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COLLECTIVE AGREEMENT Between QUALIPLAST LIMITED And the INDUSTRIAL AND COMMERICIAL WORKERS' UNION

January 1,2011 - December 31,2012

PREAMBLE

An AGREEMENT made this 6th day of, April 2011 between the INDUSTRIAL AND COMMERCIAL WORKERS’ UNION (ICU) a union, officially certified under Section 99 of the Labour Act, 2003 (Act 651) (hereinafter called the “UNION”) which Union represents those employees on whose behalf they have been certified to negotiate and QUALIPLAST LIMITED (hereinafter called the ‘EMPLOYER”) is the complete agreement between the parties and provided as follows:-

This Agreement will apply to all employees included in Appendix “A” who are in the employment of the Employer on the date of signing and will equally apply to employees who are engaged by the Employer while this Agreement is in force.

ARTICLE 1 - PURPOSE

a. 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 a basic agreement covering hours of work and other conditions of employment and/or non-employment to be observed between the parties hereto during the life of this Agreement.

b. It is agreed that should any disagreement arise between the Employer and the Union, the parties will immediately take steps to settle such disagreement as provided for under Section 154 of the Labour Act, 2003 (Act 651).

ARTICLE 2 - DURATION OF AGREEMENT

a. The duration of this Agreement shall be for a period of not less than Two (2) years.

b. This Agreement shall take effect from 1st day of January, 2011.

c. There will be a yearly Wage Opener to determine wage/salary revision.

ARTICLE 3 - CONDITIONS OF EMPLOYMENT

a. Upon engagement, any employee who falls within the scope of this Agreement will be handed a copy of the Agreement including any Appendices that may have been agreed upon.

b. Any employee engaged and who in the opinion of the Employer should serve probation, shall undergo a probationary period of three months and when he has given satisfaction, his appointment shall be confirmed in writing.

c. Unless advised in writing to the contrary the employee who has completed his probationary period shall have been confirmed in his appointment.

d. If the Employer is not satisfied with the work of any particular probationer but considers that there is room for improvement, that employee should be advised in writing regarding his shortcomings and the probationary period may be extended by a further period not exceeding three months.

ARTICLE 4- UNION SHOP /CHECK OFF

a. Every employee covered by this Agreement shall be deemed to be a member of the Union and shall pay Union dues uniformly levied against all members of the Union.

b. At any written request, the Employer undertakes to deduct Union dues from the employee’s salaiy/wages and pay over the sum deducted as may be directed by the Union.

ARTICLE 5 - HOURS OF WORK / OVERTIME

a. The working week will consist of five (5) days.

b. The standard working hours for basic pay shall be forty (40) hours per week.

c. In ail cases, the hours of work will be regulated by the employer in accordance with the exigencies of work provided that the total number of hours for basic pay shall not exceed the Eight (8) hours per day or 40 hours per week

d. Any Employee who at the request of his Employer works overtime either after having completed a normal day’s work or on his normal rest day or days shall be entitled to overtime pay at the following rates:-

i) Any hour(s) in excess of 8 hours per Shift - ................................................................................................Time and a half

ii) Employees working on the first rest day or on the sixth day-.................................................................. Time and a half

iii) Employees working on the second rest day(s) or public holiday-........................................................... Double time

Overtime shall not be compulsory.

The Local Union shall, however, be co-operative where Export Order makes it necessary to do overtime.

e. Personal Chauffeurs will be paid an overtime allowance and this will be part of his salary negotiations with each individual driver.

f. Shift workers are entitled to 30 minutes break period which forms part of the normal hours of work but shall however be paid for accordingly.

ARTICLE 6 - ANNUAL APPRAISAL

Annual appraisal on the competence and conduct of each employee shall be provided by the employee’s immediate Supervisor and/or Head of Department. Such appraisal when completed is to be submitted to Management during the third quarter of every year for review and approval.

