[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-qualiplast-limited-and-the-industrial-and-commercial-workers-union":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":207,"content_type_view":208,"extra_breadcrumbs":209,"body":211,"body_blocks":222,"related_pages":226},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":205,"translations":206},{"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-qualiplast-limited-and-the-industrial-and-commercial-workers-union","e9593cf2-5da4-11e4-903b-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-qualiplast-limited-and-the-industrial-and-commercial-workers-union\u002Fcollective-agreement-between-qualiplast-limited-and-the-industrial-and-commercial-workers-union\u002F","Collective Agreement between QUALIPLAST Limited and the Industrial and Commercial Workers' Union - 2011","GHA Qualiplast Limited - 2011","Ghana - GHA Qualiplast Limited - 2011","GHA Qualiplast Limited - 2011 - Manufacturing",{"name":41,"data":42},"qualiplast.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT Between QUALIPLAST LIMITED And the INDUSTRIAL AND\nCOMMERICIAL WORKERS' UNION\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>January 1,2011 - December 31,2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>An AGREEMENT made this 6th day of, April 2011 between the INDUSTRIAL AND\nCOMMERCIAL WORKERS’ UNION (ICU) a union, officially certified under Section\n99 of the Labour Act, 2003 (Act 651) (hereinafter called the “UNION”) which\nUnion represents those employees on whose behalf they have been certified to\nnegotiate and QUALIPLAST LIMITED (hereinafter called the ‘EMPLOYER”) is the\ncomplete agreement between the parties and provided as follows:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingdifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydifferenttrigger\">\u003Cp>This Agreement will apply to all employees included in Appendix “A” who\nare in the employment of the Employer on the date of signing and will equally\napply to employees who are engaged by the Employer while this Agreement is in\nforce.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 1 - PURPOSE\u003C\u002Fh2>\n\n\u003Cp>a. It is the intention of the parties hereto that this Agreement will\npromote and improve relations between the Employer and the Union and to set\nforth herein a basic agreement covering hours of work and other conditions of\nemployment and\u002For non-employment to be observed between the parties hereto\nduring the life of this Agreement.\u003C\u002Fp>\n\n\u003Cp>b. It is agreed that should any disagreement arise between the Employer and\nthe Union, the parties will immediately take steps to settle such disagreement\nas provided for under Section 154 of the Labour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2 - DURATION OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>a. The duration of this Agreement shall be for a period of not less than Two\n(2) years.\u003C\u002Fp>\n\n\u003Cp>b. This Agreement shall take effect from 1st day of January, 2011.\u003C\u002Fp>\n\n\u003Cp>c. There will be a yearly Wage Opener to determine wage\u002Fsalary revision.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3 - CONDITIONS OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>a. Upon engagement, any employee who falls within the scope of this\nAgreement will be handed a copy of the Agreement including any Appendices that\nmay have been agreed upon.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>b. Any employee engaged and who in the opinion of the Employer should serve\nprobation, shall undergo a probationary period of three months and when he has\ngiven satisfaction, his appointment shall be confirmed in writing.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>c. Unless advised in writing to the contrary the employee who has completed\nhis probationary period shall have been confirmed in his appointment.\u003C\u002Fp>\n\n\u003Cp>d. If the Employer is not satisfied with the work of any particular\nprobationer but considers that there is room for improvement, that employee\nshould be advised in writing regarding his shortcomings and the probationary\nperiod may be extended by a further period not exceeding three months.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4- UNION SHOP \u002FCHECK OFF\u003C\u002Fh2>\n\n\u003Cp>a. Every employee covered by this Agreement shall be deemed to be a member\nof the Union and shall pay Union dues uniformly levied against all members of\nthe Union.\u003C\u002Fp>\n\n\u003Cp>b. At any written request, the Employer undertakes to deduct Union dues from\nthe employee’s salaiy\u002Fwages and pay over the sum deducted as may be directed\nby the Union.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5 - HOURS OF WORK \u002F OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>a. The working week will consist of five (5) days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>b. The standard working hours for basic pay shall be forty (40) hours per\nweek.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>c. In ail cases, the hours of work will be regulated by the employer in\naccordance with the exigencies of work provided that the total number of hours\nfor basic pay shall not exceed the Eight (8) hours per day or 40 hours per\nweek\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>d. Any Employee who at the request of his Employer works overtime either\nafter having completed a normal day’s work or on his normal rest day or days\nshall be entitled to overtime pay at the following rates:-\u003C\u002Fp>\n\n\u003Cp>i) Any hour(s) in excess of 8 hours per Shift -\n................................................................................................Time\nand a half\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii) Employees working on the first rest day or on the sixth\nday-.................................................................. Time and\na half\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>iii) Employees working on the second rest day(s) or public\nholiday-........................................................... Double\ntime\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Overtime shall not be compulsory.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Local Union shall, however, be co-operative where Export Order makes it\nnecessary to do overtime.\u003C\u002Fp>\n\n\u003Cp>e. Personal Chauffeurs will be paid an overtime allowance and this will be\npart of his salary negotiations with each individual driver.\u003C\u002Fp>\n\n\u003Cp>f. Shift workers are entitled to 30 minutes break period which forms part of\nthe normal hours of work but shall however be paid for accordingly.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6 - ANNUAL APPRAISAL\u003C\u002Fh2>\n\n\u003Cp>Annual appraisal on the competence and conduct of each employee shall be\nprovided by the employee’s immediate Supervisor and\u002For Head of Department.\nSuch appraisal when completed is to be submitted to Management during the third\nquarter of every year for review and approval.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7 - PROMOTIONS\u003C\u002Fh2>\n\n\u003Cp>Promotion will be by merit tempered by seniority within the establishment.\nWhenever a post becomes vacant or is created; prior consideration will be given\nto filling it by promotion from existing staff. Employees will be informed\nthrough internal memoranda and circular on vacancies as they occur to enable\nemployees in other departments or grades to apply.