[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-promasidor-ghana-limited-and-the-industrial-and-commercial-workers-union-icu-ghana---2014":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":209,"content_type_view":210,"extra_breadcrumbs":211,"body":213,"body_blocks":224,"related_pages":228},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":207,"translations":208},{"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-promasidor-ghana-limited-and-the-industrial-and-commercial-workers-union-icu-ghana---2014","be59833e-68b2-11e6-ad99-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-promasidor-ghana-limited-and-the-industrial-and-commercial-workers-union-icu-ghana---2014_1\u002Fcollective-agreement-between-promasidor-ghana-limited-and-the-industrial-and-commercial-workers-union-icu-ghana---2014\u002F","Collective Agreement between Promasidor Ghana Limited and the Industrial and Commercial Workers’ Union (ICU) Ghana - 2014","GHA Promasidor Ghana Limited - 2014","Ghana - GHA Promasidor Ghana Limited - 2014","GHA Promasidor Ghana Limited - 2014 - Retail trade",{"name":41,"data":42},"Promasidor Ghana Ltd - 2014.html","\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>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN PROMASIDOR GHANA LIMITED AND THE INDUSTRIAL\nAND COMMERCIAL WORKERS’ UNION (ICU) GHANA\u003C\u002Fh1>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>This Agreement made this 2014 between Promasidor Ghana Limited (hereinafter\nreferred to as the Employer) and the Industrial and Commercial Workers’\nUnion\u003C\u002Fp>\n\n\u003Cp>(ICU), Ghana (hereinafter called the Union) officially certified under\nSection 99 of the Labour Act, 2003 (Act 651) as a negotiating body, to provide\nfor the terms and conditions of employment and non-employment and conditions of\nlabour which shall apply to categories of employees of the Company for whom the\nUnion has been certified to negotiate.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1 - EFFECT OF THE COLLECTIVE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>The provisions of Section 105 of the Labour Act, 2003 (Act 651) shall\napply.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2 - PURPOSE\u003C\u002Fh2>\n\n\u003Cp>(a) Whereas it is the intention of the parties hereto that this Agreement\nwill promote and improve relations between the Employer and the Union as well\nas the economy of the country and to set forth herein the Agreement covering\nrates of pay, hours of work and other conditions of employment and or\nnon-employment thereby observed between the parties hereto during the life of\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>(b) It is also agreed that should any disagreements arise between the\nEmployer and the Union; both parties will take steps to settle such\ndisagreements in accordance with the procedures laid down in this agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3 - DEFINITIONS\u003C\u002Fh2>\n\n\u003Cp>In this agreement, unless specifically stipulated otherwise:\u003C\u002Fp>\n\n\u003Cp>(a) The term ‘employee’ shall apply to salaried staff covered by this\nagreement.\u003C\u002Fp>\n\n\u003Cp>(b) The term ‘working days’ shall exclude Saturdays, Sundays and\nstatutory public holidays and off days.\u003C\u002Fp>\n\n\u003Cp>(c) The term ‘family’ means an employee, his spouse, children and\nparents registered with the company.\u003C\u002Fp>\n\n\u003Cp>(d) The term ‘Employer’ means Promasidor Ghana Limited.\u003C\u002Fp>\n\n\u003Cp>(e) The term ‘Managing Director’ means the Manager who has overall\nresponsibility for the Company or any management personnel delegated to act for\nhim\u002Fher.\u003C\u002Fp>\n\n\u003Cp>(f) The term ‘Local Union’ refers to the employees union of Promasidor\nGhana Limited.\u003C\u002Fp>\n\n\u003Cp>(g) The term ‘Union’ refers to the Industrial and Commercial Workers’\nUnion (ICU) Ghana.\u003C\u002Fp>\n\n\u003Cp>(h) ‘Salary’ refers to employee’s basic salary.\u003C\u002Fp>\n\n\u003Cp>(i) Head of Department’ refers to a Manager in charge of a Department.\u003C\u002Fp>\n\n\u003Cp>(j) The masculine pronoun shall apply to the feminine unless otherwise\nstated.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4 - DURATION\u003C\u002Fh2>\n\n\u003Cp>(a) The duration of this Agreement shall be for a period of two (2) years\nwith effect from the 1st August 2014.\u003C\u002Fp>\n\n\u003Cp>(b) The rate of pay shall be negotiated yearly with salary increases taking\neffect from 1st January, every year.\u003C\u002Fp>\n\n\u003Cp>(c) At anytime within twenty-eight (28) days to the expiration of this\nAgreement, either party may give notice in writing expressing its wish for this\nAgreement to continue in force for a further period to be agreed upon between\nthe parties or express its intention to amend this Agreement provided that in\nthe absence of any such notice, thirty (30) days after its expiration, this\nAgreement shall continue in force until rescinded by the parties.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5 - ENGAGEMENT\u003C\u002Fh2>\n\n\u003Cp>(a) All newly engaged employees covered by this Agreement shall be given\nletters of appointment indicating:\u003C\u002Fp>\n\n\u003Cp>(i) Salary point\u003C\u002Fp>\n\n\u003Cp>(ii) Salary scale\u003C\u002Fp>\n\n\u003Cp>(iii) Effective date\u003C\u002Fp>\n\n\u003Cp>(iv) Department assigned\u003C\u002Fp>\n\n\u003Cp>(v) Job title\u003C\u002Fp>\n\n\u003Cp>(vi) Probation period\u003C\u002Fp>\n\n\u003Cp>(vii) Leave entitlement\u003C\u002Fp>\n\n\u003Cp>(viii) Social Security\u002FProvident Fund deductions\u003C\u002Fp>\n\n\u003Cp>(ix) Hours of work\u003C\u002Fp>\n\n\u003Cp>(b) Further, the major duties of the position will be discussed with the new\nemployee.\u003C\u002Fp>\n\n\u003Cp>(c) A copy of this Agreement will be made available by management to all\nemployees covered under this Agreement.\u003C\u002Fp>\n\n\u003Cp>(d) Personal Data\u002FHistory\u003C\u002Fp>\n\n\u003Cp>(i) The Company may request employees to furnish the Company with their\npersonal history indicating names and ages of members of employee’s family\nmarital status, educational background, qualifications, and skills.\u003C\u002Fp>\n\n\u003Cp>(ii) The employee shall promptly notify the Company of any change in any of\nthe particulars he has furnished under this article.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6 - PROBATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(a) Every new employee shall from the date of appointment serve probation\nfor three (3) months for an experienced employee and six (6) months for the\ninexperienced employee at the end of which the employee’s appointment shall\neither be confirmed or terminated in writing.\u003C\u002Fp>\n\n\u003Cp>(b) If the Company is not satisfied with a probationer’s performance, he\nshall be informed in writing of this shortcomings and his probationary period\nmay be extended for a further three (3) months for inexperienced staff and one\n(1) month for an experienced employee. The employee’s appointment may be\nterminated if his performance proves unsatisfactory after the extension of the\nprobationary period.\u003C\u002Fp>\n\n\u003Cp>(c) Unless otherwise stated an employee who has completed his probationary\nperiod shall be deemed to have been confirmed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 7 - WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>(a) The standard working hours for basic pay shall be 40 hours per week of\nfive (5) consecutive days and eight (8) hours per day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) The hours of work will be regulated by the employer in accordance with\nthe exigencies of the service provided that a total number of hours worked for\nbasic pay does not exceed the standard working hours as laid down in (a)\nabove.\u003C\u002Fp>\n\n\u003Cp>(c) The hours of work for an employee on shift who by the nature of the\noperations is made to cut one shift system and run another without going off\nduty shall not exceed the standard working hours indicated in (a) above.\u003C\u002Fp>\n\n\u003Cp>(d) Hours of work include thirty (30) minutes break for shift workers.\nHowever, straight day workers shall work from 8.00 a.m. to 5.00 p.m. with an\nhour break. Employees shall be at their posts in uniform at the specified\nworking times.\u003C\u002Fp>\n\n\u003Cp>(e) Employees will use the time registration unit each time they enter or\nleave the premises when requested by their departments.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8 - OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>(a) Employees who are requested by the Employer or his representatives to\nwork in excess of the normal working hours per day shall be paid overtime for\nwork so performed. Except at his own request, no employee shall be given\n‘’time-off “ to offset overtime entitlements.\u003C\u002Fp>\n\n\u003Cp>(b) In no event will an employee be held over for more than eight (8) hours\nbeyond his normal shift.\u003C\u002Fp>\n\n\u003Cp>(c) (i) Overtime rates\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003C\u002Ftr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ctr>\u003Ctd>Working days \u003C\u002Ftd>\n      \u003Ctd>150% of hourly basic pay for each hour of service. \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Rest Days\u003C\u002Ftd>\n      \u003Ctd>200% of hourly basic pay for each hour of service.