[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-milani-limited-and-union-of-education-agriculture-and-general-services-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":200,"content_type_view":201,"extra_breadcrumbs":202,"body":204,"body_blocks":215,"related_pages":219},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":198,"translations":199},{"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-milani-limited-and-union-of-education-agriculture-and-general-services-workers","3e0d718c-7df9-11e3-8102-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-milani-limited-and-union-of-education-agriculture-and-general-services-workers\u002Fcollective-agreement-between-milani-limited-and-union-of-education-agriculture-and-general-services-workers\u002F","Collective Agreement between Milani Limited and Union of Education, Agriculture and General Services Workers - 2012","GHA Milani Limited - 2012","Ghana - GHA Milani Limited - 2012","GHA Milani Limited - 2012 - Agriculture, forestry, fishing, Manufacturing",{"name":41,"data":42},"COLLECTIVE AGREEMENT BETWEEN MILANI LIMITED AND UNION OF EDUCATION, AGRICULTURE & GENERAL SERVICES WORKERS.html","\n              \n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN MILANI LIMITED AND UNION OF EDUCATION,\nAGRICULTURE & GENERAL SERVICES WORKERS (UNEAGES of GFL)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 1: GENERAL BASIS OF AGREEMENT\u003C\u002Fp>\n\n\u003Cp>This Agreement is made this day 5TH DAY of SEPTEMBER 2012 Between the herein\nafter called “THE EMPLOYER” and the UNION OF AGRICULTURE,EDUCATION AND\nGENERAL SERVICES a Union officially recognized and certified under the Labour\nAct 2003, Act 651 herein after called “THE UNION”. The terms and conditions\nof employment hereby agreed upon shall take effect from 1st DAY OF MARCH 2012\ntill 28th DAY OF FEBRUARY 2014 and shall apply to all employees who are in the\nemployment of the effective date of the agreement and thereafter subsequent\nemployees who are engaged by the Company and subscribe to the membership of the\nUnion while this agreement is in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1 – PURPOSE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(A) It is the intention of the parties hereto that this Agreement will\npromote and improve relations between the Employer and the union and to set\nforth herein a basic Agreement covering general terms, hours of work and other\nconditions to be observed between the parties hereto during the life of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B) It is also agreed that, should any disagreement arise between the\nEmployer and the Union, the parties will immediately take steps to settle such\ndisagreement as provided for under the Labour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2: DEFINITION\u003C\u002Fh2>\n\n\u003Cp>i. “EMPLOYEES” shall consist of contract and permanent employees and\nshall apply to all unionized employees classified under the COLLECTIVE\nBARGAINING CERTIFICATE SPECIFIED IN APPENDIX ‘A’ (Salary Structure).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. CONTRACT EMPLOYEES shall refer to workers who having been in employment\nfor a period exceeding six months have been given a 12-month employment\ncontract by the EMPLOYER.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. PERMANENT EMPLOYEES shall refer to workers who have formal employment\nagreement with the Employer without limitation to time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. “EMPLOYER” shall refer to the Management of Milani Limited who is\nresponsible for the day-to-day and general management of the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4 “WORKING DAYS” shall consist of five working days per week of 40\nhours, between Monday and Sunday. Depending on the nature and exigency of the\nwork, the employer may vary the working days and hours to meet the specific\nneeds of the work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3 – DURATION \u002F WAGE OPENER\u002FMODIFICATION\u003C\u002Fh2>\n\n\u003Cp>This agreement shall remain in force for a period of not less than two (2)\nyears from the date of implementation. After Twenty-two (22) months from the\neffective dates, either party may give to the other notice in writing of its\ndesire to continue such agreement for a specified period agreeable to both\nparties and notice of intent to amend specified provisions or to terminate the\nAgreement. The duration of such notice shall be four (4) weeks. This Agreement\nshall however, continue to be in force until a new Agreement is concluded and\nsigned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WAGE OPENER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>After twelve (12) months from the date of this Agreement but only once\nduring the two (2) year period either party may give to the other party a\nmonth’s notice that it wishes to negotiate for revision in salaries\u002Fwages\nonly and until such revision is negotiated, concluded and agreed, the present\nrate specified in such appendix ‘A’ shall remain in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MODIFICATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Neither the employer nor the Union shall have the singular right to modify\nor waive off any provision of this agreement. Any such modification or waiver\nshall be with the consent of both parties to the Agreement and shall be done\nonly at the Standing Negotiating Committee Level.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 2: ENTERING THE SERVICE OF MILANI LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4: CONDITIONS OF ENGAGEMENT\u003C\u002Fh2>\n\n\u003Cp>(A) The employer shall give the newly employed a letter of appointment\nstating the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. Wage\u003C\u002Fp>\n\n\u003Cp>B. Wage Scale\u003C\u002Fp>\n\n\u003Cp>C. Effective Date of engagement\u003C\u002Fp>\n\n\u003Cp>D. Probation Period\u003C\u002Fp>\n\n\u003Cp>E. Job Title\u003C\u002Fp>\n\n\u003Cp>F. Department\u003C\u002Fp>\n\n\u003Cp>G. Job Description\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(B) All newly appointed employees covered by the agreement shall be placed\non probation. The probationary period shall be three (3) months of continuous\nemployment. During this period the progress of probationers shall be reviewed\nprior to confirmation and unless the employee is otherwise advised in writing\nto the contrary, he\u002Fshe shall be deemed to have been confirmed in the job at\nthe end of the probationary period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(C) Before engagement, all prospective employees shall at the cost of the\ncompany undergone full Medical Test designated by the Company. The result shall\nbe communicated to the employee and the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(D) In certain areas of the Employer’s premises, smoking is dangerous and\nis a serious risk. In the interest of all concerned, where “NO SMOKING”\nnotices or Signs are displayed, smoking is prohibited and where this is\ndisobeyed, it will incur disciplinary measures. The Employer shall take steps\nto equip employees with appropriate skills in fire fighting for the prevention\nof fire out break.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(E) Personal property belonging to the Employee left on the Employer’s\nPremises is at the owner’s risk and the Employer cannot assume responsibility\nfor loss or damage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(F) No Employee covered by this Agreement shall be compelled to enter a\ncontract or Agreement with Employer concerning condition or employment, wages\nor salaries as dealt with in this Agreement or shall be allowed to be bonded by\nthe Employer without prior discussions with the Union. The Employer, after\nconsultations with the National Union, may in the case of specialized training,\nrequest the Employee to enter into a bond.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(G) At the time of signing this agreement all Employees, who have been in\nthe service of the Employer for not less than three (3) months shall be deemed\nas permanent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5: NOMINATION OF NEXT OF KIN\u003C\u002Fh2>\n\n\u003Cp>Every Employee will give to the Employer, at the time of his engagement, the\nname and address of the nominee(s) who should receive any entitlement due from\nthe Employer to his Estate in the event of his death. This can be revoked,\nrenewed at the discretion of the Employee. In the event of death of the\nEmployee, the Employer shall give the beneficiary who was last nominated by the\ndeceased employee any benefits\u002Frights that may have accrued to the deceased.\nAll payments to beneficiaries shall be made in the presence of representatives\nof the Union. In cases where the Employee failed to provide a next of kin or\nthere are misunderstanding surrounding the claims of the deceased’s benefits,\nthe application of letters of Administration or Probate shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLES 6: RATES OF PAY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobwagegroupsperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobwagegroups\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>(A) Every Employee covered by this Agreement shall receive rate of pay\nappropriate to his respective job classification as shown in Appendix ‘A’.