New

ASSOCIATION OF LOCAL GOVERNMENT EMPLOYERS AND KENYA LOCAL GOVERNMENT WORKERS UNION NATIONAL JOINT NEGOTIATINIG COUNCIL INCORPORATING ALL LOCAL AUTHORITIES IN KENYA

********

TERMS AND CONDITIONS OF SERVICE FOR OFFICERS OF LOCAL AUTHORITIES

1ST SEPTEMBER 2012

1.APPLICATION

These terms and conditions of service shall apply to all officers of the Local Authorities and the Councils' Water Companies who are appointed to pensionable posts within the permanent establishment. They shall not apply to officers on contract, on secondment, temporary, casual or locum terms except so far as the Council may from time to time direct.

2.DEFINITION

In this code unless the contrary is clearly indicated:

(a) 'Code' means the terms and conditions of service applicable to officers in pensionable posts within the permanent establishment;

(b) 'Council(s)’ means the City Council of Nairobi. Municipal, town, Urban and County Councils in Kenya as the case may be.

(c) 'Establishment Committee' means the Committee responsible for advising the' Council on all staffing and establishment matters;

(d) 'Establishment Officer' means the officer holding for the time being the appointment of Establishment Officer or where no Establishment Officer has been appointed, the Officer for the time being responsible for the establishment matters

(e) 'Head of Department' means the officer responsible for the operation of many particular department of the Council, and in his absence, his (deputy);

(f) 'Officer’ means a person appointed to a pensionable post within

the permanent establishment or such other employee as the Council may from time to time direct that these terms and conditions service shall apply;

(g) 'Section Head’ means the officer responsible for the operation of any particular - section of a department of the Council.

(h) 'Union' means the Kenya Local Government workers Union.

(i) 'Clerks' means; the Town Clerk for the time being in the city.

Municipal, town, and Clerk to County Council and in his absence, his deputy;

(j) 'Treasurer’ means the Town or City or County Treasurer as the case may be and in their absence their respective deputies.

(k) ‘Salary’ means basic salary and house allowance.

3.LEGISLATION

This code shall be read in conjunction with the Local Government Act, Cap 265 of the Laws of Kenya, Local Government (Amendments) Act No. 11 of 1984, the service Commissions Act, and the Public Service Commission (Local Authorities Officers) Regulations, 1984 and in case of any conflict the statutory legislations shall prevail.

4.SALARY SCALES

An officer shall be placed on the salary scale appropriate to the designation of his/her post as shown in the Appendices and at the annual Salary according to the rates set out for the scale in the same Appendix provided that anybody reaching the maximum shall have a right to progress for the next 4 years within the master scale.

One twelfth of the annual salary shall be payable on the last day of each calendar month or on such other day in each calendar month as administrative convenience may require.

Neither the rates nor the grading by designations of posts set out in the Appendices shall be varied except by a decision of the National Joint Negotiation council.

5.ESTABLISHMENT

The establishment of officers other than the temporary or causal officers in each job category shall be approved annually by the Council and shall not be increased except by The Council on the recommendation of the Committee responsible for establishment matters or the Finance Committee.

6. INCREMENTS

Increments appropriate to the scales set out in the Appendix shall be grated on the 1st July of each year subject to the following conditions:

(a) An Officer who is promoted or re-graded to a higher scale shall be placed in that scale at two increments higher than his salary level prior to promotion, or at the minimum of the higher scale, whichever is the greater.

(b) An Officer, who is engaged, promoted or re-graded after the 31st March in any year, shall be granted an increment on the 1 July next following.

(c) The Head of Department must be satisfied that the officer’s work and conduct in the preceding year has been satisfactory.

(d) In the event of withholding the annual increment, the officer concerned will be informed of his shortcomings, and be required to show cause why such actions cannot be taken.

7.PROMOTION

(a) Subject to the provisions of clause 13 below, promotion of an officer to a higher scale shall be subject to the existence of a vacancy in the approved establishment and shall be made by the Public Service Commission on the recommendations of the Head of Department unless the Council otherwise resolves.

(b) Where an officer passes an examination or obtains a certificate which qualifies him/her for promotion to a higher scale, but owing to the lack of a vacancy in the higher scale, he/she cannot be immediately promoted, he/she shall receive two additional increments with effect from the date of passing the examination and shall be kept on the waiting list for promotion.

8.ACTING ALLOWANCE

An Officer shall be eligible to be paid acting allowance if he/she is temporarily appointed by the Establishment Committee to act for a period of at least one month provided that he/she meets the following conditions:

i) That an office will only be eligible for acting allowance if he/she assumes full responsibility of the post in which he/she is acting.

ii) That an officer can only act in the immediate higher post.

iii) That where the only person who can perform the duties of the vacant post is not in the immediate next lower grade, but some grade within the approved job grading applicable to such Council, such person will be entitled to special duty allowance, subject to the provisions of the paragraph 9 below.

iv) Acting allowance shall be the difference between the officers basic salary and the minimum salary of the sale assigned to the higher post

v) That acting allowance will not be paid when the officer so appointed to act in the higher post is absent for any reason from duty for a period of more 30 days continuously.

vi) Acting allowance shall be reviewed after 12 months.

9.SPECIAL DUTY ALLOWANCE

(a) When an officer is not qualified to be appointed to act on a higher post but is nevertheless called upon to perform the duties on that higher post, either in full or in a part for a limited period of time, not less than 30 days special duty allowance shall be granted to him on recommendation of the Head of Department.

(b) Special duty allowance payable in each case will be determined in the light of the higher responsibility assumed by an officer and the difference between his salary and the minimum salary of the higher post. The amount of the allowance will be assessed as 2/3 of the difference between an officer's substantive basic salary and the minimum salary of the higher post subject to the allowance not exceeding 25% of his/her substantive basic salary.

c) Where the officer acting in the higher post is already receiving a higher salary than the minimum of the post in which he/she is performing, special duty allowance shall be calculated as 15 percent of his substantive basic salary.

d) Special duty allowance will not be paid when an officer who has been called upon to take up duties of a higher post is absent from duty for a period of 30 days or more or when such an officer is required to perform the duties of a higher post for a period of less than 30 days.

e) Special duty allowance will be reviewed every 12 consecutive months.

10.HOUSING ALLOWANCE

(a) Officers House Allowance

An officer will be entitled to payment of a housing allowance subject to the following maximum:

Officers in Salary Scale Minimum House Allowance payable per month in: Nairobi City Council, Mombasa City Council, Kisumu City Council, Nakuru Municipal Council, Eldoret Municipal Council and all County Councils with Headquarters in cities All other Municipal councils, County Councils and Town Councils
1-2

3-4

5-6

7-8

9-10

11-13

14-15

16-18

68,000

48,000

38,000

23,000

21,000

17,000

16,000

15,000

-

43,000

33,000

22,000

20,000

15,000

14,000

13,000

(b) Boarding and Lodging

An officer living in a hotel, boarding-house, hostel, club or as a paying guest with a private family will be eligible for house allowance assessed at 75 percent of the all in monthly charge for himself with all his family, subject to the maximum house allowance he would have received as per his/her scale.

(c) Officers Living in their own houses

(i) An Officer living in his own house owned jointly with or solely by his wife will be granted house allowance assessed at 25% of the capital cost building and land not exceeding 0.4 hectares subject to the capital cost maximum set out below.

(ii) Provided that officer currently earning higher rates of owner occupied house allowance shall retain those rates of allowances as personal to them.

(d) Capital Cost Ceiling

i) House allowance will be assessed in respect of the actual portion of the house and land occupied by an officer and his family. It will therefore exclude any portion of the house in respect of which the officer receives the rent.

ii) An Officer in receipt of house allowance in respect of his or house will not be permitted to have his/her house allowance re-valued, unless he/she has carried out an extension/alternation or improvement to the house, in which case the capital expenditure covering the extension may be added to the original, subject to the appropriate ceiling not being exceeded. The cost of maintenance, renovations, etc is not taken into account in the re-evaluation of the property.

iii) The valuation of house and land may include road and sewerage charges, conveyance fees, stamp duty, registration fee, architect's fees. Legal fees and any other charges which the valuation Office. Ministry of Lands and Settlement consider reasonable. Land and Site value tax are, however excluded from the valuation. In the case of doubt, advice should be sought from the valuations office which will also undertake to assess the value of any newly purchases property consisting of land in excess of one acre, building and furniture so as to provide a breakdown of the cost acceptable for the purpose of assessment of house allowance.

(iv) Should an officer be unable to produce documentary evidence of the cost of house and land either because the property was inherited or bequeathed or for any other good reason, the Valuation Office, Ministry for the time being in charge of lands should be requested to value the house and land based on cost prevailing at the time of inheritance, and house allowance should be based on this valuation.

v) House allowance is not payable in respect of owner occupied houses which are purely temporary nature e.g. mud and wattle construction.

Officers in Job Grades 1-3

K£60,200.00 which will include the cost of land not exceeding 0.4 hectare (one acre) or the actual cost or purchase price of house or land not exceeding 0.4 hectare whichever is the less, and will be subject to scrutiny and valuation by the valuation office.

Job Grades 4-6

K£50,050.00 which will include the cost of land not exceeding 0.4 hectare (one acre) or the actual purchase price of house or land not exceeding 0.4 hectare whichever is the less, and will be subject to scrutiny and valuation by the valuation office.

Job Grades 7-8

K£42,000.00 which will include the cost of land not exceeding 0.4 hectares (one acre) or the actual cost or purchase price of house or land not exceeding 0.4 hectares whichever is the less, and will be subject to scrutiny and valuation by the Valuation office.

Job Grades 9-10

K£40,000.00 which will include the cost of land not exceeding 0.4 hectares (one acre) or the actual cost or purchase price of house or land not exceeding 0.4 hectares whichever is the less, and will be subject to scrutiny and valuation by the valuation Office.

Job Grades 11 -13

K£33,250.00 which will include the cost of land not exceeding 0.4 hectares (one acre) or the actual cost or purchase price of house or land not exceeding 0.4 hectares whichever is the less, and will be subject to scrutiny and valuation by the valuation Office.

