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COLLECTIVE AGREEMENT BETWEEN THE INDUSTRIAL AND COMMERCIAL WORKERS UNION, ICU (GHANA) AND CROWNSTAR ELECTRONICS INDUSTRY LIMITED

2014-2016

PREAMBLE

(a) An agreement made this 1st November 2014 between the Industrial and Commercial Workers Union of (Ghana) ICU a Union officially certified under Section 99 of Labour Act 2003 (Act 651), (hereinafter called the union) which union represents those employees on whose behalf it has been certified to negotiate and Crownstar Electronic Industries Limited (hereinafter called the Employer) which group represents its members on whose behalf it has been appointed to negotiate is the complete Agreement between the parties and provides as follows:

(b) This agreement will apply to all employees who are in employment of the employer on the date of signing this agreement and equally apply to employees who are engaged by the employer while the agreement is in force. The terms and conditions of this Agreement shall take effect from 1st November 2014.

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 here - to the basis of Agreement covering rates of pay, hours of work between the parties hereto during the life of this Agreement.

ARTICLE 2 - DURATION

(a) The duration of this Agreement shall be for a period of two years from 1st November 2014 to 31st October 2016 with yearly wage opener. At ten months from the effective date of this agreement and once during the period of this 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.

At anytime within 28 days to the expiration of this agreement, either party to this agreement may give notice in writing expressing its wish for this agreement to continue in force for further period to be agreed upon between the parties to this agreement or express its intention to terminate this agreement provided that the absence of any such notice, thirty days after its expiration, this agreement shall continue in force until rescinded by the parties.

ARTICLE 3- CONDITIONS OF ENGAGEMENT

a) Where a person who is without experience is recruited he/she shall be required to undergo a probationary period of at least six (6) months. A person with previous experience of the work involved in the job for which he/she is recruited will be required to undergo probationary period of three (3) months.

(b) On engagement of any employee who falls within the scope of this agreement shall be furnished by the Employer with a copy of this agreement together with an Appendix 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. Job Description

(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

1. The standard hours of work for basic pay shall not exceed forty (40) hours a week. The actual hours of work shall be decided by the company in accordance with 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 recognized period of rest.

Any number of hours worked over and above the 40 hours per week will be treated as overtime or some days off.

2. (a) Night watchmen are engaged for watchmen's duties from 6.00pm to 7.00am the next day. However, under no circumstance shall the total number of hours worked exceed 84 hours per week, with 2 days off in the month.

DAY WATCHMEN

A day watchmen may be engaged for duties from 6.00am to 7.00pm, however -- any additional hours worked shall be paid as overtime as stated in Article 5.

ARTICLE 5-OVERTIME

Whereas overtime is not compulsory, Employees should be willing to do reasonable amount of overtime when the exigencies of work require it. 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: -

Monday to Fridays Time X 1 and 1/2
Saturdays Time X 1 and 3/4
Public Holiday/Sunday Time X 2

Transport allowance for Saturday/Sunday and Public Holiday is GHc 4.30(four Ghana cedis and thirty pesewas. This would be catered for all employees who attend duty.

For the purpose of calculating the over time rate the new consolidated salary divided by 27 days and divided by 8 hours a day.

ARTICLE 6 - RATE OF PAY

(a) Employees who are covered by this Agreement shall receive the rates of pay appropriate to their respective job classifications.

(b) It is agreed that payment of salaries and wages shall be made monthly, but not later than the last day of the month.

(c) If new jobs are created during the lifetime of the agreement both sides will meet to negotiate their classifications.

ARTICLE 7-ANNUAL INCREMENT

(a) Annual salary increment shall be granted at the end of the year up to the limit of the scale, provided the employee has not been advised in writing two months before the end of salary year that his increment is being withheld because of unsatisfactory work and/or conduct. If appraisals are not done by February employees will be given automatic 5% across board.

(b) Any employee who has completed six (6) months continuous service at the end of the salary year shall be eligible for annual increment in accordance with (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 years, he/she shall be paid exgratia of half of his/her monthly salary and thereafter a quarter of his/her monthly salary every year, provided the employee has not been advised in writing two 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 size of the loan and period of repayment.

