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It  shall be effective from January 2020. \u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Ch3>1.2 Application  and Scope\u003C\u002Fh3>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-covercountry\">\u003Cp>This Collective Agreement shall apply to all full-time  teachers within the GES who are members of the Ghana National Association of  Teachers (GNAT), National Association of Graduate Teachers (NAGRAT) and  Coalition of Concerned Teachers Ghana (CCT GH) under the leadership of GNAT],  (hereinafter referred to as the \"the Union”). \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-covercountry\">\n\u003Ch3>1.3 Interpretation\u003C\u002Fh3>\u003C\u002Fdiv>\n\u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">In the event of any dispute arising from the interpretation  of any provision of this Collective Agreement between the Union and Management,  the dispute shall be referred to the GES Council and subsequently the National  Labour Commission (NLC) and the Courts in that order for determination. \u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Ch2>SECTION TWO \u003C\u002Fh2>\n\u003Ch3>2.0 Purpose and Intent\u003C\u002Fh3>\n\u003Cp>2.1 The purpose  of this Agreement is to set forth the conditions of service relating to  salaries, wages, hours of work and other conditions and rules of employment.  Both parties do recognize and agree to promote the growth and development of  co-operation, trust, respect and fairness and endeavour to uphold these values  in the formulation of policies and standards of management in the GES. \u003C\u002Fp>\n\u003Cp>2.2 The parties believe that these attitudes can be  encouraged best when it is made  clear that the Employer and the Union who were involved in the \nnegotiation of this Agreement were not anti-union or anti­management  but were sincerely concerned with the best interest and well-being of the GES  and all teaching employees as well as creating an environment that provides  satisfaction, incentives and motivation for hard work and thereby increase  productivity. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>SECTION  THREE \u003C\u002Fh2>\n\u003Ch3>3.0 Management  and Union Relations\u003C\u002Fh3>\n\u003Cp>3.1 Subject to  existing Laws and Regulations, representatives of the Employer and the Union  shall be free to express views without fear that relations between them will be  affected in any way by statements made in good faith while acting in a  representative capacity. \u003C\u002Fp>\n\u003Cp>3.2 The GES or  her accredited representatives shall accord the Union representatives all the  necessary facilities to enable them to carry out their functions promptly and  efficiently both during and outside hours of work. \u003C\u002Fp>\n\u003Cp>3.3 No  representative of the Union shall be victimized for acting in such capacity nor  shall he\u002Fshe suffer a reduction in pay for any normal working time lost in  dealing with employee grievances. \u003C\u002Fp>\n\u003Cp>3.4 It is  agreed between both parties that should any dispute or grievance arise between  the Employer and any employee, it shall be examined and settled in accordance  with the procedure set out in this Agreement. \u003C\u002Fp>\n\u003Cp>3.5 This agreement shall not worsen any existing  terms and conditions of service and practice. \u003C\u002Fp>\n\u003Cp>3.6 Any position that is currently included in the  negotiated unit shall not be excluded from the negotiated unit without the  mutual agreement of the parties. \u003C\u002Fp>\n\u003Cp>3.7 It is further agreed that this document is a  living document and the fact that certain conditions are reduced to writing  does not take away the responsibility of either party to meet with the other to  discuss and negotiate on matters not specifically covered by this  Agreement but which are within the Scope and Intent of Collective Bargaining. \u003C\u002Fp>\n\u003Cp>3.8 It is  further agreed and understood that Management shall negotiate with the Union  before making changes to existing benefits and practices which have been  mutually accepted by both parties. \u003C\u002Fp>\n\u003Cp>3.9 It is  recognized that if during the life of this agreement there are changes in law,  regulations or decisions by appropriate authorities, which may necessitate  changes in personnel policies, practices or other matters affecting working  conditions, and if the changes leave Management with no discretion in the  matter, the Union shall be engaged in discussions over the matter for a  decision to be arrived at. \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION  FOUR \u003C\u002Fh2>\n\u003Ch3 align=\"left\">4.0 Duration\u003C\u002Fh3>\n\u003Cp>4.1 The  duration of this agreement shall be three (3) years. The provisions in this  agreement can be amended, rescinded or otherwise altered at any time within the  life of this agreement by mutual agreement between the parties hereto. Such  amendment shall be evidenced in writing citing the specified provisions of the  agreement affected. Negotiations for such changes shall begin not later than  thirty (30) days after the date of notification. \u003C\u002Fp>\n\u003Cp>4.2 In an event  that both parties fail to enter into negotiation on the terms and conditions of  a new agreement, the existing agreement will continue to be in force until a  new agreement is signed and the effective date of its commencement agreed upon. \u003C\u002Fp>\n\u003Cp>4.3 Collective Bargaining Opener Clause: At any  time after three (3) years from the date of this agreement, and not more than  twice during the life of this agreement, either party may give notice in  writing that it wishes to negotiate matters affecting the Collective Agreement. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>SECTION FIVE\u003C\u002Fh2>\n\u003Ch3>5.0 Definitions\u003C\u002Fh3>\n\u003Cp>1. \"Employee\"  in this document means any person who is a teacher under the jurisdiction of  the Ghana Education Service Council or who is appointed under Ghana Education  Service Act 1995, Act 506. \u003C\u002Fp>\n\u003Cp>2. \"Employer\" means the Ghana Education  Service or any other Authority empowered to act on behalf of the Ghana  Education Service. \u003C\u002Fp>\n\u003Cp>3. \"Teacher\"  in this document covers all those persons in educational establishments within  the Ghana Education Service who are responsible for the education of  pupils\u002Fstudents (including teachers who are not teaching in the classroom). \u003C\u002Fp>\n\u003Cp>4. \"Certificated Teacher\" means a holder  of the minimum Teachers' Certificate and is qualified to teach in the public  schools or in possession of any of the following professional teaching  certificates as amended from time to time: \u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Teachers' Certificate 'A' 4-year Teachers\" \u003C\u002Fli>\n  \u003Cli>Certificate  'A' 2-years Post-Secondary Teachers' \u003C\u002Fli>\n  \u003Cli>Certificate  \"A\" 3-years Post-Secondary \u003C\u002Fli>\n  \u003Cli>Teachers' Diploma in Basic Education \u003C\u002Fli>\n  \u003Cli>Teachers' Diploma from Colleges of Education \u003C\u002Fli>\n  \u003Cli>Bachelor of Education \u003C\u002Fli>\n  \u003Cli>Teachers' Licence \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>The above also covers the holders of a Certificate which  the Ghana Education Service Council directs to be recognized as a teaching  certificate for the purpose of this definition; and also a person to whom a  degree, certificate or diploma has been awarded by some other institution or  body which certificate or diploma is recognized by the Ghana Education Service  Council as equivalent to or higher qualification than the above-mentioned  certificates, provided that all such persons shall have successfully completed  an approved professional training for teachers. \u003C\u002Fp>\n\u003Cp>5. “Non-certificated Teacher\u002FPupil Teacher\"  means a person without a recognized Professional Teaching Certificate. \u003C\u002Fp>\n\u003Cp>6. \"Board  of Governors” means any group of people appointed under prescribed regulations  to assist the Head in the management of any educational institution under the  Ghana Education Service Council and includes a Committee of Management or any  other body performing similar functions of a Board of Governors. \u003C\u002Fp>\n\u003Cp>7. \"Management Committee\" is a body  similarly appointed to perform the function of the Board of Governors for a  specified period. \u003C\u002Fp>\n\u003Cp>8. \"Basic School\" (First cycle  Institution) means an Education Institution catering for children in Kindergarten,  Primary and Junior High Schools. \u003C\u002Fp>\n\u003Cp>9. \"Second  Cycle Institution\" means a Pre-Tertiary Institution other than a First  Cycle Institution. \u003C\u002Fp>\n\u003Cp>10. \"Head  of Institution\" means the Head teacher, Headmaster, Headmistress,  Principal or Director of an institution or the person for the time being  performing the duties of such Head teacher, Headmaster, Headmistress, Principal  or Director. \u003C\u002Fp>\n\u003Cp>11. \"Teacher  Unions\u002Fthe Union in this document refers to the Ghana National Association of  Teachers (GNAT), National Association of Graduate Teachers (NAGRAT) and  Coalition of Concerned Teachers (CCT Gh) at the National, Regional, District,  Local and School\u002FUnit levels. \u003C\u002Fp>\n\u003Cp>12. \"Management\" in this document refers  to the Ghana Education Service. \u003C\u002Fp>\n\u003Cp>13. \"Contact  Hours\" in this document refers to the actual period of interaction as well  as the approved co-curricular activities between the teacher and the  student\u002Fpupil. \u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cp>14. Reference  to masculine gender shall also include feminine gender unless otherwise  specified. \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION SIX \u003C\u002Fh2>\u003C\u002Fdiv>\n\u003Ch3 align=\"left\">6.0 Scheme of Service\u002F  Job Titles\u003C\u002Fh3>\n\u003Ch3>6.1 Scheme of Service\u003C\u002Fh3>\n\u003Cp>There shall be an approved Scheme of Service covering all  grades in the Service which shall include the following: \u003C\u002Fp>\n\u003Col>\n  \u003Cli>Title of  each grade \u003C\u002Fli>\n  \u003Cli>Duties  assigned to each grade \u003C\u002Fli>\n  \u003Cli>Qualification  and Method of entry \u003C\u002Fli>\n  \u003Cli>Mode of  Progression \u003C\u002Fli>\n  \u003Cli>Staff Training  and Development \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>6.2 Job Titles\u003C\u002Fh3>\n\u003Cp>The following shall be the job titles for the Management  and teaching personnel of the GES: \u003C\u002Fp>\n\u003Col>\n  \u003Cli>Director-General\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Deputy Director-General\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Director I\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Director II\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Deputy Director\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Assistant Director I\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Assistant Director II\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Principal Superintendent\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Senior Superintendent I\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Senior Superintendent II\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Superintendent I\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Superintendent II\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch2>SECTION  SEVEN\u003C\u002Fh2>\n\u003Ch3>7.0 Entering the Service \u003C\u002Fh3>\n\u003Cp>7.1 Management  shall endeavour at all times to ensure that all persons appointed to any  position in the GES have the relevant qualification and experience. \u003C\u002Fp>\n\u003Cp>7.2 Direct  entry appointment shall normally be made to these grades: \u003C\u002Fp>\n\u003Col>\n  \u003Cli>Diploma  Professional teacher -Senior Superintendent II \u003C\u002Fli>\n  \u003Cli>First  Degree professional teacher-Principal