BACKGROUND
UNION DEMANDS
1.1 Introduction
Kenya Union of Post Primary Education Teachers signed a Collective Bargaining Agreement on 26th October 2016 which was later registered in the Employment and Labour Relations Court on 30th November 2016.
The CBA was an agreement to regularize the industrial relations between the employer and KUPPET as well as for the interest of mutual understanding and co-operation.
The CBA reaffirmed their commitment to maintaining a collaborative relationship aimed at realizing quality teaching service.
1.2 Analysis of the Cost of Living in Kenya
According to surveys released by Kenya National Bureau of Statistics, Consumer Price Indices (CPI) has continued to increase over the last 2 years.
Consumer Price Index is a measure that examines the weighted average of prices of a basket of consumer goods and services such as transportation, food and medical care.
It is calculated by taking price changes of each item in the predetermined basket of goods and averaging them. It reports inflation and deflation tendencies in the economy.
In July 2016, the CPI was 170.84 and inflation rate was 6.39. The CPI has increased to 191.59 and inflation rate is 4.35 in 2018. This is an economic indicator that prices of goods and services have increased over time affecting the remuneration and allowances for workers.
The GDP has also increased on average 1.33 per cent since 2015 indicating an increase of 1.9 per cent in the first quarter of 2018.
For example, the average price of fuel in 2016 was sh98 per litre compared to the current sh112. This affects the commuter allowance as fares have risen from sh50 to sh 100 in most parts of the country.
The table below shows the average price changes for household consumption goods and services over the last 2 years.
| Product | Unit of measure | July 17 | December 17 | July 18 | % change |
| Tomatoes | 1kg | 86.45 | 94.52 | 122.04 | 41 |
| Kerosene | 1L | 63.55 | 71.42 | 85.05 | 22.8 |
| Petrol | 1L | 98.00 | 105.04 | 109.67 | 11.9 |
| Charcoal | 4kg | 81.61 | 138.13 | 69.25 | |
| Maize flour | 2kg | 106.77 | 110.10 | 116.29 | 8.91 |
| Sukumawiki | 1kg | 42.17 | 43.67 | 57.87 | 37.23 |
| Electricity | 50kwh | 576.07 | 649.73 | 695.97 | 20.81 |
Source: KNBS CPI July 2017, December 2017 and July 2018
The cost of living has increased rapidly over the last two years affecting the purchasing power of household goods and services.
The transport cost has increased beyond the commuter allowance negotiated due to increase of fuel and general overall transport cost.
The Union demands that the following issues may be considered for negotiations to cushion teachers in their delivery of services.
PROPOSALS OF NEW ALLOWANCES
1. COMMUTER ALLOWANCE
The Union demands that commuter allowance be increased by 150% of the current rate. Commuter allowance shall be paid as per Appendix.
2. LEAVE ALLOWANCE
The Union demands that leave allowance be paid based on one’s basic pay i.e. an equivalent of one month’s basic pay for all cadres.
3. HOUSE ALLOWANCE
The Union demands that House allowance be harmonized across all regions. i.e Teachers
in Grade C2 should enjoy the same house allowance whether in Nairobi or Marsabit and this should be in all grades.
4. TOWNSHIP HARDSHIP ALLOWANCE
While teachers enjoy equal house allowance across all regions, the Union proposes the introduction of township allowance. Teachers in urban areas experience challenges of high cost of living and expensive urban transport and this makes no difference with a teacher in a hardship area. We propose a town allowance of 30% of basic salary be paid to teachers in major cities or county headquarters.
5. HARDSHIP ALLOWANCE
Hardship allowance shall be payable to teachers assigned duties in Arid and Semi-Arid Lands (ASAL) areas. However, the areas declared as hardship needs to be reviewed because there are other emerging issues like terrorism, cattle rustling etc.
6. RISK ALLOWANCE
Risk allowance shall be payable to all Science teachers due to exposure to chemicals and other substances. The Union demands that Risk allowance be paid at a rate of 20% of the basic salary as per appendix.
7. ACCOMODATION ALLOWANCE
Teachers are assigned duties outside the work station. In the civil service, there are guidelines stipulating the allowance for every cadre. The Union has proposed development of clear guidelines on the payment of accommodation allowance (per diem) as well as the amount as shown in the appendix.
7. POST GRADUATE SCHEME OF SERVICE
The teaching service has no scheme of service for teachers who have attained a Masters and Doctorate degrees. Instead, the employer awards three increments to the holders of such qualifications. The proposed scheme seeks to allow TSC recruit teachers possessing post-graduate qualifications at entry level. The Union demands that Post graduate
scheme of service be developed and be eligible to all teachers holding a Master’s and Doctorate degree. The said teachers shall be paid an allowance equivalent to 40% of the basic salary.