Job Grades 1 4 - 15

K£25,900.00 which will include the cost of land not exceeding 0.4 hectares (one acre) or the actual cost or purchase price of house or land not exceeding 0.4 hectares whichever is the less, and will be subject to scrutiny and valuation by the valuation Office.

Job Grades 16 - 17

K£17,850.00 which will include the cost of land not exceeding 0.4 hectares (one acre) or the actual cost or purchase price of house or land not exceeding 0.4 hectares whichever is the less, and will be subject to scrutiny and valuation by the valuation Office.

Job Grades 18

K£12,250.00 which will include the cost of land not exceeding 0.4 hectares (one acre) or the actual cost or purchase price of house or land not exceeding 0.4 hectares whichever is the less, and will be subject to scrutiny and valuation by the valuation Office.

(e) Duty House - Nairobi - City Council

(i) The following posts shall carry free unfurnished quarters excluding lights and water.

-Resident Obstetrician.

-Chief fire Officer

-Assistant Chief fire Officer

-Fire Officer

-Superintendent - Water Treatment Works - Kabete

-Superintendent Ruiru Dam

-Superintendent Sasumua Dam and Treatment Works.

-Funeral Superintendent.

-Assistant Funeral Superintendent.

-Funeral Assistant.

-Pound Master.

-Assistant Chief Inspector (Ngethu)

-Assistant Dam Superintendent (Kabete)

-Assistant Superintendent (S.D & T.W.) Dandora

-Senior Ambulance Supervisor

-Sergeant

-Corporal

-Water works Superintendent (Ngethu)

PUMWANI MATERNITY HOSPITAL AND NEW MATERNITY UNITS

-Medical Officer (full time)

-Matron

-Assistant Matron.

-Nursing Sisters

-Clinical Officer and Medical Staff.

(ii) An Officer who refuses to occupy the Duty House shall not be entitled to receive house allowance. Where Duty house is not available, the Officer shall be paid house allowance in accordance with clause No. 10

11.HOURS OF WORK

(a) The hours of work in respect of an office formerly under Appendix A of the outgoing Terms and Conditions of Service, other than a member of the Fire Brigade shall be as prescribed by Government Circular D.P.M 52/13/1 Vol. 111, Personnel Circular No. 2 of 31d May, 1983 and any amendments thereof.

(b) A shift officer formerly under Appendix A in the outgoing Terms and Conditions of Service and Ambulance service shall be required to work Shifts of eight hours including Saturdays and Sundays, and Public - Holidays.

(c) An officer, formerly under Appendix B of the outgoing Terms and Conditions of Service, other than a watchman: or a member of the Fire and Ambulance Service but including a shift worker shall work a 45 hour week spread over five days.

(d) A shift worker, formerly under Appendix B of the outgoing Terms and Conditions of Service, other than a watchman or a member of the Fire and Ambulance service, shall be required to work 45 hours per week in shifts of 9 hours including Saturdays, Sunday and Public Holidays.

(e) Watchman shall be required to work 60 hours per week in shifts of 12 hours.

(f) A member of the Fire and Ambulance service shall be required to work 60 hours per week in shifts of 24 hours.

(g) Where a shift worker works on a gazetted public holiday, he/she will qualify for overtime as defined in clause below.

12.OVERTIME

(a) (i) Payment for overtime in accordance with arrangements approved by the Head of Department, after normal working hours for officers in Job grades 10-20 shall be paid as overtime provided that such overtime has been specifically authorized in writing by the officer's Head of Department.

(ii) For overtime worked doctors will be paid a fixed allowance determined by the Council.

(b) Overtime shall be calculated by dividing the basic salary plus house allowance.

(i) In the case of watchman by 260 hours

(ii) In the case of members of the Fire Ambulance service by 260 hours

(iii) In the case of officers working 45 hours per week, by 195 hours

(iv) In the case of all other officers, calculated daily on a prorata basis.

(c) Overtime shall be at the following rates:

(i) For time worked in excess of the normal number of hours per week at one and a half times the normal hourly rate.

(ii) For time worked on the employee’s normal rest day or gazetted public holiday at twice the normal hourly rate. Provided that an officer who qualifies for overtime in (a), (b) and (c) above may be granted equivalent time off in lieu of the overtime payment.

13.APPOINTMENTS

(a) Subject to paragraph 15 of these Term and Conditions of Service, Officers of Local Authorities shall be employed on permanent terms, provided that where for some special reasons an officer cannot be employed on these terms, he may be employed on a written contract or on temporary terms.

(b) Appointments of Job grades 1-7 shall be made by Public Service Commission as a result of a public advertisement on the recommendation of the Council or by the promotion of an officer.

(c) Appointments to the other remaining job grades shall be made by the Council unless the council otherwise resolves, in consultation with the appropriate Head of Department and the Establishment officer either as a result of a public advertisement or on the recommendation of the Head of Department by the promotion of an officer, provided that a serving officer shall not be superseded without justifiable cause.

(d) Nothing in this clause shall preclude the appointment or promotion of an officer who applied for a post in response to public advertisement.

(e) Appointments shall be made only to fill authorized vacancies within the permanent establishment.

(f) Where a serving officer has applied for a post in response to a public advertisement and has the required qualifications or experience and is recommended by the appropriate Head of Department, he shall be given priority.

(g) Effective date of appointment shall be as stated in the letter of appointment.

(h) Persons when attending interviews for prospective employment shall be reimbursed their actual expenses incurred for attending the interview.

14.TRANSFERS

(i) The clerk may transfer an Officer from one department to another, at the officers request or otherwise, with the concurrence of the Head of Department concerned and provided that such a transfer does not amount to demotion or substantial change of the officer's letter of appointment

(ii) Transfer from council to council

A transfer of an officer from one council to another, shall be in accordance with legal notice No. 201 of 14th November, 1984, Rule No. 15 ofthe PUBLIC SERVICE COMMISSION (LOCAL AUTHOURITY OFFICERS) REGULATIONS, 1984 or the LOCAL GOVERNMENT ACT CAP. 265

15.CANVASSING

Canvassing by a member in the Council directly or indirectly or any appointment or promotion under the Council shall disqualify the candidate so canvassing.

16.PROBATION

(a) Subject to the provisions of any written law, any appointment to the permanent staff shall be on probation for a period of not less than six or more than twelve months; provided that this provision shall not apply in the case of an officer who is promoted to the next senior post in a similar category to that which he already holds.

(b) An officer who has not been confirmed in his post by the council shall be entitled to one months notice to terminate his service.

(c) Where an officer has not been confirmed in his/her post within a period of twelve months after first appointment, his case shall be considered by the Establishment Committee who shall make the necessary recommendation after having interviewed the officer.

17.CITIZENSHIP

A person shall not be appointed to a pensionable post within the permanent establishment unless he is a Kenyan citizen.

18.SENIORITY

Seniority in each department shall be determined between officers of equal status by the dates upon which they took up their respective appointments, salary scale and age.

19.MEDICAL EXAMINATION

a) Before an officer is appointed to the service of the Council he must be medically examined by a medical practitioner approved in writing both by the council's medical officer of health and the medical officer appointed by the trustees of the Kenya Local government Officers superannuation fund and no appointment shall be made until a medical report in the prescribed form has been accepted as satisfactory by each of the medical officers concerned. These regulations shall not apply in the case of an officer already in the council's service whether on promotion or otherwise.

(b) An officer may be required to be medically examined by the Medical Officer of Health or by a Medical Practitioner nominated by a Medical Officer of Health, in the following circumstances:

(i) At any time during a period of absence from duty owing to sickness.

(ii) At any time if, in the opinion of the Medical Officer of Health, such an examination would be in the interest of the Council or of the Officer.

(c) The expenses of any medical examination required under paragraphs (a) and (b) of this clause shall be paid by the Council.

20.MEDICAL ATTENTION

(a) Free public medical attention is normally provided at hospitals and local authorities’ health centres, dispensaries and clinics. The council will reimburse the medical expenses incurred in attendance at private hospital, dispensaries or clinics except hereunder provided.

(b) Where an officer or his/her spouse or dependent children under 21 years of age has been admitted to the general ward of a hospital and a charge is made for medical or surgical treatment other than a treatment of a maternity case, the cost will be met by the council.

(c) The cost of dental treatment or, by provision of dentures or spectacles will be met by the council.

(d) Where surgical or medical appliances are prescribed, the officer shall make an application to the council for a contribution towards the cost thereof.

(e) HIV/AIDS shall be handled like any other disease both at work place and hospitals.

21.SUPERANNUATION AND PROVIDENT FUNDS

(a) Subject to the provision of clause 21 (b) below no person over 45 year shall be appointed to the permanent staff.

(b) Subject to the provisions of clause 21 (c) below no person shall be appointed to be a permanent staff until he is accepted as a member of the Kenya local Government Officers Superannuation Fund, the terms of which he shall be subject or he becomes a member of the local authorities provident fund.

(c) Notwithstanding the provisions of clause 21 (a) above and subject to amendment to rule 7 of the Local Government Officers Superannuation Fund a service officer who is aged 45 years may be appointed to the permanent staff on promotion provided that an Officer who was required or who elects to remain a contributor to the councils provident fund shall continue to be a subject to the councils rules relating thereto.

22.LEAVE

(a) Leave will be granted annually to the staff subject to the exigencies of service on the following scale and subject to the following conditions, and provided that those officers currently enjoying more favorable leave days will not have their leave days reduced:

JOB GRADE NUMBER OF WORKING DAYS
1-14

15-17

18

30

28

26

(b) An officer shall not be entitled to leave until he shall first have completed six months services.

(c) Leave may be taken with approval of the Head of Department after certification by the Establishment Officer that such leave is due.

(d) The leave shall be the calendar year.

(e) Leave may be accumulated in excess of 60 working days provided that half of the annual leave entitlement is take in each year or otherwise forfeited and that any leave accumulated in excess of the 60 working days stated above shall be forfeited unless in specific cases, the council otherwise resolves. Officers who have already accumulated more than 60 days shall not forfeit the leave so far accumulated, which excess leave shall be taken within the period of 2 years.

