Collective Agreement

Dated 10/10/2022

Pursuant to provisions of Jordanian Labour Law

No. 8 of 1996, and its amendments

First Party

Jordanian Garment, Accessories and Textiles Exporters’ Association and of Garments (J-GATE)

and Association of Owners of Factories, Workshops and Garments (AOFWG)

Second Party

General Trade Union of Workers in Textile, Garment and Clothing Industries (GTUWTGCI)

This Collective Agreement (the "Collective Agreement" or this "Agreement") is entered into on

October 10, 2022 between:

First Party

1. The Jordan Garments, Accessories and Textile Exporters’ Association (J-GATE); and

2. The Association of Owners of Factories, Workshops and Garments (AOFWG)

(hereinafter collectively referred to as "Employers' Representatives")

Second Party

General Trade Union of Workers in Textile, Garment and Clothing Industries (GTUWTGCI)

(hereinafter referred to as the "Union")

Employers’ Representatives and the Union are individually referred to as the “Party”, and

collectively as the “Two Parties".

Preamble

Whereas the objectives of the Union, pursuant to the Jordanian Labour Law, include improving

employment relationships and working conditions and labour requirements as well as conducting

collective bargaining and entering into collective agreements;

Whereas the Employers' Representatives and the Union aspire to ensure continued support from

the textile, garment and clothing sector for the Jordanian economy; to improve working

conditions and labour requirements in this sector; and to build on previous collective

agreements;

Taking into consideration the Two Parties’ aforementioned joint interests, applicable laws in

Jordan, and the outcome of the Two Parties’ joint dialogue, facilitated by their joint efforts;

The Two Parties are committed to developing exemplary, stable, and long-term relations

between the two parties of production in the textile, garment and clothing sector; encouraging

social dialogue and healthy industrial relations, whether at employer level or sector-wide level;

and promoting practices that are in line with internationally-recognised core labour standards;

Whereas the Two Parties have agreed to enhance and regulate their relations for the benefit of

investors and workers alike; and to take part in creating an attractive work environment that

leads to maintaining workers’ mental, physical and psychological wellbeing, and to benefiting

investors;

The Two Parties acknowledge the binding effect of this Agreement as "Collective Employment

Contract" pursuant to the definition stipulated in the Jordanian Labour Law; and that this

Agreement is binding on employers and workers in the sector;

Therefore, the Two Parties have agreed to the following:

Definitions

Ministry: Ministry of Labour.

Employer: Natural or juristic person employing in any capacity one or more persons in return for

wages for pay in the textiles and garment industry, whether duly registered with the Jordan

Chamber of Industry (or chambers of industry in governorates) or not.

Sector: Textile, garment and clothing sector, pursuant to Decision No. (45) of 2022 on

classification of industries and economic activities.

Worker: Male or female person, who performs paid work for an employer, and is supervised by

the employer.

Migrant worker: Non-Jordanian person employed in the sector.

Refugee worker: Person who sought refuge in Jordan.

Labour Law: Jordanian Labour Law No. (8) of 1996 and its amendments, or any law that supplants

it.

Wage: Fixed wage that a worker is entitled to pursuant to an employment contract, in addition

to any sum/entitlements and raises stipulated in this contract; and any other sums/entitlements

that are considered to be part of the wage by custom, law, or employer instructions, in addition

to all entitlements under the definition of wage pursuant to Decision No. (5) of 2003 of the Law

Interpretation Bureau. The Two Parties acknowledge that the full wage is calculated for social

security deductions and any other benefits.

Enterprise: Place where workers perform work for the employer.

Exporting employers in the sector: Employers in the sector that are exclusively engaged in

exporting products and registered with of the ILO Better Work Programme.

Union: General Trade Union of Workers in Textile, Garment and Clothing Industries (GTUWTGCI).

Union committee: Committee elected by workers at one or more enterprises that are specified

by governing body of the Union.

