[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-bomarts-farms-limited-and-union-of-education-agriculture-and-general-services-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":185,"content_type_view":186,"extra_breadcrumbs":187,"body":189,"body_blocks":200,"related_pages":204},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":183,"translations":184},{"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-bomarts-farms-limited-and-union-of-education-agriculture-and-general-services-workers","8986dc4c-8282-11e3-bdb6-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-bomarts-farms-limited-and-union-of-education-agriculture-and-general-services-workers\u002Fcollective-agreement-between-bomarts-farms-limited-and-union-of-education-agriculture-and-general-services-workers\u002F","Collective Agreement between Bomarts Farms Limited and Union of Education Agriculture and General Services Workers - 2013","GHA Bomarts Farm Limited - 2013","Ghana - GHA Bomarts Farm Limited - 2013","GHA Bomarts Farm Limited - 2013 - Agriculture, forestry, fishing",{"name":41,"data":42},"Collective Agreement between Bomarts Farms Limited and Union of Education, Agriculture and General Services Workers.html","\n              \n              \n              \n              \n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT PROPOSAL BETWEEN BOMARTS FARMS LIMITED AND UNION OF\nEDUCATION, AGRICULTURE & GENERAL SERVICES WORKERS (UNEAGES of GFL)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 1: GENERAL BASIS OF AGREEMENT\u003C\u002Fp>\n\n\u003Cp>This Agreement is made this day ……………… of ………… Between\nthe herein after called\u003C\u002Fp>\n\n\u003Cp>“THE EMPLOYER” and the UNION OF EDUCATION, AGRICULTURE AND GENERAL\nSERVICES WORKERS (UNEAGES) OF GFL a Union officially recognized and certified\nunder the Labour Act 2003, Act 651 herein after called “THE UNION”. The\nterms and conditions of employment hereby agreed upon shall take effect from\n………………. And shall apply to all employees who are in the employment\nof the effective date of the agreement and thereafter subsequent employees who\nare engaged by the Company and subscribe to the membership of the Union while\nthis agreement is in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1 – PURPOSE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(A) 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 a basic Agreement covering general terms, hours of work and other\nconditions to be observed between the parties hereto during the life of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B) It is also agreed that, should any disagreement arise between the\nEmployer and the Union, the parties will immediately take steps to settle such\ndisagreement as provided for under the Labour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2: DEFINITION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. “EMPLOYEES” shall consist of casual, contract and permanent employees\nand shall apply to all unionized employees classified under the COLLECTIVE\nBARGAINING CERTIFICATE SPECIFIED IN APPENDIX ‘A’ (Salary Structure).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. CASUAL EMPLOYEES shall refer to workers who are hired on a daily basis\nand paid a daily wage, payable on a monthly basis and who have been in\nemployment for less than a cumulative period of six months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. CONTRACT EMPLOYEES shall refer to workers who having been in employment\nfor a period exceeding six months have been given a 12-month employment\ncontract by the EMPLOYER.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. PERMANENT EMPLOYEES shall refer to workers who have formal employment\nagreement with the Employer without limitation to time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v. “EMPLOYER” shall refer to the Management of BOMARTS FARMS LIMITED who\nis responsible for the day-to-day and general management of the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>4 “WORKING DAYS” shall consist of five working days per week of 40\nhours, between Monday and Sunday. Depending on the nature of exigency of the\nwork, the employer may vary the working days and hours to meet the specific\nneeds of the work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3 – DURATION \u002F WAGE OPENER\u002FMODIFICATION\u003C\u002Fh2>\n\n\u003Cp>This agreement shall remain in force for a period of not less than two (2)\nyears from the date of implementation. After Twenty-two (22) months from the\neffective dates, either party may give to the other notice in writing of its\ndesire to continue such agreement for a specified period agreeable to both\nparties and notice of intent to amend specified provisions or to terminate the\nAgreement. The duration of such notice shall be four (4) weeks. This Agreement\nshall however, continue to be in force until a new Agreement is concluded and\nsigned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WAGE OPENER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>After twelve (12) months from the date of this Agreement but only once\nduring the two (2) year period either party may give to the other party a\nmonth’s notice that it wishes to negotiate for revision in salaries\u002Fwages\nonly and until such revision is negotiated, concluded and agreed, the present\nrate specified in such appendix ‘A’ shall remain in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MODIFICATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Neither the employer nor the Union shall have the singular right to modify\nor waive off any provision of this agreement. Any such modification or waiver\nshall be with the consent of both parties to the Agreement and shall be done\nonly at the Standing Negotiating Committee Level.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 2 - ENTERING THE SERVICE OF BOMARTS FARMS LTD.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4: CONDITIONS OF ENGAGEMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Cp>(A) The employer shall give the newly employed a letter of appointment\nstating the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A .Wage\u003C\u002Fp>\n\n\u003Cp>B. Wage Scale\u003C\u002Fp>\n\n\u003Cp>C. Effective Date of engagement\u003C\u002Fp>\n\n\u003Cp>D. Probation Period\u003C\u002Fp>\n\n\u003Cp>E. Job Title\u003C\u002Fp>\n\n\u003Cp>F. Department\u003C\u002Fp>\n\n\u003Cp>G. Job Description\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B) All newly appointed employees covered by the agreement shall be placed\non probation. The probationary period shall be three (3) months of continuous\nemployment in the first instance and extendable to six (6) months, if the first\ninstance is not proven satisfactorily. During this period the progress of\nprobationers shall be reviewed prior to confirmation and unless the employee is\notherwise advised in writing to the contrary, he\u002Fshe shall be deemed to have\nbeen confirmed in the job at the end of the probationary period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(C) Before engagement, all prospective employees shall at the cost of the\ncompany undergo full Medical Test designated by the Company. The result shall\nbe communicated to the employee and the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(D) In certain areas of the Employer’s premises, smoking is dangerous and\nis a serious risk. In the interest of all concerned, where “NO SMOKING”\nnotices or Signs are displayed, smoking is prohibited and where this is\ndisobeyed, it will incur disciplinary measures. The Employer shall take steps\nto equip employees with appropriate skills in fire fighting for the prevention\nof fire out break.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(E) Personal property belonging to the Employee left on the Employer’s\nPremises is at the owner’s risk and the Employer cannot assume responsibility\nfor loss or damage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(F) No Employee covered by this Agreement shall be compelled to enter a\ncontract or Agreement with Employer concerning condition or employment, wages\nor salaries as dealt with in this Agreement or shall be allowed to be bonded by\nthe Employer without prior discussions with the Union. The Employer, after\nconsultations with the National Union, may in the case of specialized training,\nrequest the Employee to enter into a bond.