[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fsample-collective-bargaining-agreement-created-by-wageindicator":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":196,"content_type_view":197,"extra_breadcrumbs":198,"body":200,"body_blocks":211,"related_pages":215},732,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_GH","2025-07-27T10:50:23.876634+00:00","2026-04-02T09:10:17.509970+00:00","\u002Fcms\u002Fpages\u002F732\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Ghana","en-gh",{"title":20,"slug":21},"Work in Ghana","work-in-ghana",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-27T12:50:23.876634+02:00","2026-04-02T11:10:17.663929+02:00",{"cba":32,"clauses":43,"details":194,"translations":195},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"sample-collective-bargaining-agreement-created-by-wageindicator","ad16a880-5e27-11e6-a67e-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Fsample-collective-bargaining-agreement-created-by-wageindicator\u002Fsample-collective-bargaining-agreement-created-by-wageindicator\u002F","Sample Collective Bargaining Agreement for Ghana created by WageIndicator Foundation - 2016","Sample Collective Bargaining Agreement for Ghana created by WageIndicator Foundation - 2016 -","Ghana - Sample Collective Bargaining Agreement for Ghana created by WageIndicator Foundation - 2016 -","Sample Collective Bargaining Agreement for Ghana created by WageIndicator Foundation - 2016 - - ",{"name":41,"data":42},"GHANA Sample CBA Model created by WageIndicator Foundation.html","\n              \n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>Sample Collective Bargaining Agreement created by WageIndicator\nFoundation\u003C\u002Fp>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch1>Collective Bargaining Agreement between (name of the Employer) and (name of\nTrade Union)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.0 INTRODUCTION\u003C\u002Fh2>\n\n\u003Cp>1.1\u003C\u002Fp>\n\n\u003Cp>This Agreement made this (dd\u002Fmm\u002Fyy).\u003C\u002Fp>\n\n\u003Cp>BETWEEN\u003C\u002Fp>\n\n\u003Cp>(name of the Employer) hereinafter collectively referred to as the Employer\nof the one part\u003C\u002Fp>\n\n\u003Cp>AND\u003C\u002Fp>\n\n\u003Cp>THE UNION, a duly registered trade union and authorized to negotiate on\nbehalf of all permanent employees of the who are members of the union, of the\nother part.\u003C\u002Fp>\n\n\u003Cp>A. SCOPE OF AGREEMENT\u003C\u002Fp>\n\n\u003Cp>This Agreement shall apply to only employees who shall fall within the\nDefinition of \"Employee\" in this Agreement. All new employees after the\neffective date of this Agreement shall have the option to join the Union\nprovided however that persons whose appointments or contracts with the Company\nare of a temporary nature and persons engaged to perform specific services for\npredetermined periods in any one instance are not covered by the provisions of\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>B. DURATION\u003C\u002Fp>\n\n\u003Cp>This Agreement shall be for a period of twenty-four (24) months from\n(dd\u002Fmm\u002Fyy) TO (dd\u002Fmm\u002Fyy). At any time after twenty-two (22) months either party\nto this agreement may give the other, two (2) months’ notice in writing,\nexpressing Its wish for this Agreement to continue for a further period to be\nagreed upon between the parties or Its Intention to terminate the Agreement. In\nthe latter event both parties will enter into negotiations on the terms and\nconditions of a now Agreement but until a new Agreement Is signed, and the\neffective date of Its commencement agreed upon, this Agreement shall continue\nto be in force,\u003C\u002Fp>\n\n\u003Cp>C. WAGE OPENER CLAUSE\u003C\u002Fp>\n\n\u003Cp>At any time after twelve months from the date of this Agreement, and once\nonly during the twenty four (24) months period following the commencement of\nthis agreement, the Union and THE COMPANY shall reopen negotiations on rates of\npay by giving one month's notice to the other party of its intention to do\nso.\u003C\u002Fp>\n\n\u003Ch2>2.0 DEFINITIONS\u003C\u002Fh2>\n\n\u003Cp>In this agreement, unless specifically stipulated elsewhere:\u003C\u002Fp>\n\n\u003Cp>The monthly pay for a job grade and level shall be the monthly salary as\nshown in the Company's Salary Structure.\u003C\u002Fp>\n\n\u003Cp>\"EMPLOYEE\" means any permanent salaried staff of the Company whose position\nor title is listed in the Memorandum of Understanding dated November 30th, 2004\nsigned between the Union and the Company as eligible to join the Union, who is\na member of the Union and whose appointment is not of a temporary nature.\u003C\u002Fp>\n\n\u003Cp>\"Family\" means an Employee's registered spouse and children up to a maximum\nof four (4), under 18 years of age who are neither employed nor married.\u003C\u002Fp>\n\n\u003Cp>Reference to the male gender in this document shall also include the female\ngender where appropriate.\u003C\u002Fp>\n\n\u003Cp>Public holidays shall be all such statutory holidays as officially gazetted\nand declared by the Government of the Republic of Ghana. This includes\nStatutory Public Holidays and other days declared as such.\u003C\u002Fp>\n\n\u003Cp>Leave Year means the calendar year from 1st January to 31st December\u003C\u002Fp>\n\n\u003Cp>\"Employer\" or\" the Company\" mean: (…………)\u003C\u002Fp>\n\n\u003Cp>\"Notice Board\" includes electronic mail.\u003C\u002Fp>\n\n\u003Ch2>3.0 EMPLOYMENT POLICY\u003C\u002Fh2>\n\n\u003Cp>The aim of the provisions of this section is to set out the procedures used\nin engaging a new hire into the company.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3>3.1 Individual Employment Contracts\u003C\u002Fh3>\n\n\u003Cp>Upon engagement, all new employees shall be given an employment offer in\nwriting, consistent with the provisions of the Collective Bargaining Agreement,\nwhich when accepted by the employee, forms the basis of the employment\ncontract.\u003C\u002Fp>\n\n\u003Cp>The employment letter will clearly state, among other things, the\nfollowing:\u003C\u002Fp>\n\n\u003Cp>Job Title\u003C\u002Fp>\n\n\u003Cp>Job Description\u003C\u002Fp>\n\n\u003Cp>Job Grade\u003C\u002Fp>\n\n\u003Cp>Reporting lines and department\u003C\u002Fp>\n\n\u003Cp>Job location\u003C\u002Fp>\n\n\u003Cp>Salary\u003C\u002Fp>\n\n\u003Cp>Effective Date\u003C\u002Fp>\n\n\u003Cp>Probation Period\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>3.2 Recruitment\u003C\u002Fh3>\n\n\u003Cp>The Companies referred to believe in equal opportunities therefore\nrecruitment of persons for any job within the companies will be based on\ncompetence and willingness to work.\u003C\u002Fp>\n\n\u003Ch3>3.3 Security\u003C\u002Fh3>\n\n\u003Cp>Employment shall be offered to an applicant subject to the new Employee\npassing a security check, which may be conducted by the company. Such security\nchecks may cover all matters, which are relevant to an applicant's employment\nwith the Company.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>3.4 Probation\u003C\u002Fh3>\n\n\u003Cp>i. All appointments shall be subject to a three-month probation period. At\nthe end of the probation period the company may inform the employee in writing\nwhether or not his appointment has been confirmed.\u003C\u002Fp>\n\n\u003Cp>ii. The Company may extend the probationary period for three months if it\nhas doubts about the suitability or ability of the employee for the job.\u003C\u002Fp>\n\n\u003Cp>iii. The Company may terminate the appointment of an employee on probation\nby giving fourteen days’ notice or payment in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>iv. An employee on probation may also terminate his appointment by giving\nthe company fourteen days’ notice or by paying to the company fourteen days\nsalary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>v. Within fourteen (14) days of completion of probation, employee must\nremind management of his confirmation. A standard form shall be introduced by\nthe Company for this purpose.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>There is no explicit provision in the Labour Act about maximum duration of\nprobation period. The Labour Act refers to a \"reasonable duration determined in\nadvance\". Probationary period and conditions of probation are generally\nprovided in collective agreements. Where, as a condition for the engagement of\nan employee, a contract of employment requires probation, the employment\ncontract has to specify the duration of the probation for the employee.\nSources: § 66(b) & 98(d) of the Labour Act 2003 (Act 651); Regulation 5 of\nLabour Regulations 2007 (LI 1833).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>3.5 Medical Screening and Fitness\u003C\u002Fh3>\n\n\u003Cp>1. All appointments shall be subject to employee being declared by a\ncompany-designated medical officer to be medically fit for the job for which a\nperson is being engaged.\u003C\u002Fp>\n\n\u003Cp>2. All or designated employees may once a year be subject to medical\nscreening to determine whether their state of health will permit them to\nperform their duties safely and effectively.\u003C\u002Fp>\n\n\u003Cp>3. Where the company has reason to suspect that an employee is under the\ninfluence of alcohol or a narcotic substance, management in conjunction with\nthe PMSU representatives and the appropriate health authorities may conduct a\ndrug and alcohol test on said employee.\u003C\u002Fp>\n\n\u003Cp>4. Results of each employee's medical examination shall be kept\nconfidential. Each employee however has a right to access his own medical\nreport\u003C\u002Fp>\n\n\u003Ch3>3.6 Work Permits\u003C\u002Fh3>\n\n\u003Cp>A person who is not a national of Ghana must produce evidence that he has\nthe requisite permits, which will enable him to work lawfully In Ghana.\u003C\u002Fp>\n\n\u003Ch3>3.7 Job Description\u003C\u002Fh3>\n\n\u003Cp>a. Each job or position in the Company has a detailed description of the\nnature of the job, what is expected of the job holder and what attributes are\nneeded to perform that job.\u003C\u002Fp>\n\n\u003Cp>b. Each employee shall give his full effort, time and attention to the\nCompany during working hours and shall not engage in any activity which will\ninterfere or hinder the discharge of his responsibility to the company.\u003C\u002Fp>\n\n\u003Cp>c. Employees shall also refrain from any activity, which will be detrimental\nto the good conduct of the Company's business\u003C\u002Fp>\n\n\u003Ch3>3.8 New Hires Orientation\u003C\u002Fh3>\n\n\u003Cp>All new employees will undergo an orientation program to get them to\nunderstand the work culture and to assist them to integrate quickly into the\nwork force.\u003C\u002Fp>\n\n\u003Ch3>3.9 Nomination of Next of Kin\u003C\u002Fh3>\n\n\u003Cp>Every new Employee shall give to the Company at the time of his employment\nthe name and address of a person whom he wishes to receive any entitlements or\nbenefits due him from the Company in the event of death. The Employee shall\nhave the right to change the name of his beneficiary at any time. However, in\nthe event of death of the Employee, the Company shall give to the beneficiary\nlast nominated by the deceased Employee any benefits\u002Frights that may accrue to\nthe deceased, subject to the provisions of his last Will, if any.\u003C\u002Fp>\n\n\u003Ch3>3.10 Employee Data\u003C\u002Fh3>\n\n\u003Cp>All new employees shall be required to complete the following forms (shown\nin Schedule E of this agreement) upon their engagement with the company:\u003C\u002Fp>\n\n\u003Cp>Personnel Record Form.\u003C\u002Fp>\n\n\u003Cp>Confidentiality Undertaking Form.\u003C\u002Fp>\n\n\u003Cp>Nomination of Beneficiary Form.\u003C\u002Fp>\n\n\u003Cp>Conflict of interest Form\u003C\u002Fp>\n\n\u003Cp>It is the duty of employees to notify the HR Department of any future\nchanges in the information provided in the above forms.\u003C\u002Fp>\n\n\u003Ch2>4.0 GENERAL CONDITIONS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Ch3>4.1 WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>1. The normal working week shall be a week of 40 hours worked over five days\nof eight hours each.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2. It is expected that employees shall at all times work those reasonable\nhours necessary to satisfactorily achieve the responsibilities of their\npositions.\u003C\u002Fp>\n\n\u003Cp>3. There shall be a one-hour meal break during each eight hours worked. This\none-hour break shall not be part of the working hours. This meal break shall\ncommence when the Employee leaves his work place and ends when he returns to\nhis work place.\u003C\u002Fp>\n\n\u003Cp>4. The normal working hours shall be scheduled for each Department to suit\nthe Company's operational requirements.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>4.2 Work Attendance\u003C\u002Fh3>\n\n\u003Cp>i. To avoid a disruption in the operational schedules of the company, all\nemployees are required to keep a one hundred percent attendance record in a\nyear. Where for any reason an employee is unable to attend to work, he is\nexpected to take all possible practical steps to inform the company ahead of\ntime.\u003C\u002Fp>\n\n\u003Cp>ii. An employee who without prior permission fails to report for work for\nSeven (7) consecutive days without good reason shall be deemed to have\nabandoned his post and shall have his appointment terminated.\u003C\u002Fp>\n\n\u003Cp>iii. An employee who fails to report for work without prior permission shall\nnot be paid on days he did not report for work.\u003C\u002Fp>\n\n\u003Cp>iv. Notwithstanding anything stated in this section an employee who absents\nhimself from work without prior permission for a cumulative period of ten\nworking days within a calendar year shall have his appointment terminated after\ndue process.\u003C\u002Fp>\n\n\u003Ch3>4.3 DUTY CALL-IN\u003C\u002Fh3>\n\n\u003Cp>Where the Company's operations so require, the company may call in an\nemployee from home outside his scheduled hours of work or shift to work to\navoid undue disruption of the company's operations. An employee who has been\ncalled from home under this clause shall be given an allowance of GHc…. per\nday.\u003C\u002Fp>\n\n\u003Ch3>4.4 Protective Clothing and equipment\u003C\u002Fh3>\n\n\u003Cp>The Company shall provide protective clothing and safety equipment to\nemployees whose jobs require that they have these safety items. These items\nshall remain the property of the Company and each employee is required to use\nthese items. An employee on duty who fails to use safety equipment, Clothing or\nmaterial provided to him may be subject to disciplinary action by the\nCompany\u003C\u002Fp>\n\n\u003Cp>In circumstances where the employer is unable to provide uniform, the\naffected employee may be paid an allowance of GH¢ per annum.\u003C\u002Fp>\n\n\u003Cp>Worn out uniform\u002Fwork clothing shall be presented to the head of department\nfor replacement.\u003C\u002Fp>\n\n\u003Ch3>4.5 Confidentiality\u003C\u002Fh3>\n\n\u003Cp>Every employee on appointment shall be required to execute a confidentiality\nform pledging to observe strict secrecy and confidentiality in respect of\naffairs of the company and its transactions.\u003C\u002Fp>\n\n\u003Cp>Any information obtained by an employee in the course of his employment\nshall be regarded as confidential, except where such information is already in\nthe public domain.\u003C\u002Fp>\n\n\u003Ch2>5.0. HR MANAGEMENT\u003C\u002Fh2>\n\n\u003Ch3>5.1 Bonding Employees\u003C\u002Fh3>\n\n\u003Cp>The Company may require employees to sign bonds which may require them to\nwork with the company for some minimum number of years or not to work with\ndirect competitors for some minimum number of years after the company has\nsponsored said employees for further training or education or after the company\nhas granted said employees loans and or concessions over and above what they\nare legally entitled to receive. The employee bonded shall be freed from the\nbond after paying the necessary penalty.\u003C\u002Fp>\n\n\u003Ch3>5.2 PROMOTIONS\u003C\u002Fh3>\n\n\u003Cp>i. The Company may, subject to vacancies, promote an employee who after due\nevaluation is deemed qualified and competent to handle and manage\nresponsibilities at a level higher than his existing position.\u003C\u002Fp>\n\n\u003Cp>ii. Vacancies for suitably qualified employees shall fill promotions based\non among others ability, merit, succession plans, level of training, potential,\nqualification and relevant experience. The decision to promote is the sole\nprerogative of the Company.\u003C\u002Fp>\n\n\u003Cp>iii. The Company reserves the right to fill a vacant position from outside\nthe existing employee base if in its opinion no current employee has the\nrequisite qualifications and experience for the available position.\u003C\u002Fp>\n\n\u003Ch3>5.3 PERFORMANCE APPRAISAL\u003C\u002Fh3>\n\n\u003Cp>i.The Company has a system of performance appraisal which is set out to\nenable the company and the employee determine how well the employee is\nperforming his job functions and what is needed to enable the employee improve\nperformance.