[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-for-alisa-hotels-accra-and-the-national-union-of-teamsters-and-general-workers-":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":191,"content_type_view":192,"extra_breadcrumbs":193,"body":195,"body_blocks":206,"related_pages":210},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":189,"translations":190},{"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-for-alisa-hotels-accra-and-the-national-union-of-teamsters-and-general-workers-","2cf509e0-af5f-11e3-aa3d-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-agreement-for-alisa-hotels-accra-and-the-national-union-of-teamsters-and-general-workers-\u002Fcollective-agreement-for-alisa-hotels-accra-and-the-national-union-of-teamsters-and-general-workers-\u002F","Collective Agreement for Alisa Hotels Accra and the National Union of Teamsters and General Workers - 2013","GHA Alisa Hotels-North Ridge - 2013","Ghana - GHA Alisa Hotels-North Ridge - 2013","GHA Alisa Hotels-North Ridge - 2013 - Hospitality, catering, tourism",{"name":41,"data":42},"Collective Agreement for Alisa Hotels Accra and the National Union of Teamsters and General Workers (NUTEG of GFL).html","\n              \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 FOR ALISA HOTELS ACCRA AND THE NATIONAL UNION OF\nTEAMSTERS AND GENERAL WORKERS (NUTEG of GFL)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Preamble\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Agreement is made this 1st day of April 2013 between the Alisa\nHotels-North Ridge, Accra, hereinafter referred to as the employer and the\nNational Union of Teamsters and General Workers (NUTEG of GFL), hereinafter\nreferred to as the Union.\u003C\u002Fp>\n\n\u003Cp>Both parties are jointly mandated under the Labour Act 2003, Act 651 to\nnegotiate terms and conditions of employment as representatives of the parties\nhereto.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 1: Coverage\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall apply to the class of employees classified under the\ncollective bargaining certificate who subscribe to the membership of the\nUnion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 2: Purpose\u003C\u002Fh2>\n\n\u003Cp>It is the intended purpose of the Employer and the Union that the content of\nthis Agreement shall promote and improve harmonious working relationship\ntowards the realization of the corporate goals of the company and improved\nsocio-economic well being of the employees who are members of the Union.\u003C\u002Fp>\n\n\u003Cp>This Agreement is intended to create the platform and atmosphere through the\nmedium of dialogue to resolve all possible labour related conflicts or\nmisunderstandings that may arise in the course of the work through processes\nand procedures provided for under section 108 of the Labour Act 2003, Act 651\nand as variously provided as stated in LI 1822.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 3: Duration\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall come into effect on 1st April 2013 and shall remain\noperational for a period of two (2) years from the date.\u003C\u002Fp>\n\n\u003Cp>Twenty two (22) months after its operation, either party to this Agreement\nmay serve the other party a one (1) month written notice of its intentions to\neither review the agreement for a further period or to discontinue\nimplementation. In either case, the two parties shall meet to negotiate, but\nuntil a new Agreement is negotiated and signed into effect, the existing\nCollective Agreement shall continue to prevail on both parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 4: Definitions\u003C\u002Fh2>\n\n\u003Cp>For a better understanding and effective implementation of the Articles of\nthis Collective Agreement the following shall mean:\u003C\u002Fp>\n\n\u003Cp>a. EMPLOYER shall mean the company registered under the laws of Ghana to\noperate a hotel.\u003C\u002Fp>\n\n\u003Cp>b. EMPLOYEE shall refer to a permanent and temporary worker of Alisa Hotels\nwho is or shall be employed by the company and classified under the Collective\nBargaining Certificate to be covered by this Agreement.\u003C\u002Fp>\n\n\u003Cp>c. MANAGEMENT shall refer to the team of managers duly appointed by the\nEmployer to implement its policies and to ensure the effective implementation\nof the Articles on all matters of employment and non-employment contained in\nthis Collective Agreement and all relevant laws of this land.\u003C\u002Fp>\n\n\u003Cp>d. UNION means the National Union certified by the Labour Act 2003, Act 651\nas the National Union of Teamsters and General Workers of Ghana (NUTEG of\nGFL)\u003C\u002Fp>\n\n\u003Cp>e. MEMBERS shall refer to those employees who exercise their right under the\nlaw to join the Union to promote and protect their socio-economic interest\nwhile in the employment of the company.\u003C\u002Fp>\n\n\u003Cp>f. SALARY means the consolidated basic pay of an employee without any\ndeductions or additions or other incentives or allowances.\u003C\u002Fp>\n\n\u003Cp>g. OFF DUTY shall refer to the statutory two days rest period as agreed by\nthe parties for a worker guaranteed by the law after working for a period of\nforty hours in a week.\u003C\u002Fp>\n\n\u003Cp>h. PAY shall refer to the net earnings of an employee at the end of the\nmonth after all statutory deductions have been effected\u003C\u002Fp>\n\n\u003Cp>i. PROBATION means the period of observation of a newly engaged worker to\ndetermine his\u002Fher level of competence and commitment to work for confirmation\nas a permanent employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 5: Engagement\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>A successful applicant who is offered employment by the company shall be\nserved with an appointment letter which shall contain the following essentials\nof employment:\u003C\u002Fp>\n\n\u003Cp>- Date of employment\u003C\u002Fp>\n\n\u003Cp>- Nature of employment\u003C\u002Fp>\n\n\u003Cp>- Salary at the point of employment\u003C\u002Fp>\n\n\u003Cp>- Period of probation\u003C\u002Fp>\n\n\u003Cp>- Job title and job description\u003C\u002Fp>\n\n\u003Cp>- Hours of work\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 6: Employee Data\u003C\u002Fh2>\n\n\u003Cp>The newly appointed employee shall furnish the employer with detailed\npersonal data covering the following areas among others;\u003C\u002Fp>\n\n\u003Cp>•Personal profile including full name, date of birth, age, parents and\ndependants, previous employment data, academic qualification, next of kin,\nmedical history, disciplinary record, referees, etc.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 7: Medical Exam\u003C\u002Fh2>\n\n\u003Cp>An applicant to be considered for employment shall be made to undergo full\nmedical examination at the instance and cost of the employer at the\nemployer’s designated medical centre to determine his\u002Fher physical fitness to\nwork.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 8: Probation\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>A. The employer shall subject newly engaged staff who are likely to be made\npermanent employees to a minimum of three (3) months and a maximum of six (6)\nmonths probation during which period the employee shall be carefully observed\nas to his\u002Fher suitability for the job.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>B. The employer shall write to either confirm or terminate the appointment\nof probationer on the basis of either proven satisfactory or unsatisfactory\nperformance on the job before the expiry of the period of probation.