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COLLECTIVE AGREEMENT BETWEEN B.B.C IND. COMPANY (GHANA) LIMITED AND THE INDUSTRIAL AND COMMERCIAL WORKERS UNION (GHANA)

(JAN, 2014 - DEC, 2015) 

AN AGREEMENT BETWEEN THE INDUSTRIAL AND COMMERCIAL WORKERS UNION (GHANA) AND B.B.C. INDUSTRIAL COMPANY (GHANA) LIMITED

PREAMBLE:

This AGREEMENT is made this between B.B.C. INDUSTRIAL COMPANY (GHANA) LIMITED, (hereinafter referred to as the COMPANY) and the INDUSTRIAL AND COMMERCIAL WORKERS UNION (GHANA) (hereinafter referred to as the UNION)

officially certified under the Labour Act 2003, Act 651 as the negotiating body and provides for the terms of employment and non-employment and personal obligation imposed on and right granted to an employee or employer which shall be regarded as TERMS of a CONTRACT of EMPLOYMENT between each employee to whom the provision apply and his employer. This agreement shall cover all employees of B.B.C. INDUSTRIAL COMPANY (GHANA) LTD. For whom the Union has been duly certified to negotiate.

ARTICLE 1:- PURPOSE:

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 basic agreement covering rates of pay, hours of work, between the parties hereto during the life of this Agreement. It is agreed that should any disagreement arise between the Employers and the Union, the parties will immediately settle this agreement as outlined herein.

ARTICLE 2:- DURATION

This Agreement shall remain in force for a period not less than two years from lst January 2014 to December 30th 2015. After Twenty-Two (22) Months from the effective date, either party may give the other party notice in writing of its desire to continue such Agreement for a specified further period agreeable to either party’s notice of intent to amend specified provision or to terminate the agreement. The Agreement shall continue in force until a new agreement is signed. After twelve (12) months from the effective date of this agreement but only once during the two years period, either party may give to the other party a month’s notice in writing that it wishes to negotiate a revision in wages or salaries only. Until such revision is negotiated the present rates specified shall remain in force.

ARTICLE 3:- DEFINITIONS:

1. The term “Employee” shall apply to the class of employees covered by this Agreement.

2. Reference in this Agreement to the term “Working days” shall exclude Saturdays, Sundays and Public Holidays. However, where employees are required to work on shift, Saturdays and Sundays shall be considered working days if the employee has not worked for more than 40 hours in the week.

ARTICLE 4:- ENGAGEMENT / PROBATION

(a) A copy of this Agreement with its Appendices shall be provided by the Company to each Employee presently in the service of the Company and to each new employee who opt to become a member of the Union.

(b) The Company shall give the newly engaged employee a letter of appointment stating:

1. Salary

2. Salary Scale

3. Effective Date of Appointment

4. Probation period

5. Job Title

6. Department Assigned

(c) An employee so engaged shall undergo a probation period of six (6) months and when he has given satisfactory service his appointment shall be confirmed in writing.

(d) Should the work of the probationer prove unsatisfactory at the end of the probation period, Management shall have the option to extend the probation for a further period of three (3) months. Thereafter, Management reserves the right to dispense with the services of the probationer if his/her performance is still unsatisfactory.

(e) Unless informed in writing to the contrary, the employee who has completed his probation will be deemed to have been confirmed in the appointment.

(f) New employees shall first undergo medical examination by the Company’s doctor before commencement of work.

ARTICLE 5:- UNION MEMBERSHIP

(a) Every employee covered by this Agreement shall be deemed to be a member of the Union to the extent of paying his membership dues and any general assessment uniformly levied against all Union members. The Company undertakes to deduct Union dues from employee’s salaries/wages and pay over the sums deducted as may be directed by the Union.

(b) The employer recognizes I.C.U. as the sole Union for Collective Bargaining in respect of the employee in his services covered by this Agreement.

ARTICLE 6:- WORKING HOURS

(a) The standard working hours for basic pay shall be eight (8) hours per day and forty (40) hours per week. The hours of work will be regulated by the Company in accordance with the exigencies of the work for basic pay will not exceed the standard working hours as laid down in (a) above.

(b) All night watchmen shall start at 6.00pm.and break off at 6.00am the next day from Monday to Sunday.

