[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-polytex-industries-limited-and-the-industrial-and-commercial-workers-union-ghana-":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":185,"content_type_view":186,"extra_breadcrumbs":187,"body":189,"body_blocks":200,"related_pages":204},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":183,"translations":184},{"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-polytex-industries-limited-and-the-industrial-and-commercial-workers-union-ghana-","e04dd97a-5a7e-11e4-bfc3-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-polytex-industries-limited-and-the-industrial-and-commercial-workers-union-ghana-\u002Fcollective-agreement-between-polytex-industries-limited-and-the-industrial-and-commercial-workers-union-ghana-\u002F","Collective Agreement between Polytex Industries Limited and the Industrial and Commercial Workers Union (Ghana) - 2011","GHA Polytex Industries Limited - 2011","Ghana - GHA Polytex Industries Limited - 2011","GHA Polytex Industries Limited - 2011 - Manufacturing",{"name":41,"data":42},"polytex.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN POLYTEX INDUSTRIES LIMITED AND THE INDUSTRIAL\nAND COMMERCIAL WORKERS UNION (GHANA)\u003C\u002Fh1>\n\n\u003Cp>JANUARY 2011 - DECEMBER, 2012\u003C\u002Fp>\n\n\u003Cp>This agreement is made this day of 1 January 2011 between POLYTEX INDUSTRIES\nLIMITED, (hereinafter called Employer) and the INDUSTRIAL AND COMMERCIAL\nWORKERS UNION (hereinafter called the Union) officially recognized and\ncertified under the Labour Act 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitydifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityexcludedtrigger\">\u003Cp>The terms and conditions hereby agreed upon will be effective from 1st\nJANUARY, 2011, for those employees in the service of the Employer at the time\nof concluding and signing this Agreement. It will also apply equally to\nemployees who are engaged by the Employer while this Agreement is in force.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 1-PURPOSE\u003C\u002Fh2>\n\n\u003Cp>1. It is intention of the parties that this agreement will promote and\nimprove relations between the Employer and the Union and to set forth herein a\nbasic Agreement covering rates of pay, hours of work and other conditions of\nemployment and \u002F or non-employment to be observed between the parties hereto\nduring the life of this Agreement.\u003C\u002Fp>\n\n\u003Cp>2. It is also agreed that should any disagreement arise between Employer and\nthe Union, the parties will immediately take steps to settle such disagreement\nas provided for under the Labour Art 2003 (Act 651)\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2 - DURATION\u003C\u002Fh2>\n\n\u003Cp>a. This Agreement will remain in force for a period of two (2) years from\nthe effective date. At anytime after Twenty-two (22) months either party to\nthis Agreement may give the other one (1) month's notice in writing expressing\nits wish for this Agreement to continue for a further period to be agreed\nbetween the parties at the time, or its intention to terminate this Agreement.\nIn the latter event both parties will enter into negotiation on the term and\nconditions of a new agreement. Until a new agreement is signed the existing\nagreement will continue in force.\u003C\u002Fp>\n\n\u003Cp>b. Notwithstnnding the provisions of Article 2(a), after eleven (11) months\nfrom the commencement of this Agreement the wages\u002Fsalaries granted in this\nAgreement shall be reviewed without worsening the existing wages\u002Fsalaries of\nthe employees of the company.\u003C\u002Fp>\n\n\u003Cp>This shall take effect from 1st January.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3 - CONDITIONS OF ENGAGEMENT\u003C\u002Fh2>\n\n\u003Cp>i. On the appointment of any employee covered by this Agreement, the company\nshall furnish him with copy of this Agreement together with any appendices for\nhis\u002Fher retention.\u003C\u002Fp>\n\n\u003Cp>ii. The company shall give the newly engaged employee a letter of\nappointment stating.\u003C\u002Fp>\n\n\u003Cp>- Salary cale\u002FPoint of Entry -Probation Period -Job Description\u003C\u002Fp>\n\n\u003Cp>Department\u002FSection to be assigned\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowanceperc1\">\u003Cp>Overtime rates shall be as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>Working Days: Monday - Friday: Time and a Half (11\u002F2)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>Saturdays \u002F Sunday and Public Holidays: Double (2)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii. Night watchmen shall be paid Double Time on Statutory Public\nholidays.\u003C\u002Fp>\n\n\u003Cp>iii. Interrupted overtime due to no cause of the worker shall be paid as\nfollows:\u003C\u002Fp>\n\n\u003Cp>a. For no work: GH cedis 2.00\u003C\u002Fp>\n\n\u003Cp>b. For any uncompleted period of work: GH cedis: 0.25 per hour for the rest\nof hours not worked for.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5 - PROMOTION\u003C\u002Fh2>\n\n\u003Cp>All vacancies shall be filled strictly and as far as possible from within\nthe company by eligible serving staff. Notice for all vacancies shall be pasted\non the notice board for all qualified employees to apply.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6 -TRAINING WITHIN INDUSTRY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>(a) The Employer undertakes to provide reasonable facilities for the\ntraining of employees, including apprentices, where such means will enable the\nemployees to secure competence in the performance of their duties and fit them\nfor promotion within the establishment.\u003C\u002Fp>\n\n\u003Cp>(b) Where the employee is required by the employer to take a course at a\nrecognized Education Establishment which requires time off with pay, the\nemployer shall afford the employee such time off with pay, and the Employer\nshall undertake to bear the cost of such course.