[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-neat-foods-ghana-limited-and-union-of-education-agriculture-and-general-services-workers-uneages-of-gfl":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":175,"content_type_view":176,"extra_breadcrumbs":177,"body":179,"body_blocks":190,"related_pages":194},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":173,"translations":174},{"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-neat-foods-ghana-limited-and-union-of-education-agriculture-and-general-services-workers-uneages-of-gfl","3855b70e-b030-11e3-8214-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-neat-foods-ghana-limited-and-union-of-education-agriculture-and-general-services-workers-uneages-of-gfl\u002Fcollective-agreement-between-neat-foods-ghana-limited-and-union-of-education-agriculture-and-general-services-workers-uneages-of-gfl\u002F","Collective Agreement between Neat Foods Ghana Limited and Union of Education Agriculture and General Services Workers (UNEAGES) of GFL - 2012","GHA Neat Foods Ghana Limited - 2012","Ghana - GHA Neat Foods Ghana Limited - 2012","GHA Neat Foods Ghana Limited - 2012 - Manufacturing",{"name":41,"data":42},"Collective Agreement between Neat Foods Ghana Limited and Union of Education, Agriculture and General Services Workers (UNEAGES) of GFL.html","\n              \n              \n              \n              \n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\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 NEAT FOODS GHANA LIMITED AND UNION OF\nEDUCATION, AGRICULTURE & GENERAL SERVICES WORKERS (UNEAGES) of GFL\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1ST EDITION - 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated in Accra this 14th day of September 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION A: INTRODUCTION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>This Collective Agreement is made this 14TH day of SEPTEMBER 2012 between\nthe Management of NEAT FOODS GHANA LIMITED hereinafter referred to as the\nEmployer and Union of Education, Agriculture & General Services [UNEAGES]\nhereinafter referred to as the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1: COVERAGE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-coverunion_trigger\" class=\"cbaClause highlight\">\u003Cp>This Collective Agreement shall apply to staffs of the company who are\nmembers of the Union of Education, Agriculture & General Services Workers\nin the time being and other staff of the company who would be engaged\nthereafter and become members of the Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2: PURPOSE\u003C\u002Fh2>\n\n\u003Cp>i. It is the desire and purpose of both the employer and the Union that the\ncontent of this Collective Agreement shall promote and improve harmonious\nworking relationship towards the realization of the cooperate goals of the\ncompany and improved socio-economic wellbeing of the workers of the company who\nare covered by this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. This Collective Agreement is also intended to create the platform and\natmosphere [through the medium of dialogue] to resolve all likely labour\nrelated conflict and or misunderstandings that may arise in the course of the\nwork through processes and procedures provided by the Labour Act 2003, Act 651\nand those provided for under this Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3: DURATION\u003C\u002Fh2>\n\n\u003Cp>This agreement shall come into effect on 1ST OF JUNE 2012 and shall remain\nin force for a period of two years on the effective date. Twenty-two [22]\nmonths after its operation, either party to this agreement may serve the other\nparty a one month written notice of its intentions to review the agreement. In\neither case, the two parties shall meet to negotiate, but until a new agreement\nis negotiated and signed into effect, the existing Collective Agreement shall\ncontinue to prevail on both parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4: DEFINITIONS\u003C\u002Fh2>\n\n\u003Cp>For better understanding and effective implementation of the articles of\nthis CA, the following shall mean:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. Employer shall mean the NEAT FOODS GHANA LIMITED or the company\nregistered under the laws of Ghana to operate as a corporate entity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Employee shall refer to a permanent, casual, Temporary worker of Neat\nFoods Ghana Limited and classified under the Collective Bargaining Certificate\nto be covered by this agreement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Management shall refer to the team of managers duly appointed by the\nemployer to implement its policies and to ensure the effective implementation\nof the articles on all matters of employment and non-employment contained in\nthis Collective Agreement and all relevant laws of this land.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. Union means the national union certified under the Labour Act 2003, Act\n651 as the Union of Education, Agriculture & General Services Workers\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v. Members shall refer to those employees who exercise their rights under\nthe law to join the union to promote and protect their socio-economic interest\nwhile in the employment of the Neat Foods Ghana Limited\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vi. Basic Pay means the Consolidated Salary of an employee without any\ndeductions or additions of other incentives or allowances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vii. Off Duty shall refer to the statutory two [2] days rest period for a\nworker guaranteed by the law after working for a period of forty [40] hours in\na week of five days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>viii. Net Pay shall refer to the earnings of an employee at the end of the\nmonth after all