ONE YEAR CONTRACT
NAME: MERCYLINE ESOFINA KWOBA
JOB TITLE (GRID L4): GENERAL WORKER (BRANCH ASSISTANT)
We are pleased to inform you that you have been offered employment contract for (12) twelve
months for the above-mentioned position with effect from 6th October, 2025.
Fixed (w/Commission): Your gross monthly pay will be at Kshs. 15,075 paid by the 10th of the
following month subject to company statutory deductions. The gross pay figure is subject to
statutory deductions. Note salaries are confidential and shall not be disclosed to unauthorized
parties within and outside the farm. You shall also be entitled to Monthly Earned Commission
of up to 30% based on your performance.
Duties: You shall be reporting directly to the Regional Supervisor. Your workstation shall be in
Sindo Branch or other location as may be advised from time to time. Management reserves the
right to reassign you to a different department or location if required
Working Hours: Normal working hours are 7am - 5pm on Monday to Friday and 7am – 3pm on
Saturday. You may be required to work, Sundays and public holidays depending on workload with
a pay as per the Company’s salary scale and the Laws of Kenya. Departmental hours may be
different from standard.
Leave: You shall be entitled to twenty-one (21) days leave for each twelve (12) months of
continuous service, accumulated on a monthly basis. Leave shall be taken with approval of the
management depending on the workload. Leave may only be accumulated to next year with
agreement with the management and it shall not exceed twenty-one days carried over for each
period. Leave is to be taken and not traded for cash or compensation.
Sick Leave: Upon production of a medical certificate of incapacitation from a recognized Medical
Practitioner, you will be entitled to seven (7) days sick leave with full pay and thereafter, another
seven (7) days with half pay in each period of twelve months of service. This may be verified by
doctor recommended by the Company if need be.
Probation – You will serve a six (6)-month probation period, during which period either party can
terminate employment with seven (7) days’ notice (as per Employment Act, 2007). The Probation
period shall only lapse by explicit written confirmation from the Company.
Health & Safety Rules: You are required to familiarize yourself with health and safety rules and
observe the same always while at work. The Company shall provide you with Safety Equipment
(PPES) as stipulated by law and departmental policy, where required. PPES shall always be worn
and it is an offence to expose yourself and others to danger by not using them correctly.
victoryfarmskenya.com | Delta Corner Towers, 10th Floor, Westlands, Nairobi, Kenya
Disclosure of Company Information: You shall not disclose any company information to
unauthorized persons whether within or outside the company. In an event of exit from the
company, you shall return all company tools and property in your possession.
Company Permission for other activities: You shall not without the consent of the company
engage in other activities, business or occupations, which may be deemed by Management to
have a competitive element to VF. This would include any fish farming related activities or the
production of fish farming materials.
Discipline: You are expected to observe company rules and regulations as established and issued
from by the management. Nothing in this contract shall stop the company from summarily
dismissing you from employment for gross misconduct and in accordance to section 44 of the
Employment Act, 2007. The company may dismiss you for fraudulent, absenteeism, intoxication
at work, neglect of duties, abuse or insult to fellow employees or to your superiors and for any
cause as stipulated in the Employment Act 2007.
Unexcused Absences: Any period of unexcused absenteeism will receive a warning letter and may
result in summary dismissal.
Termination: This contract may be terminated by either party during probation, with seven (7)
days’ notice or payment in lieu of notice; or after probation with thirty (30) days’ notice or
payment in lieu of notice. Any payments in lieu of notice shall be due with the calculation of the
employee’s terminal dues.
Employee Handbook: Personnel rules and regulations set forth in the Company’s employee
handbook and related documents, are considered at all times part of your employment contract
as may be modified from time to time.
Renewal: This contract will terminate automatically upon expiration of the contract period and
will be renewable (same as above contract duration) by written notification by HR
victoryfarmskenya.com | Delta Corner Towers, 10th Floor, Westlands, Nairobi, Kenya
Acceptance of Employment: Kindly signify acceptance of the terms and conditions by signing a
duplicate of this letter.
