[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Funified-condition-of-service-for-unionized-staff-of-the-public-universities-of-ghana-2008":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":226,"content_type_view":227,"extra_breadcrumbs":228,"body":230,"body_blocks":241,"related_pages":245},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":224,"translations":225},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"unified-condition-of-service-for-unionized-staff-of-the-public-universities-of-ghana-2008","ca1d764a-9a1f-11ec-a03b-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fghana\u002Funified-condition-of-service-for-unionized-staff-of-the-public-universities-of-ghana\u002Funified-condition-of-service-for-unionized-staff-of-the-public-universities-of-ghana-2008\u002F","UNIFIED CONDITION OF SERVICE FOR UNIONIZED STAFF OF THE PUBLIC UNIVERSITIES OF GHANA - 2008","UNIFIED CONDITION OF SERVICE FOR UNIONIZED STAFF OF THE PUBLIC UNIVERSITIES OF GHANA - 2008 - 2008","Ghana - UNIFIED CONDITION OF SERVICE FOR UNIONIZED STAFF OF THE PUBLIC UNIVERSITIES OF GHANA - 2008 - 2008","UNIFIED CONDITION OF SERVICE FOR UNIONIZED STAFF OF THE PUBLIC UNIVERSITIES OF GHANA - 2008 - 2008 - Education, research",{"name":41,"data":42},"Condition of Service.html","\n\n\n\u003Cmeta charset=\"utf-8\">\n\u003Ctitle>Untitled Document\u003C\u002Ftitle>\n\n\n\n\u003Ch1>UNIFIED CONDITION OF SERVICE FOR UNIONIZED STAFF \n  OF THE PUBLIC UNIVERSITIES OF GHANA\u003C\u002Fh1>\n\u003Ch2>PREAMBLE \u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignsingle\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">This agreement made the 1st Day of  January 2008 as a result of Collective Bargaining between the Management of the  Public Universities of Ghana (hereinafter referred to as the “Employer” or  “Management”) on one side and the Teachers and Educational Workers Union of  Ghana TUC on the other (hereinafter referred to as the (“Union”) shall be  referred to as the Public Universities Collective Agreement, with the following  mutual understanding that has been entered into: \u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Ch3>ARTICLE 1 - RECOGNITION \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>The Management recognizes the Union as being the  officially certified Trade Union under the Labour Act 2003 (Act 651) as the  sole and exclusive collective bargaining representative of its employees and  the sole negotiating body for all matters connected with terms of employment or  with the conditions of labour of the employees covered by this Agreement who  are members of the Union or who may become members within the durations of this  Agreement. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>ARTICLE - 2 MANAGEMENT\u002FUNION RELATIONS\t\u003C\u002Fh3>\n\u003Cp>2.01  Responsibilities  of the Parties to the Agreement\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>Both  parties recognized that this Agreement imposes serious duties and  responsibilities on the Union as well as the Management. \u003C\u002Fli>\n  \u003Cli>It is  further recognized that this Agreement is a “living documents” and the fact  that certain conditions are reduced to writing does not preclude the  responsibilities of either party to meet with the other to discuss and  negotiate on matters not specifically covered by the Agreement but which are  within the scope and intent of Collective Bargaining. \u003C\u002Fli>\n  \u003Cli>It is  further agreed and understood that Management will discuss and consult in good  faith with the Union before making changes of prior benefits, practices and  understanding which are mutually acceptable to the Management and the Union but  which are not specifically covered by this Agreement. \u003C\u002Fli>\n  \u003Cli>It is  recognized that if during the life of this Agreement there are changes in law,  regulations, personnel policies, practices or other matters affecting working  conditions, and if the changes leave Management no discretion in the matter the  Union will be informed of the changes. When the laws or regulations leave  administrative discretion of the required changes, the parties will engage in  negotiations in good faith. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>2.02 PURPOSE,  INTENT AND RELATIONS OF THE PARTIES\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>The purpose  of the Management and the Union entering into this Agreement is to set forth  their agreement on salaries, wages, hours of work, and other conditions and  rules of employment. \u003C\u002Fli>\n  \u003Cli>Both  parties do recognize and agree to promote the growth and development of their  common interest in the highest possible degree of friendly and co-operative  relationships between their respective representatives at all levels and the  employees. \u003C\u002Fli>\n  \u003Cli>It is the  intention of the parties to work together to establish, promote and maintain an  orderly, peaceful, and harmonious relationship in the handling of matters of  mutual concern arising under this Agreement. \u003C\u002Fli>\n  \u003Cli>The  representatives of the Management and the Union realize that this goal depends  on more than words in a Labour Agreement. It depends primarily on attitudes  between both parties at all levels of responsibility. Both parties therefore believe that proper  attitudes must be based on full understanding of and regard for the respective  rights and responsibilities of both the Management and the Union. \u003C\u002Fli>\n  \u003Cli>Both  parties believe that these attitudes can be encouraged best when it is made  clear that the Management and the Union representatives who are involved in the  negotiation of this Agreement are sincerely concerned with the well-being of  the University and of all employees. \u003C\u002Fli>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cli>There shall  be no discrimination or victimization by the Management against any employee or  applicant for employment because of membership of or activity on behalf of the  Union or a Trade Union. \u003C\u002Fli>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cli>It is  agreed between both parties that should any differences, disputes or grievances  arise between the Management and the Union or between Management and an  Employee, they will be examined in this same spirit and settled in accordance  with the procedures outlined in this Agreement. \u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\n  \u003Cli>This  Agreement shall not worsen any existing terms and conditions of service. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>ARTICLE 3 - DURATION\u003C\u002Fh3>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cp>3.01 This  Agreement shall come into force and operate from the 1st Day of  January 2008 and shall remain in force without any amendments, alterations or  additions for up to December 31st, 2009 except as provided  hereunder: \u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cp>3.02 The  Provisions of this Agreement can be amended, rescinded or otherwise altered at  any time after one year during the life of this Agreement by mutual agreement  between the Parties hereto. Such mutual agreement shall be evidenced in  writing, citing the specific provision(s) of the  Agreement to be affected. Negotiations for such changes shall begin not later  than 30 days after the date notification. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.03 A  notice of not less than 60 days before the Agreement is due to expire may be  given by either party in writing expressing its wish Agreement to continue for  a further period of not more than 90 days or its intention to terminate, amend  or modify the Agreement. In the event of such notice being given the parties  shall begin negotiations not later than 30 days prior to the expiration date of  this Agreement.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.04 In the absence of such notice within the  specified period, the Agreement shall continue in force from year to year unless  notice is given as above within two (2) months of such yearly expiration date. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.05 In the event that both parties will enter into  negotiation on the terms and conditions of the new Agreement, the present  Agreement, will continue in force until a new Agreement is signed and the  effective date of its commencement agreed, but in no case shall negotiations  extend beyond 90days after the anniversary date, except a date of extension had  been mutually consented to by both sides. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.06 At any time after one (1) year from the date of  the commencement of this Agreement, and once only during the life of this  Agreement, either party may give to the other notice in writing that it wishes  to negotiate a change in the rate of basic wages or salaries or other matters  affecting conditions of service as contained in the salary scales attached to  this Agreement, but until new rates are agreed, the rates specified in this  Agreement shall remain in force. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>ARTICLE 4 - INTERPRETATION \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Unless the context otherwise requires, the interpretation  of these regulations shall be made by the Registrar. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>ARTICLE 5 - DEFINITIONS \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The following terms are used in this document. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch4>5.01 Public Universities \u003Cbr>\n\u003C\u002Fh4>\n\u003Cp>Means the  University of Ghana, Legon; the Kwame Nkrumah University of Science Technology,  Kumasi; the University of Cape Coast, Cape Coast; the University for  Development Studies, Tamale; the University of Education Winneba and the  University of Mines and Technology, Tarkwa.\u003Cbr clear=\"all\">\n\u003C\u002Fp>\n\u003Ch4>  5.02 Council \u003Cbr>\n\u003C\u002Fh4>\n\u003Cp>Means  the Council of a particular University as established under the relevant Act.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch4>5.03 Vice Chancellor \u003Cbr>\n\u003C\u002Fh4>\n\u003Cp>Means the Executive Head of the University\u002FInstitution  concerned. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch4>5.04 Department \u003Cbr>\n\u003C\u002Fh4>\n\u003Cp>Means any Department of the University, academic  or non academic and includes Halls of Residence and other organizations  recognized as such by the Council as forming constituent part of the  University. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch4>5.05 Head of Department \u003Cbr>\n\u003C\u002Fh4>\n\u003Cp>Means the Professor or other person appointed to  direct or supervise a Department. This includes a Master\u002FWarden of a Hall of  Residence and the Head of any organization in the University. In the absence of  the Head of Department, any person duly appointed to act shall be referred to  as Head of Department in this context. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch4>5.06 Unionised Staff \u003Cbr>\n\u003C\u002Fh4>\n\u003Cp>Means all employees of the University who are  members of the Union. Conditions of Service for the various categories of staff  who are members of TEWU shall be those applicable to their respective grades in  the Unified Conditions of Service for the Pubic Universities of Ghana. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch4>5.07 Junior Staff \u003Cbr>\n\u003C\u002Fh4>\n\u003Cp>Means all employees of the University below the rank of  Administrative Assistants and analogous grades. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch4>5.08 Misconduct \u003Cbr>\n  \u003C\u002Fh4>\n\u003Cp>Means any act  or omission without reasonable excuse on the part of an employee which amounts  to a failure to perform in the proper manner any duty assigned to him as such,  or, which contravenes any statute or regulations of the University or which is  otherwise prejudicial to the efficient conduct of the University or tends to  bring the University into disrepute. \u003C\u002Fp>\n\u003Ch4>5.09 Grievance \u003Cbr>\n  \u003C\u002Fh4>\n\u003Cp>Means any employee’s complaint that the  Employer has violated any of the terms of his conditions of service as  specified in this Agreement, or any of his rights under the Labour Act 2003,  (Act 651).\u003C\u002Fp>\n\u003Ch4>5.10 Committee\u003C\u002Fh4>\n\u003Cp>Means of the Standing Negotiating Committee of  each University Institution in Ghana. \u003C\u002Fp>\n\u003Ch4>5.11 Union\u003C\u002Fh4>\n\u003Cp>Means the Teachers and Educational Workers’ Union of the  Ghana Trades Union Congress. \u003C\u002Fp>\n\u003Ch4>5.12 Child on an  Employee\u003C\u002Fh4>\n\u003Cp>Subject to Article 23.01 of the Agreement means  an employee’s child not above the age of 21 years, including a ward adopted by  an employee in accordance with any statutory provisions. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>ARTICLE 6 - APPOINTMENTS\u003C\u002Fh3>\n\u003Cp>6.01 The  appointment, promotion, transfer, dismissal and disciplinary control of all  employees are vested in the Vice Chancellor. \u003C\u002Fp>\n\u003Cp>6.02 To be  eligible for appointment, a candidate must have the requisite qualifications or  experience as laid down from time to time in the Unified Scheme of Service for  the Staff of the Public Universities in Ghana. \u003C\u002Fp>\n\u003Cp>6.03 Vacancies  shall normally be advertised internally and shall only be advertised externally  if no suitable candidate is available. \u003C\u002Fp>\n\u003Cp>6.04 An  applicant for employment by the University must state: \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>his\u002Fher  true age; \u003C\u002Fli>\n  \u003Cli>his\u002Fher  home town; \u003C\u002Fli>\n  \u003Cli>whether  he\u002Fshe has previously been employed by any of the Universities or by the  Government of Ghana and, if so, why he\u002Fshe left; \u003C\u002Fli>\n  \u003Cli>whether  he\u002Fshe has ever been convicted of a criminal offence; \u003C\u002Fli>\n  \u003Cli>the name of  spouse if married; \u003C\u002Fli>\n  \u003Cli>the name  and address of next of kin.\u003Cbr clear=\"all\">\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>6.05 All permanent staff appointments shall be made  through an interview conducted by properly constituted Appointment Committee. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>6.06 A  person must be medically examined and passed as fit by the Medical Officer of  the University or a Government Medical Officer at the expense of the University  before being appointed to any post in the University.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>6.07 The following procedure will be followed in the  appointment of members of staff: When a candidate has been selected for  appointment. \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>A formal offer of appointment will made by the  Regular, stating clearly the terms and conditions of the appointment, the  salary scale and the point of entry on the scale. \u003C\u002Fli>\n  \u003Cli>The  Registrar will also complete a service record at the cover of the employee’s  personal file on which shall have been the duplicate copy of his\u002Fher letter of  appointment, a certificate if available or an affidavit of date of birth and  particulars of next of kin. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>6.08 The effective date an appointment will  normally be the date the employee assumes duty.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch4>6.09 Temporary Appointment\u003C\u002Fh4>\n\u003Col type=\"a\">\n  \u003Cli>In the case of temporary staff, the length of  appointment shall not exceed three months. In the case of staff employed for  specific projects, the duration of the appointment should not exceed the life  of the projects. \u003C\u002Fli>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydifferenttxt\">\u003Cli>Temporary  employees shall be paid a fix monthly salary and shall normally not be due for  annual increment. \u003C\u002Fli>\n  \u003Cli>When the  temporary appointment of an employee above the age of 55(who had previously  contributed or should have contributed to the Social Security Scheme) or of an  employee on the Ghana Universities Superannuation Scheme comes to an end, and  he\u002Fshe has to leave the service of the University as a result, a gratuity  accruing at the rate of 12.5% of a month’s pay (excluding allowances) for each  completed month of satisfactory service in the University shall be made to him. \u003C\u002Fli>\u003C\u002Fdiv>\n  \u003Cli>A temporary employee who has been engaged against an  established post and who has worked satisfactorily for twelve (12) consecutive  months may be recommended by the Head of Department concerned for permanent appointment.  Such an appointee shall not be required to serve a probationary period. This  provision will however not apply to persons engaged in temporary circumstances  for the duration of specific research or other project. \u003C\u002Fli>\n  \u003Cli>Temporary  employee who have been engaged by the Public Universities should be made to  contribute towards the Social Security Fund under the Law establishing the  Social Security Fund. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>6.10 An  employee shall report with documentary evidence any change in marital status  forthwith in writing to the Registrar.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>6.11 The employer shall undertake to deduct from  salaries of employees who are covered by this agreement the amount representing  the Union’s membership dues monthly in accordance with section 111 of the  Labour Act 2003.Any sums deducted shall be paid over as directed by the Union. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>ARTICLE 7 - PROBATIONARY SERVICE AND CONFIRMATION OF APPOINTMENT \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>7.01 A person appointed to an established post shall  normally be on probation for one year after which he will be eligible for  confirmation in his\u002Fher appointment subject to a report of satisfactory work  and conduct from the Head of Department concerned. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>7.02 The Registrar on the recommendation of the Head  of Department concerned may extend the probationary period of a member of staff  for not more than three months if he considers it necessary, in which case no  increment will be awarded after the first year of service. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.03 The Vice Chancellor may, on the advice of the  Registrar, reduce the probationary period of a member of staff by not more than  3 months if he considers it necessary. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>ARTICLE 8 - PROMOTIONS \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>8.01 Promotions shall be made according to merit and in  accordance with the provisions of the Unified Scheme of Service for staff. \u003C\u002Fp>\n\u003Cp>8.02 \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>The Appointment\u002FPromotions  Committee shall recommend the effective date of promotion. \u003C\u002Fli>\n  \u003Cli>Normally a  permanent employee shall be eligible for promotion after a minimum of three  years satisfactory service in a grade. \u003C\u002Fli>\n  \u003Cli>Any adverse  reports shall be shown to the employee concerned. \u003C\u002Fli>\n  \u003Cli>Promotions  in the University shall be in two categories: \n    \u003Col>\n      \u003Cli>general  promotions based on established in the Department or institution concerned and \u003C\u002Fli>\n      \u003Cli>there shall  be pool promotion of employees who become eligible for promotion but for whom  there is no establishment.\u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli>An employee  who remains on the maximum scale of salary for two years shall become eligible  for consideration for promotion in the pool system provided that his\u002Fher work  and conduct have been satisfactory and he\u002Fshe meets in full the qualifications  and other conditions stipulated for the next grade in the Unified Scheme of  Service. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>8.03 Where there  is a promotion test no employee shall be promoted unless he\u002Fshe has passed the  test. \u003C\u002Fp>\n\u003Cp>8.04 The passing  of a qualifying test or examination for a higher grade shall not necessarily  entitle any employee to promotion. However, such an employee shall be granted up to  two incremental credits in addition to the normal increment provided the  employee has not reached the maximum point of salary scale. \u003C\u002Fp>\n\u003Cp>8.05 No  temporary employee shall be considered for promotion. \u003C\u002Fp>\n  \u003Ch3>ARTICLE 9 - OFFICE HOURS\u003C\u002Fh3>\n  \u003Cp>9.01 An employee  will normally be required to attend duty for not more than the statutory number  of hours per each working week. \u003C\u002Fp>\n  \u003Cp>9.02 The actual  working hours for a staff be laid down by the University from time to time. \u003C\u002Fp>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>ARTICLE 10 - Overtime\u003C\u002Fh3>\u003C\u002Fdiv>\n  \u003Cp>10.01 Notwithstanding  9.01 above an established employee may be required to work reasonable overtime  for a period or periods outside, and in excess of his normal working hours with  or without overtime payment. Where no overtime is paid the employee concerned  may be excused attendance at work for similar period or periods at times to  determined by his Head of Department. \u003C\u002Fp>\n  \u003Cp>10.02 In  exceptional circumstances, however, cash payment for overtime worked shall be  made to all employees whether established or temporary who are required to work  in excess of the normal daily hours work. \u003C\u002Fp>\n\u003Cp>10.03 Overtime  payment for work done on Saturdays, Sundays and Public Holidays shall be at the  rate of double time. For overtime done on workdays the rate of payment shall be  time and half. \u003C\u002Fp>\n  \u003Cp>10.04 All grades  of staff who are required by their Heads of Department to work more than 1 hour  a day beyond the prescribed minimum working hours shall be entitled to overtime. \u003C\u002Fp>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n  \u003Ch3>ARTICLE 11 - SALARIES \u003C\u002Fh3>\n  \u003Cp>11.01 The salary  scale appropriate to each post shall be as laid down in the existing Unified  Scheme of Service for staff of the Public Universities in Ghana. \u003C\u002Fp>\n\u003Cp>11.02 All  employees shall \u003C\u002Fp>\n\u003Ch4>16.02 Ex-Gratia  on Retirement \u003C\u002Fh4>\n  \u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>On retirement of an employee, one (1) month’s salary shall  be paid for every successful year of service under the conditions stated in the  appendix. \u003Cbr>\n\u003Cp>\u003C\u002Fp>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>ARTICLE 12 - ANNUAL INCREMENT \u003C\u002Fh3>\u003C\u002Fdiv>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasedate_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetxt\">\u003Cp>12.01 An employee  who assumes duty on first appointment between 1st January and 30th  September in the financial year may have his first increment on 1st  January immediately following assumption of duty. An employee who assumes duty  on first appointment after 30th September in the financial year, may  have his first increment on 1st January the following year. \u003C\u002Fp>\u003C\u002Fdiv>\n  \u003Cp>12.02\u003C\u002Fp>\u003C\u002Fdiv>\n  \u003Col type=\"a\">\n    \u003Cli> Increment will normally be granted as an increase of pay to which an employee is entitled for efficient performance  of duty. \u003C\u002Fli>\n    \u003Cli>An employee  who has reached the maximum point on his salary scale shall not be entitled to  an annual increment. \u003C\u002Fli>\n  \u003C\u002Fol>\n  \u003Ch3>ARTICLE 13 - ADVANCES \u003C\u002Fh3>\n  \u003Ch4>13.01 Advances \u003C\u002Fh4>\n  \u003Cp>Regulations  regarding the payment of advances to employees shall be made by the University  from time to time. \u003C\u002Fp>\n  \u003Ch4>13.02 Course  Advance \u003C\u002Fh4>\n  \u003Cp>Course  Advance may be granted to staff to cover cost of approved tuition and book fees  to pursue relevant course subject to the following conditions. \u003C\u002Fp>\n  \u003Cul>\n    \u003Cli>The  employee shall be on an approved course of study; \u003C\u002Fli>\n    \u003Cli>Availability of funds; \u003C\u002Fli>\n    \u003Cli>Regulations  governing the scheme shall be strictly adhered to. \u003C\u002Fli>\n  \u003C\u002Ful>\n  \u003Ch4>13.03 Salary  Advance \u003C\u002Fh4>\n  \u003Cp>An  employee upon request shall be granted two (2) month salary advance subject to  the availability of funds and shall be made to repay in 12 months instalments. \u003C\u002Fp>\n  \u003Ch4>13.04 Staff  Education Advance \u003C\u002Fh4>\n  \u003Cp>An  employee who propose to write a recognized examination on application and  subject to the availability of funds, shall be given staff Education Advance as  stated in the appendix. \u003Cbr>\n\u003C\u002Fp>\n  \u003Ch3>ARTICLE 14 - ALLOWANCES \u003C\u002Fh3>\n  \u003Cp>14.01 Regulations  regarding the payment of allowances shall be made by the University. Such  regulations and the rates of allowances shall be published by the University  from time to time. \u003C\u002Fp>\n  \u003Ch4>14.02 TRAVELLING  AND TRANSPORT\u002FREMOVAL ALLOWANCE \u003C\u002Fh4>\n  \u003Cp>When an  employee travels within Ghana by road or by rail; \u003C\u002Fp>\n  \u003Col type=\"a\">\n    \u003Cli>On assumption of duty on first appointment, or  on transfer or on resignation or on retirement, an employee shall be provided  with transport at rates to be determined by the University from time to time. \u003C\u002Fli>\n    \u003Cli>An employee travelling at duty shall be paid  transport allowance at rates laid down by the University from time to time. \u003C\u002Fli>\n    \u003Cli>On resignation, an employee with less than 5  years continuous service shall not be entitled to Removal Allowance. \u003C\u002Fli>\n    \u003Cli>An employee whose appointment has been  terminated on grounds ill-health shall be paid transport allowance as if on  retirement. \u003C\u002Fli>\n  \u003C\u002Fol>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Ch4>14.03 Risk  Allowance \u003C\u002Fh4>\n  \u003Cp>Risk  allowance of 30% of basic salary shall be paid to designated employees in  accordance with Government policy. \u003C\u002Fp>\u003C\u002Fdiv>\n  \u003Ch4>14.04 Special  Cashier’s Allowance \u003C\u002Fh4>\n  \u003Cp>Properly  designated Cashiers shall be paid special allowance as in the appendix. \u003C\u002Fp>\n  \u003Ch4>14.05 Other  Allowance \u003C\u002Fh4>\n  \u003Cp>Rates of  other allowances are shown in the Appendix. \u003Cbr>\n\u003C\u002Fp>\n  \u003Ch3>ARTICLE 15 - GRANTS \u003C\u002Fh3>\n  \u003Ch4>15.01 Transfer  Grant \u003C\u002Fh4>\n  \u003Cp>Five (5)  month’s basic salary shall be paid to staff on transfer to a new place. \u003C\u002Fp>\n  \u003Ch4>15.02 Study Leave  Book Grant \u003C\u002Fh4>\n  \u003Cp>A lump sum  in Ghana cedis is to be paid annually by the university as show in the  Appendix. \u003Cbr>\n\u003C\u002Fp>\n  \u003Ch3>ARTICLE 16-AWARDS \u003C\u002Fh3>\n  \u003Ch4>16.01 Ex-Gratia  Awards on Death \u003C\u002Fh4>\n  \u003Cp>On the death  of an employee, nine (9) month’s salary shall be paid to his\u002Fher spouse and\u002For  children.\u003Cbr clear=\"all\">\n\u003C\u002Fp>\n\u003Ch3>ARTICLE 17 - LOANS\u003C\u002Fh3>\n  \u003Ch4>    17.01 Vehicle Loan \u003Cbr>\n\u003C\u002Fh4>\n  \u003Cp>Government rate as stated in the Appendix \u003Cbr>\n\u003C\u002Fp>\n  \u003Ch4>17.02 Furniture Loan \u003Cbr>\n\u003C\u002Fh4>\n  \u003Cp>Subject to the availability of funds, the  University may grant a furniture loan under conditions in the appendix. \u003Cbr>\n\u003C\u002Fp>\n  \u003Ch4>17.03 Working Tools Loan \u003Cbr>\n    \u003C\u002Fh4>\n  \u003Cp>Artisans\u002FTradesmen on application shall be  granted a loan as in the appendix. \u003C\u002Fp>\n  \u003Ch3>ARTICLE 18 - GENERAL PROVISIONS\u003C\u002Fh3>\n  \u003Cp>18.01 The holder of any office may be required to  discharge duties required of him\u002Fher by the Vice Chancellor. He\u002Fshe may be  stationed wherever (in Ghana or abroad) his\u002Fher services may be required. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>18.02 However, no employee who is a union official  (i.e. Chairman, Vice Chairman, Secretary, Assistant Secretary and Trustee of  the Local Branch of TEWU shall be transferred outside the main University  campus without consultation with the Union. Nonetheless, the final decision on  transfer shall lie with the Vice Chancellor. \u003C\u002Fp>\n  \u003Ch3>ARTICLE 19 - ACCIDENT FREE INCENTIVE\u003C\u002Fh3>\n  \u003Cp>19.01 Motor Driver or  Driver Mechanic on permanent establishment shall be paid Accident-Free  incentive of 3-months’ basic salary after satisfying the following conditions: \u003C\u002Fp>\n\u003Col type=\"a\">\n    \u003Cli>He\u002Fshe has  done three (3) years accident free driving in the employment of the University. \u003C\u002Fli>\n    \u003Cli>He\u002Fshe has  not been cautioned, charged or reprimanded by the University authorities or law  enforcement agencies for any traffic offence. \u003C\u002Fli>\n    \u003Cli>His\u002Fher  conduct has not cause any damage to a University vehicle \u003C\u002Fli>\n    \u003Cli>He\u002Fshe has  not mis-conducted himself in the performance of his\u002Fher duties as a driver. \u003C\u002Fli>\n  \u003C\u002Fol>\n  \u003Cp>19.02 Payment of the incentive shall be made  after every three years.\u003Cbr clear=\"all\">\n    \u003Cbr>\n19.03 The term “accidents” in this context means any  occurrence where the Driver is at fault which leads to the non-claim insurance  being lost to the University or any damage to the vehicle or to some other  property for which the University is required to incur any expenditure  whatsoever. \u003C\u002Fp>\n  \u003Ch3>ARTICLE 20 - LEAVE  OF ABSENCE\u003C\u002Fh3>\n  \u003Ch4>20.01 Annual Leave \u003C\u002Fh4>\n  \u003Col type=\"a\">\n    \u003Cli>The leave  year shall be the same as the financial year. Leave for one year may not be  carried forward to the next unless in exceptional circumstances and with the  written approval of the Registrar on the recommendations of the Head of  Department. Vacation leave shall be at rates determined from time to time by  the University. \u003C\u002Fli>\n    \u003Cli>On the  recommendations of the Head of Department, the Registrar may require an  employee to interrupt his\u002Fher leave to discharge any duty or to undertake any  course of instruction. The remaining portion of his\u002Fher leave shall be taken at  a later date convenient to the Department in which case the staff concerned  will be paid his cost of transport in and out. \u003C\u002Fli>\n    \u003Cli>An employee who is recalled indefinitely with  prior approval of the Vice Chancellor, from annual leave resulting in indefinite  deferment of leave already approved, shall be paid 15% of annual basic salary  is allowance in addition to transport cost. He shall be credited with the  remaining leave days. \u003C\u002Fli>\n    \u003Cli>Subject to  modalities laid down by the employee, any sick leave granted by a registered  medical practitioner to an employee while on annual leave shall not be computed  as part of the annual leave. \u003C\u002Fli>\n    \u003Cli>An employee while proceeding on annual leave  may, or application, be granted Leave Travel Advance in lieu of salary advance  subject to availability of funds. \u003C\u002Fli>\n\u003C\u002Fol>\n  \u003Ch4>20.02 Casual Leave\u003C\u002Fh4>\n  \u003Col type=\"a\">\n    \u003Cli>An employee may apply in writing, for casual  leave to enable him\u002Fher to attend to his\u002Fher urgent personal affairs. Casual  leave will not count against annual leave. \u003C\u002Fli>\n    \u003Cli>A Head of Department may, at his\u002Fher discretion,  grant him\u002Fher up to 10 (ten) working days casual leave in a year and notify the  Registrar accordingly. \u003C\u002Fli>\n    \u003Cli>Casual  leave may be granted within the maximum permitted, in one or more spells. \u003C\u002Fli>\n    \u003Cli>In exceptional circumstances, casual leave may  be extended beyond the maximum entitlement in which case any additional days so  granted shall count against his\u002Fher current or future annual leave. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch4>20.03 Examinational Leave \u003Cbr>\n\u003C\u002Fh4>\n\u003Cp>An employee who is  an examination candidate may, on application to the Registrar through his\u002Fher  Head of Department, be granted leave of absence to sit for an examination. The  candidate may be granted up to four (4) working days leave in addition to the  number of days required by the examination time table. \u003Cbr>\n  The extra days granted shall not be deducted  from annual leave. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch4>20.04 Special Leave\u003C\u002Fh4>\n\u003Col type=\"a\">\n  \u003Cli>In special  circumstances, e.g cases of tragedy involving an employee, a Head of Department  may, on application grant the employee special leave. Such leave shall not exceed  five (5) days in a leave year and shall not be deducted from earned leave and  shall be notified to the Registrar. \u003C\u002Fli>\n  \u003Cli>An employee  who has served for a minimum of five (5) years may on application through  his\u002Fher Head of Department be granted leave of absence without pay for a period  of up to six (6) months. This leave may be extended in exceptional cases for a  period of up to 12 months beyond which the employee must resigned his\u002Fher  appointment. \u003C\u002Fli>\n  \u003Cli>An employee  who has served for more than one, but less than five years may on application  through his\u002Fher Head of Department ne granted leave of absence without pay for  a period of up t three months. This leave may be extended in exceptional cases  for up to six months, beyond which the employee must resign his\u002Fher  appointment. \u003C\u002Fli>\n  \u003Cli>An employee  who is granted a year’s leave of absence shall be required on his\u002Fher return to  serve the University for one year, failing which he\u002Fshe shall be asked to pay a  case penalty of one-half the salary for the defaulting months. \u003C\u002Fli>\n  \u003Cli>Failure to  resume duty after the expiry of leave without pay shall be considered “vacation  of post”. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch4>20.05 Study Leave\u003C\u002Fh4>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\nThe University may sponsor deserving employees, having  done a minimum of three (3) years’ continuous service for external\u002Finternal  training schemes in recognized institutions to help them acquire qualifications  or experience relevant to their work.\n\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>Such sponsorship shall be in accordance with  regulations determined from time to time by the University. Where the employee  does not qualify for study leave with pay, she\u002Fhe may apply for leave without  pay. \u003Cbr>\n\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch4>20.06 Leave of  Absence for Union Activities\u003C\u002Fh4>\n\u003Col type=\"a\">\n  \u003Cli>An employee  selected as an officer of the Union or who is selected as a delegate or  nominated as a candidate for any approved Union training course\u002Factivity  necessitating leave of absence may be granted such leave with pay. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\n  \u003Cli>The  President\u002FChairman, Secretary, and Trustee f the local union for each  University can attend meetings between Vice Chancellors Ghana (VCG) and the  Union and may be provided free transport and abated per diem any time such  meetings are convened. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch4>20.07 Sick Leave\u003C\u002Fh4>\n\u003Col type=\"a\">\n  \u003Cli>It is the  duty of Heads of Departments, and the University Medical Officer to ensure that  no employee is retained on duty when his\u002Fher state of health renders it  desirable for him\u002Fher to be granted sick leave or to receive medical care. \u003C\u002Fli>\n  \u003Cli>An employee  placed on sick list shall be regarded as absent on sick leave. \u003C\u002Fli>\n  \u003Cli>The maximum  period of sick leave which an employee may be granted on full salary and on  half salary is shown in the Appendix to the Unified Conditions of Service. If  by the expiry of the maximum period of sick leave, the employee is unable to  resume work, he\u002Fshe shall be boarded out on medical grounds. \u003C\u002Fli>\n  \u003Cli>An employee  who is incapacitated as a result of injury sustained in the course of his\u002Fher  work shall be granted on the advice of the Director of Health Services, sick  leave as shown in the Appendix. In addition, the employee shall be entitled to  compensation in accordance with Section 7 of the Workman’s Compensation Law  1987 (PNDCL 1987) or any subsequent amendment thereof. There may be a further  review of up to six (6) months subject to the approval of the Vice Chancellor. \u003C\u002Fli>\n  \u003Cli>In every  case of absence from work on the grounds of illness, a certificate from a  University Medical Officer or any other registered Medical Practitioner shall  be furnished to the Registrar as soon as possible. \u003C\u002Fli>\n  \u003Cli>During  absence from duty on account of ill-health the salary of an employee shall be  liable to deductions for his University residence (unless he\u002Fshe and his\u002Fher  family are absent from the residence, and the University allocates the residence to another person) and  for any sums due to the University. \n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch4>20.08 Maternity Leave\u003C\u002Fh4>\u003C\u002Fdiv>\n\u003Col type=\"a\">\n  \u003Cli>On becoming  pregnant, a female employee may be granted the vacation leave already earned by  her and in addition, three months maternity leave on full pay. At least six  weeks of the maternity leave, if possible, are to be taken before confinement,  on production of certificate signed by the University Medical Officer or a  registered Medical Practitioner stating that her confinement may be expected to  take place six weeks after the date of the certificate. \u003C\u002Fli>\n    \u003Cli>If on the  expiry of maternity leave a University Medical Officer or a registered Medical  Practitioner certificates that the employee concerned is not fit to resume  duty, she shall be granted an extension of the maternity leave up to three (3)  months and this period shall be without pay. \u003C\u002Fli>\n    \u003Cli>Maternity  leave shall count towards a retiring award and for increment but will not earn  vacation leave. \u003C\u002Fli>\n    \u003Cli>Maternity  leave shall be additional to annual leave entitlement or leave earned in the  leave year. \u003C\u002Fli>\n    \u003C\u002Fol>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Col type=\"a\">\u003Cli>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Col type=\"a\">\u003Cli>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Col type=\"a\">\u003C\u002Fol>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Col type=\"a\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cli>A female  employee on returning to duty after maternity leave shall be given afternoons  off for a continuous period of twelve (12) months from the date of birth to  nurse her baby. \u003C\u002Fli>\u003C\u002Fdiv>\n\u003C\u002Fol>\n  \u003Ch3>\u003C\u002Fh3>\u003C\u002Fdiv>\u003Ch3>\u003C\u002Fh3>\u003C\u002Fdiv>\u003Ch3>\u003C\u002Fh3>\u003C\u002Fdiv>\u003Ch3>ARTICLE 21 - HEALTH AND SAFETY OF EMPLOYEES \u003Cbr>\n    \u003C\u002Fh3>\n  \u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyext\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">The University shall take such measures as will  ensure the good health and safety of its employees in accordance with the  provisions of Factories, Officers and Shops Act, 1970 (Act 328) or any  amendment thereof. \u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n    \u003Cp>\u003C\u002Fp>\n  \u003Ch3>ARTICLE 22 - COMPENSATION FOR INJURY \u003Cbr>\n    \u003C\u002Fh3>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>Any employee who  sustains any injury or suffers disability, illness or disease in the course of  performance of his\u002Fher duties shall be entitled to compensation in accordance  with the Workmen’s Compensation Law 1987 (PNDCL 187) and any subsequent  enactment. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\u003C\u002Fdiv>\u003Ch2>\u003C\u002Fh2>\u003Ch2>ARTICLE 23 - MEDICAL CARE\u003Cbr clear=\"all\">\n\n\u003C\u002Fh2>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cp> 23.01 An employee, his\u002Fher spouse and children  including registered wards, while resident in Ghana, and provided the number of  such children and registered wards does not exceed six (6), who are not older  than twenty-six (26) years and are pursuing full time formal education, shall  receive without charge: \u003C\u002Fp>\u003C\u002Fdiv>\n\u003Col type=\"a\">\n    \u003Cli>Medical,  dental and optical care from the University’s Medical Officer or a Medical  Officer to whom an employee or a member of his\u002Fher family has been directed in  advance by a University Medical Officer provided that the University shall not  be responsible for subsistence costs in hospital. \u003C\u002Fli>\n    \u003Cli>An employee  of the Universities, his\u002Fher spouse and children shall, on submission of  genuine identity document, receive without charge, medical, dental and optical  treatment at a hospital belonging to any of the Universities. \u003C\u002Fli>\n    \u003Cli>The  University shall reimburse in cedis the total cost of prescribed medical  appliances for employees only. For the time being, medical appliances shall be  restricted to Spectacles, Hearing Aids, Artificial Limbs, and Dentures. \u003C\u002Fli>\n    \u003Cli>The cost of  any travel in Ghana necessary in order to receive such care and to return to  the University shall be borne by the University on the advice of the University  Medical Officer. \u003C\u002Fli>\n    \u003Cli>The cost of  drugs purchased by an employee on the prescription of a University Medical  Officer shall be reimbursed by the University at Government controlled prices. \u003C\u002Fli>\n  \u003C\u002Fol>\n  \u003Cp>23.02 If  a University Medical Board certifies the necessity for treatment outside Ghana,  for an employee, spouse or child of an employee, the University shall grant  such passages as may be recommended by the Board.