Suggestions / Proposals For CBA on Problems being faced by PTCL Employees:
|K. D. Khan – UDC||Saif ur Rehman – S/T|
|Zulfiqar Ali – S/G||Ejaz Ahmad – SAC|
|Ishtiaq Hussain – KPO||Javed Akhtar – Assistant|
|Muhammad Shafique – S/G||Naveed Akhtar – S/G|
|Atiq ur Rehman Qureshi – S/T||Sajid Nawaz – Assistant|
PREAMBLE: Successful employer and employee relations involve striking a balance of interests. From the employer’s point of view, industrial relations is about having the right to manage – the ability to plan for the future so that a company could continue to be a success to make profits for its shareholders. From the employee’s point of view, it is about securing the best possible conditions and living standards in response to the dedicated and devoted services for the organization. Thus it is very important to create harmonious workplaces for common interest of both employee and employer.
This is unfortunate that the relations between PTCL Management and PTEU during its last tenure as CBA were neither exemplary nor considered as pleasant. On the one hand the management, during last few years, either tried to capture or freeze the existing perks and privileges of the regular employees instead of raising the wages and extending the facilities to them ignoring the fact that workmen, despite confronted with very tough working conditions and competitive environment, did their best to extend better services to the valued customers, and on the other hand CBA, the representative of the workers has not fulfilled their responsibilities in accordance with mandate given by the workers. Common worker of the company feels that CBA has not played its role to minimize suffering of the employees. As a result thereof, the management imposed each and every decision of its choice without any hesitation and without taking into account the consequences on service matters of the employees. Negative decisions of the management could have been avoided had the CBA shown sense of responsibility to safeguard employees’ interests and there genuine rights which is its prime objective and responsibility.
By the grace of Allah Almighty, the company succeeded to secure sufficient profit in a very competitive environment. The credit certainly goes to the workers. It is also a fact that the standard of the services of the company slumped in the name of so called “restructuring” & “VSS”. This has not only caused reduction in profit but also shaken trust of the valued customers. Under VSS almost 32,000 employees have been stuck off from the company but management failed to control the expenditure on payroll rather it has been increased. On the other hand, 5.6(M) fixed lines active network in the year 2007 have been reduced to around 3(M) at the moment which clearly speaks of the mismanagement. This terrifying reduction in fixed line connections is mainly attributed to mismanagement, poor planning, banning development, maintenance and operational funds and management’s indisposition to give due rights to the workmen. We believe that if management has had taken cognizance of the situation, our fixed line network must have crossed 10 (M) lines uptil now.
We would like to draw your kind attention towards the problems being faced by the PTCL employees. These problems/difficulties were the major cause of the strikes resulting into huge and irrecoverable revenue loss. It was perhaps not an impossible task for both CBA and management to avoid such losses by taking ultimate and timely remedial measures but unfortunately management was found least interested to adhere to employees and their elected representatives. For example, government announced increase in pay for its employees but PTCL Management not only ignored instructions of the GoP but it failed to take an in time decision. Resultantly, small groups came into being, some employees joined these groups and created problems both for CBA and management. Alas management had listened to the workers and CBA had felt its responsibility, the industrial peace would have not been destroyed by the smaller groups. We feel that there is a dire need to reduce the communication gap between employees and employer and CBA is the only platform to bridge this gap.
For a company to be successful in today’s competitive environment, management must spare adequate time to listen to its employees. Who understands the company’s strength and its weak points better than employees? Dissemination of information to gross root level on policy issues, rules, newly inducted technologies and company’s achievements through a newsletter on quarterly basis is highly needed.
If job satisfaction is high, performance, efficiency and productivity of the workforce will surely be high. There are five job dimensions i.e. the work itself, the pay, promotion opportunities, supervision and co-workers. Job satisfaction is a result of employees’ perception of how well their job provides those things that are viewed as important by the workers. Wages and salaries are recognized to be a significant factor in job satisfaction. Similarly promotion opportunities seem to have a varying effect on job satisfaction. Employees deserve honest feedback. They need to know if they meet expectations and what improvements they must make. They also need incentives for exceptional performance. So, company may consider enhancing the facilities and promotion opportunities for lower employees. Needless to highlight that a satisfied and motivated employee remains instrumental in translating his efforts to the required business results for the company.
