There have been recent accusations that the Chairman of the Guyana Post Office Corporation is dictatorial and usurping the authority of management.

It is important to note that the board of Directors is comprised of a Chairman who is appointed by the Subject Minister, one representative from the PPP/C named by that party, one representative of the PNC/R named by that party, one representative of the Guyana Postal and Telecommunications Workers Union (who is Mr. Shepherd), one representative of the Guyana Public Service Union, one representative from Region Six, one representative from Region Two, one representative from the Ministry of Finance, one representative from the Office of the Prime Minister, the Postmaster General and the head of the Finance Department, among others. The Board holds statutory meetings once monthly and for the effective functioning of the board it is further sub-divided into five sub-committees. These are:

*The Human Resources and Workers’ Welfare,

*The Budget and Finance,

*Administration and Operations,

*Marketing, Customer Services and

*Public Relations sub-committees.

The composition of these sub-committees is that of line managers and directors. In many cases the head and second in command of the relevant department sit on these meetings, e.g. the Human Resources Manager, the Human Resources Officer and the Welfare Officer, along with both Directors who represent workers, namely representatives from the GPTWU and PSU, sit on the Human Resources sub-committee meetings.

It is clear that in an environment as outlined above, the views of all directors and some 24 managers across the network are factored into the decision making process.

The question that therefore becomes pertinent is “Who is Mr. Shepherd speaking for?” Is he speaking for management when he says the Chairman usurps the authority of management?

Locus Standi of GPTWU
The GPOC needs to know whether Mr. Shepherd/GPTWU has locus standi in representing casuals. GPOC and GPTWU have a Collective Labour Agreement in which the GPOC is empowered to employ casuals. In this Collective Labour Agreement, a casual is defined as “one who has been employed by the Corporation to work intermittently but who on no occasion may be employed for a period exceeding twenty eight continuous days.” The letter and spirit of the Collective Labour Agreement forbids GPOC from using casuals to interfere with or displace unionised workers. Mr. Shepherd and the GPTWU should be the ones to ensure management does not use the route of casual workers to threaten the security of unionised workers. Maybe Mr. Shepherd needs to explain to workers on the establishment why he is championing the cause of casuals and not the cause of unionised workers.

The Board’s Decision relating to the release of Casuals workers on 31st December, 2009’

*The Board’s decision was to release from our employ all casuals throughout the entire network as of 31st December 2009.

*To determine with accuracy what vacancies exist at the GPOC and when these vacancies are to be filled.

*When these vacancies are to be filled, first consideration should be given to the persons who were released and who would have acquired some experience, knowledge and skills as Postal operators.

*The Area managers were asked to speak to casuals about the opportunity that exists for them to become Postal Apprentices.

All casuals were aware of this before they were given their letters. The Human Resources Department and the Operations Manager have set a standardised test (written and practical) to be taken by all casuals who wish to take up permanent positions.

Casuals have been invited to attend a training programme on Friday 8th and Saturday 9th January 2010. All will have to take a test. It should be noted that to ensure transparency, the GPOC will pay the travel costs for the casuals from Region One. Further assistance will be given to those from Linden, Bartica and outlying districts to attend the lectures and take the tests at publicly identified locations.

Issue of Super Salary
As it relates to the hiring of contracted workers, this procedure was implemented to ensure that GPOC gains maximum performance from staff. The contracted workers are not included on the permanent establishment of the Corporation and the renewing of their contract is contingent upon their performance. Thus gratuity is paid to these contracted employees every six months to subsidize them for not being entitled to pension and further burden the Corporation with a permanent obligation, even for staff who do not perform satisfactorily all year round. To this end, the Corporation is not aware of the formation of any new departments and positions. GPOC has implemented from time immemorial a standard salary scale. All individuals whether, from the administrative or operations departments, are paid a salary within the prescribed range. Of course the Corporation, in hiring the most suitable and competent individual for a position, will consider the qualifications and experience of that person. There is no payment of super salaries to any employee at GPOC.

Management’s Efficiency/Inefficiency
We take seriously the responsible criticisms offered by Stabroek News in its Thursday 8th January 2010 edition as it relates to management’s responsibility. The Board of Directors has repeatedly said the same to GPOC’s management team. We admit our shortcomings. By our recent action we admit our shortcomings, a situation that should have never been allowed, even though some of us were not the officers leading various sections when this was allowed. A wrong recognised must be acknowledged and steps taken to correct it.

Why should persons re-apply?
It is
a known fact, that, the employment of casuals did not at all time follow standard practice instructions. There have often been accusations of nepotism. This process is the fairest of processes that can be conceived. Everyone will receive the same lectures, everyone will write the same tests. The acceptance or non-acceptance will not be subjective but must be objective. Is the GPTWU in agreement with fair processes or would they like hand-picking to continue? We urge all interested persons to follow the process and not be misled. Show up for your lectures and take your tests today and Saturday.

Protest and Statements Made in the vicinity of the ERC Office
The president of GPTWU led a protest at the office of the

ERC where the Chairman of the GPOC operates. It was reported in sections of the media that the reason for doing so was that the workers were discriminated against. We find that statement alarming and we are appalled that it is attributed as deriving from no lesser a person than the president of GPTW.

One is left to conclude that he was either being dishonest or he is incapable of understanding the issue at hand or even being political. The reason why all casuals were released is because we wanted to ensure no discrimination. We did not consider race, religion, sex, age, marital status or any other affiliation. The GPOC is an equal opportunity employer. If the process is fair we accept the results. We will ensure fair processes, equal opportunities and equal access.

Confidentiality
It was reported in sections of the media that Mr. Shepherd stated that his Union was not informed of the GPOC’s actions because he is sworn to confidentiality. The question then becomes what is Mr. Shepherd’s purpose as a member of the Board of Directors? Is it not to inform his membership of decisions made and represent their views? Or is his method of informing selective? We are aware that at a minimum of three board meetings the subjects of conflict of interest and confidentiality were discussed.

Please note casuals do not fall in the bargaining unit of the GPTWU. Is the Union concerned for its membership? Or is the Union meddling in the internal affairs of management.

GPOC’s Assurances to the Public and all Workers
The GPOC will reform itself in a very principled and transparent manner. To this end we have benefited from a review from the Universal Postal Union which has produced the Integrated Postal and Development Plan. This document has been studied by the Board as well as the managers; “working groups” have been set up in five areas, namely

*raising funds,

*increasing efficiency,

*developing a comprehensive marketing strategy,

*reducing employment cost through redeployment, and

*Rationalisation and engaging in partnerships to help the Corporation.

Staff and office rationalisation is an important component of our reform programme. Currently we are working to turn the fortunes of the GPOC around.  It is important to note that currently sixty percent of revenue earned was spent on employment costs. This is not acceptable.

The current management team will cast no blame on any of its predecessors and will take full responsibility for ensuring a modern, efficient and profitable Postal sector. We are committed to social partnerships with both Unions operating in the Postal sector and will continue to respect Collective Labour Agreements.

We will continue to accept responsible criticisms from members of the public. They will certainly help in our reform process. To our staff we give the highest assurance that our business and strategic plan puts you at the centre of focus for training and development, improvements in work conditions and better remuneration and incentive packages
At GPOC we are your old friends doing new things.
YOLASKEE JERVIS PUBLIC RELATIONS OFFICER