statutory deductions including union dues have been\neffected,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ix. Probation means the period of observation of a newly engaged worker to\ndetermine his\u002Fher level of competence and commitment to work for confirmation\nas a permanent employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION B: ENTERING THE JOB\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5: ENGAGEMENTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>A successful applicant who is offered employment by Neat Foods Ghana Limited\nshall be served with an appointment letter which shall contain the following\namong essentials of employment;\u003C\u002Fp>\n\n\u003Cp>- Date of Employment\u003C\u002Fp>\n\n\u003Cp>- Nature of Employment\u003C\u002Fp>\n\n\u003Cp>- Salary at the point of Employment\u003C\u002Fp>\n\n\u003Cp>- Period of Probation\u003C\u002Fp>\n\n\u003Cp>- Job Title and Description\u003C\u002Fp>\n\n\u003Cp>- Hours of Work\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6: EMPLOYMENT DATA\u003C\u002Fh2>\n\n\u003Cp>Upon request, the newly engaged worker shall furnish the employer with\ndetailed personal data covering his\u002Fher full name, date of birth, age, family\nprofile, previous employment. Educational\u002FAcademic qualifications, next of kin,\nmedical history disciplinary records, referee etc.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7: MEDICAL EXAMINATION\u003C\u002Fh2>\n\n\u003Cp>An employee to be considered for employment by the Neat Foods Ghana Limited\nshall on the request of the employer undergo medical examination to check the\nhealth status and determine his\u002Fher level of fitness for the job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8: APPOINTMENT LETTER\u003C\u002Fh2>\n\n\u003Cp>The employer shall issue appointment letter to any newly engaged worker\nclearly indicating the date of appointment, job title, department\u002Fsection of\nwork, probationary period, salary range, hours of work etc. Such letter of\nappointment shall be issued to the worker not later than two months of the date\nof employment\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9: PROBATION\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>i. The employer shall subject newly engaged workers to a minimum of three\nmonths and maximum of six months’ probation during which period the employee\nshall be carefully observed regarding his\u002Fher suitability for the assigned\njob.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. On completion of the probation, the employer shall write to either\nconfirm or terminate the appointment of a probationer based on either proven\nsatisfactory or unsatisfactory performance on the job during the period of\nprobation as provided for in Section 15 of the Labour Act, 2003, Act 651\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Any probationer who serves more than six months without any written\nconfirmation may be deemed to have been made permanent on his\u002Fher job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION C: ON THE JOB [GENERAL CONDITIONS OF WORK]\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10: INDUCTION\u002FJOB ORIENTATION\u003C\u002Fh2>\n\n\u003Cp>In order to promote teamwork among workers for higher productivity and\nharmonious working relationship at work, newly employed workers of the company\nshall undergo an orientation to introduce them to the cultural norms and work\nethics of the company. The period of such orientation shall not exceed two\nweeks depending on the reality on the ground.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11: APPRAISALS\u003C\u002Fh2>\n\n\u003Cp>i. In line with its corporate policy, the employer shall undertake Annual\nPerformance Appraisal of all employees covered by this Agreement to determine\nsalary incremental jumps, promotions, upgrading, transfers, incremental\nwithholdings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. An Appraisal Scheme shall be designed by the HR Department to be\nadministered by the Departmental\u002FSectional Heads of the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. The Departmental\u002FSectional Heads shall constitute an Appraisal\nInterview platform where the Appraised shall be given an opportunity to discuss\nand sign his\u002Fher own appraisal report.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. The Neat Foods Ghana Limited shall institute an Appraisal Review\nCommittee made up of the head of HR Department, Head of Department and Local\nUnion Chairman.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12: HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cp>I. The standard hours of work for pay shall be eight [8] hours a day and or\nforty [40] hours a week of five [5] days duration. In all cases, the period of\nwork shall be regulated by the employer to meet the needs of the work but in\nline with laws regulating hours of work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cp>II. Every worker shall be entitled to two [2] days off duty in a week. The\noff duty days shall however be regulated in the interest of the work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>III. Any hours of work beyond the stipulated hours of work shall be\nconsidered as an overtime which shall attract extra pay under overtime rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13: OVERTIME\u002FOVERTIME RATE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cp>I. Overtime work shall not be compulsory except under emergency\ncircumstances of disaster or accident that may require hands on action to save\nNeat Foods Ghana Limited from eminent danger.