[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-tema-steel-company-limited-and-the-industrial-and-commercial-workers-union-icu-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":166,"content_type_view":167,"extra_breadcrumbs":168,"body":170,"body_blocks":181,"related_pages":185},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":164,"translations":165},{"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-tema-steel-company-limited-and-the-industrial-and-commercial-workers-union-icu-ghana---2015","36a7bb2c-69e3-11e6-a2af-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-tema-steel-company-limited-and-the-industrial-and-commercial-workers-union-icu-ghana---2015\u002Fcollective-agreement-between-tema-steel-company-limited-and-the-industrial-and-commercial-workers-union-icu-ghana---2015\u002F","Collective Agreement between Tema Steel Company Limited and the Industrial and Commercial Workers Union (ICU) Ghana - 2015","GHA Tema Steel Company Limited - 2015","Ghana - GHA Tema Steel Company Limited - 2015","GHA Tema Steel Company Limited - 2015 - Manufacturing",{"name":41,"data":42},"Tema Steel Company Ltd - 2015.html","\n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN TEMA STEEL COMPANY LIMITED AND THE INDUSTRIAL\nAND COMMERCIAL WORKERS UNION (I.C.U.) GHANA\u003C\u002Fh1>\n\n\u003Cp>2015-2016\u003C\u002Fp>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>This Agreement made this day in 2015 between the Industrial and Commercial\nWorkers Union, a Union officially certified under the Labour Act, 2003 Act 651\n(hereinafter called the “Union”) and Tema Steel Company Limited, Tema\n(hereinafter called the Employer”).\u003C\u002Fp>\n\n\u003Cp>This Agreement shall be effective from 1st January 2015, for those employees\nstill in service of the Employer at the date of signing this Agreement. It will\nalso apply equally to employees who are engaged by the Employer while the\nAgreement is in force.\u003C\u002Fp>\n\n\u003Cp>DEFINITION\u003C\u002Fp>\n\n\u003Cp>1. “Working Day” shall consist of twenty-four continuous period\ncommencing with the beginning of an employee’s normal shift and shall\nnormally exclude Saturdays, Sundays and Public Holidays.\u003C\u002Fp>\n\n\u003Cp>Employee whose working week begins on a day other than Monday due to the\nnature of their classification (that is Security Men, Guards, Boiler Operators\nand essential service employees} will normally observe the seventh day of their\nwork equivalent to Sunday.\u003C\u002Fp>\n\n\u003Cp>2. Salary\u002FWage of an employee is one whose monthly pay has been calculated\non the basis of daily rate multiplied by 22.\u003C\u002Fp>\n\n\u003Cp>PURPOSE\u003C\u002Fp>\n\n\u003Cp>a.It is the intention of the parties hereto that this Agreement will promote\nand improve relations between the Employer and the Union to set forth\u003C\u002Fp>\n\n\u003Cp>Herein, a Basic Agreement covering rate of pay, hours of work and\u002For\u003C\u002Fp>\n\n\u003Cp>non employment to be observed between the parties during the life of this\u003C\u002Fp>\n\n\u003Cp>Agreement.\u003C\u002Fp>\n\n\u003Cp>b.It is also agreed that should any disagreement arise between the Employer\nand the Union, the parties will immediately take steps to settle such\ndisagreements as provided for under the Labour Act 2003, (Act 651).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1 - DURATION OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>a. The Agreement shall be in force for a period of two (2) years Commencing\n1st January 2015 and ending 31st December 2016 with one year wage Opener.\u003C\u002Fp>\n\n\u003Cp>b. After the operation of twenty-two (22) months of Agreement either party\nmay give to the other notice in writing of its desire to continue such\nAgreement for specified further period, or notice of its intention to amend or\nterminate the Agreement.\u003C\u002Fp>\n\n\u003Cp>The Agreement shall continue in force until a new Agreement is signed.\u003C\u002Fp>\n\n\u003Cp>c. After eleven (11) months from the date of this Agreement but Only once\nduring the two (2) years period either party may give to the other a notice\nthat it wishes to negotiate for revision in salaries\u002Fwages only.\u003C\u002Fp>\n\n\u003Cp>Until such revisions negotiated, the present rate specified in such Appendix\n“A” shall remain in force.\u003C\u002Fp>\n\n\u003Cp>The wages have been finalized up to the end of December 2015. The wages for\nthe year 2014 have to be negotiated and mutually agreed upon, based upon the\nperformance of the Company.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2 - UNION MEMBERSHIP\u002FCHECK OFF\u003C\u002Fh2>\n\n\u003Cp>a. Every employee covered by this Agreement shall be a member of the Union\nand shall pay the membership dues and any general assessment uniformly levied\nby the Union.\u003C\u002Fp>\n\n\u003Cp>b. Such employees shall pay his membership dues and assessment from his\u003C\u002Fp>\n\n\u003Cp>earnings as provided to the Union mentioned in this Agreement. The Employer\nshall deduct the Trade Union dues as directed by the Union.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3 - INDIVIDUAL CONTRACT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>No employee covered by this Agreement shall be compelled or permitted to\nenter into a Contract or Agreement with the Employer, which alters or\ncontravenes the conditions of employment or conditions of Labour as specified\nin the Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 4 - RESPONSIBILITIES OF THE PARTIES\u003C\u002Fh2>\n\n\u003Cp>Both the Union and the Employer recognize the serious duties and\nresponsibilities imposed upon the parties by this Agreement. Nothing in this\nAgreement shall worsen the existing conditions of service and rates of pay of\nany individual employee, covered by this Agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5 - UNION OFFICIAL\u002FSHOP STEWARD\u003C\u002Fh2>\n\n\u003Cp>a. The parties to this Agreement recognize the right of the Union to\ndesignate Shop Stewards.\u003C\u002Fp>\n\n\u003Cp>b. Either party to this Agreement recognizes the existence of a Shop Steward\nor Union Agent as official representative of the Union in the employment.\u003C\u002Fp>\n\n\u003Cp>c. For purpose of this Agreement, the Shop Steward shall consult or be\nconsulted on all grievances or disciplinary measures of employees and\nManagement with a view to resolving the differences before they become major\nissues.\u003C\u002Fp>\n\n\u003Cp>a. The Shop Stewards\u002FUnion Executive shall intercede in matters affecting\nthe well being of the Employer and the employees during normal working hours,\nprovided that permission has been sought from the Head of his\nSection\u002FDepartment.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6 - LEAVE OF ABSENCE FOR UNION ACTIVITIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>An employee covered by the Agreement who is elected to hold office or as\ndelegate shall be granted reasonable leave of absence with pay to attend Trade\nUnion activities. The length and frequency of such leave shall be based on the\nmerit of individual cases. Written notice shall be given to the Employer in\nadvance and it shall not be less than 24 hours to enable the Employer to\nrearrange his business.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 7 - UNION NOTICE BOARD\u003C\u002Fh2>\n\n\u003Cp>The Employer shall provide a Notice Board placed conspicuously on the\npremises of the Employer for the use of the Union.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8 - ENGAGEMENT\u002FPROBATION\u003C\u002Fh2>\n\n\u003Cp>a. A copy of this Agreement with its appendices shall be provided by the\nEmployer to each employee presently in the service of the Employer and each new\nemployee on entering the service.\u003C\u002Fp>\n\n\u003Cp>b. The employee 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 of appointment\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>c. Any employee so engaged shall undergo a probationary period of three (3)\nmonths and when he has given satisfactory service, his appointment shall be\nconfirmed in writing.