The Guyana Postal & Telecommunication Workers’ Union (GPTWU) has rejected the Guyana Telephone and Telegraph Company’s (GTT’s) proposal for there to be a one percent (1%) across the board increase in wages and salaries for workers.
“GTT has offered an across the board increase of one percent (1%) in wages and salaries to the Unionized employees for the period October 1, 2020 to September 30, 2021 and a measly increase of one and half percent (1.5%) for the period October 1, 2021 to September 30, 2022,” the Union disclosed in a recent statement as it registered its dissatisfaction.
GPTWU President Harold Shepherd, in reject the proposal, reiterated the Union’s counter-proposal of 13.5% and 11% respectively on the grounds that GTT, over the last five years, only offered an average of three and a half percent (3.5%) to its long serving and dedicated employees.
But the Union’s proposal has not thus far found favour with the telephone giant. On Wednesday, March 17, 2021, the Union turned to the Chief Labour Officer for conciliation.
GTT has rejected the Union’s proposal while maintaining theirs, thus the Union forced to write the Chief Labour Officer today (Wednesday, March 17, 2021) requesting Conciliation.
“Emanating from the first meeting held on Wednesday March 3, 2021, it is apparent, at least up to the point of adjournment, the company was not prepared to offer its dedicated, long serving employees any increase in wages, salaries and it now becomes obvious that the mantra, “together we rise,” is a camouflage,” Shepherd said.
It was explained that biennially, the union and management would sit at the negotiation table to discuss increase in wages, salaries and allowances for members within the union’s Bargaining Unit. The engagements remain tripartite, since the membership is actively involved in the process.
“Negotiation is one of the fora used to seek improvements in benefits for our membership. It is clear that GTT has within its employ, highly skilled, dedicated and long serving employees; employees who withstood the tests of time, employees who tarried through the high and the low, employees who stood beside the company and continue to so do, because of their value for service and employees who continue to stand and support the company, in the face of competition,” the Union President said.
He said like the workers, GPTWU has stood by GTT over the last 30 years but it will not tolerate the company’s failure to adequately compensate its workers.
“For decades, increments remains stagnant. Movements within the Salary Scales, appears to be dormant. Promotion of staff members within the A10 to A50 Categories appears to have been thrown- out. A technician 2 with more than 25 years of service remains at that position without any movement along the Salary Scale. Generally, this is the position within the company. The Human Resources Department (Employee Experience) must be able to rectify this dilemma, since long serving employees are languishing, but remains loyal to the Company,” Shepherd explained.
It was pointed out that salary cuts ranging between 5-10% were implemented for a period of six months in 2020 from May to October during the initial stages of the COVID-19 pandemic. Though hard hit, the union said the staff remained dedicated to the tasks.
“How then can employees be comfortable if their financial needs remain at an all-time low? Increase in wages, salaries and allowances must be in tandem with other developmental works,” the Union President reasoned.
He added: “GTT must be cognizant of the necessity for employees to be comfortable. Increase in wages, salaries and allowances will be a good feat. It is the one area that members of staff look forward to; an increase in wages and salaries.”
The Union believes that the employer has an obligation to ensure that its employees are comfortable and are able to meet their needs. It warned that failure to adequately compensate workers could result in them turning to other industries such as the developing Oil and Gas Industry.
“Management of GTT must be cognizant of the reality that Guyana is now an oil producing nation, and the demand today for experience and highly skilled labour is much greater. This can pose a significant challenge for the Company, since local and international companies continue to seek- out the cream of the crop that exists. Management must take into consideration the Company’s most valuable assets, its employees. If management fail to address the issue at hand, it can cause serious ramifications for the collective effort that is required during this transition period,” Shepherd said.
The Union also registered its objection to the 5% annual gratuity being paid by GTT to its workers.
“Now that the company has wound-up the pension Plan for Eligible employees and is offering a paltry 5% annual gratuity going forward. How does management expect its employees to be able to live comfortably and save for their latter years?” he reasoned.
The Union is therefore looking to the Ministry of Labour to intervene.