\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Fdiv>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Overtime shall be calculated daily on half hourly periods, i.e. less\nthan half an hour shall be counted as half hour and periods over half an hour\nshall be counted as full hour.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>(e) Overtime shall not be compulsory. However employees should be willing to\nwork a reasonable amount of overtime when required by management.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 9 - SHIFT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(a) Employees who are required to work during the morning and afternoon\nshift shall receive a shift allowance of fifteen percent (15%) of hourly basic\nsalary.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>(b) Night Allowance\u003C\u002Fp>\n\n\u003Cp>Employees working on night shift shall be entitled to 30 % of their hourly\nbasic salary per night.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) Inconvenience allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>An inconvenience allowance of ten percent (10%) of the employee‘s basic\nhourly rate salary shall be paid to the employee who, owing to the exigencies\nof the service may be required to operate 4-Crew 3-Shift system and any other\nshift that may be introduced in consultation with the union. Such payment shall\nbe quite distinct from payment of overtime worked which shall be calculated\nunder the provisions of Article 8 (c) (i) above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 10 - PUBLIC HOLIDAY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>(a) Public holidays recognised by the employer shall be those declared by\nthe government from time to time.\u003C\u002Fp>\n\n\u003Cp>(b) Each employee is entitled to full payment for any day declared as\nholiday.\u003C\u002Fp>\n\n\u003Cp>(c) (i) All employees who perform normal duties on a declared holiday due to\nthe exigencies of the service, shall be paid overtime calculated at 200% of\nhourly basic pay for each hour of service.\u003C\u002Fp>\n\n\u003Cp>(ii) Where an employee’s off day falls on a public holiday the employee\nshall be given one (1) extra day off.\u003C\u002Fp>\n\n\u003Cp>(iii) Where the employee happens to work on the one extra day off given, it\nshall be regarded as overtime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 11 - SALARY ADVANCE\u002FLOANS\u003C\u002Fh2>\n\n\u003Cp>(a) Salary advance\u003C\u002Fp>\n\n\u003Cp>At the discretion of the Employer, a salary advance not exceeding one-third\nof an employee’s monthly salary may be granted at his written request in time\nof need to be deducted in whole at the end of the month during which it is\ngranted.\u003C\u002Fp>\n\n\u003Cp>(b) Loans\u003C\u002Fp>\n\n\u003Cp>At the written request of an employee, the employer at his discretion may\ngrant loan of 30% of an employee’s net salary for a maximum of 12 months per\nthe company’s policy.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12 - LEAVING THE SERVICE OF THE EMPLOYER\u003C\u002Fh2>\n\n\u003Cp>(a) Termination\u002FResignation\u003C\u002Fp>\n\n\u003Cp>(i) Notice of termination or resignation of employment shall be two (2)\nweeks or payment in lieu thereof by either side in the case of an employee\nunder three years’ service. Where the employee has been in the continuous\nemployment of the employer for three (3) years or more, the period of notice\nshall be one (1) month or payment in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>(ii) When an employee resigns or is terminated from service of the Company\nhe\u002Fshe shall be entitled to annual leave in proportion to the period of service\nin the calendar year, and other earned entitlements.\u003C\u002Fp>\n\n\u003Cp>(iii) An employee who exits from the Company by resignation or termination\nshall be entitled to both account A and B of the Provident Fund.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13 - REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>(a)Where for one reason or another the Employer is compelled to declare any\nnumber of employees redundant, the Employer shall give the Union three (3)\ncalendar months notice in advance of final action being taken in accordance\nwith Section 65 of the Labour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cp>(b) The principle of “first in last out” shall apply.\u003C\u002Fp>\n\n\u003Cp>(c) Should the Employer find it necessary to fill vacancies in particular\ngrades within twenty four months of discharging employees of similar grades on\ngrounds of redundancy, the employer shall consider to fill such vacancies with\nthe redundant employees in accordance with the principle of “last out first\nin ”\u003C\u002Fp>\n\n\u003Cp>(d) In case where the employer wishes to retain the services of an employee\nwith lesser period of service because of his merit or ability excels those with\nlonger periods of service, the Union shall be informed with a list of the\nemployees involved.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(e) Redundancy Pay\u003C\u002Fp>\n\n\u003Cp>Employees covered in this agreement who are laid off on grounds of\nredundancy shall be entitled to severance award of two and a half months salary\nfor each year served and prorata for any fraction of year served but the total\namount shall not exceed 3 years salary.\u003C\u002Fp>\n\n\u003Cp>(i) In addition they shall be entitled to benefits as under the staff\nProvident Fund Scheme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 14 - RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>(a) Retirement on Medical Grounds\u003C\u002Fp>\n\n\u003Cp>(i) An employee leaving the employer's service on medical grounds shall on\nproduction of a medical certificate from a Medical Doctor and subject to the\nconfirmation by the Company doctor or a certified recognised Medical\nPractitioner, shall be entitled to superannuation benefits under the Social\nSecurity Scheme and benefits under the staff Provident Fund Scheme.\u003C\u002Fp>\n\n\u003Cp>(ii) Any disagreement as to the opinion arising between the Company doctor\nand another medical practitioner shall be settled by a Medical Board.\u003C\u002Fp>\n\n\u003Cp>(iii) In the event of an employee being invalidated through injury and is\npayable under the Workmen's Compensation Law 1987 (PNDCL 187) or where in\nrespect of any other injury the employee claims damages under the Common Law or\nThird Party, he shall be entitled to any benefits under this Article. Employees\ninvolved in industrial accidents shall receive full salary payments until\ntermination of employment after due process.\u003C\u002Fp>\n\n\u003Cp>(b) Retirement -Superannuation\u003C\u002Fp>\n\n\u003Cp>(i) There shall be voluntary retirement age at fifty five (55) years and\ncompulsory retirement at sixty (60) years for all unionised staff.\u003C\u002Fp>\n\n\u003Cp>(ii) Employees retiring from the service of the employer shall be entitled\nto the following benefits:\u003C\u002Fp>\n\n\u003Cp>(c) Voluntary and compulsory retirement\u003C\u002Fp>\n\n\u003Cp>(a) Compensation calculated at 30% of the monthly basic salary times the\nnumber of months served after age 55 \u003C\u002Fp>\n\n\u003Cp>( b) Benefits under tier 1 and tier 2.\u003C\u002Fp>\n\n\u003Cp>( c) Benefits under the Provident Fund Scheme tier 3.\u003C\u002Fp>\n\n\u003Cp>(d) One (1) full piece of Kente cloth and native sandals.\u003C\u002Fp>\n\n\u003Cp>(e) Hamper of assorted Cowbell products.\u003C\u002Fp>\n\n\u003Cp>Death in Service\u003C\u002Fp>\n\n\u003Cp>In the case of death of a serving employee, the named beneficiaries shall be\nentitled to the following:\u003C\u002Fp>\n\n\u003Cp>(i) Benefits under pensions Tier 1 and Tier 2.\u003C\u002Fp>\n\n\u003Cp>(ii) Benefits under the staff Provident Fund Scheme Tier 3.\u003C\u002Fp>\n\n\u003Cp>(iii) Twelve months basic salary and twelve months healthcare for the\ndependants of staff.\u003C\u002Fp>\n\n\u003Cp>Retirees covered by this agreement shall benefit from a RETIREES MEDICARE of\nsix (6) months after retirement to offset any illness incurred whilst in the\nservice of the Company.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 15 - TRANSFER AND TRANSFER ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(a) The Employer reserves the right to transfer any member of his staff who\nis covered by this Agreement owing to the exigencies of work from one district\nto another. Transfer notices should be served to the employee one (1) month\nbefore the effective date of departure to the new station. In emergency cases,\nthe worker will comply with transfer instructions of the Employer up to one (1)\nweek.\u003C\u002Fp>\n\n\u003Cp>(b) Temporary Transfer\u003C\u002Fp>\n\n\u003Cp>Where a transfer is not intended to extend beyond three (3) months, the\nEmployee shall be paid an out-of-station allowance in accordance with per diem\nallowance agreed on in this Agreement.