[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-delmas-shipping-ghana-cma-cgm-group-limited-and-maritime-dockworkers-union-of-ghana-trades-union-congress-gtuc---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":229,"content_type_view":230,"extra_breadcrumbs":231,"body":233,"body_blocks":244,"related_pages":248},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":227,"translations":228},{"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-delmas-shipping-ghana-cma-cgm-group-limited-and-maritime-dockworkers-union-of-ghana-trades-union-congress-gtuc---2014","39977f34-684e-11e6-8fe8-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-delmas-shipping-ghana-cma-cgm-group-limited-and-maritime-dockworkers-union-of-ghana-trades-union-congress-gtuc---2014\u002Fcollective-agreement-between-delmas-shipping-ghana-cma-cgm-group-limited-and-maritime-dockworkers-union-of-ghana-trades-union-congress-gtuc---2014\u002F","Collective Agreement between Delmas Shipping Ghana CMA-CGM Group Limited and Maritime & Dockworkers Union of Ghana Trades Union Congress (GTUC) - 2014","GHA Delmas Shipping Group Limited - 2014","Ghana - GHA Delmas Shipping Group Limited - 2014","GHA Delmas Shipping Group Limited - 2014 - Transport, logistics, communication",{"name":41,"data":42},"Delmas Shipping Group Ltd - 2014.html","\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\u003Ch1>COLLECTIVE AGREEMENT BETWEEN DELMAS SHIPPING GHANA CMA-CGM GROUP LIMITED\nAND MARITIME & DOCKWORKERS UNION OF GHANA TRADES UNION CONGRESS (GTUC)\u003C\u002Fh1>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Agreement entered this 4 June 2014 between DELMAS SHIPPING GHANA,\nCMA-CGM Group LIMITED (herein referred to as the Company) and the MARITIME AND\nDOCKWORKERS UNION OF THE GHANA TRADES UNION CONGRESS (MDU OF GTUC) officially\ncertified under the LABOUR ACT 2003 (Act 651) and any amendment thereto as the\nnegotiating body, provides for the employment and conditions of LABOUR which\nshall apply to all Employees of the said company for whom the Union has been\ncertified to negotiate.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1 - PURPOSE AND INTENTION\u003C\u002Fh2>\n\n\u003Cp>It is the intention and purpose of the parties that this Agreement, which\nsupersedes all previous Agreements, customs and practices, will promote\npeaceful co-operation and understanding between the company and the Union.\nParties hereto acknowledge the rights and responsibilities of the other and\nagree to discharge such responsibilities under this Agreement. In implementing\nthis Agreement, the importance of effective consultation and communication is\nrecognized by both parties thereto. To this end, the parties hereto affirm\nthat, should any dispute arise between them, it shall be examined in this same\nspirit and settled in accordance with the procedure outlined in this\nAgreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2 - RECOGNITION\u003C\u002Fh2>\n\n\u003Cp>The company recognizes the Union as the sole and exclusive Collective\nBargaining representative of the employees as defined in this Agreement, and\nagrees to bargain collectively with the Union on behalf of such employees in\nall matters pertaining to rates of pay, wages, working hours and other terms\nand conditions of employment.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3 - SCOPE AND COVERAGE\u003C\u002Fh2>\n\n\u003Cp>[i] This Agreement shall apply to all employees who are in the employment of\nthe company on the date of this Agreement. It shall equally apply to employees,\nwho are engaged by the company while the agreement is in force.\u003C\u002Fp>\n\n\u003Cp>[ii] Definitions\u003C\u002Fp>\n\n\u003Cp>In this agreement, unless context otherwise requires, the term:\u003C\u002Fp>\n\n\u003Cp>a.“Company” shall mean ‘Delmas Shipping Ghana, CMA-CGM Group\nLimited”.\u003C\u002Fp>\n\n\u003Cp>b.“Union\" shall mean “MARITIME AND DOCKWORKERS UNION OF GTUC\u003C\u002Fp>\n\n\u003Cp>a. “Local Union” shall mean MDU-Delmas Shipping GHANA, CMA-CGM Group\nLIMITED.\u003C\u002Fp>\n\n\u003Cp>b. “Employee” shall mean all permanent, probationary and non-permanent\nmale and female workers engaged by the company from time to time.\u003C\u002Fp>\n\n\u003Cp>c. Casual Labour shall apply to any person employed on a non-permanent basis\nto cater for fluctuations in business demands.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Cp>d. Temporary Employee shall apply to any employee who has been employed for\na period not exceeding twelve (12) months for a particular job the duration of\nwhich is not stated and whose services may no longer be required on the\ncompletion of a particular job. If the temporary employee is transferred to a\npermanent job, his employment shall commence from the date on which he was\nengaged as a permanent employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e. “Salary” shall mean substantive basic salary excluding any form of\nallowance\u003C\u002Fp>\n\n\u003Cp>f. “Family” means an employee, a registered spouse, and children or\ndependants up to the age of 18 or a student who is neither employed nor married\nand up to 24- years if they are in any institution of higher education\u003C\u002Fp>\n\n\u003Cp>g. “Next of kin” means a member of family nominated by the employee to\nbe informed in the event of death, accidents, sickness etc of the employee.\u003C\u002Fp>\n\n\u003Cp>h. Reference to the masculine Gender in this agreement shall also include\nfeminine Gender where appropriate.\u003C\u002Fp>\n\n\u003Cp>i. “Month” means one calendar month.\u003C\u002Fp>\n\n\u003Cp>j. “Leave Year” means a year calculated on the basis of the date on\nwhich an employee first assumes duty.\u003C\u002Fp>\n\n\u003Cp>k. “Year” means a period of twelve (12) calendar months.\u003C\u002Fp>\n\n\u003Cp>l. “Remuneration” means salary and all relevant benefits.\u003C\u002Fp>\n\n\u003Cp>m. “Management” means General Manager or Dep. General Manager\u003C\u002Fp>\n\n\u003Cp>n. “Dependants” means Biological or legally adopted child\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4 - INDIVIDUAL CONTRACT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>No employee covered by this Agreement shall be compelled to enter into any\nseparate contract or agreement with the company covering the conditions and\nterms of employment, wages, and rates of pay and hours of work as appearing in\nthis agreement or shall be allowed to be bonded to the company without prior\ndiscussion with the union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 5 - EXISTING CONDITIONS\u003C\u002Fh2>\n\n\u003Cp>Any existing conditions and terms of employment, either written or oral, not\nmentioned in this Agreement and are not inconsistent with the terms and\nconditions of this Agreement shall be considered as part of this Agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6 - CONDITIONS OF EMPLOYMENT (PROBATIONARY PERIOD)\u003C\u002Fh2>\n\n\u003Cp>Co-operation between the Parties\u003C\u002Fp>\n\n\u003Cp>[i] Subject to the Company’s right of final selection of employees for the\npurpose of this Agreement, the Company shall carry out the provisions of the\nLabour Act and regulations and subsequent amendments, and seek the co-operation\nof the Maritime & Dockworkers’ Union in all matters of employment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>[ii] Every new employee other than temporary or casual employee shall on\nengagement undergo a probationary period not exceeding 3(three) months. No\nemployee shall be compelled to work more than one probationary period. If an\nemployee is discharged or terminated during this probationary period as a\nresult of adverse report on him and is re- hired within six [6] months\nthereafter, the days worked prior to such discharge or termination, shall be\nadded to the days worked after re-hire in determining the completion of his\nprobationary period.\u003C\u002Fp>\n\n\u003Cp>[iii] Unless informed in writing by the Company with a copy to the Local\nUnion to the contrary, an employee who has completed his probation shall be\ndeemed to have been confirmed in his appointment.\u003C\u002Fp>\n\n\u003Cp>[iv] Before a probationer’s service with the Company is terminated for\nunsatisfactory work, his performance shall be appraised at the end of his\nprobationary period and the results of the appraisal made known to him in\nwriting with copy to the Local Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>[v] Any non-permanent employee who has been working satisfactorily on a\ncasual or regular basis for a period of 132 working days within a calendar year\nshall be confirmed in the permanent establishment of the Company. Where the\nestablishment cannot absorb such an employee, he shall meanwhile, be placed on\na guarantee wage\u002Fsalary equivalent to the monthly wage\u002Fsalary of his classified\njob as appearing in the Appendix attached to this Agreement.\u003C\u002Fp>\n\n\u003Cp>[vi] All newly-engaged permanent employees shall undergo medical\nexamination, be given letters of appointment with copies to the Local Union\nindicating a salary point, salary scale, effective date, probationary period,\njob title, grade, and department\u002Fsection assigned.\u003C\u002Fp>\n\n\u003Cp>[vii] The Company shall keep a permanent employment record for all\ncategories of employees. This record shall be made available for examination by\nthe Union or Local Union at any time.\u003C\u002Fp>\n\n\u003Cp>[viii] Printed copies of this Agreement including all appendixes and\namendments or additions that will be mutually made from time to time by the\nparties hereto and shall be handed over to all employees covered by the Company\nwithin three [3] months from the date of signing the Agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7 - TRADE UNION ACTIVITIES AND SECURITY\u003C\u002Fh2>\n\n\u003Cp>Section 1 - Union Membership and Check Off\u003C\u002Fp>\n\n\u003Cp>[i] Since the Union represents the employees of the Company as defined in\nArticle 2 of the Agreement, it is recognized that such employees should all\nparticipate in the democratic decision making of the Union and contribute their\nshare to be cost of such representation.\u003C\u002Fp>\n\n\u003Cp>[ii] At the end of each month the Company shall deduct from the salary\u002Fwage\nof each employee covered by this Agreement the Union dues as authorized by the\nUnion and any general assessment uniformly levied.\u003C\u002Fp>\n\n\u003Cp>[iii] All Union dues and any general assessment uniformly levied so deducted\nshall be paid to the National Union, the Trade Union Congress and the Local\nUnion respectively in accordance with the Union’s constitution not later than\nthe fifth [5th] day of each new month along with a list of employees from whose\npay packets the deductions were made.\u003C\u002Fp>\n\n\u003Cp>[iv] Any employee covered by this Agreement shall, as a condition of\ncontinued employment, be a member of the Local Union to the extent of paying\nmembership dues and any general assessment uniformly levied otherwise his\ncontinued employment with the Company shall be reviewed.\u003C\u002Fp>\n\n\u003Cp>[v] All dues shall be paid by cheques and marked “Commission to Drawer’s\nAccount”.\u003C\u002Fp>\n\n\u003Cp>Section 2 - Shop Stewards\u003C\u002Fp>\n\n\u003Cp>[i] The Company recognizes the existence of Shop Stewards and Local Union\nOfficials as official representatives of the Union in every employment and at\nevery level of employment, provided these Shop Stewards and Local Union\nOfficials are dully recognized by the Union.\u003C\u002Fp>\n\n\u003Cp>[ii] Shop Steward and Local Union Officials shall intercede in matters\naffecting the well- being of industry and Labour during normal working hours.\nShop Stewards and Local Union Officials shall be last to be laid-off, after\nconsultation with the Union.\u003C\u002Fp>\n\n\u003Cp>[iii] Any transfer of a Shop Steward or Local Union Official shall take\nplace after mutual consent of the parties hereto.\u003C\u002Fp>\n\n\u003Cp>[iv] The Local Union shall furnish the Company with a complete list of Shop\nStewards with a copy to the Union. The National Secretariat of the Union shall\nprovide the Company with list of Local Union Officials from time to time.\u003C\u002Fp>\n\n\u003Cp>Section 3 - Discrimination\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>(1) A person who discriminates against any person with respect to the\nemployment or conditions of employment because that person is a member or an\nemployee of a trade union is guilty of unfair labour practice.\u003C\u002Fp>\n\n\u003Cp>(2) A person who seeks by intimidation, dismissal, threat of dismissal, or\nby any kind of threat or by imposition of a penalty, or giving or offering to\ngive a wage increase or any other favourable alteration of terms of employment,\nor by any other means, seeks to induce a worker to refrain from becoming or\ncontinuing to be a member or employee of a trade union is guilty of unfair\nlabour practice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>(3) A worker or group of workers who by any kind of threat seeks to\nintimidate the employer during negotiations of a collective agreement is guilty\nof unfair labour practice.\u003C\u002Fp>\n\n\u003Cp>(4) Employers or employer’s organizations who seek by any kind of threat\nto intimidate the worker during negotiations of a collective agreement are\nguilty of unfair labour practice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 4 - Notice Boards\u002FLocal Union Offices\u003C\u002Fp>\n\n\u003Cp>The Company shall provide notice boards placed conspicuously in the compound\nor other vantage points of the company’s area of operation for the use of\nlocal Union for the information of their members. The Company agrees to provide\nan office within its premises for the use of Local Union as soon as rooms are\navailable.