______________________________
IN THE MATTER OF WAGES AND OTHER TERMS AND CONDITIONS OF SERVICE
PREAMBLE:
The terms and conditions of employment set out in this Agreement shall be observed by both parties and shall apply to all unionisable employees covered by the Recognition Agreement between the parties.
No employee already in the service of any Club shall receive terms and conditions of service subsequent to the signing of this Agreement less favourable than the terms and conditions of his/her service at that date.
NOTE:
1. (a) This Agreement has been reached taking the current individual basic minimum wages contained in each group as basic minimum salary/wages for newly employed employees.
(b) Notwithstanding wages laid down in this Agreement, the Group will abide by any general order in a case where it may be necessary to adjust wages accordingly whenever it comes into effect.
2. BASIC MONTHLY MINIMUM WAGES:
(a) The basic monthly minimum wages for employees shall be those laid down in this Agreement, with a mid-monthly advance not exceeding half of the employee's salary/wages and shall be paid to any employee who wishes.
(b) Any employee who uses motorized grass cutting equipment (grader, push spiking machine, heavy and medium rollers and manual /push lawn mowers) will in addition to his basic wages be granted an allowance of Kshs.700.00 per month.
3. GENERAL INCREMENT
2015
An employee, who was in the service of the employer on 31st December, 2014 will receive a wage increase of 9% with effect from 1st January, 2015.
2016
An employee, who will be in the service of the employer on 31st December, 2015 will receive a further wage increase of 9% with effect from 1st January, 2016. The above increment will be on top of individual's current salary applicable at that time.
4. EMPLOYER MAY PAY HIGHER WAGES:
Wage rates shall be as negotiated and agreed upon between the Union and the Employers. However, the employer shall be at liberty to pay higher rates(s) to any individual employee(s) at his absolute discretion.
PART II - OTHER TERMS AND CONDITIONS OF SERVICE:
1. HOURS OF WORK:
The normal working week shall consist of 50 hours for indoor staff and 46 hours for the outdoor staff spread over 6 days of the week.
2. OVERTIME:
Overtime shall be payable for hours worked in excess of the normal hourly rate.
(a) For hours worked on normal working days at double the normal hourly rate or time off on another working day.
(b) For hours worked on normal rest days and Gazetted Public Holidays at twice the normal hourly rate or time off on another working day.
(c) For the purpose of calculating payment of overtime the normal hourly rate shall be taken as one hundred and ninety nine (1/199) of an employee's monthly basic wage (outdoor staff).
(d) For the purpose of calculating payment of overtime for the indoor staff the normal hourly rate shall be taken as (1/217th) of an employee's monthly basic wage (indoor staff).
3. ANNUAL LEAVE:
After completion of each period of 12 months' consecutive service with the employer, an employee shall be entitled to annual leave covering a period of 28 working days with full pay.
4. LEAVE TRAVELLING ALLOWANCE:
(a) When proceeding on annual leave, an employee shall be entitled to Kshs. 3,950/= leave travelling allowance.
(b) Where annual leave is accumulated, leave travelling allowance shall be accumulated as well.
5. COMPASSIONATE LEAVE:
An employee desirous of taking leave on compassionate grounds shall be granted five (5) days with full pay in any one year. (For purposes of compassionate leave, it will refer to father, mother, spouse and own children).
6. HOUSE ALLOWANCE
Every employee who is not provided with free housing accommodation by his employer shall be entitled, in addition to the basic monthly wage to a housing allowance as follows:-
| 1/1/2015 | 1/1/2016 | ||
| a | Nairobi, Mombasa and
Kisumu Citie |
Shs6,300/= | Shs6,600/= |
| b | Municipalities of: Nakuru, Eldoret, Kitale, Kakamega, Embu, Meru, Thika, Nyeri, Kericho, Kisii, Nanyuki, Nyahururu, Machakos, Malindi and Town Council of Naivasha, Muranga, Kiambu, Limuru, Mamburui andShs. |
||
| c | Other areas | Shs.4,550/= | 4,850/= |
| d | In cases where two employees share one room for accommodation, a house allowance equal to half of the monthly house allowance shall be given/paid to each employee every month. | ||
7. SICK LEAVE
After the probationary period, employees shall be entitled to sick leave with pay in any period of 12 months consecutive service according to length of service as follows:-
(a) An employee with 5 years' service or less:-
(i) The first 30 days with full pay and
(ii) Thereafter the next 30 days with half pay
(iii) Thereafter the next 15 days without pay.
(b) An employee with over 5 - 10 years' service:-
(i) The first 40 days with full pay, and
(ii) The next 30 days with half pay
(iii) Thereafter the next 30 days without pay.
(c) An employee with over 10 or more years' service:-
(i) The first 60 days with full pay and
(ii) The next 60 days with half pay.
(iii) The next 30 days without pay.
(d) Thereafter, the employer may retire an employee on medical grounds on recommendation by a qualified medical practitioner.
