[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-golden-exotics-limited-general-agricultural-workers-union-of-ghana-trades-union-congress-gawu-of-tuc-":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":227,"content_type_view":228,"extra_breadcrumbs":229,"body":231,"body_blocks":242,"related_pages":246},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":225,"translations":226},{"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-golden-exotics-limited-general-agricultural-workers-union-of-ghana-trades-union-congress-gawu-of-tuc-","64eef2ca-5b6c-11e4-bd1b-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-golden-exotics-limited-general-agricultural-workers-union-of-ghana-trades-union-congress-gawu-of-tuc-\u002Fcollective-agreement-between-golden-exotics-limited-general-agricultural-workers-union-of-ghana-trades-union-congress-gawu-of-tuc-\u002F","Collective Agreement between Golden Exotics Limited General Agricultural Workers Union of Ghana Trades Union Congress (GAWU of TUC) - 2010","GHA Golden Exotics LTD - 2010","Ghana - GHA Golden Exotics LTD - 2010","GHA Golden Exotics LTD - 2010 - Agriculture, forestry, fishing",{"name":41,"data":42},"golden-exotics.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN GOLDEN EXOTICS LIMITED GENERAL AGRICULTURAL\nWORKERS UNION OF GHANA TRADES UNION CONGRESS (GAWU OF TUC)\u003C\u002Fh1>\n\n\u003Cp>EFFECTIVE DATE: 1st JANUARY, 2010\u003C\u002Fp>\n\n\u003Ch2>Article 1 - General Basis of Agreement\u003C\u002Fh2>\n\n\u003Cp>This agreement on salaries\u002F wages and minimum conditions of service is made\nthis 1st day of January 2010 between GOLDEN EXOTICS LIMITED (hereinafter\nreferred to as the COMPANY and GENERAL AGRICULTURAL WORKERS' UNION OF GHANA\nTRADES UNION CONGRESS) officially certified under the Labour Act, 2003 (Act\n651) (hereinafter referred to as the UNION) as the negotiating body, provides\nfor the terms and conditions of employment and non- employment and the\nconditions of labour which shall apply to all unionized employees of the said\nCompany for whom the Union has been certified to negotiate.\u003C\u002Fp>\n\n\u003Ch2>Article 2- Object and Scope of Agreement\u003C\u002Fh2>\n\n\u003Cp>(a) Object\u003C\u002Fp>\n\n\u003Cp>The Parties to this Agreement bearing the common responsibility for the\nsuccessful operation of the Company agree to do all within their power to\npromote stability of employment and productivity by ensuring practically\nharmonious and peaceful industrial relations to the mutual benefit of both the\nemployer and the employee.\u003C\u002Fp>\n\n\u003Cp>(b) Scope\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancyexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cp>This Agreement shall apply to all unionized employees.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(c) Exemption\u003C\u002Fp>\n\n\u003Cp>Employees whose status exempts them from the coverage of this Agreement\nshall not be subjected to any conditions less favourable than the provisions of\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>d) Availability of Agreement\u003C\u002Fp>\n\n\u003Cp>Management shall supply the Local Union, free of charge not less than ten\n(10) copies of the current Collective Agreement for the information and\neducation of the members of the Union. A copy of the collective agreement shall\nalso be available at each site where the Company employs labour.\u003C\u002Fp>\n\n\u003Ch2>Article 3 - Interpretation of Agreement\u003C\u002Fh2>\n\n\u003Cp>If the interpretation of any part of this Agreement is disputed and\nagreement cannot be reached by the Standing Joint Negotiating Committee, the\nitem in dispute shall be dealt with in accordance with the provisions of the\nLabour Act, 2003 (Act 651) and any other subsequent enactment.\u003C\u002Fp>\n\n\u003Ch2>Article 4 - Recognition of Union\u003C\u002Fh2>\n\n\u003Cp>The employer recognizes the General Agricultural Workers Union (GAWU) of\nGTUC as the representative Trade Union for the purpose of contracting agreement\nin matters of salaries and wages, conditions of employment and non- employment\nand all other fringe benefits for all employees of the Company referred to in\nArticle 1 (b) above.\u003C\u002Fp>\n\n\u003Ch2>Article 5 - Definitions\u003C\u002Fh2>\n\n\u003Cp>For the purpose and throughout this agreement, the terms: -\u003C\u002Fp>\n\n\u003Cp>i. \"Employer\" shall be used in this Agreement to mean the \"COMPANY\"\u003C\u002Fp>\n\n\u003Cp>ii. \"Graded Staff\" shall apply to all employees covered by this Agreement\nwho are on permanent establishment of the COMPANY and whose basic pay is\nexpressed as an amount per annum.\u003C\u002Fp>\n\n\u003Cp>iii. \"Employees\" shall apply to all employees for whom the Union is\nempowered to negotiate.\u003C\u002Fp>\n\n\u003Cp>iv. \"Salary\u002FWages\" means substantive consolidated basic pay and does not\ninclude acting or other form of allowances not consolidated.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>v. \"Working Days shall exclude Saturdays, Sundays and Statutory Public\nHolidays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>vi. \"Casual Worker\" shall mean any person employed to work for a period not\nmore than three (3) continuous months. However, such a period of casual\nemployment shall not exceed six (6) months.\u003C\u002Fp>\n\n\u003Cp>vii. Reference in this agreement to the Masculine Gender shall apply to the\nfeminine Gender, except where the Feminine Gender is so specified.\u003C\u002Fp>\n\n\u003Cp>viii. \"Hazard\" having the nature and capability of impairing on employees'\nhealth immediately or with cumulative effect.\u003C\u002Fp>\n\n\u003Cp>ix. \"Risk\" any situation which has the potential of causing direct\ninjury.\u003C\u002Fp>\n\n\u003Cp>x. \"Spouse\" means an employee's wife or husband.\u003C\u002Fp>\n\n\u003Cp>xi. \"Children\" means an employee's own issue or legally adopted children,\nprovided that such children are not over 18 years of age and are not in full\nemployment. A child who is above 18 years and is still a student up to the\nfirst-degree level or its equivalent or an apprentice qualifies as a child.\u003C\u002Fp>\n\n\u003Ch2>Article 6 - Period of Validity\u003C\u002Fh2>\n\n\u003Cp>a) This Agreement shall come into force and operate from 1st January 2010\nand shall remain in force for a period of three (3) years from that date. Wages\nshall be reviewed annually.\u003C\u002Fp>\n\n\u003Cp>b) Anytime after two (2) years and ten (10) months of the life of this\nAgreement either party to this agreement may give the other one month's notice\nin writing expressing its wish for this agreement to remain in force for\nanother period to be agreed upon between the two parties at the time or its\nintention to terminate the Agreement.\u003C\u002Fp>\n\n\u003Cp>c) In the later event both parties shall enter into negotiations on the\nterms and conditions of a new agreement but until a new agreement is signed,\nthe present agreement shall remain in force.\u003C\u002Fp>\n\n\u003Cp>d) Notwithstanding the provisions of (i) and (ii) above if any Statutory\nRegulations affecting the implementation of this agreement are enacted during\nits life, the parties will meet and on agreement, incorporate them into the\nAgreement.\u003C\u002Fp>\n\n\u003Ch2>Article 7 - Union Shop\u003C\u002Fh2>\n\n\u003Cp>Since the Union represents and this agreement covers all the employees of\nthe COMPANY as defined in Article I (b) of this agreement, it is considered\nthat they shall all participate in democratic decision making of the Union and\ncontribute their share to the cost of such representation.\u003C\u002Fp>\n\n\u003Cp>It is therefore agreed that:\u003C\u002Fp>\n\n\u003Cp>a) Every employee covered by this agreement shall become and remain a member\nof the Union.\u003C\u002Fp>\n\n\u003Cp>b) For newly engaged employees, the clause shall not become effective until\nthey have been in employment of the EMPLOYER for one (1) month and have agreed\nto be members of the Union.\u003C\u002Fp>\n\n\u003Ch2>Article 8 - Check Off\u003C\u002Fh2>\n\n\u003Cp>a) Each month, the EMPLOYER shall deduct from the pay packet of each Union\nmember an amount of the Union's regular monthly dues, in accordance with the\nAct 2003, (Act 651).\u003C\u002Fp>\n\n\u003Cp>b) The Union Dues so deducted shall be remitted along with the number of\nemployees from whose pay the deductions were made in the proportion stipulated\nby the National Union to:-\u003C\u002Fp>\n\n\u003Cp>1. The Trades Union Congress..........................30%\u003C\u002Fp>\n\n\u003Cp>2. The National Secretariat of GAWU...............50%\u003C\u002Fp>\n\n\u003Cp>3. The Local Union.............................................15%\u003C\u002Fp>\n\n\u003Cp>4. GAWU Regional Secretariat..........................5%\u003C\u002Fp>\n\n\u003Cp>Article 9 - Non Employment of Minors\u003C\u002Fp>\n\n\u003Cp>The Management shall in conjunction with the Union take necessary Steps to\nensure that child labour is absent from within and around the Company.