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COLLECTIVE AGREEMENT BETWEEN TEMA STEEL COMPANY LIMITED AND THE INDUSTRIAL AND COMMERCIAL WORKERS UNION (I.C.U.) GHANA

2015-2016

PREAMBLE

This Agreement made this day in 2015 between the Industrial and Commercial Workers Union, a Union officially certified under the Labour Act, 2003 Act 651 (hereinafter called the “Union”) and Tema Steel Company Limited, Tema (hereinafter called the Employer”).

This Agreement shall be effective from 1st January 2015, for those employees still in service of the Employer at the date of signing this Agreement. It will also apply equally to employees who are engaged by the Employer while the Agreement is in force.

DEFINITION

1. “Working Day” shall consist of twenty-four continuous period commencing with the beginning of an employee’s normal shift and shall normally exclude Saturdays, Sundays and Public Holidays.

Employee whose working week begins on a day other than Monday due to the nature of their classification (that is Security Men, Guards, Boiler Operators and essential service employees} will normally observe the seventh day of their work equivalent to Sunday.

2. Salary/Wage of an employee is one whose monthly pay has been calculated on the basis of daily rate multiplied by 22.

PURPOSE

a.It is the intention of the parties hereto that this Agreement will promote and improve relations between the Employer and the Union to set forth

Herein, a Basic Agreement covering rate of pay, hours of work and/or

non employment to be observed between the parties during the life of this

Agreement.

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

ARTICLE 1 - DURATION OF AGREEMENT

a. The Agreement shall be in force for a period of two (2) years Commencing 1st January 2015 and ending 31st December 2016 with one year wage Opener.

b. After the operation of twenty-two (22) months of Agreement either party may give to the other notice in writing of its desire to continue such Agreement for specified further period, or notice of its intention to amend or terminate the Agreement.

The Agreement shall continue in force until a new Agreement is signed.

c. After eleven (11) months from the date of this Agreement but Only once during the two (2) years period either party may give to the other a notice that it wishes to negotiate for revision in salaries/wages only.

Until such revisions negotiated, the present rate specified in such Appendix “A” shall remain in force.

The wages have been finalized up to the end of December 2015. The wages for the year 2014 have to be negotiated and mutually agreed upon, based upon the performance of the Company.

ARTICLE 2 - UNION MEMBERSHIP/CHECK OFF

a. Every employee covered by this Agreement shall be a member of the Union and shall pay the membership dues and any general assessment uniformly levied by the Union.

b. Such employees shall pay his membership dues and assessment from his

earnings as provided to the Union mentioned in this Agreement. The Employer shall deduct the Trade Union dues as directed by the Union.

ARTICLE 3 - INDIVIDUAL CONTRACT

No employee covered by this Agreement shall be compelled or permitted to enter into a Contract or Agreement with the Employer, which alters or contravenes the conditions of employment or conditions of Labour as specified in the Agreement.

ARTICLE 4 - RESPONSIBILITIES OF THE PARTIES

Both the Union and the Employer recognize the serious duties and responsibilities imposed upon the parties by this Agreement. Nothing in this Agreement shall worsen the existing conditions of service and rates of pay of any individual employee, covered by this Agreement.

ARTICLE 5 - UNION OFFICIAL/SHOP STEWARD

a. The parties to this Agreement recognize the right of the Union to designate Shop Stewards.

b. Either party to this Agreement recognizes the existence of a Shop Steward or Union Agent as official representative of the Union in the employment.

c. For purpose of this Agreement, the Shop Steward shall consult or be consulted on all grievances or disciplinary measures of employees and Management with a view to resolving the differences before they become major issues.

a. The Shop Stewards/Union Executive shall intercede in matters affecting the well being of the Employer and the employees during normal working hours, provided that permission has been sought from the Head of his Section/Department.

ARTICLE 6 - LEAVE OF ABSENCE FOR UNION ACTIVITIES

An employee covered by the Agreement who is elected to hold office or as delegate shall be granted reasonable leave of absence with pay to attend Trade Union activities. The length and frequency of such leave shall be based on the merit of individual cases. Written notice shall be given to the Employer in advance and it shall not be less than 24 hours to enable the Employer to rearrange his business.

