[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-new-times-corporation-and-industrial-and-commercial-workers-union":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":197,"content_type_view":198,"extra_breadcrumbs":199,"body":201,"body_blocks":212,"related_pages":216},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":195,"translations":196},{"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-new-times-corporation-and-industrial-and-commercial-workers-union","591bfda2-ca49-11e4-9f51-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-bargaining-agreement-between-new-times-corporation-and-industrial-and-commercial-workers-union\u002Fcollective-bargaining-agreement-between-new-times-corporation-and-industrial-and-commercial-workers-union\u002F","Collective Bargaining Agreement between New Times Corporation and Industrial and Commercial Workers Union - 2013","GHA New Times Corporation - 2013","Ghana - GHA New Times Corporation - 2013","GHA New Times Corporation - 2013 - Publishing, printing, media",{"name":41,"data":42},"newtimescorporation.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>New1\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 NEW TIMES CORPORATION AND\nINDUSTRIAL AND COMMERCIAL WORKERS UNION\u003C\u002Fh1>\n\n\u003Ch2>ARTICLE 3 - CONDITIONS OF ENGAGEMENT\u003C\u002Fh2>\n\n\u003Cp>a) On the appointment of any employee covered by this Agreement, he\u002Fshe\nshall be furnished by the Corporation with a copy of this Agreement together\nwith any appendices for his retention.\u003C\u002Fp>\n\n\u003Cp>b) The Corporation shall also give the newly engaged employee a letter of\nappointment stating:\u003C\u002Fp>\n\n\u003Cp>i. Salary Point\u003C\u002Fp>\n\n\u003Cp>ii. Salary Scale\u003C\u002Fp>\n\n\u003Cp>iii. Probation Period\u003C\u002Fp>\n\n\u003Cp>iv. Job Description\u003C\u002Fp>\n\n\u003Cp>v. Department Assigned to\u003C\u002Fp>\n\n\u003Cp>vi. Prospects for Promotion\u003C\u002Fp>\n\n\u003Cp>c) The point of entry into the appropriate scale for new appointments shall\nbe based on experience and qualification adjudged to be relevant to the\npost.\u003C\u002Fp>\n\n\u003Cp>d) The Union shall be given copies of appointment letters of all staff\nexcept the Managing Director and Management staff. In the case of Management\nstaff the Union upon request shall be furnished with copies of the appointment\nletters.\u003C\u002Fp>\n\n\u003Cp>e) Probation period shall be six (6) months for all Professional and\nManagerial Staff Union members.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>f) The probation period may be extended but in no case shall it exceed three\n(3) months. On expiry of the probation period, the employee is not notify\nhe\u002Fshe shall be deemed to have been confirmed.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>g) At any time during the probationary period, the employee, or the\nCorporation may terminate the contract by either party giving to the other\nparty at least fourteen (14) days’ notice or pay a sum equivalent to his\u002Fher\nsalary for the period.\u003C\u002Fp>\n\n\u003Cp>h) In case of gross misconduct by an employee on probation, the Corporation\nreserves the right to dismiss him\u002Fher summarily. In any case the said employee\nshall be furnished with grounds of stated misconduct and be heard.\u003C\u002Fp>\n\n\u003Cp>i) At the time of signing this Agreement all Professional and Managerial\nStaff Union employees who have been in service of the Corporation and have\ngiven satisfactory service for a period not less than their probationary\nperiods shall be considered permanent.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitydifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cp>j) This provision does not apply to temporary workers.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 4 - UNION SHOP\u002FCHECK-OFF\u003C\u002Fh2>\n\n\u003Cp>a)Unless informed in writing by an employee covered by this Agreement to\nManagement with a copy to the Professional and Managerial Staff Union of his or\nher desire not to be member of the Union, any such employee shall be deemed to\nbe a member of the Professional and Managerial Staff Union.\u003C\u002Fp>\n\n\u003Cp>b)The Corporation undertakes to deduct the Union dues and other assessments\nin existence for the time being from the employee’s salary\u002Fwages and to pay\nsuch amount deducted to the Union.\u003C\u002Fp>\n\n\u003Cp>c)For the purpose to this agreement the Corporation recognizes the\nIndustrial and Commercial Workers’ Union as the sole Union for Collective\nBargaining for the senior employees in the employment of the Corporation.\u003C\u002Fp>\n\n\u003Cp>d)Notice Board and Office\u003C\u002Fp>\n\n\u003Cp>The Corporation will install a separate notice board for the Union at a\nsuitable place on its premises for dissemination of information and education\nof Union members and provide a furnished office for the Union’s\ndeliberations.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 5 - WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>a) The standard working hours for basic pay shall not exceed Eight (8) hours\nper day or Forty (40) hours per week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b) Without prejudice to paragraph (a) of this Section, start and finishing\ntimes shall be as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>5 - Day Week (Monday to Friday)\u003C\u002Fp>\n\n\u003Cp>Morning- ......8.00am - 12.30pm.\u003C\u002Fp>\n\n\u003Cp>Afternoon-.......1.30pm- 5.00pm.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>As at present, Depending on the exigencies of the time, the system can be\nrenegotiated between Employer and the Union.\u003C\u002Fp>\n\n\u003Cp>d) The hours of work which shall be in accordance with the requirements to\nlocal conditions shall be regulated by Management in consultation with the\nUnion.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 6 - ANNUAL INCREMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>a) The Corporation shall establish 1st January as annual increment date\nprovided the employee has not been advised in writing one (1) month before that\ndate that his or her increment is being withheld because of unsatisfactory work\nand\u002For misconduct.\u003C\u002Fp>\n\n\u003Cp>b) Any employee who has completed Nine (9) months continuous service at the\nend of his\u002Fher anniversary shall be eligible for the annual salary increment in\naccordance with Clause (a) above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) If an employee's increment is withheld for unsatisfactory work or\nmisconduct he\u002Fshe shall be informed of his\u002Fher short-comings and the number of\nmonths for which his\u002Fher increment would be withheld and a copy of that letter\nshould be forwarded to the Professional and Managerial Staff Union.\u003C\u002Fp>\n\n\u003Cp>d) In the case of special merit, employees may be awarded additional\nincrement at the discretion of Management.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 7 - PROMOTION\u003C\u002Fh2>\n\n\u003Cp>a) All vacancies shall be filled as far as possible from within the\nCorporation by eligible serving staff. Notice for all vacancies shall be pasted\non the notice board and a copy to the Union for employees with requisite\nqualification who desire the post to apply.\u003C\u002Fp>\n\n\u003Cp>b) Promotion shall be earned after probation subject, of course, to\nsatisfactory work and conduct and availability of a vacancy in the next higher\ngrade. However, an employee shall have to serve in his present grade for at\nleast a period of three (3) years before being eligible for promotion. However,\nin cases of exceptional ability and conduct, an employee can earn promotion\nbefore the expiry of the three (3) years period.\u003C\u002Fp>\n\n\u003Cp>c) If an employee has to be superseded in promotion by a junior, ample\njustification shall have to be provided and the grading in the Annual Appraisal\nForm of the employee concerned should reflect this.\u003C\u002Fp>\n\n\u003Cp>d) The basic criteria for promotion shall be the employee’s\nqualifications, efficiency on the job, experience, sense of responsibility,\ninitiative, general behaviour and all other things being equal, seniority and\nupon recommendation of the employee’s Head of Department. All promotions\nshall be vetted by Promotions Committee.\u003C\u002Fp>\n\n\u003Cp>e) Where,, an employee has remained on top of his\u002Fher salary scale for (2)\nyears he\u002Fshe shall be paid ex-gratia of half his\u002Fher monthly salary and\nthereafter every other year provided the employee has not been advised in\nwriting (2) months before the end of the salary year that his\u002Fher increment is\nbeing withheld because of unsatisfactory work or conduct.\u003C\u002Fp>\n\n\u003Cp>f) Establishment list: The employer shall allow the Professional and\nManagerial Staff Union official not below the rank of Secretary of the\nProfessional and Managerial Staff Union to sight the up-to-date establishment\nlist in order to resolve any dispute regarding promotion of an employee.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 8 - TRAINING WITHIN INDUSTRY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>a) The Corporation shall provide appropriate training facilities either\nlocally or overseas to enable the employee to improve upon his\u002Fher competency\nin the performance of his\u002Fher duties and fit him\u002Fher for promotion within the\nCorporation.\u003C\u002Fp>\n\n\u003Cp>b) Any employee of three (3) years standing who discovers an avenue for\ntraining relevant to his\u002Fher job shall apply to the Management for\nconsideration. Those below three (3) years shall be permitted study leave\nwithout pay.\u003C\u002Fp>\n\n\u003Cp>i. Employees granted study leave with pay shall be bonded to serve the\nCorporation for the same number of years as granted study leave or in lieu pay\n(P\u002F2) times the amount spent by the Corporation on the course.