\u003Cbr>\n\u003C\u002Fp>\n  \u003Cp>23.03 The University may authorize that an employee be  reimbursed the costs of medical or dental care taken outside the scope of the  conditions contained in this paragraph, if the University is satisfied that  these costs ought properly to be met from its funds. \u003Cbr>\n\u003C\u002Fp>\n  \u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">23.04 Employees whose duties expose them to health  hazards shall be required to undergo without charge periodic medical  examination as determined by the University Medical Officer. \u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n  \u003Ch4>23.05 Medical Care for  Pension\u002FRetired Staff\u003Cbr>\n    \u003C\u002Fh4>\n  \u003Cp>Free medical treatment shall be given by  University Hospital to employees who retire at the age of 55 and above and a  spouse who at the time of retirement of staff was registered with the University, and is  still married to the staff. The facility excludes medical appliances. \u003Cbr>\n\u003C\u002Fp>\n  \u003Ch3>ARTICLE 24 - UNIFORMS\u003C\u002Fh3>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>24.01 All  employees who are required to wear uniforms or any protective devices necessary  for their proper protection while on duty shall be so provided with uniforms or  the protective devices at the expense of the University. \u003C\u002Fp>\u003C\u002Fdiv>\n  \u003Cp>24.02 Employees  shall be responsible for the maintenance of the uniforms in good conditions. \u003C\u002Fp>\n\u003Cp>24.03 An employee  may be surcharged with the cost of replacement of any uniform or protective  device in his\u002Fher charge which has become unserviceable through neglect, lack  of care of willful damage on his\u002Fher part. \u003C\u002Fp>\n\u003Ch3>ARTICLE 25 - HOUSING \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>University Quarters, where available, may be  allocated to employees whose duties require them to reside near their place of  work. The rent for such quarters shall be determined by the University from  time to time. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>ARTICLE 26 - CATERING FACILITIES \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>Facilities for subsidized lunch (i.e Canteen)  shall be provided for employees. In lieu of subsidized lunch, an appropriate  allowance determined periodically by the University from time to time. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003C\u002Fdiv>\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>ARTICLE 27 - TRANSPORT \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The University may provide transport to convey  employees to and from their place of work at rates to be determined by the  University from time to time. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>In the absence of such transport allowance shall be paid at  rates to be determined by the University from time to time in consultation with  the Union. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>These facilities shall be provided for employees  who are required to do extra work on non working days. i.e Saturdays, Sundays and  Public Holidays. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>ARTICLE 28 - NUMBER OF RECOGNIZED CHILDREN\u002FWARDS \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>The University  shall recognize a maximum of six children\u002Fwards for purpose of free medical  facilities and subsidized education in the Primary \u002FJSS. For staff already in  the system a maximum of eight (8) children\u002Fwards shall be recognized. In each  case wards shall not be more than two. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>ARTICLE 29 - GHANA UNIVERSITIES  SUPERANNUATION SCHEME\u002FSOCIAL SECURITY SCHEME\u003C\u002Fh3>\u003C\u002Fdiv>\n\u003Cp>29.01 The  University shall allow all employees on established posts to participation in  contributory Superannuation Scheme, subject to the operation of such schemes. \u003C\u002Fp>\n\u003Cp>29.02 Eligibility  to join a scheme shall be referred to in the letter of appointment of the  employee concerned. Staff already on the Ghana Universities Superannuation Scheme  shall continue to belong to it. \u003C\u002Fp>\n\u003Cp>29.03 All other  junior staff including temporary appointees below the age of 60 shall join the  Social Security Scheme. \u003C\u002Fp>\n\u003Ch3>ARTICLE 30 - UNIVERSITIES OF GHANA PROVIDENT  FUND SCHEME \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The University shall allow every permanent  member of staff who is not a member of the Ghana Universities Superannuation  Scheme to join the Universities of Ghana Provident Fund Scheme subject to the  rules governing its operations. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>ARTICLE 31 - ADDITIONAL BENEFITS PROVIDED BY  THE UNIVERSITIES \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The University may, from time to time, allow  employees to participate under certain conditions in other benefits that may be  introduced. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>ARTICLE 32 - DISTINGUISHED SERVICE \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Distinguished and meritorious service is to be  recognized by the University. The nature of gift award to be given to deserving  shall be determined by the University. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>ARTICLE 33 - MISCONDUCT\u003C\u002Fh3>\n\u003Cp>33.01 Any act of  misconduct or negligence on the part of an employee is an offence which may  render him\u002Fher liable to disciplinary action. In particular, the contraventions  of or failure to observe staff regulations or other instructions without  reasonable cause shall be regarded as an offence. \u003C\u002Fp>\n\u003Cp>33.02 The  influence of members of the University, members of the Committees of the  University and of persons outside the University shall not be sought in matters  connected with discipline or conditions of service or with a view to obtaining  consideration for appointment, transfer or promotion. \u003C\u002Fp>\n\u003Cp>33.03 No member  of a staff shall have a personal interest in any business transaction with the University.\u003Cbr clear=\"all\">\n  \u003Cbr>\n  33.04 No employee shall receive gifts given with a  view to influencing his\u002Fher official conduct or as a reward for official  action. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>33.05 No  employer shall employ, for private purposes, the service of the University’s  employee at times during which the service of the latter are at the disposal of  the University. Nor shall any employee make private use of materials stores, or  apparatus which are the property of the University.\u003C\u002Fp>\n\u003Cp>33.06\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>No employee  shall, in his\u002Fher personal capacity receive any payment from University funds  on behalf of, or as agent for any member of the public, except with the prior  approval of the Vice Chancellor. \u003C\u002Fli>\n  \u003Cli>All  University monies paid to an employee must either be due to him personally or  paid to him in his official capacity, in which case they must be properly  brought to account. \u003C\u002Fli>\n  \u003Cli>It shall be  an offence for an employee to receive any money from the University to which  he\u002Fshe is not entitled. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch4>33.07 Employee and Private Business\u003Cbr>\n\u003C\u002Fh4>\n\u003Cp>No employee shall at any time engage in private business  during working hours. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch4>33.08 Absence without Permission\u003C\u002Fh4>\n\u003Col type=\"a\">\n  \u003Cli>No employee  may have his\u002Fher place of work during normal working hours without permission. \u003C\u002Fli>\n  \u003Cli>Absence  from duty without reasonable cause is an offence, and an employee may be  dismissed or have his appointment terminated after due warning for habitually  absenting himself\u002Fherself from work without permission. \u003C\u002Fli>\n  \u003Cli>An employee  who absents himself\u002Fherself from duty on grounds of ill- health without being certified  by the University Medical Officer, or by a registered Medical Practitioner, to  be unfit for duty is liable to be regarded as absent without leave. A  registered Medical Practitioner can recommend referral for local treatment  where diagnosis of ailments cannot be made. \u003C\u002Fli>\n  \u003Cli>Where an employee is absent from duty without leave or  reasonable cause for more than ten consecutive working days, he may be regarded  as having vacated his\u002Fher post. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch4>33.09 Loans and Debts\u003C\u002Fh4>\n\u003Col type=\"a\">\n  \u003Cli>    No employee shall act as a money  lender or as an intermediary between any employee and a money lender or take  any part in collecting debts on behalf of a money lender.\u003C\u002Fli>\n  \u003Cli>Pecuniary  embarrassment from whatever cause which affects or is likely to affect the  efficiency of an employee may result in disciplinary proceedings being taken  against him\u002Fher. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch4>33.10 Press and Broadcasts\u003C\u002Fh4>\n\u003Col type=\"a\">\n  \u003Cli>Disciplinary  action shall be initiated through an appropriate committee of the University  against any employee who is the author of any anonymous publication, in the  form of letters, articles etc. or is party to any such publication, or who in  any publication bearing his\u002Fher signature discusses any matter concerning the  University in a matter calculated to undermine confidence in the University. \u003C\u002Fli>\n  \u003Cli>No  employee, unless specifically authorized, shall communicate either directly or  indirectly to the Press, or to any unauthorized person any information gained  in the course of his\u002Fher official duty. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>ARTICLE 34 - PENALTIES \u003C\u002Fh3>\n\u003Ch4>34.01 Degrees of  Penalties\u003C\u002Fh4>\n\u003Cp>The following are the penalties that may be  imposed in disciplinary proceedings \nin respect of misconduct or unsatisfactory service: \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>Warning or reprimand \u003C\u002Fli>\n  \u003Cli>Withholding of increment \u003C\u002Fli>\n  \u003Cli>Suspension from duty without pay for a period  not exceeding fourteen days. \u003C\u002Fli>\n  \u003Cli>Reduction in rank or grade \u003C\u002Fli>\n  \u003Cli>Interdiction \u003C\u002Fli>\n  \u003Cli>Termination of appointment \u003C\u002Fli>\n  \u003Cli>Dismissal without notice \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>A fine distinct from suspension without pay shall not be  awarded as a punishment. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch4>34.02 Warning and Reprimand\u003C\u002Fh4>\n\u003Col type=\"a\">\n  \u003Cli>A Head of  Department shall query in writing, an employee whose work or conduct he\u002Fshe has  reason to be dissatisfied with. If the explanation is considered satisfactory,  a decision shall be recorded in writing against him\u002Fher.\u003Cbr clear=\"all\">\n  \u003C\u002Fli>\n  \u003Cli>If an  employee is queried and a decision recorded against him\u002Fher in writing, a cope  each of the query and written decision shall be forwarded to the Registrar. \u003C\u002Fli>\n  \u003Cli>In some  cases the faults may be of comparatively minor significance in themselves,  nevertheless, when it is clear that the employee is not likely to respond to  departmental correction and sufficient material is available to warrant  disciplinary proceedings, action shall be taken against him\u002Fher. \u003C\u002Fli>\n  \u003Cli>An employee  should not be allowed to accumulate a record of warnings and censures for  misconduct and faults before disciplinary action is taken against him. \u003C\u002Fli>\n  \u003C\u002Fol>\u003Col type=\"a\">\u003Cli>An employee  who commits a minor offence may be queried and warned orally. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch4>34.03 Withholding of  Increment\u003C\u002Fh4>\n\u003Col type=\"a\">\n  \u003Cli>An  employee’s increment may be withheld on grounds of inefficiency or  unsatisfactory service not amounting to misconduct or failure to pass an examination  prescribed by a scheme of service as a pre-requisite for the grant of the  increment. \u003C\u002Fli>\n  \u003Cli>Where a  Head of Department is satisfied that an employee has not earned his\u002Fher annual  increment and that it should be withheld, he\u002Fshe shall inform the Registrar  with a full statement of reasons for recommending the withholding of the  employee’s increment. A copy of such a full statement of reasons shall be given  to the employee concerned and he\u002Fshe shall be given the opportunity to defend  himself\u002Fherself. \u003C\u002Fli>\n  \u003Cli>If it is  proved that the employee had failed to fulfil the requirements for the granting  of an increment, the Registrar shall so inform him\u002Fher that the increment has  been withheld until such time as he\u002Fshe shall earn its restoration by an  improvement in the standard of his\u002Fher work or conduct or will pass the  prescribed examination. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch4>34.04 Restoration of Withheld  Increment\u003Cbr>\n\u003C\u002Fh4>\n\u003Cp>When the Head of Department is satisfied that  the employee’s increment should \n  be restored with effect from the due date,  he\u002Fshe shall advise the Registrar who in \n  turn, shall inform the employee that  his\u002Fher increment has been restored.\u003Cbr clear=\"all\">\n\u003C\u002Fp>\n\u003Ch4>34.05 Stopped Increment\u003C\u002Fh4>\n\u003Cp>  If the increment is not restored before 1st  January it will be treated as stopped in which case the next increment shall  not be awarded until it is earned. An employee whose increment is stopped loses  the amount of increment which he\u002Fshe would have drawn for the period which it  was stopped. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch4>34.06 Suspension from Duty\u003C\u002Fh4>\n\u003Col type=\"a\">\n  \u003Cli>Whenever in  the opinion of the Head of Department, misconduct which is of such a nature as  to warrant dismissal has been committed by an employee, the Head of Department  concerned shall recommend to the Registrar that the employee should be  suspended for not more than 14 days. The employee, if so suspended, shall be  forbidden to carry out his\u002Fher duties or visit his\u002Fher place of work without  the express permission of the Registrar. \u003C\u002Fli>\n  \u003Cli>When an  employee has been suspended, he\u002Fshe shall be called upon to handover any  Uniform, Accounts Books, and Records, and any property of the University in  his\u002Fher charge to such other employees as the Head of Department shall order  and he\u002Fshe shall be deprived of his\u002Fher salary for that period. \u003C\u002Fli>\n  \u003Cli>Notice of  suspension shall be conveyed in writing to the employee concerned by the  Registrar. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch4>34.07 Reduction in Rank or Grade\u003Cbr>\n\u003C\u002Fh4>\n\u003Cp>An employee may be reduced in rank as a result of  disciplinary proceedings. This means removal to a lower grade with an immediate  reduction in salary. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch4>34.08 Interdiction\u003C\u002Fh4>\n\u003Col type=\"a\">\n  \u003Cli>Where an  employee has been charged with a criminal offence whether or not it is  connected with the University, the Registrar shall interdict him\u002Fher from  his\u002Fher duties forthwith. \u003C\u002Fli>\n  \u003Cli>Where disciplinary  proceedings which may result in an employee’s dismissal are being taken or are  about to be taken and the Registrar considers that the interest of the  University requires that the employee\u003Cbr clear=\"all\">\n    should cease forthwith to exercise the duties and functions of his\u002Fher office,  he\u002Fshe shall interdict him\u002Fher from the exercises of those duties and  functions. \u003C\u002Fli>\n  \u003Cli>Formal  notice of interdiction shall be given to the employee concerned in writing. The  notice shall state the date from which the interdiction takes effect and the  reasons for such interdiction. \u003C\u002Fli>\n  \u003Cli>An employee  who is under interdiction shall be required to hand over any Uniform, Accounts  Books and Records, and any other property of the University in his\u002Fher charge  to any such person as the Head of Department shall order and he\u002Fshe shall be  forbidden to carry out his\u002Fher duties or visit his\u002Fher place of work except  with the express permission of the Registrar. \u003C\u002Fli>\n  \u003Cli>An employee  who is interdicted shall receive two-thirds of his\u002Fher salary plus the sum of  any deductions made from his\u002Fher salary on University account, but shall not be  paid any of the approved allowances to which he\u002Fshe would normally have been  entitled. \u003C\u002Fli>\n  \u003Cli>If  disciplinary proceedings do not result in the employee’s dismissal the whole of  the salary and appropriate allowances withheld from him\u002Fher shall be restored  to him when the final decision is taken. \u003C\u002Fli>\n  \u003Cli>An employee  under interdiction who is found guilty of any of the charges preferred against  him\u002Fher may be dismissed, in which case, he\u002Fshe shall not subsequently receive  any part of any short payment of his\u002Fher salary, notwithstanding that he\u002Fshe  may have been found not guilty of some of the charges. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch4>34.09 Termination of  Appointment \u003C\u002Fh4>\n\u003Cp>a) All  Staff (other than Monthly-rated Employees\u003C\u002Fp>\n\u003Col>\n  \u003Cli>An employer  who is confirmed in his\u002Fher appointment may have his\u002Fher appointment terminated  by the University on grounds of misconduct or general inefficiency provided  that he\u002Fshe had previous been warned in writing by his\u002Fher Head of Department  that his\u002Fher work or conduct had been unsatisfactory and a cope of such  warnings had been forwarded to the Registrar on each occasion. \u003C\u002Fli>\n  \u003Cli>The  appointment of a confirmed employee shall not be terminated until he\u002Fshe has  been given an opportunity of submitting representations through his\u002Fher Head of  Department to the Registrar for consideration. \u003C\u002Fli>\n  \u003Cli>A confirmed  employee whose appointment is terminated for inefficeency or misconduct shall  be given one calendar month’s notice or one month’s pay in lieu of notice at  any time as well as any leave due to him\u002Fher. He\u002Fshe shall be allowed to  continue to stay in University premises for a period not exceeding one month  and be paid the appropriate transport allowance to his\u002Fher home town provided  he\u002Fshe has served the University for a period of not less than five years. \u003C\u002Fli>\n  \u003Cli>The  University may at any time and for any good reason terminate the appointment of  an employee who is on probation. If the termination is not due to an employee’s  misconduct, he shall receive one calendar month’s notice or one month’s pay in  lieu of notice. In addition, he\u002Fshe shall be granted his\u002Fher earned leave, and  be paid the appropriate transport allowance to his\u002Fher home town. \u003C\u002Fli>\n  \u003Cli>An employee  who terminates his\u002Fher appointment by resignation shall be required to give one  month’s notice or pay a month’s salary in lieu of notice. He\u002Fshe shall be  required to vacate University premises immediately or at the expiry of his\u002Fher  notice. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>b) Monthly-rated Employees\u003C\u002Fp>\n\u003Col>\n  \u003Cli>The  employment of a monthly-rated employee with less than one year’s service may be  terminated on either side, giving one month’s notice. \u003C\u002Fli>\n  \u003Cli>Where an  employee has been in the continuous service of the University for a period of  not less than one year, his\u002Fher employment may be terminated by one month’s  notice on either side. \u003C\u002Fli>\n  \u003Cli>In the case  of a monthly-rated employee, summarily dismissed for disciplinary reasons,  he\u002Fshe shall not be entitled to notice or pay in lieu of notice and shall  forfeit his\u002Fher paid leave entitlement or any proportion thereof.