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8 - WORKING HOURS\u003C\u002Fh2>\n\n\u003Cp>Section 1 - Hours of Work\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>[i] An employee is required to work for not more than 40 (forty) hours in\neach working week. The hours of work of attendance, except where permission to\nvary them has been given by the General Manager or where regulated by statute,\nshall be as follows: \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Monday to Friday - 8.00 am to 5.00 pm\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>One hour break (ie,12.30 - l:30pm). Reporting after the one hour break\nwithout HOD’s approval shall be considered late. The hours of work may be\nchanged by management and communicated to the union. Temporal absence need to\nbe approved by the H.O.D in advance. All activities should be guided by the\nconduct and professional ethics code of DSG\u003C\u002Fp>\n\n\u003Cp>Section 2 - Shift Workers\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>Day Shift \u003C\u002Ftd>\n      \u003Ctd>0730 Hours - 1930 hours \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Night Shift\u003C\u002Ftd>\n      \u003Ctd>1930 hours - 0730 hours\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>[ii] Employees working on shift basis shall work one [1] week on each\nschedule shift rotating from shift to shift, as follows\u003C\u002Fp>\n\n\u003Cp>Night Shift - Day Shift\u003C\u002Fp>\n\n\u003Cp>[iii] Where the shift worker works in excess of the normal eight [8] hours\nper shift, he shall be paid overtime.\u003C\u002Fp>\n\n\u003Cp>[iv] No shift period shall exceed 12 hours per shift or 40 hours per\nweek.\u003C\u002Fp>\n\n\u003Cp>Section 3 - General\u003C\u002Fp>\n\n\u003Cp>[i] Any changes in the time schedule indicated in Section 1, 2, above and 3\nshall be subjected to mutual agreement between the Company and the Local\nUnion.\u003C\u002Fp>\n\n\u003Cp>[ii] All categories of workers shall be entitled to a rest or meal period of\none [1 ] hour.\u003C\u002Fp>\n\n\u003Cp>[iii] Saturdays, Sundays and Public Holidays shall be treated non-working\ndays for all categories of workers. As such, employees shall attend to work on\nthese occasions only when engaged or allocated to work.\u003C\u002Fp>\n\n\u003Cp>[iv] If any employee is engaged or allocated to work on a Saturday, Sunday\nor Public Holidays, he\u002Fshe shall be paid 2 (two) times his\u002Fher hourly rate as\nfor 8 (eight) hours of work. In case of less than 8(eight) hours work, then he\nwill be paid a minimum of 4 (four) hours. Any work performed in excess of the\nguaranteed eight [8] hours shall be paid for as per the formula indicated in\u003C\u002Fp>\n\n\u003Cp>[v] All shift workers shall be entitled to 2(two) days off- duty after a\nfull working week (Monday-Sunday).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9 - OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>[i] Any work performed in excess of the normal daily or weekly hours of work\nas stipulated in Article 8 and on Saturdays, Sunday and Public Holidays shall\nbe paid for as Overtime.\u003C\u002Fp>\n\n\u003Cp>[a] Work in excess of eight [8] hours per day on Monday through to Friday -\nRate, one-and-a-half [1 and 1\u002F2] times the employee’s hourly rate of pay.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>[b] Work performed on Saturdays, Sundays and Public Holidays - Rate, two [2]\ntimes the employee’s hourly rate of pay with a minimum of [4] four hours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>[ii] The method of calculating overtime payment shall be as follows:- For\nPermanent and Non-Permanent Employees:\u003C\u002Fp>\n\n\u003Cp>[a] Hourly rate of Monday to Friday\u003C\u002Fp>\n\n\u003Cp>Basic Salary x 1.5 x Hours\u002F160\u003C\u002Fp>\n\n\u003Cp>[b] Hourly rate for hours in excess for forty [40] per week on Saturdays,\nSundays or Public Holidays\u003C\u002Fp>\n\n\u003Cp>Basic Salary x 2 x Hours\u002F 160\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>[iii] Where an employee is called in from home by the HOD during his rest\nperiod to perform duties for the Company, he shall be paid two [2] times his\nhourly rate of pay for each hour spent on the job.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 10 - PAY REGULATIONS\u003C\u002Fh2>\n\n\u003Cp>Section 1 - SALARIES AND WAGES \u003C\u002Fp>\n\n\u003Cp>Rates of Pay\u003C\u002Fp>\n\n\u003Cp>[i] Any employee who is covered by this Agreement shall receive the rate of\npay appropriate to his job classification as shown in the appendix attached to\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>[ii] The rates of pay, salary ranges, etc. as appearing in the appendix\nattached to this Agreement shall be effective 1st January, 2014 and shall\nremain in effect, unless any of the jobs listed in the Appendix are\nsubstantially changed in duties or unless the parties hereto review the\nAppendix in accordance with Article 10, Section 2 [ii] of this Agreement.\u003C\u002Fp>\n\n\u003Cp>[iii] Within thirty [30] days of the signing of this Agreement the Company\nshall pay to each employee the total amount retroactive adjustment which is due\nto him in his pay.\u003C\u002Fp>\n\n\u003Cp>[iv] Salaries\u002Fwages and overtime shall be paid once monthly on or before the\ntwenty-fifth [25th] day of the month, after allowing for all statutory\ndeductions authorized by the employees.\u003C\u002Fp>\n\n\u003Cp>[v] During the life of this Agreement, no employee’s salary\u002Fwage shall be\nreduced below the amount he is receiving except by mutual consent of the\nparties to this Agreement.\u003C\u002Fp>\n\n\u003Cp>[vi] Prior to the Company implementing any job evaluation or job\nclassification proposals, such proposals shall be communicated to the Union.\u003C\u002Fp>\n\n\u003Cp>[vii] The Company agrees to pay employees’ salaries through their\nrespective Bankers upon request. In all such cases pay-advice-slip shall be\ngiven to the employee concerned.\u003C\u002Fp>\n\n\u003Cp>Section 2 - Wage Re-Onening\u003C\u002Fp>\n\n\u003Cp>[i] Notwithstanding the provision of Section 1 of this Article, if any\nstatutory regulations on salaries\u002Fwages are enacted during the life of this\nAgreement, the parties hereto will meet and incorporate them into this\nAgreement, if they are appropriate.\u003C\u002Fp>\n\n\u003Cp>[ii] Notwithstanding the provision of Section 1 of this Article either party\nshall have the right once in each year of this Agreement, to re-open the\nAgreement of questions of alteration of the agreed salary\u002Fwage structure as\ncontained in the appendix attached hereto. In the event that either party wish\nto exercise this right it shall give [2] months notice in writing to the other\nparty of its intention. Six [6] weeks prior to the expiration of the said two\n[2] months, negotiation on the new salaries\u002Fwages shall begin in good faith.\u003C\u002Fp>\n\n\u003Cp>Section 3 - Annual Increment\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>i. Annual increment shall be granted to all unionised staff from the\nbeginning of the salary year. The salary year shall be the 1st of January to\nthe end of December in the same year. This is subject to staff not receiving\nwarning letters (2 or more).\u003C\u002Fp>\n\n\u003Cp>ii. If an employee reaches the end of his incremental bar and has not been\npromoted (for lack of vacancy) upon satisfactory performance he shall continue\nto earn his last increment and in addition receive a lump sum\u002Fexceptional bonus\nsubject to management discretion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(iii) In the following year, the staff must move to the next scale\nautomatically with reference to the above.\u003C\u002Fp>\n\n\u003Cp>Section 4 - Annual Appraisal Increment\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasefirmperformance\">\u003Cp>Annual Appraisal Increment shall be awarded to staff who performed above\naverage during the previous year. The award shall be at GM’s discretion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 5 - Merit\u002FAward\u003C\u002Fp>\n\n\u003Cp>[i] Employee of the Year\u003C\u002Fp>\n\n\u003Cp>The company shall award to any employee selected as a devoted worker by a\njoint and equally constituted committee of management and Junior Staff. In\npursuance of this any employee selected as Employee of the Year, management\nshall consider opportunities for overseas training relevant to his field of\nwork. A properly designed certificate shall be presented in each case.\u003C\u002Fp>\n\n\u003Cp>[ii] Criteria\u003C\u002Fp>\n\n\u003Cp>The criteria under which the Best-Worker-Award should be selected would be\nas follows:\u003C\u002Fp>\n\n\u003Cp>[a] Conduct\u003C\u002Fp>\n\n\u003Cp>[b] Dedication to Work\u003C\u002Fp>\n\n\u003Cp>[c] Initiative\u003C\u002Fp>\n\n\u003Cp>[d] Hard Work\u003C\u002Fp>\n\n\u003Cp>[e] Punctuality at Work\u003C\u002Fp>\n\n\u003Cp>[f] Attendance to Work\u003C\u002Fp>\n\n\u003Cp>Section 6 - Promotion Increase\u003C\u002Fp>\n\n\u003Cp>The Company shall award promotion increase, which shall not be less than the\nnormal increment in the employee’s previous scale\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11 - SENIORITY AND PROMOTION \u003C\u002Fh2>\n\n\u003Cp>Section 1 - Promotion\u003C\u002Fp>\n\n\u003Cp>i. Parties of this Agreement recognize that job security and advancement\nwithin the Company shall increase with qualification, skill for the job and\nlength of service of the employee.\u003C\u002Fp>\n\n\u003Cp>ii. In the event of promotions, serving permanent employee will be given the\nfirst preference over non-permanent employee.\u003C\u002Fp>\n\n\u003Cp>iii. Where the skills of two (2) or more serving permanent employees are the\nsame, merit and seniority will be used to determine the person to be\npromoted.\u003C\u002Fp>\n\n\u003Cp>iv. The Company shall inform the Junior Staff if any of their members is\npromoted\u003C\u002Fp>\n\n\u003Cp>Section 2 - Filling of Vacancies\u003C\u002Fp>\n\n\u003Cp>i. All existing vacancies will first be filled from within and that the\nemployee’s service and attitude to work shall be considered among other\nfactors as an equivalent to academic qualifications.\u003C\u002Fp>\n\n\u003Cp>ii. When vacancies exist within a particular section[s] or department[s] of\nthe Company, prior consideration shall be given to serving permanent employee\nin the section or department to fill such vacancies or posts on the basis of\nefficiency on the job, skill, qualification experience and length of\ndepartmental service. In the event that there are no suitable applicants in any\npermanent or non-permanent categories the Company shall have the right to\nrecruit from outside.\u003C\u002Fp>\n\n\u003Cp>iii. All vacancies or posts that occur within the Company shall be\nadvertised internally with copy to the Junior staff for, at least ten [10] days\nprior to filling them to enable serving employees with requisite qualification,\nto apply.\u003C\u002Fp>\n\n\u003Cp>iv. In all cases where the Company fills such vacancies the Local Union\nshall be notified in writing.\u003C\u002Fp>\n\n\u003Cp>v. Any employee promoted to a new vacant position shall serve a trial period\nof three [3] months and upon satisfactory performance shall be confirmed in the\nnew post. Where an employee fails to perform satisfactorily during the trial\nperiod Management shall give additional 3 months after which if he is unable to\nperform shall have his contract tenninated.\u003C\u002Fp>\n\n\u003Cp>ARTICLE 12 - TRANSFERS\u003C\u002Fp>\n\n\u003Cp> Section 1 - Transfer\u003C\u002Fp>\n\n\u003Cp>i. If the Company transfers an employee permanently from one station to\nanother, the Company shall provide free transport for the employee and his\nfamily.\u003C\u002Fp>\n\n\u003Cp>ii. The Company shall also bear the cost of transporting the employee’s\npersonal belongings\u003C\u002Fp>\n\n\u003Cp>iii. An employee shall be given three (3) months notice of transfer prior to\nthe date of his transfer to another station except in emergency cases, the\nnature of which shall be given to the employee in writing, thus explaining the\ncause (s) of his sudden transfer.\u003C\u002Fp>\n\n\u003Cp>iv. An employee on permanent transfer shall be paid a transfer grant of\nthree (3) months basic salary. In the case of emergency transfer within, the\nemployee shall be paid additional lump sum.\u003C\u002Fp>\n\n\u003Cp>v. An employee on transfer shall be provided with accommodation or in lieu\nbe paid an allowance until he gets accommodation or the company shall bear the\ncost of his hotel expenses and accommodation until a suitable accommodation is\nsecured or be paid a lump sum to be negotiated.\u003C\u002Fp>\n\n\u003Cp>vi. Where the payment of rent advance is demanded, the company shall advance\nto the employee concerned the amount.\u003C\u002Fp>\n\n\u003Cp>Section 2 - Temporary Transfers\u003C\u002Fp>\n\n\u003Cp>Where a transfer is not intended to extend beyond three (3) months,\nemployees concerned shall be paid out-of-station allowance. Temporary transfers\nshall not exceed Ninety Days, in circumstances where such transfers exceed; it\nshall be regarded as permanent transfer and treated as such. One month salary\nis to be paid\u003C\u002Fp>\n\n\u003Cp>Section 3 - Departmental Transfer\u003C\u002Fp>\n\n\u003Cp>All things being equal, where the Company combines or separates departments\nor any portion thereof, causing employee[s] to be permanently transferred to\nthe combined or separated department, seniority of the employee[s] transferred\nto the new department shall be established therein by merging the respective\ndepartmental seniority formerly held by each of them in their former\ndepartments. In deciding who should head the new Section, the provision of\nArticle 11 Section 2 shall apply.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13 - SAFETY AND HEALTH\u003C\u002Fh2>\n\n\u003Cp>Section 1 - General\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>The company shall make reasonable provision for safety and health of its\nemployees. Employees shall abide by the safety rules and regulation established\nby the company and in line with the provisions of the Factory, Offices and\nShops Act, 1970 (Act 328) and any subsequent amendments.\u003C\u002Fp>\n\n\u003Cp>Section 2 - Protective Devices, Uniforms\u002FLaundry Facilities\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>[i] The company shall provide protective clothing and devices to properly\nprotect its employees as well as uniforms, in furtherance of its business\nactivities.