This Agreement is made this 1st day of April 2013 between the Alisa Hotels-North Ridge, Accra, hereinafter referred to as the employer and the National Union of Teamsters and General Workers (NUTEG of GFL), hereinafter referred to as the Union.

Both parties are jointly mandated under the Labour Act 2003, Act 651 to negotiate terms and conditions of employment as representatives of the parties hereto.

Article 1: Coverage

This Agreement shall apply to the class of employees classified under the collective bargaining certificate who subscribe to the membership of the Union.

Article 2: Purpose

It is the intended purpose of the Employer and the Union that the content of this Agreement shall promote and improve harmonious working relationship towards the realization of the corporate goals of the company and improved socio-economic well being of the employees who are members of the Union.

This Agreement is intended to create the platform and atmosphere through the medium of dialogue to resolve all possible labour related conflicts or misunderstandings that may arise in the course of the work through processes and procedures provided for under section 108 of the Labour Act 2003, Act 651 and as variously provided as stated in LI 1822.

Article 3: Duration

This Agreement shall come into effect on 1st April 2013 and shall remain operational for a period of two (2) years from the date.

Twenty two (22) months after its operation, either party to this Agreement may serve the other party a one (1) month written notice of its intentions to either review the agreement for a further period or to discontinue implementation. In either case, the two parties shall meet to negotiate, but until a new Agreement is negotiated and signed into effect, the existing Collective Agreement shall continue to prevail on both parties.

Article 4: Definitions

For a better understanding and effective implementation of the Articles of this Collective Agreement the following shall mean:

a. EMPLOYER shall mean the company registered under the laws of Ghana to operate a hotel.

b. EMPLOYEE shall refer to a permanent and temporary worker of Alisa Hotels who is or shall be employed by the company and classified under the Collective Bargaining Certificate to be covered by this Agreement.

c. MANAGEMENT shall refer to the team of managers duly appointed by the Employer to implement its policies and to ensure the effective implementation of the Articles on all matters of employment and non-employment contained in this Collective Agreement and all relevant laws of this land.

d. UNION means the National Union certified by the Labour Act 2003, Act 651 as the National Union of Teamsters and General Workers of Ghana (NUTEG of GFL)

e. MEMBERS shall refer to those employees who exercise their right under the law to join the Union to promote and protect their socio-economic interest while in the employment of the company.

f. SALARY means the consolidated basic pay of an employee without any deductions or additions or other incentives or allowances.

g. OFF DUTY shall refer to the statutory two days rest period as agreed by the parties for a worker guaranteed by the law after working for a period of forty hours in a week.

h. PAY shall refer to the net earnings of an employee at the end of the month after all statutory deductions have been effected

i. PROBATION means the period of observation of a newly engaged worker to determine his/her level of competence and commitment to work for confirmation as a permanent employee.

Article 5: Engagement

A successful applicant who is offered employment by the company shall be served with an appointment letter which shall contain the following essentials of employment:

- Date of employment

- Nature of employment

- Salary at the point of employment

- Period of probation

- Job title and job description

- Hours of work

Article 6: Employee Data

The newly appointed employee shall furnish the employer with detailed personal data covering the following areas among others;

•Personal profile including full name, date of birth, age, parents and dependants, previous employment data, academic qualification, next of kin, medical history, disciplinary record, referees, etc.

Article 7: Medical Exam

An applicant to be considered for employment shall be made to undergo full medical examination at the instance and cost of the employer at the employer’s designated medical centre to determine his/her physical fitness to work.

Article 8: Probation

A. The employer shall subject newly engaged staff who are likely to be made permanent employees to a minimum of three (3) months and a maximum of six (6) months probation during which period the employee shall be carefully observed as to his/her suitability for the job.

B. The employer shall write to either confirm or terminate the appointment of probationer on the basis of either proven satisfactory or unsatisfactory performance on the job before the expiry of the period of probation.

C. Six months of continuous service, a probationer who is not served any written notice to the contrary shall be deemed as permanent staff in the employment of the company and shall be entitled to the full benefits enjoyed by any permanent staff.

