[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-adamus-resources-limited-nzema-operations-and-general-manufacturing-and-metal-workers-union-gmm-of-ghana-federation-of-labour-gfl-":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":205,"content_type_view":206,"extra_breadcrumbs":207,"body":209,"body_blocks":220,"related_pages":224},732,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_GH","2025-07-27T10:50:23.876634+00:00","2026-04-02T09:10:17.509970+00:00","\u002Fcms\u002Fpages\u002F732\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Ghana","en-gh",{"title":20,"slug":21},"Work in Ghana","work-in-ghana",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-27T12:50:23.876634+02:00","2026-04-02T11:10:17.663929+02:00",{"cba":32,"clauses":43,"details":203,"translations":204},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-agreement-between-adamus-resources-limited-nzema-operations-and-general-manufacturing-and-metal-workers-union-gmm-of-ghana-federation-of-labour-gfl-","4b47158e-198e-11e4-bd77-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-adamus-resources-limited-nzema-operations-and-general-manufacturing-and-metal-workers-union-gmm-of-ghana-federation-of-labour-gfl-\u002Fcollective-agreement-between-adamus-resources-limited-nzema-operations-and-general-manufacturing-and-metal-workers-union-gmm-of-ghana-federation-of-labour-gfl-\u002F","Collective Agreement between Adamus Resources Limited (Nzema Operations) and General Manufacturing and Metal Workers Union (GMM) of Ghana Federation of Labour (GFL) - 2012","GHA Adamus Resources Limited - 2012","Ghana - GHA Adamus Resources Limited - 2012","GHA Adamus Resources Limited - 2012 - Extraction, mining, quarrying",{"name":41,"data":42},"ADAMUS RESOURCES .html","\n              \n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN ADAMUS RESOURCES LIMITED NZEMA OPERATIONS AND\nGENERAL MANUFACTURING AND METAL WORKERS UNION (GEMM) OF GHANA FEDERATION OF\nLABOUR (GFL)\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Cp>COLLECTIVE BARGAINING CERTIFICATE CERTIFIED TRADE UNIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In exercise of the powers conferred on the Chief Labour Officer by section\n99 (1) of the Labour Act, 2003 (Act 651) and having satisfied myself that the\nUnion is the duly registered trade union at the Enterprise, it is hereby\ncertified, that to the extent set out herein, the\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GENERAL MANUFACTURING AND METAL WORKERS UNION (GEMM) OF GHANA FEDERATION OF\nLABOUR (GFL)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A duly registered Trade Union is today appointed as the appropriate\nrepresentative to conduct with the employer whose particulars are mentioned in\nthe schedule hereunder collective bargaining on behalf of it class of\nworkers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SCHEDULE\u003C\u002Fp>\n\n\u003Cp>ADAMUS RESOURCES LIMITED NZEMA OPERATIONS P O BOX AS31, ESIAMA\u003C\u002Fp>\n\n\u003Cp>*IN RESPECT OF THE BRANCH UNION *\u003C\u002Fp>\n\n\u003Cp>GRADES: 1-5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated at Accra this 27m April 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LABOUR DEPARTMENT HEADQUARTERS P.O. BOX MB 55 ACCRA\u003C\u002Fp>\n\n\u003Cp>SIGNED: AG. CHIEF LABOUR OFFICER ELIZABTH. HAGAN (MS.) \u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 1: GENERAL BASIS OF AGREEMENT\u003C\u002Fh2>\n\n\u003Ch3>1.1 Parties to the Agreement\u003C\u002Fh3>\n\n\u003Cp>This Agreement is entered into between Adamus Resources Limited (hereinafter\nreferred to as the \"Company\") and General Manufacturing and Metal Workers\"\nUnion of GFL (hereinafter referred to as the \"Union\") on behalf of the\nBranch.\u003C\u002Fp>\n\n\u003Cp>The parties shall recognize the role of a third party (independent mediator,\narbitration or the National Labour Commission) in appropriate circumstances.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.2 Registration\u003C\u002Fh3>\n\n\u003Cp>The General Manufacturing And Metal Workers' Union of GFL is a duly\nregistered Union under the Labour Laws of Republic of Ghana and shall qualify\nfor appropriate bargaining rights.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.3 Responsibilities and objectives of Parties to the Agreement\u003C\u002Fh3>\n\n\u003Cp>1.3.1 The parties to this Collective Agreement (CA), having the common goal\nof the successful operation of the Company, are to do all within their power to\npromote productivity and stability of employment by ensuring a harmonious and\npeaceful working relationship to the mutual benefit of the Company and its\nEmployees.\u003C\u002Fp>\n\n\u003Cp>1.3.2 The Company and the Union shall ensure that:\u003C\u002Fp>\n\n\u003Cp>- Agreement once concluded is respected, and made Operational.\u003C\u002Fp>\n\n\u003Cp>- Procedures agreed to in terms of the agreement, regulating\nemployer\u002FEmployee relations are properly observed.\u003C\u002Fp>\n\n\u003Cp>- Their obligations in the Agreement are honoured.\u003C\u002Fp>\n\n\u003Cp>- Discourage either party from engaging in any unlawful industrial action as\ndefined in the labour law.\u003C\u002Fp>\n\n\u003Cp>- The rights of the other party are respected and protected.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.4 Coverage\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitydifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingdifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingexcludedtrigger\">\u003Cp>This Agreement shall cover all Employees of the Company mentioned in the\nCollective Bargaining Certificate (CBC).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.5 Purpose and Scope of the Agreement\u003C\u002Fh3>\n\n\u003Cp>a. The purpose of the Collective Agreement (hereinafter referred to as the\nCA) is to standardize and regulate the relationship between the Company and\nEmployees who have entered into a contract of employment with the Company who\nare members of the Union.\u003C\u002Fp>\n\n\u003Cp>b. Respect the law on the prohibition of forced or compulsory labour in all\nits forms.\u003C\u002Fp>\n\n\u003Cp>c. Respect the prohibition of employment of children.\u003C\u002Fp>\n\n\u003Cp>d. The Company's relations with all its Employees shall be lawful.\u003C\u002Fp>\n\n\u003Cp>e. The Company's relations with the Union where the agreement is silent\nshall be governed where appropriate by such statutory Act and Regulations\nincluding but not limited to Labour Act 2003 (Act 651), Social Security Law\n1991, PNDC Law 247, Workmen's Compensation Law 1987, PNDC Law 187, Public\nHolidays Law 1989, PNDC Law 220, Mining Regulations of 1970, L.l 665, L.l 666,\nNational Pension Act 766 and any amendments thereto.\u003C\u002Fp>\n\n\u003Cp>f. It is further recognized by the parties that the Agreement is a living\ndocument and the fact that certain conditions are reduced to writing does not\npreclude the responsibilities of either parties to meet with the other to\ndiscuss and negotiate on matters not specifically covered by the Agreement but\nwhich are within the scope and intent of the Agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.6 Variation\u003C\u002Fh3>\n\n\u003Cp>a. Where any of the class of Employees of the Company express their desire\nto join the Union but are not covered by the Bargaining Certificate, the\nparties to this Collective Agreement shall meet to discuss the issue.\u003C\u002Fp>\n\n\u003Cp>b. The Union may then after any such discussion apply for a variation of the\nBargaining Certificate to include the class of Employees agreed by both\nparties.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.7 Duration and Effective date\u003C\u002Fh3>\n\n\u003Cp>a. The CA shall come into effect on 30TH November 2012 and continue in\neffect for a minimum period of three (3) years until amended in whole or in\npart except for the rates of pay schedule which shall be negotiated annually\nand shall be effective from 1st January.\u003C\u002Fp>\n\n\u003Cp>b. If after the expiration of the Agreement, no new Agreement has been\nconcluded, the provisions herein shall continue to apply until a new Agreement\nis drawn up or until this Agreement is terminated by either party in accordance\nwith the Labour Act, 2003 (Act 651) and any amendment thereto.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.8 Interpretation of the Agreement\u003C\u002Fh3>\n\n\u003Cp>If the interpretation of any part of the Agreement is disputed and Agreement\ncannot be reached by both parties in terms of the appropriate procedure set out\nin the Agreement, the terms in dispute shall be dealt with by a mutually\nacceptable third party and if not resolved then by reference to the Labour\nLaw.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.9 Seperability\u003C\u002Fh3>\n\n\u003Cp>The provisions of the Agreement are deemed to be separable to the extent\nthat if and when a court of jurisdiction adjudges any provision of the\nAgreement in its application between the Company and the Union which happen to\nbe in conflict with any law, such decisions shall not affect the validity of\nthe remaining provisions of the Agreement, but shall continue to be effective\nin full force and in further event of any such provisions, so declared to be in\nconflict with a law both parties once there is no further reference to any\nhigher court of jurisdiction, shall meet as soon as practicable for the purpose\nof re¬negotiating and reaching agreement on provisions so invalidated.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.10 Saving\u003C\u002Fh3>\n\n\u003Cp>In case of conflict between this Collective Agreement and existing rules,\nregulations and practices in the Company the Collective Agreement shall take\nprecedence.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.11Individual Contract\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>If the Company considers it necessary to cause an Employee covered by this\nCA to work outside the borders of the Republic of Ghana then the GEMM shall be\ninformed and involved in concluding the terms and conditions of work applicable\nto that Employee. It shall therefore not be lawful for any or all Employees\ncovered under this CA to enter into individual employment contract(s) without\nthe involvement of the GEMM.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.12 Statutory Provisions\u003C\u002Fh3>\n\n\u003Cp>The Company shall:\u003C\u002Fp>\n\n\u003Cp>Respect the freely exercised rights of Employees without obstruction to\norganize, to further and defend their interest as well as the protection of\nthose Employees who exercise their right to organize.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1.13 Definitions\u003C\u002Fh3>\n\n\u003Cp>For the purpose of this CA, general definitions as used by both parties are\nset out in Appendix B to this document.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 2: TRADE UNION ACTIVITIES\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2.1 Freedom of Union Activities\u003C\u002Fh3>\n\n\u003Cp>The Company shall recognize the activities of the Union and its Members, and\nshall not victimize or discriminate against any Union Member in their conduct\nof Union activities.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>2.2 Branch Union Official\u003C\u002Fh2>\n\n\u003Cp>(a) The Company shall recognize the right of the Union to designate Branch\nUnions including Executive Members and Shop Stewards as such.\u003C\u002Fp>\n\n\u003Cp>(b) The Union shall inform the Company of the names, number and the\ndistribution of Executive Members and Shop Stewards. The Company shall\nrecognize only the Employees so Recognised on the current list.\u003C\u002Fp>\n\n\u003Cp>(c) An Executive Member or a Shop Steward transferred to a new area shall\ncease to be so Recognised until he is elected to serve the new area.\u003C\u002Fp>\n\n\u003Cp>(d) The Company will recognize the assignment by the Union of a full time\nBranch Union representative. The Union shall notify the Company at least\nthree-(3) months prior to the intended assignment.\u003C\u002Fp>\n\n\u003Cp>(e) The Company will release Branch Union representative who are on\nsecondment to the National Union for a period of four (4) years. This may be\nreviewed before or after the four years period.\u003C\u002Fp>\n\n\u003Cp>(f) All earnings of a full-time Branch Union official during the period of\nhis secondment shall be paid by the Branch Union\u003C\u002Fp>\n\n\u003Cp>(g) When a full-time Branch Union representative has been relieved of his\nassignment the Company in consultation with the Union will make every\nreasonable effort to provide suitable employment on his return.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2.3 Union Activities During Working Hours\u003C\u002Fh3>\n\n\u003Cp>(a) The Company shall upon request, to perform Union activities, permit\nUnion representatives from the Office of the General Secretary to be admitted\non its premises.\u003C\u002Fp>\n\n\u003Cp>(b) The Company shall permit the Union to assemble its Members on its\npremises for Union meetings provided that the Company's permission for such\nmeetings is obtained.\u003C\u002Fp>\n\n\u003Cp>(c) Union activities during working hours by Branch Union Officials must\nalways be with prior permission of their immediate Supervisor and when required\nto leave station with the permission of the General Manager.\u003C\u002Fp>\n\n\u003Cp>(d) Union Officials shall leave the station of the Company upon permission\nfrom the Company to participate in the following:\u003C\u002Fp>\n\n\u003Cp>(i) Standing Negotiating Committee (SNC) Meetings.\u003C\u002Fp>\n\n\u003Cp>(ii) Labour- Management Consultation meetings.\u003C\u002Fp>\n\n\u003Cp>(iii) Union - Management meetings.\u003C\u002Fp>\n\n\u003Cp>(iv) Labour Courses and Seminars\u003C\u002Fp>\n\n\u003Cp>(v) Any other Union Meeting deem appropriate.\u003C\u002Fp>\n\n\u003Cp>(e) Any Employee who is permitted by the Company to carry out Union\nactivities during rostered working hours shall be considered as being on\nduty.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2.4 Leave of Absence - Trade Union Courses\u003C\u002Fh3>\n\n\u003Cp>The Company shall grant leave of absence with pay to any Union Member who is\noffered scholarship by the Union to undertake Trade Union Course either in\nGhana or Overseas.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2.5 Transfer of Branch Union Official\u003C\u002Fh3>\n\n\u003Cp>The Company shall consult with the Union in the event it becomes unavoidable\nto transfer a Branch Union Official.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2.6 Utilization of Company - Owned Facilities.\u003C\u002Fh3>\n\n\u003Cp>(a) Company facilities may be offered to Branch Union Officials to carry out\ntheir Union activities upon request.\u003C\u002Fp>\n\n\u003Cp>(b) The Company shall provide suitable place(s) on its premises for the\nworkers to put up Bulletin Boards for the benefit of Employees.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2.7 Trade Union Dues\u002FLevies\u003C\u002Fh3>\n\n\u003Cp>(a) Every Member covered by the Agreement is deemed to be a Member of the\nUnion and shall pay monthly dues\u002Flevies.\u003C\u002Fp>\n\n\u003Cp>(b) The monthly dues and levies shall be deducted at source from the\nEmployee's salary at the end of every month.\u003C\u002Fp>\n\n\u003Cp>(c) Any money so deducted shall be paid as directed by the Union and not\nmore than fifteen (15) days after the date on which wages\u002Fsalaries were\npaid.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 3: ENGAGEMENT REGULATIONS\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.1 General Provision\u003C\u002Fh3>\n\n\u003Cp>(a) Every Employee covered under this Collective Agreement shall be given a\ncopy of the Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>(b) The employment letter will clearly state, among others, the\nfollowing:\u003C\u002Fp>\n\n\u003Cp>Job Title\u003C\u002Fp>\n\n\u003Cp>ii. Department Assigned\u003C\u002Fp>\n\n\u003Cp>iii. Job Location\u003C\u002Fp>\n\n\u003Cp>iv. Company Grade\u003C\u002Fp>\n\n\u003Cp>V. Basic Rate of Pay Scale\u003C\u002Fp>\n\n\u003Cp>vi. Effective Date\u003C\u002Fp>\n\n\u003Cp>vii. Hours of Work\u003C\u002Fp>\n\n\u003Cp>viii. Shift Arrangement\u003C\u002Fp>\n\n\u003Cp>ix. Probationary Period\u003C\u002Fp>\n\n\u003Cp>X. Fringe Benefits\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The employment contract will consist of an appointment letter and the\nCollective Agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.2 New Engagements\u003C\u002Fh3>\n\n\u003Cp>(a) All engagement shall be at the discretion of the Company.\u003C\u002Fp>\n\n\u003Cp>(b) Company Employees shall undergo and complete any form of induction\nrequired for entry or required to meet the standard set by the Company for the\nconfirmation of the Employee's employment to perform the job function for which\nthe Employee has been engaged.\u003C\u002Fp>\n\n\u003Cp>(c) A newly engaged Employee shall normally be paid at the minimum Basic\nRate of Pay shown for the particular category of job function to be undertaken\nby that new Employee. In the case of an Employee with previous experience of\nthe work or requisite qualifications, a starting Rate of Pay, somewhere within\nthe appropriate scale, shall be paid.\u003C\u002Fp>\n\n\u003Cp>(d) Every Employee shall provide personal details on a Personal Record Form\nfor his file. All members of staff shall notify the Human Resources Department\nin writing of any changes on the Personal Record Form as soon as such changes\noccur. Copies of birth certificates should support birth of additional children\nand bereavement by death\u002Fburial certificates. A Marriage Certificate and\nstatutory declaration should support a change in marital status.\u003C\u002Fp>\n\n\u003Cp>(a) All engagements shall be made subject to medical fitness.\u003C\u002Fp>\n\n\u003Cp>(b) All potential new Employees are required to pass a pre-employment\nmedical examination conducted by a Registered Medical Practitioner from a\nRecognised Medical Facility, and to supply personal details for record\npurposes.\u003C\u002Fp>\n\n\u003Cp>(c) Medical examinations may be required by the Company during the course of\nan Employee's Employment. An Employee who works in hazardous area may request\nfor periodic medical examinations or shall be requested by the Company to take\nperiodic medical examinations in the course of his employment.\u003C\u002Fp>\n\n\u003Cp>(d) An Employee shall be entitled, subject to conditions as set out at the\ntime of termination, to a medical examination immediately following the\ntermination of employment (post-employment medical), always provided that any\nEmployee who is Summarily Dismissed has no right to any such entitlement.\u003C\u002Fp>\n\n\u003Cp>(e) All medical examinations, subject to any other conditions as set out in\nthis Collective Agreement, shall be made at no cost to the Employee. Any such\nexaminations shall wherever possible take place during normal daytime working\nhours, so as to coincide with the hours of work at the Recognised Medical\nFacility.\u003C\u002Fp>\n\n\u003Cp>(f) An Employee shall not refuse to undergo any examination or other medical\nassessment.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.4 Probationary Period\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>(a) All newly engaged Employees shall undergo a probationary period of three\n(3) months. If the new Employee is still in employment at the end of three (3)\nmonths he shall be deemed to be confirmed.\u003C\u002Fp>\n\n\u003Cp>(b) Where there is doubt about the Employee's suitability, the Company shall\nwrite to the Employee within the three (3) months and extend the probation\nperiod not exceeding a further three (3) months.\u003C\u002Fp>\n\n\u003Cp>(c) During the period of probation, an Employee's service may be terminated,\nwith one (1) month's basic salary at the end of a three (3) month probationary\nperiod or, with a pro rated value of a month's basic salary.\u003C\u002Fp>\n\n\u003Cp>(d) An Employee on probation may leave the service of the Company with one\n(1) month notice of such an intent failing which he will forfeit a month's\nsalary.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.5 Tools\u003C\u002Fh3>\n\n\u003Cp>(a) It shall be the responsibility of the Company to provide all the tools\nnecessary for use by Employees. The Employee shall be held responsible for the\nsafe keeping of tools and shall not misuse them.\u003C\u002Fp>\n\n\u003Cp>(b) The Company may establish a Tool Store on any Stations. Tools issued\nfrom this Store are not for personal use, and may not be taken from the\nimmediate area where the tools\u003C\u002Fp>\n\n\u003Cp>are to be\u002Fbeing used for the Company purposes without the express approval\nof a superior Company person.\u003C\u002Fp>\n\n\u003Cp>(c) The Company may issue small tools into the care of an Employee. Any such\ntools issued are still the property of the Company. Any Employee, if called\nupon at any time, and at the time of termination must return all tools so\nissued, and allowing for fair wear and tear, the Company always reserves the\nright to deduct the replacement cost of any missing issued tools from an\nEmployee's pay.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.6 Transport\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>(a) The Company shall provide all Employees with transport to and from the\ncompany, from Recognised pickup points\u003C\u002Fp>\n\n\u003Cp>(b) Employees not performing their job functions from a 'fixed' place, as is\nthe case with Accra Office, other arrangements will be put in place to\ntransport such Employees between accommodation and the work station and vice\nversa.\u003C\u002Fp>\n\n\u003Cp>(c) In the absence of Transport, the value thereof shall be monthly\ntransport allowance of\u003C\u002Fp>\n\n\u003Cp>Eighty Dollars ($80). This is applicable to only Accra Office.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.7 Security\u003C\u002Fh3>\n\n\u003Cp>3.7.1Security Clearance\u003C\u002Fp>\n\n\u003Cp>Employment shall be made subject to the Employee passing a security check.\nAll new Employees are required to furnish full and complete details of all\ntheir employment history so that their background may be checked. If any\nEmployee is found at any time (including any time after commencement) to have\nnot provided full and complete, or erroneous employment history details, then\nthat Employee will be dealt with under the Schedule of Offences.