KUPPET DEMANDS FOR NEW CBA CYCLE NEGOTIATIONS

KENYA UNION OF POST PRIMARY EDUCATION TEACHERS

UNION DEMANDS

KUPPET requests members to read the document and give their inputs.

BACKGROUND

• Introduction

Kenya Union of Post Primary Education Teachers signed a Collective Bargaining Agreement on 26^th October 2016 which was later registered in the Employment and Labour Relations Court on 30^th 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.

• 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

1. 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.
2. Special schools allowance terminated without consultation should be reinstated.
3. Annual increment for teachers seems not clear. Not all teachers have been given the same.
4. There should exist common cadre grades to show job group progression as before the CBA 26^th 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

 

LEAVE ALLOWANCE

GRADE C2

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
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

 

GRADE C5

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
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

 

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

 

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

 

GRADE C5

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
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

 

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