Article 9: Induction Service/Job Orientation

In order to promote teamwork for higher productivity at work, newly recruited staff of the company shall undergo induction service to introduce them to the cultural norms and work ethics of the company.

Article 10: Appraisals

a. In line with its corporate policy the employer shall undertake annual performance appraisals of all employees covered by this agreement. The outcome of this annual performance appraisal may be used to determine salary incremental jumps, promotions, upgrading and incremental withholdings.

b. An appraisal scheme shall be designed by the human resource department to be administered by the departmental and/or sectional heads of the company.

c. The departmental head shall constitute an appraisal interview platform where the employee being appraised shall be given an opportunity to sign his/her own appraisal report.

d. The company shall constitute an appraisal review committee made up of the head of the human resource department, head of department of the employee concerned and the union branch chairman.

e. As much as possible, there shall be fairness, transparency and participation in all appraisals. However, in particular cases of appraisal dispute, the disputant could petition the appraisal review committee for redress whose decision shall be final.

Article 11: Hours of Work

a.The standard hours of work for pay shall be eight (8) hours a day and forty hours a week of five (5) days duration. In all cases, the period of work shall be regulated to meet the needs of work but in line with the laws regulating hours of work.

b. Every worker shall be entitled to two (2) days off-duty in a week of seven (7) days. The off-duty shall however be regulated by the employer in the interest of work.

c. Any hours of work beyond the stipulated hours of work shall be considered as an overtime which shall attract extra pay under the overtime rate. Overtime must, in all cases, be prior approved by the department head with an overtime form.

Article 12: Overtime/Rates

a. Overtime work shall not be compulsory except under emergency circumstances of disaster or accident that may require hands on action to save the company from imminent danger.

b. Should a staff accept work beyond his/her normal hours of work either on a working day, off day and/or public holiday, the following overtime rates shall apply in calculating payment:

Normal working day – times one (1)

Off days/public holidays-double time (2)

Article 13: Individual Contracts

A member of the union covered by this collective agreement shall not enter into or be compelled to enter into any personal contract on any terms covered by this agreement without the consent and prior approval of the parties to this agreement.

Contracts entered into by individuals (non-members) are not covered by this article.

Article 14: Uniforms

a. In the interest of the work, the employer shall provide appropriate uniforms to employees for whom management deems it necessary to wear a uniform or work clothing.

b. Such uniform shall be maintained at the expense of the employer and shall remain the property of the employer.

c. In circumstances where the employer is unable to provide uniform, the affected employee may be paid an allowance of GH¢300.00 per annum.

d. Worn out uniform/work clothing shall be presented to the head of department for replacement.

Article 15: Occupational health and safety

a. The employer shall ensure that every worker employed by him or her works under satisfactory, safe and healthy conditions as contained in section 118 of the Labour Act 2003, Act 651.

b. In the event of an employee suffering injury or ill health as a direct result of his or her work the Workmen’s Compensation Law shall apply.

c. A Health and safety committee may be established by the employer to advice management on all safety matters regarding the Hotel.

Article 16 Legal Assistance

In the event of legal proceedings being taken against an employee by a third party in the performance of his or her lawful duties for and on behalf of the company, the employee involved shall be provided with legal assistance.

Where an employee is found to have performed his duties with gross neglect of procedures or in contradiction to the laws of Ghana the employer shall not be held liable to provide legal assistance.

Article 17: Frustrated Work

a. An employee who reports for his/her normal daily work and through no fault of his/her, he or she is ordered to stop work before the end of the normal hours of work, he/she shall be entitled to the normal day’s salary as though he/she has worked for the day. This shall not apply in the case of an employee’s misconduct at work.

b. Hourly paid employees:

Employees who fall within this category will be remunerated based on hours worked as per the weekly schedules. In the event that such an employee is scheduled for eight hours, the affected employee will be paid only for the number of hours he/she worked.