\u003C\u002Fp>\n\n\u003Cp>3.7.2Security Search\u003C\u002Fp>\n\n\u003Cp>The Company may search or cause to be searched the body and\u002For belongings of\nan Employee, at any time on station. An Employee shall not refuse to submit to\na personal search except that no female\u003C\u002Fp>\n\n\u003Cp>Employee shall be searched by a male person and vice versa.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.8 Nomination of Beneficiary\u003C\u002Fh3>\n\n\u003Cp>(a) Every Employee shall give to the Company at the time of engagement, the\nname and address of the nominee (the Beneficiary) whom the Employee wishes to\nreceive any appropriate entitlements or benefits due from the Company in the\nevent of death of the Employee. In case of dispute, in respect of payment to\nthe nominated beneficiary any payments made by the Company will be subject to\nthe Laws of Ghana.\u003C\u002Fp>\n\n\u003Cp>(b) The Beneficiary so nominated by the Employee may be changed by that\nEmployee at any time provided the change is evidenced in writing, addressed to\nthe Company.\u003C\u002Fp>\n\n\u003Cp>(c) The Company shall forward in total, directed to the last Bank account of\nrecord, any benefits that might have accrued to the deceased Employee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.9 Next of kin\u003C\u002Fh3>\n\n\u003Cp>Employees shall also nominate on the Personal Record Form, a Next-of-Kin,\nthe person to be contacted by the Company in case of emergency, e.g.\naccident.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.10 Induction or Orientation Programme\u003C\u002Fh3>\n\n\u003Cp>When a new Employee or Employee newly promoted to Senior Staff assumes duty\nhe will be given the appropriate orientation regarding his new position,\nconditions of services, responsibilities, security and safety.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.11 Internal Job Vacancies\u003C\u002Fh3>\n\n\u003Cp>(a) In the event of a new job function being created within the Company, it\nshall be advertised within the Company for Employees to apply.\u003C\u002Fp>\n\n\u003Cp>(b) As far as possible, all vacancies so advertised shall be filled from\nwithin the Company depending on suitable candidates being available.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.12 Promotion\u003C\u002Fh3>\n\n\u003Cp>(a) Promotion shall be based on the Company's assessment of an Employee's\nQualifications, Skills, Experience and Potential Contribution to the overall\nCompany's operation.\u003C\u002Fp>\n\n\u003Cp>(b) Where skills, past performance and assessed potential contribution to\nthe Company operations are equal among candidates, length of service may be\nused by the Company as a determining factor.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.13 Appraisals\u003C\u002Fh3>\n\n\u003Cp>The performance of all employees shall be evaluated every year to determine\nwhether it has been satisfactory. Under performing Employees shall be notified\nabout their short comings and remedial actions to improve their performance\nshall be agreed between Branch Union and the Company and then implemented as\nsoon as possible.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.14 Alternative Jobs for Idle Employee\u003C\u002Fh3>\n\n\u003Cp>(a) Where an Employee cannot be used in his normal job function capacity,\nthe Employee will accept a reasonable alternative job.\u003C\u002Fp>\n\n\u003Cp>(b) In this section an alternative job is any job whatsoever of the\nequivalent, of job function that the Employee normally performs, provided the\nalternative job is one that the Employee is trained, or competent, or\nphysically able to perform.\u003C\u002Fp>\n\n\u003Cp>(c) While the Employee is assigned a temporary alternative job he shall be\npaid his regular rate of pay even when the temporary alternative job requires\nless qualification.\u003C\u002Fp>\n\n\u003Cp>(d) An Employee, who refuses to accept a reasonable alternative job, will be\ndeemed to have refused to obey a lawful instruction without reasonable\ncause.\u003C\u002Fp>\n\n\u003Cp>(e) Temporary alternative job assignments shall normally not be for a period\nlonger than three (3) continuous months.\u003C\u002Fp>\n\n\u003Cp>(f) Any dispute as to what constitutes reasonable alternative employment\nshall be resolved by the Company and the Branch Union.\u003C\u002Fp>\n\n\u003Cp>(g) Any assignment to a lower category will not be made for punitive\nreasons.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 4: WORKING TIME REGULATIONS\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4.1 Hours of Work\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>(a) Mining is a continuous operation and therefore the Company will operate\ntwenty-four (24) hours per day, seven (7) days per week and fifty-two (52)\nweeks per year, on schedule of shift basis. The shift cycles and durations may\nvary across disciplines or sections of the mine, but should such shift work or\nschedule result in additional hours worked, appropriate premium will be\npaid.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>(b) Normal working week shall be a week of 40 hours worked over five (5)\ndays of eight (8) hours a day for all Employees. This shall be followed by two\n(2) rest days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(c) The actual hours and days worked shall be arranged to suit the\nconditions within the requirement of the Company and any change to this roster\nshall be in consultation with the Branch union\u003C\u002Fp>\n\n\u003Cp>(d) All Employees are required to devote the whole of their working time to\nthe Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4.2 Additional Hours Rates\u003C\u002Fh3>\n\n\u003Cp>(a) Time worked at the request of the company in excess of 8 hours per day\nor on non- rostered days shall be classified as \"Additional Hours\" and shall be\npaid at the applicable rates.\u003C\u002Fp>\n\n\u003Cp>(b) An employee shall have the right to refuse to work additional hours\nbeyond his or her rostered shift hours except in the case of a breakdown,\nrepair work, accident related work, or emergency or when in the case of an\nEmployee on a continuous shift roster, his replacement has not arrived to\nassume his duties.\u003C\u002Fp>\n\n\u003Cp>(c) Additional hours of work allowance as set out in this agreement shall be\n25% of employees basic rate of pay for Ten (10) hour shift employees and 50% of\nemployees basic rate of pay for Twelve (12) hour shift employees for employees\ncovered under this collective Bargaining Certificate.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4.3 Attendance at Work\u003C\u002Fh3>\n\n\u003Cp>(a) Any Employee who is absent from work without good cause at the beginning\nof a Shift, for which the Employee has been Rostered to work, will not be paid\nfor that day.\u003C\u002Fp>\n\n\u003Cp>(b) Absence due to sickness authenticated by a Registered Medical\nPractitioner from a Recognised Medical Facility will be paid. If the sickness\nis not authenticated by a Registered Medical Practitioner, it will not be\npaid.\u003C\u002Fp>\n\n\u003Cp>(c) An Employee shall be absented from duty by a Registered Medical\nPractitioner from a Recognised Medical Facility, until the date specified by\nthe Registered Medical Practitioner.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4.4 Public Holidays\u003C\u002Fh3>\n\n\u003Cp>(a) The Statutory Public Holidays are those Days falling on the nominated\ndates published by the Government of Ghana, from time to time and any other day\nsubsequently declared Public Holiday by the Government of Ghana.\u003C\u002Fp>\n\n\u003Cp>(b) If any Employee is requested to work on a Public Holiday, the decision\nto work that day rests entirely with the Employee. An Employee may not be\ncompelled to work on any such day, except as provided for in the following\nclause (c) of this Collective Agreement. The question as to whether or not an\nEmployee is to work on any particular Public Holiday shall be settled in\nadvance between the Company and the Employee.\u003C\u002Fp>\n\n\u003Cp>(c) Essential Employees and continuous shift workers who are Rostered to\nwork on a Public Holiday shall work. Any Employee of the category covered by\nthis clause, who fails to attend for work on the Public Holiday, may be\nsubjected to disciplinary action.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4.5 Public Holidays Worked\u003C\u002Fh3>\n\n\u003Cp>(a) Any Employee, who works on a Public Holiday at the request of the\nCompany shall receive remuneration as follows: one block of eight (8) hours\nBasic Pay for the shift (included in the Basic Rate of Pay for the period in\nwhich the Public Holiday occurs) and an additional amount being equal to two\n(2) times the Basic Hourly Rate, per hour, for the number of hours actually\nworked on that Public Holiday.\u003C\u002Fp>\n\n\u003Cp>(b) If a Public Holiday falls on Employee's scheduled rest day he shall\nreceive one (1) extra day's pay of eight (8) hours Basic Hourly Rate.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4.6 Frustrated Work (Stand Down)\u003C\u002Fh3>\n\n\u003Cp>(a) If an Employee is required to work and report for work on a day that is\nhis rostered day off (RDO) or on a public holiday and due to a breakdown or a\nproblem with materials, or for some other reason that is beyond the control of\nthe Employee, and because alternative work is not available, the Employee is\nrequested to go home (placed on Stand Down), he will be paid as follows:.\u003C\u002Fp>\n\n\u003Cp>1. Public Holiday: as per any Public Holiday as set out in this document.\u003C\u002Fp>\n\n\u003Cp>2. If an Employee reports for duty, but before the commencement of work, he\nis placed on Stand Down, then he shall be paid a day's Pay.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4.7 Paid Meal Times\u003C\u002Fh3>\n\n\u003Cp>An Employee shall be entitled to thirty, (30) minutes paid mealtime on the\nworking station as part of his Basic eight (8) hours of work. Mealtime shall be\narranged by the Company so as to best utilize the resources of all Employees\nand may be varied to suit utilisation requirements.\u003C\u002Fp>\n\n\u003Cp>The Company shall provide suitable canteen facilities for all Employees. The\nCompany will provide one meal per shift for each Employee at no cost to the\nEmployee. An Employee who is held to work additional hours of four (4) hours or\nmore shall be entitled to another meal (light meal).\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 5: PAY REGULATIONS\u003C\u002Fh2>\n\n\u003Ch3>5.1 Scales\u002FRates of Pay\u003C\u002Fh3>\n\n\u003Cp>a. Every Employee shall receive the Basic Rate of Pay appropriate to his job\nclassification as shown in the Schedule of Rates of Pay. (Appendix C)\u003C\u002Fp>\n\n\u003Cp>b. Movement of an Employee's Basic Rate of Pay within a job classification,\nand within the bounds for that job classification will be at the discretion of\nthe Company.\u003C\u002Fp>\n\n\u003Cp>c. Should a new job be created subsequent to the effective date of this CA\nor should an existing job be so substantially changed in its duties or\nresponsibilities such that the existing Basic Rate of Pay, job classification,\nand any other related conditions are no longer appropriate, then the Company in\nconsultation with the Union shall determine the Basic Rate of Pay, job\nclassification and other related conditions which shall apply to the new job\nfunction.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5.2 Change of Job Function Category\u003C\u002Fh3>\n\n\u003Cp>Any Rate of Pay change necessary as a result of such a movement between\nclassifications will be effective at the commencement of the Pay Period\nimmediately following the change in classification.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5.3 Payment of Earnings and Advance\u003C\u002Fh3>\n\n\u003Cp>(a) An Employee's Earnings shall be paid by the Company, directly into the\nbank account nominated by the Employee. Employees can only nominate one bank\naccount for the payment of Earnings.\u003C\u002Fp>\n\n\u003Cp>(b) Every Employee shall be advised of the details of payment through the\nbank by the Company.\u003C\u002Fp>\n\n\u003Cp>(c) The Company will be responsible for the monthly bank charges incurred by\nan Employee as a consequence of holding a bank account for the payment of\nsalaries. Always provided the bank charges do not exceed rates for similar\nservice as published by bankers of the Company.\u003C\u002Fp>\n\n\u003Cp>(d) At any convenient date midway through the month set by the Company, an\nemployee shall be paid an advance not exceeding 30% of his monthly salary upon\napplication.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5.4 Deductions from Earnings\u003C\u002Fh3>\n\n\u003Cp>No deductions shall be made from an Employee's Earnings other than:\u003C\u002Fp>\n\n\u003Cp>- Income Tax \u003C\u002Fp>\n\n\u003Cp>- Social Security \u003C\u002Fp>\n\n\u003Cp>- Provident Fund Contributions \u003C\u002Fp>\n\n\u003Cp>- Union Dues\u003C\u002Fp>\n\n\u003Cp>- Repayment of advances. Loans and any deductions as agreed to between the\nCompany and Branch Union\u003C\u002Fp>\n\n\u003Cp>- Deduction to a final (termination) payment in accordance with this\nCollective Agreement\u003C\u002Fp>\n\n\u003Cp>- Any other deduction required by the Laws of Ghana including any Court\nOrder.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5.5 Paid Sick Leave (Non-Occupational)\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>If an Employee is absent from work due to non-occupational sickness or\ninjury (such that the relevant Workmen's Compensation Legislation is not\napplicable) certified by a registered Medical Practitioner from a Recognised\nmedical facility as not being on account of the Employee's own fault or\nnegligence then the Employee is entitled to a Short-Term or Long-Term Sick\nLeave as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>5.5.1 Short-Term Sick Leave:\u003C\u002Fp>\n\n\u003Cp>Up to 2 years1 month Full Basic\u003C\u002Fp>\n\n\u003Cp>1month Half Basic\u003C\u002Fp>\n\n\u003Cp>5.5.2 Long Term Sick Leave:\u003C\u002Fp>\n\n\u003Cp>Length of Service: Sick Leave Benefit:\u003C\u002Fp>\n\n\u003Cp>3 years and above1st 3 months - Full basic pay\u003C\u002Fp>\n\n\u003Cp>2nd 3 months - Half basic pay\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1. An Employee who is absent from work on account of sickness\u002Finjury shall\nensure that his Supervisor is notified failing which his absence will be\nrecorded as absent without Permission.\u003C\u002Fp>\n\n\u003Cp>2. In a case where a Registered Medical Practitioner from a Recognised\nmedical facility recommends further treatment after the maximum paid sick\nperiod has been exhausted the Company may extend the sick leave period with or\nwithout pay after consultations with the Branch Union.\u003C\u002Fp>\n\n\u003Cp>3. Unused sick leave entitlements cannot be commuted to cash or any other\nform of benefit at any time.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5.6 Malingering\u003C\u002Fh3>\n\n\u003Cp>Any abuse by an Employee of the entitlements to sickness\u002Finjury benefits as\nset out in this Collective Agreement in terms of the genuineness of the\nsickness\u002Finjury as well as the period of absence allegedly authenticated by a\nRegistered Medical Practitioner from a Recognised Medical Facility will be\nregarded as Malingering. \u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 6: ALLOWANCE REGULATIONS\u003C\u002Fh2>\n\n\u003Ch3>6.1 Acting Allowance\u003C\u002Fh3>\n\n\u003Cp>(a) An Employee who is formally requested by the Company to perform the job\nfunction of a grade superior to the grade in which that Employee is normally\nemployed, shall be entitled to and be paid an Acting Allowance.\u003C\u002Fp>\n\n\u003Cp>(b) To qualify for an Acting Allowance the Employee acting in the place of\nanother Employee as set out in this section, must have acted in the higher\ngraded position for a period of fourteen (14) consecutive days\u003C\u002Fp>\n\n\u003Cp>(c) The Acting Allowance shall be 25% of the basic of the Acting Employee,\ncalculated on a daily basis for the number of days the Employee is acting in\nthe higher position.\u003C\u002Fp>\n\n\u003Cp>(d) An Employee who acts continuously for up to six (6) months in a vacant\njob function of a higher graded position shall be advised of his future job\nfunction and grade within these six (6) months or be deemed to be confirmed in\nthe higher vacant job function and grade at the end of that six (6) month\nperiod.\u003C\u002Fp>\n\n\u003Cp>(e) No acting allowance shall be paid to any Employee assigned to a higher\ngrade for the purpose of training or who is on trial for promotion.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.2 Out-of-Station Allowance\u003C\u002Fh3>\n\n\u003Cp>a. An Employee who is required in the course of his duties to travel and\ntravels away from his usual work Station shall be entitled where appropriate\nfor the period of time covered by the travel to:\u003C\u002Fp>\n\n\u003Cp>(1) Three (3) meals a day\u003C\u002Fp>\n\n\u003Cp>(2) Accommodation\u003C\u002Fp>\n\n\u003Cp>(3) Transport\u003C\u002Fp>\n\n\u003Cp>b. Transport expenses incurred by the Employee shall be reimbursed to him by\nthe Company, subject to prior arrangement. Legitimate Transport Expenses\nincurred by the employee shall be reimbursed by the company at GPRTU Rate.\u003C\u002Fp>\n\n\u003Cp>c. An Employee who is required to leave his Station within half an hour of\nthe start time of the Shift for which the Employee is rostered, will be\nentitled to claim breakfast and if he arrives back to Station after the closing\ntime of the Shift for which he is rostered, shall be entitled to claim\nsupper.\u003C\u002Fp>\n\n\u003Cp>d. If the Company does not arrange at the Company's cost, for meals and\u002For\naccommodation for an Employee traveling 'Out of Station' as set out in the\nclauses above, then in place of any such meals and\u002For accommodation being\nprovided at the Company's cost to such an Employee, the Employee so traveling,\nshall provide for his own meals and\u002For accommodation and shall be paid an\nallowance calculated as follows: \u003C\u002Fp>\n\n\u003Cp>i. Breakfast-GHC6.00 per day\u003C\u002Fp>\n\n\u003Cp>ii. Lunch-GHC7.00 per day\u003C\u002Fp>\n\n\u003Cp>iii. Supper-GHC7.00 per day\u003C\u002Fp>\n\n\u003Cp>iv. Accommodation-GHC60.00 per day\u003C\u002Fp>\n\n\u003Cp>e. Out-of-Station Allowances as set out immediately above shall be reviewed\nannually and shall take effect from the date of implementation regarding the\npayment of the cash equivalent of the provision of accommodation and meals\nshall be the date of the finalization of the rates.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.3 Other Accommodation and Meals Arrangement\u003C\u002Fh3>\n\n\u003Cp>If an Employee is required by the very nature of the job function being\nperformed at any given time (for example Exploration Employees), to be away\nfrom his Point of Hire as an integral part of the job function at that given\ntime, then the Out of Station allowance does not apply.\u003C\u002Fp>\n\n\u003Cp>Where an Employee is required at short notice by the Company due to an\nemergency to perform a job function in another station for an unspecified\nperiod and such an Employee is not able to return to his Domicile then the\nCompany shall provide accommodation and meals for the Employee. In the absence\nof the provision of accommodation and meals the costs incurred by the Employee\nfor those facilities shall be reimbursed by the Company.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.4 Per Diem\u003C\u002Fh3>\n\n\u003Cp>The Company may as and when required send an Employee outside Ghana for\ntraining and the Employee will be provided with an allowance described as per\ndiem. The amount of allowance shall be determined taking into account the\nconditions under which the Employee may be required to stay in the destination\ncountry. The Union shall be informed prior to the trip of any such decision by\nthe Company to send an Employee outside Ghana on training.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.5 Inconvenience Allowance\u003C\u002Fh3>\n\n\u003Cp>An Official who is required by the Company to relocate outside the\nEllembelle district on Company business on a temporary basis for a period\nlonger than thirty (30) consecutive days will be paid a 10% inconvenience\nallowance based on the monthly basic rate of pay.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.6 Rent Subsidy\u003C\u002Fh3>\n\n\u003Cp>The Company shall pay a monthly rent subsidy to Employees in Cedi being the\nequivalent of 25% of employees basic not exceeding $300 calculated monthly\nusing the same method of indexation as for the Basic Rate of Pay for the\nparticular month. This Rent subsidy will be paid to an Employee by inclusion in\nthe monthly payroll. This amount will be reviewed annually. \u003C\u002Fp>\n\n\u003Cp>6.6.1 Rent Advance\u003C\u002Fp>\n\n\u003Cp>The Company will pay one (1) year rent advance to only confirmed employees\nbased on application.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.7 Funeral Undertaking\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) In the event of the death of an employee, the company shall pay a\ndonation of Three Thousand Ghana Cedis (GHC3,000) to the spouse or confirmed\nhead of the deceased's family plus two weeks of Morturay Bill upon request.\nCasket shall also be borne by the Company\u003C\u002Fp>\n\n\u003Cp>(b) Where the Family of the deceased Employee wishes to transport the body\nto their nominated hometown within Ghana, the Company shall provide free\ntransport to convey the deceased and interested Employees. Where transport is\nprovided, it shall return within seventy-two (72) hours. Interested Employees,\nimmediate family members and the head of the family of the deceased if\napplicable, shall attend any such occasion.\u003C\u002Fp>\n\n\u003Cp>(c) In the event of the death of an employee's registered spouse, the\ncompany shall pay an all inclusive package of Two Thousand Ghana Cedis\n(GHC2,000) to the employee. The Company shall also bear the cost of Ambulance\nand provide Transport to convey Employees to the Funeral upon request.\u003C\u002Fp>\n\n\u003Cp>(d) In the event of the death of an employee's Registered Dependant other\nthan the Spouse, the company shall pay an all inclusive package of One Thousand\nGhana Cedis (GHC1,000) to the employee.