[{"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-intercom-programming-and-manufacturing-company-ipmc-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":256,"content_type_view":257,"extra_breadcrumbs":258,"body":260,"body_blocks":271,"related_pages":275},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":254,"translations":255},{"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-intercom-programming-and-manufacturing-company-ipmc-limited","89b384a8-1964-11e4-a41f-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-intercom-programming-and-manufacturing-company-ipmc-limited\u002Fcollective-agreement-between-financial-business-and-services-employees-union-fbseu-of-ghana-federation-of-labour-gfl-and-intercom-programming-and-manufacturing-company-ipmc-limited\u002F","Collective Agreement between Financial - Business and Services Employees Union (FBSEU) Of Ghana Federation of Labour (GFL) and Intercom Programming and Manufacturing Company (IPMC) Limited - 2013","GHA Intercom Programming and Manufacturing Company (IPMC) Limited - 2013","Ghana - GHA Intercom Programming and Manufacturing Company (IPMC) Limited - 2013","GHA Intercom Programming and Manufacturing Company (IPMC) Limited - 2013 - ICT services",{"name":41,"data":42},"IPMC CA.html","\n              \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 INTERCOM\nPROGRAMMING AND MANUFACTURING COMPANY (IPMC) LIMITED.\u003C\u002Fh1>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>This COLLECTIVE AGREEMENT (CA) is made this …… day of\n…………………… 2013 BETWEEN Messrs.’ INTERCOM PROGRAMMING AND\nMANUFACTURING COMPANY (IPMC) LIMITED (hereinafter referred to as the\nEMPLOYER\u002FCOMPANY) and FINANCIAL, BUSINESS AND SERVICES EMPLOYEES UNION (FBSEU)\nof GHANA FEDERATION OF LABOUR (GFL), a Trade Union officially recognized and\ncertified under the Labour Act, 2003, Act 651(hereinafter referred to as the\nUNION).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1.0: RECOGNITION\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 who are members of the Union and agrees to bargain collectively\nwith the Union on behalf of the Staff and the Probationers with respect to all\nmatters pertaining to wages, hours of work and all the other terms and\nconditions of employment or non – employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2.0: PURPOSE\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\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitydifferenttrigger\">\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 and\nare members of the Union, or subsequently become members of the Union, at the\ntime 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, and become members of the Union whilst\nthe Agreement is in force.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4.0: DURATION OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>4.1 THIS AGREEMENT shall remain in force for not less than two (2) years,\ncommencing from 1ST AGUST, 2013 and shall expire on the 31ST JULY, 2015.\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\u003Cp>4.3 Annual Salary Review\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>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5.0: CONDITIONS OF ENGAGEMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\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 or wage\nin addition 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 cases, confirmation of an employee as a permanent staff\nshall be based on a successful interview, and a letter communicating such\nconfirmation to the employee shall 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 and has been successful during interview period shall be\ndeemed to have been confirmed as permanent employee. Before a probationer's\nservice is terminated for unsatisfactory performance, the result of the\nappraisal of his performance shall be made known to 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 with\nSection 17 (b) of the Labour Act.\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\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>\n\n\u003Cp>5.7 Hours of Work:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>The maximum hours of work for all categories of employees shall be eight (8)\nhours, except instructors who shall work six (6) hours a day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>5.8 The Employer recognizes Mondays to Fridays as working days whilst\nSaturdays and Sundays are also recognized as Weekly Rest Period, and shall\ngrant thirty (30) minutes paid break period to all employees during the normal\nworking days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>5.9 Overtime:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_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>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause\" id=\"clause-overtimeallowancetypeperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>i. Extra hours beyond the maximum hours of work per working day = Total\nextra hours 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 2x hourly rate\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cdiv class=\"cbaClause\" id=\"clause-overtimeallowancetypeperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cp>iv. Special provision for Pregnant Women and Nursing Mothers.