\u003Cbr clear=\"all\">\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch4>34.10 Dismissal\u003C\u002Fh4>\n\u003Col type=\"a\">\n  \u003Cli>Failure to disclose any previous  convictions for a criminal offence shall lead to summary dismissal. An employee  who has falsified or who falsifies testimonials or personal records shall also  be summarily dismissed.\u003C\u002Fli>\n  \u003Cli>An employee  of the University shall be summarily dismissed if he\u002Fshe corruptly accepts or  obtains, or causes any person to accept, or attempts to obtain, from any  persons, for himself\u002Fherself or for any other person, any gift or consideration  as an inducement or reward for doing or forbearing to do any act in relation to  the University’s affairs or business or for showing or forbearing to show  favour or disfavor in relation to the University’s affairs or business. \u003C\u002Fli>\n  \u003Cli>An employee  of the University shall be summarily dismissed if he\u002Fshe, while employed in a  full-time or part-time capacity, acts as an agent against the University in any  matter. \u003C\u002Fli>\n  \u003Cli>An employee  who is confirmed in his\u002Fher appointment may be dismissed by the University for  misconduct but not such employee shall be so dismissed, until he\u002Fshe has been  given the opportunity of submitting representation through his\u002Fher Head of  Department to the Registrar for consideration. \u003C\u002Fli>\n  \u003Cli>An employee  convicted for a criminal charge shall not receive any emoluments for the period  following the date of his\u002Fher conviction. In the event of an acquittal on  appeal, all emoluments withheld shall be restored tot eh employee concerned. \u003C\u002Fli>\n  \u003Cli>Upon  conviction of a criminal charge, an employee shall be dismissed or have his  appointment terminated with effect from the date on which he\u002Fshe was  interdicted or convicted. \u003C\u002Fli>\n  \u003Cli>No notice  or salary in lieu of notice shall be given to any employee dismissed for  misconduct but dismissal shall take effect from the date on which the employee  is officially notified that he\u002Fshe has been dismissed. \u003C\u002Fli>\n  \u003Cli>An employee  dismissed for misconduct shall vacate University premises immediately his\u002Fher  entitlement is paid. He\u002Fshe will not be entitled to any transport allowance;  he\u002Fshe may, however, be advanced transportation expenses against his\u002Fher  assets, if any. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>ARTICLE 35 - APPEALS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>An employee who is aggrieved by a penalty  imposed on him\u002Fher or by a decision relating to his\u002Fher appointment or  promotion may submit a written petition. A petition shall lie to the Registrar  through his\u002Fher Head of Department in the first instance and then to the Vice  Chancellor. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>ARTICLE 36 - grievance procedure\u003C\u002Fh3>\n\u003Cp>36.01 In the  event of any grievance, the employee shall, as a first step take up the matter  with his\u002Fher Sectional Head. \u003C\u002Fp>\n\u003Cp>36.02 If the employee  is dissatisfied with the Sectional Head’s decision, he\u002Fshe shall appeal to the  Head of Department. \u003C\u002Fp>\n\u003Cp>36.03 If the  grievance remains unresolved, the aggrieved employee shall have the right to  appeal to the Registrar. \u003C\u002Fp>\n\u003Cp>36.04 After step  ’36.03’, if the grievance still remains unresolved, the employee shall have the  right to appeal to the Vice Chancellor. \u003C\u002Fp>\n\u003Cp>36.05 If no  satisfactory redress is achieved, the Local Union may take up the matter with  the Regional Industrial Relations Officer or the National Secretariat, as  appropriate, who shall deal with the matter under the provisions of the Labour  Act 2003 or any amendment thereof. \u003C\u002Fp>\n  \u003Ch3>ARTICLE 37 - LEAVING THE SERVICE  OF THE UNIVERSITY\u003C\u002Fh3>\n  \u003Ch4>37.01 Resignation\u003C\u002Fh4>\n  \u003Col type=\"a\">\n    \u003Cli>An employee  who terminates his\u002Fher appointment by resignation shall be required to give a  month’s notice or pay a month’s salary in lieu of notice. Such notice which  shall normally not include earned leave shall be addressed to the Registrar  through the Head of Department. The employee shall also be required to vacate  premises immediately or at the expiry of his\u002Fher notice. \u003C\u002Fli>\n    \u003Cli>The  Registrar shall then formally write to the employee accepting his\u002Fher  resignation or otherwise. If the resignation is accepted, the Registrar shall  inform the Finance Officer of the effective date of the resignation. \u003C\u002Fli>\n    \u003Cli>Acceptance  of resignation may be withheld where criminal or disciplinary proceedings have  been or about to be instituted against an employee. \u003C\u002Fli>\n    \u003Cli>An employee  who ceases to attend duty before his\u002Fher resignation is accepted or fails to  give the required notice shall be regarded as having severed his\u002Fher connection  with the University on the date on which he\u002Fshe ceases to attend duty and will  not be granted leave or any other allowances. \u003C\u002Fli>\n  \u003C\u002Fol>\n  \u003Ch4>37.02 Retirement of Staff\u003C\u002Fh4>\n  \u003Cp>An employee of the University shall be required to retire  from the service of the University at the end of the academic year in which he  attains the prescribed retiring age. Any extension of service beyond this age  shall be subject to medical fitness in which case the appointment shall be on a  year to year basis. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The following rules shall apply: \u003C\u002Fp>\n  \u003Col type=\"a\">\n    \u003Cli>All members  of staff on the Ghana Universities Superannuation and Social Security Schemes  shall retire at the age of 60; they shall be notified in advance of the  impending retirement. \u003C\u002Fli>\n    \u003Cli>Members of staff  may retire voluntarily from the age of 45 with appropriate retiring benefits. \u003C\u002Fli>\n    \u003Cli>A retired  employee shall be allowed to stay in University accommodation for a period not  exceeding three (3) months in which case he\u002Fshe will pay the normal rent. \u003C\u002Fli>\n    \u003Cli>Where it is  the interest of the University for an Officer to continue to serve after  training the retiring age of 60, the University Council may consider the  additional period for which such person should serve. This period shall  normally be for a term not exceeding two academic years. In exceptional  circumstances, however, a further extension by two academic years may be  considered \u003C\u002Fli>\n\u003C\u002Fol>\n  \u003Ch4>37.03 Retrenchment - Severance Pay\u003C\u002Fh4>\n  \u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>Severance pay shall be regulated by existing enactments or  any amendments thereof. \u003Cbr>\n\u003C\u002Fp>\n  \u003Ch3>\u003C\u002Fh3>\u003C\u002Fdiv>\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>ARTICLE  38 - DEATH OF SPOUSE\u002FCHILD \u003Cbr>\n\u003C\u002Fh3>\n  \u003Cp>In event of the  death of a spouse or child of a serving officer, the University shall donate an  amount of money as in the appendix, to the bereaved officer. The facility  should be restricted to the condition applicable to medical care for children.  A child should be 21 years old or below, except when he\u002Fshe is in school; in  that case the age can be above 21. \u003Cbr>\n    \u003C\u002Fp>\n  \u003Ch3>ARTICLE 39 - DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n  \u003Ch4>39.01 Provision of  Coffin\u002FShroud\u002FMortuary\u002FAmbulance Fee\u003C\u002Fh4>\n  \u003Cp>On the death of an employee, the University  shall provide a coffin or shroud or cash equivalent and transport to convey the  dead body, spouse and children, if any, to the place of burial. The spouse and  children, if any, shall be provided with appropriate transport to convey them  to their hometown in Ghana and be paid an appropriate transport allowance in  lieu. \u003C\u002Fp>\n  \u003Ch4>39.02 Housing for Deceased Employee’s  Dependantsa\u003C\u002Fh4>\n  \u003Cp>In the event of death, the spouse and\u002For  dependants of a deceased member of staff shall be allowed to live in the house  or other living accommodation provided by the University which the deceased was  occupying at the time of death for up to a period of six months and the normal  rent due for the occupation of the house\u002Fliving accommodation by the spouse  and\u002For dependants shall be recovered from any benefits due to the deceased. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n  \u003Ch4>39.03 Payment of Final Salary in the  Event of Death\u003C\u002Fh4>\n\u003Cp>The salary payment due to a member of staff  shall cease at the end of the month in which the employee dies; such payment  and other benefits which have accrued to the deceased employee shall be made to  the spouse. \u003C\u002Fp>\n  \u003Ch3>ARTICLE 40 - DEBTS TO THE UNIVERSITY \u003Cbr>\n\u003C\u002Fh3>\n  \u003Cp>When an employee is informed of the date on  which he\u002Fshe is to leave the service of the University, or when his\u002Fher  resignation is accepted, or when an employee dies, the Finance Officer shall at  the same time ascertain the total sum owed by the employee to the University.  This shall be deducted in full from any retiring award for which he\u002Fshe is  eligible before any balance is paid to him\u002Fher or to his\u002Fher legal  representative. \u003Cbr>\n\u003C\u002Fp>\n  \u003Ch3>ARTICLE 41 - CERTIFICATE OF SERVICE \u003Cbr>\n\u003C\u002Fh3>\n  \u003Cp>An employee who has left or is about to leave  the service of the University may ask for and be given a Certificate of  Service. \u003Cbr>\n\u003C\u002Fp>\n  \u003Ch3>ARTICLE 42 - RESPONSIBILITIES OF PARTIES TO THE AGREEMENT\u003Cbr>\n\u003C\u002Fh3>\n  \u003Cp>Both parties  recognize that this Agreement imposes serious duties and responsibilities on  the Union as well as the Employer.\u003Cbr clear=\"all\">\n    \u003Cbr>\n    Dated at............................................. this.................... day of......................................................... 2008 \u003Cbr>\n\u003C\u002Fp>\n  \u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n    \u003Ccolgroup>\u003Ccol width=\"385\">\n    \u003Ccol width=\"382\">\n    \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n      \u003Ctd width=\"385\">For and on behalf    of Management of the\u003C\u002Ftd>\n      \u003Ctd width=\"382\">For and on behalf of\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd> \u003C\u002Ftd>\n      \u003Ctd> \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>….....................................................\u003C\u002Ftd>\n      \u003Ctd>University of …................................................\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd> \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>….....................................................\u003C\u002Ftd>\n      \u003Ctd>….....................................................\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(University)\u003C\u002Ftd>\n      \u003Ctd width=\"382\">Local of the Teachers and    Educational\u003Cbr>\n        Workers Union of Ghana (TUC\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd> \u003C\u002Ftd>\n      \u003Ctd> \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>….....................................................\u003C\u002Ftd>\n      \u003Ctd>….....................................................\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VICE CHANCELLOR\u003C\u002Ftd>\n      \u003Ctd>GENERAL SECRETARY\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd> \u003C\u002Ftd>\n      \u003Ctd> \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>….....................................................\u003C\u002Ftd>\n      \u003Ctd>….....................................................\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>REGISTRAR\u003C\u002Ftd>\n      \u003Ctd>NATIONAL CHAIRMAN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd> \u003C\u002Ftd>\n      \u003Ctd> \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>….....................................................\u003C\u002Ftd>\n      \u003Ctd>….....................................................\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"385\">CHAIRMAN,    STANDING\u003Cbr>\n        NEGOTIATING COMMITTEE\u003C\u002Ftd>\n      \u003Ctd>LOCAL CHAIRMAN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd> \u003C\u002Ftd>\n      \u003Ctd> \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>….....................................................\u003C\u002Ftd>\n      \u003Ctd>….....................................................\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"385\">SECRETARY,    STANDING \u003Cbr>\n        NEGOTIATING COMMITTEE\u003C\u002Ftd>\n      \u003Ctd>LOCAL SECRETARY\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\u003C\u002Ftable>\n  \u003Ch2>APPENDIX TO  THE CONDITIONS UNIVERSITIES CONDITIONS OF SERVICE FOR UNIONIZED STAFF OF THE  PUBLIC UNIVERSITIES IN GHANA\u003C\u002Fh2>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>1. Annual Leave\u003C\u002Fh3>\u003C\u002Fdiv>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>For the purpose of leave calculations,  Saturdays, Sundays and Public Holidays shall be regarded by the University as  non-working days. \u003C\u002Fp>\n  \u003C\u002Fdiv>\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n    \u003Ccolgroup>\u003Ccol width=\"383\">\n    \u003Ccol width=\"64\">\n    \u003Ccol width=\"383\">\n    \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n      \u003Ctd width=\"383\">i) Monthly rated    employees, technical Apprentices and equivalent\u003C\u002Ftd>\n      \u003Ctd width=\"64\">-\u003C\u002Ftd>\n      \u003Ctd width=\"383\">25 working days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ii) Staff of status of Senior Typist,    Typist Grades II & I, Clerk Grade II & III and analogous Grades\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>32 working days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>iii) Staff of status of Senior Clerk,    Clerk Grade I and analogous Grades\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>34 working days\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\u003C\u002Ftable>\n  \u003Ch3>2. VEHICLE MAINTENANCE ALLOWANCE\u003C\u002Fh3>\n  \u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n    \u003Ccolgroup>\u003Ccol width=\"383\">\n    \u003Ccol width=\"64\">\n    \u003Ccol width=\"383\">\n    \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n      \u003Ctd width=\"383\">a) Bicycle\u003C\u002Ftd>\n      \u003Ctd width=\"64\">-\u003C\u002Ftd>\n      \u003Ctd width=\"383\">GHȻ10.00 per month\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) Motor cycle\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>GH Ȼ20.00 “ “\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c) Car\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>GHȻ65.00 “ “\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\u003C\u002Ftable>\n  \u003Ch3>3. MILEAGE\u002FKILOMETRIC ALLOWANCE\u003C\u002Fh3>\n  \u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n    \u003Ccolgroup>\u003Ccol width=\"383\">\n    \u003Ccol width=\"64\">\n    \u003Ccol width=\"383\">\n    \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n      \u003Ctd width=\"383\">a) Bicycle\u003C\u002Ftd>\n      \u003Ctd width=\"64\">-\u003C\u002Ftd>\n      \u003Ctd width=\"383\">per\u002Fkm\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) Motor cycle\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>per\u002Fkm\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c) Car\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>per\u002Fkm\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\u003C\u002Ftable>\n  \u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>4. NIGHT SUBSISTENCE ALLOWANCE\u003C\u002Fh3>\u003C\u002Fdiv>\n  \u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n    \u003Ccolgroup>\u003Ccol width=\"383\">\n    \u003Ccol width=\"64\">\n    \u003Ccol width=\"383\">\n    \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n      \u003Ctd width=\"383\">Junior Staff\u003C\u002Ftd>\n      \u003Ctd width=\"64\">-\u003C\u002Ftd>\n      \u003Ctd width=\"383\">GHȻ30.00 night ] Not Exceeding\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Senior Staff\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>GHc40.00 ] 12 days in a quarter\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\u003C\u002Ftable>\n  \u003Cp>\u003Cstrong>NOTE:\u003C\u002Fstrong>\u003Cbr>\n  Prior approval should be sought from the Vice Chancellor if the 12 days are to be  exceeded.\u003C\u002Fp>\n  \u003Ch3>5. RISK ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n  \u003Cp>30% of basic salary\u003Cbr>\n  \u003C\u002Fp>\n  \u003Ch3>6. TOOLS ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n  \u003Cp>75GHp per duty day\u003C\u002Fp>\n\u003Ch3>7. ACTING\u002FRESPONSIBILITY ALLOWANCE\u003C\u002Fh3>\n\u003Cp>Acting appointment should be formalized by the  Vice Chancellor and for a minimum of three (3) continuous months. \u003C\u002Fp>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"383\">\n  \u003Ccol width=\"64\">\n  \u003Ccol width=\"383\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"383\">i) Clerk    Grade I\u002Fanalogous grades\u003Cbr>\n      Acting in the capacity of administrative\u003Cbr>\n      Assistant\u002FJunior Cashier\u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">GHȻ11.25\u002Fmonth\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"383\">ii)    Senior Clerk acting as Administrative\u003Cbr>\n      Assistant.\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>GHȻ18.75\u002Fmonth\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"383\">iii)    Administrative Assistant acting As\u003Cbr>\n      Senior Administrative Assistant\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>GHȻ22.5\u002Fmonth\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"383\">iv)    Senior Administrative Assistant.\u003Cbr>\n      Acting as Principal Administrative Assistant\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>GHȻ28.1\u002Fmonth\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"383\">v)    Principal Administrative Assistant\u003Cbr>\n      Acting as Chief Administrative Assistant\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>GHȻ37.5\u002Fmonth\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>8. REMOVAL ALLOWANCE\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"383\">\n  \u003Ccol width=\"64\">\n  \u003Ccol width=\"383\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"383\">i) On    first appointment\u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">Up to 15 cubit fee tons luggage\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"383\">ii) On    proper completion of service\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>Up to 30 cubic feet tons luggage\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"383\">iii) One    retrenchment\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">Up to 20 cubic feet tons    luggage\u003Cbr>\n      (STC rates to be applied)\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"383\">iv)    Termination of appointments on medical grounds\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"383\">v) On    resignation with less than five (5) years service\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">Removal expenses to be borne by    employee.