There is also a need to improve general environments of the offices, exchanges, dispensaries, colonies etc. Working conditions and environments of working places have a tremendous effect on job satisfaction of employees.
Employees are very annoyed with existing medical policy which has numerous drawbacks. Management shall make revolutionary changes in this policy before it becomes the next rallying point of employees.
It is an established fact that delay in line fault rectification is the major cause of customers’ churn form PTCL and numerous complaints of inadequate and poor service provisioning are being received from the valued customers. Complaint redressal procedure is prolonged for several days and, at times, for weeks/months mainly attributable to lack of funds and equipment/tools and transportation facilities to the employees. Being aggrieved and disappointed from local staff, some of the customers succeed to escalate their grievance to PTCL HQ and upon intervention from HQ, such problems are sometime resolved. This state of affairs not only causing loss of revenue to PTCL but also damaging PTCL’s image in the market resulting into serious loss to its goodwill which is obviously not affordable at any cost. With a view to overcome this problem, there is a need that the Linemen/CSRs/ technical staff may be equipped with modern equipment/tools and enhancing their movement and transportation facilities. Repair and maintenance funds may be enhanced and judicious utilization of these funds be ensured.
We do have the best technical & professional people available within PTCL. Nevertheless, we lost our pride and we have to regain it through our dedication, sincerity and hardworking and we have the potential to make PTCL the best of all times, Inshallah.
We would like to add that forums & interactive sessions between management & employees would help a great deal in bridging the existing gap and diminishing the bureaucratic culture that still persists. The best thing that can improve the relation is by following our religion which says:-
“Always keep your promise and you will be asked about your promises”.
DEMANDS OF PTCL EMPLOYEES
Terms & Conditions of Service.
Some elements within the employees are of the doubt that management is cooking something behind the doors to change, alter or modify terms and conditions of the regular employees. Such hearsays do affect the efficiency and performance of workers. Therefore we demand that a clear-cut notification under the signatures of President / CEO PTCL be issued to all employees assuring them that company need their services and that existing terms and conditions of their service duly protected under Telecom (Re-Org) Act 1996/ PTCL Service Regulations-1996 shall not be altered in any case whatsoever.
GoP revised Pay Scales in 2005 and then given increase in pay during the year 2006 and again in 2007. However, PTCL management has not fulfilled its obligations. As a result thereof, the employees went on strike. The management then revised the pay scales but not from retrospective effect i.e. from July 01, 2005. We believe that basic pay scales which were not revised by the management from 2005 to May 2008 must be revised / enhanced in line with government instructions and arrears be paid to employees w.e.f. July 01, 2005. We also demand same pay structure for our NCPG employees. It may kindly be noted that trick playing would not serve the purpose at all.
We do not demand Company Scale at all. Since we are happy with the basic pay structure of Government of Pakistan, there is, therefore, is no need to introduce any other pay structure. Our demand is to follow pay scales of the Federal Government. It is, therefore, demanded that PTCL Management ensure timely increase in the Pay as and when GoP announce increase in pay or introduce new pay scales.
It would not be out of place to mention here that we are employees of a Company and it is our legitimate right that the company give us all other fringe benefits.
The GoP vide No.F.6(4)R.I/2006 dated 29TH June 2007 has upgraded following clerical / Auditors posts w.e.f. 1st July 2007.
The incumbents of the up-graded posts also stood upgraded and their pay was fixed at the stage next above their basic pay in their lower pay scales. The employees from BPS 1 to BPS-4 were also moved one scale up in the pay scales w.e.f 1st July 2007. However, PTCL employees always remain un-lucky and the management has not taken any action to fulfill its obligations. However after deliberated efforts by the PTCL Employees Action Committee last year, the management has eventually up-graded only following posts vide order dated 9th October 2009 with effect from 9th October 2009:-
We hereby request that GoP’s above said notification dated 29th June 2007 be implemented in true letter and spirit w.e.f 1st July 2007 with payment of arrears to the incumbents including JACs, SACs and especially Class-IV staff working in BPS-1 to 4. We have several precedents with us where Govt. Depts. have had extended this benefit to these cadres.