\u003C\u002Fp>\n\n\u003Cp>(c) Permanent Transfer\u003C\u002Fp>\n\n\u003Cp>(i) For permanent transfer from one station to another, the employee will be\nentitled to transport for himself, family and household effects to the new\nstation by the employer’s transport or at the employer’s expense. The mode\nof transport and route shall be at the discretion of the employer.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee who is on a permanent transfer shall be provided with\naccommodation by the Employer for a maximum period of three (3) months, or he\nshall be paid out-of-station allowance as stipulated under Article 18 (a), in\nlieu of accommodation up to the three (3) months period.\u003C\u002Fp>\n\n\u003Cp>(d) For the purpose of this Article, an employee’s family shall consist of\nhis spouse, his children under eighteen (18) years of age and a house-help.\u003C\u002Fp>\n\n\u003Cp>(e) Should the employee’s services be terminated, similar transport\nfacilities shall be provided for him and his family back to his original place\nof employment.\u003C\u002Fp>\n\n\u003Cp>(f) The employee shall be entitled to a transfer allowance of two (2)\nmonth’s basic salary. ARTICLE 16 - PROMOTION\u003C\u002Fp>\n\n\u003Cp>(a) As far as possible and depending on suitable candidates being found, all\nvacancies will be filled by promotion from within.\u003C\u002Fp>\n\n\u003Cp>(b) Promotions to vacancies in a classification of a higher grade shall be\nbased on efficiency on the job, experience, initiative and conduct. All things\nbeing equal, length of service will be the deciding factor\u003C\u002Fp>\n\n\u003Cp>(c) Employee will be informed through internal advertisement of vacancies as\nthey occur to enable those in other departments or lower grades with requisite\nqualification who may wish to be considered to apply.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17 - ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(a) Where an employee performs duties of a post in a higher grade specified\nin Appendix ‘A’ to this agreement, he shall be paid an acting allowance.\u003C\u002Fp>\n\n\u003Cp>(a) No employee will be eligible for acting allowance unless he has\ncontinuously acted in the higher grade for not less than ten (10) working\ndays.\u003C\u002Fp>\n\n\u003Cp>(b) The provisions in (a) and (b) above do not apply to staff on training\nfor future promotion. If after a specified period of training an employee is\nunable to make the grade, he will be reverted to his former position and be\npaid the appropriate acting allowance.\u003C\u002Fp>\n\n\u003Cp>(c) Where a junior employee is asked to perform duties of a post held by a\nsenior employee for a period not less than ten days, he shall be paid an acting\nallowance of 30% of the junior employees basic pay for the period he acted.\u003C\u002Fp>\n\n\u003Cp>(d) Promotion shall be on merit of the employee, but where an employee has\nacted continuously in a higher vacant position for a period of minimum three\nmonths and a maximum of six (6) months, he shall be made the substantive holder\nof the position.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 18 - OUT-OF-STATION ALLOWANCE (PER DIEM)\u003C\u002Fh2>\n\n\u003Cp>(a) Where an employee is required by the nature of his work to spend the\nnight away from his recognised station within the country, he shall be entitled\nto an out-of-station allowance of twenty three Ghana Cedis (GHc 23.00) per\nnight for meals. The Company shall provide for accommodation Sixty Ghana cedis\n(GHc 60) to be retired with supported invoice, transport and pay for any\nincidentals.\u003C\u002Fp>\n\n\u003Cp>(b) Payment of reasonable boarding, lodging and other out-of-pocket expenses\nconnected with the work shall be made to any employee who is required to spend\nthe night away from the country on duty. The necessary foreign exchange shall\nbe obtained (from BANK OF GHANA) by the employer before his departure.\u003C\u002Fp>\n\n\u003Cp>(c) Day Return Trip\u003C\u002Fp>\n\n\u003Cp>Where an employee is requested to work outside his usual region of work\nduring lunchtime, the employee shall be entitled to twenty Ghana cedis (GHc\n20.00) per day as lunch allowance.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 19 - ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) All employees, after completion of twelve (12) months continuous\nservice, shall be granted vacation leave as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Under 5 years service\u003C\u002Ftd>\n      \u003Ctd>22 working days per annum \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5 years but under 10 years service\u003C\u002Ftd>\n      \u003Ctd>24working days per annum \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 years and above service\u003C\u002Ftd>\n      \u003Ctd>27 working days per annum\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>(b) Employees on shift will enjoy their earned off days before they start\ntheir annual leave.\u003C\u002Fp>\n\n\u003Cp>(c) Leave Recall Allowance\u003C\u002Fp>\n\n\u003Cp>(i) When an employee is on annual leave and is called back to work, he shall\nreceive a leave recall allowance of GHC 33.00 (thirty three Ghana cedis only).\nIn addition, the employer shall pay for transport expenses.\u003C\u002Fp>\n\n\u003Cp>(ii) The employee shall be entitled to the remaining days of the leave\nthereafter.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20 - SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>(a) Sick leave with pay shall be granted to an employee on the production of\na medical certificate signed by a registered medical practitioner to be\nverified by the company.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(b) Subject to (a) above, all employees will be entitled to sick leave with\nPay as follows;\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(i) Under 3 years continuous service\u003C\u002Ftd>\n      \u003Ctd>2 months full pay \n\n        \u003Cp>2 months three quarters (3\u002F4) pay \u003C\u002Fp>\n\n        \u003Cp>2 months half (1\u002F2) pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(ii) Above 3 years\u003C\u002Ftd>\n      \u003Ctd>4 months full pay \n\n        \u003Cp>4 months three quarters (3\u002F4) pay \u003C\u002Fp>\n\n        \u003Cp>4 months half (Vi) pay\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>(c) Further periods of sick leave with pay after the maximum periods\ndescribed above shall be granted at the discretion of the Employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 21 - COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(a) When urgent circumstances occur which necessitate any employee being\nabsent from work, the employer shall grant up to five (5) working day\ncompassionate leave of absence within a year with or without pay to enable the\nemployee attend to them. Some of these circumstances include death of close\nrelatives, marriage.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) The Employer may also grant casual leave without pay.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22 - MATERNITY LEAVE AND NEW BIRTH ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(a) Where a female employee becomes pregnant, she shall be granted annual\nleave or proportion thereof already earned by her, and in addition, three (3)\nmonths maternity leave on full pay on production of a certificate from a\nregistered medical practitioner or midwife.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(b) Maternity leave will be additional to any entitlement to sick leave.\u003C\u002Fp>\n\n\u003Cp>(c) On production of a medical certificate, the period of maternity leave\nshall be extended at least two (2) weeks where the confinement is abnormal or\nwhere in the course of the same confinement, two or more babies are born.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(d) Absence from duty arising from pregnancy in excess of the maximum period\ndescribed in (a) and (c) above will be regarded as absence on the grounds of\nill-health and the rule governing sick leave will apply.\u003C\u002Fp>\n\n\u003Cp>(e) Maternity leave will count for increment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(f) On resumption of duty from maternity leave, the employee shall be\ngranted one hour daily during working hours for the purpose of nursing her\nchild until the child is nine months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(g) New Births\u003C\u002Fp>\n\n\u003Cp>Every employee who registers his new born with the Company with a valid\nbirth certificate shall be paid an amount of two hundred Ghana Cedis (GHc 200.\n00) as new birth grant.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23 - MEDICAL TREATMENT FACILITIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>(a) The Employer shall provide free medical care for the employees by the\nCompany’s under conditions with the health service provider. The National\nHealth Insurance Scheme shall only serve as a back- up for cases referred to\ngovernment and private hospitals where managed health cards are not applicable\nor instances where such needs arise. NHIS shall be used alongside the health\nservice provided.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>(b) The Employer shall pay for the following if an employee is injured as a\nresult of industrial accidents;\u003C\u002Fp>\n\n\u003Cp>(i) Supply of dentures\u003C\u002Fp>\n\n\u003Cp>(ii) Hearing aid and artificial limbs.