[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-sae-power-lines-s-r-l---ghana-operations-and-the-construction-building-materials-workers-union-of-the-ghana-trades-union-congress-gtuc-":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":188,"content_type_view":189,"extra_breadcrumbs":190,"body":192,"body_blocks":203,"related_pages":207},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":186,"translations":187},{"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-sae-power-lines-s-r-l---ghana-operations-and-the-construction-building-materials-workers-union-of-the-ghana-trades-union-congress-gtuc-","d365b698-5ce9-11e4-888b-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-sae-power-lines-s-r-l---ghana-operations-and-the-construction-building-materials-workers-union-of-the-ghana-trades-union-congress-gtuc-\u002Fcollective-agreement-between-sae-power-lines-s-r-l---ghana-operations-and-the-construction-building-materials-workers-union-of-the-ghana-trades-union-congress-gtuc-\u002F","Collective Agreement between SAE Power Lines S.R.L. - Ghana Operations and the Construction & Building Materials Workers’ Union of the Ghana Trades Union Congress (GTUC) - 2011","GHA Sea Power Lines S.R.L. - Ghana Operations - 2011","Ghana - GHA Sea Power Lines S.R.L. - Ghana Operations - 2011","GHA Sea Power Lines S.R.L. - Ghana Operations - 2011 - Construction, technical consultancy",{"name":41,"data":42},"seapowerlines-Bijlage.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 SAE POWER LINES S.R.L. - GHANA OPERATIONS AND\nTHE CONSTRUCTION & BUILDING MATERIALS WORKERS’ UNION OF THE GHANA TRADES\nUNION CONGRESS (GTUC)\u003C\u002Fh1>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>This Agreement to be effective 1st day of March 2011 is made between SAE\nPOWER LINES s.r.l., GHANA OPERATIONS (hereinafter referred to as the EMPLOYER)\nand the CONSTRUCTION & BUILDING MATERIALS WORKERS UNION officially\ncertified under the Labour Act 2003 (Act 651) (hereinafter referred to as the\nUNION), negotiating with employers on all matters connected with the employment\nor the non-employment or with the terms of employment or the conditions of\nlabour of any of the employees for whom the Union is certified to negotiate.\u003C\u002Fp>\n\n\u003Cp>It is also the purpose and intention that should any disagreement arise\nbetween the Employer and the Union, the parties will immediately take steps to\nsettle such disagreement as outlined in Clause 28 of this Agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingdifferenttrigger\">\u003Cp>This Agreement shall apply to :\u003C\u002Fp>\n\n\u003Cp>a. All Employees in employment at the time this Agreement becomes effective,\ni.e. 1st March, 2011.\u003C\u002Fp>\n\n\u003Cp>b. All new Employees taken on after the Agreement has become effective.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>PERIOD OF AGREEMENT\u003C\u002Fp>\n\n\u003Cp>This agreement shall be in force up to 28th February, 2013.\u003C\u002Fp>\n\n\u003Cp>Either party may give one calendar month's notice in writing of its desire\nto either to continue the Agreement for a period to be agreed upon by both\nparties at the time, or of intention to terminate the Agreement, providing that\nthe Agreement shall continue to be in force from year to year in the absence of\nnotice given by either party of intention to continue or terminate the\nAgreement.\u003C\u002Fp>\n\n\u003Cp>Notwithstanding the provisions of the duration of the Agreement, where there\nare Government directives during the term of this Agreement the parties shall,\nif considered necessary, meet to discuss any possible amendment to the existing\nCollective Agreement.\u003C\u002Fp>\n\n\u003Cp>WAGE OPENER CLAUSE\u003C\u002Fp>\n\n\u003Cp>The duration of the Collective Agreement shall be for a period of\ntwenty-four 24 months with implementation of Wage Opener clause after twelve\n(12) months.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 1 : RECOGNITION\u003C\u002Fh2>\n\n\u003Cp>The Employer recognizes the Union as the appropriate representative to\nconduct collective\u003C\u002Fp>\n\n\u003Cp>bargaining on behalf of its members.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 2 : RESPONSIBILITIES OF PARTIES TO THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>a .The purpose of the agreement is to promote mutual co-operation and\nunderstanding between the Employer and the Union and to set forth herein basic\nrates of pay, hours of work and other conditions of service.\u003C\u002Fp>\n\n\u003Cp>b. It is also the purpose and intention that should any disagreement arise\nbetween the Employer and the Union the parties will immediately take steps to\nsettle such dis-agreement as outlined in clause 28 of this Agreement.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 3 : EMPLOYMENT PROCEDURE AND PROBATION\u003C\u002Fh2>\n\n\u003Cp>1a. Employment procedures shall be in accordance with the Labour\nRegistrations Act currently in force.\u003C\u002Fp>\n\n\u003Cp>b. On engagement the following shall be recorded in the Labour Cards of all\nEmployees - Grades and Initial scale of Wages\u002FSalaries.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>2. Any Employee who in the opinion of the Employer is required to be on\nprobation shall be confirmed after three (3) months if found suitable and\nsatisfactory.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>3. If an Employee is declared redundant during probation period and is\nre-hired within a period of 6 months, in the same position, the days worked\nprior to the time he\u002Fshe was declared redundant shall be credited to him\u002Fher to\ndetermine completion of his\u002Fher probationary period.\u003C\u002Fp>\n\n\u003Cp>4. Any ex-employee who had satisfactorily been employed and is being\nre-engaged for the same duties need not be put on probation.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 4 : UNION SHOP UNION STEWARD\u003C\u002Fh2>\n\n\u003Cp>a. The Employer shall recognize the right of the Union to designate Shop\nStewards to handle such Union business as may from time to time be delegated to\nthem by the Union and other matters pertaining to this as laid down in the\nLabour Act 2003 currently in force.\u003C\u002Fp>\n\n\u003Cp>b. In the case of the necessity for the termination of employment of a shop\nSteward, for any reason whatsoever, contact will be made with the Union before\ndismissal takes effect.\u003C\u002Fp>\n\n\u003Cp>c. In the case of the necessity for the transfer of the Branch Secretary or\nbranch Chairman, shop steward or local union official, a copy of the letter\ntransferring him will be sent to officer in charge of the Local Union in the\nregion where the transfer is taking place.\u003C\u002Fp>\n\n\u003Cp>d.In the event of redundancy exercise affecting workers of the same\nqualification the Union official should be among the last group to be declared\nredundant.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 5 : UNION NOTICE BOARD\u003C\u002Fh2>\n\n\u003Cp>The Union is at liberty to erect or construct a notice board on the premises\nof the Employer for the purposes of putting up notices of the Union meetings,\nEducational and Social Activities and Agreements concluded between the\nEmployer. The location of the notice board will be agreed between the Union and\nthe Employer.\u003C\u002Fp>\n\n\u003Cp>Only the issue stated above shall be placed on the notice board.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 6 : CHECKOFF\u003C\u002Fh2>\n\n\u003Cp>1. Every Employee covered by this Agreement shall be deemed to be a member\nof the Union dues levied against all members of the Union.\u003C\u002Fp>\n\n\u003Cp>2. The Employer undertakes to make deductions from the wage\u002Fsalary of all\nemployees covered by this Agreement in accordance with Section III of Labour\nAct 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cp>3. Any sums, so deducted, shall be paid over as directed by the Trade Union,\nnot more than one month after the date on which wage\u002Fsalary was paid.