[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-metro-mass-transit-limited-and-the-general-transport-petroleum-and-chemical-workers-union-of-ghana-tuc":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":196,"content_type_view":197,"extra_breadcrumbs":198,"body":200,"body_blocks":211,"related_pages":215},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":194,"translations":195},{"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-metro-mass-transit-limited-and-the-general-transport-petroleum-and-chemical-workers-union-of-ghana-tuc","29f55324-5e9d-11e4-9040-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-bargaining-agreement-between-metro-mass-transit-limited-and-the-general-transport-petroleum-and-chemical-workers-union-of-ghana-tuc\u002Fcollective-bargaining-agreement-between-metro-mass-transit-limited-and-the-general-transport-petroleum-and-chemical-workers-union-of-ghana-tuc\u002F","Collective Bargaining Agreement between Metro Mass Transit Limited and the General Transport, Petroleum and Chemical Workers Union of Ghana - 2011","GHA Metro Mass Transit Limited - 2011","Ghana - GHA Metro Mass Transit Limited - 2011","GHA Metro Mass Transit Limited - 2011 - Transport, logistics, communication",{"name":41,"data":42},"metr-mass.html","\n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\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 METRO MASS TRANSIT LIMITED AND THE\nGENERAL TRANSPORT, PETROLEUM AND CHEMICAL WORKERS UNION OF GHANA TUC\u003C\u002Fh1>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>This Agreement made on this day of 25th July, 2011 between Metro Mass\nTransit Limited (hereinafter referred to as the “Company”) and the General\nTransport, Petroleum and Chemical Workers Union of Ghana, TUC (hereinafter\nreferred to as the “Union”) officially certified under the Labour Act 2003\n(Act 651) and any amendment thereto as a corporate body, Provides for terms and\nconditions of Labour which shall apply to all employees of the company for whom\nthe union has been certified to negotiate.\u003C\u002Fp>\n\n\u003Cp>It shall apply to employees who are now in employment as well as those who\nwill be engaged after this Agreement has been signed.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1: PURPOSE OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>a. It is the intention of the parties hereto that this agreement will\npromote and improve relations between MMT and the Union as set forth herein.\u003C\u002Fp>\n\n\u003Cp>b. The parties to this Agreement, having the common goal for the successful\noperation of the company, are to do all within their power to promote stability\nand productivity by ensuring harmonious and peaceful Industrial Relations to\nthe mutual benefit of the Company and its employees.\u003C\u002Fp>\n\n\u003Cp>c. The Company’s relations with its employees shall be governed by the\nterms of the Labour Act 2003 (ACT 651), the workman’s compensation Law 1987\n(PNDCL 187), the Social Security Law 1991 (PNDCL 247) Public Holiday Law 1989\n(PNDCL 220) and any amendments thereto.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitydifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingdifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancyexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancydifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cp>d. This Agreement shall apply to all employees of the Company for whom the\nunion has been certified to negotiate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>e. Two (2) copies of this Agreement shall be lodged with the Registrar of\nTrade Unions in terms with the provisions of the Labour Act 2003 (Act 651).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2: DURATION OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>a. The duration of this Agreement shall be for a period of not less than\nthirty-six months commencing on the 1st of January, 2011. Two (2) months before\nthe expiry date, either party may give the other at least thirty (30) days\nnotice in writing of their desire for this Agreement to continue for a further\nperiod to be agreed upon between the parties or its intention to terminate the\nAgreement at its expiration but until such date as a new Agreement is signed\nand the effective date of its commencement agreed, the present Agreement will\ncontinue in force as required by the Labour Act, 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cp>b. Wage Opener:\u003C\u002Fp>\n\n\u003Cp>Anytime after twelve (12) months from the date of commencement of this\nagreement and only twice during the life of this Agreement either party may be\ngiven thirty (30) days notice in writing to the other, seeking to reopen\nnegotiations for a review of wages and salaries.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3: INTERPRETATION\u002FDEFINITION \u003C\u002Fh2>\n\n\u003Cp>a. Interpretation of the Agreement.\u003C\u002Fp>\n\n\u003Cp>If interpretation of any part of this Agreement is disputed and agreement\ncannot be reached by the two (2) parties, the term in dispute shall be dealt\nwith in accordance with the provision of the Labour Act 2003, Act (651).\u003C\u002Fp>\n\n\u003Cp>b. For the purpose of this Agreement, the term\u003C\u002Fp>\n\n\u003Cp>i. Employee\u002FEmployees shall apply to all employees for whom the union has\nbeen certified to negotiate.\u003C\u002Fp>\n\n\u003Cp>ii. Casual worker means a worker engaged on a work which is seasonal or\nintermittent and not for a continuous period of more than six (6) months and\nwhose remuneration is calculated on a daily basis.\u003C\u002Fp>\n\n\u003Cp>iii. Temporary worker means a worker who is employed for a continuous period\nof not less than one month and is not a permanent worker or employed for work\nthat is seasonal in character. A temporary worker who is engaged by the same\nemployer for a continuous period exceeding six (6) months shall be treated as a\npermanent worker (Ref. Labour Act, 2003 Act 651, Article 78).\u003C\u002Fp>\n\n\u003Cp>iv. Divisional Union shall apply to Metro Mass Transit Limited Divisional\nUnion of GTPCWU of Ghana, TUC.\u003C\u002Fp>\n\n\u003Cp>v. Registered Dependants shall mean an employee’s registered spouse and\nfour (4) children up to the age of eighteen (18) years.\u003C\u002Fp>\n\n\u003Cp>vi. Occupational disease\u002Fillness means any work related abnormal condition\nor disorder, other than one resulting from a work injury, caused by or mainly\ncaused by exposure to hazardous environment at work as defined by a recognized\nmedical authority.\u003C\u002Fp>\n\n\u003Cp>vii. Occupational injury is an injury, which result from work place\naccident\u002Fincident causing injury to the employee.\u003C\u002Fp>\n\n\u003Cp>viii. Management shall include top management and all senior staff.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cp>ix. One working week shall mean five (5) working days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>x. Ticket malpractice shall include but not limited to selling dud tickets,\nfake tickets, reserving passengers, failing to issue tickets that can result in\nexcess cash or revenue shortage found on the conductor.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4: CONDITIONS OF ENGAGEMENT\u002FJOB PLACEMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>a) On engagement of any employee or employees who fall within the scope of\nthis Agreement, the newly engaged employee shall be given a letter of\nappointment indicating:-\u003C\u002Fp>\n\n\u003Cp>1. Job Title\u003C\u002Fp>\n\n\u003Cp>2. Department Assigned\u003C\u002Fp>\n\n\u003Cp>3. Salary Scale and Points\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4. Effective Date and\u003C\u002Fp>\n\n\u003Cp>5. Probationary Period.\u003C\u002Fp>\n\n\u003Cp>(b) All newly engaged employees shall provide two guarantors\u003C\u002Fp>\n\n\u003Cp>(c) Employees with proven long serving experience from previous employment\nmay be given the appropriate job placement on merit.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5: MEDICAL EXAMINATION\u003C\u002Fh2>\n\n\u003Cp>a. All engagements shall be made subject to medical fitness to be conducted\nby a Medical Officer appointed by the Company.\u003C\u002Fp>\n\n\u003Cp>b. All new employees are required to pass a medical examination at the\nexpense of the company.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>c. The company may require an employee or his children to undergo Medical\nexamination if the Company deems it necessary.\u003C\u002Fp>\n\n\u003Cp>d. All medical expenses shall be made at the expense of the company in\nrespect of 5c.\u003C\u002Fp>\n\n\u003Cp>e. An employee shall not refuse to undergo a medical examination.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 6: NOMINATION OF BENEFICIARY\u002FNEXT-OF-KIN\u003C\u002Fh2>\n\n\u003Cp>Every employee shall give to the company in writing at the time of his\nengagement the name and address of the nominee who he wishes to receive any\nentitlement or benefit due him from the company in the event of his death. The\nemployee will however have the right at any time to change nominee.