[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-the-industrial-and-commercial-workers-union-i-c-u-of-ghana-and-the-crocodile-matchets-ghana-limited-":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":225,"content_type_view":226,"extra_breadcrumbs":227,"body":229,"body_blocks":240,"related_pages":244},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":223,"translations":224},{"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-the-industrial-and-commercial-workers-union-i-c-u-of-ghana-and-the-crocodile-matchets-ghana-limited-","94ba5400-5b52-11e4-8fb8-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-the-industrial-and-commercial-workers-union-i-c-u-of-ghana-and-the-crocodile-matchets-ghana-limited-\u002Fcollective-agreement-between-the-industrial-and-commercial-workers-union-i-c-u-of-ghana-and-the-crocodile-matchets-ghana-limited-\u002F","Collective Agreement between the Industrial and Commercial Workers Union (I.C.U) of Ghana and the Crocodile Matchets (Ghana) Limited - 2010","GHA Crocodile Matchets (Ghana) Limited - 2010","Ghana - GHA Crocodile Matchets (Ghana) Limited - 2010","GHA Crocodile Matchets (Ghana) Limited - 2010 - Manufacturing",{"name":41,"data":42},"Bijlage-2crocodile-matches-.html","\n              \n              \n              \n              \n\u003C!--?xml version=\"1.0\" encoding=\"iso-8859-1\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=iso-8859-1\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN THE INDUSTRIAL AND COMMERCIAL WORKERS UNION\n(I.C.U) OF GHANA AND THE CROCODILE MATCHETS (GHANA) LIMITED \u003C\u002Fh1>\n\n\u003Cp>THIS AGREEMENT made this 12th day of November 2010 between the Industrial\nand Commercial Workers Union (I.C.U) of Ghana (hereinafter referred to as the\n“Union”) officially certified under the Labour Act 2003 (ACT 651\nSection 153) as the negotiating body for the terms and conditions of employment\nand non-employment and the conditions of labour which shall apply to all\nemployees of the said Company for whom the Union has been certified to\nnegotiate, and the Crocodile Matchets (Ghana) Limited (hereinafter referred to\nas the “Company”).\u003C\u002Fp>\n\n\u003Ch2>Article 1 - Purpose and Scope of Agreement:\u003C\u002Fh2>\n\n\u003Cp>This Agreement is intended to establish mutually satisfactory relationship\nbetween the Company and its employees and to promote the interest of both\nparties, as well as the welfare of Ghana.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cp>The terms and conditions of labour including salaries and wages shall be\nthose provided in this Agreement and shall be effective 1st January, 2010.\nThese terms and conditions shall apply to all unionised workers of the\nCompany.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article 2 - Duration:\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall become effective on the 1st January, 2010 and remain in\nforce for a period of not less than two (2) years from such date. After\ntwenty-two (22) months from the effective date, either party may give the other\nparty, in writing, notice of its desire to continue such Agreement for a\nspecified further period agreeable to both parties or notice of intent to amend\nspecified provisions or to terminate the Agreement. The Agreement shall\ncontinue in force until a new Agreement is signed and effective date of\nsalaries and wages agreed.\u003C\u002Fp>\n\n\u003Cp>After twelve (12) months from the effective date of this Agreement, but only\nonce during the two year period, either party may give to the other party a\nmonth’s notice in writing that it wishes to negotiate a revision in\nwages\u002Fsalaries only, with reference to classification of employees specified in\nAppendix “A”. Until such revision is negotiated and effective date\nagreed, the present rates specified in such Appendix “A” shall\nremain in force.\u003C\u002Fp>\n\n\u003Ch2>Article 3 - Definitions\u003C\u002Fh2>\n\n\u003Cp>“Employees” shall apply to all employees who are classified in\nclassifications specified in Appendix “A”.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>“Working days” shall consist of a twenty-four (24) hour\ncontinuous period commencing with the beginning of an employee’s normal\nshift and shall normally exclude Sundays and Public Holidays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Employees whose working week begins on a day other than a Monday due to the\nnature of their classification (e.g. Security Men, Guards) will normally\nobserve the seventh day of their work as equivalent to Sunday.\u003C\u002Fp>\n\n\u003Cp>“A month’s pay” shall mean a normal calendar month with\npayment at the rate of 1\u002F12th of annual pay for normal working hours of each\nworking day within that calendar month. Overtime and Incentive Bonus shall not\nbe taken into account.\u003C\u002Fp>\n\n\u003Ch2>Article 4 - Engagement\u002FProbabtion\u003C\u002Fh2>\n\n\u003Cp>(a) A copy of this Agreement with its Appendices shall be provided by the\nCompany to each employee presently in the service of the Company and to each\nnew employee on entering the service.\u003C\u002Fp>\n\n\u003Cp>(b) The company shall give the newly engaged employee a letter of\nappointment stating:\u003C\u002Fp>\n\n\u003Cp>i. Salary\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(c) An employee so engaged shall undergo a probationary period of three\nmonths and when he has given satisfactory service his appointment shall be\nconfirmed in writing.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\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 months.\u003C\u002Fp>\n\n\u003Cp>(e) 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>(f)The employee’s service may be terminated in accordance with Section\n15 of the Labour Act - 2003 (ACT 651).\u003C\u002Fp>\n\n\u003Cp>(g) New employees shall first undergo physical medical check-up.\u003C\u002Fp>\n\n\u003Ch2>Article 5 - Union Shop-Membership:\u003C\u002Fh2>\n\n\u003Cp>(a) Every employee covered by this Agreement who has applied to be a member\nof the Union and shall maintain his membership with the Union to the extent of\npaying his membership dues uniformly levied against all Union members.\u003C\u002Fp>\n\n\u003Cp>(b) At the written request of the Union, the company undertakes to deduct\nUnion dues from the employee’s salary\u002Fwages and pay over the sums\ndeducted as may be directed by the Union.\u003C\u002Fp>\n\n\u003Ch2>Article 6 - Working Hours\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>(a) The standard working hours for basic pay shall be 8 hours per day and 40\nhours per week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) The hours of work will be regulated by the company in accordance with\nthe exigencies of the work and in consultation with the Union. Provided that\nthe total number of hours worked for basic pay will not excced the standard\nworking hours as laid down in (a) above.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>(c) All night Watchmen shall start work at 6:00 p.m. and break-off at 6:00\na.m. the next day from Monday to Friday.