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COLLECTIVE BARGAINING AGREEMENT BETWEEN THE INDUSTRIAL AND COMMERCIAL WORKERS UNION (ICU) - GHANA AND THE NATIONAL INVESTMENT BANK LIMITED

REVIEW

THIS AGREEMENT is made on the 1st day of JANUARY, 2010 Between National Investment Bank Limited, a bank having its Head Office at Kwame Nkrumah Avenue, Accra (hereinafter referred to as "the Bank") and the Industrial and Commercial Workers Union, a Union registered and certified under the Labour Act 2003, Act 651, (hereinafter referred to as "the Union") which the Bank recognises as the Union for collective bargaining on behalf of the employees of the Bank, (whereby it is provided as follows)

Section 1 - Subject Matter

1. It is the intention of the parties hereto that this Agreement will establish satisfactory relations between the Bank and the Union and promote the interests of both parties as well as the economy of the country.

2. The terms and conditions of employment and non-employment and conditions of labour which shall apply to all employees of the Bank as per Appendix 'A' of this Agreement for whom the Union has been certified to negotiate under the terms of the Labour Act 2003, Act 651, shall be those provided in this Agreement and shall take effect from 1st January, 2010.

Any increase in salaries and wages so negotiated shall be paid to those members of the staff who have left the Bank since 1st January, 2010 to the date of signing other than those dismissed summarily. Payment to ex-employees is conditioned upon their claiming within a period of three (3) months from the date of signing of this Agreement, the Bank having no liability thereafter.

Section 2 - Duration

3. The duration of this Agreement shall be for a period of two (2) years effective from 1st January, 2010 with a one (1) year wage opener. At any time after ten (10) months from the effective date of this Agreement either party may give two (2) months' notice in writing expressing its wish for this Agreement to continue for a further period to be agreed upon between the parties or expressing its intention to terminate this Agreement, provided that in the absence of any such notice within thirty (30) days after expiration of the Collective Agreement, the Collective Agreement shall be deemed to have continued in force until res inded by the parties (Act 651, Section 107 (31)).

Section 3 - Definitions

4. In this Agreement, unless the context otherwise requires:-

a. "Bank" means the National Investment Bank Limited;

b. "Board" means the Board of Directors of the Bank;

c. "Clerk" means a member of the Clerical Staff of the Bank including Telephonists and Receptionists;

d. Reference in this Agreement to the masculine gender shall include the feminine gender;

e. "Manager" means an officer of the Managerial Grade of the Bank and includes the Secretary;

f. "Managing Director" means the Managing Director of the Bank or in his absence on leave, sick leave or other duty, the Deputy Managing Director;

g. "Director" means a member of the Board of Directors;

h. "Messenger" means a member of the messengerial staff of the Bank;

i. "Officer" means a member of the supervising staff of the Bank in the Officer's Grade;

j. "Head of Human Resources" means the Head of Human Resources Management Department of the Bank; k. "Salary" means substantive salary and does not include acting allowance or any form of allowance;

1. "Solicitor Secretary" means the Secretary of the Bank;

m. "Subordinate" means all other employees of the Bank not specifically defined in Section 3 and includes artisans and garden boys; n. "Employee" means both senior and junior staff of the Bank;

o."Family" means an employee, his spouse and children under 21 years of age who are not gainfully employed.

Section 4 - Conditions of Employment

5. Copies of this Agreement shall be deposited with all Heads of Department, Area/Branch Managers to be released on request by the employees for their references.

6. The Bank shall give the newly engaged employee a letter of appointment, stating:-

1. Salary

2. Salary Scale

3. Effective Date

4. Probation

5. Job Title

7. An employee so engaged shall undergo a probationary period of six (6) months, and when he has rendered satisfactory work, his appointment shall be confirmed in writing.

The probationary period shall be extended for three (3) months if the staff does not perform satisfactorily and thereafter for another three (3) months if the staff still does not perform, and if by the end of the second three (3) months' extension the staff's performance is still not satisfactory, the appointment shall be terminated.

8. Before a probationer's service is terminated on grounds other than those for

summary dismissal, i.e. for unsatisfactory service, redundancy, for committing a breach of any of the regulations warranting termination in accordance with this Agreement or in accordance with the Bank's Rules of Service and Pay he shall be given one (1) month's notice in writing or one (1) month's pay in lieu-of such notice.