(f) In the event of an officer having leave to his credit at the time of his ceasing to be employed by the council he shall receive pay in lieu of such leave based on the following:

Annual Salary X Number of Working days Leave Accumulated/Number of working days in the year.

(g) An officer shall be paid the amount indicated below as leave allowance once a year when proceeding on his/her leave provided the officer takes not less than half of the annual leave. Where any officer has been enjoying a higher leave allowance than the amount provided herein below, the said leave shall not be reduced. Provided further that any unspent balance of leave allowance shall be paid to the officer when next proceeding on leave regardless of the number of leave days the officer is taking.

Job Grades Percentage Annual Salary
1-10

11-18

5.0%

6.0%

(h) Study leave will be granted in accordance with resolutions approved by the Council from time to time.

(i) Leave for officers participating in sporting events will be granted in accordance with the resolutions approved by the council from time to time.

(j) No officer on leave of absence may accept any paid employment without previously obtaining the sanction of the council in writing under the hand of the Clerk.

(k) An officer may be granted unpaid leave exceeding 50 working days at the discretion of the Head of Department and with the consent of the Clerk. No unpaid leave may be taken unless all accumulated leave is exhausted.

(l) If an officer has not accrued leave to his credit and Head of Department and the Clerk are satisfied that leave should be granted on compassionate grounds, such leave up to a maximum of thirty days may be off-set against paid leave accruing in the future. No compassionate leave may be taken unless accrued leave entitlement is exhausted.

m) Where an officer is not allowed by the council to proceed on leave due to the exigencies of work, he shall be allowed to commute his leave into cash. This provision shall not however apply where leave is postponed provided the postponement is no longer than six months.

n) Where an officer retires he shall be entitled to payment 'of full leave allowance. No leave allowance shall be paid to an officer who resigns or is terminated or dismissed.

o) All applications for leave must be made in writing to the Head of Department.

23.SICKNESS

(a) An officer who is absent from duty on account of illness for any day shall furnish immediately a medical certificate to the Head of Department or Establishment Officer in respect of the period of absence.

b) An officer shall furnish expeditiously a medical certificate in the prescribed form to the Establishment Officer in all cases where he obtained medical attention towards which he may be entitled to benefits under these rules even though he is not absent from duty.

c) When an officer is absent from duty owing to an illness not caused by his/her own neglect or misconduct, he/she shall be granted sick leave with pay for six months on full salary followed by three months on half salary; provided that the period of sickness shall be ascertained by deducting from the above period on the first day of his/her absence the aggregate of the period of absence, if any, due to sickness during the twelve months immediately preceding the first days of absence. In aggregating the period of absence on sick leave, no account shall be taken for any unpaid absence on sick leave. When the Medical Officer of Health recommends mends a longer period of sick leave, the circumstances shall be reported to the Establishment Committee: who may grant further compassionate leave.

d) Where the Medical Officer of Health requires on officer who is under sick leave to move to another area approved by the Medical Officer of Health, free transport may be granted within Kenya by the most appropriate method of public transport.

24.MATERNITY LEAVE

(a) Female officers shall be entitled to maternity leave in accordance with provision of section 29 of the Employment Act, 2007 which stipulates that a woman officer shall be entitled to three months maternity leave with full pay, and shall; not forfeit her annual leave.

(b) Maternity leave may be taken approximately one month before the expected day for confinement and an application for maternity leave should be submitted to the appropriate Head of Section at least one month before the commencement of leave.

(c)PATERNITY LEAVE

A male employee shall be eligible for two weeks paternity leave without forfeiting his annual leave.

25.UNIFORMS

Officers who are required by the council to wear uniforms shall be issued with two sets of uniforms in each year in accordance with the following conditions:

(a) The officer shall wear his uniform at all times when on duty unless he is ordered by the Head of Department not to do so. He shall not wear his uniform at any time other than when proceeding to or from duty co on duty.

(b) Officers shall maintain their uniforms in a clean and serviceable condition. For this purpose a monthly issue of one kilogram of washing soap will be made to each officer.

(c) Uniforms become the property of the officer to whom they have been issued on the issue of new uniforms provided that the badges or lettering identifying the uniform with the Council shall thereupon be removed.

(d) Any officer whose services are terminated for whatever cause may be required by the Head of Department to surrender

26.PROTECTIVE CLOTHING

Employees engaged in duties which in the opinion of the Council require the wearing of protective clothing shall be provided with such clothing such shall however remain the properly of the Council and the custody of which when not in use shall be as directed by the Head of Department.

27.SAFARI ALLOWANCE

(a) Where an officer who is on Council's duty, with the approval of the Head of Department has to stay overnight outside the council's area of jurisdiction, he shall be granted a safari allowance in the manner indicated hereunder:

Salary Scale Rate Per day Kshs.
1-4

5-9

10-12

13-16

17- 18

10,000.00

8,000.00

6,000.00

5,500.00

4,000.00

(b) Where an officer who is on County Council duty, with the approval of the Head of Department has to stay overnight within the council's area of jurisdiction, he shall be granted safari allowance to be determined by the Council. Eligibility for this allowance and the period of absence from the permanent station will be determined in each case, by the Council taking into account such factors as the distance, mode of travel, nature of assignment and the time taken to travel from the permanent station to a specified destination. Such an allowance shall not exceed the rates set out in clause 27 (a) above.

Provided that those officers traveling on duty away from their normal place of employment shall be entitled on production of receipts to higher rates than those specified in clause 27 (a) if they can prove there were no cheaper boarding and lodging facilities in that specified destination.

(c) Where an officer who is on council's duty with the approval of the Head of Department as in (a) and (b) but the duty does not involve overnight stay, he will qualify for the refund of a reasonable cost of meals but not less than the allowance applicable to Government employees of equivalent grade. No refund will be made for beverages and drinks consumed between meals.

28.TRANSPORT

(a) General

It is the responsibility of the officer to be at his/her appointed place of work at the prescribed starting time each day. The Council does not undertake to provide transport to work from officer's home but where in the interest of efficiency it is considered desirable to provide such transport the head of department may make suitable arrangements.

(b) Bicycle Allowance

Where an office is required to use his bicycle to perform council duties then such an officer shall be paid an allowance of Kshs. 450.00 per month.

(c) Mileage Allowance

Where required by the council for the due performance of his duties, an officer shall provide his own transport and will receive therefore such rate of allowance as the council may determine from time to time.

29.TERMINATION OF EMPLOYMENT

Subject to the provisions of the local government officers Superannuation fund rules, relevant Provident fund rules, the Public Service Commission (Local Authority Officers) Regulations and any written law, an officer's employment may be terminated in the following ways:

(i) Retirement

a) The council shall call upon an officer to retire from its service at any time following the officer attaining the age of 60 years and a notice of retirement shall be given to the officer six months in advance of the 60th birthday provided that an officer may exercise the option to retire on or after attaining the age of 55 years by giving six months notice.

b) Provided that persons with disabilities shall retire at the age of 65 years with an option to retire early as under a) above.

c) Where documentary evidence of an officer’s age is unobtainable or inconclusive, his assumed aged will be determined by reference to the date in his identity card together with the recommendations of the Medical Officer of Health, and in such case the anniversary of his birthday shall be deemed to be 31st December. Any appeal will be heard by an independent medical officer.

c) In the case of an officer who has expressed a wish to retire or whom the Council has required to retire, such officer shall be entitled to take as terminal leave any leave which he has accrued, and the date of his retirement shall be deemed to be the day following the last day of his terminal leave. During such leave he/she shall be entitled to engage in other employment but shall not be entitled to medical benefits nor shall there be accrued any additional leave, but such leave shall be contributory service for pension purposes.

d) If in the opinion of the medical officer of health, an office is permanently incapable of carrying out his duties by reason of bodily or mental infirmity, he may be retired from the service of the council notwithstanding that he has not attained the normal retirement age.

e) An officer should be able to collect his full retirement benefits as near as possible to the day of retirement. Where it is not possible to pay out the full entitlement, the officer shall be employed on temporary basis until paid subject to a replacement not being employed until the officer’s services are completely terminated.

(ii) Termination or resignation

An officer may be lawfully terminated or resigned from employment in the following ways:

(a) In the case of an officer in salary scales 16 - 18 or any office on probation, by one month's written notice over the signature of the Town Clerk or one month’s written notice given by the officer to the Clerk or one month's salary in lieu therefore.

(b) In the case of an officer in salary scales other than those specified in (a) above, three months written notice over the signature of the Clerk on the Authority of the council or three months written notice given by the Officer to the Clerk or three month's salary in lieu thereof

(c) Resignation by an officer other than a Head of Department and a Clerk shall be forwarded to the clerk through the Head of Department and the officer’s termination shall be on the recommendation of the Head of Department.

(iii) Unauthorized absence from duty

An officer who absents himself from duty without permission for a continuous period of not less than 14 days shall be deemed to have absconded without notice with effect from the first day of absence. In such a case the Head of Department may, in consultation with the Establishment Officer, withhold from any payments due to the officer such sum of money equivalent to month's wages in lieu of notice, following the council's decision.

30.SUSPENSION

(a) Where in the opinion of the Head of Department, an officer has been found guilty of an act or omission incompatible with the due and faithful discharge of his/her duties, the Head of Department may, subject to the provision of any act or rule for the time being in force, PUBLIC SERVICE COMMISSION (LOCAL AUTHORITY OFFICERS) REGULATIONS, 1984, Rule No. 24, suspend such an officer from duty until the matter has been investigated. The maximum period of suspension to be three months. During such suspension the officer shall not be entitled to receive any pay except where, in the opinion of the Head of Department, the alleged offence is unlikely to involve the council in financial loss, in which case the officer shall be entitled to receive half pay.

(b) Where criminal proceedings which involve council's interests have been instituted against an officer the Head of Department may, subject to the provisions of any Act or Rule for the time being in force suspend such officer from duty without pay until the criminal proceedings have been concluded.