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>(c) There shall be regular free medical check-up for each employee once a\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>(d) The Employer shall provide medical treatment to an employee’s\nregistered family to the limit of one (1) spouse and four (4) children. For the\npurpose of this article, an employee’s family shall consist of his declared\nspouse and children under 18 years or twenty one (21) years of age if still a\nstudent, in which latter case documentary evidence shall be provided.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(e) The Employer shall refund the cost of herbal treatment obtained from a\nregistered member of the Traditional Healers’ Association only when the\npatient is referred there by a registered medical practitioner and in\nconsultation with the health service provider.\u003C\u002Fp>\n\n\u003Cp>(f) Medical care includes free standard eye lenses prescribed by an\nophthalmologist once every two years. Provision of spectacle frames shall be at\na cost of one hundred and fifty Ghana Cedis (GHc 150.00) once every two (2)\nyears\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 24 - SICK REPORTING\u003C\u002Fh2>\n\n\u003Cp>(a) Any employee falling sick during working hours will report to the shift\nsupervisor concerned for permission to attend the nearby clinic authorised by\nthe Employer; in this case the Lighthouse mission hospital.\u003C\u002Fp>\n\n\u003Cp>(b) In the case of emergencies, the emergency car provided by the Employer\nshall be used by the supervisor or any legible person.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 25 - CANTEEN FACILITIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>(a) The Employer shall provide canteen facilities of one (1) subsidized\n(twenty five percent of cost to be borne by employees and seventy five percent\nby the employer) meal a day for all employees who subscribe on a monthly basis.\nDuring off days where overtime is organized management shall provide one free\nmeal to all staff present.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) A canteen committee made up of the union and management shall be\nconstituted to regulate this facility.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26 - RISK\u003C\u002Fh2>\n\n\u003Cp>(a) The employer shall endeavour to ensure that all work areas are free from\nany risk.\u003C\u002Fp>\n\n\u003Cp>(b) The Employer shall also provide four cakes of soap every month to staff\nin the following job areas Blenders, food enhancement section, machine\noperators and warehouse hands\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 27 - PROTECTIVE EQUIPMENT\u002FCLOTHING\u002FUNIFORMS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>(a) The Employer shall provide appropriate equipment\u002Fclothes and uniforms\nwhere necessary or as required by the Factories, Offices and Shops Act, 1970.\nThe Employer shall provide suitable protective clothing such as\novercoat\u002Foveralls, gloves, footwear, goggles, headgear and ear protectors for\nemployees use during working hours.\u003C\u002Fp>\n\n\u003Cp>(b) As a condition of employment, an employee is obliged to wear or use such\nprotective equipment supplied by the Employer and failure to do so shall\nsubject the employee to disciplinary action.\u003C\u002Fp>\n\n\u003Cp>(c) Name Tags shall be provided to all staff as part of clothing and be worn\nat all times during working hours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 28 - EDUCATIONAL SUPPORT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>(a)The employer agrees to support registered children of staff of school\ngoing age between the ages 6- 18 years with the following at the beginning of\nevery academic year;\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Exercise books\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Pencil\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Pens\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Pencil case \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Snap pack \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Water bottle\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>ARTICLE 29 - NEXT OF KIN\u003C\u002Fh2>\n\n\u003Cp>(a) Every employee, on engagement, shall complete a nomination form\nindicating the name and address of a person nominated as his beneficiary, which\nwill be kept by the Employer. In the event of the death of the employee, the\nEmployer shall pay over to the appropriate beneficiary(ies) last nominated by\nthe deceased employee any benefits\u002Frights that may have accrued to the\ndeceased’s estate on production of a certified true copy of “probate” or\n“letter of Administration\" in support of the application for payment.\u003C\u002Fp>\n\n\u003Cp>(b) It is the responsibility of the employee to promptly notify the Employer\nof any changes regarding his nomination of Next-of-Kin when such changes occur\nand to re-confirm his nominee at least once each calendar year. The Employer\nreserves the right to request periodically each employee to complete a written\nconfirmation for the above purpose.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 30 - RECREATIONAL ACTIVITIES\u003C\u002Fh2>\n\n\u003Cp>The employer encourages the development of sporting and recreational\nactivities at most twice every year, and will co-operate with the local union\nin its organisation.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 31 - PROVIDENT FUND\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(a) The Company will set-up and operate a Provident Fund to be administered\nby a Board of Trustees. Membership will be open to all employees of the\nCompany. The Employer shall contribute ten percent (10%) of the employee’s\nmonthly basic salary to the Fund and each employee shall also contribute five\npercent (5%) to it every month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) There shall be yearly general meetings organised by the kind courtesy of\nthe Board of Trustees.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 32 - HEALTH AND SAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(a) The Company shall make provision for the health and safety of its\nemployees within the Company during working hours.\u003C\u002Fp>\n\n\u003Cp>(b) The Company shall provide First Aid Kits and protective devices and\nother equipment necessary to protect the employee from industrial injury.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>(c) There shall be health and safety committee of both management and the\nUnion, which will ensure the compliance of health and safety rules of the\ncompany.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(d) In the event of an industrial injury, the Workmen’s Compensation Law,\n1987 (PNDCL 187) will apply.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 33 - ANNUAL MERIT INCREMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(a) There shall be an automatic merit increment of two percent (2%) on all\nemployee salaries at the beginning of every year in January.\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee is assigned to a job classification, which provides\nfor merit increment, he shall receive the specified increment, on his basic\nsalary each year, based on his performance. The rate to be applied shall be as\ndetermined as appropriate.\u003C\u002Fp>\n\n\u003Cp>(c) When an employee reaches the maximum of his salary scale, he may\ncontinue to receive his increment on that until he is promoted.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 34 - STAFF END OF YEAR PACKAGE\u002FGRATIS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2sec\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>(a) The Employer shall pay a thirteenth (13th) month salary of one (1) month\nbasic salary to all employees in December every year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>(b) Upon the achievement of the Company targets, the employer shall pay\nbonus to all employees. The amount shall be decided in consultation with the\nUnion and also considering all relevant indicators. This would be aimed to be\npaid by April of every year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) Employees shall be entitled to free staff package\u002Fgratis every month as\nfollows;(or its equivalent depending on its availability)\u003C\u002Fp>\n\n\u003Cp>1 tin\u002Fsachet 400g Cowbell \u003C\u002Fp>\n\n\u003Cp>1 strip 25g Loya \u003C\u002Fp>\n\n\u003Cp>1 strip 40g Coffee \u003C\u002Fp>\n\n\u003Cp>1strip 40g Mocha\u003C\u002Fp>\n\n\u003Cp>1strip 40g Chocomalt\u003C\u002Fp>\n\n\u003Cp>1 strip 40g flavoured milk \u003C\u002Fp>\n\n\u003Cp>1 strip 15 g Sweetmilk \u003C\u002Fp>\n\n\u003Cp>4 strips assorted Onga \u003C\u002Fp>\n\n\u003Cp>1strip 15g Miksi\u003C\u002Fp>\n\n\u003Cp>1 strip flavoured milk.\u003C\u002Fp>\n\n\u003Cp>(d) Christmas Package\u003C\u002Fp>\n\n\u003Cp>50 Kg of Rice\u003C\u002Fp>\n\n\u003Cp>1 Dozen of canned MALT (this is subject to change)\u003C\u002Fp>\n\n\u003Cp>6 Pieces of Starkist canned Tuna 1 Gallon of Cooking oil\u003C\u002Fp>\n\n\u003Cp>4 Packs of Piccadilly biscuits\u002Fany equal alternative 1600g Tomato puree Any\nwell wish for the season.