARTICLE 18: ANNUAL LEAVE a)Every employe","ARTICLE 18: ANNUAL LEAVE\n\na)Every employee of the Company shall be entitled to a normal annual leave\nof 21 working days per year.\n\nb)No employee shall be allowed to accumulate leave beyond the year of\nentitlement, except where such accumulation is within the limits of the laws of\nthe country.\n\nWhat the law says:\n\nArticle 54 of the Employment Act provides for 21 working days of annual\nleave.",{"bindId":141,"name":142,"text":143},"nursingfacilities","a) The company shall provide nursing bre","a) The company shall provide nursing breaks and room for breast feeding\nmothers",{"bindId":145,"name":146,"text":147},"PAYSCALES_trigger","ARTICLE 16: RATES OF PAY\u002FSALARY SCALES E","ARTICLE 16: RATES OF PAY\u002FSALARY SCALES\n\nEach employee shall receive the rate of pay corresponding to the salary\nscale of his\u002Fher grade as designated by the Company and the salary scales shall\nbe amended from time to time. (See Appendix A)\n\nWhat the law says:\n\nArticle 40 of the Employment Act provides that it is the duty of the\nemployer to provide work. Article 41 of the same Act provides that employees\nare entitled to their wages once they have worked and various payment options\nare acceptable. Pay scales are not specified in the law.",{"bindId":149,"name":150,"text":151},"bankholidays1","ARTICLE 26: GAZETTED PUBLIC HOLIDAYS a)G","ARTICLE 26: GAZETTED PUBLIC HOLIDAYS\n\na)Gazetted Public Holidays shall be with full pay at the expense of the\nemployer.\n\nb)In the event of a permanent employee being required to work on a public\nholiday, the Company shall pay him\u002Fher a premium of 50% on top of the normal\nhourly rate for the time worked. At a convenient time the employee will also\ntake a day off in-lieu.\n\nc)The following public holidays, plus any other days as may from time to\ntime be declared as so by Government shall be observed by the Company:\n\n• The New Year’s day...................1st January\n\n•NRM Victory day ....................... 26th January\n\n•Women’s day................................8th March\n\n•Idd el Adhuha................................(As shall be gazetted)\n\n•Idd el Fitr.......................................(As shall be\ngazetted)\n\n•Labour day ....................................1st May\n\n•Uganda Martyrs’ day...........................3rd June\n\n•Heroes’ day......................................... 9th June\n\n•Good Friday.............................................. **\n\n• Easter Sunday................................................**\n\n•Easter Monday.............................................. **\n\n•Independence day .....................................9th October\n\n•Christmas day.............................................. 25th\nDecember\n\n•Boxing day ...................................................26th\nDecember\n\n**Dates change every year.\n\nWhat the law says:\n\nArticles 53 and 54 of the Employment Act entitle employees to be paid two\ntimes the normal rate in case they work on such public holidays.",{"bindId":153,"name":154,"text":155},"PAYSCALES_comments_txt","APPENDIX \"A\": …. Job Grades and salary s","APPENDIX \"A\": …. Job Grades and salary scales\n\nEffective ………………………………\n\n\n\n\n  \n    \n      Grade\n      \n      Category\n        \n      \n      Salary\n        Ranges\n      \n      Midpoint\n        % Progression\n      \n    \n    \n      \n      \n      Min\n      \n      Mid\n      \n      Max\n      \n      \n    \n    \n      1\n      \n      \n      \n      \n      \n      \n    \n    \n      2\n      \n      \n      \n      \n      \n      \n    \n    \n      3\n      \n      \n      \n      \n      \n      \n    \n    \n      4\n      \n      \n      \n      \n      \n      \n    \n    \n      5\n      \n      \n      \n      \n      \n      \n    \n    \n      6\n      \n      \n      \n      \n      \n      \n    \n    \n      7\n      \n      \n      \n      \n      \n      \n    \n    \n      8\n      \n      \n      \n      \n      \n      \n    \n    \n      9\n      \n      \n      \n      \n      \n      \n    \n  \n\n\n ",{"bindId":157,"name":158,"text":159},"trainingprogrammes","ARTICLE 8: TRAINING a)The Company shall ","ARTICLE 8: TRAINING\n\na)The Company shall draw up a Training and Development programme and Policy\nfor all employees.\n\nb)The training programme shall take into consideration the promotional\nrequirements and aspirations of employees.\n\nc) The company shall provide opportunities for apprenticeship\n\nWhat the law says:\n\nArticle 84 of the Employment Act provides that the continuity of employment\nof an employee shall not be affected by study or education leave.",{"bindId":161,"name":162,"text":163},"paidmaternityleave","ARTICLE 22: MATERNITY LEAVE a) Any femal","ARTICLE 22: MATERNITY LEAVE\n\na) Any female employee of the Company shall be entitled to ninety (90)\nworking days with full pay as maternity leave. The leave may be taken fifteen\n(15) days prior to the expected date of delivery or any such date as prescribed\nby the doctor.\n\nb) Should the employee require her due Annual leave after the expiry of\nmaternity leave, she shall be allowed to take it.\n\nc) Should the employee require additional leave after (a) and (b) above,\nManagement may consider and grant such leave as leave without pay.\n\nd) A female employee shall be guaranteed the right to return to the same or\nan equivalent position aid at the same or higher rate at the end of her\nmaternity leave.