[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-neoplan-ghana-limited-and-the-industrial-and-commercial-workers-union-of-ghana":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":217,"content_type_view":218,"extra_breadcrumbs":219,"body":221,"body_blocks":232,"related_pages":236},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":215,"translations":216},{"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-neoplan-ghana-limited-and-the-industrial-and-commercial-workers-union-of-ghana","49e3df94-5e6f-11e4-b045-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-bargaining-agreement-between-neoplan-ghana-limited-and-the-industrial-and-commercial-workers-union-of-ghana\u002Fcollective-bargaining-agreement-between-neoplan-ghana-limited-and-the-industrial-and-commercial-workers-union-of-ghana\u002F","Collective Bargaining Agreement between NEOPLAN (Ghana) Limited and the Industrial and Commercial Workers' Union of Ghana - 2009","GHA Neoplan (Ghana) Limited - 2009","Ghana - GHA Neoplan (Ghana) Limited - 2009","GHA Neoplan (Ghana) Limited - 2009 - Manufacturing",{"name":41,"data":42},"neoplan-Bijlage.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>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 NEOPLAN (GHANA) LIMITED AND THE\nINDUSTRIAL AND COMMERCIAL WORKERS' UNION OF GHANA\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PROFESSIONAL AND MANAGERIAL STAFF UNION (P&MSU)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JANUARY 1, 2009\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART: I PREAMBLE\u003C\u002Fp>\n\n\u003Cp>This AGREEMENT is made this lsl January 2009 between NEOPLAN (GHANA) LIMITED\n(hereinafter called the Company) and the INDUSTRIAL AND COMMERCIAL WORKERS\nUNION (ICU.) - GHANA (hereinafter called the Union) a Union certified as the\nappropriate representative to conduct with the Company under Section 96 of the\nLabour Act, 2003 (Act 651) Collective Bargaining, on all matters connected with\nthe employment and\u002For non-employment or Terms and Conditions of employment on\nbehalf of the class of the employees specified in the Collective Bargaining\nCertificate.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1.1 - SUBJECT MATTER:\u003C\u002Fh2>\n\n\u003Cp>1. It is the intention of the parties hereto that this Agreement shall\nestablish satisfactory relations between the parties and to promote their\ninterest as well as that of the economy of Ghana.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitydifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingdifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingexcludedtrigger\">\u003Cp>2. This Agreement covers all members of the Professional and Managerial\nStaff of Neoplan (Ghana) Limited, whose job classification falls within the\ncategory of staff specified in this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>3. Any terms and conditions of employment and conditions of service\nnegotiated shall also apply to officers who have left the service since the\neffective date of the Agreement except those dismissed summarily.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1.2 - DURATION:\u003C\u002Fh2>\n\n\u003Cp>1. The duration of this Agreement shall be for a period of two (2) years,\ncommencing\u003C\u002Fp>\n\n\u003Cp>from 1st January 2009 to 3lst December 2010. Salaries and allowances shall\nhowever be reviewed annually.\u003C\u002Fp>\n\n\u003Cp>2. After twenty (20) months from the effective date of this Agreement,\neither party shall give to the other, two (2) calendar months’ notice in\nwriting, expressing its desire to continue for a further period to be agreed\nupon between the parties or intention to terminate the Agreement provided that\nin the absence of such notice, the Agreement shall continue to be in force till\na new one is signed.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 1.3 -DEFINITIONS: \u003C\u002Fh2>\n\n\u003Cp>In this Agreement, unless the context specifically stipulates otherwise:\u003C\u002Fp>\n\n\u003Cp>(a) “COMPANY” means Neoplan (Ghana) Limited.\u003C\u002Fp>\n\n\u003Cp>(b) “MANAGEMENT” means the Managing Director and Heads of Department.\u003C\u002Fp>\n\n\u003Cp>(c) “MANAGING DIRECTOR” means the head of the Company in charge of the\nday-to-day administration of the Company.\u003C\u002Fp>\n\n\u003Cp>(d) “FAMILY” means Officer’s wife\u002Fhusband and children not above\neighteen (18) Years.\u003C\u002Fp>\n\n\u003Cp>(d) “EMPLOYEE” means all staff of Neoplan (Ghana) Limited covered by\nthis Agreement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART: II CONDITIONS OF EMPLOYMENT: \u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2.1 - LETTER OF APPOINTMENT:\u003C\u002Fh2>\n\n\u003Cp>1. The Company shall issue a Letter for Appointment to every newly engaged\nofficer stating:-\u003C\u002Fp>\n\n\u003Cp>a. Job Title.\u003C\u002Fp>\n\n\u003Cp>b. Job Description\u003C\u002Fp>\n\n\u003Cp>c. Department\u003C\u002Fp>\n\n\u003Cp>d. Effective Date\u003C\u002Fp>\n\n\u003Cp>e. Salary Point\u002FSalary Scale\u003C\u002Fp>\n\n\u003Cp>f. Probationary Period\u003C\u002Fp>\n\n\u003Cp>2. The newly engaged employee who falls within the scope of this Agreement\nshall be given a copy of the Agreement and made to sign an appropriate portion\nof the appointment letter, indicating acceptance and return same within two (2)\nweeks to the Employer. The Company shall hold no employee liable for any breach\nof policies and regulations not made known to him\u002Fher.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2.2 - PROBATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>1. Every employee who in the opinion of the Company is required to be on\nprobation shall from engagement undergo a probationary period of three (3)\nmonths.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2. Subject to a satisfactory report on an officer’s conduct or\nprofessional competence at the end of such probationary period, he\u002Fshe shall be\nconfirmed.\u003C\u002Fp>\n\n\u003Cp>3. The Management, acting in consultation with the Head of Department, may\nextend the probationary period of a member of staff for further period not\nexceeding three (3) months, if management considers it necessary.\u003C\u002Fp>\n\n\u003Cp>4. Unless informed in writing to the contrary within one (1) week of\ncompletion of his\u002Fher probation, the employee shall be deemed to have been\nconfirmed in the appointment.\u003C\u002Fp>\n\n\u003Cp>5. During the said probationary period, the Company shall give the employee\nnot less than one (1) month notice in writing of the Company’s intention to\nterminate the employment of the Employee or by the payment to the employee one\n(1) month salary in lieu of notice and may terminate the employment of the\nemployee for unsatisfactory performance.\u003C\u002Fp>\n\n\u003Cp>6 .Notwithstanding the above, Management may at its discretion reduce or\nwaive the probation of an employee.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2.3 - DOCUMENTATION\u003C\u002Fh2>\n\n\u003Cp>1. A newly engaged employee shall complete a personal record form that shall\nbe submitted to the Company together with the acceptance letter and two (2)\ncopies of recent passport size photographs.\u003C\u002Fp>\n\n\u003Cp>2. The employee shall also complete a prescribed form indicating particulars\nof his\u002F her beneficiaries\u002Fnext-of-kin. The particulars shall include name,\naddress and relation of the person designated to receive from the Company any\nmonies and any other benefits due the employee in case he\u002Fshe loses his\u002Fher\nlife.\u003C\u002Fp>\n\n\u003Cp>3. The employee shall update these records as and when necessary.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2.4 - APPRAISAL\u002FPROMOTION\u003C\u002Fh2>\n\n\u003Cp>1. Employees shall be appraised yearly and the result discussed with\nthem.\u003C\u002Fp>\n\n\u003Cp>An employee not informed of his appraisal result a week to the deadline\nshall be deemed to have attained an excellent performance and his\u002Fher appraisal\nmark shall be the highest point as shall be determined by parties to this\nagreement. All pro¬motions and merit increase shall be subject to good\nperformance evaluation and satisfactory conduct.\u003C\u002Fp>\n\n\u003Cp>2. In cases where vacancies are to be filled in any affected Department,\nexisting staff shall be given first consideration to fill such vacancies. The\nCompany shall advertise such vacancies internally at least two (2) clear weeks\nbefore commencing interviews to fill such vacancies.