(e) An employee shall not be entitled to the payment (referred to in paragraphs (a), (b) and (c) of this clause unless he produced to the employer a certificate of incapacity covering the period of sick leave claimed, signed by a duly qualified medical practitioner or a person acting on such practitioner's behalf in charge of a dispensary of Medical Aid Centre.
(f) An employee shall not be eligible to sick leave under this clause in respect of any incapacity due to gross negligence on his part.
8. MATERNITY LEAVE:
(a) Female employees shall be entitled to three months maternity leave with full pay and shall not forfeit her annual leave for that year, but shall be paid her leave travelling allowance.
(b) Child-birth in respect of female employees shall not be deemed to be sickness as provided for under clause 7 of Part II of this Agreement and the employer shall not be required to meet medical costs incurred thereon.
(c) A female employee who takes maternity leave shall not incur any loss of privilege during such period.
(d) Where a replacement is engaged for the purpose of replacing a female employee who has gone on maternity leave, such engagement shall be of a temporary nature only and the service of the replacement will be terminated automatically on the return of the full-time employee.
(e) A male employee shall be entitled to two weeks paternity leave with full pay.
9. MEDICAL TREATMENT:
(a) Employees covered by this Agreement shall be provided with medical treatment in the manner prescribed by the Employment Act (Medical Treatment) Rules (1977) as may be amended from time to time.
(b) In case of emergency, an employee may attend and receive treatment at a public hospital/dispensary approved by the employer and shall meet all expenses incurred.
10. UNIFORMS:
All permanent staff will be provided with uniforms subject to the following conditions:-
(a) Such uniforms shall remain the property of the employer and may only be worn by the employee when on duty.
(b) Uniforms for indoor staff will be laundered by the employer.
(c) An issue of soap of not less than one bar per month will be provided to outdoor staff who will be responsible for the cleanliness of their own uniforms.
(d) All staff will have two uniforms to allow for a change during laundering.
(e) Uniforms to be replaced as necessary but in any event not less than two pairs each year. Where the employer fails to provide uniforms and an employee uses his personal clothes while on duty, the employee will be entitled to cash compensation in lieu of uniforms.
(f) Gum-boots will be provided to all outdoor staff.
(g) Shirts and ties will be provided where necessary and in accordance with the type of uniform issued.
(h) Shoes will be provided to indoor staff. The type of shoes to be provided will be discussed between the Management and works Committee.
(i) Shoes that become unserviceable will be replaced when necessary and in any event will be provided every year.
(ii) Notwithstanding anything above no employee shall be provided with less than what was the practice before this Agreement.
11. CASUAL EMPLOYMENT
The employer shall employ workers on casual basis for a period not exceeding one continuous month. The mode of payment shall either be daily, weekly or fortnightly or as agreed by the parties concerned.
12. ACTING APPOINTMENT
Where an employee is to work in full acting capacity for a period of not less than fifteen (15) days in an occupation or grade for which the basic minimum wage is higher than the basic wage he normally earns he shall be paid acting allowance which shall not be less than the difference between such higher basic minimum wage and his normal basic wage. The acting appointment will be confirmed in writing.
13. GAZETTED PUBLIC HOLIDAYS:
(a) Employees will be granted leave with full pay on all gazetted Public Holidays, provided that they do not absent themselves from work without permission on the preceding day and subject to their reporting to duty on the day following the gazetted public holiday.
(b) Where an employee is required to work on Public Holiday, he will be compensated with one day in lieu of his public day or be paid at twice his basic hourly rate.
14. WEEKLY REST DAYS:
An employee shall be entitled to one rest day in every period of seven days.
Provided that:-
(a) An employer and an employee may, by mutual consent, agree to the deferment of the employee's rest days in alternate weeks; up to a maximum of 14 days may be accumulated under this agreement.
(b) The days accumulated in accordance with paragraph (a) will be taken at one time as leave with full pay, in addition to annual leave provided for in clause 3 of part II of this Agreement.
(c) Where an employee's rest days are deferred in accordance with paragraph (a) of this clause such employee's working hours shall not exceed 58 hours in any week for indoor staff and 53 hours for outdoor staff.
(d) Where an employee's day-off falls on a Gazetted Public Holiday and the employee does not work on that day his/her rest day shall be deemed to have been deferred. If however, he works on his rest day which falls on a Gazetted Public Holiday he will be compensated with 2 days (i.e. public holiday and his rest day) or be paid double his normal rate.
15. ENGAGEMENT, PROBATION AND APPOINTMENT:
(a) All persons engaged by an employer shall be on probation in the first instance. The probationary period shall not exceed two months duration except for an employee who has been employed by any sports club recognized by the Group or the particular employer for at least one month whose probationary period shall be one month.
(b) During the probationary period employment may be terminated by either party by giving 30 days' notice or wages in lieu of notice.
