[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-dry-food-processing-ltd-and-the-national-union-of-teamsters-and-general-workers-nuteg-of-ghana-federation-of-labour-gfl---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":180,"content_type_view":181,"extra_breadcrumbs":182,"body":184,"body_blocks":195,"related_pages":199},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":178,"translations":179},{"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-dry-food-processing-ltd-and-the-national-union-of-teamsters-and-general-workers-nuteg-of-ghana-federation-of-labour-gfl---2014","e5d41d44-6898-11e6-ad99-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-dry-food-processing-ltd-and-the-national-union-of-teamsters-and-general-workers-nuteg-of-ghana-federation-of-labour-gfl---2014\u002Fcollective-agreement-between-dry-food-processing-ltd-and-the-national-union-of-teamsters-and-general-workers-nuteg-of-ghana-federation-of-labour-gfl---2014\u002F","Collective Agreement between Dry Food Processing Ltd and the National Union of Teamsters and General Workers (NUTEG) Of Ghana Federation of Labour (GFL) - 2014","GHA Dry Food Processing Co Ltd - 2014","Ghana - GHA Dry Food Processing Co Ltd - 2014","GHA Dry Food Processing Co Ltd - 2014 - Manufacturing",{"name":41,"data":42},"Dry Food Processing Co 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 DRY FOOD PROCESSING LTD AND THE NATIONAL UNION\nOF TEAMSTERS AND GENERAL WORKERS (NUTEG) OF GHANA FEDERATION OF LABOUR\n(GFL)\u003C\u002Fh1>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>This Agreement is made this First day of January 2014between the Dry Food\nProcessing Ltd of Companies (hereinafter called the Company) and the National\nUnion — Teamsters and General Workers (hereinafter called the Union or NUTEG)\nfor and on behalf of the employees.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1 - PURPOSE AND INTENTION\u003C\u002Fh2>\n\n\u003Cp>It is the intention and purpose of the parties to this Agreement to promote\norderly and peaceful Labour\u002FManagement relations, to have full understanding of\nboth the Company and the Union, and to set forth herein their agreement on\nsalaries, wages, hours of work and other conditions and terms of employment. In\nconsideration of their mutual desire in promoting the efficient conduct of\nbusiness and growth of a stable Union, and in providing for the orderly\nsettlement of disputes between them.\u003C\u002Fp>\n\n\u003Cp>To this end, the Company recognizes the Union as the sole and exclusive\ncollective bargaining representative for its employees as defined in Article 2\nof this agreement, in all matters pertaining to salaries\u002Fwages, hours of work,\nand rules and conditions of employment.\u003C\u002Fp>\n\n\u003Cp>This Collective Agreement compliments all existing Rules and Regulations.\nWhere the Collective Agreement is silent, the Standing Negotiation Committee\nshall be summoned to determine the matter.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2 - SCOPE AND COVERAGE\u003C\u002Fh2>\n\n\u003Cp>This agreement shall apply to all permanent employees who opt to be members\nof the Union. \u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3 - DEFINITION\u003C\u002Fh2>\n\n\u003Cp>In this Agreement unless the context otherwise requires:\u003C\u002Fp>\n\n\u003Cp>(a) The \"Company\" means the Dry Food Processing Ltd\u003C\u002Fp>\n\n\u003Cp>(b) \"Employee(s)\" means all permanent male and female worker(s) who are\nmembers of the Union.\u003C\u002Fp>\n\n\u003Cp>(c) \"Union\" shall mean the National Union of Teamsters and General Workers\n(NUTEG) of GFL\u003C\u002Fp>\n\n\u003Cp>(d) “Local Union\" shall mean NUTEG - Dry Food Processing Ltd Branch\u003C\u002Fp>\n\n\u003Cp>(e) “Normal working days\" shall mean Monday through to Friday. Saturday,\nSunday and Public Holidays are excluded and shall be observed as off days.\nShift work shall however not be affected by this definition.\u003C\u002Fp>\n\n\u003Cp>(f) A “Calendar Yeah’ shall mean 1st January to 31st December.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4 - CONDITIONS OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>i. Unless informed in writing by the Company to the contrary, an employee\nwho has completed his probation shall be deemed to have been confirmed in his\nappointment after 2 weeks.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii. Before a probationer’s service with the Company is terminated for\nunsatisfactory work, his performance shall be appraised on one (1) occasion and\nthe results of the appraisal made known to him in writing.\u003C\u002Fp>\n\n\u003Cp>iii. No employee covered by this agreement shall be compelled or allowed to\nenter into a contract or agreement with the Company concerning the terms and\nconditions of employment, salary\u002Fwages rates and hours of work different from\nwhat appears in the Agreement.\u003C\u002Fp>\n\n\u003Cp>iv. Printed copies of this Agreement including all appendices shall be\nhanded over to all employees covered by it by the Company within three (3)\nmonths from the date of signing the Agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5 - REMUNERATION (SALARIES, WAGES & ALLOWANCES)\u003C\u002Fh2>\n\n\u003Cp>a - Rates of Pay\u003C\u002Fp>\n\n\u003Cp>i. Any employee who is covered by this Agreement shall receive the rate of\npay commensurate with the appropriate job grade as spelt out in the appointment\nletter.\u003C\u002Fp>\n\n\u003Cp>b - Wage Opener\u003C\u002Fp>\n\n\u003Cp>i. Negotiations for basic rate of wages\u002Fsalaries shall be opened every year,\nbut until new rates are agreed upon, the existing rates shall remain valid and\neffective.\u003C\u002Fp>\n\n\u003Cp>ii. Where an employee is found to have been improperly rated or misplaced on\na salary scale or salary point, the Company shall immediately rectify such\nerror and shall pay all arrears due to the employee within one month of such\ndetection.\u003C\u002Fp>\n\n\u003Cp>iii. These rates of pay, salary ranges etc, shall be effective and shall\nremain in effect throughout the life of this Agreement unless any of the jobs\nare substantially changed in duties or unless the Company and the Union meet to\nmodify the salary structure at the time of discussion of the Wage\nre-opening.\u003C\u002Fp>\n\n\u003Cp>iv. Salaries \u002F Wages shall be paid once monthly on or before the\ntwenty-seventh (27th) day of the month to employees after allowing for all\nstatutory deductions. Overtime shall be paid on or before the end of every\nmonth.\u003C\u002Fp>\n\n\u003Cp>c - Outstation\u002FOverniqht Allowance\u003C\u002Fp>\n\n\u003Cp>An employee who spends the night outside his usual place of work on duty\nshall be paid an out station allowance in addition to his\u002Fher cost of lodging\nand boarding, The details shall be worked out at company level.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6 - HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cp>1. Working Hours\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Unless otherwise stated, normal working hours for workers covered under this\nagreement shall not exceed forty (40) hours a week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. Shift Workers\u003C\u002Fp>\n\n\u003Cp>(a) Time for shift work shall be scheduled and communicated to the workers\n24 hours before commencement of work.\u003C\u002Fp>\n\n\u003Cp>(b) Employees working on shift basis shall work one week on each schedule\nshift to be determined by the company.\u003C\u002Fp>\n\n\u003Cp>(c) Where the company staggers the shift system employees affected shall be\ngranted two (2) days off duty within the week\u003C\u002Fp>\n\n\u003Cp>3. General\u003C\u002Fp>\n\n\u003Cp>(a) Where the employer requires any employee to work on any of the\noff-day\u002FStatutory public holidays, notice shall be given the employee and shall\nbe paid for as overtime under Article 8,\u003C\u002Fp>\n\n\u003Cp>4. Frustrated Work\u003C\u002Fp>\n\n\u003Cp>When an employee reports for duty on his or her normal working day and due\nto no fault of his or her, he or she is ordered to leave or stop work by the\nemployer or his representative he or she shall receive full pay for the day or\nperiod worked.