(c) An officer who has been suspended pending the conclusion of criminal proceedings shall not be terminated or dismissed on any charge which raises a substantially similar issue to that on which he has been acquitted by the court.

(d) Where an officer who has been suspended is subsequently reinstated, he shall be entitled to receive full pay in respect of the period of suspension.

31.INTERDICTION

Regulation 23 of the Public Service Commission (Local Authority Officers) Regulation shall apply.

32.DISCIPLINE

Where in the opinion of the Head of Department an officer has been guilty of an act or omission incompatible with the due and faithful discharge of his duties, the Head of Department shall either:

a) Warn the officer in writing according to the following procedure:

(i) The first and second warnings shall be entered in the officer's employment record and the shop steward of the union shall be informed accordingly.

(ii) The second warning shall be copied to the Branch Secretary of the union.

(iii) If an officer who has already received two warnings commits a third misconduct, he shall be liable to dismissal subject to the Public Service (Local Authority Officers) Regulations (1984).

(iv) Where an officer feels aggrieved by any warning, he shall have a right to appeal against such a warning.

Provided that where an officer completes two hundred and ninety two working days from the date of the second warning without further misconduct, any warning entered in this employment record shall be cancelled.

b) Recommend the withholding of increments within the provision of clause 6 of this code in accordance with the Public Service (Local Authority Officers) Regulations, 1984.

c) Recommend to the clerk to council that the appropriate disciplinary action be taken.

33.GRIEVANCES

An officer who has a matter to raise or who is aggrieved by a decision affecting his terms and conditions of employment is entitled to take the following action:

(a) In the first place he may seek an interview with his Section Head or immediate supervisor who will endeavor to settle the matter, if necessary in consultation with the Establishment officer and the Union's sectional representative.

(b) If he is not satisfied he may submit his complaint in writing to the Head of Department who will take if necessary in consultation with Trade Union Officials and the Establishment Officer and the Clerk, whatever action he thinks appropriate.

(c) If he is still not satisfied he may report the matter to the appropriate Branch of the Union or such other body as may be authorized to make representations on his behalf to the council. If he is not entitled to be represented by the union or other authorized body he may request the Head of Department to refer his complaint to the appropriate committee of the council.

(d) An officer may appeal directly to the Public Service Commission.

34.REDUNDANCY

Redundancy shall be carried out in accordance with the provisions of the Employment Act, 2007 and paragraph 15 of the Regulation of wages (General) Order, 1982.

35.CONFIDENTIAL REPORTS

(a) The Council may call for a confidential report on any officer from the Head of his Department and any adverse information contained in such confidential report shall be communicated by the Head of Department to the Officer concerned before the report is submitted to the appropriate committee and if so decided by the committee and the council, placed in the Officers personal file.

(b) Any such confidential report containing an adverse criticism of an officer or any other entry placed in an officer's personal file at the request of the Head of Department which contains an adverse criticism of an officer shall be initialed by the officer making the report, the officer whom it may concern and the Head of his Department.

(c) Any report or entry such as mentioned in the preceding paragraph may after not less than six months satisfactory service from the date of such report or entry be reviewed by the Head of Department concerned who may if he thinks fit recommend to the Council the removal from the file of such report. In the case of an entry which had not been called for by the council but by the Head of Department concerned that entry may be removed by the Head of Department on his recommendation.

(d) An officer may inspect his personal file at any time in the presence of the Establishment Officer and with the knowledge of the Head of Department

36.LOSS OR DAMAGE OF COUNCIL PROPERTY

Where loss or damage to council property occurs, including loss of money through the careless, negligent or malicious act or omission of an officer he shall be required to meet the whole or part of the cost of such loss or damage as determined by the council.

37.PURCHASE OF MOTOR VEHICLES, MOTOR CYCLES AND BICYCLES UNDER COUNCIL GUARANTEE OR LOAN SCHEME

(a) An officer may apply through the Head of Department to Treasurer requesting the Council to guarantee an advance or give the officer a loan to assist the officer to purchase a motor vehicle or motor cycle in accordance with such scheme as the council may from time to time determine and/or with conditions laid down by the Ministry of Local Government.

(b) Councils may advance a sum not exceeding 100 per cent the cost of the purchase of a bicycle, such an advance to be payable by deduction from wages over a period not exceeding 48 months.

38.PUBLIC STATEMENTS

(a) An officer shall not unless authorized by the Council or the Clerk make statements to the press, radio or Television or other organization in regard to council matters.

(b) An Officer while acting in his capacity as a duly appointed officer of the union may comment or make statement to the press or other agency of public information on matters affecting the council appertaining to terms and conditions of service.

39.INDEMNITY

Where any matter or thing done or omitted to be done by an officer when lawfully and in good faith executing any of the duties required to be done by him/her by any Act or Regulation, Rules or by-laws made there under or by any direction of the Council subjects such officer to any personal liability or claim whatsoever, the Council shall refund to the officer concerned any expenses incurred by him and where the Council so decides, arrange for the officers legal defense in any proceedings that may be taken against him/her.

40.PREVENTION OF CORRUPTION

(a) The attention of the staff is drawn to the provisions of the Prevention of Corruption Act (Cap. 65).

(b) Where an officer or a member of his family is offered a present or bribe in such circumstances that if accepted would amount to a contravention of the Prevention of Corruption Act (Cap. 65), the officer shall report the fact to the Head of Department concerned and the Clerk as soon as possible.

41.HARDSHIP ALLOWANCE

Hardship allowance at the rate of 30 percent of an officer's basic salary, subject to a maximum of Kshs1,600.00 per month for a married officer or Kshs.800.00 per month for a single officer will be payable to all officers in the following hardship areas irrespective of whether they are normally resident in those areas.

a)North Eastern Province.

b)lsiolo District

c)Marasabit District

d)Samburu District

e)Tana River District

f)Turkana District

g)West Pokot Distrct

h)Baringo District (excluding Eldama Ravine Division)

i)Lamu District

In addition to the above shall apply to the current gazetted areas and as amended by the Government from time to time:

42.GRATUITIES

Gratuities where applicable shall be paid to the officers of the council in accordance with the Rules governing such scheme

43.HONORARIUM ALLOWANCE

Additional remuneration for extraneous service may at the discretion of the Council be granted in exceptional circumstances and in respect of duties in addition to and absolutely distinct from those contemplated in a particular officer’s substantive appointment.

44.TUITION FEES

a) The council may advance 100% of the annual tuition fees payable by an officer taking an approved course. Such advance shall be repayable to the councils by equal monthly installments by deduction from the officer's salary during the 12 months following the date the advance is made.

(c) In event of the officer being successful in passing the course examination for which he was studying the council shall reimburse to the officer the whole of the tuition fees paid by him/her. No reimbursement shall be made by the council in respect of text-books or other equipment and that reimbursement shall be limited to one qualification per office. Examination fees will be payable by the council.

45.BONUSES

(a) Dirty and Heavy Work Bonuses

Dirty and Heavy work bonuses will be paid to such classes of employees or for such types of work as may be determined by the councils at the following rates:

Dirty work Kshs. 100.00 per Month

Heavy work Kshs. 100.00 per Month

Dirty & Heavy Work Combined Kshs. 200.00 per month

(b) Proficiency Driving Bonus

Officers engaged as drivers shall after 6 months continuous service in the case of Nairobi and Mombasa and one year's continuous service in the case of the drivers engaged by other councils to be eligible for the payment of a proficiency bonus of Kshs. 200 per month

(c) The Head of Department may, if he thinks fit authorize the withholding or part or all the bonus over the continuing period from the officer who fails to carry out his duties to the satisfaction of the Head of Department

46.DUTIES

(a) An officer shall devote his time to the service of the council and shall not without express permission in writing under the hand of the Clerk, engage in any other service or work or receive any pay or commission of any kind therefore.

(b) An Officer shall faithfully and diligently carry out the duties of his post and any other duties which Clerk or Head of Department or any Officer obtain permission of the Clerk or the Head of Department.

47.MEETINGS

(a) Where officers of the appropriate branch of the Kenya Local Government workers union wish to hold a meeting on council premise they must obtain permission of the Clerk or the Head of Department.

(b) All meetings of officers to discuss matters relating to the terms and conditions of service, whether in conjunction with the union officers or otherwise, shall be held outside working hours, provided that, in exceptional circumstances the Clerk may authorize a meeting during working hours.

48.ADDRESS OF NEXT OF KIN

The clerk shall be informed by officers of a home postal address and changes thereto as they occur to which communications intended for relatives or friends may be sent.

49.CERTIFICATE OF SERVICE

Officers on leaving the councils service shall be furnished with a Certificate of Service in the form prescribed in the Employment Act. Any other form of testimonial or letter may be issued under the hand of the Clerk.

50.ACCEPTANCE OF TERMS AND CONDITIONS OF SERVICE

A copy of these terms and conditions of service printed in English shall be given to an officer on his first engagement and he shall thereby be deemed to have accepted them.

51.MEDALLION AWARD

An officer retiring from the services of a council, not on account of discipline, shall be paid Medallion Award at the following rates:

Nairobi City Council

Category Years of Service Amount
A 1-15 30000
B 16-20 40000
C 21-24 65000
D OVER 25 90000

Other Councils

Category Years of Service Amount
A 1-10 25000
B 11-20 40000
C 21 ABOVE 50000

NB. The rates applicable to Officer working in the City Council of Nairobi that may be higher than the above rates shall remain applicable.

52.COMMUTER ALLOWANCE

The councils shall pay commuter allowance to each employee at the following rates:

Cities: Kshs.3, 000 per month

Other Councils: Kshs.2, 000 per month

53.DEATH GRATUITY

In the event of death of an officer in service, a council shall pay to his/her family Kshs.75, 000/- to assist defray funeral expenses.

54.RISK ALLOWANCE

An officer who works in risky environment shall be paid risk allowance at the rate of Kshs.1, 000/- per month. The category of employees to be paid the allowance shall be firemen, health service providers, mortuary attendants, askaris, nurses and doctors and additionally as may be identified by a council provided that councils paying higher rates shall continue paying those rates.

