[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-ghana-heavy-equipment-limited-and-the-industrial-and-commercial-workers-union---2010":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":133,"content_type_view":134,"extra_breadcrumbs":135,"body":137,"body_blocks":148,"related_pages":152},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":131,"translations":132},{"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-ghana-heavy-equipment-limited-and-the-industrial-and-commercial-workers-union---2010","5d47621a-0d71-11e6-ace6-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-ghana-heavy-equipment-limited-and-the-industrial-and-commercial-workers-union---2010\u002Fcollective-agreement-between-ghana-heavy-equipment-limited-and-the-industrial-and-commercial-workers-union---2010\u002F","Collective Agreement between Ghana Heavy Equipment Limited and the Industrial and Commercial Workers’ Union - 2010","GHA Ghana Heavy Equipment Limited - 2010","Ghana - GHA Ghana Heavy Equipment Limited - 2010","GHA Ghana Heavy Equipment Limited - 2010 - Construction, technical consultancy",{"name":41,"data":42},"ghana heavy equipment...html","\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>New3\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN GHANA HEAVY EQUIPMENT LIMITED AND THE\nINDUSTRIAL AND COMMERCIAL WORKERS’ UNION (GHANA)\u003C\u002Fh1>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>(a) This Agreement made this 31st of March 2010, between Ghana Heavy\nEquipment Limited (hereinafter called the Company) and the Industrial and\nCommercial Workers’ Union, a Union officially certified under Section 99 of\nthe Labour Act, 2003 (Act 651) (hereinafter called the Union), and authorised\nto negotiate on behalf of the employees of the Company who are members of the\nUnion.\u003C\u002Fp>\n\n\u003Cp>(b) It will also apply equally to employees who are engaged by the Company\nwhile this Agreement is in force.\u003C\u002Fp>\n\n\u003Cp>(c) The terms and conditions hereby agreed shall take effect from the 1st\nday of February 2010.\u003C\u002Fp>\n\n\u003Cp>(d) This Agreement shall be binding on Ghana Heavy Equipment Limited.\nHowever, if there are peculiarities within the Company which have not been\ntaken care of in this Agreement, then they shall be brought to the notice of\nthe Standing Negotiating Committee for discussion.\u003C\u002Fp>\n\n\u003Cp>(e) This Agreement shall apply to all unionised employees still in the\nservice of the Company on the date of signing this Agreement and all new\nunionised employees recruited during the life of this Agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1 - PURPOSE\u003C\u002Fh2>\n\n\u003Cp>(a)Whereas it is the intention of the parties hereto that this Agreement\nwill promote and improve relations between the Employer and the Union and to\nset forth herein the agreement covering rates of pay, hours of work and other\nconditions of employment or non-employment hereby observed between the parties\nhereto during the life of this Agreement.\u003C\u002Fp>\n\n\u003Cp>(b)It is also agreed that should any disagreement arise between the Employer\nand the Union, the parties will immediately settle this disagreement as\noutlined herein.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2- DURATION\u003C\u002Fh2>\n\n\u003Cp>(a) The duration of this Agreement shall be for a period of Two (2) years\nwith One (1) year Wage Opener. At the end of Ten (10) months from the effective\ndate of this Agreement and once only during the period of Agreement, either\nparty to this Agreement may convene a meeting of the Standing Negotiating\nCommittee to review Salaries\u002FWages only which is part and is attached to this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>Vs\u003C\u002Fp>\n\n\u003Cp>(b) At anytime after Twenty two (22) months from the effective date either\nparty to this Agreement may give the other, One (1) month’s notice in writing\nexpressing its wish for this Agreement to continue for a further period to be\nagreed upon between the parties to this Agreement or its intention to amend\nthis Agreement at its expiration.\u003C\u002Fp>\n\n\u003Cp>(c) In the later event both parties will enter into negotiations on the\nterms and conditions of a new Agreement but until a new Agreement is signed and\nthe effective date of its commencement agreed, the current Agreement will\ncontinue in force until rescinded by the parties.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3 - CONDITIONS OF ENGAGEMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(a) Where a person who is without previous experience is recruited he shall\nbe required to undergo a probationary period of Six (6) months. A person with\nprevious experience of the work involved in the job for which he is recruited\nwill be required to undergo a probationary period of Three (3) months.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) On engagement of any employee who falls within the scope of this\nAgreement he\u002Fshe shall be furnished by the Employer with a copy of this\nAgreement together with any Appendices for his retention.\u003C\u002Fp>\n\n\u003Cp>(c) The Employer shall give the newly engaged employee a letter of\nappointment stating:\u003C\u002Fp>\n\n\u003Cp>1. Salary point\u003C\u002Fp>\n\n\u003Cp>2. Salary scale\u003C\u002Fp>\n\n\u003Cp>3. Probation period\u003C\u002Fp>\n\n\u003Cp>4. Department assigned\u003C\u002Fp>\n\n\u003Cp>5. Job title\u003C\u002Fp>\n\n\u003Cp>6. Effective Date\u003C\u002Fp>\n\n\u003Cp>(d) Unless informed in writing to the contrary, the employee who has\ncompleted his probationary period will be deemed to have been confirmed in the\nappointment.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4 - WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>(a) The standard hours of work for basic pay shall be Eight (8) hours a day\nand not exceed Forty (40) hours a week. The actual hours of work shall be\ndecided by the Company in accordance with the requirements of the work\nperformed and in agreement with the Local Branch of the Union but no employee\nshall be required to work continuously for longer than Five (5) hours without a\nrecognised period of rest.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Night Watchmen are excluded from the provisions of this article. They\nare engaged for Watchmen’s duties from 6.00 p.m. on one day until 6.00 a m.\nthe next day with a day off in a week.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5 - OVERTIME\u003C\u002Fh2>\n\n\u003Cp>(a) Whereas overtime is not compulsory, employees should be willing to do\nreasonable amount of overtime when the exigences of the work require it in\naccordance with Section 35 (3) of the Labour Act, 2003 (Act 651). Any employee\nrequired by Management to work in excess of the normal working hours per day\nshall be paid overtime in accordance with the following rates: -\u003C\u002Fp>\n\n\u003Cp>(b) For the purpose of calculating the rates on overtime, consolidated\nsalary divided by Twenty seven (27) days, divided by Eight (8) hours a day,\n(i.e. Monthly Salary divided by 27 divided by 8 = 1 time rate). \u003C\u002Fp>\n\n\u003Cp>(ii) Saturday\u002FSunday\u002FPublic Holiday - Double time (2x)\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6 - RATES OF PAY\u003C\u002Fh2>\n\n\u003Cp>(a) Employees who are covered by this Agreement shall receive the rate of\npay appropriate to their respective job classifications.\u003C\u002Fp>\n\n\u003Cp>(b) It is agreed that payment of salaries and wages be made monthly, but not\nlater than the last day of the month.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7 - ANNUAL INCREMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(a) Annual salary increment shall be granted at the beginning of the year\nbased on the previous year’s appraisals up to the limit of the scale,\nprovided the employee has not been advised in writing Two (2) months before the\nend of the salary year that his increment is being withheld because of\nunsatisfactory work and\u002For conduct.\u003C\u002Fp>\n\n\u003Cp>(b) Any employee who has completed Six (6) months continuous service at the\nend of the salary year shall be eligible for the annual salary increment in\naccordance with Clause (a) above.\u003C\u002Fp>\n\n\u003Cp>(c) If an employee's increment is withheld for unsatisfactory work and\u002For\nconduct, he\u002Fshe shall be informed of his\u002Fher shortcomings and the number of\nmonths for which his\u002Fher increment will be withheld.\u003C\u002Fp>\n\n\u003Cp>(d) Where an employee has remained at the top of his\u002Fher salary scale for\nTwo (2) years, he\u002Fshe shall be paid gratuity of half (14) of his\u002Fher monthly\nsalary every year, provided the employee has not been advised in writing Two\n(2) months before the end of the salary year that his\u002Fher increment is being\nwithheld because of unsatisfactory work and\u002For conduct.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 8 - LOANS\u002FSALARY ADVANCE\u003C\u002Fh2>\n\n\u003Cp>(a) Loans may on exceptional occasions be granted by the Employer who when\ninformed of the special circumstances attending the application for a loan,\nwill exercise discretion as to the size of the loan\u002Fsalary advance and period\nof repayment.