Stanchart responds to union

LEKOPANYE MOOKETSI
Correspondent | Friday December 17, 2010 00:00

 

On localisation, the union had expressed a concern that over the past two years, there had been an influx of expatriate managers occupying senior positions which the bank had previously reserved for citizens.

'We still believe that we have qualified and able individuals within Botswana who could be hired instead of foreign people. We therefore request that all senior posts be localised, including that of the Managing Director,' the union had stated in the petition.

Stanchart has responded that it remains committed to developing talent across the company at all levels of the organisation. 'Standard Chartered Bank is a leading international bank which gives equal opportunities to all staff across the group.

'All positions are filled based on a system of meritocracy, which means that employees of any nationality are free to fill any position in any country,' the bank said.

It said there had been a significant increase in the number of local managers that were given the opportunity to work outside Botswana, both on a short-term and long-term basis. 'This provides them with unique development opportunities, and positions them for more senior roles when they return to Botswana.

'In addition, Botswana is the bank's Southern Africa regional hub for Consumer Banking. Several of the expatriates who are resident in Botswana work in regional roles, managing businesses or functions across multiple countries. 

'Several local managers also work in regional roles, creating additional opportunities for local managers.'

On salary increases, the bank said the ability to make them is influenced by the company's financial performance.

The statement said the profitability of the bank declined between 2008 and 2009 owing to the global financial crisis.

On overtime, the union had noted that the country's labour laws stipulate that every employee shall be paid for overtime work. However, it noted, at it is 'very difficult' to get authorisation for overtime worked at Stanchart. 

The union said employees work till late and over lunch without rest. 'They are not allowed to claim lunch money and are forced to buy meals against their will, which is not acceptable.'

The bank's response is that it is committed to pay overtime when it is due. However, it noted that is also imperative that permission from the unit head to work overtime is obtained beforehand.

'After approval to work overtime has been granted, individuals have to enter hours worked in PeopleSoft for subsequent approval by their line manager. If individuals are being authorised to work overtime, and are not paid for this overtime, they should raise this with HR and escalate a grievance if it is not addressed.

'Claiming for overtime pay is an employee's prerogative, with approval. Where time off is given in lieu of overtime payment, this is done with the consent of staff.'

Regarding lunch, the bank said it is its policy to provide staff with meals where necessary. 'It is not our policy to provide cash in lieu of meals, as this would not satisfy the objective of protecting their health and wellbeing,' it said. 'Managers can discuss menus with staff, but a consensus view will prevail within reasonable costs.'

'The union had said payment of bonus was discretionally and unfairly distributed. 'The chunk of the bonus pot goes to top and senior management and staff only get residues,' said the union. 'We demand that the bonus payment be fairly distributed as no man is an island. Junior staff bonuses range from P1,000 - P18,000 whereas managers range from P20,000 - P800,000.'

In response, the bank said bonus payments are discretionary and provide targeted, highly competitive additional reward for the highest performing individuals. Each individual's annual performance award can vary from year to year depending on both individual and business.'

The union was also concerned about the behaviour of some managers. 'It is with great disappointment that the so-called great managers have become roaring lions within the bank premises,' it said. 'We have rude branch managers, unprofessional behaviour of general managers of shared distribution. 

'We demand that the Industrial Branch manager be relieved of her job as she does not have leadership skills.

Employees have been subjected to total abuse from bank managers and we feel this must come to an end immediately.'

The bank responded: 'Standard Chartered is a leading international bank.  The bank has group processes and procedures for managing grievances which are customised to conform with Botswana labour laws.

'For the grievances that have escalated to management, the union should have confidence that management will deal with these in line with the group's global processes.'

The union had also complained that the bank's disciplinary procedure was flawed and had resulted in many unfair dismissals. 'Inappropriate penalties are given and lead to wrongful dismissals,' the union had said. 'There are a high number of unresolved cases pending either with your heads of department or your office. 

'We view this high number of dismissal cases as a deliberate ploy by the business to cut costs and avoid employees' terminal benefit. We are also of the view that the business is using disciplinary process to retrench.'

The bank's answer was that cases are dealt with on merit. In all dismissal cases that were appealed, penalities awarded by presiding officers were found to be legitimate,' it said.

But the Secretary General of the Botswana Bank Employees Union, Keitshokile Basuti, said the bank's response had not adequately addressed their grievances. He said the management has not shown commitment to dealing with issues as raised in the petition.