55.NON-PRACTISING ALLOWANCE

An officer registered with a recognized professional body shall be paid non-practicing allowance of Kshs.5, 000/- per month to encourage and retain professionalism in the councils provided that councils paying higher shall continue paying at their rates.

56.OUT OF POCKET ALLOWANCE

An officer attending a fully sponsored course or a seminar outside a duty station shall be eligible for payment of out of pocket allowance at 25% of the applicable per diem for a maximum of 15 days.

57.MEDICAL SCHEME

Individual councils shall provide a Medical Scheme within their reasonable means without discrimination whatsoever.

58.EFFECTIVE DATE AND DURATION

The salaries and terms and conditions of service shall be effective from 1st September 2012 for two years and shall remain in force for two years until and unless amended by mutual agreement, provided that a party wishing to amend these terms and conditions of service shall give one month’s notice specifying clearly the amendments required.

SIGNED: FOR AND ON BEHALF OF THE ASSOCIATION OF LOCAL GOVERNMENT EMPLOYERS.

………………………………………………………………………..

CLLR. SAMUEL NYANGESOJACQUELINE MUGO

CHAIRMANEXECUTIVE SECRETARY

…………………………………

H. O. OKECHE

DEPUTY EXECUTIVE SECRETARY

…………………………………

CLLR. CYPRIAN KANG’ERI

DEPUTY CHAIRMAN ALGE

SIGNED: FOR AND ON BEHALF OF THE KENYA LOCAL GOVERNMENT WORKERS UNION

…………………………………………………………………………

BONFACE MUNYAOJ.M. OLE APALE

NATIONAL GENERAL SECRETARY.DEPUTY NATIONAL GEN. SECRETARY

WITNESSED BY:

…………………………………..……………………………………..

MARY N. MURONGOROMICHAEL M. WACHIRA

NATIONAL CHAIRMANNATIONAL TEASURER

SIGNED AT NAIROBI …………… DAY OF ………………… 2012

ANNEX

MEMORANDUM OF AGREEMENT

MEMORANDUM OF AGREEMENT BETWEEN THE ASSOCIATION OF LOCAL GOVERNMENT EMPLOYERS AND THE KENYA LOCAL GOVERNMENT WORKERS UNION OF THE CONSTITUTION OF THE NATIONAL JOINT NEGOTIATING COUNCIL AS PROVIDED FOR IN SESSIONAL PAPER NO. 12 OF 1967 ISSUED BY THE GOVERNMENT OF KENYA

1.TITLE AND COMMENCEMENT

The Local Government National Joint Negotiating Council (hereinafter called ‘The Council’ shall be deemed to have been established as from 1st January 1968.

2It is agreed that the wages and salaries of the employees by Local Authorities in Kenya, the hours of work and other conditions of service shall be negotiated by Committees set up by the Council who shall have full power to reach a decision for submission to the Minister of Local Government.

3.NATIONAL NEGOTIATIONS

In accordance with the terms of Clause 2 hereof, the parties jointly and severally declare that unless and until the adherence to this Agreement is terminated in the manner hereinafter provided they will not permit, endorse, sanction or otherwise condone any claim or agreement affecting any matters included in negotiations other than on a national basis except that there shall be suitable variations as provided for in clause 4 covering the different types of Local Authorities. The parties will use all means in their power to prevent or nullify any such claim or agreement.

4.COMMITTEE

It is agreed by both parties that committees of the Council shall be formed with full power to negotiate.

5.MEMBERSHIP

(a)The Council shall consist of not more than 20 members, half of whom 20 shall be employer representatives and nominated by the Association of Local Government Employers and half shall be workers representatives nominated by the Kenya Local Government Workers Union.

(b)The Ministry of Local Government shall nominate an observer to serve on the council but he shall not be entitled to vote, although he may contribute to discussions.

(c)The membership of the Council shall be reviewed after Local Authorities Elections or Kenya Local Government Workers Union elections as the case may be. The normal appointment of the members shall be notified by the parties concerned to each other.

(d)Casual vacancies occurring during the year shall be filled by the body which appointed the members whose place has become vacant.

(e)Members may nominate a substitute who shall be entitled to attend the meetings, participate in discussions and when the substantive members is absent to vote in his place.

(f)Advisors may attend meetings of the Council or Committees.

6.FUNCTIONS

The duties of the Council shall be to negotiate between the parties concerning the rates of pay and overtime, hours of work, method of wage payment, paid leave, duration of employment, collection of union dues, medical benefits, principles of redundancy, and training, insurance schemes and other terms and conditions of service. It is recognised that the committee may negotiate on a separate basis as between manual workers and staff employers.

7.MEETINGS

(a)The Council shall meet as and when required or by one month’s notice given by either party to the other.

(b)The committees shall meet when necessary in order to conduct negotiations concerning the appropriate sphere of influence of each committee.

8.NOTICE OF MEETINGS

21 days notice shall be given of each meeting of the Council and at least seven clear days notice of all committee meetings. The agenda papers and all relevant documents shall be circulated to members of the Council and to members of the committee along with the notice calling the meeting.

9.OFFICERS

The Council shall from within its own members elect a Chairman and a Vice Chairman, also two Joint Secretaries, one appointed by the employers’ side and one by the workers side of the Council. Similarly, the committees shall from within its own members each select a Chairman, Vice Chairman and Joint Secretaries.

10.EXPENSES

The expenses incurred by the Council shall be borne separately by each of the parties and no accounts shall be kept by the Council as such.

11.MEMBERS’ EXPENSES

The expenses of the members of the Council attending meeting of the Council or meetings of the committees shall be met directly by the party they represent.

12.Members of the Council or any of its committee who may be employed by a Local Authority shall be granted paid leave in order to attend meetings.

13EMPLOYEES REPRESENTATIVES

Employees’ representatives shall be able to discharge their duties as members of the Council or any of its committees in an independent manner without fear that their individual relations with Local Authorities should be affected in any way by any action carried out by them in good faith when acting in a representative capacity.

14.QUORUM

Half of the members of the Council on each side of the Council shall constitute a quorum at any meeting of the Council or any of its committees.

15.VOTING

Voting shall be by show of hands unless any member requests a ballot and this is accepted by a majority of the Council or committees. Any decision to be binding must be carried out by majority votes on each side of those present and voting: the Chairman shall have one vote only as a member of the Council

16.PRIVATE CONSULTATION

Should either side desire to retire for private consultation during any sitting it shall be allowed to do so.

17.FAILURE TO REACH AGREEEMENT

In the event of failure to reach a settlement at any of the committee meetings either party may refer the dispute to a meeting of the whole Council and in the event of still failing to reach agreement the matter shall be referred to the Consultative Committee appointed by the Minister for Local Government or either party may invoke the provisions of the Trade Disputes Act, 1965.

18.VARIATION OF RULES

Any of the rules mentioned in this agreement may be varied by either party giving three months notice in writing to both the Joint Secretaries. Following such notice the proposed amendment will be discussed at a meeting of the Council and thereafter normal procedure will take effect as outlined in paragraph 17.

JOB GRADES AND SALARY

SCALES EXCLUSIVE OF HOUSE ALLOWANCE

Scale 1

Salary Scale

£44,967 X £870 - £46,050 X 1083 - £64,461p.a.

1. Town Clerk (Nbi))

Scale 2

Salary Scale

£42,357 x £870 - £46,050 x £1083 - £59,046p.a.

1.Town Clerk (Msa)

2.Deputy Clerk (Nbi)

3.City Engineer (Nbi)

4.Director of City Planning and Architecture (Nbi)

5.Director - H.D.D. (Nbi)

6.Director - City Inspectorate

7.General Manager (Nbi)

8.Medical Officer of Health (Nbi)

9.City Treasurer (Nbi)

10.City Education Officer (Nbi)

11.Director of Social Services & Housing (Nbi)

Scale 3

Salary Scale

£40,617 x £870 - £46,050 x £1,083 - £56,880p.a.

1.Clerks(Mun./Counties)

2.Assistant Town Clerk (Nbi)

3.Deputy Town Clerk (Msa)

4.Municipal Engineer (Msa)

5.Deputy City Engineer (Nbi)

6.Deputy Director Architecture (Nbi)

7.Deputy Director (Planning)

8.Deputy Director (Valuation)

9.Deputy Director (Land Surveying)

10.Deputy Director (Quantity Surveying)

11.Director - H.D.D. (Msa)

12.Deputy Director - City Inspectorate

13.Deputy General Manager (Commercial/Engineering) (Nbi)

14.M.O.H. (Msa)

15.Deputy M.O.H. (Pumwani)

16.Medical Consultant (Nbi)

17.Deputy City Treasurer

18.Town Treasurer (Msa)

19.Deputy City Educational Officer

20.Municipal Education Officer (Msa)

21.Director of Social Service & Housing (Msa)

22.Deputy Director of Social Security (Nbi)

Scale 4

Salary Scale

£37,137 x £870 - £46050 x £1,083 - £51,465p.a.

1.Town Clerk (Town Council)

2.Chief Council

3.Computer Manager (Nbi/Msa)

4.Assistant Town Clerk (Msa)

5.Deputy Town Clerk (Msa CC)

6.Deputy Municipal Engineer (Msa)

7.Municipal Engineer (O.M.)

8.County Engineer

9.Assistant City Engineer (Nbi)

10.Deputy Director - H.D.D. (Msa)

11.Assistant Director - H.D.D. (Msa)

12.Director - H.D.D. (0.M.)

13.Assistant Director City Inspectorate

14.General Manager (0.M)

15.Assistant General Manager (Nbi) (Commercial/Engineering)

16.M.O.H. (O.M.)

17.Deputy M.O.H. (Msa)

18.Assistant M.O.H. (Nbi)

19.Assistant City Treasurer (Nbi)

20.Deputy Town Treasurer (Msa)

21.Treasurer (Mun./C.C.)

22.Assistant City Education Officer

23.Deputy M.E.O. (Msa)

24.M.E.O (OM)

25.Assistant Director - Architecture

26.Assistant Director – Planning

27.D.S.S.H. (O.M.)