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(G) At the time of signing this agreement all Employees, who have been in\nthe service of the Employer for not less than six (6) months shall be deemed as\npermanent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5: NOMINATION OF NEXT OF KIN\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Every Employee will give to the Employer, at the time of his engagement, the\nname and address of the nominee(s) who should receive any entitlement due from\nthe Employer to his Estate in the event of his death. This can be revoked,\nrenewed at the discretion of the Employee. In the event of death of the\nEmployee, the Employer shall give the beneficiary who was last nominated by the\ndeceased employee any benefits\u002Frights that may have accrued to the deceased.\nAll payments to beneficiaries shall be made in the presence of representatives\nof the Union. In cases where the Employee failed to provide a next of kin or\nthere are misunderstanding surrounding the claims of the deceased’s benefits,\nthe application of letters of Administration or Probate shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLES 6: RATES OF PAY\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(A) Every Employee covered by this Agreement shall receive rate of pay\nappropriate to his respective job classification as shown in Appendix ‘A’.\nA Statement of Account shall accompany every end of month pay packet. Payment\nshall be made on or before the last day of every month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B) All deductions permitted by law shall be made from the Salaries\u002FWages of\nan Employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(C) Should a new job be created subsequent to the date of this Agreement or\nshould an existing job be so substantially changed in its duties and\nresponsibilities that the old rate of pay, salary range etc., are no longer\nappropriate, the Employer and the Union shall meet to agree upon a rate of pay,\nsalary range etc, which are consistent with the Company’s salary structure\nfor the new or changed job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLES 7: ANNUAL INCREMENTS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(A) Salaries of staff shall be reviewed annually and, where conduct and\nperformance through the year have been satisfactory, an increment of 5% of the\nEmployees basic salary shall be awarded in conformity with the appropriate\nscale with effect from 1st January, of every year in addition to the annual\nincrement, the Employee may as an incentive for special qualities displayed in\ntheir field of work in the course of an incremental year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B) Where an Employee’s increment is to be withheld because of established\nunsatisfactory work or conduct, the Employee will be advised in writing at\nleast two months before the end of the incremental year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8: PROMOTION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(A) As far as possible, and depending on suitable candidates being found,\nall vacancies will be filled by promotion from within.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B) Promotions to vacancies in higher grades shall be based on efficiency on\nthe job, experience, sense of responsibility, initiative, general behaviour and\nlength of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(C) Employees will be informed through internal advertisement of vacancies,\nas they occur to enable those in other departments or lower grades with\nrequisite qualifications who may wish to be considered to apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(D) An employee promoted to a new position shall serve a trial period of\nthree (3) months. If in the opinion of the employer he fails to perform\nsatisfactorily during the period, he will be reverted to his former position.\nAn employee reverted could be considered for promotion at a future date.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9: WORKING HOURS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>The Standard hours or work for basic pay shall be forty (40) hours per week\n(with two days off duty) Security Officers shall work for five (5) days in a\nweek and shall be on special salary scale.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The hours of work shall be regulated by the employer in accordance with the\nexigencies of the work and in consultation with the Union but no employee shall\nbe required to work continuously for longer than five days or (40) hours of\nwork without the appropriate rest.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In consultation with the Union and in accordance with the exigencies of the\nwork there may be scheduled work on Saturday, Sunday and Public Holidays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A minimum of 30 minutes break shall be allowed for workers on shift work,\nand this will be counted as working hours. However, in the case of double shift\nwork, an employee shall be entitled to one-hour break, which shall not be\ncounted as part of the working hours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10: OVERTIME\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>(A) Employees requested by the employer or his representative to work in\nexcess of the normal working hours per day shall be paid overtime for work so\nperformed as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Working days-One and half\u003C\u002Fp>\n\n\u003Cp>- Off days-Double time (2)\u003C\u002Fp>\n\n\u003Cp>- Public Holidays-Normal pay)+ double time for hrs Worked\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B) Whereas overtime is not compulsory, the employees should be willing to\ndo overtime when the exigencies of work so demand provided adequate time notice\nis served on the worker.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(C) Overtime rates shall be as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Working days-Time and Half (1½)\u003C\u002Fp>\n\n\u003Cp>- Off days-Double time (2)\u003C\u002Fp>\n\n\u003Cp>- Public Holidays-Normal plus Double time (1+2)\u003C\u002Fp>\n\n\u003Cp>- Security\u002FWatchmen -Normal plus Double time (1+2)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11: DISCIPLINE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(A) TERMINATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where the Employer terminates the services of an employee for a stated\nreason other than proven misconduct, the Employer shall serve such employee one\nmonth notice or one-month’s pay in lieu of notice thereof and Long Service\nAward and where applicable the Employee shall be made to use any entitled leave\nduring the period of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Upon termination of Employment the Employee shall return all Company\ndocuments, assets or materials in his\u002Fher custody before any payment of\noutstanding salary or earned benefits from Long Service Award is paid to such\nEmployee. In all cases the Employer must assigned the reason of any Termination\nto that effect.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where the employer terminates the services of an Employee on the ground\nof:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. Mutual consent of the Employer\u002FEmployee\u003C\u002Fp>\n\n\u003Cp>ii. ILLNESS treatment or sexual harassment\u003C\u002Fp>\n\n\u003Cp>iii. The death of an Employee\u003C\u002Fp>\n\n\u003Cp>iv. Employee medically unfit certified by medical officer\u003C\u002Fp>\n\n\u003Cp>v. Sickness or accident of the worker\u003C\u002Fp>\n\n\u003Cp>vi. Proven incompetence of the worker\u003C\u002Fp>\n\n\u003Cp>vii. Lack of requisite qualification on the part of the worker for the work\nwhich he is employed\u003C\u002Fp>\n\n\u003Cp>viii. Legal restrictions imposed on the worker prohibiting the worker from\nperforming the work for which the worker is employed\u003C\u002Fp>\n\n\u003Cp>ix. The employer shall serve the affected employee two (2) weeks notice if\nthe service is less than three (3) years and One (1) month notice if the\nservice is three (3) years and above or payment in lieu of the required\nnotice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Terminated Employee shall be entitled to all earned benefits and\nentitlements as at the time of his\u002Fher termination as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. Salaries\u002FWages\u003C\u002Fp>\n\n\u003Cp>b. Accrued leave and, or proportional leave.\u003C\u002Fp>\n\n\u003Cp>c. Annual Bonus if worked beyond ten (10) months in that particular year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All matters of discipline in relation to Termination under this Collective\nLabour Agreement shall be in conformity with the Labour Act 2003 Act 651,\nSections 15,17,18,62 and 64.