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COLLECTIVE AGREEMENT BETWEEN SATELLITE TRANS LTD AND AGRANA GHANA LTD & THE NATIONAL UNION OF TEAMSTERS AND GENERAL WORKERS (NUTEG) OF GHANA FEDERATION OF LABOUR (GFL)

PREAMBLE:

This Agreement is made this ……… day of ……………..................2013 between the Satellite Trans Ltd and Agrana Ghana Ltd (hereinafter called the Company) and the National Union of Teamsters and General Workers (hereinafter called the Union or NUTEG) for and on behalf of the employees.

ARTICLE 1 – PURPOSE AND INTENTION

It is the intention and purpose of the parties to this Agreement to promote orderly and peaceful Labour/Management relations, to have full understanding of both the Company and the Union, and to set forth herein their agreement on salaries, wages, hours of work and other conditions and terms of employment. In consideration of their mutual desire in promoting the efficient conduct of business and growth of a stable Union, and in providing for the orderly settlement of disputes between them.

To this end, the Company recognizes the Union as the sole and exclusive collective bargaining representative for its employees as defined in Article 2 of this agreement, in all matters pertaining to salaries/wages, hours of work, and rules and conditions of employment.

This Collective Agreement takes precedence over all existing Rules and Regulations. Where the Collective Agreement is silent, the Standing Negotiation Committee shall be summoned to determine the matter.

ARTICLE 2 – SCOPE AND COVERAGE

This agreement shall apply to all permanent employees who are members of the Union.

ARTICLE 3 – DEFINITION

In this Agreement unless the context otherwise requires:

(a) The “Company” means the Satellite Trans Ltd and Agrana Ghana. Ltd

(b) “Employee(s)” means all permanent male and female worker(s) who are members of the Union.

(c) “Union” shall mean the National Union of Teamsters and General Workers (NUTEG) of GFL

(d) “Local Union” shall mean Satellite Trans Ltd and Agrana Ghana Ltd. Local Union of NUTEG of GFL.

(e) “Normal working days” shall mean Monday through to Friday. Saturday, Sunday and Public Holidays are excluded and shall be observed as off days. Shift work shall however not be affected by this definition.

(f) A “Calendar Year” shall mean 1st January to 31st December.

ARTICLE 4 – CONDITIONS OF EMPLOYMENT

1. i. The employer reserves the right to employ as it deems appropriate in the interest of the company.

ii A new employee shall be notified of his/her (a) Grade (b) Salary (c) Salary point.

(d) Classification (Permanent / Temporally)

(e) Probation Period

(f) Department /Section assigned.

iii. Unless informed in writing by the Company to the contrary, an employee who has complete his probation shall be deemed to have been confirmed in his appointment.

iv. Before a probationer’s service with the Company is terminated for unsatisfactory work, his performance shall be appraised on one (1) occasion and the results of the appraisal made known to him in writing.

v. No employee covered by this agreement shall be compelled or asked to enter into a contract or agreement with the Company concerning the terms and conditions of employment,

salary/wages rates and hours of work different from what appears in the Agreement without the consent of the Union .

vi. Printed copies of this Agreement including all appendices shall be handed over to all employees covered by it by the Company within three (3) months from the date of signing of the Agreement.

2 i. Every employee shall give to the employer, at the time of his/her engagement, the name and address of his/her nominee who shall receive any entitlement due him/her from the employer to his/her estate in the event of the employee`s death. A person so nominated can be revoked, renewed or revised at the discretion of he employee.

ii. In the event of death of an employee, the company shall give to the person last nominated by the deceased employee the benefits that may have accrued to the deceased

iii. All payments to beneficiaries shall be made in the presence of representatives of the Local Union

iv. In the absence of a next of kin, the deceased`s benefits shall be paid to the administrators of the deceased estate as per the Letter of Administration (L.A).

