Tambuzi Social Policy Statements

9 Mar 2026

 

TAMBUZI SOCIAL POLICY STATEMENTS-2026

 

Quality Policy: Quality is important to our business because we value our customers. We strive to provide our customers with products and services which meet and even exceed their expectations.

We are committed to continuous improvement and have established a Quality Management System which provides a framework for measuring and improving our performance.

 

Anti-Discrimination: Tambuzi will not permit any form of discriminate be it directly or indirectly in recruitment, promotion, access to training, remuneration, allocation of work, compensation, disciplinary action, training, terms and conditions of employment, termination of employment, retirement general treatment in the workplace or other activities etc. based on sex, race, colour, language, religion, gender, marital status, sexual orientation,  union membership, political opinion, ethnic or social origin, nationality or disability, Tuberculosis, HIV/AIDS Status, workers’ representative bodies, national extraction or social origin.

Equal opportunity and equal treatment must be ensured. Tambuzi Limited shall pay employees equal remuneration for work of equal value. All local. Migrant, seasonal and permanent workers shall receive equivalent benefits and employment conditions for equal work performed.

To achieve equity in the workplace, employment and promotion of suitably qualified people from disadvantaged and minority groups shall be encouraged.

 

Anti-Sexual Harassment Policy

Tambuzi recognizes the rights of all employees to work in an environment free from unlawful harassment and/or retaliation based upon age, gender, sexual orientation, tribe, race, religious beliefs, colour, and place of origin, mental or physical disability, marital status at the place of work e.t.c.

Tambuzi is committed to providing a work environment that is free of any form of harassment, including sexual harassment in compliance with Kenyan legislation, particularly the 2007 Employment Act, Section 6, the Labor Relations Act Section 2, the Sexual Offenses Act Section 23and the Bill of Rights, Section 28.

Any employee’s behaviour that fits the definition of sexual harassment represent a form of misconduct, which may result in disciplinary action up to and including summary dismissal.

We are committed to dealing quickly and effectively with any incident that might occur.

Tambuzi recognizes that any form of Sexual Harassment is punishable under the Kenyan 2006 Sexual Offence Act Section 23, the 2007 Employment Act Section 6, the Labour Relations Act Section 2, and the Bill of Rights, section 28.

To this end Tambuzi has zero tolerance to Sexual Harassment at any organizational level, be it formal or informal and/or at an individual level. Tambuzi is committed to creating and maintaining a conducive working environment, free from any forms Sexual Harassment.

Any employee’s behaviour that fits the definition of sexual harassment represent a form of misconduct, which may result in disciplinary action up to and including dismissal.

 

 

Gender Based Violence Policy

Tambuzi is committed to eliminating all forms of gender-based violence.

Tambuzi recognizes that any form of Gender based violence is punishable under the Kenyan 2006 Sexual Offence Act Section 23, the 2007 Employment Act Section 6, the Labour Relations Act Section 2, and the Bill of Rights, section 28.

To this end Tambuzi has zero tolerance to Gender based Violence at any organizational level, be it formal or informal and/or at an individual level. Tambuzi is committed to creating and maintaining a conducive working environment, free from any forms of Gender based violence.

Any employee’s behaviour that fits the definition of gender violence represent a form of misconduct, which may result in disciplinary action up to and including dismissal.

 

Forced Labour: Tambuzi will not permit/use or assist any other person to use forced or bonded or involuntary prison labour. All work will be conducted on a voluntary basis and not under threat of any penalty or sanctions. Tambuzi will not withhold part of the employee’s salary, social benefits, or part of the employee’s property or documents in order to force him/her to continue working for the company. Employees shall not be required to lodge any form of deposits or their identity papers with Tambuzi.

Each employee shall have the right to leave his/her place of employment at the end of each normal working day or shift.

Each employee shall have the right to terminate his/her employment relationship at any time provided appropriate notice as indicated in the employment contract will be given to the employer.

Tambuzi shall treat all employees with respect and dignity. Tambuzi shall not directly or indirectly engage in, support or tolerate the use of corporal punishment, mental or physical coercion, bullying, harassment or abuse of any kind.