\u003C\u002Fp>\n\n\u003Cp>ii.The Appraisal shall be done at least once in a year for all employees and\nthe results of each employee's appraisal shall be communicated to him.\u003C\u002Fp>\n\n\u003Cp>iii.-The results of performance appraisal shall form part of the basis for\ndetermining promotions, transfers, and review of remuneration packages,\nEmployee Performance Bonus Plan and discharge from the company due to\nunsatisfactory performance.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Ch3>5.4 EMPLOYEE DEVELOPMENT AND TRAINING\u003C\u002Fh3>\n\n\u003Cp>The Company fully recognizes the importance of training and will pursue\nappropriate programs to train and develop its employees. Training and\ndevelopment provided by the Company shall be designed to:\u003C\u002Fp>\n\n\u003Cp>I. Enable employees to contribute more effectively to the attainment of the\nCompany's goals.\u003C\u002Fp>\n\n\u003Cp>II. Meet the development needs for the foreseeable future as identified and\nagreed with the employees' immediate superior through the performance appraisal\nprocedures.\u003C\u002Fp>\n\n\u003Cp>III. Meet the overall needs of the Company for specific skills and expertise\nto be available internally, for the business to develop as planned, and to\noptimize the potential contributions of its employees.\u003C\u002Fp>\n\n\u003Cp>Iv. Give specific training to employees who operate pieces of equipment or\nmachinery or use particular software as part of their Jobs.\u003C\u002Fp>\n\n\u003Ch3>5.5 Employee Training\u002FEducational Support\u003C\u002Fh3>\n\n\u003Cp>1. Where the company requires an employee to undertake a course or training,\nthe Company will pay full cost of such course or training.\u003C\u002Fp>\n\n\u003Cp>2. Study leave with pay shall be granted only at the discretion of the\nCompany for those study programs and courses approved by the Company, and which\nthe Company determines is consistent with the employees' training and\ndevelopment.\u003C\u002Fp>\n\n\u003Cp>3. When undertaking a course of study approved by the Company, an employee\nmay, on production of relevant valid documents, be granted study leave to\nenable him write an examination as provided under Article 8.05.\u003C\u002Fp>\n\n\u003Cp>4. An employee who on his own initiative undertakes a course for his\npersonal or professional development may be supported financially by the\ncompany. The HR Manager shall set out the detail modalities for the provision\nof such support\u003C\u002Fp>\n\n\u003Cp>Section 5: Educational Subsidy\u003C\u002Fp>\n\n\u003Cp>i. An educational subsidy shall be paid to staff who have served two (2)\nyears and above with the Company\u003C\u002Fp>\n\n\u003Cp>ii. The subsidy shall be computed on 5% of consolidated annual gross\nsalaries\u003C\u002Fp>\n\n\u003Cp>iii. The subsidy shall be paid once every year in September\u003C\u002Fp>\n\n\u003Cp>iv. The cut off point for payment shall be 31st August of every year\u003C\u002Fp>\n\n\u003Cp>v. Staffs who have served 2 years as at 31st August shall be eligible to\nbenefit from the educational subsidy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>5.6 Transfers\u003C\u002Fh3>\n\n\u003Cp>An employee may be transferred from his original department to another for\noperational reasons or for better utilization of the employee's skills. The\nCompany may also transfer an employee from his original place of employment to\nanother location within Ghana.\u003C\u002Fp>\n\n\u003Ch3>5.7. Inter Company Transfer\u003C\u002Fh3>\n\n\u003Cp>The Company may, as required, assign an employee to carry out similar work\nfor and or on behalf of any of the sister companies with continuous service and\nbenefits from previous Company. .\u003C\u002Fp>\n\n\u003Ch2>6.0 REMUNERATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Ch3>6.1 Equal Pay for Equal Work\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cp>The Employer shall recognize the principle of equal pay for equal work\nirrespective of sex.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>The Constitution of Ghana recognizes the right to fair remuneration and\nequal pay for work of equal value. In accordance with the Labour Act, every\nworker should receive equal pay for work of equal value without any\ndiscrimination. Sources: §24(1) of the Constitution of Ghana 1992; §68 of the\nLabour Act, 2003 (Act 651).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>6.2 RATES OF PAY\u003C\u002Fh3>\n\n\u003Cp>1. Every employee will be paid the monthly pay stated in his employment\ncontract. The monthly pay will be paid on or around the 25th day of each month\ndirectly into a nominated bank account.\u003C\u002Fp>\n\n\u003Cp>2. The Company may grant a request from an employee for the payment of part\nof his salary in advance. (50% maximum). Such salary advance shall be deducted\nfrom the employee's salary on the payday or in installments over a period not\nexceeding three (3) months.\u003C\u002Fp>\n\n\u003Cp>3. Deductions from employees' earnings shall include:\u003C\u002Fp>\n\n\u003Cp>i. Absence from work without pay\u003C\u002Fp>\n\n\u003Cp>ii. Income tax\u003C\u002Fp>\n\n\u003Cp>iii.Social security\u003C\u002Fp>\n\n\u003Cp>Advance repayments\u003C\u002Fp>\n\n\u003Cp>vi. Loan repayments\u003C\u002Fp>\n\n\u003Cp>vii. Any other deductions as from time to time specifically authorized in\nwriting by the Employee.\u003C\u002Fp>\n\n\u003Cp>Other deductions permitted by law.\u003C\u002Fp>\n\n\u003Ch3>6.3 EMPLOYEE BONUS PLAN\u003C\u002Fh3>\n\n\u003Cp>Bonuses will be paid to employees based on the company's departmental bonus\nplan as determined by management from time to time. The existing bonus plan is\nattached as Schedule F.\u003C\u002Fp>\n\n\u003Ch2>7.0 ALLOWANCES\u003C\u002Fh2>\n\n\u003Cp>Besides offering fair and competitive remuneration packages to its\nemployees. Management believes that employees who are required by the company\nto engage in activities or handle responsibilities over and above what they are\nrequired to normally do should be paid additional benefits. Towards this end\nallowances as stated in this section will be paid to employees who qualify for\nsaid allowances.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Overtime Compensation\u003C\u002Fp>\n\n\u003Cp>The normal working hours are 08 hours a day and 40 hours a week. Worker may\nwork for longer hours, provided that the average working hours do not exceed\nthe normal working hours, i.e., eight hours per day and forty hours per week.\nHowever, the law does not fix the rate of overtime remuneration. Overtime hours\nare usually paid at 150% of the normal hourly wage rate. Source: §33-38 of the\nLabour Act 2003 (Act 651)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Night Work Compensation\u003C\u002Fp>\n\n\u003Cp>Labour Act defines \"night work\" in relation to women only and means work at\nany time within a period of eleven consecutive hours that includes the seven\nconsecutive hours occurring between 22:00 and 07:00 of the following day. In\nthe industrial undertakings influenced by the seasons, instead of 11 hours, 10\nhours limit may be used in sixty days of the year. There is no provision in the\nlaw on premium pay for night work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Weekend \u002F Public Holiday Work Compensation\u003C\u002Fp>\n\n\u003Cp>There is no provision in the law regarding weekend\u002Fpublic holiday\ncompensation for permanent workers. However, the temporary and casual workers,\nif they have to work on a public holiday, are entitled to 200% of the normal\nrate of wages. If a worker has worked only fraction of the whole day (for some\nhours), he is entitled to 200% of the normal wage rate for those hours.\nSources: § 77 of the Labour Act 2003 (Act 651)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Ch3>7.1 Out-of-Station Allowance\u003C\u002Fh3>\n\n\u003Cp>1. An Employee who is required in the course of his duties to travel away\nfrom his usual place of work for a full working day and stays overnight shall\nbe given transport and accommodation as appropriate. In addition, the employee\nshall be given daily meals allowance as per Schedule 'D'.\u003C\u002Fp>\n\n\u003Cp>2. In lieu of the above, the Company shall pay the Employee an allowance as\nper Schedule 'D' to cover his accommodation, transport and meals per day.\u003C\u002Fp>\n\n\u003Cp>3. If the work assignment does not require an overnight stay the allowance\nmay cover meal requirements only and the said allowance shall be as in Schedule\n'D'.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Ch3>7.2 Leave Call-In Allowance\u003C\u002Fh3>\n\n\u003Cp>Leave Call in Allowance shall be paid as follows:\u003C\u002Fp>\n\n\u003Cp>i. Where the employee is called from leave to work for a continuous period\nof seven days or less, he\u002Fshe shall be paid a total allowance equivalent to\nfifteen percent (15%) of his monthly basic pay.\u003C\u002Fp>\n\n\u003Cp>2. Where the employee is recalled from leave to work for a continuous period\nin excess of fourteen (14) days, he shall be paid twenty five percent (25%) of\nhis monthly basic pay\u003C\u002Fp>\n\n\u003Cp>3. Where an employee being called from leave has traveled outside his usual\nplace of residence, the company shall in addition to the Leave Call allowance,\npay to the employee the cost of traveling back to his usual place of\nresidence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>7.3 Relocation\u002F Transfer Allowance\u003C\u002Fh3>\n\n\u003Cp>1. Where an employee is required to work for more than One month at a\nlocation outside his usual place of work and the said location is so\ninaccessible or so far from his usual residence that it will not be practicable\nfor the employee to commute to and from his usual residence to his new location\nof work daily, the employee shall be deemed to have been transferred to a new\nlocation.\u003C\u002Fp>\n\n\u003Cp>2. Where the transfer is not intended to extend beyond three calendar\nmonths, it shall be deemed to be a 'Temporary Transfer' and in addition to the\nOut of Station Allowance, he shall be paid a Relocation Allowance, which is\nequal to, Thirty five percent (35%) of the employee's basic pay for each month\nthat he works at the new location.\u003C\u002Fp>\n\n\u003Cp>3. Where the transfer will be for a period of more than three months, a\ntransfer notice will be served on the employee at least thirty days before the\ndate of departure to the new station. However, in case of an emergency, the\nCompany shall pay the employee one (1) month's salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>4. In the case of permanent transfer the company shall bear the cost of\ntransporting the employee, his family and his belongings to the new station and\nthe employee shall be paid a Relocation Allowance equivalent to three months of\nhis basic salary. If employee is permanently transferred and unable to get an\naccommodation at the new location, two (2) weeks after the relocation, the\ncompany will give him\u002Fher fifteen (15) days out of station allowance.\u003C\u002Fp>\n\n\u003Cp>5. No transfer allowance shall be paid for Departmental transfers within one\nlocation.\u003C\u002Fp>\n\n\u003Cp>6. For purposes of this Clause, Tema and Accra are deemed to be one\nmetropolitan location and therefore transfers within these locations shall be\ndeemed as transfers within one location.\u003C\u002Fp>\n\n\u003Ch3>7.4. ACTING ALLOWANCE\u002FCHARGE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>A confirmed employee who is requested in writing to perform duties of\nsuperior grade for a continuous period of Five (5) weeks shall be entitled to\nand paid an Acting or Charge Allowance as follows:-\u003C\u002Fp>\n\n\u003Cp>Actlng Allowance: The Difference between entry salary of Substantive officer\n\"A\" and the current salary of Acting Officer \"B\"\u003C\u002Fp>\n\n\u003Cp>Charge Allowance: 30% of the Officer' in Charge's salary. (This is for\nOfficer's more than two grades below Substantive Officer \"A\")\u003C\u002Fp>\n\n\u003Cp>Acting Allowance applies to officers who are one or two grades below the\nsubstantive officer while Charge Allowance applies to officers who are more\nthan two grades below the substantive officer.\u003C\u002Fp>\n\n\u003Cp>(b). The Human Resource Department, shall ensure that letters requesting\nstaff to act or take charge of a position indicate that those who act will sign\nas \"Acting \" while those who take \"Charge\" sign \"for\" the position.\u003C\u002Fp>\n\n\u003Ch3>7.5 EXTRA DUTY ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>To take account of any extra work which employees may be required to do, the\ncompany shall pay to each employee at the end of each month a sum equivalent to\nTwo and One half Percent (2.5%) of an employee's monthly salary as extra duty\nallowance irrespective of whether the employee did any such extra duty in a\nparticular month. Said allowance shall be paid quarterly in arrears.\u003C\u002Fp>\n\n\u003Ch2>8.0 LEAVE POLICY\u003C\u002Fh2>\n\n\u003Cp>Management believes that employees should be given adequate time every year\nto rest from their work and therefore should be given time off to be with their\nfamily and take care of other social engagements. To meet this goal, policies\nhave been put in place for several family-friendly paid leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>8.01 Annual Leave\u003C\u002Fh3>\n\n\u003Cp>1. Paid annual leave shall be earned and granted to all employees who hove\ncontinuously served a period of twelve calendar months with the company.\u003C\u002Fp>\n\n\u003Cp>2. Each employee shall be entitled to 25 working days leave per annum and no\nemployee shall be allowed to defer his accrued leave to the following year.\nLeave not taken in the year it is earned will be forfeited unless prior\napproval in writing is given by Management.\u003C\u002Fp>\n\n\u003Cp>3. Leave days shall not include sick leave days (as certified by a medical\npractitioner), Saturdays, Sundays and public holidays\u003C\u002Fp>\n\n\u003Cp>4. Notwithstanding anything contained in this section, employees who have\nnot served the company continuously for twelve calendar months may be granted\nleave on pro rata basis.\u003C\u002Fp>\n\n\u003Cp>5. Leave shall be granted to an employee at a time convenient to the Company\nwith regards to its smooth operations\u003C\u002Fp>\n\n\u003Cp>6. Every employee shall enjoy an unbroken period of leave but where\nexigencies demand, the Company may request an employee to interrupt his granted\nannual leave and return to work. Where the Company makes such a request, the\nemployee shall not forfeit the right to the remainder of his leave but shall\ntake such leave at anytime as is convenient thereafter.\u003C\u002Fp>\n\n\u003Cp>7. Where due to operational reasons the Company, in writing, requests an\nemployee not to take his leave or the whole of his leave in a particular year,\nthe said leave or the remaining portion of his leave shall be added to the\nemployees' leave entitlement for the following year.\u003C\u002Fp>\n\n\u003Cp>8. The Company shall prepare a departmental leave roster each year showing\nthe dates an employee can proceed on leave. Employees shall, as far as\npossible, be given notice of commencement of leave at least thirty days before\nthe start of the leave.\u003C\u002Fp>\n\n\u003Cp>9. An employee who is prevented from resuming duty from leave because of ill\nhealth shall notify his head of department and in any case not later than seven\n(7) days from the end of the leave. On resumption of work the Employee shall\nsubmit to the Company a medical certificate from the company designated medical\ndoctor or a recognized medical doctor verifying the employee's ill health\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>A worker is entitled to at least 15 working days fully paid annual leave,\nafter completion of 12 months of continuous service. Sources: §20-32 of the\nLabour Act 2003 (Act 651).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>8.2 Casual Leave\u003C\u002Fh3>\n\n\u003Cp>An employee may apply for leave to enable him attend to personal matters.\nSuch leave may be deducted from the employee's annual leave. Where the employee\nhas already exhausted his leave days such leave may be granted with or without\npay, and shall not exceed seven (7) working days in a calendar year. The\nManaging Director shall be responsible for the granting of such leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch3>8.3 Compassionate Leave\u003C\u002Fh3>\n\n\u003Cp>In the event of the death of an employee's registered spouse or biological\nor legally adopted child, the employee may apply for and shall be granted a\nCompassionate Leave of not more than seven (7) working days. In the case of\nemployee's biological father and mother the leave days shall not be more than\nfour (4) working days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>8.4 Leave for Nuptial Activities:\u003C\u002Fh3>\n\n\u003Cp>In the event of an employee getting married, he shall be granted three days\npaid leave to enable him prepare for the marriage ceremony. This leave shall be\ngranted only once in respect of each employee.\u003C\u002Fp>\n\n\u003Ch3>8.5 Study Leave\u003C\u002Fh3>\n\n\u003Cp>a. The Company may grant an employee a leave of absence with or without pay\nto enable the employee write an examination for a course he is privately\npursuing or to enable him pursue a full time course of study.