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>II. Should a staff work beyond his\u002Fher normal hours of work either on a\nworking day, off days and or public holiday, he\u002Fshe shall be paid Double Time\nthe number of hours worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Normal Working Days: Time and a half\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>Off Days: Double time [2]\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Public Holidays: Double time [2]\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14: UNIFORM\u002FWORK CLOTHING\u003C\u002Fh2>\n\n\u003Cp>i. In the interest of the work, the employer shall provide appropriate\nuniform\u002Fwork clothing to employees in accordance with the exigencies of the\nwork. Such uniform\u002Fwork clothing shall remain the property of the employer and\nshall be maintained at the expense of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. In circumstances where the employer is unable to provide uniform\u002Fwork\nclothing the beneficiary employee shall be paid an amount of GH¢200 per annum\nto cover the cost of work clothing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Worn out uniform\u002Fwork clothing shall be presented to the head of the\ndepartment for replacement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 15: LEGAL ASSISTANCE\u003C\u002Fh2>\n\n\u003Cp>In the event of legal proceedings being taken against an employee by a third\nparty in the course of performing his\u002Fher lawful duties for and on behalf of\nthe company, the employee involved shall be provided with a full legal\nassistance for his\u002Fher defense. But if the employee is found guilty shall be\nmade to refund the legal fees involved.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16: NIGHT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-shiftallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-shiftallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>Employees who are authorized to attend night duty shall be paid an allowance\nof GH¢20.00 per month of regular work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17: ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>i. Employees who have served the Neat Foods Ghana Limited for a continuous\nperiod of twelve months shall be entitled to an annual leave as follows: \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Less than 3 years service: 15 working days\u003C\u002Fp>\n\n\u003Cp>3 years and above: 25 working days\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Annual leave shall be taken at the convenience of the employer. Notice\nof an employee’s annual leave shall be served one calendar month to the time\nof the leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Every employee shall enjoy an unbroken period of leave, but when the\nneed arise for the employer to interrupt the leave of the employee to return to\nduty, the employee shall be entitled to the remaining leave days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. The employer shall bear the cost of transporting the employee back to\npost and pay him\u002Fher a Call –in allowance equivalent to GH¢50.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 18: CASUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>The employer may grant a maximum of seven [7] working days casual leave to\nan employee to attend to very urgent personal matters such as; bereavement,\nchild birth\u002Fdeliveries, marriage\u002Fwedding ceremonies, health needs of registered\ndependents\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 19: MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>I. A female employee covered by this Agreement who in the course of her\nemployment with Neat Foods Ghana Limited is certified by a Medical Doctor to be\npregnant shall be entitled to three months [3] leave with full pay as maternity\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>II. The period of the maternity leave shall be determined on the\nrecommendation of the medical doctor in consultation with the head of\ndepartment and the pregnant employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>III. A pregnant worker who fall sick and is declared unfit to work by a\nmedical doctor during the period of her pregnancy shall be granted sick leave\nwith pay for the period. Such paid sick leave shall not form part of her\nmaternity leave days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv id=\"clause-nursingmothers\" class=\"cbaClause highlight\">\u003Cp>IV. A nursing mother who returns to work after delivery shall be granted two\n[2] hours’ time off daily for nine [9] months to attend to her baby. The\nperiod shall be determined by the head of department and the nursing mother.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20: SALARY ADMINSTRATION\u003C\u002Fh2>\n\n\u003Cp>i. Salary Structure\u003C\u002Fp>\n\n\u003Cp>The employer shall design a Salary Structure relative to the job assignment\nand qualifications of employees of Neat Foods Ghana Limited for negotiations\nand approval for implementation by the Standing Negotiating Committee to be\nattached to this Agreement as appendix “A”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Rate of Pay\u003C\u002Fp>\n\n\u003Cp>Any employee covered by this agreement shall receive salary increase\ncommensurable to his\u002Fher qualification and performance as contained in the\nsalary structure in appendix “A”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Salary Review\u003C\u002Fp>\n\n\u003Cp>The management of Neat Foods Ghana Limited and UNEAGES, at the standing\nnegotiating committee level shall determine the salary level on yearly basis\nduring the two year life of this agreement..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. Merit Increment\u003C\u002Fp>\n\n\u003Cp>On the basis of good performance through the Annual Appraisal Report, the\nhead of HR Department shall on the recommendation of the head of department\naward merit increment in line with the salary structure to deserving employees\nat the beginning of the year to reward hard work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v. Salary Advance\u003C\u002Fp>\n\n\u003Cp>The employer shall grant Salary Advance equivalent to the monthly basic\nsalary to an employee in financial difficulties. Upon request from the needy\nemployee, the head of department shall recommend to the head of finance to\neffect payment. Such advance shall be recovered fully in a period of two\nmonths.