 

Any disciplinary measures, if necessary, shall be conducted within the framework of nationally and internationally recognized rights as well as internationally recognized human rights.

No bribes of any kind shall be used to secure or to continue staying in employment with Tambuzi.

Workers shall not be tested for pregnancy, HIV/AIDS or genetic disorders during recruitment.

There shall be no termination of employment of a woman related to pregnancy, birth of a child and consequences of nursing or an employee’s HIV status.

 

Policy on Child Labour

Tambuzi is committed to find practical, meaningful and culturally appropriate responses to support the prohibition and elimination of the worst forms of child labour. Tambuzi does not accept Child labour. Child labour is prohibited and there shall be no recruitment of child labour. Tambuzi supports the United Nations (UN) Convention on the Rights of the Child (1989). Tambuzi’s child labour policy is based on this convection, which stipulates:

• “All actions concerning the child shall take full account of his or her interests” Article 3
• “The right of the child to be protected from economic, exploitation and from performing any work that is likely to be hazardous or to interfere with the child’s education, or to be harmful to the child’s health or physical, mental, spiritual, moral or social development” Article 32.1

In addition, this policy is based on both the International Labour Organization (ILO) Minimum Age Convention No. 138 (1973) and the Employment Act, 2007 of Kenya. According to the convention, the word “Child” is defined as any person below fifteen (15) years of age and according to the Employment Act, 2007 the word “Child” is defined as a person who has not attained the age of eighteen (18) years.

Tambuzi has a zero-tolerance approach to Child. It is essential that Children are not put at risk or deprived of an education or childhood in any way mentally, physically, socially or morally harmed, through working. Every effort is be made to ensure that child / forced or compulsory labour does not feature in Tambuzi.

Strategies in place to curb this include: this policy is publicly available throughout the Company and clearly communicated to all employees in a manner in which it can be understood through induction programs and policy manuals, the implementation of the policy is the responsibility of the facilities human resources department and the security staff, who do not permit minors to enter the farm as workers, there is a zero-tolerance policy towards its breach and Employment contracts and other records, documenting all relevant details of the employees, including age, are maintained at all facilities and are open to verification by any authorized personnel or relevant statutory body.

All actions to avoid child labour shall be implemented by taking the child’s best interest into account. Tambuzi also requires that all suppliers comply with all relevant national and international laws, regulations and provisions applicable in the country of production.

 

Freedom of Association and the right for collective bargaining: All employees have the right to establish or join any association of their choice with the objective of promoting or protecting the employees’ interests.

Disciplinary measures against workers who exercise their right of freedom of association in a peaceful and lawful manner are not permitted.

Terms and conditions of employment shall always be in line with or better than those outlined in the Collective Bargaining Agreement.

 

Freedom of Association & Right to Unionize Policy

Tambuzi guarantees all employees of Tambuzi the right to join the Union for the purposes of bargaining collectively on working terms and conditions.

 

Tambuzi will not discriminate against any employee nor victimize any employee for exercising this right. Furthermore, Tambuzi will adopt a positive attitude towards any trade union organizers granted access for the purposes of talking about the benefits of trade union membership.

 

Tambuzi will also ensure the formation of the Union Committee in the workplace is free of hindrance or interference or victimization of the members of such a committee.

 

Working hours and employment contracts: Working hours shall be based on the pertinent national laws and industry standards. If the working hours specified by the relevant legislative body is exceeded, it shall be treated as overtime. This extra work must be voluntary and must be remunerated separately according to the national law. Each employee has the right of at least one day off work after 6 consecutive working days.

All permanent and seasonal employees shall be issued with written employment contracts and both parties (Employee and Employer) shall sign the contracts.

Any changes in terms and conditions of employment shall be communicated to the employees in writing.

Employment is not conditional on the employment of the spouse. Spouses have the right to work elsewhere.

Unexcused absences and excessive excused absences are cause for progressive corrective action and may result in Termination or Summary Dismissal. Tambuzi also reserves the right to terminate any permanent employee who is absent for seven (7) consecutive days and seasonal employee who is absent for three (3) consecutive working days without notification.