\nA Pay slip shall accompany every end of month pay. Payment shall be made on or\nbefore the last day of every month.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B) All deductions permitted by law shall be made from the Salaries\u002FWages of\nan Employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(C) Should a new job be created subsequent to the date of this Agreement or\nshould an existing job be so substantially changed in its duties and\nresponsibilities that the old rate of pay, salary range etc., are no longer\nappropriate, the Employer and the Union shall meet to agree upon a rate of pay,\nsalary range etc, which are consistent with the Company’s salary structure\nfor the new or changed job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLES 7: ANNUAL INCREMENTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasedate\">\u003Cp>(A) Salaries of staff shall be reviewed annually and, where conduct and\nperformance through the year have been satisfactory, an increment shall be\nawarded in conformity with the appropriate scale with effect from 1st January,\nof every year in addition to the annual increment, the Employee may as an\nincentive for special qualities displayed in their field of work in the course\nof an incremental year an Employee who has remained at the maximum point in his\nsalary scale for two years shall earn annual increments, with effects from the\nbeginning of the third year, for up to five years.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B) Where an Employee’s increment is to be withheld because of established\nunsatisfactory work or conduct, the Employee will be advised in writing at\nleast two months before the end of the incremental year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasefirmperformance\">\u003Cp>(C) New Employees shall not be eligible for increment unless they have\ncompleted six months service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8:PROMOTION\u003C\u002Fh2>\n\n\u003Cp>(A) As far as possible, and depending on suitable candidates being found,\nall vacancies will be filled by promotion from within.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B) Promotions to vacancies in higher grades shall be based on efficiency on\nthe job, experience, sense of responsibility, initiative, general behaviour and\nlength of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(C) Employees will be informed through internal advertisement of vacancies,\nas they occur to enable those in other departments or lower grades with\nrequisite qualifications who may wish to be considered to apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(D) An employee promoted to a new position shall serve a trial period of\nthree (3) months. If in the opinion of the employer he fails to perform\nsatisfactorily during the period, he will be reverted to his former position.\nAn employee reverted could be considered for promotion at a future date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9: WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>The Standard hours or work for basic pay shall be forty (40) hours per week\n(with two days off duty, night Watchmen shall work from 6:00am to 6:00pm (from\nMonday to Friday) and shall be on special salary scale.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The hours of work shall be regulated by the employer in accordance with the\nexigencies of the work and in consultation with the Union but no employee shall\nbe required to work continuously for longer than five days or (40) hours of\nwork without the appropriate rest.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In consultation with the Union and in accordance with the exigencies of the\nwork there may be scheduled work on Saturday, Sunday and Public Holidays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A minimum of 30 minutes break shall be allowed for workers on shift work,\nand this will be counted as working hours. However, in the case of double shift\nwork, an employee shall be entitled to one-hour break, which shall not be\ncounted as part of the working hours.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10: OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>(A) Employees requested by the employer or his representative to work in\nexcess of the normal working hours per day shall be paid overtime for work so\nperformed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B)Whereas overtime is not compulsory, the employees should be willing to do\novertime when the exigencies of work so demand provided adequate time notice is\nserved to the worker.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>(C) Overtime rates shall be as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Working days-Time and a Quarter\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>- Off days-Double time\u003C\u002Fp>\n\n\u003Cp>- Saturdays\u002FSundays-Time and a Half\u003C\u002Fp>\n\n\u003Cp>- Public Holidays-Double time\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11:DISCIPLINE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(A) TERMINATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where the Employer terminates the services of an employee for a stated\nreason, the Employer shall serve such employee one month notice or\none-month’s pay in lieu of notice thereof and pay any earned benefits from\nthe Provident Fund or Long Service Award and where applicable the Employee\nshall be made to use any entitled leave during the period of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Upon termination of Employment the Employee shall return all Company\ndocuments, assets or materials in his\u002Fher custody before any payment of\noutstanding salary or earned benefits from the Provident Fund\u002FLong Service\nAward is paid to such Employee. In all cases the Employer must assign the\nreason of any Termination to that effect.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where the employer terminates the services of an Employee on the grounds\nof:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. Mutual consent of the Employer\u002FEmployee\u003C\u002Fp>\n\n\u003Cp>ii. ILL treatment or sexual harassment\u003C\u002Fp>\n\n\u003Cp>iii. The death of an Employee\u003C\u002Fp>\n\n\u003Cp>iv. Employee medically unfit certified by medical officer\u003C\u002Fp>\n\n\u003Cp>v. Sickness or accident of the worker\u003C\u002Fp>\n\n\u003Cp>vi. Proven incompetence of the worker\u003C\u002Fp>\n\n\u003Cp>vii. Lack of requisite qualification on the part of the worker for the work\nwhich he is employed to do.\u003C\u002Fp>\n\n\u003Cp>viii. Proven misconduct of the worker.\u003C\u002Fp>\n\n\u003Cp>ix. Legal restrictions imposed on the worker prohibiting the worker from\nperforming the work for which the worker is employed.\u003C\u002Fp>\n\n\u003Cp>x. The employer shall serve the affected employee two (2) weeks notice if\nthe service is less than three (3) years and One (1) month notice if the\nservice is three (3) years and above or payment in lieu of the required\nnotice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Terminated Employee shall be entitled to all earned benefits and\nentitlements as at the time of his\u002Fher termination as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. Salaries\u002FWages\u003C\u002Fp>\n\n\u003Cp>b. Accrued leave and, or proportional leave.\u003C\u002Fp>\n\n\u003Cp>c. Provident Fund (end of service benefit)\u003C\u002Fp>\n\n\u003Cp>d. Annual Bonus if worked beyond ten (10) months in that particular year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B) DISMISSAL\u003C\u002Fp>\n\n\u003Cp>In the event of an Employee being found guilty by the Employer of serious\nmisconduct such as dishonesty, stealing, fighting, insubordination, assault,\ndrunkenness on duty, smoking in prohibited areas, he shall be dismissed. The\nEmployer shall notify the Union in writing and explain the circumstances\nleading to the dismissal after giving hearing to the affected employee whether\nverbal or in writing. The Employer may consider other alternative penalties in\nplace of dismissals.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Employer shall be responsible for ensuring that all employees conduct\nthemselves in a responsible manner at all times and shall investigate and\nimpose appropriate sanctions as it deems fit in cases of misconduct, provided\nthat all cases of discipline shall be dealt with in accordance with the Labour\nAct 2003, Act 651.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where an Employee misconducts himself, he shall be given an opportunity by\nthe Employer to explain why disciplinary action should not be taken against\nhim, provided that the Employer reserves the right to make a final decision on\nthe matter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where an Employee is dismissed as a result of proven misconduct, there shall\nbe no requirement for the Employer to serve any prior notice of such dismissal\nand the Employee shall only be entitled to any earned benefits from the\nProvident Fund set up.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All matters of discipline in relation to Termination under this Collective\nAgreement shall be in conformity with the Labour Act 2003 Act 651, Sections\n15,17,18,62 and 64.