\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>\u003Cbr clear=\"all\">\n  9. OVERTIME\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n    \u003Ctbody>\u003Ctr>\u003Ctd width=\"383\">All    grades of staff who are requested By their Heads of Departments to work More    than one hour a day beyond the Prescribed minimum working hours Shall be    entitled to overtime\u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">Overtime payments in any one    month shall not exceed 75% of an employee’s salary\u003C\u002Ftd>\n\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>10. HEIGHT ALLOWANCE\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"383\">\n  \u003Ccol width=\"64\">\n  \u003Ccol width=\"383\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"383\">a) 30 – 45 meters\u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">30GHp\u002Fday of climbing\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>b) 46 – 60 meters\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>45 GHp\u002Fday of climbing\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>c) 61 – 75 meters\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>60GHp\u002Fday of climbing\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>d) Every additional 15 Meters\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>60GHp\u002Fday of climbing\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>11. PRESCRIBED MEDICAL APPLIANCES FOR EMPLOYEES\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n    \u003Ctbody>\u003Ctr>\u003Ctd width=\"383\">For the    time being medical Appliances shall refer to Spectacles, hearing aids    Artificial limbs and dentures\u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">Total cost of prescribed appliances to be    paid to employees only in cedis in every two years\u003C\u002Ftd>\n\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>12. TRANSFER GRANT\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n    \u003Ctbody>\u003Ctr>\u003Ctd width=\"383\">Payable    to staff on transfer to a new place\u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">Five (5) month’s basic salary\u003C\u002Ftd>\n\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>13. TEMPORARY TRANSFER ALLOWANCE\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n    \u003Ctbody>\u003Ctr>\u003Ctd width=\"383\">Payable    to staff on temporary Transfer of up to 3 months\u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">One (1) month basic salary plus    subsistence allowance at full rate for up to three 93) months\u003C\u002Ftd>\n\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>14. WARM CLOTHING ALLOWANCE\u003C\u002Fh3>\n\u003Cp>Cedi equivalent of $500 or applicable Government rate\u003C\u002Fp>\n\u003Ch3>15. DAY TRIP ALLOWANCE\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n    \u003Ctbody>\u003Ctr>\u003Ctd width=\"383\">Payable    to employees on excursion Fieldtrips and other town trips who 300km, return    to base\u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">½ of night allowance to apply to a round    trip journey over\u003C\u002Ftd>\n\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>16. LOCAL STUDY LEAVE\u003C\u002Fh3>\n\u003Cp>All institutional expenses to be borne by the University. Employee to draw his\u002Fher full \n  salary.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>17. STUDY LEAVE BOOK GRANT\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The following rates in cedis will apply annually:\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>18. SPECIAL CASHIER ALLOWANCE\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"383\">\n  \u003Ccol width=\"64\">\n  \u003Ccol width=\"383\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"383\">Cashier\u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">GHȻ39 per month (Junior Staff)\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>Supervising Cashier\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>GHȻ52 per month (Senior Staff)\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>Supervising Cashier\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>GHȻ65per month\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>Duties\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>Receiving and acknowledging receipt of Revenue\u002Fgoods\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>Paying out cash or issuing goods to the public\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>Keeping Cash Book\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>A cashier so designed performing above duties or part thereof, should handle transactions of not  less than Twelve Ghana cedis (GHȻ1,200) every month.\u003Cbr clear=\"all\">\n\u003C\u002Fp>\n\u003Ch3>19. VEHICLE LOAN (SUBJECT TO AVAILABILITY OF FUNDS)\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"383\">\n  \u003Ccol width=\"64\">\n  \u003Ccol width=\"383\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"383\">a. Car\u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">up to 3x annual salary\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>b. Motor cycle\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>Up to 2x annual salary in line with governments Policy, subject to    availability of funds. Where exigencies of work demand a motor-cycle, the    loan should cover the actual cost.\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>c. Bicycle\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>Up to 2x annual salary in line with government policy subject to    availability of funds.\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>20. FURNITURE LOAN ALTERNATING WITH FRIDGE LOAN\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The University may grant a furniture loan or fridge loan of four hundred Ghana cedis  (GHȻ400) to staff on application subject to availability of funds and shall be repayable  within a period of four (4) years.\u003C\u002Fp>\n\u003Ch3>21. FRIDGE LOAN TO ALTERNATIVE WITH FURNITURE LOAN\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"383\">\n  \u003Ccol width=\"64\">\n  \u003Ccol width=\"383\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"383\">Junior Staff\u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">GHȻ500 after 5 years service subject to    availability of funds and shall be repayable within a period of four (4)    years.\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>Senior Staff\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>GHȻ800 after five years’ service subject to availability of funds.\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>22. HOUSING – RENT ADVANCE\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n    \u003Ctbody>\u003Ctr>\u003Ctd width=\"383\"> \u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">GHȻ 400 subject to availability of funds    and upon recommendation of Estate Office. Period of recovery shall be three    (3) years.\u003C\u002Ftd>\n\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>23. WORKING TOOLS LOAN\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n    \u003Ctbody>\u003Ctr>\u003Ctd width=\"383\"> \u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">The University may, subject to availability    of funds, grant working tools loan up to a sum of four million cedis (GHȻ400)    to staff on application supported with necessary pro-forma invoices and    certified by Head of Department and shall be repayable within two (2) years.\u003C\u002Ftd>\n\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>24. STAFF EDUCATION ADVANCE\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n    \u003Ctbody>\u003Ctr>\u003Ctd width=\"383\"> \u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">Up to GHȻ100 every two years\u003C\u002Ftd>\n\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>25. EX-GRATIA AWARD\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"383\">\n  \u003Ccol width=\"64\">\n  \u003Ccol width=\"383\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"383\">On the death of    Staff\u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003Ctd width=\"383\">Nine (9) month’s salary to be paid to    spouse and\u002For children o the death of an employee\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>On Retirement (Ref. Act 16.2)\u003C\u002Ftd>\n    \u003Ctd>-\u003C\u002Ftd>\n    \u003Ctd>i) employee qualifies only after minimum service of ten (100 year and\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>\u003C\u002Ftd>\n    \u003Ctd>\u003C\u002Ftd>\n    \u003Ctd>ii) on attaining voluntary\u002Fcompulsory retiring age or,\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>\u003C\u002Ftd>\n    \u003Ctd>\u003C\u002Ftd>\n    \u003Ctd>iii) dying in service\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>26. FUNERAL GRANT\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n    \u003Ctbody>\u003Ctr>\u003Ctd width=\"383\"> \u003C\u002Ftd>\n    \u003Ctd width=\"64\">-\u003C\u002Ftd>\n    \u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003C\u002Fdiv>\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"383\">GHȻ300 to be paid to staff of the    Universities for loss of spouse\u002Fchild\u003C\u002Ftd>\n\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch3>27. SICK LEAVE\u003C\u002Fh3>\u003C\u002Fdiv>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" width=\"100%\" border=\"1\">\n  \u003Ccolgroup>\u003Ccol width=\"383\" span=\"2\">\n  \u003Ccol width=\"384\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"383\">\u003Cstrong>Grade of staff\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"383\">\u003Cstrong>Maximum period    on full salary\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"384\">\u003Cstrong>Maximum period    on half salary\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"383\">Employee with more than one (1) year’s continuous service\u003C\u002Ftd>\n    \u003Ctd width=\"383\">6 months\u003C\u002Ftd>\n    \u003Ctd width=\"384\">6 months. There    may be a further review up to six (6) months on half salary by Vice    Chancellor\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"383\">Employees with less than one (1) year’s continuous service\u003C\u002Ftd>\n    \u003Ctd width=\"383\">2 months\u003C\u002Ftd>\n    \u003Ctd width=\"384\">2 months\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>28. SICK LEAVE AS A RESULT OF ACCIDENT ON THE JOB\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\" width=\"100%\">\n  \u003Ccolgroup>\u003Ccol width=\"383\" span=\"2\">\n  \u003Ccol width=\"384\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"383\">\u003Cstrong>Grade of staff\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"383\">\u003Cstrong>Maximum period    on full salary\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"384\">\u003Cstrong>Maximum period    on half salary\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"383\">Employee with more than one (1) year’s continuous service\u003C\u002Ftd>\n    \u003Ctd width=\"383\">6 months\u003C\u002Ftd>\n    \u003Ctd width=\"384\">6 months.\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>29 An upward  salary adjustment of 15% across board shall be paid to Junior and Senior Staff  of the Public Universities with effect from January 1, 2008. \u003C\u002Fp>\n\u003Ch2>CONDITIONS OF SERVICE \n  OF SENIOR MEMBERS (SM) \n  OF THE \nPUBLIC  UNIVERSITIES OF GHANA \u003C\u002Fh2>\n\u003Cp align=\"left\">Note: These conditions are subject to the  Statutes of the various Universities \u003C\u002Fp>\n\u003Ch3>1. APPOINTMENT  AND JOB SPECIFICATION \u003C\u002Fh3>\n\u003Cp>1.1 The  criteria for appointment of Senior Members (SM) and the procedure relating to  such appointments have been provided in the Document entitled “Statute on the  Appointment and Promotion of Senior Members” - which forms part of the  conditions of service of Senior Members. \u003C\u002Fp>\n\u003Cp>1.2 The  appointment of a Senior Member takes effect from the date she\u002Fhe assumes duty.  On assumption of duty, the Senior Member shall enter his\u002Fher name in the  Registrar of New Appointments kept by the Registrar. \u003C\u002Fp>\n\u003Cp>1.3 A Senior  Member’s appointment is full-time; any additional occupation or employment  outside the scope of the appointment can be accepted only with the prior  permission of the Vice Chancellor on behalf of the University Council. \u003C\u002Fp>\n\u003Cp>1.4 On first  appointment, a Senior Member will be issued with an appointment package which  should include the following: \u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Appointment letter \u003C\u002Fli>\n  \u003Cli>Conditions  of Service Manual \u003C\u002Fli>\n  \u003Cli>Regulations  & Statutes of the University \u003C\u002Fli>\n  \u003Cli>Act, Law or legal instrument setting up the  University \u003C\u002Fli>\n  \u003Cli>Ghana  Universities Staff Superannuation Scheme (GUSS) Handbook \u003C\u002Fli>\n  \u003Cli>Research  Handbook \u003C\u002Fli>\n  \u003Cli>Handbook on  Appointment & Promotion \u003C\u002Fli>\n  \u003Cli>Bachelors  & Graduate Degree Handbook \u003C\u002Fli>\n  \u003Cli>Administrative Manual \u003C\u002Fli>\n  \u003Cli>Financial  Regulations \u003C\u002Fli>\n  \u003Cli>Code of  Conduct \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>The University may add to, but not remove from  or reduce, this list based on changing circumstances. \u003C\u002Fp>\n\u003Cp>1.5 The job of  the Senior Member is generally composed of : \u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Teaching \u003C\u002Fli>\n  \u003Cli>Development  and Administration of Courses \u003C\u002Fli>\n  \u003Cli>Examinations \u003C\u002Fli>\n  \u003Cli>Student  Advisory \u003C\u002Fli>\n  \u003Cli>Research  & Creative Work \u003C\u002Fli>\n  \u003Cli>Publication \u003C\u002Fli>\n  \u003Cli>Administration and Governance \u003C\u002Fli>\n  \u003Cli>Consulting  and Extension Service \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp align=\"left\">The job of the non-academic Senior Member is generally  composed of: \u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Administration \u003C\u002Fli>\n  \u003Cli>Management  of Functional Areas \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>1.6 The Senior  member is expected to advance knowledge in his\u002Fher field and contribute to  debate in the country in his\u002Fher sphere of expertise through practice and  extension services and refrain from speaking or commenting on a subject outside  his\u002Fher field of knowledge, expertise or experience. \u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>2. SALARY  & COMPENSATION \u003C\u002Fh3>\u003C\u002Fdiv>\n\u003Cp>2.1 THE  University reserves the right to locate a newly appointed Senior Member on an  appropriate point of the salary scale taking into consideration additional  qualification over the minimum, as well as years of relevant experience.  Applicants with the minimum qualification who are approved for appointment in  the Senior Member category will be placed at the initial point of the salary  scale. However, each additional year of relevant experience will, from the date  of appointment, attract increment based on performance. \u003C\u002Fp>\n\u003Cp>2.2 The  University recognizes that the salary scales guide monetary progression within  the time of one’s career in the University. It is important to note, however,  that commitment, performance, professionalism, range of responsibilities, and  so on, facilitate a more rapid progression through the scales for a deserving  Senior Member. \u003C\u002Fp>\n\u003Cp>2.3 The  Universities, through the various Colleges, Faculties, Schools, Institutes,  Departments and Centres may find innovative ways of enhancing Senior Member  compensation through bonuses and other schemes. \u003C\u002Fp>\n\u003Ch3>3. CONTRACT  DURATION AND PROBATION \u003C\u002Fh3>\n\u003Cp>3.1 The  position of Assistant Lecturer (where it exists) and equivalent grades may be  held for up to two years only, and exceptionally for a third year. \u003C\u002Fp>\n\u003Cp>3.2 Appointments  from Lecturer\u002FResearch Fellow up to Senior Lecture or equivalent grade are  normally for an initial contract period of 6 years in the first instance,  subject to renewal. \u003C\u002Fp>\n\u003Cp>3.3 Appointments  at Professorial levels are normally up to retiring age. \u003C\u002Fp>\n\u003Cp>3.4 A Senior  Member who is appointed without any previous University or other relevant  experiences shall be required to serve two years’ probation from date of  appointment. The probation period is to afford the appointing University and  the relevant Department the opportunity to observe the Senior Member’s  performance and general suitability for work in the academic setting. \u003C\u002Fp>\n\u003Cp>3.5 The Head of  Department shall at the end of the first year of probation give the Senior  Member a progress report indicating his strengths and weaknesses. At the end of  the probation period, the Senior Member shall be assess by the Head of  Department and an assessment report submitted to the Vice Chancellor through  the Provost, Dean or Registrar as appropriate. This report should be supported  by any necessary evidence such as course evaluation, evidence of involvement in  the life of the University, etc. \u003C\u002Fp>\n\u003Cp>Based on  the report, the Senior Member will be issued a letter confirming his\u002Fher  appointment as well as indication of new location on the salary scale. Such  relation should in principle reflect at least two (2) incremental jumps up the  scale. Should the report be unsatisfactory, the University reserves the right  to terminate the appointment or extend the period of probation. These  activities should in principle take place with two (2) months of the end of the probation period and  any decisions taken communicated to the Senior Member within this period. \u003C\u002Fp>\n\u003Cp>3.6 Pursuant to  3.1 above, a member of staff whose contract is coming to an end shall be  notified in writing by the Registrar Head OF Human Resource through the Head of  Department a year in advance to provide an updated curriculum vitae to his\u002Fher  Dean through the Head of Department. \u003C\u002Fp>\n\u003Cp>3.7 Information  from the member of staff obtained pursuant to 3, 4 and comments by the Head of  Department shall be reviewed by the Faculty\u002FRegistry Appointments Review  Committee which may recommend renewal, indicating duration. \u003C\u002Fp>\n\u003Cp>3.8 After the  initial six years of appointment, renewal may normally be for no longer than  three more years. At the end of the ninth year, the appointment shall normally  terminate unless the person can be promoted to the next grade or its  equivalent. In exceptional circumstances, the Appointments Board MAY, ON THE  recommendation of the Faculty Appointments Reviewed Committee, extend the  appointment for a further period not exceeding three more years, at the end of  which the appointment shall normally terminate unless the person can be promoted  to a grade above that of lecturer. \u003C\u002Fp>\n\u003Cp>3.9 In the case  of the Senior Member who is at the end of a contract period clauses 3,4 and 3,6 shall apply. \u003C\u002Fp>\n\u003Ch3>4. PERFORMANCE  ASSESSMENT \u003C\u002Fh3>\n\u003Cp>4.1 It is  mandatory that Heads of Departments, Deans and Provosts asses the members of  their Department\u002FFaculty, at least once a year on their performance. The  assessment shall provide the basis for promotions, salary increment and other  benefits. Without prejudice to the University’s right to set out additional  criteria, the assessment and review will cover the areas set out in 1.5 above. \u003C\u002Fp>\n\u003Cp>4.2 The  assessment procedure will generally be as follows: \u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Before the end of the first Semester\u002FTrimester,  the Head of Department shall assemble all relevant information on each Senior  Member in the Department such as updated C.V, and performance appraisal with  respect to clause 1.5. \u003C\u002Fli>\n  \u003Cli>The Head shall review the collated information  as well as use the standardized performance appraisal form issued by the  University’s Human Resource Directorate to assess the Senior Member \u003C\u002Fli>\n  \u003Cli>The Head shall submit a written assessment  report as well as all other information, including the performance appraisal  form, to the Dean who shall then present it at the Faculty Appointments Review  Committee. In the case of non-academic Senior Member, the report shall be  submitted to the Registrar or Head of Human Resources who shall table it at the  relevant Review Committee. \u003C\u002Fli>\n  \u003Cli>The committee shall review and make its  recommendations. The Senior Member concerned shall be notified in writing by  the Dean, of the views of the Committee concerning his\u002Fher performance. \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>4.3 The  performance assessment should capture as much information as necessary to  provided basis on which the Appointments Boards (at both the Faculty and  University level) can deliberate on a Senior Member’s standing\u002Fapplication for  promotion. \u003C\u002Fp>\n\u003Ch3>5. PROMOTION \u003C\u002Fh3>\n\u003Cp>5.1 Individuals  on their own initiative or at the invitation of the Dean of the Faculty\u002FSchool,  Head of Department, Director of the Institute\u002FSchool\u002FRegistrar may apply for  promotion at any time after confirmation of appointment. \u003C\u002Fp>\n\u003Cp>5.2 Promotion  shall normally proceed from one rank to the immediate next rank - i.e from  Lecturer to Senior Lecturer to Associate Professor to Professor, for the  non-academic Senior Member, from Junior Assistant Registrar to Assistant  Registrar to Senior Assistant Registrar. Promotions to Deputy Registrar and  equivalent grades and above are filled by appointment. \u003C\u002Fp>\n\u003Cp>5.3 Notwithstanding  the normal progression as stated in 4.2 any Senior Member of the University may  apply at any time to be promoted or appointed to any rank for which he\u002Fshe  considers himself\u002Fherself qualified. \u003C\u002Fp>\n\u003Cp>5.4 In the  specific case of Senior Members in the