ARTICLE 5 – REMUNERATION (SALARIES, WAGES REGULATIONS)

a – Rates of Pay

i. Any employee who is covered by this Agreement shall receive the rate of pay commensurate with the appropriate job grade as spelt out in the appointment letter.

b - Wage Opener

i Negotiations for basic rate of wages/salaries shall be opened every year, but until new rates are agreed upon, the existing rates shall remain valid and effective.

ii. Where an employee is found to have been improperly rated or misplaced on a salary scale or salary point, the Company shall immediately rectify such error and shall pay all arrears due to the employee within one month of such detection.

iii. These rates of pay, salary ranges etc, shall be effective and shall remain in effect throughout the life of this Agreement unless any of the jobs are substantially changed in duties or unless the Company and the Union meet to modify the salary structure at the time of discussion of the Wage re-opening.

iv. Salaries / Wages / overtime shall be paid once monthly on or before the twenty-seventh (27th) day of the month to employees after allowing for all statutory deductions.

ARTICLE 6 – HOURS OF WORK

1. Working Hours

The normal hours of work for all categories of workers shall be eight (8) hours a day or forty (40) hours a week of five (5) days.

2. Shift Workers

(a) Time for shift work shall be scheduled and communicated to the workers 24 hours before commencement of work.

(b) Employees working on shift basis shall work one week on each schedule shift to be determined by the company.

(c) Where the company staggers the shift system employees affected shall be granted two (2) days off duty within the week.

(d) No shift period shall exceed eight (8) hours.

3 General

(a) Where the employer requires any employee to work on any of the off-day/Statutory public holidays, notice shall be given the employee and shall be paid for as overtime under Article 8.

4 Frustrated Work

When an employee reports for duty on his or her normal working day and due to no fault of his or her, he or she is ordered to leave or stop work by the employer or his representative he or she shall receive full pay for the day or period worked.

ARTICLE 7 – ABSENCE FROM WORK

Absence from Work

i) An employee wishing to leave his place of employment or to absent himself from work for any reason necessitating such action shall seek permission from his Head of Department. Any employee who absents himself from duty or leave his place of work and cannot give any satisfactory explanation will be sanctioned under Article 16 section 2.

ii) Where sickness is the reason for the absence, a medical certificate must be produced within a reasonable period but in no case should it exceed one (1) week.

Vacation of Post

Where an employee absents him/herself from duty for five (5) consecutive working days without notice, he/she shall be regarded as having vacated his/her post and his/her appointment terminated accordingly.

ARTICLE 8 – OVERTIME

Work performed in excess of the normal daily hours of work stipulated in Article 6, shall be paid for as overtime in accordance with the following schedule:

i) Normal working dayTime and Half (1+1/2)

ii) Off Duty Days / Public HolidayDouble Time (1+1)

ARTICLE 9 – LEAVE REGULATION

Section 1 – Annual Leave

i) All junior members of staff irrespective of years served are entitled to 18 working days annual leave.

ii) Any period of absence from work allowed owing to sickness certified by a registered medical practitioner and which occurs after commencement of and during annual leave shall not be computed as part of such leave.

iii) Leave will be taken in accordance with an annual leave roster drawn up at the beginning of each calendar year. The company will make every effort to honour leave obligations of workers.

iv. All employees shall take their annual leave within the leave year and annual leave not taken shall not be accumulated or commuted to cash and any agreement to the contrary shall be void. This is in accordance with Section 31 of the Labour Act.

Section 2 – Accumulated Leave

i) Should it become necessary for the employer to defer the leave of an employee, one month notice of deferment shall be served the employee prior to his/her leave date, all things being equal.

ii) In all cases, accumulation of leave of employees shall not exceed two (2) years.

Section 3 – Casual / Compassionate Leave

The company agrees to grant ten (10) working days paid leave to its employees in the appropriate cases of emergency in one calendar year in special circumstances.

Section 4 - Sick Leave

An employee who is absent on medical grounds and evidenced by a recognized medical practitioner shall be granted sick leave. The following shall apply in the case of a staff that is taken ill for an extended period of time.

YEARS OF SERVICESICK LEAVE ENTITLEMENT

1 year to 5 years1st - 3 months full pay

2nd - 3 months ½ pay

Over 5 years1st - 4 months full pay

2nd - 4 months ½ pay

After the above is exhausted, the medical board will examine the staff concerned and advise the company appropriately.

Section 5 – Study Leave

An employee who wants leave to pursue a course of further studies which aims at improving his/her competencies and performance on the job may apply for study leave. The conditions for awarding the study leave shall be on these bases:

1. The employee must have served a minimum of three continuous years with the company

2. A written application/request, stating the course institution, duration of course and proof of admission to pursue the course shall be submitted and approved by management.

3. The course or study to be pursued should be related to the staff’s job

4. The company may choose to pay all or some part of the fees. This shall be at the discretion of management.

5. Where the company decides to pay a percentage of the fee, staff will be bonded to serve the company for an agreed period.

Duration of TrainingPeriod of Bond

1. 3 months but less than 1 year1 year

2. 1 year2 years

3. 2 years and above4 years

6. Study leave shall be without pay unless it is being undertaken with the approval of the company.

7. The company shall not guarantee specific positions or seniority to a member of staff who returns from study leave unless otherwise stated in writing.

Section 6 - Handing Over

An employee who is proceeding on leave, transfer, or is promoted to another position, is required to hand over in a proper manner his/her duties together with any documents etc. to the employee who is to take over.

ARTICLE 10 – PROMOTION AND TRANSFER

Section 1 - Promotion

i) Promotion shall be tied to performance and shall be subject to management’s approval.

ii) Promotions within the organization shall be dependent on vacancies available or when a new job is created.

iii) As much as possible, vacancies must be filled by staff within the organization, with priority being given to permanent staff over casual staff before considering external recruitment of persons not working already in the company.

iv) Any staff member who is promoted shall be entitled to the salary and benefits of the position he/she has been promoted to unless it is a new job that has been created then the prerogative lies with management to define the entitlements, salaries and benefits of the position.

v) The company shall write to inform employee(s) who have been promoted, stating the new position, job description, reporting lines, salary and any other benefits.

vi) The attainment of professional, vocational or academic qualifications shall not in themselves make one eligible for promotion.

vii) No employee should be promoted because he/she has reached the end of his/her salary grade. Such employees could be considered for long service awards at the appropriate time.

ix) As regards promotion, a deserving staff member shall be promoted depending on the combination of the following factors among others:-

• Availability of a vacant position

• Possession of minimum qualification and required competence level.

• Exhibited ability to perform at a higher level of responsibility.

• Changes in job demands.

Section 2 – Transfers

The Company reserves the right to transfer any staff from one location to another. The following conditions shall apply in event of transfer;

i. Transfers shall not affect employee’s current status (permanent, senior, junior), remuneration or any other benefits, unless the employee is being promoted, by which conditions of services may appreciate.

ii. Transfer letter detailing the conditions, place, period and effective date of the transfer shall be issued at least a month (4 weeks) before the transfer is implemented in order to facilitate adequate preparation for the employee to be transferred.

iii. The company shall make the following provision if a member of staff is transferred outside his/her region/sector/district of work:

• Provide transportation

• Provide temporary accommodation for a period of three (3) months.

• Pay a transfer/inconvenience allowance of one month gross salary.

ARTICLE 11 – TRAINING AND DEVELOPMENT

Section 1 – Training Within Industry

Parties to this Agreement acknowledge the importance of a sound training scheme as one of the means by which efficiency can be increased and therefore recommend that the fullest opportunity be taken of in-service and external training schemes designed to improve the skills of employees.

Pursuant to this, all employees shall be encouraged to take approved courses sponsored by the company or on the job training which would benefit such employees by improving their efficiency and thereby their suitability for promotion or advancement in their jobs.

Section 2 – Training Course and Examination

For purpose of this Agreement, the company undertakes to train and retrain employees to enhance promotion prospects in accordance to its policies.

ARTICLE 12 – REWARD AND COMPENSATION

Section 1 – Long Service Award

The employer shall reward long and dedicated service during the life of the company. Qualifying employees shall be rewarded as follows:

10 years - A new 21’’ plasma TV and one month salary

15 years - A new Double Door Refrigerator and one month salary

Section 2 – Performance Appraisal Report

i. Performance of every staff shall be evaluated using the approved performance appraisal forms. Assessment of an employee must be based on agreed job description and specific measurable targets for the period under review.

ii) Performance review shall be done once in a year.

iii) For newly recruited staff, appraisal shall be done at the end of the probationary period for the first time and subsequently once every year.

iv) Any staff member who is engaged for more than 9 months and above within the year under review shall be eligible for appraisal.

v) Any staff member under investigation shall have his or her appraisal deferred until investigations are concluded and all charges leveled against him/her are cleared.