ARTICLE 7 - PROMOTIONS

Promotion will be by merit tempered by seniority within the establishment. Whenever a post becomes vacant or is created; prior consideration will be given to filling it by promotion from existing staff. Employees will be informed through internal memoranda and circular on vacancies as they occur to enable employees in other departments or grades to apply.

ARTICLE 8 - SALARY ADVANCE/LOAN

a. Salary advance not exceeding 50% of employee’s monthly salary will be granted

b. Employee who has financial difficulties may be granted loan, but in exceptional case where Management is satisfied with the bona fide nature of the case this limit may be exceeded.

ARTICLE 9 - MANNER OF PAYMENT OF SALARIES/WAGES

a. Salaries and Wages shall be paid to employees on or before the last day of the month.

b. The monthly wage of a daily-rated employee shall be calculated on the basis of 27 working days.

ARTICLE 10 - RATES OF PAY.

See Appendix “A” which is part of this Agreement.

ARTICLE 11 - ACTING ALLOWANCE

Any employee covered by this Agreement who is required to carry out for more than two weeks the duties of a post superior to the grade in which he/she is normally employed will be paid acting allowance equivalent to the difference between the employee’s salary and the minimum salary for the grade in which he is acting or 20% of the employees salary whichever is higher.

ARTICLE 12 - PER DIEM ALLOWANCE (LODGING AND SUBSISTENCE)

a. Any employee who is required in the course of his/her duties to spend one or more nights away from his/her home will be paid out-of-station allowance of GHc 4.OO

b. Any employee who is required in the course of his/her duties to travel outside his place of work during the normal lunch period and who does not qualify for out-of-station allowance will be paid a lunch allowance of GHc 2.OO 

c. Payment of reasonable boarding, lodging and other out-of-pocket expenses shall be made to any employee who is required in the course of his/her duties to spend the night outside the country. Such employee shall submit relevant receipts where applicable for reimbursement.

ARTICLE 13 - ANNUAL LEAVE

Leave entitlements shall be as follows-

LEAVE DAYS
1 year and up to 5 years service 21 All categories of workers shall enjoy 5 days commutation when leave is due.
Above 5 years service but below 10 years 26
Above 10 years service but below 15 years 30
Above 15 years 31

ARTICLE 14 - COMPASSIONATE LEAVE

Compassionate leave with pay will be granted to employees in special circumstances if the Employer is satisfied that there is a bona fide case. The period of such leave will be determined by the circumstances of such case.

ARTICLE 15 - TRANSFERS

The Employer may transfer an employee in the interest of the business:-

a. If the transfer is not expected to exceed three months, the employee will be paid an out-of-station allowance as specified in Article 12(a).

b. When transfer is expected to last more than three months the Employer will pay for the cost of transport of the employee, his wife and children under 18 years (if applicable) a servant and their personal effects.

c. When an employee is permanently transferred for a period exceeding three months. The Employer will pay him a disturbance allowance ofGHc 1.2O plus 30 days out-of-station allowance as specified in Article 12 above.

ARTICLE 16 - TRAINING WITHIN INDUSTRY

a. The Employer undertakes to provide suitable means for the training of an employee including apprentices, where such means will enable the employee

to secure competency in the performance of his duties and fit him 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 undertake to bear the cost of such course. Due note will also be taken of any employee’s request to attend such a course which would render the applicant more competent in the performance of his duties within the organization.

b. Any employee required to undertake training leading to a higher appointment in the Company will be acquainted with- the period of training and the grade to which he will be promoted on successful completion of his training.

ARTICLE 17 - LEAVE OF ABSENCE FOR UNION ACTIVITIES

Any employee elected to office in or as a delegate to any labour activity necessitating a leave of absence shall be granted leave with pay. Written notice for such leave stating the length of leave required shall be given to the Employer as far in advance as possible but not less than three days prior to the day such leave is to become effective. The length and frequency of such leave will be based on the merit of individual case.

ARTICLE 18 - MEDICAL FACILITIES

i. The Employer will provide or defray the cost of medical attention (including all prescribed drugs) for his employees at a registered medical establishment to be specified by the Employer. This medical attention will exclude the following:-

a. Provision of artificial teeth, spectacles, hearing aids and artificial limbs.

b. Maternity, obstetrical and gynaecological treatment.

c. Surgical operations (cost of drugs prescribed for the above will be defrayed by the Employer).

d. Accidents covered by Third Party or Employer’s Liability Insurance,

e. Treatment necessitated by negligence of the employee concerned.

ii. In addition, the employer shall register all employees/ their dependants with the National Health Insurance Scheme (NHIS).

iii. The Employer shall provide free medical treatment to the employee’s family to the limit of one spouse registered with the Employer and four (4) children unmarried and unemployed up to the age of 18 years at any Government Hospital or Clinic but the cost of such treatment shall not be more than GHc 3OO.OO (Three Hundred Ghana Cedis) per annum. Provided that in case of emergency treatment may be received at the nearest hospital or Clinic whether Government or private.

iv. The provision excludes the husband but includes medical facility for four (4) children of female employee below the ages of 18 years whose cost of treatment shall not be more than GHc 3OO.OO (Three Hundred Ghana Cedis) and exceptions stated in sub-paragraph I (iii) and (iv).

v. Children include employee’s children with other women.

ARTICLE 19 - SICK LEAVE

a. Any employee who is absent from work due to sickness and who is certified as unfit to work by a Doctor specified by the Employer, shall be granted sick leave for the period of the certificate on the following basis:-

Employees with 1 year service and above : First 6 months full pay BUT Next 6 months half pay

b. However, any employee found working for pay whilst on sick leave will be subject to summary dismissal.

ARTICLE 20 - MATERNITY LEAVE

a. Where a pregnant female employee of the Company produces certificate from a registered midwife or medical practitioner indicating her confinement, she will be entitled to maternity leave of 12 weeks either before and/or after delivery and shall receive 100% pay for the period she is on such leave.

b. The granting of maternity leave shall not debar any employee from receiving sick leave in accordance with Article 19 of this Agreement.

c. Any pregnant female employee wishing to leave work during the period of pregnancy may do so without loss of seniority.

d. On return to duty any nursing mother will be granted one hour off duty per day for the purpose of nursing her child up to the time the child is 12 months old.

ARTICLE 21 - INDUSTRIAL ACCIDENTS

The first part of any absence due to injury at work will be counted against entitlements to sick leave. Thereafter the Workmen’s Compensation Law will apply. The Company will, however, supplement the sick leave benefit to give the employee full pay for the first month.

ARTICLE 22 - DISCIPLINE DISCIPLINE:

Any act of misconduct or negligence on the part of an employee is an offence which may render him liable to disciplinary action:

a) Disciplinary Action for Major Offence

Where the conduct of an employee is proven to be unsatisfactory or where an employee is found guilty of any of the offences listed for the purpose of the Agreement as major offences, the employee shall be disciplined with appropriate penalty.

b) Major Offences

The following shall be considered as major offences:

i. Falsification of record.

ii Stealing of Company’s or other employee’s property.

iii Divulging of official secrets to an unauthorized person

iv. Coercion, intimidation, threatening of fellow employee or use of insulting language towards another employee.

v. Willful damage to Company’s or other employee’s property,

vi Fraud

vii Unauthorised employee driving or attempting to drive the Company’s vehicle or operating / attempting to operate the Company’s equipment.

viii. Vacation of post

ix. Smoking in prohibited area

x Inciting actions militating against company’s operations.

xi. Malicious spreading of false and detrimental report.

xii Falsifying testimony when an incident is being investigated;

xiii Engaging in any private business that will conflict on objective of the Company.

xiv Gross insubordination or gross dereliction of duty or willful disobedience of lawful order.