Harassment in the workplace: Indecent physical or verbal conduct or gesture committed by one

or mor persons and is intended to engage others in sexual act or behaviour, and could arise from

threats, extortion/blackmail, or intimidation, constituting a flagrant infringement on freedom

and dignity.

Violence in the workplace: Assaultive/aggressive acts that are likely to result in physical,

psychological, sexual, legal, economic, or social harm.

Discrimination in the workplace: Distinction, exclusion or preference made on the basis of race,

colour, sex, religion, political opinion, national extraction or social origin, which has the effect of

nullifying or impairing equality of opportunity or treatment in employment or occupation.

Article (1) Parties acknowledgement of Collective Agreement and implementation priority

a. Pursuant to Labour Law provisions, including articles (2), (42), and (99), the Two Parties

acknowledge the following:

- This Agreement constitutes a collective employment Contract (pursuant to the

definition stipulated in the Labour Law) for the textile, garment and clothing

sector (the "Sector") entered into between Employers' Representatives and the

Union.

- The binding effect of this Agreement on all current and future employers in the

sector and their legal successors, including any new purchasers, assignees, to

whom the rights and obligations stipulated in this Agreement have been assigned

by any means, whereby successors are fully bound to the terms of this Agreement.

- The binding effect of this Agreement on all workers in the sector whether or not

they were members of the Union, pursuant to the provisions of Article 42 of the

Labour Law (or any amendments thereto).

b. Employers are entitled to directly negotiate with the Union to regulate their working

environments with the aim of improving terms of this Agreement or granting workers

additional benefits.

c. In the event of any conflict between provisions of this Agreement and terms of any other

contract or agreement, provisions with preferential worker’s rights prevail.

d. Any amendments to this Agreement, or any new sector-specific contracts or agreements

between the parties, must be documented and signed by authorised representatives of

the Union and the Employers' Representatives, and must be deposited with the Ministry.

e. The Union and the Employers' Representatives have the joint responsibility of managing

and enforcing this Agreement, ensuring compliance with its provisions, and raising

awareness of contractual terms and implications among workers.

Article (2) Workforce coverage

Subject to the undermentioned provisions of Article (6), scope of this Agreement covers all

workers in the sector, pursuant to the Labour Law and without discrimination.

Article (3) Union membership

a. All workers in the sector are entitled to join the Union, and any funds transferred or

deposited on behalf of Union members, pursuant to the undermentioned Article (4), are

paid to settle due monthly membership fees pursuant to Union bylaws.

b. The First Party undertakes to grant the Union freedom of access to enterprises to hold

meetings with workers in the event of any complaint received by the Union about the

implementation of this Agreement or about any other matter related to labour rights, and

hold union committee elections. Such visits are duly arranged in coordination with the

employers.

Article (4) Union membership fees

In return for benefits, privileges, and services offered by the Union, employers deduct a sum

of 0.5 Jordanian dinar on a monthly basis from wages of workers who have consented in

writing to provide support for the Union. The employers deposit the amount into the Union’s

bank account on the 15

of every month.

Article (5) Wage and other entitlements

a. Wages are paid to workers at the workplace in the method agreed between employers

and workers, which could be through direct cash handover to the worker, a bank deposit

into the worker's bank account, or any other electronic payment method agreed between

employers and workers.

b. Employers are required to pay wages, bonuses, incentives, overtime pay, and any other

entitlements under the concept of wage within a period of time not exceeding seven days

after the end of the wage period. They are also required to provide payslips for workers

in their correspondence languages detailing all information about their wages, bonuses,

incentives, and any deductions, including social security deductions.

Article (6) Corporate ladder and annual pay raise for workers and supervisors

a. Solely for the purposes of Paragraph (b) of this Article, the term "worker" means any

person employed in the sector and earns a monthly wage less than 400 Jordanian dinars,

whether in cash or a combination of cash and in-kind contributions.

b. Annual pay raise: Exporting employers in the sector (and employers that are

subcontractors to the exporting employers in the sector) are required to grant all workers

(irrespective of their nationality) annual pay increases as per the following:

- A worker who has completed one or more years of employment is entitled to an

annual pay raise of five Jordanian dinars, to be added directly to the worker’s

wage, and thereafter this increase becomes due on an annual basis for the entire

duration of this Agreement.