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7: PROMOTIONS\u003C\u002Fh2>\n\n\u003Cp>a. As far as possible and depending on suitable candidates, all vacancies\nshall be filled by promotions within the company.\u003C\u002Fp>\n\n\u003Cp>b. In the event of a new post being created within the company, such a post\nshall first be internally advertised for qualified employees to apply or\nthereafter the public advertisement may be issued.\u003C\u002Fp>\n\n\u003Cp>c. Promotion to a higher category shall be on merit. However seniority shall\nbe considered where merit is equal.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8: WORKING TIME REGULATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>a. As far as possible the hours of work shall not exceed 40 hours per\nweek.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b. The normal working schedule shall be adjusted to suit the conditions\nwithin the requirements of the company and shall be agreed between the company\nand the Divisional union.\u003C\u002Fp>\n\n\u003Cp>Monday - Friday................................ 8.00a.m. - 5.00p.m.\u003C\u002Fp>\n\n\u003Cp>Lunch Break -.................................... 12.00 noon - 1.00 p.m.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>c. Shift hours shall be arranged between management and the Department with\nthe representative of the union, but management will provide snack during the\ndeep night shift hours.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9: OVERTIME RATES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceamount1\">\u003Cp>a. An employee who may be required to do work in excess of the working hours\nper week shall be given time off or be paid overtime. Payment of overtime shall\nbe based on a flat rate during normal working days, public holidays and off\ndays, as stated below:\u003C\u002Fp>\n\n\u003Cp>i) GHc 10.00 for 8 hours job done on normal working day\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii) GHc 12.00 for 8 hours job done on public Holidays\u003C\u002Fp>\n\n\u003Cp>iii) Pro-rata for less than 8 hours job done\u003C\u002Fp>\n\n\u003Cp>iv) Overtime shall in cases when payable be reckoned only after an employee\nhas accrued more than 40 hours of work per work week.\u003C\u002Fp>\n\n\u003Cp>b. Public Holidays\u003C\u002Fp>\n\n\u003Cp>All days declared to be holiday under the public Holidays Act of Ghana or\nany other declaration by the state shall be holiday for all employees covered\nby this agreement. Any employee on essential service shall work on such public\nHoliday but shall be paid overtime allowance as stated in Article 9a (ii) but\nwithout prejudice to Article 9a (iv).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10: UNION MEMBERSHIP\u002FCHECK OFF\u003C\u002Fh2>\n\n\u003Cp>a. Every employee covered by this agreement shall be a member of the union\nand shall pay union Dues, uniformly levied against all members of the Union.\u003C\u002Fp>\n\n\u003Cp>b. At the written request of the union, the employer shall undertake to\ndeduct union dues from the member employee’s salaries or wages and pass over\nthe sum deducted as may be directed by the union.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11: FRUSTRATED WORK\u003C\u002Fh2>\n\n\u003Cp>Where an employee reports for duty on his normal working day but he is\nordered to stop work by the employer before the employee completes the days\nwork due to no fault of the employee, he shall receive full pay for the day.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12: ABSENCE FROM WORK\u003C\u002Fh2>\n\n\u003Cp>a. No employee shall absent himself\u002Fherself from duty without prior\npermission or reasonable cause. An employee who absents himself or herself from\nduty without permission or any reasonable cause shall lose his or her pay for\nthe period of absence.\u003C\u002Fp>\n\n\u003Cp>b. An employee who absents himself\u002Fherself from duty without reasonable\ncause or permission for a period exceeding one working week (5 days) shall be\ndeemed to have vacated his\u002Fher post and shall have his or her appointment\nterminated.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13: ABSENCE FROM POST DURING WORKING HOUR\u003C\u002Fh2>\n\n\u003Cp>An employee who has normally reported for duty will not leave his place of\nwork or go outside the premises without permission. Any employee contravening\nthe provisions of this article shall be disciplined under Article 27 (c ).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 14: ENVIRONMENTAL SAFETY AND HEALTH\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>a. The Company shall make reasonable provisions for the safety and\nenvironmental health matters of its employees and will provide competent first\naid Personnel, protective devices and Protective equipment for the safety of\nemployees.\u003C\u002Fp>\n\n\u003Cp>b. Health\u002FSafety committee shall be formed by the company with union\nrepresentation to facilitate the promotion of safe working practices and the\nelimination of unsanitary and unhealthy working conditions within the company.\nThe committee shall be under the direction and chairmanship of the Company.\u003C\u002Fp>\n\n\u003Cp>The Health\u002FSafety committee members shall be allowed to enter the\ncompany’s premises during working hours and investigate safety conditions\ntherein.\u003C\u002Fp>\n\n\u003Cp>The Health\u002FSafety Committee shall meet once a quarter, i.e. once every three\nmonths for the purpose of discussing safety problems and will tour the plant\nperiodically to verify whether adopted safety recommendations have been\ncomplied with.\u003C\u002Fp>\n\n\u003Cp>c. In the event of any concerns raised from the Divisional Union regarding\nincidents or work conditions the management and the union shall participate in\ninspections and accident investigations.\u003C\u002Fp>\n\n\u003Cp>d. The health\u002Fsafety committee shall routinely provide accident\u002Finjury\nreport.\u003C\u002Fp>\n\n\u003Cp>e. During accident investigations\u002Fsafety inspections the union and\nmanagement shall work with related personnel.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 15: ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a. Employees shall be granted annual leave with pay on the completion of\nperiod of service as follows:\u003C\u002Fp>\n\n\u003Cp>1- 5 years.................................21 working days \u003C\u002Fp>\n\n\u003Cp>5-10 years............................... 24 working days \u003C\u002Fp>\n\n\u003Cp>10 years and above................28 working days\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b. In the event of a public Holiday occurring during the course of an\nemployee’s leave additional paid leave days shall be granted.\u003C\u002Fp>\n\n\u003Cp>c. Leave may not be accumulated. However, an employee by mutual agreement\nwith the company may defer his leave for up to twelve (12) months.\u003C\u002Fp>\n\n\u003Cp>d. Leave may be suspended or deferred at the request of the company in\nconsultation with the employee. An employee whose leave is deferred shall\nofficially be notified in writing and the next effective date shall be\ncalculated from the original date he was supposed to have started his leave.\u003C\u002Fp>\n\n\u003Cp>e. Leave may be interrupted at any time, if the exigencies of service demand\nthat an employee should return to work before the expiry of his leave time. The\nemployee shall take the rest of his leave at a later date. If he is unable to\ntake the rest of his leave due to the exigencies of work, the days involved\nshall be commuted into cash and paid to the employee at his daily rate.\u003C\u002Fp>\n\n\u003Cp>a. Any employee who is prevented by ill-health from returning to duty should\nnotify the company not later than four (4) working days from the end of his\nleave. On the resumption of duty, the employee shall submit to the company a\nmedical certificate endorsed by a registered medical Practitioner\nauthenticating the employee’s ill-health.\u003C\u002Fp>\n\n\u003Cp>b. The Company shall prepare leave rosters annually showing dates its\nemployees are due to proceed on leave and the number of days entitlements for\neach employee.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16: LEAVE PAY ON LEAVING EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>When any employee ceases to be employed by the company for any cause except\nsummary dismissal he shall receive leave pay for any earned leave not taken and\nthe pro-rated amount of leave earned since his last anniversary date.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 17: CASUAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>Casual leave with pay will be granted to employees in special circumstances\nif the employer is satisfied that there is a bonafide case. Casual leave shall\nbe granted when one’s annual leave has been exhausted.\u003C\u002Fp>\n\n\u003Cp>Compassionate leave may as well be granted to employees in special\ncircumstances.