[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-financial-business-and-services-employees-union-fbseu-of-ghana-federation-of-labour-gfl-and-cob-a-industries-limited":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":199,"content_type_view":200,"extra_breadcrumbs":201,"body":203,"body_blocks":214,"related_pages":218},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":197,"translations":198},{"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-financial-business-and-services-employees-union-fbseu-of-ghana-federation-of-labour-gfl-and-cob-a-industries-limited","c7f0bcb8-1e2d-11e4-b117-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-financial-business-and-services-employees-union-fbseu-of-ghana-federation-of-labour-gfl-and-cob-a-industries-limited\u002Fcollective-agreement-between-financial-business-and-services-employees-union-fbseu-of-ghana-federation-of-labour-gfl-and-cob-a-industries-limited\u002F","Collective Agreement between Financial - Business and Services Employees Union (FBSEU) of Ghana Federation of Labour (GFL) and COB-A Industries Limited - 2014","GHA COBA Industries Limited GHA COBA Industries Limited - 2014","Ghana - GHA COBA Industries Limited GHA COBA Industries Limited - 2014","GHA COBA Industries Limited GHA COBA Industries Limited - 2014 - Waste treatment, sanitation, supply of electricity, gas and water",{"name":41,"data":42},"COB-A CBA.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT (CA) BETWEEN FINANCIAL, BUSINESS AND SERVICES\nEMPLOYEES UNION (FBSEU) OF GHANA FEDERATION OF LABOUR (GFL), AND COB A\nINDUSTRIES LIMITED.\u003C\u002Fh1>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>Deferred\u003C\u002Fp>\n\n\u003Cp>This COLLECTIVE AGREEMENT (CA) is made this …… day of ………2014\nBETWEEN Messrs.’ COB A INDUSTRIES LIMITED ((a company incorporated in the\nRepublic of Ghana, hereinafter referred to as the EMPLOYER\u002FCOMPANY) and\nFINANCIAL, BUSINESS AND SERVICES EMPLOYEES UNION (FBSEU) of GHANA FEDERATION OF\nLABOUR (GFL), a Trade Union officially registered and certified under the Trade\nUnions Ordinance, 1941 (Cap 91) with Registration Number RTU 22 as repealed and\nrecognized under Section 178 (2) of the Labour Act, 2003, Act 651(hereinafter\nreferred to as the UNION).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1.0: RECOGNITION - accepted\u003C\u002Fh2>\n\n\u003Cp>1.1 The Employer recognizes the Union as the Union with the sole and\nexclusive Collective Bargaining rights to represent all the Staff and the\nProbationers (both members and non-members) who are within the class of workers\ncaptured in the Certificate and agrees to bargain collectively with the Union\non behalf of the Staff and the Probationers with respect to all matters\npertaining to wages, hours of work and all the other terms and conditions of\nemployment or non – employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2.0: PURPOSE - accepted\u003C\u002Fh2>\n\n\u003Cp>2.1 It is the intention of both parties hereto that this Agreement will\npromote and improve relations between the Employer and the Union and shall set\nforth herein basic Agreement covering rates of pay, hours of work and other\nconditions of employment and\u002For non - employment to be observed between the\nparties hereto during the lifespan of this Agreement.\u003C\u002Fp>\n\n\u003Cp>Both parties also, mutually agree to encourage the employee to desist from\nacts\u002Fconducts that are likely to disturb Industrial Peace and Harmony.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3.0: SCOPE OF THE AGREEMENT - accepted\u003C\u002Fh2>\n\n\u003Cp>3.1 The terms and conditions hereby agreed upon shall apply to the class of\nworkers specified on the Collective Bargaining Certificate (CBC) (issued to the\nUnion by the Chief Labour Officer) who are in the service of the Employer at\nthe time of negotiating concluding and signing this Agreement.\u003C\u002Fp>\n\n\u003Cp>It shall also apply to employees who may be later engaged by the Employer;\nfall within the scope of this Agreement whilst the Agreement is in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4.0: DURATION OF THE AGREEMENT - Accepted\u003C\u002Fh2>\n\n\u003Cp>4.1 THIS AGREEMENT shall remain in force for not less than two (2) years,\ncommencing from 1ST JANUARY, 2014 and shall expire on the 31ST DECEMBER,\n2016.\u003C\u002Fp>\n\n\u003Cp>4.2 Anytime after twenty-two (22) months, either party to this Agreement may\ngive to the other, one month notice in writing expressing its intention to\nreview the Agreement with a new proposal for the other party's study within the\none (1) month period. After the one (1) month notice, both parties shall enter\ninto negotiations on the terms and conditions of a new Agreement, but until a\nnew Agreement is signed and the effective date of its commencement settled the\nexisting Agreement shall continue to be in force.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause\" id=\"clause-COSTLIV_trigger\">\u003Cp>4.3 Annual Salary Review - Deferred\u003C\u002Fp>\n\n\u003Cp>Notwithstanding the position of sub-article '2' of this Article both parties\nagree to review the Salaries of the employees annually. Anytime after twelve\n(12) months from the effective date of this Agreement, and once during the\nlifespan of this Agreement, either party may give to the other notice of its\nintention to reopen negotiations towards the review of salaries or a change in\nthe rate of basic salaries in this Agreement.\u003C\u002Fp>\n\n\u003Cp>The percentage of increase shall be determined by the economic conditions\nand the inflation rates for that year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5.0: CONDITIONS OF ENGAGEMENT - To modify\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>5.1 Upon engagement, any worker who falls within the scope of this Agreement\nshall be given an appointment letter, which shall state the effective date of\nemployment, job description, job title, working hours and days, salary in\naddition to a copy of this Collective Agreement (CA) and any appendices that\nmay be agreed upon by the Employer and the Union (Section 9 of the Labour Act,\n2003, Act 651 refers).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.2 The Employer shall keep employment record of every employee covered by\nthis Agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>5.3 A newly-engaged employee who has not got any previous experience shall\nbe required to serve a probationary period not exceeding six (6) months, except\nin certain circumstances where a newly-engaged employee who has got previous\nexperience, may be required to serve a probationary period not exceeding three\n(3) months. In all situations, confirmation of an employee as a permanent staff\nshall be by a letter communicating such confirmation to the employee which\nshall be signed by the Human Resource Manager.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>5.4 Unless informed in writing to the contrary, an employee who has\ncompleted probation period shall be deemed to have been confirmed as permanent\nemployee. Before a probationer's service is terminated for unsatisfactory\nperformance, the result of the appraisal of his performance shall be made known\nto him or her in writing.\u003C\u002Fp>\n\n\u003Cp>After the above the Employer may terminate the services of the probationer\nby giving him two (2) weeks’ notice or pay in lieu of notice in accordance\nwith Section 17 (b) of the Labour Act 2003, Act 651\u003C\u002Fp>\n\n\u003Cp>5.5 At the time of signing this Agreement, all employees who have been in\nthe service of the Employer for not less than six (6) months shall be regarded\nas permanent employees.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>5.6 Individual Contract:\u003C\u002Fp>\n\n\u003Cp>No employee covered by this Agreement shall be compelled to enter into a\ncontract or agreement with the Employer concerning conditions of employment and\nwages as dealt with in this Agreement or shall be allowed to be bonded by the\nEmployer without prior discussions with the Union. The Employer, after\nconsultations with the Union may, in the case of specialized training, request\nthe employee to enter into a bond.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.7 Hours of Work:\u003C\u002Fp>\n\n\u003Cp>The maximum hours of work for all categories of employees shall be eight (8)\nhours a day.\u003C\u002Fp>\n\n\u003Cp>5.8 The Employer recognizes Mondays to Fridays as working days whilst\nSaturdays and Sundays are also regarded as Weekly Rest Period, and shall grant\nthirty (30) minutes paid break period to employees who work on shift basis and\none (1) hour for those who work during straight day.\u003C\u002Fp>\n\n\u003Cp>5.9 Overtime:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>In order for the Company to remain viable, employees may be required to work\novertime. Where an employee is authorized by the Employer to work beyond the\nregularly scheduled hours of work in a particular working day, or where an\nemployee is authorized to work during Public Holidays or Weekly Rest Period,\nthe following rates shall apply:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>i Extra hours beyond the maximum hours of work per working day = Total extra\nhours x 1.5 x hourly rate.\u003C\u002Fp>\n\n\u003Cp>ii. Work done on a Public Holidays = Total hours done x 2 x hourly rate.\u003C\u002Fp>\n\n\u003Cp>iii. Work done on Weekly Rest Period = Total hours done x 2 x hourly rate\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp>iv. Special provision for Pregnant Women and Nursing Mothers.\u003C\u002Fp>\n\n\u003Cp>Unless with her consent, a pregnant woman or a nursing mother) a woman with\na child up to one year old]) shall not be engaged to do overtime.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>5.10 Rate of Pay:\u003C\u002Fp>\n\n\u003Cp>i. Employees covered by this Agreement shall receive the rate of pay\ncommensurate with their respective job classifications.\u003C\u002Fp>\n\n\u003Cp>ii. The remunerations of all employees shall be calculated on the basis of\ntwenty- seven (27) days and shall be paid on monthly basis between the 25th and\nthe last day of every month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6.0: OBLIGATIONS OF THE EMPLOYEES\u003C\u002Fh2>\n\n\u003Cp>6.1 No employee shall absent himself from work without authorization from\nthe Employer.