28.Deputy Director S.S. & H. (Msa)

29.Assistant D.S.S.H. (Nbi)

30.Assistant Director - Valuation

31.Assistant Director - Land Survey

32.Assistant Director - Quantity Survey

33.Chief Public Health Officer (Nbi)

34.Chief Nursing Officer (Nbi)

35.Chief Pharmacist (Nbi)

36.Chief Nutritionist (Nbi)

37.Chief Clinical Officer (Nbi)

38.Chief Laboratory Technoligist (Nbi)

39.Chief Medical Officer (Nbi)

40.Chief Advisor to Schools

Scale 5

Salary Scale

£34,527 x £870 - £46,050 x £1,083 - £50,382p.a.

1.Principal Counsel

2.Computer Systems Analyst (Nbi/Msa)

3.Principal Establishment Officer (Msa/Nbi)

4.Assistant Clerk (Mun./C.C.)

5.Deputy Town Clerk (T.C.)

6.Assistant Municipal Engineer (Msa)

7.Town Engineer (T.C.)

8.Chief Asst. Engineer (Nbi)

9.Deputy Municipal Engineer (0.M.)

10.Deputy County Engineer

11.Principal Lan Survey (Nbi & Msa)

12.Principal Quantity Surveyor

13.Assistant Director - H.D.D. (O.M.)

14.Deputy Director - H.D.D. (O.M.)

15.Chief City Superintendent (Nbi/Msa)

16.Deputy General Manager (O.M.)

17.Deputy M.O.H. (0.M.)

18.Senior Medical Officer

19.Principal Architect

20.Assistant Town Treasurer (Msa)

21.Deputy Treasurer (O.M./C.C.)

22.Assistant Director of Finance (Msa)

23.Town Treasurer (T.C.)

24.Assistant M.E.O. (Msa)

25.Deputy E.E.O. (O.M.)

26.Assistant Director Technical

27.Principal Land Survey (O.M.)

28.Chief Accountant (Nbi)

29.Deputy Chief Advisor to School

30.Assistant D.S.S.H. (Msa)

31.Assistant Director Comm.Dev. (Msa)

32.Deputy D.S.S.H. (O.M.)

33.Senior Education Officer (Nbi)

34.Chief Revenue Officer (Nbi)

35.Chief Internal Auditor (Nbi)

36.Principal Valuer

37.Principal Planner

38.Assistant M.O.H. (Msa)

39.Chief Mechanical Engineer

40.Deputy Chief Public Health Officer (Nbi)/Chief Public Health Officer (Msa & O.M.)

41.Deputy Chief Nursing Officer (Nbi) Chief Nursing Officer (Msa/O.M.)

42.Deputy Chief Pharmacist (Nbi) Chief Pharmacist (Msa/O.M.)

43.Deputy Chief Nutritionist (Msa & O.M.)

44.Deputy Chief Clinical Officer (Nbi) Chief Clinical Officer (Msa & O.M.)

45.Deputy Chief Laboratory Technologist (Nbi) Chief Laboratory Technologist (Msa & O.M.)

46.Principal Tutor

47.Matron Pumwani Maternity

48.Paymaster (Nbi)

49.Chief Fire Officer (Msa & Nbi)

50.Chief Chemist

51.Principal Development Control Officer

Scale 6

Salary Scale

£32,787 x £870 - £46,050 x £1,083 - £47,133p.a.

1.Senior Counsel

2.Senior Establishment Officer (Nbi & Msa)

3.Deputy Town Engineer (T.C.)

4.Chief Public Relations Officer

5.Assistant Municipal Engineer (0.M.)

6.Principal Assistant Engineer (Nbi & Msa)

7.Workshop Manager

8.Assistant Chief Revenue Officer (Nbi) Chief Revenue Officer (Msa)

9.Senior Architect

10.Senior P1anner

11.Senior Land Surveyor

12.Senior Valuer

13.Senior Quantity Surveyor

14.Senior Superintendent (Nbi & Msa)

15.Senior Chemist

16.Assistant Chief Public Health Officer (Nbi) Deputy Chief P.H.O. (Msa & O.M.)

17.Assistant Chief Nursing Officer (Nbi) Deputy Chief Nursing Officer (Msa & O.M.)

18.Assistant Chief Pharmaceutical Technologist (Nbi) Deputy Chief

Pharmaceutical Technologist (Msa & O.M.)

19.Assistant Chief Clinical Officer (Nbi) Deputy Chief Clinical Officer (Msa & O.M.)

20.Chief Librarian

21.Deputy Town Clerk (TC)

22.Assistant Treasurer (0.M./C.C.)

23.Chief Administrative Officer

24.Chief Economist/Statistician

25.Assistant Chief Advisor to Schools

26.Chief Housing Officer

27.Principal Assistant Paymaster

28.Deputy Chief Fire Officer (Nbi & Msa)

29.Chief Sociologist

30.School Staffing Officer

31.Medical Officer 1

32.Assistant Chief Nutritionist

33.Assistant Chief Laboratory Technologist

34.Assistant Chief Internal Auditor (Nbi) Chief Internal Auditor (Msa)

35.Assistant Chief Accountant (Nbi) Chief Accountant (Msa)

36.Systems Analyst 1

37.Pharmacist 1

38.Senior Development Control Officer

39.Chief Warden

40.Senior Superintendent (Inspectorate)

41.Senior Funeral Superintendent

Scale 7

Salary Scale

£29,829 x £609 - £31,917 x £870 - £43,227p.a.

1.Counsel

2.Senior Establishment Officer

3.Engineer 1

4.Transport Manager

5.Superintendent 1

6.Assistant Chief Fire Officer (Nbi & Msa)

7.Senior Family Welfare Officer

8.Senior Public Relations Officer

9.Chief Building Works Inspector (Msa)

10.Architect 1

11.Surveyor 1

12.Valuer 1

13.Planner 1

14.Quantity Surveyor 1

15.Chemist 1

16.Senior Nursing Officer

17.Senior Pharmaceutical Technologist/Lab. Technologist

18.Senior Clinical Officer

19.Senior Assistant Chief Librarian

20.Senior Purchasing/Supplies Officer

21.Economist/Statistician

22.Principal Administrative Officer

23.Development Control Officer 1

24.Principal Administrative Officer

25.Senior Assistant Paymaster

26.Senior Assistant Chief Architect

27.Communication Officer

28.Land Surveyor I

29.Senior Public Health Officer

30.Senior Radiographer

31.Pharmacist II

32.Senior Nutritionist

33.Senior Revenue Officer

34.Senior Assistant Engineer

35.Education Officer I

36.Assistant Chief Housing Officer

37.Senior Community Development Officer

38.Senior Welfare Officer

39.Senior Statistical Officer

40.Senior Advisor to School

41.Medical Officer II

42.Senior Internal Auditor

43.Senior Accountant

44.Systems Analyst II

45.Supervisor Family Welfare

46.Senior Caterers

47.Assistant Chief Warden

48.Funeral Superintendent I

Scale 8

Salary Scale

£28,005 x £609 - £31,917 x £870 - £40,617p.a.

1.Assistant Counsel

2.Senior Assistant Establishment

3.Senior Administrative Officer

4.Public Relations Officer

5.Engineer II

6.Assistant Transport Manager

7.Nursing Officer I

8.City Hall Administrator

9.Superintendent II

10.Works Officer

11.Architect II

12.Surveyor II

13.Valuer II

14.Quantity Surveyor II

15.Land Surveyor II

16.Chemist II

17.Public Health Officer I

18.Assistant C.P.H.O.

19.Hospital Secretary I

20.Entomologist I

21.Malaria Control Officer I

22.Pest Control I

23.Systems Analyst III

24.Pharmacist III

25.Malaria & Pest Control Officer I (O.M.)

26.Senior Game Warden

27.Assistant Paymaster

28.Planner II

29.Laboratory Technologist I/Pharmaceutical Technologist I

30.Clinical Officer I

31.Assistant Chief Librarian

32.Nutritionist I

33.Purchasing/Supplies Officer I

34.Accountant I

35.Divisional Officer I (Nbi/Msa)

36.Education Officer II

37.Housing Officer I

38.Radiographer I

39.Community Development Officer

40.Welfare Officer

41.Stadium Manager

42.Family Welfare Manager

43.Revenue Officer I

44.Senior Schools Advisor

45.Executive Secretary

46.Statistical Officer

47.Medical Officer 111

48.Internal Auditor I

49.Senior Enrolled Community Nurse

50.Senior Law Clerk

51.Cateress I/House Keeper I

52.Development Control Officer II

53.Chief Telephone Supervisor

54.Principal Instructor

55.Senior Technical Inspector

56.Funeral Superintendent II

Scale 9

Salary Scale

£25,572 x £609 - £31,917 x £870 - £37,137p.a.

1.Computer Programmer I

2.Assistant Establishment Officer

3.Administrative Officer I

4.Hospital Secretary I

5.Superintendent III

6.Engineering/Technical Assistant

7.Senior Technologist

8.Clerk of Works

9.Physiotherapist

10.Planner III

11.Senior Draughtsman

12.Quantity Surveyor III

13.Land Surveyor III

14.Chemist III

15.Senior Market Inspector

16.Divisional Fire Officer II (Nbi & Msa)

17.Development Control Officer III

18.Public Relations Officer II

19.Ranch Manager

20.Farm Manager

21.Public Health Officer II

22.Nursing Officer II

23.Entomologist II

24.Malaria Control Officer II

25.Pest Control Officer II

26.Malaria & Pest Control Officer III

27.Clinical Officer II

28.Warden I

29.Forester I

30.Lodges Manager

31.Librarian I

32.Purchasing/Supplies Officer II

33.Accountant II

34.Education Officer III

35.Housing Officer II

36.Senior Assistant Community Development Officer

37.Senior Assistant Welfare Officer

38.Stadium Manager II

39.Revenue Officer II

40.Works Officer II

41.Senior Secretary (120/60w.p.m.)