\u003C\u002Fp>\n\n\u003Cp>c) Due notice shall be taken of any employee's request to attend such a\ncourse which will render the application more competent in the performance of\nhis duties within the organizaton.\u003C\u002Fp>\n\n\u003Cp>(d) Employees on self studies or course shall not be covered by this clause\nbut shall enjoy study leave without pay.\u003C\u002Fp>\n\n\u003Cp>(e) Employees on training course in the name of the company shall be bonded\nto serve the company for at least two years after training.\u003C\u002Fp>\n\n\u003Cp>(f) The Company undertakes to pay the total cost of examination and course\nfees of employees under training provided the training will facilitate the\nefficient performance of the official duties or profession of the company.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 7- STUDY LEAVE\u003C\u002Fh2>\n\n\u003Cp>a. The Employer shall co-operate with the union in granting study leave with\npay to employees granted scholarship by the union. But in no case shall it\nexceed three (3) months. In this case Article 6(d) shall not apply.\u003C\u002Fp>\n\n\u003Cp>b. In accordance with the National Vocational Training Act. 1970 (Act 351)\nand National Vocation Board (Apprenticeship Training) Regulation, E. 1.5; the\nEmployer shall introduce apprenticeship scheme when there is a technical\nbusiness attached to the establishment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>Every employee covered by this Agreement shall be deemed to be member of the\nUnion and shall pay Union dues and others levied against all members of the\nUnion. For the purpose of this Agreement, the Employer recognizes the\nIndustrial and Commercial Workers Union (Ghana), as the sole Union responsible\nfor the Collective Bargaining for the employees in the employment of the\ncompany.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 13 - NOTICE BOARD & OFFICE\u003C\u002Fh2>\n\n\u003Cp>The company will provide an office and notice board for the Union at\nsuitable places on its premises for dissemination of information and education\nof Union members.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14 - LEAVE OF ABSENCE FOR UNION ACTIVITY\u003C\u002Fh2>\n\n\u003Cp>An employee elected as a delegate to any union activity necessitating leave\nof absence shall be granted such leave with pay. Written notice for such leave\nindicating the length of leave shall be given to the company in advance, as far\nas possible, but not later than 48 hours prior to the date such leave becomes\neffective. The length of leave and its frequency in the year shall be\ndetermined on the merit of individual cases.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 15- SHOP STEWARD\u003C\u002Fh2>\n\n\u003Cp>(i) Both Union and Management recognize the exigencies of a shop steward as\nthe official representative of the Union.\u003C\u002Fp>\n\n\u003Cp>(ii) The shop steward may intercede in matters affecting the well-being of\nthe staff during normal working hours with the consent of the Head of\nDepartment or Section.\u003C\u002Fp>\n\n\u003Cp>(iii) For the purpose of this section, the shop steward may be any Union\nExecutive.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16 - MEDICAL FACILITIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(a) The Employer shall provide free medical attention for the employee at\nthe Employer's Clinic. However, in emergency cases where it might not be\npossible for the employee to attend the Employer's Clinic, he may be treated at\nany Government Hospital\u002FPolyclinic.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>(b) In view of the National Health Insurance Scheme, management shall\nendeavour to register all staff and registered family to enable them benefit\nfrom the scheme. Until then both the scheme and the current medical facilities\nof the company shall run side by side. Any family of an employee who do not\nregister with the Scheme shall not benefit from the company's medical\nfacilities.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(c) The provision of denture, spectacles, surgical operation, and treatment\nof venereal disease are excluded from (a) above, except where the worker\nsustained the injury or contracted the disease in course of his work, the\nEmployer shall bear the cost of treatment of such ailments including provision\nof transport.\u003C\u002Fp>\n\n\u003Cp>(a) The employer shall assist the employee by paying 50% or GH Cedis 25.00\nfor the cost of the lens for spectacles which ever is lower should the need\narise.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>(b) The employer shall provide free medical treatment to employee's family\nof one wife and three children up to the stage of 18 years registered with the\ncompany. The total value of such facility shall not exceed GH cedis 110.00 per\nannum.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 17 - INDUSTRIAL INJURY \u002F DISEASE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>a. All workers covered by this Agreement shall be covered by the workman's\nCompensation Law, 1987. This sentence covered cases of injuries, death\nresulting from accidents arising out of and in the course of employment and\nindustrial diseases contracted from work.\u003C\u002Fp>\n\n\u003Cp>b. As far as possible, the employment of the workman who becomes disabled as\na result of accident arising out of and in the course of employment shall be\ngoverned by provision of the Labour Regulation 1969 (L.1.632).\u003C\u002Fp>\n\n\u003Cp>All injuries must be immediately reported to the Management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 18-MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause\" id=\"clause-nursingexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cp>A female employee will be entitled to maternity leave after 12 months\ncontinuous service with the\u003C\u002Fp>\n\n\u003Cp>employer in accordance with the Labour Act 2003 (Act 651). This will be\ngranted in accordance\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>with the following provisions.