\u003C\u002Fp>\n\n\u003Cp>6.2 Any employee who absent himself or herself from work without permission\nshall be queried on resumption of duty, and if no satisfactory explanation is\ngiven within forty – eight (48) hours, he or shall have the equivalent of his\nwage or salary deducted for the period of the unauthorized absence. The\nemployee shall have the offence recorded in the first instance.\u003C\u002Fp>\n\n\u003Cp>For a second offence under this subsection, the employee shall be given a\nwarning letter.\u003C\u002Fp>\n\n\u003Cp>6.3 Any employee who absents himself from work for seven (7) consecutive\nworking days without given any information whatsoever or who gives\nunsatisfactory explanation shall be regarded as having abandoned his\nemployment.\u003C\u002Fp>\n\n\u003Cp>6.4 Employees shall enter and leave the employer's premises through the\nrecognized gateway only and shall not be allowed to use any other means.\u003C\u002Fp>\n\n\u003Cp>6.5 Where Identity Card is issued to the employee by the Employer as\nnecessary, it shall not be loaned to other individuals. The employees are under\nthe obligation to wear and produce their Identity Cards to the Security Staff\nat the gate on demand or entry may be refused.\u003C\u002Fp>\n\n\u003Cp>6.6 No goods whatsoever shall be taken out of the Employer's premises by any\nemployee without presentation of the document of authority which must be\npresented to the Security Staff at the gate.\u003C\u002Fp>\n\n\u003Cp>6.7 Employees who are required to be in uniforms should be appropriately\ndressed in such attire.\u003C\u002Fp>\n\n\u003Cp>6.8In the interest of all concerned, where 'NO SMOKING' notices and signs\nare displayed, smoking is prohibited and where this is disobeyed, it will incur\ndisciplinary measures. Employees must therefore acquaint themselves with\nfire-fighting equipment and procedures at their workplace.\u003C\u002Fp>\n\n\u003Cp>6.9 Personal property belonging to the employee left on the Employer's\npremises is at the owner's risk and the Employer shall not assume\nresponsibility.\u003C\u002Fp>\n\n\u003Cp>6.10 No employee shall submit to the Press for publication, any article\ndealing with the Employer's operations or conditions of service without\npermission from the Employer.\u003C\u002Fp>\n\n\u003Cp>6.11 It is obligatory on every employee to report to his immediate\nSupervisor a workplace situation which he\u002Fshe has reason to believe poses\nimminent and serious danger to his\u002Fher life, health or safety. The employee may\nsuspend the performance of his\u002Fher job until the life-threatening situation has\nbeen rectified\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7.0: RIGHTS OF THE EMPLOYER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>7.1 The Employer has the right to regulate the working hours in accordance\nwith the exigencies of the work provided that, the total number of hours worked\nby each employee for a basic pay shall not exceed forty (40) hours a week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>7.2 The Employer reserves the right to search any employee or examine any\nparcel or property being taken out of the premises by any employee or take\nother precautionary measures as befit the situation if pilferage is\nsuspected.\u003C\u002Fp>\n\n\u003Cp>7.3 Annual leave shall be taken at the convenience of the Employer.\u003C\u002Fp>\n\n\u003Cp>7.4 It is the Employer's right to transfer employees from one station to\nanother or department to another in the interest of the business.\u003C\u002Fp>\n\n\u003Cp>7.5 Departmental transfer may be affected in the interest of the work.\nHowever, if the transfer is necessitated by redeployment and such transfer\ninvolves changing of the employee’s trade or job the employee will be given\nthe option of accepting the new job assigned or be terminated on the grounds of\nredundancy.\u003C\u002Fp>\n\n\u003Cp>7.6 The Employer shall give priority to workers recommended by the\nEmployer’s Medical Officer or a recognized Medical Practitioner on grounds of\nill-health to be transferred from one department to another subject to the\navailability of a vacancy at the department\u003C\u002Fp>\n\n\u003Cp>7.7 Where the employees are provided with Uniforms, Work and Protective by\nthe Employer, the Employer shall have the right to deduct, under the Labour\nAct, 2003, Act 651 the cost of the Uniforms, Work and Protective Clothing from\nthe entitlement of an employee who fails to return, for reason of loss or\nwillful damage of such Uniform, Work and Protective Clothing on leaving the\nservice of the Employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8.0: OBLIGATIONS OF THE EMPLOYER\u003C\u002Fh2>\n\n\u003Cp>Annual Leave:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>8.1 An employee who has completed twelve (12) month’s continuous service\nshall be granted an annual leave with pay.\u003C\u002Fp>\n\n\u003Cp>8.2 Every employee shall enjoy an unbroken period of leave. However, the\nEmployer in the case of urgent necessity may request an employee to interrupt\nhis leave and return to work.\u003C\u002Fp>\n\n\u003Cp>8.3 An employee whose leave is interrupted shall be given the rest of the\nleave days anytime thereafter. Where an employee is required to interrupt his\nleave under the circumstances stated above, the Employer shall reimburse the\nemployee any expenses incurred by him or her on the account of the\ninterruption.\u003C\u002Fp>\n\n\u003Cp>8.4 In the event that employees are requested by the Employer to take their\nleave during lean season, the employees as well as the local union officers\nshall be duly informed.\u003C\u002Fp>\n\n\u003Cp>8.5 Leave pay shall be paid out to employees in such a manner as to ensure\ncontinuity in pay. The company shall ensure that there is no break in payment\nto the employee during the period the employee is on leave and on\nresumption.\u003C\u002Fp>\n\n\u003Cp>8.6 On leaving the services of the Employer, the employee shall be entitled\nto a proportionate leave days, taking effect from when the employee resumed\nduty from his immediate-past leave. The proportionate leave days shall be\ncommuted into cash and paid to the employee.\u003C\u002Fp>\n\n\u003Cp>8.7 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 by virtue of\nsection 24 of the Labour Act.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9.0: CASUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>9.1Employees shall be granted casual leave with pay to attend to all or any\nof the following.\u003C\u002Fp>\n\n\u003Cp>i. Sickness of parents, spouse, children.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii. Funerals and any other emergencies.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>The number of days to be granted shall be determined by the Employer in\nconsultation with the local union and shall take into consideration, the\ncircumstances necessitating the request for the casual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10.0: MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>10.1 Maternity leave shall be granted to an employee who has completed not\nless than 12 months continuous service in accordance with the following\nprovisions:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>i. Six (6) weeks before and six (6) weeks after confinement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii. Accrued annual leave days to be taken after the expiration of the\nmaternity leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cp>10.2 An employee who has qualified for maternity leave shall be paid at the\nrate of one hundred percent of her monthly salary\u002Fwage, but application for\nsuch leave must be supported by a certificate from a registered medical\npractitioner or midwife.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>10.3 A pregnant employee is required to present to the Human Resource\nManager, through her Head of Department, a medical certificate indicating her\nexpected date of confinement, which shall form the basis for granting of the\nmaternity leave. On production of a Medical Certificate, the period of\nMaternity Leave shall be extended to at least eight weeks where the confinement\nis abnormal or where in the course of the same confinement two or more babies\nare born.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>10.4 A nursing mother (a woman with a child of less than one year old) is\nentitled to a total of one hour, either before the beginning of her normal\nreporting time or in the cause of her working hours, to nurse her infant. This\nnursing period shall be paid for by the Employer in accordance with the Labour\nAct 2003, Act 651.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>10.5 If post-natal illness extends beyond the normal maternity leave period,\nthe employee shall submit a medical report and sick leave shall apply.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>10.6 A nursing mother shall also be required to provide to the Human\nResource Manager a copy of her child’s birth certificate when she resumes\nfrom the maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11.0: SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>11.1 Sick leave with pay shall only be granted on production of a medical\ncertificate signed by the Employer's medical adviser or a recognized medical\npractitioner in a government hospital\u002Fclinic and in exceptional cases, such as\nout - station, on leave, or any such emergencies by a registered Medical\npractitioner.\u003C\u002Fp>\n\n\u003Cp>In the absence of the above, the employee shall be considered to be on\nCasual Leave.\u003C\u002Fp>\n\n\u003Cp>11.2 All employees shall be entitled to sick leave with pay as follows:\u003C\u002Fp>\n\n\u003Cp>No. of years of service: Entitlements:\u003C\u002Fp>\n\n\u003Cp>Less than 1 year -Full pay for the first two (2) weeks.\u003C\u002Fp>\n\n\u003Cp>Half (½) Pay for the second two (2) weeks.\u003C\u002Fp>\n\n\u003Cp>1 - 3 years’ service -Full pay for the first 2 months.\u003C\u002Fp>\n\n\u003Cp>Half (½) Pay for the second 2 months.\u003C\u002Fp>\n\n\u003Cp>4 - 10 years’ service - Full pay for the first 3 months.