- A worker who has not completed one year of employment is entitled to an annual

pay increase of five Jordanian dinars once the worker completes one year of

employment with the same employer, and thereafter this increase becomes due

on an annual basis for the entire duration of this Agreement.

c. Subject to the Paragraph (d) of this Article, minimum wage for all workers in the sector is

set at 220 Jordanian dinars, irrespective of nationalities of workers.

d. For the purposes of calculating wages of migrant workers in the sector, the Two Parties

have agreed that migrant workers’ wages comprise both cash and in-kind components,

as follows:

- The cash component is 125 Jordanian dinars.

- The in-kind component is valued at 95 Jordanian dinars.

- The two components are combined together for calculating overtime pay and

social security, and any other entitlements under the concept of wage.

e. In the event a decision is issued increasing minimum wage during the term of this

Agreement, the employer is required to add the increase directly to the cash component,

and to reassess the value of the in-kind component, pursuant to Paragraph (d) of this

Article.

f. Corporate ladder: Within six months from the date of signing this Agreement, the Two

Parties will develop and endorse a corporate ladder structure in consultation with the

Collective Contract Committee and the Joint Industrial Relations Council of the Jordanian

Garment Sector. The sector-specific corporate ladder sets standards for production line

and supervisory jobs, wages, worker promotions, upgrades, performance appraisals, and

other issues to be agreed on.

Article (7) Working time

a. The First Party is required to install worker time clocks and attendance systems (entry and

exist) in order to track and monitor working hours.

b. All workers are required to punch/swipe their time cards before starting work and upon

completion of work.

c. Employers are required to maintain comprehensive up-to-date payroll and attendance

records.

Article (8) Fundamental rights and principles at work

With the aim of reaffirming and enforcing fundamental rights and principles at work across the

sector, the Two Parties have agreed on the following:

1. Acknowledging the right to collective bargaining, and labour committees

I. Right to collective bargaining and responsibility of the Union

a. Pursuant to Article (99) of the Labour Law, the goals of the Union include

collective bargaining and entering into collective agreements. In light of this,

the Two Parties acknowledge and recognise the Union's right to collective

bargaining and to enter into collective agreements on behalf of workers in the

sector.

b. The Union has the primary responsibility of monitoring compliance

with provisions of this Agreement on behalf of all workers in the sector.

c. The Union notifies Employers’ Representatives and managements of its

authorised representatives on matters related to the enforcement and

implementation of this agreement. These authorised persons include union

president, its regional representative, and enterprise-level member of the

Union Labour Committee (as per the undermentioned definition) in every

workplace included in this agreement.

d. The Union has right to access and use bulletin boards in every workplace

included in this agreement in coordination with employer-level managements.

e. Duly authorised union representatives have the right to visit workplaces of

employers to ensure compliance with provisions of this agreement, provided

that such visits are conducted during business hours in coordination with

managements.

II. Union Labour Committee

a. The Union forms a labour committee in every enterprise in the sector. The

committee comprises elected members from workers in every workplace,

ensuring proportional and adequate representation of different nationalities

(i.e., pro rata to the number of workers vis-a-vis different nationalities).

b. The Union regulates all matters related to the formation and functions of the

Union Labour Committee in every enterprise in the sector, including, without

limitation, election requirements, number of committee members, voting,

quorum, decision making mechanism, and documentation of minutes of

meeting.

c. The Union sets the date of Union Labour Committee elections in coordination

with the employer.

d. The Union Labour Committee meets with the employer on a regular basis to

discuss issues and concerns raised at committee meetings. The committee and

management each maintain a copy of the minutes of meeting.

e. Employers undertake to grant workers paid working hours for their work with

the Union Labour Committee (i.e., the employer is not entitled to deduct from

wages of workers in the event they participate with the committee).