\u003C\u002Fp>\n\n\u003Cp>b. Where the training or course being pursued is at the request of the\nCompany, the study leave shall be with pay and all other entitlements.\u003C\u002Fp>\n\n\u003Cp>c. An employee who undertakes a career development programme recommended and\napproved by management in his area of performance, shall have his tuition,\nexamination and subscription fees refunded; and shall be subject to serve a\nbond not exceeding two (2) years.\u003C\u002Fp>\n\n\u003Cp>i. If sponsorship is for a professional nature without determined completion\nperiod, the period of bonding shall not exceed two (2) years.\u003C\u002Fp>\n\n\u003Cp>ii. The employee is expected to complete the course in three (3) years and\nbe bonded thereafter.\u003C\u002Fp>\n\n\u003Cp>iii. Fees will be paid only ones, for each paper sat for.\u003C\u002Fp>\n\n\u003Cp>iv. Employees shall provide detailed results of each examination paid for\nbefore subsequent reimbursement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>8.06 Maternity Leave\u003C\u002Fh3>\n\n\u003Cp>1. Where a female employee is certified by a medical doctor or a midwife to\nbe pregnant, she shall be granted twelve weeks maternity leave with pay in\naddition to any period of annual leave she may be entitled to after her period\nof confinement.\u003C\u002Fp>\n\n\u003Cp>2. The period of maternity leave shall be extended by two additional weeks\nif the confinement is abnormal (for example if there is a pre-term delivery) or\nif the employee gives birth to two or more babies in the course of her\nconfinement.\u003C\u002Fp>\n\n\u003Cp>3. In case of a miscarriage, which does not entitle the employee to\nmaternity leave, the employee shall be deemed to be on sick leave for the\nnumber of days or weeks as will be recommended by a certified medical\ndoctor.\u003C\u002Fp>\n\n\u003Cp>4. Absence from duty arising out of pregnancy in excess of the maximum\nperiod prescribed above shall be regarded as absence on grounds of ill-health\non the production of a medical certificate and the rules relating to sick leave\nshall apply.\u003C\u002Fp>\n\n\u003Cp>5. Where an employee on maternity leave is ill and is medically certified\nthat the illness is due to her confinement, she shall be entitled to an\nextension of her maternity leave for the additional number of days as will be\nprescribed by the medial doctor.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>6. A nursing mother returning to duty after her maternity leave shall be\nallowed during the first one year after her resumption of duty, one hour each\nday to nurse her baby. The specific time for nursing shall be agreed upon\nbetween the employee and her head of department.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>7. Maternity leave period shall not affect the earned annual leave of an\nemployee and shall be counted as if she were on duty\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Female workers are entitled to 12 weeks (84 days) of maternity leave with\nfull pay. The maternity leave can be extended by two additional (2) weeks in\ncase of caesarean delivery\u002Fabnormal birth or twin (or more) births. Sources: §\n57 (1 & 3-5) of the Labour Act 2003 (Act 651).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>No Harmful Work\u003C\u002Fp>\n\n\u003Cp>A pregnant woman may not to be involved in any assignment that is\ndetrimental to her health. Moreover, the law also requires that a pregnant\nwomen worker should not be assigned overtime or night work (10:00 p.m. to 07:00\na.m.) without her own consent. Sources: § 55-56 & 118 of the Labour Act\n2003 (Act 651)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>Protection from Dismissals\u003C\u002Fp>\n\n\u003Cp>It is illegal for an employer to dismiss a female worker due to her\npregnancy. Sources: § 57(8) & 63(2)(e)of the Labour Act 2003 (Act 651)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3>8.7 Paternity Leave\u003C\u002Fh3>\n\n\u003Cp>In the event of the birth of a child to a male employee, the said employee\nshall be granted two days leave to enable him assist his wife and bond with his\nnewborn child. This leave shall be granted for up to three biological children\nonly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Ch3>8.8 Paid Sick Leave (Non Occupational)\u003C\u002Fh3>\n\n\u003Cp>1. If an Employee is absent from work due to sickness or the effects of an\naccident (to which the provisions of the Workmen's Compensation Law do not\napply) and such accident is not due to his own fault or negligence, and his\nabsence is authenticated by a certificate from a Registered Medical Doctor\nendorsed by the Company designated clinic\u002Fhospital, he shall be entitled to\nsick leave with pay in any one period of twenty-four months as follows:-\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellpadding=\"0\" width=\"100%\" style=\"width:100.0%\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">1-5\n        years service- \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">-\n        3 months' full pay \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">-\n        2 months' 3\u002F4 pay\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">-\n        2 months' 1\u002F2 pay\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellpadding=\"0\" width=\"100%\" style=\"width:100.0%\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">6\n        - 14 years service\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">-\n        4 months' full pay \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">-\n        3 months' 3\u002F4 pay\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">-\n        3 months' 1\u002F2 pay\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">15\n        years and above- \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">-\n        4 months' full pay \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">-\n        4 months' 3\u002F4 pay\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">-\n        4 months' 1\u002F2 pay\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>2. In a case where a medical doctor at the request of the employee or the\nCompany is of the opinion that further medical treatment will not benefit the\nsick Employee, the Company may discharge the Employee on medical grounds.\u003C\u002Fp>\n\n\u003Cp>3. Where the employee objects to the opinion of Medical Doctor, a second\nmedical doctor may be agreed upon between the UNION and the Company to give a\nsecond opinion. If that opinion supports the opinion given by the first medical\ndoctor, the employee shall be discharged on medical grounds.\u003C\u002Fp>\n\n\u003Cp>4. Where an Employee has taken a sick leave without pay and does not return\nto work within seven (7) calendar days from the date the leave is supposed to\nend without prior permission, he shall be considered to have resigned his\nposition as at the date the unpaid leave ended.\u003C\u002Fp>\n\n\u003Cp>5. An employee on paid sick leave shall not offer himself for or accept\nother gainful employment\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>8.9 PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>All employees shall be entitled to paid leave of absence for all statutory\npublic holidays as formally declared by the Government of Ghana.\u003C\u002Fp>\n\n\u003Cp>Employees may, if the operations of the Company demand be required to work\non statutory public holidays and be paid inconvenience allowance as in Schedule\nD (1)\u003C\u002Fp>\n\n\u003Cp>Workers are entitled to paid Festival (public and religious) holidays.\nFestival holidays are announced by Ghanaian Government at the start of calendar\nyear (usually 13 in number). Sources: § 72 of the Labour Act 2003 (Act 651),\nHolidays Act, 2001 (Act 601).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch2>9.0 MEDICAL POLICY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>1. The Company shall pay for the cost of registration of employees and their\ndependants up to 18 years of age, under the NHIS and subsequent renewals shall\nbe borne by the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Thus, employees shall use the NHIS Card to access medical\u002F pharmaceutical\nfacilities at only NHIS accredited hospitals, polyclinics, pharmacies etc. both\nprivate and government without any limit.\u003C\u002Fp>\n\n\u003Cp>Any re-imbursement from staff shall be made only from NHIS accredited\nmedical and pharmaceutical institutions. The Company shall refuse request for\nre-imbursement if not from an NHIS accredited medical\u002F pharmaceutical\nfacilities.\u003C\u002Fp>\n\n\u003Cp>For spouses and four (4) biological children, the company will pay\nre-imbursement only from NHIS accredited medical\u002Fpharmaceutical facilities up\nto a limit of GHc 200.00 annually. Children up to the age of eighteen (18)\nexcept for the registration and subsequent renewal under the NHIS, shall not\nbenefit from company medical policy since they are to avail themselves under\nthe proposed NHIS arrangement by government.\u003C\u002Fp>\n\n\u003Cp>2. The Company where necessary, may provide medical care through a medical\ninsurance program with a Ghanaian registered insurance company or\norganization.\u003C\u002Fp>\n\n\u003Cp>3. The Company reserves the right to refuse to provide free medical\ntreatment for the following:\u003C\u002Fp>\n\n\u003Cp>Repeated infections with sexually transmitted diseases. Chronic alcoholism\nor use of stimulants, drugs or narcotics except when prescribed by a Company\napproved clinic or if not available, a registered medical doctor.\u003C\u002Fp>\n\n\u003Cp>Maternity cases affecting daughters of employees.\u003C\u002Fp>\n\n\u003Cp>Abortions and disease arising from riots, civil commotion and other illegal\nacts.\u003C\u002Fp>\n\n\u003Cp>4. An Employee who is absent from work on account of sickness or accident\nshall make every effort to notify the Company through his immediate supervisor.\nIf after reasonable effort has been made and the Company cannot be notified\nimmediately, then the Employee must notify the Company not later than seven\ndays from the last working day.\u003C\u002Fp>\n\n\u003Cp>On resumption of work the Employee shall submit to his immediate supervisor\na medical certificate signed by a Company-designated clinic, or if not\navailable, a registered Medical Doctor, and endorsed by the Company Medical\nOfficer authenticating the Employee's ill-health.\u003C\u002Fp>\n\n\u003Cp>5. Sickness benefits may be denied or discontinued if an Employee refuses to\nsubmit a medical certificate showing unfitness for duty, refuses medical\nexamination by the Company Medical Doctor or refuses to follow specific medical\nrecommendations.\u003C\u002Fp>\n\n\u003Cp>6. An employee who is reported by certified medical doctor, as faking\nillness or unable to work shall be subject to disciplinary action.\u003C\u002Fp>\n\n\u003Cp>7. Where an employee has had health problems over a period of time which has\nprevented him from attending work regularly or working normally, the Company\nmay request a medical doctor to conduct a medical examination of the employee\nto determine whether or not he is fit to continue working.\u003C\u002Fp>\n\n\u003Cp>8. Where an employee is declared unfit to continue doing his job, the\nCompany may as far as practicable endeavor to seek alternative job functions\nwithin the company, which the employee may be able to handle considering his\nstate of health.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>9. It is a policy of the company not to discriminate against any employee on\ngrounds of illness or medical condition.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10. Where an employee is diagnosed to have a problem with his eye and\nspectacles are prescribed for said employee, the company shall pay for the cost\nof lenses and frames up to GHc 120.00, every two years.\u003C\u002Fp>\n\n\u003Cp>Section 4: HIV Policy\u003C\u002Fp>\n\n\u003Cp>Definition\u003C\u002Fp>\n\n\u003Cp>HIV infection – applies to all forms of HIV infection, including AIDS\n(Acquired Immune Deficiency Syndrome) as well as to individuals perceived to\nhave any form of HIV infection.\u003C\u002Fp>\n\n\u003Cp>The company shall be committed to providing AIDS information to staff in\norder to prevent HIV infection, provide an opportunity for discussion of the\nsocial and personal aspects of the AIDS epidemic, and prevent discrimination\nand unnecessary anxiety. In line with this, the following shall prevail:\u003C\u002Fp>\n\n\u003Cp>a) The company shall not mandate testing for any individual or group.\nHowever, the company can encourage voluntary testing, which may be obtained\nthrough confidential or anonymous testing facilities, because early\nidentification of the infection can minimize its transmission and allow early\ntreatment which may prolong life expectancy and enhance quality of life.\u003C\u002Fp>\n\n\u003Cp>b) HIV status should not affect determinations regarding working and living\narrangements, including hiring, advancement, promotion or termination of\nstaff.\u003C\u002Fp>\n\n\u003Cp>c) Employees with the Human Immunodeficiency Virus (HIV) shall be afforded\nunrestricted work, attendance, working condition, use of company’s facilities\nand participation in co-curricular and extracurricular activities as long as\nthey are physically and psychologically able to do so.\u003C\u002Fp>\n\n\u003Cp>d) All medical records of HIV patients shall be strictly confidential.\nExcept in life threating situations, no information will be released without\nthe person(s) concerned’s written permission.\u003C\u002Fp>\n\n\u003Cp>e) An employee with HIV or HBV infection shall remain employed as long as\nhe\u002Fshe makes job performance standards and does not engage in job related\nactivities which current scientific information indicates may expose others to\nrisk of transmission.\u003C\u002Fp>\n\n\u003Cp>a) The Company 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 Company to enable employees to broaden\ntheir outlook.\u003C\u002Fp>\n\n\u003Cp>c) Management shall endeavour to provide a House Magazine to the staff of\nthe Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>10.0 SAFETY\u003C\u002Fh2>\n\n\u003Cp>1. The Company has a statutory obligation for the standards of safety and\nhealth for all persons in their employment and to also protect any member of\nthe public whose health and safety are put to risk through the activities of\npersons in the Company's employment. The Company will carry the prime\nresponsibility for implementing any health and safety policy it has laid down\nand ensuring the duty of care it owes to the employee is paramount in any\nhealth and safety policies it implements.\u003C\u002Fp>\n\n\u003Cp>2. While the Company is responsible for its operations all employees shall\nbe responsible to take due care of their own safety and that of others. All\nemployees will be required by the Company to comply with the health and safety\nrules and regulations of the Company.\u003C\u002Fp>\n\n\u003Cp>3. The Company is committed to improving the quality of life for all its\nemployees by ensuring:\u003C\u002Fp>\n\n\u003Cp>a) Elimination of injuries or accidents,\u003C\u002Fp>\n\n\u003Cp>b) Safer working environment,\u003C\u002Fp>\n\n\u003Cp>c) Developing safe working practices.\u003C\u002Fp>\n\n\u003Cp>4. The employee has a responsibility to protect the interest of both the\nemployer and fellow employees in the performance of his\u002Fher duty.\u003C\u002Fp>\n\n\u003Cp>5. All work accidents shall be reported immediately to HR Department.\u003C\u002Fp>\n\n\u003Cp>6. In the case of occupational injury\u002Fdisease confirmed to be arising out of\nand in the course of his employment, an Employee shall be treated at the cost\nof the Company until such time that the Employee returns to work or is retired\non medical grounds. The Employee shall be paid his full monthly salary and\nother benefits during the period he is authorized to be absent from work on\ngrounds of the said occupational injury\u002Fdisease\u003C\u002Fp>\n\n\u003Cp>7. If an Employee is unable to resume his normal job after he has been\ndeclared fit to work by the Company medical officer following occupational\ninjury\u002Fdisease, he may where possible be re-trained for another suitable job\nand where that is not possible, he may be retired on medical grounds.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>8. In case of industrial accidents, Employees shall be paid compensation in\naccordance with the Workmen's Compensation Law 1987 (PNDCL 187) and in addition\nthe company's Group Personal Accident Insurance Policy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>11. STAFF WELFARE POLICIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Ch3>11.1 TRANSPORT\u003C\u002Fh3>\n\n\u003Cp>1. The Company shall have a scheme to facilitate the purchase of vehicles\nand Motor Cycles by employees at concessionary rates. The HR Dept shall set out\ndetails of such scheme.