[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-crownstar-electronics-industry-limited-and-the-industrial-and-commercial-workers-union-icu-ghana---2014":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":163,"content_type_view":164,"extra_breadcrumbs":165,"body":167,"body_blocks":178,"related_pages":182},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":161,"translations":162},{"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-crownstar-electronics-industry-limited-and-the-industrial-and-commercial-workers-union-icu-ghana---2014","c56633e6-6382-11e6-89fc-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-crownstar-electronics-industry-limited-and-the-industrial-and-commercial-workers-union-icu-ghana---2014\u002Fcollective-agreement-between-crownstar-electronics-industry-limited-and-the-industrial-and-commercial-workers-union-icu-ghana---2014\u002F","Collective Agreement between Crownstar Electronics Industry Limited and the Industrial and Commercial Workers Union, ICU (Ghana) - 2014","GHA Crownstar Electronics Industry Limited - 2014","Ghana - GHA Crownstar Electronics Industry Limited - 2014","GHA Crownstar Electronics Industry Limited - 2014 - Manufacturing",{"name":41,"data":42},"Crownstar Electronics Industry Ltd - 2014.html","\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>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\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\u003Ch2>COLLECTIVE AGREEMENT BETWEEN THE INDUSTRIAL AND COMMERCIAL WORKERS UNION,\nICU (GHANA) AND CROWNSTAR ELECTRONICS INDUSTRY LIMITED\u003C\u002Fh2>\n\n\u003Cp>2014-2016\u003C\u002Fp>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>(a) An agreement made this 1st November 2014 between the Industrial and\nCommercial Workers Union of (Ghana) ICU a Union officially certified under\nSection 99 of Labour Act 2003 (Act 651), (hereinafter called the union) which\nunion represents those employees on whose behalf it has been certified to\nnegotiate and Crownstar Electronic Industries Limited (hereinafter called the\nEmployer) which group represents its members on whose behalf it has been\nappointed to negotiate is the complete Agreement between the parties and\nprovides as follows:\u003C\u002Fp>\n\n\u003Cp>(b) This agreement will apply to all employees who are in employment of the\nemployer on the date of signing this agreement and equally apply to employees\nwho are engaged by the employer while the agreement is in force. The terms and\nconditions of this Agreement shall take effect from 1st November 2014.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1- PURPOSE\u003C\u002Fh2>\n\n\u003Cp>Whereas it is the intention of the parties hereto that this Agreement will\npromote and improve relations between the Employer and the Union and to set\nforth here - to the basis of Agreement covering rates of pay, hours of work\nbetween the parties hereto during the life of this Agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2 - DURATION\u003C\u002Fh2>\n\n\u003Cp>(a) The duration of this Agreement shall be for a period of two years from\n1st November 2014 to 31st October 2016 with yearly wage opener. At ten months\nfrom the effective date of this agreement and once during the period of this\nagreement, either party to this agreement may convene a meeting of the standing\nNegotiating Committee, to review salaries\u002Fwages only, which is part and is\nattached to this agreement.\u003C\u002Fp>\n\n\u003Cp>At anytime within 28 days to the expiration of this agreement, either party\nto this agreement may give notice in writing expressing its wish for this\nagreement to continue in force for further period to be agreed upon between the\nparties to this agreement or express its intention to terminate this agreement\nprovided that the absence of any such notice, thirty days after its expiration,\nthis agreement shall continue in force until rescinded by the parties.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3- CONDITIONS OF ENGAGEMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>a) Where a person who is without experience is recruited he\u002Fshe shall be\nrequired to undergo a probationary period of at least six (6) months. A person\nwith previous experience of the work involved in the job for which he\u002Fshe is\nrecruited will be required to undergo probationary period of three (3)\nmonths.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) On engagement of any employee who falls within the scope of this\nagreement shall be furnished by the Employer with a copy of this agreement\ntogether with an Appendix for his retention.\u003C\u002Fp>\n\n\u003Cp>(c) The employer shall give the newly engaged employee a letter of\nappointment stating:\u003C\u002Fp>\n\n\u003Cp>1. Salary Point\u003C\u002Fp>\n\n\u003Cp>2. Salary Scale\u003C\u002Fp>\n\n\u003Cp>3. Probation Period\u003C\u002Fp>\n\n\u003Cp>4. Department Assigned\u003C\u002Fp>\n\n\u003Cp>5. Job Title\u003C\u002Fp>\n\n\u003Cp>6. Job Description\u003C\u002Fp>\n\n\u003Cp>(d) Unless informed in writing to the contrary, the Employee who has\ncompleted his probationary period will be deemed to have been confirmed in the\nappointment.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4 - WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>1. The standard hours of work for basic pay shall not exceed forty (40)\nhours a week. The actual hours of work shall be decided by the company in\naccordance with requirements of the work performed and in agreement with the\nLocal Branch of the Union but no Employee shall be required to work\ncontinuously for longer than five (5) hours without a recognized period of\nrest.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Any number of hours worked over and above the 40 hours per week will be\ntreated as overtime or some days off.\u003C\u002Fp>\n\n\u003Cp>2. (a) Night watchmen are engaged for watchmen's duties from 6.00pm to\n7.00am the next day. However, under no circumstance shall the total number of\nhours worked exceed 84 hours per week, with 2 days off in the month.\u003C\u002Fp>\n\n\u003Cp>DAY WATCHMEN\u003C\u002Fp>\n\n\u003Cp>A day watchmen may be engaged for duties from 6.00am to 7.00pm, however --\nany additional hours worked shall be paid as overtime as stated in Article\n5.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 5-OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Whereas overtime is not compulsory, Employees should be willing to do\nreasonable amount of overtime when the exigencies of work require it. Any\nemployee required by Management to work in excess of the normal working hours\nper day shall be paid overtime in accordance with the following rates: -\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003C\u002Ftr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ctr>\u003Ctd>Monday to Fridays\u003C\u002Ftd>\n      \u003Ctd>Time X 1 and 1\u002F2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Saturdays\u003C\u002Ftd>\n      \u003Ctd>Time X 1 and 3\u002F4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Public Holiday\u002FSunday\u003C\u002Ftd>\n      \u003Ctd>Time X 2\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Fdiv>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Transport allowance for Saturday\u002FSunday and Public Holiday is GHc 4.30(four\nGhana cedis and thirty pesewas. This would be catered for all employees who\nattend duty.\u003C\u002Fp>\n\n\u003Cp>For the purpose of calculating the over time rate the new consolidated\nsalary divided by 27 days and divided by 8 hours a day.