[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-quality-insurance-company-limited-and-the-industrial-and-commercial-workers-union-icu-of-ghana":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":173,"content_type_view":174,"extra_breadcrumbs":175,"body":177,"body_blocks":188,"related_pages":192},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":171,"translations":172},{"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-quality-insurance-company-limited-and-the-industrial-and-commercial-workers-union-icu-of-ghana","73086240-58f3-11e4-81a3-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-quality-insurance-company-limited-and-the-industrial-and-commercial-workers-union-icu-of-ghana\u002Fcollective-agreement-between-quality-insurance-company-limited-and-the-industrial-and-commercial-workers-union-icu-of-ghana\u002F","Collective Agreement between Quality Insurance Company Limited and the Industrial and Commercial Workers Union (ICU) of Ghana - 2011","GHA Quality Insurance Company Limited - 2011","Ghana - GHA Quality Insurance Company Limited - 2011","GHA Quality Insurance Company Limited - 2011 - Financial services, banking, insurance",{"name":41,"data":42},"quality-road-juniorstaff.html","\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 QUALITY INSURANCE COMPANY LIMITED AND THE\nINDUSTRIAL AND COMMERCIAL WORKERS UNION (ICU) OF GHANA\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>QUALITY INSURANCE COMPANY LIMITED RULES AND CONDITIONS OF SERVICE FOR JUNIOR\nSTAFF\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>QUALITY HOUSE RING-ROAD CENTRAL, ACCRA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>EFFECTIVE 1ST JANUARY 2011 - 31 DECEMBER 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Preamble:\u003C\u002Fp>\n\n\u003Cp>With the aim of establishing satisfactory relations between Quality\nInsurance Company limited herein after referred to as the Employer and\nIndustrial and Commercial Workers Union herein after referred to as the Union\nand in the common desire to promote the interests of both parties as well as\nthe economy of the country, the Employer and the Union have agreed after\nnegotiation to sign and implement the following Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>Scope of Agreement:\u003C\u002Fp>\n\n\u003Cp>The agreement shall become effective from 1st day of January 2011 and will\napply to all employees for whom the Union is empowered to negotiate in the\nemployment of the Company to whom the Agreement applies and who will be in the\nemployment of the Company at the time the Agreement comes into effect.\u003C\u002Fp>\n\n\u003Ch2>Article 1 - Subject Matter\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>The terms and conditions of the employment as contained in the Agreement\nshall apply to all employees who are members of the Union and whose job\nclassification are specified in appendix 'A' which forms part of and is\nattached to this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 2 - Duration\u003C\u002Fh2>\n\n\u003Cp>a) The duration of this Agreement shall be for a period of two years\ncommencing from 1st day of January 2011\u003C\u002Fp>\n\n\u003Cp>b) After twenty-two (22) months from effective date of the Agreement either\nparty may give one calendar month notice in writing of its desire to continue\nthe Agreement for a further period to be agreed upon between the parties at the\ntime or its intention to terminate the Agreement.\u003C\u002Fp>\n\n\u003Ch2>Article 3 - Conditions of engagement\u003C\u002Fh2>\n\n\u003Cp>a) On engagement of any employee who falls within the scope of this\nAgreement he may be furnished by the Employer with a copy of this Agreement\ntogether with any appendices for his retention.\u003C\u002Fp>\n\n\u003Cp>b) The Employer shall give the newly engaged employee a letter of\nappointment stating:-\u003C\u002Fp>\n\n\u003Cp>a. Salary Point\u003C\u002Fp>\n\n\u003Cp>b. Salary Scale\u003C\u002Fp>\n\n\u003Cp>c. Probation Period\u003C\u002Fp>\n\n\u003Cp>d. Job title or classification in terms of Appendix 'A' attached hereto in\nterms of the company's salary structure.\u003C\u002Fp>\n\n\u003Cp>c) Any employee who in the opinion of the Employer is required to be on\nprobation shall on engagement undergo a probation period, which shall normally\nbe six (6) months from the date of his engagement.\u003C\u002Fp>\n\n\u003Cp>i. Where there is any doubt as to the employee's suitability for the job\u002F\nposition i.e. on medical grounds or performance the probationary period of the\nemployee may be extended for a further maximum period of three (3) months.\u003C\u002Fp>\n\n\u003Cp>ii. During the probationary period the services of an employee may be\ndispensed with when one (1) month notice has been given or one month salary\nlieu thereof in accordance with section 17 of the Labour Act (Act 651) of\n2003.\u003C\u002Fp>\n\n\u003Cp>d) At the end of the probation period, and in any case not later that three\n(3) working days before the end, the Employee shall be written to confirming\nhis retention in Employer's service or shall be given notice in accordance with\nArticle 3(c) above. Should the employer not comply with this requirement the\nemployee shall have the right to demand the Employer's decision.\u003C\u002Fp>\n\n\u003Ch2>Article 4 - Union Dues\u003C\u002Fh2>\n\n\u003Cp>a) Upon the receipt of the written instructions from the Union, the Employer\nundertakes to deduct the Union dues from the Employee's salary as notified to\nhim or her in writing by the Union and to pay such amount deducted as directed\nby the Union.\u003C\u002Fp>\n\n\u003Cp>b) For the purpose of this Agreement the Employer shall recognize the\nIndustrial and Commercial Worker's Union as the Union for Collective Bargaining\non behalf of the category of employees indicated.\u003C\u002Fp>\n\n\u003Ch2>Article 5 - Hours of Work\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>For office workers the hours shall be a maximum of forty (40) hours per week\nexclusive of mealbreaks.