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Human, Employee account of Morupule B problems


FOR MINISTER MOKAILA AND BPC BOARD

I wish to have space in your paper to express the working class frustrations we are made to undergo including harassment and non-respect to our Union Branch  Committee by the regime that is supposed to be heading our generation SBU at Morupule B Power station including xenophobic remarks he continues to subject to all and sundry. It is sad.

The Director has no respect for the union operations and respect for its existence; not once has he bothered to address our branch committee on issues that affect our welfare ever since installed our director.

He continues to show disdain for Batswana every time we comment on best way to run the plant in the interest more of the nation now and in the long term.

Every time one is brave to comment, he is ever told how he/she ran Morupule A down ; this so powerful man forgets he was part of the director decision and influence whilst at Transmission to close down the plant that had two turbines and two boilers available to have run economically had he not done such which was all influenced in part by their selfish interest to cash on commission from funds that were to buy HFO rather preferring to run the high cost ever diesel plant.

It  this very powerful man who has taken our roles as citizens to ensure effective Morupule B operations and surrendering it to expatriates like him who continuously run machinery to fail under disguise of production to satisfy his ego less safety and reliability hence the continuous shutdowns worse than when run by CNEEC. Hence the continued and unimproved services even after two years of his cronies operation.

It is him who issued scrupulous tenders running into more than millions of pulas per month circumventing tender regulations to his suspicious cronies as it happened to an all shocking vacuum cleaner truck that was manned by only two persons, ever packed running sometimes not more than ten days a month whilst the bulk of the supposed truck job was done by local and temporal labourers.

These people were employed for more than twelve months but treated as casuals thanks to this cruel and heartless director who cares less about citizens’ employment yet they were doing a critical job. Our union clarion call to the attention of this powerful man was as usual; “what did you do at Morupule A which is shut down”. When more pressure came from finance people about duplication of duties (‘his’ and Steag hired truck and people), the citizens were sacrificed in lieu of this powerful truck. And no sooner after the termination was done another set of labourers were employed and no one dared ask a thing.

How the truck was engaged through Steag instead of directly through BPC as the payer anyway gives a clear conflict of interest between this director, Steag and truck owner. The salaries for the forty labourers including overtime at the worst case scenario was never Pula One Hundred thousand per month at any given time and but rather 1.5 million pula per month on this monster.

We as the union do not have any platform to engage this powerful director for he is god himself and the only persons are his Steag people to whom he has abdicated his accountability, the welfare of Botswana Power Corporation generation facility and has no respect for citizens. He even brags that he does not care for he is marketable even if our government fires him.
It is under the powerful director’s authority that we saw him get his blessed Steag set specifications for our plant simulator and then tender for its supply; and it only happens in generation SBU and only in BPC and most probably only here in Botswana more particular under such leadership of his kind and things are normal.

It is only under the directorship of this all-powerful man that purchasing has no rules; how he justified purchase of motors in excess of millions of Pulas to the Board when CNEEC has admitted to poor quality of installed ones and agreed to replacement with proper quality bits logic, it can only raise eye brows. At least the powerful director can learn a thing from his supposedly ‘useless’ Morupule A engineers as he calls them; all large motors are still in very good running state at that plant as at the time of his station closure influence and should still run. There is still no motor spare of such capacity to date at Morupule A for it is not necessary.

Thanks to the blank cheque you issued to your Steag ‘engineers who are mostly in all honesty (truth hurts) clueless when it comes to managing Plant maintenance. And how does he explain to the Board some of the scrupulous price changes and has he ever bothered to investigate some of his cronies’ international trips to supplier country regarding such, particularly his technically impaired staff. Just saying!

Yes, he pushes anybody anyhow and gets angry at questioning the competencies of some of his all-powerful Steag engineers and the relevance of their being here when they don’t have the requisite skills and competencies as per the expectations when the nation was told Steag was bringing expert skills. It is open knowledge that some of the Steag ‘engineers’ as they mostly are called are literally on the job training but our members told to be understudying them.