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(C) WARNING\u003C\u002Fp>\n\n\u003Cp>Where an Employee commits an offence, which does not amount to serious\nmisconduct, such Employee will be warned in writing. If after three (3) such\nwarnings the Employee commits a fourth (4th) offence, his services shall be\nterminated. Warning letters cease to have effect 12 months from the date of\nissue. Before a written warning is given, discussion will be held with the\nEmployee in the presence of a Union representative or a written query shall be\ngiven to the Employee to answer within 48 hours. If no satisfactory answer is\ngiven the Employee shall be given written warning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(D) SUSPENSION\u003C\u002Fp>\n\n\u003Cp>Where an Employee is suspected of committing an offence, which cannot be\nimmediately proved, he shall be suspended on half-pay pending further\ninvestigation. If at the end of the investigation he is proved not guilty he\nwill be paid as if he had worked for the full period of the suspension. On the\ncontrary, should the employer decide to terminate the service of an employee,\nunder investigation, the employer shall provide detailed reasons for its\naction.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(D) INTERDICTION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where and when an employee is alleged to have committed an offence which\ncannot immediately be proven, he\u002Fshe shall be suspended or interdicted on half\npay for period not exceeding 30 days pending investigations or such longer\nperiod as the Employer may require to complete investigations. The suspended or\ninterdicted employee shall be reinstated and be paid the balance of salary as\nif he\u002Fshe had worked for the full period of the suspension if at the end of the\ninvestigation he\u002Fshe is proven innocent of the offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Investigating Committee (IC) shall be set to investigate the matter and a\nfinal report shall be submitted to Managing Director before the final decision\nshall be taken against the culprit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A Committee members shall comprises of Local Union 2, Senior Staff 2 and\nManagement 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12: ABSENCE DURING WORKING HOURS\u003C\u002Fh2>\n\n\u003Cp>(A) An Employee wishing to leave his place of employment will first seek\npermission from his department head. Any Employee who leaves his place of work\nwithout permission will be committing an offence and written warning shall be\ngiven. No Employee on shift shall leave his work without permission or\nreliever.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13: ABANDONMENT OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An Employee covered by this Agreement who absents himself from work without\npermission shall be queried after resumption of duty and, if satisfactory\nanswer is not given within two days, he shall have the equivalent of his pay\ndeducted from the period of unauthorized absence. The Employer may also issue a\nwarning letter or termination of appointment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An Employee who absents himself for five (5) consecutive working days\nwithout giving any information whatsoever or who gives unsatisfactory\nexplanation shall be regarded as having abandoned his employment and he\u002Fshe\nshall be dismissed in accordance with the Labour Act 651 of 2003, Sections 15\nand 62.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14: TRANSFER\u003C\u002Fh2>\n\n\u003Cp>(A) The Employer may transfer an Employee from one station to another in the\ninterest of the business. The Employer shall pay the Employee a disturbance\nallowance of the three (3) months consolidated salary if the transfer is\npermanent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Employer shall provide transport for the Employee and his family. For\nthe purposes of this Article, an Employee’s family shall be his wife and\nthree (3) children under 18 years of age or 21 years if attending educational\ninstitutions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(B) Department transfer may be effected in the interest of work, but\nconsideration should be given to the Employee’s health and qualifications.\nHowever, if the transfer is necessitated by redeployment and such transfer\ninvolves changing the Employee’s trade or job, the employee will be given the\noption of accepting the new job assigned or termination on grounds of\nredundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 4: RIGHTS AND PRIVILEGES IN SERVICES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 15: ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>B. An Employee who has completed 12 months continuous service shall be\ngranted annual leave according to the following scales.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. 1st and 2nd leave - 15 working days\u003C\u002Fp>\n\n\u003Cp>ii. 3rd and subsequent - 21 working days\u003C\u002Fp>\n\n\u003Cp>leave after 3 or more years of uninterrupted service .\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. The Employer shall prepare a departmental leave roster, which shall be\nposted on the departmental notice board at the beginning of the year. Where,\nhowever the Employees are requested by the Employer to take their leave in\nspecial circumstances, they shall be given one month’s notice in advance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D. Leave will be taken at the convenience of the Employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>E. Accumulation of leave will not normally be permitted except in special\ncases at the discretion of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>F. Every Employee shall enjoy an unbroken period of leave. However, the\nEmployer, in cases of urgent necessity, may require an Employee to interrupt\nhis leave and return to work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>G. An Employee whose leave is thus interrupted shall be given the rest of\nthe leave. Where an Employee is required to interrupt his annual leave in the\ncircumstances stated above, the Employer shall reimburse the Employee any\nexpenses incurred by him of the interruption.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>H. Any Employee desiring to change his original leave shall apply to his\nHead of Department\u002FSupervisor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I. Periods of absence from duty with permission on voluntary public works\nand duties and special leave with or without permission shall not count as part\nof annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16: CASUAL \u002F COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Casual\u002FCompassionate leave may be granted with pay to Employees in special\ncircumstances if the Employer is satisfied that there is a bonafide case. The\nperiod of such leave, which shall not exceed 5 working days in any leave year,\nshall not count as part of annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17: SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Any Employee who is absent from work due to sickness shall be granted sick\nleave as follows, provided such absence is covered by medical certificated\nsigned by the Employer’s Medical Doctor or a Registered Medical Practitioner:\n(A Medical Board should be appointed to ascertain whether the worker is\nmedically fit or not).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. From 6 month but less than 5 years\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Full pay - 3 months\u003C\u002Fp>\n\n\u003Cp>Half pay - 3 months\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>Over 5 years of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Full pay- 6 months\u003C\u002Fp>\n\n\u003Cp>Half pay- 6 months\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Any Employee found working for pay whilst on sick leave shall be subject\nto summary dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. In the first place an Employee found to be suffering from pulmonary\ntuberculosis necessitating absence from work shall be granted sick leave with\nthe full pay for twelve (12) months or such lesser period as may be necessary\nbefore he\u002Fshe is fit to return to work. If at the end of twelve (12) months\nhe\u002Fshe is not fit to return to work but is likely to do so within a further\nfour (4) months, he\u002Fshe shall remain on sick leave with full pay for this\nfurther period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 18: MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>A Female employee shall be entitled to maternity leave as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>A. In addition to normal annual leave a female employee shall be granted\nmaternity leave on full pay for a period of three (3) months\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Postnatal confinement may be extended by two (2) weeks or beyond, in\nabnormal delivery cases or where 2 or more babies are born.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. Maternity leave shall be additional to any leave entitlement and\u002For sick\nleave.