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8 - SALARY ADVANCE\u002FLOAN\u003C\u002Fh2>\n\n\u003Cp>a. Salary advance not exceeding 50% of employee’s monthly salary will be\ngranted\u003C\u002Fp>\n\n\u003Cp>b. Employee who has financial difficulties may be granted loan, but in\nexceptional case where Management is satisfied with the bona fide nature of the\ncase this limit may be exceeded.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9 - MANNER OF PAYMENT OF SALARIES\u002FWAGES\u003C\u002Fh2>\n\n\u003Cp>a. Salaries and Wages shall be paid to employees on or before the last day\nof the month.\u003C\u002Fp>\n\n\u003Cp>b. The monthly wage of a daily-rated employee shall be calculated on the\nbasis of 27 working days.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10 - RATES OF PAY.\u003C\u002Fh2>\n\n\u003Cp>See Appendix “A” which is part of this Agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11 - ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Any employee covered by this Agreement who is required to carry out for more\nthan two weeks the duties of a post superior to the grade in which he\u002Fshe is\nnormally employed will be paid acting allowance equivalent to the difference\nbetween the employee’s salary and the minimum salary for the grade in which\nhe is acting or 20% of the employees salary whichever is higher.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12 - PER DIEM ALLOWANCE (LODGING AND SUBSISTENCE)\u003C\u002Fh2>\n\n\u003Cp>a. Any employee who is required in the course of his\u002Fher duties to spend one\nor more nights away from his\u002Fher home will be paid out-of-station allowance of\nGHc 4.OO\u003C\u002Fp>\n\n\u003Cp>b. Any employee who is required in the course of his\u002Fher duties to travel\noutside his place of work during the normal lunch period and who does not\nqualify for out-of-station allowance will be paid a lunch allowance of GHc\n2.OO \u003C\u002Fp>\n\n\u003Cp>c. Payment of reasonable boarding, lodging and other out-of-pocket expenses\nshall be made to any employee who is required in the course of his\u002Fher duties\nto spend the night outside the country. Such employee shall submit relevant\nreceipts where applicable for reimbursement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13 - ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Leave entitlements shall be as follows- \u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">LEAVE DAYS\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 year and up to 5 years service \u003C\u002Ftd>\n      \u003Ctd>21\u003C\u002Ftd>\n      \u003Ctd rowspan=\"4\">All categories of workers shall enjoy 5 days commutation\n        when leave is due.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Above 5 years service but below 10 years\u003C\u002Ftd>\n      \u003Ctd>26\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Above 10 years service but below 15 years\u003C\u002Ftd>\n      \u003Ctd>30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Above 15 years\u003C\u002Ftd>\n      \u003Ctd>31\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\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>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14 - COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Compassionate leave with pay will be granted to employees in special\ncircumstances if the Employer is satisfied that there is a bona fide case. The\nperiod of such leave will be determined by the circumstances of such case.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 15 - TRANSFERS\u003C\u002Fh2>\n\n\u003Cp>The Employer may transfer an employee in the interest of the business:-\u003C\u002Fp>\n\n\u003Cp>a. If the transfer is not expected to exceed three months, the employee will\nbe paid an out-of-station allowance as specified in Article 12(a).\u003C\u002Fp>\n\n\u003Cp>b. When transfer is expected to last more than three months the Employer\nwill pay for the cost of transport of the employee, his wife and children under\n18 years (if applicable) a servant and their personal effects.\u003C\u002Fp>\n\n\u003Cp>c. When an employee is permanently transferred for a period exceeding three\nmonths. The Employer will pay him a disturbance allowance ofGHc 1.2O plus 30\ndays out-of-station allowance as specified in Article 12 above.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16 - TRAINING WITHIN INDUSTRY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>a. The Employer undertakes to provide suitable means for the training of an\nemployee including apprentices, where such means will enable the employee\u003C\u002Fp>\n\n\u003Cp>to secure competency in the performance of his duties and fit him for\npromotion within the Company. Where an employee is required by the Employer to\ntake a course at a recognized educational establishment which requires\ntime-off, the Employer will undertake to bear the cost of such course. Due note\nwill also be taken of any employee’s request to attend such a course which\nwould render the applicant more competent in the performance of his duties\nwithin the organization.\u003C\u002Fp>\n\n\u003Cp>b. Any employee required to undertake training leading to a higher\nappointment in the Company will be acquainted with- the period of training and\nthe grade to which he will be promoted on successful completion of his\ntraining.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 17 - LEAVE OF ABSENCE FOR UNION ACTIVITIES\u003C\u002Fh2>\n\n\u003Cp>Any employee elected to office in or as a delegate to any labour activity\nnecessitating a leave of absence shall be granted leave with pay. Written\nnotice for such leave stating the length of leave required shall be given to\nthe Employer as far in advance as possible but not less than three days prior\nto the day such leave is to become effective. The length and frequency of such\nleave will be based on the merit of individual case.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 18 - MEDICAL FACILITIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>i. The Employer will provide or defray the cost of medical attention\n(including all prescribed drugs) for his employees at a registered medical\nestablishment to be specified by the Employer. This medical attention will\nexclude the following:-\u003C\u002Fp>\n\n\u003Cp>a. Provision of artificial teeth, spectacles, hearing aids and artificial\nlimbs.\u003C\u002Fp>\n\n\u003Cp>b. Maternity, obstetrical and gynaecological treatment.\u003C\u002Fp>\n\n\u003Cp>c. Surgical operations (cost of drugs prescribed for the above will be\ndefrayed by the Employer).\u003C\u002Fp>\n\n\u003Cp>d. Accidents covered by Third Party or Employer’s Liability Insurance,\u003C\u002Fp>\n\n\u003Cp>e. Treatment necessitated by negligence of the employee concerned.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>ii. In addition, the employer shall register all employees\u002F their dependants\nwith the National Health Insurance Scheme (NHIS).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cp>iii. The Employer shall provide free medical treatment to the employee’s\nfamily to the limit of one spouse registered with the Employer and four (4)\nchildren unmarried and unemployed up to the age of 18 years at any Government\nHospital or Clinic but the cost of such treatment shall not be more than GHc\n3OO.OO (Three Hundred Ghana Cedis) per annum. Provided that in case of\nemergency treatment may be received at the nearest hospital or Clinic whether\nGovernment or private.