(b) Salary advance not exceeding an employee's half-month's earned 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 the post of higher classification for a period not less than 30 days he/she will be paid an acting allowance equivalent to the difference between the employees current salary and the same category in the grade which he/she acted.

(b) Supervisor, line in - charge, QC Testers are not covered by this clause

as by the nature of the job which requires that, the job entrusted to them have to be completed under their supervision.

(c) Trainees, however, will 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.

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 recognized station of employment, and is not provided with an accommodation by the Employer, he/she shall be entitled to an all inclusive Out- Station Allowance of GHc 45.00 (Forty -five Ghana Cedis) per night.

(b) LUNCH ALLOWNCE ON DAY RETURN TRIP

Where an employee is required by his/her work to spend a day (normal working hours within a day) away from his/her recognized station of employment, (excluding Greater Accra, Tema and Kasoa) and is unable to enjoy the Employer's Canteen facilities, he/she shall be entitled to a flat Lunch Allowance of GHc 6.00 (Six Ghana cedis).

ARTICLE 11 - ANNUAL LEAVE

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

a 1 - 5 years 21 workingdays
b 6 - 8 years 24 workingdays
c 9 years & above 30 workingdays

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 months served after taking his/her last 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 employer 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 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 accumulated up to two years entitlement at the discretion of the Employer.

5. Leave may be interrupted at anytime 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 required assignment. The Employer will refund transport expenses incurred by the employee and pay additional Fourteen Ghana Cedis (GHC14.00) as out of pocket expenses.

6. Employees may be allowed to break their annual leave days into parts within the year in accordance with Section 28 of the Labour Act 2003 (Act 651).

ARTICLE 12-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.

ARTCLE 13 - TRANSFER

(a) PERMANENT TRANSFER

i. The employee will be liable to transfer from one station to another in the interest of efficiency within the organization, as the Employer requires. Except in cases of emergency, notice of at least 30 days shall be given. An employee may also request for a transfer. In making the transfer the Employer will give prior consideration to those applications. Nothing in the foregoing shall debar an employee so transferred from applying for retransfer back to his/her original station after a period of three (3) years.

ii. The Employer will pay the fares of the employee and his family to the new station. For the purpose of this article, an employee's family will be himself, his wife, and his children under 18 years of age and one house help.

iii. Where the transfer is at the request of the employee or where the employee voluntarily accepts to be transferred the employer will not pay for the fare of the employee and his family to the new station

iv. The Employer will also arrange to pay cost of transportation of the employee's personal belongings.

v. The Employer will pay the employee so transferred a Disturbance Allowance of three and a half (3 and 1/2) month basic salary/wages. In addition Article 10 will apply for not more than 30 days.

(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 will at the same time bear the cost of the fare of the employee on transfer.

(c) Departmental transfer may be effected at the discretion of Management.

(d) REPATRIATION

On leaving the service of the Employer on grounds other than summary dismissal and resignations, the Employer shall pay the fares for the employee and his family (as Article 13a (ii) and the cost of transportation of the employee's personal effects from his last 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

The employer undertakes to provide suitable means for the training of the employees including apprentices where such means will enable the employees 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 recognized educational establishment which requires time off, the Employer will afford the employee such time off with pay and the Employee will undertake to bear the cost of such course. Due note will also be taken of any employee's request to attend such course which would render the applicant more competent in the performance of his duties within the organization.

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 permanent office in 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 3 days prior to the day such leave is to be effective.

ARTICLE 16 - MEDICAL FACILITIES

1. Employer shall provide free medical attention to all the employees including casuals at a Government recognized hospital or clinic in the area of employment subject to a maximum limit of One Hundred and Seventy Five Ghana Cedis (GHc 175.00) with in one calendar year. Medical attention shall include:

a. Drugs prescribed by the Doctor

b. X-ray examination and Laboratory test

c. Dental treatment excluding provision of dentures

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

2. Notwithstanding (d) and (e) above, the Employer shall contribute up to Seventy Ghana Cedis (GHc 70.00) every two years for the provision of hearing aids or to renew lenses of spectacles of users. The provision of free medical service shall not cover maternity treatment or self-inflicted diseases, e.g.

i. Sexually transmitted diseases, injury or diseases caused by misconduct on the part of the staff.

ii. Chronic alcoholism or use of stimulants, drugs, narcotics, except as prescribed by the physician.

iii. Unlawful acts or attempts, causing injuries.

