[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-ags-frasers-international-ghana-limited-and-maritime-and-dockworkers-union-mdu-of-the-tuc-of-ghana---2014":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":202,"content_type_view":203,"extra_breadcrumbs":204,"body":206,"body_blocks":217,"related_pages":221},732,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_GH","2025-07-27T10:50:23.876634+00:00","2026-04-02T09:10:17.509970+00:00","\u002Fcms\u002Fpages\u002F732\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Ghana","en-gh",{"title":20,"slug":21},"Work in Ghana","work-in-ghana",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-27T12:50:23.876634+02:00","2026-04-02T11:10:17.663929+02:00",{"cba":32,"clauses":43,"details":200,"translations":201},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-bargaining-agreement-between-ags-frasers-international-ghana-limited-and-maritime-and-dockworkers-union-mdu-of-the-tuc-of-ghana---2014","99f0a4f6-5a29-11e6-9b87-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-bargaining-agreement-between-ags-frasers-international-ghana-limited-and-maritime-and-dockworkers-union-mdu-of-the-tuc-of-ghana---2014\u002Fcollective-bargaining-agreement-between-ags-frasers-international-ghana-limited-and-maritime-and-dockworkers-union-mdu-of-the-tuc-of-ghana---2014\u002F","Collective Bargaining Agreement between AGS Frasers International Ghana Limited and Maritime and Dockworkers Union (MDU) of the TUC of Ghana - 2014","GHA AGS Frasers International Ghana Limited - 2014","Ghana - GHA AGS Frasers International Ghana Limited - 2014","GHA AGS Frasers International Ghana Limited - 2014 - Transport, logistics, communication",{"name":41,"data":42},"AGS Frasers International Ghana Ltd - 2014.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN AGS FRASERS INTERNATIONAL GHANA\nLIMITED AND MARITIME AND DOCKWORKERS UNION (MDU) OF THE TUC OF GHANA\u003C\u002Fh1>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>This agreement entered this 06\u002F08\u002F2014 between AGS FRASERS INTERNATIONAL\nGHANA LIMITED (herein referred to as the company) and the MARITIME AND\nDOCKWORKERS UNION OF TRADES UNION CONGRESS (MDU OF TUC) officially certified\nunder the Labour Act 2003 (Act 651) and any amendment thereto as the\nnegotiation body, provides for the employment and conditions of labour which\nshall apply to all Employee of the said company for whom the Union has been\ncertified to negotiate.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1: PURPOSE AND INTENTION\u003C\u002Fh2>\n\n\u003Cp>It is the intention and purpose of the parties that this Agreement, which\nsupersedes all previous agreements, customs and practices, will promote\npeaceful co-operation and understanding between the company and the employees.\nEach of the parties hereto acknowledges the rights and responsibilities of the\nother and agrees to discharge such responsibilities under this agreement. In\nimplementing this agreement, the importance of effective consultation and\ncommunication is recognized by both parties thereto. To this end, the parties\nhereto affirm that, should any dispute arise between them, it shall be examined\nin this same spirit and settled in accordance with the procedure outlined in\nthis agreement.\u003C\u002Fp>\n\n\u003Cp>Accordingly, the company recognised the union as the sole and exclusive\nCollective Bargaining representative of the employees in all matters pertaining\nto rates of pay, wages, working hours and other terms and conditions of\nemployment.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2: SCOPE AND COVERAGE\u003C\u002Fh2>\n\n\u003Cp>2.1 This agreement shall apply to all permanent employees who are in the\nemployment of the company on the date of this agreement. It shall equally apply\nto employees, who are engaged by the company while the agreement is in force\nunless one elects not to join the Union.\u003C\u002Fp>\n\n\u003Cp>In this agreement, unless context otherwise requires, the term:\u003C\u002Fp>\n\n\u003Cp>a.“Company” shall mean “AGS Frasers International Ghana Limited\u003C\u002Fp>\n\n\u003Cp>” Union” shall mean “MARITIME AND DOCKWORKERS UNION OF TUC\u003C\u002Fp>\n\n\u003Cp>“Local Union” shall mean MDU-AGS Frasers International Ghana Branch\u003C\u002Fp>\n\n\u003Cp>b.“Employee” Any permanent employee, except the following whose jobs\ninvolve handling of confidential information of the company.\u003C\u002Fp>\n\n\u003Cp>i. Accountant\u003C\u002Fp>\n\n\u003Cp>ii. The General Manager’s Secretary\u003C\u002Fp>\n\n\u003Cp>iii. Secretaries of the deputy General Manager (if any)\u003C\u002Fp>\n\n\u003Cp>iv. IT personnel from the rank of AssistantSupervisor\u003C\u002Fp>\n\n\u003Cp>c. Casual labour shall apply to any person employed on a non-permanent basis\nto cater for fluctuations in business demands\u003C\u002Fp>\n\n\u003Cp>d. Temporary Employee shall apply to any employee who has been employed for\na period not exceeding twelve (12) months for a particular job the duration of\nwhich is not stated and whose services may no longer be required on the\ncompletion of a particular job. If the temporary employee is transferred to a\npermanent job, his employment shall commence from the date on which he was\nengaged as a permanent employee.\u003C\u002Fp>\n\n\u003Cp>e. “Salary” shall mean substantive basic salary excluding any form of\nallowance.\u003C\u002Fp>\n\n\u003Cp>f. “Family” shall mean an employee, one dependant spouse and four\nchildren up to the age of 18 years or a student.\u003C\u002Fp>\n\n\u003Cp>g. “Next of kin” means a member of family nominated by the employee to\nbe informed in the event of death, accident, sickness etc of the employee.\u003C\u002Fp>\n\n\u003Cp>h. Monthly rated employee shall apply to any employee whose pay is expressed\nas an amount and who is non-exempt from overtime pay.\u003C\u002Fp>\n\n\u003Cp>i. Reference to the masculine Gender in this agreement shall also include\nfeminine Gender where appropriate.\u003C\u002Fp>\n\n\u003Cp>j. “Month” means one calendar month.\u003C\u002Fp>\n\n\u003Cp>k. “Leave Year” means a year calculated on the basis of the date on\nwhich an employee first assumes duty.\u003C\u002Fp>\n\n\u003Cp>l. “Year” means a period of twelve (12) calendar months.\u003C\u002Fp>\n\n\u003Cp>m. “Remuneration” as defined in Section 175 of the Labour Act. 2003 (Act\n651).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>4.7 All newly-engaged permanent employees shall undergo medical examination,\nbe given letters of appointment indicating a salary point salary scale,\neffective date, probationary period, job title, grade and department\u002Fsection\nassigned.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.8 The Company shall keep a permanent employment record for all categories\nof employees.\u003C\u002Fp>\n\n\u003Cp>4.9 Printed copies of this Agreement including all amendments or additions\nthat will be mutually made from time to time by the parties hereto shall be\nhanded over to all employees covered by the Company within three (3) months\nfrom the date of signing the Agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5: UNION SECURITY\u003C\u002Fh2>\n\n\u003Cp>5.1 Union Membership and Check Off\u003C\u002Fp>\n\n\u003Cp>5.1.1 Since the Union represents the employees of the Company, as defined in\nArticle 2 of the Agreement, it is recognized that such employees should all\nparticipate in the democratic decision making of the Union and contribute their\nshare to the cost of such representation.\u003C\u002Fp>\n\n\u003Cp>5.1.2 At the end of each month the Company shall deduct from the salary\u002Fwage\nof each employee covered by this Agreement the Union dues as authorised by the\nUnion and any general assessment uniformly levied.\u003C\u002Fp>\n\n\u003Cp>5.1.3 All Union dues and any general assessment uniformly levied so\ndeducted, shall be paid to the National Union, the Trades Union Congress and\nthe Local Union respectively in accordance with the Union’s constitution not\nlater than the fifth (5th) day of each month along with a list of employees\nfrom whose pay packets the deductions were made.\u003C\u002Fp>\n\n\u003Cp>5.1.4 All dues shall be paid by cheques marked “Commission to Drawer’s\n“Account”\u003C\u002Fp>\n\n\u003Cp>5.2 Non-Discrimination\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>The Company shall not intimidate or discriminate against any employee\ncovered by this Agreement because of his Union activities in all matters\npertaining to hiring, salary\u002Fwage rates, hours of work and other working\nconditions or do anything that vitiates the free will of the employee or\nprevent an employee from joining the Local Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 6: HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cp>6.1 Time for Indoor and Other Employees\u003C\u002Fp>\n\n\u003Cp>6.1.1 From Monday to Friday, employees would work for eight hours with one\nhour break period. The normal working week for all categories of workers shall\nnot exceed forty (40) hours. Normal hours of work for all categories of workers\nshall not exceed eight (8) hours per day from Monday to Friday as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Morning Session\u003C\u002Ftd>\n      \u003Ctd>8:00 a.m. - 12:00 p.m.\n\n        \u003Cp>or 8:00 a.m. - 1:30p.m.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Break for Meal\u003C\u002Ftd>\n      \u003Ctd>12:00 p.m.- 1:00 p.m.\n\n        \u003Cp>or 1:00 p.m.- 2:00 p.m.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>6.3 General\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>6.3.1Saturday, Sundays and Public Holidays shall be treated as non- working\ndays for all categories of workers, except Security staff.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>As such, employees attend work on these occasions only when engaged or\nallocated to work.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7: OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>7.1(a) Employees shall be paid an amount of Twenty Ghana Cedis (GHC 20) as\novertime allowance for work beyond 5.30 p.m. provided work will be completed\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>(b) Hourly rate of Saturday, Sunday or Public Holidays\u003C\u002Fp>\n\n\u003Cp>Basic Monthly Salary x 2 x Hours divided by 216\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(c) Where an employee is called in from home during his rest period to\nperform duties for the Company, he shall be paid two (2) times his hourly rate\nof pay for each hour spent on the job.