It has been noted with grave concern that promotion rules of PTCL SR-1996 are not being followed in its true spirit. We request the management to process all pending promotion cases without further delay. It is also suggested that to eliminate stagnation in employees’ promotion, employees on completion of three years of service on a post may be promoted in the next grade subject to the qualification.
In the past, management had promoted few officials on out of turn basis. It is strongly demanded that all officials who are senior to these promotees may also be promoted from the same date otherwise the officials who were promoted out of turn may immediately be reverted back. There will be no comprise on this issue.
We believe that all OPS arrangements mostly made on personal like and dislike during last couple of years are absolutely unlawful. Under these arrangements, favoritism and nepotism has been promoted which is not only against the basic essence of the justice but it has created a sense of deprivation and resentment amongst senior employees. We are of the considered view that such arrangements, if necessary at all, should have been made purely on seniority basis. We therefore urge the management to cancel all such arrangement with immediate effect and repost the incumbents against their actual and original posts.
All those non-technical workers working against technical posts may be promoted and posted on the same post.
Employees working on the posts other than their own for the last five years or more may be re-designated against the same post.
It is also demanded that one additional increment be allowed to employees on completion of every 5 years of service.
Some employees were given BPS-17 non-gazetted and it was mentioned in the orders that all financial benefits will be given, but the management has not given all the financial benefits. It is demanded that all financial benefits like house requisition grant must be given to all such employees with effect from the date of their promotion.
The employee who has completed 10 year service in a cadre / scale be promoted in the next scale immediately.
As per clause standing 10-C (2): of the Companies Ordinance, 1968 :
We demand that the bonus be given to all the employees as per section 2(a) & (b) of Industrial and commercial Establishment Ordinance, 1968, which is reproduced as under:-
(2) The amount of the bonus payable shall:-
(a) The amount of the profit is not less than the aggregate of one month wages of the workmen employed, be not less than the amount of such aggregate, subject to the maximum of thirty percent of such profit.
(b) If the amount of the profit is less than the aggregate referred to in paragraph (a), be not less than fifteen percent, of such profit.
In past ratio of the bonus was different for the employees. Lower staff got a very little amount and a major portion of the bonus was distributed amongst the high rankers i.e. BPS-20 and above.
It, is therefore, demanded that bonus must be calculated as per standing Order No.10© and be equally distributed between all the employees from BPS-1 to M-1.
Representation of CBA on the PTCL Board of Directors
At present there is no representation of PTCL’s staff in the Board of Directors. It is necessary that a rep of staff must be included in the Board so that he/she could convey the problems of staff in the Board. We, therefore, demand that CBA must be given representative in the PTCL Board of Directors.
Provision of 12% Share to PTCL Employees under Benazir Employees Stock Option Scheme” (BESOS)
Government granted 12% shares to employees in certain companies and banks under BESOS, therefore, CBA must ensure to take up the case with concerned ministry and management for provision of 12% shares to PTCL employees.
Regularization of NCPG / Temporary / Daily Wage / Contract Employees:
At present a large number of employees are working on daily wage, contract or on temporary basis. During the years 1994-96 almost 4000 daily wagers were regularized but said drive was stopped thereafter. It is demanded that the employees, working either on NCPG, daily wages or on contract basis be given regular status immediately as per their qualification / education against the posts on which they are working.
Although PTCL is providing medical facility to its employees and it is fact that a huge budget is being spent on this facility but unfortunately the utilization of the amount is not judicious. Quality medicines and quality hospitals are meant for higher ups whereas lower staff is ignored altogether as far as quality treatment is concerned.