It only happens under the directorship of the all-powerful man from our neighbor where power generation facility is no better than ours that; we have the largest number of engineers against artisans or operators the whole world. And mostly freshers from school who would be monitoring what citizens are doing in the interest of their country and would be first to rush to the all-powerful director to report what they did. The citizen would never dare come closer to share the problem and how was solved with this powerful director lest he curse the day he was born.

Truth hurts; It is true that when your Steag was offered contract, it has or should have elements of manpower capacity and their competencies. It is only you and you alone who knows Steag staff competencies and you alone but finds it strange citizen managers appreciate steag staff ones whilst Steag has the audacity to do such to even those who have been training them for the past two years when they first came here; some of them extremely blank. You see this normal and we will not be surprised they report you untruths about citizens to ensure their continued stay here.

It only happens under you that a company coming from outside Botswana employs even the lowest foreign cadres in such fields as data collector, cleaner, driver and even ordinary artisans when we have an abundance of such in our national market; you fail to admit some of these guys are incompetent hence mostly in training hence always crowding together rather than with citizens to impart the alleged skills you claim they have-WHY!!!!!

It is only under your regime in the whole of Africa where we have such; of the total Production section, there are close to sixty Steag engineers doing mostly basic plant operations, which is Senior operator or operator against ten local engineers who are Shift Engineers, a total of at least fifty two maintenance engineers against fourteen local engineers. The result is commotion and collision over authorities in all these as the structures are top heavy under your regime.

How does one collect knowledge from such huge number of people whose role sometimes they even confess do not know but all here to gain experience. When asked questions about this drama Sir, you get so agitated and angry; develop hate, scorn and wish the questioner demonic death by your looks whilst pretend to appreciate the questions;  the poor sole would receive your radiation hate impact which is more painful later. Our union has on numerous instances questioned your lieutenants on your intended succession plan to no avail safe for the useless training programs offered by Steag trainees turned trainers thanks to your Steag relationship. The caliber of supposedly artisans is mostly disastrous and your company should have recruited locals who do better.

It remains your closely guarded secret as to HR issues pertaining to you Steag/ BPC relations hence you continue to accept employees be trained under the shabby Steag training program. We only went through your program as we were threatened you would fire us as that program was your lifeline irrespective of its uselessness. That is why you found it normal that our crème-de-LA crème production engineers are said to have failed this useless program; to justify your friends’ continued stay here whilst you pass your accountability to them.

You have issued your Steag team blank cheque authorization certificates without requisite tests against the Corporation Safety Regulations hence the continued accidents to both man and machinery and you maintain your blind eye watch for it is your team mates. We know that if it was a local, you would dismiss him/her without even investigating. Your friends always blame their incompetency and noncompliance to regulations to system error or something; count how many reports you have swept under the carpet and that’s human blood on your hands sir. Your friends have not facilitated authorization of citizens not even provisional as you did for your Steag team; and you do not wonder why.

This is strange. We know you are preparing them for a coop in the station; but behold and beware, our union will fight this with all its might, what we gave you last time when you failed to address our economic plied whilst you continue splashing money indiscriminately to Steag  through its mostly liability engineers and suppliers was nothing. We need to be told of Steag HR role in our welfare as a matter of urgency; information you the great director has endorsed about our welfare behind our union representation for so long thinking we may never get to know. Trust us Sir, if it contracts what we have signed with BPC, it not our Conditions of Service but yours and your Steag.

As I conclude, and having pumped sense into the powers that be over our economic hardships, we now call upon the August Board to dig deep into their economic acumen which we so much trust and value over the huge Steag staff complement in all levels and the relevance thereof c.f the their wage bill as passed to you for authorization. We sincerely belief this powerful director is giving our respectful Board a ‘Hear No Evil See No Evil’ feedback as regards his Steag. We have come to respect and feel honored to note our Board of Directors have us at heart after all and this, trust us, has got us all the reason to get back to deliver as promised in our honour and the Board. At least you have participated and gone through Chimurenga, so we trust you will withstand the heat soon as you have always boasted.

Finally; Note; Workers Power is Mightier and Greater Than Your Human authority. Whilst privileged to lead, know God can take that away but Working Class Struggle Continues.
MOTSEI BODULA (Concerned Citizen and Employee)

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WIN drills media executives on Sexual Harassment

27th November 2020
Sexual Harassment

As the media industry comes full circle with sexual harassment policies in the workplace, media houses have been urged to ensure that this process cuts a wide swath so as to broaden the buy in.