xv Conviction or felony or other criminal offence.

xvi Immoral conduct or indecency on Company premises.

xvii Physical assault or fighting on Company premises.

xviii One who is under the influence of alcohol in Company premises at any time.

xix Employee having absconded after reporting for duty.

c) Penalties for Major Offences:

i. Summary dismissal

d) Minor Offences

i. Willful, deliberate or continued violation of safety practices or rules.

ii.. Disorderly conduct on company’s premises

iii Gambling on company’s premises;

iv Found of loitering around or being on the premises of the company without prior permission when not on duty.

v Absenteeism

vi Failure to comply with reasonable instructions of a senior officer.

vii Lateness to duty.

viii Sleeping on duty.

e) Penalty For Minor Offences:

i Verbal warning

ii Where an employee commits an offence which does not amount to serious misconduct such employee will be warned in writing.

iii If after three such warnings, a fourth offence is committed by the employee, his/her services shall be terminated. Copies of warning letters shall be sent to the Union.

iv. Warnings shall cease to have effect after twelve months from the date of warning. However, persistent offenders will be treated in accordance with their previous records.

v. Any employee terminated, no matter the number of years’ service shall receive one month’s salary for each completed year of service.

vi Suspension from duty without pay for a period not exceeding five consecutive days.

ARTICLE 23 - REDUNDANCY

a. When the Company intends to declare any number of employees redundant, the Company shall notify the Union by giving a minimum of three (3) months notice in accordance with Section 65 of the Labour Act, 2003 (Act 651).

b. It is understood that, any limitations to an employee’s abilities, skills and knowledge to perform his/her duties due to an industrial injury and/or disease arising out of, connected with or occurring in the course of employment, shall NOT be used as a basis for declaring an employee redundant.

Therefore, the criteria for determining employees to be declared redundant shall be based on merit, potential skill, physical and mental ability to assume other jobs and/or responsibilities, and good conduct. All things being equal, the principle of “first in last out” shall be the determining factor.

c. However, in the event that the Company wishes to retain the services of an employee with less years of service because of merit, ability or skill, the Union will be informed accordingly

d. When subsequent employment arises within six (6) months after a redundancy exercise, employees declared redundant will be given first preference for re-employment. It is understood that, a re-hired redundant employee shall be considered as a new employee

e. Employees to be declared redundant shall be given one (1) month’s notice or paid in lieu of notice.

f. A redundancy package shall be negotiated between the Company and the Union at the time of carrying out the exercise in accordance with the provisions under Section 65 Sub-Section 4 of the Labour Act, 2003 (Act 651).

ARTICLE 24 - WORKING TOOLS

The Employer shall provide all tools needed for official transaction.

ARTICLE 25 -END-OF-SERVICE BENEFITS

The Company shall institute an End-of-Service Benefit as set out in the Schedule below;

SCHEDULE OF END-OF-SERVICE BENEFITS

Reason for Leaving the Service of the CompanyBENEFITS

I). ILL-HEALTH, AND DEATH

i.Below 5 years service : 2 months salary for each completed year of service

ii.Year 5 to below 9 yrs : 2.5 months salary for each completed year of service

iii.Year 9 to below 12 years : 3 months salary for each completed year of service

iv.Year 12 to below 15 yrs.: 3.5 months salary for each completed year of service

II). RETIREMENT: Compulsory (60 vears Men/ Women')

i. Up to 5 Years service : 1.5 months salary for each completed year of service

ii. Above 5 years but below : 2 months salary for each completed 10 years . year of service

iii. Above l0yrs but below : 2.5 months salary for each 15 years completed year of service

iv.Above 15 years : 3 months salary for each completed year of service

III) RESIGNATION

Above 10 years but below 15 years

Above 15 years service2 months salary for each completed year of service 2.5 months salary for each completed year of service.

IV) TERMINATION

1 month’s salary for each completed year of service.