The other side of the picture is that PTCL is incurring heavy budget to extend outdoor medical facility to its employees by establishing its Health Units throughout the country. Heavy amount is being spent on purchase of expensive surgical equipment, maintenance, bills, salaries of doctors and on medicines as well. Many of us have witnessed that employee was dying because of heart attack but Health Center Administration was adamant to produce his medical book first so as to issue an OPD slip in his favour and treatment was to take place later. Secondly, it is a mission impossible to avail ambulance service in emergency. If a patient is in emergency, the attendants are advised to see GM (Medical Services) to get approval for ambulance service. Moreover, there is no medical support available for the employees in the evening hours or in case of any emergency at night. We believe that these dispensaries should either work round the clock or at least there should be one competent doctor on duty in the evening / night to attend emergency cases.
More hospitals be taken on the PTCL panel from where every employee may get medical facility easily by showing his/her official machine readable card. Secondly, PTCL in collaboration with Telecom Foundation can establish its own hospitals in major cities i.e. Islamabad, Rawalpindi, Peshawar, Abbottabad, Lahore, Gujranwala, Sailkot, Faisalabad, Multan, DI Khan, Sukur Karachi and Quetta. These hospitals, besides extending free medical treatment to our employees, can be a source of profit by extending quality treatment to private outpatients.
This is the area which, we are afraid, might become a rallying point for the employees very soon. Standing medical policy has so many weaknesses and holes that employees are very much frustrated and annoyed with it. If management could conduct a survey, we fear, it might get 99.9% negative feedback from non-gazetted employees as they are of the considered view that the policy is meant to provide best facilities to elite class (BPS-19 and above) whereas the lower ranking employees are always humiliated in long waiting ques with no quality treatment or medicines. We suggest following immediate remedial steps to improve the critical condition:-
- All employees be treated equitably for medical treatment irrespective of their status, designation or place of posting.
- Engage more doctors to meet shortage.
- More hospitals be taken on PTCL panel in each major city and doctors may not hesitate to issue referrals to private hospitals / consultants.
- All those doctors performing Administrative duties or just signing the referral slips and LPs must be utilized to serve like a doctor but not as an Admn officer.
- Beside medical card, allow employees to get treatment after showing company ID Card or CNIC.
- Employees have to wait for many hours when there is a need to see the doctor. Eventually when medicine is prescribed, mostly it is found out of stock. Again, the employee needs to wait to get its LP slip prepared and approved / signed by two other doctors. It is a very disturbing situation. The procedure is so lengthy, complicated and time consuming. We suggest streamlining the procedure on war-footing basis so as to extend best and quality medical treatment to the patients without keeping them in lines for several hours.
- Employees may be allowed to get treatment from any and every PTCL Health Unit on centralized basis without limitations / restrictions.
- Un-employed / unmarried / divorced daughters of an employee be allowed medical facilities irrespective of age limit.
- Handicapped son(s) of an employee may also be entitled to medical facilities without age limit.
- Medical facilities to dependent parents of female employees may continue even after their marriage.
- Emergency laboratory tests such as Blood CP ESR, Urine DR, Blood Sugar etc. advised by private consultants / local doctors be carried out without the approval of Medical Services Department / Board proceedings.
- Doctors and allied Staff of Health Units direly need training. They need to learn that employees visiting Health Units are “Patients” but not EVP or Naib Qasid. They shall deal with them according to health condition of employee but not according to their status and rank.
Free Service Telephone Connection to all employees:
It is brought to the notice of the Management that PIA is extending facility of free air tickets to its employees; Railway extends free traveling facility to its employees and dependents. SNGPL is providing free natural gas to its all employees. WAPDA is providing free electricity to its employees. OGDCL is also providing all utility facilities to its employees i.e. gas, electricity and water charge. However, PTCL has adopted a discriminatory policy for its employees by providing FSTC facility only to PTCL officers of BPS-17 and above at their residences besides the offices. In addition to fixed line facility, all officers are enjoying free cellular mobile facility. When an officer can have the FSTC facility at his residence and cellular mobile handset plus monthly ceiling, then why not FSTC facility is given to all officials below B-17.
At present PTCL is providing only 100 free units and charging line rent, which is useless and not justified. It is demanded that FSTC (V-Wireless) facility be extended to all the staff working in BPS-1 to 17.