\u003C\u002Fp>\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\">\u003Cp>D. Nursing Mothers will be granted two (2) hours daily off duty until the\nchild is one year old.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>E. Upon the production of duly certified Medical report by a registered\nMedical Practitioner, a Pregnant or nursing mother may be exempted from\novertime work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 19: MEDICAL TREATMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>A. The Employer will provide free medical care for the Employee and such\nattention will be at the Employer designated Hospital\u002FClinic or any of the\nGovernment recognized Health Facility.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When it is not possible for an Employee to attend the Employer’s Clinic\ndue to the emergency nature of the case, a registered Medical Practitioner may\ntreat him at any Government Hospital\u002FClinic.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. The provision of Denture and Spectacle, Surgical Operations and Venereal\nDiseases are excluded from the provision of the Article. Where, however, a\nWorker sustains injury by accident or contracts disease arising out of and in\nthe course of his work, the Employer will bear the full cost of treatment. This\nwill include cost of transportation, where applicable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. Any employee who falls sick at the place of work shall report to his\nimmediate supervisor and obtain a clinic form that shall be completed and\nreturned after treatment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 20: PERIODIC MEDICAL CHECK-UP\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>The Employer in consultation with the Industrial Physician and the Union, to\nindicate areas of employment where Employees shall undergo periodic medical\ncheck-up.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 21:SAFETY RULES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>The Employer shall make reasonable provision for the safety and health of\nEmployees, and shall provide protective devices\u002Fequipment, e.g.\nSafety\u002FWellington boots Raincoats, Gloves, Ear\u002FEye\u002FNose protectors against\nindustrial accidents and diseases to Employees who by the nature of their jobs\nrequire them.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 22:INDUSTRIAL ACCIDENTS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>A. An employee who is unable to present himself at work because of injuries\narising out of work in the course of his\u002Fher employment shall be granted full\npay till he\u002Fshe is fully recovered.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Thereafter, the provisions of the workman’s Compensation Law, PNDC Law\n187 of 1987 regarding payment of salaries shall apply. Compensation to such\nemployees shall be made in accordance with the workmen’s compensation law in\nforce at time of injury.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. Should an Employee contract an industrial disease arising out of and in\nthe course of his employment, the company will give the Employee adequate\ntreatment for his disease and to the extent of the facilities available and\nfurther if in the opinion of the Company’s Medical Officer further\nConsultation and\u002For medical facilities outside the Company are required, the\ncost of the additional treatment shall be borne by the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D. Incapacitated employees may be rehabilitated in accordance with labour\nRegulation. Employees, who by the statutory, limitation of the law are\nprecluded from receiving the workman’s Compensation under the Scheme, shall\nnot be less favourable than that under Workman’s Compensation Law.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>E. In addition, the company shall pay supplement of 30% of the compensation\ngranted under the workmen’s compensation Act, to an employee. However if on\nreview of the act the benefit under Workmen’s Compensation Law is better than\nthis compensation shall apply without a supplement from the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23: UNIFORM\u002FWORK CLOTHING\u003C\u002Fh2>\n\n\u003Cp>A. The Employer shall provide uniforms for certain departments once a\nyear.\u003C\u002Fp>\n\n\u003Cp>Where the Employer provides the Employee with uniform\u002Fwork clothing in the\ninterest of the business, it shall be maintained at the expense of the\nEmployer. The Employer reserves the right to deduct, under the Labour Law, the\ncost of the uniform\u002Fwork clothing from the entitlements of any Employee who\nfails to return it for reasons of loss or damages, such uniform\u002Fclothing on\nleaving the service of the employer. The Union shall approach the Employer on\nall matters connected with the provision of these uniform\u002Fwork clothing.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 24: TRAINING WITHIN INDUSTRY\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>A. The Employer undertakes to provide reasonable facilities for the training\nof Employees, including apprentices where such means will enable Employee to\nsecure competency in the performance of their duties and fit them for promotion\nwithin the establishment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>Where the Employee is required by the Employer to take a course at a\nrecognized educational establishment, which requires time-off, the Employer\nshall afford the Employee such time off with pay and the Employer shall\nundertake to bear the cost of such course. Any Employee required to undertake\ntraining for a higher appointment in the Company will be acquainted within the\nperiod of training and the grade to which he would be promoted on successful\ncompletion of his training.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. SCHOLARSHIP SCHEME\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>The employer shall institute a scholarship scheme under which up to (2)\nawards may be made to children of employees who have served the company for a\nminimum of three years. The scholarship shall be tenable in any Government\napproved secondary. Technical and Vocational Institutions in any part of the\ncountry only during the working life of the employee. The facility shall cover\nBoarding\u002FTuition and other related cost.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The continued tenure of the awards will depend upon the beneficiaries’\nsatisfactory work and conduct at work coupled with the academic performance of\nthe child at the School.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of the dismissal, resignation, termination, death or retirement\nof an employee during the period of the scholarship, the beneficiary shall be\nallowed to complete the cycle of the facility for that particular academic year\nwithin the framework of the scheme after which the facility shall come to an\nend.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 25: TRANSPORT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>Free Transport will be provided to convey employees to and from work\ndaily.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26: REDUNDANCY\u002FSERVICE AWARD\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. Where for one reason or other the employer is compelled to declare a\nnumber of employees redundant, the employer shall give three calendar months\nnotice to the Union. The notice shall enable the necessary negotiations to be\nmade on the redundancy exercise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The three months notice shall also be served on the affected employee or\npayment in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employees whose services are to be terminated owing to redundancy shall\nusually be determined by the performance of the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Injury arising out of duties at MILANI LIMITED would not be used as basis\nfor redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. When subsequent employment arises in the same department within twelve\n(12) months from the date employees in that department were declared redundant,\nthese employees shall be given preference for re-employment. It is understood\nthat any redundant employee engaged herein, under this article shall be\nconsidered as a new employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D. With Reference to Article 26 where for one reason or another the employer\nis compelled to declare any number of the employees redundant, a Union\nExecutive, he\u002Fshe shall not be victimized by way of normal disciplinary\nprocedures as spelt out in Article 40 shall apply to all Union Officials and\nExecutives at all time.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ARTICLE 27: RECREATION FACILITIES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall encourage reasonable recreational activities and will\nco-operate with the employees in providing and maintaining equipment for such\nactivities.