[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-b-b-c-industrial-company-limited-and-the-industrial-and-commercial-workers-union-ghana---2014":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":181,"content_type_view":182,"extra_breadcrumbs":183,"body":185,"body_blocks":196,"related_pages":200},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":179,"translations":180},{"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-b-b-c-industrial-company-limited-and-the-industrial-and-commercial-workers-union-ghana---2014","8a9fcad0-6128-11e6-b77f-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-b-b-c-ind-company-limited-and-the-industrial-and-commercial-workers-union-ghana---2014\u002Fcollective-agreement-between-b-b-c-industrial-company-limited-and-the-industrial-and-commercial-workers-union-ghana---2014\u002F","Collective Agreement between B.B.C Industrial Company Limited and the Industrial and Commercial Workers Union (Ghana) - 2014","GHA BBC Industry Company Limited - 2014","Ghana - GHA BBC Industry Company Limited - 2014","GHA BBC Industry Company Limited - 2014 - Manufacturing",{"name":41,"data":42},"BBC Ind Company Ltd - 2014.html","\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>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN B.B.C IND. COMPANY (GHANA) LIMITED AND THE\nINDUSTRIAL AND COMMERCIAL WORKERS UNION (GHANA)\u003C\u002Fh1>\n\n\u003Cp>(JAN, 2014 - DEC, 2015) \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AN AGREEMENT BETWEEN THE INDUSTRIAL AND COMMERCIAL WORKERS UNION (GHANA) AND\nB.B.C. INDUSTRIAL COMPANY (GHANA) LIMITED\u003C\u002Fp>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>This AGREEMENT is made this between B.B.C. INDUSTRIAL COMPANY (GHANA)\nLIMITED, (hereinafter referred to as the COMPANY) and the INDUSTRIAL AND\nCOMMERCIAL WORKERS UNION (GHANA) (hereinafter referred to as the UNION)\u003C\u002Fp>\n\n\u003Cp>officially certified under the Labour Act 2003, Act 651 as the negotiating\nbody and provides for the terms of employment and non-employment and personal\nobligation imposed on and right granted to an employee or employer which shall\nbe regarded as TERMS of a CONTRACT of EMPLOYMENT between each employee to whom\nthe provision apply and his employer. This agreement shall cover all employees\nof B.B.C. INDUSTRIAL COMPANY (GHANA) LTD. For whom the Union has been duly\ncertified to negotiate.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1:- PURPOSE:\u003C\u002Fh2>\n\n\u003Cp>Whereas it is the intention of the parties hereto that this Agreement will\npromote and improve relations between the Employer and the Union and to set\nforth herein the basic agreement covering rates of pay, hours of work, between\nthe parties hereto during the life of this Agreement. It is agreed that should\nany disagreement arise between the Employers and the Union, the parties will\nimmediately settle this agreement as outlined herein.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2:- DURATION\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall remain in force for a period not less than two years\nfrom lst January 2014 to December 30th 2015. After Twenty-Two (22) Months from\nthe effective date, either party may give the other party notice in writing of\nits desire to continue such Agreement for a specified further period agreeable\nto either party’s notice of intent to amend specified provision or to\nterminate the agreement. The Agreement shall continue in force until a new\nagreement is signed. After twelve (12) months from the effective date of this\nagreement but only once during the two years period, either party may give to\nthe other party a month’s notice in writing that it wishes to negotiate a\nrevision in wages or salaries only. Until such revision is negotiated the\npresent rates specified shall remain in force.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3:- DEFINITIONS:\u003C\u002Fh2>\n\n\u003Cp>1. The term “Employee” shall apply to the class of employees covered by\nthis Agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>2. Reference in this Agreement to the term “Working days” shall exclude\nSaturdays, Sundays and Public Holidays. However, where employees are required\nto work on shift, Saturdays and Sundays shall be considered working days if the\nemployee has not worked for more than 40 hours in the week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 4:- ENGAGEMENT \u002F PROBATION\u003C\u002Fh2>\n\n\u003Cp>(a) A copy of this Agreement with its Appendices shall be provided by the\nCompany to each Employee presently in the service of the Company and to each\nnew employee who opt to become a member of the Union.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>(b) The Company shall give the newly engaged employee a letter of\nappointment stating:\u003C\u002Fp>\n\n\u003Cp>1. Salary\u003C\u002Fp>\n\n\u003Cp>2. Salary Scale\u003C\u002Fp>\n\n\u003Cp>3. Effective Date of Appointment\u003C\u002Fp>\n\n\u003Cp>4. Probation period\u003C\u002Fp>\n\n\u003Cp>5. Job Title\u003C\u002Fp>\n\n\u003Cp>6. Department Assigned\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(c) An employee so engaged shall undergo a probation period of six (6)\nmonths and when he has given satisfactory service his appointment shall be\nconfirmed in writing.\u003C\u002Fp>\n\n\u003Cp>(d) Should the work of the probationer prove unsatisfactory at the end of\nthe probation period, Management shall have the option to extend the probation\nfor a further period of three (3) months. Thereafter, Management reserves the\nright to dispense with the services of the probationer if his\u002Fher performance\nis still unsatisfactory.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(e) Unless informed in writing to the contrary, the employee who has\ncompleted his probation will be deemed to have been confirmed in the\nappointment.\u003C\u002Fp>\n\n\u003Cp>(f) New employees shall first undergo medical examination by the Company’s\ndoctor before commencement of work.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5:- UNION MEMBERSHIP\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>(a) Every employee covered by this Agreement shall be deemed to be a member\nof the Union to the extent of paying his membership dues and any general\nassessment uniformly levied against all Union members. The Company undertakes\nto deduct Union dues from employee’s salaries\u002Fwages and pay over the sums\ndeducted as may be directed by the Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) The employer recognizes I.C.U. as the sole Union for Collective\nBargaining in respect of the employee in his services covered by this\nAgreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6:- WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>(a) The standard working hours for basic pay shall be eight (8) hours per\nday and forty (40) hours per week. The hours of work will be regulated by the\nCompany in accordance with the exigencies of the work for basic pay will not\nexceed the standard working hours as laid down in (a) above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) All night watchmen shall start at 6.00pm.and break off at 6.00am the\nnext day from Monday to Sunday.