House Requisition Rate:
House Requisition being paid to the employees doesn’t mach with the market rent. The rentals are rising day by day and there is a need to rationalize the preset ratio of house requisition grant. It is demanded that the House Requisition grant be immediately increased to meet the current rise in the rentals and thereafter be revised after every two years, but House Requisition Grant of PTCL employees would never be less then HRG admissible to GoP employees.
Up-gradation and re-designation of Steno Cadre:
It is a long outstanding demand of Stenos for up-gradation of their posts because there is no opportunity of promotion in their cadres. It is relevant add here that in most of the cases, Stenos are attached with high ranking officers and they have to work over & above their normal duties even in late hours and holidays too.
It is demanded that all PAs (BPS-17) and Stenographers BPS-17 Non-gezetted possessing Master Degree may be promoted as Office Managers BPS-18.
All Stenos working either in BPS-12 or in BPS-15 possessing Master Degree may be promoted as Assistant Office Managers BPS-17.
Training Opportunities for Employees:
To cope with the needs of new era of technological advancement, it is need of the hour to train our people to meet international standards. We suggest that a comprehensive plan be chalked out to provide advance training to all categories of employees.
The Leave facilities shall be restored with following modifications:
- In a calendar year, an employee shall be granted Casual Leave upto 20 days.
- Provision for availing half a day Casual Leave shall be incorporated.
- Unutilized casual leave shall be converted into earned leave on full pay.
Earned Leave: The Earned Leave shall accrue at the rate of 48 days per year and can be accumulated.
Encashment of E.L: All employees shall be eligible to encash Earned Leave whenever they want so. The Encashment shall comprise the gross salary with all allowances including HRG.
Paternity Leave: Male employees shall be granted Paternity Leave of 15 days for each delivery up to 3 living children.
Q-Loans & Advances:
i) Q-Loans: Ban on payment of Q-Loans which include HBA, Motor Car and Motor Cycle Advance may immediately be lifted and all desirous employees be paid full and final installment of such loans according to calculation to be made on the basis of enhanced salaries under this charter with following basic modifications in the policy:-
a). Amount of House Building Advance be enhanced from 36 to 100 basic pays. OGDCL is giving 105 basic pays to its employees as HBL advance.
b). Motorcycle Advance may also be increased from Rs.50,000/- to Rs.75,000/-
c). Motor Car Advance may also be given to all employees as per market value of a vehicle.
ii) Personal Loan: Provision shall be made in consultation with CBA Regional Representative for grant of personal loan to the employees once in 5 years at least for three times during whole service.
iii) Recreation Advance: The employees, on request, shall be paid one month gross salary as Recreation Advance, to be recoverable in 12 installments.
iv) Flood / Drought / Natural Calamities advance: All affected employees shall be granted Rs.50,000/- free of interest to be recovered in 24 installments.
v) Loan For Marriage: Loan shall be granted free of interest to the employees up to Rs.100,000/- for his / her own marriage or for the marriage of his / her dependents to be recoverable in 36 installments. This shall not affect the existing marriage grant policy.
vi) Computer Loan: All employees shall be granted loan of Rs.50,000/- free of interest for purchase of Computer / Laptop to be recovered in easy installments.
It is a fact that late sitting has become habit of higher officers and lower staff is forced to stay in office till late hours. However, existing overtime rates nothing but a joke with the employee i.e. Rs.09/- per day.
It is suggested that late sittings be discouraged. However if it is necessary to stay after office hours, a handsome amount be given to employees as overtime which should not be less than Rs.100/- per hour.
It is demanded that R&R allowance equal to one month gross salary be given to employees every year as per practice in banks.
The rate of education grant being paid to the employees is very low. Out of the present grant, employee can not even purchase writing instruments for one child in a year.
It is demanded that:-
Either education grant be given to all children of the employees as per fee admissible in the TF Schools per month or
Employees shall be paid education grant @ Rs.1000/- per child per month up to 3 (THREE) children.
Education grant be given through monthly salary.
