[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-agricare-limited-and-general-agricultural-workers-union-of-g-t-u-c":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":220,"content_type_view":221,"extra_breadcrumbs":222,"body":224,"body_blocks":235,"related_pages":239},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":218,"translations":219},{"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-agricare-limited-and-general-agricultural-workers-union-of-g-t-u-c","6d6caf84-5c19-11e4-8e1c-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-agricare-limited-and-general-agricultural-workers-union-of-g-t-u-c\u002Fcollective-agreement-between-agricare-limited-and-general-agricultural-workers-union-of-g-t-u-c\u002F","Collective Agreement between AGRICARE Limited and General Agricultural Workers Union of G.T.U.C - 2010","GHA Agricare Limited - 2010","Ghana - GHA Agricare Limited - 2010","GHA Agricare Limited - 2010 - Manufacturing",{"name":41,"data":42},"agricare-.html","\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>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN AGRICARE LIMITED AND GENERAL AGRICULTURAL\nWORKERS UNION OF G.T.U.C.\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>EFFECTIVE DATE: 1ST JANUARY, 2010\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 1 - GENERAL BASIS OF AGREEMENT:\u003C\u002Fp>\n\n\u003Cp>THIS AGREEMENT on Salaries, Wages and minimum conditions of Service made\nthis 1st day of January, 2010, between AGRICARE LIMITED (hereinafter referred\nto as the COMPANY) and the GENERAL AGRICULTURAL WORKERS UNION OF GHANA T.U.C.\nofficially certified under the Labour Act 2003 , Act 651 (hereinafter referred\nto as the UNION) as the negotiating body, provides for the terms and conditions\nof employment and non-employment and the conditions of labour which shall apply\nto all Employees of the said COMPANY for whom the UNION has been certified to\nnegotiate.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE II - OBJECT AND SCOPE OF AGREEMENT:\u003C\u002Fh2>\n\n\u003Cp>(a) OBJECT\u003C\u002Fp>\n\n\u003Cp>The Parties to this AGREEMENT bearing the common responsibility for the\nsuccessful operation of the COMPANY agree to doing all within their power to\npromote stability of employment and productivity by ensuring practically,\nharmonious and peaceful Industrial Relationship to the mutual benefit of the\nEmployer and Employees.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancydifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancyexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingdifferenttrigger\">\u003Cp>(b) SCOPE\u003C\u002Fp>\n\n\u003Cp>This AGREEMENT shall apply to all Employees below the rank of Plant\nMaintenance Technician and its analogous grades employed by the COMPANY and all\nsuch employees shall become and remain members of the UNION in good\nstanding.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE III - INTERPRETATION:\u003C\u002Fh2>\n\n\u003Cp>If the interpretation of any part of this AGREEMENT is disputed and\nagreement cannot be reached by the STANDING JOINT NEGOTIATING COMMITTEE the\nitem in dispute shall be dealt with by an Arbitration voluntarily set up by\nboth sides. If after reference to voluntary Arbitration agreement cannot still\nbe reached, the dispute shall be dealt with in accordance with the provisions\nof the Labour Act 2003 (Act 651) or any other enactment thereafter.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE IV - RECOGNITION OF UNION:\u003C\u002Fh2>\n\n\u003Cp>The COMPANY recognises the GENERAL AGRICULTURAL WORKERS UNION of G.T.U.C. as\nthe sole representative Trade Union for the purpose of contracting Collective\nAgreement on matters of Wages and Salaries. Conditions of Employment and\nnon-Employment for all categories of employees of the COMPANY referred to in\nArticle II (b) above.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE V - DEFINITIONS:\u003C\u002Fh2>\n\n\u003Cp>(a) For the purpose of and throughout this AGREEMENT:\u003C\u002Fp>\n\n\u003Cp>(i) “Staff Grade” shall apply to all Employees who are on permanent\nestablishment of the COMPANY and whose basic pay is expressed as an amount per\nannum.\u003C\u002Fp>\n\n\u003Cp>(ii) “Special Grades” shall apply to ancillary grades such as Tradesmen,\nDrivers, Watchmen, etc.\u003C\u002Fp>\n\n\u003Cp>(iii) “Employees” shall apply to all employees for whom UNION is\nempowered to negotiate.\u003C\u002Fp>\n\n\u003Cp>(iv) “Casual Worker” shall mean any person employed to work for a period\nnot more than three (3) continuous months so, however, that such period shall\nnot extend over six (6) months in the case of a specific project.\u003C\u002Fp>\n\n\u003Cp>(v) “Salary means substantive pay and does not include Acting or any other\nform of such allowance.\u003C\u002Fp>\n\n\u003Cp>(vi) A monthly-rated Employee is one whose monthly earning is calculated on\nthe basis of 27 working days.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(vii) “Working Day” shall exclude Sundays, Saturdays, Public Holidays\nand Rest Days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cp>(b) Reference in this AGREEMENT to the Masculine Gender shall include the\nFeminine Gender, except where the Gender is so specified.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE VI - PERIOD OF VALIDITY\u003C\u002Fh2>\n\n\u003Cp>(a) (1) This AGREEMENT shall come into force and Operate from 1st January,\n2010, and remain in force for not less than Two (2) years from that date.\u003C\u002Fp>\n\n\u003Cp>(2) At any time after twenty-four (24) MONTHS either party to this AGREEMENT\nmay give the other one month’s notice in writing expressing its wish for this\nAGREEMENT to continue for a further period to be agreed upon between the\nparties at the time or its intention to terminate the AGREEMENT. In the latter\nevent both parties will enter into negotiations on the terms and conditions of\na new Agreement but until a new Agreement is signed, the present AGREEMENT will\ncontinue to be in force.\u003C\u002Fp>\n\n\u003Cp>(b) Wage Re-Opening:\u003C\u002Fp>\n\n\u003Cp>Any time after Twelve (12) months from the date of COMMENCEMENT OF THIS\nAGREEMENT and once only during the life of this AGREEMENT, either party may\ngive to the other, notice that it wishes to negotiate a change in the rates of\nbasic\u002Fwages and\u002For salaries contained in the Appendix to this AGREEMENT shall\nremain in force.\u003C\u002Fp>\n\n\u003Cp>(c) Notwithstanding the provision of the above conditions, if any Statutory\nRegulations are enacted during the life of this AGREEMENT, the parties will\nmeet and incorporate them into the AGREEMENT, if so agreed.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE VII - UNION SHOP\u003C\u002Fh2>\n\n\u003Cp>Since the UNION represents, and this AGREEMENT covers all the Employees of\nthe COMPANY as defined in Article II (b) of this AGREEMENT, it is recognised\nthat they shall all participate in the democratic decision-making of the UNION\nand contribute their share to the cost of such representation. It is,\ntherefore, agreed that:\u003C\u002Fp>\n\n\u003Cp>(a) Every Employee covered by this AGREEMENT shall become and remain a\nmember of the UNION.\u003C\u002Fp>\n\n\u003Cp>(B) For newly engaged employees, this clause shall not become effective\nuntil they have been in employment of the COMPANY for one month.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE VIII - CHECK-OFF:\u003C\u002Fh2>\n\n\u003Cp>(a) Each month, the COMPANY shall deduct from the pay packet of each Union\nmember, the amount of the UNION’S monthly dues.\u003C\u002Fp>\n\n\u003Cp>(b) The UNION Dues deducted shall be remitted along with a list of Employees\nfrom whose pay the deductions were made in the proportion stipulated by the\nNational Union to:\u003C\u002Fp>\n\n\u003Cp>(1) The Ghana Trades Union\nCongress..........................................................................................30%\u003C\u002Fp>\n\n\u003Cp>(2) The National Headquarters of the General Agricuturai Workers\nUnion...............................50%\u003C\u002Fp>\n\n\u003Cp>(3) The Branch\nUnion.......................................................................................................................15%\u003C\u002Fp>\n\n\u003Cp>4) The Regional Secretariat of\nGAWU............................................................................................5%\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 2 - ENTERING THE SERVICE OF AGRICARE LIMITED ARTICLE IX - ENGAGEMENT\nAND PROBATIONARY PERIOD\u003C\u002Fp>\n\n\u003Cp>(a) Every new employee other than a minimum wage earner or casual employee\nshall be informed in writing of the following:-\u003C\u002Fp>\n\n\u003Cp>(1) Grade\u003C\u002Fp>\n\n\u003Cp>(2) Initial Pay or Salary\u003C\u002Fp>\n\n\u003Cp>(3) Whether temporary, on probation or otherwise\u003C\u002Fp>\n\n\u003Cp>(4) The COMPANY shall supply the Local Union Branch,\u003C\u002Fp>\n\n\u003Cp>free of charge, not less than ten (10) copies of the current Collective\nAgreement for their information and education of their members.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(b) Every new Employee other than temporary, seasonal or casual employee\nmay, on engagement, undergo a period of probation. The period of probation may\nvary according to the nature of the job, but shall not normally exceed three\n(3) months and in any case not more than six (6) months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(c)Unless informed in writing to the contrary, the reasons for which must be\ngiven and copied to the UNION, the Employee who has completed his probationary\nperiod will be deemed to have been confirmed in his appointment.