\u003C\u002Fp>\n\n\u003Cp>2. Where an employee uses his own vehicle to and from work he shall be given\nfive (5) gallons of fuel every week. However, if the said vehicle for one\nreason or the other is off the road for more than a week the fuel supply of\nfive gallons per week will be suspended until such time that the vehicle is\nback on the road.\u003C\u002Fp>\n\n\u003Cp>Employees with motor cycles will be given 2.5 gallons of fuel per week.\u003C\u002Fp>\n\n\u003Cp>3. Each Department within the company may maintain a pool of vehicles for\noperational purposes. Subject to operational requirements, a vehicle may be\nmade available to employees at the discretion of the Managing Director for\npersonal use.\u003C\u002Fp>\n\n\u003Cp>4. In order to be allowed to drive Company vehicles, employees will be\nrequired to maintain a valid Ghanaian Driver’s License.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>11.2 Retirement Savings Scheme\u003C\u002Fh3>\n\n\u003Cp>The Company shall establish a retirement savings scheme for employees to\nwhich every employee shall contribute 5 % of his monthly- consolidated salary\nand the Company shall contribute the equivalent of 5% of each employee's\nconsolidated salary to the scheme. Rules and regulations shall be promulgated\nto govern the scheme. The Trustees for the Scheme shall include Union\nrepresentatives.\u003C\u002Fp>\n\n\u003Ch3>11.3 Personal Loans\u003C\u002Fh3>\n\n\u003Cp>1. The Company shall evolve a Personal Loan Policy\u003C\u002Fp>\n\n\u003Cp>2. An Employee shall not have more than one outstanding personal loan per\nyear.\u003C\u002Fp>\n\n\u003Cp>3. A staff who has been guaranteed by the Company to access any Bank loan\nshall not qualify for a Company loan until he has fully repaid the said Bank\nloan.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareotherclause\">\u003Ch3>11.4 Scholarships for Employees' Children\u003C\u002Fh3>\n\n\u003Cp>The Company shall institute a scholarship scheme under which an amount of\nmoney shall be made available yearly for the award of Scholarship to deserving\nchildren of employees of the company in government approved second cycle\nschools. An Educational Scholarship Committee made up of Management and Union\nrepresentatives shall be formed which will come up with modalities for the\naward of the scholarships. The Company shall review the amount of money made\navailable for the scholarship annually at the beginning of each academic\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>11.5 Funeral Grant\u003C\u002Fh3>\n\n\u003Cp>In the event of death of an Employee, the Company shall provide to the\nspouse of the deceased Employee or in the absence of a spouse, to the head of\nthe deceased's family, a cash donation as in Schedule 'D' to cover the cost of\na coffin and other reasonable expenses relating to the funeral of the employee.\nIn the case of death of employee's registered spouse or registered biological\nchild the cash donation shall be as stated in Schedule \"D\"\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>12. LEAVING THE SERVICE OF THE COMPANY\u003C\u002Fh2>\n\n\u003Ch3>12.1 Introduction\u003C\u002Fh3>\n\n\u003Cp>1. An Employee may leave the Service of the Company in the following\nways:\u003C\u002Fp>\n\n\u003Cp>Termination.\u003C\u002Fp>\n\n\u003Cp>Summary dismissal.\u003C\u002Fp>\n\n\u003Cp>Resignation.\u003C\u002Fp>\n\n\u003Cp>Retirement due to age or on medical grounds Death.\u003C\u002Fp>\n\n\u003Cp>Redundancy or severance.\u003C\u002Fp>\n\n\u003Cp>2. Upon request the Company shall provide a certificate of service upon\nleaving the service of the company for any reason.\u003C\u002Fp>\n\n\u003Ch3>12.2 (a) Termination\u003C\u002Fh3>\n\n\u003Cp>1. The employer may terminate an employee's appointment by giving the\nrequired notice in line with the relevant provisions of the labour Act 2003,\nAct 651. An employee may also terminate his appointment with the Company by\ngiving the required notice.\u003C\u002Fp>\n\n\u003Cp>2. Where the Union has grounds to believe that an employee's appointment was\nterminated out of malice the matter may be raised with the Standing Joint\nNegotiating Committee for discussion.\u003C\u002Fp>\n\n\u003Cp>3. The Company may terminate the employment of a confirmed employee in the\nevent of the employee having been found guilty of an offence in accordance with\nthe schedule of Offences as in (Appendix B) by giving him one (1) month written\nnotice or pay him one (1) month salary in lieu of such notice.\u003C\u002Fp>\n\n\u003Ch3>12.2 (b). Notice of Termination\u003C\u002Fh3>\n\n\u003Cp>I. The Employer of the confirmed employee shall give one month notice or one\nmonth's salary in lieu of notice to terminate the appointment in line with the\nrelevant provisions of the labour Act 2003, Act 651.\u003C\u002Fp>\n\n\u003Cp>II. In case of an employee on probation, notice period shall be two (2)\nweeks on the part of the employee and the employer.\u003C\u002Fp>\n\n\u003Cp>III. The Company reserves the right to dispense with the one month notice\ngiven by an employee if the continued presence of the staff in the Company is\nconsidered detrimental to the interest of the Company.\u003C\u002Fp>\n\n\u003Ch3>12.3 Summary Dismissal\u003C\u002Fh3>\n\n\u003Cp>In the event of an Employee being found guilty of any of the offences listed\nin accordance with the Schedule of Offences stated in Appendix A, he shall be\nsummarily dismissed. Employees summarily dismissed shall not be repatriated by\nthe Company in case the employee is located at a place other than the original\nplace of employment.\u003C\u002Fp>\n\n\u003Ch3>12.4 Resignation Notice\u003C\u002Fh3>\n\n\u003Cp>A confirmed Employee wishing to resign shall give one month written notice\nto the Company or pay to the Company one month notice in lieu of such\nnotice.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Length of notice period, before terminating an employment contract by either\nparty, varies according to the length of contract. Workers employed on a weekly\ncontract may be given a week's (7-day) notice. Workers employed on a contract\nof less than 3 year duration may be given a 2 weeks' notice. Workers employed\non a contract of longer duration (3 years or more) may be given one month\nnotice. Sources: § 15-17 & 62-66 of the Labour Act 2003 (Act 651)\u003C\u002Fp>\n\n\u003Ch3>12.5 Retirement\u003C\u002Fh3>\n\n\u003Cp>1. Retirement from the service of the Company shall be either voluntary or\ncompulsory.\u003C\u002Fp>\n\n\u003Cp>2. The compulsory age for retirement shall be the statutory age as\nprescribed by the Social Security Law as from time to time amended. Not later\nthan three (3) months prior to his statutory retirement date an Employee shall\nbe so informed in writing by the Company.\u003C\u002Fp>\n\n\u003Cp>3. An Employee who wishes to retire voluntarily shall give the Company three\n(3) months written notice of his intention to so retire.\u003C\u002Fp>\n\n\u003Ch3>12.6. Retirement for Medical Reasons (including death)\u003C\u002Fh3>\n\n\u003Cp>1. An Employee may be retired for medical reasons by the Company when found\nby a Medical Doctor to be unfit to carry out his duties as a result of\nill-health occasioned either by occupational or non- occupational\ninjury\u002Fdisease.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>3. An Employee retired for reasons of non-occupational ill health as\ncertified by a Medical Doctor shall be paid all his benefits in addition to the\nRetirement Savings Fund.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4. In the event of the death of an Employee arising from an occupational\naccident, the deceased Employee's beneficiary last nominated shall be paid in\naccordance with the Workmen Compensation Law \u002F Group Personal Accident\nPolicy.\u003C\u002Fp>\n\n\u003Cp>5. For non-occupational related illness or accident causing retirement or\ndeath during service, the Company shall investigate the introduction of an\nappropriate insurance scheme that would pay compensation in those\ncircumstances.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>12.7 Redundancy\u002F Retrenchment\u003C\u002Fh3>\n\n\u003Cp>a) Where for one reason or another, an employer is compelled to declare any\nnumber of employees redundant as laid down by Labour Act 2003 (Act. 651), the\nEmployer shall give the Union not less than three (3) calendar months’ notice\nbefore the date the said redundancy shall take effect.\u003C\u002Fp>\n\n\u003Cp>b). If there is insufficient work available for the employee to complete his\nperiod of notice, he\u002Fshe will be paid in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>c). Selection of employees whose services are to be terminated owing to\nredundancy shall be determined on the basis of 'First in Last out' all things\nbeing equal.\u003C\u002Fp>\n\n\u003Cp>d). Employees covered by the Agreement who are terminated on grounds of\nredundancy shall receive all their entitlements before they leave the services\nof the company unless the Union and the Company agree otherwise.\u003C\u002Fp>\n\n\u003Cp>e). Any employee who is declared redundant will receive payment as\nfollows-:\u003C\u002Fp>\n\n\u003Cp>i. One and 2\u002F3 months' Salary for each year of completed service with a\nportion of a year's service attracting pro-rata entitlement effective 1st\nJanuary, 1991.\u003C\u002Fp>\n\n\u003Cp>ii. Where the employer is unable to pay the full amount of the redundancy\npackage within the stipulated time, any balance outstanding shall attract a\nfixed interest of thirty per centum (30%) per year.\u003C\u002Fp>\n\n\u003Cp>iii. An employee leaving the service under summary dismissal shall not be\ngiven notice or pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>There is a provision in the law regarding redundancy pay; this compensation\nis subject to negotiation between the employer and the worker or the trade\nunion. There is no severance pay in the case of individual dismissals (for\nnon-economic reasons). Other than redundancy pay (for economic dismissals),\nworkers are also entitled to following payments on termination of employment:\nany remuneration earned by the worker before contract termination; any deferred\npay due to the worker before contract termination; any compensation due to the\nworker in respect of sickness or accident; and repatriation expenses in the\nevent of contract termination for foreign contracts. Employer is required to\nmake all these payments within the duration of notice period. In case no notice\nis required, payment must be made until next working day after termination.\nSources: § 18, 64 & 65 of the Labour Act 2003 (Act 651).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>12.8 Repatriation\u003C\u002Fh3>\n\n\u003Cp>Unless an Employee resigns from the Company or is summarily dismissed or\nterminated, the Company shall pay the reasonable actual cost of repatriation of\nthe Employee, the registered spouse and children to the employee's original\nplace of abode before he moved to the company's operational area. This includes\npersonal transport and movement of their personal effects.\u003C\u002Fp>\n\n\u003Ch2>13. DISCIPLINARY RULES AND PROCEDURES\u003C\u002Fh2>\n\n\u003Ch3>13.1 Introduction\u003C\u002Fh3>\n\n\u003Cp>1. The aim of these rules and procedures is to promote an orderly employment\nrelations as well as fairness and consistency in the treatment of individuals.\nIt is to enable the company to influence the conduct of employees towards\nhigher productivity and to deal with problems of poor performance, unproductive\nattitudes and attendance.\u003C\u002Fp>\n\n\u003Cp>2. The rules set standards of conduct and performance at work; procedures\nhelp ensure that the standards are adhered to and also provide a fair method of\ndealing with alleged failures to observe them.\u003C\u002Fp>\n\n\u003Cp>3. Disciplinary action will be taken against any employee who without\nreasonable cause conducts himself in a way, which is detrimental to the conduct\nof the company's business. The nature of sanction that will be brought against\nan offending employee depends on the nature and seriousness of the offence.\u003C\u002Fp>\n\n\u003Cp>4. To ensure fairness and uniformity and to serve as a guide to management\nand employees, as far as practicable, disciplinary action will be taken against\nemployees in accordance with the list of offences stated in Schedule A, B and C\nof this Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>5. Before any disciplinary action is taken against an Employee, he must have\nbeen given the opportunity to defend himself either orally or in writing.\u003C\u002Fp>\n\n\u003Cp>6. Where the matter could lead to the dismissal or the termination of the\nappointment of the employee, the employee shall be given the chance to appear\nbefore a disciplinary Committee.\u003C\u002Fp>\n\n\u003Cp>The Company shall appoint a Disciplinary Committee to deal with cases as\nthey arise. Membership of the Committee shall be made up of:\u003C\u002Fp>\n\n\u003Cp>Human Resource Manager (Chairman)\u003C\u002Fp>\n\n\u003Cp>Representative of PMSU UNICOF\u003C\u002Fp>\n\n\u003Cp>Member of Management of Company\u003C\u002Fp>\n\n\u003Cp>The Disciplinary Committee shall investigate any disciplinary issue referred\nto it, come up with its findings and forward its recommendation(s) to the\nManaging Director who will then decide what appropriate action to take, based\non the Committee's findings and recommendations.\u003C\u002Fp>\n\n\u003Cp>The Disciplinary Committee shall as far as practicable give adequate notice\nand opportunity for an employee to appear to state his side of the matter under\ninvestigation. An employee appearing before the committee shall have prior\nknowledge of the charges or allegations against him and he shall have the right\nto call witnesses to support his case. He shall as far as possible be given\nopportunity to cross-examine persons who have made allegations against him.\nThis is an internal disciplinary process and therefore an employee is not\nentitled to appear before the committee with a lawyer. Refusal by an employee\nto appear before the disciplinary Committee shall not prevent the Committee\nfrom making findings and recommendations.\u003C\u002Fp>\n\n\u003Ch3>13.2 Interdiction Procedure\u003C\u002Fh3>\n\n\u003Cp>1. If an Employee is suspected of having committed an offence, which\nrequires investigation, he may be interdicted on half-pay pending the outcome\nof the investigation or final disposal of the case.\u003C\u002Fp>\n\n\u003Cp>2. If after the investigation, the Employee is exonerated, he shall be paid\nin full for the period of his interdiction.\u003C\u002Fp>\n\n\u003Cp>3. An Employee on interdiction shall not be allowed to participate in any\nactivity relating to the company and shall not enter into any operational area\nor offices of the company without prior permission of his head of\ndepartment.\u003C\u002Fp>\n\n\u003Cp>4. Interdiction should be for a maximum of six (6) months. If at the end of\nthe six-month period, the committee is unable to finalize action to be taken,\nthe employee will remain interdicted for another 6 months but with full pay.\n(This provision on interdiction will not apply if the matter is in court or is\nthe subject of Police Investigation).\u003C\u002Fp>\n\n\u003Ch3>13.3 Applicable Sanctions\u003C\u002Fh3>\n\n\u003Cp>1. When an Employee commits an offence, the nature of the Offence shall\ndictate the action to be taken.\u003C\u002Fp>\n\n\u003Cp>2. If the offence falls into the categories outlined in Schedule A and B,\nthe matter shall be referred immediately to the Disciplinary Committee with a\nrecommendation for investigation.\u003C\u002Fp>\n\n\u003Cp>3. Where an employee commits an offence, which falls in category C, the\nemployee may be given an oral or written warning.\u003C\u002Fp>\n\n\u003Ch3>13.4 Warning Procedure\u003C\u002Fh3>\n\n\u003Cp>1. Where in the opinion of the employee's immediate superior, the\ncircumstances of the offence committed is such as to require a written warning,\nthe said warning shall be issued to employee and a copy placed on employee's\npersonal file for twelve (12) consecutive months after which it would cease to\nhave effect.\u003C\u002Fp>\n\n\u003Cp>2. If the offending employee has received two previous warnings within the\nlast twelve (12) consecutive months, then on receipt of a third written\nwarning, that notwithstanding anything stated in this agreement his appointment\nmay be terminated.\u003C\u002Fp>\n\n\u003Ch2>14.0 GRIEVANCE\u003C\u002Fh2>\n\n\u003Ch3>14.1 Grievance Handling Procedure:\u003C\u002Fh3>\n\n\u003Cp>(i) In this agreement, a grievance is a condition, which exists as a result\nof unsatisfactory adjustment or failure to adjust a claim or dispute by an\nemployee or employees, or the Union concerning the interpretation, scope or\napplication of this agreement set forth herein.\u003C\u002Fp>\n\n\u003Cp>(ii) Both parties agree that should any grievance arise, an earnest effort\nshould be made to settle it as promptly and as close to the source as possible.\nFurthermore, both parties will endeavour to present all the facts relating to\nthe grievance as the first step in the grievance procedure.