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 18: BEREAVEMENT\u002FCOMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cp>An employee faced with bereavement involving the death of his father,\nfather-in-law, mother, mother - in - law, spouse or child shall be granted\nCompassionate Leave the period of which will be determined by management in\nconsultation with the local union provided that it shall not be more than 5\ndays.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 19: STUDY\u002FEXAMINATION LEAVE\u003C\u002Fh2>\n\n\u003Cp>1. When an employee is sponsored by the company to further his education on\nan approved course either in Ghana or abroad in a higher institution he or she\nshall be granted study leave with pay.\u003C\u002Fp>\n\n\u003Cp>2. The question of granting study leave with or without pay to an employee\nwho is desirous of furthering his education on an approved course either in\nGhana or abroad in the higher institution shall be decided by the company.\u003C\u002Fp>\n\n\u003Cp>3. An employee may be granted examination leave to enable him to take an\nexamination on presentation of valid document to that effect in respect of an\napproved course.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20: FINANCIAL ASSISTANCE FOR EDUCATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-trainingfund\">\u003Cp>Where an employee is taking a course approved by the company, the company\nshall assist in the following ways:-\u003C\u002Fp>\n\n\u003Cp>i. On successful completion of the course and production of a certificate of\nproof, the company shall refund the employee’s money paid for the tuition.\u003C\u002Fp>\n\n\u003Cp>ii. Where Metro Mass Transit sponsors or subsidizes the training of an\nemployee, such employee shall be bonded for a period not exceeding five (5)\nyears depending upon the course after his or her training.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 21:TRADE UNION ACTIVITIES\u003C\u002Fh2>\n\n\u003Cp>a. Freedom of Union Activities:\u003C\u002Fp>\n\n\u003Cp>The Company shall recognize the activities of the union and its members and\nshall not treat any union member against his interest because he\u002Fshe has\nconducted union activities.\u003C\u002Fp>\n\n\u003Cp>b. Leave of absence for Union Activities:\u003C\u002Fp>\n\n\u003Cp>Any employee elected into office with the local union or as a delegate to\nany labour activity necessitating a leave of absence shall be granted such\nleave with pay. A written notice of such leave stating the length of leave\nrequired shall be given to the employee as far in advance as possible, but in\nany event not less than three (3) days prior to the commencement of such\nleave.\u003C\u002Fp>\n\n\u003Cp>Union Activities During Working Hours:\u003C\u002Fp>\n\n\u003Cp>1. The Local Union shall carry out union activities during working hours\nwith the permission of management union activities which come under the\nfollowing categories etc:\u003C\u002Fp>\n\n\u003Cp>i. Matters concerning the handling of grievances.\u003C\u002Fp>\n\n\u003Cp>ii. Local meetings\u003C\u002Fp>\n\n\u003Cp>iii. Meetings and functions called by Government Officials.\u003C\u002Fp>\n\n\u003Cp>iv. Meetings and functions called by the National Union.\u003C\u002Fp>\n\n\u003Cp>v. Other matters decided by the company and union.\u003C\u002Fp>\n\n\u003Cp>However, the union must inform management three (3) clear days before the\ncommencement of any union activities. This will enable management make the\nnecessary replacement or any other arrangement and then decide on the\nappropriate time for the activity in order that the business of the company\ndoes not suffer in line with Labour Act 2003 (651) part xvii, section 129, 130\nand 131.\u003C\u002Fp>\n\n\u003Cp>2. When any union member has engaged in any of the above listed union\nactivities during working hours, the company shall treat him as being on duty\nand shall pay the wages and other allowances or benefits for the hours involved\nin his union activities.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22: UTILIZATION OF COMPANY OWNED FACILITIES\u003C\u002Fh2>\n\n\u003Cp>a. As far as possible the company shall endeavour to approve the use of its\npremises for union officials to carry out union activities.\u003C\u002Fp>\n\n\u003Cp>b. The employer shall agree to provide a notice board placed conspicuously\non the work premises for use by the company and the union. No item may be\nposted on it by the Union and its members unless it carries the official logo\nof the Union and is in accordance with the other contractual language that\nmight be contained within this agreement.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23: PROTECTIVE CLOTHING\u002FUNIFORMS, EQUIPMENT AND DEVICES\u003C\u002Fh2>\n\n\u003Cp>a. For the purpose of this Agreement only Workshop Staff shall be entitled\nto wear protective clothing whereas drivers and conductors shall be entitled to\nwear uniforms embossed with company Logo.\u003C\u002Fp>\n\n\u003Cp>The company shall provide suitable protective clothing or uniforms,\nequipment and devices commensurate with the work they do according to the\nsafety, health and environmental policy, company regulations and material\nsafety data sheets.\u003C\u002Fp>\n\n\u003Cp>Two (2) pairs of uniforms will be provided by the company where\napplicable.\u003C\u002Fp>\n\n\u003Cp>The company shall replace uniform where there is proof of damage before the\nend of the year. If an employee loses a protective clothing or uniform and\nequipment he may be required to pay for the full cost of replacement.\u003C\u002Fp>\n\n\u003Cp>The employee shall return any protective clothing or uniform and equipment\nto the company at the end of his employment with the company.\u003C\u002Fp>\n\n\u003Cp>Improperly groomed and poorly dressed employees shall receive a verbal\ninstruction to conform. Repeat offenders shall be disciplined in accordance\nwith Article 27.\u003C\u002Fp>\n\n\u003Cp>Where for no justifiable reason an employee fails to wear uniform or\nprotective clothing supplied to him after having been issued an initial written\nwarning the following punishment shall be applied:\u003C\u002Fp>\n\n\u003Cp>i) First offence -....................................... one week\nsuspension\u003C\u002Fp>\n\n\u003Cp>ii) Second offence.....................................two week\nsuspension\u003C\u002Fp>\n\n\u003Cp>iii) Third offence - .....................................dismissal\u003C\u002Fp>\n\n\u003Cp>c. While in complete uniforms, or when the Company’s logo is in open view,\nemployees shall refrain from visiting establishments which exist for the\nconsumption of alcoholic beverages and shall not engage in public consumption\nof intoxicants.\u003C\u002Fp>\n\n\u003Cp>j. Any employee who contravenes Article 23 (h) shall face the appropriate\nsanctions listed under Article 27.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 24: ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>a. When an employee is required by his or her supervisor to take on higher\ngrade responsibilities as a result of a VACANCY other than another employee\nhaving to go on vacation, that employee shall be eligible to be paid an acting\nallowance.\u003C\u002Fp>\n\n\u003Cp>b. The acting allowance shall be the difference between his or her current\nsalary and the initial grade\u002Fscale of the job he or she is acting in, or the\ndifference between the salary of that person and the last incumbent, whichever\nis lower.\u003C\u002Fp>\n\n\u003Cp>c. If the post is two grades or more above the substantive grade of the\nofficer recommended to act, the acting\u003C\u002Fp>\n\n\u003Cp>allowance shall be the difference between his salary and the initial of the\nnext stage.\u003C\u002Fp>\n\n\u003Cp>d. To qualify for this allowance, the employee shall have acted for a period\nof not less than two (2) months.\u003C\u002Fp>\n\n\u003Cp>e. An employee who acts continuously for six (6) months in a vacant post may\nbe confirmed as the substantive holder of the position for which he had\nacted.\u003C\u002Fp>\n\n\u003Cp>f. No acting allowance shall be paid to any employee assigned to a higher\ngrade for the purpose of training or who is on trial for promotion.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 25: OUT OF STATION ALLOWANCE\u002FPER DIEM ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>a. An employee qualifies for an out-of-station allowance when he\u002Fshe sleeps\novernight outside his normal station while on official duty, at a flat rate of\nTwenty-Six Ghana Cedis only (GHc 26.00) per night.\u003C\u002Fp>\n\n\u003Cp>b. Where food and accommodation are provided, the employee shall be paid 1\u002F3\nof his allowance. Where an employee pays for food and accommodation the full\namount shall apply.\u003C\u002Fp>\n\n\u003Cp>c. Drivers and conductors on sleeper services shall attract an allowance of\nFive Ghana Cedis (GHc 5.00).\u003C\u002Fp>\n\n\u003Cp>d. Where an employee sleeps overnight while attending an approved local\ncourse, meeting or any other assignment away from his normal work station he or\nshe shall be eligible for the payment of out-of-station allowances as same\nprovided.