The biggest fear for teachers is Section 3.3 of the current CBA (2017/2021), which says in part: “This agreement remains in force and binds all parties until a new CBA is negotiated.” In light of the collective bargaining concluded by the ILO/Unesco, the result of which is a collective agreement, the deadlines for negotiating and concluding the 2021/2023 collective agreement for public service teachers are quickly expiring, as the financial component must be included in the government`s 2021/2022 budget estimates. Through this committee, the trade unions present their proposals for discussion, according to which the Commission makes a counter-offer. The details of the interviews and the counter-offer will then be forwarded to the Wages and Compensation Commission (RCS) for consultation before Knut and TSC sign the agreement. There will be a counter-proposal from the employer before the Src Board is sought to pave the way for the signing of the agreement. However, this process must be conducted strictly according to rules and rules and a specific timetable in order to facilitate and implement the collective agreement. Teachers in classes C4 to D5 benefit from a 16% increase in their basic salaries in the new collective agreement proposed by their employer. This means that if TSC cannot stimulate negotiations with teachers on a new KBA, the parties will continue to use the old agreement, which is already in serious dispute after the Commission has stated that it will use two parallel pay slips in the field of public education. The primary objective of these negotiations is to reach a collective agreement governing the terms of employment. Collective agreements may also address the rights and obligations of the parties, thereby ensuring harmonious and productive employment. Improving the integration of collective bargaining and collective agreements is a good way to reduce inequality and increase labour protection.
The two unions made their recommendations for the new collective agreement last year. In these recommendations, KNUT wanted the base salary to be increased from 120% to 200%. why some of 2018 graduates were employed, but 2016 graduates are not busy in some counties.why tsc gave many counties more option to apply, but they knew they were employing teachers from their home county, D.e, if you`re recruited by kiambu you`re in kiambu, but the salaries and renumation board has once back in his KNUT response.