[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-sbc-beverages-ghana-limited-and-the-industrial-and-commercial-workers-union-of-ghana---2015":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":215,"content_type_view":216,"extra_breadcrumbs":217,"body":219,"body_blocks":230,"related_pages":234},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":213,"translations":214},{"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-sbc-beverages-ghana-limited-and-the-industrial-and-commercial-workers-union-of-ghana---2015","d0949c12-691d-11e6-8f04-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-sbc-beverages-ghana-limited-and-the-industrial-and-commercial-workers-union-of-ghana---2015\u002Fcollective-agreement-between-sbc-beverages-ghana-limited-and-the-industrial-and-commercial-workers-union-of-ghana---2015\u002F","Collective Agreement between SBC Beverages Ghana Limited and the Industrial and Commercial Workers' Union of Ghana - 2015","GHA SBC Beverages Ghana Limited - 2015","Ghana - GHA SBC Beverages Ghana Limited - 2015","GHA SBC Beverages Ghana Limited - 2015 - Manufacturing",{"name":41,"data":42},"SBC Beverages Ghana Ltd - 2015.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>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN SBC BEVERAGES GHANA LIMITED AND THE INDUSTRIAL\nAND COMMERCIAL WORKERS' UNION OF GHANA\u003C\u002Fh1>\n\n\u003Ch2>ARTICLE 1 - GENERAL BASIS OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>1.1 PREAMBLE\u003C\u002Fp>\n\n\u003Cp>This AGREEMENT is made on this 1st day of January, 2015 between the SBC\nBEVERAGES GHANA LIMITED, a statutory company established under the laws of the\nRepublic of Ghana (hereinafter called Employer) and the INDUSTRIAL AND\nCOMMERCIAL WORKERS' UNION (ICU) GHANA, a Union officially certified under the\nLabour Act 2003 (651) (hereinafter called Union) as the negotiating body,\nprovides the terms and conditions of employment and non-employment, terms and\nconditions of employment and termination which shall apply to all employees of\nthe Company the Union is certified to negotiate on behalf.\u003C\u002Fp>\n\n\u003Cp>1.2. Coverage\u003C\u002Fp>\n\n\u003Cp>This agreement shall apply to:\u003C\u002Fp>\n\n\u003Cp>(a) All employees who are members of the Union at the time of concluding and\nsigning of the Agreement.\u003C\u002Fp>\n\n\u003Cp>(b) All new employees taken on after the Agreement is signed are covered by\nthis agreement.\u003C\u002Fp>\n\n\u003Cp>1.3. Recognition\u003C\u002Fp>\n\n\u003Cp>The Company recognizes the Union as the appropriate and exclusive\nrepresentative to conduct Collective Bargaining on behalf of the class of\nworkers specified in the Collective Bargaining Certificate and the sole\nnegotiating body for all matters connected with employment and \u002F or\nnon-employment and \u002F or with their conditions of employment.\u003C\u002Fp>\n\n\u003Cp>1.4. PURPOSE\u003C\u002Fp>\n\n\u003Cp>(a) It is the intention of the parties hereto that this Agreement will\nprovide for among other things, rates of pay, hours of work, and other\nconditions of employment and non-employment, promote and improve relations\nbetween the Company as an employer and the members of the union as\nemployees.\u003C\u002Fp>\n\n\u003Cp>(b) It is also agreed that should any disagreement arise between the Company\nand the Union, the parties will immediately take steps to settle such\ndisagreement as provided for in this Agreement.\u003C\u002Fp>\n\n\u003Cp>(c) Employees covered by this Agreement shall not be threatened, restrained,\ncoerced or discriminated against by the Company or its officers because of\nmembership of the Union or lawful activity on behalf of the Union. However,\nmembership of the Union should not prejudice any employee's fundamental\nobligation to the Company.\u003C\u002Fp>\n\n\u003Cp>(a) Period\u003C\u002Fp>\n\n\u003Cp>The duration of this Agreement shall be for a period of Two years commencing\n1st January, 2015. At any time after Twenty-two (22) months, either party may\ngive the other party two (2) months' notice in writing expressing its desire\nfor this agreement to continue for a further period to be agreed upon or its\nintention to terminate the Agreement, but until such a date as a new Agreement\nis signed the present Agreement shall remain in force.\u003C\u002Fp>\n\n\u003Cp>At any time within Twenty-eight (28) days to the expiration of this\nagreement, either party may give notice in writing expressing its wish for this\nagreement to continue in force for a further period to be agreed upon between\nthe parties or express its intention to terminate this agreement provided that\nin the absence of any such notice, Thirty (30) days after its expiration, this\nagreement shall continue in force until rescinded by the parties. In this case\nif the old one is to be used a Memorandum of Understanding (MOU) may be signed\nas per Section 107 of the Act.\u003C\u002Fp>\n\n\u003Cp>(b.) Salaries and Wages Review\u003C\u002Fp>\n\n\u003Cp>Notwithstanding Article 1.5(a) above, there shall be a yearly salary \u002F wages\nreview which shall take effect from 1st January.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2 - DEFINITIONS\u003C\u002Fh2>\n\n\u003Cp>2.1. For the purpose of this Agreement and throughout this Agreement, the\nterm employees shall apply to all persons covered by this Agreement.\u003C\u002Fp>\n\n\u003Cp>2.2. Reference in this Agreement to the term Working Day shall exclude\nSaturday, Sunday and Public Holiday.\u003C\u002Fp>\n\n\u003Cp>2.3. Where in this Agreement the masculine pronoun he, him or his has been\nused in relation to an employee, it shall also refer to a female employee.\u003C\u002Fp>\n\n\u003Cp>2.4. Company - MeansSBC Beverages Ghana Limited.\u003C\u002Fp>\n\n\u003Cp>2.5. Family - Meansan employee, the spouse and biological children or\nLegally-adopted children registered with the Company and up to 18 years who are\nneither married nor employed.\u003C\u002Fp>\n\n\u003Cp>2.6. Year - MeansCalendar year from 1st January-31stDecember.\u003C\u002Fp>\n\n\u003Cp>2.7. Month - Meansone calendar month.\u003C\u002Fp>\n\n\u003Cp>2.8. Management - Means Management of SBC Beverages Ghana Limited. \u003C\u002Fp>\n\n\u003Cp>2.9. Basic salary - Substantive pay as shown in the scale of pay schedule\nand does not include overtime and any allowance.\u003C\u002Fp>\n\n\u003Cp>2.10. Head of Department - Means Manager in charge of Department.\u003C\u002Fp>\n\n\u003Cp>2.11. Union - Means Industrial and Commercial Workers Union \u002F Local\nUnion.\u003C\u002Fp>\n\n\u003Cp>2.12. Parties - Means Signatories to the Agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3 - ENGAGEMENT\u002FPROBATION\u003C\u002Fh2>\n\n\u003Cp>3.1 On the engagement of an employee who falls within the scope of this\nAgreement, he shall be furnished by the employer with a copy of this Agreement\ntogether with appendices for his retention.\u003C\u002Fp>\n\n\u003Cp>3.2 The employer shall give the newly engaged employee a letter of\nappointment stating:\u003C\u002Fp>\n\n\u003Cp>i. Salary (Starting Point)\u003C\u002Fp>\n\n\u003Cp>ii. Salary Scale\u003C\u002Fp>\n\n\u003Cp>iii. Effective Date\u003C\u002Fp>\n\n\u003Cp>iv. Probation Period\u003C\u002Fp>\n\n\u003Cp>v. Job Title\u003C\u002Fp>\n\n\u003Cp>vi. Department Assigned\u003C\u002Fp>\n\n\u003Cp>vii. Social Security Deduction\u003C\u002Fp>\n\n\u003Cp>viii. Job Description\u003C\u002Fp>\n\n\u003Cp>ix. Leave Period i.e. how many leave days entitled.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>3.3(a) Any employee so engaged shall normally undergo a probationary period\nof six (6) months. Probationary period may be extended for another three (3)\nmonths. Unless informed in writing to the contrary, the employee who has\ncompleted his probation will be deemed to have been confirmed in the\nappointment.\u003C\u002Fp>\n\n\u003Cp>3.3(b) Before a probationer's service is terminated for unsatisfactory work\nand conduct, his performance should be appraised at least once and the results\nof the appraisal made known to him.\u003C\u002Fp>\n\n\u003Cp>A probationer should be given at least 5 days' notice before termination of\nappointment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 4 - EMPLOYMENT AND SERVICE RECORD\u003C\u002Fh2>\n\n\u003Cp>4.1 The Company shall keep employment and service records for every employee\ncovered by this AGREEMENT. An employee may be requested to furnish Management\nwith the relevant information from time to time.\u003C\u002Fp>\n\n\u003Cp>4.2 An employee shall promptly notify the Company of any change in\ninformation he has furnished under this article.\u003C\u002Fp>\n\n\u003Cp>4.3 Copies of warning letters shall be made available to Local Union\nexecutives.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5 - UNION MEMBERSHIP\u002F CHECK OFF\u003C\u002Fh2>\n\n\u003Cp>5.1 Every employee covered by this AGREEMENT shall be deemed to be a member\nof the Union and shall pay Union dues uniformly levied against all members of\nthe Union.\u003C\u002Fp>\n\n\u003Cp>5.2 At the written request of the Union, the Employer undertakes to deduct\nUnion Dues from the employees' salaries and wages and pay over the sum as will\nbe directed by the Union.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6 - SHOP STEWARD\u003C\u002Fh2>\n\n\u003Cp>6.1 Both parties to this agreement recognize the existence of Shop Stewards\nand the Local Union officials as official representatives of the Union.\u003C\u002Fp>\n\n\u003Cp>6.2 The Shop Steward may be consulted on grievances and disciplinary\nmeasures against employees with the view to resolve the differences at the\nlevel to avoid them taking on a greater dimension.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7 - OFFICE AND NOTICE BOARD\u003C\u002Fh2>\n\n\u003Cp>7.1 The employer shall provide an office for the use of the Union.\u003C\u002Fp>\n\n\u003Cp>The employer shall provide a notice board for the use of the Union.\nManagement shall approve the contents of all correspondence before placement on\nthe notice board.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8 - HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>8.1 The standard hours for basic salary shall be forty (40) hours per week\nof five (5) days - Monday to Friday.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>8.2 The hours of work will be regulated by the Employer in accordance with\nthe exigencies of the work. However it shall not exceed the standard working\nhours as laid down in Article 8.1.\u003C\u002Fp>\n\n\u003Cp>8.3 Hours of work means effective work excluding time for meals and changing\ninto work attire. Employees shall be at post in uniform at the specified\nworking times.\u003C\u002Fp>\n\n\u003Cp>8.4. Working hours for shift workers are at the discretion of the employer.\nThis however should not exceed eight (8) hours per shift and a maximum of forty\n(40) hours per week of five (5) consecutive days. Overtime is paid for the work\ndone in excess of forty (40) hours a week. No employee shall be requested to\nwork continuously for longer than five (5) hours without recognized rest.\u003C\u002Fp>\n\n\u003Cp>8.5 Shift workers shall have half (1\u002F2) an hour break during the eight-hour\n(8) shift to be regulated by their Sectional Managers.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9 - OVERTIME\u003C\u002Fh2>\n\n\u003Cp>9.1 Employees who are requested by the employer or his representative to\nwork in excess of the normal working hours per day shall be paid overtime for\nwork performed.