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article 7 - Overtime\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>(a) Employees who are required by the company or its representative to work\nin excess of working hours per day shall be paid overtime for work so\nperformed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Except at his own request, no employee should be given time-off to\noff-set overtime entitlement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>(c) Overtime rates shall be as follows:\u003C\u002Fp>\n\n\u003Cp>Monday to Friday .................................Time and a half\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Saturdays...............................................Double time\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>Sundays and Public Holidays..............Double time\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(d) Overtime shall be recorded daily and calculated on a monthly basis.\nWhere the total time for the month contain a fraction of an hour, the fraction\nshall be treated as half of an hour for a period up to 30 minutes and as one\nhour for a period between 30 to 60 minutes.\u003C\u002Fp>\n\n\u003Cp>(e) The Management will ensure that overtime is calculated from the middle\nof the previous month to the middle of the current month and paid together with\nthe salaries\u002Fwages for the current month.\u003C\u002Fp>\n\n\u003Ch2>Article 8 - Public Holidays:\u003C\u002Fh2>\n\n\u003Cp>(a) Public Holidays recognised by the company shall those declared by the\ngovernment from time to time.\u003C\u002Fp>\n\n\u003Cp>(b) If a Holiday falls on an employee’s off day, he will receive\nHoliday pay in addition to his normal pay.\u003C\u002Fp>\n\n\u003Cp>(c) If someone works on a Holiday, he will get his day’s pay plus\ndouble time.\u003C\u002Fp>\n\n\u003Ch2>Article 9 - Evening\u002FNight Shift Allowance:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>An employee who is required to work between 6 p.m. to 10 p.m. shall receive\nfor each hour worked, an allowance calculated at 25% of his basic pay hourly\nrate. Similarly, an employee who works between 10 p.m. to 6 a.m. shall receive\nan allowance of 35% of his basic pay hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article 10 - Resignation\u002FTermination - Notice:\u003C\u002Fh2>\n\n\u003Cp>(a) An employee who has completed his probationary period shall give or be\ngiven notice or pay in lieu of notice as follows:\u003C\u002Fp>\n\n\u003Cp>i. After probation and up to three years of continuous service - two (2)\nweeks notice or pay in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>ii. After three years of continuous service - 0ne (1) month's notice or pay\nin lieu thereof. \u003C\u002Fp>\n\n\u003Cp>(b) No notice or payment in lieu of notice shall be given to an employee who\nis summarily dismissed.\u003C\u002Fp>\n\n\u003Cp>(c) Notice of termination of appointment or of resignation shall be in\nwriting.\u003C\u002Fp>\n\n\u003Ch2>Article 11 - End-of-Service Policy\u002FBenefits:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>1.Redundancy:\u003C\u002Fp>\n\n\u003Cp>(a) The Union shall be notified by the Company two calendar months when\npossible but not less than one month before any section or sections of the\nlabour force are laid-off (made redundant).\u003C\u002Fp>\n\n\u003Cp>Redundancy shall apply under the terms of the Labour Act 2003 (Act 651)\nsection 65.\u003C\u002Fp>\n\n\u003Cp>(b) In preparing a list of probable redundant employees, the principle of\nfirst engaged, last to be laid-off; the last employed first to leave should be\nthe working basis, however, efficiency will be taken into account.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>(c) Employees covered by this Agreement who have served the Company from one\n(1) year and above, who are terminated on the grounds of redundancy will be\nentitled to any accrued untaken leave and in addition three (3) months pay for\neach year served and pro-rata for any fraction of a year served.\nNotwithstanding the 3 months pay, the Standing Joint Negotiating Committee will\nmeet to discuss a possible review of the rate at the time of any redundancy\nexercise.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(d) When subsequent employment arises in the company within six (6) months\nfrom the date employees were declared redundant, these employees may be given\npreference for re-employment. It is understood that any redundant employee\nre-employed under this Article shall be considered new employee.\u003C\u002Fp>\n\n\u003Cp>2. Ill Health:\u003C\u002Fp>\n\n\u003Cp>If in the opinion of the Company’s doctor or in the majority opinion\nof three Doctors, (an employee will seek second or third opinion at his own\ncost) one of them will be the Company’s Doctor, an employee is found not\nto be fully fit to resume his duties,. he shall be compulsorily retired.\u003C\u002Fp>\n\n\u003Cp>3. Retirement Under Superannuation:\u003C\u002Fp>\n\n\u003Cp>(a) An employee who attains the age of superannuation shall retire or be\nretired. Voluntary\u002Fcompulsory retirement age shall be 55 years and 60 years for\nboth male and female respectively.\u003C\u002Fp>\n\n\u003Cp>(b) Between three (3) and six (6) months notice or pay in lieu of notice\nshall be given by either side in the case of Retirement.\u003C\u002Fp>\n\n\u003Ch2>Article 12 - Annual Increment:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(a) An employee will automatically receive a specified increment each year\nprovided his performance has been satisfactory. If the increment is to be\nwith-held the employer will notify the employee at least two months before the\nincrement is due and also explain the reason for with-holding such\nadjustment.\u003C\u002Fp>\n\n\u003Cp>(b) New employee in the employer’s service will not normally be\neligible for an increment until the date of the salary year after completing\ntwelve months service.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>(c) Six per cent (6%) calculated on employee’s current monthly basic\nsalary shall be granted as an automatic annual increment to all employees.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article 13 - Pay Day:\u003C\u002Fh2>\n\n\u003Cp>Monthly wages and salaries shall be paid to the employees not later than the\nlast day of the calendar month.\u003C\u002Fp>\n\n\u003Ch2>Article 14 - Promotions:\u003C\u002Fh2>\n\n\u003Cp>As far as possible and depending on suitable candidates being found, all\nvacancies will be filled by promotion from within the Company.\u003C\u002Fp>\n\n\u003Cp>Employees will be informed through advertisement on Notice Boards or through\ninternal circular and memoranda of vacancies as they occur to enable those in\nother departments or lower grades with requisite qualifications who desire to\nbe considered for any vacancy to apply.\u003C\u002Fp>\n\n\u003Cp>The criteria for determining employees to be promoted shall be based on\nmerit, potential skill, physical and mental ability to assume the job and good\nconduct. All things being equal seniority shall be the determinant factor.