[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-union-of-private-security-personnel-jpsp-and-g4s-ghana":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":227,"content_type_view":228,"extra_breadcrumbs":229,"body":231,"body_blocks":242,"related_pages":246},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":225,"translations":226},{"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-union-of-private-security-personnel-jpsp-and-g4s-ghana","a50a0188-cccd-11e4-a572-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-between-union-of-private-security-personnel-jpsp-and-g4s-ghana\u002Fcollective-agreement-between-union-of-private-security-personnel-jpsp-and-g4s-ghana\u002F","Collective Agreement between Union of Private Security Personnel (JPSP) and G4s, Ghana - 2009","GHA G4S Ghana Limited - 2009","Ghana - GHA G4S Ghana Limited - 2009","GHA G4S Ghana Limited - 2009 - Security, cleaning, homework",{"name":41,"data":42},"securipty-personel-nr.html","\n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN UNION OF PRIVATE SECURITY PERSONNEL (JPSP) AND\nG4S, GHANA\u003C\u002Fh1>\n\n\u003Cp>JUNE 1st 2009\u003C\u002Fp>\n\n\u003Ch2>1.0- INTRODUCTION\u003C\u002Fh2>\n\n\u003Cp>G4S Security Services (Ghana) Limited the [COMPANY] recognizes the [Union of\nPrivate Security Personnel (UPSP)] the [UNION] for the purposes of\nnegotiations, consultation and representation as outlined in this Collective\nAgreement.\u003C\u002Fp>\n\n\u003Ch3>1.1 PARTIES TO THE AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This agreement is made between G4S Security Services (Ghana) Limited herein\nafter called the Employer\u002F Company] and the Union of Private Security Personnel\n[UPSP]\u003C\u002Fp>\n\n\u003Cp>which is officially certified and recognized under the Labour Act 651 of\n2003 as the UNION negotiating with the Company on all matters connected with\nemployment, non- employment or with the conditions of Labour of any of the\nemployees for whom the Union is certified to negotiate.\u003C\u002Fp>\n\n\u003Ch3>1.2 PURPOSE OF THE AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>The purpose of this Collective Agreement is to promote mutual cooperation\nand understanding between the Company and the Union and set forth herein basic\nrates of pay. hours of work and other related conditions of service.\u003C\u002Fp>\n\n\u003Ch3>1.3 SCOPE OF AGREEMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitydifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingdifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancyexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancydifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydifferenttrigger\">\u003Cp>This Collective Agreement [CA] shall cover all class of workers who are\ncovered by the Collective Bargaining Certificate: and are in the service of the\nCOMPANY at the time of concluding and signing of this Collective Agreement. It\nshall also cover all workers who are covered by the Collective Bargaining\nCertificate that shall be engaged by the Employer while this Agreement is in\nforce; and shall supersede any existing contract of employment or service\nconditions before this Collective Agreement came into force unless the latter\nseeks to worsen any existing contracts of employment or service conditions.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>It shall also apply to all similar class of employees of the Company who are\ncovered by the Collective Bargaining Certificate who shall be located in other\nparts of the country as a result of the extension or transfer of the\ncompany’s facilities.\u003C\u002Fp>\n\n\u003Cp>A copy of this Collective Agreement shall be made available to every\nemployee.\u003C\u002Fp>\n\n\u003Ch3>1.4 DURATION \u002F EFFECTIVE DATE OF THE AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>The duration of this Collective Agreement except wages shall be for a period\nof two [2] years commencing from 1st June, 2009 to 31st May, 2011\u003C\u002Fp>\n\n\u003Ch3>1.5 ANNUAL WAGE \u002F SALARY REVIEW\u003C\u002Fh3>\n\n\u003Cp>Wages and Salaries of employees shall be reviewed annually.\u003C\u002Fp>\n\n\u003Ch3>1.6 INTERPRETATION OF THIS AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>The final and conclusive interpretation of this Agreement shall be made by\nthe Standing Joint Negotiating Committee subject to the provisions of the\nLabour Act 651 of 2003.\u003C\u002Fp>\n\n\u003Ch3>1.7 LABOUR ACT 651 OF 2003\u003C\u002Fh3>\n\n\u003Cp>Whenever this Agreement is found to be silent on any issue that arises\nbetween the Company and the Union, the provisions pertaining to that particular\nissue in the Labour Act 651 of 2003 shall apply.\u003C\u002Fp>\n\n\u003Ch2>2.0 UNION STATUS\u003C\u002Fh2>\n\n\u003Ch3>2.1 UNION SHOP STEWARDS \u002F LOCAL EXECUTIVES\u003C\u002Fh3>\n\n\u003Cp>The Company recognizes the right of the Union to designate Shop Stewards and\nLocal Executives to deal with such business as may from time to time be\ndelegated to them by the Union and other matters pertaining to industrial\nrelations at the local level.\u003C\u002Fp>\n\n\u003Cp>The Union undertakes to notify Management of such appointments as follows:\n-\u003C\u002Fp>\n\n\u003Cp>The identity of the Local Union Executives shall be provided to management\nby the National Union; while that of the shop stewards shall be provided by the\nLocal Union Executives.\u003C\u002Fp>\n\n\u003Ch3>2.2 UNION NOTICE BOARDS\u003C\u002Fh3>\n\n\u003Cp>The Company will make facilities available for the Union to communicate with\nall its members. Such communications will be agreed in principle with the\nCompany in advance.\u003C\u002Fp>\n\n\u003Cp>These facilities will include:\u003C\u002Fp>\n\n\u003Cp>a. Access to designated Company notice boards for authorized communications\nwhich shall include announcement of Union\u003C\u002Fp>\n\n\u003Cp>meetings educational and social activities and Collective Agreements\nconcluded between the Company and the Union.\u003C\u002Fp>\n\n\u003Cp>b. Facilities for distributing Union communications and publications.\u003C\u002Fp>\n\n\u003Ch3>2.3 CHECK-OFF SYSTEM [TRADE UNION DUES]\u003C\u002Fh3>\n\n\u003Cp>a) Every employee who is a member of the Union and is covered by this\nCollective Agreement shall pay monthly union dues as well as any assessment\nlevied or specified by the Union by the check-off system.\u003C\u002Fp>\n\n\u003Cp>b) The Union shall be required to submit to the Company, documentary\nresolutions of agreements reached at national and locals levels before any such\ndeductions are made.\u003C\u002Fp>\n\n\u003Cp>c) The Company undertakes to make deductions from the salaries and wages of\nall employees who are members of the union and are covered by this Agreement\nand for whom the Company has received documented evidence of Union membership\nand authority to make deductions. Deductions will be disbursed as directed by\nthe Union.\u003C\u002Fp>\n\n\u003Ch3>2.4 PERMISSION FOR UNION MEETINGS \u002F ACTIVITIES\u003C\u002Fh3>\n\n\u003Cp>a. The Company agrees the Union is permitted to gather its members who are\nits employees on the Company’s premises for Union meetings provided that the\nCompany is informed of such a meeting forty eight [48] hours before such a\nmeeting is scheduled to take place.\u003C\u002Fp>\n\n\u003Cp>b. However, emergency meetings with shorter periods of notice shall be\nconsidered. These meetings shall not be conducted during the official business\nhours of the company except with the consent of the Company\u003C\u002Fp>\n\n\u003Cp>c. Subject to expediency of the job. the Company shall allow representatives\nof the Union who are in its employment to attend to Union activities on working\ndays provided the Union notifies the Company of this request forty-eight [48]\nhours before the date for such an activity. In doing so, the Union shall\nprovide the names of employees on whose behalf the notice is being given.\nHowever, in the case of emergencies, the notice may be shorter.\u003C\u002Fp>\n\n\u003Cp>d. The duration of absence shall be subject to negotiation between the Union\nand the Company.\u003C\u002Fp>\n\n\u003Ch3>2.7 ADMISSION OF EXTERNAL UNION REPRESENTATIVES\u003C\u002Fh3>\n\n\u003Cp>a) The Company shall permit Union Representatives from the Headquarters and\nRegional Branches etc, to be admitted to the Company’s premises in connection\nwith Union business.\u003C\u002Fp>\n\n\u003Cp>b) Visiting Union Representatives shall comply with the Company’s normal\nprocedures for visitors with respect to security and safety and shall not\nbehave to intercept or interfere with any work without the Company’s\nconsent.\u003C\u002Fp>\n\n\u003Ch3>2.8 MANAGEMENT \u002F LOCAL UNION MEETINGS\u003C\u002Fh3>\n\n\u003Cp>a There shall be quarterly management \u002F local union meetings to discuss and\nresolve issues that affect the well being of both the Company and Employees.\u003C\u002Fp>\n\n\u003Cp>b Notices for such meetings shall be served for a period of forty eight [48]\nhours prior to the meeting date. Agenda for discussions at the meeting shall\nalways accompany the notices to be served.\u003C\u002Fp>\n\n\u003Cp>c However, in emergency situations, either party may give a shorter period\nof notice of such meetings to the other.\u003C\u002Fp>\n\n\u003Ch2>3.0 CONDITIONS OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Ch3>3.1 EMPLOYMENT PROCEDURE & PROBATION\u003C\u002Fh3>\n\n\u003Cp>a. Employment procedure shall comply with the Labour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>b. On engagement, an appointment letter shall be prepared for each employee,\nshowing his grade and salary \u002F wage scale and his period of probation as well\nas his status after successfully completing the probationary period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>c. After training, every employee shall serve a probationary period of three\n[3] months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>d. After successfully completing the probation, the employee shall through\nhis supervisor inform the Human Resource Manager, who shall effect the change\nof status.\u003C\u002Fp>\n\n\u003Cp>e. Subject to the successful completion of the probationary period, unless\notherwise advised to the contrary by the Company, the employee shall be deemed\nas a confirmed, permanent employee.\u003C\u002Fp>\n\n\u003Cp>Upon engagement of any employee the Company shall furnish him with details\nof the following\u003C\u002Fp>\n\n\u003Cp>a. Job Title\u003C\u002Fp>\n\n\u003Cp>b. Wage \u002F Salary \u003C\u002Fp>\n\n\u003Cp>c. Initial Location\u003C\u002Fp>\n\n\u003Cp>d. Initial Schedule of work \u003C\u002Fp>\n\n\u003Cp>The Employee shall furnish the Company with the following for vetting\npurposes;\u003C\u002Fp>\n\n\u003Cp>a. Personal history indicating names and ages of dependants, marital status,\neducational background, work experience, professional qualifications\u002F skill\netc.\u003C\u002Fp>\n\n\u003Cp>b. A medical report from the Company’s designated medical officer, \u003C\u002Fp>\n\n\u003Cp>c. One set of finger prints taken by the Police.\u003C\u002Fp>\n\n\u003Cp>d. Four [4] passport size photographs of the Employee.\u003C\u002Fp>\n\n\u003Cp>e. An undertaking by the Employee not to indulge in any moonlighting\nactivity with any organization that competes with the Company.\u003C\u002Fp>\n\n\u003Cp>f. A copy of a valid identification card or passport.\u003C\u002Fp>\n\n\u003Cp>g. Bank account details\u003C\u002Fp>\n\n\u003Ch3>3.2 CREATION AND CLASSIFICATION OF NEW JOBS\u003C\u002Fh3>\n\n\u003Cp>Questions relating to classifications of new jobs and rates of pay shall be\nresolved by the Company and the Union. Where there is a disagreement, the\nmatter shall be referred to the National Labour Commission.\u003C\u002Fp>\n\n\u003Ch3>3.3 [A] HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Generally, the Company shall maintain the normal Eight [8] hour per day\nperiod of work. [i e 40 hours in a week of five [5] days]\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>However, actual hours of work and work schedule may vary in different\nsections \u002F departments to suit the operational requirements of the Company.\u003C\u002Fp>\n\n\u003Cp>By the operational requirement of the Company, all excess hours worked\nbeyond the normal Eight [8] hours a day or forty [40] hours a week of five [5]\ndays by the Employee shall be paid as overtime according to the rates agreed\nupon by parties to this Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>Non-Operational and Administrative staff shall work for five and a half (5\n\u002F2) days in a week with a One [1] hour unpaid meal break included, [i.e.\nMondays to Fridays from 0800 to 1700hours].\u003C\u002Fp>\n\n\u003Cp>The half (1\u002F2) day as indicated in paragraph [d] above shall be from 0800\nhours to 1200 hours on Saturdays only.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>3.3 [B] OVERTIME RATES OF PAYMENT\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-sundayallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Time worked in excess of the normal working hours defined in clause [3.3 [A]\nabove will be paid at overtime rates follows:-\u003C\u002Fp>\n\n\u003Cp>i. Normal working days..........115%\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\n\n\u003Cp>ii. Standfast.............................150%\u003C\u002Fp>\n\n\u003Cp>iii. Sixth [6] day overtime.......115 %\u003C\u002Fp>\n\n\u003Cp>iv. Public Holidays..................200 %\u003C\u002Fp>\n\n\u003Cp>v. Off Duty...............................200 %\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>3.4 WAGES AND SALARIES\u003C\u002Fh3>\n\n\u003Cp>The parties to this Agreement shall observe the wages \u002F salaries structure\nas per Appendix [1] attached to this Agreement.\u003C\u002Fp>\n\n\u003Cp>The Employee shall receive a pay that commensurate with his job\nclassification as specified in this Agreement.\u003C\u002Fp>\n\n\u003Cp>Salaries and Wages shall be paid not later than the last day of every month;\nand every employee shall be given his pay-slip. Such dates shall be published\nto employees at the beginning of the year.\u003C\u002Fp>\n\n\u003Cp>However, in event when salaries and wages cannot be paid on the published\ndates of the month, notice must be brought to the employees together with the\nnew date of payment for that particular month.\u003C\u002Fp>\n\n\u003Ch3>3.5 FRUSTRATED WORK\u003C\u002Fh3>\n\n\u003Cp>When a worker reports for duty on his normal working days and due to no\nfault or his\u002Fher he is ordered to leave or stop work by the Company or any\nother person in the authority of the Company before the worker can complete the\nfull day's hours of work, he shall receive the full pay for the day\u003C\u002Fp>\n\n\u003Ch3>3.6 WORKMEN’S COMPENSATION\u003C\u002Fh3>\n\n\u003Cp>In the event that a worker suffers occupational disease, dies, or suffers\npersonal injuries by accident arising out of. and in the course of his\nemployment, the current workmen's compensation law in force shall apply.\u003C\u002Fp>\n\n\u003Cp>A Union representative shall be present in all cases of payment of the\nworkmen's compensation by the Company\u003C\u002Fp>\n\n\u003Cp>The Company may offer an alternative job to the incapacitated employee whose\nincapability was due to injuries sustained in the course of employment duty.