COLLECTIVE BARGAINING AGREEMENT BETWEEN NEW TIMES CORPORATION AND INDUSTRIAL AND COMMERCIAL WORKERS UNION

ARTICLE 3 - CONDITIONS OF ENGAGEMENT

a) On the appointment of any employee covered by this Agreement, he/she shall be furnished by the Corporation with a copy of this Agreement together with any appendices for his retention.

b) The Corporation shall also give the newly engaged employee a letter of appointment stating:

i. Salary Point

ii. Salary Scale

iii. Probation Period

iv. Job Description

v. Department Assigned to

vi. Prospects for Promotion

c) The point of entry into the appropriate scale for new appointments shall be based on experience and qualification adjudged to be relevant to the post.

d) The Union shall be given copies of appointment letters of all staff except the Managing Director and Management staff. In the case of Management staff the Union upon request shall be furnished with copies of the appointment letters.

e) Probation period shall be six (6) months for all Professional and Managerial Staff Union members.

g) At any time during the probationary period, the employee, or the Corporation may terminate the contract by either party giving to the other party at least fourteen (14) days’ notice or pay a sum equivalent to his/her salary for the period.

h) In case of gross misconduct by an employee on probation, the Corporation reserves the right to dismiss him/her summarily. In any case the said employee shall be furnished with grounds of stated misconduct and be heard.

i) At the time of signing this Agreement all Professional and Managerial Staff Union employees who have been in service of the Corporation and have given satisfactory service for a period not less than their probationary periods shall be considered permanent.

ARTICLE 4 - UNION SHOP/CHECK-OFF

a)Unless informed in writing by an employee covered by this Agreement to Management with a copy to the Professional and Managerial Staff Union of his or her desire not to be member of the Union, any such employee shall be deemed to be a member of the Professional and Managerial Staff Union.

b)The Corporation undertakes to deduct the Union dues and other assessments in existence for the time being from the employee’s salary/wages and to pay such amount deducted to the Union.

c)For the purpose to this agreement the Corporation recognizes the Industrial and Commercial Workers’ Union as the sole Union for Collective Bargaining for the senior employees in the employment of the Corporation.

d)Notice Board and Office

The Corporation will install a separate notice board for the Union at a suitable place on its premises for dissemination of information and education of Union members and provide a furnished office for the Union’s deliberations.

ARTICLE 5 - WORKING HOURS

b) Without prejudice to paragraph (a) of this Section, start and finishing times shall be as follows:

As at present, Depending on the exigencies of the time, the system can be renegotiated between Employer and the Union.

d) The hours of work which shall be in accordance with the requirements to local conditions shall be regulated by Management in consultation with the Union.

ARTICLE 6 - ANNUAL INCREMENT

c) If an employee's increment is withheld for unsatisfactory work or misconduct he/she shall be informed of his/her short-comings and the number of months for which his/her increment would be withheld and a copy of that letter should be forwarded to the Professional and Managerial Staff Union.

d) In the case of special merit, employees may be awarded additional increment at the discretion of Management.

ARTICLE 7 - PROMOTION

a) All vacancies shall be filled as far as possible from within the Corporation by eligible serving staff. Notice for all vacancies shall be pasted on the notice board and a copy to the Union for employees with requisite qualification who desire the post to apply.

b) Promotion shall be earned after probation subject, of course, to satisfactory work and conduct and availability of a vacancy in the next higher grade. However, an employee shall have to serve in his present grade for at least a period of three (3) years before being eligible for promotion. However, in cases of exceptional ability and conduct, an employee can earn promotion before the expiry of the three (3) years period.

c) If an employee has to be superseded in promotion by a junior, ample justification shall have to be provided and the grading in the Annual Appraisal Form of the employee concerned should reflect this.

d) The basic criteria for promotion shall be the employee’s qualifications, efficiency on the job, experience, sense of responsibility, initiative, general behaviour and all other things being equal, seniority and upon recommendation of the employee’s Head of Department. All promotions shall be vetted by Promotions Committee.

e) Where,, an employee has remained on top of his/her salary scale for (2) years he/she shall be paid ex-gratia of half his/her monthly salary and thereafter every other year provided the employee has not been advised in writing (2) months before the end of the salary year that his/her increment is being withheld because of unsatisfactory work or conduct.

f) Establishment list: The employer shall allow the Professional and Managerial Staff Union official not below the rank of Secretary of the Professional and Managerial Staff Union to sight the up-to-date establishment list in order to resolve any dispute regarding promotion of an employee.