\u003C\u002Fp>\n\n\u003Cp>(iii) In the event of a grievance, an employee shall take the matter up with\nhis\u002Fher Head of Department. The oral decision of the Head of Department will be\ngiven within two (2) working days. If such decision does not result in the\nsatisfactory solution, the matter may then be dealt with more formally under\nthe grievance procedure, which shall be as follows:\u003C\u002Fp>\n\n\u003Ch3>14.2 STEPS FOR GRIEVANCE RESOLUTION\u003C\u002Fh3>\n\n\u003Cp>Step I:\u003C\u002Fp>\n\n\u003Cp>Upon failure to settle the grievance with the Head of Department, the\nemployee concerned shall put the grievance into writing and counter signed by\nthe PMSU representative(s), and handed to the Head of Human Resource who shall\ngive a written answer to the grievance within two (2) working days.\u003C\u002Fp>\n\n\u003Cp>Step II\u003C\u002Fp>\n\n\u003Cp>If the matter is still unresolved, the head of Human Resource or his\nrepresentative shall arrange a meeting between the employee concerned, the PMSU\nrepresentative and himself\u002Fherself. The decision of the Human Resource manager\nor his representative shall be given in writing within four (4) working days\nafter the conclusion of the meeting.\u003C\u002Fp>\n\n\u003Cp>Step III\u003C\u002Fp>\n\n\u003Cp>If after step II above, the matter remains unresolved; either party may\nsummon the Standing Joint Negotiating Committee to meet and endeavor to reach\nan agreement.\u003C\u002Fp>\n\n\u003Cp>Step IV\u003C\u002Fp>\n\n\u003Cp>If the decision at Step III does not resolve the grievance, either party\nshall refer the matter to the Labour Commission in accordance with the relevant\nsections of the Labour Act 2003, Act 651.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch3>14.3 Special Grievance Procedure for Sexual Harassment\u003C\u002Fh3>\n\n\u003Cp>Where the source of an employee's grievance is sexual harassment, he may\nignore the above Steps and report first to the Head of the HR Dept, who shall\ninvestigate the grievance and take steps to resolve the matter within 72 hours\nof receipt of the complaint.\u003C\u002Fp>\n\n\u003Cp>If the employee is not satisfied with the action taken by the Head of HR, he\nmay refer the matter to the Managing Director who shall take steps to resolve\nthe matter within seven days and his ruling on the matter shall be final.\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Labour Act defines sexual harassment as any unwelcome, offensive or\nimportunate sexual advances or request made by an employer or superior officer\nor a co-worker, whether the worker is a man or woman. Labour Act requires the\nemployer to take action against harassment at workplace. Sources: § 15, 63\n& 175 of the Labour Act 2003.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-legalassistance_trigger\">\u003Ch2>15.0 LEGAL ASSISTANCE\u003C\u002Fh2>\n\n\u003Cp>In the event of court proceedings being brought against an Employee for an\noffence he committed in the course of his lawful duties, the Company shall\nensure that defense counsel is provided for the Employee in so far as the\nEmployee has not breached any Company policies or procedures or has not\ncommitted any illegal act.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>16.0 SETTLEMENT OF INDUSTRIAL DISPUTES\u003C\u002Fh2>\n\n\u003Ch3>16.1 Dispute Resolution Procedure\u003C\u002Fh3>\n\n\u003Cp>1. All employees accept and the company also accepts and agrees that any\ndispute between the company and any employee relating to his employment or any\nclaim arising out of or relating to an employee's employment or termination of\nemployment whether by the company or the employee including claims based on the\nLabor Act of Ghana 2003, Act 651 or such other legislation or the Constitution\nof the Republic of Ghana shall first be referred to arbitration by the\naggrieved party except where the subject matter of dispute is of a criminal\nnature.\u003C\u002Fp>\n\n\u003Cp>2. Any dispute between the Union and the Company shall be resolved through\ngood faith negotiation. Where the parties are unable to resolve such disputes\nthey shall refer the said dispute to an arbitrator appointed by the National\nLabour Commission who shall as far as relevant apply the rules for dispute\nresolutions as contained in the Labour Act 2003, Act 651.\u003C\u002Fp>\n\n\u003Cp>3. The award of the arbitrator shall be final.\u003C\u002Fp>\n\n\u003Ch2>17.0 TRAVELLING OUTSIDE THE BOUNDARIES OF GHANA\u003C\u002Fh2>\n\n\u003Cp>An employee who is required by his employer to travel outside Ghana on\nofficial duties shall be provided with accommodation, meal, transport and a\nreasonable pocket allowance at the discretion of Management.\u003C\u002Fp>\n\n\u003Ch2>18.0 CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>On resignation or retirement of an employee from the service of the employer\na certificate of service will be issued on request.\u003C\u002Fp>\n\n\u003Ch2>19.0 UNION NOTICE BOARD\u003C\u002Fh2>\n\n\u003Cp>The employer shall provide a notice Board to be used on the premises of the\nemployer for the use of the Union for the information of the members.\u003C\u002Fp>\n\n\u003Ch2>20.0 UNION MEMBERSHIP \u002FCHECK OFF\u003C\u002Fh2>\n\n\u003Cp>Any employee who is covered by this Agreement shall be deemed to be a member\nof the Union to the extent of paying membership dues and any general assessment\nuniformly levied against all Union members.\u003C\u002Fp>\n\n\u003Cp>The employer undertakes to deduct the Union dues from the employee's salary\nas notified to him in writing by the Union and to pay such amount deducted to\nthe Union.\u003C\u002Fp>\n\n\u003Cp>The Employer recognizes UNICOF for Collective Bargaining in respect of its\nemployees covered by this Agreement.\u003C\u002Fp>\n\n\u003Ch2>21.0 LEAVE OF ABSENCE FOR UNION ACTIVITIES\u003C\u002Fh2>\n\n\u003Cp>An employee elected to a permanent office in or a delegate to any Union\nactivity necessitating leave of absence shall be granted such leave with pay.\nWritten notice for such leave giving, the length of leave shall be given to the\nemployer as far as in advance as possible but in no event, later than the day\nprior to the 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\u003Cp>SCHEDULES\u003C\u002Fp>\n\n\u003Cp>A. Grounds for dismissal\u003C\u002Fp>\n\n\u003Cp>i. Theft, fraud and deliberate falsification of records and drunkenness.\u003C\u002Fp>\n\n\u003Cp>ii Fighting whilst on Company property or whilst on duty.\u003C\u002Fp>\n\n\u003Cp>iii. Disclosing information concerning internal arrangements or policy of\nthe Company to any person outside the Company who is not authorized to receive\nthem without the prior approval from the Managing Director\u003C\u002Fp>\n\n\u003Cp>iv. Being under the influence of alcohol or narcotics or being in possession\nof illicit drugs during work hours.\u003C\u002Fp>\n\n\u003Cp>v. Sexual harassment, serious bullying or harassment of non-sexual nature\u003C\u002Fp>\n\n\u003Cp>vi. Accepting a bribe, bribing or attempting to bribe Company officials.\u003C\u002Fp>\n\n\u003Cp>vii. Bringing the image of the Company into disrepute.\u003C\u002Fp>\n\n\u003Cp>viii. Misuse of Company's property or Company's name.\u003C\u002Fp>\n\n\u003Cp>ix. Behaving negligently resulting in significant loss or damage to Company\nequipment or property.\u003C\u002Fp>\n\n\u003Cp>x. Riotous behavior resulting in injury to Company personnel or Third\nparties, and damage to Company property.\u003C\u002Fp>\n\n\u003Cp>xi. Making derogatory remarks about an employee's medical condition or\ndiscriminate against another employee on grounds of illness or medical\ncondition without just course\u003C\u002Fp>\n\n\u003Cp>xii. Any act done by a staff, without reasonable excuse which amounts to a\nfailure to perform in a proper manner, any legitimate duty imposed on him\u002Fher\nand tends to bring the Company into disrepute or otherwise prejudicial to the\nefficient conduct of the business of the Company, shall constitute\nMISCONDUCT.\u003C\u002Fp>\n\n\u003Cp>B. GROUNDS FOR TERMINATION\u003C\u002Fp>\n\n\u003Cp>1. Stealing property belonging to another Employee.\u003C\u002Fp>\n\n\u003Cp>2. Refusal to carry out lawful and definite instruction without reasonable\nexcuse.\u003C\u002Fp>\n\n\u003Cp>3. Gross insubordination.\u003C\u002Fp>\n\n\u003Cp>4. Possession of alcohol in the work place during working hours.\u003C\u002Fp>\n\n\u003Cp>5. Failure to report to work without permission for a cumulative period\noften (10) working days within a calendar year.\u003C\u002Fp>\n\n\u003Cp>6. Telling lies to a Supervisor.\u003C\u002Fp>\n\n\u003Cp>7. Misuse of level of authority.\u003C\u002Fp>\n\n\u003Cp>8. Loss of confidence by management in one's ability to satisfactorily\ndischarge his\u002Fher duties as an Employee.\u003C\u002Fp>\n\n\u003Cp>9. Negligence resulting in potential damage or loss to Company equipment or\nproperty.\u003C\u002Fp>\n\n\u003Cp>10. Operating Company equipment without authorisation.\u003C\u002Fp>\n\n\u003Cp>11. Spreading rumors or misinformation which has the potential to disrupt or\ndisturb normal Company \u002F Employee relations.\u003C\u002Fp>\n\n\u003Cp>12. Any other grounds recommended by the Disciplinary Committee and\nrecognized by law as sufficient.\u003C\u002Fp>\n\n\u003Cp>C. GROUNDS FOR WARNING\u003C\u002Fp>\n\n\u003Cp>1. Negligence of Duty.\u003C\u002Fp>\n\n\u003Cp>2. Insolence or use of abusive language.\u003C\u002Fp>\n\n\u003Cp>3. Reporting late to work.\u003C\u002Fp>\n\n\u003Cp>4. Leaving work early without permission.\u003C\u002Fp>\n\n\u003Cp>5. Not returning promptly to work after meal breaks.\u003C\u002Fp>\n\n\u003Cp>6. Misuse of Company equipment or property.\u003C\u002Fp>\n\n\u003Cp>7. Carelessness.\u003C\u002Fp>\n\n\u003Cp>8. Inefficiency.\u003C\u002Fp>\n\n\u003Cp>9. Loafing.\u003C\u002Fp>\n\n\u003Cp>10. Failure to obey a lawful instruction.\u003C\u002Fp>\n\n\u003Cp>11. Non-compliance with laid-down procedures relating to one's work.\u003C\u002Fp>\n\n\u003Cp>12. Disorderly behavior.\u003C\u002Fp>\n\n\u003Cp>13. Threatening violence.\u003C\u002Fp>\n\n\u003Cp>14. Riotous behavior.\u003C\u002Fp>\n\n\u003Cp>15. Intimidation.\u003C\u002Fp>\n\n\u003Cp>16. Smoking in non-smoking areas.\u003C\u002Fp>\n\n\u003Cp>17. Not using or wearing prescribed safety equipment.\u003C\u002Fp>\n\n\u003Cp>18. Careless driving.\u003C\u002Fp>\n\n\u003Cp>19. Loitering on Company property without permission.\u003C\u002Fp>\n\n\u003Cp>20. Failure to report for a scheduled and agreed overtime shift.\u003C\u002Fp>\n\n\u003Cp>21. Sleeping during scheduled work hours.\u003C\u002Fp>\n\n\u003Cp>22. Any other grounds recognized by law as beingg sufficient.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>SCHEDULE D: SCHEDULE ON ALLOWANCES AND OTHER BENEFITS (UNICOF JANUARY 2010\nTO DECEMBER 2011)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellpadding=\"0\" width=\"100%\" style=\"width:100.0%\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">NO\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">BENEFIT\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">REMARKS\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">I\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">OUT\n        OF STATION ALLOWANCE\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">*Transport\n        and \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">Accommodation\n        as appropriate\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">Plus\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">*Daily\n        meals allowance if accommodation is provided\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">Or\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">*Allowance\n        to cover accommodation, and meals.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">*Inconvenience\n        allowance\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">*For\n        day return allowance to cover meals.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">GHc20.00\n        - per day \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">GHc\n        45.00 - per day\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">GHc\n        12.00 per day\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">GHc12.00\n        per day\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">Where\n        an employee is required by his work to spend a day \u002F normal working\n        hours within a day away from his recognized station of\n        employment\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">TRANSFER\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">A\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">Temporary\n        transfer\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">In\n        addition to out of station allowance shall be paid 35% of basic salary\n        for each month\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">B\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">Permanent\n        transfer\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">Transport\n        for belongings and family \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">+\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">Relocation\n        allowance of 3 months\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">basic\n        salary\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">ACTING\n        \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">ALLOWANCE\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">Difference\n        between entry salary of \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">substantive\n        Officer 'A' and salary of Acting Officer 'B'\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">To\n        be paid if officer acts for a minimum of 5 weeks.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">CHARGE\n        \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">ALLOWANCE\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">30%\n        of \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">Officer\n        in - Charge\" salary. For Officers more than two grades below\n        the\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">Substantive\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">Officer.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">EXTRA\n        DUTY ALLOWANCE\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">2.5%\n        of \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">monthly\n        basic salary\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">To\n        be paid quarterly in arrears to every staff\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">6a\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">ANNUAL\n        LEAVE\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">25\n        days\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">To\n        be taken after the year has ended\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">6b\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">LEAVE\n        CALL IN\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">15%\n        of basic salary \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">25%\n        of basic salary\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">If\n        officer is recalled to work for 7 days or less. \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">If\n        officer is recalled to work for a period in excess of 14 days or\n        more.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">TRANSPORT\n        \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">ALLOWANCE\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">Officers\n        with vehicles to draw 5 gallons of \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">fuel\n        weekly.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">Officers\n        with motor cycles to draw 2.5 gallons of fuel weekly\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">Fuel\n        allocation shall be suspended If the vehicle is off the road for a\n        week\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">REDUNDANCY\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">1\n        and 2\u002F3 months \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">salary\n        for\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">each\n        year of\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">service\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">effective\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">January\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">1991.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">MEDICALS\n        \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">*Staff\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">*Dependants(Spouse\n        & 4 biological\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">children\n        under 18 years)\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">*Spectacles\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">NHIS\n        plus drugs not covered by NHIS. \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">NHIS\n        plus GHc 200.00 Strictly NHIS.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">Strictly\n        to access NHIS as operated by\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">government.\n        GH4c120.