New

REVISED TERMS AND CONDITIONS OF SERVICE AGREEMENT BETWEEN NATIONAL UNION OF CLERICAL COMMERCIAL PROFESSIONAL AND TECHNICAL EMPLOYEES AND THE COOPER MOTOR CORPORATION (U) LTD - 2016

EFFECTIVE:

AN AGREEMENT MADE THIS 22nd DAY OF DEC 2016 BETWEEN THE COOPER MOTOR CORPORATION (HEREIN AFTER REFERRED TO AS THE EMPLOYER) AND THE NATIONAL UNION OF CLERICAL, COMMERCIAL, PROFESSIONAL AND TECHNICAL EMPLOYEES (HEREIN AFTER REFERRED TO AS THE UNION) FOR AND ON BEHALF OF THE EMPLOYEES EMPLOYED BY THE SAID EMPLOYERS IN MATTERS OF TERMS AND CONDITIONS OF SERVICE, WHEREBY IT IS AGREED AS FOLLOWS:-

1. COMMITMENT

(a) In concluding this Agreement, both parties agree to be always guided by the following commitments:-

(i) Attaining the improved workers' conditions and environment.

(ii) Attaining a continuous improvement in workers’ earnings, and generally to safeguard the economic and social objectives of the workers.

(iii) Sale guard the interests of the Company particularly improvement of efficiency.

(b) In the event of a difference in interpretation of any part of this

Agreement, such matter shall be referred within the meaning of the Labour Dispute (Arbitration and Settlement) Act, in force and in accordance with any similar legislation, which may ensue.

(c) All disputes shall be dealt with strictly in accordance with the machinery laid-down within the current Recognition Agreement between the Company and the Union.

2. SUBJECT MATTER

This Agreement shall apply to only Union contributing members employed by the employer and covered by the Terms of a Recognition Agreement in force between the Company and the union.

3. DURATION OF AGREEMENT AND EFFECTIVE DATE

This Agreement shall be effective from the ................shall continue in force until the........... with annual re-openers after twelve (12) monthly intervals on Remunerative items.

This Agreement shall remain valid until replaced by another one by both parties.

Any time after 12 months either party may give to the other at least one (1) month s notice in writing of it’s desire to vary the provisions of the Agreement on remunerative items only and at any time after 03 years either party may give to the other at least two (2) months notice in writing of it’s desire to alter any clause in the Agreement. The proposed alterations/amendments shall be dealt with by the negotiating team and shall not come into force until agreed upon by both parties.

In the event of no negotiations taking place on Remunerative items after twelve (12) monthly intervals and in the event of the parties' delay in entering into negotiations on Terms and Conditions of a new Agreement after three (03) years, until such time as such negotiations are finalised the provisions of the present Agreement shall continue in force.

4. PROBATION

(a) Each newly engaged employee will he subject to a three months’ probation period, with the exception of Grade I and II labourers who will be subject to a one month period of probation only.

(b) After the said period, an employee shall be confirmed or deemed confirmed unless told in writing that his/her performance has not been satisfactory, before the end of the said period. In such a case an employee shall be specifically told his weakness.

(c) The probationary period may be extended by arrangement between Management and Union up to a further period of one month for all grades.

(d) During the probation period termination of service by either employee or management will be by 24 hours notice verbally or written in the case of grade I and II labourers. In case of all other grades 72 hours notice will be given.

(e) During the extended period of probation, termination of service by either party will be 7 days notice in writing in the case ot grade 1 and II labourers 14 days for all other grades.

5. TERMINATION NOTICE

(a) The contract of employment shall be for ONE month and such shall be implemented by the Employer following upon the satisfactory completion of the employee s probationary service as set out herein below:-

For permanent staff, the following termination conditions shall apply:-

(i) One month if the services have lasted for more than 3 months but less than five years.

(ii) Two months if the services have lasted at least for five years but less than ten years.

(iii) Three months if the services have lasted at least for 10 years and above.

(b) It is understood that “Termination Pay” shall be at the rate of basic wages currently pertaining at the time of such termination. The Company reserves the right to pay an employee wages in lieu of notice.

(c) Service seniority will be applied from the date of the employee’s initial engagement on probation.

(d) Period of notice will not apply in cases of gross misconduct justifying instant dismissal.

(e) In case of an employee who is serving a period of probation as the result of promotion he/she will not be subject to sub-clauses (c), (d) and (e) of clause 4.

