[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-the-industrial-commercial-workers-union-icu-ghana-azar-chemical-industries-limited---2014":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":161,"content_type_view":162,"extra_breadcrumbs":163,"body":165,"body_blocks":176,"related_pages":180},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":159,"translations":160},{"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-commercial-workers-union-icu-ghana-azar-chemical-industries-limited---2014","764ff902-5a42-11e6-896e-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-the-industrial-commercial-workers-union-icu-ghana-azar-chemical-industries-limited---2014\u002Fcollective-agreement-between-the-industrial-commercial-workers-union-icu-ghana-azar-chemical-industries-limited---2014\u002F","Collective Agreement between the Industrial & Commercial Workers Union (ICU) Ghana &, Azar Chemical Industries Limited - 2014","GHA Azar Chemical Industries Limited - 2014","Ghana - GHA Azar Chemical Industries Limited - 2014","GHA Azar Chemical Industries Limited - 2014 - Manufacturing",{"name":41,"data":42},"Azar Chemical Industries Ltd - 2014.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\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN THE INDUSTRIAL & COMMERCIAL WORKERS UNION\n(ICU) GHANA &, AZAR CHEMICAL INDUSTRIES LIMITED\u003C\u002Fh1>\n\n\u003Cp>This Agreement made this 30th day of March, 2014, between the Industrial and\nCommercial Workers Union Ghana, a Union officially certified under the Labour\nAct, 2003 (ACT651) (hereinafter called the “UNION” and Azar Chemical\nIndustries Ltd.”) hereinafter called the “Employer”) and the Union\nrepresenting those employees on whose behalf it has been certified to negotiate\nthe Agreement between the parties and provide as follows:-\u003C\u002Fp>\n\n\u003Cp>This Agreement will apply to all employees who are in the employment of the\nemployer on the date of signing and will equally apply to employees who are\nengaged by the employer while the Agreement is in force. This terms and\nconditions of this Agreement shall take effect from 1st March, 2014.\u003C\u002Fp>\n\n\u003Cp>DEFINITION\u003C\u002Fp>\n\n\u003Cp>(a) A daily-rated employee is one whose monthly wage rate has been\ncalculated on the basis of 27 working days.\u003C\u002Fp>\n\n\u003Cp>(b) STAFF: - Any person in this Agreement, which is limited to “Staff”\nwill only apply to salaried employee.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1 - PURPOSE\u003C\u002Fh2>\n\n\u003Cp>It is the intention of the parties thereto that this Agreement will promote\nand improve relations between the Employer and the Union and to set forth\nherein a basic agreement covering hours of work and other conditions of\nemployment and or non-employment to be observed between the parties hereto\nduring the life of this Agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2 - DURATION\u003C\u002Fh2>\n\n\u003Cp>a) The duration of this agreement will be for a period of not less than two\n(2) years from 1st March, 2014.\u003C\u002Fp>\n\n\u003Cp>b) The rate of pay shall be negotiated on yearly basis and salaries\nincreases shall take effect from 1st March, 2014.\u003C\u002Fp>\n\n\u003Cp>c) At any time within twenty-eight (28) days to the expiration of this\nagreement, either party may give notice in writing expressing its wish for this\nagreement to continue in force for a further period to be agreed upon between\nthe parties or express its intention to terminate this agreement provided that\nin the absence of any such notice, thirty(30) days after its expiration, this\nagreement shall continue in force until rescinded by the parties.\u003C\u002Fp>\n\n\u003Cp>d) This agreement shall continue to be in force, until a new agreement is\nsigned.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3 - CONDITIONS OF ENGAGEMENT\u003C\u002Fh2>\n\n\u003Cp>a) The Employer shall employ through the Public employment Centre but shall\nconsider Article 8 before engaging any new hands.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>b) Any employee with previous experience in the job in which he\u002Fshe is\nengaged shall undergo a probationary period of three months and when he\u002Fshe has\ngiven satisfactory performance, his\u002Fher appointment shall be confirmed in\nwriting. An employee without previous experience in the job involved for which\nhe \u002Fshe is recruited will be required to serve a probationary period of six(6)\nmonths.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) At any time during the probationary period, the employees’ services may\nbe terminated in accordance with the Labout ACT, 2003, (ACT 651).\u003C\u002Fp>\n\n\u003Cp>d) Unless informed in writing to the contrary, an employee who has completed\nhis\u002Fher probationary period will be deemed to have been confirmed in the\nappointment.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4 - UNION SHOP\u002FCHECK OFF\u003C\u002Fh2>\n\n\u003Cp>a) Every employee covered by this Agreement shall be deemed to be a member\nof the Union.