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7 - ABSENCE FROM WORK\u003C\u002Fh2>\n\n\u003Cp>Absence from Work\u003C\u002Fp>\n\n\u003Cp>i) An employee wishing to leave his place of employment or to absent himself\nfrom work for any reason necessitating such action shall seek permission from\nhis Head of Department. Any employee who absents himself from duty or leave his\nplace of work and cannot give any satisfactory explanation will either be given\na written warning or have the equivalent of his pay deducted or both. \u003C\u002Fp>\n\n\u003Cp>ii) Where sickness is the reason for the absence, a medical certificate must\nbe produced within a reasonable period but in no case should it exceed one (1)\nweek,\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8 - OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Work performed in excess of forty (40) hours a week as stipulated in Article\n6, shall be paid for as overtime in accordance with the following schedule:\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>Normal working day\u003C\u002Ftd>\n      \u003Ctd>Time and hlf (1+1\u002F2)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Off Duty Days \u002F Public Holiday\u003C\u002Ftd>\n      \u003Ctd>Double time (1+1)\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\u003Ch2>ARTICLE 9 - LEAVE REGULATION\u003C\u002Fh2>\n\n\u003Cp>Section 1 - Annual Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>i) All members of staff irrespective of years served are entitled to 21 days\nannual leave,\u003C\u002Fp>\n\n\u003Cp>ii) Any period of absence from work allowed owing to sickness certified by a\nregistered medical practitioner and which occurs after commencement of and\nduring annual leave shall not be computed as part of such leave.\u003C\u002Fp>\n\n\u003Cp>iii) Leave will be taken in accordance with an annual leave roster drawn up\nat the beginning of each calendar year. The company will make every effort to\nhonour leave obligations of workers.\u003C\u002Fp>\n\n\u003Cp>iv. All employees shall take their annual leave within the leave year and\nannual leave not taken shall not be accumulated or commuted to cash and any\nagreement to the contrary shall be void. This is in accordance with Section 31\nof the Labour Act.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 2 - Accumulated Leave\u003C\u002Fp>\n\n\u003Cp>i) Should it become necessary for the employer to defer the leave of an\nemployee, one month notice of deferment shall be served the employee prior to\nhis\u002Fher leave date, all things being equal.\u003C\u002Fp>\n\n\u003Cp>ii) In all cases, accumulation of leave of employees shall not exceed two\n(2) years.\u003C\u002Fp>\n\n\u003Cp>Section 3 - Casual \u002F Compassionate Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>The company agrees to grant (5) working days paid leave to its employees in\nthe appropriate cases of emergency in one calendar year in special\ncircumstances.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 4 - Sick Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>An employee who is absent on medical grounds and evidenced by a recognized\nmedical practitioner shall be granted sick leave. The following shall apply in\nthe case of staff who are taken ill for an extended period of time. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>1. Staff who have served the company for six (6) months and above shall be\nentitled to:\u003C\u002Fp>\n\n\u003Cp>i. First two months - full pay\u003C\u002Fp>\n\n\u003Cp>ii. Subsequent 2 month - 3\u002F4 pay\u003C\u002Fp>\n\n\u003Cp>iii. Additional 1 month -1\u002F2 pay\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>iv. After the above is exhausted, a recognised medical Practitioner will\nexamine the staff concerned and advise the company appropriately.\u003C\u002Fp>\n\n\u003Cp>Section 5 - Study Leave\u003C\u002Fp>\n\n\u003Cp>An employee who wants leave to pursue a course of further studies which aims\nat improving his\u002Fher competencies and performance on the job may apply for\nstudy leave. The conditions for awarding the study leave shall be on these\nbases:\u003C\u002Fp>\n\n\u003Cp>1. The employee must have served a minimum of three continuous years with\nthe company\u003C\u002Fp>\n\n\u003Cp>2. A written application\u002Frequest, stating the course institution, duration\nof course and proof of admission to pursue the course shall be submitted and\napproved by management in consultation with the HR Manager.\u003C\u002Fp>\n\n\u003Cp>3. The course or study to be pursued should be related to the staff’s\njob\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-trainingfund\">\u003Cp>4. The company may choose to pay all or some part of the fees. This shall be\nat the discretion of management.\u003C\u002Fp>\n\n\u003Cp>5. Where the company decides to pay a percentage of the fee, staff will be\nbonded to serve the company for an agreed period.\u003C\u002Fp>\u003C\u002Fdiv>\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>Duration of Training\u003C\u002Ftd>\n      \u003Ctd>Period of bond\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1.3 months but less than 1 year \u003C\u002Ftd>\n      \u003Ctd>2 years\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2.1 year\u003C\u002Ftd>\n      \u003Ctd>3 years\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3.2 years and above\u003C\u002Ftd>\n      \u003Ctd>5 years\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>6. Study leave shall be without pay unless it is being undertaken at the\nrequest of the company.\u003C\u002Fp>\n\n\u003Cp>7. The company shall not guarantee specific positions or seniority to a\nmember of staff who returns from study leave unless otherwise stated in\nwriting.\u003C\u002Fp>\n\n\u003Cp>8. The period of study leave without pay shall not be counted as service\nwith the company.\u003C\u002Fp>\n\n\u003Cp>Section 6 - Handing Over\u003C\u002Fp>\n\n\u003Cp>An employee who is proceeding on leave, transfer, or is promoted to another\nposition, is required to hand over in a proper manner his\u002Fher duties together\nwith any documents etc. to the employee who is to take over. \u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10 - PROMOTION AND TRANSFER\u003C\u002Fh2>\n\n\u003Cp>Section 1 - Promotion\u003C\u002Fp>\n\n\u003Cp>i) Promotion shall be tied to performance and shall be subject to\nmanagement’s approval.\u003C\u002Fp>\n\n\u003Cp>ii) Promotions within the organization shall be dependent on vacancies\navailable or when a new job is created.\u003C\u002Fp>\n\n\u003Cp>iii) As much as possible, vacancies must be filled by staff within the\norganization, with priority being given to permanent staff over casual staff\nbefore considering external recruitment of persons not working already in the\ncompany.\u003C\u002Fp>\n\n\u003Cp>iv) Any staff member who is promoted shall be entitled to the salary and\nbenefits of the position he\u002Fshe has been promoted to unless it is a new job\nthat has been created then the prerogative lies with management to define the\nentitlements, salaries and benefits of the position.\u003C\u002Fp>\n\n\u003Cp>v) The company shall write to inform employee(s) who have been promoted,\nstating the new position, job description, reporting lines, salary and any\nother benefits.\u003C\u002Fp>\n\n\u003Cp>vi) The attainment of professional, vocational or academic qualifications\nshall not in themselves make one eligible for promotion.\u003C\u002Fp>\n\n\u003Cp>vii) No employee should be promoted because he\u002Fshe has reached the end of\nhis\u002Fher salary grade. Such employees could be considered for long service\nawards at the appropriate time.\u003C\u002Fp>\n\n\u003Cp>ix) As regards promotion, a deserving staff member shall be promoted\ndepending on the combination of the following factors among others:-\u003C\u002Fp>\n\n\u003Cp>• Availability of a vacant position\u003C\u002Fp>\n\n\u003Cp>• Possession of minimum qualification and required competence level.\u003C\u002Fp>\n\n\u003Cp>• Exhibited ability to perform at a higher level of responsibility.\u003C\u002Fp>\n\n\u003Cp>• Changes in job demands.\u003C\u002Fp>\n\n\u003Cp>Section 2 - Transfers\u003C\u002Fp>\n\n\u003Cp>The Company\u002Fgroup reserves the right to transfer any staff from one location\nto another. The following conditions shall apply:\u003C\u002Fp>\n\n\u003Cp>i. Transfers shall not affect employee’s current status (permanent,\nsenior, junior), remuneration or any other benefits, unless the employee is\nbeing promoted, by which conditions of services may appreciate.\u003C\u002Fp>\n\n\u003Cp>ii. Transfer letter detailing the conditions, place, period and effective\ndate of the transfer shall be issued at least a month (4 weeks) before the\ntransfer is implemented in order to facilitate adequate preparation for the\nemployee to be transferred.\u003C\u002Fp>\n\n\u003Cp>iii. The company shall make the following provision if a member of staff is\ntransferred outside his\u002Fher region\u002Fsector\u002Fdistrict of work:\u003C\u002Fp>\n\n\u003Cp>•Provide transportation\u003C\u002Fp>\n\n\u003Cp>•Provide temporary accommodation for a period of one month.\u003C\u002Fp>\n\n\u003Cp>•Pay a transfer\u002Finconvenience allowance of one month gross salary.\u003C\u002Fp>\n\n\u003Cp>If an employee for whatever reason ask for transfer and it is approved by\nmanagement, the following conditions shall prevail:\u003C\u002Fp>\n\n\u003Cp>i. The transfer shall not affect employees’ current status, remuneration\nor any other benefits.\u003C\u002Fp>\n\n\u003Cp>ii. Transfer letter detailing the conditions, place, period and effective\ndate of the transfer shall be issued.\u003C\u002Fp>\n\n\u003Cp>iii. Where it is a voluntary transfer (on request) the provisions\naccompanying transfers under iii above shall not apply.