\u003C\u002Fp>\n\n\u003Cp>e. Where boarding and lodging are paid for staff attending a programme or\ncourse, the employees concerned are not eligible to be paid out-of-station\nallowance accept travelling and transport.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26: FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>In the event of death, the employer shall provide the following:-\u003C\u002Fp>\n\n\u003Cp>a. Employee’s Death\u003C\u002Fp>\n\n\u003Cp>Cash donation and coffin subsidy amounting to a total of One\u003C\u002Fp>\n\n\u003Cp>Thousand, Two Hundred and Fifty Ghana Cedis (GHc1,250.00)\u003C\u002Fp>\n\n\u003Cp>1 bottle Schnapps\u003C\u002Fp>\n\n\u003Cp>2 cartons beer\u003C\u002Fp>\n\n\u003Cp>1crates of minerals\u003C\u002Fp>\n\n\u003Cp>Provide free bus to any destination for employees and spouse.\u003C\u002Fp>\n\n\u003Cp>b. Death of Employee whilst performing his normal duties\u003C\u002Fp>\n\n\u003Cp>In an event of an employee dying whilst performing his normal\u003C\u002Fp>\n\n\u003Cp>duties, such as through motor accident, the next of kin shall\u003C\u002Fp>\n\n\u003Cp>be paid a total of Two Thousand, Five Hundred Ghana Cedis (GHc l,500.00) to\ncover all expenses.\u003C\u002Fp>\n\n\u003Cp>c. Death of Employee’s Spouse\u002FChildren\u003C\u002Fp>\n\n\u003Cp>Cash of Two Hundred and Fifty Ghana Cedis (GHc 250.00) Mother\u002FFather\u003C\u002Fp>\n\n\u003Cp>Cash of Two Hundred Ghana Cedis (GHc 200.00)\u003C\u002Fp>\n\n\u003Cp>c. A compassionate loan not exceeding a month’s salary may be granted to\nan employee in the event of death of spouse, child, father or mother.\u003C\u002Fp>\n\n\u003Cp>In all cases, Management shall provide free bus to convey sympathisers.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 27: DISCIPLINARY ACTION-PUNISHMENT FOR OFFENCES\u003C\u002Fh2>\n\n\u003Cp>a. The company shall not discharge an employee without due consideration of\nhis records.\u003C\u002Fp>\n\n\u003Cp>b. Disciplinary measures shall be taken against an employee in accordance\nwith the gravity of an offence which must be proved beyond all reasonable doubt\nand only after the employee has been accorded the full right of defence either\norally or in writing.\u003C\u002Fp>\n\n\u003Cp>A schedule of offences that may constitute grounds for termination, summary\ndismissal and other disciplinary action shall include the following:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>1. Summary Dismissal\u003C\u002Fp>\n\n\u003Cp>d. Stealing of company property\u003C\u002Fp>\n\n\u003Cp>ii. Willful damage to company property\u003C\u002Fp>\n\n\u003Cp>iii. Fighting on Company premises\u003C\u002Fp>\n\n\u003Cp>iv. Being guilty of negligence resulting in substantial loss or damage to\nthe company\u003C\u002Fp>\n\n\u003Cp>v. Breaching safety, health and environmental regulations.\u003C\u002Fp>\n\n\u003Cp>vi. Smoking in non Smoking areas\u003C\u002Fp>\n\n\u003Cp>vii. Falsifying company documents\u003C\u002Fp>\n\n\u003Cp>viii. Indulging in fraud\u003C\u002Fp>\n\n\u003Cp>ix. Bribery and corruption\u003C\u002Fp>\n\n\u003Cp>x. Any offence, which constitutes criminal offence under the laws of\nGhana.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>xi. Dishonesty.\u003C\u002Fp>\n\n\u003Cp>xii. Drunkenness (under the influence of alcohol)\u003C\u002Fp>\n\n\u003Cp>xiii. Unauthorized use of Company Vehicle\u003C\u002Fp>\n\n\u003Cp>2. Termination\u003C\u002Fp>\n\n\u003Cp>i. Refusing to carry out lawful or definitive instructions\u003C\u002Fp>\n\n\u003Cp>ii. Dereliction of duty.\u003C\u002Fp>\n\n\u003Cp>iii. Insolence\u002FInsubordination\u003C\u002Fp>\n\n\u003Cp>iv. Sleeping on duty\u003C\u002Fp>\n\n\u003Cp>V. Persistent lateness to work\u003C\u002Fp>\n\n\u003Cp>vi. Careless driving\u003C\u002Fp>\n\n\u003Cp>vii. Unauthorized use of company vehicle\u003C\u002Fp>\n\n\u003Cp>viii. Leaving work before closing time\u003C\u002Fp>\n\n\u003Cp>ix. Misuse of company property\u003C\u002Fp>\n\n\u003Cp>X. Disclosure of confidential information without authority.\u003C\u002Fp>\n\n\u003Cp>xi. Conduct or behavior that puts the name of Metro Mass Transit into\ndisrepute,\u003C\u002Fp>\n\n\u003Cp>xii. Ticket malpractice\u003C\u002Fp>\n\n\u003Cp>Notwithstanding disciplinary action in relation to offences listed under\nthis Article 27, other disciplinary action such as suspension, warning and\ndemotion may be applied depending upon the gravity of the offence.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 28: INTERDICTION REGULATIONS\u003C\u002Fh2>\n\n\u003Cp>a. If an employee is suspected of having committed an offence which requires\ninvestigation, he or she shall be interdicted on half (1\u002F2) of his\u002Fher monthly\npay pending the outcome of the investigation or final determinant of the\ncase.\u003C\u002Fp>\n\n\u003Cp>b. i. Any proceeding handled by the Disciplinary committee(s) shall be\nconcluded within sixty (60) days unless otherwise determined by\ncircumstances.\u003C\u002Fp>\n\n\u003Cp>ii. Where the committee is unable to determine of a case within the period\nabove then the employee shall enjoy full pay.\u003C\u002Fp>\n\n\u003Cp>c. If after the investigation, the disciplinary committee exonerates the\nemployee, he\u002Fshe shall be paid in full the period of interdiction and be\nreinstated in his employment.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 29 a.DISCIPLINARY PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>i. Where an employee commits an offence, he or she shall be given a written\nquery warranting a written response within one (1) week.\u003C\u002Fp>\n\n\u003Cp>ii. Before the disciplinary action in Article 28 (a) above is taken, a\ndiscussion will be held with the employee regarding the offence. During this\ndiscussion, the employee shall be given an opportunity to defend\nhimself\u002Fherself in the presence of management and representative of the\nunion.\u003C\u002Fp>\n\n\u003Cp>iii. A warning or suspension from work, termination of appointment or\nsummary dismissal may be imposed as a result of the findings by the\ndisciplinary committee.\u003C\u002Fp>\n\n\u003Cp>iv. An employee who receives three (3) warning letters within a period of\ntwelve (12) months from the date of the first warning shall be terminated from\nemployment.\u003C\u002Fp>\n\n\u003Cp>v. The company shall furnish copies of written warnings, suspensions,\nterminations and dismissals to the Divisional Union.\u003C\u002Fp>\n\n\u003Cp>DISCIPLINARY COMMITTEES\u003C\u002Fp>\n\n\u003Cp>There shall be Disciplinary Committees in all the depots comprising two (2)\nmembers from the Union and three (3) members from Management. The local\nmanagement shall select the three (3) and shall be approved by top management.\nThe Disciplinary Committee will recommend sanctions such as warnings and\nsuspension.\u003C\u002Fp>\n\n\u003Cp>APPEALS COMMITTEE\u003C\u002Fp>\n\n\u003Cp>There shall be Appeals Committee of seven (7) comprising three (3) from the\nUnion, four (4) from Management represented by the Heads of Legal, Human\nResource, Traffic Operations and Technical Departments or their representatives\none of whom shall be Chairman to review petitions\u002Fappeals from the disciplinary\ncommittees. The committee shall handle petitions.\u003C\u002Fp>\n\n\u003Cp>Management and representatives of the Union shall agree upon a document\nspelling out the functions and operations of the Disciplinary Committees and\nAppeal Committee. (Standing orders\u002FDisciplinary Procedures Manual).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 30: LEGAL ASSISTANCE FOR EMPLOYEES\u003C\u002Fh2>\n\n\u003Cp>In the event of any legal proceedings being brought against an employee for\na lawful act done in the course of his lawful duties, the company shall assist\nthe employee by providing legal representation in defending the said employee\neither in Court or before any body set up for the settlement of the dispute.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 31: GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>a. Grievance shall be defined as the cause for complaint or protest. This\nmay arise as a result of a decision by the company in connection with the\nnon-compliance with the employee’s terms and condition of employment in the\ninterpretation, application and violation of this Collective Bargaining\nAgreement.\u003C\u002Fp>\n\n\u003Cp>b. The parties to this Collective Bargaining Agreement recognize that a\ngrievance should be resolved promptly and as close to the lowest level as\npossible and the following procedure shall accordingly be observed in settling\nall grievances.\u003C\u002Fp>\n\n\u003Cp>STEP ONE:\u003C\u002Fp>\n\n\u003Cp>Where the employee is dissatisfied with any decision by the company on any\nmatter except disciplinary issues affecting his condition of employment, he\nshall in the first place report his grievance direct to his supervisor and his\nshop-steward. The Supervisor and the shop steward shall investigate and deal\nwith the matter within two (2) working days of receiving the grievance.