(c) On engagement, an employee shall be given two copies of a letter of appointment, of which he shall sign the original and return it to the employer. The letter shall indicate clearly the job and wages offered.
(d) On successful completion of the probationary period, an employee shall automatically be confirmed in his appointment and shall be placed on monthly terms of employment.
(e) The employer shall, at all times, reserve the right to require an employee to submit himself for medical examination. Such an examination shall be at the expense of the employer.
16. WARNING PROCEDURE
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 shall be entered in the employee's employment record and shall remain valid for a period of nine months from the date of issue.
(a) The first and second warning(s) will be recorded in the employee's file and copied to the Shopsteward and the Union office.
(b) The third and final warning shall be copied to both Shopsteward and the Union.
(c) If the employee has had ten (10) years or more of service with the same employer and calling for a fourth warning within 270 working days of the third warning then the employer shall be entitled to terminate the services of such an employee in accordance with Clause 17 of this Agreement.
(d) If an employee with less than 10 years continuous service with an employer commits a fourth offence within 270 working days from the date of the third warning, such employee shall be liable to termination as per clause 17 of this Agreement.
(e) If an employee completes 270 working days from the date of the last warning without any further offence any warning(s) recorded on his file shall be cancelled.
(f) All warnings issued shall be subject to written appeal by the employee within 7 days of the date of the warning. The management will respond within 14 working days.
17. TERMINATION OF EMPLOYMENT:
(a) After the completion of the probationary period employment shall be terminable by either party by giving written notice or by the payment of wages in lieu of notice as follows:-
i) For employees with up to 5 years' continuous service - two months' notice or pay in lieu.
ii) For employees with over 5 years' continuous service - three months' notice or pay in lieu.
iii) For employees with 10 years but less than 20 years -Five (5) months' notice or pay in lieu.
iv) For employees with 20 and above years service - six (6) months' notice or pay in lieu.
v) Where the employee's services are terminated before the completion of one month he/she shall be paid house allowance on pro-rata basis according to the number of days worked in that month.
Provided that:-
(b) Nothing in this clause shall prejudice the right of either party to terminate employment summarily for a lawful cause.
(c) On termination of services, or summary dismissal, reasons shall be given in writing to the employee with copies to the Shopsteward and the Union offices.
18. CERTIFICATE OF SERVICE:
1) Every employee shall 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 shall contain:-
(a) the name of the employer and his postal address;
(b) the name of the employee;
(c) the date 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 wilfully 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.
19. REDUNDANCY
In the event of redundancy, the following principles shall apply:-
(a) The Union shall be informed in writing at least one month in advance of the reasons for and the extent of the intended redundancy.
(b) The principle of "LAST IN, FIRST OUT" shall be adopted in the particular category of employees affected, subject to all other factors such as skill, merit, ability, and reliability being equal.
(c) The redundant employee shall be entitled to the appropriate period of notice or pay in lieu of and other terminal benefits covered by his Agreement.
(d)In the event of change in Management of an establishment the incoming Management undertakes to continue the employment of employees with full benefits of the past service. In such case employees shall not be deemed to be or, falling under the definition of redundancy.
(e) Management means Management committee or Board.
(f) The redundant employee shall be entitled to severance pay at the rate of 30 days' wage for each completed year of service.
(g) The notices shall be given/issued to the employees according to clause 17 of this Agreement.
20. RETIREMENT BENEFITS:
(a) An employee who has attained the age of 55 years may retire or be retired. Employees may also opt to retire voluntarily on attainment of 50 years. On retirement, an employee who has been in the service of the same employer shall, be entitled to be paid by his employer retirement benefits in addition to the sum due from the N.S.S.F.
b) On retirement the employee shall be entitled to be paid by his/her employer retirement benefits at the rate of 30 days' salary for each completed year of service at the rate of pay applicable at the date of retirement.
Alternatively, if an employee is a member of a registered retirement benefit scheme run by the employer, the employer may accrue his/her retirement benefits in the employee’s account as employer’s contribution in the scheme at the rate applicable depending on the length of service with the employer (paragraph b and d).
On retirement/termination/resignation the employee will access his or her retirement benefits in accordance with the Retirement Benefits Authority Act, the Retirement Benefits Authority Rules and Regulations.
c) In absence of any official record, proof of an employee's age shall be evidenced by a certificate issued for that purpose by duly qualified medical practitioner.
d) If an employee's services are terminated for reasons other than gross misconduct before attaining the appropriate retirement age, he shall be entitled to gratuity equal to 24 days pay for each completed year of service as provided for in paragraphs (b) and (c) of this clause. Gratuity shall also be paid in cases of resignation.
Provided that an employee who is terminated or resigns after completion of 15 years service will be entitled to thirty (30) days pay for each completed year of service.
e) In all cases of retirement whether upon attaining retirement age or on medical grounds, the employee's service shall be terminated as per the provisions of clause 17 of this agreement.