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 8: SALARIES AND WAGES\u003C\u002Fh2>\n\n\u003Cp>8.1Rate of Pay.\u003C\u002Fp>\n\n\u003Cp>8.1.1 Any employee who is covered by this Agreement shall receive the rate\nof pay appropriate to his job classification.\u003C\u002Fp>\n\n\u003Cp>8.1.3 Salaries\u002Fwages shall be paid once monthly on or before the\ntwenty-seventh (27th) day of the month to employees after allowing for all\nstatutory deduction and others authorized by the employees.\u003C\u002Fp>\n\n\u003Cp>8.1.4 Should a new job be created, subsequent to the date of this Agreement\nor should an existing job be so substantially changed in its duties and\nresponsibilities that the old rate of pay is no longer appropriate, the Company\nand the Union shall meet to agree upon rate of pay which is appropriate for the\nnew changed job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.1.5 During the life of this Agreement, no employee’s salary\u002Fwage shall\nbe reduced below the amount he is receiving except by mutual consent of\u003C\u002Fp>\n\n\u003Cp>Ithe parties to this agreement or under provision of Article 16 of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.2 Wage Re-opening\u003C\u002Fp>\n\n\u003Cp>8.2.1 Notwithstanding the provision of Section 1 of this Article, if any\nstatutory regulations on salaries\u002Fwages are enacted during the life of this\nAgreement, the parties hereto will meet and incorporate them into this\nAgreement, if they are appropriate.\u003C\u002Fp>\n\n\u003Cp>8.2.2 Notwithstanding the provision of Section 1 of this Article either\nparty shall have the right once in each year of this Agreement, to re-open this\nAgreement, on question of alteration of the agreed salary\u002Fwage structure. In\nthe event that either party wishes to exercise this right, it shall give two\n(2) months’ notice in writing to other party of its intention. Four (4) weeks\nprior to the expiry of the said two (2) months, negotiation on the new\nsalaries\u002F wages shall begin in good faith.\u003C\u002Fp>\n\n\u003Cp>8.3 Annual Increment\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasefirmperformance\">\u003Cp>8.3.1 Annual increment shall be granted to all employees at the beginning of\nthe salary year subject to satisfactory conduct and performance. The salary\nyear shall be 1st January to the end of December in the same year. A new\nemployee shall be entitled to increment only after completing six months\nsatisfactory service exclusive of probationary period by December\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.3.2 In exceptional cases of outstanding ability, an employee may be\nawarded merit increment (s) over and above the normal increment in any one\nyear.\u003C\u002Fp>\n\n\u003Cp>8.3.3 Copies of reports on employee’s performance shall be given to each\nemployee one (1) month prior to his incremental date. Where an employee’s\nincrement is to be withheld for proper cause, the Company shall notify him\u002Fher\nin writing with a copy to the Local  Union, giving the reason(s) for\nwithholding such increment.\u003C\u002Fp>\n\n\u003Cp>The employee’s increment shall be restored with effect from the fourth\nmonth if his performance and conduct within the three (3) months that his\nincrement is being withheld, has been satisfactory.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.3.4 Notwithstanding the provisions of this section, where an employee\nreaches the top of this scale every effort shall be made to promote him\u002F her to\nthe next group depending on availability of an opening. If after one year such\nan employee cannot be promoted to the next group he shall be granted the normal\nincremental step in his\u002Fher salary scale provided his\u002Fher performance and\nconduct throughout the year is satisfactory. In such case the Local Union shall\nbe informed.\u003C\u002Fp>\n\n\u003Cp>8.4 Promotion Increase\u003C\u002Fp>\n\n\u003Cp>Where an employee is promoted, the Company shall award promotion increase,\nwhich shall not be less than the normal increment in the employee’s previous\nscale.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9: SENIORITY AND PROMOTION\u003C\u002Fh2>\n\n\u003Cp>9.1 Promotion\u003C\u002Fp>\n\n\u003Cp>9.1.1 Parties to this Agreement agree that job security and advancement\nwithin the Company shall depend on education, the skill for the job. merit,\nlength of service, good conduct of the employee, demonstrated abilities to\nassume greater responsibilities and availability of vacancy.\u003C\u002Fp>\n\n\u003Cp>9.1.2 In all cases of promotions, serving permanent employees shall have\npreference over non-permanent employee.\u003C\u002Fp>\n\n\u003Cp>9.1.3 Where the skill of two (2) or more serving permanent employees appear\nto be the same, the one with longest Company service shall be promoted.\u003C\u002Fp>\n\n\u003Cp>9.1.4 The Company shall inform the Local Union on all matters of\npromotion,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cp>9.1.5 An employee may be considered for promotion after continuous service\nof not less than twelve (12) months. Due cognizance shall be taken of an\nemployee’s relevant higher qualification and experience attained before or\nduring his\u002Fher twelve (12) months continuous service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.2 Filling of Vacancies\u003C\u002Fp>\n\n\u003Cp>9.2.1 When vacancies exist within a particular section{s} or departments) of\nof the Company prior consideration shall be given to serving permanent employee\nin the section or department to fill such vacancies or posts on the basis of\nefficiency on the job, education, skill, experience and length of department\nservice. In the event that there are no suitable applicants in any permanent or\nnon-permanent categories the Company shall have the right to recruit from\noutside.\u003C\u002Fp>\n\n\u003Cp>9.2.2 When the Company combines or separates departments or any portion\nthereof, causing employee (s) to be permanently transferred to the combined or\nseparated department, seniority of the employee (s) transferred to the new\ndepartment shall be established therein by merging the respective departmental\nseniority formerly held by each of them in their former departments. In\ndeciding who should head the new Section, the provision of Article 9.1.3 shall\napply.\u003C\u002Fp>\n\n\u003Cp>9.2.3 All vacancies or posts that occur within the Company shall be\nadvertised internally with copy to the Local Union for, at least fourteen (14)\ndays prior to filling them to enable serving employees with requisite\nqualification, to apply.\u003C\u002Fp>\n\n\u003Cp>9.2.4 In all cases where the Company fills such vacancies the Local Union\nshall be notified in writing.\u003C\u002Fp>\n\n\u003Cp>9.2.5 Any employee promoted to a new vacant position shall serve a trial\nperiod of three (3) months and upon satisfactory performance shall be confirmed\nin the new post. Where an employee fails to perform satisfactorily during the\ntrial period Management shall revert him to his former post, and the Local\nUnion informed.\u003C\u002Fp>\n\n\u003Cp>9.3 Transfer\u003C\u002Fp>\n\n\u003Cp>9.3.1 When an employee is transferred by the Company from one town to\nanother, the Company undertakes to pay cost of transportation of the employee\nand his registered family (i.e. spouse, children under the age of eighteen (18)\nyears, if the employee’s services are terminated either summarily or\nordinarily, he and his family shall be provided with similar transportation\nback to his original place of work provided the employee submits a request to\nthe Company within one (1) month after the date of termination. An employee on\ntransfer may not spend period exceeding three (3) years at a post.\u003C\u002Fp>\n\n\u003Cp>9.3.2 Except in case of emergency, notice of at least thirty (30) days shall\nbe given to an employee prior to being transferred. On arrival at his  new\nplace of employment the employee shall be entitled to a disturbance allowance\nequivalent to his two (2) weeks’ salary.\u003C\u002Fp>\n\n\u003Cp>Normally, no employee shall be transferred without adequate arrangement\nbeing made for the employee’s accommodation. But where the employee cannot be\nprovided with accommodation, he shall be paid overnight allowance based on the\naccommodation element of the per diem allowance, applicable i.e. Article 14,\nsection 2 until such time that the employee gets a suitable accommodation.\u003C\u002Fp>\n\n\u003Cp>This clause does not apply if the transfer is at the request of the\nemployee. Request for transfer shall be granted at the discretion of the\nCompany.\u003C\u002Fp>\n\n\u003Cp>9.3.3 Any employee of the Company may be requested to work anywhere in Ghana\nor abroad. Any employee who refuses transfer shall be asked to resign from the\nservice of the company and upon his refusal shall have his appointment\nterminated.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10: SAFETY AND HEALTH\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>10.1Protective Devices, Uniforms\u002FLaundry Facilities\u003C\u002Fp>\n\n\u003Cp>The company shall identify category of staff to be provided with\nuniforms.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.2 Industrial Injury and Disease\u003C\u002Fp>\n\n\u003Cp>10.2.1 All industrial injury or disease shall be immediately reported to\nManagement with copy to the Local Union. In the event of an injury or illness\nat work, the Company shall be responsible for treatment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The Company shall continue to pay the employee his salary\u002Fwage for the whole\nperiod of treatment till the injured employee resumes duty.\u003C\u002Fp>\n\n\u003Cp>In such circumstance, the employee shall be entitled to compensation under\nthe Workmen’s Compensation Law 187 and any subsequent amendments.\u003C\u002Fp>\n\n\u003Cp>10.2.2 In all cases of payment of compensation (periodical and\u002For lump sum)\na Local Union official shall be present. Copies of correspondence relating to\nall industrial accidents shall be sent to the Local Union.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>10.2.3 Any employee covered by this Agreement who dies or suffers total or\npermanent incapacity to work as a result of industrial illness or an accident\narising out of and in the course of his employment and confirmed as such by a\ngovernment registered medical doctor, shall be entitled to lump sum of not less\nthan 50% (fifty percent) of his annual basic salary as ex-gratia in addition to\nother entitlements under the law.