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vi. Special Advance\u003C\u002Fp>\n\n\u003Cp>In a special circumstances, the employer shall grant a minimum of three\nmonth basic salary to an employee who in urgent necessities demands for such\nassistance. If the head of department is satisfied with the reason for the\nrequest, shall recommend to the head of finance for payment. Recovery of such\nassistance shall be spread over twelve months period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 21: UNION RECOGNITION\u003C\u002Fh2>\n\n\u003Cp>i. The management and board of Neat Foods Ghana Limited shall recognize the\nexistence of UNEAGES as the official representative of workers classified under\nthe Collective Bargaining Certificate and a Social Partner to the development\nand advancement of corporate goals of the company. It shall endeavor to secure\nthe maximum cooperation of all parties to promote harmonious working\nrelationship for the betterment of the work and the workers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Union Notice Board\u003C\u002Fp>\n\n\u003Cp>The management shall provide notice boards properly placed on the premises\nof the company where management and union information shall be placed for the\nknowledge and attention of employees under this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Union Activities\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>• The employer shall in accordance with the Labour Act 2003, Act 651 grant\nlocal union executive and shop stewards of Neat Foods Ghana Limited reasonable\ntime to attend union meetings and training programs that facilitates their\neffective service delivery to the rank and file members.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• Sufficient time notice at least 48hours shall be given to the head of\ndepartment to arrange for his\u002Fher proper release and replacement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. The employer shall facilitate the work and the role of the union in\nthe\u003C\u002Fp>\n\n\u003Cp>promotion of hard work and discipline among workers with the provision of an\noffice to keep official records and documents and for other relevant\npurposes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v. Executive or shop stewards\u003C\u002Fp>\n\n\u003Cp>a. In line with the labour act, the employer shall recognize the existence\nof branch executives as official representatives of the union\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Departmental and sectional heads, managers and supervisors may where\nnecessary also recognize the existence of shop stewards at various departments\nand sections as representatives of the branch executives who shall consult and\nbe consulted on matters involving union members in their respective sections\nand departments\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. The union shall assist in the resolution of labour conflict that may\narise from time to time in the course of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vi. Union membership\u003C\u002Fp>\n\n\u003Cp>a. Employees covered by this agreement shall be deemed to be paid up members\nof the union. They shall pay union dues levied on every member as provided for\nby the union’s Constitution.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. New employees of the company engaged after the coming into effect of this\nagreement may be recruited into the membership of the union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vii. Check-off Dues Payment\u003C\u002Fp>\n\n\u003Cp>In accordance with Section 111 of the Labour Act 2003, Act 651, the Union\nshall request in writing with the consent of the union members to the employer\nto deduct the agreed percentage of dues from the salaries of employees who are\nmembers of the union and pay same to the union as directed by it.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22: DISCIPLINE\u003C\u002Fh2>\n\n\u003Cp>In the exercise of its rights and responsibilities under the Labour Act\n2003, Act 651, the employer shall reserve the right to discipline any employee\nwho is proven to have misconducted him\u002Fherself while in the service of the\nemployer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. Any proven misconduct or offence committed by a worker may be punishable\nby any of the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. Verbal or Written Warning\u003C\u002Fp>\n\n\u003Cp>ii. Suspension\u003C\u002Fp>\n\n\u003Cp>iii. Demotion in rank and salary\u003C\u002Fp>\n\n\u003Cp>iv. Freeze on Promotion [for specific period]\u003C\u002Fp>\n\n\u003Cp>v. Termination with\u002Fwithout notice\u003C\u002Fp>\n\n\u003Cp>vi. Dismissal\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Disciplinary Committee\u003C\u002Fp>\n\n\u003Cp>i. The Management and Union shall constitute a Standing Disciplinary\nCommittee made up of the: Human Resource Manager, Departmental Head in whose\ndepartment the offence occurred representing the employer and the Branch Union\nChairman\u002FSecretary and the Shop steward from the Department from which the\noffence was committed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. In a situation where the offence cannot be proven immediately, the\nDisciplinary Committee shall convene to investigate the case and make\nappropriate recommendation for the consideration and action of the\nmanagement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. In all cases of discipline, the alleged offender shall be given ample\nopportunity either by the Management or the Disciplinary Committee to defend\nhim\u002Fherself before any action is taken on him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22: GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>i. The first point of call for any manner of grievance of a worker shall be\nthe head of Department who would endeavor to resolve the grievance\nsatisfactorily. However, if the grievance involves the head of department, the\nemployee shall formally complain to the Union Secretary to discuss the matter\nwith the head of department for possible solution.