\u003C\u002Fp>\n\n\u003Ch3>3.7 TRAINING WITHIN INDUSTRY\u003C\u002Fh3>\n\n\u003Cp>The Company shall encourage and assist employees to attain high levels of\neducation applicable to the Company’s interests.\u003C\u002Fp>\n\n\u003Ch3>3.8 FILLING OF VACANCIES\u003C\u002Fh3>\n\n\u003Cp>When a post becomes vacant or is created, prior consideration shall be given\nto permanent existing employees who are qualified by way of experience and\neducation when filling the positions.\u003C\u002Fp>\n\n\u003Cp>Employees shall whenever possible and practicable be informed through\ninternal advertisements of such vacancies as they occur to enable employees in\nother departments with the lower grades to apply.\u003C\u002Fp>\n\n\u003Ch3>3.9 INCENTIVE SCHEME\u003C\u002Fh3>\n\n\u003Cp>a. [ANNUAL BONUS]\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>The Company may pay a bonus based on it achieving its budget in any calendar\nyear. In the event that bonus is paid, it shall be as follows:\u003C\u002Fp>\n\n\u003Cp>I. 0 to 3 months service..........No annual bonus payment\u003C\u002Fp>\n\n\u003Cp>II. 4 to 11 month service........1 month basic pay pro-rated\u003C\u002Fp>\n\n\u003Cp>III. 12 months and above.......1 month basic pay\u003C\u002Fp>\n\n\u003Cp>Payments of annual bonus to employees shall be made not later than 31s' day\nof January of every year\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b. SOCIAL SECURITY AND NATIONAL INSURANCE TRUST SCHEME\u003C\u002Fp>\n\n\u003Cp>The Company agrees to comply with the state's Social Security and National\nInsurance Trust scheme by deducting and paying the worker’s contribution of\nfive [5%] of the worker's basic monthly pay\u002Fsalary into the SSNIT fund every\nmonth.\u003C\u002Fp>\n\n\u003Cp>The Company also agrees to pay a contribution of an amount equal to [12.5 %]\nof the worker's basic monthly pay\u002Fsalary into the SSNIT fund every month.\u003C\u002Fp>\n\n\u003Ch3>3.10 TRANSFER\u003C\u002Fh3>\n\n\u003Cp>All employees are transferable on duty to any town or location in Ghana\nwhere the Company operates.\u003C\u002Fp>\n\n\u003Cp>Written transfer notice shall be served onto the employee Seven [7] clear\ndays before the effective date for departure to the new station.\u003C\u002Fp>\n\n\u003Cp>In emergency cases, the employee shall comply with the transfer notice from\nthe Company within twenty-four [24] hours and the Local Union shall be\nnotified.\u003C\u002Fp>\n\n\u003Cp>The Company shall be responsible for the provision of or payment for\ntransport or transportation of the personal effects and not more than one\nspouse and three dependants under [18] years of age who are not married.\u003C\u002Fp>\n\n\u003Cp>In the event that the transferred employee leaves the service of the company\non grounds of redundancy, resignation or termination [other than summary\ndismissal] the Company shall bear the cost of traveling expenses of the\nemployee, not more than one spouse and three unmarried dependants under\neighteen [18] years of age to his original place of engagement.\u003C\u002Fp>\n\n\u003Cp>Fares payable by the Company shall not exceed the approved state transport\ncompany fare prevailing at the time.\u003C\u002Fp>\n\n\u003Cp>3.10 (b) TRANSFER DUE TO INCAPACITY FROM INDUSTRIAL \u002F OCCUPATIONAL\nACCIDENTS\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>If the transfer of the employee has been necessitated by an incapacitation\nfrom an industrial \u002F occupational accident and it will involve a change in the\njob classification of the employee, the employee may be given the option of\naccepting the transfer or a redundancy on medical grounds.\u003C\u002Fp>\n\n\u003Cp>In event where the employee accepts the transfer, the employee’s salary \u002F\nwage shall be protected in the new group when the salary range in the new group\nis lower.\u003C\u002Fp>\n\n\u003Cp>Where the salary range in the new group is higher, the employee's salary \u002F\nwage shall be changed to commensurate his new job classification in that new\ngroup.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>4.0 LEAVE\u003C\u002Fh2>\n\n\u003Ch3>4.1 [A] ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>The standard paid leave allocation per employee shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>i. One year service [12 months]...........15 working days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii.Two year service [24 months]...........18 working days\u003C\u002Fp>\n\n\u003Cp>iii.Three yrs & above.............................21 working days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Employees employed before 31st December 1999 shall continue to be entitled\nto annual leave allocation of twenty - eight [28] working days.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>Paid leave shall include only the employee’s basic pay\u002Fsalary without\nallowances and monthly incentives \u002F bonuses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.1 [B] ANNUAL LEAVE SCHEDULES\u003C\u002Fp>\n\n\u003Cp>Employees shall always determine when they may like to take their annual\nleaves on condition that they might have completed the twelve [12] month period\nof service; however, all leaves are subject to advance written applications\nwhich are subject to the approval of the local operational management team .\u003C\u002Fp>\n\n\u003Cp>4.1 [C] LEAVE INTERUPTION\u003C\u002Fp>\n\n\u003Cp>Every employee shall enjoy an unbroken period of leave; however, the Company\nin cases of urgent necessity in accordance with the provisions of this\nagreement may require an employee to interrupt his\u002Fher leave and return to\nwork.\u003C\u002Fp>\n\n\u003Cp>Where an employee is required to interrupt his\u002Fher leave by the Company in\nthe circumstances specified in fa] above, he\u002Fshe shall not forfeit thereafter\nhis right to take the remainder of his\u002Fher leave but shall take such leave any\ntime thereafter.\u003C\u002Fp>\n\n\u003Cp>Where an employee is required to interrupt his\u002Fher leave in the circumstance\nstated in [a] above, it shall make up to the employee reasonable expenses\nincurred on account of the interruption on resumption of such leave.\u003C\u002Fp>\n\n\u003Ch3>4.1 COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cp>Paid compassionate leave at basic hourly rate of pay shall be granted to\nemployees upon the death of a spouse, child or parents who are registered with\nthe Company. To qualify, an employee must have completed one [1] year of\ncontinuous service.\u003C\u002Fp>\n\n\u003Ch3>4.2 MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Female employees having completed at least twelve [12] months service prior\nto their confinement, shall be granted twelve [12] weeks maternity leave paid\nat the basic rates.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>Following the employee’s return to work, she shall be allowed feeding time\nof one [1] hour in the morning and one [1] hour in the afternoon until the\nchild is nine [9] months old.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>The period of maternity leave may be extended for at least two [2]\nadditional weeks where the confinement is abnormal or where in the course of\nthe same confinement two or more babies are born.\u003C\u002Fp>\n\n\u003Cp>Where an illness, medically certified by a medical practitioner, is due to\nher pregnancy, the woman worker is entitled to additional leave as certified by\nthe medical practitioner.\u003C\u002Fp>\n\n\u003Cp>Where an illness, medically certified by a medical practitioner, is due to\nher confinement the women worker is entitled to an extension of the leave after\nconfinement as certified by the medical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>A nursing mother is entitled to interrupt her work for an hour during her\nworking hours to nurse her baby.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>Interruptions of work by a nursing mother for the purpose of nursing her\nbaby shall be treated as working hours and paid for accordingly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>An employer shall not dismiss a woman worker because of her absence from\nwork on maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>4.4 SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>Paid sick leave at basic rates which shall not be deductible from annual\nleave days, shall be granted to employees who are absent from work due to short\nillness. Such sick leave shall always be authorized by a Medical Certificate\nissued by a certified medical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>The employee shall notify the Company at least two [2] hours before the\nstart of his shift, of his inability to come to work due to sickness.\u003C\u002Fp>\n\n\u003Cp>Medical Certificates to be submitted by the sick employee as provided for in\n[a] above shall indicate the following:-\u003C\u002Fp>\n\n\u003Cp>I. Employee’s Name\u003C\u002Fp>\n\n\u003Cp>II. Date of attendance to the hospital\u003C\u002Fp>\n\n\u003Cp>III. Nature of illness (Up to the discretion of thee Medical\nPractitioner)\u003C\u002Fp>\n\n\u003Cp>IV. Number of days for the sick leave\u003C\u002Fp>\n\n\u003Cp>V. Name and Signature of the administering Medical Practitioner\u003C\u002Fp>\n\n\u003Cp>VI. Address and location of the hospital \u002F clinicattended\u003C\u002Fp>\n\n\u003Cp>VII. Treatment provided, and\u003C\u002Fp>\n\n\u003Cp>VIII. Official stamp of the hospital \u002F clinic the employee visited.\u003C\u002Fp>\n\n\u003Ch3>4.5 COMPASSIONATE LEAVE \u002F LEAVE WITHOUT PAY\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>a. An employee shall be granted compassionate leave to attend to the death\nof child, spouse, or parent.\u003C\u002Fp>\n\n\u003Cp>b. In all instances, a maximum of eight [8] clear days within the calendar\nyear, which shall not be deducted from the employee’s annual leave shall be\ngranted upon request.\u003C\u002Fp>\n\n\u003Cp>c. In all cases the number of leave days granted shall be with basic pay.\u003C\u002Fp>\n\n\u003Cp>d Where the employee has exhausted all leave facilities and is faced with\nsimilar emergency situations as described in 4.5 [a] above, the Company may\ngrant leave without pay to the affected employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>4.6 PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>Public Holidays shall be in accordance with the public holidays currently\ndeclared by the state and they shall be observed as such by the company.\u003C\u002Fp>\n\n\u003Ch2>5.0 FACILITIES TO BE PROVIDED BY THE COMPANY\u003C\u002Fh2>\n\n\u003Ch3>5.1 HEALTH AND SAFETY\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>a. The provisions of the factories, offices and shops Act 1970 [Act328] as\nwell as the provisions on occupational health and safety in the Labour Act\n[651] of 2003 shall be strictly observed.\u003C\u002Fp>\n\n\u003Cp>b. The Company shall make reasonable provisions for the safety and health\nneeds of employees.\u003C\u002Fp>\n\n\u003Cp>c. Adequate protective and safety equipment which will remain the property\nof the Company shall be provided to all employees.\u003C\u002Fp>\n\n\u003Cp>d. Protective and safety equipment supplied by the Company shall solely be\nfor the use of the employee in the performance of his duties. The employee is\nrequired to ensure that equipment issued to him is available for use at the\nplace of work whenever required.\u003C\u002Fp>\n\n\u003Cp>e. To promote safe working conditions and feeling of safety consciousness\namong employees, authorities in various sites and locations shall periodically\nhold safety briefings with employees.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>f. In the cases of employees located on mine sites, quarries, precast, smoke\nand dusty areas, there shall be medical checkups sponsored by the Company\nbefore deployment of employees.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>5.2 PROVISION OF MEDICAL FACILITIES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>a. The company shall reimburse the employee with the cost of registration on\nto the National Health Insurance Scheme (NHIS) on assumption of work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cp>b.The Company shall grant loans to Employees for the payment of premiums and\nregistrations of their spouses and up to Two (2) unmarried children below\neighteen (18) years (provided that these dependants were registered with the\nCompany on the employees’ date of hire or as at when they are born) onto the\nNational Health Insurance\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Scheme upon application The maximum amount of money to be granted shall be\nGHc 35.00.\u003C\u002Fp>\n\n\u003Cp>Application for the loan facility shall include the relevant documentations\nfrom the National Health Insurance Service Providers.\u003C\u002Fp>\n\n\u003Cp>The recovery period for the loan facility which shall be from source when\ngranted to the employee shall be five [5] months.\u003C\u002Fp>\n\n\u003Cp>The loan facility shall cover employees who have served the Company for six\n[6] months and above.\u003C\u002Fp>\n\n\u003Ch2>6.0 FUNERAL GRANTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>The Company shall provide funeral assistance of GHc 25.OO to the employee in\nthe event of the death of a parent who is registered with the Company.\u003C\u002Fp>\n\n\u003Cp>The Company shall provide funeral assistance of GHc 150.00 to the employee\nin the event of the death of a family member (including spouse and children)\nwho is registered with the Company.\u003C\u002Fp>\n\n\u003Cp>The Company shall provide funeral assistance of GHc 300.00 to the bereaved\nfamily in the event of the death of a current employee.\u003C\u002Fp>\n\n\u003Cp>Death benefits payable to the estate of the current employee who dies shall\ninclude the following:-\u003C\u002Fp>\n\n\u003Cp>i. Full severance pay, calculated at one month basic pay for each year of\nservice to the company.\u003C\u002Fp>\n\n\u003Cp>ii. Pay to date of employee’s death including all bonuses and\nallowances\u003C\u002Fp>\n\n\u003Cp>iii. One additional full month’s pay including all bonuses and\nallowances\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>7.1 GENERAL RISK ALLOWANCE (MAN-GUARDS)\u003C\u002Fh3>\n\n\u003Cp>An amount of GHc 2.OO shall be paid to all operational guards every month as\nrisk allowance. Any absence from duty will result in a deduction in the\nallowance on a pro-rata basis.\u003C\u002Fp>\n\n\u003Ch3>7.2 SPECIAL RISK ALLOWANCE (ALARM REACT TEAM)\u003C\u002Fh3>\n\n\u003Cp>An amount of GHc 45.OO per month shall be paid to all employees who are\nemployed to perform in the Alarm React Team as special risk allowance. Any\nabsence from duty will result in a deduction in the allowance on a pro-rata\nbasis.\u003C\u002Fp>\n\n\u003Ch3>7.3 TRANSPORT SUBSIDY\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowanceamount1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>An amount of GHc 5 per month shall be paid to all employees as transport\nsubsidy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>7.4 OUT OF DUTY STATION ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>a. An employee who is required to work outside his duty station shall be\nentitled to:\u003C\u002Fp>\n\n\u003Cp>i. Accommodation allowanceGHc 35 per night.\u003C\u002Fp>\n\n\u003Cp>ii. Food allowanceGHc 8 per day.\u003C\u002Fp>\n\n\u003Cp>b. Where the Company provides accommodation and meals the employee shall not\nbe entitled to cash equivalent of these benefits.