administration\u002Fprofessional grades,  promotion to the position of Senior Assistant Registrar or equivalent position  would not normally be made within the initial contract period of six years. \u003C\u002Fp>\n\u003Cp>5.5 An  application accompanied by curriculum vitae, indicating the position sought and  the area of discipline concerned shall be submitted to the Dean\u002FDirector  through the Head of Department with a covering letter copies to the Registrar. \u003C\u002Fp>\n\u003Cp>5.6 Applications  for promotion supported by materials for assessment may not5 be processed  unless they were received at least six months to retirement. \u003C\u002Fp>\n\u003Cp>5.7 The  Dean\u002FDirector shall refer each application supported by materials for  assessment to the Faculty Appointments Review Committee for its comments and  recommendations within one month of receipt of the documents. \u003C\u002Fp>\n\u003Cp>5.8 Each  application is then submitted for evaluation by two external assessors who  shall be persons of standing in the applicant’s field, normally of the status  of Professor or equivalent but not employed by or in any way connected with the  University. \u003C\u002Fp>\n\u003Cp>5.9 Promotion  to the grade of Senior Lecturer shall be considered on the basis of good performance  in the following: \u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Scholarship \u003C\u002Fli>\n  \u003Cli>Research  contribution to knowledge \u003C\u002Fli>\n  \u003Cli>Teaching \u003C\u002Fli>\n  \u003Cli>Academic leadership \u003C\u002Fli>\n  \u003Cli>Inventiveness \u003C\u002Fli>\n  \u003Cli>Extension  work\u002Fservice \u003C\u002Fli>\n  \u003Cli>Creative  and artistic productions\u002Fworks \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>5.10 Application  for promotion based solely on teaching and extension work\u002Fservice or other  contributions that do not normally result in publications shall not be  considered during the first six-year contract. \u003C\u002Fp>\n\u003Cp>5.11 Promotion  to the grade of Associate Professor shall be on the basis of 4.6 above as well  as outstanding scholarship in the candidate’s field of teaching and research  and contribution to the intellectual life of the University and the country. \u003C\u002Fp>\n\u003Cp>5.12 Promotion  to the grade of Professor shall be on the basis of 4.11 above as well as  internationally-acknowledge scholarship in the candidate’s field of teaching  and research and contribution to the intellectual life of the University and  country. \u003C\u002Fp>\n\u003Cp>5.13 Promotion  to the administrative\u002Fprofessional grades shall be based on evidence of  continuing performance in respect of the following: \u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Grasp of  administrative procedures\u002Fregulations and organizational ability; \u003C\u002Fli>\n  \u003Cli>Leadership \u003C\u002Fli>\n  \u003Cli>Initiative  and reliability \u003C\u002Fli>\n  \u003Cli>Sense of  responsibility and \u003C\u002Fli>\n  \u003Cli>Capacity,  expertise and relevant education in one’s chosen functional area. \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>5.14 Assessment  of an application based on the criteria set in 4.13 above shall require a  report by the application on his\u002Fher contribution to the work of the University  or other institution, to which may be attached memoranda (other than  confidential material) to be reviewed  as appropriate by Registrar, Dean, Director, Chairman of a University  Board\u002FCommittee or other person in a supervisory administrative capacity. \u003C\u002Fp>\n\u003Cp>5.15 In all  cases, the effective date of promotion shall be the date on which an  application was submitted provided that the material required for assessment  would also have been received by the date. Any additional material submitted  subsequently for assessment will affect the dating of the application. \u003C\u002Fp>\n\u003Cp>5.16 Senior  Members in the in the administrative class would, wherever possible, be  expected to be broadly exposed to the University’s administrative management  and by the time they are fit for promotion to Senior Assistant Registrar to  have specialized or chosen a functional area. At the present time, functional  areas include but are not limited to the following: \u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Health Services \u003C\u002Fli>\n  \u003Cli>Core Administration (e.g Faculty Officers and  Executive Secretaries) \u003C\u002Fli>\n  \u003Cli>Human Resource Management \u003C\u002Fli>\n  \u003Cli>ICT \u003C\u002Fli>\n  \u003Cli>Finance, Procurement, Stores \u003C\u002Fli>\n  \u003Cli>Academic Affairs etc \u003C\u002Fli>\n  \u003Cli>Legal Services \u003C\u002Fli>\n  \u003Cli>Public Affairs \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>5.17 The  University may develop a points or quantitative system to guide and assist  academic Senior Members in determining their readiness for promotion. This  quantitative system is not to supersede or set aside the normal process of  external assessment of the applicant’s dossier. \u003C\u002Fp>\n\u003Ch3>6. RESIGNATION\u002FRETIREMENT\u002FTERMINATION \u003C\u002Fh3>\n\u003Cp>6.1 A Senior  Member may resign his\u002Fher appointment by giving the Vice Chancellor notice of  his\u002Fher intention in writing, not later than the end of December to take effect  at the end of the academic year. A Senior Member shall be liable to penalty  equivalent to the salary for the period required for notice if he\u002Fshe fails to  give proper notice. The penalty shall apply whether the Senior Member is at  post or on any kind of leave of absence. \u003C\u002Fp>\n\u003Cp>6.2 A Senior  Member shall retire from the service of the University at the end of the  academic year in which she\u002Fhe attains the compulsory retiring age, currently  60. The University shall give one year’s notice of his pending compulsory  retirement to the retiring Senior Member. \u003C\u002Fp>\n\u003Cp>6.3 A Senior  Member may retire voluntarily from the age of 55 with appropriate retiring  benefits. A minimum of six (6) months’ notice of intention to retire is  required. \u003C\u002Fp>\n\u003Cp>6.4 A retired  Senior Member who is not on contract may be allowed to stay in University  accommodation for a period not exceeding six months from the date of  retirement, in which case she\u002Fhe will pay the normal rent. \u003C\u002Fp>\n\u003Cp>6.5 The  appointment or post retirement contract engagement of a Senior Member may be  terminated based on two (2) written notices of poor performance as determined  by the Performance Appraisal Report following assessment by the Head of  Department. The Senior Member would have signed the appraisal form as evidence  of the appraisal having taken place. Should a Senior Member be unwilling to  sign, the Head shall make an appropriate report of this unwillingness to  endorse the appraisal form and submit same to the Dean or next superior  authority. The Senior Member shall be notified of the termination of  appointment or contract at least six months to the termination date. \u003C\u002Fp>\n\u003Cp>6.6 The post  retirement contract of a Senior Member shall not be renewed for another period  if in the view of the Vice Chancellor and the Appointment’s Board the health,  age or other infirmities of the Senior Member might not make it possible for  the Senior Member to efficiently and effectively carry out his\u002Fher duties. \u003C\u002Fp>\n\u003Cp>6.7 The  University reserves the right to terminate a Senior Member’s appointment  without notice, for poor performance, serious misconduct, criminal offences,  including proven culpability in examination malpractice and other behaviour  deemed unfit for a Senior Member and which either brings or has significant  potential to bring the University into disrepute. \u003C\u002Fp>\n\u003Cp>6.8 Pursuant to  5.5, and 5.7 above, the Disciplinary Procedure of the University shall apply. \u003C\u002Fp>\n\u003Cp>6.9 Post  retirement contracts are restricted to Senior members who retire compulsorily  and whose departments can justify or make the case for their services. \u003C\u002Fp>\n\u003Ch3>7. HOUSING \u003C\u002Fh3>\n\u003Cp>7.1 The  University may provide accommodation, for which a rental, to be determined from  time to time, will be charged. The University shall pay housing allowance to  the Senior Member after failing to secure housing. The housing allowance shall  be 40% of monthly basic salary or the maximum operating rentals whichever is  higher. \u003C\u002Fp>\n\u003Cp>7.2 The  allocation of University houses to entitled staff is governed by regulations  approved by the Academic Board and administered by the Housing Committee. \u003C\u002Fp>\n\u003Cp align=\"left\">\u003Cstrong>7.3 OWNER OCCUPIER SCHEME\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>To  encourage Senior Members to procure their own means of accommodation, the  Universities may provide mortgaged loans for Senior Members or assist the  Senior Member to secure such a facility. \u003C\u002Fp>\n\u003Cp>7.4 In order to  become attractive for Senior Members to own and live in their own houses the  Universities will pay 40% of monthly basic salary as owner occupier allowance  to any deserving Senior Member who secures and lives in their own home. \u003C\u002Fp>\n\u003Ch3>8. CHILDREN \u003C\u002Fh3>\n\u003Cp>8.1 In the  condition s of service, “child” means a Senior Member’s own issue, his adopted  child, or his ward as defined by the University provided that such child is  under 18 years of age or, being more than 18 but not over 21 years of age, is  receiving full-time education. \u003C\u002Fp>\n\u003Cp>8.2 For a child  to be recognized as a Senior Member’s ward, the Senior Member must have applied  to, and received approval from the Registrar. There must be evidence that the  Senior Member has direct and complete responsibility for the child’s  maintenance and upkeep, and that being of school-going age, the child is in  full-time education or vocational education. Such a child must have stayed with  the Senior Member continuously for at least six months prior to the submission  of an application for wardship. Approval, if given, will normally take effect  six months from the date of application. \u003C\u002Fp>\n\u003Cp>8.3 The number  of recognized children and wards of Senior Members shall be five (5) \u003C\u002Fp>\n\u003Ch3>9. ALLOWANCES \u003C\u002Fh3>\n\u003Cp>Various  allowances are determined by the University Council from time to time. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.1 Duty Post  Allowance \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>These  allowances relate to the duties and functions performed by various Senior  Members. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.2 Acting  Allowances\u003C\u002Fstrong> - A Senior Member who acts in a higher position for at least three (3) months  shall be paid allowance attached to the higher position. \u003C\u002Fp>\n\u003Cp>For the  avoidance of doubt, where a Senior Member acts in any position for a three (3)  months, where under these rules he\u002Fshe would not otherwise have been entitled  to the allowances attaching to the position, he\u002Fshe shall be paid the  appropriate honorarium. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.3 Responsibility  Allowance \u003C\u002Fstrong>- Payable to designated officials as provided in their contract of  appointment or in recognition of responsibilities additional to their normal  scope of work. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.4 Entertainment  Allowance\u003C\u002Fstrong> - Payable to designated officials for the purpose of providing  entertainment on behalf of the University. This allowance shall be accountable. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.5 Transfer  Grant\u003C\u002Fstrong> - Payable to an employee who has been transferred from one duty station  in Ghana to a new one to enable him settle in his new environment. The rates  shall be five (5) months basic salary. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.6 Extra  Teaching Load Allowance\u003C\u002Fstrong> - Means teaching above the normal load. For the  avoidance of doubt, the normal load is 12 hours per week of semester\u002Ftrimester.  The Senior Member is to apply through the Head of Department for the payment of  such allowances at the end of each semester. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Extra  Marking Allowance\u003C\u002Fstrong> - Means marking above the normal load. For the avoidance of  doubt, the normal load is 140 cumulative scripts. The Senior Member is to apply  through the Head of Department for the payment of such allowances at the end of  each semester. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.7 Invigilation  Allowance\u003C\u002Fstrong> - Payable to Senior Members who invigilate during University  examinations. The existing variations of office holders will be determined from  time to time. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.8 Departmental  Duty Allowance\u003C\u002Fstrong> - Payable to academic Senior Members for such departmental  activities as academic advising or examination duties. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.9 Professional  Allowance & Allowance in lieu of Professional Practice\u003C\u002Fstrong> - Payable to Senior  Members who are Accountants, Medical\u002FVeterinary Officers and others approved by  Council. This would be 25% of basic monthly salary. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.10 Sitting  Allowance\u003C\u002Fstrong> - Payable to a Senior Member who attends University meetings which is  outside his\u002Fher assigned schedule. Appropriate sitting allowances shall  determined by the University from time to time. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.11 Per Diem  Allowances\u003C\u002Fstrong> - A range of allowances payable to Senior Members as reimbursable  and out-of-pocket payment to cover work away from one’s normal workstation. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.12 Risk  Allowance\u003C\u002Fstrong> - Payable to a Senior member who engages in duties such as laboratory  sciences, geologists, medics on dangerous diseases, etc. The rate would be 25%  of the basic monthly allowance. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.13 Book and  Research Allowance\u003C\u002Fstrong> - Payable to Academic Senior Members at rates negotiated from  time to time. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.14 Overtime\u003C\u002Fstrong> -  Payable to Senior Members who apply to a round trip covering over 300km the  same day at 75% of the Per Diem Allowance. \u003C\u002Fp>\n\u003Ch3>10. Miscellaneous  allowances \u003C\u002Fh3>\n\u003Cp>\u003Cstrong>10.1 Warm Clothing Allowance\u003C\u002Fstrong> - A Senior Member travelling  to a temperate country on University business would be entitled to warm  clothing allowance at a rate to be determined by the University from time to  time. This allowance is to be paid only once in every 5 years - frequency of  travel notwithstanding.\u003Cbr clear=\"all\">\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>10.2 Warm  Clothing Allowance\u003C\u002Fstrong> - Payable to Senior Members who own cars and must be used in  the performance of their duties. The vehicles must be registered in their  names. In all cases, approval must be obtained from the Registrar. Payment of  the allowance stops if the vehicle for which the allowance is paid ceases to be  road worthy for over three months. \u003C\u002Fp>\n\u003Cp>10.3 Off-campus  allowance - Payable to Senior Members who do not live on campus at rates to be  determined by the University from time to time. \u003C\u002Fp>\n\u003Cp>10.4 Long  Service Award - Payable to Senior Members who have served the University over  periods such as 10, 20, 30, or 40 years. The schedule of such allowances shall  be as follows: \u003C\u002Fp>\n\u003Cp>a) For 10 years’ service - Certificate plus GH₵2,000.00\u003Cbr>\n  b) For 20 years’ service - Certificate plus GH₵4,000.00\u003Cbr>\n  c) For 30 years’ service - Certificate plus GH₵6,000.00\u003Cbr>\nd) For 40 years’ service - Certificate plus GH₵8,000.00\u003C\u002Fp>\n\u003Ch3>11. BAGGAGE  EXPENSES \u003C\u002Fh3>\n\u003Cp>11.1 A Senior  Member who is granted a passage will be entitled to payment of freight for  baggage at rates and in accordance with regulations determined from time to  time. Baggage shall not be taken to include motor vehicles. The University does  not accept responsibility for the cost of packing, carting and insurance of  baggage. \u003C\u002Fp>\n\u003Cp>11.2 A Senior  Member provided with this facility by the University who does not serve a  minimum period of two years following provision of the facility shall be  required to refund the whole amount. \u003C\u002Fp>\n\u003Ch3>12. REMOVAL  ALLOWANCE TERMINAL PASSAGE \u003C\u002Fh3>\n\u003Cp>12.1 On first  appointment, a Senior Member recruited within Ghana will be provided with  transport or be paid an appropriate allowance to convey his personal effects  from his home town or place of residence to the University. \u003C\u002Fp>\n\u003Cp>12.2 On proper  completion of appointment, a Senior Member will be provided with transport or  be paid on appropriate removal allowance to convey his personal effects to his  permanent place of residence agreed upon by the University. \u003C\u002Fp>\n\u003Ch3>13. LOAN  FACILITIES \u003C\u002Fh3>\n\u003Cp>Subject to  the availability of funds, the University may grant a Senior Member, on  application, any of the following loans at rates and under terms determined  from time to time: \u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Car loan \u003C\u002Fli>\n  \u003Cli>Car rehabilitation loan \u003C\u002Fli>\n  \u003Cli>Furniture loan \u003C\u002Fli>\n  \u003Cli>Fridge loan\u003Cbr clear=\"all\">\n  \u003C\u002Fli>\n  \u003Cli>Housing loan \u003C\u002Fli>\n  \u003Cli>Salary  Advance \u003C\u002Fli>\n  \u003Cli>Rent Advance \u003C\u002Fli>\n  \u003Cli>ICT Equipment \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3>14. PASSAGE \u003C\u002Fh3>\n\u003Cp>\u003Cstrong>14.1 Cost of  Overseas Passage \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Overseas  passage granted to Senior Members will be tourist class by air or first class  by sea, in accordance with rules laid down by the University from time to time.  The University will also pay, on production of bills or receipts, and at rates  determined from time to time, the cost of onward transportation by rail or road  from the port of arrival of a Senior Member to his approved destination  overseas from there to the port of departure for his return journey. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>14.2 Overseas  Passage on First Appointment\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>On first  appointment, a Senior Member will be provided with passage for the Senior  Member, his\u002Fher spouse and children (up to a maximum of five (5) children). \u003C\u002Fp>\n\u003Ch3>14.3 Travel in  Africa \u003C\u002Fh3>\n\u003Cp>Once every  four years, a Senior Member may, on application to the Vice Chancellor, be paid  a grant for travel in Africa. Such travel should normally take place during the  Long Vacation and should be outside Ghana. The Senior Member should travel for  a period of at least 14 days. \u003C\u002Fp>\n\u003Ch3>15. LEAVE \u003C\u002Fh3>\n\u003Cp>From time  to time, the University grants leave of absence of various types to Senior  Members \nwho have  become eligible for such leave. The general principles governing the leave  include: \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>The granting of study\u002Fsabbatical leave of any  kind is subject to the staffing position and the programme of work of a  department. Study\u002FSabbatical leave will not be granted merely because it is  provided for in these Conditions of Service. \u003C\u002Fli>\n  \u003Cli>A Senior Member who intends to take  Study\u002FSabbatical leave should consul his\u002Fher Head of Department in the early  stages of his\u002Fher plans (at least six months’ notice should normally be given  to the Head of Department) and thereafter submit an application to the Vice  Chancellor through the Head of Department. \u003C\u002Fli>\n  \u003Cli>Such an application should include a statement  of what the applicant expects to do, how long he\u002Fshe estimates that the  proposed programme of work will take, the time he\u002Fshe wants to take the leave  and any other necessary information. \u003C\u002Fli>\n  \u003Cli>The Head of Department will forward the  application through the Dean of the Faculty with his\u002Fher detailed comments, to  the Vice Chancellor. \u003C\u002Fli>\n  \u003Cli>No study\u002Fsabbatical leave or leave of absence  will normally be granted within two academic years of recruitment or of return  from study\u002Fsabbatical leave. \u003C\u002Fli>\n  \u003Cli>Where study leave of more than one year has been  granted, the Senior Member concerned should send annual progress reports on  his\u002Fher work to the Vice Chancellor through his\u002Fher Head of Department. \u003C\u002Fli>\n  \u003Cli>Under normal circumstances, applications for  extension of study leave will not be entertained. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>16. TYPES OF  LEAVE \u003C\u002Fh3>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>\u003Cstrong>16.1 Study Leave  with Pay \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>This may  be granted at the discretion of the Vice Chancellor and at the rate of 1 year’s  leave after 3 years’ work. It is available to Ghanaians for periods of formal  training normally up to three years, which may qualify them for higher degrees.  For one year training study leave, the member concerned is required to return  to the service of the University for at least two academic years and for two  years training study leave, three years’ service thereafter is required; a  three year training study leave attracts five years’ service immediately after  the leave. Period of absence under such leave shall count under the superannuation  scheme. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cp>\u003Cstrong>16.2 Part-Time  Study Leave at the Universities of Ghana \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>A Masters’  degree holder appointed Assistant Lecturer or Lecturer, who is pursuing a  part-time programme leading to doctoral degree within his\u002Fher discipline, shall  be granted study leave with pay. Since the programme would be on part-time  basis, the applicant and his\u002Fher Head of Department would be required to ensure  that his\u002Fher schedule of work is programmed to accommodate his\u002Fher study. \u003C\u002Fp>\n\u003Ch3>16.3 Application  for extension of study leave \u003C\u002Fh3>\n\u003Cp>In making  an application for extension of study leave, the Senior Member concerned should  observe the following: \u003C\u002Fp>\n\u003Cul>\n  \u003Cli>At least three months notice should be given;  and \u003C\u002Fli>\n  \u003Cli>The application should state the work that has  been carried out so far, as well as what remains to be completed and the time  within which the remainder of the project is expected to be finished. \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>16.4 Sabbatical  Leave \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>One year Sabbatical leave with pay may be  granted after six years’ continuous service without study leave; grantees are  required to return to the service of the University for at least two academic  years immediately after such leave. The period of absence under such leave  shall be taken into account in calculating benefits under the superannuation  scheme. \u003C\u002Fli>\n  \u003Cli>Two-year sabbatical leave with pay may be  granted after ten years’ continuous service without study leave; grantees are  required to return to the service of the University for at least three academic  years immediately after such leave. The period of absence under sabbatical  leave shall be taken into account in calculating benefits under the  superannuation scheme. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>17. LEAVE OF  ABSENCE \u003C\u002Fh3>\n\u003Cp>17.1 Subject to  the exigencies of a department, leave of absence may be granted on application,  for an approved purpose. \u003C\u002Fp>\n\u003Cp>17.2 Leave  granted shall be for up to two years in the first instance and may, in  exceptional cases, be renewed for up to a further period of two years, so that  the total period of leave shall in no case exceed a continuous period of four  years. \u003C\u002Fp>\n\u003Cp>17.3 If in the  judgement of the Vice Chancellor, on the advice of a Dean or the Registrar, the  granting of leave of absence or its extension is not in the best interest of  the University, it shall be denied. \u003C\u002Fp>\n\u003Cp>17.4 While a  Senior Member is on leave of absence, the general University regulations on  housing and other perquisites shall apply to him\u002Fher. \u003C\u002Fp>\n\u003Cp>17.5 A Senior  Member who is granted leave of absence may, subject to the terms of the grant,  resign\u002Fretire by giving at least six months notice. The resignation\u002Fretirement  shall take effect from the date the leave was granted. \u003C\u002Fp>\n\u003Cp>17.6 A Senior  Member on leave of absence shall undertake to return to the service of the  University for at least a period equivalent to the duration of the leave. \u003C\u002Fp>\n\u003Cp>17.7 A Senior  Member who does not return directly to the service of the University after the  leave shall be deemed to have vacated post, unless he\u002Fshe had resigned\u002Fretired  in accordance with these regulations and the letter of grant. \u003C\u002Fp>\n\u003Ch3>18. SECONDMENT \u003C\u002Fh3>\n\u003Cp>18.1 A Senior  Member who wishes to be seconded to an institution should have the said  institution write formally to the Vice Chancellor requesting and making the  case for the secondment. The Senior Member is also required to write to the  Vice Chancellor at the same time requesting for the said secondment. \u003C\u002Fp>\n\u003Cp>18.2 The  University will then satisfy itself that the secondment will ultimately be in  the interest and to the advantage of both the Senior Member and the University.  The Vice Chancellor shall confer with the Senior Member and his\u002Fher Dean\u002Flead  of Department, etc. If there are no reasons to refuse the secondment, an approval  letter will be issued by the Vice Chancellor, stating the duration of  secondment and any other terms associated including any payments required to be  made by the institution to the University in order to reintegrate the seconded  Senior Member. \u003C\u002Fp>\n\u003Cp>18.3 A seconded  Senior Member still remains an employee of the University and must conduct  him\u002Fherself bearing cognizance of this. Salaries and other emoluments shall  however, be the responsibility of the organization to which the Senior Member  has been seconded. In this regard, a Senior Member on secondment which is not  at the instance of the University has to vacate his University residence within  three (3) months of taking up the new appointment. \u003C\u002Fp>\n\u003Cp>18.4 Time spent  on secondment cannot count towards calculation of sabbatical leave and other  leave provisions - except in the situation where the secondment was at the  direct instance of the University. \u003C\u002Fp>\n\u003Cp>18.5 A Senior  Member is expected to return to the service of the University on completion of  the secondment. Any extensions would have to be discussed and negotiated,  provided that the period spent on secondment does not exceed five (5) years. In  the event that the secondment and\u002For any extensions requested would keep the  Senior away from the University for more five (5) years (i.e sixty (60)  calendar months or 10 semesters)the Senior Member would be required to resign  his\u002Fher position. Failure to do so would amount to vacation his\u002Fher post. \u003C\u002Fp>\n\u003Cp>18.6 All  requests for secondment or extension of secondment must always allow or factor  in a six-moth notice period. \u003C\u002Fp>\n\u003Ch3>19. ANNUAL  LEAVE \u003C\u002Fh3>\n\u003Cp>19.1 Academic Senior Members are entitled to 28  working days leave in the year to be taken during the inter-semester breaks.  Non-Academic Senior Members are entitled to 62 consecutive days leave in the  year. No such leave can be earned in a year in which a Senior Member takes a  sabbatical\u002Fstudy leave\u002Fleave of absence. Leave may not be deferred without the  prior approval of the Vice Chancellor. \u003C\u002Fp>\n\u003Cp>19.2 Casual leave may be granted at the discretion of  the University. \u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>19.3 The University shall down for academic and other  related operations for ten (10) consecutive days during the long inter-semester  break or enable academic staff take adequate off-search rest. The aim of this  is to ensure that academic staffs actually take a rest. During this shut down  period, administrative staff will continue work however, academic staff shall  be required to as much as possible vacate their offices and take a break. This  shall be considered as part of the 28 working days leave. \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cstrong>19.4 Maternity  leave:\u003C\u002Fstrong> A female Senior Member shall be entitled to three months Maternity Leave  in accordance with the Labour Act. Where the leave is extended beyond the three  months due to medical reasons associated with the delivery, such extension  shall be  considered leave with pay. The Medical Officer in charge of the University’s  Hospital shall certify such extension. \u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\u003Ch3>20. VACATION OF  POST \u003C\u002Fh3>\n\u003Cp>20.1 Senior  Members are expected to be a at post at least 10 days before the beginning of  each session. \u003C\u002Fp>\n\u003Cp>20.2 Where a  Senior Member, for some reason, is away from duty for more than 10 days, the  University may enquire into the reasons for the continuous absence and this may  eventually result in the University declaring the positions of the Senior  Member vacated from the date on which he\u002Fshe left his\u002Fher post. A Senior Member  who has vacated his\u002Fher post would not be deemed to have given notice of  his\u002Fher intention to leave the service of the University. \u003C\u002Fp>\n\u003Cp>20.3 If a Senior  Member fails to return to the service of the University after paid leave  (Sabbatical, Study leave or any to her leave), he\u002Fshe shall be deemed to be on  leave without permission and subject to paragraph 20.2 above, his\u002Fher post  shall be declared vacated. He\u002Fshe shall refund all expenditure incurred on  his\u002Fher during such leave including cost of passages, University contributions  towards maintenance of his\u002Fher superannuation policies and other fees. \u003C\u002Fp>\n\u003Ch3>21. LEAVE AND  UNIVERSITY ACCOMMODATION \u003C\u002Fh3>\n\u003Cp>\u003Cstrong>21.1 Leave of  Absence \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Entitled  staff proceeding on leave of absence may retain their University houses. Where  the leave is for a period of more than 12 months (except for Senior Members on  study leave), staff will be required to surrender their houses after a grace  period of three (3) months. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>A period  of leave of absence without pay is not considered as a period of service to the  University. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>21.2 Sabbatical  Leave \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Senior  Members going on Sabbatical Leave may keep their houses during the leave  period. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>21.3 Study Leave \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Entitled  staff proceeding on a year’s Study Leave may keep their houses while on leave.  Those proceeding on more than a year’s study leave shall, however be required  to surrender their houses after a grace period of six (6) months. Senior  Members taking their study leave in Ghana may keep their houses during the  period of leave. \u003C\u002Fp>\n\u003Cstrong>24.4 Vacating University Premises\u003C\u002Fstrong>\u003Cbr clear=\"all\">\n\u003Cp>The grace  periods noted above are on the assumption that the Senior Member has family  living in the house who would need to be given time to vacate the premises.  Should there be no such family, then the Senior Member would be required to  surrender the house before leaving for study leave. \u003C\u002Fp>\n\u003Ch3>22. GROUP  PERSONAL ACCIDENT POLICY \u003C\u002Fh3>\n\u003Cp>The  University would take the above policy for officers who travel frequently to  carry out official duties on behalf of the University. \u003C\u002Fp>\n\u003Ch3>23. DEATH  GRATUITY \u003C\u002Fh3>\n\u003Cp>The  SSF\u002FGUSSS Regulation shall apply \u003Cbr>\nThe period  of leave of absence without pay will not be taken into account in computing any  benefit. \u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch3>24. MEDICAL AND  DENTAL CARE \u003C\u002Fh3>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>24.1 A Senior  Member, his\u002Fher spouse and children, while resident in Ghana, shall contribute  to a health insurance scheme. \u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cp>24.2 Subject Government  Policy, the Senior Member shall receive: \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003C\u002Fdiv>\n\u003Col type=\"a\">\n  \u003Cli>Medical and dental attention from a University  Medial Officer, and \u003C\u002Fli>\n  \u003Cli>Medical and dental attention to be obtained on  the specify prior written recommendation of a University Medical Officer or  Medical adviser to whom a Senior Member or a member of his\u002Fher family has been  directed in advance by a University Medical Officer, provided that: \u003C\u002Fli>\n  \u003Cli>\n    \u003Col>\n      \u003Cli>all medical and dental attention shall  exclude subsistence costs in hospital; \u003C\u002Fli>\n      \u003Cli>the cost of  any travel necessary in order to receive such attention and to return to the  University will be borne by the University subject to the approval of the Vice  Chancellor in each case; \u003C\u002Fli>\n      \u003Cli>the  University Council may authorise that a Senior Member be reimbursed the cost of  medical or dental attention taken outside the scope of the conditions contained  in this paragraph, if the University is satisfied that those costs ought  properly to be met from its funds; \u003C\u002Fli>\n      \u003Cli>the  University shall refund to only the Senior Member the cost of medical and  dental appliances such as spectacles once every two years and other medical  every three years; and \u003C\u002Fli>\n      \u003C\u002Fol>\u003C\u002Fli>\u003C\u002Fol>\u003Col type=\"a\">\u003Cli>\u003Col>\u003Cli>in cases of  chronic ill-health, financial responsibility in respect of the spouse or  children of a Senior Member will be determined by the University Council. \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>24.3 Subject to  Government policy expenses on medical treatment outside Ghana in respect of  a member of staff, or spouse or child of a member of staff may be met by the  University on the recommendation of a Medical Board. \u003C\u002Fp>\n\u003Cp>24.4 A husband  or a wife or parent may accompany a wife or a husband or child respectively on  certification by the Medical Board that this is necessary. \u003C\u002Fp>\n\u003Cp>24.5 The  application of these privileges to dependants should be restricted to spouse  and children and the recommendation for medical treatment outside Ghana should  be made by the Medical Board. \u003C\u002Fp>\n\u003Cp>24.6 When an  employee of the University of spouse or child of an employee is referred for  medical treatment outside Ghana, the University shall apply to government for  funding. \u003C\u002Fp>\n\u003Cp>24.7 If the  Medical Board recommends that a nurse should accompany a patient on treatment  outside Ghana, the nurse shall be granted passages and estacode allowance at  full rate. \u003C\u002Fp>\n\u003Cp>24.8 If the  Medical Board recommends in any special circumstance that the patient should be  accompanied by one of the persons designated in paragraph 24.4 above, then that  person accompanying the patient shall be granted passages and estacode  allowance equivalent to the difference between the full rate and the rate  recommended for patient. \u003C\u002Fp>\n\u003Ch3>25. ILL-HEALTH  PROCEDURE \u003C\u002Fh3>\n\u003Cp align=\"left\">The ill-health procedure of the University shall  be as follows: \u003C\u002Fp>\n\u003Cp>25.1 When a  Senior Member suffers from an illness which causes his\u002Fher absence from duty for a  continuous period of seven days, then at the end of this period he is required,  if in residence in the University, to furnish to the Vice Chancellor a medical  report from a University Medical Officer, or if not in residence in the  University at the time of illness, a report from a registered Medical  Practitioner. \u003C\u002Fp>\n\u003Cp>25.2 If the  report under paragraph 25.1 above certifies that the continued absence from duty is  necessary, the Senior Member may be relieved of his\u002Fher obligation to discharge  his duties without the loss of salary for periods not exceeding a total of six  months. Thereafter the Senior Member will receive half salary for another six  months. At the end of the period, he\u002Fshe will be referred to a Medical Board  for a decision. \u003C\u002Fp>\n\u003Ch3>26. DEATH OF A  SENIOR MEMBER \u003C\u002Fh3>\n\u003Cp>\u003Cstrong>26.1 Provision  of Coffin\u002FCustomary Drinks \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>On the  death of a Senior Member, while in service, the University shall provide  customary drinks, a coffin or a shroud and transport or determine the cost of  the coffin or shroud and pay same to the bereaved family who opt not to receive  these items. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>26.2 Housing for Dependents of Deceased Senior Members\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>  In the  event of death, the spouse and\u002For dependants of a deceased Senior Member shall  be allowed to stay in the University housing, in which they lived, for a period  not exceeding six months without charge. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>26.3 Payment of  Final Salary in the event of Death \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>On the  death of the Senior Member, ex-gratia equivalent to nine (9) months’ salary  shall be paid to the registered spouse, children or next of kin. \u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_perc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Ch3>27. RETIREMENT  BENEFITS \u003C\u002Fh3>\u003C\u002Fdiv>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>27.1 Retirement  benefits shall be regulated under the Ghana Universities Staff Superannuation  Scheme (GUSSS). \u003C\u002Fp>\n\u003Cp>27.2 A Senior  Member who retires compulsorily at age 60, or voluntarily at age 55 or more after  ten (10) years’ service shall be entitled to payment of ex-gratia award of a  month’s salary for every completed year of service. \u003C\u002Fp>\n\u003Cp>27.3 Ex-Gratia  Award on Retirement: On retirement of a Senior Member, one (1) months’ salary  shall be paid for every successful year of service. An employee qualifies for  this Award only after a minimum service of ten (10) years, on attaining  voluntary or compulsory retiring age after over 10 years’ service, or dying in  service. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003C\u002Fdiv>\n\u003Ch3>28. EMPLOYEE  RECORDS \u003C\u002Fh3>\n\u003Cp>28.1 The  University is to keep scrupulous records on each Senior Member. Such records  are to be housed at the Human Resource Directorate as well as the Faculty. \u003C\u002Fp>\n\u003Cp>28.2 The Senior  Member may on application to the Dean or Provost review the contents of the  file kept on him or her. \u003C\u002Fp>\n\u003Cp>28.3 The Senior  Member shall ensure that the file is updated annually with details such as  changes in family circumstances, commendations, performance assessment records  etc.\u003C\u002Fp>\n\n\n",{"cbadate_start_date":44,"cbadate_end_date":48,"cbasignsingle":52,"TRAINING_trigger":54,"trainingfund":58,"trainingprogrammes":62,"pensionfund":66,"disabilityfund":70,"contracttrial":74,"contractseverancepay":78,"contractseverancepay1":82,"sicknesspay":86,"disabilitypay":89,"healthcareaccess":92,"healthcareaccessrelatives":96,"healthandsafetypolicy":99,"healthandsafetyext":103,"protectiveclothing":105,"code_application":109,"hivpolicy":111,"paidmaternityleave":115,"paidmaternityleaveduration":118,"jobsecuritymothers":122,"maternitydifferenttxt":126,"maternityotherclause":130,"nursingmothers":132,"educationtuition":134,"discrimination":138,"PAIDLEAV_trigger":142,"SCHEDULE_trigger":145,"schedulesrestpw":149,"TRADEUNLEAV_trigger":153,"STRUCINCR_trigger":157,"wageincreasedate_date":160,"OVERTIME_trigger":164,"SENIOR_trigger":167,"mealvouchers":171,"strikes_trigger":175,"HARDSHIP_trigger":179,"NOCTPREM_trigger":183,"severance_perc":186,"funeralpay":190,"timeoff":194,"holidaysdays":198,"healthinsurance":202,"healthinsurancerelatives":206,"funeralpaytype":210,"pregnancy":214,"wageincreasetxt":217,"COMMUTE_trigger":220},{"bindId":45,"name":46,"text":47},"cbadate_start_date","This agreement made the 1st Day of Janua","This agreement made the 1st Day of  January 2008 as a result of Collective Bargaining between the Management of the  Public Universities of Ghana (hereinafter referred to as the “Employer” or  “Management”) on one side and the Teachers and Educational Workers Union of  Ghana TUC on the other (hereinafter referred to as the (“Union”) shall be  referred to as the Public Universities Collective Agreement, with the following  mutual understanding that has been entered into: ",{"bindId":49,"name":50,"text":51},"cbadate_end_date","3.01 This Agreement shall come into forc","3.01 This  Agreement shall come into force and operate from the 1st Day of  January 2008 and shall remain in force without any amendments, alterations or  additions for up to December 31st, 2009 except as provided  hereunder: ",{"bindId":53,"name":46,"text":47},"cbasignsingle",{"bindId":55,"name":56,"text":57},"TRAINING_trigger"," The University may sponsor deserving em","\nThe University may sponsor deserving employees, having  done a minimum of three (3) years’ continuous service for external\u002Finternal  training schemes in recognized institutions to help them acquire qualifications  or experience relevant to their work.\n",{"bindId":59,"name":60,"text":61},"trainingfund","16.1 Study Leave with Pay This may be gr","16.1 Study Leave  with Pay \nThis may  be granted at the discretion of the Vice Chancellor and at the rate of 1 year’s  leave after 3 years’ work. It is available to Ghanaians for periods of formal  training normally up to three years, which may qualify them for higher degrees.  For one year training study leave, the member concerned is required to return  to the service of the University for at least two academic years and for two  years training study leave, three years’ service thereafter is required; a  three year training study leave attracts five years’ service immediately after  the leave. Period of absence under such leave shall count under the superannuation  scheme. ",{"bindId":63,"name":64,"text":65},"trainingprogrammes","This may be granted at the discretion of","This may  be granted at the discretion of the Vice Chancellor and at the rate of 1 year’s  leave after 3 years’ work. It is available to Ghanaians for periods of formal  training normally up to three years, which may qualify them for higher degrees.  For one year training study leave, the member concerned is required to return  to the service of the University for at least two academic years and for two  years training study leave, three years’ service thereafter is required; a  three year training study leave attracts five years’ service immediately after  the leave. Period of absence under such leave shall count under the superannuation  scheme. ",{"bindId":67,"name":68,"text":69},"pensionfund","27.1 Retirement benefits shall be regula","27.1 Retirement  benefits shall be regulated under the Ghana Universities Staff Superannuation  Scheme (GUSSS). \n27.2 A Senior  Member who retires compulsorily at age 60, or voluntarily at age 55 or more after  ten (10) years’ service shall be entitled to payment of ex-gratia award of a  month’s salary for every completed year of service. \n27.3 Ex-Gratia  Award on Retirement: On retirement of a Senior Member, one (1) months’ salary  shall be paid for every successful year of service. An employee qualifies for  this Award only after a minimum service of ten (10) years, on attaining  voluntary or compulsory retiring age after over 10 years’ service, or dying in  service. ",{"bindId":71,"name":72,"text":73},"disabilityfund","Any employee who sustains any injury or ","Any employee who  sustains any injury or suffers disability, illness or disease in the course of  performance of his\u002Fher duties shall be entitled to compensation in accordance  with the Workmen’s Compensation Law 1987 (PNDCL 187) and any subsequent  enactment. \n\n",{"bindId":75,"name":76,"text":77},"contracttrial","7.01 A person appointed to an establishe","7.01 A person appointed to an established post shall  normally be on probation for one year after which he will be eligible for  confirmation in his\u002Fher appointment subject to a report of satisfactory work  and conduct from the Head of Department concerned. \n\n",{"bindId":79,"name":80,"text":81},"contractseverancepay","Severance pay shall be regulated by exis","Severance pay shall be regulated by existing enactments or  any amendments thereof. \n\n  ",{"bindId":83,"name":84,"text":85},"contractseverancepay1","27. RETIREMENT BENEFITS ","27. RETIREMENT  BENEFITS ",{"bindId":87,"name":88,"text":88},"sicknesspay","27. SICK LEAVE",{"bindId":90,"name":72,"text":91},"disabilitypay","Any employee who  sustains any injury or suffers disability, illness or disease in the course of  performance of his\u002Fher duties shall be entitled to compensation in accordance  with the Workmen’s Compensation Law 1987 (PNDCL 187) and any subsequent  enactment. ",{"bindId":93,"name":94,"text":95},"healthcareaccess","24.1 A Senior Member, his\u002Fher spouse and","24.1 A Senior  Member, his\u002Fher spouse and children, while resident in Ghana, shall contribute  to a health insurance scheme. \n24.2 Subject Government  Policy, the Senior Member shall receive: ",{"bindId":97,"name":94,"text":98},"healthcareaccessrelatives","24.1 A Senior  Member, his\u002Fher spouse and children, while resident in Ghana, shall contribute  to a health insurance scheme. ",{"bindId":100,"name":101,"text":102},"healthandsafetypolicy","The University shall take such measures ","The University shall take such measures as will  ensure the good health and safety of its employees in accordance with the  provisions of Factories, Officers and Shops Act, 1970 (Act 328) or any  amendment thereof. ",{"bindId":104,"name":101,"text":102},"healthandsafetyext",{"bindId":106,"name":107,"text":108},"protectiveclothing","24.01 All employees who are required to ","24.01 All  employees who are required to wear uniforms or any protective devices necessary  for their proper protection while on duty shall be so provided with uniforms or  the protective devices at the expense of the University. ",{"bindId":110,"name":101,"text":102},"code_application",{"bindId":112,"name":113,"text":114},"hivpolicy","23.04 Employees whose duties expose them","23.04 Employees whose duties expose them to health  hazards shall be required to undergo without charge periodic medical  examination as determined by the University Medical Officer. ",{"bindId":116,"name":117,"text":117},"paidmaternityleave","20.08 Maternity Leave",{"bindId":119,"name":120,"text":121},"paidmaternityleaveduration","19.4 Maternity leave: A female Senior Me","19.4 Maternity  leave: A female Senior Member shall be entitled to three months Maternity Leave  in accordance with the Labour Act. Where the leave is extended beyond the three  months due to medical reasons associated with the delivery, such extension  shall be  considered leave with pay. The Medical Officer in charge of the University’s  Hospital shall certify such extension. ",{"bindId":123,"name":124,"text":125},"jobsecuritymothers","A female employee on returning to duty a","A female  employee on returning to duty after maternity leave shall be given afternoons  off for a continuous period of twelve (12) months from the date of birth to  nurse her baby. \n\n  ",{"bindId":127,"name":128,"text":129},"maternitydifferenttxt","Temporary employees shall be paid a fix ","Temporary  employees shall be paid a fix monthly salary and shall normally not be due for  annual increment. \n  When the  temporary appointment of an employee above the age of 55(who had previously  contributed or should have contributed to the Social Security Scheme) or of an  employee on the Ghana Universities Superannuation Scheme comes to an end, and  he\u002Fshe has to leave the service of the University as a result, a gratuity  accruing at the rate of 12.5% of a month’s pay (excluding allowances) for each  completed month of satisfactory service in the University shall be made to him. ",{"bindId":131,"name":124,"text":125},"maternityotherclause",{"bindId":133,"name":124,"text":125},"nursingmothers",{"bindId":135,"name":136,"text":137},"educationtuition","The University shall recognize a maximum","The University  shall recognize a maximum of six children\u002Fwards for purpose of free medical  facilities and subsidized education in the Primary \u002FJSS. For staff already in  the system a maximum of eight (8) children\u002Fwards shall be recognized. In each  case wards shall not be more than two. \n\nARTICLE 29 - GHANA UNIVERSITIES  SUPERANNUATION SCHEME\u002FSOCIAL SECURITY SCHEME",{"bindId":139,"name":140,"text":141},"discrimination","There shall be no discrimination or vict","There shall  be no discrimination or victimization by the Management against any employee or  applicant for employment because of membership of or activity on behalf of the  Union or a Trade Union. \n  It is  agreed between both parties that should any differences, disputes or grievances  arise between the Management and the Union or between Management and an  Employee, they will be examined in this same spirit and settled in accordance  with the procedures outlined in this Agreement. ",{"bindId":143,"name":144,"text":144},"PAIDLEAV_trigger","1. Annual Leave",{"bindId":146,"name":147,"text":148},"SCHEDULE_trigger","19.3 The University shall down for acade","19.3 The University shall down for academic and other  related operations for ten (10) consecutive days during the long inter-semester  break or enable academic staff take adequate off-search rest. The aim of this  is to ensure that academic staffs actually take a rest. During this shut down  period, administrative staff will continue work however, academic staff shall  be required to as much as possible vacate their offices and take a break. This  shall be considered as part of the 28 working days leave. \n",{"bindId":150,"name":151,"text":152},"schedulesrestpw","For the purpose of leave calculations, S","For the purpose of leave calculations,  Saturdays, Sundays and Public Holidays shall be regarded by the University as  non-working days. \n  ",{"bindId":154,"name":155,"text":156},"TRADEUNLEAV_trigger","20.06 Leave of Absence for Union Activit","20.06 Leave of  Absence for Union Activities\n\n  An employee  selected as an officer of the Union or who is selected as a delegate or  nominated as a candidate for any approved Union training course\u002Factivity  necessitating leave of absence may be granted such leave with pay. ",{"bindId":158,"name":159,"text":159},"STRUCINCR_trigger","ARTICLE 12 - ANNUAL INCREMENT ",{"bindId":161,"name":162,"text":163},"wageincreasedate_date","12.01 An employee who assumes duty on fi","12.01 An employee  who assumes duty on first appointment between 1st January and 30th  September in the financial year may have his first increment on 1st  January immediately following assumption of duty. An employee who assumes duty  on first appointment after 30th September in the financial year, may  have his first increment on 1st January the following year. \n  12.02",{"bindId":165,"name":166,"text":166},"OVERTIME_trigger","ARTICLE 10 - Overtime",{"bindId":168,"name":169,"text":170},"SENIOR_trigger","2. SALARY & COMPENSATION ","2. SALARY  & COMPENSATION ",{"bindId":172,"name":173,"text":174},"mealvouchers","Facilities for subsidized lunch (i.e Can","Facilities for subsidized lunch (i.e Canteen)  shall be provided for employees. In lieu of subsidized lunch, an appropriate  allowance determined periodically by the University from time to time. \n\n",{"bindId":176,"name":177,"text":178},"strikes_trigger","It is agreed between both parties that s","It is  agreed between both parties that should any differences, disputes or grievances  arise between the Management and the Union or between Management and an  Employee, they will be examined in this same spirit and settled in accordance  with the procedures outlined in this Agreement. ",{"bindId":180,"name":181,"text":182},"HARDSHIP_trigger","14.03 Risk Allowance Risk allowance of 3","14.03 Risk  Allowance \n  Risk  allowance of 30% of basic salary shall be paid to designated employees in  accordance with Government policy. ",{"bindId":184,"name":185,"text":185},"NOCTPREM_trigger","4. NIGHT SUBSISTENCE ALLOWANCE",{"bindId":187,"name":188,"text":189},"severance_perc","27. RETIREMENT BENEFITS 27.1 Retirement ","27. RETIREMENT  BENEFITS \n27.1 Retirement  benefits shall be regulated under the Ghana Universities Staff Superannuation  Scheme (GUSSS). \n27.2 A Senior  Member who retires compulsorily at age 60, or voluntarily at age 55 or more after  ten (10) years’ service shall be entitled to payment of ex-gratia award of a  month’s salary for every completed year of service. \n27.3 Ex-Gratia  Award on Retirement: On retirement of a Senior Member, one (1) months’ salary  shall be paid for every successful year of service. An employee qualifies for  this Award only after a minimum service of ten (10) years, on attaining  voluntary or compulsory retiring age after over 10 years’ service, or dying in  service. ",{"bindId":191,"name":192,"text":193},"funeralpay","ARTICLE 38 - DEATH OF SPOUSE\u002FCHILD In ev","ARTICLE  38 - DEATH OF SPOUSE\u002FCHILD \n\n  In event of the  death of a spouse or child of a serving officer, the University shall donate an  amount of money as in the appendix, to the bereaved officer. The facility  should be restricted to the condition applicable to medical care for children.  A child should be 21 years old or below, except when he\u002Fshe is in school; in  that case the age can be above 21. \n    \n  ARTICLE 39 - DEATH OF AN EMPLOYEE\n  39.01 Provision of  Coffin\u002FShroud\u002FMortuary\u002FAmbulance Fee\n  On the death of an employee, the University  shall provide a coffin or shroud or cash equivalent and transport to convey the  dead body, spouse and children, if any, to the place of burial. The spouse and  children, if any, shall be provided with appropriate transport to convey them  to their hometown in Ghana and be paid an appropriate transport allowance in  lieu. \n  39.02 Housing for Deceased Employee’s  Dependantsa\n  In the event of death, the spouse and\u002For  dependants of a deceased member of staff shall be allowed to live in the house  or other living accommodation provided by the University which the deceased was  occupying at the time of death for up to a period of six months and the normal  rent due for the occupation of the house\u002Fliving accommodation by the spouse  and\u002For dependants shall be recovered from any benefits due to the deceased. ",{"bindId":195,"name":196,"text":197},"timeoff","20.08 Maternity Leave On becoming pregna","20.08 Maternity Leave\n\n  On becoming  pregnant, a female employee may be granted the vacation leave already earned by  her and in addition, three months maternity leave on full pay. At least six  weeks of the maternity leave, if possible, are to be taken before confinement,  on production of certificate signed by the University Medical Officer or a  registered Medical Practitioner stating that her confinement may be expected to  take place six weeks after the date of the certificate. \n    If on the  expiry of maternity leave a University Medical Officer or a registered Medical  Practitioner certificates that the employee concerned is not fit to resume  duty, she shall be granted an extension of the maternity leave up to three (3)  months and this period shall be without pay. \n    Maternity  leave shall count towards a retiring award and for increment but will not earn  vacation leave. \n    Maternity  leave shall be additional to annual leave entitlement or leave earned in the  leave year. \n    ",{"bindId":199,"name":200,"text":201},"holidaysdays","1. Annual Leave For the purpose of leave","1. Annual Leave\n  For the purpose of leave calculations,  Saturdays, Sundays and Public Holidays shall be regarded by the University as  non-working days. \n  \n    \n    \n    \n    \n      i) Monthly rated    employees, technical Apprentices and equivalent\n      -\n      25 working days\n    \n    \n      ii) Staff of status of Senior Typist,    Typist Grades II & I, Clerk Grade II & III and analogous Grades\n      -\n      32 working days\n    \n    \n      iii) Staff of status of Senior Clerk,    Clerk Grade I and analogous Grades\n      -\n      34 working days",{"bindId":203,"name":204,"text":205},"healthinsurance","24. MEDICAL AND DENTAL CARE 24.1 A Senio","24. MEDICAL AND  DENTAL CARE \n24.1 A Senior  Member, his\u002Fher spouse and children, while resident in Ghana, shall contribute  to a health insurance scheme. \n24.2 Subject Government  Policy, the Senior Member shall receive: ",{"bindId":207,"name":208,"text":209},"healthinsurancerelatives"," 23.01 An employee, his\u002Fher spouse and c"," 23.01 An employee, his\u002Fher spouse and children  including registered wards, while resident in Ghana, and provided the number of  such children and registered wards does not exceed six (6), who are not older  than twenty-six (26) years and are pursuing full time formal education, shall  receive without charge: ",{"bindId":211,"name":212,"text":213},"funeralpaytype","GHȻ300 to be paid to staff of the Univer","GHȻ300 to be paid to staff of the    Universities for loss of spouse\u002Fchild",{"bindId":215,"name":124,"text":216},"pregnancy","A female  employee on returning to duty after maternity leave shall be given afternoons  off for a continuous period of twelve (12) months from the date of birth to  nurse her baby. ",{"bindId":218,"name":162,"text":219},"wageincreasetxt","12.01 An employee  who assumes duty on first appointment between 1st January and 30th  September in the financial year may have his first increment on 1st  January immediately following assumption of duty. An employee who assumes duty  on first appointment after 30th September in the financial year, may  have his first increment on 1st January the following year. ",{"bindId":221,"name":222,"text":223},"COMMUTE_trigger","ARTICLE 27 - TRANSPORT The University ma","ARTICLE 27 - TRANSPORT \n\nThe University may provide transport to convey  employees to and from their place of work at rates to be determined by the  University from time to time. \n\nIn the absence of such transport allowance shall be paid at  rates to be determined by the University from time to time in consultation with  the Union. \n\nThese facilities shall be provided for employees  who are required to do extra work on non working days. i.e Saturdays, Sundays and  Public Holidays. ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>UNIFIED CONDITION OF SERVICE FOR UNIONIZED STAFF OF THE PUBLIC UNIVERSITIES OF GHANA - 2008 - 2008\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2008-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2009-12-31\u003C\u002Fdiv>\n            \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            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Education, research\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public sector \u002F semi-public sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        TEWU - Teachers and Educational Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Not specified\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 365 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\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 300.0\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: → 13 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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Yes\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            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → 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: → 365 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc\">\n                Severance pay after 5 years of service (percentage of monthly salary): → The CBA explicitly refers to the law %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Severance pay after one year of service (percentage of monthly salary): → The CBA explicitly refers to the law %\n            \u003C\u002Fdiv>\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            \n\n            \n\n            \n\n            \n\n            \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            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: →  days\n            \u003C\u002Fdiv>\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: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-wageincreaseamount1\">\n                    Wage increase: → GHS \n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → GHS  per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-hardshipallowanceperc1\">\n                    Premium for hardship work: → 30% of basic wage\n                \u003C\u002Fdiv>\n\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \n            \u003C\u002Fdiv>\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: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[229],{"title":37,"slug":33},[231],{"type":232,"data":233},"call_to_action_body_block",{"title":234,"description":235,"variant":236,"link":237},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":234,"url":238,"description":234,"rel":239,"type":240},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[242],{"type":232,"data":243},{"title":234,"description":235,"variant":236,"link":244},{"title":234,"url":238,"description":234,"rel":239,"type":240},[]]