\u003C\u002Fp>\n\n\u003Cp>(e) In the event of the death of an employee's registered parent company\nshall pay an all inclusive package of five Hundred Ghana Cedis (GHC500) to the\nemployee. In the event where employee loses his or her parents, the company\nshall provide vehicle to her employees to mourn with the said employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.8 Night Shift Allowance\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Night shift is defined as the period where the majority of the hours worked\nis between 6:00pm to 6:00am.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-shiftallowancetype\">\u003Cp>(a) A night shift allowance of Fifteen percent (15%) of Employee's daily\nBasic Rate of Pay shall be paid to an Employee for each night worked on a night\nshift roster where the Employee works for fifty percent (50%) or more of the\nnominated hours of work for each night shift. The allowance will not be taken\ninto account for any purpose of calculating sick leave pay or payment for any\nauthorized absence.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) The rostered hours of any shift, attracting this Shift Allowance shall\nbe those established by the publication by the Company of either an individual\nor a common roster.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.9 Call in Allowance\u003C\u002Fh3>\n\n\u003Cp>(a) An employee would be entitled to an allowance called a \"Call In\"\nAllowance if he is recalled to Duty after the end of his Rostered shift or on a\nRostered Day Off (RDO).\u003C\u002Fp>\n\n\u003Cp>(b) In the case of a call in after the end of an Employee's Rostered Shift,\nthe allowance shall be an additional eighteen (18%) percent of employees hourly\nrate.\u003C\u002Fp>\n\n\u003Cp>(c) In the case of a call in on a RDO the allowance shall be the day's\nworked and all applicable overtime plus eighteen (18%) percent of the employees\nhourly rate.\u003C\u002Fp>\n\n\u003Cp>(d) An employee who is recalled to duty on a rostered day off shall be\nentitled to call in allowance or another RDO but not both.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.10 Standby Allowance\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>An employee may be placed on standby if his job function requires his\npresence at the job any time within the month. An employee who is formally\nplaced on standby will be paid an allowance of fifteen (15%) percent of his\nweekly basic rate for each week of effective standby.\u003C\u002Fp>\n\n\u003Cp>The normal period of standby should run for a period of seven (7)\nconsecutive days. However, the Company may arrange for employees to standby for\ntwenty four (24) hours on a roster system, in which case the allowance may\neither be paid when the employee has completed seven (7) such periods of twenty\nfour (24) hours, or pro-rata for each period of standby.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.11 End of Contract Benefit\u003C\u002Fh3>\n\n\u003Cp>The Company is keen to retain its key and high performing employees. At the\nend of the two year contract period, an employee shall receive a benefit of 20%\nof his annual base salary at that date. The services will not be deemed to have\nbeen broken by any absence approved by the Company.\u003C\u002Fp>\n\n\u003Cp>If during the two year contract, an employee is promoted to a more senior\nposition, the benefit will be pro-rated based on his previous and new salaries.\nAn employee shall only be eligible to receive this bonus if he\u002Fshe is still\nemployed by the Company at the end of the contract period and you will not\nreceive any portion of the benefit if the contract is terminated for any reason\nbefore then.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 7: REASSIGNMENT\u003C\u002Fh2>\n\n\u003Ch3> \u003C\u002Fh3>\n\n\u003Ch3>7.1Preamble\u003C\u002Fh3>\n\n\u003Cp>(a) The Company may move an Employee at any time from one work station to\nthe other in order to allow the Employee to perform any job function within the\nexigencies of the operations of the Company and this may entail reassignment or\ntransfer or both.\u003C\u002Fp>\n\n\u003Cp>(b) Reassignment means movement of an Employee either between job functions\nwithin the same work station or another work station or the performance of the\nsame job function at different work stations.\u003C\u002Fp>\n\n\u003Cp>(c) Transfer means the 'relocation' of an Employee and\u002For his registered\nDependents necessitated by the request of the Company and acceptance by the\nEmployee to relocate in order to perform the job function required at another\nwork station. Where the Employee can still utilize the transport made available\nby the Company to travel to the reassigned work station or utilize the\naccommodation unit from where the Employee travels to and from work, the\nmovement of such an Employee regardless shall not constitute transfer.\u003C\u002Fp>\n\n\u003Cp>(d) A reassignment which the Company intends for an Employee to be for a\nperiod of more than six (6) months is permanent otherwise it shall be called\ntemporary reassignment.\u003C\u002Fp>\n\n\u003Cp>(e) Employees performing at the Exploration operations of the Company are by\nthe very nature of work assigned necessarily 'moving' and 'relocating' from\ntheir point of hire so the conditions relating to reassignment and transfer do\nnot apply. The conditions may however be resorted to as a guide to reach an\nagreement with Employees within the Exploration operations of the Company where\nthe domestic arrangements of an affected Employee is significantly changed.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7.2 Permanent Reassignment\u003C\u002Fh3>\n\n\u003Cp>The Company shall give at least one (1) month's notice to the Employee whom\nit wishes to Permanently Reassign or make payment of one (1) month's Basic rate\nof Pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>Where the Company intends an Employee to go on Permanent Transfer, the\nCompany may offer the Employee the option of being accommodated for Two (2)\nmonths or being paid Two (2) months Basic Rate of Pay as Transfer Allowance to\nassist him to secure accommodation\u003C\u002Fp>\n\n\u003Cp>As far as possible, a Permanent Reassignment shall be timed to coincide with\nthe end of the school year.\u003C\u002Fp>\n\n\u003Cp>The Company shall provide transport to convey the Employee on Permanent\nTransfer, and his personal effects to his new Station, subject to prior\narrangement. If transport is not provided, the Company shall on the\npresentation of relevant receipts, reimburse the Employee his transport\nexpenses.\u003C\u002Fp>\n\n\u003Cp>If an Employee on Permanent Transfer moves his registered dependants to his\nnew Domicile then the Company shall provide transport to convey his registered\ndependants and their personal effects to his new Station, subject to prior\narrangement. If transport is not provided, the Company shall on the\npresentation of relevant receipts, reimburse the Employee such transport\nexpenses.\u003C\u002Fp>\n\n\u003Cp>Subject to prior inspection the Company shall bear the cost of making good\nany damage done to the Employee's personal effects in the course of\ntransportation.\u003C\u002Fp>\n\n\u003Cp>If an Employee is Permanently Transferred from his Base Station, and\nsubsequently leaves the service of the Company within twelve (12) months of\nthat transfer, by reason of termination with notice or resignation with notice,\nhe shall be provided transport to convey himself, his registered Dependants and\ntheir personal effects to his hometown or back to the Base Station that he left\nto proceed on the permanent transfer, if he so desires. This repatriation is a\nspecial case applicable to an Employee on Permanent Reassignment as set out in\nthis clause.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7.3 Temporary Reassignment\u003C\u002Fh3>\n\n\u003Cp>(a) The Company shall provide transport to convey the Employee proceeding on\nTemporary Reassignment.\u003C\u002Fp>\n\n\u003Cp>(b) An Employee shall be entitled to the Out-Station Allowances as set out\nin this Collective Agreement, while on Temporary Reassignment if the Company\ndoes not make arrangements for accommodation and\u002For meals at the cost of the\nCompany.\u003C\u002Fp>\n\n\u003Cp>(c) If the Company decides while an Employee is on Temporary Reassignment to\nmake that reassignment a Permanent Transfer Reassignment, the Employee shall be\ngiven no less than one (1) month's notice or payment of one (1) month Basic\nRate of Pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>(d) If an Employee is on Temporary Reassignment and that reassignment is to\nbe made Permanent, then the Employee shall be entitled to one (1) week of\nSpecial Leave with pay at Basic Rate, and transport to and from his Area of\nDomicile, in order to prepare his personal affairs consequent upon the\nPermanent Transfer Reassignment.\u003C\u002Fp>\n\n\u003Cp>(e) The Employee shall also be entitled to the other conditions relating to\nPermanent Reassignment from the date Permanent Transfer Reassignment is\nconfirmed, in relation to the movement of personal effects and return to Base\nStations (within twelve (12) months).\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7.4 Reassignments - Special cases\u003C\u002Fh3>\n\n\u003Cp>(a) If an Employee is being considered for reassignment as a consequence of\na reduction in the number of people performing particular job functions in the\noperations of the Company, that Employee may choose to either accept the\nreassignment or be made redundant.\u003C\u002Fp>\n\n\u003Cp>(b) If an Employee is being considered for reassignment as a consequence of\nan occupational injury\u002Fdisease where a Medical Board has deemed the Employee\nfit for duty, but recommends an alternative job function, then an ad-hoc\nCommittee including Branch Union of GEMM shall be formed to review the\ncircumstances and make a recommendation to the General Manager. The Committee\nshall be made up of not more than five Employees, one of whom must be the\nperson who would be the immediate Supervisor of any such Employee and one of\nwhom must be the General Manager or his representative, who shall be the Chair\nof the Committee. The ad-hoc Committee shall have the right to call upon any\ninterested party in its deliberations.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7.5 Secondment\u003C\u002Fh3>\n\n\u003Cp>The Company may request an Employee to travel outside Ghana on special\nassignment on secondment to other African Countries where the company operates,\nthe terms of remuneration will be proposed prior to the trip. The request to\nthe Employee shall be determined solely by the Company. The Union shall be a\nparty to the determination of the terms and conditions applicable to the\nEmployee on secondment.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 8: LEAVE REGULATIONS\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8.1 Paid Annual Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>1. On completion of one year's continuous service with the Company in the\ncontext of two year contract, an Employee shall be entitled to Twenty-five (25)\nWorking days Annual Leave for the first two years and Thirty (30) working days\nfor the subsequent years.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. Employees who would not have completed one (1) year of continuous service\nshall be rostered to take annual leave at a date other than their\nanniversary.\u003C\u002Fp>\n\n\u003Cp>3. The entitlement date for Annual Leave for any Employee who proceeds on\n'early' Annual Leave will therefore be changed to the date when the Employee\nproceeded on the Annual Leave and this date will become the entitlement date\nfor that Employee going forward, regardless of that Employee's commencement\ndate.\u003C\u002Fp>\n\n\u003Cp>4. The due date of a confirmed Employee's Annual Leave shall commence from\nthe start date of the probationary period and not the date of confirmation.\u003C\u002Fp>\n\n\u003Cp>5. The Company shall prepare a Departmental Annual Leave roster showing the\ndates that Employees are due to proceed on leave and number of days for each\nEmployee.\u003C\u002Fp>\n\n\u003Cp>6. Leave may not be normally accumulated for more than the equivalent of\none-year entitlement.\u003C\u002Fp>\n\n\u003Cp>7. Leave may be suspended or deferred at the request of the Company in\nconsultation with the Employee. An Employee whose leave is deferred shall\nofficially be notified to that effect in writing and the next effective date\nshall be calculated from the original date he was supposed to have started his\nleave.\u003C\u002Fp>\n\n\u003Cp>8. Leave may be interrupted at anytime, if the exigencies of service demand\nthat an Employee is required by the Company to return to work before expiry of\nhis leave period.\u003C\u002Fp>\n\n\u003Cp>9. Any Employee whose leave is interrupted by the Company shall be paid 18%\nof his Daily Basic salary plus the days worked to compensate for the\ninterruption to that period of Annual Leave. The Employee may take the rest of\nhis leave at a later date. Except with the prior approval of the General\nManager of the Company the leave of an Employee shall not be interrupted for\nany cause.\u003C\u002Fp>\n\n\u003Cp>10. An Employee who is prevented by ill health from returning to duty at the\nend of his leave shall cause his supervisor to be notified not later than three\n(3) working days after the end of leave.\u003C\u002Fp>\n\n\u003Cp>11. Employee who does not cause his supervisor to be notified before the\nexpiration of five (5) working days will be deemed by the Company to have\nabandoned his Employment.\u003C\u002Fp>\n\n\u003Cp>12. An Employee who is prevented by ill health from returning to duty at the\nend of his leave, shall on resumption of duty, submit to the Company a medical\ncertificate endorsed by a Registered Medical Practitioner authenticating the\nEmployee’s ill health.\u003C\u002Fp>\n\n\u003Cp>13. A Public Holiday falling within the period of Annual Leave shall extend\nthe period of paid Annual Leave.\u003C\u002Fp>\n\n\u003Cp>14. An Annual Leave entitlement may be taken in parts.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8.2 Leave Pay on Leaving Employment\u003C\u002Fh3>\n\n\u003Cp>(a) If an Employee ceases to be employed by the Company for any reason, that\nEmployee shall receive payment for any Annual Leave Entitlement, standing to\nhis credit.\u003C\u002Fp>\n\n\u003Cp>(b) In the case of an Employee who is Summarily Dismissed, all accumulated\nleave pay, as required by the relevant legislation, will be forfeited.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8.3 Maternity Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>(a) On production of a Medical Certificate signed by the Company Medical\nOfficer, or where circumstances demand, by a Registered Medical Officer, or\nRegistered Midwife, a pregnant Employee with not less than a year's continuous\nservice shall be granted maternity leave with pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>(b) Subject to sub-section (a) above, a pregnant Employee shall be eligible\nto maternity leave as follows:\u003C\u002Fp>\n\n\u003Cp>i. Twelve (12) weeks\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii. In addition, a further four (4) weeks unpaid leave may be taken either\nbefore or after confinement.\u003C\u002Fp>\n\n\u003Cp>iii. The period of confinement shall be extended by an additional eight (8)\nweeks where the confinement is abnormal or where in the course of the\nconfinement two or more babies are born.\u003C\u002Fp>\n\n\u003Cp>iv. Accrued unspent leave may be taken.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>(c) On resumption of duty, for a period of up to twelve (12) months, a\nnursing mother shall be granted a paid period of a total of sixty (60) minutes\nper day in order to nurse her child\u002Fchildren.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>(d) Where a female Employee is absent from work in accordance with the\nprovision of sub¬section \"a\" above or remains absent for a long period as a\nresult of illness certified by a Registered Medical Practitioner or Midwife as\narising from the pregnancy and rendering her unfit for work, she shall not,\nuntil her absence has exceeded such maximum period as may be prescribed by the\nRegistered Medical Practitioner or Midwife, be given notice of termination.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8.4 Paternity Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Male employees would be granted up to three (3) working days paternity leave\nupon request when their wife's deliver.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8.6 Bereavement Leave\u003C\u002Fh3>\n\n\u003Cp>An Employee faced with bereavement involving the death of a close relative\nshall be granted up to Ten (10) working days leave with pay, at the daily Basic\nRate of Pay, in a calendar year. In this context a close relative means any of\nthe following: a Grand-\u003C\u002Fp>\n\n\u003Cp>Parent, a Parent, Parent-in-Law, Brother or Sister of the Employee, and\nEmployee's Dependants, provided the relative is registered in the Company's\nrecords.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8.7 Casual Leave\u003C\u002Fh3>\n\n\u003Cp>An Employee may, on request and solely at the discretion of the Company, be\ngranted casual leave of up to five (5) working days without pay after one year\nof continuous service.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>ARTICLE 9: DISCIPLINARY REGULATIONS PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>These regulations shall be applied always provided the Branch Union of GEMM\nis called to participate in the disciplinary enquiry.\u003C\u002Fp>\n\n\u003Cp>9.1 Introduction\u003C\u002Fp>\n\n\u003Cp>(a) Where it appears to the Company in the exercise\u002Fdischarge of its\nrights\u002Fresponsibilities in respect of discipline that there are circumstances\nsuch that investigation into the matter is required, then disciplinary\nregulations may be applied.\u003C\u002Fp>\n\n\u003Cp>(b) The Company shall set up a Disciplinary Committee to investigate any\nmatter where same is required.\u003C\u002Fp>\n\n\u003Cp>(c) The Disciplinary Committee shall be made up of five (5) members\nconstituted by three\u003C\u002Fp>\n\n\u003Cp>(3) representatives from the Company one of whom shall be the Chairperson\nand two (2) members by the Branch Union .\u003C\u002Fp>\n\n\u003Cp>(d) It shall be the responsibility of the Disciplinary Committee to\ndeliberate in a fair, impartial and equitable manner to come to a determination\nof the matter for which the Committee was convened.\u003C\u002Fp>\n\n\u003Cp>(e) It shall not be necessary to convene a Disciplinary Committee where on a\nbalance of probability by the evidence available to both the Company and the\nBranch Union , the fact is undisputed that an offence has been committed.\u003C\u002Fp>\n\n\u003Cp>(f) An Employee suspected of committing an offence occasioning disciplinary\nmeasures shall be accorded the full right of defense either orally or in\nwriting.\u003C\u002Fp>\n\n\u003Cp>(g) The Employee whose conduct is the subject of deliberation by the\nDisciplinary Committee shall be entitled to call in any other Employee in the\ndefense of the allegations against him.\u003C\u002Fp>\n\n\u003Cp>(h) The Disciplinary Committee shall prepare a report setting out the\nprocess, proceedings and findings of its deliberations and presenting the\nrequired report to the General Manager or other superior officer who convened\nthe Committee within five (5) working days immediately following the day(s) of\nthe Committee hearings on the matter. A verbal report may precede the written\nreport.\u003C\u002Fp>\n\n\u003Cp>(i) The General Manager or his appointee will make the final decision\nconcerning disciplinary measures, taking into account the report of the\nDisciplinary Committee.\u003C\u002Fp>\n\n\u003Cp>(j) An Employee's previous record in the course of his\u002Fher employment with\nthe Company shall be considered when determining the final decision to be\ntaken.\u003C\u002Fp>\n\n\u003Cp>(k) Where the General Manager or his appointee disagree with the Committee's\nrecommendation, he\u002Fshe should relay back to the Committee in writing setting\nout his disagreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9.2 Interdiction Procedure\u003C\u002Fh3>\n\n\u003Cp>(a) If an Employee is suspected of having committed an offence, which will\nrequire investigation, then the Employee shall be interdicted on one-half (Yi)\nof Basic Rate of Pay pending the final disposal of the case.\u003C\u002Fp>\n\n\u003Cp>(b) A period of thirty (30) calendar days from the date the offence is\nbrought to the attention of the Company, shall be allowed for the final\ndisposal of the case, except where the Employee who is alleged to have\ncommitted an offence is, due to injury or some other valid reason, not able to\nbe accorded the full right of defense either orally or in writing. In such a\nsituation the matter shall be held over and resolved no later than thirty (30)\ncalendar days after the Employee is deemed fit to return to work even though\nthat Employee may be on interdiction.\u003C\u002Fp>\n\n\u003Cp>(c) If the matter is not disposed of within the period stated in clause (b)\nabove due to no fault of the Employee then the Employee's interdiction shall be\nrevoked and recalled to duty until the final disposal of the matter.\u003C\u002Fp>\n\n\u003Cp>(d) An Employee placed on interdiction and under investigation, provided\nthat Employee is physically capable, shall attend any Disciplinary Committee\nhearing, if requested. An Employee, duly called before a Disciplinary Committee\nwho fails to attend any Disciplinary Committee hearing when requested, shall be\ndeemed to have terminated his service with the Company, without notice,\neffective as at the scheduled start time of the relevant Committee hearing.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9.3 Legal Assistance for Employees\u003C\u002Fh3>\n\n\u003Cp>In the event of Court proceedings being brought against an Employee for an\noffence he is alleged to have committed in the course of the lawful duties of\nthe Employee, the Company shall ensure that Defense Counsel is available to\ndefend the Employee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9.4 Absence from Work \u002F Absenteeism Penalties\u003C\u002Fh3>\n\n\u003Cp>(a) No Employee shall be absent from work on any of his rostered working day\nwithout permission.