\u003C\u002Fp>\n\n\u003Ch3>7.5 ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>a. Where an employee performs the full duties of a post in a higher\nclassification, he will be paid an acting allowance of twenty - five (25 %) of\nhis basic monthly pay\u002Fsalary.\u003C\u002Fp>\n\n\u003Cp>b. No employee shall qualify for the payment of acting allowance unless he\nhas continuously carried out the duties of the post in the higher grade for a\nminimum period of fourteen [14] working days. The acting allowance shall be\npaid in lump sum at the end of every month within the period of acting by the\nemployee.\u003C\u002Fp>\n\n\u003Cp>c. An employee who performs the duty of a higher post for at least three [3]\nmonths continuously, and who under normal circumstances would have become\neligible\u003C\u002Fp>\n\n\u003Cp>for consideration to fill the existing vacancy in the grade in which he is\nacting may be considered by the Company for promotion to fill the post\nsubstantively.\u003C\u002Fp>\n\n\u003Cp>d. Trainees, however, shall be required to act in different posts for\nspecified periods of time and the work involved will not entitle them to this\nallowance.\u003C\u002Fp>\n\n\u003Cp>e. Under no circumstance shall acting allowance be paid to any employee who\nis assigned to be trained prior to promotion into a higher grade. However, the\nperiod of training which shall not exceed three [3] months shall specifically\nbe indicated to the employee in writing.\u003C\u002Fp>\n\n\u003Ch2>8.0 DISCIPLINE AND DISCHARGE\u003C\u002Fh2>\n\n\u003Cp>DISCIPLINARY PROCEDURE AND CODE\u003C\u002Fp>\n\n\u003Cp>A. INTRODUCTION\u003C\u002Fp>\n\n\u003Cp>1 Purpose Of Disciplinary Action\u003C\u002Fp>\n\n\u003Cp>2. Deference Between Misconduct And Incapacity\u002FNon-Performance\u003C\u002Fp>\n\n\u003Cp>3 Classification Of Cases\u003C\u002Fp>\n\n\u003Cp> 4.Use Of Procedures\u003C\u002Fp>\n\n\u003Cp>5 Conditions Of Employment\u003C\u002Fp>\n\n\u003Cp>6. Application Of Procedures\u003C\u002Fp>\n\n\u003Cp>B. DISCIPLINARY PROCEDURE\u003C\u002Fp>\n\n\u003Cp>1.Objectives Of The Disciplinary Procedure\u003C\u002Fp>\n\n\u003Cp>2. Management's Responsibility\u003C\u002Fp>\n\n\u003Cp>3. Definitions\u003C\u002Fp>\n\n\u003Cp>4. Forms Of Disciplinary Action\u003C\u002Fp>\n\n\u003Cp>5. Scope Of The Disciplinary Code And Procedure\u003C\u002Fp>\n\n\u003Cp>6. The Disciplinary Code\u003C\u002Fp>\n\n\u003Cp>7. Explanation Of Each Disciplinary Action\u003C\u002Fp>\n\n\u003Cp>8 Suspension Pending Outcome Of A Disciplinary Hearing\u003C\u002Fp>\n\n\u003Cp>9. Appeals Against Warnings\u003C\u002Fp>\n\n\u003Cp>10. Disciplinary Hearings\u003C\u002Fp>\n\n\u003Cp>11. Procedure Of A Disciplinary Hearing\u003C\u002Fp>\n\n\u003Cp>12. Considerations For Dismissal For Misconduct\u003C\u002Fp>\n\n\u003Cp>13. Appeals Against The Decision Of A Disciplinary Hearing\u003C\u002Fp>\n\n\u003Cp>14. Implementation Of Disciplinary Decisions\u003C\u002Fp>\n\n\u003Cp>15. Disciplinary Procedure Flow-Chart\u003C\u002Fp>\n\n\u003Cp>C.INCAPACITY COUNSELLING PROCEDURE\u003C\u002Fp>\n\n\u003Cp>1. Introduction\u003C\u002Fp>\n\n\u003Cp>2 Reasons For Incapacity\u003C\u002Fp>\n\n\u003Cp>3 .The Counselling Procedure\u003C\u002Fp>\n\n\u003Cp>4. Considerations For Dismissal For Incapacity 5Gross Negligence\u003C\u002Fp>\n\n\u003Cp>6. Counselling Procedure Flow-Chart\u003C\u002Fp>\n\n\u003Cp>A. INTRODUCTION\u003C\u002Fp>\n\n\u003Ch2>1. Purpose Of Disciplinary Action\u003C\u002Fh2>\n\n\u003Cp>Corrective disciplinary action may be taken by management against any\nemployee who is in breach of their Contract of Employment either on account of\nmisconduct or incapacity. The purpose of these procedures is to provide\nappropriate processes for dealing with these two types of situations in a\nmanner, which is predictable, consistent and fair. The procedures set out\nherein are intended to act as guidelines to management and employees and are\nnot intended to be followed with the exact precision of criminal indictments.\nThe principles of fairness and equity shall govern the application of\ndiscipline at all times.\u003C\u002Fp>\n\n\u003Ch2>2. The Difference Between Misconduct And Incapacity\u003C\u002Fh2>\n\n\u003Cp>Before dealing with a particular case, it is important to first determine\nwhether it is a case of misconduct or incapacity. The reason for this is that\ndifferent procedures are used to deal with each type of case.\u003C\u002Fp>\n\n\u003Cp>2.1 Misconduct cases involve intentional or negligent fault on the part of\nthe employee. Examples of misconduct may include a breach of law (e.g. theft,\nassault etc.) or of a company rule or condition of employment. The appropriate\nprocedure to follow is the disciplinary procedure, which is designed to correct\nthe employee’s conduct. Serious or repeated misconduct may result in the\nemployee’s dismissal.\u003C\u002Fp>\n\n\u003Cp>2.2 Incapacity cases involve unintentional fault on the part of the\nemployee. This category has two sub-categories, namely poor work performance\nand ill health. Examples of poor work performance include the employee’s\ninability to do the job through lack of knowledge or skills, incompetence, etc.\nthis sub-category also includes the more difficult cases of a social nature\ne.g. incompatibility, poor social skills etc.\u003C\u002Fp>\n\n\u003Cp>Examples of ill health include short or long term illnesses or injuries The\nappropriate procedure to follow is the counselling procedure It is designed to\nassist the employee to perform to the required standards Failure to improve\nperformance to the required standards within a reasonable period of time may\nresult in the termination of the employee’s Contract Of Employment. The\ncounselling procedure is therefore designed to solve the problem in a\nsympathetic manner.\u003C\u002Fp>\n\n\u003Cp>Classification Of Cases\u003C\u002Fp>\n\n\u003Cp>Each case should first be classified as one of misconduct or incapacity so\nthat the correct procedure may be used. There may be cases which are difficult\nto classify as misconduct or incapacity, or which contain elements of both. In\nsuch cases, the manager or supervisor should refer to the definitions to assist\nwith the classification. Usually, the deciding factor is whether or not the\nemployee is at fault. If fault is involved it is usually a misconduct case. If\nno fault is involved it is usually a case of incapacity.\u003C\u002Fp>\n\n\u003Cp>Use Of Procedures\u003C\u002Fp>\n\n\u003Cp>The responsibility for maintaining and administering the disciplinary and\ncounselling procedures rests with operational management.\u003C\u002Fp>\n\n\u003Cp>Work Practices\u003C\u002Fp>\n\n\u003Cp>The disciplinary code and procedure and counselling procedures do not form\npart of the terms and conditions of employment of employees. They are the\ncompany’s work practices that are subject to change from time to time in\naccordance with the company’s operational requirements and changes in\nlegislation and precedent from the Labour Court and other such statutory\nbodies.\u003C\u002Fp>\n\n\u003Cp>Application Of Procedures\u003C\u002Fp>\n\n\u003Cp>The procedures, which follow, deal firstly with the misconduct cases and\nthen with the incapacity cases.\u003C\u002Fp>\n\n\u003Cp>A. DISCIPLINARY PROCEDURE\u003C\u002Fp>\n\n\u003Ch2>1.O bjectives Of The Disciplinary Procedure\u003C\u002Fh2>\n\n\u003Cp>1.1 The primary objective of the Disciplinary Procedure is to initiate\ncorrective action where the behaviour of an employee is unacceptable.\u003C\u002Fp>\n\n\u003Cp>1.2 The procedure will ensure a thorough investigation of all the facts by\noperational management prior to the implementing of disciplinary action. The\ncomplainant manager should keep a record of the investigation.\u003C\u002Fp>\n\n\u003Cp>1.3 An employee may, if he wishes, be represented in any disciplinary\nhearing by a recognised Local Union Executive or a co-worker of his choice;\nprovided that such representative is employed in the same Area\u002FRegion of that\nof the employee.\u003C\u002Fp>\n\n\u003Cp>1.4 No employee will be dismissed without a disciplinary hearing being held,\nand the reasons for such dismissal being given to him in writing by the\ndisciplinary hearing chairperson or his relevant Manager.\u003C\u002Fp>\n\n\u003Cp>1.5 An employee shall have the right to make an appeal, in writing, to the\nHR Department.\u003C\u002Fp>\n\n\u003Cp>1 6 Final Written Warnings shall have a duration of 6 (six) months, Severe\nWritten Warnings 3 (three) months; and Written Warnings 3 (three) months.\u003C\u002Fp>\n\n\u003Cp>1.7 It is acknowledged and accepted that for the purposes of clarity and\nease of reference and understanding, the Disciplinary Procedure has avoided\nlegalistic jargon.\u003C\u002Fp>\n\n\u003Cp>1.8 The principles of this Disciplinary Procedure shall apply to all\nemployees.\u003C\u002Fp>\n\n\u003Ch2>2. Management’s Responsibility\u003C\u002Fh2>\n\n\u003Cp>It is Group4Securicor’s operational management’s responsibility to\nensure that:-\u003C\u002Fp>\n\n\u003Cp>2.1Company conditions of employment are made known to the employees and that\nas such is up-dated or amended, such up-dates or amendments are made available\nto the employees.\u003C\u002Fp>\n\n\u003Cp>2.2 Employees are aware of their right to request clarification of any\nconditions of employment or rules or standards.\u003C\u002Fp>\n\n\u003Cp>2.3 Employees are given the appropriate training to perform their jobs\nadequately and this training is reviewed and up-dated regularly.\u003C\u002Fp>\n\n\u003Ch2>3.Definitions\u003C\u002Fh2>\n\n\u003Cp>3.1 Operational Management” - shall include all employees employed by the\ncompany in any managerial or supervisory capacity as determined by the\nDirectors and shall include the terms Supervisor and Manager as defined\nbelow.\u003C\u002Fp>\n\n\u003Cp>3.2 “Supervisor” - this term shall be used to refer to an employee who\nis employed to conduct the first line of operational supervision.\u003C\u002Fp>\n\n\u003Cp>3.3“Manager” - this term shall be used to refer to all levels of\nmanagement above that of supervisor.\u003C\u002Fp>\n\n\u003Cp>3.4 “Day” - for the purposes of this Disciplinary Procedure means a\nnormal working day Monday to Friday and excludes any Saturday. Sunday or\nstatutory Public Holiday.\u003C\u002Fp>\n\n\u003Cp>3.5“Suspension” - shall refer to the situation where an employee has\nbeen suspended from duty on full pay, pending an investigation into alleged\nmisconduct; and\u002For the conducting of a disciplinary hearing.\u003C\u002Fp>\n\n\u003Ch2>4. Forms Of Disciplinary Action\u003C\u002Fh2>\n\n\u003Cp>Depending on the circumstances and the seriousness of the matter in\nquestion, disciplinary action may take one of the following forms:\u003C\u002Fp>\n\n\u003Cp>- Verbal explanation or informal reprimand; o Written warning;\u003C\u002Fp>\n\n\u003Cp>- Severe written warning;\u003C\u002Fp>\n\n\u003Cp>- Final written warning:\u003C\u002Fp>\n\n\u003Cp>- Dismissal.\u003C\u002Fp>\n\n\u003Cp>Note: Under certain circumstances, the disciplinary measures of suspension,\ndemotion, or transfers may be considered.\u003C\u002Fp>\n\n\u003Cp>It is not possible to set out in detail every possible contingency, which\nmay arise in the workplace. The Disciplinary Code and Procedure are therefore\nnot exhaustive. Management may deal with exceptional cases not contemplated by\nthese procedures in such a manner as may be deemed appropriate and fair.\u003C\u002Fp>\n\n\u003Ch2>6. The Disciplinary Code\u003C\u002Fh2>\n\n\u003Cp>6.1 The Disciplinary Code, which follows hereafter, describes the standards\nof conduct expected of all company employees. The company may discipline or\ndismiss employees for any reason considered sufficient in law even if the\nreason is not contained in this Disciplinary Code.\u003C\u002Fp>\n\n\u003Cp>6.2 The code sets out a range of possible offences and recommended\ndisciplinary actions. The recommended actions, in some cases, range in severity\nin accordance with the severity of the offences. They serve as guidelines to\nmanagers and supervisors in the application of discipline. This code should not\nbe applied mechanically but with discretion and sound judgement.\u003C\u002Fp>\n\n\u003Cp>6.3 The purpose of any disciplinary action should be corrective and not\npunitive, i.e. to encourage an employee to behave in accordance with the\ncompany’s conditions of service and disciplinary code.\u003C\u002Fp>\n\n\u003Ch2>12 SEXUAL OR OTHER HARASSMENT\u003C\u002Fh2>\n\n\u003Cp>12.1Inappropriate Suggestions\u002F Innuendoes18XX\u003C\u002Fp>\n\n\u003Cp>12.2Displaying Sexually Offensive Pictures\u002F Materials18XX\u003C\u002Fp>\n\n\u003Cp>12.3Physical Sexual Harassment26X\u003C\u002Fp>\n\n\u003Cp>STRIKES\u003C\u002Fp>\n\n\u003Cp>13.1Participation In A Strike “Unprotected” In Ferms Of The Ghana Labour\nAct.26X\u003C\u002Fp>\n\n\u003Cp>13.2Damaging Property Whilst Participating In A Strike26X\u003C\u002Fp>\n\n\u003Cp>13.3 Assault And \u002F Or Intimidation Of Non- Striking Employees26X\u003C\u002Fp>\n\n\u003Ch2>14 OTHER\u003C\u002Fh2>\n\n\u003Cp>14.1 Abuse of Client\u002F Company E-Mail Facilities18XX\u003C\u002Fp>\n\n\u003Cp>14.2 Abuse of Client\u002F Company Property\u002F -acilities18XX\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.5 Explanation Of The Disciplinary Offences\u003C\u002Fp>\n\n\u003Cp>Occasional Day Absent - Absenteeism in this context means that the employee\nhas been absent from his\u002Fher duties without a leave application form being\ncompleted or approved, and without valid reason or cause. Furthermore the\nemployee has not advised the employer of his\u002Fher intended absence in any manner\nor form.\u003C\u002Fp>\n\n\u003Cp>Absent Without Leave For 3+ Shifts - Also referred to as “desertion” or\n“absconding\" this offence refers to the situation where the employee has\nabsented himself\u002Fherself for a period in excess of three days\u002Fshifts without\nhaving obtained the necessary permission or leave authorization, and without\nhaving advised the employer of his\u002Fher whereabouts.\u003C\u002Fp>\n\n\u003Cp>Abuse Of Sick Leave - In this situation the employee has attempted to\njustify his\u002Fher absence from work by means of having obtained and submitted a\ndeliberately fraudulent medical certificate. This offence is also committed\nwhere, for example, and employee has\u003C\u002Fp>\n\n\u003Cp>reported absent as a result of being sick, but however is subsequently found\nto be on holiday on a beach.\u003C\u002Fp>\n\n\u003Cp>Poor Timekeeping - Specific situations in terms of this offence would\ninclude reporting late for duty; leaving work early (which may also constitute\n“Desertion Of Post’'); extended or unauthorised breaks during working\nhours; neglecting and booking on duty or clocking in procedure and\nloitering.\u003C\u002Fp>\n\n\u003Cp>Use Of Abusive Language - This offence occurs through the use of any spoken\nwords or the publication of any writing expressing or showing any hatred,\nridicule or contempt for any other person, which has the potential to incite\npossible violence or assaults.\u003C\u002Fp>\n\n\u003Cp>Use Of Racially Offensive Language - This offence is more serious than the\nuse of abusive language where the language used is designed specifically to\nincite racial tension.