2. Eliminating all forms of forced labour

a. Regular working hours per week may not exceed (48) hours, and forced labour is

prohibited. Overtime work is optional and may not exceed four hours a day.

Overtime compensation is paid pursuant to Labour Law provisions.

b. Workers performing duties during weekly, religious, and other public holidays

announced by the Government of Jordan are entitled to compensation pursuant

to law provisions.

c. Excluding renewal of work permits and residency cards, employers may not

withhold workers’ passports or any other personal documents for any reason

whatsoever.

d. One month before end of contract, employers are required to settle accounts and

social security of workers, pay all their financial entitlements, and secure their

travel arrangements within a month.

3. Prohibiting child labour

a. Employers may not employ children or adolescents (anyone under 18 years of age)

in any way, ensuring the following measures:

- Adopting policies to verify ages of workers before employment.

- Interviewing workers (in person for Jordanians and through electronic

communication methods for migrants).

- Verifying migrant workers’ identification documents.

- Including clear and strict provisions in agreements with recruitment

agencies prohibiting recruitment of workers below the age of 18.

b. In the event an incidence of child labour is found at an enterprise, the employer is

required to take the following steps immediately:

1. If the worker is Jordanian, the employer is required to suspend employment

of the worker, and provide protection for the worker by notifying the Ministry.

2. If the worker is migrant, the employer is required to:

- Suspend employment of the worker.

- Provide protection for the worker.

- Make travel arrangements to transport the worker to the country, and

follow up on arrival in that country, in cooperation with the Ministry.

The employer is required to pay all expenses of these arrangements.

- Notify the recruitment agency that had recruited the worker in writing,

so it can take necessary measures.

4. Eliminating violence, harassment, and discrimination in employment and occupation

All employers are required to take necessary measures and adopt policies ensuring

protection from workplace violence, harassment, and discrimination, and among

workers. They are required to:

a. Promote a work environment free from all forms of violence, harassment, and

discrimination by adopting Ministry-approved internal bylaws on prevention of

assaultive/aggressive acts resulting in physical, physiological, and economic harm,

as well as on complaint mechanisms in the event any worker is subjected to such

acts.

b. Ensure workers are treated equally, have equal access to opportunities, and are

protected from discrimination against any worker on the basis of race, colour, sex,

religion, political opinion, social origin, disability, union membership, or

participation in union activities.

c. Workers are required to comply with employer instructions related to

enforcement of the terms of their individual employment contracts within the

limits that do not expose them to danger, or violate or contravene provisions of

this agreement, applicable laws, and public morality.

d. In the event a person who has experienced workplace violence or harassment files

a complaint, the employer undertakes to follow referral procedures stipulated in

Better Work Jordan Programme guiding principles and unified standards for

response to violence and harassment against workers in the textile, garment and

clothing sector.

e. In cooperation with the Union, the First Party undertakes to print awareness

materials with guidelines for measures of protection from violence and

harassment in workers’ correspondence languages; and organise seminars for

workers to raise their awareness of violence and harassment risks, and complaint

and referral procedures.

5. Enhancing women’s role in the sector

a. Providing an enabling environment for female workers, and ensuring their equal

access to employment opportunities as well as the right to be considered for

promotion, job security, and work incentives and benefits.

b. Ensuring female and male workers have equal pay for equal work.

c. Prohibiting pre-employment pregnancy tests, particularly for migrant workers,

unless legislation in their countries require these tests, by ensuring that:

1. Pregnancy tests are not required in employment applications;

2. Contracted recruitment agencies are obligated to prohibit pregnancy tests for

migrant workers unless legislation in their countries require these tests.

3. Hiring decisions are not contingent on or linked with the results of pregnancy

tests for female job applicants in the sector.