\u003C\u002Fp>\n\n\u003Cp>(b) The offence of being absent from work on a rostered workday without\npermission shall be dealt with differently from all other offences and shall be\nexceptional to the interdiction procedure. It shall be dealt with by the issue\nof a series of warning notices, followed by termination.\u003C\u002Fp>\n\n\u003Cp>(c) A warning notice may be either written or verbal, but for the verbal\nnotice to be effective, a written record must be placed on the Employee's\npersonnel file to the effect that a warning has been given.\u003C\u002Fp>\n\n\u003Cp>(d) When an Employee has absented himself from work without prior permission\ngiven him by the Company, he shall be given first and second warnings followed\nby termination as shown below:\u003C\u002Fp>\n\n\u003Cp>1. Two (2) absences without permission in a period not exceeding twelve (12)\nmonths. (FIRST WARNING)\u003C\u002Fp>\n\n\u003Cp>2. Two (2) additional absences without permission in a period not exceeding\ntwelve (12) months measured from the date of the first absence as set out in\n(1) above.\u003C\u002Fp>\n\n\u003Cp>(SECOND WARNING)\u003C\u002Fp>\n\n\u003Cp>3. One (1) additional absence without permission (making a total of Six-(6)\naccumulated in a period not exceeding twelve (12) months measured from the date\nof the first absence as set out in (1) above.(TERMINATION)\u003C\u002Fp>\n\n\u003Cp>(e) Where an Employee has been continuously absent for five (5) rostered\nworking days, without prior permission given him by the Company, he shall be\ndeemed to have vacated his post from the employment of the Company and will be\nterminated without notice as at the first day of the unauthorized absence. In\nsuch a circumstance the Company records will show the Employee as Terminated\nand the Company will not be obliged to accept a backdated letter of\nresignation.\u003C\u002Fp>\n\n\u003Cp>(f) In this Condition relating to Absenteeism the words \"terminated without\nnotice,\" means that the Employee is deemed to have terminated his employment\nwithout notice and therefore forfeits the right to any entitlement to payment\nfor any termination notice period.\u003C\u002Fp>\n\n\u003Cp>(g) In exceptional circumstances, for bona-fide reasons and solely at the\ndiscretion of the Company Head of Department and\u002For the General Manager may\ndetermine that absence without permission shall not be counted towards the\nissue of warning or termination.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 10: GRIEVANCE AND INDUSTRIAL DISPUTE PROCEDURES\u003C\u002Fh2>\n\n\u003Ch3>10.1 Introduction\u003C\u002Fh3>\n\n\u003Cp>It is recognized that there are two kinds of disputes, which might develop\nbetween the Company and Employees during or at the expiration of this\nCollective Agreement.\u003C\u002Fp>\n\n\u003Cp>The first kind of possible dispute shall be termed a \"Grievance\".\u003C\u002Fp>\n\n\u003Cp>The second kind of possible dispute shall be termed an \"Industrial\nDispute\".\u003C\u002Fp>\n\n\u003Cp>It is the purpose of this Article to provide procedures whereby the parties\nto this Collective Agreement can be assured of prompt and equitable settlement\nof all such disputes.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10.2 Grievance\u003C\u002Fh3>\n\n\u003Cp>(a) A grievance shall be defined as a cause for complaint or protest. This\nmay be either real or imagined and shall normally arise as a result of a\ndecision by the Company connected\u003C\u002Fp>\n\n\u003Cp>with a supposed non-compliance with this Collective Agreement, or its\ninterpretation application of these Conditions.\u003C\u002Fp>\n\n\u003Cp>(b) The parties to this Collective Agreement recognize that the grievance\nshould be resolved promptly and, as close to the lowest level as possible and\nthe following procedures shall accordingly be observed in settling all\ngrievances:\u003C\u002Fp>\n\n\u003Cp>Step 1. Where an Employee is dissatisfied with any decision by the Company\non any matter affecting his conditions of employment and he wishes to register\na grievance he shall, in the first place, report his grievance or the causes of\nhis dissatisfaction direct to his Supervisor. The Supervisor shall investigate\nand deal with the matter within forty-eight (48) hours.\u003C\u002Fp>\n\n\u003Cp>Step 2. Where the Employee is dissatisfied with the findings of his\nSupervisor he shall refer it to his Head of Department who will resolve the\nmatter within three (3) days. The Head of Department shall invite the Employee\nand his Supervisor together with a representative of the Human Resources\nDepartment and a representative of Branch Union to discuss with a view to\nresolving it.\u003C\u002Fp>\n\n\u003Cp>Step 3. In the event the Employee is dissatisfied with the outcome of the\nmeeting and decision of the Head of Department, he shall submit the grievance\nto the General Manager. The General Manager shall invite the Employee, a\nrepresentative of Branch Union , the Employee's Head of Department and the Head\nof the Station Human Resources Department to resolve the matter. The General\nManager shall deal with the matter within a period of five (5) days.\u003C\u002Fp>\n\n\u003Cp>Step 4. If the Employee is still dissatisfied the decision of the General\nManager, then the Branch Union may request that the matter be referred to the\nSub-Committee of the Standing Negotiating Committee (SNC). This request\ntogether with all supporting documentation concerning previous meetings and the\nlike shall be forwarded to the Sub-Committee within one calendar week of the\nrequest being made, and the Sub-Committee shall be obliged to make an\nassessment and a decision on the matter within the period of one calendar week\nfrom the receipt of such documentation.\u003C\u002Fp>\n\n\u003Cp>Step 5. If the issue is still unresolved, the matter shall be referred to\nthe SNC by the aggrieved party within one (1) calendar week of the decision of\nthe Sub-Committee.\u003C\u002Fp>\n\n\u003Cp>Step 6. If the issue can still not be resolved at this stage the matter\nshall be dealt with in accordance with the Labour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10.3 Industrial Dispute\u003C\u002Fh3>\n\n\u003Cp>(a) An Industrial Dispute shall be defined as:\u003C\u002Fp>\n\n\u003Cp>A dispute between an Employer and one or more Workers or between Workers and\nWorkers which relate to the terms and conditions of employment, the physical\ncondition in which Workers are required to work.\u003C\u002Fp>\n\n\u003Cp>(b) In the event of an Industrial Dispute;\u003C\u002Fp>\n\n\u003Cp>1. The matter shall be first brought to the attention of the Human Resources\nManager. The Human Resources Manager will bring the matter in dispute to the\nattention of the General Manager, as soon as practically possible.\u003C\u002Fp>\n\n\u003Cp>2. There shall then be set up whatever process or procedure is believed to\nbe the most appropriate by the General Manager, to allow the matter to be\ndiscussed so that a binding resolution between Branch Union of GEMM and the\nCompany can be made.\u003C\u002Fp>\n\n\u003Cp>3. Any such resolution must be made in fairness to both parties, others\npotentially affected by it, and in the interests of the continuance of the\nCompany's operations, and made as promptly as practicable.\u003C\u002Fp>\n\n\u003Cp>4. In the event a resolution cannot be reached the matter shall be dealt\nwith in accordance with the provisions of the Labour Act, 2003 (Act 651), as\nmay be amended from time to time.\u003C\u002Fp>\n\n\u003Cp>5. In the event of a deadlock between the Company and the Union the parties\nshall communicate such a dispute to the Labour Commission in accordance with\nthe provisions of the Labour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10.4 Action in Industrial Dispute\u003C\u002Fh3>\n\n\u003Cp>Any Action in Industrial Dispute, including a strike and\u002For lockout, shall\nbe in compliance with the requirements of the Labour Act, 2003 (Act 651) as may\nbe amended from time to time.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10.5 Illegal Industrial Action\u003C\u002Fh3>\n\n\u003Cp>Any Employee, whose Employment is covered by this Collective Agreement and\nwho takes any Industrial Action that ignores the Grievance and\u002For the\nIndustrial Action procedures as laid down in this Collective Agreement is\nengaging in an Illegal Industrial Action. Engaging in an Illegal Industrial\nAction shall be grounds for Summary Dismissal.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 11: LEAVING THE SERVICE OF THE COMPANY\u003C\u002Fh2>\n\n\u003Ch3>11.1 Introduction\u003C\u002Fh3>\n\n\u003Cp>The modes by which an Employee may leave the service of the Company shall be\nas follows:\u003C\u002Fp>\n\n\u003Cp>i. on resignation\u003C\u002Fp>\n\n\u003Cp>ii. on reaching retirement age\u003C\u002Fp>\n\n\u003Cp>iii. by retirement on medical grounds\u003C\u002Fp>\n\n\u003Cp>iv. upon incident of death\u003C\u002Fp>\n\n\u003Cp>v. by termination of appointment, (by either party)\u003C\u002Fp>\n\n\u003Cp>vi. by summary dismissal (by the Company)\u003C\u002Fp>\n\n\u003Cp>vii. by end of contract\u003C\u002Fp>\n\n\u003Cp>The Company upon request shall give a Certificate of Service to any employee\nwho leaves the\u003C\u002Fp>\n\n\u003Cp>services of the Company.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11.2 Resignation\u003C\u002Fh3>\n\n\u003Cp>(a) A confirmed Employee who wishes to resign from the service of the\nCompany shall give one (1) month notice or pay in lieu of notice of his\nintention to resign.\u003C\u002Fp>\n\n\u003Cp>(b) The Company may choose to accept the resignation with immediate effect,\nor at the end of the one (1) month period nominated by the Employee.\u003C\u002Fp>\n\n\u003Cp>(c) If the Company chooses to accept the resignation of the Employee with\nimmediate effect, then the Employee shall be entitled to one (1) month Basic\nRate of Pay in lieu of the notice period.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11.3 Retirement: On Reaching Statutory Age\u003C\u002Fh3>\n\n\u003Cp>(a) Retirement from the service of the Company by reason of Age shall either\nbe voluntary or compulsory.\u003C\u002Fp>\n\n\u003Cp>(b) The statutory age for retirement shall be as prescribed in the relevant\nSocial Security Law as may be in force from time to time.\u003C\u002Fp>\n\n\u003Cp>(c) An Employee who wishes to retire voluntarily shall give the Company\nthree (3) months notice.\u003C\u002Fp>\n\n\u003Cp>(d) An Employee shall be notified of his date of compulsory retirement at\nleast three (3) months prior to the date of compulsory retirement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11.4 Retirement on Medical Grounds\u003C\u002Fh3>\n\n\u003Cp>An employee may be retired on medical grounds by the Company Medical Officer\nwhen found to be unfit to carry out his or her duties as a result of ill health\noccasioned by occupational or non occupational injury or disease. The Company\nshall arrange to get the employee examined by a Medical Board. The decision to\nmake this arrangement shall be reached in consultation with the Union.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11.5 Termination of Employment\u003C\u002Fh3>\n\n\u003Cp>In the event of an employee being found guilty of an offence warranting\nTermination in accordance with the schedule of Offences, the Company may\nterminate the employee's appointment by giving him one (1) month notice or one\n(1) month Pay in lieu of notice.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11.6 Summary Dismissal\u003C\u002Fh3>\n\n\u003Cp>In the event of an Employee being found guilty of an offence in accordance\nwith the Schedule of Offences regarding Summary Dismissal Offences, he shall be\nSummarily Dismissed.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11.7 End of Contract\u003C\u002Fh3>\n\n\u003Cp>An employee's Contract shall expire and automatically terminate on the last\nday of the Contract and thereafter the Parties shall have no further obligation\nto each other unless both parties mutually agree in writing to a renewal of the\nContract.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 12: COMPENSATION FOR LOSS OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>a. In case of retirement on grounds of non-occupational ill health, the\naffected Employee shall be paid Six (6) months Basic Rate of Pay.\u003C\u002Fp>\n\n\u003Cp>b. Where an Employee is to be retired on Medical Grounds on account of\noccupational ill health, he shall be paid Sixty (60) months Basic Rate of Pay.\nWhere an employee is totally incapacitated as a result of injury\u002Fdisease, the\nCompany in consultation with the Union will decide on resettlement in addition\nto any relevant Workman's Compensation legislation as may be in effect at the\ntime.\u003C\u002Fp>\n\n\u003Cp>c. Where an Employee is to be retired on Medical Grounds on account of\noccupational ill health, and the Employee has become totally incapacitated as a\nresult of that injury and\u002For disease, the Company in consultation with the\nBranch and the Employee's nominated spouse or a designated family\nrepresentative, where appropriate will decide on repatriation compensation, if\nrepatriation to the Employee's home-town is not appropriate on the advice of a\nRegistered Medical Practitioner.\u003C\u002Fp>\n\n\u003Cp>d. Injured or total incapacitated employee shall be entitled to free medical\ntreatment whiles on retirement.\u003C\u002Fp>\n\n\u003Cp>e. In the case of the death of the employee resulting from work place\naccident or industrial disease, an amount of Forty (40) months shall be paid to\nthe employee's beneficiary in addition to any compensation payable under the\nrelevant Workmen compensation as may be in effect at the time.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 13: MEDICAL REGULATIONS\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13.1 General Provisions\u003C\u002Fh3>\n\n\u003Cp>(a) Treatment for any injury, or occupational disease, that is work related\nis covered by Workmen's Compensation Law, 1987 (PNDC 187) and any amending or\nreplacement Legislation. The following section on Medical Treatment refers to\ntreatment not otherwise covered by Workmen's Compensation Law.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(b) For all situations including Medical Benefits, the maximum number of\nregistered Dependants for any one Employee, shall be five (5) being; one (1)\nonly Spouse plus four (4)Biological\u002Fadopted (with proof) Children who are\neighteen (18) years of age, or up to the age of twenty four (24) if pursuing\nformal education and are neither employed nor married. So there is no doubt, it\nis the responsibility of the Employee to inform the Company if any change in\nstatus occurs that changes the lists held by the Company, of the Employee's\nDependants either by addition or removal. So there is no doubt, if an Employee\nis married by custom or ordinance, and subsequently ceases to be married, then,\nunless that Employee can show proof of maintaining total support of that\nEmployee's former partner, the former partner is no longer a registered\nDependant covered by the Conditions contained in this document.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>(c) The introduction of a health insurance Scheme however will not diminish\nthe level of medical treatment offered an Employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(d) Pre-employment medical costs will be borne by the Employer.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13.2 Extent of Medical Treatment\u003C\u002Fh3>\n\n\u003Cp>The Company will arrange to provide Medical Treatment for all Employees and\ntheir Registered Dependants at Recognized Medical Facilities.\u003C\u002Fp>\n\n\u003Cp>(a) Self Treatment items will not be paid for by the Company. So there is no\ndoubt, the Company will not be responsible for payment of any pharmaceutical\ncharges made if the supply is not substantiated by a prescription from a\nRegistered Medical Practitioner from a Recognised Medical Facility.\u003C\u002Fp>\n\n\u003Cp>(b) Maternity cases involving Employees' daughters are not covered by this\nCollective Agreement.\u003C\u002Fp>\n\n\u003Cp>(c) The Company shall be responsible for the cost of surgical cases\ndetermined by a Registered Medical Practitioner from a Recognised Medical\nFacility as corrective of a condition of an Employee only with the prior\napproval of the Company.\u003C\u002Fp>\n\n\u003Cp>(d) An Employee shall continue to visit the Registered Medical Facility of\nfirst visit for treatment of a condition until the completion of his treatment\nor until referred to another Recognised Medical Facility or a Specialist\nMedical Practitioner or Specialist Medical Facility. Where an Employee's work\nStation and Domicile are however sufficiently separated that it would not be\nreasonable to visit the same Registered Medical Facility then it may be\npermissible for an Employee to visit different Recognised Medical Facilities\nfor the treatment of the same condition.\u003C\u002Fp>\n\n\u003Cp>(e) The Company reserves the right not to pay medical costs associated with\nabortions, (unless the medical advice is taken from a Registered Medical\nPractitioner and where the person's life is at risk).\u003C\u002Fp>\n\n\u003Cp>(f) The Company reserves the right not to pay medical costs associated with\ndrug abuse.\u003C\u002Fp>\n\n\u003Cp>(g) If an Employee is unable to perform his original job function as a\nresult of injury \u002Fdisease after he has been declared fit but not necessarily\nfit for his original job function, by the Recognised Medical Facility or a\nMedical Board convened for the purpose, he may be re¬trained for the purpose\nof reassignment or paid out as though as being made redundant.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>(h) The Company recognizes that a situation may occur where an Employee\nand\u002For Dependant may require equipment to be available for treatment. If any\nsuch equipment is purchased by the Company either directly or with approval, by\nreimbursement to the Employee, then that equipment is the property of the\nCompany when the Employee is declared fit and shall be as if it were equipment\nissued as tools.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(i) The Company reserves the right not to extend the medical benefits\ndescribed in this Section (titled Medical Regulations), to persons in the\nfollowing categories:\u003C\u002Fp>\n\n\u003Cp>1. Repeated infections of sexually transmitted diseases.\u003C\u002Fp>\n\n\u003Cp>2. Chronic alcoholism or use of stimulants, drugs or narcotics except when\nprescribed by a Medical Officer.\u003C\u002Fp>\n\n\u003Cp>(j) The Company may lawfully require an Employee to attend a Registered\nMedical Practitioner from a Recognised Medical Facility and\u002For a Medical Board\nat any time. No Employee may refuse to attend a Registered Medical Practitioner\nfrom a Recognised Medical Facility and\u002For a Medical Board if so directed. Any\nrefusal of the above will be deemed to be the refusal to obey a lawful\ninstruction.\u003C\u002Fp>\n\n\u003Cp>(k) Composition of the Medical Board shall be made up of a representative of\none nominated Medical Doctor by the Union, One nominated Medical Doctor from\nthe Company and one independent Medical Doctor.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13.3 Return to Duty following Injury \u002F Disease\u003C\u002Fh3>\n\n\u003Cp>An Employee who has been given an excused duty by a Registered Medical\nPractitioner as a consequence of any injury\u002Fdisease, and has been away from his\njob function for a period more than ninety (90) calendar days, shall before\nresuming any duties present a medical assessment of his condition certified by\na Registered Medical Practitioner from a Recognised Medical Facility. Where the\nassessment is disputed however a Medical Board shall be set up to determine the\nfitness of the Employee to resume duty.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13.4 Medical Expenses Outside of the Station\u003C\u002Fh3>\n\n\u003Cp>(a) The cost of medical treatment incurred by an Employee in respect of\nhimself and\u002For his registered Dependant\u002Fs, at any Government hospital or\nregistered medical centre, clinic or health post in Ghana, should the Employee\nbe away from his workplace on an approved leave, shall be reimbursed by the\nCompany on production of a valid prescription and receipts.\u003C\u002Fp>\n\n\u003Cp>(b) Any Employee who is referred by a Registered Medical Practitioner from a\nRecognised Medical Facility to a Medical Facility Outside the Station, shall be\nprovided with transport, food and lodging or in lieu thereof shall be paid an\nOut-of-Stations Allowance as set out in this document.\u003C\u002Fp>\n\n\u003Cp>(c) A sick employee or his registered dependants who is referred by a\nMedical Officer to another hospital outside his place of work shall have his\ntransport expenses reimbursed. The sick employee shall also be paid an\nout-of-station allowance in cases where the company does not provide board and\nlodging.\u003C\u002Fp>\n\n\u003Cp>(d) In the case of the employee's registered dependant or where the company\nMedical Officer recommends that a person should accompany the sick employee the\ncompany shall reimburse their transport expenses and pay an out-of-station\nallowance for boarding and lodging as set out in this document.\u003C\u002Fp>\n\n\u003Cp>(e) In this section a reference to the provision of transport means either\ntransport expressly arranged by the Company or the payment of an allowance for\ntransport as set out in this Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>(f) It is the responsibility of an Employee to ensure that wherever\npossible, continuing treatment, for the Employee and\u002For Dependants, is managed\nby the originating Registered Medical Practitioner from the referring\nRecognised Medical Facility. Any and all on-referrals from a Medical Facility\nmust be communicated to, and authorized by, the originating Registered Medical\nPractitioner from the referring Recognised Medical Facility. The Company will\nnot cover the treatment costs and\u002For any other costs and\u002For pay any allowances,\nof any on-referrals that have not been properly authorized.