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11 - TRAINING AND DEVELOPMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Section 1 - Training Within Industry\u003C\u002Fp>\n\n\u003Cp>Parties to this Agreement acknowledge the importance of a sound training\nscheme as one of the means by which efficiency can be increased and therefore\nrecommend that the fullest opportunity be taken of in-service and external\ntraining schemes designed to improve the skills of employees.\u003C\u002Fp>\n\n\u003Cp>Pursuant to this, all employees shall be encouraged to take approved courses\nsponsored by the company or on the job training which would benefit such\nemployees by improving their efficiency and thereby their suitability for\npromotion or advancement in their jobs.\u003C\u002Fp>\n\n\u003Cp>Section 2 - Training Course and Examination\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>For purpose of this Agreement, the company undertakes to train and retrain\nemployees to enhance promotion prospects in accordance to its policies.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12 - REWARD AND COMPENSATION \u003C\u002Fh2>\n\n\u003Cp>Section 1 - Long Service Award\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>The employer shall reward long and dedicated service during the life of the\ncompany. Qualifying employees shall be rewarded 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>5 years\u003C\u002Ftd>\n      \u003Ctd>21' TV and GHc 150.00 cash\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 years\u003C\u002Ftd>\n      \u003Ctd>Double Door fridge and GHc 300.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15 years\u003C\u002Ftd>\n      \u003Ctd>Cash award to be determined\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>\u003C\u002Fp>\n\n\u003Cp>Section 2 - Performance Appraisal Report\u003C\u002Fp>\n\n\u003Cp>i). Performance of every staff shall be evaluated using the approved\nperformance appraisal forms. Assessment of an employee must be based on agreed\njob description and specific measurable targets for the period under review.\u003C\u002Fp>\n\n\u003Cp>ii) The ratings as captured in the appraisal booklet shall be the benchmark\nagainst which performance will be measured and rewarded.\u003C\u002Fp>\n\n\u003Cp>iii) Performance review shall be done twice in a year.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>iv) For newly recruited staff, appraisal shall be done at the end of the\nprobationary period for the first time and subsequently twice every year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>iv) Any staff member who is engaged for more than 9 months and above within\nthe year under review shall be eligible for appraisal.\u003C\u002Fp>\n\n\u003Cp>v) Any staff member under investigation shall have his or her appraisal\ndeferred until investigations are concluded and all charges leveled against\nhim\u002Fher are cleared.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Section 3 - Best Worker Awards\u003C\u002Fp>\n\n\u003Cp>i. This award shall be given yearly\u003C\u002Fp>\n\n\u003Cp>ii. The employee should have been of exemplary character: e.g. honest,\nrespectful, committed, disciplined, hardworking, etc.\u003C\u002Fp>\n\n\u003Cp>iv. The award shall be in two categories: Departmental and Overall Staff.\u003C\u002Fp>\n\n\u003Cp>v. Nomination and elections shall be determined by employees\u002Fstaff.\u003C\u002Fp>\n\n\u003Cp>vi. Management will then choose the overall best worker out of the pool of\nbest workers elected at the departmental level.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 4 - Annual Bonus\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-extrapayfirmperformance\">\u003Cp>i. Accumulated bonuses shall be paid at the beginning of the following year\ncommensurate with sales profits and operational targets achieved in the\nprevious year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii. The Heads of Departments and Management shall agree on an appropriate\nbonus and reward system for the administration and payment of bonuses to\nemployees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 5- Educational Subsidy\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>i. An educational subsidy shall be paid to staff who have served two (2)\nyears and above with the Company\u003C\u002Fp>\n\n\u003Cp>ii. The subsidy shall be computed on 5% of consolidated annual gross\nsalaries\u003C\u002Fp>\n\n\u003Cp>iii. The subsidy shall be paid once every year in September\u003C\u002Fp>\n\n\u003Cp>iv. The cut off point for payment shall be 31st August of every year\u003C\u002Fp>\n\n\u003Cp>v. Staffs who have served 2 years as at 31st August shall be eligible to\nbenefit from the educational subsidy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 6 - Night Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>i. A night allowance of 10% of the daily wage shall be paid to employees who\nwork during the night as part of their normal working hours\u003C\u002Fp>\n\n\u003Cp>ii. The allowance shall be paid based on the attainment of monthly\nproduction targets and attendance\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>iii. Production targets shall be set at the beginning of each month by the\nHeads of Departments and communicated to all concerned staff.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13 - PROVIDENT FUND\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(i) A contributory Provident Fund Scheme shall be instituted to provide End\nof Service Lump Sum benefit to employees under this agreement.\u003C\u002Fp>\n\n\u003Cp>(ii) Employees will be encouraged to join the Provident Fund Scheme.\u003C\u002Fp>\n\n\u003Cp>(iii) The Provident Fund Scheme is an investment-Linked policy designed to\nprovide attractive Retirement, End of Service Benefits to staff.\u003C\u002Fp>\n\n\u003Cp>(iv) The Company shall contribute a percentage of the Employee’s monthly\nSalary to the Provident Fund provided, which is subject to review.\u003C\u002Fp>\n\n\u003Cp>(v) The contributory ratio 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>Employer\u003C\u002Ftd>\n      \u003Ctd>5%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Employee\u003C\u002Ftd>\n      \u003Ctd>5%\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\u003Ch2>ARTICLE 14 - UNION RECOGNITION\u003C\u002Fh2>\n\n\u003Cp>Section 1 - Union Membership and Check-off\u003C\u002Fp>\n\n\u003Cp>i. Any employee covered by this Agreement shall be a member of the Union to\nthe extent of paying membership dues and any general assessment uniformly\nlevied.\u003C\u002Fp>\n\n\u003Cp>ii. The company shall deduct from the salary\u002Fwages of each employee covered\nby this Agreement the Union dues as authorized by the Union and shall pay such\namount direct to the National Union and Local Union respectively not later than\nthe 10th day of every succeeding month along with the list of employees from\nwhom deductions were made.\u003C\u002Fp>\n\n\u003Cp>iii. Since the Union represents the employees of the Company as defined in\nArticle 2 of this Agreement it is recognized that, in accordance with\ndemocratic principles, such employees should participate in the democratic\ndecision-making of the Union.\u003C\u002Fp>\n\n\u003Cp>Section 2 - Non-discrimination\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>The Company shall not victimize or discriminate against any employee covered\nby this Agreement because of his or her Union activities in all matters\npertaining to hiring, salary\u002Fwage rates hours of work and other working\nconditions or do anything to prevent an employee from joining the union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 3 - Shop Stewards and Local Union Officials\u003C\u002Fp>\n\n\u003Cp>i. The Company recognizes the existence of Shop Stewards and Local Union\nExecutives as the duly elected representatives of the employees of Finatrade\nGroup. All elected Union officials shall be introduced to management after\nelection into office.\u003C\u002Fp>\n\n\u003Cp>ii. Shop Stewards and Local Union officials shall intercede in matters\naffecting the well-being of industry and labour during the normal working\nhours.\u003C\u002Fp>\n\n\u003Cp>iii.The Local Union shall furnish the Company with a complete list of Shop\nStewards with a copy to the National Union. List of Local Union officials shall\nbe provided to the Company from time to time by the Union.\u003C\u002Fp>\n\n\u003Cp>Section 4 - Notice Board\u003C\u002Fp>\n\n\u003Cp>The company shall provide notice boards placed conspicuously at vantage\npoints on the Company’s premise for the use of the Local Union for the\ninformation of their members.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 15 - ENVIRONMENTAL HEALTH SAFETY AND WELFARE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Health and safety management shall be held in high esteem at the same level\nthat is given to the company's strategic goals. Assurance of a safe and healthy\nenvironment shall, therefore, be everyone’s responsibility.