4. Nurseries: Employers hiring workers at a single place with at least 15 children

aged five and under are required to provide adequate childcare facilities

supervised and attended by one or more qualified nurses. Employers may

jointly establish an adequate childcare facility in a single geographical area. If

an employer is unable to provide a childcare facility, this employer may turn

to adequate alternatives.

5. All enterprises included in the provisions of this agreement may not exclude

female candidates from recruitment process over their eligibility for nursery

services.

6. Employers are required to maintain payrolls of female workers covered in this

agreement, and submit semi-annual payroll reports to the union, including any

updates or changes.

7. Workers covered in Article 72 of the Labour Law benefit from free-of-charge

transportation at factories with nurseries.

6. Supporting employment of persons with disabilities

In order to advance the rights of workers with disabilities and generally improve their

working conditions in Jordan’s textile, garment and clothing sector, the two agreed on

the following:

➢ The First Party undertakes to set guiding principles for employment of persons

with disabilities in the textile, garment and clothing sector, ensuring the

following:

a. Job advertisements, postings and applications may not preclude persons with

disabilities.

b. Hiring persons with disabilities in accordance with quotas prescribed in applicable

legislation.

c. Subject to provisions of Article (21) of the Labour Law, persons with disabilities

may not be excluded from work or training by reason of disability; and the

continuation of work or training may not be prevented by reason of disability.

d. Creating an accessible disability-friendly workplace, acknowledging that this a

necessary requirement for enabling persons with disabilities to exercise their

rights and liberties.

e. In collaboration with the Union, providing persons with disabilities with training

on factory-level rights, duties, and responsibilities of workers and employers.

➢ The Union will work on:

a. Developing and implementing professional programmes to enable persons with

disabilities to join the labour force.

b. Planning and implementing extensive awareness and education campaigns to

combat stereotypes and misconceptions about persons with disabilities.

Article (9) Employment of migrant, refugee, and Jordanian workers

Employers should exert reasonable care in employing and recruiting workers, taking into

consideration the following:

a. Employers should contract with recruitment agencies in workers’ countries of

origin that comply with national laws and employment contracts in force, in line

with the unified employment contract, and provisions of this agreement, as well

as internationally recognised human rights, core labour rights and international

labour standards.

b. Recruitment fees

may not be imposed on workers during recruitment of

employment processes, and the workers may not bear such costs in any way.

c. The conditions and requirement for recruitment and employment of migrant

workers should be clearly specified, intelligible, verifiable, and written in workers’

correspondence languages.

As defined in the International Labour Organisation (ILO) General Principles and Operational Guidelines for Fair

Recruitment and Definition of Recruitment Fees and Related Cost, 2019, ISBN 978-92-2-133354-8 (print), ISBN 978-

92-2-133333-3 (web pdf).

d. Migrant, refugee, and Jordanian workers may not be employed or have their

contracts renewed outside of the unified employment contract, agreed on by the

Two Parties, and published in the Jordan’s Official Gazette (issue no. 5689, dated

17/01/2022, pages 274-303). The unified employment contract should be made

available in all workers’ correspondence languages, and employers are

responsible for providing workers with copies of the contract in their

correspondence languages, acknowledging that this is a basic worker right. Before

recruitment, a worker should read and sign the unified employment contract, and

keep a copy.

Article (10) Occupational safety and health

a. Employers are required to provide safe work environments by taking necessary

measures and precautions to protect workers from dangers and illnesses that

could result from performing work and use of machinery. They are required to

provide workers with personal protective equipment, such clothing, goggles,

gloves, respirators, and footwear. Employers are fully responsible for ensuring

workplace compliance with legislation on occupational safety and health as well

as safety of equipment and buildings.

b. An occupational safety and health committee should be formed at every

enterprise, pursuant to Labour Law provisions. Committee members are

elected/selected by enterprise workers under the supervision of the Union.

c. Employers are required to provide workers with clean drinking water at no cost

workers.

d. Employers are required to provide workers with adequate space to rest and eat

with sufficient number of seats and tables.

e. Employers are required to provide workers with lockers adequate for workers’

needs.

f. Sanitary facilities should be kept clean and safe, providing privacy for both sexes.