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 28: ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>A. Any Employee covered by this Agreement and required to carry out full\nduties of a post superior to the grade in which he is normally employed shall\nbe paid an Acting Allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Where an Employee is required to perform such duties for not less than 11\nworking days, he\u002Fshe shall be paid 60% of his\u002Fher consolidated salary as acting\nallowance for the period he\u002Fshe acted or a difference between his\u002Fher\nconsolidated salary and the minimum for the post in which he\u002Fshe is acting,\nwhichever is higher. (Managements have to use their own discretion on this\nArticle).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. When an Employee discharges the duties of another Employee of grade lower\nthan the grade in which he\u002Fshe is normally employed in addition to his\u002Fher\nnormal duties, and when overtime is not required, an Ex-gratis payment shall be\npaid to the Employee in recognition of his\u002Fher service at the discretion of the\nEmployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 29: NIGHT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>A.Employees required to work on night shift fixed by the Employer shall be\npaid an allowance of (GHC 10.00) per month. This Article shall not apply to\ntask workers or domestic workers in private home and night watchmen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 30: PER DIEM\u002FOUT OF STATION\u002FBOARDING AND LODGING EXPENSES\u003C\u002Fh2>\n\n\u003Cp>An employee who is required in the course of his duties to spend one or more\nnights away from his normal station of employment will be paid reasonable\nexpenses incurred.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. Reasonable lodging and other out of pocket expenses connected with the\nwork shall be paid to any Employee who is required to spend the night away\neither from or within the country on duty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. LUNCH ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where an Employee spends lunch period outside his place of work on duty,\nhe\u002Fshe shall be entitled to an allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 31: FRUSTRATED WORK\u003C\u002Fh2>\n\n\u003Cp>When an employee reports for duty on his normal working day and due to no\nfault of the employee he is ordered to leave or stop work by the Employer or\nany person in the authority of the Employer before the Employee can complete\nthe days full hours of work, he shall receive the full pay for the day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 32: CALL IN ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>An Employee whose off-duty period is disturbed by being called to duty shall\nbe paid his\u002Fher transport fare calculated on taxicab charge for each call in\naddition to twice the normal overtime payment due to him\u002Fher.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 33: SALARY ADVANCE\u002FSPECIAL LOAN\u003C\u002Fh2>\n\n\u003Cp>Salary advance not exceeding an Employee’s consolidated monthly\nremuneration shall be granted to an Employee in financial difficulties and\ndeducted in full at the end of the month. However, the size and frequency shall\nbe at the discretion of the Employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 34: ANNUAL BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ONCERISE_trigger\">\u003Cp>Annual Bonus shall be paid at least in the 3rd week of December to all\npermanent serving Employees who have served for not less than eight (8) months.\nSuch bonus shall be one (1) month consolidated pay (Managements have to use\ntheir own discretion on this Article based on profitability) and worker’s\nrecord for reporting to work regularly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 35:PERFORMANCE TARGET\u003C\u002Fh2>\n\n\u003Cp>A. Every employee shall receive incentive package provided the percent\ntargets have been achieved and some incentives have to be paid at the\ndiscretion of the employer to the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. In the event, that the said target is achieved. The production incentive\nshall be paid to every employee before the end of the following year.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 36: FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>In the event of the death of an Employee, the Employer will make to the\nfamily of the deceased a grant of Eight Hundred Ghana Cedis (GHC 800.00) to\nassist them in meeting the expenses involved. In addition, the Company shall\nprovide a coffin and transport to convey workers and dead body to burial ground\nor hometown within Ghana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. On the death of spouses,mother,father or child the Employer shall support\nthe bereaved family with an amount of Three Hundred Ghana Cedis (GHC300.00)\ncash under this Article upon producing to the Employer a Death or Burial\nCertificate of the deceased. (Proof of relationship to the deceased must be\nprovided. eg. Marriage Certificate, Birth certificate etc)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 5:\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 37: RETIRING AGE\u002FRESIGNATION\u002FTERMINATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. There shall be a voluntary retiring age of Fifty-Five (55) years for all\nEmployees. Compulsory retiring 60 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Three months notice shall be given either side in the case of voluntary\nor compulsory retirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. The Employer shall use his own discretion in the application of this\nArticle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>D. Any Employee leaving the service of the Employer, either on voluntary of\ncompulsory retirement shall be entitled to Eight (8) months consolidated\nsalary, engrave framed certificate as Ex-gratis award in addition to any\naccrued untaken leave and provident fund both A\u002FB if applicable at the time.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>E. When an Employee due for retirement is left with less than six months to\nqualify for long service award, he\u002Fshe shall be deemed to have qualified for\nthe award and shall be given the full award accordingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RESIGNATION:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any employee wishing to resign from his employment shall give one month\nnotice or one-month’s pay in lieu of notice thereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Resignation shall be in conformity with the Labour act of Ghana\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 38: LONG SERVICE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype1\">\u003Cp>Any Employee who has worked for 3 years and above would be given a long\nservice award as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3 years - 10 bags of Cement for Farm Hands only\u003C\u002Fp>\n\n\u003Cp>5 years - 10 bags of Cement for Farm Hands only\u003C\u002Fp>\n\n\u003Cp>5 years - 20 bags of Cement for all other workers\u003C\u002Fp>\n\n\u003Cp>10 years -2 packets of Aluminum Roofing sheets\u003C\u002Fp>\n\n\u003Cp>15 years -1packet of Aluminum Roofing sheets and 50bags of cement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NB: This can also be paid in cash at prevailing market prices\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Farm hands shall be employees who handle fruits directly on the field and\nthose involved in Land preparation and planting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All others shall be Supervisors, Security, Workshop and anyone above the\nfirst three levels of the salary structure.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 39: CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>On leaving the services of the Employer, a Certificate of service shall be\nissued to the Employee stating the period of service to the Employer and his\njob titles.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 40:GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>All complaints or dispute concerning violation, or non-compliance with or\nthe application, interpretation of this Agreement but not including any\nrequested or proposed changes in this Agreement are herein referred to as\ngrievance and shall be settled as promptly as practicable through the follow\nchannels:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Step 1: The employee claiming a grievance shall first discuss the grievance\nor request with his\u002Fher immediate departmental Head or Manager who shall\nconsider and dispose of it promptly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Step 2: Failing satisfactory settlement of the grievance within two (2)\nworking days, the employee and his\u002Fher Local union Shop Steward or\nrepresentative shall then discuss the grievance with the employee’s\ndepartmental head or Manager.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Step 3: Failing satisfactory settlement the grievance shall then be reduced\ninto writing within five (5) working days after the discussion with the\nDepartmental Head or Manager for settlement at the sub-committee level. The\nsub-committee made up of management and local union representatives shall\nendeavour to resolve is referred to it.