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>[ii] The Company shall provide cloak or changing rooms for employees.\u003C\u002Fp>\n\n\u003Cp>a. Female employees shall be entitled to;\u003C\u002Fp>\n\n\u003Cp>Four (4) sets of suits and eight inners as uniform and \u003C\u002Fp>\n\n\u003Cp>Two (2) Friday Wears a year.\u003C\u002Fp>\n\n\u003Cp>b. Male employees shall be given clothing allowance of GHC 400 per year to\nbe reviewed yearly.\u003C\u002Fp>\n\n\u003Cp>Section 3 - Industrial Injury and Disease\u003C\u002Fp>\n\n\u003Cp>[i] All industrial injury or disease shall be immediately reported to\nManagement with copy to the Junior Staff In the event of an injury or disease\nat work, the Company shall be responsible for treatment.\u003C\u002Fp>\n\n\u003Cp>The Company shall continue to pay the employee his salary\u002Fwage for the whole\nperiod of treatment till the injured employee resumes duty.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>In such circumstance, the employee shall be entitled to compensation under\nthe Workmen’s Compensation (PNDC Law 187) and any subsequent amendments.\u003C\u002Fp>\n\n\u003Cp>ii. In all cases of payment of compensation [periodical and\u002For lump sum]\nJunior Staff Union official shall be present. Copies of correspondence relating\nto all industrial accidents shall be sent to the Union.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>iii. Any employee covered by this Agreement who dies or suffers total or\npermanent incapacity as a result of industrial illness or an accident arising\nout of and in the course of his employment shall be entitled to below:\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>DEATH\u003C\u002Ftd>\n      \u003Ctd>2 MONTHS SALARY * YEARS OF SERVICE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>TOTAL INCAPACITY*\u003C\u002Ftd>\n      \u003Ctd>1.5 MONTHS SALARY * YEARS OF SERVICE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>PERMANENT INCAPACITY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1.5 MONTHS SALARY * YEARS OF SERVICE * % OF DAMAGE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>* Total incapacity means employee not able to work again.\u003C\u002Fp>\n\n\u003Cp>iv. Any employee incapacitated as a result of an industrial illness or\naccident, shall be granted leave of absence on full pay for the total period of\nsick leave as stipulated in section 2 (Sick Leave) of this Agreement. In\nexceptional cases, the Company shall permit and bear the full cost of treatment\nfrom a registered herbal practitioner at a reasonable cost. In all cases,\nprescription and receipts need to be submitted.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>v. Optical, surgical, dental and other necessary treatment shall be provided\nfree of charge to any employee covered by this Agreement when recommended by a\nrecognized medical practitioner or a registered herbal practitioner recognized\nby the parties to this Agreement. The yearly limit shall be:\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>PHYSIOTHERAPY\u003C\u002Ftd>\n      \u003Ctd>GHC 1,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CHIROPRACTIC\u003C\u002Ftd>\n      \u003Ctd>GHC 1,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>DENTIST\u003C\u002Ftd>\n      \u003Ctd>GHC 1,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SPETACLE FRAMES\u003C\u002Ftd>\n      \u003Ctd>GHC 150\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>These limits shall be subject to yearly review in line with medical\npractice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. Where an employee develops a disease and it is proved by a Medical\nPractitioner to be an industrial illness, the Company shall pay at a reasonable\ncost surgical and other expenses involved.\u003C\u002Fp>\n\n\u003Cp>v. All payments in relation to workman’s compensation in case of death\nshould be paid to the designated next of kin.\u003C\u002Fp>\n\n\u003Cp>Section 4 - Health and Safety Committee\u003C\u002Fp>\n\n\u003Cp>A Health and Safety Committee consisting of an equal number or\nrepresentatives of the parties hereto not exceeding two (2) each shall be\nestablished. This committee shall ensure that safety regulations as prepared\nfrom time to time by the Factory Inspectorate of the Ministry of Labour are\nrigidly adhered to. It will also promote on a continuous basis an educational\nprogram, safety, or safety consciousness leading to the compilation of a safety\nmanual for the guidance of all concerned. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Section 5 - Non-Industrial Illness (Free Medical Treatment)\u003C\u002Fp>\n\n\u003Cp>i. The Company shall provide Medical attention to its employees and their\nregistered families. Such free medical attention shall include all forms of\nmedical attention, cost of drugs as prescribed by the Doctor and hospital fees\nincluding cost of subsistence for in- patients, where such facility is provided\nby the hospital.\u003C\u002Fp>\n\n\u003Cp>ii. Operational fees for non-industrial accidents, replacement of tooth,\nspectacles frames and lenses shall be borne by the Company up to these limits\nfor the year.\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>PHYSIOTHERAPY\u003C\u002Ftd>\n      \u003Ctd>GHC 1,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CHIROPRACTIC\u003C\u002Ftd>\n      \u003Ctd>GHC 1,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>DENTIST\u003C\u002Ftd>\n      \u003Ctd>GHC 1,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SPETACLE FRAMES\u003C\u002Ftd>\n      \u003Ctd>GHC 150\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>These limits shall be subject to yearly review in line with medical\npractice.\u003C\u002Fp>\n\n\u003Cp>In the case of surgical operations, the employee who needs such treatment\nshould first of all report to the Company’s Medical Employee. In the event of\nnot responding to treatment he reserves the right to report his condition to\nthe Junior staff who will take it up with Management to decide on the next step\nto take.\u003C\u002Fp>\n\n\u003Cp>iii. Employees shall be treated by a recognized Medical Practitioner\nappointed by the Company. Where such facilities do not exist the employee shall\nattend a Government Hospital\u002FClinic and such expenses shall be borne by the\nCompany. Where an employee is recommended to attend a registered Herbal Clinic,\nthe expenses shall be borne by the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>iv. In cases of emergency, employees, their registered families (ie. spouse\nand families) shall seek treatment at the nearest hospital, registered herbal\npractitioner, out-patient department or dispensary\u002Fclinic including transport\nexpenses. Bills for such treatment shall be borne by the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>v. Where an employee is unable to work because of non-occupational illness\nor injury and where he is declared unfit to continue in the service of the\nCompany his services shall be terminated on grounds of ill health and shall be\npaid all entitlements due to him under this Agreement, at the rate of (3) three\nmonths pay for each year of service.\u003C\u002Fp>\n\n\u003Cp>vi. Should the Company not be able to pay an employee who has left the\nCompany his entitlements in full on the due date, the employee and his family\nshall continue to be entitled to free medical treatment until the entitlements\nare fully paid.\u003C\u002Fp>\n\n\u003Cp>vii. All expenses incurred by employees and their families, who need\nspecialist medical attention shall be borne by the company, when referred by\nthe company’s Medical Doctor.\u003C\u002Fp>\n\n\u003Cp>viii. The Company shall provide free medical care for only employees who\nretire as a result of job related incapacitation or disease.\u003C\u002Fp>\n\n\u003Cp>Section 6 - Sick Leave\u002FPay\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>[i] An employee whose sickness is supported by a medical certificate issued\nby a Medical or recognized Herbal Practitioner shall be entitled to sick leave\nwith pay 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>[a] Less than three [3] years\u003C\u002Ftd>\n      \u003Ctd>Maximum period of full pay\n\n        \u003Cp>Of serviceSix [6] months.\u003C\u002Fp>\n\n        \u003Cp>Maximum period of half pay Six [6] months.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>[b] Over three [3] years\u003C\u002Ftd>\n      \u003Ctd>-Maximum period of full pay\n\n        \u003Cp>Of serviceTwelve [12] months.\u003C\u002Fp>\n\n        \u003Cp>Maximum period of half pay Eight [8] months.\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\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>[ii]Any em ployee declared medically unfit to work shall be paid benefit\nunder as in Section 5 [v] of the Agreement in addition to other\nentitlements.\u003C\u002Fp>\n\n\u003Cp>[iii] In every case of absence from work on the grounds of illness, a\ncertificate from a recognized Medical Practitioner or recognized Herbal\nPractitioner shall be furnished to the Company within one [1] week of the\nemployee being declared unfit.\u003C\u002Fp>\n\n\u003Cp>Section 7 - Medical Examination\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>In the interest of the safety and health of the employees both existing and\nnewly engaged employees who have completed their probation shall undergo a\nmandatory free medical examination provided by the Company once every year\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 8 - First Aid\u003C\u002Fp>\n\n\u003Cp>The Company shall provide adequate first aid facilities for its\nemployees.\u003C\u002Fp>\n\n\u003Cp>Section 9 - Personal Accident Insurance Policy\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>Any employee covered by this Agreement shall be insured under the\nCompany’s Insurance Policy Scheme. (Workmen’s Compensation Act)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 14 - LEAVE REGULATIONS.\u003C\u002Fh2>\n\n\u003Cp>Section 1 - HOLIDAYS AND LEAVE\u003C\u002Fp>\n\n\u003Cp>[i] The Company and the employees shall observe all statutory and public\nholidays of the country and payment of remuneration for such public holidays\nshall be made.\u003C\u002Fp>\n\n\u003Cp>[ii] Any employee who performs work on a public holiday shall receive a full\nday’s pay and in addition the proportion of his day’s pay for the number of\nhours worked. For any hours worked in excess of the normal working hours the\nappropriate overtime pay provided for in Article [6] of this Agreement shall\napply. For all work performed on Saturday and Sunday, the appropriate overtime\nrate as appearing in Article [6] of this Agreement shall apply.\u003C\u002Fp>\n\n\u003Cp>Section 2 - Annual Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003C\u002Ftr>\u003Ctr>\u003Ctd>Period of Service\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>No. of Working Days Entitled\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a) Employee with [5] years and above service\u003C\u002Ftd>\n      \u003Ctd>30 days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) Employee with below [3-5] years service\u003C\u002Ftd>\n      \u003Ctd>28 days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c) Employee with less than [3] years service\u003C\u002Ftd>\n      \u003Ctd>24 days\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Section 3 - EVENTS DAY\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>A worker who has served his probation period with the company and affected\nby family events as stated below, shall be given these yearly days\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003C\u002Ftr>\u003Ctr>\u003C\u002Ftr>\u003Ctr>\u003Ctd>Marriage of the worker\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Marriage of a child\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Death of a child, the father or mother of the worker\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Death of a brother, sister\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Death of a stepfather or stepmother\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Birth of a child (Fathers)\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Moving \u002F Relocating to new apartment\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003C\u002Ftr>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Section 4 - Maternity Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>[i] A female employee who becomes pregnant shall be entitled to fourteen\n[14] weeks maternity leave with Ml pay, on the presentation of a medical\nreport.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>[ii] The period of maternity leave shall be extended upon recommendation\nfrom Medical employee where the confinement is abnormal or where in the course\nof same confinement two [2] or more babies are born.\u003C\u002Fp>\n\n\u003Cp>[iii] Absence from duty arising from pregnancy in excess of maximum period\ndescribed in [ii] above shall be regarded as absence on the grounds of ill\nhealth. Article 13, Section 6 [ii] of this Agreement shall apply subject to the\nnecessary medical certificate being produced.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>[iv] Under no circumstances should an employee on maternity leave be\nsuspended or dismissed.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>[v] A nursing mother on resumption of duty shall be granted two [2] hours\noff duty daily [i.e.] one [1] hour each during the morning and afternoon\nsession respectively] for a period of nine [9] months to enable her feed her\nbaby.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>[vi] Work by a nursing mother during the 9 months in excess of 6 hrs shall\nbe treated as overtime.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Section 5 - Leave of Absence for Union Duties\u003C\u002Fp>\n\n\u003Cp>[i] An employee who is also a Trade Union Official, or who is a delegate to\nthe Union’s activities necessitating leave of absence will be granted such\nleave with pay. Written notice of such leave stating the duration of leave will\nbe given to the Company as far in advance as possible but in no event later\nthan the day such leave is to become effective, cases of emergency shall be\nconsidered.