42.Assistant Statistical Officer

43.Project Accountant

44.Internal Auditor II

45.Laboratory Technologist/Pharmaceutical Technologist II

46.Enrolled Community Nurse I

47.Nutritionist II

48.Architect II

49.Engineer III

50.Valuer III

51.Law Clerk I

52.Cateress II/House Keeper II

53.Principal Telephone Supervisor

54.Deputy Principal Instructor

55.Inspector I

56.Park Supervisor

57.Technical Inspector I

58.Funeral Superintendent III

Scale 10

Salary Scale

£24,252 x £510 - £24,357 x £609 - £31,917 x £870 - £33,657p.a

1.Administrative Officer II

2.Computer Programmer II

3.Laboratory Technologist I/Pharmaceutical Technologist III

4.Draughtsman I

5.Market Inspector I

6.Assistant Ranch Manager

7.Assistant Farm Manager

8.Public Health Officer II

9.Nursing Officer III (Registered)

10.Enrolled Community Nurse II

11.Senior Public Health Technician

12.Clinical Officer III

13.Senior X-Ray Technician

14.Assistant Physiotherapist

15.Game warden II

16.Forester II

17.Assistant Community Development Officer

18.Assistant Lodge Manager

19.Librarian II

20.Public Relations Officer III

21.Purchasing Officer III

22.Supplies Officer

23.Accountant III (CPA II)

24.Printing Supervisor

25.Housing Officer III

26.Estates Officer I

27.Assistant Welfare Officer

28.Stadium Manager III

29.Senior Sports Officer

30.Internal Auditor III

31.Revenue Officer III

32.Works Officer III

33.Licensing Officer I

34.Development Control Assistant

35.Statistical Assistant

36.Valuation Assistant I

37.Surveyor Assistant I

38.Graduate Trainee (Electrical)

39.Entomologist III

40.Malaria Control Officer III

41.Pest Control Officer III

42.Senior Telephone Supervisor

43.Malaria E. Pest Control Officer III

44.Assistant Cleansing Officer

45.Senior Inspector

46.Senior Security Officer

47.Assistant Divisional Fire Officer

48.Enrolled Nurse I

49.Nutritionist III

50.Quantity Survey Assistant I

51.Planning Assistant I

52.Senior Parks Supervisor

53.Law Clerk II

54.Cateress III/House Keeper III

55.Senior Secretary II (100/60wpm)

56.Senior Instructor

57.Welfare Officer

58.Senior Community Development Assistant

59.Technical Inspector II

60.Senior Telephone Supervisor

61.Assistant Funeral Superintendent

Scale 11

Salary Scale

£22,212x £510 - £24,357 x £609- £31,917p.a

1.Administrative Officer III

2.Senior Secretary I

3.Technical Inspector

4.Technologist II

5.Building Works Inspector II

6.Draughtsman II

7.Security Officer I

8.Market Inspector II

9.Enrolled Community Nurse III

10.Public Health Technician I

11.X-Ray Technician I

12.Ambulance Supervisor I

13.Game Warden III

14.Forester III

15.Assistant Cateress/House Keeper

16.Librarian III

17.Senior Store Keeper

18.Supplier Assistant I

19.Fire Station Officer

20.Cleansing Inspector

21.Senior Computer Operator

22.Assistant Printing Supervisor

23.Estates Officer II

24.Senior Welfare Assistant

25.Assistant Stadium Manager

26.Sports Officer I

27.Planning Assistant II

28.Assistant Works Officer

29.Licensing Officer II

30.Statistical Assistant II

31.Valuation Assistant II

32.Surveyor Assistant II

33.Assistant Entomologist I

34.Assistant Malaria Control Officer

35.Assistant Pest Control Officer I

36.Assistant Malaria and Pest Control Officer I

37.Senior Landscape assistant

38.Municipal Fire Officer I (O.M.)

39.Principal - Homecraft Training Center

40.Senior Hydrant Inspector

41.Senior Pound Master

42.Enrolled Nurse II

43.Senior Nutritionist Assistant

44.Quantity Survey Assistant II

45.Superintendent III

46.Law Clerk III

47.Secretary II (90/50 w.p.m.)

48.Telephone Supervisor I

49.Development Control Assistant II

50.Senior Foreman

51.Inspector III

52.Instructor I

53.Inspector I

54.Funeral Assistant

Scale 12

Salary Scale:

£20,172 x £510 - £24,357 x £609 - £28,829p.a.

1.Assistant Protocol Officer

2.Computer Operations Supervisor

3.Cadet Officer

4.Assistant Technical Inspector

5.Technologist III

6.Draughstman III

7.Security Officer II

8.Market Inspector III

9.Public Health Technician II

10.X-Ray Technician II

11.Ambulance Supervisor II

12.Assistant Game Warden I

13.Senior Youth Officer

14.Assistant Forester I

15.House Keeping Assistant I

16.Senior Library Assistant

17.Store Keeper I

18.Supplies Assistant II

19.C.D.A. I

20.Trainee Accountant

21.School Meals Supervisor

22.Matron Nursery Schools

23.Printer I

24.Mosquito Inspector

25.Estate Officer III

26.Welfare Assistant I

27.Sports Officer II

28.District Youth & Adult Literacy Officer

29.Administrative Assistant

30.Planning Assistant III

31.Statistical Assistant III

32.Valuation Assistant III

33.Survey Assistant III

34.Development Control Assistant III

35.Deputy Principal - Homecraft Training Center

36.Cleansing Foreman

37.Building Works Inspector II

38.Senior Accounts Clerk

39.Assistant Entomologist II

40.Assistant Malaria Control Officer II

41.Assistant Pest Control Officer II

42.Assistant Malaria and Pest Control Officer II

43.Landscape Assistant I

44.Senior Audit Clerk

45.Senior Revenue Clerk

46.Senior Secretary II

47.Hydrant Inspector

48.Inspector II

49.Pound Master I

50.Licensing Officer III

51.Enrolled Nurse III (Entry Point)

52.Nutritionist Assistant I

53.Quantity Survey Assistant III

54.Parks Supervisor II

55.Law Clerk IV

56.Head Chef

57.Secretary (80/40 w.p.m.)

58.Nursery School Supervisor

59.Telephone Supervisor II

60.Senior Clerical Officer

61.Senior Accounts Clerk

62.Foreman I

63.Instructor II

64.Senior Mortuary Assistant

65.Senior Administration Clerk

Scale 13

Salary Scale

£21,192 x £510 - £24,357 x £609 - £28,614p.a.

1.Computer Operator

2.Leading Foreman

3.Inspector III

4.Security Officer III

5.Senior Market Master

6.Public Health Technician III

7.X-Ray Technician III

8.House Keeping Assistant II

9.Library Assistant II

10.Store Keeper II

11.Supplies Assistant III

12.Senior Animal Health Officer

13.Accounts Clerk I

14.Assistant School Meals Supervisor

15.Slaughterhouse Manager

16.Printer II

17.Computer Punch Card Operator

18.Assistant Estate Officer I

19.C.D.A. II

20.Welfare Assistant II

21.Sports Officer III

22.Youth Officer I

23.Adult Literacy Officer I

24.Senior Technical Supervisor

25.Audit Clerk I

26.Revenue Clerk I

27.Ungraded Nurse I

28.Building Works Inspector III

29.Social Workers I

30.Municipal Fire Officer III

31.Assistant Malaria and Pest Control Officer III

32.Landscape Assistant II

33.Senior Driver I

34.Inspector III

35.Pound Master II

36.Nutritionist Assistant II

37.Laundry Supervisor

38.Chef

39.Copy Typist I

40.Head Teacher

41.Telephone Supervisor III

42.Committee Clerk I

43.Clerical Officer I

44.Administration Clerk I

45.Foreman II

46.Nursery School Head Teacher

47.Senior Sergeant

48.Senior Mortuary Attendant

49.Instructor III

50.Mortuary Assistant I

Scale 14

Salary Scale

£16,783 x £475 - £19,152 x £510 - £24,357 x 609 - £24,9966p.a.

1.Fireman I

2.Registry/Records Officer

3.Ungraded Nurse II

4.Key Punch Operator

5.Technician I

6.Pound Master III

7.Market Master

8.Domestic Bursar

9.Copy Typist II

10.Assistant Store Keeper

11.Animal Health Officer I

12.Assistant Slaughterhouse Manager

13.Hides and Skins Inspector

14.Printer III

15.Assistant Estates Officer III

16.Community Development Assistant III

17.Welfare Assistant III

18.Youth Officer II

19.Adult Literacy Officer II

20.Telephone Supervisor

21.Accounts Clerk II

22.Pound Master II

23.Audit Clerk II

24.Revenue Clerk II

25.Assistant Security Officer

26.Library Assistant II

27.Assistant Building Works Inspector

28.Parks Field Assistant I

29.Social Worker II

30.Head Teacher II (Homecraft)

31.Landscape Assistant III

32.Senior Driver II

33.Assistant Inspector

34.Artisan I

35.Nutritionist Assistant III

36.House Keeping Assistant III

37.Head Cook

38.Teacher I

39.Senior Telephone Operator

40.Committee Clerk II

41.Administrative Clerk II

42.Audit Clerk II

43.Revenue Clerk II

44.Clerical Officer II

45.Senior Mortuary Attendant

46.Fitter Attendant

47.Foreman III

48.Sergeant

49.Mortuary Assistant II

Scale 15

Salary Scale

£15,438 x £438 - £16,783 x £475 - £19,152 x 510 - £23,742 - £16665 p.a.

1.Shorthand Typist III (90/50( w.p.m.)

2.Key Punch Operator II

3.Fireman II

4.Technician II

5.Supervisor Meter Reader

6.Assistant Market Master

7.Assistant Domestic Bursar

8.Dining Room Supervisor

9.Accounts Clerk III (ACNC 1 & III)

10.Slaughterhouse Supervisor

11.Divisional Hides & Skins Inspector

12.Senior Driver III

13.Driver/Plant Operator

14.Library Assistant III

15.Assistant Printer

16.Senior Sergeant

17.Assistant Estates Officer III

18.Youth Officer III

19.Adult Literacy Officer

20.Assistant Telephone Supervisor

21.Training School Officer (Training Centre Assistant)

22.Senior Overseer (Security)

23.Parks Field Assistant II

24.Social Workers III

25.Senior Tailor

26.Senior Cleansing Supervisor

27.Artisan I (O.M.)