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13.5 Dental Treatment\u003C\u002Fh3>\n\n\u003Cp>(a) If a Registered Medical Practitioner from a Recognised Medical Facility\nconsiders the services of a Dental Professional necessary to the case\nmanagement of an Employee and\u002For Dependant, then, the provision of dentures and\nbridges exempted, the conditions in clauses 13.02 and 13.04 shall apply.\u003C\u002Fp>\n\n\u003Cp>(b) If any dental treatment may be required as a result of workplace injury\nand such treatment is not covered under Workmen's Compensation Law, the Company\nhaving given prior approval, will pay the costs associated with the treatment,\nsubject to the same conditions as set out in \"Extent of Medical Treatment\nMedical\" and\u002For \"Expenses Outside of Stations\".\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13.6 Optical and Ophthalmic Treatment\u003C\u002Fh3>\n\n\u003Cp>(a) Sight-testing where recommended by a Registered Medical Practitioner\nfrom a Recognised Medical Facility, shall be at the cost of the Company.\u003C\u002Fp>\n\n\u003Cp>(b) Spectacles will be provided only to Employees. Any such spectacles must\nbe Prescribed Spectacles and will be provided free of charge if recommended by\na Registered Medical Practitioner from a Recognised Medical Facility. The\nCompany must pre-approve the cost of the spectacles.\u003C\u002Fp>\n\n\u003Cp>(c) Ophthalmic treatment shall be subject to the Conditions set out in the\n\"Extent of Medical Treatment Medical\" and\u002For \"Expenses Outside of Stations.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14: ACCIDENTS AND WORKMEN'S COMPENSATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>(a) In his own interest and that of others, every Employee is expected to\ntake care his work and endeavour to prevent accidents.\u003C\u002Fp>\n\n\u003Cp>(b) No Employee shall work or drive any equipment or vehicle unless he has\nbeen trained and certified to operate that piece of equipment or unless he is\nunder the direct supervision of a person competent to train Employees on that\nitem of equipment or vehicle.\u003C\u002Fp>\n\n\u003Cp>(c) No Employee shall be assigned to work that is likely to cause injury or\nbe manifestly in excess of his strength.\u003C\u002Fp>\n\n\u003Cp>(d) An Employee shall comply with instructions given for his own safety and\nhealth and that of others.\u003C\u002Fp>\n\n\u003Cp>(e) No Employee shall work under any conditions that are hazardous and\ndangerous.\u003C\u002Fp>\n\n\u003Cp>(f) All accidents must be reported immediately by all witnesses to their\nimmediate Superior.\u003C\u002Fp>\n\n\u003Cp>(g) An Employee who may sustain injury or contract an occupational disease\narising out of and in the course of his employment, shall be treated by the\nCompany until such a time that he is fit to resume work or is retired on\nmedical grounds. The Employee shall be paid his Basic Rate of Pay and other\napplicable allowances during the period he is off work.\u003C\u002Fp>\n\n\u003Cp>(h) Compensation, if applicable, is paid in accordance with the Workmen's\nCompensation Law.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 15: TRAINING\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15.1 General\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>(a) No Employee shall be employed in work of any description unless that\nEmployee has received the necessary instructions and training including safety\nand health so as to be able to do the work competently and safely.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Individual records of all such training where necessary, re-training\nshall be maintained on the Employees personal records.\u003C\u002Fp>\n\n\u003Cp>(c) The nature and period of training or re-training for all the various\ncategories of employment shall be made known to the Employees concerned.\u003C\u002Fp>\n\n\u003Cp>(d) The Company may undertake In-service, or provide external training of an\nEmployee with the objective of creating a pool of Employees competent to\nperform a number of tasks.\u003C\u002Fp>\n\n\u003Cp>(e) The Company does not guarantee that because an Employee has undergone\nand successfully completed a period of training, there is any automatic\npromotion or change of Pay Scale Grade for the Employee who has undergone that\ntraining.\u003C\u002Fp>\n\n\u003Cp>(f) The Basis for identifying training needs of Employees is through\nSuccession Planning and Career Development Plan.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15.2 In-Service Training\u003C\u002Fh3>\n\n\u003Cp>(a) Internal training in the form of periodic lectures and demonstrations\nshall be provided by the Company to impart additional production \u002F maintenance\nand administrative techniques to Employees to improve upon their skills.\u003C\u002Fp>\n\n\u003Cp>(b) The Company undertakes to train its Employee for promotion. Where an\nEmployee is being trained for promotion, he shall be informed of the job\nfunction to which he may be promoted if he successfully completes the training\nalthough the training itself is not an undertaking by the Company that the\nEmployee will be promoted.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15.3 Financial Assistance for Education\u003C\u002Fh3>\n\n\u003Cp>(a) Where an Employee is undertaking an approved course by the Company,\nfifty percent (50%) of the education cost of the course shall be borne by the\nCompany at the commencement of the course.\u003C\u002Fp>\n\n\u003Cp>(b) If the Employee completes and passes the whole of the course, the\nremaining fifty percent (50%) of the education cost shall be paid to him upon\nproduction of a certificate of proof of that successful completion.\u003C\u002Fp>\n\n\u003Cp>(c) If an Employee does not successfully complete the whole of the course,\nbut passes part of the course, the Company may pay the Employee a pro-rata\namount of the education cost of the course, based on the portion of the course\npassed as against the whole of the course.\u003C\u002Fp>\n\n\u003Cp>(d) If an Employee undertaking such a course does not pass the course in\nwhole or in part and is approved by the Company to continue the course, then on\npassing that portion of the course previously not passed, the remaining fifty\npercent (50%) of the education cost shall be paid to him upon production of a\ncertificate of proof of that successful completion.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15.4 Education Assistance to Employee's Children\u003C\u002Fh3>\n\n\u003Cp>(a) The Company has in place a process to assist with the educational\nexpenses of the registered Dependant of Employees attending\nKindergarten\u002FPrimary\u002FJunior High School \u002F Secondary \u002F Technical \u002F Vocational \u002F\nCommercial Schools \u002F Polytechnics and Universities in Ghana who are neither\nmarried nor employed up to the age of twenty four (24) and in continuous\neducation.\u003C\u002Fp>\n\n\u003Cp>(b) This Assistance is opened to Employees who have registered their\nDependents in the company's records.\u003C\u002Fp>\n\n\u003Cp>(c) The Employees whose registered Dependant benefit under this scheme shall\npresent the payment receipt plus the school bills of the Dependant at the end\nof each term to the Company.\u003C\u002Fp>\n\n\u003Cp>(d) The extent of financial obligations on the part of the Company in\nrespect of the Assistance under this section shall be limited to a maximum\nvalue of cedi as set out in the relevant Appendix F to this document per child\nper school term.\u003C\u002Fp>\n\n\u003Cp>(e)T he company may maintain the educational subsidy awarded to Registered\nDependant who leave the service of the company under Occupational Retirement on\nMedical Grounds or Occupational Death. The duration of subsidy is limited to\nthe level at which the dependant is at the time of the incident.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 16: SAFETY, HEALTH AND ENVIRONMENT (SHE)\u003C\u002Fh2>\n\n\u003Ch3>16.1 General Provisions\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>(a) The Company, and all Employees must be committed to improving the\nquality of life of all, by:\u003C\u002Fp>\n\n\u003Cp>i. elimination of injury or accidents\u003C\u002Fp>\n\n\u003Cp>ii. providing a safe working environment\u003C\u002Fp>\n\n\u003Cp>iii. maintaining safe working practices\u003C\u002Fp>\n\n\u003Cp>iv. maintaining eco-friendly environmental practices.\u003C\u002Fp>\n\n\u003Cp>(b) Copies of the relevant portion of the Mining Regulations and the\nCompany's Safety, Health and Environment (SHE) policies shall be made available\nto an Employee upon commencement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16.2 Employee Duty\u003C\u002Fh3>\n\n\u003Cp>The Employee has a duty of care to the Employer and in the performance of\nthat duty, the Employee agrees to the following:\u003C\u002Fp>\n\n\u003Cp>1.To wear safety equipment provided.\u003C\u002Fp>\n\n\u003Cp>2.To follow safe work practices.\u003C\u002Fp>\n\n\u003Cp>3.To abide by safety regulations and instructions.\u003C\u002Fp>\n\n\u003Cp>4.To attend safety meetings.\u003C\u002Fp>\n\n\u003Cp>5.To work in a safe manner, which minimises the risk of injury to himself\nand fellow Employees.\u003C\u002Fp>\n\n\u003Cp>6.To work in a responsible manner to minimise damage to property.\u003C\u002Fp>\n\n\u003Cp>7.To work in a responsible manner to minimise health risks to any other\nperson.\u003C\u002Fp>\n\n\u003Cp>8.To work in a responsible manner to minimize the impact of the Company\noperations on the environment.\u003C\u002Fp>\n\n\u003Cp>9.To obey all lawful instructions concerning the carrying out of duties.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16.3 First Aid Requirements and Training\u003C\u002Fh3>\n\n\u003Cp>(a)Facilities for first aid and emergency treatment in case of accidents\nshall be provided as close to all points where work is performed, as\npracticable as possible.\u003C\u002Fp>\n\n\u003Cp>(b)As far as practicable selected Employees shall undergo a training\nprogramme at the Company cost, to enable them to qualify for a recognized first\naid certificate.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16.4 General Welfare\u003C\u002Fh3>\n\n\u003Cp>(a)At permanent job stations the Company shall provide adequate and suitable\nsanitary locations to be accessible to ail Employees within a reasonable\ndistance of their work places. These shall be maintained and kept clean.\nEffective provision shall be made for their lighting and ventilation.\u003C\u002Fp>\n\n\u003Cp>(b)Wherever practicable the Company shall provide suitable protective\nshelters for all Employees who work in the open air during conditions of\nadverse weather.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16.5 Supply of Protective Clothing \u002F Uniform and Equipment\u003C\u002Fh3>\n\n\u003Cp>(a) The Company shall issue suitable protective clothing and\u002For uniform\nand\u002For other protective equipment and devices at no cost to the Employee except\nas provided for below. Any such issue shall be used by the Employee concerned\nin the performance of his duties, and the Employee shall be responsible for the\ncare and custody of the issue.\u003C\u002Fp>\n\n\u003Cp>(b) The Company shall issue suitable protective clothing or uniforms and\nprotective equipment to Employees, to commensurate with the work they do.\u003C\u002Fp>\n\n\u003Cp>(c) The protective clothing and devices shall conform to such standards as\nmay be specified by the Mines Department.\u003C\u002Fp>\n\n\u003Cp>(d) The Company shall replace worn out protective clothing and equipment\nonly when a worn out item is returned to the Company. In the case of the\nreplacement of such items as clothing, footwear, safety glasses, which are worn\nby an Employee, the replacement shall be on the \"new for old\" basis.\u003C\u002Fp>\n\n\u003Cp>(e) An Employee who is determined by the disciplinary process to have lost\nany protective equipment may be required to pay the Company, the full, or a\nproportional cost, of replacement.\u003C\u002Fp>\n\n\u003Cp>(f) An Employee who is determined by the disciplinary process to have stolen\nCompany's property may be made to suffer Summary Dismissal.\u003C\u002Fp>\n\n\u003Cp>(g) The Employee is to return any protective clothing, uniform and equipment\nto the Company at the end of his employment. If an Employee at the time of\nleaving the service of the Company for whatever reason does not return all\nitems, then the Company may deduct the full cost of replacement from the\nEmployee's final Pay entitlements.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16.6 Vibration\u003C\u002Fh3>\n\n\u003Cp>The Company shall take such measures as are practicable to minimise the\nadverse effects of vibration on an Employee's health.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16.7 Safety Health and Environment (SHE) Committee\u003C\u002Fh3>\n\n\u003Cp>(a)The Company and the Union shall form Safety, Health and Environment (SHE)\nCommittee at each department (if appropriate) for the purpose of:\u003C\u002Fp>\n\n\u003Cp>1.Safety Inspections\u003C\u002Fp>\n\n\u003Cp>2.The enforcement of safety rules\u003C\u002Fp>\n\n\u003Cp>3.Accident investigation\u003C\u002Fp>\n\n\u003Cp>4.Serious incident investigation\u003C\u002Fp>\n\n\u003Cp>5.Safety education\u003C\u002Fp>\n\n\u003Cp>6.Coordinating safety and health activities\u003C\u002Fp>\n\n\u003Cp>7.Investigation and reporting on Health issues\u003C\u002Fp>\n\n\u003Cp>8.Investigation and reporting on Environmental issues.\u003C\u002Fp>\n\n\u003Cp>(b)The Committee shall be made up of Senior Company personnel and a number\nof Employees selected by the Union to serve on this Committee.\u003C\u002Fp>\n\n\u003Cp>(c)The number of members of the Committee, and the basis for selection will\nbe determined by the Company and the Union.\u003C\u002Fp>\n\n\u003Cp>(d)Members of the Committee shall have an on-going role to bring to the\nattention of the Company at any time, any matters on the day to day operations\nat the Station that have or likely to have an impact on Employee Safety and\u002For\nHealth and\u002For matters likely to have an impact on the Environment within the\ncontext of the Company operations.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16.8 Safety Award\u003C\u002Fh3>\n\n\u003Cp>The Company shall institute Safety Award to all Employees. The method and\ntype of award shall be agreed upon by the Company and Branch Union of GEMM.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 17: PROVIDENT FUND SCHEME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>All two-year (2) year contract employees shall be members of the existing\nprovident fund scheme.\u003C\u002Fp>\n\n\u003Cp>(a)The Provident Fund (PF) has been set up separately from the Company, and\nis being administered and controlled by a financial institution.\u003C\u002Fp>\n\n\u003Cp>(b)The company and the Union shall establish the rules and regulations\ngoverning the Provident Fund scheme.\u003C\u002Fp>\n\n\u003Cp>(c)The commitment of an Employee, as a Condition of any Employment contract,\nwill be, subject to these Conditions, to have a monthly deduction made from the\nEmployees Earnings, and for that deduction, together with the deduction from\nevery Employee, to be forwarded by the Company to the Financial Institution.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(d)The commitment of the Company is to match for value, the deduction being\nmade for each Employee and remit that matching value to the Fund each month\ntogether with the Employees deduction\u002Fcontribution.\u003C\u002Fp>\n\n\u003Cp>(e)The Rules of the Fund are to be contained in documentation separate from\nthis Collective Agreement\u003C\u002Fp>\n\n\u003Cp>(f)Every long term contract (2 years) Employee of the Company, on\nAppointment shall become a member of the Provident Fund Scheme.\u003C\u002Fp>\n\n\u003Cp>(g)The Contribution towards the PF shall be as follows:\u003C\u002Fp>\n\n\u003Cp>by an Employee - Ten Percent (10%) of the Employee's Basic Rate of Pay. by\nthe Company-Ten Percent (10%) of the Employee's Basic Rate of Pay.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch2>ARTICLE 18: MISCELLANEOUS PROVISIONS\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18.1 Interest Free Compassionate Loan Scheme\u003C\u002Fh3>\n\n\u003Cp>An Employee may apply for an interest free compassionate loan from the\nCompany. The rules and regulations shall be determined by the Company and the\nBranch Union.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18.2 Long Service Awards\u003C\u002Fh3>\n\n\u003Cp>The Company shall recognize outstanding performance, safety and other\nmeritorious achievements. The method\u002Fmode\u002FType of recognition shall be\ndetermined by the Company and the Branch Union.\u003C\u002Fp>\n\n\u003Cp>i. Years of Continuous Service:\u003C\u002Fp>\n\n\u003Cp>- Five (5) years\u003C\u002Fp>\n\n\u003Cp>- Ten (10) years\u003C\u002Fp>\n\n\u003Cp>ii. Other Awards\u003C\u002Fp>\n\n\u003Cp>The Company shall establish awards to recognize outstanding performance and\nother achievements as it deems appropriate.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18.3 Monthly \u002F Yearly Bonus\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>The Company shall pay an annual\u002Fmonthly bonus to all Employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18.4 Christmas Hamper\u003C\u002Fh3>\n\n\u003Cp>The Company shall give Christmas hampers to each Employee, the type and\nvalue of hampers shall be agreed upon by the Company and Branch Union.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18.5 Press Announcement\u003C\u002Fh3>\n\n\u003Cp>While negotiations are in progress there shall be no press release about the\nnegotiations except those mutually agreed by the Company and Union in\nwriting.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18.6 Social Activities\u003C\u002Fh3>\n\n\u003Cp>The Company shall promote social activities for its Employees.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18.7 Branch Union Undertaking for Private Arrangements\u003C\u002Fh3>\n\n\u003Cp>(a) The Company recognizes that an Employee from time to time may wish to\nenter into a private arrangement with an outside (third) party including but\nnot limited to a Financial or Lending Institution.\u003C\u002Fp>\n\n\u003Cp>(b) Any such private arrangement is not directly related to Employment and\nis not the concern of the Company.\u003C\u002Fp>\n\n\u003Cp>(c) The Company shall not add any records to an Employee's personal file\nfrom the date of this Collective Agreement, in relation to any such third party\narrangement, except where any such record is a change of instruction to the\nCompany by the Employee, for such matters as for example Bank accounts, and\nletters of confirmation.\u003C\u002Fp>\n\n\u003Cp>(d) The Company shall not in any way be obliged from the date of this\nCollective Agreement to be involved in the administration of any such\narrangement except as set out in the following.\u003C\u002Fp>\n\n\u003Cp>(e) If an Employee by entering into such a private arrangement requires the\nCompany to furnish confirmation to a third party of the Employee's status\nincluding such matters as: where he carries out his duties, the job function\ntitle, period of Employment and Basic rate of Pay, together with a confirmation\nof a representative pay advice, then the Company undertakes to provide such\nconfirmation (letter of confirmation) to the third party when requested. In\nsuch a circumstance the Company will always assume, and the assumption may not\nbe denied, that the Employee has given permission to the third party for this\ninformation to be obtained from the Company.\u003C\u002Fp>\n\n\u003Cp>(f) The Company shall not make any other undertaking to any third party\nother than the provision of the Confirmation of Employment (letter of\nConfirmation) as generally set out immediately above, and nothing in the\nCompany undertaking shall be taken to mean that any relationship of any sort\nexists between the Company and the third party.\u003C\u002Fp>\n\n\u003Cp>(g) If by entering into an arrangement with a third party an Employee is\nrequired as part of that arrangement to have his remuneration directed into a\nspecified bank account, then that Employee shall direct the Company in writing\nto make payment to that specified account, always provided that each Employee\nmay only direct payment to one (1) bank account wherever that account is held.\nThe Company undertakes to direct monthly payments for the Employee to the\nnominated account until such time as the Employee gives a different direction\nfor payment, in writing.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18.8 Intellectual Property\u003C\u002Fh3>\n\n\u003Cp>(a) If during the course of Employment an Employee is paid to modify and\u002For\ndevelop new policies, procedures, computer software or any other new thing,\nthen the rights of use and ownership vest and always remain vested in the\nCompany.\u003C\u002Fp>\n\n\u003Cp>(b) An Employee will have no right to use or convert to personal use or\ndismantle any such thing unless, prior to development, the Company and the\nEmployee make an agreement evidenced in writing that the Employee has such\ninterest as is set out in the Agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18.9 Other General Citations\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cp>1.This Collective Agreement is not gender specific. Any reference in this\ndocument to the masculine shall also be a reference to the feminine and vice\nversa, except where a specific gender is used to differentiate the\napplication.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.In this Collective Agreement any reference to the singular, if the context\nrequires is also a reference to the plural and vice versa.\u003C\u002Fp>\n\n\u003Cp>3.Any annexure or nominated attachment to this Collective Agreement forms a\npart of this Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 19: CONSTITUTION OF THE STANDING NEGOTIATING COMMITTEE (SNC) OF\nADAMUS RESOURCES LIMITED (ARL) & GENERAL MANUFACTURING AND METAL WORKERS\nUNION (GEMM) OF GHANA FEDERATION OF LABOUR (GFL)\u003C\u002Fh2>\n\n\u003Cp>WHEREAS the ADAMUS RESOURCES LIMITED (ARL) in accordance with the\nLegislation on Labour has availed itself to discuss matters of concern to its\nEmployees\u003C\u002Fp>\n\n\u003Cp>AND the GENERAL MANUFACTURING AND METAL WORKERS UNION (GEMM) OF GFL\nappointed as the recognized registered Trade Union representative of the\nEmployees of ARL as reflected in a certificate issued by the Chief Labour\nOfficer.