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COLLECTIVE BARGAINING AGREEMENT BETWEEN NEW TIMES CORPORATION AND INDUSTRIAL AND COMMERCIAL WORKERS UNION

ARTICLE 3 - CONDITIONS OF ENGAGEMENT

a) On the appointment of any employee covered by this Agreement, he/she shall be furnished by the Corporation with a copy of this Agreement together with any appendices for his retention.

b) The Corporation shall also give the newly engaged employee a letter of appointment stating:

i. Salary Point

ii. Salary Scale

iii. Probation Period

iv. Job Description

v. Department Assigned to

vi. Prospects for Promotion

c) The point of entry into the appropriate scale for new appointments shall be based on experience and qualification adjudged to be relevant to the post.

d) The Union shall be given copies of appointment letters of all staff except the Managing Director and Management staff. In the case of Management staff the Union upon request shall be furnished with copies of the appointment letters.

e) Probation period shall be six (6) months for all Professional and Managerial Staff Union members.

f) The probation period may be extended but in no case shall it exceed three (3) months. On expiry of the probation period, the employee is not notify he/she shall be deemed to have been confirmed.

g) At any time during the probationary period, the employee, or the Corporation may terminate the contract by either party giving to the other party at least fourteen (14) days’ notice or pay a sum equivalent to his/her salary for the period.

h) In case of gross misconduct by an employee on probation, the Corporation reserves the right to dismiss him/her summarily. In any case the said employee shall be furnished with grounds of stated misconduct and be heard.

i) At the time of signing this Agreement all Professional and Managerial Staff Union employees who have been in service of the Corporation and have given satisfactory service for a period not less than their probationary periods shall be considered permanent.

j) This provision does not apply to temporary workers.

ARTICLE 4 - UNION SHOP/CHECK-OFF

a)Unless informed in writing by an employee covered by this Agreement to Management with a copy to the Professional and Managerial Staff Union of his or her desire not to be member of the Union, any such employee shall be deemed to be a member of the Professional and Managerial Staff Union.

b)The Corporation undertakes to deduct the Union dues and other assessments in existence for the time being from the employee’s salary/wages and to pay such amount deducted to the Union.

c)For the purpose to this agreement the Corporation recognizes the Industrial and Commercial Workers’ Union as the sole Union for Collective Bargaining for the senior employees in the employment of the Corporation.

d)Notice Board and Office

The Corporation will install a separate notice board for the Union at a suitable place on its premises for dissemination of information and education of Union members and provide a furnished office for the Union’s deliberations.

ARTICLE 5 - WORKING HOURS

a) The standard working hours for basic pay shall not exceed Eight (8) hours per day or Forty (40) hours per week.

b) Without prejudice to paragraph (a) of this Section, start and finishing times shall be as follows:

5 - Day Week (Monday to Friday)

Morning- ......8.00am - 12.30pm.

Afternoon-.......1.30pm- 5.00pm.

As at present, Depending on the exigencies of the time, the system can be renegotiated between Employer and the Union.

d) The hours of work which shall be in accordance with the requirements to local conditions shall be regulated by Management in consultation with the Union.

ARTICLE 6 - ANNUAL INCREMENT

a) The Corporation shall establish 1st January as annual increment date provided the employee has not been advised in writing one (1) month before that date that his or her increment is being withheld because of unsatisfactory work and/or misconduct.

b) Any employee who has completed Nine (9) months continuous service at the end of his/her anniversary shall be eligible for the annual salary increment in accordance with Clause (a) above.

c) If an employee's increment is withheld for unsatisfactory work or misconduct he/she shall be informed of his/her short-comings and the number of months for which his/her increment would be withheld and a copy of that letter should be forwarded to the Professional and Managerial Staff Union.

d) In the case of special merit, employees may be awarded additional increment at the discretion of Management.

ARTICLE 7 - PROMOTION

a) All vacancies shall be filled as far as possible from within the Corporation by eligible serving staff. Notice for all vacancies shall be pasted on the notice board and a copy to the Union for employees with requisite qualification who desire the post to apply.

b) Promotion shall be earned after probation subject, of course, to satisfactory work and conduct and availability of a vacancy in the next higher grade. However, an employee shall have to serve in his present grade for at least a period of three (3) years before being eligible for promotion. However, in cases of exceptional ability and conduct, an employee can earn promotion before the expiry of the three (3) years period.

c) If an employee has to be superseded in promotion by a junior, ample justification shall have to be provided and the grading in the Annual Appraisal Form of the employee concerned should reflect this.

d) The basic criteria for promotion shall be the employee’s qualifications, efficiency on the job, experience, sense of responsibility, initiative, general behaviour and all other things being equal, seniority and upon recommendation of the employee’s Head of Department. All promotions shall be vetted by Promotions Committee.

e) Where,, an employee has remained on top of his/her salary scale for (2) years he/she shall be paid ex-gratia of half his/her monthly salary and thereafter every other year provided the employee has not been advised in writing (2) months before the end of the salary year that his/her increment is being withheld because of unsatisfactory work or conduct.

f) Establishment list: The employer shall allow the Professional and Managerial Staff Union official not below the rank of Secretary of the Professional and Managerial Staff Union to sight the up-to-date establishment list in order to resolve any dispute regarding promotion of an employee.

