[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-satellite-trans-ltd-and-agrana-ghana-ltd-the-national-union-of-teamsters-and-general-workers-nuteg-of-ghana-federation-of-labour-gfl-":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":148,"content_type_view":149,"extra_breadcrumbs":150,"body":152,"body_blocks":163,"related_pages":167},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":146,"translations":147},{"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-satellite-trans-ltd-and-agrana-ghana-ltd-the-national-union-of-teamsters-and-general-workers-nuteg-of-ghana-federation-of-labour-gfl-","65999a4a-1e31-11e4-9886-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-satellite-trans-ltd-and-agrana-ghana-ltd-the-national-union-of-teamsters-and-general-workers-nuteg-of-ghana-federation-of-labour-gfl-\u002Fcollective-agreement-between-satellite-trans-ltd-and-agrana-ghana-ltd-the-national-union-of-teamsters-and-general-workers-nuteg-of-ghana-federation-of-labour-gfl-\u002F","Collective Agreement between Satellite Trans Ltd and Agrana Ghana Ltd & the National Union of Teamsters and General Workers (NUTEG) of Ghana Federation of Labour (GFL) - 2013","GHA Satellite Trans Ltd and Agrana Ghana Ltd - 2013","Ghana - GHA Satellite Trans Ltd and Agrana Ghana Ltd - 2013","GHA Satellite Trans Ltd and Agrana Ghana Ltd - 2013 - Transport, logistics, communication",{"name":41,"data":42},"Collective Agreement.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>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN SATELLITE TRANS LTD AND AGRANA GHANA LTD &\nTHE NATIONAL UNION OF TEAMSTERS AND GENERAL WORKERS (NUTEG) OF GHANA FEDERATION\nOF LABOUR (GFL)\u003C\u002Fh1>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Agreement is made this ……… day of\n……………..................2013 between the Satellite Trans Ltd and\nAgrana Ghana Ltd (hereinafter called the Company) and the National Union of\nTeamsters and General Workers (hereinafter called the Union or NUTEG) for and\non behalf of the employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1 – PURPOSE AND INTENTION\u003C\u002Fh2>\n\n\u003Cp>It is the intention and purpose of the parties to this Agreement to promote\norderly and peaceful Labour\u002FManagement relations, to have full understanding of\nboth the Company and the Union, and to set forth herein their agreement on\nsalaries, wages, hours of work and other conditions and terms of employment. In\nconsideration of their mutual desire in promoting the efficient conduct of\nbusiness and growth of a stable Union, and in providing for the orderly\nsettlement of disputes between them.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>To this end, the Company recognizes the Union as the sole and exclusive\ncollective bargaining representative for its employees as defined in Article 2\nof this agreement, in all matters pertaining to salaries\u002Fwages, hours of work,\nand rules and conditions of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Collective Agreement takes precedence over all existing Rules and\nRegulations. Where the Collective Agreement is silent, the Standing Negotiation\nCommittee shall be summoned to determine the matter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2 – SCOPE AND COVERAGE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-coverunion_trigger\" class=\"cbaClause highlight\">\u003Cp>This agreement shall apply to all permanent employees who are members of the\nUnion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3 – DEFINITION\u003C\u002Fh2>\n\n\u003Cp>In this Agreement unless the context otherwise requires:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The “Company” means the Satellite Trans Ltd and Agrana Ghana. Ltd\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) “Employee(s)” means all permanent male and female worker(s) who are\nmembers of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) “Union” shall mean the National Union of Teamsters and General\nWorkers (NUTEG) of GFL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) “Local Union” shall mean Satellite Trans Ltd and Agrana Ghana Ltd.\nLocal Union of NUTEG of GFL.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cp>(e) “Normal working days” shall mean Monday through to Friday. Saturday,\nSunday and Public Holidays are excluded and shall be observed as off days.\nShift work shall however not be affected by this definition.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) A “Calendar Year” shall mean 1st January to 31st December.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4 – CONDITIONS OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>1. i. The employer reserves the right to employ as it deems appropriate in\nthe interest of the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>ii A new employee shall be notified of his\u002Fher (a) Grade (b) Salary (c)\nSalary point.\u003C\u002Fp>\n\n\u003Cp>(d) Classification (Permanent \u002F Temporally)\u003C\u002Fp>\n\n\u003Cp>(e) Probation Period\u003C\u002Fp>\n\n\u003Cp>(f) Department \u002FSection assigned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Unless informed in writing by the Company to the contrary, an employee\nwho has complete his probation shall be deemed to have been confirmed in his\nappointment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. Before a probationer’s service with the Company is terminated for\nunsatisfactory work, his performance shall be appraised on one (1) occasion and\nthe results of the appraisal made known to him in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v. No employee covered by this agreement shall be compelled or asked to\nenter into a contract or agreement with the Company concerning the terms and\nconditions of employment,\u003C\u002Fp>\n\n\u003Cp>salary\u002Fwages rates and hours of work different from what appears in the\nAgreement without the consent of the Union .\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vi. Printed copies of this Agreement including all appendices shall be\nhanded over to all employees covered by it by the Company within three (3)\nmonths from the date of signing of the Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2 i. Every employee shall give to the employer, at the time of his\u002Fher\nengagement, the name and address of his\u002Fher nominee who shall receive any\nentitlement due him\u002Fher from the employer to his\u002Fher estate in the event of the\nemployee`s death. A person so nominated can be revoked, renewed or revised at\nthe discretion of he employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. In the event of death of an employee, the company shall give to the\nperson last nominated by the deceased employee the benefits that may have\naccrued to the deceased\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. All payments to beneficiaries shall be made in the presence of\nrepresentatives of the Local Union\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. In the absence of a next of kin, the deceased`s benefits shall be paid\nto the administrators of the deceased estate as per the Letter of\nAdministration (L.A).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5 – REMUNERATION (SALARIES, WAGES REGULATIONS)\u003C\u002Fh2>\n\n\u003Cp>a – Rates of Pay\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. Any employee who is covered by this Agreement shall receive the rate of\npay commensurate with the appropriate job grade as spelt out in the appointment\nletter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b - Wage Opener\u003C\u002Fp>\n\n\u003Cp>i Negotiations for basic rate of wages\u002Fsalaries shall be opened every year,\nbut until new rates are agreed upon, the existing rates shall remain valid and\neffective.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Where an employee is found to have been improperly rated or misplaced on\na salary scale or salary point, the Company shall immediately rectify such\nerror and shall pay all arrears due to the employee within one month of such\ndetection.