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(c) Night Watchmen should be given a rest period of one day per week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 7:- OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>(a) Employees who are required by the Company to work in excess of working\nhours per day shall be paid overtime for work so performed.\u003C\u002Fp>\n\n\u003Cp>(b) Overtime rates shall be as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Monday-Friday\u003C\u002Ftd>\n      \u003Ctd>One Time and half (1 and 1\u002F2)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Saturday\u002FSunday and Public Holidays\u003C\u002Ftd>\n      \u003Ctd>Double Time (2)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>(c) Except at his own request, no employee should be given time off to\noff-set overtime entitlement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 8:- NIGHT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>A night allowance of GHc 6.OO per shift will be paid to workers who are\nrequired to do night shift.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 9:- PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysfixed\">\u003Cp>(a) The Public Holidays recognized by the Company are those declared by the\ngovernment from time to time.\u003C\u002Fp>\n\n\u003Cp>(b) If a holiday falls on an employee’s off day, he will enjoy the day off\nthe next working day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 10:- RESIGNATION \u002F TERMINATION NOTICE\u003C\u002Fh2>\n\n\u003Cp>(a) An employee who completes his probationary period shall give or be given\nnotice or pay in lieu of notice as follows:.\u003C\u002Fp>\n\n\u003Cp>(i) After probation and up to 3 years of continuous service - 2 weeks’\nnotice or pay in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>(ii) After 3 years of continuous service - One (1) months’ notice or pay\nin lieu thereof.\u003C\u002Fp>\n\n\u003Cp>(b) No notice or payment in lieu of notice shall be given to an employee who\nis summarily dismissed.\u003C\u002Fp>\n\n\u003Cp>(c) Notice of termination of appointment or resignation shall be in\nwriting.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11:- LEAVING THE SERVICE\u003C\u002Fh2>\n\n\u003Cp>1. REDUNDANCY\u003C\u002Fp>\n\n\u003Cp>(a) The Union shall be notified by the Company three calendar months before\nany section of the labour force is laid off (made redundant). This notice shall\nnot include the effective date of the Redundancy and the number of employees to\nbe laid off.\u003C\u002Fp>\n\n\u003Cp>(b) In preparing a list of probable redundant employees the principle of\nfirst engaged last to be laid off, the last employed first to leave should be\nthe working basis, however, efficiency will be taken into account.\u003C\u002Fp>\n\n\u003Cp>(c) Employees covered by this Agreement who have served the Company for one\n(1) year and above, who are terminated on the grounds of redundancy will be\nentitled to any accrued untaken leave in addition to one and half (1 and 1\u002F2)\nmonth’s salary for each year of service. However, should redundancy occur in\nthe Company both Management and the Union will sit and agree on the form the\ncompensation should take.\u003C\u002Fp>\n\n\u003Cp>2. RETIREMENT ON HEALTH GROUNDS\u003C\u002Fp>\n\n\u003Cp>If in the opinion of the Company’s Doctor an employee is found not to be\nfully fit to resume work, he shall be compulsorily retired. (An employee may\nhowever seek a second or third medical opinion at his own cost)\u003C\u002Fp>\n\n\u003Cp>3. RETIREMENT UNDER SUPERANNUATION\u003C\u002Fp>\n\n\u003Cp>(a) An employee who attains the age of 60 shall be retired. Voluntary\nretirement age shall be 55 years for both male and female.\u003C\u002Fp>\n\n\u003Cp>(b) Three (3) months’ notice or pay in lieu of notice shall be given by\neither side in the case of retirement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12:- ANNUAL INCREMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>A performance-based salary increment shall be conducted annually through a\nsystem of employee performance appraisal. The annual increment shall not be\nless than Five (5) Percent of employees’ basic salary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 13:- PAY DAY\u003C\u002Fh2>\n\n\u003Cp>Monthly wages and salaries shall be made ready by the Company and paid to\nthe employees not later than the last day of the calendar month.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14:- PROMOTIONS\u003C\u002Fh2>\n\n\u003Cp>As far as possible, and depending on suitable candidates being found, all\nvacancies will be filled within the Company. Employees will be informed through\nadvertisement on notice boards or through internal circular and memoranda of\nvacancies as they occur to enable those in other departments of lower grades\nwith requisite qualification who desire to be considered for any vacancy can\napply.\u003C\u002Fp>\n\n\u003Cp>The criteria for determining employees to be promoted shall be based on\navailability of vacancy, merit, potential skill, physical and mental ability to\nassume higher responsibilities and good conduct. All things being equal\nseniority shall be a determining factor when two employees have similar\nqualifications.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 15:- ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(a) An employee who acts in a higher position than his own grade\ncontinuously for twenty (20) working days shall be paid an allowance calculated\nas the difference between the acting employee and the minimum salary of the\ngrade in which he is acting or 30% of the acting employee’s salary whichever\nis higher.\u003C\u002Fp>\n\n\u003Cp>(b) An employee who performs all the duties of a higher position\ncontinuously for a minimum period of three (3) months and a maximum period of\nsix (6) months shall be deemed to have been confirmed in the post at the end of\nthe period unless advised by the employer to the contrary before the end of the\nsix (6) months period.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16:- OUT OF STATION ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Meals and accommodation shall be provided for any employee who shall be\nrequired to work outside his\u003C\u002Fp>\n\n\u003Cp>station. Management shall provide transport in all cases.