3. The employer also accepts for its account the cost of vaccination and inoculation, which are required for business travel.

4. The Employer shall also provide medical treatment to the employee's family at Government recognized Hospitals or Clinics for one unemployed spouse plus four unmarried and unemployed children below eighteen (18) years of age whose names had been stated on the worker's personal profile, so however that the total medical bill for the medical treatment envisaged in this paragraph shall not exceed One Hundred and Ninety Ghana Cedis (GHc 190.00) within one calendar year.

5. In case of an employee and his family being treated at a medical institution or clinic when on leave outside Accra/Tema metropolis, the company shall refund the cost of such treatment given, upon receipts of medical bill obtained from government hospital/poly clinic only and confirmation thereof.

6. In an emergency case where the employee and his family being treated at a medical institution or clinic on a non-working day, the company shall refund the cost of such treatment given upon receipt obtained from hospital/clinic and confirmation thereof.

7. Re- imbursement of hospital expenses shall not cover sanitation items and food provided by the hospital / clinic.

8. The Company shall register all employees and their dependent under the National Health Insurance Scheme (NHIS)

9. The existing Medical Provision that are being enjoyed by the employees under Article 16 (1) to (5) should remain in operation and be used as an Emergency Facility in case employee visit any government recognized hospital and for no fault of theirs and do not have access to NHIS Medical Facilities at the point of call; they can revert to the provision for disbursement.

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 one period of twenty-four months as follows:

1- 3 years service 2 months full pay

2 months 3/4 pay

2 months 1/2 pay

Over 3 - 8 years' service 3 months full pay

3 months 3/4 pay

3 months 1/2 pay

Over 9years & above 4 monthsfullpay

4months 3/4 pay

4 months 3/4 pay

(b) After the exhaustion of the above sick leave, the provisions of the National Pension Scheme shall apply.

(c) In addition, there shall be a medical Board to examine the affected employee and if found that the employee is unfit to continue to work he/she shall be retired on medical grounds and be paid his/her entitlement at the discretion of Management.

ARTICLE 18 - MATERNITY LEAVE

(a) The employer shall grant maternity leave to any female employee of the company in accordance with section 57 of the labour Act 2003 (Act 651)

(b) Maternity leave will be additional to any entitlement to sick 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 born.

(d) Approved absence from duty arising from pregnancy in excess of the maximum period described above will be regarded as absence on the grounds of ill health and the rule governing sick leave will apply.

(e) Maternity leave will count for increment.

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

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, when the explanation is not acceptable to Management. After two warnings have been given in writing, a third offence or continued unsatisfactory service within a period of twelve calender month's service will give Management the right to terminate the employment of the employee concerned. For the purpose of this Article, warning letter shall cease to have effect after a period of twelve (12) months.

ii. However, employees who willfully commit the same offence will be treated In accordance with their records even though they may have been ineffective after twelve months from the date of warning.

(b) SUSPENSION

(i) In the event of an employee committing an offence of criminal nature he/she shall be suspended outright for 5 days to allow for investigation into the matter.

(ii) 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, the employee shall be suspended without pay pending further investigations. If no case is proved against the employee, the employee will be paid in full for the period of suspension. If however, the case is proved against the employee he will be summarily dismissed as at the day the suspension commenced.

(c) SUMMARY DISMISSAL

In the event of an employee being found guilty of serious misconduct such as dishonesty, insubordination, drunkenness, sleeping on duty, smoking etc 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 himself/herself in the presence of the Union Representative. An alternative penalty for the above offence shall be on suspension without pay for a stated period not exceeding four (4) weeks.

ARTICLE 20 - LEAVING THE SERVICE

1. Termination/Resignation 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 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 years of 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 years of continuous service, one month's notice or pay in lieu of notice.

(iii) Pay in lieu of notice shall apply to those who vacate their post also.

(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 employee and the Union.