9. An employee who resigns before the end of his probationary period shall give one (1) month's notice or pay one month's salary in lieu of such notice.

10. Before a probationer's service is terminated, for unsatisfactory work, he should have been given two warning letters calling his attention to the unsatisfactory nature of his work.

Section 5 - Provident Fund

11. Every employee of the Bank shall become a member of the National Investment Bank Employees' Provident Fund as from the commencement of his service, probationary or otherwise and shall at the end of each month by the check-off system contribute 15% of his monthly salary or wage towards the fund. Initial withdrawal from the Provident Fund shall be after the first two (2) years and subsequent withdrawals shall be after every two (2) years.

12. The Bank shall also at the end of each month, contribute ten per centum (10%) of the employee's salary or wage towards the Fund.

Section 6 - Medical Attendance

13. Each employee, his spouse and children under twenty-one (21) years of age will be eligible for the Bank's medical scheme as follows:-

i. The Bank will pay the cost of ordinary medical treatment subject to the provision that the sickness is not covered under the NHIS;

ii. Employees shall avail themselves of the services of Government Hospitals or the Bank's Doctor in those centres where one has been appointed except in the case of emergency when the services of any registered Medical Practitioner including those in Government Hospitals may be used;

iii. Where sickness needs herbal treatment, the Bank shall bear the cost provided treatment is given by clinics run by registered Traditional Healers recommended by the Local Union and the PMSU and retained by the Bank for consultation;

iv. Staff who retire at the statutory compulsory/ voluntary retiring age (55years and above) and have served for not less than 10 (Ten) years in the bank will be entitled to be covered by the bank's medical scheme provided that the sickness involved is not covered under the NHIS.

NOTE: Ordinary medical treatment includes specialist treatment and total cost of ordinary medicated lenses i.e. plain/tinted glass lenses plus an amount for frames as follows: one hundred and ninety-five Ghana cedis, fifty pesewas (GHc 195.50) for staff and the sum of one hundred and forty-nine Ghana cedis, fifty pesewas (GHc 149.50) for staff dependants i.e. spouse and children under eighteen (18) years every two (2) years, but does not include cost of dentures and obstetrical and gynecological treatment.

All beneficiaries of the Bank's Medical Scheme shall register with the National Health Insurance Scheme and use the scheme's card for hospital attendance.

Section 7 - Sick Leave

14. Sick leave may be granted to any employee on full pay up to six months during any period of twelve months. The employee should then take any vacation due to him and thereafter, if still certified to be ill, he shall be on half pay for a further period not exceeding six months. The granting of further sick leave with or without pay shall be at the discretion of the Managing Director, in accordance with the Bank's Rules.

15. a. Application for sick leave shall be accompanied by a certificate from the Bank's Doctor or in the case of emergency, from any registered Medical Practitioner including Practitioners in Government Hospitals provided that a certificate by any such Medical Practitioner giving more than three (3) days sick leave shall be confirmed by the Bank's Doctor, b. If any employee is injured in the course of performing his normal duties, he shall receive his full salary and other allowances until he is fully recovered.

Section 8 - Casual Leave

16. Casual leave (which shall count as duty) may be granted to any employee up to a maximum of ten (10) working days in any one year after annual leave. This is to enable the employee to attend to urgent private and personal affairs.

Section 9 - Maternity Leave

17. Where a female becomes pregnant, she shall be granted the annual leave or proportionate thereof already earned by her and in addition three (3) months' maternity leave on full pay. Of this leave, six weeks if possible, is to be taken before confinement on the production of certificate by a Medical Practitioner stating that her confinement may be expected to take place six weeks after the date of the certificate.

18. Maternity leave granted under Clause 17 above will be additional to any entitlement of sick leave.

19. Absence from duty arising from pregnancy in excess of the maximum period described in Clause 17 above will be regarded as absence on the grounds of ill- health on the production of medical certificate and the rule governing sick leave will apply.

20. Any employee returning to duty after maternity leave will be given the opportunity after four (4) hours of duty in a working day, for a maximum period of six (6) months to nurse her baby for two hours each working day, but not earlier than 11.30 am each day.

21. A female member of staff shall not be entitled to any payment during maternity leave unless she shall have been in the service of the Bank for a period of at least twelve (12) months.