Article (11) Mental and physical health care

Subject to regulations or instructions issued by the Ministry, employers are required to provide

health care for workers in line with the following:

I. Physical health care. Employers are required to:

a. Provide workers with workplace health clinics, equipped and licensed pursuant to

the Preventive and Curative Medical Care Instructions under the Public Health

Law, or pursuant to any regulations or instructions issued by the Ministry of

Health. Every clinic is required to employ medical staff certified by the Ministry,

including at least one full-time general physician, and a nurse, certified by the

Ministry of Health.

b. Ensure that clinics offer services during working time of enterprises.

c. Maintain records of all worker medical check-ups and tests sorted into individual

files for every worker. These records are referred to when conducting periodic

medical check-ups for workers to ensure their health.

d. In emergencies, ensure that medical staff refer workers to medical specialists,

without delay. Employers are responsible for payment of expenses of providing

these workers with adequate health care and treatment.

II. Mental health care. Employers are required to:

a. Provide workers with mental health care by referring them to specialist centres in

Jordan.

b. Refer workers at their request to specialist mental health centres in Jordan (or if

the mental state of workers require specialist and advanced services that are not

available at the clinics).

c. Ensure that a worker may not be dismissed due to referral to mental health

specialists, pursuant to provisions of this clause, unless a mental health specialist

reports that this worker is incapacitated even after given necessary treatment.

d. Organise specialised training courses on the importance of mental health and

mental health care.

e. Endorse workplace mental health policy with standard procedures for ensuring

factory-level mental health and psychosocial support services, in alignment with

the Better Work Jordan Programme.

Article (12) Workplace literacy and awareness

a. In collaboration with the Union, employers are required to organise seminars,

training courses, and workshops on a regular basis to raise worker’s awareness

and promote workplace literacy.

b. Employers may not deduct any amount from entailments of workers over

participating in awareness and literacy courses. Participants in these courses are

selected by the Union in collaboration with management.

c. The Union is required to organise literacy training workshops in collaboration with

employers on topics and subjects, such as job rotation, absenteeism, workplace

ethics, violence, harassment, and other work-related issues.

Article (13) Transportation

a. Employers provide free and safe transportation services for all workers (if their

assembly points are located more than one kilometre from the premise of

industrial areas), to transport them between workplaces and meeting points

closest to their places of residence.

b. Workers are entitled to use these transportation services after completion of

regular working time (8 hours).

c. Employers are required to provide free transportation services for all workers

performing overtime duties after regular working time.

Article (14) Worker dormitories

Employers are required to provide migrant workers with dormitories, in line with the following

requirements:

a. Dormitories comply with the Ministry of Health instructions no. (1) of 2013 on

prevention of health hazards related to health risks at workforce housing units,

published in the Official Gazette on 01/07/2013.

b. Employers grant the Union the right to access dormitories to inspect their

compliance with health standards, in coordination with management.

c. Employers ensure that all dormitories have purified drinking water.

Article (15) Creating new jobs for Jordanian workers and duration of this agreement

a. Employers in the sector included in this agreement are required to create new

jobs for Jordanian workers and train them, while encouraging Jordanians with

diplomas and university degrees to join the sector in order to reduce

unemployment by:

- Collaborating with government entities, charities, and civil society

organisations through career days, job fairs or any other methods, to

attract and recruit Jordanian workers in governorates and villages, offering

them job opportunities at industrial zones.

- Collaborating with the Ministry on employment of Jordanians by studying

the possibility of opening satellite garment factories in underprivileged

areas, and pockets of rural poverty and unemployment.

b. Training and increasing employment of Jordanians may not lead to terminating

employment of migrant workers.