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>All employees shall abide by all health and safety policies that will be\ndeveloped. All health and safety directives shall be placed on the notice\nboards and it shall be the responsibility of managers to inform staff members\nof any health and safety directives.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Staff shall be expected to conform to all health and safety policies and\nregulations.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Section 1 - Individual Responsibilities\u003C\u002Fp>\n\n\u003Cp>a. No employee shall have possession of or use narcotic drugs on company\npremises.\u003C\u002Fp>\n\n\u003Cp>b. No employee shall possess any weapon, including but not limited to\nfirearms on company premises.\u003C\u002Fp>\n\n\u003Cp>c. No employee shall use any object to threaten or intimidate another\nemployee on company premises.\u003C\u002Fp>\n\n\u003Cp>d. All supervisors must ensure that electrical gargets are switched off\nbefore leaving their offices.\u003C\u002Fp>\n\n\u003Cp>e. Seat belts must be worn by staff when in company vehicles at all\ntimes.\u003C\u002Fp>\n\n\u003Cp>Section 2 - Company Responsibilities\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>The safety policy shall include the following:\u003C\u002Fp>\n\n\u003Cp>a. Employees shall be educated on fire drilling procedures.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b. In case of fire outbreak, there shall be converging points\u002Fcenters for\nstaff to gather for further instructions.\u003C\u002Fp>\n\n\u003Cp>c. The company shall make sure that all required protective gear is provided\nand worn by those who need them and staff disciplined if they fail to comply\nwith safety guidelines.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>d. Any injuries or death on the job shall be reported immediately to the\nmember of staffs immediate Manager. Such information should be passed on to the\nHR within two hours for a report to be made to the insurers and Labour\nDepartment (Workmen’s Compensation Law PNDC Law)\u003C\u002Fp>\n\n\u003Cp>e. All minor injuries shall be reported and treated at designated hospitals.\nAll companies within the group shall maintain first aid facilities and\nequipment for such a reason.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>f. Health and safety programmes will be run periodically. This should be at\nleast once every year, but preferably quarterly for each company within the\ngroup.\u003C\u002Fp>\n\n\u003Cp>g. All drivers shall be required to wear seatbelts and adhere to all driving\nregulations.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Section 3 - Medicals Facilities\u003C\u002Fp>\n\n\u003Cp>a. The company shall provide medical facilities for all employees.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>b. This would either be through the company clinic or the company medical\ninsurance scheme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c. Details would be worked out at company level\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>d. Staffs who have been in employment for three years and above shall be\nentitled to register their dependents under the medical insurance scheme to\ncover spouse and two (2) children who are below eighteen (18) years.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Section 4 - HIV Policy Definition\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>HIV infection - applies to all forms of HIV infection, including AIDS\n(Acquired Immune Deficiency Syndrome) as well as to individuals perceived to\nhave any form of HIV infection.\u003C\u002Fp>\n\n\u003Cp>The company shall be committed to providing AIDS information to staff in\norder to prevent HIV infection, provide an opportunity for discussion of the\nsocial and personal aspects of the AIDS epidemic, and prevent discrimination\nand unnecessary anxiety. In line with this, the following shall prevail:\u003C\u002Fp>\n\n\u003Cp>a) The company shall not mandate testing for any individual or group.\nHowever, the company can encourage voluntary testing, which may be obtained\nthrough confidential or anonymous testing facilities, because early\nidentification of the infection can minimize its transmission and allow early\ntreatment which may prolong life expectancy and enhance quality of life.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) HIV status should not affect determinations regarding working and living\narrangements, including hiring, advancement, promotion or termination of\nstaff.\u003C\u002Fp>\n\n\u003Cp>c) Employees with the Human Immunodeficiency Virus (HIV) shall be afforded\nunrestricted work, attendance, working condition, use of company's facilities\nand participation in co-curricular and extracurricular activities as long as\nthey are physically and psychologically able to do so.\u003C\u002Fp>\n\n\u003Cp>d) All medical records of HIV patients shall be strictly confidential.\nExcept in life threating situations, no information will be released without\nthe person(s) concerned’s written permission.\u003C\u002Fp>\n\n\u003Cp>e) An employee with HIV or HBV infection shall remain employed as long as\nhe\u002Fshe makes job performance standards and does not engage in job related\nactivities which current scientific information indicates may expose others to\nrisk of transmission.\u003C\u002Fp>\n\n\u003Cp>Section 5 - Working Clothing\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>a. The company shall provide reasonable protective equipment and protective\ndevices and clothing as required by law and as considered necessary free of\ncharge.\u003C\u002Fp>\n\n\u003Cp>b. As a condition of employment an employee is obliged to wear and or use\nsuch protective item supplied by the company. Failure to do so without any\ntangible reason shall render the employee liable to disciplinary action.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c. An employee supplied with work clothing\u002F protective item shall sign for\nsuch items and will be responsible for their care and safe keeping. Where such\nitems are loss or damaged through the negligence of the employee, he or she\nwill be surcharged with the cost of replacement value\u003C\u002Fp>\n\n\u003Cp>d. Replacement of such protective items shall be on yearly basis and shall\nbe made upon presentation of old issues.\u003C\u002Fp>\n\n\u003Cp>Section 6 - Transport\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>The employer shall provide adequate means of transport to convey workers to\nand from work. The designated picking points shall be arranged by the\nEmployer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 7 - Financial Assistance \u003C\u002Fp>\n\n\u003Cp>i) It is agreed that employee covered by this Agreement who requests for\nloan may be granted upon the employer guaranteeing an undertaking to seek the\nloan from the bank. Recovery of the amount shall be spelt out in the banker’s\nloan requirement.\u003C\u002Fp>\n\n\u003Cp>Section 8 - Renewal of Driving Licenses\u003C\u002Fp>\n\n\u003Cp>Drivers and dispatch riders employed by the company shall have their\nlicenses renewed from time to time at the expense of the company after working\nfor a year.\u003C\u002Fp>\n\n\u003Cp>Section 9 - Legal Aid\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-legalassistance_trigger\">\u003Cp>The company shall give free legal aid to its employees when they commit\noffences in the course of their legitimate duties. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 10 - Certificate of Service\u003C\u002Fp>\n\n\u003Cp>An employee in good standing, leaving the service of the organization, shall\nbe issued with a certificate of service upon request.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>Section 11- Funeral Undertaking\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>STATUS\u003C\u002Ftd>\n      \u003Ctd>DONATION\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1. Staff Member\u003C\u002Ftd>\n      \u003Ctd>Cash Donation of GHc 200 for a coffin GHc 1OO for Shroud\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a. Normal Death\u003C\u002Ftd>\n      \u003Ctd>2 Bottles Schnapps \n\n        \u003Cp>2 Cartons Beer\u003C\u002Fp>\n\n        \u003Cp>2 Cartons Guinness\u003C\u002Fp>\n\n        \u003Cp>2 Crates Mineral\u003C\u002Fp>\n\n        \u003Cp>A bus to convey staff members\u003C\u002Fp>\n\n        \u003Cp>Life Cover Amount (Refer to Provident Fund)\u003C\u002Fp>\n\n        \u003Cp>The Cash Value of the Accumulated Fund (Refer to Provident Fund)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b. Death on duty\u003C\u002Ftd>\n      \u003Ctd>Management to pay mortuary fee for 14 days \n\n        \u003Cp>Ambulance to convey body\u003C\u002Fp>\n\n        \u003Cp>GHc 3OO cash in lieu of coffin\u003C\u002Fp>\n\n        \u003Cp>GHc 1OO for Shroud\u003C\u002Fp>\n\n        \u003Cp>2 Bottles Schnapps\u003C\u002Fp>\n\n        \u003Cp>2 Cartons Beer\u003C\u002Fp>\n\n        \u003Cp>2 Cartons Guinness\u003C\u002Fp>\n\n        \u003Cp>2 Crates Mineral\u003C\u002Fp>\n\n        \u003Cp>A bus to convey staff