ARTICLE 8 - TRAINING WITHIN INDUSTRY

a) The Corporation shall provide appropriate training facilities either locally or overseas to enable the employee to improve upon his/her competency in the performance of his/her duties and fit him/her for promotion within the Corporation.

b) Any employee of three (3) years standing who discovers an avenue for training relevant to his/her job shall apply to the Management for consideration. Those below three (3) years shall be permitted study leave without pay.

i. Employees granted study leave with pay shall be bonded to serve the Corporation for the same number of years as granted study leave or in lieu pay (P/2) times the amount spent by the Corporation on the course.

ii. Employees granted permission to close early to attend classes in any tertiary institution shall be bonded to serve the Corporation for periods equivalent to the total man hours lost to the Corporation during training or in lieu thereof pay to the Corporation (one and half) times the employee’s salary for the period.

i. Employees granted study leave with sponsorship shall be bonded to serve the Corporation for the number of years granted as study leave or in lieu pay (one and half) times the amount spent by the Corporation on the course.

a) Employees granted study leave for Part Time courses shall be entitled to earned leave and other benefits.

b) Where an employee is selected by the Corporation to take a course at a recognized educational establishment, which requires time off with pay, the Corporation shall undertake to bear the cost of such course.

c) The Corporation shall undertake to pay the total cost of examination and course fees of any employee who successfully completes a course provided such course will facilitate the efficient performance of the official profession of the employee and was also duly approved by the Managing Director in writing.

d) The Corporation shall undertake in-service training schemes and rotation of duties within departments adopted to enhance general efficiency.

e) Where it is possible for an employee of the Corporation to be given further training either in Ghana or Overseas, a Training Committee would be set up to select the candidate for the course (s) as follows:

i. Management Representative - 1

ii. PMSU“- 1

iii. Local Union “- 2

iv. Co-opted Member- 1

ARTICLE 9 - SALARY ADVANCES/LOANS

(a) Salary Advance

Salary Advance equivalent of half (1/2) the employee's basic monthly salary may be granted to a permanent employee, deductible at the end of the month in which it is granted.

(b) Loans

In the event of the death of an employee's registered father/mother/husband/wife or child, an employee who has served his/her probation with the Corporation shall be considered for a loan up to six (6) months’ basic pay to enable him/her meet the expenses at the time of the funeral. Application must be submitted at the time of the report of the death and repayment shall be by payroll deduction and pro-rated up to maximum of twenty-four (24) months, depending on the size of the loan. An employee can take such advances once in respect of each dependent.

A Committee comprising Management and Union shall be formed to handle all types of staff loans.

(c) Special Loans

An employee with three (3) years or more service may be granted a special loan to meet urgent needs. The size and frequency of such loan shall depend on the circumstances of each case. Until the amount is repaid within twelve (12) months, no additional loan shall be granted.

(d) Loans to purchase means of transport

(i) Employees may be granted loans, in accordance with existing Government policy to purchase their own means of transport if their work necessitates frequent movement from place to place and/or abnormal working hours. Such loans shall include cost of insurance and purchase tax. Interest on such loans shall be charged based on existing government regulations.

(ii) An employee who has been granted a loan to purchase a vehicle shall, before receiving the loan, sign a Deed of Assignment, vesting ownership of the vehicle in the Corporation until the loan is fully repaid.

(e) All Loans/Salary Advances shall be granted subject to the financial position of the Corporation.

ARTICLE 10 - ACTING ALLOWANCE

a) Where an employee is required to perform the duties of a post of a supervisory nature such as Sectional Head or Foreman and above continuously for 21 days he/she shall be paid the difference between his/her salary and the minimum point of that of the accepted post in which he/she acts. After he/she has been duly nominated and informed in writing accordingly.

b) An employee who is required if necessary to act in a post two or more grades above his/her own shall be paid 25% of monthly salary as a Special Allowance. Where more than one person is eligible to act in the place of an official, it will be better to interview the two people to see which of them is more eligible to act.

c) No employee will be required to act continuously in a vacant staff grade for a period exceeding six (6) months. At the end of this period, steps shall be taken by Management to fill the post through the normal channel and the employee in acting position shall be informed accordingly.

d) Trainees, however, shall be required to act in different posts for the varying periods and work involved shall be regarded as part of their training, and shall not, therefore entitle them to acting allowances. The trainee shall be informed at the commencement of his/her training period of this condition. By trainee in this context it is meant, a new employee or a confirmed employee who is being trained in a job with a higher responsibility.

e) An employee who discharges the duties of a Senior Ranking employee, in addition to his normal duties, shall receive 30% of his basic monthly salary as Relieving Duties/Additional Responsibilities Allowance.

f) Under no circumstance should any worker who qualifies for Acting Allowance under this Article act without being paid.

ARTICLE 11 - HOUSING ALLOWANCE

a) All Employees are entitled to (GHc 60.00) Sixty Ghana Cedis as rent subsidy.

b) Unless otherwise stated in an employee's letter of appointment, where accommodation is provided for an employee, 10% of such employee's salary or appropriate rents charged by the Government shall be deducted at source, towards maintenance of such houses.

