COLLECTIVE AGREEMENT BETWEEN GHANA HEAVY EQUIPMENT LIMITED AND THE INDUSTRIAL AND COMMERCIAL WORKERS’ UNION (GHANA)
PREAMBLE
(a) This Agreement made this 31st of March 2010, between Ghana Heavy Equipment Limited (hereinafter called the Company) and the Industrial and Commercial Workers’ Union, a Union officially certified under Section 99 of the Labour Act, 2003 (Act 651) (hereinafter called the Union), and authorised to negotiate on behalf of the employees of the Company who are members of the Union.
(b) It will also apply equally to employees who are engaged by the Company while this Agreement is in force.
(c) The terms and conditions hereby agreed shall take effect from the 1st day of February 2010.
(d) This Agreement shall be binding on Ghana Heavy Equipment Limited. However, if there are peculiarities within the Company which have not been taken care of in this Agreement, then they shall be brought to the notice of the Standing Negotiating Committee for discussion.
(e) This Agreement shall apply to all unionised employees still in the service of the Company on the date of signing this Agreement and all new unionised employees recruited during the life of this Agreement.
ARTICLE 1 - PURPOSE
(a)Whereas it is the intention of the parties hereto that this Agreement will promote and improve relations between the Employer and the Union and to set forth herein the agreement covering rates of pay, hours of work and other conditions of employment or non-employment hereby observed between the parties hereto during the life of this Agreement.
(b)It is also agreed that should any disagreement arise between the Employer and the Union, the parties will immediately settle this disagreement as outlined herein.
ARTICLE 2- DURATION
(a) The duration of this Agreement shall be for a period of Two (2) years with One (1) year Wage Opener. At the end of Ten (10) months from the effective date of this Agreement and once only during the period of Agreement, either party to this Agreement may convene a meeting of the Standing Negotiating Committee to review Salaries/Wages only which is part and is attached to this Agreement.
Vs
(b) At anytime after Twenty two (22) months from the effective date either party to this Agreement may give the other, One (1) month’s notice in writing expressing its wish for this Agreement to continue for a further period to be agreed upon between the parties to this Agreement or its intention to amend this Agreement at its expiration.
(c) In the later event both parties will enter into negotiations on the terms and conditions of a new Agreement but until a new Agreement is signed and the effective date of its commencement agreed, the current Agreement will continue in force until rescinded by the parties.
ARTICLE 3 - CONDITIONS OF ENGAGEMENT
(a) Where a person who is without previous experience is recruited he shall be required to undergo a probationary period of Six (6) months. A person with previous experience of the work involved in the job for which he is recruited will be required to undergo a probationary period of Three (3) months.
(b) On engagement of any employee who falls within the scope of this Agreement he/she shall be furnished by the Employer with a copy of this Agreement together with any Appendices for his retention.
(c) The Employer shall give the newly engaged employee a letter of appointment stating:
1. Salary point
2. Salary scale
3. Probation period
4. Department assigned
5. Job title
6. Effective Date
(d) Unless informed in writing to the contrary, the employee who has completed his probationary period will be deemed to have been confirmed in the appointment.
ARTICLE 4 - WORKING HOURS
(a) The standard hours of work for basic pay shall be Eight (8) hours a day and not exceed Forty (40) hours a week. The actual hours of work shall be decided by the Company in accordance with the requirements of the work performed and in agreement with the Local Branch of the Union but no employee shall be required to work continuously for longer than Five (5) hours without a recognised period of rest.
(b) Night Watchmen are excluded from the provisions of this article. They are engaged for Watchmen’s duties from 6.00 p.m. on one day until 6.00 a m. the next day with a day off in a week.
ARTICLE 5 - OVERTIME
(a) Whereas overtime is not compulsory, employees should be willing to do reasonable amount of overtime when the exigences of the work require it in accordance with Section 35 (3) of the Labour Act, 2003 (Act 651). Any employee required by Management to work in excess of the normal working hours per day shall be paid overtime in accordance with the following rates: -
(b) For the purpose of calculating the rates on overtime, consolidated salary divided by Twenty seven (27) days, divided by Eight (8) hours a day, (i.e. Monthly Salary divided by 27 divided by 8 = 1 time rate).
(ii) Saturday/Sunday/Public Holiday - Double time (2x)
ARTICLE 6 - RATES OF PAY
(a) Employees who are covered by this Agreement shall receive the rate of pay appropriate to their respective job classifications.
