[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-the-industrial-and-commercial-workers-union-icu---ghana-and-the-national-investment-bank-limited":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":215,"content_type_view":216,"extra_breadcrumbs":217,"body":219,"body_blocks":230,"related_pages":234},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":213,"translations":214},{"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-the-industrial-and-commercial-workers-union-icu---ghana-and-the-national-investment-bank-limited","4bfe8ea0-c675-11e4-bcec-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fcollective-bargaining-agreement-between-the-industrial-and-commercial-workers-union-icu---ghana-and-the-national-investment-bank-limited\u002Fcollective-bargaining-agreement-between-the-industrial-and-commercial-workers-union-icu---ghana-and-the-national-investment-bank-limited\u002F","Collective Bargaining Agreement between the Industrial and Commercial Workers Union (ICU) - Ghana and the National Investment Bank Limited - 2010","GHA National Investment Bank Limited - 2010","Ghana - GHA National Investment Bank Limited - 2010","GHA National Investment Bank Limited - 2010 - Financial services, banking, insurance",{"name":41,"data":42},"investment-banc.html","\n              \n              \n              \n              \n              \n\u003C!--?xml version=\"1.0\" encoding=\"iso-8859-1\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=iso-8859-1\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN THE INDUSTRIAL AND COMMERCIAL\nWORKERS UNION (ICU) - GHANA AND THE NATIONAL INVESTMENT BANK LIMITED\u003C\u002Fh1>\n\n\u003Cp>REVIEW\u003C\u002Fp>\n\n\u003Cp>THIS AGREEMENT is made on the 1st day of JANUARY, 2010 Between National\nInvestment Bank Limited, a bank having its Head Office at Kwame Nkrumah Avenue,\nAccra (hereinafter referred to as \"the Bank\") and the Industrial and Commercial\nWorkers Union, a Union registered and certified under the Labour Act 2003, Act\n651, (hereinafter referred to as \"the Union\") which the Bank recognises as the\nUnion for collective bargaining on behalf of the employees of the Bank,\n(whereby it is provided as follows)\u003C\u002Fp>\n\n\u003Ch2>Section 1 - Subject Matter\u003C\u002Fh2>\n\n\u003Cp>1. It is the intention of the parties hereto that this Agreement will\nestablish satisfactory relations between the Bank and the Union and promote the\ninterests of both parties as well as the economy of the country.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaredifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingdifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydifferenttrigger\">\u003Cp>2. The terms and conditions of employment and non-employment and conditions\nof labour which shall apply to all employees of the Bank as per Appendix 'A' of\nthis Agreement for whom the Union has been certified to negotiate under the\nterms of the Labour Act 2003, Act 651, shall be those provided in this\nAgreement and shall take effect from 1st January, 2010.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Any increase in salaries and wages so negotiated shall be paid to those\nmembers of the staff who have left the Bank since 1st January, 2010 to the date\nof signing other than those dismissed summarily. Payment to ex-employees is\nconditioned upon their claiming within a period of three (3) months from the\ndate of signing of this Agreement, the Bank having no liability thereafter.\u003C\u002Fp>\n\n\u003Ch2>Section 2 - Duration\u003C\u002Fh2>\n\n\u003Cp>3. The duration of this Agreement shall be for a period of two (2) years\neffective from 1st January, 2010 with a one (1) year wage opener. At any time\nafter ten (10) months from the effective date of this Agreement either party\nmay give two (2) months' notice in writing expressing its wish for this\nAgreement to continue for a further period to be agreed upon between the\nparties or expressing its intention to terminate this Agreement, provided that\nin the absence of any such notice within thirty (30) days after expiration of\nthe Collective Agreement, the Collective Agreement shall be deemed to have\ncontinued in force until res inded by the parties (Act 651, Section 107\n(31)).\u003C\u002Fp>\n\n\u003Cp>Section 3 - Definitions\u003C\u002Fp>\n\n\u003Cp>4. In this Agreement, unless the context otherwise requires:-\u003C\u002Fp>\n\n\u003Cp>a. \"Bank\" means the National Investment Bank Limited;\u003C\u002Fp>\n\n\u003Cp>b. \"Board\" means the Board of Directors of the Bank;\u003C\u002Fp>\n\n\u003Cp>c. \"Clerk\" means a member of the Clerical Staff of the Bank including\nTelephonists and Receptionists;\u003C\u002Fp>\n\n\u003Cp>d. Reference in this Agreement to the masculine gender shall include the\nfeminine gender;\u003C\u002Fp>\n\n\u003Cp>e. \"Manager\" means an officer of the Managerial Grade of the Bank and\nincludes the Secretary;\u003C\u002Fp>\n\n\u003Cp>f. \"Managing Director\" means the Managing Director of the Bank or in his\nabsence on leave, sick leave or other duty, the Deputy Managing Director;\u003C\u002Fp>\n\n\u003Cp>g. \"Director\" means a member of the Board of Directors;\u003C\u002Fp>\n\n\u003Cp>h. \"Messenger\" means a member of the messengerial staff of the Bank;\u003C\u002Fp>\n\n\u003Cp>i. \"Officer\" means a member of the supervising staff of the Bank in the\nOfficer's Grade;\u003C\u002Fp>\n\n\u003Cp>j. \"Head of Human Resources\" means the Head of Human Resources Management\nDepartment of the Bank; k. \"Salary\" means substantive salary and does not\ninclude acting allowance or any form of allowance;\u003C\u002Fp>\n\n\u003Cp>1. \"Solicitor Secretary\" means the Secretary of the Bank;\u003C\u002Fp>\n\n\u003Cp>m. \"Subordinate\" means all other employees of the Bank not specifically\ndefined in Section 3 and includes artisans and garden boys; n. \"Employee\" means\nboth senior and junior staff of the Bank;\u003C\u002Fp>\n\n\u003Cp>o.\"Family\" means an employee, his spouse and children under 21 years of age\nwho are not gainfully employed.\u003C\u002Fp>\n\n\u003Ch2>Section 4 - Conditions of Employment\u003C\u002Fh2>\n\n\u003Cp>5. Copies of this Agreement shall be deposited with all Heads of Department,\nArea\u002FBranch Managers to be released on request by the employees for their\nreferences.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>6. The Bank shall give the newly engaged employee a letter of appointment,\nstating:-\u003C\u002Fp>\n\n\u003Cp>1. Salary\u003C\u002Fp>\n\n\u003Cp>2. Salary Scale\u003C\u002Fp>\n\n\u003Cp>3. Effective Date\u003C\u002Fp>\n\n\u003Cp>4. Probation\u003C\u002Fp>\n\n\u003Cp>5. Job Title\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>7. An employee so engaged shall undergo a probationary period of six (6)\nmonths, and when he has rendered satisfactory work, his appointment shall be\nconfirmed in writing.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>The probationary period shall be extended for three (3) months if the staff\ndoes not perform satisfactorily and thereafter for another three (3) months if\nthe staff still does not perform, and if by the end of the second three (3)\nmonths' extension the staff's performance is still not satisfactory, the\nappointment shall be terminated.\u003C\u002Fp>\n\n\u003Cp>8. Before a probationer's service is terminated on grounds other than those\nfor\u003C\u002Fp>\n\n\u003Cp>summary dismissal, i.e. for unsatisfactory service, redundancy, for\ncommitting a breach of any of the regulations warranting termination in\naccordance with this Agreement or in accordance with the Bank's Rules of\nService and Pay he shall be given one (1) month's notice in writing or one (1)\nmonth's pay in lieu-of such notice.\u003C\u002Fp>\n\n\u003Cp>9. An employee who resigns before the end of his probationary period shall\ngive one (1) month's notice or pay one month's salary in lieu of such\nnotice.\u003C\u002Fp>\n\n\u003Cp>10. Before a probationer's service is terminated, for unsatisfactory work,\nhe should have been given two warning letters calling his attention to the\nunsatisfactory nature of his work.\u003C\u002Fp>\n\n\u003Ch2>Section 5 - Provident Fund\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>11. Every employee of the Bank shall become a member of the National\nInvestment Bank Employees' Provident Fund as from the commencement of his\nservice, probationary or otherwise and shall at the end of each month by the\ncheck-off system contribute 15% of his monthly salary or wage towards the fund.\nInitial withdrawal from the Provident Fund shall be after the first two (2)\nyears and subsequent withdrawals shall be after every two (2) years.\u003C\u002Fp>\n\n\u003Cp>12. The Bank shall also at the end of each month, contribute ten per centum\n(10%) of the employee's salary or wage towards the Fund.