Article (16) Agreement Management Committee

Pursuant to provisions of Article (42/A/5) of the Labour Law, the Two Parties have agreed to form

a committee for managing and ensuring implementation of this agreement, to be named

"Agreement Management Committee", subject to the following:

- The committee comprises an equal number of representatives of each party (two

representatives of each party).

- The committee has the authority and powers stipulated in Article (42) of the Labour Law

(or any amendments thereto).

- The committee convenes on periodic basis to assess compliance with provisions of this

agreement and its effectiveness.

Article (17) Conflict resolution mechanism

In the event of a conflict arising from the implementation, interpretation, and

enforcement of this agreement, the following measures are taken:

I. Individual labour conflicts

- Every worker is entitled to file a complaint to the Union Labour Committee, which

mediates between the worker and the employer in a bid to settle a conflict

amicably.

- If the Union Labour Committee was unable to resolve the conflict within five days,

or if the worker did not want to refer the conflict to the committee, Labour Law

provisions apply, and the worker is entitled to file a complaint to Wages Authority

or magistrates' court, pursuant to applicable laws.

II. Collective labour conflicts

a. Between workers and employer:

- Conflicts between workers and employer are referred to the Union Labour

Committee at the enterprise for amicable resolution.

- If the Union Labour Committee was unable to resolve a conflict amicably

within three days, the conflict is referred the Agreement Management

Committee, which attempts to resolve the conflict amicable resolution

within three days.

- If amicable resolution of the conflict was not possible in line with the

aforementioned procedures, the Agreement Management Committee

notifies the Minister of Labour of the collective labour conflict, and

procedures stipulated in Labour Law articles (120-131) for collective labour

conflict resolution are followed.

b. Between parties to the agreement:

- Conflict between parties to the agreement about interpretation or the

enforcement of this Agreement are referred to the Agreement

Management Committee.

- If the Agreement Management Committee was unable to resolve the

conflict amicably within five days, the committee notifies the Minister of

Labour of the collective labour conflict, and procedures stipulated in

Labour Law articles (120-131) for collective labour conflict resolution are

followed.

The Union represents all workers covered in Agreement in a fair and equitable

manner without discrimination on the basis of race, colour, sex, religion,

creed, national extraction, age, citizenship status, or disability.

Article (18) Establishing a joint council

a. The Two Parties reaffirm the establishment of “the Joint Industrial Relations

Council of the Jordanian Garment Sector”. Statute of the council, which aims to

advance the sector, was signed on 04/303/2015.

b. Employers and the Union undertake to name their council representatives within

a period of time not exceeding three months from the date of entering into this

agreement.

Article (19) Agreement expiry and duration, and continuity of obligations

a. Termination or expiry of this agreement does not affect rights granted to workers

pursuant to this agreement. Employers may not in any way prejudice, diminish, or

abrogate workers’ acquired rights in the sector.

b. This agreement enters into force on 01/11/2022, and remains valid for three years

until 31/10/2025.

c. This Agreement was issued in four copies, one of which is deposited with the

Ministry.

(Signature page follows)

The Two Parties confirm their approval of, and agreement to, the aforementioned provisions of

this Collective Agreement for the textiles, garment, and clothing sector. In in witness whereof,

this agreement was executed on 10/10/2022 by:

First Party

The Association of Owners of Factories, Workshops and Garments (AOFWG)

On its behalf: Mahmoud Salman Al Hijjawi

Capacity: President of Association of Owners of Factories, Workshops and Garments (AOFWG)

Signature:

The Jordanian Garment, Accessories and Textiles Exporters’ Association and of Garments (J-

GATE)

On its behalf: Ali Omran

Capacity: Chairman of the Jordanian Garment, Accessories and Textiles Exporters’ Association

and of Garments (J-GATE)

Signature:

Second Party

The General Trade Union of Workers in Textile, Garment and Clothing Industries (GTUWTGCI)

On its behalf: Fathallah Abdelhamid Al Omrani

Capacity: President of the General Trade Union of Workers in Textile, Garment and Clothing

Industries (GTUWTGCI)

Signature: