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AND UNION OF EDUCATION,\nAGRICULTURE & GENERAL SERVICES WORKERS (U.N.E.A.G.E.S) of G.F.L\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION A -PREAMBLE\u003C\u002Fp>\n\n\u003Cp>This Collective Agreement is made this 1st day of January 2015 between HPW\nFRESH & DRY LIMITED hereinafter referred to as the Employer and Executives\nof Union of Education, Agriculture & General Services [UNEAGES] hereinafter\nreferred to as the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1 -COVERAGE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitydifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaredifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cp>This Collective Agreement shall apply to staffs of the company who are\nmembers of the Union of Education, Agriculture & General Services Workers\nin the time being and other staff of the company who would be engaged\nthereafter and become members of the Union.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2 - PURPOSE\u003C\u002Fh2>\n\n\u003Cp>i. It is the desire and purpose of both the employer and the Union that the\ncontent of this Collective Agreement shall promote and improve harmonious\nworking relationship towards the realization of the cooperate goals of the\ncompany and improved socio-economic wellbeing of the workers of the company who\nare covered by this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. The management and the union will work together in promoting increasing\nlevels of productivity, efficiency and high levels of motivation amongst the\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. This Collective Agreement is also intended to create the platform and\natmosphere through the medium of dialogue to resolve all likely labour related\nconflict and or misunderstandings that may arise in the course of the work\nthrough processes and procedures provided by the Labour Act 2003, Act 651 and\nthose provided for under this Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3: DURATION\u003C\u002Fh2>\n\n\u003Cp>This agreement shall come into effect on 1st January 2015 and shall remain\nin force for a period of two years on the effective date. Twenty-two [22]\nmonths after its operation, either party to this agreement may serve the other\nparty a one month written notice of its intentions to review the agreement. In\neither case, the two parties shall meet to negotiate, but until a new agreement\nis negotiated and signed into effect, the existing Collective Agreement shall\ncontinue to prevail on both parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4: DEFINITIONS\u003C\u002Fh2>\n\n\u003Cp>For better understanding and effective implementation of the articles of\nthis Collective Agreement, the following shall mean:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. Employer shall mean the HPW FRESH & DRY LIMITED or the company\nregistered under the laws of Ghana to operate as a corporate entity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Employee shall refer to a permanent, Contract , Casual, Temporary worker\nof HPW Fresh & Dry Limited who shall be required to discharge their duties\nand classified under the Collective Bargaining Certificate to be covered by\nthis agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Management shall refer to the team of managers duly appointed by the\nemployer to implement its policies and to ensure the effective implementation\nof the articles on all matters of employment and non-employment contained in\nthis Collective Agreement and all relevant labor laws.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. Union means the national union certified under the Labour Act 2003, Act\n651 as the Union of Education, Agriculture & General Services Workers\n[UNEAGES]\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v. Members shall refer to those employees who exercise their rights under\nthe law to join the union to promote and protect their socio-economic interest\nwhile in the employment of the HPW Fresh & Dry Limited\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vi.Night Shift shall be 8hour work that is normally carried out from the\nhours of 10.00pm to 6.00am of the following day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vii. Daily Rated Worker is a worker whose monthly basic pay is calculated on\n27 working days including paid off days. However, a Casual Worker shall be paid\nper the number of days worked for in the month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>viii. Contract Worker is a worker of the company who has worked continuously\nfor a period of six months and above subject to a tenure of contract.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ix. Casual Worker is a worker who works seasonally for a continuous period\nof one month but not more than three months on the job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>x. Off Duty shall refer to the statutory two [2] days rest period for a\nworker guaranteed by law after working for a period of forty [40] hours in a\nweek of five days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>xi. Basic Pay shall refer to the wages of an employee without any allowances\nadded to it or deductions made from it.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>xii. Probation means the period of observation of a newly engaged worker to\ndetermine his\u002Fher level of suitability to work for confirmation as a permanent\nor contract employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>xiii. Production Target is the expected work output set by the employer with\nall requisite inputs provided for delivery by a worker in a regulatory working\nperiod for wages\u002Fsalaries.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION: B - ENTERING THE JOB\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5-ENGAGEMENTS\u003C\u002Fh2>\n\n\u003Cp>A successful applicant who is offered employment by HPW Fresh & Dry\nLimited shall be served with an appointment letter which shall contain the\nfollowing among essentials of employment;\u003C\u002Fp>\n\n\u003Cp>Date of Employment\u003C\u002Fp>\n\n\u003Cp>Nature of Employment\u003C\u002Fp>\n\n\u003Cp>Salary at the point of Employment\u003C\u002Fp>\n\n\u003Cp>Period of Probation\u003C\u002Fp>\n\n\u003Cp>Job Title and Description\u003C\u002Fp>\n\n\u003Cp>Hours of Work\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6 – EMPLOYMENT DATA\u003C\u002Fh2>\n\n\u003Cp>Upon request, the newly engaged worker shall furnish the employer with\ndetailed personal data covering his\u002Fher full name, date of birth, age, official\nidentification piece, family profile, previous employment. Educational\u002FAcademic\nqualifications, next of kin, medical history disciplinary records, referee\netc.