Article 18: Transfers

a. An employee who is required by the employer to work in another location outside the town/city of his/her original place of work for ninety (90) days shall be deemed to have been transferred.

b. Movement of staff from one location to the other in different towns/cities for a maximum period of three (3) months shall be considered as a temporary transfer.

c. In such circumstances, the employer shall pay the full cost of transportation, accommodation, meals and out of pocket allowances as and when applicable.

d. A transfer which extends beyond three months period shall be considered as a permanent transfer.

e. In the case of permanent transfer, the employer shall transport the employee, his family and belongings to the new location; provide free accommodation to the employee for a period of three months and where necessary assist with issues like school fees.

f. An employee who refuses transfer shall be made to resign from the services of the employer.

Article 19: Annual Leave

a. Employees who have served the Hotel for a continuous period of twelve months shall be entitled to twenty three (23) working days as annual leave.

b. Annual leave shall be taken at the convenience of the employer. Notice of an employee’s annual leave shall be served one calendar month to the time of the leave.

c. Every employee shall enjoy an unbroken period of leave but when the need arises for the employer to interrupt the leave of the employee to return to duty, the employee shall be entitled to the remaining leave days.

d. The employer shall bear the cost of transporting the employee back to post and pay him/her a leave interruption allowance of twenty Ghana Cedis (GH¢20.00).

Article 20: Casual Leave

The employer may grant a maximum of ten (10) working days casual leave to an employee who has exhausted his/her annual leave in that particular year to attend to very urgent personal matters such as writing of self-sponsored examination, bereavement of close relations, child birth, deliveries, Marriage, wedding ceremonies, sickness of registered dependants etcetera.

The employee shall apply for such leave in writing with detailed reasons for the request to the head of the Human Resource department through the employee’s head of department for consideration and approval.

Article 21: Maternity Leave

a. A female employee covered by this Agreement who in the course of her employment with the company is certified by a medical doctor to be pregnant shall be entitled to three months leave with full pay.

b. The period of the maternity shall be determined on the recommendation of a medical doctor in consultation with the head of department and the pregnant employee.

c. A pregnant worker who falls sick and is declared unfit to work by a medical doctor during the period of pregnancy shall be granted leave with pay for the period. Such paid sick leave shall not form part of the maternity leave.

d. A nursing mother who returns to work after delivery shall be granted one(1) hour time-off daily for twelve months to attend to her baby. The period shall be determined by the Head of department and the nursing mother.

Article 22: Sick Leave

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

- 1st three (3) months-full pay

- Additional 3 months-3/4 pay

- Subsequent 2 months-1/2 pay.

b. After the above is exhausted, the employee shall be re-examined by the medical board of the employer to determine his/her fitness to continue work and make the appropriate recommendations to the employer for consideration.

c. An employee, who is terminated by the employer on the recommendations of the medical board under this clause, shall be terminated under section 15 (i-e) of the Labour Act 2003, Act 651

Article 23: Allowances

a. Call in Allowance: : When the exigency of work requires that the employer interrupts the rest period of work, the employer shall transport the employee to work and compensate him/her with an allowance of seven Ghana cedis (Gh¢7.00).

b. Out of Pocket allowance

When an employee is required to travel on duty and he spends the night out of h/her usual place of work, the company shall bear the cost of h/her hotel accommodation, meals and other related expenses. In addition h/she shall be paid an out of pocket allowance twenty Ghana Cedis (GH¢20.00) per day.

In the case of international travel the out of pocket allowance shall be twenty United States dollars (US$20.00).

c. Night Shift Allowance

Where a request is made to a non permanent night staff, 10% of his/her daily pay shall be paid as night allowance, to be paid at the end of the month. This excludes permanent night staff.

d. Acting Allowance

When the employer authorizes an employee to act in a superior position over and above his/her normal level of work, he/she shall be paid an acting allowance equivalent to fifteen percent (15%) of his/her consolidated salary.

Article 24: Salary Administration

The two sides shall constitute a Committee to review the existing salary and job classification structure of employees within this category for adoption by the Standing Negotiating Committee.

Article 25: Staff Welfare Scheme

A staff welfare scheme may be established after the coming into force of this agreement. Employees may be members may join the scheme and may contribute to the fund. The management and rules/regulations of the scheme shall be the sole responsibility of the employees.