(b) It is agreed that payment of salaries and wages be made monthly, but not later than the last day of the month.
ARTICLE 7 - ANNUAL INCREMENT
(a) Annual salary increment shall be granted at the beginning of the year based on the previous year’s appraisals up to the limit of the scale, provided the employee has not been advised in writing Two (2) months before the end of the salary year that his increment is being withheld because of unsatisfactory work and/or conduct.
(b) Any employee who has completed Six (6) months continuous service at the end of the salary year shall be eligible for the annual salary increment in accordance with Clause (a) above.
(c) If an employee's increment is withheld for unsatisfactory work and/or conduct, he/she shall be informed of his/her shortcomings and the number of months for which his/her increment will be withheld.
(d) Where an employee has remained at the top of his/her salary scale for Two (2) years, he/she shall be paid gratuity of half (14) of his/her monthly salary every year, provided the employee has not been advised in writing Two (2) months before the end of the salary year that his/her increment is being withheld because of unsatisfactory work and/or conduct.
ARTICLE 8 - LOANS/SALARY ADVANCE
(a) Loans may on exceptional occasions be granted by the Employer who when informed of the special circumstances attending the application for a loan, will exercise discretion as to the size of the loan/salary advance and period of repayment.
(b) Salary advance not exceeding an employee's half (14) month’s basic salary may be granted on or before the middle of the month to be deducted in full at the end of the month.
ARTICLE 9 - ACTING ALLOWANCE
(a) Where an employee acts in a post of higher classification for a period not less than Thirty (30) working days, he/she shall be paid an Acting Allowance equivalent to the difference between the employee’s current salary and the
minimum salary for the grade in which he/she acted or Fifty percent (50%) of his/her own salary, whichever is higher.
(b) Where an employee acts in a post of the same classification for a period not less than Thirty (30) working days, he/she shall be paid an Acting Allowance equivalent to Fifty percent (50%) of his/her own salary.
(c) Where an employee performs the duties of a lower grade in addition to his/her own duties satisfactorily for not less than Thirty (30) working days continuously he/she shall be paid an Acting Allowance equivalent to Fifty percent (50%) of his/her own salary.
(d) Trainees, however, shall be required to act in different posts for varying periods and the work involved will be regarded as part of their training and will not therefore entitle them to this allowance.
(e) The allowance shall be paid in lump sum at the end of the period. No employee will be required to act continuously in a vacant post for a period exceeding Six (6) months. At the end of this period, he/she shall be made substantive in the post.
ARTICLE 10 - OUT-OF-STATION ALLOWANCE
(a) Travelling on Duty within Ghana
Where an employee is required by his/her work to spend the night away from his/her recognised station of employment, and is not provided accommodation by the Employer, he/she shall be entitled to an all-inclusive out-of-station allowance of GHc 3O.OO (Thirty Ghana Cedis) per night.
(b) Lunch Allowance on Day Return Trip
Where an employee is required by his/her work to spend a day (during normal working hours) beyond a distance of Forty (40) Kilometres away from his/her recognised station of employment, and is unable to enjoy the Employer’s canteen facilities, he/she shall be entitled to a flat lunch al allowance of GHc 4.OO (Four Ghana Cedis) per day.
(c) Travelling on duty outside Ghana
Accountable imprest will be given to staff on a case-by-case basis.
ARTICLE 11 - ANNUAL LEAVE
(a) An employee who has completed Twelve (12) consecutive calendar months’ service shall be granted paid annual leave according to the following scales:
(i)1-5 years - 21 workingdays
(ii) 6-10 years - 24 workingdays
(iii)11 years andabove - 30 workingdays
(b) On leaving the service of the Employer on grounds other than summary dismissal, the employee shall be granted earned leave not taken or payment in
(b) Temporary Transfer
Where a transfer is not intended to extend beyond Three (3) months, the employee shall be paid an out-of-station allowance in accordance with the contents of Article 10. The Employer shall at the same time bear the cost of the fare of the employee on transfer.
(c) Departmental transfer may be affected at the discretion of Management.
(d) Repatriation
On leaving the service of the Employer on grounds other than summary dismissal and resignation, the Employer shall pay the fares for the employee and his family as in Article 13 (a) (ii), and the cost of transportation of the employee’s personal effects from his last station to the station in which he was first engaged or his hometown in Ghana whichever is the shorter. The employee shall avail himself of this benefit within Three (3) months of the date of leaving the service in circumstances as described in this Article.