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\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>\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 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>6.3 It is obligatory on any employee leaving out of, or returning to the\noffice, for or after field work or any other purpose to make entry in the Staff\nMovement Register, indicating the time of leaving or entry the premises, and in\nthe case of leaving, the purpose, destination and any other information that\nthe employer may deem necessary from time to time.\u003C\u002Fp>\n\n\u003Cp>6.4 All workshop technicians going for field jobs shall be required to\nobtain JOB FORM and get it duly signed by the respective customers and state\nclearly the period spent at the customer's site.\u003C\u002Fp>\n\n\u003Cp>6.5 No employee shall leave the work premises without proper authority. Any\nemployee found loitering around during the normal working hours shall be\nqueried and if no satisfactory explanation is given be given a warning\nletter.\u003C\u002Fp>\n\n\u003Cp>6.6 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>6.7 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>6.8 An employee's clothing, hairstyle and jewels should not be of the type\nwhich could interfere with the performance of his duties. Appearance should\nreflect a corporate and professional image.\u003C\u002Fp>\n\n\u003Cp>6.9 Employees who are required to be in uniforms should be appropriately\ndressed in such attire.\u003C\u002Fp>\n\n\u003Cp>6.10 In 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>6.11 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>6.12 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>6.13 Every employee shall sign a non declaration of secrecy form by\ndeclaring that he\u002Fshe shall observe the strictest professional secrecy and will\nnot divulge to anybody or party at anytime any information concerning the\ntransactions of the Company.\u003C\u002Fp>\n\n\u003Cp>6.14 Except upon the express instructions of the Employer, an employee shall\nnot allow any person to have access to the books, letters or papers belonging\nto the Company or relating to the business and shall not furnish extracts\ninformation concerning the business or affairs of the Company or its patrons to\nany persons not lawfully entitled thereto.\u003C\u002Fp>\n\n\u003Cp>6.15 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 two (2) days, he or shall have the equivalent of his wage or\nsalary deducted for the period of the unauthorized absence. The employee shall\nhave 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>6.16 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>6.17 It is obligatory on every employee to report to his immediate\nSupervisor a workplace situation which he has reason to believe poses imminent\nand serious danger to his life, health or safety. The employee may suspend the\nperformance of his job until the life-threatening situation has been\nrectified.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7.0: RIGHTS OF THE EMPLOYER\u003C\u002Fh2>\n\n\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 hours a week.\u003C\u002Fp>\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 in the interest of the business.\u003C\u002Fp>\n\n\u003Cp>7.5 Where the employees are provided with Uniforms, Work and Protective\nClothing by the Employer, the Employer shall have the right to deduct, under\nthe Labour Act, 2003, Act 651 the cost of the Uniforms, Work and Protective\nClothing from the entitlement of an employee who fails to return, for reason of\nloss or willful damage of such Uniform, Work and Protective Clothing on leaving\nthe service of the Employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8.0: OBLIGATIONS OF THE EMPLOYER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Annual Leave: modified\u003C\u002Fp>\n\n\u003Cp>8.1 An employee who has completed twelve (12) month’s continuous service\nshall be granted an annual leave with pay in accordance with the following\nscales:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>(i) 1 – 9 years service - 15 working days\u003C\u002Fp>\n\n\u003Cp>(ii) 10 years and above- 21 working days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>8.2 The Employer shall prepare a departmental leave roster which shall be\nposted on the departmental notice board at the beginning of every year and\nshall have a one - year window for scheduling employees' leave. Either the\nEmployer or the employee may schedule leave days within this one-year window,\nstarting from the employees’ employment anniversary.