\u003C\u002Fp>\n\n\u003Cp>C. Six months of continuous service, a probationer who is not served any\nwritten notice to the contrary shall be deemed as permanent staff in the\nemployment of the company and shall be entitled to the full benefits enjoyed by\nany permanent staff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 9: Induction Service\u002FJob Orientation\u003C\u002Fh2>\n\n\u003Cp>In order to promote teamwork for higher productivity at work, newly\nrecruited staff of the company shall undergo induction service to introduce\nthem to the cultural norms and work ethics of the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 10: Appraisals\u003C\u002Fh2>\n\n\u003Cp>a. In line with its corporate policy the employer shall undertake annual\nperformance appraisals of all employees covered by this agreement. The outcome\nof this annual performance appraisal may be used to determine salary\nincremental jumps, promotions, upgrading and incremental withholdings.\u003C\u002Fp>\n\n\u003Cp>b. An appraisal scheme shall be designed by the human resource department to\nbe administered by the departmental and\u002For sectional heads of the company.\u003C\u002Fp>\n\n\u003Cp>c. The departmental head shall constitute an appraisal interview platform\nwhere the employee being appraised shall be given an opportunity to sign\nhis\u002Fher own appraisal report.\u003C\u002Fp>\n\n\u003Cp>d. The company shall constitute an appraisal review committee made up of the\nhead of the human resource department, head of department of the employee\nconcerned and the union branch chairman.\u003C\u002Fp>\n\n\u003Cp>e. As much as possible, there shall be fairness, transparency and\nparticipation in all appraisals. However, in particular cases of appraisal\ndispute, the disputant could petition the appraisal review committee for\nredress whose decision shall be final.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 11: Hours of Work\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cp>a.The standard hours of work for pay shall be eight (8) hours a day and\nforty hours a week of five (5) days duration. In all cases, the period of work\nshall be regulated to meet the needs of work but in line with the laws\nregulating hours of work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>b. Every worker shall be entitled to two (2) days off-duty in a week of\nseven (7) days. The off-duty shall however be regulated by the employer in the\ninterest of work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>c. Any hours of work beyond the stipulated hours of work shall be considered\nas an overtime which shall attract extra pay under the overtime rate. Overtime\nmust, in all cases, be prior approved by the department head with an overtime\nform.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 12: Overtime\u002FRates\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-sundayallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>a. Overtime work shall not be compulsory except under emergency\ncircumstances of disaster or accident that may require hands on action to save\nthe company from imminent danger.\u003C\u002Fp>\n\n\u003Cp>b. Should a staff accept work beyond his\u002Fher normal hours of work either on\na working day, off day and\u002For public holiday, the following overtime rates\nshall apply in calculating payment:\u003C\u002Fp>\n\n\u003Cp>Normal working day – times one (1)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Off days\u002Fpublic holidays-double time (2)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 13: Individual Contracts\u003C\u002Fh2>\n\n\u003Cp>A member of the union covered by this collective agreement shall not enter\ninto or be compelled to enter into any personal contract on any terms covered\nby this agreement without the consent and prior approval of the parties to this\nagreement.\u003C\u002Fp>\n\n\u003Cp>Contracts entered into by individuals (non-members) are not covered by this\narticle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 14: Uniforms\u003C\u002Fh2>\n\n\u003Cp>a. In the interest of the work, the employer shall provide appropriate\nuniforms to employees for whom management deems it necessary to wear a uniform\nor work clothing.\u003C\u002Fp>\n\n\u003Cp>b. Such uniform shall be maintained at the expense of the employer and shall\nremain the property of the employer.\u003C\u002Fp>\n\n\u003Cp>c. In circumstances where the employer is unable to provide uniform, the\naffected employee may be paid an allowance of GH¢300.00 per annum.\u003C\u002Fp>\n\n\u003Cp>d. Worn out uniform\u002Fwork clothing shall be presented to the head of\ndepartment for replacement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 15: Occupational health and safety\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>a. The employer shall ensure that every worker employed by him or her works\nunder satisfactory, safe and healthy conditions as contained in section 118 of\nthe Labour Act 2003, Act 651.\u003C\u002Fp>\n\n\u003Cp>b. In the event of an employee suffering injury or ill health as a direct\nresult of his or her work the Workmen’s Compensation Law shall apply.\u003C\u002Fp>\n\n\u003Cp>c. A Health and safety committee may be established by the employer to\nadvice management on all safety matters regarding the Hotel.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 16 Legal Assistance\u003C\u002Fh2>\n\n\u003Cp>In the event of legal proceedings being taken against an employee by a third\nparty in the performance of his or her lawful duties for and on behalf of the\ncompany, the employee involved shall be provided with legal assistance.\u003C\u002Fp>\n\n\u003Cp>Where an employee is found to have performed his duties with gross neglect\nof procedures or in contradiction to the laws of Ghana the employer shall not\nbe held liable to provide legal assistance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 17: Frustrated Work\u003C\u002Fh2>\n\n\u003Cp>a. An employee who reports for his\u002Fher normal daily work and through no\nfault of his\u002Fher, he or she is ordered to stop work before the end of the\nnormal hours of work, he\u002Fshe shall be entitled to the normal day’s salary as\nthough he\u002Fshe has worked for the day. This shall not apply in the case of an\nemployee’s misconduct at work.\u003C\u002Fp>\n\n\u003Cp>b. Hourly paid employees:\u003C\u002Fp>\n\n\u003Cp>Employees who fall within this category will be remunerated based on hours\nworked as per the weekly schedules. In the event that such an employee is\nscheduled for eight hours, the affected employee will be paid only for the\nnumber of hours he\u002Fshe worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 18: Transfers\u003C\u002Fh2>\n\n\u003Cp>a. An employee who is required by the employer to work in another location\noutside the town\u002Fcity of his\u002Fher original place of work for ninety (90) days\nshall be deemed to have been transferred.\u003C\u002Fp>\n\n\u003Cp>b. Movement of staff from one location to the other in different\ntowns\u002Fcities for a maximum period of three (3) months shall be considered as a\ntemporary transfer.\u003C\u002Fp>\n\n\u003Cp>c. In such circumstances, the employer shall pay the full cost of\ntransportation, accommodation, meals and out of pocket allowances as and when\napplicable.\u003C\u002Fp>\n\n\u003Cp>d. A transfer which extends beyond three months period shall be considered\nas a permanent transfer.\u003C\u002Fp>\n\n\u003Cp>e. In the case of permanent transfer, the employer shall transport the\nemployee, his family and belongings to the new location; provide free\naccommodation to the employee for a period of three months and where necessary\nassist with issues like school fees.\u003C\u002Fp>\n\n\u003Cp>f. An employee who refuses transfer shall be made to resign from the\nservices of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 19: Annual Leave\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>a. Employees who have served the Hotel for a continuous period of twelve\nmonths shall be entitled to twenty three (23) working days as annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b. Annual leave shall be taken at the convenience of the employer. Notice of\nan employee’s annual leave shall be served one calendar month to the time of\nthe leave.