\u003C\u002Fp>\n\n\u003Cp>b) At the written request of the Union and in accordance with section 111 of\nthe Labour Act 2003 (ACT 651), the Employer undertakes to deduct Union\ndues\u002Flevies from the salaries of employees and pay the sum deducted as may be\ndirected by the union. \u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5 - HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>a) The working week will consist of five (5) days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>b) The standard working hours for basic pay shall be forty hours per\nweek.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) In all cases, the hours of work will be regulated by the employer in\naccordance with exigencies of the work provided that the total number of hours\nworked for basic pay will not exceed present standard working hours as laid\ndown in (b) above.\u003C\u002Fp>\n\n\u003Cp>d) A minimum of thirty(30) minutes break shall be allowed for workers on\nshift work and will be counted as working hours.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6 - OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>1. Any employee who at the request of his\u002Fher employer works overtime either\nafter having completed a normal day’s work or on his\u002Fher normal rest day or\ndays, shall be entitled to overtime at the following rates:-\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>(a) Employees working from Monday to Saturday] TIME & HALF After normal\nworking hours (1 and 1\u002F2)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SUNDAY_trigger\">\u003Cp>(b) Sunday and Public Holiday] Double Time(2)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. Overtime shall not be compulsory. However, the Local Union shall co-\noperate wherever work demands make it necessary to do overtime.\u003C\u002Fp>\n\n\u003Cp>(c ) Premium on overtime after working hours on Saturday and Sunday shall\nbe, paid only when the employee had already completed 40 hours in the week.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7 - ANNUAL INCREMENT:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(a) Annual salary increment of up to 5% shall be granted at the end of the\nsalary year up to the limit of the scale, provided the employee has not been\nadvised in writing two months before the end of the salary year that his\u002Fher\nincrement is being withheld because of unsatisfactory work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) When an employee has reached the maximum of his\u002Fher scale, he\u002Fshe will\nremain at that salary until such time as he\u002Fshe is promoted to a position of\ngreater responsibility.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8 - PROMOTION:\u003C\u002Fh2>\n\n\u003Cp>Promotion will be by merit tempered by seniority within the establishment.\nWhenever a post becomes vacant or is created, prior consideration will be given\nto filling it by promotion from existing staff. Employees will be informed\nthrough internal circular and memoranda of vacancies, as they occur to enable\nemployees in other departments or lower grades to apply.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9 - SALARY ADVANCES:\u003C\u002Fh2>\n\n\u003Cp>Salary advances not exceeding an employees’ monthly salary will be granted\nto all employees who are in financial difficulties but in exceptional cases\nwhere management is satisfied with the bonafide nature of the case, this limit\nwill be exceeded.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10 - MANNER OF PAYMENT OF SALARIES\u002FWAGES:\u003C\u002Fh2>\n\n\u003Cp>Salaries and wages shall be paid to all employees on or before the last\nworking day of the month (see Appendix A - Salary Structure).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11 - ACTING APPOINTMENT:\u003C\u002Fh2>\n\n\u003Cp>Any employee covered by this Agreement who is required to carry out for more\nthan two weeks the duties of a post superior to that grade in which he\u002Fshe is\nnormally employed will be paid acting allowance equivalent to the difference\nbetween his\u002Fher salary and the salary attached to the post in which he\u002Fshe\nacted or 20% of his\u002Fher salary whichever is higher.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12 - PER DIEM ALLOWANCE (LODGING & SUBSISTENCE):\u003C\u002Fh2>\n\n\u003Cp>(a) Any employee who is required in the course of his\u002Fher duties to spend\none or more nights away from his\u002Fher home will be paid an out of station\nallowance at the of Ghc 45.00 per night.\u003C\u002Fp>\n\n\u003Cp>(b) An employee who is required in the course of his\u002Fher duties to travel\noutside his\u002Fher place of work during the normal lunch period and who does not\nqualify for out of station allowance will be paid lunch allowance at the rate\nof Ghc 10.00 per day.\u003C\u002Fp>\n\n\u003Cp>(c) Payment of reasonable boarding, lodging and other out of pocket expenses\nconnected with the work shall be made to any employee who is required in the\ncourse of his\u002Fher duties to spend a night away from the country.