\u003C\u002Fp>\n\n\u003Cp>d. Should the work of the probationer not prove satisfactory at the end of\nthe probation period, Management shall have the option to extend the probation\nfor a further period of three (3) months.\u003C\u002Fp>\n\n\u003Cp>e. Unless informed in writing to the contrary, the employee who has\u003C\u002Fp>\n\n\u003Cp>completed his probation period shall be deemed to have been confirmed in the\nappointment.\u003C\u002Fp>\n\n\u003Cp>f. The employee’s service may be terminated in accordance with Labour Act\n2003 (Act 651).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 9 - HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>a. Normal working hours shall be eight (8) hours per day or forty (40) hours\nper week. General shift starts from 8.00 a.m. to 5.00 p.m. with one (1) hour\nlunch break period ie. From 12.30 p.m. to 1.30 p.m.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b. COMPULSORY RELIEF\u003C\u002Fp>\n\n\u003Cp>In the interest of maintaining continuous operations, it is understood that\nRotating Shift worker will remain at their post at the end of their shift until\nthey have been relieved.\u003C\u002Fp>\n\n\u003Cp>c. OVERTIME\u003C\u002Fp>\n\n\u003Cp>Due to the nature of the operations, overtime may be necessary; supervisors\nwill endeavour to consider the employee’s desire in the assignment of\novertime. To this end the Management and the Union will work together for\nmaintaining continuity of operations and production (overtime shall not be\ncompulsory).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>ii. Overtime Rate\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>Working days\u003C\u002Ftd>\n      \u003Ctd>1.50 Times\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Rest days (Saturdays and Sundays)\u003C\u002Ftd>\n      \u003Ctd>2.00 Times\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Public Holidays\u003C\u002Ftd>\n      \u003Ctd>2.50 Time\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>d. Call-in-Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>In an event where an employee closes his\u002Fher normal work and he\u002Fshe is\ncalled in respect of maintenance\u002Fmaintenance related work, a call-in-allowance\nof Six Ghana cedis (GHc 6.OO) in addition to overtime and transport is paid to\nhim\u002Fher.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 10 - RATE OF PAY\u003C\u002Fh2>\n\n\u003Cp>a. Workers who are covered by this agreement shall receive the rate of pay\nappropriate to their job classifications, as shown in Appendix “X” which\nforms part and is attached to this Agreement.\u003C\u002Fp>\n\n\u003Cp>b. Salaries\u002FWages shall be paid to staff not later than 27th of each\nmonth.\u003C\u002Fp>\n\n\u003Cp>c. General Wage Increase\u003C\u002Fp>\n\n\u003Cp>In the event where new budgetary policies and directives are introduced by\nthe Government leading to a general wage increase, the Company and Union shall\nreview the existing salary structure taking cognizance of the Government\ndirectives.\u003C\u002Fp>\n\n\u003Cp>d. If a new job is created that is comparable with classification under\nAppendix “X” the salaries\u002Fwages shall be determined by negotiations between\nthe Management and the Union.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11 - ANNUAL INCREMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>a. Annual salary increment shall be granted at the end of salary year.\u003C\u002Fp>\n\n\u003Cp>A minimum of six (6) months service may qualify an employee for an increment\nwhich is awarded from single to multiple points on the basis of performances\nassessment on the job.\u003C\u002Fp>\n\n\u003Cp>b. If the increment is to be withheld, the Employer will notify the employee\nat least two months before the increment is due and also give the reason for\u003C\u002Fp>\n\n\u003Cp>withholding such increment and the number of months for which the increment\nwould be withheld.\u003C\u002Fp>\n\n\u003Cp>c. All incremental adjustment shall take effect from the incremental\nyear.\u003C\u002Fp>\n\n\u003Cp>d. When an employee reaches the maximum of his salary scale, he may continue\nto receive his increment on that salary until he is promoted.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 12 - PROMOTION\u003C\u002Fh2>\n\n\u003Cp>a. Vacancies shall be filled by giving first consideration to existing\nstaff.\u003C\u002Fp>\n\n\u003Cp>b. Promotions to vacancies in higher grade shall be based on qualification,\nefficiency on the job, experience, sense of responsibility, initiative, general\nbehaviour and length of service.\u003C\u002Fp>\n\n\u003Cp>c. Acting Allowances\u003C\u002Fp>\n\n\u003Cp>Where an employee covered by this Agreement is required to act on behalf of\na Senior Staff (non-Union staff) he shall be so advised in writing and be paid\nthe minimum consolidated salary of the grade in which the senior staff is\nplace. This is applicable only if the period is more than two weeks.\u003C\u002Fp>\n\n\u003Cp>d. The period to act on the above category will be restricted to one (1)\nyear. ARTICLE 13- NIGHT \u002FAFTERNOON SHIFT ALLOWANCE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-NOCTPREM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>a. An employee required to work between the hours of 10.00 p.m. to 6.00 a.m.\nshall be paid an allowance calculated at twenty eight per cent (28%) of his\nconsolidated hourly pay for each such hour worked.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b. An employee who is required to work between the hours of 2.00 p.m. to\n10.00 p.m. shall be paid an allowance calculated at fifteen per cent (15%) of\nhis consolidated hourly pay for each such hour worked.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c. Any employee found to be sleeping during these hours shall be dealt with\nas follows:\u003C\u002Fp>\n\n\u003Cp>i. First instance-marked absent\u003C\u002Fp>\n\n\u003Cp>ii. Second instance-markedabsent\u003C\u002Fp>\n\n\u003Cp>iii. Third instance onwards-to be warned\u003C\u002Fp>\n\n\u003Cp>d. The Supervisors of each department shall submit a report to the Time\nOffice confirming that each employee in their respective sections were not\nsleeping while on duty.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14 - DISCOMFORT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Discomfort allowance of seventeen percent (17%) of daily consolidated pay\nper day of production shall be paid to employees in their respective\ndepartments who fall under the following risk categories.\u003C\u002Fp>\n\n\u003Cp>HEAT\u002FNOISE\u002FSMOKE\u002FHAZARDS\u002FRISK\u003C\u002Fp>\n\n\u003Cp>Melting Shop \u003C\u002Fp>\n\n\u003Cp>Rolling Mills\u003C\u002Fp>\n\n\u003Cp>Concast \u003C\u002Fp>\n\n\u003Cp>Foundry\u003C\u002Fp>\n\n\u003Cp>Oxygen Plant (02 Plant)\u003C\u002Fp>\n\n\u003Cp>Transport (any driver assigned for plant duty only on number of days worked\nbasis),\u003C\u002Fp>\n\n\u003Cp>b. Height Allowance\u003C\u002Fp>\n\n\u003Cp>20 feet and above - Eight Ghana cedis (GHc 8.OO) per day (excluding Crane\nOperators, Electricians and Mechanics).\u003C\u002Fp>\n\n\u003Cp>c. Extra risk allowance for the crane operators\u003C\u002Fp>\n\n\u003Cp>In view of their importance for good production and extra risk involved an\nallowance of Twenty Five Ghana Cedis only (GHc 25.00) per month shall be paid\nto all Crane Operators calculated on the basis of their attendance. They are\nexpected to be at post to facilitate good production.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 15 - OUT OF STATION ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>a. Employees will be entitled to an allowance when required to stay\novernight away from their place of work while on duty. The following shall be\nthe applicable rate for all groups. Seventeen Ghana Cedis, (GHc 17.00) per\nnight or Thirteen Ghana Cedis (GHc 13.00) plus Hotel Bills (lodging only).\u003C\u002Fp>\n\n\u003Cp>b. Employees required to perform duties outside Ghana shall be provided with\naccommodation together with inconvenience allowance shall depend on the\nconditions existing in the countries involved and the country’s currency.