\u003C\u002Fp>\n\n\u003Cp>ii. Employees granted permission to close early to attend classes in any\ntertiary institution shall be bonded to serve the Corporation for periods\nequivalent to the total man hours lost to the Corporation during training or in\nlieu thereof pay to the Corporation (one and half) times the employee’s\nsalary for the period.\u003C\u002Fp>\n\n\u003Cp>i. Employees granted study leave with sponsorship shall be bonded to serve\nthe Corporation for the number of years granted as study leave or in lieu pay\n(one and half) times the amount spent by the Corporation on the course.\u003C\u002Fp>\n\n\u003Cp>a) Employees granted study leave for Part Time courses shall be entitled to\nearned leave and other benefits.\u003C\u002Fp>\n\n\u003Cp>b) Where an employee is selected by the Corporation to take a course at a\nrecognized educational establishment, which requires time off with pay, the\nCorporation shall undertake to bear the cost of such course.\u003C\u002Fp>\n\n\u003Cp>c) The Corporation shall undertake to pay the total cost of examination and\ncourse fees of any employee who successfully completes a course provided such\ncourse will facilitate the efficient performance of the official profession of\nthe employee and was also duly approved by the Managing Director in writing.\u003C\u002Fp>\n\n\u003Cp>d) The Corporation shall undertake in-service training schemes and rotation\nof duties within departments adopted to enhance general efficiency.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>e) Where it is possible for an employee of the Corporation to be given\nfurther training either in Ghana or Overseas, a Training Committee would be set\nup to select the candidate for the course (s) as follows:\u003C\u002Fp>\n\n\u003Cp>i. Management Representative - 1\u003C\u002Fp>\n\n\u003Cp>ii. PMSU“- 1\u003C\u002Fp>\n\n\u003Cp>iii. Local Union “- 2\u003C\u002Fp>\n\n\u003Cp>iv. Co-opted Member- 1\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 9 - SALARY ADVANCES\u002FLOANS\u003C\u002Fh2>\n\n\u003Cp>(a) Salary Advance\u003C\u002Fp>\n\n\u003Cp>Salary Advance equivalent of half (1\u002F2) the employee's basic monthly salary\nmay be granted to a permanent employee, deductible at the end of the month in\nwhich it is granted.\u003C\u002Fp>\n\n\u003Cp>(b) Loans\u003C\u002Fp>\n\n\u003Cp>In the event of the death of an employee's registered\nfather\u002Fmother\u002Fhusband\u002Fwife or child, an employee who has served his\u002Fher\nprobation with the Corporation shall be considered for a loan up to six (6)\nmonths’ basic pay to enable him\u002Fher meet the expenses at the time of the\nfuneral. Application must be submitted at the time of the report of the death\nand repayment shall be by payroll deduction and pro-rated up to maximum of\ntwenty-four (24) months, depending on the size of the loan. An employee can\ntake such advances once in respect of each dependent.\u003C\u002Fp>\n\n\u003Cp>A Committee comprising Management and Union shall be formed to handle all\ntypes of staff loans.\u003C\u002Fp>\n\n\u003Cp>(c) Special Loans\u003C\u002Fp>\n\n\u003Cp>An employee with three (3) years or more service may be granted a special\nloan to meet urgent needs. The size and frequency of such loan shall depend on\nthe circumstances of each case. Until the amount is repaid within twelve (12)\nmonths, no additional loan shall be granted.\u003C\u002Fp>\n\n\u003Cp>(d) Loans to purchase means of transport\u003C\u002Fp>\n\n\u003Cp>(i) Employees may be granted loans, in accordance with existing Government\npolicy to purchase their own means of transport if their work necessitates\nfrequent movement from place to place and\u002For abnormal working hours. Such loans\nshall include cost of insurance and purchase tax. Interest on such loans shall\nbe charged based on existing government regulations.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee who has been granted a loan to purchase a vehicle shall,\nbefore receiving the loan, sign a Deed of Assignment, vesting ownership of the\nvehicle in the Corporation until the loan is fully repaid.\u003C\u002Fp>\n\n\u003Cp>(e) All Loans\u002FSalary Advances shall be granted subject to the financial\nposition of the Corporation.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 10 - ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>a) Where an employee is required to perform the duties of a post of a\nsupervisory nature such as Sectional Head or Foreman and above continuously for\n21 days he\u002Fshe shall be paid the difference between his\u002Fher salary and the\nminimum point of that of the accepted post in which he\u002Fshe acts. After he\u002Fshe\nhas been duly nominated and informed in writing accordingly.\u003C\u002Fp>\n\n\u003Cp>b) An employee who is required if necessary to act in a post two or more\ngrades above his\u002Fher own shall be paid 25% of monthly salary as a Special\nAllowance. Where more than one person is eligible to act in the place of an\nofficial, it will be better to interview the two people to see which of them is\nmore eligible to act.\u003C\u002Fp>\n\n\u003Cp>c) No employee will be required to act continuously in a vacant staff grade\nfor a period exceeding six (6) months. At the end of this period, steps shall\nbe taken by Management to fill the post through the normal channel and the\nemployee in acting position shall be informed accordingly.\u003C\u002Fp>\n\n\u003Cp>d) Trainees, however, shall be required to act in different posts for the\nvarying periods and work involved shall be regarded as part of their training,\nand shall not, therefore entitle them to acting allowances. The trainee shall\nbe informed at the commencement of his\u002Fher training period of this condition.\nBy trainee in this context it is meant, a new employee or a confirmed employee\nwho is being trained in a job with a higher responsibility.\u003C\u002Fp>\n\n\u003Cp>e) An employee who discharges the duties of a Senior Ranking employee, in\naddition to his normal duties, shall receive 30% of his basic monthly salary as\nRelieving Duties\u002FAdditional Responsibilities Allowance.\u003C\u002Fp>\n\n\u003Cp>f) Under no circumstance should any worker who qualifies for Acting\nAllowance under this Article act without being paid.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 11 - HOUSING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>a) All Employees are entitled to (GHc 60.00) Sixty Ghana Cedis as rent\nsubsidy.\u003C\u002Fp>\n\n\u003Cp>b) Unless otherwise stated in an employee's letter of appointment, where\naccommodation is provided for an employee, 10% of such employee's salary or\nappropriate rents charged by the Government shall be deducted at source,\ntowards maintenance of such houses.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 12 - OUT OF STATION ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(a) Overnight Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>When a Senior Staff is required by his\u002Fher work to spend a night away from\nhis\u002Fher recognized station of employment, he\u002Fshe shall be entitled to an\nout-of-station allowance of Seventy-Five Ghana Cedis (Ghc 75.00) per night up\nto a maximum of ninety (90) days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) An employee who travels outside his normal place of work on day return\ntrip shall be entitled to an amount of Thirty Ghana Cedis (Ghc 30.00) per\nday.\u003C\u002Fp>\n\n\u003Cp>(c) In case of an employee whose boarding and lodging fees are being footed\nby a sponsor, Management shall consider paying out-of-station allowance abated\nby 1\u002F3 as inconvenience allowance.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 13 - ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>1. A senior employee who has completed twelve (12) consecutive calendar\nmonths’ service shall be granted paid annual leave of Thirty-Six (36) working\ndays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2. Employees leaving the Corporation shall be paid any arrears of their\nannual earned leave entitlement.\u003C\u002Fp>\n\n\u003Cp>3. Public holidays, absence from duty due to sickness certified by a\nRegistered Medical Practitioner and pregnancy, as well as confinement shall not\naffect the leave entitlement of a worker.\u003C\u002Fp>\n\n\u003Cp>4. Any period during which a worker is absent from normal duties with the\npermission of the employer on an account of his participation in voluntary\npublic works in the discharge of public duties, the granting of special leave\nwith or without pay, shall not be counted as part of his annual leave.\u003C\u002Fp>\n\n\u003Cp>5. An employee who is recalled from leave shall be paid twenty-five (25%)\nper cent of his\u002Fher basic monthly salary as an inconvenience allowance in\naddition to T&T from the place of recall, and the number of days left added\nto the next annual leave in accordance with the Labour Act.\u003C\u002Fp>\n\n\u003Cp>6. At no time shall an employee’s annual leave be withheld without\nreasonable cause for more than one (1) year.\u003C\u002Fp>\n\n\u003Cp>7. All employees shall be entitled to two (2) days as leave traveling\ndays.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>8. The Corporation shall pay One (1) month’s non refundable basic salary\nto employees when going on leave as leave Tavelling Expenses. However, an\nemployee whose leave would be deferred by Management due to the exigency of\nwork shall enjoy the leave travelling expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 14 - CASUAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>Casual leave not exceeding (10) ten days in any one year may be granted with\npay where the employee has already exhausted his\u002Fher annual leave.