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17:- ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>1. An employee who has completed twelve consecutive calendar month’s\nservice shall be granted paid annual leave according to the following\nscales:\u003C\u002Fp>\n\n\u003Cp>i. (a) 1 - 5 years = 21 working days\u003C\u002Fp>\n\n\u003Cp>(b) 6 years and above = 30 working days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. On leaving the service of the employer on grounds other than summary\ndismissal, the employee shall be granted earned leave not taken or payment in\nlieu thereof in proportion to the number of month served after his\u002Fher leave,\nor after engagement in the case of newly employed staff.\u003C\u002Fp>\n\n\u003Cp>3. As far as possible, leave will be granted at a time most convenient to\nthe employee provided the exigencies of the service permit. Where owing to the\nexigencies of the service it is not possible for the employer to permit an\nemployee to take his\u002Fher full leave entitlement in any one leave year, the\nportion which he\u002Fshe is unable to take will be added to his\u002Fher leave\nentitlement of the following year.\u003C\u002Fp>\n\n\u003Cp>4. Leave may be interrupted at any time if the exigencies of the service\ndemand this and the employee shall return to work before the expiry of his\u002Fher\nleave. An employee whose leave is thus interrupted will be allowed to take the\nremaining leave soon after he\u002Fshe has completed the require assignment.\u003C\u002Fp>\n\n\u003Cp>5. Employees may be allowed to break their annual leave days into two parts\nwithin the year in accordance with L.I. 32 Section 43.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 18:- SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(a) Sick leave shall be granted to an employee when the need for such leave\nis certified by the Company’s Doctor or any qualified Doctor to whom an\nemployee is referred to by the Company’s Doctor.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>(b) An employee whose sickness is supported by a Medical Practitioner shall\nbe entitled to Sick Leave with pay in any one period of twenty-four (24) months\nas follows:\u003C\u002Fp>\n\n\u003Cp>(c)\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>1 - 3 years\u003C\u002Ftd>\n      \u003Ctd>2 months full pay\n\n        \u003Cp>2months’ 3\u002F4 pay\u003C\u002Fp>\n\n        \u003Cp>2months’ 1\u002F2 pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4 - 6 years\u003C\u002Ftd>\n      \u003Ctd>3 months’ full pay\n\n        \u003Cp>3months’ 3\u002F4 pay\u003C\u002Fp>\n\n        \u003Cp>3months 1\u002F2 pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7 years and above\u003C\u002Ftd>\n      \u003Ctd>4 months’ full pay\n\n        \u003Cp>4months’ 3\u002F4 pay \u003C\u002Fp>\n\n        \u003Cp>4 months’ 1\u002F2 pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>© After the exhaustion of the sick leave and an employee was not fully\nrecovered based on the recommendation of a Medical Board, a committee\nconstituted by the employer and the union shall review the matter on how such\nemployee would be exited.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 19:- CASUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee who has already exhausted his\u002Fher annual leave may upon\napplication be granted casual leave of absence with pay. The number of days\ngranted should be at the discretion of the Employer and determined by the\ncircumstances of each case.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 20:- MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>(a) The Employer shall grant maternity leave to any female employee of the\nCompany who prior to her confinement, has completed not less than twelve months\ncontinuous service such leave shall be six weeks before and six weeks after\nconfinement and the female shall receive full pay for the period she is\nabsent.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Maternity Leave will be additional to any entitlement to Sick Leave\n\u002FAnnual Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(c) On production of a Medical Certificate, the period of Maternity Leave\nshall be extended to at least eight weeks where the confinement is abnormal or\nwhere in the course of the same confinement, two or more babies are bom.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(d) Maternity Leave will count for increment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(e) Any employee returning to duty after Maternity Leave will be given two\n(2) hours a day during her working hour for nursing her child for a maximum\nperiod of six (6) months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 21:- PERMISSION FOR UNION MEETING\u003C\u002Fh2>\n\n\u003Cp>The Company agrees that the Union is permitted to gather its members who are\nemployees of the Company on the premises of the Company for union meetings\nhaving first obtained Management’s permission.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22:- LEAVE OF ABSENCE FOR UNION ACTIVITIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>Any employee elected as an officer of the Union or who is selected as a\ndelegate to any Union activity necessitating leave of absence shall be granted\nsuch leave with pay approved by Management. Written notice for such leave be\ngiven to the Company far in advance as possible. The length of the leave and\nits frequency in the year should be determined on the merit of individual\ncases.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 23:- NOTICE BOARD\u003C\u002Fh2>\n\n\u003Cp>The Company shall provide a Notice Board placed conspicuously on the\npremises for the use of the Union.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 24:- MEDICAL FACILITIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The Employer shall provide free medical attention to all employees at a\nMedical Institution or Clinic in the area of employment:-\u003C\u002Fp>\n\n\u003Cp>(a) Drugs prescribed by the Doctor\u003C\u002Fp>\n\n\u003Cp>(b) X-Ray examination and Laboratory tests\u003C\u002Fp>\n\n\u003Cp>(c) Dental treatment excluding provision of dentures, except where loss of\nTeeth was sustained through injury in the course of discharging normal\nDuties\u003C\u002Fp>\n\n\u003Cp>(d) Optical treatment excluding provision of glasses\u003C\u002Fp>\n\n\u003Cp>(e) Ear treatment but without provision of hearing aids\u003C\u002Fp>\n\n\u003Cp>(f) Hospitalization in a Government Hospital\u003C\u002Fp>\n\n\u003Cp>(g) The cost of Laboratory investigation in the process of diagnosis\u003C\u002Fp>\n\n\u003Cp>Notwithstanding (d) and (e) above, the Employer shall contribute GHc l80.00\n(One Hundred and Eighty Ghana Cedis) every two years for the provision of\nhearing aids or to renew lenses of spectacle users.\u003C\u002Fp>\n\n\u003Cp>The provision of free medical services shall not cover maternity treatment\nor self-inflicted diseases, e.g.