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">Strictly\n        NHIS accredited \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">Medical\u002FPharmaceutical\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">facilities.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">Registration\u002FRenewal\n        re-imbursement to be borne by company and GHc 200 to be claimed\n        strictly from NHIS accredited medical\u002F pharmaceutical\n        facilities.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">Annual\n        Ceiling To be paid every 2 years.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">DUTY\n        CALL IN ALLOWANCE\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">GHc\n        12.00 daily\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">When\n        an officer is recalled from home for duty outside his normal hours of\n        work. ie, weekends.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">LONG\n        SERVICE AWARD \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">To\n        be paid when an employee attains the following years in the\n        Service\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">10\n        yrs:- l Months salary + Cert, of service \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">15\n        yrs:-1 and 1\u002F4 Months salary + Cert, of service\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">20\n        yrs :-1 and 3\u002F4 Months salary + Cert, of service\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">25\n        yrs: 2 Months salary + Cert, of service\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">30\n        & above - 2 and 1\u002F2 Months salary +cert of service\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">12\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">FUNERAL\n        GRANT \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">*\n        Death of Serving Staff\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">*Death\n        of Spouse Or biological child\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">GHc:\n        1,000.00 (One thousand (Gh.) cedis only). \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">GHc\n        300.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:12.0pt;font-family:"Verdana","sans-serif"\">To\n        be paid to family or surviving spouse OR next of kin as indicated in\n        employees records. \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:normal\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Verdana","sans-serif"\">To\n        be paid to bereaved staff.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellpadding=\"0\" width=\"100%\" style=\"width:100.0%\">\u003Ctbody>\u003Ctr>\u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:none;padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"border:none;padding:.75pt .75pt .75pt .75pt\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Schedule E\u003C\u002Fp>\n\n\u003Cp>LOAN POLICY (TO BE DONE ON COMPANY BASIS)\u003C\u002Fp>\n\n\u003Cp>Schedule F\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>PROPOSED SCHOLARSHIP SCHEME FOR CHILDREN OF EMPLOYEES\u003C\u002Fp>\n\n\u003Cp>Number to be awarded: The Company is to award Scholarships to children of\nemployees every year. Each Companywill determine the number of awards on yearly\nbasis.\u003C\u002Fp>\n\n\u003Cp>Committee criteria for member Committee Selection:\u003C\u002Fp>\n\n\u003Cp>Employee must have served the Company satisfactorily for a minimum of 5\nyears.\u003C\u002Fp>\n\n\u003Cp>The child should be the biological child of the employee.\u003C\u002Fp>\n\n\u003Cp>The child's name should appear on the employee's personal records lodged at\nHuman Resource Management Department.\u003C\u002Fp>\n\n\u003Cp>The child must have gained admission to a Government assisted Senior\nSecondary \u002FTechnical School in Ghana on the basis of the BECE examination\nconducted by the WAEC for that year.\u003C\u002Fp>\n\n\u003Cp>Application should be accompanied by a\u003C\u002Fp>\n\n\u003Cp>Birth certificate\u003C\u002Fp>\n\n\u003Cp>Copy of BECE Result Slip with candidate's index number.\u003C\u002Fp>\n\n\u003Cp>Company Obligation: If employee meets the criteria and the child is selected\nfor theward, the Company shall;\u003C\u002Fp>\n\n\u003Cp>Sponsor the child for the 3 year period he\u002Fshe is at the Secondary\n\u002FTechnical school.\u003C\u002Fp>\n\n\u003Cp>Sponsorship includes:\u003C\u002Fp>\n\n\u003Cp>full cost of school fees text books\u003C\u002Fp>\n\n\u003Cp>other items supplied by the school for which there is a formal school\nreceipt attached.\u003C\u002Fp>\n\n\u003Cp>Employee Obligation The Company reserves the right to withdraw the\nscholarship of the child-:\u003C\u002Fp>\n\n\u003Cp>for poor performance\u003C\u002Fp>\n\n\u003Cp>on resignation of the employee\u003C\u002Fp>\n\n\u003Cp>on termination \u002Fdismissal of the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Schedule G BOND (SAMPLE)\u003C\u002Fp>\n\n\u003Cp>KNOW ALL MEN BY THESE PRESENT\u003C\u002Fp>\n\n\u003Cp>THAT WE:\u003C\u002Fp>\n\n\u003Cp>(Hereinafter called the \"Principal\"), an employee of (THE COMPANY)\u003C\u002Fp>\n\n\u003Cp>AND\u003C\u002Fp>\n\n\u003Cp>of (Hereinafter called \"Surety\")\u003C\u002Fp>\n\n\u003Cp>are held and bound unto THE COMPANY in the sum of Cedis for the payment of\nwhich we bind ourselves, our heirs, executors, administrators and assigns,\njointly and severally, firmly by these present.\u003C\u002Fp>\n\n\u003Cp>WHEREAS\u003C\u002Fp>\n\n\u003Cp>i. THE COMPANY has sponsored the Principal herein to undertake a training\ncourse in respect of on the understanding that the Principal will use the\nknowledge and skills acquired to improve the quality of service delivered by\nTHE COMPANY to its customers.\u003C\u002Fp>\n\n\u003Cp>ii. The Principal has agreed to work with THE COMPANY for at least a period\nof years from the date of the end of the said training course. Alternatively\nthe Principal undertakes that if for any reason his relationship with THE\nCOMPANY should come to an end he would not work in direct competition with THE\nCOMPANY for at least months from the date of separation from THE COMPANY.\u003C\u002Fp>\n\n\u003Cp>Now, the condition of this obligation is such that if the Principal shall\nwork with THE COMPANY for at least years from the date of the end of the said\nProgramme, then this obligation shall be void and of no effect; or otherwise\nthe same shall remain in force and effect.\u003C\u002Fp>\n\n\u003Cp>However if the Principal shall fail to work for THE COMPANY for years as\nherein provided, then upon his ending of his relation with THE COMPANY, the\nbond sum of Cedis shall become due and payable together with interest on the\nsaid amount calculated from the date of this bond.\u003C\u002Fp>\n\n\u003Cp>DATED AT ACCRA THIS DAY OF…\u003C\u002Fp>\n\n\u003Cp>In the presence of\u003C\u002Fp>\n\n\u003Cp>Name:\u003C\u002Fp>\n\n\u003Cp>Date:\u003C\u002Fp>\n\n\u003Cp>In the presence of\u003C\u002Fp>\n\n\u003Cp>Name:\u003C\u002Fp>\n\n\u003Cp>Date:\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of UNICOF (PMSU)\u003C\u002Fp>\n\n\u003Cp>Date: ....\u003C\u002Fp>\n\n\u003Cp>In the Presence of\u003C\u002Fp>\n\n\u003Cp>Name:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"sexualhar":48,"jobsecuritymothers":52,"jobclassifaction1":56,"alternatives":60,"hourspday_select":64,"hourspweek_select":68,"pregnancy":72,"nursingmothers":76,"funeralpay":78,"trainingfund":82,"childcareotherclause":86,"discrimination":90,"pensionfund":94,"OVERTIME_trigger":98,"healthcareaccess":102,"COMMUTE_trigger":106,"trainingprogrammes":110,"healthandsafetypolicy":112,"breastfeeding_dangerouswork":116,"ONCERISE_trigger":118,"sicknesspay":122,"JOBTYPE_descriptions":126,"dayspweek_select":128,"contracttrial":130,"paidpaternityleave":134,"educationtuition":138,"eqpay":142,"legalassistance_trigger":146,"NOCTPREM_trigger":150,"healthcareaccessrelatives":154,"gender":158,"PAYSCALES_trigger":162,"bankholidays1":164,"mealvouchers":168,"sicknessmaxdays":172,"paidmaternityleave":174,"contractseverancepay":178,"PAIDLEAV_trigger":182,"CONSIGN_trigger":186,"deathrelatives":190},{"bindId":45,"name":46,"text":47},"disabilitypay","8. In case of industrial accidents, Empl","8. In case of industrial accidents, Employees shall be paid compensation in\naccordance with the Workmen's Compensation Law 1987 (PNDCL 187) and in addition\nthe company's Group Personal Accident Insurance Policy.",{"bindId":49,"name":50,"text":51},"sexualhar","14.3 Special Grievance Procedure for Sex","14.3 Special Grievance Procedure for Sexual Harassment\n\nWhere the source of an employee's grievance is sexual harassment, he may\nignore the above Steps and report first to the Head of the HR Dept, who shall\ninvestigate the grievance and take steps to resolve the matter within 72 hours\nof receipt of the complaint.\n\nIf the employee is not satisfied with the action taken by the Head of HR, he\nmay refer the matter to the Managing Director who shall take steps to resolve\nthe matter within seven days and his ruling on the matter shall be final.\n\nWhat the law says:\n\nLabour Act defines sexual harassment as any unwelcome, offensive or\nimportunate sexual advances or request made by an employer or superior officer\nor a co-worker, whether the worker is a man or woman. Labour Act requires the\nemployer to take action against harassment at workplace. Sources: § 15, 63\n& 175 of the Labour Act 2003.",{"bindId":53,"name":54,"text":55},"jobsecuritymothers","Protection from Dismissals It is illegal","Protection from Dismissals\n\nIt is illegal for an employer to dismiss a female worker due to her\npregnancy. Sources: § 57(8) & 63(2)(e)of the Labour Act 2003 (Act 651)",{"bindId":57,"name":58,"text":59},"jobclassifaction1","3.1 Individual Employment Contracts Upon","3.1 Individual Employment Contracts\n\nUpon engagement, all new employees shall be given an employment offer in\nwriting, consistent with the provisions of the Collective Bargaining Agreement,\nwhich when accepted by the employee, forms the basis of the employment\ncontract.\n\nThe employment letter will clearly state, among other things, the\nfollowing:\n\nJob Title\n\nJob Description\n\nJob Grade\n\nReporting lines and department\n\nJob location\n\nSalary\n\nEffective Date\n\nProbation Period",{"bindId":61,"name":62,"text":63},"alternatives","No Harmful Work A pregnant woman may not","No Harmful Work\n\nA pregnant woman may not to be involved in any assignment that is\ndetrimental to her health. Moreover, the law also requires that a pregnant\nwomen worker should not be assigned overtime or night work (10:00 p.m. to 07:00\na.m.) without her own consent. Sources: § 55-56 & 118 of the Labour Act\n2003 (Act 651)",{"bindId":65,"name":66,"text":67},"hourspday_select","4.1 WORKING HOURS 1. The normal working ","4.1 WORKING HOURS\n\n1. The normal working week shall be a week of 40 hours worked over five days\nof eight hours each.\n\n2. It is expected that employees shall at all times work those reasonable\nhours necessary to satisfactorily achieve the responsibilities of their\npositions.\n\n3. There shall be a one-hour meal break during each eight hours worked. This\none-hour break shall not be part of the working hours. This meal break shall\ncommence when the Employee leaves his work place and ends when he returns to\nhis work place.\n\n4. The normal working hours shall be scheduled for each Department to suit\nthe Company's operational requirements.",{"bindId":69,"name":70,"text":71},"hourspweek_select","1. The normal working week shall be a we","1. The normal working week shall be a week of 40 hours worked over five days\nof eight hours each.",{"bindId":73,"name":74,"text":75},"pregnancy","6. A nursing mother returning to duty af","6. A nursing mother returning to duty after her maternity leave shall be\nallowed during the first one year after her resumption of duty, one hour each\nday to nurse her baby. The specific time for nursing shall be agreed upon\nbetween the employee and her head of department.",{"bindId":77,"name":74,"text":75},"nursingmothers",{"bindId":79,"name":80,"text":81},"funeralpay","11.5 Funeral Grant In the event of death","11.5 Funeral Grant\n\nIn the event of death of an Employee, the Company shall provide to the\nspouse of the deceased Employee or in the absence of a spouse, to the head of\nthe deceased's family, a cash donation as in Schedule 'D' to cover the cost of\na coffin and other reasonable expenses relating to the funeral of the employee.\nIn the case of death of employee's registered spouse or registered biological\nchild the cash donation shall be as stated in Schedule \"D\"",{"bindId":83,"name":84,"text":85},"trainingfund","5.4 EMPLOYEE DEVELOPMENT AND TRAINING Th","5.4 EMPLOYEE DEVELOPMENT AND TRAINING\n\nThe Company fully recognizes the importance of training and will pursue\nappropriate programs to train and develop its employees. Training and\ndevelopment provided by the Company shall be designed to:\n\nI. Enable employees to contribute more effectively to the attainment of the\nCompany's goals.\n\nII. Meet the development needs for the foreseeable future as identified and\nagreed with the employees' immediate superior through the performance appraisal\nprocedures.\n\nIII. Meet the overall needs of the Company for specific skills and expertise\nto be available internally, for the business to develop as planned, and to\noptimize the potential contributions of its employees.\n\nIv. Give specific training to employees who operate pieces of equipment or\nmachinery or use particular software as part of their Jobs.\n\n5.5 Employee Training\u002FEducational Support\n\n1. Where the company requires an employee to undertake a course or training,\nthe Company will pay full cost of such course or training.\n\n2. Study leave with pay shall be granted only at the discretion of the\nCompany for those study programs and courses approved by the Company, and which\nthe Company determines is consistent with the employees' training and\ndevelopment.\n\n3. When undertaking a course of study approved by the Company, an employee\nmay, on production of relevant valid documents, be granted study leave to\nenable him write an examination as provided under Article 8.05.\n\n4. An employee who on his own initiative undertakes a course for his\npersonal or professional development may be supported financially by the\ncompany. The HR Manager shall set out the detail modalities for the provision\nof such support\n\nSection 5: Educational Subsidy\n\ni. An educational subsidy shall be paid to staff who have served two (2)\nyears and above with the Company\n\nii. The subsidy shall be computed on 5% of consolidated annual gross\nsalaries\n\niii. The subsidy shall be paid once every year in September\n\niv. The cut off point for payment shall be 31st August of every year\n\nv. Staffs who have served 2 years as at 31st August shall be eligible to\nbenefit from the educational subsidy.",{"bindId":87,"name":88,"text":89},"childcareotherclause","11.4 Scholarships for Employees' Childre","11.4 Scholarships for Employees' Children\n\nThe Company shall institute a scholarship scheme under which an amount of\nmoney shall be made available yearly for the award of Scholarship to deserving\nchildren of employees of the company in government approved second cycle\nschools. An Educational Scholarship Committee made up of Management and Union\nrepresentatives shall be formed which will come up with modalities for the\naward of the scholarships. The Company shall review the amount of money made\navailable for the scholarship annually at the beginning of each academic\nyear.",{"bindId":91,"name":92,"text":93},"discrimination","9. It is a policy of the company not to ","9. It is a policy of the company not to discriminate against any employee on\ngrounds of illness or medical condition.",{"bindId":95,"name":96,"text":97},"pensionfund","3. An Employee retired for reasons of no","3. An Employee retired for reasons of non-occupational ill health as\ncertified by a Medical Doctor shall be paid all his benefits in addition to the\nRetirement Savings Fund.",{"bindId":99,"name":100,"text":101},"OVERTIME_trigger","Overtime Compensation The normal working","Overtime Compensation\n\nThe normal working hours are 08 hours a day and 40 hours a week. Worker may\nwork for longer hours, provided that the average working hours do not exceed\nthe normal working hours, i.e., eight hours per day and forty hours per week.\nHowever, the law does not fix the rate of overtime remuneration. Overtime hours\nare usually paid at 150% of the normal hourly wage rate. Source: §33-38 of the\nLabour Act 2003 (Act 651)",{"bindId":103,"name":104,"text":105},"healthcareaccess","9.0 MEDICAL POLICY 1. The Company shall ","9.0 MEDICAL POLICY\n\n1. The Company shall pay for the cost of registration of employees and their\ndependants up to 18 years of age, under the NHIS and subsequent renewals shall\nbe borne by the Company.\n\nThus, employees shall use the NHIS Card to access medical\u002F pharmaceutical\nfacilities at only NHIS accredited hospitals, polyclinics, pharmacies etc. both\nprivate and government without any limit.