\u003C\u002Fp>\n\n\u003Ch2>Article 15 - Acting Allowance:\u003C\u002Fh2>\n\n\u003Cp>(a) An employee who acts in a higher position than his own grade\ncontinuously for 10 working days shall be paid an allowance calculated as the\ndifference between the salary of the acting employee and the salary of the\ngrade in which he is acting or 30 per cent of the acting employee’s\nsalary which ever is higher.\u003C\u002Fp>\n\n\u003Cp>(b) An employee who performs all the duties of a higher position\ncontinuously for a minimum period of three (3) months and a maximum period of\nsix (6) months shall be deemed to have been confirmed in that post at the end\nof the period unless advised by the employer to the contrary before the end of\nthe six (6) months period.\u003C\u002Fp>\n\n\u003Ch2>Article 16 - Out of Station Allowance - Per Diem:\u003C\u002Fh2>\n\n\u003Cp>An employee shall be entitled to an out of station allowance when required\nto be absent from his normal place of work. The allowance shall be GHc 10.00\nper night without food and accommodation or GHc 5.OO per night with food and\naccommodation for all categories of workers.\u003C\u002Fp>\n\n\u003Cp>(a) Management will advise the Union three (3) months in advance of annual\nclose down at which time operatives will be expected to take their annual leave\nentitlements.\u003C\u002Fp>\n\n\u003Cp>(b) Annual leave is earned by the employee only after twelve (12) months\nemployment with the Company.\u003C\u002Fp>\n\n\u003Cp>(c) Annual leave must be taken except in those exceptional cases, when owing\nto pressure of work the Company makes a special written request to the employee\nto postpone his leave and the employee's agreement is received.\u003C\u002Fp>\n\n\u003Cp>(d) An employee will report to the general office of the Company for\nparticulars relating to his leave, one day before his departure for leave.\u003C\u002Fp>\n\n\u003Cp>(e) Annual leave is counted by consecutive working days exclusive of Public\nHolidays, Saturdays and Sundays.\u003C\u002Fp>\n\n\u003Cp>(f) On leaving the service of the Company on grounds other than summary\ndismissal and without giving the due notice, the employee shall be entitled to\nproportionate leave.\u003C\u002Fp>\n\n\u003Cp>(g) Leave Period:\u003C\u002Fp>\n\n\u003Cp>All employees covered by this Agreement will be given paid working days\nleave per year as\u003C\u002Fp>\n\n\u003Cp>follows:\u003C\u002Fp>\n\n\u003Cp>i. Less than 5 years-.......................................22 working\ndays\u003C\u002Fp>\n\n\u003Cp>ii. 5 years but less than 10 years-.................30 ” ”\u003C\u002Fp>\n\n\u003Cp>iii. 10 years but less than 20 years-..............31 ” ”\u003C\u002Fp>\n\n\u003Cp>iv. 20 years and above-..................................33 ”\n”\u003C\u002Fp>\n\n\u003Ch2>Article 18 - Sick Leave:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>1. Should an employee be absent on account of ill-health such absence being\njustified by medical certificate from a recognised medical practitioner, the\nemployee shall be granted sick leave with pay on the following basis:\u003C\u002Fp>\n\n\u003Cp>(a) All employees with more than 12 months service:\u003C\u002Fp>\n\n\u003Cp>i. For the first 5 months full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii. For the subsequent 4 months 3\u002F4 pay.\u003C\u002Fp>\n\n\u003Cp>iii. For the subsequent 4 months half pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Thereafter, the grant of any further sick leave with pay will be at the\ndiscretion of the Company after the matter has been discussed with the\nUnion.\u003C\u002Fp>\n\n\u003Cp>(b) All employees with less than 12 months service, the granting of such\nleave with or without pay will be at the discretion of the company.\u003C\u002Fp>\n\n\u003Cp>2. (a) An employee who is unable to present himself at work because of\ninjuries out of and in the course of his employment shall be subject to the\nprovisions of the Workmen’s Compensation Law 1987 regarding payment of\nsalaries.\u003C\u002Fp>\n\n\u003Cp>(b) Incapacitated employees shall be treated in accordance with section 50\nof the Labour Act 2003 (Act 651).\u003C\u002Fp>\n\n\u003Ch2>Article 19 - Bereavement\u002FCasual Leave:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>The Management may grant compassionate leave with pay to any employee to\nenable him attend urgent and important personal affairs. The period of such\nleave will be determined by the circumstances of each case in consultation with\nthe Union when necessary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 20 - Maternity Leave:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(a) Where a female employee becomes pregnant, she shall be granted the\nannual leave or proportion thereof already earned by her in addition to three\n(3) months maternity leave on full pay. This leave, is to be taken on the\nproduction of a certificate from a registered Medical Practitioner or\nMidwife.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(b) Maternity Leave shall be additional to any entitlement to sick leave.\u003C\u002Fp>\n\n\u003Cp>(c) On the advice of approved medical authority, the period of maternity\nleave shall be extended to at least eight weeks where the confinement is\nabnormal or where in the course of the same confinement two or more babies are\nbom.\u003C\u002Fp>\n\n\u003Cp>(d) Approved absence from duty arising from pregnancy in excess of maximum\nperiod described in (a) and (b) above will be regarded as absence on the\ngrounds of ill-health and the rule governing sick leave will apply.\u003C\u002Fp>\n\n\u003Cp>(e) Maternity leave will count for increment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>(f) A Nursing Mother returning to duty after maternity leave will be given 2\nhours a day during working hours for nursing her child for a maximum period of\nnine months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article 21 - Permission for Union Meetings:\u003C\u002Fh2>\n\n\u003Cp>The Company agrees that the Union is permitted to gather its members who are\nemployees of the company on the premises of the Company for Union meetings\nhaving first obtained Management’s permission.\u003C\u002Fp>\n\n\u003Ch2>Article 22 - Leave of absence for union activities\u003C\u002Fh2>\n\n\u003Cp>An employee elected as an Officer of the Union or who is selected as a\ndelegate to any Union activity necessitating leave of absence shall be granted\nsuch leave with pay. Written notice for such leave shall be given to the\nCompany as far in advance as possible, but in no event, later than the day\nprior to the day such leave is to become effective. The length of the leave and\nits frequency in the year should be determined on the merits of individual\ncases.\u003C\u002Fp>\n\n\u003Ch2>Article 23 - Notice Board:\u003C\u002Fh2>\n\n\u003Cp>The Company shall provide a Notice Board placed conspicuously on the\npremises for the use of the Union.\u003C\u002Fp>\n\n\u003Ch2>Article 24 - Medical Facilities:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>1. The Company shall provide free medical attention to all employees at a\nmedical institution or clinic in the area of employment. However, when it is\nnot possible for the employee to attend the factory clinic, it may be at an\napproved clinic, hospital or polyclinics. Maternity and Dental treatment will\nonly be given by the Company’s Medical Officer or designated Medical\nOfficer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Spectacles or eye glasses, lenses, artificial teeth and other surgical\nappliances will not be provided except when given by the Company doctor or\ndesignated Medical Officer.