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7 – MEDICAL EXAMINATION\u003C\u002Fh2>\n\n\u003Cp>An employee to be considered for employment by the HPW Fresh & Dry\nLimited\u003C\u002Fp>\n\n\u003Cp>shall on the request of the employer undergo medical examination to check\nthe health status and determine his\u002Fher level of fitness for the job.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8 -APPOINTMENT LETTER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>The employer shall issue appointment letter to any newly engaged worker\nclearly indicating the date of appointment, job title, department\u002Fsection of\nwork, probationary period, salary range, hours of work etc. Such letter of\nappointment shall be issued to the worker not later than two months of the date\nof employment\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 9 - PROBATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>i. The employer shall subject newly engaged workers to a minimum of three\nmonths and maximum of six months’ probation during which period the employee\nshall be carefully observed regarding his\u002Fher suitability for the assigned\njob.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. On completion of the probation, the employer shall write to either\nconfirm or terminate the appointment of a probationer based on either proven\nsatisfactory or unsatisfactory performance on the job during the period of\nprobation as provided for in Section 15 of the Labour Act, 2003, Act 651\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Any probationer who serves more than six months without any written\nconfirmation may be deemed to have been made permanent on his\u002Fher job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION C – ON THE JOB [GENERAL CONDITIONS OF WORK]\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10 - INDUCTION\u002FJOB ORIENTATION\u003C\u002Fh2>\n\n\u003Cp>In order to promote teamwork among workers for higher productivity and\nharmonious working relationship at work, newly employed workers of the company\nshall undergo an orientation to introduce them to the cultural norms and work\nethics of the company. The period of such orientation shall not exceed two\nweeks depending on the reality on the ground.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11 - APPRAISALS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>i. In line with its corporate policy, the employer shall undertake Annual\nPerformance Appraisal of all employees covered by this Agreement to determine\nsalary incremental jumps, promotions, upgrading, transfers, and incremental\nwithholdings.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. An Appraisal Scheme shall be designed by the HR Department to be\nadministered by the Departmental\u002FSectional Heads of the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. The Departmental\u002FSectional Heads shall constitute an Appraisal\nInterview platform where the Appraised shall be given an opportunity to discuss\nand sign his\u002Fher own appraisal report before implementation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. The Employer shall institute a Complaints Committee made up of the head\nof HR Department, Head of Department and Local Union Chairman\u002Frepresentative\n.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12 - HOURS OF WORK\u003C\u002Fh2>\n\n\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. The standard hours of work for pay shall be eight [8] hours a day and or\nforty [40] hours a week of five [5] days duration. In all cases, the period of\nwork shall be regulated by the employer to meet the needs of the work but in\nline with laws regulating hours of work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>ii. Every worker shall be entitled to two [2] days paid off duty in a week.\nThe off duty days shall however be regulated in the interest of the work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Any hours of work beyond the stipulated 8 hours of work shall be\nconsidered as an overtime which shall attract extra pay under overtime rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13 - PRODUCTION TARGETS\u003C\u002Fh2>\n\n\u003Cp>i. Production targets will be reviewed quarterly by the review committee\nmade up of the head of department and team leaders from the respective work\nstation and representatives of the local union\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. The Head of department in consultation with the Supervisor, team leaders\nand shops stewards could adjust daily targets with reference to circumstance as\nmay be presented.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Achieving or exceeding of daily targets may attract a bonus\ncompensation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. Persistent non target achieving workers will first be laid off in case\nof redundancy or could also not have employment confirmation if casuals or\ncontract renewal upon expiration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v. Records of target performance will have 50% weight during appraisals.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14 - OVERTIME\u002FOVERTIME RATE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>i. Overtime work shall not be compulsory except where export targets have to\nbe met or financial loss has to be avoided and under emergency circumstances of\ndisaster or accident that may require hands on action to save HPW Fresh &\nDry Limited from eminent danger.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-sundayallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>ii. Should a staff work beyond his\u002Fher normal hours of work after production\ntargets have been achieved either on a working day, off days and or public\nholiday, shall be paid as follows,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>i. Normal Working Days -................. Time & a half [1½]\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii. Off Days-........................................ Double time [2]\u003C\u002Fp>\n\n\u003Cp>iii. Public Holidays-........................... Double time [2]\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 15 - UNIFORM\u002FWORK CLOTHING\u003C\u002Fh2>\n\n\u003Cp>i. In the interest of the work, the employer shall provide appropriate\nuniform\u002Fwork clothing to employees in accordance with the protective needs of\nthe work. Such uniform\u002Fwork clothing shall remain the property of the employer\nand shall be maintained by the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Worn out uniform\u002Fwork clothing shall be presented to the head of\nDepartment for replacement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii .Where a workers loses or willfully destroys work clothing, uses it in a\nmisappropriate way or writes on it, the employee may be required to fully\nreimburse the company for such clothing .