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16 - INCENTIVE BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>In an endeavour to raise productivity, the company shall institute an\nincentive scheme. ARTICLE 17 - SALARY ADVANCE\u002FLOAN\u003C\u002Fp>\n\n\u003Cp>a. An employee shall be entitled to ten per cent to thirty per cent (10% to\n30%) of his monthly salary as salary advance at the middle of the month. This\nshall be deducted at source at the end of the month.\u003C\u002Fp>\n\n\u003Cp>b. Loan may be granted at the discretion of the Employer who upon\ninformation of circumstances regarding the request will exercise as to the\nsize, frequency of loan and period for repayment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 18 - CASUAL\u002FCOMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Casual\u002FCompassionate leave may be granted to employees in special\ncircumstances if the Employer is satisfied that there is a bonafide case. The\nperiod of such leave will be determined by the circumstances of each case but\nnot exceeding five (5) working days. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 19 - ANNUAL LEAVE\u002FLEAVE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>An employee who has completed nine (9) months service shall be granted\nAnnual Leave according to the following schedule.\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>1 to 3 years\u003C\u002Ftd>\n      \u003Ctd>22 working days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 to 5 years\u003C\u002Ftd>\n      \u003Ctd>26 working days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5 to 7 years\u003C\u002Ftd>\n      \u003Ctd>28 working days \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7 to 10 years\u003C\u002Ftd>\n      \u003Ctd>32 working days \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>0 years and above\u003C\u002Ftd>\n      \u003Ctd>34 working days\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. The Employer reserves the right to close down the factory for Annual\nMaintenance, during which all production workers may be required to take their\nleave. Employees shall normally determine the date they want to proceed on\nleave but where the exigencies of the Company demand, Annual Leave shall be at\nthe convenience of the Employer.\u003C\u002Fp>\n\n\u003Cp>c. Where the Company requires an employee to interrupt his\u002Fher Annual Leave,\nthe Company shall refund the employees legitimate traveling expenses as well as\npay him\u002Fher for the time spent on travel.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20 - EDUCATION SUBSIDY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>The employer shall pay an amount of Eighty Five Ghana Cedis (GHc 85.00) per\nchild per term for two (2) registered children of the employees aged between\n3-18 years upon production of documentary evidence of school attendance. Such\nevidence need to be presented only once a year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 21 - LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>An employee covered by this Agreement shall be honoured as follows on\ncompletion of:-\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>10 years service\u003C\u002Ftd>\n      \u003Ctd>GHC 700.00 plus a framed certificate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15 years service\u003C\u002Ftd>\n      \u003Ctd>GHC 750.00 plus a framed certificate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20 years service\u003C\u002Ftd>\n      \u003Ctd>GHC 1,000.00 plus framed certificate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25 years service\u003C\u002Ftd>\n      \u003Ctd>GHc 1,125.00 plus framed certificate\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>ARTICLE 22 - CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>On the resignation or retirement of an employee a framed certificate of\nservice will be provided by the Company.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23 - FRUSTRATED WORK\u003C\u002Fh2>\n\n\u003Cp>Where an employee who reports for duty is ordered to stop work by the\nEmployer or any person in the authority of the Employer before the employee\ncompletes the day’s full hour’s work, due to no fault of the employee, he\nshall receive the full pay for the day.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 24 - MEDICAL FACILITY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>It is obligatory for all employees to have NHIS Cards to access medical\nfacilities for him\u002Fher and his\u002Fher registered dependants. The cost of\nregistration and renewal fees shall be borne by the Employer upon submission of\ngenuine official receipts from NHIS Office by the employee. The Company shall\nnot accept any excuse when an employee fails to comply.\u003C\u002Fp>\n\n\u003Cp>However, the Company shall maintain the dispensary in the factory to take\ncare of any emergencies and First Aid requirement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Furthermore; anything which falls short of the scheme shall be at the\ndiscretion of Management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 25 - SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Should an employee be absent from work on account of illness such absence\nbeing justified by Medical Certificate, the employer will grant sick pay on the\nfollowing basis:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>NO\u003C\u002Ftd>\n      \u003Ctd>DETAILS\u003C\u002Ftd>\n      \u003Ctd>FULL PAY MONTHS\u003C\u002Ftd>\n      \u003Ctd>3\u002F4 PAY MONTHS\u003C\u002Ftd>\n      \u003Ctd>1\u002F2 PAY MONTHS\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a\u003C\u002Ftd>\n      \u003Ctd>Employees with one year service but less than three years\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b\u003C\u002Ftd>\n      \u003Ctd>Employees with three years service but less than ten years\u003C\u002Ftd>\n      \u003Ctd>3.5\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c\u003C\u002Ftd>\n      \u003Ctd>Employees with more than ten years\u003C\u002Ftd>\n      \u003Ctd>4.5\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>4\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>Thereafter, the amount of any attendance to be paid will be determined by\nthe Employer according to the merits of a particular case.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLES 26 - MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>a. A female employee becoming pregnant shall be granted three (3) months\nMaternity Leave commencing at six (6) weeks before confinement on Production of\na certificate signed by the Company’s Doctor or a registered Medical\nPractitioner stating that confinement may be expected to take place six weeks\nafter the date of the certificate. In addition, she is eligible for the normal\nAnnual Leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>a. A female employee shall be paid full-consolidated salary during maternity\nLeave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b. Absence from duty arising from pregnancy or excess of the maximum period\nprescribed under this article shall be regarded as absence on the grounds of\nill- health unless so certified by the Company’s approved Medical Officer.\u003C\u002Fp>\n\n\u003Cp>c. Maternity Leave shall count towards increment and including awards.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>d. A female employee shall be allowed two (2 hours) each working day for a\nperiod of nine (9) months to enable her nurse her baby, but she should not\nleave office earlier than 12.00 noon.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e. A female on being employed shall not be entitled to maternity leave until\nshe has served for twelve (12) months and has been confirmed in appointment.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 27 - INDUSTRIAL INJURY\u002FDEATH BENEFIT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>a. Absence from work arising out of injuries and \u002For industrial disease\nshall be governed by provision of the Workmen’s Compensation Law 187 (PNDCL\n1987).