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 35 - INDIVIDUAL CONTRACT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>No employee covered by this Agreement, shall be compelled or allowed to\nenter Into a contract or agreement with the employer, which alters or\ncontravenes the conditions of employment or terms of employment or conditions\nof labour as specified in this agreement, or shall be allowed to be bonded to\nthe company without prior discussion with the Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 36 - DISCIPLINE\u003C\u002Fh2>\n\n\u003Cp>(a) Summary Dismissal\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being found guilty of serious misconduct such as\ndishonesty, insubordination, dereliction of duty, stealing, drunkenness smoking\non duty, sleeping on duty, and any other serious offence, he shall be dismissed\nsummarily. An employee who is summarily dismissed shall not be entitled to\nnotice or payment in lieu thereof. However, other entitlements shall be\npaid.\u003C\u002Fp>\n\n\u003Cp>(b) Termination\u003C\u002Fp>\n\n\u003Cp>Where an employee commits an offence, which does not amount to serious\nmisconduct, such employee will be warned in writing. If after three such\nwarnings, a forth offence is committed by the employee, his services may be\nterminated. For the purpose of this\u003C\u002Fp>\n\n\u003Cp>Article, a warning letter ceases to have effect after twelve months however\npersistent offenders may be treated in accordance with past records.\u003C\u002Fp>\n\n\u003Cp>(c) Alternative Penalties\u003C\u002Fp>\n\n\u003Cp>Alternative penalties which may be applied by the employer (a) (above)\ndepending on the gravity of the offence are;\u003C\u002Fp>\n\n\u003Cp>(i) Suspension without pay for a stated period not exceeding four weeks.\u003C\u002Fp>\n\n\u003Cp>(ii) Reduction in rank with corresponding reduction in salary\u003C\u002Fp>\n\n\u003Cp>(iii) Termination of appointment.\u003C\u002Fp>\n\n\u003Cp>(d) Interdiction\u003C\u002Fp>\n\n\u003Cp>Should an employee commit a serious offence, which requires thorough\ninvestigations, such employee shall be interdicted from duty pending further\ninvestigation. During the period of interdiction from duty, the employee shall\nbe paid at half rate of his basic salary. However the period of interdiction\nshall not exceed three (3) months. After the three (3) months the interdicted\nemployee shall be called back to work whilst investigation continues. If no\ncase is proved against the employee, he will be paid in full for the period of\ninterdiction.\u003C\u002Fp>\n\n\u003Cp>(e) Enforcement of Disciplinary Action\u003C\u002Fp>\n\n\u003Cp>Before enforcing any disciplinary action, the employee concerned shall be\noffered the opportunity to defend himself.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 37 - GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>Step 1: In the event of a grievance, the employee shall, as a first step,\ntake the matter up with his immediate Supervisor\u002FSectional Head. If he does not\nobtain satisfaction, he may ask his Shop Steward\u002FLocal Union to present his\ncase.\u003C\u002Fp>\n\n\u003Cp>Step 2: If the matter remains unresolved, the Shop Steward\u002FLocal Union will\ntake the matter up with Head of Personnel.\u003C\u002Fp>\n\n\u003Cp>Step 3: If the matter remains unresolved, the Local Union can summon Local\nUnion\u002FManagement meeting to resolve the issue.\u003C\u002Fp>\n\n\u003Cp>Step 4: If after Local Union\u002FManagement meeting, the matter remains\nunresolved the Local Union will inform the Regional Industrial Relations\nOfficer of the Union who will arrange to meet Management and endeavour to\nsettle the issue.\u003C\u002Fp>\n\n\u003Cp>Step 5:If after Step 4, the matter still remains unresolved, the Union will\nsummon the Standing Negotiating Committee to meet and endeavour to reach\nagreement. If the committee fails to resolve the matter, either party may\nproceed constitutionally by reporting the dispute to the National Labour\nCommission in an endeavour to settle the dispute.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 38 - LEAVE OF ABSENCE FOR UNION ACTIVITY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>Any employee elected as officer of the Union or who is elected as a delegate\nto any Union activity necessitating leave of absence may be granted such leave\nwith pay. Written notice for such leave shall be given to the employer as far\nin advance as possible but in no event later than three days prior to the day\nsuch leave is becomes effective. The length of the leave and its frequency in\nthe year should be determined on merit of individual cases.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 39 - UNION NOTICE BOARD AND OFFICE\u003C\u002Fh2>\n\n\u003Cp>(a) The Employer shall provide one (1) notice board and an office to the\nlocal union at a mutually agreed location. The employer however, deserves to\nknow the content of the notice to be posted on the notice board.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 40 - EMPLOYEE TRAINING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>(a) The Employer undertakes to provide suitable training facilities for the\nemployees to enable them acquire competence in the performance of the duties\nand fit them for promotion to higher positions. Where an employee is required\nby the Employer to undergo training in a recognised educational institution,\nthe Employer will grant the employee necessary time off with pay as well as the\ncost involved in the training.\u003C\u002Fp>\n\n\u003Cp>(b) The Employer may also consider an employee’s request for a study leave\nto enable him attend a training course which would render him more competent in\nthe performance of his duties within the organisation\u003C\u002Fp>\n\n\u003Cp>(c) In cases where an employee takes a correspondence course duly approved\nby the employer in writing, which would enhance his efficiency in the\nperformance of his duties and passes the requisite examination, the employer\nshall refund to him his examination fees together with the cost of text\nbooks.\u003C\u002Fp>\n\n\u003Cp>(d) An employee required to undertake training leading to a higher\nappointment in the industry will be informed of the period of training and on\ncompletion of his training, the grade to which he may be promoted.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-trainingfund\">\u003Cp>(e) The cost of all departmental training courses organised by the employer\nto refresh the employees knowledge in their respective departmental issues for\nthe improvement of their competence shall be borne by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 41 - ABSENCE FROM WORK\u003C\u002Fh2>\n\n\u003Cp>(a) An employee covered by this Agreement who absents himself from work\nwithout permission shall report to the Human Resource Department or his\nSupervisor immediately on resumption of duty and unless satisfactory\nexplanation in given, he shall be disciplined according to Article 36.\u003C\u002Fp>\n\n\u003Cp>(b) An employee absenting himself for three (3) continuous working days\nwithout permission or any information whatsoever shall be regarded as having\nvacated his employment. The employer will at all times give full consideration\nto any reasonable excuse given on compassionate grounds for absence in deciding\nwhether an explanation put forward is satisfactory or otherwise.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 42 - CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>On resignation or termination of an employee, a Certificate of service\nstating the period of service and job classification shall be issued on request\nby the employee.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 43 - CALL IN ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>When an employee has left his place of work and is called back to work he\nshall be paid an\u003C\u002Fp>\n\n\u003Cp>allowance of Fourteen Ghana Cedis (GHc 14.00) per call plus overtime and\ntransport.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 44 - RATES OF PAY\u003C\u002Fh2>\n\n\u003Cp>(a) Employees who are covered by this Agreement shall receive the rate of\npay appropriate to their job classification as shown in appendix “A”\nattached hereto and made part of this Agreement.\u003C\u002Fp>\n\n\u003Cp>(b) Salaries shall be paid on the 26th of every month and where there are\ndifficulties it would be explained to the union.\u003C\u002Fp>\n\n\u003Cp>(c) If at anytime a new job category is to be created under appendix A\nmanagement and the union shall meet to determine the salary.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 45 - FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(1) Employee\u003C\u002Fp>\n\n\u003Cp>(a) In the event of the death of an employee, the Employer shall make a\ndonation of one thousand five hundred Ghana Cedis (GHc 1,500.00) as funeral\ngrant to the bereaved family to offset part of the funeral expenses.