ARTICLE 7 - UNION NOTICE BOARD

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

ARTICLE 8 - ENGAGEMENT/PROBATION

a. A copy of this Agreement with its appendices shall be provided by the Employer to each employee presently in the service of the Employer and each new employee on entering the service.

b. The employee shall give the newly engaged employee a letter of appointment stating:

i. Salary (starting point)

ii. Salary Scale

iii. Effective date of appointment

iv. Probation Period

v. Job Title

vi. Department assigned

c. Any employee so engaged shall undergo a probationary period of three (3) months and when he has given satisfactory service, his appointment shall be confirmed in writing.

d. Should the work of the probationer not prove satisfactory at the end of the probation period, Management shall have the option to extend the probation for a further period of three (3) months.

e. Unless informed in writing to the contrary, the employee who has

completed his probation period shall be deemed to have been confirmed in the appointment.

f. The employee’s service may be terminated in accordance with Labour Act 2003 (Act 651).

ARTICLE 9 - HOURS OF WORK

a. Normal working hours shall be eight (8) hours per day or forty (40) hours per week. General shift starts from 8.00 a.m. to 5.00 p.m. with one (1) hour lunch break period ie. From 12.30 p.m. to 1.30 p.m.

b. COMPULSORY RELIEF

In the interest of maintaining continuous operations, it is understood that Rotating Shift worker will remain at their post at the end of their shift until they have been relieved.

c. OVERTIME

Due to the nature of the operations, overtime may be necessary; supervisors will endeavour to consider the employee’s desire in the assignment of overtime. To this end the Management and the Union will work together for maintaining continuity of operations and production (overtime shall not be compulsory).

ii. Overtime Rate

Working days 1.50 Times
Rest days (Saturdays and Sundays) 2.00 Times
Public Holidays 2.50 Time

d. Call-in-Allowance

In an event where an employee closes his/her normal work and he/she is called in respect of maintenance/maintenance related work, a call-in-allowance of Six Ghana cedis (GHc 6.OO) in addition to overtime and transport is paid to him/her.

ARTICLE 10 - RATE OF PAY

a. Workers who are covered by this agreement shall receive the rate of pay appropriate to their job classifications, as shown in Appendix “X” which forms part and is attached to this Agreement.

b. Salaries/Wages shall be paid to staff not later than 27th of each month.

c. General Wage Increase

In the event where new budgetary policies and directives are introduced by the Government leading to a general wage increase, the Company and Union shall review the existing salary structure taking cognizance of the Government directives.

d. If a new job is created that is comparable with classification under Appendix “X” the salaries/wages shall be determined by negotiations between the Management and the Union.

ARTICLE 11 - ANNUAL INCREMENT

a. Annual salary increment shall be granted at the end of salary year.

A minimum of six (6) months service may qualify an employee for an increment which is awarded from single to multiple points on the basis of performances assessment on the job.

b. If the increment is to be withheld, the Employer will notify the employee at least two months before the increment is due and also give the reason for

withholding such increment and the number of months for which the increment would be withheld.

c. All incremental adjustment shall take effect from the incremental year.

d. When an employee reaches the maximum of his salary scale, he may continue to receive his increment on that salary until he is promoted.

ARTICLE 12 - PROMOTION

a. Vacancies shall be filled by giving first consideration to existing staff.

b. Promotions to vacancies in higher grade shall be based on qualification, efficiency on the job, experience, sense of responsibility, initiative, general behaviour and length of service.

c. Acting Allowances

Where an employee covered by this Agreement is required to act on behalf of a Senior Staff (non-Union staff) he shall be so advised in writing and be paid the minimum consolidated salary of the grade in which the senior staff is place. This is applicable only if the period is more than two weeks.