\u003C\u002Fp>\n\n\u003Cp>8.3 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>8.4 An employee whose leave is interrupted shall be given the remainder of\nthe leave days anytime thereafter. Where an employee is required to interrupt\nhis leave under the circumstances stated above, the Employer shall reimburse\nthe employee any expenses incurred by him or her on the account of the\ninterruption.\u003C\u002Fp>\n\n\u003Cp>8.5 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>8.6 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>8.7 Any employee desiring to change his\u002Fher original date of leave shall\napply to his\u002Fher head of department.\u003C\u002Fp>\n\n\u003Cp>8.8 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>8.9 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>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9.0: CASUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-childcare\">\u003Cp>9.1 Employees 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>\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>\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-nursingexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\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>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\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-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\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\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\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\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.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\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>\u003C\u002Fdiv>\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>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11.0: SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\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 - 8 years service Full pay for the first 3 months.\u003C\u002Fp>\n\n\u003Cp>Half (½) Pay for the next 3 months.\u003C\u002Fp>\n\n\u003Cp>9 years and above service Full pay for the first 4 months.\u003C\u002Fp>\n\n\u003Cp>Half (½) Pay for the next 4 months.\u003C\u002Fp>\u003C\u002Fdiv>\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-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\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 employment recognized\nby the NHIS.\u003C\u002Fp>\u003C\u002Fdiv>\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\u003Cp>12.3 The Employer shall refund the cost of medication prescribed by the\nService Provider to the Employee, including Vaccination and Inoculation which\nare required for business travels and are covered by the NHIS.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>12.4 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 four hundred Ghana\nCedis (GH¢400.00) 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>\n\n\u003Cp>12.6 An Employee and his\u002Fher registered dependants may seek traditional\nmedical attention subject to the referral by a recognized Medical Officer and a\nreasonable charge not exceeding two hundred and fifty Ghana Cedis (GH¢250.00)\nshall be granted by the Company within a calendar year.\u003C\u002Fp>\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 and conduct, an employee shall be\ngranted an annual increment after twelve (12) continuous month's service. Such\nincrement shall be in accordance with the salary scale of the Company.\u003C\u002Fp>\n\n\u003Cp>14.2 The annual increment of an employee's salary or wage may be stopped,\ndiffered or withheld if the performance and conduct of the year is\nunsatisfactory.\u003C\u002Fp>\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 gravity of the offence committed by, or performance\nof 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 remains on the last notch, depending\non his performance or conduct or both.\u003C\u002Fp>\n\n\u003Cp>14.5 Merit Increase:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasefirmperformance\">\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>\u003C\u002Fdiv>\u003C\u002Fdiv>\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>15.1Every employee who, by December of every year has completed twelve (12)\nmonths continuous service with the Company shall be paid fifty percent (50%) of\nhis or her basic salary as an annual bonus.\u003C\u002Fp>\n\n\u003Cp>15.2.1Employees with less than twelve months service by December shall\nreceive 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 ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>17.1Every employee shall be paid forty Ghana cedis (GH¢40.00) as transport\nallowance every month and shall be consolidated into the Basic Salaries for the\npurpose of enhancing the Social Security Benefits of the employees.