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>9.2 OVERTIME RATES\u003C\u002Fp>\n\n\u003Cp>The overtime rates are as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Monday - Friday\u003C\u002Ftd>\n      \u003Ctd>1.25% of the hourly basic pay for each hour of service\n\n        \u003Cp>(1 and 1\u002F4 time of the hourly rate).\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Saturdays\u003C\u002Ftd>\n      \u003Ctd>1.75% of the hourly basic pay for each hour of service\n\n        \u003Cp>(1 and 3\u002F4 time of the hourly rate).\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Sunday \u002F Public Holiday\u003C\u002Ftd>\n      \u003Ctd>100% of the hourly basic pay for each hour of service\n\n        \u003Cp>(2.0 times of the hourly rate).\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>9.3 A worker shall not be compelled to do overtime except for undertakings\nor enterprises the very nature of which requires overtime in order to be\nviable.\u003C\u002Fp>\n\n\u003Cp>When such a requirement becomes necessary, the Union shall be informed\naccordingly.\u003C\u002Fp>\n\n\u003Cp>9.4 If a public holiday falls on an employee's scheduled off-duty, he will\nreceive one extra normal day's pay.\u003C\u002Fp>\n\n\u003Cp>9.5 Drivers\u002FSalesmen will be entitled to Two (2) hours of overtime daily\nfrom Monday to Friday and normal overtime rates for weekend work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 10 - NIGHT SHIFT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-NOCTPREM_trigger\">\u003Cp>10.0 Night Shift\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>Employees who are required to work a night shift i.e. between the hours of\n10.00pm and 6.00am shall be paid an allowance calculated at twenty-five per\ncent (25%) of their basic hourly salary.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 11 - PUBLIC HOLIDAY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>11.1 Public Holidays recognized by the employer shall be Statutory Public\nHolidays.\u003C\u002Fp>\n\n\u003Cp>11.2 Each employee is entitled to full payment of any day declared as Public\nHoliday.\u003C\u002Fp>\n\n\u003Cp>11.3 If a Public holiday falls on an employee's scheduled off-duty, he will\nreceive an extra normal day's pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 12 - PER DIEM ALLOWANCE (LODGING AND SUBSISTENCE)\u003C\u002Fh2>\n\n\u003Cp>12.1 An employee who is required to spend a full night away from his normal\nplace of work on Company's business will be entitled to a per diem allowance as\nper the Company's travel policy.\u003C\u002Fp>\n\n\u003Cp>12.2 An employee who is required to haul Company products between Plant and\nDepots will be paid an overnight allowance as follows:\u003C\u002Fp>\n\n\u003Cp>(a) Articulator \u002F Trailer Driver\u002F Salesman GHC 40.00\u003C\u002Fp>\n\n\u003Cp>12.3 Day Return Trip Allowance\u003C\u002Fp>\n\n\u003Cp>Haulage Driver\u002FSalesman will be entitled to Ten Ghana Cedis (GHC10.00) when\nhe embarks on a day return trip.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13 - ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>13.1 An employee who is assigned to work and works in a higher grade for a\nminimum of fourteen (14) consecutive working days shall be paid an acting\nallowance equivalent to the difference between the employee's current basic\nsalary and the minimum salary for the grade in which he is acting or 25% of his\nsalary whichever is higher.\u003C\u002Fp>\n\n\u003Cp>13.2 An employee who is required to act shall be given a letter to that\neffect by his Head of Department.\u003C\u002Fp>\n\n\u003Cp>13.3 No employee shall be required to act beyond six (6) months unless it is\nintended to consider him for the promotion to the grade in which he is acting.\nTherefore, an employee who acts in a higher position for a maximum of six (6)\nmonths shall be deemed to have been confirmed in that post at the end of the\nperiod unless advised by the employer to the contrary at least a month before\nthe end of the six (6) months.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14 - CALL IN ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>14.0 When an employee has closed from his place of work and is called back\nto work later, such an employee shall be paid an allowance of Seven Ghana Cedis\n(GHc 7.00) per call in addition to his transport and overtime. Overtime\nearnings start at the beginning of the call-in shift. In all instances of\n\"call-in work\", overtime returns form should be completed by the employee,\nendorsed by his Head of Department and forwarded to the Human Resource\noffice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 15 - SALARY ADVANCE\u002FLOANS\u003C\u002Fh2>\n\n\u003Cp>15.1 The employer may grant up to 40% of an employee's monthly basic salary\nas an advance to be deducted from his salary at the end of the month. Advances\ncannot be granted more than four (4) times in a year.\u003C\u002Fp>\n\n\u003Cp>15.2 Confirmed employees may be entitled to a loan of up to five (5) months'\nbasic salary payable over one year. This, however, will be at the discretion of\nManagement.\u003C\u002Fp>\n\n\u003Cp>15.3 No employee shall be granted a loan(s) beyond the limit where the total\nmonthly deductions will exceed 40% of the employee's monthly basic salary\nexcept in the case of rent advance where the ceiling on total monthly\ndeductions shall be determined by Management.\u003C\u002Fp>\n\n\u003Cp>15.4(a) In the event of the death of an employee's registered parents,\nspouse or child, an employee with a post probationary period of three (3) years\ncontinuous service with the company and having no outstanding debts with the\ncompany, will be considered for a loan of not less than three (3) months' basic\nsalary. This is to assist the employee to meet the cost of the funeral.\u003C\u002Fp>\n\n\u003Cp>(b) Application for this loan must be submitted when the employee is\nannouncing the death of the registered relative to management. The repayment of\nthe loan will be in equal monthly installment and shall not exceed one (1)\nyear, subject to article 15.3\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16 - MANNER OF PAYMENT OF SALARIES\u002FWAGES\u003C\u002Fh2>\n\n\u003Cp>16.0 Salaries and wages shall be paid to all employees on or before the last\nday of the month.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17 - SALARIES\u002FWAGES\u003C\u002Fh2>\n\n\u003Cp>17.0 Employees covered by this Agreement shall receive the rates of pay\nshown in Appendix 'A' that form part of and is attached to this Agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 18 - ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>18.1All employees after completing twelve (12) months of continuous service\nshall be granted leave as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>One (1) to five (5) years' service\u003C\u002Ftd>\n      \u003Ctd>Twenty- four (24) working days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Above five (5) years but below seven (7) years' service\u003C\u002Ftd>\n      \u003Ctd>Twenty-six (26) working days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Seven (7) years and above\u003C\u002Ftd>\n      \u003Ctd>Thirty (30) working days\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Employees' scheduled leave roaster shall be prepared by the Head of\nDepartment and the leave dates communicated to the employees. Any employee who\nwants to change his leave date may notify his Head of Department in writing two\n(2) weeks in advance.\u003C\u002Fp>\n\n\u003Cp>18.2(a) Leave Pay On Resignation\u003C\u002Fp>\n\n\u003Cp>In the case of termination or resignation, an employee shall be entitled to\nproportionate earned leave.\u003C\u002Fp>\n\n\u003Cp>18.2(b) Where one or more statutory holidays occur during an employee's\nperiod of leave, extra paid leave will be granted for the days of the statutory\nholidays.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 19 - OTHER FORMS OF LEAVE\u003C\u002Fh2>\n\n\u003Cp>19.1 CASUAL LEAVE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>The employer shall grant an employee casual leave not exceeding ten (10)\nworking days in a calendar year to enable him attend to urgent personal\nmatters. The number of days granted, shall be deducted from his annual leave\nwhen due.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>19.2 COMPASSIONATE LEAVE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>The employer shall grant compassionate leave (not exceeding 5 days) with pay\nin exceptional circumstances to an employee to enable him attend to urgent\nmatters such as the death of a mother, father, spouse or children.\nCompassionate leave shall not be deducted from annual leave days. It shall\nhowever, be deducted when an employee has outstanding leave days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 20 - LEAVE RECALL ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>20.0 When an employee's annual leave is interrupted in the interest of the\nbusiness, such an employee shall be paid an inconvenience allowance of 20% of\nhis basic monthly salary in addition to the transport cost to and from the\nplace he spends the leave. He shall take the remaining leave days at a later\ndate.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 21 - TOOLS\u003C\u002Fh2>\n\n\u003Cp>21.0 The company shall provide tools to employees for all jobs.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22 - TRANSFER\u003C\u002Fh2>\n\n\u003Cp>22.1 An employee may be transferred in the interest of the business by the\nemployer.\u003C\u002Fp>\n\n\u003Cp>22.2 An employee on relieving \u002Fspecial duties outside his normal place of\nwork will be paid a per diem allowance as per Article 12.\u003C\u002Fp>\n\n\u003Cp>22.3 Where the transfer is permanent and\u002For is expected to last more than\nThree (3) months, the employer will provide transport for the employee, his\nwife, children, house help and their personal effects.\u003C\u002Fp>\n\n\u003Cp>22.4 In addition to (22.3), he will be paid three (3) months of his monthly\nbasic salary as transfer grant.\u003C\u002Fp>\n\n\u003Cp>22.5 An employee on transfer shall be given three (3) months' basic salary\nas loan upon request to secure accommodation. The loan shall be payable over a\nperiod of eighteen (18) months.\u003C\u002Fp>\n\n\u003Cp>22.6 A notice period of thirty (30) days will be given to employees in the\nevent of a permanent transfer.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23 - REPATRIATION\u003C\u002Fh2>\n\n\u003Cp>23.0 When an employee leaves the services of the company on the grounds\nother than summary dismissal, termination or resignation, the employer shall\nrepatriate the employee and his family from his last station to his declared\nhometown as existed within company records provided this benefit is exercised\nwithin three (3) months of leaving service.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 24 - RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>24.1 The compulsory\u002Fvoluntary retirement age shall be in accordance with the\nstatutory retiring age.\u003C\u002Fp>\n\n\u003Cp>24.2 An employee proceeding on compulsory retirement shall be entitled to\nthe following:\u003C\u002Fp>\n\n\u003Cp>i. Social Security Benefits\u003C\u002Fp>\n\n\u003Cp>ii. Benefits under the Staff Provident Fund Scheme\u003C\u002Fp>\n\n\u003Cp>iii. Six (6) months medical treatment at the company's designated clinic\nfrom the date of retirement. Retirees are to use NHIS alongside this clause, of\nwhich the employer bears the excess cost.