\u003C\u002Fp>\n\n\u003Cp>b. Twenty (20) months consolidated pay or Nine Thousand Ghana cedis (GHc\n9,OOO.OO) whichever is higher shall be paid when an employee dies at his work\nplace through an industrial accident.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 28 - FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>a. On the death of an employee, the Company will grant the following towards\nfuneral expenses.\u003C\u002Fp>\n\n\u003Cp>i. Coffin\u003C\u002Fp>\n\n\u003Cp>ii. Transport to convey the corpse\u003C\u002Fp>\n\n\u003Cp>iii. Donation of- GHc 8OO.OO\u003C\u002Fp>\n\n\u003Cp>iv. 2 Bottles of Schnapps\u003C\u002Fp>\n\n\u003Cp>v. 1 Gallon of Local Gin\u003C\u002Fp>\n\n\u003Cp>vi. 3 Crates of Minerals\u003C\u002Fp>\n\n\u003Cp>b. In the death of Muslim employee, the Company will grant the following\ntowards funeral expenses Four hundred and fifty Ghana Cedis (GHc 45O.OO) in\nplace of coffin and Eight hundred Ghana Cedis (GHc 8OO.OO)\u003C\u002Fp>\n\n\u003Cp>donation plus transport to convey the corpse.\u003C\u002Fp>\n\n\u003Cp>c. In case of registered spouse, it is GHc 800.00 cash \u003C\u002Fp>\n\n\u003Cp>In case of registered child, it is GHc 520.00 cash \u003C\u002Fp>\n\n\u003Cp>In case of registered parent, it is GHc 400.00 cash.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 29 - NOMINATION OF BENEFICIARY\u003C\u002Fh2>\n\n\u003Cp>Every employee will give his employer at the time of his engagement the name\nand address of the nominee who he wished to receive any entitlement due from\nthe Employer to his estate in the event of death. This can be renewed or\nrevised at the discretion of the employee. In the event of the death of the\nemployees, the Employer shall pay the beneficiary last nominated by the\ndeceased provided the said beneficiary produces a certified true copy of letter\nof Administration or Intestate Succession Law 1985 P.N.D.C.L. 111.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 30 - RESIGNATION AND TERMINATION\u003C\u002Fh2>\n\n\u003Cp>a. Any employee wishing to resign from employment after less than three\nyears Service will give two weeks notice or pay in lieu thereof. After three\nyears service, he will give one month’s notice or pay in lieu thereof. In\ncase of termination, the Employer shall likewise give the above notice or pay\nin lieu. This article shall be interpreted jointly with Section 17 & 18 of\nthe New Labour Act 2003, (Act 651).\u003C\u002Fp>\n\n\u003Cp>b. Employees covered by this agreement who are terminated or who resign\nshall be entitled to an accrued untaken leave and leave allowance and accrued\nuntaken bonus.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 31 - REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>a. Where for one reason or another Company is compelled to declare any\nnumber of the employees redundant, the Employer shall give the Union one\ncalendar month notice in advance of final action being taken. This notice shall\nstate the effective date of the redundancy and a list of names of employees to\nbe affected shall accompany the notice.\u003C\u002Fp>\n\n\u003Cp>b. The principle of first in last out shall apply, all things being\nequal.\u003C\u002Fp>\n\n\u003Cp>c. Should the Company find it necessary to fill vacancies in particular\ngrades, preference will be given to the old employees in accordance with the\nprinciples of “first in last out”\u003C\u002Fp>\n\n\u003Cp>d. In those cases where the Company wishes to retain the services of a less\nsenior man because of his merit or ability is greater than those of the men\nwith longer service, the Union shall be consulted.\u003C\u002Fp>\n\n\u003Cp>e. When subsequent new employment arises, employees who have been previously\nterminated because of redundancy will be considered for re-employment provided\ntheir previous performance and conduct were satisfactory and their potential\nskill and ability to assume other jobs are in the opinion of the Company, equal\nto those other applicants.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>f. Employees who are terminated on grounds of redundancy shall be entitled\nto the following benefits depending on their years of service with the\nCompany.\u003C\u002Fp>\n\n\u003Cp>i. 1-5 years, 8 weeks pay for each completed year of service and pro-rata\nfor fraction.\u003C\u002Fp>\n\n\u003Cp>ii. 6-9 years, 10 weeks pay for each completed year of service and pro-rata\nfor fraction.\u003C\u002Fp>\n\n\u003Cp>iii. 10-15 years, 15 weeks pay for each completed year of service and\npro-rata for fraction.\u003C\u002Fp>\n\n\u003Cp>iv. 16 and above, 16 weeks pay for each completed year of service and\npro-rata for fraction.\u003C\u002Fp>\n\n\u003Cp>However, in case of redundancy, Management would discuss with Industrial and\nCommercial Workers Union (I.C.U.) Ghana their proposal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 32 - ILL HEALTH\u003C\u002Fh2>\n\n\u003Cp>If in the opinion of the Company’s Doctor or in the majority opinion of\nthree (3) Doctors (an employee will seek second or third opinion at this own\ncost, one of whom will be the Company’s Doctor) an employee is found not to\nbe fully fit to resume his duties, he shall be compulsorily retired.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 33 - RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>a. Any Plant worker who attains the age of fifty-five (55) years shall be\nRetired and any Non-Plant worker who attains the age of sixty (60) years shall\nbe retired.\u003C\u002Fp>\n\n\u003Cp>b. Any employee leaving on grounds of retirement shall be entitled to eight\n(8) months pay.\u003C\u002Fp>\n\n\u003Cp>c. The Management shall inform staffs who are due for retirement three (3)\nmonths in advance. However this will not compel Management to pay any\nentitlement if such notice had not been given.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 34 - DISCIPLINE\u003C\u002Fh2>\n\n\u003Cp>Employees shall conform to and abide by rules of the Company and shall\nobserve and comply with directives issued from time to time.\u003C\u002Fp>\n\n\u003Cp>a. Absent from Duty\u003C\u002Fp>\n\n\u003Cp>No employee shall absent himself from duty without permission. In the event\nof such behaviour, the employee shall render himself liable to be issued with\nwritten warning or some stem disciplinary action. Absence without permission\nshall not call for pay.\u003C\u002Fp>\n\n\u003Cp>Any employee wishing to leave his place of work will first seek permission\nfrom the Departmental Head. Any employee who leave his place of work without\npermission will be committing an offence and a warning letter shall be issued\nto him.\u003C\u002Fp>\n\n\u003Cp>b. An employee who absents himself without due permission for five (5)\nconsecutive days will be regarded as having vacated his post without notice and\nthereby deemed to have terminated his employment-\u003C\u002Fp>\n\n\u003Cp>contract with the Company.\u003C\u002Fp>\n\n\u003Cp>c. An employee deemed to have vacated his post may appeal to Management for\nconsideration provided his assigned reasons for unauthorized absence are found\ntangible for acceptance, and therefore reinstatement.\u003C\u002Fp>\n\n\u003Cp>d. Written Warning\u003C\u002Fp>\n\n\u003Cp>Where the service of an employee is found unsatisfactory or where an\nemployee commits an offence, which does not warrant summary dismissal, he may\nbe given warning. Before a warning letter is issued, the employee shall be\ngiven the opportunity to defend himself. A third offence by an employee shall\ncompel the Company to terminate his\u002Fher appointment.\u003C\u002Fp>\n\n\u003Cp>e. Suspension\u003C\u002Fp>\n\n\u003Cp>Any employee who is suspected of having committed an offence, which warrants\nsummary dismissal, shall be suspended pending investigations. During the period\nof suspension, the employee shall be entitled to half pay. However, if\nsuspension is not followed by dismissal, or should the employee be exonerated\nthereafter, he shall be re-instated in employment and be paid the balance of\nhis full pay.