[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-better-best-academy-and-union-of-education-agriculture-general-service-workers":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":147,"content_type_view":148,"extra_breadcrumbs":149,"body":151,"body_blocks":162,"related_pages":166},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":145,"translations":146},{"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-better-best-academy-and-union-of-education-agriculture-general-service-workers","eae9458e-7d45-11e3-a344-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-better-best-academy-and-union-of-education-agriculture-general-service-workers\u002Fcollective-agreement-between-better-best-academy-and-union-of-education-agriculture-general-service-workers\u002F","Collective Agreement between Better Best Academy and Union Of Education Agriculture & General Service Workers - 2012","GHA Better Best Academy - 2012","Ghana - GHA Better Best Academy - 2012","GHA Better Best Academy - 2012 - Education, research",{"name":41,"data":42},"BETTER BEST CA - 2012.html","\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\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch1>BETTER BEST ACADEMY\u003C\u002Fh1>\n\n\u003Ch1>&\u003C\u002Fh1>\n\n\u003Ch1>UNION OF EDUCATION, AGRICULTURE & GENERAL SERVICES WORKERS UNEAGES of\nGFL\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TABLE OF CONTENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE INDEXPAGE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION A -INTRODUCTION\u003C\u002Fp>\n\n\u003Cp>Table of content2\u003C\u002Fp>\n\n\u003Cp>Preamble3\u003C\u002Fp>\n\n\u003Cp>1. Coverage3\u003C\u002Fp>\n\n\u003Cp>2. Purpose3\u003C\u002Fp>\n\n\u003Cp>3. Duration3\u003C\u002Fp>\n\n\u003Cp>4. Definition3 - 4\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION B - ENTERING THE JOB\u003C\u002Fp>\n\n\u003Cp>5. Engagements4\u003C\u002Fp>\n\n\u003Cp>6. Employment Data5\u003C\u002Fp>\n\n\u003Cp>7. Medical Examination5\u003C\u002Fp>\n\n\u003Cp>8. Appointment Letter5\u003C\u002Fp>\n\n\u003Cp>9. Probation5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION C - ON THE JOB\u003C\u002Fp>\n\n\u003Cp>GENERAL CONDITONS OF WORK\u003C\u002Fp>\n\n\u003Cp>10. Induction\u002FJob Orientation5\u003C\u002Fp>\n\n\u003Cp>11. Appraisals6\u003C\u002Fp>\n\n\u003Cp>12. Hours of Work6\u003C\u002Fp>\n\n\u003Cp>13.Casual Leave6\u003C\u002Fp>\n\n\u003Cp>14. Maternity Leave6 - 7\u003C\u002Fp>\n\n\u003Cp>15. Salary Administration7 - 8\u003C\u002Fp>\n\n\u003Cp>16.Union Recognition8 - 9\u003C\u002Fp>\n\n\u003Cp>17. Discipline9\u003C\u002Fp>\n\n\u003Cp>18. Grievance Procedure10\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BENEFITS\u003C\u002Fp>\n\n\u003Cp>19. Provident Fund [3rd Tier Pension]10\u003C\u002Fp>\n\n\u003Cp>20. Medical Facilities10\u003C\u002Fp>\n\n\u003Cp>21. Annual Bonus11\u003C\u002Fp>\n\n\u003Cp>22. Funeral Grant11\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>23. SECTION E – LEAVING THE SERVICE\u003C\u002Fp>\n\n\u003Cp>24. Termination 12\u003C\u002Fp>\n\n\u003Cp>25. Resignation 12\u003C\u002Fp>\n\n\u003Cp>26. Retirement12\u003C\u002Fp>\n\n\u003Cp>27. Amendment to & Validity of Agreement 13\u003C\u002Fp>\n\n\u003Cp>28. Obligation on Parties to this Agreement13\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION - A INTRODUCTION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>This Collective Agreement is made this 20th day of October 2012 between the\nManagement of BETTER BEST ACADEMY hereinafter referred to as the Employer and\nUnion of Education, Agriculture & General Services [UNEAGES] hereinafter\nreferred to as the Union.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>ARTICLE 1 - COVERAGE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>This Collective Agreement shall apply to staffs of the School who are\nmembers of the Union of Education, Agriculture & General Services Workers\nin the time being and other staff of the company who would be engaged\nthereafter and become members of the Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 2 - PURPOSE\u003C\u002Fh3>\n\n\u003Cp>i.It is the desire and purpose of both the employer and the Union that the\ncontent of this Collective Agreement shall promote and improve harmonious\nworking relationship towards the realization of the cooperate goals of the\nSchool and improved socio-economic wellbeing of the workers of the company who\nare covered by this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.This Collective Agreement is also intended to create the platform and\natmosphere [through the medium of dialogue] to resolve all likely labour\nrelated conflict and or misunderstandings that may arise in the course of the\nwork through processes and procedures provided by the Labour Act 2003, Act 651\nand those provided for under this Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 3 - DURATION\u003C\u002Fh3>\n\n\u003Cp>This agreement shall come into effect on 1st September 2012 and shall remain\nin force for a period of two years on the effective date. Twenty-two [22]\nmonths after its operation, either party to this agreement may serve the other\nparty a one month written notice of its intentions to review the agreement. In\neither case, the two parties shall meet to negotiate, but until a new agreement\nis netotiated and signed into effect, the existing Collective Agreement shall\ncontinue to prevail on both parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 