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 15 - LEAVE OF ABSENCE FOR UNION ACTIVITY\u003C\u002Fh2>\n\n\u003Cp>Any employee elected as a delegate to any Union activity necessitating leave\nof absence shall be granted such leave with pay. Written notice for such a\nleave giving the length of leave shall be given to the Corporation as far in\nadvance as possible but on no event later than the prior date to the leave and\nits frequency in the year shall be determined on merit of individual cases.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 16 - MEDICAL FACILITIES\u003C\u002Fh2>\n\n\u003Cp>a) For the purpose of this Agreement, the Corporation shall provide medical\nattention for:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>i. An employee, the registered spouse and any four (4) registered children\nnot above the age of Eighteen (18) years.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii. Photographs and particulars of the employee's spouse and children shall\nbe produced by the employee for the purpose of documentation.\u003C\u002Fp>\n\n\u003Cp>b) The Corporation shall pay the cost of medical examination, surgical and\nall other treatment including the cost of drugs prescribed by the Doctor\nincluding boarding and lodging in hospitals.\u003C\u002Fp>\n\n\u003Cp>c) The Corporation shall bear the cost of medicated lens not exceeding Two\nHundred Ghana Cedis (Ghc 200.00) and One Hundred and Fifty Ghana Cedis (Ghc\n150.00) for Frame and Case.\u003C\u002Fp>\n\n\u003Cp>d) All these charges on the Corporation are applicable locally.\u003C\u002Fp>\n\n\u003Cp>e) Where the nature of the ailment of an employee requires the services of a\nHerbalist, the Corporation shall bear the cost of such services provided by\napproved Herbal Clinics.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>f) There shall be a regular free medical check-up for workers once a\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>g) The scheme shall also cover accidents covered by the Third Party or\nEmployee's Liability Insurance.\u003C\u002Fp>\n\n\u003Cp>h) The scheme shall not cover the following:\u003C\u002Fp>\n\n\u003Cp>i. The provision of dentures except where the disability is caused by the\nnature of work and except extraction of tooth\u002Fteeth.\u003C\u002Fp>\n\n\u003Cp>ii. Plastic surgery shall be in the course of employment.\u003C\u002Fp>\n\n\u003Cp>iii. Spouses of employees whose employers operate a similar medical facility\nunless there is proof to the contrary.\u003C\u002Fp>\n\n\u003Cp>i) Obstetrics and Gynaecology - Delivery cost of female employees shall be\nborne by the Corporation. Delivery costs on dependents shall not be borne by\nthe Corporation.\u003C\u002Fp>\n\n\u003Cp>j) The service of the Government Health Centre shall be employed in those\ncentres where one has been appointed except in case of emergency when the\nservice of a registered medical practitioner other than the Corporation’s\ndoctor may be used.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cp>k) The Corporation shall continue with the present medical arrangement for\nall employees and their dependants until the National Health Insurance Scheme\n(NHIS) become fully operational.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 17 - INDUSTRIAL INJURY\u002FDISEASES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>a) Employee who sustains injuries in the course of and out of his employment\nshall be treated in accordance with the Workmen's Compensation Law, 1987, and\nother Legislative Acts in force.\u003C\u002Fp>\n\n\u003Cp>b) Should an employee contract an industrial disease arising out of and in\nthe course of employment, the Corporation shall treat the disease.\u003C\u002Fp>\n\n\u003Cp>c) Incapacitated employees are to be rehabilitated in accordance with the\nLabour regulations.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 18 - MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>a) Where a female employee becomes pregnant, she shall be granted annual\nleave or proportion thereof already earned by her and, in addition, months\nmaternity leave on full pay on the production of a certificate from a\nRegistered Medical Practitioner or Midwife.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>b) Maternity Leave shall be additional to any entitlement to sick leave.\u003C\u002Fp>\n\n\u003Cp>c) On production of Medical Certificate the period of Maternity Leave shall\nbe extended to at least eight weeks where the confinement is abnormal or where\nin the course of confinement, two or more babies are born.\u003C\u002Fp>\n\n\u003Cp>d) Absence from duty arising from pregnancy in excess of the maximum period\ndescribed in (a) and (b) shall be regarded as absence on the grounds of\nill-health and the rule governing sick leave shall apply.\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>e) Maternity Leave shall count for increment.\u003C\u002Fp>\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\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>f) Any employee returning to duty after maternity leave shall be given the\nopportunity after four (4) hours of duty, for the maximum period of six (6)\nmonths, to nurse her baby for two (2) hours each working day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 19 - SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>a) The following rates shall be paid to all employees: First (12) twelve\nmonths, full salary and further (12) twelve months half salary for the\nconsecutive period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b) After this period, Management in consultation with the Union and on the\nadvice of a Medical Officer shall take a decision on the employee concerned.\u003C\u002Fp>\n\n\u003Cp>c) The employee may take any vacation due to him\u002Fher after he\u002Fshe has\nenjoyed his\u002Fher sick leave entitlement where he\u002Fshe is entitled to such\nleave.\u003C\u002Fp>\n\n\u003Cp>d) Application for sick leave shall be accompanied by a certificate from a\ncertified Government Medical Officer, and application for an extension of sick\nleave shall be similarly supported. If in the opinion of the Medical Officer,\nthe employee is incapacitated, the provision of Section (25) (b) of the Social\nSecurity Act shall apply in addition to any other entitlement or payment due to\nthe employee.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 20 - DISCIPLINE (POLICY AND PROCEDURE)\u003C\u002Fh2>\n\n\u003Cp>a) Every employee shall conform to and abide by the provisions of this\nAgreement and shall comply with, obey all orders and directions which may from\ntime to time be given to him\u002Fher by any person or persons under whose\njurisdiction, supervision or control he\u002Fshe may be placed.\u003C\u002Fp>\n\n\u003Cp>b) Every employee shall serve the employer, truthfully, faithfully and shall\nmaintain the strictest secrecy regarding and at such places as he\u002Fshe may from\ntime to time be directed by the employer.\u003C\u002Fp>\n\n\u003Cp>c)Every employee shall:\u003C\u002Fp>\n\n\u003Cp>i. Do his\u002Fher job with the greatest possible efficiency, care and attention\nat such time and place as directed and subject to such conditions as laid down\nby the employer.\u003C\u002Fp>\n\n\u003Cp>ii. Behave with propriety and maintain an exemplary standard of conduct.\u003C\u002Fp>\n\n\u003Cp>iii. Refrain from any action which may endanger his\u002Fher own safety, the\nsafety of his\u002Fher work-mates or other people.\u003C\u002Fp>\n\n\u003Cp>d) Where the services of any employee have not proved satisfactory or where\nan employee commits an offence which does not merit summary dismissal, he\u002Fshe\nmay be given written warning. For a first offence however, the employee shall\nbe warned verbally in the presence of an executive member of the Union.\u003C\u002Fp>\n\n\u003Cp>e) Before a warning letter is given, the employee shall be permitted to\nstate to Management his\u002Fher answer to offence or short-comings which have been\nleveled against him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>f) After three (3) warnings have been given in writing a fourth offence or\ncontinued unsatisfactory service within a period of twelve consecutive months\nshall give the Management the right to terminate the employment of the employee\nconcerned.\u003C\u002Fp>\n\n\u003Cp>g) The Union shall be served with copies of all warning letters. For the\npurposes of this section, a warning letter shall cease to have effect after\ntwelve (12) months, and shall therefore be endorsed \"null and void\" and kept in\nhis\u002Fher file.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 21 - TERMINATION OF SERVICES AND RESIGNATION\u003C\u002Fh2>\n\n\u003Cp>a) An employee whose services are terminated or who is asked to resign as a\nresult of committing a breach of any provision warranting in this Agreement\nshall be given due notice as contained in the sub-section (b) or pay a sum\nequivalent to his salary for the period under the said Section.\u003C\u002Fp>\n\n\u003Cp>b) Notice of termination of appointment or resignation shall be in writing\none (1) full calendar month in advance, for all senior staff.\u003C\u002Fp>\n\n\u003Cp>c) Any employee suspected of cases involving dishonesty, fraud, proven\ndrunkenness, smoking in a prohibited area, willful refusal to obey a legitimate\nand reasonable instruction, stealing and proven gross misconduct, shall be\ngiven a maximum period of up to seventy-two (72) hours to defend him\u002Fherself\nbefore a Committee of Inquiry.\u003C\u002Fp>\n\n\u003Cp>d) The following alternative penalties for any of the above offences may be\nrecommended at the discretion of the committee:\u003C\u002Fp>\n\n\u003Cp>i. Termination with an entitlement to which he\u002Fshe may be eligible.\u003C\u002Fp>\n\n\u003Cp>ii. Reduction in rank, that is, removal to immediate grade on the\ncorresponding notch.\u003C\u002Fp>\n\n\u003Cp>iii. Being asked to resign with full benefits.