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. If the aggrieved employee is dissatisfied with the outcome, he\u002Fshe would\nreport the matter to the Human Resource Manager who would chair a meeting\ninvolving the head of department, the complainant and the local union. The\ncommittee shall make recommendations based on the outcome of the investigation\ninto the matter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. If the matter remains unresolved, the local union shall formally submit\ncomprehensive report to the National Union for further investigation. If the\nnational union is satisfied of a bona fide case, the union shall write to the\nChairman to convene the Standing Negotiating Committee to resolve the\nmatter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. If the Standing Negotiating Committee fails to resolve the matter, the\naggrieved worker may report the matter to the National Labour Commission for\nfinal determination. The decision of the National Labour Commission shall be\nfinal and binding on all parties to the dispute.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION D: BENEFITS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23: LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cp>Neat Foods Ghana Limited Neat Foods Ghana Limited shall acknowledge,\nappreciate and reward long and dedicated service of its employees with the\nfollowing awards:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5 years of Service - One [1] Month Basic Pay and Assorted Company\u003C\u002Fp>\n\n\u003Cp>Product and Certificate\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10 years of Service - Three ]3] Months Basic Pay and Assorted Company\u003C\u002Fp>\n\n\u003Cp>Products and Certificate\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 24: PROVIDENT FUND [3RD TIER PENSION]\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>i. A contributory 3rd Tier Provident Fund Scheme shall be instituted in line\nwith Pensions Act 2008, Act 766 to provide enhanced lump sum end of service\nbenefit to employees at the end of their service with the employer as\nfollows:\u003C\u002Fp>\n\n\u003Cp>Employee -5% Basic Salary per worker per month\u003C\u002Fp>\n\n\u003Cp>Employer-5% Basic Salary per worker per month\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. The Fund shall be managed independently by a Board of Trustees in line\nwith the rules, regulations and guidelines of the Pensions Act 766.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 25: MEDICAL FACILITIES\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>i. Neat Foods Ghana Limited shall provide free Medical Care to all employees\nand their registered dependents made up of a wife and four children of school\ngoing age up to 18years.\u003C\u002Fp>\n\n\u003Cp>ii. The facility shall include all medical care covered by the National\nHealth\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-healthinsurancerelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cp>iii. Insurance Scheme. However, Neat Foods Ghana Limited shall institute a\nTop Up Medical Scheme to cover other health care needs that the HHIS is unable\nto cover for the employees and their dependents\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-hivpolicy\" class=\"cbaClause highlight\">\u003Cp>iv. Due to the sensitive nature of the work of the Food Industry, the\nemployer shall carry out periodic medical check up [twice yearly] at the\nexpense of the employer to ensure the physical fitness of the employees to\nwork.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26: ANNUAL BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ONCERISE_trigger\">\u003Cp>I. As part of its effort to motivate hard work among workers, the employer\nshall institute Annual Bonus incentive which shall be paid to employees in the\nmonth of December each year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>II. The Annual Bonus shall be the equivalent of each employee’s monthly\nbasic pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>In addition, the employer shall organize End of Year Get together to\nfraternize.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>III. Employees who are six months old in the service of the company in the\nmonth of December shall be entitled to full bonus. Those below six months shall\nearn pro-rata bonus.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 27: FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>1. Deceased Employee\u003C\u002Fp>\n\n\u003Cp>i. In the event of death of an employee, the employer shall make donation to\nthe bereaved family as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. Cash donation of GH¢1,000 to the immediate family made up of the\nregistered wife\u002Fhusband and children.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Cost of mortuary for a maximum of 14working days\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. Coffin\u002Fshroud or GH¢800 in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. Hearse\u002FAmbulance to carry the corpse to the place of burial within\nGhana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e. Donation of assorted drinks including Beer, Guinness, Malta Guinness,\nSoft Drinks and Schnapps to the immediate and extended families for the\nfuneral.