ARTICLE 8 - TRAINING WITHIN INDUSTRY

e) Where it is possible for an employee of the Corporation to be given further training either in Ghana or Overseas, a Training Committee would be set up to select the candidate for the course (s) as follows:

i. Management Representative - 1

ii. PMSU“- 1

iii. Local Union “- 2

iv. Co-opted Member- 1

ARTICLE 9 - SALARY ADVANCES/LOANS

(a) Salary Advance

Salary Advance equivalent of half (1/2) the employee's basic monthly salary may be granted to a permanent employee, deductible at the end of the month in which it is granted.

(b) Loans

In the event of the death of an employee's registered father/mother/husband/wife or child, an employee who has served his/her probation with the Corporation shall be considered for a loan up to six (6) months’ basic pay to enable him/her meet the expenses at the time of the funeral. Application must be submitted at the time of the report of the death and repayment shall be by payroll deduction and pro-rated up to maximum of twenty-four (24) months, depending on the size of the loan. An employee can take such advances once in respect of each dependent.

A Committee comprising Management and Union shall be formed to handle all types of staff loans.

(c) Special Loans

An employee with three (3) years or more service may be granted a special loan to meet urgent needs. The size and frequency of such loan shall depend on the circumstances of each case. Until the amount is repaid within twelve (12) months, no additional loan shall be granted.

(d) Loans to purchase means of transport

(i) Employees may be granted loans, in accordance with existing Government policy to purchase their own means of transport if their work necessitates frequent movement from place to place and/or abnormal working hours. Such loans shall include cost of insurance and purchase tax. Interest on such loans shall be charged based on existing government regulations.

(ii) An employee who has been granted a loan to purchase a vehicle shall, before receiving the loan, sign a Deed of Assignment, vesting ownership of the vehicle in the Corporation until the loan is fully repaid.

(e) All Loans/Salary Advances shall be granted subject to the financial position of the Corporation.

ARTICLE 10 - ACTING ALLOWANCE

a) Where an employee is required to perform the duties of a post of a supervisory nature such as Sectional Head or Foreman and above continuously for 21 days he/she shall be paid the difference between his/her salary and the minimum point of that of the accepted post in which he/she acts. After he/she has been duly nominated and informed in writing accordingly.

b) An employee who is required if necessary to act in a post two or more grades above his/her own shall be paid 25% of monthly salary as a Special Allowance. Where more than one person is eligible to act in the place of an official, it will be better to interview the two people to see which of them is more eligible to act.

c) No employee will be required to act continuously in a vacant staff grade for a period exceeding six (6) months. At the end of this period, steps shall be taken by Management to fill the post through the normal channel and the employee in acting position shall be informed accordingly.

d) Trainees, however, shall be required to act in different posts for the varying periods and work involved shall be regarded as part of their training, and shall not, therefore entitle them to acting allowances. The trainee shall be informed at the commencement of his/her training period of this condition. By trainee in this context it is meant, a new employee or a confirmed employee who is being trained in a job with a higher responsibility.

e) An employee who discharges the duties of a Senior Ranking employee, in addition to his normal duties, shall receive 30% of his basic monthly salary as Relieving Duties/Additional Responsibilities Allowance.

f) Under no circumstance should any worker who qualifies for Acting Allowance under this Article act without being paid.

ARTICLE 11 - HOUSING ALLOWANCE

a) All Employees are entitled to (GHc 60.00) Sixty Ghana Cedis as rent subsidy.

b) Unless otherwise stated in an employee's letter of appointment, where accommodation is provided for an employee, 10% of such employee's salary or appropriate rents charged by the Government shall be deducted at source, towards maintenance of such houses.