\u003C\u002Fp>\n\n\u003Cp>e) In all cases, the employee shall be heard and be given the right to\nappeal to Management, Board or Sector Ministry.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 22 - INTERDICTION\u002FSUSPENSION\u003C\u002Fh2>\n\n\u003Cp>a) If any employee is suspected of being guilty of any offence which would\njustify summary dismissal, Management may interdict the employee from duty\nwhile further investigations are carried out. During the period of\ninterdiction, the employee shall be entitled to be paid at the rate of half of\nhis\u002Fher basic salary. If he\u002Fshe is not guilty of the offence, the employee\nshall be entitled to be paid his\u002Fher full salary and shall be reinstated in\nhis\u002Fher employment. However, if his\u002Fher guilt is established, dismissal shall\nbe effected from the date of interdiction.\u003C\u002Fp>\n\n\u003Cp>b) No employee shall, however remain interdicted for a period exceeding\nthree (3) months, except where the case is with the police\u002Fcourts otherwise\nhe\u002Fshe shall be paid full salary pending final determination of the case.\u003C\u002Fp>\n\n\u003Cp>c) For offence which may not merit summary dismissal the employee may be\nsuspended for a period not exceeding (14) days. In case of suspension no salary\nshall be paid for the period.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 23 - SUMMARY DISMISSAL\u003C\u002Fh2>\n\n\u003Cp>a) Summary dismissal may be effected by the Corporation, for sufficient,\njust and reasonable cause involving dishonesty, fraud, proven drunkenness,\nsmoking in a prohibited area, wilful refusal to obey a legitimate and\nreasonable instruction, stealing and proven gross misconduct.\u003C\u002Fp>\n\n\u003Cp>b) All employees involved in dismissal shall be given the right to\nappeal.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 24 - REDUNDANCY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>a) Where for one reason or another the Corporation is compelled to declare\nany number of the employees redundant, the employer shall give the Union three\n(3) calendar months' notice in advance of final action being taken.\u003C\u002Fp>\n\n\u003Cp>b) When such occasions arise, the principles of (first-in-last-out) shall\napply. That is new employees or those with less service in the Corporation must\nbe laid off first. The Union must be consulted first and must see to it that\njustice is done.\u003C\u002Fp>\n\n\u003Cp>c) Should the Corporation find it necessary to fill vacancies in particular\ngrades within eighteen (18) months of discharging employees of similar grade on\ngrounds of redundancy the Corporation shall fill such vacancy with redundant\nemployees.\u003C\u002Fp>\n\n\u003Cp>d) Benefits to be paid shall be negotiated for between Management and Union\nat the time of Redundancy but the package should be an improvement over the\nlast one.\u003C\u002Fp>\n\n\u003Cp>e) In these cases, where the Corporation wishes to retain the services of a\nless senior person because his\u002Fher merit or ability is greater than those\nemployees with longer services, the Union may be consulted. Where it becomes\nnecessary to re-engage the services of a redundant employee, such employee\nshall be placed on a salary grade which is one step below his\u002Fher former\ngrade.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 25 - RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>a) An employee who reaches the age of superannuation shall retire or be\nretired. However, the retiring age for both males and females shall be 60 years\nand subject to any constitutional amendment.\u003C\u002Fp>\n\n\u003Cp>b) Any employee leaving the Corporation either on voluntary or compulsory\nretirement shall receive all his entitlements under this Agreement.\u003C\u002Fp>\n\n\u003Cp>c) One month's notice or payment in lieu of notice shall be given by an\nemployee in the case of voluntary retirement.\u003C\u002Fp>\n\n\u003Cp>d) Where it becomes necessary to re-engage the services of a retired\nemployee, such employee shall be placed on a salary grade which is one step\nbelow his\u002Fher former grade.\u003C\u002Fp>\n\n\u003Cp>Early Retirement\u003C\u002Fp>\n\n\u003Cp>e) An employee can take voluntary retirement without benefit after 45\nyears.\u003C\u002Fp>\n\n\u003Cp>f) An employee who is above (56) years may apply to proceed on early\nretirement and upon approval by Management, in consultation with the Union,\nshall be paid (50%) fifty per cent of his\u002Fher salaries for the remaining\nservice years as retirement benefit.\u003C\u002Fp>\n\n\u003Cp>g) An Employee who goes on compulsory retirement at the age of 60 or\nvoluntary retirement at the age of 55 years shall access the Corporation’s\nhealth facility for Two (2) years until the National Health Insurance Scheme\nbecomes fully operational.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 26 - TOOLS ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>a) Employees who are required to provide their own set of tools shall be\npaid monthly allowance as follows:\u003C\u002Fp>\n\n\u003Cp>Cameramen\u002Fwomen - .Ghc 50.00 \u003C\u002Fp>\n\n\u003Cp>Laptop\u002FComputer- .....Ghc 40.00\u003C\u002Fp>\n\n\u003Cp>All others- ..................Ghc 30.00\u003C\u002Fp>\n\n\u003Cp>b) Renewal of Drivers’ License\u003C\u002Fp>\n\n\u003Cp>i. The Corporation shall pay the cost of renewal of license for all\nDrivers.\u003C\u002Fp>\n\n\u003Cp>ii. Drivers of Corporation vehicles who get involved in accidents shall be\ngiven legal assistance in the preliminary stage to establish the extent of\ntheir responsibilities in the act.\u003C\u002Fp>\n\n\u003Cp>iii. Where it is established that a driver is guilty of the offence he shall\nrefund all legal expenses to the Corporation.\u003C\u002Fp>\n\n\u003Cp>iv. Drivers with (3) three years’ continuous accident free driving shall\nbe given a recognition. The nature of recognition shall be discussed with the\nUnion.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 27 - DUTY ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>a)Senior Staff who are required to work for more than (3) hours daily shall\nbe given 25% of their basic salary as Duty Allowance.\u003C\u002Fp>\n\n\u003Cp>b) Bilingual Journalists and Secretaries shall receive 20% of their basic\nsalaries as allowances.\u003C\u002Fp>\n\n\u003Cp>c) Senior Staff who are required to work in the night, such as Circulation,\nWeb, and other related operations shall be entitled to 10% of their basic\nsalary as Night Allowance.\u003C\u002Fp>\n\n\u003Cp>d) All journalists shall receive 10% of their basic salaries as Journalist\nAllowances in lieu of unsocial working hours.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 28 - GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>Step 1: In event of any grievance, the employee shall, as a first step take\nthe matter up with his\u002Fher immediate Supervisor. If he\u002Fshe does not obtain\nsatisfaction he\u002Fshe may ask for his\u002Fher Professional and Managerial Staff Union\n(PMSU) Secretary to present his\u002Fher case.\u003C\u002Fp>\n\n\u003Cp>Step 2: If the matter remains unresolved, the Professional and Managerial\nStaff Union (PMSU) Secretary will take the matter with the Sectional Manager,\nif no progress is made at this stage, the Professional and Managerial Staff\nUnion (PMSU) Secretary shall take the matter up with the Personnel Manager.\u003C\u002Fp>\n\n\u003Cp>Step 3: If the matter remains unresolved, the Professional and Managerial\nStaff Union (PMSU) Secretary will inform the Regional Industrial Relations\nOfficer of the Union who will arrange to meet Management and endeavour to\nsettle the issue.\u003C\u002Fp>\n\n\u003Cp>Step 4: If after Step 3 above and the matter still remains unresolved the\nProfessional and Managerial Staff Union (PMSU) shall summon the Standing\nNegotiating Committee to meet in an endeavour to reach agreement.\u003C\u002Fp>\n\n\u003Cp>Step 5: If the Committee fails to resolve the matter, either party shall\nproceed constitutionally by reporting the dispute to the National Labour\nCommission in accordance with the Labour Act 651 of 2003.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 29 - ANNUAL BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>a) End of Year Bonus - Fifteen percent (15%) of employee's annual salary\nshall be given as bonus. Employees with six months’ services and above are\nentitled to this benefit.\u003C\u002Fp>\n\n\u003Cp>b) Bonus shall be paid from the Corporation's profit for the year. Benefit\nto be paid shall be negotiated between Management and Union at the time of\npayment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-extrapayfirmperformance\">\u003Cp>c) Incentive Bonus to be granted to employee with extra ordinary good\nperformances. A committee of Management and Professional and Managerial Staff\nUnion (PMSU) should determine the criteria.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 30 - ABSENCE FROM DUTY\u003C\u002Fh2>\n\n\u003Cp>a) Absence from duty without reasonable cause is an offence. No employee\ncovered by this Agreement shall absent himself\u002Fherself from his\u002Fher duties\nwithout having first obtained permission from Management or any other person\nauthorized to grant him\u002Fher such leave of absence.\u003C\u002Fp>\n\n\u003Cp>b) Any employee so absenting himself\u002Fherself makes him\u002Fherself liable to be\neither warned or deprived of his\u002Fher salary for the period of his\u002Fher absence\nunless he\u002Fshe can give reasonable explanation.\u003C\u002Fp>\n\n\u003Cp>c) Any employee who is absent without permission for ten (10) consecutive\nworking days, shall be regarded as having vacated his\u002Fher post without\nnotice.\u003C\u002Fp>\n\n\u003Cp>d) Any employee may be dismissed after due warnings for habitually absenting\nhimself\u002Fherself from work without permission.\u003C\u002Fp>\n\n\u003Cp>e) An employee who is regarded to have vacated his\u002Fher post may appeal to\nManagement, and if Management is satisfied that unavoidable circumstance\nprevented him\u002Fher from returning to duty or notifying his\u002Fher absence, it may\nat its discretion re-instate him\u002Fher in the service.\u003C\u002Fp>\n\n\u003Cp>f) An employee who absents himself\u002Fherself from duty on grounds of ill-\nhealth without being certified by the Corporation's Doctor or by a registered\nmedical practitioner to be unfit for duty is liable, to be regarded as absent\nwithout permission.\u003C\u002Fp>\n\n\u003Cp>g) No employee may leave his\u002Fher place of work during normal working hours\nwithout permission. Any employee who commits such an offence shall be warned\nverbally on the first occasion. On subsequent occasions, appropriate warning\nletter shall be put on his\u002Fher personal record with copy to the Professional\nand Managerial Staff Union.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 31 - CLOTHING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>a) Employer shall provide uniforms or special working clothing to the\nfollowing categories of workers who shall be required to wear them regularly to\nwork:\u003C\u002Fp>\n\n\u003Cp>i. Drivers\u003C\u002Fp>\n\n\u003Cp>ii. Female Staff\u003C\u002Fp>\n\n\u003Cp>iii. Technical Personnel\u003C\u002Fp>\n\n\u003Cp>iv. Security Officers\u003C\u002Fp>\n\n\u003Cp>v. Canteen Staff\u003C\u002Fp>\n\n\u003Cp>vi. Friday wear\u003C\u002Fp>\n\n\u003Cp>- Two (2) free issues every other year\u003C\u002Fp>\n\n\u003Cp>- Two (2) free issues every other year\u003C\u002Fp>\n\n\u003Cp>- Two (2) free issues every other year\u003C\u002Fp>\n\n\u003Cp>- Two (2) free issues every other year\u003C\u002Fp>\n\n\u003Cp>- Corporation’s design African print to all staff every other year.\u003C\u002Fp>\n\n\u003Cp>b) Employees who are provided with uniforms shall be responsible for the\nmaintenance of the uniforms in good condition.\u003C\u002Fp>\n\n\u003Cp>c) Male\u002FFemale employees who are not provided with clothing shall be paid\nOne Hundred and Sixty Ghana Cedis (Ghc 160) every year.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 32 - PROTECTIVE CLOTHING\u002FEQUIPMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Where the nature of the work required the use of protective clothing and\nappliances in accordance with Factories, Offices and Shops Act 1970, such\nsuitable gloves, footwear, goggles and head covering shall be provided and\nmaintained by the Corporation. Where the employee refuses to use such clothing,\nthe offence shall be treated as misconduct and dealt with accordingly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 33 - CANTEEN FACILITIES\u003C\u002Fh2>\n\n\u003Cp>The Corporation shall provide facilities for Canteen for its employees. A\nCanteen Committee shall be set up to advice Management on the efficient running\nof the Canteen. The Committee's report shall be considered.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 34 - NEXT OF KIN\u003C\u002Fh2>\n\n\u003Cp>After the signing of this Agreement employees may nominate their next of kin\nto the Corporation. The Corporation shall pay all benefits so accrued to the\nemployee at the time of death to such next of kin.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 35 - FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>In the event of the death of a regular employee of the Corporation the\nfollowing . donation shall be made to his\u002Fher beneficiaries:\u003C\u002Fp>\n\n\u003Cp>(a) Death of a Regular Employee\u003C\u002Fp>\n\n\u003Cp>i. Transport to convey deceased,\u003C\u002Fp>\n\n\u003Cp>ii. Transport to convey staff sympathizers,\u003C\u002Fp>\n\n\u003Cp>iii. Mortuary fee up to two weeks shall be borne by the Corporation,\u003C\u002Fp>\n\n\u003Cp>iv. All-inclusive allowance of Two Thousand, Five Hundred Ghana Cedis (Ghc\n2,500), in lieu of coffin, donation, drinks etc.\u003C\u002Fp>\n\n\u003Cp>(a) Death of a Registered Dependent:\u003C\u002Fp>\n\n\u003Cp>(i) Mother\u002FFather - Cash donation of Five Hundred Ghana Cedis (Ghc 500)\u003C\u002Fp>\n\n\u003Cp>Cash donation of One Thousand, One Hundred Ghana Cedis (Ghc 1,100)\u003C\u002Fp>\n\n\u003Cp>(iii) Transport to convey staff sympathizers\u003C\u002Fp>\n\n\u003Cp>Upon the death of either (a) or (b) above, the Corporation shall undertake\nto:\u003C\u002Fp>\n\n\u003Cp>i. Publish free of charge, (1\u002F4) page funeral announcement of the deceased\nin the Corporation's newspaper on two (2) occasions.\u003C\u002Fp>\n\n\u003Cp>ii. Print free of charge one hundred and fifty (150) copies of funeral\nprogramme and twenty-five (25) obituary posters or pay Ghc 250 cash in lieu of\nfuneral programmes.\u003C\u002Fp>\n\n\u003Cp>(b) Death of a retired employee:-\u003C\u002Fp>\n\n\u003Cp>i. Transport to convey staff sympathizers,\u003C\u002Fp>\n\n\u003Cp>ii. Four Hundred Ghana Cedis (Ghc 400) cash donation,\u003C\u002Fp>\n\n\u003Cp>iii. Free (1\u002F4) page obituary publication in any of the Corporation’s\nnewspapers once only.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 36 - LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>Employees who have served the Corporation continuously for ten (10) years\nand above shall be entitled to the following Long Service Awards in addition to\na certificate:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Number of Years Served\u003C\u002Ftd>\n      \u003Ctd>Gift (s)\u003C\u002Ftd>\n      \u003Ctd>Cash Ghc\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ten (10) \u003C\u002Ftd>\n      \u003Ctd>Microwave Oven 21”\u003C\u002Ftd>\n      \u003Ctd>400\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Fifteen (15) \u003C\u002Ftd>\n      \u003Ctd>Colour Television \u003C\u002Ftd>\n      \u003Ctd>500\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Twenty (20)\u003C\u002Ftd>\n      \u003Ctd>Table-top Refrigerator\u003C\u002Ftd>\n      \u003Ctd>600\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Twenty-five (25)\u003C\u002Ftd>\n      \u003Ctd>Four-burner Gas Cooker\n\n        \u003Cp>With Oven and Grill\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>700\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Thirty (30)\u003C\u002Ftd>\n      \u003Ctd>Double-door Refrigerator\u003C\u002Ftd>\n      \u003Ctd>800\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Thirty-five (35)\u003C\u002Ftd>\n      \u003Ctd>Deep Freezer\u003C\u002Ftd>\n      \u003Ctd>900\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Forty (40)\u003C\u002Ftd>\n      \u003Ctd>Room Furniture plus 21”\n\n        \u003Cp>Colour Television\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 37 -'TRANSFER AND TRANSFER ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>a) In the case of permanent transfer, an employee shall as far as possible\nbe notified in writing 30 days before the date of departure to the new station.\nIn case of shorter notice, an employee shall be paid an allowance of one month\nsalary in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>b) The Corporation shall give every possible assistance to the employee so\ntransferred to obtain accommodation. Failing that the employee will be paid\nout-of-station allowance for 60 days.\u003C\u002Fp>\n\n\u003Cp>c) The Corporation shall provide transport for the employee transferred\ntogether with his\u002Fher family or actual cost of transportation involved shall be\npaid by the Corporation. For the purpose of this Section, an employee's family\nwill be himself, his wife, his children under 18 years of age and his\u002Fher\nhouseboy or maidservant.\u003C\u002Fp>\n\n\u003Cp>d) The Corporation shall pay the employee so transferred One Thousand, One\nHundred Ghana Cedis (Ghc 1,100) as Transfer Allowance.\u003C\u002Fp>\n\n\u003Cp>e)Married female employees could be transferred, but only when absolutely\nnecessary.\u003C\u002Fp>\n\n\u003Cp>f) A staff on temporary transfer for a period of three (3) months shall be\ndeemed permanent and all benefits under permanent transfer paid to such an\nemployee.\u003C\u002Fp>\n\n\u003Cp>g) All transfer fees shall be paid in full before the employee proceeds on\ntransfer and as far as practicable be done before the beginning of the academic\nyear. However, in emergency transfers, the full payment is to be made not later\nthan two (2) weeks after assumption at the new station.\u003C\u002Fp>\n\n\u003Cp>h) Where an employee applies for transfer outside his\u002Fher station the\ntransfer shall be granted subject to availability of vacancy at the new\nstation.\u003C\u002Fp>\n\n\u003Cp>i) Voluntary transfers shall not attract payment of Transfer Allowance and\nPer Diem Allowance.\u003C\u002Fp>\n\n\u003Cp>j) On no occasion shall a Professional and Managerial Staff Union Executive\nbe permanently transferred.\u003C\u002Fp>\n\n\u003Cp>k) An employee after serving a minimum of five (5) years at a station may\napply for transfer outside his\u002Fher station with full benefits subject to the\navailability of vacancy.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 38 - INSURANCE SCHEME\u003C\u002Fh2>\n\n\u003Cp>a)The employer shall take a Group Insurance Cover for all its employees.\u003C\u002Fp>\n\n\u003Cp>b)Legal assistance to the Corporation's drivers shall be considered upon\napplication. If the fault is from the driver, he shall be surcharged with the\nlegal expenses.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 39 - REPATRIATION\u003C\u002Fh2>\n\n\u003Cp>a) On leaving the service of the Corporation other than by summary dismissal\nor resignation, the Corporation shall pay the fares for the employee and his\nfamily and the cost of transportation of the employee's personal effects from\nhis\u002Fher last station in which he \u002Fshe was first engaged or his hometown in\nGhana.