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.2.5 Where an employee develops a disease and it is proved by a government\nregistered Medical Practitioner to be an industrial illness the Company shall\npay surgical and other expenses involved.\u003C\u002Fp>\n\n\u003Cp>10.3 Non-Industrial Illness (Free Medical Treatment)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>10.3.1 The Company shall provide medical facilities in its specified medical\ncentres for its permanent employees, a registered spouse and four (4) children\nup to the age of 18 (eighteen) years or a student. Medical treatment shall be\npaid by the Company upon submission of proper medical receipt.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>The facility shall be extended to a non-permanent employee only when on duty\nand shall not be extended to his family.\u003C\u002Fp>\n\n\u003Cp>10.3.2 In case of emergency when it is not possible to report at the\ncompany’s selected hospital or clinic, due to emergency, the beneficiaries\nshall seek treatment at the nearest registered medical centre.\u003C\u002Fp>\n\n\u003Cp>Bills for such emergency treatments and drugs shall be paid or refunded by\nthe company only upon submission of proper medical report, prescription and\nreceipts from the registered medical centre.\u003C\u002Fp>\n\n\u003Cp>10.3.3 The Company shall bear the cost of child delivery, non-cosmetic\nspectacles and hearing aid prescribed by a Government medical doctor once in a\nyear. In the case of spectacles, the company shall bear the cost of the\nprescribed lenses from specified Eye Clinics and an amount not exceeding a\nHundred Ghana Cedis (GHC 100) for the frames.\u003C\u002Fp>\n\n\u003Cp>10.3.4 Treatment for Infertility, Sexually Transmitted Diseases (STD), Drag\nDiseases, and Cosmetic Dentures shall not be provided by the Company.\u003C\u002Fp>\n\n\u003Cp>10.3.5 Where an employee is unable to work because of non-occupational\nillness or injury and where he is declared unfit to continue in the service of\nthe Company by Company appointed medical doctor, his services shall be\nterminated on grounds of ill health and shall be paid all entitlements due to\nhim under this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Should the Company not be able to pay an employee who has left the Company\nhis entitlements in full on the due date, the employee and his family shall\ncontinue to be entitled to free medical care until the entitlements are fully\npaid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.4 Sick Leave\u002FPay\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>10.4.1 An employee whose sickness is supported by a medical certificate\nIssued by a government recognised Medical Practitioner shall be entitled to\nsick leave with pay as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(a) Up to 5 years\u003C\u002Ftd>\n      \u003Ctd>-6 months full pay\n\n        \u003Cp>6 month half pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b)6 years and above \u003C\u002Ftd>\n      \u003Ctd>-9 months full pay\n\n        \u003Cp>4 months half pay\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>An employee on sick leave shall remain on the employment list where the sick\nleave shall not exceed twelve (12) months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>10.4.2 (a) In any case of absence from work on the grounds of illness a\ncertificate from a specified Medical Practitioner of the company shall be\nfurnished to the Company within three (3) days of the employee being declared\nunfit.\u003C\u002Fp>\n\n\u003Cp>(b) In case of emergency when it is not possible to report at company’s\nclinic because of emergency, the employee shall furnish the company wit] the\ncertificate indicating the grounds of illness from a recognised Medical\nOfficer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Medical Examination\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>10.5 In the interest of the safety and health of the employees both existing\nand newly engaged employees who have completed their probation shall undergo\nfree medical examination provided by the company once in every year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.6 First Aid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Company shall provide adequate first aid facilities for its\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.7 Personal Accident Insurance Policy\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>Any employee covered by this Agreement shall be insured under the Company's\nInsurance Policy Scheme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11: HOLIDAYS AND LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>11.1 All statutory and public holidays of the country shall be observed by\nthe Company and the employees, and payment of remuneration for the said public\nholidays shall be made as under Article 7 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>11.2 Annual Leave\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Group Period of Service\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>No. of Working Entitled\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1. Employee with ten (10) years Company Service and above\u003C\u002Ftd>\n      \u003Ctd>30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>2. Employee with seven (7) to nine (9) years Company Service\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>25\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>3. Employee with one (1) to Six (6) years Company Service\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>21\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>11.3 Casual\u002FCompassionate Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>11.3.1The Company agrees to grant five (5) working days paid casual leave to\nits employees in appropriate cases of emergency such as the death of a spouse,\nchild, father or mother of employees in one calendar year where the employees\nhave exhausted their annual leave. In exceptional cases, however, the Company\nmay extend the period to a maximum of seven (7) working days. Request for\ncasual leave shall be in writing prior to the leave and with the approval of\nmanagement. Casual leave in excess of seven (7) working days shall be without\npay or deducted from leave for the year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>11.3.2 On request, an employee may be granted proportionate leave out of his\nearned leave.\u003C\u002Fp>\n\n\u003Cp>Maternity Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>11.4.1 A woman worker on production of a medical certificate issued by a\nmedical practitioner or a midwife is entitled to a maternity leave of 12 weeks\nwith full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>11.4.2 The period of maternity leave may be extended for at least four (4)\nadditional weeks on the recommendation of the attending medical doctor. Where\nthe confinement of abnormal or where in the course of same confinement if two\n(2) or more babies are born.\u003C\u002Fp>\n\n\u003Cp>11.4.3Absence from duty arising after confinement in excess of maximum\nperiod described in (11.5.2) above shall be regarded as absence on the grounds\nof ill-health. Article 10 section 4 of this Agreement shall apply subject to\nthe necessary medical certificate being produced.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>11.4.4 Under no circumstances should an employee on maternity leave be\nsuspended or dismissed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>11.4.5 Upon resumption of duty, a nursing mother shall be granted two (2)\nhours off duty daily i.e one (l) hour each during the morning and afternoon\nsession respectively for a period of nine months to enable her feed her\nbaby.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>1.5 Leave of Absence For Union Duties\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>11.5.1 An employee who is also a Trade Union Official, or who is a delegate\nto the Union’s activities necessitating leave of absence will be granted\nleave with pay not exceeding four (4 ) working days. Written notice of such\nleave stating the duration of leave will be given to the Company as far in\nadvance as possible but in no event later than the day such leave is to become\neffective, cases of emergency shall be considered.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>11.6 Interrupted Leave (Re-call)\u003C\u002Fp>\n\n\u003Cp>11.6.1 Every employee shall enjoy an uninterrupted period of leave. However,\nthe Company in cases of urgent necessity in accordance with the provisions of\nthis Agreement may require an employee to interrupt his leave already commenced\nand return to work.\u003C\u002Fp>\n\n\u003Cp>11.6.2 Where an employee is required by the Company to interrupt his leave\nin the circumstance specified in the immediately preceding paragraph he shall\nnot forfeit his right to the remainder of his leave but shall take such leave\nany time thereafter.\u003C\u002Fp>\n\n\u003Cp>11.6.3 Where an employee takes such leave at the end of a calendar year, the\nleave may continue except as provided for by paragraph one (1) of this Section\nwithout interruption into the following year.\u003C\u002Fp>\n\n\u003Cp>11.6.4 Where the Company requires an employee to interrupt his annual leave\nin the circumstance stated in paragraph (1) of the section it shall make up to\nthe employee any expenses incurred such as transport and meals by him on\naccount of his interruption. He shall in addition be paid inconvenience\nallowance which is two times his\u002Fher monthly gross salary on pro-rata basis.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12: EDUCATION AND TRAINING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>12.1 Training within Industry\u003C\u002Fp>\n\n\u003Cp>Parties to this Agreement acknowledge the importance of sound training\nschemes as one means by which efficiency can be increased and therefore\nrecommend that the fullest opportunity be taken of in-service and external\ntraining scheme designed to improve the skills of employees. Pursuant to this,\nall employees shall be encouraged to take such special courses sponsored by the\nCompany and on- the-job training, which will benefit employees. Details of any\nproposed training programme shall be made available to the union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12.2 Training Course and Examination\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>12.2.1 Apart from its own arranged training course, the Company may consider\npartial or full reimbursement of the cost of tuition upon satisfactory proof of\nsuccessful completion of a training course approved by the Company as\nappropriate to the industry. The Company shall determine which courses may be\napproved. Such courses shall not exceed 3 months.