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Morotsi takes BERA board to court

The suspended Chief Operating Officer (COO) of Botswana Energy Regulatory Authority (BERA) Duncan Morotsi has taken the Board of the organisation to court. On the other hand the Board has moved swiftly to seek legal advice on the prospect of success in the review of proceedings and general guidance on other issues arising.

The COO, Morotsi, was suspended in June earlier this year for dubious appointment of a consultant from Tanzania, Edwin Kidiffu who would produce regulations for the Authority. Kidiffu is a legal practitioner employed by Energy and Water Regulatory Authority in Tanzania.

The COO’s grounds that the suspension be set aside are that the commission of inquiry violated the rule against bias in taking the decision to suspend him. The argument advanced by the COO is that the members of the Commission of inquiry assumed the roles of complainant, judge and jury in respect of his suspension. He further states that there was no meeting called to set up the commission of inquiry; and that he was being unfairly targeted because the decision to appoint Mr Kidiffu was authorized by the CEO.

The matter has led to a court case and a notice of opposition has been filed on behalf of the Authority and the case has been set for a roll call on 8 October 2018 at which directions for the further conduct of the matter will be issued.
In advising the BERA Board the attorneys, Mboki Chilisa and Shathani Somolekae of Collins Chilisa Consultants wrote a letter marked ‘private and confidential’ to the BERA legal and Licensing Committee Chairperson, Kelebogile Moremi indicating that most of the points raised by the COO are devoid of merit .

Chilisa and Somolokae state in the confidential letter, a copy of which the Weekend Post is in possession of, that: “the COO [Morotsi] submits that he has been unfairly singled out for implementing a decision that was authorized by the CEO as principal officer of the Authority.”

According to the esteemed attorneys, the rule of parity in employment requires that where two employees in an organisation have committed an offence, all things being equal, they ought to be subjected to the same disciplinary consequences.  They continued: “Failing to do so, renders the disciplinary action taken against the employee [Morotsi] who received the stiffer disciplinary sanction unfair.” But they indicate that there has not been any disciplinary action hence this argument by Morotsi will fall off.

The parity argument, they further say that is one that ought to be raised at the disciplinary inquiry if there is going to be one while adding that this is because it is concerned with the fairness of the imposition of a disciplinary sanction. “A suspension to aid investigation is not a disciplinary action, and it is therefore most difficult to sustain argument that seeks to impeach the validity of a suspension on the basis that other senior employees have not been suspended,” the lawyers wrote in the highly classified letter to BERA legal and Licensing Committee Chairperson.

They continued to state that it is not inconceivable that following completion of the investigation the Commission of Inquiry may conclude that the COO did not commit any disciplinary offence or that disciplinary action be taken against other employees. Mboki and Somolekae advise in the confidential letter that the argument about a violation of the parity principle is premature as no disciplinary action has been taken against the COO. Should, they further posit, the disciplinary actions be instituted against the COO arising from the procurement of the services of Kidiffu— it is an argument that the Authority will have to contend with.

The highly competitive attorneys stressed that: “there must be some justification if disciplinary action is only going to be taken against the COO in respect of a procurement exercise that was authorised by the CEO.” It is in the lawyers’ contention that the Commission of Inquiry should finalise its investigations and that if it forms the view that there is a prima facie case, it should recommend to the board the charges that should be preferred against the COO. 

They also pointed out that the decision to appoint a commission of inquiry was unanimous hence quashing the COO’s argument that there was no meeting that resolved to set it up. The board must then deliberate on the recommendations, the secret letter from the two Counsels states, adding that, “the recommendations need not be limited to the COO and may extend to other senior employees should it appear that they also may have committee disciplinary forces.”


WHY COO MOROTSI WAS SUSPENDED

The classified letter from Mboki and Somolekae further states that on 5 June 2018, the board resolved to conduct an inquiry on the engagement of Kidiffu to provide consultancy services to BERA. The decision to conduct an inquiry was unanimous.
It is understood that the terms of reference of the Committee of Inquiry were to conduct a full inquiry and to advise the board on whether an act of misconduct has been committed, and if so, recommend disciplinary or corrective measures to be taken.
The Committee of Inquiry is constituted by three board members; Jonathan Moseki, Kenneth Kerekang and Matsapa Motswetla, of which Moseki was appointed Chairperson.

The letter posits: “Following constitution of Commission of Inquiry and after commencing its work, the Commission resolved on 11 June 2018 to suspend the COO pending a full investigation. They observed that the suspension was necessary in order to preserve the integrity of investigations. A suspension letter dated 11 June 2018 was issued to the COO. The letter advised that the suspension will be on full pay and that COO should not enter the Authority’s premises.”


The two lawyers said the Committee of Inquiry sought to ratify the suspension through a resolution adopted through the process of round robin, adding that a majority of the board members supported the decision to suspend the COO and that the resolution was ratified through a majority vote.

The preliminary Investigation report by the Commission of Inquiry however notes that “the only time the engagement of Kidiffu was discussed was in respect of logistics to host him in Botswana, at a management meeting at which the CEO, COO, Chief Finance Officer (CFO) and Human Resource Director (HRD) were present.”

THE CONTROVERSIAL PROCUREMENT OF KIDDIFU

The two well-regarded lawyers narrated that according to the CEO, at a management meeting held on 19 March 2018, at which the CEO; the COO; the Human Resource Director; the Chief Financial Officer were present, the COO tabled a request for the engagement of Kidiffu, to prepare draft regulations for promulgation in terms of the Act.

“Thereafter Kiddifu concluded a written agreement with BERA in respect of provision of the services. The agreement is date signed 18 April 2018 by Kidiffu, but there is no indication as to the date when the COO, who represented BERA, signed it. For purposes of completeness, we note that discussions on the engagement of Kidiffu had started in February 2018 and these were conducted through email exchanges between the COO and Kidiffu. The first invoice for work done is dated 9 March 2018.”

In terms of the agreement, it further says that Kidiffu was to be paid the amount of USD15 000  (about P 160 000.) payable in three installments and that the Authority was required to meet all Kidiffu’s travel and accommodation costs during such times as he may be needed in Botswana, and the assignment was required to be completed by 31 July 2018.

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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.

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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.

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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.

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