\u003C\u002Fp>\n\n\u003Cp>b) In the case of retirement and invalidation, the employee shall be\nrepatriated to his \u002F her hometown in Ghana.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 40 - INDIVIDUAL CONTRACT\u003C\u002Fh2>\n\n\u003Cp>No employee covered by the Agreement shall be compelled or allowed to enter\ninto a Contract or Agreement with the Corporation concerning the conditions of\nemployment, wages and salaries as dealt with in this Agreement or shall be\nallowed to be bonded in any sum to any part without prior approval of the\nUnion.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 41 - RECREATIONAL FACILITIES\u003C\u002Fh2>\n\n\u003Cp>a)The Corporation shall provide facilities for sports and culture for the\nworkers. Provision of a Club House shall be undertaken when funds are\navailable.\u003C\u002Fp>\n\n\u003Cp>b)A library shall be provided by the Corporation to enable employees to\nbroaden their outlook.\u003C\u002Fp>\n\n\u003Cp>c)Management shall endeavour to provide a House Magazine to the staff of the\nCorporation.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 42 - TRANSPORT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>a) An employee covered by this Agreement shall be entitled to transport from\nagreed points in Accra to the place of work and vice-versa. Where this is\nprovided, appropriate transport fares will be charged by the Corporation.\u003C\u002Fp>\n\n\u003Cp>b) Where the Employer considers it necessary for an employee to own personal\ntransportation for the efficient discharge of his\u002Fher duties, appropriate\nmonthly maintenance and mileage allowance or approved duty travel allowance\nshall be paid to the employee. Such allowance shall not fall below Government\nrates.\u003C\u002Fp>\n\n\u003Cp>c) Maintenance allowance shall be enjoyed by employees who are on course\nsponsored by the employer locally. An employee on annual leave shall be\nentitled to normal rate of vehicle maintenance allowance.\u003C\u002Fp>\n\n\u003Cp>d) Fuel Allocation for Professional and Managerial Staff Union (PMSU)\nmembers with vehicles shall be Forty (40) litres per week. Motorbikes shall be\nprovided with Twenty (20) litres per week. Employees on leave shall be entitled\nto fifty per cent (50% of their fuel allocation.\u003C\u002Fp>\n\n\u003Cp>e) Maintenance Allowance shall be paid monthly as follows:\u003C\u002Fp>\n\n\u003Cp>(i) Motor Vehicle - One Hundred and Seventy Ghana Cedis (GHc170)\u003C\u002Fp>\n\n\u003Cp>(ii) Motor Cycle - Eighty Ghana Cedis (Ghc 80)\u003C\u002Fp>\n\n\u003Cp>(iii) Bicycle- Thirty Ghana Cedis (Ghc30)\u003C\u002Fp>\n\n\u003Cp>f) The Corporation shall suspend payment of Maintenance Allowance in respect\nof Motor Cycle under prolonged repairs as follows:\u003C\u002Fp>\n\n\u003Cp>Motor Vehicle - Three (3) months\u003C\u002Fp>\n\n\u003Cp>Motor Cycle- One (1) month\u003C\u002Fp>\n\n\u003Cp>a) The Corporation shall suspend payment of Maintenance Allowance in respect\nof Motor Cycle under prolonged repairs as follows:\u003C\u002Fp>\n\n\u003Cp>Motor Vehicle - Three (3) months Motor Cycle- One (1) month\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Transport Refund\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>If an employee is required to work on Saturdays, Sundays, and Public\nHolidays he\u002Fshe shall be entitled to Eighteen Ghana Cedis (Ghc 18.00) per day\nas 'transport and Travelling (T&T) expenses. This shall be across-board\nwhether one owns a means of transport. Employees who attend work on public\nholidays shall be paid food allowance of (Ghc 8.00) Eight Ghana Cedis.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 43 - PRIVATE EARNINGS\u003C\u002Fh2>\n\n\u003Cp>No employee shall engage in any business which is competitive to the one\nthat the Corporation undertakes.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 44 - SUBSISTENCE ALLOWANCE FOR APPROVED\nCONFERENCES\u002FCOURSES\u002FSEMINARS\u002FBUSINESS TOURS\u003C\u002Fh2>\n\n\u003Cp>a) Approved all inclusive per diem\u002FOverseas Allowance for delegates and\nemployees shall be paid in accordance with current Government approved\nrates.\u003C\u002Fp>\n\n\u003Cp>b) Employees proceedings on courses and conferences shall be paid outfit\nallowance once every three (3) years as approved by the Government.\u003C\u002Fp>\n\n\u003Cp>c) An employee who is sponsored on an approved trip abroad by an\nOrganization other than the employer shall be entitled to an abated subsistence\nallowance. Allowance for fully sponsored trips shall be abated by 2\u002F3 whilst\npartly sponsored trips shall be abated by 1\u002F3.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 45 - CREDIT UNION\u003C\u002Fh2>\n\n\u003Cp>The Corporation shall have a Credit Union to be managed by a Committee.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>The Corporation shall institute a Provident Fund scheme to cover all\npermanent employees.\u003C\u002Fp>\n\n\u003Cp>Monthly contributions at the rate of 5% by the employees and 5% by the\nemployer shall be paid to the Fund on or before the 15th day of the ensuing\nmonth.\u003C\u002Fp>\n\n\u003Cp>The scheme shall be invested in an interest yielding venture and\nadministered by a Board of Trustees comprising Management, Professional and\nManagerial Staff Union (PMSU) and the Local Union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ARTICLE 47 - END OF SERVICE BENEFIT (ESB)\u003C\u002Fh2>\n\n\u003Cp>Employees who leave the service of the Corporation on grounds of Retirement,\nIII health, Termination or Death shall be paid End of Service Benefit:-\u003C\u002Fp>\n\n\u003Cp>a) Retirement:\u003C\u002Fp>\n\n\u003Cp>- Ill health} 5-10 yrs - 12 months salary\u003C\u002Fp>\n\n\u003Cp>- Voluntary Retirement} 10 - (plus) - 15 yrs - 18 months salary\u003C\u002Fp>\n\n\u003Cp>- Compulsory Retirement} 15 - (plus) - 25 yrs - 20\u003C\u002Fp>\n\n\u003Cp>25 - (plus) - 35 yrs - 22 “ “\u003C\u002Fp>\n\n\u003Cp>35 yrs and above - 24 “ “\u003C\u002Fp>\n\n\u003Cp>An Employee who goes on compulsory retirement at the age of 60 or voluntary\nretirement at the age of 55 years shall access the Corporation’s health\nfacility for Two (2) years until the National Health Insurance Scheme becomes\nfully operational.\u003C\u002Fp>\n\n\u003Cp>b) Death - In the event of an employee’s death the next of kin shall\nreceive (12) months basic salary.\u003C\u002Fp>\n\n\u003Cp>c) Termination of Appointment - All employees shall be paid (6) six months\nbasic salary as End of Service Benefit except on grounds of misconduct.\u003C\u002Fp>\n\n\u003Cp>d) Resignation - Any employee who resigns from the Corporation shall not be\npaid End of Service Benefit.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 48 - RISK ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>All employees shall receive 10% of their monthly basic salary as risk\nallowance\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 49 - RESPONSIBILITIES OF PARTIES TO THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>Nothing in this agreement shall worsen the salaries\u002Fwages and the existing\nterms and Conditions of Service. If the interpretation of any part of this\nAgreement is in dispute and the dispute cannot be solved by the Standing\nNegotiating Committee, the item shall be treated in accordance with the\nAppropriate Section of the Constitution of the Committee.\u003C\u002Fp>\n\n\u003Ch2>ARTICLE 50 - DEFINITIONS\u003C\u002Fh2>\n\n\u003Cp>In this Agreement, unless the context otherwise required:\u003C\u002Fp>\n\n\u003Cp>1. \" Managing Director\" means the MD of the Corporation or in his absence on\nleave, sick leave, etc, any executive member appointed by him to deputize for\nhim.\u003C\u002Fp>\n\n\u003Cp>2. \"Corporation\" means the New Times Corporation as established by Law and\nincludes all the Regional Offices with the name NTC.\u003C\u002Fp>\n\n\u003Cp>3. “ Employee\" means a member of the Corporation's staff who is a member\nof the Union but excludes Temporary, Casual, Contract, National Service and\nVacation Workers.\u003C\u002Fp>\n\n\u003Cp>4. \" Employer\" means the New Times Corporation.\u003C\u002Fp>\n\n\u003Cp>5. \" Family\" means an employee's registered spouse and children under 18\nyears who are duly registered with the Corporation.\u003C\u002Fp>\n\n\u003Cp>6. \" Dependant\" means an employee's registered spouse, child, mother or\nfather.\u003C\u002Fp>\n\n\u003Cp>7. \" Management\" includes the management, Heads of the various departments\nand any other person having the authority to act on behalf of the Managing\nDirector.\u003C\u002Fp>\n\n\u003Cp>8. \" Salary\" means substantive consolidated salary and does not include\nallowance, such as acting, Vehicle Maintenance Allowance.\u003C\u002Fp>\n\n\u003Cp>9. \"Working Day\" means any working day excluding Saturdays, Sundays, and\nStatutory Public Holidays provided this does not apply to shift workers,\nEditorial, Technical Services and News Production Staff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of:\u003C\u002Fp>\n\n\u003Cp>NEW TIMES CORPORATION\u003C\u002Fp>\n\n\u003Cp>Mr KOFI ASUMAN \u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of:\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL AND COMMERCIAL WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>Mr SAMUEL LARNYOH\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"maternityexcludedtrigger":44,"disabilitypay":48,"hourspday_select":52,"maxsicknesspayperc":56,"contracttrialperiod":60,"extrapayfirmperformance":64,"maternity_nursing_breaks_length":68,"ONCERISE_trigger":72,"maternity_nursing_breaks_duration":76,"dayspweek":78,"hourspweek_select":82,"equalitydifferenttrigger":84,"SENIOR_trigger":86,"STRUCINCR_trigger":90,"nursingmothers":94,"hourspday":96,"funeralpay":98,"trainingfund":102,"paidmaternityleaveduration":106,"maternityotherclause":110,"paidmaternityleavepayperc":114,"pensionfund":116,"holidaysdays":120,"holidaysweeks":124,"nursingexcludedtrigger":126,"healthcareaccess":128,"healthinsurancerelatives":132,"COMMUTE_trigger":136,"SUNDAY_trigger":140,"trainingprogrammes":144,"healthandsafetypolicy":146,"hourspweek":150,"contracttrial":152,"sicknesspay":154,"equalityexcludedtrigger":156,"dayspweek_select":158,"paidmaternityleaveall":160,"SCHEDULE_trigger":162,"schedulesrestpw":164,"sicknessmaxdaysnr":166,"NOCTPREM_trigger":168,"childcareexcludedtrigger":172,"healthcareaccessrelatives":174,"hivpolicy":176,"paidmaternityleavepay":180,"sicknessmaxdays":182,"paidmaternityleave":184,"contractseverancepay":187,"ANNLEAVE_trigger":191},{"bindId":45,"name":46,"text":47},"maternityexcludedtrigger","j) This provision does not apply to temp","j) This provision does not apply to temporary workers.",{"bindId":49,"name":50,"text":51},"disabilitypay","a) Employee who sustains injuries in the","a) Employee who sustains injuries in the course of and out of his employment\nshall be treated in accordance with the Workmen's Compensation Law, 1987, and\nother Legislative Acts in force.