\u003C\u002Fp>\n\n\u003Cp>iv. A parting gift from the employer to the retiree.\u003C\u002Fp>\n\n\u003Cp>24.3 In the case of voluntary retirement, the employee shall be entitled\nto:\u003C\u002Fp>\n\n\u003Cp>i. Social Security Benefits.\u003C\u002Fp>\n\n\u003Cp>ii. Benefits as per the rules of the operations of the Staff Provident Fund\nScheme.\u003C\u002Fp>\n\n\u003Cp>24.4 An employee being retired from the company on medical grounds on the\nproduction of a certificate from the company's doctor (or any other recognized\nmedical practitioner and certified by the company's medical doctor) shall be\nentitled to:\u003C\u002Fp>\n\n\u003Cp>a. Benefits under the Social Security Scheme.\u003C\u002Fp>\n\n\u003Cp>b. Gratuity, calculated at Two (2) months' basic salary for each year of\nservice pro- rata.\u003C\u002Fp>\n\n\u003Cp>c. Benefits under the Staff Provident Fund Scheme.\u003C\u002Fp>\n\n\u003Cp>He shall also enjoy the company's medical scheme for six (6) months from the\ndate of disengagement. Any disagreement as to opinion arising between the\ncompany doctor\u003C\u002Fp>\n\n\u003Cp>and another medical practitioner shall be settled by a Medical Board\nconstituted through the assistance of the Medical and Dental Council.\u003C\u002Fp>\n\n\u003Cp>Parting Gift\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 25 - ABSENCE FROM WORK\u003C\u002Fh2>\n\n\u003Cp>25.1 No employee shall be allowed to absent himself from work on any day of\nthe working week without the prior permission of the employer. Any such absence\nwithout permission for five (5) consecutive working days shall be deemed as\nhaving vacated his post without notice and thereby deemed to have abandoned his\nemployment. In such an instance the employer has the full right to replace or\nappoint a new applicant to fill the post.\u003C\u002Fp>\n\n\u003Cp>25.2 An employee who is deemed to have vacated his post may appeal to\nManagement for reinstatement. If Management is satisfied that unavoidable\ncircumstance(s) prevented him from returning to duty, it may, at its\ndiscretion, re-instate the employee in the service.\u003C\u002Fp>\n\n\u003Cp>25.3 Employees who are absent without permission and return within five (5)\nconsecutive working days shall be queried and if no satisfactory reasons are\ngiven, shall be subjected to disciplinary action.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26 - ABSENCE DURING WORKING HOURS\u003C\u002Fh2>\n\n\u003Cp>26.1 An employee who has reported for duty shall not leave his place of work\nor go outside the premises of the employer without prior permission of the\nappropriate authority. Any employee contravening the provision of this clause\nshall be given a query and if an unsatisfactory explanation is given, the\nperson shall be subjected to disciplinary action.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 27 - LEAVE OF ABSENCE FOR UNION ACTIVITIES\u002FUNION MEETING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>27.1 An employee elected as a Union official and who is selected as a\ndelegate to any Union activity necessitating leave of absence shall be granted\nleave with pay.\u003C\u002Fp>\n\n\u003Cp>Written notice of such leave shall be given to the employer three (3) days\nin advance.\u003C\u002Fp>\n\n\u003Cp>27.2 The employer agrees to permit the Union to gather its members who are\nemployees of the employer to meet at a designated area for Union meetings and\nthat such meetings or gathering shall not damage any property of the\nemployer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>27.3 Written request for such meetings shall be given to the employer at\nleast seventy-two (72) hours in advance.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 28 - SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>28.1 Sick leave with pay will be granted to employees on the production of a\nmedical certificate signed by the company's doctor or from a registered medical\npractitioner.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>28.2 Subject to the above provision, all employees will in a calendar year\nbe entitled to sick leave subject to the certification by the company's doctor\u002F\na registered medical doctor as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>i. Confirmed employees of up to five (5) years \u003C\u002Ftd>\n      \u003Ctd>- 3 months full pay\n\n        \u003Cp>- 3 months 3\u002F4 pay\u003C\u002Fp>\n\n        \u003Cp>- 3 months 1\u002F2 pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ii. Employees of five (5) to ten (10) years\u003C\u002Ftd>\n      \u003Ctd>- 4 months full pay\n\n        \u003Cp>- 3 months 3\u002F4 pay\u003C\u002Fp>\n\n        \u003Cp>- 3 months 1\u002F2 pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>iii. Employees with over ten (10) years' service\u003C\u002Ftd>\n      \u003Ctd>- 5 months full pay\n\n        \u003Cp>- 3 months 3\u002F4 pay\u003C\u002Fp>\n\n        \u003Cp>- 3 months 1\u002F2 pay\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\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>28.3 Further periods of sick leave with pay after the maximum period may be\ngranted at the sole discretion of the employer.\u003C\u002Fp>\n\n\u003Cp>28.4 An employee may apply for voluntary retirement on grounds of ill health\nif in the majority opinion of three doctors (company's doctor, specialist and\nanother doctor nominated by the employee) the employee is found unfit to resume\nduties.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 29- MEDICAL FACILITIES\u003C\u002Fh2>\n\n\u003Cp>29.1 The employer shall provide free medical attention in Ghana to all\nemployees.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>29.2 The employer shall pay for the cost of medical examination, surgical\ntreatment including the cost of drugs prescribed by the doctor, as well as\nother expenses that may be charged by the doctor, including lodging and\nboarding at the hospital. Cost of transportation in emergency cases shall be\npaid by the employer. Employees are to register with the NHIS and utilize its\nservices for the employer to bear the cost of the excess.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>29.3 Within the year, the employer shall pay the medical cost of a\nregistered spouse and children at the company's designated clinic or any\nGovernment hospital. The amount to be reimbursed on the medical cost of the\nregistered spouse and children shall not be more than three (3) months' basic\nsalary of the employee per year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>29.4 The company shall pay for one regular medical check-up per year if\nstatutorily required.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>29.5 In the case of dental treatment, the employer will only pay for the\ncost of teeth extraction.\u003C\u002Fp>\n\n\u003Cp>29.6 For every medical treatment, an employee is to report to a Public\nMedical Center and under no circumstances should an employee take any person or\na group of persons who are not covered by this Agreement to a Medical\nPractitioner at the expense of the company.\u003C\u002Fp>\n\n\u003Cp>29.7 Where it is reasonably established that conventional Medical treatment\nhas not proved effective in curing an employee or a registered member of his\nfamily of an illness, the company may consider an application by a worker for\ntreatment by a registered member of the Ghana Psychic and Traditional Healers\nAssociation.\u003C\u002Fp>\n\n\u003Cp>29.8 Management shall have the right to set limits on the cost of such\ntreatment and the patient must first be referred by a Medical Practitioner.\u003C\u002Fp>\n\n\u003Cp>29.9 Maternity Fees:\u003C\u002Fp>\n\n\u003Cp>In the case of female employees who are pregnant, their antenatal bills will\nbe borne by the company.\u003C\u002Fp>\n\n\u003Cp>29.10 The company, however, will not accept liability for any expenses\nincurred by female employees who make their own arrangements for gynaecological\nattention in any hospital, medical clinic, or a private medical\npractitioner.\u003C\u002Fp>\n\n\u003Cp>In all cases, the employee shall produce a medical certificate to the\nemployer specifying treatment received statement charges and medical\nexamination for refund if approved.\u003C\u002Fp>\n\n\u003Cp>29.11 A doctor at the factory may be available for two (2) hours a day for\nmedical attention to employees. Medicines provided by the company doctor will\nbe free.\u003C\u002Fp>\n\n\u003Cp>29.12 The company shall pay full cost of plain lenses and a subsidy of GHC\n60.00 for frames once every two (2) years for employees who use medicated\nspectacles.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 30 - MATERNITY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Maternity right shall be administered in accordance with section 57 of the\nLabour Act, 2003 (ACT 651).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>30.1 When a female employee becomes pregnant, she shall be granted twelve\n(12) weeks maternity leave with 100% pay on the production of a certificate\nfrom a medical practitioner or a registered midwife. Annual leave may be\ngranted in addition to maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>30.2 Maternity leave will be additional to any entitlement to sick leave.\u003C\u002Fp>\n\n\u003Cp>30.3 Absence from duty arising from pregnancy in excess of the maximum\nperiod described in clause 30.1 above will be regarded as absence on grounds of\nill health and rules governing sick leave will apply. Maternity leave will\ncount for increment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>30.4 An employee returning to duty after maternity leave will be granted\ntime off of two (2) hours every working day to nurse her baby until the baby\nattains the age of nine (9) months.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>30.5 A total of four (4) months maternity leave will be granted for an\nemployee who delivers twins.\u003C\u002Fp>\n\n\u003Cp>30.6 For the birth of more than two (2) children, the duration of the\nmaternity leave granted will be at the discretion of management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 31 - FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>31.1 In the event of the death of a confirmed employee of the company\ncovered by this Agreement, the employer shall provide a coffin, twenty (20)\ncrates of minerals, five (5) cartons of water, three (3) cartons of beer, one\n(1) bottle of schnapps and shall transport the corpse to the place of burial or\nhometown of the deceased.\u003C\u002Fp>\n\n\u003Cp>In addition, the company shall donate One Thousand, Five Hundred Ghana cedis\n(GHc 1, 500.00) to the spouse and children, One Hundred Ghana cedis (GHc\n100.00) to the bereaved family.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>31.2 In the event of any employee losing any one (1) of his registered\nrelatives (spouse, child) the employer shall grant the employee One Thousand\nGhana Cedis (GHc 1,000.00), ten (10) crates of minerals and five (5) cartons of\nwater for the funeral.\u003C\u002Fp>\n\n\u003Cp>In the event of any employee losing his biological parents (father or\nmother), the employer shall grant the employee Two Hundred and Fifty Ghana\nCedis (GHc 250.00), Ten (10) crates of minerals and Five (5) cartons of water\nfor the funeral.