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13 - ANNUAL LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>An employee who has completed twelve (12) months continuous service shall be\ngranted leave according to the following scale:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>a\u003C\u002Ftd>\n      \u003Ctd>1 year but less than 5 years service\u003C\u002Ftd>\n      \u003Ctd>24 working days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b\u003C\u002Ftd>\n      \u003Ctd>5 years but less than 10 years service\u003C\u002Ftd>\n      \u003Ctd>27 working days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c\u003C\u002Ftd>\n      \u003Ctd>Above 10 years\u003C\u002Ftd>\n      \u003Ctd>30 working days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Annual leave will be taken at the convenience of the employer and can only\nbe accumulated with the express permission of the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 14 - COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Compassionate leave with pay shall be granted to employees in special\ncircumstance 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.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 15 - TRAINING WITHIN INDUSTRY:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>(a) The employer undertakes to provide suitable means for the training of\nemployees including apprenticeship where such means will enable the employees\nto secure competency in the performance 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\nundertakes to bear the cost of such courses. Due note will also be taken of any\nemployees’ request to attend such a course which would render the applicant\nmore competent in the performance of his\u002Fher duties within the organization.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) An employee required to undertake training leading to a higher\nappointment in the company would be acquainted with the period of training and\nthe grade to which he\u002Fshe will be promoted on a successful completion of\nhis\u002Fher training.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 16 - LEAVE OF ABSENCE FOR UNION ACTIVITIES\u003C\u002Fh2>\n\n\u003Cp>An employee elected to office in or as a delegate to any union activity\nnecessitating a leave of absence shall be granted leave with pay. Written\nnotice for such leave stating the length of leave required shall be given to\nthe employer as far in advance as possible but in no event less than three days\nprior to the day such leave is to become effective.\u003C\u002Fp>\n\n\u003Cp>The length and frequency of such leave will be based on the merits of\nindividual cases.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17 - MEDICAL FACILITIES:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>All employees will be eligible for the benefits of the employer’s medical\nScheme as follows:\u003C\u002Fp>\n\n\u003Cp>(a) The employer will pay the cost of medical and surgical examination and\ntreatment including the cost of drugs and hospital fees other than the cost of\nsubsistence but excluding the following:-\u003C\u002Fp>\n\n\u003Cp>1. Provision of artificial teeth, spectacles, hearing aids and artificial\nlimbs\u003C\u002Fp>\n\n\u003Cp>2. Maternity, Obstetrical and Gynecological treatment\u003C\u002Fp>\n\n\u003Cp>3. Treatment necessitated by negligence of the employee concerned\u003C\u002Fp>\n\n\u003Cp>4. Surgical operations\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>5. Accidents covered by Third Party of employer’s liability insurance\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>(b) The Employer shall provide free medical attention to an employee’s\nspouse and up to three children below the ages of eighteen years who are\nneither employed nor married, and who must be registered with the company. Such\ntreatment shall be taken at the Korle Bu Teaching Hospital or be taken at the\nLocal government Polyclinics or where the employer maintains a clinic, the\nemployer may direct such a clinic as the treatment centre.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 18 - SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>An employee who is absent from work due to sickness and certified as unfit\nto work by a doctor specified by his\u002Fher employer shall be granted sick leave\nfor the period of the certificate on the following basis:\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 year but less than 3 years service\u003C\u002Ftd>\n      \u003Ctd>2 months full pay\n\n        \u003Cp>2 months 3\u002F4 pay\u003C\u002Fp>\n\n        \u003Cp>2 months 1\u002F2 pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 years and above years of service\u003C\u002Ftd>\n      \u003Ctd>3 months full pay\n\n        \u003Cp>3 months 3\u002F4 pay\u003C\u002Fp>\n\n        \u003Cp>3 months 1\u002F2 pay\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>However, any employee found working for pay whilst on sick leave would be\nsubject to summary dismissal.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 19 - MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>Where a pregnant female employee of the company produces a certificate from\na registered midwife or medical practitioner that her confinement is expected\nwithin six weeks after the date of the certificate, and who, by the date of her\nconfinement will have completed twelve months service from the date of being\nemployed, will be entitled to maternity leave of twelve weeks after her\nconfinement and shall receive full pay for the period she is on such leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(a) The granting of maternity leave shall not debar any employee from\nreceiving sick leave in accordance with Article 18 of this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>(b) Any pregnant woman wishing to leave work during period of pregnancy may\ndo so without seniority.