\u003C\u002Fp>\n\n\u003Cp>Being Under The Influence Of Alcohol\u002FDrugs - An employee who is under the\ninfluence of alcohol or drugs shall not be allowed to work; such employee may\npresent a danger to himself and his colleagues. Any such action will constitute\nan offence in terms of this code.\u003C\u002Fp>\n\n\u003Cp>Being Found In Possession Of Alcohol\u002FDrugs - For the same reason above, this\ntype of action on the part of an employee constitutes misconduct. Being found\nin possession of certain drugs may also constitute a criminal offence\u003C\u002Fp>\n\n\u003Cp>Breach Of Contract Of Employment - This offence is committed by an employee\nwhere such employee knowingly breaches any term or condition as contained in\nsuch employee’s contract of employment.\u003C\u002Fp>\n\n\u003Cp>Breach Of S.I.R.A. Regulations\u002F Code Of Conduct - This is the breach of any\nrule or regulation promulgated by the Security Industry Regulatory Authority,\nas such pertains to persons employed in the private security sector.\u003C\u002Fp>\n\n\u003Cp>Breach Of Client\u002F Company Confidentiality - This is the situation where an\nemployee divulges any information relating to any aspect of his\u002Fher work, the\noperations or processes of the company or any of it’s clients, without the\nexpress knowledge or authorisation of the company or it’s clients. Such\ninformation includes, but is not limited to: any method, process, computer\nsoftware, documentation, client lists, programmes, trade secrets, technical\ninformation, chemical formulae, drawings, financial information or any other\ninformation which may benefit a competitor, to the detriment of the company or\nany of its clients.\u003C\u002Fp>\n\n\u003Cp>Breach Of Dress Code - This offence refers to the situation where the\nemployee does not comply with any stipulated dress\u002F uniform code or\nstandard.\u003C\u002Fp>\n\n\u003Cp>Breach Of Site Standing Instructions - This is the situation where the\nemployee breaches instructions specific to his\u002Fher site or workstation.\u003C\u002Fp>\n\n\u003Cp>Breach Of Client\u002FCompany Safety Regulations - This offence relates to the\nemployee refusing or neglecting to carry out any specific safety related\ninstruction on any of the company's or client's premises, the effect of which\nplaces employees' lives or property in danger\u003C\u002Fp>\n\n\u003Cp>Desertion Of Post - This offence relates to the situation whereby an\nemployee, without valid permission or cause, leaves his\u002Fher post of duty (i.e.\nat a client’s premises) without having been properly relieved; thereby\ncompromising the effective security operation of such post and\u002For premises, and\nplacing the company in breach of its service contract with such client.\u003C\u002Fp>\n\n\u003Cp>Dishonesty In The Course Of Duty - This offence goes to the very root of the\nemployment relationship and employer\u002Femployee trust relationship, and may\ninclude actions such as bribery, fraud, and theft.\u003C\u002Fp>\n\n\u003Cp>Dishonesty Outside The Course Of Duty - Any criminal conviction or act\ncommitted whilst the employee is off duty, where the employer\u002Femployee trust\nrelationship is adversely affected thereby.\u003C\u002Fp>\n\n\u003Cp>Dishonesty Concerning An Application For Employment - This offence occurs\nwhere information provided in support of an application for employment is\nsubsequently found to be false, and such information has a material affect on\nthe employer\u002Femployee trust relationship.\u003C\u002Fp>\n\n\u003Cp>Fraudulent Entries In Client\u002FCompany Documentation - This offence occurs\nwhere an employee knowingly and fraudulently makes any entry in a client of\ncompany document (i.e. OB, Access Register, Leave Application etc).\u003C\u002Fp>\n\n\u003Cp>Unauthorised Possession Of Client\u002FCompany Property - This offence occurs\nwhere the employee is found in possession of, or trying to remove, any property\nbelonging to the company or client of the company, in the knowledge that such\npossession or removal is unauthorised.\u003C\u002Fp>\n\n\u003Cp>Abandoning A Vehicle Without Applying Safety Precautions - This offence\noccurs when a driver of a company vehicle fails to lock or secure the vehicle\nand\u002For compromising any vehicle anti-theft device, when leaving it\nunattended.\u003C\u002Fp>\n\n\u003Cp>Causing An Accident Through Reckless Or Negligent Driving - This is where\nthe driver of a company vehicle is involved in a traffic accident as a result\nof his reckiess or negligent driving.\u003C\u002Fp>\n\n\u003Cp>Failing To Obey A Traffic Signal - As the offence implies, the driver of a\ncompany vehicle fails to obey a traffic signal (i.e. traffic light, stop sign,\nyield sign etc).\u003C\u002Fp>\n\n\u003Cp>Overloading A Vehicle (Persons\u002FMaterials) - The driver of a company vehicle\noverloads such vehicle with persons or materials or equipment, thereby\nrendering the driving of such vehicle to be dangerous.\u003C\u002Fp>\n\n\u003Cp>Exceeding Municipal\u002FCompany Speed Limits - The driver of a company vehicle\nexceeds a municipal speed limit of 100 km\u002Fhour on a highway or the company\nspeed limit of 80km\u002Fhour.\u003C\u002Fp>\n\n\u003Cp>Failure To Report A Materially Defective Vehicle - The driver of a company\nvehicle fails to report a material defect to the vehicle either occurring, or\nhaving been observed whilst the vehicle is in the driver’s care.\u003C\u002Fp>\n\n\u003Cp>Driving Whilst Under The Influence Of Alcohol And\u002FOr Drugs - The driver of a\ncompany vehicle is found to be driving such vehicle under the influence of\neither alcohol or drugs.\u003C\u002Fp>\n\n\u003Cp>Unauthorised Use Of A Company Vehicle - The driver of a company vehicle\ndrives such vehicle without having the authorisation to do so, and\u002For without\nhaving obtained the required managerial permission or authority to drive such\nvehicle.\u003C\u002Fp>\n\n\u003Cp>Failure To Complete Handover\u002F Takeover Procedures - The driver of a company\nvehicle, either receiving or handing over such vehicle, fails to complete\nhandover\u002F takeover procedures in terms of company standing operating\nprocedures.\u003C\u002Fp>\n\n\u003Cp>Refusing To Obey A Lawful Instruction - This is the deliberate refusal to\ncarry out a lawful and reasonable instruction given by a person in authority\nover the employee.\u003C\u002Fp>\n\n\u003Cp>Insolence - This offence occurs where an employee is deliberately insulting\nor arrogant by word, towards a person in authority over the employee.\u003C\u002Fp>\n\n\u003Cp>Insubordination By Act, Word Or Demeanour - This constitutes actions by the\nemployee, either through spoken work, physical action or the employees overall\ndemeanour, which are rebellious or disobedient, with the direct and concerted\naim of challenging managerial authority.\u003C\u002Fp>\n\n\u003Cp>Negligence\u002FGross Negligence With Regards Performance Of Duties - Negligence\nin regards to this offence refers to any failure by the employee to exercise\nproper care to his manner of working to the extent that tasks are not correctly\ncompleted, or have to be repeated, or persons or property of the company or\nclient are at risk of being injured or damaged\u003C\u002Fp>\n\n\u003Cp>Negligence\u002FGross Negligence With Regards The Use Of Firearms - Any act or\nomission which amounts to negligence by an employee who is responsible for the\nsafe-keeping of any firearm, which results in any firearm under his care being\nstolen, found unattended, or any compromise of any firearm safe-guarding system\n(e.g. safes and key control).\u003C\u002Fp>\n\n\u003Cp>Negligence\u002FGross Negligence With Regards To The Use Of Client\u002F Company\nProperty Or Eguipment - Negligence in regards to this offence refers to any\nfailure by the employee to exercise proper care to his manner of working with\nany item of property or equipment, thereby resulting in such property or\nequipment becoming damaged, or persons or property of the company or client are\nat risk of being injured or damaged.\u003C\u002Fp>\n\n\u003Cp>Failure To Complete Site Handover\u002F Takeover Procedures - An employee\nrelieving another at a post of duty, fails to complete handover\u002F takeover\nprocedures in terms of company standing operating procedures.\u003C\u002Fp>\n\n\u003Cp>Sleeping On Duty - An employee is found to be asleep whilst on duty, which\nactions thereby constitute a compromise to the security operations of the\nclient or company, as well as a danger to himself\u002Fherself.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>Intimidation - This offence constitutes the action by an employee or\nemployees, whereby other employees are influenced, frightened and encouraged to\nuse violence, damage company or client property, use abusive language, adopt\nunprocedural industrial action, or to commit any other act of misconduct or a\ncriminal offence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Moonlighting - This is where an employee engages in other employment for\ngain, whilst still in the employment of the company, without the express\nknowledge or permission of a Director of G4S.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>Sexual or other Harassment - constitutes the unwanted sexual attention given\nby one person (male or female) upon another person (male or female) and\nincludes inappropriate sexual suggestions, overtones or innuendo’s; the\ndisplaying of sexually offensive pictures or items; or physical touching of a\nsexual nature. Harassment may also be an incident that has happened to an\nindividual at the workplace that is unwelcome unwanted and has a destructive\neffect for example:\u003C\u002Fp>\n\n\u003Cp>Bullying.\u003C\u002Fp>\n\n\u003Cp>- Spreading malicious rumors, or insulting someone particularly on gender,\nrace or disability grounds:\u003C\u002Fp>\n\n\u003Cp>- Ridiculing or degrading someone - picking on them or setting them up to\nfail;\u003C\u002Fp>\n\n\u003Cp>- Exclusion or victimization;\u003C\u002Fp>\n\n\u003Cp>- Unfair treatment, for example based on race, gender sexual orientation,\npregnancy age disability, religion, HIV status etc:\u003C\u002Fp>\n\n\u003Cp>- Overbearing supervision or other misuses of power or position;\u003C\u002Fp>\n\n\u003Cp>- Unwelcome sexual advances - touching, standing too close and displaying of\noffensive material;\u003C\u002Fp>\n\n\u003Cp>- Making threat\u002Fcomments about job security without foundation;\u003C\u002Fp>\n\n\u003Cp>- Deliberately undermining a competent worker by overloading and constant\ncriticism;\u003C\u002Fp>\n\n\u003Cp>- Preventing individuals progressing by intentionally blocking promotion or\ntraining opportunities\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Participating In An Unprotected Strike - This situation occurs where\nemployees participate in any action defined as a strike in the Ghana Labour Act\n[Act 651 of 2003], and which action is not ‘'protected\" in terms of the\nLabour Act.\u003C\u002Fp>\n\n\u003Cp>Damaging Property Whilst Participating In A Strike - Employees, although\nparticipating in a “protected” strike is not permitted to damage property\nwhilst engaged in strike action.\u003C\u002Fp>\n\n\u003Cp>Assaulting And\u002FOr Intimidation Of Non-Striking Employees — Employees,\nalthough participating in a “protected” strike are not permitted to assault\nor intimidate employees not participating in strike action.\u003C\u002Fp>\n\n\u003Cp>Abuse Of Company\u002F Client E-Mail Facilities - In this situation an employee\nwho has at his\u002Fher disposal the use of e-mail facilities, abuses such\nfacilities by, for example sending e- mails which are racially offensive, or\nnot related to that employee’s primary job function.\u003C\u002Fp>\n\n\u003Cp>Abuse Of client\u002F Company Property\u002FFacilities - In this situation an employee\nmay have the use of certain facilities or property at his\u002Fher disposal, and\nabuses such facilities (i.e. abuse of telephone, facsimile etc)\u003C\u002Fp>\n\n\u003Ch2>7. Explanation Of Each Disciplinary Action\u003C\u002Fh2>\n\n\u003Cp>The disciplinary actions, which may be taken, include the following:\u003C\u002Fp>\n\n\u003Ch2>7.1 Verbal Reprimand\u003C\u002Fh2>\n\n\u003Cp>7.1.1 An employee may be reprimanded where his or her conduct is considered\nunacceptable and the manager or supervisor considers further steps to be\nunsuitable or unnecessary at that stage.\u003C\u002Fp>\n\n\u003Cp>7.1.2 A reprimand is intended to be informal with the emphasis being on\ncorrecting the employee’s conduct through discussion. A reprimand will not be\nrecorded formally in writing. The verbal reprimand should make the employee\naware that further misconduct could lead to formal and more severe disciplinary\naction.\u003C\u002Fp>\n\n\u003Ch3>7.2 Written Warning\u003C\u002Fh3>\n\n\u003Cp>7.2.1 A written warning may given after a reprimand has failed to achieve\nthe desired correction, or where the misconduct is of such a degree of severity\nthat a verbal reprimand would be inadequate.\u003C\u002Fp>\n\n\u003Cp>7.2.2 The Operational Manager or Supervisor should complete the\n“Disciplinary Form” form in triplicate. The exact nature of the alleged\nmisconduct should be recorded, and the employee given the opportunity to state\nan explanation or defence in the space provided. The book will then be given to\nthe Human Resource Manager \u002F Operations Manager, who shall record in the space\nprovided, any previous disciplinary warnings, which the employee have received.\nThe Human Resources Manager shall then recommend a category of warning (i.e.\nwritten, severe or final). The Human Resources Manager may in his\u002Fher\ndiscretion delegate this function to another manager \u002F officer of the company.\nThe warning book shall then be given to the employee’s operational manager,\nwho shall formally categorize the warning form and add any \"counselling\ncomments\" to the form.\u003C\u002Fp>\n\n\u003Cp>7.2.3 The employee will then be requested to sign the warning form. His or\nher signature shall be an acknowledgement of receipt of the warning and not\nnecessarily and admission of its contents. Any disagreement or refusal to sign\nthe warning form should be noted on the form. Management will not insist on the\nemployee’s signature as this is not a prerequisite for the validity of the\nwarning.\u003C\u002Fp>\n\n\u003Cp>7.2.4 The white copy of the warning form shall be given to the employee. The\npink copy of the warning form shall be returned to the Human Resource Manager\nand shall be\u003C\u002Fp>\n\n\u003Cp>filed in the employee’s personal file The blue copy of the form shall\nremain in the supervisor's\u002Fmanager's disciplinary warning book.\u003C\u002Fp>\n\n\u003Ch3>7.3 Severe Written Warning\u003C\u002Fh3>\n\n\u003Cp>7 3.1 A severe written warning may be given after a verbal reprimand and\u002For\na written warning has failed to achieve the desired correction or if the\nmisconduct is sufficiently serious to warrant a severe written warning despite\nthe absence of any previous warnings.\u003C\u002Fp>\n\n\u003Cp>7.3.2 The procedure for the issuing of a severe written warning shall be as\noutlined in paragraphs 7.2.2 through 7.2.4 above.\u003C\u002Fp>\n\n\u003Ch3>7.4 Final Written Warning\u003C\u002Fh3>\n\n\u003Cp>7.4.1 A final written warning may be given after a verbal reprimand and\u002For a\nwritten warning and\u002For a severe written warning has failed to achieve the\ndesired correction or if the misconduct is sufficiently serious to warrant a\nfinal written warning despite the absence of any previous warnings.