New1

MEMORANDUM OF AGREEMENT BETWEEN PZ CUSSONS EAST AFRICA LIMITED (HEREINAFTER CALLED THE "COMPANY") OF THE FIRST PART AND KENYA CHEMICAL AND ALLIED WORKERS' UNION (HEREINAFTER CALLED THE "UNION") OF THE SECOND PART

.........................................................

1. PREAMBLE

The terms and conditions of employment set out in this Agreement will be observed by the parties to it and will cover all those employees whose job titles are designated in Clause 1(a) of this Agreement and all employees covered by the Recognition Agreement signed between the parties.

1(a) MONTHLY MINIMUM WAGES DURING THE PERIOD OF THIS AGREEMENT.

The minimum monthly wages / rate of pay for each grade shall be as indicated below:-

JOB TITLES 1.6.2013 to 31.05.2014 1.6.2014 to 31.05.2015 1.6.2015 to 31.5.2016
(Shs.)

1st Year

(Shs.)

2nd Year

(Shs.)

3rd Year

Grade 6

Store worker

Yard Attendant

General Cleaner

Canteen Attendant

Fat Melter

Effluent Attendant

Helper - Engineering

Office Messenger

Laboratory Attendant

33,612

36,973

40,670

Grade 5

Assistant Debtor Control Clerk

Typist

Labelling Machine Operator

Merchandisers

Promoters

Store Delivery Personnel

Caustic Dissolvers

Receptionist

Abstract Clerk

Despatch Clerk

Local Purchasing Clerk

Import Purchasing Clerk

Sales Day Book Clerk

General Duties Clerk

35,028

38,531

42,384

Grade 4

Additive Weighing Operator

Storekeeper - Engineering Store

Machine Operator - TMH

Senior Merchandiser

Van Salesman

Driver

Electrician 111 (GTT 111)

Mechanic 111 (GTT 111)

Fitter 111 (GTT 111)

Services Equipment Operator

Carpenter

Lye Treater

Stamping Machine Operator

Wrapping Machine Operator

Assistant Soap Boiler

Assistant Bleaching Operator

Assistant Drier Operator

Assistant Evaporator Operator

Wages Clerk

Receipt Cash Book Clerk

Sales Clerk

Production Control Clerk

Fork Lift Driver

Assistant Batch Operator

Painter

Purchasing Liaison Clerk

Marketing Clerk

46,709

51,380

56,518

Grade 3

Secretary

Sales Representative

Soap Boiler

Resident Hairdresser

Clerk Engineering

Computer Operator

Mixing/Roll Mill/Plodder Operator

Bleaching Operator

Evaporator Operator

Drier Operator

Batch Processor - TMH

Cashier - Mombasa Depot

Cashier - Nakuru Depot

Assistant Costing Clerk

Senior Driver

Electrician 11 (GTT 11)

Fitter 11 (GTT 11)

Mechanic 11 (GTT 11)

Storekeeper - Kisumu Depot

Storekeeper - Mombasa Depot

Storekeeper - Nakuru

Administration Clerk

Clerk - Export Sales

Assistant Laboratory Technician

Technical Machine Operator

I.T. Support Technician

Depot Liaison Clerk

Sales Co-ordinator

WCM Facilitator

Clerk – Treasury Services

62,267

68,494

75,343

Grade 2

Senior Sales Representative

Debtor Control Clerk

Purchase Ledger Clerk

Costing Clerk

Cash Book Payments Clerk

Cashier - Kisumu Depot

Cashier - Nairobi

Laboratory Technician

Senior Computer Operator

Electrician 1 (GTT 1)

Mechanic 1 (GTT 1)

Fitter 1 (GTT 1)

Storekeeper - Raw Materials

Storekeeper - Finished Goods - TMH)

Storekeeper - Soap Packaging Store

Storekeeper - Finished Goods – Soap

Storekeeper - Tank Farm

Section Head - Soap Processing

Section Head - Soap Finishing

Section Head - TMH Processing

Section Head - TMH Finishing

Brands Co-ordinator

Materials Co-ordinator

Demand Co-ordinator

Health & Safety Co-ordinator

73,933

81,326

89,459

Grade 1

Depot Supervisor - Kisumu

Depot Supervisor - Mombasa

Depot Supervisor – Nakuru

Field Sales Supervisor

Sales Office Supervisor

Stores Supervisor

Soap Processing Supervisor

Soap Finishing Supervisor

Import Purchases Supervisor

Local Purchases Supervisor

Chief Cashier

Financial Accounts Supervisor

Costing Accounts Supervisor

TMH Processing Supervisor

TMH Finishing Supervisor

Production Control Supervisor

Mechanical Engineering Supervisor

Electrical Engineering Supervisor

Administration Supervisor

Personnel Supervisor

Senior Laboratory Technician

I.T. Support Assistant

Logistics Supervisor

105,049

115,554

127,109

(b) WAGES

The wages indicated against the grades in clause 1(a) above are based on the following:-