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f. Vehicle to convey employees to and from the burial and funeral rites of\nthe deceased\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Bereaved Employee\u003C\u002Fp>\n\n\u003Cp>I, When an employee is bereaved of a registered dependent including\nwife\u002Fhusband, children and parents, the employer shall make an all-inclusive\ndonation of GH¢600 to the bereaved employee\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 28: TRANSPORT\u003C\u002Fh2>\n\n\u003Cp>In the interest of punctuality of workers at work and high productivity, the\nemployer shall provide adequate and safe means of transport to convey workers\nto and from work. The designated picking points shall be determined by the\nemployer in consultation with the local union in the interest of both\nparties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 29: MEALS\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-mealvouchers\" class=\"cbaClause highlight\">\u003Cp>The employer shall provide one free meal daily to employees on duty.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION E: LEAVING THE SERVICE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 30: TERMINATION\u003C\u002Fh2>\n\n\u003Cp>1. An employee whose service is fairly terminated under the Labour Act 2003,\nAct 651 other than Redundancy by the employer shall be served with one month\nwritten notice or payment of one month basic pay in liew of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. A fairly terminated employee shall be entitled to all earned and accrued\nbenefits due him\u002Fher during the period of his\u002Fher employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. In the event of Dismissal as stipulated under Article 22a [iv], the\ndismissed employee shall not be entitled to any notice of termination but shall\nbe entitled to all earned and accrued benefits and entitlements. However, the\nemployer shall surcharge the dismissed employee with the cost of damage or loss\ncaused by the dismissed employee when proven to have been caused by him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 31: RESIGNATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. An employee who intends to withdraw his\u002Fher services from Neat Foods\nGhana Limited shall be required to notify the Management one month to the\neffective date. Failure to serve the required notice, the employer shall deduct\none month basic pay from the entitlement of the resigned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. A resigned employee shall be entitled to all earned and accrued benefit\nunder the Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 32: REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>1. In a situation where the employer intends to embark on Redundancy\nexercise, Lay-off or Retrenchment of any number of employees, the employer\nshall fully comply with Section 65 of the Labour Act 2003, Act651.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>2. The employer shall pay to the affected employee under 32 [1], a Severance\nPay equivalent to three months’ basic salary per each year of service.\nAdditionally, affected employees shall receive all earned and accrued benefits\nand entitlements at the time of the exercise.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 33: RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Employees covered by this Collective Agreement shall retire under the\nlaws of the Pensions Act 2008, Act 766\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. An employee due for retirement shall be served six [6] calendar months’\nnotice prior to the date of retirement during which period all benefits and\nentitlements shall be worked out and paid to the retiree before his\u002Fher last\nday in employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. To reduce the effect of unplanned pension, the Management in\ncollaboration with the Union shall organised Sensitization workshops for\npotential retirees to condition them for happy and enjoyable pension. Such\nworkshops shall be held for employees who would be left with two years to\nretire. The module and frequency of training and orientation shall be\ndetermined by the Management and Union to suit the needs and expectations of\npotential retirees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 34: AMENDMENT TO & VALIDITY OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall come into effect on 1ST JULY 2012 and shall remain in\nforce. No individual party to this agreement has the power and or the right to\nalter, amend, insert, or change any part of this agreement except by the\nStanding Negotiating Committee to do so However, either party to this Agreement\nmay express its intention or desire to change, modify or amend the Agreement\nnot later than thirty [30] days to the expiration of the Agreement. Until a new\nAgreement is negotiated and signed into effect, the existing Collective\nAgreement shall remain in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 35: OBLIGATIONS ON PARTIES TO THIS AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>The Board of Directors and Management of Neat Foods Ghana Limited and the\nNational Executive Council of the Union of Education, Agriculture & General\nServices Workers [UNEAGES] agree to respect and uphold the articles and\nprovisions of this Agreement in the spirit and letter upon which it was\nwritten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF \u003C\u002Fp>\n\n\u003Cp>NEAT FOODS GHANA LIMITED\u003C\u002Fp>\n\n\u003Cp>…………………………………………\u003C\u002Fp>\n\n\u003Cp>GENERAL MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF\u003C\u002Fp>\n\n\u003Cp>UNION OF EDUCATION AGRICULTURE & GENERAL SERVICES\u003C\u002Fp>\n\n\u003Cp>…………………………………….…\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And witnessed by:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………….…\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...……………………………………..