\u003C\u002Fp>\n\n\u003Cp>7.4.2 The Operational Manager or Shift Manager should complete the\n“Disciplinary Form” form in triplicate. The exact nature of the alleged\nmisconduct should be recorded, and the employee given the opportunity to state\nan explanation or defence in the space provided. The book will then be given to\nthe Regional Human Resource Manager \u002F Operational Manager, who shall record in\nthe space provided, any previous disciplinary warnings, which the employee has\nreceived.\u003C\u002Fp>\n\n\u003Cp>7.4.3 In the event that the Human Resources Manager \u002F Operational Manager,\nhaving considered the nature of the alleged offence and the employees previous\ndisciplinary record, believes that prima facae evidence exists to suggest that\nthe accused employee may receive a final written warning for the commission of\nthe offence, a recommendation may be made that would require the employee to\nreport to a misconduct counselling session.\u003C\u002Fp>\n\n\u003Cp>7.4.4 The Disciplinary Form book shall then be given to the accused\nemployee’s Operations \u002F Contract Manager or any other manager or Supervisor\nnominated by the General Manager, who shall conduct a misconduct counselling\nsession with the employee.\u003C\u002Fp>\n\n\u003Cp>7.4.5The misconduct counselling session shall be intended to provide the\naccused employee to make representations to his\u002Fher Operational Manager or\nSupervisor concerning the alleged offence, and shall not constitute a formal\ndisciplinary hearing. As such there shall be no formal leading of evidence or\ncalling of witnesses during such misconduct counselling session\u003C\u002Fp>\n\n\u003Cp>7 4 6 The misconduct counselling session shall be conducted either at the\ncompany or client premises on a date and at a time determined by the Area\nManager and subsequent to the employee being advised of such date, time and\nvenue in writing, and its duration shall not exceed 45 minutes.\u003C\u002Fp>\n\n\u003Cp>7.4.7 The employee shall be permitted assistance by a fellow employee during\nany misconduct counselling session provided that such fellow employee is\nreadily available at the time and place of the misconduct counselling session,\nwithout any disruption to the ordinary operations of the company.\u003C\u002Fp>\n\n\u003Cp>7.4.8 Upon completing the misconduct counselling session, the relevant\nOperational Manager shall document the proceedings on the “Record of\nMisconduct Counselling” form and furnish the employee with a copy of the\nform. A Misconduct Counselling Session is not a prerequisite for a validly\nissued Final Written Warning.\u003C\u002Fp>\n\n\u003Cp>7.4.9 The employee will be requested to sign the warning form. His or her\nsignature shall be an acknowledgement of receipt of the warning and not\nnecessarily and admission of its contents. Any disagreement or refusal to sign\nthe warning form should be noted on the form. Management will not insist on the\nemployee's signature as this is not a prerequisite for the validity of the\nwarning.\u003C\u002Fp>\n\n\u003Cp>7.4.10 The white copy of the warning form shall be given to the employee.\nThe pink copy of the warning form shall be returned to the Human Resource\nManager and shall be filed in the employee’s personal file. The blue copy of\nthe form shall remain in the supervisor’s\u002Fmanager’s disciplinary warning\nbook.\u003C\u002Fp>\n\n\u003Cp>7.4.11If any employee is alleged to have committed a dismissible offence in\nterms of the Disciplinary Code or already has a final written warning on file\nand then commits a further act of misconduct, a disciplinary hearing will be\nnecessary to enquire into that act or further act of misconduct.\u003C\u002Fp>\n\n\u003Ch3>7.5 Duration Of Warnings\u003C\u002Fh3>\n\n\u003Cp>Written, and Severe Written Warnings will remain valid for a maximum period\nof 3 months and Final Written Warnings for a maximum period of 6 months\u003C\u002Fp>\n\n\u003Cp>Management may in its discretion issue any warning for a shorter period.\nAfter the warning has expired it will no longer count against the employee for\nany future disciplinary purposes.\u003C\u002Fp>\n\n\u003Ch3>7.6 Dismissal\u003C\u002Fh3>\n\n\u003Cp>No employee may be dismissed for misconduct without the benefit of a\ndisciplinary hearing.\u003C\u002Fp>\n\n\u003Cp>Dismissal may be on notice or summarily without notice, depending upon the\nseverity of the act of misconduct. Should the offence be of such a nature that\ndismissal may be warranted in law, no notice will be paid.\u003C\u002Fp>\n\n\u003Ch3>7.7 Suspension Without Pay\u003C\u002Fh3>\n\n\u003Cp>An employee may be suspended without pay for a period of time, as an\nalternative to dismissal. Such period however shall not exceed one month and\nshall only be authorised as a disciplinary sanction by the Human Resources\nManager and\u002For the Operations Manager\u003C\u002Fp>\n\n\u003Ch3>7.8 Suspension Pending The Outcome Of A Disciplinary Hearing\u003C\u002Fh3>\n\n\u003Cp>7.8.1 In cases where a manager becomes aware of a serious allegation of\nmisconduct against an employee, and such allegation if proven may result in the\nemployee’s dismissal; and such manager considers it undesirable that an\nemployee continues working at his post of duty while an investigation into the\nalleged misconduct is taking place, the Human Resources Manager \u002F Operational\nManager may suspend the employee on pay pending the outcome of a disciplinary\nhearing. The employee’s pay entitlement shall cease on the date of his\ndismissal\u003C\u002Fp>\n\n\u003Cp>7.8.2 During the period of paid suspension, employees shall be paid at a\nrate of 40 hours per week, basic pay.\u003C\u002Fp>\n\n\u003Cp>7.8.3 Whilst suspended from duty, waged employees should make themselves\navailable as and when required, to report in terms of their Contract of\nEmployment \u002F assist in any disciplinary investigation by reporting to the Human\nResources Manager \u002F Operational Manager. Management reserves the right not to\npay the employee should such employee fail to report as required, and to take\nfurther disciplinary action with regards such employee’s absence. Read with\nthe provisions of Clause\u003C\u002Fp>\n\n\u003Cp>9.2, the employee shall remain suspended pending the outcome of his\u002Fher\ndisciplinary hearing, unless otherwise advised by management.\u003C\u002Fp>\n\n\u003Cp>7.8.4 Any employee who has been formally notified to attend a disciplinary\nhearing shall be permitted to report to the Human Resources Manager \u002F\nOperational Manager or any person nominated by the Human Resources Manager \u002F\nOperational Manager may telephone on a daily basis and shall not under such\ncircumstances be required to report to the company's offices.\u003C\u002Fp>\n\n\u003Cp>Whilst suspended from duty salaried employees may be required, in terms of\ntheir Contract of Employment, to \"tender their services” by reporting to the\nHuman Resources Manager or their respective Head of Department at 08h00 on a\ndaily basis. Management reserves it right not to pay the employee should such\nemployee fail to report as required, and to take further disciplinary action\nwith regards such employee's absence.\u003C\u002Fp>\n\n\u003Cp>Appeals Against Disciplinary Warnings Issued\u003C\u002Fp>\n\n\u003Cp>An employee may appeal against a written, severe or final written warning\nwithin 7 days of having signed acknowledgement of receipt of the warning.\u003C\u002Fp>\n\n\u003Cp>Appeals against disciplinary warnings should be made in writing, using the\nadvised company procedure outlining the reason and\u002For nature for the appeal;\nand submitted to the Human Resources Department.\u003C\u002Fp>\n\n\u003Cp>A manager other than the manager who issued the disciplinary warning, which\nis being appealed against, will consider the appeal. Such appeal must be\nconsidered within 7 days of the appeal having been lodged.\u003C\u002Fp>\n\n\u003Cp>The manager considering the appeal is authorised, after consultation with\nthe Human Resources Manager, in his or her discretion to either confirm or\nreverse the warning concerned, or to apply a different disciplinary measure,\nprovided that such measure shall not include dismissal, and shall communicate\nthe decision to the employee in writing.\u003C\u002Fp>\n\n\u003Cp>The decision of the manager considering the appeal shall be final, but shall\nnot preclude the employee from invoking any statutory dispute resolution\nmechanism that may be prescribed by the Ghana Labour Act [Act 651 of 2003],\nshould he\u002Fshe be dissatisfied with the decision of the manager who considered\nthe appeal.\u003C\u002Fp>\n\n\u003Cp>Disciplinary Hearing\u003C\u002Fp>\n\n\u003Cp>A formal disciplinary hearing shall be held where the employee’s alleged\nmisconduct constitutes an act of gross misconduct (i.e. where in terms of the\nDisciplinary Code the recommended penalty for such misconduct is dismissal), or\nwhere, in terms of the concept of progressive discipline a repeat offence is\nalleged and a dismissal penalty could be considered.\u003C\u002Fp>\n\n\u003Cp>9 2. The disciplinary hearing shall commence within 7 days of the date on\nwhich the company became aware of and completed an investigation into the\nalleged act of misconduct, or such longer period as may be reasonable in the\ncircumstances pertaining to a particular case.\u003C\u002Fp>\n\n\u003Cp>9.3. The essential elements for a fair disciplinary hearing include the\nfollowing:\u003C\u002Fp>\n\n\u003Cp>9.3.1 A impartial Presiding Officer (i.e a manager not employed in the same\nbusiness unit as the employee (i.e. a manager to whom the employee does not\nreport), or who was not involved in the investigation into the employee’s\nalleged misconduct, or who does not have a vested interest into the outcome of\nthe disciplinary hearing);\u003C\u002Fp>\n\n\u003Cp>9.3.2. A clear description of the alleged misconduct (i.e. date, time, place\netc);\u003C\u002Fp>\n\n\u003Cp>9.3.3. sufficient time for the employee to prepare (i.e. minimum 2 days);\u003C\u002Fp>\n\n\u003Cp>9.3.4. the right of the employee to be represented by a fellow employee,\nprovided that such employee is employed in the same Geographic Region as that\nof the accused employee;\u003C\u002Fp>\n\n\u003Cp>9.3.5. the right to have an interpreter present at the disciplinary hearing,\nif necessary;\u003C\u002Fp>\n\n\u003Cp>9.3.6. the opportunity for the parties to state their cases fully;\u003C\u002Fp>\n\n\u003Cp>9.3.7. the right of each party to call and cross-examine each other's\nwitnesses, and to present evidence in support of their respective cases;\u003C\u002Fp>\n\n\u003Cp>9.3.8. the right for the employee to present evidence in mitigation of a\npenalty decision;\u003C\u002Fp>\n\n\u003Cp>9.3.9. a written decision of facts established on a balance of probabilities\nwith reasons for such findings;\u003C\u002Fp>\n\n\u003Cp>9.3.10. the right to appeal to a higher level of management.\u003C\u002Fp>\n\n\u003Cp>9.4. The participants and their roles in the hearing shall be as follows:\u003C\u002Fp>\n\n\u003Cp>9 4. The Presiding Officer of the hearing shall be a manager as defined in\n9.3.1 above and appointed by the Human Resources Manager. The role of the\nPresiding Officer\u003C\u002Fp>\n\n\u003Cp>shall be to.\u003C\u002Fp>\n\n\u003Cp>a. ensure that the employee has been served with a “Notice To Attend A\nDisciplinary Hearing” and that the employee has been notified of his rights\nin terms of such notification,\u003C\u002Fp>\n\n\u003Cp>b. conduct the disciplinary hearing and cause minutes of the proceedings to\nbe kept in the “Record Of A Disciplinary Hearing” document:\u003C\u002Fp>\n\n\u003Cp>c. check that all aspects of procedural fairness have been complied with;\u003C\u002Fp>\n\n\u003Cp>d. within 3 days of the conclusion of the disciplinary hearing, prepare and\ndeliver his or her written findings and reasons to the Human Resources\nManager.\u003C\u002Fp>\n\n\u003Cp>9.42 The company’s representative (or complainant) shall be the person who\ninitiated and investigated the alleged misconduct. The company\nrepresentative’s role shall be to present and lead evidence in terms of the\ncompany’s case at the disciplinary hearing.\u003C\u002Fp>\n\n\u003Cp>9.4.3 The employee shall be the employee accused of misconduct. The\nemployee’s role shall be to state his or her case and cross-examine the\ncompany’s representative and other company witnesses. If the employee has\nappointed a representative, the representative will conduct his or her case.\u003C\u002Fp>\n\n\u003Cp>9.4.4 The employee’s representative (or Local Union Executive) shall be a\nfellow employee employed in the same Region as that of the accused employee, or\na Local Union Executive of a trade union having organisational rights within\nthe company, appointed by the employee to represent him\u002Fher. The employee\nrepresentative’s role shall be to present the employee’s case,\ncross-examine any company witnesses and to present and lead evidence in terms\nof the employee’s case at the disciplinary hearing.\u003C\u002Fp>\n\n\u003Cp>9.4.5 Witnesses shall be persons called to give evidence at the disciplinary\nhearing by either the company’s representative or the employee or his\u002Fher\nrepresentative.\u003C\u002Fp>\n\n\u003Cp>9.4.6 A secretary\u002Fnotetaker where appointed by the Presiding Officer, shall\nrecord the written minutes of the disciplinary hearing. Should no such\nsecretary be appointed, the presiding officer shall record the minutes of the\ndisciplinary hearing.\u003C\u002Fp>\n\n\u003Cp>94.7 The record of the proceedings of the disciplinary hearing shall remain\nthe property of the company. A copy of such record may be made available to the\naccused employee by the Human Resources Manager in his\u002Fher sole discretion upon\nwritten application by the accused employee, or upon the referral of the matter\nto the National Labour Commission for Conciliation, Mediation and\nArbitration.\u003C\u002Fp>\n\n\u003Ch2>10. Procedure For Conducting A Disciplinary Hearing\u003C\u002Fh2>\n\n\u003Cp>10.1 All parties to a Disciplinary Hearing shall attend such hearing in full\ncompany uniform, if such uniform has been issued.\u003C\u002Fp>\n\n\u003Cp>10.2 The employee shall be given no less than 2 days’ prior notice of the\ndate, time and place of the disciplinary hearing in the form of a “Notice To\nAttend A Disciplinary Hearing”.\u003C\u002Fp>\n\n\u003Cp>10.3 Copies of relevant documents which the company representative intends\nto use in support of his case at the hearing will be given to the employee upon\nthe commencement of the disciplinary hearing.\u003C\u002Fp>\n\n\u003Cp>10.4 Should the employee and\u002For his\u002Fher representative be absent without\nvalid reason or cause, from the first scheduled date of the disciplinary\nhearing, the Presiding Officer shall postpone the disciplinary hearing to an\nalternative date, and shall advise the accused employee of such postponement in\nwriting, also advising of the alternative scheduled date. Should the accused\nemployee and\u002For his\u002Fher representative be absent without valid reason or cause,\nfrom the second alternative scheduled date of the disciplinary hearing, the\nhearing shall then proceed in the employee’s absence.