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 7 : PERMISSION FOR UNION MEETINGS\u003C\u002Fh2>\n\n\u003Cp>1. The Employer agrees that the Union is permitted to gather its members who\nare its Employees for Union meetings provided that the Employer's permission\nfor each meeting has been obtained 24 hours before such a meeting is scheduled\nand that such meeting or gathering shall not\u003C\u002Fp>\n\n\u003Cp>i. damage any property of the Employer\u003C\u002Fp>\n\n\u003Cp>ii. be held during official duty hours (except with the Employer's\npermission)\u003C\u002Fp>\n\n\u003Cp>2. The Employer reserves the right to recover the cost of tables and chairs\nand any other articles damaged by the Union.\u003C\u002Fp>\n\n\u003Cp>3. The Employer shall allow representative and \u002F or officers of the Branch\nUnion, on working days, to attend meetings of the Union provided that the Union\nnotifies the Employer of this request at least seven days before the date of\nsuch meeting and stating the names of the employees to be permitted to attend\nexcept in the case of emergencies in which case twenty-four (24) hours notice\nwill be given.\u003C\u002Fp>\n\n\u003Cp>4. The Employer shall allow a Branch Officer or representative of the Union\nup to an aggregate of 20 man days per year to attend Union meetings. However\nany expenses so incurred shall be borne by the Union.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 8 : ADMISSION OF UNION REPRESENTATIVES\u003C\u002Fh2>\n\n\u003Cp>It is agreed that the representative of the Union from the Headquarters as\nwell as the Branch be admitted to the premises of the Employer for the purpose\nof investigating grievances or transacting business with the Employer after all\nprevious negotiations of the sub-committee of the Employer and the Union have\nfailed. Such representatives shall not interfere with the productive work of\nany employee without the permission of the said employee’s manager or his\nrepresentative.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 9 : CREATION AND CLASSIFICATION OF NEW JOBS\u003C\u002Fh2>\n\n\u003Cp>Any question relative to the classification of new trades, rates and\noccupations will be settled by the Employer and the Union. Reference will be\nmade to the office of the labour department in case of any doubt or in case\nwhere no agreement is reached.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 10 : HOURS OF WORK\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\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Normal working hours (with the exception of watchmen and security guards)\nshall not exceed 40 hours in any week worked from Monday to Friday with\nSaturday off. Actual regulation of working hours will be at the discretion of\nthe Employer in consultation with the Local Consultative Committee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>CLAUSE 11 : OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>1. Any hours worked in excess of the normal working hours will be regarded\nas overtime.\u003C\u002Fp>\n\n\u003Cp>2. Over-time shall not be compulsory but will be worked where necessary.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>3. Overtime shall be paid as follows :\u003C\u002Fp>\n\n\u003Cp>i. Where the normal working week is Monday to Friday, then any hours worked\nin addition to that normal working week will be calculated as :\u003C\u002Fp>\n\n\u003Cp>Normal hourly rate * 1.25\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii. Overtime worked on Saturdays will be calculated as :\u003C\u002Fp>\n\n\u003Cp>Normal hourly rate * 1.50\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>iii. Overtime worked on Sundays, gazetted holidays or after 10:00pm will be\ncalculated as:\u003C\u002Fp>\n\n\u003Cp>Normal hourly rate * 2.0\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>NIGHT ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>Night allowance shall be paid in respect of work performed on shifts between\n10pm and 6am or part thereof and this allowance is to be 25% of the\nemployee’s daily basic rate of pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>CLAUSE 12 : PROVISION OF SHELTERS\u003C\u002Fh2>\n\n\u003Cp>It is agreed that shelter shall be provided by the Employer on roads and\nbuilding works at vantage points on such projects for use of the Employees\nagainst rain and as rest places during noon breaks. These shelters would also\nbe used by the Employees during their breaks while on the site. These shelters\nwould be equipped with benches and tables.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 13 : TIME LOST THROUGH CAUSES BEYOND THE CONTROL OF THE PARTIES\u003C\u002Fh2>\n\n\u003Cp>Conditions regarding this clause shall be in accordance with sub clause 4 of\nexecutive instrument 34 - daily rated workers (minimum remuneration)\ninstrument, 1966, as follows\u003C\u002Fp>\n\n\u003Cp>\"The Employer shall pay to each worker the full minimum remuneration for\neach day for on which such worker attends work whether or not wet weather\nprevents him from carrying on his normal work and whether or not it is possible\nto arrange alternative work for him on such a day\".\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 14 : PAY DAYS AND TIME\u003C\u002Fh2>\n\n\u003Cp>1. Pay days shall not be later than the first working day of the following\nmonth. Any changes desired shall however be negotiated between the Employer and\nthe Union.\u003C\u002Fp>\n\n\u003Cp>2. If payment has not started within the end of the working day, then the\nEmployees shall be paid for the waiting time at the over-time rates\napplicable.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 15: PAY ROLL RECORDS\u003C\u002Fh2>\n\n\u003Cp>The Employer shall keep records of remuneration made to the employees and\nshall be signed or thumb-printed by the workers during payment of such\nremuneration as may be due monthly to them.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 16 : CLOTHING, SAFETY & HEALTH\u003C\u002Fh2>\n\n\u003Cp>a) The Employer shall provide uniforms to all its Employees, including\nOffice Staff twice in the year (once every six months) from the date of\nemployment but on confirmation of appointment. The modalities are spelt below:\n-\u003C\u002Fp>\n\n\u003Cp>i) Office Staff\u003C\u002Fp>\n\n\u003Cp>1 pair of trousers (every six months)\u003C\u002Fp>\n\n\u003Cp>2 pieces of shirts (every six months)\u003C\u002Fp>\n\n\u003Cp>1 pair of shoes (every six months)\u003C\u002Fp>\n\n\u003Cp>ii) Field Workers\u003C\u002Fp>\n\n\u003Cp>2pairs of trousers (every six months)\u003C\u002Fp>\n\n\u003Cp>1 T' shirt & 2 shirts (every six months)\u003C\u002Fp>\n\n\u003Cp>1 pair of boot(every six months)\u003C\u002Fp>\n\n\u003Cp>b. Uniforms so provided shall be used on duty.\u003C\u002Fp>\n\n\u003Cp>c. Field workers' uniforms shall differ from that of Office Staff and\nSecretaries (females).\u003C\u002Fp>\n\n\u003Cp>d. Two bars of soap or equivalent amount every month.\u003C\u002Fp>\n\n\u003Cp>The Employer shall provide adequate and necessary protective clothing to\nemployees as follows:-\u003C\u002Fp>\n\n\u003Cp>a. rain coats shall be provided for all field & security workers on\nduty.\u003C\u002Fp>\n\n\u003Cp>b. masks, aprons, helmets and other appropriate protective clothing shall be\nprovided to eligible workers\u003C\u002Fp>\n\n\u003Cp>c. torch lights for all night watchmen on duty\u003C\u002Fp>\n\n\u003Cp>d. devices so provided shall remain the property of the Company\u003C\u002Fp>\n\n\u003Cp>e. Anti-Bee protective clothing for bush-clearing team.\u003C\u002Fp>\n\n\u003Cp>3. The Employer shall provide first aid facilities at all areas where the\nCompany's work is in progress\u003C\u002Fp>\n\n\u003Cp>4. JOINT SAFETY COMMITTEE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>To promote safe working conditions and a feeling of safety consciousness\namong employees, Joint Safety Committee of the representatives of the Branch\nUnion and the Employer shall be established at each site. The Committee shall\nmeet as and when necessary to discuss such issues as will promote safer working\nconditions.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>5. INDUSTRIAL INJURY AND DISEASE\u003C\u002Fp>\n\n\u003Cp>a. When a worker suffers from occupational disease, dies or sustains\npersonal injury by accident arising out of and in the course of his employment,\nthe Workmen's Compensation law, currently in force shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b. Where the W.C. Law, currently in force, is not applicable, Union and\nManagement shall meet to determine compensation to be paid. In the absence of\nany agreement being reached, the Union will refer the case to the appropriate\nauthority.