21. PROMOTION
Whenever any vacancies for promotion shall fall within the Club, these will be posted on the notice board and as far as possible preference will be given to any suitable employee(s) in service for such promotion. But selection will be done at the discretion of the Management.
22. CHECK-OFF
a) The employer shall deduct Union subscription monthly from the wages of those employees who are members of the Union. The subscriptions so deducted by the employer shall be paid direct to a Bank Account nominated by the Union not later than the tenth days of the month immediately following that in which deductions have been made subject to such regulations as may be made by the Minister for Labour from time to time.
b) No employee shall revoke the check-off unless he/she has resigned his/her membership from the Union in writing. It is also agreed that the employer will encourage new appointees in all groups to become Union members by sending out Union forms with appointment letters.
23. DEATH OF AN EMPLOYEE WHILE IN SERVICE/EMPLOYMENT
a) If an employee is killed or dies while in employment or service the employer shall at his expense provide a coffin and transport to the deceased as well as his/her belongings to his/her place of burial
b) Where the employment of an employee is terminated by death of an employee, the employer shall pay gratuity to the family of the deceased at the rate of 30 (thirty) days for each completed year of service at the rate applicable at the time of death.
24. LONG SERVICE AWARD
With effect from the implementation of this agreement (1st January, 2003) all employees who are in the service of the Sports Club and who have completed 5 years or more will get a one off payment as long service award as follows:-
i) 5 years-Kshs.3,400/=
ii) 10 years-Kshs.3,900/=
iii) 15 years-Kshs.4,800/=
iv) 20 years-Kshs.5,900/=
v) 25 years-Kshs.6,900/=
vi) 30 years & Over-Kshs.8,900/=
Where this payment exists, then such establishment will continue with the same system.
25. EMPLOYEES COMMUNICATION
An employer’s written communication to an employee concerning the terms and conditions of employment should be delivered to or collected by the employee, who should sign an accompanying delivery book to acknowledge receipt thereof and the date of delivery or collection should be recorded in such delivery book.
26. SUSPENSION/INTERDICTION
The employer reserves the right to suspend an employee from employment with full pay up to a maximum of 15 days pending investigating into alleged gross misconduct or other offences, then he/she shall be summarily dismissed or terminated with effect from the date of the employers decision upon completion of the investigations. Should the employee be found guilty of gross misconduct or other offences, then he/she shall be summarily dismissed or terminated with effect from the date of the employer's decision upon completion of the investigations. Should the employee be found innocent of gross misconduct or other offences, then he/she shall be reinstated forthwith.
Where the employee's case is under investigation by the police or is pending before a criminal court, the employee's suspension shall be extended without pay until the result of the police investigation or court action is known.
27. NIGHT TRANSPORT
a) Where there is no public transport between the hours of 7:00 p.m. and 7:00 a.m. then the employer will provide transport so that employees reach their respective places of accommodation/work with safety after night work and in the early morning for the start of work.
b) Where there is existing transport arrangements provided by the employers this will continue.
c) Where an establishment fails to provide transport as per the contents of this clause, compensation will be payable to affected employee as follows:-
Between 7:00 p.m. and 9:00 p.m.........Kshs. 550/=
After 9:00 p.m.........................................Kshs. 700/=
Such compensation will be by way of reimbursement and will be agreed upon by the employer and the works committee or where there is no works committee in a particular establishment, the local Union representative.
d) Employee will be entitled to payment of Commuter Allowance in establishments that have introduced it.
28. PAID EDUCATIONAL LEAVE
Upon the request of an employee for educational/training leave, the employer may allow such employee to proceed to a recognised educational institution for training and grant such leave with full pay as is necessary. Such leave not to be unreasonably withheld.
29. NATIONAL SOCIAL SECURITY FUND
When an employer receives dockets from N.S.S.F. he shall be responsible for issuing them to the employees concerned without delay.
30. TOOLS ALLOWANCE
An employee who obtains written approval from the Management to us his/her tools shall be paid Tools Allowance equivalent to 25% of the employees’ daily rate of pay.
31. SERVICE CHARGE
(a) The employer may operate a service charge on accommodation, food, beverages and any other services where a charge is levied whether they are paid by cash or credit.
(b) The percentages levied for service charge shall vary between 6-10% as per the ability of each establishment.
(c) The money collected through service charge shall be distributed equally to all unionisable employees (with exception of management) on terms to be agreed by the Works Committee of an individual establishment.
(d) The employer will retain 10% of the amount collected for administration purposes. The balance 90% being distributed as per sub-clause c.
32. AGENCY FEE
The provisions of Section 49 of the labour Relations Act, 2007 shall apply.
33. PART III - EFFECTIVE DATE AND DURATION
This agreement shall supersede all previous agreements between the parties and shall be effective from 1st January, 2015 and thereafter it shall remain in force for a period of two years. After the expiry date, the agreement shall continue in operation until such time as either party, by giving three months written notice shall signify their wish to amend.