\u003C\u002Fp>\n\n\u003Cp>(d) Next-of-Kin: Beneficiary in the Event of Death:\u003C\u002Fp>\n\n\u003Cp>At the time of his engagement, an Employee may nominate the person who in\nthe event of the former’s death, should benefit from monies or rights which\nhave accrued. The nomination may be revised in writing at any time.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE X - INDIVIDUAL CONTRACT:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>(a) No Employee covered by this AGREEMENT shall be compelled or allowed to\nenter into a contract or Agreement with the management concerning the\nConditions of Employment, Wages and Salaries as dealt with in this AGREEMENT or\nshall be allowed to be bonded in any sum to any party without prior discussion\nwith the UNION.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>(b) The Employer will not discriminate against any Employee covered by this\nAGREEMENT in accordance with Section 14 (e) of the Labour Act 2003 (Act 651)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE XI - ANNUAL INCREMENT:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(a) Where an employee runs an incremental scale, he shall receive one\nincrement annually until he reaches the maximum of that scale, unless he has\nreceived notice two months before the end of the salary year or due date of his\nincrement that his increment was being withheld on proven grounds of\nunsatisfactory work or conduct. Should an increment not be awarded for these\nreasons, the case shall be reviewed at the end of the third (3rd) month.\u003C\u002Fp>\n\n\u003Cp>(b) At the discretion of the management an Employee may be awarded more than\none increment at a time.\u003C\u002Fp>\n\n\u003Cp>(c) On the first anniversary of an Employee’s date of engagement, subject\nto good work and conduct, he shall normally become eligible to his first\nincrement, thereafter, increment shall be given on the 1st January, each year.\nThe Management shall, however, grant an increment to any new Employee who has,\non the date of the salary year, served for not less than six (6) months\ncontinuously.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE XII - PROMOTIONS:\u003C\u002Fh2>\n\n\u003Cp>(a) Promotions shall be determined by merit tempered with seniority where\nmerit is equal.\u003C\u002Fp>\n\n\u003Cp>(b) Where a vacancy exists, the COMPANY will normally give first\nconsideration to suitable serving Employees.\u003C\u002Fp>\n\n\u003Cp>(c) In the event of a new post being created within the establishment, such\npost shall be widely advertised for qualified serving employees to apply.\u003C\u002Fp>\n\n\u003Cp>(d) The advertisements are to be placed on the Notice Boards of the\nCOMPANY.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XIII - CASUAL LABOUR:\u003C\u002Fh2>\n\n\u003Cp>(a) Any person employed on casual terms will be so informed by Management\nand shall also be informed of the duration of his engagement.\u003C\u002Fp>\n\n\u003Cp>(b) Any person employed as a casual worker shall be paid the amount\nappropriate to the grade on which he is employed as indicated in the Appendix\nto this AGREEMENT.\u003C\u002Fp>\n\n\u003Cp>(c) Persons employed on casual terms shall be given preference in the event\nof permanent engagement of labour subject to satisfactory work and conduct.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 3 - WORKING RULES OF THE SERVICE\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XIV - HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>(1) (a) The standard Hours of Work for basic pay shall not exceed forty (40)\na week. Task Workers’ work shall be defined by an assigned daily work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) The actual hours of work shall be decided by the COMPANY in accordance\nwith the requirements of the work performed and in agreement with the Local\nBranch of the UNION BUT NO Employee shall be required to work continuously for\nmore than five (5) hours without a recognised rest which shall form part of the\nworking hours.\u003C\u002Fp>\n\n\u003Cp>(c) Any wage system based on piece work will be a subject matter of\nagreement between the Management and the Local Union.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>(d) When Shift Work is performed, the total number of hours per shift shall\nnot exceed eight (8) hours.\u003C\u002Fp>\n\n\u003Cp>The hours of work shall be stipulated by the COMPANY in accordance with the\nrequirements of each area, provided that the maximum hours per week or per\nshift do not exceed forty (40) hours per week or eight (8) hours per day\nrespectively.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE XV - OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>(a) (1) Overtime work is work on which the Employee is engaged at the\nrequest of the COMPANY over and above the standard working hours as laid down\nin Article XIV above.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>(2) All Employees covered by this AGREEMENT who are requested to work\novertime shall be paid according to the following rates:\u003C\u002Fp>\n\n\u003Cp>(i) Monday -\n....................................................................Friday-\nTime and a half\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii)\nSaturdays...................................................................Double\nTime\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>(iii) Public Holidays, Rest Days and Sundays -............ Double Time \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(3) All Employees are expected to work a reasonable amount of overtime\nunless they put forward good and valid reasons for not doing so which, in case\nof dispute, shall be decided between the COMPANY and the UNION.\u003C\u002Fp>\n\n\u003Cp>(4) In calculating overtime pay, fractions of a cedi shall be counted as a\npesewa.\u003C\u002Fp>\n\n\u003Cp>(b) Shift and Security Workers\u003C\u002Fp>\n\n\u003Cp>Notwithstanding Article XIV (2), Shift and Security Workers who are required\nto work more than the normal working house on any working day, perform normal\nduties on Saturdays, Sundays\u002FRest Days and Public Holidays shall be paid for\novertime work at the rate of double time.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XVI - DISCIPLINE:\u003C\u002Fh2>\n\n\u003Cp>Disciplinary measures shall be taken in accordance with the gravity of an\noffence having been proved beyond reasonable doubt and after according the\nsuspect full privilege of defence, either orally or in writing. Summary\nDismissal:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>(a) In the event of an Employee being found guilty of serious misconduct\nsuch as dishonesty, gross insubordination, drunkenness at work , smoking in a\nprohibited area, wilful damage to COMPANY’S property the employee shall be\ndismissed summarily. Before a worker is summarily dismissed, he shall be given\nan opportunity to defend himself.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Written Warnings:\u003C\u002Fp>\n\n\u003Cp>(i) For other offences, a written warning may be given. Two written warnings\nfollowed by a further offence warranting a written warning within a period of\ntwelve (12) consecutive months, may result in the termination of the\nEmployee’s appointment.\u003C\u002Fp>\n\n\u003Cp>(ii) All Warning Letters shall be copied to the Branch Secretary of the\nUNION.\u003C\u002Fp>\n\n\u003Cp>(c) Suspension\u002FInterdiction:\u003C\u002Fp>\n\n\u003Cp>(i) In the event of an employee committing an offence which required\ninvestigations, the Employee shall be interdicted from duty on half pay pending\nthe outcome of the investigation. The UNION shall be informed of such\ninterdiction. If the Employee is absolved from the charges, he shall be paid\nthe remainder of his salary withheld during the period of investigation.\u003C\u002Fp>\n\n\u003Cp>(ii) For offences not of high magnitude to justify Summary Dismissal, the\nEmployee may be Suspended from work without pay for not more than two (2) days.\nIf the Employee commits a second offence, he may be suspended for a period of\nnot more than five (5) days without pay.\u003C\u002Fp>\n\n\u003Cp>(d) Absence from Work:\u003C\u002Fp>\n\n\u003Cp>No Employee shall be absent from work on any day of the working week without\nprior permission of his immediate officer. Any such absence without a\nreasonable cause for seven (7) consecutive days shall be deemed as vacation of\npost by the worker and the COMPANY has full right to replace or appoint a new\nperson to the post.\u003C\u002Fp>\n\n\u003Cp>(e) Legal Assistance for Drivers\u002FOthers:\u003C\u002Fp>\n\n\u003Cp>The COMPANY agrees to offer legal assistance to Drivers and any other\nEmployee who suffers court suit in course of and arising out of official\nperformance of responsibilities.\u003C\u002Fp>\n\n\u003Cp>(f) Rules and Regulations:\u003C\u002Fp>\n\n\u003Cp>The COMPANY shall provide the UNION with copies of its non-Confidential\nAdministrative and Financial Directives issued to staff from time to time.