The existing rate of uniform allowance is not market based. It is demanded that uniform allowance may be increased by 100% and it may be renamed as Seasonal Allowance.
Utility of Allowance:
Present rate of utility allowance is very low and it stood freeze though rate of utility bill are sky rocketing every month. There is, therefore, a need to rationalize the rate of this allowance. It is also brought to the notice of management that OGDCL is facilitating its employees by giving per month free 01.20HM3 Gas Units, 130-170 Units of Electricity and Rs.50/- as water charges.
It is, therefore, demanded that to meet the utility demands Utility Allowance be enhanced and fixed equivalent to 25% of running basic pay.
Washing allowance may be increased from Rs.150/- pm to Rs.500/- pm
Insensitive Pay-II was given to PTCL employees @35% of running basic pay, but it was discontinued in the year 2008. It is demanded that this pay may also be restored immediately.
Special allowance @ One initial basic pay under Pay Scale 1994 (granted during 1998 Package) may be revised into present initial basic pay.
Good Conduct Pay:
Good Conduct pay may also be increased from Rs.200/- pm to Rs.500/- pm
Special Qualification Pay @ 10, 20 and 30% of running basic pay be granted to such employees who possesses higher qualification as compare to the required qualification against a specific post. For example, if required qualification under the standing rules against a specific post is Matric, the employee having Intermediate qualification shall be paid qualification pay @ 10%, a graduate @ 20% and a master degree holder @ 30%.
In 2008 rate of Telecom Allowance was reduced from Rs.500/- pm to Rs.300/- pm. We demand that Telecom Allowance be increased and fixed as Rs.1000/- pm.
Duties and responsibilities of the personal staff of GMs, EVPs, SEVPs i.e. Secretary/PS/PA/Steno/KPO/NQ/Driver are excessive and complex as compared to the others, they have to look after the requirements of every job of his boss. It is, therefore, demanded that Proficiency Allowance @ 5% of running basic pay pm may be given to the personal staff of GMs, EVPs, SEVPs.
Dearness Allowance shall be granted @ 10% of the running basic pay of an employee.
All physically challenged shall be paid allowance @ 5% of BASIC PAY.
Rs.1000/- pm as Computer Allowance may also be given to the employees working on computers irrespective of their cadres.
It is demanded that Shift Allowance @ Rs.500/- pm may be allowed to all field staff working in day & night shifts.
The existing rate of Conveyance Charges doesn’t meet the market rate. It is demanded that rate of conveyance charges be increased as per market rate.
TA/DA / Taxi Charges
TA/DA allowance & Taxi Charges be rationalized as per market rate.
Rs.20,000/- be allowed as Maternity Charges on provision of birth certificate from UC, Cantt Board or hospital etc. This may be allowed in such cases where an employee has not availed company’s medical facility for the purpose.
- Adequate facilities shall be provided for sports, recreation and cultural activities of the employees.
- All employees shall be given reimbursement of one local daily News Paper every month.
- Company shall have Canteen facilities in all the offices to provide food at subsidized rates. During the interregnum period all employees shall be paid Tiffin allowance of Rs.500/- per month.
Rights and Benefits for the Women:
i) The Company shall constitute a women cell at every Regional Office and in HQ to be headed by a female. Such centers duly equipped with required staff and office automation shall facilitate the women workers in connection with their official problems.
ii) A woman employee after availing admissible maternity leave, if prefers to extend her leave, be permitted to avail leave on half average pay (subject to leave at her credit) or without pay, as the case may be, upto a maximum period of Two years in each case. Such requests may not be denied to female employees.
iii) The Company shall provide ladies Rest Room in every office.
iv) Separate washrooms be provided for female staff in each building of PTCL regional offices and HQs.
v) Separate prayer space be provided for female staff.
Quarters in PTCL Colonies
First preference must be given to employees of BPS-1 to BPS-10 while allotting quarter in PTCL colonies.
At present a large number of PTCL quarters are Sublette by the allottees. It is demanded that all such allotments may immediately be cancelled and quarters be allotted to needy employees.