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Section 6 - Medical Attendance\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>13. Each employee, his spouse and children under twenty-one (21) years of\nage will be eligible for the Bank's medical scheme as follows:-\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>i. The Bank will pay the cost of ordinary medical treatment subject to the\nprovision that the sickness is not covered under the NHIS;\u003C\u002Fp>\n\n\u003Cp>ii. Employees shall avail themselves of the services of Government Hospitals\nor the Bank's Doctor in those centres where one has been appointed except in\nthe case of emergency when the services of any registered Medical Practitioner\nincluding those in Government Hospitals may be used;\u003C\u002Fp>\n\n\u003Cp>iii. Where sickness needs herbal treatment, the Bank shall bear the cost\nprovided treatment is given by clinics run by registered Traditional Healers\nrecommended by the Local Union and the PMSU and retained by the Bank for\nconsultation;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>iv. Staff who retire at the statutory compulsory\u002F voluntary retiring age\n(55years and above) and have served for not less than 10 (Ten) years in the\nbank will be entitled to be covered by the bank's medical scheme provided that\nthe sickness involved is not covered under the NHIS.\u003C\u002Fp>\n\n\u003Cp>NOTE: Ordinary medical treatment includes specialist treatment and total\ncost of ordinary medicated lenses i.e. plain\u002Ftinted glass lenses plus an amount\nfor frames as follows: one hundred and ninety-five Ghana cedis, fifty pesewas\n(GHc 195.50) for staff and the sum of one hundred and forty-nine Ghana cedis,\nfifty pesewas (GHc 149.50) for staff dependants i.e. spouse and children under\neighteen (18) years every two (2) years, but does not include cost of dentures\nand obstetrical and gynecological treatment.\u003C\u002Fp>\n\n\u003Cp>All beneficiaries of the Bank's Medical Scheme shall register with the\nNational Health Insurance Scheme and use the scheme's card for hospital\nattendance.\u003C\u002Fp>\n\n\u003Ch2>Section 7 - Sick Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>14. Sick leave may be granted to any employee on full pay up to six months\nduring any period of twelve months. The employee should then take any vacation\ndue to him and thereafter, if still certified to be ill, he shall be on half\npay for a further period not exceeding six months. The granting of further sick\nleave with or without pay shall be at the discretion of the Managing Director,\nin accordance with the Bank's Rules.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>15. a. Application for sick leave shall be accompanied by a certificate from\nthe Bank's Doctor or in the case of emergency, from any registered Medical\nPractitioner including Practitioners in Government Hospitals provided that a\ncertificate by any such Medical Practitioner giving more than three (3) days\nsick leave shall be confirmed by the Bank's Doctor, b. If any employee is\ninjured in the course of performing his normal duties, he shall receive his\nfull salary and other allowances until he is fully recovered.\u003C\u002Fp>\n\n\u003Ch2>Section 8 - Casual Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>16. Casual leave (which shall count as duty) may be granted to any employee\nup to a maximum of ten (10) working days in any one year after annual leave.\nThis is to enable the employee to attend to urgent private and personal\naffairs.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Section 9 - Maternity Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>17. Where a female becomes pregnant, she shall be granted the annual leave\nor proportionate thereof already earned by her and in addition three (3)\nmonths' maternity leave on full pay. Of this leave, six weeks if possible, is\nto be taken before confinement on the production of certificate by a Medical\nPractitioner stating that her confinement may be expected to take place six\nweeks after the date of the certificate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>18. Maternity leave granted under Clause 17 above will be additional to any\nentitlement of sick leave.\u003C\u002Fp>\n\n\u003Cp>19. Absence from duty arising from pregnancy in excess of the maximum period\ndescribed in Clause 17 above will be regarded as absence on the grounds of ill-\nhealth on the production of medical certificate and the rule governing sick\nleave will apply.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>20. Any employee returning to duty after maternity leave will be given the\nopportunity after four (4) hours of duty in a working day, for a maximum period\nof six (6) months to nurse her baby for two hours each working day, but not\nearlier than 11.30 am each day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>21. A female member of staff shall not be entitled to any payment during\nmaternity leave unless she shall have been in the service of the Bank for a\nperiod of at least twelve (12) months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Section 10 - Transfers\u002FNight Allowance\u003C\u002Fh2>\n\n\u003Cp>22. a. Where an employee is travelling within Ghana on duty, or on temporary\ntransfer to another station for purpose of relieving another, or on a special\nduty, Lump sum entitlement per day for hotel, meals and incidentals would be\npaid as follows:\u003C\u002Fp>\n\n\u003Cp>Staff Lump Sum in GHc\u003C\u002Fp>\n\n\u003Cp>i) Assistant Officer & Below.......96.00\u003C\u002Fp>\n\n\u003Cp>ii) Officer Gd. II-Manager...........108.00\u003C\u002Fp>\n\n\u003Cp>iii) Snr. Manager & above..........132.00\u003C\u002Fp>\n\n\u003Cp>b. Where an employee undertakes a day return trip for official business, he\nwill be entitled to a lunch allowance as follows:\u003C\u002Fp>\n\n\u003Cp>Category and Amount\u003C\u002Fp>\n\n\u003Cp>Junior Staff....................GHc 8.40 per day\u003C\u002Fp>\n\n\u003Cp>Officer II - Manager......GHc 10.80 per day\u003C\u002Fp>\n\n\u003Cp>Snr. Manager & above..GHc 12.00 per day\u003C\u002Fp>\n\n\u003Cp>NOTE: The application of this provision shall be subject to Management's\ndiscretion based on the regular job function of the staff.\u003C\u002Fp>\n\n\u003Cp>23. i. In the case of permanent transfers, transfer notice shall be served\non the employee at least thirty (30) working days before the date of departure\nto the new station,\u003C\u002Fp>\n\n\u003Cp>ii. In the case of permanent transfer the following provisions shall\napply:\u003C\u002Fp>\n\n\u003Cp>a) for the first thirty (30) days, the staff is entitled to lodge in a hotel\nwith all allowances. The allowances for the first thirty (30) days will be paid\nin advance.\u003C\u002Fp>\n\n\u003Cp>b) Staff on transfer will be entitled to a refundable rent advance to enable\nthem source for rental accommodation.\u003C\u002Fp>\n\n\u003Cp>c) Staff who move out of hotel before three (3) will be entitled to their\ntransfer allowance for the full period or up to three (3) months.\u003C\u002Fp>\n\n\u003Cp>24. Where transfer is permanent, the bank will pay the fares of the employee\nand his\u002Fher family to the point of transfer.\u003C\u002Fp>\n\n\u003Cp>(i) Staff on permanent transfer who are unable to secure the accommodation\nshall be entitled to stay in a hotel with relative entitlements for not more\nthan three (3) months.\u003C\u002Fp>\n\n\u003Cp>(ii) Where an employee uses his own car to the point of transfer, he shall\nbe paid a mileage allowance equivalent to State Transport Corporation's\nrate.\u003C\u002Fp>\n\n\u003Cp>25. The Bank will also arrange and pay the cost of transportation of\nemployee's personal belongings.\u003C\u002Fp>\n\n\u003Cp>26. All transfer allowance claims shall be approved by the Managing Director\nat his discretion or by any other officer authorized by the Managing Director\nto do so. Such claims shall be subject to individual scrutiny and it is to be\nregarded as a fundamental principle that transfer allowance is not intended to\nbe a source of profit.\u003C\u002Fp>\n\n\u003Ch2>Section 11 - Discipline\u003C\u002Fh2>\n\n\u003Cp>27. Every employee shall conform to and abide by this Agreement and by the\nRules governing his service as contained in Section 7, Rule 10 of the Rules of\nService and Pay of the Bank.\u003C\u002Fp>\n\n\u003Cp>28. Every employee shall serve the Bank truly and faithfully, and shall\nmaintain the strictest secrecy regarding the Bank's affairs and of its\ncustomers. A declaration of secrecy in the prescribed form shall be signed by\nevery employee of the Bank on his first joining the service and renewed yearly\nand shall be filed on his personal file.\u003C\u002Fp>\n\n\u003Cp>29. An employee may not give any information of any kind concerning the\ninternal arrangement of the Bank or the affairs or policy of the Bank to any\nperson, the Press or otherwise, without the permission of the Managing\nDirector.