\u003C\u002Fp>\n\n\u003Cp>[ii] Subject to renewal by both parties to this Agreement, leave of absence\nfor a period not exceeding four [4] years (subject to renewal) without pay will\nbe granted to employees selected to work lull-time for the Union in an official\ncapacity. The seniority of such an employee shall not be broken by such leave\nof absence.\u003C\u002Fp>\n\n\u003Cp>Section 6 - Interrupted Leave\u003C\u002Fp>\n\n\u003Cp>[i] Every employee shall enjoy an uninterrupted period of leave. However,\nthe Company in cases of urgent necessity in accordance with the provisions of\nthis Agreement may require an employee to interrupt his leave and return to\nwork.\u003C\u002Fp>\n\n\u003Cp>[ii] Where an employee is required by the Company to interrupt his leave in\nthe circumstances specified in the immediately preceding paragraph he shall not\nforfeit his right to the remainder of his leave but shall take such leave any\ntime thereafter.\u003C\u002Fp>\n\n\u003Cp>[iii] Where an employee takes his annual leave at the end of a calendar\nyear, the leave may continue except as provided for by paragraph one [1] of\nthis Section without interruption into the following year.\u003C\u002Fp>\n\n\u003Cp>[iv] Where the Company requires an employee to interrupt his annual leave in\nthe circumstances stated in paragraph [1] of this section it shall make up to\nthe employee a reasonable expenses incurred. In addition he will be paid 1.5\ntimes his daily wage if he works for less than 1 week. In case he works for\nmore than 1 week, he will be paid 50% of his monthly salary.\u003C\u002Fp>\n\n\u003Cp>Section 7 - Leave Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>One month salary shall be paid as leave allowance to every employee when\nproceeding on leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 15 - EDUCATION AND TRAINING\u003C\u002Fh2>\n\n\u003Cp>Section 1 - Training Within Industry\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>The company recognizes the importance of sound training as a means of\nimproving efficiency. The company, therefore, undertakes to train all employees\nthrough in-service training and other management and productivity courses,\nlocal and overseas.\u003C\u002Fp>\n\n\u003Cp>Management shall set the criteria of eligibility for training. Application\nfor training shall be subject to management approval.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Industry Training and Management Courses\u003C\u002Fp>\n\n\u003Cp>All courses\u002Ftraining deemed relevant including but not limited to:\u003C\u002Fp>\n\n\u003Cp>• Port and Shipping Management - operations, Safety and Security, IMO and\nIMDG\u003C\u002Fp>\n\n\u003Cp>• Logistics, Purchasing and Supply Chain Management\u003C\u002Fp>\n\n\u003Cp>• Research, sales and Marketing\u003C\u002Fp>\n\n\u003Cp>• Information Management - Customer Service\u003C\u002Fp>\n\n\u003Cp>• Financial management\u003C\u002Fp>\n\n\u003Cp>Institutions include and not limited to the following:\u003C\u002Fp>\n\n\u003Cp>• World Maritime University - Malmo\u003C\u002Fp>\n\n\u003Cp>• Chartered Institute of Transport and Logistics - CILT UK\u003C\u002Fp>\n\n\u003Cp>• Institute of Chartered Shipbrokers - UK\u003C\u002Fp>\n\n\u003Cp>• Institute of Freight Forwarders\u002FBIFA\u003C\u002Fp>\n\n\u003Cp>• Institute of Export and Shipping Management\u003C\u002Fp>\n\n\u003Cp>• Chartered Institute of Marketing\u002FICA GH - ACCA - UK\u003C\u002Fp>\n\n\u003Cp>• Government and recognized private tertiary institution \u003C\u002Fp>\n\n\u003Cp>i. Conferences shall be attended by those whose job description is related\nto the conference.\u003C\u002Fp>\n\n\u003Cp>ii. Where in-service training facilities are not available, employees shall\nbe given all encouragement to pursue studies relevant to their jobs in approved\ninstitutions. In such cases the employee shall be granted study leave with or\nwithout pay.\u003C\u002Fp>\n\n\u003Cp>iii. Where an employee qualifies for a continuous education, he\u002Fshe can\napply for sponsorship\u002Ffinancial assistance from the company, iv. Tuition,\nboarding and lodging as well as the cost of approved text books of an employee\non study leave with pay shall be borne by the company for the duration of the\ncourse. Where the institution does not provide boarding facilities, hotel bills\nshall be fully paid by the company, and where hotel bills are not inclusive of\nmeals the employee shall be paid out of- station allowance at approved\nrates.\u003C\u002Fp>\n\n\u003Cp>vi. The company shall reimburse such approved expenses as fees and the cost\nof textbooks to any employee who successfully takes approved part-time studies\nrelating to his job. The course has to be approved by the company,\u003C\u002Fp>\n\n\u003Cp>vii. An employee on study leave with pay shall, in addition to his full\nsalary be paid all other allowances: housing, commuted mileage, petrol subsidy\netc. full rate for the entire duration of his course.\u003C\u002Fp>\n\n\u003Cp>viii. Payment of allowances to employee attending courses and conferences or\non attachment overseas shall be paid per-diem allowance agreed between\nmanagement and the junior staff.\u003C\u002Fp>\n\n\u003Cp>ix. An employee who is sponsored by the Company to undergo an approved\ntraining or\u003C\u002Fp>\n\n\u003Cp>correspondence course either locally or overseas shall be required to enter\ninto a bond to serve the company specified below:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>x. All such training need to be first approved by Management before the cost\nwill be home by the company.\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>Course\u003C\u002Ftd>\n      \u003Ctd>Bond\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 year\u003C\u002Ftd>\n      \u003Ctd>2 years\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 years\u003C\u002Ftd>\n      \u003Ctd>3 years\u003C\u002Ftd>\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>[iii] Any employee who trains a staff employed on permanent basis to take\nover shall be paid an 80% of his\u002F monthly salary for two weeks or more\nduration. In such cases overtime shall not be paid.\u003C\u002Fp>\n\n\u003Cp>Section 2 - Scholarship Scheme for Employees’ Children\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>The Company shall give scholarship to one (1) ward of each staff annually\nwho is in a secondary or tertiary institution. Such ward needs to obtain\naggregate 15 or better\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 3 - Educational Grant\u003C\u002Fp>\n\n\u003Cp>It is agreed that the Company shall give 10% of annual salary as Educational\nGrant at the beginning of every year to the deserving employees of the\ncompany\u003C\u002Fp>\n\n\u003Cp>Section 4 - Study Leave without Pay\u003C\u002Fp>\n\n\u003Cp>Employees may be granted study leave without pay on the production of\nrelevant admission document. The leave shall cover the duration of the course.\nHowever, the employee will not be guaranteed employment on completion of the\ncourse.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16 - GRIEVANCE, TRADE DISPUTE AND ARBITRATION\u003C\u002Fh2>\n\n\u003Cp>Section 1 - Grievance Procedure\u003C\u002Fp>\n\n\u003Cp>All complaints or dispute concerning violation of, non-compliance with or\nthe application or interpretation of this Agreement but not including any\nrequested or proposed changes in this Agreement are herein referred to as\ngrievance and shall be adjusted and settled as promptly and practicable through\nthe following channels.\u003C\u002Fp>\n\n\u003Cp>STEP 1- The employee claiming a grievance shall first discuss the grievance\nor request with his immediate departmental head or designated representative,\nwho shall consider and dispose of it promptly. In any case each individual\ngrievance may be presented by the aggrieved employee to the appropriate\nauthority within ten [ 10] working days after its occurrence or may be deemed\nto have been waived.\u003C\u002Fp>\n\n\u003Cp>STEP 2- Failing satisfactory adjustment of the grievance within two [2]\nworking days, the employee and his Union Shop Steward or representative will\nthen discuss the grievance with the Company’s Human Resource Employee or\nManagement representative.\u003C\u002Fp>\n\n\u003Cp>STEP 3- Failing satisfactory and reasonable adjustment, the grievance shall\nthen be reduced into writing on appropriate standard terms within five [5]\nworking days after the discussion with the Company Human Resource Employee for\nsettlement at the sub-committee level. The sub-committee shall endeavor to\nresolve the grievance within three [3] working days from the time the matter is\nreferred to it.\u003C\u002Fp>\n\n\u003Cp>STEP 4 - Failing satisfactory adjustment in Step 3, the National Union may\nwithin seven [7] working days refer the grievance in writing for discussion at\nthe Standing Joint Negotiating Committee.\u003C\u002Fp>\n\n\u003Cp>STEP 5- Failing a satisfactory settlement in Step 4, the matter shall be\nreferred to a mutually acceptable third party whose findings shall be binding.\nIf a third-party cannot be agreed upon, the Company or the Union shall retain\nfreedom of action by referring the matter to the National Labour Commission\nfor, Mediation Arbitration. Failing to answer or resolve the grievance within\nthe prescribed time limits, the grievance shall be deemed automatically moved\nto the next step or settled on the basis of the relief sought.\u003C\u002Fp>\n\n\u003Cp>Section 2 - Procedure for Trade Dispute\u003C\u002Fp>\n\n\u003Cp>[i] A Trade Dispute as in the Labour, 2003 (Act 651) including disputes\nrelating to the wage re-opening provisions in this Agreement shall be handled\nand disposed off in the manner as provided in the Act.\u003C\u002Fp>\n\n\u003Cp>[ii] In the event, a Trade Dispute as defined above develops between the\nparties to this Agreement they shall attempt to resolve this dispute in the\nspirit of the opening clause of this Agreement [i.e. Purpose and Intention of\nthe Parties]\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17 - DISCI PLINARY ACTION AND PROCEDURES\u003C\u002Fh2>\n\n\u003Cp>Refer to Appendix ‘A’ attached to this Agreement \u003C\u002Fp>\n\n\u003Ch2>ARTICLE 18 - MISCELLANEOUS ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Section 1 - Tool Allowance\u003C\u002Fp>\n\n\u003Cp>[i] The Company shall supply to all employees the necessary tools required\nto perform the work of their designated job classification.\u003C\u002Fp>\n\n\u003Cp>[ii] Employees supplied with tools shall sign a relevant receipt and shall\nbe responsible for their care and safekeeping. Tools lost or damaged through\nnegligence of the employee shall be replaced by him or paid for in lieu\nthereof.\u003C\u002Fp>\n\n\u003Cp>Section 2 - Out of station\u003C\u002Fp>\n\n\u003Cp>An employee who is requested to leave his place of work for any other\ndestination in Ghana shall be paid a pier Diem (including day return journeys)\nwith all expenses paid as follows:\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>Per Diem\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>• Within Ghana\u003C\u002Ftd>\n      \u003Ctd>GHC 60 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>• Within W\u002FAfrica\u003C\u002Ftd>\n      \u003Ctd>GHC 65\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>• Elsewhere\u003C\u002Ftd>\n      \u003Ctd>GHC 70\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Section 3 - Night Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>[i] Any employee covered by this Agreement who is scheduled to work on a\nnight shift shall be paid night allowance at the rate of 60% of the hourly rate\nof overtime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 4 - Acting Allowance\u003C\u002Fp>\n\n\u003Cp>[i] Where an employee (permanent and non permanent) is required to carry out\nthe full duties of another employee in a higher group, for a period of fourteen\n[14] working days, or more he shall be paid an acting allowance of 80% of\nhis\u002Fher monthly pay.\u003C\u002Fp>\n\n\u003Cp>[ii] Where an employee is required to fully or partially undertake the\nduties of another employee in addition to his own work, he shall be entitled to\nan ex-gratia award equivalent to [80%] percent of his\u002Fher Salary or Wage.\u003C\u002Fp>\n\n\u003Cp>[iii] No employee shall be required to act in a vacant post continuously for\na period exceeding three [3 ] months. At the end of the three [3] months, he\nshall be made substantive holder of the post by promotion and given\nremuneration to the post.\u003C\u002Fp>\n\n\u003Cp>[iv] The provision of sub-section [iii] above shall not apply to temporary\nvacancies rising from study leave overseas and such training.\u003C\u002Fp>\n\n\u003Cp>[v] Where an employee is required to fully or partially undertake the duties\nof another employee who is on maternity leave in addition to his own work, he\nshall be entitled to an ex-gratia award equivalent to [80%] percent of his\u002Fher\nSalary or Wage for the entire duration of the maternity leave\u003C\u002Fp>\n\n\u003Cp>Section 5 - Transport Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>[i] Transport allowance for Junior staff shall be cash equivalent of 100\nlitres per month. Section 6 - Height Allowance\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Any employee who works under hazardous conditions at the height of nine (9)\nmeters or over above ground or deck level for any length of time within a day\nor per shift shall be paid a flat rate of Ghc 10.00 (Ten Ghana Cedis) per day\nor per shift by the company.\u003C\u002Fp>\n\n\u003Cp>Section 7 - Supervisory Allowance\u003C\u002Fp>\n\n\u003Cp>A supervisory allowance of GHc lO.OO (Ten Ghana Cedis) per day shall be paid\nto any employee who acts as a Supervisor on board ships. The provision does not\napply to employees already graded as on-board supervisors.\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>Section 8 - Subsistence (Coast Wise) Allowance\u003C\u002Fp>\n\n\u003Cp>Any employee required 10 perform the under mentioned jobs will be entitled\nto a flat rate of (GHC 10) of his\u002Fher wage\u003C\u002Fp>\n\n\u003Cp>[i] Any labourer required to work as a watchman or gangway man or head\nlabourer\u003C\u002Fp>\n\n\u003Cp>[ii] Where an employee travels by land to work on board a vessel or ship\u003C\u002Fp>\n\n\u003Cp>[iii] Any employee whose place of work is on vessel and not alongside a\nwharf after 6.00pm\u003C\u002Fp>\n\n\u003Cp>[iv] Any employee working on board ship alongside wharf if after 6.00pm.