Connect with us
Advertisement

No confidence in Air Botswana Executives – Union

The struggling national airline, Air Botswana which is currently undergoing a restructuring process, is facing another bombshell as the staff union threatens the prospects of passing a ‘motion of no confidence’ against the Executive Management Committee.

Through a letter addressed to the company’s General Manager, through her Executive, the Union has submitted grounds of passing the motion which may also affect the board. The Union expressed their displeasure and disappointment at the status of the struggling airline and confirmed having made efforts of engaging with the management with respect to various worrisome conditions but unfortunately their efforts have failed, thus they resorted to petition the Executive.

Air Botswana Employees Union (ABEU), which is an affiliate of Botswana Federation of Trade Unions (BFTU), in the letter listed a number of reasons which led to them resolving to a motion of no confidence against Air Botswana Executive.  Amongst other reason, the union is accusing the management of failed organisational restructuring. They state that in 2016, when the restructuring was proposed, an approved structure promised to have a staff number of 350 employees across Air Botswana.

Additionally, the organisation opted and continued to replace restructured staff by recruiting externally which the Union believe was a more expensive alternative to which they believe contradicts the whole objective. The union also accused the management of failure to implement proposed business systems. They say as a mitigating initiative against staff shortage due to restructuring process, one of the initiatives management proposed was to implement the latest business friendly operating systems, but however not all areas within the organisation have been addressed leading to some staff members being overwhelmed by the workload.

“In some area our members have noted that they have been given the roles and responsibility of restructured staff on top of their initial responsibilities without amending their compensations or reviewing their contracts. This has led to deepening employee dissatisfaction with their working conditions compromised and the overall productivity of some divisions, due to some of these poor working conditions,” the petition stated.

Another reason advanced by the union is the 27% gap disparity. Despite initially approving the Tsa Badiri Report in 2015 and promising to implement the recommendations thereof, management has failed to keep their promise, which led to a court battle between the union ABEU and Air Botswana, which presents a looming obligation against an already struggling Air Botswana, this they believe could have been averted.

ABEU however points out that, management opted for an arrogant and stubborn approach to the handling of the matter which has hurt the relationship between employees and management, and contributed to the growing disgruntlement of employees against their employer. Despite ABEU efforts to engage outside the legal parameters, the General Manager specifically has over four years failed to take the opportunity to build better relationships with her staff or even showing intent to avoid any unnecessary conflicts with staff.

The Re- Fleeting and Re-Branding project is amongst other reasons advanced by the union. As part of government’s effort to rebuild and stabilize Air Botswana, Management announced to staff this initiative and thus giving hope to staff members about their job security.
However, with what seems now customary to Air Botswana that too has been a disaster. The union believe not much was done to involve all necessary stakeholders to ensure a successful implementation of the Re-Fleeting exercise as per expectation from staff.

According to the letter various amateur mistakes were made which in turn proved costly for the organisation, i.e. The trade- in of ATR 42- 500 for the new ATR72- 600 did not yield the intended saving, instead led to Air Botswana losing and paying more for the new aircraft acquisitions, this has been led on by the unilaterally approach to managing the fleet acquisition and planning of introduction into the schedule.

“Re- branding was not satisfactory according to our own observation as well, as ABEU our expectation was that re- branding should have been a staff owned driven exercise, however the contrary occurred. Much of our employees have not bought into this New Air Botswana primary due to being side- lined throughout the process. Despite launching new Aircraft, management has made no effort to engage staff members as part of the process to give them some sense of belonging to Air Botswana” the union stated.  

Lastly the annual cost of living salary adjustment engagements proved futile. The Union expressed their displeasure at the way Air Botswana in the past recent years chose not to address the issue of annual salary increment. The expectation is that, the union said, this is not an unexpected initiative (as it is annual in nature) and therefore management has the responsibility to engage with all concerned stakeholders leading to satisfactory outcomes for all parties. 

The union also submit that they have made efforts to better this relationship but unfortunately has failed to receive cooperation from management. “They opt to often delay increments which mostly are not negotiated with ABEU and year in year out delayed. This has led to many disgruntlements amongst staff who bear cost due to this method chosen by management i.e. Due to late adjustments staff members lose out on pension benefits, and various acting allowances, overtime pay- outs etc, which could have been different had the adjustments been made out on time.

Contacted for comment Tuelo Pius Tshepe who served as the Union’s Chairperson until he was retrenched this week, said they have been engaging with both the General Manager and the Executive Management Committee since May this year. “In one of their responses, the committee wrote to us that we keep being disrespectful and using unpalatable words”, said Tshepe.

The former Union Chairperson said the Executive Management Committee is incompetent, including the board. He also blamed the Committee which is made up of company Directors, saying they seat with the General Manager as members of the ExCo thus they cannot advise her.