\u003C\u002Fp>\n\n\u003Cp>30. An employee shall undertake to perform his duties as an employee of the\nBank in such capacity and at such place as he may from time to time be directed\nby the Bank's Management or by the Managing Director or by any person acting\nunder the authority of either.\u003C\u002Fp>\n\n\u003Cp>31. An employee shall not absent himself from his duties without having\nfirst obtained permission from the Management of the Bank or any other person\nauthorised to grant such leave of absence.\u003C\u002Fp>\n\n\u003Cp>32. An employee absenting himself from work without permission shall be\nliable to deprivation of salary for the period of his absence unless he is able\nto satisfy the Bank's Management that unavoidable circumstances prevented him\nfrom obtaining permission or notifying the Bank of his absence.\u003C\u002Fp>\n\n\u003Cp>33. An employee who is absent without permission for more than ten (10)\nconsecutive working days will be regarded as having resigned from his\nemployment without notice. A notice in writing to this effect will be sent to\nhim at his last known address by the Head of Human Resources who shall inform\nthe Bank's Management of the action taken. Such employee will be liable to pay\nthe Bank a sum equal to his salary for one (1) month.\u003C\u002Fp>\n\n\u003Cp>34. An employee who is prevented from attending to his duties by illness or\ninjury will immediately inform the Head of Human Resources through his Manager\nand shall submit a certificate from a qualified Medical Practitioner in\nexplanation of his absence.\u003C\u002Fp>\n\n\u003Cp>35. The certificate should state the period of absence from duty considered\nnecessary.\u003C\u002Fp>\n\n\u003Cp>36. At places where the Bank has its own Medical Practitioner, the\ncertificate must be obtained from him except in cases of emergency where a\ncertificate from a registered Medical Practitioner including those in\nGovernment Hospitals shall be acceptable to the Bank.\u003C\u002Fp>\n\n\u003Cp>37. If an employee is unfit to return to duty at the expiry of the period\nstated in the certificate, a further certificate or an application for sick\nleave must be submitted.\u003C\u002Fp>\n\n\u003Cp>38. Employees are forbidden to make personal representations to the members\nof the Board of Directors.\u003C\u002Fp>\n\n\u003Cp>39. Except with the permission of the Managing Director (which permission\nshall be granted only in special circumstances) an employee of the Bank shall\nnot accept from a customer of the Bank or an employee of the Bank a gift or\nremuneration of any description whether in money or in kind.\u003C\u002Fp>\n\n\u003Cp>40. Borrowing and Private Trading:- An employee shall not draw his salary in\nadvance without the previous sanction in writing of the Managing Director or\nother Officer authorised by the Managing Director to give such sanction.\u003C\u002Fp>\n\n\u003Cp>41. An employee shall not engage in any other Banking, financial business or\nwork similar to work carried on by the Bank, or after office hours, engage in\nany commercial business unless he obtains the prior approval of the Managing\nDirector, and provided that this does not adversely affect the employee's\nofficial work.\u003C\u002Fp>\n\n\u003Cp>42. No employee is permitted to derive any benefit in the course of his\nofficial duties which might have the effect of placing him in such position\nthat his personal interests and his duties to the Bank, or to any customer of\nthe Bank would be in conflict and he shall refrain from taking any course of\naction which might place him in such a position.\u003C\u002Fp>\n\n\u003Cp>43. Debt:- An employee who falls into debt shall immediately submit a\nstatement of his position to the Managing Director or to such other person as\nthe Managing Director may direct and shall indicate in the statement the steps\nhe is taking to rectify his position. Such employee shall thereafter submit\nstatements of his financial position half-yearly on the 30th June and 31st\nDecember until such time as he becomes free from debt, when he shall submit a\ncertificate that he is no longer in debt.\u003C\u002Fp>\n\n\u003Cp>NOTE: For the purpose of this rule, an employee shall be deemed to have\nfallen into debt if he is unable from his own resources to meet his financial\nliabilities as they fall due for settlement.\u003C\u002Fp>\n\n\u003Cp>44. An employee who fails to comply with Clause 43 or makes a statement of\nhis position or is unable to liquidate his debts within a year or the time that\nmight be prescribed by the Managing Director for the liquidation of the debt,\nafter the declaration of his indebtedness, shall render himself liable to\ndismissal from the service of the Bank.\u003C\u002Fp>\n\n\u003Cp>45. Grievance Procedure:- To avoid the possibility of unforeseen hardship\nupon any employee or group of employees from the operation of these rules or\nfrom any change which it might have been considered desirable to make in them,\nan employee or group of employees may appeal to the Managing Director in\nwriting stating his or their case in full.\u003C\u002Fp>\n\n\u003Cp>46. The Managing Director shall lay the appeal before the Board with his\nrecommendations and the decision of the Board shall be conveyed in writing over\nthe signature of the Managing Director to the appealing employee or group of\nemployees.\u003C\u002Fp>\n\n\u003Cp>47. Summary Dismissal:- Summary dismissal may be effected by the Bank for\njust and reasonable cause involving dishonesty, fraud, willful refusal to obey\na legitimate and reasonable instruction, proved gross misconduct and breach of\nany of the provisions of Clauses 27, 28,29, 30, 41 and 42.\u003C\u002Fp>\n\n\u003Cp>48. When an employee has committed an offence for which he may be summarily\ndismissed, he shall be given notice in writing outlining the offence committed\nand shall be allowed twenty-four (24) hours to reply in writing to such notice\nand defend himself. The Union shall be served with a copy of the notice and the\nreply.\u003C\u002Fp>\n\n\u003Cp>49. An employee aiding and abetting another employee to infringe Clauses 30\nand 41 shall render himself liable to dismissal from the service of the\nBank.\u003C\u002Fp>\n\n\u003Cp>50. Alternative penalties for the above offences to be applied at the\ndiscretion of the Managing Director depending on the circumstances and gravity\nof the offence may include the following:-\u003C\u002Fp>\n\n\u003Cp>a. Dismissal with or without a reduction in retiring benefits;\u003C\u002Fp>\n\n\u003Cp>b. Reduction in rank, that is, removal to another grade with an immediate\nreduction in salary;\u003C\u002Fp>\n\n\u003Cp>c. Reduction in salary, that is, an immediate adjustment of salary to a\nlower on the salary scale attached to the post in question;\u003C\u002Fp>\n\n\u003Cp>d. Withholding annual increment;\u003C\u002Fp>\n\n\u003Cp>e. Suspension without pay.\u003C\u002Fp>\n\n\u003Cp>51. Written Warnings:- Where the services of any employee have not proved\nsatisfactory or where an employee commits an offence which does not in the\nopinion of the Bank merit summary dismissal he may be given a written warning\nand such warning shall be recorded, in his record of service.\u003C\u002Fp>\n\n\u003Cp>The Union shall be served with a copy of the written warning. Before the\nwritten warning is given, the employee shall be permitted to state to his\nManager his answer to the offences or shortcomings which have been alleged\nagainst him. The Union shall be served with a copy of the answer. After three\nwarnings have been given, a fourth offence or continued unsatisfactory service\nwithin a period of twelve (12) months' service will give the Bank the right to\nterminate the appointment of the employee concerned.\u003C\u002Fp>\n\n\u003Cp>52. Suspension\u003C\u002Fp>\n\n\u003Cp>i. The power of suspending an employee shall vest in the Managing Director.\nProvided that in exceptional circumstances where any delay might be detrimental\nto the interest of the Bank such power may be exercised by a Head of\nDepartment.\u003C\u002Fp>\n\n\u003Cp>ii. When an employee is suspended by a Head of Department a full report of\nthe circumstances attending the suspension shall be submitted to the Managing\nDirector immediately afterwards.\u003C\u002Fp>\n\n\u003Cp>iii.The Managing Director shall take the matter into consideration and shall\nmake such order or orders as he considers proper in the circumstances.\u003C\u002Fp>\n\n\u003Cp>53.Termination of Service and Dismissal:- An employee whose services are\ndispensed with or who is called upon to resign from the service of the Bank\nother than through summary dismissal, shall be given one (1) calendar month's\nprevious notice in writing or in lieu thereof, a sum equivalent to his salary\nfor one (1) month provided however, that the Bank shall not dispense with the\nservices of any employee or call upon any employee to resign from the service\nof the Bank without just and sufficient cause.