ARTICLE 12 - OUT OF STATION ALLOWANCE

(a) Overnight Allowance

When a Senior Staff is required by his/her work to spend a night away from his/her recognized station of employment, he/she shall be entitled to an out-of-station allowance of Seventy-Five Ghana Cedis (Ghc 75.00) per night up to a maximum of ninety (90) days.

(b) An employee who travels outside his normal place of work on day return trip shall be entitled to an amount of Thirty Ghana Cedis (Ghc 30.00) per day.

(c) In case of an employee whose boarding and lodging fees are being footed by a sponsor, Management shall consider paying out-of-station allowance abated by 1/3 as inconvenience allowance.

ARTICLE 13 - ANNUAL LEAVE

1. A senior employee who has completed twelve (12) consecutive calendar months’ service shall be granted paid annual leave of Thirty-Six (36) working days.

2. Employees leaving the Corporation shall be paid any arrears of their annual earned leave entitlement.

3. Public holidays, absence from duty due to sickness certified by a Registered Medical Practitioner and pregnancy, as well as confinement shall not affect the leave entitlement of a worker.

4. Any period during which a worker is absent from normal duties with the permission of the employer on an account of his participation in voluntary public works in the discharge of public duties, the granting of special leave with or without pay, shall not be counted as part of his annual leave.

5. An employee who is recalled from leave shall be paid twenty-five (25%) per cent of his/her basic monthly salary as an inconvenience allowance in addition to T&T from the place of recall, and the number of days left added to the next annual leave in accordance with the Labour Act.

6. At no time shall an employee’s annual leave be withheld without reasonable cause for more than one (1) year.

7. All employees shall be entitled to two (2) days as leave traveling days.

8. The Corporation shall pay One (1) month’s non refundable basic salary to employees when going on leave as leave Tavelling Expenses. However, an employee whose leave would be deferred by Management due to the exigency of work shall enjoy the leave travelling expenses.

ARTICLE 14 - CASUAL LEAVE

Casual leave not exceeding (10) ten days in any one year may be granted with pay where the employee has already exhausted his/her annual leave.

ARTICLE 15 - LEAVE OF ABSENCE FOR UNION ACTIVITY

Any employee elected as a delegate to any Union activity necessitating leave of absence shall be granted such leave with pay. Written notice for such a leave giving the length of leave shall be given to the Corporation as far in advance as possible but on no event later than the prior date to the leave and its frequency in the year shall be determined on merit of individual cases.

ARTICLE 16 - MEDICAL FACILITIES

a) For the purpose of this Agreement, the Corporation shall provide medical attention for:

i. An employee, the registered spouse and any four (4) registered children not above the age of Eighteen (18) years.

ii. Photographs and particulars of the employee's spouse and children shall be produced by the employee for the purpose of documentation.

b) The Corporation shall pay the cost of medical examination, surgical and all other treatment including the cost of drugs prescribed by the Doctor including boarding and lodging in hospitals.

c) The Corporation shall bear the cost of medicated lens not exceeding Two Hundred Ghana Cedis (Ghc 200.00) and One Hundred and Fifty Ghana Cedis (Ghc 150.00) for Frame and Case.

d) All these charges on the Corporation are applicable locally.

e) Where the nature of the ailment of an employee requires the services of a Herbalist, the Corporation shall bear the cost of such services provided by approved Herbal Clinics.

f) There shall be a regular free medical check-up for workers once a year.

g) The scheme shall also cover accidents covered by the Third Party or Employee's Liability Insurance.

h) The scheme shall not cover the following:

i. The provision of dentures except where the disability is caused by the nature of work and except extraction of tooth/teeth.

ii. Plastic surgery shall be in the course of employment.

iii. Spouses of employees whose employers operate a similar medical facility unless there is proof to the contrary.

i) Obstetrics and Gynaecology - Delivery cost of female employees shall be borne by the Corporation. Delivery costs on dependents shall not be borne by the Corporation.

j) The service of the Government Health Centre shall be employed in those centres where one has been appointed except in case of emergency when the service of a registered medical practitioner other than the Corporation’s doctor may be used.

k) The Corporation shall continue with the present medical arrangement for all employees and their dependants until the National Health Insurance Scheme (NHIS) become fully operational.

ARTICLE 17 - INDUSTRIAL INJURY/DISEASES

a) Employee who sustains injuries in the course of and out of his employment shall be treated in accordance with the Workmen's Compensation Law, 1987, and other Legislative Acts in force.

b) Should an employee contract an industrial disease arising out of and in the course of employment, the Corporation shall treat the disease.

c) Incapacitated employees are to be rehabilitated in accordance with the Labour regulations.