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article 6 - Overtime \u002F Extra Duty Allowance\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 do\nwork in excess of the working hours per day shall be paid overtime for work so\nperformed.\u003C\u002Fp>\n\n\u003Cp>b)At his own request but subject to the discretion of the Employer, an\nemployee may be given time off from regular working hours per day to offset\novertime emoluments.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceamount1\">\u003Cp>c) Overtime Rate \u002F Extra Duty Allowance\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>i\u003C\u002Ftd>\n      \u003Ctd>Monday - Friday (for a minimum of three\n\n        \u003Cp>(3) hours per day after 3:30, 5:00pm & 8:30pm.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>GHC 10.00\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceamount1\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ii\u003C\u002Ftd>\n      \u003Ctd>Saturdays, Sunday and Public Holidays\u003C\u002Ftd>\n      \u003Ctd>GHC15.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cp>d)Where a 5-day week is in force, remuneration for work done on Saturday\nwhen one is not on duty shall be calculated at the overtime rate for a Saturday\nslated above.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article 7 - Rate of Pay\u003C\u002Fh2>\n\n\u003Cp>a)Workers who are covered by this Agreement shall receive the rate of pay\nappropriate to their respective job classifications as shown in Appendix 'A'\nthat forms part and is attached to this Agreement.\u003C\u002Fp>\n\n\u003Cp>b)In the event of employment of staff in a capacity within the terms of this\nAgreement for which there is no provision in Appendix 'A' hereto appropriate\nclassification and rate of pay shall be determined between the Employer and the\nUnion and such classification and rate shall be regarded as forming part of\nappendix 'A'.\u003C\u002Fp>\n\n\u003Ch2>Article 8 - Annual Increment\u003C\u002Fh2>\n\n\u003Cp>a) Annual salary increment as provided for in Appendix 'B' hereto shall be\ngranted on 1st January provided:\u003C\u002Fp>\n\n\u003Cp>i. The employee has not received two warning letters in accordance with the\nprovisions of Article 20 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>ii. The employee must be informed in writing in advance of his or her\nunsatisfactory performance to warrant his\u002F her increment being withheld.\u003C\u002Fp>\n\n\u003Cp>iii. Other disciplinary action leading to the withholding of salary.\u003C\u002Fp>\n\n\u003Cp>b) Any employee who has completed six (6) months continuous service at the\nend of the salary year shall be eligible for the annual increment in accordance\nwith (a).\u003C\u002Fp>\n\n\u003Cp>c) An increment withheld other that as stated in (a) or any other reason\nabove shall be reconsidered after six (6) months from the date of withholding\nand shall be reinstated subject to satisfactory work and conduct.\u003C\u002Fp>\n\n\u003Cp>d) In the case of special merit, employees may be awarded additional\nincrement at the discretion of Management. Further increments after an employee\nhas reached the maximum of his\u002F her salary scale shall be at the discretion of\nManagement.\u003C\u002Fp>\n\n\u003Cp>a) An employee who would not enjoy the annual increment as a result of any\nof the foregoing should be notified in writing and a copy thereof should be\nsent to the Union.\u003C\u002Fp>\n\n\u003Ch2>Article 9 - Salary Advance and Loans\u003C\u002Fh2>\n\n\u003Cp>a) Special Loans may be granted at the discretion of the Employer for the\npurchase of consumer items.\u003C\u002Fp>\n\n\u003Cp>b) In granting a loan, the Employer shall ensure that total deductions shall\nnot exceed 45% of the employees gross salary.\u003C\u002Fp>\n\n\u003Ch2>Article 10 - Acting Allowance\u003C\u002Fh2>\n\n\u003Cp>a) Where an employee is required to perform the duties of a higher position\ncontinuously for a period of not less than one month, he shall be paid the\ndifference between his salary and the minimum for the post which he is\nacting.\u003C\u002Fp>\n\n\u003Cp>b) Trainees however will be required to act in different posts for varying\nperiods and the work involved will be regarded as part of their training and\nwill not therefore entitle them to this allowance.\u003C\u002Fp>\n\n\u003Ch2>Article 11 - Per Diem Allowance\u003C\u002Fh2>\n\n\u003Cp>a) Per Diem allowance shall be GHC50.00 flat including boarding, lodging and\nmeals.\u003C\u002Fp>\n\n\u003Cp>b) An employee who travels outside duty post and returns the same day shall\nreceive a travelling allowance of GHC16.00.\u003C\u002Fp>\n\n\u003Cp>c) For Branch Operations the allowance for daily return trips applies when\nthe marketing activity or tour is outside the region of duty post or beyond a\nradius of 100km from the duty post.\u003C\u002Fp>\n\n\u003Ch2>Article 12 - Annual Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a) Earned leave shall be taken annually between 1st January and 31st\nDecember.\u003C\u002Fp>\n\n\u003Cp>b) Paid Annual Leave will be granted to employees after twelve (12)\ncompleted calendar months' service on the following basis.\u003C\u002Fp>\n\n\u003Cp>i. Garden\nBoys\u002FCleaner..............................................................18\nworking days\u003C\u002Fp>\n\n\u003Cp>ii. Messengers \u002F Night\nWatchman.............................................21 working days\u003C\u002Fp>\n\n\u003Cp>iii.\nDrivers.....................................................................................21\nworking days\u003C\u002Fp>\n\n\u003Cp>iv. Clerical Assistant, Copy Typist and Telephonists................25\nworking days\u003C\u002Fp>\n\n\u003Cp>V. Clerks and shorthand\ntypist....................................................25 working days\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>c) Saturday and Sunday and public holidays shall be regarded as non-working\ndays for the purpose of calculating annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>d) As far as possible leave will be granted at a time most convenient to the\nemployee provided the exigencies of the service permit this.