\u003C\u002Fp>\n\n\u003Cp>(i) Sexually transmitted diseases, injury or disease caused by misconduct on\nthe part of staff\u003C\u002Fp>\n\n\u003Cp>(ii) Chronic alcoholism or use of stimulants, drugs, narcotics, except as\nprescribed by physician\u003C\u002Fp>\n\n\u003Cp>(iii) Unlawful acts or attempts, causing injuries\u003C\u002Fp>\n\n\u003Cp>(iii) Diseases contracted while engaged on some other business or occupation\nother than that of the Employer.\u003C\u002Fp>\n\n\u003Cp>The Employer also accepts for his accounts the cost of Vaccination and\nInoculation, which are required for business travel.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>The Employer shall also provide medical treatment to the employee’s family\nat Government recognized Hospital or Clinic for One unemployed spouse plus Four\n(4) unmarried and unemployed children below eighteen (18) years of age, so\nhowever the total medical bill for the medical treatment envisaged in this\nparagraph shall not exceed GHc 5OO.OO (Five Hundred Ghana Cedis) within one\ncalendar year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 25:- ANNUAL MEDICAL EXAMINATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>Employees shall occasionally be examined by a Medical Doctor and the report\nmade known to the Employer\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 26:- TOOLS\u003C\u002Fh2>\n\n\u003Cp>1. The Company will supply to all workers the tools required to perform the\nwork of their designated classification\u003C\u002Fp>\n\n\u003Cp>2. Employees furnished with such tools will sign a receipt for such\nresponsibility for their care and safekeeping. Such tools lost or damage\nthrough the negligence of the employee will be replaced by an identical tool\nand the replacement value charged to the employee\u003C\u002Fp>\n\n\u003Cp>3. Replacement of such tools because of reasonable usage will be made upon\npresentation of such unserviceable tool.\u003C\u002Fp>\n\n\u003Cp>4. Where the Company does not provide tools the employee shall be given an\nallowance for own tools used.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 27:- UNIFORM \u002F WORKING CLOTHING \u002F BATH SOAP\u002FMILK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>(1) The Company undertakes to provide two sets of Uniforms for employees\nwhose nature of work required the use of protective clothing\u003C\u002Fp>\n\n\u003Cp>(2) The old uniforms shall be returned in exchange for new ones\u003C\u002Fp>\n\n\u003Cp>(3) The Employees, including non-factory staff, shall be provided with one\n(1) bar of soap every one calendar month for washing protective clothing and\none cake of bathing soap every month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(4) The employees including non-factory workers shall be provided with five\n(5) tins of milk every month, to mitigate the effect of chemicals inhaled by\nemployees.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 28:- NEXT OF KIN\u003C\u002Fh2>\n\n\u003Cp>Every employee must give to the Company at time of his engagement and\nalteration thereafter from time to time, the names and addresses of his next of\nkin. In the event of the death of an employee, the Company will take the regard\nto the deceased wishes in the payment of monies, benefits due to the estates,\nsubject to any requirement that may be necessary in law.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 29:- RECREATIONAL PROGRAMME\u003C\u002Fh2>\n\n\u003Cp>The Company undertakes, whenever possible to encourage sporting\nactivities.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 30:- TRAINING WITHIN INDUSTRY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>(a) The Company undertakes to train employees to enable them to become more\ncompetent in performance of their duties and fit them for promotion within the\nestablishment.\u003C\u002Fp>\n\n\u003Cp>(b) Where the employee is being trained for promotion, he will be acquainted\nwith the post to which he may be conformed if he successfully concludes the\ntraining and the period of training.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 31:- FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>(a) In event of the death of an employee the company shall pay One Thousand\nGhana Cedis (GHc 1OOO.OO) cash to the deceased registered spouse and children\nto cover all expenses. The employer shall donate Five Hundred Ghana Cedis (GHc\n5OO.OO) to staff on the death of a biological child and Four Hundred Ghana\nCedis (GHc 4OO.OO) on the death of a spouse respectively.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 32:- INDIVIDUAL CONTRACT\u003C\u002Fh2>\n\n\u003Cp>An employee covered by the Agreement shall not be compelled to enter into\ndifferent contract of employment to worsen the condition as laid down in this\nAgreement. But where the nature of the responsibility requires a guarantee, the\nmatter shall be discussed with the Union.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 33:- PROVIDENT FUND\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>1. The Company shall institute a Provident Fund Scheme for workers.\u003C\u002Fp>\n\n\u003Cp>2. Contribution towards the Provident Fund shall be as follows:\u003C\u002Fp>\n\n\u003Cp>(i) Contribution by Employer - 5% of Employee’s basic salary\u003C\u002Fp>\n\n\u003Cp>(ii) Contribution by Employee - 5% of Employee’s basic salary\u003C\u002Fp>\n\n\u003Cp>3. The Provident Fund shall be administered administratively comprising\nrepresentatives from Management and the Local Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 34:- DISCIPLINARY PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>(a) Written Warning\u003C\u002Fp>\n\n\u003Cp>Where the services of an employee have proved unsatisfactory or where an\nemployee commits an offence which does not merit summary dismissal, the\nemployee shall be given a written query to explain why disciplinary action\nshould not be taken against him\u002Fher, before a written warning letter is given\nto him\u002Fher, if the explanation is not acceptable to Management. After the two\nwarning letters have been given in writing, a third offence or continued\nunsatisfactory service within a period of twelve months service will give\nManagement the right to terminate the employment of the employee concerned. For\nthe purpose of this article, a warning letter will cease to have effect after a\nperiod of twelve (12) months.\u003C\u002Fp>\n\n\u003Cp>(b) Suspension\u002FInterdiction\u003C\u002Fp>\n\n\u003Cp>In the event of an employee committing an offence suspected to be gross\nmisconduct, which could not be proved at the time of committing of the offence,\nsuch employee shall be suspended pending further investigations. During the\nperiod of suspension from duty, the employee will be paid half (1\u002F2) rate of\nhis basic salary. If no case is proved against the employee, the employee will\nbe paid in full for the period.