Section 10 - Transfers/Night Allowance

22. a. Where an employee is travelling within Ghana on duty, or on temporary transfer to another station for purpose of relieving another, or on a special duty, Lump sum entitlement per day for hotel, meals and incidentals would be paid as follows:

Staff Lump Sum in GHc

i) Assistant Officer & Below.......96.00

ii) Officer Gd. II-Manager...........108.00

iii) Snr. Manager & above..........132.00

b. Where an employee undertakes a day return trip for official business, he will be entitled to a lunch allowance as follows:

Category and Amount

Junior Staff....................GHc 8.40 per day

Officer II - Manager......GHc 10.80 per day

Snr. Manager & above..GHc 12.00 per day

NOTE: The application of this provision shall be subject to Management's discretion based on the regular job function of the staff.

23. i. In the case of permanent transfers, transfer notice shall be served on the employee at least thirty (30) working days before the date of departure to the new station,

ii. In the case of permanent transfer the following provisions shall apply:

a) for the first thirty (30) days, the staff is entitled to lodge in a hotel with all allowances. The allowances for the first thirty (30) days will be paid in advance.

b) Staff on transfer will be entitled to a refundable rent advance to enable them source for rental accommodation.

c) Staff who move out of hotel before three (3) will be entitled to their transfer allowance for the full period or up to three (3) months.

24. Where transfer is permanent, the bank will pay the fares of the employee and his/her family to the point of transfer.

(i) Staff on permanent transfer who are unable to secure the accommodation shall be entitled to stay in a hotel with relative entitlements for not more than three (3) months.

(ii) Where an employee uses his own car to the point of transfer, he shall be paid a mileage allowance equivalent to State Transport Corporation's rate.

25. The Bank will also arrange and pay the cost of transportation of employee's personal belongings.

26. All transfer allowance claims shall be approved by the Managing Director at his discretion or by any other officer authorized by the Managing Director to do so. Such claims shall be subject to individual scrutiny and it is to be regarded as a fundamental principle that transfer allowance is not intended to be a source of profit.

Section 11 - Discipline

27. Every employee shall conform to and abide by this Agreement and by the Rules governing his service as contained in Section 7, Rule 10 of the Rules of Service and Pay of the Bank.

28. Every employee shall serve the Bank truly and faithfully, and shall maintain the strictest secrecy regarding the Bank's affairs and of its customers. A declaration of secrecy in the prescribed form shall be signed by every employee of the Bank on his first joining the service and renewed yearly and shall be filed on his personal file.

29. An employee may not give any information of any kind concerning the internal arrangement of the Bank or the affairs or policy of the Bank to any person, the Press or otherwise, without the permission of the Managing Director.

30. An employee shall undertake to perform his duties as an employee of the Bank in such capacity and at such place as he may from time to time be directed by the Bank's Management or by the Managing Director or by any person acting under the authority of either.

31. An employee shall not absent himself from his duties without having first obtained permission from the Management of the Bank or any other person authorised to grant such leave of absence.

32. An employee absenting himself from work without permission shall be liable to deprivation of salary for the period of his absence unless he is able to satisfy the Bank's Management that unavoidable circumstances prevented him from obtaining permission or notifying the Bank of his absence.

33. An employee who is absent without permission for more than ten (10) consecutive working days will be regarded as having resigned from his employment without notice. A notice in writing to this effect will be sent to him at his last known address by the Head of Human Resources who shall inform the Bank's Management of the action taken. Such employee will be liable to pay the Bank a sum equal to his salary for one (1) month.

34. An employee who is prevented from attending to his duties by illness or injury will immediately inform the Head of Human Resources through his Manager and shall submit a certificate from a qualified Medical Practitioner in explanation of his absence.

35. The certificate should state the period of absence from duty considered necessary.

36. At places where the Bank has its own Medical Practitioner, the certificate must be obtained from him except in cases of emergency where a certificate from a registered Medical Practitioner including those in Government Hospitals shall be acceptable to the Bank.

37. If an employee is unfit to return to duty at the expiry of the period stated in the certificate, a further certificate or an application for sick leave must be submitted.

38. Employees are forbidden to make personal representations to the members of the Board of Directors.

39. Except with the permission of the Managing Director (which permission shall be granted only in special circumstances) an employee of the Bank shall not accept from a customer of the Bank or an employee of the Bank a gift or remuneration of any description whether in money or in kind.