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1. Six (6) weeks before and six (6) weeks after the confinement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. Her accrued annual leave to be taken after the expiry of her maternity\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>3. Maternity leave shall not affect entitlement of the employee; however\napplication for such leave must be supported by a certificate from a registered\nmedical practitioner or midwife.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>4. On return to duty, a nursing mother shall be granted 2 hours per day for\nthe purpose of nursing her child up to the time the child will be one year\nold.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>5. If a post-natal illness extends beyond the normal maternity leave period,\nthe employee shall submit a medical report and leave shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 19-SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>(1) An employee who is absent from work due to sickness shall be granted\nsick leave as follows, provided such absence is covered by a Medical\nCertificate signed by a registered Medical Practitioner.\u003C\u002Fp>\n\n\u003Cp>(a) (a) From 12 months but less than 3 years:\u003C\u002Fp>\n\n\u003Cp>-Full Pay................................2 and 1\u002F2 months \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-3\u002F4 pay................................2 and 1\u002F2 months \u003C\u002Fp>\n\n\u003Cp>-1\u002F2 pay...............................2 and 1\u002F2 months \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) From 3 years and above:\u003C\u002Fp>\n\n\u003Cp>-Full Pay ...............................3 months \u003C\u002Fp>\n\n\u003Cp>-3\u002F4 pay .................................3 months \u003C\u002Fp>\n\n\u003Cp>-1\u002F2 pay..................................3 months \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) Any employee found working for pay whilst on sick leave will be subject\nto summary dismissal.\u003C\u002Fp>\n\n\u003Cp>(3) The employee may take any vacation due to him after he\u002Fshe has enjoyed\nhis\u002Fher sick leave.\u003C\u002Fp>\n\n\u003Cp>(4) Application for sick leave shall be accompanied by a medical certificate\nfrom the company's Doctor or any registered Medical Practitioner. Also\napplicable for extension of sick leave shall be similarly supported.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20 - PERIODIC MEDICAL CHECK-UP\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>The Employer agrees in consultation with the Industrial Physician and the\nUnion to indicate areas of employment whose employees shall undergo periodic\nmedical check-up.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 21-DISCIPLINE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>(a) SUMMAPY DISMISSAL\u003C\u002Fp>\n\n\u003Cp>i.In the event of an employee being found guilty of serious misconduct such\nas dishonesty, stealing, insubordination, assault, drunkenness, dereliction of\nduty, smoking in prohibited areas, he shall be summarily dismissed. The\nEmployer agrees to involve the Union in any disciplinary measures taken.\nAlterative penalties such as suspension without pay for a period of not\nexceeding 4 weeks may be considered.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii.Reduction in rank to a lower grade with corresponding reduction in salary\naccordingly may be considered in place of summary dismissal.\u003C\u002Fp>\n\n\u003Cp>(b) WARNING\u003C\u002Fp>\n\n\u003Cp>i. 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 a fourth (4th) offence is committed by the employee, his service shall\nbe terminated. Any warning letter ceases to have effect after 12 months from\nthe date of issue.\u003C\u002Fp>\n\n\u003Cp>ii. Before a written warning is given, a 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 with 48 hours. If no satisfactory answer is\ngiven, the employee shall be given a written warning.\u003C\u002Fp>\n\n\u003Cp>(c) SUSPENSION\u003C\u002Fp>\n\n\u003Cp>Where an employee is suspected of committing an office, which cannot\nimmediately be proven, he shall be suspended on half pay pending further\ninvestigation. If at the end of the investigation he is proven not guilty, he\nwill be informed to resume to work and the rest of his salary would be paid to\nhim immediately.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22 - NIGHT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceamount1\">\u003Cp>Employees required to work on night shift between 10:00pm and 6:00am fixed\nby the Employer shall be paid flat allowance of GH Cedis 1.00 per shift. This\narticle shall not apply to task workers or domestic workers in private homes\nand night watchmen.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 23 - REDUNDANCY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>a. Where for one reason or the other, the Employer is compelled to declare\nany number of employes redundant, the Employer shall give the Union three\nmonths notice in advance of the final action being taken.\u003C\u002Fp>\n\n\u003Cp>b. Selection of employees to be declared redundant shall be determined on\nthe basis of \"first in last out\" all things being equal. Should the Employer\nfind it necessary to fill vacancies in particular grades within three (3)\nmonths of the exercise, the Employer shall first consider the redundant\nemployees in filing the vacancies.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>REDUNDANCY\u003C\u002Fp>\n\n\u003Cp>As and when it becomes necessary for the redundancy exercise to be carried\nout, Management and Union will meet to determine the rate of Redundancy pay to\nbe given to the affected employees in accordance wilt the Labour Act 2003 (Act\n651).