Superintendent \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Notwithstanding these direct entry grades and subject to  relevant qualifications and teaching or industrial experience elsewhere and  passing an interview where necessary, an applicant may be appointed to the  other grades. \u003C\u002Fp>\n\u003Cp>7.3 Content of  Letter of Appointment \u003C\u002Fp>\n\u003Cp>7.3.1 Every teacher on first appointment to the GES  shall receive a letter of appointment. The appointment letter should indicate  the following: \u003C\u002Fp>\n\u003Col>\n  \u003Cli>Reference  Number \u003C\u002Fli>\n  \u003Cli>Date of  Issue of the Letter \u003C\u002Fli>\n  \u003Cli>Appointing  Authority \u003C\u002Fli>\n  \u003Cli>Position to  be appointed to \u003C\u002Fli>\n  \u003Cli>Effective  date of Appointment \u003C\u002Fli>\n  \u003Cli>Probationary  period \u003C\u002Fli>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cli>Summary of Duties and Responsibilities (Attached  detailed Job Description) \u003C\u002Fli>\u003C\u002Fdiv>\n  \u003Cli>Salary  Scale attached to the Post and Salary Point of entry \u003C\u002Fli>\n  \u003Cli>Other  Conditions attached to the Position \u003C\u002Fli>\n  \u003Cli>Benefits  and Entitlements \u003C\u002Fli>\n  \u003Cli>Notification  for Exit \u003C\u002Fli>\n  \u003Cli>Social  Security contribution where applicable \u003C\u002Fli>\n  \u003Cli>Reference  to the Relevant Rules and Regulations of the Institution \u003C\u002Fli>\n  \u003Cli>Medical  Report \u003C\u002Fli>\n  \u003Cli>Checks  (Security, previous place of work and referees) \u003C\u002Fli>\n  \u003Cli>Period for Acceptance  of the Offer of Employment \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>7.3.2 Employee  Personal Record Form: \u003C\u002Fp>\n\u003Cp>On first appointment, an Employee shall within a period of  one (1) month, be required to complete a personal information form (with a  passport picture affixed) detailing the following: \u003C\u002Fp>\n\u003Col>\n  \u003Cli>Full Name \u003C\u002Fli>\n  \u003Cli>SSNIT  Number \u003C\u002Fli>\n  \u003Cli>National  Identification Number \u003C\u002Fli>\n  \u003Cli>Date of  Birth (Copy of Birth Certificate attached) \u003C\u002Fli>\n  \u003Cli>Sex \u003C\u002Fli>\n  \u003Cli>Hometown \u003C\u002Fli>\n  \u003Cli>Home  Address \u003C\u002Fli>\n  \u003Cli>E-mail  Address \u003C\u002Fli>\n  \u003Cli>Address  (Postal & Residential) \u003C\u002Fli>\n  \u003Cli>Previous  Employer \u003C\u002Fli>\n  \u003Cli>Educational  Background \u003C\u002Fli>\n  \u003Cli>Marital  Status\u002FNumber of Children \u003C\u002Fli>\n  \u003Cli>The  Next-of-kin \u003C\u002Fli>\n  \u003Cli>Any other  relevant information \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Concealment of any facts or the provision of any  intentional false statement may be considered sufficient grounds for  non-employment or for subsequent dismissal. \u003C\u002Fp>\n\u003Cp>7.3.3 In addition to the above, the Employer shall  provide an employee with a handbook stating the job descriptions or duties,  rights and responsibilities, disciplinary procedures and sanctions. \u003C\u002Fp>\n\u003Cp>7.4 In the case  of classroom teachers, appointments for a new school term other than temporary  appointments shall be made effective from the first day of the month in which  the school term begins. An employee shall receive full pay for the month  provided that he reports for duty on the day on which he has been instructed to  do so. (If he is absent without reasonable cause on the day on which he has  been instructed to report, he shall be paid as from the date he assumes duty). \u003C\u002Fp>\n\u003Cp>7.5 In the case of other appointments including  those of teachers made during the course of the term and temporary  appointments, the effective date shall be the date of assumption of duty. \u003C\u002Fp>\n\u003Cp>7.6 No person  who has been convicted of a criminal offence shall be re­engaged into the  Service. \u003C\u002Fp>\n\u003Cp>7.7 Induction\u002FJob  Orientation: Induction \u002F job orientation shall be provided to introduce  new employees to the Service; its office facilities, structure, policies,  rules, procedures, work ethics and job descriptions. It is also meant to enable  the employee to have a sense of belongingness to the Service and to settle down  as quickly as possible. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>SECTION EIGHT \u003C\u002Fh2>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>8.0 Probation \u003C\u002Fh3>\n\u003Cp>8.1 All  teaching employees of the Service shall serve a probationary period of one (1)  year on first appointment, commencing on the date of such appointment. \u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cp>8.2. All probationers shall be given the  necessary assistance as enshrined in the Teacher Management Support Services  Document by their immediate heads to enable them to establish themselves in the  Service. \u003C\u002Fp>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>SECTION  NINE \u003C\u002Fh2>\n\u003Ch3>9.0 Promotion\u003C\u002Fh3>\n\u003Cp>9.1 All promotions shall take effect from the date  stated in the promotion letter. \u003C\u002Fp>\n\u003Cp>9.2 Promotions shall be made according to merit and  in accordance with the Scheme of Service. In determining an individual's claim  for promotion, account shall be taken of qualification, experience, efficiency,  seniority, sense of responsibility, initiative, general behaviour and where  relevant, powers of leadership and expression and requisite attendance of  in-service training course. Relevant teaching experience and periods of further  approved training shall count for the purpose of promotion provided there is  documentary evidence to prove so. \u003C\u002Fp>\n\u003Cp>9.3 Promotion out of turn for exemplary conduct or  an employee whose performance is exceptionally remarkable, may be promoted  based on the Scheme of Service. Such promotions must be approved by the GES Management  on a case by case basis. The identification of teachers\u002Fofficers with  exceptional performance should be such that it is not abused. \u003C\u002Fp>\n\u003Cp>9.4 As much as reasonably practicable, vacancies at  the Management level shall be filled by promotion from within the Service. Such  vacancies shall be advertised internally and opened to all employees who have  the requisite qualification and experience as may be laid down from time to  time. \u003C\u002Fp>\n\u003Cp>9.5 Unsuccessful Candidates at Promotion Interviews: Unsuccessful  candidates shall join their subordinate officers who are due for promotions, on  the recommendation of their Departmental Heads. The effective date of promotion  of the previously unsuccessful candidate shall be the date on which the new  vacancy occurred and not necessarily the date given to his original colleagues.  All unsuccessful candidates shall be duly informed. \u003C\u002Fp>\n\u003Cp>9.6 A candidate who fails an interview for three (3)  consecutive times shall remain at his position for another two (2) years before  reapplying for consideration, if vacancies are declared. A candidate who fails  an interview for the fourth (4th) time shall remain at his present  position until retirement. His work and conduct shall be properly monitored to  ensure his performance is assessed properly, fairly and periodically. \u003C\u002Fp>\n\u003Cp>9.7 An employee who obtains a higher certificate and  which qualifies him or her for an incremental credit shall earn it if the  certificate is obtained at least six-months prior to the next anniversary date. \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION  TEN \u003C\u002Fh2>\n\u003Ch3 align=\"left\">10.0 Postings  and Transfers\u003C\u002Fh3>\n\u003Cp>10.1 Employees  may be assigned duties anywhere in Ghana as the exigencies of the Service may  demand. \u003C\u002Fp>\n\u003Cp>10.2 Where the Employer has no funds to pay for  transfer grants, GES may desist from transferring teachers. \u003C\u002Fp>\n\u003Cp>10.3 An employee  seeking transfer from one institution to another in the same district shall  have the transfer cleared by the District Director. Inter-district transfers  involving teachers are to be cleared by the Regional Director. Where the  Officer is seeking transfer from one Region to another, this shall be cleared  by the Director-General of the GES. \u003C\u002Fp>\n\u003Cp>10.4 Where an  employee is married to another employee within the Service or in the public  service, the employee may upon request be posted to or closer to the same geographical  area to join the spouse. \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION ELEVEN\u003C\u002Fh2>\n\u003Ch3 align=\"left\">11.0 Vacation of Post \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp align=\"left\">Without the authority of the Director-General, no employee  who vacates his post shall be re-engaged. An application for authority to re­engage  any person shall be accompanied by a copy of the letter accepting the  separation and the appropriate form giving the personal particulars of the  person. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION TWELVE \u003C\u002Fh2>\n\u003Ch3 align=\"left\">12.0 Limited Re-engagement \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp align=\"left\">An employee who has retired compulsorily may be re-engaged  under the appropriate rules and regulations. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION THIRTEEN\u003C\u002Fh2>\n\u003Ch3 align=\"left\">13.0  Remuneration and Working Conditions \u003C\u002Fh3>\n\u003Cp>13.1 The salary  scale appropriate to each post in the Service shall be determined by a “Joint  Negotiation Committee” or “Standing Joint Negotiation Committee through  negotiations with appropriate authorities. \u003C\u002Fp>\n\u003Cp>13.2 All other  conditions of work shall be determined by a Joint Negotiating Committee made up  of ten (10) persons each from the Government Team and the Union. They include: \u003C\u002Fp>\n\u003Col>\n  \u003Cli>Hours of  work, Contact hours \u003C\u002Fli>\n  \u003Cli>Leave for  Union activities \u003C\u002Fli>\n  \u003Cli>Class size and work load \u003C\u002Fli>\n  \u003Cli>Principles of engagement and termination of  Service, including Redundancy, Probation, Transfers, Promotion and Housing \u003C\u002Fli>\n  \u003Cli>Sick Leave  with Pay \u003C\u002Fli>\n  \u003Cli>Training \u003C\u002Fli>\n  \u003Cli>Sickness Benefits \u002F Medical Schemes \u003C\u002Fli>\n  \u003Cli>Study Leave \u003C\u002Fli>\n  \u003Cli>Release of Employee \u003C\u002Fli>\n  \u003Cli>Occupational  Injury\u002FDisease \u003C\u002Fli>\u003C\u002Fol>\u003Col>\n\u003C\u002Fol>\n\u003Cp>13.3 Any  employee who is covered by this agreement shall receive the rate of pay  commensurate with his or her job classification based on a properly conducted  job evaluation and placement on the Single Spine Salary Structure. \u003C\u002Fp>\n\u003Cp>13.4 Where an  employee is found to have been improperly rated or misplaced on a salary scale  or point, the Service shall rectify such an error and pay all arrears due to  the employee. \u003C\u002Fp>\n\u003Cp>13.5 Should the nature of the existing job be  substantially changed such that the old salary is not appropriate, GES and the  Fair Wages and Salaries Commission (FWSC) on the one hand and the Union on the  other hand, shall meet to agree upon a new salary which is consistent with the  new or changed job based on re-evaluation of the job. \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION  FOURTEEN \u003C\u002Fh2>\n\u003Ch3 align=\"left\">14.0  Remuneration and Working Conditions\u003C\u002Fh3>\n\u003Cp>14.1 All employees shall have their anniversary dates  as their incremental date. \u003C\u002Fp>\n\u003Cp>14.2 Incremental credits shall be earned by merit  i.e. efficient work and good conduct and shall not be granted as an  entitlement merely  because of service for a prescribed period. If  at any time, there is \n  evidence that an employee's work and conduct are  unsatisfactory he \n  shall be warned in writing by his immediate  supervisor. Where the \nEmployer  fails to make a recommendation to withhold or pay the increment, the employee  shall be deemed to have earned it. \u003C\u002Fp>\n\u003Cp>14.3 All recommendations for the award of increments  shall be submitted not later than three (3) months before the incremental date. \u003C\u002Fp>\n\u003Cp>14.4 If the increment is to be withheld because of  unsatisfactory performance or conduct, the employee shall be advised in writing  two (2) months in advance or two (2) months before the incremental date. \u003C\u002Fp>\n\u003Cp>14.5 Only approved services shall count towards  increment. \u003C\u002Fp>\n\u003Cp>14.6 An annual performance appraisal report on the  competency and efficiency and official conduct of each employee shall be  conducted on a merit assessment form provided by Management before the employee  is due for increment. \u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2 align=\"left\">SECTION FIFTEEN\u003C\u002Fh2>\n\u003Ch3 align=\"left\">15.0 Fringe Benefits\u003C\u002Fh3>\n\u003Ch3>15.1 Vehicle Maintenance and Kilometric Allowances:\u003C\u002Fh3>\n\u003Cp>Vehicle Maintenance and Kilometric Allowances shall be paid  at the approved rates to all teaching employees of the Service who are entitled  to own and who own and use their vehicles in the performance of their duties as  approved by Management. \u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>15.2 Night Allowance:\u003C\u002Fh3>\n\u003Cp>The Service shall pay Night Allowance to employees on duty  outside their duty stations according to approved government rates when  accommodation and meals are not provided. Where accommodation and meals are  provided, employees shall be paid out of pocket allowance equivalent to a third  of the value of the night allowance rate. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>15. 3 Allowances for  Teachers in Deprived\u002FDifficult Areas: \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>GES shall initiate the process in conjunction with FWSC to  undertake a study in this area and determine the appropriate allowance to be  paid. \u003C\u002Fp>\n\u003Ch3>15.4 Acting  Allowance:\u003C\u002Fh3>\n\u003Cp>Where an employee is made to act in a position by either  acting assignment or formal acting appointment, the employee shall be paid  Acting Allowance. No employee shall be asked to act in a position in which  he\u002Fshe does not satisfy the minimum requirements. \u003C\u002Fp>\n\u003Ch3>15.5 Retention  Premium:\u003C\u002Fh3>\n\u003Cp>Retention Premium shall be paid to all teaching employees  of the Ghana Education Service as exists. \u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>15.6 Protective  Clothing:\u003C\u002Fh3>\n\u003Cp>Technical\u002FVocational, Science, ICT and Home Economic  teachers shall be provided with Protective Clothing periodically. \u003C\u002Fp>\u003C\u002Fdiv>\n\u003Ch3>15.7 Advance to  purchase means of Transport:\u003C\u002Fh3>\n\u003Cp>Employees of the Ghana Education Service may be entitled to  Advances to purchase means of transport, in accordance with existing regulations. \u003C\u002Fp>\n\u003Ch3>15.8 Salary  Advance:\u003C\u002Fh3>\n\u003Cp>Two (2) Months Basic Salary Advance approved by Management  may be paid to an employee proceeding on leave which may be recovered in twelve  (12) monthly instalments. \u003C\u002Fp>\n\u003Ch3>15.9 Special  Advance:\u003C\u002Fh3>\n\u003Cp>The Service may grant special advance to members of the  Service in the event of verified death of an employee's father, mother, spouse,  child or in the case of theft, fire or such mishap. An employee on application  may be considered for not more than two (2) months' salary advance. Repayment  of such advance shall commence after two (2) months  grace period and shall be spread over a period not exceeding twenty-four (24)  months. \u003C\u002Fp>\n\u003Ch3>15.10 Transfer  Grant:\u003C\u002Fh3>\n\u003Cp>A Transfer  Grant of three (3) Months Basic Salary shall be paid to each \n  member on  approved transfer. An employee shall be paid a transfer grant at the approved rate where the transfer is at the  instance of Management, provided it is not on disciplinary grounds and the  transfer results in the change of station as well as movement of household  effects. \u003C\u002Fp>\n\u003Ch3>15.11 Rent Advance:\u003C\u002Fh3>\n\u003Cp>An advance  not exceeding the employee's Basic Annual Salary may be granted to an employee  for the purpose of solving an accommodation problem. \u003C\u002Fp>\n\u003Ch3>15.12 Advance for the purchase of durable household  goods:\u003C\u002Fh3>\n\u003Cp>A loan not exceeding 150% of an employee's annual gross  salary may be granted to confirmed employees to purchase furniture and any  other household appliances. Such loan when granted shall be repaid in not more  than eighty-four (84) equal instalments. \u003C\u002Fp>\n\u003Ch3>15.13 Additional Duty Allowance:\u003C\u002Fh3>\n\u003Cp>Additional Duty Allowance shall be paid to an employee who  is asked in writing to take additional responsibility for a position other than  his\u002Fher own for more than twenty-one (21) days. An employee shall only take up  additional responsibility over a job which is at the same level that he\u002Fshe is  currently holding. \u003C\u002Fp>\n\u003Ch3>15.14 Allowances for Directors:\u003C\u002Fh3>\n\u003Cp>Directors in the Ghana Education Service who have been  appointed by the President through the Public Services Commission shall be paid  the applicable Category 4 Allowances at the approved rates. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>SECTION SIXTEEN \u003C\u002Fh2>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Ch3>16.0 Continuous Professional Development (CPD) \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Teaching  staff of the Ghana Education Service shall be provided with Continuous  Professional Development (CPD) Allowance as follows: \u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Professional Teachers - GHG1200 per academic  year \u003C\u002Fli>\n  \u003Cli>Non-Professional Teachers - GHG800 per academic  year\u003Cbr clear=\"all\">\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>The  Allowance shall be used for the purpose of supporting the continuous  professional development of teachers, which shall count as part of the  teachers' eligibility for promotion. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>SECTION  SEVENTEEN \u003C\u002Fh2>\n\u003Ch3>17.0 Leave Entitlements\u003C\u002Fh3>\n\u003Cp>17.1 An employee  of the Service assigned teaching duties in an educational institution may be  granted annual leave during holidays upon application and Management's approval. \u003C\u002Fp>\n\u003Cp>17.2 An employee shall not proceed on leave before he  has completed his term's work. \u003C\u002Fp>\n\u003Cp>17.3 Employees  other than those referred to in sub-section 17.1 under leave entitlement shall  be granted annual leave for the appropriate duration within the year. \u003C\u002Fp>\n\u003Cp>17.4 All types  of leave with or without pay shall receive the prior approval of Management. \u003C\u002Fp>\n\u003Cp>17.5 Employees  shall enjoy a number of days as annual vacation leave in accordance with their  status and rank. \u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>17.6 Duration of Annual Leave: The  duration of annual leave shall be as follows: \u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Teacher to Principal Supt: 21 Working Days\u003C\u002Fli>\n  \u003Cli>Assistant Director II to Deputy Director: 28 Working Days\u003C\u002Fli>\n  \u003Cli>Director II to  Director General: 36 Working  Days \u003C\u002Fli>\u003C\u002Ful>\u003C\u002Fdiv>\u003Cul>\u003C\u002Ful>\u003C\u002Fdiv>\u003Cul>\n\u003C\u002Ful>\n\u003Cp>17.7 Recall from  Leave: \u003C\u002Fp>\n\u003Cp>An employee may be recalled from leave by the Service to  perform certain functions\u002Fduties as the exigencies of the Service may demand.  In such circumstances, the employee shall not forfeit the remainder of his\u002Fher  leave. If an employee's annual leave is interrupted at the request of the Service, he\u002Fshe will be paid for transportation and  travel expenses to enable him\u002Fher continue with his \u002Fher leave. \n  \u003C\u002Fp>\n\u003Cp>17.8 Terminal Leave: \u003C\u002Fp>\n  \u003Cp>Teaching  employees who are due for retirement may be granted three (3) months' terminal leave to enable them to prepare  for retirement. \u003C\u002Fp>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cp>17.9 Leave for  Examinations: \u003C\u002Fp>\n  \u003Cp>An employee, who during working times sits for one of the  following examinations, may be granted leave with full pay for those days which  he actually takes the examination paper and for such days as are actually  required for travelling to and from the examination centre by the most direct  route. This period shall count as emergency leave: \u003C\u002Fp>\n  \u003Col>\n    \u003Cli>Entrance  examinations to approved institutions \u003C\u002Fli>\n    \u003Cli>Approved  professional examinations for further courses in tertiary institutions \u003C\u002Fli>\n    \u003Cli>Promotion  examinations and interviews \u003C\u002Fli>\n    \u003Cli>Degree  examinations or their equivalent; and \u003C\u002Fli>\n    \u003Cli>Examination  relevant to the Service. \u003C\u002Fli>\n  \u003C\u002Fol>\n\u003Cp>17.10 The provisions for Casual\u002FEmergency Leave shall apply  in the case of employees sitting examinations other than those listed above. In  all cases the employee must apply for approval. \u003C\u002Fp>\n  \u003Cp>17.11 Membership  of Committee: \u003C\u002Fp>\n  \u003Col>\n    \u003Cli>An employee  must obtain through the usual channel prior permission of the  Divisional\u002FRegional Head or Head of Directorate of the Ghana Education Service  before accepting membership of any Committee of a public body which may  necessitate his absence from work during working hours.  Divisional\u002FRegional\u002FDistrict Directors must inform the Director-General about  their engagement on Committees of public bodies. \u003C\u002Fli>\n    \u003Cli>Absence of an employee to attend the meetings of  recognized public bodies of which he is a member shall be with pay  and shall not    count as emergency leave. However, where such  absence becomes \n    excessive, an employee may be required by the  appropriate    21 \nauthority  to reduce his outside commitments, failing which permission shall be withdrawn. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col>\n  \u003C\u002Fol>\n  \u003Cp>17.12 Study  Leave: \u003C\u002Fp>\n  \u003Col>\n    \u003Cli>Study leave with or without pay, may be granted  to members by the Director-General. \u003C\u002Fli>\n    \u003Cli>Study leave  with pay may be granted by the Director-General to members of the Service for  approved courses including industrial and or professional qualifications. \u003C\u002Fli>\n    \u003Cli>The grant  of study leave with pay or without pay shall be governed by rules and regulations,  relating to courses, duration, qualification, bonding as may from time to time  be laid down by the GES. \u003C\u002Fli>\n    \u003Cli>Employees  who are granted study leave with pay to study outside Ghana shall in addition  to the Book Allowance, be paid Warm Clothing Allowance, the value of which  shall be determined from time to time by Government. \u003C\u002Fli>\n  \u003C\u002Fol>\n  \u003Cp>17.13 Distance  Learning: \u003C\u002Fp>\n  \u003Cp>Teaching  personnel who obtain higher qualification by Distance \nEducation  in any approved subject\u002Fcourse shall be upgraded. \u003C\u002Fp>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Cp>17.14 Sick Leave: \u003C\u002Fp>\u003C\u002Fdiv>\n  \u003Col>\n    \u003Cli>An employee  who becomes unfit for work because of sickness shall inform his head of  institution or officer forthwith and report to the nearest government or  recognized medical practitioner for treatment. The employee shall also obtain a  certificate stating whether he shall be excused from duty and if so, the  duration. \u003C\u002Fli>\n    \u003Cli>In the case  of an employee for whom it is physically impracticable to consult the nearest  government or recognized medical practitioner, full pay may be granted for a  period of up to five working days with approval of the local representative of  the District Head, provided that in no case shall an employee be absent from duty for more than five (5) working days without a  medical report. \u003C\u002Fli>\n    \u003Cli>If at the end of the first three (3) months of  illness an employee is still not fit for duty, a medical report provided by the  employee shall be the basis for the extension of the sick leave. \u003C\u002Fli>\n    \u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cli>An employee may be granted sick leave on full  pay for a maximum period of six (6) months and on half pay for another period  of six (6) months, on the recommendation of a recognised medical practitioner. \u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n    \u003Cli>Any period of sick leave in excess of twelve  (12) months shall be without pay. \u003C\u002Fli>\n    \u003Cli>Where, on the findings of a Government Medical  Board, an employee is incapable by reason of any infirmity of mind or body of  discharging the duties of his office, and that such infirmity is likely to be  permanent, and it is decided to retire the employee from the Ghana Education  Service, the employee shall: \n      \u003Col type=\"a\">\n        \u003Cli>If he\u002Fshe  has not already been granted six (6) months sick leave, may be granted sick  leave equivalent to the period by which the sick leave already granted falls  short of six (6) months sick leave, whichever is less. \u003C\u002Fli>\n        \u003Cli>If  necessary, the employee should also be granted sick leave of up to two (2) months  on the salary drawn immediately before it takes effect so that a minimum period  of two (2) months leave will intervene between the date of issue of the  notification that he will be invalid and the date he leaves the Service. \u003C\u002Fli>\n      \u003C\u002Fol>\n    \u003C\u002Fli>\n  \n    \u003Cli>Careful  records shall be kept of all periods of sick leave granted with or without pay  and those records shall be forwarded to the Headquarters when as a result of  long repeated sickness, it is decided to dispense with an employee's service. \u003C\u002Fli>\n    \u003Cli>Convalescent  leave may be granted only on the written recommendation of a Government or  recognized medical practitioner. Such leave shall not normally exceed three (3)  weeks but may in exceptional cases be extended to six (6) weeks. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cp>17.15 Maternity or Paternity Leave: \u003C\u002Fp>\u003C\u002Fdiv>\n\u003Col>\n    \u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cli>A woman  employee on the production of a medical certificate\u002Freport by a recognized  Medical Practitioner or Midwife indicating the expected date of her confinement  is entitled to twelve (12) weeks maternity leave as stipulated in section 57  (1)the Labour Act, 2003 (Act 651). \u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\n    \u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cli>On resumption  of duty a nursing mother will be granted two (2) hours off-duty every working  day to nurse her child up to a period of twelve (12) weeks. Such employees  shall be permitted at their own request to take additional unpaid leave of up  to one (1) year after child-birth without loss of employment. \u003C\u002Fli>\n    \u003Cli>The period  of maternity leave may be extended for at least two (2) additional weeks where  the confinement is abnormal or where in the course of the same confinement two  or more babies are born. \u003C\u002Fli>\n    \u003Cli>Where an illness, medically certified by a  medical practitioner, is due to her pregnancy, the female employee is entitled  to additional leave as certified by the Medical Practitioner. \u003C\u002Fli>\n    \u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cli>No female  employee shall be dismissed solely on the grounds of pregnancy or on any  grounds whatsoever during the period of maternity leave. \u003C\u002Fli>\u003C\u002Fdiv>\n    \u003Cli>In the  absence of a female teacher on maternity leave, a substitute teacher shall be  appointed to take over her schedules or duties till she resumes. \u003C\u002Fli>\n  \u003Cli>Maternity  leave shall be additional to annual leave entitlement or leave earned in the  leave year. \u003C\u002Fli>\u003C\u002Fdiv>\n    \u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cli> A male  employee on production of certificate\u002Fmedical report issued by a qualified  medical practitioner or a midwife indicating the expected date of confinement  of his wife, is entitled to a period of paternity leave of a maximum of five  (5) working days, in addition to any period of annual leave to which that male  employee is entitled.\u003C\u002Fli>\u003C\u002Fdiv>\n    \u003C\u002Fol>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareotherclause\">\u003Col>\u003Cli>Facilities shall be provided for the care of  children below school- going age to enable women, who have the traditional care  for children, realise their full potential. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>17.16 Employees joining Spouses on approved courses of  posting Overseas: \u003C\u002Fp>\u003C\u002Fdiv>\n\u003Col>\n  \u003Cli>An employee  joining the spouse on approved course or posting overseas may be entitled to  leave without pay. For a period of up to one (1) year or more, approval shall  be given by the Director- General. \u003C\u002Fli>\n  \u003Cli>Employees  shall attach to their applications either Marriage Certificates or Statutory  Declaration of Marriage from both families of the married couples as well as  documents confirming their spouses' postings or approved courses. \u003C\u002Fli>\n  \u003Cli>Application  for such leave shall be submitted to the Director- General at least two (2) months  before the employee is due to leave the country. \u003C\u002Fli>\n  \u003Cli>Applicants shall wait for approval before they  leave. If after sixty (60) days no written approval is received, the  application should be regarded as having been approved. \u003C\u002Fli>\n  \u003Cli>All such leave of absence shall not count as  service periods. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>17.17 Leave without Pay to join other Organizations: \u003C\u002Fp>\n\u003Col>\n  \u003Cli>Leave  without pay may be granted to employees, on grounds of public policy by the GES  for a specific period of two (2) years, to enable them to join other  organizations. This leave may be renewed \nfor another term of 2 years, after which the employee may  return to the GES, subject to availability of vacancy and financial clearance. \u003C\u002Fli>\n  \u003Cli>The  employee granted such leave shall not proceed on the leave without first  obtaining the consent and approval of the prescribed authority; otherwise he  shall be regarded as having resigned from the Ghana Education Service as from  the date of the grant of leave without pay with loss of all retiring benefits. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>17.18 Compassionate  Leave: \u003C\u002Fp>\n\u003Cp>In special circumstance, e.g. cases or tragedies involving  an employee's immediate family (parents, spouse, child) a Head of Department  may on application grant an employee special leave. Such leave should not  exceed a maximum of ten (10) working days and shall not be deducted from earned  leave. \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION  EIGHTEEN \u003C\u002Fh2>\n\u003Ch3 align=\"left\">18.0   Travelling and Transport\u003C\u002Fh3>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>18.1 An employee  shall be eligible to claim at the approved rates and in accordance with  existing regulations a refund of travelling expenses within Ghana for  him\u002Fherself, the spouse and dependent children under the age of eighteen (18)  years as follows: \u003C\u002Fp>\n\u003Col>\n  \u003Cli>On first  appointment - from his\u002Fher hometown to his\u002Fher new station \u003C\u002Fli>\n  \u003Cli>On posting  - from his\u002Fher old station to his\u002Fher new station \u003C\u002Fli>\n  \u003Cli>On  attachment or further approved courses from and to his\u002Fher station \u003C\u002Fli>\n  \u003Cli>On  re-posting after further training from his\u002Fher hometown to his\u002Fher new station \u003C\u002Fli>\n  \u003Cli>On final  retirement on reaching the retiring age - to his\u002Fher hometown \u003C\u002Fli>\n  \u003Cli>On  re-engagement after retirement from his hometown. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col>\n\u003C\u002Fol>\n\u003Cp>18.2 No claim  for refund for travelling expenses shall be made where an employee is: \u003C\u002Fp>\n\u003Col>\n  \u003Cli>Posted on disciplinary reasons \u003C\u002Fli>\n  \u003Cli>Transferred  at his\u002Fher request before completing the minimum tour of four (4) years  continuous service in the district from which he\u002Fshe was posted, except in  special circumstances such as sicknesses, physical attacks and assaults. \u003C\u002Fli>\n  \u003Cli>Re-appointed after suspension \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>18.3 Employees  who qualify for the payment of travelling and transport allowance shall produce  evidence of movement by producing Non­availability Certificate from the State  Transport Company. In circumstances where the Non-availability Certificate is  not available, the employee shall be paid based on approved Government rates. \u003C\u002Fp>\n\u003Cp>18.4 An employee  traveling on duty is entitled to claim a refund of travelling expenses at approved  rates, or in exceptional cases at the proven actual incurred expenditure. \u003C\u002Fp>\n\u003Cp>18.5 Travelling  to attend an approved in-service course is considered travelling on duty. \u003C\u002Fp>\n\u003Cp>18.6 Travelling to honour official invitation from  the Employer is considered travelling on duty. \u003C\u002Fp>\n\u003Ch2>SECTION  NINETEEN \u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Staff  Accommodation \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Accommodation may be provided to the following  category of staff: \n  Headmasters, Assistant Headmasters, Senior  Housemasters, House \n  Masters, Principals, Vice Principals, Head  Teachers, Assistant Head \n  Teachers, Frontline Deputy Directors and  Guidance and Counselling \n  Officers and Chaplains and Imams in Second Cycle  institutions. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>SECTION TWENTY\u003C\u002Fh2>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>20.0 Health and Safety\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cp>20.1 The Service shall be bound to keep its premises  and equipment in good condition so as not to impair in any way the health and  safety of persons lawfully using them. \u003C\u002Fp>\n\u003Cp>20.2 All school premises may be fenced to provide  reasonable security and protection for students, staff and property. \u003C\u002Fp>\n\u003Cp>20.3 The Service shall provide separate and enclosed  sanitary and washroom facilities for employees of each sex. Such facilities  shall be suitably positioned for easy access and shall be maintained. \u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-healthandsafetyext\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyprovisions\">\u003Cp>20.4 All  employees covered by this agreement who sustain occupational injuries and  diseases during and in the course of their employment shall be entitled to  workmen compensation claim in accordance with the provisions of the Workmen's  Compensation Act, 1987 (PNDCL 187). \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cp>20.5 An employee whose property is established to  have been damaged or destroyed by pupils\u002Fstudents may be compensated through  negotiations between the Union and the Employer. \u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Cp>20.6 Where  employees suffer loss of personal properties as a result of disasters such as  out-break of war or communal violence, the Employer may facilitate the payment  of compensation to the affected employees. \u003C\u002Fp>\u003C\u002Fdiv>\n\u003Ch2 align=\"left\">SECTION  TWENTY-ONE\u003C\u002Fh2>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">\u003Ch3 align=\"left\">21.0 Medical Care\u003C\u002Fh3>\u003C\u002Fdiv>\n\u003Cp>21.1 The Service  shall facilitate the registration of all teaching personnel with the National  Health Insurance Scheme (NHIS). \u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>21.2 The Service shall be responsible for the  medical care of employees, their spouses and four (4) children under the age of  eighteen (18) years, in accordance with approved regulations. Children above 18  but below 23 and in school shall also be covered. Where the medical condition  is not treatable by orthodox medicine, the Service shall endeavour to pay the  cost of traditional treatment. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cp>21.3 Medical  care shall exclude the provision of dental and optical appliances but the  Service shall reimburse 50% in respect of payment for prescribed medical or  dental appliances. \u003C\u002Fp>\n\u003Cp>21.4 The above notwithstanding,  the Service may institute a supplementary Health Insurance Scheme for the  teaching personnel. \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION  TWENTY-TWO \u003C\u002Fh2>\n\u003Ch3 align=\"left\">22.0 Employees with HIV and AIDS\u003C\u002Fh3>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hiv\">\u003Cp>22.1 In  consonance with the spirit of decent work and respect for Human Rights and  Dignity of persons infected by HIV\u002FAIDS, there shall be no discrimination  against teachers on the basis of a real or perceived HIV\u002FAIDS status. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cp>22.2 Screening  for HIV\u002FAIDS shall not be a condition for persons applying for teaching jobs in  the Service. It shall also not be used as the basis for termination of  appointment. \u003C\u002Fp>\n\u003Cp>22.3 Health  services provided to teachers living with HIV\u002FAIDS shall include access to  treatment of HIV-related symptoms and opportunistic infections such as TBs and  sexually transmitted diseases (STDs). \u003C\u002Fp>\n\u003Cp>22.4 The Ghana  Education Service shall assist teaching personnel with HIV\u002FAIDS to access  anti-retroviral drugs. \u003C\u002Fp>\n\u003Cp>22.5 GES  management shall facilitate the provision of counselling and other forms of  social support to teaching employees with HIV\u002FAIDS. Such support may also be  extended to the immediate families of the affected employees. \u003C\u002Fp>\n\u003Ch2>SECTION  TWENTY-THREE\u003C\u002Fh2>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Ch3>23.0 Hours of Work\u003C\u002Fh3>\n\u003Cp>Working hours shall be as prescribed by law. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>SECTION TWENTY-FOUR\u003C\u002Fh2>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch3>24.0  In-Service Training: \u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cp>24.1 The Service  shall organize systematic in-service programmes as a means of improving the  efficiency and effectiveness of employees. This shall include teachers to be  promoted and those promoted to higher management positions. \u003C\u002Fp>\n\u003Cp>24.2 Records shall be kept of all such in-service  programmes and they shall count towards the promotion of employees. \u003C\u002Fp>\n\u003Cp>24.3 The Service shall be responsible for the  provision of all logistics during in-service programmes. \u003C\u002Fp>\n\u003Cp>24.4 All new employees shall receive orientation on  commencement of duty provided by the Employer ninety (90) days after the  recruitment. The orientation shall acquaint employees with the basic operations  of the Service and the schools as well as the rights and responsibilities as  provided for in this Collective Agreement. \u003C\u002Fp>\n\u003Cp>24.5 The Service  shall give Certificates of Attendance free of charge to all employees who  attend in-service programmes organized by the Service, at no cost to the  employees. \u003C\u002Fp>\n\u003Cp>24.6 An employee  required to undertake a course of training shall be advised of the duration,  purpose and scope. \u003C\u002Fp>\n\u003Cp>24.7 Where an  employee is being trained for promotion, he shall be acquainted to the post to  which he may be promoted or confirmed if he successfully completes the  training. \u003C\u002Fp>\n\u003Ch2>SECTION TWENTY-FIVE\u003C\u002Fh2>\n\u003Ch3>25.0 Release of Employees:\u003C\u002Fh3>\n\u003Cp>25.1 Release of teachers in both the first and second  cycle institutions shall take place at the end of the academic year. \u003C\u002Fp>\n\u003Cp>25.2 Employees who wish to be released from their  schools shall apply to the District Director through their school heads three  (3) clear months before the end of the academic year. \u003C\u002Fp>\n\u003Cp>25.3 Under no circumstance shall an employee be given  an Open Release. \u003C\u002Fp>\n\u003Cp>25.4 Heads of institutions who may request for the  release of teachers shall notify the District Director ninety (90) days before  the release is effected. \u003C\u002Fp>\n\u003Cp>25.5 Employees  of the Service who may request for release shall be written to before the  release is effected. \u003C\u002Fp>\n\u003Cp>25.6 In all  cases, action shall become effective upon receipt of official authorization by  the appointing authority. \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION TWENTY-SIX\u003C\u002Fh2>\n\u003Ch3 align=\"left\">26.0 Employee Housing Scheme: \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp align=\"left\">The Ghana Education Service may facilitate the implementation  of a housing scheme for the teaching personnel of the Service. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION  TWENTY-SEVEN \u003C\u002Fh2>\n\u003Ch3 align=\"left\">\u003C\u002Fh3>\u003Ch3 align=\"left\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-legalassistance_trigger\">\u003Ch3 align=\"left\">27.0 Legal Assistance: \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp align=\"left\">Any employee against whom civil legal proceedings are  instituted for a legal liability committed in the course of discharging his\u002Fher  normal official duties by persons or group of persons other than the Service  shall refer the matter immediately to Management for the Service to provide  protection and legal assistance for his\u002Fher defence. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp align=\"left\">\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION  TWENTY-EIGHT\u003C\u002Fh2>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3>28.0 Pensions and Gratuity:\u003C\u002Fh3>\u003C\u002Fdiv>\n\u003Cp>An employee shall be entitled to pension and gratuity after  the attainment of the prescribed age and satisfying other conditions in  accordance with the existing pension law. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>SECTION  TWENTY-NINE \u003C\u002Fh2>\n\u003Ch3>29.0 Bonded Employees: \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Bonded employees who have not served their terms of the  bond shall not be permitted to leave the Service except with the prior written  approval of the Director-General or on payment in lieu of the years left. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>SECTION THIRTY \u003C\u002Fh2>\n\u003Ch3>30.0 Secondment: \u003C\u002Fh3>\n\u003Cp>30.1 With the  prior approval of the Director-General an employee may be seconded to another  Ministry, Department or Organization directly or indirectly connected with  education for a specified period. \u003C\u002Fp>\n\u003Cp>30.2 An employee of the Service on secondment shall  retain promotion and pension rights, as if he were serving in his substantive  post. \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION THIRTY-ONE \u003C\u002Fh2>\n\u003Ch3 align=\"left\">31.0 Leaving the Service: \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp align=\"left\">The modes by which an employee may leave the Ghana  Education Service shall be as follows: \u003C\u002Fp>\n\u003Col>\n  \u003Cli>On dismissal, termination of appointment or removal from the Service.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>On compulsory retirement at the prescribed age,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>On voluntary retirement after reaching the prescribed age,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>On retirement for medical reason,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>On resignation,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>On expiry or termination of limited engagements,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>On transfer to approved employment,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>By death.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch2>SECTION THIRTY-TWO\u003C\u002Fh2>\n\u003Ch3>32.0 Compulsory Retirement:\u003C\u002Fh3>\n\u003Cp>32.1 An employee shall retire compulsorily from the  Service on reaching the prescribed age. The District Director shall inform the  employee six (6) months before the date due for retirement. \u003C\u002Fp>\n\u003Cp>32.2 It shall be  the responsibility of the appropriate authority to forward the employee's  particulars to reach the headquarters at least three months before the date of  retirement. \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION THIRTY-THREE\u003C\u002Fh2>\n\u003Ch3 align=\"left\">33.0 Voluntary Retirement: \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp align=\"left\">An employee may retire voluntarily from the Service at any  time upon reaching the prescribed voluntary retiring age. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION THIRTY-FOUR \u003C\u002Fh2>\n\u003Ch3 align=\"left\">34.0  Retirement on Medical Grounds: \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp align=\"left\">The authority for declaring that an employee is incapable  by reason of infirmity of mind or body of discharging the duties of his post  shall be the Director of Medical Services on the recommendation of a Medical  Board after the next six (6) months of sick leave. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION THIRTY-FIVE\u003C\u002Fh2>\n\u003Ch3 align=\"left\">35.0  Resignations and Termination of  Appointment: \u003C\u002Fh3>\n\u003Cp>35.1 An employee  who intends to resign from the Service shall give one- month notice to the  Director General or pay one month's salary in lieu of notice. \u003C\u002Fp>\n\u003Cp>35.2 Where the Employer is terminating the  appointment of an employee, the Employer shall give one-month notice or pay one  month's salary in lieu of notice. \u003C\u002Fp>\n\u003Ch2>SECTION  THIRTY-SIX\u003C\u002Fh2>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-EMPCONTR_trigger\">\u003Ch3>36.0 Redundancy and Severance Pay:\u003C\u002Fh3>\u003C\u002Fdiv>\n\u003Cp>36.1 In the  event of redundancy, the Service shall inform the Union of the names, grades  and dates of employment of those whose appointments it wishes to terminate not  less than three (3) months prior to the date on which the appointment will be  terminated. \u003C\u002Fp>\n\u003Cp>36.2 Employees who will be affected shall be informed  of the termination of their appointments not less than two (2) months prior to  the date of termination. \u003C\u002Fp>\n\u003Cp>36.3 In the event of recruitment after redundancy,  preference shall be given to the laid off employees with the requisite  qualifications if they are available for re-engagement. \u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>36.4 A teaching  employee other than a certificated teacher who shall be declared redundant  shall have his package calculated at the time of the declaration of redundancy  in accordance with Section 65 of the Labour Act, 2003 (Act 651). \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION THIRTY-SEVEN\u003C\u002Fh2>\u003C\u002Fdiv>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3 align=\"left\">37.0 Death Benefits: \u003C\u002Fh3>\u003C\u002Fdiv>\n\u003Cp>37.1 On the death of an employee, transport expenses  from the employee's station or place of death to place of burial shall be borne  by the Service. \u003C\u002Fp>\n\u003Cp>37.2 The transport expenses of the spouse and  dependent including belongings of the deceased from the station to the hometown  shall be borne by the Service. \u003C\u002Fp>\n\u003Cp>37.3 On the  death of an employee the Service shall provide a coffin or a stated amount in lieu of a coffin and specific cartons of beer,  schnapps and crates of soft drinks or an all-inclusive amount at the prevailing  rate in the public service. \u003C\u002Fp>\n\u003Cp>37.4 In the  event of death, the spouse and\u002For dependent of a deceased member of staff shall  be allowed to live in the house or other living accommodation provided by the  Service up to a period of three (3) months' rent free. \u003C\u002Fp>\n\u003Cp>37.5 In the  event of the death of a spouse or a child, the Service shall pay a compassionate  donation at the prevailing rate in the public service. \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION THIRTY-EIGHT\u003C\u002Fh2>\n\u003Ch3 align=\"left\">38.0 Final Salary of a Deceased Employee: \u003C\u002Fh3>\n\u003Cp>38.1 A deceased  employee's salary payment shall cease at the end of the month of his\u002Fher death. \u003C\u002Fp>\n\u003Cp>38.2 Any earned leave of a deceased employee shall be  commuted into cash. \u003C\u002Fp>\n\u003Cp>38.3 Salary and  other benefits which have accrued to the deceased shall be paid to the next of  kin. Where a next of kin has not been specified, the amount shall be paid to  the spouse and children. \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION THIRTY-NINE \u003C\u002Fh2>\n\u003Ch3 align=\"left\">39.0 Miscellaneous Provisions: \u003C\u002Fh3>\n\u003Cp>39.1 Facilities  to be accorded to Employee unions: Facilities shall be accorded to the representatives or  recognized employee unions as may be appropriate in order to enable them to  carry out their functions promptly and work efficiently both during and outside  their hours of work. The nature and scope of these facilities shall be  determined by the Service in consultation with the unions. \u003C\u002Fp>\n\u003Cp>39.2 Administrative Instructions: \u003C\u002Fp>\n\u003Col>\n  \u003Cli>Administrative  instructions shall be issued from time to time by the Service for the effective  implementation of this Collective Agreement when the need arises. \u003C\u002Fli>\n  \u003Cli>These instructions shall not run counter to any  of the provisions of this Agreement. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch2>SECTION FOURTY\u003C\u002Fh2>\n\u003Ch3>40.0 Grievance  Handling Procedures:\u003C\u002Fh3>\n\u003Cp>40.1 In the  event of differences arising between the Service and the Union or the Service  and the employees or should any local trouble of any kind arise at any level  pertaining to interpretation, application, non­application or violation of this  Agreement, the following procedure shall be adopted to ensure peaceful  industrial atmosphere within the Service. \u003C\u002Fp>\n\u003Cp>40.2 An  aggrieved employee of the Service shall first take up the matter with his\u002Fher  immediate head. The representative of the Union and\u002For a legal counsel may  accompany the employee. \u003C\u002Fp>\n\u003Cp>40.3 In the  event that no conclusion is reached, the matter shall he referred to the  District Director for Education. \u003C\u002Fp>\n\u003Cp>40.4 If the case is not settled at the District  level, it shall be referred to the Regional Director for Education. \u003C\u002Fp>\n\u003Cp>40.5 If the case is still not resolved at the  Regional level, it shall be referred to the Director-General. \u003C\u002Fp>\n\u003Cp>40.6 If the employee is still not satisfied, the  matter shall be referred to the GES Council. \u003C\u002Fp>\n\u003Cp>40.7 Aggrieved  employees of the Service shall have the right to resort to the use of the appropriate  legal institutions established under the 1992 Constitution of the Republic of  Ghana and the Labour Law to redress grievances of any sort after the internal  mechanisms have failed to resolve the issues. \u003C\u002Fp>\n\u003Cp>40.8 It is agreed that the grievance procedure is a  problem-solving mechanism and that no one shall suffer any form of discipline  or discrimination as a result of having filed a grievance, or having taken part  in proceedings under this provision. \u003C\u002Fp>\n\u003Cp>40.9 Employees are encouraged to obtain the support  of the Union to assess all stages of the grievance procedures. \u003C\u002Fp>\n\u003Ch2 align=\"left\">SECTION FOURTY-ONE\u003C\u002Fh2>\n\u003Ch3>41.0 Review:\u003C\u002Fh3>\n\u003Cp>41.1 There shall  be general review of this Collective Agreement after every three (3) years. \u003C\u002Fp>\n\u003Cp>41.2 The rates  of Allowances are attached as Appendix 1. \u003C\u002Fp>\n\u003Cp>41.3 GES Management may seek the input of the Union  for any review concerning the Code of Conduct and Scheme of Service.\u003C\u002Fp>\n\u003Ch2>\u003C\u002Fh2>\u003Ch2>SIGNATORIES \u003Cbr>\n\u003C\u002Fh2>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMEMPL_1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-casignemployees\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignmultiple\">\u003Cp>This document constitutes the Collective Agreement for  teaching staff within the Ghana Education Service and is signed between the  Government as the Employer represented by the Minister of Education on the one  part, and the Teacher Unions on the other part (GNAT, NAGRAT and CCT GH) \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbaratificationdate\">Dated in Accra, this......... day  of AUGUST 2020. \u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cp>Signed for and on  behalf of Government and the Teacher Unions by: \u003Cbr>\n\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbaratified\">\u003Cp>\u003Cstrong>Hon.  Matthew Opoku Prempeh \u003C\u002Fstrong>                           \u003Cstrong>Mr.  Thomas T. Musah \u003C\u002Fstrong>\u003Cbr>\n    Minister  of Education                                              General  Secretary, GNAT \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Witnessed for and on behalf of                        Witnessed for and on \u003Cbr>\n    Government by                                                 behalf  of the Teacher Unions by \u003Cbr>\n\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Prof.  Kwasi Opoku-Amankwa \u003C\u002Fstrong>                         \u003Cstrong>Mr.  Eric A. Carbonu \u003C\u002Fstrong>\u003Cbr>\n    Director-General,  Ghana Education Service       President, NAGRAT \u003Cbr>\n\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Dr. Edward Kwapong   \u003C\u002Fstrong>                                       \u003Cstrong>Mr.  King Ali Awudu \u003C\u002Fstrong>\u003Cbr>\n    Chief Executive                                                      President  CCT GH \u003Cbr>\n    Fair Wages  & Salaries Commission \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Appendix 1\u003Cbr>\n        Approved Rates of Allowances for Teaching Staff within the Ghana \nEducation Service\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" width=\"100%\" border=\"1\">\n  \u003Ccolgroup>\u003Ccol width=\"387\">\n  \u003Ccol width=\"388\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Type\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">\u003Cstrong>Rate\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd rowspan=\"3\" width=\"387\">\u003Cstrong>Vehicle Maintenance Allowance\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">•     Car: GHG210.00 per month\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"388\">•         Motorcycle: GHG70.00 per month\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"388\">•         Bicycle: GHG28.00 per month\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd rowspan=\"2\" width=\"387\">\u003Cstrong>Kilometric Allowance\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">•     Car: GHG3.50 per km\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"388\">•         Motorcycle: GHtfl.40 per km\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd rowspan=\"7\" width=\"387\">\u003Cstrong>Night Allowance\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">Chief Director\u002FChief Executive- GHG490.00 per night\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"388\">Coordinating Director\u002FDeputy    Chief Executive\u002FHead of Department- GHG420.00 per night\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"388\">Director - GHG350.00 per night    Snr. Staff- GHG280.00 per night Jnr. Staff - GHtf 210.00 per night All    inclusive\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"388\">Where accommodation or meal    are provided, the rate abated by one-third (1\u002F3).\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"388\">Trekking Officers:\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"388\">•          Not exceeding 12 days in a quarter-full overnight    allowance\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"388\">•          Beyond 12 days-half (1\u002F2) the rate of night    allowance\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Allowances for Teachers in Deprived\u002FDifficult    Areas\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">To be determined by GES in conjunction with FWSC\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Acting Allowance\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">Difference between the (Acting) Officer's salary and minimum    salary point of the (acting) post or 20% of monthly basic salary whichever is    higher.\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Retention Premium\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">15% of monthly basic salary\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Protective Clothing\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">To be provided by the Institution\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Advance to purchase means of Transport\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">Per existing regulations\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Salary Advance\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">Two (2) months gross salary to be recovered in twelve (12) monthly    instalments\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Special Advance\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">Two (2) months' salary advance to be recovered after two (2)    months grace period and shall be spread over a period not exceeding    twenty-four (24) months.\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Transfer Grant\u002FPermanent Posting Allowance\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">3 months basic salary\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Rent Advance\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">Not exceeding the employee's basic Annual Salary\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Advance for the purchase of durable household    goods\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">A loan not exceeding 150% of an employee's annual gross salary to    be repaid in not more than eighty-four (84) equal installments.\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Additional Duty Allowance\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">10% of monthly basic salary\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Allowances for Directors\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">Applicable Category 4 Allowances to be paid\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd rowspan=\"2\" width=\"387\">\u003Cstrong>Continuous Professional Development (CPD)\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">•      Professional Teachers- GHtf1200.00\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"388\">•         Non-Professional Teachers - GHtf800.00\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd rowspan=\"3\" width=\"387\">\u003Cstrong>Medical Care\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\u003Ctr>\u003Ctd width=\"388\">•     Employee, spouse and four children of 18 years and below to be    covered by NHIS.