(f) Where an employee’s employment is terminated under this Clause, all entitlements and benefits, i.e. annual leave etc, shall be calculated pro-rata to the date on which the notice expires.

6. HOURS OF WORK

The official hours of work shall be 40 hours per week. The hours to be worked each day shall be arranged by the management and shop- stewards of the company.

7. OVERTIME

(a) It is agreed that overtime applying to all employees covered by this Agreement shall be paid as follows:-

Weekdays 2 times basic hourly pay
Saturdays, Sundays & Public Holidays 3 times basic hourly pay

The Company will pay the Transport Allowance to an employee required to work overtime on a non-working day.

The Lunch allowance will only be paid when an employee has worked for more than four (04) hours on a non-working day.

(b) Workers should appreciate that when overtime work is called for an emergency exists and wherever possible, they should co- operate with management.

(c) Overtime payments shall only apply where an employee has worked at least fifteen minutes extra, and such overtime worked shall be in all cases first approved by the Department Manager concerned. Overtime so worked shall, for the purpose of calculation, be reckoned from the normal cessation of work.

8. ANNUAL LEAVE

(a) Employees shall be entitled to annual leave as tollows:-

Up to 10 years service -

30 consecutive days per annum excluding public holidays.

10 years service and over -

35 consecutive days per annum excluding public holidays.

(b) In all cases the Annual Leave commences on one's anniversary date of joining the Company’s service. Annual Leave should normally be taken within the period covered by 3 months before and 3 months after the anniversary of the employees’ engagement, which period shall be known as his/her “Leave

dates”.

(c) Annual Leave may be accumulated up to a maximum of 60 days. Leave not taken during that period and not granted in writing by the Employer

or accepted by the employee for accumulation shall automatically lapse.

(d) It is recommended that if an employee falls sick while on leave, the days of sickness shall not be counted as part of his Annual Leave provide e/she produces Medical documents certified by a competent Medical Officer to the satisfaction of Management and the Union.

(e) The employer undertakes to bear travelling expenses in a manner previously specified to any employee who may be recalled to duty whilst on authorised leave.

9. SICK LEAVE

(i) Up to one month per annum on lull pay for certified casual sickness. But an employer will give due consideration of individual cases.

(ii) Up to 3 months per annum on full pay and 3 months on hall pay for certified hospitalisation, subject to the following conditions.

(a) All claims to sick pay to be supported by a Doctor's certificate.

(b) The Company reserves the right to have any employee of the Company examined by a Doctor approved by them, at their expense.

(c) Medical benefits will not apply if:-

(i) The illness or injury was caused or inflicted upon by his/her negligence or misconduct.

(ii) The illness or injury was contracted during any period when the employee was absent from his employment without lawful cause or excuse.

(d) The employer agrees that an employee on sick leave will continue to enjoy his rights in regard to service seniority and accumulation of service for annual leave entitlement. It is agreed that none of the above terms and conditions shall prejudice any employee in regard to benefits provided for in the Workmen's Compensation Act.

(e) Sick Leave may not be accumulated from year to year.

10. LEAVE FOR UNION BUSINESS/EDUCATION

(a) Leave to attend to Union Business shall be applicable to Union members only and such leave shall be on full pay. It should not be more than two members at a time.

(b) Seven (7) days’ notice of any intended absence to attend such Union/Management /meetings/seminars will be given to the Employer by the Union. Management, however, may accept a short notice.

(c) Education/Training

An employee shall be granted leave of absence for the purpose of education and training programme for a maximum period of one( 1) month per year on full pay. Should the education programme attended by such an employee requires a longer period the Management may at their fair discretion grant such extension and when such extension is granted it shall be at full pay.

11. COMPASSIONATE LEAVE

The Employer may sympathetically consider special leave on compassionate grounds, provided satisfactory reasons of necessity for such leave are made available to the Employer and such leave when granted shall be on full pay. Great consideration shall be given to matters of a serious nature, i.e. funerals, illness/injury of employee’s immediate family (which is defined as father, mother, husband, wife, son, daughter, brother or sister).

12. MATERMTY LEAVE

(a) Female employees will be entitled to a period of sixty (60) working days without loss of service and pay.

(b) Any days when an employee is sick during pregnancy according to Medical Certificate will be deductible from sickness leave.

(c) Paternal Leave - New fathers will be entitled to four (04) working days leave a year when they have a new baby.

13. PUBLIC HOLIDAYS

It is agreed that only public holidays promulgated b\ law or as announced by Government from time to time shall be allowed.