\u003C\u002Fp>\n\n\u003Cp>PART TWO: ENTERING THE SERVICE OF THE COMPANY\u003C\u002Fp>\n\n\u003Ch2>Article 10 - Engagement and Probationary Period\u003C\u002Fh2>\n\n\u003Cp>a) Every employee shall be informed in writing at the time of his\u002Fher\nengagement of the following\u003C\u002Fp>\n\n\u003Cp>i. Grade\u003C\u002Fp>\n\n\u003Cp>ii. Initial Pay or Salary\u003C\u002Fp>\n\n\u003Cp>iii. Whether temporary, on probation or otherwise.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>b) Every new employee other than temporary, seasonal or casual employee may\non engagement undergo a period of probation which may vary according to the\nnature of the job but shall not normally exceed six (6) months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>c) Unless informed in writing to the contrary, the reasons for which must be\ngiven and copied to the Local Union, an employee who has completed his\u002Fher\nprobation will be deemed to have been confirmed in his\u002Fher appointment.\u003C\u002Fp>\n\n\u003Cp>d) The Employer may extend or reduce the period of probation in each\nindividual case subject to Section c) and d) above.\u003C\u002Fp>\n\n\u003Ch2>Article 11 - Individual Contracts\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>No employee covered by this Agreement shall be compelled or allowed to enter\ninto any contract or agreement with the Company covering the conditions of\nemployment, wages and salaries as dealt with in this Agreement or shall be\nallowed to be bonded in any sum to any party without prior discussion with the\nUnion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 12 - Annual Increment\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>a) When the employee is required to perform work, which carries an\nincremental scale, he\u002Fshe will receive an increment annually, unless he\u002Fshe has\nreceived notice of increment being withheld on established grounds of\nunsatisfactoiy work or conduct.\u003C\u002Fp>\n\n\u003Cp>b) An employee may be awarded more than one increment at the discretion of\nthe Employer.\u003C\u002Fp>\n\n\u003Cp>c) All incremental adjustments shall be at the beginning of the incremental\nyear, which shall be 1st January of every calendar year. At any rate, however,\nany new employee who assumes duty on first appointment nine (9) months prior to\nthe incremental date shall be eligible for increment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 13 - Promotions\u003C\u002Fh2>\n\n\u003Cp>a) Promotions to higher grades shall be by merit tempered with seniority\nwhere merit is equal.\u003C\u002Fp>\n\n\u003Cp>b) Where vacancies exist, the Employer will give first consideration to\nsuitable candidates chosen from its serving employees.\u003C\u002Fp>\n\n\u003Cp>c) In the event of a new post being created within the establishment, such\nposts will be circulated for qualified serving employees to apply.\u003C\u002Fp>\n\n\u003Cp>d) Advertisements are to be placed on Notice Boards at the places where the\nCompany engages labour.\u003C\u002Fp>\n\n\u003Cp>PART THREE: WORKING RULES OF THE SERVICE\u003C\u002Fp>\n\n\u003Ch2>Article 14 - Working Hours\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>a) The standard hours of work for basic pay shall be a maximum of 40 hours a\nweek of five days, except:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>- task workers whose work is defined by an assigned daily task. Any task\nwork and the wages shall be a subject matter of agreement between GEL and the\nUnion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) The actual hours of work shall be decided by the Employer in accordance\nwith the requirements of the work performed and in agreement with the Local\nUnion, but no employee shall be required to work continuously for more than\nfive (5) hours without a recognized rest which shall form part of the working\nhours. A worker shall be entitled to a rest period of at least thirty (30)\nminutes. Where the normal hours of work are in two parts, the rest period\nshould not be less than one hour duration and does not form part of the normal\nhours of work.\u003C\u002Fp>\n\n\u003Cp>c) Any wage system based on a piece of work will be a subject matter of\nagreement between the Employer and the Union.\u003C\u002Fp>\n\n\u003Cp>d) Where an employee works for more than 40 hours a week, the additional\nhours done shall be regarded as overtime.\u003C\u002Fp>\n\n\u003Ch2>Article 15 - Overtime\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>a) Overtime work is work on which the Employee is engaged at the request of\nthe Employer over and above the standard working hours.\u003C\u002Fp>\n\n\u003Cp>b) All employees are expected to work a reasonable overtime unless they put\nforward any good and valid reasons for not doing so, which in a case of\ndispute, shall be decided between the Employer and the Union.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>c) All employees who are requested to work overtime shall be paid according\nto the following rates:\u003C\u002Fp>\n\n\u003Cp>Monday to Friday................................Time and half\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Saturday..............................................Time and half\u003C\u002Fp>\n\n\u003Cp>Sunday\u002FPublic Holidays.....................Double Time\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>d) In calculating overtime pay, a fraction of cedi shall be counted as a\ncedi. However, the hourly rate shall be calculated to the tenth of a cedi and\nthe nearest half of production time.\u003C\u002Fp>\n\n\u003Ch2>Article 16 - Discipline\u003C\u002Fh2>\n\n\u003Cp>Disciplinary measures shall be taken in accordance with the gravity of the\noffence, having proved beyond all reasonable doubt and after according the\nemployee full privilege of defense either orally or in writing.\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\">\u003Cp>a) Termination of Appointment\u003C\u002Fp>\n\n\u003Cp>The grounds for termination of appointment shall include:-\u003C\u002Fp>\n\n\u003Cp>i. Proven misconduct such as dishonesty, bribery, stealing, fraud, gross\ninsubordination, drunkenness at work, assault and fighting when on company's\npremises and or during working hours if not in the defense of company property,\nsleeping on duty, aiding and abetting crime, false accusations of fellow\nworkers if proven, abuse of women through sexual harassment, violence and rape\nand pornography.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii. Committing deliberate act likely to cause danger to the lives or safety\nof other employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>iii. Smoking in or carrying fire to a prohibited area.\u003C\u002Fp>\n\n\u003Cp>iv. Causing damage deliberately to machinery or property of the Employer.\u003C\u002Fp>\n\n\u003Cp>b) Written Warning\u003C\u002Fp>\n\n\u003Cp>i. When the conduct of an employee becomes unsatisfactory, a written warning\nmay be given. Two written warnings followed by a further offence within twelve\n(12) consecutive months may result in 'the termination of the employee's\nappointment\u003C\u002Fp>\n\n\u003Cp>ii. When an offence has been committed which warrants termination of the\nemployee's appointment, but where the Employer for certain reasons does not\nwant to exercise its prerogative, \"FIRST AND LAST\" OR \"second and last\" warning\nletter may be issued and where this is done, the fact that the warning is a\nfinal one will be made clear in the letter.\u003C\u002Fp>\n\n\u003Cp>iii. After 12 months of good conduct from the date of the last letter of\nwarning, all warning letters previously registered on the employee's service\nrecord shall automatically be ignored.\u003C\u002Fp>\n\n\u003Cp>iv.The employee will have the opportunity to read or have the contents read\nto him in the presence of the Union Representative.\u003C\u002Fp>\n\n\u003Cp>c) Interdiction\u003C\u002Fp>\n\n\u003Cp>i. In the event of an employee appearing to have committed an offence\nrequiring investigation, the employee shall be suspended on 1\u002F2 (half) pay\npending the outcome of the investigation. The Union shall be duly informed on\nsuch interdiction. If after the investigation the employee is absolved of the\ncharges, he\u002Fshe shall be recalled and in addition paid in full for the period\nof his\u002Fher interdiction.\u003C\u002Fp>\n\n\u003Cp>ii. Suspension Without Pay\u003C\u002Fp>\n\n\u003Cp>For offences which do not merit summarily dismissal, the employee may be\nsuspended from work without pay up to three (3) days. If the employee commits a\nsecond offence, he\u002Fshe may be suspended for a period up to six (6)days without\npay. If a third offence is committed within (12) months, the worker will be\nsummarily dismissed.\u003C\u002Fp>\n\n\u003Cp>d) Legal Counsel for Employees\u003C\u002Fp>\n\n\u003Cp>The Employer shall provide legal counsel including bail for an employee who\nin the course of his\u002Fher official duties and acting within the powers and\nauthority conferred on him by the Employer without negligence on his\u002Fher part\ngets into conflict with the law.