\u003C\u002Fp>\n\n\u003Cp>c. Every employee shall enjoy an unbroken period of leave but when the need\narises for the employer to interrupt the leave of the employee to return to\nduty, the employee shall be entitled to the remaining leave days.\u003C\u002Fp>\n\n\u003Cp>d. The employer shall bear the cost of transporting the employee back to\npost and pay him\u002Fher a leave interruption allowance of twenty Ghana Cedis\n(GH¢20.00).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 20: Casual Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>The employer may grant a maximum of ten (10) working days casual leave to an\nemployee who has exhausted his\u002Fher annual leave in that particular year to\nattend to very urgent personal matters such as writing of self-sponsored\nexamination, bereavement of close relations, child birth, deliveries, Marriage,\nwedding ceremonies, sickness of registered dependants etcetera.\u003C\u002Fp>\n\n\u003Cp>The employee shall apply for such leave in writing with detailed reasons for\nthe request to the head of the Human Resource department through the\nemployee’s head of department for consideration and approval.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 21: Maternity Leave\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>a. A female employee covered by this Agreement who in the course of her\nemployment with the company is certified by a medical doctor to be pregnant\nshall be entitled to three months leave with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b. The period of the maternity shall be determined on the recommendation of\na medical doctor in consultation with the head of department and the pregnant\nemployee.\u003C\u002Fp>\n\n\u003Cp>c. A pregnant worker who falls sick and is declared unfit to work by a\nmedical doctor during the period of pregnancy shall be granted leave with pay\nfor the period. Such paid sick leave shall not form part of the maternity\nleave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv id=\"clause-nursingmothers\" class=\"cbaClause highlight\">\u003Cp>d. A nursing mother who returns to work after delivery shall be granted\none(1) hour time-off daily for twelve months to attend to her baby. The period\nshall be determined by the Head of department and the nursing mother.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 22: Sick Leave\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cp>a. An employee who is declared unfit to work on medical grounds and\nevidenced by a recognized medical practitioner shall be granted sick leave. The\nfollowing shall apply in the case of staffs that are taken ill for an extended\nperiod of time.\u003C\u002Fp>\n\n\u003Cp>- 1st three (3) months-full pay\u003C\u002Fp>\n\n\u003Cp>- Additional 3 months-3\u002F4 pay\u003C\u002Fp>\n\n\u003Cp>- Subsequent 2 months-1\u002F2 pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b. After the above is exhausted, the employee shall be re-examined by the\nmedical board of the employer to determine his\u002Fher fitness to continue work and\nmake the appropriate recommendations to the employer for consideration.\u003C\u002Fp>\n\n\u003Cp>c. An employee, who is terminated by the employer on the recommendations of\nthe medical board under this clause, shall be terminated under section 15 (i-e)\nof the Labour Act 2003, Act 651\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 23: Allowances\u003C\u002Fh2>\n\n\u003Cp>a. Call in Allowance: : When the exigency of work requires that the employer\ninterrupts the rest period of work, the employer shall transport the employee\nto work and compensate him\u002Fher with an allowance of seven Ghana cedis\n(Gh¢7.00).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Out of Pocket allowance\u003C\u002Fp>\n\n\u003Cp>When an employee is required to travel on duty and he spends the night out\nof h\u002Fher usual place of work, the company shall bear the cost of h\u002Fher hotel\naccommodation, meals and other related expenses. In addition h\u002Fshe shall be\npaid an out of pocket allowance twenty Ghana Cedis (GH¢20.00) per day.\u003C\u002Fp>\n\n\u003Cp>In the case of international travel the out of pocket allowance shall be\ntwenty United States dollars (US$20.00).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. Night Shift Allowance\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-shiftallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>Where a request is made to a non permanent night staff, 10% of his\u002Fher daily\npay shall be paid as night allowance, to be paid at the end of the month. This\nexcludes permanent night staff.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. Acting Allowance\u003C\u002Fp>\n\n\u003Cp>When the employer authorizes an employee to act in a superior position over\nand above his\u002Fher normal level of work, he\u002Fshe shall be paid an acting\nallowance equivalent to fifteen percent (15%) of his\u002Fher consolidated\nsalary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 24: Salary Administration\u003C\u002Fh2>\n\n\u003Cp>The two sides shall constitute a Committee to review the existing salary and\njob classification structure of employees within this category for adoption by\nthe Standing Negotiating Committee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 25: Staff Welfare Scheme\u003C\u002Fh2>\n\n\u003Cp>A staff welfare scheme may be established after the coming into force of\nthis agreement. Employees may be members may join the scheme and may contribute\nto the fund. The management and rules\u002Fregulations of the scheme shall be the\nsole responsibility of the employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 26: Union Recognition\u003C\u002Fh2>\n\n\u003Cp>a. Management\u003C\u002Fp>\n\n\u003Cp>The management and the board of the company recognizes the existence of the\nNational Union of Teamsters and General Workers as the official representative\nof workers classified under the collective bargaining certificate and as a\nsocial partner for the development and achievement of the corporate goals of\nthe company. It shall endeavour to secure the maximum cooperation of all\nparties to promote harmonious working relationship for the betterment of the\ncompany and workers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Union Notice Board\u003C\u002Fp>\n\n\u003Cp>Management shall provide a notice board properly placed on the premises of\nthe company where management and union information shall be placed for the\nknowledge and attention of employees under this agreement.\u003C\u002Fp>\n\n\u003Cp>The Union will provide a copy of its intended publications to management\nprior to publication.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. Union Activities\u003C\u002Fp>\n\n\u003Cp>1. The employer shall in accordance with the Labour Act 2003, Act 651 grant\nunion executives and shop stewards of the company reasonable time to attend\nunion meetings and training programmes that will facilitate their efficient\nservice delivery to the rank and file members of the company.\u003C\u002Fp>\n\n\u003Cp>2. Sufficient time of notice (at least forty-eight hours) shall be given to\nthe head of department to arrange for h\u002Fher proper release and replacement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. Office\u003C\u002Fp>\n\n\u003Cp>The employer shall facilitate the work and role of the Union in the\npromotion of hard work and discipline among the workers with the provision of a\nfiling cabinet to keep official records and documents for the efficient running\nof the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e. Executives\u002FShop Stewards\u003C\u002Fp>\n\n\u003Cp>1. In line with the Labour Act 651, the employer shall recognize the\nexistence of branch executives as official representatives of the union at the\ncompany.\u003C\u002Fp>\n\n\u003Cp>2. Departmental and sectional heads, managers and supervisors shall also\nrecognize the existence of shop stewards at various departments and sections as\nrepresentatives of the branch executives who shall consult and be consulted on\nmatters involving union members in their respective sections and\ndepartments.