Article 26: Union Recognition

a. Management

The management and the board of the company recognizes the existence of the National Union of Teamsters and General Workers as the official representative of workers classified under the collective bargaining certificate and as a social partner for the development and achievement of the corporate goals of the company. It shall endeavour to secure the maximum cooperation of all parties to promote harmonious working relationship for the betterment of the company and workers.

b. Union Notice Board

Management shall provide a notice board properly placed on the premises of the company where management and union information shall be placed for the knowledge and attention of employees under this agreement.

The Union will provide a copy of its intended publications to management prior to publication.

c. Union Activities

1. The employer shall in accordance with the Labour Act 2003, Act 651 grant union executives and shop stewards of the company reasonable time to attend union meetings and training programmes that will facilitate their efficient service delivery to the rank and file members of the company.

2. Sufficient time of notice (at least forty-eight hours) shall be given to the head of department to arrange for h/her proper release and replacement.

d. Office

The employer shall facilitate the work and role of the Union in the promotion of hard work and discipline among the workers with the provision of a filing cabinet to keep official records and documents for the efficient running of the Union.

e. Executives/Shop Stewards

1. In line with the Labour Act 651, the employer shall recognize the existence of branch executives as official representatives of the union at the company.

2. Departmental and sectional heads, managers and supervisors shall also recognize the existence of shop stewards at various departments and sections as representatives of the branch executives who shall consult and be consulted on matters involving union members in their respective sections and departments.

3. The Union shall assist in the resolution of labour conflict that may arise from time to time in the course of work.

f. Union Membership

1. Employees covered by this agreement shall be deemed to be paid up members of the Union. They shall pay Union dues levied on every member as provided for by the Union’s constitution.

2. New employees of the company engaged after the coming into effect of this agreement may, or may not, become a member of the Union.

g. In accordance with section 111 of the Labour Act 2003, Act 651, the Union shall request in writing with the consent of Union members, the employer to deduct the agreed percentage of dues from the salaries of employees who are members of the Union and pay same to the Union as directed by the national Union.

Article 27: Training and Development

a. As part of efforts to ensure a high level service delivery of staff to clients in order to maintain its leading role in the hospitality industry, the company may provide training opportunities both within and outside the Hotel for its employees. Such facilities may also enhance the promotion chances of staff.

b. Where the employer requires an employee to take a course of study in a recognized educational/training institution that may require time off with pay, the employer shall bear the full cost of the training.

c. Where an employee enrols in private studies (distance learning, evening studies and/or full time studies) that may have relevance to the work of the company, the employer may assist the applicant in the form of financial and/or material assistance to enable the employee complete the course.

d.An employee, who is authorised by the employer to undertake a course of study, either locally or abroad, may be granted study leave with pay to undertake such a course.

Article 28: Disciplinary Procedure

In the exercise of its rights and responsibilities under the Labour Act 2003, Act 651, the employer shall reserve the right to discipline any employee who is proven to have misconduct himself/herself while in the service of the employer.

Offences and their related sanctions have been classified into three (3) categories. The categories are minor, major and intolerable offences as follows:

Minor Offences

The following shall constitute minor offence;

• Leaving one’s job without permission

• Reporting late to work

• Spreading false information against a colleague

• Failure to complete work assignments within expected dates and times

• Failure to submit/resist security checks

• Using guest’s restroom and other facilities

• Lingering around in the Hotel after duty

• Using cell-phones during working hours

• Misuse of equipment and tools

• Browsing the net during working hours

- Penalties

a. Verbal warning for the first offence (To be given by the HOD in the presence of a third party recorded and signed by the parties)

b. Written warning for the second offence.

c. Final written warning for the third offence.

d. Full disciplinary proceedings leading to termination of employment after subsequent offence.