\u003C\u002Fp>\n\n\u003Cp>3. The promotion of members of Senior Staff\u002FOfficer shall be made by the\nBoard on the recommendation of the Managing Director.\u003C\u002Fp>\n\n\u003Cp>4.Promotions shall be made according to merit. In determining merit, account\nshall be taken of efficiency, qualifications, seniority, experience, sense of\nrespon¬sibility, capacity for co-operation with others, initiative, attitude\nto work, general behaviour and powers of leadership where relevant.\u003C\u002Fp>\n\n\u003Cp>5. The Company reserves the right to recruit from outside when in the\nopinion of Management, there were no suitable candidates from within to fill a\nvacancy.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 2.4 - WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>The standard working hours for basic pay shall not exceed eight (8) hours a\nday or forty (40) hours a week. Starting and finishing time shall be as\nfollows:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>1.) 5 days a week - Monday to Friday Mornings - 7.30 a.m. to 12.00 \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>noon Afternoon - 1.00 p.m. to 04.30 p.m.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Should it become necessary for the hours of work and or starting time to be\naltered, Management will consult the Union on such change(s).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. INTERRUPTED WORK\u003C\u002Fp>\n\n\u003Cp>Where an employee reports for duty but he is ordered to stop work by the\nemployer or any person in the authority of the employer before the employee\ncompletes the day’s full hours work (due to no fault of the employee), he\nshall receive full pay for the day. If circumstances for stopping work are\nbeyond the control of the Company, management should be allowed to consult the\nP&MSU to find mutually acceptable solution.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>3. NIGHT SHIFT ALLOWANCE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>An employee required to work between the hours of 10.00 p.m. and 6.00 a.m.\nshall be paid an allowance equal to 40% of his basic rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>4. CALL-IN-ALLOWANCE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>An employee called in from home to work outside his\u002Fher normal shift shall\nbe entitled to GHc 100,000.00 call-in-allowance in addition to overtime and\ntransport.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART III: SALARIES AND ALLOWANCES \u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3.1 - SALARY SCALES\u003C\u002Fh2>\n\n\u003Cp>The salary scales of employees attached as appendices to this Agreement are\nagreed upon in so far as they refer to members of the Union to whom the\nAgreement applies. The levels shall be reviewed annually.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3.2 - RESPONSIBILITY\u002FDUTY ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>1. Responsibility or duty allowances attached as appendices to this\nAgreement are agreed upon in so far as they refer to members of the Union to\nwhom the Agreement applies. The levels shall be reviewed annually.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>2. Any employee who at the request of his\u002Fher employer work in excess of the\nstandard working hours either after having completed the normal work or rest\nday(s) shall be entitled to overtime pay at the following rates:-\u003C\u002Fp>\n\n\u003Cp>Monday to Friday- .............. ............................Time and a half\n(1 and 1\u002F2) x Basic hourly rate of the employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Saturdays, Sundays & Public holidays.- .......Double time (2x) Basic\nhourly rate of the employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>3. Except at his own request, no employee should be given time off to\noff-set his over-time entitlement.\u003C\u002Fp>\n\n\u003Cp>4. Overtime shall be payable for each hour worked in excess of the normal\nwork per day. Periods less than half an hour but not below twenty (20) minutes\nshall be taken as half an hour.\u003C\u002Fp>\n\n\u003Cp>5. Overtime payment for each employee shall be summarized on his\u002Fher pay\nslip.\u003C\u002Fp>\n\n\u003Cp>6. When it becomes necessary for an overtime to be done as a result of\noperational exigencies, Management will consult the employee concerned or Union\nin which case the employee is expected to co-operate.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3.3 - ANNUAL INCREMENTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>1. An employee shall draw salary of the grade to which he\u002Fshe is appointed\nfrom the date of his appointment there to and subject to approved service the\nannual increment in his salary shall accrue on lst January each year by six\npercent (6%), provided that in the case of a new entrant he\u002Fshe shall have been\nconfirmed or served the Company for a period not less than one (1) year prior\nto the date of the increment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2. An employee’s increment may be withheld for unsatisfactory performance\nor conduct. He\u002Fshe shall however be informed in writing of his\u002Fher shortcomings\nand the number of months for which the increment would be withheld.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3.4 - ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>1. Where an employee is required to perform the duties of a post in a higher\ngrade continuously for a period of not less than one (1) month the employee\nshall be paid an acting allowance that would be the difference between the\nemployee’s basic salary and the basic minimum salary of the grade the\nemployee acted.\u003C\u002Fp>\n\n\u003Cp>2. The employee so nominated to act shall be informed in writing.\u003C\u002Fp>\n\n\u003Cp>3. An employee who is made to act in a vacant position for a continuous\nperiod of six (6)months shall be confirmed in that grade unless informed\notherwise in writing one (1) month prior to the expiration of the period the\nemployee acts.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3.5 - CAR MAINTENANCE AND FUEL ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>1. Transport allowance of 025,000.00 per working day shall be paid to the\nemployees who do not own a cars. For those who own cars which are used for\ndaily journeys to and from work, mileage claims shall be paid to them at the\nfollowing rates:-\u003C\u002Fp>\n\n\u003Cp>Supervisor\u002FManager..............GHc 1,500.00 pkm.\u003C\u002Fp>\n\n\u003Cp>2. All mileage claims for official duties apart from journeys to and from\nwork shall be presented to the Management within three (3) days of commencement\nof the journey for approval and arrangement for settlement.\u003C\u002Fp>\n\n\u003Cp>3. Transport allowance shall be increased whenever the Government increases\ntransport fares. The percentage of increase by the Government shall be\napplied.\u003C\u002Fp>\n\n\u003Cp>4.Car maintenance allowance shall be paid at the rate of GHc 450,000.00 per\nmonth for those employees who use their cars to and from work.\u003C\u002Fp>\n\n\u003Cp>5. Where an employee’s car is off the road for more than one (1) month,\nhe\u002Fshe shall be paid transport allowance of GHc 25.000.00 per working day to\nand from work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6. CAR LOAN shall be granted to all categories of employees, provided the\nCompany’s financial position permits.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3.6 - CLOTHING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>1. Protective clothing will be provided by the Company to those who need\nthem for the effective and safe performance of their duties.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3.7 - OUT-OF-STATION ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>1. Out-of-station\u002Ftransfer allowance as stated in this Agreement are agreed\nupon in so far as they refer to members of the Union to whom this Agreement\napplies.\u003C\u002Fp>\n\n\u003Cp>2. An employee may be transferred to any of the departments of the Company\nand to serve in any part of the Company’s branch or area of operation as the\nManagement may find necessary.\u003C\u002Fp>\n\n\u003Cp>a. Permanent Transfer: Employees on permanent transfer will be entitled to a\n“Disturbance Allowance” or “Relocation Allowance”, the equivalent of\nthree (3) months of basic salary.