(2) REDUNDANCY

(a) Where for one reason or another, an Employer is compelled to declare any number of employees redundant as laid down in Section 65 of the Labour Act 2003 (Act 651), the employer shall give the Union not less than three calendar month's notice in advance of final action being taken.

(b) Notice to the individual employee shall constitute notice of termination of employment. If there is sufficient 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 past performance and "First in last out" if all things being equal.

(d) Employees covered by this agreement who are terminated on grounds of redundancy shall receive all their entitlements.

(e) Any employee in the service of the company as at date of engagement and is declared redundant will receive payment as follows:

1 and 1/2 month's salary for each year of service with effect from the date of engagement.

The Employer shall however endeavour to make additional payments upon consultation with the Union and within the Employer's ability.

(f) In this Article "Salary" or "Wages" 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.

(g) 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 multiply by twenty seven (27).

(3) An employee leaving the service under summary dismissal shall not be given payment in lieu of notice.

(4) RETIREMENT/SUPERANNUATION

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 55 for the male and female.

Compulsory retirement age shall be 50 for male and female. 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 introduce an incentive bonus to cover classes of employees where applicable. The form of bonus shall

be decided by the Employer. The union shall be consulted in the fixing of production targets and rate.

ARTICLE 22 - TOOLS ALLOWANCE

Employer shall provide employees with tools.

ARTICLE 23 - FRUSTRATED WORK

Where an Employee reports for duty on his normal working days but he is ordered to stop work by the Employer or any person in the authority of 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 24 - PROMOTION

Promotion of higher grades shall be by merit. Where employees are considered suitable by their employers to take up vacancies in higher grades within the Establishment they shall be given prior consideration.

Promotion to a higher grade shall be in line with increment of salary according to the salary scale.

The Employer may consult the Union on all matters of promotion. Management shall take suggestions, nominations and recommendations from the Supervisors/Local Union and Factory Manager before making final decision. However the final decision will be made by the management.

ARTICLE 25 - CERTIFICATE OF SERVICE

On resignation or retirement of an employee from the service of an Employer, Certificate of Service will be awarded.

ARTICLE 26 - UNION NOTICE BOARD AND OFFICE

The Employer shall provide space for Notice Board to be placed on the premises 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 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.

The Employer undertakes to deduct the union dues from employee's salary/wages as notified to him in writing by the Union and to pay such amount deducted to the Union.

(b) The Employer recognizes the Industrial and Commercial Workers' Union as the sole Union for Collective Bargaining in respect of the employees in his service covered by this Agreement.

ARTICLE 29 - ABSENCE FROM WORK

(a) In the event of any employee covered by this Agreement who absents himself/herself from work without permission on habitual basis shall be queried and if a satisfactory answer is not given within two days he/she shall be given a warning letter but if satisfactory answer is given, then No warning letter shall be issued.

(b) An employee absenting himself/herself for a consecutive period of seven (7) days without any information whatever 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 unaviodable circumstances prevented him from returning to duty or notifying his absence, they may at their discretion reinstate him in the service

(d) Any employee reporting for duty late more than 3 times in a month shall be marked 1/2 day for every lateness. This applies to lateness after lunch break also.

ARTICLE 30 - INDIVIDUAL CONTRACTS

An employee covered by this Agreement shall not be compelled to enter into a different contract of employment or 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- NEXT-OF-KIN

Every employee must give the employer, at the time of his engagement the name(s) and address(s) of beneficiaries, whom he/she wishes to nominate to receive any entitlements due to him/her from the employer in the event of the death of an employee. The employee at his/her discretion can change the name(s) and their address(s) of the beneficiaries at any time provided the request is in writing. The employees last nominated beneficiaries are the only legal beneficiaries. The Employer will take due regard to the requirements that may be necessary in law.

ARTICLE 32 - INDUSTRIAL INJURY/DISEASE

(a) All workers covered by this Agreement shall be covered by the Workman's Compensation Law 1987 (PNDC Law 187).

ARTICLE 33 - RECREATIONAL FACILITIES

The Employer undertakes whenever possible to encourage sporting activities.

ARTICLE 34 - 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 Steward/Local Secretary to present his case.

