Dear Editor,

THE boast by GTT Do More that GTT is one of Guyana’s largest employers and that 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, GTT continues to pay scant regard 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 in which the Union is invited to meetings after the company would have met with itself, consulted with itself, made decisions by itself, and implemented 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 issue of withdrawal of transportation from GTT 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 ad hoc communication with employees in an environment that is full of fear. Thereafter, when the company finds its back against the wall, then with haste it rushes 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 has 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 arrangements 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 the 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 on being one of Guyana’s largest employers and continue to implement draconian measures that continue 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 gear 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 than what had existed before its arrival. Its human resource must therefore always be treated with dignity and respect.

With what has now become the norm, the Union has since referred the company’s unilateral withdrawal of transportation from GTT employees to the Chief Labour Officer for conciliation. As was outlined before, all the company’s transgressions will be made know to the public. Violations of workers’ rights by the Company must stop, and it must stop now!
Regards,
HAROLD SHEPHERD,
President, GPTWU