\u003C\u002Fp>\n\n\u003Cp>STEP TWO:\u003C\u002Fp>\n\n\u003Cp>Where the employee is still dissatisfied with the findings of the\ninvestigation, he shall refer it to the sectional Head in writing within two\n(2) working days after receiving the findings. The Sectional Head shall\nendeavour to resolve the matter and give the employee his findings in writing\nwithin four (4) working days.\u003C\u002Fp>\n\n\u003Cp>STEP THREE:\u003C\u002Fp>\n\n\u003Cp>In the event that the employee is still dissatisfied with the findings, the\nemployee may submit the grievance in writing to the head of Department or\nManager and he shall invite the employee, the Divisional Union and other\nappropriate personnel to review the grievance. The head of Department or\nManager shall deal with the matter within a period of two (2) weeks.\u003C\u002Fp>\n\n\u003Cp>At the foregoing levels of investigations and before the matter is\nofficially brought to the attention of the Managing Director investigation\nreports shall be served on the Managing Director for his information.\u003C\u002Fp>\n\n\u003Cp>STEP FOUR:\u003C\u002Fp>\n\n\u003Cp>In the event that the employee is still dissatisfied with the decision, the\nunion officials shall refer the issue to the General Secretary of the National\nUnion who will arrange to meet the Managing Director\u003C\u002Fp>\n\n\u003Cp>STEP FIVE:\u003C\u002Fp>\n\n\u003Cp>If the issue is still unresolved either party to this Collective Agreement\nshall request the Standing Negotiating Committee to resolve the issue.\u003C\u002Fp>\n\n\u003Cp>STEP SIX:\u003C\u002Fp>\n\n\u003Cp>If the issue can still not be resolved at this stage the matter may be\nreferred to MEDIATION in accordance with section 154 of the Labour Act 2003,\nAct (651) and to institute arbitration if mediation fails.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 32: LEAVING THE SERVICE OF THE COMPANY\u003C\u002Fh2>\n\n\u003Cp> Introduction:\u003C\u002Fp>\n\n\u003Cp>The modes by which an employee may leave the service of the company shall\nbe:-\u003C\u002Fp>\n\n\u003Cp>1. By termination of appointment\u003C\u002Fp>\n\n\u003Cp>2. By summary dismissal\u003C\u002Fp>\n\n\u003Cp>3. Retirement\u003C\u002Fp>\n\n\u003Cp>4. Resignation\u003C\u002Fp>\n\n\u003Cp>5. On being declared redundant or through severance.\u003C\u002Fp>\n\n\u003Cp>6. On retirement on medical grounds (ill-health).\u003C\u002Fp>\n\n\u003Cp>7. upon death of employee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Termination\u003C\u002Fp>\n\n\u003Cp>In the case other than misconduct, the company may terminate employment of a\nconfirmed employee in accordance with Section 62 of the Labour Act 2003 (Act\n651) and as defined under Article 27c (2)\u003C\u002Fp>\n\n\u003Cp>Summary Dismissal:\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being found guilty of gross misconduct by the\ncompany, he shall be summarily dismissed as defined in Article 27c (1).\u003C\u002Fp>\n\n\u003Cp>Resignation:\u003C\u002Fp>\n\n\u003Cp>A confirmed employee who wishes to resign from the service of the company\nshall give one (1) month’s notice or one (1) month’s basic pay in lieu of\nnotice.\u003C\u002Fp>\n\n\u003Cp>Retirement:\u003C\u002Fp>\n\n\u003Cp>a. Retirement from the service of the company shall either be voluntary or\ncompulsory\u003C\u002Fp>\n\n\u003Cp>b. The statutory age for retirement shall be as prescribed in the Social\nSecurity Law 1991, (PNDC Law 247) or as may be amended.\u003C\u002Fp>\n\n\u003Cp>c. An employee who wishes to retire voluntarily shall give the company three\n(3) months notice.\u003C\u002Fp>\n\n\u003Cp>d. When the employee has reached the age for compulsory retirement, he shall\nbe so informed by the company twelve (12) months prior to the date of\nretirement.\u003C\u002Fp>\n\n\u003Cp>RETIREMENT BENEFIT\u003C\u002Fp>\n\n\u003Cp>Where an employee attains compulsory the retiring age of sixty (60) years\nand is duly retired by the Company, he\u002Fshe will be assisted with two (2)\nmonths’ salary to enable him\u002Fher settle as she\u002Fhe processes his\u002Fher\npension.\u003C\u002Fp>\n\n\u003Cp>This assistance will not be extended to employees who leave the Company\nunder any of the following circumstances:\u003C\u002Fp>\n\n\u003Cp>• termination of appointment - summary dismissal\u003C\u002Fp>\n\n\u003Cp>• resignation\u003C\u002Fp>\n\n\u003Cp>- vacation of post\u003C\u002Fp>\n\n\u003Cp>® as well as those engaged on contract basis Retirement on Medical\nGrounds:\u003C\u002Fp>\n\n\u003Cp>An employee may be retired on medical grounds if found unfit to carry out\nhis duties by a medical officer as a result of ill-health occasioned by either\noccupational or non-occupational injury\u002Fdisease by the Company’s Medical\nOfficer.\u003C\u002Fp>\n\n\u003Cp>Redundancy\u002FSeverance:\u003C\u002Fp>\n\n\u003Cp>a. Where there is a close down or where the Company is being reorganized or\nundergoes an amalgamation or an arrangement which leads to severance of\nrelationship between the Company and the employee then the relevant provision\nof section 65 of the Labour Act (2003) Act 651 shall apply.\u003C\u002Fp>\n\n\u003Cp>b. The amount of redundancy pay and the terms and conditions of payment\nshall be subject to negotiation between the Company on the one hand and the\nworkers on the other hand.\u003C\u002Fp>\n\n\u003Cp>c. No employee shall be discharged by the company during his absence on\nauthorized leave or maternity leave rather he\u002Fshe should be recalled from Leave\nand the uncompleted portion of the leave commuted into cash and shall be paid\nas part of his\u002Fher package.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 33: Compensation for loss of Employment\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>Where an employee loses his employment under any lawful circumstances other\nthan closure or amalgamation of the Company, then the relevant provision of\nSection 65 (4) of the Labour Act (2003), Act 651 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 34: MEDICAL FACILITIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>a. All employees of MMT shall seek medical care under the National Health\nInsurance Scheme (NHIS) and this shall cover their registered spouses whose\nnames appear on the Employee Data Form.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b. All new employees shall be required to register under the NHIS before\ntaking up appointment with the Company.\u003C\u002Fp>\n\n\u003Cp>c. All employees and their registered spouses shall renew their expired\npolicies and the company shall reimburse them upon submission of certified\nreceipts.\u003C\u002Fp>\n\n\u003Cp>c. The Company shall offer a maximum of Three Hundred and Seventy-Five Ghana\nCedis (GHc 375.00) annually as financial support to its employees to meet the\nmedical expenses including prescribed drugs, only if such expenses are not\ncovered by the NHIS. Employees must be valid registered members of the NHIS to\nenjoy this facility.\u003C\u002Fp>\n\n\u003Cp>d. Under special circumstances, the Company will pay for extra medical\nexpenses if it exceeds the threshold of refund.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 35: ACCIDENTS AND WORKMEN’S COMPENSATION \u002F INSURANCE COVER\u003C\u002Fh2>\n\n\u003Cp>a. In his own interest and that of other employees, every employee is\nexpected to take care of his work and endeavour to prevent accidents.\u003C\u002Fp>\n\n\u003Cp>b. No employee shall work, operate or drive a machine or vehicle unless he\nhas been authorized to do so by a recognized officer of the company mandated to\ngive such authorization or unless he is under the direct supervision of a\nqualified trainer.\u003C\u002Fp>\n\n\u003Cp>c. No employee shall be assigned to work that is likely to cause injury.\u003C\u002Fp>\n\n\u003Cp>d. An employee shall comply with instruction given for his own safety and\nhealth and those of others.\u003C\u002Fp>\n\n\u003Cp>e. No employee shall work under any conditions, which are hazardous or\ndangerous unless he is provided with the correct personal protective Equipment\n(P.P.E.) and necessary permit to work.\u003C\u002Fp>\n\n\u003Cp>f. All incidents and unusual occurrences must be reported as soon as\npossible to the employee’s immediate Supervisor.\u003C\u002Fp>\n\n\u003Cp>g. The company shall as soon as possible notify the health\u002Fsafety committee\nof all incidents which involve or are classified reportable or vehicle injury\nwhich are likely to lead to an enquiry or to an inquest.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>h. An employee who may sustain an injury as verified by the Medical Officer\nor contract occupational disease arising out of and in the course of his\nemployment shall be treated by the company until such time that he is fit to\nresume work or is retired on medical grounds.\u003C\u002Fp>\n\n\u003Cp>j. Compensation shall be paid in accordance with the workman’s\ncompensation Law 1987 (PNDCL 187).