\u003C\u002Fp>\n\n\u003Cp>b. Temporary Transfer: Where hotel bills are not presented but the Company\nprovides accommodation, the employee is entitled to claim:\u003C\u002Fp>\n\n\u003Cp>Managers......................GHc 250.0.00 per working day\u003C\u002Fp>\n\n\u003Cp>Supervisors...................GHc 200.0.00 per working day\u003C\u002Fp>\n\n\u003Cp>Such claims have to be approved and signed by the Managing Director.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 3.8 - ANNUAL BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Depending on the Company’s performance during the year, an annual bonus\nshall be paid to employees at the end of December each year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 3.9 - SCHOLARSHIP SCHEME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>1. The Company shall award yearly scholarships to deserving wards of\nemployees with five (5) years continuous service to enable such wards pursue\nfurther education in Government owned second-cycle institutions.\u003C\u002Fp>\n\n\u003Cp>2. The number of scholarships to be awarded shall be two (2) in every\nyear.\u003C\u002Fp>\n\n\u003Cp>3. The scholarship shall cover the total bill of school fees and books.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 3.10 - PAY PAY\u003C\u002Fh2>\n\n\u003Cp>Monthly salaries\u002Fwages shall be paid to employees not later than 28th of\nevery month through employee’s Bank Account if any.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART IV : OTHER BENEFITS \u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4.1 - TRAINING WITHIN INDUSTRY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>1. The Company shall undertake to provide suitable training of an employee,\nwhere the training will enable the employee to secure competence in the\nperformance of his\u002Fher duties in order to fit him\u002Fher for promotion within the\nCompany.\u003C\u002Fp>\n\n\u003Cp>2. Where an employee is required by the Company to take a course at a\nrecognized educational institution that requires time off, the employee shall\nbe granted such time off with pay and the Company shall bear the cost of such\ncourse.\u003C\u002Fp>\n\n\u003Cp>3. An employee shall be eligible for study leave with pay to pursue any\ncourse relevant to the Company business subject to Company’s training\nprogramme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4. An employee who is preparing for an examination approved by he Company\nshall be granted a maximum of ten (10) working days to prepare and also take\nthe required number of days to enable him\u002Fher take such examination.\u003C\u002Fp>\n\n\u003Cp>5. An employee on study leave shall be paid his\u002Fher full salary for the\nentire duration of the course.\u003C\u002Fp>\n\n\u003Cp>6. Study leave without pay may be granted to an employee for a period not\nexceeding three (3) years.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 4.2 - ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>1. Paid leave shall be granted to employees with one calendar year as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>Thirty (30) working days plus two (2) days for travelling. For the\ncalculation of Leave, Saturdays, Sundays and Public Holidays shall be\nexcluded.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2. Leave shall be granted at the convenience of employee provided the\nexigencies of job permit. Where the exigencies of the service would not permit\nan employee to take his\u002Fher leave either in whole or part, leave days not taken\nshould be added to the following year’s leave.\u003C\u002Fp>\n\n\u003Cp>3. Before going on leave, the employee must leave his\u002Fher address with\nhis\u002Fher Head of Department.\u003C\u002Fp>\n\n\u003Cp>4. An employee may be required by the Company to interrupt his\u002Fher leave to\ndischarge any duty or to take any course of instruction during his\u002Fher\nleave.\u003C\u002Fp>\n\n\u003Cp>5. An employee called in from leave shall be entitled to a\ncalled-in-allowance as Follows:-\u003C\u002Fp>\n\n\u003Cp>a. One to two (1 - 2) days - ......................daily mark\u002Fpay plus\ntransportation.\u003C\u002Fp>\n\n\u003Cp>b. Three to ten (3-10) days -................... 50% of monthly salary\nand\u003C\u002Fp>\n\n\u003Cp>c. Two weeks and above- .......................100% of monthly salary.\u003C\u002Fp>\n\n\u003Cp>6. Any number of days given as excuse duty or sick leave within the period\nof an employee’s leave shall also be added to the original leave\u003C\u002Fp>\n\n\u003Cp>7. For convenience, a leave roster shall be prepared at the beginning of\neach year by the various departments indicating periods within which employees\nintend to take their annual leave.\u003C\u002Fp>\n\n\u003Cp>8. At his\u002Fher own request, an employee proceeding on leave may be granted\none (1) month’s salary advance, when funds are available, to be refunded in\nsix (6) equal monthly installments after resumption of duly.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4.3 - SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>1. Should an employee be absent on account of ill-health or injury, he\u002Fshe\nshall have to inform the Company immediately and furnish the Company within\nthree (3) days with a medical certificate from the Company’s retained Doctor\nor upon his advice from a recognized medical practitioner or Government\nHospital. In this case, the employee shall be granted sick leave on the\nfollowing basis:-\u003C\u002Fp>\n\n\u003Cp>(a) Less than 3 years service -............. Full pay for 4 months and Half\npay for 4 months\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) 3 years service and above - ...........Full pay for 6 months and Half\npay for 6 months\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Thereafter, any amount to be paid on humanitarian basis shall be determined\nby the\u003C\u002Fp>\n\n\u003Cp>Management in consultation with the Professional & Managerial Staff\nUnion (P&MSU), according to the merits of he particular case.\u003C\u002Fp>\n\n\u003Cp>c) If after exhausting the above sick leave entitlement the Company’s\nDoctor or upon his advice a recognized medical practitioners of the opinion\nthat the employee cannot resume his normal duties, he\u002Fshe may be retired on\nmedical grounds.\u003C\u002Fp>\n\n\u003Cp>(d) If there is a disagreement between the Company’s Doctor and the\nrecognized Medical Practitioner on the issue, the matter shall be settled by a\nMedical Board arranged by the Management and the Union.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>2. Industrial Accident:\u003C\u002Fp>\n\n\u003Cp>a) An employee who is unable to present him\u002Fherself at work because of\ninjuries arising out of, and in the course of his\u002Fher employment shall be\ngranted full pay for the first twelve (12) months.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Thereafter, the provision of the Workmen’s Compensation Law in force at\nthe time of injury, regarding payment of salaries shall apply.\u003C\u002Fp>\n\n\u003Cp>c) Should an employee contract an industrial disease arising in the course\nof employment, the Company will treat this disease to the extent of its\nfacilities and further if in the opinion of the Company’s Doctor consultation\nof and or Medical facilities outside the Company are required, the cost or the\nadditional treatment shall be borne by the Company.\u003C\u002Fp>\n\n\u003Cp>d) Incapacitated employees may be rehabilitated in accordance with Labour\nAct 2003 (Act 651) under Section 50 and Workmen’s Compensation Law.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4.4 - MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cp>1. Maternity leave with full pay shall be granted to a pregnant female\nemployee on production of medical certificate signed by any of the Company’s\nMedical Officers or where circumstances demand a qualified registered\nmidwife.\u003C\u002Fp>\n\n\u003Cp>2. Subject to (1) above, the employee shall be eligible for maternity leave\nas follows:-\u003C\u002Fp>\n\n\u003Cp>a. Twelve (12) weeks after confinement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\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>3. An employee returning from maternity leave shall be granted an\nopportunity to take one (1) hour off her work everyday to nurse her baby for 12\nmonths.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 4.5 - COMPASSIONATE\u002FCASUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>1. An employee may apply for compassionate\u002Fcasual leave to enable him\u002Fher\nattend to urgent and important personal affairs such as bereavements. The\nonuses of prove of the need for such leave shall strictly be the responsibility\nof the employee.