\u003C\u002Fp>\n\n\u003Cp>iv. The provision excludes the husband but includes medical facility for\nfour (4) children of female employee below the ages of 18 years whose cost of\ntreatment shall not be more than GHc 3OO.OO (Three Hundred Ghana Cedis) and\nexceptions stated in sub-paragraph I (iii) and (iv).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>v. Children include employee’s children with other women.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 19 - SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>a. Any employee who is absent from work due to sickness and who is certified\nas unfit to work by a Doctor specified by the Employer, shall be granted sick\nleave for the period of the certificate on the following basis:-\u003C\u002Fp>\n\n\u003Cp>Employees with 1 year service and above : First 6 months full pay BUT Next 6\nmonths half pay\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b. However, any employee found working for pay whilst on sick leave will be\nsubject to summary dismissal.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20 - MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>a. Where a pregnant female employee of the Company produces certificate from\na registered midwife or medical practitioner indicating her confinement, she\nwill be entitled to maternity leave of 12 weeks either before and\u002For after\ndelivery and shall receive 100% pay for the period she is on such leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>b. The granting of maternity leave shall not debar any employee from\nreceiving sick leave in accordance with Article 19 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>c. Any pregnant female employee wishing to leave work during the period of\npregnancy may do so without loss of seniority.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>d. On return to duty any nursing mother will be granted one hour off duty\nper day for the purpose of nursing her child up to the time the child is 12\nmonths old.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 21 - INDUSTRIAL ACCIDENTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>The first part of any absence due to injury at work will be counted against\nentitlements to sick leave. Thereafter the Workmen’s Compensation Law will\napply. The Company will, however, supplement the sick leave benefit to give the\nemployee full pay for the first month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 22 - DISCIPLINE DISCIPLINE:\u003C\u002Fh2>\n\n\u003Cp>Any act of misconduct or negligence on the part of an employee is an offence\nwhich may render him liable to disciplinary action:\u003C\u002Fp>\n\n\u003Cp>a) Disciplinary Action for Major Offence\u003C\u002Fp>\n\n\u003Cp>Where the conduct of an employee is proven to be unsatisfactory or where an\nemployee is found guilty of any of the offences listed for the purpose of the\nAgreement as major offences, the employee shall be disciplined with appropriate\npenalty.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>b) Major Offences\u003C\u002Fp>\n\n\u003Cp>The following shall be considered as major offences:\u003C\u002Fp>\n\n\u003Cp>i. Falsification of record.\u003C\u002Fp>\n\n\u003Cp>ii Stealing of Company’s or other employee’s property.\u003C\u002Fp>\n\n\u003Cp>iii Divulging of official secrets to an unauthorized person\u003C\u002Fp>\n\n\u003Cp>iv. Coercion, intimidation, threatening of fellow employee or use of\ninsulting language towards another employee.\u003C\u002Fp>\n\n\u003Cp>v. Willful damage to Company’s or other employee’s property,\u003C\u002Fp>\n\n\u003Cp>vi Fraud\u003C\u002Fp>\n\n\u003Cp>vii Unauthorised employee driving or attempting to drive the Company’s\nvehicle or operating \u002F attempting to operate the Company’s equipment.\u003C\u002Fp>\n\n\u003Cp>viii. Vacation of post\u003C\u002Fp>\n\n\u003Cp>ix. Smoking in prohibited area\u003C\u002Fp>\n\n\u003Cp>x Inciting actions militating against company’s operations.\u003C\u002Fp>\n\n\u003Cp>xi. Malicious spreading of false and detrimental report.\u003C\u002Fp>\n\n\u003Cp>xii Falsifying testimony when an incident is being investigated;\u003C\u002Fp>\n\n\u003Cp>xiii Engaging in any private business that will conflict on objective of the\nCompany.\u003C\u002Fp>\n\n\u003Cp>xiv Gross insubordination or gross dereliction of duty or willful\ndisobedience of lawful order.\u003C\u002Fp>\n\n\u003Cp>xv Conviction or felony or other criminal offence.\u003C\u002Fp>\n\n\u003Cp>xvi Immoral conduct or indecency on Company premises.\u003C\u002Fp>\n\n\u003Cp>xvii Physical assault or fighting on Company premises.\u003C\u002Fp>\n\n\u003Cp>xviii One who is under the influence of alcohol in Company premises at any\ntime.\u003C\u002Fp>\n\n\u003Cp>xix Employee having absconded after reporting for duty.\u003C\u002Fp>\n\n\u003Cp>c) Penalties for Major Offences:\u003C\u002Fp>\n\n\u003Cp>i. Summary dismissal\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Minor Offences\u003C\u002Fp>\n\n\u003Cp>i. Willful, deliberate or continued violation of safety practices or\nrules.\u003C\u002Fp>\n\n\u003Cp>ii.. Disorderly conduct on company’s premises\u003C\u002Fp>\n\n\u003Cp>iii Gambling on company’s premises;\u003C\u002Fp>\n\n\u003Cp>iv Found of loitering around or being on the premises of the company without\nprior permission when not on duty.\u003C\u002Fp>\n\n\u003Cp>v Absenteeism\u003C\u002Fp>\n\n\u003Cp>vi Failure to comply with reasonable instructions of a senior officer.\u003C\u002Fp>\n\n\u003Cp>vii Lateness to duty.\u003C\u002Fp>\n\n\u003Cp>viii Sleeping on duty.\u003C\u002Fp>\n\n\u003Cp>e) Penalty For Minor Offences:\u003C\u002Fp>\n\n\u003Cp>i Verbal warning\u003C\u002Fp>\n\n\u003Cp>ii Where an employee commits an offence which does not amount to serious\nmisconduct such employee will be warned in writing.\u003C\u002Fp>\n\n\u003Cp>iii If after three such warnings, a fourth offence is committed by the\nemployee, his\u002Fher services shall be terminated. Copies of warning letters shall\nbe sent to the Union.\u003C\u002Fp>\n\n\u003Cp>iv. Warnings shall cease to have effect after twelve months from the date of\nwarning. However, persistent offenders will be treated in accordance with their\nprevious records.\u003C\u002Fp>\n\n\u003Cp>v. Any employee terminated, no matter the number of years’ service shall\nreceive one month’s salary for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>vi Suspension from duty without pay for a period not exceeding five\nconsecutive days.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23 - REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>a. When the Company intends to declare any number of employees redundant,\nthe Company shall notify the Union by giving a minimum of three (3) months\nnotice in accordance with Section 65 of the Labour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cp>b. It is understood that, any limitations to an employee’s abilities,\nskills and knowledge to perform his\u002Fher duties due to an industrial injury\nand\u002For disease arising out of, connected with or occurring in the course of\nemployment, shall NOT be used as a basis for declaring an employee\nredundant.\u003C\u002Fp>\n\n\u003Cp>Therefore, the criteria for determining employees to be declared redundant\nshall be based on merit, potential skill, physical and mental ability to assume\nother jobs and\u002For responsibilities, and good conduct. All things being equal,\nthe principle of “first in last out” shall be the determining factor.