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 36: GENERAL TRAINING\u002FINDUCTION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>1. No employee shall be employed in any work of any description in the\ncompany unless that employee has received the necessary instruction and\ntraining including safety and health so as to be able to do the work\ncompetently and safely.\u003C\u002Fp>\n\n\u003Cp>2. Individual records of all such training and where necessary re¬training\nshall be maintained by the company.\u003C\u002Fp>\n\n\u003Cp>3.The nature and period of training or re-training for all the various\ncategories of employment shall be made known to the employees concerned.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 37: LOANS\u003C\u002Fh2>\n\n\u003Cp>a. An employee may apply for a compassionate loan from the company. The\nrules and regulations of the loan shall be determined by the company.\u003C\u002Fp>\n\n\u003Cp>b. Rent Loan\u003C\u002Fp>\n\n\u003Cp>Employees who have secured their own means of accommodation from where they\nwill proceed daily to their places of work but cannot afford Rent Advance\ndemanded by Landlords may apply to the Managing Director through their Managers\nand the Human Resource Manager for assistance to meet such request.\u003C\u002Fp>\n\n\u003Cp>This loan which may not exceed Five Hundred Ghana Cedis (GHc 500.00) shall\nbe recovered within two years by installment payments and shall attract an\nannual interest of five per cent (5%).\u003C\u002Fp>\n\n\u003Cp>To qualify for Rent Loan an employee must have worked with MMT for at least\ntwo (2) years. AAMT does not bind itself to providing loans to employees for\nany purpose if the finance of the Company does not permit that.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 38: AWARDS\u003C\u002Fh2>\n\n\u003Cp>a. The company may establish an awards scheme to recognize outstanding\nperformance, safety and other meritorious achievements.\u003C\u002Fp>\n\n\u003Cp>b. Best Worker Award\u003C\u002Fp>\n\n\u003Cp>To motivate employees for higher productivity the company shall institute\nBest Worker Award Scheme to reward deserving workers annually.\u003C\u002Fp>\n\n\u003Cp>c. Long Service Award\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>For the purpose of motivating employees by way of recognizing and showing\nappreciation of the Long Service and diligence, an award scheme will be\ninstituted for Long Service at five (5) years interval from ten (10) years\nservice onwards.\u003C\u002Fp>\n\n\u003Cp>Metro Mass Transit Limited shall issue appropriate certificates and\nsouvenirs\u002Fcash donations which shall be approved by the Board.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d. Bonus\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>To motivate employees for higher productivity, the Company will consider the\npayment of bonus package to deserving employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 39: ANNUAL INCREMENTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>a. Annual increment shall be granted in accordance with salary scale.\u003C\u002Fp>\n\n\u003Cp>b. In exceptional cases of outstanding performance an employee may be\nawarded such increments as may be determined by Management.\u003C\u002Fp>\n\n\u003Cp>c. Where an employee’s annual increment is suspended because of\nunsatisfactory work, the employee’s performance shall be reviewed during the\nfollowing six (6) months with the view of restoring the increment though with\nno retrospective effect.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 40: PAID SICK LEAVE (NON OCCUPATIONAL)\u003C\u002Fh2>\n\n\u003Cp>a. An employee who is absent from work on account of accident or ill-health\nshall notify the company within forty-eight (48) hours.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>b. Sick leave shall be granted to any employee on full pay up to six months\nduring any period of twelve (12) months. The employee shall then take any\nvacation leave due him and thereafter if still certified to be ill he shall be\non half pay for a further period not exceeding six months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>The granting of a further sick leave with or without pay shall be at the\ndiscretion of the Managing Director in accordance with the regulations of the\nCompany.\u003C\u002Fp>\n\n\u003Cp>c. However, if at any time the medical officer is of the opinion that\nfurther medical care may not benefit the sick employee his appointment shall be\nterminated on medical grounds.\u003C\u002Fp>\n\n\u003Cp>d. Employees on sick leave and in receipt of sick pay shall not offer\nthemselves for or accept other gainful employment. Such behaviour shall attract\ndisciplinary action under Article 27c (ii).\u003C\u002Fp>\n\n\u003Cp>e. In special circumstance, the company shall upon the production of\nsatisfactory evidence, refund the cost of treatment charged by the member of\nstate-approved Traditional Healers’ Association, on the recommendation of the\nCompany’s Medical Doctor.\u003C\u002Fp>\n\n\u003Cp>f. if any employee is injured in the course of performing his normal duties\nhe shall receive his full salary and other allowances until he is fully\nrecovered.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 41: MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>a. A confirmed female worker, on production of a medical certificate issued\nby a medical practitioner or a midwife indicating the expected date of her\nconfinement’ is entitled to a period of maternity leave of at least twelve\nweeks in addition to any period of annual leave she is entitled after her\nperiod of confinement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>b. Maternity leave shall be additional to annual and sick leave\nentitlements.\u003C\u002Fp>\n\n\u003Cp>c. Absence from duty arising from pregnancy in excess of the maximum period\ndescribed in (a) and (b) above shall be regarded as absence on the grounds of\nill-health upon the production of medical certificate and the rules governing\nsick leave will apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>d. A female employee on returning to duty after maternity leave shall be\ngranted two (2) hours each day for nine (9) months to nurse her baby.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>f. No qualified female employee shall have her appointment terminated simply\nbecause she has been pregnant and had been on maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 42: ROAD ACCIDENT\u003C\u002Fh2>\n\n\u003Cp>a. When a driver is involved in an accident, an accident committee of the\ncompany, which shall include a representative of the union, shall be appointed\nto investigate the case and submit a report to management.\u003C\u002Fp>\n\n\u003Cp>b. Depending on the circumstance, a driver who is involved in an accident\nshall be interdicted as per Article 28.\u003C\u002Fp>\n\n\u003Cp>c. Accident reports shall be made and submitted before the affected employee\ndeparts the premises after completion of the days work unless otherwise\ndetermined by circumstances.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 43: INCENTIVE TRIP ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Incentive Trip Allowance would be provided to workers who perform duties\noutside their normal place of work and that the allowance would be reviewed as\nand when the need arises.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 44: PROVIDENT FUND\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Employees shall contribute 5% of their monthly salary to a Provident Fund to\nwhich the Company shall also contribute 3% of employees’ basic salary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 45: TRANSFERS\u003C\u002Fh2>\n\n\u003Cp>Where an employee is transferred from his\u002Fher normal place of work to\nanother geographical location, the employee shall be paid two (2) months salary\nas transfer grant. In addition, the employee shall be entitled to two (2) weeks\nout of station allowance to him\u002Fher secure accommodation.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 46: TOOLS ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>a. Where there are inadequate tools in the workshop, and an employee is\nrequired to use his\u002Fher own tools for the service of the Company, the company\nshall pay artisans an amount of Five Ghana Cedis (GHc 5.00) a month as tools\nallowance.\u003C\u002Fp>\n\n\u003Cp>b. The company may assist artisans to buy their own tools on credit and the\ncost shall be deducted from their salaries.\u003C\u002Fp>\n\n\u003Cp>c. Management shall submit a list of approved tools to the union for study\nand compliance. Heads of Departments or their authorized Representatives shall\ninspect tools periodically.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 47: FREE BUS PASS\u003C\u002Fh2>\n\n\u003Cp>a. Employees shall be allowed free ride on the company’s intra- city\nbuses.\u003C\u002Fp>\n\n\u003Cp>b. All employees and their registered spouses and a maximum of four (4)\nchildren below the age of eighteen (18) years, shall be entitled to three (3)\nfree bus passes each on the company’s inter-city buses per year. In an\ninstance where the employee or his dependents carries\u002Fcarry luggage, in\ncommercial quantities MMT’s conditions of carriage will apply.