[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-hotel-investments-ghana-limited-and-the-union-of-industry-commerce-and-finance-workers":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":164,"content_type_view":165,"extra_breadcrumbs":166,"body":168,"body_blocks":179,"related_pages":183},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":162,"translations":163},{"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-hotel-investments-ghana-limited-and-the-union-of-industry-commerce-and-finance-workers","a489519c-5b7f-11e4-b2a8-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-hotel-investments-ghana-limited-and-the-union-of-industry-commerce-and-finance-workers\u002Fcollective-agreement-between-hotel-investments-ghana-limited-and-the-union-of-industry-commerce-and-finance-workers\u002F","Collective Agreement between Hotel Investments (Ghana) Limited and the Union of Industry Commerce and Finance Workers","GHA Hotel Investments (Ghana) Limited - 2010","Ghana - GHA Hotel Investments (Ghana) Limited - 2010","GHA Hotel Investments (Ghana) Limited - 2010 - Hospitality, catering, tourism",{"name":41,"data":42},"hotel-investments-ghana-limted.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN HOTEL INVESTMENTS (GHANA) LIMITED AND THE\nUNION OF INDUSTRY, COMMERCE AND FINANCE WORKERS\u003C\u002Fh1>\n\n\u003Cp>A) PREAMBLE\u003C\u002Fp>\n\n\u003Cp>THIS AGREEMENT is made this 21 day of May 2011 BETWEEN HOTEL INVESTMENTS\n(GHANA) LIMITED (hereinafter called \"the employer\") of the one part and BETWEEN\nHOTEL INVESTMENTS (GHANA) LIMITED (hereinafter called \"the Union\") which has\nbeen certified under the Labour Act, 2003 (Act 651) as a negotiating body\nwithin the terms of the said Act for employees at the Labadi Beach Hotel\n(hereinafter called \"the hotel\") of the other part.\u003C\u002Fp>\n\n\u003Cp>B) SCOPE OF AGREEMENT\u003C\u002Fp>\n\n\u003Cp>This agreement shall apply to employees of the class set out in the\ncollective bargaining certificate issued by the Chief Labour Officer dated the\n18th day of February 2004, a copy of which is hereto attached as Appendix A.\u003C\u002Fp>\n\n\u003Cp>C) DEFINITIONS\u003C\u002Fp>\n\n\u003Cp>(a) For the purpose of this agreement the following expressions shall have\nthe following meanings:\u003C\u002Fp>\n\n\u003Cp>(i) \"Employee\" means any permanent salaried staff of the hotel for whom the\nUnion has been certified to negotiate.\u003C\u002Fp>\n\n\u003Cp>(ii) \"Employer\" means Hotel Investments (Ghana) Limited.\u003C\u002Fp>\n\n\u003Cp>(iii) \"Family\" means one spouse and four (4) children of an employee not\nabove eighteen (18) years of age, provided that children shall include\nbiological as well as legally adopted children.\u003C\u002Fp>\n\n\u003Cp>(iv) \"General Manager\" means the chief executive of the hotel or any\nmanagement personnel delegated to act for him.\u003C\u002Fp>\n\n\u003Cp>(v) \"Head of Department\" means a manager in charge of a department.\u003C\u002Fp>\n\n\u003Cp>(vi) \"Hotel\" means Labadi Beach Hotel.\u003C\u002Fp>\n\n\u003Cp>(vii) \"Management\" means the management of Labadi Beach Hotel.\u003C\u002Fp>\n\n\u003Cp>(viii) \"Month\" means one (1) calendar month.\u003C\u002Fp>\n\n\u003Cp>(ix) \"PMSU\" means the Professional and Managerial Staff Union of Labadi\nBeach Hotel.\u003C\u002Fp>\n\n\u003Cp>(x) \"Probationer\" means any new employee placed on probation for a specified\nperiod and whose appointment has not been confirmed.\u003C\u002Fp>\n\n\u003Cp>(xi) \"Salary\" means the consolidated salary of an employee and does not\ninclude any form of allowance.\u003C\u002Fp>\n\n\u003Cp>(xii) \"Year\" means a period of twelve (12) calendar months.\u003C\u002Fp>\n\n\u003Cp>(b) For the purpose of this agreement, the masculine gender shall include\nthe feminine unless otherwise specified.\u003C\u002Fp>\n\n\u003Cp>D. PURPOSE\u003C\u002Fp>\n\n\u003Cp>(a) It is the intention of the parties hereto that this agreement should\npromote cordial relations between the employer and the Union and increase\nproductivity among the hotel's employees in order to ensure the best\nhospitality service to customers and guests of the hotel at all times. This\ndocument sets out a basic agreement covering rates of pay, hours of work and\nother conditions of employment to be observed by the parties during the term of\nthis agreement.\u003C\u002Fp>\n\n\u003Cp>(b) It is also agreed that should any disagreement arise between the parties\nto this agreement, they shall take steps to settle such disagreement in the\nmanner provided and in accordance with the grievance procedure laid down in the\nLabour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cp>(c) Should the economic situation in the country deteriorate significantly\nin such manner as effects either the employees or the employer adversely or the\nfinancial performance of the employer deteriorate significantly before the\nannual review of salaries is due, the party affected may call for a review\nwhich shall be determined by agreement between the parties.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1 - DURATION\u003C\u002Fh2>\n\n\u003Cp>(a) This agreement shall come into force on 1st October 2010 and remain in\nforce for a period of two (2) years. Salaries shall however be reviewed\nyearly.\u003C\u002Fp>\n\n\u003Cp>(b) At anytime after twenty-two (22) months, either party may give the other\none (1) month's notice in writing, expressing its wish for the agreement to\ncontinue for a further period to be agreed upon between them or its intention\nto terminate the agreement. In the latter event the parties shall enter into\nnegotiations on the terms and conditions of a new agreement, but until such\ntime as the new agreement takes effect, this agreement shall continue in\nforce.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2 - APPOINTMENT PROCEDURES\u003C\u002Fh2>\n\n\u003Ch3>2.1 APPOINTMENT LETTER\u003C\u002Fh3>\n\n\u003Cp>Upon the appointment of any employee who falls within the scope of this\nagreement, the employer shall furnish him with a letter of appointment\nstipulating his terms of employment including the following:\u003C\u002Fp>\n\n\u003Cp>(i) Job title;\u003C\u002Fp>\n\n\u003Cp>(ii) Job description;\u003C\u002Fp>\n\n\u003Cp>(iii) Probation period;\u003C\u002Fp>\n\n\u003Cp>(iv) Hours of work;\u003C\u002Fp>\n\n\u003Cp>(v) Salary point; and\u003C\u002Fp>\n\n\u003Cp>(Vi) Salary scale\u003C\u002Fp>\n\n\u003Ch3>2.2 PERSONAL DATA\u002FHISTORY\u003C\u002Fh3>\n\n\u003Cp>(a) The employer may request the employee to furnish all or any of the\nfollowing as may be appropriate from time to time:\u003C\u002Fp>\n\n\u003Cp>(i) A completed personal history form indicating the names and ages of\nmembers of the employee's family, his marital status, educational background,\nqualifications, skills etc.\u003C\u002Fp>\n\n\u003Cp>(ii) A medical report from a doctor designated by the employer certifying\nthat the employee is medically fit.\u003C\u002Fp>\n\n\u003Cp>(iii) Documentary evidence of permission to reside and work in Ghana in the\ncase of a non-Ghanaian.\u003C\u002Fp>\n\n\u003Cp>(b) The employee shall promptly notify the employer of any change in any of\nthe particulars furnished under this Article.\u003C\u002Fp>\n\n\u003Cp>(c) Every employee shall give to the employer at the time of his appointment\nthe name and address of a person nominated as his beneficiary. Employees shall\nbe at liberty to alter their nominations from time to time.\u003C\u002Fp>\n\n\u003Cp>(d) In the event of the death of an employee, the employer shall pay any\nentitlement or benefit due to the deceased employee to his nominated\nbeneficiary subject to sufficient identification.\u003C\u002Fp>\n\n\u003Ch3>2.3 PROBATION\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(a) Every new employee shall from the date of his appointment serve\nprobation for a period of three (3) months, at the end of which his appointment\nshall be terminated, confirmed in writing or his probation extended.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) If the employer is not satisfied with a probationer's performance, he\nshall be informed in writing of his shortcomings and his probation period may\nbe extended for a further period not exceeding three (3) months or his\nappointment terminated.\u003C\u002Fp>\n\n\u003Cp>(c) Unless informed in writing to the contrary, the appointment of an\nemployee who has completed serving his probation period but has not received a\nletter of confirmation seven (7) days thereafter shall be deemed to have been\nconfirmed.