40. Borrowing and Private Trading:- An employee shall not draw his salary in advance without the previous sanction in writing of the Managing Director or other Officer authorised by the Managing Director to give such sanction.

41. An employee shall not engage in any other Banking, financial business or work similar to work carried on by the Bank, or after office hours, engage in any commercial business unless he obtains the prior approval of the Managing Director, and provided that this does not adversely affect the employee's official work.

42. No employee is permitted to derive any benefit in the course of his official duties which might have the effect of placing him in such position that his personal interests and his duties to the Bank, or to any customer of the Bank would be in conflict and he shall refrain from taking any course of action which might place him in such a position.

43. Debt:- An employee who falls into debt shall immediately submit a statement of his position to the Managing Director or to such other person as the Managing Director may direct and shall indicate in the statement the steps he is taking to rectify his position. Such employee shall thereafter submit statements of his financial position half-yearly on the 30th June and 31st December until such time as he becomes free from debt, when he shall submit a certificate that he is no longer in debt.

NOTE: For the purpose of this rule, an employee shall be deemed to have fallen into debt if he is unable from his own resources to meet his financial liabilities as they fall due for settlement.

44. An employee who fails to comply with Clause 43 or makes a statement of his position or is unable to liquidate his debts within a year or the time that might be prescribed by the Managing Director for the liquidation of the debt, after the declaration of his indebtedness, shall render himself liable to dismissal from the service of the Bank.

45. Grievance Procedure:- To avoid the possibility of unforeseen hardship upon any employee or group of employees from the operation of these rules or from any change which it might have been considered desirable to make in them, an employee or group of employees may appeal to the Managing Director in writing stating his or their case in full.

46. The Managing Director shall lay the appeal before the Board with his recommendations and the decision of the Board shall be conveyed in writing over the signature of the Managing Director to the appealing employee or group of employees.

47. Summary Dismissal:- Summary dismissal may be effected by the Bank for just and reasonable cause involving dishonesty, fraud, willful refusal to obey a legitimate and reasonable instruction, proved gross misconduct and breach of any of the provisions of Clauses 27, 28,29, 30, 41 and 42.

48. When an employee has committed an offence for which he may be summarily dismissed, he shall be given notice in writing outlining the offence committed and shall be allowed twenty-four (24) hours to reply in writing to such notice and defend himself. The Union shall be served with a copy of the notice and the reply.

49. An employee aiding and abetting another employee to infringe Clauses 30 and 41 shall render himself liable to dismissal from the service of the Bank.

50. Alternative penalties for the above offences to be applied at the discretion of the Managing Director depending on the circumstances and gravity of the offence may include the following:-

a. Dismissal with or without a reduction in retiring benefits;

b. Reduction in rank, that is, removal to another grade with an immediate reduction in salary;

c. Reduction in salary, that is, an immediate adjustment of salary to a lower on the salary scale attached to the post in question;

d. Withholding annual increment;

e. Suspension without pay.

51. Written Warnings:- Where the services of any employee have not proved satisfactory or where an employee commits an offence which does not in the opinion of the Bank merit summary dismissal he may be given a written warning and such warning shall be recorded, in his record of service.

The Union shall be served with a copy of the written warning. Before the written warning is given, the employee shall be permitted to state to his Manager his answer to the offences or shortcomings which have been alleged against him. The Union shall be served with a copy of the answer. After three warnings have been given, a fourth offence or continued unsatisfactory service within a period of twelve (12) months' service will give the Bank the right to terminate the appointment of the employee concerned.

52. Suspension

i. The power of suspending an employee shall vest in the Managing Director. Provided that in exceptional circumstances where any delay might be detrimental to the interest of the Bank such power may be exercised by a Head of Department.

ii. When an employee is suspended by a Head of Department a full report of the circumstances attending the suspension shall be submitted to the Managing Director immediately afterwards.

iii.The Managing Director shall take the matter into consideration and shall make such order or orders as he considers proper in the circumstances.

53.Termination of Service and Dismissal:- An employee whose services are dispensed with or who is called upon to resign from the service of the Bank other than through summary dismissal, shall be given one (1) calendar month's previous notice in writing or in lieu thereof, a sum equivalent to his salary for one (1) month provided however, that the Bank shall not dispense with the services of any employee or call upon any employee to resign from the service of the Bank without just and sufficient cause.