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6 - RATE OF PAY\u003C\u002Fh2>\n\n\u003Cp>(a) Employees who are covered by this Agreement shall receive the rates of\npay appropriate to their respective job classifications.\u003C\u002Fp>\n\n\u003Cp>(b) It is agreed that payment of salaries and wages shall be made monthly,\nbut not later than the last day of the month.\u003C\u002Fp>\n\n\u003Cp>(c) If new jobs are created during the lifetime of the agreement both sides\nwill meet to negotiate their classifications.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7-ANNUAL INCREMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(a) Annual salary increment shall be granted at the end of the year up to\nthe limit of the scale, provided the employee has not been advised in writing\ntwo months before the end of salary year that his increment is being withheld\nbecause of unsatisfactory work and\u002For conduct. If appraisals are not done by\nFebruary employees will be given automatic 5% across board.\u003C\u002Fp>\n\n\u003Cp>(b) Any employee who has completed six (6) months continuous service at the\nend of the salary year shall be eligible for annual increment in accordance\nwith (a) above.\u003C\u002Fp>\n\n\u003Cp>(c) If an employee's increment is withheld for unsatisfactory work and\u002For\nconduct,\u003C\u002Fp>\n\n\u003Cp>he\u002Fshe shall be informed of his\u002Fher shortcomings and the number of months\nfor which his\u002Fher increment will be withheld. \u003C\u002Fp>\n\n\u003Cp>(d) Where an employee has remained at the top of his\u002Fher salary scale for\ntwo years, he\u002Fshe shall be paid exgratia of half of his\u002Fher monthly salary and\nthereafter a quarter of his\u002Fher monthly salary every year, provided the\nemployee has not been advised in writing two months before the end of the\nsalary year that his\u002Fher increment is being withheld because of unsatisfactory\nwork and\u002For conduct.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 8-LOANS\u002FSALARY ADVANCE\u003C\u002Fh2>\n\n\u003Cp>(a) Loans may on exceptional occasions be granted by the Employer who, when\ninformed of the special circumstances attending the application for a loan,\nwill exercise discretion as to size of the loan and period of repayment.\u003C\u002Fp>\n\n\u003Cp>(b) Salary advance not exceeding an employee's half-month's earned basic\nsalary may be granted on\u002For before the middle of the month to be deducted in\nfull at the end of the month.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9 - ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(a) Where an employee acts in the post of higher classification for a period\nnot less than 30 days he\u002Fshe will be paid an acting allowance equivalent to the\ndifference between the employees current salary and the same category in the\ngrade which he\u002Fshe acted.\u003C\u002Fp>\n\n\u003Cp>(b) Supervisor, line in - charge, QC Testers are not covered by this\nclause\u003C\u002Fp>\n\n\u003Cp>as by the nature of the job which requires that, the job entrusted to them\nhave to be completed under their supervision.\u003C\u002Fp>\n\n\u003Cp>(c) Trainees, however, will be required to act in different posts for\nvarying Periods, and the work involved will be regarded as part of their\ntraining and will not therefore entitle them to this allowance.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10 - OUT OF STATION ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(a) TRAVELLING ON DUTY WITHIN GHANA\u003C\u002Fp>\n\n\u003Cp>Where an employee is required by his\u002Fher work to spend the night away from\nhis\u002Fher recognized station of employment, and is not provided with an\naccommodation by the Employer, he\u002Fshe shall be entitled to an all inclusive\nOut- Station Allowance of GHc 45.00 (Forty -five Ghana Cedis) per night.\u003C\u002Fp>\n\n\u003Cp>(b) LUNCH ALLOWNCE ON DAY RETURN TRIP\u003C\u002Fp>\n\n\u003Cp>Where an employee is required by his\u002Fher work to spend a day (normal working\nhours within a day) away from his\u002Fher recognized station of employment,\n(excluding Greater Accra, Tema and Kasoa) and is unable to enjoy the Employer's\nCanteen facilities, he\u002Fshe shall be entitled to a flat Lunch Allowance of GHc\n6.00 (Six Ghana cedis).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11 - ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>1. An employee who has completed twelve consecutive calendar months service\nshall be granted paid annual leave according to the following scales:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>a\u003C\u002Ftd>\n      \u003Ctd>1 - 5 years\u003C\u002Ftd>\n      \u003Ctd>21 workingdays\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b\u003C\u002Ftd>\n      \u003Ctd>6 - 8 years\u003C\u002Ftd>\n      \u003Ctd>24 workingdays\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c\u003C\u002Ftd>\n      \u003Ctd>9 years & above\u003C\u002Ftd>\n      \u003Ctd>30 workingdays\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. On leaving the service of the Employer on grounds other than summary\ndismissal, the employee shall be granted earned leave not taken or payment in\nlieu thereof in proportion to the number of months served after taking his\u002Fher\nlast leave, or after engagement in the case of newly employed staff.\u003C\u002Fp>\n\n\u003Cp>3. As far as possible, leave will be granted at a time most convenient to\nthe employer provided the exigencies of the service permit. Where owing to the\nexigencies of the service it is not possible for the Employer to permit an\nemployee to take his\u002Fher full leave entitlement in any one year the portion\nwhich he\u002Fshe is unable to take will be added to his\u002Fher leave entitlement of\nthe following year.\u003C\u002Fp>\n\n\u003Cp>4. Leave may be accumulated up to two years entitlement at the discretion of\nthe Employer.\u003C\u002Fp>\n\n\u003Cp>5. Leave may be interrupted at anytime if the exigencies of the service\ndemand this and the employee shall return to work before the expiry of his\u002Fher\nleave. An employee whose leave is thus interrupted will be allowed to take the\nremaining leave soon after he\u002Fshe has completed the required assignment. The\nEmployer will refund transport expenses incurred by the employee and pay\nadditional Fourteen Ghana Cedis (GHC14.00) as out of pocket expenses.\u003C\u002Fp>\n\n\u003Cp>6. Employees may be allowed to break their annual leave days into parts\nwithin the year in accordance with Section 28 of the Labour Act 2003 (Act\n651).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12-CASUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee who has already exhausted his\u002Fher annual leave may upon\napplication be granted casual leave of absence with pay. The number of days\ngranted should be at the discretion of the Employer and determined by the\ncircumstances of each case.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTCLE 13 - TRANSFER\u003C\u002Fh2>\n\n\u003Cp>(a) PERMANENT TRANSFER\u003C\u002Fp>\n\n\u003Cp>i. The employee will be liable to transfer from one station to another in\nthe interest of efficiency within the organization, as the Employer requires.\nExcept in cases of emergency, notice of at least 30 days shall be given. An\nemployee may also request for a transfer. In making the transfer the Employer\nwill give prior consideration to those applications. Nothing in the foregoing\nshall debar an employee so transferred from applying for retransfer back to\nhis\u002Fher original station after a period of three (3) years.