members\u003C\u002Fp>\n\n        \u003Cp>Life Cover Amount (Refer to Provident Fund)\u003C\u002Fp>\n\n        \u003Cp>The Cash Value of the Accumulated Fund (Refer to Provident Fund)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2. Parent\u003C\u002Ftd>\n      \u003Ctd>Cash Donation of GHc 3OO \n\n        \u003Cp>2 Bottles of Schnapps \u003C\u002Fp>\n\n        \u003Cp>A bus to convey staff members\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. Spouse\u003C\u002Ftd>\n      \u003Ctd>Cash Donation of GHc 3OO \n\n        \u003Cp>1 Carton Beer \u003C\u002Fp>\n\n        \u003Cp>1 Carton Guinness \u003C\u002Fp>\n\n        \u003Cp>1 Crate Mineral \u003C\u002Fp>\n\n        \u003Cp>A bus to convey staff\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4. Child\u003C\u002Ftd>\n      \u003Ctd>Cash Donation of GHc 3OO \n\n        \u003Cp>1 Carton Beer \u003C\u002Fp>\n\n        \u003Cp>1 Carton Guinness \u003C\u002Fp>\n\n        \u003Cp>1 Crate Mineral \u003C\u002Fp>\n\n        \u003Cp>A bus to convey staff\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16 -DISCIPLINE\u003C\u002Fh2>\n\n\u003Cp>Section 1\u003C\u002Fp>\n\n\u003Cp>To serve as guidelines, enhance interpersonal relations among staff and the\ngrowth and performance of the group, rules and regulations have been put in\nplace, These rules and regulations shall govern the expected behaviour of ail\nstaff.\u003C\u002Fp>\n\n\u003Cp>Disciplinary action shall not be meted against any employee who is alleged\nto have committed an offence unless the person has been given the opportunity\nto defend him\u002Fherself through writing (by responding to a query) or face to\nface to his\u002Fher immediate supervisor or disciplinary committee constituted for\nthe purpose. This will depend on the offence.\u003C\u002Fp>\n\n\u003Cp>Any offence shall involve sanctions that shall include but not limited to\nany of the following disciplinary actions depending on the circumstances and\ngravity of the offence committed:\u003C\u002Fp>\n\n\u003Cp>1. Written warnings.\u003C\u002Fp>\n\n\u003Cp>2. Suspension without pay.\u003C\u002Fp>\n\n\u003Cp>3. Demotion.\u003C\u002Fp>\n\n\u003Cp>4. Interdiction.\u003C\u002Fp>\n\n\u003Cp>5. Surcharge.\u003C\u002Fp>\n\n\u003Cp>6. Termination.\u003C\u002Fp>\n\n\u003Cp>7. Termination without notice\u003C\u002Fp>\n\n\u003Cp>8. New disciplinary measures may be determined by management from time to\ntime with the Union duly informed.\u003C\u002Fp>\n\n\u003Cp>Section 2 - Minor Offences\u003C\u002Fp>\n\n\u003Cp>1. Politicking in the office.\u003C\u002Fp>\n\n\u003Cp>2. Unexcused\u002Fexcessive tardiness.\u003C\u002Fp>\n\n\u003Cp>3. Failure to complete work assignment or set targets on expected dates\npersistently.\u003C\u002Fp>\n\n\u003Cp>4. Loitering on the premises of the company when off duty.\u003C\u002Fp>\n\n\u003Cp>5. Posting, removal or defacing of notices, signs of writings in any form on\nthe Notice Board\u003C\u002Fp>\n\n\u003Cp>6. Any other offence that shall be deemed to be minor.\u003C\u002Fp>\n\n\u003Cp>Penalty\u003C\u002Fp>\n\n\u003Cp>1. Verbal warning for the first offence (this shall be logged in the offence\nrecords against the employee)\u003C\u002Fp>\n\n\u003Cp>2. Written warning for the second offence\u003C\u002Fp>\n\n\u003Cp>3. 3-10 working days suspension for the third offence\u003C\u002Fp>\n\n\u003Cp>4. Full disciplinary proceedings leading to termination for continuing\noffence.\u003C\u002Fp>\n\n\u003Cp>5. A combination of three warning letters will lead to termination of\nemployment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>Section 3 - Major Offences\u003C\u002Fp>\n\n\u003Cp>1. Sexual harassment\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. Leaving your job\u002Fpost without permission\u003C\u002Fp>\n\n\u003Cp>3. Reporting to work late.\u003C\u002Fp>\n\n\u003Cp>4. Use of insulting language towards another employee\u002Fsuperior\u002Fauthority\u003C\u002Fp>\n\n\u003Cp>5. Habitual Lateness\u003C\u002Fp>\n\n\u003Cp>6. Failure\u002F Refusal to attend training programmes\u003C\u002Fp>\n\n\u003Cp>7. Driving company vehicle under the influence of alcohol.\u003C\u002Fp>\n\n\u003Cp>8. Repeatedly committing a minor offence.\u003C\u002Fp>\n\n\u003Cp>9. Failure to use protective equipment as supplied and instructed by the\ncompany\u003C\u002Fp>\n\n\u003Cp>10. Loitering on the premises of the company whiles off duty\u003C\u002Fp>\n\n\u003Cp>11. Obtaining material on fraudulent orders or misrepresentation.\u003C\u002Fp>\n\n\u003Cp>12. Refusal to do overtime.\u003C\u002Fp>\n\n\u003Cp>13. Any other acts of gross misconduct.\u003C\u002Fp>\n\n\u003Cp>Penalty\u003C\u002Fp>\n\n\u003Cp>1. Written warning for the first offence and repayment of\nloss\u002FSurcharging.\u003C\u002Fp>\n\n\u003Cp>2. Final warning, withholding or deferment of increment and\u002For suspension\nfrom duty without pay up to a maximum of 10 working days for a second\noffence.\u003C\u002Fp>\n\n\u003Cp>3. Termination after subsequent breach of discipline for the third time.\u003C\u002Fp>\n\n\u003Cp>4. The above penalties are without prejudice to the company's right to\nsurcharge the employee where necessary.\u003C\u002Fp>\n\n\u003Cp>Section 4 - Intolerable Offences\u003C\u002Fp>\n\n\u003Cp>1. Falsifying employment application\u002Frecords\u002Fdetails\u003C\u002Fp>\n\n\u003Cp>2. Stealing\u003C\u002Fp>\n\n\u003Cp>3. Embezzlement of company funds.\u003C\u002Fp>\n\n\u003Cp>4. Falsifying testimony and omissions during investigations\u003C\u002Fp>\n\n\u003Cp>5. Falsifying documents.\u003C\u002Fp>\n\n\u003Cp>6. Violation of safety rules\u003C\u002Fp>\n\n\u003Cp>7. Gross insubordination\u002Fmisconduct\u003C\u002Fp>\n\n\u003Cp>8. Sleeping on duty\u003C\u002Fp>\n\n\u003Cp>9. Being drunk or under the influence of alcohol during working hours\u003C\u002Fp>\n\n\u003Cp>10. Not wearing prescribed uniform\u002Fsafety equipment\u003C\u002Fp>\n\n\u003Cp>11. Inefficiency\u002FPersistent below average performance\u003C\u002Fp>\n\n\u003Cp>12. Frequent Absenteeism\u003C\u002Fp>\n\n\u003Cp>13. Refusal to take legitimate instructions from superior\u002Fobey\ninstructions.\u003C\u002Fp>\n\n\u003Cp>14. Falsifying company documents\u003C\u002Fp>\n\n\u003Cp>15. Disclosing confidential information of the company to colleagues, the\npress, customers or any outsider without permission,\u003C\u002Fp>\n\n\u003Cp>16. Fraud.\u003C\u002Fp>\n\n\u003Cp>17. Inciting workers.\u003C\u002Fp>\n\n\u003Cp>18. Negligence (leading to financial loss).\u003C\u002Fp>\n\n\u003Cp>19. Misuse of company funds.\u003C\u002Fp>\n\n\u003Cp>20. Submission of false financial claims.\u003C\u002Fp>\n\n\u003Cp>21. Working for a competitor without authority.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>22. Fighting on company premises.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>23. Gambling or working lotto within company premises during working\nhours.\u003C\u002Fp>\n\n\u003Cp>24. Persistent breach of company policies, rules and regulations.\u003C\u002Fp>\n\n\u003Cp>25. Actions likely to bring the company into public disrepute.\u003C\u002Fp>\n\n\u003Cp>26. Giving or countermanding any lawful instructions given to any employee\nby his superiors or authority in any way preventing or obstructing employees\nfrom performing their lawful duties or carrying out such instructions.\u003C\u002Fp>\n\n\u003Cp>27. Having direct knowledge of any unauthorized possession of stealing of\nany property belonging to the company.\u003C\u002Fp>\n\n\u003Cp>28. Stealing of property belonging to an employee\u003C\u002Fp>\n\n\u003Cp>29. Refusal to accept transfers within 5 days.\u003C\u002Fp>\n\n\u003Cp>30. Driving company vehicle under the influence of alcohol.\u003C\u002Fp>\n\n\u003Cp>31. Failure to alert company on any irregularities or misbehaviour or\nmisconduct of an employee.\u003C\u002Fp>\n\n\u003Cp>32. Coercion, intimidation and threatening of fellow\nemployees\u002Fsuperior\u002Fauthority.\u003C\u002Fp>\n\n\u003Cp>33. Possession of alcohol or narcotics during working hours.\u003C\u002Fp>\n\n\u003Cp>34. Vacation of post.\u003C\u002Fp>\n\n\u003Cp>35. Wilful damage or destruction of company's property\u003C\u002Fp>\n\n\u003Cp>36. Taking or Trafficking of narcotics drugs\u003C\u002Fp>\n\n\u003Cp>37. Professional Misconduct\u003C\u002Fp>\n\n\u003Cp>38. Policy Infraction\u003C\u002Fp>\n\n\u003Cp>39. Spreading of false, malicious and detrimental information\u003C\u002Fp>\n\n\u003Cp>40. Conviction on criminal offence by a court of law\u003C\u002Fp>\n\n\u003Cp>41. An Employee who receives persistent written warning within a period of\n12 calendar months shall have his\u002Fher employment terminated\u003C\u002Fp>\n\n\u003Cp>42. Any other act of Gross misconduct Penalty\u003C\u002Fp>\n\n\u003Cp>Summary Dismissal\u002FTermination (depending on the severity of the offence and\nalso to be decided by the Disciplinary Committee)\u003C\u002Fp>\n\n\u003Cp>Section 5 - Interdiction Procedure\u003C\u002Fp>\n\n\u003Cp>1. Where an employee is suspected of committing an offence which requires an\ninvestigation, or where a criminal proceeding has been instituted against an\nemployee’s\u002Fhe shall be interdicted from duty on half pay.