\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"388\">•        Payment of 50% of the cost of management of    illness not covered by NHIS.\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"388\">•        Where a child is above 18 but below 23 years and    is still in school, he or she shall be covered by the Medical Scheme.\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd rowspan=\"3\" width=\"387\">\u003Cstrong>Death Benefits\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">•      Employee- GHtf2,100.00\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"388\">•        Spouse - GHtf1,400.00\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"388\">•        Child - GHtf1,400.00 (All inclusive)\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Travelling Expense Allowance\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">7 tonnes at STC rate or any transport company appointed by    Government\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Physically Challenged Guide\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">Daily Minimum Wage for 27 days\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"387\">\u003Cstrong>Physically Challenged Transport\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"388\">20% of monthly basic salary\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cbr clear=\"all\">\n\u003C\u002Fp>\n\n\n",{"cbaratificationdate":44,"cbaratified":48,"cbasignmultiple":52,"casignemployees":56,"TRAINING_trigger":58,"trainingprogrammes":62,"SOCSEC_trigger":64,"SICDIS_trigger":67,"sicknesspay":70,"maxsicknesspay":74,"MEDICAL_trigger":76,"healthcareaccessrelatives":79,"healthinsurancerelatives":83,"healthandsafetypolicy":85,"healthandsafetyprovisions":88,"funeralpay":92,"WORKFAM_trigger":95,"GENEQ_trigger":98,"WORKHOURS_trigger":102,"PAIDLEAV_trigger":106,"ADMINISTRATIVE_trigger":108,"WAGES_trigger":112,"NOCTPREM_trigger":116,"COMMUTE_trigger":120,"covercountry":124,"protectiveclothing":128,"cbasignsingle":132,"CBA_MEMEMPL_1":136,"JOBTYPE_descriptions":138,"trainingfund":142,"hiv":146,"paidmaternityleave":150,"maternityotherclause":154,"maternitydiscrimination":158,"paidpaternityleave":162,"childcareotherclause":166,"equalityotherclause":170,"discrimination":174,"strikes_trigger":176,"contracttrial":180,"EMPCONTR_trigger":184,"contractseverancepay":187,"legalassistance_trigger":191,"sicknessmaxdays":195,"paidmaternityleaveduration":197,"hourspday_select":199,"healthcareaccess":203,"healthandsafetyext":207,"code_application":209,"coverunion_trigger":211},{"bindId":45,"name":46,"text":47},"cbaratificationdate","Dated in Accra, this......... day of AUG","Dated in Accra, this......... day  of AUGUST 2020. ",{"bindId":49,"name":50,"text":51},"cbaratified","Hon. Matthew Opoku Prempeh Mr. Thomas T.","Hon.  Matthew Opoku Prempeh                            Mr.  Thomas T. Musah \n    Minister  of Education                                              General  Secretary, GNAT \n\nWitnessed for and on behalf of                        Witnessed for and on \n    Government by                                                 behalf  of the Teacher Unions by \n\n \nProf.  Kwasi Opoku-Amankwa                          Mr.  Eric A. Carbonu \n    Director-General,  Ghana Education Service       President, NAGRAT \n\n \nDr. Edward Kwapong                                          Mr.  King Ali Awudu \n    Chief Executive                                                      President  CCT GH \n    Fair Wages  & Salaries Commission ",{"bindId":53,"name":54,"text":55},"cbasignmultiple","This document constitutes the Collective","This document constitutes the Collective Agreement for  teaching staff within the Ghana Education Service and is signed between the  Government as the Employer represented by the Minister of Education on the one  part, and the Teacher Unions on the other part (GNAT, NAGRAT and CCT GH) ",{"bindId":57,"name":54,"text":55},"casignemployees",{"bindId":59,"name":60,"text":61},"TRAINING_trigger","24.0 In-Service Training: ","24.0  In-Service Training: ",{"bindId":63,"name":60,"text":61},"trainingprogrammes",{"bindId":65,"name":66,"text":66},"SOCSEC_trigger","28.0 Pensions and Gratuity:",{"bindId":68,"name":69,"text":69},"SICDIS_trigger","17.14 Sick Leave: ",{"bindId":71,"name":72,"text":73},"sicknesspay","An employee may be granted sick leave on","An employee may be granted sick leave on full  pay for a maximum period of six (6) months and on half pay for another period  of six (6) months, on the recommendation of a recognised medical practitioner. ",{"bindId":75,"name":72,"text":73},"maxsicknesspay",{"bindId":77,"name":78,"text":78},"MEDICAL_trigger","21.0 Medical Care",{"bindId":80,"name":81,"text":82},"healthcareaccessrelatives","21.2 The Service shall be responsible fo","21.2 The Service shall be responsible for the  medical care of employees, their spouses and four (4) children under the age of  eighteen (18) years, in accordance with approved regulations. Children above 18  but below 23 and in school shall also be covered. Where the medical condition  is not treatable by orthodox medicine, the Service shall endeavour to pay the  cost of traditional treatment. ",{"bindId":84,"name":81,"text":82},"healthinsurancerelatives",{"bindId":86,"name":87,"text":87},"healthandsafetypolicy","20.0 Health and Safety",{"bindId":89,"name":90,"text":91},"healthandsafetyprovisions","20.4 All employees covered by this agree","20.4 All  employees covered by this agreement who sustain occupational injuries and  diseases during and in the course of their employment shall be entitled to  workmen compensation claim in accordance with the provisions of the Workmen's  Compensation Act, 1987 (PNDCL 187). ",{"bindId":93,"name":94,"text":94},"funeralpay","37.0 Death Benefits: ",{"bindId":96,"name":97,"text":97},"WORKFAM_trigger","17.15 Maternity or Paternity Leave: ",{"bindId":99,"name":100,"text":101},"GENEQ_trigger","20.6 Where employees suffer loss of pers","20.6 Where  employees suffer loss of personal properties as a result of disasters such as  out-break of war or communal violence, the Employer may facilitate the payment  of compensation to the affected employees. ",{"bindId":103,"name":104,"text":105},"WORKHOURS_trigger","17.6 Duration of Annual Leave: The durat","17.6 Duration of Annual Leave: The  duration of annual leave shall be as follows: \n\n  Teacher to Principal Supt: 21 Working Days\n  Assistant Director II to Deputy Director: 28 Working Days\n  Director II to  Director General: 36 Working  Days ",{"bindId":107,"name":104,"text":105},"PAIDLEAV_trigger",{"bindId":109,"name":110,"text":111},"ADMINISTRATIVE_trigger","17.9 Leave for Examinations: An employee","17.9 Leave for  Examinations: \n  An employee, who during working times sits for one of the  following examinations, may be granted leave with full pay for those days which  he actually takes the examination paper and for such days as are actually  required for travelling to and from the examination centre by the most direct  route. This period shall count as emergency leave: \n  \n    Entrance  examinations to approved institutions \n    Approved  professional examinations for further courses in tertiary institutions \n    Promotion  examinations and interviews \n    Degree  examinations or their equivalent; and \n    Examination  relevant to the Service. \n  \n17.10 The provisions for Casual\u002FEmergency Leave shall apply  in the case of employees sitting examinations other than those listed above. In  all cases the employee must apply for approval. \n  17.11 Membership  of Committee: \n  \n    An employee  must obtain through the usual channel prior permission of the  Divisional\u002FRegional Head or Head of Directorate of the Ghana Education Service  before accepting membership of any Committee of a public body which may  necessitate his absence from work during working hours.  Divisional\u002FRegional\u002FDistrict Directors must inform the Director-General about  their engagement on Committees of public bodies. \n    Absence of an employee to attend the meetings of  recognized public bodies of which he is a member shall be with pay  and shall not    count as emergency leave. However, where such  absence becomes \n    excessive, an employee may be required by the  appropriate    21 \nauthority  to reduce his outside commitments, failing which permission shall be withdrawn. ",{"bindId":113,"name":114,"text":115},"WAGES_trigger","SECTION FIFTEEN 15.0 Fringe Benefits 15.","SECTION FIFTEEN\n15.0 Fringe Benefits\n15.1 Vehicle Maintenance and Kilometric Allowances:\nVehicle Maintenance and Kilometric Allowances shall be paid  at the approved rates to all teaching employees of the Service who are entitled  to own and who own and use their vehicles in the performance of their duties as  approved by Management. \n15.2 Night Allowance:\nThe Service shall pay Night Allowance to employees on duty  outside their duty stations according to approved government rates when  accommodation and meals are not provided. Where accommodation and meals are  provided, employees shall be paid out of pocket allowance equivalent to a third  of the value of the night allowance rate. \n\n15. 3 Allowances for  Teachers in Deprived\u002FDifficult Areas: \n  \nGES shall initiate the process in conjunction with FWSC to  undertake a study in this area and determine the appropriate allowance to be  paid. \n15.4 Acting  Allowance:\nWhere an employee is made to act in a position by either  acting assignment or formal acting appointment, the employee shall be paid  Acting Allowance. No employee shall be asked to act in a position in which  he\u002Fshe does not satisfy the minimum requirements. \n15.5 Retention  Premium:\nRetention Premium shall be paid to all teaching employees  of the Ghana Education Service as exists. \n15.6 Protective  Clothing:\nTechnical\u002FVocational, Science, ICT and Home Economic  teachers shall be provided with Protective Clothing periodically. \n15.7 Advance to  purchase means of Transport:\nEmployees of the Ghana Education Service may be entitled to  Advances to purchase means of transport, in accordance with existing regulations. \n15.8 Salary  Advance:\nTwo (2) Months Basic Salary Advance approved by Management  may be paid to an employee proceeding on leave which may be recovered in twelve  (12) monthly instalments. \n15.9 Special  Advance:\nThe Service may grant special advance to members of the  Service in the event of verified death of an employee's father, mother, spouse,  child or in the case of theft, fire or such mishap. An employee on application  may be considered for not more than two (2) months' salary advance. Repayment  of such advance shall commence after two (2) months  grace period and shall be spread over a period not exceeding twenty-four (24)  months. \n15.10 Transfer  Grant:\nA Transfer  Grant of three (3) Months Basic Salary shall be paid to each \n  member on  approved transfer. An employee shall be paid a transfer grant at the approved rate where the transfer is at the  instance of Management, provided it is not on disciplinary grounds and the  transfer results in the change of station as well as movement of household  effects. \n15.11 Rent Advance:\nAn advance  not exceeding the employee's Basic Annual Salary may be granted to an employee  for the purpose of solving an accommodation problem. \n15.12 Advance for the purchase of durable household  goods:\nA loan not exceeding 150% of an employee's annual gross  salary may be granted to confirmed employees to purchase furniture and any  other household appliances. Such loan when granted shall be repaid in not more  than eighty-four (84) equal instalments. \n15.13 Additional Duty Allowance:\nAdditional Duty