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated in Accra this _14TH day of SEPTEMBER 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"hourspday_select":44,"paidmaternityleaveduration":48,"WAGES_determined":52,"ONCERISE_trigger":56,"maternity_nursing_breaks_duration":60,"dayspweek":64,"hourspweek_select":66,"childcare":68,"nursingmothers":72,"hourspday":74,"funeralpay":76,"contracttrialperiod":80,"pensionfund":84,"OVERTIME_trigger":88,"holidaysdays":92,"holidaysweeks":96,"healthcareaccess":98,"shiftallowancetype":102,"healthinsurance":106,"SUNDAY_trigger":110,"sundayallowancetype":113,"maternity_nursing_breaks_length":115,"overtimeallowanceperc1":117,"hourspweek":119,"contracttrial":121,"schedulesrestpw":123,"dayspweek_select":127,"healthinsurancerelatives":129,"SCHEDULE_trigger":131,"incidentalbonustype2":133,"NOCTPREM_trigger":137,"shiftallowanceamount1":139,"healthcareaccessrelatives":141,"coverunion_trigger":143,"sundayallowanceperc1":147,"contractseverancepay1":149,"overtimeallowancetype":153,"hivpolicy":155,"mealvouchers":159,"trainingprogrammes":163,"paidmaternityleave":167,"contractseverancepay":169,"PAIDLEAV_trigger":171},{"bindId":45,"name":46,"text":47},"hourspday_select","I. The standard hours of work for pay sh","I. The standard hours of work for pay shall be eight [8] hours a day and or\nforty [40] hours a week of five [5] days duration. In all cases, the period of\nwork shall be regulated by the employer to meet the needs of the work but in\nline with laws regulating hours of work.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","I. A female employee covered by this Agr","I. A female employee covered by this Agreement who in the course of her\nemployment with Neat Foods Ghana Limited is certified by a Medical Doctor to be\npregnant shall be entitled to three months [3] leave with full pay as maternity\nleave.",{"bindId":53,"name":54,"text":55},"WAGES_determined","A successful applicant who is offered em","A successful applicant who is offered employment by Neat Foods Ghana Limited\nshall be served with an appointment letter which shall contain the following\namong essentials of employment;\n\n- Date of Employment\n\n- Nature of Employment\n\n- Salary at the point of Employment\n\n- Period of Probation\n\n- Job Title and Description\n\n- Hours of Work",{"bindId":57,"name":58,"text":59},"ONCERISE_trigger","I. As part of its effort to motivate har","I. As part of its effort to motivate hard work among workers, the employer\nshall institute Annual Bonus incentive which shall be paid to employees in the\nmonth of December each year.\n\n\n\nII. The Annual Bonus shall be the equivalent of each employee’s monthly\nbasic pay.\n\nIn addition, the employer shall organize End of Year Get together to\nfraternize.\n\n\n\nIII. Employees who are six months old in the service of the company in the\nmonth of December shall be entitled to full bonus. Those below six months shall\nearn pro-rata bonus.",{"bindId":61,"name":62,"text":63},"maternity_nursing_breaks_duration","IV. A nursing mother who returns to work","IV. A nursing mother who returns to work after delivery shall be granted two\n[2] hours’ time off daily for nine [9] months to attend to her baby. The\nperiod shall be determined by the head of department and the nursing mother.",{"bindId":65,"name":46,"text":47},"dayspweek",{"bindId":67,"name":46,"text":47},"hourspweek_select",{"bindId":69,"name":70,"text":71},"childcare","The employer may grant a maximum of seve","The employer may grant a maximum of seven [7] working days casual leave to\nan employee to attend to very urgent personal matters such as; bereavement,\nchild birth\u002Fdeliveries, marriage\u002Fwedding ceremonies, health needs of registered\ndependents",{"bindId":73,"name":62,"text":63},"nursingmothers",{"bindId":75,"name":46,"text":47},"hourspday",{"bindId":77,"name":78,"text":79},"funeralpay","1. Deceased Employee i. In the event of ","1. Deceased Employee\n\ni. In the event of death of an employee, the employer shall make donation to\nthe bereaved family as follows:\n\n\n\na. Cash donation of GH¢1,000 to the immediate family made up of the\nregistered wife\u002Fhusband and children.\n\n\n\nb. Cost of mortuary for a maximum of 14working days\n\n\n\nc. Coffin\u002Fshroud or GH¢800 in lieu.\n\n\n\nd. Hearse\u002FAmbulance to carry the corpse to the place of burial within\nGhana.\n\n\n\ne. Donation of assorted drinks including Beer, Guinness, Malta Guinness,\nSoft Drinks and Schnapps to the immediate and extended families for the\nfuneral.\n\n\n\nf. Vehicle to convey employees to and from the burial and funeral rites of\nthe deceased\n\n\n\n2. Bereaved Employee\n\nI, When an employee is bereaved of a registered dependent including\nwife\u002Fhusband, children and parents, the employer shall make an all-inclusive\ndonation of GH¢600 to the bereaved employee",{"bindId":81,"name":82,"text":83},"contracttrialperiod","i. The employer shall subject newly enga","i. The employer shall subject newly engaged workers to a minimum of three\nmonths and maximum of six months’ probation during which period the employee\nshall be carefully observed regarding his\u002Fher suitability for the assigned\njob.",{"bindId":85,"name":86,"text":87},"pensionfund","i. A contributory 3rd Tier Provident Fun","i. A contributory 3rd Tier Provident Fund Scheme shall be instituted in line\nwith Pensions Act 2008, Act 766 to provide enhanced lump sum end of service\nbenefit to employees at the end of their service with the employer as\nfollows:\n\nEmployee -5% Basic Salary per worker per month\n\nEmployer-5% Basic Salary per worker per month\n\n\n\nii. The Fund shall be managed independently by a Board of Trustees in line\nwith the rules, regulations and guidelines of the Pensions Act 766.",{"bindId":89,"name":90,"text":91},"OVERTIME_trigger","I. Overtime work shall not be compulsory","I. Overtime work shall not be compulsory except under emergency\ncircumstances of disaster or accident that may require hands on action to save\nNeat Foods Ghana Limited from eminent danger.