Violation of workers’ rights rampant at NAREI

Sep 16, 2016 Letters

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Dear Editor,
With reference to the article published in the editorial section of your Friday newspapers dated September 9th, 2016, captioned “NAREI REPLIES TO CRITICIZM OF ITS ADMINISTRATION”. Kindly permit me to highlight the real situation plaguing the NAREI, Administration, since the picture painted by the writer was a clear attempt to create distraction from reality.
Firstly, it is not clear whether the claims of “ resident service “is a part of the NAREI Act or is it sealed in any other legally established authority, but a distinction ought to be created between gratuity and superannuation benefits, which all public service employees receive when they attained the age of compulsory retirement.
Secondly, it is extremely important to note that the payment of superannuation benefit (gratuity and pension) to public service/sector employees is an entitlement, whether or not employees proceeds on annual or maternity leave. Sadly, NAREI’s employees who are considered public servants are not paid gratuity for the period that they are away from the job on maternity leave.
However, of grave concern in this regard, is why employees must suffer what is considered a penalty for proceeding on legitimate / approved leave? It would appear as though the newly appointed or promoted senior Human Resources Officer of NAREI is making reference to selected /favourable individuals, since in her article she claimed that employees were paid gratuity for the period that they were on maternity leave.
Mr. Editor, how can an employee be assessed for satisfactory performance while officially on leave, was it that the employee’s performance at home was assessed and approved to be satisfactory? If this is so, then other females may have been overlooked or discriminated against. It is a fact that the management style at NAREI leaves much to be desired.
Thirdly, there are poor inter-personal relations between management and targeted employees, who refuse to fall prey to their unrealistic orders , as a result , these employees are constantly abused ,mal treated, harassed, victimized and discriminated against. This situation has tremendously deteriorated over the years, resulting in many being arbitrarily suspended, dismissed, suffered pay deduction and many other forms of mishandling. In addition, these situations have caused, and continue to cause employees severe stress and trauma.
Despite the fact that several complaints has been made to higher authority, there is no evidence that any action has been taken to remedy the condition , but the perpetrators are allowed to continue their spiteful acts against the targeted employees, while there seems to be” favorites” ‘who are considered for special treatment and even promotions.
Fourthly, as it relates to staff promotion, there are several employees who have been acting for extended periods without being confirmed or promoted, even though they are duly qualified, While they are other employees who are qualified, but yet not considered for promotion, but yet, these same employees who are denied confirmation /promotion are in receipt of gratuity which, according to the NAREI administration is based on performance. Therefore there is no justifiable reason (s) why these employees are denied their confirmation/promotion.
Fifthly, the restructuring exercise conducted by NAREI’s management is an unlawful act, resulting in several changes, such as improper/illegal termination of services of some employees and administrative positions becoming redundant. It is a fact that the services of several employees, including senior Management staff, were terminated / dismissed without due process, and their rights to natural justice were denied.
I support the fact that there is no job security, and at any time other employees could be treated in similar manner if they are not part of the wrong doings. There are legal requirements regarding restructuring, within an organization. Some of these requirements are preserved in the Termination of Employment and Severance Pay Act, which requires, that at least one months’ notice should be given to the Guyana Public Service Union about the restructuring. I am not aware that there are any such engagements with the GPSU. However the Union would have to say whether it was consulted about the recent.
Sixthly, as it relates to staff knowledge of existing vacancies within the institute, Mr. Editor, myself like many other employees of NAREI are ignorant of such, moreover of any advertisements being published internally or externally for newly appointed positions (Senior Human Resources Officer, Administrative Officer), or maybe I would have missed these vacancy notices.
Lastly, it is quite alarming by the misleading information presented by the writer, in relation to staff complaints. In her statement, it seems as though she is trying to refute claims made by concerned employees, against Senior Management functionaries. Mr. Editor, how can an HR officer who should be responsible for employee’s well-being be so heartless towards our cries? It must be noted that there are facts to prove the contrary to many disquiets that were stated in her response. In addition, there are numerous employees’ concerns that were raised with management and were documented but to no avail. While I will not attempt to speak on the Guyana Public Service Union’s (GPSU) behalf , I am aware that several issues were represented by that union on behalf of aggrieved employees, some of which were partly resolved as a result of the Union’s intervention.
In conclusion, I do hope that the Union will intervene to correct this misinformation being peddled in the public domain by the NAREI’s Administration. It is also hoped that the request for an independent investigation into the operations and general conduct of the NAREI’s administration be conducted without delay. Since I consider the response of NAREI’s Administration to be an attempt to do damage control, and by extension to mislead the public. It is time employees across the spectrum stand up firmly for their rights, by embracing unity, by seeing an injustice for one as an injustice for all. Both male and female employees continue to be victims of reckless and malicious management style and system.
It is my view that there would have been a change under the new government, especially since His excellence, Mr. David Granger, publicly stated that his new government was committed to respecting and restoring collective bargaining and worker’s rights in general.
However there seems to be elements within NAREI’s authority, which has a different agenda. In this regard, the injustices that were instituted on certain employees at NAREI still prevail and are now extended to other resilient employees. Mr. Editor, I AM PLEADING WITH THE RELEVANT AUTHORITIES TO LOOK INTO THIS SOARING MATTER and let not our cries fall on deaf ears.
Victimized employee

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