\u003C\u002Fp>\n\n\u003Cp>c. In all cases of payment of Workmen's Compensation by the Employer, a\nUnion representative shall be present.\u003C\u002Fp>\n\n\u003Cp>d. The Employer may offer an alternative job to an incapacitated employee\nwhose incapabilities were due to injuries he\u002Fshe sustained in the course of\nhis\u002Fher duties.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 17 : FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>1. On the death of an Employee, the Employer shall accept responsibility for\nthe provision of:-\u003C\u002Fp>\n\n\u003Cp>a. Coffin and two (2) bottles of Schnapps or Gin\u003C\u002Fp>\n\n\u003Cp>Pay a maximum Mortuary Bill of One (1) month duration.\u003C\u002Fp>\n\n\u003Cp>Two (2) crates of beer Two (2) crates of minerals\u003C\u002Fp>\n\n\u003Cp>b. A cash donation of GHc 5OO.OO (five hundred Ghana Cedis)\u003C\u002Fp>\n\n\u003Cp>c.i. Transport to convey the corpse to its burial place in Ghana\u003C\u002Fp>\n\n\u003Cp>ii. Transport to convey not more that ten (10) workers to accompany the\ncorpse for burial\u003C\u002Fp>\n\n\u003Cp>iii. In the case of a deceased not being a Ghanaian, the deceased may be\nconveyed to the Border\u003C\u002Fp>\n\n\u003Cp>2. Special cases shall be treated on their own merits, in consultation with\nthe Union\u003C\u002Fp>\n\n\u003Cp>3. DEATH OF EMPLOYEE'S SPOUSE\u002FCHILD\u003C\u002Fp>\n\n\u003Cp>In the event of death of an Employee’s registered spouse\u002Fchildren up to\nthree (3) in number and under 18 years of age, the Employer shall give a cash\ndonation of Ghc 375.OO (three hundred and seventy five Ghana Cedis) to the\nWorker on presentation of death\u002Fburial certificate where the documents are\nobtainable. In areas where these documents are not available, the worker shall\nprovide tangible evidence for the death of a spouse\u002Fchild.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>CLAUSE 18 : CANTEEN, BATH AND CLOAKROOMS\u003C\u002Fh2>\n\n\u003Cp>1. CANTEEN\u003C\u002Fp>\n\n\u003Cp>1. In all permanent workshops and offices, reasonable accommodation shall be\nprovided by the Employer to be used as canteen by the Employee. All canteens\nshall be in accordance with Factories Ordinance.\u003C\u002Fp>\n\n\u003Cp>2. BATH AND CLOAKROOM (INDOOR EMPLOYEES)\u003C\u002Fp>\n\n\u003Cp>Conditions regarding bath and cloakrooms shall be in accordance with the\nFactory Ordinance.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 19:ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>l. a. Leave shall be taken in the year in which it falls due other than by\nmutual written agreement between the Employer and the Employee.\u003C\u002Fp>\n\n\u003Cp>b. The Employee shall give one month's notice of his\u002Fher intention to take\nleave. Leave may be taken at a time mutually convenient to Employer and\nEmployee.\u003C\u002Fp>\n\n\u003Cp>c. A newly engaged person shall not qualify for leave unless he\u002Fshe has done\n12 months continuous service.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>d. All Employees shall be entitled to leave as specified below.\u003C\u002Fp>\n\n\u003Cp>1 - 3 years service- ................................24 working days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3 years and above service - ..................28 working days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. TRAVELLING DAYS\u003C\u002Fp>\n\n\u003Cp>a. Employees proceeding on leave to and from the Northern and Upper Region\nto the South, shall be entitled to 2 days travelling time in and 2 days out.\nAll others shall be entitled to one day in one day out.\u003C\u002Fp>\n\n\u003Cp>b. Transferred employees shall be entitled to transport allowance from their\nstation & back.\u003C\u002Fp>\n\n\u003Cp>3. Leave may be interrupted at any time as the exigencies of the service\ndemand and the Employees shall return to work before expiration of leave. An\nEmployee whose leave is thus interrupted would be allowed to take the remaining\nleave on completion of required assignment or be paid.\u003C\u002Fp>\n\n\u003Cp>Any expenses incurred in respect of transport shall be borne by the\nEmployer.\u003C\u002Fp>\n\n\u003Cp>4. On leaving the service of the Employer, the Employee shall either be\ngranted all leave earned or commute such leave to cash.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 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>1. The Employer shall grant to any female employee of the company who prior\nto her confinement has completed twelve months continuous service twelve weeks\nmaternity leave on full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cp>2. FEEDING TIME\u003C\u002Fp>\n\n\u003Cp>Feeding time of one hour in the morning and one hour in the afternoon shall\nbe granted for nine months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>3. ILLNESS DUE TO PREGNANCY\u003C\u002Fp>\n\n\u003Cp>An Employee may be granted additional period of maternity leave before and\nafter confinement on presentation to the employer of a certificate signed by a\nrecognized medical practitioner that the Employee is unfit for work due to her\npregnancy or as a result of her confinement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>CLAUSE 21: CASUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>1. In case of compassionate nature, the Employer shall if satisfied with the\nbonafide nature of the case, accord the Employee concerned casual leave with\npay, the number of days to be determined by the circumstances in each case but\nto be deducted from his annual leave entitlement.\u003C\u002Fp>\n\n\u003Cp>2. Where annual leave has already been taken , casual leave may be granted\nat the discretion of the employer with or without pay.\u003C\u002Fp>\n\n\u003Cp>3. Where casual leave has already been taken casual leave may be granted at\nthe discretion of the Employer to cover proportionate leave earned.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>CLAUSE 22 :PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cp>Public holidays shall be in accordance with the Holidays Act currently in\nforce.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 23 : ABSENCE DURING WORKING HOURS\u003C\u002Fh2>\n\n\u003Cp>An Employee who has normally mounted duty shall not leave his\u002Fher place of\nduty or the premises of the employer where he or she works without the prior\npermission of the Employer or departmental head.\u003C\u002Fp>\n\n\u003Cp>Any Employee found contravening the provision of this clause may be\nsuspended without pay for two (2) days.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 24 : TOOL ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>The company shall supply adequate and necessary tools for efficient\nperformance of work and the worker shall on his part take proper care of tools\nprovided.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 25 : ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>1. Where a salaried Employee performs the full duties of a post in a higher\nclassification, he will be paid an allowance equivalent to the difference\nbetween the Employee's current salary and the minimum salary for the grade in\nwhich he\u002Fshe is acting.\u003C\u002Fp>\n\n\u003Cp>2. No employee will be eligible for acting allowance unless he\u002Fshe has\ncontinuously carried out the duties of the post in the higher grade for not\nless than 20 working days excluding Saturdays and Public Holidays. The\nallowance will be paid in lump sum at the end of the period. An employee who\nperforms the duty in a higher post for at least three months and who under\nnormal circumstances would have become eligible for consideration to fill the\nvacancy exiting in the grade in which he\u002Fshe is acting may be considered by the\nemployer for the promotion to fill in the post substantively.\u003C\u002Fp>\n\n\u003Cp>3. Trainees, however will be required to act in different posts for varying\nperiods and the work involved will not therefore entitle them to this\nallowance.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 26 : OUT OF STATION ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>The Employer shall pay a fixed Out of Station allowance at the rate of Ghc\n22.5O (twenty-two Ghana cedis, fifty pesewas), per night to both field workers\nand clerical staff.