\u003C\u002Fp>\n\n\u003Cp>e) Absence from Work\u003C\u002Fp>\n\n\u003Cp>No employee shall be absent from work on any day of the working week without\nprior permission of his\u002Fher immediate officer. Any such absence without\nreasonable cause for four (4) consecutive or five (5) cumulative working days\nin a month shall be deemed as vacation of post by the worker and the Employer\nhas full right to replace or appoint a new person.\u003C\u002Fp>\n\n\u003Cp>f) Letters on Disciplinary Measures\u003C\u002Fp>\n\n\u003Cp>Letters on disciplinary measures shall be copied to the Secretary of the\nLocal Union\u003C\u002Fp>\n\n\u003Cp>g) Rules and Regulations\u003C\u002Fp>\n\n\u003Cp>The Employer shall provide the Union with copies of its non-confidential\nadministrative and financial directives issued to general employees from time\nto time\u003C\u002Fp>\n\n\u003Ch2>Article 17 - Transfers\u003C\u002Fh2>\n\n\u003Cp>a) All employees accept to be transferred and shall serve the Employer\nanywhere it operates in Ghana.\u003C\u002Fp>\n\n\u003Cp>b) Permanent Transfer\u003C\u002Fp>\n\n\u003Cp>Permanent transfer shall be a transfer to exceed three (3) months and as far\nas possible transfer shall be so arranged to coincide with the School Year.\nHowever, the Employer may offer assistance in securing accommodation in the\nform of rent advance.\u003C\u002Fp>\n\n\u003Cp>c) The Employer shall give at least one (1) month's notice where possible to\nthe employee it wishes to transfer permanently.\u003C\u002Fp>\n\n\u003Cp>d) Employees who are transferred and are not provided with the Employer's\ntransport shall travel at the expense of the Employer.\u003C\u002Fp>\n\n\u003Cp>e) The Employer shall pay the cost of transportation of the belongings.\u003C\u002Fp>\n\n\u003Cp>f) Temporary Transfer\u003C\u002Fp>\n\n\u003Cp>Employees who are temporarily transferred shall be provided with transport\nor traveling cost refunded and provided with accommodation at the new\nstation.\u003C\u002Fp>\n\n\u003Cp>An employee who is on temporary transfer and is housed by the Employer shall\nbe entitled to his\u002Fher normal out-of-station allowance other than the portion\nallocated for accommodation.\u003C\u002Fp>\n\n\u003Cp>An employee who is on temporary transfer and is not housed by the Employer\nshall be entitled to his\u002Fher normal rate of out-of-station allowance.\u003C\u002Fp>\n\n\u003Ch2>Article 18 - Leave General\u003C\u002Fh2>\n\n\u003Cp>a) Paid Annual Leave\u003C\u002Fp>\n\n\u003Cp>I. The Employer shall prepare a full Leave Roster annually showing date to\nproceed on leave and the number of days for each employee. This Roster shall be\ndisplayed on Notice Board.\u003C\u002Fp>\n\n\u003Cp>II. Paid Annual Leave is earned by the employee only after twelve (12)\nmonths continuous service with the Employer. Under exceptional circumstance and\nat the discretion of the Employer, an employee may be granted full or\nproportionate leave equal to a lesser period calculated on the basis of\ncompleted months of continuous service.\u003C\u002Fp>\n\n\u003Cp>iii. Employees may apply to or be requested by the Employer to accumulate\nleave for not more than two (2) years. If accumulated leave is approved this\nshall be taken together.\u003C\u002Fp>\n\n\u003Cp>iv. Paid Annual Leave shall normally be taken consecutively except where\nexigencies of the work demand, and the Employer requires the employee to work\nduring the employee's period of leave in which case extra leave days equal to\nthe number of days spent shall be granted.\u003C\u002Fp>\n\n\u003Cp>v. In normal circumstances, the Employer shall give, at least two (2) weeks\nnotice of its intention to request an employee to defer his\u002Fher leave.\u003C\u002Fp>\n\n\u003Cp>vi. Where one or more Statutory Public Holiday(s) occur during an employee's\nperiod of leave, extra paid leave days equal to the number of such holidays\nshall be granted.\u003C\u002Fp>\n\n\u003Cp>vii. No employee shall forfeit his\u002Fher leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>viii. Annual leave shall be granted at the following rates\u003C\u002Fp>\n\n\u003Cp>1. Employees with up to 2 years service: -16 working days.\u003C\u002Fp>\n\n\u003Cp>2. Employees with 2 to 4 years service: -18 working days.\u003C\u002Fp>\n\n\u003Cp>3. Employees with 4 to 6 years service: - 20 working days.\u003C\u002Fp>\n\n\u003Cp>4. Employees with over 6 years service: - 22 working days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ix. On leaving the service, the employee shall be granted earned leave not\ntaken or payment in lieu thereof in proportion to the number of months served\nafter spending his\u002Fher last leave or after engagement in the case of newly\nengaged employees.\u003C\u002Fp>\n\n\u003Cp>x. Recall from Leave\u003C\u002Fp>\n\n\u003Cp>An employee may be requested to interrupt his\u002Fher leave due to exigencies of\nhis work. However, he\u002Fshe shall be allowed to take the remaining leave days\nimmediately after the completion of the assignment. At any rate, however the\nEmployer shall bear all transport expenses.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>b) Sick Leave (Non-occupational accident and sickness)\u003C\u002Fp>\n\n\u003Cp>i. Sick leave with pay shall be granted to an employee only for days absent\ndue to ill health or injury and upon a certificate signed by a registered\nmedical practitioner appointed by the Employer except in cases of emergency; a\nregistered medical practitioner shall be accepted. Failure to produce a medical\ncertificate within three (3) days after reporting to duty shall be treated as\nabsence without permission.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>ii. Sick leave with pay shall be granted in any one period of twelve (12)\nmonths as follows:\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>Years of Work\u003C\u002Ftd>\n      \u003Ctd>Full Pay\u003C\u002Ftd>\n      \u003Ctd>Half Pay\u003C\u002Ftd>\n      \u003Ctd>No Pay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 years or more\u003C\u002Ftd>\n      \u003Ctd>4 Months\u003C\u002Ftd>\n      \u003Ctd>3 Months\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Less than 3 years\u003C\u002Ftd>\n      \u003Ctd>2 Months\u003C\u002Ftd>\n      \u003Ctd>2 Months\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. In the above cases, the granting of a further period of sick leave\nafter the maximum period specified above is exhausted shall be at the\ndiscretion of the Employer.\u003C\u002Fp>\n\n\u003Cp>iv. If an employee is prevented by ill health, duly certified by a\nregistered medical practitioner, from returning to duty at the end of his\u002Fher\nleave, he\u002Fshe shall be regarded as absent on sick leave from the expiry date of\nhis\u002Fher annual leave. In this case the Company must be notified as when the\nemployee is sick.\u003C\u002Fp>\n\n\u003Cp>c) Compassionate Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>In special circumstances and by express consent of the Employer an Employee\nmay be granted casual (compassionate) leave upon application up to a maximum of\nfive (5) days within a year and shall not affect the subsequent year's annual\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d )Maternity Leave Period of Absence\u003C\u002Fp>\n\n\u003Cp>1. The period of absence on maternity leave shall be covered by\u003C\u002Fp>\n\n\u003Cp>Section 57 of the Labour Act, 2003 (Act 651) and any other subsequent\nenactments which provides it.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>2. A woman worker on production of medical certificate issued by a medical\nofficer or a midwife indicating the expected date of her 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 of\nconfinement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>3. A woman worker on maternity leave is entitled to be paid her full\nremuneration and other benefits to which otherwise entitled.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>4. The period of maternity leave may be extended for at least two additional\nweeks where confinement is abnormal or where in the course of the same period\ntwo or more babies are born.\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 additional leave as\ncertified by the medical practitioner.\u003C\u002Fp>\n\n\u003Cp>6. 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>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>7. An employer shall not dismiss a woman worker because of her absence from\nwork on maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>8. Nursing Mother\u003C\u002Fp>\n\n\u003Cp>A nursing mother is entitled to interrupt her work for an hour during her\nworking hours to nurse her baby. An extension beyond one hour shall be at the\ndiscretion of the Employer in consultation with the Union.