Until the agreement expires, more than 90% of public servants and civil servants will earn as much, or more than when wage cuts were introduced in 2010 and (for the best income) in 2013. Nearly a quarter (low wages) have been completely removed from the „retirement tax“ introduced in 2009. The rest will make cuts in these payments, the rest being turned into „additional contributions.“ Disclaimer This document is a summary of the key elements of the Public Service Stability Agreement (ASSA). The agreement itself is more comprehensive and contains more details on some issues than is reflected here. Readers are advised to refer to the final text of the full agreement for more information. In Section 4 of the PSSA, the commitment was made to address other pay scale issues for post-2011 recruits in entry classes. In September 2018, an agreement was reached with the ICTU Public Services Committee. The cost of the agreement is estimated at 46.6 million euros in 2020; 31.8m in 2021; EUR 22.9 million in 2022; EUR 15 million in 2023; 18.5 million euros in 2024. While these two provisions are well behind the reinstatement of overtime introduced for some civil servants under the 2013 Haddington Road agreement, they offer options for employees for whom time is more important than money.

They were the best thing that could be achieved through negotiation. Although these lower scales (which were worth 10% less at each point on each scale) were removed at the request of the unions under the 2013 Haddington Road agreement, „new entrants“ continued to have longer pay scales than their longer colleagues, with two wage points lower at the beginning of each scale. Some grades have also seen the elimination of certain allowances for newcomers. The agreement also requires management to work with unions to minimize the use of temporary workers. And it includes guarantees on the use of internships, clinical internships, work experience and work activation measures, which state that there must be an „agreement on protocols“ regarding these programmes. In 2012, the city and the state signed a „financial stability agreement“ to achieve financial stability for the city and a stable platform for the city`s future growth. Recruitment and Conservation Issues As part of the agreement, trade unions could choose to submit a contribution to the Pay Commission (PSPC) on the recruitment and conservation problems identified in their initial 2017 report, which preceded the discussions that led to the PSSA. The Commission cited in the report voted in favour of its notes. Outsourcing, personnel and related issues Despite management`s attempts to significantly dilute them, the PSSA maintains all outsourcing protections acquired by unions in negotiations that resulted in previous agreements at Croke Park (2010) and Haddington Road (2013). As with all previous public service agreements, work is excluded in situations where the employer complies with the agreement. The agreement provides for a binding procedure to resolve problems that arise without any decision on trade union actions. These restrictions do not apply to matters that are not covered by the agreement.

The terms of the Stability Agreement allow the Government to take advantage of AngloGold`s considerable technical and financial strength to exploit the full potential of the Obuasia mine as soon as possible. AngloGold`s demonstrated ability to develop deep-sea projects will maximize the opportunity to develop low-level mining in Obuasi.