\u003C\u002Fp>\n\n\u003Cp>e) Where owing to the exigencies of the services it is not convenient for\nthe Employer to permit an employee to take his full leave what he was unable to\ntake will be added to his leave entitlement of the following year.\u003C\u002Fp>\n\n\u003Cp>f) Leave may be interrupted at any time if the exigencies demand the return\nof the employee to work before the expiry of his leave period.\u003C\u002Fp>\n\n\u003Cp>g) The employer who requires any employee to interrupt his annual leave in\nthe circumstances stated above shall make up to the employee the normal\ntransport expenses incurred on account of the interruption and resumption of\nsuch leave by the employee.\u003C\u002Fp>\n\n\u003Cp>h) The number of days of leave already earned by the employee in the service\nof the Company on 1st January will not be reduced by virtue of the\nforegoing.\u003C\u002Fp>\n\n\u003Ch2>Article 12A: Leave Pay on Discharge\u003C\u002Fh2>\n\n\u003Cp>On leaving the service of the Employer on grounds other than summary\ndismissal, the employee shall be granted earned leave allowance not taken or\npayment in lieu thereof in proportion to the number of months served after his\nlast leave.\u003C\u002Fp>\n\n\u003Ch2>Article 13 - Compassionate Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>By an express consent of the Employer, an employee shall be granted\ncompassionate leave at the discretion of Management which will not be deducted\nfrom employee's annual leave which should not exceed five (5) days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 13A - Casual Leave\u003C\u002Fh2>\n\n\u003Cp>By an express consent of the employer, an employee shall be granted not more\nthan ten (10) days leave which will be deducted from employee's further earned\nannual leave provided he has already enjoyed his annual leave.\u003C\u002Fp>\n\n\u003Ch2>Article 14 - Training\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>The Employer undertakes to provide suitable means for the training of\nemployees where such means will enable the employees to secure competency in\nthe performance of their duties and fit them for promotion within the\nCompany.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 15 - Leave of Absence for Union Activities\u003C\u002Fh2>\n\n\u003Cp>a) An employee elected to a permanent office in or as a delegate to any\nlabour activity necessitating a leave of absence shall be granted such leave\nwith pay.\u003C\u002Fp>\n\n\u003Cp>b) Written notice for such leave giving length of leave shall be given to\nthe employer as far in advance as possible but not later than one day prior to\nthe day such leave is to become effective.\u003C\u002Fp>\n\n\u003Cp>c) Permanent Office means a QIC Local Union executive.\u003C\u002Fp>\n\n\u003Ch2>Article 15A - Sympathy Strikes\u003C\u002Fh2>\n\n\u003Cp>Employees shall not undertake sympathy strikes where the dispute does not\ninvolve the Employer.\u003C\u002Fp>\n\n\u003Ch2>Article 16 - Medical Facilities\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>a) All employees, their spouses (one wife only in the case of each male\nemployee) and three (3) children who are under twenty-one (21) years of age and\nstill in school, provided they are previously registered with the Employer,\nwill be eligible for the benefits of the Employers Medical Scheme provided by\nMomentum Ghana.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article 17 - Provision of Spectacles\u003C\u002Fh2>\n\n\u003Cp>This provision will be taken care of as per the conditions in the Momentum\nScheme.\u003C\u002Fp>\n\n\u003Ch2>Article 18 - 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-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>a) Where a female employee becomes pregnant, she will be granted the annual\nleave already earned by her, In addition she will be granted three months'\nMaternity Leave on full pay\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>b) Of this leave, six weeks, if possible are to be taken before confinement\non the production of a certificate signed by the Employer's doctor or a\nregistered medical practitioner stating that the confinement may be expected to\ntake place six weeks after the date of the certificate.\u003C\u002Fp>\n\n\u003Cp>i. Maternity leave granted will be additional to any leave entitlement.\u003C\u002Fp>\n\n\u003Cp>ii. Absence from duty, arising from the pregnancy in excess of the maximum\nperiod prescribed above will be regarded as absence on grounds of ill health\nand Article 19 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\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>iii. Maternity leave will count towards any retirement award or increment.\nNursing mothers on maternity leave shall be given one (1) hour off duty for the\nfirst twelve (12) months to nurse their babies and thereafter reverse to their\nnormal working hours.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>iv. Where an employee is absent from her work during the six weeks before\nand after confinement or remains absent from her work for a longer period as a\nresult of illness certified by a registered Medical Practitioner to arise out\nof pregnancy or confinement and rendering her unfit to work, the Employer shall\nnot until her absence has exceeded such maximum period as may be prescribed by\nthe Commissioner of Labour, give her notice of dismissal at such a time that\nthe notice would expire during such absence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>The provision of this Article shall not apply to employee with less than\ntwelve (12) months completed service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\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-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>a) Sick leave (which include leave consequent upon injury arising out of and\nin the course of employment) shall only be granted with pay on the production\nof a certificate signed by a Medical Practitioner appointed or approved by the\nEmployer provided that in case of a Medical emergency a Medical certificate\nfrom a registered