Grievance Report

Date:20th/11/2022
Introduction:
Grievance is the complaint or strong feeling that a person has been treated unfairly or it can
be a conflict that supporting conflict drivers. Grievance is the supposed circumstance
regarded as just cause for complainant that creates a sense of injustice amongst individual or
a group of people.

This report is an output of the grievance meeting held on 20 th/11/2022 on permanent camp
project, being undertaken by Community liaison officer, Senior community relation
supervisor Site manager, Survivors, surveyors, Environment, Health and safety manager.

The grievance was about workers not being paid all what there are supposed to get, No
drinking water.

Methodology used:
The community liaison officer explains the background of the grievance to the members and
allowed the perpetrator to express himself, then after the survivors also to explain what
happened in front of the accused person,

There was participatory methodology used in the meeting and respecting people’s views.

Major findings:
The complainants come, explained the case and recorded of all the four works who affected
on the payment and not drinking water for the whole day while at work. we called the
meeting at the site, consultation was made with the grieved persons, they explained how the
driver who pay them less money on what they are supposed to get, one grieved person was
insulted physically and dismissed from work, not paid the money, told him to remove the
PPEs before he goes back home, because he requested his money from the boss, another one
said since they started he has been deducting their money but they used to fair reporting him
because he would tell them to say nothing or chasing them from work ,you don’t know that’
Iam your boss and fare man’. then others he has been deducted twenty thousand shillings out
of the money they are getting.

The accused person explained why he refused to pay money and dismissed that one person,
he is not respecting him and he is his boss, then cutting money for other people, he said for
him he has a shop and he calculated the money someone has eaten and deducted the money
for himself that is why he cut the money. He also said that, he just helps them and provide
one bottle of 5mls of water because the company don’t buy water for workers, he uses his
money to buy water.

Feedback from both sides and proposed mechanism:

Communication from the Engineer said that water and food no compromise workers have to
get them in time and when people work you are supposed to pay there money not to eat it,

The supervisor from CNOOC told him this is the second time when am telling you that, you
are not supposed to recruit workers people not even dismiss people on site, it is the work of
community liaison officer not you.

Key point to note

 Fighting on site is prohibited, in case you fight your supposed to be dismissed with
immediate action.
 There is Froud because of eating workers money, which is not allowed and not
acceptable.
 He has to payback all the money he has eaten from the workers
 Workers have to sign on the time sheet
 Workers are supposed to get (10000) Ten thousand not (80000) Eight thousand as
they have been getting.
 The communication is very poor, even the president of CNOOC he communicates
clearly not telling workers that, he is the boss all the time.
 Procedures of paying workers should be put in place not the driver to pay workers.
 Grievance procedures should be placed on site, which is going to help the workers
incase they have a problem with the supervisor, who call themselves boss all the time.
 Involve the community liaison officer on site, in the disciplinary procedures and
recruitment procedures.
 Give workers enough water and lunch
 Contract should be in place and all workers should be given contract
 Communicate properly to the workers and respect
 Stop recruiting workers
Other key points to note

The issue of payment is still on investigation we shall tell the committee, the corrective action
and time flame in which the case will be closed and if the perpetrator refuses, we shall send
the case to CNOOC and in the village grievance committee.

Amicable median and settlement

The agreed corrective actions will be undertaken by the site Engineer within the date of the
completed action will be recorded in the grievance report.

Conclusion and recommendation:

In the conclusion, workers should work in a good environment which is okay for them,
fighting is not allowed and take action so that next time he should not behavior like that,
communication should be clearly and issuing a warning letter and should be in the file
showing eating people’s money is illegal, Workers should be given 3ltr of drinking water per
day and there should be a payment procedure.

S/ Name Position Telephone

N
1 Tuhumwire Recheal HSE Manager 0771903111
2 Kaboyo William Medical officer 0392596224
3 Dennis Ivan Sekamate Site Manager 0708121417
4 Ikodet Robert Surveyor 0776679059
5 Okello Joeboy Still bender 0775792574
6 Openjmungu Francis Flag man 0786417864
7 Tumusiime Sylvia Flag Woman/Helper 0777240948
8 Ronald Good Kaija Senior CRS 0772798162
9 Bashabe Mercy Environment Eng 0701226212
10 Ilukor Bishop Braham Surveyor chairman 0773785087
11 Kunihira Judith CLO 0772864228
12 Okello Justine Site foreman 0709934889
13 Kenneth P Fare man/Driver 0775792574
Report Compiled by; Judith Kunihira,
Community Liaison Officer,