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 24- ABSENCE FROM DUTY\u003C\u002Fh2>\n\n\u003Cp>i. Absence from duty without reasonable cause is an offence. No employee\nshould absent himself from duty without having first obtained permission from\nManagement or the Section Head.\u003C\u002Fp>\n\n\u003Cp>ii. An employee who absents himself from duty without reasonable explanation\nwill be warned and shall the wage for the period of absence.\u003C\u002Fp>\n\n\u003Cp>iii. An employee who absents himself for FIVE (5) consecutive workings days\nwithout any good reason shall he regarded as having vacated his post without\nnotice.\u003C\u002Fp>\n\n\u003Cp>iv. An employee shall be dismissed after due warnings for habitually\nabsenting himself from work out permission.\u003C\u002Fp>\n\n\u003Cp>v. An employee who absents himself from duty on ground of ill-health without\nbeing certified by the medical Doctor or a registered Medical Practitioner to\nbe unfit for duty is absent without permission.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 25 - PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cp>1. The Employer shall provide protective clothing to be worn by employees in\nthe interest of the business. Such clothes shall be maintained by the Employer\nand would be worn by employees during hours of work.\u003C\u002Fp>\n\n\u003Cp>2. The Emrvoyer will provide protective clothing of 2 Industrial Singlets, 2\nTrousers and 2 Overcomes; (lsl Allocation in March, and 2nd Allocation in\nSeptember), a pair of boots, where applicable and four (4) cakes of soap for\nlaundry per month for every employee, covered by this Agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26 - RECREATIONAL FACILITIES\u003C\u002Fh2>\n\n\u003Cp>The Employer, in consultation with the Local Union undertakes to encourage\nsporting and other recreational activities in the general interest of the\nemployees.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 27- CANTEEN FACILITIES\u003C\u002Fh2>\n\n\u003Cp>The Employer shall provide suitable canteen facilities where possible for\nthe employees in consultation with the Local Union.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 28 - INDIVIDUAL CONTRACT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>No employee covered by the Agreement shall be compelled or allowed to enter\ninto a contract or agreement with the Company concerning the conditions of\nemployment or shall be allowed to be bonded in any sum to any party without\nprior approval by the Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 29 - FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>1. On the death of a serving employee, the Employer shall donate an\nall-inclusive amount of GH Cedis 400 to the wife and children or the next of\nkin last nominated by the deceased employee.\u003C\u002Fp>\n\n\u003Cp>2. In case of the death of registered wife, husband or child of an employee,\nthe Company shall donate in each case to the bereaved employee an all-inclusive\namount of GH Cedis 250.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 30-NEXT OF KIN\u003C\u002Fh2>\n\n\u003Cp>Every employee will give his employer at the time of his engagement the name\nand address of the nominee whom he wishes to receive any entitlements due from\nthe employer to his estate in the event of his death. This can be revoked,\nrenewed, revised at the discretion of the employee. In the event of death of an\nemployee, the Employer shall give to the beneficiary last nominated by the\ndeceased employee any benefits\u002Frights that may have accrued to the deceased.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 31- ABSENCE DURING WORKING HOURS\u003C\u002Fh2>\n\n\u003Cp>1. An employee who leaves his\u002Fher place of work shall ask permission from\nhis\u002Fher immediate superior officer. An employee who leaves his\u002Fher place of\nwork without permission will be committing an offence and a warning letter\nshall be issued to him and recorded on his history sheet on the first instance.\nOn subsequent occasions, appropriate disciplinary action will be taken against\nthe employee.\u003C\u002Fp>\n\n\u003Cp>2. Every employee undertakes to perform his duties as a worker in he\nEmployer's services in such capacity and at such places as he may from time to\ntime be directed by the employer.\u003C\u002Fp>\n\n\u003Cp>3. Every employee shall:\u003C\u002Fp>\n\n\u003Cp>i. Do his job with the greatest possible efficiency, care and attention at\nsuch time and places as directed and subject to conditions as laid down in this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>ii. Behave properly and maintain exemplary standard of conduct.\u003C\u002Fp>\n\n\u003Cp>iii. Refrain from any action that may endanger his own safety and the safety\nof his workmates or other people.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 32 - TOOLS ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>The employer undertakes to provide own tools.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 33 - RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>1. An employee who reaches the age of superannuation as follows shall retire\nor be retire: \u003C\u002Fp>\n\n\u003Cp>Voluntary- \u003C\u002Fp>\n\n\u003Cp>Male- 55 years\u003C\u002Fp>\n\n\u003Cp>Female - 55 years \u003C\u002Fp>\n\n\u003Cp>Compulsory- \u003C\u002Fp>\n\n\u003Cp>Male- 60 years\u003C\u002Fp>\n\n\u003Cp>Female - 60 years\u003C\u002Fp>\n\n\u003Cp>2. Any employee leaving the company on voluntary or compulsory retirement\nshall receive all benefits due him\u002Fher in accordance with this Agreement.\u003C\u002Fp>\n\n\u003Cp>3. Three months notice shall however be given by either side in case of\nvoluntary or compulsory retirement.\u003C\u002Fp>\n\n\u003Cp>4. In appreciation of his\u002Fher long services with the company, the Employer\nshall honour the retiree with parting gift at the discretion of Management.