Media organizations have begun to reassess and revise their sexual harassment policies as WIN continues to heighten a campaign against sexual harassment in the workplace. All the while a handful of organizations are either at drafting or implementation level of the policy.

To help media organizations crack down on sexual harassment, WAN-IFRA Women In News (WIN) held its 15th Round Table Meeting (Virtual) on 5th November, 2020 aimed at furthering sensitisation on the subject.

Media executives from Sub-Saharan Africa who attended the Roundtable meeting were motivated to climb on the bandwagon to address sexual harassment in the workplace.

A renowned expert in human resource concepts, Carin Anderson, shared on managing and preventing sexual harassment in news organisations. Anderson explored on essential tools that could assist organisations to navigate sexual harassment complaints effectively.

Anderson cautioned media executives against condoning a culture of Sexual Harassment. Linking sexual harassment to the current situation where COVID-19 has put many media houses in the red, Anderson cautioned it could negatively affect productivity.

She said staff could be forced to exit organisations, a development that will ultimately affect the financial performance of the business.

By hook or crook, organisations need to draft and implement comprehensive sexual harassment policies that are comprehensible to staff. According to Anderson, media executives must ensure of policies that have a prevention and cure approach while at the same time avoiding reactionary approaches.

She is of the view that a thorough sexual harassment policy could protect brands, would-be victims and the organisation untainted culture.

While the debate on sexual harassment has been dominated by fits and starts, of late progress has been by leaps and bounds.  Anderson opined that conducting anonymous surveys continues to determine the culture of an organization hence helps create conducive working conditions for employees.

She observed that such surveys are very important because everyone is given a chance to air their views or concerns. In doing so, employees will feel comfortable and free to share their experiences.

Anderson further said anonymous surveys can also help to depict any unwanted behaviours in an organisation. Such surveys promote the culture of calling a spade a spade. She advised all media partners present at the meeting to create a safe and clean environment for their employees than to wait for the symptoms of sexual harassment to manifest.

“Organisations need to implement the policy and create more awareness through training. In order to create more awareness organisations need to come up with code of conduct and set procedures that promote zero tolerance for sexual harassment,” she said.

WIN executive Director, Melane Walker denoted that sexual harassment happens everywhere; and it is very important to have an internal policy that deals with it. Having a written internal policy has helped WIN to significantly navigate sexual harassment quandary, she said.

All participants were encouraged to have a Sexual Harassment policy and to share it with everyone in the organisation.

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Plight of GBV amid Covid-19

26th November 2020
16-days-of-activism

The United Nation’s UNiTE campaign has marked the beginning of 16 days of activism against Gender-based Violence which will end in December 10 2020, under the global theme, “Orange the world: Fund, Respond, Prevent, Collect!”

The UN Secretary-General’s UNiTE by 2030 to End Violence against Women campaign (UNiTE campaign), managed by UN Women — is a multi-year effort aimed at preventing and eliminating violence against women and girls around the world.

The UN Women’s generation equality campaign emphasises the call for global action to bridge funding gaps, ensure essential services for survivors of violence during the COVID-19 crisis, focus on prevention, and collection of data that can improve life-saving services for women and girls.

Furthermore, the UN Secretary General’s report maintains that this year is like no other. Even before Covid-19 hit, violence against women and girls had reached pandemic proportions.

Globally, according to United Nations, 243 million women and girls were abused by an intimate partner in the past year.

Meanwhile, less than 40 percent of women who experience violence report it or seek help.

Evidently they suggest that as countries implemented lockdown measures to stop the spread of the coronavirus, violence against women, especially domestic violence, intensified- in some countries, calls to helplines have increased five-fold.

“In others, formal reports of domestic violence have decreased as survivors find it harder to seek help and access support through the regular channels. School closures and economic strains left women and girls poorer, out of school and out of jobs, and more vulnerable to exploitation, abused, forced marriage, and harassment,” said the UN.

According to the UN, in April 2020 as the pandemic spread across the world, the UN Secretary-General called for “peace at home”, and 146 member states responded with their strong statement of commitment.