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XVII - TRANSFERS\u003C\u002Fh2>\n\n\u003Cp>(a) All Employees shall accept to transfer and shall serve the COMPANY\nanywhere in the country.\u003C\u002Fp>\n\n\u003Cp>(b) Permanent Transfer shall be a transfer intended to exceed three (3)\nmonths.\u003C\u002Fp>\n\n\u003Cp>(c) The COMPANY shall give, at least, two (2) months clear notice where\npossible to employees who it wishes to transfer permanently.\u003C\u002Fp>\n\n\u003Cp>(d) As far as possible, transfers shall be so arranged as to coincide with\nthe end of the School year so however that both children and dependants of\nschool age do not suffer.\u003C\u002Fp>\n\n\u003Cp>(e) Employees who are permanently transferred and who are not conveyed in\nthe COMPANY’S transport shall travel at the expense of the COMPANY.\u003C\u002Fp>\n\n\u003Cp>(f) The COMPANY shall arrange and pay the cost of transportation of the\nEmployee’s personal belongings.\u003C\u002Fp>\n\n\u003Cp>(g) Temporary Transfer:\u003C\u002Fp>\n\n\u003Cp>Employees who are temporarily transferred shall be provided with transport\nand where possible be provided with accommodation at the new station.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 4 - RIGHTS AND PRIVILEGES IN SERVICE ARTICLE XVIII - LEAVE GENERAL\u003C\u002Fp>\n\n\u003Cp>(a) Annual Leave:\u003C\u002Fp>\n\n\u003Cp>(1) The COMPANY shall prepare a full leave roster annually showing dates to\nproceed on leave and the number of days for each employee. The roster shall be\ndisplayed on Notice Boards.\u003C\u002Fp>\n\n\u003Cp>(2) Paid Annual Leave is earned by an Employee only after twelve (12)\nmonth’s continuous service with the COMPANY. Under exceptional circumstances,\nand at the discretion of the Management, an employee may be granted full or\nproportionate leave equal to a lesser period calculated on the basis of\ncompleted months of continuous service.\u003C\u002Fp>\n\n\u003Cp>(3) Employees may apply to or be requested by the Management to accumulate\nleave for not more than two (2) years. If accumulated leave is approved, this\nshall be taken together.\u003C\u002Fp>\n\n\u003Cp>(4) Paid annual leave shall normally be taken consecutively except where\nexigencies of the work demand and the Management requires the Employee to split\nor defer his leave.\u003C\u002Fp>\n\n\u003Cp>(5) Where one or more Statutory Public Holidays occur during an Employee’s\nperiod of leave, extra paid leave days equal to the number of such Holidays\nshall be granted.\u003C\u002Fp>\n\n\u003Cp>(6) In normal circumstances, the Management shall give at least two (2)\nweeks’ notice of their intention to request an employee to defer his\nleave.\u003C\u002Fp>\n\n\u003Cp>(7) No employee shall forfeit his leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>(8) Annual Leave shall be granted at the following rates:\u003C\u002Fp>\n\n\u003Cp>(i) Employees with service up to five (5) years21 Working Days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii) Employees with service above five (5) years but below ten (10) 26\nWorking Days years\u003C\u002Fp>\n\n\u003Cp>(iii) Employees with service of ten (10) years and above30 Working Days\u003C\u002Fp>\n\n\u003Cp>(9) Travelling days not exceeding four (4) days may be granted on\napplication.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sick Leave: Non-Occupational Accident and Sickness:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>(1) Sick leave with pay shall be granted only for days of absence due to\nill-health or injury and upon a certificate signed by a Medical Practitioner\nappointed by the COMPANY except that in case of emergency, a Medical\nPractitioner recognised by the State or from a member of Government recognised\nTraditional healers Association shall be accepted.\u003C\u002Fp>\n\n\u003Cp>2) Failure to send a Medical Certificate as mentioned above within three (3)\ndays after reporting for duty shall be treated as absence without permission,\nexcept where Management is satisfied that failure to comply was due to\nunavoidable circumstances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>(3)Sick Leave shall be granted as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Maximum Period On Full Pay\u003C\u002Ftd>\n      \u003Ctd>MaximumPeriod\n\n        \u003Cp>On Three- Quarter Pay\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>MaximumPeriod Half Pay\u003C\u002Ftd>\n      \u003Ctd rowspan=\"4\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>One Year but less than five (5) years’ service\u003C\u002Ftd>\n      \u003Ctd>2 Months2 \u003C\u002Ftd>\n      \u003Ctd>2 Months2 \u003C\u002Ftd>\n      \u003Ctd>2 Months \u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>5 (five) years but less than ten (10) years Service\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3 Months\u003C\u002Ftd>\n      \u003Ctd>3 Months\u003C\u002Ftd>\n      \u003Ctd>2 Months \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Over Ten (10) years’ Service4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4 Months\u003C\u002Ftd>\n      \u003Ctd>4 Months\u003C\u002Ftd>\n      \u003Ctd>2 Months \u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(4) In all cases, the grant of further periods of Sick Leave after the\nmaximum period specified in (3) above shall be at the discretion of the\nManagement and may be granted with full, proportionate or without pay.\u003C\u002Fp>\n\n\u003Cp>(5) If an employee is prevented by ill-health duly certified by a registered\nMedical Practitioner from returning to duty at the end of leave, he shall be\nregarded as absent on Sick Leave from the expiry date of his Annual Leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Casual Leave (Compassionate):\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Bn special circumstances and by the expressed consent of the Management, an\nEmployee may be granted Casual (Compassionate) Leave with pay. Such leave shall\nnot exceed ten (10) days within a year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>Maternity Leave:\u003C\u002Fp>\n\n\u003Cp>(1) Period of Absence:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>The period of absence on Maternity Leave shall be governed by Section 57 of\nthe Labour Act 2003 (Act 651) (and any other subsequent enactment) which\nprovides that:\u003C\u002Fp>\n\n\u003Cp>(i) A woman shall have the right to leave her work if she produces a medical\nCertificate given by a Medical Officer stating that her confinement will\nprobably take place within six (6) weeks of the date of the Certificate.\u003C\u002Fp>\n\n\u003Cp>(ii) No Woman shall be liable to resume work during the six (6) weeks\nfollowing her confinement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>(iii) The services of a Woman absent from work on Maternity leave as defined\nabove shall not be terminated during the period between the time she leaves\nwork in accordance with the Act, and six\u003C\u002Fp>\n\n\u003Cp>(3) weeks after confinement, or such longer period of absence after\nconfinement and rendering her unfit for work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>(iv) A Female Employee who is absent on Maternity leave in accordance with\nSection 57 of the Labour Act 2003 (Act 651), shall be paid in full her Basic\nwages\u002Fsalary during the period of such absence.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cp>(v) Nursing Mothers:\u003C\u002Fp>\n\n\u003Cp>A mother who is actually nursing her child shall be allowed to be absent for\nthis purpose for two hours each day for up to nine (9) months after delivery.\nAny extension beyond two (2) hours shall be at the discretion of the\nManagement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE XIX - STATUTORY PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cp>(a) Statutory Public Holidays as governed by the Public Holidays Act 1960\nand subsequently amended by the Holidays Decree 1972 (NRCD. 18), and any other\nsubsequent enactment shall be enjoyed with full pay by all employees covered by\nthis AGREEMENT.\u003C\u002Fp>\n\n\u003Cp>(b) Payment for work on Statutory Public Holidays and\u003C\u002Fp>\n\n\u003Cp>non-working days shall apply to all employees covered by this AGREEMENT in\naccordance with Section 72 of the Labour Act 2003 (Act 651) and any other\nsubsequent enactment.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XX - MEDICAL FACILITIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(a) Free Medical Facilities for Employees of the COMPANY at COMPANY\nspecified Medical Centre or Medical Practitioners, within the Employee’s area\nof employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Where an Employee is treated at a private medical institution or clinic\nwithin or outside the Employee’s area of employment, the COMPANY shall pay\nfor the cost of such treatment only on production of a Medical Certificate or\nMedical Report Certified by a Company Doctor.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>(c) The COMPANY shall provide medical treatment to Employees wives and\nchildren under the age of 18 (eighteen) years who are registered with the\nCOMPANY.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The COMPANY shall provide reasonable medical treatment to employee’s\nspouse. Registered children over 18 years of age shall continue to benefit\nprovided they are pursuing formal education including University education.\u003C\u002Fp>\n\n\u003Cp>(d) Limitation :\u003C\u002Fp>\n\n\u003Cp>All medical treatment provided by the COMPANY to Employees, their Wives and\nChildren will exclude self induced diseases, dentures, hearing aids,\nspectacles, ante-natal and gynaecological care.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>(e) Each Employee shall be allowed to have a medical check-up once in two\nyears. However, for certain sections to be determined by Management and the\nUnion yearly examinations shall be conducted.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(f) The COMPANY will refund to the Employee the cost of medicine prescribed\nby the COMPANY Doctor or Government Medical Officer only on production of the\nDoctor’s prescription and official receipt issued by the chemist\u002Fpharmacist\nfrom whom the medicine was purchased. Where the chemist\u002Fpharmacist must keep\nthe prescription, there must be a note on the receipt by the chemist stating\nthe name of the clinic or doctor who issued the prescription.\u003C\u002Fp>\n\n\u003Cp>(g) Normally, an Employee is expected to attend the COMPANY designated\nclinic for medical treatment.\u003C\u002Fp>\n\n\u003Cp>However, in emergencies an employee may consult a qualified doctor nearest\nto him and obtain a certificate signed by the doctor showing that treatment was\ngiven in emergency.\u003C\u002Fp>\n\n\u003Cp>(h) Herbal Treatment:\u003C\u002Fp>\n\n\u003Cp>Where it is reasonably established that conventional medical treatment has\nnot proved effective in curing an Employee’s illness, the COMPANY may\nconsider on application by a worker for treatment by a registered member of the\nGhana Psychic and Traditional Healers Association. Management shall, however,\nhave the right to set limits on the cost of such treatment.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XXI - HOUSING AND TRANSPORT FACILITIES\u003C\u002Fh2>\n\n\u003Cp>(a) The COMPANY shall endeavour to provide its Employees with accommodation\nfacilities whenever possible. Where such facilities are not available, the\nCOMPANY shall provide transport facilities for the transportation of its\nEmployees to and from their place of work.\u003C\u002Fp>\n\n\u003Cp>(b) Loan for Purchase of Means of Transport\u003C\u002Fp>\n\n\u003Cp>(i) An employee holding a post certified as requiring specific means of\ntransport for the efficient discharge of his duties shall be granted a loan\nadequate for the purchase of means of transport approved by Management. The\nloan so granted shall cover the actual cost of such means of transport (Motor\nCycle or Bicycle), licensing, and the cost of Comprehensive Insurance Policy\ntill the loan is retired.\u003C\u002Fp>\n\n\u003Cp>(i) The payment of such loans shall be by equal monthly instalments up to\nsix (6) years.\u003C\u002Fp>\n\n\u003Cp>(ii) No employee shall apply for a subsequent loan for the purchase of means\nof transport until his previous loan has fully been repaid.\u003C\u002Fp>\n\n\u003Cp>(iii) Such means of transport will be registered jointly in the name of the\nemployee and the company.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XXII - SUPPLY OF TOOLS;\u003C\u002Fh2>\n\n\u003Cp>The COMPANY shall be responsible for the supply of working tools, including\nmachetes, etc. and that all times such tools shall remain the property of the\nCOMPANY.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XXIII - PROTECTIVE CLOTHING AND BOOTS\u003C\u002Fh2>\n\n\u003Cp>(a)Protective Clothing and Boots supplied to employees shall be used\nstrictly for the business for which they were provided and, as far as possible,\nthey shall be\u003C\u002Fp>\n\n\u003Cp>left on the premises of the COMPANY after business hours.\u003C\u002Fp>\n\n\u003Cp>(b) The selection of categories of Employees who may need to be provided\nwith protective clothing outfit shall be decided by the COMPANY in consultation\nwith the Local Union.\u003C\u002Fp>\n\n\u003Cp>(c) Identification Uniforms or Special Work Clothes to the following\ncategories of Employees shall be provided:-\u003C\u002Fp>\n\n\u003Cp>(i) Drivers, Operators}\u003C\u002Fp>\n\n\u003Cp>Mechanics and Watchmen} Two Free\u003C\u002Fp>\n\n\u003Cp>(ii)Female Office Staff, Cooks} Issues per Year, and Stewards }\u003C\u002Fp>\n\n\u003Cp>(d) Employee who refuses to use the protective clothing provided by the\nCompany shall be suspended. Employee who is thus suspended shall lose his\nremuneration for the period of suspension.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XXIV - IN-SERVICE TRAINING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>(a) The Employer undertakes to ensure that facilities exist and are used to\nenable Employees holding posts in the COMPANY to undergo such training as may\nbe necessary for the performance of the duties of their post and for enabling\nthem qualify for advancement to higher grades.\u003C\u002Fp>\n\n\u003Cp>(b) Where an Employee is being trained for promotion,he will be acquainted\nwith the period of such training. He may also be acquainted with the post to\nwhich he may be confirmed or promoted if he successfully concludes his\ntraining.\u003C\u002Fp>\n\n\u003Cp>(c) Employees who pursue correspondence courses relevant to their duties\nshall apply and be granted the refund of the cost involved after successful\ncompletion of the course. Such course or courses must, however, receive the\nprior approval by the Management.\u003C\u002Fp>\n\n\u003Cp>Study Leave:\u003C\u002Fp>\n\n\u003Cp>(i) Where an Employee applies or is sponsored by The COMPANY to attend an\napproved course of study either locally or abroad, he shall be granted study\nleave with pay. Such an Employee should have served the COMPANY for at least a\nperiod of three (3) years to qualify for such an offer.\u003C\u002Fp>\n\n\u003Cp>(i) Officers granted such study leave will be bonded to serve the COMPANY\nafter their course for three (3) years.\u003C\u002Fp>\n\n\u003Cp>(ii) An Employee who fails to discharge the bond will be liable to a penalty\nnot exceeding twice the salaries and other costs paid to him during the course\nof training.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE XXV - RECREATIONAL FACILITIES\u003C\u002Fh2>\n\n\u003Cp>The COMPANY undertakes to encourage and promote recreational activities\nincluding sports.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XXVI - INCENTIVE AND GRATIFICATION SCHEME:\u003C\u002Fh2>\n\n\u003Cp>(a) Incentive Scheme:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>An incentive Bonus Scheme to be determined by the COMPANY and the UNION\nbased on individual or collective productivity target may be established.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 5 - REMUNERATION IN SERVICE\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XXVII - EQUAL PAY FOR EQUAL WORK\u003C\u002Fh2>\n\n\u003Cp>(a) Pay Day:\u003C\u002Fp>\n\n\u003Cp>Salaries and Wages of Employees shall be paid by the 26th of each month and\nin any case not later than the last working day of the month.\u003C\u002Fp>\n\n\u003Cp>(b) Salary Advance:\u003C\u002Fp>\n\n\u003Cp>An Employee may be granted a Salary Advance not exceeding the Employee’s\nmonthly basic pay; the repayment of the amount so granted shall not exceed two\n(2) months and shall commence a month following the period the advance was\ngranted.\u003C\u002Fp>\n\n\u003Cp>(c) Short-Term Loan:\u003C\u002Fp>\n\n\u003Cp>In case of extreme financial difficulty, an Employee may be granted, on\napplication, a Short-Term Loan not exceeding GHc 200 (Two Hundred Ghana Cedis).\nThe repayment period shall not exceed twelve (12) months.\u003C\u002Fp>\n\n\u003Cp>(d) Loan for the Purchase of Household Durable Items:\u003C\u002Fp>\n\n\u003Cp>The Management shall, on application, grant loan to confirmed employees\nunder Small Loan Scheme for the purchase of durable household items such as\nFurniture, Refrigerators, Television Sets, Electric Fans, etc. which, in the\nopinion of the Management, constitute household durables. The refund of such a\nloan shall be spread over a period of five (5) years.\u003C\u002Fp>\n\n\u003Cp>In pursuance of this provision, the Management may register for Consumer\nCredit facilities provided by the Social Security Bank for the benefit of the\nEmployees.\u003C\u002Fp>\n\n\u003Cp>(i) Qualification\u003C\u002Fp>\n\n\u003Cp>Five (5) years’ continuous service with the COMPANY.\u003C\u002Fp>\n\n\u003Cp>(i) Employee who shall benefit from such facility Above shall by deed pledge\nhis entitlements as collateral.\u003C\u002Fp>\n\n\u003Cp>(a) Travel ling and Transport Expenses:\u003C\u002Fp>\n\n\u003Cp>Transport expenses incurred by an Employee who Travels on duty by means of\npublic transport shall be Reimbursed at the current local rates.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XXVIII - ALLOWANCES\u003C\u002Fh2>\n\n\u003Cp>(a) Acting Aliowance:\u003C\u002Fp>\n\n\u003Cp>(1) Acting Allowance shall be paid to an employee who performs the duties of\nthe post in which he is acting for not less than four (4) consecutive weeks.\u003C\u002Fp>\n\n\u003Cp>(2) Acting Allowance shall be the difference between the individual’s\nbasic salary and the minimum of the salary scale of the substantive holder of\nthe post in which he is acting, or shall be 25% of his basic salary whichever\nis the greater.\u003C\u002Fp>\n\n\u003Cp>(b) Tools Allowance:\u003C\u002Fp>\n\n\u003Cp>The COMPANY shall provide the Employee with tools required for the\nCOMPANY’S work.\u003C\u002Fp>\n\n\u003Cp>(c) Transfers Inconvenience Allowances:\u003C\u002Fp>\n\n\u003Cp>(1) An Employee who has been transferred\u003C\u002Fp>\n\n\u003Cp>Permanently shall be entitled to one month’s basic pay as Transfer\nInconvenience Allowance payable prior to departure to his new station.\u003C\u002Fp>\n\n\u003Cp>(2) Temporary Transfer:\u003C\u002Fp>\n\n\u003Cp>(i) An Employee who is temporarily transferred and not housed by the COMPANY\nshall be paid Temporary Transfer Allowance at the rate of one (1) month’s\nbasic pay for the period of the Temporary Transfer.\u003C\u002Fp>\n\n\u003Cp>(ii) An Employee who is on Temporary Transfer and housed by the COMPANY\nshall receive 50% of his monthly basic pay as Temporary Transfer Allowance.\u003C\u002Fp>\n\n\u003Cp>(d) Halting (Night) Out of Station and Day-Trip Expenses\u003C\u002Fp>\n\n\u003Cp>(1) Day-Trip General Expenses Re-lmbursement\u003C\u002Fp>\n\n\u003Cp>An employee assigned official duties which involves travelling outside his\nnormal work place and the nature of the assignment is such that it takes the\nEmployee more than the normal working hours to complete shall be entitled to\nthe following benefits:\u003C\u002Fp>\n\n\u003Cp>All Categories of Employees - GHc 4.OO\u003C\u002Fp>\n\n\u003Cp>(2) Accommodation Expenses Re-lmbursement\u003C\u002Fp>\n\n\u003Cp>An Employee who spends a night outside his normal place of work on official\nduties will be permitted to stay in an approved Guest House\u002FHotel. The COMPANY\nshall bear accommodation expenses and in addition pay GHc 5.5O (Five Ghana\nCedis Fifty Ghana Pesewas ) to the employee to cover feeding expenses. Where an\nemployee is not provided with accommodation and meals, the COMPANY shall pay\nGHc 15.00 (Fifteen Ghana Cedis to all categories of employees to cover\naccommodation and feeding.\u003C\u002Fp>\n\n\u003Cp>(e) Height Allowance:\u003C\u002Fp>\n\n\u003Cp>Any employee who is required to work at a height of thirty (30) feet and\nbeyond shall be paid height allowance of GHc 1.OO (One Ghana Cedi) per duty\nday.\u003C\u002Fp>\n\n\u003Cp>(f) Frustrated Work:\u003C\u002Fp>\n\n\u003Cp>Where an employee reports for duty on his normal shift but he is ordered to\ngo home by the Employer due to no fault of the Employee, he shall be entitled\nto full day’s pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 6 - LEAVING THE SERVICE\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XXIX - LEAVING THE SERVICE OF THE COMPANY\u003C\u002Fh2>\n\n\u003Cp>Modes by which an Employee may leave the service of the COMPANY without loss\nof entitlements are as follows:\u003C\u002Fp>\n\n\u003Cp>(a) By Termination of appointment\u003C\u002Fp>\n\n\u003Cp>(b) On Reaching the Superannuation Age\u003C\u002Fp>\n\n\u003Cp>(c) On being declared Redundant \u003C\u002Fp>\n\n\u003Cp>(d) On Resignation\u003C\u002Fp>\n\n\u003Cp>(e) Retirement on Medical Grounds\u003C\u002Fp>\n\n\u003Cp>(f) By Statutory Order\u003C\u002Fp>\n\n\u003Cp>(g) Upon Incidence of Death\u003C\u002Fp>\n\n\u003Cp>(h) When the COMPANY phases out or liquidates\u003C\u002Fp>\n\n\u003Cp>(i) On transfer to any other Public Post.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XXX - RESIGNATION AND TERMINATION OF APPOINTMENT\u003C\u002Fh2>\n\n\u003Cp>(a) In the event of Resignation or Termination of appointment on grounds\nother than Summary Dismissal, an Employee shall give notice of resignation or\nbe given notice of termination as indicated below:-\u003C\u002Fp>\n\n\u003Cp>(i) Senior Staff - Two months’ notice or payment of basic salary in lieu\nthereof.\u003C\u002Fp>\n\n\u003Cp>(ii) All Other Staff - One month’s notice or payment of basic salary in\nlieu thereof.\u003C\u002Fp>\n\n\u003Cp>(b) The COMPANY shall, upon request, give a Certificate of service to any\nemployee who leaves it service.\u003C\u002Fp>\n\n\u003Cp>(c) An employee who leaves the service of the COMPANY on grounds other than\nsummary dismissal and voluntary resignation shall be repatriated to his\noriginal place of employment, home town or the nearest border town within\nGhana, at the expense of the COMPANY so long as he exercises his right within\none (1) month of leaving the service of the COMPANY. In the During this period,\nthe COMPANY undertakes that no notice of termination to any Employee affected\nshall expire, nor shall any Employee affected have his services terminated by\npay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>On receipt of such information, the UNION shall enter into discussion on the\nmatter with the COMPANY.\u003C\u002Fp>\n\n\u003Cp>(2) Selection of Employees who are to be declared redundant shall be\ndetermined by length of service, location and relative efficiency by the\nCOMPANY\u003C\u002Fp>\n\n\u003Cp>in consultation with the UNION. Where a dispute on an individual case exists\nand length of service become equal, conduct and relative efficiency shall be\nthe overriding factors.\u003C\u002Fp>\n\n\u003Cp>(3) When subsequent new Employment arises, Employees whose employment were\nterminated as a result of redundancy shall be given preference.\u003C\u002Fp>\n\n\u003Cp>(4) All Personal Emoluments as well as earned leave accrued by the Employees\nshall be paid before they are laid off.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>(b) Redundancy and Severance Awards\u003C\u002Fp>\n\n\u003Cp>Employees declared redundant or whose services become severed in a manner as\nprovided for under the Severance Award provisions on the Labour Act 2003 or any\nsubsequent enactment, shall be entitled to payment of combine Redundancy and\nSeverance Award at the following rates calculated on the current gross\nearnings:-\u003C\u002Fp>\n\n\u003Cp>(1) For periods below five .......................................10 Weeks\npay for each completed year of service and the proportion thereof.\u003C\u002Fp>\n\n\u003Cp>(2) For periods of Five (5) years and above:.......... 12 Weeks’pay for\neach completed year of service and the proportion thereof.\u003C\u002Fp>\n\n\u003Cp>(c) Leave Pay on Leaving the Service of the COMPANY When an employee leaves\nthe services of the COMPANY, he shall be entitled to payment in lieu of earned\nleave not taken at the time.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(d) Retiring Age:\u003C\u002Fp>\n\n\u003Cp>The Retiring Age shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Voluntary\u003C\u002Ftd>\n      \u003Ctd>Compulsory\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Men\u003C\u002Ftd>\n      \u003Ctd>55\u003C\u002Ftd>\n      \u003Ctd>60\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Women\u003C\u002Ftd>\n      \u003Ctd>55\u003C\u002Ftd>\n      \u003Ctd>55\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XXXII - LIQUIDATION\u003C\u002Fh2>\n\n\u003Cp>In the event of the COMPANY going into Liquidation, the COMPANY shall invite\nthe national Union to discuss its intention to liquidate. The COMPANY shall\nalso notify the National Union six (6) months in advance of its intention to\nliquidate.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XXXIII FUNERAL GRANTS:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) In the event of the death of an Employee, the COMPANY agrees to donate\nGHc ( Five Hundred Ghana Cedis Only) to the employee’s spouse and children\n.\u003C\u002Fp>\n\n\u003Cp>In addition, the COMPANY shall provide coffin\u002Fshroud, transport to convey\nthe body to the place of burial, and meet other incidental expenses as approved\nby the Funeral Committee. The COMPANY shall also make arrangements to convey\nthe personal effects of the deceased Employee to his hometown.\u003C\u002Fp>\n\n\u003Cp>(b) On the death of an Employee’s Wife, Husband or Child up to 18\n(eighteen) years, the COMPANY shall give to the bereaved Employee a grant of\nGHc 500.00 (Five\u003C\u002Fp>\n\n\u003Cp>Hundred Ghana Cedis Only).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 7 - OBLIGATION OF PARTIES TO THE AGREEMENT ARTICLE XXXIV - PERMISSION\nFOR UNION MEETINGS:\u003C\u002Fp>\n\n\u003Cp>(a) The COMPANY agrees that it shall, at all reasonable times, grant\npermission for the UNION to gather its members who are Employees of the COMPANY\non its premises and at the work-place of the COMPANY for UNION Meetings,\nprovided that such meetings or gathering are not held during official working\nhours without permission.\u003C\u002Fp>\n\n\u003Cp>(b) The COMPANY shall allow Representatives or Officials of the Branch Union\nwho shall not normally exceed two (2)in number or five (5) in special cases\nfrom each Station on working days to attend meetings of the National Executive\nCouncil, Regular Delegates Conference, Emergency Delegates Conference and\nEducational Programmes of the UNBON, provided that the UNION formally notifies\nthe COMPANY at least one (1)week before the date of such meetings, stating the\nnames of Employees to be given leave.\u003C\u002Fp>\n\n\u003Cp>(c) Such employees shall not suffer any deductions from wages or salaries\nfor the period of permission for such meetings.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XXXV - GRIEVANCE AND TRADE DISPUTE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>(a) It is recognised that there are two (2) Trade Disputes which might\ndevelop between the COMPANY and the UNION during or at the expiration of this\nAGREEMENT.\u003C\u002Fp>\n\n\u003Cp>The first kind of possible dispute will be termed herein a ‘Grievance’.