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. These rates of pay, salary ranges etc, shall be effective and shall\nremain in effect throughout the life of this Agreement unless any of the jobs\nare substantially changed in duties or unless the Company and the Union meet to\nmodify the salary structure at the time of discussion of the Wage\nre-opening.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. Salaries \u002F Wages \u002F overtime shall be paid once monthly on or before the\ntwenty-seventh (27th) day of the month to employees after allowing for all\nstatutory deductions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6 – HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cp>1. Working Hours\u003C\u002Fp>\n\n\u003Cp>The normal hours of work for all categories of workers shall be eight (8)\nhours a day or forty (40) hours a week of five (5) days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Shift Workers\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Time for shift work shall be scheduled and communicated to the workers\n24 hours before commencement of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Employees working on shift basis shall work one week on each schedule\nshift to be determined by the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Where the company staggers the shift system employees affected shall be\ngranted two (2) days off duty within the week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) No shift period shall exceed eight (8) hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3 General\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Where the employer requires any employee to work on any of the\noff-day\u002FStatutory public holidays, notice shall be given the employee and shall\nbe paid for as overtime under Article 8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4 Frustrated Work\u003C\u002Fp>\n\n\u003Cp>When an employee reports for duty on his or her normal working day and due\nto no fault of his or her, he or she is ordered to leave or stop work by the\nemployer or his representative he or she shall receive full pay for the day or\nperiod worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7 – ABSENCE FROM WORK\u003C\u002Fh2>\n\n\u003Cp>Absence from Work\u003C\u002Fp>\n\n\u003Cp>i) An employee wishing to leave his place of employment or to absent himself\nfrom work for any reason necessitating such action shall seek permission from\nhis Head of Department. Any employee who absents himself from duty or leave his\nplace of work and cannot give any satisfactory explanation will be sanctioned\nunder Article 16 section 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Where sickness is the reason for the absence, a medical certificate must\nbe produced within a reasonable period but in no case should it exceed one (1)\nweek.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vacation of Post\u003C\u002Fp>\n\n\u003Cp>Where an employee absents him\u002Fherself from duty for five (5) consecutive\nworking days without notice, he\u002Fshe shall be regarded as having vacated his\u002Fher\npost and his\u002Fher appointment terminated accordingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8 – OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>Work performed in excess of the normal daily hours of work stipulated in\nArticle 6, shall be paid for as overtime in accordance with the following\nschedule:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Normal working dayTime and Half (1+1\u002F2)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>ii) Off Duty Days \u002F Public HolidayDouble Time (1+1)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9 – LEAVE REGULATION\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>Section 1 – Annual Leave\u003C\u002Fp>\n\n\u003Cp>i) All junior members of staff irrespective of years served are entitled to\n18 working days annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Any period of absence from work allowed owing to sickness certified by a\nregistered medical practitioner and which occurs after commencement of and\nduring annual leave shall not be computed as part of such leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) Leave will be taken in accordance with an annual leave roster drawn up\nat the beginning of each calendar year. The company will make every effort to\nhonour leave obligations of workers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv. All employees shall take their annual leave within the leave year and\nannual leave not taken shall not be accumulated or commuted to cash and any\nagreement to the contrary shall be void. This is in accordance with Section 31\nof the Labour Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 2 – Accumulated Leave\u003C\u002Fp>\n\n\u003Cp>i) Should it become necessary for the employer to defer the leave of an\nemployee, one month notice of deferment shall be served the employee prior to\nhis\u002Fher leave date, all things being equal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) In all cases, accumulation of leave of employees shall not exceed two\n(2) years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 3 – Casual \u002F Compassionate Leave\u003C\u002Fp>\n\n\u003Cp>The company agrees to grant ten (10) working days paid leave to its\nemployees in the appropriate cases of emergency in one calendar year in special\ncircumstances.\u003C\u002Fp>\n\n\u003Cp>Section 4 - Sick Leave\u003C\u002Fp>\n\n\u003Cp>An employee who is absent on medical grounds and evidenced by a recognized\nmedical practitioner shall be granted sick leave. The following shall apply in\nthe case of a staff that is taken ill for an extended period of time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight focus\">\u003Cp>YEARS OF SERVICESICK LEAVE ENTITLEMENT\u003C\u002Fp>\n\n\u003Cp>1 year to 5 years1st - 3 months full pay\u003C\u002Fp>\n\n\u003Cp>2nd - 3 months ½ pay\u003C\u002Fp>\n\n\u003Cp>Over 5 years1st - 4 months full pay\u003C\u002Fp>\n\n\u003Cp>2nd - 4 months ½ pay\u003C\u002Fp>\n\n\u003Cp>After the above is exhausted, the medical board will examine the staff\nconcerned and advise the company appropriately.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Section 5 – Study Leave\u003C\u002Fp>\n\n\u003Cp>An employee who wants leave to pursue a course of further studies which aims\nat improving his\u002Fher competencies and performance on the job may apply for\nstudy leave. The conditions for awarding the study leave shall be on these\nbases:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. The employee must have served a minimum of three continuous years with\nthe company\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. A written application\u002Frequest, stating the course institution, duration\nof course and proof of admission to pursue the course shall be submitted and\napproved by management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. The course or study to be pursued should be related to the staff’s\njob\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4. The company may choose to pay all or some part of the fees. This shall be\nat the discretion of management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5. Where the company decides to pay a percentage of the fee, staff will be\nbonded to serve the company for an agreed period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duration of TrainingPeriod of Bond\u003C\u002Fp>\n\n\u003Cp>1. 3 months but less than 1 year1 year\u003C\u002Fp>\n\n\u003Cp>2. 1 year2 years\u003C\u002Fp>\n\n\u003Cp>3. 2 years and above4 years\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6. Study leave shall be without pay unless it is being undertaken with the\napproval of the company.\u003C\u002Fp>\n\n\u003Cp>7. The company shall not guarantee specific positions or seniority to a\nmember of staff who returns from study leave unless otherwise stated in\nwriting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 6 - Handing Over\u003C\u002Fp>\n\n\u003Cp>An employee who is proceeding on leave, transfer, or is promoted to another\nposition, is required to hand over in a proper manner his\u002Fher duties together\nwith any documents etc. to the employee who is to take over.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10 – PROMOTION AND TRANSFER\u003C\u002Fh2>\n\n\u003Cp>Section 1 - Promotion\u003C\u002Fp>\n\n\u003Cp>i) Promotion shall be tied to performance and shall be subject to\nmanagement’s approval.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Promotions within the organization shall be dependent on vacancies\navailable or when a new job is created.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) As much as possible, vacancies must be filled by staff within the\norganization, with priority being given to permanent staff over casual staff\nbefore considering external recruitment of persons not working already in the\ncompany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv) Any staff member who is promoted shall be entitled to the salary and\nbenefits of the position he\u002Fshe has been promoted to unless it is a new job\nthat has been created then the prerogative lies with management to define the\nentitlements, salaries and benefits of the position.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v) The company shall write to inform employee(s) who have been promoted,\nstating the new position, job description, reporting lines, salary and any\nother benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vi) The attainment of professional, vocational or academic qualifications\nshall not in themselves make one eligible for promotion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vii) No employee should be promoted because he\u002Fshe has reached the end of\nhis\u002Fher salary grade. Such employees could be considered for long service\nawards at the appropriate time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ix) As regards promotion, a deserving staff member shall be promoted\ndepending on the combination of the following factors among others:-\u003C\u002Fp>\n\n\u003Cp>• Availability of a vacant position\u003C\u002Fp>\n\n\u003Cp>• Possession of minimum qualification and required competence level.\u003C\u002Fp>\n\n\u003Cp>• Exhibited ability to perform at a higher level of responsibility.\u003C\u002Fp>\n\n\u003Cp>• Changes in job demands.\u003C\u002Fp>\n\n\u003Cp>Section 2 – Transfers\u003C\u002Fp>\n\n\u003Cp>The Company reserves the right to transfer any staff from one location to\nanother. The following conditions shall apply in event of transfer;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. Transfers shall not affect employee’s current status (permanent,\nsenior, junior), remuneration or any other benefits, unless the employee is\nbeing promoted, by which conditions of services may appreciate.\u003C\u002Fp>\n\n\u003Cp>ii. Transfer letter detailing the conditions, place, period and effective\ndate of the transfer shall be issued at least a month (4 weeks) before the\ntransfer is implemented in order to facilitate adequate preparation for the\nemployee to be transferred.\u003C\u002Fp>\n\n\u003Cp>iii. The company shall make the following provision if a member of staff is\ntransferred outside his\u002Fher region\u002Fsector\u002Fdistrict of work:\u003C\u002Fp>\n\n\u003Cp>• Provide transportation\u003C\u002Fp>\n\n\u003Cp>• Provide temporary accommodation for a period of three (3) months.\u003C\u002Fp>\n\n\u003Cp>• Pay a transfer\u002Finconvenience allowance of one month gross salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11 – TRAINING AND DEVELOPMENT\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Cp>Section 1 – Training Within Industry\u003C\u002Fp>\n\n\u003Cp>Parties to this Agreement acknowledge the importance of a sound training\nscheme as one of the means by which efficiency can be increased and therefore\nrecommend that the fullest opportunity be taken of in-service and external\ntraining schemes designed to improve the skills of employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pursuant to this, all employees shall be encouraged to take approved courses\nsponsored by the company or on the job training which would benefit such\nemployees by improving their efficiency and thereby their suitability for\npromotion or advancement in their jobs.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 2 – Training Course and Examination\u003C\u002Fp>\n\n\u003Cp>For purpose of this Agreement, the company undertakes to train and retrain\nemployees to enhance promotion prospects in accordance to its policies.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12 – REWARD AND COMPENSATION\u003C\u002Fh2>\n\n\u003Cp>Section 1 – Long Service Award\u003C\u002Fp>\n\n\u003Cp>The employer shall reward long and dedicated service during the life of the\ncompany. Qualifying employees shall be rewarded as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10 years - A new 21’’ plasma TV and one month salary\u003C\u002Fp>\n\n\u003Cp>15 years - A new Double Door Refrigerator and one month salary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 2 – Performance Appraisal Report\u003C\u002Fp>\n\n\u003Cp>i. Performance of every staff shall be evaluated using the approved\nperformance appraisal forms. Assessment of an employee must be based on agreed\njob description and specific measurable targets for the period under review.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Performance review shall be done once in a year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) For newly recruited staff, appraisal shall be done at the end of the\nprobationary period for the first time and subsequently once every year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv) Any staff member who is engaged for more than 9 months and above within\nthe year under review shall be eligible for appraisal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v) Any staff member under investigation shall have his or her appraisal\ndeferred until investigations are concluded and all charges leveled against\nhim\u002Fher are cleared.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 3 – Best Worker Awards\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This award shall be given yearly\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. The employee should have been of exemplary character: e.g. honest,\nrespectful, committed, disciplined, hardworking, etc.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• The award shall be in two categories: Departmental and Overall Staff.\u003C\u002Fp>\n\n\u003Cp>• Nomination and elections shall be determined by employees\u002Fstaff.\u003C\u002Fp>\n\n\u003Cp>• Management will then choose the overall best worker out of the pool of\nbest workers elected at the departmental level.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 4 – Annual Bonus\u003C\u002Fp>\n\n\u003Cp>13th month cheque bonus across board (1 month salary) shall be paid to all\nemployees who have served the company for nine months and above in December\neach year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 5 -Trip Bonus\u003C\u002Fp>\n\n\u003Cp>Drivers and their mates who undertake long haul duty shall be paid trip\nexpenses as per the categorization reached at the negotiations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 6- Outstation\u002FOvernight Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>An employee who spends the night outside his usual place of work on duty\nshall be paid an out station allowance of GH¢ 50.00 in addition to his\u002Fher\ncost of lodging and boarding.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13 – PROVIDENT FUND\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(i) A contributory Provident Fund Scheme shall be instituted to provide End\nof Service Lump Sum benefit to employees under this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Employees will be encouraged to join the Provident Fund Scheme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) The Provident Fund Scheme is an investment-Linked Life policy designed\nto provide attractive Retirement, End of Service Benefits to staff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) The Company shall contribute a percentage of the Employee’s monthly\nSalary to the\u003C\u002Fp>\n\n\u003Cp>(v) Provident Fund.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vi) The contributory ratio shall be as follows:\u003C\u002Fp>\n\n\u003Cp>Employer - 10%\u003C\u002Fp>\n\n\u003Cp>Employee - 10%\u003C\u002Fp>\n\n\u003Cp>(vii) There shall be constituted, a five member board of trustees, made up\nof 2 Management reps, 1 rep each from the National Union and the Local Union,\nwith the Chairperson appointed by Management to administer the fund.\u003C\u002Fp>\n\n\u003Cp>(viii)The fund shall be governed in accordance with provision of the\nNational Pensions Act (Act 766) of 2008.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14 – UNION RECOGNITION\u003C\u002Fh2>\n\n\u003Cp>Section 1 – Union Membership and Check-off\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. Any employee covered by this Agreement shall be a member of the Union to\nthe extent of paying membership dues and any general assessment uniformly\nlevied.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. The company shall deduct from the salary\u002Fwages of each employee covered\nby this Agreement the Union dues as authorized by the Union and shall pay such\namount direct to the National Union and Local Union respectively not later than\nthe 10th day of every succeeding month along with the list of employees from\nwhom deductions were made.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Since the Union represents the employees of the Company as defined in\nArticle 2 of this Agreement it is recognized that, in accordance with\ndemocratic principles, such employees shall participate in the democratic\ndecision-making of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Section 2 – Non-discrimination\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Company shall not victimize or discriminate against any employee covered\nby this Agreement because of his or her Union activities in all matters\npertaining to hiring, salary\u002Fwage rates hours of work and other working\nconditions or do anything to prevent an employee from joining the union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 3 – Shop Stewards and Local Union Officials\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. The Company recognizes the existence of Shop Stewards and Local Union\nExecutives as the duly elected representatives of the employees. All elected\nUnion officials shall be introduced to management after election into\noffice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Shop Stewards and Local Union officials shall intercede in matters\naffecting the well-being of industry and labour during the normal working\nhours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. The Local Union shall furnish the Company with a complete list of Shop\nStewards with a copy to the National Union. List of Local Union officials shall\nbe provided to the Company from time to time by the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 4 – Notice Board\u003C\u002Fp>\n\n\u003Cp>The company shall provide notice boards placed conspicuously at vantage\npoints on the Company’s premise for the use of the Local Union for the\ninformation of its members.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 15 – ENVIRONMENTAL HEALTH, SAFETY AND WELFARE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>Health and safety management shall be held in high esteem at the same level\nthat is given to the company’s strategic goals. Assurance of a safe and\nhealthy environment shall, therefore, be everyone’s responsibility.\u003C\u002Fp>\n\n\u003Cp>All employees shall abide by all health and safety policies that will be\ndeveloped. All health and safety directives shall be placed on the notice\nboards and it shall be the responsibility of managers to inform staff members\nof any health and safety directives.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Staff shall be expected to conform to all health and safety policies and\nregulations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 1 – Individual Responsibilities\u003C\u002Fp>\n\n\u003Cp>a. No employee shall have possession of or use narcotic drugs on company\npremises.\u003C\u002Fp>\n\n\u003Cp>b. No employee shall possess any weapon, including but not limited to\nfirearms on company premises.\u003C\u002Fp>\n\n\u003Cp>c. No employee shall use any object to threaten or intimidate another\nemployee on company premises.\u003C\u002Fp>\n\n\u003Cp>d. All supervisors must ensure that electrical gargets are switched off\nbefore leaving their offices.\u003C\u002Fp>\n\n\u003Cp>e. Drivers shall not drive vehicles\u002Ftrucks that are not roadworthy.\u003C\u002Fp>\n\n\u003Cp>f. Seat belts must be worn by staff when in company vehicles at all\ntimes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 2 – Company Responsibilities\u003C\u002Fp>\n\n\u003Cp>The safety policy shall include the following:\u003C\u002Fp>\n\n\u003Cp>a. Employees shall be educated on fire drilling procedures.\u003C\u002Fp>\n\n\u003Cp>b. In case of fire outbreak, there shall be converging points\u002Fcentres for\nstaff to gather for further instructions.\u003C\u002Fp>\n\n\u003Cp>c. The company shall make sure that all required protective gear is provided\nand worn by those who need them and staff disciplined if they fail to comply\nwith safety guidelines.\u003C\u002Fp>\n\n\u003Cp>d. Any injuries or death on the job shall be reported immediately to the\nstaff’s immediate Manager. Such information shall be passed on to Management\nfor a report to be made to the insurers and Labour Department as per the\nWorkmen’s Compensation Law. (PNDC Law)\u003C\u002Fp>\n\n\u003Cp>e. All minor injuries shall be reported and treated at designated hospitals.\nThe company shall maintain first aid facilities and equipment for such a\nreason.\u003C\u002Fp>\n\n\u003Cp>f. Health and safety programmes will be run periodically. This should be at\nleast once every year.\u003C\u002Fp>\n\n\u003Cp>g. All drivers shall be required to wear seatbelts and adhere to all driving\nregulations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 3 – Medicals\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthinsurancerelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>a. The Company shall provide Medical Care to all permanent employees and\ntheir registered dependants of one wife and four children of school going age\nup to 18 years, under the NHIS by paying for the registration fee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>b. The facility shall include all medical care covered by the National\nHealth Insurance Scheme. However, the company shall institute a Top up Medical\nScheme to cover other health care needs that the NHIS does not cover for the\nemployees and their dependants.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 4 - Financial Assistance\u003C\u002Fp>\n\n\u003Cp>i) It is agreed that an employee covered by this Agreement who requests for\nloan from a bank may be granted upon the employer signing an undertaking to\nseek the loan from the bank. Recovery of the amount shall be spelt out in the\nbank’s loan requirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 5 – Renewal of Driving Licenses\u003C\u002Fp>\n\n\u003Cp>Drivers employed by the company shall have their licenses renewed from time\nto time at the expense of the company after working for a year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 6 – Legal Aid\u003C\u002Fp>\n\n\u003Cp>The company shall provide free legal aid to its employees when they commit\noffences in the course of their legitimate duties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 7– Certificate of Service\u003C\u002Fp>\n\n\u003Cp>On leaving the service of the organization, an employee shall be issued with\na Certificate of Service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>Section 8- Funeral Undertaking\u003C\u002Fp>\n\n\u003Cp>In the event of death of an employee, the company shall make donation of the\nfollowing to the bereaved family through the deceased next of kin.