B. Major offences

The following shall constitute major offences:

a. Refusal to take legitimate instructions from superiors.

b. Sexual harassment.

c. Using abusive language towards colleagues/superiors.

d. Violation of safety rules.

e. Failure to wear prescribed uniform and safety apparels.

f. Persistently performing below average.

g. Persistent absenteeism.

h. Sleeping on duty.

i. Rudeness to customers.

j. Closing before time without permission.

k. Using guests’ linen in the changing rooms.

l. Eating around the hotel and leaving the left-overs

m. Cross misconduct

- Penalties

a. Written warning for the first offence.

b. Final written warning for the second offence.

c. Full disciplinary proceedings leading to termination of employment after subsequent offence.

NB: Warning letters will only be issued to offending employees 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.

C. Intolerable Offences

These shall constitute intolerable offences:

• Falsification of employment/company records

• Stealing/fraud

• Embezzlement of the Hotel’s funds

• Inciting workers against the employer

• Wilfully causing financial loss to the Hotel

• Misuse of the Hotel’s funds

• Working for a competitor without the consent of the employer

• Fighting on the Hotel’s premises

• Quarrelling/Fighting in the presence of the Hotel’s guests and customers

• Deliberate actions likely to bring the name of the Hotel into disrepute

• Use of drugs/alcohol during working hours

• Threatening fellow employees and superiors

• Vacation of post

• Wilfully or deliberate damage to the Hotel’s equipment /properties

• Soliciting for prostitutes for Hotel’s guest

• Using guests’ facilities without authority

• Using guest rooms for sexual purposes

- Penalties

- Suspension without pay

- Termination

A duly constituted Disciplinary Committee shall sit and hear the case before recommending the appropriate sanction.

Disciplinary Committee

• The Management and Local Union shall constitute a disciplinary committee made up of the Human Resource Manager, the Departmental Head in whose department the offence occurred, representing the employer, the branch union Chairman or Secretary and a shop steward from the department in which the offence was committed.

• In a situation where the offence cannot be proven immediately, the Disciplinary Committee shall convene to investigate the case and make appropriate recommendations for the consideration and action of the Management.

• In all cases of discipline, the alleged offender shall be given ample opportunity either by the management or the Disciplinary Committee to defend h/herself before any action is taken on h/her.


1. Where an employee is interdicted, he/she shall be paid fifty percent (50%) of her monthly salary during the investigations, disciplinary or criminal proceedings for an offence for which the employee has been charged and /or interdicted.

2. If an employee is proven not guilty after investigation and re-instated, h/she shall be paid all withheld salaries/benefits due to the employee while on interdiction.

Vacation of Post

If an employee absents him/her from duty without permission for five consecutive days, h/she shall be deemed to have resigned from the company without notice and the employee shall be notified in writing of h/her resignation of appointment.

NB: With the passage of time and as and when new disciplinary situations change, management and union will sit to consider and approve new disciplinary issues that could be included in any of the categories.

Article 29: Grievance procedure

a. The first point of call for any manner of grievance of a worker shall be the head of department who will endeavour to resolve the grievance satisfactorily. However, if the grievance involves the head of department, the employee shall formally complain to the shop steward to discuss the matter with the head of department in order to obtain a possible solution.

b. If the aggrieved employee is dissatisfied with the outcome, the Union will report the matter to the Human Resource Manager who will chair a meeting involving the head of department, the complainant and the branch Union. The Committee shall make recommendations based on the outcome of the investigations into the matter.

c. If the matter remains unresolved, the branch Union shall submit a comprehensive report for further investigations. If the national Union is satisfied of a bona fide case, it shall write to the Chairman of the Standing Negotiation Committee to address the issue.

d. If the Standing Negotiation Committee fails to resolve the matter, the matter shall be reported to the National Labour Commission. The decision of the National Labour Commission shall be final and binding on all parties.

Article 30: Long Service Awards

The Company shall acknowledge, appreciate long and deserving service.

The periods shall be as follows:

a. 5 years

b. 10 years

c. 15 years

At any point in the giving of long service awards, management and the union will sit and decide appropriate awards for deserving employees.

Article 31: Provident Fund

a. A contributory three-tier provident fund scheme shall be instituted as follows to provide lump sum end of service benefit to employees on leaving the service of the employer.