Section 3 – Best Worker Awards

This award shall be given yearly

ii. The employee should have been of exemplary character: e.g. honest, respectful, committed, disciplined, hardworking, etc.

• The award shall be in two categories: Departmental and Overall Staff.

• Nomination and elections shall be determined by employees/staff.

• Management will then choose the overall best worker out of the pool of best workers elected at the departmental level.

Section 4 – Annual Bonus

13th month cheque bonus across board (1 month salary) shall be paid to all employees who have served the company for nine months and above in December each year.

Section 5 -Trip Bonus

Drivers and their mates who undertake long haul duty shall be paid trip expenses as per the categorization reached at the negotiations.

Section 6- Outstation/Overnight Allowance

An employee who spends the night outside his usual place of work on duty shall be paid an out station allowance of GH¢ 50.00 in addition to his/her cost of lodging and boarding.

ARTICLE 13 – PROVIDENT FUND

(i) A contributory Provident Fund Scheme shall be instituted to provide End of Service Lump Sum benefit to employees under this agreement.

(ii) Employees will be encouraged to join the Provident Fund Scheme.

(iii) The Provident Fund Scheme is an investment-Linked Life policy designed to provide attractive Retirement, End of Service Benefits to staff.

(iv) The Company shall contribute a percentage of the Employee’s monthly Salary to the

(v) Provident Fund.

(vi) The contributory ratio shall be as follows:

Employer - 10%

Employee - 10%

(vii) There shall be constituted, a five member board of trustees, made up of 2 Management reps, 1 rep each from the National Union and the Local Union, with the Chairperson appointed by Management to administer the fund.

(viii)The fund shall be governed in accordance with provision of the National Pensions Act (Act 766) of 2008.

ARTICLE 14 – UNION RECOGNITION

Section 1 – Union Membership and Check-off

i. Any employee covered by this Agreement shall be a member of the Union to the extent of paying membership dues and any general assessment uniformly levied.

ii. The company shall deduct from the salary/wages of each employee covered by this Agreement the Union dues as authorized by the Union and shall pay such amount direct to the National Union and Local Union respectively not later than the 10th day of every succeeding month along with the list of employees from whom deductions were made.

iii. Since the Union represents the employees of the Company as defined in Article 2 of this Agreement it is recognized that, in accordance with democratic principles, such employees shall participate in the democratic decision-making of the Union.

Section 2 – Non-discrimination

The Company shall not victimize or discriminate against any employee covered by this Agreement because of his or her Union activities in all matters pertaining to hiring, salary/wage rates hours of work and other working conditions or do anything to prevent an employee from joining the union.

Section 3 – Shop Stewards and Local Union Officials

i. The Company recognizes the existence of Shop Stewards and Local Union Executives as the duly elected representatives of the employees. All elected Union officials shall be introduced to management after election into office.

ii. Shop Stewards and Local Union officials shall intercede in matters affecting the well-being of industry and labour during the normal working hours.

iii. The Local Union shall furnish the Company with a complete list of Shop Stewards with a copy to the National Union. List of Local Union officials shall be provided to the Company from time to time by the Union.

Section 4 – Notice Board

The company shall provide notice boards placed conspicuously at vantage points on the Company’s premise for the use of the Local Union for the information of its members.

ARTICLE 15 – ENVIRONMENTAL HEALTH, SAFETY AND WELFARE

Health and safety management shall be held in high esteem at the same level that is given to the company’s strategic goals. Assurance of a safe and healthy environment shall, therefore, be everyone’s responsibility.

All employees shall abide by all health and safety policies that will be developed. All health and safety directives shall be placed on the notice boards and it shall be the responsibility of managers to inform staff members of any health and safety directives.

Staff shall be expected to conform to all health and safety policies and regulations.