I4. ACTING ALLOWANCE

(a)An employee required in writing to act in a higher grade lor a period of at least 14 working days shall qualify for the Acting Allowance. It is agreed that verbal instructions to act would be obeyed provided written authority followed. The acting allowance shall be the minimum wage of the grade in which the employee is acting or his own wage plus 30% whichever is greater.

(b)Such acting allowance shall for the purpose of payment always be specified quite clearly on the Company's wages sheet by way of indication in a separate column.

15. SAFARI ALLOWANCE

An employee when away on duty from his/her station of work within Uganda shall receive Shs. 65,000/= per day.

Breakfast Shs.8.000/=
Lunch Shs.7,000/=
Accommodation Shs. 40,000/=
Supper Shs.10,000/=

In addition to the above stated figure the Employer agrees to advance to the employee concerned more money which shall be accounted for on his return if required.

16. MILEAGE ALLOWANCE

An employee who uses his Vehicle on official business shall be paid Mileage Allowance in accordance with the Government rates in existance.

17. TRANSFER

(a) Temporary Transfer

An employee who is transferred from one branch to another on temporary relief duties shall be entitled to be reimbursement for all reasonable out of pocket expenses incurred in connection with the temporary transfer subject to the claim in question being supported by receipts or other relevant evidence of the out of pocket expenses incurred.

(b) Permanent Transfer

(i) An employee who is permanently transferred from one branch to another shall be paid a Disturbance Allowance amounting to one month s salary that he is earning at the time that transfer takes place. The Company shall pay to the employee concerned

the cost of the transport charges involved in the transfer for the employee, his wife, children and his chattels.

(ii) An employee who is permanently transferred shall negotiate with management an accommodation allowance to his/her mutual satisfaction.

18. ABSENTEEISM

(a) Any worker who abandons or absents himself from work shall be deemed to be absent within the meaning of this Clause. No disciplinary' proceedings shall be taken against such employ ee until the elapse of ten (10) consecutive working days or fifteen (15) cumulative days within a period of 12 months.

(b) No disciplinary proceedings shall be taken against an employee returning to duty within the period of ten (10) consecutive working days or fifteen (15) cumulative days absence from his lawful place of work, provided such absence was solely occasioned by one of the following causes. It will be the responsibility of the employee to submit to the employer adequate proof and evidence showing just causes without which the employer reserves the sole right to review the continuous services of such employee.

Causes

1. Serious illness of employee’s immediate family: Wife/husband or children. Provided the employee submit Medical Certificate signed by a Registered Medical Practitioner or evidence of acceptable nature.

2. Accident/injury/illness- sustained by employee, provided a medical certificate is signed by a Registered Practitioner or evidence of acceptable nature.

3. Court proceedings

Provided Magistrate’s warrant or Police Certificate is presented to the Employer.

19. WARNINGS

(a) If an employee is deemed to be guilty' of committing an offence, not amounting to “Gross Misconduct”, he shall be served with a written warning.

(b) If after due investigation by the Management and a shop-steward; during which the employee will be interviewed, the employee is proved guilty, his/her services may be terminated after three (3) warnings in writing, with termination being effected on the fourth offence.

(c) The Union Shop-steward shall receive a copy of all warnings given to member(s) whilst a copy of the third warning notice shall be sent by the employer to the union Head Office.

(d) Warnings shall be expunged from an employee's Record upon the expiry of twelve consecutive months from the date such warning was served.

20. SUSPENSION

(a) An employer may suspend an employee from service on suspecting him/her to have committed an offence that requires investigation.

(b) Such suspension shall not exceed more than 30 days on hall pay but house allowance shall continue to be paid in lull. However, if the case is being handled by the police, and an employee is due for prosecution in a Court of Law the period of 30 days may be extended until such time as the police investigations have been completed or the case has been finalised by the Courts, during which period the employee shall be entitled to be paid at the rate of half his basic salary plus Housing Allowances.

(c) Where an employee has been convicted of a criminal offencc in a Court of Law and the offence had direct connection within the organisation, he will be dismissed under Clause 21, but it the offence originated outside the organisation his service may be terminated in public interest and terminal benefits will be paid to him/her under clause 22.

(d) If the suspension is not followed by dismissa/or termination within the above stated period, the employee shall be re-instated

in his/her employment and shall be paid lull salary for the period during which he/she was suspended.

21. DISMISSAL

(a) An employee may be dismissed for committing any of the following offences:-

(i) Gross Misconduct while on duty.