\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\" id=\"clause-CONSIGN_trigger\">\u003Cp>18.1An 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\u003Cdiv class=\"cbaClause\" id=\"clause-COSTLIV_trigger\">\u003Cp>20.1 Salary 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>\u003C\u002Fdiv>\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: TRANSFER\u003C\u002Fh2>\n\n\u003Cp>Where the Employer decides to transfer an employee from one station to\nanother in the interest of the business, the Employer shall pay to the employee\na relocation allowance to be negotiated at the local level to cater for the\ninconvenience involved. The Employer shall in addition, provide, transport for\nthe employee and his family. However, if the need to acquire residential\napartment is unavoidable, the employee shall be assisted by the employer to\nacquire one. The amount involved in acquiring such residential apartment shall\nbe deducted at source from the monthly earnings of the employee where\nnecessary.\u003C\u002Fp>\n\n\u003Cp>For the purpose of this Article, an employee’s family will be the spouse\nand children under 18 years of age.\u003C\u002Fp>\n\n\u003Cp>22.2 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>22.3 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>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23.0: UNIFORMS\u002FWORK\u002FPROTECTIVE CLOTHING AND DRESS CODE\u003C\u002Fh2>\n\n\u003Cp>23.1 The Employer shall provide the appropriate uniforms, work and\nprotective clothing to all the employees.\u003C\u002Fp>\n\n\u003Cp>23.2 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 24.0: INDUSTRIAL ACCIDENT OR DISEASE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>24.1 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>24.2 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>24.3 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>24.4 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 25.0: LONG SERVICE AWARD.\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype1\">\u003Cp>25. An employee who has served the Employer for a long period shall receive\nawards in the following order:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype2\">\u003Cp>i Ten (10) consecutive years service: A framed Certificate of Service, a\ntwenty-one-inch cultured Television (digital) plus two (2) months salaries.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii Fifteen (15) consecutive years service: A framed Certificate of Service,\na twenty-one inch Coloured Television(digital) plus three (3) months\nsalaries.\u003C\u002Fp>\n\n\u003Cp>iii Twenty (20) consecutive years service: A framed Certificate of Service,\na twenty-one inch Colure Television (digital) plus four (4) months salaries.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26.0: 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 27.0: SAFETY RULES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>27.1 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>27.2 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 28.0: LEGAL ASSISTANCE FOR DRIVERS\u003C\u002Fh2>\n\n\u003Cp>28.1 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 29.0: 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 Union\nshall 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 30.0: UNION MEMBERSHIP\u003C\u002Fh2>\n\n\u003Cp>30.1 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>30.2 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>30.3 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>30.4 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>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 31.0: LEAVE OF ABSENCE FOR UNION ACTIVITIES\u003C\u002Fh2>\n\n\u003Cp>31.1 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 32.0: UNION OFFICE AND NOTICE BOARD\u003C\u002Fh2>\n\n\u003Cp>32.1 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 33.0: SHOP STEWARDS (RIGHTS AND RESPONSIBILITIES)\u003C\u002Fh2>\n\n\u003Cp>33.1 Either party to this Agreement recognizes the existence of a Shop\nSteward as official representative of the Union.\u003C\u002Fp>\n\n\u003Cp>33.2 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>33.3 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>33.4 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 34.0: GROUNDS FOR DISENGAGEMENT\u003C\u002Fh2>\n\n\u003Cp>34.1 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 35.0: OBLIGATIONS FOR DISENGAGEMENT\u003C\u002Fh2>\n\n\u003Cp>35.1 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>35.2 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>35.3 RESIGNATION\u003C\u002Fp>\n\n\u003Cp>Where an employee wishes to resign from employment, he \u002F she shall give two\n(1) month notice or forfeit one (1) month pay in lieu of notice to the\nemployer.\u003C\u002Fp>\n\n\u003Cp>35.4 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 service One and a half months pay multiplied by\nthe number of years served.\u003C\u002Fp>\n\n\u003Cp>ii. Six (6) to Ten (10) years service Two months pay multiply by the number\nof years served.\u003C\u002Fp>\n\n\u003Cp>iii. Eleven (11) years and above Three months pay multiplied by the number\nof years served. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>35.5 RETIREMENT\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\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>\u003C\u002Fdiv>\n\n\u003Cp>A retired employee shall be paid three (2) months salary as a Send-off gift\nin recognition of his or her previous services, provided the employee has\nserved at least five years with the Company.\u003C\u002Fp>\n\n\u003Cp>35.6 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\ntwo months salary provided he\u002Fshe has made a minimum of three years continuous\nservice\u003C\u002Fp>\n\n\u003Cp>35.7 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 36.0: DISCIPLINE\u003C\u002Fh2>\n\n\u003Cp>36.1 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>36.2 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 two (2) members\nfrom the Union. The Chairperson of the Disciplinary Committee shall be a\nManagement member.\u003C\u002Fp>\n\n\u003Cp>ii. The Disciplinary Committee shall sit on a case brought against an\nemployee whose is alleged to have committed any of the offences listed under\nAppendixes 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. Members of the\nCommittee shall act in a cordial and mutual manner and shall not act on\nallegiance lines; instead, they shall act objectively without any trace of bias\neither against or for the worker under investigation.\u003C\u002Fp>\n\n\u003Cp>v Findings of the Disciplinary Committee after investigating a case, shall\nform the basis for its recommendations, which shall be by consensus and shall\nbe submitted to Management through the Human Resource Manager.\u003C\u002Fp>\n\n\u003Cp>vi Should disagreement arise 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>36.3 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>36.4 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 37.0: SAVINGS CLAUSE\u003C\u002Fh2>\n\n\u003Cp>37.1 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>37.2 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 38.0: DIFINITIONS\u003C\u002Fh2>\n\n\u003Cp>38.1 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>“IPMC” means the Company, the Employer or Intercom Programming and\nManufacturing Company.\u003C\u002Fp>\n\n\u003Cp>“Local Union”means IPMC employees’ who are members of the National\nUnion, acting in collectives to promote their well being 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 the IPMC in\nGhana.\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>38.2 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>38.3 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>38.4 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 39.0: RESPONSIBILITIES OF PARTIES\u003C\u002Fh2>\n\n\u003Cp>39.1 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>39.2 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>\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>Gudip Hari\u003C\u002Fp>\n\n\u003Cp>(Managing Director)\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>Sweety Sinha and Nelson R D Fialor\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(The Manageress,(Local Union Chairman)\u003C\u002Fp>\n\n\u003Cp>Clients and Employees Relations)\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 …………………………………, 2013\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>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, attempting to or causing\ninjury to another person on or off the Company's premises when engaged in a\nwork assignment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6. Dishonesty or the unauthorized possession, removal or use of Company or\nanother employee's property [stealing], including records and confidential\ninformation.\u003C\u002Fp>\n\n\u003Cp>7. Conviction by a competent Court of Law for felony or other criminal\noffence.\u003C\u002Fp>\n\n\u003Cp>8. Installing software on company equipment without authorization.\u003C\u002Fp>\n\n\u003Cp>9. Hacking or attempts to breach company IT security with intention to\naccess materials restricted from the employee.\u003C\u002Fp>\n\n\u003Cp>10. Refusal to go on transfer.\u003C\u002Fp>\n\n\u003Cp>11. Refusing to co - operate during investigations into suspected cases.\u003C\u002Fp>\n\n\u003Cp>12. Refusal to follow instructions or to perform designated work or refusal\nto follow established rules and regulations.\u003C\u002Fp>\n\n\u003Cp>13. Diverting jobs of the company for personal gains.\u003C\u002Fp>\n\n\u003Cp>14. Engaging in private\u002Fcommercial activities in products similar\u002Fequivalent\nto that of the employer.\u003C\u002Fp>\n\n\u003Cp>15. Misapplying\u002Fengaging in foreign exchange transaction with, the\ncompany’s funds.