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12.2.2 The Company shall grant an employee paid leave to sit for an\nexamination upon submission of the examination timetable by the employee.\u003C\u002Fp>\n\n\u003Cp>12.2.3 Where local or external courses which will equip the employee for his\npresent or likely future position are arranged by the Company, the Company will\nconsider sponsoring selected employees who have served the Company for at least\ntwo (2) years on such course on full salary and all other expenses fully paid.\nKit allowance of the prevailing Ghana Government rates shall be paid to a\nselected employee for external courses.\u003C\u002Fp>\n\n\u003Cp>12.2.4 An employee sponsored on a course with salary shall be deemed bonded\nto serve the Company for a minimum period of two (2) years or in default\nreimburse the Company of the full cost of the sponsorship with interest at the\nprevailing bank rate at the time of sponsorship.\u003C\u002Fp>\n\n\u003Cp>12.2.5 The company may grant study leave without pay to an employee who has\nmade not less than three (3) years continuous service.\u003C\u002Fp>\n\n\u003Cp>12.2.6 Where a study leave without pay is more than six (6) months,\nreintegration of the employee shall be subject to availability of vacancy in\nthe Company.\u003C\u002Fp>\n\n\u003Cp>12.3 Education Grant For Employee’s Children\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>The company shall pay each permanent employee with children attending\nschool, a flat amount of three hundred and fifty Ghana cedis (GHC 350) as\nEducational Grant in January each year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Educational Grant in January of each year.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13: SHOP STEWARDS\u002FLOCAL UNION OFFICIALS\u003C\u002Fh2>\n\n\u003Cp>13.1 The Company recognises the existence of Shop Stewards and Local Union\nOfficials as official representatives of the Union in every employment and at\nevery level of employment, provided these Shop Stewards and Local Union\nOfficials are duly recognised by the Union.\u003C\u002Fp>\n\n\u003Cp>13.2 Shop Stewards and Local Union Officials shall intercede in matters\naffecting the well-being of industry and labour during normal working hours.\nShop Stewards and Local Union Officials shall be last to be laid off, all\nthings being equal.\u003C\u002Fp>\n\n\u003Cp>13.3 Transfer of Shop Stewards and Local Union Officials outside Accra and\nTema would be done with the mutual consent of Management and the Union.\u003C\u002Fp>\n\n\u003Cp>13.4 The Local Union shall furnish the Company with a completed list of Shop\nStewards with a copy to the Union. The National Secretariat of the Union shall\nprovide the Company with a list of Local Union Officials from time to time.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14: MISCELLANEOUS ALLOWANCES\u003C\u002Fh2>\n\n\u003Cp>14.1 Tool Allowance\u003C\u002Fp>\n\n\u003Cp>14.1.1 The Company shall supply to all employees the tools required to\nperform the work of their designated job classification.\u003C\u002Fp>\n\n\u003Cp>14.1.2 Employees supplied with tools shall sign a relevant receipt and shall\nbe responsible for their care and safekeeping. Tool lost or damaged through\nnegligence of the employee shall be replaced by him or paid for in lieu\nthereof.\u003C\u002Fp>\n\n\u003Cp>14.1.3 Employees requiring their tools to be replaced due to wear and\ntearshall produce the old ones.\u003C\u002Fp>\n\n\u003Cp>14.2 Per Diem Allowance\u003C\u002Fp>\n\n\u003Cp>14.2.1 An employee shall be entitled to per diem allowance of Seventy seven\nGhana cedis (GHC 77) made up as follows, when required to leave his place of\nwork to any other destination in Ghana on duty.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Breakfast\u003C\u002Ftd>\n      \u003Ctd>GHC 7\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lunch\u003C\u002Ftd>\n      \u003Ctd>GHC 10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dinner\u003C\u002Ftd>\n      \u003Ctd>GHC 10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Accommodation\u003C\u002Ftd>\n      \u003Ctd>GHC 50.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Total\u003C\u002Ftd>\n      \u003Ctd>GHC 77\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.2.2Where an employee is required to perform official duties outside\nGhana, he shall be entitled to an all-inclusive allowance and in addition an\noutfit allowance at the prevailing Government rate.\u003C\u002Fp>\n\n\u003Cp>14.2.3 An employee shall be entitled to an Ovenight\u002FOut-of.-Station lump sum\nof GHC 30 when required to leave his place of work to any other destination in\nGhana on duty for more than one day.\u003C\u002Fp>\n\n\u003Cp>14.4 Acting Allowance\u003C\u002Fp>\n\n\u003Cp>14.4.1 When an employee is temporarily required to carry out the full duties\nof another employee in addition to his duties for a period of 21 working days,\nhe shall be paid an acting allowance equivalent to 35% of his present basic\nsalary for such time spent or pro-rata.\u003C\u002Fp>\n\n\u003Cp>14.4.2No employee may be required to act in a vacant post continuously for a\nperiod exceeding six (6) months. At the end of the six (6) months, he may be\nmade substantive holder of the post by promotion and given remuneration to the\npost.\u003C\u002Fp>\n\n\u003Cp>14.4.3 The provision of sub-section (ii) above shall not apply to temporary\nVacancies arising from study leave and similar events.\u003C\u002Fp>\n\n\u003Cp>14.5 Transport Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>An employee shall be paid a transport allowance of per month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.6 Leave Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>An employee proceeding on annual leave shall be given a leave travelling\nallowance of 6% of his basic annual salary to meet travel and other\nexpenses.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>14.7 Lunch Allowance\u003C\u002Fp>\n\n\u003Cp>An employee who attends custom examination at the harbour shall be paid\nlunch allowance of GHC 10 for each day of attendance.\u003C\u002Fp>\n\n\u003Cp>14.8 Season’s Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Season bonus may be paid to employees during the peak period of operations\ndepending on performance in consultation with the Local Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>14.9 Risk Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>GHc 25.00 across board\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 15: GRIEVANCE, TRADE DISPUTE AND ARBITRATION\u003C\u002Fh2>\n\n\u003Cp>15.1 Grievance Procedure\u003C\u002Fp>\n\n\u003Cp>All complaints or disputes concerning violation of, non-compliance with or\nthe application of interpretation of this Agreement but not including any\nrequested or proposed changes in this Agreement are herein referred to as\ngrievance and shall be adjusted and settled as promptly as practicable through\nthe following channels.\u003C\u002Fp>\n\n\u003Cp>STEP 1 \u003C\u002Fp>\n\n\u003Cp>The employee claiming a grievance shall first discuss the grievance or\nrequest with his immediate departmental head or designated representative, who\nshall consider and dispose of it promptly. A grievance may be presented by\naggrieved employee to the appropriate quarters within ten (10) workings days\nafter its occurrence or may be deemed to have been waived after that.\u003C\u002Fp>\n\n\u003Cp>STEP 2 \u003C\u002Fp>\n\n\u003Cp>Failing satisfactory adjustment of the grievance within two (2) working\ndays, the employee and the Local Union or representative will 'then discuss the\ngrievance with the Company’s Head of Human Resources or Management\nrepresentative.\u003C\u002Fp>\n\n\u003Cp>STEP 3\u003C\u002Fp>\n\n\u003Cp>Failing satisfactory and reasonable adjustment, the grievance shall then be\nreduced into writing on appropriate standard terms within five (5) workings\ndays after the discussion with the Company’s Human Resources Manager for\nsettlement at the sub-committee level. The sub-committee shall endeavour to\nresolve the grievance within three (3) working days from the time the matter is\nreferred to it.\u003C\u002Fp>\n\n\u003Cp>STEP 4 \u003C\u002Fp>\n\n\u003Cp>Failing satisfactory adjustment in step 3, the National Union may within\nseven (7) working days refer the grievance in writing for discussion at the\nStanding Joint Negotiating Committee.\u003C\u002Fp>\n\n\u003Cp>STEP 5. \u003C\u002Fp>\n\n\u003Cp>Failing a satisfactory settlement in Step 4. the matter shall be referred to\na mutually acceptable third party whose findings shall be binding. If a\nthird-party cannot be agreed upon, the Company or the Union shall retain\nfreedom or action by referring the matter to the National Labour Commission.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16: DISCIPLINE ACTION AND PROCEDURES\u003C\u002Fh2>\n\n\u003Cp>Acts of misconduct, gross misconduct, gross negligence or incompetence may\nrender an employee liable for disciplinary action.\u003C\u002Fp>\n\n\u003Cp>16.1 Minor Misconduct\u003C\u002Fp>\n\n\u003Cp>Minor misconduct includes but is not limited to:\u003C\u002Fp>\n\n\u003Cp>a) Willful refusal to carry out the legitimate orders of a superior\nofficer\u003C\u002Fp>\n\n\u003Cp>b) Contravention of standing instructions\u003C\u002Fp>\n\n\u003Cp>c) Insubordination\u003C\u002Fp>\n\n\u003Cp>d) Dishonesty\u003C\u002Fp>\n\n\u003Cp>e) Malingering\u003C\u002Fp>\n\n\u003Cp>f) Tardiness\u003C\u002Fp>\n\n\u003Cp>g) Absence from workwithout permission\u003C\u002Fp>\n\n\u003Cp>h) Lateness to work\u003C\u002Fp>\n\n\u003Cp>i) Use of company property without permission\u003C\u002Fp>\n\n\u003Cp>j) Sleeping on duty\u003C\u002Fp>\n\n\u003Cp>16.2 Sanctions for Minor Misconduct\u003C\u002Fp>\n\n\u003Cp>The following sanctions shall be applied as appropriate in respect of cases\nof minor misconduct. The company may employ one or more of the following\nsanctions:\u003C\u002Fp>\n\n\u003Cp>a) For a first minor offence - Oral Reprimand in the presence of a local\nunion official\u002Fshop steward\u003C\u002Fp>\n\n\u003Cp>b) For a second minor offence - Written Reprimand.