\u003C\u002Fp>\n\n\u003Cp>(d) An employee's appointment may be terminated if his performance proves\nunsatisfactory even after the extension of his probation period.\u003C\u002Fp>\n\n\u003Ch3>2.4 VACANCIES. PROMOTIONS AND APPRAISALS\u003C\u002Fh3>\n\n\u003Cp>(a) As far as practicable vacancies shall be filled by giving first\nconsideration to staff.\u003C\u002Fp>\n\n\u003Cp>(b) Notice of vacancies in positions may be put on the notice board at the\nhotel for those with requisite qualifications to apply\u003C\u002Fp>\n\n\u003Cp>(c) Promotion shall be based on an employee's professional and academic\nqualifications, experience, efficiency on the job, potential to handle higher\nand additional responsibility, good human relations, general behaviour and such\nother factors as the employer may deem fit from time to time.\u003C\u002Fp>\n\n\u003Cp>(d) A performance appraisal report shall be made on each employee of the\nhotel annually. All appraisals made on an employee shall be discussed with him\nat an\u003C\u002Fp>\n\n\u003Cp>appraisal interview during which he shall be given an opportunity to make\nhis comments on the appraisal report.\u003C\u002Fp>\n\n\u003Cp>(e) Where an employee is not satisfied with his appraisal he may refer the\nmatter to the General Manager who shall discuss it with him in the presence of\na PMSU executive member of the employee's choice. The decision of the General\nManager on the matter shall be final.\u003C\u002Fp>\n\n\u003Ch3>2.5 INDIVIDUAL CONTRACTS\u003C\u002Fh3>\n\n\u003Cp>No employee covered by this agreement shall be compelled to enter into a\nseparate contract with the employer concerning the conditions of employment,\nwages and salaries dealt with in this agreement. No employee shall be bonded in\nany such employment contract with the Employer without the prior approval of\nthe Union.\u003C\u002Fp>\n\n\u003Ch3>2.6 NOTICE OF TERMINATION AND RESIGNATION\u003C\u002Fh3>\n\n\u003Cp>(a) Every employee shall be entitled to notice in writing by the employer in\nthe event of termination of his appointment. A confirmed employee shall be\nentitled to at least one (1) month's notice in writing or one (1) month's\nsalary in lieu thereof. A probationer shall be entitled to at least seven (7)\ndays' notice in writing or seven (7) days' salary in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>(b) Every confirmed employee wishing to resign from the service of the\nemployer shall give at least one (1) month's notice in writing of his intention\nto resign or pay one (1) month's salary in lieu thereof. A probationer shall\ngive at least seven (7) days' notice in writing or pay seven (7) days' salary\nin lieu thereof.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3 - GENERAL CONDITIONS OF WORK\u003C\u002Fh2>\n\n\u003Ch3>3.1 WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>(i) a) The standard hours of work for basic pay shall not exceed forty (40)\nhours per week of five (5) days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii) In all cases, the hours of work shall be regulated by Management in\naccordance with the exigencies of work and in consultation with the Union,\nprovided that the total number of hours worked for basic pay will not exceed\nthe standard working hours as laid down in (i) above.\u003C\u002Fp>\n\n\u003Cp>(iii) A minimum of one hour's break shall be allowed employees every day and\nthis shall not be counted as working hours.\u003C\u002Fp>\n\n\u003Cp>(b) An employee's working hours may be structured in the following\nshifts:\u003C\u002Fp>\n\n\u003Cp>(i) day shift;\u003C\u002Fp>\n\n\u003Cp>(ii) night shift; or\u003C\u002Fp>\n\n\u003Cp>(iii) mixed or rotating shift.\u003C\u002Fp>\n\n\u003Cp>(c) Rosters shall be prepared well in advance to meet these requirements.\nWhere the employer envisages any changes, employees affected shall be given\nsufficient notice of them.\u003C\u002Fp>\n\n\u003Ch3>3.2 PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>(a) Employees shall be allowed to enjoy all statutory public holidays\nprovided that those working in vital operational areas of the hotel may be\nrequired by the employer as and when necessary, to work on such holidays.\u003C\u002Fp>\n\n\u003Cp>(b) An employee shall be entitled to an extra day-off if his day-off falls\non a public holiday.\u003C\u002Fp>\n\n\u003Cp>(c)An employee who is required to work on a public holiday shall be entitled\nto two (2) extra days-off.\u003C\u002Fp>\n\n\u003Ch3>3.3 UNIFORMS AND SHOES\u003C\u002Fh3>\n\n\u003Cp>(a)A uniform allowance of the equivalent of nine hundred US dollars (US$900)\nshall be given to every employee to acquire uniforms and shoes for work.\nEmployees shall be responsible for the good care of their uniforms.\u003C\u002Fp>\n\n\u003Cp>(b) Employees' uniforms shall be cleaned at the hotel laundry at no cost to\nthem. Such cleaning shall be done at times convenient to the employer, which\ntimes shall be communicated to all employees.\u003C\u002Fp>\n\n\u003Ch3>3.4 LEGAL ASSISTANCE\u003C\u002Fh3>\n\n\u003Cp>In the event of legal proceedings being taken by a third party against an\nemployee for an act arising out of and in the course of carrying out\nconscientiously the rightful and authorised instructions of the employer, the\nemployee shall be provided with legal assistance for his defence by the\nemployer.\u003C\u002Fp>\n\n\u003Ch3>3.5 FRUSTRATED WORK\u003C\u002Fh3>\n\n\u003Cp>(a)When an employee reports for duty on his normal working day and due to no\nfault of his, the employee is ordered to leave or stop work by any Management\npersonnel of the hotel before completing a full day's work, he shall receive\nfull payment for the day.\u003C\u002Fp>\n\n\u003Cp>(b) This provision shall not apply to situations where the employee has been\nordered to leave or stop work as a disciplinary measure.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4 - WAGES AND SALARY ADMINISTRATION\u003C\u002Fh2>\n\n\u003Ch3>4.1 SALARY INCREMENT\u003C\u002Fh3>\n\n\u003Cp>(a) In determining the general salary review, the parties hereto shall take\ninto account national economic indicators such as the consumer price index,\nprojected rate of inflation, general cost of living and salary levels in the\nhotel and commercial sub-sectors of the economy. Above all, the level of review\nshall depend on the hotel's financial position. Each employee shall be entitled\nto a fixed percentage review of his salary.\u003C\u002Fp>\n\n\u003Cp>(b) An employee who successfully completes his probation and is confirmed\nshall be paid a salary appropriate to the position to which he is confirmed.\u003C\u002Fp>\n\n\u003Ch3>4.2 RATES OF PAY\u003C\u002Fh3>\n\n\u003Cp>(a)An employee covered by this agreement shall receive the rate of pay\nagreed between the parties hereto and as is appropriate to his job\nclassification.\u003C\u002Fp>\n\n\u003Cp>(b)All deductions required by law shall be made from the salary of an\nemployee.\u003C\u002Fp>\n\n\u003Ch3>4.3 SALARY ADVANCE\u003C\u002Fh3>\n\n\u003Cp>(a)A salary advance not exceeding his net monthly salary may be granted to\nan employee in financial difficulty.\u003C\u002Fp>\n\n\u003Cp>(b)A salary advance made to an employee shall be repayable in the same month\nin which it is given.\u003C\u002Fp>\n\n\u003Ch3>4.4 ANNUAL BONUS AND CHRISTMAS PACKAGES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>a) An employee may be paid an annual bonus based on the hotel's and the\nemployee's performance.\u003C\u002Fp>\n\n\u003Cp>b) Such bonus when declared, shall be paid in the last week of November.\u003C\u002Fp>\n\n\u003Cp>c) A confirmed employee who has worked in the hotel for less than a year may\nbe paid an annual bonus on a pro-rata basis when annual bonuses are being paid\nto other employees.\u003C\u002Fp>\n\n\u003Cp>d) At Christmas, the employer shall give to every employee a package\ncomprising the following:\u003C\u002Fp>\n\n\u003Cp>i) 25-kilogramme bag of rice; \u003C\u002Fp>\n\n\u003Cp>ii) 5-litre gallon of oil;\u003C\u002Fp>\n\n\u003Cp>iii) a pack of biscuits;\u003C\u002Fp>\n\n\u003Cp>iv) 2 400-gram tins of tomato puree;\u003C\u002Fp>\n\n\u003Cp>v) 6 canned drinks;\u003C\u002Fp>\n\n\u003Cp>vi) a chicken; and\u003C\u002Fp>\n\n\u003Cp>vii) 2 tins of corned beef.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>4.5 TOTAL DEDUCTIONS FROM SALARY\u003C\u002Fh3>\n\n\u003Cp>Deductions from an employee's salary in respect of loans and other advances\nshall not exceed forty per cent (40%) of the employees net monthly salary.