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 34 - GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>Step 1: In the event of any complaint of grievances, the employee will take\nthe matter up with his supervisors with or without the shop steward.\u003C\u002Fp>\n\n\u003Cp>Step 2: If the matter remains unresolved, the Local Union Executives will\ntake the matter up with the Departmental Head and his\u002Fher designated\nrepresentative.\u003C\u002Fp>\n\n\u003Cp>Step 3: If the matter still remains resolved, the Local Union Secretary or\nChairman shall take up the matter with the Personnel Manager who will arrange\nand chair a meeting between the Local Union and Sectional\u002FDepartment Manager\ninvolved.\u003C\u002Fp>\n\n\u003Cp>Step 4: If the matter is still unresolved, the Local Union shall report to\nthe Regional Industrial Relations Officer who will in turn file a written\ngrievance with the Personnel Manager of the Company.\u003C\u002Fp>\n\n\u003Cp>Step 5: If after step 4 the matter still remains unresolved, the Union will\nsummon the Standing Joint Negotiating Committee to meet and endeavour to reach\nagreement.\u003C\u002Fp>\n\n\u003Cp>Step 6: If the parties fail to reach agreement after step 5, the dispute\nwill be referred to the National Labour Commission in accordance with the\nLabour Act 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cp>An employee who has been warned or suspended by the Employer and who feels\nthat the disciplinary action so taken is not proper under the circumstances may\nfile a grievance under this Article. \u003C\u002Fp>\n\n\u003Cp>(a) In the case of permanent transfer, an employee shall as far as possible\nbe notified in writing 30 days before the date of departure to the new station\nor payment in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>(b) If the transfer is not expected to last more than 3 months, the Employee\nwill be paid an outstation allowance as specified in Articles 9.\u003C\u002Fp>\n\n\u003Cp>(c) Where the transfer is expected to last more than 3 months, the Employer\nwill pay the cost of transfer of the employee, his wife and children under 18\nyears, a servant and their personal effects.\u003C\u002Fp>\n\n\u003Cp>(d) Where the employee is permanently transferred for a period exceeding 3\nmonths, the Employer will pay him a disturbance allowance of GH Cedis 30.00 in\naddition to (c) above.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 36 - ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(a) Any employee covered by this Agreement who is required to carry out for\nnot less than two weeks the duties of a post superior to the grade in which he\nis normally employed will be paid acting allowance equivalent to the difference\nbetween the employee's current salary and the minimum salary of the grade in\nwhich he is acting or 30% of the employee's salary whichever is higher.\u003C\u002Fp>\n\n\u003Cp>(b) No employee will be required to act continuously in a vacant position\nfor a period exceeding 8 months. At the end of this period, the employee shall\nbe deemed to have been confirmed in that position.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 37 - HEAT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(a) The employer shall ensure that all occupational hazards are either\neliminated or reduced to the bearest minimum at the workplace. Heat allowance\nshall be paid to employees who work permanently at heat generated areas of the\nproduction floor.\u003C\u002Fp>\n\n\u003Cp>(b) The rate of the allowance shall be GH Cedis 0.10 per day.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 38 - CALL-IN ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-standbyallowanceamount1\">\u003Cp>An employee whose off-duty period is disturbed by being called to duty shall\nbe paid a Call-in\u003C\u002Fp>\n\n\u003Cp>allowance of GH cedis 3.50 for each call, in addition to the normal overtime\npayment due to him.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 39 - LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cp>a.An employee who has served the employer for a long period shall receive\nthe awards for the period stated below:\u003C\u002Fp>\n\n\u003Cp>One 20\" Colour Television plus framed certificate One Deep Freezer plus\nframed certificate A set of living room furniture and a framed certificate\u003C\u002Fp>\n\n\u003Cp>b.The employer shall endeavour to provide transportation to convey award\nwinners and awards to their respective destinations within 30km from the\nfactory.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 40 - RESIGNATION \u002F TERMINATION\u003C\u002Fh2>\n\n\u003Cp>(a)Where it becomes necessary for the Employer to terminate the services of\nan employee; or where an employee wishes to resign, either party shall give 2\nweeks notice or payment in lieu thereof to the other, where the employee has\nbelow 3 years service or 1 month's notice or payment in lieu thereof if the\nservice is 3 years and above.\u003C\u002Fp>\n\n\u003Cp>(b)When an employee resigns or is terminated from service of the Company he\nshall be entitled !o annual leave in proportion to the period of service in the\ncalendar year.\u003C\u002Fp>\n\n\u003Cp>(c) On resignation, an employee who has given the notice as required in (a)\nabove shall be entitled to the following:\u003C\u002Fp>\n\n\u003Cp>1-3 Years Service-Nil\u003C\u002Fp>\n\n\u003Cp>4-6 Years Service-11\u002F2 months pay\u003C\u002Fp>\n\n\u003Cp>7 - 9 Years Service-3 months pay\u003C\u002Fp>\n\n\u003Cp>Above 9 years service-4 months pay\u003C\u002Fp>\n\n\u003Cp>(d)On termination, an employee who has been terminated by the employer shall\nbe entitled to\u003C\u002Fp>\n\n\u003Cp>the following:\u003C\u002Fp>\n\n\u003Cp>0- 3 Years Service- 134 months pay\u003C\u002Fp>\n\n\u003Cp>4-6 Years Service- 3 months pay\u003C\u002Fp>\n\n\u003Cp>7-9 Years Service- 3 34 months pay\u003C\u002Fp>\n\n\u003Cp>Above 9 years service- 4 months pay\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 41 - FRUSTRATED WORK\u003C\u002Fh2>\n\n\u003Cp>When an employee reports for duty on his normal working days 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 day's full hours work, he shall receive the full pay for that day.