\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16 - NIGHT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Employees who are authorized to attend night duty shall be paid double their\nnormal daily rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17 – ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>i. Employees who have served the HPW Fresh & Dry Limited for a\ncontinuous period of 1 (one) year shall be entitled to annual leave as\nfollows:\u003C\u002Fp>\n\n\u003Cp>i. 1 to 4 years service-....................20 working days\u003C\u002Fp>\n\n\u003Cp>ii. 5 or more years service-............22 working days\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Annual leave shall be taken at the convenience of the employer. Notice\nof an employee’s annual leave shall be served one calendar month to the time\nof the leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Every employee shall enjoy an unbroken period of leave, but when the\nneed arises for the employer to interrupt the leave of the employee to return\nto duty, the employee shall be entitled to the remaining leave days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>iv. The employer shall bear the cost of transporting the employee back to\npost and pay him\u002Fher a Call –in allowance equivalent to GH¢50.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 18 - CASUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>The employer may grant a maximum of seven [7] working days casual leave to\nan employee to attend to very urgent personal matters such as; bereavement,\nchild birth\u002Fdeliveries, health needs of registered dependents. Casual leave may\nbe granted upon written request.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 19 - MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>i. A permanent female employee covered by this Agreement who in the course\nof her employment with HPW Fresh & Dry Limited is certified by a Medical\nDoctor to be pregnant shall be entitled to three months [3] leave with full pay\nas maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>ii. The period of the maternity leave shall be determined on the\nrecommendation of the medical doctor in consultation with the head of\ndepartment and the pregnant employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. A pregnant worker who fall sick and is declared unfit to work by a\nmedical doctor during the period of her pregnancy shall be granted sick leave\nwith pay for the period. Such paid sick leave shall not form part of her\nmaternity leave days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\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>iv. A nursing mother who returns to work after delivery shall be granted two\n[2] hours’ time off daily for nine[9 ] months to attend to her baby. The\nperiod shall be determined by the head of department and the nursing mother.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20 - OCCUPATIONAL HEALTH & SAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>i. Industrial Health & Safety The employer shall create and maintain a\nhigh standard of safe working environment for the promotion of the good health\nand safety of workers of the company. Workers shall be adequately informed and\neducated on health and safety applications at the work place. Safety warning\nand precautionary signs shall be placed conspicuously in appropriate places of\nthe work area to inform and prevent industrial accident at the work place.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Industrial Injury\u002FAccident The employer shall report all cases of\nindustrial injuries and accident to a competent Medical Health Center for full\ntreatment of the injured workman. Where necessary, such injury\u002Faccident shall\nbe reported to the Labour Department for the application of the Workmen’s\nCompensation to apply in accordance with the Law 1987.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Safety Committee The employer shall constitute Safety Committee to\noversee Health & Safety education, campaigns and awareness creation among\nworkers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 21 - SALARY ADMINSTRATION\u003C\u002Fh2>\n\n\u003Cp>i. Salary Structure\u003C\u002Fp>\n\n\u003Cp>The employer shall design a Salary Structure relative to the job assignment\nand qualifications of employees of HPW Fresh & Dry Limited for negotiations\nand approval for implementation by the Standing Negotiating Committee to be\nattached to this Agreement as appendix “A”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Rate of Pay Any employee covered by this agreement shall receive salary\nincrease commensurable to his\u002Fher qualification and performance based on\nappraisal report and in accordance with the salary structure in appendix\n“A”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Salary Review The management of HPW Fresh & Dry Limited and\nUNEAGES, at the standing negotiating committee level shall review salary levels\nof workers under this Agreement on yearly basis in the month of January each\nyear during the two year life of this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. Salary Advance The employer shall grant Salary Advance equivalent to the\nmonthly basic salary to contract or permanent employees in financial\ndifficulties. Upon request from the needy employee, the head of department\nshall recommend to the head of finance to effect payment. Such advance shall be\nrecovered fully in a period of two months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v. Special Advance In special circumstances, the employer may grant a\nmaximum of three months basic salary to an employee who in urgent necessities\ndemands for such assistance, based on an a budget line . If the head of\ndepartment is satisfied with the reason for the request, shall recommend to the\nhead of finance for payment. Recovery of such assistance shall be spread over\nten month’s period, however repayment period for salary advances to Contract\nworkers shall not exceed the tenure of current contracts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22 - UNION RECOGNITION\u003C\u002Fh2>\n\n\u003Cp>i. The management and board of HPW Fresh & Dry Limited shall recognize\nthe existence of UNEAGES as the official representative of workers classified\nunder the Collective Bargaining Certificate and a Social Partner to the\ndevelopment and advancement of corporate goals of the company. It shall\nendeavor to secure the maximum cooperation of all parties to promote harmonious\nworking relationship for the betterment of the work and the workers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. The Executives of UNEAGES and the executives of the local union\nacknowledge that the economic development of the company is the basis for the\nsocio economic development of the employee and will therefore support\nmanagement in promoting increasing levels of productivity, efficiency and a\nhigh level of motivation amongst the work force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Union Notice Board The management shall provide notice boards properly\nplaced on the premises of the company