\u003C\u002Fp>\n\n\u003Cp>c) For a third minor offence or a more serious infraction - a final\nreprimand indicating that any further infraction will lead to any of the\nfollowing sanctions:\u003C\u002Fp>\n\n\u003Cp>d) Deferment of increment for a minimum period of six months but not more\nthan twelve months.\u003C\u002Fp>\n\n\u003Cp>e) Suspension with or without pay and other allowances, for a minimum period\nof two weeks (this shall be by mutual consent with the Union)\u003C\u002Fp>\n\n\u003Cp>f) Surcharge\u003C\u002Fp>\n\n\u003Cp>g) After twelve (12) months of good conduct from the date of any written\nreprimand to an employee, these reprimands shall cease to have any effect. The\nduration may be reduced further downwards taking into consideration the conduct\nand employment record of the employee concerned.\u003C\u002Fp>\n\n\u003Cp>Gross Misconduct\u003C\u002Fp>\n\n\u003Cp>Gross misconduct includes but not limited to a)Theft or Stealing\u003C\u002Fp>\n\n\u003Cp>b) Willful acts likely to cause damage tocompany’s\u003C\u002Fp>\n\n\u003Cp>•Property\u003C\u002Fp>\n\n\u003Cp>•Business\u003C\u002Fp>\n\n\u003Cp>•Good name and or\u003C\u002Fp>\n\n\u003Cp>•Employee (s)\u003C\u002Fp>\n\n\u003Cp>c) Misappropriation of company funds\u003C\u002Fp>\n\n\u003Cp>d) Disclosure of confidential official information\u003C\u002Fp>\n\n\u003Cp>e) Persistent Intoxication\u002FDrunkennesson duty\u003C\u002Fp>\n\n\u003Cp>f) False or fraudulent misrepresentation\u003C\u002Fp>\n\n\u003Cp>g) Falsification of Company record\u003C\u002Fp>\n\n\u003Cp>h) Serious acts of dishonesty\u003C\u002Fp>\n\n\u003Cp>i) Fraud\u003C\u002Fp>\n\n\u003Cp>j) Dereliction of duty\u003C\u002Fp>\n\n\u003Cp>k) Abuse of the oath of secrecy\u003C\u002Fp>\n\n\u003Cp>l) Forgery\u003C\u002Fp>\n\n\u003Cp>m) Conviction for a criminal offence\u003C\u002Fp>\n\n\u003Cp>n) Persistent absence from work without permission\u003C\u002Fp>\n\n\u003Cp>o) Repetition of a minor misconduct for which anemployee has been warned\nand\u002F queried on more than two (2) occasions within the span of 12 months\u003C\u002Fp>\n\n\u003Cp>p) Vacation of post -An employee who leaves his place of work or duty post\nfor five (5) consecutive working days without authority or justifiable cause\nshall be deemed to have vacated the post. The appointment of the employee shall\nbe terminated accordingly. \u003C\u002Fp>\n\n\u003Cp>16.4 Sanction for Gross misconduct\u003C\u002Fp>\n\n\u003Cp>The company shall in consultation with the union employ any of the following\nsanctions in cases for gross misconduct.\u003C\u002Fp>\n\n\u003Cp>a) Suspension from duty with consequent loss of pay and allowances\u003C\u002Fp>\n\n\u003Cp>b) Summary Dismissal\u003C\u002Fp>\n\n\u003Cp>c) Dismissal\u003C\u002Fp>\n\n\u003Cp>d) Demotion in grade\u002Foffice\u002Ftitle with commensurate reduction in salary and\nbenefits\u003C\u002Fp>\n\n\u003Cp>16.5 Procedure for summary dismissal\u003C\u002Fp>\n\n\u003Cp>When an employee is suspected to have committed gross misconduct which may\nwarrant summary dismissal, the following procedures maybe applied:\u003C\u002Fp>\n\n\u003Cp>16.5.1 Interdiction during Investigations\u003C\u002Fp>\n\n\u003Cp>a) When an employee is suspected of having committed an offence that might\njustify summary dismissal, the company may suspend the employee from duty while\ninvestigations are being conducted.\u003C\u002Fp>\n\n\u003Cp>b) The employee in question shall be given reasons for such suspension\nwithin seven (7) working days.\u003C\u002Fp>\n\n\u003Cp>16.5.2 Investigations\u003C\u002Fp>\n\n\u003Cp>a) Investigations aforementioned shall be carried out by a committee\nrepresented equally by Management and the Local Union with the Chairman\nappointed by Management.\u003C\u002Fp>\n\n\u003Cp>b) Management shall serve a written notice to the Local Union to nominate\ntwo (2) representatives to serve on the committee.\u003C\u002Fp>\n\n\u003Cp>c) The interdicted employee shall be given the opportunity to appear before\nthe committee to defend himself. The interdicted employee may present a witness\nif one is available\u003C\u002Fp>\n\n\u003Cp>d) The findings of the Committee shall be submitted to Management as soon as\nis practicable.\u003C\u002Fp>\n\n\u003Cp>e) The decision of Management shall be forwarded to the union prior to any\naction being taken by Management.\u003C\u002Fp>\n\n\u003Cp>f) The management must confirm any penalties\u003C\u002Fp>\n\n\u003Cp>g) The employee in question shall be informed promptly of the final\ndecision.\u003C\u002Fp>\n\n\u003Cp>h) During the period of suspension, the employee shall be entitled to full\nsalary for one (1) month thereafter if the suspension continues the employee\nshall be paid two thirds (2\u002F3) of his monthly salary for three months. If the\nsuspension continues, the employee shall be paid one half (1\u002F2) of his \u002F her\nmonthly salary until the matter is finally disposed of.\u003C\u002Fp>\n\n\u003Cp>i) If the employee is found not guilty of the offence, he\u002Fshe be reinstated\nand paid full salary together with any accrued entitlement due to him or her\nand salary arrears from the period of the interdiction.\u003C\u002Fp>\n\n\u003Cp>16.6 Report of findings\u003C\u002Fp>\n\n\u003Cp>a) The Committee shall submit a Report of its findings and recommendations\nto the Standing Joint Negotiation Committee.\u003C\u002Fp>\n\n\u003Cp>b) The Standing Joint Negotiation Committee. Shall take a decision as to\nwhat line of action the company shall take against the employee.\u003C\u002Fp>\n\n\u003Cp>c)The employee shall be informed that if he\u002Fshe is dissatisfied with the\ndecision of the Standing Joint Negotiation Committee, he\u002Fshe has the right to\nappeal\u003C\u002Fp>\n\n\u003Cp>d)The employee has the right to appear before the Standing Joint Negotiating\nCommittee in furtherance of his appeal.\u003C\u002Fp>\n\n\u003Cp>16.6.1 Dismissal\u003C\u002Fp>\n\n\u003Cp>a) Before an employee is dismissed he shall be told of the reason for his\ndismissal.\u003C\u002Fp>\n\n\u003Cp>b) The employee shall be given notice in writing in the form of a query (or\nin such form as Management shall consider appropriate for the purpose) copied\nto the local union detailing the allegation of wrongdoing.\u003C\u002Fp>\n\n\u003Cp>c) The employee in question will be given the opportunity to respond to the\nallegation.\u003C\u002Fp>\n\n\u003Cp>d) If the response is unsatisfactory. Management may set up a disciplinary\ncommittee to investigate the allegations. The disciplinary committee shall\nconduct an investigation into the allegations against the employee\u003C\u002Fp>\n\n\u003Cp>e) The employee shall be granted the opportunity to defend himself before\nthe disciplinary committee of the company.\u003C\u002Fp>\n\n\u003Cp>f) The disciplinary committee shall submit its report to management\u003C\u002Fp>\n\n\u003Cp>g) Management shall submit its recommendations to the Standing Joint\nNegotiation Committee (SJNC)\u003C\u002Fp>\n\n\u003Cp>h) The SJNC shall make a decision as to what line of action the company can\ntake against the employee\u003C\u002Fp>\n\n\u003Cp>i) The employee shall be informed that if he is dissatisfied with the\ndecision he has the right of appeal to the SJNC.\u003C\u002Fp>\n\n\u003Cp>j) The employee has the right to appear before the SJNC in furtherance of\nthe appeal.\u003C\u002Fp>\n\n\u003Cp>16.7 Alternative Penalties for Dismissal\u003C\u002Fp>\n\n\u003Cp>Alternative penalties for any of the offences stated in this Article to be\napplied, depending on the circumstances and gravity of the offence are:\u003C\u002Fp>\n\n\u003Cp>a) Termination of appointment\u003C\u002Fp>\n\n\u003Cp>b) Reduction in rank, or\u003C\u002Fp>\n\n\u003Cp>c) Suspension without pay for a stated period not exceeding four (4)\nWeeks.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17: MISCELLANEOUS\u003C\u002Fh2>\n\n\u003Cp>17.1 Notice Boards\u002FLocal Union Offices\u003C\u002Fp>\n\n\u003Cp>The Company shall provide notice boards placed conspicuously in the compound\nor other vantage point of the Company’s area of operation for the use of\nLocal Union for the information of their members. The Company agrees to provide\nspace within its premises for the use of the Local union.\u003C\u002Fp>\n\n\u003Cp>17.3. Transport Facilities\u003C\u002Fp>\n\n\u003Cp>The Company shall provide transportation facility to the employees who due\nto the nature of their work require transport to carry out their duties.\u003C\u002Fp>\n\n\u003Cp>17.2 Funeral Benefits\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>In the case of death of an employee, the Company shall donate the sum of of\nThree Thousands Ghana Cedis (GhC 3000), two (2) bottles of Schnapps, two (2)\nbottles\u003C\u002Fp>\n\n\u003Cp>of Local Gin, two (2) cartons Beer, a Shroud and one (1) crate of minerals\nto the bereaved family (i.e, wife and children or in their absence the\ndesignated next-of-kin) to assist in meeting funeral expenses. In addition, the\nCompany shall provide suitable coffin and transport to convey the corpse and\nemployees to the hometown of the deceased of the place of burial. The Company\nshall bear the cost of mortuary expenses for up to 10 days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>17.4.2 Any employee covered by this Agreement who dies normally or\naccidentally shall be entitled, in addition to other benefits under this\nAgreement, to earn proportionate leave and leave allowance which shall be paid\nto his next of kin.\u003C\u002Fp>\n\n\u003Cp>17.4.3 Where an employee’s declared spouse dies, the company shall,\ndonate, an amount of One Thousands Ghana Cedis (GHC 1000) to the employee as\nfuneral grant.\u003C\u002Fp>\n\n\u003Cp>17.4.4 Where the employee’s declared Father, mother or child dies, the\nCompany shall donate an amount of Five Hundred Ghana Cedis (GHC 500) as funeral\ngrant to the employee.\u003C\u002Fp>\n\n\u003Cp>17.4.5 In all cases the company shall provide transport or transport\nallowance for employees to attend the funeral.\u003C\u002Fp>\n\n\u003Cp>17.5 Annual Bonus\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>17.5.1In the effort to motivate employees and raise productivity permanent\nemployees may be awarded annual bonus. The quantum and mode of award shall be\ndiscussed by the company and the Union.\u003C\u002Fp>\n\n\u003Cp>17.5.2 The qualifying period for full award for permanent employees shall be\n200 (two hundred) working days in a year. An employee who has not made less\nthan 90 (ninety) days shall receive fifty percent (50%) of the award.