\u003C\u002Fp>\n\n\u003Cp>c. Retired employees of the Company will be entitled to free bus pass once a\nyear.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 48: CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>The company shall give a certificate of service on demand to an employee\nleaving the service of the company on retirement or resignation.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 49: RENEWAL OF DRIVERS LICENCE\u003C\u002Fh2>\n\n\u003Cp>The Company shall bear the cost of the renewal of the driving licenses of\nall Metro Mass Transit drivers and mechanics who have been authorised to drive\nMMT vehicles.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 50: RESPONSIBILITIES OF PARTIES TO THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>Both parties recognize that the Agreement imposes serious duties and\nresponsibilities on the Union as well as on the Employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nothing in this Agreement shall worsen any existing conditions not mentioned\nin this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The effective date of this Collective Agreement shall be 1st January,\n2011.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of\u003C\u002Fp>\n\n\u003Cp>Metro Mass Transit Limitedof the General Transport\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>STEPHEN YEBOAH \u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCE MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf\u003C\u002Fp>\n\n\u003Cp>Petroleum and Chemical Workers’ Union of Ghana TUC\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>HAYFORD BAAPEH \u003C\u002Fp>\n\n\u003Cp>DIVISIONAL UNION SECRETARY\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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"maternityexcludedtrigger":44,"disabilitypay":48,"hourspday_select":52,"maternitydifferenttrigger":56,"paidmaternityleaveduration":58,"maternity_nursing_breaks_length":62,"alternatives":66,"ONCERISE_trigger":70,"maternity_nursing_breaks_duration":74,"dayspweek":76,"hourspweek_select":80,"equalitydifferenttrigger":83,"STRUCINCR_trigger":85,"nursingmothers":89,"SCHEDULE_trigger":91,"hourspday":93,"funeralpay":95,"trainingfund":99,"maternityotherclause":103,"maxsicknesspayperc":107,"pensionfund":111,"OVERTIME_trigger":115,"holidaysdays":119,"nursingexcludedtrigger":123,"healthcareaccess":125,"healthinsurance":129,"trainingprogrammes":132,"WAGES_determined":136,"healthandsafetypolicy":140,"nursingdifferenttrigger":144,"hourspweek":146,"pregnancyexcludedtrigger":148,"sicknesspay":150,"pregnancydifferenttrigger":152,"equalityexcludedtrigger":154,"dayspweek_select":156,"healthinsurancerelatives":158,"paidmaternityleaveall":160,"overtimeallowanceamount1":162,"schedulesrestpw":164,"sicknessmaxdaysnr":166,"healthcareaccessrelatives":168,"violence":170,"PAIDLEAV_trigger":174,"hivpolicy":176,"SENIOR_trigger":180,"sicknessmaxdays":184,"paidmaternityleave":186,"contractseverancepay":188,"jobsecuritymothers":192},{"bindId":45,"name":46,"text":47},"maternityexcludedtrigger","d. This Agreement shall apply to all emp","d. This Agreement shall apply to all employees of the Company for whom the\nunion has been certified to negotiate.",{"bindId":49,"name":50,"text":51},"disabilitypay","h. An employee who may sustain an injury","h. An employee who may sustain an injury as verified by the Medical Officer\nor contract occupational disease arising out of and in the course of his\nemployment shall be treated by the company until such time that he is fit to\nresume work or is retired on medical grounds.\n\nj. Compensation shall be paid in accordance with the workman’s\ncompensation Law 1987 (PNDCL 187).",{"bindId":53,"name":54,"text":55},"hourspday_select","a. As far as possible the hours of work ","a. As far as possible the hours of work shall not exceed 40 hours per\nweek.\n\nb. The normal working schedule shall be adjusted to suit the conditions\nwithin the requirements of the company and shall be agreed between the company\nand the Divisional union.\n\nMonday - Friday................................ 8.00a.m. - 5.00p.m.\n\nLunch Break -.................................... 12.00 noon - 1.00 p.m.",{"bindId":57,"name":46,"text":47},"maternitydifferenttrigger",{"bindId":59,"name":60,"text":61},"paidmaternityleaveduration","a. A confirmed female worker, on product","a. A confirmed female worker, on production of a medical certificate issued\nby a medical practitioner or a midwife indicating the expected date of her\nconfinement’ is entitled to a period of maternity leave of at least twelve\nweeks in addition to any period of annual leave she is entitled after her\nperiod of confinement.",{"bindId":63,"name":64,"text":65},"maternity_nursing_breaks_length","d. A female employee on returning to dut","d. A female employee on returning to duty after maternity leave shall be\ngranted two (2) hours each day for nine (9) months to nurse her baby.",{"bindId":67,"name":68,"text":69},"alternatives","f. No qualified female employee shall ha","f. No qualified female employee shall have her appointment terminated simply\nbecause she has been pregnant and had been on maternity leave.",{"bindId":71,"name":72,"text":73},"ONCERISE_trigger","To motivate employees for higher product","To motivate employees for higher productivity, the Company will consider the\npayment of bonus package to deserving employees.",{"bindId":75,"name":64,"text":65},"maternity_nursing_breaks_duration",{"bindId":77,"name":78,"text":79},"dayspweek","ix. One working week shall mean five (5)","ix. One working week shall mean five (5) working days.",{"bindId":81,"name":54,"text":82},"hourspweek_select","a. As far as possible the hours of work shall not exceed 40 hours per\nweek.",{"bindId":84,"name":46,"text":47},"equalitydifferenttrigger",{"bindId":86,"name":87,"text":88},"STRUCINCR_trigger","a. Annual increment shall be granted in ","a. Annual increment shall be granted in accordance with salary scale.\n\nb. In exceptional cases of outstanding performance an employee may be\nawarded such increments as may be determined by Management.\n\nc. Where an employee’s annual increment is suspended because of\nunsatisfactory work, the employee’s performance shall be reviewed during the\nfollowing six (6) months with the view of restoring the increment though with\nno retrospective effect.",{"bindId":90,"name":64,"text":65},"nursingmothers",{"bindId":92,"name":78,"text":79},"SCHEDULE_trigger",{"bindId":94,"name":54,"text":55},"hourspday",{"bindId":96,"name":97,"text":98},"funeralpay","In the event of death, the employer shal","In the event of death, the employer shall provide the following:-\n\na. Employee’s Death\n\nCash donation and coffin subsidy amounting to a total of One\n\nThousand, Two Hundred and Fifty Ghana Cedis (GHc1,250.00)\n\n1 bottle Schnapps\n\n2 cartons beer\n\n1crates of minerals\n\nProvide free bus to any destination for employees and spouse.\n\nb. Death of Employee whilst performing his normal duties\n\nIn an event of an employee dying whilst performing his normal\n\nduties, such as through motor accident, the next of kin shall\n\nbe paid a total of Two Thousand, Five Hundred Ghana Cedis (GHc l,500.00) to\ncover all expenses.\n\nc. Death of Employee’s Spouse\u002FChildren\n\nCash of Two Hundred and Fifty Ghana Cedis (GHc 250.00) Mother\u002FFather\n\nCash of Two Hundred Ghana Cedis (GHc 200.00)\n\nc. A compassionate loan not exceeding a month’s salary may be granted to\nan employee in the event of death of spouse, child, father or mother.\n\nIn all cases, Management shall provide free bus to convey sympathisers.",{"bindId":100,"name":101,"text":102},"trainingfund","Where an employee is taking a course app","Where an employee is taking a course approved by the company, the company\nshall assist in the following ways:-\n\ni. On successful completion of the course and production of a certificate of\nproof, the company shall refund the employee’s money paid for the tuition.\n\nii. Where Metro Mass Transit sponsors or subsidizes the training of an\nemployee, such employee shall be bonded for a period not exceeding five (5)\nyears depending upon the course after his or her training.",{"bindId":104,"name":105,"text":106},"maternityotherclause","b. Maternity leave shall be additional t","b. Maternity leave shall be additional to annual and sick leave\nentitlements.