\u003C\u002Fp>\n\n\u003Cp>3. The Union shall assist in the resolution of labour conflict that may\narise from time to time in the course of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f. Union Membership\u003C\u002Fp>\n\n\u003Cp>1. Employees covered by this agreement shall be deemed to be paid up members\nof the Union. They shall pay Union dues levied on every member as provided for\nby the Union’s constitution.\u003C\u002Fp>\n\n\u003Cp>2. New employees of the company engaged after the coming into effect of this\nagreement may, or may not, become a member of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g. In accordance with section 111 of the Labour Act 2003, Act 651, the Union\nshall request in writing with the consent of Union members, the employer to\ndeduct the agreed percentage of dues from the salaries of employees who are\nmembers of the Union and pay same to the Union as directed by the national\nUnion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 27: Training and Development\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-trainingfund\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Cp>a. As part of efforts to ensure a high level service delivery of staff to\nclients in order to maintain its leading role in the hospitality industry, the\ncompany may provide training opportunities both within and outside the Hotel\nfor its employees. Such facilities may also enhance the promotion chances of\nstaff.\u003C\u002Fp>\n\n\u003Cp>b. Where the employer requires an employee to take a course of study in a\nrecognized educational\u002Ftraining institution that may require time off with pay,\nthe employer shall bear the full cost of the training.\u003C\u002Fp>\n\n\u003Cp>c. Where an employee enrols in private studies (distance learning, evening\nstudies and\u002For full time studies) that may have relevance to the work of the\ncompany, the employer may assist the applicant in the form of financial and\u002For\nmaterial assistance to enable the employee complete the course.\u003C\u002Fp>\n\n\u003Cp>d.An employee, who is authorised by the employer to undertake a course of\nstudy, either locally or abroad, may be granted study leave with pay to\nundertake such a course.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 28: Disciplinary Procedure\u003C\u002Fh2>\n\n\u003Cp>In the exercise of its rights and responsibilities under the Labour Act\n2003, Act 651, the employer shall reserve the right to discipline any employee\nwho is proven to have misconduct himself\u002Fherself while in the service of the\nemployer.\u003C\u002Fp>\n\n\u003Cp>Offences and their related sanctions have been classified into three (3)\ncategories. The categories are minor, major and intolerable offences as\nfollows:\u003C\u002Fp>\n\n\u003Cp>Minor Offences\u003C\u002Fp>\n\n\u003Cp>The following shall constitute minor offence;\u003C\u002Fp>\n\n\u003Cp>• Leaving one’s job without permission\u003C\u002Fp>\n\n\u003Cp>• Reporting late to work\u003C\u002Fp>\n\n\u003Cp>• Spreading false information against a colleague\u003C\u002Fp>\n\n\u003Cp>• Failure to complete work assignments within expected dates and times\u003C\u002Fp>\n\n\u003Cp>• Failure to submit\u002Fresist security checks\u003C\u002Fp>\n\n\u003Cp>• Using guest’s restroom and other facilities\u003C\u002Fp>\n\n\u003Cp>• Lingering around in the Hotel after duty\u003C\u002Fp>\n\n\u003Cp>• Using cell-phones during working hours\u003C\u002Fp>\n\n\u003Cp>• Misuse of equipment and tools\u003C\u002Fp>\n\n\u003Cp>• Browsing the net during working hours\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Penalties\u003C\u002Fp>\n\n\u003Cp>a. Verbal warning for the first offence (To be given by the HOD in the\npresence of a third party recorded and signed by the parties)\u003C\u002Fp>\n\n\u003Cp>b. Written warning for the second offence.\u003C\u002Fp>\n\n\u003Cp>c. Final written warning for the third offence.\u003C\u002Fp>\n\n\u003Cp>d. Full disciplinary proceedings leading to termination of employment after\nsubsequent offence.\u003C\u002Fp>\n\n\u003Cp>B. Major offences\u003C\u002Fp>\n\n\u003Cp>The following shall constitute major offences:\u003C\u002Fp>\n\n\u003Cp>a. Refusal to take legitimate instructions from superiors.\u003C\u002Fp>\n\n\u003Cp>b. Sexual harassment.\u003C\u002Fp>\n\n\u003Cp>c. Using abusive language towards colleagues\u002Fsuperiors.\u003C\u002Fp>\n\n\u003Cp>d. Violation of safety rules.\u003C\u002Fp>\n\n\u003Cp>e. Failure to wear prescribed uniform and safety apparels.\u003C\u002Fp>\n\n\u003Cp>f. Persistently performing below average.\u003C\u002Fp>\n\n\u003Cp>g. Persistent absenteeism.\u003C\u002Fp>\n\n\u003Cp>h. Sleeping on duty.\u003C\u002Fp>\n\n\u003Cp>i. Rudeness to customers.\u003C\u002Fp>\n\n\u003Cp>j. Closing before time without permission.\u003C\u002Fp>\n\n\u003Cp>k. Using guests’ linen in the changing rooms.\u003C\u002Fp>\n\n\u003Cp>l. Eating around the hotel and leaving the left-overs\u003C\u002Fp>\n\n\u003Cp>m. Cross misconduct\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Penalties\u003C\u002Fp>\n\n\u003Cp>a. Written warning for the first offence.\u003C\u002Fp>\n\n\u003Cp>b. Final written warning for the second offence.\u003C\u002Fp>\n\n\u003Cp>c. Full disciplinary proceedings leading to termination of employment after\nsubsequent offence.\u003C\u002Fp>\n\n\u003Cp>NB: Warning letters will only be issued to offending employees only after\nthe issuance of queries to them for their responses.\u003C\u002Fp>\n\n\u003Cp>Warning letters will cease to have effect after twelve months from the dates\nof issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. Intolerable Offences\u003C\u002Fp>\n\n\u003Cp>These shall constitute intolerable offences:\u003C\u002Fp>\n\n\u003Cp>• Falsification of employment\u002Fcompany records\u003C\u002Fp>\n\n\u003Cp>• Stealing\u002Ffraud\u003C\u002Fp>\n\n\u003Cp>• Embezzlement of the Hotel’s funds\u003C\u002Fp>\n\n\u003Cp>• Inciting workers against the employer\u003C\u002Fp>\n\n\u003Cp>• Wilfully causing financial loss to the Hotel\u003C\u002Fp>\n\n\u003Cp>• Misuse of the Hotel’s funds\u003C\u002Fp>\n\n\u003Cp>• Working for a competitor without the consent of the employer\u003C\u002Fp>\n\n\u003Cp>• Fighting on the Hotel’s premises\u003C\u002Fp>\n\n\u003Cp>• Quarrelling\u002FFighting in the presence of the Hotel’s guests and\ncustomers\u003C\u002Fp>\n\n\u003Cp>• Deliberate actions likely to bring the name of the Hotel into\ndisrepute\u003C\u002Fp>\n\n\u003Cp>• Use of drugs\u002Falcohol during working hours\u003C\u002Fp>\n\n\u003Cp>• Threatening fellow employees and superiors\u003C\u002Fp>\n\n\u003Cp>• Vacation of post\u003C\u002Fp>\n\n\u003Cp>• Wilfully or deliberate damage to the Hotel’s equipment \u002Fproperties\u003C\u002Fp>\n\n\u003Cp>• Soliciting for prostitutes for Hotel’s guest\u003C\u002Fp>\n\n\u003Cp>• Using guests’ facilities without authority\u003C\u002Fp>\n\n\u003Cp>• Using guest rooms for sexual purposes\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Penalties\u003C\u002Fp>\n\n\u003Cp>- Suspension without pay\u003C\u002Fp>\n\n\u003Cp>- Termination\u003C\u002Fp>\n\n\u003Cp>A duly constituted Disciplinary Committee shall sit and hear the case before\nrecommending the appropriate sanction.