d. The period to act on the above category will be restricted to one (1) year. ARTICLE 13- NIGHT /AFTERNOON SHIFT ALLOWANCE

a. An employee required to work between the hours of 10.00 p.m. to 6.00 a.m. shall be paid an allowance calculated at twenty eight per cent (28%) of his consolidated hourly pay for each such hour worked.

b. An employee who is required to work between the hours of 2.00 p.m. to 10.00 p.m. shall be paid an allowance calculated at fifteen per cent (15%) of his consolidated hourly pay for each such hour worked.

c. Any employee found to be sleeping during these hours shall be dealt with as follows:

i. First instance-marked absent

ii. Second instance-markedabsent

iii. Third instance onwards-to be warned

d. The Supervisors of each department shall submit a report to the Time Office confirming that each employee in their respective sections were not sleeping while on duty.

ARTICLE 14 - DISCOMFORT ALLOWANCE

Discomfort allowance of seventeen percent (17%) of daily consolidated pay per day of production shall be paid to employees in their respective departments who fall under the following risk categories.

HEAT/NOISE/SMOKE/HAZARDS/RISK

Melting Shop

Rolling Mills

Concast

Foundry

Oxygen Plant (02 Plant)

Transport (any driver assigned for plant duty only on number of days worked basis),

b. Height Allowance

20 feet and above - Eight Ghana cedis (GHc 8.OO) per day (excluding Crane Operators, Electricians and Mechanics).

c. Extra risk allowance for the crane operators

In view of their importance for good production and extra risk involved an allowance of Twenty Five Ghana Cedis only (GHc 25.00) per month shall be paid to all Crane Operators calculated on the basis of their attendance. They are expected to be at post to facilitate good production.

ARTICLE 15 - OUT OF STATION ALLOWANCE

a. Employees will be entitled to an allowance when required to stay overnight away from their place of work while on duty. The following shall be the applicable rate for all groups. Seventeen Ghana Cedis, (GHc 17.00) per night or Thirteen Ghana Cedis (GHc 13.00) plus Hotel Bills (lodging only).

b. Employees required to perform duties outside Ghana shall be provided with accommodation together with inconvenience allowance shall depend on the conditions existing in the countries involved and the country’s currency.

ARTICLE 16 - INCENTIVE BONUS

In an endeavour to raise productivity, the company shall institute an incentive scheme. ARTICLE 17 - SALARY ADVANCE/LOAN

a. An employee shall be entitled to ten per cent to thirty per cent (10% to 30%) of his monthly salary as salary advance at the middle of the month. This shall be deducted at source at the end of the month.

b. Loan may be granted at the discretion of the Employer who upon information of circumstances regarding the request will exercise as to the size, frequency of loan and period for repayment.

ARTICLE 18 - CASUAL/COMPASSIONATE LEAVE

Casual/Compassionate leave may be granted to employees in special circumstances if the Employer is satisfied that there is a bonafide case. The period of such leave will be determined by the circumstances of each case but not exceeding five (5) working days. 

ARTICLE 19 - ANNUAL LEAVE/LEAVE ALLOWANCE

An employee who has completed nine (9) months service shall be granted Annual Leave according to the following schedule.

1 to 3 years 22 working days
3 to 5 years 26 working days
5 to 7 years 28 working days
7 to 10 years 32 working days
0 years and above 34 working days

b. The Employer reserves the right to close down the factory for Annual Maintenance, during which all production workers may be required to take their leave. Employees shall normally determine the date they want to proceed on leave but where the exigencies of the Company demand, Annual Leave shall be at the convenience of the Employer.

c. Where the Company requires an employee to interrupt his/her Annual Leave, the Company shall refund the employees legitimate traveling expenses as well as pay him/her for the time spent on travel.

ARTICLE 20 - EDUCATION SUBSIDY

The employer shall pay an amount of Eighty Five Ghana Cedis (GHc 85.00) per child per term for two (2) registered children of the employees aged between 3-18 years upon production of documentary evidence of school attendance. Such evidence need to be presented only once a year.