\u003C\u002Fp>\n\n\u003Cp>2. In cases of treatment during annual leave or emergencies after the normal\nworking hours of the Company’s clinic or designated Medical Practitioner,\nthe employee and his registered family may seek emergency treatment at a\nrecognised medical institution or medical facility.\u003C\u002Fp>\n\n\u003Cp>3. In all cases the employee shall produce a medical certificate to the\nCompany and any claim for refund of charges must be accompanied by a statement\nwith supporting documents of the charges incurred. Refund will be made if the\nclaim is approved by the Company.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>4. The Company shall provide also free medical treatment for the employee's\nfamily at the Company’s clinic, government hospitals or designated\nclinics on the following basis:\u003C\u002Fp>\n\n\u003Cp>(a) One registered wife and five (5) children up to the age of 21 years if\nstill a student.\u003C\u002Fp>\n\n\u003Cp>(b) Medical attention will exclude the following:\u003C\u002Fp>\n\n\u003Cp>Maternity, dental treatment, except when given by the Company’s\nMedical Officer, Spectacles or eye glasses, lenses, artificial teeth and other\nsurgical appliances.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 25 - Canteen Cafeteria Facilities:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>(a) The Company undertakes to provide one free meal each working day for\neach employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) An employee who is required in the course of his duties to travel\noutside his place of work during normal lunch period and cannot enjoy his free\nmeal will be paid lunch allowance of GHc 2.50 plus 25% increase yearly.\u003C\u002Fp>\n\n\u003Cp>(c) An employee held over to work overtime from one shift to the next period\nof four (4) hours shall be given an additional meal.\u003C\u002Fp>\n\n\u003Ch2>Article 26 - Protective Equipment Devices\u002FClothing:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>The Company will provide protective equipment, protective devices and\nprotective clothing in accordance with the Factories Act of 1970 (Act 328).\u003C\u002Fp>\n\n\u003Cp>As a condition of employment, an employee is obligated to wear and\u002For use\nsuch protective items as are provided by the Company and failure to do so shall\nsubject the employee to disciplinary action.\u003C\u002Fp>\n\n\u003Cp>Employees furnished with protective items will sign a receipt for such items\nand will be responsible for their care and safekeeping. An employee will be\nsurcharged with the replacement cost of protective items where the employee\nloses or damages the items through negligence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 27 - Tool\u002FTools allowance:\u003C\u002Fh2>\n\n\u003Cp>1. The Company will supply to all workers, the tools required to perform the\nwork of their designated classification.\u003C\u002Fp>\n\n\u003Cp>2. Employees furnished with such tools will sign a receipt for such items\nand will be responsible for their care and safekeeping. Such tools lost or\ndamaged through the negligence of the employee will be replaced by an identical\ntool and the replacement value charged to the employee.\u003C\u002Fp>\n\n\u003Cp>3. Replacement of such tool because of reasonable usage will be made upon\npresentation of such unserviceable tool.\u003C\u002Fp>\n\n\u003Ch2>Article 28 - Uniforms\u002FWork clothing\u002FBathing Soap:\u003C\u002Fh2>\n\n\u003Cp>(a) The Company undertakes to provide uniforms for its employees when\nnecessary. The cost of maintaining these uniforms will be borne by the\nCompany.\u003C\u002Fp>\n\n\u003Cp>(b) Clerical staff shall be provided with uniforms and one (1) pair of\nshoes.\u003C\u002Fp>\n\n\u003Cp>(c) The employees of the following Departments will be provided with four\n(4) cakes of toilet soap every month for bathing after the day’s work:\u003C\u002Fp>\n\n\u003Cp>Workshop; Finishing; Polishing; Heat Treatment; Canteen; Moulding;\nConservancy Labourers; Gardeners; and Store Labourers.\u003C\u002Fp>\n\n\u003Ch2>Article 29 - Transportation\u002FTransport Allowances:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>In the interest of punctuality, maximum efficiency and productivity, the\nCompany shall provide transport to carry employees between the factory and\nagreed terminal points to and from their place of work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 30 - Next of Kin\u002FBeneficiary:\u003C\u002Fh2>\n\n\u003Cp>Every employee must give to the Company at the time of his engagement, and\nany alteration thereafter from time to time, the name and address of his\u002Fher\nbeneficiary.\u003C\u002Fp>\n\n\u003Cp>In the event of the death of an employee, the company will take due regard\nto the deceased’s wishes in the payment of monies and benefits due to the\nEstates, subject to any requirements that may be necessary in Law.\u003C\u002Fp>\n\n\u003Ch2>Article 31 - Recreational Programme:\u003C\u002Fh2>\n\n\u003Cp>The Company undertakes, whenever possible, to encourage sporting\nactivities.\u003C\u002Fp>\n\n\u003Ch2>Article 32 - Ghanainization:\u003C\u002Fh2>\n\n\u003Cp>The Company shall make sure that Administrative and Technical posts on\nmanagerial levels are available to qualified Ghanaians and all facilities shall\nbe attached to such posts.\u003C\u002Fp>\n\n\u003Ch2>Article 33 - Training Within Industry:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>(a) The Company undertakes to train employees to enable them to become more\ncompetent in the performance of their duties and to fit them for promotion\nwithin the establishment.\u003C\u002Fp>\n\n\u003Cp>(b) Where the employee is being trained for promotion, he will be acquainted\nwith the post to which he may be confirmed if he successfully concludes the\ntraining.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Articlc 34 - Funeral Grants:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>In the event of the death of an employee the Company shall donate GHc 55O.OO\n(Five hundred and Fifty Ghana Cedis) cash plus coffin and transport.\u003C\u002Fp>\n\n\u003Cp>Regarding the employee's family, the Company will pay as follows:\u003C\u002Fp>\n\n\u003Cp>i. Spouse- GHc 35O.OO\u003C\u002Fp>\n\n\u003Cp>ii. Child up to 18 years but\u003C\u002Fp>\n\n\u003Cp>up to 21 years if still a student - GHc 35O.OO\u003C\u002Fp>\n\n\u003Cp>iii. Parent- GHc 2OO.OO\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 35 - Individual Contract:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>No employee covered by this Agreement shall enter into a separate contract\nof Agreement with the Company concerning the conditions of employment, wages\nand salaries as dealt with in this Agreement. In cases where cash security is\nrequired, the Union will be informed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 36 - Discipline:\u003C\u002Fh2>\n\n\u003Cp>Where the conduct or service of an employee has not been satisfactory or\nwhere an employee commits an offence, he will be disciplined.