\u003C\u002Fp>\n\n\u003Cp>54.The Bank, however, reserves the right to dismiss any employee for\nmisconduct, dishonesty, or neglect of duty without notice or salary in lieu of\nnotice.\u003C\u002Fp>\n\n\u003Cp>55.The power of dismissing an employee vests in the Board.\u003C\u002Fp>\n\n\u003Cp>56.An employee shall not resign from the service of the Bank without giving\nthe Bank one (1) calendar month's notice in writing of his intention to do so\nfailing which he shall pay to the Bank a sum equal to his salary for one (1)\nmonth:\u003C\u002Fp>\n\n\u003Cp>Provided that if the Bank is satisfied that an employee is incapacitated\nfrom further service by bodily or mental infirmity or if the Bank is for any\nother reason willing to waive its right to notice from an employee such\nemployee may be permitted to resign without notice or payment in lieu of\nnotice.\u003C\u002Fp>\n\n\u003Cp>Section 12 - Working Hours\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-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>57.The total working hours for one week shall not exceed forty (40)\nhours.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>58. Normal working hours shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>Monday to Fridays - 8.00 a.m. to 12.30 p.m. and 1.30 p.m. to 5.00 p.m.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>59. Working hours for Garden Boys shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>Mondays to Fridays - 7.30 a.m. to 12.00 noon and 2.00 p.m. to 4.30 p.m.\u003C\u002Fp>\n\n\u003Cp>Saturdays - 7.30 a.m. to 12.00 noon\u003C\u002Fp>\n\n\u003Ch2>Section 13 - Overtime Allowance\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>60.Employees who are requested by a Manager to do work in excess of the\nworking hours per day shall be paid overtime for work so performed, provided\nthat such overtime shall be authorised by a Manager. The payment of such\novertime shall be dependent on the certification by the Manager and such\ncertification shall be final.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-sundayallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>61.bOvertime shall be paid as follows:-\u003C\u002Fp>\n\n\u003Cp>Week days - Time and a half of basic salary\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>Sundays\u002FSaturdays\u002FPublic Holidays - Double time of basic salary plus\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>GHc 3.2O in lieu of snack Note: Overtime payment will be applicable only to\nJunior staff.\u003C\u002Fp>\n\n\u003Cp>62. For the purpose of calculating overtime, period of half an hour or less\nshall be counted as half hour and period over half an hour shall be counted as\nfull hour. Employees shall not be asked or required to lay off regular straight\ntime work hours to equalize overtime hours worked by them.\u003C\u002Fp>\n\n\u003Cp>63. No staff on special allowance including the Chief Driver shall be\nentitled to overtime allowance.\u003C\u002Fp>\n\n\u003Ch2>Section 14 - Vacation Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>64. Vacation leave shall normally be granted annually after a spell of duty\nof not less than one (1) year. All members of staff shall enjoy a vacation\nleave of thirty (30) working days per annum.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>65. All employees on leave shall be granted up to two (2) working days to\ncover travelling time.\u003C\u002Fp>\n\n\u003Cp>66. Where an employee is recalled from his\u002Fher annual leave, 50% of the\nbasic pay of the staff for the duration of the unspent leave shall be paid to\nhim as leave recall allowance. In addition the transport fare for a return trip\nto the staffs hometown shall be paid to the staff. The unspent leave will still\nbe available to be taken at a latter date.\u003C\u002Fp>\n\n\u003Ch2>Section 15 - End-of-Service Awards and Bereavement of Employee\nBereavement\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>67. In addition to their Provident Fund entitlements the following shall be\nthe bereavement benefits:\u003C\u002Fp>\n\n\u003Cp>(a) i. When an employee dies the Bank shall provide coffin and pay the cost\nof transporting the corpse to its hometown. In addition, the Bank shall donate\nOne thousand five hundred Ghana cedis (GHc 1,500.00) and customary drinks to\nthe bereaved family: ii. The Bank shall pay mortuary fees not exceeding\nfourteen (14) days, iii. The Bank shall pay Five thousand Ghana cedis (GHc\n5,000.00) to the surviving spouse and the children, iv. The surviving spouse\nand children shall be paid the equivalent of deceased staff's salary for Six\n(6) months, subject to the condition that it will apply only where staff dies\nin the course of duty, v The Bank shall grant the NIB scholarship to at least\ntwo (2) of the deceased staff's wards up to traditional Tertiary level\n(Government Universities) based on Government approved rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) When an employee is bereaved, (spouse and child) he will be given\nbereavement benefits as follows:\u003C\u002Fp>\n\n\u003Cp>i. Spouse - GHc 1,500.00 and customary drinks\u003C\u002Fp>\n\n\u003Cp>ii. Child - GHc 1,500.00 and customary drinks\u003C\u002Fp>\n\n\u003Cp>(c) When an employee is bereaved (mother and father) he will be given GHc\nl,500.00 and customary drinks as bereavement benefits.\u003C\u002Fp>\n\n\u003Ch2>Section 16 - Next of Kin\u003C\u002Fh2>\n\n\u003Cp>68. After the signing of this Agreement, employees shall nominate their next\nof kin and submit his name or their names to the Bank.\u003C\u002Fp>\n\n\u003Cp>69. The Bank shall pay all accrued benefits or entitlements to the next of\nkin in the event of death of an employee.\u003C\u002Fp>\n\n\u003Ch2>Section 17 - Redundancy\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>70. (i). Where for one reason or another, the Bank is compelled to declare\nany member of staff redundant, the Bank shall notify the Union not less than\none (1) calendar month in advance of the action the Bank intends taking.\u003C\u002Fp>\n\n\u003Cp>(ii). Where an officer is declared redundant, he shall in addition to all\nhis entitlements, receive severance pay as follows:\u003C\u002Fp>\n\n\u003Cp>a) two (2) month's basic salary x number of years served \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Section 18 - Uniforms\u003C\u002Fh2>\n\n\u003Cp>71. For all Unionised staff who are required to wear uniforms, the following\nshall be applied:-\u003C\u002Fp>\n\n\u003Cp>i. Ladies\u003C\u002Fp>\n\n\u003Cp>Material for five (5) sets of uniforms shall be provided each year. An\nadditional amount to be determined annually shall be paid as sewing fees.\u003C\u002Fp>\n\n\u003Cp>ii. Messengers\u003C\u002Fp>\n\n\u003Cp>Five (5) shirts and material for three (3) pairs of trousers shall be\nprovided each year. In addition an amount to be determined annually shall be\npaid as sewing fee for the three (3) pairs of trousers.\u003C\u002Fp>\n\n\u003Cp>iii. All other Unionised staff whose nature of work requires that they shall\nwear uniforms shall be provided the required set of uniforms.\u003C\u002Fp>\n\n\u003Cp>iv. 10% of annual salary shall be paid across board to non-uniformed staff\nas clothing allowance.\u003C\u002Fp>\n\n\u003Cp>v. Uniformed staff shall be paid a clothing support allowance of two hundred\nGhana cedis (GHc 200.00) per annum in addition to the uniforms provided.\u003C\u002Fp>\n\n\u003Ch2>Section 19 - Special Allowances\u003C\u002Fh2>\n\n\u003Cp>72. The following employees shall be eligible for special allowances:-\u003C\u002Fp>\n\n\u003Cp>a. (i) The Managing Director's full time Driver shall be entitled to fifteen\nper centum (15%) of his monthly salary.\u003C\u002Fp>\n\n\u003Cp>(ii) Ten per centum (10%) of the basic salary of other Unionised supporting\nstaff of the Executive (i.e. MD and DMD) shall be paid as special allowance\nmonthly to such staff. No overtime shall be paid to staff on special\nallowance.\u003C\u002Fp>\n\n\u003Cp>(iii) The Chief Driver shall be entitled to fifteen per centum (15%) of his\nmonthly salary as special allowance per month.\u003C\u002Fp>\n\n\u003Cp>b. A set of tools will be purchased for each Artisan engaged. The cost of\nlost items will be surcharged to the Artisan concerned.\u003C\u002Fp>\n\n\u003Cp>c. Cashiers' snack allowance of GHc 3.00 per working day shall be paid to\nCashiers.\u003C\u002Fp>\n\n\u003Cp>d. Specie and mobile cash collection staff shall be entitled to an amount of\nGHc 2.00 per staff per movement.\u003C\u002Fp>\n\n\u003Cp>e. Risk allowance of GHc 230.00 a month shall be paid to key holders.