\u003C\u002Fp>\n\n\u003Cp>Half (½) Pay for the second 3 months.\u003C\u002Fp>\n\n\u003Cp>11 years and above -Full pay for the first 4 months\u003C\u002Fp>\n\n\u003Cp>Half pay for the second 4 months\u003C\u002Fp>\n\n\u003Cp>11.3 After exhausting the above sick leave, if the sickness persists, the\nemployee may be subjected to a thorough medical examination to determine\nwhether it will be useful to extend the sick leave or not, before any further\nperiod of sick leave may be granted.\u003C\u002Fp>\n\n\u003Cp>11.4 Statutory holidays which occur during an employee's sick leave will be\ncounted as a working day and credited to the employee as having worked for that\nday.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12.0: MEDICAL FACILITIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cp>12.1 The Employer shall provide free medical attention, including renewal of\nNHIS Cards for all the employees through the National Health Insurance Scheme\n(NHIS) at a medical institution or clinic in the area of residence recognized\nby the NHIS.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12.2 Where a specialist's report establishes that an employee's hernia, eye\nor ear defect has been the result of occupational illness, or where an employee\nsustains injury, arising out of, and in the course of his or her work, the\nEmployer shall bear the cost of treatment and the provision of lenses and\u002For\near aids prescribed by the Employer's medical adviser if even the treatment of\nsuch disease or sickness is not covered by the NHIS. This shall include cost of\ntransport where, applicable\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>12.3 The Employer shall also provide free medical treatment for the\nemployees' one unemployed spouse and two (2) unmarried and unemployed children\nbelow eighteen (18) years of age, through the National Health Insurance Scheme\n(NHIS) However where the sickness of an employee’s spouse or child is outside\nthe coverage of the NHIS, the Employer shall support the affected employee to\ncater for the spouse or the child which shall not exceed five hundred Ghana\ncedis (GH¢500.00) per annum.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12.5 An employee who falls sick at the work place shall report to his\u002Fher\nimmediate Supervisor to obtain permission to seek medical attention.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13.0: ANNUAL APPRAISAL AND PROMOTION\u003C\u002Fh2>\n\n\u003Cp>13.1 Annual Appraisal:\u003C\u002Fp>\n\n\u003Cp>A performance appraisal shall be conducted by the Employer on all employees\nof the Company on the anniversary of the their appointment every year and this\nshall form the basis for annual increments, promotions, transfers, retraining\nand development, withholding, stoppage and deferment of annual increment. All\nappraisals reports made on an employee shall be discussed with him\u002F her at an\nappraisal meeting during which the employee shall be given an opportunity to\nmake comment, if any, on the report and append signature on it.\u003C\u002Fp>\n\n\u003Cp>13.2 Promotions:\u003C\u002Fp>\n\n\u003Cp>Upon the recommendation by the Heads of Departments and approved by the\nChief Executive in consultation with the Head of the Human Resource Department,\nall vacancies shall as far as possible be filled by promotions of suitable\nqualified persons from within the Company. Promotions will be by efficiency and\nor qualification, length of service, sense of responsibility, general behaviour\nand leadership qualities.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14.0: ANNUAL INCREMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>14.1 Subject to satisfactory performance, an employee shall be granted an\nannual increment after twelve (12) continuous month's service. Such increment\nshall be in accordance with the salary scale of the Company.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasefirmperformance\">\u003Cp>14.2 The annual increment of an employee's salary or wage may be stopped,\ndiffered or withheld if the performance of the year is unsatisfactory.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>14.3 Where it becomes necessary that an annual increment of an employee's\nsalary or wage be deferred, the period of the deferment shall not be less than\nthree (3) months or more than six [6] months and where it becomes necessary\nthat an annual increment should be stopped, the period shall not be more than\none (1) calendar year. The increment shall be treated as deferred, stopped or\nwithheld, depending on the performance of the employee.\u003C\u002Fp>\n\n\u003Cp>14.4 An employee who reaches the last notch of his or her corresponding\nsalary scale shall remain on the last notch until promoted. The employee shall\nbe paid an ex-gratia award so long as he\u002Fshe remains on the last notch,\ndepending on his performance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>14.5 Merit Increase:\u003C\u002Fp>\n\n\u003Cp>In addition to Annual Increment, the Employer shall grant unspecified number\nof Merit Increase to deserving employees as an incentive for special qualities\ndisplayed in their field of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 15.0: ANNUAL BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>15.1.1 Every employee who, by December of every year has completed twelve\n(12) months continuous service with the Company shall be paid fifty percent\n(100%) of his or her basic salary as an annual bonus. Employees with less than\ntwelve months service by December shall receive a pro-rated payment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16.0: TRAINING WITHIN INDUSTRY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>16.1 The Employer undertakes to provide, within the Company, suitable means\nof on-the-job training for the employees, including apprenticeship where such\ntraining will enable them to secure competence in the performance of their\nduties and fit them for promotion within the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>16.2 Where an employee is required by the Employer to take a course at a\nrecognized educational establishment which requires time off, the Employer\nshall afford the employee such time off with pay in addition to the cost\ninvolved in such course, including boarding, lodging and transport.\u003C\u002Fp>\n\n\u003Cp>16.3 Consideration will be given to the request of deserving employees to\nattend such courses as would render the employees more competent in the\nperformance of their duties within the Company.\u003C\u002Fp>\n\n\u003Cp>16.4 Where a request by an employee to attend a course is approved by the\nEmployer, the employee shall be granted a Study Leave with pay for a total of\neight [8] weeks to enable him or her write the examinations. Manuals provided\nduring the Employer- sponsored course shall be the property of the Company and\nshall be deposited with the Employer after the completion of the training\ncourse.\u003C\u002Fp>\n\n\u003Cp>16.5 The Employer may bond an employee who benefits from an\nEmployer-sponsored course.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17.0: TRANSPORT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>17.1 The Employer shall provide transport to enable the employees travel to\nand fro work at designated points established by the Employer in consultation\nwith the Local Union.\u003C\u002Fp>\n\n\u003Cp>17.2 An employee who is not provided with transport under Article 17.1 shall\nbe paid a monthly transport allowance of forty Ghana cedis (GH¢40.00).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 18.0: CALL-IN-ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-CONSIGN_trigger\">\u003Cp>18.1 An employee called-in from home to work outside his or her normal hours\nof work shall be entitled to a call-in allowance of fifteen Ghana cedis\n(GH¢15.00) in addition to overtime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 19.0: ACTING APPOINTMENT AND ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>19.1 Where an employee is required to perform the duties of a higher post\ncontinuously for a period of not less than one month, he shall be paid fifteen\npercent (15%) of his or basic wage as Acting Allowance for the period for which\nhe has acted, in recognition of his services.\u003C\u002Fp>\n\n\u003Cp>19.2 Where an employee discharges the duties of another employee of a post\nlower than or at par with that in which he is normally employed and in addition\nto his normal duties and when overtime is not required, he shall be paid ten\npercent (10%) of his basic wage as an Acting Allowance for the period he acted,\nin recognition of his services.\u003C\u002Fp>\n\n\u003Cp>19.3 Promotion may be made earlier at the discretion of the Employer, but\nwhere an employee has acted in a vacant position continuously for a period of\nthree [3] months and a further three [3] months in a Senior Position, he shall\nbe made the substantive holder of the post. In the case of a post to Managerial\nlevel, it shall be six [6] months in each case.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20.0: SALARY ADVANCE\u003C\u002Fh2>\n\n\u003Cp>20.1Salary advance not exceeding an employee's monthly half salary shall be\ngranted to an employee in financial difficulties provided the Employer is\nsatisfied as to the merit of the individual case. However the Employer shall no\nunduly withhold such request.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 21.0: FRUSTRATED WORK\u003C\u002Fh2>\n\n\u003Cp>Where an employee reports for duty on his normal working days and due to no\nfault of the employee he is ordered to leave or to stop work by the Employer or\nany person in the authority of the Employer before the employee can complete\nthe day’s full hours of work, he shall receive the full pay for the day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22.0: UNIFORMS\u002FWORK\u002FPROTECTIVE CLOTHING AND DRESS CODE\u003C\u002Fh2>\n\n\u003Cp>22.1 The Employer shall provide the appropriate uniforms, work and\nprotective clothing to all the employees.\u003C\u002Fp>\n\n\u003Cp>22.2 Where the Employer provides the employees with Uniforms, Work and\nProtective Clothing IN THE INTEREST OF THE BUSINESS, it shall be maintained at\nthe expense of the Employer.