\u003C\u002Fp>\n\n\u003Cp>a. WARNING NOTICE\u003C\u002Fp>\n\n\u003Cp>Where the conduct or services of an Employee is not satisfactory or if the\nEmployee commits an offence against any clause of this Agreement or the working\nrules of the Employer, the employer may issue written warnings to the employee\n, a copy of which should be sent to the Shop Steward. The Union may appeal\nagainst any warning letter and request its withdrawal if a case is established\nthat the employee is innocent. Any warning shall cease to have effect after a\nperiod of twelve months.\u003C\u002Fp>\n\n\u003Cp>b. SUSPENSION\u003C\u002Fp>\n\n\u003Cp>After two written warnings , an Employee may be suspended when he commits a\nfurther offence. On the fourth offence, he will be liable to termination. Six\ndays shall be the maximum suspension period for an Employee, at a time. Under\nno circumstances shall this period be exceeded.\u003C\u002Fp>\n\n\u003Cp>c. INTERDICTION\u003C\u002Fp>\n\n\u003Cp>If an Employer accuses an Employee of a criminal offence and as a result\nproceedings are instituted against him and he is tried in a Court of Law and\nfound to be not guilty, then he shall be paid his full salary plus other\nentitlement, and shall be re- instated and retain his previous position. If he\nis found guilty, it will be at the discretion of the employer either to dismiss\nor retain him.\u003C\u002Fp>\n\n\u003Cp>d. SUMMARY DISMISSAL\u003C\u002Fp>\n\n\u003Cp>Serious misconduct of Employee warranting summary Dismissal without notice\nand forfeiture of entitlements under this Agreement by the Employer are as\nfollows\u003C\u002Fp>\n\n\u003Cp>i. Betraying the Employer's secrets\u003C\u002Fp>\n\n\u003Cp>ii. Accepting bribes to give illegal assistance to any one involving the\nemployer's interests\u003C\u002Fp>\n\n\u003Cp>iii. Stealing and pilfering or proven fraud or attempted fraud\u003C\u002Fp>\n\n\u003Cp>iv. Sleeping on duty\u003C\u002Fp>\n\n\u003Cp>v. Smoking in prohibited areas\u003C\u002Fp>\n\n\u003Cp>vi. Gross negligence of duty\u003C\u002Fp>\n\n\u003Cp>vii.Willful refusal to follow the grievances procedure laid down in clause\n28 hereof.\u003C\u002Fp>\n\n\u003Cp>e. ABSENCE FROM WORK\u003C\u002Fp>\n\n\u003Cp>1. An Employee shall not absent himself\u002Fherself from work on any day of the\nworking week without prior permission of the employer.\u003C\u002Fp>\n\n\u003Cp>2. Any such absence without permission for five continuous working days\nshall be deemed as termination of appointment and the employer has full right\nto replace or appoint a new applicant to fill the post.\u003C\u002Fp>\n\n\u003Cp>3. In case of those Employees who have been absent without permission and\nreturn in four days without satisfactory reasons being given, action of\nsuspension of one (1) day for each day absence can be applied against them,\nsuch days suspension shall be without pay and the Union notified.\u003C\u002Fp>\n\n\u003Cp>4. An employee who is absent without permission for a total of more than 12\nworking days in any twelve months period shall be liable to summary\ndismissal.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 27 : GRIEVANCES PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>It is the intention of the parties to this Agreement to settle any disputes\narising out of its application and interpretation amicably without resort to\nstrikes or lockouts. It is agreed that in case of a dispute, the following\nstages must be followed.\u003C\u002Fp>\n\n\u003Cp>Stage 1 : The Union member aggrieved accompanied by the branch Union\nrepresentatives shall meet the supervisor or site agent and try to resolve the\ndifference and if no compromise is reached ;\u003C\u002Fp>\n\n\u003Cp>Stage 2 : The regional officer of the Union, the Branch Union representative\nand the member concerned shall meet the regional management representative and\ntry to settle the difference and if that also fails ;\u003C\u002Fp>\n\n\u003Cp>Stage 3: The National Secretariat of the Union shall meet the Employer at\nHeadquarters level to try to resolve the matter and if that fails ;\u003C\u002Fp>\n\n\u003Cp>Stage 4: The National Secretariat of the Union shall meet the Employer at\nthe Joint Negotiating Committee level to try to resolve the matter and if that\nfails;\u003C\u002Fp>\n\n\u003Cp>Stage 5 : The matter will be referred to conciliation in accordance with the\nLabour Laws currently in force\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 28 : RESIGNATION\u002FTERMINATION\u003C\u002Fh2>\n\n\u003Cp>The conditions regarding resignation\u002Ftermination of appointment shall be in\naccordance with Labour Act 2003 (Act 651) as follows :\u003C\u002Fp>\n\n\u003Cp>a. Where the agreement is to pay remuneration at a monthly rate, it shall be\ndeemed to be a contract from month to month terminable at any time by either\nparty giving to the other party at least fourteen (14) days notice to expire\nnot earlier than the last day of the current month.\u003C\u002Fp>\n\n\u003Cp>b. Where the agreement is to pay remuneration at a weekly rate, it shall be\ndeemed to be a contract from week to week terminable at any time by either\ngiving at least seven (7) days notice.\u003C\u002Fp>\n\n\u003Cp>c. Where the agreement is to pay remuneration at any rate other than monthly\nor weekly, it shall be deemed to be a contract at will terminable at the close\nof any without notice.\u003C\u002Fp>\n\n\u003Cp>d. Notice under this paragraph may be written or oral.\u003C\u002Fp>\n\n\u003Cp>e. The day on which the notice is given may be included in the period of\nnotice.\u003C\u002Fp>\n\n\u003Cp>f. The Employer shall pay to the Employee not later than the date of\nexpiration of the notice, all remuneration due him\u002Fher at that date. Where no\nnotice is required the payment may not be later than the next succeeding\nworking day after the termination.\u003C\u002Fp>\n\n\u003Cp>g. Either party to an agreement to which this paragraph applies may\nterminate the agreement without notice upon payment to the other party of a sum\nequal to the amount of remuneration which would have accrued to the\nEmployee.\u003C\u002Fp>\n\n\u003Cp>h. In this paragraph \"Agreement\" means any oral engagement to work.\u003C\u002Fp>\n\n\u003Cp>i. Where the notice is oral, it shall be proved beyond all reasonable\ndoubt.\u003C\u002Fp>\n\n\u003Cp>j. Employees who resign before the completion of twelve (12) months service\nshall not be entitled to any payment in respect of leave.\u003C\u002Fp>\n\n\u003Cp>k. Notwithstanding the proceeding provisions of this paragraph, where a\nworker has been in the continuous employment of the same Employer for a period\nexceeding 3 years, the Agreement may be determined by the expiration of one\nmonths notice.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 30 : TRANSFERS\u003C\u002Fh2>\n\n\u003Cp>1. All Employees of this Industry are transferable on duty to anywhere the\nEmployer operates throughout Ghana. Written transfer notice shall be served on\nthe Employee 14 clear days before effective date of departure to the new\nstation. In emergency cases, the Employee shall comply 48 hours and the shop\nSteward notified also.\u003C\u002Fp>\n\n\u003Cp>2. The Employer shall be responsible for the provision of or payment for\ntransport and transportation of personal effect.\u003C\u002Fp>\n\n\u003Cp>3.Transfers exclude the employee’s spouse and children\u003C\u002Fp>\n\n\u003Cp>4. TRANSFER ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>For a permanent transfer to or from different Geographical location within\nthree (3) months, a transfer allowance of Ghc 100.00 (one hundred Ghana Cedis)\nshall be paid. But where the transfer shall exceed three (3) months then, 10%\nof the employee’s annual basic pay shall be paid.\u003C\u002Fp>\n\n\u003Cp>5. SOFT LOANS\u003C\u002Fp>\n\n\u003Cp>Management may grant compassionate soft loans to its employees to mitigate\nexigencies like accommodations etc. This will be done on case to case basis\nbetween Management and the Union.\u003C\u002Fp>\n\n\u003Cp>6. REPATRIATION\u003C\u002Fp>\n\n\u003Cp>i. On leaving the service on grounds of ill health, retirement, old age,\nredundancy or termination (excluding summary dismissal) the Employer shall bear\nthe cost of travelling expenses of the Employee, his registered wife and three\nchildren under 18 years of age to his original place of engagement . Fares paid\nwill not exceed the approved State Transport Corporation fares in force at the\ntime.