\u003C\u002Fp>\n\n\u003Cp>17.5.3 The Company shall inform the Union of the date of payment two (2)\nmonths prior to the end of the year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>17.6 Financial Assistance\u003C\u002Fp>\n\n\u003Cp>The Company shall grant an employee financial assistance up to one (1) month\nsalary. In special circumstances, the company may grant financial assistance up\nto 2 months of salary. The repayment would be spread over 12 months.\u003C\u002Fp>\n\n\u003Cp>17.7 Renewal of Drivers License And Legal Assistance\u003C\u002Fp>\n\n\u003Cp>17.7.1 Drivers, authorized testers within the Company and Mechanical Foremen\nemployed by the Company shall have their licenses renewed from time to time by\nthe Company.\u003C\u002Fp>\n\n\u003Cp>17.7.2 The Company shall provide free legal assistance in the event of a\ncourt action being taken against a driver involved in an accident while driving\ncompany vehicle in the course of his duties. The Company may pay a fine imposed\non the driver by the court and recover same over a period not exceeding twelve\n(12) months without prejudice to any disciplinary action the Company may take\nagainst the driver.\u003C\u002Fp>\n\n\u003Cp>17.7.3 Legal Aid\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-legalassistance_trigger\">\u003Cp>The Company shall provide legal aid to employees when they commit\n“unintentional tort” in the course of their employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>17.8 Resignation\u003C\u002Fp>\n\n\u003Cp>17.8.1 One month written notice with a copy to the Union or a month salary\nin lieu of notice to be given by employee or by the company in case of\nresignation.\u003C\u002Fp>\n\n\u003Cp>17.8.2 On resignation of employment, the employee shall be paid all\nentitlements due him under the provisions of this agreement.\u003C\u002Fp>\n\n\u003Cp>17.9 Certificate of Service\u003C\u002Fp>\n\n\u003Cp>On resignation or retirement of an employee from the service of the Company\na Certificate of Service shall be awarded to him\u002Fher stating the period served,\nreference to his\u002Fher conduct, ability and loyalty to the Company.\u003C\u002Fp>\n\n\u003Cp>17.10 Severance Pay\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>Severance pay shall apply where an employee's service is terminated as a\nresult of a close-down, re-arrangement or amalgamation causing severance of the\nrelationship of employee and Company and the employee becomes unemployed or\nsuffers any diminution in his terms and conditions or employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>17.11 Redundancy\u003C\u002Fp>\n\n\u003Cp>17.11.1 Where for one reason or the other the Company is compelled to\ndeclare a number of employees redundant, the employer shall redeploy to meet\nthe work requirement under the new conditions. In the event of any redundancy\nthe company shall give the union not less than one (1) month notice in advance\nof final action being taken. This notice shall state the effective date of\ntheir redundancy and a list of names of employees to be affected, their grades\nand date of employment to be affected by the redundancy shall be given not less\nthan two (2) calendar months notice of their termination or paid the equivalent\nof two months’ salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>17.11.2 The principle of ‘First in Last Out’ shall apply, all things\nbeing equal.\u003C\u002Fp>\n\n\u003Cp>17.11.3 Should the Company find it necessary to fill vacancies in the\nparticular groups within eighteen (18) months of discharging employees the\ncompany shall consider those declared redundant alongside new applicants,\nhowever taking cognizance of their previous record with the company.\u003C\u002Fp>\n\n\u003Cp>17.12 Promotion\u003C\u002Fp>\n\n\u003Cp>Based on staff appraisal report, the company shall endeavour to promote\ndeserving employees to occupy responsible positions accompanied with the\ncorresponding salary increase\u003C\u002Fp>\n\n\u003Cp>17.13 Long Service Award\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>The Company shall grant long service award to serving permanent employee as\nfollows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>a) 5 years company service\u003C\u002Ftd>\n      \u003Ctd>2 (Two) months salary and certificate of service.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) 10 yearsCompany Service\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>4 (four) months gross salary plus Standing Fridge and Certificate\n        of Service\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c) 15 yearsCompany Service\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>5 (five) months gross salary plus 4ft Deep Freezer and Certificate\n        of Service\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>d) 20 years of company service\u003C\u002Ftd>\n      \u003Ctd>6 (six) months salary plus GHC 3000\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Statutory Provision\u003C\u002Fp>\n\n\u003Cp>The Statutory rights and obligation of the employees of the Company shall\nnot be varied by Company rules or regulations.\u003C\u002Fp>\n\n\u003Cp>17.14 Nomination of Beneficiary or Next-of -kin\u003C\u002Fp>\n\n\u003Cp>Every employee shall give the Company at the time of his engagement and any\nalteration thereafter from time to time, the name and address of the nominee\nwho he\u002Fshe wishes to receive his\u002Fher entitlement due from the Company to his\nEstate. The Company will pay to the nominee any benefit or rights accrued to\nthe deceased.\u003C\u002Fp>\n\n\u003Cp>The onus of providing his identity to the reasonable satisfaction of the\nCompany shall be on the nominee.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>17.16 Retiring Age\u003C\u002Fp>\n\n\u003Cp>17.16.1 Retirement of employees would be based on national pension\nschemes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>17.16.2 Once every year the company may organise a fitting send-off party\nfor employees who have retired during the year.\u003C\u002Fp>\n\n\u003Cp>17.16.3 Any employee leaving the Company either on voluntary or compulsory\nretirement shall receive all his entitlement under this Agreement.\u003C\u002Fp>\n\n\u003Cp>17.16.4 An employee who wishes to retire from the service of the Company\nshall give the three (3) months notice with a copy to the Local Union.\u003C\u002Fp>\n\n\u003Cp>17.17 Annual Report\u002FAppraisal\u003C\u002Fp>\n\n\u003Cp>Annual appraisals of each employee shall be made towards the end of the\nyear. The employee shall read the full report and sign it. If the employee does\nnot agree with the contents he shall write an explanatory note to be attached\nto the report.\u003C\u002Fp>\n\n\u003Cp>17.18 Establishment List\u003C\u002Fp>\n\n\u003Cp>The Company shall make available to the Union and the Local Union\nrespectively, copies of the Establishment List of the Company and any\nsubsequent additions or reviews.\u003C\u002Fp>\n\n\u003Cp>17.19 Sale of Company’s Used Properties\u003C\u002Fp>\n\n\u003Cp>The Company shall sell its used properties to the employees: management\nhowever having the first opportunity. Details of such sales shall be advertised\ninternally with copies to the Local Union. Where there are no offers from the\nemployees, the Company reserves the right to sell the properties to outside\nprospective buyers.\u003C\u002Fp>\n\n\u003Cp>17.20 End - of-Service Benefit\u003C\u002Fp>\n\n\u003Cp>An End of Service Benefit is adopted to take effect on 22nd December 2008.\nThe employer would contribute 7% of employee’s gross salary to the fund while\nthe employee contributes 5%.\u003C\u002Fp>\n\n\u003Cp>17.20.1Benefits shall be applied as established in the AGS Frasers\nInternational Ghana Limited Employees Provident Fund Rules and Trust Deed.\u003C\u002Fp>\n\n\u003Cp>17.20.2 The rates of contribution may be revised upon an agreement between\nthe Company and the Union whenever deemed necessary.\u003C\u002Fp>\n\n\u003Cp>17.20.3 In case of summary dismissal, the employee would be entitled only to\nhis\u002Fher contribution to the ESB.\u003C\u002Fp>\n\n\u003Cp>17.21 Special Award\u003C\u002Fp>\n\n\u003Cp>Any employee who leaves the service of the company by reason of retirement,\n111- health or death may be given a special award which shall be determined by\nthe Company in consultation with Union. Beneficiaries must be employees of good\nconduct.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 18: ABSENCE FROM WORK\u003C\u002Fh2>\n\n\u003Cp>Item (i)\u003C\u002Fp>\n\n\u003Cp>Any employee washing to leave his job during working hours shall seek\npermission from his head of department. The permission shall be in writing on\nthe prescribed form if the absence is to extend beyond 30 minutes. An employee\nwho fails to comply with this requirement shall either be given a warning or\nhave equivalent of his pay for the period of absence deducted or both.\u003C\u002Fp>\n\n\u003Cp>Item (ii)\u003C\u002Fp>\n\n\u003Cp>Where sickness is the reason for absence, a medical certificate must be\nproduced within a reasonable period but in no case should it exceed three (3)\ndays.\u003C\u002Fp>\n\n\u003Cp>Item (iii)\u003C\u002Fp>\n\n\u003Cp>Where an employee absents himself from duty for five (5) continuous working\ndays without written notice, he\u002Fshe will be regarded as having vacated his\u002Fher\npost and his\u002Fher appointment terminated accordingly.\u003C\u002Fp>\n\n\u003Cp>Item (iv)\u003C\u002Fp>\n\n\u003Cp>Any employee who absents himself from duty and cannot give any satisfactory\nexplanation will either be given a verbal warning or have the equivalent of his\npay deducted for any period of his un-authorised absence\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 19: SEPARABILITY\u003C\u002Fh2>\n\n\u003Cp>The provisions of this Agreement are deemed to be separable to the extent\nthat if and when a Court of last resort adjudges any provision of this\nAgreement in its application between the Union and the Company to be in\nconflict with any law. such decision shall not affect the validity of the\nremaining provisions of this Agreement, but such remaining provisions shall\ncontinue in full force and effect; provided further that in the event any\nprovision or provisions are so declared to be in conflict with a law, both\nparties shall meet immediately for the purpose of re-negotiation and agreement\non the provision or provisions so invalidated\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20:STRIKES AND LOCKOUTS\u003C\u002Fh2>\n\n\u003Cp>In the event of Strike and Lock Outs the Labour Act 2003 (Act 651) would\napply. \u003C\u002Fp>\n\n\u003Ch2>ARTICLE 21: AMENDMENT TO AND VALIDITY OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>21.1 This Agreement shall become effective on 01 January 2014 and shall\nremain in full force and effect for a minimum period of two (2) years.