\u003C\u002Fp>\n\n\u003Cp>The Union may approach the Employer on all matters connected with the\nprovisions of the Uniforms, Work and Protective Clothing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23.0: INDUSTRIAL ACCIDENT OR DISEASE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>23.1 An employee who is not able to present himself or herself at work due\nto injuries arising out of, and in the course of his or her employment, shall\nbe granted full pay till fully recovered.\u003C\u002Fp>\n\n\u003Cp>23.2 After subsection '1' of this Article, the provisions of the Workmen's\nCompensation Law, P. N. D. C. LAW 187, 1987 regarding compensation shall apply,\nor Workmen's Compensation Law operating in Ghana at the time of the injury\nshall apply.\u003C\u002Fp>\n\n\u003Cp>23.3 Should an employee contract an accident or disease arising out of and\nin the course of his employment, the Employer shall provide the employee\nadequate treatment for the injury or disease to the extent of the facilities\navailable and further, if in the opinion of the Employer's medical adviser,\nconsultations and or medical facilities outside Ghana is required, the cost of\nthe additional treatment shall be borne by the Employer.\u003C\u002Fp>\n\n\u003Cp>23.4 In the event that an injured employee possesses the appropriate skills\nfor another task within the Company, such an employee shall be given the\nopportunity to undertake that work, or where an employee is deformed as a\nresult of injuries sustained in the course of his or her work, and if the\nemployee can no longer perform his or her usual duties he or she shall be\ntransferred to any other Department within the Company to perform a lighter\nduty. In the absence of any such opportunity, the Employer may terminate the\nappointment of the worker on grounds of Redundancy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 24.0: FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>In the unfortunate event that an employee loses a close relation [i.e.\nMother, Father, Spouse or Child], the Company shall make a cash donation of a\nspecified amount to the bereaved employee as follows provided he\u002Fshe has served\nat least two years in the Company.\u003C\u002Fp>\n\n\u003Cp>i Mother \u002F Father - Gh¢600.00\u003C\u002Fp>\n\n\u003Cp>ii Spouse - Gh¢700.00\u003C\u002Fp>\n\n\u003Cp>iii Child - Gh¢600.00\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 25.0: SAFETY RULES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>25.1 The Employer shall make reasonable provisions for the Safety and health\nof all the employees including Protective Devices and other equipment needed to\nprotect the employees from Industrial Accident.\u003C\u002Fp>\n\n\u003Cp>25.2 There shall be a Safety Committee, comprising representative of the\nEmployer, the Local Union and the general workers to discuss relevant safety\nissues.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26.0: LEGAL ASSISTANCE FOR DRIVERS\u003C\u002Fh2>\n\n\u003Cp>26.1 In the event of Court proceedings being taken against a driver,\ninvolved in any motor offence while driving the Employer's vehicle, in the\ncourse of his duties, the Employer's Insurers shall provide Legal Counsel for\nthe defense of the employee. In addition, the Employer shall pay the necessary\nLegal Fees on behalf of the driver.\u003C\u002Fp>\n\n\u003Cp>If after the Court proceedings the employee is found to have breached\ntraffic regulations, he shall be disciplined in accordance with the table of\noffences and the corresponding disciplinary actions as enshrined under\nappendixes 'A and B'. In the case of accident the driver shall comply with all\nprocedures required by the Employer's insurer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 27.0: GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>Step1- In the event of any grievance, the employee may take the matter up\nwith his immediate supervisor without his or her Shop Steward.\u003C\u002Fp>\n\n\u003Cp>Step 2- If the matter remains unresolved after step '1', the Shop Steward or\nthe Chief Shop Steward shall take the matter up with the Departmental Head and\n\u002F or the designated representative. In the absence of the Chief Shop Steward,\nany member of the Union Executives shall accompany the Shop Steward.\u003C\u002Fp>\n\n\u003Cp>Step 3- If the matter still remains unresolved, after step '2' the Local\nUnion Secretary or Chairman shall take the matter up with the Human Resource\nManager who will arrange and chair a meeting between the Local Union and the\nDepartmental Head involved.\u003C\u002Fp>\n\n\u003Cp>Step 4- If the matter still remains unresolved after step '3' the Local\nUnion shall report it to the National Union to delegate an Industrial Relations\nOfficer to attempt to resolve it with the Human Resource Manager of the\nCompany.\u003C\u002Fp>\n\n\u003Cp>Step 5- If after exhaustively discussing the matter with the Human Resource\nManager, the matter still remains unresolved; the National Union shall summon\nthe Standing Negotiating Committee to meet to endeavor to reach an\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SPECIAL PROVISIONS ON TRADE UNION ACTIVITIES\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 28.0: UNION MEMBERSHIP\u003C\u002Fh2>\n\n\u003Cp>28.1 In accordance with the provisions of the Labour Act 2003, Act 651,\nevery employee shall have the right to form or join a Trade Union of his or her\nchoice without any interference from the Employer for the promotion and the\nprotection of the employee's Economic and Social Interest.\u003C\u002Fp>\n\n\u003Cp>No restrictions shall be placed on the employee by the Employer in\nexercising the right to form or join a Trade Union except restrictions\nprescribed by the Labour Act.\u003C\u002Fp>\n\n\u003Cp>No employee covered by this agreement will be threatened, restrained,\ncoerced or discriminated against by the employer for membership or lawful\nactivity on behalf of the union.\u003C\u002Fp>\n\n\u003Cp>28.2 Every employee who falls within the class of workers specified in the\nCollective Bargaining Certificate [C.B.C.] issued to the Union by the Chief\nLabour Officer and who have filled the Union's membership enrolment form shall\npay Union Dues uniformly levied against all members of the Union.\u003C\u002Fp>\n\n\u003Cp>28.3 Membership Dues of the Union shall be deducted from the salaries of the\nunionized employees at source and same shall be deposited by the Employer in an\naccount as the Union may direct.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 29.0: LEAVE OF ABSENCE FOR UNION ACTIVITIES\u003C\u002Fh2>\n\n\u003Cp>29.1 Any employee covered by this Agreement who is elected to hold office or\nas a delegate shall be granted a reasonable Leave of Absence with pay, to\nattend Trade Union Activities. The length and frequency of such leave shall be\ndetermined on a case by case basis. Written notice shall be given to the\nEmployer in advance to enable the Employer re-arrange the business in\naccordance with Section 129 of the Labour Act, 2003 Act 651.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 30.0: UNION OFFICE AND NOTICE BOARD\u003C\u002Fh2>\n\n\u003Cp>30.1 The Employer shall provide a Notice Board, placed conspicuously on the\nEmployer's premises for the usage of Trade Union Information dissemination. All\nnotices appearing on the board shall be signed by a recognized official of the\nUnion. In addition to the Notice Board, the Employer shall also provide an\nOffice for the usage of the Local Union Officers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 31.0: SHOP STEWARDS (RIGHTS AND RESPONSIBILITIES)\u003C\u002Fh2>\n\n\u003Cp>31.1 Either party to this Agreement recognizes the existence of a Shop\nSteward as official representative of the Union.\u003C\u002Fp>\n\n\u003Cp>31.2 For the purpose of this Agreement, Shop Stewards shall consult or be\nconsulted on all grievances or disciplinary measures at their respective\nDepartment with a view to resolving the grievances or enforcing disciplinary\nmeasures.\u003C\u002Fp>\n\n\u003Cp>31.3 Shop Stewards shall be offered reasonable facilities during normal\nworking hours to carry out their Union responsibilities, but they shall not\nleave the workplace without first having obtained the permission of their\nimmediate Supervisors.\u003C\u002Fp>\n\n\u003Cp>31.4 Shop Stewards and other Union Executives shall be paid their normal\nearnings for any time spent on authorized meetings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 32.0: GROUNDS FOR DISENGAGEMENT\u003C\u002Fh2>\n\n\u003Cp>32.1 The Employment relations between the Employer and the employee shall\nnot be severed unless on the following grounds:\u003C\u002Fp>\n\n\u003Cp>i Termination in accordance with Sections 15 and 62 (a) and (b) of the\nLabour Act 2003, Act 651 with notice or pay in lieu of notice, by the\nEmployer,\u003C\u002Fp>\n\n\u003Cp>ii Resignation with notice by the employee,\u003C\u002Fp>\n\n\u003Cp>iii Redundancy as prescribed under Section 65 of the Labour Act 2003, Act\n651 with severance compensation and notice by the Employer,\u003C\u002Fp>\n\n\u003Cp>iv Ill-Health, either by accident or occupational or non occupational\ndisease with Medical Certification, by either the Employer or the Employee.\u003C\u002Fp>\n\n\u003Cp>v Retirement within the frame-work of the Pension Law, by the Employer\nand,\u003C\u002Fp>\n\n\u003Cp>vi Death.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 33.0: OBLIGATIONS FOR DISENGAGEMENT\u003C\u002Fh2>\n\n\u003Cp>33.1 TERMINATION OF APPOINTMENT\u003C\u002Fp>\n\n\u003Cp>Where the Employer decides to act upon the findings of an internally\nconstituted Disciplinary Committee, to sever the employment relations with an\nemployee by termination of appointment, the Employer shall invoke the relevant\nprovisions as contained in this Agreement.\u003C\u002Fp>\n\n\u003Cp>33.2 SUMMARY DISMISSAL\u003C\u002Fp>\n\n\u003Cp>Where it is established by an internally constituted Disciplinary Committee\nthat an employee has committed a dismissible offence under appendix (b) of this\nAgreement, the Employer may summarily dismiss the employee without notice. The\nEmployer shall state the reason for dismissing the employee on the dismissal\nletter to be handed to the employee. The Employer may consider alternative\npunishment in place of Summary Dismissal.