\u003C\u002Fp>\n\n\u003Cp>Before a disciplinary measure is taken a discussion will be held with the\nemployee regarding the offence. At this time the employee will be given an\nopportunity to make a statement on his behalf.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>1. Summary Dismissal:\u003C\u002Fp>\n\n\u003Cp>Summary dismissal may be effected by Management in case of offences such as\ntheft, deliberate act that could cause danger to the lives or safety of other\npeople, fraud, dishonesty, and smoking in a prohibited area. Employees who are\nsummarily dismissed shall not be given any entitlements or benefits.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. Suspension:\u003C\u002Fp>\n\n\u003Cp>If an employee is suspected of being guilty of any offence which would\njustify summary dismissal, Management may suspend the employee from duty while\nfurther investigations are carried out. During the period of suspension from\nduty the employee shall be entitled to be paid at the rate of half his basic\nsalary, but if he is not found guilty of the offence alleged against him, the\nemployee shall be reinstated in his employment and shall be paid the balance of\nhis full salary for the period during which he was suspended.\u003C\u002Fp>\n\n\u003Cp>3. Written Warnings:\u003C\u002Fp>\n\n\u003Cp>Where the conduct or services of an employee have not proved satisfactory,\nor where he commits an offence which does not merit summary dismissal, he shall\nbe queried and if a satisfactory answer is not given a written warning may be\naddressed to him with a copy to the Union.\u003C\u002Fp>\n\n\u003Cp>After two (2) written warnings have been given, a third offence or continued\nunsatisfactory service within a period of twelve consecutive completed\nmonths’ service will give the Company the right to terminate the\nemployment of the employee concerned.\u003C\u002Fp>\n\n\u003Cp>Written warnings shall cease to be effective after twelve months. Before a\nwritten warning is given, the employee shall be permitted to state to his\nmanager the answer to the offence of shortcomings which have been alleged\nagainst him. The Union will be informed of the facts in all cases of\ndiscipline.\u003C\u002Fp>\n\n\u003Ch2>Article 37 - Grievance Procedure:\u003C\u002Fh2>\n\n\u003Cp>In the event of any grievance, the aggrieved employee will report to the\nplant Union official who will take the matter up with the Management.\u003C\u002Fp>\n\n\u003Cp>The Local Union Secretary will, if necessary, report to the Regional\nIndustrial Relations Officer of the National Union to intervene. In all their\ninterventions the spirit of the Labour Act 2003 section 153 shall apply.\u003C\u002Fp>\n\n\u003Ch2>Article 38 - Shop Stewards:\u003C\u002Fh2>\n\n\u003Cp>(a) The Management recognises the existence of Union Officials as Official\nRepresentatives of the employee in the employment.\u003C\u002Fp>\n\n\u003Cp>(b) For the purpose of this Agreement, Union Officials shall consult with\nthe Management or may be consulted on all grievances or disciplinary measures\nagainst employees with the view to resolving them before they become major\nissues.\u003C\u002Fp>\n\n\u003Ch2>Article 39 - Absence From Work:\u003C\u002Fh2>\n\n\u003Cp>(a) In the event of an employee covered by this Agreement absenting himself\nfrom work without permission, he shall be queried after resumption of duty and\nif a satisfactory answer is not given, he will be issued with a warning\nletter.\u003C\u002Fp>\n\n\u003Cp>(b) In the event of any employee absenting himself for a consecutive period\nof 5 working days without any information whatsoever, he shall be regarded as\nhaving abandoned his work and replacement will be made.\u003C\u002Fp>\n\n\u003Cp>(c) An employee who abandons his post will be replaced, however payment or\nnon- payment of his benefits will depend on the circumstances of each case.\u003C\u002Fp>\n\n\u003Ch2>Article 40 - Certificate of Service:\u003C\u002Fh2>\n\n\u003Cp>On resignation or termination of any employee, a certificate of Service\nstating the period of service will be awarded when requested by the employee or\nhis new employer.\u003C\u002Fp>\n\n\u003Ch2>Article 41 - Frustrated work\u003C\u002Fh2>\n\n\u003Cp>Where an employee reports for duty on his normal working day but he is\nordered to stop work by the Company or any person in the authority of the\nCompany before the employee completes the day’s full hour’s work\ndue to no fault of the employee, he shall receive the full pay for the day.\u003C\u002Fp>\n\n\u003Ch2>Article 42 - Rates of Pay:\u003C\u002Fh2>\n\n\u003Cp>(a) Workers who are covered by the Agreement shall receive the rates of pay\nappropriate to their job classifications as shown in Appendix “A”\nof which forms part and is attached to this Agreement.\u003C\u002Fp>\n\n\u003Cp>(b) Salaries\u002FWages shall be paid to staff not later than the last day of the\nmonth.\u003C\u002Fp>\n\n\u003Cp>(c) If a new job is created that is comparable with classifications under\nAppendix “A”, the salary\u002Fwages shall be determined by negotiations\nbetween the Management and the Union.\u003C\u002Fp>\n\n\u003Cp>(d) The effective date for the rates of pay contained in Appendix\n“A” of this Agreement shall be 1st January, 2010.\u003C\u002Fp>\n\n\u003Ch2>Article 43 - Long Servicc Award:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>The following awards will be given for long service:\u003C\u002Fp>\n\n\u003Cp>10 years service............. GHc 28O.OO plus a framed certificate and one\n(1) carton matchets.\u003C\u002Fp>\n\n\u003Cp>15 years service............ GHc 43O.OO plus a framed certificate and two\n(2) cartons matchets.\u003C\u002Fp>\n\n\u003Cp>20 years service ...........GHc 48O.OO plus a framed certificate and three\n(3) cartons matchets.\u003C\u002Fp>\n\n\u003Cp>25 years service........... GHc 53O.OO plus a framed certificate and four\n(4) cartons matchets.\u003C\u002Fp>\n\n\u003Cp>30 years service ..........GHc 63O.OO plus a framed certificate and five (5)\ncartons matchets\u003C\u002Fp>\n\n\u003Cp>35 years service ..........GHc 73O.OO plus a framed certificate and six (6)\ncartons matchets.\u003C\u002Fp>\n\n\u003Cp>40 years service -.........GHc 8OO.OO plus a framed certificate and eight\n(8) cartons matchets.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 44 - Safety Award:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>To instil safety consciousness into the employees, there shall be a\n“Safety Award” to be presented during the “Safety Week”\ncampaign to be organised annually. The exercise is to encourage employees\nmaintain safety methods all the time. Prizes to be awarded shall be discussed\nwith the Union. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 45 - Incentive Bonus:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>The Company shall operate an Incentive Bonus Scheme. The rate shall be\nreviewed every year. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 46 - Height Allowance:\u003C\u002Fh2>\n\n\u003Cp>An employee engaged on duty for any length of time during his shift at a\nheight of 20 feet and above qualifies for GHc 3.OO per shift.