• Employer’s contribution = 7.5% of consolidated basic pay per month.

• Employees’ contribution = 5.0% of consolidated basic pay per month.

b. The Fund shall be managed independently by a board of trustees made up of equal representatives of management of the company and the branch Union with the chairman appointed by management.

c.The fund shall be regulated by fund rules approved by members.

Article 32: Scholarship Scheme

a. As part of its social responsibility, the company may grant two (2) scholarships to brilliant children of employees to pursue education in senior high schools, technical/vocational schools in the country every year.

b. A GH¢750.00 scholarship to cover tuition, boarding/lodging may be given upon receipt of a proper invoice from the educational institution. This shall exclude PTA dues and levies.

c. The scholarship facility may be renewed yearly based on the academic performance of the beneficiary student in school and continued service of the beneficiary employee in the employment of the Hotel.

d. A 3-memberScholarship Committee made up of two management staff and one Union representative and headed by the Human resources Manager shall sit and advise the General Manager for the awarding and review of the facility.

e. Beneficiaries must have clean work record with Alisa Hotels. Disciplinary action against the parent/employee will result in the immediate discontinuation of the scholarship.

Article 33: Medical Facilities

a. The Hotel shall provide medical care under the NHIS scheme to all employees and their registered dependants of one wife and four children up to the age of 18 years.

b. The Hotel shall institute a top-up medical facility to cover other health care needs that the NHIS is unable to cover for employees and their dependants at GH¢300.00 per staff and dependants per year.

c. Due to the sensitive nature of the hospitality industry, medical checks as required by the laws of Ghana shall be carried out as and when the employer deems them necessary.

Article 34: Annual Bonus

a. As part of its efforts to recognize hard work among workers, an annual bonus will be paid in December of each year provided the financial goals set out in the budget are achieved.

b. The bonus structure shall be as follows:

- Less than one year - pro-rata

- One year - 25%

- Two Years - 50%

- Three Years - 75%

- Four Years - Full 13th Cheque

Article 35: Funeral Grant Breakdown

Staff GH¢1,400.00 (50% to surviving spouse and children and/or Next of kin).

- Registered ParentGH¢ 300.00

- Spouse GH¢ 600.00

- Child GH¢ 500.00

The employer will provide transport to convey employees to and from the burial and funeral rites and also provide them with meals and drinks.

Article 36: Transport

The employer will pay a non-taxable transport allowance of GH¢45.00 to all employees who have not been provided with vehicles and fuel by the Hotel. The allowance will be paid on the number of days present at work during each month.

The hotel bus shall drop off night staff at the Kwame Nkrumah Circle each night. The Hotel’s guests’ transport shall super cede those of the employees.

Article 37: Meals

The employer shall provide one hot meal at the expense of the company to employees who attend duty.

Article 38: Departmental Transfers

When an employee is transferred from one department to another and given a new designation higher than the previous one such transfer shall become transfer with promotion and the worker shall be placed on the appropriate salary scale in accordance with the Hotel’s Salary and Jobs Classification structure which is attached as Appendix 1 of this Agreement.

Article 39: Promotion

i. Promotion in the organization shall be undertaken by management based on availability of vacancies, merit and competence.

ii. All vacant positions shall be filled with staff from within the organization.

iii. Vacant positions shall be advertised internally to enable qualified and interested staff to apply.

iv. External recruitment of persons to fill vacant positions shall be considered only when it was not possible to secure one internally.

v. The local union shall be informed of the existence of vacant positions.

Article 40: Resignation

a. An employee who intends to withdraw his/her services from the company shall notify the Management to the intended date of resignation.

b. Failing to serve the required notice, the employer shall deduct one month consolidated salary from the earnings of the employee in lieu of notice.

c. An employee who resigns from the employment of the Hotel and has previously taken a loan facility with any bank, shall have h/her entitlements paid to the bank as agreed in the Letter of Undertaking.