\u003C\u002Fp>\n\n\u003Cp>33.3 RESIGNATION\u003C\u002Fp>\n\n\u003Cp>Where an employee wishes to resign from employment, he \u002F she shall give one\n(1) month notice or forfeit one (1) month pay in lieu of notice to the\nemployer’ if he or she has served more than three years and two weeks notice\nor pay in lieu of notice if the services is less than three years.\u003C\u002Fp>\n\n\u003Cp>33.4 REDUNDANCY\u003C\u002Fp>\n\n\u003Cp>Where for one reason or another, the Employer decides to declare any number\nof employees redundant, the Employer shall follow the procedure as outlined in\nSection 65 of the Labour Act.\u003C\u002Fp>\n\n\u003Cp>Should the Employer decides to embark on Redundancy Exercise the principle\nof 'Last in First out'' all things being equal shall apply.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>Employees who are declared redundant shall be entitled to Severance Pay in\nthe following order:\u003C\u002Fp>\n\n\u003Cp>CategoryEntitlement\u003C\u002Fp>\n\n\u003Cp>i. One (1) to Five (5) years’ serviceOne and a half months pay\nmultiplied\u003C\u002Fp>\n\n\u003Cp>by the number of years served.\u003C\u002Fp>\n\n\u003Cp>ii. Six (6) to Ten (10) years’ service Two months’ pay multiply by\nthe\u003C\u002Fp>\n\n\u003Cp>number of years served.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>33.5 RETIREMENT\u003C\u002Fp>\n\n\u003Cp>In conformity with the Pension Law, an employee shall cease to be an\nemployee of the Employer if he or she attains the age of sixty (60) years. Six\n(6) months prior to the retirement, the Human Resource Manager shall formally\nwrite to inform the employee of the impending Retirement.\u003C\u002Fp>\n\n\u003Cp>A retired employee shall be paid three (3) months’ salary as a Send-off\ngift in recognition of his or her previous services, provided the employee has\nserved at least five years with the Company.\u003C\u002Fp>\n\n\u003Cp>33.6 ILL-HEALTH\u003C\u002Fp>\n\n\u003Cp>Where a Medical Examination proves that employees who is below the retiring\nage and can no longer continue to be in employment as a result of ill-health,\nhis or her appointment shall be terminated on the grounds of ill-health. The\nemployee’s one year NHIS premium shall be paid by the employer in addition to\nsix months salary provided he\u002Fshe has made a minimum of three years continuous\nservice\u003C\u002Fp>\n\n\u003Cp>33.7 DEATH\u003C\u002Fp>\n\n\u003Cp>Should the Company have an unfortunate event of losing an employee, it shall\nmake a cash donation of one thousand five hundred Ghana Cedis (1,500.00) to the\nfamily of the deceased employee, provided the employee has served a minimum of\none year.\u003C\u002Fp>\n\n\u003Cp>Disbursement of the amount so donated shall be eighty percent (80%) for the\nspouse and children and twenty percent (20%) for the head of the extended\nfamily.\u003C\u002Fp>\n\n\u003Cp>ii The Company shall also make transportation arrangements to convey as many\nemployees as possible who wish to attend the funeral of the deceased employee\nwithout impacting negatively on operations of the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 34.0: DISCIPLINE\u003C\u002Fh2>\n\n\u003Cp>34.1 For the purpose of enforcing reasonable standards of conduct and\nperformance from employees, the Employer and the Union shall agree to set up a\nfive-man disciplinary committee comprising representatives of both the\nManagement and the Union to investigate all disciplinable cases, whether major\nor minor offences. This policy is designed to ensure that matters pertaining to\ndiscipline in the Company are handled in a fair and reasonable manner.\nDisciplinary action shall be taken by the Company against any employee in\naccordance with the provisions of this Article.\u003C\u002Fp>\n\n\u003Cp>34.2 Disciplinary Procedure\u003C\u002Fp>\n\n\u003Cp>i. The Disciplinary Committee prescribed under Article 36(1) shall comprise\nof three (3) members from Management including a Secretary and three (3)\nmembers from the Union. The Chairperson of the Disciplinary Committee shall be\na Management member.\u003C\u002Fp>\n\n\u003Cp>ii. The Disciplinary Committee shall sit on a case brought against an\nemployee on the basis of allegedly having committed any of the offences listed\nunder Appendixes A and B of this Agreement.\u003C\u002Fp>\n\n\u003Cp>iii. The Disciplinary Committee shall in carrying out its functions observe\nthe rules of natural justice, as none of the members of the Committee is\nempowered to act as either a Lawyer for or a Prosecutor against a worker who is\nbeing investigated.\u003C\u002Fp>\n\n\u003Cp>iv. In order to ensure workers confidence in the Disciplinary Committee, the\nCommittee shall examine all available evidence in connection with a particular\nallegation under investigation in a fair and transparent manner. They shall not\nact on allegiance lines, but shall act objectively and in a cordial and mutual\nmanner, without any trace of bias, either for or against a worker who is under\ninvestigation.\u003C\u002Fp>\n\n\u003Cp>v Findings of the Disciplinary Committee after investigating a case, shall\nform the basis for recommendations, which shall be by consensus and shall be\nsubmitted to Management through the Human Resource Manager.\u003C\u002Fp>\n\n\u003Cp>vi In the event of a disagreement within the members of the Disciplinary\nCommittee over its findings and recommendations, the matter shall be forwarded\nto the Standing Negotiating Committee (SNC) for consideration.\u003C\u002Fp>\n\n\u003Cp>vii Appendix 'A' and 'B' show the table of offences and the corresponding\nDisciplinary Actions.\u003C\u002Fp>\n\n\u003Cp>34.3 Interdiction\u003C\u002Fp>\n\n\u003Cp>a. Where an employee is suspected or alleged to have committed an offence\nwhich can not be immediately proved, he shall be interdicted on half pay\npending investigations by the Disciplinary Committee. If at the end of the\ninvestigations he is found not guilty of the alleged offence he or she shall be\npaid as if he or she had worked for the full period of his interdiction. If the\nemployee is found guilty the findings shall be made known to him or her and be\ntreated under appendix 'A' or 'B' of this Agreement, depending on the gravity\nof the offence.\u003C\u002Fp>\n\n\u003Cp>b. Where an employee is alleged to have committed an offence which is\ncriminal in nature which requires external investigations, the employee shall\nbe suspended indefinitely without going through the disciplinary procedure\nuntil the final determination of the case\u003C\u002Fp>\n\n\u003Cp>34.4 Warning and Suspension\u003C\u002Fp>\n\n\u003Cp>i. Where an employee commits an offence which does not amount to a serious\nmisconduct as indicated in Appendix A, he\u002Fshe shall be warned in writing or be\nsuspended. If after three (3) such warnings or suspensions a fourth offence is\ncommitted by the employee, his or her services shall be terminated,\nnotwithstanding that the employee was not taken through the Disciplinary\nProcedure under Article 36 (1) and (2).\u003C\u002Fp>\n\n\u003Cp>ii. Before a written warning or a suspension is given, the employee shall be\ngiven the opportunity to respond to query within two (2) days, including the\nday on which the query is served. If no satisfactory explanation is given, he\nshall be given a written warning or a suspension.\u003C\u002Fp>\n\n\u003Cp>iii. Any warning letter or suspension shall lapse after a period of twelve\nmonths from the date of the first warning letter or suspension.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 35.0: SAVINGS CLAUSE\u003C\u002Fh2>\n\n\u003Cp>35.1 Should any part or provisions of this Agreement be rendered invalid by\nreason of any existing or subsequently enacted legislation, such invalidity of\nany part of the provision of this Agreement shall not invalidate the remaining\nportion thereof. However, mandatory Government Regulations and Enactment shall\noverride the provisions to the extent of the inconsistency of the provision [s]\nherein.\u003C\u002Fp>\n\n\u003Cp>36.2 Any Article not concluded in this Agreement at the time of signing,\nshall be deemed to be part of this Agreement once it is concluded and signed by\nthe parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 36.0: DIFINITIONS\u003C\u002Fh2>\n\n\u003Cp>36.1 In this Agreement (which expression shall be deemed to include the\nschedules hereto), unless there is something in the subject or context\ninconsistent therewith, the following expressions have the following\nmeanings.\u003C\u002Fp>\n\n\u003Cp>“Act” means the Labour Act, 2003 Act 651.\u003C\u002Fp>\n\n\u003Cp>“Dependants” means spouse of employee, his unmarried and unemployed\nchildren who are not above18 years of age.\u003C\u002Fp>\n\n\u003Cp>COB Ameans the Company, the Employer or Cob (A) Industries Limited.\u003C\u002Fp>\n\n\u003Cp>“Local Union”means Cob (A) employees’ who are members of the National\nUnion, acting in collectives to promote their wellbeing at the enterprise\nlevel.\u003C\u002Fp>\n\n\u003Cp>“Management”means all staff appointed and empowered by the Company with\nthe authority and power to undertake management functions of Cob (A) Industries\nLimited in Ghana.\u003C\u002Fp>\n\n\u003Cp>“National Union” means Financial, Business and Services Employees'\nUnion.\u003C\u002Fp>\n\n\u003Cp>“Nursing mother”means a woman who is nursing a child from the day of\nbirth to ten (10) months and beyond.\u003C\u002Fp>\n\n\u003Cp>“Working Day” means any working day excluding Saturdays, Sundays and\nStatutory Public Holiday\u003C\u002Fp>\n\n\u003Cp>“Off-days”means an employee's weekly rest period.\u003C\u002Fp>\n\n\u003Cp>“Probationers”mean employees serving their probationary period.\u003C\u002Fp>\n\n\u003Cp>“Shop steward”means the Local Union representative at the Departmental\nlevel.\u003C\u002Fp>\n\n\u003Cp>“Staff”means all employees of the Company.\u003C\u002Fp>\n\n\u003Cp>“Standing Negotiating Committee” means a committee jointly constituted\nby both the Management and the Union, the principal function of which is to\nnegotiate on all matters connected with employment and non-employment or with\nthe terms of employment or with the conditions of employment of any of the\nworkers of the class specified in the Collective Bargaining Certificate held by\nthe National Union.