ARTICLE 26 - FUNERAL GRANT

a. In the event of the death of a confirmed employee the Employer shall make available to the family of the deceased the following items:-

i. A Coffin

ii. Two (2) Bottles Schnapps

iii. Three (3) Cartons Beer

iv. Three (3) Crates of Soft Drinks (Minerals)

v. Cash donation of GHc 45O.OO

b.- When an employee loses any of the following relatives, he shall be given the amount indicated below to meet some of the expenses.

i. Spouse/child - GHc 4OO.OO

ii. Father/mother - GHc 3OO.OO to the employee concerned.

ARTICLE 27 - ANNUAL BONUS

Annual bonus shall be paid to all employees who have completed eight (8) months service. The percentage of such bonus shall reflect the result of the year but shall be determined by the Employer.

ARTICLE 28 - INCENTIVE BONUS

In an endeavour to raise productivity, the Employer shall institute an incentive bonus to cover any class of employee where applicable. This will take the form of cash payment for higher output.

ARTICLE 29 - SHOP STEWARD

The parties to this agreement recognize the existence of the Shop Steward or Union Agent as the official representative of the Union. The Shop Steward shall consult or be consulted by Management on all grievances or disciplinary measures against employees with a view to resolving the difficulties at that level and avoid them taking on a greater importance. The Shop Steward shall intercede in the matters affecting the well being of the employees and the Employer during normal working hours provided that permission has been sought from the head of his/her section or department.

ARTICLE 30 - GRIEVANCE PROCEDURES

Step 1: In the event of any grievance, the employee should as a first step take the matter up with his/her immediate Supervisor/Foreman or Sectional Head. If it does not obtain satisfaction, he/she may ask for his/her Shop Steward/Local Secretary to present his/her case.

Step 2: If the matter remains unresolved, the Shop Steward/Local Secretary will take the matter up with the Sectional Head. If no progress is made at this stage, the Local Union Secretary will take the matter up with the Human Resource 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 with 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 an 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 31 - ABSENCE DURING WORKING HOURS

Any employee wishing to leave his/her place of work or employment will first seek permission from his/her Departmental Manager. Any employee who leaves his/her place of work without permission will be committing an offence and a warning letter shall be issued to him and recorded on his/her history sheet.

ARTICLE 32 - ABSENCE FROM WORK

a. A salaried employee who absents himself from work without permission shall report immediately on resumption of duty and unless satisfactory explanation is given, he shall be warned in writing.

b. If a daily rated employee is absent without satisfactory explanation he/she shall lose pay for such absence, and his/her wages will be calculated in accordance with Section 76 of the Labour Act, 2003 (Act 651).

c. Any employee who absents himself/herself from work for five (5) consecutive working days without information will be regarded as having vacated his post.

ARTICLE 33 - UNIFORM/PROTECTIVE CLOTHING

The Employer shall provide uniform or protective clothing to categories of employees whose duties require the use of such uniforms or protective clothing.

ARTICLE 34 - LEAVING THE SERVICE OF THE COMPANY

a. If the Company terminates the services of an employee other than summary dismissal, the Company shall give one month’s notice or pay to the employee a sum equal to the amount of remuneration which would have accrued to him during the period of notice.

b. Similarly, an employee wishing to resign from the Company shall give one (1) month’s notice or pay in lieu of notice.

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

ARTICLE 35 - NOMINATION OF BENEFICIARY

Every employee will give to the Employer at the time of the engagement the name and address of the nominee which he wishes to receive any entitlements due from the Employer to the estate in the event of his death. This can be revoked, renewed or reviewed at the discretion of the employee. In the event of death of the employee, the Employer shall give to the beneficiary last nominated by the deceased employee any benefit/right that may have accrued to the deceased provided the said beneficiary produces a certified true copy of “Probate” or “Letters of Administration” in respect thereof.

ARTICLE 36 - CERTIFICATE OF SERVICE

On resignation or retirement of an employee, a Certificate of Service will be provided by the Employer.