\u003C\u002Fp>\n\n\u003Cp>(b) In addition, the Employer shall provide for the following:\u003C\u002Fp>\n\n\u003Cp>(i) Provision of the casket\u002Fcoffin\u003C\u002Fp>\n\n\u003Cp>(ii) Three (3) carton of Beer\u003C\u002Fp>\n\n\u003Cp>(iii) Three (3) carton of mineral\u003C\u002Fp>\n\n\u003Cp>(iv) One (1) bottle of Schnapps\u003C\u002Fp>\n\n\u003Cp>(v) Shroud\u003C\u002Fp>\n\n\u003Cp>(c) The Employer shall also provide transport and allow a reasonable number\nof employees to convey the deceased from his station to the place of burial or\nhis hometown.\u003C\u002Fp>\n\n\u003Cp>(d) The Employer shall also donate the following company products if\navailable or their cash value determined on the basis of their cost to the\nemployer:\u003C\u002Fp>\n\n\u003Cp>(i) 2 carton of flavoured milk\u003C\u002Fp>\n\n\u003Cp>(ii) 1 carton of Onga (assorted)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) Employee’s Immediate Family\u003C\u002Fp>\n\n\u003Cp>Should the declared spouse or child of an employee, or parent die, the\nEmployer shall make the following donations as funeral grant:\u003C\u002Fp>\n\n\u003Cp>(a) Spouse\u002FChild\u003C\u002Fp>\n\n\u003Cp>(i) the employer shall donate an amount of Eight hundred Ghana cedis (GHc\n800).\u003C\u002Fp>\n\n\u003Cp>(b) Parent\u003C\u002Fp>\n\n\u003Cp>The Employer shall donate an amount of five Hundred Ghana cedis GHc 500 to\nthe staff.\u003C\u002Fp>\n\n\u003Cp>(c) In all these cases the Company shall provide transport to convey\nreasonable number of employees who are off duty in the case of shift workers to\nattend the funeral.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 46 - TRANSPORT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>In the interest of punctuality, maximum efficiency and higher productivity,\nthe Employer shall pay transport allowance to all staff covered by this\nagreement. This allowance shall be subject to change in accordance with the\nincrease in transport fares. Shift workers shall be entitled to one hundred and\ntwenty eight Ghana cedi’s fourty pesewas (GHc 128.4) per month and straight\nday workers One hundred and five Ghana cedis fourty three pesewas(GHc 105.43)\nper month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 48- BEST WORKERS AWARDS\u003C\u002Fh2>\n\n\u003Cp>Employees who due to their conduct are adjudged best workers after the\nyearly appraisals shall be awarded by management at an occasion organised by\nPromasidor Ghana Limited. Awards shall be determined by management in\nconsultation with the Local Union.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 49 - LEGAL ASSISTANCE FOR COMPANY DRIVERS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-legalassistance_trigger\">\u003Cp>(a) In the event of criminal proceedings being taken against a driver of the\nemployer involved in an accident while driving the employers’ vehicle in the\ncourse of his duties, the employer shall provide legal counsel for his defence\ndepending upon the nature of the offence.\u003C\u002Fp>\n\n\u003Cp>(b) The cost of renewing the drivers’ license shall be borne by the\nemployer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 50 - RESPONSIBILITY OF BOTH PARTIES TO THE AGREEMENT \u003C\u002Fh2>\n\n\u003Cp>(a) Both the Union and Employer recognise the responsibilities imposed upon\nthe parties by this Agreement. Nothing in this Agreement shall worsen the\nexisting conditions of service and the rate of pay of an employee covered by\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>(b) Where there is a dispute in the interpretation of any conditions of\nemployment, the relevant negotiating minutes shall be used to assist in\nresolving the dispute,\u003C\u002Fp>\n\n\u003Cp>(c)If the dispute cannot be resolved by both parties, the dispute shall be\nreferred to the National Labour Commission in accordance with the provisions of\nthe Labour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of: THE INDUSTRIAL AND COMMERCIAL WORKERS’ UNION\n(ICU) GHANA\u003C\u002Fp>\n\n\u003Cp>John Aboradze Hayfron \u003C\u002Fp>\n\n\u003Cp>Principal Industrial Relations Officer,(PIRO) ICU-Ghana\u003C\u002Fp>\n\n\u003Cp>Edward Fosu\u003C\u002Fp>\n\n\u003Cp>PMSU Chairman, Promasidor\u003C\u002Fp>\n\n\u003Cp>Kenneth Konuah\u003C\u002Fp>\n\n\u003Cp>PMSU Secretary, Promasidor\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of: PROMASIDOR GHANA LIMITED\u003C\u002Fp>\n\n\u003Cp>Dirk Laeremans\u003C\u002Fp>\n\n\u003Cp>Managing Director, Promasidor\u003C\u002Fp>\n\n\u003Cp>Kelvin Quarshie\u003C\u002Fp>\n\n\u003Cp>Human Resource Coordinator, Promasidor \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"ONCERISE2_trigger":48,"trainingprogrammes":52,"WAGES_determined":56,"incidentalbonustype2sec":60,"ONCERISE_trigger":62,"hourspweek_select":66,"childcare":70,"STRUCINCR_trigger":74,"HARDSHIP_trigger":78,"funeralpay":82,"trainingfund":86,"maternityotherclause":90,"nursingmothers":94,"hourspday_select":98,"pensionfund":100,"OVERTIME_trigger":104,"healthcareaccess":108,"healthinsurance":112,"COMMUTE_trigger":115,"sicknessmaxdays":119,"protectiveclothing":123,"healthandsafetypolicy":127,"contracttrial":131,"sicknesspay":135,"dayspweek_select":139,"TRADEUNLEAV_trigger":141,"SCHEDULE_trigger":145,"educationtuition":149,"PAIDLEAV_trigger":153,"NOCTPREM_trigger":157,"healthcareaccessrelatives":161,"MAXHOURS_trigger":165,"code_application":169,"bankholidays1":173,"hivpolicy":177,"paidmaternityleavepay":181,"mealvouchers":185,"legalassistance_trigger":189,"paidmaternityleave":193,"contractseverancepay":195,"jobsecuritymothers":199,"CONSIGN_trigger":201,"deathrelatives":205},{"bindId":45,"name":46,"text":47},"disabilitypay","(b) The Employer shall pay for the follo","(b) The Employer shall pay for the following if an employee is injured as a\nresult of industrial accidents;\n\n(i) Supply of dentures\n\n(ii) Hearing aid and artificial limbs.",{"bindId":49,"name":50,"text":51},"ONCERISE2_trigger","(a) The Employer shall pay a thirteenth ","(a) The Employer shall pay a thirteenth (13th) month salary of one (1) month\nbasic salary to all employees in December every year.",{"bindId":53,"name":54,"text":55},"trainingprogrammes","(a) The Employer undertakes to provide s","(a) The Employer undertakes to provide suitable training facilities for the\nemployees to enable them acquire competence in the performance of the duties\nand fit them for promotion to higher positions. Where an employee is required\nby the Employer to undergo training in a recognised educational institution,\nthe Employer will grant the employee necessary time off with pay as well as the\ncost involved in the training.\n\n(b) The Employer may also consider an employee’s request for a study leave\nto enable him attend a training course which would render him more competent in\nthe performance of his duties within the organisation\n\n(c) In cases where an employee takes a correspondence course duly approved\nby the employer in writing, which would enhance his efficiency in the\nperformance of his duties and passes the requisite examination, the employer\nshall refund to him his examination fees together with the cost of text\nbooks.\n\n(d) An employee required to undertake training leading to a higher\nappointment in the industry will be informed of the period of training and on\ncompletion of his training, the grade to which he may be promoted.\n\n(e) The cost of all departmental training courses organised by the employer\nto refresh the employees knowledge in their respective departmental issues for\nthe improvement of their competence shall be borne by the employer.",{"bindId":57,"name":58,"text":59},"WAGES_determined","No employee covered by this Agreement, s","No employee covered by this Agreement, shall be compelled or allowed to\nenter Into a contract or agreement with the employer, which alters or\ncontravenes the conditions of employment or terms of employment or conditions\nof labour as specified in this agreement, or shall be allowed to be bonded to\nthe company without prior discussion with the Union.",{"bindId":61,"name":50,"text":51},"incidentalbonustype2sec",{"bindId":63,"name":64,"text":65},"ONCERISE_trigger","(b) Upon the achievement of the Company ","(b) Upon the achievement of the Company targets, the employer shall pay\nbonus to all employees. The amount shall be decided in consultation with the\nUnion and also considering all relevant indicators. This would be aimed to be\npaid by April of every year.",{"bindId":67,"name":68,"text":69},"hourspweek_select","(a) The standard working hours for basic","(a) The standard working hours for basic pay shall be 40 hours per week of\nfive (5) consecutive days and eight (8) hours per day.",{"bindId":71,"name":72,"text":73},"childcare","(a) When urgent circumstances occur whic","(a) When urgent circumstances occur which necessitate any employee being\nabsent from work, the employer shall grant up to five (5) working day\ncompassionate leave of absence within a year with or without pay to enable the\nemployee attend to them. Some of these circumstances include death of close\nrelatives, marriage.",{"bindId":75,"name":76,"text":77},"STRUCINCR_trigger","(a) There shall be an automatic merit in","(a) There shall be an automatic merit increment of two percent (2%) on all\nemployee salaries at the beginning of every year in January.\n\n(b) Where an employee is assigned to a job classification, which provides\nfor merit increment, he shall receive the specified increment, on his basic\nsalary each year, based on his performance. The rate to be applied shall be as\ndetermined as appropriate.