...............................................................................................................Grades 1 to 6

1st year with effect from 1st June, 2013 to 31st May, 2014....................10%

2nd year with effect from 1st June, 2014 to 31st May, 2015...................10%

3rd year with effect from 1st June, 2015 to 31st May, 2016....................10%

2. HOUSING ALLOWANCE

Housing Allowance will be 15% of an individual employee's basic rate of pay.

3. SHIFT DIFFERENTIAL

In addition to basic wages / salaries, employees working a 24 hour or less shift cycle as a team will be paid a shift differential of 15% of their basic wages / salaries per month to compensate them for the inconvenience involved in performing shift roster work. This shift differential will not be included in the basic wage and accordingly will not be taken into account when calculating Provident Fund Contributions and overtime pay.

As it is intended to compensate the individual for the inconvenience involved in shift roster work, the shift differential will not be paid when the employee is absent from work through being sick, on leave, or for any other reason for a particular day on which shift work was not actually performed, unless the change to his work has been occasioned by Management, in which case the shift differential will be paid for the whole of that week in which the employee has worked at least one shift. In order to ensure continuity of operation, all shift employees shall remain on duty until relieved by the succeeding shift or until permitted to leave by the Manager or Supervisor in charge.

It was agreed that from 1st June 2007, the Shift Differential will be based on the C.B.A. basic wage for the job grade under which each employee’s position is classified.

4. ACTING ALLOWANCE

An employee who is temporarily appointed or promoted to any acting capacity for a minimum of 5 consecutive working days shall receive such rate of pay, where such acting capacity carries a higher rate of pay than the job in which he/she is normally employed and shall revert to his/her former rate of pay immediately on reverting to his/her former job. Such acting appointment shall be communicated to the employee in writing, and where an employee is acting on a vacant position he/she will be confirmed on successful completion of three months.

5. WORKING HOURS

An employee shall normally be required to work, whether on shift or otherwise, a total of 42½ hours per week spread over 5 days and exclusive of meals break hours, provided that an employee who is required to work in excess of such hours shall be paid for such excess hours at the rate provided for under the overtime clause of this Agreement.

6. OVERTIME RATES

Overtime rates shall be as follows:-

(a) For hours worked on week-days in excess of hours set out in Clause 5

-time and a half

(b) For hours worked on Saturdays in excess of hours set out in Clause 5

- time and a half

(c) For hours worked on Sundays and Gazetted Public Holidays - Double time

(d) All overtime rates will be based on basic wages excluding housing allowance.

It was agreed that from 1st June 2007, the Overtime rates will be based on the C.B.A. basic wage for the job grade under which each employee’s position is classified.

When calculating overtime, the following formula shall apply:

42.5 (working hours per week) x 52 weeks divided by 12 months = 184.17 hours per month

7. (GAZETTED) PUBLIC HOLIDAYS

An employee shall normally be granted leave with full pay on Gazetted Public Holidays, provided that an employee who is required to work on such holidays will be paid double as provided by Clause 6 above.

8. ANNUAL LEAVE

For every 12 months continuous service an employee will be entitled to annual leave as follows:-

Employees with up to 5 years service-..........................................24 working days

Employees with 6 to 14 years service-..........................................28 working days

Employees with 15 years service and over -................................30 working days

Annual leave will be taken at the convenience of the company and will not be accumulated. In the event of Sundays and Public Holidays falling within the leave period, such days will be added to leave entitlement.

9.COMPASSIONATE LEAVE

(a) An employee who wishes to take leave on compassionate grounds will, by prior arrangements with the company, be granted such leave up to his earned entitlement under Clause 8 of this Agreement and the leave taken will be subsequently set off against his annual leave.

(b) An employee may, in addition to the leave provided for in Paragraph (a) of this Clause, be granted five days compassionate leave without pay in any one year.