(ii) Conviction of a criminal offence which has a bearing on an employee's suitability for continued service.

(iii) Where an employee wilfully, causes damage to an employer's property or causes loss or damage or exposes to serious risk the lives of other employees.

(iv) Where an employee is dismissed under this heading, the employee shall be paid up to and including the date of such dismissal.

22. TERMINAL/RETIREMENT/RESIGNATION BENEFITS

(a) Terminal/Retirement/Resignation Benefits will be paid to every employee who has been in continuous service for not less than 2 years as follows:-

2-5 years

1 month’s basic salary per year of service.

5-10 years

2 months' basic salary' per year of service.

10 years and over -

3 months basic salary per year of service.

(b) Terminal benefits will be paid to:

(i) Those employees whose services have been terminated by the Company under any Clause of this Agreement except for redundancy or dismissal for gross misconduct.

(ii) An employee who dies whilst in employment and when not covered under the workmen's Compensation Act, in this case the benefits shall be paid to his/her next of kin approved by the Administrator General.

(iii) An employee who is retired from employment by the employer.

(c) An employee who resigns from employment but having served for over three (3) years shall be entitled to benefits as indicated in (a) above of the clause (22) provided convincing and acceptable reasons for his resignation are given such as ill healthy, etc. Not-With-Standing with such under taking an employee resigning for the purpose of acquiring another employment/assignment will not be considered.

(d) The period of notice as in Clause 5 (a) hereinabove shall apply to clause (22) a, b and c.

(e) When an employee whose services are terminated is a member of the Provident Fund or Pension Fund, he may elect to draw either the amount contributed by the Employer to the fund subject to terms of the Fund governing entitlement or terminal benefits whichever is greater. He may not draw both.

(f) On retirement an employee will be given transport for himself, family and personal property to his place of retirement by the employer, to an amount totalling to Seven hundred thousand shillings (=700,000/-=)

23. REDUN DANCY

(a) (i) The principal of” Last-in-First-out' is accepted within the particular category of workers affected, subject to all other factors such as skill and ability being equal.

(ii) As much notice as possible will be given to the Union by the Employer indicating the causes and extent of any intended redundancy; but in all cases it shall not be less than three months.

(iii) During the period of notice referred to in this Clause (a)

iii) above, an employee may be allowed a reasonable amount of time off without loss of pay in order to look for another employment.

(b) Re-engagement

(i) An offer of re-engagement to any employee declared redundant will be made by the Employer in the event

of a suitable vacancy arising in a year s time thereafter. The onus of providing a forwarding address to the Employer rests with the employee and if a reply to the employer's offer is not received within three month's of the employer’s communication, the vacancy shall be filled through normal sources.

(ii) Should an employment opportunity occur in the particular category and grade or an employee previously declared redundant but in a lower grade, the employee shall be offered the job it he/she wishes to take it. but shall retain his/her salary and allowances at the time he/she was declared redundant.

iii) Redundancy principles will be applied separately down to departmental level in any undertaking to avoid disorganisation of other Departments and in order to maintain a balanced labour force within the undertaking.

(c) Top-seniority

Shop-stewards during the period in which they are actively serving as shop-stewards will automatically assume top- seniority, in which case if any redundancy occurs, no shop- steward in spite of the actual period of time he/she has worked with the Employer shall not be declared redundant until every employee he/she represents in the Company has been declared redundant.

(d) Where an employee's services are terminated under this clause, he shall be entitled to the appropriate notice or pay in lieu as stipulated under clause 5 (a).

24. SEVERANCE PAY

(i) Severance pay shall be applicable only to those employees (i) whose sendees arc terminated on ground of redundancy.

(ii) Only those employees who have completed one or more years of service shall be considered eligible lor severance

(iii) Only those employees covered by the Agreement will be eligible for severance pay.

(iv) (a) The terms of severance pay will be:-

2-5 years

1 month’s basic salary per completed year of service.

5-10 years

2 month’s basic salary per completed year of service.

10 years and over -

3 month’s basic salary per completed year of service.

(b) Assessment of Severance pay for a part of a year will be on pro-rata basis of 1/12th of one month’s wages for every month of service.

(c) Severance pay will be based on the basic salary paid to the redundant employee at the time redundancy notice was given to him/her.

(v) Where a redundant employee is a member of a Provident Fund or Pension Fund he may elect to draw either the amount contributed by the Employer to the Fund, subject to the terms of fund governing entitlement to the Employer’s contribution, or his entitlement to severance pay whichever is the greater. He may not draw both.