Continue Reading

News

Jackdish Shah loses interest in BDP

17th May 2022
Jackdish

As the preparations for the Botswana Democratic Party (BDP) congress are about to kick off, reports on the ground suggest that the party’s Deputy Treasurer Jackdish Shah will not defend the position in August as he contemplates relocation.

According to sources, the businessman who joined the BDP Central Committee in 2015 at the 36th Congress held in Mmadinare is ready to leave the party’s politburo. It is said he long made up his mind not to defend the position last year. A prominent businessman, Shah, when he won the position to assist Satar Dada in 2015 was expected to improve the party’s financial vibrancy. By then the party was under the leadership of Ian Khama.

According to close sources, Shah long decided not to contest because he has fallen out of favour with the party leadership. It is said he took the decision after some prominent businessmen who are BDP members and part of football syndicate decided to push him out and they used their proximity to President Mokgweetsi Masisi to badmouth him hence the decision.

“The fight at the Botswana Football Association (BFA) and Botswana Football League (BFL) has left him alone in the desert and some faces there used their close access to the President to isolate him,” said a source. Media reports say, Shah does not see eye to eye with BFA President MacLean Letshwiti who is also Masisi’s buddy hence the decision.

BFL Chairman Nicholas Zackhem is said to be not in good terms with Shah, who at one point Chaired the then Botswana Premier League (BPL). “He is seriously considering quitting because of what is unfolding at the team (Township Rollers) which is slowly not making financial gains and might be relegated and he wants to sell while it is still worth the investment,” said a highly placed source.

Shah is a renowned businessman who runs internet providing company Zebra net, H &G, game farm in Kasane, cattle farm in Ghanzi region and lot of properties in Gaborone. He also has two hotels in USA, his advisors have given him thumbs up on the possible decision of relocating provided he does not sell some of the investments that are doing well.

Asked about whether he will be contesting Shah could not confirm nor deny the reports. It is said for now it is too early as a public decision will have to be taken after the national council meeting and prior to the national congress. “As a BDP Central Committee member he cannot make that announcement now,” a BDP source said.

BDP is expected to assemble for the National Council during the July holidays while the National Congress is billed for August. It is then that the party will elect a new CC members. The last time BDP held elective congress was at Kang in 2019. The party is yet to issue writ.

Continue Reading

News

Govt ignores own agreements to improve public service

17th May 2022
Govt

The government has failed to implement some commitments and agreements that it had entered into with unions to improve conditions of public servants.

Three years after the government and public made commitments aimed at improving conditions of work and services it has emerged that the government has ignored and failed to implement all commitments on conditions of service emanating from the 2019 round of negotiations.

In its position paper that saw public service salaries being increased by 5%, the government the government has also signalled its intention to renege on some of the commitments it had made.
“Government aspires to look into all outstanding issues contained in the Labour Agreement signed between the Employer and recognised Trade Union on the 27th August 2019 and that it be reviewed, revised and delinked by both Parties with a view to agree on those whose implementation that can be realistically executed during the financial years 2022/23, 2023/24 and 2024/25 respectively,” the government said.

Furthermore, in addition to reviewing, revising and de-linking of the outstanding issues contained in the Collective Labour Agreement alluded to above and taking on a progressive proposal, government desires to review revise, develop and implement human resource policies as listed below during the financial year 2022/23,2023/24,2024/25

They include selection and appointment policy, learning and development policy, transfer guidelines, conditions of service, permanent and pensionable, temporary and part time, Foreign Service, expatriate and disciplinary procedures.

In their proposal paper, the unions which had proposed an 11 percent salary increase but eventually settled for 5% percent indicated that the government has not, and without explanation, acted on some of the key commitments from the 2019/2020 and 2021/22 round of negotiations.  The essential elements of these commitments include among others the remuneration Policy for the Public Service.

The paper states that a Remuneration Policy will be developed to inform decision making on remuneration in the Public Service. It is envisaged that consultations between the government and relevant key stakeholders on the policy was to start on 1st September 2019, and the development of the policy should be concluded by 30th June 2020.

The public sector unions said the Remuneration Policy is yet to be developed. The Cooperating Unions suggested that the process should commence without delay and that it should be as participatory as it was originally conceived. Another agreement relate to Medical Aid Contribution for employees on salary Grades A and B.

The employer contribution towards medical aid for employees on salary Grades A and B will be increased from 50% to 80% for the Standard Option of the Botswana Public
“Officers’ Medical Aid Scheme effective 1st October 2019; the cooperating unions insist that, in fulfilling this commitment, there should be no discrimination between those on the high benefit and those on the medium benefit plan,” the unions proposal paper says.

Another agreement involves the standardisation of gratuities across the Public Service. “Gratuities for all employees on fixed term contracts of 12 months but not exceeding 5 years, including former Industrial class employees be standardized at 30% across the Public Service in order to remove the existing inequalities and secure long-term financial security for Public Service Employees at lower grades with immediate effect,” the paper states.