ARTICLE 12 - OUT OF STATION ALLOWANCE

(a) Overnight Allowance

(b) An employee who travels outside his normal place of work on day return trip shall be entitled to an amount of Thirty Ghana Cedis (Ghc 30.00) per day.

(c) In case of an employee whose boarding and lodging fees are being footed by a sponsor, Management shall consider paying out-of-station allowance abated by 1/3 as inconvenience allowance.

ARTICLE 13 - ANNUAL LEAVE

2. Employees leaving the Corporation shall be paid any arrears of their annual earned leave entitlement.

3. Public holidays, absence from duty due to sickness certified by a Registered Medical Practitioner and pregnancy, as well as confinement shall not affect the leave entitlement of a worker.

4. Any period during which a worker is absent from normal duties with the permission of the employer on an account of his participation in voluntary public works in the discharge of public duties, the granting of special leave with or without pay, shall not be counted as part of his annual leave.

5. An employee who is recalled from leave shall be paid twenty-five (25%) per cent of his/her basic monthly salary as an inconvenience allowance in addition to T&T from the place of recall, and the number of days left added to the next annual leave in accordance with the Labour Act.

6. At no time shall an employee’s annual leave be withheld without reasonable cause for more than one (1) year.

7. All employees shall be entitled to two (2) days as leave traveling days.

ARTICLE 14 - CASUAL LEAVE

Casual leave not exceeding (10) ten days in any one year may be granted with pay where the employee has already exhausted his/her annual leave.

ARTICLE 15 - LEAVE OF ABSENCE FOR UNION ACTIVITY

Any employee elected as a delegate to any Union activity necessitating leave of absence shall be granted such leave with pay. Written notice for such a leave giving the length of leave shall be given to the Corporation as far in advance as possible but on no event later than the prior date to the leave and its frequency in the year shall be determined on merit of individual cases.

ARTICLE 16 - MEDICAL FACILITIES

a) For the purpose of this Agreement, the Corporation shall provide medical attention for:

ii. Photographs and particulars of the employee's spouse and children shall be produced by the employee for the purpose of documentation.

b) The Corporation shall pay the cost of medical examination, surgical and all other treatment including the cost of drugs prescribed by the Doctor including boarding and lodging in hospitals.

c) The Corporation shall bear the cost of medicated lens not exceeding Two Hundred Ghana Cedis (Ghc 200.00) and One Hundred and Fifty Ghana Cedis (Ghc 150.00) for Frame and Case.

d) All these charges on the Corporation are applicable locally.

e) Where the nature of the ailment of an employee requires the services of a Herbalist, the Corporation shall bear the cost of such services provided by approved Herbal Clinics.

g) The scheme shall also cover accidents covered by the Third Party or Employee's Liability Insurance.

h) The scheme shall not cover the following:

i. The provision of dentures except where the disability is caused by the nature of work and except extraction of tooth/teeth.

ii. Plastic surgery shall be in the course of employment.

iii. Spouses of employees whose employers operate a similar medical facility unless there is proof to the contrary.

i) Obstetrics and Gynaecology - Delivery cost of female employees shall be borne by the Corporation. Delivery costs on dependents shall not be borne by the Corporation.

j) The service of the Government Health Centre shall be employed in those centres where one has been appointed except in case of emergency when the service of a registered medical practitioner other than the Corporation’s doctor may be used.

ARTICLE 17 - INDUSTRIAL INJURY/DISEASES

ARTICLE 18 - MATERNITY LEAVE

ARTICLE 19 - SICK LEAVE

b) After this period, Management in consultation with the Union and on the advice of a Medical Officer shall take a decision on the employee concerned.

c) The employee may take any vacation due to him/her after he/she has enjoyed his/her sick leave entitlement where he/she is entitled to such leave.

d) Application for sick leave shall be accompanied by a certificate from a certified Government Medical Officer, and application for an extension of sick leave shall be similarly supported. If in the opinion of the Medical Officer, the employee is incapacitated, the provision of Section (25) (b) of the Social Security Act shall apply in addition to any other entitlement or payment due to the employee.