Section 1 – Individual Responsibilities

a. No employee shall have possession of or use narcotic drugs on company premises.

b. No employee shall possess any weapon, including but not limited to firearms on company premises.

c. No employee shall use any object to threaten or intimidate another employee on company premises.

d. All supervisors must ensure that electrical gargets are switched off before leaving their offices.

e. Drivers shall not drive vehicles/trucks that are not roadworthy.

f. Seat belts must be worn by staff when in company vehicles at all times.

Section 2 – Company Responsibilities

The safety policy shall include the following:

a. Employees shall be educated on fire drilling procedures.

b. In case of fire outbreak, there shall be converging points/centres for staff to gather for further instructions.

c. The company shall make sure that all required protective gear is provided and worn by those who need them and staff disciplined if they fail to comply with safety guidelines.

d. Any injuries or death on the job shall be reported immediately to the staff’s immediate Manager. Such information shall be passed on to Management for a report to be made to the insurers and Labour Department as per the Workmen’s Compensation Law. (PNDC Law)

e. All minor injuries shall be reported and treated at designated hospitals. The company shall maintain first aid facilities and equipment for such a reason.

f. Health and safety programmes will be run periodically. This should be at least once every year.

g. All drivers shall be required to wear seatbelts and adhere to all driving regulations.

Section 3 – Medicals

a. The Company shall provide Medical Care to all permanent employees and their registered dependants of one wife and four children of school going age up to 18 years, under the NHIS by paying for the registration fee.

b. The facility shall include all medical care covered by the National Health Insurance Scheme. However, the company shall institute a Top up Medical Scheme to cover other health care needs that the NHIS does not cover for the employees and their dependants.

Section 4 - Financial Assistance

i) It is agreed that an employee covered by this Agreement who requests for loan from a bank may be granted upon the employer signing an undertaking to seek the loan from the bank. Recovery of the amount shall be spelt out in the bank’s loan requirement.

Section 5 – Renewal of Driving Licenses

Drivers employed by the company shall have their licenses renewed from time to time at the expense of the company after working for a year.

Section 6 – Legal Aid

The company shall provide free legal aid to its employees when they commit offences in the course of their legitimate duties.

Section 7– Certificate of Service

On leaving the service of the organization, an employee shall be issued with a Certificate of Service.

Section 8- Funeral Undertaking

In the event of death of an employee, the company shall make donation of the following to the bereaved family through the deceased next of kin.

STATUSDONATION

1. Staff Member

a. Normal Death

b. Death on duty

Cash donation of three months salary to the surviving spouse and children

2 Bottles Schnapps

2 Cartons Beer

2 Cartons Guinness

2 Crates Mineral

A bus to convey staff members to the funeral.

Cash donation of three months salary to the surviving spouse and children

Ambulance to convey body to place of burial in Ghana.

Mortuary fee for 14 days.

2 Bottles Schnapps

2 Cartons Beer

2 Cartons Guinness

2 Crates Mineral

A bus to convey staff members

2. Parent

Two months salary to the bereaved staff.

Cash Donation of GH¢200

2 Bottles of Schnapps

A bus to convey staff members

3. Spouse

Two months salary to the bereaved staff.

2 Cartons Beer

2 Cartons Guinness

2 Crates Mineral

A bus to convey staff

4. Child

Two months salary bereaved staff.

2 Cartons Beer

2 Cartons Guinness

2 Crates Mineral

A bus to convey staff

ARTICLE 16 – DISCIPLINE

To serve as guidelines, enhance interpersonal relations among staff and the growth and performance of the company, rules and regulations have been put in place. These rules and regulations shall govern the expected behaviour of all staff.

Disciplinary action shall not be meted against any employee who is alleged to have committed an offence unless the person has been given the opportunity to defend him/herself.

Any offence shall involve sanctions that shall include but not limited to any of the following disciplinary actions depending on the circumstances and gravity of the offence committed:

i. Written warnings.

ii. Suspension without pay.

iii. Demotion.

iv. Interdiction.

v. Surcharge.

vi. Termination.

vii. Termination without notice

Section 1 – Minor Offences

1) Politicking in the office.