Medical practitioner other than the doctor specified by the\nEmployer, will be acceptable to the Employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>b) Subject to (i) above all employees shall 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  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>FULL PAY\u003C\u002Ftd>\n      \u003Ctd>HALF PAY\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>i) Employees with at least 6 months but less than 1 Year service\u003C\u002Ftd>\n      \u003Ctd>3 Months\u003C\u002Ftd>\n      \u003Ctd>3 Months\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ii) Employees with more than 1 year but less than 5years Service\u003C\u002Ftd>\n      \u003Ctd>6 Months\u003C\u002Ftd>\n      \u003Ctd>6 Months\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>iii) Employees with 5 years\n\n        \u003Cp>But less than 10 years service\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>9 Months\u003C\u002Ftd>\n      \u003Ctd>9 Months\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>iv) Employees with 10 years, Service and more\u003C\u002Ftd>\n      \u003Ctd>12 Months\u003C\u002Ftd>\n      \u003Ctd>12 Months\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>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>c) Does not include self induced or self-inflicted injury\u003C\u002Fp>\n\n\u003Cp>d) Where (c) would apply the employee should be reviewed by employer's\ndoctor and no other.\u003C\u002Fp>\n\n\u003Cp>e) The grant of further periods of sick leave with pay after the maximum\nperiod described in (b) above shall be at the discretion of the Employer\nsubject to the doctor's advice.\u003C\u002Fp>\n\n\u003Cp>f) If an employee is prevented by ill health duly certified by a registered\nMedical practitioner from returning to duty at the end of his annual leave, he\nshall be regarded as absent on sick leave from the expiration of his annual\nleave.\u003C\u002Fp>\n\n\u003Cp>g) Where Sick Leave is in consequence of an accident arising out of and in\nthe course of employment, the amount of pay shall be calculated according to\nparagraph (ii) above or in accordance with Workmen's Compensation Act on a\nmonth-to-month basis, whichever amount shall be greater.\u003C\u002Fp>\n\n\u003Ch2>Article 20 - Written Warning\u003C\u002Fh2>\n\n\u003Cp>In the event of an employee committing misconduct which does not amount to\nserious misconduct, such employee will be warned in writing with a copy to the\nUnion after the attention of the Union's shop steward has been called to the\noffence by the Manager, the Assistant or the next senior officer where there is\nno Personnel Manager.\u003C\u002Fp>\n\n\u003Cp>At the discretion of the Employer, two written warnings within any period of\ntwelve consecutive months may result in the withholding of any increment to\nwhich the employee would otherwise be entitled on the 1st January. Following\nthe second written warning and third written warnings within any period of\ntwelve consecutive months may result in termination of the employee's\nappointment.\u003C\u002Fp>\n\n\u003Cp>The employer shall keep the Union informed of all disciplinary actions.\u003C\u002Fp>\n\n\u003Ch2>Article 21 - Termination of Service\u003C\u002Fh2>\n\n\u003Cp>a) Permanent employees with less than three years continuous service may\nresign by giving one (1) month notice to the employer or by paying 1 month\ngross consolidated salary to the Employer in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>b) If an employer wishes to terminate the service of an employee, the\nemployer shall give one month notice or payment in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>c) Any remuneration earned by the employee before termination shall be\npaid.\u003C\u002Fp>\n\n\u003Ch2>Article 22 - Interdiction\u003C\u002Fh2>\n\n\u003Cp>a) If an employee is suspected of being guilty of any offence, which would\nrequire summary dismissal, Management may interdict the employee from duty\nwhile further investigations are carried out.\u003C\u002Fp>\n\n\u003Cp>b) During the period of interdiction from duty, the employee shall be\nentitled to be paid at a rate of half of his consolidated monthly salary.\u003C\u002Fp>\n\n\u003Cp>c) The employee shall be reinstated in his employment if he is found not\nguilty of misconduct and shall be paid his full salary for the period during\nwhich he was interdiction.\u003C\u002Fp>\n\n\u003Ch2>Article 23 - Summary Dismissal\u003C\u002Fh2>\n\n\u003Cp>Summary dismissal may be affected in the case of serious misconduct. Example\nof serious misconduct:\u003C\u002Fp>\n\n\u003Cp>a. Dishonesty\u003C\u002Fp>\n\n\u003Cp>b. Fraud\u003C\u002Fp>\n\n\u003Cp>c. Drunkenness\u003C\u002Fp>\n\n\u003Cp>a) These examples are not to be regarded as exhaustive. No notice shall be\ngiven in the case of Summary Dismissal.\u003C\u002Fp>\n\n\u003Cp>b) Summary dismissal shall result in loss of benefits otherwise payable on\ntermination of employment. E.g. (dishonesty and fraud involving financial loss\nto the Employer).\u003C\u002Fp>\n\n\u003Cp>c) In any other circumstances resulting in financial loss to the Employer\nthe amount of such loss shall be deducted in full from such benefits.\u003C\u002Fp>\n\n\u003Cp>d) Alternative penalties for the above offences in lieu of dismissal may be\napplied entirely at the discretion of the Management (not exhaustive) might\nbe:-\u003C\u002Fp>\n\n\u003Cp>i) Reduction in rank that is removal to another grade with an immediate\nreduction in salary.\u003C\u002Fp>\n\n\u003Cp>ii) Reduction in salary that is an immediate adjustment of salary to a lower\npoint on the salary scale attached to the post in question.\u003C\u002Fp>\n\n\u003Cp>iii) Suspension without pay for a stated period.\u003C\u002Fp>\n\n\u003Ch2>Article 24 - Redundancy\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>a)Where for one reason or another, the Employer is compelled to declare any\nemployee redundant, the Employer shall give the Union three calendar months\nnotice in advance of final action being given.