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(c) On return to duty, a nursing mother will be granted two hours off duty\nper day for the purpose of nursing her child up to the time the child is nine\nmonths old.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 20 - INDUSTRIAL ACCIDENTS:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>In all cases of industrial accidents, the provision of Workmen’s\ncompensation Law 1987 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 21 - DISCIPLINE:\u003C\u002Fh2>\n\n\u003Cp>Summary Dismissal: In the event of any employee being found guilty of\nserious misconduct such as dishonesty, insubordination, drunkenness or serious\ndereliction of duty, he\u002Fshe shall be dismissed summarily.\u003C\u002Fp>\n\n\u003Cp>Termination : Where an employee commits an offence, which does not amount to\nserious misconduct, such employee will be warned in writing. If after two of\nsuch warnings the employee commits a third offence, his\u002Fher services shall be\nterminated. Copies of warning letter shall be given to the Union. Warning shall\ncease to have effect after twelve months from the date of warning. However,\npersistent offenders will be treated in accordance with their previous\nrecords.\u003C\u002Fp>\n\n\u003Cp>Suspension: Where an employee is suspected of having committed an offence\nbut cannot at the time be proven to have done so, he\u002Fshe may be suspended on\nhalf pay pending further investigations. If in the end he\u002Fshe is not proved\nguilty, he\u002Fshe will be paid as if he\u002Fshe had worked for the full period of the\nsuspension.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22 - REDUNDANCY:\u003C\u002Fh2>\n\n\u003Cp>a) Where for one reason or another, the employer is compelled to declare\nmore than one employee redundant; the employer shall provide in writing to the\nChief Labour Officer and the Union concerned (ICU) not later than 3 months\nnotice before the contemplated changes; all relevant information including the\nreasons for any termination, the number and categories of workers likely to be\naffected and the period within which any termination is to be carried out.\u003C\u002Fp>\n\n\u003Cp>b) The standing Negotiating Committee shall meet to discuss modalities for\nthe exercise.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23 - REDUNDANCY PAY:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>In the event of redundancy, as per Article 22 above, the employer shall pay\nto each affected employee, one (1) month’s pay for each year of service with\neffect from 1st January, 1991.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 24 - FUNERAL GRANT:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>(a) In the event of the death of a confirmed employee, the employer shall\nmake a donation of Ghc550.00. Out of this amount, Ghc 450.00 shall be given to\nthe spouse and children of the deceased employee and Ghc 100.00 to the family.\nThe employer shall provide coffin, drinks and transport to convey the corpse to\nthe hometown or place of burial in Ghana. The employer shall delegate staff to\nrepresent the company at the funeral.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) In the event of the death of an employee’s registered spouse, the\ncompany shall donate an amount of Ghc 350.00.\u003C\u002Fp>\n\n\u003Cp>(c) In the event of the death of an employee’s registered child the\ncompany shall donate an amount of Ghc 350.00.\u003C\u002Fp>\n\n\u003Cp>(d) In the event of death of father or mother of an employee, the company\nwill donate an amount of Ghc 300.00\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 25 - INCENTIVE BONUS:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>In an endeavour to raise productivity, the employer may institute an\nincentive bonus to cover any class of employees where applicable. This will\ntake the form of cash payment for higher output. The Union will be consulted in\nfixing the production figures and rates.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 26 - SHOP STEWARDS:\u003C\u002Fh2>\n\n\u003Cp>The parties to this Agreement recognize the existence of the shop Steward or\nUnion Agent as the representative of the Union. The shop steward shall consult\nor be consulted by Management on all disciplinary measures of employees with a\nview to resolving the difficulties at that level and avoid them taking on a\ngreater dimension. The shop steward shall intercede in matters affecting the\nwell being of the employee during normal working hours, provided that\npermission has been sought from the Head of his Department.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 27 - GRIEVANCE PROCEDURE:\u003C\u002Fh2>\n\n\u003Cp>Step 1: In the event of any grievance, the employee should as first step,\ntake the matter up with his immediate supervisor\u002FForeman\u002FSectional Head. If\nhe\u002Fshe does not obtain satisfaction, he\u002Fshe may ask for his\u002Fher Shop\nSteward\u002FLocal Union Secretary to present his\u002Fher case.