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>STATUSDONATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Staff Member\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. Normal Death\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Death on duty\u003C\u002Fp>\n\n\u003Cp>Cash donation of three months salary to the surviving spouse and children\u003C\u002Fp>\n\n\u003Cp>2 Bottles Schnapps\u003C\u002Fp>\n\n\u003Cp>2 Cartons Beer\u003C\u002Fp>\n\n\u003Cp>2 Cartons Guinness\u003C\u002Fp>\n\n\u003Cp>2 Crates Mineral\u003C\u002Fp>\n\n\u003Cp>A bus to convey staff members to the funeral.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cash donation of three months salary to the surviving spouse and children\u003C\u002Fp>\n\n\u003Cp>Ambulance to convey body to place of burial in Ghana.\u003C\u002Fp>\n\n\u003Cp>Mortuary fee for 14 days.\u003C\u002Fp>\n\n\u003Cp>2 Bottles Schnapps\u003C\u002Fp>\n\n\u003Cp>2 Cartons Beer\u003C\u002Fp>\n\n\u003Cp>2 Cartons Guinness\u003C\u002Fp>\n\n\u003Cp>2 Crates Mineral\u003C\u002Fp>\n\n\u003Cp>A bus to convey staff members\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Parent\u003C\u002Fp>\n\n\u003Cp>Two months salary to the bereaved staff.\u003C\u002Fp>\n\n\u003Cp>Cash Donation of GH¢200\u003C\u002Fp>\n\n\u003Cp>2 Bottles of Schnapps\u003C\u002Fp>\n\n\u003Cp>A bus to convey staff members\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Spouse\u003C\u002Fp>\n\n\u003Cp>Two months salary to the bereaved staff.\u003C\u002Fp>\n\n\u003Cp>2 Cartons Beer\u003C\u002Fp>\n\n\u003Cp>2 Cartons Guinness\u003C\u002Fp>\n\n\u003Cp>2 Crates Mineral\u003C\u002Fp>\n\n\u003Cp>A bus to convey staff\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4. Child\u003C\u002Fp>\n\n\u003Cp>Two months salary bereaved staff.\u003C\u002Fp>\n\n\u003Cp>2 Cartons Beer\u003C\u002Fp>\n\n\u003Cp>2 Cartons Guinness\u003C\u002Fp>\n\n\u003Cp>2 Crates Mineral\u003C\u002Fp>\n\n\u003Cp>A bus to convey staff\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16 – DISCIPLINE\u003C\u002Fh2>\n\n\u003Cp>To serve as guidelines, enhance interpersonal relations among staff and the\ngrowth and performance of the company, rules and regulations have been put in\nplace. These rules and regulations shall govern the expected behaviour of all\nstaff.\u003C\u002Fp>\n\n\u003Cp>Disciplinary action shall not be meted against any employee who is alleged\nto have committed an offence unless the person has been given the opportunity\nto defend him\u002Fherself.\u003C\u002Fp>\n\n\u003Cp>Any offence shall involve sanctions that shall include but not limited to\nany of the following disciplinary actions depending on the circumstances and\ngravity of the offence committed:\u003C\u002Fp>\n\n\u003Cp>i. Written warnings.\u003C\u002Fp>\n\n\u003Cp>ii. Suspension without pay.\u003C\u002Fp>\n\n\u003Cp>iii. Demotion.\u003C\u002Fp>\n\n\u003Cp>iv. Interdiction.\u003C\u002Fp>\n\n\u003Cp>v. Surcharge.\u003C\u002Fp>\n\n\u003Cp>vi. Termination.\u003C\u002Fp>\n\n\u003Cp>vii. Termination without notice\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 1 – Minor Offences\u003C\u002Fp>\n\n\u003Cp>1) Politicking in the office.\u003C\u002Fp>\n\n\u003Cp>2) Reporting to work late.\u003C\u002Fp>\n\n\u003Cp>3) Malicious spreading of false and detrimental information.\u003C\u002Fp>\n\n\u003Cp>4) Vacation duty host without permission.\u003C\u002Fp>\n\n\u003Cp>5) Failure to complete work assignment on expected dates \u002F time.\u003C\u002Fp>\n\n\u003Cp>6) Use of insulting language towards another employee.\u003C\u002Fp>\n\n\u003Cp>7) Any other offence that may be added from time to time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Penalty\u003C\u002Fp>\n\n\u003Cp>1.Verbal warning for the first offence\u003C\u002Fp>\n\n\u003Cp>2. Written warning for the second offence\u003C\u002Fp>\n\n\u003Cp>3. 3 working days suspension for the third offence\u003C\u002Fp>\n\n\u003Cp>4. Suspension without pay\u003C\u002Fp>\n\n\u003Cp>5. Full disciplinary proceedings leading to termination.\u003C\u002Fp>\n\n\u003Cp>6. A combination of three warning letters will lead to termination of\nemployment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>Section 2 – Major Offences\u003C\u002Fp>\n\n\u003Cp>1. Refusal to take legitimate instructions from superior\u002Fobey\ninstructions.\u003C\u002Fp>\n\n\u003Cp>2. Coercion, intimidating, threatening and or use of insulting language\ntowards superior or authority\u003C\u002Fp>\n\n\u003Cp>3. Sexual harassment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4. Falsifying testimony when accidents are being investigated.\u003C\u002Fp>\n\n\u003Cp>5. Violation of safety rules\u003C\u002Fp>\n\n\u003Cp>6. Possession of alcohol or narcotics, fire arms etc.\u003C\u002Fp>\n\n\u003Cp>7. Fighting on Company premises.\u003C\u002Fp>\n\n\u003Cp>8. Stealing \u002F Fraud \u002F Embezzlement.\u003C\u002Fp>\n\n\u003Cp>9. Sleeping on duty.\u003C\u002Fp>\n\n\u003Cp>10. Causing wilful damage to company property.\u003C\u002Fp>\n\n\u003Cp>11. Driving company vehicle under the influence of alcohol.\u003C\u002Fp>\n\n\u003Cp>12. Driving Company Vehicle without permission\u003C\u002Fp>\n\n\u003Cp>13. Persistent breach of company policies, rules and regulations.\u003C\u002Fp>\n\n\u003Cp>14. Actions likely to bring the company into public disrepute.\u003C\u002Fp>\n\n\u003Cp>15. Negligence (leading to financial loss)\u003C\u002Fp>\n\n\u003Cp>16. Misuse of company funds\u003C\u002Fp>\n\n\u003Cp>17. Working for a competitor.\u003C\u002Fp>\n\n\u003Cp>18. Inciting workers against the company.\u003C\u002Fp>\n\n\u003Cp>19. Any other acts of gross misconduct.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Penalty\u003C\u002Fp>\n\n\u003Cp>1.Written warning for the first offence and repayment of loss\u002FSurcharging\u003C\u002Fp>\n\n\u003Cp>2.Final warning, withholding or deferment of increment and\u002For suspension\nfrom duty without pay up to a maximum of 10 working days for a second\noffence.\u003C\u002Fp>\n\n\u003Cp>3.Termination after subsequent breach of discipline for the third time.\u003C\u002Fp>\n\n\u003Cp>4.A combination of two warning letters (on major offences) will lead to\ntermination of appointment.\u003C\u002Fp>\n\n\u003Cp>5.The above penalties are without prejudice to the company's right to\nsurcharge the employee where necessary.\u003C\u002Fp>\n\n\u003Cp>6.Summary Dismissal\u002FTermination (depending on the severity of the offence\nand also to be decided by the Disciplinary Committee)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NB: Warning letters will only be issued to offending employee only after the\nissuance of queries to them for their responses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Warning letters will cease to have effect after twelve months from the dates\nof issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 3 - Intolerable Offences\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>These shall constitute intolerable offences:\u003C\u002Fp>\n\n\u003Cp>a. Falsification of employment \u002F company records.\u003C\u002Fp>\n\n\u003Cp>b. Stealing \u002F Fraud\u003C\u002Fp>\n\n\u003Cp>c. Embezzlement of company funds.\u003C\u002Fp>\n\n\u003Cp>d. Inciting workers against the employer.\u003C\u002Fp>\n\n\u003Cp>e. Willfully causing financial loss to the company.\u003C\u002Fp>\n\n\u003Cp>f. Misuse of company funds.\u003C\u002Fp>\n\n\u003Cp>g. Working for a competitor without the consent of the employer.\u003C\u002Fp>\n\n\u003Cp>h. Deliberate actions likely to bring the company’s name into public\nridicule.