\u003C\u002Fp>\n\n\u003Cp>f. Summary Dismissal\u003C\u002Fp>\n\n\u003Cp>Summary dismissal shall be effected for just and reasonable cause involving\ndishonesty, fraud, willful refusal to obey legitimate and reasonable\ninstructions and proven gross misconduct. Such action shall be taken only when\nthe employee has been given the opportunity to defend himself.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 35 - GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>Step 1 - In the event of any grievances, the employees shall as a first step\ntake the matter up with his immediate Supervisor\u002FSectional Head.\u003C\u002Fp>\n\n\u003Cp>Step 2 - If he does not obtain satisfaction, he may ask his shop\nSteward\u002FUnion to present his case.\u003C\u002Fp>\n\n\u003Cp>Step 3 - If the matter remains unresolved, the Local Union will take the\nmatter up with Head of Personnel.\u003C\u002Fp>\n\n\u003Cp>Step 4 - If the matter remains unresolved the Local Union can summon for\nUnion\u002FManagement meeting to solve the issue\u003C\u002Fp>\n\n\u003Cp>Step 5 - If after Step 4 the matter still remains unresolved; the Union will\nsummon the Standing Joint Negotiation Committee to meet to reach an\nagreement.\u003C\u002Fp>\n\n\u003Cp>If the committee fails to resolve the matter, either party may proceed\nconstitutionally by reporting the dispute to the Minister of Labour with a\nrequest that he may appoint a conciliation officer to endeavour to settle the\ndispute.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 36 - LEGAL ASSISTANCE FOR COMPANY DRIVERS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-legalassistance_trigger\">\u003Cp>Any driver employed by the company, when involved in a motor offence, during\nthe course of his official duties, shall be assisted by the company. In the\nevent of the matter being resolved against the driver and\u002For proved negligent\non his part, he shall be responsible for the total expenses involved.\u003C\u002Fp>\n\n\u003Cp>Any driver employed by the company shall comply with all procedures required\nby the company’s insurers and adhere strictly to Management’s Standing\nRules and Instructions for using company’s vehicles.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 37 - UNIFORMS\u002FSAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>a. As much as possible, all employees shall be provided with two (2) sets of\nspecial clothing for a year, and pair of Industrial boots shall be given to\u003C\u002Fp>\n\n\u003Cp>each plant worker. Management is to take steps to ensure its\nimplementation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b. The company shall make provision for the safety and health of its\nemployees at the factory during working hours.\u003C\u002Fp>\n\n\u003Cp>c. Protective devices and other equipment necessary to protect the employees\nfrom Industrial injuries shall be provided by the company.\u003C\u002Fp>\n\n\u003Cp>d. Recognizing the importance of safety to all employees, the company and\nthe union shall communicate with each other and discuss relevant safety issues\nfrom time to time.\u003C\u002Fp>\n\n\u003Cp>e. Management will ensure safety awards are given to employees who safeguard\nthe company from difficulties.\u003C\u002Fp>\n\n\u003Cp>f. Every employee shall be entitled to two (2) bars of good quality washing\nsoap (key or equivalent) every month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 38 - TRAINING WITHIN INDUSTRY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>The Employer undertakes to provide suitable means for the training of\nemployees including apprentices which such means will enable employees to\nsecure competency in the performances of their duties and fit them for\npromotion within the Company. Where an employee is required by the Employer to\ntake a course at a recognized educational establishment which requires time\noff, the Employer will afford the employee such time off with pay and the\nEmployer will undertake to bear the cost of such course.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Due note will be taken of an employee’s requirement to attend such course\nwhich would render the applicant more competent in the performance of his\nduties within the Organization.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 39 - PROVIDENT FUND\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>The Provident Fund contribution is 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>Management\u003C\u002Ftd>\n      \u003Ctd>4 %\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Worker\u003C\u002Ftd>\n      \u003Ctd>8 %\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>The Provident Fund scheme should properly be managed so that in future the\nscheme would not suffer defect. The fund would be managed by a seven member\ncommittee; to be supervised by the Managing Director of the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The Accounts of the Fund should be transparent to all stakeholders. It may\nbe advisable to invest in Treasury Bills. Proper scheme for withdrawal of funds\nat various periods of exit has to be finalized.\u003C\u002Fp>\n\n\u003Cp>The committee is required to come out with:\u003C\u002Fp>\n\n\u003Cp>(a) Transparent systems\u003C\u002Fp>\n\n\u003Cp>(b) Selecting reliable bank\u002Fbanks\u003C\u002Fp>\n\n\u003Cp>(c) Proper Tax planning\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 40 - LEAVE ALLOWANCE.\u003C\u002Fh2>\n\n\u003Cp>Eight percent (8%) of an employee’s consolidated monthly salary would be\nset aside and paid by Management in block to all workers in June 2016.\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  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"9\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"9\">WITH EFFECT FROM 1-1-2015\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">SCALE A\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">SCALE B \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">SCALE C\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">SCALE D\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SLNO.\u003C\u002Ftd>\n      \u003Ctd>BASIC GHC\u003C\u002Ftd>\n      \u003Ctd>CONS. GHC\u003C\u002Ftd>\n      \u003Ctd>BASIC GHC\u003C\u002Ftd>\n      \u003Ctd>CONS. GHC\u003C\u002Ftd>\n      \u003Ctd>BASIC GHC\u003C\u002Ftd>\n      \u003Ctd>CONS. GHC\u003C\u002Ftd>\n      \u003Ctd>BASIC GHC\u003C\u002Ftd>\n      \u003Ctd>CONS. GHC\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>545.89\u003C\u002Ftd>\n      \u003Ctd>740.58\u003C\u002Ftd>\n      \u003Ctd>418.17\u003C\u002Ftd>\n      \u003Ctd>700.81\u003C\u002Ftd>\n      \u003Ctd>390.47\u003C\u002Ftd>\n      \u003Ctd>661.03\u003C\u002Ftd>\n      \u003Ctd>382.16\u003C\u002Ftd>\n      \u003Ctd>649.11\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>452.84\u003C\u002Ftd>\n      \u003Ctd>750.51\u003C\u002Ftd>\n      \u003Ctd>424.42\u003C\u002Ftd>\n      \u003Ctd>709.74\u003C\u002Ftd>\n      \u003Ctd>395.55\u003C\u002Ftd>\n      \u003Ctd>667.99\u003C\u002Ftd>\n      \u003Ctd>386.31\u003C\u002Ftd>\n      \u003Ctd>655.05\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>459.75\u003C\u002Ftd>\n      \u003Ctd>760.46\u003C\u002Ftd>\n      \u003Ctd>430.63\u003C\u002Ftd>\n      \u003Ctd>718.68\u003C\u002Ftd>\n      \u003Ctd>400.15\u003C\u002Ftd>\n      \u003Ctd>674.95\u003C\u002Ftd>\n      \u003Ctd>390.47\u003C\u002Ftd>\n      \u003Ctd>661.03\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>466.66\u003C\u002Ftd>\n      \u003Ctd>770.40\u003C\u002Ftd>\n      \u003Ctd>436.90\u003C\u002Ftd>\n      \u003Ctd>727.65\u003C\u002Ftd>\n      \u003Ctd>405.02\u003C\u002Ftd>\n      \u003Ctd>681.92\u003C\u002Ftd>\n      \u003Ctd>394.62\u003C\u002Ftd>\n      \u003Ctd>666.99\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>473.60\u003C\u002Ftd>\n      \u003Ctd>780.36\u003C\u002Ftd>\n      \u003Ctd>443.10\u003C\u002Ftd>\n      \u003Ctd>736.60\u003C\u002Ftd>\n      \u003Ctd>409.87\u003C\u002Ftd>\n      \u003Ctd>688.87\u003C\u002Ftd>\n      \u003Ctd>398.80\u003C\u002Ftd>\n      \u003Ctd>672.97\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>480.55\u003C\u002Ftd>\n      \u003Ctd>790.29\u003C\u002Ftd>\n      \u003Ctd>449.34\u003C\u002Ftd>\n      \u003Ctd>745.57\u003C\u002Ftd>\n      \u003Ctd>414.69\u003C\u002Ftd>\n      \u003Ctd>695.83\u003C\u002Ftd>\n      \u003Ctd>402.94\u003C\u002Ftd>\n      \u003Ctd>678.93\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>487.44\u003C\u002Ftd>\n      \u003Ctd>800.26\u003C\u002Ftd>\n      \u003Ctd>455.60\u003C\u002Ftd>\n      \u003Ctd>754.49\u003C\u002Ftd>\n      \u003Ctd>419.57\u003C\u002Ftd>\n      \u003Ctd>703.60\u003C\u002Ftd>\n      \u003Ctd>407.10\u003C\u002Ftd>\n      \u003Ctd>684.89\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>494.37\u003C\u002Ftd>\n      \u003Ctd>810.21\u003C\u002Ftd>\n      \u003Ctd>461.81\u003C\u002Ftd>\n      \u003Ctd>763.44\u003C\u002Ftd>\n      \u003Ctd>424.42\u003C\u002Ftd>\n      \u003Ctd>709.75\u003C\u002Ftd>\n      \u003Ctd>411.25\u003C\u002Ftd>\n      \u003Ctd>690.85\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>501.32\u003C\u002Ftd>\n      \u003Ctd>820.15\u003C\u002Ftd>\n      \u003Ctd>468.07\u003C\u002Ftd>\n      \u003Ctd>772.40\u003C\u002Ftd>\n      \u003Ctd>429.26\u003C\u002Ftd>\n      \u003Ctd>716.73\u003C\u002Ftd>\n      \u003Ctd>415.41\u003C\u002Ftd>\n      \u003Ctd>696.83\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>508.25\u003C\u002Ftd>\n      \u003Ctd>830.09\u003C\u002Ftd>\n      \u003Ctd>474.29\u003C\u002Ftd>\n      \u003Ctd>781.36\u003C\u002Ftd>\n      \u003Ctd>434.10\u003C\u002Ftd>\n      \u003Ctd>723.68\u003C\u002Ftd>\n      \u003Ctd>419.57\u003C\u002Ftd>\n      \u003Ctd>702.79\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>515.15\u003C\u002Ftd>\n      \u003Ctd>839.88\u003C\u002Ftd>\n      \u003Ctd>480.55\u003C\u002Ftd>\n      \u003Ctd>790.29\u003C\u002Ftd>\n      \u003Ctd>438.94\u003C\u002Ftd>\n      \u003Ctd>730.64\u003C\u002Ftd>\n      \u003Ctd>423.73\u003C\u002Ftd>\n      \u003Ctd>708.76\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>522.08\u003C\u002Ftd>\n      \u003Ctd>849.97\u003C\u002Ftd>\n      \u003Ctd>486.76\u003C\u002Ftd>\n      \u003Ctd>799.24\u003C\u002Ftd>\n      \u003Ctd>443.81\u003C\u002Ftd>\n      \u003Ctd>737.60\u003C\u002Ftd>\n      \u003Ctd>427.87\u003C\u002Ftd>\n      \u003Ctd>714.73\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>529.02\u003C\u002Ftd>\n      \u003Ctd>859.92\u003C\u002Ftd>\n      \u003Ctd>493.01\u003C\u002Ftd>\n      \u003Ctd>808.22\u003C\u002Ftd>\n      \u003Ctd>448.67\u003C\u002Ftd>\n      \u003Ctd>744.56\u003C\u002Ftd>\n      \u003Ctd>432.03\u003C\u002Ftd>\n      \u003Ctd>720.69\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>535.96\u003C\u002Ftd>\n      \u003Ctd>869.86\u003C\u002Ftd>\n      \u003Ctd>499.22\u003C\u002Ftd>\n      \u003Ctd>817.16\u003C\u002Ftd>\n      \u003Ctd>453.49\u003C\u002Ftd>\n      \u003Ctd>751.51\u003C\u002Ftd>\n      \u003Ctd>436.18\u003C\u002Ftd>\n      \u003Ctd>726.65\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>542.89\u003C\u002Ftd>\n      \u003Ctd>879.81\u003C\u002Ftd>\n      \u003Ctd>505.48\u003C\u002Ftd>\n      \u003Ctd>826.11\u003C\u002Ftd>\n      \u003Ctd>458.34\u003C\u002Ftd>\n      \u003Ctd>758.48\u003C\u002Ftd>\n      \u003Ctd>439.98\u003C\u002Ftd>\n      \u003Ctd>732.63\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>549.80\u003C\u002Ftd>\n      \u003Ctd>889.76\u003C\u002Ftd>\n      \u003Ctd>511.68\u003C\u002Ftd>\n      \u003Ctd>835.06\u003C\u002Ftd>\n      \u003Ctd>463.21\u003C\u002Ftd>\n      \u003Ctd>765.44\u003C\u002Ftd>\n      \u003Ctd>444.50\u003C\u002Ftd>\n      \u003Ctd>738.59\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>564.06\u003C\u002Ftd>\n      \u003Ctd>899.69\u003C\u002Ftd>\n      \u003Ctd>517.93\u003C\u002Ftd>\n      \u003Ctd>844.01\u003C\u002Ftd>\n      \u003Ctd>468.07\u003C\u002Ftd>\n      \u003Ctd>772.40\u003C\u002Ftd>\n      \u003Ctd>448.67\u003C\u002Ftd>\n      \u003Ctd>744.56\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>563.66\u003C\u002Ftd>\n      \u003Ctd>909.62\u003C\u002Ftd>\n      \u003Ctd>524.19\u003C\u002Ftd>\n      \u003Ctd>852.97\u003C\u002Ftd>\n      \u003Ctd>472.90\u003C\u002Ftd>\n      \u003Ctd>779.36\u003C\u002Ftd>\n      \u003Ctd>452.84\u003C\u002Ftd>\n      \u003Ctd>750.51\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>570.60\u003C\u002Ftd>\n      \u003Ctd>919.57\u003C\u002Ftd>\n      \u003Ctd>530.39\u003C\u002Ftd>\n      \u003Ctd>861.91\u003C\u002Ftd>\n      \u003Ctd>477.76\u003C\u002Ftd>\n      \u003Ctd>786.32\u003C\u002Ftd>\n      \u003Ctd>456.99\u003C\u002Ftd>\n      \u003Ctd>756.48\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>577.52\u003C\u002Ftd>\n      \u003Ctd>929.54\u003C\u002Ftd>\n      \u003Ctd>536.66\u003C\u002Ftd>\n      \u003Ctd>870.84\u003C\u002Ftd>\n      \u003Ctd>482.61\u003C\u002Ftd>\n      \u003Ctd>793.28\u003C\u002Ftd>\n      \u003Ctd>461.13\u003C\u002Ftd>\n      \u003Ctd>762.46\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Signed for and on behalf of Tema Steel Company Limited\u003C\u002Fp>\n\n\u003Cp>MR. MOTAPARTI PRASAD - MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>MR. M. J. PATEL - DIRECTOR\u003C\u002Fp>\n\n\u003Cp>MISS ELLEN JONAH - SENIOR MAKAGER-\u002FHR\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of the Industrial & Commercial Worker Tema\nUnion of I. C. U. GHANA\u003C\u002Fp>\n\n\u003Cp>MR. ELEAZAR NYAUNU\u003C\u002Fp>\n\n\u003Cp>REGIONAL OFFICER-I.C.U\u003C\u002Fp>\n\n\u003Cp>MR. HONEST APEYESI - LOCAL UNION -CHAIRMAN\u003C\u002Fp>\n\n\u003Cp>MR. LAWRENCE DOGBE - LOCAL UNION- SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"disabilitypay":44,"ONCERISE2_trigger":48,"trainingprogrammes":52,"WAGES_determined":56,"hourspday_select":60,"hourspweek_select":64,"childcare":66,"shiftallowanceperc1":70,"STRUCINCR_trigger":74,"nursingmothers":78,"funeralpay":82,"maternityotherclause":86,"pensionfund":90,"OVERTIME_trigger":94,"healthcareaccess":98,"healthinsurance":102,"sicknessmaxdays":105,"protectiveclothing":109,"healthandsafetypolicy":113,"contracttrial":116,"sicknesspay":120,"apprenticeships":124,"TRADEUNLEAV_trigger":127,"SCHEDULE_trigger":131,"educationtuition":133,"NOCTPREM_trigger":137,"SENIOR_trigger":140,"legalassistance_trigger":144,"paidmaternityleave":148,"contractseverancepay":152,"PAIDLEAV_trigger":156,"CONSIGN_trigger":160},{"bindId":45,"name":46,"text":47},"disabilitypay","a. Absence from work arising out of inju","a. Absence from work arising out of injuries and \u002For industrial disease\nshall be governed by provision of the Workmen’s Compensation Law 187 (PNDCL\n1987).\n\nb. Twenty (20) months consolidated pay or Nine Thousand Ghana cedis (GHc\n9,OOO.OO) whichever is higher shall be paid when an employee dies at his work\nplace through an industrial accident.",{"bindId":49,"name":50,"text":51},"ONCERISE2_trigger","In an endeavour to raise productivity, t","In an endeavour to raise productivity, the company shall institute an\nincentive scheme. ARTICLE 17 - SALARY ADVANCE\u002FLOAN\n\na. An employee shall be entitled to ten per cent to thirty per cent (10% to\n30%) of his monthly salary as salary advance at the middle of the month. This\nshall be deducted at source at the end of the month.\n\nb. Loan may be granted at the discretion of the Employer who upon\ninformation of circumstances regarding the request will exercise as to the\nsize, frequency of loan and period for repayment.",{"bindId":53,"name":54,"text":55},"trainingprogrammes","The Employer undertakes to provide suita","The Employer undertakes to provide suitable means for the training of\nemployees including apprentices which such means will enable employees to\nsecure competency in the performances of their duties and fit them for\npromotion within the Company. Where an employee is required by the Employer to\ntake a course at a recognized educational establishment which requires time\noff, the Employer will afford the employee such time off with pay and the\nEmployer will undertake to bear the cost of such course.