ARTICLE 20 - DISCIPLINE (POLICY AND PROCEDURE)

a) Every employee shall conform to and abide by the provisions of this Agreement and shall comply with, obey all orders and directions which may from time to time be given to him/her by any person or persons under whose jurisdiction, supervision or control he/she may be placed.

b) Every employee shall serve the employer, truthfully, faithfully and shall maintain the strictest secrecy regarding and at such places as he/she may from time to time be directed by the employer.

c)Every employee shall:

i. Do his/her job with the greatest possible efficiency, care and attention at such time and place as directed and subject to such conditions as laid down by the employer.

ii. Behave with propriety and maintain an exemplary standard of conduct.

iii. Refrain from any action which may endanger his/her own safety, the safety of his/her work-mates or other people.

d) Where the services of any employee have not proved satisfactory or where an employee commits an offence which does not merit summary dismissal, he/she may be given written warning. For a first offence however, the employee shall be warned verbally in the presence of an executive member of the Union.

e) Before a warning letter is given, the employee shall be permitted to state to Management his/her answer to offence or short-comings which have been leveled against him/her.

f) After three (3) warnings have been given in writing a fourth offence or continued unsatisfactory service within a period of twelve consecutive months shall give the Management the right to terminate the employment of the employee concerned.

g) The Union shall be served with copies of all warning letters. For the purposes of this section, a warning letter shall cease to have effect after twelve (12) months, and shall therefore be endorsed "null and void" and kept in his/her file.

ARTICLE 21 - TERMINATION OF SERVICES AND RESIGNATION

a) An employee whose services are terminated or who is asked to resign as a result of committing a breach of any provision warranting in this Agreement shall be given due notice as contained in the sub-section (b) or pay a sum equivalent to his salary for the period under the said Section.

b) Notice of termination of appointment or resignation shall be in writing one (1) full calendar month in advance, for all senior staff.

c) Any employee suspected of cases involving dishonesty, fraud, proven drunkenness, smoking in a prohibited area, willful refusal to obey a legitimate and reasonable instruction, stealing and proven gross misconduct, shall be given a maximum period of up to seventy-two (72) hours to defend him/herself before a Committee of Inquiry.

d) The following alternative penalties for any of the above offences may be recommended at the discretion of the committee:

i. Termination with an entitlement to which he/she may be eligible.

ii. Reduction in rank, that is, removal to immediate grade on the corresponding notch.

iii. Being asked to resign with full benefits.

e) In all cases, the employee shall be heard and be given the right to appeal to Management, Board or Sector Ministry.

ARTICLE 22 - INTERDICTION/SUSPENSION

a) If any employee is suspected of being guilty of any offence which would justify summary dismissal, Management may interdict the employee from duty while further investigations are carried out. During the period of interdiction, the employee shall be entitled to be paid at the rate of half of his/her basic salary. If he/she is not guilty of the offence, the employee shall be entitled to be paid his/her full salary and shall be reinstated in his/her employment. However, if his/her guilt is established, dismissal shall be effected from the date of interdiction.

b) No employee shall, however remain interdicted for a period exceeding three (3) months, except where the case is with the police/courts otherwise he/she shall be paid full salary pending final determination of the case.

c) For offence which may not merit summary dismissal the employee may be suspended for a period not exceeding (14) days. In case of suspension no salary shall be paid for the period.

ARTICLE 23 - SUMMARY DISMISSAL

a) Summary dismissal may be effected by the Corporation, for sufficient, just and reasonable cause involving dishonesty, fraud, proven drunkenness, smoking in a prohibited area, wilful refusal to obey a legitimate and reasonable instruction, stealing and proven gross misconduct.

b) All employees involved in dismissal shall be given the right to appeal.

ARTICLE 24 - REDUNDANCY

ARTICLE 25 - RETIREMENT

a) An employee who reaches the age of superannuation shall retire or be retired. However, the retiring age for both males and females shall be 60 years and subject to any constitutional amendment.

b) Any employee leaving the Corporation either on voluntary or compulsory retirement shall receive all his entitlements under this Agreement.

c) One month's notice or payment in lieu of notice shall be given by an employee in the case of voluntary retirement.

d) Where it becomes necessary to re-engage the services of a retired employee, such employee shall be placed on a salary grade which is one step below his/her former grade.