8. CAREER PROGRESSION
Parties agreed that career progression in the teaching service shall be as provided under Part VI of the Code of Regulations for Teachers. However, KUPPET demands that the Commission in performance of its obligation under this agreement ensures that every teacher under its employment is facilitated to undergo professional development.
9. OVERTIME ALLOWANCE
KUPPET demands that working hours for all teachers be 8 hours per day i.e. 8.00 am. to
5.00 p.m. with one hour lunch break for five days i.e. 40 hours per week – Monday to Friday. Further, the Union proposes that any extra hours worked be compensated as an overtime as teachers in boarding sections are overworked and no monetary compensation are done. The overtime allowance schedule is attached as per Appendix.
10. COMPREHENSIVE MEDICAL COVER
We propose that medical allowance be increased by 100% to enable the employer improve health benefits with insurance underwriters.
11. TEACHERS’ SALARY INCREMENT
The 2016 basic salary increment be varied to align the increment with challenges of inflation.
OTHER ISSUES
a) The marking scheme for employment of Diploma teachers is discriminating and unfair to diploma teachers. We propose it be reviewed so that they are given same marks as graduates.
b) Special schools allowance terminated without consultation should be reinstated.
c) Annual increment for teachers seems not clear. Not all teachers have been given the same.
d) There should exist common cadre grades to show job group progression as before the CBA 26th October, 2016.
| ACCOMODATION ALLOWANCE (PER DIEM) | |||
| Nairobi, Mombasa, Kisumu Kilifi, Naivasha, Lamu and Kwale | Nakuru, Nyeri, Eldoret, Kericho, Kakamega, Embu, Garissa, Bungoma | Other areas | |
| C2 | 6,000 | 4,000 | 3,000 |
| C3 | 6,500 | 4,500 | 3,500 |
| C4 | 6,500 | 4,500 | 3,500 |
| C5 | 8,000 | 6,000 | 4,000 |
| D1 | 8,000 | 6,000 | 4,000 |
| D2 | 8,000 | 6,000 | 4,000 |
| D3 | 10,000 | 7,500 | 5,000 |
| D4 | 10,000 | 7,500 | 5,000 |
| D5 |
| Salary Scale point CURRENT LEAVE ALLOWANCE PROPOSED LEAVE ALLOWANCE 1 6000 27,325 2 6000 28,792 3 6000 30,335 4 6000 31,956 5 6000 32,988 6 6000 34,955 7 6000 36,280 |
LEAVE ALLOWANCE GRADE C2
| 8 | 6000 | 37,654 |
| 9 | 6000 | 39,081 |
| 10 | 6000 | 40,562 |
| 11 | 6000 | 42,099 |
| 12 | 6000 | 43,694 |
GRADE C3
| Salary Scale point | CURRENT LEAVE ALLOWANCE | PROPOSED LEAVE ALLOWANCE |
| 1 | 6,000 | 33,908 |
| 2 | 6,000 | 34,570 |
| 3 | 6,000 | 35,167 |
| 4 | 6,000 | 35,837 |
| 5 | 6,000 | 36,536 |
| 6 | 6,000 | 37,087 |
| 7 | 6,000 | 37,867 |
| 8 | 6,000 | 38,677 |
| 9 | 6,000 | 39,532 |
| 10 | 6,000 | 41,417 |
| 11 | 6,000 | 43,391 |
| 12 | 6,000 | 45,463 |
| 113 | 6,000 | 47,624 |
| 14 | 6,000 | 49,912 |
GRADE C4
| Salary Scale point | CURRENT LEAVE ALLOWANCE | PROPOSED LEAVE ALLOWANCE |
| 1 | 6,000 | 35,927 |
| 2 | 6,000 | 37,495 |
| 3 | 6,000 | 39,136 |