SIGNED: FOR AND ON BEHALF OF THE GROUP:
.........................................................................
DR. ADRIEL KABAARA
VET LAB SPORTS CLUB
..............................................................................
GEORGE MULLEH
LIMURU COUNTRY CLUB
.........................................................................
BEATRICE ABIGAEL WANJIKU
UNITED KENYA CLUB
.........................................................................
AQUINAS MUNG’ATIA
MUTHAIGA GOLF CLUB
.......................................................................
DAVID N. NYAKUNDI
SIGONA GOLF CLUB
........................................................................
JOHN C. KARANJA
PARKLANDS SPORTS CLUB
SIGNED: FOR AND ON BEHALF OF THE UNION:
..................................................................
ALBERT NJERU
SECRETARY GENERAL
........................................................................
COLONEL OUNDAH
SNR. DEPUTY GEN. SECRETARY
...............................
SAMMY MULEI
ASS. SECRETARY GENERAL
WITNESSED BY:
.....................................................................
PAUL NDAMBO
SHOPSTEWARD
PARKLANDS SPORTS CLUB
.........................................................................
WYCLIFFE KEYA
SHOPSTEWARD
MUTHAIGA GOLF CLUB
…………………………..........................................
DOMINIC S. MWIMANI
SHOPSTEWARDSHOPSTEWARD
UNITED KENYA CLUBSIGONA GOLF CLUB
.........................................................................
HEZBORN GAYACHARLES NGIGI
SHOPSTEWARDSHOPSTEWARD
VET LABLIMURU COUNTRY CLUB
.....................................................
SALIM WA MWAWAZA
INDUSTRIAL RELATIONS OFFICER
FEDERATION OF KENYA EMPLOYERS
DATED THIS ...................................... DAY OF .................................2015
THE BASIC MONTHLY WAGES FOR EMPLOYEES IN NAIROBI AREA AND MOMBASA MUNICIPALITY SHALL BE AS FOLLOWS:
PART I: WAGES
| GRADE I | BASIC MINIMUM WAGES AS AT 31/12/2014 ENTRY POINT i.e. OLD WAGE | CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES W.E.F. 1/1/2015 | WAGES FOR 2016 W.E.F. 1/1/2016 9% |
| (a) Head Cashier | 37,705.00 | 41,098.00 | 44,797.00 |
| (b)
•Head Receptionist •Head House-keeper •Head Security Guard •F&B Controller •Librarian •Head Maintenance •Head - In charge of all Staff •Head Store-keeper •Gym Instructor |
|||
| (c) Head Cook | |||
| (i) Under 100 beds
or covers |
38,372.00 | 41,825.00 | 45,589.00 |
| (ii) Over 100
bed covers |
53,039.00 | 57,813.00 | 63,016.00 |
| Grade 2 | BASIC MINIMUM WAGES AS AT 31/12/2014 ENTRY POINT i.e. OLD WAGE | CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES W.E.F. 1/1/2015 | WAGES FOR 2016 W.E.F. 1/1/2016 9% |
| •Head barman
•Head waiter •Assistant Head cook •Telephone Operator •Chief Clerk •Receptionist •Purchasing Officer/Clerk •Storeman/Store Clerk •Wages Clerk •Ledger Clerk •Bond Clerk •Book-keeper/Accounts Clerk •Electrician •Swimming Instructor/Lifeguard •Pool Cashier •Typist •House-keeper •Assistant Librarian |
36,250.00 |
39,513.00 |
43,069.00 |
| Grade 3 | BASIC MINIMUM WAGES AS AT 31/12/2014 ENTRY POINT i.e. OLD WAGE | CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES W.E.F. 1/1/2015 | WAGES FOR 2016 W.E.F. 1/1/2016 9% |
| (a)
•Room service clerk •Linen Room Clerk •Boat driver •Head porter •Head Groundsman •Nyapara •Asst. Head waiter •Ordinary cook •Tractor driver •Ground cutting •Barman •Dhobi I/C •Head Messenger •Head Steward •Head Caddimaster •Golf Starter |
22,424.00 |
24,442.00 |
26,642.00 |
| (b) (i) Asst. Housekeeper
(ii) Asst. Store- Keeper (iii) Assistant Swimming, Pool Cashier (iv) Doorman |
27,571.00 |
29,994.00 |
32,693.00 |
| (c)