4 - DEFINITIONS\u003C\u002Fh3>\n\n\u003Cp>For better understanding and effective implementation of the articles of\nthis CA, the following shall mean:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.Employer shall mean the BETTR BEST ACADEMY or the company\u003C\u002Fp>\n\n\u003Cp>registered under the laws of Ghana to operate as a corporate entity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.Employee shall refer to Teaching and non-teaching Staff the School and\nclassified under the Collective Bargaining Certificate to be covered by this\nagreement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.Management shall refer to the team of managers duly appointed by the\u003C\u002Fp>\n\n\u003Cp>employer to implement its policies and to ensure the effective application\nof the articles on all matters of employment and non-employment contained in\nthis Collective Agreement and all relevant laws of this land.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv.Union means the national union certified under the Labour Act 2003,\nAct\u003C\u002Fp>\n\n\u003Cp>651 as the Union of Education, Agriculture & General Services Workers\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v.Members shall refer to those employees who exercise their rights under\u003C\u002Fp>\n\n\u003Cp>the law to join the union to promote and protect their socio-economic\ninterest while in the employment of the Better Best Academy\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vi.Basic Pay means the Consolidated Salary of an employee without any\u003C\u002Fp>\n\n\u003Cp>deductions of statutory taxes or additions of other incentives and\nallowances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vii.Off Duty shall refer to the statutory two [2] days rest period for a\nworker\u003C\u002Fp>\n\n\u003Cp>guaranteed by the law after working for a period of forty [40] hours in a\nweek of five days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>viii.Net Pay shall refer to the earnings of an employee at the end of the\nmonth after all statutory deductions including union dues have been\neffected,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ix.Probation means the period of observation of a newly engaged worker to\u003C\u002Fp>\n\n\u003Cp>determine his\u002Fher level of competence and commitment to work for\nconfirmation as a permanent employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION – B - ENTERING THE JOB\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 5 - ENGAGEMENTS\u003C\u002Fh3>\n\n\u003Cp>A successful applicant who is offered employment by Better Best Academy\nshall be served with an appointment letter which shall contain the following\namong essentials of employment;\u003C\u002Fp>\n\n\u003Cp>Date of Employment\u003C\u002Fp>\n\n\u003Cp>Nature of Employment\u003C\u002Fp>\n\n\u003Cp>Salary at the point of Employment\u003C\u002Fp>\n\n\u003Cp>Period of Probation\u003C\u002Fp>\n\n\u003Cp>Job Title and Description\u003C\u002Fp>\n\n\u003Cp>Hours of Work\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 6 – EMPLOYMENT DATA\u003C\u002Fh3>\n\n\u003Cp>Upon request, the newly engaged staff shall furnish the employer with\ndetailed personal data covering his\u002Fher full name, date of birth, age, family\nprofile, and previous employment. Educational\u002FAcademic qualifications, next of\nkin, medical history disciplinary records, referee etc.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 7 – MEDICAL EXAMINATION\u003C\u002Fh3>\n\n\u003Cp>An employee to be considered for employment by the Better Best Academy shall\non the request of the employer undergo medical examination to check the health\nstatus and determine his\u002Fher level of fitness for the job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 8 -APPOINTMENT LETTER\u003C\u002Fh3>\n\n\u003Cp>The employer shall issue appointment letter to any newly engaged worker\nclearly indicating the date of appointment, job title, department\u002Fsection of\nwork, probationary period, salary range, hours of work etc. Such letter of\nappointment shall be issued to the worker not later than two months of the date\nof employment\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>ARTICLE 9 - PROBATION\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>i.The employer shall subject newly engaged workers to a minimum of three\nmonths and maximum of six months’ probation during which period the employee\nshall be carefully observed regarding his\u002Fher suitability for the assigned\njob.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.On completion of the probation, the employer shall write to either\nconfirm or terminate the appointment of a probationer based on either proven\nsatisfactory or unsatisfactory performance on the job during the period of\nprobation as provided for in Section 15 of the Labour Act, 2003, Act 651\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.Any probationer who serves more than six months without any written\nconfirmation shall be deemed to have been made permanent on his\u002Fher job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION – C ON THE JOB [GENERAL CONDITIONS OF WORK]\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 10 - INDUCTION\u002FJOB ORIENTATION\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>In order to promote teamwork among workers for higher productivity and\nharmonious working relationship at work, newly employed workers of the company\nshall undergo job orientation to introduce them to the cultural norms and work\nethics of the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The period of such orientation shall not exceed two weeks depending on the\nreality on the ground.