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B) DISMISSAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of an Employee being found guilty by the Employer of serious\nmisconduct such as dishonesty, stealing, fighting, insubordination, assault,\ndrunkenness on duty, smoking in prohibited areas, he shall be dismissed. The\nEmployer shall notify the Union in writing and explain the circumstances\nleading to the dismissal after giving hearing to the affected employee whether\nverbal or in writing. The Employer may consider other alternative penalties in\nplace of dismissals.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Employer shall be responsible for ensuring that all employees conduct\nthemselves in a professional manner at all times and shall investigate and\nimpose appropriate sanctions as it deems fit in cases of misconduct, provided\nthat all cases of discipline shall be dealt with in accordance with the Labour\nAct 2003, Act 651.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where an Employee misconducts himself, he shall be given an opportunity by\nthe Employer to explain why disciplinary action should not be taken against\nhim, provided that the Employer reserves the right to make a final decision on\nthe matter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where an Employee is dismissed as a result of proven misconduct, there shall\nbe no requirement for the Employer to serve any prior notice of such dismissal\nand the Employee shall only be entitled to any earned benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(C) WARNING\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where an Employee commits an offence, which does not amount to serious\nmisconduct, such Employee will be warned in writing. If after three (3) such\nwarnings the Employee commits a fourth (4th) offence, his services shall be\nterminated. Warning letters cease to have effect 12 months from the date of\nissue. Before a written warning is given, discussion will be held with the\nEmployee in the presence of a Union representative or a written query shall be\ngiven to the Employee to answer within 48 hours. If no satisfactory answer is\ngiven the Employee shall be given written warning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(D) SUSPENSION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where an Employee is suspected of committing an offence, which cannot be\nimmediately proved, he shall be suspended on half-pay pending further\ninvestigation. If at the end of the investigation he is proved not guilty he\nwill be paid as if he had worked for the full period of the suspension. On the\ncontrary, should the employer decide to terminate the service of an employee,\nunder investigation, the employer shall provide detailed reasons for its\naction.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(D) INTERDICTION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where and when an employee is alleged to have committed an offence which\ncannot immediately be proven, he\u002Fshe shall be suspended or interdicted on half\npay for period not exceeding 30 days pending investigations or such longer\nperiod as the Employer may require to complete investigations. The suspended or\ninterdicted employee shall be reinstated and be paid the balance of salary as\nif he\u002Fshe had worked for the full period of the suspension if at the end of the\ninvestigation he\u002Fshe is proven innocent of the offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Investigating Committee (IC) shall be set to investigate the matter and a\nfinal report shall be submitted to Managing Director before the final decision\nshall be taken against the culprit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A Committee members shall comprises of Local Union 2, Senior Staff 2 and\nManagement 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12: ABSENCE DURING WORKING HOURS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(A) An Employee wishing to leave his place of employment will first seek\npermission from his department head. Any Employee who leaves his place of work\nwithout permission will be committing an offence and written warning shall be\ngiven. No Employee on shift shall leave his work without permission or\nreliever.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13: ABANDONMENT OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An Employee covered by this Agreement who absents himself from work without\npermission shall be queried and shall have the equivalent of his pay deducted\nfrom the period of unauthorized absence. The Employer shall have the offence\nrecorded in the first instance. For a second offence under this Article, he\nshall receive a written warning under Article 11 – Discipline.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An Employee who absents himself for five (3) consecutive working days or\nfive (5) days in total for any month and who gives unsatisfactory explanation\nshall be regarded as having abandoned his employment and he\u002Fshe shall be\ndismissed in accordance with the Labour Act 651 of 2003, Sections 15 and 62.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14: TRANSFER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(A) The Employer may transfer an Employee from one station to another in the\ninterest of the business. The Employer shall pay the Employee an inconvenience\nallowance of his two (2) months consolidated salary if the transfer is\npermanent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Employer shall provide transport for the Employee and his family. For\nthe purposes of this Article, an Employee’s family shall be his wife and\nthree (3) children under 18 years of age or 21 years if attending educational\ninstitutions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B) Department transfer may be effected in the interest of work, but\nconsideration should be given to the Employee’s health and qualifications.\nHowever, if the transfer is necessitated by redeployment and such transfer\ninvolves changing the Employee’s trade or job, the employee will be given the\noption of accepting the new job assigned or termination on grounds of\nredundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 4: RIGHTS AND PRIVILEGES IN SERVICES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 15:ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>A. An Employee who has completed 12 months continuous service shall be\ngranted annual leave according to the following scales.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1 st to 3rd year – 15 working days\u003C\u002Fp>\n\n\u003Cp>4 years and above – 20 working days\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. The Employer shall prepare a departmental leave roster, which shall be\nposted on the departmental notice board at the beginning of the year. Where,\nhowever the Employees are requested by the Employer to take their leave in\nspecial circumstances, they shall be given one month’s notice in advance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. Leave will be taken at the convenience of the Employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D. Accumulation of leave will not normally be permitted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>E. Every Employee shall enjoy an unbroken period of leave. However, the\nEmployer, in cases of urgent necessity, may require an Employee to interrupt\nhis leave and return to work\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>F. An Employee whose leave is thus interrupted shall be given the rest of\nthe leave. Where an Employee is required to interrupt his annual leave in the\ncircumstances stated above, the Employer shall reimburse the Employee any\nexpenses incurred by him of the interruption.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>G. Any Employee desiring to change his original leave shall apply to his\nHead of Department\u002FSupervisor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>H. Periods of absence from duty with permission on voluntary public works\nand duties and special leave with or without permission shall not count as part\nof annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16: CASUAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Casual leave will be granted with pay to Employees in special circumstances\nif the Employer is satisfied that there is a bonafide case. The period of such\nleave, which shall not exceed 5 working days in any leave year, shall not count\nas part of annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17: SICK LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Any Employee who is absent from work due to sickness shall be granted sick\nleave as follow, provided such absence is covered by medical certificated\nsigned by the Employer’s Medical Doctor or a Registered Medical Practitioner:\n(A Medical Board should be appointed to ascertain whether the worker is\nmedically fit or not).