2) Reporting to work late.

3) Malicious spreading of false and detrimental information.

4) Vacation duty host without permission.

5) Failure to complete work assignment on expected dates / time.

6) Use of insulting language towards another employee.

7) Any other offence that may be added from time to time.

Penalty

1.Verbal warning for the first offence

2. Written warning for the second offence

3. 3 working days suspension for the third offence

4. Suspension without pay

5. Full disciplinary proceedings leading to termination.

6. A combination of three warning letters will lead to termination of employment.

Section 2 – Major Offences

1. Refusal to take legitimate instructions from superior/obey instructions.

2. Coercion, intimidating, threatening and or use of insulting language towards superior or authority

3. Sexual harassment.

4. Falsifying testimony when accidents are being investigated.

5. Violation of safety rules

6. Possession of alcohol or narcotics, fire arms etc.

7. Fighting on Company premises.

8. Stealing / Fraud / Embezzlement.

9. Sleeping on duty.

10. Causing wilful damage to company property.

11. Driving company vehicle under the influence of alcohol.

12. Driving Company Vehicle without permission

13. Persistent breach of company policies, rules and regulations.

14. Actions likely to bring the company into public disrepute.

15. Negligence (leading to financial loss)

16. Misuse of company funds

17. Working for a competitor.

18. Inciting workers against the company.

19. Any other acts of gross misconduct.

Penalty

1.Written warning for the first offence and repayment of loss/Surcharging

2.Final warning, withholding or deferment of increment and/or suspension from duty without pay up to a maximum of 10 working days for a second offence.

3.Termination after subsequent breach of discipline for the third time.

4.A combination of two warning letters (on major offences) will lead to termination of appointment.

5.The above penalties are without prejudice to the company's right to surcharge the employee where necessary.

6.Summary Dismissal/Termination (depending on the severity of the offence and also to be decided by the Disciplinary Committee)

NB: Warning letters will only be issued to offending employee only after the issuance of queries to them for their responses.

Warning letters will cease to have effect after twelve months from the dates of issue.

Section 3 - Intolerable Offences

These shall constitute intolerable offences:

a. Falsification of employment / company records.

b. Stealing / Fraud

c. Embezzlement of company funds.

d. Inciting workers against the employer.

e. Willfully causing financial loss to the company.

f. Misuse of company funds.

g. Working for a competitor without the consent of the employer.

h. Deliberate actions likely to bring the company’s name into public ridicule.

i. Under the influence of alcohol during working hours.

j. Threatening of fellow employees / superiors.

k. Vacation of post.

l. Willful damage or deliberate damage of company property.

m. Taking or trafficking in narcotic drugs during working hours.

Penalties

a. Suspension without pay for a period not exceeding two weeks.

b. Termination without notice.

c. Dismissal, depending on the severity of the offence and to be decided by the disciplinary committee.

d. Any staff terminated on disciplinary grounds shall receive all entitlements due him/her but where the offence committed caused financial loss to the company; the staff shall be surcharged with the cost.

Disciplinary Committee

A five (5) member Disciplinary Committee made up of 2 reps, each of Management and Local Union with the Chairman appointed by Management shall be constituted to investigates disciplinary cases and submit written report to Management for implementation.

i. In a situation where an offence cannot be proven immediately, the Disciplinary Committee shall convene to investigate the case and make appropriate recommendations for implementation.

ii. In all cases of discipline, the alleged offender shall be given ample opportunity either by the management or the Disciplinary Committee to defend himself/herself before any action is taking against him/her.

Interdiction

When a worker or workers is /are suspected to have misconducted himself or themselves which could not be proven immediately, the suspected worker (s) will be interdicted pending the outcome of investigations into the matter. An employee on interdiction shall be placed on half pay for not more than six (6) months

If after six (6) months the investigation is not concluded, the affected staff shall be re-instated unconditionally except that the investigation is being handled by a state Agency.

The withheld half pay and any other benefits of an interdicted – staff for whatever period shall be paid to him/her if she is proven not guilty and re-instated.