\u003C\u002Fp>\n\n\u003Cp>i. Under no circumstances shall transferred workers travelling to their new\nplaces of transfer be transported on the platform of open trucks.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 31: INCENTIVE SCHEME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>1. It is agreed that incentives are desirable but it should be left to the\nEmployer to operate its own schemes.\u003C\u002Fp>\n\n\u003Cp>2. As an incentive, Employees meeting an agreed target set by the Employer,\nshall be entitled to an agreed bonus between the Employer and the Employee in\naddition to their monthly emolument.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>CLAUSE 32 : SALARIES AND WAGES\u003C\u002Fh2>\n\n\u003Cp>The parties to this agreement shall observe the Salaries and Wages structure\nas per appendix 'A'.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 33 : SPECIAL ALLOWANCES\u003C\u002Fh2>\n\n\u003Cp>1. HEIGHT ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>A daily fixed amount of Ghc 1.88p shall be paid to erectors who climb towers\nfrom 10 meters and above.\u003C\u002Fp>\n\n\u003Cp>2. UNDERGROUND \u002F UNDERWATER ALLOWANCES\u003C\u002Fp>\n\n\u003Cp>An employee engaged in underground\u002Funderwater work to a depth beyond 5\nmeters, shall be paid an allowance equivalent to 25% of basic daily wage for\ndays worked.\u003C\u002Fp>\n\n\u003Cp>3. CASHIERS ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>A monthly allowance of Ghc 37.50 shall be paid to Cashiers.\u003C\u002Fp>\n\n\u003Cp>4. END-OF-YEAR BONUS\u003C\u002Fp>\n\n\u003Cp>a. Annual bonus, not less than a month's salary shall be determined on the\nperformance of the Company during the year.\u003C\u002Fp>\n\n\u003Cp>b. Employees who have done more than six (6) months but less than twelve\n(12) months service shall be paid pro-rata.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 34 : SEVERANCE BENEFITS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>1. REDUNDANCY\u003C\u002Fp>\n\n\u003Cp>1. The Employer shall give a notice of one (1) month to the Employee\nconcerned and the Union in any case of redundancy, or pay one (1) month pay in\nlieu of notice. The shop steward shall be notified as early as possible of any\nimpending redundancy.\u003C\u002Fp>\n\n\u003Cp>ii. Subject to consideration being given to such factors as skills education\nand ability and those other factors which constitute efficiency then the policy\nof \"first employed last to be made redundant and last employed first to be made\nredundant\" shall be the working basis.\u003C\u002Fp>\n\n\u003Cp>iii. No new engagement or employment shall be made during the period of\nredundancy by the employer for the same work and purpose for which employees\nhave been made redundant, subject to such factors enumerated in paragraph 2 of\nthis clause being taken into consideration.\u003C\u002Fp>\n\n\u003Cp>iv. Employees on temporary transfer shall be repatriated to the original\nplace of employment.\u003C\u002Fp>\n\n\u003Cp>2.REDUNDANCY AWARD\u003C\u002Fp>\n\n\u003Cp>a. After 3 months continuous service, the Employee shall receive a\nredundancy award at a rate of 9 weeks pay for each completed year of service\n(pro-rata).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b. Death Gratuity : Above rate shall also be paid to the estate of Employee\nwho died in the service of the company.\u003C\u002Fp>\n\n\u003Cp>3. RESIGNATION\u003C\u002Fp>\n\n\u003Cp>An Employee shall be eligible for 3.5 weeks pay for each year of service\nwhen he\u002Fshe resigns from the service of the Company.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 35 : TRAINING WITHIN INDUSTRY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>a. The Employer will encourage and assist Employees to attain higher levels\nof education and skills in those fields of education and crafts applicable to\nthe Employers interest.\u003C\u002Fp>\n\n\u003Cp>b. On completion of their courses, the Employees shall immediately return to\nthe employment of the Company.\u003C\u002Fp>\n\n\u003Cp>c. Where the Company directly appoints workers for courses, the company is\nresponsible to meet in full cost of the course. Furthermore, on successful\ncompletion workers should be granted promotion to positions for which they have\ntrained or granted increments pending promotion.\u003C\u002Fp>\n\n\u003Cp>d. For approved courses at the request of workers the Company is to pay 50%\nof the cost, this amount is to be refunded by the worker on successful\ncompletion of the course. Successful Workers are to be granted increments\npending future promotion when chances occur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>CLAUSE 36 : STRIKES AND LAYOUTS\u003C\u002Fh2>\n\n\u003Cp>The conditions regarding strikes and layouts shall be in accordance with\nLabour Laws currently force.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 37 : LABOUR REGULATIONS\u003C\u002Fh2>\n\n\u003Cp>Where this agreement is silent, the Labor Regulations on the particular\nsubject shall apply.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 38 : TEMPORARY LAY OFF OR SUSPENSION\u003C\u002Fh2>\n\n\u003Cp>Any break in service not exceeding three (3) months caused involuntarily by\ntemporary lay- off or suspension of an Employee not arising from misconduct\nshall be disregarded for the purpose of computing any entitlement in this\nAgreement, i.e leave, notice severance pay, retirement, etc\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 39 : MEDICAL FACILITY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>1. The Employer shall provide free medical attention to its employees at\nGovernment recognized Clinics and Hospitals approved by the Employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>2. The Employer shall spend not more than Ghc 5180.00 per year, pro-rata,\ndisbursed at Ghc 15.00 monthly without any presentation of medical receipts on\nan Employee’s family of 1 (one) wife and 3 (three) children under 18 years of\nage and whose names and particulars must be registered with the Employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>In exceptional circumstances, this amount may be exceeded at the discretion\nof the Employer.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 40 : 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>When an employee is absent on account of illness and such absence is\nsupported by a Medical Practitioner, the Employer shall grant sick leave as\nfollows: -\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>PERIOD ON FULL PAY\u003C\u002Ftd>\n      \u003Ctd>PERIOD ON HALF PAY\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Completed 1 year but less\n\n        \u003Cp>than three (3) years\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>One (1) month\u003C\u002Ftd>\n      \u003Ctd>One (1) month\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Three (3) years to eight\n\n        \u003Cp>(8) years.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Two (2) months\u003C\u002Ftd>\n      \u003Ctd>Two (2) months\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Above eight (8) years\u003C\u002Ftd>\n      \u003Ctd>Three (3) months\u003C\u002Ftd>\n      \u003Ctd>Three (3) 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>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\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>CLAUSE 41: FILLING VACANCIES\u003C\u002Fh2>\n\n\u003Cp>1. Where a post becomes vacant or is created, prior consideration will be\ngiven to filling it by promoting existing staff.\u003C\u002Fp>\n\n\u003Cp>2. Employees will whenever possible or practicable be informed through\nInternal Circular of vacancies as they occur to enable Employees in other\ndepartments of the Company or lower grades to apply.