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>9. Interruptions of work by a nursing mother for the purpose of nursing her\nbaby shall be treated as working hours and paid accordingly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 19 - Statutory Public Holidays\u003C\u002Fh2>\n\n\u003Cp>Statutory Public Holidays shall be enjoyed with full pay by all employees\ncovered by this Agreement in accordance with section 77 (1) of the Labour Act,\n2003 (Act 651). All employees required to work shall be paid overtime.\u003C\u002Fp>\n\n\u003Ch2>Article 20 - Workmen's Compensation\u003C\u002Fh2>\n\n\u003Cp>The Employer shall be responsible for the treatment of employees involved in\naccidents arising out of and in the course of their employment in accordance\nwith the Workmen's Compensation Law 1987.\u003C\u002Fp>\n\n\u003Ch2>Article 21 - Medical Facilities\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>a)The employer shall provide free medical attention to all employees, spouse\nand three children at a clinic\u002Fhospital designated by the employer (Provide\nNHIS Cards). Dental, Optical and major surgical operations and treatment of an\nemployee shall be at the expense of the employer if it is proven to be\nresulting from the employment. The employer shall also provide free medical\ntreatment for the employees on the following basis:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1. Treatment of the employees involved in an accident arising out of and in\nthe course of employment in accordance with the Workmen's Compensation Law 1987\nand any subsequent enactment thereof.\u003C\u002Fp>\n\n\u003Cp>2. In special circumstances, upon prior approval, management may upon\nproduction of satisfactory evidence refund the costs of treatment charged by a\nmember of the government recognized traditional healers association.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>3. Periodic Medical Examination\u003C\u002Fp>\n\n\u003Cp>The Company agrees in consultation with the company's doctor and the Union\nthat workers required to, shall undergo periodic medical check up.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article 22 - Supply of Tools\u003C\u002Fh2>\n\n\u003Cp>The Employer shall be responsible for the supply of its employees with\nworking tools such as cutlasses, eye glasses, Wellington boots and hand gloves.\nAt all times, these tools shall remain the property of the Employer and shall\nbe used by the entire employee for work at all times required. In the event of\nan employee losing any tool supplied by the Employer, the employee shall be\nresponsible for the payment of the replacement value of the tool.\u003C\u002Fp>\n\n\u003Ch2>Article 23 - Safety, Health and Environment\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>a) It is the responsibility of Management to ensure a safe and healthy\nenvironment as enshrined in part XV, Section 118-120 of the Labour Act.2003,\nAct. 651, the employer shall make available to the Union, copies of such\npolicies oil Safety, Health and Environment.\u003C\u002Fp>\n\n\u003Cp>b) Health and Safety Committee\u003C\u002Fp>\n\n\u003Cp>1. The Management in collaboration with the Local Union shall form a health\nand safety committee. The Composition of the committee shall be three (3)\nrepresentatives each from the Management and the Union.\u003C\u002Fp>\n\n\u003Cp>2. The health and safety committee shall do a periodic monitoring to ensure\nthe implementation of the health and environment policies of the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 24 - In-Service Training\u002FRecreation\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>a) The Employer undertakes as far as possible to ensure that training\nfacilities exist and are used to enable employees holding posts in the\nestablishment to undergo such training as may be necessary for the performance\nof the duties of their posts and to enable them to qualify for advancement into\nhigh grades.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Where an employee is being trained for promotion, he\u002Fshe shall be\nacquainted with the period of such training. He\u002Fshe shall also be informed of\nthe posts to which he\u002Fshe may be confirmed or promoted if he\u002Fshe successfully\ncompletes his\u002Fher training.\u003C\u002Fp>\n\n\u003Cp>c) Employees who pursue suitable courses approved by the Employer shall\napply and be granted refund of tuition and examination fees involved at the\nsuccessful completion of the course.\u003C\u002Fp>\n\n\u003Cp>d) Employer shall endeavour to provide useful reading materials such as\nmagazines etc. for the benefit of the employee to broaden their general\noutlook. The Company shall grant scholarship to 10 children of the entire\nworkforce who excel and gain admission into the second cycle institutions every\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e) Recreation\u003C\u002Fp>\n\n\u003Cp>The Employer shall encourage the development of organized recreational\nactivities, provide facilities and maintain equipment for the purpose and\nbenefit of his\u002Fher employees.\u003C\u002Fp>\n\n\u003Ch2>Article 25 - Incentive Scheme\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Incentive Scheme to be determined by the Employer and the Union based on\nindividual productivity shall be established.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 26 - Equal Pay for Equal Work\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>The Employer shall recognize the principle of equal pay for equal work\nirrespective of sex.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article 27 - Pay Day\u002FSalary advance and Loans\u003C\u002Fh2>\n\n\u003Cp>a) Wages and Salaries of employees shall be paid not later than the last\nworking day of the current month.\u003C\u002Fp>\n\n\u003Cp>b) Salary Paid in Advance\u003C\u002Fp>\n\n\u003Cp>An employee proceeding on annual leave or transfer may be granted on\napplication salary advance not exceeding one (1) month basic pay. The recovery\nof such advance shall be at the following month or additional month's time at\nthe discretion of the Employer.\u003C\u002Fp>\n\n\u003Cp>Special Loan\u003C\u002Fp>\n\n\u003Cp>An employee in an unavoidable financial difficulty such as loss of immediate\nparent or disaster arising from acts of nature may be granted special loan, the\nrate of which may not exceed one (1) month salary. Such loans shall be\nrecovered in three (3) months.\u003C\u002Fp>\n\n\u003Ch2>Article 28 - Allowances General\u003C\u002Fh2>\n\n\u003Cp>a) Acting Allowance\u003C\u002Fp>\n\n\u003Cp>Acting Allowance shall be paid to an employee who performs satisfactorily\nthe duties of the post in which he\u002Fshe is acting for not less than four (4)\nconsecutive weeks. Acting allowance shall be the difference between the\nindividual's monthly basic salary and the minimum point of the scale of the\nsubstantive\u003C\u002Fp>\n\n\u003Cp>holder of the post in which he\u002Fshe is acting. An employee who acts in a\nposition outside the Collective Bargaining Agreement shall be paid 30% of\nhis\u002Fher salary for the period that he\u002Fshe acts,\u003C\u002Fp>\n\n\u003Cp>b) Out-of-Station and Day Trip Allowance Night Allowance\u003C\u002Fp>\n\n\u003Cp>An employee who spends a night outside his\u002Fher normal place of work shall be\npermitted to stay in an approved Company Guest House\u002FHotel. The Employer shall\nbear accommodation expenses and in addition, pay ten cedis (GHc lO.OO).\u003C\u002Fp>\n\n\u003Cp>c) Day Trip Allowance\u003C\u002Fp>\n\n\u003Cp>An employee assigned official duties, which involve traveling outside\nhis\u002Fher normal work place and returns the same day shall be paid five cedis\n(GHc 5.00) as meals allowance.\u003C\u002Fp>\n\n\u003Cp>d) Transport Maintenance\u003C\u002Fp>\n\n\u003Cp>Management shall pay the rates below to enable employees with means of\ntransport to maintain them.\u003C\u002Fp>\n\n\u003Cp>Bicycle GHc 9.00\u003C\u002Fp>\n\n\u003Cp>e) Traveling and Transport Expenses\u003C\u002Fp>\n\n\u003Cp>Transport expenses incurred by an employee who travels on duty by means of\npublic transport shall be re-imbursed at current local rates.\u003C\u002Fp>\n\n\u003Cp>f) Frustrated Work\u003C\u002Fp>\n\n\u003Cp>Where an employee reports for duty on his\u002Fher normal shift but did not\nperform the day's work due to a fault not caused by him\u002Fher the employee shall\nbe entitled to a full day's pay.\u003C\u002Fp>\n\n\u003Ch2>Article 29 - Leaving the Service of the Company\u003C\u002Fh2>\n\n\u003Cp>The modes by which an employee may leave the service of the Employer are as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>1. By termination of appointment.\u003C\u002Fp>\n\n\u003Cp>2. On reaching the superannuation age\u003C\u002Fp>\n\n\u003Cp>3. On being declared redundant\u003C\u002Fp>\n\n\u003Cp>4. On resignation of appointment\u003C\u002Fp>\n\n\u003Cp>5. Retirement on medical grounds\u003C\u002Fp>\n\n\u003Cp>6. By statutory order\u003C\u002Fp>\n\n\u003Cp>7. Upon incidence of death\u003C\u002Fp>\n\n\u003Cp>8. At the request of the State to take up public post\u003C\u002Fp>\n\n\u003Cp>9. When the Employer ceases to operate but not when an employee remains in\nemployment and the terms and conditions are the same.