(vi) Where a redundant employee is ottered an alternative position in a different department or section of the undertaking, which is in the same grade and on the same salary as his redundant position, he will be expected to take it or forfeit his entitlement to severance pay. Where the change of position involves a transfer to another town or municipality, the employee shall be given the choice of agreeing to the transfer or drawing severance pay. 

(vii) In the event of an employer going into Bankruptcy or

liquidation and thereby declaring himself unable to meet his financial commitment, claims by employees tor severance pay on such enforced redundancy can be made only through the Courts.

25. PROMOT ION

Where vacancies of a promotional nature arise, the employer agrees to give first consideration to existing employees, taking into account such factors as relative ability, experience and qualifications.

26. JOB VACANCIES

Management undertakes in the event of any promotional vacancy arising to give first consideration to employees within their own organisations and only to fill such vacancies from other sources, it there is no suitable candidate within the organisation.

Any such vacancies arising shall be advertised on the C Company Notice Board.

27. CERTIFICATE OF SERVICE

When an employee leaves the Company's service, such employee shall be issued with a “Certificate of Service" on a form as shown below and nothing unfavourable to the employee shall be recorded on such form.

CFRTIFICATE OF SERVICE

This is to certify that.......................was in the employment of this Company from...................to........................and has worked as....................................

DATE;

DIRECTOR/MANAGER

28. RETENTION OF PARTIALLY INCAPACITATED EMPLOYEES IN EMPLOYMENT

Where an employee is incapacitated whilst inservice of the employer he/she will continue to be employed in some other capacity provided that such continuation in employment is recommended by a registered Medical Practitioner.

29. HEALTH AND SAFETY

(a)The Employer and the union will co-operate towards the requirements of the Factories Act and will encourage employees to comply with the factories Act in force in reaching this objective.

(b) Towards this end. the Employer and the union shall establish Joint Safety and Health Committees in the Company.

(c) First aid facilities or equipment shall be promoted by the Company to the extent necessary to provide adequate first aid for employees.

(d) The Company shall furnish required protective equipment/devices necessary to protect employees from industrial illness/injury.

(e) The employees who are to work on the change or new work process or the new machinery' shall be fully instructed on the risks involved and the precautions to be taken.

(f) Where the Company is currently using chemicals, solvents and/or compounds or when new chemicals, solvents and/or compounds are introduced, the Joint Management — Union

Health and Safety Committee shall discuss and agree to the known hazards likely to be involved if any, and what precautions will be taken to assure the Safety and Health of the employees.

(g) All newly hired employees shall be given an orientation by the Company concerning the Company's Health and Safety Programme. The newly hired employees shall then be taken the supervisor in the Section/Department, in which he/she is to work and instructed on Safety' and Health matters relating to the job and his/her safety responsibilities to himself herself and to fellow workers. Instructions on Safety and Health matters will also be given to employees as changes in circumstances or assignment may warrant.

30. PROTECTIVE CLOTHING

Free protective clothing. Gloves, Trolleys, 1 pair of safety hoots per year including appliances and/or devices, all will be issued by the employer to all workers subject to the following:-

(a)The protective clothing may remain as a property of the employer. -

(b) An employee may keep his/her protective clothing at home or at the place of work.

(c) (i) The Employer shall make arrangements tor washing (Laundry) the protective clothes. It an employee will required to clean/wash his/her protective clothing, the employer shall supply 2 bars of soap per month for cleaning/washing of the protective clothes.

The employer shall providenot less than two (2) pairs of protective clothing to each concerned employee during each Twelve (12) months period.

(ii) The employer shall provide one (01) pair of “Safety Boots” to each employee per year and shall be worn at the place of work at all times.

(d) All other details and rules governing the use and maintenance of the protective clothing shall be decided by the employer.

31. JOB CLASSIFICATION

General and technical operations will be analysed into grades as shown in Appendices attached.

32. DEATH

(a) If an employee dies whilst in employment:-

The Company shall pay Eight Hundred Thousand (800,000/=) shillings to next of kin of the deceased employee to facilitate in the transportation of the body to place of burial and all other burial arrangements.

(b) Death of an immediate relative of an employee’s family,

Where an employee loses a member of his/her family (in this respect, family includes; wife/husband, children father and mother as registered with the Company), the company shall pay Three Hundred Fifty Thousand Shillings (=350,000/=) to facilitate in the transportation of the body to place of burial and all other burial arrangements.

33. CONFLICTING OUTSIDE INTERESTS

It is agreed that all employees of the company owe a duty of fidelity to their respective employer.