\u003C\u002Fp>\n\n\u003Cp>[v] Any employee working on board ship alongside wharf if after working\nthroughout the day and he\u002Fshe is required to continue work after 6.00pm. This\napplies to Supervisors, Tally Clerks, Cargo watchers, Gangwaymen, Winchmen, and\nShipping Maintainable workers.\u003C\u002Fp>\n\n\u003Cp>[vi] Any staff who performs duty on-board vessel at anchorage shall be paid\nan allowance of GHc 150 per day\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 19 - MISCELLANEOUS\u003C\u002Fh2>\n\n\u003Cp>Section 1 - MEALS AND GROCERIES\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>The company shall provide allowance for lunch and groceries at the rate of\nGHc 225 per month which will be reviewed yearly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 20 - DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>I. In an event of the death of an employee, management in consultation with\nother junior staff shall appoint a family liaison employee for arrangements and\ndonations. The company shall donate an amount of four thousand Ghana cedis (GHc\n4,000) to the employees spouse and children to assist in meeting funeral\nexpenses. This shall include cost of coffin and customary drinks etc.\u003C\u002Fp>\n\n\u003Cp>II. Where the employee is not married, the total amount shall be paid to the\nnext of kin.\u003C\u002Fp>\n\n\u003Cp>III. The company shall provide transport to convey the body to the\ndeceased’s hometown or place of burial\u003C\u002Fp>\n\n\u003Cp>IV.Where the spouse or child of an employee dies, the company shall assist\nthe employee with a funeral donation of GHc 1,500.\u003C\u002Fp>\n\n\u003Cp>V. In the event of the death of an employees parents thus father or mother,\nthe company shall donate an amount of GHc 700 to the employee\u003C\u002Fp>\n\n\u003Cp>VI. In the event of the death of an employee who retired from the services\nof the company, the company may make donations to the bereaved family.\u003C\u002Fp>\n\n\u003Cp>VII. In the case of Child, Employee or Parents death, management would\narrange transport, food and drinks etc for staff going to sympathize with the\nbereaved colleague.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 2 - Annual Bonus\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>I. The Company shall pay to all permanent employees at the end of every\nyear. The amount to be paid shall be negotiated between Management and the\nUnion.\u003C\u002Fp>\n\n\u003Cp>II. In case of non-permanent employees the qualifying period shall be 115\nworking days for a full award, 90 working days for three quarters of the award,\nand 66 working days for half and 49 working days for one quarter of the\naward.\u003C\u002Fp>\n\n\u003Cp>III. The Company shall inform the Union of the date of payment 3 (three)\nmonths prior to the end of the year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 3 - Financial Assistance\u003C\u002Fp>\n\n\u003Cp>i. An employee may request up to 60% of their annual salary as a loan. Such\na loan will be deducted at source from the employee salary over a maximum of 24\nmonthly and equal installments, commencing one month after receipt of the\nadvance. Such monthly deductions shall not exceed 30% of the employee monthly\nsalary. Such request will be only available for employees after their\nprobation. There shall be no top up loans.\u003C\u002Fp>\n\n\u003Cp>ii. An employee may request for a cash advance to be repaid within one\nmonth, failure of which it will deducted from his \u002F her salary. Any advance\ntaken between 10th and 20th will be deducted that month. After 20th, it will be\ndeducted from the following month’s salary. Employees can apply for cash\nadvance not more than once every month.\u003C\u002Fp>\n\n\u003Cp>Section 4 - Renewal of Drivers License And Legal Aid\u003C\u002Fp>\n\n\u003Cp>[i] Drivers employed by the Company shall have their license renewed from\ntime to time free of charge.\u003C\u002Fp>\n\n\u003Cp>Section 5 -Legal Aid\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-legalassistance_trigger\">\u003Cp>[i] The Company shall give free legal aid to its employees.\u003C\u002Fp>\n\n\u003Cp>[ii] The Company shall provide legal aid to employees when they commit torts\nin the course of their employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 6 - Housing and Accommodation\u003C\u002Fp>\n\n\u003Cp>Management will only advance one form of loan at a time\u003C\u002Fp>\n\n\u003Cp>Housing loan will be 40% of basic salary for 3 years (40% * Annual Salary *\n3)\u003C\u002Fp>\n\n\u003Cp>After this loan has been advanced, the applicant will not be entitled to\nrent advance. Employees to benefit from this loan have to be of good behavior\nIn times of resignation or dismissal, all outstanding amounts shall be refunded\nin full or the company has the right to retrieve it by any means possible.\u003C\u002Fp>\n\n\u003Cp>Section 7 - Incentive Bonus Scheme\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ONCERISE2_trigger\">\u003Cp>During the life of this Agreement, the parties hereto agree to review\nexisting incentive payment and\u002For other productivity scheme and efficiency\nwithin the Company generally. In pursuance of this, within one [1] month from\nthe date of signing this Agreement, Committee of six [6] equally represented by\nthe Management and the Local Union shall be constituted to work out the detail\nof the scheme for the joint approval of Company and the Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 8 - Resignation\u003C\u002Fp>\n\n\u003Cp>[i] An employee who wishes to resign from the services of the company under\nthis Agreement shall be required to give the company one (1) months notice.\u003C\u002Fp>\n\n\u003Cp>[ii] The company shall accordingly pay any employee who resigns from the\nservices of the company all entitlements due him\u002Fher under this agreement.\u003C\u002Fp>\n\n\u003Cp>Section 9- Termination of Employment\u003C\u002Fp>\n\n\u003Cp>[i] Under no circumstance should an employee’s appointment be terminated\nwithout a justifiable reason.\u003C\u002Fp>\n\n\u003Cp>Where the company wishes to terminate the employment of any employee, a\ntangible or appropriate reason must be assigned based on Article 17,\n(Disciplinary Action and procedures), whereupon the employee shall be given one\n(1) month notice in writing or be paid cash in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>[ii] Where an employee’s appointment is terminated, he shall be paid\nearned proportionate leave nor taken at the time.\u003C\u002Fp>\n\n\u003Cp>[iii] Where an employee’s employment is terminated, in accordance with the\nabove procedures, he shall be paid all entitlements and awards in this\nAgreement, including Articles 20 & 21.\u003C\u002Fp>\n\n\u003Cp>[iv] The Local Union shall be notified of the termination of the\nappointment.\u003C\u002Fp>\n\n\u003Cp>Section 10 - Certificate of Service\u003C\u002Fp>\n\n\u003Cp>On resignation or retirement of an employee from the service of the Company\na Certificate of Service shall be awarded to him\u002Fher stating the period served,\nreference to his\u002Fher conduct, ability and loyalty to the Company.\u003C\u002Fp>\n\n\u003Cp>Section 11- Redundancy\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>i. Where for one reason or the other the Company is compelled to declare a\nnumber of employees redundant, the employer shall redeploy to meet the work\nrequirement under the new conditions. In the event of any redundancy, the\nCompany shall give the union three [3] calendar months notice in advance of\nfinal action being taken. This notice shall state the effective date of their\nredundancy and a list of names of employees to be affected, their grades and\ndate of employment shall accompany the notice. After consultations with the\njunior staff, employees to be affected by the redundancy shall be given not\nless than two [2] calendar months notice of their termination or paid the\nequivalent of two [2] months salary in lieu of notice, \u003C\u002Fp>\n\n\u003Cp>ii. All things being equal the principle of “first in last out” shall\napply.\u003C\u002Fp>\n\n\u003Cp>iii. Should the Company find it necessary to fill vacancies in the\nparticular groups within eighteen (18) months of discharging employees of\nsimilar groups on grounds of redundancy, the Company shall fill such vacancies\nwith the redundant employees if available at the time of re-engagement, in\naccordance with the principle of \"First in Last out\".\u003C\u002Fp>\n\n\u003Cp>iv. In case where the Company wishes to retain services of a junior employee\nbecause his merit of ability is greater than that of the employee with longer\nservice, the junior staff shall be consulted.\u003C\u002Fp>\n\n\u003Cp>The terms of payment in respect of redundancy \u002F Severance shall be a matter\nof negotiation between Management and Junior Staff Union at the time of the\noccurrence of the event\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 11 - Managerial Appointment\u003C\u002Fp>\n\n\u003Cp>For the purpose of this Agreement the Company undertakes to give vigorous\nencouragement to suitable junior employees to occupy administrative and\ntechnical posts on managerial levels.\u003C\u002Fp>\n\n\u003Cp>Section 12 - Long Service Award\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>The Company shall grant Long Service Award to serving permanent employees as\nfollows:\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>Employees with five (5) years of Company Service.\u003C\u002Ftd>\n      \u003Ctd>32” LCD TV, plus one and half (1.5) months salary and a\n      Certificate.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B\u003C\u002Ftd>\n      \u003Ctd>Employees with ten (10) years of Company Services\u003C\u002Ftd>\n      \u003Ctd>eep freezer (capacity, about 369 litres of 14 cubic feet) plus two\n        and half (2.5) months salary and a Certificate.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C\u003C\u002Ftd>\n      \u003Ctd>Employees with fifteen (15) years of Company Service\u003C\u002Ftd>\n      \u003Ctd>125 bags of cement plus 2 bundles of Roofing sheets, three and half\n        (3.5) month’s salary and a Certificate.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>D\u003C\u002Ftd>\n      \u003Ctd>Employees with twenty (20) years of Company Service.\u003C\u002Ftd>\n      \u003Ctd>200 bags of cement plus 2 bundles of roofing sheets plus four and a\n        half (4.5) months salary and a Certificate.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E\u003C\u002Ftd>\n      \u003Ctd>Employees with twenty-five (25) years of Company Service.\u003C\u002Ftd>\n      \u003Ctd>275 bags of cement plus 2 bundles of Roofing sheets, plus five (5)\n        months salary and a Certificate.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>F\u003C\u002Ftd>\n      \u003Ctd>Employees with thirty — (30) years of company service\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>350 bags of cement plus 2 bundles of Roofing sheets, plus six (6)\n        month’s salary and a Certificate.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>G\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Employees with thirty — (35) years & after every 5 years of\n        Company service.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>350 bags of cement plus 2 bundles of Roofing sheets, plus six (6)\n        month’s salary and a Certificate.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Employees have the opportunity to either receive the non cash award in cash\nor souvenir.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 13 - Statutory Provision\u003C\u002Fp>\n\n\u003Cp>The Statutory rights and obligation of the employees of the Company shall\nnot be varied by Company’s rules or regulations.\u003C\u002Fp>\n\n\u003Cp>Section 14 - Nomination of Beneficiary or Next-of-Kin\u003C\u002Fp>\n\n\u003Cp>Every employee shall give the Company at the time of his engagement and any\nalteration thereafter from time to time, the name and address of the nominee\nwhom he\u002Fshe wishes to receive his\u002Fher entitlement due from the Company to his\nEstate. The Company will pay to the nominee any benefits or rights accrued to\nthe deceased. The onus of providing his identity to the reasonable satisfaction\nof the Company shall be on the nominee\u003C\u002Fp>\n\n\u003Cp>Section 15 - Retiring Age\u003C\u002Fp>\n\n\u003Cp>There shall be voluntary age of forty five (45) years for both male and\nfemale who have served for minimum of 15 years in the company. The compulsory\nretiring age shall be sixty (60) for both male and female.\u003C\u002Fp>\n\n\u003Cp>i. Any staff leaving the Company either on Voluntary or compulsory\nretirement shall receive all his entitlements under this Agreement. vi. The\nCompany shall provide free medical care for 10 years (post retirement) for any\nstaff who retires, such staff must have served the company for minimum 20 years\nof service.\u003C\u002Fp>\n\n\u003Cp>Section 16 - Annual Report\u002FAnnraisal Report\u003C\u002Fp>\n\n\u003Cp>Annual appraisals of each employee shall be made towards the end of the\nyear. The employee shall read the full report and sign it. If the employee does\nnot agree with the contents he shall write an explanatory note to be attached\nto the report.\u003C\u002Fp>\n\n\u003Cp>Section 17 - Establishment List\u003C\u002Fp>\n\n\u003Cp>The Company shall make available to the MDU and the Local Union\nrespectively, copies of the Establishment List of the Company and any\nsubsequent additions or reviews.\u003C\u002Fp>\n\n\u003Cp>Section 18 - Sale of Company’s used Properties\u003C\u002Fp>\n\n\u003Cp>The Company shall sell its used properties to the employees; details of such\nsales shall be advertised internally with copies of the local union. Where\nthere are no offers from the employees, the Company reserves the rights to sell\nthe properties to outside prospective buyers.