Tambuzi shall keep records of dates of absence, leaves and sickness, that is periods of incapacity for work reported by employees and records of all payments of statutory pay made during such period.

 

Disciplinary Policy

Tambuzi is committed to fair treatment of all employees and is obliged to and will investigate and take appropriate action if an employee’s conduct, behaviour or attitude is alleged to be unacceptable.

A clear and consistent discipline policy fairly applied assists Tambuzi avoid claims of unjust or discriminatory actions.

 

Policy Purpose

Tambuzi promotes fair and constructive treatment of unacceptable conduct or work performance.

The Disciplinary Policy of Tambuzi is designed to help and encourage all employees to achieve and maintain high standards of conduct, job performance and attendance.

The disciplinary policy aims to help employees whose performance, attendance or conduct falls below company requirements to achieve the necessary improvement.

This is accomplished through a progressive discipline process. The purpose of this policy is to explain when and how progressive discipline generally be applied. Progressive discipline process is carried out with the intent to improve behavior.

Formal procedures are vital to ensure consistent and fair disciplinary actions at all times.

 

Grievance Handling Policy

Tambuzi Ltd expects that most disputes or grievances or differences can be resolved informally.  The procedure laid down below shall be used by any employee wishing to put forward grievances in which he/she is directly and personally concerned and is not in the position to resolve it informally.

 

Policy brief & purpose.

Tambuzi’s grievance procedure policy explains how employees can voice their complaints in a constructive way. Supervisors and senior management should know everything that annoys employees or hinders their work, so they can resolve it as quickly as possible. Employees should be able to follow a fair grievance procedure to be heard and avoid conflicts.

The company encourages employees to communicate their grievances. That way we can foster a supportive and pleasant workplace for everyone.

 

Aim

We want all employees to work together peacefully.

We want any disputes and differences from your place of work settled satisfactorily.

We want to ensure that your work is not affected by unsettled disputes.

We want to give you the chance to make and settle reasonable complaints.

We want to discourage discrimination against freedom of association.

This policy cover grievances can arise out of: –

1. Unlawful termination, dismissal or suspension
2. Heavy handedness by management
3. Favouritism
4. Bribery
5. Failure to pay rightful dues etc
6. Harassment
7. Sexual Harassment (See detailed handling procedure below)
8. Threats
9. Discrimination against free right of collective bargaining and freedom of association
10. Unfairness in treatment
11. Creation of toxic work environment etc

The grievance procedure in place is communicated to the workers and it:

1. Allows workers to file complaints directly and anonymously.
2. Allows for direct and anonymous third-party complaints.
3. Ensures resolutions are decided and remediation implemented in a timely manner.
4. Protect workers who file complaints from recriminations.
5. Reports fully to complainant and allows for an appeal process.

 

Compensation: Wages must be aid according to the minimum legal and industrial standards and shall be paid in full on a regular basis for all services provided by the employee. Each employee shall receive benefits according to the national law (eg. Premium pay for overtime, paid leave etc)

Deductions from wages as a punitive measure are prohibited.

Wages will be paid in a manner suitable for the employee and/or the payment must comply with locally acceptable procedures. The employee shall be informed about the structure of his/her remuneration in an easily comprehensible manner (payslip).

 

HIV/AIDS Policy

Tambuzi shall not discriminate based on HIV status.

The only medical criterion for recruitment is fitness to work. HIV infection does not constitute a lack of fitness to work. There is no obligation on applicants or staff to inform Tambuzi of their HIV status. HIV screening will not be required either as a condition of recruitment or for continuation of employment, promotion or training.

Human Rights Policy

Tambuzi is committed to developing an organizational culture which respects human rights and will not tolerate human rights abuses, and will not engage or be complicit in any activity that solicits or encourages human rights abuse.

Tambuzi supports and respects the principles contained in the International Human Rights Standards.

Tambuzi will always strive to build trust, deliver mutual advantage and demonstrate respect for human dignity and rights in all relationships it enters, including respect for cultures, customs and the values of individuals and groups.