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>A. From 6 month but less than 4 years\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Full pay- 3 months\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Three-quarters pay- 3 months\u003C\u002Fp>\n\n\u003Cp>Half pay- 3 months\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Over 4 years service but less than 8 years\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Full pay- 6 months\u003C\u002Fp>\n\n\u003Cp>Three-quarter pay- 3 months\u003C\u002Fp>\n\n\u003Cp>Half pay- 3 months\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8 years service and over\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Full pay- 8 months\u003C\u002Fp>\n\n\u003Cp>Three-quarter pay- 6 months\u003C\u002Fp>\n\n\u003Cp>Half pay- 6 months\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Any Employee found working for pay whilst on sick leave shall be subject\nto summary dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. In the first place an Employee found to be suffering from pulmonary\ntuberculosis\u003C\u002Fp>\n\n\u003Cp>necessitating absence from work shall be granted sick leave with the full\npay for twelve (12) months or such lesser period as may be necessary before\nhe\u002Fshe is fit to return to work. If at the end of twelve (12) months he\u002Fshe is\nnot fit to return to work but is likely to do so within a further four (4)\nmonths, he\u002Fshe shall remain on sick leave with full pay for this further\nperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D. If after the exhaustion of the sick leave period an employee is still not\nfit to work. His\u002Fher appointment shall be terminated on health grounds after\ndeclared unfit by a certified medical officer as stated in article 11(Aiv).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 18: MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>A Female employee shall be entitled to maternity leave as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>1. In addition to normal annual leave a female employee shall be granted\nmaternity leave on full pay for a period of three (3) months\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>2. Postnatal confinement may be extended by two (2) weeks or beyond, in\nabnormal delivery cases or where 2 or more babies are born.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Maternity leave shall be additional to any leave entitlement and\u002For sick\nleave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>4. Nursing Mothers will be granted two (2) hours daily off duty until the\nchild is one year old.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5. Upon the production of duly certified Medical report by a registered\nMedical Practitioner, a Pregnant or nursing mother may be exempted from\novertime work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 19: MEDICAL TREATMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>A. The Employer will provide free medical care for the Employee and such\nattention will be at the Employer designated Hospital\u002FClinic or any of the\nGovernment recognized Health Facility.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. When it is not possible for an Employee to attend the Employer’s Clinic\ndue to the emergency nature of the case, a registered Medical Practitioner may\ntreat him at any Government Hospital\u002FClinic.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. The provision of Denture and Spectacle, Surgical Operations and Venereal\nDiseases are excluded from the provision of the Article. Where, however, a\nWorker sustains injury by accident or contracts disease arising out of and in\nthe course of his work, the Employer will bear the full cost of treatment. This\nwill include cost of transportation, where applicable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D. Any employee who falls sick at the place of work shall report to his\nimmediate supervisor and obtain a clinic form that shall be completed and\nreturned after treatment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>E. The Employer shall provide free medical treatment to Employee’s but\nsubject to the company’s modalities.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20: PERIODIC MEDICAL CHECK-UP\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>The Employer in consultation with the Industrial Physician and the Union, to\nindicate areas of employment where Employees shall undergo periodic medical\ncheck-up.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 21: SAFETY RULES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>The Employer shall make reasonable provision for the safety and health of\nEmployees, and shall provide protective devices\u002Fequipment, e.g.\nSafety\u002FWallington boots Raincoats, Gloves, Ear\u002FEye\u002FNose protectors against\nindustrial accidents and diseases to Employees who by the nature of their jobs\nrequire them.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22: INDUSTRIAL ACCIDENTS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>A. An employee who is unable to present himself at work because of injuries\narising out of work in the course of his\u002Fher employment shall be granted full\npay till he\u002Fshe is fully recovered.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Thereafter, the provisions of the workman’s Compensation Law, PNDC Law\n187 of 1987 regarding payment of salaries shall apply. Compensation to such\nemployees shall be made in accordance with the workmen’s compensation law in\nforce at time of injury.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. Should an Employee contract an industrial disease arising out of and in\nthe course of his employment, the company will give the Employee adequate\ntreatment for his disease and to the extent of the facilities available and\nfurther if in the opinion of the Company’s Medical Officer further\nConsultation and\u002For medical facilities outside the Company are required, the\ncost of the additional treatment shall be borne by the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D. Incapacitated employees may be rehabilitated in accordance with labour\nRegulation. Employees, who by the statutory, limitation of the law are\nprecluded from receiving the workman’s Compensation under the Scheme, shall\nnot be less favourable than that under Workman’s Compensation Law.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23: UNIFORM\u002FWORK CLOTHING\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. The Employer shall provide uniforms to all workers whose work requires\nfor such and these shall be replaced as when necessary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Where the Employer provides the Employee with uniform\u002Fwork clothing in\nthe interest of the business, it shall be maintained at the expense of the\nEmployer. The Employer reserves the right to deduct, under the Labour Law, the\ncost of the uniform\u002Fwork clothing from the entitlements of any Employee who\nfails to return, it for reasons of loss or damages, such uniform\u002Fclothing on\nleaving the service of the employer. The Union shall approach the Employer on\nall matters connected with the provision of these uniform\u002Fwork clothing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 24: TRAINING WITHIN INDUSTRY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>A.The Employer undertakes to provide reasonable facilities for the training\nof Employees, including apprentices where such means will enable Employee to\nsecure competency in the performance of their duties and fit them for promotion\nwithin the establishment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>Where the Employee is required by the Employer to take a course at a\nrecognized educational establishment, which requires time-off, the Employer\nshall afford the Employee such time off with pay and the Employer shall\nundertake to bear the cost of such course. Any Employee required to undertake\ntraining for a higher appointment in the Company will be acquainted within the\nperiod of training and the grade to which he would be promoted on successful\ncompletion of his training.