\u003C\u002Fp>\n\n\u003Cp>10.5 The company’s representative will outline the complaint against the\nemployee and call relevant witnesses to give evidence to prove the alleged\nmisconduct. The employee or his representative may cross-examine the\ncompany’s witnesses.\u003C\u002Fp>\n\n\u003Cp>10.6 Thereafter, the employee will be given the opportunity to state his\u002Fher\ncase and to call witnesses to support his\u002Fher case. The company’s\nrepresentative shall be entitled to cross-examine the employee and the\nemployee’s witnesses.\u003C\u002Fp>\n\n\u003Cp>10.7 After both sides have led their evidence and had the opportunity to\ncross-examine each other’s witnesses, the representatives will sum up their\nrespective cases and present closing arguments to the Presiding Officer for\nhis\u002Fher consideration.\u003C\u002Fp>\n\n\u003Cp>10.8 The Presiding Officer may at any time during the disciplinary hearing\nproceedings ask questions of either of the parties for clarification.\u003C\u002Fp>\n\n\u003Cp>10.9 If the Presiding Officer finds on a balance of probabilities that the\nemployee committed the alleged act\u002Fs of misconduct and there are valid grounds\nfor dismissal, he or she shall first consider and, if appropriate, take any\nevidence in mitigation into account before deciding on an appropriate\npenalty\u003C\u002Fp>\n\n\u003Cp>1010. The employee shall be informed in writing of the decision and the\nreasons therefore, within 7 days of the conclusion of the disciplinary hearing.\nThe employee shall also be informed of his\u002Fher right to appeal the decision\nand\u002For penalty, and also of his\u002Fher right to refer the dismissal to the\nNational Labour Commission within 30 days of the date of the employee’s\ndismissal\u003C\u002Fp>\n\n\u003Cp>11. Consideration For Dismissal For Misconduct\u003C\u002Fp>\n\n\u003Cp>In considering a case, the disciplinary hearing Presiding Officer should\ntake the following factors into account before deciding to dismiss:\u003C\u002Fp>\n\n\u003Cp>11.1 Does the rule, which the employee is alleged, to have breached\nexist?\u003C\u002Fp>\n\n\u003Cp>11.2 Was the employee aware of the rule?\u003C\u002Fp>\n\n\u003Cp>11.3 Is the rule legitimate?\u003C\u002Fp>\n\n\u003Cp>11.4 Did the employee on a balance of probabilities breach the rule?\u003C\u002Fp>\n\n\u003Cp>11.5 Is the dismissal penalty appropriate in the context of the facts of the\ncase, the Disciplinary Code and evidence submitted by the employee in\nmitigation?\u003C\u002Fp>\n\n\u003Cp>11.6 Has there been consistency in the company in the application of the\nrule in\u003C\u002Fp>\n\n\u003Cp>similar cases in the past?\u003C\u002Fp>\n\n\u003Cp>12. Appeals Against The Decision Of A Disciplinary Hearing\u003C\u002Fp>\n\n\u003Cp>12.1 An employee may appeal against the decision of a disciplinary hearing\nby completing and submitting to the Human Resources Manager an “Appeal Letter\nwithin 7 days of receipt of the Presiding Officer’s written decision. The\nappeal should clearly set out the grounds of appeal with a detailed explanation\nof the grounds of appeal\u003C\u002Fp>\n\n\u003Cp>12.2 If an appeal is not made within 7 days, the decision of the Presiding\nOfficer of the disciplinary hearing shall be binding.\u003C\u002Fp>\n\n\u003Cp>12.3 An appeal review will be conducted within 14 days of receipt of the\nrequest for an appeal, or within such period as is reasonably practical in the\ncircumstances\u003C\u002Fp>\n\n\u003Cp>12.4 The appeal shall be considered by the most senior manager of the\noperating\u003C\u002Fp>\n\n\u003Cp>unit (i.e. Operational Director, General Manager or Head Of Department)\nprovided that such person has not been involved in the case at any stage. If\nthe manager has been involved, the company shall nominate an alternative\nmanager.\u003C\u002Fp>\n\n\u003Cp>12.5 The appeal shall be treated as a review of the original disciplinary\nhearing and therefore, it shall not be necessary to reconvene the disciplinary\nhearing as an appeal hearing, unless the appeal is based upon the submission of\nnew evidence not presented at the original disciplinary hearing, and in the\nview of the Human Resources Manager, such reconvening of the disciplinary\nhearing is necessary to ensure fairness to the employee. The employee shall,\nhowever be allowed to make any submissions in writing to the Appeal Officer.\nThe company representative shall be permitted to submit to the Appeal Officer\nany counter-argument on behalf of the company, concerning the employee’s\ngrounds of appeal.\u003C\u002Fp>\n\n\u003Cp>12.6 Prior to the appeal review the Appeal Officer shall be provided with a\ncopy of the disciplinary hearing record and all relevant documents pertaining\nto the dismissal of the employee, with the written recommendations of the Human\nResources Manager and the employee’s personal file.\u003C\u002Fp>\n\n\u003Cp>12.7 The Appeal Officer shall decide on the outcome of the appeal within 7\ndays of the conclusion of the appeal hearing and provide written reasons for\nhis\u002Fher decision.\u003C\u002Fp>\n\n\u003Cp>12.8 The decision of the Appeal Officer shall be final and binding upon the\nparties.\u003C\u002Fp>\n\n\u003Cp>13. Implementation Of Disciplinary Decisions\u003C\u002Fp>\n\n\u003Cp>The Human Resources Department shall initiate the necessary procedures to\nimplement the final decision of either the Presiding Officer of the\ndisciplinary hearing should an appeal not be lodged timeously, or at all; or\nalternatively the decision of the Appeal Officer of the appeal hearing.\u003C\u002Fp>\n\n\u003Ch2>9.0 INTERDICTION\u003C\u002Fh2>\n\n\u003Cp>Where the worker is suspected of committing an offence which cannot be\nproven immediately through the normal disciplinary hearing, the worker shall be\ninterdicted on half basic pay pending further investigations by the\ndisciplinary committee on which the Local Union may be represented. The period\nof interdiction pending the said disciplinary investigations shall not exceed\nsix (6) months from the date of interdiction.\u003C\u002Fp>\n\n\u003Cp>In event where the worker is exonerated, the worker shall be recalled and\nreinstated to his former position and shall be paid full rate at basic pay for\nthe period of interdiction.\u003C\u002Fp>\n\n\u003Cp>In the event where the worker is found guilty of the offence after the\ninvestigation, the worker may be dismissed. However, depending on the gravity\nof the offence, the employer may consider an alternative punishment in place of\na summary dismissal.\u003C\u002Fp>\n\n\u003Ch2>10.0 NOTICE OF TERMINATION OF APPOINTMENT\u003C\u002Fh2>\n\n\u003Cp>10.1 TERMINATION \u002F RESIGNATION: -\u003C\u002Fp>\n\n\u003Cp>a. In an event where either party wishes to terminate the contract of\nemployment, the party with the intent shall serve the other party a notice\ntogether with the reasons for the intent of terminating the employment\ncontract.\u003C\u002Fp>\n\n\u003Cp>b. The periods of notice with their lengths of service shall be as follows :\n-\u003C\u002Fp>\n\n\u003Cp>c. Employees who are serving probation and have not completed may have their\ncontracts of employment terminated without notice.\u003C\u002Fp>\n\n\u003Cp>d.Where the employee has served the Company for less than three [3] years\nbut more than three months; a two [2] week period of notice or two [2] weeks\npay in lieu of notice shall be given.\u003C\u002Fp>\n\n\u003Cp>e. Where the employee has served the Company for three [3] years and above,\none [1] month notice or one [1] month pay in lieu of notice shall be given\u003C\u002Fp>\n\n\u003Cp>f. The two [2] weeks and one [1] month pay in lieu as provided in [b] and\n[c] above shall be the employee’s basic salary without allowances \u002F overtime\nin instances where there is no outstanding allowances \u002F overtime yet to be paid\nat the time of terminating the contract of employment.\u003C\u002Fp>\n\n\u003Cp>g. Where there are outstanding allowances \u002F overtime yet to be paid, the\nemployee shall be paid such allowances \u002F overtime in addition to any\noutstanding leave days that is due the employee.\u003C\u002Fp>\n\n\u003Ch2>11. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>In the event of redundancies, the Company shall comply fully with the\nprovisions of Section 65 of the Labour Act 2003; Act 651.\u003C\u002Fp>\n\n\u003Cp>a. In the event where a contract at a particular location is being\nterminated and the Company contemplates laying off the employees particularly\nlocated in that location instead of redeployment to other locations where other\nexisting contracts can absorb the employees concerned, the concerned employees\nshall be deemed as being declared redundant.\u003C\u002Fp>\n\n\u003Cp>b. In event of redundancy, the Company shall notify the Union and the Chief\nLabour Officer prior to the issues of the redundancy notices one [1] month in\nadvance of the intended action.\u003C\u002Fp>\n\n\u003Cp>c. The Company shall notify the affected employee of such redundancy one [1]\nmonth in advance of the intended action or pay one [1] month salary in lieu of\nnotice.\u003C\u002Fp>\n\n\u003Cp>d. The effective date of the redundancy shall be communicated to the Union\nand the Chief Labour Officer before the intended action.\u003C\u002Fp>\n\n\u003Cp>e. The Union shall be furnished with the list of the names, grades and dates\nof employment of employees to be affected by the redundancy exercise before the\ndate for the final action.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>f.Any worker who is declared redundant shall be entitled to one month basic\nsalary multiplied by the number of years served.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>12. LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>a. The Employer shall institute a long Service Award Program to cover all\nemployees who have served the Company for ten [10] years and above.\u003C\u002Fp>\n\n\u003Cp>b. Long service awards shall comprise coupons whose values shall be\ndetermined by Management in consultation with the Local Union Executives.\u003C\u002Fp>\n\n\u003Cp>c. Employees who qualify for the awards under the programme are eligible to\nuse the coupons to purchase household appliances of their choice from\ndesignated shopping centers\u003C\u002Fp>\n\n\u003Cp>d. In all cases, certificates of service indicating the period of service\nand job title shall be awarded to the qualifying employee by the employer\u003C\u002Fp>\n\n\u003Cp>e. Qualifying employees shall inform Management and the Union of their\nqualification: and Management shall in consultation with the Union organize the\naward ceremony.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>13. PROVIDENT FUND\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>a.The Company shall institute and operate a provident fund scheme for all\nher employees who have served for a minimum period of six (6) months\ncontinuously.\u003C\u002Fp>\n\n\u003Cp>b. The provident fund scheme shall provide that the employee contributes\n[2.0%] of his monthly basic salary and the employer shall also contribute\n[3.0%] of the worker’s monthly basic salary into the fund.\u003C\u002Fp>\n\n\u003Cp>c. The Provident Fund shall be administered by a Board of Trustees which\nshall comprise representations from Management, the Local Union and the\nNational Union.\u003C\u002Fp>\n\n\u003Cp>d. The Board of Trustees shall draw the Rules and Regulations which shall\nguide the administration of the fund. Copies of the Rules and Regulations shall\nbe made available to Management, the Local Union Leadership and the National\nUnion Leadership.\u003C\u002Fp>\n\n\u003Cp>e. On a worker being dismissed, Account ‘A’ being the worker’s\ncontribution plus the accrued interest shall be paid to the worker.\u003C\u002Fp>\n\n\u003Cp>f. On a worker retiring on the grounds of ill health, old age. redundancy,\ndeath and resignation from the employment of the Company, both Accounts ’A’\nand ‘B’ plus the accrued interests shall be paid to the worker,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>14. RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>a. The statutory retirement age shall be as provided in the National Social\nSecurity Law [1991] [[PNDCL 247]\u003C\u002Fp>\n\n\u003Cp>b. An employee who wishes to retire voluntarily shall give the Company three\n[3] months notice in writing.\u003C\u002Fp>\n\n\u003Cp>c. When the employee has reached the retirement age. he shall be notified by\nthe Company in writing three months prior to the date of retirement.\u003C\u002Fp>\n\n\u003Cp>d. Voluntary retirement age shall be 55 years while compulsory retirement\nage shall be 60 years.\u003C\u002Fp>\n\n\u003Ch2>15. RETURN OF COMPANY PROPERTY AT THE END OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>a.For whatever reason an employee's service ends with the Company, [i.e.\nresignation retirement, redundancy or termination \u002Fdismissal], the employee is\nrequired to return any company property supplied to him. Failure to do so shall\nresult to the cost being deducted from the employee’s entitlements.\u003C\u002Fp>\n\n\u003Ch2>16. SALE OF COMPANY’S USED PROPERTY\u003C\u002Fh2>\n\n\u003Cp>a.Should the Company decide to sell its used property, the employees may be\ngiven first option to purchase.\u003C\u002Fp>\n\n\u003Ch2>17. GRIEVANCE PROCEDURE - INDIVIDUAL GRIEVANCE\u003C\u002Fh2>\n\n\u003Cp>a. If an employee has a complaint that involves another employee or other\nemployees, they should first of all try to informally resolve the matter by\ndirect approach to the employee or employees involved.\u003C\u002Fp>\n\n\u003Cp>b. If the matter remains unresolved, the employee may request a meeting with\ntheir own line manager or supervisor who will try to resolve the issue. The\nmeeting should be held within 10 working days of the submission of the\nrequest.\u003C\u002Fp>\n\n\u003Cp>c. If the complaint is against the line manager or supervisor or there is\nanother reason why the employee does not wish to raise it with their line\nmanager or supervisor, they should seek advice from HR on how to deal with the\ncomplaint.\u003C\u002Fp>\n\n\u003Cp>d.If after any action to resolve the grievance taken by the manager or\nsupervisor, the employee is still dissatisfied, they may proceed to the formal\nstage of the procedure as follows:\u003C\u002Fp>\n\n\u003Cp>e. If the complaint has not been resolved at the informal stage and the\nemployee wishes to proceed to the formal stage, the employee may do so and the\ncomplaint will be heard by a panel. The employee must set out in writing the\nnature of their complaint and the reasons why they are dissatisfied with the\noutcome of the informal stage. The employee should explain how they think it\nshould be settled. This must be submitted to the complainant’s head of\ndepartment with a copy to Human Resource.\u003C\u002Fp>\n\n\u003Cp>f. Should the complaint relate to a process or decision, the head of\ndepartment will appoint an investigating officer who will be asked to provide a\nfull written report together with any relevant documents The investigation\nshould be conducted as quickly as possible while allowing for all relevant\ninformation and evidence to be gathered. A timescale for this will be agreed\nbetween the employee and\u002For his representative and HR\u003C\u002Fp>\n\n\u003Cp>g. Should the complaint be against a named individual or individuals, the HR\ndepartment will give them a copy of the complaint at the earliest opportunity.