\nThe second kind of possible dispute will be termed a ‘Trade Dispute’. The\npurpose of this Article is to provide procedures whereby the parties can be\nassured of prompt and fair settlement of all such disputes.\u003C\u002Fp>\n\n\u003Cp>(a) Grievance Procedure:\u003C\u002Fp>\n\n\u003Cp>If an Employee has a grievance or problem pertaining to the interpretation\nor administration of the Contract, the following procedure shall be\nfollowed:-\u003C\u002Fp>\n\n\u003Cp>(1) He shall first seek a timely redress from his immediate Supervisor,\nForeman or Sectional Head.\u003C\u002Fp>\n\n\u003Cp>(2) If the Employee is not satisfied with the decision he receives in (1)\nabove, or if he does not receive a timely answer, he shall refer the matter to\nthe Sectional Executives of the Branch Union who will re-discuss the matter\nwith the said Foreman or Supervisor for settlement within two (2) days.\u003C\u002Fp>\n\n\u003Cp>(3) If the matter is not resolved in (2) above, the\u003C\u002Fp>\n\n\u003Cp>Sectional Executive Member shall refer the matter to the Branch Secretary\nwho will seek redress from the Head of Department of the COMPANY.\u003C\u002Fp>\n\n\u003Cp>(4) If satisfaction is not received in (3) above, the matter shall be\nreferred for consideration by the Divisional Representative of the UNION and\nthe said Head of Department who shall, together examine the case thoroughly,\ncollect information available and strive to resolve the issue.\u003C\u002Fp>\n\n\u003Cp>(5) Failure to get settlement after (4) above, the matter shall be reduced\nto writing and shall lie before the Regional Industrial Relations Officer of\nthe UNION and the General Manager or his Representative of the COMPANY for\nsolution.\u003C\u002Fp>\n\n\u003Cp>(6) The Complainant shall have the right to be present at all levels, if he\nso wishes.\u003C\u002Fp>\n\n\u003Cp>(7) Of the matter is not resolved between the Regional Industrial Relations\nOfficer of the UNION and the General Manager or his Representative of the\nCOMPANY, attempt shall be made to have the matter settled between the\nHeadquarters Secretariat of the UNION and the General Manager or his\nRepresentative of the COMPANY before referring it to the STANDING JOINT\nNEGOTIATING COMMITTEE.\u003C\u002Fp>\n\n\u003Cp>(8) If the matter is still not resolved, recourse to voluntary arbitration\nshall be made, after which the matter shall be dealt with in accordance with\nthe provisions of the Labour Act 2003 Act 651 with a view to resolving it.\u003C\u002Fp>\n\n\u003Cp>Trade Dispute:\u003C\u002Fp>\n\n\u003Cp>In the event of a Trade Dispute, developing between the parties as defined\nin Paragraph (a) of this Article, they shall strive to resolve the dispute in\nfairness to both sides (purpose and intent of the Parties). In the event they\nare unable to reach agreement, the Parties will, in accordance with Section 154\nof the Labour Act, 2003 (Act 651) seek to agree upon a person to mediate the\ndispute voluntarily. If the parties are unable to agree on a Mediator, or if\nthe mediation attempt is unsuccessful, the parties will attempt to agree upon a\nmutually accepted Arbitrator to whom the dispute can be referred. The person\nacting as Arbitrator under this Section will have all powers which are\nspecially granted to him at the time of his selection as Arbitrator. In the\nevent the two Parties are unable to arbitrate the Trade Dispute or are unable\nto agree upon a mutually acceptable Arbitrator, the dispute shall be dealt with\nin accordance with the provisions of Section 155 of the Labour Act 2003 (Act\n651) or any other subsequent enactment.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE XXXVI - SALARY AND WAGES SCALES\u003C\u002Fh2>\n\n\u003Cp>The Salary and Wages Scales attached to this AGREEMENT as Appendix ‘A’\nare agreed upon so far as they refer to the Employee in respect of whom the\nUNION is empowered to negotiate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF AGRICARE LIMDTED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>S.B. APEADU\u003C\u002Fp>\n\n\u003Cp>(MANAGING DIRECTOR)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF GENERAL AGRICULTURAL WORKERS UNION OF GTUC\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>K. OFEI NKANSAH \u003C\u002Fp>\n\n\u003Cp>(GENERAL SECRETARY)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobwagegroups\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Cp>AGRICARE LIMITED UNIONISED STAFF SALARY - 2010 in GHc\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. STOREKEEPER....................................... I3,743.25\u003C\u002Fp>\n\n\u003Cp>2. PLANT OPERATOR..................................3,436.89\u003C\u002Fp>\n\n\u003Cp>3. MILL SUPERVISOR..................................3,097.13\u003C\u002Fp>\n\n\u003Cp>4. STOREKEEPER GD. II.............................2,989.91\u003C\u002Fp>\n\n\u003Cp>5. CASHIER.................................................2,873.85\u003C\u002Fp>\n\n\u003Cp>6. MILLHAND I...........................................2,660.78\u003C\u002Fp>\n\n\u003Cp>7. SENIOR CANTEEN ASSISTANT...........2,567.35\u003C\u002Fp>\n\n\u003Cp>8. CANTEEN ASSISTANT II.......................2,472.27\u003C\u002Fp>\n\n\u003Cp>9. OFFICE ASSISTANT I.............................2,291.90\u003C\u002Fp>\n\n\u003Cp>10. DRIVER..................................................2,226.35\u003C\u002Fp>\n\n\u003Cp>11. MILLHAND II........................................1,828.09\u003C\u002Fp>\n\n\u003Cp>12. MILLHAND...........................................1,434.51\u003C\u002Fp>\n\n\u003Cp>13. MILLHAND...........................................1,352.54\u003C\u002Fp>\n\n\u003Cp>14. STOREHAND........................................1,352.54\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            ",{"hourspday_select":44,"maternitydifferenttrigger":48,"paidmaternityleaveduration":52,"maternitydiscrimination":56,"maternity_nursing_breaks_length":60,"alternatives":64,"ONCERISE_trigger":66,"maternity_nursing_breaks_duration":70,"dayspweek":72,"hourspweek_select":76,"childcare":79,"equalityotherclause":83,"STRUCINCR_trigger":87,"nursingmothers":91,"hourspday":93,"funeralpay":97,"contracttrialperiod":101,"SKILLEVEL_trigger":105,"paidmaternityleavepayperc":109,"OVERTIME_trigger":113,"overtimeallowanceperc1":117,"holidaysdays":121,"nursingexcludedtrigger":125,"healthcareaccess":127,"jobwagegroups":131,"SUNDAY_trigger":133,"sicknessmaxdays":135,"WAGES_determined":139,"healthcareaccessrelatives":143,"nursingdifferenttrigger":147,"pregnancyexcludedtrigger":149,"hourspweek":151,"sicknesspay":153,"pregnancydifferenttrigger":157,"sundayallowanceperc1":159,"dayspweek_select":163,"paidmaternityleaveall":165,"SCHEDULE_trigger":169,"contracttrial":171,"schedulesrestpw":173,"sicknessmaxdaysnr":175,"overtimeallowancetype_general":178,"maternityexcludedtrigger":181,"coverunion_trigger":183,"violence":185,"contractseverancepay1":189,"PAIDLEAV_trigger":193,"overtimeallowanceperc1_general":196,"hivpolicy":198,"paidmaternityleavepay":202,"trainingprogrammes":204,"paidmaternityleave":208,"discrimination":210,"contractseverancepay":214,"jobsecuritymothers":216},{"bindId":45,"name":46,"text":47},"hourspday_select","(1) (a) The standard Hours of Work for b","(1) (a) The standard Hours of Work for basic pay shall not exceed forty (40)\na week. Task Workers’ work shall be defined by an assigned daily work.\n\n(b) The actual hours of work shall be decided by the COMPANY in accordance\nwith the requirements of the work performed and in agreement with the Local\nBranch of the UNION BUT NO Employee shall be required to work continuously for\nmore than five (5) hours without a recognised rest which shall form part of the\nworking hours.\n\n(c) Any wage system based on piece work will be a subject matter of\nagreement between the Management and the Local Union.\n\n(d) When Shift Work is performed, the total number of hours per shift shall\nnot exceed eight (8) hours.\n\nThe hours of work shall be stipulated by the COMPANY in accordance with the\nrequirements of each area, provided that the maximum hours per week or per\nshift do not exceed forty (40) hours per week or eight (8) hours per day\nrespectively.",{"bindId":49,"name":50,"text":51},"maternitydifferenttrigger","(b) SCOPE This AGREEMENT shall apply to ","(b) SCOPE\n\nThis AGREEMENT shall apply to all Employees below the rank of Plant\nMaintenance Technician and its analogous grades employed by the COMPANY and all\nsuch employees shall become and remain members of the UNION in good\nstanding.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","The period of absence on Maternity Leave","The period of absence on Maternity Leave shall be governed by Section 57 of\nthe Labour Act 2003 (Act 651) (and any other subsequent enactment) which\nprovides that:\n\n(i) A woman shall have the right to leave her work if she produces a medical\nCertificate given by a Medical Officer stating that her confinement will\nprobably take place within six (6) weeks of the date of the Certificate.