ARTICLE 18 - MATERNITY LEAVE

a) Where a female employee becomes pregnant, she shall be granted annual leave or proportion thereof already earned by her and, in addition, months maternity leave on full pay on the production of a certificate from a Registered Medical Practitioner or Midwife.

b) Maternity Leave shall be additional to any entitlement to sick leave.

c) On production of Medical Certificate the period of Maternity Leave shall be extended to at least eight weeks where the confinement is abnormal or where in the course of confinement, two or more babies are born.

d) Absence from duty arising from pregnancy in excess of the maximum period described in (a) and (b) shall be regarded as absence on the grounds of ill-health and the rule governing sick leave shall apply.

e) Maternity Leave shall count for increment.

f) Any employee returning to duty after maternity leave shall be given the opportunity after four (4) hours of duty, for the maximum period of six (6) months, to nurse her baby for two (2) hours each working day.

ARTICLE 19 - SICK LEAVE

a) The following rates shall be paid to all employees: First (12) twelve months, full salary and further (12) twelve months half salary for the consecutive period.

b) After this period, Management in consultation with the Union and on the advice of a Medical Officer shall take a decision on the employee concerned.

c) The employee may take any vacation due to him/her after he/she has enjoyed his/her sick leave entitlement where he/she is entitled to such leave.

d) Application for sick leave shall be accompanied by a certificate from a certified Government Medical Officer, and application for an extension of sick leave shall be similarly supported. If in the opinion of the Medical Officer, the employee is incapacitated, the provision of Section (25) (b) of the Social Security Act shall apply in addition to any other entitlement or payment due to the employee.

ARTICLE 20 - DISCIPLINE (POLICY AND PROCEDURE)

a) Every employee shall conform to and abide by the provisions of this Agreement and shall comply with, obey all orders and directions which may from time to time be given to him/her by any person or persons under whose jurisdiction, supervision or control he/she may be placed.

b) Every employee shall serve the employer, truthfully, faithfully and shall maintain the strictest secrecy regarding and at such places as he/she may from time to time be directed by the employer.

c)Every employee shall:

i. Do his/her job with the greatest possible efficiency, care and attention at such time and place as directed and subject to such conditions as laid down by the employer.

ii. Behave with propriety and maintain an exemplary standard of conduct.

iii. Refrain from any action which may endanger his/her own safety, the safety of his/her work-mates or other people.

d) Where the services of any employee have not proved satisfactory or where an employee commits an offence which does not merit summary dismissal, he/she may be given written warning. For a first offence however, the employee shall be warned verbally in the presence of an executive member of the Union.

e) Before a warning letter is given, the employee shall be permitted to state to Management his/her answer to offence or short-comings which have been leveled against him/her.

f) After three (3) warnings have been given in writing a fourth offence or continued unsatisfactory service within a period of twelve consecutive months shall give the Management the right to terminate the employment of the employee concerned.

g) The Union shall be served with copies of all warning letters. For the purposes of this section, a warning letter shall cease to have effect after twelve (12) months, and shall therefore be endorsed "null and void" and kept in his/her file.

ARTICLE 21 - TERMINATION OF SERVICES AND RESIGNATION

a) An employee whose services are terminated or who is asked to resign as a result of committing a breach of any provision warranting in this Agreement shall be given due notice as contained in the sub-section (b) or pay a sum equivalent to his salary for the period under the said Section.

b) Notice of termination of appointment or resignation shall be in writing one (1) full calendar month in advance, for all senior staff.

c) Any employee suspected of cases involving dishonesty, fraud, proven drunkenness, smoking in a prohibited area, willful refusal to obey a legitimate and reasonable instruction, stealing and proven gross misconduct, shall be given a maximum period of up to seventy-two (72) hours to defend him/herself before a Committee of Inquiry.

d) The following alternative penalties for any of the above offences may be recommended at the discretion of the committee:

i. Termination with an entitlement to which he/she may be eligible.

ii. Reduction in rank, that is, removal to immediate grade on the corresponding notch.

iii. Being asked to resign with full benefits.

e) In all cases, the employee shall be heard and be given the right to appeal to Management, Board or Sector Ministry.

ARTICLE 22 - INTERDICTION/SUSPENSION

a) If any employee is suspected of being guilty of any offence which would justify summary dismissal, Management may interdict the employee from duty while further investigations are carried out. During the period of interdiction, the employee shall be entitled to be paid at the rate of half of his/her basic salary. If he/she is not guilty of the offence, the employee shall be entitled to be paid his/her full salary and shall be reinstated in his/her employment. However, if his/her guilt is established, dismissal shall be effected from the date of interdiction.

b) No employee shall, however remain interdicted for a period exceeding three (3) months, except where the case is with the police/courts otherwise he/she shall be paid full salary pending final determination of the case.

c) For offence which may not merit summary dismissal the employee may be suspended for a period not exceeding (14) days. In case of suspension no salary shall be paid for the period.

ARTICLE 23 - SUMMARY DISMISSAL

a) Summary dismissal may be effected by the Corporation, for sufficient, just and reasonable cause involving dishonesty, fraud, proven drunkenness, smoking in a prohibited area, wilful refusal to obey a legitimate and reasonable instruction, stealing and proven gross misconduct.

b) All employees involved in dismissal shall be given the right to appeal.