\u003C\u002Fp>\n\n\u003Cp>(A) Resignation and Termination of Appointment\u003C\u002Fp>\n\n\u003Cp>i) In the event of resignation or termination of appointment, an employee\nshall give notice of resignation or be given notice of termination of services\nas indicated below\u003C\u002Fp>\n\n\u003Cp>Less than 6months service:............Nothing\u003C\u002Fp>\n\n\u003Cp>6 months service and above:......... 1 month's notice or payment in lieu\nthereof.\u003C\u002Fp>\n\n\u003Cp>ii) The Employer shall upon request, give certificate of service to any of\nits employees who leaves the service.\u003C\u002Fp>\n\n\u003Cp>(B) End-of-Service Award\u003C\u002Fp>\n\n\u003Cp>i) Redundancy\u003C\u002Fp>\n\n\u003Cp>If it is found necessary to effect a substantial reduction in the amount of\nlabour due to;-\u003C\u002Fp>\n\n\u003Cp>ii) Lack of work\u003C\u002Fp>\n\n\u003Cp>iii) Exhaustion of funds\u003C\u002Fp>\n\n\u003Cp>iv) Reduction in the volume of work:\u003C\u002Fp>\n\n\u003Cp>the Employer shall give to the Union three (3) months notice whenever\npossible but in any event not less than two months notice of the proposed\nnumber of employees whose services it intends to terminate. During this period,\nthe Employer undertakes that no lay off on grounds of redundancy shall take\nplace. On receipt of such information, the Union shall enter into discussions\nwith Management on the matter.\u003C\u002Fp>\n\n\u003Cp>(a) Selection of employees who are to be declared redundant shall be\ndetermined by merit tempered with length of service and location in\nconsultation with the Union.\u003C\u002Fp>\n\n\u003Cp>(b) Where a dispute on an individual case exists and length of service and\nrelative efficiency become equal, conduct and relative efficiency shall be the\nover-riding factors.\u003C\u002Fp>\n\n\u003Cp>(c) When subsequent new employment arises, an employee whose employment was\nterminated as a result of redundancy shall be given preference as far as\npracticable and on condition that they posses the requisite qualifications.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>C) Redundancy and Severance Award\u003C\u002Fp>\n\n\u003Cp>Employees declared redundant or whose services becomes severed in a manner\nprovided for under the Severance Award provision of the Labour Act (Act 651)\n2003 shall be entitled to payment of combined Redundancy and Severance Award at\nthe following maximum rates calculated on the current basic earnings:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>One (1) year to five (5) years of service: 1 ans 1\u002F2 (One and Half) months\nbasic salary for each completed year of service and the proportion thereof:\u003C\u002Fp>\n\n\u003Cp>Five (5) years and above of service :2 (Two) months basic salary for each\ncompleted year of service and the proportion thereof with a maximum cap of\nsixteen months salary for whatever number of years worked.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>D) Leave Pay on Leaving the Service of the Company\u003C\u002Fp>\n\n\u003Cp>When an employee leaves the service of the Company, he\u002Fshe shall be entitled\nto payment in lieu of earned leave and all outstanding claims not taken at the\ntime.\u003C\u002Fp>\n\n\u003Cp>E) Retirement on Medical Grounds\u003C\u002Fp>\n\n\u003Cp>An employee who retires on job-related medical grounds shall be entitled to\npayment of benefits as follows\u003C\u002Fp>\n\n\u003Cp>1-5 years of service:- ........................One (1) month basic salary\u003C\u002Fp>\n\n\u003Cp>5years of service and above: -......... One and a half (1 1\u002F2) months basic\nsalary.\u003C\u002Fp>\n\n\u003Cp>F) Gratuity Award\u003C\u002Fp>\n\n\u003Cp>On retiring after attaining the superannuation age (60 years), an employee\nshall be entitled to a gratuitous award as follows:\u003C\u002Fp>\n\n\u003Cp>5-10 years-................. Two (2) months salary\u003C\u002Fp>\n\n\u003Cp>Less than 5 years-....... Nothing\u003C\u002Fp>\n\n\u003Cp>G) Next-of-Kin: Beneficiary in the event of Death\u003C\u002Fp>\n\n\u003Cp>At the time of engagement, an employee may nominate the person who in the\nevent of the former's death should be awarded any accrued benefit or rights.\nThe nomination may be revised in writing at any time desirable. If the employee\nfails to make such nomination, benefits and any entitlements shall be made only\nto his\u002Fher successor, evidenced by Letters of Administration or probate of a\nWill.\u003C\u002Fp>\n\n\u003Cp>The children or next of kin of an employee who died from any cause other\nthan suicide shall be entitled to payments of gratuity award as follows:\u003C\u002Fp>\n\n\u003Cp>2-5 years of service...........................3 months of basic salary\u003C\u002Fp>\n\n\u003Cp>6- 10 years of service.......................4 months of basic salary\u003C\u002Fp>\n\n\u003Cp>More than 10 years of service ........6 months of basic salary\u003C\u002Fp>\n\n\u003Ch2>Article 30 - Provident Fund Scheme\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>A Provident Fund shall be instituted by the Company and the employees for\nthe benefit of employees. The employee shall contribute 5% from January 2007\nwhilst the employer will contribute 5% from January 2008.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 31 - Funeral Grants\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) The Management in the event of the death of its employees agrees to\nprovide Coffin or Shroud, transport for the conveyance of the corpse to the\nplace of burial and cash donation to the bereaved family towards funeral\nexpenses, together with embalmment cost of an all-inclusive amount of Six\nHundred Cedis (GHc 600.00)\u003C\u002Fp>\n\n\u003Cp>(b) Death of Dependant\u003C\u002Fp>\n\n\u003Cp>On the death of an employee's registered spouse or biological child, the\nemployer shall assist in such funeral expenses by providing transport to convey\nthe corpse to the place of burial and in addition offer cash donation to the\nbereaved family as follows:\u003C\u002Fp>\n\n\u003Cp>Registered Biological child ..........GHc150.00\u003C\u002Fp>\n\n\u003Cp>Registered spouse..........................GHc 250.00\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 32 - Long Service and Award\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>Long service honour shall be bestowed on an employee who has served the\nEmployer for not less than Five (5) years as follows:\u003C\u002Fp>\n\n\u003Cp>5 years service - one (1) month salary and a commemorative certificate 10\nyears service - three (3) months salary and a commemorative certificate\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 33 - Permission for Union Meetings\u003C\u002Fh2>\n\n\u003Cp>a) The Employer agrees that it shall at all reasonable times grant\npermission for the Union to gather its members who are employees on his\npremises and at the work site of the Employer for Union meetings provided that\nsuch meetings or gatherings are not held during official working hours without\npermission.\u003C\u002Fp>\n\n\u003Cp>b) The Employer shall allow Representatives of officials or the Local Union\nwho shall normally not exceed two (2) in number from each station on working\ndays to attend meetings of the National Executive Council, Regular Delegates\nConference, Emergency meetings and Educational\u003C\u002Fp>\n\n\u003Cp>Programmes of the Union, provided that the Union formally notifies the\nEmployer at least two (2) weeks before the date of such meetings.\u003C\u002Fp>\n\n\u003Ch2>Article 34 - Grievance and Trade Dispute Procedure\u003C\u002Fh2>\n\n\u003Cp>a) It is recognized that there are two (2) disputes, which might develop\nbetween the Employer and the Union or at the expiration of this Agreement. The\nkind of possible dispute will be termed herein as \"Grievance\". The second kind\nof possible dispute will be termed as \"Trade Dispute\".\u003C\u002Fp>\n\n\u003Cp>The purpose of this Article is to provide procedures whereby the parties can\nbe assured of prompt and fair settlement of all such disputes.\u003C\u002Fp>\n\n\u003Cp>b) If an employee has a grievance or problem pertaining to the\ninterpretation or administration of his\u002Fher work the following procedure shall\nbe followed:-\u003C\u002Fp>\n\n\u003Cp>i. He\u002Fshe shall first seek a timely redress from his\u002Fher immediate superior,\ni.e. immediate employer representative\u003C\u002Fp>\n\n\u003Cp>ii. If the employee is not satisfied with the decision, he\u002Fshe receives in\nitem (1) above, or if he\u002Fshe does not receive a timely answer, he\u002Fshe shall\nrefer the matter to the Executive Member of the Local Union who will re-discuss\nfor settlement within two (2) days.\u003C\u002Fp>\n\n\u003Cp>iii. If the matter is not resolved as in item (ii) above, the Executive\nMember shall refer the matter to the Local Secretary who will seek redress from\nthe appropriate departmental head of the Company.