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Disciplinary Committee\u003C\u002Fp>\n\n\u003Cp>• The Management and Local Union shall constitute a disciplinary committee\nmade up of the Human Resource Manager, the Departmental Head in whose\ndepartment the offence occurred, representing the employer, the branch union\nChairman or Secretary and a shop steward from the department in which the\noffence was committed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• In a situation where the offence cannot be proven immediately, the\nDisciplinary Committee shall convene to investigate the case and make\nappropriate recommendations for the consideration and action of the\nManagement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• In all cases of discipline, the alleged offender shall be given ample\nopportunity either by the management or the Disciplinary Committee to defend\nh\u002Fherself before any action is taken on h\u002Fher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Interdiction\u003C\u002Fp>\n\n\u003Cp>1. Where an employee is interdicted, he\u002Fshe shall be paid fifty percent\n(50%) of her monthly salary during the investigations, disciplinary or criminal\nproceedings for an offence for which the employee has been charged and \u002For\ninterdicted.\u003C\u002Fp>\n\n\u003Cp>2. If an employee is proven not guilty after investigation and re-instated,\nh\u002Fshe shall be paid all withheld salaries\u002Fbenefits due to the employee while on\ninterdiction.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vacation of Post\u003C\u002Fp>\n\n\u003Cp>If an employee absents him\u002Fher from duty without permission for five\nconsecutive days, h\u002Fshe shall be deemed to have resigned from the company\nwithout notice and the employee shall be notified in writing of h\u002Fher\nresignation of appointment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NB: With the passage of time and as and when new disciplinary situations\nchange, management and union will sit to consider and approve new disciplinary\nissues that could be included in any of the categories.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 29: Grievance procedure\u003C\u002Fh2>\n\n\u003Cp>a. The first point of call for any manner of grievance of a worker shall be\nthe head of department who will endeavour to resolve the grievance\nsatisfactorily. However, if the grievance involves the head of department, the\nemployee shall formally complain to the shop steward to discuss the matter with\nthe head of department in order to obtain a possible solution.\u003C\u002Fp>\n\n\u003Cp>b. If the aggrieved employee is dissatisfied with the outcome, the Union\nwill report the matter to the Human Resource Manager who will chair a meeting\ninvolving the head of department, the complainant and the branch Union. The\nCommittee shall make recommendations based on the outcome of the investigations\ninto the matter.\u003C\u002Fp>\n\n\u003Cp>c. If the matter remains unresolved, the branch Union shall submit a\ncomprehensive report for further investigations. If the national Union is\nsatisfied of a bona fide case, it shall write to the Chairman of the Standing\nNegotiation Committee to address the issue.\u003C\u002Fp>\n\n\u003Cp>d. If the Standing Negotiation Committee fails to resolve the matter, the\nmatter shall be reported to the National Labour Commission. The decision of the\nNational Labour Commission shall be final and binding on all parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 30: Long Service Awards\u003C\u002Fh2>\n\n\u003Cp>The Company shall acknowledge, appreciate long and deserving service.\u003C\u002Fp>\n\n\u003Cp>The periods shall be as follows:\u003C\u002Fp>\n\n\u003Cp>a. 5 years\u003C\u002Fp>\n\n\u003Cp>b. 10 years\u003C\u002Fp>\n\n\u003Cp>c. 15 years\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>At any point in the giving of long service awards, management and the union\nwill sit and decide appropriate awards for deserving employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 31: Provident Fund\u003C\u002Fh2>\n\n\u003Cp>a. A contributory three-tier provident fund scheme shall be instituted as\nfollows to provide lump sum end of service benefit to employees on leaving the\nservice of the employer.\u003C\u002Fp>\n\n\u003Cp>• Employer’s contribution = 7.5% of consolidated basic pay per month.\u003C\u002Fp>\n\n\u003Cp>• Employees’ contribution = 5.0% of consolidated basic pay per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. The Fund shall be managed independently by a board of trustees made up of\nequal representatives of management of the company and the branch Union with\nthe chairman appointed by management.\u003C\u002Fp>\n\n\u003Cp>c.The fund shall be regulated by fund rules approved by members.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 32: Scholarship Scheme\u003C\u002Fh2>\n\n\u003Cp>a. As part of its social responsibility, the company may grant two (2)\nscholarships to brilliant children of employees to pursue education in senior\nhigh schools, technical\u002Fvocational schools in the country every year.\u003C\u002Fp>\n\n\u003Cp>b. A GH¢750.00 scholarship to cover tuition, boarding\u002Flodging may be given\nupon receipt of a proper invoice from the educational institution. This shall\nexclude PTA dues and levies.\u003C\u002Fp>\n\n\u003Cp>c. The scholarship facility may be renewed yearly based on the academic\nperformance of the beneficiary student in school and continued service of the\nbeneficiary employee in the employment of the Hotel.\u003C\u002Fp>\n\n\u003Cp>d. A 3-memberScholarship Committee made up of two management staff and one\nUnion representative and headed by the Human resources Manager shall sit and\nadvise the General Manager for the awarding and review of the facility.\u003C\u002Fp>\n\n\u003Cp>e. Beneficiaries must have clean work record with Alisa Hotels. Disciplinary\naction against the parent\u002Femployee will result in the immediate discontinuation\nof the scholarship.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 33: Medical Facilities\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthinsurancerelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>a. The Hotel shall provide medical care under the NHIS scheme to all\nemployees and their registered dependants of one wife and four children up to\nthe age of 18 years.\u003C\u002Fp>\n\n\u003Cp>b. The Hotel shall institute a top-up medical facility to cover other health\ncare needs that the NHIS is unable to cover for employees and their dependants\nat GH¢300.00 per staff and dependants per year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-hivpolicy\" class=\"cbaClause highlight\">\u003Cp>c. Due to the sensitive nature of the hospitality industry, medical checks\nas required by the laws of Ghana shall be carried out as and when the employer\ndeems them necessary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 34: Annual Bonus\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>a. As part of its efforts to recognize hard work among workers, an annual\nbonus will be paid in December of each year provided the financial goals set\nout in the budget are achieved.\u003C\u002Fp>\n\n\u003Cp>b. The bonus structure shall be as follows:\u003C\u002Fp>\n\n\u003Cp>- Less than one year - pro-rata\u003C\u002Fp>\n\n\u003Cp>- One year - 25%\u003C\u002Fp>\n\n\u003Cp>- Two Years - 50%\u003C\u002Fp>\n\n\u003Cp>- Three Years - 75%\u003C\u002Fp>\n\n\u003Cp>- Four Years - Full 13th Cheque\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 35: Funeral Grant Breakdown\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>Staff GH¢1,400.00 (50% to surviving spouse and children and\u002For Next of\nkin).\u003C\u002Fp>\n\n\u003Cp>- Registered ParentGH¢ 300.00\u003C\u002Fp>\n\n\u003Cp>- Spouse GH¢ 600.00\u003C\u002Fp>\n\n\u003Cp>- Child GH¢ 500.00\u003C\u002Fp>\n\n\u003Cp>The employer will provide transport to convey employees to and from the\nburial and funeral rites and also provide them with meals and drinks.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 36: Transport\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-commutingallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-commutingallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Cp>The employer will pay a non-taxable transport allowance of GH¢45.00 to all\nemployees who have not been provided with vehicles and fuel by the Hotel. The\nallowance will be paid on the number of days present at work during each\nmonth.