ARTICLE 37 - NIGHT ALLOWANCE

Employees required to work on night shift, that is, between the hours of 10.00 p.m. and

6.00 a.m. shall be paid a night allowance of 30% of the daily wage per day.

ARTICLE 38 - UNION NOTICE BOARD

The Employer agrees to provide a notice board placed conspicuously on his premises for the use of the Union. The Employer will endeavour to provide office accommodation for the use of the Union.

ARTICLE 39 - REPATRIATION

The Employer will repatriate to his/her original place of recruitment any employee who leaves the services of the Employer or whose services are terminated at a time when he is serving at a station other than his original place of recruitment.

ARTICLE 40 - CALL-IN ALLOWANCE

Any employee who is called in from home to work outside his/her normal shift shall be entitled to a call-in allowance of GHc 5.OO.

ARTICLE 41 - INDIVIDUAL CONTRACTS

No employee covered by this Agreement shall be compelled or permitted to enter into a Contract or agreement with the Employer which will change alter or contravene the conditions of employment or terms of employment or conditions of labour as specified in this Agreement. It is agreed that the employer reserves the right to bond certain job classifications and that this shall be done in consultation with the Union.

ARTICLE 42 - LEGAL ASSISTANCE FOR COMPANY DRIVERS

In the event of criminal proceedings being taken against a Company Driver involved in an accident while driving a company vehicle in the course of his duties, the Company may provide legal Counsel for his defense depending upon the nature of the offence.

ARTICLE 43 - LONG SERVICE AWARD

The Employer undertakes to institute Long Service Award for employees who worked with the Company for a period of:

10 years’service:........Cash of GHc 25O.OO plus Framed Certificate

15“ “:“ “ .....................GHc 3OO.OO plus Framed Certificate

20 “ “:“ “ ....................GHc 350.00 plus Framed Certificate

25 “ “:“ “ ...................GHc 4OO.OO plus Framed Certificate

30 “ “:“ “ ..................GHc 45O.OO plus Framed Certificate

ARTICLE 44 - RESPONSIBILITIES OF PARTIES TO THE AGREEMENT

Both parties recognize that this Agreement imposes serious duties and responsibilities on the Union as well as the Employer. Nothing in this Agreement shall worsen any individual existing conditions of service.

APPENDIX A'

ARTICLE 10 - SALARY AND WAGES LEVELS 2011

OPERATORS YEAR 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5
OP.5 SCALE 1,273.32