\n\n(c) When an employee reaches the maximum of his salary scale, he may\ncontinue to receive his increment on that until he is promoted.",{"bindId":79,"name":80,"text":81},"HARDSHIP_trigger","An inconvenience allowance of ten percen","An inconvenience allowance of ten percent (10%) of the employee‘s basic\nhourly rate salary shall be paid to the employee who, owing to the exigencies\nof the service may be required to operate 4-Crew 3-Shift system and any other\nshift that may be introduced in consultation with the union. Such payment shall\nbe quite distinct from payment of overtime worked which shall be calculated\nunder the provisions of Article 8 (c) (i) above.",{"bindId":83,"name":84,"text":85},"funeralpay","(1) Employee (a) In the event of the dea","(1) Employee\n\n(a) In the event of the death of an employee, the Employer shall make a\ndonation of one thousand five hundred Ghana Cedis (GHc 1,500.00) as funeral\ngrant to the bereaved family to offset part of the funeral expenses.\n\n(b) In addition, the Employer shall provide for the following:\n\n(i) Provision of the casket\u002Fcoffin\n\n(ii) Three (3) carton of Beer\n\n(iii) Three (3) carton of mineral\n\n(iv) One (1) bottle of Schnapps\n\n(v) Shroud\n\n(c) The Employer shall also provide transport and allow a reasonable number\nof employees to convey the deceased from his station to the place of burial or\nhis hometown.\n\n(d) The Employer shall also donate the following company products if\navailable or their cash value determined on the basis of their cost to the\nemployer:\n\n(i) 2 carton of flavoured milk\n\n(ii) 1 carton of Onga (assorted)",{"bindId":87,"name":88,"text":89},"trainingfund","(e) The cost of all departmental trainin","(e) The cost of all departmental training courses organised by the employer\nto refresh the employees knowledge in their respective departmental issues for\nthe improvement of their competence shall be borne by the employer.",{"bindId":91,"name":92,"text":93},"maternityotherclause","(b) Maternity leave will be additional t","(b) Maternity leave will be additional to any entitlement to sick leave.\n\n(c) On production of a medical certificate, the period of maternity leave\nshall be extended at least two (2) weeks where the confinement is abnormal or\nwhere in the course of the same confinement, two or more babies are born.",{"bindId":95,"name":96,"text":97},"nursingmothers","(f) On resumption of duty from maternity","(f) On resumption of duty from maternity leave, the employee shall be\ngranted one hour daily during working hours for the purpose of nursing her\nchild until the child is nine months.",{"bindId":99,"name":68,"text":69},"hourspday_select",{"bindId":101,"name":102,"text":103},"pensionfund","(a) The Company will set-up and operate ","(a) The Company will set-up and operate a Provident Fund to be administered\nby a Board of Trustees. Membership will be open to all employees of the\nCompany. The Employer shall contribute ten percent (10%) of the employee’s\nmonthly basic salary to the Fund and each employee shall also contribute five\npercent (5%) to it every month.",{"bindId":105,"name":106,"text":107},"OVERTIME_trigger","(a) Employees who are requested by the E","(a) Employees who are requested by the Employer or his representatives to\nwork in excess of the normal working hours per day shall be paid overtime for\nwork so performed. Except at his own request, no employee shall be given\n‘’time-off “ to offset overtime entitlements.\n\n(b) In no event will an employee be held over for more than eight (8) hours\nbeyond his normal shift.\n\n(c) (i) Overtime rates\n\n\n\n\n  \n  \n  \n  \n    \n      Working days \n      150% of hourly basic pay for each hour of service. \n    \n    \n      Rest Days\n      200% of hourly basic pay for each hour of service.\n    \n  \n\n\n\n\n(d) Overtime shall be calculated daily on half hourly periods, i.e. less\nthan half an hour shall be counted as half hour and periods over half an hour\nshall be counted as full hour.\n\n(e) Overtime shall not be compulsory. However employees should be willing to\nwork a reasonable amount of overtime when required by management.",{"bindId":109,"name":110,"text":111},"healthcareaccess","(a) The Employer shall provide free medi","(a) The Employer shall provide free medical care for the employees by the\nCompany’s under conditions with the health service provider. The National\nHealth Insurance Scheme shall only serve as a back- up for cases referred to\ngovernment and private hospitals where managed health cards are not applicable\nor instances where such needs arise. NHIS shall be used alongside the health\nservice provided.\n\n(b) The Employer shall pay for the following if an employee is injured as a\nresult of industrial accidents;\n\n(i) Supply of dentures\n\n(ii) Hearing aid and artificial limbs.",{"bindId":113,"name":110,"text":114},"healthinsurance","(a) The Employer shall provide free medical care for the employees by the\nCompany’s under conditions with the health service provider. The National\nHealth Insurance Scheme shall only serve as a back- up for cases referred to\ngovernment and private hospitals where managed health cards are not applicable\nor instances where such needs arise. NHIS shall be used alongside the health\nservice provided.",{"bindId":116,"name":117,"text":118},"COMMUTE_trigger","In the interest of punctuality, maximum ","In the interest of punctuality, maximum efficiency and higher productivity,\nthe Employer shall pay transport allowance to all staff covered by this\nagreement. This allowance shall be subject to change in accordance with the\nincrease in transport fares. Shift workers shall be entitled to one hundred and\ntwenty eight Ghana cedi’s fourty pesewas (GHc 128.4) per month and straight\nday workers One hundred and five Ghana cedis fourty three pesewas(GHc 105.43)\nper month.",{"bindId":120,"name":121,"text":122},"sicknessmaxdays","(b) Subject to (a) above, all employees ","(b) Subject to (a) above, all employees will be entitled to sick leave with\nPay as follows;\n\n\n  \n  \n  \n  \n    \n      (i) Under 3 years continuous service\n      2 months full pay \n\n        2 months three quarters (3\u002F4) pay \n\n        2 months half (1\u002F2) pay\n      \n    \n    \n      (ii) Above 3 years\n      4 months full pay \n\n        4 months three quarters (3\u002F4) pay \n\n        4 months half (Vi) pay",{"bindId":124,"name":125,"text":126},"protectiveclothing","(a) The Employer shall provide appropria","(a) The Employer shall provide appropriate equipment\u002Fclothes and uniforms\nwhere necessary or as required by the Factories, Offices and Shops Act, 1970.\nThe Employer shall provide suitable protective clothing such as\novercoat\u002Foveralls, gloves, footwear, goggles, headgear and ear protectors for\nemployees use during working hours.\n\n(b) As a condition of employment, an employee is obliged to wear or use such\nprotective equipment supplied by the Employer and failure to do so shall\nsubject the employee to disciplinary action.\n\n(c) Name Tags shall be provided to all staff as part of clothing and be worn\nat all times during working hours.",{"bindId":128,"name":129,"text":130},"healthandsafetypolicy","(a) The Company shall make provision for","(a) The Company shall make provision for the health and safety of its\nemployees within the Company during working hours.\n\n(b) The Company shall provide First Aid Kits and protective devices and\nother equipment necessary to protect the employee from industrial injury.\n\n(c) There shall be health and safety committee of both management and the\nUnion, which will ensure the compliance of health and safety rules of the\ncompany.",{"bindId":132,"name":133,"text":134},"contracttrial","(a) Every new employee shall from the da","(a) Every new employee shall from the date of appointment serve probation\nfor three (3) months for an experienced employee and six (6) months for the\ninexperienced employee at the end of which the employee’s appointment shall\neither be confirmed or terminated in writing.\n\n(b) If the Company is not satisfied with a probationer’s performance, he\nshall be informed in writing of this shortcomings and his probationary period\nmay be extended for a further three (3) months for inexperienced staff and one\n(1) month for an experienced employee. The employee’s appointment may be\nterminated if his performance proves unsatisfactory after the extension of the\nprobationary period.\n\n(c) Unless otherwise stated an employee who has completed his probationary\nperiod shall be deemed to have been confirmed.",{"bindId":136,"name":137,"text":138},"sicknesspay","(a) Sick leave with pay shall be granted","(a) Sick leave with pay shall be granted to an employee on the production of\na medical certificate signed by a registered medical practitioner to be\nverified by the company.