\u003C\u002Fp>\n\n\u003Cp>b)In case of redundancy, severance award shall be negotiated between\nManagement and the Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 25 - Retiring Age\u003C\u002Fh2>\n\n\u003Cp>a) Normal retirement age for both male and female employee is 60 years. Any\nextension of employment beyond this age will be a separate agreement between\nthe employer concerned and the employee.\u003C\u002Fp>\n\n\u003Cp>b) Individual requests by employee for voluntary retirement at 55 years of\nage for both male and female may be subject to 3 months written notice of such\nintention being given by the employee.\u003C\u002Fp>\n\n\u003Cp>c) An employee leaving the Company either on voluntary or compulsory\nretirement shall receive all his entitlement under this agreement to the date\nof retirement.\u003C\u002Fp>\n\n\u003Ch2>Article 26 - Grievance Procedure\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 immediate supervisor \u002F sectional head. If he does\nnot obtain satisfaction, he may ask for the Shop Steward \u002F Local Secretary to\npresent case.\u003C\u002Fp>\n\n\u003Cp>Step - 2 If the matter remains unresolved the shop\u002Fsteward\u002Flocal secretary\nhe will take the matter up with the section manager. If no progress is made at\nthis stage, the local secretary shall take the matter up with the personnel\nmanager.\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\nthe management and endeavor to settle the case.\u003C\u002Fp>\n\n\u003Cp>Step - 4 If after step 3 the above matter still remains unresolved the union\nwill summon the Standing Negotiating Committee to meet and endeavor to reach\nagreement. If the committee fails to resolve the matter, either party will\nproceed constitutionally by reporting the dispute to the National Labour\nCommission (NLC) with a request that he appoints a referee for resolution.\u003C\u002Fp>\n\n\u003Ch2>Article 27 - Annual Bonus\u003C\u002Fh2>\n\n\u003Cp>The Company may pay annual bonus from the company's profits at a rate\napproved by its Board of Directors.\u003C\u002Fp>\n\n\u003Ch2>Article 28 - Absence from Work\u003C\u002Fh2>\n\n\u003Cp>a) In the event of any employee covered by this agreement, absenting himself\nfrom work without permission, he shall be queried after resumption of duty and\nif a satisfactory answer is not given within three days, the days for which he\nhas absented himself from duty shall be deducted from his salary or shall\nreceive a warning letter.\u003C\u002Fp>\n\n\u003Cp>b) In the event of any employee absenting himself for a consecutive period\noften (10) days without permission he shall be regarded as having abandoned his\npost unless the employer has received satisfactory reasons for the absence in\nwriting within 36 hours of failing to report for duty medically related\notherwise to be debited to employee's annual leave.\u003C\u002Fp>\n\n\u003Cp>c) Any employee who absents himself without permission shall immediately\ncommunicate to the management the circumstance leading to his absence and the\nManagement may at its discretion grant a compassionate leave to that effect.\u003C\u002Fp>\n\n\u003Ch2>Article 29 - Next of Kin\u003C\u002Fh2>\n\n\u003Cp>In the event of the death of an employee the employer shall pay all benefits\nand entitlements to the employee's personal representative(s) on the production\nof Probate or Letters of Administration granted by the Court of competent\njurisdiction in Ghana.\u003C\u002Fp>\n\n\u003Ch2>Article 30 - Certificate of Service\u003C\u002Fh2>\n\n\u003Cp>Certificate of service shall on request be given to all employees who leave\nthe service of employer stating:-\u003C\u002Fp>\n\n\u003Cp>i. The period of service\u003C\u002Fp>\n\n\u003Cp>ii. The grade of classification attained\u003C\u002Fp>\n\n\u003Cp>iii. The amount of annual salary if so requested by the employee\u003C\u002Fp>\n\n\u003Ch2>Article 31 - Transfer and Transfer Allowance\u003C\u002Fh2>\n\n\u003Cp>a) In the case of permanent transfer notice shall be served on the employee\nnormally at least thirty (30) days before the date of departure to the new\nstation. In the cases of emergency, a reasonable period of notice shall be\ngiven as much as possible.\u003C\u002Fp>\n\n\u003Cp>b) Temporary Transfer - When an employee is transferred temporally, i.e. for\na period not exceeding three calendar months from one station to another, basic\novernight accommodation and agreed transport between the points of transfer as\na result of the transfer shall be paid by the employer. The employee will also\nbe paid overnight allowance at the rates specified in Article 11.\u003C\u002Fp>\n\n\u003Cp>c) Permanent Transfer - When an employee is transferred permanently i.e. for\na period exceeding three calendar months from one station to another, the\nemployer will pay the transport fares of the employee and his family to the\npoint of transfer.\u003C\u002Fp>\n\n\u003Cp>d) In addition to Article 31 (c) above, the employee shall be paid an\ninconvenience allowance of 40% of annual basic salary.\u003C\u002Fp>\n\n\u003Cp>e) On leaving the services of the employer on grounds of invalidity,\nredundancy or retirement, other than summary dismissal or voluntary\nresignation, the employer shall be responsible for the transportation of the\nemployee and his family to his hometown in Ghana as stated on the application\nform for employment. The rate of transport will be computed at the GPRTU\nrate.\u003C\u002Fp>\n\n\u003Ch2>Article 32 - Promotion\u003C\u002Fh2>\n\n\u003Cp>a) As far as possible and depending upon suitable candidate being found all\nvacancies will be filled by promotion from within.\u003C\u002Fp>\n\n\u003Cp>b) Promotions shall be based on efficiency on the job, experience,\nqualification, and 'Sense of responsibility, initiative and general\nbehavior.\u003C\u002Fp>\n\n\u003Ch2>Article 33 - End of Service\u003C\u002Fh2>\n\n\u003Cp>Proposal to be submitted later.\u003C\u002Fp>\n\n\u003Ch2>Article 34 - Uniforms \u002F Clothing Allowance\u003C\u002Fh2>\n\n\u003Cp>a) Where the company directs that the nature of the work requires the\nemployees to wear uniforms in the interest of their business, uniforms will be\nprovided at the expense of the company.