Mr Editor,
I am writing to bring to your attention as well as that of the public and the management of the Guyana Power and Light Inc. some serious concerns regarding the billing manager, who has recently come under public scrutiny due to allegations of corruption, collusion, and misconduct.
This manager is allegedly involved in allocating jobs to a specific contractor in exchange for personal gain. Such practices undermine the integrity of the organization and erode public trust in its operations.
Furthermore, there are disturbing reports indicating that this manager has been making sexual and inappropriate comments towards the female staff in his department, which constitutes a grave violation of workplace ethics. It is particularly troubling that the department is comprised of approximately 90 percent female employees, creating a vulnerable environment where employees don’t feel safe.
This is not the first time such allegations have been raised against the manager. During the APNU administration, a complaint was filed regarding sexual harassment. Despite an official visit and staff interviews by the Ministry of Labour, it was reported that no substantial action was taken, possibly due to the manager’s close association with the former attorney general.
The fact that a junior staff member reported vile comments and advances two years ago highlights a longstanding issue that has not been adequately addressed. The manager’s alleged pattern of grooming females for personal benefits and recommending unqualified individuals for senior positions raises significant ethical and professional concerns.One such appointment is that of a female supervisor .The supervisor’s reported history of poor teamwork, lack of harmonizing qualities, and inadequate understanding of critical systems raises serious concerns about her suitability for the post. Colleagues highlighting her limited knowledge in both the customer information system and field aspects further underscores the need for a reevaluation of her qualifications.
Additionally, the supervisor’s misconduct and poor leadership, compounded by bias in addressing complaints, contribute to a toxic work environment. It is troubling to hear about duties being assigned outside of employees’ job descriptions and the breakdown of work relationships within the department.
The perception that the supervisor is not mature enough for the role and lacks the diligence to instigate positive change, particularly amid ongoing investigations, is alarming. The belief among field investigators that she prioritizes the manager’s personal interests over the company’s welfare is a troubling aspect that requires immediate attention.
The described pressure within the department, stemming from cases of misconduct and poor leadership, adds urgency to the situation. The staff’s request for a meeting with the CEO and Human Resources reflects their genuine concern and the exhaustion of alternative avenues for resolution.
In light of these issues, the staff’s plea for Human Resources to conduct thorough reviews before appointing individuals to senior positions is a reasonable and proactive measure. Ensuring that individuals in leadership roles possess the necessary skills, experience, and commitment to the company’s objectives is crucial for maintaining a healthy work environment.
Yours truly,
Hemchand Pooran
Please do not publish my name