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            ",{"disabilitypay":44,"hourspday_select":48,"violence":52,"longserviceallowancetype2":56,"paidmaternityleaveduration":60,"childcareleave":64,"maternity_nursing_breaks_length":68,"alternatives":72,"sexualhar":76,"maternity_nursing_breaks_duration":79,"dayspweek":81,"childcare":85,"pregnancy":89,"equalitydifferenttrigger":93,"equalityotherclause":97,"STRUCINCR_trigger":101,"nursingmothers":105,"hourspday":107,"funeralpay":109,"eqpromotion":113,"contracttrialperiod":117,"maternityotherclause":121,"longserviceallowancetype":125,"discrimination":129,"paidmaternityleavepayperc":133,"pensionfund":137,"OVERTIME_trigger":141,"holidaysdays":145,"paidmaternityleavepay":149,"COSTLIV_trigger":151,"healthcareaccess":155,"healthinsurance":159,"COMMUTE_trigger":161,"trainingprogrammes":165,"WAGES_determined":169,"healthandsafetypolicy":173,"nursingexcludedtrigger":177,"breastfeeding_dangerouswork":181,"ONCERISE_trigger":183,"schedulesrestpw":187,"longserviceallowancetype1":191,"dayspweek_select":193,"apprenticeships":195,"paidmaternityleaveall":198,"SCHEDULE_trigger":200,"contracttrial":202,"breastfeeding_workingtime":204,"sicknesspay":206,"jobsecuritymothers":210,"maternityexcludedtrigger":212,"MAXHOURS_trigger":214,"healthcareaccessrelatives":217,"contractseverancepay1":221,"overtimeallowancetype":225,"wageincreasefirmperformance":228,"SENIOR_trigger":232,"sicknessmaxdays":234,"paidmaternityleave":237,"overtimeallowancetypeperiod":240,"contractseverancepay":242,"PAIDLEAV_trigger":244,"CONSIGN_trigger":248,"equalityexcludedtrigger":252},{"bindId":45,"name":46,"text":47},"disabilitypay","24.1 An employee who is not able to pres","24.1 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\n24.2 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\n24.3 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\n24.4 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},"hourspday_select","The maximum hours of work for all catego","The maximum hours of work for all categories of employees shall be eight (8)\nhours, except instructors who shall work six (6) hours a day.",{"bindId":53,"name":54,"text":55},"violence","APPENDIX B - MAJOR OFFENCES (OFFENCES TH","APPENDIX B - MAJOR OFFENCES (OFFENCES THAT ATTRACT SUMMARY DISMISSAL OR\nTERMINATION OF APPOINTMENT)\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, attempting to or causing\ninjury to another person on or off the Company's premises when engaged in a\nwork assignment.",{"bindId":57,"name":58,"text":59},"longserviceallowancetype2","i Ten (10) consecutive years service: A ","i Ten (10) consecutive years service: A framed Certificate of Service, a\ntwenty-one-inch cultured Television (digital) plus two (2) months salaries.",{"bindId":61,"name":62,"text":63},"paidmaternityleaveduration","i. Six (6) weeks before and six (6) week","i. Six (6) weeks before and six (6) weeks after confinement.",{"bindId":65,"name":66,"text":67},"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":69,"name":70,"text":71},"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.",{"bindId":73,"name":74,"text":75},"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":77,"name":54,"text":78},"sexualhar","APPENDIX B - MAJOR OFFENCES (OFFENCES THAT ATTRACT SUMMARY DISMISSAL OR\nTERMINATION OF APPOINTMENT)\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":80,"name":70,"text":71},"maternity_nursing_breaks_duration",{"bindId":82,"name":83,"text":84},"dayspweek","5.8 The Employer recognizes Mondays to F","5.8 The Employer recognizes Mondays to Fridays as working days whilst\nSaturdays and Sundays are also recognized as Weekly Rest Period, and shall\ngrant thirty (30) minutes paid break period to all employees during the normal\nworking days.",{"bindId":86,"name":87,"text":88},"childcare","9.1 Employees shall be granted casual le","9.1 Employees shall be granted casual leave with pay to attend to all or any\nof the following.\n\ni. Sickness of parents, spouse, children.\n\nii. Funerals and any other emergencies.\n\nThe 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":90,"name":91,"text":92},"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":94,"name":95,"text":96},"equalitydifferenttrigger","3.1 The terms and conditions hereby agre","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 and\nare members of the Union, or subsequently become members of the Union, at the\ntime of negotiating concluding and signing this Agreement.\n\nIt shall also apply to employees who may be later engaged by the Employer;\nfall within the scope of this Agreement, and become members of the Union whilst\nthe Agreement is in force.",{"bindId":98,"name":99,"text":100},"equalityotherclause","38.4 Unless otherwise specified, words i","38.4 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":102,"name":103,"text":104},"STRUCINCR_trigger","14.1 Subject to satisfactory performance","14.1 Subject to satisfactory performance and conduct, an employee shall be\ngranted an annual increment after twelve (12) continuous month's service. Such\nincrement shall 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 and conduct of the year is\nunsatisfactory.