\u003C\u002Fp>\n\n\u003Cp>(b) Salary advance not exceeding an employee's half (14) month’s basic\nsalary may be granted on or before the middle of the month to be deducted in\nfull at the end of the month.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9 - ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(a) Where an employee acts in a post of higher classification for a period\nnot less than Thirty (30) working days, he\u002Fshe shall be paid an Acting\nAllowance equivalent to the difference between the employee’s current salary\nand the\u003C\u002Fp>\n\n\u003Cp>minimum salary for the grade in which he\u002Fshe acted or Fifty percent (50%) of\nhis\u002Fher own salary, whichever is higher.\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee acts in a post of the same classification for a period\nnot less than Thirty (30) working days, he\u002Fshe shall be paid an Acting\nAllowance equivalent to Fifty percent (50%) of his\u002Fher own salary.\u003C\u002Fp>\n\n\u003Cp>(c) Where an employee performs the duties of a lower grade in addition to\nhis\u002Fher own duties satisfactorily for not less than Thirty (30) working days\ncontinuously he\u002Fshe shall be paid an Acting Allowance equivalent to Fifty\npercent (50%) of his\u002Fher own salary.\u003C\u002Fp>\n\n\u003Cp>(d) Trainees, however, shall be required to act in different posts for\nvarying periods and the work involved will be regarded as part of their\ntraining and will not therefore entitle them to this allowance.\u003C\u002Fp>\n\n\u003Cp>(e) The allowance shall be paid in lump sum at the end of the period. No\nemployee will be required to act continuously in a vacant post for a period\nexceeding Six (6) months. At the end of this period, he\u002Fshe shall be made\nsubstantive in the post.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10 - OUT-OF-STATION ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(a) Travelling on Duty within Ghana\u003C\u002Fp>\n\n\u003Cp>Where an employee is required by his\u002Fher work to spend the night away from\nhis\u002Fher recognised station of employment, and is not provided accommodation by\nthe Employer, he\u002Fshe shall be entitled to an all-inclusive out-of-station\nallowance of GHc 3O.OO (Thirty Ghana Cedis) per night.\u003C\u002Fp>\n\n\u003Cp>(b) Lunch Allowance on Day Return Trip\u003C\u002Fp>\n\n\u003Cp>Where an employee is required by his\u002Fher work to spend a day (during normal\nworking hours) beyond a distance of Forty (40) Kilometres away from his\u002Fher\nrecognised station of employment, and is unable to enjoy the Employer’s\ncanteen facilities, he\u002Fshe shall be entitled to a flat lunch al allowance of\nGHc 4.OO (Four Ghana Cedis) per day.\u003C\u002Fp>\n\n\u003Cp>(c) Travelling on duty outside Ghana\u003C\u002Fp>\n\n\u003Cp>Accountable imprest will be given to staff on a case-by-case basis.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11 - ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) An employee who has completed Twelve (12) consecutive calendar months’\nservice shall be granted paid annual leave according to the following\nscales:\u003C\u002Fp>\n\n\u003Cp>(i)1-5 years - 21 workingdays\u003C\u002Fp>\n\n\u003Cp>(ii) 6-10 years - 24 workingdays\u003C\u002Fp>\n\n\u003Cp>(iii)11 years andabove - 30 workingdays\u003C\u002Fp>\n\n\u003Cp>(b) On leaving the service of the Employer on grounds other than summary\ndismissal, the employee shall be granted earned leave not taken or payment\nin\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Temporary Transfer\u003C\u002Fp>\n\n\u003Cp>Where a transfer is not intended to extend beyond Three (3) months, the\nemployee shall be paid an out-of-station allowance in accordance with the\ncontents of Article 10. The Employer shall at the same time bear the cost of\nthe fare of the employee on transfer.\u003C\u002Fp>\n\n\u003Cp>(c) Departmental transfer may be affected at the discretion of\nManagement.\u003C\u002Fp>\n\n\u003Cp>(d) Repatriation\u003C\u002Fp>\n\n\u003Cp>On leaving the service of the Employer on grounds other than summary\ndismissal and resignation, the Employer shall pay the fares for the employee\nand his family as in Article 13 (a) (ii), and the cost of transportation of the\nemployee’s personal effects from his last station to the station in which he\nwas first engaged or his hometown in Ghana whichever is the shorter. The\nemployee shall avail himself of this benefit within Three (3) months of the\ndate of leaving the service in circumstances as described in this Article.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14 - TRAINING WITHIN INDUSTRY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>(a) The Employer undertakes to provide suitable means for the training of\nthe employees including Apprentices where such means will enable the employee\nto secure competency in the performance of their duties and fit them for\npromotion within the Company. Where an employee is required by the Employer to\ntake a course at a recognised educational establishment which requires time\noff, the Employer will afford the employee such time off with pay and the\nEmployer will undertake to bear the cost of such courses. Due note will also be\ntaken of any employee’s request to attend such course which would render the\napplicant more competent on the performance of his duties within the\nOrganisation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) An employee required to undertake training leading to higher appointment\nin the industry will be acquainted with the period of training and the grade to\nwhich he would be promoted on successful completion of his training. An\nemployee who undertakes to attend a course will adhere to the hours laid down\nfor such course and attend regularly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 15 - LEAVE OF ABSENCE FOR UNION ACTIVITY\u003C\u002Fh2>\n\n\u003Cp>Any employee elected to an office in the Union or as a delegate to any Union\nactivity necessitating leave of absence shall be granted such leave with pay.\nWritten notice for such leave giving the length of leave shall be given to the\nEmployer as far in advance as possible but in no event later than the day prior\nto the day such leave is to be effective. The length of the leave and its\nfrequency in the year should be determined on merits of individual cases.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16 - MEDICAL FACILITIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(a) The Employer shall provide free medical attention to all employees at\nthe Company’s designated Clinic or any Government recognised Hospitals or\nClinics in the area of employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>(b) The Employer shall also provide attention to employee’s family at the\nCompany’s Clinic or any Government recognised Hospitals or Clinics in the\narea of employment for a Spouse and six (6) Children below Twenty one (21)\nyears of age, however the total medical bill for the medical treatment\nenvisaged in this paragraph shall not exceed GHc 250.OO (Two hundred and fifty\nGhana Cedis) per employee within in One (1) calendar year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) Medical attention shall include:\u003C\u002Fp>\n\n\u003Cp>1. Drugs prescribed by the Doctor\u003C\u002Fp>\n\n\u003Cp>2. X-ray examination and laboratory tests\u003C\u002Fp>\n\n\u003Cp>3. Dental treatment not including provision of dentures\u003C\u002Fp>\n\n\u003Cp>4. Optical treatment not including provision of glasses\u002Fframes\u003C\u002Fp>\n\n\u003Cp>5. Ear treatment without provision of hearing aids\u003C\u002Fp>\n\n\u003Cp>6. Hospitalisation in a government hospital\u003C\u002Fp>\n\n\u003Cp>7. The cost of laboratory investigation in the process of diagnosis\u003C\u002Fp>\n\n\u003Cp>(d) The Employer shall renew the lenses of spectacles of employees who use\nsuch facilities every Two (2) years. The employer will also provide a subsidy\nof GHc 3O.OO (Thirty Ghana Cedis) for a new frame.\u003C\u002Fp>\n\n\u003Cp>(e) The provision of medical care shall not cover maternity treatment or\nself-inflicted disease, e.g.,\u003C\u002Fp>\n\n\u003Cp>(i) Sexually transmitted disease, injury or disease caused by misconduct on\nthe part of the staff.\u003C\u002Fp>\n\n\u003Cp>(ii) Chronic alcoholism or use of stimulants, drugs, narcotics, except as\nprescribed by a Physician.\u003C\u002Fp>\n\n\u003Cp>(iii) Unlawful acts or attempts, causing injuries.\u003C\u002Fp>\n\n\u003Cp>(iv) Diseases contracted while engaged on some other business or occupation\nother than that of the Employer.\u003C\u002Fp>\n\n\u003Cp>(f) The Employer shall also accept for its account the cost of vaccination\nand inoculation, which are required for business travel.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>(g) However the company shall register all employees and their dependant\nunder the National Health Insurance Scheme (NHIS).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cp>(h) The existing medical provisions that are being enjoyed by the employees\nand their dependants shall remain in operation and be used as an emergency\nfacility in case employees and their dependant visit the hospitals\u002Fpolyclinics\nand due to no fault of theirs they do not access medical facility at point of\ncall shall revert to the company for disbursement to the maximum of amount\nallowed for dependants.