\u003C\u002Fp>\n\n\u003Cp>f. The Bank shall arrange for insurance cover for all risks associated with\nthe work.\u003C\u002Fp>\n\n\u003Cp>g. Cash Boy allowance of GHc 2.00 per working day shall be paid to cash boys\non monthly basis.\u003C\u002Fp>\n\n\u003Cp>h. Acting allowance shall be paid according to the number of days acted.\u003C\u002Fp>\n\n\u003Ch2>Section 20 - Leave of Absence for Union Activities\u003C\u002Fh2>\n\n\u003Cp>73. Any employee elected to a permanent office in or as a delegate to any\nUnion activity necessitating leave of absence shall be granted such leave with\npay. Written notice for such leave giving the length of leave shall be given to\nthe Bank as far in advance as possible but not later than three days prior to\nthe day such leave is to be effective. The length of the leave and its\nfrequency in the year should be determined on merits of individual cases.\u003C\u002Fp>\n\n\u003Ch2>Section 21 - Promotion\u003C\u002Fh2>\n\n\u003Cp>74. a. Promotion in the Bank shall be based on the criteria for promotion\nset out in the new performance rating system i.e. job knowledge, experience,\nBank knowledge, facility of expression, initiative and sense of responsibility,\nhuman relationship, dependability, loyalty, integrity and work output,\u003C\u002Fp>\n\n\u003Cp>b. Where an employee has exhibited all the qualities mentioned in (a)\n(supra) and has consistently obtained ratings of VERY GOOD for the three (3)\nconsecutive years, that employee shall be considered for promotion to the next\nhigher grade provided the existing grade is not the employee's terminal grade,\nand provided there is an existing vacancy.\u003C\u002Fp>\n\n\u003Ch2>Section 22 - Rates of Pay\u003C\u002Fh2>\n\n\u003Cp>75. Employees who are covered by this Agreement shall receive the ra.es of\npay and allowances appropriate to their respective job classification as shown\nin Appendix 'A' which forms part of and is attached to this Agreement.\u003C\u002Fp>\n\n\u003Cp>If a new job is created that is comparable with classification under\nAppendix 'A' the Salary or Wages shall be determined by consultation between\nthe Bank's Management and the Union.\u003C\u002Fp>\n\n\u003Ch2>Section 23 - Transport Services\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowanceamount1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>76. The Bank shall endeavour to provide transportation for staff to and from\nwork (i)The Bank shall pay an allowance of GHc 5.00 per day to all staff who by\nthe nature of the their work cannot join the transport service. This is based\non transport fare to and from Adenta and shall be subject to review when\ntransport fares are reviewed by the transport agencies.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(iii) Staff who get fuel and maintenance allowance will not be allowed to\njoin the buses provided for staff who do not get fuel and maintenance.\u003C\u002Fp>\n\n\u003Ch2>Section 24 - Legal Assistance to Drivers & Renewal of Driving\nLicences\u003C\u002Fh2>\n\n\u003Cp>77. If any proceedings are taken against a driver for a motor offence\ncommitted or alleged to have been committed While driving a vehicle belonging\nto the Bank in the discharge of his duties, the Bank shall provide Legal\nCounsel for the defense of such driver.\u003C\u002Fp>\n\n\u003Cp>78. The Bank shall pay all fines that may be imposed provided that the\ndriver has not committed a breach of traffic regulation. Where a driver is\nfound guilty of a traffic offence any fine imposed on him shall be paid by the\nBank. But the Bank shall be entitled to deduct the amount so paid from the\nsalary of such a driver by installments.\u003C\u002Fp>\n\n\u003Cp>79. The Bank undertakes to bear the cost of renewal of driving licences for\nall its drivers.\u003C\u002Fp>\n\n\u003Ch2>Section 25 - In-Service Training\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>80. The Bank undertakes to provide suitable means for the training of\nemployees where such means will enable employees to secure competency in the\nperformance of their duties and fit them for promotion within the Bank.\u003C\u002Fp>\n\n\u003Cp>i) No staff will however be permitted to attend private classes during\nworking hours.\u003C\u002Fp>\n\n\u003Cp>81.The Bank shall pay for the full cost of registration and examination for\nall staff who enroll in approved part-time programmes for a maximum of two (2)\nattempts, including fees for part-time tuition for the two (2) attempts,\nprovided that:-\u003C\u002Fp>\n\n\u003Cp>i) the staff shall pay three (3) times the value of expenditure to the Bank\nif he\u002Fshe does not serve a minimum of five (5) years upon completion of the\ncourse before disengagement from the Bank.\u003C\u002Fp>\n\n\u003Cp>ii) not more than ten (10) members of staff are so sponsored per department\nper year.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>iii) The Bank's sponsorship\u002Fpayment of honoraria for course: undertaken\nthrough private tuition by staff will be limited to the Associate Diploma of\nthe Institute of Bankers Professional programmes only.\u003C\u002Fp>\n\n\u003Cp>82. a) Loans shall be advanced for purchase of books by staff pursuing\nInstitute of Bankers professional examination. The cost of books for the\nInstitute of Bankers Diploma Programme will be refunded by the Bank on\nsuccessful completion of the course.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b) Staff shall serve a minimum of five (5) years to qualify for sponsorship\nfor the above courses from the Bank.\u003C\u002Fp>\n\n\u003Cp>b) An employee of the Bank upon passing any of the above mentioned\nexamination shall be paid an award as follows:-\u003C\u002Fp>\n\n\u003Cp>i. Payment of 2 and half % of annual salary upon completion of Intermediate\nlevel.\u003C\u002Fp>\n\n\u003Cp>ii. Payment of 5% of annual salary upon completion of Final part.\u003C\u002Fp>\n\n\u003Cp>c) To qualify to benefit from the provision of clause 82, a staff should\nseek prior approval from Management before embarking upon the course.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Section 26 - Children Educational Allowance\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>d) The number of beneficiaries per year under the Bank's Scholarship Scheme\nfor Employees' Children in the Senior Secondary Schools will be not more than\nforty (40). The value of the Scholarship shall be equal to the value of the\nMinistry of Education Scholarship Award and should cover Senior Secondary\nSchools ONLY.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Section 27 - Loans for Purchase of Means of Transport\u003C\u002Fh2>\n\n\u003Cp>84. a) A car loan will be granted to staff every year. The amount of loan\nand relative conditions shall be left at the discretion of Management but\nsubject to an interest rate of fifty per centum (50%) of base rate chargeable,\ni) Staff below the grade of Clerk qualify to be considered for motor cycle\nloan,\u003C\u002Fp>\n\n\u003Cp>b) Housing Loan\u003C\u002Fp>\n\n\u003Cp>Housing Loans shall be granted to staff every year in accordance with the\nBank's Housing Loan Policy Document but shall be subject to interest rate of\nfifty per centum (50%) of base rate chargeable.\u003C\u002Fp>\n\n\u003Cp>i) Clerks and staff on grade below Clerk grade also qualify to be considered\nfor this loan.\u003C\u002Fp>\n\n\u003Ch2>Section 28 - Union Shop\u002FCheck Off\u003C\u002Fh2>\n\n\u003Cp>85. Upon the receipt of a written instruction from the employee, the Bank\nundertakes to deduct Union dues monthly from the employee's salary as notified\nto him in writing by the Union and to pay such amount to the Union.\u003C\u002Fp>\n\n\u003Ch2>Section 29 - Maximum Services Limit\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>86. a. There shall be a voluntary retirement age of fifty-five (55) years\nfor both males and females.\u003C\u002Fp>\n\n\u003Cp>b. The compulsory retirement age shall be 60 years for both males and\nfemales.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Section 30 - Assistance to Employees\u003C\u002Fh2>\n\n\u003Cp>87. Outgoing employees who have served for a minimum of ten (10) years and\nhave financially viable projects as determined by the Bank may be extended\nfinancial assistance under prevailing terms and conditions of the Bank.\u003C\u002Fp>\n\n\u003Ch2>Section 31 - Miscellaneous\u003C\u002Fh2>\n\n\u003Cp>88. The Bank shall provide every staff member with an Identity Card free of\ncharge on condition that the Identity Cards are worn by staff all the time.\u003C\u002Fp>\n\n\u003Cp>89. The Bank shall provide kits and facilities for development of sports in\nthe Bank.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>90. The Bank shall at the end of every successful year of operation pay each\nemployee an appropriate percentage of profit as bonus, subject to approval by\nthe Board of Directors of the Bank. The payment of the Bonus shall be on\npro-rata basis and subject to existing regulations.