54.The Bank, however, reserves the right to dismiss any employee for misconduct, dishonesty, or neglect of duty without notice or salary in lieu of notice.

55.The power of dismissing an employee vests in the Board.

56.An employee shall not resign from the service of the Bank without giving the Bank one (1) calendar month's notice in writing of his intention to do so failing which he shall pay to the Bank a sum equal to his salary for one (1) month:

Provided that if the Bank is satisfied that an employee is incapacitated from further service by bodily or mental infirmity or if the Bank is for any other reason willing to waive its right to notice from an employee such employee may be permitted to resign without notice or payment in lieu of notice.

Section 12 - Working Hours

57.The total working hours for one week shall not exceed forty (40) hours.

58. Normal working hours shall be as follows:-

Monday to Fridays - 8.00 a.m. to 12.30 p.m. and 1.30 p.m. to 5.00 p.m.

59. Working hours for Garden Boys shall be as follows:-

Mondays to Fridays - 7.30 a.m. to 12.00 noon and 2.00 p.m. to 4.30 p.m.

Saturdays - 7.30 a.m. to 12.00 noon

Section 13 - Overtime Allowance

60.Employees who are requested by a Manager to do work in excess of the working hours per day shall be paid overtime for work so performed, provided that such overtime shall be authorised by a Manager. The payment of such overtime shall be dependent on the certification by the Manager and such certification shall be final.

61.bOvertime shall be paid as follows:-

Week days - Time and a half of basic salary

Sundays/Saturdays/Public Holidays - Double time of basic salary plus

GHc 3.2O in lieu of snack Note: Overtime payment will be applicable only to Junior staff.

62. For the purpose of calculating overtime, period of half an hour or less shall be counted as half hour and period over half an hour shall be counted as full hour. Employees shall not be asked or required to lay off regular straight time work hours to equalize overtime hours worked by them.

63. No staff on special allowance including the Chief Driver shall be entitled to overtime allowance.

Section 14 - Vacation Leave

64. Vacation leave shall normally be granted annually after a spell of duty of not less than one (1) year. All members of staff shall enjoy a vacation leave of thirty (30) working days per annum.

65. All employees on leave shall be granted up to two (2) working days to cover travelling time.

66. Where an employee is recalled from his/her annual leave, 50% of the basic pay of the staff for the duration of the unspent leave shall be paid to him as leave recall allowance. In addition the transport fare for a return trip to the staffs hometown shall be paid to the staff. The unspent leave will still be available to be taken at a latter date.

Section 15 - End-of-Service Awards and Bereavement of Employee Bereavement

67. In addition to their Provident Fund entitlements the following shall be the bereavement benefits:

(a) i. When an employee dies the Bank shall provide coffin and pay the cost of transporting the corpse to its hometown. In addition, the Bank shall donate One thousand five hundred Ghana cedis (GHc 1,500.00) and customary drinks to the bereaved family: ii. The Bank shall pay mortuary fees not exceeding fourteen (14) days, iii. The Bank shall pay Five thousand Ghana cedis (GHc 5,000.00) to the surviving spouse and the children, iv. The surviving spouse and children shall be paid the equivalent of deceased staff's salary for Six (6) months, subject to the condition that it will apply only where staff dies in the course of duty, v The Bank shall grant the NIB scholarship to at least two (2) of the deceased staff's wards up to traditional Tertiary level (Government Universities) based on Government approved rate.

(b) When an employee is bereaved, (spouse and child) he will be given bereavement benefits as follows:

i. Spouse - GHc 1,500.00 and customary drinks

ii. Child - GHc 1,500.00 and customary drinks

(c) When an employee is bereaved (mother and father) he will be given GHc l,500.00 and customary drinks as bereavement benefits.

Section 16 - Next of Kin

68. After the signing of this Agreement, employees shall nominate their next of kin and submit his name or their names to the Bank.

69. The Bank shall pay all accrued benefits or entitlements to the next of kin in the event of death of an employee.

Section 17 - Redundancy

70. (i). Where for one reason or another, the Bank is compelled to declare any member of staff redundant, the Bank shall notify the Union not less than one (1) calendar month in advance of the action the Bank intends taking.