\u003C\u002Fp>\n\n\u003Cp>c. However, in the event that the Company wishes to retain the services of\nan employee with less years of service because of merit, ability or skill, the\nUnion will be informed accordingly\u003C\u002Fp>\n\n\u003Cp>d. When subsequent employment arises within six (6) months after a\nredundancy exercise, employees declared redundant will be given first\npreference for re-employment. It is understood that, a re-hired redundant\nemployee shall be considered as a new employee\u003C\u002Fp>\n\n\u003Cp>e. Employees to be declared redundant shall be given one (1) month’s\nnotice or paid in lieu of notice.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>f. A redundancy package shall be negotiated between the Company and the\nUnion at the time of carrying out the exercise in accordance with the\nprovisions under Section 65 Sub-Section 4 of the Labour Act, 2003 (Act 651).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 24 - WORKING TOOLS\u003C\u002Fh2>\n\n\u003Cp>The Employer shall provide all tools needed for official transaction.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 25 -END-OF-SERVICE BENEFITS\u003C\u002Fh2>\n\n\u003Cp>The Company shall institute an End-of-Service Benefit as set out in the\nSchedule below;\u003C\u002Fp>\n\n\u003Cp>SCHEDULE OF END-OF-SERVICE BENEFITS\u003C\u002Fp>\n\n\u003Cp>Reason for Leaving the Service of the CompanyBENEFITS\u003C\u002Fp>\n\n\u003Cp>I). ILL-HEALTH, AND DEATH\u003C\u002Fp>\n\n\u003Cp>i.Below 5 years service : 2 months salary for each completed year of\nservice\u003C\u002Fp>\n\n\u003Cp>ii.Year 5 to below 9 yrs : 2.5 months salary for each completed year of\nservice\u003C\u002Fp>\n\n\u003Cp>iii.Year 9 to below 12 years : 3 months salary for each completed year of\nservice\u003C\u002Fp>\n\n\u003Cp>iv.Year 12 to below 15 yrs.: 3.5 months salary for each completed year of\nservice\u003C\u002Fp>\n\n\u003Cp>II). RETIREMENT: Compulsory (60 vears Men\u002F Women')\u003C\u002Fp>\n\n\u003Cp>i. Up to 5 Years service : 1.5 months salary for each completed year of\nservice\u003C\u002Fp>\n\n\u003Cp>ii. Above 5 years but below : 2 months salary for each completed 10 years .\nyear of service\u003C\u002Fp>\n\n\u003Cp>iii. Above l0yrs but below : 2.5 months salary for each 15 years completed\nyear of service\u003C\u002Fp>\n\n\u003Cp>iv.Above 15 years : 3 months salary for each completed year of service\u003C\u002Fp>\n\n\u003Cp>III) RESIGNATION\u003C\u002Fp>\n\n\u003Cp>Above 10 years but below 15 years\u003C\u002Fp>\n\n\u003Cp>Above 15 years service2 months salary for each completed year of service 2.5\nmonths salary for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>IV) TERMINATION\u003C\u002Fp>\n\n\u003Cp>1 month’s salary for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26 - FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>a. In the event of the death of a confirmed employee the Employer shall make\navailable to the family of the deceased the following items:-\u003C\u002Fp>\n\n\u003Cp>i. A Coffin\u003C\u002Fp>\n\n\u003Cp>ii. Two (2) Bottles Schnapps\u003C\u002Fp>\n\n\u003Cp>iii. Three (3) Cartons Beer\u003C\u002Fp>\n\n\u003Cp>iv. Three (3) Crates of Soft Drinks (Minerals)\u003C\u002Fp>\n\n\u003Cp>v. Cash donation of GHc 45O.OO\u003C\u002Fp>\n\n\u003Cp>b.- When an employee loses any of the following relatives, he shall be given\nthe amount indicated below to meet some of the expenses.\u003C\u002Fp>\n\n\u003Cp>i. Spouse\u002Fchild - GHc 4OO.OO\u003C\u002Fp>\n\n\u003Cp>ii. Father\u002Fmother - GHc 3OO.OO to the employee concerned.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 27 - ANNUAL BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Annual bonus shall be paid to all employees who have completed eight (8)\nmonths service. The percentage of such bonus shall reflect the result of the\nyear but shall be determined by the Employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 28 - INCENTIVE BONUS\u003C\u002Fh2>\n\n\u003Cp>In an endeavour to raise productivity, the Employer shall institute an\nincentive bonus to cover any class of employee where applicable. This will take\nthe form of cash payment for higher output.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 29 - SHOP STEWARD\u003C\u002Fh2>\n\n\u003Cp>The parties to this agreement recognize the existence of the Shop Steward or\nUnion Agent as the official representative of the Union. The Shop Steward shall\nconsult or be consulted by Management on all grievances or disciplinary\nmeasures against employees with a view to resolving the difficulties at that\nlevel and avoid them taking on a greater importance. The Shop Steward shall\nintercede in the matters affecting the well being of the employees and the\nEmployer during normal working hours provided that permission has been sought\nfrom the head of his\u002Fher section or department.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 30 - GRIEVANCE PROCEDURES\u003C\u002Fh2>\n\n\u003Cp>Step 1: In the event of any grievance, the employee should as a first step\ntake the matter up with his\u002Fher immediate Supervisor\u002FForeman or Sectional Head.\nIf it does not obtain satisfaction, he\u002Fshe may ask for his\u002Fher Shop\nSteward\u002FLocal Secretary to present his\u002Fher case.\u003C\u002Fp>\n\n\u003Cp>Step 2: If the matter remains unresolved, the Shop Steward\u002FLocal Secretary\nwill take the matter up with the Sectional Head. If no progress is made at this\nstage, the Local Union Secretary will take the matter up with the Human\nResource Manager.\u003C\u002Fp>\n\n\u003Cp>Step 3: If the matter remains unresolved, the Local Secretary will inform\nthe Regional Industrial Relations Officer of the Union who will arrange to meet\nwith Management and endeavour to settle the issue.\u003C\u002Fp>\n\n\u003Cp>Step 4: If after Step 3 above the matter still remains unresolved, the Union\nwill summon the Standing Negotiating Committee to meet and endeavour to reach\nan agreement. If the Committee fails to resolve the matter, either party will\nproceed constitutionally by reporting the dispute to the National Labour\nCommission in accordance with Section 154 of the Labour Act 2003 (Act 651)\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 31 - ABSENCE DURING WORKING HOURS\u003C\u002Fh2>\n\n\u003Cp>Any employee wishing to leave his\u002Fher place of work or employment will first\nseek permission from his\u002Fher Departmental Manager. Any employee who leaves\nhis\u002Fher place of work without permission will be committing an offence and a\nwarning letter shall be issued to him and recorded on his\u002Fher history sheet.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 32 - ABSENCE FROM WORK\u003C\u002Fh2>\n\n\u003Cp>a. A salaried employee who absents himself from work without permission\nshall report immediately on resumption of duty and unless satisfactory\nexplanation is given, he shall be warned in writing.\u003C\u002Fp>\n\n\u003Cp>b. If a daily rated employee is absent without satisfactory explanation\nhe\u002Fshe shall lose pay for such absence, and his\u002Fher wages will be calculated in\naccordance with Section 76 of the Labour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cp>c. Any employee who absents himself\u002Fherself from work for five (5)\nconsecutive working days without information will be regarded as having vacated\nhis post.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 33 - UNIFORM\u002FPROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cp>The Employer shall provide uniform or protective clothing to categories of\nemployees whose duties require the use of such uniforms or protective\nclothing.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 34 - LEAVING THE SERVICE OF THE COMPANY\u003C\u002Fh2>\n\n\u003Cp>a. If the Company terminates the services of an employee other than summary\ndismissal, the Company shall give one month’s notice or pay to the employee a\nsum equal to the amount of remuneration which would have accrued to him during\nthe period of notice.