The other agreement signed by the public sector unions and the government was the development of fan-shaped Salary Structure. The paper says the Public Service will adopt a best practice fan-shaped and overlapping structure, with modification to suit the Botswana context. The Parties (government and unions) to this agreement will jointly agree on the ranges of salary grades to allow for employees’ progression without a promotion to the available position on the next management level.

“The fan-shaped structure is envisaged to be in place by 1st June 2020, to enable factoring into the budgetary cycle for the financial year 2021/22,” the unions’ proposal paper states. It says the following steps are critical, capacity building of key stakeholders (September – December 2019), commission remuneration market survey (3 months from September to November 2019), design of the fan-shaped structure (2 to 3 months from January to March2020) and consultations with all key stakeholders (March to April 2020).

The unions and government had also signed an agreement on performance management and development: A rigorous performance management and reward system based on a 5-point rating system will be adopted as an integral part of the operationalization of the new Remuneration System.

Performance Management and Development (PMD) will be used to reward workers based on performance. The review of the Performance Management System was to be undertaken in order to close the gaps identified by PEMANDU and other previous reports on PMS between 1st September 2019 and 30th June 2020 as follows; internal process to update and revise the current Performance Management System by January 2020.

A job evaluation exercise in the Public Service will also be undertaken to among others establish internal equity, and will also cover the grading of all supervisory positions within the Public Service.
Another agreement included overtime Management. The Directorate of Public Service Management (DPSM) was to facilitate the conclusion of consultations on management of overtime, including consideration of the Overtime Management Task Team’s report on the same by 30th November 2019.

Continue Reading

News

Health Expert rejects ‘death rates’ links to low population growth

17th May 2022
Health-Expert

A public health expert, Dr Edward Maganu who is also the former Permanent Secretary in the Ministry of Health has said that unlike many who are expressing shock at the population census growth decline results, he is not, because the 2022 results represents his expectations.

He rushed to dismiss the position by Statistics Botswana in which thy partly attributes the low growth rates to mortality rates for the past ten years. “I don’t think there is any undercounting. I also don’t think death rates have much to do with it since the excessive deaths from HIV/AIDS have been controlled by ARVs and our life expectancy isn’t lower than it was in the 1990s,” he said in an interview with this publication post the release of the results.

Preliminary results released by Statistics Botswana this week indicated that Botswana’s population is now estimated to be 2,346,179 – a figure that the state owned data agency expressed worry over saying it’s below their projected growth. The general decline in the population growth rate is attributed to ‘fertility’ and ‘mortality’ rates that the country registered on the past ten years since the last census in 2011.

Maganu explained that with an enlightened or educated society and the country’s total fertility rate, there was no way the country’s population census was going to match the previous growth rates.
“The results of the census make sense and is exactly what I expected. Our Total Fertility Rate ( the average number of children born to a woman) is now around 2.

This is what happens as society develops and educates its women. The enlightened women don’t want to bear many children, they want to work and earn a living, have free time, and give their few children good care. So, there is no under- counting. Census procedures are standard so that results are comparable between countries.

That is why the UN is involved through UNFPA, the UN Agency responsible for population matters,” said Maganu who is also the former adviser to the World Health Organisation. Maganu ruled out undercounting concerns, “I see a lot of Batswana are worried about the census results. Above is what I have always stated.”

Given the disadvantages that accompany low population for countries, some have suggested that perhaps a time has come for the government to consider population growth policies or incentives, suggestions Maganu deems ineffective.

“It has never worked anywhere. The number of children born to a woman are a very private decision of the woman and the husband in an enlightened society. And as I indicated, the more the women of a society get educated, the higher the tendency to have fewer children. All developed countries have a problem of zero population growth or even negative growth.

The replacement level is regarded as 2 children per woman; once the fertility level falls below that, then the population stops growing. That’s why developed countries are depending so much on immigration,” he said.

According to him, a lot of developing countries that are educating their women are heading there, including ourselves-Botswana. “Countries that have had a policy of encouraging women to have more children have failed dismally. A good example is some countries of Eastern Europe (Romania is a good example) that wanted to grow their populations by rewarding women who had more children. It didn’t work. The number of children is a very private matter,” said Maganu

For those who may be worried about the impact of problems associated with low growth rate, Maganu said: “The challenge is to develop society so that it can take care of its dependency ratio, the children and the aged. In developed countries the ratio of people over 60 years is now more than 20%, ours is still less than 10%.”

The preliminary results show that Mogoditshane with (88,098) is now the biggest village in the country with Maun coming second (85,293) and Molepolole at third position with 74,719. Population growth is associated with many economic advantages because more people leads to greater human capital, higher economic growth, economies of scale, the efficiency of higher population density and the improved demographic structure of society, among many others.

Continue Reading
Do NOT follow this link or you will be banned from the site!