\u003C\u002Fp>\n\n\u003Cp>An additional donation of Fifty Ghana Cedis (GHc 50.00) shall be made to the\nbereaved family.\u003C\u002Fp>\n\n\u003Cp>31.3 In the event of the death of an employee or a registered relative\n(spouse, child, father or mother), the employer shall grant permission to a\nreasonable number of employees to attend the funeral.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 32 - ANNUAL INCREMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>32.1 Based on annual performance appraisal reports, annual increments in\nsalary shall be considered by management.\u003C\u002Fp>\n\n\u003Cp>32.2 All appraisal reports made on an employee shall be discussed with him\nat an appraisal interview during which he shall be given an opportunity to make\nhis comments or be part of the report to be provided for use after he appends\nhis signature thereto.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 33 - ANNUAL PERFORMANCE APPRAISAL\u003C\u002Fh2>\n\n\u003Cp>33.0 In addition to annual negotiated reviews in salaries, performance\nappraisal reports should identify higher performers for further increments as\ndeemed fit by management.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 34 - CANTEEN\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>34.0 The employer shall provide a suitable meal per day at the staff\ncanteen.\u003C\u002Fp>\n\n\u003Cp>In the absence of this, a flat rate will be paid to staff as meal allowance\nat the prevailing canteen rate. However, staff who work on Saturdays, Sundays\nand or Public Holidays shall be paid the prevailing canteen rate plus 15% of\nthe rate as inconvenience allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 35 - REDUNDANCY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>35.1 In the event of redundancy, the company shall notify the Union three\n(3) months in advance of the intended action. This shall be in accordance with\nthe Labour Act 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cp>35.2 The effective date of the redundancy exercise shall be communicated to\nthe Union.\u003C\u002Fp>\n\n\u003Cp>35.3 The criteria for determining employees to be declared redundant shall\nbe based on merit, potential, skill, physical and mental ability to assume\nother jobs and good conduct. All things being equal, length of service shall be\nthe determining factor i.e. first in, last out.\u003C\u002Fp>\n\n\u003Cp>35.4 A redundancy package shall be negotiated by the Union and the employer\nin accordance with the Labour Act 2003 (Act 651)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 36 - PROVIDENT FUND SCHEME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>36.1 The company shall set up a provident fund scheme to be administered by\na Board of Trustees of the Union and the Employer. Membership is opened to all\nconfirmed employees of the company in accordance with the National Pensions Act\n2008 (766).\u003C\u002Fp>\n\n\u003Cp>The employer shall contribute the equivalent of 5% of the employee's monthly\nbasic salary while the employee also contributes 10% of his monthly basic\nsalary to the fund making a total of 15%.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Rules and regulations governing the scheme shall be drawn by the Board of\nTrustees and approved by the Standing Negotiating Committee.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 37 - UNIFORM AND PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>37.1 Where the employer directs that owing to the nature of the work an\nemployee should wear a uniform, such uniforms will be provided by the employer\nand shall be worn by the employee during working hours.\u003C\u002Fp>\n\n\u003Cp>37.2 Where the nature of the work requires the use of protective clothing\nand appliances in accordance with the Factories, Offices and Shop Act, the\nemployer shall provide suitable protective clothing such as gloves, aprons,\nfootwear, goggles, headgear and ear protectors for employees' use during\nworking hours.\u003C\u002Fp>\n\n\u003Cp>37.3 Name Tags\u003C\u002Fp>\n\n\u003Cp>Name tags must be considered as part of clothing and must be worn at all\ntimes during working hours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 38 - PROMOTION \u002F FILLING OF VACANCIES\u003C\u002Fh2>\n\n\u003Cp>38.1 Promotion to vacancies in higher grades shall be filled based on\nefficiency on the job, qualification, experience and sense of responsibility,\ninitiative, general behavior and all things being equal, length of service.\u003C\u002Fp>\n\n\u003Cp>38.2 In the case of promotion, serving permanent employees shall have\npreference over non-permanent employees.\u003C\u002Fp>\n\n\u003Cp>38.3 All vacancies occurring within the company shall be advertised\ninternally for at least three (3) days before considering candidates from\noutside if management deems fit.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 39 - NOMINATION OF BENEFICIARY\u003C\u002Fh2>\n\n\u003Cp>39.0 Every employee will give to the employer at the time of his engagement\nthe name(s) and address(es) of the nominee(s) who should receive an entitlement\ndue from the employer to his estate in the event of his death. This can be\nrevoked, renewed or revised at the discretion of the employee. In the event of\nthe death of the employee, the employer shall give to the beneficiary last\nnominated by the deceased employee, any benefits \u002F rights that may have accrued\nto the deceased provided the said beneficiary produces a certified true copy of\nprobate of letters of administration in respect thereof.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 40 - INDIVIDUAL CONTRACT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>40.1 No employee covered in this agreement shall be compelled to enter into\nany other contract or Agreement with the employer that alters or contravenes\nthe conditions of employment as specified in this Agreement.\u003C\u002Fp>\n\n\u003Cp>40.2 This clause shall not apply to commission paid on variable scale from\ntime to time to salesmen and others. It is agreed that the Employer reserves\nthe right to bond certain job classification.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 41 - TRAINING AND DEVELOPMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>41.1 The employer undertakes to provide training for employees in order to\nafford them the opportunity to become competent. The parties mutually agree\nthat such employees shall avail themselves to all such training with regard to\nthe specific duties of the job classification.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>41.2 Employees who are interested in pursuing private courses in the country\nshall write for approval from their Head of Department and the Head of Human\nResource before the\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>course can be taken. Employees shall be reimbursed with the total\ncost\u002Fpartial cost of the course if they successfully pass their final exams.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>41.1 Study leave with pay may be granted to an employee with three (3) or\nmore years of service with the company for a period of not more than thirty-six\n(36) months. It will be at the discretion of Management to regard the period\nthereafter as leave with or without pay.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>41.2 Educational Grant\u003C\u002Fp>\n\n\u003Cp>55% of an employee's one (1) month basic salary will be granted to each\nconfirmed employee as educational scholarship per year.\u003C\u002Fp>\n\n\u003Cp>41.3 Educational Loan\u003C\u002Fp>\n\n\u003Cp>The employer may grant an additional loan which is the equivalent of the\nemployee's one (1) month basic salary to help meet the cost of education of an\nemployee's children. Such a loan may be repaid within three (3) months and\nshall be subject to the loan limitation of Article 15.3.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 42 - RECREATIONAL PROGRAMME\u003C\u002Fh2>\n\n\u003Cp>42.0 The employer and Union recognize the need for organized sporting and\nrecreational activities i.e. football, cards, ludo etc. and shall co-operate\nand establish such activities.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 43 - INDUSTRIAL INJURY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>43.1 All employees covered by this Agreement shall be covered by the\nWorkmen's Compensation Law, PNDC Law 187 (1987).\u003C\u002Fp>\n\n\u003Cp>43.2 In the event of an employee being injured whilst on duty and resulting\nin his death, the designated beneficiary shall be entitled to an amount to be\ndiscussed administratively with the Union.\u003C\u002Fp>\n\n\u003Cp>This will be in addition to other benefits such as Workmen's Compensation,\nSocial Security Pension Scheme and the Provident Fund Scheme.\u003C\u002Fp>\n\n\u003Cp>43.3 In the case of dental and optical treatment necessitated by injuries\narising out of and in the course of his employment, the company shall bear the\ncost of dentures and lenses prescribed in addition to the treatment received as\ncertified by the Company's Doctor or a recognized medical officer from the\nFactories Inspectorate Department.\u003C\u002Fp>\n\n\u003Cp>43.4 Where an employee who has been served with a notice of termination of\nemployment is injured in the course of employment, the Company shall bear the\ncost of his treatment under the terms of the conditions of the Workmen's\nCompensation Act even if the incapacitation extends beyond the date of\ntermination of employment.\u003C\u002Fp>\n\n\u003Cp>43.5 Industrial injury must be reported to management through the filling of\nInjury \u002F Accident Form by the Supervisor on duty and endorsed by the Head of\nDepartment before forwarding it to the Human Resource Office within twenty-four\n(24) hours of the injury occurring.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 44 - FRUSTRATED WORK\u003C\u002Fh2>\n\n\u003Cp>44.0 When an employee reports for duty on a normal working day and due to no\nfault of his he is ordered to leave or stop work by the company or any person\nin authority at the Company before the employee can complete the day's full\nhours of work, he shall receive full pay for the day.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 45 - LEGAL ASSISTANCE TO DRIVERS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-legalassistance_trigger\">\u003Cp>45.1In the event of criminal proceedings being taken against a company\ndriver involved in an accident while driving a company vehicle in the course of\nhis duties, the company shall provide legal counsel for his defense depending\nupon the nature of the offence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>45.2 The employer shall renew a driver's license once he remains in the\nservice of the company.\u003C\u002Fp>\n\n\u003Cp>45.3 The employer shall arrange and pay for eye tests for company's drivers\nand sighters at the production department.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>ARTICLE 46 - LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cp>46.1 The employer shall reward long standing employees who have continuously\nserved the company for ten (10), fifteen (15), twenty (20) and twenty-five (25)\nyears and above 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>Ten (10) Years of continuous service\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>- Five (5) cases of company's products plus a 14\"colour television\n        and a framed certificate.