where management and union information\nshall be placed for the information and attention of employees under this\nagreement. Any such Notice must be by prior consent of management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. Union Activities The employer shall in accordance with the Labour Act\n2003, Act 651 grant local union executive and shop stewards of HPW Fresh &\nDry Limited reasonable time to attend union meetings and training programs that\ncould facilitate their effective service delivery to the rank and file members\nand the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. Sufficient time notice at least 48hours shall be given to the head of\ndepartment to arrange for his\u002Fher proper release and replacement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Executives and shop stewards have to perform and fulfill the set goals\nand standards of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v. The employer may facilitate the work and the role of the union in the\npromotion of hard work and discipline among workers with the provision of an\noffice to keep official records and documents and for other relevant\npurposes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vi. Executive or shop stewards In line with the labour act, the employer\nshall recognize the existence of branch executives as official representatives\nof the union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vii. Departmental and sectional heads, managers and supervisors shall\nrecognize the existence of shop stewards at various departments and sections as\nrepresentatives of the branch executive may help in matters involving union\nmembers in their respective sections and departments for the promotion of sound\nindustrial relations practice at the grass roots level.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>viii. The union shall assist in the resolution of labour conflict that may\narise from time to time in the course of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ix. Union membership Employees covered by this agreement shall be paid up\nmembers of the union. They shall pay union dues levied on every member as\nprovided for by the union’s Constitution.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>x. New employees of the company engaged after the coming into effect of this\nagreement may be enrolled into the membership of the union by the local\nunion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>xi. Check-off Dues Payment In accordance with Section 111 of the Labour Act\n2003, Act 651, the Union shall request in writing with the consent of the local\nunion to the employer to deduct the agreed percentage of dues from the salaries\nof employees who are members of the union and pay same to the union as directed\nby it.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23 - DISCIPLINE\u003C\u002Fh2>\n\n\u003Cp>In the exercise of its rights and responsibilities under the Labour Act\n2003, Act 651, the employer shall reserve the right to discipline any employee\nwho is proven to have misconducted him\u002Fherself while in the service of the\nemployer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. Any proven misconduct or offence committed by a worker may be punishable\nby any of the following after a verbal or written query has been duly served on\nthe offended worker :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. Verbal or Written Warning\u003C\u002Fp>\n\n\u003Cp>b. Suspension\u003C\u002Fp>\n\n\u003Cp>c. Demotion in rank and salary\u003C\u002Fp>\n\n\u003Cp>d. Freeze on Promotion [for specific period]\u003C\u002Fp>\n\n\u003Cp>e. Termination with\u002Fwithout notice\u003C\u002Fp>\n\n\u003Cp>f. Dismissal\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Disciplinary Committee The Standing Negotiating Committee shall\nconstitute a Standing Disciplinary Committee made up of the: Human Resource\nManager as the Chairman, Departmental Head in whose department the offence\noccurred and the Branch Union Chairman\u002FSecretary and the Shop steward from the\nDepartment where the offence was committed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. In a situation where the offence cannot be proven immediately, the\nDisciplinary Committee shall convene to investigate the case and make\nappropriate recommendation for the consideration and action of the\nmanagement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. In all cases of discipline, the alleged offender shall be given ample\nopportunity either by the Management or the Disciplinary Committee to explain\nand defend him\u002Fherself before any disciplinary action is taken on him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 24 – ABSENTEEISM\u003C\u002Fh2>\n\n\u003Cp>i. Employees not attending work without having applied for casual leave as\nper the spelled out procedures affect the production output of the company,\ntherefore absenteeism is a serious disciplinary issue.\u003C\u002Fp>\n\n\u003Cp>ii. Employees shall not be paid for days in which they were absent from\nwork.\u003C\u002Fp>\n\n\u003Cp>iii. If an employee absents himself or herself for any number of days he\u002Fshe\nshall may be served a warning letter or if it is a repetitive case he\u002Fshe may\nbe sent on suspension\u003C\u002Fp>\n\n\u003Cp>iv. Where an employee absents himself\u002Fherself for more than 3 days within\nany given month the employer may consider the employee as having deserted\nhis\u002Fher post and the employment will be terminated automatically.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 25 – GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>i. The first point of call for any manner of grievance of a worker shall be\nthe head of Department who would endeavor to resolve the grievance\nsatisfactorily. However, if the grievance involves the head of department, the\nemployee shall formally complain to the Union Secretary to discuss the matter\nwith the head of department for possible solution within 14 working days of the\noccurrence of the complaint.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. If the aggrieved employee is dissatisfied with the outcome, he\u002Fshe would\nreport the matter to the Human Resource Manager who would chair a meeting\ninvolving the head of department, the complainant and the local union. The\ncommittee shall make recommendations based on the outcome of the investigation\ninto the matter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. If the matter remains unresolved within 14 working days , the local\nunion shall formally submit comprehensive report to the National Union for\nfurther investigation. If the national union is satisfied of a bona fide case,\nthe union shall write to the Chairman to convene the Standing Negotiating\nCommittee to resolve the matter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. If the Standing Negotiating Committee fails to resolve the matter within\n14 working days, the aggrieved worker may report the matter to the National\nLabour Commission for final determination. The decision of the National Labour\nCommission shall be final and binding on all parties to the dispute.