\u003C\u002Fp>\n\n\u003Cp>i. Under the influence of alcohol during working hours.\u003C\u002Fp>\n\n\u003Cp>j. Threatening of fellow employees \u002F superiors.\u003C\u002Fp>\n\n\u003Cp>k. Vacation of post.\u003C\u002Fp>\n\n\u003Cp>l. Willful damage or deliberate damage of company property.\u003C\u002Fp>\n\n\u003Cp>m. Taking or trafficking in narcotic drugs during working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Penalties\u003C\u002Fp>\n\n\u003Cp>a. Suspension without pay for a period not exceeding two weeks.\u003C\u002Fp>\n\n\u003Cp>b. Termination without notice.\u003C\u002Fp>\n\n\u003Cp>c. Dismissal, depending on the severity of the offence and to be decided by\nthe disciplinary committee.\u003C\u002Fp>\n\n\u003Cp>d. Any staff terminated on disciplinary grounds shall receive all\nentitlements due him\u002Fher but where the offence committed caused financial loss\nto the company; the staff shall be surcharged with the cost.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disciplinary Committee\u003C\u002Fp>\n\n\u003Cp>A five (5) member Disciplinary Committee made up of 2 reps, each of\nManagement and Local Union with the Chairman appointed by Management shall be\nconstituted to investigates disciplinary cases and submit written report to\nManagement for implementation.\u003C\u002Fp>\n\n\u003Cp>i. In a situation where an offence cannot be proven immediately, the\nDisciplinary Committee shall convene to investigate the case and make\nappropriate recommendations for implementation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. In all cases of discipline, the alleged offender shall be given ample\nopportunity either by the management or the Disciplinary Committee to defend\nhimself\u002Fherself before any action is taking against him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Interdiction\u003C\u002Fp>\n\n\u003Cp>When a worker or workers is \u002Fare suspected to have misconducted himself or\nthemselves which could not be proven immediately, the suspected worker (s) will\nbe interdicted pending the outcome of investigations into the matter. An\nemployee on interdiction shall be placed on half pay for not more than six (6)\nmonths\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If after six (6) months the investigation is not concluded, the affected\nstaff shall be re-instated unconditionally except that the investigation is\nbeing handled by a state Agency.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The withheld half pay and any other benefits of an interdicted – staff for\nwhatever period shall be paid to him\u002Fher if she is proven not guilty and\nre-instated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17 – GRIEVANCE, AND DISPUTE RESOLUTION\u003C\u002Fh2>\n\n\u003Cp>The company shall make sure that all grievances are dealt with as speedily\nas possible and that no employee or representative will be victimized in a\nmanner whatsoever as a direct result of their participation in this\nprocedure.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 1 – Grievance Procedure\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. In the event of a grievance and complaint, the employee shall first of\nall take the matter up with his immediate supervisor\u002Fmanager. If he\u002Fshe is not\nsatisfied with the outcome, he\u002Fshe may ask the shop steward\u002Flocal union to take\nup the case.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. If the case is still not resolved at that level, the local union may\nrequest for a meeting with the HR Manager.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. If the union and the HR Manager are unable to resolve the issue, the\nunion shall present the case to management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4. If step 3 fails, then the local union will inform the Regional Industrial\nRelations Officer of the Union to meet management and endeavor to settle the\nissue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5. If all the steps above (steps 1 - 4) fail to yield satisfactory results,\nthe union shall summon the Standing Negotiating Committee to meet and endeavor\nto reach an agreement. If the committee fails to resolve the issue, then it may\nbe reported to the National Labour Commission, which shall endeavor to resolve\nthe dispute as provide under the Labour Act 2003 (Act 651)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 18 – LEAVING THE COMPANY\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>Section 1- Redundancy\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) In the event of any redundancy exercised to be taken by the employer, the\nregulation governing the redundancy exercise enshrined in the Labour Act 2003,\n(Act 651) section 65 shall fully apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) When an employee is declared redundant the company shall pay redundancy\naward as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•1 year to 4 years -1 month salary for each year of service plus\ncertificate of service\u003C\u002Fp>\n\n\u003Cp>•5 years to 9 years -2 months salary for each year of service plus\ncertificate of service\u003C\u002Fp>\n\n\u003Cp>•10 years and above -3 months salary for each year of service plus\ncertificate of service\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>•Any other entitlements due the staff at the time of the redundancy\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 2 – Retirement (Voluntary and Compulsory)\u003C\u002Fp>\n\n\u003Cp>i) Compulsory retirement age shall be sixty (60) years and voluntary\nretirement shall be at fifty-five (55) years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Any permanent employee leaving the service of the company either on\nvoluntary or compulsory retirement shall receive all his entitlements under\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) The company shall make adequate arrangements for the payment of all\nentitlements due to an employee retiring from the service under this Agreement\nin full on the day of his \u002F her retirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv) Both the Employer and the Employees in either case shall give six (6)\nmonths notice in case of voluntary or compulsory retirements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Resignation\u003C\u002Fp>\n\n\u003Cp>1. Any employee wishing to resign shall give the following notice or pay in\nlieu of notice:\u003C\u002Fp>\n\n\u003Cp>(i) Less than three (3) years service-two (2) weeks\u003C\u002Fp>\n\n\u003Cp>(ii) Three (3) years or more -one (1) month\u003C\u002Fp>\n\n\u003Cp>2. Any employee who wishes to resign shall be required to return any\nproperty of the company in his\u002Fher possession to the HR or Department Manager\nbefore he\u002Fshe is given any benefits. In default the equivalent of the item\nshall be deducted from his\u002Fher benefits.\u003C\u002Fp>\n\n\u003Cp>3. Any resignation request shall be in writing.\u003C\u002Fp>\n\n\u003Cp>4. Leave cannot be used as the notice period when resigning from the\ncompany’s employment. Staff must serve out the notice required or negotiate\nspecific alternative arrangements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Termination\u003C\u002Fp>\n\n\u003Cp>1. Management of the company has the right to terminate any employee’s\nappointment on the following grounds:\u003C\u002Fp>\n\n\u003Cp>i. For non-performance.\u003C\u002Fp>\n\n\u003Cp>ii. Ill health.\u003C\u002Fp>\n\n\u003Cp>iii. Proven Gross misconduct.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. The appropriate notice or payment in lieu of notice shall be given to any\nemployee whose employment is to be terminated.\u003C\u002Fp>\n\n\u003Cp>3. Notice of termination shall be in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dismissal\u003C\u002Fp>\n\n\u003Cp>1.An employee may be dismissed for committing an offence that renders him \u002F\nher undesirable in the interest of the company..\u003C\u002Fp>\n\n\u003Cp>2.Where the offence has financial implications, the Company shall offset the\ndebt with the worker's entitlement.