• Snooker Room Attendant cum Cashier and • Badminton Court Attendant cum Cashier |
31,005.00 |
33,795.00 |
36,837.00 |
| GRADE 4 | BASIC MINIMUM WAGES AS AT 31/12/2014 ENTRY POINT i.e. OLD WAGE | CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES W.E.F. 1/1/2015 | WAGES FOR 2016 W.E.F. 1/1/2016 9% |
| (a)
•Office Messenger •Head Shambaman •Asst. Cook •Cellar man •Florist •Steward •Asst. Electrician •Wine Waiter •Dining Room waiters •Bar Waiters •Room Service Waiters |
20,274.00 |
22,099.00 |
24,088.00 |
| (b)
•Head room steward •Cleaner Supervisor •Clerk under training •Floor Supervisor •Boiler man |
20,995.00 |
22,885.00 |
24,944.00 |
| GRADE 5 | BASIC MINIMUM WAGES AS AT 31/12/2014 ENTRY POINT i.e. OLD WAGE | CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES W.E.F. 1/1/2015 | WAGES FOR 2016 W.E.F. 1/1/2016 9% |
| •Motorised Grass
•Hand Propelled •Cutting Equipment •Room Servant •Pantry kitchen or •Kitchen Helper •Cloak-room attendant •Grass Cutter •Green Pitch workers •Shambaman •Ground Cutter •Swimming Pool Attendant •Sanitary Sweeper •Locker Room Attendant •Badminton Attendant •Courts Attendant •Snooker Attendant •Balls Collector •Attendants •Caddimaster |
18,331.00 |
19,981.00 |
21,779.00 |
SCHEDULE 2
MURANG'A, ELDORET, KITALE, KAKAMEGA, NYERI, EMBU, KISUMU, THIKA, KERICHO, KISII, MACHAKOS, NANYUKI, NAKURU, MALINDI, NYAHURURU, KIAMBU AND LIMURU, TOWN COUNCIL OF NAIVASHA AND MAMBURUI MUNICIPALITIES
| GRADE 1 | BASIC MINIMUM WAGES AS AT 31/12/2014 ENTRY POINT i.e. OLD WAGE | CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES W.E.F. 1/1/2015 | WAGES FOR 2016 W.E.F. 1/1/2016 9% |
| (a) Head Cashier | 30,203.00 | 32,921.00 | 35,884.00 |
| (b)
•Head Receptionist •Head Store keeper •Head Security Guard •Head of maintenance •Head In charge of all staff •Head Store keeper •Gym Instructor •Librarian |
23,847.00 |
25,993.00 |
28,333.00 |
| (c) | |||
| •Head Cook - over 110
beds/covers |
38,372.00 | 41,825.00 | 45,590.00 |
| •Under 110 beds
covers |
36,265.00 | 39,529.00 | 43,086.00 |
| GRADE 2 | BASIC MINIMUM WAGES AS AT 31/12/2014 ENTRY POINT i.e. OLD WAGE | CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES W.E.F. 1/1/2015 | WAGES FOR 2016 W.E.F. 1/1/2016 9% |
| (a)
•Telephone Operator •Receptionist •Purchasing Officer/ •Clerk •Wages Clerk •Ledger Clerk •Head Swimming Pool •Cashier/Typist •Head Barman •Accounts Clerk •House Keeper •Head Waiter •Swimming Instructor/Lifeguard |
23,464.00 |
25,576.00 |
27,878.00 |
| (b) Assistant Head Cook | |||
| (i)Over 100 beds/
covers |
25,615.00 | 27,920.00 | 30,433.00 |
| (ii)Under 100 bed
covers |
24,533.00 |
27,831.00 |
30,336.00 |
| (c)
•Electrician •Head waiters 50 overs •Head waiters under 50 covers |
23,464.00 |
25,576.00 |
27,878.00 |
| GRADE 3 | BASIC MINIMUM WAGES AS AT 31/12/2014 ENTRY POINT i.e. OLD WAGE | CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES W.E.F. 1/1/2015 | WAGES FOR 2016 W.E.F. 1/1/2016 9% |
| (a)
•Assistant Head Waiter •Linen Room Clerk •Boat Driver •Assistant Housekeeper •Head Porter •Head Groundsman •Tractor Driver Ground Cutting •Barman •Head Steward •Dhobi I/C •Assistant Electrician •Head Messenger •Room Service Clerk •Cook |
22,043.00 |
24,027.00 |
26,189.00 |
| GRADE 4 | BASIC MINIMUM WAGES AS AT 31/12/2014 ENTRY POINT i.e. OLD WAGE | CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES W.E.F. 1/1/2015 | WAGES FOR 2016 W.E.F. 1/1/2016 9% |
| •Room Service Waiters
•Office Messenger •Head Shambaman •Assistant Cook •Clerk Under Training •Head Room Steward •Boiler man •Assistant Electrician •Cleaner Supervisor •Floor Supervisor •Dining Room Waiters •Bar Waiters •Gym Assistant |
20,274.00 |