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 25: TRANSPORT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>Free Transport will be provided to convey employees to and from work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26: REDUNDANCY\u002FSERVICE AWARD\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. Where for one reason or other the employer is compelled to declare a\nnumber of employees redundant, the employer shall give three calendar months\nnotice to the Union. The notice shall enable the necessary negotiations to be\nmade on the redundancy exercise. The three months notice shall also be served\non the affected employee or payment in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. The employees whose services are to be terminated owning to redundancy\nshall usually to determined on “FIRST IN LAST OUT” basis. In cases where\nthe employer wishes to retain the services of a worker with less service on\nmerit or his performance ability is greater than that of employee with longer\nservice, the Union shall be consulted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. Injury arising out of duties at BOMARTS FARMS LIMITED would not be used\nas basis for redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D. When subsequent employment arises in the same department within twelve\n(12) months from the date employees in that department were declared redundant,\nthese employees shall be given preference for re-employment. It is understood\nthat any redundant employee, employed under this article shall be considered as\na new employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>E. Before an employee is made redundant, every effort shall be made to see\nif his services can be utilized elsewhere in the Company. If this is not\nfeasible, an employee who is declared redundant by the Standing Negotiation\nCommittee shall be paid 2 months pay for each year of service multiplied by the\nyears served. However, in the event the financial position of the Company can\nnot meet such obligations, then there shall be a negotiation for a comprise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>F. With Reference to Article 26 where for one reason or another the employer\nis compelled to declare any number of the employees redundant, a Union\nExecutive, shall not be victimized under the cover of normal disciplinary\nprocedures. In any case of discipline against a Union officer, Section 15 of\nthe Labour Act 2003, Act 651 and Article 38 of this Collective Agreement shall\napply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>26 c. With Reference to Article 26 where for one reason or another the\nemployer is compelled to declare any number of the employees redundant, a Union\nExecutive shall not be victimized under the cover of normal disciplinary\nprocedures. In any such case of discipline against a union officer, Section 15\nof the Labour Act 651 and Article 39 of the CA shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>G. In all cases of redundancy payment, the latest salary on which the\nemployee shall be laid off shall be used in calculating the Severance Pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 27: RECREATION FACILITIES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall encourage reasonable recreational activities and will\nco-operate with the employees in providing and maintaining equipment for such\nactivities.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 28: ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. Any Employee covered by this Agreement and required to carry out full\nduties of a post superior to the grade in which he is normally employed shall\nbe paid an Acting Allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Where an Employee is required to perform such duties for not less than 11\nworking days, he\u002Fshe shall be paid 60% of the difference between his\u002Fher salary\nand that of the superior but pro-rata of the days worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. When an Employee discharges the duties of another Employee of grade lower\nthan the grade in which he\u002Fshe is normally employed in addition to his\u002Fher\nnormal duties, and when overtime is not required, an Ex-gratis payment shall be\npaid to the Employee in recognition of his\u002Fher service at the discretion of the\nEmployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 29: PER DIEM\u002FOUT OF STATION\u002FBOARDING AND LODGING EXPENSES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who is required in the course of his duties to spend one or more\nnights away from his normal station of employment will be paid reasonable\nexpenses incurred.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. Reasonable lodging and other out of pocket expenses connected with the\nwork shall be paid to any Employee who is required to spend the night away\neither from or within the country on duty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>B. LUNCH ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvoucherstype1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>Where an Employee spends lunch period outside his place of work on duty,\nhe\u002Fshe shall be entitled to an allowance of GH¢5.00\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 30: FRUSTRATED WORK\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When a employee reports for duty on his normal working day and due to no\nfault of the employee he is ordered to leave or stop work by the Employer or\nany person in the authority of the Employer before the Employee can complete\nthe days full hours of work, he shall receive the full pay for the day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 31: CALL IN ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>An Employee whose off-duty period is disturbed by being called to duty shall\nbe paid his\u002Fher transport fare calculated on taxicab charge for each call in\naddition to twice the normal overtime payment due to him\u002Fher.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 32: ANNUAL BONUS\u002FPERFORMANCE TARGET BONUS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Annual Bonus shall be paid not later than the 3rd week of December to all\npermanent serving Employees who have served for not less than eight (8) months\nin December. Such bonus shall be one (1) month consolidated pay . Payment shall\nbe made in due consideration with the profitability of the company during the\nyear.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. Every employee shall receive incentive package based on production\ntargets achieved during the year. Management will use its discretion to reward\noutstanding performance of employees with special incentives .\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. In the event, that the said target is achieved. The production incentive\nshall be paid to every employee before the end of the first quarter of the\nfollowing year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 33: FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>A) In the event of the death of an Employee, the Employer will make to the\nfamily of the deceased a grant of Five Hundred Ghana Cedis (GHC 500.00) to\nassist them in meeting the expenses involved. In addition, the Company shall\nprovide transport to convey workers and dead body to burial ground or hometown\nwithin Ghana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B) On the death of a spouse\u002Fchild the Employer shall support the bereaved\nfamily with an amount of Two Hundred Ghana Cedis (GHC200.00) however in the\ncase of a mother\u002Ffather support of GH¢100.00 shall be made under this Article\nupon producing to the Employer a Marriage Certificate, Death or Burial\nCertificate of the deceased.