The union versus GTT

Jun 20, 2016 Letters

Dear Editor;
The boast by GTT “Do More” as being one of Guyana’s largest employers and decisions taken cater to staff welfare, customer service and long term sustainability of the Company must be dissected in order to get a clear picture of what obtains.
As was stated in my pervious letter dated May 13th, 2016 and published on May 16, GTT continues to pay scant regards to its employees’ Health and Safety concerns. This fact cannot be disputed by GTT “Do More.”
The Industrial Relations best practice being used by GTT is one where the Union is invited to meetings after the Company met with itself, consulted with itself, made decisions by itself and implement changes, regardless of the impact on the labour force and by extension the Labour laws, principles and practices.
Never was the Union engaged on the withdrawal of transportation from the employees. The extant Collective Labour Agreement (CLA) between the parties speaks to meaningful engagement by Company with Union. The Company continues to further fracture the tenets of good Industrial Relations by having adhoc communication with employees in an environment that is full of fear. Thereafter, when the company finds its back against the wall, then with haste they rush to inform the Union.
The CLA is expressly clear and must be honoured by the parties.
The historical transportation policy referred to outlines that the Company shall provide transportation to its employees. To say that transportation is a company discretion is far from the truth. The custom and practice over a number of years become law. Basic jurisprudence outlines that fact.
Therefore any change to the condition of service must be renegotiated. The provision of transportation was always a prerequisite given the nature of the work of the Company. GTT conveniently and selectively compares itself to others within the Private Sector. Time and time again, the Union had cause to enlighten GTT that comparing GTT with the Public Sector is comparing cheese to chalk.
The uncaring act of giving approximately two (2) weeks’ notice and henceforth stating that it was enough time for personal arrangement to be made is tantamount to brutality and clearly demonstrates the heartless nature of a company which prides itself as a caring entity. The commitment to Health and Safety of all employees should by no means be measured through the employment of a Health and Safety Officer. What about the physical, welfare and wellbeing of the employees?
GTT “Do More” cannot pride itself as one of Guyana’s largest employers and continue to implement draconian measures that continues to demotivate and demoralise its long service employees. The Union calls on GTT Do More -one of Guyana’s largest employers to state with confidence:-
1. That the provision of transportation was not a negotiated agreement.
2. How many employees were ably assisted by the Company to acquire their own vehicles?
3. Why are Technicians made to work as a, ‘One Man Team,’ in addition to having to complete ten (10) jobs/work orders per day, despite the terrain and without any assistance?
4. Why is the Company ‘foot-dragging’ as it relates to the provisions of durable safety gears for its employees?
5. Why is the Company misinterpreting the 40 hour Work Week Law by refusing to pay overtime to its employees although there is an order governing Regular Working Hours for All Workers in Guyana?
GTT came into being to improve telecommunication in Guyana with conditions no less favourable. Its human resource therefore must always be treated with dignity and respect.
With what has now become the norm, the Union has since referred the unilateral withdrawal of transportation from the employees by the company to the Chief Labour Officer for Conciliation. As was outlined before, all the transgressions by the company will be made know to the public. Violations of workers’ rights by the Company must stop and it must stop now.
Mr. Harold Shepherd President, GPTWU

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