10.SICK LEAVE

An employee who is unable to carry out his duties by reasons of sickness or injury falling outside the provisions of the Workmen's Compensation Act will be entitled in any period of twelve months to full pay for the first 60 days absence from work, and half pay for the next 60 days subject to production of a medical certificate testifying to the need for such absence. Sick leave with full pay may be extended beyond the period stipulated above at the discretion of the company.

11. INJURY BY ACCIDENT

In the case of accident covered by the Workmen's Compensation Act, full pay will be given to the employee and where the act requires the payment of half-pay during a period of certified temporary disability, an employee will be paid full wages by the Company.

12. (A) LOCAL SAFARI ALLOWANCE

An employee who is absent from his normal place of work on company's business shall be granted a Safari Allowance to cover the lodgings and meals expenses which are incurred.

An employee may claim upto the maximum amount specified below subject to production of receipts supporting the expenditure.

W.e.f 1.6.2013 W.e.f 1.6.2014 W.e.f. 1.6.2015
Breakfast 380 400 420
Lunch 550 580 610
Supper 640 670 700
Accommodation 2000 2050 2100
3570 3700 3830

(B) SAFARI ALLOWANCE OUTSIDE KENYA

If an employee travels outside Kenya on company business, the company will meet the meals and accommodation expenses applicable to the specific country.

13.CERTIFICATE OF SERVICE

1. Every employee will be given a certificate of service by his employer upon the termination of his employment unless such employment has continued for a period of less than four consecutive weeks, and every such certificate will contain:-

a) the name of the employer and his postal address;

b) the name of the employee;

c) the date when employment commenced;

d) the nature and usual place of employment

e) the date when employment ceased; and

f) such other particulars as may be prescribed.

2. Subject to subsection (1) of this section no employer is bound to give to any employee any testimonial, reference or certificate relating to the character or performance of an employee.

3. Any employer who willfully or by neglect fails to give an employee a certificate of service in accordance with subsection (1) of this section, or who in a certificate of service includes a statement which he knows to be false shall be guilty of an offence.

14. TERMINATION OF EMPLOYMENT

Except where an employee is summarily dismissed for gross misconduct or other lawful cause as prescribed in the Employment Act, and provided the probationary period has been completed either party will be required to give one month's notice of termination of service or pay in lieu thereof. Provided that where an employee has served the company for a period of between 5 and 10 years such notice shall be of two months, while those with over 10 years service will have three months' notice or pay in lieu.

15. WARNING SYSTEM

An employee who is guilty of an offence other than gross misconduct or other lawful cause of dismissal may be given a written warning which will be entered on the employee's employment record card and shall remain valid for a period of twelve months from the date of issue. If, within the twelve months period the employee commits a similar or any other offence which does not warrant dismissal, he will be further warned in writing to be entered on his employment record card, and the two warnings shall remain valid for a period of twelve months from the date of the second warning. If within this twelve months period the employee commits a further offence which does not warrant dismissal, he will be issued with a final letter of warning which will remain valid for a period of one year from the date of issue. A copy of the final warning shall be sent to the General Secretary of the Union.

An employee subject to disciplinary action will have the right to appeal against the warning within 7 consecutive days from the date of issue of the letter.

16. DISCIPLINARY PROCESS

Prior to taking any disciplinary action, the following process will be complied with:-

- The Line Manager will report the misconduct issue in writing to the Human Resource & Administration Manager.

-Within a maximum of five working days the Human Resource & Administration Manager will write a query memo to the employee concerned to show cause why appropriate action should not be taken against them for the misconduct.

- The concerned employee will be expected to respond to the query memo within a maximum period of five working days.

- The Management Team handling the issue will review the response and prepare a report on the facts, findings and recommended action with a period of fifteen working days unless it is a criminal offence.

- The Shop stewards will be informed of the case and the findings and a discussion will be held with them so as to give their views. This will be done within a maximum period of five days following the report on findings and recommended action.

- A meeting will be held with the affected person who will be accompanied by the Shop stewards where the facts of the case will be discussed. In case any new views/facts are presented/revealed during this meeting the same will be taken into consideration before a final recommendation on action to be taken is made.

-After the above meeting a final recommendation on action to be taken will be forwarded to Management for review and approval.

- The approved action will be communicated to the affected employee verbally and also in writing in the presence of the Shop stewards.

17. GRIEVANCE PROCEDURE

An employee wishing to raise any issue in which he/she is directly concerned shall first raise the matter with his immediate supervisor. If the issue is not satisfactorily resolved at this stage, he/she will request for an audience with his/her Manager. Such a request will be made within 48 hours from the time the matter was first raised.