\n\nAny re-imbursement from staff shall be made only from NHIS accredited\nmedical and pharmaceutical institutions. The Company shall refuse request for\nre-imbursement if not from an NHIS accredited medical\u002F pharmaceutical\nfacilities.\n\nFor spouses and four (4) biological children, the company will pay\nre-imbursement only from NHIS accredited medical\u002Fpharmaceutical facilities up\nto a limit of GHc 200.00 annually. Children up to the age of eighteen (18)\nexcept for the registration and subsequent renewal under the NHIS, shall not\nbenefit from company medical policy since they are to avail themselves under\nthe proposed NHIS arrangement by government.\n\n2. The Company where necessary, may provide medical care through a medical\ninsurance program with a Ghanaian registered insurance company or\norganization.\n\n3. The Company reserves the right to refuse to provide free medical\ntreatment for the following:\n\nRepeated infections with sexually transmitted diseases. Chronic alcoholism\nor use of stimulants, drugs or narcotics except when prescribed by a Company\napproved clinic or if not available, a registered medical doctor.\n\nMaternity cases affecting daughters of employees.\n\nAbortions and disease arising from riots, civil commotion and other illegal\nacts.\n\n4. An Employee who is absent from work on account of sickness or accident\nshall make every effort to notify the Company through his immediate supervisor.\nIf after reasonable effort has been made and the Company cannot be notified\nimmediately, then the Employee must notify the Company not later than seven\ndays from the last working day.\n\nOn resumption of work the Employee shall submit to his immediate supervisor\na medical certificate signed by a Company-designated clinic, or if not\navailable, a registered Medical Doctor, and endorsed by the Company Medical\nOfficer authenticating the Employee's ill-health.\n\n5. Sickness benefits may be denied or discontinued if an Employee refuses to\nsubmit a medical certificate showing unfitness for duty, refuses medical\nexamination by the Company Medical Doctor or refuses to follow specific medical\nrecommendations.\n\n6. An employee who is reported by certified medical doctor, as faking\nillness or unable to work shall be subject to disciplinary action.\n\n7. Where an employee has had health problems over a period of time which has\nprevented him from attending work regularly or working normally, the Company\nmay request a medical doctor to conduct a medical examination of the employee\nto determine whether or not he is fit to continue working.\n\n8. Where an employee is declared unfit to continue doing his job, the\nCompany may as far as practicable endeavor to seek alternative job functions\nwithin the company, which the employee may be able to handle considering his\nstate of health.\n\n9. It is a policy of the company not to discriminate against any employee on\ngrounds of illness or medical condition.\n\n10. Where an employee is diagnosed to have a problem with his eye and\nspectacles are prescribed for said employee, the company shall pay for the cost\nof lenses and frames up to GHc 120.00, every two years.\n\nSection 4: HIV Policy\n\nDefinition\n\nHIV infection – applies to all forms of HIV infection, including AIDS\n(Acquired Immune Deficiency Syndrome) as well as to individuals perceived to\nhave any form of HIV infection.\n\nThe company shall be committed to providing AIDS information to staff in\norder to prevent HIV infection, provide an opportunity for discussion of the\nsocial and personal aspects of the AIDS epidemic, and prevent discrimination\nand unnecessary anxiety. In line with this, the following shall prevail:\n\na) The company shall not mandate testing for any individual or group.\nHowever, the company can encourage voluntary testing, which may be obtained\nthrough confidential or anonymous testing facilities, because early\nidentification of the infection can minimize its transmission and allow early\ntreatment which may prolong life expectancy and enhance quality of life.\n\nb) HIV status should not affect determinations regarding working and living\narrangements, including hiring, advancement, promotion or termination of\nstaff.\n\nc) Employees with the Human Immunodeficiency Virus (HIV) shall be afforded\nunrestricted work, attendance, working condition, use of company’s facilities\nand participation in co-curricular and extracurricular activities as long as\nthey are physically and psychologically able to do so.\n\nd) All medical records of HIV patients shall be strictly confidential.\nExcept in life threating situations, no information will be released without\nthe person(s) concerned’s written permission.\n\ne) An employee with HIV or HBV infection shall remain employed as long as\nhe\u002Fshe makes job performance standards and does not engage in job related\nactivities which current scientific information indicates may expose others to\nrisk of transmission.\n\na) The Company shall provide facilities for sports and culture for the\nworkers. Provision of a Club House shall be undertaken when funds are\navailable.\n\nb) A library shall be provided by the Company to enable employees to broaden\ntheir outlook.\n\nc) Management shall endeavour to provide a House Magazine to the staff of\nthe Company.",{"bindId":107,"name":108,"text":109},"COMMUTE_trigger","11.1 TRANSPORT 1. The Company shall have","11.1 TRANSPORT\n\n1. The Company shall have a scheme to facilitate the purchase of vehicles\nand Motor Cycles by employees at concessionary rates. The HR Dept shall set out\ndetails of such scheme.\n\n2. Where an employee uses his own vehicle to and from work he shall be given\nfive (5) gallons of fuel every week. However, if the said vehicle for one\nreason or the other is off the road for more than a week the fuel supply of\nfive gallons per week will be suspended until such time that the vehicle is\nback on the road.\n\nEmployees with motor cycles will be given 2.5 gallons of fuel per week.\n\n3. Each Department within the company may maintain a pool of vehicles for\noperational purposes. Subject to operational requirements, a vehicle may be\nmade available to employees at the discretion of the Managing Director for\npersonal use.\n\n4. In order to be allowed to drive Company vehicles, employees will be\nrequired to maintain a valid Ghanaian Driver’s License.",{"bindId":111,"name":84,"text":85},"trainingprogrammes",{"bindId":113,"name":114,"text":115},"healthandsafetypolicy","10.0 SAFETY 1. The Company has a statuto","10.0 SAFETY\n\n1. The Company has a statutory obligation for the standards of safety and\nhealth for all persons in their employment and to also protect any member of\nthe public whose health and safety are put to risk through the activities of\npersons in the Company's employment. The Company will carry the prime\nresponsibility for implementing any health and safety policy it has laid down\nand ensuring the duty of care it owes to the employee is paramount in any\nhealth and safety policies it implements.\n\n2. While the Company is responsible for its operations all employees shall\nbe responsible to take due care of their own safety and that of others. All\nemployees will be required by the Company to comply with the health and safety\nrules and regulations of the Company.\n\n3. The Company is committed to improving the quality of life for all its\nemployees by ensuring:\n\na) Elimination of injuries or accidents,\n\nb) Safer working environment,\n\nc) Developing safe working practices.\n\n4. The employee has a responsibility to protect the interest of both the\nemployer and fellow employees in the performance of his\u002Fher duty.\n\n5. All work accidents shall be reported immediately to HR Department.\n\n6. In the case of occupational injury\u002Fdisease confirmed to be arising out of\nand in the course of his employment, an Employee shall be treated at the cost\nof the Company until such time that the Employee returns to work or is retired\non medical grounds. The Employee shall be paid his full monthly salary and\nother benefits during the period he is authorized to be absent from work on\ngrounds of the said occupational injury\u002Fdisease\n\n7. If an Employee is unable to resume his normal job after he has been\ndeclared fit to work by the Company medical officer following occupational\ninjury\u002Fdisease, he may where possible be re-trained for another suitable job\nand where that is not possible, he may be retired on medical grounds.\n\n8. In case of industrial accidents, Employees shall be paid compensation in\naccordance with the Workmen's Compensation Law 1987 (PNDCL 187) and in addition\nthe company's Group Personal Accident Insurance Policy.",{"bindId":117,"name":62,"text":63},"breastfeeding_dangerouswork",{"bindId":119,"name":120,"text":121},"ONCERISE_trigger","SCHEDULE D: SCHEDULE ON ALLOWANCES AND O","SCHEDULE D: SCHEDULE ON ALLOWANCES AND OTHER BENEFITS (UNICOF JANUARY 2010\nTO DECEMBER 2011)\n\n\n\n\n  \n    \n      NO\n      \n      BENEFIT\n      \n      \n      REMARKS\n      \n      \n      \n    \n    \n      I\n      \n      OUT\n        OF STATION ALLOWANCE\n      \n      \n      \n      \n      \n    \n    \n      \n      *Transport\n        and \n\n        Accommodation\n        as appropriate\n\n        Plus\n\n        *Daily\n        meals allowance if accommodation is provided\n\n        Or\n\n        *Allowance\n        to cover accommodation, and meals.\n\n        *Inconvenience\n        allowance\n\n        *For\n        day return allowance to cover meals.\n      \n      GHc20.00\n        - per day \n\n        GHc\n        45.00 - per day\n\n        GHc\n        12.00 per day\n\n        GHc12.00\n        per day\n      \n      Where\n        an employee is required by his work to spend a day \u002F normal working\n        hours within a day away from his recognized station of\n        employment\n      \n      \n      \n    \n    \n      2\n      \n      TRANSFER\n      \n      \n      \n      \n      \n    \n    \n      A\n      \n      Temporary\n        transfer\n      \n      In\n        addition to out of station allowance shall be paid 35% of basic salary\n        for each month\n      \n      \n      \n      \n    \n    \n      B\n      \n      Permanent\n        transfer\n      \n      Transport\n        for belongings and family \n\n        +\n\n        Relocation\n        allowance of 3 months\n\n        basic\n        salary\n      \n      \n      \n      \n    \n    \n      3\n      \n      ACTING\n        \n\n        ALLOWANCE\n      \n      Difference\n        between entry salary of \n\n        substantive\n        Officer 'A' and salary of Acting Officer 'B'\n      \n      To\n        be paid if officer acts for a minimum of 5 weeks.\n      \n      \n      \n    \n    \n      4\n      \n      CHARGE\n        \n\n        ALLOWANCE\n      \n      30%\n        of \n\n        Officer\n        in - Charge\" salary. For Officers more than two grades below\n        the\n\n        Substantive\n\n        Officer.\n      \n      \n      \n      \n    \n    \n      5\n      \n      EXTRA\n        DUTY ALLOWANCE\n      \n      2.5%\n        of \n\n        monthly\n        basic salary\n      \n      To\n        be paid quarterly in arrears to every staff\n      \n      \n      \n    \n    \n      6a\n      \n      ANNUAL\n        LEAVE\n      \n      25\n        days\n      \n      To\n        be taken after the year has ended\n      \n      \n      \n    \n    \n      6b\n      \n      LEAVE\n        CALL IN\n      \n      15%\n        of basic salary \n\n        25%\n        of basic salary\n      \n      If\n        officer is recalled to work for 7 days or less. \n\n        If\n        officer is recalled to work for a period in excess of 14 days or\n        more.\n      \n      \n      \n    \n    \n      7\n      \n      TRANSPORT\n        \n\n        ALLOWANCE\n      \n      Officers\n        with vehicles to draw 5 gallons of \n\n        fuel\n        weekly.\n\n        Officers\n        with motor cycles to draw 2.5 gallons of fuel weekly\n      \n      Fuel\n        allocation shall be suspended If the vehicle is off the road for a\n        week\n      \n      \n      \n    \n    \n      8\n      \n      REDUNDANCY\n      \n      1\n        and 2\u002F3 months \n\n        salary\n        for\n\n        each\n        year of\n\n        service\n\n        effective\n\n        January\n\n        1991.\n      \n      \n      \n      \n    \n    \n      9\n      \n      MEDICALS\n        \n\n        *Staff\n\n        *Dependants(Spouse\n        & 4 biological\n\n        children\n        under 18 years)\n\n        *Spectacles\n      \n      NHIS\n        plus drugs not covered by NHIS. \n\n        NHIS\n        plus GHc 200.00 Strictly NHIS.\n\n        Strictly\n        to access NHIS as operated by\n\n        government.\n        GH4c120.00\n      \n      Strictly\n        NHIS accredited \n\n        Medical\u002FPharmaceutical\n\n        facilities.\n\n        Registration\u002FRenewal\n        re-imbursement to be borne by company and GHc 200 to be claimed\n        strictly from NHIS accredited medical\u002F pharmaceutical\n        facilities.\n\n        Annual\n        Ceiling To be paid every 2 years.\n      \n      \n      \n    \n    \n      10\n      \n      DUTY\n        CALL IN ALLOWANCE\n      \n      GHc\n        12.00 daily\n      \n      When\n        an officer is recalled from home for duty outside his normal hours of\n        work. ie, weekends.\n      \n      \n      \n    \n    \n      11\n      \n      \n      LONG\n        SERVICE AWARD \n\n        To\n        be paid when an employee attains the following years in the\n        Service\n      \n      10\n        yrs:- l Months salary + Cert, of service \n\n        15\n        yrs:-1 and 1\u002F4 Months salary + Cert, of service\n\n        20\n        yrs :-1 and 3\u002F4 Months salary + Cert, of service\n\n        25\n        yrs: 2 Months salary + Cert, of service\n\n        30\n        & above - 2 and 1\u002F2 Months salary +cert of service\n      \n      \n      \n    \n    \n      12\n      \n      FUNERAL\n        GRANT \n\n        *\n        Death of Serving Staff\n\n        *Death\n        of Spouse Or biological child\n      \n      GHc:\n        1,000.00 (One thousand (Gh.) cedis only). \n\n        GHc\n        300.00\n      \n      To\n        be paid to family or surviving spouse OR next of kin as indicated in\n        employees records. \n\n        To\n        be paid to bereaved staff.",{"bindId":123,"name":124,"text":125},"sicknesspay","8.8 Paid Sick Leave (Non Occupational) 1","8.8 Paid Sick Leave (Non Occupational)\n\n1. If an Employee is absent from work due to sickness or the effects of an\naccident (to which the provisions of the Workmen's Compensation Law do not\napply) and such accident is not due to his own fault or negligence, and his\nabsence is authenticated by a certificate from a Registered Medical Doctor\nendorsed by the Company designated clinic\u002Fhospital, he shall be entitled to\nsick leave with pay in any one period of twenty-four months as follows:-\n\n\n  \n    \n      1-5\n        years service- \n      \n      -\n        3 months' full pay \n\n        -\n        2 months' 3\u002F4 pay\n\n        -\n        2 months' 1\u002F2 pay\n      \n    \n  \n\n\n\n  \n    \n      \n      \n    \n    \n      6\n        - 14 years service\n      \n      -\n        4 months' full pay \n\n        -\n        3 months' 3\u002F4 pay\n\n        -\n        3 months' 1\u002F2 pay\n      \n    \n    \n      15\n        years and above- \n      \n      -\n        4 months' full pay \n\n        -\n        4 months' 3\u002F4 pay\n\n        -\n        4 months' 1\u002F2 pay\n      \n    \n  \n\n\n2. In a case where a medical doctor at the request of the employee or the\nCompany is of the opinion that further medical treatment will not benefit the\nsick Employee, the Company may discharge the Employee on medical grounds.\n\n3. Where the employee objects to the opinion of Medical Doctor, a second\nmedical doctor may be agreed upon between the UNION and the Company to give a\nsecond opinion. If that opinion supports the opinion given by the first medical\ndoctor, the employee shall be discharged on medical grounds.\n\n4. Where an Employee has taken a sick leave without pay and does not return\nto work within seven (7) calendar days from the date the leave is supposed to\nend without prior permission, he shall be considered to have resigned his\nposition as at the date the unpaid leave ended.\n\n5. An employee on paid sick leave shall not offer himself for or accept\nother gainful employment",{"bindId":127,"name":58,"text":59},"JOBTYPE_descriptions",{"bindId":129,"name":70,"text":71},"dayspweek_select",{"bindId":131,"name":132,"text":133},"contracttrial","3.4 Probation i. All appointments shall ","3.4 Probation\n\ni. All appointments shall be subject to a three-month probation period. At\nthe end of the probation period the company may inform the employee in writing\nwhether or not his appointment has been confirmed.\n\nii. The Company may extend the probationary period for three months if it\nhas doubts about the suitability or ability of the employee for the job.