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 42 : LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>As an incentive, Employees who have done 5 years or more continuous service\nwith the\u003C\u002Fp>\n\n\u003Cp>Employer shall receive Long Service Award as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>5 years\u003C\u002Ftd>\n      \u003Ctd>Cash award of Ghc 93.75\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 years\u003C\u002Ftd>\n      \u003Ctd>a. Certificate\n\n        \u003Cp>b. Cash award of Ghc 187.50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15 years\u003C\u002Ftd>\n      \u003Ctd>a. Certificate\n\n        \u003Cp>b. Cash award of GHc 281.25\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20 years\u003C\u002Ftd>\n      \u003Ctd>a. Certificate\n\n        \u003Cp>b. Cash award of Ghc 375.OO\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 43 : RESPONSIBILITIES OF THE PARTIES\u003C\u002Fh2>\n\n\u003Cp>Nothing in this Agreement shall worsen any existing condition of any\nindividual Employee. \u003C\u002Fp>\n\n\u003Ch2>CLAUSE 44 : LICENSE FOR DRIVERS AND CRAFTSMEN\u003C\u002Fh2>\n\n\u003Cp>1.The Company will pay for license renewal for all drivers or operators in\ntheir employment who are required by law to hold a license for driving for the\ncompany.\u003C\u002Fp>\n\n\u003Cp>2.All Craftsmen, Artisans who are required to sit an examination for\nup-grading shall have the expenses so involved settled by the company.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 45 : PLASTIC IDENTITY CARDS\u003C\u002Fh2>\n\n\u003Cp>1. The Employer shall provide plastic identity cards to all registered\nEmployees.\u003C\u002Fp>\n\n\u003Cp>2. This shall however be recovered when Employee is leaving the Company\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 46: LEGAL ASSISTANCE FOR DRIVERS\u002FOPERATORS\u003C\u002Fh2>\n\n\u003Cp>1. In the event of court proceedings being taken against a driver\u002Foperator\ninvolved in an accident while driving\u002F operating the Company's\nvehicle\u002Fequipment in the course of his duties, the Company shall provide legal\nassistance to him. The Company shall, as well, inform its Insurers to take the\nnecessary action.\u003C\u002Fp>\n\n\u003Cp>2. The Employer shall provide transport to and from, to pay transportation\nexpenses of the Employee to enable him present himself at the court.\u003C\u002Fp>\n\n\u003Cp>3.The Employer shall pay all fines involved, except when the fault is due to\nthe driver.\u003C\u002Fp>\n\n\u003Ch2>CLAUSE 47 : EDUCATION SUBSIDY\u003C\u002Fh2>\n\n\u003Cp>Management is to spend on a child's education, an amount of not more than\nGhc 2OO.OO a year, on presentation of school receipts or bills to Management.\nFor this purpose, Union shall select annually a maximum of fifteen qualified\nchildren pro-rata every 100 Employees who have completed the Junior High School\nlevel and submit their particulars to Management. Mode of selection is to be\ndealt with by a committee set up by the Union.\u003C\u002Fp>\n\n\u003Cp>Where the total bills for the school year exceed the said amount, the\nEmployer may consider paying the difference.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX \"A\": WAGES FOR GHANA BRANCH WORKERS FROM 1st MARCH 2011\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 2: LABOURER, WATCHMAN, HOUSE BOY, OFFICE BOY, MOTOR BOY, ALL HELPERS\nOF GRADE 1\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>OLD\u003C\u002Ftd>\n      \u003Ctd>NEW\u003C\u002Ftd>\n      \u003Ctd>AVERAGE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>0 - 3 yrs\u003C\u002Ftd>\n      \u003Ctd>5.75\u003C\u002Ftd>\n      \u003Ctd>7.19\u003C\u002Ftd>\n      \u003Ctd rowspan=\"4\">7.37\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 - 6 yrs\u003C\u002Ftd>\n      \u003Ctd>5.87\u003C\u002Ftd>\n      \u003Ctd>7.34\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6-10 yrs\u003C\u002Ftd>\n      \u003Ctd>5.99\u003C\u002Ftd>\n      \u003Ctd>7.49\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>above 10 yrs\u003C\u002Ftd>\n      \u003Ctd>6.12\u003C\u002Ftd>\n      \u003Ctd>7.47\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 1: MECHANIC, VULCANIZER, AUTO ELECT., ELECTRICIAN, WELDER, OPERATORS,\nERECTORS, PIPEFITTER, STEEL BENDER, MASON, CARPENTER, LATHE TURNER, COOK.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>OLD\u003C\u002Ftd>\n      \u003Ctd>NEW\u003C\u002Ftd>\n      \u003Ctd>AVERAGE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>0 - 3 yrs\u003C\u002Ftd>\n      \u003Ctd>7.23\u003C\u002Ftd>\n      \u003Ctd>9.04\u003C\u002Ftd>\n      \u003Ctd rowspan=\"4\">9.34\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 - 6 yrs\u003C\u002Ftd>\n      \u003Ctd>7.38\u003C\u002Ftd>\n      \u003Ctd>9.23\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6-10 yrs\u003C\u002Ftd>\n      \u003Ctd>7.55\u003C\u002Ftd>\n      \u003Ctd>9.44\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>above 10 yrs\u003C\u002Ftd>\n      \u003Ctd>7.72\u003C\u002Ftd>\n      \u003Ctd>9.65\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LIGHT DUTY DRIVERS\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>OLD\u003C\u002Ftd>\n      \u003Ctd>NEW\u003C\u002Ftd>\n      \u003Ctd>AVERAGE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>0 - 3 yrs\u003C\u002Ftd>\n      \u003Ctd>7.26\u003C\u002Ftd>\n      \u003Ctd>9.08\u003C\u002Ftd>\n      \u003Ctd rowspan=\"4\">9.38\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 - 6 yrs\u003C\u002Ftd>\n      \u003Ctd>7.42\u003C\u002Ftd>\n      \u003Ctd>9.28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6-10 yrs\u003C\u002Ftd>\n      \u003Ctd>7.59\u003C\u002Ftd>\n      \u003Ctd>9.49\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>above 10 yrs\u003C\u002Ftd>\n      \u003Ctd>7.75\u003C\u002Ftd>\n      \u003Ctd>9.69\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>HEAVY DUTY DRIVERS\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>OLD\u003C\u002Ftd>\n      \u003Ctd>NEW\u003C\u002Ftd>\n      \u003Ctd>AVERAGE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>0 - 3 yrs\u003C\u002Ftd>\n      \u003Ctd>8.10\u003C\u002Ftd>\n      \u003Ctd>10.13\u003C\u002Ftd>\n      \u003Ctd rowspan=\"4\">10.45\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 - 6 yrs\u003C\u002Ftd>\n      \u003Ctd>8.26\u003C\u002Ftd>\n      \u003Ctd>10.33\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6-10 yrs\u003C\u002Ftd>\n      \u003Ctd>8.45\u003C\u002Ftd>\n      \u003Ctd>10.56\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>above 10 yrs\u003C\u002Ftd>\n      \u003Ctd>8.64\u003C\u002Ftd>\n      \u003Ctd>10.80\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOREMAN\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>OLD\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>0 - 3 yrs\u003C\u002Ftd>\n      \u003Ctd>8.27\u003C\u002Ftd>\n      \u003Ctd>10.34\u003C\u002Ftd>\n      \u003Ctd rowspan=\"4\">10.62\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 - 6 yrs\u003C\u002Ftd>\n      \u003Ctd>8.41\u003C\u002Ftd>\n      \u003Ctd>10.51\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6-10 yrs\u003C\u002Ftd>\n      \u003Ctd>8.55\u003C\u002Ftd>\n      \u003Ctd>10.69\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>above 10 yrs\u003C\u002Ftd>\n      \u003Ctd>8.76\u003C\u002Ftd>\n      \u003Ctd>10.95\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>AS WITNESS BY HAND OF THE PARTIES HERETO:\u003C\u002Fp>\n\n\u003Cp>Signed on behalf of SAE POWER LINES s.r.l. - GHANA OPERATIONS\u003C\u002Fp>\n\n\u003Cp>Signed:\u003C\u002Fp>\n\n\u003Cp>Witness to Signature:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Marco Picucci \u003C\u002Fp>\n\n\u003Cp>Administrative Manager\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed on behalf of the CONSTRUCTION & BUILDING MATERIALS WORKERS UNION\nOF T. U. C. (GHANA)\u003C\u002Fp>\n\n\u003Cp>Signed\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>P.M.K. Quianoo\u003C\u002Fp>\n\n\u003Cp>General Secretary, C.B.M.W.U.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Witness to Signature:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated at Tema this day of May, 2011.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Other Matters\u003C\u002Fp>\n\n\u003Cp>1. Union requested that Management should pay accrued redundancy benefits to\nworkers who may apply for.\u003C\u002Fp>\n\n\u003Cp>Mr. Cozzi objected to it, explaining that it’s a package to benefit an\nemployee who is declared redundant so there is no reason to pay an employee\nthat package when he or she is not declared redundant.