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 11 - APPRAISALS\u003C\u002Fh3>\n\n\u003Cp>i.In line with its corporate policy, the employer shall undertake Annual\u003C\u002Fp>\n\n\u003Cp>Performance Appraisal of all employees covered by this Agreement to\ndetermine salary incremental jumps, promotions, upgrading, transfers,\nincremental withholdings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.An Appraisal Scheme shall be designed by the Management of the School to\nbe administered by the School Headmasters\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.An Appraisal Review Committee composed of the Headmaster, Asst.\nHeadmaster [Academic] and Local Union Chairman or representative shall be\nconstituted to review all appraisal related complaints for amicable\nsolution.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>ARTICLE 12 - HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>I.The standard hours of work for pay shall be eight [8] hours a day and or\nforty\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>[40] hours a week of five [5] days duration. In all cases, the period of\nwork shall be regulated by the employer to meet the needs of the work of the\nSchool but shall in line with laws regulating hours of work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>II.Every worker shall be entitled to two [2] days off duty in a week on\nSaturday and Sunday.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceamount1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>III.Any extra classes organised by the school beyond normal working hours\nshall attract special rate determined between the Headmaster and the teaching\nstaff involved.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Ch3>ARTICLE 13 - CASUAL LEAVE\u003C\u002Fh3>\n\n\u003Cp>The employer may grant a maximum of seven [7] working days casual leave to\nan employee to attend to very urgent personal matters such as; bereavement,\nchild birth\u002Fdeliveries, marriage\u002Fwedding ceremonies, health needs of registered\ndependents\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 14 - MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>I.A female employee covered by this Agreement who in the course of her\u003C\u002Fp>\n\n\u003Cp>employment with Better Best Academy is certified by a Medical Doctor to be\npregnant shall be entitled to three months [3] leave with full pay as maternity\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>II.The period of the maternity leave shall be determined on the\nrecommendation of\u003C\u002Fp>\n\n\u003Cp>the medical doctor in consultation with the head of department and the\npregnant employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>III.A pregnant worker who fall sick and is declared unfit to work by a\nmedical doctor\u003C\u002Fp>\n\n\u003Cp>during the period of her pregnancy shall be granted sick leave with pay for\nthe period. Such paid sick leave shall not form part of her maternity leave\ndays.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\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>IV.A nursing mother who returns to work after delivery shall be granted two\n[2]\u003C\u002Fp>\n\n\u003Cp>hours’ time off daily for nine [9] months to attend to her baby. The\nperiod shall be determined by the head of department and the nursing mother.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 15 - SALARY ADMINSTRATION\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.Salary Structure\u003C\u002Fp>\n\n\u003Cp>The employer shall design a Salary Structure relative to the job assignment\nand qualifications of employees of Neat Foods Ghana Limited for negotiations\nand approval for implementation by the Standing Negotiating Committee to be\nattached to this Agreement as appendix “A”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause focus highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>ii.Rate of Pay\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasefirmperformance\">\u003Cp>Any employee covered by this agreement shall receive salary increase\ncommensurable to his\u002Fher qualification and performance as contained in the\nsalary structure in appendix “A”.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.Salary Review\u003C\u002Fp>\n\n\u003Cp>The management of Better Best Academy and UNEAGES, at the standing\nnegotiating committee level shall determine the salary increments on yearly\nbasis during the two year life of this agreement..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv.Merit Increment\u003C\u002Fp>\n\n\u003Cp>On the basis of good performance through the Annual Appraisal Report, the\nhead of HR Department shall on the recommendation of the head of department\naward merit increment in line with the salary structure to deserving employees\nat the beginning of the year to reward hard work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v.Salary Advance\u003C\u002Fp>\n\n\u003Cp>The employer shall grant Salary Advance equivalent to the monthly basic\nsalary to an employee in financial difficulties. Upon request from the needy\nemployee, the head of department shall recommend to the head of finance to\neffect payment. Such advance shall be recovered fully in a period of two\nmonths.