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Step 4: Failing satisfactory settlement in step 3, the union shall within\nseven (7) working days refer the grievance in writing for discussion by the\nStanding Negotiation Committee. A meeting for discussion of such referred\ngrievance shall be held promptly but not later than seven (7) working days\nafter the union’s letter of request.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Step 5: Failing satisfactory settlement in step 4 the matter shall be\nreferred to the appropriate state Authority preferably, the National Labour\nCommission for final and conclusive settlement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 41:UNION MEMBERSHIP\u002FCHECK OFF\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. Every Employee covered by this Agreement shall be deemed to be a member\nof the Union and shall pay Union dues uniformly levied against all members of\nthe Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. At the written request of the Union, the sums deducted as Union dues\nshall be paid out as shall be directed by the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE: 42 SHOP STEWARDS – RIGHTS AND RESPONSIBILITIES\u003C\u002Fh2>\n\n\u003Cp>A. Either parties of this Agreement recognize the existence of shop stewards\nas official representatives of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. For the purpose of this Agreement, the shop steward shall consult or be\nconsulted on all grievances of disciplinary measures of Employees and\nManagement at all levels with a view to resolving the grievances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. Reasonable facilities shall be offered to shop stewards and Union\nOfficial during normal working hours to carry out their Union responsibilities,\nbut they must not leave their work without first having obtained the permission\nfrom their supervisors.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D. The Union shall furnish the company with list of shop stewards and Union\nOfficials, which shall be reviewed from time as may be necessary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 43: UNION OFFICIAL\u002FSHOP STEWARDS NOTICE BOARD\u002FUNION OFFICE\u003C\u002Fh2>\n\n\u003Cp>A. The parties to the Agreement shall recognize the right of the Union\ndesignated Officials.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. The parties to this Agreement shall recognize the role of shop stewards\nwho are Union Representatives on the shop floor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Union Officials and Shopstewards shall intercede in matters affecting\nthe well being of employees during normal working hours provided that\npermission has been obtained from the immediate supervisor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 44: RESPONSIBILITIES PARTIES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. Both parties agree that this Agreement imposes serious duties and\nresponsibilities on the Union as well as the Employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Nothing in this Agreement will worsen any existing conditions of\nservice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 45: LEGAL ASSISTANCE FOR COMPANY DRIVERS\u003C\u002Fh2>\n\n\u003Cp>i. In the event of criminal proceedings being taken against a driver\ninvolved in any motor offence while driving a company vehicle in the course of\nhis duties, the employer’s insurance company will provide legal counsel for\nthe defence. If the driver has committed a breach of traffic regulations, he\nwill reimburse the company any costs the company incurs in defending the\naction.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>ii. In the event of an accident, the driver is to comply with the\ncompany’s insurance policy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Drivers employed by the company will have their licence renewed by the\nemployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. The “drivers” in this sense means any one employed to drive or\noperate any vehicle or forklift of the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 46: PROVIDENT FUND\u003C\u002Fh2>\n\n\u003Cp>A. A Provident Fund Scheme shall be instituted and operated by a Board of\nTrustees made up of management and union representatives. Appropriate Fund\nRules shall be developed by the Board of Trustees to manage the fund and\ndisburse proceeds from the Fund.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. The provident fund scheme contribution shall be 5% employee's' basic wage\nby the employer and 5% of employee's basic wage by the employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. A BOARD OF TRUSTEES shall constituted to administer the fund.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D. This Provident Fund if deduct shall be paid to the Trustees at least not\nlater than two (2) weeks after the end of the previous month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF \u003C\u002Fp>\n\n\u003Cp>MILANI LIMITED\u003C\u002Fp>\n\n\u003Cp>………………………………….…\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\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 [UNEAGES]\u003C\u002Fp>\n\n\u003Cp>…………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And witnessed by:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated in Gomoa Akraman this 5TH day of September 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            ",{"disabilitypay":44,"contracttrialperiod":48,"maxsicknesspay":52,"maternity_nursing_breaks_length":56,"ONCERISE_trigger":60,"maternity_nursing_breaks_duration":64,"dayspweek":66,"hourspweek_select":70,"childcare":73,"STRUCINCR_trigger":77,"funeralpay":81,"trainingfund":85,"paidmaternityleaveduration":89,"jobwagegroupsperiod":93,"maxsicknesspayperc":97,"OVERTIME_trigger":101,"holidaysdays":105,"healthcareaccess":109,"jobwagegroups":113,"apprenticeships":115,"COMMUTE_trigger":119,"sicknessmaxdays":123,"WAGES_determined":126,"healthandsafetypolicy":128,"overtimeallowanceperc1":132,"hourspweek":135,"contracttrial":137,"sicknesspay":139,"longserviceallowancetype1":141,"dayspweek_select":145,"healthinsurance":147,"paidmaternityleaveall":151,"educationtuition":155,"NOCTPREM_trigger":159,"MAXHOURS_trigger":163,"wageincreasefirmperformance":167,"hivpolicy":171,"SENIOR_trigger":175,"trainingprogrammes":178,"paidmaternityleave":181,"wageincreasedate":184,"contractseverancepay":187,"PAIDLEAV_trigger":191,"CONSIGN_trigger":194},{"bindId":45,"name":46,"text":47},"disabilitypay","A. An employee who is unable to present ","A. An employee who is unable to present himself at work because of injuries\narising out of work in the course of his\u002Fher employment shall be granted full\npay till he\u002Fshe is fully recovered.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","(B) All newly appointed employees covere","(B) All newly appointed employees covered by the agreement shall be placed\non probation. The probationary period shall be three (3) months of continuous\nemployment. During this period the progress of probationers shall be reviewed\nprior to confirmation and unless the employee is otherwise advised in writing\nto the contrary, he\u002Fshe shall be deemed to have been confirmed in the job at\nthe end of the probationary period.",{"bindId":53,"name":54,"text":55},"maxsicknesspay","Any Employee who is absent from work due","Any Employee who is absent from work due to sickness shall be granted sick\nleave as follows, provided such absence is covered by medical certificated\nsigned by the Employer’s Medical Doctor or a Registered Medical Practitioner:\n(A Medical Board should be appointed to ascertain whether the worker is\nmedically fit or not).\n\n\n\nA. From 6 month but less than 5 years\n\n\n\nFull pay - 3 months\n\nHalf pay - 3 months\n\n\n\nOver 5 years of service.\n\n\n\nFull pay- 6 months\n\nHalf pay- 6 months",{"bindId":57,"name":58,"text":59},"maternity_nursing_breaks_length","D. Nursing Mothers will be granted two (","D. Nursing Mothers will be granted two (2) hours daily off duty until the\nchild is one year old.",{"bindId":61,"name":62,"text":63},"ONCERISE_trigger","Annual Bonus shall be paid at least in t","Annual Bonus shall be paid at least in the 3rd week of December to all\npermanent serving Employees who have served for not less than eight (8) months.\nSuch bonus shall be one (1) month consolidated pay (Managements have to use\ntheir own discretion on this Article based on profitability) and worker’s\nrecord for reporting to work regularly.",{"bindId":65,"name":58,"text":59},"maternity_nursing_breaks_duration",{"bindId":67,"name":68,"text":69},"dayspweek","The Standard hours or work for basic pay","The Standard hours or work for basic pay shall be forty (40) hours per week\n(with two days off duty, night Watchmen shall work from 6:00am to 6:00pm (from\nMonday to Friday) and shall be on special salary scale.",{"bindId":71,"name":68,"text":72},"hourspweek_select","The Standard hours or work for basic pay shall be forty (40) hours per week\n(with two days off duty, night Watchmen shall work from 6:00am to 6:00pm (from\nMonday to Friday) and shall be on special salary scale.\n\n\n\nThe hours of work shall be regulated by the employer in accordance with the\nexigencies of the work and in consultation with the Union but no employee shall\nbe required to work continuously for longer than five days or (40) hours of\nwork without the appropriate rest.