At the request of either party there may also be present the supervisor concerned and if the employee involved so desires he/she may have a co-employee or a Union representative as a witness.

Should the matter still be unresolved, the employee will raise the matter with his Manager in the presence of the Head Of Department, Human Resources Manager and Union Representatives.

If the issue is still unresolved, it will be referred to the Managing Director.

18. PROBATION

All employees will be considered to be on probation for a period not exceeding three months from the date of engagement and during this time services can be terminated by either party by giving 7 days notice or pay in lieu thereof. If performance during Probation is unsatisfactory, the Probation period may be extended for a maximum period of three months.

19. MATERNITY LEAVE

A female employee will be entitled to Three months maternity leave with full pay and will not forfeit her annual leave. In cases where the employee falls sick after the three months period, such sickness will be treated as provided in the sick leave Clause subject to production of a medical certificate.

An employee proceeding on maternity leave will be entitled to leave travelling allowance; provided that such allowance has not been paid within the previous 12 months.

20. PATERNITY LEAVE

A male employee will be entitled to two weeks paternity leave with full pay.

21. DEFINITION OF EMPLOYEE

It is understood and agreed that the word "Employee" in this Agreement shall cover all employees regardless of sex unless specifically stated otherwise.

22. RETIREMENT

(a) Retirement age

(i) An employee will be retired by the company on attainment of the retirement age of fifty five (55) years.

(ii) On attainment of between 50-54 years of age an employee may request the Company in writing for early retirement. Once the request is received, the Company reserves the right in it’s discretion to accept or reject such request for early retirement.

(iii) An employee may be retired by the company on medical grounds prior to attaining the retirement age of 55 years if declared medically unfit to perform his/her duties by an approved medical authority.

(iv) The company runs a contributory provident fund scheme and it is a condition of employment to join this scheme. On retirement, an employee shall be paid the company’s contribution plus interest, in addition to his/her own contribution in accordance with the rules of the scheme.

(b) Baggage allowance

An employee of the Company shall be entitled to be paid a baggage allowance of Ksh. 50,000/=, or be provided with transport to carry household items up to seven and a half (7½) tonnes, when proceeding on normal retirement, retirement on medical grounds, upon death, when proceeding early retirement or when declared redundant.

The final decision on whether to pay the baggage allowance or provide transport will be at the discretion of the Company, after having discussed the matter with the affected employee.

23. LEAVE TRAVELLING ALLOWANCE

An employee proceeding on authorized annual leave will be paid Leave Travel Allowance as follows:-

First year of Agreement-............................(Ksh. 11,000) Kshs. Eleven Thousand.

Second year of Agreement-........................(Ksh. 12,000) Kshs. Twelve Thousand

Third Year of Agreement-............................(Ksh. 13,000)Kshs. Thirteen Thousand.

Leave Travelling Allowance will be paid when an employee is proceeding on annual leave of at least two weeks.

24. UNIFORMS, OVERALLS AND PROTECTIVE CLOTHING

An employee who is required to wear uniforms or overalls by nature of his work or in accordance with the provisions of the Factories Act shall be issued with two pairs of uniforms free of charge by the Company. Such uniforms or overalls will be replaced with new pairs every year. The company will be responsible for laundering such uniforms and overalls. A risk assessment procedure will be used to determine employees to be issued with the various categories of protective clothing and appliances.

All uniforms, overalls and protective clothing will remain the property of the company and where issued it will be compulsory for the employee to wear it.

25. MEDICAL ATTENTION

The company undertakes to pay the cost of such ( medical treatment and medical expenses in accordance with vhe provisions prescribed by the Laws of Kenya relative to Employment of Persons Medicah Treatment Rules. The payment of medical expenses will be made for all employees of the company, provided that such illnesses are those covered by the Act. A list of illnesses which are not covered are listed in Appendix A of this Agreement.

Treatment in Government or other medical institutions will be on the recommendation of the company appointed doctors.

26. REDUNDANCY

(a) "Redundancy" means the loss of employment, occupation, job or career by involuntary means through no fault of an employee involving termination of employment at the initiative of the employer where the services of an employee are superfluous, and the practices commonly known as abolition of office, job or occupation and loss of employment due to the Kenyanization of a business; but it does not include any such loss of employment by a domestic servant.

(b) Alternative Employment

In an effort to avoid redundancy, the company will endeavor to arrange suitable alternative employment within the company. This employment may not be of the same grade. If the alternative employment is not acceptable to the employee concerned he will be classified as redundant and, therefore, eligible for the entitlements outlined in Clause (f).