\u003C\u002Fp>\n\n\u003Cp>THE PARTIES HAVE AGREED AS FOLLOWS:\u003C\u002Fp>\n\n\u003Cp>ARTICLE 1. NAME\u002FTITLE\u003C\u002Fp>\n\n\u003Cp>There is hereby established the Standing Negotiating Committee of Adamus\nResources Limited (ARL) - General Manufacturing and Metal Workers Union (GEMM)\nOf Ghana Federation of Labour (GFL)\u003C\u002Fp>\n\n\u003Cp>ARTICLE 2. COMPOSITION OF THE SNC COMMITTEE\u003C\u002Fp>\n\n\u003Cp>The Committee shall consist of:\u003C\u002Fp>\n\n\u003Cp>2.1 A Chairman who shall be the General Manager of ARL or his nominee.\u003C\u002Fp>\n\n\u003Cp>2.2 A Vice Chairman who shall be the General Secretary from the National\nUnion or his nominee.\u003C\u002Fp>\n\n\u003Cp>2.3 Each party shall be represented at the Committee meeting by a minimum of\nfive members and maximum of seven.\u003C\u002Fp>\n\n\u003Cp>2.4 The Company and the Union may be at liberty to appoint its recorder but\nthe official Secretary who shall be appointed by ARL shall act as Secretary to\nthe Committee and shall subject to the direction of the Committee arrange the\nbusiness for and cause to be recorded and kept minutes of all meetings of the\nCommittee. \u003C\u002Fp>\n\n\u003Cp>ARTICLE 3 FUNCTIONS OF THE COMMITTEE\u003C\u002Fp>\n\n\u003Cp>3.1To negotiate on all matters connected with the employment or\nnon-employment or with the terms of employment or with the conditions of\nemployment of any of the Employees of the class specified in a certificate\nissued under Section 99 of the Labour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cp>Agenda, Meeting and Minutes\u003C\u002Fp>\n\n\u003Cp>3.2 The SNC shall hold such ordinary meetings as may be required within two\nmonths prior to the expiration of the Collective Agreement\u003C\u002Fp>\n\n\u003Cp>3.3 Once a year, for the purpose of reviewing the rates of pay only as set\nout in the Collective Agreement (CA).\u003C\u002Fp>\n\n\u003Cp>3.4 Once every three (3) years, for the purpose of reviewing the other terms\nand conditions of service.\u003C\u002Fp>\n\n\u003Cp>3.5 A request by either party for an extraordinary meeting in times of\nemergency shall be submitted in writing to the other party, specifying the\npurpose of such a proposed meeting. The party who receives such request shall\nwithin seven (7) days of such receipt make mutually acceptable arrangements in\nconsultation with the other party to convene the requested meeting.\u003C\u002Fp>\n\n\u003Cp>3.6 The Secretary shall be responsible for issuing the agenda and writing\nthe minutes of the meeting.\u003C\u002Fp>\n\n\u003Cp>3.7 Items for the agenda for ordinary meetings shall be submitted in writing\nto either party not later than two (2) months prior to the expiration of the\nCollective Agreement.\u003C\u002Fp>\n\n\u003Cp>3.8 The agenda for such meeting shall be approved by both parties not less\nthan seven (7) days before the meeting.\u003C\u002Fp>\n\n\u003Cp>3.9 Within fourteen (14) days from the end of the meeting, draft minutes of\nall meetings shall be sent to the General Secretary of GEMM and the Chairman of\nthe SNC or persons appointed by them for their comments before the final\nminutes are issued.\u003C\u002Fp>\n\n\u003Cp>3.10 The final minutes when confirmed shall be signed on behalf of the\nCompany by the Chairman of the SNC or his representative and on behalf of the\nGEMM by the General Secretary or his representative.\u003C\u002Fp>\n\n\u003Cp>3.11 The Committee may for the discharge of its functions appoint a\nSub-Committee and may assign to it such functions as the Committee may\ndetermine.\u003C\u002Fp>\n\n\u003Cp>ARTICLE 4 QUORUM\u003C\u002Fp>\n\n\u003Cp>4.1 The quorum for a meeting of the Committee shall be seven of the Members\nat least two of whom shall be representative of each party i.e. The Company and\nthe Union. \u003C\u002Fp>\n\n\u003Cp>4.2The Committee may co-opt any person to attend any of its meetings except\nthat a person so co-opted may only serve in a consultative capacity.\u003C\u002Fp>\n\n\u003Cp>ARTICLE 5 CONSTITUTION AND RULES OF THE SUB-COMMITTEE OF THE SNC Purpose\u003C\u002Fp>\n\n\u003Cp>5.1 The constitution and appointment of the Sub-Committee of the Standing\nNegotiating Committee shall be to provide a recognized means of communication,\njoint consultation and negotiation with delegated power between the Branch\nUnion of the General Manufacturing and Metal Workers Union (GEMM) of GFL and\nthe Adamus Resources Limited Ghana.\u003C\u002Fp>\n\n\u003Cp>COMPOSITION\u003C\u002Fp>\n\n\u003Cp>5.2 The Company's representatives on a Sub-Committee shall comprise of the\nGeneral Manager or his representative and any Member of the Company not\nexceeding four (4) in number as may be chosen by him.\u003C\u002Fp>\n\n\u003Cp>5.3 The Branch Union be represented on the Sub-Committee by the Branch Union\nChairperson, Secretary and members not in excess of three (3) nominated by the\nBranch Union\u003C\u002Fp>\n\n\u003Cp>5.4 The General Manager or his representative shall act as Chairman of all\nmeetings. The Company shall provide a Secretary for each meeting who shall be\nresponsible for issuing the agenda and writing the minutes.\u003C\u002Fp>\n\n\u003Cp>Functions\u003C\u002Fp>\n\n\u003Cp>5.5 The implementation of the decisions and agreements and any other matters\nspecifically referred to it by the SNC.\u003C\u002Fp>\n\n\u003Cp>5.6 Local matters that require urgent and immediate attention.\u003C\u002Fp>\n\n\u003Cp>The function of the SNC shall be to consider such matters connected with the\nemployment or no¬employment or with the terms of employment or with the\ncondition of Labour of employees covered by this agreement in accordance with\nLabour Act 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cp>EXCLUSION\u003C\u002Fp>\n\n\u003Cp>5.7Under no circumstances shall it be permissible for the Sub-Committee to\nmake arrangements, decide, prepare or attempt to decide on any issue which is\nor would be inconsistent or a contravention of decisions, agreements or\nschedules of the SNC.\u003C\u002Fp>\n\n\u003Cp>MEETINGS AND MINUTES\u003C\u002Fp>\n\n\u003Cp>5.8 Items for the agenda shall be submitted in writing by either party to\nthe Secretary not less than seven (7) days before the date of the appropriate\nmeeting.\u003C\u002Fp>\n\n\u003Cp>5.9 Copies of the settled agenda shall be submitted to each party not less\nthan three (3) days before a meeting.\u003C\u002Fp>\n\n\u003Cp>5.10 Meetings shall be held at least quarterly whilst special meetings may\nbe held per request of either party.\u003C\u002Fp>\n\n\u003Cp>5.11 The minutes shall be signed by the General Manager or his\nrepresentative on behalf of the Company and by the Branch Union Secretary or\nhis representative on behalf of the Branch Union\u003C\u002Fp>\n\n\u003Cp>5.12 A copy of the signed minutes shall be brought to the notice of all\nBranch Union Members.\u003C\u002Fp>\n\n\u003Cp>PROCEDURES\u003C\u002Fp>\n\n\u003Cp>5.13 Decisions shall be arrived at by Agreement between the two sides.\u003C\u002Fp>\n\n\u003Cp>5.14 Where no Agreement is reached the matter in dispute may be referred to\nthe SNC by either side for consideration.\u003C\u002Fp>\n\n\u003Cp>5.15 Matters of national importance shall not be discussed by the\nSub-Committee where matters of national importance mean those within the\npreserve of the SNC.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>SCHEDULE OF OFFENCES\u003C\u002Fp>\n\n\u003Cp>{i) Summary Dismissal Offences-\u003C\u002Fp>\n\n\u003Cp>1.Stealing or attempting to steal property including having foreknowledge of\nthe theft or attempted theft.\u003C\u002Fp>\n\n\u003Cp>2.Willful damage to the Company property.\u003C\u002Fp>\n\n\u003Cp>3.Fighting or physical assault whilst on the Company premises (including\nbuses).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.Violation of Safety and\u002For Health and\u002For Environmental Regulations and\u002For\nMining Regulations, including but not limited to: not using or wearing\nprescribed safety equipment.\u003C\u002Fp>\n\n\u003Cp>5.Disclosing Company information that the Employee has been instructed as\nconfidential or for his consumption only.\u003C\u002Fp>\n\n\u003Cp>6.Accepting bribes.\u003C\u002Fp>\n\n\u003Cp>7.Bribing or attempting to bribe Company officials.\u003C\u002Fp>\n\n\u003Cp>8.Falsifying the Company documents, including knowingly making any incorrect\nor erroneous declarations concerning prior employment history, medical history\nand\u002For incorrectly making allowance and\u002For reimbursement claims.\u003C\u002Fp>\n\n\u003Cp>9.Indulging in any criminal offence.\u003C\u002Fp>\n\n\u003Cp>10.Negligent behaviour resulting in loss of or damage to the Company\nproperty.\u003C\u002Fp>\n\n\u003Cp>11.Being under the influence of alcohol or narcotics during work hours.\u003C\u002Fp>\n\n\u003Cp>12.Possessing intoxicants or drugs on station without permission.\u003C\u002Fp>\n\n\u003Cp>13.Overstaying or loitering on station for illegal purpose\u003C\u002Fp>\n\n\u003Cp>14.Abandoning position\u002Fpost without just cause.\u003C\u002Fp>\n\n\u003Cp>15.Unlawful use of the Company vehicle.\u003C\u002Fp>\n\n\u003Cp>16.Participating in act of discrimination or harassment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>17.Participating in galamsay mining activities.\u003C\u002Fp>\n\n\u003Cp>18.Permitting or allowing an unauthorized person to operate the Company\nmachinery.\u003C\u002Fp>\n\n\u003Cp>19.Any other ground recommended by the Disciplinary Committee and recognised\nby laws as sufficient.\u003C\u002Fp>\n\n\u003Cp>(ii)Termination Offences -\u003C\u002Fp>\n\n\u003Cp>1.Gross insubordination (refusal to obey authority) and\u002For negligence.\u003C\u002Fp>\n\n\u003Cp>2.Failure to report to work without approval for three or more days\u003C\u002Fp>\n\n\u003Cp>3.Negligence resulting in potential damage or actual damage, to or loss of\nthe Company property.\u003C\u002Fp>\n\n\u003Cp>4.Operating the Company equipment without authority and driving the Company\nvehicle without a valid license.\u003C\u002Fp>\n\n\u003Cp>5.Spreading of rumours or misinformation, which has the potential to disrupt\nor disturb the workplace.\u003C\u002Fp>\n\n\u003Cp>6.Refusal to obey lawful instruction without reasonable cause.\u003C\u002Fp>\n\n\u003Cp>7.Entering without authority any fenced security area.\u003C\u002Fp>\n\n\u003Cp>8.Operating Company's vehicle or item of plant or equipment in an unsafe\nmanner to cause damage or injury e.g. the use of personal phone whiles\noperating equipment.\u003C\u002Fp>\n\n\u003Cp>9.Falsifying any company documents.\u003C\u002Fp>\n\n\u003Cp>10.Medical Malingering.\u003C\u002Fp>\n\n\u003Cp>11.Persistent lateness to Work.\u003C\u002Fp>\n\n\u003Cp>12.Abuse of Communications e.g. Two-Way Radio.\u003C\u002Fp>\n\n\u003Cp>13.Sleeping on the job without authority.\u003C\u002Fp>\n\n\u003Cp>14.Any other ground recommended by the Disciplinary Committee and recognized\nby Law as sufficient.\u003C\u002Fp>\n\n\u003Cp>(iii)Suspension Offences -\u003C\u002Fp>\n\n\u003Cp>The Company may suspend an Employee for a period of not more than one\nmonth.\u003C\u002Fp>\n\n\u003Cp>1.Negligence resulting in minor damage or loss to the Company property.\u003C\u002Fp>\n\n\u003Cp>2.Failing to carry out instruction in good time resulting in a loss or\npotential loss of production, or the wasting of resources.\u003C\u002Fp>\n\n\u003Cp>3.Deliberate delay of work causing loss of production.\u003C\u002Fp>\n\n\u003Cp>4.Threatening behaviour.\u003C\u002Fp>\n\n\u003Cp>(iv)Warning Offences -\u003C\u002Fp>\n\n\u003Cp>The Company may warn an Employee for any of these offences:\u003C\u002Fp>\n\n\u003Cp>1.Failing to report on and off duty.\u003C\u002Fp>\n\n\u003Cp>2.Leaving work before official closing time.\u003C\u002Fp>\n\n\u003Cp>3.Poor supervision of labour\u003C\u002Fp>\n\n\u003Cp>4.Failing to carry out instruction\u003C\u002Fp>\n\n\u003Cp>5.Negligence use of the Company property.\u003C\u002Fp>\n\n\u003Cp>6.Careless driving.\u003C\u002Fp>\n\n\u003Cp>7.Failure to attend to a breakdown which could affect production \u002F\nsafety.\u003C\u002Fp>\n\n\u003Cp>8.Refusing to identify or providing a false identity to an authorised\nperson.\u003C\u002Fp>\n\n\u003Cp>9.Carrying on unauthorized jobs during work hours.\u003C\u002Fp>\n\n\u003Cp>10.Failure to attend weekend work having agreed to do so.\u003C\u002Fp>\n\n\u003Cp>11.Carelessness.\u003C\u002Fp>\n\n\u003Cp>12.Smoking in 'no smoking' areas.\u003C\u002Fp>\n\n\u003Cp>13.Any other ground recommended by the Disciplinary Committee and recognised\nby Law as sufficient.\u003C\u002Fp>\n\n\u003Cp>DEFINITIONS\u003C\u002Fp>\n\n\u003Cp>For the purpose of this Collective Agreement, general definitions as used by\nboth parties are set out in this document.\u003C\u002Fp>\n\n\u003Cp>1.\"ARL\" - Adamus Resources Limited, Nzema Operations is a shortened form of\nreference to the Branch Union as set out above.\u003C\u002Fp>\n\n\u003Cp>2.\"ARL Branch Union\" means: the enterprise called Adamus Resources Limited\nGhana that\u003C\u002Fp>\n\n\u003Cp>3.\"Additional Hours\" means: any hours in excess of eight hours.\u003C\u002Fp>\n\n\u003Cp>4.\"Area of Domicile\" means: the immediate environs of an Employee's\nDomicile. The immediate environs will be considered to be a village, town or\nother similar, uniquely identifiable location.\u003C\u002Fp>\n\n\u003Cp>5.\"Anniversary\" means: either the expiration of one year from the date of\ncommencement, and the subsequent passing of each and every following twelve\n(12) month period;\u003C\u002Fp>\n\n\u003Cp>6.\"Base Station\" means: the location of the Company's operations where an\nEmployee was initially assigned at the time of employment to perform his\u002Fher\njob function.\u003C\u002Fp>\n\n\u003Cp>7.\"Branch Union \" shall mean the local representatives of General\nManufacturing and Metal Workers Union (GEMM) of Ghana Federation of Labour\n(GFL)\u003C\u002Fp>\n\n\u003Cp>8.\" Branch Union Officials\" means employees from the class of workers\ncovered by the Bargaining Certificate who have been elected as the (Branch\nChairperson or Secretary who shall become either a full-time or part time) an\nexecutive member or shop-steward.\u003C\u002Fp>\n\n\u003Cp>9.\"Bargaining Certificate\" means that Bargaining Certificate issued to\nGeneral Manufacturing And Metal Workers' Union on the 27™ April 2012.\u003C\u002Fp>\n\n\u003Cp>10.\"Basic Pay\" or \"Salary\" means salaries as shown in the scale of pay\nschedule as may be in place from time to time and does not include extra hours\nand any allowance (1\u002F27 of the monthly basic pay shall be taken as basic pay\nfor one day. If a reference is made to \"Daily Rate this means: the monthly\nBasic Rate amount divided by twenty-seven (27). If a reference is made to an\nHourly rate this means: the Daily Rate divided by eight (8).\u003C\u002Fp>\n\n\u003Cp>11.\"Collective Agreement\" means: all part of this document that are\nfundamental to the understanding of the relationship between ARL and Employees\nwho fall within the class of workers specified in the Collective Bargaining\nCertificate issued to GEMM\u003C\u002Fp>\n\n\u003Cp>12.\"Confirmed Employee\" means: an Employee who has completed a probationary\nperiod and has been offered and accepted employment on a permanent basis.\u003C\u002Fp>\n\n\u003Cp>13.\"Continuous Service\" means: In the case of a reference to Employment\ngenerally, the period of time from commencement, that an Employee has worked\nfor ARL including approved periods of paid leave, without a break in\nservice.\u003C\u002Fp>\n\n\u003Cp>14.\"Commencement\" means: the day on which an individual reports for work for\nthe first time as an Employee, with such Employment being covered by the most\nrecent valid Employment Contract between the Employee and ARL. If an individual\nleaves the service of ARL and returns at some later date, the Commencement date\nis the date of return to service at the later time.\u003C\u002Fp>\n\n\u003Cp>15.Domicile\" means: the specific domestic location of the accommodation\noccupied by an Employee\u003C\u002Fp>\n\n\u003Cp>16.\"Essential Employee\" means: an Employee or classification of Employees,\nRecognised by ARL as being required to be on duty at all times so as to ensure\nthe smooth running and\u002For security and\u002For the safety of ARL operations. These\nrepresents Employees of the following Departments: Security, Health and Safety,\nMining, Process plant, and Process Maintenance.\u003C\u002Fp>\n\n\u003Cp>17.\"Employee\" generally shall mean: any or all Unionized Employees\nregistered as members of whom the General Manufacturing and Metal Workers Union\nof GFL has been appointed to negotiate and, covered by the class of Junior\nStaff (Branch Union ) in the Collective Bargaining Certificate.\u003C\u002Fp>\n\n\u003Cp>18.\"Employer\" in this documents means: ARL\u003C\u002Fp>\n\n\u003Cp>19.\"Employment Contract\" consists of a signed offer letter indicating\nacceptance of the offer, the employment terms and conditions contained in the\nCollective Bargaining Agreement, and the job description for the position. The\ncontract is a legally binding Agreement.\u003C\u002Fp>\n\n\u003Cp>20.\"Employment\" in this document means: the relationship between an\nindividual (the Employee) and ARL (the Employer) where the individual provides\ndirect Labour to ARL under a regular working arrangement, in return for direct\nregular payments at a prescribed rate.\u003C\u002Fp>\n\n\u003Cp>21.\"External Training\" means: any training conducted outside of ARL Base\nStation \u002F Workplace.\u003C\u002Fp>\n\n\u003Cp>22. \"Earnings\" means: the Gross Amount of Salary that an Employee is\nentitled to from the exertion of his labour.\u003C\u002Fp>\n\n\u003Cp>23. \" Fixed Term Contract\" - means all employees whose employment duration\nis pre¬determined and are covered by the Collective Bargaining Certificate\u003C\u002Fp>\n\n\u003Cp>24. \"Interdiction\" means: relieving an Employee from duty, pending an\ninvestigation where the Employee is not required to report for duty except as\ndirected.\u003C\u002Fp>\n\n\u003Cp>25. \"Medical Facility\" means: Any clinic, hospital or other like enterprise,\nincluding medical and\u002For surgical and\u002For pharmaceutical and\u002For dental and\u002For\noptical treatment enterprises, to which an Employee may be referred for Medical\nTreatment\u003C\u002Fp>\n\n\u003Cp>26. \"Night Shift\" represents a shift where 50% or more of the hours worked\nare between\u003C\u002Fp>\n\n\u003Cp>6.00pm and 6.00am or 7pm and 7am.\u003C\u002Fp>\n\n\u003Cp>27. \"Occupational Disease\u002FIllness\" means any medical condition or disorder,\nother than one resulting from a work injury that in the opinion of a Registered\nMedical Practitioner and\u002For a duly constituted Medical Board, is abnormal and\nhas with reasonable certainty, been caused by or mainly caused by exposure to\ninjurious factors within the Employee's workplace.\u003C\u002Fp>\n\n\u003Cp>28. \"Occupational Injury\" in this document means: any injury, confirmed by a\nRegistered Medical practitioner and\u002For a duly constituted Medical Board, that\nis reasonably certain to have resulted from a workplace accident\u002Fincident\ncausing injury to an Employee.\u003C\u002Fp>\n\n\u003Cp>29. \"Out of Station Allowance\" means: an amount, as may be determined from\ntime to time, paid to an Employee to compensate for costs incurred while\nperforming a job function away from the Employees' Station. The allowance\ncovers any or all of transport, meal and accommodation expenses.\u003C\u002Fp>\n\n\u003Cp>30. \"Permanent Employee\" means: an Employee who has served a period of\nprobation and who has been confirmed in a job function.\u003C\u002Fp>\n\n\u003Cp>31. \"Parties\" means signatories to the Agreement.\u003C\u002Fp>\n\n\u003Cp>32. \"Payroll Month\" means wherever a reference is made to a month in\nrelation to Rates of Pay and any changes thereto shall mean the period between\nthe opening of one payroll period and the close of that same period in the next\ncalendar month, for payroll purposes. This period is the period from the 16th\n(day shift start) of one month to the 15th night (night shift start) of the\nfollowing month.\u003C\u002Fp>\n\n\u003Cp>33. \"Registered Dependants\" (and Dependants) means an Employee's nominated\npartner (howsoever called) of not more than one (1) and the Employee's\nnominated and registered own biological\u002Fadopted children up to the age of\neighteen (18) years of age who are neither employed nor married, and up to\ntwenty-four (24) years of age if they are in continuous education.\u003C\u002Fp>\n\n\u003Cp>34. \"Recognised Medical Facility\" means: Any clinic, hospital or other like\nenterprise, including medical and\u002For surgical and\u002For pharmaceutical and\u002For\ndental and\u002For optical and\u002For ophthalmic treatment enterprises, that meets any\nstandards of treatment required by ARL.\u003C\u002Fp>\n\n\u003Cp>35.\"Referral\" (and like words of the same derivation), in relation to\nMedical Treatment means: the passing of the Treatment of an Employee and\u002For\ndependant from a Recognised Medical Facility to another Medical Facility, for\nTreatment that cannot be reasonably undertaken within the Recognised Medical\nFacility by virtue of the specialised equipment or expertise that is considered\nnecessary for ongoing Treatment.\u003C\u002Fp>\n\n\u003Cp>36.\"Rest Day\u002Fs\" means: any day or days in a Shift arrangement, that are not\nWorking Days.\u003C\u002Fp>\n\n\u003Cp>37.\"Self Treatment\" means: any action taken by any Employee and\u002For any\ndependant, including but not limited to administering of patent medicines, or\nnon-prescription drugs, or lotions, that is carried out otherwise than under\nthe direction of a Registered Medical Practitioner from a Recognised Medical\nFacility and evidenced by the written authority of the relevant Registered\nMedical Practitioner.\u003C\u002Fp>\n\n\u003Cp>38.\"Sexual Harassment\" means any unwelcomed, offensive or persistent sexual\nadvances or requests made by an employer or superior officer or co-worker\nwhether the worker is a man or woman.\u003C\u002Fp>\n\n\u003Cp>39.\"Shift Roster Cycle\" means a period of time that begins and ends with\nidentical shift start on identical day of the week.\u003C\u002Fp>\n\n\u003Cp>40.\"SNC\" means Standing Negotiating Committee as defined in the Labour Act\n2003 (Act 651), Section 101.\u003C\u002Fp>\n\n\u003Cp>41.