\u003C\u002Fp>\n\n\u003Cp>iv. Failure to get settlement as in item (iii) above the matter shall be\nreduced in writing and shall lie before the Regional Industrial Relations\nOfficer of the Union and the Human Resource Manager of the Company for\nsettlement.\u003C\u002Fp>\n\n\u003Cp>v. The complainant shall have the right to be present at all levels if\nhe\u002Fshe so wishes.\u003C\u002Fp>\n\n\u003Cp>vi. If the matter is not resolved between the Regional Industrial Relations\nOfficer of the Union and the Human Resource Manager of the Company, attempt\nshall be made to have the matter settled between the Headquarters Secretariat\nof the Union and the Managing Director of the Company before referring it to\nthe Standing Joint Negotiating Committee.\u003C\u002Fp>\n\n\u003Cp>vii.If the matter is still not resolved, recourse to voluntary arbitration\nshall be made, after which the matter shall be dealt with in accordance with\nprovisions of the Labour Act 2003, (Act 651) with a view to resolving it.\u003C\u002Fp>\n\n\u003Cp>c) Trade Dispute Procedure:\u003C\u002Fp>\n\n\u003Cp>i) Settlement of Industrial Disputes\u003C\u002Fp>\n\n\u003Cp>ii) Settlement by Negotiation\u003C\u002Fp>\n\n\u003Cp>The parties to an industrial dispute are under an obligation to negotiate\nin\u003C\u002Fp>\n\n\u003Cp>good faith with a view to reaching a settlement of the dispute in\naccordance\u003C\u002Fp>\n\n\u003Cp>with the dispute settlement procedures establish in paragraph (b) of this\nArticle.\u003C\u002Fp>\n\n\u003Cp>ii) Mediation\u003C\u002Fp>\n\n\u003Cp>1. Subject to the time limit in respect of essential services, if the\nparties fail to settle a dispute by negotiation within seven days after the\noccurrence of the dispute, either party or both parties by agreement may refer\nthe dispute to the National Labour Commission and seek assistance of the\nCommission for the appointment of a mediator.\u003C\u002Fp>\n\n\u003Cp>2. Where the Commission is satisfied that the parties have not exhausted the\nprocedures established in the collective agreement or have not agreed to waive\nthose procedures, the Commission shall order the parties to comply with those\nprocedures within such time as the Commission may determine.\u003C\u002Fp>\n\n\u003Cp>3. When the Commission is satisfied that\u003C\u002Fp>\n\n\u003Cp>a) The parties have exhausted the procedures established in the collective\nagreement\u003C\u002Fp>\n\n\u003Cp>b) The parties have failed to settle the dispute and\u003C\u002Fp>\n\n\u003Cp>c) Noneof the parties has sought the assistance of the Commission to appoint\na mediator,\u003C\u002Fp>\n\n\u003Cp>4. The Commission shall request the parties to settle the dispute by\nmediation within three days of the Commission becoming aware of the\nnon-resolution of the dispute.\u003C\u002Fp>\n\n\u003Cp>5. Where the parties agree to mediate and at the end of the mediation\nproceedings there is settlement of the dispute, the agreement between the\nparties as regards the terms of the settlement shall be recorded in writing and\nsigned by the mediator and the parties to the dispute.\u003C\u002Fp>\n\n\u003Cp>6. The settlement agreement referred to in sub section (4) shall be binding\non all the parties unless the agreement states otherwise.\u003C\u002Fp>\n\n\u003Cp>7. When at the end of mediation proceedings, no agreement is reached, the\nmediator shall immediately declare the dispute as unresolved and refer the\ndispute to the Commission.\u003C\u002Fp>\n\n\u003Ch2>Article 35 - Salary\u002FWages Scales\u003C\u002Fh2>\n\n\u003Cp>The Salary and Wage Scales attached to this Agreement as Appendix 'A' are\nagreed upon so far as they refer to the Employers in respect of whom the Union\nis empowered to negotiate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF GOLDEN EXOTICS LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JEAN-CLAUDE GRUNER \u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GUILLAUME RANSON \u003C\u002Fp>\n\n\u003Cp>PRODUCTION MANAGER (KASUNYA)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF GENERAL AGRIC. WORKERS UNION OF GTUC\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JEAN-MICHEL BLANC \u003C\u002Fp>\n\n\u003Cp>PRODUCTION MANAGER (PARADISE)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GEORGE KPORYE\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCE MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In Presence of\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JAMES MOLEOHE \u003C\u002Fp>\n\n\u003Cp>CHAIRMAN LOCAL UNION (KASUNYA)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SETH ASARE OBIRI \u003C\u002Fp>\n\n\u003Cp>CHAIRMAN LOCAL UNION (PARADISE)\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            ",{"maternityexcludedtrigger":44,"sexualhar":48,"paidmaternityleavepayperc":52,"paidmaternityleaveduration":56,"overtimeallowanceperc1_general":60,"WAGES_determined":64,"alternatives":68,"ONCERISE_trigger":72,"maternity_nursing_breaks_duration":76,"dayspweek":80,"hourspweek_select":84,"childcare":86,"STRUCINCR_trigger":90,"nursingmothers":94,"funeralpay":96,"trainingfund":100,"contracttrialperiod":104,"maternityotherclause":108,"maxsicknesspayperc":112,"pensionfund":116,"OVERTIME_trigger":120,"holidaysdays":124,"paidmaternityleavepay":128,"nursingexcludedtrigger":130,"healthcareaccess":132,"healthinsurance":136,"SUNDAY_trigger":139,"healthcareaccessrelatives":141,"trainingprogrammes":143,"sundayallowancetype":146,"healthandsafetypolicy":148,"eqpay":152,"overtimeallowanceperc1":156,"hourspweek":159,"pregnancyexcludedtrigger":162,"sicknesspay":164,"sundayallowanceperc1":167,"equalityexcludedtrigger":169,"dayspweek_select":171,"healthinsurancerelatives":173,"paidmaternityleaveall":176,"SCHEDULE_trigger":178,"contracttrial":182,"breastfeeding_workingtime":184,"schedulesrestpw":188,"sicknessmaxdaysnr":190,"overtimeallowancetype_general":194,"childcareexcludedtrigger":196,"gender":198,"violence":200,"contractseverancepay1":203,"PAIDLEAV_trigger":207,"hivpolicy":209,"SENIOR_trigger":213,"sicknessmaxdays":217,"paidmaternityleave":219,"contractseverancepay":221,"jobsecuritymothers":223},{"bindId":45,"name":46,"text":47},"maternityexcludedtrigger","This Agreement shall apply to all unioni","This Agreement shall apply to all unionized employees.",{"bindId":49,"name":50,"text":51},"sexualhar","a) Termination of Appointment The ground","a) Termination of Appointment\n\nThe grounds for termination of appointment shall include:-\n\ni. Proven misconduct such as dishonesty, bribery, stealing, fraud, gross\ninsubordination, drunkenness at work, assault and fighting when on company's\npremises and or during working hours if not in the defense of company property,\nsleeping on duty, aiding and abetting crime, false accusations of fellow\nworkers if proven, abuse of women through sexual harassment, violence and rape\nand pornography.",{"bindId":53,"name":54,"text":55},"paidmaternityleavepayperc","3. A woman worker on maternity leave is ","3. A woman worker on maternity leave is entitled to be paid her full\nremuneration and other benefits to which otherwise entitled.",{"bindId":57,"name":58,"text":59},"paidmaternityleaveduration","2. A woman worker on production of medic","2. A woman worker on production of medical certificate issued by a medical\nofficer or a midwife indicating the expected date of her 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 of\nconfinement.",{"bindId":61,"name":62,"text":63},"overtimeallowanceperc1_general","c) All employees who are requested to wo","c) All employees who are requested to work overtime shall be paid according\nto the following rates:\n\nMonday to Friday................................Time and half\n\nSaturday..............................................Time and half\n\nSunday\u002FPublic Holidays.....................Double Time",{"bindId":65,"name":66,"text":67},"WAGES_determined","No employee covered by this Agreement sh","No employee covered by this Agreement shall be compelled or allowed to enter\ninto any contract or agreement with the Company covering the conditions of\nemployment, wages and salaries as dealt with in this Agreement or shall be\nallowed to be bonded in any sum to any party without prior discussion with the\nUnion.",{"bindId":69,"name":70,"text":71},"alternatives","7. An employer shall not dismiss a woman","7. An employer shall not dismiss a woman worker because of her absence from\nwork on maternity leave.",{"bindId":73,"name":74,"text":75},"ONCERISE_trigger","Incentive Scheme to be determined by the","Incentive Scheme to be determined by the Employer and the Union based on\nindividual productivity shall be established.",{"bindId":77,"name":78,"text":79},"maternity_nursing_breaks_duration","8. Nursing Mother A nursing mother is en","8. Nursing Mother\n\nA nursing mother is entitled to interrupt her work for an hour during her\nworking hours to nurse her baby. An extension beyond one hour shall be at the\ndiscretion of the Employer in consultation with the Union.",{"bindId":81,"name":82,"text":83},"dayspweek","a) The standard hours of work for basic ","a) The standard hours of work for basic pay shall be a maximum of 40 hours a\nweek of five days, except:",{"bindId":85,"name":82,"text":83},"hourspweek_select",{"bindId":87,"name":88,"text":89},"childcare","In special circumstances and by express ","In special circumstances and by express consent of the Employer an Employee\nmay be granted casual (compassionate) leave upon application up to a maximum of\nfive (5) days within a year and shall not affect the subsequent year's annual\nleave.",{"bindId":91,"name":92,"text":93},"STRUCINCR_trigger","a) When the employee is required to perf","a) When the employee is required to perform work, which carries an\nincremental scale, he\u002Fshe will receive an increment annually, unless he\u002Fshe has\nreceived notice of increment being withheld on established grounds of\nunsatisfactoiy work or conduct.