28.Hostel Supervisor,

29.Animal Health Officer II

30.Nursery School Teacher II

31.Telephone Operator I

32.Head Teacher III (Homecraft Trailing centre)

33.Senior Head Messenger

34.Senior Headman (NBI

35.Senior Assistant Pound Master

36.Artisan II (Nbi & Msa)

37.Cook

38.Committee Clerk III

39.Clerical Officer III

40.Revenue Clerk III

41.Audit Clerk III

42.Accounts Clerk III

43.Nursery School Teacher

44.Corporal

45.Fitter Attendant

46.Copy Typist III

47.Senior Mortuary Attendant

Scale 16

Salary Scale

£14,091 x £402 - £14,562 x £438 - £16,783 x 470 - £19,152 x £510 - £21,702 p.a.

1.Senior Hydrant Inspector

2.Technician III

3.Sergeant

4.Senior Meter Reader

5.Waiter/Waitress I

6.Key Punch Operator III

7.Administration Clerk IV

8.Senior Survey Porter/Helper (On Progression from Scale 17)

9.Senior Rat/Vermin Catcher (On Progression from Scale 17)

10.Dog Pound Worker On Progression)

11.Askari (NBI)

12.Assistant Pound Master

13.Headman (Nbi/Msa)

14.Assistant Slaughterhouse Supervisor

15.Locational Hides and Skins Inspector

16.Senior Plant Operator

17.Driver I

18.Overseer Security (Head Watchman)

19.Adult Literacy Instructor I

20.Canteen Supervisor

21.Artisan III

22.Parks Field Assistant III

23.Ambulance Supervisor

24.Tailor Grade I

25.Senior Parking Meter Mechanic

26.Nursery School Teacher III

27.Telephone Operator II

28.Cleansing Supervisor

29.Senior Water/Sewerage Operator

30.Senior Ambulance Attendant

31.Pactainer Operator I

32.Senior Fitter Attendant

33.Hides and Skins Instructor

34.Hostel Attendant I

35.Caseworker I

36.Assistant Animal Health Officer II

37.Senior Hydrant Attendant

38.Homecraft Teacher II

39.Microscopist I

40.Route Inspector

41.Junior Market Master

42.Senior Mosquito Searcher

43.Senior Survey Porter

44.Domestic Assistant

45.Senior Machine Operator

46.Mayor's Parlor Attendant

47.Fireman III

48.Head Messenger

49.Senior Messenger (On progression)

50.Laborer I (On Progression from scale 17)

51.Senior Survey Porter (On Progression)

52.Assistant Cook

53.Ranger/Forest Guard

54.Clerical Officer IV

55.Committee Clerk IV

56.Store Clerk IV

57.Telephone Operator II

58.Nursery School Teacher III

59.Mortuary Cleaner Attendant I

60.Fireman III

61.Assistant Fitter Attendant III

Scale 17

Salary Scale

£12,396 x £366 - £12,483 x £402 - £14,493 x 438 - £16,783 x £475 - £19,152 p.a.

1.Senior Vermin/Rat Catcher

2.Library Attendant

3.Market Askari (NBI)

4.Hydrant Inspector

5.Ambulance/Fire Brigade Driver

6.MAP Printer I

7.Stattile Operator I

8.Reflex Print Operator I

9.Tracer I

10.Map Reader I

11.Training Draughtsman

12.Corporal

13.Meter Reader I

14.Untrained Nursery School Teacher

15.Senior Headman

16.Waiter/Waitress I

17.Ungraded Artisan

18.Dairy Man

19.Plant Operator I

20.Driver II

21.Adult Literacy instructor II

22.Receptionist I

23.Watchman I

24.Senior Market Attendant

25.Fireman (Trainee)

26.Tailor Grade II

27.Locational Social Development Assistant

28.Parking Meter Mechanic I

29.Guillotine Operator I

30.Senior Sewing Women

31.Abattoir Assistant II

32.Water/Sewerage Operator

33.Machine Operator I

34.Ambulance Attendant

35.Pactainer Operator II

36.Hides and Skins Instructor II

37.Hostel Attendant II

38.Case Worker II

39.Senior Survey Helper/Porter

40.Senior Sewerman

41.Brewer

42.Senior Headman

43.Assistant Animal Health Officer II

44.Hydrant Attendant I

45.Senior Messenger

46.Senior Pound Keeper

47.Mosquito Searcher I (On Progression)

48.Plant Operator I

49.Waiter/Waitress I

50.Canteen Seller

51.Labourer I

52.Telephone Operator III

53.Stores Attendant II

54.Ungraded Artisan

55.Mortuary Cleaner Attendant II

Scale 18

Salary Scale

£6603 x £621 - £10,932 x 366 - £12,396 x 402 - £14,493 x £438 - £14,562 x 438 - £16,783 x 475 - £18,208 p.a.

1.Animal Health Assistant

2.Chemical Attendant

3.Drummer

4.Ganger II

5.Gardener Attendant I

6.Guillotine Operator II

7.Abattoir Assistant III

8.Addressing Equipment Operator

9.Adult Literacy Instructor III

10.Askari I

11.Askari II/Market Askari II

12.Attendant I

13.Band Leader

14.Case Workers III

15.Cattle Auctioneer

16.Chainman/Survey II

17.Cleaner I

18.Cleaner II

19.Cleaner III

20.Club Leader

21.Control Room Attendant (Water Sewer)

22.Dairymen Roundsmen I

23.Dairy/Roundsmen II

24.Dairymen/Roundsmen III

25.Dark Room Technician

26.Dip Attendant

27.Driver III

28.Duplicator Operator

29.Electrical Met

30.Flayers/Skinners

31.Ganger I

32.Gardener Attendant II

33.Garden Attendant III

34.Guillotine Operator III

35.Guitarist

36.Headman

37.Herdsman I

38.Herdsman II

39.Hides and Skins Instructor III

40.Homecraft Teacher III

41.Hostel Attendant

42.Housing Assistant

43.Hydrant Attendant I/Plant Operator III

44.Hydrant Attendant II

45.Laborer/General Worker Groundsman II

46.Laundry Attendant

47.Library Attendant

48.Locational Women Leader

49.Machine Operator

50.Machine Operator II

51.Map Printer II

52.Map Reader III

53.Market Attendant

54.Market Attendant II

55.Maternity/General Worker/Groundsman II

56.Maternity/Veterinary Cleaner I

57.Mayor's Parlor Attendant I

58.Mayor's Parlor Attendant III

59.Messenger I

60.Messenger II

61.Meter Reader II

62.Meter Reader III

63.Microscopist II

64.Mortuary Cleaner Attendant

65.Mortuary/Cleaner/Attendant III

66.Mosquito Searcher II

67.Mosquito Searcher III

68.Pactainer Operator II

69.Pactainer Operator III

70.Parking Meter Mechanic II

71.Parking Meter Mechanic III

72.Photographer

73.Plant Operator II

74.Pound Keeper I

75.Pound Keeper II

76.Rat/Vermin Catcher I

77.Rat/Vermin Catcher II

78.Receptionist II

79.Receptionist III

80.Reflex Print Operator II

81.Reflex Print Operator III

82.Refuse Collector I

83.Refuse Collector II

84.Sanitary Sweeper I

85.Sanitary Sweeper II

86.Senior Ungraded Artisan

87.Senior Veteinary Scout III

88.Sewermen I

89.Sewerman II

90.Sewing Women

91.Shop Attendant

92.Slaughter Man/Shooter

93.Soloist/Vocalist

94.Stattile Operator II

95.Stattile Operator III

96.Stores Attendant

97.Trace II

98.Tracer III

99.Ungraded Tailor

100.Veterinary Scouts

101.Waiter III/Waitress III

102.Waiter/Waitress II

103.Watchman II

104.Watchman III

105.Water/Sewerage Operator

106.Youth Leader

Association of Local Government Employers - 2012

Start date: → 2012-09-01
End date: → 2014-09-01
Name industry: → Public administration, police, interest groups
Name industry: → Activities of business and employers membership organisations
Public/private sector: → In the public sector
Concluded by:
Names associations: → Association of Local Government Employers
Names trade unions: → COTU - Kenya Local Government Worker's Union

TRAINING

Training programmes: → No
Apprenticeships: → No
Employer contributes to training fund for employees: → Yes

SICKNESS AND DISABILITY

Maximum for sickness pay (for 6 months): → 100 %
Maximum days for paid sickness leave: → 270 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: → No

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: → 30 days
Paternity paid leave: → 14 days

GENDER EQUALITY ISSUES

Equal pay for work of equal value: → No
Discrimination at work clauses: → Yes
Equal opportunities for promotion for women: → No
Equal opportunities for training and retraining for women: → No
Gender equality trade union officer at the workplace: → No
Clauses on sexual harassment at work: → No
Clauses on violence at work: → No
Special leave for workers subjected to domestic or intimate partner violence: → No
Support for women workers with disabilities: → No
Gender equality monitoring: → 

EMPLOYMENT CONTRACTS

Trial period duration: → 365 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: → 9.0
Working hours per week: → 45.0
Working days per week: → 5.0
Paid annual leave: → 26.0 days
Paid annual leave: → 4.0 weeks
Paid bank holidays: → Easter Monday, Human Rights Day / Vernal Equinox Day (21st March), Army Day / Feast of the Sacred Heart/ St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)
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
Adjustment for rising costs of living: → 0

Wage increase

Once only extra payment

Once only extra payment: → KES 1200.oo %
Once only extra payment due to company performance: → Yes

Premium for overtime work

Premium for overtime work: → 150 % of basic wage

Premium for hardship work

Premium for hardship work: → 30% of basic wage

Premium for Sunday work

Premium for Sunday work: → 200 %

Allowance for commuting work

Allowance for commuting work: → KES 3000.0 per month

Meal vouchers

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