ARTICLE 24 - REDUNDANCY

a) Where for one reason or another the Corporation is compelled to declare any number of the employees redundant, the employer shall give the Union three (3) calendar months' notice in advance of final action being taken.

b) When such occasions arise, the principles of (first-in-last-out) shall apply. That is new employees or those with less service in the Corporation must be laid off first. The Union must be consulted first and must see to it that justice is done.

c) Should the Corporation find it necessary to fill vacancies in particular grades within eighteen (18) months of discharging employees of similar grade on grounds of redundancy the Corporation shall fill such vacancy with redundant employees.

d) Benefits to be paid shall be negotiated for between Management and Union at the time of Redundancy but the package should be an improvement over the last one.

e) In these cases, where the Corporation wishes to retain the services of a less senior person because his/her merit or ability is greater than those employees with longer services, the Union may be consulted. Where it becomes necessary to re-engage the services of a redundant employee, such employee shall be placed on a salary grade which is one step below his/her former grade.

ARTICLE 25 - RETIREMENT

a) An employee who reaches the age of superannuation shall retire or be retired. However, the retiring age for both males and females shall be 60 years and subject to any constitutional amendment.

b) Any employee leaving the Corporation either on voluntary or compulsory retirement shall receive all his entitlements under this Agreement.

c) One month's notice or payment in lieu of notice shall be given by an employee in the case of voluntary retirement.

d) Where it becomes necessary to re-engage the services of a retired employee, such employee shall be placed on a salary grade which is one step below his/her former grade.

Early Retirement

e) An employee can take voluntary retirement without benefit after 45 years.

f) An employee who is above (56) years may apply to proceed on early retirement and upon approval by Management, in consultation with the Union, shall be paid (50%) fifty per cent of his/her salaries for the remaining service years as retirement benefit.

g) An Employee who goes on compulsory retirement at the age of 60 or voluntary retirement at the age of 55 years shall access the Corporation’s health facility for Two (2) years until the National Health Insurance Scheme becomes fully operational.

ARTICLE 26 - TOOLS ALLOWANCE

a) Employees who are required to provide their own set of tools shall be paid monthly allowance as follows:

Cameramen/women - .Ghc 50.00

Laptop/Computer- .....Ghc 40.00

All others- ..................Ghc 30.00

b) Renewal of Drivers’ License

i. The Corporation shall pay the cost of renewal of license for all Drivers.

ii. Drivers of Corporation vehicles who get involved in accidents shall be given legal assistance in the preliminary stage to establish the extent of their responsibilities in the act.

iii. Where it is established that a driver is guilty of the offence he shall refund all legal expenses to the Corporation.

iv. Drivers with (3) three years’ continuous accident free driving shall be given a recognition. The nature of recognition shall be discussed with the Union.

ARTICLE 27 - DUTY ALLOWANCE

a)Senior Staff who are required to work for more than (3) hours daily shall be given 25% of their basic salary as Duty Allowance.

b) Bilingual Journalists and Secretaries shall receive 20% of their basic salaries as allowances.

c) Senior Staff who are required to work in the night, such as Circulation, Web, and other related operations shall be entitled to 10% of their basic salary as Night Allowance.

d) All journalists shall receive 10% of their basic salaries as Journalist Allowances in lieu of unsocial working hours.

ARTICLE 28 - GRIEVANCE PROCEDURE

Step 1: In event of any grievance, the employee shall, as a first step take the matter up with his/her immediate Supervisor. If he/she does not obtain satisfaction he/she may ask for his/her Professional and Managerial Staff Union (PMSU) Secretary to present his/her case.

Step 2: If the matter remains unresolved, the Professional and Managerial Staff Union (PMSU) Secretary will take the matter with the Sectional Manager, if no progress is made at this stage, the Professional and Managerial Staff Union (PMSU) Secretary shall take the matter up with the Personnel Manager.

Step 3: If the matter remains unresolved, the Professional and Managerial Staff Union (PMSU) Secretary will inform the Regional Industrial Relations Officer of the Union who will arrange to meet Management and endeavour to settle the issue.

Step 4: If after Step 3 above and the matter still remains unresolved the Professional and Managerial Staff Union (PMSU) shall summon the Standing Negotiating Committee to meet in an endeavour to reach agreement.

Step 5: If the Committee fails to resolve the matter, either party shall proceed constitutionally by reporting the dispute to the National Labour Commission in accordance with the Labour Act 651 of 2003.

ARTICLE 29 - ANNUAL BONUS

a) End of Year Bonus - Fifteen percent (15%) of employee's annual salary shall be given as bonus. Employees with six months’ services and above are entitled to this benefit.

b) Bonus shall be paid from the Corporation's profit for the year. Benefit to be paid shall be negotiated between Management and Union at the time of payment.

c) Incentive Bonus to be granted to employee with extra ordinary good performances. A committee of Management and Professional and Managerial Staff Union (PMSU) should determine the criteria.