ARTICLE 21 - LONG SERVICE AWARD

An employee covered by this Agreement shall be honoured as follows on completion of:-

10 years service GHC 700.00 plus a framed certificate
15 years service GHC 750.00 plus a framed certificate
20 years service GHC 1,000.00 plus framed certificate
25 years service GHc 1,125.00 plus framed certificate

ARTICLE 22 - CERTIFICATE OF SERVICE

On the resignation or retirement of an employee a framed certificate of service will be provided by the Company.

ARTICLE 23 - FRUSTRATED WORK

Where an employee who reports for duty is ordered to stop work by the Employer or any person in the authority of the Employer before the employee completes the day’s full hour’s work, due to no fault of the employee, he shall receive the full pay for the day.

ARTICLE 24 - MEDICAL FACILITY

It is obligatory for all employees to have NHIS Cards to access medical facilities for him/her and his/her registered dependants. The cost of registration and renewal fees shall be borne by the Employer upon submission of genuine official receipts from NHIS Office by the employee. The Company shall not accept any excuse when an employee fails to comply.

However, the Company shall maintain the dispensary in the factory to take care of any emergencies and First Aid requirement.

Furthermore; anything which falls short of the scheme shall be at the discretion of Management.

ARTICLE 25 - SICK LEAVE

Should an employee be absent from work on account of illness such absence being justified by Medical Certificate, the employer will grant sick pay on the following basis:-

NO DETAILS FULL PAY MONTHS 3/4 PAY MONTHS 1/2 PAY MONTHS
a Employees with one year service but less than three years 3 2 2
b Employees with three years service but less than ten years 3.5 3 3
c Employees with more than ten years 4.5 4 4

Thereafter, the amount of any attendance to be paid will be determined by the Employer according to the merits of a particular case.

ARTICLES 26 - MATERNITY LEAVE

a. A female employee becoming pregnant shall be granted three (3) months Maternity Leave commencing at six (6) weeks before confinement on Production of a certificate signed by the Company’s Doctor or a registered Medical Practitioner stating that confinement may be expected to take place six weeks after the date of the certificate. In addition, she is eligible for the normal Annual Leave.

a. A female employee shall be paid full-consolidated salary during maternity Leave.

b. Absence from duty arising from pregnancy or excess of the maximum period prescribed under this article shall be regarded as absence on the grounds of ill- health unless so certified by the Company’s approved Medical Officer.

c. Maternity Leave shall count towards increment and including awards.

d. A female employee shall be allowed two (2 hours) each working day for a period of nine (9) months to enable her nurse her baby, but she should not leave office earlier than 12.00 noon.

e. A female on being employed shall not be entitled to maternity leave until she has served for twelve (12) months and has been confirmed in appointment.

ARTICLE 27 - INDUSTRIAL INJURY/DEATH BENEFIT

a. Absence from work arising out of injuries and /or industrial disease shall be governed by provision of the Workmen’s Compensation Law 187 (PNDCL 1987).

b. Twenty (20) months consolidated pay or Nine Thousand Ghana cedis (GHc 9,OOO.OO) whichever is higher shall be paid when an employee dies at his work place through an industrial accident.

ARTICLE 28 - FUNERAL GRANT

a. On the death of an employee, the Company will grant the following towards funeral expenses.

i. Coffin

ii. Transport to convey the corpse

iii. Donation of- GHc 8OO.OO

iv. 2 Bottles of Schnapps

v. 1 Gallon of Local Gin

vi. 3 Crates of Minerals

b. In the death of Muslim employee, the Company will grant the following towards funeral expenses Four hundred and fifty Ghana Cedis (GHc 45O.OO) in place of coffin and Eight hundred Ghana Cedis (GHc 8OO.OO)

donation plus transport to convey the corpse.

c. In case of registered spouse, it is GHc 800.00 cash

In case of registered child, it is GHc 520.00 cash

In case of registered parent, it is GHc 400.00 cash.