\u003C\u002Fp>\n\n\u003Cp>ii. The Employer will pay the fares of the employee and his family to the\nnew station. For the purpose of this article, an employee's family will be\nhimself, his wife, and his children under 18 years of age and one house\nhelp.\u003C\u002Fp>\n\n\u003Cp>iii. Where the transfer is at the request of the employee or where the\nemployee voluntarily accepts to be transferred the employer will not pay for\nthe fare of the employee and his family to the new station\u003C\u002Fp>\n\n\u003Cp>iv. The Employer will also arrange to pay cost of transportation of the\nemployee's personal belongings.\u003C\u002Fp>\n\n\u003Cp>v. The Employer will pay the employee so transferred a Disturbance Allowance\nof three and a half (3 and 1\u002F2) month basic salary\u002Fwages. In addition Article\n10 will apply for not more than 30 days.\u003C\u002Fp>\n\n\u003Cp>(b) TEMPORARY TRANSFER\u003C\u002Fp>\n\n\u003Cp>Where a transfer is not intended to extend beyond three (3) months, the\nemployee shall be paid an Out-of Station Allowance in accordance with the\ncontents of Article 10. The employer will at the same time bear the cost of the\nfare of the employee on transfer.\u003C\u002Fp>\n\n\u003Cp>(c) Departmental transfer may be effected at the discretion of\nManagement.\u003C\u002Fp>\n\n\u003Cp>(d) REPATRIATION\u003C\u002Fp>\n\n\u003Cp>On leaving the service of the Employer on grounds other than summary\ndismissal and resignations, the Employer shall pay the fares for the employee\nand his family (as Article 13a (ii) and the cost of transportation of the\nemployee's personal effects from his last station in which he was first engaged\nor his hometown in Ghana whichever is the shorter. The employee shall avail\nhimself of this benefit within three (3) months of the date of leaving the\nservice in circumstances as described in this article.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14-TRAINING WITHIN INDUSTRY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>The employer undertakes to provide suitable means for the training of the\nemployees including apprentices where such means will enable the employees to\nsecure competency in the performance of their duties and fit them for promotion\nwithin the company. Where an employee is required by the Employer to take a\ncourse at a recognized educational establishment which requires time off, the\nEmployer will afford the employee such time off with pay and the Employee will\nundertake to bear the cost of such course. Due note will also be taken of any\nemployee's request to attend such course which would render the applicant more\ncompetent in the performance of his duties within the organization.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>An employee required to undertake training leading to higher appointment In\nthe industry will be acquainted with the period of training and the grade to\nwhich he would be promoted on successful completion of his training. An\nemployee who undertakes to attend a course will adhere to the hours laid down\nfor such course and attend regularly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 15 - LEAVE OF ABSENCE FOR UNION ACTIVITY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>Any employee elected to permanent office in or as a delegate to any Union\nactivity necessitating leave of absence shall be granted such leave with pay.\nWritten notice for such leave giving the length of leave shall be given to the\nEmployer as far in advance as possible but in no event later than the 3 days\nprior to the day such leave is to be effective.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 16 - MEDICAL FACILITIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>1. Employer shall provide free medical attention to all the employees\nincluding casuals at a Government recognized hospital or clinic in the area of\nemployment subject to a maximum limit of One Hundred and Seventy Five Ghana\nCedis (GHc 175.00) with in one calendar year. Medical attention shall\ninclude:\u003C\u002Fp>\n\n\u003Cp>a. Drugs prescribed by the Doctor\u003C\u002Fp>\n\n\u003Cp>b. X-ray examination and Laboratory test\u003C\u002Fp>\n\n\u003Cp>c. Dental treatment excluding provision of dentures\u003C\u002Fp>\n\n\u003Cp>d. Optical treatment excluding provision of glasses\u003C\u002Fp>\n\n\u003Cp>e. Ear treatment but without provision of hearing aids\u003C\u002Fp>\n\n\u003Cp>f. Hospitalization in a government Hospital\u003C\u002Fp>\n\n\u003Cp>g. The cost of Laboratory investigation in the process of diagnosis\u003C\u002Fp>\n\n\u003Cp>2. Notwithstanding (d) and (e) above, the Employer shall contribute up to\nSeventy Ghana Cedis (GHc 70.00) every two years for the provision of hearing\naids or to renew lenses of spectacles of users. The provision of free medical\nservice shall not cover maternity treatment or self-inflicted diseases, e.g.\u003C\u002Fp>\n\n\u003Cp>i. Sexually transmitted diseases, injury or diseases caused by misconduct on\nthe part of the staff.\u003C\u002Fp>\n\n\u003Cp>ii. Chronic alcoholism or use of stimulants, drugs, narcotics, except as\nprescribed by the physician.\u003C\u002Fp>\n\n\u003Cp>iii. Unlawful acts or attempts, causing injuries.\u003C\u002Fp>\n\n\u003Cp>3. The employer also accepts for its account the cost of vaccination and\ninoculation, which are required for business travel.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>4. The Employer shall also provide medical treatment to the employee's\nfamily at Government recognized Hospitals or Clinics for one unemployed spouse\nplus four unmarried and unemployed children below eighteen (18) years of age\nwhose names had been stated on the worker's personal profile, so however that\nthe total medical bill for the medical treatment envisaged in this paragraph\nshall not exceed One Hundred and Ninety Ghana Cedis (GHc 190.00) within one\ncalendar year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5. In case of an employee and his family being treated at a medical\ninstitution or clinic when on leave outside Accra\u002FTema metropolis, the company\nshall refund the cost of such treatment given, upon receipts of medical bill\nobtained from government hospital\u002Fpoly clinic only and confirmation thereof.\u003C\u002Fp>\n\n\u003Cp>6. In an emergency case where the employee and his family being treated at a\nmedical institution or clinic on a non-working day, the company shall refund\nthe cost of such treatment given upon receipt obtained from hospital\u002Fclinic and\nconfirmation thereof.\u003C\u002Fp>\n\n\u003Cp>7. Re- imbursement of hospital expenses shall not cover sanitation items and\nfood provided by the hospital \u002F clinic.