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The hotel bus shall drop off night staff at the Kwame Nkrumah Circle each\nnight. The Hotel’s guests’ transport shall super cede those of the\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 37: Meals\u003C\u002Fh2>\n\n\u003Cp>The employer shall provide one hot meal at the expense of the company to\nemployees who attend duty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 38: Departmental Transfers\u003C\u002Fh2>\n\n\u003Cp>When an employee is transferred from one department to another and given a\nnew designation higher than the previous one such transfer shall become\ntransfer with promotion and the worker shall be placed on the appropriate\nsalary scale in accordance with the Hotel’s Salary and Jobs Classification\nstructure which is attached as Appendix 1 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 39: Promotion\u003C\u002Fh2>\n\n\u003Cp>i. Promotion in the organization shall be undertaken by management based on\navailability of vacancies, merit and competence.\u003C\u002Fp>\n\n\u003Cp>ii. All vacant positions shall be filled with staff from within the\norganization.\u003C\u002Fp>\n\n\u003Cp>iii. Vacant positions shall be advertised internally to enable qualified and\ninterested staff to apply.\u003C\u002Fp>\n\n\u003Cp>iv. External recruitment of persons to fill vacant positions shall be\nconsidered only when it was not possible to secure one internally.\u003C\u002Fp>\n\n\u003Cp>v. The local union shall be informed of the existence of vacant\npositions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 40: Resignation\u003C\u002Fh2>\n\n\u003Cp>a. An employee who intends to withdraw his\u002Fher services from the company\nshall notify the Management to the intended date of resignation.\u003C\u002Fp>\n\n\u003Cp>b. Failing to serve the required notice, the employer shall deduct one month\nconsolidated salary from the earnings of the employee in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>c. An employee who resigns from the employment of the Hotel and has\npreviously taken a loan facility with any bank, shall have h\u002Fher entitlements\npaid to the bank as agreed in the Letter of Undertaking.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 41: Redundancy\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>a. When the employer intends to introduce major changes in the operations of\nthe company or undergoes technological changes or faces economic recession in\nthe course of the work that are likely to cause the termination of the\nemployment of a section of the entire workforce, the employer shall comply with\nthe legal requirement contained in section 65 of the Labour Act 2003, Act 651\nas follows:\u003C\u002Fp>\n\n\u003Cp>b. Provide in writing to the Chief Labour Officer and the NUTEG not later\nthan three (3) months before contemplated changes, all relevant information\nincluding the reasons for any termination, the number, the categories of\nworkers likely to be affected and the period within which any termination is to\nbe carried out.\u003C\u002Fp>\n\n\u003Cp>c. Consult the Union on measures to be taken to avert or minimize the\ntermination as well as measures to mitigate the adverse of any terminations on\nthe workers such as redeployment.\u003C\u002Fp>\n\n\u003Cp>d. After all these measures, should it become necessary for the redundancy\nexercise to be carried out, the employer shall do the following:\u003C\u002Fp>\n\n\u003Cp>I. Notify the affected employees one month before the exercise is effected\nor pay one month’s consolidated pay to the affected employees in lieu of\nnotice.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cp>II. Pay a redundancy reward of one and half (1.5) months’ consolidated pay\nmultiplied by the number of years served.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>III. Pay all earned and accrued benefits to the worker at the time of the\nexercise.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 42: Retirement\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>a. The compulsory age to retire from active service in the company shall be\nthe statutory retirement age of 60 years for all sexes. An employee who retires\nat the compulsory age of 60 years shall receive full pension under the new\nPension Law.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b. However, an employee who may opt for a voluntary retirement at 55 may\nretire on reduced pension under the Pension Law.\u003C\u002Fp>\n\n\u003Cp>c. The employer may use its discretion in the determination of\nretirement.\u003C\u002Fp>\n\n\u003Cp>d. An employee may be retired on health grounds after h\u002Fshe has been\ndeclared medically unfit to work by the company doctor and certified by the\nSSNIT Medical Board. Such a retiree shall enjoy pension in accordance with a\nPension Law.\u003C\u002Fp>\n\n\u003Cp>e. An employee due for retirement shall be notified six calendar months\nprior to\u003C\u002Fp>\n\n\u003Cp>his\u002Fher retirement during which period all benefits and entitlements due\nhim\u002Fher\u003C\u002Fp>\n\n\u003Cp>shall be worked out and paid to h\u002Fher on or before the last day of final\ndeparture\u003C\u002Fp>\n\n\u003Cp>f. The Hotel and NUTEG shall facilitate a periodic pre-retirement\norientation to potential retirees left with two years to retire to prepare them\nadequately for better life after work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 43: Amendment and Validity of Agreement\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall become effective on the 1st day of April 2013 and shall\nremain in full force and effect. No individual party to this Agreement has the\npower and\u002For rights to alter, amend, insert or change any part of this\nAgreement except by the Standing Negotiation Committee properly constituted to\ndo so.\u003C\u002Fp>\n\n\u003Cp>However, either party to this Agreement may express, in writing not later\nthan thirty (30) days to the expiration of this Agreement a desire to change,\nmodify of terminate the Agreement. Until a new Agreement is negotiated and\nsigned the existing one shall remain in force.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>Article 44: Obligations of Parties\u003C\u002Fh2>\n\n\u003Cp>The Board and Management of Alisa Hotels, North-Ridge, Accra and the\nNational Union of Teamsters and General workers (NUTEG of GFL) agree to respect\nand uphold the provisions of this Agreement in the spirit and letter upon which\nit was written.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF\u003C\u002Fp>\n\n\u003Cp>ALISA HOTELS ACCRA LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1: SIGN: ...........................................................\u003C\u002Fp>\n\n\u003Cp>NAME :………………………………………………\u003C\u002Fp>\n\n\u003Cp>DESIGNATION: ……………………………………\u003C\u002Fp>\n\n\u003Cp>DATE :…………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2: SIGN: ............................…………………………\u003C\u002Fp>\n\n\u003Cp>NAME :…………………………………………………\u003C\u002Fp>\n\n\u003Cp>DESIGNATION: …………………………………………\u003C\u002Fp>\n\n\u003Cp>DATE :……………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3: SIGN: ............................................................\u003C\u002Fp>\n\n\u003Cp>NAME :………………………………………………….\u003C\u002Fp>\n\n\u003Cp>DESIGNATION: ………………………………………\u003C\u002Fp>\n\n\u003Cp>DATE :…………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4: SIGN: ...................................................\u003C\u002Fp>\n\n\u003Cp>NAME :…………………………………………\u003C\u002Fp>\n\n\u003Cp>DESIGNATION: ………………………………\u003C\u002Fp>\n\n\u003Cp>DATE :……………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED ON BEHALF OF\u003C\u002Fp>\n\n\u003Cp>OF NATIONAL UNION OFTEAMSTERS AND GENERAL WORKERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1: SIGN: ...........................................................\u003C\u002Fp>\n\n\u003Cp>NAME :………………………………………………\u003C\u002Fp>\n\n\u003Cp>DESIGNATION: ……………………………………\u003C\u002Fp>\n\n\u003Cp>DATE :…………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2: SIGN: ............................