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 42 - LEGAL ASSISTANCE FOR DRIVERS\u003C\u002Fh2>\n\n\u003Cp>In the event of court proceeding being taken against a Driver involved in\nany motor offence while driving the em vehicle in the course of duties, the\nEmployer's Insurance Company will provide Legal counsel for defence. The\nEmployer shall pay fines on behalf of the Driver, provided that the Driver has\nnot committed breach of traffic Regulations. In event of accident, the Driver\nshall comply with all procedures required by the employer's Insurers.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 43 - INCENTIVE BONUS\u003C\u002Fh2>\n\n\u003Cp>In an endeavour to raise productivity, the Employer may institute the\nfollowing incentives to cover all classes of employees, covered by this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>© Medical Incentive ® Production Incentive e Commitment Incentive This\nwill take the form of cash to be instituted by Management in consultation with\nthe Union.\u003C\u002Fp>\n\n\u003Cp>All relevant information would be proposed by management for discussions by\nboth parties to ensure a smooth take off of the scheme.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 51 - RESPONSIBILITIES OF PARTIES TO THE AGREEMENT\u003C\u002Fh2>\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>b. Nothing in this Agreement will worsen any individual existing conditions\nof services.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF POLYTEX INDRUSTRIES LTD\u003C\u002Fp>\n\n\u003Cp>Dr. Tao Asamoa \u003C\u002Fp>\n\n\u003Cp>Director\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF INDUSTRIAL AND COMMERCIAL WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Samuel N. K. Ako \u003C\u002Fp>\n\n\u003Cp>Industrial Relations Officer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Emmanuel Tamakloe \u003C\u002Fp>\n\n\u003Cp>Union Chairman\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nii Addotei Allotey \u003C\u002Fp>\n\n\u003Cp>Union Secretary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"disabilitypay":44,"paidmaternityleaveduration":48,"maternitydiscrimination":52,"maternity_nursing_breaks_length":56,"maternity_nursing_breaks_duration":60,"dayspweek":62,"equalitydifferenttrigger":66,"nursingmothers":70,"funeralpay":72,"trainingfund":76,"maternityotherclause":80,"maxsicknesspayperc":84,"OVERTIME_trigger":88,"healthcareaccess":92,"healthinsurance":96,"SUNDAY_trigger":100,"healthcareaccessrelatives":102,"trainingprogrammes":106,"WAGES_determined":108,"standbyallowanceamount1":112,"overtimeallowanceperc1":116,"sicknesspay":119,"sundayallowanceperc1":122,"equalityexcludedtrigger":124,"dayspweek_select":126,"apprenticeships":128,"paidmaternityleaveall":130,"SCHEDULE_trigger":133,"schedulesrestpw":137,"sicknessmaxdaysnr":139,"NOCTPREM_trigger":141,"shiftallowanceamount1":145,"maternityexcludedtrigger":147,"coverunion_trigger":149,"violence":153,"healthinsurancerelatives":157,"contractseverancepay1":159,"overtimeallowancetype":163,"hivpolicy":165,"sicknessmaxdays":169,"paidmaternityleave":172,"contractseverancepay":175,"jobsecuritymothers":179,"CONSIGN_trigger":181},{"bindId":45,"name":46,"text":47},"disabilitypay","a. All workers covered by this Agreement","a. All workers covered by this Agreement shall be covered by the workman's\nCompensation Law, 1987. This sentence covered cases of injuries, death\nresulting from accidents arising out of and in the course of employment and\nindustrial diseases contracted from work.\n\nb. As far as possible, the employment of the workman who becomes disabled as\na result of accident arising out of and in the course of employment shall be\ngoverned by provision of the Labour Regulation 1969 (L.1.632).\n\nAll injuries must be immediately reported to the Management.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","A female employee will be entitled to ma","A female employee will be entitled to maternity leave after 12 months\ncontinuous service with the\n\nemployer in accordance with the Labour Act 2003 (Act 651). This will be\ngranted in accordance\n\nwith the following provisions.\n\n1. Six (6) weeks before and six (6) weeks after the confinement.",{"bindId":53,"name":54,"text":55},"maternitydiscrimination","3. Maternity leave shall not affect enti","3. Maternity leave shall not affect entitlement of the employee; however\napplication for such leave must be supported by a certificate from a registered\nmedical practitioner or midwife.",{"bindId":57,"name":58,"text":59},"maternity_nursing_breaks_length","4. On return to duty, a nursing mother s","4. On return to duty, a nursing mother shall be granted 2 hours per day for\nthe purpose of nursing her child up to the time the child will be one year\nold.",{"bindId":61,"name":58,"text":59},"maternity_nursing_breaks_duration",{"bindId":63,"name":64,"text":65},"dayspweek","Working Days: Monday - Friday: Time and ","Working Days: Monday - Friday: Time and a Half (11\u002F2)",{"bindId":67,"name":68,"text":69},"equalitydifferenttrigger","The terms and conditions hereby agreed u","The terms and conditions hereby agreed upon will be effective from 1st\nJANUARY, 2011, for those employees in the service of the Employer at the time\nof concluding and signing this Agreement. It will also apply equally to\nemployees who are engaged by the Employer while this Agreement is in force.",{"bindId":71,"name":58,"text":59},"nursingmothers",{"bindId":73,"name":74,"text":75},"funeralpay","1. On the death of a serving employee, t","1. On the death of a serving employee, the Employer shall donate an\nall-inclusive amount of GH Cedis 400 to the wife and children or the next of\nkin last nominated by the deceased employee.