\u003C\u002Fp>\n\n\u003Cp>21.2 The provisions and terms of this Agreement shall cease to be effective\nshould the Company’s contract with the Government of Ghana be terminated in\nthe year or be varied resulting in a reduction in the Company’s income.\u003C\u002Fp>\n\n\u003Cp>21.3 In the event of termination of contract by the Government of Ghana,\nprovisions under 17.10 shall apply and in the event of variation of contract\nresulting in reduction in the company’s income, the company and the union\nshall re-negotiate a new Collective Agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22: OBLIGATIONS\u003C\u002Fh2>\n\n\u003Cp>22.1 All provisions and terms of this Agreement are hereby mutually agreed\nto be and\u003C\u002Fp>\n\n\u003Cp>between AGS FRASERS INTERNATIONAL GHANA LIMITED and the MARITIME &\nDOCKWORKERS UNION and signed by the representatives of the parties hereto who\nhave been duly authorized to execute the same on behalf of the Company and the\nEmployees respectively.\u003C\u002Fp>\n\n\u003Cp>222 The fulfillment of this agreement and that of any subsequent agreement\nentered 1into shall be fully observed by the Union and the Company and it is\ntheir duty to\u003C\u002Fp>\n\n\u003Cp>ensure that all such agreements are carried out both in the letter and\nspirit of this Agreement.\u003C\u002Fp>\n\n\u003Cp>IN WITNESS WHEREOF the Company and the Union have caused this Agreement to\nbe executed by their duly authorized officers.\u003C\u002Fp>\n\n\u003Cp>For and On Behalf.\u003C\u002Fp>\n\n\u003Cp>of AGS FRASERS INTERNATIONALof \u003C\u002Fp>\n\n\u003Cp>THIBAULT MALEZIEUX\u003C\u002Fp>\n\n\u003Cp>(MANAGING\\DIRECTOR)\u003C\u002Fp>\n\n\u003Cp>For and On Behalf.\u003C\u002Fp>\n\n\u003Cp>of THE MARITIME AND GHANA LIMITEDDOCKWORKERS UNION OF TUC.\u003C\u002Fp>\n\n\u003Cp>DANIEL OWUSU KORANTENG\u003C\u002Fp>\n\n\u003Cp>(GENERAL SECRETARY)\u003C\u002Fp>\n\n\u003Cp>DATED: 06\u002F08\u002F2014\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"disabilitypay":44,"ONCERISE2_trigger":48,"trainingprogrammes":52,"maxsicknesspay":56,"maternity_nursing_breaks_length":60,"ONCERISE_trigger":64,"childcare":68,"STRUCINCR_trigger":72,"nursingmothers":76,"funeralpay":78,"eqpromotion":82,"trainingfund":86,"discrimination":90,"pensionfund":94,"hivpolicy":98,"OVERTIME_trigger":102,"paidmaternityleavepay":106,"healthcareaccess":110,"healthinsurance":114,"COMMUTE_trigger":118,"SUNDAY_trigger":122,"ANNLEAVE_trigger":126,"protectiveclothing":130,"healthandsafetypolicy":134,"contracttrial":137,"sicknesspay":141,"dayspweek_select":143,"annleaveallowancetype":147,"paidmaternityleaveall":149,"TRADEUNLEAV_trigger":151,"SCHEDULE_trigger":155,"educationtuition":159,"longtermillness":163,"sicknessmaxdaysnr":167,"healthcareaccessrelatives":169,"PAIDLEAV_trigger":171,"wageincreasefirmperformance":175,"HARDSHIP_trigger":178,"SENIOR_trigger":181,"legalassistance_trigger":185,"paidmaternityleave":189,"contractseverancepay":192,"jobsecuritymothers":196},{"bindId":45,"name":46,"text":47},"disabilitypay","10.2.3 Any employee covered by this Agre","10.2.3 Any employee covered by this Agreement who dies or suffers total or\npermanent incapacity to work as a result of industrial illness or an accident\narising out of and in the course of his employment and confirmed as such by a\ngovernment registered medical doctor, shall be entitled to lump sum of not less\nthan 50% (fifty percent) of his annual basic salary as ex-gratia in addition to\nother entitlements under the law.",{"bindId":49,"name":50,"text":51},"ONCERISE2_trigger","Season bonus may be paid to employees du","Season bonus may be paid to employees during the peak period of operations\ndepending on performance in consultation with the Local Union.",{"bindId":53,"name":54,"text":55},"trainingprogrammes","12.1 Training within Industry Parties to","12.1 Training within Industry\n\nParties to this Agreement acknowledge the importance of sound training\nschemes as one means by which efficiency can be increased and therefore\nrecommend that the fullest opportunity be taken of in-service and external\ntraining scheme designed to improve the skills of employees. Pursuant to this,\nall employees shall be encouraged to take such special courses sponsored by the\nCompany and on- the-job training, which will benefit employees. Details of any\nproposed training programme shall be made available to the union.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","10.4.1 An employee whose sickness is sup","10.4.1 An employee whose sickness is supported by a medical certificate\nIssued by a government recognised Medical Practitioner shall be entitled to\nsick leave with pay as follows:\n\n\n  \n  \n  \n  \n    \n      (a) Up to 5 years\n      -6 months full pay\n\n        6 month half pay\n      \n    \n    \n      (b)6 years and above \n      -9 months full pay\n\n        4 months half pay",{"bindId":61,"name":62,"text":63},"maternity_nursing_breaks_length","11.4.5 Upon resumption of duty, a nursin","11.4.5 Upon resumption of duty, a nursing mother shall be granted two (2)\nhours off duty daily i.e one (l) hour each during the morning and afternoon\nsession respectively for a period of nine months to enable her feed her\nbaby.",{"bindId":65,"name":66,"text":67},"ONCERISE_trigger","17.5.1In the effort to motivate employee","17.5.1In the effort to motivate employees and raise productivity permanent\nemployees may be awarded annual bonus. The quantum and mode of award shall be\ndiscussed by the company and the Union.\n\n17.5.2 The qualifying period for full award for permanent employees shall be\n200 (two hundred) working days in a year. An employee who has not made less\nthan 90 (ninety) days shall receive fifty percent (50%) of the award.\n\n17.5.3 The Company shall inform the Union of the date of payment two (2)\nmonths prior to the end of the year.",{"bindId":69,"name":70,"text":71},"childcare","11.3.1The Company agrees to grant five (","11.3.1The Company agrees to grant five (5) working days paid casual leave to\nits employees in appropriate cases of emergency such as the death of a spouse,\nchild, father or mother of employees in one calendar year where the employees\nhave exhausted their annual leave. In exceptional cases, however, the Company\nmay extend the period to a maximum of seven (7) working days. Request for\ncasual leave shall be in writing prior to the leave and with the approval of\nmanagement. Casual leave in excess of seven (7) working days shall be without\npay or deducted from leave for the year.",{"bindId":73,"name":74,"text":75},"STRUCINCR_trigger","8.3.1 Annual increment shall be granted ","8.3.1 Annual increment shall be granted to all employees at the beginning of\nthe salary year subject to satisfactory conduct and performance. The salary\nyear shall be 1st January to the end of December in the same year. A new\nemployee shall be entitled to increment only after completing six months\nsatisfactory service exclusive of probationary period by December\n\n8.3.2 In exceptional cases of outstanding ability, an employee may be\nawarded merit increment (s) over and above the normal increment in any one\nyear.\n\n8.3.3 Copies of reports on employee’s performance shall be given to each\nemployee one (1) month prior to his incremental date. Where an employee’s\nincrement is to be withheld for proper cause, the Company shall notify him\u002Fher\nin writing with a copy to the Local  Union, giving the reason(s) for\nwithholding such increment.\n\nThe employee’s increment shall be restored with effect from the fourth\nmonth if his performance and conduct within the three (3) months that his\nincrement is being withheld, has been satisfactory.",{"bindId":77,"name":62,"text":63},"nursingmothers",{"bindId":79,"name":80,"text":81},"funeralpay","In the case of death of an employee, the","In the case of death of an employee, the Company shall donate the sum of of\nThree Thousands Ghana Cedis (GhC 3000), two (2) bottles of Schnapps, two (2)\nbottles\n\nof Local Gin, two (2) cartons Beer, a Shroud and one (1) crate of minerals\nto the bereaved family (i.e, wife and children or in their absence the\ndesignated next-of-kin) to assist in meeting funeral expenses. In addition, the\nCompany shall provide suitable coffin and transport to convey the corpse and\nemployees to the hometown of the deceased of the place of burial. The Company\nshall bear the cost of mortuary expenses for up to 10 days.",{"bindId":83,"name":84,"text":85},"eqpromotion","9.1.5 An employee may be considered for ","9.1.5 An employee may be considered for promotion after continuous service\nof not less than twelve (12) months. Due cognizance shall be taken of an\nemployee’s relevant higher qualification and experience attained before or\nduring his\u002Fher twelve (12) months continuous service.",{"bindId":87,"name":88,"text":89},"trainingfund","12.2.1 Apart from its own arranged train","12.2.1 Apart from its own arranged training course, the Company may consider\npartial or full reimbursement of the cost of tuition upon satisfactory proof of\nsuccessful completion of a training course approved by the Company as\nappropriate to the industry. The Company shall determine which courses may be\napproved. Such courses shall not exceed 3 months.",{"bindId":91,"name":92,"text":93},"discrimination","The Company shall not intimidate or disc","The Company shall not intimidate or discriminate against any employee\ncovered by this Agreement because of his Union activities in all matters\npertaining to hiring, salary\u002Fwage rates, hours of work and other working\nconditions or do anything that vitiates the free will of the employee or\nprevent an employee from joining the Local Union.",{"bindId":95,"name":96,"text":97},"pensionfund","17.16 Retiring Age 17.16.1 Retirement of","17.16 Retiring Age\n\n17.16.1 Retirement of employees would be based on national pension\nschemes.",{"bindId":99,"name":100,"text":101},"hivpolicy","10.5 In the interest of the safety and h","10.5 In the interest of the safety and health of the employees both existing\nand newly engaged