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 17 - SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>(a) An employee whose sickness is supported by a medical certificate issued\nby a Medical Practitioner shall be entitled to sick leave with pay in any one\nperiod of Twenty four (24) months as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(i) 1-3 years service-\u003C\u002Ftd>\n      \u003Ctd>2 monthsfullpay\n\n        \u003Cp>2months 3\u002F4 pay\u003C\u002Fp>\n\n        \u003Cp>2months 1\u002F2 pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(ii) 4 - 6 years service-\u003C\u002Ftd>\n      \u003Ctd>3 monthsfullpay\n\n        \u003Cp>3months 3\u002F4 pay\u003C\u002Fp>\n\n        \u003Cp>3months 14 pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(iii) 7 -10 years service-\u003C\u002Ftd>\n      \u003Ctd>4 monthsfullpay\n\n        \u003Cp>4months 3\u002F4 pay\u003C\u002Fp>\n\n        \u003Cp>4months 14 pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(iv) Over 10 years and above service -\u003C\u002Ftd>\n      \u003Ctd>5 monthsfullpay\n\n        \u003Cp>5months 3\u002F4 pay \u003C\u002Fp>\n\n        \u003Cp>5 months 14 pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) After the exhaustion of the above sick leave, the provisions of the\nNational Pension Scheme shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 18 - MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>1. A woman worker, on production of medical certifcate issued by a Medical\nPractitioner or a Midwife indicating the expected date of confinement, is\nentitled to a period of maternity leave of at least Twelve (12) weeks in\naddition to any period of annual leave she is entitled after her period\nconfinement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>2. A woman worker on maternity leave is entitled to be paid her full\nremuneration and other benefits to which she is otherwise entitled.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>3. The period of maternity leave may be extended for a least Two (2)\nadditional weeks where the confinement is abnormal or where in the course of\nthe same confinement Two (2) or more babies are born.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4. Where an illness, medically certified by a Medical Practitioner, is due\nto her pregnancy, the woman worker is entitled to additional leave as certified\nby the Medical Practitioner.\u003C\u002Fp>\n\n\u003Cp>5. Where an illness, medically certified by a Medical Practitioner, is due\nto her confinement the woman worker is entitled to an extension of the leave\nafter confinement as certified by the Medical Practitioner.\u003C\u002Fp>\n\n\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>6. A nursing mother (that is, a woman with a child suckling at her breast\nfor a period of not more than One (1) year) is entitled to interrupt her work\nfor an hour during working hours to nurse her baby.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>7. Interruptions of work by a nursing mother for the purpose of nursing baby\nshall be treated as working hours and paid for accordingly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>8. The Employer shall not dismiss a woman worker because of her absence from\nwork on maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 19 - DISCIPLINARY PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>(a) Written Warning\u003C\u002Fp>\n\n\u003Cp>(i) Where the services of an employee have not proved satisfactory or where\nan employee commits an offence which does not merit summary dismissal, the\nemployee shall be given a written query to explain why disciplinary action\nshould not be taken against him\u002Fher, before a written warning letter is given\nto him\u002Fher, if the explanation is not acceptable to Management. After Three (3)\nwarnings have been given in writing, a Fourth (4) offence or continued\nunsatisfactory service within a period of Twelve (12) months' service will give\nManagement the right to terminate the employment of the employee concerned.\u003C\u002Fp>\n\n\u003Cp>(ii) For the purpose of this Article, a Warning Letter shall cease to have\neffect after a period of Twelve (12) months.\u003C\u002Fp>\n\n\u003Cp>(iii) However, employees who wilfully commit the same offence will be\ntreated in accordance with their records even though they may have been\nineffective after Twelve (12) months from the date of warning.\u003C\u002Fp>\n\n\u003Cp>(b) Suspension \u002F Interdiction\u003C\u002Fp>\n\n\u003Cp>In the event of an employee committing an offence calculated to be gross\nmisconduct, which could not be proved at the time of the commission of the\noffence such employees shall be suspended pending further investigations.\nDuring the period of suspension from duty, the employee shall be paid at half\n(1\u002F2) rate of his basic monthly salary. If no case is proved against the\nemployee, he will be paid in full for the period. Alternative penalty for the\nabove offence shall be suspension without pay for stated period not exceeding\nFour (4) weeks.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20 - LEAVING THE SERVICE\u003C\u002Fh2>\n\n\u003Cp>1. Termination\u002FResiqnation Notice\u002FPay in Lieu of Notice\u003C\u002Fp>\n\n\u003Cp>(a) An employee who has not completed his probationary period on leaving the\nservice on grounds other than summary dismissal, shall give or be given Two (2)\nweeks notice or pay in lieu of notice. Pay in lieu of notice shall also apply\nwhere the probationer vacates his post.\u003C\u002Fp>\n\n\u003Cp>(b) An employee who has completed his probationary period shall be given or\ngive notice or pay in lieu of notice as follows:\u003C\u002Fp>\n\n\u003Cp>(i) After probation and up to Three (3) years continuous service - at least,\nTwo (2) weeks notice to expire not earlier than the last day of the current\nmonth or pay in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>(ii) After Three (3) years of continuous service - One (1) month notice or\npay in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>(c) Notice of termination of appointment or resignation shall be in\nwriting.\u003C\u002Fp>\n\n\u003Cp>(d) (i) No employee shall be discharged without cause.\u003C\u002Fp>\n\n\u003Cp>(ii) It is agreed that complaints requiring disciplinary action against any\nemployee covered by this Agreement will be dealt with on a mutual basis by the\nEmployer and the Union.\u003C\u002Fp>\n\n\u003Cp>2. Redundancy\u003C\u002Fp>\n\n\u003Cp>(a) Where for one reason or another, an Employer is compelled to declare any\nnumber of employees redundant, the Employer shall, in accordance with the\nLabour Act, 2003 (Act 651) shall give not later than Three (3) calendar months\nnotice to the Union of such action and any other action it proposes to take in\nconnection therewith. All redundancies shall be conducted by the Standing\nNegotiating Committee in accordance with the redundancy procedures, guidelines\nand laws in force in Ghana.\u003C\u002Fp>\n\n\u003Cp>(b) Notice to the individual employee shall constitute notice of termination\nof employment. If there is insufficient work available for the employee to\ncomplete his period of notice, he\u002Fshe will be paid in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>(c) Selection of employees whose services are to be terminated owing to\nredundancy shall be determined on the basis of “first in last out” and\ncompetence all things being equal.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(d) Any employee in the service of the Company who is declared redundant\nwill receive payment as follows:\u003C\u002Fp>\n\n\u003Cp>(i) Two (2) months’ salary for each year of service and prorata of a\nfraction of a year’s service. The Employer shall however endeavour to make\nadditional payments upon consultation with the Union and within the\nEmployer’s ability.\u003C\u002Fp>\n\n\u003Cp>(e) In this Article \"Salary” or “Wage” means the basic salary or wages\nthe employee was entitled to receive in the month he ceased to be employed on\nthe ground that he is redundant.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(f) In the case of a daily-rated employee the monthly wages shall be the\nbasic wage he is entitled to receive the day he ceased to be employed on the\nground that he is redundant multiplied by Twenty seven (27).\u003C\u002Fp>\n\n\u003Cp>3.An employee leaving the service under summary dismissal shall not be\ngiven\u003C\u002Fp>\n\n\u003Cp>notice or pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>4. Retirement Superannuation\u003C\u002Fp>\n\n\u003Cp>(i) An employee who attains the age of superannuation shall retire or be\nretired in accordance with the Employer's rules and regulations covering\nretirement. But where no such rules or regulations exist the Voluntary\nRetirement age shall be Fifty five (55) years for both Male and Female\nemployees.\u003C\u002Fp>\n\n\u003Cp>(ii) Compulsory Retirement age shall be Sixty (60) years for both Male and\nFemale employees. Employees shall be entitled to the benefits provided under\nthe National Pension Scheme and pay for any accrued leave.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 21 - INCENTIVE BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>In an endeavour to raise productivity, the Employer may institute Incentive\nBonus to cover classes of employees where applicable. This will take the form\nof cash payment for higher output.