106.11

1,336.99

111.42

1,403.84

116.99

1,474.03

122.84

1,547.73

128.98

OP.4 SCALE 1,625.11

135.43

1,706.37

142.20

1,791.69

149.31

1,881.27

156.77

1,975.34

164.61

OP. 3 SCALE 2,074.10

172.84

2,177.81

181.48

2,286.70

190.56

2,401.03

200.09

2,521.09

210.09

OP.2 SCALE 2,647.14

220.60

2,779.50

231.62

2,918.47

243.21

3,064.40

255.37

3,217.62

268.13

OP.l SCALE 3,378.50

281.54

3,547.42

295.62

3,724.79

310.40

3,911.03

325.92

4,106.58

342.22

SUPERVISORS
SP.5 SCALE 2,273.88

189.49

2,387.57

198.96

2,506.95

208.91

2,632.30

219.36

2,763.92

230.33

SP.4 SCALE 2,902.11

241.84

3,047.22

253.93

3,199.58

266.63

3,359.56

279.96

3,527.53

293.96

SP.3 SCALE 3,703.91

308.66

3,889.11

324.09

4,083.56

340.30

4,287.74

357.31

4,502.13

375.18

SP.2 SCALE 4,727.23

393.94

4,963.59

413.63

5,211.77

434.31

5,472.36

456.03

5,745.98

478.83

SP.l SCALE 6,033.28

502.77

6,334.94

527.91

6,651.69

554.31

6,984.28

582.02

7,333.49

611.12

TECHNICIANS

JP.5 SCALE 1,646.28

137.19

1,728.59

144.05

1,815.02

151.25

1,905.77

158.81

2,001.06

166.76

JP.4 SCALE 2,101.12

175.09

2,206.17

183.85

2,316.48

193.04

2,432.31

202.69

2,553.92

212.83

JP.3 SCALE 2,681.62

223.47

2,815.70

234.64

2,956.48

246.37

3,104.31

258.69

3,259.52

271.63

JP.2 SCALE 3,422.50

285.21

3,593.62

299.47

3,773.30

314.44

3,961.97

330.16

4,160.07

346.67

JP.l SCALE 4,368.07

364.01

4,586.47

382.21

4,815.80

401.32

5,056.59

421.38

5,309.42

442.45

Signed for and on behalf of the QUALIPLAST LIMITED

MR. FARES AKL

MANAGING DIRECTOR

Signed for and on behalf of INDUSTRIAL & COMMERCIAL WORKERS’ UNION

INDUSTRIAL RELATIONS OFFICER

INDUSTRIAL & COMMERCIAL WORKERS UNION (ICU)

S.N.C. CHAIRMAN

(MR. PHILIP AHETO)

In the presence of -

(MR. RICHARD N. A. COFIE)

FINANCIAL CONTROLLER

(MR. FRED OHENE OMANE)

HUMAN RESOURCE MANAGER

(MR. MOSES HIAMEKPOR)

LOCAL UNION SECRETARY

(MR. ALBERT OSAE ADDY)

LOCAL UNION 1ST TRUSTEE 

Qualiplast Limited - 2011

Start date: → 2011-01-01
End date: → 2012-12-31
Ratified by: → Ministry
Ratified on: → 2011-04-06
Name industry: → Manufacturing
Public/private sector: → In the private sector
Concluded by:
Name company: → Qualiplast Limited
Names trade unions: → Industrial and Commercial Workers Union (ICU)

TRAINING

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

SICKNESS AND DISABILITY

Maximum for sickness pay (for 6 months): → 100 %
Maximum days for paid sickness leave: → 365 days
Provisions regarding return to work after long-term illness, e.g. cancer treatment: → 
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: → No
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

GENDER EQUALITY ISSUES

Equal pay for work of equal value: → No
Discrimination at work clauses: → No
Equal opportunities for promotion for women: → No
Equal opportunities for training and retraining for women: → No
Gender equality trade union officer at the workplace: → No
Clauses on sexual harassment at work: → No
Clauses on violence at work: → Yes
Special leave for workers subjected to domestic or intimate partner violence: → No
Support for women workers with disabilities: → No
Gender equality monitoring: → 

EMPLOYMENT CONTRACTS

Trial period duration: → 180 days
Part-time workers excluded from any provision: → 
Provisions about temporary workers: → 
Apprentices excluded from any provision: → 
Minijobs/student jobs excluded from any provision: → 

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: → 4.0 weeks
Paid bank holidays: → Christmas Day, Army Day / Feast of the Sacred Heart/ St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)
Rest period of at least one day per week agreed: → Yes
Provisions on flexible work arrangements: → 

WAGES

Wages determined by means of pay scales: → No
Wages specified according to skill level: → 0
Wages specified according to job title: → 1
Adjustment for rising costs of living: → 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: → 130 % of basic wage
Premium for night work only: → Yes

Payment for standby work

Payment for standby work: → GHS 50.0
Payment for standby work Sundays only: → No
Payment for standby work all days per week: → Yes

Premium for overtime work

Premium for Sunday work

Premium for Sunday work: → 100 %

Allowance for seniority

Allowance for seniority: → GHS 250.0 per month
Allowance for seniority after: → 10 years of service

Meal vouchers

Meal allowances provided: → No
Free legal assistance: → 
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