\u003C\u002Fp>\n\n\u003Cp>Step 2: If the matter remains unresolved, the shop Steward\u002FLocal Union\nSecretary will take the matter up with the Sectional Head. If no progress is\nmade at this stage, the Local Union Secretary shall take the matter up with the\nPersonnel Manager.\u003C\u002Fp>\n\n\u003Cp>Step 3: if the matter remains unresolved, the Local Union Secretary will\ninform the Regional Industrial Relations Officer of the Union who will arrange\nto meet the Management and endeavour to settle the issue.\u003C\u002Fp>\n\n\u003Cp>Step 4: If after step 3 the matter still remains unresolved, the Union will\nsummon the Standing Negotiating Committee to meet and endeavour to reach\nagreement. If the committee fails to resolve the matter, either party will\nproceed constitutionally by reporting the dispute to the National Labour\nCommission for settlement.\u003C\u002Fp>\n\n\u003Cp>Step 5: It is also agreed that should there be any disagreement it should be\nresolved in accordance with the procedure prescribed in section 153 of the\nLabour Act 2003, (Act 651) which stipulates that “the parties to an\nindustrial dispute are under the obligation to negotiate in good faith with the\nview of\u003C\u002Fp>\n\n\u003Cp>reaching a settlement of the dispute in accordance with the dispute\nsettlement procedure established in the collective agreement”.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 28 - ABSENCE DURING WORKING HOURS:\u003C\u002Fh2>\n\n\u003Cp>Any employee wishing to leave his\u002Fher place of work or employment will first\nseek permission from his departmental Manager. Any employee who leaves his\u002Fher\nplace of work without permission will be committing an offence and a warning\nletter shall be issued to him\u002Fher and recorded on his\u002Fher history sheet.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 29 - ABSENCE FROM WORK:\u003C\u002Fh2>\n\n\u003Cp>(a) A salaried employee who absents him\u002Fher self without permission shall\nreport immediately on resumption of duty and unless a satisfactory explanation\nis given, he\u002F she shall be warned in writing.\u003C\u002Fp>\n\n\u003Cp>(b) If a daily-rated employee is absent without satisfactory explanation,\nhe\u002Fshe shall loose pay for each absence.\u003C\u002Fp>\n\n\u003Cp>(c) Any employee who absents him\u002Fher self from work for 5 working days\nwithout permission will be regarded as having vacated his\u002Fher post.\u003C\u002Fp>\n\n\u003Cp>(d) Any employee who absents him\u002Fherself from work for 10 working days\ncumulatively within 12 months without permission will have his\u002Fher appointment\nterminated.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 30 - UNIFORMS:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>Where the employer directs that owing to the nature of the work the employee\nshould wear uniform in the interest of the business, such uniforms will be\nprovided and maintained at the expense of the employer and will be worn during\nworking hours by the employee. In the interest of the business and good\nmanagement, the Union may approach Management on this issue at any time.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 31 - SAFETY BOOTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(a) The employer will provide safety boots to employees whose nature of work\nrequires them to wear such boots.\u003C\u002Fp>\n\n\u003Cp>(b) Failure to wear the protective clothing, the employer shall discipline\nthe employee(s)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 32 - RESIGNATION\u002FTERMINATION:\u003C\u002Fh2>\n\n\u003Cp>An employee wishing to resign or terminate his employment within three years\nservice shall give two weeks notice or pay in lieu. After three years service,\nhe\u002Fshe shall give one month notice or pay one month’s salary in lieu thereof.\nThe employer shall give similar notice or pay in lieu except in cases of\nsummary dismissal, which shall be without notice or pay in lieu.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 33 - NOMINATION OF BENEFICIARY:\u003C\u002Fh2>\n\n\u003Cp>Every employee will give his\u002Fher employer at the time of his\u002Fher engagement\nthe name and address of the nominee whom he\u002Fshe wishes to receive any\nentitlement due from the employer to his estate in the event of his\u002Fher death.\nThis can be revoked, renewed or revised at the discretion of the employee. In\nthe event of death of the employee, the employer shall give to the beneficiary\nlast nominated by the deceased employee any benefits\u002Frights that may have\naccrued to the deceased on production of certified true copy of “Probate”\nor \"Letter of Administration” in respect thereof subject to any requirement\nthat may be necessary in law.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 34 - CERTIFICATE OF SERVICE:\u003C\u002Fh2>\n\n\u003Cp>On resignation or retirement of an employee, the employer at the request of\nthe employee will provide a Certificate of Service.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 35 - UNION NOTICE BOARD\u003C\u002Fh2>\n\n\u003Cp>The employer agrees to provide a notice board placed conspicuously on his\npremises for the use of the union.