\n\nDue note will be taken of an employee’s requirement to attend such course\nwhich would render the applicant more competent in the performance of his\nduties within the Organization.",{"bindId":57,"name":58,"text":59},"WAGES_determined","No employee covered by this Agreement sh","No employee covered by this Agreement shall be compelled or permitted to\nenter into a Contract or Agreement with the Employer, which alters or\ncontravenes the conditions of employment or conditions of Labour as specified\nin the Agreement.",{"bindId":61,"name":62,"text":63},"hourspday_select","a. Normal working hours shall be eight (","a. Normal working hours shall be eight (8) hours per day or forty (40) hours\nper week. General shift starts from 8.00 a.m. to 5.00 p.m. with one (1) hour\nlunch break period ie. From 12.30 p.m. to 1.30 p.m.",{"bindId":65,"name":62,"text":63},"hourspweek_select",{"bindId":67,"name":68,"text":69},"childcare","Casual\u002FCompassionate leave may be grante","Casual\u002FCompassionate leave may be granted to employees in special\ncircumstances if the Employer is satisfied that there is a bonafide case. The\nperiod of such leave will be determined by the circumstances of each case but\nnot exceeding five (5) working days. ",{"bindId":71,"name":72,"text":73},"shiftallowanceperc1","a. An employee required to work between ","a. An employee required to work between the hours of 10.00 p.m. to 6.00 a.m.\nshall be paid an allowance calculated at twenty eight per cent (28%) of his\nconsolidated hourly pay for each such hour worked.",{"bindId":75,"name":76,"text":77},"STRUCINCR_trigger","a. Annual salary increment shall be gran","a. Annual salary increment shall be granted at the end of salary year.\n\nA minimum of six (6) months service may qualify an employee for an increment\nwhich is awarded from single to multiple points on the basis of performances\nassessment on the job.\n\nb. If the increment is to be withheld, the Employer will notify the employee\nat least two months before the increment is due and also give the reason for\n\nwithholding such increment and the number of months for which the increment\nwould be withheld.\n\nc. All incremental adjustment shall take effect from the incremental\nyear.\n\nd. When an employee reaches the maximum of his salary scale, he may continue\nto receive his increment on that salary until he is promoted.",{"bindId":79,"name":80,"text":81},"nursingmothers","d. A female employee shall be allowed tw","d. A female employee shall be allowed two (2 hours) each working day for a\nperiod of nine (9) months to enable her nurse her baby, but she should not\nleave office earlier than 12.00 noon.",{"bindId":83,"name":84,"text":85},"funeralpay","a. On the death of an employee, the Comp","a. On the death of an employee, the Company will grant the following towards\nfuneral expenses.\n\ni. Coffin\n\nii. Transport to convey the corpse\n\niii. Donation of- GHc 8OO.OO\n\niv. 2 Bottles of Schnapps\n\nv. 1 Gallon of Local Gin\n\nvi. 3 Crates of Minerals\n\nb. In the death of Muslim employee, the Company will grant the following\ntowards funeral expenses Four hundred and fifty Ghana Cedis (GHc 45O.OO) in\nplace of coffin and Eight hundred Ghana Cedis (GHc 8OO.OO)\n\ndonation plus transport to convey the corpse.\n\nc. In case of registered spouse, it is GHc 800.00 cash \n\nIn case of registered child, it is GHc 520.00 cash \n\nIn case of registered parent, it is GHc 400.00 cash.",{"bindId":87,"name":88,"text":89},"maternityotherclause","a. A female employee shall be paid full-","a. A female employee shall be paid full-consolidated salary during maternity\nLeave.",{"bindId":91,"name":92,"text":93},"pensionfund","The Provident Fund contribution is as fo","The Provident Fund contribution is as follows:- \n\n\n  \n  \n  \n  \n    \n      Management\n      4 %\n    \n    \n      Worker\n      8 %\n    \n  \n\n\nThe Provident Fund scheme should properly be managed so that in future the\nscheme would not suffer defect. The fund would be managed by a seven member\ncommittee; to be supervised by the Managing Director of the Company.",{"bindId":95,"name":96,"text":97},"OVERTIME_trigger","ii. Overtime Rate Working days 1.50 Time","ii. Overtime Rate\n\n\n  \n  \n  \n  \n    \n      Working days\n      1.50 Times\n    \n    \n      Rest days (Saturdays and Sundays)\n      2.00 Times\n    \n    \n      Public Holidays\n      2.50 Time",{"bindId":99,"name":100,"text":101},"healthcareaccess","It is obligatory for all employees to ha","It is obligatory for all employees to have NHIS Cards to access medical\nfacilities for him\u002Fher and his\u002Fher registered dependants. The cost of\nregistration and renewal fees shall be borne by the Employer upon submission of\ngenuine official receipts from NHIS Office by the employee. The Company shall\nnot accept any excuse when an employee fails to comply.\n\nHowever, the Company shall maintain the dispensary in the factory to take\ncare of any emergencies and First Aid requirement.\n\nFurthermore; anything which falls short of the scheme shall be at the\ndiscretion of Management.",{"bindId":103,"name":100,"text":104},"healthinsurance","It is obligatory for all employees to have NHIS Cards to access medical\nfacilities for him\u002Fher and his\u002Fher registered dependants. The cost of\nregistration and renewal fees shall be borne by the Employer upon submission of\ngenuine official receipts from NHIS Office by the employee. The Company shall\nnot accept any excuse when an employee fails to comply.\n\nHowever, the Company shall maintain the dispensary in the factory to take\ncare of any emergencies and First Aid requirement.",{"bindId":106,"name":107,"text":108},"sicknessmaxdays"," NO DETAILS FULL PAY MONTHS 3\u002F4 PAY MONT","\n  \n  \n  \n  \n  \n  \n  \n    \n      NO\n      DETAILS\n      FULL PAY MONTHS\n      3\u002F4 PAY MONTHS\n      1\u002F2 PAY MONTHS\n    \n    \n      a\n      Employees with one year service but less than three years\n      3\n      2\n      2\n    \n    \n      b\n      Employees with three years service but less than ten years\n      3.5\n      3\n      3\n    \n    \n      c\n      Employees with more than ten years\n      4.5\n      4\n      4",{"bindId":110,"name":111,"text":112},"protectiveclothing","a. As much as possible, all employees sh","a. As much as possible, all employees shall be provided with two (2) sets of\nspecial clothing for a year, and pair of Industrial boots shall be given to\n\neach plant worker. Management is to take steps to ensure its\nimplementation.",{"bindId":114,"name":111,"text":115},"healthandsafetypolicy","a. As much as possible, all employees shall be provided with two (2) sets of\nspecial clothing for a year, and pair of Industrial boots shall be given to\n\neach plant worker. Management is to take steps to ensure its\nimplementation.\n\nb. The company shall make provision for the safety and health of its\nemployees at the factory during working hours.\n\nc. Protective devices and other equipment necessary to protect the employees\nfrom Industrial injuries shall be provided by the company.\n\nd. Recognizing the importance of safety to all employees, the company and\nthe union shall communicate with each other and discuss relevant safety issues\nfrom time to time.\n\ne. Management will ensure safety awards are given to employees who safeguard\nthe company from difficulties.\n\nf. Every employee shall be entitled to two (2) bars of good quality washing\nsoap (key or equivalent) every month.",{"bindId":117,"name":118,"text":119},"contracttrial","c. Any employee so engaged shall undergo","c. Any employee so engaged shall undergo a probationary period of three (3)\nmonths and when he has given satisfactory service, his appointment shall be\nconfirmed in writing.\n\nd. Should the work of the probationer not prove satisfactory at the end of\nthe probation period, Management shall have the option to extend the probation\nfor a further period of three (3) months.\n\ne. Unless informed in writing to the contrary, the employee who has\n\ncompleted his probation period shall be deemed to have been confirmed in the\nappointment.