\n\n\n\nII. Should a staff work beyond his\u002Fher normal hours of work either on a\nworking day, off days and or public holiday, he\u002Fshe shall be paid Double Time\nthe number of hours worked.\n\n\n\nNormal Working Days: Time and a half",{"bindId":93,"name":94,"text":95},"holidaysdays","i. Employees who have served the Neat Fo","i. Employees who have served the Neat Foods Ghana Limited for a continuous\nperiod of twelve months shall be entitled to an annual leave as follows: \n\n\n\nLess than 3 years service: 15 working days\n\n3 years and above: 25 working days",{"bindId":97,"name":94,"text":95},"holidaysweeks",{"bindId":99,"name":100,"text":101},"healthcareaccess","i. Neat Foods Ghana Limited shall provid","i. Neat Foods Ghana Limited shall provide free Medical Care to all employees\nand their registered dependents made up of a wife and four children of school\ngoing age up to 18years.\n\nii. The facility shall include all medical care covered by the National\nHealth",{"bindId":103,"name":104,"text":105},"shiftallowancetype","Employees who are authorized to attend n","Employees who are authorized to attend night duty shall be paid an allowance\nof GH¢20.00 per month of regular work.",{"bindId":107,"name":108,"text":109},"healthinsurance","iii. Insurance Scheme. However, Neat Foo","iii. Insurance Scheme. However, Neat Foods Ghana Limited shall institute a\nTop Up Medical Scheme to cover other health care needs that the HHIS is unable\nto cover for the employees and their dependents",{"bindId":111,"name":112,"text":112},"SUNDAY_trigger","Off Days: Double time [2]",{"bindId":114,"name":112,"text":112},"sundayallowancetype",{"bindId":116,"name":62,"text":63},"maternity_nursing_breaks_length",{"bindId":118,"name":90,"text":91},"overtimeallowanceperc1",{"bindId":120,"name":46,"text":47},"hourspweek",{"bindId":122,"name":82,"text":83},"contracttrial",{"bindId":124,"name":125,"text":126},"schedulesrestpw","II. Every worker shall be entitled to tw","II. Every worker shall be entitled to two [2] days off duty in a week. The\noff duty days shall however be regulated in the interest of the work.",{"bindId":128,"name":46,"text":47},"dayspweek_select",{"bindId":130,"name":108,"text":109},"healthinsurancerelatives",{"bindId":132,"name":125,"text":126},"SCHEDULE_trigger",{"bindId":134,"name":135,"text":136},"incidentalbonustype2","II. The Annual Bonus shall be the equiva","II. The Annual Bonus shall be the equivalent of each employee’s monthly\nbasic pay.",{"bindId":138,"name":104,"text":105},"NOCTPREM_trigger",{"bindId":140,"name":104,"text":105},"shiftallowanceamount1",{"bindId":142,"name":100,"text":101},"healthcareaccessrelatives",{"bindId":144,"name":145,"text":146},"coverunion_trigger","This Collective Agreement shall apply to","This Collective Agreement shall apply to staffs of the company who are\nmembers of the Union of Education, Agriculture & General Services Workers\nin the time being and other staff of the company who would be engaged\nthereafter and become members of the Union.",{"bindId":148,"name":112,"text":112},"sundayallowanceperc1",{"bindId":150,"name":151,"text":152},"contractseverancepay1","2. The employer shall pay to the affecte","2. The employer shall pay to the affected employee under 32 [1], a Severance\nPay equivalent to three months’ basic salary per each year of service.\nAdditionally, affected employees shall receive all earned and accrued benefits\nand entitlements at the time of the exercise.",{"bindId":154,"name":90,"text":91},"overtimeallowancetype",{"bindId":156,"name":157,"text":158},"hivpolicy","iv. Due to the sensitive nature of the w","iv. Due to the sensitive nature of the work of the Food Industry, the\nemployer shall carry out periodic medical check up [twice yearly] at the\nexpense of the employer to ensure the physical fitness of the employees to\nwork.",{"bindId":160,"name":161,"text":162},"mealvouchers","The employer shall provide one free meal","The employer shall provide one free meal daily to employees on duty.",{"bindId":164,"name":165,"text":166},"trainingprogrammes","• The employer shall in accordance with ","• The employer shall in accordance with the Labour Act 2003, Act 651 grant\nlocal union executive and shop stewards of Neat Foods Ghana Limited reasonable\ntime to attend union meetings and training programs that facilitates their\neffective service delivery to the rank and file members.",{"bindId":168,"name":50,"text":51},"paidmaternityleave",{"bindId":170,"name":151,"text":152},"contractseverancepay",{"bindId":172,"name":94,"text":95},"PAIDLEAV_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Neat Foods Ghana Limited - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-06-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-05-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2012-09-14\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of food products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Neat Foods Ghana Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        UNEAGES - Union of Education, Agriculture & General Services Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 7 days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 15.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \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: → \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 20.0 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \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: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[178],{"title":37,"slug":33},[180],{"type":181,"data":182},"call_to_action_body_block",{"title":183,"description":184,"variant":185,"link":186},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":183,"url":187,"description":183,"rel":188,"type":189},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[191],{"type":181,"data":192},{"title":183,"description":184,"variant":185,"link":193},{"title":183,"url":187,"description":183,"rel":188,"type":189},[]]