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION D – BENEFITS\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26 - LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>i. HPW Fresh & Dry Limited shall acknowledge, appreciate and reward long\nand dedicated service of its employees with the following awards:\u003C\u002Fp>\n\n\u003Cp>a. 5 years of Service-..........Three [3] Month Basic Pay and 25 inches LCD\nTelevision\u003C\u002Fp>\n\n\u003Cp>b. 10 years of Service-.......Three [3] Months Basic Pay and 50 bags of\nportland cement\u003C\u002Fp>\n\n\u003Cp>c. 15 years of Service-.......Three [3] Months Basic Pay and 80 bags of\nportland cement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. A deceased employee left with six (6) months to earn a long service\naward shall be deemed to have qualified for the award and the registered\nnext-of-kin shall receive the award on the deceased’s behalf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. A worker who is due for retirement and is left with six months to\nqualify for a long services award shall be deemed to have qualified for the\naward and shall be granted the award accordingly\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 27 - PROVIDENT FUND [3RD TIER PENSION]\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>i. A contributory 3rd Tier Provident Fund Scheme shall be instituted in line\nwith Pensions Act 2008, Act 766 to provide enhanced lump sum end of service\nbenefit to employees at the end of their service with the employer as\nfollows:\u003C\u002Fp>\n\n\u003Cp>a. Employee -...........5% Basic Salary per worker per month\u003C\u002Fp>\n\n\u003Cp>b. Employer-............5% Basic Salary per worker per month\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. The 3rd tier Provident Fund will however be earned and an employee could\nbe enrolled on after 1 year of continuous service to the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii.The Fund shall be managed independently by a Board of Trustees in line\nwith the rules, regulations and guidelines of the Pensions Act 766.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 28 - MEDICAL FACILITIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>i. HPW Fresh & Dry Ltd. shall provide free Medical Care to all employees\nat a company appointed medical facility.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>ii. The facility shall include all medical care covered by the National\nHealth Insurance Scheme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>iii. The employer shall pay for the annual health checkup required to attain\nthe mandatory food operators certificate\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 29 – ANNUAL BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>i. As part of its effort to motivate hard work among workers, the employer\nmay provide Annual Bonus incentive, based on the profitability of the company.\nThe bonus may be paid to employees in the month of January each year to cushion\nemployees after the end of year festivities.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. The Annual Bonus shall be the equivalent of each employee’s monthly\nbasic pay.\u003C\u002Fp>\n\n\u003Cp>In addition, the employer shall organize End of Year Get together to\nfraternize.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Employees who are six months old in the service of the company in the\nmonth of December shall be entitled to full bonus. Those below six months shall\nearn pro-rata bonus\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 30 - FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>i. Deceased Employee In the event of death of an employee, the employer\nshall make donation to the bereaved family as follows:\u003C\u002Fp>\n\n\u003Cp>a. Cash donation of GH¢ 1,000 to the immediate family made up of the\nregistered wife\u002Fhusband and children.\u003C\u002Fp>\n\n\u003Cp>Cost of mortuary for a maximum of 30 days.\u003C\u002Fp>\n\n\u003Cp>b. Coffin\u002Fshroud or GH¢ 800 in lieu.\u003C\u002Fp>\n\n\u003Cp>c. Hearse\u002FAmbulance to carry the corpse to the place of burial within\nGhana.\u003C\u002Fp>\n\n\u003Cp>d. Donation of assorted drinks which may include Beer, Guinness, Malta\nGuinness, Soft Drinks and Schnapps to the immediate and extended families for\nthe funeral.\u003C\u002Fp>\n\n\u003Cp>e. Vehicle to convey employees to and from the burial and funeral rites of\nthe deceased\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. Bereaved Employee: When an employee is bereaved of a registered dependent\nincluding wife\u002Fhusband, children and parents, the employer shall make an\nall-inclusive donation\u003C\u002Fp>\n\n\u003Cp>a. For wife, husband, children..............GHs 600.00\u003C\u002Fp>\n\n\u003Cp>b. For parents.........................................GHs 300.00\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 31 – TRANSPORT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>In the interest of punctuality of workers at work and high productivity, the\nemployer may provide means of transport to convey workers to and from work. The\ndesignated picking points shall be determined by the employer in consultation\nwith the local union in the interest of both parties. Transport is to be seen\nas a privilege and not a right and the working hours shall be counted only on\nthe company premises or outstation designated as such by the company\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 32 – MEALS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>The employer may provide meals daily to employees on duty. A 5 member\nCanteen Committee made up of Management and Local Union Representatives shall\nbe commissioned to ensure the efficient implementation of the facility for the\nbenefit of all parties.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION E - LEAVING THE SERVICE\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 33 - TERMINATION\u003C\u002Fh2>\n\n\u003Cp>i. An employee whose service is fairly terminated under the Labour Act 2003,\nAct 651 other than Redundancy by the employer shall be served with one month\nwritten notice or payment of one month basic pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. A fairly terminated employee shall be entitled to all earned and accrued\nbenefits due him\u002Fher during the period of his\u002Fher employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. In the event of Dismissal as stipulated under Article 24a [vi], the\ndismissed employee shall not be entitled to any notice of termination but shall\nbe entitled to all earned and accrued benefits and entitlements. However, the\nemployer shall surcharge the dismissed employee with the cost of damage or loss\ncaused by the dismissed employee when proven to have been caused by him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 34 - RESIGNATION\u003C\u002Fh2>\n\n\u003Cp>i. An employee who intends to withdraw his\u002Fher services from HPW Fresh &\nDry Ltd. shall be required to notify the Management one month to the effective\ndate. Failure to serve the required notice, the employer shall deduct one month\nbasic pay from the entitlement of the resigned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. A resigned employee shall be entitled to all earned and accrued benefit\nunder the Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 35 - REDUNDANCY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>i. In a situation where the employer intends to embark on Redundancy\nexercise, Lay-off or Retrenchment of any number of employees, the employer\nshall fully comply with Section 65 of the Labour Act 2003, Act 651.