ARTICLE 17 – GRIEVANCE, AND DISPUTE RESOLUTION

The company shall make sure that all grievances are dealt with as speedily as possible and that no employee or representative will be victimized in a manner whatsoever as a direct result of their participation in this procedure.

Section 1 – Grievance Procedure

1. In the event of a grievance and complaint, the employee shall first of all take the matter up with his immediate supervisor/manager. If he/she is not satisfied with the outcome, he/she may ask the shop steward/local union to take up the case.

2. If the case is still not resolved at that level, the local union may request for a meeting with the HR Manager.

3. If the union and the HR Manager are unable to resolve the issue, the union shall present the case to management.

4. If step 3 fails, then the local union will inform the Regional Industrial Relations Officer of the Union to meet management and endeavor to settle the issue.

5. If all the steps above (steps 1 - 4) fail to yield satisfactory results, the union shall summon the Standing Negotiating Committee to meet and endeavor to reach an agreement. If the committee fails to resolve the issue, then it may be reported to the National Labour Commission, which shall endeavor to resolve the dispute as provide under the Labour Act 2003 (Act 651)

ARTICLE 18 – LEAVING THE COMPANY

Section 1- Redundancy

i) In the event of any redundancy exercised to be taken by the employer, the regulation governing the redundancy exercise enshrined in the Labour Act 2003, (Act 651) section 65 shall fully apply.

ii) When an employee is declared redundant the company shall pay redundancy award as follows:

•1 year to 4 years -1 month salary for each year of service plus certificate of service

•5 years to 9 years -2 months salary for each year of service plus certificate of service

•10 years and above -3 months salary for each year of service plus certificate of service

•Any other entitlements due the staff at the time of the redundancy

Section 2 – Retirement (Voluntary and Compulsory)

i) Compulsory retirement age shall be sixty (60) years and voluntary retirement shall be at fifty-five (55) years.

ii) Any permanent employee leaving the service of the company either on voluntary or compulsory retirement shall receive all his entitlements under this Agreement.

iii) The company shall make adequate arrangements for the payment of all entitlements due to an employee retiring from the service under this Agreement in full on the day of his / her retirement.

iv) Both the Employer and the Employees in either case shall give six (6) months notice in case of voluntary or compulsory retirements.

Resignation

1. Any employee wishing to resign shall give the following notice or pay in lieu of notice:

(i) Less than three (3) years service-two (2) weeks

(ii) Three (3) years or more -one (1) month

2. Any employee who wishes to resign shall be required to return any property of the company in his/her possession to the HR or Department Manager before he/she is given any benefits. In default the equivalent of the item shall be deducted from his/her benefits.

3. Any resignation request shall be in writing.

4. Leave cannot be used as the notice period when resigning from the company’s employment. Staff must serve out the notice required or negotiate specific alternative arrangements.

Termination

1. Management of the company has the right to terminate any employee’s appointment on the following grounds:

i. For non-performance.

ii. Ill health.

iii. Proven Gross misconduct.

2. The appropriate notice or payment in lieu of notice shall be given to any employee whose employment is to be terminated.

3. Notice of termination shall be in writing.

Dismissal

1.An employee may be dismissed for committing an offence that renders him / her undesirable in the interest of the company..

2.Where the offence has financial implications, the Company shall offset the debt with the worker's entitlement.

3.Any outstanding amount shall then be paid to the employee

ARTICLE 19 – AMENDMENT TO AND VALIDITY OF AGREEMENT

This Agreement shall become effective on and shall remain in full force and effect. The Agreement shall continue thereafter for a two (2) year period. Either party to this Agreement may express in writing not later than thirty (30) days prior to the above expiration date, a desire to change, modify or terminate the Agreement. Until a new Agreement is negotiated and signed the existing one shall remain in force.

ARTICLE 20 – OBLIGATIONS OF PARTIES

The Management of Satellite Trans Ltd & Agrana Ghana Ltd and the Leadership of NUTEG of GFL agree to respect and uphold the provision of this Agreement as well as the spirit and letter upon which it was written.

SIGNED FOR AND ON BEHALF OF

SATELLITE TRANS LTD & AGRANA GHANA LTD.