| 4 | 6,000 | 40,849 |
| 5 | 6,000 | 42,642 |
| 6 | 6,000 | 45,463 |
| 7 | 6,000 | 47,624 |
| 8 | 6,000 | 49,912 |
| 9 | 6,000 | 51,632 |
| Salary Scale point CURRENT LEAVE ALLOWANCE PROPOSED LEAVE ALLOWANCE 1 6,000 40,849 2 6,000 41,417 3 6,000 42,642 4 6,000 43,391 5 6,000 45,463 6 6,000 47,624 7 6,000 49,912 8 6,000 51,931 |
GRADE C5
| 9 | 6,000 | 55,644 |
| 10 | 6,000 | 58,069 |
| 11 | 6,000 | 60,613 |
GRADE D1
| Salary Scale point | CURRENT LEAVE ALLOWANCE | PROPOSED LEAVE ALLOWANCE |
| 1 | 10,000 | 66,177 |
| 2 | 10,000 | 68,905 |
| 3 | 10,000 | 71,746 |
| 4 | 10,000 | 77,840 |
| 5 | 10,000 | 80,242 |
GRADE D2
| Salary Scale point | CURRENT LEAVE ALLOWANCE | PROPOSED LEAVE ALLOWANCE |
| 1 | 10,000 | 71,565 |
| 2 | 10,000 | 77,840 |
| 3 | 10,000 | 85,269 |
GRADE D3
| Salary Scale point | CURRENT LEAVE ALLOWANCE | PROPOSED LEAVE ALLOWANCE |
| 1 | 10,000 | 77,840 |
| 2 | 10,000 | 80,242 |
| 3 | 10,000 | 82,717 |
| 4 | 10,000 | 90,612 |
GRADE D4
| Salary Scale point | CURRENT LEAVE ALLOWANCE | PROPOSED LEAVE ALLOWANCE |
| 1 | 10,000 | 99,730 |
| 2 | 10,000 | 102,807 |
| 3 | 10,000 | 104,644 |
| 4 | 10,000 | 107,873 |
| 5 | 10,000 | 111,201 |
| 6 | 10,000 | 114,632 |
GRADE D5
| Salary Scale point | CURRENT LEAVE ALLOWANCE | PROPOSED LEAVE ALLOWANCE |
| 1 | 10,000 | 111,201 |
| 2 | 10,000 | 114,632 |
| 3 | 10,000 | 118,169 |
| 4 | 10,000 | 121,814 |
| 5 | 10,000 | 125,573 |
| 6 | 10,000 | 129,528 |
| 7 | 10,000 | 131,380 |
| 8 | 10,000 | 141,891 |
| 9 | 10,000 | 148,360 |
| 10 | 10,000 | 152,937 |
RISK ALLOWANCE
GRADE C2
| Salary Scale point | PROPOSED RISK ALLOWANCE |
| 1 | 5,465 |
| 2 | 5,758 |
| 3 | 6,067 |
| 4 | 6,391 |
| 5 | 6,598 |
| 6 | 6,991 |
| 7 | 7,256 |
| 8 | 7,531 |
| 9 | 7,816 |
| 10 | 8,112 |
| 11 | 8,420 |
| 12 | 8,739 |
GRADE C3
| Salary Scale point | PROPOSED RISK ALLOWANCE |
| 1 | 6,782 |
| 2 | 6,914 |
| 3 | 7,033 |
| 4 | 7,167 |
| 5 | 7,307 |
| 6 | 7,417 |
| 7 | 7,573 |
| 8 | 7,735 |
| 9 | 7,906 |
| 10 | 8,283 |
| 11 | 8,678 |
| 12 | 9,093 |
| 113 | 9,525 |
| 14 | 9,982 |
GRADE C4
| Salary Scale point | PROPOSED RISK ALLOWANCE |
| 1 | 7,185 |
| 2 | 7,499 |
| 3 | 7,827 |
| 4 | 8,170 |
| 5 | 8,528 |
| 6 | 9,093 |
| 7 | 9,525 |
| 8 | 9,982 |
| 9 | 10,326 |
11
GRADE C5
| Salary Scale point | PROPOSED RISK ALLOWANCE |
| 1 | 8,170 |
| 2 | 8,283 |
| 3 | 8,528 |
| 4 | 8,678 |
| 5 | 9,093 |
| 6 | 9,525 |
| 7 | 9,982 |
| 8 | 10,386 |
| 9 | 11,129 |
| 10 | 11,614 |
| 11 | 12,123 |
GRADE D1
| Salary Scale point | PROPOSED RISK ALLOWANCE |
| 1 | 13,235 |
| 2 | 13,781 |
| 3 | 14,349 |
| 4 | 15,568 |
| 5 | 16,048 |
GRADE D2
| Salary Scale point | PROPOSED RISK ALLOWANCE |
| 1 | 14,313 |
| 2 | 15,568 |
| 3 | 17,054 |
GRADE D3
| Salary Scale point | PROPOSED RISK ALLOWANCE |
| 1 | 15,568 |
| 2 | 16,048 |
| 3 | 16,543 |
| 4 | 18,122 |
GRADE D4
| Salary Scale point | PROPOSED RISK ALLOWANCE |
| 1 | 19,946 |
| 2 | 20,561 |