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5 - ALLOWANCES\u003C\u002Fh2>\n\n\u003Ch3>5.1 PER DIEM ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to travel on an official assignment outside\nhis normal place of work and spend a night away from home, or travel outside\nGhana, the employer shall bear the cost of the trip, accommodation, meals and\ntransport expenses. Where the employee travels outside Ghana, he shall be paid\na per diem allowance of one hundred US dollars (US$100) per day. If within\nGhana, his per diem allowance shall be fifty Ghana cedis (GHc 50) per day.\u003C\u002Fp>\n\n\u003Ch3>5.2 DUTY ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Employees in the kitchen and computer departments who regularly work above\nthe forty (40) hours stipulated in Article 3.01 hereof at the request of\nManagement shall be paid a duty allowance of thirty-five Ghana cedis (GHc 35)\nmonthly and be reimbursed transport costs incurred by them whenever they are\nrecalled to work after working hours.\u003C\u002Fp>\n\n\u003Ch3>5.3 ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>(a)An ex-gratia award shall be made to an employee who is required to\nperform the duties of a position higher than his for a continuous period of not\nless than ten (10) working days.\u003C\u002Fp>\n\n\u003Cp>(b) An employee who is required to act in such a position shall be given a\nletter to that effect. Anyone who acts on his own accord without such a letter\nwill not be entitled to any benefit.\u003C\u002Fp>\n\n\u003Cp>(c) Where an acting assignment is for the purpose of training, which may\nthereafter lead to promotion, the employee shall not be paid an acting\nallowance for the period specified.\u003C\u002Fp>\n\n\u003Cp>(d) No employee shall be required to act in a vacant position for a period\nexceeding two (2) months. On the expiration of the two (2) month period,\nManagement shall review the situation and make a decision as to whether the\nemployee shall be confirmed in that position or not.\u003C\u002Fp>\n\n\u003Cp>(e) The ex-gratia award shall be calculated at the rate of twenty per cent\n(20%) of the employee's monthly salary for each month that the employee acts\nand on a pro-rata basis for periods less than one (1) month.\u003C\u002Fp>\n\n\u003Ch3>5.4 CASHIERS' ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Employees whose duties involve handling of cash shall not be required to\nrefund shortages or losses that occur in the course of their performance of\ntheir duties unless it is clearly established that such shortages or losses\noccurred through negligence or fraud on their part.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6 - LEAVE\u003C\u002Fh2>\n\n\u003Ch3>6.1 ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) Annual leave shall be earned and granted to all employees who have been\nin the employer's service for a continuous period of twelve (12) calendar\nmonths. The length of leave granted to employees shall depend on their length\nof service and shall be as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>(i) Those who have served for between one (1) year and four (4) years shall\nbe entitled to twenty-five (25) working days leave; and\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii) Those who have served for five (5) years and above shall be entitled to\ntwenty-eight (28) working days leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) There shall be no accumulation of leave. However, where the employer\nrequests an employee to postpone his leave for any reason, the employee shall\nbe informed of this request in writing and he shall be entitled to take his\nleave as soon thereafter as possible.\u003C\u002Fp>\n\n\u003Cp>(c) An employee who has not worked with the hotel for one (1) calendar year\nshall be granted paid leave on a pro-rata basis.\u003C\u002Fp>\n\n\u003Cp>(d) An employee proceeding on leave shall be required to hand over to\nwhomever the employer may direct.\u003C\u002Fp>\n\n\u003Cp>(e) An employee recalled to work from leave before his leave period ends\nshall be given the rest of his leave and reimbursed the transport expenses\nincurred by him as a result of the interruption of his leave. In addition,\nsixty-five Ghana cedis (GHc 65) inconvenience allowance shall be paid to him\nfor each period that his leave is interrupted.\u003C\u002Fp>\n\n\u003Cp>(f) In the case of termination or resignation, an employee who has not taken\nhis annual leave shall be entitled to leave calculated on a pro-rata basis\nprovided that his length of service is not less than three (3) months.\u003C\u002Fp>\n\n\u003Ch3>6.2 CASUAL LEAVE\u003C\u002Fh3>\n\n\u003Cp>(a) An employee who has already taken his annual leave may upon an\napplication in writing be granted casual leave not exceeding fourteen (14) days\nto enable him attend to urgent personal matters. The proof of the genuineness\nof the reason for such leave shall be on the employee.\u003C\u002Fp>\n\n\u003Cp>(b) In exceptional circumstances, the employer may grant casual leave with\nor without pay beyond the maximum period herein stipulated.\u003C\u002Fp>\n\n\u003Ch3>6.3 COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>The employer shall at the request in writing of an employee grant him five\n(5) working days compassionate leave on the death of a member of the employee's\nimmediate family as indicated in the employer's records.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>6.4 MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cp>(a) Where a female employee becomes pregnant, she shall upon the production\nof a certificate issued by a medical doctor or a registered midwife, be granted\nthree\u003C\u002Fp>\n\n\u003Cp>(3)months maternity leave with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) The Personnel Manager may, based on the employee's medical report and\nher work performance during the period of her pregnancy, in consultation with\nthe employee and her medical doctor, request the employee to proceed on her\nmaternity leave any time within six (6) weeks of her expected date of\ndelivery.\u003C\u002Fp>\n\n\u003Cp>(c) Maternity leave shall be extended by two (2) weeks where confinement is\nabnormal or where two (2) or more babies are born.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>(d) A nursing mother returning to duty after her maternity leave shall be\nallowed, for one (1) year after her resumption of duty, one (1) hour a day to\nnurse her baby. The specific lime for nursing shall be agreed between the\nemployee and her Head of Department.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(e) Absence from duty arising from pregnancy in excess of the maximum period\nprescribed above shall be regarded as absence on grounds of ill-health on the\nproduction of a medical certificate and the rules governing sick leave shall\napply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>(f) The maternity leave period shall not affect the earned annual leave of\nthe employee which shall be counted as if she were on duty.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>6.5 SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(a) Sick leave with pay shall be granted to an employee on the production of\na genuine medical certificate from the employer's designated doctor.\u003C\u002Fp>\n\n\u003Cp>(b) The length of time in a twelve (12) month period over which an employee\nmay be granted sick leave with pay shall depend on his length of service.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>(i) Employees who have served the employer for over ten (10) years shall be\nentitled to a maximum period of five (5) months with full pay and five (5)\nmonths with half pay, provided that in exceptional circumstances, the General\nManager may in his discretion review the maximum length of paid sick leave for\nsuch employees. Should they be retired on medical grounds pursuant to Article\n6.05(f), they shall be entitled to six (6) months' pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii) Employees who have served the employer for between five (5) and ten\u003C\u002Fp>\n\n\u003Cp>(10)years shall be entitled to a maximum period of four (4) months with full\npay and four (4) months with half pay. Should they be retired on medical\ngrounds pursuant to Article 6.05(f), they shall be entitled to four (4)months'\npay.