“In recent months 135 countries have strengthened actions and resources to address violence against women as part of the response to Covid-19. Yet, much more is needed,” said the report.

Moreover, they submit that as today, although the voices of activists and survivors have reached a crescendo that cannot be silenced or ignored, ending violence against women will require more investment, leadership and action.

“It cannot be sidelined; it must be part of every country’s national response, especially during the unfolding COVID-19 crisis,” contended the UN report.

For the 16 Days of Activism, UN Women handed over the mic to survivors, activists and UN partners on the ground, to tell the story of what happened after COVID-19 hit.

According to Dubravka Šimonovic, special rapporteur on violence against women, there is urgent need to end pandemic of femicide and violence against women.

Ahead of the International Day for the Elimination of Violence against Women, she emphasizes that as the world grapples with the devastating impact of the COVID-19 pandemic and its negative impact on women, a pandemic of femicide and gender-based violence against women is taking the lives of women and girls everywhere.

Therefore, she is calling on all States and relevant stakeholders worldwide to take urgent steps to prevent the pandemic of femicide or gender related killings of women, and gender-based violence against women, through the establishment of national multidisciplinary prevention bodies or femicide watches/observatories on violence against women.

These bodies should be mandated to 1) collect comparable and disaggregated data on femicide or gender-related killings of women; 2) conduct an analysis of femicide cases to determine shortcomings, and recommend measures for the prevention of such cases, and 3) ensure that femicide victims are not forgotten by holding days of remembrance.

“Data this mandate has collected since 2015 through my Femicide Watch initiative corroborates the data available from the UN Office on Drugs and Crime, and indicates that among the victims of all intentional killings involving intimate partners, more than 80% of victims are women.  Many of these femicides are preventable. Since 2015, a growing number of States have either established femicide watches or observatories, and in an increasing number of countries, it is the independent human rights institutions, civil society organizations, women’s groups and/or academic institutions that have established femicide watches or observatories,” she argued.

GBV in Botswana

UNFDP (United Nations Population Fund) Botswana cites that, locally over 67 percent of women have experienced abuse, which is over double the global average.

“Gender-based violence undermines the health, dignity, security and autonomy of its victims, yet it remains shrouded in a culture of silence and normalization. Victims of violence, the majority of which are women and girls, can suffer sexual and reproductive health consequences, including forced and unwanted pregnancies, sexually transmitted infections including HIV, and even death,” indicated UNFDP

In his 2020 State of the Nation Address (SONA) he delivered on Monday 9th November at the Gaborone International Convention Centre (GICC), President Mokgweetsi Masisi said government is concerned about the snowballing of GBV incidences, saying, they have prioritized drafting of a Sexual Offenders Bill to be tabled during the sitting of the 12th Parliament.

“The Bill will establish a Sex Offenders’ Registry to record and publicise names and particulars of all persons convicted of sexual offences. To date twelve districts have set up the District Gender Committees in Chobe, Kweneng, Kgatleng, Kgalagadi, Maun, Serowe, Selibe-Phikwe, North East, Bobirwa Sub District, Mabutsane Sub District, Goodhope Sub District as well as Mahalapye Sub District. These committees will promote gender equality and women’s empowerment, and also address gender based violence,” Masisi said.

The President highlighted that the Botswana Police Service, which has been dealing a lot with GBV cases has taken swift action and introduced a Toll-Free number for reports on gender based violence. He further indicated that the Police will establish a Gender and Child Protection Unit

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Transgender persons in Botswana live a miserable life

23rd November 2020
Transgender persons

An international report complied in South Africa dubbed ‘Legal Gender Recognition in Botswana’ says that the transgender and gender non-conforming people in Botswana live a miserable life. The community experiences higher levels of discrimination, violence and ill health.

In this report, it has been indicated that this is because their gender identity, which does not conform to narrowly define societal norms, renders them more vulnerable. Gender identity is a social determinant of health, which means that it is a factor that influences people’s health via their social context, their communities and their experiences of social exclusion. The Ministry of Health and Wellness has recognized this, and transgender people are considered a vulnerable population under the Botswana Second National Strategic Framework for HIV and AIDS 2010-2017.