\n\nc. Absence from duty arising from pregnancy in excess of the maximum period\ndescribed in (a) and (b) above shall be regarded as absence on the grounds of\nill-health upon the production of medical certificate and the rules governing\nsick leave will apply.",{"bindId":108,"name":109,"text":110},"maxsicknesspayperc","b. Sick leave shall be granted to any em","b. Sick leave shall be granted to any employee on full pay up to six months\nduring any period of twelve (12) months. The employee shall then take any\nvacation leave due him and thereafter if still certified to be ill he shall be\non half pay for a further period not exceeding six months.",{"bindId":112,"name":113,"text":114},"pensionfund","Employees shall contribute 5% of their m","Employees shall contribute 5% of their monthly salary to a Provident Fund to\nwhich the Company shall also contribute 3% of employees’ basic salary.",{"bindId":116,"name":117,"text":118},"OVERTIME_trigger","a. An employee who may be required to do","a. An employee who may be required to do work in excess of the working hours\nper week shall be given time off or be paid overtime. Payment of overtime shall\nbe based on a flat rate during normal working days, public holidays and off\ndays, as stated below:\n\ni) GHc 10.00 for 8 hours job done on normal working day",{"bindId":120,"name":121,"text":122},"holidaysdays","a. Employees shall be granted annual lea","a. Employees shall be granted annual leave with pay on the completion of\nperiod of service as follows:\n\n1- 5 years.................................21 working days \n\n5-10 years............................... 24 working days \n\n10 years and above................28 working days",{"bindId":124,"name":46,"text":47},"nursingexcludedtrigger",{"bindId":126,"name":127,"text":128},"healthcareaccess","a. All employees of MMT shall seek medic","a. All employees of MMT shall seek medical care under the National Health\nInsurance Scheme (NHIS) and this shall cover their registered spouses whose\nnames appear on the Employee Data Form.\n\nb. All new employees shall be required to register under the NHIS before\ntaking up appointment with the Company.\n\nc. All employees and their registered spouses shall renew their expired\npolicies and the company shall reimburse them upon submission of certified\nreceipts.\n\nc. The Company shall offer a maximum of Three Hundred and Seventy-Five Ghana\nCedis (GHc 375.00) annually as financial support to its employees to meet the\nmedical expenses including prescribed drugs, only if such expenses are not\ncovered by the NHIS. Employees must be valid registered members of the NHIS to\nenjoy this facility.\n\nd. Under special circumstances, the Company will pay for extra medical\nexpenses if it exceeds the threshold of refund.",{"bindId":130,"name":127,"text":131},"healthinsurance","a. All employees of MMT shall seek medical care under the National Health\nInsurance Scheme (NHIS) and this shall cover their registered spouses whose\nnames appear on the Employee Data Form.",{"bindId":133,"name":134,"text":135},"trainingprogrammes","1. No employee shall be employed in any ","1. No employee shall be employed in any work of any description in the\ncompany unless that employee has received the necessary instruction and\ntraining including safety and health so as to be able to do the work\ncompetently and safely.\n\n2. Individual records of all such training and where necessary re¬training\nshall be maintained by the company.\n\n3.The nature and period of training or re-training for all the various\ncategories of employment shall be made known to the employees concerned.",{"bindId":137,"name":138,"text":139},"WAGES_determined","a) On engagement of any employee or empl","a) On engagement of any employee or employees who fall within the scope of\nthis Agreement, the newly engaged employee shall be given a letter of\nappointment indicating:-\n\n1. Job Title\n\n2. Department Assigned\n\n3. Salary Scale and Points",{"bindId":141,"name":142,"text":143},"healthandsafetypolicy","a. The Company shall make reasonable pro","a. The Company shall make reasonable provisions for the safety and\nenvironmental health matters of its employees and will provide competent first\naid Personnel, protective devices and Protective equipment for the safety of\nemployees.\n\nb. Health\u002FSafety committee shall be formed by the company with union\nrepresentation to facilitate the promotion of safe working practices and the\nelimination of unsanitary and unhealthy working conditions within the company.\nThe committee shall be under the direction and chairmanship of the Company.\n\nThe Health\u002FSafety committee members shall be allowed to enter the\ncompany’s premises during working hours and investigate safety conditions\ntherein.\n\nThe Health\u002FSafety Committee shall meet once a quarter, i.e. once every three\nmonths for the purpose of discussing safety problems and will tour the plant\nperiodically to verify whether adopted safety recommendations have been\ncomplied with.\n\nc. In the event of any concerns raised from the Divisional Union regarding\nincidents or work conditions the management and the union shall participate in\ninspections and accident investigations.\n\nd. The health\u002Fsafety committee shall routinely provide accident\u002Finjury\nreport.\n\ne. During accident investigations\u002Fsafety inspections the union and\nmanagement shall work with related personnel.",{"bindId":145,"name":46,"text":47},"nursingdifferenttrigger",{"bindId":147,"name":54,"text":82},"hourspweek",{"bindId":149,"name":46,"text":47},"pregnancyexcludedtrigger",{"bindId":151,"name":109,"text":110},"sicknesspay",{"bindId":153,"name":46,"text":47},"pregnancydifferenttrigger",{"bindId":155,"name":46,"text":47},"equalityexcludedtrigger",{"bindId":157,"name":78,"text":79},"dayspweek_select",{"bindId":159,"name":127,"text":131},"healthinsurancerelatives",{"bindId":161,"name":60,"text":61},"paidmaternityleaveall",{"bindId":163,"name":117,"text":118},"overtimeallowanceamount1",{"bindId":165,"name":78,"text":79},"schedulesrestpw",{"bindId":167,"name":109,"text":110},"sicknessmaxdaysnr",{"bindId":169,"name":127,"text":128},"healthcareaccessrelatives",{"bindId":171,"name":172,"text":173},"violence","1. Summary Dismissal d. Stealing of comp","1. Summary Dismissal\n\nd. Stealing of company property\n\nii. Willful damage to company property\n\niii. Fighting on Company premises\n\niv. Being guilty of negligence resulting in substantial loss or damage to\nthe company\n\nv. Breaching safety, health and environmental regulations.\n\nvi. Smoking in non Smoking areas\n\nvii. Falsifying company documents\n\nviii. Indulging in fraud\n\nix. Bribery and corruption\n\nx. Any offence, which constitutes criminal offence under the laws of\nGhana.",{"bindId":175,"name":121,"text":122},"PAIDLEAV_trigger",{"bindId":177,"name":178,"text":179},"hivpolicy","c. The company may require an employee o","c. The company may require an employee or his children to undergo Medical\nexamination if the Company deems it necessary.\n\nd. All medical expenses shall be made at the expense of the company in\nrespect of 5c.\n\ne. An employee shall not refuse to undergo a medical examination.",{"bindId":181,"name":182,"text":183},"SENIOR_trigger","For the purpose of motivating employees ","For the purpose of motivating employees by way of recognizing and showing\nappreciation of the Long Service and diligence, an award scheme will be\ninstituted for Long Service at five (5) years interval from ten (10) years\nservice onwards.\n\nMetro Mass Transit Limited shall issue appropriate certificates and\nsouvenirs\u002Fcash donations which shall be approved by the Board.",{"bindId":185,"name":109,"text":110},"sicknessmaxdays",{"bindId":187,"name":60,"text":61},"paidmaternityleave",{"bindId":189,"name":190,"text":191},"contractseverancepay","Where an employee loses his employment u","Where an employee loses his employment under any lawful circumstances other\nthan closure or amalgamation of the Company, then the relevant provision of\nSection 65 (4) of the Labour Act (2003), Act 651 shall apply.",{"bindId":193,"name":68,"text":69},"jobsecuritymothers","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Metro Mass Transit Limited - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2013-12-31\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: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2011-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Urban and suburban passenger land transport\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public sector \u002F semi-public sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Metro Mass Transit 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                        GTPCWU - General Transport Petroleum and Chemical Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 182 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \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            \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 10.0 per hour overtime\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[199],{"title":37,"slug":33},[201],{"type":202,"data":203},"call_to_action_body_block",{"title":204,"description":205,"variant":206,"link":207},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":204,"url":208,"description":204,"rel":209,"type":210},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[212],{"type":202,"data":213},{"title":204,"description":205,"variant":206,"link":214},{"title":204,"url":208,"description":204,"rel":209,"type":210},[]]