 

Tambuzi also recognizes that cultural rights are an integral part of human rights, taking as their reference the Universal Declaration of Human Rights (1948), as well as respects intellectual rights of its stakeholders.

Tambuzi observes the following Human Rights:

• Non-discrimination
• Equality
• No Child labour
• No Forced/bonded/compulsory labour
• Freedom of association/collective bargaining
• Hygiene, Health and safety
• Working conditions – including working hours
• Fair wages/compensation
• No harsh or degrading treatment/harassment
• Maternity protection

 

Occupational Health, Safety and Hygiene Policy

Tambuzi is committed to protecting the health, safety and hygiene of all individuals affected by our activities, including our employees, contractors and the public. Tambuzi will provide a safe, healthy and hygienic working environment, and will not compromise the health, safety and hygiene of any individual.

Tambuzi is committed to continual improvement in Health, Safety and Hygiene performance leading to standards beyond legal minimum requirements.

Unambiguous rules and procedures shall be provided and/or implemented to ensure health and safety in the workplace. All employees shall be regularly informed about and receive training on these health and safety rules and procedures eg. Safety in the workplace procedures, and on the legal provisions governing health and safety.

Tambuzi shall provide a hygienically safe working environment.

 

Sickness and Absence Policy

Tambuzi places a high value on attendance. All employees shall be required to be at work on time on their scheduled workdays.  Regular attendance and punctuality are important because they affect an employee’s productivity and ability to meet goals, standards, and deadlines.

 

Absent employees adversely affect company morale since co-employees must absorb the absent employee’s workload in addition to their own.  Consequently, the level of service provided is diminished.

 

An employee is responsible for notifying his supervisor of his absence each day of the absence and advising when he will report back to work. Unexcused absences and excessive excused absences are cause for progressive corrective action and may result in Termination or Summary Dismissal. Tambuzi also reserves the right to terminate any permanent employee who is absent for seven (7) consecutive days and seasonal employee who is absent for three (3) consecutive working days without notification.

 

Tambuzi shall keep records of dates of absence, leaves and sickness, that is periods of incapacity for work reported by employees and records of all payments of statutory pay made during such period.

 

Gender Policy

Tambuzi is committed to ensuring both Gender equality and Gender equity exists at the workplace.

Tambuzi is also committed to advancing both Gender equality and Gender equity within the organization and in all its programmes.

 

Gender equality requires equal enjoyment by women and men socially – valued goods, opportunities, resources and rewards. Equality includes the full and equal enjoyment of all rights and fundamental freedoms. It requires the acceptance and appreciation of the complimentary of women and men and their diverse roles in society.

Gender equity is the process of being fair to women and men.

 

Ethics & Anti-Corruption Policy

Tambuzi is committed to maintaining the highest standards of integrity and corporate governance practices in order to maintain excellence in its daily operations, and to promote confidence in our governance systems.

 

Tambuzi is committed to conduct all of our business in an honest and ethical manner. We take a zero-tolerance approach to bribery and corruption and are committed to acting professionally, fairly and with integrity in all our relationships and business dealings wherever we operate and to implementing and enforcing effective systems to counter bribery.

We will uphold all laws relevant to countering bribery and corruption. We remain bound by the laws of Kenya, including the Anti-Corruption and Economic Crimes Act, 2003, in respect of our conduct at work.

 

Tambuzi recognizes the importance of protecting all of our human, financial, physical, informational, social, environmental and reputational assets.

 

Illegal Drugs and Alcohol Abuse Policy

Tambuzi recognises that alcohol and drug abuse related problems are an area of health and social concern. The Company also recognises that alcohol and drug abuse problems can have a detrimental effect on work performance and behaviour.

Tambuzi has zero tolerance to bringing or use of illegal drugs and alcohol in the workplace during work time or during a period prior to work where the effects may carry over to the workplace. This includes business functions where the employee is representing the Company.

 

Smoking Policy

Tambuzi allows smoking but only in smoking designated areas. Smoking is not allowed in enclosed areas eg offices, dining hall, kitchen, Pack house, Toilets, Bathrooms and Stores and close to areas with flammable substances eg. Fuel store, generator room, Workshop; however, smoking is allowed in the open.  ‘No smoking’ signs are posted within the farm and must be observed.