\u003C\u002Fp>\n\n\u003Ch2>Article 47 - Study Leave:\u003C\u002Fh2>\n\n\u003Cp>The Company may, on application by an employee, grant him study leave to\npursue a course in a local or overseas educational institution. Before\napproving of, or granting such an application, the Company shall determine\nwhether the course the employee intends to pursue will be relevant for it.\u003C\u002Fp>\n\n\u003Cp>In the event of an employee's application for study leave being granted, he\nshall be made to execute a bond by the Company before he starts the course.\u003C\u002Fp>\n\n\u003Ch2>Article 48 - Legal Assistance for Drivers:\u003C\u002Fh2>\n\n\u003Cp>In the event of court proceedings being taken against a driver involved in\nany motor offence whilst driving the Company’s vehicle in the course of\nhis duties, the Company will provide counsel for his defence.\u003C\u002Fp>\n\n\u003Ch2>Article 49 - Industrial Accident:\u003C\u002Fh2>\n\n\u003Cp>Where an employee dies as a result of injuries sustained on the job, the\nCompany shall pay an amount of GHc 3,OOO.OO to his designated next of\nkin\u002Fbeneficiary.\u003C\u002Fp>\n\n\u003Ch2>Article 50 - Loans:\u003C\u002Fh2>\n\n\u003Cp>The Company shall grant to employees four (4) months basic salary as loans\nto meet urgent needs. Such loans shall be paid back over 24 month’s\nperiod.\u003C\u002Fp>\n\n\u003Ch2>Article 51 - Provident Fund:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Contributions to the Provident Fund Scheme shall be 8% by the company and 5%\nby the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article 52 - Recall From Leave:\u003C\u002Fh2>\n\n\u003Cp>(a) Every employee shall enjoy an unbroken period of leave, however, the\nCompany in cases of urgent necessity in accordance with provisions of this\nAgreement may require an employee to interrupt his\u002Fher leave and return to\nwork.\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee is required to interrupt his\u002Fher leave by the company\nin the circumstances specified in (a) above, he\u002Fshe shall not thereafter\nforfeit his right to the remainder of his\u002Fher leave but shall take such leave\nanytime thereafter.\u003C\u002Fp>\n\n\u003Cp>(c) Where the Company requires an employee to interrupt his\u002Fher annual leave\nin the circumstances specified in (a) above, it shall make up to the employee\ntravelling expenses  incurred in addition to 30% of his\u002Fher basic monthly\nsalary on account of the interruption on resumption of such leave.\u003C\u002Fp>\n\n\u003Ch2>Article 53 - Responsibilities of the Parties:\u003C\u002Fh2>\n\n\u003Cp>Both the Union and the Company recognise 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\u002Femployee by this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR-AND-ON BEHALF OF CROCODILE MATCHETS (GHANA) LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DANIEL HESSE\u003C\u002Fp>\n\n\u003Cp>(PERSONNEL OFFICER)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IDANSO\u003C\u002Fp>\n\n\u003Cp>(MAINTENANCE MANAGER)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR-AND-ON-BEHALF OF INDUSTRIAL AND COMMERCIAL WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SELASSIE GAMEY \u003C\u002Fp>\n\n\u003Cp>(LOCAL UNIORSECRETARY)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>COLLINS APPIAH \u003C\u002Fp>\n\n\u003Cp>(LOCAL UNION 1ST TRUSTEE)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"maternityexcludedtrigger":44,"hourspday_select":48,"paidmaternityleavepayperc":52,"paidmaternityleaveduration":56,"overtimeallowanceperc1_general":58,"maternity_nursing_breaks_length":62,"ONCERISE_trigger":66,"wageincreaseperc1":70,"maternity_nursing_breaks_duration":74,"dayspweek":76,"hourspweek_select":80,"childcare":82,"shiftallowanceperc1":86,"NOCTPREM_trigger":90,"STRUCINCR_trigger":92,"nursingmothers":96,"hourspday":98,"funeralpay":100,"trainingfund":104,"contracttrialperiod":108,"maternityotherclause":112,"maxsicknesspayperc":116,"pensionfund":120,"OVERTIME_trigger":124,"SENIOR_trigger":128,"nursingexcludedtrigger":132,"healthcareaccess":134,"COMMUTE_trigger":138,"SUNDAY_trigger":142,"healthandsafetytraining":145,"sicknessmaxdays":149,"sundayallowancetype":152,"WAGES_determined":154,"healthandsafetypolicy":158,"healthcareaccessrelatives":162,"overtimeallowanceperc1":166,"hourspweek":169,"contracttrial":171,"sicknesspay":173,"sundayallowanceperc1":175,"equalityexcludedtrigger":179,"dayspweek_select":181,"paidmaternityleaveall":183,"SCHEDULE_trigger":185,"breastfeeding_workingtime":189,"schedulesrestpw":191,"sicknessmaxdaysnr":193,"overtimeallowancetype_general":195,"childcareexcludedtrigger":197,"violence":199,"contractseverancepay1":203,"paidmaternityleavepay":207,"mealvouchers":209,"trainingprogrammes":213,"paidmaternityleave":215,"contractseverancepay":217,"jobsecuritymothers":221},{"bindId":45,"name":46,"text":47},"maternityexcludedtrigger","The terms and conditions of labour inclu","The terms and conditions of labour including salaries and wages shall be\nthose provided in this Agreement and shall be effective 1st January, 2010.\nThese terms and conditions shall apply to all unionised workers of the\nCompany.",{"bindId":49,"name":50,"text":51},"hourspday_select","(a) The standard working hours for basic","(a) The standard working hours for basic pay shall be 8 hours per day and 40\nhours per week.",{"bindId":53,"name":54,"text":55},"paidmaternityleavepayperc","(a) Where a female employee becomes preg","(a) Where a female employee becomes pregnant, she shall be granted the\nannual leave or proportion thereof already earned by her in addition to three\n(3) months maternity leave on full pay. This leave, is to be taken on the\nproduction of a certificate from a registered Medical Practitioner or\nMidwife.",{"bindId":57,"name":54,"text":55},"paidmaternityleaveduration",{"bindId":59,"name":60,"text":61},"overtimeallowanceperc1_general","(c) Overtime rates shall be as follows: ","(c) Overtime rates shall be as follows:\n\nMonday to Friday .................................Time and a half\n\nSaturdays...............................................Double time\n\nSundays and Public Holidays..............Double time",{"bindId":63,"name":64,"text":65},"maternity_nursing_breaks_length","(f) A Nursing Mother returning to duty a","(f) A Nursing Mother returning to duty after maternity leave will be given 2\nhours a day during working hours for nursing her child for a maximum period of\nnine months.",{"bindId":67,"name":68,"text":69},"ONCERISE_trigger","The Company shall operate an Incentive B","The Company shall operate an Incentive Bonus Scheme. The rate shall be\nreviewed every year. ",{"bindId":71,"name":72,"text":73},"wageincreaseperc1","(c) Six per cent (6%) calculated on empl","(c) Six per cent (6%) calculated on employee’s current monthly basic\nsalary shall be granted as an automatic annual increment to all employees.",{"bindId":75,"name":64,"text":65},"maternity_nursing_breaks_duration",{"bindId":77,"name":78,"text":79},"dayspweek","(c) All night Watchmen shall start work ","(c) All night Watchmen shall start work at 6:00 p.m. and break-off at 6:00\na.m. the next day from Monday to