(c) Night Watchmen should be given a rest period of one day per week.

ARTICLE 7:- OVERTIME

(a) Employees who are required by the Company to work in excess of working hours per day shall be paid overtime for work so performed.

(b) Overtime rates shall be as follows:

Monday-Friday One Time and half (1 and 1/2)
Saturday/Sunday and Public Holidays Double Time (2)

(c) Except at his own request, no employee should be given time off to off-set overtime entitlement.

ARTICLE 8:- NIGHT ALLOWANCE

A night allowance of GHc 6.OO per shift will be paid to workers who are required to do night shift.

ARTICLE 9:- PUBLIC HOLIDAYS

(a) The Public Holidays recognized by the Company are those declared by the government from time to time.

(b) If a holiday falls on an employee’s off day, he will enjoy the day off the next working day.

ARTICLE 10:- RESIGNATION / TERMINATION NOTICE

(a) An employee who completes his probationary period shall give or be given notice or pay in lieu of notice as follows:.

(i) After probation and up to 3 years of continuous service - 2 weeks’ notice or pay in lieu thereof.

(ii) After 3 years of continuous service - One (1) months’ notice or pay in lieu thereof.

(b) No notice or payment in lieu of notice shall be given to an employee who is summarily dismissed.

(c) Notice of termination of appointment or resignation shall be in writing.

ARTICLE 11:- LEAVING THE SERVICE

1. REDUNDANCY

(a) The Union shall be notified by the Company three calendar months before any section of the labour force is laid off (made redundant). This notice shall not include the effective date of the Redundancy and the number of employees to be laid off.

(b) In preparing a list of probable redundant employees the principle of first engaged last to be laid off, the last employed first to leave should be the working basis, however, efficiency will be taken into account.

(c) Employees covered by this Agreement who have served the Company for one (1) year and above, who are terminated on the grounds of redundancy will be entitled to any accrued untaken leave in addition to one and half (1 and 1/2) month’s salary for each year of service. However, should redundancy occur in the Company both Management and the Union will sit and agree on the form the compensation should take.

2. RETIREMENT ON HEALTH GROUNDS

If in the opinion of the Company’s Doctor an employee is found not to be fully fit to resume work, he shall be compulsorily retired. (An employee may however seek a second or third medical opinion at his own cost)

3. RETIREMENT UNDER SUPERANNUATION

(a) An employee who attains the age of 60 shall be retired. Voluntary retirement age shall be 55 years for both male and female.

(b) Three (3) months’ notice or pay in lieu of notice shall be given by either side in the case of retirement.

ARTICLE 12:- ANNUAL INCREMENT

A performance-based salary increment shall be conducted annually through a system of employee performance appraisal. The annual increment shall not be less than Five (5) Percent of employees’ basic salary.

ARTICLE 13:- PAY DAY

Monthly wages and salaries shall be made ready by the Company and paid to the employees not later than the last day of the calendar month.

ARTICLE 14:- PROMOTIONS

As far as possible, and depending on suitable candidates being found, all vacancies will be filled within the Company. Employees will be informed through advertisement on notice boards or through internal circular and memoranda of vacancies as they occur to enable those in other departments of lower grades with requisite qualification who desire to be considered for any vacancy can apply.

The criteria for determining employees to be promoted shall be based on availability of vacancy, merit, potential skill, physical and mental ability to assume higher responsibilities and good conduct. All things being equal seniority shall be a determining factor when two employees have similar qualifications.

ARTICLE 15:- ACTING ALLOWANCE

(a) An employee who acts in a higher position than his own grade continuously for twenty (20) working days shall be paid an allowance calculated as the difference between the acting employee and the minimum salary of the grade in which he is acting or 30% of the acting employee’s salary whichever is higher.

(b) An employee who performs all the duties of a higher position continuously for a minimum period of three (3) months and a maximum period of six (6) months shall be deemed to have been confirmed in the post at the end of the period unless advised by the employer to the contrary before the end of the six (6) months period.

ARTICLE 16:- OUT OF STATION ALLOWANCE

Meals and accommodation shall be provided for any employee who shall be required to work outside his

station. Management shall provide transport in all cases.