\u003C\u002Fp>\n\n\u003Cp>(iii) Employees who have served the employer for over one (1) year but less\nthan five (5) years shall be entitled to a maximum period of three (3) months\nwith full pay and three (3) months with half pay. Should they be retired on\nmedical grounds pursuant to Article 6.05(f), they shall be entitled to three\n(3) months' pay.\u003C\u002Fp>\n\n\u003Cp>(c) The employer may call for a special medical examination and medical\ncertificate on an employed on sick leave at any time during the period of the\nemployee's sickness.\u003C\u002Fp>\n\n\u003Cp>(d) Where the sick employee is not satisfied with the employer's designated\nmedical doctor's recommendations made pursuant to clause (c) above, he may in\nconsultation with Management seek a second opinion from a medical doctor agreed\nbetween them.\u003C\u002Fp>\n\n\u003Cp>(e) Any employee found working whilst on sick leave will be subject to\nsummary dismissal.\u003C\u002Fp>\n\n\u003Cp>(f) At the end of the maximum sick leave period applicable to an employee,\nif it is certified by the employer's designated doctor or any other doctor\naccepted by the employer and the employee that the employee is unfit to work,\nhe may be retired on medical grounds.\u003C\u002Fp>\n\n\u003Cp>(g) An employee who is retired on medical grounds shall be paid all the\nentitlements due him from the employer promptly.\u003C\u002Fp>\n\n\u003Ch3>6.6 LEAVE OF ABSENCE FOR UNION ACTIVITIES\u003C\u002Fh3>\n\n\u003Cp>(a) An employee elected to serve in a permanent office in or as a delegate\nto any labour activity necessitating a leave of absence may with the prior\napproval of Management be granted leave with pay during such period.\u003C\u002Fp>\n\n\u003Cp>(b) Written notice for such leave stating the length of leave required shall\nbe given to the employer as far in advance as possible but in no event shall\nsuch notice be less than five (5) days prior to the date such leave is to\nbecome effective.\u003C\u002Fp>\n\n\u003Cp>(c) The length of leave and its frequency within a year shall be determined\non the merit of each individual case by and at the discretion of the\nManagement.\u003C\u002Fp>\n\n\u003Ch3>6.7 LEAVE PAY ON TERMINATION OR RESIGNATION\u003C\u002Fh3>\n\n\u003Cp>Employees resigning or being discharged from the service of the employer\nshall be paid for earned proportionate leave.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7 - WELFARE\u003C\u002Fh2>\n\n\u003Ch3>7.1 MEDICAL FACILITIES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(a)The employer shall provide free medical care for all employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>(b) The employee's family as defined in this agreement shall be entitled to\nmedical care including dental care, not exceeding an amount of one thousand\nGhana cedis (GHc l,000) a year, provided that where the said amount is\nexceeded, the employee may request a review of the amount which may be granted\nat Management's discretion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) Management in exercising its discretion to review the amount referred to\nin Article 7.01(b) shall consider each request for review on its merits.\u003C\u002Fp>\n\n\u003Cp>(d) Medical care includes specialist treatment and the cost of an ordinary\npair of spectacles and lenses if the need for them results from the performance\nof the employee of his duties in the course of the employer's service.\u003C\u002Fp>\n\n\u003Cp>(e) The employer shall not be responsible for medical treatment for\nself-inflicted injuries, cost of dentures or maternity or nursing home fees.\u003C\u002Fp>\n\n\u003Ch3>7.2 ILL-HEALTH\u003C\u002Fh3>\n\n\u003Cp>An employee who is unable to attend work as a result of ill-health shall\nnotify his Head of Department through the Personnel Manager within twenty-four\n(24) hours of his illness.\u003C\u002Fp>\n\n\u003Ch3>7.3 OCCUPATIONAL INJURIES\u003C\u002Fh3>\n\n\u003Cp>An employee who sustains injury in the course of his employment shall\nreceive his salary and such other payments as he shall be entitled to under the\nemployer's Group Personal Accident Insurance Policy during his period of\nhospitalisation. The employer shall pay all his medical expenses.\u003C\u002Fp>\n\n\u003Ch3>7.4 FUNERAL GRANT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) The employer shall donate the following to the bereaved family in the\nevent of the death of an employee:\u003C\u002Fp>\n\n\u003Cp>(i) cash of two thousand Ghana cedis (GHc 2,000);\u003C\u002Fp>\n\n\u003Cp>(ii) a coffin or other relevant burial material the cost of which shall be\ndecided in consultation with the PMSU;\u003C\u002Fp>\n\n\u003Cp>(iii) two (2) bottles of schnapps;\u003C\u002Fp>\n\n\u003Cp>(iv) two (2) bottles of gin;\u003C\u002Fp>\n\n\u003Cp>(v) two (2) bottles of whisky;\u003C\u002Fp>\n\n\u003Cp>(vi) two (2) cartons of beer;\u003C\u002Fp>\n\n\u003Cp>(vii) two (2) crates of soft drink; and\u003C\u002Fp>\n\n\u003Cp>(viii) a wreath.\u003C\u002Fp>\n\n\u003Cp>(b) The employer shall provide transport to convey the body to its place of\nburial within Ghana as may be directed by the family of the employee, as well\nas transport for employees to attend the funeral.\u003C\u002Fp>\n\n\u003Cp>(c) In the event of the death of an employee's child or spouse, the employer\nshall make a cash donation of one thousand, nine hundred Ghana cedis (GHc\n1,900) to the employee.\u003C\u002Fp>\n\n\u003Cp>(d) In the event of the death of an employee's father or mother, the\ndonation to the employee shall be one thousand, four hundred Ghana cedis (GHc\n1,400).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 8 - TRAINING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>(a) The employer shall endeavour to provide foreign and local training\nopportunities and facilities for employees to increase their productivity and\nenhance their chances of promotion within the hotel.\u003C\u002Fp>\n\n\u003Cp>(b) As a positive step towards the policy of promotion from among serving\npersonnel, the employer shall encourage deserving employees through in-service\nand institutional training to enhance their efficiency and develop their\npotential. Such training shall cover all sections of the hotel.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>(c) The employer shall pay the tuition and examination fees of employees who\nwith Management's prior approval, pursue courses that will in Management's\nview, be beneficial to the hotel.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(d) An employee required to undergo training will be advised on the duration\nof training and the purpose and details of training where necessary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 9 - DISCIPLINARY CODE\u003C\u002Fh2>\n\n\u003Ch3>9.1DISCIPLINE\u003C\u002Fh3>\n\n\u003Cp>The disciplinary action which may be taken by the employer against an\nemployee\u003C\u002Fp>\n\n\u003Cp>includes:\u003C\u002Fp>\n\n\u003Cp>(i) Summary dismissal;\u003C\u002Fp>\n\n\u003Cp>(ii) Termination of appointment;\u003C\u002Fp>\n\n\u003Cp>(iii) Suspension from duty without pay; and\u003C\u002Fp>\n\n\u003Cp>(iv) Written warning.\u003C\u002Fp>\n\n\u003Ch3>9.2 DISCIPLINARY PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>The following are the disciplinary procedures applicable to all\nemployees:\u003C\u002Fp>\n\n\u003Cp>(a) Where an employee's work performance or conduct is unsatisfactory, this\nshall be discussed with him by the head of his department or the Personnel\nManager. Thereafter, if his work performance or conduct continues to be\nunsatisfactory, he may be given a written query to which he shall provide a\nwritten response and the PMSU shall be duly notified.\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee commits an act amounting to a misconduct, he may be\ngiven a written query to which he shall provide a written response.\u003C\u002Fp>\n\n\u003Cp>(c) Management may, if dissatisfied with an employee's response to a written\nquery, give the employee a written warning. Before any such written warning is\nissued both in the situation of unsatisfactory conduct, work performance, or\nmisconduct, a discussion shall be held with the employee in the presence of not\nmore than two (2) PMSU representatives during which he shall be provided an\nopportunity to defend himself.\u003C\u002Fp>\n\n\u003Cp>(d) Where an employee receives two (2) written warnings regarding his\nunsatisfactory conduct, work performance or misconduct, he may be dismissed on\nthe commission of a third (3rd) offence warranting another written warning.