\n\niii. The Company may terminate the appointment of an employee on probation\nby giving fourteen days’ notice or payment in lieu of notice.\n\niv. An employee on probation may also terminate his appointment by giving\nthe company fourteen days’ notice or by paying to the company fourteen days\nsalary in lieu of notice.\n\nv. Within fourteen (14) days of completion of probation, employee must\nremind management of his confirmation. A standard form shall be introduced by\nthe Company for this purpose.\n\nWhat the law says:\n\nThere is no explicit provision in the Labour Act about maximum duration of\nprobation period. The Labour Act refers to a \"reasonable duration determined in\nadvance\". Probationary period and conditions of probation are generally\nprovided in collective agreements. Where, as a condition for the engagement of\nan employee, a contract of employment requires probation, the employment\ncontract has to specify the duration of the probation for the employee.\nSources: § 66(b) & 98(d) of the Labour Act 2003 (Act 651); Regulation 5 of\nLabour Regulations 2007 (LI 1833).",{"bindId":135,"name":136,"text":137},"paidpaternityleave","8.7 Paternity Leave In the event of the ","8.7 Paternity Leave\n\nIn the event of the birth of a child to a male employee, the said employee\nshall be granted two days leave to enable him assist his wife and bond with his\nnewborn child. This leave shall be granted for up to three biological children\nonly.",{"bindId":139,"name":140,"text":141},"educationtuition","PROPOSED SCHOLARSHIP SCHEME FOR CHILDREN","PROPOSED SCHOLARSHIP SCHEME FOR CHILDREN OF EMPLOYEES\n\nNumber to be awarded: The Company is to award Scholarships to children of\nemployees every year. Each Companywill determine the number of awards on yearly\nbasis.\n\nCommittee criteria for member Committee Selection:\n\nEmployee must have served the Company satisfactorily for a minimum of 5\nyears.\n\nThe child should be the biological child of the employee.\n\nThe child's name should appear on the employee's personal records lodged at\nHuman Resource Management Department.\n\nThe child must have gained admission to a Government assisted Senior\nSecondary \u002FTechnical School in Ghana on the basis of the BECE examination\nconducted by the WAEC for that year.\n\nApplication should be accompanied by a\n\nBirth certificate\n\nCopy of BECE Result Slip with candidate's index number.\n\nCompany Obligation: If employee meets the criteria and the child is selected\nfor theward, the Company shall;\n\nSponsor the child for the 3 year period he\u002Fshe is at the Secondary\n\u002FTechnical school.\n\nSponsorship includes:\n\nfull cost of school fees text books\n\nother items supplied by the school for which there is a formal school\nreceipt attached.\n\nEmployee Obligation The Company reserves the right to withdraw the\nscholarship of the child-:\n\nfor poor performance\n\non resignation of the employee\n\non termination \u002Fdismissal of the employee.",{"bindId":143,"name":144,"text":145},"eqpay","6.1 Equal Pay for Equal Work The Employe","6.1 Equal Pay for Equal Work\n\nThe Employer shall recognize the principle of equal pay for equal work\nirrespective of sex.\n\nWhat the law says:\n\nThe Constitution of Ghana recognizes the right to fair remuneration and\nequal pay for work of equal value. In accordance with the Labour Act, every\nworker should receive equal pay for work of equal value without any\ndiscrimination. Sources: §24(1) of the Constitution of Ghana 1992; §68 of the\nLabour Act, 2003 (Act 651).",{"bindId":147,"name":148,"text":149},"legalassistance_trigger","15.0 LEGAL ASSISTANCE In the event of co","15.0 LEGAL ASSISTANCE\n\nIn the event of court proceedings being brought against an Employee for an\noffence he committed in the course of his lawful duties, the Company shall\nensure that defense counsel is provided for the Employee in so far as the\nEmployee has not breached any Company policies or procedures or has not\ncommitted any illegal act.",{"bindId":151,"name":152,"text":153},"NOCTPREM_trigger","Night Work Compensation Labour Act defin","Night Work Compensation\n\nLabour Act defines \"night work\" in relation to women only and means work at\nany time within a period of eleven consecutive hours that includes the seven\nconsecutive hours occurring between 22:00 and 07:00 of the following day. In\nthe industrial undertakings influenced by the seasons, instead of 11 hours, 10\nhours limit may be used in sixty days of the year. There is no provision in the\nlaw on premium pay for night work.",{"bindId":155,"name":156,"text":157},"healthcareaccessrelatives","1. The Company shall pay for the cost of","1. The Company shall pay for the cost of registration of employees and their\ndependants up to 18 years of age, under the NHIS and subsequent renewals shall\nbe borne by the Company.",{"bindId":159,"name":160,"text":161},"gender","The Employer shall recognize the princip","The Employer shall recognize the principle of equal pay for equal work\nirrespective of sex.",{"bindId":163,"name":58,"text":59},"PAYSCALES_trigger",{"bindId":165,"name":166,"text":167},"bankholidays1","8.9 PUBLIC HOLIDAYS All employees shall ","8.9 PUBLIC HOLIDAYS\n\nAll employees shall be entitled to paid leave of absence for all statutory\npublic holidays as formally declared by the Government of Ghana.\n\nEmployees may, if the operations of the Company demand be required to work\non statutory public holidays and be paid inconvenience allowance as in Schedule\nD (1)\n\nWorkers are entitled to paid Festival (public and religious) holidays.\nFestival holidays are announced by Ghanaian Government at the start of calendar\nyear (usually 13 in number). Sources: § 72 of the Labour Act 2003 (Act 651),\nHolidays Act, 2001 (Act 601).",{"bindId":169,"name":170,"text":171},"mealvouchers","7.1 Out-of-Station Allowance 1. An Emplo","7.1 Out-of-Station Allowance\n\n1. An Employee who is required in the course of his duties to travel away\nfrom his usual place of work for a full working day and stays overnight shall\nbe given transport and accommodation as appropriate. In addition, the employee\nshall be given daily meals allowance as per Schedule 'D'.\n\n2. In lieu of the above, the Company shall pay the Employee an allowance as\nper Schedule 'D' to cover his accommodation, transport and meals per day.\n\n3. If the work assignment does not require an overnight stay the allowance\nmay cover meal requirements only and the said allowance shall be as in Schedule\n'D'.",{"bindId":173,"name":124,"text":125},"sicknessmaxdays",{"bindId":175,"name":176,"text":177},"paidmaternityleave","8.06 Maternity Leave 1. Where a female e","8.06 Maternity Leave\n\n1. Where a female employee is certified by a medical doctor or a midwife to\nbe pregnant, she shall be granted twelve weeks maternity leave with pay in\naddition to any period of annual leave she may be entitled to after her period\nof confinement.\n\n2. The period of maternity leave shall be extended by two additional weeks\nif the confinement is abnormal (for example if there is a pre-term delivery) or\nif the employee gives birth to two or more babies in the course of her\nconfinement.\n\n3. In case of a miscarriage, which does not entitle the employee to\nmaternity leave, the employee shall be deemed to be on sick leave for the\nnumber of days or weeks as will be recommended by a certified medical\ndoctor.\n\n4. Absence from duty arising out of pregnancy in excess of the maximum\nperiod prescribed above shall be regarded as absence on grounds of ill-health\non the production of a medical certificate and the rules relating to sick leave\nshall apply.\n\n5. Where an employee on maternity leave is ill and is medically certified\nthat the illness is due to her confinement, she shall be entitled to an\nextension of her maternity leave for the additional number of days as will be\nprescribed by the medial doctor.\n\n6. A nursing mother returning to duty after her maternity leave shall be\nallowed during the first one year after her resumption of duty, one hour each\nday to nurse her baby. The specific time for nursing shall be agreed upon\nbetween the employee and her head of department.\n\n7. Maternity leave period shall not affect the earned annual leave of an\nemployee and shall be counted as if she were on duty\n\nWhat the law says:\n\nFemale workers are entitled to 12 weeks (84 days) of maternity leave with\nfull pay. The maternity leave can be extended by two additional (2) weeks in\ncase of caesarean delivery\u002Fabnormal birth or twin (or more) births. Sources: §\n57 (1 & 3-5) of the Labour Act 2003 (Act 651).\n\nNo Harmful Work\n\nA pregnant woman may not to be involved in any assignment that is\ndetrimental to her health. Moreover, the law also requires that a pregnant\nwomen worker should not be assigned overtime or night work (10:00 p.m. to 07:00\na.m.) without her own consent. Sources: § 55-56 & 118 of the Labour Act\n2003 (Act 651)\n\nProtection from Dismissals\n\nIt is illegal for an employer to dismiss a female worker due to her\npregnancy. Sources: § 57(8) & 63(2)(e)of the Labour Act 2003 (Act 651)",{"bindId":179,"name":180,"text":181},"contractseverancepay","12.7 Redundancy\u002F Retrenchment a) Where f","12.7 Redundancy\u002F Retrenchment\n\na) Where for one reason or another, an employer is compelled to declare any\nnumber of employees redundant as laid down by Labour Act 2003 (Act. 651), the\nEmployer shall give the Union not less than three (3) calendar months’ notice\nbefore the date the said redundancy shall take effect.\n\nb). If there is insufficient work available for the employee to complete his\nperiod of notice, he\u002Fshe will be paid in lieu of notice.\n\nc). Selection of employees whose services are to be terminated owing to\nredundancy shall be determined on the basis of 'First in Last out' all things\nbeing equal.\n\nd). Employees covered by the Agreement who are terminated on grounds of\nredundancy shall receive all their entitlements before they leave the services\nof the company unless the Union and the Company agree otherwise.\n\ne). Any employee who is declared redundant will receive payment as\nfollows-:\n\ni. One and 2\u002F3 months' Salary for each year of completed service with a\nportion of a year's service attracting pro-rata entitlement effective 1st\nJanuary, 1991.\n\nii. Where the employer is unable to pay the full amount of the redundancy\npackage within the stipulated time, any balance outstanding shall attract a\nfixed interest of thirty per centum (30%) per year.\n\niii. An employee leaving the service under summary dismissal shall not be\ngiven notice or pay in lieu of notice.\n\nWhat the law says:\n\nThere is a provision in the law regarding redundancy pay; this compensation\nis subject to negotiation between the employer and the worker or the trade\nunion. There is no severance pay in the case of individual dismissals (for\nnon-economic reasons). Other than redundancy pay (for economic dismissals),\nworkers are also entitled to following payments on termination of employment:\nany remuneration earned by the worker before contract termination; any deferred\npay due to the worker before contract termination; any compensation due to the\nworker in respect of sickness or accident; and repatriation expenses in the\nevent of contract termination for foreign contracts. Employer is required to\nmake all these payments within the duration of notice period. In case no notice\nis required, payment must be made until next working day after termination.\nSources: § 18, 64 & 65 of the Labour Act 2003 (Act 651).",{"bindId":183,"name":184,"text":185},"PAIDLEAV_trigger","8.01 Annual Leave 1. Paid annual leave s","8.01 Annual Leave\n\n1. Paid annual leave shall be earned and granted to all employees who hove\ncontinuously served a period of twelve calendar months with the company.\n\n2. Each employee shall be entitled to 25 working days leave per annum and no\nemployee shall be allowed to defer his accrued leave to the following year.\nLeave not taken in the year it is earned will be forfeited unless prior\napproval in writing is given by Management.\n\n3. Leave days shall not include sick leave days (as certified by a medical\npractitioner), Saturdays, Sundays and public holidays\n\n4. Notwithstanding anything contained in this section, employees who have\nnot served the company continuously for twelve calendar months may be granted\nleave on pro rata basis.\n\n5. Leave shall be granted to an employee at a time convenient to the Company\nwith regards to its smooth operations\n\n6. Every employee shall enjoy an unbroken period of leave but where\nexigencies demand, the Company may request an employee to interrupt his granted\nannual leave and return to work. Where the Company makes such a request, the\nemployee shall not forfeit the right to the remainder of his leave but shall\ntake such leave at anytime as is convenient thereafter.\n\n7. Where due to operational reasons the Company, in writing, requests an\nemployee not to take his leave or the whole of his leave in a particular year,\nthe said leave or the remaining portion of his leave shall be added to the\nemployees' leave entitlement for the following year.\n\n8. The Company shall prepare a departmental leave roster each year showing\nthe dates an employee can proceed on leave. Employees shall, as far as\npossible, be given notice of commencement of leave at least thirty days before\nthe start of the leave.\n\n9. An employee who is prevented from resuming duty from leave because of ill\nhealth shall notify his head of department and in any case not later than seven\n(7) days from the end of the leave. On resumption of work the Employee shall\nsubmit to the Company a medical certificate from the company designated medical\ndoctor or a recognized medical doctor verifying the employee's ill health\n\nWhat the law says:\n\nA worker is entitled to at least 15 working days fully paid annual leave,\nafter completion of 12 months of continuous service. Sources: §20-32 of the\nLabour Act 2003 (Act 651).",{"bindId":187,"name":188,"text":189},"CONSIGN_trigger","7.2 Leave Call-In Allowance Leave Call i","7.2 Leave Call-In Allowance\n\nLeave Call in Allowance shall be paid as follows:\n\ni. Where the employee is called from leave to work for a continuous period\nof seven days or less, he\u002Fshe shall be paid a total allowance equivalent to\nfifteen percent (15%) of his monthly basic pay.\n\n2. Where the employee is recalled from leave to work for a continuous period\nin excess of fourteen (14) days, he shall be paid twenty five percent (25%) of\nhis monthly basic pay\n\n3. Where an employee being called from leave has traveled outside his usual\nplace of residence, the company shall in addition to the Leave Call allowance,\npay to the employee the cost of traveling back to his usual place of\nresidence.",{"bindId":191,"name":192,"text":193},"deathrelatives","8.3 Compassionate Leave In the event of ","8.3 Compassionate Leave\n\nIn the event of the death of an employee's registered spouse or biological\nor legally adopted child, the employee may apply for and shall be granted a\nCompassionate Leave of not more than seven (7) working days. In the case of\nemployee's biological father and mother the leave days shall not be more than\nfour (4) working days.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Sample Collective Bargaining Agreement for Ghana created by WageIndicator Foundation - 2016 -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Start date: → Not specified\u003C\u002Fdiv>\n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → \n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → Not specified days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → \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: → \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        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → GHS \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Yes\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 2 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 4 days\n            \u003C\u002Fdiv>\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: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Yes\u003C\u002Fdiv>\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: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \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: → 25.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fixed days for paid annual leave: →  days\n            \u003C\u002Fdiv>\n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \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            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Yes\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[199],{"title":37,"slug":33},[201],{"type":202,"data":203},"call_to_action_body_block",{"title":204,"description":205,"variant":206,"link":207},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":204,"url":208,"description":204,"rel":209,"type":210},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[212],{"type":202,"data":213},{"title":204,"description":205,"variant":206,"link":214},{"title":204,"url":208,"description":204,"rel":209,"type":210},[]]