ARTICLE 30 - ABSENCE FROM DUTY

a) Absence from duty without reasonable cause is an offence. No employee covered by this Agreement shall absent himself/herself from his/her duties without having first obtained permission from Management or any other person authorized to grant him/her such leave of absence.

b) Any employee so absenting himself/herself makes him/herself liable to be either warned or deprived of his/her salary for the period of his/her absence unless he/she can give reasonable explanation.

c) Any employee who is absent without permission for ten (10) consecutive working days, shall be regarded as having vacated his/her post without notice.

d) Any employee may be dismissed after due warnings for habitually absenting himself/herself from work without permission.

e) An employee who is regarded to have vacated his/her post may appeal to Management, and if Management is satisfied that unavoidable circumstance prevented him/her from returning to duty or notifying his/her absence, it may at its discretion re-instate him/her in the service.

f) An employee who absents himself/herself from duty on grounds of ill- health without being certified by the Corporation's Doctor or by a registered medical practitioner to be unfit for duty is liable, to be regarded as absent without permission.

g) No employee may leave his/her place of work during normal working hours without permission. Any employee who commits such an offence shall be warned verbally on the first occasion. On subsequent occasions, appropriate warning letter shall be put on his/her personal record with copy to the Professional and Managerial Staff Union.

ARTICLE 31 - CLOTHING ALLOWANCE

a) Employer shall provide uniforms or special working clothing to the following categories of workers who shall be required to wear them regularly to work:

i. Drivers

ii. Female Staff

iii. Technical Personnel

iv. Security Officers

v. Canteen Staff

vi. Friday wear

- Two (2) free issues every other year

- Two (2) free issues every other year

- Two (2) free issues every other year

- Two (2) free issues every other year

- Corporation’s design African print to all staff every other year.

b) Employees who are provided with uniforms shall be responsible for the maintenance of the uniforms in good condition.

c) Male/Female employees who are not provided with clothing shall be paid One Hundred and Sixty Ghana Cedis (Ghc 160) every year.

ARTICLE 32 - PROTECTIVE CLOTHING/EQUIPMENT

Where the nature of the work required the use of protective clothing and appliances in accordance with Factories, Offices and Shops Act 1970, such suitable gloves, footwear, goggles and head covering shall be provided and maintained by the Corporation. Where the employee refuses to use such clothing, the offence shall be treated as misconduct and dealt with accordingly.

ARTICLE 33 - CANTEEN FACILITIES

The Corporation shall provide facilities for Canteen for its employees. A Canteen Committee shall be set up to advice Management on the efficient running of the Canteen. The Committee's report shall be considered.

ARTICLE 34 - NEXT OF KIN

After the signing of this Agreement employees may nominate their next of kin to the Corporation. The Corporation shall pay all benefits so accrued to the employee at the time of death to such next of kin.

ARTICLE 35 - FUNERAL GRANT

In the event of the death of a regular employee of the Corporation the following . donation shall be made to his/her beneficiaries:

(a) Death of a Regular Employee

i. Transport to convey deceased,

ii. Transport to convey staff sympathizers,

iii. Mortuary fee up to two weeks shall be borne by the Corporation,

iv. All-inclusive allowance of Two Thousand, Five Hundred Ghana Cedis (Ghc 2,500), in lieu of coffin, donation, drinks etc.

(a) Death of a Registered Dependent:

(i) Mother/Father - Cash donation of Five Hundred Ghana Cedis (Ghc 500)

Cash donation of One Thousand, One Hundred Ghana Cedis (Ghc 1,100)

(iii) Transport to convey staff sympathizers

Upon the death of either (a) or (b) above, the Corporation shall undertake to:

i. Publish free of charge, (1/4) page funeral announcement of the deceased in the Corporation's newspaper on two (2) occasions.

ii. Print free of charge one hundred and fifty (150) copies of funeral programme and twenty-five (25) obituary posters or pay Ghc 250 cash in lieu of funeral programmes.

(b) Death of a retired employee:-

i. Transport to convey staff sympathizers,

ii. Four Hundred Ghana Cedis (Ghc 400) cash donation,

iii. Free (1/4) page obituary publication in any of the Corporation’s newspapers once only.

ARTICLE 36 - LONG SERVICE AWARD

Employees who have served the Corporation continuously for ten (10) years and above shall be entitled to the following Long Service Awards in addition to a certificate:

Number of Years Served Gift (s) Cash Ghc
Ten (10) Microwave Oven 21” 400
Fifteen (15) Colour Television 500
Twenty (20) Table-top Refrigerator 600
Twenty-five (25) Four-burner Gas Cooker

With Oven and Grill

700
Thirty (30) Double-door Refrigerator 800
Thirty-five (35) Deep Freezer 900
Forty (40) Room Furniture plus 21”

Colour Television

1,000

ARTICLE 37 -'TRANSFER AND TRANSFER ALLOWANCE

a) In the case of permanent transfer, an employee shall as far as possible be notified in writing 30 days before the date of departure to the new station. In case of shorter notice, an employee shall be paid an allowance of one month salary in lieu thereof.

b) The Corporation shall give every possible assistance to the employee so transferred to obtain accommodation. Failing that the employee will be paid out-of-station allowance for 60 days.

c) The Corporation shall provide transport for the employee transferred together with his/her family or actual cost of transportation involved shall be paid by the Corporation. For the purpose of this Section, an employee's family will be himself, his wife, his children under 18 years of age and his/her houseboy or maidservant.