employees who have completed their probation shall undergo\nfree medical examination provided by the company once in every year.",{"bindId":103,"name":104,"text":105},"OVERTIME_trigger","7.1(a) Employees shall be paid an amount","7.1(a) Employees shall be paid an amount of Twenty Ghana Cedis (GHC 20) as\novertime allowance for work beyond 5.30 p.m. provided work will be completed",{"bindId":107,"name":108,"text":109},"paidmaternityleavepay","11.4.1 A woman worker on production of a","11.4.1 A woman worker on production of a medical certificate issued by a\nmedical practitioner or a midwife is entitled to a maternity leave of 12 weeks\nwith full pay.",{"bindId":111,"name":112,"text":113},"healthcareaccess","10.3.1 The Company shall provide medical","10.3.1 The Company shall provide medical facilities in its specified medical\ncentres for its permanent employees, a registered spouse and four (4) children\nup to the age of 18 (eighteen) years or a student. Medical treatment shall be\npaid by the Company upon submission of proper medical receipt.",{"bindId":115,"name":116,"text":117},"healthinsurance","Any employee covered by this Agreement s","Any employee covered by this Agreement shall be insured under the Company's\nInsurance Policy Scheme.",{"bindId":119,"name":120,"text":121},"COMMUTE_trigger","An employee shall be paid a transport al","An employee shall be paid a transport allowance of per month.",{"bindId":123,"name":124,"text":125},"SUNDAY_trigger","(b) Hourly rate of Saturday, Sunday or P","(b) Hourly rate of Saturday, Sunday or Public Holidays\n\nBasic Monthly Salary x 2 x Hours divided by 216",{"bindId":127,"name":128,"text":129},"ANNLEAVE_trigger","An employee proceeding on annual leave s","An employee proceeding on annual leave shall be given a leave travelling\nallowance of 6% of his basic annual salary to meet travel and other\nexpenses.",{"bindId":131,"name":132,"text":133},"protectiveclothing","10.1Protective Devices, Uniforms\u002FLaundry","10.1Protective Devices, Uniforms\u002FLaundry Facilities\n\nThe company shall identify category of staff to be provided with\nuniforms.",{"bindId":135,"name":132,"text":136},"healthandsafetypolicy","10.1Protective Devices, Uniforms\u002FLaundry Facilities\n\nThe company shall identify category of staff to be provided with\nuniforms.\n\n10.2 Industrial Injury and Disease\n\n10.2.1 All industrial injury or disease shall be immediately reported to\nManagement with copy to the Local Union. In the event of an injury or illness\nat work, the Company shall be responsible for treatment.",{"bindId":138,"name":139,"text":140},"contracttrial","4.7 All newly-engaged permanent employee","4.7 All newly-engaged permanent employees shall undergo medical examination,\nbe given letters of appointment indicating a salary point salary scale,\neffective date, probationary period, job title, grade and department\u002Fsection\nassigned.",{"bindId":142,"name":58,"text":59},"sicknesspay",{"bindId":144,"name":145,"text":146},"dayspweek_select","6.3.1Saturday, Sundays and Public Holida","6.3.1Saturday, Sundays and Public Holidays shall be treated as non- working\ndays for all categories of workers, except Security staff.",{"bindId":148,"name":128,"text":129},"annleaveallowancetype",{"bindId":150,"name":108,"text":109},"paidmaternityleaveall",{"bindId":152,"name":153,"text":154},"TRADEUNLEAV_trigger","11.5.1 An employee who is also a Trade U","11.5.1 An employee who is also a Trade Union Official, or who is a delegate\nto the Union’s activities necessitating leave of absence will be granted\nleave with pay not exceeding four (4 ) working days. Written notice of such\nleave stating the duration of leave will be given to the Company as far in\nadvance as possible but in no event later than the day such leave is to become\neffective, cases of emergency shall be considered.",{"bindId":156,"name":157,"text":158},"SCHEDULE_trigger","(c) Where an employee is called in from ","(c) Where an employee is called in from home during his rest period to\nperform duties for the Company, he shall be paid two (2) times his hourly rate\nof pay for each hour spent on the job.",{"bindId":160,"name":161,"text":162},"educationtuition","The company shall pay each permanent emp","The company shall pay each permanent employee with children attending\nschool, a flat amount of three hundred and fifty Ghana cedis (GHC 350) as\nEducational Grant in January each year.",{"bindId":164,"name":165,"text":166},"longtermillness","An employee on sick leave shall remain o","An employee on sick leave shall remain on the employment list where the sick\nleave shall not exceed twelve (12) months.",{"bindId":168,"name":165,"text":166},"sicknessmaxdaysnr",{"bindId":170,"name":112,"text":113},"healthcareaccessrelatives",{"bindId":172,"name":173,"text":174},"PAIDLEAV_trigger","11.1 All statutory and public holidays o","11.1 All statutory and public holidays of the country shall be observed by\nthe Company and the employees, and payment of remuneration for the said public\nholidays shall be made as under Article 7 of this Agreement.\n\n11.2 Annual Leave\n\n\n  \n  \n  \n  \n    \n      Group Period of Service\n      No. of Working Entitled\n      \n    \n    \n      1. Employee with ten (10) years Company Service and above\n      30\n    \n    \n      2. Employee with seven (7) to nine (9) years Company Service\n      \n      25\n    \n    \n      3. Employee with one (1) to Six (6) years Company Service\n      \n      21",{"bindId":176,"name":74,"text":177},"wageincreasefirmperformance","8.3.1 Annual increment shall be granted to all employees at the beginning of\nthe salary year subject to satisfactory conduct and performance. The salary\nyear shall be 1st January to the end of December in the same year. A new\nemployee shall be entitled to increment only after completing six months\nsatisfactory service exclusive of probationary period by December",{"bindId":179,"name":180,"text":180},"HARDSHIP_trigger","GHc 25.00 across board",{"bindId":182,"name":183,"text":184},"SENIOR_trigger","The Company shall grant long service awa","The Company shall grant long service award to serving permanent employee as\nfollows:\n\n\n  \n  \n  \n  \n    \n      a) 5 years company service\n      2 (Two) months salary and certificate of service.\n    \n    \n      b) 10 yearsCompany Service\n      4 (four) months gross salary plus Standing Fridge and Certificate\n        of Service\n      \n    \n    \n      c) 15 yearsCompany Service\n      5 (five) months gross salary plus 4ft Deep Freezer and Certificate\n        of Service\n      \n    \n    \n      d) 20 years of company service\n      6 (six) months salary plus GHC 3000",{"bindId":186,"name":187,"text":188},"legalassistance_trigger","The Company shall provide legal aid to e","The Company shall provide legal aid to employees when they commit\n“unintentional tort” in the course of their employment.",{"bindId":190,"name":108,"text":191},"paidmaternityleave","11.4.1 A woman worker on production of a medical certificate issued by a\nmedical practitioner or a midwife is entitled to a maternity leave of 12 weeks\nwith full pay.\n\n11.4.2 The period of maternity leave may be extended for at least four (4)\nadditional weeks on the recommendation of the attending medical doctor. Where\nthe confinement of abnormal or where in the course of same confinement if two\n(2) or more babies are born.\n\n11.4.3Absence from duty arising after confinement in excess of maximum\nperiod described in (11.5.2) above shall be regarded as absence on the grounds\nof ill-health. Article 10 section 4 of this Agreement shall apply subject to\nthe necessary medical certificate being produced.\n\n11.4.4 Under no circumstances should an employee on maternity leave be\nsuspended or dismissed.\n\n11.4.5 Upon resumption of duty, a nursing mother shall be granted two (2)\nhours off duty daily i.e one (l) hour each during the morning and afternoon\nsession respectively for a period of nine months to enable her feed her\nbaby.",{"bindId":193,"name":194,"text":195},"contractseverancepay","Severance pay shall apply where an emplo","Severance pay shall apply where an employee's service is terminated as a\nresult of a close-down, re-arrangement or amalgamation causing severance of the\nrelationship of employee and Company and the employee becomes unemployed or\nsuffers any diminution in his terms and conditions or employment.",{"bindId":197,"name":198,"text":199},"jobsecuritymothers","11.4.4 Under no circumstances should an ","11.4.4 Under no circumstances should an employee on maternity leave be\nsuspended or dismissed.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA AGS Frasers International Ghana Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2014-08-06\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Cargo handling, Warehousing and storage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        AGS Frasers International Ghana Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        GTUC - Ghana Trades Union Congress\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes, but only if the employer wishes to\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 365 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → GHS 3000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Yes\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Yes\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: → Not specified 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            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 4.0 days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Extra payment for annual leave: → 6.0 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-overtimeallowanceamount1\">\n                    Premium for overtime work: → GHS 20.0 per hour overtime\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-hardshipallowanceamount1\">\n                    Premium for hardship work: → GHS 25.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Yes\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[205],{"title":37,"slug":33},[207],{"type":208,"data":209},"call_to_action_body_block",{"title":210,"description":211,"variant":212,"link":213},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":210,"url":214,"description":210,"rel":215,"type":216},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[218],{"type":208,"data":219},{"title":210,"description":211,"variant":212,"link":220},{"title":210,"url":214,"description":210,"rel":215,"type":216},[]]