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vi.Special Advance\u003C\u002Fp>\n\n\u003Cp>In special circumstances, the employer shall grant a minimum of three month\nbasic salary to an employee who in urgent necessities demands for such\nassistance. If the head of department is satisfied with the reason for the\nrequest, shall recommend to the head of finance for payment. Recovery of such\nassistance shall be spread over twelve months period.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>ARTICLE 16 - UNION RECOGNITION\u003C\u002Fh3>\n\n\u003Cp>i.The management and board of Better Best Academy shall recognize the\nexistence of UNEAGES as the official representative of workers classified under\nthe Collective Bargaining Certificate and a Social Partner to the development\nand advancement of corporate goals of the company. It shall endeavor to secure\nthe maximum cooperation of all parties to promote harmonious working\nrelationship for the betterment of the work and the workers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.Union Notice Board\u003C\u002Fp>\n\n\u003Cp>The management shall provide notice boards properly placed on the premises\nof the company where management and union information shall be placed for the\nknowledge and attention of employees under this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.Union Activities\u003C\u002Fp>\n\n\u003Cp>•The employer shall in accordance with the Labour Act 2003, Act 651 grant\nlocal union executive and shop stewards of Better Best Academy reasonable time\nto attend union meetings and training programs that facilitates their effective\nservice delivery to the rank and file members.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Sufficient time notice at least 48hours shall be given to the head of\ndepartment to arrange for his\u002Fher proper release and replacement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv.The employer shall facilitate the work and the role of the union in\nthe\u003C\u002Fp>\n\n\u003Cp>promotion of hard work and discipline among workers with the provision of an\noffice to keep official records and documents and for other relevant\npurposes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v.Executive or shop stewards\u003C\u002Fp>\n\n\u003Cp>a.In line with the labour act, the employer shall recognize the existence of\nbranch executives as official representatives of the union\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b.The union shall assist in the resolution of labour conflict that may arise\nfrom time to time in the course of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vi.Union membership\u003C\u002Fp>\n\n\u003Cp>a.Employees covered by this agreement shall be deemed to be paid up\u003C\u002Fp>\n\n\u003Cp>members of the union. They shall pay union dues levied on every member as\nprovided for by the union’s Constitution.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b.New employees of the company engaged after the coming into\u003C\u002Fp>\n\n\u003Cp>effect of this agreement may be recruited into the membership of the\nunion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vii.Check-off Dues Payment\u003C\u002Fp>\n\n\u003Cp>In accordance with Section 111 of the Labour Act 2003, Act 651, the Union\nshall request in writing with the consent of the union members to the employer\nto deduct the agreed percentage of dues from the salaries of employees who are\nmembers of the union and pay same to the union as directed by it.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 17 - DISCIPLINE\u003C\u002Fh3>\n\n\u003Cp>In the exercise of its rights and responsibilities under the Labour Act\n2003, Act 651, the employer shall reserve the right to discipline any employee\nwho is proven to have misconducted him\u002Fherself while in the service of the\nemployer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a.Any proven misconduct or offence committed by a worker may be punishable\nby any of the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.Verbal or Written Warning\u003C\u002Fp>\n\n\u003Cp>ii.Suspension\u003C\u002Fp>\n\n\u003Cp>iii.Demotion in rank and salary\u003C\u002Fp>\n\n\u003Cp>iv.Freeze on Promotion [for specific period]\u003C\u002Fp>\n\n\u003Cp>v.Termination with\u002Fwithout notice\u003C\u002Fp>\n\n\u003Cp>vi.Dismissal\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b.Disciplinary Committee\u003C\u002Fp>\n\n\u003Cp>c.\u003C\u002Fp>\n\n\u003Cp>i.The Management and Union shall constitute a Standing Disciplinary\nCommittee made up of the: Headmaster and any other management representative\nrepresenting the employer and the Branch Union Chairman\u002FSecretary and a union\nrepresentative knowledgeable in the alleged offence representing the union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.In a situation where the offence cannot be proven immediately, the\nDisciplinary Committee shall convene to investigate the case and make\nappropriate recommendation for the consideration and action of the\nmanagement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.In all cases of discipline, the alleged offender shall be given ample\nopportunity either by the Management or the Disciplinary Committee to defend\nhim\u002Fherself before any action is taken on him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 18 – GRIEVANCE PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.The first point of call for any manner of grievance of a worker shall be\nthe Headmaster who would endeavor to resolve the grievance satisfactorily.