\u003C\u002Fp>\n\n\u003Cp>2. The Company, being satisfied that the reasons were adequate and genuine\nfor such Leave, may grant the employee leave with pay, which shall not normally\nexceed twelve (12) working days in any one year.\u003C\u002Fp>\n\n\u003Cp>DISEMBARKATION LEAVE\u003C\u002Fp>\n\n\u003Cp>The Company shall grant at least, five (5) working days leave to employees\nwho return from abroad after a course of study lasting for a period not less\nthan six (6) months to settle down before resuming duty.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 4.6 - LEGAL ASSISTANCE\u003C\u002Fh2>\n\n\u003Cp>An employee against whom legal proceedings are instituted for any offence\ncommitted in the course of the discharge of his\u002Fher normal official duties by\nany person or group of persons other than the Company shall be assisted in\ndefending such legal proceedings provided that they are not criminal in\nnature.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4.7 - MEDICAL ATTENTION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>1. The Company shall provide free medical care for all its employees, their\nspouses (one spouse only) and eight (8) children below (18) years and not\nmarried at hospitals and clinics designated by the Company or any Government\nHospital and Clinic.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2. Such medical care shall include hospital boarding and lodging charges,\ndental, optical, ENT and surgical services.\u003C\u002Fp>\n\n\u003Cp>3. Emergency cases can be treated in any hospital other than the designated\nhospitals, bills for such treatment shall be submitted to the Company for\nreimbursement.\u003C\u002Fp>\n\n\u003Cp>4. Upon recommendation of the Company’s Doctor or any Doctor in any\nGovernment Hospital or Clinic, an officer could receive treatment from a\nrecognized member of the Ghana Traditional Healers’ Association and claim\nrefund for expenses incurred.\u003C\u002Fp>\n\n\u003Cp>5. All medical expenses incurred, including transport cost for an employee\nreceiving treatment abroad upon recommendation shall be borne by the\nCompany.\u003C\u002Fp>\n\n\u003Cp>6. There shall be a periodic medical examination for all employees, at\nleast, once a year at no cost to the employees, and the result of such\nexamination shall be made known to the employee.\u003C\u002Fp>\n\n\u003Cp>7. The Company shall pay the cost of the purchase of new lenses as well as\nreplace¬ment of lenses bought on medical prescription for spectacles of\nemployees.\u003C\u002Fp>\n\n\u003Cp>8. Payment for optical lenses and frame and denture prescribed in this\nAgreement arc agreed upon in so far as they refer to the Union to whom the\nAgreement applies. The levels shall be reviewed annually.\u003C\u002Fp>\n\n\u003Cp>9. The Company will also settle bills submitted by registered Medical\nPractitioner other than those retained by the Company only on the following\nconditions:-\u003C\u002Fp>\n\n\u003Cp>i) When the employee is referred to the Doctor by the Company’s retained\nDoctor.\u003C\u002Fp>\n\n\u003Cp>ii) If there is evidence that the circumstances did not permit the employee\nto see the Company’s retained Doctor or attend a Government Hospital or\nClinic.\u003C\u002Fp>\n\n\u003Cp>NOTE; The complete Article as above (Art. 4.7 from 1 to 9) was deferred\nuntil the National Health Insurance Scheme (NHIS) in view was finalised.\nMeanwhile, Section 23.1 and 23.2 of the Conditions of Senior Staff\u002FOfficers\nunder review and as stated below continue to apply.\u003C\u002Fp>\n\n\u003Cp>*23.1. Members of Senior Staff\u002FOfficers shall be provided with free medical\nattention under the Company’s medical scheme as follows:-\u003C\u002Fp>\n\n\u003Cp>(a) The Company will pay the cost of medical and surgical examination and\ntreatment, including the cost of drugs and hospital fees. In case of dental\ntreatment, the Company will pay only for teeth extraction.\u003C\u002Fp>\n\n\u003Cp>(b) The service of the Company’s retained Doctor will be used by all\nmembers of Senior Staff\u002FOfficers requiring medical attention. Where it is not\npossible to use the services of the Company’s retained Doctor, members of\nSenior\u002F Officers will attend a Government Hospital or Clinic per the advice of\nthe Company’s retained Doctor.\u003C\u002Fp>\n\n\u003Cp>(c) The Company will settle bills submitted by registered medical\npractitioners other than those retained by the Company only on the following\nconditions:-\u003C\u002Fp>\n\n\u003Cp>i) When the Senior Staff\u002FOfficer is referred to the Doctor by the\nCompany’s retained Doctor.\u003C\u002Fp>\n\n\u003Cp>ii) If there is evidence that the circumstances did not permit the Senior\nStaff\u002FOfficer to see the Company’s retained Doctor or attend a Government\nHospital or Clinic.\u003C\u002Fp>\n\n\u003Cp>(d) i) In case of dental treatment, the Company will pay only for teeth\nextraction. The Company shall pay for optical treatment and cost of\nprescription of lenses. Unless it was an industrial accident or in the course\nof duty or on Management request, the Company will only pay for the lenses.\u003C\u002Fp>\n\n\u003Cp>*23.2 The Company will settle bills in respect of medical attention given to\nthe families of Senior Staff\u002FOfficers up to an amount not exceeding GHc\n1,000,000.00 per year for each member of family. Wife and children below 18\nyears of age are to be considered as members of family. Maximum number of\nchildren is to eight (8).\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 4.8 - OCCUPATIONAL HEALTH AND SAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>1. The Company shall continue to make reasonable a provision for the safety\nand health of its employees within its premises during working hours.\u003C\u002Fp>\n\n\u003Cp>2. Protective devices and other equipment necessary to protect employees\nfrom industrial injury\u002Fdisease will continue to be provided by the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 4.9 - PROVIDENT FUND\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>The Company shall establish a Provident Fund to which the Company shall\ncontribute 5% and the employees shall also contribute 10% of his\u002Fher salary.\nHeads of Legal Administration, Accounts Department, Audit, two (2) Union\nrepresentatives shall constitute a Board of Trustees responsible for the day to\nday administration of the fund..\u003C\u002Fp>\n\n\u003Cp>The staff is entitled to receive on application a loan of 2\u002F3 of the total\namount due to him\u002Fher in every two (2) years period for financial assistance.\nSuch loan is refundable by the staff in a period of one (1) year, deductible at\nsource from the staff monthly salary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 4.10 - FUNERAL GRANTS, DEATH\u002FBEREAVEMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>In the event of the death of an employee, the Company shall bear part of the\ncost of the funeral expenses including provision of transport to convey staff\nand members of the bereaved family to the place of burial.\u003C\u002Fp>\n\n\u003Cp>The following shall apply:-\u003C\u002Fp>\n\n\u003Cp>1. Serving Employee:\u003C\u002Fp>\n\n\u003Cp>a) In the event of the death of a serving employee the Company shall give to\nthe deceased’s surviving spouse and children an amount of five (5) months\ngross salary, a coffin and customary drinks of two (2) bottles schnapps, three\n(3) cartons beer, three (3) crates of soft drinks.\u003C\u002Fp>\n\n\u003Cp>b) In the event of the deceased family providing their own coffin, the\nCompany shall reimburse the family an amount equivalent to One million Cedis\n(GHc 1,000,000.00).\u003C\u002Fp>\n\n\u003Cp>2. Spouse\u002FChild: \u003C\u002Fp>\n\n\u003Cp>In the event of the death of serving employee’s spouse (certified to be as\ncontained in the Company’s records), the Company shall grant three (3) months\ngross salary to defray part of his\u002Fher funeral cost.\u003C\u002Fp>\n\n\u003Cp>3. Father\u002FMother: \u003C\u002Fp>\n\n\u003Cp>In the case of the death of the father or mother of a serving employee, the\nCompany shall grant the employee three (3) months gross salary to defray part\nof his\u002Fher funeral cost.