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cp>8. The Company shall register all employees and their dependent under the\nNational Health Insurance Scheme (NHIS)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>9. The existing Medical Provision that are being enjoyed by the employees\nunder Article 16 (1) to (5) should remain in operation and be used as an\nEmergency Facility in case employee visit any government recognized hospital\nand for no fault of theirs and do not have access to NHIS Medical Facilities at\nthe point of call; they can revert to the provision for disbursement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17 - SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(a) An employee whose sickness is supported by a Medical Certificate issued\nby a Medical Practitioner shall be entitled to sick leave with pay in one\nperiod of twenty-four months as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>1- 3 years service\u003C\u002Ftd>\n      \u003Ctd>2 months full pay\n\n        \u003Cp>2 months 3\u002F4 pay\u003C\u002Fp>\n\n        \u003Cp>2 months 1\u002F2 pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 3 - 8 years' service\u003C\u002Ftd>\n      \u003Ctd>3 months full pay\n\n        \u003Cp>3 months 3\u002F4 pay\u003C\u002Fp>\n\n        \u003Cp>3 months 1\u002F2 pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Over 9years & above\u003C\u002Ftd>\n      \u003Ctd>4 monthsfullpay\n\n        \u003Cp>4months 3\u002F4 pay \u003C\u002Fp>\n\n        \u003Cp>4 months 3\u002F4 pay\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>(b) After the exhaustion of the above sick leave, the provisions of the\nNational Pension Scheme shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) In addition, there shall be a medical Board to examine the affected\nemployee and if found that the employee is unfit to continue to work he\u002Fshe\nshall be retired on medical grounds and be paid his\u002Fher entitlement at the\ndiscretion of Management.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 18 - MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>(a) The employer shall grant maternity leave to any female employee of the\ncompany in accordance with section 57 of the labour Act 2003 (Act 651)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) Maternity leave will be additional to any entitlement to sick leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(c) On production of a Medical Certificate, the period of Maternity Leave\nshall be extended to at least eight weeks where the confinement is abnormal or\nwhere in the course of the same confinement two or more babies are born.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(d) Approved absence from duty arising from pregnancy in excess of the\nmaximum period described above will be regarded as absence on the grounds of\nill health and the rule governing sick leave will apply.\u003C\u002Fp>\n\n\u003Cp>(e) Maternity leave will count for increment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(f) Any employee returning to duty after Maternity Leave will be given two\n(2) hours a day during her working hours for nursing her child for a maximum\nperiod of six (6) months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 19 - DISCIPLINARY PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>(a) WRITTEN WARNING\u003C\u002Fp>\n\n\u003Cp>i. Where the services of an employee have not proved satisfactory or where\nan employee commits an offence which does not merit summary dismissal, the\nemployee shall be given a written query to explain why disciplinary action\nshould not be taken against him\u002Fher, before a written warning letter is given\nto him\u002Fher, when the explanation is not acceptable to Management. After two\nwarnings have been given in writing, a third offence or continued\nunsatisfactory service within a period of twelve calender month's service will\ngive Management the right to terminate the employment of the employee\nconcerned. For the purpose of this Article, warning letter shall cease to have\neffect after a period of twelve (12) months.\u003C\u002Fp>\n\n\u003Cp>ii. However, employees who willfully commit the same offence will be treated\nIn accordance with their records even though they may have been ineffective\nafter twelve months from the date of warning.\u003C\u002Fp>\n\n\u003Cp>(b) SUSPENSION\u003C\u002Fp>\n\n\u003Cp>(i) In the event of an employee committing an offence of criminal nature\nhe\u002Fshe shall be suspended outright for 5 days to allow for investigation into\nthe matter.\u003C\u002Fp>\n\n\u003Cp>(ii) In the event of an employee committing an offence calculated to be\ngross misconduct, which could not be proved at the time of the commission of\nthe offence, the employee shall be suspended without pay pending further\ninvestigations. If no case is proved against the employee, the employee will be\npaid in full for the period of suspension. If however, the case is proved\nagainst the employee he will be summarily dismissed as at the day the\nsuspension commenced.\u003C\u002Fp>\n\n\u003Cp>(c) SUMMARY DISMISSAL\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being found guilty of serious misconduct such as\ndishonesty, insubordination, drunkenness, sleeping on duty, smoking etc in a\nprohibited area, the employee shall be dismissed summarily. Before a worker is\ndismissed summarily, he\u002Fshe shall be given an opportunity to defend\nhimself\u002Fherself in the presence of the Union Representative. An alternative\npenalty for the above offence shall be on suspension without pay for a stated\nperiod not exceeding four (4) weeks.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20 - LEAVING THE SERVICE\u003C\u002Fh2>\n\n\u003Cp>1. Termination\u002FResignation Notice\u002FPay In Lieu of Notice\u003C\u002Fp>\n\n\u003Cp>(a) An employee, who has not completed his probationary period on leaving\nthe service on grounds other than summary dismissal, shall give or be given two\nweeks notice or pay in lieu of notice. Pay in lieu of notice shall also apply\nwhere the probationer vacates his post.\u003C\u002Fp>\n\n\u003Cp>(b) An employee who has completed his probationary period shall be given or\ngive notice or pay in lieu of notice as follows:\u003C\u002Fp>\n\n\u003Cp>(i) After probation and up to three years of continuous service - at least\ntwo (2)weeks, notice to expire, not earlier than the last day of the current\nmonth or pay in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>(ii) After three years of continuous service, one month's notice or pay in\nlieu of notice.\u003C\u002Fp>\n\n\u003Cp>(iii) Pay in lieu of notice shall apply to those who vacate their post\nalso.\u003C\u002Fp>\n\n\u003Cp>(c) Notice of termination of appointment or resignation shall be in\nwriting.\u003C\u002Fp>\n\n\u003Cp>(d) (i) No employee shall be discharged without cause.\u003C\u002Fp>\n\n\u003Cp>(ii) It is agreed that complaints requiring disciplinary action against any\nemployee covered by this Agreement will be dealt with on a mutual basis by the\nemployee and the Union.\u003C\u002Fp>\n\n\u003Cp>(2) REDUNDANCY\u003C\u002Fp>\n\n\u003Cp>(a) Where for one reason or another, an Employer is compelled to declare any\nnumber of employees redundant as laid down in Section 65 of the Labour Act 2003\n(Act 651), the employer shall give the Union not less than three calendar\nmonth's notice in advance of final action being taken.\u003C\u002Fp>\n\n\u003Cp>(b) Notice to the individual employee shall constitute notice of termination\nof employment. If there is sufficient work available for the employee to\ncomplete his period of notice, he\u002Fshe will be paid in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>(c) Selection of employees whose services are to be terminated owing to\nredundancy shall be determined on the basis of past performance and \"First in\nlast out\" if all things being equal.\u003C\u002Fp>\n\n\u003Cp>(d) Employees covered by this agreement who are terminated on grounds of\nredundancy shall receive all their entitlements.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(e) Any employee in the service of the company as at date of engagement and\nis declared redundant will receive payment as follows:\u003C\u002Fp>\n\n\u003Cp>1 and 1\u002F2 month's salary for each year of service with effect from the date\nof engagement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The Employer shall however endeavour to make additional payments upon\nconsultation with the Union and within the Employer's ability.