…………………………\u003C\u002Fp>\n\n\u003Cp>NAME :…………………………………………………\u003C\u002Fp>\n\n\u003Cp>DESIGNATION: …………………………………………\u003C\u002Fp>\n\n\u003Cp>DATE :……………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3: SIGN: ............................................................\u003C\u002Fp>\n\n\u003Cp>NAME :………………………………………………….\u003C\u002Fp>\n\n\u003Cp>DESIGNATION: ………………………………………\u003C\u002Fp>\n\n\u003Cp>DATE :…………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4: SIGN: ...................................................\u003C\u002Fp>\n\n\u003Cp>NAME :…………………………………………\u003C\u002Fp>\n\n\u003Cp>DESIGNATION: ………………………………\u003C\u002Fp>\n\n\u003Cp>DATE :……………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated in Accra this ............................................. day of\n............................................... 2011\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            ",{"hourspday_select":44,"contracttrialperiod":48,"overtimeallowanceperc1_general":52,"maternity_nursing_breaks_length":56,"ONCERISE_trigger":60,"maternity_nursing_breaks_duration":64,"dayspweek":66,"hourspweek_select":68,"childcare":70,"shiftallowanceperc1":74,"nursingmothers":78,"hourspday":80,"funeralpay":82,"trainingfund":86,"paidmaternityleaveduration":90,"maxsicknesspayperc":94,"pensionfund":98,"commutingallowancetype":102,"OVERTIME_trigger":106,"holidaysdays":108,"healthcareaccess":112,"healthinsurancerelatives":116,"COMMUTE_trigger":118,"commutingallowanceamount1":120,"sicknessmaxdays":122,"sundayallowancetype":124,"WAGES_determined":126,"healthandsafetypolicy":130,"hourspweek":134,"contracttrial":136,"schedulesrestpw":138,"dayspweek_select":142,"healthinsurance":144,"paidmaternityleaveall":146,"SCHEDULE_trigger":148,"NOCTPREM_trigger":150,"incidentalbonustype2":152,"sicknesspay":154,"incidentalbonusperc1":156,"sicknessmaxdaysnr":158,"overtimeallowancetype_general":160,"healthcareaccessrelatives":163,"sundayallowanceperc1":165,"contractseverancepay1":167,"overtimeallowancetypeperiod":171,"hivpolicy":173,"trainingprogrammes":177,"paidmaternityleave":179,"contractseverancepay":181,"PAIDLEAV_trigger":185,"SUNDAY_trigger":187},{"bindId":45,"name":46,"text":47},"hourspday_select","a.The standard hours of work for pay sha","a.The standard hours of work for pay shall be eight (8) hours a day and\nforty hours a week of five (5) days duration. In all cases, the period of work\nshall be regulated to meet the needs of work but in line with the laws\nregulating hours of work.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","A. The employer shall subject newly enga","A. The employer shall subject newly engaged staff who are likely to be made\npermanent employees to a minimum of three (3) months and a maximum of six (6)\nmonths probation during which period the employee shall be carefully observed\nas to his\u002Fher suitability for the job.",{"bindId":53,"name":54,"text":55},"overtimeallowanceperc1_general","a. Overtime work shall not be compulsory","a. Overtime work shall not be compulsory except under emergency\ncircumstances of disaster or accident that may require hands on action to save\nthe company from imminent danger.\n\nb. Should a staff accept work beyond his\u002Fher normal hours of work either on\na working day, off day and\u002For public holiday, the following overtime rates\nshall apply in calculating payment:\n\nNormal working day – times one (1)\n\nOff days\u002Fpublic holidays-double time (2)",{"bindId":57,"name":58,"text":59},"maternity_nursing_breaks_length","d. A nursing mother who returns to work ","d. A nursing mother who returns to work after delivery shall be granted\none(1) hour time-off daily for twelve months to attend to her baby. The period\nshall be determined by the Head of department and the nursing mother.",{"bindId":61,"name":62,"text":63},"ONCERISE_trigger","a. As part of its efforts to recognize h","a. As part of its efforts to recognize hard work among workers, an annual\nbonus will be paid in December of each year provided the financial goals set\nout in the budget are achieved.\n\nb. The bonus structure shall be as follows:\n\n- Less than one year - pro-rata\n\n- One year - 25%\n\n- Two Years - 50%\n\n- Three Years - 75%\n\n- Four Years - Full 13th Cheque",{"bindId":65,"name":58,"text":59},"maternity_nursing_breaks_duration",{"bindId":67,"name":46,"text":47},"dayspweek",{"bindId":69,"name":46,"text":47},"hourspweek_select",{"bindId":71,"name":72,"text":73},"childcare","The employer may grant a maximum of ten ","The employer may grant a maximum of ten (10) working days casual leave to an\nemployee who has exhausted his\u002Fher annual leave in that particular year to\nattend to very urgent personal matters such as writing of self-sponsored\nexamination, bereavement of close relations, child birth, deliveries, Marriage,\nwedding ceremonies, sickness of registered dependants etcetera.\n\nThe employee shall apply for such leave in writing with detailed reasons for\nthe request to the head of the Human Resource department through the\nemployee’s head of department for consideration and approval.",{"bindId":75,"name":76,"text":77},"shiftallowanceperc1","Where a request is made to a non permane","Where a request is made to a non permanent night staff, 10% of his\u002Fher daily\npay shall be paid as night allowance, to be paid at the end of the month. This\nexcludes permanent night staff.",{"bindId":79,"name":58,"text":59},"nursingmothers",{"bindId":81,"name":46,"text":47},"hourspday",{"bindId":83,"name":84,"text":85},"funeralpay","Staff GH¢1,400.00 (50% to surviving spou","Staff GH¢1,400.00 (50% to surviving spouse and children and\u002For Next of\nkin).\n\n- Registered ParentGH¢ 300.00\n\n- Spouse GH¢ 600.00\n\n- Child GH¢ 500.00\n\nThe employer will provide transport to convey employees to and from the\nburial and funeral rites and also provide them with meals and drinks.",{"bindId":87,"name":88,"text":89},"trainingfund","a. As part of efforts to ensure a high l","a. As part of efforts to ensure a high level service delivery of staff to\nclients in order to maintain its leading role in the hospitality industry, the\ncompany may provide training opportunities both within and outside the Hotel\nfor its employees. Such facilities may also enhance the promotion chances of\nstaff.\n\nb. Where the employer requires an employee to take a course of study in a\nrecognized educational\u002Ftraining institution that may require time off with pay,\nthe employer shall bear the full cost of the training.\n\nc. Where an employee enrols in private studies (distance learning, evening\nstudies and\u002For full time studies) that may have relevance to the work of the\ncompany, the employer may assist the applicant in the form of financial and\u002For\nmaterial assistance to enable the employee complete the course.\n\nd.An employee, who is authorised by the employer to undertake a course of\nstudy, either locally or abroad, may be granted study leave with pay to\nundertake such a course.",{"bindId":91,"name":92,"text":93},"paidmaternityleaveduration","a. A female employee covered by this Agr","a. A female employee covered by this Agreement who in the course of her\nemployment with the company is certified by a medical doctor to be pregnant\nshall be entitled to three months leave with full pay.",{"bindId":95,"name":96,"text":97},"maxsicknesspayperc","a. An employee who is declared unfit to ","a. An employee who is declared unfit to work on medical grounds and\nevidenced by a recognized medical practitioner shall be granted sick leave. The\nfollowing shall apply in the case of staffs that are taken ill for an extended\nperiod of time.