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 4.11 - LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>Long Service Award shall be determined as follows:-\u003C\u002Fp>\n\n\u003Cp>a) 5 years- ....................Four (4) months Gross Salary\u003C\u002Fp>\n\n\u003Cp>b) 10 years-................. Six (6) months Gross Salary\u003C\u002Fp>\n\n\u003Cp>c) 20 years-................. Eight (8) months Gross Salary\u003C\u002Fp>\n\n\u003Cp>d) 25 years-................ Ten (10) months Gross Salary\u003C\u002Fp>\n\n\u003Cp>e) 30 years-................ Twelve (12) months Gross Salary\u003C\u002Fp>\n\n\u003Cp>f) 35 years-................. Fourteen (14) months Gross Salary\u003C\u002Fp>\n\n\u003Cp>NOTE: From D to F - Deferred, (not in force) \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 4.12- WELFARE: GENERAL LOANS\u002FASSISTANCE\u003C\u002Fh2>\n\n\u003Cp>The Company may grant loans or assist employees in distress provided funds\nare available. The amount would be decided from time to time depending on the\ncircumstances for the loan. The Company shall in this regard, establish a Loans\nFund, which shall be administered by Loans Committee of not less than five (5)\nofficers in each case, one of whom shall be an executive member of the Local\nP&MSU. Such assistance, which shall fall under this article, shall\ninclude:\u003C\u002Fp>\n\n\u003Cp>• Consumer Loan\u003C\u002Fp>\n\n\u003Cp>• Personal Loan\u003C\u002Fp>\n\n\u003Cp>• Housing Loan\u003C\u002Fp>\n\n\u003Cp>• Car\u002FMeans of Transport Loan \u003C\u002Fp>\n\n\u003Cp>• Rent Advance\u003C\u002Fp>\n\n\u003Cp>The provisions of these loans in this Agreement are agreed upon in so far as\nthey refer to members of the Union to whom the Agreement applies. The levels\nshall be reviewed annually.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART V: DISCIPLINE AND GRIEVANCE PROCEDURE: \u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5.1 - ABSENTEEISM\u003C\u002Fh2>\n\n\u003Cp>a. Every employee shall conform to and abide by these rules and regulations\ngoverning his employment with the Company and any standing instructions or\ndirectives issued by the Company from time to time. He\u002FShe shall also observe,\ncomply with and obey all lawful orders and directives which may from time to\ntime be given him by any person or persons under whose jurisdiction,\nsuperintendence or control, he may for the time being be placed.\u003C\u002Fp>\n\n\u003Cp>b. No employee shall absent himself from duty without first obtaining\npermission from Management. Any employee who absent himself without permission\nshall be liable to disciplinary action being taken against him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>c. Any employee who is prevented from attending to his duties by illness or\ninjury shall inform the Company immediately.\u003C\u002Fp>\n\n\u003Cp>d. Any employee deemed to have abandoned his\u002Fher employment as above may\nappeal to the Management, and if Management are satisfied that unavoidable\ncircum-stances prevented him\u002Fher from returning to duty or notifying his\nabsence, Management may, at their discretion, reinstate him\u002Fher in the\nservice\u003C\u002Fp>\n\n\u003Cp>e. No employee shall absent him\u002Fherself from work without prior permission\nof the Employer. Any such absence without permission or reasonable cause for a\nperiod of ten (10) consecutive days shall be deemed as having vacated his\u002Fher\npost, and the Employer reserves the right to terminate his\u002Fher appointment on\ngrounds of vacation of post.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5.2 - QUERY\u002FWARNING LETTERS:\u003C\u002Fh2>\n\n\u003Cp>Where an employee commits an offence, which does not merit summary\ndismissal, the employee shall be given a query to explain his\u002Fher action. If\nthe explanation was unacceptable, he\u002Fshe shall be warned in writing. After\nthree (3) warning letters, any further offence leading to a fourth warning,\nwithin a period of twelve (12) months, could lead to the termination of\nappointment of the said employee alter being given one (1) month notice or cash\nin lieu. The relevance or effect of a warning letter ceases after a period of\ntwelve (12) months.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5.3 - SUMMARY DISMISSAL:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>An employee may summarily be dismissed for certain gross misconduct. Such\nground of dismissals among other includes:-\u003C\u002Fp>\n\n\u003Cp>1. Accepting or offering bribes with a view to doing or obtaining favour.\u003C\u002Fp>\n\n\u003Cp>2. Fraud\u002FStealing\u003C\u002Fp>\n\n\u003Cp>3. Drinking alcohol whilst on duty\u003C\u002Fp>\n\n\u003Cp>4. Fighting on Company premises\u003C\u002Fp>\n\n\u003Cp>5. Willfully damaging Company property\u002Fdisregard of legitimate\ninstruction\u003C\u002Fp>\n\n\u003Cp>6. Deliberately doing acts likely to endanger the lives or safety of other\nemployees.\u003C\u002Fp>\n\n\u003Cp>7. Conviction by a Court of competent jurisdiction for a criminal offence\nother than a misdemeanor.\u003C\u002Fp>\n\n\u003Cp>8. Inefficiency, misconduct, neglect of duty and unauthorised disclosure of\nofficial Information\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The power of summary dismissal of Supervisors vests in the Managing Director\nand the power of summary dismissal of Managers vests in the Board of Directors,\nacting on the advice of the Managing Director.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5.4 - SUSPENSION\u003C\u002Fh2>\n\n\u003Cp>Where an employee commits an offence which merits either summary dismissal\nor termination of appointment, Management may temper justice with mercy and\nsuspend the officer from the Company for a period of time, within which the\nemployee shall not be paid any salary. Such suspension without pay shall not\nexceed two (2) weeks. Suspension could also be administered on an employee who\ncommits an offence of a lesser degree than that which could merit termination\nof appointment or summary dismissal but for which the officer deserved\ncommensurate punishment.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5.5 - INTERDICTION\u003C\u002Fh2>\n\n\u003Cp>Where an employee is suspected of committing an offence which merits summary\ndismissal, but which cannot be proved at the time, he\u002Fshe may be interdicted\npending further investigation, and shall be entitled to half of his\u002Fher salary\nduring the period. If at the end of the investigation the officer is proved not\nguilty, he\u002Fshe shall be reinstated in his\u002Fher employment and be paid as if\nhe\u002Fshe had worked for the full period of the interdiction. Such period of\ninterdiction shall not exceed one (1) month. However, where the case is under\npolice investigation or with any Court of Law, the officer shall remain\ninterdicted pending the outcome of the case.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART: VI : TERMINAL\u002FSEVERANCE BENEFITS\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6.1 - REDUNDANCY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>1. Where for any reason the Company is compelled to declare any member of\nthe Union redundant, the Company shall notify the Union not less than three (3)\ncalendar months before the redundancy takes effect. Employees will be entitled\nto all outstanding leave.\u003C\u002Fp>\n\n\u003Cp>2. All things being equal, the principle of “last in first out” shall\napply.\u003C\u002Fp>\n\n\u003Cp>3. Should the Company find it necessary to fill a vacancy in any particular\ngrade within twelve (12) months of discharging an employee of similar grade on\ngrounds of redundancy, it shall, when making their choice, give first\nconsideration to the former employee.\u003C\u002Fp>\n\n\u003Cp>4. Any employee who is covered by this Agreement shall be entitled to a\nSeverance Pay on the following basis:-\u003C\u002Fp>\n\n\u003Cp>If his\u002Fher services ceases on grounds of REDUNDANCY (due to closure of the\nPlant, reorganisation or amalgamation with another Company or on a change of\nownership), five (5) months pay for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 6.2 - RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>1. Retiring age of all employees shall be in accordance with the prevailing\nlaws of the Country. An employee retiring on grounds of proven ill health, the\nCompany shall pay to cover fares within Ghana for the Officer and his\u002Fher\nfamily, and the cost of transporting his\u002Fher personal belongings from his\u002Fher\nstation to his\u002Fher hometown.