\u003C\u002Fp>\n\n\u003Cp>(f) In this Article \"Salary\" or \"Wages\" means the basic salary or wages the\nemployee was entitled to receive in the month he ceased to be employed on the\nground that he is redundant.\u003C\u002Fp>\n\n\u003Cp>(g) In the case of a daily-rated employee the monthly wages shall be the\nbasic wage he is entitled to receive the day he ceased to be employed on the\nground that he is redundant multiply by twenty seven (27).\u003C\u002Fp>\n\n\u003Cp>(3) An employee leaving the service under summary dismissal shall not be\ngiven payment in lieu of notice.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(4) RETIREMENT\u002FSUPERANNUATION\u003C\u002Fp>\n\n\u003Cp>An employee who attains the age of superannuation shall retire or be retired\nin accordance with the Employer's rules and regulations covering retirement.\nBut where no such rules or regulations exist the Voluntary Retirement age shall\nbe 55 for the male and female.\u003C\u002Fp>\n\n\u003Cp>Compulsory retirement age shall be 50 for male and female. Employees shall\nbe entitled to the benefits provided under the National Pension Scheme and pay\nfor any accrued leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 21 - INCENTIVE BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>In an endeavour to raise productivity, the Employer may introduce an\nincentive bonus to cover classes of employees where applicable. The form of\nbonus shall\u003C\u002Fp>\n\n\u003Cp>be decided by the Employer. The union shall be consulted in the fixing of\nproduction targets and rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 22 - TOOLS ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Employer shall provide employees with tools.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23 - FRUSTRATED WORK\u003C\u002Fh2>\n\n\u003Cp>Where an Employee reports for duty on his normal working days but he is\nordered to stop work by the Employer or any person in the authority of Employer\nbefore the Employee completes the day's full hours' work due to no fault of the\nemployee, he shall receive the full pay for the day.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 24 - PROMOTION\u003C\u002Fh2>\n\n\u003Cp>Promotion of higher grades shall be by merit. Where employees are considered\nsuitable by their employers to take up vacancies in higher grades within the\nEstablishment they shall be given prior consideration.\u003C\u002Fp>\n\n\u003Cp>Promotion to a higher grade shall be in line with increment of salary\naccording to the salary scale.\u003C\u002Fp>\n\n\u003Cp>The Employer may consult the Union on all matters of promotion. Management\nshall take suggestions, nominations and recommendations from the\nSupervisors\u002FLocal Union and Factory Manager before making final decision.\nHowever the final decision will be made by the management.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 25 - CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>On resignation or retirement of an employee from the service of an Employer,\nCertificate of Service will be awarded.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26 - UNION NOTICE BOARD AND OFFICE\u003C\u002Fh2>\n\n\u003Cp>The Employer shall provide space for Notice Board to be placed on the\npremises for the use of the Trade Union for the information of their\nmembers.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 27 - ESTABLISHMENT LIST\u003C\u002Fh2>\n\n\u003Cp>The Employer shall allow the Union Official not below the rank of\nChairman\u002FSecretary of Local Union to sight up-to-date Establishment List in\norder to resolve any dispute regarding grading of an employee.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 28 - UNION MEMBERSHIP\u002FCHECK-OFF\u003C\u002Fh2>\n\n\u003Cp>(a) Any employee who is covered by this agreement shall be deemed to be a\nmember of the Union to the extent of paying membership dues and any general\nassessment uniformly levied against all Union members.\u003C\u002Fp>\n\n\u003Cp>The Employer undertakes to deduct the union dues from employee's\nsalary\u002Fwages as notified to him in writing by the Union and to pay such amount\ndeducted to the Union.\u003C\u002Fp>\n\n\u003Cp>(b) The Employer recognizes the Industrial and Commercial Workers' Union as\nthe sole Union for Collective Bargaining in respect of the employees in his\nservice covered by this Agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 29 - ABSENCE FROM WORK\u003C\u002Fh2>\n\n\u003Cp>(a) In the event of any employee covered by this Agreement who absents\nhimself\u002Fherself from work without permission on habitual basis shall be queried\nand if a satisfactory answer is not given within two days he\u002Fshe shall be given\na warning letter but if satisfactory answer is given, then No warning letter\nshall be issued.\u003C\u002Fp>\n\n\u003Cp>(b) An employee absenting himself\u002Fherself for a consecutive period of seven\n(7) days without any information whatever shall be regarded as having\nrepudiated his contract of employment with the Employer.\u003C\u002Fp>\n\n\u003Cp>(c) An employee deemed to have repudiated his employment contract as above\nmay appeal to the Management, and if the Management are satisfied that\nunaviodable circumstances prevented him from returning to duty or notifying his\nabsence, they may at their discretion reinstate him in the service\u003C\u002Fp>\n\n\u003Cp>(d) Any employee reporting for duty late more than 3 times in a month shall\nbe marked 1\u002F2 day for every lateness. This applies to lateness after lunch\nbreak also.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 30 - INDIVIDUAL CONTRACTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>An employee covered by this Agreement shall not be compelled to enter into a\ndifferent contract of employment or worsen the conditions as laid down in this\nAgreement. But where the nature of the responsibility requires a guarantee, the\nmatter shall be discussed with the Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 31- NEXT-OF-KIN\u003C\u002Fh2>\n\n\u003Cp>Every employee must give the employer, at the time of his engagement the\nname(s) and address(s) of beneficiaries, whom he\u002Fshe wishes to nominate to\nreceive any entitlements due to him\u002Fher from the employer in the event of the\ndeath of an employee. The employee at his\u002Fher discretion can change the name(s)\nand their address(s) of the beneficiaries at any time provided the request is\nin writing. The employees last nominated beneficiaries are the only legal\nbeneficiaries. The Employer will take due regard to the requirements that may\nbe necessary in law.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 32 - INDUSTRIAL INJURY\u002FDISEASE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>(a) All workers covered by this Agreement shall be covered by the Workman's\nCompensation Law 1987 (PNDC Law 187).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 33 - RECREATIONAL FACILITIES\u003C\u002Fh2>\n\n\u003Cp>The Employer undertakes whenever possible to encourage sporting\nactivities.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 34 - GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>Step 1: In the event of any grievance, the employee should as a first step,\ntake the matter up with his immediate Supervisor\u002FForeman\u002F Sectional Head. If he\ndoes not obtain satisfaction, he may ask for his Steward\u002FLocal Secretary to\npresent his case.