Regards,
Cynthia Ruanjau
Sales Operations Director
Employee Name:
ID Number:
Signature:
victoryfarmskenya.com | Delta Corner Towers, 10th Floor, Westlands, Nairobi, Kenya
SCHEDULE 1: DUTIES, RIGHTS AND RESPONSIBILITIES OF THE JOB
Job Title: General Worker (Branch Assistant)
Reports To: Regional Supervisor
Job Overview:
This role primarily focuses on ensuring a smooth flow of operations within the branch. This will
involve various responsibilities related to inventory management, branch cleanliness, customer
service, and supporting the sales team. You will be reporting directly to the Regional Supervisor
and will play a crucial role in maintaining efficient processes and delivering exceptional service to
our customers.
Responsibilities and Duties:
1. Receive Stock: Receive incoming stock deliveries, verify quantities, and ensure accurate
documentation. Collaborate with the Regional Supervisor to conduct thorough
inspections of received goods, checking for quality and compliance with established
standards.
2. Calculate Inventory Variances: Assist in managing inventory levels by conducting regular
stock counts and reconciling any discrepancies. Maintain accurate records of stock
movements and report any significant variances to the Regional Supervisor.
3. Branch Maintenance: Ensure the cleanliness and order of the branch is maintained at
top notch. Regularly clean and arrange the branch, including rotogals, drums, crates,
displays and weighing scale to create a clean and fresh appealing customer-friendly
environment.
4. Weigh Fish for Client Orders upon request from Branch Captain accurately. Provide
efficient service to the Branch Sales Team enabling them to serve customers in a timely
manner.
5. Verify payment for the fish measured as placed order by sales team and record on
separate sheet.
6. Reporting: Prepare regular reports on inventory levels, and any other operational issues
encountered. Communicate relevant information to the Regional Supervisor and
collaborate on implementing solutions when necessary.
7. Collaboration and Communication: Foster positive working relationships with
colleagues and maintain transparent communication. Collaborate with the sales team
to ensure a seamless flow of operations in the branches.
victoryfarmskenya.com | Delta Corner Towers, 10th Floor, Westlands, Nairobi, Kenya
8. Adherence to Standards: Maintain compliance with health and safety regulations and
ensure that all operational activities adhere to company policies and procedures.
9. Additional Duties: Perform any other tasks assigned by the Sales Manager or Regional
Supervisor to support the functioning of the branch.
....................... .....................
Employee Signature Date
victoryfarmskenya.com | Delta Corner Towers, 10th Floor, Westlands, Nairobi, Kenya
SCHEDULE 2: GRIEVANCE AND DISCIPLINARY RULES AND PROCEDURES
1. Grievance Procedure
1.1 Any grievance should first be raised formally with your department report.
1.2 The department supervisor will notify the Employee of their decision in writing.
1.3 If the Employee has any grievance relating to their employment or if they are
dissatisfied with any disciplinary decision affecting the Employee, the Employee
should first attempt to resolve this by discussion with the department supervisor.
Failing satisfaction, they may refer it in writing for determination by the
management.
2. Disciplinary Rules and Procedure
2.1 Misconduct includes any breach of the Company's rules regulations and
procedures and any other conduct which is considered by the Company to be
unreasonable or antisocial.
2.2 Gross misconduct includes the following examples, offences of a similar nature
and attempts to commit such offences (this list is not exhaustive):
• Theft or other dishonesty whether committed at or outside work.
• Conviction for a criminal offence other than a minor road traffic offence.
• Repeated or gross acts of negligence, rudeness or inappropriateness to
customers, colleagues or third parties.
• Careless or deliberate damage to the Company's property.
• Careless or deliberate breaking of any statutory rule or regulation or rule or
regulation of the Company, which is capable of injuring or endangering
anybody, or leaving the Company open to prosecution.
• Any conduct whether at or outside work which in the Company's view may
jeopardize the good reputation or profitability of the Company.