\n\nb) Should an employee contract an industrial disease arising out of and in\nthe course of employment, the Corporation shall treat the disease.\n\nc) Incapacitated employees are to be rehabilitated in accordance with the\nLabour regulations.",{"bindId":53,"name":54,"text":55},"hourspday_select","a) The standard working hours for basic ","a) The standard working hours for basic pay shall not exceed Eight (8) hours\nper day or Forty (40) hours per week.",{"bindId":57,"name":58,"text":59},"maxsicknesspayperc","a) The following rates shall be paid to ","a) The following rates shall be paid to all employees: First (12) twelve\nmonths, full salary and further (12) twelve months half salary for the\nconsecutive period.",{"bindId":61,"name":62,"text":63},"contracttrialperiod","f) The probation period may be extended ","f) The probation period may be extended but in no case shall it exceed three\n(3) months. On expiry of the probation period, the employee is not notify\nhe\u002Fshe shall be deemed to have been confirmed.",{"bindId":65,"name":66,"text":67},"extrapayfirmperformance","c) Incentive Bonus to be granted to empl","c) Incentive Bonus to be granted to employee with extra ordinary good\nperformances. A committee of Management and Professional and Managerial Staff\nUnion (PMSU) should determine the criteria.",{"bindId":69,"name":70,"text":71},"maternity_nursing_breaks_length","f) Any employee returning to duty after ","f) Any employee returning to duty after maternity leave shall be given the\nopportunity after four (4) hours of duty, for the maximum period of six (6)\nmonths, to nurse her baby for two (2) hours each working day.",{"bindId":73,"name":74,"text":75},"ONCERISE_trigger","a) End of Year Bonus - Fifteen percent (","a) End of Year Bonus - Fifteen percent (15%) of employee's annual salary\nshall be given as bonus. Employees with six months’ services and above are\nentitled to this benefit.\n\nb) Bonus shall be paid from the Corporation's profit for the year. Benefit\nto be paid shall be negotiated between Management and Union at the time of\npayment.\n\nc) Incentive Bonus to be granted to employee with extra ordinary good\nperformances. A committee of Management and Professional and Managerial Staff\nUnion (PMSU) should determine the criteria.",{"bindId":77,"name":70,"text":71},"maternity_nursing_breaks_duration",{"bindId":79,"name":80,"text":81},"dayspweek","5 - Day Week (Monday to Friday) Morning-","5 - Day Week (Monday to Friday)\n\nMorning- ......8.00am - 12.30pm.\n\nAfternoon-.......1.30pm- 5.00pm.",{"bindId":83,"name":54,"text":55},"hourspweek_select",{"bindId":85,"name":46,"text":47},"equalitydifferenttrigger",{"bindId":87,"name":88,"text":89},"SENIOR_trigger","Employees who have served the Corporatio","Employees who have served the Corporation continuously for ten (10) years\nand above shall be entitled to the following Long Service Awards in addition to\na certificate:\n\n\n  \n  \n  \n  \n  \n    \n      Number of Years Served\n      Gift (s)\n      Cash Ghc\n    \n    \n      Ten (10) \n      Microwave Oven 21”\n      400\n    \n    \n      Fifteen (15) \n      Colour Television \n      500\n    \n    \n      Twenty (20)\n      Table-top Refrigerator\n      600\n    \n    \n      Twenty-five (25)\n      Four-burner Gas Cooker\n\n        With Oven and Grill\n      \n      700\n    \n    \n      Thirty (30)\n      Double-door Refrigerator\n      800\n    \n    \n      Thirty-five (35)\n      Deep Freezer\n      900\n    \n    \n      Forty (40)\n      Room Furniture plus 21”\n\n        Colour Television\n\n        \n      \n      1,000\n    \n  \n",{"bindId":91,"name":92,"text":93},"STRUCINCR_trigger","a) The Corporation shall establish 1st J","a) The Corporation shall establish 1st January as annual increment date\nprovided the employee has not been advised in writing one (1) month before that\ndate that his or her increment is being withheld because of unsatisfactory work\nand\u002For misconduct.\n\nb) Any employee who has completed Nine (9) months continuous service at the\nend of his\u002Fher anniversary shall be eligible for the annual salary increment in\naccordance with Clause (a) above.",{"bindId":95,"name":70,"text":71},"nursingmothers",{"bindId":97,"name":54,"text":55},"hourspday",{"bindId":99,"name":100,"text":101},"funeralpay","In the event of the death of a regular e","In the event of the death of a regular employee of the Corporation the\nfollowing . donation shall be made to his\u002Fher beneficiaries:\n\n(a) Death of a Regular Employee\n\ni. Transport to convey deceased,\n\nii. Transport to convey staff sympathizers,\n\niii. Mortuary fee up to two weeks shall be borne by the Corporation,\n\niv. All-inclusive allowance of Two Thousand, Five Hundred Ghana Cedis (Ghc\n2,500), in lieu of coffin, donation, drinks etc.\n\n(a) Death of a Registered Dependent:\n\n(i) Mother\u002FFather - Cash donation of Five Hundred Ghana Cedis (Ghc 500)\n\nCash donation of One Thousand, One Hundred Ghana Cedis (Ghc 1,100)\n\n(iii) Transport to convey staff sympathizers\n\nUpon the death of either (a) or (b) above, the Corporation shall undertake\nto:\n\ni. Publish free of charge, (1\u002F4) page funeral announcement of the deceased\nin the Corporation's newspaper on two (2) occasions.\n\nii. Print free of charge one hundred and fifty (150) copies of funeral\nprogramme and twenty-five (25) obituary posters or pay Ghc 250 cash in lieu of\nfuneral programmes.\n\n(b) Death of a retired employee:-\n\ni. Transport to convey staff sympathizers,\n\nii. Four Hundred Ghana Cedis (Ghc 400) cash donation,\n\niii. Free (1\u002F4) page obituary publication in any of the Corporation’s\nnewspapers once only.",{"bindId":103,"name":104,"text":105},"trainingfund","a) The Corporation shall provide appropr","a) The Corporation shall provide appropriate training facilities either\nlocally or overseas to enable the employee to improve upon his\u002Fher competency\nin the performance of his\u002Fher duties and fit him\u002Fher for promotion within the\nCorporation.\n\nb) Any employee of three (3) years standing who discovers an avenue for\ntraining relevant to his\u002Fher job shall apply to the Management for\nconsideration. Those below three (3) years shall be permitted study leave\nwithout pay.\n\ni. Employees granted study leave with pay shall be bonded to serve the\nCorporation for the same number of years as granted study leave or in lieu pay\n(P\u002F2) times the amount spent by the Corporation on the course.\n\nii. Employees granted permission to close early to attend classes in any\ntertiary institution shall be bonded to serve the Corporation for periods\nequivalent to the total man hours lost to the Corporation during training or in\nlieu thereof pay to the Corporation (one and half) times the employee’s\nsalary for the period.\n\ni. Employees granted study leave with sponsorship shall be bonded to serve\nthe Corporation for the number of years granted as study leave or in lieu pay\n(one and half) times the amount spent by the Corporation on the course.\n\na) Employees granted study leave for Part Time courses shall be entitled to\nearned leave and other benefits.\n\nb) Where an employee is selected by the Corporation to take a course at a\nrecognized educational establishment, which requires time off with pay, the\nCorporation shall undertake to bear the cost of such course.\n\nc) The Corporation shall undertake to pay the total cost of examination and\ncourse fees of any employee who successfully completes a course provided such\ncourse will facilitate the efficient performance of the official profession of\nthe employee and was also duly approved by the Managing Director in writing.\n\nd) The Corporation shall undertake in-service training schemes and rotation\nof duties within departments adopted to enhance general efficiency.",{"bindId":107,"name":108,"text":109},"paidmaternityleaveduration","a) Where a female employee becomes pregn","a) Where a female employee becomes pregnant, she shall be granted annual\nleave or proportion thereof already earned by her and, in addition, months\nmaternity leave on full pay on the production of a certificate from a\nRegistered Medical Practitioner or Midwife.",{"bindId":111,"name":112,"text":113},"maternityotherclause","b) Maternity Leave shall be additional t","b) Maternity Leave shall be additional to any entitlement to sick leave.\n\nc) On production of Medical Certificate the period of Maternity Leave shall\nbe extended to at least eight weeks where the confinement is abnormal or where\nin the course of confinement, two or more babies are born.\n\nd) Absence from duty arising from pregnancy in excess of the maximum period\ndescribed in (a) and (b) shall be regarded as absence on the grounds of\nill-health and the rule governing sick leave shall apply.