\n\n(ii) No Woman shall be liable to resume work during the six (6) weeks\nfollowing her confinement.",{"bindId":57,"name":58,"text":59},"maternitydiscrimination","(iii) The services of a Woman absent fro","(iii) The services of a Woman absent from work on Maternity leave as defined\nabove shall not be terminated during the period between the time she leaves\nwork in accordance with the Act, and six\n\n(3) weeks after confinement, or such longer period of absence after\nconfinement and rendering her unfit for work.",{"bindId":61,"name":62,"text":63},"maternity_nursing_breaks_length","(v) Nursing Mothers: A mother who is act","(v) Nursing Mothers:\n\nA mother who is actually nursing her child shall be allowed to be absent for\nthis purpose for two hours each day for up to nine (9) months after delivery.\nAny extension beyond two (2) hours shall be at the discretion of the\nManagement.",{"bindId":65,"name":58,"text":59},"alternatives",{"bindId":67,"name":68,"text":69},"ONCERISE_trigger","An incentive Bonus Scheme to be determin","An incentive Bonus Scheme to be determined by the COMPANY and the UNION\nbased on individual or collective productivity target may be established.",{"bindId":71,"name":62,"text":63},"maternity_nursing_breaks_duration",{"bindId":73,"name":74,"text":75},"dayspweek","(vii) “Working Day” shall exclude Sunday","(vii) “Working Day” shall exclude Sundays, Saturdays, Public Holidays\nand Rest Days.",{"bindId":77,"name":46,"text":78},"hourspweek_select","(1) (a) The standard Hours of Work for basic pay shall not exceed forty (40)\na week. Task Workers’ work shall be defined by an assigned daily work.",{"bindId":80,"name":81,"text":82},"childcare","Bn special circumstances and by the expr","Bn special circumstances and by the expressed consent of the Management, an\nEmployee may be granted Casual (Compassionate) Leave with pay. Such leave shall\nnot exceed ten (10) days within a year.",{"bindId":84,"name":85,"text":86},"equalityotherclause","(b) Reference in this AGREEMENT to the M","(b) Reference in this AGREEMENT to the Masculine Gender shall include the\nFeminine Gender, except where the Gender is so specified.",{"bindId":88,"name":89,"text":90},"STRUCINCR_trigger","(a) Where an employee runs an incrementa","(a) Where an employee runs an incremental scale, he shall receive one\nincrement annually until he reaches the maximum of that scale, unless he has\nreceived notice two months before the end of the salary year or due date of his\nincrement that his increment was being withheld on proven grounds of\nunsatisfactory work or conduct. Should an increment not be awarded for these\nreasons, the case shall be reviewed at the end of the third (3rd) month.\n\n(b) At the discretion of the management an Employee may be awarded more than\none increment at a time.\n\n(c) On the first anniversary of an Employee’s date of engagement, subject\nto good work and conduct, he shall normally become eligible to his first\nincrement, thereafter, increment shall be given on the 1st January, each year.\nThe Management shall, however, grant an increment to any new Employee who has,\non the date of the salary year, served for not less than six (6) months\ncontinuously.",{"bindId":92,"name":62,"text":63},"nursingmothers",{"bindId":94,"name":95,"text":96},"hourspday","(d) When Shift Work is performed, the to","(d) When Shift Work is performed, the total number of hours per shift shall\nnot exceed eight (8) hours.\n\nThe hours of work shall be stipulated by the COMPANY in accordance with the\nrequirements of each area, provided that the maximum hours per week or per\nshift do not exceed forty (40) hours per week or eight (8) hours per day\nrespectively.",{"bindId":98,"name":99,"text":100},"funeralpay","(a) In the event of the death of an Empl","(a) In the event of the death of an Employee, the COMPANY agrees to donate\nGHc ( Five Hundred Ghana Cedis Only) to the employee’s spouse and children\n.\n\nIn addition, the COMPANY shall provide coffin\u002Fshroud, transport to convey\nthe body to the place of burial, and meet other incidental expenses as approved\nby the Funeral Committee. The COMPANY shall also make arrangements to convey\nthe personal effects of the deceased Employee to his hometown.\n\n(b) On the death of an Employee’s Wife, Husband or Child up to 18\n(eighteen) years, the COMPANY shall give to the bereaved Employee a grant of\nGHc 500.00 (Five\n\nHundred Ghana Cedis Only).",{"bindId":102,"name":103,"text":104},"contracttrialperiod","(b) Every new Employee other than tempor","(b) Every new Employee other than temporary, seasonal or casual employee\nmay, on engagement, undergo a period of probation. The period of probation may\nvary according to the nature of the job, but shall not normally exceed three\n(3) months and in any case not more than six (6) months.",{"bindId":106,"name":107,"text":108},"SKILLEVEL_trigger","AGRICARE LIMITED UNIONISED STAFF SALARY ","AGRICARE LIMITED UNIONISED STAFF SALARY - 2010 in GHc\n\n\n\n1. STOREKEEPER....................................... I3,743.25\n\n2. PLANT OPERATOR..................................3,436.89\n\n3. MILL SUPERVISOR..................................3,097.13\n\n4. STOREKEEPER GD. II.............................2,989.91\n\n5. CASHIER.................................................2,873.85\n\n6. MILLHAND I...........................................2,660.78\n\n7. SENIOR CANTEEN ASSISTANT...........2,567.35\n\n8. CANTEEN ASSISTANT II.......................2,472.27\n\n9. OFFICE ASSISTANT I.............................2,291.90\n\n10. DRIVER..................................................2,226.35\n\n11. MILLHAND II........................................1,828.09\n\n12. MILLHAND...........................................1,434.51\n\n13. MILLHAND...........................................1,352.54\n\n14. STOREHAND........................................1,352.54",{"bindId":110,"name":111,"text":112},"paidmaternityleavepayperc","(iv) A Female Employee who is absent on ","(iv) A Female Employee who is absent on Maternity leave in accordance with\nSection 57 of the Labour Act 2003 (Act 651), shall be paid in full her Basic\nwages\u002Fsalary during the period of such absence.",{"bindId":114,"name":115,"text":116},"OVERTIME_trigger","(a) (1) Overtime work is work on which t","(a) (1) Overtime work is work on which the Employee is engaged at the\nrequest of the COMPANY over and above the standard working hours as laid down\nin Article XIV above.\n\n(2) All Employees covered by this AGREEMENT who are requested to work\novertime shall be paid according to the following rates:\n\n(i) Monday -\n....................................................................Friday-\nTime and a half\n\n(ii)\nSaturdays...................................................................Double\nTime\n\n(iii) Public Holidays, Rest Days and Sundays -............ Double Time ",{"bindId":118,"name":119,"text":120},"overtimeallowanceperc1","(2) All Employees covered by this AGREEM","(2) All Employees covered by this AGREEMENT who are requested to work\novertime shall be paid according to the following rates:\n\n(i) Monday -\n....................................................................Friday-\nTime and a half",{"bindId":122,"name":123,"text":124},"holidaysdays","(8) Annual Leave shall be granted at the","(8) Annual Leave shall be granted at the following rates:\n\n(i) Employees with service up to five (5) years21 Working Days",{"bindId":126,"name":50,"text":51},"nursingexcludedtrigger",{"bindId":128,"name":129,"text":130},"healthcareaccess","(a) Free Medical Facilities for Employee","(a) Free Medical Facilities for Employees of the COMPANY at COMPANY\nspecified Medical Centre or Medical Practitioners, within the Employee’s area\nof employment.",{"bindId":132,"name":107,"text":108},"jobwagegroups",{"bindId":134,"name":115,"text":116},"SUNDAY_trigger",{"bindId":136,"name":137,"text":138},"sicknessmaxdays","(3)Sick Leave shall be granted as follow","(3)Sick Leave shall be granted as follows:\n\n\n  \n  \n  \n  \n  \n  \n  \n    \n      \n      Maximum Period On Full Pay\n      MaximumPeriod\n\n        On Three- Quarter Pay\n\n        \n      \n      MaximumPeriod Half Pay\n      \n    \n    \n      One Year but less than five (5) years’ service\n      2 Months2 \n      2 Months2 \n      2 Months \n    \n    \n      5 (five) years but less than ten (10) years Service\n      \n      3 Months\n      3 Months\n      2 Months \n    \n    \n      Over Ten (10) years’ Service4\n      \n      4 Months\n      4 Months\n      2 Months ",{"bindId":140,"name":141,"text":142},"WAGES_determined","(a) No Employee covered by this AGREEMEN","(a) No Employee covered by this AGREEMENT shall be compelled or allowed to\nenter into a contract or Agreement with the management concerning the\nConditions of Employment, Wages and Salaries as dealt with in this AGREEMENT or\nshall be allowed to be bonded in any sum to any party without prior discussion\nwith the UNION.",{"bindId":144,"name":145,"text":146},"healthcareaccessrelatives","(c) The COMPANY shall provide medical tr","(c) The COMPANY shall provide medical treatment to Employees wives and\nchildren under the age of 18 (eighteen) years who are registered with the\nCOMPANY.",{"bindId":148,"name":50,"text":51},"nursingdifferenttrigger",{"bindId":150,"name":50,"text":51},"pregnancyexcludedtrigger",{"bindId":152,"name":46,"text":78},"hourspweek",{"bindId":154,"name":155,"text":156},"sicknesspay","(1) Sick leave with pay shall be granted","(1) Sick leave with pay shall be granted only for days of absence due to\nill-health or injury and upon a certificate signed by a Medical Practitioner\nappointed by the COMPANY except that in case of emergency, a Medical\nPractitioner recognised by the State or from a member of Government recognised\nTraditional healers Association shall be accepted.