Article 41: Redundancy

a. When the employer intends to introduce major changes in the operations of the company or undergoes technological changes or faces economic recession in the course of the work that are likely to cause the termination of the employment of a section of the entire workforce, the employer shall comply with the legal requirement contained in section 65 of the Labour Act 2003, Act 651 as follows:

b. Provide in writing to the Chief Labour Officer and the NUTEG not later than three (3) months before contemplated changes, all relevant information including the reasons for any termination, the number, the categories of workers likely to be affected and the period within which any termination is to be carried out.

c. Consult the Union on measures to be taken to avert or minimize the termination as well as measures to mitigate the adverse of any terminations on the workers such as redeployment.

d. After all these measures, should it become necessary for the redundancy exercise to be carried out, the employer shall do the following:

I. Notify the affected employees one month before the exercise is effected or pay one month’s consolidated pay to the affected employees in lieu of notice.

II. Pay a redundancy reward of one and half (1.5) months’ consolidated pay multiplied by the number of years served.

III. Pay all earned and accrued benefits to the worker at the time of the exercise.

Article 42: Retirement

a. The compulsory age to retire from active service in the company shall be the statutory retirement age of 60 years for all sexes. An employee who retires at the compulsory age of 60 years shall receive full pension under the new Pension Law.

b. However, an employee who may opt for a voluntary retirement at 55 may retire on reduced pension under the Pension Law.

c. The employer may use its discretion in the determination of retirement.

d. An employee may be retired on health grounds after h/she has been declared medically unfit to work by the company doctor and certified by the SSNIT Medical Board. Such a retiree shall enjoy pension in accordance with a Pension Law.

e. An employee due for retirement shall be notified six calendar months prior to

his/her retirement during which period all benefits and entitlements due him/her

shall be worked out and paid to h/her on or before the last day of final departure

f. The Hotel and NUTEG shall facilitate a periodic pre-retirement orientation to potential retirees left with two years to retire to prepare them adequately for better life after work.

Article 43: Amendment and Validity of Agreement

This Agreement shall become effective on the 1st day of April 2013 and shall remain in full force and effect. No individual party to this Agreement has the power and/or rights to alter, amend, insert or change any part of this Agreement except by the Standing Negotiation Committee properly constituted to do so.

However, either party to this Agreement may express, in writing not later than thirty (30) days to the expiration of this Agreement a desire to change, modify of terminate the Agreement. Until a new Agreement is negotiated and signed the existing one shall remain in force.

Article 44: Obligations of Parties

The Board and Management of Alisa Hotels, North-Ridge, Accra and the National Union of Teamsters and General workers (NUTEG of GFL) agree to respect and uphold the provisions of this Agreement in the spirit and letter upon which it was written.



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Dated in Accra this ............................................. day of ............................................... 2011

Collective Agreement for Alisa Hotels Accra and the National Union of Teamsters and General Workers - 2013

Start date: → 2013-04-01
End date: → 2015-03-31
Ratified by: → Ministry
Ratified on: → 2013-04-01
Name industry: → Hospitality, catering, tourism
Name industry: → Hotels and similar accommodation
Public/private sector: → In the private sector
Concluded by:
Name company: →  Alisa Hotels-North Ridge
Names trade unions: →  NUTEG - National Union of Teamsters and General Workers


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


Maximum for sickness pay (for 6 months): → 87 %
Maximum days for paid sickness leave: → 240 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


Maternity paid leave: → 13 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: → 10 days


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 per day: → 8.0
Working hours per week: → 40.0
Working days per week: → 5.0
Paid annual leave: → 23.0 days
Paid annual leave: → 4.0 weeks
Rest period of at least one day per week agreed: → Yes
Provisions on flexible work arrangements: → 


Wages determined by means of pay scales: → No
Adjustment for rising costs of living: → 0

Once only extra payment

Once only extra payment: → 25 %
Once only extra payment due to company performance: → Yes

Premium for evening or night work

Premium for evening or night work: → 110 % of basic wage
Premium for night work only: → Yes

Premium for overtime work

Premium for Sunday work

Premium for Sunday work: → 100 %

Allowance for commuting work

Allowance for commuting work: → GHS 45.0 per month

Meal vouchers

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