Early Retirement

e) An employee can take voluntary retirement without benefit after 45 years.

f) An employee who is above (56) years may apply to proceed on early retirement and upon approval by Management, in consultation with the Union, shall be paid (50%) fifty per cent of his/her salaries for the remaining service years as retirement benefit.

g) An Employee who goes on compulsory retirement at the age of 60 or voluntary retirement at the age of 55 years shall access the Corporation’s health facility for Two (2) years until the National Health Insurance Scheme becomes fully operational.

ARTICLE 26 - TOOLS ALLOWANCE

a) Employees who are required to provide their own set of tools shall be paid monthly allowance as follows:

Cameramen/women - .Ghc 50.00

Laptop/Computer- .....Ghc 40.00

All others- ..................Ghc 30.00

b) Renewal of Drivers’ License

i. The Corporation shall pay the cost of renewal of license for all Drivers.

ii. Drivers of Corporation vehicles who get involved in accidents shall be given legal assistance in the preliminary stage to establish the extent of their responsibilities in the act.

iii. Where it is established that a driver is guilty of the offence he shall refund all legal expenses to the Corporation.

iv. Drivers with (3) three years’ continuous accident free driving shall be given a recognition. The nature of recognition shall be discussed with the Union.

ARTICLE 27 - DUTY ALLOWANCE

a)Senior Staff who are required to work for more than (3) hours daily shall be given 25% of their basic salary as Duty Allowance.

b) Bilingual Journalists and Secretaries shall receive 20% of their basic salaries as allowances.

c) Senior Staff who are required to work in the night, such as Circulation, Web, and other related operations shall be entitled to 10% of their basic salary as Night Allowance.

d) All journalists shall receive 10% of their basic salaries as Journalist Allowances in lieu of unsocial working hours.

ARTICLE 28 - GRIEVANCE PROCEDURE

Step 1: In event of any grievance, the employee shall, as a first step take the matter up with his/her immediate Supervisor. If he/she does not obtain satisfaction he/she may ask for his/her Professional and Managerial Staff Union (PMSU) Secretary to present his/her case.

Step 2: If the matter remains unresolved, the Professional and Managerial Staff Union (PMSU) Secretary will take the matter with the Sectional Manager, if no progress is made at this stage, the Professional and Managerial Staff Union (PMSU) Secretary shall take the matter up with the Personnel Manager.

Step 3: If the matter remains unresolved, the Professional and Managerial Staff Union (PMSU) Secretary will inform the Regional Industrial Relations Officer of the Union who will arrange to meet Management and endeavour to settle the issue.

Step 4: If after Step 3 above and the matter still remains unresolved the Professional and Managerial Staff Union (PMSU) shall summon the Standing Negotiating Committee to meet in an endeavour to reach agreement.

Step 5: If the Committee fails to resolve the matter, either party shall proceed constitutionally by reporting the dispute to the National Labour Commission in accordance with the Labour Act 651 of 2003.

ARTICLE 29 - ANNUAL BONUS

ARTICLE 30 - ABSENCE FROM DUTY

a) Absence from duty without reasonable cause is an offence. No employee covered by this Agreement shall absent himself/herself from his/her duties without having first obtained permission from Management or any other person authorized to grant him/her such leave of absence.

b) Any employee so absenting himself/herself makes him/herself liable to be either warned or deprived of his/her salary for the period of his/her absence unless he/she can give reasonable explanation.

c) Any employee who is absent without permission for ten (10) consecutive working days, shall be regarded as having vacated his/her post without notice.

d) Any employee may be dismissed after due warnings for habitually absenting himself/herself from work without permission.

e) An employee who is regarded to have vacated his/her post may appeal to Management, and if Management is satisfied that unavoidable circumstance prevented him/her from returning to duty or notifying his/her absence, it may at its discretion re-instate him/her in the service.

f) An employee who absents himself/herself from duty on grounds of ill- health without being certified by the Corporation's Doctor or by a registered medical practitioner to be unfit for duty is liable, to be regarded as absent without permission.

g) No employee may leave his/her place of work during normal working hours without permission. Any employee who commits such an offence shall be warned verbally on the first occasion. On subsequent occasions, appropriate warning letter shall be put on his/her personal record with copy to the Professional and Managerial Staff Union.