(ii). Where an officer is declared redundant, he shall in addition to all his entitlements, receive severance pay as follows:

a) two (2) month's basic salary x number of years served

Section 18 - Uniforms

71. For all Unionised staff who are required to wear uniforms, the following shall be applied:-

i. Ladies

Material for five (5) sets of uniforms shall be provided each year. An additional amount to be determined annually shall be paid as sewing fees.

ii. Messengers

Five (5) shirts and material for three (3) pairs of trousers shall be provided each year. In addition an amount to be determined annually shall be paid as sewing fee for the three (3) pairs of trousers.

iii. All other Unionised staff whose nature of work requires that they shall wear uniforms shall be provided the required set of uniforms.

iv. 10% of annual salary shall be paid across board to non-uniformed staff as clothing allowance.

v. Uniformed staff shall be paid a clothing support allowance of two hundred Ghana cedis (GHc 200.00) per annum in addition to the uniforms provided.

Section 19 - Special Allowances

72. The following employees shall be eligible for special allowances:-

a. (i) The Managing Director's full time Driver shall be entitled to fifteen per centum (15%) of his monthly salary.

(ii) Ten per centum (10%) of the basic salary of other Unionised supporting staff of the Executive (i.e. MD and DMD) shall be paid as special allowance monthly to such staff. No overtime shall be paid to staff on special allowance.

(iii) The Chief Driver shall be entitled to fifteen per centum (15%) of his monthly salary as special allowance per month.

b. A set of tools will be purchased for each Artisan engaged. The cost of lost items will be surcharged to the Artisan concerned.

c. Cashiers' snack allowance of GHc 3.00 per working day shall be paid to Cashiers.

d. Specie and mobile cash collection staff shall be entitled to an amount of GHc 2.00 per staff per movement.

e. Risk allowance of GHc 230.00 a month shall be paid to key holders.

f. The Bank shall arrange for insurance cover for all risks associated with the work.

g. Cash Boy allowance of GHc 2.00 per working day shall be paid to cash boys on monthly basis.

h. Acting allowance shall be paid according to the number of days acted.

Section 20 - Leave of Absence for Union Activities

73. Any employee elected to a permanent office in or as a delegate to any Union activity necessitating leave of absence shall be granted such leave with pay. Written notice for such leave giving the length of leave shall be given to the Bank as far in advance as possible but not later than three days prior to the day such leave is to be effective. The length of the leave and its frequency in the year should be determined on merits of individual cases.

Section 21 - Promotion

74. a. Promotion in the Bank shall be based on the criteria for promotion set out in the new performance rating system i.e. job knowledge, experience, Bank knowledge, facility of expression, initiative and sense of responsibility, human relationship, dependability, loyalty, integrity and work output,

b. Where an employee has exhibited all the qualities mentioned in (a) (supra) and has consistently obtained ratings of VERY GOOD for the three (3) consecutive years, that employee shall be considered for promotion to the next higher grade provided the existing grade is not the employee's terminal grade, and provided there is an existing vacancy.

Section 22 - Rates of Pay

75. Employees who are covered by this Agreement shall receive the ra.es of pay and allowances appropriate to their respective job classification as shown in Appendix 'A' which forms part of and is attached to this Agreement.

If a new job is created that is comparable with classification under Appendix 'A' the Salary or Wages shall be determined by consultation between the Bank's Management and the Union.

Section 23 - Transport Services

76. The Bank shall endeavour to provide transportation for staff to and from work (i)The Bank shall pay an allowance of GHc 5.00 per day to all staff who by the nature of the their work cannot join the transport service. This is based on transport fare to and from Adenta and shall be subject to review when transport fares are reviewed by the transport agencies.

(iii) Staff who get fuel and maintenance allowance will not be allowed to join the buses provided for staff who do not get fuel and maintenance.

Section 24 - Legal Assistance to Drivers & Renewal of Driving Licences

77. If any proceedings are taken against a driver for a motor offence committed or alleged to have been committed While driving a vehicle belonging to the Bank in the discharge of his duties, the Bank shall provide Legal Counsel for the defense of such driver.

78. The Bank shall pay all fines that may be imposed provided that the driver has not committed a breach of traffic regulation. Where a driver is found guilty of a traffic offence any fine imposed on him shall be paid by the Bank. But the Bank shall be entitled to deduct the amount so paid from the salary of such a driver by installments.

79. The Bank undertakes to bear the cost of renewal of driving licences for all its drivers.

Section 25 - In-Service Training

80. The Bank undertakes to provide suitable means for the training of employees where such means will enable employees to secure competency in the performance of their duties and fit them for promotion within the Bank.

i) No staff will however be permitted to attend private classes during working hours.