• Serious breaches of the Company's rules regulations and procedures.
• Assault, fighting, sexual harassment and the use of offensive language.
• Misuse of the Company's information systems, associated data, copyright,
software and the telecommunications network.
• Being under the influence of alcohol or drugs at work.
• Act of dishonesty relating to the Company or any of its employees or otherwise.
• Incompetence in the performance of the Employee’s duties.
• Failing to comply with any lawful order or direction given to the Employee by the
management of the Company or the Company’s board.
victoryfarmskenya.com | Delta Corner Towers, 10th Floor, Westlands, Nairobi, Kenya
2.3 Procedure in the event of misconduct:
2.3.1 At all stages, the Employee will be notified of the complaint against them and
called to a disciplinary meeting by the management where the Employee will have
an opportunity to explain the matter complained of. The Employee may, if they so
wish, be accompanied and represented by a fellow employee.
• Stage 1.
If the complaint is justified, the Employee will be given an oral warning.
• Stage 2.
If a further complaint, whether for the same or a different matter, is justified,
the Employee will be given a written warning.
• Stage 3.
If a further complaint, whether for the same or a different matter, is justified,
the Employee will be given a final written warning.
• Stage 4.
If a further complaint, whether for the same or a different matter, is justified, the
Employee’s
employment will be terminated.
All warnings will remain in effect for a period of nine (9) months from the date of
issue.
One or more of the stages referred to above may be omitted depending on the
severity of the offence.
The Employee may be suspended prior to a disciplinary hearing at any stage of this
procedure.
2.4 Procedure in the event of gross misconduct:
2.4.1 The Employee will be notified of the complaint against him and called to a disciplinary
meeting with the management where the Employee will have an opportunity to
give explanation for the matter complained of. The Employee may if they so wish
be accompanied by a fellow employee. If the Employee is found to be guilty of
gross misconduct, their employment will be terminated immediately.
3. Capability Rules and Procedure
3.1 Incapability is where the Employee is incapable for any reason, including ill-health
and/or any disability of which the Company is aware, of performing his duties
properly.
3.2 Poor performance is where the Company is not satisfied with the Employee’s
performance or capability, assessed by reference to the Employees skill, aptitude,
physical and mental qualities and any disability of which the Company is aware.
victoryfarmskenya.com | Delta Corner Towers, 10th Floor, Westlands, Nairobi, Kenya
3.3 Procedure in the event of incapability or poor performance:
3.3.1 At all stages, the Employee will be notified in writing of the complaint or concern
of incapability or poor performance and called to a meeting with the management
where the Employee will have the opportunity to discuss the incapability or poor
performance complained of and to provide an explanation. The Employee may, if
they so wish, be accompanied by a fellow employee.In the event of any illness or
disability of which the Company is aware the Employee will (subject to the
Employee’s full co-operation) use all reasonable endeavors to obtain appropriate
medical and other information about the Employee’s condition and their ability to
carry out their job.
• Stage 1.
If in the light of the information and matters disclosed and discussed at that
meeting the
Company’s concerns are justified, the Employee may be given a written warning.
• Stage 2.
In the event of failure to improve sufficiently within the period referred to in the
first warning, and if in the light of the information and matters disclosed and
discussed at the first and at that further meeting and of any adjustments made
by the Company the Company’s concern remains justified, a final written
warning may be given by the Company. This warning will state that if the
Employee fails to improve sufficiently within a specified period, the
employment will be terminated.
• Stage 3.
Should the Employee fail to improve sufficiently within the specified period,
the Employee’s employment may be terminated. A decision to dismiss the
Employee will be notified to them in writing.
4. Appeals
4.1 The Employee may appeal in writing to the management against any action
taken under the Disciplinary and Capability rules.
4.2 Appeal hearings will take place as soon as reasonably practicable.
4.3 The decision made on the appeal will be final.
....................... .....................
Employee Signature Date
victoryfarmskenya.com | Delta Corner Towers, 10th Floor, Westlands, Nairobi, Kenya