1. SIGN: ……………………………….. 2. SIGN:…………………………………………

NAME:…………………………………. NAME:………………………………….........

POSITION:…………………………… POSITION:…………………………………

DATE: ………………………………… DATE: ……………………………..............

3. SIGN: ………………………………. 4. SIGN: ………………………………………

NAME:………………………………. NAME:………………………………….........

POSITION:…………………………… POSITION:…………………………………...

DATE: ………………………………… DATE: …………………………………………

SIGNED FOR AND ON BEHALF OF

NATIONAL UNION OF TEAMSTERS AND GENERAL WORKERS.

1. SIGN:…………………………………… 2. SIGN:…………………………………………

NAME:…………………………………. NAME:………………………………….........

POSITION:…………………………… POSITION:…………………………………...

DATE: ………………………………… DATE: ………………………………….........

3. SIGN: …………………………………4. SIGN: ………………………………………...

NAME:………………………………… NAME:………………………………………..

POSITION:……………………………… POSITION:…………………………………...

DATE: ………………………………….. DATE: ……………………………………….

THE AG. CHIEF LABOUR OFFICER

LABOUR DEPARTMENT

ACCRA

Dear Madam,

APPLICATION FOR COLLECTIVE BARGAINING

CERTIFICATE FOR SATELLITE TRANS LIMITED, TEMA

We write to apply for a Collective Bargaining Certificate (CBC) for the above mentioned company in accordance with part xii, section 99 (1) of the Labour Act 2003 (Act 651).

1. NAME OF COMPANY-SATELLITE TRANS LIMITED

2. ADDRESS OF COMPANY-P.M. B. COMM. ONE, TEMA.

3. TEL. NOS. OF COMPANY-O3O2 921458 - 9 / 0244 287832

4. LOCATION OF COMPANY-AFLAO ROAD, COMMUNITY 25, TEMA.

5. PRINCIPAL ACTIVITY-HAULAGE & TRANSPORT

6. OWNERSHIP OF COMPANY-PRIVATELY OWNED

7. NO. OF WORKERS-ABOUT 80

8. CLASSES OF WORKERS ORGANISED -DRIVERS, ELECTRICIANS, MECHANICS, VULCANIZERS, WELDERS, SECURITY GUARDS / OFFICERS, LABOURERS, OFFICE STAFF.

May we inform you that no other Union has organized or is organizing the same class of workers we have organized into our Union and in accordance with section 79 (1-4) of Act 651, a meeting has been held with the Management of the company and an agreement reached on the class to be unionized as per the attached Memorandum of Understanding (MOU).

We humbly ask that the certificate is issued to us to enable us appropriately represent the workers.

Counting on your co-operation, Madam.

Yours faithfully,

Michael Tosu

(Administrative Officer)

FOR: General Secretary

Cc: The Managing Director, Satellite Trans. Ltd , Tema.

The Secretary General, Ghana Federation of Labour, Accra.

Satellite Trans Ltd and Agrana Ghana Ltd - 2013

Start date: → 2013-01-01
End date: → 2014-12-31
Ratified by: → Ministry
Ratified on: → 2013-01-01
Name industry: → Transport, logistics, communication
Public/private sector: → In the private sector
Concluded by:
Name company: → Satellite Trans Ltd and Agrana Ghana Ltd
Names trade unions: → National Union of Teamsters and General Workers (NUTEG of GFL)

TRAINING

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

SICKNESS AND DISABILITY

Maximum for sickness pay (for 6 months): → 75 %
Maximum days for paid sickness leave: → 243 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: → No

GENDER EQUALITY ISSUES

Equal pay for work of equal value: → No
Discrimination at work clauses: → Yes
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: → Yes
Clauses on violence at work: → No
Special leave for workers subjected to domestic or intimate partner violence: → No
Support for women workers with disabilities: → No
Gender equality monitoring: → 

EMPLOYMENT CONTRACTS

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: → 18.0 days
Paid annual leave: → 3.0 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
Adjustment for rising costs of living: → 0

Premium for evening or night work

Premium for evening or night work: → GHS 50.0 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 %

Meal vouchers

Meal allowances provided: → No
Free legal assistance: → 
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