81.The Bank shall pay for the full cost of registration and examination for all staff who enroll in approved part-time programmes for a maximum of two (2) attempts, including fees for part-time tuition for the two (2) attempts, provided that:-

i) the staff shall pay three (3) times the value of expenditure to the Bank if he/she does not serve a minimum of five (5) years upon completion of the course before disengagement from the Bank.

ii) not more than ten (10) members of staff are so sponsored per department per year.

iii) The Bank's sponsorship/payment of honoraria for course: undertaken through private tuition by staff will be limited to the Associate Diploma of the Institute of Bankers Professional programmes only.

82. a) Loans shall be advanced for purchase of books by staff pursuing Institute of Bankers professional examination. The cost of books for the Institute of Bankers Diploma Programme will be refunded by the Bank on successful completion of the course.

b) Staff shall serve a minimum of five (5) years to qualify for sponsorship for the above courses from the Bank.

b) An employee of the Bank upon passing any of the above mentioned examination shall be paid an award as follows:-

i. Payment of 2 and half % of annual salary upon completion of Intermediate level.

ii. Payment of 5% of annual salary upon completion of Final part.

c) To qualify to benefit from the provision of clause 82, a staff should seek prior approval from Management before embarking upon the course.

Section 26 - Children Educational Allowance

d) The number of beneficiaries per year under the Bank's Scholarship Scheme for Employees' Children in the Senior Secondary Schools will be not more than forty (40). The value of the Scholarship shall be equal to the value of the Ministry of Education Scholarship Award and should cover Senior Secondary Schools ONLY.

Section 27 - Loans for Purchase of Means of Transport

84. a) A car loan will be granted to staff every year. The amount of loan and relative conditions shall be left at the discretion of Management but subject to an interest rate of fifty per centum (50%) of base rate chargeable, i) Staff below the grade of Clerk qualify to be considered for motor cycle loan,

b) Housing Loan

Housing Loans shall be granted to staff every year in accordance with the Bank's Housing Loan Policy Document but shall be subject to interest rate of fifty per centum (50%) of base rate chargeable.

i) Clerks and staff on grade below Clerk grade also qualify to be considered for this loan.

Section 28 - Union Shop/Check Off

85. Upon the receipt of a written instruction from the employee, the Bank undertakes to deduct Union dues monthly from the employee's salary as notified to him in writing by the Union and to pay such amount to the Union.

Section 29 - Maximum Services Limit

86. a. There shall be a voluntary retirement age of fifty-five (55) years for both males and females.

b. The compulsory retirement age shall be 60 years for both males and females.

Section 30 - Assistance to Employees

87. Outgoing employees who have served for a minimum of ten (10) years and have financially viable projects as determined by the Bank may be extended financial assistance under prevailing terms and conditions of the Bank.

Section 31 - Miscellaneous

88. The Bank shall provide every staff member with an Identity Card free of charge on condition that the Identity Cards are worn by staff all the time.

89. The Bank shall provide kits and facilities for development of sports in the Bank.

90. The Bank shall at the end of every successful year of operation pay each employee an appropriate percentage of profit as bonus, subject to approval by the Board of Directors of the Bank. The payment of the Bonus shall be on pro-rata basis and subject to existing regulations.

91. Long Service Award

The Bank shall give long service award made up of a certificate and a gift or its cash equivalent to employees after a minimum of ten (10) years satisfactory service and thereafter, after every five (5) years.

The nature of the awards will however be determined in consultation with the Unions.

Section 32 - Responsibility of Parties to Agreement

92. Nothing in this Agreement shall reduce or worsen existing salaries and wages and conditions of service in the Bank.

93.a) A salary increase of 10% across board effective 1st January, 2010 shall be paid,

b) Salaries shall be payable monthly in accordance with Appendix 'A' attached. All salaries and salary related benefits shall be back-dated to 1st January, 2010.

94. If the interpretation of any part of this Agreement is in dispute and cannot be resolved by the Standing Negotiating Committee then the part shall be interpreted in accordance with the appropriate section of the Constitution of the Committee.

SIGNED ON BEHALF OF THE EMPLOYERS NATIONAL INVESTMENT BANK LTD.

