Dear Editor,
It was with genuine relief that one learnt that certain derogatory remarks attributed to a former Minister of Human Services and Social Security to her new constituency of long-serving (and suffering) teachers were misreported.
For at first blush, the published report appeared to substantively negate the lessons that should have been learnt about being ‘humane’ to humans among whom teachers are obviously numbered.
The ensuing debate has done less than lay low the ghosts which still haunt the working environment in which teachers and their union, the Guyana Teachers’ Union (GTU), exist, to the extent that there are too prevalent misinterpretations of official pronouncements which in hindsight could have been more thoughtfully structured. What emerges is avoidable confusion, with a possible spill-over into unpredictable levels of demotivation (as occurs in any organisation).
It continues to be a puzzle therefore why the collective ‘wisdom’ of work groups such as ‘teachers’ is not more positively and consistently engaged, critical as the conversation must be – not only to energise in turn the immediate captive student clientele, but more profoundly, to establish in the education system a more stable and productive foundation on which the critical development of our human resources must be built.
But it is not enough to carp.
Perhaps there may be pointers to be taken from the extant collective agreement between the government and the teachers’ union in one of the smallest territories in the Caricom region – Nevis. The following extracts may be instructive:
“Article
“5. Union Rights and Functions
“The Ministry of Education shall involve the Union in the formation of all policies with regard to education.”
“Article
“10. Consultation
“1. In order to maintain and further the harmonious relationship between the Employer and
Employees, there shall be regular dialogue/meetings/consultations between the Union and the Ministry/Department of Education officials to whom this Agreement directly relates, on matters pertaining to staffing, redundancies, changes in working conditions, hours of work, staff and restructuring, etc. and other matters affecting the Teaching Service.”
“Article
“18. Technical Information
“1. The Employer shall provide to the Union on request, available information required by the
Union such as job description, seniority list, job classification, salary rates, criteria for job evaluation, financial and actual information pertaining to pension and welfare plans.”
“Article
“21. Salaries
“1. The Employer agrees to pay the rates of salary… as follows:
1st September, 2010 – 31st August, 2011 – 10%
1st September, 2011 – 31st August, 2012 – 10%
“2. Since incentives are essential ingredients of sound industrial relations practice, nothing in this Agreement will preclude the Employer from granting cash or other awards or incentives to the Employees; as recognition and appreciation of performance above and beyond the normal requirements of their position.
“3. The Employer reserves the right to grant an increase in pay to any Employee who has been given increased responsibilities, even though such responsibilities do not warrant an immediate change in the classification title of the Employee.
“4. Increments to employees will be paid on the basis of qualifications, experience, responsibility and performance on the job.”
“Article
“25. Health, Safety and Security
“1. The Employer agrees to provide for the Health, Safety and Security of employees covered by this agreement in accordance with the provision in the Occupational Health, Safety and Disaster Management Act.”
“Article
“26. Insurance Coverage
“1. The Employer agrees to fully compensate employees who receive injury or illness as a direct result of performing their duties on or off the school premises.
Such compensations shall be separate and apart from social security and shall include among other things, payment for all medical bills and other costs incurred as a result of the injury or accident.”
There is much more, including paternity leave, fully paid study leave, compassionate leave, sabbatical leave and yet other variations of leave. In the meantime it would be helpful if an enquiry were made into the social security status of the human resources which constitute the Adult Education Association.
Yours faithfully,
E B John