ARTICLE 17:- ANNUAL LEAVE

1. An employee who has completed twelve consecutive calendar month’s service shall be granted paid annual leave according to the following scales:

i. (a) 1 - 5 years = 21 working days

(b) 6 years and above = 30 working days

2. 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 lieu thereof in proportion to the number of month served after his/her leave, or after engagement in the case of newly employed staff.

3. As far as possible, leave will be granted at a time most convenient to the employee provided the exigencies of the service permit. Where owing to the exigencies of the service it is not possible for the employer to permit an employee to take his/her full leave entitlement in any one leave year, the portion which he/she is unable to take will be added to his/her leave entitlement of the following year.

4. Leave may be interrupted at any time if the exigencies of the service demand this and the employee shall return to work before the expiry of his/her leave. An employee whose leave is thus interrupted will be allowed to take the remaining leave soon after he/she has completed the require assignment.

5. Employees may be allowed to break their annual leave days into two parts within the year in accordance with L.I. 32 Section 43.

ARTICLE 18:- SICK LEAVE

(a) Sick leave shall be granted to an employee when the need for such leave is certified by the Company’s Doctor or any qualified Doctor to whom an employee is referred to by the Company’s Doctor.

(b) An employee whose sickness is supported by a Medical Practitioner shall be entitled to Sick Leave with pay in any one period of twenty-four (24) months as follows:

(c)

1 - 3 years 2 months full pay

2months’ 3/4 pay

2months’ 1/2 pay

4 - 6 years 3 months’ full pay

3months’ 3/4 pay

3months 1/2 pay

7 years and above 4 months’ full pay

4months’ 3/4 pay

4 months’ 1/2 pay

© After the exhaustion of the sick leave and an employee was not fully recovered based on the recommendation of a Medical Board, a committee constituted by the employer and the union shall review the matter on how such employee would be exited.

ARTICLE 19:- CASUAL LEAVE

An employee who has already exhausted his/her annual leave may upon application be granted casual leave of absence with pay. The number of days granted should be at the discretion of the Employer and determined by the circumstances of each case.

ARTICLE 20:- MATERNITY LEAVE

(a) The Employer shall grant maternity leave to any female employee of the Company who prior to her confinement, has completed not less than twelve months continuous service such leave shall be six weeks before and six weeks after confinement and the female shall receive full pay for the period she is absent.

(b) Maternity Leave will be additional to any entitlement to Sick Leave /Annual Leave

(c) On production of a Medical Certificate, the period of Maternity Leave shall be extended to at least eight weeks where the confinement is abnormal or where in the course of the same confinement, two or more babies are bom.

(d) Maternity Leave will count for increment.

(e) Any employee returning to duty after Maternity Leave will be given two (2) hours a day during her working hour for nursing her child for a maximum period of six (6) months.

ARTICLE 21:- PERMISSION FOR UNION MEETING

The Company agrees that the Union is permitted to gather its members who are employees of the Company on the premises of the Company for union meetings having first obtained Management’s permission.

ARTICLE 22:- LEAVE OF ABSENCE FOR UNION ACTIVITIES

Any employee elected as an officer of the Union or who is selected as a delegate to any Union activity necessitating leave of absence shall be granted such leave with pay approved by Management. Written notice for such leave be given to the Company far in advance as possible. The length of the leave and its frequency in the year should be determined on the merit of individual cases.

ARTICLE 23:- NOTICE BOARD

The Company shall provide a Notice Board placed conspicuously on the premises for the use of the Union.

ARTICLE 24:- MEDICAL FACILITIES

The Employer shall provide free medical attention to all employees at a Medical Institution or Clinic in the area of employment:-

(a) Drugs prescribed by the Doctor

(b) X-Ray examination and Laboratory tests

(c) Dental treatment excluding provision of dentures, except where loss of Teeth was sustained through injury in the course of discharging normal Duties

(d) Optical treatment excluding provision of glasses

(e) Ear treatment but without provision of hearing aids

(f) Hospitalization in a Government Hospital

(g) The cost of Laboratory investigation in the process of diagnosis

Notwithstanding (d) and (e) above, the Employer shall contribute GHc l80.00 (One Hundred and Eighty Ghana Cedis) every two years for the provision of hearing aids or to renew lenses of spectacle users.

The provision of free medical services shall not cover maternity treatment or self-inflicted diseases, e.g.