\u003C\u002Fp>\n\n\u003Cp>“Salary” means Substantive consolidated salary and does not include\nallowances.\u003C\u002Fp>\n\n\u003Cp>“Allowance” means additional income earned by an employee which is\nseparate from his salary\u003C\u002Fp>\n\n\u003Cp>36.2 Reference to any statute or statutory provision includes a reference to\nthat statute or statutory provision as from time to time amended, extended or\nre-enacted.\u003C\u002Fp>\n\n\u003Cp>36.3 Subject as herein otherwise expressly defined, in the Labour Act [but\nexcluding any statutory modification thereof not in force on the date of this\nAgreement] and in the Regulations, bear the same respective meanings.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cp>36.4 Unless otherwise specified, words importing the singular include the\nplural, words importing any gender include every gender, and words importing\npersons include bodies corporate and unincorporated, [in each case] vice\nversa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 37.0: RESPONSIBILITIES OF PARTIES\u003C\u002Fh2>\n\n\u003Cp>37.1 This Agreement embodies the entire understanding of the Employer and\nUnion and supersedes all the previous arrangements between the Employer and the\nemployees and shall not worsen any individual worker's working conditions\nexisting before the coming into force of this Agreement.\u003C\u002Fp>\n\n\u003Cp>37.2 Both parties agree that this Agreement imposes serious duties and\nresponsibilities on the Union as well as the Employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF \u003C\u002Fp>\n\n\u003Cp>OF THE COMPANY \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…..………………………………\u003C\u002Fp>\n\n\u003Cp>Divine Agorhom\u003C\u002Fp>\n\n\u003Cp>(Managing Director)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF\u003C\u002Fp>\n\n\u003Cp>OF THE UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………\u003C\u002Fp>\n\n\u003Cp>Benjamin Mingle\u003C\u002Fp>\n\n\u003Cp>(General Secretary)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Witnessed by\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………….……………………………\u003C\u002Fp>\n\n\u003Cp>Eric Darko\u003C\u002Fp>\n\n\u003Cp>(Human Resource Manager (Local Union Chairman)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…….. Day of …………………………………, 2014\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TABLE OF OFFENCES AND DISCIPLINARY MEASURES\u003C\u002Fh2>\n\n\u003Ch3>APPENDIX A - MINOR OFFENCES (OFFENCES THAT ATTRACT WARNING OR SUSPENSION,\nEITHER VERBAL OR WRITTEN)\u003C\u002Fh3>\n\n\u003Cp>1 Violation of Dress Code.\u003C\u002Fp>\n\n\u003Cp>2 Sleeping \u002F dosing on the job.\u003C\u002Fp>\n\n\u003Cp>3 Absent without prior notification to the employer or without satisfactory\nreason.\u003C\u002Fp>\n\n\u003Cp>4 Failure to wear Identification Card in the Employer's premises.\u003C\u002Fp>\n\n\u003Cp>5 Leaving the workplace during normal hours of work without\nauthorization.\u003C\u002Fp>\n\n\u003Cp>6 Continuous failure to maintain satisfactory work performance standards.\u003C\u002Fp>\n\n\u003Cp>7 Smoking in prohibited area.\u003C\u002Fp>\n\n\u003Cp>8 Abuse or waste of Company tools, equipment, property, supplies and\ngoods.\u003C\u002Fp>\n\n\u003Cp>9 Violation of Safety Rules and or practices.\u003C\u002Fp>\n\n\u003Cp>10 Use of Abusive Language.\u003C\u002Fp>\n\n\u003Cp>11 Loitering while on duty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch3>APPENDIX B - MAJOR OFFENCES (OFFENCES THAT ATTRACT SUMMARY DISMISSAL OR\nTERMINATION OF APPOINTMENT)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Falsification of Time Record, Personal Records or other Company\nRecord.\u003C\u002Fp>\n\n\u003Cp>2. Drunkenness and violation of the Drug and Alcohol Free Workplace\npolicy.\u003C\u002Fp>\n\n\u003Cp>3. Possession of Firearms, Explosives at the workplace.\u003C\u002Fp>\n\n\u003Cp>4. Sexual Harassment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5. Fighting, encouraging a fight, threatening, causing injury to another\nperson on or off the Company's premises when engaged in a work assignment.\u003C\u002Fp>\n\n\u003Cp>6. Dishonesty\u003C\u002Fp>\n\n\u003Cp>7. Conviction by a competent Court of Law for felony or other criminal\noffence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8. Refusing to co - operate during investigations into suspected cases.\u003C\u002Fp>\n\n\u003Cp>9. Refusal to follow instructions or to perform designated work or refusal\nto follow established rules and regulations\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            \n            \n            ",{"disabilitypay":44,"sexualhar":48,"paidmaternityleaveduration":52,"childcareleave":56,"maternity_nursing_breaks_length":60,"alternatives":64,"ONCERISE_trigger":68,"maternity_nursing_breaks_duration":72,"hourspweek_select":74,"childcare":78,"pregnancy":82,"equalityotherclause":86,"STRUCINCR_trigger":90,"funeralpay":94,"contracttrialperiod":98,"maternityotherclause":102,"paidmaternityleavepayperc":106,"COSTLIV_trigger":110,"healthcareaccess":114,"healthinsurancerelatives":118,"COMMUTE_trigger":121,"trainingprogrammes":125,"WAGES_determined":129,"healthandsafetypolicy":133,"breastfeeding_dangerouswork":137,"hourspweek":139,"contracttrial":141,"sicknesspay":143,"JOBTYPE_descriptions":147,"apprenticeships":151,"paidmaternityleaveall":154,"breastfeeding_workingtime":157,"PAIDLEAV_trigger":159,"healthcareaccessrelatives":163,"MAXHOURS_trigger":167,"violence":171,"contractseverancepay1":174,"wageincreasefirmperformance":178,"paidmaternityleavepay":182,"sicknessmaxdays":184,"paidmaternityleave":186,"contractseverancepay":189,"jobsecuritymothers":191,"CONSIGN_trigger":193},{"bindId":45,"name":46,"text":47},"disabilitypay","23.1 An employee who is not able to pres","23.1 An employee who is not able to present himself or herself at work due\nto injuries arising out of, and in the course of his or her employment, shall\nbe granted full pay till fully recovered.\n\n23.2 After subsection '1' of this Article, the provisions of the Workmen's\nCompensation Law, P. N. D. C. LAW 187, 1987 regarding compensation shall apply,\nor Workmen's Compensation Law operating in Ghana at the time of the injury\nshall apply.\n\n23.3 Should an employee contract an accident or disease arising out of and\nin the course of his employment, the Employer shall provide the employee\nadequate treatment for the injury or disease to the extent of the facilities\navailable and further, if in the opinion of the Employer's medical adviser,\nconsultations and or medical facilities outside Ghana is required, the cost of\nthe additional treatment shall be borne by the Employer.\n\n23.4 In the event that an injured employee possesses the appropriate skills\nfor another task within the Company, such an employee shall be given the\nopportunity to undertake that work, or where an employee is deformed as a\nresult of injuries sustained in the course of his or her work, and if the\nemployee can no longer perform his or her usual duties he or she shall be\ntransferred to any other Department within the Company to perform a lighter\nduty. In the absence of any such opportunity, the Employer may terminate the\nappointment of the worker on grounds of Redundancy.",{"bindId":49,"name":50,"text":51},"sexualhar","APPENDIX B - MAJOR OFFENCES (OFFENCES TH","APPENDIX B - MAJOR OFFENCES (OFFENCES THAT ATTRACT SUMMARY DISMISSAL OR\nTERMINATION OF APPOINTMENT)\n\n\n\n1. Falsification of Time Record, Personal Records or other Company\nRecord.\n\n2. Drunkenness and violation of the Drug and Alcohol Free Workplace\npolicy.\n\n3. Possession of Firearms, Explosives at the workplace.\n\n4. Sexual Harassment.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","10.1 Maternity leave shall be granted to","10.1 Maternity leave shall be granted to an employee who has completed not\nless than 12 months continuous service in accordance with the following\nprovisions:\n\ni. Six (6) weeks before and six (6) weeks after confinement.",{"bindId":57,"name":58,"text":59},"childcareleave","The number of days to be granted shall b","The number of days to be granted shall be determined by the Employer in\nconsultation with the local union and shall take into consideration, the\ncircumstances necessitating the request for the casual leave.",{"bindId":61,"name":62,"text":63},"maternity_nursing_breaks_length","10.4 A nursing mother (a woman with a ch","10.4 A nursing mother (a woman with a child of less than one year old) is\nentitled to a total of one hour, either before the beginning of her normal\nreporting time or in the cause of her working hours, to nurse her infant. This\nnursing period shall be paid for by the Employer in accordance with the Labour\nAct 2003, Act 651.",{"bindId":65,"name":66,"text":67},"alternatives","10.6 A nursing mother shall also be requ","10.6 A nursing mother shall also be required to provide to the Human\nResource Manager a copy of her child’s birth certificate when she resumes\nfrom the maternity leave.",{"bindId":69,"name":70,"text":71},"ONCERISE_trigger","15.1.1 Every employee who, by December o","15.1.1 Every employee who, by December of every year has completed twelve\n(12) months continuous service with the Company shall be paid fifty percent\n(100%) of his or her basic salary as an annual bonus. Employees with less than\ntwelve months service by December shall receive a pro-rated payment.",{"bindId":73,"name":62,"text":63},"maternity_nursing_breaks_duration",{"bindId":75,"name":76,"text":77},"hourspweek_select","7.1 The Employer has the right to regula","7.1 The Employer has the right to regulate the working hours in accordance\nwith the exigencies of the work provided that, the total number of hours worked\nby each employee for a basic pay shall not exceed forty (40) hours a week.",{"bindId":79,"name":80,"text":81},"childcare","9.1Employees shall be granted casual lea","9.1Employees shall be granted casual leave with pay to attend to all or any\nof the following.\n\ni. Sickness of parents, spouse, children.",{"bindId":83,"name":84,"text":85},"pregnancy","iv. Special provision for Pregnant Women","iv. Special provision for Pregnant Women and Nursing Mothers.