(c) Consultation

In the event of redundancy, the company undertakes to hold prior discussions with the Union concerning the reasons for and the extent of redundancy.

(d) Selection of Redundant Employees

In deciding which employees are to be declared redundant the company will assess the relative merits, ability and reliability of the affected employees, but when these factors are equal the discharge will be on the basis of seniority. Membership or non-membership of the Union will not be a factor.

(e) Re-engagement

Redundant employees will be given prior consideration for re-engagement by the company should a vacancy arise according to their qualifications.

(f) Entitlements of Redundant Employees

In the event of an employee being declared redundant he will be entitled to:-

(i) the normal notice or pay in lieu of notice as defined in the Agreement;

(ii) payment of wages, overtime and any other remuneration which may be due to him calculated up to the date on which he ceases work;

(iii) pro-rata leave and leave allowance entitlement in accordance with the Agreement.

(iv) severance pay at the rate of twenty days' pay for each completed year of service for employees with less than 5 years service ; twenty five days pay for each completed year of service for employees with 5 to 10 years of service and thirty five days' pay for each completed year of service for employees with over 10 years of service with the company.

Provided that Provident Fund and other retirement benefits are in no way affected by these arrangements.

27. NIGHT TRANSPORT

Employees who leave duty after 7 p.m. will be provided with transport from the factory to the nearest area to their residential estate within the city.

28. INTER-STATION TRANSFER

When an employee is given permanent transfer from one station to another, he will be provided with transport to the new station for himself, his wife and up to four children, plus his personal effects. The company will also pay such an employee a disturbance allowance of Shs 22,000/ in the first year of the Agreement, Shs 23,000/ in the second year of the Agreement and Shs. 24,000/ for the third year.

In addition costs up to the maximum of the safari allowance will be reimbursed subject to receipts for up to a maximum of 30 days.

29. DEATH OF AN EMPLOYEE IN SERVICE

The company acknowledges the hardship caused to the next of kin in the case of such an event and pledges to examine every such case with a view to giving reasonable assistance. As the circumstances of individual cases may vary widely, such assistance is to be entirely at the discretion of the company. The company will pay a minimum of Ksh 55,000/ towards the death of an employee.

In addition, the company will provide similar assistance to cater for funeral expenses to any employee who loses his/her spouse. The company will only recognize the name of the spouse appearing on the employees’ Personal Data Form and on the National Hospital Insurance Fund Card.

In the event of the next of kin expressing dissatisfaction with the above assistance, the company agrees to meet with the next of kin with a view to reaching an amicable settlement using its discretion. The next of kin will be free to consult and seek assistance from the Union Representative in the factory, who may even accompany him/her to meet the management.

30. EFFECTIVE DATE AND DURATION

This Agreement will be effective from 1st June, 2013 and will remain in force for a period of 36 months from that date, and thereafter until it is amended by mutual agreement between the company and the Union, provided that the party desiring to amend the Agreement will be required to give three (3) month's notice of its intention and shall set out in detail the amendments or alterations which such party desires.

SIGNED :For and on behalf of the Company

.............................................

DIMITRIS KOSTIANIS

MANAGING DIRECTOR

..................................................

RACHEL MATENDECHERE

HEAD OF HUMAN RESOURCES

Signed : For and on behalf of the Union

..............................................

W.D. OGUTU, O.G.W.

NATIONAL GENERAL SECRETARY

Witnessed by:

...............................................

HEZRON OPIYO

DEPUTY NATIONAL GENERAL SECRETARY

……………………………….

JACOB ODUNDO

BRANCH SECRETARY RUARAKA

.........................................

SAMUEL ODIYO

SHOPSTEWARD

...................................................

CHRIS ORWA

SHOPSTEWARD

..............................................

WYCLIFF ODUOR

SHOPSTEWARD

In the presence of :

..............................................

L.W. KARIUKI

PRINCIPAL EXECUTIVE OFFICER – F.K.E.