(i) Sexually transmitted diseases, injury or disease caused by misconduct on the part of staff

(ii) Chronic alcoholism or use of stimulants, drugs, narcotics, except as prescribed by physician

(iii) Unlawful acts or attempts, causing injuries

(iii) Diseases contracted while engaged on some other business or occupation other than that of the Employer.

The Employer also accepts for his accounts the cost of Vaccination and Inoculation, which are required for business travel.

The Employer shall also provide medical treatment to the employee’s family at Government recognized Hospital or Clinic for One unemployed spouse plus Four (4) unmarried and unemployed children below eighteen (18) years of age, so however the total medical bill for the medical treatment envisaged in this paragraph shall not exceed GHc 5OO.OO (Five Hundred Ghana Cedis) within one calendar year.

ARTICLE 25:- ANNUAL MEDICAL EXAMINATION

Employees shall occasionally be examined by a Medical Doctor and the report made known to the Employer

ARTICLE 26:- TOOLS

1. The Company will supply to all workers the tools required to perform the work of their designated classification

2. Employees furnished with such tools will sign a receipt for such responsibility for their care and safekeeping. Such tools lost or damage through the negligence of the employee will be replaced by an identical tool and the replacement value charged to the employee

3. Replacement of such tools because of reasonable usage will be made upon presentation of such unserviceable tool.

4. Where the Company does not provide tools the employee shall be given an allowance for own tools used.

ARTICLE 27:- UNIFORM / WORKING CLOTHING / BATH SOAP/MILK

(1) The Company undertakes to provide two sets of Uniforms for employees whose nature of work required the use of protective clothing

(2) The old uniforms shall be returned in exchange for new ones

(3) The Employees, including non-factory staff, shall be provided with one (1) bar of soap every one calendar month for washing protective clothing and one cake of bathing soap every month.

(4) The employees including non-factory workers shall be provided with five (5) tins of milk every month, to mitigate the effect of chemicals inhaled by employees.

ARTICLE 28:- NEXT OF KIN

Every employee must give to the Company at time of his engagement and alteration thereafter from time to time, the names and addresses of his next of kin. In the event of the death of an employee, the Company will take the regard to the deceased wishes in the payment of monies, benefits due to the estates, subject to any requirement that may be necessary in law.

ARTICLE 29:- RECREATIONAL PROGRAMME

The Company undertakes, whenever possible to encourage sporting activities.

ARTICLE 30:- TRAINING WITHIN INDUSTRY

(a) The Company undertakes to train employees to enable them to become more competent in performance of their duties and fit them for promotion within the establishment.

(b) Where the employee is being trained for promotion, he will be acquainted with the post to which he may be conformed if he successfully concludes the training and the period of training.

ARTICLE 31:- FUNERAL GRANT

(a) In event of the death of an employee the company shall pay One Thousand Ghana Cedis (GHc 1OOO.OO) cash to the deceased registered spouse and children to cover all expenses. The employer shall donate Five Hundred Ghana Cedis (GHc 5OO.OO) to staff on the death of a biological child and Four Hundred Ghana Cedis (GHc 4OO.OO) on the death of a spouse respectively.

ARTICLE 32:- INDIVIDUAL CONTRACT

An employee covered by the Agreement shall not be compelled to enter into different contract of employment to worsen the condition 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 33:- PROVIDENT FUND

1. The Company shall institute a Provident Fund Scheme for workers.

2. Contribution towards the Provident Fund shall be as follows:

(i) Contribution by Employer - 5% of Employee’s basic salary

(ii) Contribution by Employee - 5% of Employee’s basic salary

3. The Provident Fund shall be administered administratively comprising representatives from Management and the Local Union.

ARTICLE 34:- DISCIPLINARY PROCEDURE

(a) Written Warning

Where the services of an employee have proved unsatisfactory 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 the two warning letters have been given in writing, a third offence or continued unsatisfactory service within a period of twelve months service will give Management the right to terminate the employment of the employee concerned. For the purpose of this article, a warning letter will cease to have effect after a period of twelve (12) months.

(b) Suspension/Interdiction

In the event of an employee committing an offence suspected to be gross misconduct, which could not be proved at the time of committing of the offence, such employee shall be suspended pending further investigations. During the period of suspension from duty, the employee will be paid half (1/2) rate of his basic salary. If no case is proved against the employee, the employee will be paid in full for the period.

