collective agreement between heritage malta and the union ...

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employee’s responsibility to ensure that he/she keeps theuniform regularly clean.c) Employees who do not comply with the provisions of subclause (b) above will be subject to disciplinary action.34. ENGAGEMENT IN OTHER WORKa) Each employee must devote his/her working time to theservice of the AGENCY.b) No employee will be allowed to undertake any additionalwork or to accept any part in the management of any societyor anything of any commercial, industrial, financial form orcompany, which would require his/her attendance at anytime during the normal working hours, or after duty hours, yetwhich may give rise to a conflict of interest, unless by priorwritten permission from the AGENCY. Employees alreadyperforming such work should, nonetheless, regularize theirposition by requesting permission from the AGENCY.c) Employees may not accept any gifts either in cash or in kindor in any way reap any personal advantages through theconduct of business on behalf of the AGENCY.d) No employee will engage in any activity which would in anyway tend to impair his/her usefulness as an employee of theAGENCY, or will be engaged in any occupation orundertaking which might result in any conflict with theinterests of the AGENCY. Failure to comply with this maylead to disciplinary action which may lead to dismissal.e) Permission for an employee to engage in other work will onlybe given at the sole prerogative of the AGENCY, the policyof which will be governed by the exigencies of the AGENCYfrom time to time. In this respect, permission given toemployees may be withdrawn at any time at the discretion ofthe AGENCY.f) Employees who engage in other work without the priorwritten permission from the AGENCY will be subject todisciplinary action.1135. CODE OF CONDUCTa) Employees are to serve the AGENCY honestly, faithfully anddiligently, to comply with all the orders, rules or regulationsmade by the AGENCY from time to time and are to accountfor all data, software and other records, instruments, tools ordocuments, which may come into their hands as employeesof the AGENCY. They are to conduct themselves in such away as shall not impair the reputation of the AGENCY.b) Employees who may become involved in criminalproceedings that somehow may have an adverse effect ontheir line of work shall immediately report the matter to theAGENCY.36. TRAINING OPPORTUNITIESThe AGENCY shall encourage employees to undertaken coursesincluding academic, which enhance the workers’ knowledge andpotentialities, especially in fields related to the AGENCY’s role. TheAGENCY will also endeavour to organize courses for its staff who maybe required to attend such programmes after working hours.37. EQUAL OPPORTUNITIESThe AGENCY declares itself an equal opportunity employer and bindsitself to put this principle in practice in all aspects of its administration.38. TOOLS AND EQUIPMENTThe AGENCY shall provide the required tools/equipment to itsemployees. These shall remain the property of the AGENCY. Theemployee shall be responsible for the safe keeping and maintenance ofthe tools/equipment entrusted to him/her and shall be liable to replaceany tools/equipment mislaid or stolen.39. DISCIPLINEWhilst there is an obligation on the part of all employees to conductthemselves properly, to carry out the lawful orders of their superiors tothe best of their ability, to perform their duties effectively and to abide bythe rules and regulations issued by the AGENCY from time to time allemployees are entitled to a fair treatment and to justice. The procedure
outlined in Appendix “F” is to be followed in case of discipline foremployees of Heritage Malta. Employees detailed to Heritage Malta areguided by the provisions of the Public Service Commission (PSC) or anyauthority delegated directly to the AGENCY by the PSC.40. GRIEVANCE PROCEDUREIt is the intention of both parties to this Agreement to establish themeans for the prompt disposal and amicable settlement of any complaintwhich may arise out of the application and/or interpretation of thisAgreement.Should any difference arise between the AGENCY and the UNION orany of the employees as to the interpretation or application of, orcompliance with the provisions of this Agreement, or if any individualcomplaint/grievance is raised by an employee or group of employees,every endeavour shall be made to settle the matter in accordance withthe procedure set out hereunder:a) An attempt shall first be made by the employee, with orwithout the assistance of the representative of the UNION, todiscuss the grievance with the employee’s superior; suchsuperior shall not however hold a post within the AGENCYless than Executive. This is to be done as expeditiously aspossible after such grievance has risen.b) If the grievance is not settled at this level, the aggrievedemployee with the assistance of the representative of theUNION if so desired by the employee, should bring thematter to the attention of the Manager Corporate Services orhis/her accredited representative.c) The Manager Corporate Services or his/her accreditedrepresentative, the employee’s superior as specified above,the employee and representative of the UNION, will do theirbest to dispose swiftly of the grievance, but should suchgrievance remain unsettled even after a conciliatory meetingchaired by a mutually agreed conciliator, both the AGENCYand the UNION may take such action, which is not contraryto the provisions of the Law or to the provisions of thisAgreement, that may be deemed proper under thecircumstances.d) Neither the employee involved nor the employee acting inthe capacity of UNION representative shall incur any loss ofpay for any absence from the place of work in connectionwith the above procedure, provided however that permissionis sought in advance from the AGENCY.41. WITHHOLDING OF LABOURBoth parties to this Agreement recognize that the well-being of both theAGENCY and the employee is dependent upon the maintenance ofgood relations and industrial peace. They, therefore, seek to reach anamicable settlement satisfactory to both sides through meaningfuldiscussions and that no arbitrary action designed to withhold labour shallbe taken by either side until discussions have been exhausted without apositive result.In the event that in spite of their best endeavours to reach an amicablesettlement satisfactory to both sides, no such agreement is registered,both the AGENCY and the UNION shall be free to take whatever actionis considered necessary provided that:a) Either party may refer the dispute for the attention of theDirector of Employment and Industrial Relations.b) Such action is not contrary to the laws of the country, andc) At least forty-eight (48) working hours’ notice in writing isgiven to the other party.Any actions taken by an employee/s of the AGENCY and which are notin accordance with the provisions of this clause will be considered by theAGENCY to be unofficial actions and the employee/s taking part in suchactions shall be liable to disciplinary action which shall lead to dismissal.12
Page 2 and 3: TABLE OF CONTENTSCLAUSE NUMBERPAGE
Page 4 and 5: An Agreement entered into this ____
Page 6 and 7: to Grades A and B as outlined in Ap
Page 8 and 9: normal time of commencement of work
Page 10 and 11: iii)After twenty four (24) months c
Page 12 and 13: 24. SALARY ADJUSTMENTS ON PROMOTION
Page 16 and 17: 42. UNOFFICIAL INDUSTRIAL ACTIONThe
Page 18 and 19: APPENDIX A: Categories of Employees
Page 20 and 21: ) The rates of pay (before deductio
Page 22 and 23: APPENDIX D: Resignation or Terminat
Page 24 and 25: APPENDIX F: Disciplinary Procedure(
Page 26 and 27: 4.0 Disciplinary proceduresa) In al
Page 28: APPENDIX H: Closed Days 2004 - 2006

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