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 5:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 36: RETIRING AGE\u002FRESIGNATION\u002FTERMINATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. There shall be a voluntary retiring age of Fifty-Five (55) years for all\nEmployees. Compulsory retiring 60 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Three months notice shall be given either side in the case of voluntary\nor compulsory retirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. Any Employee leaving the service of the Employer, either on voluntary of\ncompulsory retirement shall at the discretion of the employer be given a\nfarewell package\u003C\u002Fp>\n\n\u003Cp>D. The employee must be given a certificate or citation of service\u002Fhonor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>E. When an Employee due for retirement is left with less than six months to\nqualify for long service award, he\u002Fshe shall be deemed to have qualified for\nthe award and shall be given the full award accordingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RESIGNATION:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any employee wishing to resign from his employment shall give one month\nnotice or one-month’s pay in lieu of notice thereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who worked for more than five years and wishes to resign from\nthe company shall give one (1) month notice to the Employer and state the\nreason for its intended resignation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who worked for five years and above on resignation shall receive\nan Ex-gratia Award Package at the discretion of the employer. This award shall\nbe given to deserving employees who serve resignation notice with reasons to\nthe employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 37: LONG SERVICE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowanceamount1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>A) Any Employee who has worked for 5 years and above would be given a long\nservice award as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5 years-Wrist watch (Gold) or 2 – months pay\u003C\u002Fp>\n\n\u003Cp>10 years -5 Month basic salary\u003C\u002Fp>\n\n\u003Cp>15 years -10 bags of cement + 5 moths basic salary\u003C\u002Fp>\n\n\u003Cp>20 years -20 bags of cement + 10 months basic salary\u003C\u002Fp>\n\n\u003Cp>25 years -100 bags of cement + 10 months basic salary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B) CERTIFICATE OF SERVICE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On leaving the services of the Employer, a Certificate of service shall be\nissued to the Employee stating the period of service to the Employer and his\njob titles.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 38: GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All complaints or dispute concerning violation, or non-compliance with or\nthe application, interpretation of this Agreement but not including any\nrequested or proposed changes in this Agreement are herein referred to as\ngrievance and shall be settled as promptly as practicable through the follow\nchannels:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Step 1: The employee claiming a grievance shall first discuss the grievance\nor request with his\u002Fher immediate departmental Head or Manager who shall\nconsider and dispose of it promptly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Step 2: Failing satisfactory settlement of the grievance within two (2)\nworking days, the employee and his\u002Fher Local union Shop Steward or\nrepresentative shall then discuss the grievance with the employee’s\ndepartmental head or Manager.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Step 3: Failing satisfactory settlement the grievance shall then be reduced\ninto writing within five (5) working days after the discussion with the\nDepartmental Head or Manager for settlement at the sub-committee level. The\nsub-committee made up of management and local union representatives shall\nendeavour to resolve is referred to it.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Step 4: Failing satisfactory settlement in step 3, the union shall within\nseven (7) working days refer the grievance in writing for discussion by the\nStanding Negotiation Committee. A meeting for discussion of such referred\ngrievance shall be held promptly but not later than seven (7) working days\nafter the union’s letter of request.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Step 5: Failing satisfactory settlement in step 4 the matter shall be\nreferred to the appropriate state Authority preferably, the National Labour\nCommission for final and conclusive settlement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 39: UNION MEMBERSHIP\u002FCHECK OFF\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. Every Employee covered by this Agreement shall be deemed to be a member\nof the Union and shall pay Union dues uniformly levied against all members of\nthe Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. At the written request of the Union, the sums deducted as Union dues\nshall be paid out as shall be directed by the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 40: SHOP STEWARDS – RIGHTS AND RESPONSIBILITIES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. Either parties of this Agreement recognize the existence of shop stewards\nas official representatives of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. For the purpose of this Agreement, the shop steward shall consult or be\nconsulted on all grievances of disciplinary measures of Employees and\nManagement at all levels with a view to resolving the grievances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. Reasonable facilities shall be offered to shop stewards and Union\nOfficial during normal working hours to carry out their Union responsibilities,\nbut they must not leave their work without first having obtained the permission\nfrom their supervisors.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D. The Union shall furnish the company with list of shop stewards and Union\nOfficials, which shall be reviewed from time as may be necessary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 41: UNION OFFICIAL\u002FSHOP STEWARDS NOTICE BOARD\u002FUNION OFFICE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. The parties to the Agreement shall recognize the right of the Union\ndesignated Officials.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. The parties to this Agreement shall recognize the role of shop stewards\nwho are Union Representatives on the shop floor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Union Officials and Shopstewards shall intercede in matters affecting\nthe well being of employees during normal working hours provided that\npermission has been obtained from the immediate supervisor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 42: RESPONSIBILITIES PARTIES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. Both parties agree that this Agreement imposes serious duties and\nresponsibilities on the Union as well as the Employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Nothing in this Agreement will worsen any existing conditions of\nservice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 43: LEGAL ASSISTANCE FOR COMPANY DRIVERS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. In the event of criminal proceedings being taken against a driver\ninvolved in any motor offence while driving a company vehicle in the course of\nhis duties, the employer’s insurance company will provide legal counsel for\nthe defence. If the driver has committed a breach of traffic regulations, he\nwill reimburse the company any costs the company incurs in defending the\naction.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. In the event of an accident, the driver is to comply with the\ncompany’s insurance policy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.Drivers employed by the company will have their licence renewed by the\nemployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. The “drivers” in this sense means any one employed to drive or\noperate any vehicle or forklift of the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BOMARTS FARMS LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………….......\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>UNION OF EDUCATION AGRICULTURE & GENERAL SERVICES WORKERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..………………………………………\u003C\u002Fp>\n\n\u003Cp>GENERAL 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>Dated this _______ day of _____________________________ 2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"disabilitypay":44,"paidmaternityleaveduration":48,"maxsicknesspay":52,"WAGES_determined":56,"maternity_nursing_breaks_duration":60,"longserviceallowanceamount1":64,"STRUCINCR_trigger":68,"nursingmothers":72,"funeralpay":74,"MEALALL_trigger":78,"trainingfund":82,"contracttrialperiod":86,"maternityotherclause":90,"longserviceallowancetype":94,"SKILLEVEL_trigger":96,"mealvouchersamount":98,"commutingallowancetype":102,"OVERTIME_trigger":106,"SENIOR_trigger":110,"healthcareaccess":112,"apprenticeships":116,"COMMUTE_trigger":120,"SUNDAY_trigger":122,"hourspweek_select":126,"trainingprogrammes":130,"mealvoucherstype1":133,"maternity_nursing_breaks_length":135,"healthandsafetypolicy":137,"contracttrial":141,"sicknesspay":143,"dayspweek_select":147,"paidmaternityleaveall":150,"schedulesrestpw":154,"sicknessmaxdaysnr":156,"MAXHOURS_trigger":159,"hivpolicy":161,"paidmaternityleavepay":165,"sicknessmaxdays":167,"paidmaternityleave":169,"contractseverancepay":171,"PAIDLEAV_trigger":175,"CONSIGN_trigger":179},{"bindId":45,"name":46,"text":47},"disabilitypay","A. An employee who is unable to present ","A. An employee who is unable to present himself at work because of injuries\narising out of work in the course of his\u002Fher employment shall be granted full\npay till he\u002Fshe is fully recovered.