\u003C\u002Fp>\n\n\u003Cp>2. Union complained of some expatriate supervisors who harass and abuse\nworkers especially those on the field.\u003C\u002Fp>\n\n\u003Cp>Mr. Cozzi said, that behavior is not the policy of the Company so such\nsupervisors should be reported to him for redress.\u003C\u002Fp>\n\n\u003Cp>In the absence of any further discussion, Mr. Cozzi thanked all participant\nfor exhibiting good maturity and deliberations stating that he hope for better\nbusiness opportunity in future.\u003C\u002Fp>\n\n\u003Cp>Mr. Quainoo in turn thanked all participants and wished Management well.\u003C\u002Fp>\n\n\u003Cp>The meeting ended at 1.45p.m.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>P.M.K Quainoo (CBMW Union)\u003C\u002Fp>\n\n\u003Cp>Recorded by Vera G.M. Teiteh\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"maternityexcludedtrigger":44,"disabilitypay":48,"hourspday_select":52,"maxsicknesspayperc":56,"maternitydifferenttrigger":60,"paidmaternityleaveduration":62,"overtimeallowanceperc1_general":66,"maternity_nursing_breaks_length":70,"ONCERISE_trigger":74,"maternity_nursing_breaks_duration":78,"dayspweek":80,"hourspweek_select":82,"childcare":84,"shiftallowanceperc1":88,"nursingmothers":92,"hourspday":94,"funeralpay":96,"contracttrialperiod":100,"maternityotherclause":104,"paidmaternityleavepayperc":108,"OVERTIME_trigger":110,"nursingdifferenttrigger":114,"holidaysdays":116,"paidmaternityleavepay":120,"nursingexcludedtrigger":122,"healthcareaccess":124,"SUNDAY_trigger":128,"trainingprogrammes":132,"healthandsafetypolicy":136,"overtimeallowanceperc1":140,"hourspweek":142,"contracttrial":144,"schedulesrestpw":146,"dayspweek_select":148,"paidmaternityleaveall":150,"SCHEDULE_trigger":152,"NOCTPREM_trigger":154,"sicknesspay":156,"sicknessmaxdaysnr":158,"overtimeallowancetype_general":160,"healthcareaccessrelatives":162,"sundayallowanceperc1":166,"contractseverancepay1":168,"SENIOR_trigger":172,"sicknessmaxdays":176,"paidmaternityleave":178,"contractseverancepay":180,"PAIDLEAV_trigger":182},{"bindId":45,"name":46,"text":47},"maternityexcludedtrigger","This Agreement shall apply to : a. All E","This Agreement shall apply to :\n\na. All Employees in employment at the time this Agreement becomes effective,\ni.e. 1st March, 2011.\n\nb. All new Employees taken on after the Agreement has become effective.",{"bindId":49,"name":50,"text":51},"disabilitypay","5. INDUSTRIAL INJURY AND DISEASE a. When","5. INDUSTRIAL INJURY AND DISEASE\n\na. When a worker suffers from occupational disease, dies or sustains\npersonal injury by accident arising out of and in the course of his employment,\nthe Workmen's Compensation law, currently in force shall apply.",{"bindId":53,"name":54,"text":55},"hourspday_select","Normal working hours (with the exception","Normal working hours (with the exception of watchmen and security guards)\nshall not exceed 40 hours in any week worked from Monday to Friday with\nSaturday off. Actual regulation of working hours will be at the discretion of\nthe Employer in consultation with the Local Consultative Committee.",{"bindId":57,"name":58,"text":59},"maxsicknesspayperc","When an employee is absent on account of","When an employee is absent on account of illness and such absence is\nsupported by a Medical Practitioner, the Employer shall grant sick leave as\nfollows: -\n\n\n  \n  \n  \n  \n  \n    \n      \n      PERIOD ON FULL PAY\n      PERIOD ON HALF PAY\n    \n    \n      Completed 1 year but less\n\n        than three (3) years\n      \n      One (1) month\n      One (1) month\n    \n    \n      Three (3) years to eight\n\n        (8) years.\n      \n      Two (2) months\n      Two (2) months\n    \n    \n      Above eight (8) years\n      Three (3) months\n      Three (3) months",{"bindId":61,"name":46,"text":47},"maternitydifferenttrigger",{"bindId":63,"name":64,"text":65},"paidmaternityleaveduration","1. The Employer shall grant to any femal","1. The Employer shall grant to any female employee of the company who prior\nto her confinement has completed twelve months continuous service twelve weeks\nmaternity leave on full pay.",{"bindId":67,"name":68,"text":69},"overtimeallowanceperc1_general","3. Overtime shall be paid as follows : i","3. Overtime shall be paid as follows :\n\ni. Where the normal working week is Monday to Friday, then any hours worked\nin addition to that normal working week will be calculated as :\n\nNormal hourly rate * 1.25",{"bindId":71,"name":72,"text":73},"maternity_nursing_breaks_length","2. FEEDING TIME Feeding time of one hour","2. FEEDING TIME\n\nFeeding time of one hour in the morning and one hour in the afternoon shall\nbe granted for nine months.",{"bindId":75,"name":76,"text":77},"ONCERISE_trigger","1. It is agreed that incentives are desi","1. It is agreed that incentives are desirable but it should be left to the\nEmployer to operate its own schemes.\n\n2. As an incentive, Employees meeting an agreed target set by the Employer,\nshall be entitled to an agreed bonus between the Employer and the Employee in\naddition to their monthly emolument.",{"bindId":79,"name":72,"text":73},"maternity_nursing_breaks_duration",{"bindId":81,"name":54,"text":55},"dayspweek",{"bindId":83,"name":54,"text":55},"hourspweek_select",{"bindId":85,"name":86,"text":87},"childcare","1. In case of compassionate nature, the ","1. In case of compassionate nature, the Employer shall if satisfied with the\nbonafide nature of the case, accord the Employee concerned casual leave with\npay, the number of days to be determined by the circumstances in each case but\nto be deducted from his annual leave entitlement.\n\n2. Where annual leave has already been taken , casual leave may be granted\nat the discretion of the employer with or without pay.\n\n3. Where casual leave has already been taken casual leave may be granted at\nthe discretion of the Employer to cover proportionate leave earned.",{"bindId":89,"name":90,"text":91},"shiftallowanceperc1","NIGHT ALLOWANCE Night allowance shall be","NIGHT ALLOWANCE\n\nNight allowance shall be paid in respect of work performed on shifts between\n10pm and 6am or part thereof and this allowance is to be 25% of the\nemployee’s daily basic rate of pay.",{"bindId":93,"name":72,"text":73},"nursingmothers",{"bindId":95,"name":54,"text":55},"hourspday",{"bindId":97,"name":98,"text":99},"funeralpay","1. On the death of an Employee, the Empl","1. On the death of an Employee, the Employer shall accept responsibility for\nthe provision of:-\n\na. Coffin and two (2) bottles of Schnapps or Gin\n\nPay a maximum Mortuary Bill of One (1) month duration.\n\nTwo (2) crates of beer Two (2) crates of minerals\n\nb. A cash donation of GHc 5OO.OO (five hundred Ghana Cedis)\n\nc.i. Transport to convey the corpse to its burial place in Ghana\n\nii. Transport to convey not more that ten (10) workers to accompany the\ncorpse for burial\n\niii. In the case of a deceased not being a Ghanaian, the deceased may be\nconveyed to the Border\n\n2. Special cases shall be treated on their own merits, in consultation with\nthe Union\n\n3. DEATH OF EMPLOYEE'S SPOUSE\u002FCHILD\n\nIn the event of death of an Employee’s registered spouse\u002Fchildren up to\nthree (3) in number and under 18 years of age, the Employer shall give a cash\ndonation of Ghc 375.OO (three hundred and seventy five Ghana Cedis) to the\nWorker on presentation of death\u002Fburial certificate where the documents are\nobtainable. In areas where these documents are not available, the worker shall\nprovide tangible evidence for the death of a spouse\u002Fchild.",{"bindId":101,"name":102,"text":103},"contracttrialperiod","2. Any Employee who in the opinion of th","2. Any Employee who in the opinion of the Employer is required to be on\nprobation shall be confirmed after three (3) months if found suitable and\nsatisfactory.",{"bindId":105,"name":106,"text":107},"maternityotherclause","3. ILLNESS DUE TO PREGNANCY An Employee ","3. ILLNESS DUE TO PREGNANCY\n\nAn Employee may be granted additional period of maternity leave before and\nafter confinement on presentation to the employer of a certificate signed by a\nrecognized medical practitioner that the Employee is unfit for work due to her\npregnancy or as a result of her confinement.",{"bindId":109,"name":64,"text":65},"paidmaternityleavepayperc",{"bindId":111,"name":112,"text":113},"OVERTIME_trigger","1. Any hours worked in excess of the nor","1. Any hours worked in excess of the normal working hours will be regarded\nas overtime.