\u003C\u002Fp>\n\n\u003Cp>Step 2: If the matter remains unresolved, the Shop Steward\u002FLocal Secretary\nwill take the matter up with the Sectional Manager. If no progress is made at\nthis stage, the Local Secretary shall take the matter up with the Personnel\nManager.\u003C\u002Fp>\n\n\u003Cp>Step 3: If the matter remains unresolved, the Local Secretary will inform\nthe Regional Industrial Relations Officer of the Union who will arrange to meet\nthe Management and endeavour to settle the issue.\u003C\u002Fp>\n\n\u003Cp>Step 4: If after Step 3 above, the matter still remains unresolved, the\nUnion will summon the Standing Negotiating Committee to meet and endeavour to\nreach agreement. If the Committee fails to resolve the matter, either party\nwill proceed constitutionally by reporting the dispute to the National Labour\nCommission in accordance with Section 154 of the Labour Act 2003 (Act 651).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 35 - LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>Employees covered by this Agreement shall be entitled to long service award\nas Follows:\u003C\u002Fp>\n\n\u003Cp>1. 7 years continuous service - a certificate plus DVD Player plus GHc 45.00\ncash\u003C\u002Fp>\n\n\u003Cp>2. 10 years continuous service - a certificate plus Water Dispenser plus GHc\n60.00 cash\u003C\u002Fp>\n\n\u003Cp>3. 15 years continuous service - a certificate plus Standing Fridge double\ndoor plus GHc 150.00 cash.\u003C\u002Fp>\n\n\u003Cp>4. 20 years continuous service - certificate plus Deep freezer (300-400\nlitres)plus GHc 250.00 cash.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 36 - FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>1. In the event of the death of an employee, the Employer shall make a\ndonation of One Thousand Ghana Cedis (GHc 1000) all inclusive against\nproduction of death certificate.\u003C\u002Fp>\n\n\u003Cp>2. In the event of death of an employee's spouse or child the Employer shall\ndonate an amount of Three Hundred Ghana Cedis (GH0300) all inclusive, in a\nperiod of 12 months.\u003C\u002Fp>\n\n\u003Cp>3. In the event of death of an employee's parents (the employer shall donate\nan amount of one hundred and Fifty Ghana Cedis (GHc 150) all inclusive, in a\nperiod of 12 months.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 37 - COMPANY DRIVER'S PROTECTION\u003C\u002Fh2>\n\n\u003Cp>1. In the event of court proceedings being instituted against a driver\ninvolved in motor accident when driving the Employer's vehicle in the course of\nhis duties, the insurance company will be informed to take necessary action.\u003C\u002Fp>\n\n\u003Cp>2. Any danger caused to the vehicle through carelessness or negligence of\nduty shall be debited to the Accounts of the driver\u002Fperson involved and shall\nbe deducted at source at reasonable installments.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 38 - ANNUAL BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdate\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Annual bonus may be paid to ail employees. Such bonus will be paid at the\ndiscretion of the Employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 39 - ANNUAL APPRAISAL REPORT\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Annual appraisals on each employee should be made towards the end of the\nyear. The employee shall read the full report and sign when he agrees with the\ncontents. If the employee does not agree, the employee shall not sign the\nreport and he shall write an explanatory note to be attached to the report.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 40 - RESPONSIBILITY OF PARTIES TO THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>Nothing in this agreement will worsen terms and conditions of service in any\nindividual employment.\u003C\u002Fp>\n\n\u003Cp>If the interpretation of any of this agreement is in dispute and the dispute\ncannot be resolved, by the Standing Negotiating Committee, the terms shall be\ntreated in accordance with Section 154 of the Labour Act 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF\u003C\u002Fp>\n\n\u003Cp>CROWN STAR ELEC, IND. LTD.\u003C\u002Fp>\n\n\u003Cp>RAMESH SADHWANI\u003C\u002Fp>\n\n\u003Cp>JOINT MANAGING DIRECTORS\u003C\u002Fp>\n\n\u003Cp>JOHNABRAHAM\u003C\u002Fp>\n\n\u003Cp>CHIEF OPERATING OFFICER\u003C\u002Fp>\n\n\u003Cp>YAYRA FESSI \u003C\u002Fp>\n\n\u003Cp>(HR MANAGER)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF \u003C\u002Fp>\n\n\u003Cp>IND. AND COMM. WORKERS UNION OF GHANA\u003C\u002Fp>\n\n\u003Cp>SAMUEL N. K AKO\u003C\u002Fp>\n\n\u003Cp>SNR. INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>GEORGE MANORTEY\u003C\u002Fp>\n\n\u003Cp>(LOCAL UNION - CHAIRMAN)\u003C\u002Fp>\n\n\u003Cp>KASIM IBRAHIM\u003C\u002Fp>\n\n\u003Cp>(LOCAL UNION -SECRETARY)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"disabilitypay":44,"ONCERISE2_trigger":48,"paidmaternityleaveduration":52,"maxsicknesspay":56,"WAGES_determined":60,"ONCERISE_trigger":64,"hourspweek_select":68,"childcare":72,"STRUCINCR_trigger":76,"nursingmothers":80,"funeralpay":84,"incidentalbonusdate":88,"maternityotherclause":91,"pensionfund":95,"OVERTIME_trigger":99,"SENIOR_trigger":103,"healthcareaccess":107,"healthinsurance":111,"SUNDAY_trigger":115,"trainingprogrammes":119,"contracttrial":123,"apprenticeships":127,"TRADEUNLEAV_trigger":130,"SCHEDULE_trigger":134,"PAIDLEAV_trigger":136,"NOCTPREM_trigger":140,"healthcareaccessrelatives":144,"healthinsurancerelatives":148,"paidmaternityleavepay":150,"sicknessmaxdays":152,"contractseverancepay":155,"jobsecuritymothers":159},{"bindId":45,"name":46,"text":47},"disabilitypay","(a) All workers covered by this Agreemen","(a) All workers covered by this Agreement shall be covered by the Workman's\nCompensation Law 1987 (PNDC Law 187).",{"bindId":49,"name":50,"text":51},"ONCERISE2_trigger","In an endeavour to raise productivity, t","In an endeavour to raise productivity, the Employer may introduce an\nincentive bonus to cover classes of employees where applicable. The form of\nbonus shall\n\nbe decided by the Employer. The union shall be consulted in the fixing of\nproduction targets and rate.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","(a) The employer shall grant maternity l","(a) The employer shall grant maternity leave to any female employee of the\ncompany in accordance with section 57 of the labour Act 2003 (Act 651)",{"bindId":57,"name":58,"text":59},"maxsicknesspay","(a) An employee whose sickness is suppor","(a) An employee whose sickness is supported by a Medical Certificate issued\nby a Medical Practitioner shall be entitled to sick leave with pay in one\nperiod of twenty-four months as follows:\n\n\n  \n  \n  \n  \n    \n      1- 3 years service\n      2 months full pay\n\n        2 months 3\u002F4 pay\n\n        2 months 1\u002F2 pay\n      \n    \n    \n      Over 3 - 8 years' service\n      3 months full pay\n\n        3 months 3\u002F4 pay\n\n        3 months 1\u002F2 pay\n      \n    \n    \n      Over 9years & above\n      4 monthsfullpay\n\n        4months 3\u002F4 pay \n\n        4 months 3\u002F4 pay\n      \n    \n  \n\n\n(b) After the exhaustion of the above sick leave, the provisions of the\nNational Pension Scheme shall apply.",{"bindId":61,"name":62,"text":63},"WAGES_determined","An employee covered by this Agreement sh","An employee covered by this Agreement shall not be compelled to enter into a\ndifferent contract of employment or worsen the conditions as laid down in this\nAgreement. But where the nature of the responsibility requires a guarantee, the\nmatter shall be discussed with the Union.",{"bindId":65,"name":66,"text":67},"ONCERISE_trigger","Annual