22,099.00 |
24,088.00 |
| GRADE 5 | BASIC MINIMUM WAGES AS AT 31/12/2014 ENTRY POINT i.e. OLD WAGE | CURRENT WAGES FOR LONG SERVING EMPLOYEES INCLUDING 9% WAGE INCREASES W.E.F. 1/1/2015 | WAGES FOR 2016 W.E.F. 1/1/2016 9% |
| •Caddimaster
•Room Steward •Dhobi •Pantry Kitchen •Cloak Room Attendant •Sanitary Sweeper •Swimming Pool Attendant •Pitch work/wood cutter •Groundsman •Car Washer •Motorised Cutting Equipment •Locker Room Attendant •Snooker Room Attendant16,232.0017,693.0019,285.00 •Squash Attendant •Gym Attendant |
16,232.00 |
17,693.00 |
19,285.00 |
BASIC MONTHLY WAGES (ENTRY POINTS FOR NEW EMPLOYEES WITH EFFECT FROM 1ST JANUARY 2015 (NAIROBI AREA AND MOMBASA)
GRADE 1
| (a) Head Cashier | 34,756.00 |
| (b)
•Head Receptionist •Head House-keeper •Head Security Guard •F&B Controller •Librarian •Head Maintenance •Head - In charge of all •Staff •Head Store-keeper •Gym Instructor |
|
| (c) Head Cook | |
| (i) Under 100 beds
or covers |
35,371.00 |
| (ii) Over 100
bed covers |
48,890.00 |
Grade 2
| •Head barman
•Head waiter •Assistant Head cook •Telephone Operator •Chief Clerk •Receptionist •Purchasing Officer/Clerk •Storeman/Store Clerk •Wages Clerk •Ledger Clerk •Bond Clerk •Book-keeper/Accounts Clerk •Electrician •Swimming Instructor/Lifeguard •Pool Cashier •Typist •House-keeper •Assistant Librarian |
33,414.00 |
BASIC MONTHLY WAGES (ENTRY POINTS FOR NEW EMPLOYEES WITH EFFECT FROM 1ST JANUARY 2015
| (a)
•Room service clerk •Linen Room Clerk •Boat driver •Head porter •Head Groundsman •Nyapara •Asst. Head waiter •Ordinary cook •Tractor driver •Ground cutting •Barman •Dhobi I/C •Head Messenger •Head Steward •Head Caddimaster |
20,670.00 |
| (b) (i) Asst. Housekeeper
(ii) Asst. Store-Keeper (iii) Assistant Swimming, Pool Cashier (iv) Doorman |
25,364.00 |
| (c)
• Snooker Room Attendant cum Cashier and • Badminton Court Attendant cum Cashier |
28,580.00 |
GRADE 4
| (a)
•Office Messenger •Head Shambaman •Asst. Cook •Cellar man •Florist •Steward •Asst. Electrician •Wine Waiter •Dining Room waiters •Bar Waiters •Room Service Waiters |
18,688.00 |
| (b)
•Head room steward •Cleaner Supervisor •Clerk under training •Floor Supervisor •Boiler man |
19,353.00 |
BASIC MONTHLY WAGES (ENTRY POINTS FOR NEW EMPLOYEES WITH EFFECT FROM 1ST JANUARY 2015
| •Motorised Grass
•Hand Propelled •Cutting Equipment •Room Servant •Pantry kitchen or •Kitchen Helper •Cloak-room attendant •Grass Cutter •Green Pitch workers •Shambaman •Ground Cutter •Swimming Pool Attendant •Sanitary Sweeper •Locker Room Attendant •Badminton Attendant •Courts Attendant •Snooker Attendant •Balls Collector •Attendants •Caddimaster |
16,897.00 |
SCHEDULE 5
BASIC MONTHLY WAGES (ENTRY POINTS FOR NEW EMPLOYEES WITH EFFECT FROM 1ST JANUARY 2015
MURANG'A, ELDORET, KITALE, KAKAMEGA, NYERI, EMBU, KISUMU, THIKA, KERICHO, KISII, MACHAKOS, NANYUKI, NAKURU, MALINDI, NYAHURURU, KIAMBU AND LIMURU, TOWN COUNCIL OF NAIVASHA AND MAMBURUI MUNICIPALITIES
GRADE 1
| (a) Head Cashier | 27,841.00 |
| (b)
•Head Receptionist •Head Store keeper •Head Security Guard •Head of maintenance •Head In charge of all staff •Head Store keeper •Gym Instructor •Librarian |
21,982.00 |
| (c)
• Head Cook - over 110 beds/covers • Under 110 beds covers |
35,37*.00 33,428.00 |
GRADE 2
| (a)
•Telephone Operator •Receptionist •Purchasing Officer/ •Clerk •Wages Clerk •Ledger Clerk •Head Swimming Pool •Cashier/Typist •Head Barman •Accounts Clerk •House Keeper •Head Waiter •Swimming Instructor/Lifeguard |
21,629.00 |
| (b)Assistant Head Cook
(i) Over 100 beds/ covers (ii) Under 100 bed covers |
23,612.00 22,614.00 |
| (c)
•Electrician •Head waiters 50 covers •Head waiters under 50 covers |