\n\nf. The employee’s service may be terminated in accordance with Labour Act\n2003 (Act 651).",{"bindId":121,"name":122,"text":123},"sicknesspay","Should an employee be absent from work o","Should an employee be absent from work on account of illness such absence\nbeing justified by Medical Certificate, the employer will grant sick pay on the\nfollowing basis:-\n\n\n  \n  \n  \n  \n  \n  \n  \n    \n      NO\n      DETAILS\n      FULL PAY MONTHS\n      3\u002F4 PAY MONTHS\n      1\u002F2 PAY MONTHS\n    \n    \n      a\n      Employees with one year service but less than three years\n      3\n      2\n      2\n    \n    \n      b\n      Employees with three years service but less than ten years\n      3.5\n      3\n      3\n    \n    \n      c\n      Employees with more than ten years\n      4.5\n      4\n      4\n    \n  \n\n\nThereafter, the amount of any attendance to be paid will be determined by\nthe Employer according to the merits of a particular case.",{"bindId":125,"name":54,"text":126},"apprenticeships","The Employer undertakes to provide suitable means for the training of\nemployees including apprentices which such means will enable employees to\nsecure competency in the performances of their duties and fit them for\npromotion within the Company. Where an employee is required by the Employer to\ntake a course at a recognized educational establishment which requires time\noff, the Employer will afford the employee such time off with pay and the\nEmployer will undertake to bear the cost of such course.",{"bindId":128,"name":129,"text":130},"TRADEUNLEAV_trigger","An employee covered by the Agreement who","An employee covered by the Agreement who is elected to hold office or as\ndelegate shall be granted reasonable leave of absence with pay to attend Trade\nUnion activities. The length and frequency of such leave shall be based on the\nmerit of individual cases. Written notice shall be given to the Employer in\nadvance and it shall not be less than 24 hours to enable the Employer to\nrearrange his business.",{"bindId":132,"name":96,"text":97},"SCHEDULE_trigger",{"bindId":134,"name":135,"text":136},"educationtuition","The employer shall pay an amount of Eigh","The employer shall pay an amount of Eighty Five Ghana Cedis (GHc 85.00) per\nchild per term for two (2) registered children of the employees aged between\n3-18 years upon production of documentary evidence of school attendance. Such\nevidence need to be presented only once a year.",{"bindId":138,"name":72,"text":139},"NOCTPREM_trigger","a. An employee required to work between the hours of 10.00 p.m. to 6.00 a.m.\nshall be paid an allowance calculated at twenty eight per cent (28%) of his\nconsolidated hourly pay for each such hour worked.\n\nb. An employee who is required to work between the hours of 2.00 p.m. to\n10.00 p.m. shall be paid an allowance calculated at fifteen per cent (15%) of\nhis consolidated hourly pay for each such hour worked.",{"bindId":141,"name":142,"text":143},"SENIOR_trigger","An employee covered by this Agreement sh","An employee covered by this Agreement shall be honoured as follows on\ncompletion of:-\n\n\n  \n  \n  \n  \n    \n      10 years service\n      GHC 700.00 plus a framed certificate\n    \n    \n      15 years service\n      GHC 750.00 plus a framed certificate\n    \n    \n      20 years service\n      GHC 1,000.00 plus framed certificate\n    \n    \n      25 years service\n      GHc 1,125.00 plus framed certificate",{"bindId":145,"name":146,"text":147},"legalassistance_trigger","Any driver employed by the company, when","Any driver employed by the company, when involved in a motor offence, during\nthe course of his official duties, shall be assisted by the company. In the\nevent of the matter being resolved against the driver and\u002For proved negligent\non his part, he shall be responsible for the total expenses involved.\n\nAny driver employed by the company shall comply with all procedures required\nby the company’s insurers and adhere strictly to Management’s Standing\nRules and Instructions for using company’s vehicles.",{"bindId":149,"name":150,"text":151},"paidmaternityleave","a. A female employee becoming pregnant s","a. A female employee becoming pregnant shall be granted three (3) months\nMaternity Leave commencing at six (6) weeks before confinement on Production of\na certificate signed by the Company’s Doctor or a registered Medical\nPractitioner stating that confinement may be expected to take place six weeks\nafter the date of the certificate. In addition, she is eligible for the normal\nAnnual Leave.",{"bindId":153,"name":154,"text":155},"contractseverancepay","f. Employees who are terminated on groun","f. Employees who are terminated on grounds of redundancy shall be entitled\nto the following benefits depending on their years of service with the\nCompany.\n\ni. 1-5 years, 8 weeks pay for each completed year of service and pro-rata\nfor fraction.\n\nii. 6-9 years, 10 weeks pay for each completed year of service and pro-rata\nfor fraction.\n\niii. 10-15 years, 15 weeks pay for each completed year of service and\npro-rata for fraction.\n\niv. 16 and above, 16 weeks pay for each completed year of service and\npro-rata for fraction.\n\nHowever, in case of redundancy, Management would discuss with Industrial and\nCommercial Workers Union (I.C.U.) Ghana their proposal.",{"bindId":157,"name":158,"text":159},"PAIDLEAV_trigger","An employee who has completed nine (9) m","An employee who has completed nine (9) months service shall be granted\nAnnual Leave according to the following schedule.\n\n\n  \n  \n  \n  \n    \n      1 to 3 years\n      22 working days\n    \n    \n      3 to 5 years\n      26 working days\n    \n    \n      5 to 7 years\n      28 working days \n    \n    \n      7 to 10 years\n      32 working days \n    \n    \n      0 years and above\n      34 working days",{"bindId":161,"name":162,"text":163},"CONSIGN_trigger","In an event where an employee closes his","In an event where an employee closes his\u002Fher normal work and he\u002Fshe is\ncalled in respect of maintenance\u002Fmaintenance related work, a call-in-allowance\nof Six Ghana cedis (GHc 6.OO) in addition to overtime and transport is paid to\nhim\u002Fher.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Tema Steel Company 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\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 basic metals\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                        Tema Steel Company Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        ICU - Industrial and Commercial Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 77 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 380 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: → No\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: → No\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 800.0\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: → 5 days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 50 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 40 days\n            \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 22.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \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            \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: → 128 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → No\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 6.0\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: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → GHS 700.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Yes\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[169],{"title":37,"slug":33},[171],{"type":172,"data":173},"call_to_action_body_block",{"title":174,"description":175,"variant":176,"link":177},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":174,"url":178,"description":174,"rel":179,"type":180},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[182],{"type":172,"data":183},{"title":174,"description":175,"variant":176,"link":184},{"title":174,"url":178,"description":174,"rel":179,"type":180},[]]