\u003C\u002Fp>\n\n\u003Cp>b) The employer may provide clothing allowance to enable employees attire\nthemselves according to the needs of their duty.\u003C\u002Fp>\n\n\u003Ch2>Article 35 - Funeral Grant\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>a) In the event of death of a serving employee, the employer shall make a\ndonation of GHC500.00, coffin and mortuary fees for the first three (3) weeks\nas funeral grant to the bereaved and children.\u003C\u002Fp>\n\n\u003Cp>b) On the death of an employee's spouse, the employer will donate GHC500.00\nto the Staff.\u003C\u002Fp>\n\n\u003Cp>c) The employer shall make a cash donation of GHC500.00 on the death of an\nemployee's child to the staff.\u003C\u002Fp>\n\n\u003Cp>d) On the death of an employee's parent (Father or Mother) the company shall\ndonate an amount of GHC500.00 to the staff.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 35A - Financial Assistance on Bereavement\u003C\u002Fh2>\n\n\u003Cp>On the death of a nominated dependent, staff may apply for an interest free\nloan of one-month salary payable in six (6) months.\u003C\u002Fp>\n\n\u003Ch2>Article 36 - Salary \u002F Wages\u003C\u002Fh2>\n\n\u003Cp>This shall be negotiated for every year.\u003C\u002Fp>\n\n\u003Ch2>Article 37 - Group Term Assurance:\u003C\u002Fh2>\n\n\u003Cp>i. The company shall run a group term assurance for staff.\u003C\u002Fp>\n\n\u003Cp>ii. The sum assured shall be two (2) times staff's annual salary.\u003C\u002Fp>\n\n\u003Cp>iii. The premium for the group term assurance shall be shared equally\nbetween staff and the employer.\u003C\u002Fp>\n\n\u003Ch2>Article 38 - Provident Fund\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>i. Provident Fund for staff shall be 5% of staff s monthly salary.\u003C\u002Fp>\n\n\u003Cp>ii. The employer shall also contribute an amount equivalent to 5% of the\nstaffs monthly salary in addition.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 40 - Interpretation\u003C\u002Fh2>\n\n\u003Cp>In these rules, unless the context otherwise requires:\u003C\u002Fp>\n\n\u003Cp>(i) \"COMPANY\" means the Quality Insurance Company\u003C\u002Fp>\n\n\u003Cp>(ii) \"STAFF\u002FEMPLOYEE\" means a Junior Staff of Quality Insurance Company\u003C\u002Fp>\n\n\u003Cp>(iii) \"WORKING DAYS\" means any day other than Saturdays, Sundays and Public\nHolidays \u003C\u002Fp>\n\n\u003Cp>(iv) \"PREMUIM\" means an amount to be paid for a contract of insurance\u003C\u002Fp>\n\n\u003Cp>(v) Reference in this Agreement to the Masculine gender shall include the\nFeminine gender\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed on behalf of QIC\u003C\u002Fp>\n\n\u003Cp>Name:.. .\u003C\u002Fp>\n\n\u003Cp>Signature:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed on behalf of ICU\u003C\u002Fp>\n\n\u003Cp>Name:.. .\u003C\u002Fp>\n\n\u003Cp>Signature:\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            ",{"disabilitypay":44,"maxsicknesspayperc":48,"paidmaternityleaveduration":52,"maternity_nursing_breaks_length":56,"maternity_nursing_breaks_duration":60,"dayspweek":62,"hourspweek_select":66,"childcare":70,"nursingmothers":74,"sundayallowanceamount1":76,"funeralpay":80,"maternityotherclause":84,"paidmaternityleavepayperc":88,"pensionfund":90,"OVERTIME_trigger":94,"holidaysdays":98,"nursingexcludedtrigger":102,"healthcareaccess":106,"healthinsurancerelatives":110,"SUNDAY_trigger":112,"sicknessmaxdays":114,"hourspweek":117,"sicknesspay":119,"PAIDLEAV_trigger":122,"dayspweek_select":124,"healthinsurance":126,"paidmaternityleaveall":128,"overtimeallowanceamount1":130,"breastfeeding_workingtime":134,"SCHEDULE_trigger":136,"schedulesrestpw":140,"sicknessmaxdaysnr":142,"maternityexcludedtrigger":145,"coverunion_trigger":147,"healthcareaccessrelatives":151,"bankholidays1":153,"paidmaternityleavepay":155,"trainingprogrammes":157,"paidmaternityleave":161,"contractseverancepay":163,"jobsecuritymothers":167},{"bindId":45,"name":46,"text":47},"disabilitypay","a) Sick leave (which include leave conse","a) Sick leave (which include leave consequent upon injury arising out of and\nin the course of employment) shall only be granted with pay on the production\nof a certificate signed by a Medical Practitioner appointed or approved by the\nEmployer provided that in case of a Medical emergency a Medical certificate\nfrom a registered Medical practitioner other than the doctor specified by the\nEmployer, will be acceptable to the Employer.",{"bindId":49,"name":50,"text":51},"maxsicknesspayperc","b) Subject to (i) above all employees sh","b) Subject to (i) above all employees shall be entitled to sick leave with\npay as follows:\n\n\n  \n  \n  \n  \n  \n    \n      \n      FULL PAY\n      HALF PAY\n    \n    \n      i) Employees with at least 6 months but less than 1 Year service\n      3 Months\n      3 Months\n    \n    \n      ii) Employees with more than 1 year but less than 5years Service\n      6 Months\n      6 Months\n    \n    \n      iii) Employees with 5 years\n\n        But less than 10 years service\n      \n      9 Months\n      9 Months\n    \n    \n      iv) Employees with 10 years, Service and more\n      12 Months\n      12 Months\n    \n  \n",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","a) Where a female employee becomes pregn","a) Where a female employee becomes pregnant, she will be granted the annual\nleave already earned by her, In addition she will be granted three months'\nMaternity Leave on full pay",{"bindId":57,"name":58,"text":59},"maternity_nursing_breaks_length","iii. Maternity leave will count towards ","iii. Maternity leave will count towards any retirement award or increment.