We use this medium to appreciate the management for their relentless effort

towards making the environment a favourable atmosphere for nationals,

nevertheless we would like to draw the attention of the management towards
some issues that needs your urgent attention;

1. Basic Salary review

Its highly important that the management review the basic salary from
15% of monthly gross to a minimum of 40% of monthly gross.
2. Grade Level/ Work Description
No grade level nor work description have been introduced to national.
Although a growth template have ben showcased but its application is not
vivid to existing plant worker but rather a format to place new employees
in the company organogram.
3. Shift Roaster (More days off)
The shift roaster of 6 days work with one day rest is increasingly affecting
the mental stability of the staff which have lead to the company loosing
staff in an alarming rate. If a 12 hour shift be maintained then at least a
4 days work – 3 days rest be maintained for optimum performance output
of staff. With this the 40hrs per week requirements of the labour law is
fulfilled with an addition of 8 hours maximum overtime per week. By
adopting a shift pattern of such it would go a long way in enhancing the
mental health of staff, social relationships with friends and family and also
retainability of staff.
4. Insufficient safety equipment / PPE
Safety is the ability to prevent anticipated accident on the equipment,
environment and personal. De dusting and dust cyclone system are yet to
be fully operational yet workers are make to work in such hazard
environment without adequate protective equipment. Nose mask, googles
and hand gloves are rarely available and when they are, it become a topic
of debate to issue it out. Heat reflective jacket, earplugs, safety overall
are necessary safety gadget needed to carryout the daily routine.
5. Lack of training tracking system
Transfer of knowledge has been a topic of debate since last year. A
mechanism of checkmating the learning progress should be adopted
because most expatriate are not willing to transfer the knowledge as
agreed by the company.
6. Salary harmonisation
When ever salary related issues are discussed those that pass through the
GET program are hardly considered even though their respective
 contribution are seen and their impact towards the growth of the company
are attested to, nevertheless they are among the lower earners on salary
scale. We hope the management put keen eye to this issue.
7. Abuse of Office / Job traits
Nationals have always passed through multiple harassment from the
expatriate, either by forcing them to do certain task without adequate
safety gadget, or threatening them with appraisal, use of abusive words
towards national, making mockery etc.
8. Departmental target Appreciation
It is very vital that the management understand that all target reached
are collaborative effort for both national and expatriate nevertheless the
national are hardly noticed when appreciation package / incentives are
release but rather channelled alone to the expatriate.
9. Transportation (internal/external)/ Housing Scheme
The importance of transportation can never be over emphasise due to its
importance which not only reduce lateness but also safeguard the life and
property of staff which is a target aim of the company. The company should
also include housing scheme for staff within the close communities which
should also include social amenities such as schools, health care, sport
centres etc.
10. Mode of communication
Unfortunately, the expatriate uses Hindi as the means of communication
during operation. As such, nationals are unaware of the information passed
neither would they be able to learn from the ongoing discussion. It is of
high importance that operation language be English.
11. Lack of information on plant operation
Nationals are not giving the opportunity to prove their knowledge neither
are they carried along in operation activities. Important information on
activities directly related to operation are mostly not passed to nationals
only after the process is ongoing or completed.
12. Biometric punching, Issuance of Payslip, Tax remittance and HMO
Issues of biometric capturing is yet to be eradicated especially for plant
staff on shift. Adequate program should be adopted to ensure that the
machine identify the shift patterns. Furthermore to address the issue of
short payment, the issuance of payslip is highly encourage which justify
the earnings of individual staff. Health insurance scheme such as NHIS
should be adopted to ease the health challenges exposed to staff. Also,
 some of the staff don’t have TIN number and those with TIN are not
receiving the remittance of tax being deducted from our money salary.

Prayers:

1. We pray the management review and increase the present basic salary rate
to at least 40% of gross also the low earner be put into consideration
during any salary increment especially those that passed through GET
program. .
2. Introduction of grade level, cadre, job description, company organogram
and also involve nationals in incentives and appreciation packages.
3. More resting days should be inculcated into the shift pattern
4. Adequate safety equipment be provided such as earplugs, overall,
reflective jacket etc.
5. Official language of communication during operation and official activities
should be English especially when nationals are involved.
6. The management should inculcate the habit of checkmating the training
progress of national. They management should also have a design curriculum
schedule of the weekly activities and also documentation of the training
processes. Furthermore, the management should tackle oppression and
harassment related issues posed by some expatriate.
7. The management should look into transportation (internal and external),
payslip, HMO and also address biometric issues especially for plant staff
on shift. Evidence of tax remittance should also be put into consideration.
8. The management should build a community for national staff within nearby
villages which would also help to ease the logistic issues faced by staff