\u003C\u002Fp>\n\n\u003Cp>3.Any outstanding amount shall then be paid to the employee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 19 – AMENDMENT TO AND VALIDITY OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall become effective on and shall remain in full force and\neffect. The Agreement shall continue thereafter for a two (2) year period.\nEither party to this Agreement may express in writing not later than thirty\n(30) days prior to the above expiration date, a desire to change, modify or\nterminate the Agreement. Until a new Agreement is negotiated and signed the\nexisting one shall remain in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20 – OBLIGATIONS OF PARTIES\u003C\u002Fh2>\n\n\u003Cp>The Management of Satellite Trans Ltd & Agrana Ghana Ltd and the\nLeadership of NUTEG of GFL agree to respect and uphold the provision of this\nAgreement as well as the spirit and letter upon which it was written.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF\u003C\u002Fp>\n\n\u003Cp>SATELLITE TRANS LTD & AGRANA GHANA LTD.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. SIGN: ……………………………….. 2.\nSIGN:…………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME:………………………………….\nNAME:………………………………….........\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POSITION:……………………………\nPOSITION:…………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATE: ………………………………… DATE:\n……………………………..............\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. SIGN: ………………………………. 4. SIGN:\n………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME:……………………………….\nNAME:………………………………….........\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POSITION:……………………………\nPOSITION:…………………………………...\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATE: ………………………………… DATE:\n…………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF\u003C\u002Fp>\n\n\u003Cp>NATIONAL UNION OF TEAMSTERS AND GENERAL WORKERS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. SIGN:…………………………………… 2.\nSIGN:…………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME:………………………………….\nNAME:………………………………….........\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POSITION:……………………………\nPOSITION:…………………………………...\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATE: ………………………………… DATE:\n………………………………….........\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. SIGN: …………………………………4. SIGN:\n………………………………………...\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME:…………………………………\nNAME:………………………………………..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POSITION:………………………………\nPOSITION:…………………………………...\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATE: ………………………………….. DATE:\n……………………………………….\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>THE AG. CHIEF LABOUR OFFICER\u003C\u002Fp>\n\n\u003Cp>LABOUR DEPARTMENT\u003C\u002Fp>\n\n\u003Cp>ACCRA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dear Madam,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPLICATION FOR COLLECTIVE BARGAINING\u003C\u002Fp>\n\n\u003Cp>CERTIFICATE FOR SATELLITE TRANS LIMITED, TEMA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>We write to apply for a Collective Bargaining Certificate (CBC) for the\nabove mentioned company in accordance with part xii, section 99 (1) of the\nLabour Act 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. NAME OF COMPANY-SATELLITE TRANS LIMITED\u003C\u002Fp>\n\n\u003Cp>2. ADDRESS OF COMPANY-P.M. B. COMM. ONE, TEMA.\u003C\u002Fp>\n\n\u003Cp>3. TEL. NOS. OF COMPANY-O3O2 921458 - 9 \u002F 0244 287832\u003C\u002Fp>\n\n\u003Cp>4. LOCATION OF COMPANY-AFLAO ROAD, COMMUNITY 25, TEMA.\u003C\u002Fp>\n\n\u003Cp>5. PRINCIPAL ACTIVITY-HAULAGE & TRANSPORT\u003C\u002Fp>\n\n\u003Cp>6. OWNERSHIP OF COMPANY-PRIVATELY OWNED\u003C\u002Fp>\n\n\u003Cp>7. NO. OF WORKERS-ABOUT 80\u003C\u002Fp>\n\n\u003Cp>8. CLASSES OF WORKERS ORGANISED -DRIVERS, ELECTRICIANS, MECHANICS,\nVULCANIZERS, WELDERS, SECURITY GUARDS \u002F OFFICERS, LABOURERS, OFFICE STAFF.\u003C\u002Fp>\n\n\u003Cp>May we inform you that no other Union has organized or is organizing the\nsame class of workers we have organized into our Union and in accordance with\nsection 79 (1-4) of Act 651, a meeting has been held with the Management of the\ncompany and an agreement reached on the class to be unionized as per the\nattached Memorandum of Understanding (MOU).\u003C\u002Fp>\n\n\u003Cp>We humbly ask that the certificate is issued to us to enable us\nappropriately represent the workers.\u003C\u002Fp>\n\n\u003Cp>Counting on your co-operation, Madam.\u003C\u002Fp>\n\n\u003Cp>Yours faithfully,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Michael Tosu\u003C\u002Fp>\n\n\u003Cp>(Administrative Officer)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR: General Secretary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cc: The Managing Director, Satellite Trans. Ltd , Tema.\u003C\u002Fp>\n\n\u003Cp>The Secretary General, Ghana Federation of Labour, Accra.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"hourspday_select":44,"WAGES_determined":48,"sexualhar":52,"dayspweek":56,"hourspweek_select":60,"hourspday":62,"funeralpay":64,"discrimination":68,"maxsicknesspayperc":72,"pensionfund":76,"OVERTIME_trigger":80,"holidaysdays":84,"healthcareaccess":88,"healthinsurance":92,"SUNDAY_trigger":96,"trainingprogrammes":100,"healthandsafetypolicy":104,"overtimeallowanceperc1":108,"hourspweek":110,"sicknesspay":112,"dayspweek_select":114,"healthinsurancerelatives":116,"SCHEDULE_trigger":118,"schedulesrestpw":120,"sicknessmaxdaysnr":122,"NOCTPREM_trigger":124,"sundayallowanceperc1":128,"coverunion_trigger":130,"healthcareaccessrelatives":134,"contractseverancepay1":136,"sicknessmaxdays":140,"contractseverancepay":142,"PAIDLEAV_trigger":144},{"bindId":45,"name":46,"text":47},"hourspday_select","1. Working Hours The normal hours of wor","1. Working Hours\n\nThe normal hours of work for all categories of workers shall be eight (8)\nhours a day or forty (40) hours a week of five (5) days.",{"bindId":49,"name":50,"text":51},"WAGES_determined","ii A new employee shall be notified of h","ii A new employee shall be notified of his\u002Fher (a) Grade (b) Salary (c)\nSalary point.\n\n(d) Classification (Permanent \u002F Temporally)\n\n(e) Probation Period\n\n(f) Department \u002FSection assigned.\n\n\n\niii. Unless informed in writing by the Company to the contrary, an employee\nwho has complete his probation shall be deemed to have been confirmed in his\nappointment.",{"bindId":53,"name":54,"text":55},"sexualhar","Section 2 – Major Offences 1. Refusal to","Section 2 – Major Offences\n\n1. Refusal to take legitimate instructions from superior\u002Fobey\ninstructions.\n\n2. Coercion, intimidating, threatening and or use of insulting language\ntowards superior or authority\n\n3. Sexual harassment.",{"bindId":57,"name":58,"text":59},"dayspweek","(e) “Normal working days” shall mean Mon","(e) “Normal working days” shall mean Monday through to Friday. Saturday,\nSunday and Public Holidays are excluded and shall be observed as off days.\nShift work shall however not be affected by this definition.",{"bindId":61,"name":46,"text":47},"hourspweek_select",{"bindId":63,"name":46,"text":47},"hourspday",{"bindId":65,"name":66,"text":67},"funeralpay","Section 8- Funeral Undertaking In the ev","Section 8- Funeral Undertaking\n\nIn the event of death of an employee, the company shall make donation of the\nfollowing to the bereaved family through the deceased next of kin.",{"bindId":69,"name":70,"text":71},"discrimination","Section 2 – Non-discrimination The Compa","Section 2 – Non-discrimination\n\n\n\nThe Company shall not victimize or discriminate against any employee covered\nby this Agreement because of his or her Union activities in all matters\npertaining to hiring, salary\u002Fwage rates hours of work and other working\nconditions or do anything to prevent an employee from joining the union.",{"bindId":73,"name":74,"text":75},"maxsicknesspayperc","YEARS OF SERVICESICK LEAVE ENTITLEMENT 1","YEARS OF SERVICESICK LEAVE ENTITLEMENT\n\n1 year to 5 years1st - 3 months full pay\n\n2nd - 3 months ½ pay\n\nOver 5 years1st - 4 months full pay\n\n2nd - 4 months ½ pay\n\nAfter the above is exhausted, the medical board will examine the staff\nconcerned and advise the company appropriately.",{"bindId":77,"name":78,"text":79},"pensionfund","(i) A contributory Provident Fund Scheme","(i) A contributory Provident Fund Scheme shall be instituted to provide End\nof Service Lump Sum benefit to employees under this agreement.