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 22 - NIGHT SHIFT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Any employee other than a Watchman required to work night shift i.e., from\n10.00 p.m. to 6.00 a.m. the following day shall be entitled to a Nigh Shift\nAllowance of Twenty five (25%) of employees daily pay for each night duty.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23-UNIFORM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Where the Employer directs that the nature of the work required the employee\nto wear uniform in the interest of the business, uniform will be provided and\nmaintained at the expense of Employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 24 - PROMOTION\u003C\u002Fh2>\n\n\u003Cp>Promotion to higher grades shall be by merit. Where employees are considered\nsuitable by the Employer to take up vacancies in higher grades within the\nestablishment they shall be given prior consideration. The Employer shall\nconsult the Union on all matters of promotion.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 25 - CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>On resignation or retirement of an employee from the service of an Employer,\nCertificate of Service will be awarded to the deserving employee.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26 - UNION NOTICE BOARD\u003C\u002Fh2>\n\n\u003Cp>The Employer shall provide space for Notice Board to be placed on the\npremises of the Employer for the use of the Trade Union for the information of\ntheir members.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 27 - ESTABLISHMENT LIST\u003C\u002Fh2>\n\n\u003Cp>The Employer shall allow the Union official not below the rank of\nChairman\u002FSecretary of the Local Union to sight up-to-date Establishment List in\norder to resolve any dispute regarding grading of an employee.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 28 - UNION MEMBERSHIP\u002FCHECK OFF\u003C\u002Fh2>\n\n\u003Cp>(a) Any employee who is covered by this Agreement shall be deemed to be a\nmember of the Union to the extent of paying membership dues and any general\nassessment uniformly levied against all Union members.\u003C\u002Fp>\n\n\u003Cp>(b) The Employer undertakes to deduct the Union dues from the employee’s\nsalary\u002Fwage as notified to him in writing by the Union and to pay such amount\ndeducted to the Union.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 29 - ABSENCE FROM WORK\u003C\u002Fh2>\n\n\u003Cp>(a) In the event of any employee covered by this Agreement absents himself\nfrom work without permission he shall be queried and if a satisfactory answer\nis not given within Two (2) days he\u002Fshe shall be given a Warning Letter.\u003C\u002Fp>\n\n\u003Cp>(b) An employee absenting himself\u002Fherself for a consecutive period of Seven\n(7) days without any information whatsoever shall be regarded as having\nrepudiated his contract of employment with the Employer.\u003C\u002Fp>\n\n\u003Cp>(c) An employee deemed to have repudiated his employment contract as above\nmay appeal to the Management, and if the Management are satisfied that\nunavoidable circumstances prevented him from returning to duty or notifying his\nabsence, they may at their discretion reinstate him in the service.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 30 - INDIVIDUAL CONTRACTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>An employee covered by this Agreement shall not be compelled to enter into a\ndifferent contract of employment to worsen the conditions as laid down in this\nAgreement. But where the nature of the responsibility requires a guarantee, the\nmatter shall be discussed with the Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 31 - INDUSTRIAL INJURY\u002FDISEASE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>(a) All workers covered by this Agreement shall be covered by the\nWorkmen’s Compensation Law of 1987 (PNDLC.187)\u003C\u002Fp>\n\n\u003Cp>(b) The Employer shall invite the Company’s Doctor to examine and\ndetermine hazardous environments and advise accordingly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 32 - GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>Step 1:In the event of any grievance, the employee should as a first step,\ntake the matter up with his immediate Supervisor\u002FForeman\u002FSectional Head. If he\ndoes not obtain satisfaction, he may ask for his Shop Steward\u002FLocal Union\nSecretary to present his case.\u003C\u002Fp>\n\n\u003Cp>Step 2: If the matter remains unresolved, the Shop Steward\u002FLocal Union\nSecretary will take the matter up with the Sectional Manager. If no progress is\nmade at this stage, the Local Union Secretary shall take the matter up with the\nPersonnel Manager.\u003C\u002Fp>\n\n\u003Cp>Step 3: If the matter remains unresolved, the Local Secretary will inform\nthe Regional Industrial Relations Officer of the Union who will arrange to meet\nthe Management and endeavour to settle the issue.\u003C\u002Fp>\n\n\u003Cp>Step 4: If after Step 3 above, the matter still remains unresolved the Union\nwill summon the Standing Negotiating Committee to meet and endeavour to reach\nagreement.\u003C\u002Fp>\n\n\u003Cp>Step 5: If the Committee fails to resolve the matter the dispute may be\nreported to the National Labour Commission which shall endeavour to resolve the\ndispute as provided under Section 154 of the Labour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 33 - FRUSTRATED WORK\u003C\u002Fh2>\n\n\u003Cp>Where an employee reports for duty on his normal working day but he is\nordered to stop work by the Employer or any person in the authority of the\nEmployer before the employee completes the day’s full hours’ work due to no\nfault of the employee, he shall receive the full pay for the day.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 34 - LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cp>10 years continuous service - A Certificateplus Cash gift of GHc 1OO.OO plus\n21”Colour TV.\u003C\u002Fp>\n\n\u003Cp>15 years continuous service - A Certificateplus Cash gift of GHc 12O.OO plus\n2.5 litres large size fridge.\u003C\u002Fp>\n\n\u003Cp>20 years continuous service - A Certificateplus cash gift of GHc 2OO.OO plus\ndouble door fridge.\u003C\u002Fp>\n\n\u003Cp>25 years continuous service - A Certificateplus a cash gift of GHc 25O.OO\nplus large size deep freezer.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 35 - FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) In the event of the death of an employee, the Employer will provide a\nCoffin and transport to convey the dead body to its hometown or place of burial\nwithin Ghana. In addition, the Employer shall donate an amount of GHc 7OO.OO\n(Seven Hundred Ghana Cedis) to the bereaved family.\u003C\u002Fp>\n\n\u003Cp>(b) Also a reasonable number of employees will be allowed to accompany the\ncorpse of the deceased employee for burial.\u003C\u002Fp>\n\n\u003Cp>(c) In the event of the death of a Spouse or Child of an employee, the\nEmployer shall give cash donation of GHc 3OO.OO (Three Hundred Ghana Cedis) to\nthe bereaved employee to defray part of the funeral expenses.\u003C\u002Fp>\n\n\u003Cp>(d)In the event of the death of a Father or Mother of an employee, a cash\ndonation of GHc 15O.OO (One Hundred and Fifty Ghana Cedis) shall be made to the\nemployee to defray part of the funeral expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 36 - PROVIDENT FUND\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(a) The Employer shall endeavour to institute a Provident Fund Scheme on\nbehalf of the employees into which the Employer shall contribute Ten percent\n(10%) of the employee’s salary and the employee contributing Ten percent\n(10%) of his basic salary towards the fund every month.\u003C\u002Fp>\n\n\u003Cp>(b) A Board of Trustee shall be instituted to administer the Provident Fund\nScheme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 37 - HOUSING SCHEME\u003C\u002Fh2>\n\n\u003Cp>(a) The Company shall endeavour to provide houses for the employees covered\nby this Agreement where applicable.\u003C\u002Fp>\n\n\u003Cp>(b) The Company shall endeavour to provide housing loans for employees who\nhave been in the service of the Employer for Ten (10) years and above subject\nto availability of funds and guaranteed by the Provident Fund Contribution.\u003C\u002Fp>\n\n\u003Cp>(c) There shall be a Committee comprising of representatives of both the\nEmployer and the employees, which will administer the rules and regulations for\nthe implementation of the Scheme.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 38 - RENEWAL OF COMPANY DRIVERS LICENCE\u003C\u002Fh2>\n\n\u003Cp>The Employer shall renew Driving License of every Company Driver including\nthe Mechanics who are authorised to drive company vehicles at no cost to such\nemployees when the Driving Licenses expire.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 39 - RESPONSIBILITY OF PARTIES OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>(a) Nothing in this Agreement will worsen existing terms and conditions of\nservice of any individual employee.