\n\n\n\nIn consultation with the Union and in accordance with the exigencies of the\nwork there may be scheduled work on Saturday, Sunday and Public Holidays.\n\n\n\nA minimum of 30 minutes break shall be allowed for workers on shift work,\nand this will be counted as working hours. However, in the case of double shift\nwork, an employee shall be entitled to one-hour break, which shall not be\ncounted as part of the working hours.",{"bindId":74,"name":75,"text":76},"childcare","Casual\u002FCompassionate leave may be grante","Casual\u002FCompassionate leave may be granted with pay to Employees in special\ncircumstances if the Employer is satisfied that there is a bonafide case. The\nperiod of such leave, which shall not exceed 5 working days in any leave year,\nshall not count as part of annual leave.",{"bindId":78,"name":79,"text":80},"STRUCINCR_trigger","(A) Salaries of staff shall be reviewed ","(A) Salaries of staff shall be reviewed annually and, where conduct and\nperformance through the year have been satisfactory, an increment shall be\nawarded in conformity with the appropriate scale with effect from 1st January,\nof every year in addition to the annual increment, the Employee may as an\nincentive for special qualities displayed in their field of work in the course\nof an incremental year an Employee who has remained at the maximum point in his\nsalary scale for two years shall earn annual increments, with effects from the\nbeginning of the third year, for up to five years.\n\n\n\n(B) Where an Employee’s increment is to be withheld because of established\nunsatisfactory work or conduct, the Employee will be advised in writing at\nleast two months before the end of the incremental year.\n\n\n\n(C) New Employees shall not be eligible for increment unless they have\ncompleted six months service.",{"bindId":82,"name":83,"text":84},"funeralpay","In the event of the death of an Employee","In the event of the death of an Employee, the Employer will make to the\nfamily of the deceased a grant of Eight Hundred Ghana Cedis (GHC 800.00) to\nassist them in meeting the expenses involved. In addition, the Company shall\nprovide a coffin and transport to convey workers and dead body to burial ground\nor hometown within Ghana.\n\n\n\nC. On the death of spouses,mother,father or child the Employer shall support\nthe bereaved family with an amount of Three Hundred Ghana Cedis (GHC300.00)\ncash under this Article upon producing to the Employer a Death or Burial\nCertificate of the deceased. (Proof of relationship to the deceased must be\nprovided. eg. Marriage Certificate, Birth certificate etc)",{"bindId":86,"name":87,"text":88},"trainingfund","Where the Employee is required by the Em","Where the Employee is required by the Employer to take a course at a\nrecognized educational establishment, which requires time-off, the Employer\nshall afford the Employee such time off with pay and the Employer shall\nundertake to bear the cost of such course. Any Employee required to undertake\ntraining for a higher appointment in the Company will be acquainted within the\nperiod of training and the grade to which he would be promoted on successful\ncompletion of his training.",{"bindId":90,"name":91,"text":92},"paidmaternityleaveduration","A. In addition to normal annual leave a ","A. In addition to normal annual leave a female employee shall be granted\nmaternity leave on full pay for a period of three (3) months",{"bindId":94,"name":95,"text":96},"jobwagegroupsperiod","(A) Every Employee covered by this Agree","(A) Every Employee covered by this Agreement shall receive rate of pay\nappropriate to his respective job classification as shown in Appendix ‘A’.\nA Pay slip shall accompany every end of month pay. Payment shall be made on or\nbefore the last day of every month.",{"bindId":98,"name":99,"text":100},"maxsicknesspayperc","Over 5 years of service. Full pay- 6 mon","Over 5 years of service.\n\n\n\nFull pay- 6 months\n\nHalf pay- 6 months",{"bindId":102,"name":103,"text":104},"OVERTIME_trigger","(C) Overtime rates shall be as follows: ","(C) Overtime rates shall be as follows:\n\n\n\n- Working days-Time and a Quarter\n\n- Off days-Double time\n\n- Saturdays\u002FSundays-Time and a Half\n\n- Public Holidays-Double time",{"bindId":106,"name":107,"text":108},"holidaysdays","B. An Employee who has completed 12 mont","B. An Employee who has completed 12 months continuous service shall be\ngranted annual leave according to the following scales.\n\n\n\ni. 1st and 2nd leave - 15 working days\n\nii. 3rd and subsequent - 21 working days\n\nleave after 3 or more years of uninterrupted service .",{"bindId":110,"name":111,"text":112},"healthcareaccess","A. The Employer will provide free medica","A. The Employer will provide free medical care for the Employee and such\nattention will be at the Employer designated Hospital\u002FClinic or any of the\nGovernment recognized Health Facility.\n\n\n\nWhen it is not possible for an Employee to attend the Employer’s Clinic\ndue to the emergency nature of the case, a registered Medical Practitioner may\ntreat him at any Government Hospital\u002FClinic.\n\n\n\nB. The provision of Denture and Spectacle, Surgical Operations and Venereal\nDiseases are excluded from the provision of the Article. Where, however, a\nWorker sustains injury by accident or contracts disease arising out of and in\nthe course of his work, the Employer will bear the full cost of treatment. This\nwill include cost of transportation, where applicable.\n\n\n\nC. Any employee who falls sick at the place of work shall report to his\nimmediate supervisor and obtain a clinic form that shall be completed and\nreturned after treatment.",{"bindId":114,"name":95,"text":96},"jobwagegroups",{"bindId":116,"name":117,"text":118},"apprenticeships","A. The Employer undertakes to provide re","A. The Employer undertakes to provide reasonable facilities for the training\nof Employees, including apprentices where such means will enable Employee to\nsecure competency in the performance of their duties and fit them for promotion\nwithin the establishment.",{"bindId":120,"name":121,"text":122},"COMMUTE_trigger","Free Transport will be provided to conve","Free Transport will be provided to convey employees to and from work\ndaily.",{"bindId":124,"name":54,"text":125},"sicknessmaxdays","Any Employee who is absent from work due to sickness shall be granted sick\nleave as follows, provided such absence is covered by medical certificated\nsigned by the Employer’s Medical Doctor or a Registered Medical Practitioner:\n(A Medical Board should be appointed to ascertain whether the worker is\nmedically fit or not).\n\n\n\nA. From 6 month but less than 5 years\n\n\n\nFull pay - 3 months\n\nHalf pay - 3 months\n\n\n\nOver 5 years of service.\n\n\n\nFull pay- 6 months\n\nHalf pay- 6 months\n\n\n\nB. Any Employee found working for pay whilst on sick leave shall be subject\nto summary dismissal.\n\n\n\nC. In the first place an Employee found to be suffering from pulmonary\ntuberculosis necessitating absence from work shall be granted sick leave with\nthe full pay for twelve (12) months or such lesser period as may be necessary\nbefore he\u002Fshe is fit to return to work. If at the end of twelve (12) months\nhe\u002Fshe is not fit to return to work but is likely to do so within a further\nfour (4) months, he\u002Fshe shall remain on sick leave with full pay for this\nfurther period.",{"bindId":127,"name":95,"text":96},"WAGES_determined",{"bindId":129,"name":130,"text":131},"healthandsafetypolicy","The Employer shall make reasonable provi","The Employer shall make reasonable provision for the safety and health of\nEmployees, and shall provide protective devices\u002Fequipment, e.g.\nSafety\u002FWellington boots Raincoats, Gloves, Ear\u002FEye\u002FNose protectors against\nindustrial accidents and diseases to Employees who by the nature of their jobs\nrequire them.",{"bindId":133,"name":103,"text":134},"overtimeallowanceperc1","(C) Overtime rates shall be as follows:\n\n\n\n- Working days-Time and a Quarter",{"bindId":136,"name":68,"text":72},"hourspweek",{"bindId":138,"name":50,"text":51},"contracttrial",{"bindId":140,"name":54,"text":55},"sicknesspay",{"bindId":142,"name":143,"text":144},"longserviceallowancetype1","Any Employee who has worked for 3 years ","Any Employee who has worked for 3 years and above would be given a long\nservice award as follows:\n\n\n\n3 years - 10 bags of Cement for Farm Hands only\n\n5 years - 10 bags of Cement for Farm Hands only\n\n5 years - 20 bags of Cement for all other workers\n\n10 years -2 packets of Aluminum Roofing sheets\n\n15 years -1packet of Aluminum Roofing sheets and 50bags of cement\n\n\n\nNB: This can also be paid in cash at prevailing market prices",{"bindId":146,"name":68,"text":69},"dayspweek_select",{"bindId":148,"name":149,"text":150},"healthinsurance","ii. In the event of an accident, the dri","ii. In the event of an accident, the driver is to comply with the\ncompany’s insurance policy.",{"bindId":152,"name":153,"text":154},"paidmaternityleaveall","A Female employee shall be entitled to m","A Female employee shall be entitled to maternity leave as follows:\n\n\n\nA. In addition to normal annual leave a female employee shall be granted\nmaternity leave on full pay for a period of three (3) months",{"bindId":156,"name":157,"text":158},"educationtuition","The employer shall institute a scholarsh","The employer shall institute a scholarship scheme under which up to (2)\nawards may be made to children of employees who have served the company for a\nminimum of three years. The scholarship shall be tenable in any Government\napproved secondary. Technical and Vocational Institutions in any part of the\ncountry only during the working life of the employee. The facility shall cover\nBoarding\u002FTuition and other related cost.",{"bindId":160,"name":161,"text":162},"NOCTPREM_trigger","A.Employees required to work on night sh","A.Employees required to work on night shift fixed by the Employer shall be\npaid an allowance of (GHC 10.00) per month. This Article shall not apply to\ntask workers or domestic workers in private home and night watchmen.",{"bindId":164,"name":165,"text":166},"MAXHOURS_trigger","(A) Employees requested by the employer ","(A) Employees requested by the employer or his representative to work in\nexcess of the normal working hours per day shall be paid overtime for work so\nperformed.