ARTICLE 14 - TRAINING WITHIN INDUSTRY
(a) The Employer undertakes to provide suitable means for the training of the employees including Apprentices where such means will enable the employee to secure competency in the performance of their duties and fit them for promotion within the Company. Where an employee is required by the Employer to take a course at a recognised educational establishment which requires time off, the Employer will afford the employee such time off with pay and the Employer will undertake to bear the cost of such courses. Due note will also be taken of any employee’s request to attend such course which would render the applicant more competent on the performance of his duties within the Organisation.
(b) An employee required to undertake training leading to higher appointment in the industry will be acquainted with the period of training and the grade to which he would be promoted on successful completion of his training. An employee who undertakes to attend a course will adhere to the hours laid down for such course and attend regularly.
ARTICLE 15 - LEAVE OF ABSENCE FOR UNION ACTIVITY
Any employee elected to an office in the Union or as a delegate to any Union activity necessitating leave of absence shall be granted such leave with pay. Written notice for such leave giving the length of leave shall be given to the Employer as far in advance as possible but in no event later than the day prior to the day such leave is to be effective. The length of the leave and its frequency in the year should be determined on merits of individual cases.
ARTICLE 16 - MEDICAL FACILITIES
(a) The Employer shall provide free medical attention to all employees at the Company’s designated Clinic or any Government recognised Hospitals or Clinics in the area of employment.
(b) The Employer shall also provide attention to employee’s family at the Company’s Clinic or any Government recognised Hospitals or Clinics in the area of employment for a Spouse and six (6) Children below Twenty one (21) years of age, however the total medical bill for the medical treatment envisaged in this paragraph shall not exceed GHc 250.OO (Two hundred and fifty Ghana Cedis) per employee within in One (1) calendar year.
(c) Medical attention shall include:
1. Drugs prescribed by the Doctor
2. X-ray examination and laboratory tests
3. Dental treatment not including provision of dentures
4. Optical treatment not including provision of glasses/frames
5. Ear treatment without provision of hearing aids
6. Hospitalisation in a government hospital
7. The cost of laboratory investigation in the process of diagnosis
(d) The Employer shall renew the lenses of spectacles of employees who use such facilities every Two (2) years. The employer will also provide a subsidy of GHc 3O.OO (Thirty Ghana Cedis) for a new frame.
(e) The provision of medical care shall not cover maternity treatment or self-inflicted disease, e.g.,
(i) Sexually transmitted disease, injury or disease caused by misconduct on the part of the staff.
(ii) Chronic alcoholism or use of stimulants, drugs, narcotics, except as prescribed by a Physician.
(iii) Unlawful acts or attempts, causing injuries.
(iv) Diseases contracted while engaged on some other business or occupation other than that of the Employer.
(f) The Employer shall also accept for its account the cost of vaccination and inoculation, which are required for business travel.
(g) However the company shall register all employees and their dependant under the National Health Insurance Scheme (NHIS).
(h) The existing medical provisions that are being enjoyed by the employees and their dependants shall remain in operation and be used as an emergency facility in case employees and their dependant visit the hospitals/polyclinics and due to no fault of theirs they do not access medical facility at point of call shall revert to the company for disbursement to the maximum of amount allowed for dependants.
ARTICLE 17 - SICK LEAVE
(a) An employee whose sickness is supported by a medical certificate issued by a Medical Practitioner shall be entitled to sick leave with pay in any one period of Twenty four (24) months as follows:
| (i) 1-3 years service- | 2 monthsfullpay
2months 3/4 pay 2months 1/2 pay |
| (ii) 4 - 6 years service- | 3 monthsfullpay
3months 3/4 pay 3months 14 pay |
| (iii) 7 -10 years service- | 4 monthsfullpay
4months 3/4 pay 4months 14 pay |
| (iv) Over 10 years and above service - | 5 monthsfullpay
5months 3/4 pay 5 months 14 pay |
(b) After the exhaustion of the above sick leave, the provisions of the National Pension Scheme shall apply.
ARTICLE 18 - MATERNITY LEAVE
1. A woman worker, on production of medical certifcate issued by a Medical Practitioner or a Midwife indicating the expected date of confinement, is entitled to a period of maternity leave of at least Twelve (12) weeks in addition to any period of annual leave she is entitled after her period confinement.