34. BETTER TERMS AND CONDITIONS

It is mutually agreed that no clauses of this Agreement shall prejudice employees already enjoying better terms.

35. EFFECTIVE DATE AND DURATION

This Agreement shall be effective from 02-06-2009 and shall continue in force until three (03) years.

At any time after 30lh September 2011 either party may give to the other at least two (2) months notice in writing of its desire to vary the provisions of the Agreement, desire for the Agreement to continue in force for a further period to be agreed upon, or of its intention to alter any clause in the Agreement.

In the event of negotiations taking place on the terms and conditions of a new Agreement after three (3) years; until such time as such negotiations are finalised the provision of the present Agreement shall continue in force.

IN-WITNESS OUR HAND ARE SET HERETO ON THE

FOR COOPER MOTOR CORPORATION (U) LTD.

GENERAL SECRETARY-The Cooper Motor Corporation (U) Ltd

FOR NATIONAL UNlON OF CLERICAL, COMMERCIAL, PROFESSIONAL AND TECHNICAL EMPLOYEES

MANAGING DIRECTOR

DATE OF SIGNING:

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APPENDIX “A” I

GRADE I - LABOURERS (Unskilled)

CATEGORIES:Sweepers, Cleaners, Grass Cutters. 1orry

Loaders, Refuse Disposers, Window Cleaners etc

WORK INVOLVED:Cleaning premises, lavatories, displays,

cutting grass, weeds, etc., assisting in heavy work, loading, and unloading transport, emptying refuse bins, cleaning windows, etc.

GRADE II - LABOURERS (Semi-skilled)

CATEGORIES:Car polishers, Greaser Assistants, Packers,

Mail Messengers, Artisan Helpers.

WORK INVOLVED: Car polishing and rubbing down in paint

shop, assisting with greasing, mechanical assistance to higher graded workers, packing and unpacking goods for despatch, collecting and delivering mail.

GRADE III - Artisan Trainees

CATEGORIES:Motor Vehicle Mechanic, Diesel Fitter,

Fitter/Turner, Panel Beater, Blacksmith/welder, Electrician, spray painter.

WORK INVOLVED: Assistance to grade workers in the above

categories involving actually working on vehicles or parts thereof and using the tools of the trade of the category concerned.

GRADE IV - Artisan Grade IV

CATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel Beater. Blacksmith/Welder, Spray Painter. Electrician.

WORK INVOLVED:Carrying out work on vehicles or parts thereof under frequent supervision from higher qualified workers. Grade will include workers confined to certain classes of jobs not requiring a comprehensive knowledge of the whole vehicle and its workings.

GRADE V - Artisan Grade V

CATEGORIES:Motor Vehicle Mechanic, Diesel “Fitter/Tumer, Panel Beater, Blacksmith; Welder, Spray Painter, Electrician.

WORK INVOLVED: As for Grade IV but involving the use of additional equipment with less supervision. Knowledge of special tools and measuring equipment.

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APPENDIX ‘A’ II

GRADE V I-

WORK INVOLVED: As for grade V but with supervision only

at the beginning and end of the job. Must be capable of diagnosing and rectifying simple faults and initialing repairs. Must know and be capable of using all special tools in use in his department. Must have sufficient knowledge of English to be able to read and interpret job cards and be proficient at reading measuring instruments in use in trade/department.

GRADE VII - Artisan Grade VII

CATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel

Heater, and Electrician.

WORK INVOLVED: As for Grade VI but requiring ability to

diagnose faults, road test, report defects and •assess repairs needed. Must have an improved

know ledge of English and be able to read and write it. Must be able to read and understand workshop manuals and service information sheets. Would assist in supervision of Grade IV.

GRADE VIII - Artisan Grade VIII

CATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel

Beater, and Electrician.

GRADE V I-

WORK INVOLVED: As for grade V but with supervision only

at the beginning and end of the job. Must be capable of diagnosing and rectifying simple faults and initialing repairs. Must know and be capable of using all special tools in use in his department. Must have sufficient knowledge of English to be able to read and interpret job cards and be proficient at reading measuring instruments in use in trade/department.

GRADE VII - Artisan Grade VII

CATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel

Heater, and Electrician.

WORK INVOLVED: As for Grade VI but requiring ability to

diagnose faults, road test, report defects and •assess repairs needed. Must have an improved

know ledge of English and be able to read and write it. Must be able to read and understand workshop manuals and service information sheets. Would assist in supervision of Grade IV.