\u003C\u002Fp>\n\n\u003Cp>2. A period of 30 calendar days from the date of the offences shall be\nallowed for the final disposal of the case. Where the period is exceeded, the\nemployee shall be paid in full pending the final determination of the case.\u003C\u002Fp>\n\n\u003Cp>3. An employee on interdiction shall make him\u002Fherself available for further\ninvestigations on demand\u003C\u002Fp>\n\n\u003Cp>4. An employee on interdiction shall not be allowed to resign from his duty\npost till the final conclusion of the case\u003C\u002Fp>\n\n\u003Cp>5. If the employee is exonerated, s\u002Fhe shall be re-instated and all salary\u002F\nbenefit withheld during the interdiction period shall be paid to the\nemployee\u003C\u002Fp>\n\n\u003Cp>Disciplinary Committee\u003C\u002Fp>\n\n\u003Cp>A five (5) member disciplinary Committee made up of 3 management personnel\nand 2 persons representing the local union shall be put in place to investigate\nall cases of misconduct levelled against an employee and submit a written\nreport to management for consideration.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17 - GRIEVANCE, AND DISPUTE RESOLUTION\u003C\u002Fh2>\n\n\u003Cp>The company shall make sure that all grievances are dealt with as speedily\nas possible and that no employee or representative will be victimized in a\nmanner whatsoever as a direct result of their participation in this\nprocedure.\u003C\u002Fp>\n\n\u003Cp>Section 1 - Grievance Procedure\u003C\u002Fp>\n\n\u003Cp>1. In the event of a grievance and complaint, the employee shall first of\nall take the matter up with his immediate supervisor\u002Fmanager. If he\u002Fshe is not\nsatisfied with the outcome, he\u002Fshe may ask the shop steward\u002Flocal union to take\nup the case.\u003C\u002Fp>\n\n\u003Cp>2. If the case is still not resolved at that level, the local union may\nrequest for a meeting between the union executive and management of the\nsubsidiary company involved, with the HR Manager sitting in that meeting.\u003C\u002Fp>\n\n\u003Cp>3. If the union and management are unable to resolve the issue, the union\nshall present the case to management of Dry Food Processing Ltd to resolve the\nissue.\u003C\u002Fp>\n\n\u003Cp>4. If step 3 fails, then the local union will inform the Regional Industrial\nRelations Officer of the Union to meet management and endeavor to settle the\nissue.\u003C\u002Fp>\n\n\u003Cp>5. If all the steps above (steps 1 - 4) fail to yield satisfactory results,\nthe union shall summon the Standing Joint Negotiating Committee to meet and\nendeavor to reach an agreement. If the committee fails to resolve the issue,\nthen it may be reported to the National Labour Commission, which shall endeavor\nto resolve the dispute as provide under the Labour Act 2003 (Act 651).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 18 - LEAVING THE COMPANY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>Section 1- Redundancy \u002F Severance Award\u003C\u002Fp>\n\n\u003Cp>i) In the event of any redundancy action to be taken by the employer, the\nregulation governing the redundancy exercise enshrined in the Labour Act 2003,\nAct 651 section 65 shall fully apply.\u003C\u002Fp>\n\n\u003Cp>ii) When an employee is declared redundant the company shall pay redundancy\naward as follows:\u003C\u002Fp>\n\n\u003Cp>• 2 months pay for each year of service\u003C\u002Fp>\n\n\u003Cp>• Any other entitlements due the staff at the time of the redundancy\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Section 2 - Retirement (Voluntary and Compulsory)\u003C\u002Fp>\n\n\u003Cp>i) Compulsory retirement age shall be sixty (60) years and voluntary\nretirement shall be at fifty-five (55) years.\u003C\u002Fp>\n\n\u003Cp>ii) Any permanent employee leaving the service of the company either on\nvoluntary or compulsory retirement shall receive all his entitlements under\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>iii) The company shall make adequate arrangements for the payment of all\nentitlements due to an employee retiring from the service under this Agreement\nin full on the day of his \u002F her retirement.\u003C\u002Fp>\n\n\u003Cp>iv)) Both the Employer and the Employees in either case shall give six (6)\nmonths notice in case of voluntary or compulsory retirements.\u003C\u002Fp>\n\n\u003Cp>Resignation\u003C\u002Fp>\n\n\u003Cp>1. Junior staff members shall give one (1) month notice or payment in lieu\nof notice.\u003C\u002Fp>\n\n\u003Cp>2. Any employee who wishes to resign shall be required to return any\nproperty of the company in his\u002Fher possession to the HR or Department Manager\nbefore he\u002Fshe is given any benefits. In default the equivalent of the item\nshall be deducted from his\u002Fher benefits.\u003C\u002Fp>\n\n\u003Cp>3. Any resignation request shall be in writing.\u003C\u002Fp>\n\n\u003Cp>4. Leave cannot be used as the notice period when resigning from the\ncompany’s employment. Staff must serve out the one month notice required or\nnegotiate specific alternative arrangements. Any outstanding leave can only be\ntaken after the notice period has been served. Such leave will be paid.\u003C\u002Fp>\n\n\u003Cp>Termination\u003C\u002Fp>\n\n\u003Cp>1. Management of the company has the sole right to terminate any\nemployee’s appointment on the following grounds:\u003C\u002Fp>\n\n\u003Cp>i. For non-performance.\u003C\u002Fp>\n\n\u003Cp>ii. Ill health.\u003C\u002Fp>\n\n\u003Cp>iii. Proven misconduct.\u003C\u002Fp>\n\n\u003Cp>2. One month notice or payment in lieu of notice shall be given to any\nemployee whose employment is terminated.\u003C\u002Fp>\n\n\u003Cp>3. Notice of termination shall be in writing.\u003C\u002Fp>\n\n\u003Cp>Dismissal\u003C\u002Fp>\n\n\u003Cp>1. An employee may be dismissed for committing an offence that renders it\nundesirable in the interest of the company to maintain such an employee.\u003C\u002Fp>\n\n\u003Cp>2. An employee dismissed shall be paid all his\u002Fher entitlements accrued as\nat the time of dismissal.\u003C\u002Fp>\n\n\u003Cp>3, Where the offence has financial implications, the Company shall offset\nthe debt with the worker's entitlement.\u003C\u002Fp>\n\n\u003Cp>4. Any outstanding amount shall then be paid to the employee.\u003C\u002Fp>\n\n\u003Cp>Vacation of Post\u003C\u002Fp>\n\n\u003Cp>1. The company reserves the right to terminate an employee’s appointment\nwhere such an employee absents him\u002Fherself from duty for (5) five consecutive\nworking days without permission.\u003C\u002Fp>\n\n\u003Cp>2. Such an employee shall be deemed to have vacated his\u002Fher post and shall\nforfeit all employee benefits,\u003C\u002Fp>\n\n\u003Cp>3. In the instance where an employee vacates post, his\u002Fher provident fund\ncontribution (employee portion) shall be withheld until he\u002Fshe submits all\ncompany property uniforms, medical card, ID Card etc. in his\u002Fher care.\u003C\u002Fp>\n\n\u003Cp>Departmental managers are required to complete the exit checklist and exit\nperformance evaluation with disengaging staff prior to the staff member's last\nday. Departmental managers are required to instruct disengaging staff and those\nemployees transferring to another department to complete an Exit Interview\nForm.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 19 - AMENDMENT TO AND VALIDITY OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall become effective on 1st January 2014 except as\notherwise provided for and shall remain in full force and effect. Furthermore,\nthis Agreement shall continue thereafter for a two (2) year period unless\neither party to this Agreement express in writing not later than thirty (30)\ndays prior to the above expiration date, a desire to change, modify or\nterminate the Agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20 - OBLIGATIONS OF PARTIES\u003C\u002Fh2>\n\n\u003Cp>The Management of Dry Food Processing limited and the Leadership of NUTEG of\nGFL agree that, this agreement imposes serious duties and responsibilities on\nthe union as well as the company and nothing in this agreement shall worsen any\nexisting conditions of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF DRY FOOD PROCESSING LTD\u003C\u002Fp>\n\n\u003Cp>MR PHILIPPE KERVELLA\u003C\u002Fp>\n\n\u003Cp>PLANT MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MS DELLA AGBELIE\u003C\u002Fp>\n\n\u003Cp>FINATRADE GROUP HR MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MS REGINA ASARE\u003C\u002Fp>\n\n\u003Cp>HR\u002FADM OFFICER - DFP\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF NATIONAL UNION OF TEAMSTERS AND GENERAL\nWORKERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MR DESMOND SACKEY\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MR MICHAEL TOSU\u003C\u002Fp>\n\n\u003Cp>ADMINISTRATIVE OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MRKUDZO DUTSYO\u003C\u002Fp>\n\n\u003Cp>LOCAL UNION CHAIRMAN - DFP LTD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MR OBED