\n\nb) An employee may be awarded more than one increment at the discretion of\nthe Employer.\n\nc) All incremental adjustments shall be at the beginning of the incremental\nyear, which shall be 1st January of every calendar year. At any rate, however,\nany new employee who assumes duty on first appointment nine (9) months prior to\nthe incremental date shall be eligible for increment.",{"bindId":95,"name":78,"text":79},"nursingmothers",{"bindId":97,"name":98,"text":99},"funeralpay","(a) The Management in the event of the d","(a) The Management in the event of the death of its employees agrees to\nprovide Coffin or Shroud, transport for the conveyance of the corpse to the\nplace of burial and cash donation to the bereaved family towards funeral\nexpenses, together with embalmment cost of an all-inclusive amount of Six\nHundred Cedis (GHc 600.00)\n\n(b) Death of Dependant\n\nOn the death of an employee's registered spouse or biological child, the\nemployer shall assist in such funeral expenses by providing transport to convey\nthe corpse to the place of burial and in addition offer cash donation to the\nbereaved family as follows:\n\nRegistered Biological child ..........GHc150.00\n\nRegistered spouse..........................GHc 250.00",{"bindId":101,"name":102,"text":103},"trainingfund","a) The Employer undertakes as far as pos","a) The Employer undertakes as far as possible to ensure that training\nfacilities exist and are used to enable employees holding posts in the\nestablishment to undergo such training as may be necessary for the performance\nof the duties of their posts and to enable them to qualify for advancement into\nhigh grades.",{"bindId":105,"name":106,"text":107},"contracttrialperiod","b) Every new employee other than tempora","b) Every new employee other than temporary, seasonal or casual employee may\non engagement undergo a period of probation which may vary according to the\nnature of the job but shall not normally exceed six (6) months.",{"bindId":109,"name":110,"text":111},"maternityotherclause","4. The period of maternity leave may be ","4. The period of maternity leave may be extended for at least two additional\nweeks where confinement is abnormal or where in the course of the same period\ntwo or more babies are born.\n\n5. Where an illness, medically certified by a medical practitioner, is due\nto her confinement the woman worker is entitled to additional leave as\ncertified by the medical practitioner.\n\n6. 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.",{"bindId":113,"name":114,"text":115},"maxsicknesspayperc","b) Sick Leave (Non-occupational accident","b) Sick Leave (Non-occupational accident and sickness)\n\ni. Sick leave with pay shall be granted to an employee only for days absent\ndue to ill health or injury and upon a certificate signed by a registered\nmedical practitioner appointed by the Employer except in cases of emergency; a\nregistered medical practitioner shall be accepted. Failure to produce a medical\ncertificate within three (3) days after reporting to duty shall be treated as\nabsence without permission.\n\nii. Sick leave with pay shall be granted in any one period of twelve (12)\nmonths as follows:\n\n\n  \n  \n  \n  \n  \n  \n    \n      Years of Work\n      Full Pay\n      Half Pay\n      No Pay\n    \n    \n      3 years or more\n      4 Months\n      3 Months\n      \n    \n    \n      Less than 3 years\n      2 Months\n      2 Months\n      ",{"bindId":117,"name":118,"text":119},"pensionfund","A Provident Fund shall be instituted by ","A Provident Fund shall be instituted by the Company and the employees for\nthe benefit of employees. The employee shall contribute 5% from January 2007\nwhilst the employer will contribute 5% from January 2008.",{"bindId":121,"name":122,"text":123},"OVERTIME_trigger","a) Overtime work is work on which the Em","a) Overtime work is work on which the Employee is engaged at the request of\nthe Employer over and above the standard working hours.\n\nb) All employees are expected to work a reasonable overtime unless they put\nforward any good and valid reasons for not doing so, which in a case of\ndispute, shall be decided between the Employer and the Union.\n\nc) All employees who are requested to work overtime shall be paid according\nto the following rates:\n\nMonday to Friday................................Time and half\n\nSaturday..............................................Time and half\n\nSunday\u002FPublic Holidays.....................Double Time",{"bindId":125,"name":126,"text":127},"holidaysdays","viii. Annual leave shall be granted at t","viii. Annual leave shall be granted at the following rates\n\n1. Employees with up to 2 years service: -16 working days.\n\n2. Employees with 2 to 4 years service: -18 working days.\n\n3. Employees with 4 to 6 years service: - 20 working days.\n\n4. Employees with over 6 years service: - 22 working days.",{"bindId":129,"name":54,"text":55},"paidmaternityleavepay",{"bindId":131,"name":46,"text":47},"nursingexcludedtrigger",{"bindId":133,"name":134,"text":135},"healthcareaccess","a)The employer shall provide free medica","a)The employer shall provide free medical attention to all employees, spouse\nand three children at a clinic\u002Fhospital designated by the employer (Provide\nNHIS Cards). Dental, Optical and major surgical operations and treatment of an\nemployee shall be at the expense of the employer if it is proven to be\nresulting from the employment. The employer shall also provide free medical\ntreatment for the employees on the following basis:",{"bindId":137,"name":134,"text":138},"healthinsurance","a)The employer shall provide free medical attention to all employees, spouse\nand three children at a clinic\u002Fhospital designated by the employer (Provide\nNHIS Cards). Dental, Optical and major surgical operations and treatment of an\nemployee shall be at the expense of the employer if it is proven to be\nresulting from the employment. The employer shall also provide free medical\ntreatment for the employees on the following basis:\n\n1. Treatment of the employees involved in an accident arising out of and in\nthe course of employment in accordance with the Workmen's Compensation Law 1987\nand any subsequent enactment thereof.\n\n2. In special circumstances, upon prior approval, management may upon\nproduction of satisfactory evidence refund the costs of treatment charged by a\nmember of the government recognized traditional healers association.\n\n3. Periodic Medical Examination\n\nThe Company agrees in consultation with the company's doctor and the Union\nthat workers required to, shall undergo periodic medical check up.",{"bindId":140,"name":62,"text":63},"SUNDAY_trigger",{"bindId":142,"name":134,"text":138},"healthcareaccessrelatives",{"bindId":144,"name":102,"text":145},"trainingprogrammes","a) The Employer undertakes as far as possible to ensure that training\nfacilities exist and are used to enable employees holding posts in the\nestablishment to undergo such training as may be necessary for the performance\nof the duties of their posts and to enable them to qualify for advancement into\nhigh grades.\n\nb) Where an employee is being trained for promotion, he\u002Fshe shall be\nacquainted with the period of such training. He\u002Fshe shall also be informed of\nthe posts to which he\u002Fshe may be confirmed or promoted if he\u002Fshe successfully\ncompletes his\u002Fher training.\n\nc) Employees who pursue suitable courses approved by the Employer shall\napply and be granted refund of tuition and examination fees involved at the\nsuccessful completion of the course.\n\nd) Employer shall endeavour to provide useful reading materials such as\nmagazines etc. for the benefit of the employee to broaden their general\noutlook. The Company shall grant scholarship to 10 children of the entire\nworkforce who excel and gain admission into the second cycle institutions every\nyear.",{"bindId":147,"name":62,"text":63},"sundayallowancetype",{"bindId":149,"name":150,"text":151},"healthandsafetypolicy","a) It is the responsibility of Managemen","a) It is the responsibility of Management to ensure a safe and healthy\nenvironment as enshrined in part XV, Section 118-120 of the Labour Act.2003,\nAct. 651, the employer shall make available to the Union, copies of such\npolicies oil Safety, Health and Environment.