 

Recruitment and Selection Policy

Tambuzi is committed to a fair, consistent and non-discriminatory recruitment and selection process that conforms to statutory regulations and agreed best practice to obtain the best possible person-to-job fit which will, when aggregated, contribute significantly to the Company’s effectiveness.

 

Non-discriminatory on the grounds of sex, age, disability, race, colour, language, religion, gender, marital status, sexual orientation, union membership, political opinion, ethnic or social origin or nationality.

 

 

Training Policy

Tambuzi is committed to the development of its employees through training and recognizes that the most important single resource is the quality of its employees.

Training ensures employees meet the requirement and expectation of their work, employees make full contribution to the work of their teams and employees develop their effectiveness to increase job satisfaction and achieve their potential.

 

Tambuzi is committed to creating and providing a learning-oriented environment conducive to the application of learning.

While Tambuzi will provide employees with directions, resources and guidance, employees should take responsibility of their own learning and to apply learning in their work.

 

Performance Management

Tambuzi is committed to managing individual’s work and maintaining continuous communication between employees and their Supervisors through a Performance Management system.

 

Promotion and Transfers Policy

Tambuzi is committed to effective promotions and transfers of employees to utilize the many skills and abilities that employees bring to their jobs, reward employees for their contributions to the Company and offer employees opportunities commensurate with their capabilities within the needs of the Company. Transfers are also effected due to structural changes within a Department. Tambuzi shall try to fill job openings through transfer or promotion of current employees who possess the required qualifications and experience. Promotion and transfer decisions will be based on such factors as work performance, ability, skills, experience, education and related qualifications.

All promotions and transfers must be done in writing and are in the discretion of Management.

Transfers can either be temporary or permanent depending on the need. Promotions and transfers may occur between departments or can be a lateral movement to a different job

 

Fire Prevention and Protection Policy

Tambuzi is committed to minimize the risks to staff and visitors, which may arise from fire. This will be achieved by ensuring precautions are taken to avoid fires occurring by observing good fire safety practices and carrying out annual fire safety audits.

 

Contagious Disease Policy

Tambuzi is committed to providing a workplace free of health hazards and to protecting its employees from contagious disease spread in the workplace.

Examples of “contagious disease” as defined and covered by this policy include, but are not limited to: Chickenpox, Measles, Mumps, Tuberculosis, Meningitis, Whooping Cough, Avian or similar type of influenza (but not the common seasonal flu), HIV/AIDS, pandemics eg Covid-19 etc

This policy is not intended to cover common illnesses such as colds and viruses, sore throats, and upper respiratory infections.

Managers and employees must report known contagious disease (as defined by this policy) in the workplace to the HR Office or nurse.

Any employee who has a contagious disease (as defined by this policy) that could be spread through normal work contact is not permitted access to the workplace until he or she no longer has

the contagious disease, or the disease is no longer transmissible through normal work contact as determined by his or her medical provider.

 

Re-Entry Interval and Pre-Planting Interval Policy

Tambuzi is committed to monitoring and observing re-entry and pre-planting intervals following sprays to ensure health and safety of the employees.

The use of highly hazardous pesticides (WHO Class 1) has been banned in Tambuzi.

All workers within the vicinity being sprayed and not wearing protective clothing leave the area during sprays.

After pesticide application in a greenhouse (Whole block or Spot sprays) or in the open field, workers are not allowed into sprayed area until the specified re-entry / pre-planting interval has been observed as follows:

• Moderately hazardous pesticides WHO Class 2 chemicals- 12 hours
• Slightly hazardous pesticides Class 3 chemicals- 6 hours.
• Unlikely hazardous pesticides Class 4 chemicals- 4 hours.
• Biological products and Foliar sprays- 1 hour to ensure that the leaves are dry

Workers are discouraged from accessing the crop within the exclusion time, however if anyone needs to have access to the crop within the exclusion time they must have the appropriate protective clothing and equipment.