BREMPONG\u003C\u002Fp>\n\n\u003Cp>LOCAL UNION SECRETARY - DFP LTD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATE: 10\u002F03\u002F2014\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"disabilitypay":44,"ONCERISE2_trigger":48,"sicknessmaxdays":52,"extrapayfirmperformance":56,"WAGES_determined":60,"sexualhar":64,"hourspweek_select":68,"childcare":72,"pregnancy":76,"funeralpay":80,"trainingfund":84,"discrimination":88,"pensionfund":92,"OVERTIME_trigger":96,"healthcareaccess":100,"healthinsurance":104,"COMMUTE_trigger":108,"healthandsafetytraining":112,"legalassistance_trigger":116,"protectiveclothing":120,"healthandsafetypolicy":124,"ONCERISE_trigger":126,"sicknesspay":129,"healthinsurancerelatives":133,"contracttrial":137,"educationtuition":141,"NOCTPREM_trigger":145,"healthcareaccessrelatives":149,"violence":151,"code_application":154,"hivpolicy":158,"SENIOR_trigger":162,"trainingprogrammes":166,"contractseverancepay":170,"PAIDLEAV_trigger":174},{"bindId":45,"name":46,"text":47},"disabilitypay","d. Any injuries or death on the job shal","d. Any injuries or death on the job shall be reported immediately to the\nmember of staffs immediate Manager. Such information should be passed on to the\nHR within two hours for a report to be made to the insurers and Labour\nDepartment (Workmen’s Compensation Law PNDC Law)\n\ne. All minor injuries shall be reported and treated at designated hospitals.\nAll companies within the group shall maintain first aid facilities and\nequipment for such a reason.",{"bindId":49,"name":50,"text":51},"ONCERISE2_trigger","Section 3 - Best Worker Awards i. This a","Section 3 - Best Worker Awards\n\ni. This award shall be given yearly\n\nii. The employee should have been of exemplary character: e.g. honest,\nrespectful, committed, disciplined, hardworking, etc.\n\niv. The award shall be in two categories: Departmental and Overall Staff.\n\nv. Nomination and elections shall be determined by employees\u002Fstaff.\n\nvi. Management will then choose the overall best worker out of the pool of\nbest workers elected at the departmental level.",{"bindId":53,"name":54,"text":55},"sicknessmaxdays","1. Staff who have served the company for","1. Staff who have served the company for six (6) months and above shall be\nentitled to:\n\ni. First two months - full pay\n\nii. Subsequent 2 month - 3\u002F4 pay\n\niii. Additional 1 month -1\u002F2 pay",{"bindId":57,"name":58,"text":59},"extrapayfirmperformance","i. Accumulated bonuses shall be paid at ","i. Accumulated bonuses shall be paid at the beginning of the following year\ncommensurate with sales profits and operational targets achieved in the\nprevious year.",{"bindId":61,"name":62,"text":63},"WAGES_determined","i. Unless informed in writing by the Com","i. Unless informed in writing by the Company to the contrary, an employee\nwho has completed his probation shall be deemed to have been confirmed in his\nappointment after 2 weeks.",{"bindId":65,"name":66,"text":67},"sexualhar","Section 3 - Major Offences 1. Sexual har","Section 3 - Major Offences\n\n1. Sexual harassment",{"bindId":69,"name":70,"text":71},"hourspweek_select","Unless otherwise stated, normal working ","Unless otherwise stated, normal working hours for workers covered under this\nagreement shall not exceed forty (40) hours a week.",{"bindId":73,"name":74,"text":75},"childcare","The company agrees to grant (5) working ","The company agrees to grant (5) working days paid leave to its employees in\nthe appropriate cases of emergency in one calendar year in special\ncircumstances.",{"bindId":77,"name":78,"text":79},"pregnancy","Health and safety management shall be he","Health and safety management shall be held in high esteem at the same level\nthat is given to the company's strategic goals. Assurance of a safe and healthy\nenvironment shall, therefore, be everyone’s responsibility.\n\nAll employees shall abide by all health and safety policies that will be\ndeveloped. All health and safety directives shall be placed on the notice\nboards and it shall be the responsibility of managers to inform staff members\nof any health and safety directives.\n\nStaff shall be expected to conform to all health and safety policies and\nregulations.",{"bindId":81,"name":82,"text":83},"funeralpay","Section 11- Funeral Undertaking STATUS D","Section 11- Funeral Undertaking\n\n\n  \n  \n  \n  \n    \n      STATUS\n      DONATION\n    \n    \n      1. Staff Member\n      Cash Donation of GHc 200 for a coffin GHc 1OO for Shroud\n    \n    \n      a. Normal Death\n      2 Bottles Schnapps \n\n        2 Cartons Beer\n\n        2 Cartons Guinness\n\n        2 Crates Mineral\n\n        A bus to convey staff members\n\n        Life Cover Amount (Refer to Provident Fund)\n\n        The Cash Value of the Accumulated Fund (Refer to Provident Fund)\n      \n    \n    \n      b. Death on duty\n      Management to pay mortuary fee for 14 days \n\n        Ambulance to convey body\n\n        GHc 3OO cash in lieu of coffin\n\n        GHc 1OO for Shroud\n\n        2 Bottles Schnapps\n\n        2 Cartons Beer\n\n        2 Cartons Guinness\n\n        2 Crates Mineral\n\n        A bus to convey staff members\n\n        Life Cover Amount (Refer to Provident Fund)\n\n        The Cash Value of the Accumulated Fund (Refer to Provident Fund)\n      \n    \n    \n      2. Parent\n      Cash Donation of GHc 3OO \n\n        2 Bottles of Schnapps \n\n        A bus to convey staff members\n      \n    \n    \n      3. Spouse\n      Cash Donation of GHc 3OO \n\n        1 Carton Beer \n\n        1 Carton Guinness \n\n        1 Crate Mineral \n\n        A bus to convey staff\n      \n    \n    \n      4. Child\n      Cash Donation of GHc 3OO \n\n        1 Carton Beer \n\n        1 Carton Guinness \n\n        1 Crate Mineral \n\n        A bus to convey staff",{"bindId":85,"name":86,"text":87},"trainingfund","4. The company may choose to pay all or ","4. The company may choose to pay all or some part of the fees. This shall be\nat the discretion of management.\n\n5. Where the company decides to pay a percentage of the fee, staff will be\nbonded to serve the company for an agreed period.",{"bindId":89,"name":90,"text":91},"discrimination","The Company shall not victimize or discr","The Company shall not victimize or discriminate against any employee covered\nby this Agreement because of his or her Union activities in all matters\npertaining to hiring, salary\u002Fwage rates hours of work and other working\nconditions or do anything to prevent an employee from joining the union.",{"bindId":93,"name":94,"text":95},"pensionfund","(i) A contributory Provident Fund Scheme","(i) A contributory Provident Fund Scheme shall be instituted to provide End\nof Service Lump Sum benefit to employees under this agreement.\n\n(ii) Employees will be encouraged to join the Provident Fund Scheme.\n\n(iii) The Provident Fund Scheme is an investment-Linked policy designed to\nprovide attractive Retirement, End of Service Benefits to staff.\n\n(iv) The Company shall contribute a percentage of the Employee’s monthly\nSalary to the Provident Fund provided, which is subject to review.\n\n(v) The contributory ratio shall be:\n\n\n  \n  \n  \n  \n    \n      Employer\n      5%\n    \n    \n      Employee\n      5%",{"bindId":97,"name":98,"text":99},"OVERTIME_trigger","Work performed in excess of forty (40) h","Work performed in excess of forty (40) hours a week as stipulated in Article\n6, shall be paid for as overtime in accordance with the following schedule:\n\n\n  \n  \n  \n  \n    \n      Normal working day\n      Time and hlf (1+1\u002F2)\n    \n    \n      Off Duty Days \u002F Public Holiday\n      Double time (1+1)",{"bindId":101,"name":102,"text":103},"healthcareaccess","Section 3 - Medicals Facilities a. The c","Section 3 - Medicals Facilities\n\na. The company shall provide medical facilities for all employees.\n\nb. This would either be through the company clinic or the company medical\ninsurance scheme.\n\nc. Details would be worked out at company level",{"bindId":105,"name":106,"text":107},"healthinsurance","b. This would either be through the comp","b. This would either be through the company clinic or the company medical\ninsurance scheme.",{"bindId":109,"name":110,"text":111},"COMMUTE_trigger","The employer shall provide adequate mean","The employer shall provide adequate means of transport to convey workers to\nand from work. The designated picking points shall be arranged by the\nEmployer.",{"bindId":113,"name":114,"text":115},"healthandsafetytraining","The safety policy shall include the foll","The safety policy shall include the following:\n\na. Employees shall be educated on fire drilling procedures.",{"bindId":117,"name":118,"text":119},"legalassistance_trigger","The company shall give free legal aid to","The company shall give free legal aid to its employees when they commit\noffences in the course of their legitimate duties. ",{"bindId":121,"name":122,"text":123},"protectiveclothing","a. The company shall provide reasonable ","a. The company shall provide reasonable protective equipment and protective\ndevices and clothing as required by law and as considered necessary free of\ncharge.