\n\n2. Over-time shall not be compulsory but will be worked where necessary.\n\n3. Overtime shall be paid as follows :\n\ni. Where the normal working week is Monday to Friday, then any hours worked\nin addition to that normal working week will be calculated as :\n\nNormal hourly rate * 1.25",{"bindId":115,"name":46,"text":47},"nursingdifferenttrigger",{"bindId":117,"name":118,"text":119},"holidaysdays","d. All Employees shall be entitled to le","d. All Employees shall be entitled to leave as specified below.\n\n1 - 3 years service- ................................24 working days",{"bindId":121,"name":64,"text":65},"paidmaternityleavepay",{"bindId":123,"name":46,"text":47},"nursingexcludedtrigger",{"bindId":125,"name":126,"text":127},"healthcareaccess","1. The Employer shall provide free medic","1. The Employer shall provide free medical attention to its employees at\nGovernment recognized Clinics and Hospitals approved by the Employer.",{"bindId":129,"name":130,"text":131},"SUNDAY_trigger","iii. Overtime worked on Sundays, gazette","iii. Overtime worked on Sundays, gazetted holidays or after 10:00pm will be\ncalculated as:\n\nNormal hourly rate * 2.0",{"bindId":133,"name":134,"text":135},"trainingprogrammes","a. The Employer will encourage and assis","a. The Employer will encourage and assist Employees to attain higher levels\nof education and skills in those fields of education and crafts applicable to\nthe Employers interest.\n\nb. On completion of their courses, the Employees shall immediately return to\nthe employment of the Company.\n\nc. Where the Company directly appoints workers for courses, the company is\nresponsible to meet in full cost of the course. Furthermore, on successful\ncompletion workers should be granted promotion to positions for which they have\ntrained or granted increments pending promotion.\n\nd. For approved courses at the request of workers the Company is to pay 50%\nof the cost, this amount is to be refunded by the worker on successful\ncompletion of the course. Successful Workers are to be granted increments\npending future promotion when chances occur.",{"bindId":137,"name":138,"text":139},"healthandsafetypolicy","To promote safe working conditions and a","To promote safe working conditions and a feeling of safety consciousness\namong employees, Joint Safety Committee of the representatives of the Branch\nUnion and the Employer shall be established at each site. The Committee shall\nmeet as and when necessary to discuss such issues as will promote safer working\nconditions.",{"bindId":141,"name":112,"text":113},"overtimeallowanceperc1",{"bindId":143,"name":54,"text":55},"hourspweek",{"bindId":145,"name":102,"text":103},"contracttrial",{"bindId":147,"name":54,"text":55},"schedulesrestpw",{"bindId":149,"name":54,"text":55},"dayspweek_select",{"bindId":151,"name":64,"text":65},"paidmaternityleaveall",{"bindId":153,"name":54,"text":55},"SCHEDULE_trigger",{"bindId":155,"name":90,"text":91},"NOCTPREM_trigger",{"bindId":157,"name":58,"text":59},"sicknesspay",{"bindId":159,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":161,"name":68,"text":69},"overtimeallowancetype_general",{"bindId":163,"name":164,"text":165},"healthcareaccessrelatives","2. The Employer shall spend not more tha","2. The Employer shall spend not more than Ghc 5180.00 per year, pro-rata,\ndisbursed at Ghc 15.00 monthly without any presentation of medical receipts on\nan Employee’s family of 1 (one) wife and 3 (three) children under 18 years of\nage and whose names and particulars must be registered with the Employer.",{"bindId":167,"name":130,"text":131},"sundayallowanceperc1",{"bindId":169,"name":170,"text":171},"contractseverancepay1","1. REDUNDANCY 1. The Employer shall give","1. REDUNDANCY\n\n1. The Employer shall give a notice of one (1) month to the Employee\nconcerned and the Union in any case of redundancy, or pay one (1) month pay in\nlieu of notice. The shop steward shall be notified as early as possible of any\nimpending redundancy.\n\nii. Subject to consideration being given to such factors as skills education\nand ability and those other factors which constitute efficiency then the policy\nof \"first employed last to be made redundant and last employed first to be made\nredundant\" shall be the working basis.\n\niii. No new engagement or employment shall be made during the period of\nredundancy by the employer for the same work and purpose for which employees\nhave been made redundant, subject to such factors enumerated in paragraph 2 of\nthis clause being taken into consideration.\n\niv. Employees on temporary transfer shall be repatriated to the original\nplace of employment.\n\n2.REDUNDANCY AWARD\n\na. After 3 months continuous service, the Employee shall receive a\nredundancy award at a rate of 9 weeks pay for each completed year of service\n(pro-rata).",{"bindId":173,"name":174,"text":175},"SENIOR_trigger","As an incentive, Employees who have done","As an incentive, Employees who have done 5 years or more continuous service\nwith the\n\nEmployer shall receive Long Service Award as follows:\n\n\n  \n  \n  \n  \n    \n      5 years\n      Cash award of Ghc 93.75\n    \n    \n      10 years\n      a. Certificate\n\n        b. Cash award of Ghc 187.50\n      \n    \n    \n      15 years\n      a. Certificate\n\n        b. Cash award of GHc 281.25\n      \n    \n    \n      20 years\n      a. Certificate\n\n        b. Cash award of Ghc 375.OO",{"bindId":177,"name":58,"text":59},"sicknessmaxdays",{"bindId":179,"name":64,"text":65},"paidmaternityleave",{"bindId":181,"name":170,"text":171},"contractseverancepay",{"bindId":183,"name":184,"text":185},"PAIDLEAV_trigger","l. a. Leave shall be taken in the year i","l. a. Leave shall be taken in the year in which it falls due other than by\nmutual written agreement between the Employer and the Employee.\n\nb. The Employee shall give one month's notice of his\u002Fher intention to take\nleave. Leave may be taken at a time mutually convenient to Employer and\nEmployee.\n\nc. A newly engaged person shall not qualify for leave unless he\u002Fshe has done\n12 months continuous service.\n\nd. All Employees shall be entitled to leave as specified below.\n\n1 - 3 years service- ................................24 working days\n\n3 years and above service - ..................28 working days","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Sea Power Lines S.R.L. - Ghana Operations - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2013-02-28\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: → 2011-03-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Construction, technical consultancy\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Construction of utility projects for electricity and telecommunications\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                        Sea Power Lines S.R.L. - Ghana Operations\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                        GTUC - Construction & Building Materials 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: → 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): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 182 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \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        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\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: → 24.0 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            \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: → 125 % 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            \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 93.75 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 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",[191],{"title":37,"slug":33},[193],{"type":194,"data":195},"call_to_action_body_block",{"title":196,"description":197,"variant":198,"link":199},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":196,"url":200,"description":196,"rel":201,"type":202},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[204],{"type":194,"data":205},{"title":196,"description":197,"variant":198,"link":206},{"title":196,"url":200,"description":196,"rel":201,"type":202},[]]