 

Adequate precautions and measures have been taken to ensure other persons or areas are not contaminated due to application of chemicals e.g. drift.

• Tambuzi has re-designed the spraying to be done either early morning, late afternoon or evening hours depending on the target pest
• Chain and padlock have been provided to lock the greenhouse doors after spraying till re-entry times.
• A red ribbon must be put around the sprayed block to alert the workers not to enter a sprayed block.
• Re-entry boards written preferably in Swahili or English must be put in place to guide this.

 

Re-entry interval warning signs are displayed at the greenhouse and field entry points / gates stating:

• Date of application.
• Start and end of spraying time.
• Pesticide applied
• Re-entry time.
• Re-entry interval.
• WHO toxicity class.
• Entry is not safe without the use of protective clothing.
• Chain and padlock have been provided to lock the greenhouse doors after spraying till re-entry times.

Personal Data Protection

Compliance with all national laws is mandatory. We commit to treat personal information of employees, customers, stakeholders and other interested parties with the utmost care and confidentiality. We ensure that we gather, store and handle data fairly, transparently and with respect towards individual rights. Tambuzi is committed to providing a safe environment for information of employees, customers, stakeholders and other interested parties with the utmost care and confidentiality.

 

Shared Value Policy

Tambuzi will strive to be a good corporate citizen. Through its managers, its employees and local community, Tambuzi is committed to promoting protection of the environment; supporting the local communities it operates in; promoting equal opportunities; ensuring safe and efficient working practices; and working with suppliers who uphold similar values.

 

Tambuzi recognizes that our employees and local community are our greatest asset and key to continued growth and success and as such, we are committed to providing working environments in which our people can achieve their fullest potential as support the well-being of the local community around us.

For the local community, Tambuzi shall:

• Give priority when recruiting labour/workforce and aim to employ majority of the workforce from the local community.
• Aims to make the communities in which we work, better places to live and do business
• Aims to be sensitive to the local community’s cultural, social and economic needs
• Endeavours to protect and preserve the environment wherever Tambuzi operates
• Support projects within their local communities together with community leaders and members.

 

Environment Policy

Tambuzi’s management team is committed to ensuring that all its operations are done in an environmentally friendly manner by providing adequate support and resources, making the environment an organizational priority, integrating environmental management throughout the organization, identifying environmental problems, determining root causes and preventing problems from recurring.

 

Tambuzi environmental policy is to promote good growing technologies that have least adverse impacts to people, water, air, land/soil, flora and fauna to ensure a clean healthy environment and sustainability.

 

Tambuzi is committed to avoid or reduce pollution of the environment and to continuously improve the protection of the environment. When handling waste, hazardous chemicals and other substance, all current procedures and standards must be applied. This also implies to emissions and water pollution control

 

Energy Management Policy

Tambuzi Limited is committed to responsible energy management as a way to reduce our carbon footprint and energy use. We will practice energy efficiency throughout all our premises, plant and equipment, wherever it’s cost effective whilst still meeting our operational needs. Energy efficiency and conservation is at the core of our strategy for our products to remain competitive.

 

Work Experience Policy

Tambuzi is committed to offering work experience to both local and international youth, 15 years and above.

 

The work experience is either through Apprenticeship, Industrial Attachment, Internship or Work Placements programs, for youth.

 

Tambuzi is committed to offer such candidates work experience programs in any of their sites with an aim to acquire practical skills and appropriate work-ethics that progressively prepare them to be work-ready by the end of the program.

Tambuzi Employer Pays Principle Policy

Tambuzi is committed to ensuring that no worker should pay for a job. Tambuzi Pay Principle Policy is fundamental in combating exploitation, forced labor, and trafficking of migrant workers in global supply chains.

Tambuzi having adopted this principle is committed to covering the full costs of recruitment, eradicating worker fees and addressing a key cause of forced labor

Tambuzi Whistleblower Policy

Tambuzi encourages the reporting of any instances of suspected unethical, illegal, corrupt, fraudulent or undesirable conduct involving the company’s business and provides protections and measures to individuals who make a disclosure in relation to such conduct without fear of victimisation or reprisal.