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. The employer shall pay to the affected employee under 35 [1], a\nSeverance Pay equivalent to two [2] months basic salary per each year of\nservice shall be paid to the redundant worker. Additionally, affected employees\nshall receive all earned and accrued benefits and entitlements at the time of\nthe exercise.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 36 - RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>i. Employees covered by this Collective Agreement shall retire under the\nlaws of the Pensions Act 2008, Act 766.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. An employee due for retirement shall be served six [6] calendar\nmonths’ notice prior to the date of retirement during which period all\nbenefits and entitlements shall be worked out and paid to the retiree before\nhis\u002Fher last day in employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. To reduce the effect of unplanned pension, the Management in\ncollaboration with the Union shall organize Sensitization workshops for\npotential retirees to condition them for happy and enjoyable pension. Such\nworkshops shall be held for employees who would be left with two years to\nretire. The module and frequency of training and orientation shall be\ndetermined by the Management and Union to suit the needs and expectations of\npotential retirees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 37 - AMENDMENT TO & VALIDITY OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall come into effect on ______________________ and shall\nremain in force. No individual party to this agreement has the power and or the\nright to alter, amend, insert, or change any part of this agreement except by\nthe Standing Negotiating Committee to do so. However, either party to this\nAgreement may express its intention or desire to change, modify or amend the\nAgreement not later than thirty [30] days to the expiration of the Agreement.\nUntil a new Agreement is negotiated and signed into effect, the existing\nCollective Agreement shall remain in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 38 - OBLIGATIONS ON PARTIES TO THIS AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>The Board of Directors and Management of HPW Fresh & Dry Ltd. and the\nNational Executive Council of the Union of Education, Agriculture & General\nServices Workers [UNEAGES] agree to respect and uphold the articles and\nprovisions of this Agreement in the spirit and letter upon which it was\nwritten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF \u003C\u002Fp>\n\n\u003Cp>HPW FRESH & DRY LIMITED\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRETOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF\u003C\u002Fp>\n\n\u003Cp>UNION OF EDUCATION AGRICULTURE & GENERAL SERVICES\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated in Adeiso this 6th day of January 2015\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            ",{"maternityexcludedtrigger":44,"hourspday_select":48,"childcaredifferenttrigger":52,"paidmaternityleaveduration":54,"childcareleave":58,"overtimeallowanceperc1_general":62,"maternity_nursing_breaks_length":66,"ONCERISE_trigger":70,"maternity_nursing_breaks_duration":74,"dayspweek":76,"hourspweek_select":78,"shiftallowanceperc1":80,"equalitydifferenttrigger":84,"STRUCINCR_trigger":86,"nursingmothers":90,"hourspday":92,"funeralpay":94,"contracttrialperiod":98,"maternityotherclause":102,"paidmaternityleavepayperc":106,"pensionfund":108,"OVERTIME_trigger":112,"holidaysdays":116,"SENIOR_trigger":120,"nursingexcludedtrigger":124,"healthcareaccess":126,"healthinsurance":130,"COMMUTE_trigger":134,"SUNDAY_trigger":138,"sundayallowancetype":140,"WAGES_determined":142,"healthandsafetypolicy":146,"overtimeallowanceperc1":150,"hourspweek":154,"contracttrial":156,"schedulesrestpw":158,"equalityexcludedtrigger":162,"dayspweek_select":164,"paidmaternityleaveall":166,"SCHEDULE_trigger":168,"NOCTPREM_trigger":170,"overtimeallowancetype_general":172,"childcareexcludedtrigger":174,"coverunion_trigger":176,"sundayallowanceperc1":178,"contractseverancepay1":180,"hivpolicy":184,"paidmaternityleavepay":188,"mealvouchers":190,"paidmaternityleave":194,"contractseverancepay":196,"PAIDLEAV_trigger":198,"CONSIGN_trigger":200},{"bindId":45,"name":46,"text":47},"maternityexcludedtrigger","This Collective Agreement shall apply to","This Collective Agreement shall apply to staffs of the company who are\nmembers of the Union of Education, Agriculture & General Services Workers\nin the time being and other staff of the company who would be engaged\nthereafter and become members of the Union.",{"bindId":49,"name":50,"text":51},"hourspday_select","i. The standard hours of work for pay sh","i. The standard hours of work for pay shall be eight [8] hours a day and or\nforty [40] hours a week of five [5] days duration. In all cases, the period of\nwork shall be regulated by the employer to meet the needs of the work but in\nline with laws regulating hours of work.",{"bindId":53,"name":46,"text":47},"childcaredifferenttrigger",{"bindId":55,"name":56,"text":57},"paidmaternityleaveduration","i. A permanent female employee covered b","i. A permanent female employee covered by this Agreement who in the course\nof her employment with HPW Fresh & Dry Limited is certified by a Medical\nDoctor to be pregnant shall be entitled to three months [3] leave with full pay\nas maternity leave.",{"bindId":59,"name":60,"text":61},"childcareleave","The employer may grant a maximum of seve","The employer may grant a maximum of seven [7] working days casual leave to\nan employee to attend to very urgent personal matters such as; bereavement,\nchild birth\u002Fdeliveries, health needs of registered dependents. Casual leave may\nbe granted upon written request.",{"bindId":63,"name":64,"text":65},"overtimeallowanceperc1_general","ii. Should a staff work beyond his\u002Fher n","ii. Should a staff work beyond his\u002Fher normal hours of work after production\ntargets have been achieved either on a working day, off days and or public\nholiday, shall be paid as follows,\n\n\n\ni. Normal Working Days -................. Time & a half [1½]\n\nii. Off Days-........................................ Double time [2]\n\niii. Public Holidays-........................... Double time [2]",{"bindId":67,"name":68,"text":69},"maternity_nursing_breaks_length","iv. A nursing mother who returns to work","iv. A nursing mother who returns to work after delivery shall be granted two\n[2] hours’ time off daily for nine[9 ] months to attend to her baby. The\nperiod shall be determined by the head of department and the nursing mother.",{"bindId":71,"name":72,"text":73},"ONCERISE_trigger","i. As part of its effort to motivate har","i. As part of its effort to motivate hard work among workers, the employer\nmay provide Annual Bonus incentive, based on the profitability of the company.\nThe bonus may be paid to employees in the month of January each year to cushion\nemployees after the end of year festivities.\n\n\n\nii. The Annual Bonus shall be the equivalent of each employee’s monthly\nbasic pay.\n\nIn addition, the employer shall organize End of Year Get together to\nfraternize.\n\n\n\niii. Employees who are six months old in the service of the company in the\nmonth of December shall be entitled to full bonus. Those below six months shall\nearn pro-rata bonus",{"bindId":75,"name":68,"text":69},"maternity_nursing_breaks_duration",{"bindId":77,"name":50,"text":51},"dayspweek",{"bindId":79,"name":50,"text":51},"hourspweek_select",{"bindId":81,"name":82,"text":83},"shiftallowanceperc1","Employees who are authorized to attend n","Employees who are authorized to attend night duty shall be paid double their\nnormal daily rate.",{"bindId":85,"name":46,"text":47},"equalitydifferenttrigger",{"bindId":87,"name":88,"text":89},"STRUCINCR_trigger","i. In line with its corporate policy, th","i. In line with its corporate policy, the employer shall undertake Annual\nPerformance Appraisal of all employees covered by this Agreement to determine\nsalary incremental jumps, promotions, upgrading, transfers, and incremental\nwithholdings.",{"bindId":91,"name":68,"text":69},"nursingmothers",{"bindId":93,"name":50,"text":51},"hourspday",{"bindId":95,"name":96,"text":97},"funeralpay","i. Deceased Employee In the event of dea","i. Deceased Employee In the event of death of an employee, the employer\nshall make donation to the bereaved family as follows:\n\na. Cash donation of GH¢ 1,000 to the immediate family made up of the\nregistered wife\u002Fhusband and children.\n\nCost of mortuary for a maximum of 30 days.\n\nb. Coffin\u002Fshroud or GH¢ 800 in lieu.\n\nc. Hearse\u002FAmbulance to carry the corpse to the place of burial within\nGhana.\n\nd. Donation of assorted drinks which may include Beer, Guinness, Malta\nGuinness, Soft Drinks and Schnapps to the immediate and extended families for\nthe funeral.\n\ne. Vehicle to convey employees to and from the burial and funeral rites of\nthe deceased\n\n\n\ni. Bereaved Employee: When an employee is bereaved of a registered dependent\nincluding wife\u002Fhusband, children and parents, the employer shall make an\nall-inclusive donation\n\na. For wife, husband, children..............GHs 600.00\n\nb. For parents.........................................GHs 300.00",{"bindId":99,"name":100,"text":101},"contracttrialperiod","i. The employer shall subject newly enga","i. The employer shall subject newly engaged workers to a minimum of three\nmonths and maximum of six months’ probation during which period the employee\nshall be carefully observed regarding his\u002Fher suitability for the assigned\njob.",{"bindId":103,"name":104,"text":105},"maternityotherclause","ii. The period of the maternity leave sh","ii. The period of the maternity leave shall be determined on the\nrecommendation of the medical doctor in consultation with the head of\ndepartment and the pregnant employee.\n\n\n\niii. A pregnant worker who fall sick and is declared unfit to work by a\nmedical doctor during the period of her pregnancy shall be granted sick leave\nwith pay for the period. Such paid sick leave shall not form part of her\nmaternity leave days.",{"bindId":107,"name":56,"text":57},"paidmaternityleavepayperc",{"bindId":109,"name":110,"text":111},"pensionfund","i. A contributory 3rd Tier Provident Fun","i. A contributory 3rd Tier Provident Fund Scheme shall be instituted in line\nwith Pensions Act 2008, Act 766 to provide enhanced lump sum end of service\nbenefit to employees at the end of their service with the employer as\nfollows:\n\na. Employee -...........5% Basic Salary per worker per month\n\nb. Employer-............5% Basic Salary per worker per month\n\n\n\nii. The 3rd tier Provident Fund will however be earned and an employee could\nbe enrolled on after 1 year of continuous service to the company.\n\n\n\niii.The Fund shall be managed independently by a Board of Trustees in line\nwith the rules, regulations and guidelines of the Pensions Act 766.",{"bindId":113,"name":114,"text":115},"OVERTIME_trigger","i. Overtime work shall not be compulsory","i. Overtime work shall not be compulsory except where export targets have to\nbe met or financial loss has to be avoided and under emergency circumstances of\ndisaster or accident that may require hands on action to save HPW Fresh &\nDry Limited from eminent danger.\n\n\n\nii. Should a staff work beyond his\u002Fher normal hours of work after production\ntargets have been achieved either on a working day, off days and or public\nholiday, shall be paid as follows,\n\n\n\ni. Normal Working Days -................. Time & a half [1½]\n\nii. Off Days-........................................ Double time [2]\n\niii. Public Holidays-........................... Double time [2]",{"bindId":117,"name":118,"text":119},"holidaysdays","i. Employees who have served the HPW Fre","i. Employees who have served the HPW Fresh & Dry Limited for a\ncontinuous period of 1 (one) year shall be entitled to annual leave as\nfollows:\n\ni. 1 to 4 years service-....................20 working days\n\nii. 5 or more years service-............22 working days",{"bindId":121,"name":122,"text":123},"SENIOR_trigger","i. HPW Fresh & Dry Limited shall acknowl","i. HPW Fresh & Dry Limited shall acknowledge, appreciate and reward long\nand dedicated service of its employees with the following awards:\n\na. 5 years of Service-..........Three [3] Month Basic Pay and 25 inches LCD\nTelevision\n\nb. 10 years of Service-.......Three [3] Months Basic Pay and 50 bags of\nportland cement\n\nc. 15 years of Service-.......Three [3] Months Basic Pay and 80 bags of\nportland cement\n\n\n\nii. A deceased employee left with six (6) months to earn a long service\naward shall be deemed to have qualified for the award and the registered\nnext-of-kin shall receive the award on the deceased’s behalf.