\n\n\n\n(ii) Employees will be encouraged to join the Provident Fund Scheme.\n\n\n\n(iii) The Provident Fund Scheme is an investment-Linked Life policy designed\nto provide attractive Retirement, End of Service Benefits to staff.\n\n\n\n(iv) The Company shall contribute a percentage of the Employee’s monthly\nSalary to the\n\n(v) Provident Fund.\n\n\n\n(vi) The contributory ratio shall be as follows:\n\nEmployer - 10%\n\nEmployee - 10%\n\n(vii) There shall be constituted, a five member board of trustees, made up\nof 2 Management reps, 1 rep each from the National Union and the Local Union,\nwith the Chairperson appointed by Management to administer the fund.\n\n(viii)The fund shall be governed in accordance with provision of the\nNational Pensions Act (Act 766) of 2008.",{"bindId":81,"name":82,"text":83},"OVERTIME_trigger","Work performed in excess of the normal d","Work performed in excess of the normal daily hours of work stipulated in\nArticle 6, shall be paid for as overtime in accordance with the following\nschedule:\n\n\n\ni) Normal working dayTime and Half (1+1\u002F2)",{"bindId":85,"name":86,"text":87},"holidaysdays","Section 1 – Annual Leave i) All junior m","Section 1 – Annual Leave\n\ni) All junior members of staff irrespective of years served are entitled to\n18 working days annual leave.",{"bindId":89,"name":90,"text":91},"healthcareaccess","a. The Company shall provide Medical Car","a. The Company shall provide Medical Care to all permanent employees and\ntheir registered dependants of one wife and four children of school going age\nup to 18 years, under the NHIS by paying for the registration fee.\n\n\n\nb. The facility shall include all medical care covered by the National\nHealth Insurance Scheme. However, the company shall institute a Top up Medical\nScheme to cover other health care needs that the NHIS does not cover for the\nemployees and their dependants.",{"bindId":93,"name":94,"text":95},"healthinsurance","b. The facility shall include all medica","b. The facility shall include all medical care covered by the National\nHealth Insurance Scheme. However, the company shall institute a Top up Medical\nScheme to cover other health care needs that the NHIS does not cover for the\nemployees and their dependants.",{"bindId":97,"name":98,"text":99},"SUNDAY_trigger","ii) Off Duty Days \u002F Public HolidayDouble","ii) Off Duty Days \u002F Public HolidayDouble Time (1+1)",{"bindId":101,"name":102,"text":103},"trainingprogrammes","Section 1 – Training Within Industry Par","Section 1 – Training Within Industry\n\nParties to this Agreement acknowledge the importance of a sound training\nscheme as one of the means by which efficiency can be increased and therefore\nrecommend that the fullest opportunity be taken of in-service and external\ntraining schemes designed to improve the skills of employees.\n\n\n\nPursuant to this, all employees shall be encouraged to take approved courses\nsponsored by the company or on the job training which would benefit such\nemployees by improving their efficiency and thereby their suitability for\npromotion or advancement in their jobs.",{"bindId":105,"name":106,"text":107},"healthandsafetypolicy","Health and safety management shall be he","Health and safety management shall be held in high esteem at the same level\nthat is given to the company’s strategic goals. Assurance of a safe and\nhealthy environment shall, therefore, be everyone’s responsibility.\n\nAll employees shall abide by all health and safety policies that will be\ndeveloped. All health and safety directives shall be placed on the notice\nboards and it shall be the responsibility of managers to inform staff members\nof any health and safety directives.",{"bindId":109,"name":82,"text":83},"overtimeallowanceperc1",{"bindId":111,"name":46,"text":47},"hourspweek",{"bindId":113,"name":74,"text":75},"sicknesspay",{"bindId":115,"name":58,"text":59},"dayspweek_select",{"bindId":117,"name":90,"text":91},"healthinsurancerelatives",{"bindId":119,"name":58,"text":59},"SCHEDULE_trigger",{"bindId":121,"name":58,"text":59},"schedulesrestpw",{"bindId":123,"name":74,"text":75},"sicknessmaxdaysnr",{"bindId":125,"name":126,"text":127},"NOCTPREM_trigger","An employee who spends the night outside","An employee who spends the night outside his usual place of work on duty\nshall be paid an out station allowance of GH¢ 50.00 in addition to his\u002Fher\ncost of lodging and boarding.",{"bindId":129,"name":98,"text":99},"sundayallowanceperc1",{"bindId":131,"name":132,"text":133},"coverunion_trigger","This agreement shall apply to all perman","This agreement shall apply to all permanent employees who are members of the\nUnion.",{"bindId":135,"name":90,"text":91},"healthcareaccessrelatives",{"bindId":137,"name":138,"text":139},"contractseverancepay1","Section 1- Redundancy i) In the event of","Section 1- Redundancy\n\n\n\ni) In the event of any redundancy exercised to be taken by the employer, the\nregulation governing the redundancy exercise enshrined in the Labour Act 2003,\n(Act 651) section 65 shall fully apply.\n\n\n\nii) When an employee is declared redundant the company shall pay redundancy\naward as follows:\n\n\n\n•1 year to 4 years -1 month salary for each year of service plus\ncertificate of service\n\n•5 years to 9 years -2 months salary for each year of service plus\ncertificate of service\n\n•10 years and above -3 months salary for each year of service plus\ncertificate of service",{"bindId":141,"name":74,"text":75},"sicknessmaxdays",{"bindId":143,"name":138,"text":139},"contractseverancepay",{"bindId":145,"name":86,"text":87},"PAIDLEAV_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Satellite Trans Ltd and Agrana Ghana Ltd - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-12-31\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: → 2013-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Postal activities under universal service obligation\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                        Satellite Trans Ltd and Agrana Ghana Ltd\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                        NUTEG - National Union of Teamsters and General Workers\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): → 75 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 243 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: → No\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: → 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        \n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \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: → 18.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 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            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → GHS 50.0 per month\n                \u003C\u002Fdiv>\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                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[151],{"title":37,"slug":33},[153],{"type":154,"data":155},"call_to_action_body_block",{"title":156,"description":157,"variant":158,"link":159},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":156,"url":160,"description":156,"rel":161,"type":162},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[164],{"type":154,"data":165},{"title":156,"description":157,"variant":158,"link":166},{"title":156,"url":160,"description":156,"rel":161,"type":162},[]]