\"Suspension\" means: the removal from an Employee of the right to attend\nwork, perform duties and not to be paid any entitlements whatsoever for the\nperiod of time that the rights are withheld\".\u003C\u002Fp>\n\n\u003Cp>42.\"Shift and\u002For Rotating Shift\" means: period set by schedule where a group\nof Employees start work as another group finishes or period in between times\nwhere an Employee starts work and is required to finish\u003C\u002Fp>\n\n\u003Cp>43.\"Stand Down\" means: a decision by Company to permit Employee not to work\nfor a stated period due to no fault of the Employee usually where there is no\nwork for Employee to perform for the period.\u003C\u002Fp>\n\n\u003Cp>44.\"Summary Dismissal\" means: the termination of an Employee's employment\ncontract for stated misconduct with attendant loss of pre-determined\nbenefits.\u003C\u002Fp>\n\n\u003Cp>45.\"Termination\" means: the actions of either an Employee or ARL that remove\nthe rights and responsibilities of the Employee's Employment Contract such that\nthe Employee Leaves the Service of ARL.\u003C\u002Fp>\n\n\u003Cp>46.\"Temporary Employee\" means an Employee who is employed for a period of\nless than Two (2) years or is employed for work that is seasonal.\u003C\u002Fp>\n\n\u003Cp>47.\"Trainer\" means: any person, either from within ARL or brought into ARL\nfor the purpose, or external to ARL, who is recognised by ARL by virtue of\ntheir qualifications and\u002For experience and\u002For licenses and\u002For any other\nspecialist designation, as being able to assess and teach acceptable work\npractices to Employees, usually in a structured programme. In this document\nTrainer can also mean: an institution or enterprise that provides the services\nof a Trainer or trainers in structured learning programmes.\u003C\u002Fp>\n\n\u003Cp>48.Working days: \"means the days for which an employee is rostered to\nwork.\u003C\u002Fp>\n\n\u003Cp>SCHEDULE OF RATES OF PAY\u003C\u002Fp>\n\n\u003Cp>1. WAGE RATES\u003C\u002Fp>\n\n\u003Cp>I.Wage rates for Employees shall be indexed to the United States Dollar.\u003C\u002Fp>\n\n\u003Cp>II.The Ghana Cedi-Dollar exchange rate to be used for this purpose shall be\nthe mid-point of the interbank exchange rate applicable at the close of each\npayroll month, being the twentieth (20th) day of the month, or the closest bank\nbusiness day to the day of the close of the payroll month. The mid-point of the\ninterbank exchange rate means: the average of the buying and selling rates for\nUnited States Dollars, in Ghana, sourced from the Central Bank's (Bank of\nGhana) published exchange rates, regardless of the entity publishing those\nrates.\u003C\u002Fp>\n\n\u003Cp>For Junior Staff Classification\u003C\u002Fp>\n\n\u003Cp>GRADEBase Rate as at July 2013\u003C\u002Fp>\n\n\u003Cp>5800-890\u003C\u002Fp>\n\n\u003Cp>4600-790\u003C\u002Fp>\n\n\u003Cp>3460-590\u003C\u002Fp>\n\n\u003Cp>2400-450\u003C\u002Fp>\n\n\u003Cp>1350-400\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX: D RENT SUBSIDY\u003C\u002Fp>\n\n\u003Cp>The Rent Subsidy was agreed to be 25% of employees basic salary\u003C\u002Fp>\n\n\u003Cp>EDUCATIONAL ASSISTANCE TO EMPLOYEE'S CHILDREN\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>An employee will be reimbursed of fees in respect of four (4) biological\nregistered children who are up to the age of twenty four (24) and in continuous\neducation as per the company's current educational policy which is annually\nrenewable.\u003C\u002Fp>\n\n\u003Cp>...............................Kit\nAllowance..........................................Subsidy (Fees)\u003C\u002Fp>\n\n\u003Cp>a.Kindergarten-GHC25 per term....................................GHC150 per\nterm\u003C\u002Fp>\n\n\u003Cp>b.Primary 1-6-GHC50 per term.....................................GHC240 per\nterm\u003C\u002Fp>\n\n\u003Cp>c.Junior High School -GHC70 per term........................GHC280 per\nterm\u003C\u002Fp>\n\n\u003Cp>d.Senior High School-GHC160 per term....................GHC500 per term\u003C\u002Fp>\n\n\u003Cp>e.Non Degree\u002FPolytechnic-GHC1,200 (an all-inclusiveallowance) per year\u003C\u002Fp>\n\n\u003Cp>f.University-GHC2,500 (an all-inclusiveallowance) per year\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX: G\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>JOB CLASSIFICATIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PROCESS PLANT\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>LEVEL\u003C\u002Ftd>\n      \u003Ctd>CAPABILITIES\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\n\n        \u003Cp>4\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>2\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Leading Hand, Control Room Operators\n\n        \u003Cp>Plant Operator (CIL\u002FMILL\u002FThickener\u002FCrusher\u002FElution\u002FGold room)\u003C\u002Fp>\n\n        \u003Cp>Lab Technicians\u002FAssistant Plant Operators\u002FReagent\u002FServices\u002FMobile\n        Equipment operators\u002FSenior Driver\u003C\u002Fp>\n\n        \u003Cp>Drivers\u003C\u002Fp>\n\n        \u003Cp>General Hand\u002FTrainees\u002FApprentice\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>PROCESS MAINTENANCE\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>LEVEL\u003C\u002Ftd>\n      \u003Ctd>CAPABILITIES\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\n\n        \u003Cp>4\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>2\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Leading Hand \u002FInstrumentation Technician\u002FRubber Liner\u002FBelt\n        splicer\u002FSandblaster\u002FSenior Vehicle Coordinator\n\n        \u003Cp>Heavy Duty Mechanic\u002FElectricians\u002FPlumber\u002FWelders\u002FCrane\n        Driver\u002Fvehicle coordinator\u002FPipe fitters \u002FScaffold\u002Fair condition\n        Electrician\u002FDomestic Electrician.\u003C\u002Fp>\n\n        \u003Cp>Tradesman with potential for Snr. Serviceman \u002F Snr. Crane & IT\n        Operator \u002F Senior. Driver\u002FFabricator\u003C\u002Fp>\n\n        \u003Cp>Tool Store man\u002F Drivers\u003C\u002Fp>\n\n        \u003Cp>General Hand\u002FTrainees\u002FApprentice\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>MINING\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>LEVEL\u003C\u002Ftd>\n      \u003Ctd>CAPABILITIES\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\n\n        \u003Cp>4\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>2\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Leading Hand\n\n        \u003Cp>Survey Technicians\u003C\u002Fp>\n\n        \u003Cp>Field Technicians\u003C\u002Fp>\n\n        \u003Cp>Survey Assistant\u003C\u002Fp>\n\n        \u003Cp>General hand\u002FApprentice\u002FTrainee\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>GEOLOGY\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>LEVEL\u003C\u002Ftd>\n      \u003Ctd>CAPABILITIES\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\n\n        \u003Cp>4\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>2\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Leading Hand Technicians\n\n        \u003Cp>Geological Technician\u003C\u002Fp>\n\n        \u003Cp>Samplers\u003C\u002Fp>\n\n        \u003Cp>Drivers\u003C\u002Fp>\n\n        \u003Cp>General hand\u002FApprentice\u002FTrainees\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>EXPLORATION\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>LEVEL\u003C\u002Ftd>\n      \u003Ctd>CAPABILITIES\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\n\n        \u003Cp>4\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>2\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Leading Hand Technicians\n\n        \u003Cp>Exploration Technician\u002FCoreyard Technicians\u003C\u002Fp>\n\n        \u003Cp>Samplers\u002FSplitters\u003C\u002Fp>\n\n        \u003Cp>Drivers\u003C\u002Fp>\n\n        \u003Cp>General hand\u002FApprentice\u002FTrainees\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>STORES\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>LEVEL\u003C\u002Ftd>\n      \u003Ctd>CAPABILITIES\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\n\n        \u003Cp>4\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>2\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Leading Hand\n\n        \u003Cp>Warehouse Clerk\u002FSenior Storeman\u003C\u002Fp>\n\n        \u003Cp>Forklift Operator\u002FStoreman\u002FFuel Attendant\u003C\u002Fp>\n\n        \u003Cp>Store assistant\u002FDrivers\u003C\u002Fp>\n\n        \u003Cp>General Hand\u002FTrainees\u002FApprentice\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>SECURITY\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>LEVEL\u003C\u002Ftd>\n      \u003Ctd>CAPABILITIES\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\n\n        \u003Cp>4\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>2\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Leading Hand\u002FGold room security supervisor\u002F\n\n        \u003Cp>CCTV Technician\u002FTechnical investigator\u002FAssistant Goldroom\n        supervisor\u003C\u002Fp>\n\n        \u003Cp>CCTV operator\u002FCCTV attendant\u003C\u002Fp>\n\n        \u003Cp>Security Officer\u002FSecurity Guard\u003C\u002Fp>\n\n        \u003Cp>General hand\u002FTrainees\u002FApprentice\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>ENVIROMMENTAL\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>LEVEL\u003C\u002Ftd>\n      \u003Ctd>CAPABILITIES\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\n\n        \u003Cp>4\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>2\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Leading hand\n\n        \u003Cp>Environmental Technician(monitoring\u002Frehabilitation)\u002FEnviron.\n        Training officer\u003C\u002Fp>\n\n        \u003Cp>Environmental assistant\u002F\u003C\u002Fp>\n\n        \u003Cp>Drivers\u003C\u002Fp>\n\n        \u003Cp>General hand\u002FTrainees\u002FApprentice\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>OHS\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>LEVEL\u003C\u002Ftd>\n      \u003Ctd>CAPABILITIES\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\n\n        \u003Cp>4\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>2\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Leading Hand\n\n        \u003Cp>Emergency Response Assistant\u003C\u002Fp>\n\n        \u003Cp>Chief Driver\u003C\u002Fp>\n\n        \u003Cp>Drivers\u003C\u002Fp>\n\n        \u003Cp>General Hand\u002FCleaner\u002FTrainee\u002FApprentice\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>ADMINISTRATION\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>LEVEL\u003C\u002Ftd>\n      \u003Ctd>CAPABILITIES\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\n\n        \u003Cp>4\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>2\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Leading Hand\u002FData entry clerk \u002FVehicle Coordinator\n\n        \u003Cp>Receptionist\u002FEmergency Response Assistant\u003C\u002Fp>\n\n        \u003Cp>Chief Driver\u002FSenior Chef\u002FSenior housekeeper\u003C\u002Fp>\n\n        \u003Cp>Drivers \u002FChef\u002FHousekeepers\u003C\u002Fp>\n\n        \u003Cp>General Hand\u002FCleaner\u002FTrainee\u002FGardener\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>GENERAL JOB CLASSIFICATION\u003C\u002Fp>\n\n\u003Cp>The following classification apply to all Junior Employees.\u003C\u002Fp>\n\n\u003Cp>Grade 5\u003C\u002Fp>\n\n\u003Cp>Show competence and support for front line Supervisor for a particular job\nfunction to achieve an assigned task. Capable of organizing and controlling\nwork teams and able to deputize for or act in the absence of a Supervisor.\nReport accurately on personnel and operations, must be a good team leader with\nexcellent work attitude and demonstrate cost and safety consciousness. Highly\nskilled person in sensitive position crucial to Company operations. This\nposition is considered preparatory for Supervisory Roles. The position is\nsubject to the HOD's discretion and must be initially approved by the General\nManager. Employees in this position who fail to maintain Company standards\nshall be reassigned.\u003C\u002Fp>\n\n\u003Cp>Grade 4\u003C\u002Fp>\n\n\u003Cp>Competent in all requirements and certified multi-skilled person on the\nassigned job. Person must be master on the job in his own field, must be able\nto exercise responsibility and duty of care. Must be capable to work on an\nassigned job without supervision whatsoever. Must be a good team player and\ndemonstrate cost and safety consciousness in sensitive position. Must have\nleadership qualities and show potential for growth into first line\nsupervision.\u003C\u002Fp>\n\n\u003Cp>Grade 3\u003C\u002Fp>\n\n\u003Cp>Competent in almost all requirements and certified skilled on the assigned\njob. Must be capable to work on an assigned job with minimal supervision. Must\nhave ability to work in a team and demonstrate cost and safety consciousness in\nthe assigned job. Must have potential to be multi¬skilled and grow in\ncompetency as an all-rounder (Senior). Exhibit a standard on assigned job that\nis measurably higher than G2. Employees in this position who fail to maintain\nCompany standards shall be reassigned.\u003C\u002Fp>\n\n\u003Cp>Grade 2\u003C\u002Fp>\n\n\u003Cp>Qualified person and ability to learn and carry out various jobs that\nrequire direct supervision to achieve results on job assigned. Person must be\nsafety conscious with good attitude to work and attendance record. Must have\nproven capability in his field of training. Must possess good attitude to work.\nMust be conversant with safety rules and regulations and compliant\ntherewith.\u003C\u002Fp>\n\n\u003Cp>Grade 1\u003C\u002Fp>\n\n\u003Cp>Person must have basic education to show proven ability to learn on the job.\nNew starter, learner and unskilled person to do manual jobs assigned. Trainee\nperson under this category to show proven ability to perform under probation.\nPerson must abide by the safety rules and regulations. Employees in this\nposition who fail to maintain Company standards shall be reassigned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESS the hand of the PARTIES\u003C\u002Fp>\n\n\u003Cp>On behalf of the Adamus Resources Limited (ARL)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Attie Roux\u003C\u002Fp>\n\n\u003Cp>Chief Operating Officer (COO)\u003C\u002Fp>\n\n\u003Cp>Date: 24\u002F01\u002F2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Witnesses\u003C\u002Fp>\n\n\u003Cp>Frank Boateng\u003C\u002Fp>\n\n\u003Cp>Commercial Manager\u003C\u002Fp>\n\n\u003Cp>Date: 24\u002F01\u002F2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mavis Ackun\u003C\u002Fp>\n\n\u003Cp>Ag. HR Manager\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Date:........\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Samuel Adetola\u003C\u002Fp>\n\n\u003Cp>Consultant\u003C\u002Fp>\n\n\u003Cp>Date:.................\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>On behalf of the general manufacturing and metal workers union of GFL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Caleb Nartey\u003C\u002Fp>\n\n\u003Cp>General secretary\u003C\u002Fp>\n\n\u003Cp>Date: 24\u002F01\u002F2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ralf Agbalanyo\u003C\u002Fp>\n\n\u003Cp>Deputy General secretary\u003C\u002Fp>\n\n\u003Cp>Date: 24\u002F01\u002F2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Emmanuel Allotey\u003C\u002Fp>\n\n\u003Cp>Admin Sec.\u002Flndustrial Relations Officer\u003C\u002Fp>\n\n\u003Cp>Date: 24\u002F01\u002F2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>John Eluerke\u003C\u002Fp>\n\n\u003Cp>Branch Chairman\u003C\u002Fp>\n\n\u003Cp>Date: 24\u002F01\u002F2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rico De-Graft Tetteh.\u003C\u002Fp>\n\n\u003Cp>Branch secretary\u003C\u002Fp>\n\n\u003Cp>Date: 24\u002F01\u002F2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Abraham Asare\u003C\u002Fp>\n\n\u003Cp>1st trustees\u003C\u002Fp>\n\n\u003Cp>Date: 24\u002F01\u002F2013\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            ",{"maternityexcludedtrigger":44,"disabilitypay":48,"hourspday_select":52,"paidmaternityleaveduration":56,"maternitydiscrimination":60,"maternity_nursing_breaks_length":64,"sexualhar":68,"maternity_nursing_breaks_duration":72,"hourspweek_select":74,"shiftallowanceperc1":78,"equalitydifferenttrigger":82,"equalityotherclause":86,"nursingmothers":90,"funeralpay":92,"contracttrialperiod":96,"maternityotherclause":100,"discrimination":103,"pensionfund":105,"jobclassifaction1":109,"nursingexcludedtrigger":113,"healthcareaccess":115,"shiftallowancetype":119,"apprenticeships":121,"COMMUTE_trigger":125,"healthandsafetytraining":129,"trainingprogrammes":133,"WAGES_determined":136,"nursingdifferenttrigger":140,"hourspweek":142,"ONCERISE_trigger":144,"schedulesrestpw":148,"equalityexcludedtrigger":150,"healthinsurance":152,"paidmaternityleaveall":156,"contracttrial":158,"paidpaternityleave":160,"educationtuition":164,"breastfeeding_workingtime":168,"sicknesspay":170,"NOCTPREM_trigger":174,"healthcareaccessrelatives":178,"violence":182,"paidpaternityleaveduration":185,"paidmaternityleavepay":187,"sicknessmaxdays":189,"paidmaternityleave":193,"PAIDLEAV_trigger":195,"CONSIGN_trigger":199},{"bindId":45,"name":46,"text":47},"maternityexcludedtrigger","(a) On production of a Medical Certifica","(a) On production of a Medical Certificate signed by the Company Medical\nOfficer, or where circumstances demand, by a Registered Medical Officer, or\nRegistered Midwife, a pregnant Employee with not less than a year's continuous\nservice shall be granted maternity leave with pay.",{"bindId":49,"name":50,"text":51},"disabilitypay","(a) In his own interest and that of othe","(a) In his own interest and that of others, every Employee is expected to\ntake care his work and endeavour to prevent accidents.\n\n(b) No Employee shall work or drive any equipment or vehicle unless he has\nbeen trained and certified to operate that piece of equipment or unless he is\nunder the direct supervision of a person competent to train Employees on that\nitem of equipment or vehicle.\n\n(c) No Employee shall be assigned to work that is likely to cause injury or\nbe manifestly in excess of his strength.\n\n(d) An Employee shall comply with instructions given for his own safety and\nhealth and that of others.\n\n(e) No Employee shall work under any conditions that are hazardous and\ndangerous.\n\n(f) All accidents must be reported immediately by all witnesses to their\nimmediate Superior.\n\n(g) An Employee who may sustain injury or contract an occupational disease\narising out of and in the course of his employment, shall be treated by the\nCompany until such a time that he is fit to resume work or is retired on\nmedical grounds. The Employee shall be paid his Basic Rate of Pay and other\napplicable allowances during the period he is off work.\n\n(h) Compensation, if applicable, is paid in accordance with the Workmen's\nCompensation Law.",{"bindId":53,"name":54,"text":55},"hourspday_select","(a) Mining is a continuous operation and","(a) Mining is a continuous operation and therefore the Company will operate\ntwenty-four (24) hours per day, seven (7) days per week and fifty-two (52)\nweeks per year, on schedule of shift basis. The shift cycles and durations may\nvary across disciplines or sections of the mine, but should such shift work or\nschedule result in additional hours worked, appropriate premium will be\npaid.\n\n(b) Normal working week shall be a week of 40 hours worked over five (5)\ndays of eight (8) hours a day for all Employees. This shall be followed by two\n(2) rest days.\n\n(c) The actual hours and days worked shall be arranged to suit the\nconditions within the requirement of the Company and any change to this roster\nshall be in consultation with the Branch union\n\n(d) All Employees are required to devote the whole of their working time to\nthe Company.",{"bindId":57,"name":58,"text":59},"paidmaternityleaveduration","(b) Subject to sub-section (a) above, a ","(b) Subject to sub-section (a) above, a pregnant Employee shall be eligible\nto maternity leave as follows:\n\ni. Twelve (12) weeks",{"bindId":61,"name":62,"text":63},"maternitydiscrimination","(d) Where a female Employee is absent fr","(d) Where a female Employee is absent from work in accordance with the\nprovision of sub¬section \"a\" above or remains absent for a long period as a\nresult of illness certified by a Registered Medical Practitioner or Midwife as\narising from the pregnancy and rendering her unfit for work, she shall not,\nuntil her absence has exceeded such maximum period as may be prescribed by the\nRegistered Medical Practitioner or Midwife, be given notice of termination.",{"bindId":65,"name":66,"text":67},"maternity_nursing_breaks_length","(c) On resumption of duty, for a period ","(c) On resumption of duty, for a period of up to twelve (12) months, a\nnursing mother shall be granted a paid period of a total of sixty (60) minutes\nper day in order to nurse her child\u002Fchildren.",{"bindId":69,"name":70,"text":71},"sexualhar","SCHEDULE OF OFFENCES {i) Summary Dismiss","SCHEDULE OF OFFENCES\n\n{i) Summary Dismissal Offences-\n\n1.Stealing or attempting to steal property including having foreknowledge of\nthe theft or attempted theft.\n\n2.Willful damage to the Company property.\n\n3.Fighting or physical assault whilst on the Company premises (including\nbuses).\n\n4.Violation of Safety and\u002For Health and\u002For Environmental Regulations and\u002For\nMining Regulations, including but not limited to: not using or wearing\nprescribed safety equipment.\n\n5.Disclosing Company information that the Employee has been instructed as\nconfidential or for his consumption only.\n\n6.Accepting bribes.\n\n7.Bribing or attempting to bribe Company officials.\n\n8.Falsifying the Company documents, including knowingly making any incorrect\nor erroneous declarations concerning prior employment history, medical history\nand\u002For incorrectly making allowance and\u002For reimbursement claims.\n\n9.Indulging in any criminal offence.\n\n10.Negligent behaviour resulting in loss of or damage to the Company\nproperty.\n\n11.Being under the influence of alcohol or narcotics during work hours.\n\n12.Possessing intoxicants or drugs on station without permission.\n\n13.Overstaying or loitering on station for illegal purpose\n\n14.Abandoning position\u002Fpost without just cause.\n\n15.Unlawful use of the Company vehicle.