\n\n2) Failure to send a Medical Certificate as mentioned above within three (3)\ndays after reporting for duty shall be treated as absence without permission,\nexcept where Management is satisfied that failure to comply was due to\nunavoidable circumstances.\n\n\n\n(3)Sick Leave shall be granted as follows:\n\n\n  \n  \n  \n  \n  \n  \n  \n    \n      \n      Maximum Period On Full Pay\n      MaximumPeriod\n\n        On Three- Quarter Pay\n\n        \n      \n      MaximumPeriod Half Pay\n      \n    \n    \n      One Year but less than five (5) years’ service\n      2 Months2 \n      2 Months2 \n      2 Months \n    \n    \n      5 (five) years but less than ten (10) years Service\n      \n      3 Months\n      3 Months\n      2 Months \n    \n    \n      Over Ten (10) years’ Service4\n      \n      4 Months\n      4 Months\n      2 Months ",{"bindId":158,"name":50,"text":51},"pregnancydifferenttrigger",{"bindId":160,"name":161,"text":162},"sundayallowanceperc1","(iii) Public Holidays, Rest Days and Sun","(iii) Public Holidays, Rest Days and Sundays -............ Double Time ",{"bindId":164,"name":74,"text":75},"dayspweek_select",{"bindId":166,"name":167,"text":168},"paidmaternityleaveall","Maternity Leave: (1) Period of Absence: ","Maternity Leave:\n\n(1) Period of Absence:\n\nThe period of absence on Maternity Leave shall be governed by Section 57 of\nthe Labour Act 2003 (Act 651) (and any other subsequent enactment) which\nprovides that:\n\n(i) A woman shall have the right to leave her work if she produces a medical\nCertificate given by a Medical Officer stating that her confinement will\nprobably take place within six (6) weeks of the date of the Certificate.\n\n(ii) No Woman shall be liable to resume work during the six (6) weeks\nfollowing her confinement.",{"bindId":170,"name":74,"text":75},"SCHEDULE_trigger",{"bindId":172,"name":103,"text":104},"contracttrial",{"bindId":174,"name":74,"text":75},"schedulesrestpw",{"bindId":176,"name":137,"text":177},"sicknessmaxdaysnr","(3)Sick Leave shall be granted as follows:\n\n\n  \n  \n  \n  \n  \n  \n  \n    \n      \n      Maximum Period On Full Pay\n      MaximumPeriod\n\n        On Three- Quarter Pay\n\n        \n      \n      MaximumPeriod Half Pay\n      \n    \n    \n      One Year but less than five (5) years’ service\n      2 Months2 \n      2 Months2 \n      2 Months ",{"bindId":179,"name":119,"text":180},"overtimeallowancetype_general","(2) All Employees covered by this AGREEMENT who are requested to work\novertime shall be paid according to the following rates:\n\n(i) Monday -\n....................................................................Friday-\nTime and a half\n\n(ii)\nSaturdays...................................................................Double\nTime\n\n(iii) Public Holidays, Rest Days and Sundays -............ Double Time ",{"bindId":182,"name":50,"text":51},"maternityexcludedtrigger",{"bindId":184,"name":50,"text":51},"coverunion_trigger",{"bindId":186,"name":187,"text":188},"violence","(a) In the event of an Employee being fo","(a) In the event of an Employee being found guilty of serious misconduct\nsuch as dishonesty, gross insubordination, drunkenness at work , smoking in a\nprohibited area, wilful damage to COMPANY’S property the employee shall be\ndismissed summarily. Before a worker is summarily dismissed, he shall be given\nan opportunity to defend himself.",{"bindId":190,"name":191,"text":192},"contractseverancepay1","(b) Redundancy and Severance Awards Empl","(b) Redundancy and Severance Awards\n\nEmployees declared redundant or whose services become severed in a manner as\nprovided for under the Severance Award provisions on the Labour Act 2003 or any\nsubsequent enactment, shall be entitled to payment of combine Redundancy and\nSeverance Award at the following rates calculated on the current gross\nearnings:-\n\n(1) For periods below five .......................................10 Weeks\npay for each completed year of service and the proportion thereof.\n\n(2) For periods of Five (5) years and above:.......... 12 Weeks’pay for\neach completed year of service and the proportion thereof.\n\n(c) Leave Pay on Leaving the Service of the COMPANY When an employee leaves\nthe services of the COMPANY, he shall be entitled to payment in lieu of earned\nleave not taken at the time.",{"bindId":194,"name":123,"text":195},"PAIDLEAV_trigger","(8) Annual Leave shall be granted at the following rates:\n\n(i) Employees with service up to five (5) years21 Working Days\n\n(ii) Employees with service above five (5) years but below ten (10) 26\nWorking Days years\n\n(iii) Employees with service of ten (10) years and above30 Working Days\n\n(9) Travelling days not exceeding four (4) days may be granted on\napplication.",{"bindId":197,"name":119,"text":180},"overtimeallowanceperc1_general",{"bindId":199,"name":200,"text":201},"hivpolicy","(e) Each Employee shall be allowed to ha","(e) Each Employee shall be allowed to have a medical check-up once in two\nyears. However, for certain sections to be determined by Management and the\nUnion yearly examinations shall be conducted.",{"bindId":203,"name":111,"text":112},"paidmaternityleavepay",{"bindId":205,"name":206,"text":207},"trainingprogrammes","(a) The Employer undertakes to ensure th","(a) The Employer undertakes to ensure that facilities exist and are used to\nenable Employees holding posts in the COMPANY to undergo such training as may\nbe necessary for the performance of the duties of their post and for enabling\nthem qualify for advancement to higher grades.\n\n(b) Where an Employee is being trained for promotion,he will be acquainted\nwith the period of such training. He may also be acquainted with the post to\nwhich he may be confirmed or promoted if he successfully concludes his\ntraining.\n\n(c) Employees who pursue correspondence courses relevant to their duties\nshall apply and be granted the refund of the cost involved after successful\ncompletion of the course. Such course or courses must, however, receive the\nprior approval by the Management.\n\nStudy Leave:\n\n(i) Where an Employee applies or is sponsored by The COMPANY to attend an\napproved course of study either locally or abroad, he shall be granted study\nleave with pay. Such an Employee should have served the COMPANY for at least a\nperiod of three (3) years to qualify for such an offer.\n\n(i) Officers granted such study leave will be bonded to serve the COMPANY\nafter their course for three (3) years.\n\n(ii) An Employee who fails to discharge the bond will be liable to a penalty\nnot exceeding twice the salaries and other costs paid to him during the course\nof training.",{"bindId":209,"name":167,"text":168},"paidmaternityleave",{"bindId":211,"name":212,"text":213},"discrimination","(b) The Employer will not discriminate a","(b) The Employer will not discriminate against any Employee covered by this\nAGREEMENT in accordance with Section 14 (e) of the Labour Act 2003 (Act 651)",{"bindId":215,"name":191,"text":192},"contractseverancepay",{"bindId":217,"name":58,"text":59},"jobsecuritymothers","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Agricare Limited - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2011-12-31\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: → 2010-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Other activities from manufacturing\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                        Agricare 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                        GAWU - General Agricultural Workers Union of Ghana Trades Union Congress\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        \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: → No\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            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 87 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 304 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: → No\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\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: → Yes\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: → Yes\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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\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: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \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: → No\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: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\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: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\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: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → \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",[223],{"title":37,"slug":33},[225],{"type":226,"data":227},"call_to_action_body_block",{"title":228,"description":229,"variant":230,"link":231},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":228,"url":232,"description":228,"rel":233,"type":234},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[236],{"type":226,"data":237},{"title":228,"description":229,"variant":230,"link":238},{"title":228,"url":232,"description":228,"rel":233,"type":234},[]]