(b) Summary Dismissal

In the event of an employee being found guilty of serious misconduct such as dishonesty, insubordination, drunkenness, smoking in a prohibited area, the employee shall be dismissed summarily. Before a worker is dismissed summarily, he/she shall be given an opportunity to defend him/herself in the presence of a Union Representative. An alternative penalty for the above offence shall be suspension without pay for a stated period not exceeding four (4) weeks.

ARTICLE 35:- INDUSTRIAL INJURY

(a) All workers covered by this Agreement shall be covered by the Workmen’s Compensation Law, P.N.D.C. Law 187, 1987.

(b) The Employer shall invite the Company’s Doctor periodically to examine and determine hazardous environments and advice accordingly.

ARTICLE 36:- OCCUPATIONAL HEALTH AND SAFETY:

(a) The Company shall continue to make reasonable provision for the safety and health of its employees at the factory during working hours.

(b) Protective devices and other equipment necessary to protect employees from industrial injury and disease will continue to be provided by the Company.

(c) Employees shall abide by the safety rules of the Company.

ARTICLE 37:- LOANS

Loans shall be granted at the discretion of the Employer depending on the exigencies of the situation and the special circumstances attending the application. The size of loan and the period of repayment shall be determined by Management.

ARTICLE 38:- SALARY ADVANCE

Salary Advance not exceeding an employee half month’s basic salary shall be granted on or before the middle of the month to be deducted in full at the end of the month.

ARTICLE 39:- LONG SERVICE AWARDS

Employees covered by this Agreement shall be entitled to Long Service Awards as follows:

1 10 years continuous service

A FramedCertificate plusCash Award of Four Hundred and Fity Ghana Cedis (GHc 450.00)

2 15 years continuous service

A FramedCertificate plusCash Award of Five Hundred and Fifty Ghana Cedis (GHc 55O.OO)

3 20 years continuous service

A FramedCertificate plusCash Award of Six Hundred and Fifty Ghana Cedis (GHc 65O.OO)

4 25 years continuous service

A FramedCertificate plusCash Award of Seven Hundred Ghana Cedis (GHc 7OO.OO)

5 30 years continuous service A FramedCertificate plus Cash Award of Seven Hundred and Fifty Ghana Cedis (GHc 75O.OO)
35 years continues service

A Framed Certificate plus Cash Award of Eight Hundred Ghana Cedis (GHc 8OO.OO)

ARTICLE 40:- GRIEVANCE PROCEDURE

In the event of any grievances, the aggrieved employee will report to the Supervisor / Foreman / Sectional Head. If he does not obtain satisfaction, he may ask for his Shop Steward / Local Union Secretary to present his case.

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 Human Resource Manager.

If the matter remains unresolved, the Local Union Secretary will inform the Regional Industrial Relations Officer of the Union who will arrange to meet Management and Endeavour to settle the issue.

If after step 3 above, the matter still remains unresolved, the Union will summon the Standing Negotiating Committee to meet and endeavor to reach an agreement. If the committee fails to resolve the matter, either party will proceed constitutionally by reporting the dispute to the National Labour Commission.

ARTICLE 41:- FRUSTRATED WORK

Where an employee reports for duty on his normal working day but he is ordered to stop work by the Company or any person in the authority of the Company before the employee completes the day’s full work due to no fault of the employee, he shall receive the full pay for the day.

ARTICLE 42:- ABSENCE FROM WORK/VACATION OF POST

1. In the event of an employee covered by this Agreement absenting himself /herself from work without permission, he shall be queried and if a satisfactory answer is not given within two days, he will be issued with a warning letter.

2. In the event of any employee absenting himself for a consecutive period of Five (5) Working Days without any information whatsoever, he shall be regarded as having abandoned his work and replacement will be made.

3. An employee deemed to have repudiated his employment contract as above may appeal to Management, and if Management is satisfied, those unavoidable circumstances prevented the employees from returning to duty or notifying his absence, Management may, at its discretion reinstate the employee in the service.

ARTICLE 43:- CERTIFICATE OF SERVICE

A Certificate of Service stating the period of service and job title shall be provided to an employee who requests such document on leaving the service of the Company.