\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 gravity of the offence committed by, or performance\nof 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 remains on the last notch, depending\non his performance or conduct or both.\n\n14.5 Merit Increase:\n\nIn 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.",{"bindId":106,"name":70,"text":71},"nursingmothers",{"bindId":108,"name":50,"text":51},"hourspday",{"bindId":110,"name":111,"text":112},"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":114,"name":115,"text":116},"eqpromotion","13.1 Annual Appraisal: A performance app","13.1 Annual Appraisal:\n\nA 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.",{"bindId":118,"name":119,"text":120},"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 cases, confirmation of an employee as a permanent staff\nshall be based on a successful interview, and a letter communicating such\nconfirmation to the employee shall be signed by the Human Resource Manager.",{"bindId":122,"name":123,"text":124},"maternityotherclause","10.5 If post-natal illness extends beyon","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.",{"bindId":126,"name":127,"text":128},"longserviceallowancetype","25. An employee who has served the Emplo","25. An employee who has served the Employer for a long period shall receive\nawards in the following order:\n\ni Ten (10) consecutive years service: A framed Certificate of Service, a\ntwenty-one-inch cultured Television (digital) plus two (2) months salaries.\n\nii Fifteen (15) consecutive years service: A framed Certificate of Service,\na twenty-one inch Coloured Television(digital) plus three (3) months\nsalaries.\n\niii Twenty (20) consecutive years service: A framed Certificate of Service,\na twenty-one inch Colure Television (digital) plus four (4) months salaries.",{"bindId":130,"name":131,"text":132},"discrimination","30.4 No employee covered by this Agreeme","30.4 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",{"bindId":134,"name":135,"text":136},"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":138,"name":139,"text":140},"pensionfund","In conformity with the Pension Law, an e","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.",{"bindId":142,"name":143,"text":144},"OVERTIME_trigger","i. Extra hours beyond the maximum hours ","i. Extra hours beyond the maximum hours of work per working day = Total\nextra hours x 1.5 x hourly rate.\n\nii. Work done on a Public Holidays = Total hours done x 2 x hourly rate.\n\niii. Work done on Weekly Rest Period = Total hours done x 2x hourly rate",{"bindId":146,"name":147,"text":148},"holidaysdays","(i) 1 – 9 years service - 15 working day","(i) 1 – 9 years service - 15 working days\n\n(ii) 10 years and above- 21 working days.",{"bindId":150,"name":135,"text":136},"paidmaternityleavepay",{"bindId":152,"name":153,"text":154},"COSTLIV_trigger","20.1 Salary advance not exceeding an emp","20.1 Salary 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.",{"bindId":156,"name":157,"text":158},"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 employment recognized\nby the NHIS.",{"bindId":160,"name":157,"text":158},"healthinsurance",{"bindId":162,"name":163,"text":164},"COMMUTE_trigger","17.1Every employee shall be paid forty G","17.1Every employee shall be paid forty Ghana cedis (GH¢40.00) as transport\nallowance every month and shall be consolidated into the Basic Salaries for the\npurpose of enhancing the Social Security Benefits of the employees.",{"bindId":166,"name":167,"text":168},"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":170,"name":171,"text":172},"WAGES_determined","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 or wage\nin addition 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":174,"name":175,"text":176},"healthandsafetypolicy","27.1 The Employer shall make reasonable ","27.1 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\n27.2 There shall be a Safety Committee, comprising representative of the\nEmployer, the Local Union and the general workers to discuss relevant safety\nissues.",{"bindId":178,"name":179,"text":180},"nursingexcludedtrigger","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:",{"bindId":182,"name":91,"text":92},"breastfeeding_dangerouswork",{"bindId":184,"name":185,"text":186},"ONCERISE_trigger","15.1Every employee who, by December of e","15.1Every employee who, by December of every year has completed twelve (12)\nmonths continuous service with the Company shall be paid fifty percent (50%) of\nhis or her basic salary as an annual bonus.\n\n15.2.1Employees with less than twelve months service by December shall\nreceive a pro-rated payment.",{"bindId":188,"name":189,"text":190},"schedulesrestpw","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":192,"name":127,"text":128},"longserviceallowancetype1",{"bindId":194,"name":83,"text":84},"dayspweek_select",{"bindId":196,"name":167,"text":197},"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":199,"name":179,"text":180},"paidmaternityleaveall",{"bindId":201,"name":189,"text":190},"SCHEDULE_trigger",{"bindId":203,"name":119,"text":120},"contracttrial",{"bindId":205,"name":70,"text":71},"breastfeeding_workingtime",{"bindId":207,"name":208,"text":209},"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 - 8 years service Full pay for the first 3 months.