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 21 - END OF SERVICE BENEFIT\u003C\u002Fh2>\n\n\u003Cp>Parties to this agreement recognize and acknowledge the need for employees\nto be rewarded at the end of their service to the company. In furtherance to\nthis, employees covered by this agreement shall be paid End of Service benefit\non leaving the services of the company on any of the following reasons as\nfollows:\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>Compulsory Retirement, Death-in-service (Non-industrial)\u003C\u002Ftd>\n      \u003Ctd>One and a half (1.5) monthly basic * number of years of service.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Voluntary Retirement (After (10) ten years service)\u003C\u002Ftd>\n      \u003Ctd>One (1) monthly basic * number of years of service\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Termination of Appointment (other than disciplinary)\u003C\u002Ftd>\n      \u003Ctd>One (1) monthly basic * number of years of service\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Resignation after ten (10) yrs Of Company's service\u003C\u002Ftd>\n      \u003Ctd>75% monthly basic * number of years of service\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>An employee left with three (3) years or less to retire should have the\noption to request for one-third(l\u002F3) of his\u002Fher entitlement, if he\u002Fshe wishes,\nto enable him\u002Fher prepare an appropriate grounds for sound settlement. Such\namount should not be higher than resignation package. Such amount is to be\ndeducted from his\u002Fher final entitlement. \u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22 - PROVIDENT FUND\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>There shall be Provident Fund, for which every employee shall subscribe to\non appointment. Monthly contribution to the Fund shall be 5% by employees and\n10% by\u003C\u002Fp>\n\n\u003Cp>Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 23 - ABSENCE FROM WORK\u003C\u002Fh2>\n\n\u003Cp>(i) An employee wishing to leave his place of employment for any reason\nnecessitating such action shall seek permission from his head of department.\nAny employee who absents himself\u002Fherself from duly and cannot give any\nsatisfactory explanation will either be given a verbal warning or have the\nequivalent to his\u002Fher pay deducted or both.\u003C\u002Fp>\n\n\u003Cp>(ii) Where the offence is major, the provision of Article 17 shall apply.\u003C\u002Fp>\n\n\u003Cp>(iii) Where sickness is the reason for absence, a medical certificate must\nbe produced within a reasonable period but in no case should it exceed three\n(3) days.\u003C\u002Fp>\n\n\u003Cp>(iv) Where an employee absents himself from duty for ten (10) continuous\nworking days without notice, he\u002Fshe will be regarded as having vacated his\u002Fher\npost and his\u002Fher appointment terminated accordingly.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 24 - SEPARABILITY\u003C\u002Fh2>\n\n\u003Cp>The provisions of this Agreement are deemed to be separable to the extent\nthat if and when a Court of law adjudges any provision of his Agreement in its\napplication between the Union and the Company to be with any law, such\ndecisions shall not affect the validity of the remaining provisions of this\nAgreement but such remaining provisions shall continue in full force and effect\nprovided further that on the event any provision or provisions arc so declared\nto be in conflict with a law, both parties shall meet immediately for the\npurpose of re-negotiation and agreement on the provision or provisions so\ninvalidated.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 25 - STRIKES AND LOCKOUTS\u003C\u002Fh2>\n\n\u003Cp>I. In accordance with the purpose and intention and the provision of Article\n16 of this Agreement, the parties hereto agree that there shall be no strike or\nlockout over the issue, which are defined as grievances. Furthermore, in\naccordance with the provisions Article 16, Section 2 of this Agreement, the\nparties hereto agree that they will make any reasonable attempt to settle any\ntrade dispute in a peaceful manner.\u003C\u002Fp>\n\n\u003Cp>II. In the event of any unauthorized strike action in violation of the terms\nof this Agreement the Union agrees to use all the means at its disposal to end\nsuch unauthorized strike.\u003C\u002Fp>\n\n\u003Cp>III. The company agrees that whenever there is an industrial dispute, it\nshall not resort to any dismissal of the employees unless every effort to\nresolve the dispute amicably with the Union has been exhausted.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26 - AMENDMENT TO AM) VALIDITY OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>(i) If the company and the union mutually agree on amendments with regard to\nthe application and contents of this agreement, such amendment and conditions\nshall apply to all employees covered by this agreement.\u003C\u002Fp>\n\n\u003Cp>(ii) This agreement shall become effective on 1st day of January 2014 and\nshall remain in full force and effect for a minimum period of three (3) years\nuntil either party to the agreement expresses in writing, a desire to review or\nterminate the agreement\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 27 — OBLIGATIONS\u003C\u002Fh2>\n\n\u003Cp>(i) All provisions and terms of this agreement are hereby mutually agreed to\nby and between DELMAS SHIPPING GHANA, CMA-CGM GROUP LIMITED and the MARITIME\n& DOCKWORKERS UNION and signed by the representatives of the parties hereto\nwho have been duly authorized to execute the same on behalf of the company and\nthe Employees respectively.\u003C\u002Fp>\n\n\u003Cp>(ii) The fulfillment of the agreement and that of any subsequent joint\nagreement entered into shall be fully observed by the Union and the Company and\nit is their duty to ensure that all such agreements are carried, both in the\nletter and spirits of the purpose and intention of this agreement.\u003C\u002Fp>\n\n\u003Cp>APPENDIX A -DISCIPLINARY ACTION AND PROCEDURE\u003C\u002Fp>\n\n\u003Cp>Acts of misconduct, gross misconduct, gross negligence or incompetence may\nrender an employee liable for disciplinary action.\u003C\u002Fp>\n\n\u003Cp>Section 1 — Minor Misconduct\u003C\u002Fp>\n\n\u003Cp>Minor misconduct includes but is not limited to:\u003C\u002Fp>\n\n\u003Cp>a) Contravention of standing instructions\u003C\u002Fp>\n\n\u003Cp>b) Any form of insubordination\u003C\u002Fp>\n\n\u003Cp>c) Malingering\u003C\u002Fp>\n\n\u003Cp>d) Absence from work without permission\u003C\u002Fp>\n\n\u003Cp>e) Tardincss\u002FLateness to work\u003C\u002Fp>\n\n\u003Cp>f) Use of company property without permission\u003C\u002Fp>\n\n\u003Cp>Section 2 — Sanctions for Minor Misconduct\u003C\u002Fp>\n\n\u003Cp>The following sanctions shall be applied as appropriate in respect of cases\nof minor misconduct. Management may employ one or more of the following\nsanctions.\u003C\u002Fp>\n\n\u003Cp>a) Oral Reprimand\u003C\u002Fp>\n\n\u003Cp>b) Written Reprimand\u003C\u002Fp>\n\n\u003Cp>c) Deferment of increment until a time to be determined at the discretion of\nthe company\u003C\u002Fp>\n\n\u003Cp>d) Suspension with or without pay and other allowances\u003C\u002Fp>\n\n\u003Cp>e) Surcharge\u003C\u002Fp>\n\n\u003Cp>Section 3 - Gross Misconduct Gross misconduct includes but is limited to\u003C\u002Fp>\n\n\u003Cp>a) Theft or Stealing\u003C\u002Fp>\n\n\u003Cp>b) Willful acts likely to cause damage to company\u003C\u002Fp>\n\n\u003Cp>•Property\u003C\u002Fp>\n\n\u003Cp>•Business\u003C\u002Fp>\n\n\u003Cp>•Good name and or\u003C\u002Fp>\n\n\u003Cp>•Employee (s)\u003C\u002Fp>\n\n\u003Cp>c) Misappropriation of company funds\u003C\u002Fp>\n\n\u003Cp>d) Disclosure of confidential official information\u003C\u002Fp>\n\n\u003Cp>e) Willful refusal to carry out the legitimate orders of a superior\nemployee\u003C\u002Fp>\n\n\u003Cp>f) Intoxication\u002FDrunkenness on duty\u003C\u002Fp>\n\n\u003Cp>g) False or fraudulent misrepresentation\u003C\u002Fp>\n\n\u003Cp>h) Falsification of Company records\u003C\u002Fp>\n\n\u003Cp>i) Serious acts of dishonesty\u003C\u002Fp>\n\n\u003Cp>j) Fraud\u003C\u002Fp>\n\n\u003Cp>k) Dereliction of duty\u003C\u002Fp>\n\n\u003Cp>l) Abuse of the oath of secrecy\u003C\u002Fp>\n\n\u003Cp>m) Forgery\u003C\u002Fp>\n\n\u003Cp>n) Conviction for a criminal offence\u003C\u002Fp>\n\n\u003Cp>o) Persistent absence from work without permission\u003C\u002Fp>\n\n\u003Cp>p) Repetition of a minor misconduct for which an employee has been warned\nand \u002Fqueried on more than two (2) occasions within the span of 12 months\u003C\u002Fp>\n\n\u003Cp>q) Vacation of post - An employee who leaves his place of work or duty post\nfor ten (10) consecutive working days without authority or justifiable cause\nshall be deemed to have vacated the post.\u003C\u002Fp>\n\n\u003Cp>Section 4 — Sanctions for Gross Misconduct\u003C\u002Fp>\n\n\u003Cp>The company may at its discretion employ any of the following sanctions in\ncases of gross misconduct.\u003C\u002Fp>\n\n\u003Cp>a) Suspension from duly for consequent loss of pay and allowances\u003C\u002Fp>\n\n\u003Cp>b) Summary Dismissal\u003C\u002Fp>\n\n\u003Cp>c) Dismissal\u003C\u002Fp>\n\n\u003Cp>d) Demotion in grade\u002Foffice\u002Ftitle with commensurate reduction in salary and\nbenefits\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 28 - PROCEDURE FOR SUMMARY DISMISSAL\u003C\u002Fh2>\n\n\u003Cp>a) Before an employee is summarily dismissed, he shall be told of the reason\nfor his dismissal\u003C\u002Fp>\n\n\u003Cp>b) The employee shall be granted the opportunity to defend himself before\nthe disciplinary committee of the company of which the junior staff will be\nrepresented\u003C\u002Fp>\n\n\u003Cp>c) The disciplinary committee of the company shall conduct an investigation\ninto the allegations against the employee\u003C\u002Fp>\n\n\u003Cp>d) The Committee shall submit a Report of its findings and recommendations\nto Management.\u003C\u002Fp>\n\n\u003Cp>e) Management shall take a decision as to what line of action the company\nshall take against the employee\u003C\u002Fp>\n\n\u003Cp>f) The employee shall be informed that if he is dissatisfied with the\ndecision of Management, he has the right to appeal\u003C\u002Fp>\n\n\u003Cp>g) The employee has the right to appear before management in furtherance of\nthe appeal.\u003C\u002Fp>\n\n\u003Cp>Section 1 - Interdiction\u003C\u002Fp>\n\n\u003Cp>a) When an employee is suspected of having committed an offence that might\njustify summary dismissal, the company may suspend the employee from duty\nwhile\u003C\u002Fp>\n\n\u003Cp>investigations are being conducted into the case.\u003C\u002Fp>\n\n\u003Cp>b) The employee in question shall be given reasons for such suspension\nwithin seven (7) working days.\u003C\u002Fp>\n\n\u003Cp>Section 2 - Investigation\u003C\u002Fp>\n\n\u003Cp>a) Investigations aforementioned shall be carried out by a committee\nrepresented by Management and the junior Staff with the Chairman appointed by\nManagement. The Committee shall be known as the Disciplinary Committee of the\nCompany.\u003C\u002Fp>\n\n\u003Cp>b) Management shall serve a written notice to the junior Staff Union to\nnominate two (2) representatives 10 serve on the committee.\u003C\u002Fp>\n\n\u003Cp>c) The interdicted employee shall be given the opportunity to appear before\nthe committee to defend himself. The interdicted employee may present a witness\nif one is available\u003C\u002Fp>\n\n\u003Cp>d) The findings of the Committee shall be submitted to Management as soon as\nis practicable.\u003C\u002Fp>\n\n\u003Cp>e) The decision of Management shall be communicated to the Junior Staff\nUnion\u003C\u002Fp>\n\n\u003Cp>f) Management must confirm any penalties\u003C\u002Fp>\n\n\u003Cp>g) The employee in question shall be informed promptly of the final\ndecision.\u003C\u002Fp>\n\n\u003Cp>h) During the period of suspension, the employee shall be entitled to full\nsalary for one (1) month thereafter if the suspension continues the employee\nshall be paid two thirds (2\u002F3) of his monthly salary for three months. If the\nsuspension continues, the employee shall be paid one half (1\u002F2) of his\u002Fher\nmonthly salary until the matter is finally disposed of within six (6)\nmonths.\u003C\u002Fp>\n\n\u003Cp>i) If the employee is found not guilty of the offence, he\u002Fshe shall be\nreinstated and paid full salary together with any accrued entitlement due to\nhim or her and salary arrears from the period of the interdiction.\u003C\u002Fp>\n\n\u003Cp>Section 3 - Dismissal\u003C\u002Fp>\n\n\u003Cp>a) Before an employee is dismissed he shall be told of the reason for his\ndismissal.\u003C\u002Fp>\n\n\u003Cp>b) The employee shall be given notice in writing in the form of a query (or\nin such form as Management shall consider appropriate for the purpose) copied\nto the Union detailing the allegation of wrongdoing.\u003C\u002Fp>\n\n\u003Cp>c) The employee in question will be given the opportunity to respond to the\nallegation.\u003C\u002Fp>\n\n\u003Cp>d) If the response is unsatisfactory. Management may set up a disciplinary\ncommittee to investigate the allegations. The disciplinary committee of the\ncompany shall conduct an investigation into the allegations against the\nemployee.\u003C\u002Fp>\n\n\u003Cp>e) The employee shall be granted the opportunity to defend himself before\nthe disciplinary committee of the company.\u003C\u002Fp>\n\n\u003Cp>f) The disciplinary committee shall submit its report to management\u003C\u002Fp>\n\n\u003Cp>g) Management shall make a decision as to what line of action the company\ncan take against the employee\u003C\u002Fp>\n\n\u003Cp>h) The employee shall be informed that if he is dissatisfied with the\ndecision he has the right of appeal to management\u003C\u002Fp>\n\n\u003Cp>i) The employee has the right to appear before the Management in furtherance\nof the appeal.