\u003C\u002Fp>\n\n\u003Cp>(e) A written warning shall cease to have effect for the purpose of\ndisciplinary action after a period of twelve (12) consecutive months, provided\nhowever that such warning shall not be treated as ineffective and may be taken\ninto account in\u003C\u002Fp>\n\n\u003Cp>disciplinary proceedings in situations where the employee wilfully commits\nthe same offence after the said period.\u003C\u002Fp>\n\n\u003Cp>(f) An employee may be suspended on half pay pending investigations when he\nis suspected of committing an offence. If at the end of investigations he is\nfound not to have committed any offence, he shall be reinstated and paid in\nfull for the whole period of his suspension.\u003C\u002Fp>\n\n\u003Cp>(g) An employee who is alleged to have committed an offence which could lead\nto suspension, termination or dismissal shall be given a hearing by a committee\nconstituted by not more than three (3) Management representatives, one (1) of\nwhom shall chair the proceedings, and not more than two (2) PMSU\nrepresentatives.\u003C\u002Fp>\n\n\u003Cp>(a)The chairman of the disciplinary committee shall after the hearing\nforward their recommendations to the General Manager, whose decision on the\ndisciplinary measure, if any, to be taken against the employee shall be\nfinal.\u003C\u002Fp>\n\n\u003Cp>(b)For the avoidance of doubt, every written warning shall be preceded by a\nwritten query.\u003C\u002Fp>\n\n\u003Ch3>9.3 SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>(a) When an employee commits an act amounting to gross misconduct or serious\nbreach of discipline, he shall be liable to summary dismissal.\u003C\u002Fp>\n\n\u003Cp>(b) Acts of gross misconduct and serious breach of discipline include the\nfollowing:\u003C\u002Fp>\n\n\u003Cp>(i) Stealing property belonging to guests, other employees or the employer\nas well as removing hotel property from the hotel premises without\nauthority.\u003C\u002Fp>\n\n\u003Cp>(ii) Insulting, coercing, intimidating or threatening any of the hotel's\nguests, other employees, supervisors or other management staff or members of\nthe general public.\u003C\u002Fp>\n\n\u003Cp>(iii) Assaulting, having or provoking a fight with a guest, another\nemployee, a supervisor or other management staff. In relation to any member of\nthe general public, the said acts shall amount to gross misconduct if done\nwithin the hotel premises.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(iv) Being under the influence of an alcoholic beverage, an illegal drug or\nany such substance while on duty.\u003C\u002Fp>\n\n\u003Cp>(v) Behaving dishonestly or fraudulently, as for example, falsifying bills,\ngiving false information as regards absence or sickness or abusing the clock\ncard system.\u003C\u002Fp>\n\n\u003Cp>(vi) Wilfully causing damage to property belonging to a guest or the\nemployer.\u003C\u002Fp>\n\n\u003Cp>(vii) Disclosing confidential information relating to the hotel or any of\nits guests to anyone without the prior approval of Management.\u003C\u002Fp>\n\n\u003Cp>(viii) Gambling on the hotel premises.\u003C\u002Fp>\n\n\u003Cp>(ix) Serious breach of security or hotel procedures.\u003C\u002Fp>\n\n\u003Cp>(x) Sleeping on the hotel premises while on duty.\u003C\u002Fp>\n\n\u003Cp>(xi) Soliciting tips or money from guests.\u003C\u002Fp>\n\n\u003Cp>(xii) Quarrelling or behaving in a disorderly manner.\u003C\u002Fp>\n\n\u003Cp>(xiii) Using without authority any facility or property provided for the\nmanagement of the hotel or its guests.\u003C\u002Fp>\n\n\u003Cp>(xiv) Doing an act without reasonable excuse where such act amounts to\nfailure lo perform in the proper manner any duty given to the employee.\u003C\u002Fp>\n\n\u003Cp>(xv) Doing any act which shall be deemed to be detrimental to the good\nconduct of the hotel's business, or which tends to bring the hotel's image or\nname into disrepute or ridicule, or which goes against the standards set by the\nhotel.\u003C\u002Fp>\n\n\u003Cp>(xvi) Inefficiency.\u003C\u002Fp>\n\n\u003Cp>(xvii) Insubordination.\u003C\u002Fp>\n\n\u003Cp>(xviii) Gross negligence of duty.\u003C\u002Fp>\n\n\u003Cp>(c) The power to summarily dismiss an employee lies with the General Manager\nor in his absence whoever shall act in his place.\u003C\u002Fp>\n\n\u003Ch3>9.4. TERMINATION OF APPOINTMENT\u003C\u002Fh3>\n\n\u003Cp>Without prejudice to Articles 2.06 and 11.03, the employer may pursuant to\nArticle 9.02 terminate the appointment of an employee by giving the required\nnotice or salary in lieu of notice.\u003C\u002Fp>\n\n\u003Ch3>9.5 SUSPENSION\u003C\u002Fh3>\n\n\u003Cp>An employee who is found to have done anything detrimental to the hotel's\nbusiness may be suspended from duty without pay.\u003C\u002Fp>\n\n\u003Ch3>9.6 WARNING\u003C\u002Fh3>\n\n\u003Cp>An employee who commits an offence which in the opinion of Management is not\nso serious as to warrant summary dismissal, termination, or suspension from\nduty, may be given a written warning.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10 - UNION\u003C\u002Fh2>\n\n\u003Ch3>10.1UNION NOTICE BOARD\u003C\u002Fh3>\n\n\u003Cp>The employer shall provide a notice board placed conspicuously at the\npremises of the hotel for the use of the Union.\u003C\u002Fp>\n\n\u003Ch3>10.2 CHECK OFF\u002FUNION DUES\u003C\u002Fh3>\n\n\u003Cp>(a) The employer shall deduct from the salaries of employees who are members\nof the PMSU, the amount of their monthly dues as directed by the Union.\u003C\u002Fp>\n\n\u003Cp>(b) Sums deducted shall be paid over as directed not later than one (1)\nmonth after the date on which the salaries are paid.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11 - LEAVING THE SERVICE OF THE HOTEL\u003C\u002Fh2>\n\n\u003Ch3>11.1 CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>On leaving the service of the employer, a Certificate of Service shall be\nissued to an\u003C\u002Fp>\n\n\u003Cp>employee if he so requests.\u003C\u002Fp>\n\n\u003Ch3>11.2 REDUNDANCY\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>(a)Where the employer is compelled to declare any employee redundant, the\nemployer shall give not less than three (3) months' notice in advance to the\nUnion of the action to be taken, and such a redundancy exercise shall be\nconducted in accordance with the laws of Ghana.\u003C\u002Fp>\n\n\u003Cp>(b) The policy of \"first in, last out\" shall apply, all things being\nequal.\u003C\u002Fp>\n\n\u003Cp>(c) Employees declared redundant shall be entitled to the following\nseverance payments the amount of which shall depend on their length of\nservice\u003C\u002Fp>\n\n\u003Cp>(i) 1-5 years service\u003C\u002Fp>\n\n\u003Cp>(ii) above 5-10 years service\u003C\u002Fp>\n\n\u003Cp>(iii) above 10 years service \u003C\u002Fp>\n\n\u003Cp>2 months salary for each year of service\u003C\u002Fp>\n\n\u003Cp>4 months salary for each year of service.\u003C\u002Fp>\n\n\u003Cp>6 months salary for each year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>11.3 VACATION OF POST\u003C\u002Fh3>\n\n\u003Cp>(a)Any permanent employee who absents himself from duty for five (5)\nconsecutive days without prior written permission from his Head of Department\nshall be deemed to have vacated his post and his employment shall automatically\nbe terminated after the fifth (5lh) day, without notice.\u003C\u002Fp>\n\n\u003Cp>(b)A probationer who absents himself from duty for three (3) consecutive\ndays without prior written permission from his Head of Department shall be\ndeemed to have vacated his post. His employment shall automatically be\nterminated after the third (3rd) day without notice and he shall forfeit any\nbenefit due him.\u003C\u002Fp>\n\n\u003Cp>(c)A permanent employee who vacates his post may be paid all his outstanding\nearned entitlements.\u003C\u002Fp>\n\n\u003Ch3>11.4 RETIRING AGE\u003C\u002Fh3>\n\n\u003Cp>(a) There shall be a voluntary retiring age of fifty-five (55) years and a\ncompulsory retiring age of sixty (60) years for all employees. Notice may be\ngiven to such an employee before his date of retirement.\u003C\u002Fp>\n\n\u003Cp>(b) An employee who retires at the age of sixty (60) may be re-employed on\ncontract at the discretion of Management if the employee's services are still\nrequired.