\nNursing mothers on maternity leave shall be given one (1) hour off duty for the\nfirst twelve (12) months to nurse their babies and thereafter reverse to their\nnormal working hours.",{"bindId":61,"name":58,"text":59},"maternity_nursing_breaks_duration",{"bindId":63,"name":64,"text":65},"dayspweek","d)Where a 5-day week is in force, remune","d)Where a 5-day week is in force, remuneration for work done on Saturday\nwhen one is not on duty shall be calculated at the overtime rate for a Saturday\nslated above.",{"bindId":67,"name":68,"text":69},"hourspweek_select","For office workers the hours shall be a ","For office workers the hours shall be a maximum of forty (40) hours per week\nexclusive of mealbreaks.",{"bindId":71,"name":72,"text":73},"childcare","By an express consent of the Employer, a","By an express consent of the Employer, an employee shall be granted\ncompassionate leave at the discretion of Management which will not be deducted\nfrom employee's annual leave which should not exceed five (5) days.",{"bindId":75,"name":58,"text":59},"nursingmothers",{"bindId":77,"name":78,"text":79},"sundayallowanceamount1","ii Saturdays, Sunday and Public Holidays","ii\n      Saturdays, Sunday and Public Holidays\n      GHC15.00",{"bindId":81,"name":82,"text":83},"funeralpay","a) In the event of death of a serving em","a) In the event of death of a serving employee, the employer shall make a\ndonation of GHC500.00, coffin and mortuary fees for the first three (3) weeks\nas funeral grant to the bereaved and children.\n\nb) On the death of an employee's spouse, the employer will donate GHC500.00\nto the Staff.\n\nc) The employer shall make a cash donation of GHC500.00 on the death of an\nemployee's child to the staff.\n\nd) On the death of an employee's parent (Father or Mother) the company shall\ndonate an amount of GHC500.00 to the staff.",{"bindId":85,"name":86,"text":87},"maternityotherclause","b) Of this leave, six weeks, if possible","b) Of this leave, six weeks, if possible are to be taken before confinement\non the production of a certificate signed by the Employer's doctor or a\nregistered medical practitioner stating that the confinement may be expected to\ntake place six weeks after the date of the certificate.\n\ni. Maternity leave granted will be additional to any leave entitlement.\n\nii. Absence from duty, arising from the pregnancy in excess of the maximum\nperiod prescribed above will be regarded as absence on grounds of ill health\nand Article 19 shall apply.",{"bindId":89,"name":54,"text":55},"paidmaternityleavepayperc",{"bindId":91,"name":92,"text":93},"pensionfund","i. Provident Fund for staff shall be 5% ","i. Provident Fund for staff shall be 5% of staff s monthly salary.\n\nii. The employer shall also contribute an amount equivalent to 5% of the\nstaffs monthly salary in addition.",{"bindId":95,"name":96,"text":97},"OVERTIME_trigger","a)Employees who are requested by the Emp","a)Employees who are requested by the Employer or his representatives to do\nwork in excess of the working hours per day shall be paid overtime for work so\nperformed.\n\nb)At his own request but subject to the discretion of the Employer, an\nemployee may be given time off from regular working hours per day to offset\novertime emoluments.\n\nc) Overtime Rate \u002F Extra Duty Allowance\n\n\n  \n  \n  \n  \n  \n    \n      i\n      Monday - Friday (for a minimum of three\n\n        (3) hours per day after 3:30, 5:00pm & 8:30pm.\n      \n      GHC 10.00\n    \n    \n      ii\n      Saturdays, Sunday and Public Holidays\n      GHC15.00\n    \n  \n",{"bindId":99,"name":100,"text":101},"holidaysdays","a) Earned leave shall be taken annually ","a) Earned leave shall be taken annually between 1st January and 31st\nDecember.\n\nb) Paid Annual Leave will be granted to employees after twelve (12)\ncompleted calendar months' service on the following basis.\n\ni. Garden\nBoys\u002FCleaner..............................................................18\nworking days\n\nii. Messengers \u002F Night\nWatchman.............................................21 working days\n\niii.\nDrivers.....................................................................................21\nworking days\n\niv. Clerical Assistant, Copy Typist and Telephonists................25\nworking days\n\nV. Clerks and shorthand\ntypist....................................................25 working days",{"bindId":103,"name":104,"text":105},"nursingexcludedtrigger","The provision of this Article shall not ","The provision of this Article shall not apply to employee with less than\ntwelve (12) months completed service.",{"bindId":107,"name":108,"text":109},"healthcareaccess","a) All employees, their spouses (one wif","a) All employees, their spouses (one wife only in the case of each male\nemployee) and three (3) children who are under twenty-one (21) years of age and\nstill in school, provided they are previously registered with the Employer,\nwill be eligible for the benefits of the Employers Medical Scheme provided by\nMomentum Ghana.",{"bindId":111,"name":108,"text":109},"healthinsurancerelatives",{"bindId":113,"name":78,"text":79},"SUNDAY_trigger",{"bindId":115,"name":46,"text":116},"sicknessmaxdays","a) Sick leave (which include leave consequent upon injury arising out of and\nin the course of employment) shall only be granted with pay on the production\nof a certificate signed by a Medical Practitioner appointed or approved by the\nEmployer provided that in case of a Medical emergency a Medical certificate\nfrom a registered Medical practitioner other than the doctor specified by the\nEmployer, will be acceptable to the Employer.\n\nb) Subject to (i) above all employees shall be entitled to sick leave with\npay as follows:\n\n\n  \n  \n  \n  \n  \n    \n      \n      FULL PAY\n      HALF PAY\n    \n    \n      i) Employees with at least 6 months but less than 1 Year service\n      3 Months\n      3 Months\n    \n    \n      ii) Employees with more than 1 year but less than 5years Service\n      6 Months\n      6 Months\n    \n    \n      iii) Employees with 5 years\n\n        But less than 10 years service\n      \n      9 Months\n      9 Months\n    \n    \n      iv) Employees with 10 years, Service and more\n      12 Months\n      12 Months",{"bindId":118,"name":68,"text":69},"hourspweek",{"bindId":120,"name":46,"text":121},"sicknesspay","a) Sick leave (which include leave consequent upon injury arising out of and\nin the course of employment) shall only be granted with pay on the production\nof a certificate signed by a Medical Practitioner appointed or approved by the\nEmployer provided that in case of a Medical emergency a Medical certificate\nfrom a registered Medical practitioner other than the doctor specified by the\nEmployer, will be acceptable to the Employer.