\n\nUnless with her consent, a pregnant woman or a nursing mother) a woman with\na child up to one year old]) shall not be engaged to do overtime.",{"bindId":87,"name":88,"text":89},"equalityotherclause","36.4 Unless otherwise specified, words i","36.4 Unless otherwise specified, words importing the singular include the\nplural, words importing any gender include every gender, and words importing\npersons include bodies corporate and unincorporated, [in each case] vice\nversa.",{"bindId":91,"name":92,"text":93},"STRUCINCR_trigger","14.1 Subject to satisfactory performance","14.1 Subject to satisfactory performance, an employee shall be granted an\nannual increment after twelve (12) continuous month's service. Such increment\nshall be in accordance with the salary scale of the Company.\n\n14.2 The annual increment of an employee's salary or wage may be stopped,\ndiffered or withheld if the performance of the year is unsatisfactory.\n\n14.3 Where it becomes necessary that an annual increment of an employee's\nsalary or wage be deferred, the period of the deferment shall not be less than\nthree (3) months or more than six [6] months and where it becomes necessary\nthat an annual increment should be stopped, the period shall not be more than\none (1) calendar year. The increment shall be treated as deferred, stopped or\nwithheld, depending on the performance of the employee.\n\n14.4 An employee who reaches the last notch of his or her corresponding\nsalary scale shall remain on the last notch until promoted. The employee shall\nbe paid an ex-gratia award so long as he\u002Fshe remains on the last notch,\ndepending on his performance.",{"bindId":95,"name":96,"text":97},"funeralpay","In the unfortunate event that an employe","In the unfortunate event that an employee loses a close relation [i.e.\nMother, Father, Spouse or Child], the Company shall make a cash donation of a\nspecified amount to the bereaved employee as follows provided he\u002Fshe has served\nat least two years in the Company.\n\ni Mother \u002F Father - Gh¢600.00\n\nii Spouse - Gh¢700.00\n\niii Child - Gh¢600.00",{"bindId":99,"name":100,"text":101},"contracttrialperiod","5.3 A newly-engaged employee who has not","5.3 A newly-engaged employee who has not got any previous experience shall\nbe required to serve a probationary period not exceeding six (6) months, except\nin certain circumstances where a newly-engaged employee who has got previous\nexperience, may be required to serve a probationary period not exceeding three\n(3) months. In all situations, confirmation of an employee as a permanent staff\nshall be by a letter communicating such confirmation to the employee which\nshall be signed by the Human Resource Manager.",{"bindId":103,"name":104,"text":105},"maternityotherclause","10.3 A pregnant employee is required to ","10.3 A pregnant employee is required to present to the Human Resource\nManager, through her Head of Department, a medical certificate indicating her\nexpected date of confinement, which shall form the basis for granting of the\nmaternity leave. On production of a Medical Certificate, the period of\nMaternity Leave shall be extended to at least eight weeks where the confinement\nis abnormal or where in the course of the same confinement two or more babies\nare born.",{"bindId":107,"name":108,"text":109},"paidmaternityleavepayperc","10.2 An employee who has qualified for m","10.2 An employee who has qualified for maternity leave shall be paid at the\nrate of one hundred percent of her monthly salary\u002Fwage, but application for\nsuch leave must be supported by a certificate from a registered medical\npractitioner or midwife.",{"bindId":111,"name":112,"text":113},"COSTLIV_trigger","4.3 Annual Salary Review - Deferred Notw","4.3 Annual Salary Review - Deferred\n\nNotwithstanding the position of sub-article '2' of this Article both parties\nagree to review the Salaries of the employees annually. Anytime after twelve\n(12) months from the effective date of this Agreement, and once during the\nlifespan of this Agreement, either party may give to the other notice of its\nintention to reopen negotiations towards the review of salaries or a change in\nthe rate of basic salaries in this Agreement.\n\nThe percentage of increase shall be determined by the economic conditions\nand the inflation rates for that year.",{"bindId":115,"name":116,"text":117},"healthcareaccess","12.1 The Employer shall provide free med","12.1 The Employer shall provide free medical attention, including renewal of\nNHIS Cards for all the employees through the National Health Insurance Scheme\n(NHIS) at a medical institution or clinic in the area of residence recognized\nby the NHIS.\n\n12.2 Where a specialist's report establishes that an employee's hernia, eye\nor ear defect has been the result of occupational illness, or where an employee\nsustains injury, arising out of, and in the course of his or her work, the\nEmployer shall bear the cost of treatment and the provision of lenses and\u002For\near aids prescribed by the Employer's medical adviser if even the treatment of\nsuch disease or sickness is not covered by the NHIS. This shall include cost of\ntransport where, applicable\n\n12.3 The Employer shall also provide free medical treatment for the\nemployees' one unemployed spouse and two (2) unmarried and unemployed children\nbelow eighteen (18) years of age, through the National Health Insurance Scheme\n(NHIS) However where the sickness of an employee’s spouse or child is outside\nthe coverage of the NHIS, the Employer shall support the affected employee to\ncater for the spouse or the child which shall not exceed five hundred Ghana\ncedis (GH¢500.00) per annum.\n\n12.5 An employee who falls sick at the work place shall report to his\u002Fher\nimmediate Supervisor to obtain permission to seek medical attention.",{"bindId":119,"name":116,"text":120},"healthinsurancerelatives","12.1 The Employer shall provide free medical attention, including renewal of\nNHIS Cards for all the employees through the National Health Insurance Scheme\n(NHIS) at a medical institution or clinic in the area of residence recognized\nby the NHIS.",{"bindId":122,"name":123,"text":124},"COMMUTE_trigger","17.1 The Employer shall provide transpor","17.1 The Employer shall provide transport to enable the employees travel to\nand fro work at designated points established by the Employer in consultation\nwith the Local Union.\n\n17.2 An employee who is not provided with transport under Article 17.1 shall\nbe paid a monthly transport allowance of forty Ghana cedis (GH¢40.00).",{"bindId":126,"name":127,"text":128},"trainingprogrammes","16.1 The Employer undertakes to provide,","16.1 The Employer undertakes to provide, within the Company, suitable means\nof on-the-job training for the employees, including apprenticeship where such\ntraining will enable them to secure competence in the performance of their\nduties and fit them for promotion within the Company.\n\n16.2 Where an employee is required by the Employer to take a course at a\nrecognized educational establishment which requires time off, the Employer\nshall afford the employee such time off with pay in addition to the cost\ninvolved in such course, including boarding, lodging and transport.\n\n16.3 Consideration will be given to the request of deserving employees to\nattend such courses as would render the employees more competent in the\nperformance of their duties within the Company.\n\n16.4 Where a request by an employee to attend a course is approved by the\nEmployer, the employee shall be granted a Study Leave with pay for a total of\neight [8] weeks to enable him or her write the examinations. Manuals provided\nduring the Employer- sponsored course shall be the property of the Company and\nshall be deposited with the Employer after the completion of the training\ncourse.\n\n16.5 The Employer may bond an employee who benefits from an\nEmployer-sponsored course.",{"bindId":130,"name":131,"text":132},"WAGES_determined","5.6 Individual Contract: No employee cov","5.6 Individual Contract:\n\nNo employee covered by this Agreement shall be compelled to enter into a\ncontract or agreement with the Employer concerning conditions of employment and\nwages as dealt with in this Agreement or shall be allowed to be bonded by the\nEmployer without prior discussions with the Union. The Employer, after\nconsultations with the Union may, in the case of specialized training, request\nthe employee to enter into a bond.",{"bindId":134,"name":135,"text":136},"healthandsafetypolicy","25.1 The Employer shall make reasonable ","25.1 The Employer shall make reasonable provisions for the Safety and health\nof all the employees including Protective Devices and other equipment needed to\nprotect the employees from Industrial Accident.\n\n25.2 There shall be a Safety Committee, comprising representative of the\nEmployer, the Local Union and the general workers to discuss relevant safety\nissues.",{"bindId":138,"name":84,"text":85},"breastfeeding_dangerouswork",{"bindId":140,"name":76,"text":77},"hourspweek",{"bindId":142,"name":100,"text":101},"contracttrial",{"bindId":144,"name":145,"text":146},"sicknesspay","11.1 Sick leave with pay shall only be g","11.1 Sick leave with pay shall only be granted on production of a medical\ncertificate signed by the Employer's medical adviser or a recognized medical\npractitioner in a government hospital\u002Fclinic and in exceptional cases, such as\nout - station, on leave, or any such emergencies by a registered Medical\npractitioner.\n\nIn the absence of the above, the employee shall be considered to be on\nCasual Leave.\n\n11.2 All employees shall be entitled to sick leave with pay as follows:\n\nNo. of years of service: Entitlements:\n\nLess than 1 year -Full pay for the first two (2) weeks.\n\nHalf (½) Pay for the second two (2) weeks.\n\n1 - 3 years’ service -Full pay for the first 2 months.\n\nHalf (½) Pay for the second 2 months.\n\n4 - 10 years’ service - Full pay for the first 3 months.\n\nHalf (½) Pay for the second 3 months.