\nHowever, if the grievance involves the headmaster, the employee shall formally\ncomplain to the Union Secretary to discuss the matter with the Director of the\nSchool for possible solution.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.If the matter remains unresolved, the local union shall formally submit\ncomprehensive report to the National Union for further investigation. If the\nnational union is satisfied of a bona fide case, the union shall write to the\nChairman to convene the Standing Negotiating Committee to resolve the\nmatter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.If the Standing Negotiating Committee fails to resolve the matter, the\naggrieved worker may report the matter to the National Labour Commission for\nfinal determination. The decision of the National Labour Commission shall be\nfinal and binding on all parties to the dispute.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION D - BENEFITS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 19 - PROVIDENT FUND [3RD TIER PENSION]\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>i.A contributory 3rd Tier Provident Fund Scheme shall be instituted in\nline\u003C\u002Fp>\n\n\u003Cp>with Pensions Act 2008, Act 766 to provide enhanced lump sum end of service\nbenefit to employees at the end of their service with the employer as\nfollows:\u003C\u002Fp>\n\n\u003Cp>Employee -5% Basic Salary per worker per month\u003C\u002Fp>\n\n\u003Cp>Employer-5% Basic Salary per worker per month\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.The Fund shall be managed independently by a Board of Trustees in line\nwith the rules, regulations and guidelines of the Pensions Act 766.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">\u003Ch3>ARTICLE 20 -MEDICAL FACILITIES\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>i.Better Best Academy shall provide free Medical Care to all employees\nand\u003C\u002Fp>\n\n\u003Cp>their registered dependents made up of a wife and four children of school\ngoing age up to 18years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.The facility shall include all medical care covered by the National\nHealth\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cp>iii.Insurance Scheme. However, Better Best Academy shall institute a Top\nUp\u003C\u002Fp>\n\n\u003Cp>Medical Scheme to cover other health care needs that the HHIS is unable to\ncover for the employees and their dependents\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 21 – ANNUAL BONUS\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>I.As part of its effort to motivate hard work among workers, the employer\nshall\u003C\u002Fp>\n\n\u003Cp>institute Annual Bonus incentive which shall be paid to employees in the\nmonth of December each year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusamount1\">\u003Cp>II.The Annual Bonus shall be the equivalent of each employee’s monthly\nbasic pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>In addition, the employer shall organize End of Year Get together to\nfraternize.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>III.Employees who are six months old in the service of the company in the\nmonth of\u003C\u002Fp>\n\n\u003Cp>December shall be entitled to full bonus. Those below six months shall earn\npro-rata bonus.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 22 - FUNERAL GRANT\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>1.Deceased Employee\u003C\u002Fp>\n\n\u003Cp>i.In the event of death of an employee, the employer shall make donation to\nthe bereaved family as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a.Cash donation of GH¢500 to the immediate family made up of the registered\nwife\u002Fhusband and children.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b.Cost of mortuary for a maximum of 14working days\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c.Coffin\u002Fshroud or GH¢500 in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d.Hearse\u002FAmbulance to carry the corpse to the place of burial within\nGhana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e.Donation of assorted drinks including Beer, Guinness, Malta Guinness, Soft\nDrinks and Schnapps to the immediate and extended families for the funeral.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f. Vehicle to convey employees to and from the burial and funeral rites of\nthe deceased\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Bereaved Employee\u003C\u002Fp>\n\n\u003Cp>I, When an employee is bereaved of a registered dependent including\nwife\u002Fhusband, children and parents, the employer shall make an all-inclusive\ndonation of GH¢600 to the bereaved employee\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION E - LEAVING THE SERVICE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 23 - TERMINATION\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>1.An employee whose service is fairly terminated under the Labour Act 2003,\nAct 651 other than Redundancy by the employer shall be served with one month\nwritten notice or payment of one month basic pay in liew of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.A fairly terminated employee shall be entitled to all earned and accrued\nbenefits due him\u002Fher during the period of his\u002Fher employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.In the event of Dismissal as stipulated under Article 22a [iv], the\ndismissed employee shall not be entitled to any notice of termination but shall\nbe entitled to all earned and accrued benefits and entitlements. However, the\nemployer shall surcharge the dismissed employee with the cost of damage or loss\ncaused by the dismissed employee when proven to have been caused by him\u002Fher.