GRADE VIII-Artisan Grade VIII

CATEGORIES:Motor Vehicle Mechanic, Diesel Fitter, Panel

Beater, and Electrician.

WORK INVOLVED:As for Grade VII but must be able to

read, write and speak English fluently, in the case of mechanic must be able to handle reception, must know the complete vehicle and must be capable of assessing the quality and effectiveness of repairs. Must know and be able to use all special tools and instruments related to his branch of the Trade.

DRIVER GRADE I - Driver; Car and light commercial vehicles.

WORK INVOLVED:Driving cars and light commercial

vehicles up to and including a ton weight of 8,960 lbs under the requisites driving permit, effecting minor repairs and maintaining the cleanliness and good running order of the vehicle.

DRIVER GRADE II - Driver:Driving heavy commercial

vehicles in excess of a ton weight of 8.960 lbs under the requisite driving permit, effecting minor repairs, and maintaining the cleanliness and good running order of the vehicle.

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APPENDIX‘A’ III

JOB CLASSIFICATION: TYRE RETHREADING INDUSTRY CATEGORIES:TTyre solutioner, Tyre Trimmer, Boiler man.

GRADE II - Labourers (Semi-skilled)

CATEGORIES:(a) tyre changer, flexible drive shaft operator, tyre repair man.

(b) mould Operator, tyre Builder, Buffing Machine operator.

GRADE III - Labourers (skilled)

CATEGORIES:Tyre inspector with responsibility for

inspection of tyres and determining their acceptance for rethreading or rejection.

than six extensions. Copy typist over 30. but under 40 words per minute.

Store - keeping Elementary Stage

requiring continuous supervision.

GRADE ‘D’ CLERKS & STOREKEEPERS

WORK INVOLVED: Clerical Junior Stage

and checking of vouchers and invoices, listing.

Full time preparation and checkingrecords; Assistants

extending summerising, main board with one or more

costing Clerk; operation ofcopy typing not less than

lines and not less than six cards for finalisation; stationary 40 words per minute; Preparation of

stock control.

storekeeping junior Stage

• with less supervision than in elemental

- to counter and workshops; stores receipts and binning; Assistant Stock Card operator. 

APPENDIX‘A’ IV

GRADE ‘C’ CLERKS & STOREKEEPERS

WORK INVOLVED: Clerical Intermediate Stage

Full time book keeping - entering up of daybooks and keeping ledgers etc. compiling claims. Copy typing over 50 words per minute; costing clerks; Accounting Machine Operator. Able to work without continuous supervision.

Storekeeping Intermediate Stage

Work involving all aspects of storekeeping but under supervision or a specific aspect of storekeeping e.g. stock card operator and counter Salesman. Where a Counter Salesman has responsibility in the stores this will be recognised as justifying pay in excess of the minimum for the grade.

GRADE 'B’ CLERKS & STOREKEEPERS:

WORK INVOLVED: Clerical Advanced Intermediate Stage

Higher know ledge of book-keeping and preparing final accounts of small Companies Minimum supervision. Short-hand typist of Dictaphone typist 80 words per minute shorthand, 40 words per minute typing; Cashier with full responsibility for accepting cash and cheques, issuing receipts maintaining cash and petty cash books and banking. 

Storekeeping Advanced Intermediate Stage

Work involving a general knowledge of all aspects of storekeeping whether the work be specific or general but with less supervision than

Grade ‘C'

GRADE ‘A’ CLERKS & STOREKEEPERS

WORK INVOLVED: Clerical Advanced Stage

Preparation and writing up of account books and ledgers and preparing final accounts of large Companies. No supervision required and responsible for the work of lower graded employees.

Storekeeping Advanced Stage

Advanced stage of all aspects of storekeeping including the administration of and responsibility tor the work of lower graded employees in the stores section concerned.

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SALARIES/WAGES AGREEMENT

APPENDIX ‘A’

BETWEEN

NATIONAL UNION OF CLERICAL,

COMMERCIAL, PROFESSIONAL AND

TECHNICAL EMPLOYEES AND

COOPER MOTORS CORP. (U) LTD

AL-FUTTAIM AUTOMOTIVE GROUP 

SALARIES /WAGES AGREEMENT BETWEEN NATIONAL UNION OF CLERICAL COMMERCIAL PROFESSIONAL AND TECHNICAL EMPLOYEES AND COOPER MOTOR CORPORATION (U) LTD.. FOR FINANCIAL YEAR 1st JULY 2016 - 30th JUNE 2017

1. Gross Salary

Each employee covered by this Agreement his/her existing Gross salary shall be increased by 10% as per the attached Appendix “A" hereto.