SIGNED ON BEHALF OF INDUSTRIAL AND COMMERCIAL WORKERS UNION

Appendix ‘A’

NATIONAL INVESTMENT BANK LTD„

SALARY SCALE - 2 010

SNR. STAFF.............................................INITIAL.......................................INCREMENTAL RATE ............................TERMINAL

Chief Manager......................................36,098.37.............................................401.......................................................39,701.82

Dy. Chief Mgr.......................................31,695.46.............................................367........................................................34,998.07

Snr. Manager........................................27,692.27.............................................334.......................................................30,694.65

Manager................................................24,356.28.............................................278.......................................................26,858.28

Deputy Manager..................................21,298.29.............................................255.........................................................23,591.79

Asst. Manager......................................18,518.29..............................................231.67..................................................20,603.29

Officer Grade I......................................16,201.63.............................................193.06...................................................17,939.13

Officer Grade II....................................12,667.86...............................................294.48...................................................15,318.19

JUNIOR STAFF

J5*..........................................................9,985.57............................................120.31.........................................................11,308.97

J4*...........................................................8,498.35...........................................102.40........................................................9,624.64

J3*..........................................................7,232.64............................................87.13.............................................................8,191.17

J2*.........................................................6,155.44............................................74.16............................................................6,971.21

Jl*..........................................................5,238.67............................................63.11...........................................................5.932.95

JUNIOR STAFF *

Grade Jl.............Cleaner, Garden Boy

Grade J2 ..........Messenger, Driver Grade V, Artisan, Snr. Garden Boy, Cash Boy

Grade J3.........Clerk, Stenographer Gd. II, Driver Grade IV, Senior Artisan

Grade J4........ Snr. Clerk, Snr. Steno./Steno. Gd. I, Driver Gd. Ill, Jnr. Foreman II

Grade J5.........Asst. Officer, Steno. Secretary, Driver Grade I & II, Jnr. Foreman I

 

ADDENDUM

i) Rent Allowance

20% of Monthly Gross Salary shall be paid monthly as Rent Allowance to all staff

ii) Fuel Allowance

The Bank shall provide an allowance for fuel to staff who own vehicle as follows:

Junior Staff ..............30gallons per month

Off. Gd. II - Mgr. -....40 gallons per month

Snr. Mgr. & above -..45 gallons per month

iii) Car Maintenance Allowance

Junior Staff - GHc 50.00

Senior Staff - GHc 70.00

iv)Utility Subsidy

Junior Staff .....GHc 50.00

Senior Staff.....GHc 70.00

v) Leave Allowance

2.5% of Annual Salary

vi) Duty Post Allowance

Branch Accountants...25% of Branch Mgr’s allowances

Deputy Branch Mgr...50% of Branch Mgr’s allowances

vii) Send-Off Gift

An employee who retires from the service of the Bank, having served the Bank for a minimum of 10 years shall be entitled to a send-off gift as follows:

10 years ..........GHc 4,000.00

15 years...........GHc 6,000.00

20 years..........GHc 8,000.00

25 years.........GHc 10,000.00

30 years.........GHc 12,000.00

National Investment Bank Limited - 2010

Start date: → 2010-01-01
End date: → 2011-12-31
Ratified by: → Other
Name industry: → Financial services, banking, insurance
Public/private sector: → In the private sector
Concluded by:
Name company: → National Investment Bank Limited
Names trade unions: → Industrial and Commercial Workers Union (ICU)

TRAINING

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

SICKNESS AND DISABILITY

Maximum for sickness pay (for 6 months): → 100 %
Maximum days for paid sickness leave: → 182 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

WORK AND FAMILY ARRANGEMENTS

Maternity paid leave: → 12 weeks
Maternity paid leave restricted to 100 % of basic wage
Job security after maternity leave: → Yes
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: → 10 days

GENDER EQUALITY ISSUES

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

EMPLOYMENT CONTRACTS

Trial period duration: → 365 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: → 30.0 days
Paid annual leave: → 6.0 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: →  %

Once only extra payment

Once only extra payment due to company performance: → No

Premium for overtime work

Premium for Sunday work

Premium for Sunday work: → 100 %

Allowance for commuting work

Allowance for commuting work: → GHS 5.0 per month

Allowance for seniority

Allowance for seniority after: → 10 years of service

Meal vouchers

Meal allowances provided: → No
Free legal assistance: → 
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