\nThe individual will present their response at the hearing and it would not\nnormally be necessary to conduct an investigation.\u003C\u002Fp>\n\n\u003Cp>h. The panel will consist of a senior manager and another manager with a\nmember of HR to advice. Where possible, there should be a gender balance. The\nhearing will be held within 10 working days of receipt of the investigating\nofficer’s report, or within 5 working days of the complaint being received if\nit is against an individual. The employee will be given 2 working days notice\nthat the hearing is to be held. The employee may request an alternative date to\nallow up to an additional 5 working days.\u003C\u002Fp>\n\n\u003Cp>i. Any relevant written information or evidence must be made available to\nall parties at the earliest opportunity and, in any case, 24 hours before the\nhearing.\u003C\u002Fp>\n\n\u003Cp>j. All parties involved will be allowed to attend and make representations\nat the meeting as well as the right to be accompanied by a fellow employee of\nchoice or trade union official and should the employees wish to exercise this\nright, then it is their responsibility to make the arrangements. Witnesses may\nbe called.\u003C\u002Fp>\n\n\u003Cp>k. Refusal of either party to attend shall not invalidate the\nproceedings.\u003C\u002Fp>\n\n\u003Cp>I. The panel, in seeking to resolve the complaint, may adjourn the meeting\nor defer a decision if more information is required.\u003C\u002Fp>\n\n\u003Cp>m. The decision of the panel, reasons for that decision and any redress will\nbe communicated to the employee who has made the complaint. Where the complaint\nis against an individual, both parties will be given a copy of the decision.\nThis will be handed to the employee whenever possible or posted directly by\nrecorded delivery to the employee within 3 working days of the hearing and to\nthe employee's representative, where applicable.\u003C\u002Fp>\n\n\u003Cp>n. Should the complainant wish to appeal against the decision of the panel\nthey must do so. in writing, to the Head of HR within 5 working days of being\ninformed of the decision.\u003C\u002Fp>\n\n\u003Cp>o. A request for an appeal must specify the grounds of the appeal preferably\nunder one or more of the following headings:\u003C\u002Fp>\n\n\u003Cp>i. thenature of any redress\u003C\u002Fp>\n\n\u003Cp>ii. thefinding of the hearing on a point of fact which is pertinent to the\ndecision of the hearing\u003C\u002Fp>\n\n\u003Cp>iii. afailure to adhere to the published procedure\u003C\u002Fp>\n\n\u003Cp>p. A member of the original panel will attend to present their findings and\nreasons for their decision. The employee and the manager presenting the case\nshould use the guidance document (available from HR) as best practice for the\npresentation of their respective case statements. Witnesses may be called.\u003C\u002Fp>\n\n\u003Cp>q. The appeal will be heard by a nominated Senior Manager with a member of\nHR to advice. The appeals panel members, the employee and the management\nrepresentative should receive the written cases five working days before the\nhearing. The format of the appeal hearing will depend upon the nature of the\nappeal.\u003C\u002Fp>\n\n\u003Cp>r. The panel will hear all or part of the previous hearing depending upon\nthe nature of the appeal. The panel has the scope to:\u003C\u002Fp>\n\n\u003Cp>i.uphold all or part of the previous decision\u003C\u002Fp>\n\n\u003Cp>ii.not uphold the previous decision\u003C\u002Fp>\n\n\u003Cp>s. If the panel decides either to uphold only part of the previous decision\nor not to uphold the previous decision, it may at its discretion substitute an\nappropriate remedy of its own choosing.\u003C\u002Fp>\n\n\u003Cp>t. Within 3 working days of the appeal, the panel will record the decision\nand hand it to the employee wherever possible otherwise it will be posted\ndirectly by recorded delivery.\u003C\u002Fp>\n\n\u003Cp>u. The decision of the appeals panel is final.\u003C\u002Fp>\n\n\u003Ch3>17.1 GRIEVANCE PROCEDURE - GROUP GRIEVANCE\u003C\u002Fh3>\n\n\u003Cp>Grievances that emanate from a group of employees shall be handled as\nfollows\u003C\u002Fp>\n\n\u003Cp>a. The employees involved shall with the assistance of their Local Union\nExecutives set out the complaint in writing. The written complaint which should\nbe signed shall be forwarded to the Line or Contract Manager and copied to the\nHuman Resource Manager.\u003C\u002Fp>\n\n\u003Cp>b. A maximum of three (3) mandated representatives of the affected employees\nshall meet with the Line and\u002For Contract Manager and the Human Resource Manager\nor his representative to resolve the matters raised by the employees.\u003C\u002Fp>\n\n\u003Cp>c. If the matter remains unresolved, the General Manager shall take up the\nmatter with the Line Manager, the Human Resource Manager and Representatives of\nthe affected employees at both the local and national levels.\u003C\u002Fp>\n\n\u003Cp>d.If the matter still remains unresolved, the National Labour Commission\nshall be consulted for a resolution of the matter as per the provisions of the\nLabour Act 2003; Act 651.\u003C\u002Fp>\n\n\u003Ch3>17.2. TRADE DISPUTES\u003C\u002Fh3>\n\n\u003Cp>Trade Disputes shall be defined as disagreements and conflicts that may\narise from issues outside the provisions of this Collective Agreement between\nthe National Union and Management.\u003C\u002Fp>\n\n\u003Cp>PROCEDURE FOR RESOLVING TRADE DISPUTES\u003C\u002Fp>\n\n\u003Cp>STEP (1)\u003C\u002Fp>\n\n\u003Cp>a. Either party to this collective agreement shall serve a grievance notice\nto the appropriate party in connection with the Trade Dispute on hand within a\nmaximum period of one (1) month from the date of its occurrence\u003C\u002Fp>\n\n\u003Cp>b. The Standing Negotiating Committee shall convene and make all efforts to\nresolve the Trade Dispute in question at the enterprise level.\u003C\u002Fp>\n\n\u003Cp>c. The Standing Negotiating Committee shall convene for the attempt and\neffort to resolve the Trade Dispute in question within a maximum period of one\n(1) week from the time and date of service of the notice. However, in emergency\nsituations, the period of notice may be shorter.\u003C\u002Fp>\n\n\u003Cp>STEP (2)\u003C\u002Fp>\n\n\u003Cp>In event when the Standing Negotiating Committee fails to resolve the Trade\nDispute at the enterprise level, either party may proceed to refer the Trade\nDispute to the National Labour Commission for a final settlement as per Article\n7.1 of this Collective Agreement.\u003C\u002Fp>\n\n\u003Ch2>18. STRIKES, LOCK-IN AND LOCK-OUTS\u003C\u002Fh2>\n\n\u003Cp>a. The conditions regarding strikes and lock outs \u002F lock ins shall be in\naccordance with the provisions of the Labour Act 651 of 2003 and any amendments\nthere to and the provisions of the Company’s disciplinary code.\u003C\u002Fp>\n\n\u003Ch2>19. TRAINING WITHIN \u002F OUTSIDE INDUSTRY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>a. The Company undertakes to train employees to upgrade their skills and\nknowledge about their job functions \u002F descriptions either internally or\nexternally whenever it becomes necessary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>20. LICENCES RENEWALS FOR DRIVERS \u002F OPERATORS\u003C\u002Fh2>\n\n\u003Cp>a. All employees whose jobs require the use of Company motor vehicles and\nmotorbikes shall own valid drivers licenses. All such licenses shall be renewed\nby their owners at least a month before their expiry dates and copies of same\nimmediately submitted to the Transport Manager.\u003C\u002Fp>\n\n\u003Cp>b. All employee drivers and riders undertake to submit copies of their\nlicenses to the Transport Manager.\u003C\u002Fp>\n\n\u003Ch2>21. RESPONSIBILITIES OF BOTH PARTIES TO THIS COLLECTIVE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>a. Both parties recognize that this Collective Agreement imposes duties and\nresponsibilities on the UNION as well as the Company\u002FEmployer.\u003C\u002Fp>\n\n\u003Cp>b. All disputes, difficulties and grievances arising between the parties\nconcerning this Collective Agreement shall be resolved in accordance with the\nGrievance Procedure as provided for in this agreement.\u003C\u002Fp>\n\n\u003Ch2>22. SIGNATORIES TO THIS COLLECTIVE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This Collective Agreement is applicable to all workers as well as subsequent\nworkers who are covered by the Collective Bargaining Certificate in witness\nwhereof the parties have hereunto set their seals and names on thisday of\n2009\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED ON BEHALF OF G4S GHANA LIMITED \u003C\u002Fp>\n\n\u003Cp>SIGNED ON BEHALF OF UNION OF PRIVATE SECURITY PERSONNEL BY\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            ",{"maternityexcludedtrigger":44,"disabilitypay":48,"sexualhar":52,"jobsecuritymothers":56,"maternitydifferenttrigger":60,"paidmaternityleaveduration":62,"overtimeallowanceperc1_general":66,"maternity_nursing_breaks_length":70,"alternatives":73,"hourspday_select":75,"maternity_nursing_breaks_duration":79,"dayspweek":83,"hourspweek_select":85,"childcare":87,"equalitydifferenttrigger":91,"nursingmothers":93,"hourspday":95,"commutingallowanceamount1":97,"contracttrialperiod":101,"maternityotherclause":105,"pensionfund":109,"OVERTIME_trigger":113,"holidaysdays":116,"nursingexcludedtrigger":120,"healthcareaccess":122,"healthinsurance":126,"COMMUTE_trigger":128,"funeralpay":130,"ANNLEAVE_trigger":134,"sundayallowancetype":138,"pregnancyexcludedtrigger":142,"WAGES_determined":144,"healthandsafetypolicy":148,"healthcareaccessrelatives":152,"nursingdifferenttrigger":156,"hourspweek":158,"ONCERISE_trigger":160,"schedulesrestpw":164,"pregnancydifferenttrigger":166,"equalityexcludedtrigger":168,"dayspweek_select":170,"healthinsurancerelatives":172,"paidmaternityleaveall":174,"SCHEDULE_trigger":176,"contracttrial":178,"breastfeeding_workingtime":180,"sicknesspay":184,"SUNDAY_trigger":188,"overtimeallowancetype_general":190,"sundayallowanceperc1":192,"violence":194,"sicknessmaxdays":198,"contractseverancepay1":200,"hivpolicy":204,"SENIOR_trigger":208,"trainingprogrammes":212,"paidmaternityleave":216,"contractseverancepay":218,"PAIDLEAV_trigger":222},{"bindId":45,"name":46,"text":47},"maternityexcludedtrigger","This Collective Agreement [CA] shall cov","This Collective Agreement [CA] shall cover all class of workers who are\ncovered by the Collective Bargaining Certificate: and are in the service of the\nCOMPANY at the time of concluding and signing of this Collective Agreement. It\nshall also cover all workers who are covered by the Collective Bargaining\nCertificate that shall be engaged by the Employer while this Agreement is in\nforce; and shall supersede any existing contract of employment or service\nconditions before this Collective Agreement came into force unless the latter\nseeks to worsen any existing contracts of employment or service conditions.",{"bindId":49,"name":50,"text":51},"disabilitypay","If the transfer of the employee has been","If the transfer of the employee has been necessitated by an incapacitation\nfrom an industrial \u002F occupational accident and it will involve a change in the\njob classification of the employee, the employee may be given the option of\naccepting the transfer or a redundancy on medical grounds.\n\nIn event where the employee accepts the transfer, the employee’s salary \u002F\nwage shall be protected in the new group when the salary range in the new group\nis lower.\n\nWhere the salary range in the new group is higher, the employee's salary \u002F\nwage shall be changed to commensurate his new job classification in that new\ngroup.",{"bindId":53,"name":54,"text":55},"sexualhar","Sexual or other Harassment - constitutes","Sexual or other Harassment - constitutes the unwanted sexual attention given\nby one person (male or female) upon another person (male or female) and\nincludes inappropriate sexual suggestions, overtones or innuendo’s; the\ndisplaying of sexually offensive pictures or items; or physical touching of a\nsexual nature. Harassment may also be an incident that has happened to an\nindividual at the workplace that is unwelcome unwanted and has a destructive\neffect for example:\n\nBullying.\n\n- Spreading malicious rumors, or insulting someone particularly on gender,\nrace or disability grounds:\n\n- Ridiculing or degrading someone - picking on them or setting them up to\nfail;\n\n- Exclusion or victimization;\n\n- Unfair treatment, for example based on race, gender sexual orientation,\npregnancy age disability, religion, HIV status etc:\n\n- Overbearing supervision or other misuses of power or position;\n\n- Unwelcome sexual advances - touching, standing too close and displaying of\noffensive material;\n\n- Making threat\u002Fcomments about job security without foundation;\n\n- Deliberately undermining a competent worker by overloading and constant\ncriticism;\n\n- Preventing individuals progressing by intentionally blocking promotion or\ntraining opportunities",{"bindId":57,"name":58,"text":59},"jobsecuritymothers","An employer shall not dismiss a woman wo","An employer shall not dismiss a woman worker because of her absence from\nwork on maternity leave.",{"bindId":61,"name":46,"text":47},"maternitydifferenttrigger",{"bindId":63,"name":64,"text":65},"paidmaternityleaveduration","Female employees having completed at lea","Female employees having completed at least twelve [12] months service prior\nto their confinement, shall be granted twelve [12] weeks maternity leave paid\nat the basic rates.",{"bindId":67,"name":68,"text":69},"overtimeallowanceperc1_general","3.3 [B] OVERTIME RATES OF PAYMENT Time w","3.3 [B] OVERTIME RATES OF PAYMENT\n\nTime worked in excess of the normal working hours defined in clause [3.3 [A]\nabove will be paid at overtime rates follows:-\n\ni. Normal working days..........115%",{"bindId":71,"name":64,"text":72},"maternity_nursing_breaks_length","Female employees having completed at least twelve [12] months service prior\nto their confinement, shall be granted twelve [12] weeks maternity leave paid\nat the basic rates.\n\nFollowing the employee’s return to work, she shall be allowed feeding time\nof one [1] hour in the morning and one [1] hour in the afternoon until the\nchild is nine [9] months old.",{"bindId":74,"name":58,"text":59},"alternatives",{"bindId":76,"name":77,"text":78},"hourspday_select","Generally, the Company shall maintain th","Generally, the Company shall maintain the normal Eight [8] hour per day\nperiod of work. [i e 40 hours in a week of five [5] days]",{"bindId":80,"name":81,"text":82},"maternity_nursing_breaks_duration","Following the employee’s return to work,","Following the employee’s return to work, she shall be allowed feeding time\nof one [1] hour in the morning and one [1] hour in the afternoon until the\nchild is nine [9] months old.",{"bindId":84,"name":77,"text":78},"dayspweek",{"bindId":86,"name":77,"text":78},"hourspweek_select",{"bindId":88,"name":89,"text":90},"childcare","a. An employee shall be granted compassi","a. An employee shall be granted compassionate leave to attend to the death\nof child, spouse, or parent.\n\nb. In all instances, a maximum of eight [8] clear days within the calendar\nyear, which shall not be deducted from the employee’s annual leave shall be\ngranted upon request.