2. A woman worker on maternity leave is entitled to be paid her full remuneration and other benefits to which she is otherwise entitled.
3. The period of maternity leave may be extended for a least Two (2) additional weeks where the confinement is abnormal or where in the course of the same confinement Two (2) or more babies are born.
4. Where an illness, medically certified by a Medical Practitioner, is due to her pregnancy, the woman worker is entitled to additional leave as certified by the Medical Practitioner.
5. Where an illness, medically certified by a Medical Practitioner, is due to her confinement the woman worker is entitled to an extension of the leave after confinement as certified by the Medical Practitioner.
6. A nursing mother (that is, a woman with a child suckling at her breast for a period of not more than One (1) year) is entitled to interrupt her work for an hour during working hours to nurse her baby.
7. Interruptions of work by a nursing mother for the purpose of nursing baby shall be treated as working hours and paid for accordingly.
8. The Employer shall not dismiss a woman worker because of her absence from work on maternity leave.
ARTICLE 19 - DISCIPLINARY PROCEDURE
(a) Written Warning
(i) Where the services of an employee have not proved satisfactory or where an employee commits an offence which does not merit summary dismissal, the employee shall be given a written query to explain why disciplinary action should not be taken against him/her, before a written warning letter is given to him/her, if the explanation is not acceptable to Management. After Three (3) warnings have been given in writing, a Fourth (4) offence or continued unsatisfactory service within a period of Twelve (12) months' service will give Management the right to terminate the employment of the employee concerned.
(ii) For the purpose of this Article, a Warning Letter shall cease to have effect after a period of Twelve (12) months.
(iii) However, employees who wilfully commit the same offence will be treated in accordance with their records even though they may have been ineffective after Twelve (12) months from the date of warning.
(b) Suspension / Interdiction
In the event of an employee committing an offence calculated to be gross misconduct, which could not be proved at the time of the commission of the offence such employees shall be suspended pending further investigations. During the period of suspension from duty, the employee shall be paid at half (1/2) rate of his basic monthly salary. If no case is proved against the employee, he will be paid in full for the period. Alternative penalty for the above offence shall be suspension without pay for stated period not exceeding Four (4) weeks.
ARTICLE 20 - LEAVING THE SERVICE
1. Termination/Resiqnation Notice/Pay in Lieu of Notice
(a) An employee who has not completed his probationary period on leaving the service on grounds other than summary dismissal, shall give or be given Two (2) weeks notice or pay in lieu of notice. Pay in lieu of notice shall also apply where the probationer vacates his post.
(b) An employee who has completed his probationary period shall be given or give notice or pay in lieu of notice as follows:
(i) After probation and up to Three (3) years continuous service - at least, Two (2) weeks notice to expire not earlier than the last day of the current month or pay in lieu thereof.
(ii) After Three (3) years of continuous service - One (1) month notice or pay in lieu thereof.
(c) Notice of termination of appointment or resignation shall be in writing.
(d) (i) No employee shall be discharged without cause.
(ii) It is agreed that complaints requiring disciplinary action against any employee covered by this Agreement will be dealt with on a mutual basis by the Employer and the Union.
2. Redundancy
(a) Where for one reason or another, an Employer is compelled to declare any number of employees redundant, the Employer shall, in accordance with the Labour Act, 2003 (Act 651) shall give not later than Three (3) calendar months notice to the Union of such action and any other action it proposes to take in connection therewith. All redundancies shall be conducted by the Standing Negotiating Committee in accordance with the redundancy procedures, guidelines and laws in force in Ghana.
(b) Notice to the individual employee shall constitute notice of termination of employment. If there is insufficient work available for the employee to complete his period of notice, he/she will be paid in lieu of notice.
(c) Selection of employees whose services are to be terminated owing to redundancy shall be determined on the basis of “first in last out” and competence all things being equal.
(d) Any employee in the service of the Company who is declared redundant will receive payment as follows:
(i) Two (2) months’ salary for each year of service and prorata of a fraction of a year’s service. The Employer shall however endeavour to make additional payments upon consultation with the Union and within the Employer’s ability.
(e) In this Article "Salary” or “Wage” means the basic salary or wages the employee was entitled to receive in the month he ceased to be employed on the ground that he is redundant.