\u003C\u002Fp>\n\n\u003Cp>(b) Summary Dismissal\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being found guilty of serious misconduct such as\ndishonesty, insubordination, drunkenness, smoking in a prohibited area, the\nemployee shall be dismissed summarily. Before a worker is dismissed summarily,\nhe\u002Fshe shall be given an opportunity to defend him\u002Fherself in the presence of a\nUnion Representative. An alternative penalty for the above offence shall be\nsuspension without pay for a stated period not exceeding four (4) weeks.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 35:- INDUSTRIAL INJURY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>(a) All workers covered by this Agreement shall be covered by the\nWorkmen’s Compensation Law, P.N.D.C. Law 187, 1987.\u003C\u002Fp>\n\n\u003Cp>(b) The Employer shall invite the Company’s Doctor periodically to examine\nand determine hazardous environments and advice accordingly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 36:- OCCUPATIONAL HEALTH AND SAFETY:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(a) The Company shall continue to make reasonable provision for the safety\nand health of its employees at the factory during working hours.\u003C\u002Fp>\n\n\u003Cp>(b) Protective devices and other equipment necessary to protect employees\nfrom industrial injury and disease will continue to be provided by the\nCompany.\u003C\u002Fp>\n\n\u003Cp>(c) Employees shall abide by the safety rules of the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 37:- LOANS\u003C\u002Fh2>\n\n\u003Cp>Loans shall be granted at the discretion of the Employer depending on the\nexigencies of the situation and the special circumstances attending the\napplication. The size of loan and the period of repayment shall be determined\nby Management.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 38:- SALARY ADVANCE\u003C\u002Fh2>\n\n\u003Cp>Salary Advance not exceeding an employee half month’s basic salary shall\nbe granted on or before the middle of the month to be deducted in full at the\nend of the month.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 39:- LONG SERVICE AWARDS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>Employees covered by this Agreement shall be entitled to Long Service Awards\nas follows:\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>1\u003C\u002Ftd>\n      \u003Ctd>10 years continuous service\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>A FramedCertificate plusCash Award of Four Hundred and Fity Ghana\n        Cedis (GHc 450.00)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>15 years continuous service\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>A FramedCertificate plusCash Award of Five Hundred and Fifty Ghana\n        Cedis (GHc 55O.OO)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>20 years continuous service\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>A FramedCertificate plusCash Award of Six Hundred and Fifty Ghana\n        Cedis (GHc 65O.OO)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>25 years continuous service\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>A FramedCertificate plusCash Award of Seven Hundred Ghana Cedis\n        (GHc 7OO.OO)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>30 years continuous service\u003C\u002Ftd>\n      \u003Ctd>A FramedCertificate plus Cash Award of Seven Hundred and Fifty Ghana\n        Cedis (GHc 75O.OO)\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>35 years continues service\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>A Framed Certificate plus Cash Award of Eight Hundred Ghana Cedis\n        (GHc 8OO.OO)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 40:- GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>In the event of any grievances, the aggrieved employee will report to the\nSupervisor \u002F Foreman \u002F Sectional Head. If he does not obtain satisfaction, he\nmay ask for his Shop Steward \u002F Local Union Secretary to present his case.\u003C\u002Fp>\n\n\u003Cp>If the matter remains unresolved, the Shop Steward\u002FLocal Union Secretary\nwill take the matter up with the Sectional Manager. If no progress is made at\nthis stage, the Local Union Secretary shall take the matter up with the Human\nResource Manager.\u003C\u002Fp>\n\n\u003Cp>If the matter remains unresolved, the Local Union Secretary will inform the\nRegional Industrial Relations Officer of the Union who will arrange to meet\nManagement and Endeavour to settle the issue.\u003C\u002Fp>\n\n\u003Cp>If after step 3 above, the matter still remains unresolved, the Union will\nsummon the Standing Negotiating Committee to meet and endeavor to reach an\nagreement. If the committee fails to resolve the matter, either party will\nproceed constitutionally by reporting the dispute to the National Labour\nCommission.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 41:- FRUSTRATED WORK\u003C\u002Fh2>\n\n\u003Cp>Where an employee reports for duty on his normal working day but he is\nordered to stop work by the Company or any person in the authority of the\nCompany before the employee completes the day’s full work due to no fault of\nthe employee, he shall receive the full pay for the day.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 42:- ABSENCE FROM WORK\u002FVACATION OF POST\u003C\u002Fh2>\n\n\u003Cp>1. In the event of an employee covered by this Agreement absenting himself\n\u002Fherself from work without permission, he shall be queried and if a\nsatisfactory answer is not given within two days, he will be issued with a\nwarning letter.\u003C\u002Fp>\n\n\u003Cp>2. In the event of any employee absenting himself for a consecutive period\nof Five (5) Working Days without any information whatsoever, he shall be\nregarded as having abandoned his work and replacement will be made.\u003C\u002Fp>\n\n\u003Cp>3. An employee deemed to have repudiated his employment contract as above\nmay appeal to Management, and if Management is satisfied, those unavoidable\ncircumstances prevented the employees from returning to duty or notifying his\nabsence, Management may, at its discretion reinstate the employee in the\nservice.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 43:- CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>A Certificate of Service stating the period of service and job title shall\nbe provided to an employee who requests such document on leaving the service of\nthe Company.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 44:- TARGET INCENTIVE BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>In an endeavor to raise productivity, the employer shall institute an\nIncentive Bonus to cover classes of employees where applicable. This will take\nthe form of cash payment for higher output.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 45:- ANNUAL BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>The employer in consultation with the Local Union shall arrange a package\nfor workers at the end of the year. The bonus shall be paid every 15th of\nDecember.