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Fifteen (15) Years of continuous service\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>- Ten (10) cases of company's products plus a 20\"colour TV and a\n        framed certificate.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Twenty (20) years of continuous service\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>- Twenty (20) cases of company's products plus a medium-sized deep\n        freezer and a framed certificate.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Twenty -five (25) years or more of continuous service\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>- Thirty (30) cases of company's products plus a large sized deep\n        freezer and a framed certificate.\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\u003Ch2>ARTICLE 47 - DISCIPLINARY PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>47.1 We are all required to follow company rules, regulations, policies and\nprocedures in order to ensure safety, security, effectiveness and efficiency.\nThe primary purpose of the disciplinary procedure is to maintain an orderly,\ncontrolled and efficient working environment and to achieve improvements where\nthere is a conduct and or performance problem.\u003C\u002Fp>\n\n\u003Cp>47.2 In addition to meeting and maintaining expected standards of work\nperformance and personal conduct, the employee is required to:\u003C\u002Fp>\n\n\u003Cp>i. Protect the company's reputation, image and relationship with other\nemployees, customers, suppliers and the general public.\u003C\u002Fp>\n\n\u003Cp>ii. Ensure proper safeguarding of the company's property, materials, funds\nand confidential information against misappropriation, theft and misuse.\u003C\u002Fp>\n\n\u003Cp>iii. Exercise reasonable care in ensuring the health, safety and well being\nof all other employees, customers, suppliers and members of the general public\nwith whom he comes into contact during the course of his work.\u003C\u002Fp>\n\n\u003Cp>47.3 The disciplinary procedure applies to all employees and is designed to\naccomplish improvements in performance and or conduct. Only in cases where\nthere are persistent or grave failures to meet the company's rules will the\ndisciplinary action result in termination of employment.\u003C\u002Fp>\n\n\u003Cp>47.4 Cases of minor breaches of the required standards such as poor time\nkeeping and poor standard of work will be dealt with by the Supervisor\u002F\nSectional Head\u002F or Head of Department as they occur.\u003C\u002Fp>\n\n\u003Cp>47.5 At all stages in the disciplinary procedure, an employee will be\ninformed of the nature of the breach of the standard and the issue will be\nproperly investigated. An employee would be given the right to speak up for\nhimself stating his case and giving an explanation of events and the\ncircumstances. He would also have the right to appeal.\u003C\u002Fp>\n\n\u003Cp>47.6 Similarly at all stages, the disciplinary action would be clearly\nexplained to him including the consequences of the recurrence of below-standard\nperformances and or conduct. The whole process would be recorded and a copy\nplaced on the employee's personal file.\u003C\u002Fp>\n\n\u003Cp>47.7 Where the disciplinary action is a minor breach or a serious case of\nmisconduct, no disciplinary action will be taken until the case has been\nthoroughly investigated. This will be promptly done.\u003C\u002Fp>\n\n\u003Cp>In some cases where disciplinary action is being investigated, it might be\ninappropriate for the employee to continue his duties. In such cases, the\nemployee will be interdicted on half pay.\u003C\u002Fp>\n\n\u003Cp>Where there are no adverse findings against the employee after the\ninvestigation, he shall be recalled from interdiction and his salary arrears\npaid back to him in full. Except in special circumstances, no employee shall be\non interdiction for more than two (2) months.\u003C\u002Fp>\n\n\u003Cp>In some cases, serious breaches of the terms and conditions of employment\nshall warrant suspension from duty without pay for a period not exceeding One\n(1) month.\u003C\u002Fp>\n\n\u003Cp>The disciplinary procedure has four stages:\u003C\u002Fp>\n\n\u003Cp>47.8 Stage 1: Verbal Warning\u003C\u002Fp>\n\n\u003Cp>In the first instance of a minor offence, an employee shall be given a\nverbal warning by his immediate Supervisor in the presence of a Shop Steward or\nUnion Executive and the Human Resource Manager, highlighting the nature of the\noffence and indicating that a written warning will result if service or conduct\nis not improved. Details of the discussion would be put on the employee's\npersonal file.\u003C\u002Fp>\n\n\u003Cp>47.9 Stage 2: First Written Warning\u003C\u002Fp>\n\n\u003Cp>In the event of a reoccurrence or continuance of the minor offence or any\nserious breach of discipline, the employee shall be given the first written\nwarning by his sectional manager. This letter would spell out the nature of the\noffence and indicate that if services and or conduct do not improve, further\ndisciplinary action shall occur in the form of a final warning. A record of\nthis warning shall be put on the employee's personal file with a copy to the\nLocal Union.\u003C\u002Fp>\n\n\u003Cp>47.10 Stage 3: Second and Final Written Warning\u003C\u002Fp>\n\n\u003Cp>A further lapse in performance or conduct would result in a second or final\nwritten warning. This would contain a statement advising that any further\nbreach of performance or conduct would result in termination. This warning will\nbe issued by his Head of Department with a copy placed on the employee's\npersonal file and a copy to the Local Union.\u003C\u002Fp>\n\n\u003Cp>47.11 Stage 4: Discharge\u003C\u002Fp>\n\n\u003Cp>Continued unsatisfactory performance or conduct shall result in\ntermination.\u003C\u002Fp>\n\n\u003Cp>47.12 Summary Dismissal\u003C\u002Fp>\n\n\u003Cp>The following offences shall constitute Serious Misconduct which will result\nin Summary Dismissal.\u003C\u002Fp>\n\n\u003Cp>a. Gross insubordination, dishonesty\u003C\u002Fp>\n\n\u003Cp>b. Physical violence, (fighting) at the company premises or with clients\nwhilst on business of the company.\u003C\u002Fp>\n\n\u003Cp>c. Drunkenness\u003C\u002Fp>\n\n\u003Cp>d. Smoking in prohibited areas.\u003C\u002Fp>\n\n\u003Cp>e. Possession of weapons \u002F explosives on the company's premises at any time\nwithout prior permission from the Chief Executive Officer.\u003C\u002Fp>\n\n\u003Cp>f. Stealing of company or other employees' property, embezzlement of the\ncompany's funds\u002Fmoney.\u003C\u002Fp>\n\n\u003Cp>g. Falsification of records (i.e. invoice, cheque, falsification of\nattendance records, etc.).\u003C\u002Fp>\n\n\u003Cp>h. Malicious damage\u002Fdestructionof company or other employees' property or\nintentional sabotage of normal company activities.\u003C\u002Fp>\n\n\u003Cp>47.13 Alternative penalties for the above offences to be applied at the\ndiscretion of management depending on the circumstances and the gravity of the\noffence may include but not limited to the following:\u003C\u002Fp>\n\n\u003Cp>i. Termination with or without benefit.\u003C\u002Fp>\n\n\u003Cp>ii. Reduction in level\u002Fgrade, that is, the removal to a lower level with an\nimmediate reduction in salary.\u003C\u002Fp>\n\n\u003Cp>iii. Reduction in salary, that is, immediate adjustment of the salary to a\nlower point or salary range attached to the post in question.\u003C\u002Fp>\n\n\u003Cp>47.14 Disciplinary action is always with the objective of getting an\nemployee \"back on track\" where a performance or conduct problem has arisen. Its\nobjective is not to punish employees.\u003C\u002Fp>\n\n\u003Cp>47.15 Written warning shall cease to be effective after twelve (12) calendar\nmonths. Persistent offenders will however be treated in accordance with their\nprevious records even though they may have been ineffective after twelve (12)\ncalendar months from the date of the written warning.\u003C\u002Fp>\n\n\u003Cp>47.16 If any employee or Union member believes that discipline issued under\nthis article is improper, all the provisions of Article 49, (Grievance\nProcedure) are available and may be utilized to handle such situations.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 48 - DISCIPLINARY COMMITTEE\u003C\u002Fh2>\n\n\u003Cp>48.0 The employer shall form a five (5) member adhoc disciplinary committee\nmade up of two (2) management representatives, two (2) Union representatives\nand one (1) senior staff (mutually selected by management and union) to\ninvestigate any serious misconduct leveled against any employee. The employee\ntogether with any witness thereof shall avail themselves to the committee for\ninvestigation. The committee shall make recommendations based on their findings\nto management for disciplinary action if necessary.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 49 - GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>Step 1: In the event of any grievance, the employee shall as a first step,\ntake the matter up with his immediate Supervisor\u002FSectional Manager. If he does\nnot obtain satisfaction, he may ask his Shop Steward\u002FLocal Union to present his\ncase.\u003C\u002Fp>\n\n\u003Cp>Step 2: If the matter remains unresolved, the Shop Steward\u002FLocal Union will\ntake the matter up with the Human Resource Manager.\u003C\u002Fp>\n\n\u003Cp>Step 3: If the matter remains unresolved, the Local Union can summon a\nUnion\u002F Management meeting to resolve the issue.\u003C\u002Fp>\n\n\u003Cp>Step 4: If after Union\u002FManagement meeting the matter remains unresolved, The\nLocal Union shall inform the Regional Industrial Relations Officer to settle\nthe issue.\u003C\u002Fp>\n\n\u003Cp>Step 5: If after Step 4 the matter remains unresolved, the Union will summon\nthe Standing Negotiation Committee to meet in an endeavor to reach an\nAgreement. If the committee fails to resolve the matter, either party may\nproceed to the National Labour Commission for settlement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 50 - CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>50.0 On leaving the service of the employer, a certificate of service shall\nbe awarded if requested by the employee.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 51 - TRANSPORT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>51.1 In the interest of punctuality, maximum efficiency and high\nproductivity, the company shall provide free transport at designated points to\nconvey its employees to and from work.\u003C\u002Fp>\n\n\u003Cp>51.2 In the absence of company vehicle to convey workers to and from work, a\ntransport allowance of GHC 4.40 shall be paid to each employee per working\nday.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>51.3 As has been the practice, Union could advise Management to review\ntransport allowance when necessary.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 52 - HEALTH AND SAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>52.1 The company shall make provision for the health and safety of its\nemployees at the plant during working hours.\u003C\u002Fp>\n\n\u003Cp>52.2 The company shall provide devices and other equipment necessary to\nprotect the employee from industrial injury.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>52.3 There shall be a Health and Safety Committee comprising of both\nManagement and Union members. This committee will ensure the compliance of\nhealth and safety rules of the company.