In a recent study that shed light on the lived experiences of transgender and gender non-conforming people in Botswana, transgender persons often experience discrimination because of their gender identity and expression. The study was conducted by the University of Cape Town, LEGABIBO, BONELA, as well as Rainbow Identity Association and approved by the Health Ministry as well as the University of Botswana.

Of the 77 transgender and gender non-conforming people who participated in the study, less than half were employed. Two thirds, which is approximately 67% said that they did not have sufficient funds to cover their everyday needs. Two in five had hidden health concerns from their healthcare provider because they were afraid to disclose their gender identity.

More than half said that because of their gender identity, they had been treated disrespectfully at a healthcare facility (55%), almost half (46%) said they had been insulted at a healthcare facility, and one quarter (25%) had been denied healthcare because of their gender identity.

At the same time, the ‘Are we doing right’ study suggests that transgender and non-conforming people might be at higher risks of experiencing violence and mental ill-health, compared to the general population. More than half had experienced verbal embarrassment because of their gender identity, 48% had experienced physical violence and more than one third (38%) had experienced sexual violence.

The study showed that mental health concerns were high among transgender and gender non-conforming people in Botswana. Half of the transgender and gender non-conforming study participants (53%) showed signs of depression. Between one in four and one in six showed signs of moderate or severe anxiety (22% among transgender women, 24% among transgender men and 17% among gender non-conforming people).

Further, the study revealed that many had attempted suicide: one in three transgender women (32%), more than one in three transgender men (35%) and three in five gender non-conforming people (61%).

International research, as well as research from Botswana, suggests that not being able to change one’s gender marker has a negative impact on access to healthcare and mental health and wellbeing. The study further showed that one in four transgender people in Botswana (25%) had been denied access to healthcare. This is, at least in part, linked to not being able to change one’s gender marker in the identity documents, and thus not having an identity document that matches one’s gender identity and gender expression.

In its Assessment of Legal and Regulatory Framework for HIV, AIDS and Tuberculosis, the Health Ministry noted that “transgender persons in Botswana are unable to access identity documents that reflect their gender identity, which is a barrier to health services, including in the context of HIV. In one documented case, a transwoman’s identity card did not reflect her gender identity- her identity card photo indicated she was ‘male’. When she presented her identity card at a health facility, a health worker called the police who took her into custody.”

The necessity of a correct national identity document goes beyond healthcare. The High Court of Botswana explains that “the national identity document plays a pivotal role in every Motswana’s daily life, as it links him or her with any service they require from various institutions. Most activities in the country require every Motswana to produce their identity document, for identification purposes of receiving services.”

According to the Legal Gender Recognition in Botswana report, this effectively means that transgender, whose gender identity and expression is likely to be different from the sex assigned to them at birth and from what is recorded on their identity document, cannot access services without risk of denial or discrimination, or accusations of fraud.

In this context, gays and lesbians advocacy group LEGABIBO has called on government through the Department of Civil and National Registration to urgently implement the High Court rulings on gender marker changes. As stated by the High Court in the ND vs Attorney General of Botswana judgement, identity cards (Omang) play an important role in the life of every Motswana. Refusal and or delay to issue a Motswana with an Omang is denying them to live a complete and full-filing life with dignity and violates their privacy and freedom of expression.

The judgement clarified that persons can change their gender marker as per the National Registrations Act, so changing the gender marker is legally possible. There is no need for a court order. It further said the person’s gender is self-identified, there is no need to consult medical doctors.

LEGABIBO also called on government to develop regulations that specify administrative procedure to change one’s gender marker, and observing self-determination process. Further, the group looks out for government to ensure members of the transgender community are engaged in the development of regulations.

“We call on this Department of Civil and National Registration to ensure that the gender marker change under the National Registration Act is aligned to the Births and Deaths Registry Act to avoid court order.

Meanwhile, a gay man in Lobatse, Moabi Mokenke was recently viciously killed after being sexually violated in the streets of Peleng, shockingly by his neighbourhood folks. The youthful lad, likely to be 29-years old, met his fate on his way home, from the wearisome Di a Bowa taverns situated in the much populated township of Peleng Central.

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