\n\nb) Health and Safety Committee\n\n1. The Management in collaboration with the Local Union shall form a health\nand safety committee. The Composition of the committee shall be three (3)\nrepresentatives each from the Management and the Union.\n\n2. The health and safety committee shall do a periodic monitoring to ensure\nthe implementation of the health and environment policies of the Company.",{"bindId":153,"name":154,"text":155},"eqpay","The Employer shall recognize the princip","The Employer shall recognize the principle of equal pay for equal work\nirrespective of sex.",{"bindId":157,"name":62,"text":158},"overtimeallowanceperc1","c) All employees who are requested to work overtime shall be paid according\nto the following rates:\n\nMonday to Friday................................Time and half",{"bindId":160,"name":82,"text":161},"hourspweek","a) The standard hours of work for basic pay shall be a maximum of 40 hours a\nweek of five days, except:\n\n- task workers whose work is defined by an assigned daily task. Any task\nwork and the wages shall be a subject matter of agreement between GEL and the\nUnion.",{"bindId":163,"name":46,"text":47},"pregnancyexcludedtrigger",{"bindId":165,"name":114,"text":166},"sicknesspay","b) Sick Leave (Non-occupational accident and sickness)\n\ni. Sick leave with pay shall be granted to an employee only for days absent\ndue to ill health or injury and upon a certificate signed by a registered\nmedical practitioner appointed by the Employer except in cases of emergency; a\nregistered medical practitioner shall be accepted. Failure to produce a medical\ncertificate within three (3) days after reporting to duty shall be treated as\nabsence without permission.\n\nii. Sick leave with pay shall be granted in any one period of twelve (12)\nmonths as follows:\n\n\n  \n  \n  \n  \n  \n  \n    \n      Years of Work\n      Full Pay\n      Half Pay\n      No Pay\n    \n    \n      3 years or more\n      4 Months\n      3 Months\n      \n    \n    \n      Less than 3 years\n      2 Months\n      2 Months\n      \n    \n  \n",{"bindId":168,"name":62,"text":63},"sundayallowanceperc1",{"bindId":170,"name":46,"text":47},"equalityexcludedtrigger",{"bindId":172,"name":82,"text":83},"dayspweek_select",{"bindId":174,"name":134,"text":175},"healthinsurancerelatives","a)The employer shall provide free medical attention to all employees, spouse\nand three children at a clinic\u002Fhospital designated by the employer (Provide\nNHIS Cards). Dental, Optical and major surgical operations and treatment of an\nemployee shall be at the expense of the employer if it is proven to be\nresulting from the employment. The employer shall also provide free medical\ntreatment for the employees on the following basis:\n\n1. Treatment of the employees involved in an accident arising out of and in\nthe course of employment in accordance with the Workmen's Compensation Law 1987\nand any subsequent enactment thereof.\n\n2. In special circumstances, upon prior approval, management may upon\nproduction of satisfactory evidence refund the costs of treatment charged by a\nmember of the government recognized traditional healers association.",{"bindId":177,"name":54,"text":55},"paidmaternityleaveall",{"bindId":179,"name":180,"text":181},"SCHEDULE_trigger","v. \"Working Days shall exclude Saturdays","v. \"Working Days shall exclude Saturdays, Sundays and Statutory Public\nHolidays.",{"bindId":183,"name":106,"text":107},"contracttrial",{"bindId":185,"name":186,"text":187},"breastfeeding_workingtime","9. Interruptions of work by a nursing mo","9. Interruptions of work by a nursing mother for the purpose of nursing her\nbaby shall be treated as working hours and paid accordingly.",{"bindId":189,"name":180,"text":181},"schedulesrestpw",{"bindId":191,"name":192,"text":193},"sicknessmaxdaysnr","ii. Sick leave with pay shall be granted","ii. Sick leave with pay shall be granted in any one period of twelve (12)\nmonths as follows:\n\n\n  \n  \n  \n  \n  \n  \n    \n      Years of Work\n      Full Pay\n      Half Pay\n      No Pay\n    \n    \n      3 years or more\n      4 Months\n      3 Months\n      \n    \n    \n      Less than 3 years\n      2 Months\n      2 Months\n      ",{"bindId":195,"name":62,"text":63},"overtimeallowancetype_general",{"bindId":197,"name":46,"text":47},"childcareexcludedtrigger",{"bindId":199,"name":154,"text":155},"gender",{"bindId":201,"name":50,"text":202},"violence","a) Termination of Appointment\n\nThe grounds for termination of appointment shall include:-\n\ni. Proven misconduct such as dishonesty, bribery, stealing, fraud, gross\ninsubordination, drunkenness at work, assault and fighting when on company's\npremises and or during working hours if not in the defense of company property,\nsleeping on duty, aiding and abetting crime, false accusations of fellow\nworkers if proven, abuse of women through sexual harassment, violence and rape\nand pornography.\n\nii. Committing deliberate act likely to cause danger to the lives or safety\nof other employees.",{"bindId":204,"name":205,"text":206},"contractseverancepay1","C) Redundancy and Severance Award Employ","C) Redundancy and Severance Award\n\nEmployees declared redundant or whose services becomes severed in a manner\nprovided for under the Severance Award provision of the Labour Act (Act 651)\n2003 shall be entitled to payment of combined Redundancy and Severance Award at\nthe following maximum rates calculated on the current basic earnings:\n\n\n\nOne (1) year to five (5) years of service: 1 ans 1\u002F2 (One and Half) months\nbasic salary for each completed year of service and the proportion thereof:\n\nFive (5) years and above of service :2 (Two) months basic salary for each\ncompleted year of service and the proportion thereof with a maximum cap of\nsixteen months salary for whatever number of years worked.",{"bindId":208,"name":126,"text":127},"PAIDLEAV_trigger",{"bindId":210,"name":211,"text":212},"hivpolicy","3. Periodic Medical Examination The Comp","3. Periodic Medical Examination\n\nThe Company agrees in consultation with the company's doctor and the Union\nthat workers required to, shall undergo periodic medical check up.",{"bindId":214,"name":215,"text":216},"SENIOR_trigger","Long service honour shall be bestowed on","Long service honour shall be bestowed on an employee who has served the\nEmployer for not less than Five (5) years as follows:\n\n5 years service - one (1) month salary and a commemorative certificate 10\nyears service - three (3) months salary and a commemorative certificate",{"bindId":218,"name":192,"text":193},"sicknessmaxdays",{"bindId":220,"name":58,"text":59},"paidmaternityleave",{"bindId":222,"name":205,"text":206},"contractseverancepay",{"bindId":224,"name":70,"text":71},"jobsecuritymothers","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Golden Exotics LTD - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2012-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2010-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Agriculture, forestry, fishing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Growing of fruit, nuts, beverage and spice crops\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                        Golden Exotics LTD\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        GAWU - General Agricultural Workers Union of Ghana Trades Union Congress\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → 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): → 83 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 213 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: → No\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: → Yes\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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → 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: → 5 days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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: → 22.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \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: → 0\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: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → 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",[230],{"title":37,"slug":33},[232],{"type":233,"data":234},"call_to_action_body_block",{"title":235,"description":236,"variant":237,"link":238},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":235,"url":239,"description":235,"rel":240,"type":241},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[243],{"type":233,"data":244},{"title":235,"description":236,"variant":237,"link":245},{"title":235,"url":239,"description":235,"rel":240,"type":241},[]]