\u003C\u002Fp>\n\n\u003Cp>(a) The employer shall make the following awards to employees retiring at\nthe age of sixty (60) who have been in its service for the following\nperiods:\u003C\u002Fp>\n\n\u003Cp>i. between ten (10) and fifteen (15) years - four thousand US dollars\n(US$4,000)\u003C\u002Fp>\n\n\u003Cp>ii. above fifteen (15) years- six thousand US dollars (US$6,000)\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12 - OTHER BENEFITS\u003C\u002Fh2>\n\n\u003Cp>12.1 LONG SERVICE AWARD\u003C\u002Fp>\n\n\u003Cp>The employer shall present Long Service Awards to deserving employees as\nfollows:\u003C\u002Fp>\n\n\u003Cp>(i) An employee with five (5) years of service shall be presented with a\ncertificate.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee with ten (10) years of service shall be presented with a\ncertificate and a fridge-freezer.\u003C\u002Fp>\n\n\u003Cp>(iii) An employee with fifteen (15) years of service shall be presented with\nan amount of eight hundred US dollars (US$800).\u003C\u002Fp>\n\n\u003Cp>(iv) An employee with twenty (20) years of service shall be presented with\nan amount of one thousand US dollars (US$1,000).\u003C\u002Fp>\n\n\u003Ch3>12.2 SCHOLARSHIPS FOR EMPLOYEES' CHILDREN\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-educationtuition\">\u003Cp>(a) Subject to Article 12.02(d), the employer shall award three (3)\nscholarships each year for a period not exceeding four (4) years to three (3)\nchildren of employees for the purpose of their pursuing education in Senior\nHigh School, Technical or Vocational Schools.\u003C\u002Fp>\n\n\u003Cp>(b) Out of the children awarded such scholarships the employer shall award\nscholarships every year to two (2) of those who have gained admission to\ntertiary institutions.\u003C\u002Fp>\n\n\u003Cp>(c) The employer shall provide a textbook allowance of eighty-four Ghana\ncedis (GHc 84) a year for children of employees to whom scholarships are\nawarded as well as an accommodation allowance of seventy-two Ghana cedis (GHc\n72) a year for those among them in tertiary institutions.\u003C\u002Fp>\n\n\u003Cp>(d) The employer may revoke the scholarships if the performance of any such\nchild deteriorates significantly or if the employee is dismissed, designs or\nhas his employment terminated.\u003C\u002Fp>\n\n\u003Cp>(e) Should the employee be declared redundant however, it shall not be a\nbasis for the revocation of a scholarship awarded to his child.\u003C\u002Fp>\n\n\u003Cp>(f)All applications for scholarships shall be channelled through the Union\nto such person or persons as the employer shall nominate to administer the\nScholarship Scheme.\u003C\u002Fp>\n\n\u003Cp>(g) The employer shall provide each employee whose child attends primary\nschool with the equivalent of eighty US dollars (US$80) a term in respect of\neach such child. Whenever the employer decides to discard, sell or change any\nof its fittings, furnishings, equipment, vehicles and other property, it shall\ngive preference to interested employees in auctioning, selling or giving out\nthe said items.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>12.3 PROVIDENT FUND SCHEME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(a) The employer shall institute a Provident Fund Scheme to which all\nemployees except probationers shall contribute ten per cent (10%) of their\nmonthly salary. Such contributions shall be deducted monthly from the salaries\nof all employees before they are paid.\u003C\u002Fp>\n\n\u003Cp>(b) The employer's contribution to the Provident Fund shall be as\nfollows:\u003C\u002Fp>\n\n\u003Cp>(i) For employees with up to five (5) years service, five per cent (5%);\u003C\u002Fp>\n\n\u003Cp>(ii) For employees with above five (5) years service up to ten (10) years\nservice, seven and a half per cent (7and 1\u002F2%); and\u003C\u002Fp>\n\n\u003Cp>(iii) For employees with over ten (10) years service, ten per cent (10%).\u003C\u002Fp>\n\n\u003Cp>(c) Employees may not apply to make withdrawals from the Provident Fund or\nuse the credit balances standing in their favour to guarantee loans until they\nhave contributed to it for a minimum of three (3) years.\u003C\u002Fp>\n\n\u003Cp>(d) An employee who leaves the service of the employer before three (3)\nyears of membership of the scheme shall be entitled only to his total\ncontribution to the scheme and any interest that has accrued thereon.\u003C\u002Fp>\n\n\u003Cp>(e) An employee who leaves the employer's service after three (3) years of\nmembership of the scheme shall be entitled to both his contribution and the\nemployer's together with any interest that has accrued thereon.\u003C\u002Fp>\n\n\u003Cp>(f) At least one (1) PMSU representative shall participate in the\nadministration of the Provident Fund Scheme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>12.4 LOANS\u003C\u002Fh3>\n\n\u003Cp>(a) The employer may grant a loan to an employee in a sum not exceeding\neleven thousand US dollars (US$11,000).\u003C\u002Fp>\n\n\u003Cp>(b) Such loans shall be granted subject to terms and conditions to be laid\ndown by the employer and shall be repaid over a period not exceeding three (3)\nyears.\u003C\u002Fp>\n\n\u003Ch3>12.5 FUEL ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>(a) Every employee shall be entitled to a fuel allowance equivalent to the\nprice of fifty-five (55) gallons of petrol a month.\u003C\u002Fp>\n\n\u003Cp>(b) Employees who use their own cars for work shall be entitled to a\nmaintenance allowance of the equivalent of one hundred US dollars (US$100) a\nmonth and all others, to an amount of the equivalent of twenty US dollars\n(US$20) a month.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13 - GRIEVANCE PROCEDURE FOR EMPLOYEES' COMPLAINTS\u003C\u002Fh2>\n\n\u003Cp>(a) There shall be established a Standing Joint Negotiating Committee\nconsisting of representatives of the employer and the Union respectively.\u003C\u002Fp>\n\n\u003Cp>(b) An employee who has a grievance shall as a first step take up the\ngrievance with his immediate superior.\u003C\u002Fp>\n\n\u003Cp>(c) If the matter remains unresolved, he shall refer it to the executive of\nthe PMSU who shall take it up with the Personnel Manager to endeavour to\nresolve the grievance.\u003C\u002Fp>\n\n\u003Cp>(d) If the matter remains unresolved, the executive of the PMSU shall refer\nit to the General Manager.\u003C\u002Fp>\n\n\u003Cp>(e) Should the matter still remain unresolved at this point, the executive\nof the PMSU shall inform the Union who may arrange a meeting of the Standing\nJoint Negotiating Committee to resolve the matter.\u003C\u002Fp>\n\n\u003Cp>(f) If the Standing Joint Negotiating Committee fails to resolve the matter,\nit may be resolved in accordance with the Labour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14 - DISPUTE RESOLUTION\u003C\u002Fh2>\n\n\u003Cp>(a) Any dispute arising out of this agreement shall be referred to the\nStanding Joint Negotiating Committee.\u003C\u002Fp>\n\n\u003Cp>(b) Where both parties to this agreement are satisfied that there is a\nstalemate in resolving the dispute after exhaustive deliberations by the\nStanding Negotiating Committee, it may be referred to the National Labour\nCommission in accordance with the Labour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 15 - RESPONSIBILITIES OF THE PARTIES\u003C\u002Fh2>\n\n\u003Cp>(a) Nothing in this agreement shall worsen the existing salary, terms and\nother conditions of service of employees.\u003C\u002Fp>\n\n\u003Cp>(b) The Union recognises the right of the employer to exercise all the\nprerogatives, powers, authority and customary functions of management and all\nmatters pertaining to the conduct and governing of its business.\u003C\u002Fp>\n\n\u003Cp>The employer also has the right to make and alter from time to time, rules\nand regulations to be observed by its employees, provided that such rules and\nregulations shall not be inconsistent with the provisions of this agreement.\u003C\u002Fp>\n\n\u003Cp>(c) The Union shall have the right to exercise its functions under this\nagreement without let or hindrance and shall conduct its business in connection\nwith the hotel in keeping with recognised Trade Union principles and\npractices.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN WITNESS WHEREOF THE PARTIES HERETO HAVE BY THEIR DULY AUTHORISED\nREPRESENTATIVES HEREUNTO SET THEIR HANDS THE DAY AND YEAR FIRST ABOVE\nWRITTEN.