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch3>ARTICLE 24 - RESIGNATION\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.An employee who intends to withdraw his\u002Fher services from Better Best\nAcademy shall be required to notify the Management one month to the effective\ndate. Failure to serve the required notice, the employer shall deduct one month\nbasic pay from the entitlement of the resigned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.A resigned employee shall be entitled to all earned and accrued benefit\nunder the Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 25 - RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Employees covered by this Collective Agreement shall retire under the\nPensions Act 2008, Act 766\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.An employee due for retirement shall be served six [6] calendar months’\nnotice prior to the date of retirement during which period all benefits and\nentitlements shall be worked out and paid to the retiree before his\u002Fher last\nday in employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.To reduce the effect of unplanned pension, the Management in collaboration\nwith the Union shall organise Sensitization workshops for potential retirees to\ncondition them for happy and enjoyable pension. Such workshops shall be held\nfor employees who would be left with two years to retire. The module and\nfrequency of training and orientation shall be determined by the Management and\nUnion to suit the needs and expectations of potential retirees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 26 - AMENDMENT TO & VALIDITY OF AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall come into effect on ______________________ and shall\nremain in force. No individual party to this agreement has the power and or the\nright to alter, amend, insert, or change any part of this agreement except by\nthe Standing Negotiating Committee to do so However, either party to this\nAgreement may express its intention or desire to change, modify or amend the\nAgreement not later than thirty [30] days to the expiration of the Agreement.\nUntil a new Agreement is negotiated and signed into effect, the existing\nCollective Agreement shall remain in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ARTICLE 27 - OBLIGATIONS ON PARTIES TO THIS AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Board of Directors and Management of Better Best Academy and the\nNational Executive Council of the Union of Education, Agriculture & General\nServices Workers [UNEAGES] agree to respect and uphold the articles and\nprovisions of this Agreement in the spirit and letter upon which it was\nwritten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF SIGNED FOR AND ON BEHALF OF\u003C\u002Fp>\n\n\u003Cp>BETTER BEST ACADEMYUNION OF EDUCATION\u003C\u002Fp>\n\n\u003Cp>AGRICULTURE & GENERAL SERVICES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………….……………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DIRECTORGENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And witnessed by:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………….……………………………………………..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………….……………………………………………..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated this 20th day of October 2012 in Tema\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"paidmaternityleaveduration":44,"childcareleave":48,"maternity_nursing_breaks_length":52,"incidentalbonusamount1":56,"maternity_nursing_breaks_duration":60,"pregnancy":62,"STRUCINCR_trigger":66,"nursingmothers":70,"hourspday":72,"funeralpay":76,"contracttrialperiod":80,"pensionfund":84,"ONCERISE_trigger":88,"healthinsurancerelatives":92,"MEDICAL_trigger":96,"hourspweek":100,"contracttrial":103,"schedulesrestpw":105,"incidentalbonustype":109,"dayspweek_select":111,"healthinsurance":113,"overtimeallowanceamount1":117,"healthcareaccessrelatives":121,"coverunion_trigger":124,"wageincreasefirmperformance":128,"trainingprogrammes":132,"paidmaternityleave":136,"contractseverancepay":139,"CONSIGN_trigger":143},{"bindId":45,"name":46,"text":47},"paidmaternityleaveduration","I.A female employee covered by this Agre","I.A female employee covered by this Agreement who in the course of her\n\nemployment with Better Best Academy is certified by a Medical Doctor to be\npregnant shall be entitled to three months [3] leave with full pay as maternity\nleave.