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 36 - REPATRIATION:\u003C\u002Fh2>\n\n\u003Cp>The employer will repatriate to his\u002Fher original place of recruitment any\nemployee who leaves the services of the employer or whose service is terminated\nat a time when he\u002Fshe is serving at a station other than his\u002Fher original place\nof recruitment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>ARTICLE 37 - LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>a\u003C\u002Ftd>\n      \u003Ctd>10 years service\u003C\u002Ftd>\n      \u003Ctd>Ghc 320.00 + FRAMED CERTIFICATE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>Ghc 470.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>Ghc 570.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>d\u003C\u002Ftd>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>Ghc 670.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>e\u003C\u002Ftd>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>Ghc 770.00\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\u003Ch2>ARTICLE 38 - RESPONSIBILITIES OF PARTIES TO THE AGREEMENT:\u003C\u002Fh2>\n\n\u003Cp>Both parties recognize that this Agreement imposes serious duties and\nresponsibilities on the Union as well as the employer. Nothing in this\nAgreement shall worsen any individual’s existing conditions of service.\u003C\u002Fp>\n\n\u003Cp>For and on behalf of\u003C\u002Fp>\n\n\u003Cp>AZAR CHEMICAL INDUS. LTD.\u003C\u002Fp>\n\n\u003Cp>GHAZI AZAR \u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTORS\u003C\u002Fp>\n\n\u003Cp>JOSEPH K. AMOAH\u003C\u002Fp>\n\n\u003Cp>GHANA EMPLOYERS ASSOCIATION\u003C\u002Fp>\n\n\u003Cp>CHARITY MENSAH\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCE MANAGER\u003C\u002Fp>\n\n\u003Cp>For and on behalf of\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL & COMMERCIAL WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>SENIOR INDUS. RELATIONS OFFICER(ICU)\u003C\u002Fp>\n\n\u003Cp>CHAIRMAN (LOCAL UNION)\u003C\u002Fp>\n\n\u003Cp>EDWARD K. SACKEY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"disabilitypay":44,"trainingprogrammes":48,"ONCERISE_trigger":52,"protectiveclothing":56,"childcare":60,"pregnancy":64,"STRUCINCR_trigger":68,"nursingmothers":72,"funeralpay":76,"maternityotherclause":80,"SENIOR_trigger":82,"healthcareaccess":86,"healthinsurance":90,"SUNDAY_trigger":94,"hourspweek_select":98,"ANNLEAVE_trigger":102,"funeralpaytype":106,"healthandsafetypolicy":109,"contracttrial":113,"sicknesspay":117,"dayspweek_select":121,"apprenticeships":125,"SCHEDULE_trigger":128,"PAIDLEAV_trigger":132,"overtimeallowancetype_general":136,"healthcareaccessrelatives":138,"contractseverancepay1":142,"paidmaternityleavepay":146,"sicknessmaxdays":150,"paidmaternityleave":152,"contractseverancepay":155,"jobsecuritymothers":157},{"bindId":45,"name":46,"text":47},"disabilitypay","In all cases of industrial accidents, th","In all cases of industrial accidents, the provision of Workmen’s\ncompensation Law 1987 shall apply.",{"bindId":49,"name":50,"text":51},"trainingprogrammes","(a) The employer undertakes to provide s","(a) The employer undertakes to provide suitable means for the training of\nemployees including apprenticeship where such means will enable the employees\nto secure competency in the performance 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\nundertakes to bear the cost of such courses. Due note will also be taken of any\nemployees’ request to attend such a course which would render the applicant\nmore competent in the performance of his\u002Fher duties within the organization.\n\n(b) An employee required to undertake training leading to a higher\nappointment in the company would be acquainted with the period of training and\nthe grade to which he\u002Fshe will be promoted on a successful completion of\nhis\u002Fher training.",{"bindId":53,"name":54,"text":55},"ONCERISE_trigger","In an endeavour to raise productivity, t","In an endeavour to raise productivity, the employer may institute an\nincentive bonus to cover any class of employees where applicable. This will\ntake the form of cash payment for higher output. The Union will be consulted in\nfixing the production figures and rates.",{"bindId":57,"name":58,"text":59},"protectiveclothing","Where the employer directs that owing to","Where the employer directs that owing to the nature of the work the employee\nshould wear uniform in the interest of the business, such uniforms will be\nprovided and maintained at the expense of the employer and will be worn during\nworking hours by the employee. In the interest of the business and good\nmanagement, the Union may approach Management on this issue at any time.",{"bindId":61,"name":62,"text":63},"childcare","Compassionate leave with pay shall be gr","Compassionate leave with pay shall be granted to employees in special\ncircumstance 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.",{"bindId":65,"name":66,"text":67},"pregnancy","(b) Any pregnant woman wishing to leave ","(b) Any pregnant woman wishing to leave work during period of pregnancy may\ndo so without seniority.",{"bindId":69,"name":70,"text":71},"STRUCINCR_trigger","(a) Annual salary increment of up to 5% ","(a) Annual salary increment of up to 5% shall be granted at the end of the\nsalary year up to the limit of the scale, provided the employee has not been\nadvised in writing two months before the end of the salary year that his\u002Fher\nincrement is being withheld because of unsatisfactory work.",{"bindId":73,"name":74,"text":75},"nursingmothers","(c) On return to duty, a nursing mother ","(c) On return to duty, a nursing mother will be granted two hours off duty\nper day for the purpose of nursing her child up to the time the child is nine\nmonths old.",{"bindId":77,"name":78,"text":79},"funeralpay","(a) In the event of the death of a confi","(a) In the event of the death of a confirmed employee, the employer shall\nmake a donation of Ghc550.00. Out of this amount, Ghc 450.00 shall be given to\nthe spouse and children of the deceased employee and Ghc 100.00 to the family.