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>91. Long Service Award\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>The Bank shall give long service award made up of a certificate and a gift\nor its cash equivalent to employees after a minimum of ten (10) years\nsatisfactory service and thereafter, after every five (5) years.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The nature of the awards will however be determined in consultation with the\nUnions.\u003C\u002Fp>\n\n\u003Ch2>Section 32 - Responsibility of Parties to Agreement\u003C\u002Fh2>\n\n\u003Cp>92. Nothing in this Agreement shall reduce or worsen existing salaries and\nwages and conditions of service in the Bank.\u003C\u002Fp>\n\n\u003Cp>93.a) A salary increase of 10% across board effective 1st January, 2010\nshall be paid,\u003C\u002Fp>\n\n\u003Cp>b) Salaries shall be payable monthly in accordance with Appendix 'A'\nattached. All salaries and salary related benefits shall be back-dated to 1st\nJanuary, 2010.\u003C\u002Fp>\n\n\u003Cp>94. If the interpretation of any part of this Agreement is in dispute and\ncannot be resolved by the Standing Negotiating Committee then the part shall be\ninterpreted in accordance with the appropriate section of the Constitution of\nthe Committee.\u003C\u002Fp>\n\n\u003Cp>SIGNED ON BEHALF OF THE EMPLOYERS NATIONAL INVESTMENT BANK LTD.\u003C\u002Fp>\n\n\u003Cp>SIGNED ON BEHALF OF INDUSTRIAL AND COMMERCIAL WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Appendix ‘A’\u003C\u002Fp>\n\n\u003Cp>NATIONAL INVESTMENT BANK LTD„\u003C\u002Fp>\n\n\u003Cp>SALARY SCALE - 2 010\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>SNR.\nSTAFF.............................................INITIAL.......................................INCREMENTAL\nRATE ............................TERMINAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Chief\nManager......................................36,098.37.............................................401.......................................................39,701.82\u003C\u002Fp>\n\n\u003Cp>Dy. Chief\nMgr.......................................31,695.46.............................................367........................................................34,998.07\u003C\u002Fp>\n\n\u003Cp>Snr.\nManager........................................27,692.27.............................................334.......................................................30,694.65\u003C\u002Fp>\n\n\u003Cp>Manager................................................24,356.28.............................................278.......................................................26,858.28\u003C\u002Fp>\n\n\u003Cp>Deputy\nManager..................................21,298.29.............................................255.........................................................23,591.79\u003C\u002Fp>\n\n\u003Cp>Asst.\nManager......................................18,518.29..............................................231.67..................................................20,603.29\u003C\u002Fp>\n\n\u003Cp>Officer Grade\nI......................................16,201.63.............................................193.06...................................................17,939.13\u003C\u002Fp>\n\n\u003Cp>Officer Grade\nII....................................12,667.86...............................................294.48...................................................15,318.19\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>JUNIOR STAFF\u003C\u002Fp>\n\n\u003Cp>J5*..........................................................9,985.57............................................120.31.........................................................11,308.97\u003C\u002Fp>\n\n\u003Cp>J4*...........................................................8,498.35...........................................102.40........................................................9,624.64\u003C\u002Fp>\n\n\u003Cp>J3*..........................................................7,232.64............................................87.13.............................................................8,191.17\u003C\u002Fp>\n\n\u003Cp>J2*.........................................................6,155.44............................................74.16............................................................6,971.21\u003C\u002Fp>\n\n\u003Cp>Jl*..........................................................5,238.67............................................63.11...........................................................5.932.95\u003C\u002Fp>\n\n\u003Cp>JUNIOR STAFF *\u003C\u002Fp>\n\n\u003Cp>Grade Jl.............Cleaner, Garden Boy\u003C\u002Fp>\n\n\u003Cp>Grade J2 ..........Messenger, Driver Grade V, Artisan, Snr. Garden Boy, Cash\nBoy\u003C\u002Fp>\n\n\u003Cp>Grade J3.........Clerk, Stenographer Gd. II, Driver Grade IV, Senior\nArtisan\u003C\u002Fp>\n\n\u003Cp>Grade J4........ Snr. Clerk, Snr. Steno.\u002FSteno. Gd. I, Driver Gd. Ill, Jnr.\nForeman II\u003C\u002Fp>\n\n\u003Cp>Grade J5.........Asst. Officer, Steno. Secretary, Driver Grade I & II,\nJnr. Foreman I\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>ADDENDUM\u003C\u002Fp>\n\n\u003Cp>i) Rent Allowance\u003C\u002Fp>\n\n\u003Cp>20% of Monthly Gross Salary shall be paid monthly as Rent Allowance to all\nstaff\u003C\u002Fp>\n\n\u003Cp>ii) Fuel Allowance\u003C\u002Fp>\n\n\u003Cp>The Bank shall provide an allowance for fuel to staff who own vehicle as\nfollows:\u003C\u002Fp>\n\n\u003Cp>Junior Staff ..............30gallons per month\u003C\u002Fp>\n\n\u003Cp>Off. Gd. II - Mgr. -....40 gallons per month \u003C\u002Fp>\n\n\u003Cp>Snr. Mgr. & above -..45 gallons per month\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) Car Maintenance Allowance\u003C\u002Fp>\n\n\u003Cp>Junior Staff - GHc 50.00 \u003C\u002Fp>\n\n\u003Cp>Senior Staff - GHc 70.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv)Utility Subsidy\u003C\u002Fp>\n\n\u003Cp>Junior Staff .....GHc 50.00\u003C\u002Fp>\n\n\u003Cp>Senior Staff.....GHc 70.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v) Leave Allowance\u003C\u002Fp>\n\n\u003Cp>2.5% of Annual Salary\u003C\u002Fp>\n\n\u003Cp>vi) Duty Post Allowance\u003C\u002Fp>\n\n\u003Cp>Branch Accountants...25% of Branch Mgr’s allowances\u003C\u002Fp>\n\n\u003Cp>Deputy Branch Mgr...50% of Branch Mgr’s allowances\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>vii) Send-Off Gift\u003C\u002Fp>\n\n\u003Cp>An employee who retires from the service of the Bank, having served the Bank\nfor a minimum of 10 years shall be entitled to a send-off gift as follows:\u003C\u002Fp>\n\n\u003Cp>10 years ..........GHc 4,000.00 \u003C\u002Fp>\n\n\u003Cp>15 years...........GHc 6,000.00  \u003C\u002Fp>\n\n\u003Cp>20 years..........GHc 8,000.00  \u003C\u002Fp>\n\n\u003Cp>25 years.........GHc 10,000.00  \u003C\u002Fp>\n\n\u003Cp>30 years.........GHc 12,000.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            ",{"hourspday_select":44,"maternitydifferenttrigger":48,"paidmaternityleaveduration":52,"overtimeallowanceperc1_general":56,"maternity_nursing_breaks_length":60,"ONCERISE_trigger":64,"maternity_nursing_breaks_duration":68,"dayspweek":70,"hourspweek_select":74,"childcare":77,"STRUCINCR_trigger":81,"nursingmothers":85,"hourspday":87,"funeralpay":89,"trainingfund":93,"contracttrialperiod":97,"maternityotherclause":101,"discrimination":105,"paidmaternityleavepayperc":109,"pensionfund":111,"OVERTIME_trigger":115,"holidaysdays":119,"paidmaternityleavepay":123,"nursingexcludedtrigger":125,"healthcareaccess":127,"healthinsurancerelatives":131,"COMMUTE_trigger":134,"SUNDAY_trigger":138,"childcaredifferenttrigger":141,"sicknessmaxdays":143,"sundayallowancetype":147,"WAGES_determined":149,"nursingdifferenttrigger":153,"childcareexcludedtrigger":155,"hourspweek":157,"contracttrial":159,"sicknesspay":161,"sundayallowanceperc1":163,"commutingallowanceamount1":167,"dayspweek_select":169,"healthinsurance":171,"paidmaternityleaveall":173,"SCHEDULE_trigger":177,"educationtuition":179,"schedulesrestpw":183,"sicknessmaxdaysnr":185,"overtimeallowancetype_general":187,"maternityexcludedtrigger":189,"healthcareaccessrelatives":191,"contractseverancepay1":193,"PAIDLEAV_trigger":197,"SENIOR_trigger":199,"trainingprogrammes":203,"paidmaternityleave":207,"contractseverancepay":209,"jobsecuritymothers":211},{"bindId":45,"name":46,"text":47},"hourspday_select","58. Normal working hours shall be as fol","58. Normal working hours shall be as follows:-\n\nMonday to Fridays - 8.00 a.m. to 12.30 p.m. and 1.30 p.m. to 5.00 p.m.",{"bindId":49,"name":50,"text":51},"maternitydifferenttrigger","2. The terms and conditions of employmen","2. The terms and conditions of employment and non-employment and conditions\nof labour which shall apply to all employees of the Bank as per Appendix 'A' of\nthis Agreement for whom the Union has been certified to negotiate under the\nterms of the Labour Act 2003, Act 651, shall be those provided in this\nAgreement and shall take effect from 1st January, 2010.