\n\ne) Maternity Leave shall count for increment.",{"bindId":115,"name":108,"text":109},"paidmaternityleavepayperc",{"bindId":117,"name":118,"text":119},"pensionfund","The Corporation shall institute a Provid","The Corporation shall institute a Provident Fund scheme to cover all\npermanent employees.\n\nMonthly contributions at the rate of 5% by the employees and 5% by the\nemployer shall be paid to the Fund on or before the 15th day of the ensuing\nmonth.\n\nThe scheme shall be invested in an interest yielding venture and\nadministered by a Board of Trustees comprising Management, Professional and\nManagerial Staff Union (PMSU) and the Local Union.",{"bindId":121,"name":122,"text":123},"holidaysdays","1. A senior employee who has completed t","1. A senior employee who has completed twelve (12) consecutive calendar\nmonths’ service shall be granted paid annual leave of Thirty-Six (36) working\ndays.",{"bindId":125,"name":122,"text":123},"holidaysweeks",{"bindId":127,"name":46,"text":47},"nursingexcludedtrigger",{"bindId":129,"name":130,"text":131},"healthcareaccess","i. An employee, the registered spouse an","i. An employee, the registered spouse and any four (4) registered children\nnot above the age of Eighteen (18) years.",{"bindId":133,"name":134,"text":135},"healthinsurancerelatives","k) The Corporation shall continue with t","k) The Corporation shall continue with the present medical arrangement for\nall employees and their dependants until the National Health Insurance Scheme\n(NHIS) become fully operational.",{"bindId":137,"name":138,"text":139},"COMMUTE_trigger","a) An employee covered by this Agreement","a) An employee covered by this Agreement shall be entitled to transport from\nagreed points in Accra to the place of work and vice-versa. Where this is\nprovided, appropriate transport fares will be charged by the Corporation.\n\nb) Where the Employer considers it necessary for an employee to own personal\ntransportation for the efficient discharge of his\u002Fher duties, appropriate\nmonthly maintenance and mileage allowance or approved duty travel allowance\nshall be paid to the employee. Such allowance shall not fall below Government\nrates.\n\nc) Maintenance allowance shall be enjoyed by employees who are on course\nsponsored by the employer locally. An employee on annual leave shall be\nentitled to normal rate of vehicle maintenance allowance.\n\nd) Fuel Allocation for Professional and Managerial Staff Union (PMSU)\nmembers with vehicles shall be Forty (40) litres per week. Motorbikes shall be\nprovided with Twenty (20) litres per week. Employees on leave shall be entitled\nto fifty per cent (50% of their fuel allocation.\n\ne) Maintenance Allowance shall be paid monthly as follows:\n\n(i) Motor Vehicle - One Hundred and Seventy Ghana Cedis (GHc170)\n\n(ii) Motor Cycle - Eighty Ghana Cedis (Ghc 80)\n\n(iii) Bicycle- Thirty Ghana Cedis (Ghc30)\n\nf) The Corporation shall suspend payment of Maintenance Allowance in respect\nof Motor Cycle under prolonged repairs as follows:\n\nMotor Vehicle - Three (3) months\n\nMotor Cycle- One (1) month\n\na) The Corporation shall suspend payment of Maintenance Allowance in respect\nof Motor Cycle under prolonged repairs as follows:\n\nMotor Vehicle - Three (3) months Motor Cycle- One (1) month",{"bindId":141,"name":142,"text":143},"SUNDAY_trigger","If an employee is required to work on Sa","If an employee is required to work on Saturdays, Sundays, and Public\nHolidays he\u002Fshe shall be entitled to Eighteen Ghana Cedis (Ghc 18.00) per day\nas 'transport and Travelling (T&T) expenses. This shall be across-board\nwhether one owns a means of transport. Employees who attend work on public\nholidays shall be paid food allowance of (Ghc 8.00) Eight Ghana Cedis.",{"bindId":145,"name":104,"text":105},"trainingprogrammes",{"bindId":147,"name":148,"text":149},"healthandsafetypolicy","Where the nature of the work required th","Where the nature of the work required the use of protective clothing and\nappliances in accordance with Factories, Offices and Shops Act 1970, such\nsuitable gloves, footwear, goggles and head covering shall be provided and\nmaintained by the Corporation. Where the employee refuses to use such clothing,\nthe offence shall be treated as misconduct and dealt with accordingly.",{"bindId":151,"name":54,"text":55},"hourspweek",{"bindId":153,"name":62,"text":63},"contracttrial",{"bindId":155,"name":58,"text":59},"sicknesspay",{"bindId":157,"name":46,"text":47},"equalityexcludedtrigger",{"bindId":159,"name":80,"text":81},"dayspweek_select",{"bindId":161,"name":108,"text":109},"paidmaternityleaveall",{"bindId":163,"name":80,"text":81},"SCHEDULE_trigger",{"bindId":165,"name":80,"text":81},"schedulesrestpw",{"bindId":167,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":169,"name":170,"text":171},"NOCTPREM_trigger","When a Senior Staff is required by his\u002Fh","When a Senior Staff is required by his\u002Fher work to spend a night away from\nhis\u002Fher recognized station of employment, he\u002Fshe shall be entitled to an\nout-of-station allowance of Seventy-Five Ghana Cedis (Ghc 75.00) per night up\nto a maximum of ninety (90) days.",{"bindId":173,"name":46,"text":47},"childcareexcludedtrigger",{"bindId":175,"name":130,"text":131},"healthcareaccessrelatives",{"bindId":177,"name":178,"text":179},"hivpolicy","f) There shall be a regular free medical","f) There shall be a regular free medical check-up for workers once a\nyear.",{"bindId":181,"name":108,"text":109},"paidmaternityleavepay",{"bindId":183,"name":58,"text":59},"sicknessmaxdays",{"bindId":185,"name":108,"text":186},"paidmaternityleave","a) Where a female employee becomes pregnant, she shall be granted annual\nleave or proportion thereof already earned by her and, in addition, months\nmaternity leave on full pay on the production of a certificate from a\nRegistered Medical Practitioner or Midwife.\n\nb) Maternity Leave shall be additional to any entitlement to sick leave.\n\nc) On production of Medical Certificate the period of Maternity Leave shall\nbe extended to at least eight weeks where the confinement is abnormal or where\nin the course of confinement, two or more babies are born.\n\nd) Absence from duty arising from pregnancy in excess of the maximum period\ndescribed in (a) and (b) shall be regarded as absence on the grounds of\nill-health and the rule governing sick leave shall apply.\n\ne) Maternity Leave shall count for increment.",{"bindId":188,"name":189,"text":190},"contractseverancepay","a) Where for one reason or another the C","a) Where for one reason or another the Corporation is compelled to declare\nany number of the employees redundant, the employer shall give the Union three\n(3) calendar months' notice in advance of final action being taken.\n\nb) When such occasions arise, the principles of (first-in-last-out) shall\napply. That is new employees or those with less service in the Corporation must\nbe laid off first. The Union must be consulted first and must see to it that\njustice is done.\n\nc) Should the Corporation find it necessary to fill vacancies in particular\ngrades within eighteen (18) months of discharging employees of similar grade on\ngrounds of redundancy the Corporation shall fill such vacancy with redundant\nemployees.\n\nd) Benefits to be paid shall be negotiated for between Management and Union\nat the time of Redundancy but the package should be an improvement over the\nlast one.\n\ne) In these cases, where the Corporation wishes to retain the services of a\nless senior person because his\u002Fher merit or ability is greater than those\nemployees with longer services, the Union may be consulted. Where it becomes\nnecessary to re-engage the services of a redundant employee, such employee\nshall be placed on a salary grade which is one step below his\u002Fher former\ngrade.",{"bindId":192,"name":193,"text":194},"ANNLEAVE_trigger","8. The Corporation shall pay One (1) mon","8. The Corporation shall pay One (1) month’s non refundable basic salary\nto employees when going on leave as leave Tavelling Expenses. However, an\nemployee whose leave would be deferred by Management due to the exigency of\nwork shall enjoy the leave travelling expenses.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA New Times Corporation - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Publishing of books, Publishing of newspapers\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                        New Times Corporation\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: → 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: → 730 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: → -9 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: → \u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 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: → 36.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 7.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 15 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → GHS 75.0 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Extra payment for annual leave: → 100.0 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-sundayallowanceamount1\">\n                    Premium for Sunday work: → GHS 18.0 per Sunday\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → GHS 400.0 per month\n                \u003C\u002Fdiv>\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",[200],{"title":37,"slug":33},[202],{"type":203,"data":204},"call_to_action_body_block",{"title":205,"description":206,"variant":207,"link":208},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":205,"url":209,"description":205,"rel":210,"type":211},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[213],{"type":203,"data":214},{"title":205,"description":206,"variant":207,"link":215},{"title":205,"url":209,"description":205,"rel":210,"type":211},[]]