\n\n11 years and above -Full pay for the first 4 months\n\nHalf pay for the second 4 months\n\n11.3 After exhausting the above sick leave, if the sickness persists, the\nemployee may be subjected to a thorough medical examination to determine\nwhether it will be useful to extend the sick leave or not, before any further\nperiod of sick leave may be granted.\n\n11.4 Statutory holidays which occur during an employee's sick leave will be\ncounted as a working day and credited to the employee as having worked for that\nday.",{"bindId":148,"name":149,"text":150},"JOBTYPE_descriptions","5.1 Upon engagement, any worker who fall","5.1 Upon engagement, any worker who falls within the scope of this Agreement\nshall be given an appointment letter, which shall state the effective date of\nemployment, job description, job title, working hours and days, salary in\naddition to a copy of this Collective Agreement (CA) and any appendices that\nmay be agreed upon by the Employer and the Union (Section 9 of the Labour Act,\n2003, Act 651 refers).",{"bindId":152,"name":127,"text":153},"apprenticeships","16.1 The Employer undertakes to provide, within the Company, suitable means\nof on-the-job training for the employees, including apprenticeship where such\ntraining will enable them to secure competence in the performance of their\nduties and fit them for promotion within the Company.",{"bindId":155,"name":54,"text":156},"paidmaternityleaveall","10.1 Maternity leave shall be granted to an employee who has completed not\nless than 12 months continuous service in accordance with the following\nprovisions:",{"bindId":158,"name":62,"text":63},"breastfeeding_workingtime",{"bindId":160,"name":161,"text":162},"PAIDLEAV_trigger","8.1 An employee who has completed twelve","8.1 An employee who has completed twelve (12) month’s continuous service\nshall be granted an annual leave with pay.\n\n8.2 Every employee shall enjoy an unbroken period of leave. However, the\nEmployer in the case of urgent necessity may request an employee to interrupt\nhis leave and return to work.\n\n8.3 An employee whose leave is interrupted shall be given the rest of the\nleave days anytime thereafter. Where an employee is required to interrupt his\nleave under the circumstances stated above, the Employer shall reimburse the\nemployee any expenses incurred by him or her on the account of the\ninterruption.\n\n8.4 In the event that employees are requested by the Employer to take their\nleave during lean season, the employees as well as the local union officers\nshall be duly informed.\n\n8.5 Leave pay shall be paid out to employees in such a manner as to ensure\ncontinuity in pay. The company shall ensure that there is no break in payment\nto the employee during the period the employee is on leave and on\nresumption.\n\n8.6 On leaving the services of the Employer, the employee shall be entitled\nto a proportionate leave days, taking effect from when the employee resumed\nduty from his immediate-past leave. The proportionate leave days shall be\ncommuted into cash and paid to the employee.\n\n8.7 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 by virtue of\nsection 24 of the Labour Act.",{"bindId":164,"name":165,"text":166},"healthcareaccessrelatives","12.3 The Employer shall also provide fre","12.3 The Employer shall also provide free medical treatment for the\nemployees' one unemployed spouse and two (2) unmarried and unemployed children\nbelow eighteen (18) years of age, through the National Health Insurance Scheme\n(NHIS) However where the sickness of an employee’s spouse or child is outside\nthe coverage of the NHIS, the Employer shall support the affected employee to\ncater for the spouse or the child which shall not exceed five hundred Ghana\ncedis (GH¢500.00) per annum.",{"bindId":168,"name":169,"text":170},"MAXHOURS_trigger","In order for the Company to remain viabl","In order for the Company to remain viable, employees may be required to work\novertime. Where an employee is authorized by the Employer to work beyond the\nregularly scheduled hours of work in a particular working day, or where an\nemployee is authorized to work during Public Holidays or Weekly Rest Period,\nthe following rates shall apply:",{"bindId":172,"name":50,"text":173},"violence","APPENDIX B - MAJOR OFFENCES (OFFENCES THAT ATTRACT SUMMARY DISMISSAL OR\nTERMINATION OF APPOINTMENT)\n\n\n\n1. Falsification of Time Record, Personal Records or other Company\nRecord.\n\n2. Drunkenness and violation of the Drug and Alcohol Free Workplace\npolicy.\n\n3. Possession of Firearms, Explosives at the workplace.\n\n4. Sexual Harassment.\n\n5. Fighting, encouraging a fight, threatening, causing injury to another\nperson on or off the Company's premises when engaged in a work assignment.\n\n6. Dishonesty\n\n7. Conviction by a competent Court of Law for felony or other criminal\noffence.",{"bindId":175,"name":176,"text":177},"contractseverancepay1","Employees who are declared redundant sha","Employees who are declared redundant shall be entitled to Severance Pay in\nthe following order:\n\nCategoryEntitlement\n\ni. One (1) to Five (5) years’ serviceOne and a half months pay\nmultiplied\n\nby the number of years served.\n\nii. Six (6) to Ten (10) years’ service Two months’ pay multiply by\nthe\n\nnumber of years served.",{"bindId":179,"name":180,"text":181},"wageincreasefirmperformance","14.2 The annual increment of an employee","14.2 The annual increment of an employee's salary or wage may be stopped,\ndiffered or withheld if the performance of the year is unsatisfactory.",{"bindId":183,"name":108,"text":109},"paidmaternityleavepay",{"bindId":185,"name":116,"text":117},"sicknessmaxdays",{"bindId":187,"name":54,"text":188},"paidmaternityleave","10.1 Maternity leave shall be granted to an employee who has completed not\nless than 12 months continuous service in accordance with the following\nprovisions:\n\ni. Six (6) weeks before and six (6) weeks after confinement.\n\nii. Accrued annual leave days to be taken after the expiration of the\nmaternity leave\n\n10.2 An employee who has qualified for maternity leave shall be paid at the\nrate of one hundred percent of her monthly salary\u002Fwage, but application for\nsuch leave must be supported by a certificate from a registered medical\npractitioner or midwife.\n\n10.3 A pregnant employee is required to present to the Human Resource\nManager, through her Head of Department, a medical certificate indicating her\nexpected date of confinement, which shall form the basis for granting of the\nmaternity leave. On production of a Medical Certificate, the period of\nMaternity Leave shall be extended to at least eight weeks where the confinement\nis abnormal or where in the course of the same confinement two or more babies\nare born.\n\n10.4 A nursing mother (a woman with a child of less than one year old) is\nentitled to a total of one hour, either before the beginning of her normal\nreporting time or in the cause of her working hours, to nurse her infant. This\nnursing period shall be paid for by the Employer in accordance with the Labour\nAct 2003, Act 651.\n\n10.5 If post-natal illness extends beyond the normal maternity leave period,\nthe employee shall submit a medical report and sick leave shall apply.\n\n10.6 A nursing mother shall also be required to provide to the Human\nResource Manager a copy of her child’s birth certificate when she resumes\nfrom the maternity leave.",{"bindId":190,"name":176,"text":177},"contractseverancepay",{"bindId":192,"name":66,"text":67},"jobsecuritymothers",{"bindId":194,"name":195,"text":196},"CONSIGN_trigger","18.1 An employee called-in from home to ","18.1 An employee called-in from home to work outside his or her normal hours\nof work shall be entitled to a call-in allowance of fifteen Ghana cedis\n(GH¢15.00) in addition to overtime.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA COBA Industries Limited GHA COBA Industries 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            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2014-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Waste treatment, sanitation, supply of electricity, gas and water\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Water collection, treatment and supply\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                        COBA Industries Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_2\">\n\n                \n                    \n                    \u003Cdiv>\n                        Names employers: → \n                        COBA Industries Limited\n                    \u003C\u002Fdiv>\n                \n            \n                \u003Cdiv id=\"display-CBA_MNCOMPA_2_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        FBSEU - Financial, Business and Services Employees 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        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 243 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Yes\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: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data 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: → No\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: → \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: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \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: →  days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  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: → \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: → 1\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                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 50 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \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            \n\n\n            \n\n            \n\n            \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 40.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[202],{"title":37,"slug":33},[204],{"type":205,"data":206},"call_to_action_body_block",{"title":207,"description":208,"variant":209,"link":210},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":207,"url":211,"description":207,"rel":212,"type":213},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[215],{"type":205,"data":216},{"title":207,"description":208,"variant":209,"link":217},{"title":207,"url":211,"description":207,"rel":212,"type":213},[]]