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","A Female employee shall be entitled to m","A Female employee shall be entitled to maternity leave as follows:\n\n\n\n1. In addition to normal annual leave a female employee shall be granted\nmaternity leave on full pay for a period of three (3) months\n\n\n\n2. Postnatal confinement may be extended by two (2) weeks or beyond, in\nabnormal delivery cases or where 2 or more babies are born.\n\n\n\n3. Maternity leave shall be additional to any leave entitlement and\u002For sick\nleave.\n\n\n\n4. Nursing Mothers will be granted two (2) hours daily off duty until the\nchild is one year old.\n\n\n\n5. Upon the production of duly certified Medical report by a registered\nMedical Practitioner, a Pregnant or nursing mother may be exempted from\novertime work.",{"bindId":53,"name":54,"text":55},"maxsicknesspay","A. From 6 month but less than 4 years Fu","A. From 6 month but less than 4 years\n\n\n\nFull pay- 3 months\n\nThree-quarters pay- 3 months\n\nHalf pay- 3 months\n\n\n\nOver 4 years service but less than 8 years\n\n\n\nFull pay- 6 months\n\nThree-quarter pay- 3 months\n\nHalf pay- 3 months\n\n\n\n8 years service and over\n\n\n\nFull pay- 8 months\n\nThree-quarter pay- 6 months\n\nHalf pay- 6 months",{"bindId":57,"name":58,"text":59},"WAGES_determined","(A) The employer shall give the newly em","(A) The employer shall give the newly employed a letter of appointment\nstating the following:\n\n\n\nA .Wage\n\nB. Wage Scale\n\nC. Effective Date of engagement\n\nD. Probation Period\n\nE. Job Title\n\nF. Department\n\nG. Job Description",{"bindId":61,"name":62,"text":63},"maternity_nursing_breaks_duration","4. Nursing Mothers will be granted two (","4. Nursing Mothers will be granted two (2) hours daily off duty until the\nchild is one year old.",{"bindId":65,"name":66,"text":67},"longserviceallowanceamount1","A) Any Employee who has worked for 5 yea","A) Any Employee who has worked for 5 years and above would be given a long\nservice award as follows:\n\n\n\n5 years-Wrist watch (Gold) or 2 – months pay\n\n10 years -5 Month basic salary\n\n15 years -10 bags of cement + 5 moths basic salary\n\n20 years -20 bags of cement + 10 months basic salary\n\n25 years -100 bags of cement + 10 months basic salary\n\n\n\nB) CERTIFICATE OF SERVICE\n\n\n\nOn leaving the services of the Employer, a Certificate of service shall be\nissued to the Employee stating the period of service to the Employer and his\njob titles.",{"bindId":69,"name":70,"text":71},"STRUCINCR_trigger","(A) Salaries of staff shall be reviewed ","(A) Salaries of staff shall be reviewed annually and, where conduct and\nperformance through the year have been satisfactory, an increment of 5% of the\nEmployees basic salary shall be awarded in conformity with the appropriate\nscale with effect from 1st January, of every year in addition to the annual\nincrement, the Employee may as an incentive for special qualities displayed in\ntheir field of work in the course of an incremental year.\n\n\n\n(B) Where an Employee’s increment is to be withheld because of established\nunsatisfactory work or conduct, the Employee will be advised in writing at\nleast two months before the end of the incremental year.",{"bindId":73,"name":62,"text":63},"nursingmothers",{"bindId":75,"name":76,"text":77},"funeralpay","A) In the event of the death of an Emplo","A) In the event of the death of an Employee, the Employer will make to the\nfamily of the deceased a grant of Five Hundred Ghana Cedis (GHC 500.00) to\nassist them in meeting the expenses involved. In addition, the Company shall\nprovide transport to convey workers and dead body to burial ground or hometown\nwithin Ghana.\n\n\n\nB) On the death of a spouse\u002Fchild the Employer shall support the bereaved\nfamily with an amount of Two Hundred Ghana Cedis (GHC200.00) however in the\ncase of a mother\u002Ffather support of GH¢100.00 shall be made under this Article\nupon producing to the Employer a Marriage Certificate, Death or Burial\nCertificate of the deceased.",{"bindId":79,"name":80,"text":81},"MEALALL_trigger","B. LUNCH ALLOWANCE Where an Employee spe","B. LUNCH ALLOWANCE\n\n\n\nWhere an Employee spends lunch period outside his place of work on duty,\nhe\u002Fshe shall be entitled to an allowance of GH¢5.00",{"bindId":83,"name":84,"text":85},"trainingfund","Where the Employee is required by the Em","Where the Employee is required by the Employer to take a course at a\nrecognized educational establishment, which requires time-off, the Employer\nshall afford the Employee such time off with pay and the Employer shall\nundertake to bear the cost of such course. Any Employee required to undertake\ntraining for a higher appointment in the Company will be acquainted within the\nperiod of training and the grade to which he would be promoted on successful\ncompletion of his training.",{"bindId":87,"name":88,"text":89},"contracttrialperiod","(D) An employee promoted to a new positi","(D) An employee promoted to a new position shall serve a trial period of\nthree (3) months. If in the opinion of the employer he fails to perform\nsatisfactorily during the period, he will be reverted to his former position.\nAn employee reverted could be considered for promotion at a future date.",{"bindId":91,"name":92,"text":93},"maternityotherclause","2. Postnatal confinement may be extended","2. Postnatal confinement may be extended by two (2) weeks or beyond, in\nabnormal delivery cases or where 2 or more babies are born.",{"bindId":95,"name":66,"text":67},"longserviceallowancetype",{"bindId":97,"name":58,"text":59},"SKILLEVEL_trigger",{"bindId":99,"name":100,"text":101},"mealvouchersamount","Where an Employee spends lunch period ou","Where an Employee spends lunch period outside his place of work on duty,\nhe\u002Fshe shall be entitled to an allowance of GH¢5.00",{"bindId":103,"name":104,"text":105},"commutingallowancetype","Free Transport will be provided to conve","Free Transport will be provided to convey employees to and from work.",{"bindId":107,"name":108,"text":109},"OVERTIME_trigger","(A) Employees requested by the employer ","(A) Employees requested by the employer or his representative to work in\nexcess of the normal working hours per day shall be paid overtime for work so\nperformed as follows:\n\n\n\n- Working days-One and half\n\n- Off days-Double time (2)\n\n- Public Holidays-Normal pay)+ double time for hrs Worked\n\n\n\n(B) Whereas overtime is not compulsory, the employees should be willing to\ndo overtime when the exigencies of work so demand provided adequate time notice\nis served on the worker.\n\n\n\n(C) Overtime rates shall be as follows:\n\n\n\n- Working days-Time and Half (1½)\n\n- Off days-Double time (2)\n\n- Public Holidays-Normal plus Double time (1+2)\n\n- Security\u002FWatchmen -Normal plus Double time (1+2)",{"bindId":111,"name":66,"text":67},"SENIOR_trigger",{"bindId":113,"name":114,"text":115},"healthcareaccess","A. The Employer will provide free medica","A. The Employer will provide free medical care for the Employee and such\nattention will be at the Employer designated Hospital\u002FClinic or any of the\nGovernment recognized Health Facility.\n\n\n\nB. When it is not possible for an Employee to attend the Employer’s Clinic\ndue to the emergency nature of the case, a registered Medical Practitioner may\ntreat him at any Government Hospital\u002FClinic.\n\n\n\nC. The provision of Denture and Spectacle, Surgical Operations and Venereal\nDiseases are excluded from the provision of the Article. Where, however, a\nWorker sustains injury by accident or contracts disease arising out of and in\nthe course of his work, the Employer will bear the full cost of treatment. This\nwill include cost of transportation, where applicable.\n\n\n\nD. Any employee who falls sick at the place of work shall report to his\nimmediate supervisor and obtain a clinic form that shall be completed and\nreturned after treatment.