ARTICLE 31 - CLOTHING ALLOWANCE

a) Employer shall provide uniforms or special working clothing to the following categories of workers who shall be required to wear them regularly to work:

i. Drivers

ii. Female Staff

iii. Technical Personnel

iv. Security Officers

v. Canteen Staff

vi. Friday wear

- Two (2) free issues every other year

- Two (2) free issues every other year

- Two (2) free issues every other year

- Two (2) free issues every other year

- Corporation’s design African print to all staff every other year.

b) Employees who are provided with uniforms shall be responsible for the maintenance of the uniforms in good condition.

c) Male/Female employees who are not provided with clothing shall be paid One Hundred and Sixty Ghana Cedis (Ghc 160) every year.

ARTICLE 32 - PROTECTIVE CLOTHING/EQUIPMENT

ARTICLE 33 - CANTEEN FACILITIES

The Corporation shall provide facilities for Canteen for its employees. A Canteen Committee shall be set up to advice Management on the efficient running of the Canteen. The Committee's report shall be considered.

ARTICLE 34 - NEXT OF KIN

After the signing of this Agreement employees may nominate their next of kin to the Corporation. The Corporation shall pay all benefits so accrued to the employee at the time of death to such next of kin.

ARTICLE 35 - FUNERAL GRANT

ARTICLE 36 - LONG SERVICE AWARD

ARTICLE 37 -'TRANSFER AND TRANSFER ALLOWANCE

a) In the case of permanent transfer, an employee shall as far as possible be notified in writing 30 days before the date of departure to the new station. In case of shorter notice, an employee shall be paid an allowance of one month salary in lieu thereof.

b) The Corporation shall give every possible assistance to the employee so transferred to obtain accommodation. Failing that the employee will be paid out-of-station allowance for 60 days.

c) The Corporation shall provide transport for the employee transferred together with his/her family or actual cost of transportation involved shall be paid by the Corporation. For the purpose of this Section, an employee's family will be himself, his wife, his children under 18 years of age and his/her houseboy or maidservant.

d) The Corporation shall pay the employee so transferred One Thousand, One Hundred Ghana Cedis (Ghc 1,100) as Transfer Allowance.

e)Married female employees could be transferred, but only when absolutely necessary.

f) A staff on temporary transfer for a period of three (3) months shall be deemed permanent and all benefits under permanent transfer paid to such an employee.

g) All transfer fees shall be paid in full before the employee proceeds on transfer and as far as practicable be done before the beginning of the academic year. However, in emergency transfers, the full payment is to be made not later than two (2) weeks after assumption at the new station.

h) Where an employee applies for transfer outside his/her station the transfer shall be granted subject to availability of vacancy at the new station.

i) Voluntary transfers shall not attract payment of Transfer Allowance and Per Diem Allowance.

j) On no occasion shall a Professional and Managerial Staff Union Executive be permanently transferred.

k) An employee after serving a minimum of five (5) years at a station may apply for transfer outside his/her station with full benefits subject to the availability of vacancy.

ARTICLE 38 - INSURANCE SCHEME

a)The employer shall take a Group Insurance Cover for all its employees.

b)Legal assistance to the Corporation's drivers shall be considered upon application. If the fault is from the driver, he shall be surcharged with the legal expenses.

ARTICLE 39 - REPATRIATION

a) On leaving the service of the Corporation other than by summary dismissal or resignation, the Corporation shall pay the fares for the employee and his family and the cost of transportation of the employee's personal effects from his/her last station in which he /she was first engaged or his hometown in Ghana.

b) In the case of retirement and invalidation, the employee shall be repatriated to his / her hometown in Ghana.

ARTICLE 40 - INDIVIDUAL CONTRACT

No employee covered by the Agreement shall be compelled or allowed to enter into a Contract or Agreement with the Corporation concerning the conditions of employment, wages and salaries as dealt with in this Agreement or shall be allowed to be bonded in any sum to any part without prior approval of the Union.