bonus may be paid to ail employee","Annual bonus may be paid to ail employees. Such bonus will be paid at the\ndiscretion of the Employer.",{"bindId":69,"name":70,"text":71},"hourspweek_select","1. The standard hours of work for basic ","1. The standard hours of work for basic pay shall not exceed forty (40)\nhours a week. The actual hours of work shall be decided by the company in\naccordance with requirements of the work performed and in agreement with the\nLocal Branch of the Union but no Employee shall be required to work\ncontinuously for longer than five (5) hours without a recognized period of\nrest.",{"bindId":73,"name":74,"text":75},"childcare","An employee who has already exhausted hi","An employee who has already exhausted his\u002Fher annual leave may upon\napplication be granted casual leave of absence with pay. The number of days\ngranted should be at the discretion of the Employer and determined by the\ncircumstances of each case.",{"bindId":77,"name":78,"text":79},"STRUCINCR_trigger","(a) Annual salary increment shall be gra","(a) Annual salary increment shall be granted at the end of the year up to\nthe limit of the scale, provided the employee has not been advised in writing\ntwo months before the end of salary year that his increment is being withheld\nbecause of unsatisfactory work and\u002For conduct. If appraisals are not done by\nFebruary employees will be given automatic 5% across board.\n\n(b) Any employee who has completed six (6) months continuous service at the\nend of the salary year shall be eligible for annual increment in accordance\nwith (a) above.\n\n(c) If an employee's increment is withheld for unsatisfactory work and\u002For\nconduct,\n\nhe\u002Fshe shall be informed of his\u002Fher shortcomings and the number of months\nfor which his\u002Fher increment will be withheld. \n\n(d) Where an employee has remained at the top of his\u002Fher salary scale for\ntwo years, he\u002Fshe shall be paid exgratia of half of his\u002Fher monthly salary and\nthereafter a quarter of his\u002Fher monthly salary every year, provided the\nemployee has not been advised in writing two months before the end of the\nsalary year that his\u002Fher increment is being withheld because of unsatisfactory\nwork and\u002For conduct.",{"bindId":81,"name":82,"text":83},"nursingmothers","(f) Any employee returning to duty after","(f) Any employee returning to duty after Maternity Leave will be given two\n(2) hours a day during her working hours for nursing her child for a maximum\nperiod of six (6) months.",{"bindId":85,"name":86,"text":87},"funeralpay","1. In the event of the death of an emplo","1. In the event of the death of an employee, the Employer shall make a\ndonation of One Thousand Ghana Cedis (GHc 1000) all inclusive against\nproduction of death certificate.\n\n2. In the event of death of an employee's spouse or child the Employer shall\ndonate an amount of Three Hundred Ghana Cedis (GH0300) all inclusive, in a\nperiod of 12 months.\n\n3. In the event of death of an employee's parents (the employer shall donate\nan amount of one hundred and Fifty Ghana Cedis (GHc 150) all inclusive, in a\nperiod of 12 months.",{"bindId":89,"name":66,"text":90},"incidentalbonusdate","Annual bonus may be paid to ail employees. Such bonus will be paid at the\ndiscretion of the Employer.\n\nARTICLE 39 - ANNUAL APPRAISAL REPORT",{"bindId":92,"name":93,"text":94},"maternityotherclause","(c) On production of a Medical Certifica","(c) On production of a Medical Certificate, the period of Maternity Leave\nshall be extended to at least eight weeks where the confinement is abnormal or\nwhere in the course of the same confinement two or more babies are born.",{"bindId":96,"name":97,"text":98},"pensionfund","(4) RETIREMENT\u002FSUPERANNUATION An employe","(4) RETIREMENT\u002FSUPERANNUATION\n\nAn employee who attains the age of superannuation shall retire or be retired\nin accordance with the Employer's rules and regulations covering retirement.\nBut where no such rules or regulations exist the Voluntary Retirement age shall\nbe 55 for the male and female.\n\nCompulsory retirement age shall be 50 for male and female. Employees shall\nbe entitled to the benefits provided under the National Pension Scheme and pay\nfor any accrued leave.",{"bindId":100,"name":101,"text":102},"OVERTIME_trigger","Whereas overtime is not compulsory, Empl","Whereas overtime is not compulsory, Employees should be willing to do\nreasonable amount of overtime when the exigencies of work require it. Any\nemployee required by Management to work in excess of the normal working hours\nper day shall be paid overtime in accordance with the following rates: -\n\n\n  \n  \n  \n  \n    \n      Monday to Fridays\n      Time X 1 and 1\u002F2\n    \n    \n      Saturdays\n      Time X 1 and 3\u002F4\n    \n    \n      Public Holiday\u002FSunday\n      Time X 2",{"bindId":104,"name":105,"text":106},"SENIOR_trigger","Employees covered by this Agreement shal","Employees covered by this Agreement shall be entitled to long service award\nas Follows:\n\n1. 7 years continuous service - a certificate plus DVD Player plus GHc 45.00\ncash\n\n2. 10 years continuous service - a certificate plus Water Dispenser plus GHc\n60.00 cash\n\n3. 15 years continuous service - a certificate plus Standing Fridge double\ndoor plus GHc 150.00 cash.\n\n4. 20 years continuous service - certificate plus Deep freezer (300-400\nlitres)plus GHc 250.00 cash.",{"bindId":108,"name":109,"text":110},"healthcareaccess","1. Employer shall provide free medical a","1. Employer shall provide free medical attention to all the employees\nincluding casuals at a Government recognized hospital or clinic in the area of\nemployment subject to a maximum limit of One Hundred and Seventy Five Ghana\nCedis (GHc 175.00) with in one calendar year. Medical attention shall\ninclude:\n\na. Drugs prescribed by the Doctor\n\nb. X-ray examination and Laboratory test\n\nc. Dental treatment excluding provision of dentures\n\nd. Optical treatment excluding provision of glasses\n\ne. Ear treatment but without provision of hearing aids\n\nf. Hospitalization in a government Hospital\n\ng. The cost of Laboratory investigation in the process of diagnosis\n\n2. Notwithstanding (d) and (e) above, the Employer shall contribute up to\nSeventy Ghana Cedis (GHc 70.00) every two years for the provision of hearing\naids or to renew lenses of spectacles of users. The provision of free medical\nservice shall not cover maternity treatment or self-inflicted diseases, e.g.\n\ni. Sexually transmitted diseases, injury or diseases caused by misconduct on\nthe part of the staff.\n\nii. Chronic alcoholism or use of stimulants, drugs, narcotics, except as\nprescribed by the physician.\n\niii. Unlawful acts or attempts, causing injuries.\n\n3. The employer also accepts for its account the cost of vaccination and\ninoculation, which are required for business travel.",{"bindId":112,"name":113,"text":114},"healthinsurance","8. The Company shall register all employ","8. The Company shall register all employees and their dependent under the\nNational Health Insurance Scheme (NHIS)",{"bindId":116,"name":117,"text":118},"SUNDAY_trigger","Monday to Fridays Time X 1 and 1\u002F2 Satur","Monday to Fridays\n      Time X 1 and 1\u002F2\n    \n    \n      Saturdays\n      Time X 1 and 3\u002F4\n    \n    \n      Public Holiday\u002FSunday\n      Time X 2",{"bindId":120,"name":121,"text":122},"trainingprogrammes","The employer undertakes to provide suita","The employer undertakes to provide suitable means for the training of the\nemployees including apprentices where such means will enable the employees to\nsecure competency in the performance of their duties and fit them for promotion\nwithin the company. Where an employee is required by the Employer to take a\ncourse at a recognized educational establishment which requires time off, the\nEmployer will afford the employee such time off with pay and the Employee will\nundertake to bear the cost of such course. Due note will also be taken of any\nemployee's request to attend such course which would render the applicant more\ncompetent in the performance of his duties within the organization.