\nThe employer shall provide coffin, drinks and transport to convey the corpse to\nthe hometown or place of burial in Ghana. The employer shall delegate staff to\nrepresent the company at the funeral.\n\n(b) In the event of the death of an employee’s registered spouse, the\ncompany shall donate an amount of Ghc 350.00.\n\n(c) In the event of the death of an employee’s registered child the\ncompany shall donate an amount of Ghc 350.00.\n\n(d) In the event of death of father or mother of an employee, the company\nwill donate an amount of Ghc 300.00",{"bindId":81,"name":66,"text":67},"maternityotherclause",{"bindId":83,"name":84,"text":85},"SENIOR_trigger","ARTICLE 37 - LONG SERVICE AWARD a 10 yea","ARTICLE 37 - LONG SERVICE AWARD\n\n\n  \n  \n  \n  \n  \n    \n      a\n      10 years service\n      Ghc 320.00 + FRAMED CERTIFICATE\n    \n    \n      b\n      15\n      Ghc 470.00\n    \n    \n      c\n      20\n      Ghc 570.00\n    \n    \n      d\n      25\n      Ghc 670.00\n    \n    \n      e\n      30\n      Ghc 770.00",{"bindId":87,"name":88,"text":89},"healthcareaccess","All employees will be eligible for the b","All employees will be eligible for the benefits of the employer’s medical\nScheme as follows:\n\n(a) The employer will pay the cost of medical and surgical examination and\ntreatment including the cost of drugs and hospital fees other than the cost of\nsubsistence but excluding the following:-\n\n1. Provision of artificial teeth, spectacles, hearing aids and artificial\nlimbs\n\n2. Maternity, Obstetrical and Gynecological treatment\n\n3. Treatment necessitated by negligence of the employee concerned\n\n4. Surgical operations\n\n5. Accidents covered by Third Party of employer’s liability insurance",{"bindId":91,"name":92,"text":93},"healthinsurance","5. Accidents covered by Third Party of e","5. Accidents covered by Third Party of employer’s liability insurance",{"bindId":95,"name":96,"text":97},"SUNDAY_trigger","(b) Sunday and Public Holiday] Double Ti","(b) Sunday and Public Holiday] Double Time(2)",{"bindId":99,"name":100,"text":101},"hourspweek_select","b) The standard working hours for basic ","b) The standard working hours for basic pay shall be forty hours per\nweek.",{"bindId":103,"name":104,"text":105},"ANNLEAVE_trigger","(a) Employees working from Monday to Sat","(a) Employees working from Monday to Saturday] TIME & HALF After normal\nworking hours (1 and 1\u002F2)",{"bindId":107,"name":78,"text":108},"funeralpaytype","(a) In the event of the death of a confirmed employee, the employer shall\nmake a donation of Ghc550.00. Out of this amount, Ghc 450.00 shall be given to\nthe spouse and children of the deceased employee and Ghc 100.00 to the family.\nThe employer shall provide coffin, drinks and transport to convey the corpse to\nthe hometown or place of burial in Ghana. The employer shall delegate staff to\nrepresent the company at the funeral.",{"bindId":110,"name":111,"text":112},"healthandsafetypolicy","(a) The employer will provide safety boo","(a) The employer will provide safety boots to employees whose nature of work\nrequires them to wear such boots.\n\n(b) Failure to wear the protective clothing, the employer shall discipline\nthe employee(s)",{"bindId":114,"name":115,"text":116},"contracttrial","b) Any employee with previous experience","b) Any employee with previous experience in the job in which he\u002Fshe is\nengaged shall undergo a probationary period of three months and when he\u002Fshe has\ngiven satisfactory performance, his\u002Fher appointment shall be confirmed in\nwriting. An employee without previous experience in the job involved for which\nhe \u002Fshe is recruited will be required to serve a probationary period of six(6)\nmonths.",{"bindId":118,"name":119,"text":120},"sicknesspay","An employee who is absent from work due ","An employee who is absent from work due to sickness and certified as unfit\nto work by a doctor specified by his\u002Fher employer shall be granted sick leave\nfor the period of the certificate on the following basis:\n\n\n  \n  \n  \n  \n    \n      1 year but less than 3 years service\n      2 months full pay\n\n        2 months 3\u002F4 pay\n\n        2 months 1\u002F2 pay\n      \n    \n    \n      3 years and above years of service\n      3 months full pay\n\n        3 months 3\u002F4 pay\n\n        3 months 1\u002F2 pay",{"bindId":122,"name":123,"text":124},"dayspweek_select","a) The working week will consist of five","a) The working week will consist of five (5) days.",{"bindId":126,"name":50,"text":127},"apprenticeships","(a) The employer undertakes to provide suitable means for the training of\nemployees including apprenticeship where such means will enable the employees\nto secure