\n\nb. As a condition of employment an employee is obliged to wear and or use\nsuch protective item supplied by the company. Failure to do so without any\ntangible reason shall render the employee liable to disciplinary action.",{"bindId":125,"name":78,"text":79},"healthandsafetypolicy",{"bindId":127,"name":58,"text":128},"ONCERISE_trigger","i. Accumulated bonuses shall be paid at the beginning of the following year\ncommensurate with sales profits and operational targets achieved in the\nprevious year.\n\nii. The Heads of Departments and Management shall agree on an appropriate\nbonus and reward system for the administration and payment of bonuses to\nemployees.",{"bindId":130,"name":131,"text":132},"sicknesspay","An employee who is absent on medical gro","An employee who is absent on medical grounds and evidenced by a recognized\nmedical practitioner shall be granted sick leave. The following shall apply in\nthe case of staff who are taken ill for an extended period of time. \n\n1. Staff who have served the company for six (6) months and above shall be\nentitled to:\n\ni. First two months - full pay\n\nii. Subsequent 2 month - 3\u002F4 pay\n\niii. Additional 1 month -1\u002F2 pay",{"bindId":134,"name":135,"text":136},"healthinsurancerelatives","d. Staffs who have been in employment fo","d. Staffs who have been in employment for three years and above shall be\nentitled to register their dependents under the medical insurance scheme to\ncover spouse and two (2) children who are below eighteen (18) years.",{"bindId":138,"name":139,"text":140},"contracttrial","iv) For newly recruited staff, appraisal","iv) For newly recruited staff, appraisal shall be done at the end of the\nprobationary period for the first time and subsequently twice every year.",{"bindId":142,"name":143,"text":144},"educationtuition","i. An educational subsidy shall be paid ","i. An educational subsidy shall be paid to staff who have served two (2)\nyears and above with the Company\n\nii. The subsidy shall be computed on 5% of consolidated annual gross\nsalaries\n\niii. The subsidy shall be paid once every year in September\n\niv. The cut off point for payment shall be 31st August of every year\n\nv. Staffs who have served 2 years as at 31st August shall be eligible to\nbenefit from the educational subsidy.",{"bindId":146,"name":147,"text":148},"NOCTPREM_trigger","i. A night allowance of 10% of the daily","i. A night allowance of 10% of the daily wage shall be paid to employees who\nwork during the night as part of their normal working hours\n\nii. The allowance shall be paid based on the attainment of monthly\nproduction targets and attendance",{"bindId":150,"name":135,"text":136},"healthcareaccessrelatives",{"bindId":152,"name":153,"text":153},"violence","22. Fighting on company premises.",{"bindId":155,"name":156,"text":157},"code_application","All employees shall abide by all health ","All employees shall abide by all health and safety policies that will be\ndeveloped. All health and safety directives shall be placed on the notice\nboards and it shall be the responsibility of managers to inform staff members\nof any health and safety directives.",{"bindId":159,"name":160,"text":161},"hivpolicy","HIV infection - applies to all forms of ","HIV infection - applies to all forms of HIV infection, including AIDS\n(Acquired Immune Deficiency Syndrome) as well as to individuals perceived to\nhave any form of HIV infection.\n\nThe company shall be committed to providing AIDS information to staff in\norder to prevent HIV infection, provide an opportunity for discussion of the\nsocial and personal aspects of the AIDS epidemic, and prevent discrimination\nand unnecessary anxiety. In line with this, the following shall prevail:\n\na) The company shall not mandate testing for any individual or group.\nHowever, the company can encourage voluntary testing, which may be obtained\nthrough confidential or anonymous testing facilities, because early\nidentification of the infection can minimize its transmission and allow early\ntreatment which may prolong life expectancy and enhance quality of life.",{"bindId":163,"name":164,"text":165},"SENIOR_trigger","The employer shall reward long and dedic","The employer shall reward long and dedicated service during the life of the\ncompany. Qualifying employees shall be rewarded as follows:\n\n\n  \n  \n  \n  \n    \n      5 years\n      21' TV and GHc 150.00 cash\n    \n    \n      10 years\n      Double Door fridge and GHc 300.00\n    \n    \n      15 years\n      Cash award to be determined",{"bindId":167,"name":168,"text":169},"trainingprogrammes","Section 1 - Training Within Industry Par","Section 1 - Training Within Industry\n\nParties to this Agreement acknowledge the importance of a sound training\nscheme as one of the means by which efficiency can be increased and therefore\nrecommend that the fullest opportunity be taken of in-service and external\ntraining schemes designed to improve the skills of employees.\n\nPursuant to this, all employees shall be encouraged to take approved courses\nsponsored by the company or on the job training which would benefit such\nemployees by improving their efficiency and thereby their suitability for\npromotion or advancement in their jobs.\n\nSection 2 - Training Course and Examination",{"bindId":171,"name":172,"text":173},"contractseverancepay","Section 1- Redundancy \u002F Severance Award ","Section 1- Redundancy \u002F Severance Award\n\ni) In the event of any redundancy action to be taken by the employer, the\nregulation governing the redundancy exercise enshrined in the Labour Act 2003,\nAct 651 section 65 shall fully apply.\n\nii) When an employee is declared redundant the company shall pay redundancy\naward as follows:\n\n• 2 months pay for each year of service\n\n• Any other entitlements due the staff at the time of the redundancy",{"bindId":175,"name":176,"text":177},"PAIDLEAV_trigger","i) All members of staff irrespective of ","i) All members of staff irrespective of years served are entitled to 21 days\nannual leave,\n\nii) Any period of absence from work allowed owing to sickness certified by a\nregistered medical practitioner and which occurs after commencement of and\nduring annual leave shall not be computed as part of such leave.\n\niii) Leave will be taken in accordance with an annual leave roster drawn up\nat the beginning of each calendar year. The company will make every effort to\nhonour leave obligations of workers.\n\niv. All employees shall take their annual leave within the leave year and\nannual leave not taken shall not be accumulated or commuted to cash and any\nagreement to the contrary shall be void. This is in accordance with Section 31\nof the Labour Act.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Dry Food Processing Co Ltd - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-12-31\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: → 2014-03-10\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of food products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Dry Food Processing Co Ltd\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                        NUTEG - National Union of Teamsters and General Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → 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): → 56 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 150 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Yes\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 300.0\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            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\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            \n                        \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: → Yes\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: → Not specified days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 60 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 60 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \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            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 110 % 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            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → GHS 150.0 per month\n                \u003C\u002Fdiv>\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: → No\u003C\u002Fdiv>\n            \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",[183],{"title":37,"slug":33},[185],{"type":186,"data":187},"call_to_action_body_block",{"title":188,"description":189,"variant":190,"link":191},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":188,"url":192,"description":188,"rel":193,"type":194},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[196],{"type":186,"data":197},{"title":188,"description":189,"variant":190,"link":198},{"title":188,"url":192,"description":188,"rel":193,"type":194},[]]