Friday.",{"bindId":81,"name":50,"text":51},"hourspweek_select",{"bindId":83,"name":84,"text":85},"childcare","The Management may grant compassionate l","The Management may grant compassionate leave with pay to any employee to\nenable him attend urgent and important personal affairs. The period of such\nleave will be determined by the circumstances of each case in consultation with\nthe Union when necessary.",{"bindId":87,"name":88,"text":89},"shiftallowanceperc1","An employee who is required to work betw","An employee who is required to work between 6 p.m. to 10 p.m. shall receive\nfor each hour worked, an allowance calculated at 25% of his basic pay hourly\nrate. Similarly, an employee who works between 10 p.m. to 6 a.m. shall receive\nan allowance of 35% of his basic pay hourly rate.",{"bindId":91,"name":88,"text":89},"NOCTPREM_trigger",{"bindId":93,"name":94,"text":95},"STRUCINCR_trigger","(a) An employee will automatically recei","(a) An employee will automatically receive a specified increment each year\nprovided his performance has been satisfactory. If the increment is to be\nwith-held the employer will notify the employee at least two months before the\nincrement is due and also explain the reason for with-holding such\nadjustment.\n\n(b) New employee in the employer’s service will not normally be\neligible for an increment until the date of the salary year after completing\ntwelve months service.\n\n(c) Six per cent (6%) calculated on employee’s current monthly basic\nsalary shall be granted as an automatic annual increment to all employees.",{"bindId":97,"name":64,"text":65},"nursingmothers",{"bindId":99,"name":50,"text":51},"hourspday",{"bindId":101,"name":102,"text":103},"funeralpay","In the event of the death of an employee","In the event of the death of an employee the Company shall donate GHc 55O.OO\n(Five hundred and Fifty Ghana Cedis) cash plus coffin and transport.\n\nRegarding the employee's family, the Company will pay as follows:\n\ni. Spouse- GHc 35O.OO\n\nii. Child up to 18 years but\n\nup to 21 years if still a student - GHc 35O.OO\n\niii. Parent- GHc 2OO.OO",{"bindId":105,"name":106,"text":107},"trainingfund","(a) The Company undertakes to train empl","(a) The Company undertakes to train employees to enable them to become more\ncompetent in the performance of their duties and to fit them for promotion\nwithin the establishment.\n\n(b) Where the employee is being trained for promotion, he will be acquainted\nwith the post to which he may be confirmed if he successfully concludes the\ntraining.",{"bindId":109,"name":110,"text":111},"contracttrialperiod","(c) An employee so engaged shall undergo","(c) An employee so engaged shall undergo a probationary period of three\nmonths and when he has given satisfactory service his appointment shall be\nconfirmed in writing.",{"bindId":113,"name":114,"text":115},"maternityotherclause","(b) Maternity Leave shall be additional ","(b) Maternity Leave shall be additional to any entitlement to sick leave.\n\n(c) On the advice of approved medical authority, the period of maternity\nleave shall be extended to at least eight weeks where the confinement is\nabnormal or where in the course of the same confinement two or more babies are\nbom.\n\n(d) Approved absence from duty arising from pregnancy in excess of maximum\nperiod described in (a) and (b) above will be regarded as absence on the\ngrounds of ill-health and the rule governing sick leave will apply.\n\n(e) Maternity leave will count for increment.",{"bindId":117,"name":118,"text":119},"maxsicknesspayperc","1. Should an employee be absent on accou","1. Should an employee be absent on account of ill-health such absence being\njustified by medical certificate from a recognised medical practitioner, the\nemployee shall be granted sick leave with pay on the following basis:\n\n(a) All employees with more than 12 months service:\n\ni. For the first 5 months full pay.",{"bindId":121,"name":122,"text":123},"pensionfund","Contributions to the Provident Fund Sche","Contributions to the Provident Fund Scheme shall be 8% by the company and 5%\nby the employee.",{"bindId":125,"name":126,"text":127},"OVERTIME_trigger","(a) Employees who are required by the co","(a) Employees who are required by the company or its representative to work\nin excess of working hours per day shall be paid overtime for work so\nperformed.",{"bindId":129,"name":130,"text":131},"SENIOR_trigger","The following awards will be given for l","The following awards will be given for long service:\n\n10 years service............. GHc 28O.OO plus a framed certificate and one\n(1) carton matchets.\n\n15 years service............ GHc 43O.OO plus a framed certificate and two\n(2) cartons matchets.\n\n20 years service ...........GHc 48O.OO plus a framed certificate and three\n(3) cartons matchets.\n\n25 years service........... GHc 53O.OO plus a framed certificate and four\n(4) cartons matchets.\n\n30 years service ..........GHc 63O.OO plus a framed certificate and five (5)\ncartons matchets\n\n35 years service ..........GHc 73O.OO plus a framed certificate and six (6)\ncartons matchets.\n\n40 years service -.........GHc 8OO.OO plus a framed certificate and eight\n(8) cartons matchets.",{"bindId":133,"name":46,"text":47},"nursingexcludedtrigger",{"bindId":135,"name":136,"text":137},"healthcareaccess","1. The Company shall provide free medica","1. The Company shall provide free medical attention to all employees at a\nmedical institution or clinic in the area of employment. However, when it is\nnot possible for the employee to attend the factory clinic, it may be at an\napproved clinic, hospital or polyclinics. Maternity and Dental treatment will\nonly be given by the Company’s Medical Officer or designated Medical\nOfficer.",{"bindId":139,"name":140,"text":141},"COMMUTE_trigger","In the interest of punctuality, maximum ","In the interest of punctuality, maximum efficiency and productivity, the\nCompany shall provide transport to carry employees between the factory and\nagreed terminal points to and from their place of work.",{"bindId":143,"name":126,"text":144},"SUNDAY_trigger","(a) Employees who are required by the company or its representative to work\nin excess of working hours per day shall be paid overtime for work so\nperformed.\n\n(b) Except at his own request, no employee should be given time-off to\noff-set overtime entitlement.\n\n(c) Overtime rates shall be as follows:\n\nMonday to Friday .................................Time and a half\n\nSaturdays...............................................Double time\n\nSundays and Public Holidays..............Double time",{"bindId":146,"name":147,"text":148},"healthandsafetytraining","To instil safety consciousness into the ","To instil safety consciousness into the employees, there shall be a\n“Safety Award” to be presented during the “Safety Week”\ncampaign to be organised annually. The exercise is to encourage employees\nmaintain safety methods all the time. Prizes to be awarded shall be discussed\nwith the Union. ",{"bindId":150,"name":118,"text":151},"sicknessmaxdays","1. Should an employee be absent on account of ill-health such absence being\njustified by medical certificate from a recognised medical practitioner, the\nemployee shall be granted sick leave with pay on the following basis:\n\n(a) All employees with more than 12 months service:\n\ni. For the first 5 months full pay.