competency in the performance 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\nundertakes to bear the cost of such courses. Due note will also be taken of any\nemployees’ request to attend such a course which would render the applicant\nmore competent in the performance of his\u002Fher duties within the organization.",{"bindId":129,"name":130,"text":131},"SCHEDULE_trigger","1. Any employee who at the request of hi","1. Any employee who at the request of his\u002Fher employer works overtime either\nafter having completed a normal day’s work or on his\u002Fher normal rest day or\ndays, shall be entitled to overtime at the following rates:-",{"bindId":133,"name":134,"text":135},"PAIDLEAV_trigger","An employee who has completed twelve (12","An employee who has completed twelve (12) months continuous service shall be\ngranted leave according to the following scale:\n\n\n  \n  \n  \n  \n  \n    \n      a\n      1 year but less than 5 years service\n      24 working days\n    \n    \n      b\n      5 years but less than 10 years service\n      27 working days\n    \n    \n      c\n      Above 10 years\n      30 working days\n    \n  \n\n\nAnnual leave will be taken at the convenience of the employer and can only\nbe accumulated with the express permission of the employer.",{"bindId":137,"name":104,"text":105},"overtimeallowancetype_general",{"bindId":139,"name":140,"text":141},"healthcareaccessrelatives","(b) The Employer shall provide free medi","(b) The Employer shall provide free medical attention to an employee’s\nspouse and up to three children below the ages of eighteen years who are\nneither employed nor married, and who must be registered with the company. Such\ntreatment shall be taken at the Korle Bu Teaching Hospital or be taken at the\nLocal government Polyclinics or where the employer maintains a clinic, the\nemployer may direct such a clinic as the treatment centre.",{"bindId":143,"name":144,"text":145},"contractseverancepay1","In the event of redundancy, as per Artic","In the event of redundancy, as per Article 22 above, the employer shall pay\nto each affected employee, one (1) month’s pay for each year of service with\neffect from 1st January, 1991.",{"bindId":147,"name":148,"text":149},"paidmaternityleavepay","Where a pregnant female employee of the ","Where a pregnant female employee of the company produces a certificate from\na registered midwife or medical practitioner that her confinement is expected\nwithin six weeks after the date of the certificate, and who, by the date of her\nconfinement will have completed twelve months service from the date of being\nemployed, will be entitled to maternity leave of twelve weeks after her\nconfinement and shall receive full pay for the period she is on such leave.",{"bindId":151,"name":119,"text":120},"sicknessmaxdays",{"bindId":153,"name":148,"text":154},"paidmaternityleave","Where a pregnant female employee of the company produces a certificate from\na registered midwife or medical practitioner that her confinement is expected\nwithin six weeks after the date of the certificate, and who, by the date of her\nconfinement will have completed twelve months service from the date of being\nemployed, will be entitled to maternity leave of twelve weeks after her\nconfinement and shall receive full pay for the period she is on such leave.\n\n(a) The granting of maternity leave shall not debar any employee from\nreceiving sick leave in accordance with Article 18 of this Agreement.",{"bindId":156,"name":144,"text":145},"contractseverancepay",{"bindId":158,"name":74,"text":75},"jobsecuritymothers","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Azar Chemical Industries Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-02-28\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 chemicals and chemical products\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                        Azar Chemical Industries 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        \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): → 88 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 274 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\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 550.0\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: → 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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → No\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: → 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                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 5.0 %\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: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 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 320.0 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: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[164],{"title":37,"slug":33},[166],{"type":167,"data":168},"call_to_action_body_block",{"title":169,"description":170,"variant":171,"link":172},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":169,"url":173,"description":169,"rel":174,"type":175},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[177],{"type":167,"data":178},{"title":169,"description":170,"variant":171,"link":179},{"title":169,"url":173,"description":169,"rel":174,"type":175},[]]