\n\n16.Participating in act of discrimination or harassment.",{"bindId":73,"name":66,"text":67},"maternity_nursing_breaks_duration",{"bindId":75,"name":76,"text":77},"hourspweek_select","(b) Normal working week shall be a week ","(b) Normal working week shall be a week of 40 hours worked over five (5)\ndays of eight (8) hours a day for all Employees. This shall be followed by two\n(2) rest days.",{"bindId":79,"name":80,"text":81},"shiftallowanceperc1","(a) A night shift allowance of Fifteen p","(a) A night shift allowance of Fifteen percent (15%) of Employee's daily\nBasic Rate of Pay shall be paid to an Employee for each night worked on a night\nshift roster where the Employee works for fifty percent (50%) or more of the\nnominated hours of work for each night shift. The allowance will not be taken\ninto account for any purpose of calculating sick leave pay or payment for any\nauthorized absence.",{"bindId":83,"name":84,"text":85},"equalitydifferenttrigger","This Agreement shall cover all Employees","This Agreement shall cover all Employees of the Company mentioned in the\nCollective Bargaining Certificate (CBC).",{"bindId":87,"name":88,"text":89},"equalityotherclause","1.This Collective Agreement is not gende","1.This Collective Agreement is not gender specific. Any reference in this\ndocument to the masculine shall also be a reference to the feminine and vice\nversa, except where a specific gender is used to differentiate the\napplication.",{"bindId":91,"name":66,"text":67},"nursingmothers",{"bindId":93,"name":94,"text":95},"funeralpay","(a) In the event of the death of an empl","(a) In the event of the death of an employee, the company shall pay a\ndonation of Three Thousand Ghana Cedis (GHC3,000) to the spouse or confirmed\nhead of the deceased's family plus two weeks of Morturay Bill upon request.\nCasket shall also be borne by the Company\n\n(b) Where the Family of the deceased Employee wishes to transport the body\nto their nominated hometown within Ghana, the Company shall provide free\ntransport to convey the deceased and interested Employees. Where transport is\nprovided, it shall return within seventy-two (72) hours. Interested Employees,\nimmediate family members and the head of the family of the deceased if\napplicable, shall attend any such occasion.\n\n(c) In the event of the death of an employee's registered spouse, the\ncompany shall pay an all inclusive package of Two Thousand Ghana Cedis\n(GHC2,000) to the employee. The Company shall also bear the cost of Ambulance\nand provide Transport to convey Employees to the Funeral upon request.\n\n(d) In the event of the death of an employee's Registered Dependant other\nthan the Spouse, the company shall pay an all inclusive package of One Thousand\nGhana Cedis (GHC1,000) to the employee.\n\n(e) In the event of the death of an employee's registered parent company\nshall pay an all inclusive package of five Hundred Ghana Cedis (GHC500) to the\nemployee. In the event where employee loses his or her parents, the company\nshall provide vehicle to her employees to mourn with the said employee.",{"bindId":97,"name":98,"text":99},"contracttrialperiod","(a) All newly engaged Employees shall un","(a) All newly engaged Employees shall undergo a probationary period of three\n(3) months. If the new Employee is still in employment at the end of three (3)\nmonths he shall be deemed to be confirmed.\n\n(b) Where there is doubt about the Employee's suitability, the Company shall\nwrite to the Employee within the three (3) months and extend the probation\nperiod not exceeding a further three (3) months.\n\n(c) During the period of probation, an Employee's service may be terminated,\nwith one (1) month's basic salary at the end of a three (3) month probationary\nperiod or, with a pro rated value of a month's basic salary.\n\n(d) An Employee on probation may leave the service of the Company with one\n(1) month notice of such an intent failing which he will forfeit a month's\nsalary.",{"bindId":101,"name":58,"text":102},"maternityotherclause","(b) Subject to sub-section (a) above, a pregnant Employee shall be eligible\nto maternity leave as follows:\n\ni. Twelve (12) weeks\n\nii. In addition, a further four (4) weeks unpaid leave may be taken either\nbefore or after confinement.\n\niii. The period of confinement shall be extended by an additional eight (8)\nweeks where the confinement is abnormal or where in the course of the\nconfinement two or more babies are born.\n\niv. Accrued unspent leave may be taken.\n\n(c) On resumption of duty, for a period of up to twelve (12) months, a\nnursing mother shall be granted a paid period of a total of sixty (60) minutes\nper day in order to nurse her child\u002Fchildren.",{"bindId":104,"name":70,"text":71},"discrimination",{"bindId":106,"name":107,"text":108},"pensionfund","All two-year (2) year contract employees","All two-year (2) year contract employees shall be members of the existing\nprovident fund scheme.\n\n(a)The Provident Fund (PF) has been set up separately from the Company, and\nis being administered and controlled by a financial institution.\n\n(b)The company and the Union shall establish the rules and regulations\ngoverning the Provident Fund scheme.\n\n(c)The commitment of an Employee, as a Condition of any Employment contract,\nwill be, subject to these Conditions, to have a monthly deduction made from the\nEmployees Earnings, and for that deduction, together with the deduction from\nevery Employee, to be forwarded by the Company to the Financial Institution.",{"bindId":110,"name":111,"text":112},"jobclassifaction1","JOB CLASSIFICATIONS PROCESS PLANT LEVEL ","JOB CLASSIFICATIONS\n\n\n\nPROCESS PLANT\n\n\n  \n  \n  \n  \n    \n      LEVEL\n      CAPABILITIES\n    \n    \n      5\n\n        4\n\n        3\n\n        2\n\n        1\n      \n      Leading Hand, Control Room Operators\n\n        Plant Operator (CIL\u002FMILL\u002FThickener\u002FCrusher\u002FElution\u002FGold room)\n\n        Lab Technicians\u002FAssistant Plant Operators\u002FReagent\u002FServices\u002FMobile\n        Equipment operators\u002FSenior Driver\n\n        Drivers\n\n        General Hand\u002FTrainees\u002FApprentice\n      \n    \n  \n\n\nPROCESS MAINTENANCE\n\n\n  \n  \n  \n  \n    \n      LEVEL\n      CAPABILITIES\n    \n    \n      5\n\n        4\n\n        3\n\n        2\n\n        1\n      \n      Leading Hand \u002FInstrumentation Technician\u002FRubber Liner\u002FBelt\n        splicer\u002FSandblaster\u002FSenior Vehicle Coordinator\n\n        Heavy Duty Mechanic\u002FElectricians\u002FPlumber\u002FWelders\u002FCrane\n        Driver\u002Fvehicle coordinator\u002FPipe fitters \u002FScaffold\u002Fair condition\n        Electrician\u002FDomestic Electrician.\n\n        Tradesman with potential for Snr. Serviceman \u002F Snr. Crane & IT\n        Operator \u002F Senior. Driver\u002FFabricator\n\n        Tool Store man\u002F Drivers\n\n        General Hand\u002FTrainees\u002FApprentice\n      \n    \n  \n\n\nMINING\n\n\n  \n  \n  \n  \n    \n      LEVEL\n      CAPABILITIES\n    \n    \n      5\n\n        4\n\n        3\n\n        2\n\n        1\n      \n      Leading Hand\n\n        Survey Technicians\n\n        Field Technicians\n\n        Survey Assistant\n\n        General hand\u002FApprentice\u002FTrainee\n      \n    \n  \n\n\nGEOLOGY\n\n\n  \n  \n  \n  \n    \n      LEVEL\n      CAPABILITIES\n    \n    \n      5\n\n        4\n\n        3\n\n        2\n\n        1\n      \n      Leading Hand Technicians\n\n        Geological Technician\n\n        Samplers\n\n        Drivers\n\n        General hand\u002FApprentice\u002FTrainees\n      \n    \n  \n\n\nEXPLORATION\n\n\n  \n  \n  \n  \n    \n      LEVEL\n      CAPABILITIES\n    \n    \n      5\n\n        4\n\n        3\n\n        2\n\n        1\n      \n      Leading Hand Technicians\n\n        Exploration Technician\u002FCoreyard Technicians\n\n        Samplers\u002FSplitters\n\n        Drivers\n\n        General hand\u002FApprentice\u002FTrainees\n      \n    \n  \n\n\nSTORES\n\n\n  \n  \n  \n  \n    \n      LEVEL\n      CAPABILITIES\n    \n    \n      5\n\n        4\n\n        3\n\n        2\n\n        1\n      \n      Leading Hand\n\n        Warehouse Clerk\u002FSenior Storeman\n\n        Forklift Operator\u002FStoreman\u002FFuel Attendant\n\n        Store assistant\u002FDrivers\n\n        General Hand\u002FTrainees\u002FApprentice\n      \n    \n  \n\n\nSECURITY\n\n\n  \n  \n  \n  \n    \n      LEVEL\n      CAPABILITIES\n    \n    \n      5\n\n        4\n\n        3\n\n        2\n\n        1\n      \n      Leading Hand\u002FGold room security supervisor\u002F\n\n        CCTV Technician\u002FTechnical investigator\u002FAssistant Goldroom\n        supervisor\n\n        CCTV operator\u002FCCTV attendant\n\n        Security Officer\u002FSecurity Guard\n\n        General hand\u002FTrainees\u002FApprentice\n      \n    \n  \n\n\nENVIROMMENTAL\n\n\n  \n  \n  \n  \n    \n      LEVEL\n      CAPABILITIES\n    \n    \n      5\n\n        4\n\n        3\n\n        2\n\n        1\n      \n      Leading hand\n\n        Environmental Technician(monitoring\u002Frehabilitation)\u002FEnviron.\n        Training officer\n\n        Environmental assistant\u002F\n\n        Drivers\n\n        General hand\u002FTrainees\u002FApprentice\n      \n    \n  \n\n\nOHS\n\n\n  \n  \n  \n  \n    \n      LEVEL\n      CAPABILITIES\n    \n    \n      5\n\n        4\n\n        3\n\n        2\n\n        1\n      \n      Leading Hand\n\n        Emergency Response Assistant\n\n        Chief Driver\n\n        Drivers\n\n        General Hand\u002FCleaner\u002FTrainee\u002FApprentice\n      \n    \n  \n\n\nADMINISTRATION\n\n\n  \n  \n  \n  \n    \n      LEVEL\n      CAPABILITIES\n    \n    \n      5\n\n        4\n\n        3\n\n        2\n\n        1\n      \n      Leading Hand\u002FData entry clerk \u002FVehicle Coordinator\n\n        Receptionist\u002FEmergency Response Assistant\n\n        Chief Driver\u002FSenior Chef\u002FSenior housekeeper\n\n        Drivers \u002FChef\u002FHousekeepers\n\n        General Hand\u002FCleaner\u002FTrainee\u002FGardener\n      \n    \n  \n",{"bindId":114,"name":84,"text":85},"nursingexcludedtrigger",{"bindId":116,"name":117,"text":118},"healthcareaccess","(b) For all situations including Medical","(b) For all situations including Medical Benefits, the maximum number of\nregistered Dependants for any one Employee, shall be five (5) being; one (1)\nonly Spouse plus four (4)Biological\u002Fadopted (with proof) Children who are\neighteen (18) years of age, or up to the age of twenty four (24) if pursuing\nformal education and are neither employed nor married. So there is no doubt, it\nis the responsibility of the Employee to inform the Company if any change in\nstatus occurs that changes the lists held by the Company, of the Employee's\nDependants either by addition or removal. So there is no doubt, if an Employee\nis married by custom or ordinance, and subsequently ceases to be married, then,\nunless that Employee can show proof of maintaining total support of that\nEmployee's former partner, the former partner is no longer a registered\nDependant covered by the Conditions contained in this document.",{"bindId":120,"name":80,"text":81},"shiftallowancetype",{"bindId":122,"name":123,"text":124},"apprenticeships","(a) No Employee shall be employed in wor","(a) No Employee shall be employed in work of any description unless that\nEmployee has received the necessary instructions and training including safety\nand health so as to be able to do the work competently and safely.",{"bindId":126,"name":127,"text":128},"COMMUTE_trigger","(a) The Company shall provide all Employ","(a) The Company shall provide all Employees with transport to and from the\ncompany, from Recognised pickup points\n\n(b) Employees not performing their job functions from a 'fixed' place, as is\nthe case with Accra Office, other arrangements will be put in place to\ntransport such Employees between accommodation and the work station and vice\nversa.\n\n(c) In the absence of Transport, the value thereof shall be monthly\ntransport allowance of\n\nEighty Dollars ($80). This is applicable to only Accra Office.",{"bindId":130,"name":131,"text":132},"healthandsafetytraining","(a) The Company, and all Employees must ","(a) The Company, and all Employees must be committed to improving the\nquality of life of all, by:\n\ni. elimination of injury or accidents\n\nii. providing a safe working environment\n\niii. maintaining safe working practices\n\niv. maintaining eco-friendly environmental practices.\n\n(b) Copies of the relevant portion of the Mining Regulations and the\nCompany's Safety, Health and Environment (SHE) policies shall be made available\nto an Employee upon commencement.",{"bindId":134,"name":123,"text":135},"trainingprogrammes","(a) No Employee shall be employed in work of any description unless that\nEmployee has received the necessary instructions and training including safety\nand health so as to be able to do the work competently and safely.\n\n(b) Individual records of all such training where necessary, re-training\nshall be maintained on the Employees personal records.\n\n(c) The nature and period of training or re-training for all the various\ncategories of employment shall be made known to the Employees concerned.\n\n(d) The Company may undertake In-service, or provide external training of an\nEmployee with the objective of creating a pool of Employees competent to\nperform a number of tasks.\n\n(e) The Company does not guarantee that because an Employee has undergone\nand successfully completed a period of training, there is any automatic\npromotion or change of Pay Scale Grade for the Employee who has undergone that\ntraining.\n\n(f) The Basis for identifying training needs of Employees is through\nSuccession Planning and Career Development Plan.",{"bindId":137,"name":138,"text":139},"WAGES_determined","If the Company considers it necessary to","If the Company considers it necessary to cause an Employee covered by this\nCA to work outside the borders of the Republic of Ghana then the GEMM shall be\ninformed and involved in concluding the terms and conditions of work applicable\nto that Employee. It shall therefore not be lawful for any or all Employees\ncovered under this CA to enter into individual employment contract(s) without\nthe involvement of the GEMM.",{"bindId":141,"name":84,"text":85},"nursingdifferenttrigger",{"bindId":143,"name":76,"text":77},"hourspweek",{"bindId":145,"name":146,"text":147},"ONCERISE_trigger","The Company shall pay an annual\u002Fmonthly ","The Company shall pay an annual\u002Fmonthly bonus to all Employees.",{"bindId":149,"name":76,"text":77},"schedulesrestpw",{"bindId":151,"name":84,"text":85},"equalityexcludedtrigger",{"bindId":153,"name":154,"text":155},"healthinsurance","(c) The introduction of a health insuran","(c) The introduction of a health insurance Scheme however will not diminish\nthe level of medical treatment offered an Employee.",{"bindId":157,"name":46,"text":47},"paidmaternityleaveall",{"bindId":159,"name":98,"text":99},"contracttrial",{"bindId":161,"name":162,"text":163},"paidpaternityleave","Male employees would be granted up to th","Male employees would be granted up to three (3) working days paternity leave\nupon request when their wife's deliver.",{"bindId":165,"name":166,"text":167},"educationtuition","An employee will be reimbursed of fees i","An employee will be reimbursed of fees in respect of four (4) biological\nregistered children who are up to the age of twenty four (24) and in continuous\neducation as per the company's current educational policy which is annually\nrenewable.\n\n...............................Kit\nAllowance..........................................Subsidy (Fees)\n\na.Kindergarten-GHC25 per term....................................GHC150 per\nterm\n\nb.Primary 1-6-GHC50 per term.....................................GHC240 per\nterm\n\nc.Junior High School -GHC70 per term........................GHC280 per\nterm\n\nd.Senior High School-GHC160 per term....................GHC500 per term\n\ne.Non Degree\u002FPolytechnic-GHC1,200 (an all-inclusiveallowance) per year\n\nf.University-GHC2,500 (an all-inclusiveallowance) per year",{"bindId":169,"name":66,"text":67},"breastfeeding_workingtime",{"bindId":171,"name":172,"text":173},"sicknesspay","5.5.1 Short-Term Sick Leave: Up to 2 yea","5.5.1 Short-Term Sick Leave:\n\nUp to 2 years1 month Full Basic\n\n1month Half Basic\n\n5.5.2 Long Term Sick Leave:\n\nLength of Service: Sick Leave Benefit:\n\n3 years and above1st 3 months - Full basic pay\n\n2nd 3 months - Half basic pay",{"bindId":175,"name":176,"text":177},"NOCTPREM_trigger","Night shift is defined as the period whe","Night shift is defined as the period where the majority of the hours worked\nis between 6:00pm to 6:00am.\n\n(a) A night shift allowance of Fifteen percent (15%) of Employee's daily\nBasic Rate of Pay shall be paid to an Employee for each night worked on a night\nshift roster where the Employee works for fifty percent (50%) or more of the\nnominated hours of work for each night shift. The allowance will not be taken\ninto account for any purpose of calculating sick leave pay or payment for any\nauthorized absence.\n\n(b) The rostered hours of any shift, attracting this Shift Allowance shall\nbe those established by the publication by the Company of either an individual\nor a common roster.",{"bindId":179,"name":180,"text":181},"healthcareaccessrelatives","(h) The Company recognizes that a situat","(h) The Company recognizes that a situation may occur where an Employee\nand\u002For Dependant may require equipment to be available for treatment. If any\nsuch equipment is purchased by the Company either directly or with approval, by\nreimbursement to the Employee, then that equipment is the property of the\nCompany when the Employee is declared fit and shall be as if it were equipment\nissued as tools.",{"bindId":183,"name":70,"text":184},"violence","SCHEDULE OF OFFENCES\n\n{i) Summary Dismissal Offences-\n\n1.Stealing or attempting to steal property including having foreknowledge of\nthe theft or attempted theft.\n\n2.Willful damage to the Company property.\n\n3.Fighting or physical assault whilst on the Company premises (including\nbuses).",{"bindId":186,"name":162,"text":163},"paidpaternityleaveduration",{"bindId":188,"name":46,"text":47},"paidmaternityleavepay",{"bindId":190,"name":191,"text":192},"sicknessmaxdays","If an Employee is absent from work due t","If an Employee is absent from work due to non-occupational sickness or\ninjury (such that the relevant Workmen's Compensation Legislation is not\napplicable) certified by a registered Medical Practitioner from a Recognised\nmedical facility as not being on account of the Employee's own fault or\nnegligence then the Employee is entitled to a Short-Term or Long-Term Sick\nLeave as follows:\n\n5.5.1 Short-Term Sick Leave:\n\nUp to 2 years1 month Full Basic\n\n1month Half Basic\n\n5.5.2 Long Term Sick Leave:\n\nLength of Service: Sick Leave Benefit:\n\n3 years and above1st 3 months - Full basic pay\n\n2nd 3 months - Half basic pay\n\n1. An Employee who is absent from work on account of sickness\u002Finjury shall\nensure that his Supervisor is notified failing which his absence will be\nrecorded as absent without Permission.\n\n2. In a case where a Registered Medical Practitioner from a Recognised\nmedical facility recommends further treatment after the maximum paid sick\nperiod has been exhausted the Company may extend the sick leave period with or\nwithout pay after consultations with the Branch Union.\n\n3. Unused sick leave entitlements cannot be commuted to cash or any other\nform of benefit at any time.",{"bindId":194,"name":46,"text":47},"paidmaternityleave",{"bindId":196,"name":197,"text":198},"PAIDLEAV_trigger","1. On completion of one year's continuou","1. On completion of one year's continuous service with the Company in the\ncontext of two year contract, an Employee shall be entitled to Twenty-five (25)\nWorking days Annual Leave for the first two years and Thirty (30) working days\nfor the subsequent years.",{"bindId":200,"name":201,"text":202},"CONSIGN_trigger","An employee may be placed on standby if ","An employee may be placed on standby if his job function requires his\npresence at the job any time within the month. An employee who is formally\nplaced on standby will be paid an allowance of fifteen (15%) percent of his\nweekly basic rate for each week of effective standby.\n\nThe normal period of standby should run for a period of seven (7)\nconsecutive days. However, the Company may arrange for employees to standby for\ntwenty four (24) hours on a roster system, in which case the allowance may\neither be paid when the employee has completed seven (7) such periods of twenty\nfour (24) hours, or pro-rata for each period of standby.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Adamus Resources Limited - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-11-30\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-11-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2013-01-24\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Extraction, mining, quarrying\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Other mining and quarrying\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Adamus Resources Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        GEMM - General Manufacturing and Metal Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-maxsicknesspayamount\">\n                Maximum for sickness pay (for 6 months): → GHS 50\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 182 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Yes\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 3 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 115 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-standbyallowanceperc1\">\n                    Payment for standby work: → 15 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → GHS 80.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[208],{"title":37,"slug":33},[210],{"type":211,"data":212},"call_to_action_body_block",{"title":213,"description":214,"variant":215,"link":216},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":213,"url":217,"description":213,"rel":218,"type":219},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[221],{"type":211,"data":222},{"title":213,"description":214,"variant":215,"link":223},{"title":213,"url":217,"description":213,"rel":218,"type":219},[]]