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 53 - INCENTIVE BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>53.0 In an endeavor to raise productivity, the employer can institute an\nincentive bonus scheme to cover sections or departments, where applicable.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 54 - ANNUAL BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>54.0 At the discretion of management and depending on the profitability of\nthe company, management shall pay annual bonus to all categories of\nemployees.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 55 - TERMINATION \u002F RESIGNATION NOTICE\u003C\u002Fh2>\n\n\u003Cp>55.1 A confirmed employee shall give or be given a one (1) month notice of\ntermination or resignation of his employment or pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>55.2 Notice of termination of appointment or of resignation shall be in\nwriting.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 56 - LOAN FOR TRANSPORT\u003C\u002Fh2>\n\n\u003Cp>56.1 An employee holding a post certified by the employer as requiring\nspecific means of transport may be assisted with a loan towards the purchase of\na vehicle subject to management's discretion.\u003C\u002Fp>\n\n\u003Cp>56.2 Such loans, if approved, would cover license, insurance and repairs of\nthe vehicle and shall be recovered in six (6) monthly installments subject to\nthe total loan limitation in Article 15.3.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 57 - LOAN FOR HOUSING\u003C\u002Fh2>\n\n\u003Cp>57.1 Any required assistance will be granted to employees of the company who\nown houses to enable them obtain bank loans for renovations to be carried out\non their houses subject to the provision of the relevant documents.\u003C\u002Fp>\n\n\u003Cp>Loan deductions from the bank shall not exceed 40% of the staff's monthly\nnet salary. Any excess(es) shall be subject to management's discretion.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 58 - RESPONSIBILITY OF BOTH PARTIES TO THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>58. 0 Both parties recognize that this Agreement imposes serious duties and\nresponsibilities on the Union as well as the employer. Where there is a dispute\nin the interpretation of any of the conditions of service, the relevant\nnegotiation minutes shall be used to assist in resolving the dispute.\u003C\u002Fp>\n\n\u003Cp>Nothing in this Agreement will worsen any individual's existing conditions\nof service, provided that, this article shall not apply where changes in any\nindividual's existing conditions of service have been agreed between parties to\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of - SBC Beverages Ghana Limited\u003C\u002Fp>\n\n\u003Cp>GEORGINA AMOH-AGYEI (MRS.) (Human Resource Manager)\u003C\u002Fp>\n\n\u003Cp>IVAN OBLITEY ASHONG (Internal Audit Manager)\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of - Industrial & Commercial Workers' Union\nGhana\u003C\u002Fp>\n\n\u003Cp>JOSEPH GYAMFI (L\u002FU Chairman)\u003C\u002Fp>\n\n\u003Cp>HENRY ATAKEY (Snr. Industrial Relations Officer)\u003C\u002Fp>\n\n\u003Cp>MARK ETSE AHAFIANYO (L\u002FU Secretary)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX 'A'\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Cp>STAFF SALARY STRUCTURE-EFFECTIVE JANUARY 2011\u003C\u002Fp>\n\n\u003Cp>BASIC MONTHLY SALARY - AMOUNT IN GHC\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>SALES & MKTG.\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>PROCUREMENT\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>INTERNAL AUDIT\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>H\u002FR & ADMIN.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>FINANCE\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>INVENTORY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"4\">PLANT MAINTENANCE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>LEVEL\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>MTCE.\u003C\u002Ftd>\n      \u003Ctd>PROD.\u003C\u002Ftd>\n      \u003Ctd>QUALITY\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>WORKSHOP\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>J 1\u003C\u002Ftd>\n      \u003Ctd>230.00\u003C\u002Ftd>\n      \u003Ctd>230.00\u003C\u002Ftd>\n      \u003Ctd>230.00\u003C\u002Ftd>\n      \u003Ctd>230.00\u003C\u002Ftd>\n      \u003Ctd>230.00\u003C\u002Ftd>\n      \u003Ctd>230.00\u003C\u002Ftd>\n      \u003Ctd>230.00\u003C\u002Ftd>\n      \u003Ctd>220.00\u003C\u002Ftd>\n      \u003Ctd>220.00\u003C\u002Ftd>\n      \u003Ctd>250.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>J 2\u003C\u002Ftd>\n      \u003Ctd>200.00\u003C\u002Ftd>\n      \u003Ctd>190.00\u003C\u002Ftd>\n      \u003Ctd>190.00\u003C\u002Ftd>\n      \u003Ctd>190.00\u003C\u002Ftd>\n      \u003Ctd>190.00\u003C\u002Ftd>\n      \u003Ctd>190.00\u003C\u002Ftd>\n      \u003Ctd>200.00\u003C\u002Ftd>\n      \u003Ctd>180.00\u003C\u002Ftd>\n      \u003Ctd>180.00\u003C\u002Ftd>\n      \u003Ctd>200.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>J 3\u003C\u002Ftd>\n      \u003Ctd>180.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>150.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>150.00\u003C\u002Ftd>\n      \u003Ctd>170.00\u003C\u002Ftd>\n      \u003Ctd>150.00\u003C\u002Ftd>\n      \u003Ctd>150.00\u003C\u002Ftd>\n      \u003Ctd>170.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX 'B'\u003C\u002Fp>\n\n\u003Cp>STAFF SALARY STRUCTURE-EFFECTIVE JANUARY 2011 ANNUAL SALARY - AMOUNT IN\nGHANA CEDIS\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>SALES & MKTG.\u003C\u002Ftd>\n      \u003Ctd>PROCUREMENT\n      \u003C\u002Ftd>\n      \u003Ctd>INTERNAL AUDIT\n      \u003C\u002Ftd>\n      \u003Ctd>H\u002FR & ADMIN.\n      \u003C\u002Ftd>\n      \u003Ctd>FINANCE\u003C\u002Ftd>\n      \u003Ctd>INVENTORY\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"4\">PLANT MAINTENANCE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>MTCE.\u003C\u002Ftd>\n      \u003Ctd>PROD.\u003C\u002Ftd>\n      \u003Ctd>QUALITY\u003C\u002Ftd>\n      \u003Ctd>WORKSHOP\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>LEVEL\u003C\u002Ftd>\n      \u003Ctd>2,760.00\u003C\u002Ftd>\n      \u003Ctd>2,760.00\u003C\u002Ftd>\n      \u003Ctd>2,760.00\u003C\u002Ftd>\n      \u003Ctd>2,760.00\u003C\u002Ftd>\n      \u003Ctd>2,760.00\u003C\u002Ftd>\n      \u003Ctd>2,760.00\u003C\u002Ftd>\n      \u003Ctd>2,760.00\u003C\u002Ftd>\n      \u003Ctd>2,640.00\u003C\u002Ftd>\n      \u003Ctd>2,640.00\u003C\u002Ftd>\n      \u003Ctd>3,00.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>LEVEL\u003C\u002Ftd>\n      \u003Ctd>2,400.00\u003C\u002Ftd>\n      \u003Ctd>2,280.00\u003C\u002Ftd>\n      \u003Ctd>2,280.00\u003C\u002Ftd>\n      \u003Ctd>190.00\u003C\u002Ftd>\n      \u003Ctd>2,280.00\u003C\u002Ftd>\n      \u003Ctd>2,280.00\u003C\u002Ftd>\n      \u003Ctd>2,400.00\u003C\u002Ftd>\n      \u003Ctd>2,160.00\u003C\u002Ftd>\n      \u003Ctd>2,160.00\u003C\u002Ftd>\n      \u003Ctd>2,400.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>LEVEL\u003C\u002Ftd>\n      \u003Ctd>2,160.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>150.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1800.00\u003C\u002Ftd>\n      \u003Ctd>2,040.00\u003C\u002Ftd>\n      \u003Ctd>1800.00\u003C\u002Ftd>\n      \u003Ctd>1800.00\u003C\u002Ftd>\n      \u003Ctd>2,040.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"disabilitypay":44,"ONCERISE2_trigger":48,"trainingprogrammes":52,"WAGES_determined":56,"ONCERISE_trigger":60,"hourspweek_select":64,"childcare":68,"shiftallowanceperc1":72,"STRUCINCR_trigger":76,"nursingmothers":80,"funeralpay":84,"trainingfund":88,"maternityotherclause":92,"SKILLEVEL_trigger":96,"pensionfund":100,"OVERTIME_trigger":104,"paidmaternityleavepay":108,"healthcareaccess":112,"funeralpaytype":116,"healthinsurance":119,"COMMUTE_trigger":121,"SUNDAY_trigger":125,"legalassistance_trigger":129,"protectiveclothing":133,"healthandsafetypolicy":137,"contracttrial":141,"sicknesspay":145,"incidentalbonustype":149,"dayspweek_select":151,"TRADEUNLEAV_trigger":153,"educationtuition":157,"NOCTPREM_trigger":161,"healthcareaccessrelatives":165,"code_application":169,"bankholidays1":173,"hivpolicy":177,"SENIOR_trigger":181,"mealvouchers":185,"sicknessmaxdays":189,"paidmaternityleave":193,"contractseverancepay":197,"PAIDLEAV_trigger":201,"CONSIGN_trigger":205,"deathrelatives":209},{"bindId":45,"name":46,"text":47},"disabilitypay","43.1 All employees covered by this Agree","43.1 All employees covered by this Agreement shall be covered by the\nWorkmen's Compensation Law, PNDC Law 187 (1987).\n\n43.2 In the event of an employee being injured whilst on duty and resulting\nin his death, the designated beneficiary shall be entitled to an amount to be\ndiscussed administratively with the Union.\n\nThis will be in addition to other benefits such as Workmen's Compensation,\nSocial Security Pension Scheme and the Provident Fund Scheme.\n\n43.3 In the case of dental and optical treatment necessitated by injuries\narising out of and in the course of his employment, the company shall bear the\ncost of dentures and lenses prescribed in addition to the treatment received as\ncertified by the Company's Doctor or a recognized medical officer from the\nFactories Inspectorate Department.\n\n43.4 Where an employee who has been served with a notice of termination of\nemployment is injured in the course of employment, the Company shall bear the\ncost of his treatment under the terms of the conditions of the Workmen's\nCompensation Act even if the incapacitation extends beyond the date of\ntermination of employment.\n\n43.5 Industrial injury must be reported to management through the filling of\nInjury \u002F Accident Form by the Supervisor on duty and endorsed by the Head of\nDepartment before forwarding it to the Human Resource Office within twenty-four\n(24) hours of the injury occurring.",{"bindId":49,"name":50,"text":51},"ONCERISE2_trigger","53.0 In an endeavor to raise productivit","53.0 In an endeavor to raise productivity, the employer can institute an\nincentive bonus scheme to cover sections or departments, where applicable.",{"bindId":53,"name":54,"text":55},"trainingprogrammes","41.1 The employer undertakes to provide ","41.1 The employer undertakes to provide training for employees in order to\nafford them the opportunity to become competent. The parties mutually agree\nthat such employees shall avail themselves to all such training with regard to\nthe specific duties of the job classification.",{"bindId":57,"name":58,"text":59},"WAGES_determined","40.1 No employee covered in this agreeme","40.1 No employee covered in this agreement shall be compelled to enter into\nany other contract or Agreement with the employer that alters or contravenes\nthe conditions of employment as specified in this Agreement.