\u003C\u002Fp>\n\n\u003Cp>b. Similarly, an employee wishing to resign from the Company shall give one\n(1) month’s notice or pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>c. Notice of resignation or termination of appointment shall be in\nwriting.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 35 - NOMINATION OF BENEFICIARY\u003C\u002Fh2>\n\n\u003Cp>Every employee will give to the Employer at the time of the engagement the\nname and address of the nominee which he wishes to receive any entitlements due\nfrom the Employer to the estate in the event of his death. This can be revoked,\nrenewed or reviewed at the discretion of the employee. In the event of death of\nthe employee, the Employer shall give to the beneficiary last nominated by the\ndeceased employee any benefit\u002Fright that may have accrued to the deceased\nprovided the said beneficiary produces a certified true copy of “Probate”\nor “Letters of Administration” in respect thereof.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 36 - CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>On resignation or retirement of an employee, a Certificate of Service will\nbe provided by the Employer.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 37 - NIGHT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>Employees required to work on night shift, that is, between the hours of\n10.00 p.m. and\u003C\u002Fp>\n\n\u003Cp>6.00 a.m. shall be paid a night allowance of 30% of the daily wage per\nday.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 38 - UNION NOTICE BOARD\u003C\u002Fh2>\n\n\u003Cp>The Employer agrees to provide a notice board placed conspicuously on his\npremises for the use of the Union. The Employer will endeavour to provide\noffice accommodation for the use of the Union.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 39 - REPATRIATION\u003C\u002Fh2>\n\n\u003Cp>The Employer will repatriate to his\u002Fher original place of recruitment any\nemployee who leaves the services of the Employer or whose services are\nterminated at a time when he is serving at a station other than his original\nplace of recruitment.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 40 - CALL-IN ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>Any employee who is called in from home to work outside his\u002Fher normal shift\nshall be entitled to a call-in allowance of GHc 5.OO.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 41 - INDIVIDUAL CONTRACTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>No employee covered by this Agreement shall be compelled or permitted to\nenter into a Contract or agreement with the Employer which will change alter or\ncontravene the conditions of employment or terms of employment or conditions of\nlabour as specified in this Agreement. It is agreed that the employer reserves\nthe right to bond certain job classifications and that this shall be done in\nconsultation with the Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 42 - LEGAL ASSISTANCE FOR COMPANY DRIVERS\u003C\u002Fh2>\n\n\u003Cp>In the event of criminal proceedings being taken against a Company Driver\ninvolved in an accident while driving a company vehicle in the course of his\nduties, the Company may provide legal Counsel for his defense depending upon\nthe nature of the offence.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 43 - LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>The Employer undertakes to institute Long Service Award for employees who\nworked with the Company for a period of:\u003C\u002Fp>\n\n\u003Cp>10 years’service:........Cash of GHc 25O.OO plus Framed Certificate\u003C\u002Fp>\n\n\u003Cp>15“ “:“ “ .....................GHc 3OO.OO plus Framed Certificate\u003C\u002Fp>\n\n\u003Cp>20 “ “:“ “ ....................GHc 350.00 plus Framed Certificate\u003C\u002Fp>\n\n\u003Cp>25 “ “:“ “ ...................GHc 4OO.OO plus Framed Certificate\u003C\u002Fp>\n\n\u003Cp>30 “ “:“ “ ..................GHc 45O.OO plus Framed Certificate\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 44 - RESPONSIBILITIES OF PARTIES TO THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>Both parties recognize that this Agreement imposes serious duties and\nresponsibilities on the Union as well as the Employer. Nothing in this\nAgreement shall worsen any individual existing conditions of service.\u003C\u002Fp>\n\n\u003Cp>APPENDIX A'\u003C\u002Fp>\n\n\u003Cp>ARTICLE 10 - SALARY AND WAGES LEVELS 2011\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>OPERATORS\u003C\u002Ftd>\n      \u003Ctd>YEAR 1\u003C\u002Ftd>\n      \u003Ctd>YEAR 2\u003C\u002Ftd>\n      \u003Ctd>YEAR 3\u003C\u002Ftd>\n      \u003Ctd>YEAR 4\u003C\u002Ftd>\n      \u003Ctd>YEAR 5\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>OP.5 SCALE\u003C\u002Ftd>\n      \u003Ctd>1,273.32\n\n        \u003Cp>106.11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,336.99\n\n        \u003Cp>111.42\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,403.84\n\n        \u003Cp>116.99\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,474.03\n\n        \u003Cp>122.84\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,547.73\n\n        \u003Cp>128.98\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>OP.4 SCALE\u003C\u002Ftd>\n      \u003Ctd>1,625.11\n\n        \u003Cp>135.43\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,706.37\n\n        \u003Cp>142.20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,791.69\n\n        \u003Cp>149.31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,881.27\n\n        \u003Cp>156.77\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,975.34\n\n        \u003Cp>164.61\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>OP. 3 SCALE\u003C\u002Ftd>\n      \u003Ctd>2,074.10\n\n        \u003Cp>172.84\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,177.81\n\n        \u003Cp>181.48\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,286.70\n\n        \u003Cp>190.56\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,401.03\n\n        \u003Cp>200.09\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,521.09\n\n        \u003Cp>210.09\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>OP.2 SCALE\u003C\u002Ftd>\n      \u003Ctd>2,647.14\n\n        \u003Cp>220.60\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,779.50\n\n        \u003Cp>231.62\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,918.47\n\n        \u003Cp>243.21\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,064.40\n\n        \u003Cp>255.37\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,217.62\n\n        \u003Cp>268.13\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>OP.l SCALE\u003C\u002Ftd>\n      \u003Ctd>3,378.50\n\n        \u003Cp>281.54\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,547.42\n\n        \u003Cp>295.62\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,724.79\n\n        \u003Cp>310.40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,911.03\n\n        \u003Cp>325.92\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4,106.58\n\n        \u003Cp>342.22\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>SUPERVISORS\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>SP.5 SCALE\u003C\u002Ftd>\n      \u003Ctd>2,273.88\n\n        \u003Cp>189.49\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,387.57\n\n        \u003Cp>198.96\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,506.95\n\n        \u003Cp> 208.91\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,632.30\n\n        \u003Cp>219.36\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,763.92\n\n        \u003Cp>230.33\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SP.4 SCALE\u003C\u002Ftd>\n      \u003Ctd>2,902.11\n\n        \u003Cp>241.84\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,047.22\n\n        \u003Cp>253.93\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,199.58\n\n        \u003Cp>266.63\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,359.56\n\n        \u003Cp>279.96\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,527.53\n\n        \u003Cp>293.96\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SP.3 SCALE\u003C\u002Ftd>\n      \u003Ctd>3,703.91\n\n        \u003Cp>308.66\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,889.11\n\n        \u003Cp>324.09\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4,083.56\n\n        \u003Cp>340.30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4,287.74\n\n        \u003Cp>357.31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4,502.13\n\n        \u003Cp>375.18\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SP.2 SCALE\u003C\u002Ftd>\n      \u003Ctd>4,727.23\n\n        \u003Cp>393.94\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4,963.59\n\n        \u003Cp>413.63\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5,211.77\n\n        \u003Cp>434.31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5,472.36\n\n        \u003Cp>456.03\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5,745.98\n\n        \u003Cp>478.83\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SP.l SCALE\u003C\u002Ftd>\n      \u003Ctd>6,033.28\n\n        \u003Cp>502.77\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>6,334.94\n\n        \u003Cp>527.91\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>6,651.69\n\n        \u003Cp>554.31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>6,984.28\n\n        \u003Cp>582.02\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>7,333.49\n\n        \u003Cp>611.12\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TECHNICIANS\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>JP.5 SCALE\u003C\u002Ftd>\n      \u003Ctd>1,646.28\n\n        \u003Cp>137.19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,728.59\n\n        \u003Cp>144.05\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,815.02\n\n        \u003Cp>151.25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,905.77\n\n        \u003Cp>158.81\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,001.06\n\n        \u003Cp>166.76\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>JP.4 SCALE\u003C\u002Ftd>\n      \u003Ctd>2,101.12\n\n        \u003Cp>175.09\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,206.17\n\n        \u003Cp>183.85\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,316.48\n\n        \u003Cp>193.04\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,432.31\n\n        \u003Cp>202.69\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,553.92\n\n        \u003Cp>212.83\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>JP.3 SCALE\u003C\u002Ftd>\n      \u003Ctd>2,681.62\n\n        \u003Cp>223.47\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,815.70\n\n        \u003Cp>234.64\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2,956.48\n\n        \u003Cp>246.37\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,104.31\n\n        \u003Cp>258.69\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,259.52\n\n        \u003Cp>271.63\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>JP.2 SCALE\u003C\u002Ftd>\n      \u003Ctd>3,422.50\n\n        \u003Cp>285.21\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,593.62\n\n        \u003Cp>299.47\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,773.30\n\n        \u003Cp>314.44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,961.97\n\n        \u003Cp>330.16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4,160.07\n\n        \u003Cp>346.67\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>JP.l SCALE\u003C\u002Ftd>\n      \u003Ctd>4,368.07\n\n        \u003Cp>364.01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4,586.47\n\n        \u003Cp>382.21\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4,815.80\n\n        \u003Cp>401.32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5,056.59\n\n        \u003Cp>421.38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5,309.42\n\n        \u003Cp>442.45\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of the QUALIPLAST LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MR. FARES AKL \u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of INDUSTRIAL & COMMERCIAL WORKERS’ UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER \u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL & COMMERCIAL WORKERS UNION (ICU)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>S.N.C. CHAIRMAN\u003C\u002Fp>\n\n\u003Cp>(MR. PHILIP AHETO) \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the presence of -\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(MR. RICHARD N. A. COFIE) \u003C\u002Fp>\n\n\u003Cp>FINANCIAL CONTROLLER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(MR. FRED OHENE OMANE)\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCE MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(MR. MOSES HIAMEKPOR) \u003C\u002Fp>\n\n\u003Cp>LOCAL UNION SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(MR. ALBERT OSAE ADDY) \u003C\u002Fp>\n\n\u003Cp>LOCAL UNION 1ST TRUSTEE \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"disabilitypay":44,"hourspday_select":48,"paidmaternityleavepayperc":52,"maternitydifferenttrigger":56,"contracttrialperiod":60,"overtimeallowanceperc1_general":64,"maternity_nursing_breaks_length":68,"ONCERISE_trigger":72,"maternity_nursing_breaks_duration":76,"dayspweek":78,"hourspweek_select":82,"childcare":86,"shiftallowanceperc1":90,"equalityotherclause":94,"nursingmothers":98,"hourspday":100,"funeralpay":102,"trainingfund":106,"paidmaternityleaveduration":110,"maternityotherclause":112,"maxsicknesspayperc":116,"OVERTIME_trigger":120,"nursingdifferenttrigger":122,"holidaysdays":124,"SENIOR_trigger":128,"nursingexcludedtrigger":132,"healthcareaccess":134,"healthinsurance":138,"SUNDAY_trigger":142,"trainingprogrammes":146,"WAGES_determined":148,"healthcareaccessrelatives":152,"overtimeallowanceperc1":155,"hourspweek":157,"contracttrial":159,"sicknesspay":161,"sundayallowanceperc1":163,"dayspweek_select":165,"healthinsurancerelatives":167,"paidmaternityleaveall":169,"SCHEDULE_trigger":171,"overtimeallowancetype_general":173,"schedulesrestpw":175,"sicknessmaxdaysnr":177,"NOCTPREM_trigger":179,"maternityexcludedtrigger":181,"violence":183,"contractseverancepay1":187,"paidmaternityleavepay":191,"sicknessmaxdays":193,"paidmaternityleave":195,"contractseverancepay":197,"PAIDLEAV_trigger":199,"CONSIGN_trigger":201},{"bindId":45,"name":46,"text":47},"disabilitypay","The first part of any absence due to inj","The first part of any absence due to injury at work will be counted against\nentitlements to sick leave. Thereafter the Workmen’s Compensation Law will\napply. The Company will, however, supplement the sick leave benefit to give the\nemployee full pay for the first month.",{"bindId":49,"name":50,"text":51},"hourspday_select","c. In ail cases, the hours of work will ","c. In ail cases, the hours of work will be regulated by the employer in\naccordance with the exigencies of work provided