21,629.00 |
GRADE 3
| (a)
•Assistant Head Waiter •Linen Room Clerk •Boat Driver •Assistant Housekeeper •Head Porter •Head Groundsman •Tractor Driver Ground Cutting •Barman •Head Steward •Dhobi I/C •Assistant Electrician •Head Messenger •Room Service Clerk •Cook •Golf Starter |
20,319.00 |
GRADE 4
| •Room Service Waiters
•Office Messenger •Head Shambaman •Assistant Cook •Clerk Under Training •Head Room Steward •Boiler man •Assistant Electrician •Cleaner Supervisor •Floor Supervisor •Dining Room Waiters •Bar Waiters •Gym Assistant |
18,688.00 |
GRADE 5
| •Caddimaster
•Room Steward •Dhobi •Pantry Kitchen •Cloak Room Attendant •Sanitary Sweeper •Swimming Pool Attendant •Pitch work/wood cutter •Groundsman •Car Washer •Motorised Cutting Equipment •Locker Room Attendant •Snooker Room Attendant •Squash Attendant •Gym Attendant |
14,962.00 14,962.00 |
GRADE 6
| (a) ARTISANS
(i) Ungraded Artisan (ii) With TTC Grade III (iii) With TTC Grade II (iv) With TTC Grade I |
21,119.00 26,571.00 29,331.00 35,319.00 |
| (b)DRIVERS
(i) Cars/Light Vans (ii) Medium-sized vehicles (iii) Heavy Commercial vehicles |
21,119.00 26,571.00 35,319.00 |
| (c) Watchman | 17,464.00 |
| (d) Cashier | 35,319.00 |
SCHEDULE 6
OTHER AREAS
GRADE 1
| (a)
•Head Cashier •Head Waiter •Head Storekeeper •Head Housekeeper |
27,841.00 21,778.00 |
| (b)
•Head of Maintenance •Head Cook - over 100 bed covers |
35,347.00 |
| (c)
•Head Cook under 199 bed covers |
33,429.00 |
GRADE 2
| (a)
•Head Waiter over 50 covers •Head Waiter under 50 covers |
22,616.00 21,626.00 |
| (b)
•Typist •Head barman •House Keeper •Telephone Operator •Chief Clerk •Receptionist •Store Keeper •Wages Clerk •Ledger Clerk •General Clerk •Bond Clerk •Book-Keeper/Accounts Clerk •Head Swimming Pool •Attendant/cum Cashier |
22,614.00 |
| (c)
•Assistant Head Cook over 100 bed covers •Assistant Head Cook under 100 bed covers •Electrician |
22,614.00 12,676.00 |
GRADE 3
| (a)
•Linen Room Clerk •Boat Driver •Head Porter •Head Groundsman •Nyapara •Tractor Driver •Ground Cutting •Barman •Dhobi I/C •Head Messenger |
12,676.00 |
| (b)
•Snooker Room Attendant •cum Cashier/Badminton •Court Attendant cum •Cashier |
13,326.00 |
| (c)
•Room Service Clerk •Assistant Swimming •Pool Cashier •Assistant Storekeeper •Assistant Housekeeper |
17,589.00 |
(d) Assistant Head Waiter Under 50 bed covers |
18,377.00 |
(e) Assistant Head Waiter Over 50 bed covers |
19,070.00 |
(f) Ordinary Cook Over 100 bed covers |
19,070.00 |
(g)Ordinary Cook Under 100 Bed covers |
18,377.00 |
GRADE 4
| (a)
•Dining Room Waiters •Head Shambaman •Assistant Cook •Callerman •Florist •Assistant Electrician •Steward Room Waiter •Office Messenger •Wine Waiter •Floor Supervisor •Cleaner Supervisor •Bar Waiters |
16,830.00 |
| (b)
•Head Bedroom Supervisor •Boiler man •Clerk under training •Cleaner Supervisor •Room Service Waiters |
|
| (c)
•Assistant Cook over •100 bed covers |
16,213.00 |
GRADE 5
| •Caddimaster
•Room Servant •Pantry Kitchen •Dhobi I/C •Swimming Pool Attendant •Cloakroom Attendant •Rink/Green Pitch workers •Shambaman/Carwasher •Wood cutter/Grass cutter •Motorised Grad hand •Propelled Cutting Equipment •Locker Room Attendant •Snooker Room Attendant/ •Badminton Courts Attendant •Squash Attendant •Ball Collectors/Attendant |
12,986.00 |
GRADE 6
| (a)ARTISANS
(i) Ungraded Artisans (ii) Plumber (ii) With TTC Grade III (iii) With TTC Grade II (iv) With TTC Grade I |
16,830.00 16,830.00 21,791.00 24,700.00 31,170.00 |
| (b)DRIVERS
(i) Cars/Light vans (ii) Medium sized vehicles (iii) Heavy Commercial vehicles |
25,447.00 21,791.00 31,170.00 |
| (c)Watchman | 12,403.00 |
| (d) Cashier | 31,170.00 |