ARTICLE 29 - NOMINATION OF BENEFICIARY

Every employee will give his employer at the time of his engagement the name and address of the nominee who he wished to receive any entitlement due from the Employer to his estate in the event of death. This can be renewed or revised at the discretion of the employee. In the event of the death of the employees, the Employer shall pay the beneficiary last nominated by the deceased provided the said beneficiary produces a certified true copy of letter of Administration or Intestate Succession Law 1985 P.N.D.C.L. 111.

ARTICLE 30 - RESIGNATION AND TERMINATION

a. Any employee wishing to resign from employment after less than three years Service will give two weeks notice or pay in lieu thereof. After three years service, he will give one month’s notice or pay in lieu thereof. In case of termination, the Employer shall likewise give the above notice or pay in lieu. This article shall be interpreted jointly with Section 17 & 18 of the New Labour Act 2003, (Act 651).

b. Employees covered by this agreement who are terminated or who resign shall be entitled to an accrued untaken leave and leave allowance and accrued untaken bonus.

ARTICLE 31 - REDUNDANCY

a. Where for one reason or another Company is compelled to declare any number of the employees redundant, the Employer shall give the Union one calendar month notice in advance of final action being taken. This notice shall state the effective date of the redundancy and a list of names of employees to be affected shall accompany the notice.

b. The principle of first in last out shall apply, all things being equal.

c. Should the Company find it necessary to fill vacancies in particular grades, preference will be given to the old employees in accordance with the principles of “first in last out”

d. In those cases where the Company wishes to retain the services of a less senior man because of his merit or ability is greater than those of the men with longer service, the Union shall be consulted.

e. When subsequent new employment arises, employees who have been previously terminated because of redundancy will be considered for re-employment provided their previous performance and conduct were satisfactory and their potential skill and ability to assume other jobs are in the opinion of the Company, equal to those other applicants.

f. Employees who are terminated on grounds of redundancy shall be entitled to the following benefits depending on their years of service with the Company.

i. 1-5 years, 8 weeks pay for each completed year of service and pro-rata for fraction.

ii. 6-9 years, 10 weeks pay for each completed year of service and pro-rata for fraction.

iii. 10-15 years, 15 weeks pay for each completed year of service and pro-rata for fraction.

iv. 16 and above, 16 weeks pay for each completed year of service and pro-rata for fraction.

However, in case of redundancy, Management would discuss with Industrial and Commercial Workers Union (I.C.U.) Ghana their proposal.

ARTICLE 32 - ILL HEALTH

If in the opinion of the Company’s Doctor or in the majority opinion of three (3) Doctors (an employee will seek second or third opinion at this own cost, one of whom will be the Company’s Doctor) an employee is found not to be fully fit to resume his duties, he shall be compulsorily retired.

ARTICLE 33 - RETIREMENT

a. Any Plant worker who attains the age of fifty-five (55) years shall be Retired and any Non-Plant worker who attains the age of sixty (60) years shall be retired.

b. Any employee leaving on grounds of retirement shall be entitled to eight (8) months pay.

c. The Management shall inform staffs who are due for retirement three (3) months in advance. However this will not compel Management to pay any entitlement if such notice had not been given.

ARTICLE 34 - DISCIPLINE

Employees shall conform to and abide by rules of the Company and shall observe and comply with directives issued from time to time.

a. Absent from Duty

No employee shall absent himself from duty without permission. In the event of such behaviour, the employee shall render himself liable to be issued with written warning or some stem disciplinary action. Absence without permission shall not call for pay.

Any employee wishing to leave his place of work will first seek permission from the Departmental Head. Any employee who leave his place of work without permission will be committing an offence and a warning letter shall be issued to him.

b. An employee who absents himself without due permission for five (5) consecutive days will be regarded as having vacated his post without notice and thereby deemed to have terminated his employment-

contract with the Company.

c. An employee deemed to have vacated his post may appeal to Management for consideration provided his assigned reasons for unauthorized absence are found tangible for acceptance, and therefore reinstatement.

d. Written Warning

Where the service of an employee is found unsatisfactory or where an employee commits an offence, which does not warrant summary dismissal, he may be given warning. Before a warning letter is issued, the employee shall be given the opportunity to defend himself. A third offence by an employee shall compel the Company to terminate his/her appointment.