that the total number of hours\nfor basic pay shall not exceed the Eight (8) hours per day or 40 hours per\nweek",{"bindId":53,"name":54,"text":55},"paidmaternityleavepayperc","a. Where a pregnant female employee of t","a. Where a pregnant female employee of the Company produces certificate from\na registered midwife or medical practitioner indicating her confinement, she\nwill be entitled to maternity leave of 12 weeks either before and\u002For after\ndelivery and shall receive 100% pay for the period she is on such leave.",{"bindId":57,"name":58,"text":59},"maternitydifferenttrigger","This Agreement will apply to all employe","This Agreement will apply to all employees included in Appendix “A” who\nare in the employment of the Employer on the date of signing and will equally\napply to employees who are engaged by the Employer while this Agreement is in\nforce.",{"bindId":61,"name":62,"text":63},"contracttrialperiod","b. Any employee engaged and who in the o","b. Any employee engaged and who in the opinion of the Employer should serve\nprobation, shall undergo a probationary period of three months and when he has\ngiven satisfaction, his appointment shall be confirmed in writing.",{"bindId":65,"name":66,"text":67},"overtimeallowanceperc1_general","d. Any Employee who at the request of hi","d. Any Employee who at the request of his Employer works overtime either\nafter having completed a normal day’s work or on his normal rest day or days\nshall be entitled to overtime pay at the following rates:-\n\ni) Any hour(s) in excess of 8 hours per Shift -\n................................................................................................Time\nand a half",{"bindId":69,"name":70,"text":71},"maternity_nursing_breaks_length","d. On return to duty any nursing mother ","d. On return to duty any nursing mother will be granted one hour off duty\nper day for the purpose of nursing her child up to the time the child is 12\nmonths old.",{"bindId":73,"name":74,"text":75},"ONCERISE_trigger","Annual bonus shall be paid to all employ","Annual bonus shall be paid to all employees who have completed eight (8)\nmonths service. The percentage of such bonus shall reflect the result of the\nyear but shall be determined by the Employer.",{"bindId":77,"name":70,"text":71},"maternity_nursing_breaks_duration",{"bindId":79,"name":80,"text":81},"dayspweek","a. The working week will consist of five","a. The working week will consist of five (5) days.",{"bindId":83,"name":84,"text":85},"hourspweek_select","b. The standard working hours for basic ","b. The standard working hours for basic pay shall be forty (40) hours per\nweek.",{"bindId":87,"name":88,"text":89},"childcare","Compassionate leave with pay will be gra","Compassionate leave with pay will be granted to employees in special\ncircumstances if the Employer is satisfied that there is a bona fide case. The\nperiod of such leave will be determined by the circumstances of such case.",{"bindId":91,"name":92,"text":93},"shiftallowanceperc1","Employees required to work on night shif","Employees required to work on night shift, that is, between the hours of\n10.00 p.m. and\n\n6.00 a.m. shall be paid a night allowance of 30% of the daily wage per\nday.",{"bindId":95,"name":96,"text":97},"equalityotherclause","iii. The Employer shall provide free med","iii. The Employer shall provide free medical treatment to the employee’s\nfamily to the limit of one spouse registered with the Employer and four (4)\nchildren unmarried and unemployed up to the age of 18 years at any Government\nHospital or Clinic but the cost of such treatment shall not be more than GHc\n3OO.OO (Three Hundred Ghana Cedis) per annum. Provided that in case of\nemergency treatment may be received at the nearest hospital or Clinic whether\nGovernment or private.\n\niv. The provision excludes the husband but includes medical facility for\nfour (4) children of female employee below the ages of 18 years whose cost of\ntreatment shall not be more than GHc 3OO.OO (Three Hundred Ghana Cedis) and\nexceptions stated in sub-paragraph I (iii) and (iv).",{"bindId":99,"name":70,"text":71},"nursingmothers",{"bindId":101,"name":50,"text":51},"hourspday",{"bindId":103,"name":104,"text":105},"funeralpay","a. In the event of the death of a confir","a. In the event of the death of a confirmed employee the Employer shall make\navailable to the family of the deceased the following items:-\n\ni. A Coffin\n\nii. Two (2) Bottles Schnapps\n\niii. Three (3) Cartons Beer\n\niv. Three (3) Crates of Soft Drinks (Minerals)\n\nv. Cash donation of GHc 45O.OO\n\nb.- When an employee loses any of the following relatives, he shall be given\nthe amount indicated below to meet some of the expenses.\n\ni. Spouse\u002Fchild - GHc 4OO.OO\n\nii. Father\u002Fmother - GHc 3OO.OO to the employee concerned.",{"bindId":107,"name":108,"text":109},"trainingfund","a. The Employer undertakes to provide su","a. The Employer undertakes to provide suitable means for the training of an\nemployee including apprentices, where such means will enable the employee\n\nto secure competency in the performance of his duties and fit him for\npromotion within the Company. Where an employee is required by the Employer to\ntake a course at a recognized educational establishment which requires\ntime-off, the Employer will undertake to bear the cost of such course. Due note\nwill also be taken of any employee’s request to attend such a course which\nwould render the applicant more competent in the performance of his duties\nwithin the organization.\n\nb. Any employee required to undertake training leading to a higher\nappointment in the Company will be acquainted with- the period of training and\nthe grade to which he will be promoted on successful completion of his\ntraining.",{"bindId":111,"name":54,"text":55},"paidmaternityleaveduration",{"bindId":113,"name":114,"text":115},"maternityotherclause","b. The granting of maternity leave shall","b. The granting of maternity leave shall not debar any employee from\nreceiving sick leave in accordance with Article 19 of this Agreement.\n\nc. Any pregnant female employee wishing to leave work during the period of\npregnancy may do so without loss of seniority.",{"bindId":117,"name":118,"text":119},"maxsicknesspayperc","a. Any employee who is absent from work ","a. Any employee who is absent from work due to sickness and who is certified\nas unfit to work by a Doctor specified by the Employer, shall be granted sick\nleave for the period of the certificate on the following basis:-\n\nEmployees with 1 year service and above : First 6 months full pay BUT Next 6\nmonths half pay",{"bindId":121,"name":66,"text":67},"OVERTIME_trigger",{"bindId":123,"name":58,"text":59},"nursingdifferenttrigger",{"bindId":125,"name":126,"text":127},"holidaysdays","Leave entitlements shall be as follows- ","Leave entitlements shall be as follows- \n\n\n  \n  \n  \n  \n  \n    \n      \n      LEAVE DAYS\n    \n    \n      1 year and up to 5 years service \n      21\n      All categories of workers shall enjoy 5 days commutation\n        when leave is due.