\n\n\n\n(B)Whereas overtime is not compulsory, the employees should be willing to do\novertime when the exigencies of work so demand provided adequate time notice is\nserved to the worker.\n\n\n\n(C) Overtime rates shall be as follows:\n\n\n\n- Working days-Time and a Quarter\n\n- Off days-Double time\n\n- Saturdays\u002FSundays-Time and a Half\n\n- Public Holidays-Double time",{"bindId":168,"name":169,"text":170},"wageincreasefirmperformance","(C) New Employees shall not be eligible ","(C) New Employees shall not be eligible for increment unless they have\ncompleted six months service.",{"bindId":172,"name":173,"text":174},"hivpolicy","The Employer in consultation with the In","The Employer in consultation with the Industrial Physician and the Union, to\nindicate areas of employment where Employees shall undergo periodic medical\ncheck-up.",{"bindId":176,"name":143,"text":177},"SENIOR_trigger","Any Employee who has worked for 3 years and above would be given a long\nservice award as follows:\n\n\n\n3 years - 10 bags of Cement for Farm Hands only\n\n5 years - 10 bags of Cement for Farm Hands only\n\n5 years - 20 bags of Cement for all other workers\n\n10 years -2 packets of Aluminum Roofing sheets\n\n15 years -1packet of Aluminum Roofing sheets and 50bags of cement\n\n\n\nNB: This can also be paid in cash at prevailing market prices\n\n\n\nFarm hands shall be employees who handle fruits directly on the field and\nthose involved in Land preparation and planting.\n\n\n\nAll others shall be Supervisors, Security, Workshop and anyone above the\nfirst three levels of the salary structure.",{"bindId":179,"name":117,"text":180},"trainingprogrammes","A. The Employer undertakes to provide reasonable facilities for the training\nof Employees, including apprentices where such means will enable Employee to\nsecure competency in the performance of their duties and fit them for promotion\nwithin the establishment.\n\n\n\nWhere the Employee is required by the Employer to take a course at a\nrecognized educational establishment, which requires time-off, the Employer\nshall afford the Employee such time off with pay and the Employer shall\nundertake to bear the cost of such course. Any Employee required to undertake\ntraining for a higher appointment in the Company will be acquainted within the\nperiod of training and the grade to which he would be promoted on successful\ncompletion of his training.",{"bindId":182,"name":153,"text":183},"paidmaternityleave","A Female employee shall be entitled to maternity leave as follows:\n\n\n\nA. In addition to normal annual leave a female employee shall be granted\nmaternity leave on full pay for a period of three (3) months\n\n\n\nB. Postnatal confinement may be extended by two (2) weeks or beyond, in\nabnormal delivery cases or where 2 or more babies are born.\n\n\n\nC. Maternity leave shall be additional to any leave entitlement and\u002For sick\nleave.\n\n\n\nD. Nursing Mothers will be granted two (2) hours daily off duty until the\nchild is one year old.\n\n\n\nE. Upon the production of duly certified Medical report by a registered\nMedical Practitioner, a Pregnant or nursing mother may be exempted from\novertime work.",{"bindId":185,"name":79,"text":186},"wageincreasedate","(A) Salaries of staff shall be reviewed annually and, where conduct and\nperformance through the year have been satisfactory, an increment shall be\nawarded in conformity with the appropriate scale with effect from 1st January,\nof every year in addition to the annual increment, the Employee may as an\nincentive for special qualities displayed in their field of work in the course\nof an incremental year an Employee who has remained at the maximum point in his\nsalary scale for two years shall earn annual increments, with effects from the\nbeginning of the third year, for up to five years.",{"bindId":188,"name":189,"text":190},"contractseverancepay","D. Any Employee leaving the service of t","D. Any Employee leaving the service of the Employer, either on voluntary of\ncompulsory retirement shall be entitled to Eight (8) months consolidated\nsalary, engrave framed certificate as Ex-gratis award in addition to any\naccrued untaken leave and provident fund both A\u002FB if applicable at the time.",{"bindId":192,"name":107,"text":193},"PAIDLEAV_trigger","B. An Employee who has completed 12 months continuous service shall be\ngranted annual leave according to the following scales.\n\n\n\ni. 1st and 2nd leave - 15 working days\n\nii. 3rd and subsequent - 21 working days\n\nleave after 3 or more years of uninterrupted service .\n\n\n\nC. The Employer shall prepare a departmental leave roster, which shall be\nposted on the departmental notice board at the beginning of the year. Where,\nhowever the Employees are requested by the Employer to take their leave in\nspecial circumstances, they shall be given one month’s notice in advance.\n\n\n\nD. Leave will be taken at the convenience of the Employer.\n\n\n\nE. Accumulation of leave will not normally be permitted except in special\ncases at the discretion of the employer.\n\n\n\nF. Every Employee shall enjoy an unbroken period of leave. However, the\nEmployer, in cases of urgent necessity, may require an Employee to interrupt\nhis leave and return to work.\n\n\n\nG. An Employee whose leave is thus interrupted shall be given the rest of\nthe leave. Where an Employee is required to interrupt his annual leave in the\ncircumstances stated above, the Employer shall reimburse the Employee any\nexpenses incurred by him of the interruption.\n\n\n\nH. Any Employee desiring to change his original leave shall apply to his\nHead of Department\u002FSupervisor.\n\n\n\nI. Periods of absence from duty with permission on voluntary public works\nand duties and special leave with or without permission shall not count as part\nof annual leave.",{"bindId":195,"name":196,"text":197},"CONSIGN_trigger","An Employee whose off-duty period is dis","An Employee whose off-duty period is disturbed by being called to duty shall\nbe paid his\u002Fher transport fare calculated on taxicab charge for each call in\naddition to twice the normal overtime payment due to him\u002Fher.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Milani Limited - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-02-28\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Agriculture, forestry, fishing, Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Growing of fruit, nuts, beverage and spice crops, 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                        Milani 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                        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        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → 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): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 365 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \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: → 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        \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: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 15.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 2.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: →  %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-wageincreaseamount1\">\n                    Wage increase: → GHS \n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-01\n                \u003C\u002Fdiv>\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                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → GHS 10.0 per month\n                \u003C\u002Fdiv>\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 \n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 125 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → GHS  per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[203],{"title":37,"slug":33},[205],{"type":206,"data":207},"call_to_action_body_block",{"title":208,"description":209,"variant":210,"link":211},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":208,"url":212,"description":208,"rel":213,"type":214},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[216],{"type":206,"data":217},{"title":208,"description":209,"variant":210,"link":218},{"title":208,"url":212,"description":208,"rel":213,"type":214},[]]