\n\nHalf (½) Pay for the next 3 months.\n\n9 years and above service Full pay for the first 4 months.\n\nHalf (½) Pay for the next 4 months.",{"bindId":211,"name":74,"text":75},"jobsecuritymothers",{"bindId":213,"name":179,"text":180},"maternityexcludedtrigger",{"bindId":215,"name":189,"text":216},"MAXHOURS_trigger","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:\n\ni. Extra hours beyond the maximum hours of work per working day = Total\nextra hours x 1.5 x hourly rate.\n\nii. Work done on a Public Holidays = Total hours done x 2 x hourly rate.\n\niii. Work done on Weekly Rest Period = Total hours done x 2x hourly rate\n\niv. 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":218,"name":219,"text":220},"healthcareaccessrelatives","12.4 The Employer shall also provide fre","12.4 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 four hundred Ghana\nCedis (GH¢400.00) per annum.",{"bindId":222,"name":223,"text":224},"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 service One and a half months pay multiplied by\nthe number of years served.\n\nii. Six (6) to Ten (10) years service Two months pay multiply by the number\nof years served.\n\niii. Eleven (11) years and above Three months pay multiplied by the number\nof years served. ",{"bindId":226,"name":143,"text":227},"overtimeallowancetype","i. Extra hours beyond the maximum hours of work per working day = Total\nextra hours x 1.5 x hourly rate.\n\nii. Work done on a Public Holidays = Total hours done x 2 x hourly rate.\n\niii. Work done on Weekly Rest Period = Total hours done x 2x hourly rate\n\niv. Special provision for Pregnant Women and Nursing Mothers.",{"bindId":229,"name":230,"text":231},"wageincreasefirmperformance","In addition to Annual Increment, the Emp","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.",{"bindId":233,"name":127,"text":128},"SENIOR_trigger",{"bindId":235,"name":208,"text":236},"sicknessmaxdays","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 - 8 years service Full pay for the first 3 months.\n\nHalf (½) Pay for the next 3 months.\n\n9 years and above service Full pay for the first 4 months.\n\nHalf (½) Pay for the next 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":238,"name":179,"text":239},"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.",{"bindId":241,"name":143,"text":227},"overtimeallowancetypeperiod",{"bindId":243,"name":223,"text":224},"contractseverancepay",{"bindId":245,"name":246,"text":247},"PAIDLEAV_trigger","Annual Leave: modified 8.1 An employee w","Annual Leave: modified\n\n8.1 An employee who has completed twelve (12) month’s continuous service\nshall be granted an annual leave with pay in accordance with the following\nscales:\n\n(i) 1 – 9 years service - 15 working days\n\n(ii) 10 years and above- 21 working days.",{"bindId":249,"name":250,"text":251},"CONSIGN_trigger","18.1An employee called-in from home to w","18.1An 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.",{"bindId":253,"name":95,"text":96},"equalityexcludedtrigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Intercom Programming and Manufacturing Company (IPMC) Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n            \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                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → Not yet ratified\n                \u003C\u002Fdiv>\n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → ICT services\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Computer facilities management activities, Computer consultancy activities, Other information technology and computer service activities\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                        Intercom Programming and Manufacturing Company (IPMC) Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 75 %\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: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 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: → Yes\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                \u003Cdiv id=\"display-standbyallowanceamount1\">\n                    Payment for standby work: → GHS 15.0\n                \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → GHS 40.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[259],{"title":37,"slug":33},[261],{"type":262,"data":263},"call_to_action_body_block",{"title":264,"description":265,"variant":266,"link":267},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":264,"url":268,"description":264,"rel":269,"type":270},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[272],{"type":262,"data":273},{"title":264,"description":265,"variant":266,"link":274},{"title":264,"url":268,"description":264,"rel":269,"type":270},[]]