\u003C\u002Fp>\n\n\u003Cp>2. The compulsory retiring age shall be sixty (60) years.\u003C\u002Fp>\n\n\u003Cp>3. On reaching the compulsory retiring age, the Employer may consider an\nemployee for further re-engagement on contract basis. Conditions of service\nshould be negotiated before commencement of work.\u003C\u002Fp>\n\n\u003Cp>4. The Company shall favourably consider an application for voluntary\nretirement at the age of fifty-five (55) years.\u003C\u002Fp>\n\n\u003Cp>5. An employee retiring from the service of the Company shall receive all\nentitlements for which he\u002Fshe qualifies at the date of retirement under his\u002Fher\nsalary scale.\u003C\u002Fp>\n\n\u003Cp>6. When a member of staff becomes mentally or physically unable to continue\nhis\u002Fher employment, he\u002Fshe may be considered as invalid and retired on medical\ngrounds.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6.3 - END-OF-SERVICE BENEFITS\u003C\u002Fh2>\n\n\u003Cp>On leaving the services of the Company on grounds other than summary\ndismissal, the Company shall pay an ESB of three (3) months salary for each\nyear of service to the employee on exit.\u003C\u002Fp>\n\n\u003Cp>NOTE: This Article as above (Art. 6.3) is deferred (not in force). \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART VII: INDUSTRIAL RELATIONS\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7.1 - LEAVE OF ABSENCE FOR UNION ACTIVITY\u003C\u002Fh2>\n\n\u003Cp>Any employee elected to a permanent office or as delegate to any Union\nactivity necessitating leave of absence, shall be granted such leave with pay.\nWritten notice for such leave, giving the duration of leave, shall be given to\nthe Employer as far in advance as possible, but not later than the day prior to\nthe day such leave is to take effect. The duration of such leave and its\nfrequency in the year should be determined on the merits of individual\ncases.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7.2 - NOTICE BOARD\u003C\u002Fh2>\n\n\u003Cp>The Company shall provide a Notice Board for the exclusive use of the\nUnion.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7.3 - RECORDINGS\u003C\u002Fh2>\n\n\u003Cp>No person or group of persons or an organization is permitted to film,\nphotograph or audio tape conversation or activities of employees within Company\npremises without the consent and prior permission of Management.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7.4 - PAYMENT OF UNION DUES\u003C\u002Fh2>\n\n\u003Cp>The Company undertakes to deduct, by check-off system, Union dues from\nemployees’ salary payable to the National Union as may be directed.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7.5 - RESPONSIBILITIES OF PARTIES\u003C\u002Fh2>\n\n\u003Cp>1. Nothing in this Agreement shall worsen the existing salary, terms and\nother condi tions of service of any employee.\u003C\u002Fp>\n\n\u003Cp>2. This Agreement recognizes the right of the Company to exercise all the\nprerogative powers, authority and customary functions of Management and all\nmatters pertaining to the conduct and governing of its business, provided, that\nthe Company in its exercise of such rights does not violate the Agreement.\u003C\u002Fp>\n\n\u003Cp>3. The Union shall have the right to exercise its functions as covered by\nthis Agreement without hindrance, and shall conduct its business in conformity\nwith the Company keeping with the recognized Trade Union principles and\npractices.\u003C\u002Fp>\n\n\u003Cp>4. If the interpretation of any part of this Agreement is in dispute and the\nStanding Joint Negotiation Committee cannot resolve it, the item shall be\ntreated in accordance with the appropriate section of the constitution of the\nCommittee or the Labour Laws of the land. \u003C\u002Fp>\n\n\u003Cp>Joint Negotiation Committee cannot resolve it, the item shall be treated in\naccordance with the appropriate section of the constitution of the Committee or\nthe Labour Laws of the land.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of Neoplan (Ghana) Limited\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>ADMINISTRATIVE MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of the Union (ICU.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>E. SEFAKOR KWAMI \u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>PMSU CHAIRMTAN\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            \n            ",{"disabilitypay":44,"hourspday_select":48,"maxsicknesspayperc":52,"contracttrialperiod":56,"overtimeallowanceperc1_general":60,"maternity_nursing_breaks_length":64,"ONCERISE_trigger":68,"wageincreaseperc1":72,"maternity_nursing_breaks_duration":76,"dayspweek":78,"hourspweek_select":82,"childcare":84,"shiftallowanceperc1":88,"equalitydifferenttrigger":92,"STRUCINCR_trigger":96,"nursingmothers":98,"hourspday":100,"funeralpay":103,"trainingfund":107,"paidmaternityleaveduration":111,"paidmaternityleavepayperc":115,"pensionfund":117,"OVERTIME_trigger":121,"overtimeallowanceperc1":123,"holidaysdays":125,"paidmaternityleavepay":129,"nursingexcludedtrigger":131,"healthcareaccess":133,"apprenticeships":137,"COMMUTE_trigger":141,"SUNDAY_trigger":145,"sicknessmaxdays":149,"sundayallowancetype":152,"healthandsafetypolicy":155,"nursingdifferenttrigger":159,"hourspweek":161,"contracttrial":163,"sicknesspay":165,"sundayallowanceperc1":167,"equalityexcludedtrigger":169,"dayspweek_select":171,"paidmaternityleaveall":173,"SCHEDULE_trigger":175,"NOCTPREM_trigger":178,"schedulesrestpw":182,"sicknessmaxdaysnr":184,"overtimeallowancetype_general":186,"healthcareaccessrelatives":188,"violence":190,"contractseverancepay1":194,"SENIOR_trigger":198,"trainingprogrammes":202,"paidmaternityleave":205,"contractseverancepay":207,"PAIDLEAV_trigger":209,"CONSIGN_trigger":211},{"bindId":45,"name":46,"text":47},"disabilitypay","2. Industrial Accident: a) An employee w","2. Industrial Accident:\n\na) An employee who is unable to present him\u002Fherself at work because of\ninjuries arising out of, and in the course of his\u002Fher employment shall be\ngranted full pay for the first twelve (12) months.",{"bindId":49,"name":50,"text":51},"hourspday_select","The standard working hours for basic pay","The standard working hours for basic pay shall not exceed eight (8) hours a\nday or forty (40) hours a week. Starting and finishing time shall be as\nfollows:-\n\n1.) 5 days a week - Monday to Friday Mornings - 7.30 a.m. to 12.00 \n\nnoon Afternoon - 1.00 p.m. to 04.30 p.m.",{"bindId":53,"name":54,"text":55},"maxsicknesspayperc","1. Should an employee be absent on accou","1. Should an employee be absent on account of ill-health or injury, he\u002Fshe\nshall have to inform the Company immediately and furnish the Company within\nthree (3) days with a medical certificate from the Company’s retained Doctor\nor upon his advice from a recognized medical practitioner or Government\nHospital. In this case, the employee shall be granted sick leave on the\nfollowing basis:-\n\n(a) Less than 3 years service -............. Full pay for 4 months and Half\npay for 4 months\n\n(b) 3 years service and above - ...........Full pay for 6 months and Half\npay for 6 months",{"bindId":57,"name":58,"text":59},"contracttrialperiod","1. Every employee who in the opinion of ","1. Every employee who in the opinion of the Company is required to be on\nprobation shall from engagement undergo a probationary period of three (3)\nmonths.",{"bindId":61,"name":62,"text":63},"overtimeallowanceperc1_general","2. Any employee who at the request of hi","2. Any employee who at the request of his\u002Fher employer work in excess of the\nstandard working hours either after having completed the normal work or rest\nday(s) shall be entitled to overtime pay at the following rates:-\n\nMonday to Friday- .............. ............................Time and a half\n(1 and 1\u002F2) x Basic hourly rate of the employee.",{"bindId":65,"name":66,"text":67},"maternity_nursing_breaks_length","3. An employee returning from maternity ","3. An employee returning from maternity leave shall be granted an\nopportunity to take one (1) hour off her work everyday to nurse her baby for 12\nmonths.",{"bindId":69,"name":70,"text":71},"ONCERISE_trigger","Depending on the Company’s performance d","Depending on the Company’s performance during the year, an annual bonus\nshall be paid to employees at the end of December each year.",{"bindId":73,"name":74,"text":75},"wageincreaseperc1","1. An employee shall draw salary of the ","1. An employee shall draw salary of the grade to which he\u002Fshe is appointed\nfrom the date of his appointment there to and subject to approved service the\nannual increment in his salary shall accrue on lst January each year by six\npercent (6%), provided that in the case of a new entrant he\u002Fshe shall have been\nconfirmed or served the Company for a period not less than one (1) year prior\nto the date of the increment.",{"bindId":77,"name":66,"text":67},"maternity_nursing_breaks_duration",{"bindId":79,"name":80,"text":81},"dayspweek","1.) 