e. Suspension

Any employee who is suspected of having committed an offence, which warrants summary dismissal, shall be suspended pending investigations. During the period of suspension, the employee shall be entitled to half pay. However, if suspension is not followed by dismissal, or should the employee be exonerated thereafter, he shall be re-instated in employment and be paid the balance of his full pay.

f. Summary Dismissal

Summary dismissal shall be effected for just and reasonable cause involving dishonesty, fraud, willful refusal to obey legitimate and reasonable instructions and proven gross misconduct. Such action shall be taken only when the employee has been given the opportunity to defend himself.

ARTICLE 35 - GRIEVANCE PROCEDURE

Step 1 - In the event of any grievances, the employees shall as a first step take the matter up with his immediate Supervisor/Sectional Head.

Step 2 - If he does not obtain satisfaction, he may ask his shop Steward/Union to present his case.

Step 3 - If the matter remains unresolved, the Local Union will take the matter up with Head of Personnel.

Step 4 - If the matter remains unresolved the Local Union can summon for Union/Management meeting to solve the issue

Step 5 - If after Step 4 the matter still remains unresolved; the Union will summon the Standing Joint Negotiation Committee to meet to reach an agreement.

If the committee fails to resolve the matter, either party may proceed constitutionally by reporting the dispute to the Minister of Labour with a request that he may appoint a conciliation officer to endeavour to settle the dispute.

ARTICLE 36 - LEGAL ASSISTANCE FOR COMPANY DRIVERS

Any driver employed by the company, when involved in a motor offence, during the course of his official duties, shall be assisted by the company. In the event of the matter being resolved against the driver and/or proved negligent on his part, he shall be responsible for the total expenses involved.

Any driver employed by the company shall comply with all procedures required by the company’s insurers and adhere strictly to Management’s Standing Rules and Instructions for using company’s vehicles.

ARTICLE 37 - UNIFORMS/SAFETY

a. As much as possible, all employees shall be provided with two (2) sets of special clothing for a year, and pair of Industrial boots shall be given to

each plant worker. Management is to take steps to ensure its implementation.

b. The company shall make provision for the safety and health of its employees at the factory during working hours.

c. Protective devices and other equipment necessary to protect the employees from Industrial injuries shall be provided by the company.

d. Recognizing the importance of safety to all employees, the company and the union shall communicate with each other and discuss relevant safety issues from time to time.

e. Management will ensure safety awards are given to employees who safeguard the company from difficulties.

f. Every employee shall be entitled to two (2) bars of good quality washing soap (key or equivalent) every month.

ARTICLE 38 - TRAINING WITHIN INDUSTRY

The Employer undertakes to provide suitable means for the training of employees including apprentices which such means will enable employees to secure competency in the performances 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 Employer will undertake to bear the cost of such course.

Due note will be taken of an employee’s requirement to attend such course which would render the applicant more competent in the performance of his duties within the Organization.

ARTICLE 39 - PROVIDENT FUND

The Provident Fund contribution is as follows:-

Management 4 %
Worker 8 %

The Provident Fund scheme should properly be managed so that in future the scheme would not suffer defect. The fund would be managed by a seven member committee; to be supervised by the Managing Director of the Company.

The Accounts of the Fund should be transparent to all stakeholders. It may be advisable to invest in Treasury Bills. Proper scheme for withdrawal of funds at various periods of exit has to be finalized.

The committee is required to come out with:

(a) Transparent systems

(b) Selecting reliable bank/banks

(c) Proper Tax planning

ARTICLE 40 - LEAVE ALLOWANCE.

Eight percent (8%) of an employee’s consolidated monthly salary would be set aside and paid by Management in block to all workers in June 2016.