\n\nb) Subject to (i) above all employees shall be entitled to sick leave with\npay as follows:\n\n\n  \n  \n  \n  \n  \n    \n      \n      FULL PAY\n      HALF PAY\n    \n    \n      i) Employees with at least 6 months but less than 1 Year service\n      3 Months\n      3 Months\n    \n    \n      ii) Employees with more than 1 year but less than 5years Service\n      6 Months\n      6 Months\n    \n    \n      iii) Employees with 5 years\n\n        But less than 10 years service\n      \n      9 Months\n      9 Months\n    \n    \n      iv) Employees with 10 years, Service and more\n      12 Months\n      12 Months\n    \n  \n",{"bindId":123,"name":100,"text":101},"PAIDLEAV_trigger",{"bindId":125,"name":64,"text":65},"dayspweek_select",{"bindId":127,"name":108,"text":109},"healthinsurance",{"bindId":129,"name":104,"text":105},"paidmaternityleaveall",{"bindId":131,"name":132,"text":133},"overtimeallowanceamount1","c) Overtime Rate \u002F Extra Duty Allowance ","c) Overtime Rate \u002F Extra Duty Allowance\n\n\n  \n  \n  \n  \n  \n    \n      i\n      Monday - Friday (for a minimum of three\n\n        (3) hours per day after 3:30, 5:00pm & 8:30pm.\n      \n      GHC 10.00",{"bindId":135,"name":58,"text":59},"breastfeeding_workingtime",{"bindId":137,"name":138,"text":139},"SCHEDULE_trigger","c) Saturday and Sunday and public holida","c) Saturday and Sunday and public holidays shall be regarded as non-working\ndays for the purpose of calculating annual leave.",{"bindId":141,"name":138,"text":139},"schedulesrestpw",{"bindId":143,"name":50,"text":144},"sicknessmaxdaysnr","b) Subject to (i) above all employees shall be entitled to sick leave with\npay as follows:\n\n\n  \n  \n  \n  \n  \n    \n      \n      FULL PAY\n      HALF PAY\n    \n    \n      i) Employees with at least 6 months but less than 1 Year service\n      3 Months\n      3 Months\n    \n    \n      ii) Employees with more than 1 year but less than 5years Service\n      6 Months\n      6 Months\n    \n    \n      iii) Employees with 5 years\n\n        But less than 10 years service\n      \n      9 Months\n      9 Months\n    \n    \n      iv) Employees with 10 years, Service and more\n      12 Months\n      12 Months",{"bindId":146,"name":104,"text":105},"maternityexcludedtrigger",{"bindId":148,"name":149,"text":150},"coverunion_trigger","The terms and conditions of the employme","The terms and conditions of the employment as contained in the Agreement\nshall apply to all employees who are members of the Union and whose job\nclassification are specified in appendix 'A' which forms part of and is\nattached to this Agreement.",{"bindId":152,"name":108,"text":109},"healthcareaccessrelatives",{"bindId":154,"name":138,"text":139},"bankholidays1",{"bindId":156,"name":54,"text":55},"paidmaternityleavepay",{"bindId":158,"name":159,"text":160},"trainingprogrammes","The Employer undertakes to provide suita","The Employer undertakes to provide suitable means for the training of\nemployees where such means will enable the employees to secure competency in\nthe performance of their duties and fit them for promotion within the\nCompany.",{"bindId":162,"name":54,"text":55},"paidmaternityleave",{"bindId":164,"name":165,"text":166},"contractseverancepay","a)Where for one reason or another, the E","a)Where for one reason or another, the Employer is compelled to declare any\nemployee redundant, the Employer shall give the Union three calendar months\nnotice in advance of final action being given.\n\nb)In case of redundancy, severance award shall be negotiated between\nManagement and the Union.",{"bindId":168,"name":169,"text":170},"jobsecuritymothers","iv. Where an employee is absent from her","iv. Where an employee is absent from her work during the six weeks before\nand after confinement or remains absent from her work for a longer period as a\nresult of illness certified by a registered Medical Practitioner to arise out\nof pregnancy or confinement and rendering her unfit to work, the Employer shall\nnot until her absence has exceeded such maximum period as may be prescribed by\nthe Commissioner of Labour, give her notice of dismissal at such a time that\nthe notice would expire during such absence.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Quality Insurance Company Limited - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2012-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2011-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Non-life insurance, Life insurance\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                        Quality Insurance Company 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: → No\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: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → No provision days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 25.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 5.0 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            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-overtimeallowanceamount1\">\n                    Premium for overtime work: → GHS 10.0 per hour overtime\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-sundayallowanceamount1\">\n                    Premium for Sunday work: → GHS 15.0 per Sunday\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[176],{"title":37,"slug":33},[178],{"type":179,"data":180},"call_to_action_body_block",{"title":181,"description":182,"variant":183,"link":184},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":181,"url":185,"description":181,"rel":186,"type":187},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[189],{"type":179,"data":190},{"title":181,"description":182,"variant":183,"link":191},{"title":181,"url":185,"description":181,"rel":186,"type":187},[]]