Signed at Nairobi this ............................. Day of ......................... 2013

APPENDIX 1: MEDICAL SCHEME EXCLUSIONS

1. General health check-ups

2. Injuries from war and kindred risks

3. Conditions of chronic nature, insanity or congenital defects.

4. Pregnancy and maternity

5. Treatment of sexually transmitted disease.

6. Dental Treatment

7. Optical Treatment

8. Intentional self-injury, drunkenness, dissipation, psychoneurosis

9. Cosmetic surgery, orthodontic work, denture repairs or replacement

10. Treatment of injuries arising from any kind of sports

11. Hearing aids, eye glasses, eye testing

APPENDIX 2: SEXUAL HARASSMENT POLICY

PZ Cussons will not, under any circumstances, condone or tolerate conduct which may constitute sexual harassment on the part of its management, supervisors or non-management personnel. It is our policy that all employees have the right to work in an environment which is conducive and free of any harassment or intimidation.

Any employee found to have engaged in such conduct will be subject to immediate discipline up to and including discharge.

Sexual harassment is defined as:

- Making submission to unwelcome sexual advances or requests for sexual favors a term or condition of employment.

- Basing an employment decision on submission or rejection by an employee of unwelcome sexual advances, requests for sexual favors or verbal or physical contact of a sexual nature:

- Creating an intimidating, hostile or offensive working environment or atmosphere either by;

Verbal actions, including calling employees by terms of endearment; using vulgar, kidding or demeaning language;

Physical conduct which interferes with an employee’s work performance;

Use of or display of sexually offensive websites or graphics

NB: This is not an exhaustive list but examples.

At PZ Cussons, we do encourage healthy fraternization among its employees; however, employees, especially management and supervisory employees, must be sensitive to acts of conduct which may be considered offensive by fellow employees and must refrain from engaging in such conduct.

It is, also expressly prohibited for an employee to retaliate against employees who bring sexual harassment charges or assist in investigating charges. Retaliation is a violation of this policy and may result in discipline, up to and including termination.

No employee will be discriminated against, or discharged, because of bringing or assisting in the investigation of a complaint of sexual harassment.

Pz Cussons East Africa Limited - 2013

Start date: → 2013-06-01
End date: → 2016-05-31
Name industry: → Manufacturing
Public/private sector: → In the private sector
Concluded by:
Name company: → Pz Cussons East Africa Limited
Names trade unions: → Kenya Chemical and Allied Workers Union

SICKNESS AND DISABILITY

Maximum for sickness pay (for 6 months): → 50 %
Maximum days for paid sickness leave: → 120 days
Provisions regarding return to work after long-term illness, e.g. cancer treatment: → 
Paid menstruation leave: → No
Pay in case of disability due to work accident: → Yes

WORK AND FAMILY ARRANGEMENTS

Maternity paid leave: → 13 weeks
Maternity paid leave restricted to 100 % of basic wage
Job security after maternity leave: → Yes
Prohibition of discrimination related to maternity: → No
Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → 
Workplace risk assessment on the safety and health of pregnant or nursing women: → 
Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → 
Time off for prenatal medical examinations: → 
Prohibition of screening for pregnancy before regularising non-standard workers: → 
Prohibition of screening for pregnancy before promotion: → 
Facilities for nursing mothers: → No
Employer-provided childcare facilities: → No
Employer-subsidized childcare facilities: → No
Monetary tuition/subsidy for children's education: → No
Paid leave per year in case of caring for relatives: → 5 days
Paternity paid leave: → 14 days

EMPLOYMENT CONTRACTS

Trial period duration: → 180 days
Part-time workers excluded from any provision: → 
Provisions about temporary workers: → 
Apprentices excluded from any provision: → 
Minijobs/student jobs excluded from any provision: → 

WORKING HOURS, SCHEDULES AND HOLIDAYS

Working hours per day: → 8.5
Working hours per week: → 42.5
Working days per week: → 5.0
Paid annual leave: → 24.0 days
Paid annual leave: → 4.0 weeks
Paid bank holidays: → Christmas Day (25th December), Easter Monday, Army Day / Feast of the Sacred Heart/ St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), 404001
Rest period of at least one day per week agreed: → Yes
Provisions on flexible work arrangements: → 

WAGES

Wages determined by means of pay scales: → No
Wages specified according to skill level: → 0
Wages specified according to job title: → 1
Provision that minimum wages set by the government have to be respected: → 
Adjustment for rising costs of living: → 0

Wage increase

Wage increase: → 10.0 %
Wage increase starts: → 2013-06

Extra payment for annual leave

Extra payment for annual leave: → KES 11000.0

Premium for overtime work

Premium for overtime work: → 150 % of basic wage

Premium for Sunday work

Premium for Sunday work: → 200 %

Meal vouchers

Meal allowances provided: → No
Free legal assistance: → 
Loading...