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","17. Where a female becomes pregnant, she","17. Where a female becomes pregnant, she shall be granted the annual leave\nor proportionate thereof already earned by her and in addition three (3)\nmonths' maternity leave on full pay. Of this leave, six weeks if possible, is\nto be taken before confinement on the production of certificate by a Medical\nPractitioner stating that her confinement may be expected to take place six\nweeks after the date of the certificate.",{"bindId":57,"name":58,"text":59},"overtimeallowanceperc1_general","61.bOvertime shall be paid as follows:- ","61.bOvertime shall be paid as follows:-\n\nWeek days - Time and a half of basic salary",{"bindId":61,"name":62,"text":63},"maternity_nursing_breaks_length","20. Any employee returning to duty after","20. Any employee returning to duty after maternity leave will be given the\nopportunity after four (4) hours of duty in a working day, for a maximum period\nof six (6) months to nurse her baby for two hours each working day, but not\nearlier than 11.30 am each day.",{"bindId":65,"name":66,"text":67},"ONCERISE_trigger","90. The Bank shall at the end of every s","90. The Bank shall at the end of every successful year of operation pay each\nemployee an appropriate percentage of profit as bonus, subject to approval by\nthe Board of Directors of the Bank. The payment of the Bonus shall be on\npro-rata basis and subject to existing regulations.",{"bindId":69,"name":62,"text":63},"maternity_nursing_breaks_duration",{"bindId":71,"name":72,"text":73},"dayspweek","57.The total working hours for one week ","57.The total working hours for one week shall not exceed forty (40)\nhours.\n\n58. Normal working hours shall be as follows:-\n\nMonday to Fridays - 8.00 a.m. to 12.30 p.m. and 1.30 p.m. to 5.00 p.m.",{"bindId":75,"name":72,"text":76},"hourspweek_select","57.The total working hours for one week shall not exceed forty (40)\nhours.",{"bindId":78,"name":79,"text":80},"childcare","16. Casual leave (which shall count as d","16. Casual leave (which shall count as duty) may be granted to any employee\nup to a maximum of ten (10) working days in any one year after annual leave.\nThis is to enable the employee to attend to urgent private and personal\naffairs.",{"bindId":82,"name":83,"text":84},"STRUCINCR_trigger","SNR. STAFF..............................","SNR.\nSTAFF.............................................INITIAL.......................................INCREMENTAL\nRATE ............................TERMINAL\n\n\n\nChief\nManager......................................36,098.37.............................................401.......................................................39,701.82\n\nDy. Chief\nMgr.......................................31,695.46.............................................367........................................................34,998.07\n\nSnr.\nManager........................................27,692.27.............................................334.......................................................30,694.65\n\nManager................................................24,356.28.............................................278.......................................................26,858.28\n\nDeputy\nManager..................................21,298.29.............................................255.........................................................23,591.79\n\nAsst.\nManager......................................18,518.29..............................................231.67..................................................20,603.29\n\nOfficer Grade\nI......................................16,201.63.............................................193.06...................................................17,939.13\n\nOfficer Grade\nII....................................12,667.86...............................................294.48...................................................15,318.19",{"bindId":86,"name":62,"text":63},"nursingmothers",{"bindId":88,"name":46,"text":47},"hourspday",{"bindId":90,"name":91,"text":92},"funeralpay","67. In addition to their Provident Fund ","67. In addition to their Provident Fund entitlements the following shall be\nthe bereavement benefits:\n\n(a) i. When an employee dies the Bank shall provide coffin and pay the cost\nof transporting the corpse to its hometown. In addition, the Bank shall donate\nOne thousand five hundred Ghana cedis (GHc 1,500.00) and customary drinks to\nthe bereaved family: ii. The Bank shall pay mortuary fees not exceeding\nfourteen (14) days, iii. The Bank shall pay Five thousand Ghana cedis (GHc\n5,000.00) to the surviving spouse and the children, iv. The surviving spouse\nand children shall be paid the equivalent of deceased staff's salary for Six\n(6) months, subject to the condition that it will apply only where staff dies\nin the course of duty, v The Bank shall grant the NIB scholarship to at least\ntwo (2) of the deceased staff's wards up to traditional Tertiary level\n(Government Universities) based on Government approved rate.",{"bindId":94,"name":95,"text":96},"trainingfund","iii) The Bank's sponsorship\u002Fpayment of h","iii) The Bank's sponsorship\u002Fpayment of honoraria for course: undertaken\nthrough private tuition by staff will be limited to the Associate Diploma of\nthe Institute of Bankers Professional programmes only.\n\n82. a) Loans shall be advanced for purchase of books by staff pursuing\nInstitute of Bankers professional examination. The cost of books for the\nInstitute of Bankers Diploma Programme will be refunded by the Bank on\nsuccessful completion of the course.",{"bindId":98,"name":99,"text":100},"contracttrialperiod","7. An employee so engaged shall undergo ","7. An employee so engaged shall undergo a probationary period of six (6)\nmonths, and when he has rendered satisfactory work, his appointment shall be\nconfirmed in writing.",{"bindId":102,"name":103,"text":104},"maternityotherclause","18. Maternity leave granted under Clause","18. Maternity leave granted under Clause 17 above will be additional to any\nentitlement of sick leave.\n\n19. Absence from duty arising from pregnancy in excess of the maximum period\ndescribed in Clause 17 above will be regarded as absence on the grounds of ill-\nhealth on the production of medical certificate and the rule governing sick\nleave will apply.\n\n20. Any employee returning to duty after maternity leave will be given the\nopportunity after four (4) hours of duty in a working day, for a maximum period\nof six (6) months to nurse her baby for two hours each working day, but not\nearlier than 11.30 am each day.",{"bindId":106,"name":107,"text":108},"discrimination","86. a. There shall be a voluntary retire","86. a. There shall be a voluntary retirement age of fifty-five (55) years\nfor both males and females.\n\nb. The compulsory retirement age shall be 60 years for both males and\nfemales.",{"bindId":110,"name":54,"text":55},"paidmaternityleavepayperc",{"bindId":112,"name":113,"text":114},"pensionfund","11. Every employee of the Bank shall bec","11. Every employee of the Bank shall become a member of the National\nInvestment Bank Employees' Provident Fund as from the commencement of his\nservice, probationary or otherwise and shall at the end of each month by the\ncheck-off system contribute 15% of his monthly salary or wage towards the fund.\nInitial withdrawal from the Provident Fund shall be after the first two (2)\nyears and subsequent withdrawals shall be after every two (2) years.\n\n12. The Bank shall also at the end of each month, contribute ten per centum\n(10%) of the employee's salary or wage towards the Fund.",{"bindId":116,"name":117,"text":118},"OVERTIME_trigger","60.Employees who are requested by a Mana","60.Employees who are requested by a Manager to do work in excess of the\nworking hours per day shall be paid overtime for work so performed, provided\nthat such overtime shall be authorised by a Manager. The payment of such\novertime shall be dependent on the certification by the Manager and such\ncertification shall be final.