\n\n(b) Subject to (a) above, all employees will be entitled to sick leave with\nPay as follows;\n\n\n  \n  \n  \n  \n    \n      (i) Under 3 years continuous service\n      2 months full pay \n\n        2 months three quarters (3\u002F4) pay \n\n        2 months half (1\u002F2) pay\n      \n    \n    \n      (ii) Above 3 years\n      4 months full pay \n\n        4 months three quarters (3\u002F4) pay \n\n        4 months half (Vi) pay\n      \n    \n  \n\n\n(c) Further periods of sick leave with pay after the maximum periods\ndescribed above shall be granted at the discretion of the Employer.",{"bindId":140,"name":68,"text":69},"dayspweek_select",{"bindId":142,"name":143,"text":144},"TRADEUNLEAV_trigger","Any employee elected as officer of the U","Any employee elected as officer of the Union or who is elected as a delegate\nto any Union activity necessitating leave of absence may be granted such leave\nwith pay. Written notice for such leave shall be given to the employer as far\nin advance as possible but in no event later than three days prior to the day\nsuch leave is becomes effective. The length of the leave and its frequency in\nthe year should be determined on merit of individual cases.",{"bindId":146,"name":147,"text":148},"SCHEDULE_trigger","Working days 150% of hourly basic pay fo","Working days \n      150% of hourly basic pay for each hour of service. \n    \n    \n      Rest Days\n      200% of hourly basic pay for each hour of service.",{"bindId":150,"name":151,"text":152},"educationtuition","(a)The employer agrees to support regist","(a)The employer agrees to support registered children of staff of school\ngoing age between the ages 6- 18 years with the following at the beginning of\nevery academic year;\n\n\n  \n  \n  \n  \n    \n      Exercise books\n      \n    \n    \n      Pencil\n      \n    \n    \n      Pens\n      \n    \n    \n      Pencil case \n      \n    \n    \n      Snap pack \n      \n    \n    \n      Water bottle",{"bindId":154,"name":155,"text":156},"PAIDLEAV_trigger","(a) All employees, after completion of t","(a) All employees, after completion of twelve (12) months continuous\nservice, shall be granted vacation leave as follows:\n\n\n  \n  \n  \n  \n    \n      Under 5 years service\n      22 working days per annum \n    \n    \n      5 years but under 10 years service\n      24working days per annum \n    \n    \n      10 years and above service\n      27 working days per annum",{"bindId":158,"name":159,"text":160},"NOCTPREM_trigger","(b) Night Allowance Employees working on","(b) Night Allowance\n\nEmployees working on night shift shall be entitled to 30 % of their hourly\nbasic salary per night.",{"bindId":162,"name":163,"text":164},"healthcareaccessrelatives","(d) The Employer shall provide medical t","(d) The Employer shall provide medical treatment to an employee’s\nregistered family to the limit of one (1) spouse and four (4) children. For the\npurpose of this article, an employee’s family shall consist of his declared\nspouse and children under 18 years or twenty one (21) years of age if still a\nstudent, in which latter case documentary evidence shall be provided.",{"bindId":166,"name":167,"text":168},"MAXHOURS_trigger","(e) Overtime shall not be compulsory. Ho","(e) Overtime shall not be compulsory. However employees should be willing to\nwork a reasonable amount of overtime when required by management.",{"bindId":170,"name":171,"text":172},"code_application","(c) There shall be health and safety com","(c) There shall be health and safety committee of both management and the\nUnion, which will ensure the compliance of health and safety rules of the\ncompany.",{"bindId":174,"name":175,"text":176},"bankholidays1","(a) Public holidays recognised by the em","(a) Public holidays recognised by the employer shall be those declared by\nthe government from time to time.\n\n(b) Each employee is entitled to full payment for any day declared as\nholiday.\n\n(c) (i) All employees who perform normal duties on a declared holiday due to\nthe exigencies of the service, shall be paid overtime calculated at 200% of\nhourly basic pay for each hour of service.\n\n(ii) Where an employee’s off day falls on a public holiday the employee\nshall be given one (1) extra day off.\n\n(iii) Where the employee happens to work on the one extra day off given, it\nshall be regarded as overtime.",{"bindId":178,"name":179,"text":180},"hivpolicy","(c) There shall be regular free medical ","(c) There shall be regular free medical check-up for each employee once a\nyear.",{"bindId":182,"name":183,"text":184},"paidmaternityleavepay","(a) Where a female employee becomes preg","(a) Where a female employee becomes pregnant, she shall be granted annual\nleave or proportion thereof already earned by her, and in addition, three (3)\nmonths maternity leave on full pay on production of a certificate from a\nregistered medical practitioner or midwife.",{"bindId":186,"name":187,"text":188},"mealvouchers","(a) The Employer shall provide canteen f","(a) The Employer shall provide canteen facilities of one (1) subsidized\n(twenty five percent of cost to be borne by employees and seventy five percent\nby the employer) meal a day for all employees who subscribe on a monthly basis.\nDuring off days where overtime is organized management shall provide one free\nmeal to all staff present.",{"bindId":190,"name":191,"text":192},"legalassistance_trigger","(a) In the event of criminal proceedings","(a) In the event of criminal proceedings being taken against a driver of the\nemployer involved in an accident while driving the employers’ vehicle in the\ncourse of his duties, the employer shall provide legal counsel for his defence\ndepending upon the nature of the offence.\n\n(b) The cost of renewing the drivers’ license shall be borne by the\nemployer.",{"bindId":194,"name":183,"text":184},"paidmaternityleave",{"bindId":196,"name":197,"text":198},"contractseverancepay","(e) Redundancy Pay Employees covered in ","(e) Redundancy Pay\n\nEmployees covered in this agreement who are laid off on grounds of\nredundancy shall be entitled to severance award of two and a half months salary\nfor each year served and prorata for any fraction of year served but the total\namount shall not exceed 3 years salary.\n\n(i) In addition they shall be entitled to benefits as under the staff\nProvident Fund Scheme.",{"bindId":200,"name":96,"text":97},"jobsecuritymothers",{"bindId":202,"name":203,"text":204},"CONSIGN_trigger","When an employee has left his place of w","When an employee has left his place of work and is called back to work he\nshall be paid an\n\nallowance of Fourteen Ghana Cedis (GHc 14.00) per call plus overtime and\ntransport.",{"bindId":206,"name":72,"text":73},"deathrelatives","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Promasidor Ghana Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-08-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-07-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Retail trade\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Retail sale of food, beverages and tobacco in specialised stores\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                        Promasidor 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                        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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 92 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 365 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\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: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → GHS 1500.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → 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: → Yes\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 75 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 75 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\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: → 22.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Birthday of the Prophet Muhammad \u002F Prophet PBUH Birthday \u002F Mouloud \u002F Eid Milad-un-Nabi (twelfth day of Rabi) , Christmas Day, Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → No\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\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: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 2.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → GHS -9.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 130 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-standbyallowanceamount1\">\n                    Payment for standby work: → GHS 14.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-hardshipallowanceperc1\">\n                    Premium for hardship work: → 10% of basic wage\n                \u003C\u002Fdiv>\n\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → GHS 128.4 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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: → Yes\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[212],{"title":37,"slug":33},[214],{"type":215,"data":216},"call_to_action_body_block",{"title":217,"description":218,"variant":219,"link":220},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":217,"url":221,"description":217,"rel":222,"type":223},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[225],{"type":215,"data":226},{"title":217,"description":218,"variant":219,"link":227},{"title":217,"url":221,"description":217,"rel":222,"type":223},[]]