\n\n\n\nE. The Employer shall provide free medical treatment to Employee’s but\nsubject to the company’s modalities.",{"bindId":117,"name":118,"text":119},"apprenticeships","A.The Employer undertakes to provide rea","A.The Employer undertakes to provide reasonable facilities for the training\nof Employees, including apprentices where such means will enable Employee to\nsecure competency in the performance of their duties and fit them for promotion\nwithin the establishment.",{"bindId":121,"name":104,"text":105},"COMMUTE_trigger",{"bindId":123,"name":124,"text":125},"SUNDAY_trigger","4 “WORKING DAYS” shall consist of five w","4 “WORKING DAYS” shall consist of five working days per week of 40\nhours, between Monday and Sunday. Depending on the nature of exigency of the\nwork, the employer may vary the working days and hours to meet the specific\nneeds of the work.",{"bindId":127,"name":128,"text":129},"hourspweek_select","The Standard hours or work for basic pay","The Standard hours or work for basic pay shall be forty (40) hours per week\n(with two days off duty) Security Officers shall work for five (5) days in a\nweek and shall be on special salary scale.\n\n\n\nThe hours of work shall be regulated by the employer in accordance with the\nexigencies of the work and in consultation with the Union but no employee shall\nbe required to work continuously for longer than five days or (40) hours of\nwork without the appropriate rest.\n\n\n\nIn consultation with the Union and in accordance with the exigencies of the\nwork there may be scheduled work on Saturday, Sunday and Public Holidays.\n\n\n\nA minimum of 30 minutes break shall be allowed for workers on shift work,\nand this will be counted as working hours. However, in the case of double shift\nwork, an employee shall be entitled to one-hour break, which shall not be\ncounted as part of the working hours.",{"bindId":131,"name":118,"text":132},"trainingprogrammes","A.The Employer undertakes to provide reasonable facilities for the training\nof Employees, including apprentices where such means will enable Employee to\nsecure competency in the performance of their duties and fit them for promotion\nwithin the establishment.\n\n\n\nWhere the Employee is required by the Employer to take a course at a\nrecognized educational establishment, which requires time-off, the Employer\nshall afford the Employee such time off with pay and the Employer shall\nundertake to bear the cost of such course. Any Employee required to undertake\ntraining for a higher appointment in the Company will be acquainted within the\nperiod of training and the grade to which he would be promoted on successful\ncompletion of his training.",{"bindId":134,"name":100,"text":101},"mealvoucherstype1",{"bindId":136,"name":62,"text":63},"maternity_nursing_breaks_length",{"bindId":138,"name":139,"text":140},"healthandsafetypolicy","The Employer shall make reasonable provi","The Employer shall make reasonable provision for the safety and health of\nEmployees, and shall provide protective devices\u002Fequipment, e.g.\nSafety\u002FWallington boots Raincoats, Gloves, Ear\u002FEye\u002FNose protectors against\nindustrial accidents and diseases to Employees who by the nature of their jobs\nrequire them.",{"bindId":142,"name":88,"text":89},"contracttrial",{"bindId":144,"name":145,"text":146},"sicknesspay","Any Employee who is absent from work due","Any Employee who is absent from work due to sickness shall be granted sick\nleave as follow, provided such absence is covered by medical certificated\nsigned by the Employer’s Medical Doctor or a Registered Medical Practitioner:\n(A Medical Board should be appointed to ascertain whether the worker is\nmedically fit or not).\n\n\n\nA. From 6 month but less than 4 years\n\n\n\nFull pay- 3 months\n\nThree-quarters pay- 3 months\n\nHalf pay- 3 months\n\n\n\nOver 4 years service but less than 8 years\n\n\n\nFull pay- 6 months\n\nThree-quarter pay- 3 months\n\nHalf pay- 3 months\n\n\n\n8 years service and over\n\n\n\nFull pay- 8 months\n\nThree-quarter pay- 6 months\n\nHalf pay- 6 months",{"bindId":148,"name":128,"text":149},"dayspweek_select","The Standard hours or work for basic pay shall be forty (40) hours per week\n(with two days off duty) Security Officers shall work for five (5) days in a\nweek and shall be on special salary scale.",{"bindId":151,"name":152,"text":153},"paidmaternityleaveall","1. In addition to normal annual leave a ","1. In addition to normal annual leave a female employee shall be granted\nmaternity leave on full pay for a period of three (3) months",{"bindId":155,"name":128,"text":149},"schedulesrestpw",{"bindId":157,"name":54,"text":158},"sicknessmaxdaysnr","A. From 6 month but less than 4 years\n\n\n\nFull pay- 3 months",{"bindId":160,"name":108,"text":109},"MAXHOURS_trigger",{"bindId":162,"name":163,"text":164},"hivpolicy","The Employer in consultation with the In","The Employer in consultation with the Industrial Physician and the Union, to\nindicate areas of employment where Employees shall undergo periodic medical\ncheck-up.",{"bindId":166,"name":152,"text":153},"paidmaternityleavepay",{"bindId":168,"name":54,"text":55},"sicknessmaxdays",{"bindId":170,"name":50,"text":51},"paidmaternityleave",{"bindId":172,"name":173,"text":174},"contractseverancepay","G. In all cases of redundancy payment, t","G. In all cases of redundancy payment, the latest salary on which the\nemployee shall be laid off shall be used in calculating the Severance Pay.",{"bindId":176,"name":177,"text":178},"PAIDLEAV_trigger","A. An Employee who has completed 12 mont","A. An Employee who has completed 12 months continuous service shall be\ngranted annual leave according to the following scales.\n\n\n\n1 st to 3rd year – 15 working days\n\n4 years and above – 20 working days\n\n\n\nB. The Employer shall prepare a departmental leave roster, which shall be\nposted on the departmental notice board at the beginning of the year. Where,\nhowever the Employees are requested by the Employer to take their leave in\nspecial circumstances, they shall be given one month’s notice in advance.\n\n\n\nC. Leave will be taken at the convenience of the Employer.\n\n\n\nD. Accumulation of leave will not normally be permitted.\n\n\n\nE. Every Employee shall enjoy an unbroken period of leave. However, the\nEmployer, in cases of urgent necessity, may require an Employee to interrupt\nhis leave and return to work\n\n\n\nF. An Employee whose leave is thus interrupted shall be given the rest of\nthe leave. Where an Employee is required to interrupt his annual leave in the\ncircumstances stated above, the Employer shall reimburse the Employee any\nexpenses incurred by him of the interruption.\n\n\n\nG. Any Employee desiring to change his original leave shall apply to his\nHead of Department\u002FSupervisor.\n\n\n\nH. Periods of absence from duty with permission on voluntary public works\nand duties and special leave with or without permission shall not count as part\nof annual leave.",{"bindId":180,"name":181,"text":182},"CONSIGN_trigger","An Employee whose off-duty period is dis","An Employee whose off-duty period is disturbed by being called to duty shall\nbe paid his\u002Fher transport fare calculated on taxicab charge for each call in\naddition to twice the normal overtime payment due to him\u002Fher.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Bomarts Farm Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2013-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Agriculture, forestry, fishing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Growing of fruit, nuts, beverage and spice crops\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                        Bomarts Farm 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                        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        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\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): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\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: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 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: → \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            \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: → 90 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            \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: → 15.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 2.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-standbyallowanceperc1\">\n                    Payment for standby work: → 200 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → No\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 5.0 per meal\n            \u003C\u002Fdiv>\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",[188],{"title":37,"slug":33},[190],{"type":191,"data":192},"call_to_action_body_block",{"title":193,"description":194,"variant":195,"link":196},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":193,"url":197,"description":193,"rel":198,"type":199},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[201],{"type":191,"data":202},{"title":193,"description":194,"variant":195,"link":203},{"title":193,"url":197,"description":193,"rel":198,"type":199},[]]