(f) In the case of a daily-rated employee the monthly wages shall be the basic wage he is entitled to receive the day he ceased to be employed on the ground that he is redundant multiplied by Twenty seven (27).
3.An employee leaving the service under summary dismissal shall not be given
notice or pay in lieu of notice.
4. Retirement Superannuation
(i) An employee who attains the age of superannuation shall retire or be retired in accordance with the Employer's rules and regulations covering retirement. But where no such rules or regulations exist the Voluntary Retirement age shall be Fifty five (55) years for both Male and Female employees.
(ii) Compulsory Retirement age shall be Sixty (60) years for both Male and Female employees. Employees shall be entitled to the benefits provided under the National Pension Scheme and pay for any accrued leave.
ARTICLE 21 - INCENTIVE BONUS
In an endeavour to raise productivity, the Employer may institute Incentive Bonus to cover classes of employees where applicable. This will take the form of cash payment for higher output.
ARTICLE 22 - NIGHT SHIFT ALLOWANCE
Any employee other than a Watchman required to work night shift i.e., from 10.00 p.m. to 6.00 a.m. the following day shall be entitled to a Nigh Shift Allowance of Twenty five (25%) of employees daily pay for each night duty.
ARTICLE 23-UNIFORM
Where the Employer directs that the nature of the work required the employee to wear uniform in the interest of the business, uniform will be provided and maintained at the expense of Employer.
ARTICLE 24 - PROMOTION
Promotion to higher grades shall be by merit. Where employees are considered suitable by the Employer to take up vacancies in higher grades within the establishment they shall be given prior consideration. The Employer shall consult the Union on all matters of promotion.
ARTICLE 25 - CERTIFICATE OF SERVICE
On resignation or retirement of an employee from the service of an Employer, Certificate of Service will be awarded to the deserving employee.
ARTICLE 26 - UNION NOTICE BOARD
The Employer shall provide space for Notice Board to be placed on the premises of the Employer for the use of the Trade Union for the information of their members.
ARTICLE 27 - ESTABLISHMENT LIST
The Employer shall allow the Union official not below the rank of Chairman/Secretary of the Local Union to sight up-to-date Establishment List in order to resolve any dispute regarding grading of an employee.
ARTICLE 28 - UNION MEMBERSHIP/CHECK OFF
(a) Any employee who is covered by this Agreement shall be deemed to be a member of the Union to the extent of paying membership dues and any general assessment uniformly levied against all Union members.
(b) The Employer undertakes to deduct the Union dues from the employee’s salary/wage as notified to him in writing by the Union and to pay such amount deducted to the Union.
ARTICLE 29 - ABSENCE FROM WORK
(a) In the event of any employee covered by this Agreement absents himself from work without permission he shall be queried and if a satisfactory answer is not given within Two (2) days he/she shall be given a Warning Letter.
(b) An employee absenting himself/herself for a consecutive period of Seven (7) days without any information whatsoever shall be regarded as having repudiated his contract of employment with the Employer.
(c) An employee deemed to have repudiated his employment contract as above may appeal to the Management, and if the Management are satisfied that unavoidable circumstances prevented him from returning to duty or notifying his absence, they may at their discretion reinstate him in the service.
ARTICLE 30 - INDIVIDUAL CONTRACTS
An employee covered by this Agreement shall not be compelled to enter into a different contract of employment to worsen the conditions as laid down in this Agreement. But where the nature of the responsibility requires a guarantee, the matter shall be discussed with the Union.
ARTICLE 31 - INDUSTRIAL INJURY/DISEASE
(a) All workers covered by this Agreement shall be covered by the Workmen’s Compensation Law of 1987 (PNDLC.187)
(b) The Employer shall invite the Company’s Doctor to examine and determine hazardous environments and advise accordingly.
ARTICLE 32 - GRIEVANCE PROCEDURE
Step 1:In the event of any grievance, the employee should as a first step, take the matter up with his immediate Supervisor/Foreman/Sectional Head. If he does not obtain satisfaction, he may ask for his Shop Steward/Local Union Secretary to present his case.
Step 2: If the matter remains unresolved, the Shop Steward/Local Union Secretary will take the matter up with the Sectional Manager. If no progress is made at this stage, the Local Union Secretary shall take the matter up with the Personnel Manager.
Step 3: If the matter remains unresolved, the Local Secretary will inform the Regional Industrial Relations Officer of the Union who will arrange to meet the Management and endeavour to settle the issue.