\u003C\u002Fp>\n\n\u003Cp>DELMAS SHIPPING GHANA CMA-CGM GROUP LIMITED \u003C\u002Fp>\n\n\u003Cp>LAURENT DEMAIN\u003C\u002Fp>\n\n\u003Cp>GENERAL MANAGER\u003C\u002Fp>\n\n\u003Cp>DENNIS ASAMANI\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCE MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MARITIME & DOCKWORKERS UNION OF GHANA\u003C\u002Fp>\n\n\u003Cp>ROBERT MENSAH\u003C\u002Fp>\n\n\u003Cp>DEPUTY GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>SAMUEL NARTEY\u003C\u002Fp>\n\n\u003Cp>JUNIOR STAFF CHAIRMAN\u003C\u002Fp>\n\n\u003Cp>EDITH OTU ACQUAH\u003C\u002Fp>\n\n\u003Cp>LOCAL UNION SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATE: 04\u002F06\u002F2014\u003C\u002Fp>\n\n\n\n            \n            ",{"disabilitypay":44,"ONCERISE2_trigger":48,"trainingprogrammes":52,"maternitydiscrimination":56,"WAGES_determined":60,"hourspday_select":64,"maternity_nursing_breaks_duration":67,"hourspweek_select":71,"childcare":75,"STRUCINCR_trigger":79,"funeralpay":83,"MEALALL_trigger":87,"trainingfund":91,"maternityotherclause":95,"discrimination":99,"maxsicknesspayperc":103,"pensionfund":107,"OVERTIME_trigger":111,"SENIOR_trigger":115,"healthcareaccess":119,"healthinsurance":123,"COMMUTE_trigger":127,"SUNDAY_trigger":131,"ANNLEAVE_trigger":135,"protectiveclothing":139,"healthandsafetypolicy":143,"ONCERISE_trigger":147,"sicknesspay":151,"dayspweek_select":153,"TRADEUNLEAV_trigger":155,"contracttrial":159,"paidpaternityleave":163,"educationtuition":167,"breastfeeding_workingtime":171,"tempagency":175,"legalassistance_trigger":179,"NOCTPREM_trigger":183,"healthcareaccessrelatives":187,"violence":191,"PAIDLEAV_trigger":195,"wageincreasefirmperformance":199,"hivpolicy":203,"paidmaternityleavepay":207,"sicknessmaxdays":211,"paidmaternityleave":213,"contractseverancepay":215,"jobsecuritymothers":219,"CONSIGN_trigger":221,"deathrelatives":225},{"bindId":45,"name":46,"text":47},"disabilitypay","iii. Any employee covered by this Agreem","iii. Any employee covered by this Agreement who dies or suffers total or\npermanent incapacity as a result of industrial illness or an accident arising\nout of and in the course of his employment shall be entitled to below:\n\n\n  \n  \n  \n  \n    \n      DEATH\n      2 MONTHS SALARY * YEARS OF SERVICE\n    \n    \n      TOTAL INCAPACITY*\n      1.5 MONTHS SALARY * YEARS OF SERVICE\n    \n    \n      PERMANENT INCAPACITY\n      \n      1.5 MONTHS SALARY * YEARS OF SERVICE * % OF DAMAGE\n    \n  \n\n\n* Total incapacity means employee not able to work again.\n\niv. Any employee incapacitated as a result of an industrial illness or\naccident, shall be granted leave of absence on full pay for the total period of\nsick leave as stipulated in section 2 (Sick Leave) of this Agreement. In\nexceptional cases, the Company shall permit and bear the full cost of treatment\nfrom a registered herbal practitioner at a reasonable cost. In all cases,\nprescription and receipts need to be submitted.",{"bindId":49,"name":50,"text":51},"ONCERISE2_trigger","During the life of this Agreement, the p","During the life of this Agreement, the parties hereto agree to review\nexisting incentive payment and\u002For other productivity scheme and efficiency\nwithin the Company generally. In pursuance of this, within one [1] month from\nthe date of signing this Agreement, Committee of six [6] equally represented by\nthe Management and the Local Union shall be constituted to work out the detail\nof the scheme for the joint approval of Company and the Union.",{"bindId":53,"name":54,"text":55},"trainingprogrammes","The company recognizes the importance of","The company recognizes the importance of sound training as a means of\nimproving efficiency. The company, therefore, undertakes to train all employees\nthrough in-service training and other management and productivity courses,\nlocal and overseas.\n\nManagement shall set the criteria of eligibility for training. Application\nfor training shall be subject to management approval.",{"bindId":57,"name":58,"text":59},"maternitydiscrimination","[iv] Under no circumstances should an em","[iv] Under no circumstances should an employee on maternity leave be\nsuspended or dismissed.",{"bindId":61,"name":62,"text":63},"WAGES_determined","No employee covered by this Agreement sh","No employee covered by this Agreement shall be compelled to enter into any\nseparate contract or agreement with the company covering the conditions and\nterms of employment, wages, and rates of pay and hours of work as appearing in\nthis agreement or shall be allowed to be bonded to the company without prior\ndiscussion with the union.",{"bindId":65,"name":66,"text":66},"hourspday_select","Monday to Friday - 8.00 am to 5.00 pm",{"bindId":68,"name":69,"text":70},"maternity_nursing_breaks_duration","[v] A nursing mother on resumption of du","[v] A nursing mother on resumption of duty shall be granted two [2] hours\noff duty daily [i.e.] one [1] hour each during the morning and afternoon\nsession respectively] for a period of nine [9] months to enable her feed her\nbaby.\n\n[vi] Work by a nursing mother during the 9 months in excess of 6 hrs shall\nbe treated as overtime.",{"bindId":72,"name":73,"text":74},"hourspweek_select","[i] An employee is required to work for ","[i] An employee is required to work for not more than 40 (forty) hours in\neach working week. The hours of work of attendance, except where permission to\nvary them has been given by the General Manager or where regulated by statute,\nshall be as follows: \n\nMonday to Friday - 8.00 am to 5.00 pm",{"bindId":76,"name":77,"text":78},"childcare","A worker who has served his probation pe","A worker who has served his probation period with the company and affected\nby family events as stated below, shall be given these yearly days\n\n\n  \n  \n  \n  \n    \n      Marriage of the worker\n      5\n    \n    \n      Marriage of a child\n      2\n    \n    \n      Death of a child, the father or mother of the worker\n      5\n    \n    \n      Death of a brother, sister\n      5\n    \n    \n      Death of a stepfather or stepmother\n      2\n    \n    \n      Birth of a child (Fathers)\n      5\n    \n    \n      Moving \u002F Relocating to new apartment",{"bindId":80,"name":81,"text":82},"STRUCINCR_trigger","i. Annual increment shall be granted to ","i. Annual increment shall be granted to all unionised staff from the\nbeginning of the salary year. The salary year shall be the 1st of January to\nthe end of December in the same year. This is subject to staff not receiving\nwarning letters (2 or more).\n\nii. If an employee reaches the end of his incremental bar and has not been\npromoted (for lack of vacancy) upon satisfactory performance he shall continue\nto earn his last increment and in addition receive a lump sum\u002Fexceptional bonus\nsubject to management discretion.",{"bindId":84,"name":85,"text":86},"funeralpay","I. In an event of the death of an employ","I. In an event of the death of an employee, management in consultation with\nother junior staff shall appoint a family liaison employee for arrangements and\ndonations. The company shall donate an amount of four thousand Ghana cedis (GHc\n4,000) to the employees spouse and children to assist in meeting funeral\nexpenses. This shall include cost of coffin and customary drinks etc.\n\nII. Where the employee is not married, the total amount shall be paid to the\nnext of kin.\n\nIII. The company shall provide transport to convey the body to the\ndeceased’s hometown or place of burial\n\nIV.Where the spouse or child of an employee dies, the company shall assist\nthe employee with a funeral donation of GHc 1,500.\n\nV. In the event of the death of an employees parents thus father or mother,\nthe company shall donate an amount of GHc 700 to the employee\n\nVI. In the event of the death of an employee who retired from the services\nof the company, the company may make donations to the bereaved family.\n\nVII. In the case of Child, Employee or Parents death, management would\narrange transport, food and drinks etc for staff going to sympathize with the\nbereaved colleague.",{"bindId":88,"name":89,"text":90},"MEALALL_trigger","The company shall provide allowance for ","The company shall provide allowance for lunch and groceries at the rate of\nGHc 225 per month which will be reviewed yearly.",{"bindId":92,"name":93,"text":94},"trainingfund","x. All such training need to be first ap","x. All such training need to be first approved by Management before the cost\nwill be home by the company.\n\n\n  \n  \n  \n  \n    \n      Course\n      Bond\n    \n    \n      1 year\n      2 years\n    \n    \n      2 years\n      3 years",{"bindId":96,"name":97,"text":98},"maternityotherclause","[ii] The period of maternity leave shall","[ii] The period of maternity leave shall be extended upon recommendation\nfrom Medical employee where the confinement is abnormal or where in the course\nof same confinement two [2] or more babies are born.\n\n[iii] Absence from duty arising from pregnancy in excess of maximum period\ndescribed in [ii] above shall be regarded as absence on the grounds of ill\nhealth. Article 13, Section 6 [ii] of this Agreement shall apply subject to the\nnecessary medical certificate being produced.",{"bindId":100,"name":101,"text":102},"discrimination","(1) A person who discriminates against a","(1) A person who discriminates against any person with respect to the\nemployment or conditions of employment because that person is a member or an\nemployee of a trade union is guilty of unfair labour practice.\n\n(2) A person who seeks by intimidation, dismissal, threat of dismissal, or\nby any kind of threat or by imposition of a penalty, or giving or offering to\ngive a wage increase or any other favourable alteration of terms of employment,\nor by any other means, seeks to induce a worker to refrain from becoming or\ncontinuing to be a member or employee of a trade union is guilty of unfair\nlabour practice.",{"bindId":104,"name":105,"text":106},"maxsicknesspayperc","[i] An employee whose sickness is suppor","[i] An employee whose sickness is supported by a medical certificate issued\nby a Medical or recognized Herbal Practitioner shall be entitled to sick leave\nwith pay as follows:\n\n\n  \n  \n  \n  \n    \n      [a] Less than three [3] years\n      Maximum period of full pay\n\n        Of serviceSix [6] months.\n\n        Maximum period of half pay Six [6] months.\n      \n    \n    \n      [b] Over three [3] years\n      -Maximum period of full pay\n\n        Of serviceTwelve [12] months.\n\n        Maximum period of half pay Eight [8] months.",{"bindId":108,"name":109,"text":110},"pensionfund","There shall be Provident Fund, for which","There shall be Provident Fund, for which every employee shall subscribe to\non appointment. Monthly contribution to the Fund shall be 5% by employees and\n10% by\n\nCompany.",{"bindId":112,"name":113,"text":114},"OVERTIME_trigger","[i] Any work performed in excess of the ","[i] Any work performed in excess of the normal daily or weekly hours of work\nas stipulated in Article 8 and on Saturdays, Sunday and Public Holidays shall\nbe paid for as Overtime.\n\n[a] Work in excess of eight [8] hours per day on Monday through to Friday -\nRate, one-and-a-half [1 and 1\u002F2] times the employee’s hourly rate of pay.\n\n[b] Work performed on Saturdays, Sundays and Public Holidays - Rate, two [2]\ntimes the employee’s hourly rate of pay with a minimum of [4] four hours.\n\n[ii] The method of calculating overtime payment shall be as follows:- For\nPermanent and Non-Permanent Employees:\n\n[a] Hourly rate of Monday to Friday\n\nBasic Salary x 1.5 x Hours\u002F160\n\n[b] Hourly rate for hours in excess for forty [40] per week on Saturdays,\nSundays or Public Holidays\n\nBasic Salary x 2 x Hours\u002F 160",{"bindId":116,"name":117,"text":118},"SENIOR_trigger","The Company shall grant Long Service Awa","The Company shall grant Long Service Award to serving permanent employees as\nfollows:\n\n\n  \n  \n  \n  \n  \n    \n      A\n      Employees with five (5) years of Company Service.\n      32” LCD TV, plus one and half (1.5) months salary and a\n      Certificate.\n    \n    \n      B\n      Employees with ten (10) years of Company Services\n      eep freezer (capacity, about 369 litres of 14 cubic feet) plus two\n        and half (2.5) months salary and a Certificate.\n    \n    \n      C\n      Employees with fifteen (15) years of Company Service\n      125 bags of cement plus 2 bundles of Roofing sheets, three and half\n        (3.5) month’s salary and a Certificate.\n    \n    \n      D\n      Employees with twenty (20) years of Company Service.\n      200 bags of cement plus 2 bundles of roofing sheets plus four and a\n        half (4.5) months salary and a Certificate.\n    \n    \n      E\n      Employees with twenty-five (25) years of Company Service.\n      275 bags of cement plus 2 bundles of Roofing sheets, plus five (5)\n        months salary and a Certificate.\n    \n    \n      F\n      Employees with thirty — (30) years of company service\n      350 bags of cement plus 2 bundles of Roofing sheets, plus six (6)\n        month’s salary and a Certificate.\n\n        \n      \n    \n    \n      G\n      Employees with thirty — (35) years & after every 5 years of\n        Company service.\n      \n      350 bags of cement plus 2 bundles of Roofing sheets, plus six (6)\n        month’s salary and a Certificate.\n      \n    \n  \n\n\nEmployees have the opportunity to either receive the non cash award in cash\nor souvenir.",{"bindId":120,"name":121,"text":122},"healthcareaccess","Section 5 - Non-Industrial Illness (Free","Section 5 - Non-Industrial Illness (Free Medical Treatment)\n\ni. The Company shall provide Medical attention to its employees and their\nregistered families. Such free medical attention shall include all forms of\nmedical attention, cost of drugs as prescribed by the Doctor and hospital fees\nincluding cost of subsistence for in- patients, where such facility is provided\nby the hospital.\n\nii. Operational fees for non-industrial accidents, replacement of tooth,\nspectacles frames and lenses shall be borne by the Company up to these limits\nfor the year.\n\n\n  \n  \n  \n  \n    \n      PHYSIOTHERAPY\n      GHC 1,000\n    \n    \n      CHIROPRACTIC\n      GHC 1,000\n    \n    \n      DENTIST\n      GHC 1,000\n    \n    \n      SPETACLE FRAMES\n      GHC 150\n    \n  \n\n\nThese limits shall be subject to yearly review in line with medical\npractice.