d) The Corporation shall pay the employee so transferred One Thousand, One Hundred Ghana Cedis (Ghc 1,100) as Transfer Allowance.

e)Married female employees could be transferred, but only when absolutely necessary.

f) A staff on temporary transfer for a period of three (3) months shall be deemed permanent and all benefits under permanent transfer paid to such an employee.

g) All transfer fees shall be paid in full before the employee proceeds on transfer and as far as practicable be done before the beginning of the academic year. However, in emergency transfers, the full payment is to be made not later than two (2) weeks after assumption at the new station.

h) Where an employee applies for transfer outside his/her station the transfer shall be granted subject to availability of vacancy at the new station.

i) Voluntary transfers shall not attract payment of Transfer Allowance and Per Diem Allowance.

j) On no occasion shall a Professional and Managerial Staff Union Executive be permanently transferred.

k) An employee after serving a minimum of five (5) years at a station may apply for transfer outside his/her station with full benefits subject to the availability of vacancy.

ARTICLE 38 - INSURANCE SCHEME

a)The employer shall take a Group Insurance Cover for all its employees.

b)Legal assistance to the Corporation's drivers shall be considered upon application. If the fault is from the driver, he shall be surcharged with the legal expenses.

ARTICLE 39 - REPATRIATION

a) On leaving the service of the Corporation other than by summary dismissal or resignation, the Corporation shall pay the fares for the employee and his family and the cost of transportation of the employee's personal effects from his/her last station in which he /she was first engaged or his hometown in Ghana.

b) In the case of retirement and invalidation, the employee shall be repatriated to his / her hometown in Ghana.

ARTICLE 40 - INDIVIDUAL CONTRACT

No employee covered by the Agreement shall be compelled or allowed to enter into a Contract or Agreement with the Corporation concerning the conditions of employment, wages and salaries as dealt with in this Agreement or shall be allowed to be bonded in any sum to any part without prior approval of the Union.

ARTICLE 41 - RECREATIONAL FACILITIES

a)The Corporation shall provide facilities for sports and culture for the workers. Provision of a Club House shall be undertaken when funds are available.

b)A library shall be provided by the Corporation to enable employees to broaden their outlook.

c)Management shall endeavour to provide a House Magazine to the staff of the Corporation.

ARTICLE 42 - TRANSPORT

a) An employee covered by this Agreement shall be entitled to transport from agreed points in Accra to the place of work and vice-versa. Where this is provided, appropriate transport fares will be charged by the Corporation.

b) Where the Employer considers it necessary for an employee to own personal transportation for the efficient discharge of his/her duties, appropriate monthly maintenance and mileage allowance or approved duty travel allowance shall be paid to the employee. Such allowance shall not fall below Government rates.

c) Maintenance allowance shall be enjoyed by employees who are on course sponsored by the employer locally. An employee on annual leave shall be entitled to normal rate of vehicle maintenance allowance.

d) Fuel Allocation for Professional and Managerial Staff Union (PMSU) members with vehicles shall be Forty (40) litres per week. Motorbikes shall be provided with Twenty (20) litres per week. Employees on leave shall be entitled to fifty per cent (50% of their fuel allocation.

e) Maintenance Allowance shall be paid monthly as follows:

(i) Motor Vehicle - One Hundred and Seventy Ghana Cedis (GHc170)

(ii) Motor Cycle - Eighty Ghana Cedis (Ghc 80)

(iii) Bicycle- Thirty Ghana Cedis (Ghc30)

f) The Corporation shall suspend payment of Maintenance Allowance in respect of Motor Cycle under prolonged repairs as follows:

Motor Vehicle - Three (3) months

Motor Cycle- One (1) month

a) The Corporation shall suspend payment of Maintenance Allowance in respect of Motor Cycle under prolonged repairs as follows:

Motor Vehicle - Three (3) months Motor Cycle- One (1) month

b) Transport Refund

If an employee is required to work on Saturdays, Sundays, and Public Holidays he/she shall be entitled to Eighteen Ghana Cedis (Ghc 18.00) per day as 'transport and Travelling (T&T) expenses. This shall be across-board whether one owns a means of transport. Employees who attend work on public holidays shall be paid food allowance of (Ghc 8.00) Eight Ghana Cedis.

ARTICLE 43 - PRIVATE EARNINGS

No employee shall engage in any business which is competitive to the one that the Corporation undertakes.

ARTICLE 44 - SUBSISTENCE ALLOWANCE FOR APPROVED CONFERENCES/COURSES/SEMINARS/BUSINESS TOURS

a) Approved all inclusive per diem/Overseas Allowance for delegates and employees shall be paid in accordance with current Government approved rates.

b) Employees proceedings on courses and conferences shall be paid outfit allowance once every three (3) years as approved by the Government.

c) An employee who is sponsored on an approved trip abroad by an Organization other than the employer shall be entitled to an abated subsistence allowance. Allowance for fully sponsored trips shall be abated by 2/3 whilst partly sponsored trips shall be abated by 1/3.

ARTICLE 45 - CREDIT UNION

The Corporation shall have a Credit Union to be managed by a Committee.

The Corporation shall institute a Provident Fund scheme to cover all permanent employees.