Step 4: If after Step 3 above, the matter still remains unresolved the Union will summon the Standing Negotiating Committee to meet and endeavour to reach agreement.
Step 5: If the Committee fails to resolve the matter the dispute may be reported to the National Labour Commission which shall endeavour to resolve the dispute as provided under Section 154 of the Labour Act, 2003 (Act 651).
ARTICLE 33 - FRUSTRATED WORK
Where an employee reports for duty on his normal working day but he is ordered to stop work by the Employer or any person in the authority of the Employer before the employee completes the day’s full hours’ work due to no fault of the employee, he shall receive the full pay for the day.
ARTICLE 34 - LONG SERVICE AWARD
10 years continuous service - A Certificateplus Cash gift of GHc 1OO.OO plus 21”Colour TV.
15 years continuous service - A Certificateplus Cash gift of GHc 12O.OO plus 2.5 litres large size fridge.
20 years continuous service - A Certificateplus cash gift of GHc 2OO.OO plus double door fridge.
25 years continuous service - A Certificateplus a cash gift of GHc 25O.OO plus large size deep freezer.
ARTICLE 35 - FUNERAL GRANT
(a) In the event of the death of an employee, the Employer will provide a Coffin and transport to convey the dead body to its hometown or place of burial within Ghana. In addition, the Employer shall donate an amount of GHc 7OO.OO (Seven Hundred Ghana Cedis) to the bereaved family.
(b) Also a reasonable number of employees will be allowed to accompany the corpse of the deceased employee for burial.
(c) In the event of the death of a Spouse or Child of an employee, the Employer shall give cash donation of GHc 3OO.OO (Three Hundred Ghana Cedis) to the bereaved employee to defray part of the funeral expenses.
(d)In the event of the death of a Father or Mother of an employee, a cash donation of GHc 15O.OO (One Hundred and Fifty Ghana Cedis) shall be made to the employee to defray part of the funeral expenses.
ARTICLE 36 - PROVIDENT FUND
(a) The Employer shall endeavour to institute a Provident Fund Scheme on behalf of the employees into which the Employer shall contribute Ten percent (10%) of the employee’s salary and the employee contributing Ten percent (10%) of his basic salary towards the fund every month.
(b) A Board of Trustee shall be instituted to administer the Provident Fund Scheme.
ARTICLE 37 - HOUSING SCHEME
(a) The Company shall endeavour to provide houses for the employees covered by this Agreement where applicable.
(b) The Company shall endeavour to provide housing loans for employees who have been in the service of the Employer for Ten (10) years and above subject to availability of funds and guaranteed by the Provident Fund Contribution.
(c) There shall be a Committee comprising of representatives of both the Employer and the employees, which will administer the rules and regulations for the implementation of the Scheme.
ARTICLE 38 - RENEWAL OF COMPANY DRIVERS LICENCE
The Employer shall renew Driving License of every Company Driver including the Mechanics who are authorised to drive company vehicles at no cost to such employees when the Driving Licenses expire.
ARTICLE 39 - RESPONSIBILITY OF PARTIES OF THE AGREEMENT
(a) Nothing in this Agreement will worsen existing terms and conditions of service of any individual employee.
(b) If the interpretation of any part of this Agreement is in dispute and the dispute cannot be resolved by the Standing Negotiating Committee, the terms shall be treated in accordance with the appropriate section of the Constitution of the Committee.