\n\nIn the case of surgical operations, the employee who needs such treatment\nshould first of all report to the Company’s Medical Employee. In the event of\nnot responding to treatment he reserves the right to report his condition to\nthe Junior staff who will take it up with Management to decide on the next step\nto take.\n\niii. Employees shall be treated by a recognized Medical Practitioner\nappointed by the Company. Where such facilities do not exist the employee shall\nattend a Government Hospital\u002FClinic and such expenses shall be borne by the\nCompany. Where an employee is recommended to attend a registered Herbal Clinic,\nthe expenses shall be borne by the Company.",{"bindId":124,"name":125,"text":126},"healthinsurance","Any employee covered by this Agreement s","Any employee covered by this Agreement shall be insured under the\nCompany’s Insurance Policy Scheme. (Workmen’s Compensation Act)",{"bindId":128,"name":129,"text":130},"COMMUTE_trigger","[i] Transport allowance for Junior staff","[i] Transport allowance for Junior staff shall be cash equivalent of 100\nlitres per month. Section 6 - Height Allowance",{"bindId":132,"name":133,"text":134},"SUNDAY_trigger","[b] Work performed on Saturdays, Sundays","[b] Work performed on Saturdays, Sundays and Public Holidays - Rate, two [2]\ntimes the employee’s hourly rate of pay with a minimum of [4] four hours.",{"bindId":136,"name":137,"text":138},"ANNLEAVE_trigger","One month salary shall be paid as leave ","One month salary shall be paid as leave allowance to every employee when\nproceeding on leave.",{"bindId":140,"name":141,"text":142},"protectiveclothing","[i] The company shall provide protective","[i] The company shall provide protective clothing and devices to properly\nprotect its employees as well as uniforms, in furtherance of its business\nactivities.",{"bindId":144,"name":145,"text":146},"healthandsafetypolicy","The company shall make reasonable provis","The company shall make reasonable provision for safety and health of its\nemployees. Employees shall abide by the safety rules and regulation established\nby the company and in line with the provisions of the Factory, Offices and\nShops Act, 1970 (Act 328) and any subsequent amendments.\n\nSection 2 - Protective Devices, Uniforms\u002FLaundry Facilities\n\n[i] The company shall provide protective clothing and devices to properly\nprotect its employees as well as uniforms, in furtherance of its business\nactivities.\n\n[ii] The Company shall provide cloak or changing rooms for employees.\n\na. Female employees shall be entitled to;\n\nFour (4) sets of suits and eight inners as uniform and \n\nTwo (2) Friday Wears a year.\n\nb. Male employees shall be given clothing allowance of GHC 400 per year to\nbe reviewed yearly.\n\nSection 3 - Industrial Injury and Disease\n\n[i] All industrial injury or disease shall be immediately reported to\nManagement with copy to the Junior Staff In the event of an injury or disease\nat work, the Company shall be responsible for treatment.\n\nThe Company shall continue to pay the employee his salary\u002Fwage for the whole\nperiod of treatment till the injured employee resumes duty.",{"bindId":148,"name":149,"text":150},"ONCERISE_trigger","I. The Company shall pay to all permanen","I. The Company shall pay to all permanent employees at the end of every\nyear. The amount to be paid shall be negotiated between Management and the\nUnion.\n\nII. In case of non-permanent employees the qualifying period shall be 115\nworking days for a full award, 90 working days for three quarters of the award,\nand 66 working days for half and 49 working days for one quarter of the\naward.\n\nIII. The Company shall inform the Union of the date of payment 3 (three)\nmonths prior to the end of the year.",{"bindId":152,"name":105,"text":106},"sicknesspay",{"bindId":154,"name":66,"text":66},"dayspweek_select",{"bindId":156,"name":157,"text":158},"TRADEUNLEAV_trigger","[i] An employee who is also a Trade Unio","[i] An employee who is also a Trade Union Official, or who is a delegate to\nthe Union’s activities necessitating leave of absence will be granted such\nleave with pay. Written notice of such leave stating the duration of leave will\nbe given to the Company as far in advance as possible but in no event later\nthan the day such leave is to become effective, cases of emergency shall be\nconsidered.\n\n[ii] Subject to renewal by both parties to this Agreement, leave of absence\nfor a period not exceeding four [4] years (subject to renewal) without pay will\nbe granted to employees selected to work lull-time for the Union in an official\ncapacity. The seniority of such an employee shall not be broken by such leave\nof absence.",{"bindId":160,"name":161,"text":162},"contracttrial","[ii] Every new employee other than tempo","[ii] Every new employee other than temporary or casual employee shall on\nengagement undergo a probationary period not exceeding 3(three) months. No\nemployee shall be compelled to work more than one probationary period. If an\nemployee is discharged or terminated during this probationary period as a\nresult of adverse report on him and is re- hired within six [6] months\nthereafter, the days worked prior to such discharge or termination, shall be\nadded to the days worked after re-hire in determining the completion of his\nprobationary period.\n\n[iii] Unless informed in writing by the Company with a copy to the Local\nUnion to the contrary, an employee who has completed his probation shall be\ndeemed to have been confirmed in his appointment.\n\n[iv] Before a probationer’s service with the Company is terminated for\nunsatisfactory work, his performance shall be appraised at the end of his\nprobationary period and the results of the appraisal made known to him in\nwriting with copy to the Local Union.",{"bindId":164,"name":165,"text":166},"paidpaternityleave","Marriage of the worker 5 Marriage of a c","Marriage of the worker\n      5\n    \n    \n      Marriage of a child\n      2\n    \n    \n      Death of a child, the father or mother of the worker\n      5\n    \n    \n      Death of a brother, sister\n      5\n    \n    \n      Death of a stepfather or stepmother\n      2\n    \n    \n      Birth of a child (Fathers)\n      5\n    \n    \n      Moving \u002F Relocating to new apartment",{"bindId":168,"name":169,"text":170},"educationtuition","The Company shall give scholarship to on","The Company shall give scholarship to one (1) ward of each staff annually\nwho is in a secondary or tertiary institution. Such ward needs to obtain\naggregate 15 or better",{"bindId":172,"name":173,"text":174},"breastfeeding_workingtime","[vi] Work by a nursing mother during the","[vi] Work by a nursing mother during the 9 months in excess of 6 hrs shall\nbe treated as overtime.",{"bindId":176,"name":177,"text":178},"tempagency","d. Temporary Employee shall apply to any","d. Temporary Employee shall apply to any employee who has been employed for\na period not exceeding twelve (12) months for a particular job the duration of\nwhich is not stated and whose services may no longer be required on the\ncompletion of a particular job. If the temporary employee is transferred to a\npermanent job, his employment shall commence from the date on which he was\nengaged as a permanent employee.",{"bindId":180,"name":181,"text":182},"legalassistance_trigger","[i] The Company shall give free legal ai","[i] The Company shall give free legal aid to its employees.\n\n[ii] The Company shall provide legal aid to employees when they commit torts\nin the course of their employment.",{"bindId":184,"name":185,"text":186},"NOCTPREM_trigger","[i] Any employee covered by this Agreeme","[i] Any employee covered by this Agreement who is scheduled to work on a\nnight shift shall be paid night allowance at the rate of 60% of the hourly rate\nof overtime.",{"bindId":188,"name":189,"text":190},"healthcareaccessrelatives","iv. In cases of emergency, employees, th","iv. In cases of emergency, employees, their registered families (ie. spouse\nand families) shall seek treatment at the nearest hospital, registered herbal\npractitioner, out-patient department or dispensary\u002Fclinic including transport\nexpenses. Bills for such treatment shall be borne by the Company.",{"bindId":192,"name":193,"text":194},"violence","(3) A worker or group of workers who by ","(3) A worker or group of workers who by any kind of threat seeks to\nintimidate the employer during negotiations of a collective agreement is guilty\nof unfair labour practice.\n\n(4) Employers or employer’s organizations who seek by any kind of threat\nto intimidate the worker during negotiations of a collective agreement are\nguilty of unfair labour practice.",{"bindId":196,"name":197,"text":198},"PAIDLEAV_trigger","Period of Service No. of Working Days En","Period of Service\n      No. of Working Days Entitled\n      \n    \n    \n      a) Employee with [5] years and above service\n      30 days\n    \n    \n      b) Employee with below [3-5] years service\n      28 days\n    \n    \n      c) Employee with less than [3] years service\n      24 days",{"bindId":200,"name":201,"text":202},"wageincreasefirmperformance","Annual Appraisal Increment shall be awar","Annual Appraisal Increment shall be awarded to staff who performed above\naverage during the previous year. The award shall be at GM’s discretion.",{"bindId":204,"name":205,"text":206},"hivpolicy","In the interest of the safety and health","In the interest of the safety and health of the employees both existing and\nnewly engaged employees who have completed their probation shall undergo a\nmandatory free medical examination provided by the Company once every year",{"bindId":208,"name":209,"text":210},"paidmaternityleavepay","[i] A female employee who becomes pregna","[i] A female employee who becomes pregnant shall be entitled to fourteen\n[14] weeks maternity leave with Ml pay, on the presentation of a medical\nreport.",{"bindId":212,"name":105,"text":106},"sicknessmaxdays",{"bindId":214,"name":209,"text":210},"paidmaternityleave",{"bindId":216,"name":217,"text":218},"contractseverancepay","i. Where for one reason or the other the","i. Where for one reason or the other the Company is compelled to declare a\nnumber of employees redundant, the employer shall redeploy to meet the work\nrequirement under the new conditions. In the event of any redundancy, the\nCompany shall give the union three [3] calendar months notice in advance of\nfinal action being taken. This notice shall state the effective date of their\nredundancy and a list of names of employees to be affected, their grades and\ndate of employment shall accompany the notice. After consultations with the\njunior staff, employees to be affected by the redundancy shall be given not\nless than two [2] calendar months notice of their termination or paid the\nequivalent of two [2] months salary in lieu of notice, \n\nii. All things being equal the principle of “first in last out” shall\napply.\n\niii. Should the Company find it necessary to fill vacancies in the\nparticular groups within eighteen (18) months of discharging employees of\nsimilar groups on grounds of redundancy, the Company shall fill such vacancies\nwith the redundant employees if available at the time of re-engagement, in\naccordance with the principle of \"First in Last out\".\n\niv. In case where the Company wishes to retain services of a junior employee\nbecause his merit of ability is greater than that of the employee with longer\nservice, the junior staff shall be consulted.\n\nThe terms of payment in respect of redundancy \u002F Severance shall be a matter\nof negotiation between Management and Junior Staff Union at the time of the\noccurrence of the event",{"bindId":220,"name":58,"text":59},"jobsecuritymothers",{"bindId":222,"name":223,"text":224},"CONSIGN_trigger","[iii] Where an employee is called in fro","[iii] Where an employee is called in from home by the HOD during his rest\nperiod to perform duties for the Company, he shall be paid two [2] times his\nhourly rate of pay for each hour spent on the job.",{"bindId":226,"name":165,"text":166},"deathrelatives","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Delmas Shipping Group Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-12-31\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: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2014-06-04\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Cargo handling, Sea and coastal freight water transport\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                        Delmas Shipping Group 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                        GTUC - Ghana Trades Union Congress, MDU - Maritime & Dockworkers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes, but only if the employer wishes to\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: → 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: → 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\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 700.0\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: → 14 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \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: → Yes\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \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                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 160 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → GHS -9.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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                 → 225.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Yes\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[232],{"title":37,"slug":33},[234],{"type":235,"data":236},"call_to_action_body_block",{"title":237,"description":238,"variant":239,"link":240},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":237,"url":241,"description":237,"rel":242,"type":243},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[245],{"type":235,"data":246},{"title":237,"description":238,"variant":239,"link":247},{"title":237,"url":241,"description":237,"rel":242,"type":243},[]]