2. Medical Insurance

Medical shall be provided by the employer up to the value of six months' gross pay per annum per employee covered by this Agreement.

(a) Treatment will be given by the specified hospitals and

clinics by the insurance company except in emergency cases.

(b) Such medical treatment shall be available to staff members, his/her spouse and four children up to 18 years as shown in his/her personal file.

(c) The Company reserves the right to have any employee of the Company examined by a Doctor approved by the Company, at its expenses and an employee will be entitled to receive examination results of the Doctor’s examination.

(d) Medical Benefits will not apply if:

The illness or injury was caused or inflicted by his/her misconduct.

3. Leave Traveling Allowance:

Each employee covered by this Agreement when proceeding on Annual Leave he/she shall be paid a Total amount of Three hundred fifty five thousand shillings (=355,000/-) only, as his/her Leave Traveling Allowance in a year.

4. Safari allowance

An employee when away on duty from his/her station of work

within Uganda shall receive Ug Shs. 135.000/= per day.

Breakfast ..........Shs.15,000/=

Lunch .................Shs.20.000/=

Accommodation.......Shs.65,000/=

Supper.......................Shs.20,000/=

The Employer agrees to advance to the employee concerned some money which shall be accounted for on his return if required.

5.Effective Date

This Agreement comes into effect on 1St July 2016 until 30 June 2017.

Signed: Date:20/12/2016

SALARIES/WAGES STRUCTURE FOR FINANCIAL YEAR 1ST JULY 2016-30th JUNE 2017

GRADE 2012 2013-2015

8%

2016

10%

1 658,638/= 711,329/= 782,462/=
2 674.080/= 728,006/= 800.807/=
3 690,993/= 746,272/= 820,900/=
4 731.054/= 789.538/= 868,492/=
5 784.768/= 847,549/= 932.304/=
6 835,273/= 902,095/= 992,304/=
7 854,273/= 922,615/= 1,014,876/=
8 873,273/= 943,135/= 1,037,448/=

UGA Cooper Motor Corporation Ltd - 2016

Start date: → 2016-07-01
End date: → 2017-06-01
Ratified by: → Other
Ratified on: → 2016-12-20
Name industry: → Manufacturing
Name industry: → Manufacture of motor vehicles, trailers and semi-trailers
Public/private sector: → In the private sector
Concluded by:
Name company: →  Cooper Motor Corporation Ltd
Names trade unions: →  National Union of Clerical, Commercial and Professional and Technical Employees′ Union

TRAINING

Training programmes: → Yes
Apprenticeships: → No
Employer contributes to training fund for employees: → Yes, but only if the employer wishes to

SICKNESS AND DISABILITY

Maximum for sickness pay (for 6 months): → 75 %
Maximum days for paid sickness leave: → 60 days
Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes
Paid menstruation leave: → No
Pay in case of disability due to work accident: → Yes

WORK AND FAMILY ARRANGEMENTS

Maternity paid leave: → 8.5 weeks
Maternity paid leave restricted to 100 % of basic wage
Job security after maternity leave: → No
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: → No provision days
Paternity paid leave: → 4 days
Leave duration in days in case of death of a relative: → No provision days

EMPLOYMENT CONTRACTS

Trial period duration: → 30 days
Severance pay after 5 years of service (number of days' wages): → 60 days
Severance pay after one year of service ((number of days' wages): → 30 days
Part-time workers excluded from any provision: → No
Provisions about temporary workers: → No
Apprentices excluded from any provision: → No
Minijobs/student jobs excluded from any provision: → No

WORKING HOURS, SCHEDULES AND HOLIDAYS

Working hours per week: → 40.0
Paid annual leave: → 30.0 days
Paid annual leave: → 4.0 weeks
Paid bank holidays: → 
Paid leave for trade union activities: → 7.0 days
Paid leave to attend court or for administrative duties: →  days
Provisions on flexible work arrangements: → No

WAGES

Wages determined by means of pay scales: → No
Provision that minimum wages set by the government have to be respected: → No
Adjustment for rising costs of living: → 

Wage increase

Wage increase: → 10.0 %

Extra payment for annual leave

Premium for overtime work

Premium for overtime work: → 200 % of basic wage

Premium for Sunday work

Premium for Sunday work: → 300 %

Meal vouchers

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