\n\nc. In all cases the number of leave days granted shall be with basic pay.\n\nd Where the employee has exhausted all leave facilities and is faced with\nsimilar emergency situations as described in 4.5 [a] above, the Company may\ngrant leave without pay to the affected employee.",{"bindId":92,"name":46,"text":47},"equalitydifferenttrigger",{"bindId":94,"name":81,"text":82},"nursingmothers",{"bindId":96,"name":77,"text":78},"hourspday",{"bindId":98,"name":99,"text":100},"commutingallowanceamount1","An amount of GHc 5 per month shall be pa","An amount of GHc 5 per month shall be paid to all employees as transport\nsubsidy.",{"bindId":102,"name":103,"text":104},"contracttrialperiod","c. After training, every employee shall ","c. After training, every employee shall serve a probationary period of three\n[3] months.",{"bindId":106,"name":107,"text":108},"maternityotherclause","The period of maternity leave may be ext","The period of maternity leave may be extended for at least two [2]\nadditional weeks where the confinement is abnormal or where in the course of\nthe same confinement two or more babies are born.\n\nWhere an illness, medically certified by a medical practitioner, is due to\nher pregnancy, the woman worker is entitled to additional leave as certified by\nthe medical practitioner.\n\nWhere an illness, medically certified by a medical practitioner, is due to\nher confinement the women worker is entitled to an extension of the leave after\nconfinement as certified by the medical practitioner.",{"bindId":110,"name":111,"text":112},"pensionfund","a.The Company shall institute and operat","a.The Company shall institute and operate a provident fund scheme for all\nher employees who have served for a minimum period of six (6) months\ncontinuously.\n\nb. The provident fund scheme shall provide that the employee contributes\n[2.0%] of his monthly basic salary and the employer shall also contribute\n[3.0%] of the worker’s monthly basic salary into the fund.\n\nc. The Provident Fund shall be administered by a Board of Trustees which\nshall comprise representations from Management, the Local Union and the\nNational Union.\n\nd. The Board of Trustees shall draw the Rules and Regulations which shall\nguide the administration of the fund. Copies of the Rules and Regulations shall\nbe made available to Management, the Local Union Leadership and the National\nUnion Leadership.\n\ne. On a worker being dismissed, Account ‘A’ being the worker’s\ncontribution plus the accrued interest shall be paid to the worker.\n\nf. On a worker retiring on the grounds of ill health, old age. redundancy,\ndeath and resignation from the employment of the Company, both Accounts ’A’\nand ‘B’ plus the accrued interests shall be paid to the worker,",{"bindId":114,"name":68,"text":115},"OVERTIME_trigger","3.3 [B] OVERTIME RATES OF PAYMENT\n\nTime worked in excess of the normal working hours defined in clause [3.3 [A]\nabove will be paid at overtime rates follows:-\n\ni. Normal working days..........115%\n\nii. Standfast.............................150%\n\niii. Sixth [6] day overtime.......115 %\n\niv. Public Holidays..................200 %\n\nv. Off Duty...............................200 %",{"bindId":117,"name":118,"text":119},"holidaysdays","The standard paid leave allocation per e","The standard paid leave allocation per employee shall be as follows:-\n\ni. One year service [12 months]...........15 working days",{"bindId":121,"name":46,"text":47},"nursingexcludedtrigger",{"bindId":123,"name":124,"text":125},"healthcareaccess","a. The company shall reimburse the emplo","a. The company shall reimburse the employee with the cost of registration on\nto the National Health Insurance Scheme (NHIS) on assumption of work.",{"bindId":127,"name":124,"text":125},"healthinsurance",{"bindId":129,"name":99,"text":100},"COMMUTE_trigger",{"bindId":131,"name":132,"text":133},"funeralpay","The Company shall provide funeral assist","The Company shall provide funeral assistance of GHc 25.OO to the employee in\nthe event of the death of a parent who is registered with the Company.\n\nThe Company shall provide funeral assistance of GHc 150.00 to the employee\nin the event of the death of a family member (including spouse and children)\nwho is registered with the Company.\n\nThe Company shall provide funeral assistance of GHc 300.00 to the bereaved\nfamily in the event of the death of a current employee.\n\nDeath benefits payable to the estate of the current employee who dies shall\ninclude the following:-\n\ni. Full severance pay, calculated at one month basic pay for each year of\nservice to the company.\n\nii. Pay to date of employee’s death including all bonuses and\nallowances\n\niii. One additional full month’s pay including all bonuses and\nallowances",{"bindId":135,"name":136,"text":137},"ANNLEAVE_trigger","Paid leave shall include only the employ","Paid leave shall include only the employee’s basic pay\u002Fsalary without\nallowances and monthly incentives \u002F bonuses.",{"bindId":139,"name":140,"text":141},"sundayallowancetype","Time worked in excess of the normal work","Time worked in excess of the normal working hours defined in clause [3.3 [A]\nabove will be paid at overtime rates follows:-\n\ni. Normal working days..........115%\n\nii. Standfast.............................150%\n\niii. Sixth [6] day overtime.......115 %\n\niv. Public Holidays..................200 %\n\nv. Off Duty...............................200 %",{"bindId":143,"name":46,"text":47},"pregnancyexcludedtrigger",{"bindId":145,"name":146,"text":147},"WAGES_determined","b. On engagement, an appointment letter ","b. On engagement, an appointment letter shall be prepared for each employee,\nshowing his grade and salary \u002F wage scale and his period of probation as well\nas his status after successfully completing the probationary period.",{"bindId":149,"name":150,"text":151},"healthandsafetypolicy","a. The provisions of the factories, offi","a. The provisions of the factories, offices and shops Act 1970 [Act328] as\nwell as the provisions on occupational health and safety in the Labour Act\n[651] of 2003 shall be strictly observed.\n\nb. The Company shall make reasonable provisions for the safety and health\nneeds of employees.\n\nc. Adequate protective and safety equipment which will remain the property\nof the Company shall be provided to all employees.\n\nd. Protective and safety equipment supplied by the Company shall solely be\nfor the use of the employee in the performance of his duties. The employee is\nrequired to ensure that equipment issued to him is available for use at the\nplace of work whenever required.\n\ne. To promote safe working conditions and feeling of safety consciousness\namong employees, authorities in various sites and locations shall periodically\nhold safety briefings with employees.\n\nf. In the cases of employees located on mine sites, quarries, precast, smoke\nand dusty areas, there shall be medical checkups sponsored by the Company\nbefore deployment of employees.",{"bindId":153,"name":154,"text":155},"healthcareaccessrelatives","b.The Company shall grant loans to Emplo","b.The Company shall grant loans to Employees for the payment of premiums and\nregistrations of their spouses and up to Two (2) unmarried children below\neighteen (18) years (provided that these dependants were registered with the\nCompany on the employees’ date of hire or as at when they are born) onto the\nNational Health Insurance",{"bindId":157,"name":46,"text":47},"nursingdifferenttrigger",{"bindId":159,"name":77,"text":78},"hourspweek",{"bindId":161,"name":162,"text":163},"ONCERISE_trigger","The Company may pay a bonus based on it ","The Company may pay a bonus based on it achieving its budget in any calendar\nyear. In the event that bonus is paid, it shall be as follows:\n\nI. 0 to 3 months service..........No annual bonus payment\n\nII. 4 to 11 month service........1 month basic pay pro-rated\n\nIII. 12 months and above.......1 month basic pay\n\nPayments of annual bonus to employees shall be made not later than 31s' day\nof January of every year",{"bindId":165,"name":77,"text":78},"schedulesrestpw",{"bindId":167,"name":46,"text":47},"pregnancydifferenttrigger",{"bindId":169,"name":46,"text":47},"equalityexcludedtrigger",{"bindId":171,"name":77,"text":78},"dayspweek_select",{"bindId":173,"name":154,"text":155},"healthinsurancerelatives",{"bindId":175,"name":64,"text":65},"paidmaternityleaveall",{"bindId":177,"name":77,"text":78},"SCHEDULE_trigger",{"bindId":179,"name":103,"text":104},"contracttrial",{"bindId":181,"name":182,"text":183},"breastfeeding_workingtime","Interruptions of work by a nursing mothe","Interruptions of work by a nursing mother for the purpose of nursing her\nbaby shall be treated as working hours and paid for accordingly.",{"bindId":185,"name":186,"text":187},"sicknesspay","Paid sick leave at basic rates which sha","Paid sick leave at basic rates which shall not be deductible from annual\nleave days, shall be granted to employees who are absent from work due to short\nillness. Such sick leave shall always be authorized by a Medical Certificate\nissued by a certified medical practitioner.",{"bindId":189,"name":140,"text":141},"SUNDAY_trigger",{"bindId":191,"name":68,"text":115},"overtimeallowancetype_general",{"bindId":193,"name":140,"text":141},"sundayallowanceperc1",{"bindId":195,"name":196,"text":197},"violence","Intimidation - This offence constitutes ","Intimidation - This offence constitutes the action by an employee or\nemployees, whereby other employees are influenced, frightened and encouraged to\nuse violence, damage company or client property, use abusive language, adopt\nunprocedural industrial action, or to commit any other act of misconduct or a\ncriminal offence.",{"bindId":199,"name":186,"text":187},"sicknessmaxdays",{"bindId":201,"name":202,"text":203},"contractseverancepay1","f.Any worker who is declared redundant s","f.Any worker who is declared redundant shall be entitled to one month basic\nsalary multiplied by the number of years served.",{"bindId":205,"name":206,"text":207},"hivpolicy","f. In the cases of employees located on ","f. In the cases of employees located on mine sites, quarries, precast, smoke\nand dusty areas, there shall be medical checkups sponsored by the Company\nbefore deployment of employees.",{"bindId":209,"name":210,"text":211},"SENIOR_trigger","a. The Employer shall institute a long S","a. The Employer shall institute a long Service Award Program to cover all\nemployees who have served the Company for ten [10] years and above.\n\nb. Long service awards shall comprise coupons whose values shall be\ndetermined by Management in consultation with the Local Union Executives.\n\nc. Employees who qualify for the awards under the programme are eligible to\nuse the coupons to purchase household appliances of their choice from\ndesignated shopping centers\n\nd. In all cases, certificates of service indicating the period of service\nand job title shall be awarded to the qualifying employee by the employer\n\ne. Qualifying employees shall inform Management and the Union of their\nqualification: and Management shall in consultation with the Union organize the\naward ceremony.",{"bindId":213,"name":214,"text":215},"trainingprogrammes","a. The Company undertakes to train emplo","a. The Company undertakes to train employees to upgrade their skills and\nknowledge about their job functions \u002F descriptions either internally or\nexternally whenever it becomes necessary.",{"bindId":217,"name":64,"text":65},"paidmaternityleave",{"bindId":219,"name":220,"text":221},"contractseverancepay","In the event of redundancies, the Compan","In the event of redundancies, the Company shall comply fully with the\nprovisions of Section 65 of the Labour Act 2003; Act 651.\n\na. In the event where a contract at a particular location is being\nterminated and the Company contemplates laying off the employees particularly\nlocated in that location instead of redeployment to other locations where other\nexisting contracts can absorb the employees concerned, the concerned employees\nshall be deemed as being declared redundant.\n\nb. In event of redundancy, the Company shall notify the Union and the Chief\nLabour Officer prior to the issues of the redundancy notices one [1] month in\nadvance of the intended action.\n\nc. The Company shall notify the affected employee of such redundancy one [1]\nmonth in advance of the intended action or pay one [1] month salary in lieu of\nnotice.\n\nd. The effective date of the redundancy shall be communicated to the Union\nand the Chief Labour Officer before the intended action.\n\ne. The Union shall be furnished with the list of the names, grades and dates\nof employment of employees to be affected by the redundancy exercise before the\ndate for the final action.\n\nf.Any worker who is declared redundant shall be entitled to one month basic\nsalary multiplied by the number of years served.",{"bindId":223,"name":118,"text":224},"PAIDLEAV_trigger","The standard paid leave allocation per employee shall be as follows:-\n\ni. One year service [12 months]...........15 working days\n\nii.Two year service [24 months]...........18 working days\n\niii.Three yrs & above.............................21 working days","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA G4S Ghana Limited - 2009\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2009-06-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2011-05-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2009-06-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Security, cleaning, homework\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Private security activities\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                        G4S 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                        UPSP - Union of Private Security Personnel\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            \n\n            \n\n            \n\n            \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: → 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\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: → 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: → Yes\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: → 8 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: → Yes\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            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 15.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 100 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Once only extra payment takes place: → 2009-12\n                \u003C\u002Fdiv>\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                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → GHS 5.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \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",[230],{"title":37,"slug":33},[232],{"type":233,"data":234},"call_to_action_body_block",{"title":235,"description":236,"variant":237,"link":238},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":235,"url":239,"description":235,"rel":240,"type":241},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[243],{"type":233,"data":244},{"title":235,"description":236,"variant":237,"link":245},{"title":235,"url":239,"description":235,"rel":240,"type":241},[]]