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 46:- ASSISTANCE FOR DRIVERS:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>In the event of court proceedings being taken against a driver involved in\nmotor accident while driving Employer’s vehicle, in the course of his duties,\nthe Insurance Company will be informed to take the necessary action.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The Employer does not undertake any obligation to pay the fines on behalf of\nthe driver, but the employer will at its discretion, grant loans, etc.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 47:- RESPONSIBILITIES OF THE PARTIES\u003C\u002Fh2>\n\n\u003Cp>Nothing in this Agreement shall worsen existing Terms and Conditions of\nService of any individual employment.\u003C\u002Fp>\n\n\u003Cp>If the interpretation or any part of this Agreement is in dispute and the\ndispute cannot be resol by the Standing Negotiating Committee, the items shall\nbe treated in accordance with the appropriate section of the Constitution of\nthe Committee, and the Labour Act, 2003 (651).\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF BBC IND. LTD.\u003C\u002Fp>\n\n\u003Cp>M. A. ODAYMAT\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ZENOBIA MENSAH-AWAH\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCE MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF I.C.U.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>REGIONAL OFFICER, (TEMA)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MR. MOSES OTOO\u003C\u002Fp>\n\n\u003Cp>IND. REL. OFFICER (I.C.U.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>KWAME TETTEH\u003C\u002Fp>\n\n\u003Cp>CHAIRMAN - LOCAL UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECRETARY - LOCAL UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"hourspday_select":48,"maternity_nursing_breaks_length":52,"ONCERISE_trigger":56,"WAGES_determined":60,"funeralpaytype":64,"childcare":68,"STRUCINCR_trigger":72,"nursingmothers":76,"funeralpay":78,"maternityotherclause":80,"pensionfund":84,"OVERTIME_trigger":88,"SENIOR_trigger":92,"healthcareaccess":96,"healthinsurance":100,"trainingprogrammes":104,"protectiveclothing":108,"healthandsafetypolicy":112,"contracttrial":116,"sicknesspay":120,"dayspweek_select":124,"TRADEUNLEAV_trigger":128,"SCHEDULE_trigger":132,"longtermillness":136,"schedulesrestpw":140,"PAIDLEAV_trigger":142,"NOCTPREM_trigger":146,"healthcareaccessrelatives":150,"coverunion_trigger":154,"hivpolicy":158,"paidmaternityleavepay":162,"sicknessmaxdays":166,"paidmaternityleave":170,"jobsecuritymothers":173,"holidaysfixed":175},{"bindId":45,"name":46,"text":47},"disabilitypay","(a) All workers covered by this Agreemen","(a) All workers covered by this Agreement shall be covered by the\nWorkmen’s Compensation Law, P.N.D.C. Law 187, 1987.\n\n(b) The Employer shall invite the Company’s Doctor periodically to examine\nand determine hazardous environments and advice accordingly.",{"bindId":49,"name":50,"text":51},"hourspday_select","(a) The standard working hours for basic","(a) The standard working hours for basic pay shall be eight (8) hours per\nday and forty (40) hours per week. The hours of work will be regulated by the\nCompany in accordance with the exigencies of the work for basic pay will not\nexceed the standard working hours as laid down in (a) above.",{"bindId":53,"name":54,"text":55},"maternity_nursing_breaks_length","(e) Any employee returning to duty after","(e) Any employee returning to duty after Maternity Leave will be given two\n(2) hours a day during her working hour for nursing her child for a maximum\nperiod of six (6) months.",{"bindId":57,"name":58,"text":59},"ONCERISE_trigger","The employer in consultation with the Lo","The employer in consultation with the Local Union shall arrange a package\nfor workers at the end of the year. The bonus shall be paid every 15th of\nDecember.",{"bindId":61,"name":62,"text":63},"WAGES_determined","(b) The Company shall give the newly eng","(b) The Company shall give the newly engaged employee a letter of\nappointment stating:\n\n1. Salary\n\n2. Salary Scale\n\n3. Effective Date of Appointment\n\n4. Probation period\n\n5. Job Title\n\n6. Department Assigned",{"bindId":65,"name":66,"text":67},"funeralpaytype","(a) In event of the death of an employee","(a) In event of the death of an employee the company shall pay One Thousand\nGhana Cedis (GHc 1OOO.OO) cash to the deceased registered spouse and children\nto cover all expenses. The employer shall donate Five Hundred Ghana Cedis (GHc\n5OO.OO) to staff on the death of a biological child and Four Hundred Ghana\nCedis (GHc 4OO.OO) on the death of a spouse respectively.",{"bindId":69,"name":70,"text":71},"childcare","An employee who has already exhausted hi","An employee who has already exhausted his\u002Fher annual leave may upon\napplication be granted casual leave of absence with pay. The number of days\ngranted should be at the discretion of the Employer and determined by the\ncircumstances of each case.",{"bindId":73,"name":74,"text":75},"STRUCINCR_trigger","A performance-based salary increment sha","A performance-based salary increment shall be conducted annually through a\nsystem of employee performance appraisal. The annual increment shall not be\nless than Five (5) Percent of employees’ basic salary.",{"bindId":77,"name":54,"text":55},"nursingmothers",{"bindId":79,"name":66,"text":67},"funeralpay",{"bindId":81,"name":82,"text":83},"maternityotherclause","(c) On production of a Medical Certifica","(c) On production of a Medical Certificate, the period of Maternity Leave\nshall be extended to at least eight weeks where the confinement is abnormal or\nwhere in the course of the same confinement, two or more babies are bom.",{"bindId":85,"name":86,"text":87},"pensionfund","1. The Company shall institute a Provide","1. The Company shall institute a Provident Fund Scheme for workers.\n\n2. Contribution towards the Provident Fund shall be as follows:\n\n(i) Contribution by Employer - 5% of Employee’s basic salary\n\n(ii) Contribution by Employee - 5% of Employee’s basic salary\n\n3. The Provident Fund shall be administered administratively comprising\nrepresentatives from Management and the Local Union.",{"bindId":89,"name":90,"text":91},"OVERTIME_trigger","(a) Employees who are required by the Co","(a) Employees who are required by the Company to work in excess of working\nhours per day shall be paid overtime for work so performed.