\u003C\u002Fp>\n\n\u003Cp>(b) If the interpretation of any part of this Agreement is in dispute and\nthe dispute cannot be resolved by the Standing Negotiating Committee, the terms\nshall be treated in accordance with the appropriate section of the Constitution\nof the Committee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed on behalf of GHANA HEAVY EQUIPEMENT LIMITED\u003C\u002Fp>\n\n\u003Cp>Chief Executive Officier\u003C\u002Fp>\n\n\u003Cp>Production Support Service Manager\u003C\u002Fp>\n\n\u003Cp>IT\u002FShipping manager\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed on behalf of UNION\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>KETTING (LOCAL SECRETARY - GHEL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATE: 13 - 04 - 2010\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JUNIOR STAFF SALARIES\u002FWAGES EFFECTIVE FEB 2010\u003C\u002Fp>\n\n\u003Cp>ARTISANS AND TECHNICAL GRADES\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE\u003C\u002Ftd>\n      \u003Ctd>YEAR\u003C\u002Ftd>\n      \u003Ctd>PER ANUM\u003C\u002Ftd>\n      \u003Ctd>PER MONTH\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MF\n\n        \u003Cp>MECHANIC FOREMAN\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1ST YEAR\n\n        \u003Cp>2ND YEAR\u003C\u002Fp>\n\n        \u003Cp>3RD YEAR\u003C\u002Fp>\n\n        \u003Cp>4TH YEAR\u003C\u002Fp>\n\n        \u003Cp>5TH YEAR\u003C\u002Fp>\n\n        \u003Cp>6TH YEAR\u003C\u002Fp>\n\n        \u003Cp>7TH YEAR\u003C\u002Fp>\n\n        \u003Cp>8TH YEAR\u003C\u002Fp>\n\n        \u003Cp>9TH YEAR\u003C\u002Fp>\n\n        \u003Cp>10TH YEAR\u003C\u002Fp>\n\n        \u003Cp>11TH YEAR\u003C\u002Fp>\n\n        \u003Cp>12TH YEAR\u003C\u002Fp>\n\n        \u003Cp>13TH YEAR\u003C\u002Fp>\n\n        \u003Cp>14TH YEAR\u003C\u002Fp>\n\n        \u003Cp>15TH YEAR\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,947.38\n\n        \u003Cp>2,997.18\u003C\u002Fp>\n\n        \u003Cp>3,046.98\u003C\u002Fp>\n\n        \u003Cp>3,096.7\u003C\u002Fp>\n\n        \u003Cp>3,146.57\u003C\u002Fp>\n\n        \u003Cp>3,196.37\u003C\u002Fp>\n\n        \u003Cp>3,246.16\u003C\u002Fp>\n\n        \u003Cp>3,295.96\u003C\u002Fp>\n\n        \u003Cp>3,345.71\u003C\u002Fp>\n\n        \u003Cp>3,395.51\u003C\u002Fp>\n\n        \u003Cp>3,427.61\u003C\u002Fp>\n\n        \u003Cp>3,459.71\u003C\u002Fp>\n\n        \u003Cp>3,491.71\u003C\u002Fp>\n\n        \u003Cp>3,523.81\u003C\u002Fp>\n\n        \u003Cp>3,555.91\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>245.62\n\n        \u003Cp>249.77\u003C\u002Fp>\n\n        \u003Cp>253.91\u003C\u002Fp>\n\n        \u003Cp>258.06\u003C\u002Fp>\n\n        \u003Cp>262.21\u003C\u002Fp>\n\n        \u003Cp>266.36\u003C\u002Fp>\n\n        \u003Cp>270.51\u003C\u002Fp>\n\n        \u003Cp>274.66\u003C\u002Fp>\n\n        \u003Cp>278.81\u003C\u002Fp>\n\n        \u003Cp>282.96\u003C\u002Fp>\n\n        \u003Cp>285.64\u003C\u002Fp>\n\n        \u003Cp>288.31\u003C\u002Fp>\n\n        \u003Cp>290.98\u003C\u002Fp>\n\n        \u003Cp>293.66\u003C\u002Fp>\n\n        \u003Cp>296.33\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>NOTE\u003C\u002Fp>\n\n\u003Cp>1. APPRENTICES: Include Student Mechanics\u003C\u002Fp>\n\n\u003Cp>2.ARTISAN FOREMAN (*): Career stops at this level\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JUNIOR STAFF SALARIES\u002FWAGES EFFECTIVE FEB 2010\u003C\u002Fp>\n\n\u003Cp>ARTISANS AND TECHNICAL GRADES\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE\u003C\u002Ftd>\n      \u003Ctd>YEAR\u003C\u002Ftd>\n      \u003Ctd>PER ANNUM\u003C\u002Ftd>\n      \u003Ctd>PER MONTH\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ml\n\n        \u003Cp>MECHANIC l\u003C\u002Fp>\n\n        \u003Cp>CRAFTMAN\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1ST YEAR\n\n        \u003Cp>2ND YEAR\u003C\u002Fp>\n\n        \u003Cp>3RD YEAR\u003C\u002Fp>\n\n        \u003Cp>4TH YEAR\u003C\u002Fp>\n\n        \u003Cp>5TH YEAR\u003C\u002Fp>\n\n        \u003Cp>6TH YEAR\u003C\u002Fp>\n\n        \u003Cp>7TH YEAR\u003C\u002Fp>\n\n        \u003Cp>8TH YEAR\u003C\u002Fp>\n\n        \u003Cp>9TH YEAR\u003C\u002Fp>\n\n        \u003Cp>10TH YEAR\u003C\u002Fp>\n\n        \u003Cp>11TH YEAR\u003C\u002Fp>\n\n        \u003Cp>12TH YEAR\u003C\u002Fp>\n\n        \u003Cp>13TH YEAR\u003C\u002Fp>\n\n        \u003Cp>14TH YEAR\u003C\u002Fp>\n\n        \u003Cp>15TH YEAR\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,819.7\n\n        \u003Cp>1.855.2\u003C\u002Fp>\n\n        \u003Cp>1,890.99\u003C\u002Fp>\n\n        \u003Cp>1,926.62\u003C\u002Fp>\n\n        \u003Cp>1,962.26\u003C\u002Fp>\n\n        \u003Cp>1,997.90\u003C\u002Fp>\n\n        \u003Cp>2,033.54\u003C\u002Fp>\n\n        \u003Cp>2,069.18\u003C\u002Fp>\n\n        \u003Cp>2,104.81\u003C\u002Fp>\n\n        \u003Cp>2,140.46\u003C\u002Fp>\n\n        \u003Cp>2,163.42\u003C\u002Fp>\n\n        \u003Cp>2,186.38\u003C\u002Fp>\n\n        \u003Cp>2,209.34\u003C\u002Fp>\n\n        \u003Cp>2,232.30\u003C\u002Fp>\n\n        \u003Cp>2,255.26\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>178.08\n\n        \u003Cp>180.83\u003C\u002Fp>\n\n        \u003Cp>183.48\u003C\u002Fp>\n\n        \u003Cp>186.32\u003C\u002Fp>\n\n        \u003Cp>189.06\u003C\u002Fp>\n\n        \u003Cp>191.81\u003C\u002Fp>\n\n        \u003Cp>194.56\u003C\u002Fp>\n\n        \u003Cp>197.30\u003C\u002Fp>\n\n        \u003Cp>200.05\u003C\u002Fp>\n\n        \u003Cp>202.79\u003C\u002Fp>\n\n        \u003Cp>204.56\u003C\u002Fp>\n\n        \u003Cp>206.33\u003C\u002Fp>\n\n        \u003Cp>208.10\u003C\u002Fp>\n\n        \u003Cp>209.87\u003C\u002Fp>\n\n        \u003Cp>211.64\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\n        \u003Cp>SM\u003C\u002Fp>\n\n        \u003Cp>SNR MECHANIC\u003C\u002Fp>\n\n        \u003Cp>ARTISAN FOREMAN\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>1ST YEAR\u003C\u002Fp>\n\n        \u003Cp>2ND YEAR\u003C\u002Fp>\n\n        \u003Cp>3RD YEAR\u003C\u002Fp>\n\n        \u003Cp>4TH YEAR\u003C\u002Fp>\n\n        \u003Cp>5TH YEAR\u003C\u002Fp>\n\n        \u003Cp>6TH YEAR\u003C\u002Fp>\n\n        \u003Cp>7TH YEAR\u003C\u002Fp>\n\n        \u003Cp>8TH YEAR\u003C\u002Fp>\n\n        \u003Cp>9TH YEAR\u003C\u002Fp>\n\n        \u003Cp>10TH YEAR\u003C\u002Fp>\n\n        \u003Cp>11TH YEAR\u003C\u002Fp>\n\n        \u003Cp>12TH YEAR\u003C\u002Fp>\n\n        \u003Cp>13TH YEAR\u003C\u002Fp>\n\n        \u003Cp>14TH YEAR\u003C\u002Fp>\n\n        \u003Cp>15TH YEAR\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>GH0\n\n        \u003Cp>2,136.94\u003C\u002Fp>\n\n        \u003Cp>2,169.90\u003C\u002Fp>\n\n        \u003Cp>2,201.76\u003C\u002Fp>\n\n        \u003Cp>2,235.81\u003C\u002Fp>\n\n        \u003Cp>2,268.76\u003C\u002Fp>\n\n        \u003Cp>2,301.72\u003C\u002Fp>\n\n        \u003Cp>2,334.66\u003C\u002Fp>\n\n        \u003Cp>2,367.62\u003C\u002Fp>\n\n        \u003Cp>2,400.56\u003C\u002Fp>\n\n        \u003Cp>2,433.51\u003C\u002Fp>\n\n        \u003Cp>2,454.74\u003C\u002Fp>\n\n        \u003Cp>2,475.97\u003C\u002Fp>\n\n        \u003Cp>2,497.23\u003C\u002Fp>\n\n        \u003Cp>2.518.43\u003C\u002Fp>\n\n        \u003Cp>2,539.65\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>GH0\n\n        \u003Cp>178.08\u003C\u002Fp>\n\n        \u003Cp>180.83\u003C\u002Fp>\n\n        \u003Cp>183.48\u003C\u002Fp>\n\n        \u003Cp>186.32\u003C\u002Fp>\n\n        \u003Cp>189.06\u003C\u002Fp>\n\n        \u003Cp>191.81\u003C\u002Fp>\n\n        \u003Cp>194.56\u003C\u002Fp>\n\n        \u003Cp>197.30\u003C\u002Fp>\n\n        \u003Cp>200.05\u003C\u002Fp>\n\n        \u003Cp>202.79\u003C\u002Fp>\n\n        \u003Cp>204.56\u003C\u002Fp>\n\n        \u003Cp>206.33\u003C\u002Fp>\n\n        \u003Cp>208.10\u003C\u002Fp>\n\n        \u003Cp>209.87\u003C\u002Fp>\n\n        \u003Cp>211.64\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JUNIOR STAFF SALARIES\u002FWAGES EFFECTIVE FEBRUARY, 2010\u003C\u002Fp>\n\n\u003Cp>CLERICAL\u002FADMIN GRADES\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE\u003C\u002Ftd>\n      \u003Ctd>YEAR\u003C\u002Ftd>\n      \u003Ctd>PER ANNUM\u003C\u002Ftd>\n      \u003Ctd>PER MONTH\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SNR CLERICAL 1\n\n        \u003Cp>STENOGRAPHER 1\u003C\u002Fp>\n\n        \u003Cp>SNR ACCOUNTS 1\u003C\u002Fp>\n\n        \u003Cp>STOREKEEPER 1\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1ST YEAR\n\n        \u003Cp>2ND YEAR\u003C\u002Fp>\n\n        \u003Cp>3RD YEAR\u003C\u002Fp>\n\n        \u003Cp>4TH YEAR\u003C\u002Fp>\n\n        \u003Cp>5TH YEAR\u003C\u002Fp>\n\n        \u003Cp>6TH YEAR\u003C\u002Fp>\n\n        \u003Cp>7TH YEAR\u003C\u002Fp>\n\n        \u003Cp>8TH YEAR\u003C\u002Fp>\n\n        \u003Cp>9TH YEAR\u003C\u002Fp>\n\n        \u003Cp>10TH YEAR\u003C\u002Fp>\n\n        \u003Cp>11TH YEAR\u003C\u002Fp>\n\n        \u003Cp>I2TH YEAR\u003C\u002Fp>\n\n        \u003Cp>13TH YEAR\u003C\u002Fp>\n\n        \u003Cp>14TH YEAR\u003C\u002Fp>\n\n        \u003Cp>15TH YEAR\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,947.38\n\n        \u003Cp>2,997.17\u003C\u002Fp>\n\n        \u003Cp>3,046.96\u003C\u002Fp>\n\n        \u003Cp>3,096.74\u003C\u002Fp>\n\n        \u003Cp>3,146.54\u003C\u002Fp>\n\n        \u003Cp>3,196.30\u003C\u002Fp>\n\n        \u003Cp>3,246.10\u003C\u002Fp>\n\n        \u003Cp>3,295.89\u003C\u002Fp>\n\n        \u003Cp>3,345.67\u003C\u002Fp>\n\n        \u003Cp>3,395.47\u003C\u002Fp>\n\n        \u003Cp>3,432.51\u003C\u002Fp>\n\n        \u003Cp>3,469.54\u003C\u002Fp>\n\n        \u003Cp>3,506.59\u003C\u002Fp>\n\n        \u003Cp>3,543.63\u003C\u002Fp>\n\n        \u003Cp>3,580.67\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>245.62\n\n        \u003Cp>249.76\u003C\u002Fp>\n\n        \u003Cp>253.91\u003C\u002Fp>\n\n        \u003Cp>258.06\u003C\u002Fp>\n\n        \u003Cp>262.21\u003C\u002Fp>\n\n        \u003Cp>266.36\u003C\u002Fp>\n\n        \u003Cp>270.51\u003C\u002Fp>\n\n        \u003Cp>274.66\u003C\u002Fp>\n\n        \u003Cp>278.81\u003C\u002Fp>\n\n        \u003Cp>282.96\u003C\u002Fp>\n\n        \u003Cp>286.04\u003C\u002Fp>\n\n        \u003Cp>289.13\u003C\u002Fp>\n\n        \u003Cp>292.22\u003C\u002Fp>\n\n        \u003Cp>295.30\u003C\u002Fp>\n\n        \u003Cp>298.39\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JUNIOR STAFF SALAR1ES\u002FWAGES EFFECTIVE FEBRUARY, 2010\u003C\u002Fp>\n\n\u003Cp>CLERICAL\u002FADMIN GRADES\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE\u003C\u002Ftd>\n      \u003Ctd>YEAR\u003C\u002Ftd>\n      \u003Ctd>PER ANNUM\u003C\u002Ftd>\n      \u003Ctd>PER MONH\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CLERICAL 1\n\n        \u003Cp>ACCOUNTS 1\u003C\u002Fp>\n\n        \u003Cp>STORES 1\u003C\u002Fp>\n\n        \u003Cp>SNR. TYPIST\u003C\u002Fp>\n\n        \u003Cp>DRIVER 1\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1ST YEAR\n\n        \u003Cp>2ND YEAR\u003C\u002Fp>\n\n        \u003Cp>3RD YEAR\u003C\u002Fp>\n\n        \u003Cp>4TH YEAR\u003C\u002Fp>\n\n        \u003Cp>5TH YEAR\u003C\u002Fp>\n\n        \u003Cp>6TH YEAR\u003C\u002Fp>\n\n        \u003Cp>7TH YEAR\u003C\u002Fp>\n\n        \u003Cp>8TH YEAR\u003C\u002Fp>\n\n        \u003Cp>9TH YEAR\u003C\u002Fp>\n\n        \u003Cp>10TH YEAR\u003C\u002Fp>\n\n        \u003Cp>I1TH YEAR\u003C\u002Fp>\n\n        \u003Cp>12TH YEAR\u003C\u002Fp>\n\n        \u003Cp>13TH YEAR\u003C\u002Fp>\n\n        \u003Cp>14TH YEAR\u003C\u002Fp>\n\n        \u003Cp>15TH YEAR\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,876.26\n\n        \u003Cp>1,917.11\u003C\u002Fp>\n\n        \u003Cp>1,957.98\u003C\u002Fp>\n\n        \u003Cp>2,005.55\u003C\u002Fp>\n\n        \u003Cp>2,039.70\u003C\u002Fp>\n\n        \u003Cp>2,056.78\u003C\u002Fp>\n\n        \u003Cp>2,080.56\u003C\u002Fp>\n\n        \u003Cp>2,162.28\u003C\u002Fp>\n\n        \u003Cp>2,203.14\u003C\u002Fp>\n\n        \u003Cp>2,244.00\u003C\u002Fp>\n\n        \u003Cp>2,270.32\u003C\u002Fp>\n\n        \u003Cp>2,296.64\u003C\u002Fp>\n\n        \u003Cp>2,322.96\u003C\u002Fp>\n\n        \u003Cp>2,349.28\u003C\u002Fp>\n\n        \u003Cp>2,375.60\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>156.35\n\n        \u003Cp>159.76\u003C\u002Fp>\n\n        \u003Cp>163.16\u003C\u002Fp>\n\n        \u003Cp>167.13\u003C\u002Fp>\n\n        \u003Cp>169.97\u003C\u002Fp>\n\n        \u003Cp>171.40\u003C\u002Fp>\n\n        \u003Cp>173.38\u003C\u002Fp>\n\n        \u003Cp>180.19\u003C\u002Fp>\n\n        \u003Cp>183.59\u003C\u002Fp>\n\n        \u003Cp>187.00\u003C\u002Fp>\n\n        \u003Cp>189.19\u003C\u002Fp>\n\n        \u003Cp>191.39\u003C\u002Fp>\n\n        \u003Cp>193.58\u003C\u002Fp>\n\n        \u003Cp>195.77\u003C\u002Fp>\n\n        \u003Cp>197.97\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SNR CLERICAL 2\n\n        \u003Cp>STENOGRAPHER 2\u003C\u002Fp>\n\n        \u003Cp>SNR ACCOUNTS 2\u003C\u002Fp>\n\n        \u003Cp>STOREKEEPER 2\u003C\u002Fp>\n\n        \u003Cp>SENIOR DRIVER\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1ST YEAR\n\n        \u003Cp>2ND YEAR\u003C\u002Fp>\n\n        \u003Cp>3RD YEAR\u003C\u002Fp>\n\n        \u003Cp>4TH YEAR\u003C\u002Fp>\n\n        \u003Cp>5TH YEAR\u003C\u002Fp>\n\n        \u003Cp>6TH YEAR\u003C\u002Fp>\n\n        \u003Cp>7TH YEAR\u003C\u002Fp>\n\n        \u003Cp>8TH YEAR\u003C\u002Fp>\n\n        \u003Cp>9TH YEAR\u003C\u002Fp>\n\n        \u003Cp>10TH YEAR\u003C\u002Fp>\n\n        \u003Cp>1 1TH YEAR\u003C\u002Fp>\n\n        \u003Cp>12TH YEAR\u003C\u002Fp>\n\n        \u003Cp>13TH YEAR\u003C\u002Fp>\n\n        \u003Cp>14TH YEAR\u003C\u002Fp>\n\n        \u003Cp>15TH YEAR\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,103.99\n\n        \u003Cp>2,167.11\u003C\u002Fp>\n\n        \u003Cp>2,201.78\u003C\u002Fp>\n\n        \u003Cp>2,237.02\u003C\u002Fp>\n\n        \u003Cp>2,272.81\u003C\u002Fp>\n\n        \u003Cp>2,309.16\u003C\u002Fp>\n\n        \u003Cp>2,346J11\u003C\u002Fp>\n\n        \u003Cp>2,383.65\u003C\u002Fp>\n\n        \u003Cp>2,421.78\u003C\u002Fp>\n\n        \u003Cp>2,460.54\u003C\u002Fp>\n\n        \u003Cp>2,485.50\u003C\u002Fp>\n\n        \u003Cp>2,510.46\u003C\u002Fp>\n\n        \u003Cp>2,535.42\u003C\u002Fp>\n\n        \u003Cp>2,560.38\u003C\u002Fp>\n\n        \u003Cp>2,585.34\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>175.33\n\n        \u003Cp>180.59\u003C\u002Fp>\n\n        \u003Cp>183.48\u003C\u002Fp>\n\n        \u003Cp>186.42\u003C\u002Fp>\n\n        \u003Cp>189.40\u003C\u002Fp>\n\n        \u003Cp>192.43\u003C\u002Fp>\n\n        \u003Cp>195.51\u003C\u002Fp>\n\n        \u003Cp>198.64\u003C\u002Fp>\n\n        \u003Cp>201.82\u003C\u002Fp>\n\n        \u003Cp>205.04\u003C\u002Fp>\n\n        \u003Cp>207.12\u003C\u002Fp>\n\n        \u003Cp>209.20\u003C\u002Fp>\n\n        \u003Cp>211.28\u003C\u002Fp>\n\n        \u003Cp>213.36\u003C\u002Fp>\n\n        \u003Cp>215.44\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JUNIOR STAFF SALARIES\u002FWAGES EFFECTIVE FEBRUARY, 2010\u003C\u002Fp>\n\n\u003Cp>CLERICAL\u002FADMIN GRADES\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE\u003C\u002Ftd>\n      \u003Ctd>YEAR\u003C\u002Ftd>\n      \u003Ctd>PER ANNUM\u003C\u002Ftd>\n      \u003Ctd>PER MONTH\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CLERICAL 3\n\n        \u003Cp>ACCOUNTS 3\u003C\u002Fp>\n\n        \u003Cp>STORES 3\u003C\u002Fp>\n\n        \u003Cp>TYPIST 2\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1ST YEAR\n\n        \u003Cp>2ND YEAR\u003C\u002Fp>\n\n        \u003Cp>3RD YEAR\u003C\u002Fp>\n\n        \u003Cp>4TH YEAR\u003C\u002Fp>\n\n        \u003Cp>5TH YEAR\u003C\u002Fp>\n\n        \u003Cp>6TH YEAR\u003C\u002Fp>\n\n        \u003Cp>7TH YEAR\u003C\u002Fp>\n\n        \u003Cp>8TH YEAR\u003C\u002Fp>\n\n        \u003Cp>9TH YEAR\u003C\u002Fp>\n\n        \u003Cp>10TH YEAR\u003C\u002Fp>\n\n        \u003Cp>1 1TH YEAR\u003C\u002Fp>\n\n        \u003Cp>12TH YEAR\u003C\u002Fp>\n\n        \u003Cp>13TH YEAR\u003C\u002Fp>\n\n        \u003Cp>14TH YEAR\u003C\u002Fp>\n\n        \u003Cp>15TH YEAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,355.26\n\n        \u003Cp>1,387.90\u003C\u002Fp>\n\n        \u003Cp>1,420.57\u003C\u002Fp>\n\n        \u003Cp>1,453.23\u003C\u002Fp>\n\n        \u003Cp>1,485.89\u003C\u002Fp>\n\n        \u003Cp>1,518.55\u003C\u002Fp>\n\n        \u003Cp>1,551.21\u003C\u002Fp>\n\n        \u003Cp>1,583.88\u003C\u002Fp>\n\n        \u003Cp>1,616.54\u003C\u002Fp>\n\n        \u003Cp>1,649.19\u003C\u002Fp>\n\n        \u003Cp>1,670.23\u003C\u002Fp>\n\n        \u003Cp>1,691.27\u003C\u002Fp>\n\n        \u003Cp>1,712.31\u003C\u002Fp>\n\n        \u003Cp>1,733.35\u003C\u002Fp>\n\n        \u003Cp>1,754.39\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1 12.94\n\n        \u003Cp>1 15.66\u003C\u002Fp>\n\n        \u003Cp>118.38\u003C\u002Fp>\n\n        \u003Cp>121.10\u003C\u002Fp>\n\n        \u003Cp>123.82\u003C\u002Fp>\n\n        \u003Cp>126.55\u003C\u002Fp>\n\n        \u003Cp>129.27\u003C\u002Fp>\n\n        \u003Cp>131.99\u003C\u002Fp>\n\n        \u003Cp>134.71\u003C\u002Fp>\n\n        \u003Cp>137.43\u003C\u002Fp>\n\n        \u003Cp>139.19\u003C\u002Fp>\n\n        \u003Cp>140.94\u003C\u002Fp>\n\n        \u003Cp>142.69\u003C\u002Fp>\n\n        \u003Cp>144.45\u003C\u002Fp>\n\n        \u003Cp>146.20\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CLERICAL 2\n\n        \u003Cp>ACCOUNTS 2\u003C\u002Fp>\n\n        \u003Cp>STORES 2\u003C\u002Fp>\n\n        \u003Cp>TYPIST 1\u003C\u002Fp>\n\n        \u003Cp>DRIVER 2\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1ST YEAR\n\n        \u003Cp>2ND YEAR\u003C\u002Fp>\n\n        \u003Cp>3RD YEAR\u003C\u002Fp>\n\n        \u003Cp>4TH YEAR\u003C\u002Fp>\n\n        \u003Cp>5TH YEAR\u003C\u002Fp>\n\n        \u003Cp>6TH YEAR\u003C\u002Fp>\n\n        \u003Cp>7TH YEAR\u003C\u002Fp>\n\n        \u003Cp>8TH YEAR\u003C\u002Fp>\n\n        \u003Cp>9TH YEAR\u003C\u002Fp>\n\n        \u003Cp>10TH YEAR\u003C\u002Fp>\n\n        \u003Cp>1 1TH YEAR\u003C\u002Fp>\n\n        \u003Cp>12TH YEAR\u003C\u002Fp>\n\n        \u003Cp>13TH YEAR\u003C\u002Fp>\n\n        \u003Cp>14TH YEAR\u003C\u002Fp>\n\n        \u003Cp>15TH YEAR\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,638.12\n\n        \u003Cp>1,674.50\u003C\u002Fp>\n\n        \u003Cp>1,710.87\u003C\u002Fp>\n\n        \u003Cp>1,747.26\u003C\u002Fp>\n\n        \u003Cp>1,783.64\u003C\u002Fp>\n\n        \u003Cp>1,820.02\u003C\u002Fp>\n\n        \u003Cp>1,856.39\u003C\u002Fp>\n\n        \u003Cp>1,892.77\u003C\u002Fp>\n\n        \u003Cp>1,929.16\u003C\u002Fp>\n\n        \u003Cp>1,965.54\u003C\u002Fp>\n\n        \u003Cp>1,988.58\u003C\u002Fp>\n\n        \u003Cp>2,012.02\u003C\u002Fp>\n\n        \u003Cp>2,035.46\u003C\u002Fp>\n\n        \u003Cp>2,058.90\u003C\u002Fp>\n\n        \u003Cp>2,082.34\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1 12.94\n\n        \u003Cp>1 15.66\u003C\u002Fp>\n\n        \u003Cp>118.38\u003C\u002Fp>\n\n        \u003Cp>121.10\u003C\u002Fp>\n\n        \u003Cp>123.82\u003C\u002Fp>\n\n        \u003Cp>126.55\u003C\u002Fp>\n\n        \u003Cp>129.27\u003C\u002Fp>\n\n        \u003Cp>131.99\u003C\u002Fp>\n\n        \u003Cp>134.71\u003C\u002Fp>\n\n        \u003Cp>137.43\u003C\u002Fp>\n\n        \u003Cp>139.19\u003C\u002Fp>\n\n        \u003Cp>140.94\u003C\u002Fp>\n\n        \u003Cp>142.69\u003C\u002Fp>\n\n        \u003Cp>144.45\u003C\u002Fp>\n\n        \u003Cp>146.20\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECURITY SALARIES \u002F WAGES EFFECTIVE FEB. 2010\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE\u003C\u002Ftd>\n      \u003Ctd>YEAR\u003C\u002Ftd>\n      \u003Ctd>PER ANNUM\u003C\u002Ftd>\n      \u003Ctd>PER MONTH\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>S2\n\n        \u003Cp>SECURITY GUARD\u003C\u002Fp>\n\n        \u003Cp>SENIOR SECURITY GUARD\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1ST YEAR\n\n        \u003Cp>2ND YEAR\u003C\u002Fp>\n\n        \u003Cp>3RD YEAR\u003C\u002Fp>\n\n        \u003Cp>4TH YEAR\u003C\u002Fp>\n\n        \u003Cp>5TH YEAR\u003C\u002Fp>\n\n        \u003Cp>6TH YEAR\u003C\u002Fp>\n\n        \u003Cp>7TH YEAR\u003C\u002Fp>\n\n        \u003Cp>8TH YEAR\u003C\u002Fp>\n\n        \u003Cp>9TH YEAR\u003C\u002Fp>\n\n        \u003Cp>10TH YEAR\u003C\u002Fp>\n\n        \u003Cp>11TH YEAR\u003C\u002Fp>\n\n        \u003Cp>12TH YEAR\u003C\u002Fp>\n\n        \u003Cp>13TH YEAR\u003C\u002Fp>\n\n        \u003Cp>14TH YEAR\u003C\u002Fp>\n\n        \u003Cp>15TH YEAR\u003C\u002Fp>\n\n        \u003Cp>16TH YEAR\u003C\u002Fp>\n\n        \u003Cp>17TH YEAR\u003C\u002Fp>\n\n        \u003Cp>18TH YEAR\u003C\u002Fp>\n\n        \u003Cp>19TH YEAR\u003C\u002Fp>\n\n        \u003Cp>20TFI YEAR\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,355.24\n\n        \u003Cp>1,382.35\u003C\u002Fp>\n\n        \u003Cp>1,410.00\u003C\u002Fp>\n\n        \u003Cp>1,438.20\u003C\u002Fp>\n\n        \u003Cp>1,466.96\u003C\u002Fp>\n\n        \u003Cp>1,496.30\u003C\u002Fp>\n\n        \u003Cp>1,526.22\u003C\u002Fp>\n\n        \u003Cp>1,556.75\u003C\u002Fp>\n\n        \u003Cp>1,587.88\u003C\u002Fp>\n\n        \u003Cp>1,619.64\u003C\u002Fp>\n\n        \u003Cp>1,652.03\u003C\u002Fp>\n\n        \u003Cp>1,685.08\u003C\u002Fp>\n\n        \u003Cp>1,718.78\u003C\u002Fp>\n\n        \u003Cp>1,753.15\u003C\u002Fp>\n\n        \u003Cp>1,788.22\u003C\u002Fp>\n\n        \u003Cp>1,823.98\u003C\u002Fp>\n\n        \u003Cp>1,860.46\u003C\u002Fp>\n\n        \u003Cp>1,897.67\u003C\u002Fp>\n\n        \u003Cp>1,935.62\u003C\u002Fp>\n\n        \u003Cp>1,974.33\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>112.94\n\n        \u003Cp>115.20\u003C\u002Fp>\n\n        \u003Cp>117.50\u003C\u002Fp>\n\n        \u003Cp>119.85\u003C\u002Fp>\n\n        \u003Cp>122.25\u003C\u002Fp>\n\n        \u003Cp>124.69\u003C\u002Fp>\n\n        \u003Cp>127.19\u003C\u002Fp>\n\n        \u003Cp>129.73\u003C\u002Fp>\n\n        \u003Cp>132.32\u003C\u002Fp>\n\n        \u003Cp>134.97\u003C\u002Fp>\n\n        \u003Cp>137.67\u003C\u002Fp>\n\n        \u003Cp>140.42\u003C\u002Fp>\n\n        \u003Cp>143.23\u003C\u002Fp>\n\n        \u003Cp>146.10\u003C\u002Fp>\n\n        \u003Cp>149.02\u003C\u002Fp>\n\n        \u003Cp>152.00\u003C\u002Fp>\n\n        \u003Cp>155.04\u003C\u002Fp>\n\n        \u003Cp>158.14\u003C\u002Fp>\n\n        \u003Cp>161.30\u003C\u002Fp>\n\n        \u003Cp>164.53\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SI\n\n        \u003Cp>SECURITY OFFICER\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1ST YEAR\n\n        \u003Cp>2ND YEAR\u003C\u002Fp>\n\n        \u003Cp>3RD YEAR\u003C\u002Fp>\n\n        \u003Cp>4TH YEAR\u003C\u002Fp>\n\n        \u003Cp>5TH YEAR\u003C\u002Fp>\n\n        \u003Cp>6TH YEAR\u003C\u002Fp>\n\n        \u003Cp>7TH YEAR\u003C\u002Fp>\n\n        \u003Cp>8TH YEAR\u003C\u002Fp>\n\n        \u003Cp>9TFI YEAR\u003C\u002Fp>\n\n        \u003Cp>10TH YEAR\u003C\u002Fp>\n\n        \u003Cp>11TH YEAR\u003C\u002Fp>\n\n        \u003Cp>12TH YEAR\u003C\u002Fp>\n\n        \u003Cp>13TH YEAR\u003C\u002Fp>\n\n        \u003Cp>14TFI YEAR\u003C\u002Fp>\n\n        \u003Cp>15TH YEAR\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,071.05\n\n        \u003Cp>2,112.47\u003C\u002Fp>\n\n        \u003Cp>2,154.72\u003C\u002Fp>\n\n        \u003Cp>2,197.81\u003C\u002Fp>\n\n        \u003Cp>2,241.77\u003C\u002Fp>\n\n        \u003Cp>2,286.60\u003C\u002Fp>\n\n        \u003Cp>2,332.34\u003C\u002Fp>\n\n        \u003Cp>2,378.98\u003C\u002Fp>\n\n        \u003Cp>2,426.56\u003C\u002Fp>\n\n        \u003Cp>2,475.09\u003C\u002Fp>\n\n        \u003Cp>2,524.59\u003C\u002Fp>\n\n        \u003Cp>2,575.09\u003C\u002Fp>\n\n        \u003Cp>2,626.59\u003C\u002Fp>\n\n        \u003Cp>2,679.12\u003C\u002Fp>\n\n        \u003Cp>2,732.70\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>172.59\n\n        \u003Cp>176.04\u003C\u002Fp>\n\n        \u003Cp>179.56\u003C\u002Fp>\n\n        \u003Cp>183.15\u003C\u002Fp>\n\n        \u003Cp>186.81\u003C\u002Fp>\n\n        \u003Cp>190.55\u003C\u002Fp>\n\n        \u003Cp>194.36\u003C\u002Fp>\n\n        \u003Cp>198.25\u003C\u002Fp>\n\n        \u003Cp>202.21\u003C\u002Fp>\n\n        \u003Cp>206.26\u003C\u002Fp>\n\n        \u003Cp>210.38\u003C\u002Fp>\n\n        \u003Cp>214.59\u003C\u002Fp>\n\n        \u003Cp>218.88\u003C\u002Fp>\n\n        \u003Cp>223.26\u003C\u002Fp>\n\n        \u003Cp>227.73\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\n\n            ",{"disabilitypay":44,"hourspday_select":48,"WAGES_determined":52,"ONCERISE_trigger":56,"maternity_nursing_breaks_duration":60,"STRUCINCR_trigger":64,"nursingmothers":68,"funeralpay":70,"maternityotherclause":74,"pensionfund":78,"healthcareaccess":82,"apprenticeships":86,"maternity_nursing_breaks_length":90,"healthandsafetypolicy":92,"contracttrial":96,"sicknesspay":100,"breastfeeding_workingtime":104,"jobsecuritymothers":108,"paidmaternityleavepay":112,"trainingprogrammes":116,"paidmaternityleave":119,"contractseverancepay":123,"PAIDLEAV_trigger":127},{"bindId":45,"name":46,"text":47},"disabilitypay","(a) All workers covered by this Agreemen","(a) All workers covered by this Agreement shall be covered by the\nWorkmen’s Compensation Law of 1987 (PNDLC.187)\n\n(b) The Employer shall invite the Company’s Doctor to examine and\ndetermine hazardous environments and advise accordingly.",{"bindId":49,"name":50,"text":51},"hourspday_select","(a) The standard hours of work for basic","(a) The standard hours of work for basic pay shall be Eight (8) hours a day\nand not exceed Forty (40) hours a week. The actual hours of work shall be\ndecided by the Company in accordance with the requirements of the work\nperformed and in agreement with the Local Branch of the Union but no employee\nshall be required to work continuously for longer than Five (5) hours without a\nrecognised period of rest.",{"bindId":53,"name":54,"text":55},"WAGES_determined","An employee covered by this Agreement sh","An employee covered by this Agreement shall not be compelled to enter into a\ndifferent contract of employment to worsen the conditions as laid down in this\nAgreement. But where the nature of the responsibility requires a guarantee, the\nmatter shall be discussed with the Union.",{"bindId":57,"name":58,"text":59},"ONCERISE_trigger","In an endeavour to raise productivity, t","In an endeavour to raise productivity, the Employer may institute Incentive\nBonus to cover classes of employees where applicable. This will take the form\nof cash payment for higher output.",{"bindId":61,"name":62,"text":63},"maternity_nursing_breaks_duration","6. A nursing mother (that is, a woman wi","6. A nursing mother (that is, a woman with a child suckling at her breast\nfor a period of not more than One (1) year) is entitled to interrupt her work\nfor an hour during working hours to nurse her baby.",{"bindId":65,"name":66,"text":67},"STRUCINCR_trigger","(a) Annual salary increment shall be gra","(a) Annual salary increment shall be granted at the beginning of the year\nbased on the previous year’s appraisals up to the limit of the scale,\nprovided the employee has not been advised in writing Two (2) months before the\nend of the salary year that his increment is being withheld because of\nunsatisfactory work and\u002For conduct.\n\n(b) Any employee who has completed Six (6) months continuous service at the\nend of the salary year shall be eligible for the annual salary increment in\naccordance with Clause (a) above.\n\n(c) If an employee's increment is withheld for unsatisfactory work and\u002For\nconduct, he\u002Fshe shall be informed of his\u002Fher shortcomings and the number of\nmonths for which his\u002Fher increment will be withheld.\n\n(d) Where an employee has remained at the top of his\u002Fher salary scale for\nTwo (2) years, he\u002Fshe shall be paid gratuity of half (14) of his\u002Fher monthly\nsalary every year, provided the employee has not been advised in writing Two\n(2) months before the end of the salary year that his\u002Fher increment is being\nwithheld because of unsatisfactory work and\u002For conduct.",{"bindId":69,"name":62,"text":63},"nursingmothers",{"bindId":71,"name":72,"text":73},"funeralpay","(a) In the event of the death of an empl","(a) In the event of the death of an employee, the Employer will provide a\nCoffin and transport to convey the dead body to its hometown or place of burial\nwithin Ghana. In addition, the Employer shall donate an amount of GHc 7OO.OO\n(Seven Hundred Ghana Cedis) to the bereaved family.