\n\n40.2 This clause shall not apply to commission paid on variable scale from\ntime to time to salesmen and others. It is agreed that the Employer reserves\nthe right to bond certain job classification.",{"bindId":61,"name":62,"text":63},"ONCERISE_trigger","54.0 At the discretion of management and","54.0 At the discretion of management and depending on the profitability of\nthe company, management shall pay annual bonus to all categories of\nemployees.",{"bindId":65,"name":66,"text":67},"hourspweek_select","8.1 The standard hours for basic salary ","8.1 The standard hours for basic salary shall be forty (40) hours per week\nof five (5) days - Monday to Friday.",{"bindId":69,"name":70,"text":71},"childcare","The employer shall grant an employee cas","The employer shall grant an employee casual leave not exceeding ten (10)\nworking days in a calendar year to enable him attend to urgent personal\nmatters. The number of days granted, shall be deducted from his annual leave\nwhen due.",{"bindId":73,"name":74,"text":75},"shiftallowanceperc1","Employees who are required to work a nig","Employees who are required to work a night shift i.e. between the hours of\n10.00pm and 6.00am shall be paid an allowance calculated at twenty-five per\ncent (25%) of their basic hourly salary.",{"bindId":77,"name":78,"text":79},"STRUCINCR_trigger","32.1 Based on annual performance apprais","32.1 Based on annual performance appraisal reports, annual increments in\nsalary shall be considered by management.\n\n32.2 All appraisal reports made on an employee shall be discussed with him\nat an appraisal interview during which he shall be given an opportunity to make\nhis comments or be part of the report to be provided for use after he appends\nhis signature thereto.",{"bindId":81,"name":82,"text":83},"nursingmothers","30.4 An employee returning to duty after","30.4 An employee returning to duty after maternity leave will be granted\ntime off of two (2) hours every working day to nurse her baby until the baby\nattains the age of nine (9) months.",{"bindId":85,"name":86,"text":87},"funeralpay","31.1 In the event of the death of a conf","31.1 In the event of the death of a confirmed employee of the company\ncovered by this Agreement, the employer shall provide a coffin, twenty (20)\ncrates of minerals, five (5) cartons of water, three (3) cartons of beer, one\n(1) bottle of schnapps and shall transport the corpse to the place of burial or\nhometown of the deceased.\n\nIn addition, the company shall donate One Thousand, Five Hundred Ghana cedis\n(GHc 1, 500.00) to the spouse and children, One Hundred Ghana cedis (GHc\n100.00) to the bereaved family.",{"bindId":89,"name":90,"text":91},"trainingfund","course can be taken. Employees shall be ","course can be taken. Employees shall be reimbursed with the total\ncost\u002Fpartial cost of the course if they successfully pass their final exams.",{"bindId":93,"name":94,"text":95},"maternityotherclause","30.5 A total of four (4) months maternit","30.5 A total of four (4) months maternity leave will be granted for an\nemployee who delivers twins.\n\n30.6 For the birth of more than two (2) children, the duration of the\nmaternity leave granted will be at the discretion of management.",{"bindId":97,"name":98,"text":99},"SKILLEVEL_trigger","STAFF SALARY STRUCTURE-EFFECTIVE JANUARY","STAFF SALARY STRUCTURE-EFFECTIVE JANUARY 2011\n\nBASIC MONTHLY SALARY - AMOUNT IN GHC\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n    \n      \n      SALES & MKTG.\n      PROCUREMENT\n      \n      INTERNAL AUDIT\n      \n      H\u002FR & ADMIN.\n      \n      FINANCE\n      INVENTORY\n      \n      PLANT MAINTENANCE\n    \n    \n      LEVEL\n      \n      \n      \n      \n      \n      \n      MTCE.\n      PROD.\n      QUALITY\n      WORKSHOP\n      \n    \n    \n      J 1\n      230.00\n      230.00\n      230.00\n      230.00\n      230.00\n      230.00\n      230.00\n      220.00\n      220.00\n      250.00\n    \n    \n      J 2\n      200.00\n      190.00\n      190.00\n      190.00\n      190.00\n      190.00\n      200.00\n      180.00\n      180.00\n      200.00\n    \n    \n      J 3\n      180.00\n      \n      \n      150.00\n      \n      150.00\n      170.00\n      150.00\n      150.00\n      170.00\n    \n  \n\n\n\n\nAPPENDIX 'B'\n\nSTAFF SALARY STRUCTURE-EFFECTIVE JANUARY 2011 ANNUAL SALARY - AMOUNT IN\nGHANA CEDIS\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n    \n      \n      SALES & MKTG.\n      PROCUREMENT\n      \n      INTERNAL AUDIT\n      \n      H\u002FR & ADMIN.\n      \n      FINANCE\n      INVENTORY\n      \n      PLANT MAINTENANCE\n    \n    \n      \n      \n      \n      \n      \n      \n      \n      MTCE.\n      PROD.\n      QUALITY\n      WORKSHOP\n      \n    \n    \n      LEVEL\n      2,760.00\n      2,760.00\n      2,760.00\n      2,760.00\n      2,760.00\n      2,760.00\n      2,760.00\n      2,640.00\n      2,640.00\n      3,00.00\n    \n    \n      LEVEL\n      2,400.00\n      2,280.00\n      2,280.00\n      190.00\n      2,280.00\n      2,280.00\n      2,400.00\n      2,160.00\n      2,160.00\n      2,400.00\n    \n    \n      LEVEL\n      2,160.00\n      \n      \n      150.00\n      \n      1800.00\n      2,040.00\n      1800.00\n      1800.00\n      2,040.00\n    \n  \n",{"bindId":101,"name":102,"text":103},"pensionfund","36.1 The company shall set up a providen","36.1 The company shall set up a provident fund scheme to be administered by\na Board of Trustees of the Union and the Employer. Membership is opened to all\nconfirmed employees of the company in accordance with the National Pensions Act\n2008 (766).\n\nThe employer shall contribute the equivalent of 5% of the employee's monthly\nbasic salary while the employee also contributes 10% of his monthly basic\nsalary to the fund making a total of 15%.",{"bindId":105,"name":106,"text":107},"OVERTIME_trigger","9.2 OVERTIME RATES The overtime rates ar","9.2 OVERTIME RATES\n\nThe overtime rates are as follows:\n\n\n  \n  \n  \n  \n    \n      Monday - Friday\n      1.25% of the hourly basic pay for each hour of service\n\n        (1 and 1\u002F4 time of the hourly rate).\n      \n    \n    \n      Saturdays\n      1.75% of the hourly basic pay for each hour of service\n\n        (1 and 3\u002F4 time of the hourly rate).\n      \n    \n    \n      Sunday \u002F Public Holiday\n      100% of the hourly basic pay for each hour of service\n\n        (2.0 times of the hourly rate).\n      \n    \n  \n\n\n9.3 A worker shall not be compelled to do overtime except for undertakings\nor enterprises the very nature of which requires overtime in order to be\nviable.\n\nWhen such a requirement becomes necessary, the Union shall be informed\naccordingly.\n\n9.4 If a public holiday falls on an employee's scheduled off-duty, he will\nreceive one extra normal day's pay.\n\n9.5 Drivers\u002FSalesmen will be entitled to Two (2) hours of overtime daily\nfrom Monday to Friday and normal overtime rates for weekend work.",{"bindId":109,"name":110,"text":111},"paidmaternityleavepay","30.1 When a female employee becomes preg","30.1 When a female employee becomes pregnant, she shall be granted twelve\n(12) weeks maternity leave with 100% pay on the production of a certificate\nfrom a medical practitioner or a registered midwife. Annual leave may be\ngranted in addition to maternity leave.",{"bindId":113,"name":114,"text":115},"healthcareaccess","29.2 The employer shall pay for the cost","29.2 The employer shall pay for the cost of medical examination, surgical\ntreatment including the cost of drugs prescribed by the doctor, as well as\nother expenses that may be charged by the doctor, including lodging and\nboarding at the hospital. Cost of transportation in emergency cases shall be\npaid by the employer. Employees are to register with the NHIS and utilize its\nservices for the employer to bear the cost of the excess.",{"bindId":117,"name":86,"text":118},"funeralpaytype","31.1 In the event of the death of a confirmed employee of the company\ncovered by this Agreement, the employer shall provide a coffin, twenty (20)\ncrates of minerals, five (5) cartons of water, three (3) cartons of beer, one\n(1) bottle of schnapps and shall transport the corpse to the place of burial or\nhometown of the deceased.\n\nIn addition, the company shall donate One Thousand, Five Hundred Ghana cedis\n(GHc 1, 500.00) to the spouse and children, One Hundred Ghana cedis (GHc\n100.00) to the bereaved family.\n\n31.2 In the event of any employee losing any one (1) of his registered\nrelatives (spouse, child) the employer shall grant the employee One Thousand\nGhana Cedis (GHc 1,000.00), ten (10) crates of minerals and five (5) cartons of\nwater for the funeral.\n\nIn the event of any employee losing his biological parents (father or\nmother), the employer shall grant the employee Two Hundred and Fifty Ghana\nCedis (GHc 250.00), Ten (10) crates of minerals and Five (5) cartons of water\nfor the funeral.\n\nAn additional donation of Fifty Ghana Cedis (GHc 50.00) shall be made to the\nbereaved family.\n\n31.3 In the event of the death of an employee or a registered relative\n(spouse, child, father or mother), the employer shall grant permission to a\nreasonable number of employees to attend the funeral.",{"bindId":120,"name":114,"text":115},"healthinsurance",{"bindId":122,"name":123,"text":124},"COMMUTE_trigger","51.1 In the interest of punctuality, max","51.1 In the interest of punctuality, maximum efficiency and high\nproductivity, the company shall provide free transport at designated points to\nconvey its employees to and from work.\n\n51.2 In the absence of company vehicle to convey workers to and from work, a\ntransport allowance of GHC 4.40 shall be paid to each employee per working\nday.",{"bindId":126,"name":127,"text":128},"SUNDAY_trigger","Sunday \u002F Public Holiday 100% of the hour","Sunday \u002F Public Holiday\n      100% of the hourly basic pay for each hour of service\n\n        (2.0 times of the hourly rate).",{"bindId":130,"name":131,"text":132},"legalassistance_trigger","45.1In the event of criminal proceedings","45.1In the event of criminal proceedings being taken against a company\ndriver involved in an accident while driving a company vehicle in the course of\nhis duties, the company shall provide legal counsel for his defense depending\nupon the nature of the offence.",{"bindId":134,"name":135,"text":136},"protectiveclothing","37.1 Where the employer directs that owi","37.1 Where the employer directs that owing to the nature of the work an\nemployee should wear a uniform, such uniforms will be provided by the employer\nand shall be worn by the employee during working hours.\n\n37.2 Where the nature of the work requires the use of protective clothing\nand appliances in accordance with the Factories, Offices and Shop Act, the\nemployer shall provide suitable protective clothing such as gloves, aprons,\nfootwear, goggles, headgear and ear protectors for employees' use during\nworking hours.\n\n37.3 Name Tags\n\nName tags must be considered as part of clothing and must be worn at all\ntimes during working hours.",{"bindId":138,"name":139,"text":140},"healthandsafetypolicy","52.1 The company shall make provision fo","52.1 The company shall make provision for the health and safety of its\nemployees at the plant during working hours.\n\n52.2 The company shall provide devices and other equipment necessary to\nprotect the employee from industrial injury.\n\n52.3 There shall be a Health and Safety Committee comprising of both\nManagement and Union members. This committee will ensure the compliance of\nhealth and safety rules of the company.",{"bindId":142,"name":143,"text":144},"contracttrial","3.3(a) Any employee so engaged shall nor","3.3(a) Any employee so engaged shall normally undergo a probationary period\nof six (6) months. Probationary period may be extended for another three (3)\nmonths. Unless informed in writing to the contrary, the employee who has\ncompleted his probation will be deemed to have been confirmed in the\nappointment.