\n\n(b) Overtime rates shall be as follows:\n\n\n  \n  \n  \n  \n    \n      Monday-Friday\n      One Time and half (1 and 1\u002F2)\n    \n    \n      Saturday\u002FSunday and Public Holidays\n      Double Time (2)\n    \n  \n\n\n(c) Except at his own request, no employee should be given time off to\noff-set overtime entitlement.",{"bindId":93,"name":94,"text":95},"SENIOR_trigger","Employees covered by this Agreement shal","Employees covered by this Agreement shall be entitled to Long Service Awards\nas follows:\n\n\n  \n  \n  \n  \n  \n    \n      1\n      10 years continuous service\n      A FramedCertificate plusCash Award of Four Hundred and Fity Ghana\n        Cedis (GHc 450.00)\n      \n    \n    \n      2\n      15 years continuous service\n      A FramedCertificate plusCash Award of Five Hundred and Fifty Ghana\n        Cedis (GHc 55O.OO)\n      \n    \n    \n      3\n      20 years continuous service\n      A FramedCertificate plusCash Award of Six Hundred and Fifty Ghana\n        Cedis (GHc 65O.OO)\n      \n    \n    \n      4\n      25 years continuous service\n      A FramedCertificate plusCash Award of Seven Hundred Ghana Cedis\n        (GHc 7OO.OO)\n      \n    \n    \n      5\n      30 years continuous service\n      A FramedCertificate plus Cash Award of Seven Hundred and Fifty Ghana\n        Cedis (GHc 75O.OO)\n      \n    \n    \n      \n      35 years continues service\n      A Framed Certificate plus Cash Award of Eight Hundred Ghana Cedis\n        (GHc 8OO.OO)\n      \n    \n  \n",{"bindId":97,"name":98,"text":99},"healthcareaccess","The Employer shall provide free medical ","The Employer shall provide free medical attention to all employees at a\nMedical Institution or Clinic in the area of employment:-\n\n(a) Drugs prescribed by the Doctor\n\n(b) X-Ray examination and Laboratory tests\n\n(c) Dental treatment excluding provision of dentures, except where loss of\nTeeth was sustained through injury in the course of discharging normal\nDuties\n\n(d) Optical treatment excluding provision of glasses\n\n(e) Ear treatment but without provision of hearing aids\n\n(f) Hospitalization in a Government Hospital\n\n(g) The cost of Laboratory investigation in the process of diagnosis\n\nNotwithstanding (d) and (e) above, the Employer shall contribute GHc l80.00\n(One Hundred and Eighty Ghana Cedis) every two years for the provision of\nhearing aids or to renew lenses of spectacle users.\n\nThe provision of free medical services shall not cover maternity treatment\nor self-inflicted diseases, e.g.\n\n(i) Sexually transmitted diseases, injury or disease caused by misconduct on\nthe part of staff\n\n(ii) Chronic alcoholism or use of stimulants, drugs, narcotics, except as\nprescribed by physician\n\n(iii) Unlawful acts or attempts, causing injuries\n\n(iii) Diseases contracted while engaged on some other business or occupation\nother than that of the Employer.\n\nThe Employer also accepts for his accounts the cost of Vaccination and\nInoculation, which are required for business travel.\n\nThe Employer shall also provide medical treatment to the employee’s family\nat Government recognized Hospital or Clinic for One unemployed spouse plus Four\n(4) unmarried and unemployed children below eighteen (18) years of age, so\nhowever the total medical bill for the medical treatment envisaged in this\nparagraph shall not exceed GHc 5OO.OO (Five Hundred Ghana Cedis) within one\ncalendar year.",{"bindId":101,"name":102,"text":103},"healthinsurance","In the event of court proceedings being ","In the event of court proceedings being taken against a driver involved in\nmotor accident while driving Employer’s vehicle, in the course of his duties,\nthe Insurance Company will be informed to take the necessary action.",{"bindId":105,"name":106,"text":107},"trainingprogrammes","(a) The Company undertakes to train empl","(a) The Company undertakes to train employees to enable them to become more\ncompetent in performance of their duties and fit them for promotion within the\nestablishment.\n\n(b) Where the employee is being trained for promotion, he will be acquainted\nwith the post to which he may be conformed if he successfully concludes the\ntraining and the period of training.",{"bindId":109,"name":110,"text":111},"protectiveclothing","(1) The Company undertakes to provide tw","(1) The Company undertakes to provide two sets of Uniforms for employees\nwhose nature of work required the use of protective clothing\n\n(2) The old uniforms shall be returned in exchange for new ones\n\n(3) The Employees, including non-factory staff, shall be provided with one\n(1) bar of soap every one calendar month for washing protective clothing and\none cake of bathing soap every month.",{"bindId":113,"name":114,"text":115},"healthandsafetypolicy","(a) The Company shall continue to make r","(a) The Company shall continue to make reasonable provision for the safety\nand health of its employees at the factory during working hours.\n\n(b) Protective devices and other equipment necessary to protect employees\nfrom industrial injury and disease will continue to be provided by the\nCompany.\n\n(c) Employees shall abide by the safety rules of the Company.",{"bindId":117,"name":118,"text":119},"contracttrial","(c) An employee so engaged shall undergo","(c) An employee so engaged shall undergo a probation period of six (6)\nmonths and when he has given satisfactory service his appointment shall be\nconfirmed in writing.\n\n(d) Should the work of the probationer prove unsatisfactory at the end of\nthe probation period, Management shall have the option to extend the probation\nfor a further period of three (3) months. Thereafter, Management reserves the\nright to dispense with the services of the probationer if his\u002Fher performance\nis still unsatisfactory.",{"bindId":121,"name":122,"text":123},"sicknesspay","(b) An employee whose sickness is suppor","(b) An employee whose sickness is supported by a Medical Practitioner shall\nbe entitled to Sick Leave with pay in any one period of twenty-four (24) months\nas follows:\n\n(c)\n\n\n  \n  \n  \n  \n    \n      1 - 3 years\n      2 months full pay\n\n        2months’ 3\u002F4 pay\n\n        2months’ 1\u002F2 pay\n      \n    \n    \n      4 - 6 years\n      3 months’ full pay\n\n        3months’ 3\u002F4 pay\n\n        3months 1\u002F2 pay\n      \n    \n    \n      7 years and above\n      4 months’ full pay\n\n        4months’ 3\u002F4 pay \n\n        4 months’ 1\u002F2 pay\n      \n    \n  \n",{"bindId":125,"name":126,"text":127},"dayspweek_select","2. Reference in this Agreement to the te","2. Reference in this Agreement to the term “Working days” shall exclude\nSaturdays, Sundays and Public Holidays. However, where employees are required\nto work on shift, Saturdays and Sundays shall be considered working days if the\nemployee has not worked for more than 40 hours in the week.",{"bindId":129,"name":130,"text":131},"TRADEUNLEAV_trigger","Any employee elected as an officer of th","Any employee elected as an officer of the Union or who is selected as a\ndelegate to any Union activity necessitating leave of absence shall be granted\nsuch leave with pay approved by Management. Written notice for such leave be\ngiven to the Company far in advance as possible. The length of the leave and\nits frequency in the year should be determined on the merit of