\n\n- 1st three (3) months-full pay\n\n- Additional 3 months-3\u002F4 pay\n\n- Subsequent 2 months-1\u002F2 pay.",{"bindId":99,"name":100,"text":101},"pensionfund","a. The compulsory age to retire from act","a. The compulsory age to retire from active service in the company shall be\nthe statutory retirement age of 60 years for all sexes. An employee who retires\nat the compulsory age of 60 years shall receive full pension under the new\nPension Law.",{"bindId":103,"name":104,"text":105},"commutingallowancetype","The employer will pay a non-taxable tran","The employer will pay a non-taxable transport allowance of GH¢45.00 to all\nemployees who have not been provided with vehicles and fuel by the Hotel. The\nallowance will be paid on the number of days present at work during each\nmonth.",{"bindId":107,"name":54,"text":55},"OVERTIME_trigger",{"bindId":109,"name":110,"text":111},"holidaysdays","a. Employees who have served the Hotel f","a. Employees who have served the Hotel for a continuous period of twelve\nmonths shall be entitled to twenty three (23) working days as annual leave.",{"bindId":113,"name":114,"text":115},"healthcareaccess","a. The Hotel shall provide medical care ","a. The Hotel shall provide medical care under the NHIS scheme to all\nemployees and their registered dependants of one wife and four children up to\nthe age of 18 years.\n\nb. The Hotel shall institute a top-up medical facility to cover other health\ncare needs that the NHIS is unable to cover for employees and their dependants\nat GH¢300.00 per staff and dependants per year.",{"bindId":117,"name":114,"text":115},"healthinsurancerelatives",{"bindId":119,"name":104,"text":105},"COMMUTE_trigger",{"bindId":121,"name":104,"text":105},"commutingallowanceamount1",{"bindId":123,"name":96,"text":97},"sicknessmaxdays",{"bindId":125,"name":54,"text":55},"sundayallowancetype",{"bindId":127,"name":128,"text":129},"WAGES_determined","A successful applicant who is offered em","A successful applicant who is offered employment by the company shall be\nserved with an appointment letter which shall contain the following essentials\nof employment:\n\n- Date of employment\n\n- Nature of employment\n\n- Salary at the point of employment\n\n- Period of probation\n\n- Job title and job description\n\n- Hours of work",{"bindId":131,"name":132,"text":133},"healthandsafetypolicy","a. The employer shall ensure that every ","a. The employer shall ensure that every worker employed by him or her works\nunder satisfactory, safe and healthy conditions as contained in section 118 of\nthe Labour Act 2003, Act 651.\n\nb. In the event of an employee suffering injury or ill health as a direct\nresult of his or her work the Workmen’s Compensation Law shall apply.\n\nc. A Health and safety committee may be established by the employer to\nadvice management on all safety matters regarding the Hotel.",{"bindId":135,"name":46,"text":47},"hourspweek",{"bindId":137,"name":50,"text":51},"contracttrial",{"bindId":139,"name":140,"text":141},"schedulesrestpw","b. Every worker shall be entitled to two","b. Every worker shall be entitled to two (2) days off-duty in a week of\nseven (7) days. The off-duty shall however be regulated by the employer in the\ninterest of work.",{"bindId":143,"name":46,"text":47},"dayspweek_select",{"bindId":145,"name":114,"text":115},"healthinsurance",{"bindId":147,"name":92,"text":93},"paidmaternityleaveall",{"bindId":149,"name":140,"text":141},"SCHEDULE_trigger",{"bindId":151,"name":76,"text":77},"NOCTPREM_trigger",{"bindId":153,"name":62,"text":63},"incidentalbonustype2",{"bindId":155,"name":96,"text":97},"sicknesspay",{"bindId":157,"name":62,"text":63},"incidentalbonusperc1",{"bindId":159,"name":96,"text":97},"sicknessmaxdaysnr",{"bindId":161,"name":54,"text":162},"overtimeallowancetype_general","a. Overtime work shall not be compulsory except under emergency\ncircumstances of disaster or accident that may require hands on action to save\nthe company from imminent danger.\n\nb. Should a staff accept work beyond his\u002Fher normal hours of work either on\na working day, off day and\u002For public holiday, the following overtime rates\nshall apply in calculating payment:\n\nNormal working day – times one (1)",{"bindId":164,"name":114,"text":115},"healthcareaccessrelatives",{"bindId":166,"name":54,"text":55},"sundayallowanceperc1",{"bindId":168,"name":169,"text":170},"contractseverancepay1","II. Pay a redundancy reward of one and h","II. Pay a redundancy reward of one and half (1.5) months’ consolidated pay\nmultiplied by the number of years served.",{"bindId":172,"name":54,"text":55},"overtimeallowancetypeperiod",{"bindId":174,"name":175,"text":176},"hivpolicy","c. Due to the sensitive nature of the ho","c. Due to the sensitive nature of the hospitality industry, medical checks\nas required by the laws of Ghana shall be carried out as and when the employer\ndeems them necessary.",{"bindId":178,"name":88,"text":89},"trainingprogrammes",{"bindId":180,"name":92,"text":93},"paidmaternityleave",{"bindId":182,"name":183,"text":184},"contractseverancepay","a. When the employer intends to introduc","a. When the employer intends to introduce major changes in the operations of\nthe company or undergoes technological changes or faces economic recession in\nthe course of the work that are likely to cause the termination of the\nemployment of a section of the entire workforce, the employer shall comply with\nthe legal requirement contained in section 65 of the Labour Act 2003, Act 651\nas follows:\n\nb. Provide in writing to the Chief Labour Officer and the NUTEG not later\nthan three (3) months before contemplated changes, all relevant information\nincluding the reasons for any termination, the number, the categories of\nworkers likely to be affected and the period within which any termination is to\nbe carried out.\n\nc. Consult the Union on measures to be taken to avert or minimize the\ntermination as well as measures to mitigate the adverse of any terminations on\nthe workers such as redeployment.\n\nd. After all these measures, should it become necessary for the redundancy\nexercise to be carried out, the employer shall do the following:\n\nI. Notify the affected employees one month before the exercise is effected\nor pay one month’s consolidated pay to the affected employees in lieu of\nnotice.\n\nII. Pay a redundancy reward of one and half (1.5) months’ consolidated pay\nmultiplied by the number of years served.\n\nIII. Pay all earned and accrued benefits to the worker at the time of the\nexercise.",{"bindId":186,"name":110,"text":111},"PAIDLEAV_trigger",{"bindId":188,"name":54,"text":55},"SUNDAY_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Alisa Hotels-North Ridge - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-03-31\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: → 2013-04-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Hotels and similar accommodation\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                        Alisa Hotels-North Ridge\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                        NUTEG - National Union of Teamsters and General Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 87 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 240 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → 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: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \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: → 23.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \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: → 25 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 110 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \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 45.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[194],{"title":37,"slug":33},[196],{"type":197,"data":198},"call_to_action_body_block",{"title":199,"description":200,"variant":201,"link":202},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":199,"url":203,"description":199,"rel":204,"type":205},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[207],{"type":197,"data":208},{"title":199,"description":200,"variant":201,"link":209},{"title":199,"url":203,"description":199,"rel":204,"type":205},[]]