\n\n2. In case of the death of registered wife, husband or child of an employee,\nthe Company shall donate in each case to the bereaved employee an all-inclusive\namount of GH Cedis 250.",{"bindId":77,"name":78,"text":79},"trainingfund","(a) The Employer undertakes to provide r","(a) The Employer undertakes to provide reasonable facilities for the\ntraining of employees, including apprentices, where such means will enable the\nemployees to secure competence in the performance of their duties and fit them\nfor promotion within the establishment.\n\n(b) Where the employee is required by the employer to take a course at a\nrecognized Education Establishment which requires time off with pay, the\nemployer shall afford the employee such time off with pay, and the Employer\nshall undertake to bear the cost of such course.\n\nc) Due notice shall be taken of any employee's request to attend such a\ncourse which will render the application more competent in the performance of\nhis duties within the organizaton.\n\n(d) Employees on self studies or course shall not be covered by this clause\nbut shall enjoy study leave without pay.\n\n(e) Employees on training course in the name of the company shall be bonded\nto serve the company for at least two years after training.\n\n(f) The Company undertakes to pay the total cost of examination and course\nfees of employees under training provided the training will facilitate the\nefficient performance of the official duties or profession of the company.",{"bindId":81,"name":82,"text":83},"maternityotherclause","5. If a post-natal illness extends beyon","5. If a post-natal illness extends beyond the normal maternity leave period,\nthe employee shall submit a medical report and leave shall apply.",{"bindId":85,"name":86,"text":87},"maxsicknesspayperc","(1) An employee who is absent from work ","(1) An employee who is absent from work due to sickness shall be granted\nsick leave as follows, provided such absence is covered by a Medical\nCertificate signed by a registered Medical Practitioner.\n\n(a) (a) From 12 months but less than 3 years:\n\n-Full Pay................................2 and 1\u002F2 months ",{"bindId":89,"name":90,"text":91},"OVERTIME_trigger","Overtime rates shall be as follows: Work","Overtime rates shall be as follows:\n\nWorking Days: Monday - Friday: Time and a Half (11\u002F2)\n\nSaturdays \u002F Sunday and Public Holidays: Double (2)",{"bindId":93,"name":94,"text":95},"healthcareaccess","(a) The Employer shall provide free medi","(a) The Employer shall provide free medical attention for the employee at\nthe Employer's Clinic. However, in emergency cases where it might not be\npossible for the employee to attend the Employer's Clinic, he may be treated at\nany Government Hospital\u002FPolyclinic.",{"bindId":97,"name":98,"text":99},"healthinsurance","(b) In view of the National Health Insur","(b) In view of the National Health Insurance Scheme, management shall\nendeavour to register all staff and registered family to enable them benefit\nfrom the scheme. Until then both the scheme and the current medical facilities\nof the company shall run side by side. Any family of an employee who do not\nregister with the Scheme shall not benefit from the company's medical\nfacilities.",{"bindId":101,"name":90,"text":91},"SUNDAY_trigger",{"bindId":103,"name":104,"text":105},"healthcareaccessrelatives","(b) The employer shall provide free medi","(b) The employer shall provide free medical treatment to employee's family\nof one wife and three children up to the stage of 18 years registered with the\ncompany. The total value of such facility shall not exceed GH cedis 110.00 per\nannum.",{"bindId":107,"name":78,"text":79},"trainingprogrammes",{"bindId":109,"name":110,"text":111},"WAGES_determined","No employee covered by the Agreement sha","No employee covered by the Agreement shall be compelled or allowed to enter\ninto a contract or agreement with the Company concerning the conditions of\nemployment or shall be allowed to be bonded in any sum to any party without\nprior approval by the Union.",{"bindId":113,"name":114,"text":115},"standbyallowanceamount1","An employee whose off-duty period is dis","An employee whose off-duty period is disturbed by being called to duty shall\nbe paid a Call-in\n\nallowance of GH cedis 3.50 for each call, in addition to the normal overtime\npayment due to him.",{"bindId":117,"name":90,"text":118},"overtimeallowanceperc1","Overtime rates shall be as follows:\n\nWorking Days: Monday - Friday: Time and a Half (11\u002F2)",{"bindId":120,"name":86,"text":121},"sicknesspay","(1) An employee who is absent from work due to sickness shall be granted\nsick leave as follows, provided such absence is covered by a Medical\nCertificate signed by a registered Medical Practitioner.\n\n(a) (a) From 12 months but less than 3 years:\n\n-Full Pay................................2 and 1\u002F2 months \n\n-3\u002F4 pay................................2 and 1\u002F2 months \n\n-1\u002F2 pay...............................2 and 1\u002F2 months ",{"bindId":123,"name":90,"text":91},"sundayallowanceperc1",{"bindId":125,"name":68,"text":69},"equalityexcludedtrigger",{"bindId":127,"name":64,"text":65},"dayspweek_select",{"bindId":129,"name":78,"text":79},"apprenticeships",{"bindId":131,"name":50,"text":132},"paidmaternityleaveall","A female employee will be entitled to maternity leave after 12 months\ncontinuous service with the\n\nemployer in accordance with the Labour Act 2003 (Act 651). This will be\ngranted in accordance",{"bindId":134,"name":135,"text":136},"SCHEDULE_trigger","Saturdays \u002F Sunday and Public Holidays: ","Saturdays \u002F Sunday and Public Holidays: Double (2)",{"bindId":138,"name":135,"text":136},"schedulesrestpw",{"bindId":140,"name":86,"text":121},"sicknessmaxdaysnr",{"bindId":142,"name":143,"text":144},"NOCTPREM_trigger","Employees required to work on night