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF HOTEL INVESTMENTS (GHANA) LIMITED IN THE\nPRESENCE OF\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MR.ADRIAN LANDRY \u003C\u002Fp>\n\n\u003Cp>(GENERAL MANAGER) \u003C\u002Fp>\n\n\u003Cp>(LABADI BEACH HOTEL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF ) THE UNION OF INDUSTRY, COMMERCE) AND FINANCE\nWORKERS IN THE ) PRESENCE OF)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MR. JOHN ESIAPE \u003C\u002Fp>\n\n\u003Cp>(DEPUTY SECRETARY-GENERAL) \u003C\u002Fp>\n\n\u003Cp>(UNION OF INDUSTRY, COMMERCE AND FINANCE WORKERS)\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            ",{"hourspday_select":44,"paidmaternityleavepayperc":48,"paidmaternityleaveduration":52,"maternitydiscrimination":54,"maternity_nursing_breaks_length":58,"ONCERISE_trigger":62,"maternity_nursing_breaks_duration":66,"dayspweek":68,"hourspweek_select":70,"childcare":72,"nursingmothers":76,"hourspday":78,"funeralpay":80,"trainingfund":84,"contracttrialperiod":88,"maternityotherclause":92,"maxsicknesspayperc":96,"pensionfund":100,"holidaysdays":104,"healthcareaccess":108,"sicknessmaxdays":112,"hourspweek":116,"contracttrial":118,"schedulesrestpw":120,"dayspweek_select":122,"paidmaternityleaveall":124,"SCHEDULE_trigger":126,"educationtuition":128,"sicknesspay":132,"sicknessmaxdaysnr":134,"healthcareaccessrelatives":136,"violence":140,"contractseverancepay1":144,"paidmaternityleavepay":148,"trainingprogrammes":150,"paidmaternityleave":154,"contractseverancepay":156,"PAIDLEAV_trigger":158},{"bindId":45,"name":46,"text":47},"hourspday_select","(i) a) The standard hours of work for ba","(i) a) The standard hours of work for basic pay shall not exceed forty (40)\nhours per week of five (5) days.",{"bindId":49,"name":50,"text":51},"paidmaternityleavepayperc","(a) Where a female employee becomes preg","(a) Where a female employee becomes pregnant, she shall upon the production\nof a certificate issued by a medical doctor or a registered midwife, be granted\nthree\n\n(3)months maternity leave with full pay.",{"bindId":53,"name":50,"text":51},"paidmaternityleaveduration",{"bindId":55,"name":56,"text":57},"maternitydiscrimination","(f) The maternity leave period shall not","(f) The maternity leave period shall not affect the earned annual leave of\nthe employee which shall be counted as if she were on duty.",{"bindId":59,"name":60,"text":61},"maternity_nursing_breaks_length","(d) A nursing mother returning to duty a","(d) A nursing mother returning to duty after her maternity leave shall be\nallowed, for one (1) year after her resumption of duty, one (1) hour a day to\nnurse her baby. The specific lime for nursing shall be agreed between the\nemployee and her Head of Department.",{"bindId":63,"name":64,"text":65},"ONCERISE_trigger","a) An employee may be paid an annual bon","a) An employee may be paid an annual bonus based on the hotel's and the\nemployee's performance.\n\nb) Such bonus when declared, shall be paid in the last week of November.\n\nc) A confirmed employee who has worked in the hotel for less than a year may\nbe paid an annual bonus on a pro-rata basis when annual bonuses are being paid\nto other employees.\n\nd) At Christmas, the employer shall give to every employee a package\ncomprising the following:\n\ni) 25-kilogramme bag of rice; \n\nii) 5-litre gallon of oil;\n\niii) a pack of biscuits;\n\niv) 2 400-gram tins of tomato puree;\n\nv) 6 canned drinks;\n\nvi) a chicken; and\n\nvii) 2 tins of corned beef.",{"bindId":67,"name":60,"text":61},"maternity_nursing_breaks_duration",{"bindId":69,"name":46,"text":47},"dayspweek",{"bindId":71,"name":46,"text":47},"hourspweek_select",{"bindId":73,"name":74,"text":75},"childcare","The employer shall at the request in wri","The employer shall at the request in writing of an employee grant him five\n(5) working days compassionate leave on the death of a member of the employee's\nimmediate family as indicated in the employer's records.",{"bindId":77,"name":60,"text":61},"nursingmothers",{"bindId":79,"name":46,"text":47},"hourspday",{"bindId":81,"name":82,"text":83},"funeralpay","(a) The employer shall donate the follow","(a) The employer shall donate the following to the bereaved family in the\nevent of the death of an employee:\n\n(i) cash of two thousand Ghana cedis (GHc 2,000);\n\n(ii) a coffin or other relevant burial material the cost of which shall be\ndecided in consultation with the PMSU;\n\n(iii) two (2) bottles of schnapps;\n\n(iv) two (2) bottles of gin;\n\n(v) two (2) bottles of whisky;\n\n(vi) two (2) cartons of beer;\n\n(vii) two (2) crates of soft drink; and\n\n(viii) a wreath.\n\n(b) The employer shall provide transport to convey the body to its place of\nburial within Ghana as may be directed by the family of the employee, as well\nas transport for employees to attend the funeral.\n\n(c) In the event of the death of an employee's child or spouse, the employer\nshall make a cash donation of one thousand, nine hundred Ghana cedis (GHc\n1,900) to the employee.\n\n(d) In the event of the death of an employee's father or mother, the\ndonation to the employee shall be one thousand, four hundred Ghana cedis (GHc\n1,400).",{"bindId":85,"name":86,"text":87},"trainingfund","(c) The employer shall pay the tuition a","(c) The employer shall pay the tuition and examination fees of employees who\nwith Management's prior approval, pursue courses that will in Management's\nview, be beneficial to the hotel.",{"bindId":89,"name":90,"text":91},"contracttrialperiod","(a) Every new employee shall from the da","(a) Every new employee shall from the date of his appointment serve\nprobation for a period of three (3) months, at the end of which his appointment\nshall be terminated, confirmed in writing or his probation extended.",{"bindId":93,"name":94,"text":95},"maternityotherclause","(e) Absence from duty arising from pregn","(e) Absence from duty arising from pregnancy in excess of the maximum period\nprescribed above shall be regarded as absence on grounds of ill-health on the\nproduction of a medical certificate and the rules governing sick leave shall\napply.",{"bindId":97,"name":98,"text":99},"maxsicknesspayperc","(i) Employees who have served the employ","(i) Employees who have served the employer for over ten (10) years shall be\nentitled to a maximum period of five (5) months with full pay and five (5)\nmonths with half pay, provided that in exceptional circumstances, the General\nManager may in his discretion review the maximum length of paid sick leave for\nsuch employees. Should they be retired on medical grounds pursuant to Article\n6.05(f), they shall be entitled to six (6) months' pay.",{"bindId":101,"name":102,"text":103},"pensionfund","(a) The employer shall institute a Provi","(a) The employer shall institute a Provident Fund Scheme to which all\nemployees except probationers shall contribute ten per cent (10%) of their\nmonthly salary. Such contributions shall be deducted monthly from the salaries\nof all employees before they are paid.\n\n(b) The employer's contribution to the Provident Fund shall be as\nfollows:\n\n(i) For employees with up to five (5) years service, five per cent (5%);\n\n(ii) For employees with above five (5) years service up to ten (10) years\nservice, seven and a half per cent (7and 1\u002F2%); and\n\n(iii) For employees with over ten (10) years service, ten per cent (10%).\n\n(c) Employees may not apply to make withdrawals from the Provident Fund or\nuse the credit balances standing in their favour to guarantee loans until they\nhave contributed to it for a minimum of three (3) years.\n\n(d) An employee who leaves the service of the employer before three (3)\nyears of membership of the scheme shall be entitled only to his total\ncontribution to the scheme and any interest that has accrued thereon.\n\n(e) An employee who leaves the employer's service after three (3) years of\nmembership of the scheme shall be entitled to both his contribution and the\nemployer's together with any interest that has accrued thereon.\n\n(f) At least one (1) PMSU representative shall participate in the\nadministration of the Provident Fund Scheme.",{"bindId":105,"name":106,"text":107},"holidaysdays","(i) Those who have served for between on","(i) Those who have served for between one (1) year and four (4) years shall\nbe entitled to twenty-five (25) working days leave; and",{"bindId":109,"name":110,"text":111},"healthcareaccess","(a)The employer shall provide free medic","(a)The employer shall provide free medical care for all employees.",{"bindId":113,"name":114,"text":115},"sicknessmaxdays","(a) Sick leave with pay shall be granted","(a) Sick leave with pay shall be granted to an employee on the production of\na genuine medical certificate from the employer's designated doctor.