Monthly contributions at the rate of 5% by the employees and 5% by the employer shall be paid to the Fund on or before the 15th day of the ensuing month.

The scheme shall be invested in an interest yielding venture and administered by a Board of Trustees comprising Management, Professional and Managerial Staff Union (PMSU) and the Local Union.

ARTICLE 47 - END OF SERVICE BENEFIT (ESB)

Employees who leave the service of the Corporation on grounds of Retirement, III health, Termination or Death shall be paid End of Service Benefit:-

a) Retirement:

- Ill health} 5-10 yrs - 12 months salary

- Voluntary Retirement} 10 - (plus) - 15 yrs - 18 months salary

- Compulsory Retirement} 15 - (plus) - 25 yrs - 20

25 - (plus) - 35 yrs - 22 “ “

35 yrs and above - 24 “ “

An Employee who goes on compulsory retirement at the age of 60 or voluntary retirement at the age of 55 years shall access the Corporation’s health facility for Two (2) years until the National Health Insurance Scheme becomes fully operational.

b) Death - In the event of an employee’s death the next of kin shall receive (12) months basic salary.

c) Termination of Appointment - All employees shall be paid (6) six months basic salary as End of Service Benefit except on grounds of misconduct.

d) Resignation - Any employee who resigns from the Corporation shall not be paid End of Service Benefit.

ARTICLE 48 - RISK ALLOWANCE

All employees shall receive 10% of their monthly basic salary as risk allowance

ARTICLE 49 - RESPONSIBILITIES OF PARTIES TO THE AGREEMENT

Nothing in this agreement shall worsen the salaries/wages and the existing terms and Conditions of Service. If the interpretation of any part of this Agreement is in dispute and the dispute cannot be solved by the Standing Negotiating Committee, the item shall be treated in accordance with the Appropriate Section of the Constitution of the Committee.

ARTICLE 50 - DEFINITIONS

In this Agreement, unless the context otherwise required:

1. " Managing Director" means the MD of the Corporation or in his absence on leave, sick leave, etc, any executive member appointed by him to deputize for him.

2. "Corporation" means the New Times Corporation as established by Law and includes all the Regional Offices with the name NTC.

3. “ Employee" means a member of the Corporation's staff who is a member of the Union but excludes Temporary, Casual, Contract, National Service and Vacation Workers.

4. " Employer" means the New Times Corporation.

5. " Family" means an employee's registered spouse and children under 18 years who are duly registered with the Corporation.

6. " Dependant" means an employee's registered spouse, child, mother or father.

7. " Management" includes the management, Heads of the various departments and any other person having the authority to act on behalf of the Managing Director.

8. " Salary" means substantive consolidated salary and does not include allowance, such as acting, Vehicle Maintenance Allowance.

9. "Working Day" means any working day excluding Saturdays, Sundays, and Statutory Public Holidays provided this does not apply to shift workers, Editorial, Technical Services and News Production Staff.

Signed for and on behalf of:

NEW TIMES CORPORATION

Mr KOFI ASUMAN

MANAGING DIRECTOR

Signed for and on behalf of:

INDUSTRIAL AND COMMERCIAL WORKERS UNION

Mr SAMUEL LARNYOH

New Times Corporation - 2013

Start date: → 2013-01-01
End date: → 2015-12-31
Ratified by: → Ministry
Name industry: → Publishing, printing, media
Public/private sector: → In the private sector
Concluded by:
Name company: → New Times Corporation
Names trade unions: → Industrial and Commercial Workers Union (ICU)

TRAINING

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

SICKNESS AND DISABILITY

Maximum for sickness pay (for 6 months): → 100 %
Maximum days for paid sickness leave: → 730 days
Provisions regarding return to work after long-term illness, e.g. cancer treatment: → 
Paid menstruation leave: → No
Pay in case of disability due to work accident: → Yes

WORK AND FAMILY ARRANGEMENTS

Maternity paid leave: → -9 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: → 

EMPLOYMENT CONTRACTS

Trial period duration: → 90 days
Part-time workers excluded from any provision: → 
Provisions about temporary workers: → 
Apprentices excluded from any provision: → 
Minijobs/student jobs excluded from any provision: → 

WORKING HOURS, SCHEDULES AND HOLIDAYS

Working hours per day: → 8.0
Working hours per week: → 40.0
Working days per week: → 5.0
Paid annual leave: → 36.0 days
Paid annual leave: → 7.0 weeks
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

Wage increase

Wage increase starts: → 2013-01

Once only extra payment

Once only extra payment: → 15 %
Once only extra payment due to company performance: → Yes

Premium for evening or night work

Premium for evening or night work: → GHS 75.0 per month
Premium for night work only: → Yes

Extra payment for annual leave

Extra payment for annual leave: → 100.0 % of basic wage

Premium for Sunday work

Premium for Sunday work: → GHS 18.0 per Sunday

Allowance for commuting work

Allowance for seniority

Allowance for seniority: → GHS 400.0 per month
Allowance for seniority after: → 10 years of service

Meal vouchers

Meal allowances provided: → No
Free legal assistance: → 
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