\n    \n    \n      Above 5 years service but below 10 years\n      26\n    \n    \n      Above 10 years service but below 15 years\n      30\n    \n    \n      Above 15 years\n      31",{"bindId":129,"name":130,"text":131},"SENIOR_trigger","The Employer undertakes to institute Lon","The Employer undertakes to institute Long Service Award for employees who\nworked with the Company for a period of:\n\n10 years’service:........Cash of GHc 25O.OO plus Framed Certificate\n\n15“ “:“ “ .....................GHc 3OO.OO plus Framed Certificate\n\n20 “ “:“ “ ....................GHc 350.00 plus Framed Certificate\n\n25 “ “:“ “ ...................GHc 4OO.OO plus Framed Certificate\n\n30 “ “:“ “ ..................GHc 45O.OO plus Framed Certificate",{"bindId":133,"name":58,"text":59},"nursingexcludedtrigger",{"bindId":135,"name":136,"text":137},"healthcareaccess","i. The Employer will provide or defray t","i. The Employer will provide or defray the cost of medical attention\n(including all prescribed drugs) for his employees at a registered medical\nestablishment to be specified by the Employer. This medical attention will\nexclude the following:-\n\na. Provision of artificial teeth, spectacles, hearing aids and artificial\nlimbs.\n\nb. Maternity, obstetrical and gynaecological treatment.\n\nc. Surgical operations (cost of drugs prescribed for the above will be\ndefrayed by the Employer).\n\nd. Accidents covered by Third Party or Employer’s Liability Insurance,\n\ne. Treatment necessitated by negligence of the employee concerned.",{"bindId":139,"name":140,"text":141},"healthinsurance","ii. In addition, the employer shall regi","ii. In addition, the employer shall register all employees\u002F their dependants\nwith the National Health Insurance Scheme (NHIS).",{"bindId":143,"name":144,"text":145},"SUNDAY_trigger","iii) Employees working on the second res","iii) Employees working on the second rest day(s) or public\nholiday-........................................................... Double\ntime",{"bindId":147,"name":108,"text":109},"trainingprogrammes",{"bindId":149,"name":150,"text":151},"WAGES_determined","No employee covered by this Agreement sh","No employee covered by this Agreement shall be compelled or permitted to\nenter into a Contract or agreement with the Employer which will change alter or\ncontravene the conditions of employment or terms of employment or conditions of\nlabour as specified in this Agreement. It is agreed that the employer reserves\nthe right to bond certain job classifications and that this shall be done in\nconsultation with the Union.",{"bindId":153,"name":96,"text":154},"healthcareaccessrelatives","iii. The Employer shall provide free medical treatment to the employee’s\nfamily to the limit of one spouse registered with the Employer and four (4)\nchildren unmarried and unemployed up to the age of 18 years at any Government\nHospital or Clinic but the cost of such treatment shall not be more than GHc\n3OO.OO (Three Hundred Ghana Cedis) per annum. Provided that in case of\nemergency treatment may be received at the nearest hospital or Clinic whether\nGovernment or private.\n\niv. The provision excludes the husband but includes medical facility for\nfour (4) children of female employee below the ages of 18 years whose cost of\ntreatment shall not be more than GHc 3OO.OO (Three Hundred Ghana Cedis) and\nexceptions stated in sub-paragraph I (iii) and (iv).\n\nv. Children include employee’s children with other women.",{"bindId":156,"name":66,"text":67},"overtimeallowanceperc1",{"bindId":158,"name":84,"text":85},"hourspweek",{"bindId":160,"name":62,"text":63},"contracttrial",{"bindId":162,"name":118,"text":119},"sicknesspay",{"bindId":164,"name":144,"text":145},"sundayallowanceperc1",{"bindId":166,"name":80,"text":81},"dayspweek_select",{"bindId":168,"name":140,"text":141},"healthinsurancerelatives",{"bindId":170,"name":54,"text":55},"paidmaternityleaveall",{"bindId":172,"name":80,"text":81},"SCHEDULE_trigger",{"bindId":174,"name":66,"text":67},"overtimeallowancetype_general",{"bindId":176,"name":80,"text":81},"schedulesrestpw",{"bindId":178,"name":118,"text":119},"sicknessmaxdaysnr",{"bindId":180,"name":92,"text":93},"NOCTPREM_trigger",{"bindId":182,"name":58,"text":59},"maternityexcludedtrigger",{"bindId":184,"name":185,"text":186},"violence","b) Major Offences The following shall be","b) Major Offences\n\nThe following shall be considered as major offences:\n\ni. Falsification of record.\n\nii Stealing of Company’s or other employee’s property.\n\niii Divulging of official secrets to an unauthorized person\n\niv. Coercion, intimidation, threatening of fellow employee or use of\ninsulting language towards another employee.\n\nv. Willful damage to Company’s or other employee’s property,\n\nvi Fraud\n\nvii Unauthorised employee driving or attempting to drive the Company’s\nvehicle or operating \u002F attempting to operate the Company’s equipment.\n\nviii. Vacation of post\n\nix. Smoking in prohibited area\n\nx Inciting actions militating against company’s operations.\n\nxi. Malicious spreading of false and detrimental report.\n\nxii Falsifying testimony when an incident is being investigated;\n\nxiii Engaging in any private business that will conflict on objective of the\nCompany.\n\nxiv Gross insubordination or gross dereliction of duty or willful\ndisobedience of lawful order.\n\nxv Conviction or felony or other criminal offence.\n\nxvi Immoral conduct or indecency on Company premises.\n\nxvii Physical assault or fighting on Company premises.\n\nxviii One who is under the influence of alcohol in Company premises at any\ntime.\n\nxix Employee having absconded after reporting for duty.\n\nc) Penalties for Major Offences:\n\ni. Summary dismissal",{"bindId":188,"name":189,"text":190},"contractseverancepay1","f. A redundancy package shall be negotia","f. A redundancy package shall be negotiated between the Company and the\nUnion at the time of carrying out the exercise in accordance with the\nprovisions under Section 65 Sub-Section 4 of the Labour Act, 2003 (Act 651).",{"bindId":192,"name":54,"text":55},"paidmaternityleavepay",{"bindId":194,"name":118,"text":119},"sicknessmaxdays",{"bindId":196,"name":54,"text":55},"paidmaternityleave",{"bindId":198,"name":189,"text":190},"contractseverancepay",{"bindId":200,"name":126,"text":127},"PAIDLEAV_trigger",{"bindId":202,"name":203,"text":204},"CONSIGN_trigger","Any employee who is called in from home ","Any employee who is called in from home to work outside his\u002Fher normal shift\nshall be entitled to a call-in allowance of GHc 5.OO.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Qualiplast Limited - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2012-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2011-04-06\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of rubber and plastic products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Qualiplast Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        ICU - Industrial and Commercial Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → 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): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 365 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 21.0 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: → Christmas Day, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), 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: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → 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 50.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → GHS 250.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[210],{"title":37,"slug":33},[212],{"type":213,"data":214},"call_to_action_body_block",{"title":215,"description":216,"variant":217,"link":218},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":215,"url":219,"description":215,"rel":220,"type":221},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[223],{"type":213,"data":224},{"title":215,"description":216,"variant":217,"link":225},{"title":215,"url":219,"description":215,"rel":220,"type":221},[]]