\n\nAn employee required to undertake training leading to higher appointment In\nthe industry will be acquainted with the period of training and the grade to\nwhich he would be promoted on successful completion of his training. An\nemployee who undertakes to attend a course will adhere to the hours laid down\nfor such course and attend regularly.",{"bindId":124,"name":125,"text":126},"contracttrial","a) Where a person who is without experie","a) Where a person who is without experience is recruited he\u002Fshe shall be\nrequired to undergo a probationary period of at least six (6) months. A person\nwith previous experience of the work involved in the job for which he\u002Fshe is\nrecruited will be required to undergo probationary period of three (3)\nmonths.",{"bindId":128,"name":121,"text":129},"apprenticeships","The employer undertakes to provide suitable means for the training of the\nemployees including apprentices where such means will enable the employees to\nsecure competency in the performance of their duties and fit them for promotion\nwithin the company. Where an employee is required by the Employer to take a\ncourse at a recognized educational establishment which requires time off, the\nEmployer will afford the employee such time off with pay and the Employee will\nundertake to bear the cost of such course. Due note will also be taken of any\nemployee's request to attend such course which would render the applicant more\ncompetent in the performance of his duties within the organization.",{"bindId":131,"name":132,"text":133},"TRADEUNLEAV_trigger","Any employee elected to permanent office","Any employee elected to permanent office in or as a delegate to any Union\nactivity necessitating leave of absence shall be granted such leave with pay.\nWritten notice for such leave giving the length of leave shall be given to the\nEmployer as far in advance as possible but in no event later than the 3 days\nprior to the day such leave is to be effective.",{"bindId":135,"name":70,"text":71},"SCHEDULE_trigger",{"bindId":137,"name":138,"text":139},"PAIDLEAV_trigger","1. An employee who has completed twelve ","1. An employee who has completed twelve consecutive calendar months service\nshall be granted paid annual leave according to the following scales:\n\n\n  \n  \n  \n  \n  \n    \n      a\n      1 - 5 years\n      21 workingdays\n    \n    \n      b\n      6 - 8 years\n      24 workingdays\n    \n    \n      c\n      9 years & above\n      30 workingdays",{"bindId":141,"name":142,"text":143},"NOCTPREM_trigger","Any number of hours worked over and abov","Any number of hours worked over and above the 40 hours per week will be\ntreated as overtime or some days off.\n\n2. (a) Night watchmen are engaged for watchmen's duties from 6.00pm to\n7.00am the next day. However, under no circumstance shall the total number of\nhours worked exceed 84 hours per week, with 2 days off in the month.\n\nDAY WATCHMEN\n\nA day watchmen may be engaged for duties from 6.00am to 7.00pm, however --\nany additional hours worked shall be paid as overtime as stated in Article\n5.",{"bindId":145,"name":146,"text":147},"healthcareaccessrelatives","4. The Employer shall also provide medic","4. The Employer shall also provide medical treatment to the employee's\nfamily at Government recognized Hospitals or Clinics for one unemployed spouse\nplus four unmarried and unemployed children below eighteen (18) years of age\nwhose names had been stated on the worker's personal profile, so however that\nthe total medical bill for the medical treatment envisaged in this paragraph\nshall not exceed One Hundred and Ninety Ghana Cedis (GHc 190.00) within one\ncalendar year.",{"bindId":149,"name":113,"text":114},"healthinsurancerelatives",{"bindId":151,"name":54,"text":55},"paidmaternityleavepay",{"bindId":153,"name":58,"text":154},"sicknessmaxdays","(a) An employee whose sickness is supported by a Medical Certificate issued\nby a Medical Practitioner shall be entitled to sick leave with pay in one\nperiod of twenty-four months as follows:\n\n\n  \n  \n  \n  \n    \n      1- 3 years service\n      2 months full pay\n\n        2 months 3\u002F4 pay\n\n        2 months 1\u002F2 pay\n      \n    \n    \n      Over 3 - 8 years' service\n      3 months full pay\n\n        3 months 3\u002F4 pay\n\n        3 months 1\u002F2 pay\n      \n    \n    \n      Over 9years & above\n      4 monthsfullpay\n\n        4months 3\u002F4 pay \n\n        4 months 3\u002F4 pay",{"bindId":156,"name":157,"text":158},"contractseverancepay","(e) Any employee in the service of the c","(e) Any employee in the service of the company as at date of engagement and\nis declared redundant will receive payment as follows:\n\n1 and 1\u002F2 month's salary for each year of service with effect from the date\nof engagement.",{"bindId":160,"name":82,"text":83},"jobsecuritymothers","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Crownstar Electronics Industry Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-11-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-10-31\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: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of computer, electronic and optical products, Manufacture of electrical equipment\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                        Crownstar Electronics Industry Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        ICU - Industrial and Commercial Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 88 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 365 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → \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: → \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        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → GHS 150.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -9 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data 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: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 45 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 45 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \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            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: →  days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 5.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → GHS  per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 7 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[166],{"title":37,"slug":33},[168],{"type":169,"data":170},"call_to_action_body_block",{"title":171,"description":172,"variant":173,"link":174},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":171,"url":175,"description":171,"rel":176,"type":177},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[179],{"type":169,"data":180},{"title":171,"description":172,"variant":173,"link":181},{"title":171,"url":175,"description":171,"rel":176,"type":177},[]]