WITH EFFECT FROM 1-1-2015
SCALE A SCALE B SCALE C SCALE D
SLNO. BASIC GHC CONS. GHC BASIC GHC CONS. GHC BASIC GHC CONS. GHC BASIC GHC CONS. GHC
1 545.89 740.58 418.17 700.81 390.47 661.03 382.16 649.11
2 452.84 750.51 424.42 709.74 395.55 667.99 386.31 655.05
3 459.75 760.46 430.63 718.68 400.15 674.95 390.47 661.03
4 466.66 770.40 436.90 727.65 405.02 681.92 394.62 666.99
5 473.60 780.36 443.10 736.60 409.87 688.87 398.80 672.97
6 480.55 790.29 449.34 745.57 414.69 695.83 402.94 678.93
7 487.44 800.26 455.60 754.49 419.57 703.60 407.10 684.89
8 494.37 810.21 461.81 763.44 424.42 709.75 411.25 690.85
9 501.32 820.15 468.07 772.40 429.26 716.73 415.41 696.83
10 508.25 830.09 474.29 781.36 434.10 723.68 419.57 702.79
11 515.15 839.88 480.55 790.29 438.94 730.64 423.73 708.76
12 522.08 849.97 486.76 799.24 443.81 737.60 427.87 714.73
13 529.02 859.92 493.01 808.22 448.67 744.56 432.03 720.69
14 535.96 869.86 499.22 817.16 453.49 751.51 436.18 726.65
15 542.89 879.81 505.48 826.11 458.34 758.48 439.98 732.63
16 549.80 889.76 511.68 835.06 463.21 765.44 444.50 738.59
17 564.06 899.69 517.93 844.01 468.07 772.40 448.67 744.56
18 563.66 909.62 524.19 852.97 472.90 779.36 452.84 750.51
19 570.60 919.57 530.39 861.91 477.76 786.32 456.99 756.48
20 577.52 929.54 536.66 870.84 482.61 793.28 461.13 762.46

Signed for and on behalf of Tema Steel Company Limited

MR. MOTAPARTI PRASAD - MANAGING DIRECTOR

MR. M. J. PATEL - DIRECTOR

MISS ELLEN JONAH - SENIOR MAKAGER-/HR

Signed for and on behalf of the Industrial & Commercial Worker Tema Union of I. C. U. GHANA

MR. ELEAZAR NYAUNU

REGIONAL OFFICER-I.C.U

MR. HONEST APEYESI - LOCAL UNION -CHAIRMAN

MR. LAWRENCE DOGBE - LOCAL UNION- SECRETARY

Tema Steel Company Limited - 2015

Start date: → 2015-01-01
End date: → 2016-12-31
Name industry: → Manufacturing
Public/private sector: → In the private sector
Concluded by:
Name company: → Tema Steel Company 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): → 77 %
Maximum days for paid sickness leave: → 380 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: → 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: → Yes
Paid leave per year in case of caring for relatives: → 5 days

EMPLOYMENT CONTRACTS

Trial period duration: → 90 days
Severance pay after 5 years of service (number of days' wages): → 50 days
Severance pay after one year of service ((number of days' wages): → 40 days
Part-time workers excluded from any provision: → No
Provisions about temporary workers: → No
Apprentices excluded from any provision: → No
Minijobs/student jobs excluded from any provision: → No

WORKING HOURS, SCHEDULES AND HOLIDAYS

Working hours per day: → 8.0
Working hours per week: → 40.0
Paid annual leave: → 22.0 days
Paid annual leave: → 4.0 weeks
Rest period of at least one day per week agreed: → Yes
Paid leave for trade union activities: → -9.0 days
Provisions on flexible work arrangements: → No

WAGES

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

Wage increase

Premium for evening or night work

Premium for evening or night work: → 128 % of basic wage
Premium for night work only: → No

Payment for standby work

Payment for standby work: → GHS 6.0
Payment for standby work Sundays only: → No
Payment for standby work all days per week: → Yes

Premium for overtime work

Premium for overtime work: → 150 % of basic wage

Premium for Sunday work

Premium for Sunday work: → 200 %

Allowance for seniority

Allowance for seniority: → GHS 700.0 per month
Allowance for seniority after: → 10 years of service

Meal vouchers

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