5 days a week - Monday to Friday Mor","1.) 5 days a week - Monday to Friday Mornings - 7.30 a.m. to 12.00 \n\nnoon Afternoon - 1.00 p.m. to 04.30 p.m.",{"bindId":83,"name":50,"text":51},"hourspweek_select",{"bindId":85,"name":86,"text":87},"childcare","1. An employee may apply for compassiona","1. An employee may apply for compassionate\u002Fcasual leave to enable him\u002Fher\nattend to urgent and important personal affairs such as bereavements. The\nonuses of prove of the need for such leave shall strictly be the responsibility\nof the employee.\n\n2. The Company, being satisfied that the reasons were adequate and genuine\nfor such Leave, may grant the employee leave with pay, which shall not normally\nexceed twelve (12) working days in any one year.\n\nDISEMBARKATION LEAVE\n\nThe Company shall grant at least, five (5) working days leave to employees\nwho return from abroad after a course of study lasting for a period not less\nthan six (6) months to settle down before resuming duty.",{"bindId":89,"name":90,"text":91},"shiftallowanceperc1","An employee required to work between the","An employee required to work between the hours of 10.00 p.m. and 6.00 a.m.\nshall be paid an allowance equal to 40% of his basic rate.",{"bindId":93,"name":94,"text":95},"equalitydifferenttrigger","2. This Agreement covers all members of ","2. This Agreement covers all members of the Professional and Managerial\nStaff of Neoplan (Ghana) Limited, whose job classification falls within the\ncategory of staff specified in this Agreement.",{"bindId":97,"name":74,"text":75},"STRUCINCR_trigger",{"bindId":99,"name":66,"text":67},"nursingmothers",{"bindId":101,"name":50,"text":102},"hourspday","The standard working hours for basic pay shall not exceed eight (8) hours a\nday or forty (40) hours a week. Starting and finishing time shall be as\nfollows:-\n\n1.) 5 days a week - Monday to Friday Mornings - 7.30 a.m. to 12.00 \n\nnoon Afternoon - 1.00 p.m. to 04.30 p.m.\n\nShould it become necessary for the hours of work and or starting time to be\naltered, Management will consult the Union on such change(s).",{"bindId":104,"name":105,"text":106},"funeralpay","In the event of the death of an employee","In the event of the death of an employee, the Company shall bear part of the\ncost of the funeral expenses including provision of transport to convey staff\nand members of the bereaved family to the place of burial.\n\nThe following shall apply:-\n\n1. Serving Employee:\n\na) In the event of the death of a serving employee the Company shall give to\nthe deceased’s surviving spouse and children an amount of five (5) months\ngross salary, a coffin and customary drinks of two (2) bottles schnapps, three\n(3) cartons beer, three (3) crates of soft drinks.\n\nb) In the event of the deceased family providing their own coffin, the\nCompany shall reimburse the family an amount equivalent to One million Cedis\n(GHc 1,000,000.00).\n\n2. Spouse\u002FChild: \n\nIn the event of the death of serving employee’s spouse (certified to be as\ncontained in the Company’s records), the Company shall grant three (3) months\ngross salary to defray part of his\u002Fher funeral cost.\n\n3. Father\u002FMother: \n\nIn the case of the death of the father or mother of a serving employee, the\nCompany shall grant the employee three (3) months gross salary to defray part\nof his\u002Fher funeral cost.",{"bindId":108,"name":109,"text":110},"trainingfund","1. The Company shall award yearly schola","1. The Company shall award yearly scholarships to deserving wards of\nemployees with five (5) years continuous service to enable such wards pursue\nfurther education in Government owned second-cycle institutions.\n\n2. The number of scholarships to be awarded shall be two (2) in every\nyear.\n\n3. The scholarship shall cover the total bill of school fees and books.",{"bindId":112,"name":113,"text":114},"paidmaternityleaveduration","1. Maternity leave with full pay shall b","1. Maternity leave with full pay shall be granted to a pregnant female\nemployee on production of medical certificate signed by any of the Company’s\nMedical Officers or where circumstances demand a qualified registered\nmidwife.\n\n2. Subject to (1) above, the employee shall be eligible for maternity leave\nas follows:-\n\na. Twelve (12) weeks after confinement.",{"bindId":116,"name":113,"text":114},"paidmaternityleavepayperc",{"bindId":118,"name":119,"text":120},"pensionfund","The Company shall establish a Provident ","The Company shall establish a Provident Fund to which the Company shall\ncontribute 5% and the employees shall also contribute 10% of his\u002Fher salary.\nHeads of Legal Administration, Accounts Department, Audit, two (2) Union\nrepresentatives shall constitute a Board of Trustees responsible for the day to\nday administration of the fund..\n\nThe staff is entitled to receive on application a loan of 2\u002F3 of the total\namount due to him\u002Fher in every two (2) years period for financial assistance.\nSuch loan is refundable by the staff in a period of one (1) year, deductible at\nsource from the staff monthly salary.",{"bindId":122,"name":62,"text":63},"OVERTIME_trigger",{"bindId":124,"name":62,"text":63},"overtimeallowanceperc1",{"bindId":126,"name":127,"text":128},"holidaysdays","1. Paid leave shall be granted to employ","1. Paid leave shall be granted to employees with one calendar year as\nfollows:-\n\nThirty (30) working days plus two (2) days for travelling. For the\ncalculation of Leave, Saturdays, Sundays and Public Holidays shall be\nexcluded.",{"bindId":130,"name":113,"text":114},"paidmaternityleavepay",{"bindId":132,"name":94,"text":95},"nursingexcludedtrigger",{"bindId":134,"name":135,"text":136},"healthcareaccess","1. The Company shall provide free medica","1. The Company shall provide free medical care for all its employees, their\nspouses (one spouse only) and eight (8) children below (18) years and not\nmarried at hospitals and clinics designated by the Company or any Government\nHospital and Clinic.",{"bindId":138,"name":139,"text":140},"apprenticeships","1. The Company shall undertake to provid","1. The Company shall undertake to provide suitable training of an employee,\nwhere the training will enable the employee to secure competence in the\nperformance of his\u002Fher duties in order to fit him\u002Fher for promotion within the\nCompany.\n\n2. Where an employee is required by the Company to take a course at a\nrecognized educational institution that requires time off, the employee shall\nbe granted such time off with pay and the Company shall bear the cost of such\ncourse.\n\n3. An employee shall be eligible for study leave with pay to pursue any\ncourse relevant to the Company business subject to Company’s training\nprogramme.",{"bindId":142,"name":143,"text":144},"COMMUTE_trigger","1. Transport allowance of 025,000.00 per","1. Transport allowance of 025,000.00 per working day shall be paid to the\nemployees who do not own a cars. For those who own cars which are used for\ndaily journeys to and from work, mileage claims shall be paid to them at the\nfollowing rates:-\n\nSupervisor\u002FManager..............GHc 1,500.00 pkm.\n\n2. All mileage claims for official duties apart from journeys to and from\nwork shall be presented to the Management within three (3) days of commencement\nof the journey for approval and arrangement for settlement.\n\n3. Transport allowance shall be increased whenever the Government increases\ntransport fares. The percentage of increase by the Government shall be\napplied.\n\n4.Car maintenance allowance shall be paid at the rate of GHc 450,000.00 per\nmonth for those employees who use their cars to and from work.\n\n5. Where an employee’s car is off the road for more than one (1) month,\nhe\u002Fshe shall be paid transport allowance of GHc 25.000.00 per working day to\nand from work.",{"bindId":146,"name":147,"text":148},"SUNDAY_trigger","Saturdays, Sundays & Public holidays.- .","Saturdays, Sundays & Public holidays.