The CBA outlines key areas such as minimum pay rates, salary structures, working hours, conditions of employment, and procedures for resolving grievances.
Monrovia – Bea Mountain Mining Corporation and the Gold and Diamond Mines and Energy Workers Union of Liberia (GODIMEWUL Local #2) have officially signed a Collective Bargaining Agreement (CBA) aimed at strengthening labor-management relations and improving the productivity and welfare of workers.
By Selma Lomax [email protected]
The agreement, signed on May 1, was reached through a process of social dialogue between the company and the union. According to both parties, the agreement is designed to ensure mutual understanding, uphold workers’ rights, and enhance the company’s operational efficiency, ultimately contributing to the growth of Liberia’s economy.
The CBA outlines key areas such as minimum pay rates, salary structures, working hours, conditions of employment, and procedures for resolving grievances.
The agreement was crafted in alignment with Liberia’s Decent Work Act and is intended to prevent industrial unrest by establishing clear guidelines for cooperation between management and the workforce.
Under the agreement, Bea Mountain formally recognizes GODIMEWUL Local #2 as the sole and exclusive representative of its workers covered under the bargaining unit. The union, in turn, pledged to promote responsible leadership, improve productivity, and collaborate with management in good faith.
Both parties agreed to maintain a non-discriminatory work environment, ensuring that employees are not treated unfairly based on gender, tribe, political affiliation, religion, or union membership. The company also reaffirmed its responsibility to maintain workplace discipline and sound business practices, while the union committed to upholding employee conduct in line with the agreement.
The agreement applies to all Bea Mountain employees below the superintendent level who are under either definite or indefinite contracts, but it does not cover employees of subcontractors. Within a set period, the company has pledged to distribute printed copies of the CBA to all covered employees and to support efforts to raise awareness about its provisions.
The union will be responsible for communicating the content of the agreement to workers, while Bea Mountain will facilitate this process through its internal departments.
The newly signed CBA defines important terms and conditions, including the scope of the bargaining unit, the status of employees covered, and the roles and responsibilities of both the employer and the union under Liberian labor law.
This agreement marks a significant step in fostering industrial peace, promoting decent work, and ensuring that both workers and management operate within a transparent and respectful framework.
Employees may submit complaints and reports concerning the effectiveness of the Group Medical Insurance Company to the Employer. The Employer shall investigate any such reports and take appropriate corrective action if necessary to ensure the health and welfare needs of the employees and their dependents are adequately met.
The Employer agrees to maintain a comprehensive Group Life and Accident Insurance Policy for all employees covered under this Agreement. This insurance shall provide compensation in the event of death, disability, or injury resulting from occupational accidents or diseases as defined by the applicable Liberian laws and the policy provisions.
The Union shall be informed in writing of the name, contact details, and coverage scope of any Insurance Provider selected by the Employer for both medical and life/accident policies. Any proposed changes to the insurance provider or its terms shall be communicated to the Union prior to implementation.
In the case of fatal industrial accidents, the Employer shall ensure that the insurance provider processes the claims of the deceased employee’s dependents in a timely and transparent manner. The Union shall be notified of the status of the claim upon request.
The Employer agrees to hold an annual review meeting with Union representatives to assess the performance of the insurance provider and identify areas for improvement in coverage, access, and claims processing.
The Employer shall provide adequate housing facilities for employees working at remote or site-based locations, particularly those engaged in shift or rotational operations.
Housing shall include access to clean and safe drinking water, sanitation facilities, and basic utilities including lighting and cooking facilities. The Union shall be permitted to conduct periodic inspections, in coordination with the Employer, to assess living conditions.
The Employer shall maintain a minimum standard of cleanliness and hygiene within the housing premises, and ensure that maintenance and repairs are performed regularly.
The CBA outlines key areas such as minimum pay rates, salary structures, working hours, conditions of employment, and procedures for resolving grievances.
The Employer shall also provide decent and safe accommodation for female employees, including private sanitation facilities and adequate lighting to ensure personal security.
Employees residing in housing provided by the Employer are expected to maintain good conduct and observe all posted housing rules and regulations. Violations of housing policy may result in disciplinary actions as outlined in the Employer’s code of conduct.
The Employer agrees to comply fully with the occupational health and safety regulations set forth under Liberian Law and international best practices, including ILO Convention 155.
A joint Safety and Health Committee shall be formed, comprising representatives from both Management and the Union. This Committee shall conduct monthly inspections, risk assessments, and oversee safety training programs.
Personal Protective Equipment (PPE) shall be provided at no cost to employees whose roles expose them to health or safety hazards. PPE must be used in accordance with training provided, and non-compliance may result in disciplinary measures.
All workplace accidents, injuries, and near-misses must be reported immediately to the supervisor and recorded in an incident log. A formal investigation shall be conducted, with findings shared with the Union.