Signed on behalf of GHANA HEAVY EQUIPEMENT LIMITED
Chief Executive Officier
Production Support Service Manager
IT/Shipping manager
Signed on behalf of UNION
INDUSTRIAL RELATIONS OFFICER
KETTING (LOCAL SECRETARY - GHEL
DATE: 13 - 04 - 2010
JUNIOR STAFF SALARIES/WAGES EFFECTIVE FEB 2010
ARTISANS AND TECHNICAL GRADES
| GRADE | YEAR | PER ANUM | PER MONTH |
| MF
MECHANIC FOREMAN |
1ST YEAR
2ND YEAR 3RD YEAR 4TH YEAR 5TH YEAR 6TH YEAR 7TH YEAR 8TH YEAR 9TH YEAR 10TH YEAR 11TH YEAR 12TH YEAR 13TH YEAR 14TH YEAR 15TH YEAR |
2,947.38
2,997.18 3,046.98 3,096.7 3,146.57 3,196.37 3,246.16 3,295.96 3,345.71 3,395.51 3,427.61 3,459.71 3,491.71 3,523.81 3,555.91 |
245.62
249.77 253.91 258.06 262.21 266.36 270.51 274.66 278.81 282.96 285.64 288.31 290.98 293.66 296.33 |
NOTE
1. APPRENTICES: Include Student Mechanics
2.ARTISAN FOREMAN (*): Career stops at this level
JUNIOR STAFF SALARIES/WAGES EFFECTIVE FEB 2010
ARTISANS AND TECHNICAL GRADES
| GRADE | YEAR | PER ANNUM | PER MONTH |
| Ml
MECHANIC l CRAFTMAN |
1ST YEAR
2ND YEAR 3RD YEAR 4TH YEAR 5TH YEAR 6TH YEAR 7TH YEAR 8TH YEAR 9TH YEAR 10TH YEAR 11TH YEAR 12TH YEAR 13TH YEAR 14TH YEAR 15TH YEAR |
1,819.7
1.855.2 1,890.99 1,926.62 1,962.26 1,997.90 2,033.54 2,069.18 2,104.81 2,140.46 2,163.42 2,186.38 2,209.34 2,232.30 2,255.26 |
178.08
180.83 183.48 186.32 189.06 191.81 194.56 197.30 200.05 202.79 204.56 206.33 208.10 209.87 211.64 |
|
SM SNR MECHANIC ARTISAN FOREMAN |
1ST YEAR 2ND YEAR 3RD YEAR 4TH YEAR 5TH YEAR 6TH YEAR 7TH YEAR 8TH YEAR 9TH YEAR 10TH YEAR 11TH YEAR 12TH YEAR 13TH YEAR 14TH YEAR 15TH YEAR |
GH0
2,136.94 2,169.90 2,201.76 2,235.81 2,268.76 2,301.72 2,334.66 2,367.62 2,400.56 2,433.51 2,454.74 2,475.97 2,497.23 2.518.43 2,539.65 |
GH0
178.08 180.83 183.48 186.32 189.06 191.81 194.56 197.30 200.05 202.79 204.56 206.33 208.10 209.87 211.64 |
JUNIOR STAFF SALARIES/WAGES EFFECTIVE FEBRUARY, 2010
CLERICAL/ADMIN GRADES
| GRADE | YEAR | PER ANNUM | PER MONTH |
| SNR CLERICAL 1
STENOGRAPHER 1 SNR ACCOUNTS 1 STOREKEEPER 1 |
1ST YEAR
2ND YEAR 3RD YEAR 4TH YEAR 5TH YEAR 6TH YEAR 7TH YEAR 8TH YEAR 9TH YEAR 10TH YEAR 11TH YEAR I2TH YEAR 13TH YEAR 14TH YEAR 15TH YEAR |
2,947.38
2,997.17 3,046.96 3,096.74 3,146.54 3,196.30 3,246.10 3,295.89 3,345.67 3,395.47 3,432.51 3,469.54 3,506.59 3,543.63 3,580.67 |
245.62
249.76 253.91 258.06 262.21 266.36 270.51 274.66 278.81 282.96 286.04 289.13 292.22 295.30 298.39 |
JUNIOR STAFF SALAR1ES/WAGES EFFECTIVE FEBRUARY, 2010
CLERICAL/ADMIN GRADES
| GRADE | YEAR | PER ANNUM | PER MONH |
| CLERICAL 1
ACCOUNTS 1 STORES 1 SNR. TYPIST DRIVER 1 |
1ST YEAR
2ND YEAR 3RD YEAR 4TH YEAR 5TH YEAR 6TH YEAR 7TH YEAR 8TH YEAR 9TH YEAR 10TH YEAR I1TH YEAR 12TH YEAR 13TH YEAR 14TH YEAR 15TH YEAR |
1,876.26