- .......Double time (2x) Basic\nhourly rate of the employee.",{"bindId":150,"name":54,"text":151},"sicknessmaxdays","1. Should an employee be absent on account of ill-health or injury, he\u002Fshe\nshall have to inform the Company immediately and furnish the Company within\nthree (3) days with a medical certificate from the Company’s retained Doctor\nor upon his advice from a recognized medical practitioner or Government\nHospital. In this case, the employee shall be granted sick leave on the\nfollowing basis:-\n\n(a) Less than 3 years service -............. Full pay for 4 months and Half\npay for 4 months",{"bindId":153,"name":62,"text":154},"sundayallowancetype","2. Any employee who at the request of his\u002Fher employer work in excess of the\nstandard working hours either after having completed the normal work or rest\nday(s) shall be entitled to overtime pay at the following rates:-\n\nMonday to Friday- .............. ............................Time and a half\n(1 and 1\u002F2) x Basic hourly rate of the employee.\n\nSaturdays, Sundays & Public holidays.- .......Double time (2x) Basic\nhourly rate of the employee.",{"bindId":156,"name":157,"text":158},"healthandsafetypolicy","1. The Company shall continue to make re","1. The Company shall continue to make reasonable a provision for the safety\nand health of its employees within its premises during working hours.\n\n2. Protective devices and other equipment necessary to protect employees\nfrom industrial injury\u002Fdisease will continue to be provided by the Company.",{"bindId":160,"name":94,"text":95},"nursingdifferenttrigger",{"bindId":162,"name":50,"text":51},"hourspweek",{"bindId":164,"name":58,"text":59},"contracttrial",{"bindId":166,"name":54,"text":151},"sicknesspay",{"bindId":168,"name":62,"text":154},"sundayallowanceperc1",{"bindId":170,"name":94,"text":95},"equalityexcludedtrigger",{"bindId":172,"name":80,"text":81},"dayspweek_select",{"bindId":174,"name":113,"text":114},"paidmaternityleaveall",{"bindId":176,"name":80,"text":177},"SCHEDULE_trigger","1.) 5 days a week - Monday to Friday Mornings - 7.30 a.m. to 12.00 ",{"bindId":179,"name":180,"text":181},"NOCTPREM_trigger","3. NIGHT SHIFT ALLOWANCE An employee req","3. NIGHT SHIFT ALLOWANCE\n\nAn employee required to work between the hours of 10.00 p.m. and 6.00 a.m.\nshall be paid an allowance equal to 40% of his basic rate.",{"bindId":183,"name":80,"text":177},"schedulesrestpw",{"bindId":185,"name":54,"text":151},"sicknessmaxdaysnr",{"bindId":187,"name":62,"text":63},"overtimeallowancetype_general",{"bindId":189,"name":135,"text":136},"healthcareaccessrelatives",{"bindId":191,"name":192,"text":193},"violence","An employee may summarily be dismissed f","An employee may summarily be dismissed for certain gross misconduct. Such\nground of dismissals among other includes:-\n\n1. Accepting or offering bribes with a view to doing or obtaining favour.\n\n2. Fraud\u002FStealing\n\n3. Drinking alcohol whilst on duty\n\n4. Fighting on Company premises\n\n5. Willfully damaging Company property\u002Fdisregard of legitimate\ninstruction\n\n6. Deliberately doing acts likely to endanger the lives or safety of other\nemployees.\n\n7. Conviction by a Court of competent jurisdiction for a criminal offence\nother than a misdemeanor.\n\n8. Inefficiency, misconduct, neglect of duty and unauthorised disclosure of\nofficial Information",{"bindId":195,"name":196,"text":197},"contractseverancepay1","1. Where for any reason the Company is c","1. Where for any reason the Company is compelled to declare any member of\nthe Union redundant, the Company shall notify the Union not less than three (3)\ncalendar months before the redundancy takes effect. Employees will be entitled\nto all outstanding leave.\n\n2. All things being equal, the principle of “last in first out” shall\napply.\n\n3. Should the Company find it necessary to fill a vacancy in any particular\ngrade within twelve (12) months of discharging an employee of similar grade on\ngrounds of redundancy, it shall, when making their choice, give first\nconsideration to the former employee.\n\n4. Any employee who is covered by this Agreement shall be entitled to a\nSeverance Pay on the following basis:-\n\nIf his\u002Fher services ceases on grounds of REDUNDANCY (due to closure of the\nPlant, reorganisation or amalgamation with another Company or on a change of\nownership), five (5) months pay for each completed year of service.",{"bindId":199,"name":200,"text":201},"SENIOR_trigger","Long Service Award shall be determined a","Long Service Award shall be determined as follows:-\n\na) 5 years- ....................Four (4) months Gross Salary\n\nb) 10 years-................. Six (6) months Gross Salary\n\nc) 20 years-................. Eight (8) months Gross Salary\n\nd) 25 years-................ Ten (10) months Gross Salary\n\ne) 30 years-................ Twelve (12) months Gross Salary\n\nf) 35 years-................. Fourteen (14) months Gross Salary\n\nNOTE: From D to F - Deferred, (not in force) ",{"bindId":203,"name":139,"text":204},"trainingprogrammes","1. The Company shall undertake to provide suitable training of an employee,\nwhere the training will enable the employee to secure competence in the\nperformance of his\u002Fher duties in order to fit him\u002Fher for promotion within the\nCompany.\n\n2. Where an employee is required by the Company to take a course at a\nrecognized educational institution that requires time off, the employee shall\nbe granted such time off with pay and the Company shall bear the cost of such\ncourse.\n\n3. An employee shall be eligible for study leave with pay to pursue any\ncourse relevant to the Company business subject to Company’s training\nprogramme.\n\n4. An employee who is preparing for an examination approved by he Company\nshall be granted a maximum of ten (10) working days to prepare and also take\nthe required number of days to enable him\u002Fher take such examination.\n\n5. An employee on study leave shall be paid his\u002Fher full salary for the\nentire duration of the course.\n\n6. Study leave without pay may be granted to an employee for a period not\nexceeding three (3) years.",{"bindId":206,"name":113,"text":114},"paidmaternityleave",{"bindId":208,"name":196,"text":197},"contractseverancepay",{"bindId":210,"name":127,"text":128},"PAIDLEAV_trigger",{"bindId":212,"name":213,"text":214},"CONSIGN_trigger","An employee called in from home to work ","An employee called in from home to work outside his\u002Fher normal shift shall\nbe entitled to GHc 100,000.00 call-in-allowance in addition to overtime and\ntransport.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA Neoplan (Ghana) Limited - 2009\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2009-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2010-12-31\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: → 2009-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of motor vehicles, trailers and semi-trailers\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                        Neoplan (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                        ICU - Industrial and Commercial 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: → Yes\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 12 days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → 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            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 6.0 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            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 6.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2010-01\n                \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 140 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-standbyallowanceamount1\">\n                    Payment for standby work: → GHS 100000.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → GHS 1500.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 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: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[220],{"title":37,"slug":33},[222],{"type":223,"data":224},"call_to_action_body_block",{"title":225,"description":226,"variant":227,"link":228},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":225,"url":229,"description":225,"rel":230,"type":231},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[233],{"type":223,"data":234},{"title":225,"description":226,"variant":227,"link":235},{"title":225,"url":229,"description":225,"rel":230,"type":231},[]]