\n\n\n\nII.The period of the maternity leave shall be determined on the\nrecommendation of\n\nthe medical doctor in consultation with the head of department and the\npregnant employee.",{"bindId":49,"name":50,"text":51},"childcareleave","ARTICLE 13 - CASUAL LEAVE The employer m","ARTICLE 13 - CASUAL LEAVE\n\nThe employer may grant a maximum of seven [7] working days casual leave to\nan employee to attend to very urgent personal matters such as; bereavement,\nchild birth\u002Fdeliveries, marriage\u002Fwedding ceremonies, health needs of registered\ndependents",{"bindId":53,"name":54,"text":55},"maternity_nursing_breaks_length","IV.A nursing mother who returns to work ","IV.A nursing mother who returns to work after delivery shall be granted two\n[2]\n\nhours’ time off daily for nine [9] months to attend to her baby. The\nperiod shall be determined by the head of department and the nursing mother.",{"bindId":57,"name":58,"text":59},"incidentalbonusamount1","II.The Annual Bonus shall be the equival","II.The Annual Bonus shall be the equivalent of each employee’s monthly\nbasic pay.",{"bindId":61,"name":54,"text":55},"maternity_nursing_breaks_duration",{"bindId":63,"name":64,"text":65},"pregnancy","III.A pregnant worker who fall sick and ","III.A pregnant worker who fall sick and is declared unfit to work by a\nmedical doctor\n\nduring the period of her pregnancy shall be granted sick leave with pay for\nthe period. Such paid sick leave shall not form part of her maternity leave\ndays.",{"bindId":67,"name":68,"text":69},"STRUCINCR_trigger","ii.Rate of Pay Any employee covered by t","ii.Rate of Pay\n\nAny employee covered by this agreement shall receive salary increase\ncommensurable to his\u002Fher qualification and performance as contained in the\nsalary structure in appendix “A”.",{"bindId":71,"name":54,"text":55},"nursingmothers",{"bindId":73,"name":74,"text":75},"hourspday","I.The standard hours of work for pay sha","I.The standard hours of work for pay shall be eight [8] hours a day and or\nforty",{"bindId":77,"name":78,"text":79},"funeralpay","1.Deceased Employee i.In the event of de","1.Deceased Employee\n\ni.In the event of death of an employee, the employer shall make donation to\nthe bereaved family as follows:\n\n\n\na.Cash donation of GH¢500 to the immediate family made up of the registered\nwife\u002Fhusband and children.\n\n\n\nb.Cost of mortuary for a maximum of 14working days\n\n\n\nc.Coffin\u002Fshroud or GH¢500 in lieu.\n\n\n\nd.Hearse\u002FAmbulance to carry the corpse to the place of burial within\nGhana.\n\n\n\ne.Donation of assorted drinks including Beer, Guinness, Malta Guinness, Soft\nDrinks and Schnapps to the immediate and extended families for the funeral.\n\n\n\nf. Vehicle to convey employees to and from the burial and funeral rites of\nthe deceased\n\n\n\n2.Bereaved Employee\n\nI, When an employee is bereaved of a registered dependent including\nwife\u002Fhusband, children and parents, the employer shall make an all-inclusive\ndonation of GH¢600 to the bereaved employee",{"bindId":81,"name":82,"text":83},"contracttrialperiod","i.The employer shall subject newly engag","i.The employer shall subject newly engaged workers to a minimum of three\nmonths and maximum of six months’ probation during which period the employee\nshall be carefully observed regarding his\u002Fher suitability for the assigned\njob.",{"bindId":85,"name":86,"text":87},"pensionfund","i.A contributory 3rd Tier Provident Fund","i.A contributory 3rd Tier Provident Fund Scheme shall be instituted in\nline\n\nwith Pensions Act 2008, Act 766 to provide enhanced lump sum end of service\nbenefit to employees at the end of their service with the employer as\nfollows:\n\nEmployee -5% Basic Salary per worker per month\n\nEmployer-5% Basic Salary per worker per month\n\n\n\nii.The Fund shall be managed independently by a Board of Trustees in line\nwith the rules, regulations and guidelines of the Pensions Act 766.",{"bindId":89,"name":90,"text":91},"ONCERISE_trigger","I.As part of its effort to motivate hard","I.As part of its effort to motivate hard work among workers, the employer\nshall\n\ninstitute Annual Bonus incentive which shall be paid to employees in the\nmonth of December each year.\n\n\n\nII.The Annual Bonus shall be the equivalent of each employee’s monthly\nbasic pay.\n\nIn addition, the employer shall organize End of Year Get together to\nfraternize.\n\n\n\nIII.Employees who are six months old in the service of the company in the\nmonth of\n\nDecember shall be entitled to full bonus. Those below six months shall earn\npro-rata bonus.",{"bindId":93,"name":94,"text":95},"healthinsurancerelatives","iii.Insurance Scheme. However, Better Be","iii.Insurance Scheme. However, Better Best Academy shall institute a Top\nUp\n\nMedical Scheme to cover other health care needs that the HHIS is unable to\ncover for the employees and their dependents",{"bindId":97,"name":98,"text":99},"MEDICAL_trigger","ARTICLE 20 -MEDICAL FACILITIES i.Better ","ARTICLE 20 -MEDICAL FACILITIES\n\n\n\ni.Better Best Academy shall provide free Medical Care to all employees\nand\n\ntheir registered dependents made up of a wife and four children of school\ngoing age up to 18years.\n\n\n\nii.The facility shall include all medical care covered by the National\nHealth\n\niii.Insurance Scheme. However, Better Best Academy shall institute a Top\nUp\n\nMedical Scheme to cover other health care needs that the HHIS is unable to\ncover for the employees and their dependents",{"bindId":101,"name":74,"text":102},"hourspweek","I.The standard hours of work for pay shall be eight [8] hours a day and or\nforty\n\n[40] hours a week of five [5] days duration. In all cases, the period of\nwork shall be regulated by the employer to meet the needs of the work of the\nSchool but shall in line with laws regulating hours of work.",{"bindId":104,"name":82,"text":83},"contracttrial",{"bindId":106,"name":107,"text":108},"schedulesrestpw","II.Every worker shall be entitled to two","II.Every worker shall be entitled to two [2] days off duty in a week on\nSaturday and Sunday.",{"bindId":110,"name":90,"text":91},"incidentalbonustype",{"bindId":112,"name":74,"text":102},"dayspweek_select",{"bindId":114,"name":115,"text":116},"healthinsurance","i.Better Best Academy shall provide free","i.Better Best Academy shall provide free Medical Care to all employees\nand\n\ntheir registered dependents made up of a wife and four children of school\ngoing age up to 18years.