\n\nii. For the subsequent 4 months 3\u002F4 pay.\n\niii. For the subsequent 4 months half pay.",{"bindId":153,"name":60,"text":61},"sundayallowancetype",{"bindId":155,"name":156,"text":157},"WAGES_determined","No employee covered by this Agreement sh","No employee covered by this Agreement shall enter into a separate contract\nof Agreement with the Company concerning the conditions of employment, wages\nand salaries as dealt with in this Agreement. In cases where cash security is\nrequired, the Union will be informed.",{"bindId":159,"name":160,"text":161},"healthandsafetypolicy","The Company will provide protective equi","The Company will provide protective equipment, protective devices and\nprotective clothing in accordance with the Factories Act of 1970 (Act 328).\n\nAs a condition of employment, an employee is obligated to wear and\u002For use\nsuch protective items as are provided by the Company and failure to do so shall\nsubject the employee to disciplinary action.\n\nEmployees furnished with protective items will sign a receipt for such items\nand will be responsible for their care and safekeeping. An employee will be\nsurcharged with the replacement cost of protective items where the employee\nloses or damages the items through negligence.",{"bindId":163,"name":164,"text":165},"healthcareaccessrelatives","4. The Company shall provide also free m","4. The Company shall provide also free medical treatment for the employee's\nfamily at the Company’s clinic, government hospitals or designated\nclinics on the following basis:\n\n(a) One registered wife and five (5) children up to the age of 21 years if\nstill a student.\n\n(b) Medical attention will exclude the following:\n\nMaternity, dental treatment, except when given by the Company’s\nMedical Officer, Spectacles or eye glasses, lenses, artificial teeth and other\nsurgical appliances.",{"bindId":167,"name":60,"text":168},"overtimeallowanceperc1","(c) Overtime rates shall be as follows:\n\nMonday to Friday .................................Time and a half",{"bindId":170,"name":50,"text":51},"hourspweek",{"bindId":172,"name":110,"text":111},"contracttrial",{"bindId":174,"name":118,"text":119},"sicknesspay",{"bindId":176,"name":177,"text":178},"sundayallowanceperc1","Sundays and Public Holidays.............","Sundays and Public Holidays..............Double time",{"bindId":180,"name":46,"text":47},"equalityexcludedtrigger",{"bindId":182,"name":78,"text":79},"dayspweek_select",{"bindId":184,"name":54,"text":55},"paidmaternityleaveall",{"bindId":186,"name":187,"text":188},"SCHEDULE_trigger","“Working days” shall consist of a twenty","“Working days” shall consist of a twenty-four (24) hour\ncontinuous period commencing with the beginning of an employee’s normal\nshift and shall normally exclude Sundays and Public Holidays.",{"bindId":190,"name":64,"text":65},"breastfeeding_workingtime",{"bindId":192,"name":187,"text":188},"schedulesrestpw",{"bindId":194,"name":118,"text":151},"sicknessmaxdaysnr",{"bindId":196,"name":60,"text":61},"overtimeallowancetype_general",{"bindId":198,"name":46,"text":47},"childcareexcludedtrigger",{"bindId":200,"name":201,"text":202},"violence","1. Summary Dismissal: Summary dismissal ","1. Summary Dismissal:\n\nSummary dismissal may be effected by Management in case of offences such as\ntheft, deliberate act that could cause danger to the lives or safety of other\npeople, fraud, dishonesty, and smoking in a prohibited area. Employees who are\nsummarily dismissed shall not be given any entitlements or benefits.",{"bindId":204,"name":205,"text":206},"contractseverancepay1","(c) Employees covered by this Agreement ","(c) Employees covered by this Agreement who have served the Company from one\n(1) year and above, who are terminated on the grounds of redundancy will be\nentitled to any accrued untaken leave and in addition three (3) months pay for\neach year served and pro-rata for any fraction of a year served.\nNotwithstanding the 3 months pay, the Standing Joint Negotiating Committee will\nmeet to discuss a possible review of the rate at the time of any redundancy\nexercise.",{"bindId":208,"name":54,"text":55},"paidmaternityleavepay",{"bindId":210,"name":211,"text":212},"mealvouchers","(a) The Company undertakes to provide on","(a) The Company undertakes to provide one free meal each working day for\neach employee.",{"bindId":214,"name":106,"text":107},"trainingprogrammes",{"bindId":216,"name":54,"text":55},"paidmaternityleave",{"bindId":218,"name":219,"text":220},"contractseverancepay","1.Redundancy: (a) The Union shall be not","1.Redundancy:\n\n(a) The Union shall be notified by the Company two calendar months when\npossible but not less than one month before any section or sections of the\nlabour force are laid-off (made redundant).\n\nRedundancy shall apply under the terms of the Labour Act 2003 (Act 651)\nsection 65.\n\n(b) In preparing a list of probable redundant employees, the principle of\nfirst engaged, last to be laid-off; the last employed first to leave should be\nthe working basis, however, efficiency will be taken into account.\n\n(c) Employees covered by this Agreement who have served the Company from one\n(1) year and above, who are terminated on the grounds of redundancy will be\nentitled to any accrued untaken leave and in addition three (3) months pay for\neach year served and pro-rata for any fraction of a year served.\nNotwithstanding the 3 months pay, the Standing Joint Negotiating Committee will\nmeet to discuss a possible review of the rate at the time of any redundancy\nexercise.",{"bindId":222,"name":64,"text":65},"jobsecuritymothers","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Crocodile Matchets (Ghana) Limited - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2011-12-31\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 fabricated metal products, except machinery and equipment\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                        Crocodile Matchets (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: → 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): → 95 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 365 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 6.0 %\n                \u003C\u002Fdiv>\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            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → GHS 280.0 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            \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: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[228],{"title":37,"slug":33},[230],{"type":231,"data":232},"call_to_action_body_block",{"title":233,"description":234,"variant":235,"link":236},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":233,"url":237,"description":233,"rel":238,"type":239},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[241],{"type":231,"data":242},{"title":233,"description":234,"variant":235,"link":243},{"title":233,"url":237,"description":233,"rel":238,"type":239},[]]