shif","Employees required to work on night shift between 10:00pm and 6:00am fixed\nby the Employer shall be paid flat allowance of GH Cedis 1.00 per shift. This\narticle shall not apply to task workers or domestic workers in private homes\nand night watchmen.",{"bindId":146,"name":143,"text":144},"shiftallowanceamount1",{"bindId":148,"name":50,"text":132},"maternityexcludedtrigger",{"bindId":150,"name":151,"text":152},"coverunion_trigger","Every employee covered by this Agreement","Every employee covered by this Agreement shall be deemed to be member of the\nUnion and shall pay Union dues and others levied against all members of the\nUnion. For the purpose of this Agreement, the Employer recognizes the\nIndustrial and Commercial Workers Union (Ghana), as the sole Union responsible\nfor the Collective Bargaining for the employees in the employment of the\ncompany.",{"bindId":154,"name":155,"text":156},"violence","(a) SUMMAPY DISMISSAL i.In the event of ","(a) SUMMAPY DISMISSAL\n\ni.In the event of an employee being found guilty of serious misconduct such\nas dishonesty, stealing, insubordination, assault, drunkenness, dereliction of\nduty, smoking in prohibited areas, he shall be summarily dismissed. The\nEmployer agrees to involve the Union in any disciplinary measures taken.\nAlterative penalties such as suspension without pay for a period of not\nexceeding 4 weeks may be considered.",{"bindId":158,"name":98,"text":99},"healthinsurancerelatives",{"bindId":160,"name":161,"text":162},"contractseverancepay1","REDUNDANCY As and when it becomes necess","REDUNDANCY\n\nAs and when it becomes necessary for the redundancy exercise to be carried\nout, Management and Union will meet to determine the rate of Redundancy pay to\nbe given to the affected employees in accordance wilt the Labour Act 2003 (Act\n651).",{"bindId":164,"name":90,"text":91},"overtimeallowancetype",{"bindId":166,"name":167,"text":168},"hivpolicy","The Employer agrees in consultation with","The Employer agrees in consultation with the Industrial Physician and the\nUnion to indicate areas of employment whose employees shall undergo periodic\nmedical check-up.",{"bindId":170,"name":86,"text":171},"sicknessmaxdays","(1) An employee who is absent from work due to sickness shall be granted\nsick leave as follows, provided such absence is covered by a Medical\nCertificate signed by a registered Medical Practitioner.\n\n(a) (a) From 12 months but less than 3 years:\n\n-Full Pay................................2 and 1\u002F2 months \n\n-3\u002F4 pay................................2 and 1\u002F2 months \n\n-1\u002F2 pay...............................2 and 1\u002F2 months \n\n(b) From 3 years and above:\n\n-Full Pay ...............................3 months \n\n-3\u002F4 pay .................................3 months \n\n-1\u002F2 pay..................................3 months ",{"bindId":173,"name":50,"text":174},"paidmaternityleave","A female employee will be entitled to maternity leave after 12 months\ncontinuous service with the\n\nemployer in accordance with the Labour Act 2003 (Act 651). This will be\ngranted in accordance\n\nwith the following provisions.\n\n1. Six (6) weeks before and six (6) weeks after the confinement.\n\n2. Her accrued annual leave to be taken after the expiry of her maternity\nleave.",{"bindId":176,"name":177,"text":178},"contractseverancepay","a. Where for one reason or the other, th","a. Where for one reason or the other, the Employer is compelled to declare\nany number of employes redundant, the Employer shall give the Union three\nmonths notice in advance of the final action being taken.\n\nb. Selection of employees to be declared redundant shall be determined on\nthe basis of \"first in last out\" all things being equal. Should the Employer\nfind it necessary to fill vacancies in particular grades within three (3)\nmonths of the exercise, the Employer shall first consider the redundant\nemployees in filing the vacancies.\n\nREDUNDANCY\n\nAs and when it becomes necessary for the redundancy exercise to be carried\nout, Management and Union will meet to determine the rate of Redundancy pay to\nbe given to the affected employees in accordance wilt the Labour Act 2003 (Act\n651).",{"bindId":180,"name":54,"text":55},"jobsecuritymothers",{"bindId":182,"name":114,"text":115},"CONSIGN_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Polytex Industries Limited - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2012-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2011-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of rubber and plastic 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                        Polytex Industries 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                        ICU - Industrial and Commercial Workers Union\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): → 88 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 274 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12 weeks\n            \u003C\u002Fdiv>\n\n            \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: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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            \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 1.0 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 3.5\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: → 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: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[188],{"title":37,"slug":33},[190],{"type":191,"data":192},"call_to_action_body_block",{"title":193,"description":194,"variant":195,"link":196},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":193,"url":197,"description":193,"rel":198,"type":199},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[201],{"type":191,"data":202},{"title":193,"description":194,"variant":195,"link":203},{"title":193,"url":197,"description":193,"rel":198,"type":199},[]]