| 3 | 20,929 |
| 4 | 21,575 |
| 5 | 22,240 |
| 6 | 22,926 |
GRADE D5
| Salary Scale point | PROPOSED RISK ALLOWANCE |
| 1 | 22,240 |
| 2 | 22,926 |
| 3 | 23,634 |
| 4 | 24,363 |
| 5 | 25,115 |
| 6 | 25,906 |
| 7 | 26,276 |
| 8 | 28,378 |
| 9 | 29,672 |
| 10 | 30,587 |
TOWNSHIP ALLOWANCE
GRADE C2
| Salary Scale point | PROPOSED TOWNSHIP ALLOWANCE |
| 1 | 5,465 |
| 2 | 5,758 |
| 3 | 6,067 |
| 4 | 6,391 |
| 5 | 6,598 |
| 6 | 6,991 |
| 7 | 7,256 |
| 8 | 7,531 |
| 9 | 7,816 |
| 10 | 8,112 |
| 11 | 8,420 |
| 12 | 8,739 |
GRADE C3
| Salary Scale point | PROPOSED TOWNSHIP ALLOWANCE |
| 1 | 6,782 |
| 2 | 6,914 |
| 3 | 7,033 |
| 4 | 7,167 |
| 5 | 7,307 |
| 6 | 7,417 |
| 7 | 7,573 |
| 8 | 7,735 |
| 9 | 7,906 |
| 10 | 8,283 |
| 11 | 8,678 |
| 12 | 9,093 |
| 113 | 9,525 |
| 14 | 9,982 |
15
GRADE C4
| Salary Scale point | PROPOSED TOWNSHIP ALLOWANCE |
| 1 | 7,185 |
| 2 | 7,499 |
| 3 | 7,827 |
| 4 | 8,170 |
| 5 | 8,528 |
| 6 | 9,093 |
| 7 | 9,525 |
| 8 | 9,982 |
| 9 | 10,326 |
| Salary Scale point PROPOSED TOWNSHIP ALLOWANCE 1 8,170 2 8,283 3 8,528 4 8,678 5 9,093 6 9,525 7 9,982 8 10,386 9 11,129 |
GRADE C5
| 10 | 11,614 |
| 11 | 12,123 |
GRADE D1
| Salary Scale point | PROPOSED TOWNSHIP ALLOWANCE |
| 1 | 13,235 |
| 2 | 13,781 |
| 3 | 14,349 |
| 4 | 15,568 |
| 5 | 16,048 |
GRADE D2
| Salary Scale point | PROPOSED TOWNSHIP ALLOWANCE |
| 1 | 14,313 |
| 2 | 15,568 |
| 3 | 17,054 |
GRADE D3
| Salary Scale point | PROPOSED TOWNSHIP ALLOWANCE |
| 1 | 15,568 |
| 2 | 16,048 |
| 3 | 16,543 |
| 4 | 18,122 |
GRADE D4
| Salary Scale point | PROPOSED TOWNSHIP ALLOWANCE |
| 1 | 19,94699,730 |
| 2 | 20,561 |
| 3 | 20,929 |
| 4 | 21,575 |
| 5 | 22,240 |
| 6 | 22,926 |
GRADE D5
| Salary Scale point | PROPOSED TOWNSHIP ALLOWANCE |
| 1 | 22,240 |
| 2 | 22,926 |
| 3 | 23,634 |
| 4 | 24,363 |
| 5 | 25,115 |
| 6 | 25,906 |
| 7 | 26,276 |
| 8 | 28,378 |
| 9 | 29,672 |
| 10 | 30,587 |
COMMUTER ALLOWANCE
| JOB GROUP | KSH PER MONTH | |||
| Current Rates | 50% increment from the current | |||
| C2 | 5,000 | 7,500 | ||
| C3 | 6,000 | 9,000 | ||
| C4 | 8,000 | 12,000 | ||
| C5 | 8,000 | 12,000 | ||
| D1 | 12,000 | 18,000 | ||
| D2 | 12,000 | 18,000 | ||
| D3 | 14,000 | 21,000 | ||
| D4 | 14,000 | 21,000 | ||
| D5 | 16,000 | 24,000 |
OVERTIME ALLOWANCE
| GRADE | OVERTIME PAY | OVERTIME 2HRS |
| PER HOUR | AVERAGE | |
| C2 | 500 | 1,000 |
| C3 | 600 | 1,200 |
| C4 | 700 | 1,400 |
| C5 | 800 | 1,600 |
| D1 | 900 | 1,800 |
| D2 | 1,000 | 2,000 |
| D3 | 1,100 | 2,200 |
| D4 | 1,200 | 2,400 |
| D5 | 1,300 | 2,600 |
HOUSE ALLOWANCE
| JOB GROUP | KSH PER MONTH | |||
| Proposed rates (Nairobi rates) | Current Rates | |||
| C2 | 16,500 | 7,500 | ||
| C3 | 28,000 | 13,000 | ||
| C4 | 28,000 | 13,000 | ||
| C5 | 35,000 | 15,400 | ||
| D1 | 45,000 | 16,800 | ||
| D2 | 45,000 | 16,800 | ||
| D3 | 45,000 | 16,800 | ||
| D4 | 45,000 | 16,800 | ||
| D5 | 50,000 | 20,000 | ||