ARTICLE 44:- TARGET INCENTIVE BONUS

In an endeavor to raise productivity, the employer shall institute an Incentive Bonus to cover classes of employees where applicable. This will take the form of cash payment for higher output.

ARTICLE 45:- ANNUAL BONUS

The employer in consultation with the Local Union shall arrange a package for workers at the end of the year. The bonus shall be paid every 15th of December.

ARTICLE 46:- ASSISTANCE FOR DRIVERS:

In the event of court proceedings being taken against a driver involved in motor accident while driving Employer’s vehicle, in the course of his duties, the Insurance Company will be informed to take the necessary action.

The Employer does not undertake any obligation to pay the fines on behalf of the driver, but the employer will at its discretion, grant loans, etc.

ARTICLE 47:- RESPONSIBILITIES OF THE PARTIES

Nothing in this Agreement shall worsen existing Terms and Conditions of Service of any individual employment.

If the interpretation or any part of this Agreement is in dispute and the dispute cannot be resol by the Standing Negotiating Committee, the items shall be treated in accordance with the appropriate section of the Constitution of the Committee, and the Labour Act, 2003 (651).

FOR AND ON BEHALF OF BBC IND. LTD.

M. A. ODAYMAT

MANAGING DIRECTOR

ZENOBIA MENSAH-AWAH

HUMAN RESOURCE MANAGER

FOR AND ON BEHALF OF I.C.U.

REGIONAL OFFICER, (TEMA)

MR. MOSES OTOO

IND. REL. OFFICER (I.C.U.)

KWAME TETTEH

CHAIRMAN - LOCAL UNION

SECRETARY - LOCAL UNION

BBC Industry Company Limited - 2014

Start date: → 2014-01-01
End date: → 2015-12-30
Name industry: → Manufacturing
Public/private sector: → In the private sector
Concluded by:
Name company: → BBC Industry Company Limited
Names trade unions: → Industrial and Commercial Workers Union (ICU)

TRAINING

Training programmes: → Yes
Apprenticeships: → No
Employer contributes to training fund for employees: → No

SICKNESS AND DISABILITY

Maximum for sickness pay (for 6 months): → 88 %
Maximum days for paid sickness leave: → 365 days
Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes
Paid menstruation leave: → No
Pay in case of disability due to work accident: → Yes

WORK AND FAMILY ARRANGEMENTS

Maternity paid leave: → 12 weeks
Maternity paid leave restricted to 100 % of basic wage
Job security after maternity leave: → Yes
Prohibition of discrimination related to maternity: → No
Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → 
Workplace risk assessment on the safety and health of pregnant or nursing women: → 
Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → 
Time off for prenatal medical examinations: → 
Prohibition of screening for pregnancy before regularising non-standard workers: → 
Prohibition of screening for pregnancy before promotion: → 
Facilities for nursing mothers: → Yes
Employer-provided childcare facilities: → No
Employer-subsidized childcare facilities: → No
Monetary tuition/subsidy for children's education: → No
Paid leave per year in case of caring for relatives: → 1 days

EMPLOYMENT CONTRACTS

Trial period duration: → 180 days
Part-time workers excluded from any provision: → No
Provisions about temporary workers: → No
Apprentices excluded from any provision: → No
Minijobs/student jobs excluded from any provision: → No

WORKING HOURS, SCHEDULES AND HOLIDAYS

Working hours per day: → 8.0
Working hours per week: → 40.0
Working days per week: → 5.0
Paid annual leave: → 21.0 days
Paid annual leave: →  weeks
Fixed days for paid annual leave: →  days
Rest period of at least one day per week agreed: → Yes
Paid leave for trade union activities: → -9.0 days
Provisions on flexible work arrangements: → No

WAGES

Wages determined by means of pay scales: → No
Adjustment for rising costs of living: → 

Wage increase

Wage increase: → 5.0 %

Once only extra payment

Once only extra payment due to company performance: → Yes

Premium for evening or night work

Premium for evening or night work: → GHS 6.0 per month
Premium for night work only: → Yes

Premium for overtime work

Premium for overtime work: → 150 % of basic wage

Premium for Sunday work

Premium for Sunday work: → 200 %

Allowance for seniority

Allowance for seniority: → GHS 450.0 per month
Allowance for seniority after: → 10 years of service

Meal vouchers

Meal allowances provided: → No
Free legal assistance: → No
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