\n\n\n\nii.The facility shall include all medical care covered by the National\nHealth",{"bindId":118,"name":119,"text":120},"overtimeallowanceamount1","III.Any extra classes organised by the s","III.Any extra classes organised by the school beyond normal working hours\nshall attract special rate determined between the Headmaster and the teaching\nstaff involved.",{"bindId":122,"name":115,"text":123},"healthcareaccessrelatives","i.Better Best Academy shall provide free Medical Care to all employees\nand\n\ntheir registered dependents made up of a wife and four children of school\ngoing age up to 18years.\n\n\n\nii.The facility shall include all medical care covered by the National\nHealth\n\niii.Insurance Scheme. However, Better Best Academy shall institute a Top\nUp\n\nMedical Scheme to cover other health care needs that the HHIS is unable to\ncover for the employees and their dependents",{"bindId":125,"name":126,"text":127},"coverunion_trigger","This Collective Agreement shall apply to","This Collective Agreement shall apply to staffs of the School who are\nmembers of the Union of Education, Agriculture & General Services Workers\nin the time being and other staff of the company who would be engaged\nthereafter and become members of the Union.",{"bindId":129,"name":130,"text":131},"wageincreasefirmperformance","Any employee covered by this agreement s","Any employee covered by this agreement shall receive salary increase\ncommensurable to his\u002Fher qualification and performance as contained in the\nsalary structure in appendix “A”.",{"bindId":133,"name":134,"text":135},"trainingprogrammes","In order to promote teamwork among worke","In order to promote teamwork among workers for higher productivity and\nharmonious working relationship at work, newly employed workers of the company\nshall undergo job orientation to introduce them to the cultural norms and work\nethics of the company.\n\n\n\nThe period of such orientation shall not exceed two weeks depending on the\nreality on the ground.",{"bindId":137,"name":46,"text":138},"paidmaternityleave","I.A female employee covered by this Agreement who in the course of her\n\nemployment with Better Best Academy is certified by a Medical Doctor to be\npregnant shall be entitled to three months [3] leave with full pay as maternity\nleave.",{"bindId":140,"name":141,"text":142},"contractseverancepay","1.An employee whose service is fairly te","1.An employee whose service is fairly terminated under the Labour Act 2003,\nAct 651 other than Redundancy by the employer shall be served with one month\nwritten notice or payment of one month basic pay in liew of notice.\n\n\n\n2.A fairly terminated employee shall be entitled to all earned and accrued\nbenefits due him\u002Fher during the period of his\u002Fher employment.",{"bindId":144,"name":119,"text":120},"CONSIGN_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Better Best Academy - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-09-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-08-31\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: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → General secondary education\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                        Better Best Academy\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                        UNEAGES - Union of Education, Agriculture & General Services Workers\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        \n\n\n        \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: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\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: → No\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: → 7 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: → \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            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → ['0']\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                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: →  %\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                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → GHS  %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\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                \u003Cdiv id=\"display-overtimeallowanceamount1\">\n                    Premium for overtime work: → GHS  per hour overtime\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[150],{"title":37,"slug":33},[152],{"type":153,"data":154},"call_to_action_body_block",{"title":155,"description":156,"variant":157,"link":158},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":155,"url":159,"description":155,"rel":160,"type":161},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[163],{"type":153,"data":164},{"title":155,"description":156,"variant":157,"link":165},{"title":155,"url":159,"description":155,"rel":160,"type":161},[]]