\n\n61.bOvertime shall be paid as follows:-\n\nWeek days - Time and a half of basic salary\n\nSundays\u002FSaturdays\u002FPublic Holidays - Double time of basic salary plus",{"bindId":120,"name":121,"text":122},"holidaysdays","64. Vacation leave shall normally be gra","64. Vacation leave shall normally be granted annually after a spell of duty\nof not less than one (1) year. All members of staff shall enjoy a vacation\nleave of thirty (30) working days per annum.",{"bindId":124,"name":54,"text":55},"paidmaternityleavepay",{"bindId":126,"name":50,"text":51},"nursingexcludedtrigger",{"bindId":128,"name":129,"text":130},"healthcareaccess","13. Each employee, his spouse and childr","13. Each employee, his spouse and children under twenty-one (21) years of\nage will be eligible for the Bank's medical scheme as follows:-\n\ni. The Bank will pay the cost of ordinary medical treatment subject to the\nprovision that the sickness is not covered under the NHIS;\n\nii. Employees shall avail themselves of the services of Government Hospitals\nor the Bank's Doctor in those centres where one has been appointed except in\nthe case of emergency when the services of any registered Medical Practitioner\nincluding those in Government Hospitals may be used;\n\niii. Where sickness needs herbal treatment, the Bank shall bear the cost\nprovided treatment is given by clinics run by registered Traditional Healers\nrecommended by the Local Union and the PMSU and retained by the Bank for\nconsultation;",{"bindId":132,"name":129,"text":133},"healthinsurancerelatives","13. Each employee, his spouse and children under twenty-one (21) years of\nage will be eligible for the Bank's medical scheme as follows:-",{"bindId":135,"name":136,"text":137},"COMMUTE_trigger","76. The Bank shall endeavour to provide ","76. The Bank shall endeavour to provide transportation for staff to and from\nwork (i)The Bank shall pay an allowance of GHc 5.00 per day to all staff who by\nthe nature of the their work cannot join the transport service. This is based\non transport fare to and from Adenta and shall be subject to review when\ntransport fares are reviewed by the transport agencies.",{"bindId":139,"name":58,"text":140},"SUNDAY_trigger","61.bOvertime shall be paid as follows:-\n\nWeek days - Time and a half of basic salary\n\nSundays\u002FSaturdays\u002FPublic Holidays - Double time of basic salary plus",{"bindId":142,"name":50,"text":51},"childcaredifferenttrigger",{"bindId":144,"name":145,"text":146},"sicknessmaxdays","14. Sick leave may be granted to any emp","14. Sick leave may be granted to any employee on full pay up to six months\nduring any period of twelve months. The employee should then take any vacation\ndue to him and thereafter, if still certified to be ill, he shall be on half\npay for a further period not exceeding six months. The granting of further sick\nleave with or without pay shall be at the discretion of the Managing Director,\nin accordance with the Bank's Rules.",{"bindId":148,"name":58,"text":140},"sundayallowancetype",{"bindId":150,"name":151,"text":152},"WAGES_determined","6. The Bank shall give the newly engaged","6. The Bank shall give the newly engaged employee a letter of appointment,\nstating:-\n\n1. Salary\n\n2. Salary Scale\n\n3. Effective Date\n\n4. Probation\n\n5. Job Title",{"bindId":154,"name":50,"text":51},"nursingdifferenttrigger",{"bindId":156,"name":50,"text":51},"childcareexcludedtrigger",{"bindId":158,"name":72,"text":76},"hourspweek",{"bindId":160,"name":99,"text":100},"contracttrial",{"bindId":162,"name":145,"text":146},"sicknesspay",{"bindId":164,"name":165,"text":166},"sundayallowanceperc1","Sundays\u002FSaturdays\u002FPublic Holidays - Doub","Sundays\u002FSaturdays\u002FPublic Holidays - Double time of basic salary plus",{"bindId":168,"name":136,"text":137},"commutingallowanceamount1",{"bindId":170,"name":72,"text":73},"dayspweek_select",{"bindId":172,"name":129,"text":133},"healthinsurance",{"bindId":174,"name":175,"text":176},"paidmaternityleaveall","21. A female member of staff shall not b","21. A female member of staff shall not be entitled to any payment during\nmaternity leave unless she shall have been in the service of the Bank for a\nperiod of at least twelve (12) months.",{"bindId":178,"name":46,"text":47},"SCHEDULE_trigger",{"bindId":180,"name":181,"text":182},"educationtuition","d) The number of beneficiaries per year ","d) The number of beneficiaries per year under the Bank's Scholarship Scheme\nfor Employees' Children in the Senior Secondary Schools will be not more than\nforty (40). The value of the Scholarship shall be equal to the value of the\nMinistry of Education Scholarship Award and should cover Senior Secondary\nSchools ONLY.",{"bindId":184,"name":46,"text":47},"schedulesrestpw",{"bindId":186,"name":145,"text":146},"sicknessmaxdaysnr",{"bindId":188,"name":58,"text":59},"overtimeallowancetype_general",{"bindId":190,"name":175,"text":176},"maternityexcludedtrigger",{"bindId":192,"name":129,"text":133},"healthcareaccessrelatives",{"bindId":194,"name":195,"text":196},"contractseverancepay1","70. (i). Where for one reason or another","70. (i). Where for one reason or another, the Bank is compelled to declare\nany member of staff redundant, the Bank shall notify the Union not less than\none (1) calendar month in advance of the action the Bank intends taking.\n\n(ii). Where an officer is declared redundant, he shall in addition to all\nhis entitlements, receive severance pay as follows:\n\na) two (2) month's basic salary x number of years served ",{"bindId":198,"name":121,"text":122},"PAIDLEAV_trigger",{"bindId":200,"name":201,"text":202},"SENIOR_trigger","The Bank shall give long service award m","The Bank shall give long service award made up of a certificate and a gift\nor its cash equivalent to employees after a minimum of ten (10) years\nsatisfactory service and thereafter, after every five (5) years.",{"bindId":204,"name":205,"text":206},"trainingprogrammes","80. The Bank undertakes to provide suita","80. The Bank undertakes to provide suitable means for the training of\nemployees where such means will enable employees to secure competency in the\nperformance of their duties and fit them for promotion within the Bank.\n\ni) No staff will however be permitted to attend private classes during\nworking hours.\n\n81.The Bank shall pay for the full cost of registration and examination for\nall staff who enroll in approved part-time programmes for a maximum of two (2)\nattempts, including fees for part-time tuition for the two (2) attempts,\nprovided that:-\n\ni) the staff shall pay three (3) times the value of expenditure to the Bank\nif he\u002Fshe does not serve a minimum of five (5) years upon completion of the\ncourse before disengagement from the Bank.\n\nii) not more than ten (10) members of staff are so sponsored per department\nper year.\n\niii) The Bank's sponsorship\u002Fpayment of honoraria for course: undertaken\nthrough private tuition by staff will be limited to the Associate Diploma of\nthe Institute of Bankers Professional programmes only.\n\n82. a) Loans shall be advanced for purchase of books by staff pursuing\nInstitute of Bankers professional examination. The cost of books for the\nInstitute of Bankers Diploma Programme will be refunded by the Bank on\nsuccessful completion of the course.\n\nb) Staff shall serve a minimum of five (5) years to qualify for sponsorship\nfor the above courses from the Bank.\n\nb) An employee of the Bank upon passing any of the above mentioned\nexamination shall be paid an award as follows:-\n\ni. Payment of 2 and half % of annual salary upon completion of Intermediate\nlevel.\n\nii. Payment of 5% of annual salary upon completion of Final part.\n\nc) To qualify to benefit from the provision of clause 82, a staff should\nseek prior approval from Management before embarking upon the course.",{"bindId":208,"name":54,"text":55},"paidmaternityleave",{"bindId":210,"name":195,"text":196},"contractseverancepay",{"bindId":212,"name":62,"text":63},"jobsecuritymothers","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GHA National Investment Bank Limited - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2011-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Banking, Banking\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                        National Investment Bank Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        ICU - Industrial and Commercial Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 182 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Yes\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 365 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 6.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: →  %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → GHS 5.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 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",[218],{"title":37,"slug":33},[220],{"type":221,"data":222},"call_to_action_body_block",{"title":223,"description":224,"variant":225,"link":226},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":223,"url":227,"description":223,"rel":228,"type":229},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[231],{"type":221,"data":232},{"title":223,"description":224,"variant":225,"link":233},{"title":223,"url":227,"description":223,"rel":228,"type":229},[]]