It is observed that Superintendents, AAOs, SDOs, AEs etc. are occupying the official accommodation meant for BPS-15 or below. It is demanded that all such quarters be got vacated immediately and allotted to entitled employees. All such officers may get hired residence with their House Requisition Grant easily, but an official of scale BPS- 01 to 15 can not get house with their Requisition Grant.
It is also observed that some employees occupying the quarters of category meant for lower staff. It is demanded that next category of quarters be allotted to such employees and present quarters be allotted to employees actually entitled to these quarters.
Employees are very much annoyed with the present maintenance system of official quarters. They believe that those who have good ties with the officers or posted with high ups can avail all types of maintenance for their flats with heavy expenditures whereas those having no such source / approach are denied by the concerned inquiry offices from very basic and essential maintenance. We suggest that one house / flat in each PTCL colony be repaired and renovated in all respect as a sample / model and if it is approved by the management with the concurrence of CBA, all flats of the colony be renovated on the same line so as to provide uniform and equity based accommodation to the employees. However, after complete and proper maintenance / renovation, employee shall be responsible to maintain the said quarter at his own for next 5 years and further maintenance be provided to him/her unless there is a major and justified issue.
Employees Dependent Quota:
Dependent quota be restored immediately.
Exemption of Tax on Allowances:
Presently all the allowances are being treated as taxable. It is suggested that PTCL management may take up the case with FBR for exemption of allowance from tax. Otherwise the company may pay the taxes of employees (BPS 1-17).
It is also demanded that GPF rate of deduction may be increased 100% and rate of profit be maximized.
The facility of ambulance be provided to staff as and when required for patient or for dead body. It may be ensured that employees may not face lengthy bureaucratic techniques and procedures while ambulance is required in an emergency but a single point of contact shall allow the service.
Compensation on death during service:
In case of employee’s death during service, his / her all outstanding dues be waved off and an amount of Rs.1 (M) be paid to the bereaved family.
In case an employee dies while on duty, the compensation to be paid to the bereaved family shall be Rs.2 (M).
On death or Physical incapacitation while in service, one dependent of the employee shall be employed against a post commensurating to the qualification of the candidate.
Utilization of Benevolent Fund:
A committee in consultation with CBA be constituted for disbursement of benevolent fund to needy employees.
On the issue of outsourcing, the position of Managements had remained lackadaisical. In the name of outsourcing, some of the ‘CORE FUNCTIONS’ of the offices – like janitorial services, some of the functions under Motor claims, most important business points of the company like 0800-80800, 1217 and 1218 were also ‘OUTSOURCED’ despite opposition from CBA. As a result thereof service parameters of the Company in these segments have been coming down. As a consequence, the efficient, effective and experienced manpower available within the companies have not been utilized properly in these areas.
It is, therefore, very essential that in order to protect the image of the company, the management shall forthwith stop the contemplated move of outsourcing.
It is suggested that a housing scheme may be introduced. For this purpose land may be acquired from CDA in a sector. TF may be given task to develop the sector and build houses and the same may be given to employees on installments. To evolve this scheme a comprehensive plan can be chalk out with the help of banking sector.
Immunity for Employees:
We demand general immunity for all employees presently facing disciplinary proceedings either on political / union grounds or nature of charges leveled against them is of minor nature. However, this immunity shall not affect such disciplinary cases where employees are accused of major fraud, corruption or severe misconduct.
Our demands under this DOCUMENT shall be given effect from 1st FEBRUARY 2010 or from the date(s) mentioned in specific items above, as the case may be.
EXISTING RIGHTS AND PRIVILEGES
CBA while submitting Charter of Demand to the management must keep in mind that anything contained in the CHARTER OF DEMANDS total emoluments of any employee in any cadre shall not be reduced at any time, no recovery shall be effected whatsoever due to the revision in the wage structure. Nothing shall adversely affect or take away from any employee or group of employees any rights, privileges or usage, practice or conventions, amenities or other conditions of service that are already vested in or enjoyed by employees.
It is also suggested that CBA shall reserve the right to amend, alter, add and / or delete any part of charter of demands as and when may be found necessary.
Saif ur Rehman