ARTICLE 41 - RECREATIONAL FACILITIES

a)The Corporation shall provide facilities for sports and culture for the workers. Provision of a Club House shall be undertaken when funds are available.

b)A library shall be provided by the Corporation to enable employees to broaden their outlook.

c)Management shall endeavour to provide a House Magazine to the staff of the Corporation.

ARTICLE 42 - TRANSPORT

b) Transport Refund

ARTICLE 43 - PRIVATE EARNINGS

No employee shall engage in any business which is competitive to the one that the Corporation undertakes.

ARTICLE 44 - SUBSISTENCE ALLOWANCE FOR APPROVED CONFERENCES/COURSES/SEMINARS/BUSINESS TOURS

a) Approved all inclusive per diem/Overseas Allowance for delegates and employees shall be paid in accordance with current Government approved rates.

b) Employees proceedings on courses and conferences shall be paid outfit allowance once every three (3) years as approved by the Government.

c) An employee who is sponsored on an approved trip abroad by an Organization other than the employer shall be entitled to an abated subsistence allowance. Allowance for fully sponsored trips shall be abated by 2/3 whilst partly sponsored trips shall be abated by 1/3.

ARTICLE 45 - CREDIT UNION

The Corporation shall have a Credit Union to be managed by a Committee.

ARTICLE 47 - END OF SERVICE BENEFIT (ESB)

Employees who leave the service of the Corporation on grounds of Retirement, III health, Termination or Death shall be paid End of Service Benefit:-

a) Retirement:

- Ill health} 5-10 yrs - 12 months salary

- Voluntary Retirement} 10 - (plus) - 15 yrs - 18 months salary

- Compulsory Retirement} 15 - (plus) - 25 yrs - 20

25 - (plus) - 35 yrs - 22 “ “

35 yrs and above - 24 “ “

An Employee who goes on compulsory retirement at the age of 60 or voluntary retirement at the age of 55 years shall access the Corporation’s health facility for Two (2) years until the National Health Insurance Scheme becomes fully operational.

b) Death - In the event of an employee’s death the next of kin shall receive (12) months basic salary.

c) Termination of Appointment - All employees shall be paid (6) six months basic salary as End of Service Benefit except on grounds of misconduct.

d) Resignation - Any employee who resigns from the Corporation shall not be paid End of Service Benefit.

ARTICLE 48 - RISK ALLOWANCE

All employees shall receive 10% of their monthly basic salary as risk allowance

ARTICLE 49 - RESPONSIBILITIES OF PARTIES TO THE AGREEMENT

Nothing in this agreement shall worsen the salaries/wages and the existing terms and Conditions of Service. If the interpretation of any part of this Agreement is in dispute and the dispute cannot be solved by the Standing Negotiating Committee, the item shall be treated in accordance with the Appropriate Section of the Constitution of the Committee.

ARTICLE 50 - DEFINITIONS

In this Agreement, unless the context otherwise required:

1. " Managing Director" means the MD of the Corporation or in his absence on leave, sick leave, etc, any executive member appointed by him to deputize for him.

2. "Corporation" means the New Times Corporation as established by Law and includes all the Regional Offices with the name NTC.

3. “ Employee" means a member of the Corporation's staff who is a member of the Union but excludes Temporary, Casual, Contract, National Service and Vacation Workers.

4. " Employer" means the New Times Corporation.

5. " Family" means an employee's registered spouse and children under 18 years who are duly registered with the Corporation.

6. " Dependant" means an employee's registered spouse, child, mother or father.

7. " Management" includes the management, Heads of the various departments and any other person having the authority to act on behalf of the Managing Director.

8. " Salary" means substantive consolidated salary and does not include allowance, such as acting, Vehicle Maintenance Allowance.

9. "Working Day" means any working day excluding Saturdays, Sundays, and Statutory Public Holidays provided this does not apply to shift workers, Editorial, Technical Services and News Production Staff.

Signed for and on behalf of:

NEW TIMES CORPORATION

Mr KOFI ASUMAN

MANAGING DIRECTOR

Signed for and on behalf of:

INDUSTRIAL AND COMMERCIAL WORKERS UNION

Mr SAMUEL LARNYOH