Allowance shall be paid to an employee who  is asked in writing to take additional responsibility for a position other than  his\u002Fher own for more than twenty-one (21) days. An employee shall only take up  additional responsibility over a job which is at the same level that he\u002Fshe is  currently holding. \n15.14 Allowances for Directors:\nDirectors in the Ghana Education Service who have been  appointed by the President through the Public Services Commission shall be paid  the applicable Category 4 Allowances at the approved rates. ",{"bindId":117,"name":118,"text":119},"NOCTPREM_trigger","15.2 Night Allowance: The Service shall ","15.2 Night Allowance:\nThe Service shall pay Night Allowance to employees on duty  outside their duty stations according to approved government rates when  accommodation and meals are not provided. Where accommodation and meals are  provided, employees shall be paid out of pocket allowance equivalent to a third  of the value of the night allowance rate. ",{"bindId":121,"name":122,"text":123},"COMMUTE_trigger","18.1 An employee shall be eligible to cl","18.1 An employee  shall be eligible to claim at the approved rates and in accordance with  existing regulations a refund of travelling expenses within Ghana for  him\u002Fherself, the spouse and dependent children under the age of eighteen (18)  years as follows: \n\n  On first  appointment - from his\u002Fher hometown to his\u002Fher new station \n  On posting  - from his\u002Fher old station to his\u002Fher new station \n  On  attachment or further approved courses from and to his\u002Fher station \n  On  re-posting after further training from his\u002Fher hometown to his\u002Fher new station \n  On final  retirement on reaching the retiring age - to his\u002Fher hometown \n  On  re-engagement after retirement from his hometown. ",{"bindId":125,"name":126,"text":127},"covercountry","This Collective Agreement shall apply to","This Collective Agreement shall apply to all full-time  teachers within the GES who are members of the Ghana National Association of  Teachers (GNAT), National Association of Graduate Teachers (NAGRAT) and  Coalition of Concerned Teachers Ghana (CCT GH) under the leadership of GNAT],  (hereinafter referred to as the \"the Union”). \n1.3 Interpretation",{"bindId":129,"name":130,"text":131},"protectiveclothing","15.6 Protective Clothing: Technical\u002FVoca","15.6 Protective  Clothing:\nTechnical\u002FVocational, Science, ICT and Home Economic  teachers shall be provided with Protective Clothing periodically. ",{"bindId":133,"name":134,"text":135},"cbasignsingle","This document shall be cited as the Coll","This document shall be cited as the Collective Agreement  for teachers in full employment within the Ghana Education Service (GES). It  shall be effective from January 2020. ",{"bindId":137,"name":54,"text":55},"CBA_MEMEMPL_1",{"bindId":139,"name":140,"text":141},"JOBTYPE_descriptions","Summary of Duties and Responsibilities (","Summary of Duties and Responsibilities (Attached  detailed Job Description) ",{"bindId":143,"name":144,"text":145},"trainingfund","16.0 Continuous Professional Development","16.0 Continuous Professional Development (CPD) \n  \nTeaching  staff of the Ghana Education Service shall be provided with Continuous  Professional Development (CPD) Allowance as follows: \n\n  Professional Teachers - GHG1200 per academic  year \n  Non-Professional Teachers - GHG800 per academic  year\n  \n\nThe  Allowance shall be used for the purpose of supporting the continuous  professional development of teachers, which shall count as part of the  teachers' eligibility for promotion. ",{"bindId":147,"name":148,"text":149},"hiv","22.1 In consonance with the spirit of de","22.1 In  consonance with the spirit of decent work and respect for Human Rights and  Dignity of persons infected by HIV\u002FAIDS, there shall be no discrimination  against teachers on the basis of a real or perceived HIV\u002FAIDS status. ",{"bindId":151,"name":152,"text":153},"paidmaternityleave","A woman employee on the production of a ","A woman  employee on the production of a medical certificate\u002Freport by a recognized  Medical Practitioner or Midwife indicating the expected date of her confinement  is entitled to twelve (12) weeks maternity leave as stipulated in section 57  (1)the Labour Act, 2003 (Act 651). ",{"bindId":155,"name":156,"text":157},"maternityotherclause","On resumption of duty a nursing mother w","On resumption  of duty a nursing mother will be granted two (2) hours off-duty every working  day to nurse her child up to a period of twelve (12) weeks. Such employees  shall be permitted at their own request to take additional unpaid leave of up  to one (1) year after child-birth without loss of employment. \n    The period  of maternity leave may be extended for at least two (2) additional weeks where  the confinement is abnormal or where in the course of the same confinement two  or more babies are born. \n    Where an illness, medically certified by a  medical practitioner, is due to her pregnancy, the female employee is entitled  to additional leave as certified by the Medical Practitioner. \n    No female  employee shall be dismissed solely on the grounds of pregnancy or on any  grounds whatsoever during the period of maternity leave. \n    In the  absence of a female teacher on maternity leave, a substitute teacher shall be  appointed to take over her schedules or duties till she resumes. \n  Maternity  leave shall be additional to annual leave entitlement or leave earned in the  leave year. ",{"bindId":159,"name":160,"text":161},"maternitydiscrimination","No female employee shall be dismissed so","No female  employee shall be dismissed solely on the grounds of pregnancy or on any  grounds whatsoever during the period of maternity leave. ",{"bindId":163,"name":164,"text":165},"paidpaternityleave"," A male employee on production of certif"," A male  employee on production of certificate\u002Fmedical report issued by a qualified  medical practitioner or a midwife indicating the expected date of confinement  of his wife, is entitled to a period of paternity leave of a maximum of five  (5) working days, in addition to any period of annual leave to which that male  employee is entitled.",{"bindId":167,"name":168,"text":169},"childcareotherclause","Facilities shall be provided for the car","Facilities shall be provided for the care of  children below school- going age to enable women, who have the traditional care  for children, realise their full potential. \n\n17.16 Employees joining Spouses on approved courses of  posting Overseas: ",{"bindId":171,"name":172,"text":173},"equalityotherclause","14. Reference to masculine gender shall ","14. Reference  to masculine gender shall also include feminine gender unless otherwise  specified. \nSECTION SIX ",{"bindId":175,"name":148,"text":149},"discrimination",{"bindId":177,"name":178,"text":179},"strikes_trigger","In the event of any dispute arising from","In the event of any dispute arising from the interpretation  of any provision of this Collective Agreement between the Union and Management,  the dispute shall be referred to the GES Council and subsequently the National  Labour Commission (NLC) and the Courts in that order for determination. ",{"bindId":181,"name":182,"text":183},"contracttrial","8.0 Probation 8.1 All teaching employees","8.0 Probation \n8.1 All  teaching employees of the Service shall serve a probationary period of one (1)  year on first appointment, commencing on the date of such appointment. ",{"bindId":185,"name":186,"text":186},"EMPCONTR_trigger","36.0 Redundancy and Severance Pay:",{"bindId":188,"name":189,"text":190},"contractseverancepay","36.4 A teaching employee other than a ce","36.4 A teaching  employee other than a certificated teacher who shall be declared redundant  shall have his package calculated at the time of the declaration of redundancy  in accordance with Section 65 of the Labour Act, 2003 (Act 651). \nSECTION THIRTY-SEVEN",{"bindId":192,"name":193,"text":194},"legalassistance_trigger","27.0 Legal Assistance: Any employee agai","27.0 Legal Assistance: \n\nAny employee against whom civil legal proceedings are  instituted for a legal liability committed in the course of discharging his\u002Fher  normal official duties by persons or group of persons other than the Service  shall refer the matter immediately to Management for the Service to provide  protection and legal assistance for his\u002Fher defence. ",{"bindId":196,"name":72,"text":73},"sicknessmaxdays",{"bindId":198,"name":152,"text":153},"paidmaternityleaveduration",{"bindId":200,"name":201,"text":202},"hourspday_select","23.0 Hours of Work Working hours shall b","23.0 Hours of Work\nWorking hours shall be as prescribed by law. ",{"bindId":204,"name":205,"text":206},"healthcareaccess","21.0 Medical Care 21.1 The Service shall","21.0 Medical Care\n21.1 The Service  shall facilitate the registration of all teaching personnel with the National  Health Insurance Scheme (NHIS). ",{"bindId":208,"name":90,"text":91},"healthandsafetyext",{"bindId":210,"name":87,"text":87},"code_application",{"bindId":212,"name":213,"text":214},"coverunion_trigger","1.2 Application and Scope This Collectiv","1.2 Application  and Scope\nThis Collective Agreement shall apply to all full-time  teachers within the GES who are members of the Ghana National Association of  Teachers (GNAT), National Association of Graduate Teachers (NAGRAT) and  Coalition of Concerned Teachers Ghana (CCT GH) under the leadership of GNAT],  (hereinafter referred to as the \"the Union”). ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Collective Agreement for Teaching Staff within the Ghana Education Service (GES) - 2020 - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2020-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2023-01-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Education, research\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public sector \u002F semi-public 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                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        GNAT-IND - Ghana National Association of Teachers, NAGRAT - National Association of Graduate Teachers\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: → Not specified\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            \n\n            \u003Cdiv id=\"display-maxsicknesspayamount\">\n                Maximum for sickness pay (for 6 months): → GHS 6\n            \u003C\u002Fdiv>\n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \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: → twelve (12) weeks maternity leave as stipulated in section 57 (1)the Labour Act, 2003 (Act 651). weeks\n            \u003C\u002Fdiv>\n\n            \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: → Yes\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: → No\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            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\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: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\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: → No\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: → 365 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: →  days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: →  days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → GHS  per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \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: → Yes\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[220],{"title":37,"slug":33},[222],{"type":223,"data":224},"call_to_action_body_block",{"title":225,"description":226,"variant":227,"link":228},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":225,"url":229,"description":225,"rel":230,"type":231},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[233],{"type":223,"data":234},{"title":225,"description":226,"variant":227,"link":235},{"title":225,"url":229,"description":225,"rel":230,"type":231},[]]