individual\ncases.",{"bindId":133,"name":134,"text":135},"SCHEDULE_trigger","(c) Night Watchmen should be given a res","(c) Night Watchmen should be given a rest period of one day per week.",{"bindId":137,"name":138,"text":139},"longtermillness","© After the exhaustion of the sick leave","© After the exhaustion of the sick leave and an employee was not fully\nrecovered based on the recommendation of a Medical Board, a committee\nconstituted by the employer and the union shall review the matter on how such\nemployee would be exited.",{"bindId":141,"name":134,"text":135},"schedulesrestpw",{"bindId":143,"name":144,"text":145},"PAIDLEAV_trigger","1. An employee who has completed twelve ","1. An employee who has completed twelve consecutive calendar month’s\nservice shall be granted paid annual leave according to the following\nscales:\n\ni. (a) 1 - 5 years = 21 working days\n\n(b) 6 years and above = 30 working days",{"bindId":147,"name":148,"text":149},"NOCTPREM_trigger","A night allowance of GHc 6.OO per shift ","A night allowance of GHc 6.OO per shift will be paid to workers who are\nrequired to do night shift.",{"bindId":151,"name":152,"text":153},"healthcareaccessrelatives","The Employer shall also provide medical ","The Employer shall also provide medical treatment to the employee’s family\nat Government recognized Hospital or Clinic for One unemployed spouse plus Four\n(4) unmarried and unemployed children below eighteen (18) years of age, so\nhowever the total medical bill for the medical treatment envisaged in this\nparagraph shall not exceed GHc 5OO.OO (Five Hundred Ghana Cedis) within one\ncalendar year.",{"bindId":155,"name":156,"text":157},"coverunion_trigger","(a) Every employee covered by this Agree","(a) Every employee covered by this Agreement shall be deemed to be a member\nof the Union to the extent of paying his membership dues and any general\nassessment uniformly levied against all Union members. The Company undertakes\nto deduct Union dues from employee’s salaries\u002Fwages and pay over the sums\ndeducted as may be directed by the Union.",{"bindId":159,"name":160,"text":161},"hivpolicy","Employees shall occasionally be examined","Employees shall occasionally be examined by a Medical Doctor and the report\nmade known to the Employer",{"bindId":163,"name":164,"text":165},"paidmaternityleavepay","(a) The Employer shall grant maternity l","(a) The Employer shall grant maternity leave to any female employee of the\nCompany who prior to her confinement, has completed not less than twelve months\ncontinuous service such leave shall be six weeks before and six weeks after\nconfinement and the female shall receive full pay for the period she is\nabsent.",{"bindId":167,"name":168,"text":169},"sicknessmaxdays","(a) Sick leave shall be granted to an em","(a) Sick leave shall be granted to an employee when the need for such leave\nis certified by the Company’s Doctor or any qualified Doctor to whom an\nemployee is referred to by the Company’s Doctor.\n\n(b) An employee whose sickness is supported by a Medical Practitioner shall\nbe entitled to Sick Leave with pay in any one period of twenty-four (24) months\nas follows:\n\n(c)\n\n\n  \n  \n  \n  \n    \n      1 - 3 years\n      2 months full pay\n\n        2months’ 3\u002F4 pay\n\n        2months’ 1\u002F2 pay\n      \n    \n    \n      4 - 6 years\n      3 months’ full pay\n\n        3months’ 3\u002F4 pay\n\n        3months 1\u002F2 pay\n      \n    \n    \n      7 years and above\n      4 months’ full pay\n\n        4months’ 3\u002F4 pay \n\n        4 months’ 1\u002F2 pay\n      \n    \n  \n\n\n© After the exhaustion of the sick leave and an employee was not fully\nrecovered based on the recommendation of a Medical Board, a committee\nconstituted by the employer and the union shall review the matter on how such\nemployee would be exited.",{"bindId":171,"name":164,"text":172},"paidmaternityleave","(a) The Employer shall grant maternity leave to any female employee of the\nCompany who prior to her confinement, has completed not less than twelve months\ncontinuous service such leave shall be six weeks before and six weeks after\nconfinement and the female shall receive full pay for the period she is\nabsent.\n\n(b) Maternity Leave will be additional to any entitlement to Sick Leave\n\u002FAnnual Leave\n\n(c) On production of a Medical Certificate, the period of Maternity Leave\nshall be extended to at least eight weeks where the confinement is abnormal or\nwhere in the course of the same confinement, two or more babies are bom.",{"bindId":174,"name":54,"text":55},"jobsecuritymothers",{"bindId":176,"name":177,"text":178},"holidaysfixed","(a) The Public Holidays recognized by th","(a) The Public Holidays recognized by the Company are those declared by the\ngovernment from time to time.\n\n(b) If a holiday falls on an employee’s off day, he will enjoy the day off\nthe next working day.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA BBC Industry Company Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-12-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\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: → Manufacture of chemicals and chemical products\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                        BBC Industry Company 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                        ICU - Industrial and Commercial Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → 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): → 88 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 365 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\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: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → GHS 400.0\n            \u003C\u002Fdiv>\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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 1 days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\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: →  weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fixed days for paid annual leave: →  days\n            \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 5.0 %\n                \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → GHS 6.0 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\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: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → GHS 450.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[184],{"title":37,"slug":33},[186],{"type":187,"data":188},"call_to_action_body_block",{"title":189,"description":190,"variant":191,"link":192},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":189,"url":193,"description":189,"rel":194,"type":195},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[197],{"type":187,"data":198},{"title":189,"description":190,"variant":191,"link":199},{"title":189,"url":193,"description":189,"rel":194,"type":195},[]]