1,917.11 1,957.98 2,005.55 2,039.70 2,056.78 2,080.56 2,162.28 2,203.14 2,244.00 2,270.32 2,296.64 2,322.96 2,349.28 2,375.60 |
156.35
159.76 163.16 167.13 169.97 171.40 173.38 180.19 183.59 187.00 189.19 191.39 193.58 195.77 197.97 |
| SNR CLERICAL 2
STENOGRAPHER 2 SNR ACCOUNTS 2 STOREKEEPER 2 SENIOR DRIVER |
1ST YEAR
2ND YEAR 3RD YEAR 4TH YEAR 5TH YEAR 6TH YEAR 7TH YEAR 8TH YEAR 9TH YEAR 10TH YEAR 1 1TH YEAR 12TH YEAR 13TH YEAR 14TH YEAR 15TH YEAR |
2,103.99
2,167.11 2,201.78 2,237.02 2,272.81 2,309.16 2,346J11 2,383.65 2,421.78 2,460.54 2,485.50 2,510.46 2,535.42 2,560.38 2,585.34 |
175.33
180.59 183.48 186.42 189.40 192.43 195.51 198.64 201.82 205.04 207.12 209.20 211.28 213.36 215.44 |
JUNIOR STAFF SALARIES/WAGES EFFECTIVE FEBRUARY, 2010
CLERICAL/ADMIN GRADES
| GRADE | YEAR | PER ANNUM | PER MONTH |
| CLERICAL 3
ACCOUNTS 3 STORES 3 TYPIST 2 |
1ST YEAR
2ND YEAR 3RD YEAR 4TH YEAR 5TH YEAR 6TH YEAR 7TH YEAR 8TH YEAR 9TH YEAR 10TH YEAR 1 1TH YEAR 12TH YEAR 13TH YEAR 14TH YEAR 15TH YEAR |
1,355.26
1,387.90 1,420.57 1,453.23 1,485.89 1,518.55 1,551.21 1,583.88 1,616.54 1,649.19 1,670.23 1,691.27 1,712.31 1,733.35 1,754.39 |
1 12.94
1 15.66 118.38 121.10 123.82 126.55 129.27 131.99 134.71 137.43 139.19 140.94 142.69 144.45 146.20 |
| CLERICAL 2
ACCOUNTS 2 STORES 2 TYPIST 1 DRIVER 2 |
1ST YEAR
2ND YEAR 3RD YEAR 4TH YEAR 5TH YEAR 6TH YEAR 7TH YEAR 8TH YEAR 9TH YEAR 10TH YEAR 1 1TH YEAR 12TH YEAR 13TH YEAR 14TH YEAR 15TH YEAR |
1,638.12
1,674.50 1,710.87 1,747.26 1,783.64 1,820.02 1,856.39 1,892.77 1,929.16 1,965.54 1,988.58 2,012.02 2,035.46 2,058.90 2,082.34 |
1 12.94
1 15.66 118.38 121.10 123.82 126.55 129.27 131.99 134.71 137.43 139.19 140.94 142.69 144.45 146.20 |
SECURITY SALARIES / WAGES EFFECTIVE FEB. 2010
| GRADE | YEAR | PER ANNUM | PER MONTH |
| S2
SECURITY GUARD SENIOR SECURITY GUARD |
1ST YEAR
2ND YEAR 3RD YEAR 4TH YEAR 5TH YEAR 6TH YEAR 7TH YEAR 8TH YEAR 9TH YEAR 10TH YEAR 11TH YEAR 12TH YEAR 13TH YEAR 14TH YEAR 15TH YEAR 16TH YEAR 17TH YEAR 18TH YEAR 19TH YEAR 20TFI YEAR |
1,355.24
1,382.35 1,410.00 1,438.20 1,466.96 1,496.30 1,526.22 1,556.75 1,587.88 1,619.64 1,652.03 1,685.08 1,718.78 1,753.15 1,788.22 1,823.98 1,860.46 1,897.67 1,935.62 1,974.33 |
112.94
115.20 117.50 119.85 122.25 124.69 127.19 129.73 132.32 134.97 137.67 140.42 143.23 146.10 149.02 152.00 155.04 158.14 161.30 164.53 |
| SI
SECURITY OFFICER |
1ST YEAR
2ND YEAR 3RD YEAR 4TH YEAR 5TH YEAR 6TH YEAR 7TH YEAR 8TH YEAR 9TFI YEAR 10TH YEAR 11TH YEAR 12TH YEAR 13TH YEAR 14TFI YEAR 15TH YEAR |
2,071.05
2,112.47 2,154.72 2,197.81 2,241.77 2,286.60 2,332.34 2,378.98 2,426.56 2,475.09 2,524.59 2,575.09 2,626.59 2,679.12 2,732.70 |
172.59
176.04 179.56 183.15 186.81 190.55 194.36 198.25 202.21 206.26 210.38 214.59 218.88 223.26 227.73 |