\n\n3.3(b) Before a probationer's service is terminated for unsatisfactory work\nand conduct, his performance should be appraised at least once and the results\nof the appraisal made known to him.\n\nA probationer should be given at least 5 days' notice before termination of\nappointment.",{"bindId":146,"name":147,"text":148},"sicknesspay","28.1 Sick leave with pay will be granted","28.1 Sick leave with pay will be granted to employees on the production of a\nmedical certificate signed by the company's doctor or from a registered medical\npractitioner.\n\n28.2 Subject to the above provision, all employees will in a calendar year\nbe entitled to sick leave subject to the certification by the company's doctor\u002F\na registered medical doctor as follows:\n\n\n  \n  \n  \n  \n    \n      i. Confirmed employees of up to five (5) years \n      - 3 months full pay\n\n        - 3 months 3\u002F4 pay\n\n        - 3 months 1\u002F2 pay\n      \n    \n    \n      ii. Employees of five (5) to ten (10) years\n      - 4 months full pay\n\n        - 3 months 3\u002F4 pay\n\n        - 3 months 1\u002F2 pay\n      \n    \n    \n      iii. Employees with over ten (10) years' service\n      - 5 months full pay\n\n        - 3 months 3\u002F4 pay\n\n        - 3 months 1\u002F2 pay",{"bindId":150,"name":62,"text":63},"incidentalbonustype",{"bindId":152,"name":66,"text":67},"dayspweek_select",{"bindId":154,"name":155,"text":156},"TRADEUNLEAV_trigger","27.1 An employee elected as a Union offi","27.1 An employee elected as a Union official and who is selected as a\ndelegate to any Union activity necessitating leave of absence shall be granted\nleave with pay.\n\nWritten notice of such leave shall be given to the employer three (3) days\nin advance.\n\n27.2 The employer agrees to permit the Union to gather its members who are\nemployees of the employer to meet at a designated area for Union meetings and\nthat such meetings or gathering shall not damage any property of the\nemployer.",{"bindId":158,"name":159,"text":160},"educationtuition","41.2 Educational Grant 55% of an employe","41.2 Educational Grant\n\n55% of an employee's one (1) month basic salary will be granted to each\nconfirmed employee as educational scholarship per year.\n\n41.3 Educational Loan\n\nThe employer may grant an additional loan which is the equivalent of the\nemployee's one (1) month basic salary to help meet the cost of education of an\nemployee's children. Such a loan may be repaid within three (3) months and\nshall be subject to the loan limitation of Article 15.3.",{"bindId":162,"name":163,"text":164},"NOCTPREM_trigger","10.0 Night Shift Employees who are requi","10.0 Night Shift\n\nEmployees who are required to work a night shift i.e. between the hours of\n10.00pm and 6.00am shall be paid an allowance calculated at twenty-five per\ncent (25%) of their basic hourly salary.",{"bindId":166,"name":167,"text":168},"healthcareaccessrelatives","29.3 Within the year, the employer shall","29.3 Within the year, the employer shall pay the medical cost of a\nregistered spouse and children at the company's designated clinic or any\nGovernment hospital. The amount to be reimbursed on the medical cost of the\nregistered spouse and children shall not be more than three (3) months' basic\nsalary of the employee per year.",{"bindId":170,"name":171,"text":172},"code_application","52.3 There shall be a Health and Safety ","52.3 There shall be a Health and Safety Committee comprising of both\nManagement and Union members. This committee will ensure the compliance of\nhealth and safety rules of the company.",{"bindId":174,"name":175,"text":176},"bankholidays1","11.1 Public Holidays recognized by the e","11.1 Public Holidays recognized by the employer shall be Statutory Public\nHolidays.\n\n11.2 Each employee is entitled to full payment of any day declared as Public\nHoliday.\n\n11.3 If a Public holiday falls on an employee's scheduled off-duty, he will\nreceive an extra normal day's pay.",{"bindId":178,"name":179,"text":180},"hivpolicy","29.4 The company shall pay for one regul","29.4 The company shall pay for one regular medical check-up per year if\nstatutorily required.",{"bindId":182,"name":183,"text":184},"SENIOR_trigger","ARTICLE 46 - LONG SERVICE AWARD 46.1 The","ARTICLE 46 - LONG SERVICE AWARD\n\n46.1 The employer shall reward long standing employees who have continuously\nserved the company for ten (10), fifteen (15), twenty (20) and twenty-five (25)\nyears and above as follows:\n\n\n  \n  \n  \n  \n    \n      Ten (10) Years of continuous service\n      - Five (5) cases of company's products plus a 14\"colour television\n        and a framed certificate.\n      \n    \n    \n      Fifteen (15) Years of continuous service\n      - Ten (10) cases of company's products plus a 20\"colour TV and a\n        framed certificate.\n      \n    \n    \n      Twenty (20) years of continuous service\n      - Twenty (20) cases of company's products plus a medium-sized deep\n        freezer and a framed certificate.\n      \n    \n    \n      Twenty -five (25) years or more of continuous service\n      - Thirty (30) cases of company's products plus a large sized deep\n        freezer and a framed certificate.",{"bindId":186,"name":187,"text":188},"mealvouchers","34.0 The employer shall provide a suitab","34.0 The employer shall provide a suitable meal per day at the staff\ncanteen.\n\nIn the absence of this, a flat rate will be paid to staff as meal allowance\nat the prevailing canteen rate. However, staff who work on Saturdays, Sundays\nand or Public Holidays shall be paid the prevailing canteen rate plus 15% of\nthe rate as inconvenience allowance.",{"bindId":190,"name":191,"text":192},"sicknessmaxdays","28.2 Subject to the above provision, all","28.2 Subject to the above provision, all employees will in a calendar year\nbe entitled to sick leave subject to the certification by the company's doctor\u002F\na registered medical doctor as follows:\n\n\n  \n  \n  \n  \n    \n      i. Confirmed employees of up to five (5) years \n      - 3 months full pay\n\n        - 3 months 3\u002F4 pay\n\n        - 3 months 1\u002F2 pay\n      \n    \n    \n      ii. Employees of five (5) to ten (10) years\n      - 4 months full pay\n\n        - 3 months 3\u002F4 pay\n\n        - 3 months 1\u002F2 pay\n      \n    \n    \n      iii. Employees with over ten (10) years' service\n      - 5 months full pay\n\n        - 3 months 3\u002F4 pay\n\n        - 3 months 1\u002F2 pay",{"bindId":194,"name":195,"text":196},"paidmaternityleave","Maternity right shall be administered in","Maternity right shall be administered in accordance with section 57 of the\nLabour Act, 2003 (ACT 651).\n\n30.1 When a female employee becomes pregnant, she shall be granted twelve\n(12) weeks maternity leave with 100% pay on the production of a certificate\nfrom a medical practitioner or a registered midwife. Annual leave may be\ngranted in addition to maternity leave.",{"bindId":198,"name":199,"text":200},"contractseverancepay","35.1 In the event of redundancy, the com","35.1 In the event of redundancy, the company shall notify the Union three\n(3) months in advance of the intended action. This shall be in accordance with\nthe Labour Act 2003 (Act 651).\n\n35.2 The effective date of the redundancy exercise shall be communicated to\nthe Union.\n\n35.3 The criteria for determining employees to be declared redundant shall\nbe based on merit, potential, skill, physical and mental ability to assume\nother jobs and good conduct. All things being equal, length of service shall be\nthe determining factor i.e. first in, last out.\n\n35.4 A redundancy package shall be negotiated by the Union and the employer\nin accordance with the Labour Act 2003 (Act 651)",{"bindId":202,"name":203,"text":204},"PAIDLEAV_trigger","18.1All employees after completing twelv","18.1All employees after completing twelve (12) months of continuous service\nshall be granted leave as follows:\n\n\n  \n  \n  \n  \n    \n      One (1) to five (5) years' service\n      Twenty- four (24) working days\n    \n    \n      Above five (5) years but below seven (7) years' service\n      Twenty-six (26) working days\n    \n    \n      Seven (7) years and above\n      Thirty (30) working days",{"bindId":206,"name":207,"text":208},"CONSIGN_trigger","14.0 When an employee has closed from hi","14.0 When an employee has closed from his place of work and is called back\nto work later, such an employee shall be paid an allowance of Seven Ghana Cedis\n(GHc 7.00) per call in addition to his transport and overtime. Overtime\nearnings start at the beginning of the call-in shift. In all instances of\n\"call-in work\", overtime returns form should be completed by the employee,\nendorsed by his Head of Department and forwarded to the Human Resource\noffice.",{"bindId":210,"name":211,"text":212},"deathrelatives","The employer shall grant compassionate l","The employer shall grant compassionate leave (not exceeding 5 days) with pay\nin exceptional circumstances to an employee to enable him attend to urgent\nmatters such as the death of a mother, father, spouse or children.\nCompassionate leave shall not be deducted from annual leave days. It shall\nhowever, be deducted when an employee has outstanding leave days.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA SBC Beverages Ghana Limited - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-12-31\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: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2015-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of beverages\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                        SBC Beverages Ghana Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        ICU - Industrial and Commercial Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes, but only if the employer wishes to\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 92 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 330 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → GHS 2500.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 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: → Yes\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \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: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day, Easter Monday, Eid-il-Fitr, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June)\n            \u003C\u002Fdiv>\n\n            \n\n            \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            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-standbyallowanceamount1\">\n                    Payment for standby work: → GHS 7.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 125 % 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: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → GHS 132.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Yes\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[218],{"title":37,"slug":33},[220],{"type":221,"data":222},"call_to_action_body_block",{"title":223,"description":224,"variant":225,"link":226},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":223,"url":227,"description":223,"rel":228,"type":229},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[231],{"type":221,"data":232},{"title":223,"description":224,"variant":225,"link":233},{"title":223,"url":227,"description":223,"rel":228,"type":229},[]]