\n\n\n\niii. A worker who is due for retirement and is left with six months to\nqualify for a long services award shall be deemed to have qualified for the\naward and shall be granted the award accordingly",{"bindId":125,"name":46,"text":47},"nursingexcludedtrigger",{"bindId":127,"name":128,"text":129},"healthcareaccess","i. HPW Fresh & Dry Ltd. shall provide fr","i. HPW Fresh & Dry Ltd. shall provide free Medical Care to all employees\nat a company appointed medical facility.\n\n\n\nii. The facility shall include all medical care covered by the National\nHealth Insurance Scheme.\n\n\n\niii. The employer shall pay for the annual health checkup required to attain\nthe mandatory food operators certificate",{"bindId":131,"name":132,"text":133},"healthinsurance","ii. The facility shall include all medic","ii. The facility shall include all medical care covered by the National\nHealth Insurance Scheme.",{"bindId":135,"name":136,"text":137},"COMMUTE_trigger","In the interest of punctuality of worker","In the interest of punctuality of workers at work and high productivity, the\nemployer may provide means of transport to convey workers to and from work. The\ndesignated picking points shall be determined by the employer in consultation\nwith the local union in the interest of both parties. Transport is to be seen\nas a privilege and not a right and the working hours shall be counted only on\nthe company premises or outstation designated as such by the company",{"bindId":139,"name":64,"text":65},"SUNDAY_trigger",{"bindId":141,"name":64,"text":65},"sundayallowancetype",{"bindId":143,"name":144,"text":145},"WAGES_determined","The employer shall issue appointment let","The employer shall issue appointment letter to any newly engaged worker\nclearly indicating the date of appointment, job title, department\u002Fsection of\nwork, probationary period, salary range, hours of work etc. Such letter of\nappointment shall be issued to the worker not later than two months of the date\nof employment",{"bindId":147,"name":148,"text":149},"healthandsafetypolicy","i. Industrial Health & Safety The employ","i. Industrial Health & Safety The employer shall create and maintain a\nhigh standard of safe working environment for the promotion of the good health\nand safety of workers of the company. Workers shall be adequately informed and\neducated on health and safety applications at the work place. Safety warning\nand precautionary signs shall be placed conspicuously in appropriate places of\nthe work area to inform and prevent industrial accident at the work place.",{"bindId":151,"name":152,"text":153},"overtimeallowanceperc1","i. Normal Working Days -................","i. Normal Working Days -................. Time & a half [1½]",{"bindId":155,"name":50,"text":51},"hourspweek",{"bindId":157,"name":100,"text":101},"contracttrial",{"bindId":159,"name":160,"text":161},"schedulesrestpw","ii. Every worker shall be entitled to tw","ii. Every worker shall be entitled to two [2] days paid off duty in a week.\nThe off duty days shall however be regulated in the interest of the work.",{"bindId":163,"name":46,"text":47},"equalityexcludedtrigger",{"bindId":165,"name":50,"text":51},"dayspweek_select",{"bindId":167,"name":56,"text":57},"paidmaternityleaveall",{"bindId":169,"name":160,"text":161},"SCHEDULE_trigger",{"bindId":171,"name":82,"text":83},"NOCTPREM_trigger",{"bindId":173,"name":64,"text":65},"overtimeallowancetype_general",{"bindId":175,"name":46,"text":47},"childcareexcludedtrigger",{"bindId":177,"name":46,"text":47},"coverunion_trigger",{"bindId":179,"name":64,"text":65},"sundayallowanceperc1",{"bindId":181,"name":182,"text":183},"contractseverancepay1","i. In a situation where the employer int","i. In a situation where the employer intends to embark on Redundancy\nexercise, Lay-off or Retrenchment of any number of employees, the employer\nshall fully comply with Section 65 of the Labour Act 2003, Act 651.\n\n\n\nii. The employer shall pay to the affected employee under 35 [1], a\nSeverance Pay equivalent to two [2] months basic salary per each year of\nservice shall be paid to the redundant worker. Additionally, affected employees\nshall receive all earned and accrued benefits and entitlements at the time of\nthe exercise.",{"bindId":185,"name":186,"text":187},"hivpolicy","iii. The employer shall pay for the annu","iii. The employer shall pay for the annual health checkup required to attain\nthe mandatory food operators certificate",{"bindId":189,"name":56,"text":57},"paidmaternityleavepay",{"bindId":191,"name":192,"text":193},"mealvouchers","The employer may provide meals daily to ","The employer may provide meals daily to employees on duty. A 5 member\nCanteen Committee made up of Management and Local Union Representatives shall\nbe commissioned to ensure the efficient implementation of the facility for the\nbenefit of all parties.",{"bindId":195,"name":56,"text":57},"paidmaternityleave",{"bindId":197,"name":182,"text":183},"contractseverancepay",{"bindId":199,"name":118,"text":119},"PAIDLEAV_trigger",{"bindId":201,"name":202,"text":203},"CONSIGN_trigger","iv. The employer shall bear the cost of ","iv. The employer shall bear the cost of transporting the employee back to\npost and pay him\u002Fher a Call –in allowance equivalent to GH¢50.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA HPW Fresh & Dry Ltd. - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-12-31\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                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of food products\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                        HPW Fresh & Dry 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                        UNEAGES - Union of Education, Agriculture & General Services 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        \n\n        \n\n\n        \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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 7 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: → No\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: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \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            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 200 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-standbyallowanceamount1\">\n                    Payment for standby work: → GHS 50.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \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            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\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",[209],{"title":37,"slug":33},[211],{"type":212,"data":213},"call_to_action_body_block",{"title":214,"description":215,"variant":216,"link":217},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":214,"url":218,"description":214,"rel":219,"type":220},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[222],{"type":212,"data":223},{"title":214,"description":215,"variant":216,"link":224},{"title":214,"url":218,"description":214,"rel":219,"type":220},[]]