\n\n(b) The length of time in a twelve (12) month period over which an employee\nmay be granted sick leave with pay shall depend on his length of service.\n\n(i) Employees who have served the employer for over ten (10) years shall be\nentitled to a maximum period of five (5) months with full pay and five (5)\nmonths with half pay, provided that in exceptional circumstances, the General\nManager may in his discretion review the maximum length of paid sick leave for\nsuch employees. Should they be retired on medical grounds pursuant to Article\n6.05(f), they shall be entitled to six (6) months' pay.",{"bindId":117,"name":46,"text":47},"hourspweek",{"bindId":119,"name":90,"text":91},"contracttrial",{"bindId":121,"name":46,"text":47},"schedulesrestpw",{"bindId":123,"name":46,"text":47},"dayspweek_select",{"bindId":125,"name":50,"text":51},"paidmaternityleaveall",{"bindId":127,"name":46,"text":47},"SCHEDULE_trigger",{"bindId":129,"name":130,"text":131},"educationtuition","(a) Subject to Article 12.02(d), the emp","(a) Subject to Article 12.02(d), the employer shall award three (3)\nscholarships each year for a period not exceeding four (4) years to three (3)\nchildren of employees for the purpose of their pursuing education in Senior\nHigh School, Technical or Vocational Schools.\n\n(b) Out of the children awarded such scholarships the employer shall award\nscholarships every year to two (2) of those who have gained admission to\ntertiary institutions.\n\n(c) The employer shall provide a textbook allowance of eighty-four Ghana\ncedis (GHc 84) a year for children of employees to whom scholarships are\nawarded as well as an accommodation allowance of seventy-two Ghana cedis (GHc\n72) a year for those among them in tertiary institutions.\n\n(d) The employer may revoke the scholarships if the performance of any such\nchild deteriorates significantly or if the employee is dismissed, designs or\nhas his employment terminated.\n\n(e) Should the employee be declared redundant however, it shall not be a\nbasis for the revocation of a scholarship awarded to his child.\n\n(f)All applications for scholarships shall be channelled through the Union\nto such person or persons as the employer shall nominate to administer the\nScholarship Scheme.\n\n(g) The employer shall provide each employee whose child attends primary\nschool with the equivalent of eighty US dollars (US$80) a term in respect of\neach such child. Whenever the employer decides to discard, sell or change any\nof its fittings, furnishings, equipment, vehicles and other property, it shall\ngive preference to interested employees in auctioning, selling or giving out\nthe said items.",{"bindId":133,"name":114,"text":115},"sicknesspay",{"bindId":135,"name":114,"text":115},"sicknessmaxdaysnr",{"bindId":137,"name":138,"text":139},"healthcareaccessrelatives","(b) The employee's family as defined in ","(b) The employee's family as defined in this agreement shall be entitled to\nmedical care including dental care, not exceeding an amount of one thousand\nGhana cedis (GHc l,000) a year, provided that where the said amount is\nexceeded, the employee may request a review of the amount which may be granted\nat Management's discretion.",{"bindId":141,"name":142,"text":143},"violence","(a) When an employee commits an act amou","(a) When an employee commits an act amounting to gross misconduct or serious\nbreach of discipline, he shall be liable to summary dismissal.\n\n(b) Acts of gross misconduct and serious breach of discipline include the\nfollowing:\n\n(i) Stealing property belonging to guests, other employees or the employer\nas well as removing hotel property from the hotel premises without\nauthority.\n\n(ii) Insulting, coercing, intimidating or threatening any of the hotel's\nguests, other employees, supervisors or other management staff or members of\nthe general public.\n\n(iii) Assaulting, having or provoking a fight with a guest, another\nemployee, a supervisor or other management staff. In relation to any member of\nthe general public, the said acts shall amount to gross misconduct if done\nwithin the hotel premises.",{"bindId":145,"name":146,"text":147},"contractseverancepay1","(a)Where the employer is compelled to de","(a)Where the employer is compelled to declare any employee redundant, the\nemployer shall give not less than three (3) months' notice in advance to the\nUnion of the action to be taken, and such a redundancy exercise shall be\nconducted in accordance with the laws of Ghana.\n\n(b) The policy of \"first in, last out\" shall apply, all things being\nequal.\n\n(c) Employees declared redundant shall be entitled to the following\nseverance payments the amount of which shall depend on their length of\nservice\n\n(i) 1-5 years service\n\n(ii) above 5-10 years service\n\n(iii) above 10 years service \n\n2 months salary for each year of service\n\n4 months salary for each year of service.\n\n6 months salary for each year of service.",{"bindId":149,"name":50,"text":51},"paidmaternityleavepay",{"bindId":151,"name":152,"text":153},"trainingprogrammes","(a) The employer shall endeavour to prov","(a) The employer shall endeavour to provide foreign and local training\nopportunities and facilities for employees to increase their productivity and\nenhance their chances of promotion within the hotel.\n\n(b) As a positive step towards the policy of promotion from among serving\npersonnel, the employer shall encourage deserving employees through in-service\nand institutional training to enhance their efficiency and develop their\npotential. Such training shall cover all sections of the hotel.\n\n(c) The employer shall pay the tuition and examination fees of employees who\nwith Management's prior approval, pursue courses that will in Management's\nview, be beneficial to the hotel.\n\n(d) An employee required to undergo training will be advised on the duration\nof training and the purpose and details of training where necessary.",{"bindId":155,"name":50,"text":51},"paidmaternityleave",{"bindId":157,"name":146,"text":147},"contractseverancepay",{"bindId":159,"name":160,"text":161},"PAIDLEAV_trigger","(a) Annual leave shall be earned and gra","(a) Annual leave shall be earned and granted to all employees who have been\nin the employer's service for a continuous period of twelve (12) calendar\nmonths. The length of leave granted to employees shall depend on their length\nof service and shall be as follows:\n\n(i) Those who have served for between one (1) year and four (4) years shall\nbe entitled to twenty-five (25) working days leave; and\n\n(ii) Those who have served for five (5) years and above shall be entitled to\ntwenty-eight (28) working days leave.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Hotel Investments (Ghana) Limited - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-10-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2012-09-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2011-05-21\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Hotels and similar accommodation\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                        Hotel Investments (Ghana) Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Union of Industry, Commerce & Finance Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\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): → 92 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 304 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Yes\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → 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: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \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: → 25.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 5.0 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            \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            \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            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → 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",[167],{"title":37,"slug":33},[169],{"type":170,"data":171},"call_to_action_body_block",{"title":172,"description":173,"variant":174,"link":175},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":172,"url":176,"description":172,"rel":177,"type":178},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[180],{"type":170,"data":181},{"title":172,"description":173,"variant":174,"link":182},{"title":172,"url":176,"description":172,"rel":177,"type":178},[]]