\n\ne) No employee either pregnant, on maternity leave or nursing shall be\nterminated except on grounds unrelated to the pregnancy or birth of the child\nor consequences of nursing. The burden of proof that such termination is not\nrelated to pregnancy) child birth or nursing’ consequences shall rest with\nthe company.\n\nWhat the law says:\n\nArticle 56 of the Employment Act provides for 60 working days for maternity\nleave.",{"bindId":165,"name":166,"text":167},"contractseverancepay","ARTICLE 36: REDUNDANCY a) For the purpos","ARTICLE 36: REDUNDANCY\n\na) For the purpose of this article “Redundancy” shall mean termination\nof employment of an employee or a group of employees by the Company due to\noperational or financial problems beyond the Company’s control, but including\nrestructuring and re-organisation. Such a step shall normally come as a last\nresort to be taken by the Company only after having failed to avert such\nproblems and after consultation with the Union.\n\nb) Selection for redundancy will in the main be determined by seniority, but\nwill include an assessment of the relative skills, merit and ability of\nemployees.\n\nc) Should it become necessary for the Company to select employees for\nredundancy, no employee shall be at a disadvantage because of his\u002Fher\nmembership to the Union.\n\nd) Should there be need to fill any vacancy after redundancy, priority in\nrecruitment shall be given to employees who were affected by the redundancy.\n\ne) Any employee being declared redundant shall be paid as follows:\n\ni) Three months written advance notice or salary and allowances in-lieu of\nnotice of redundancy.\n\nii) Annual leave prorated up to the date of redundancy.\n\niii) Salary and allowances due up to the date of redundancy.\n\nvi.) Terminal Benefits at a rate of a half month salary per each completed\nyear of service.\n\ni) Any outstanding long service awards in accordance with Article 33.\n\nWhat the law says:\n\nArticle 81 of the Employment Act provides that an employer intending to\nterminate not less than 10 employees within a period of three months should\nnotify the labour officer stating the reasons for the termination.",{"bindId":169,"name":170,"text":171},"jobsecuritymothers","e) No employee either pregnant, on mater","e) No employee either pregnant, on maternity leave or nursing shall be\nterminated except on grounds unrelated to the pregnancy or birth of the child\nor consequences of nursing. The burden of proof that such termination is not\nrelated to pregnancy) child birth or nursing’ consequences shall rest with\nthe company.",{"bindId":173,"name":174,"text":175},"deathrelatives","ARTICLE 24: LEAVE FOR SPECIAL REASONS Le","ARTICLE 24: LEAVE FOR SPECIAL REASONS\n\nLeave with full pay shall be granted under special circumstances as\nfollows:\n\na) Death of a member of immediate family (spouse or child) – five (5)\nworking days.\n\nb) Death of close relative (father, mother, sister, brother,\nfather\u002Fmother-in-law) – three (3) working days\n\nc) Marriage – five (5) working days\n\nd) Other reasons – the authorised days to be offset from annual leave\n\ne) In exceptional prevailing circumstances and upon application in writing,\nan employee will be granted paid compassionate leave for a period agreed upon\nbetween the employee and the Human Resource Manager or any other responsible\nmanager.\n\nWhat the law says:\n\nArticle 84 of the Employment Act mentions study or education leave although\nthe period is not specified.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Sample Collective Bargaining Agreement for Uganda created by WageIndicator Foundation - 2016 -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Start date: → Not specified\u003C\u002Fdiv>\n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → \n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Not specified\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → Not specified 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → UGX \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: → 13 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: → No\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 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: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → 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: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Yes\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: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \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: → \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fixed days for paid annual leave: →  days\n            \u003C\u002Fdiv>\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            \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: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\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",[181],{"title":37,"slug":33},[183],{"type":184,"data":185},"call_to_action_body_block",{"title":186,"description":187,"variant":188,"link":189},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Uganda across sectors, topics and countries","dark",{"title":186,"url":190,"description":186,"rel":191,"type":192},"\u002Fen-ug\u002Fwork-in-uganda\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[194],{"type":184,"data":195},{"title":186,"description":187,"variant":188,"link":196},{"title":186,"url":190,"description":186,"rel":191,"type":192},[]]