Step 2: If the matter remains unresolved, the Shop Steward/Local Secretary will take the matter up with the Sectional Manager. If no progress is made at this stage, the Local 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. If the Committee fails to resolve the matter, either party will proceed constitutionally by reporting the dispute to the National Labour Commission in accordance with Section 154 of the Labour Act 2003 (Act 651).

ARTICLE 35 - LONG SERVICE AWARD

Employees covered by this Agreement shall be entitled to long service award as Follows:

1. 7 years continuous service - a certificate plus DVD Player plus GHc 45.00 cash

2. 10 years continuous service - a certificate plus Water Dispenser plus GHc 60.00 cash

3. 15 years continuous service - a certificate plus Standing Fridge double door plus GHc 150.00 cash.

4. 20 years continuous service - certificate plus Deep freezer (300-400 litres)plus GHc 250.00 cash.

ARTICLE 36 - FUNERAL GRANT

1. In the event of the death of an employee, the Employer shall make a donation of One Thousand Ghana Cedis (GHc 1000) all inclusive against production of death certificate.

2. In the event of death of an employee's spouse or child the Employer shall donate an amount of Three Hundred Ghana Cedis (GH0300) all inclusive, in a period of 12 months.

3. In the event of death of an employee's parents (the employer shall donate an amount of one hundred and Fifty Ghana Cedis (GHc 150) all inclusive, in a period of 12 months.

ARTICLE 37 - COMPANY DRIVER'S PROTECTION

1. In the event of court proceedings being instituted against a driver involved in motor accident when driving the Employer's vehicle in the course of his duties, the insurance company will be informed to take necessary action.

2. Any danger caused to the vehicle through carelessness or negligence of duty shall be debited to the Accounts of the driver/person involved and shall be deducted at source at reasonable installments.

ARTICLE 38 - ANNUAL BONUS

Annual bonus may be paid to ail employees. Such bonus will be paid at the discretion of the Employer.

ARTICLE 39 - ANNUAL APPRAISAL REPORT

Annual appraisals on each employee should be made towards the end of the year. The employee shall read the full report and sign when he agrees with the contents. If the employee does not agree, the employee shall not sign the report and he shall write an explanatory note to be attached to the report.

ARTICLE 40 - RESPONSIBILITY OF PARTIES TO THE AGREEMENT

Nothing in this agreement will worsen terms and conditions of service in any individual employment.

If the interpretation of any 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 Section 154 of the Labour Act 2003 (Act 651).

SIGNED FOR AND ON BEHALF OF

CROWN STAR ELEC, IND. LTD.

RAMESH SADHWANI

JOINT MANAGING DIRECTORS

JOHNABRAHAM

CHIEF OPERATING OFFICER

YAYRA FESSI

(HR MANAGER)

SIGNED FOR AND ON BEHALF OF

IND. AND COMM. WORKERS UNION OF GHANA

SAMUEL N. K AKO

SNR. INDUSTRIAL RELATIONS OFFICER

GEORGE MANORTEY

(LOCAL UNION - CHAIRMAN)

KASIM IBRAHIM

(LOCAL UNION -SECRETARY)

Crownstar Electronics Industry Limited - 2014

Start date: → 2014-11-01
End date: → 2016-10-31
Name industry: → Manufacturing
Public/private sector: → In the private sector
Concluded by:
Name company: → Crownstar Electronics Industry Limited
Names trade unions: → Industrial and Commercial Workers Union (ICU)

TRAINING

Training programmes: → Yes
Apprenticeships: → Yes
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: → No
Paid menstruation leave: → No
Pay in case of disability due to work accident: → Yes

WORK AND FAMILY ARRANGEMENTS

Maternity paid leave: → -9 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: → Insufficient data days

EMPLOYMENT CONTRACTS

Trial period duration: → 90 days
Severance pay after 5 years of service (number of days' wages): → 45 days
Severance pay after one year of service ((number of days' wages): → 45 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 week: → 40.0
Paid annual leave: → 21.0 days
Paid annual leave: → 3.0 weeks
Rest period of at least one day per week agreed: → No
Paid leave for trade union activities: →  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: → No

Premium for evening or night work

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: → 100 %

Allowance for seniority

Allowance for seniority: → GHS  per month
Allowance for seniority after: → 7 years of service

Meal vouchers

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