\n\n(b) Also a reasonable number of employees will be allowed to accompany the\ncorpse of the deceased employee for burial.\n\n(c) In the event of the death of a Spouse or Child of an employee, the\nEmployer shall give cash donation of GHc 3OO.OO (Three Hundred Ghana Cedis) to\nthe bereaved employee to defray part of the funeral expenses.\n\n(d)In the event of the death of a Father or Mother of an employee, a cash\ndonation of GHc 15O.OO (One Hundred and Fifty Ghana Cedis) shall be made to the\nemployee to defray part of the funeral expenses.",{"bindId":75,"name":76,"text":77},"maternityotherclause","3. The period of maternity leave may be ","3. The period of maternity leave may be extended for a least Two (2)\nadditional weeks where the confinement is abnormal or where in the course of\nthe same confinement Two (2) or more babies are born.",{"bindId":79,"name":80,"text":81},"pensionfund","(a) The Employer shall endeavour to inst","(a) The Employer shall endeavour to institute a Provident Fund Scheme on\nbehalf of the employees into which the Employer shall contribute Ten percent\n(10%) of the employee’s salary and the employee contributing Ten percent\n(10%) of his basic salary towards the fund every month.\n\n(b) A Board of Trustee shall be instituted to administer the Provident Fund\nScheme.",{"bindId":83,"name":84,"text":85},"healthcareaccess","(a) The Employer shall provide free medi","(a) The Employer shall provide free medical attention to all employees at\nthe Company’s designated Clinic or any Government recognised Hospitals or\nClinics in the area of employment.",{"bindId":87,"name":88,"text":89},"apprenticeships","(a) The Employer undertakes to provide s","(a) The Employer undertakes to provide suitable means for the training of\nthe employees including Apprentices where such means will enable the employee\nto secure competency in the performance of their duties and fit them for\npromotion within the Company. Where an employee is required by the Employer to\ntake a course at a recognised educational establishment which requires time\noff, the Employer will afford the employee such time off with pay and the\nEmployer will undertake to bear the cost of such courses. Due note will also be\ntaken of any employee’s request to attend such course which would render the\napplicant more competent on the performance of his duties within the\nOrganisation.",{"bindId":91,"name":62,"text":63},"maternity_nursing_breaks_length",{"bindId":93,"name":94,"text":95},"healthandsafetypolicy","Where the Employer directs that the natu","Where the Employer directs that the nature of the work required the employee\nto wear uniform in the interest of the business, uniform will be provided and\nmaintained at the expense of Employer.",{"bindId":97,"name":98,"text":99},"contracttrial","(a) Where a person who is without previo","(a) Where a person who is without previous experience is recruited he shall\nbe required to undergo a probationary period of Six (6) months. A person with\nprevious experience of the work involved in the job for which he is recruited\nwill be required to undergo a probationary period of Three (3) months.",{"bindId":101,"name":102,"text":103},"sicknesspay","(a) An employee whose sickness is suppor","(a) An employee whose sickness is supported by a medical certificate issued\nby a Medical Practitioner shall be entitled to sick leave with pay in any one\nperiod of Twenty four (24) months as follows:\n\n\n  \n  \n  \n  \n    \n      (i) 1-3 years service-\n      2 monthsfullpay\n\n        2months 3\u002F4 pay\n\n        2months 1\u002F2 pay\n      \n    \n    \n      (ii) 4 - 6 years service-\n      3 monthsfullpay\n\n        3months 3\u002F4 pay\n\n        3months 14 pay\n      \n    \n    \n      (iii) 7 -10 years service-\n      4 monthsfullpay\n\n        4months 3\u002F4 pay\n\n        4months 14 pay\n      \n    \n    \n      (iv) Over 10 years and above service -\n      5 monthsfullpay\n\n        5months 3\u002F4 pay \n\n        5 months 14 pay\n      \n    \n  \n\n\n\n\n\n\n(b) After the exhaustion of the above sick leave, the provisions of the\nNational Pension Scheme shall apply.",{"bindId":105,"name":106,"text":107},"breastfeeding_workingtime","7. Interruptions of work by a nursing mo","7. Interruptions of work by a nursing mother for the purpose of nursing baby\nshall be treated as working hours and paid for accordingly.",{"bindId":109,"name":110,"text":111},"jobsecuritymothers","8. The Employer shall not dismiss a woma","8. The Employer shall not dismiss a woman worker because of her absence from\nwork on maternity leave.",{"bindId":113,"name":114,"text":115},"paidmaternityleavepay","2. A woman worker on maternity leave is ","2. A woman worker on maternity leave is entitled to be paid her full\nremuneration and other benefits to which she is otherwise entitled.",{"bindId":117,"name":88,"text":118},"trainingprogrammes","(a) The Employer undertakes to provide suitable means for the training of\nthe employees including Apprentices where such means will enable the employee\nto secure competency in the performance of their duties and fit them for\npromotion within the Company. Where an employee is required by the Employer to\ntake a course at a recognised educational establishment which requires time\noff, the Employer will afford the employee such time off with pay and the\nEmployer will undertake to bear the cost of such courses. Due note will also be\ntaken of any employee’s request to attend such course which would render the\napplicant more competent on the performance of his duties within the\nOrganisation.\n\n(b) An employee required to undertake training leading to higher appointment\nin the industry will be acquainted with the period of training and the grade to\nwhich he would be promoted on successful completion of his training. An\nemployee who undertakes to attend a course will adhere to the hours laid down\nfor such course and attend regularly.",{"bindId":120,"name":121,"text":122},"paidmaternityleave","1. A woman worker, on production of medi","1. A woman worker, on production of medical certifcate issued by a Medical\nPractitioner or a Midwife indicating the expected date of confinement, is\nentitled to a period of maternity leave of at least Twelve (12) weeks in\naddition to any period of annual leave she is entitled after her period\nconfinement.\n\n2. A woman worker on maternity leave is entitled to be paid her full\nremuneration and other benefits to which she is otherwise entitled.",{"bindId":124,"name":125,"text":126},"contractseverancepay","(d) Any employee in the service of the C","(d) Any employee in the service of the Company who is declared redundant\nwill receive payment as follows:\n\n(i) Two (2) months’ salary for each year of service and prorata of a\nfraction of a year’s service. The Employer shall however endeavour to make\nadditional payments upon consultation with the Union and within the\nEmployer’s ability.\n\n(e) In this Article \"Salary” or “Wage” means the basic salary or wages\nthe employee was entitled to receive in the month he ceased to be employed on\nthe ground that he is redundant.",{"bindId":128,"name":129,"text":130},"PAIDLEAV_trigger","(a) An employee who has completed Twelve","(a) An employee who has completed Twelve (12) consecutive calendar months’\nservice shall be granted paid annual leave according to the following\nscales:\n\n(i)1-5 years - 21 workingdays\n\n(ii) 6-10 years - 24 workingdays\n\n(iii)11 years andabove - 30 workingdays\n\n(b) On leaving the service of the Employer on grounds other than summary\ndismissal, the employee shall be granted earned leave not taken or payment\nin","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Ghana Heavy Equipment Limited - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-02-01\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\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Construction, technical consultancy\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Construction of roads and motorways\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public sector \u002F semi-public 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                        Ghana Heavy Equipment Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        ICU - Industrial and Commercial Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 88 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 300 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: → No\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: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 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            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → \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",[136],{"title":37,"slug":33},[138],{"type":139,"data":140},"call_to_action_body_block",{"title":141,"description":142,"variant":143,"link":144},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":141,"url":145,"description":141,"rel":146,"type":147},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[149],{"type":139,"data":150},{"title":141,"description":142,"variant":143,"link":151},{"title":141,"url":145,"description":141,"rel":146,"type":147},[]]