GPSU Proposals for the 2021 National Budget

Guyana Public Service Union

GPSU PROPOSALS TO THE HON. MIN OF FINANCE FOR INCLUSION IN THE 2021 NATIONAL BUDGET

1. Public Service - Wages, Salaries, Allowances and De-bunching

• Wages & Salaries

The GPSU is calling on the Government to commence honouring its campaign manifesto of a 50% salary increase for Public Servants.

The Union contends that Public Servants are paid way below the “Living Wage” and calls on the Ministry of Finance (MoF) to set up a Committee, which includes the MoF, Department of the Public Service and the GPSU to determine what constitutes a “Living Wage” in Guyana, with a view to having that “Living Wage” implemented with effect from January 2021.

 

Additionally, there is a great disparity in the salary scales between GS-1, GS-2and GS-3. The GPSU calls on the MoF to also allocate sufficient funds in the Budget to undertake the rationalization of these salary grades.

Further, the GPSU continues to insist that remuneration increases take into consideration the inadequacy of salaries when these are compared with the cost of living and remuneration of Public Workers throughout CARICOM States. There is no doubt that there is a negative disparity in pay, well to the disadvantage of the Guyanese worker.

• Allowances/De-bunching/Advances

The GPSU is requesting that sufficient provision of funds be made available to deal expeditiously and comprehensively with the in scale de-bunching of public workers.

It is also urged that allocations should be made for the payment of increments and incentives to Public Sector Workers, including those in Semi-Autonomous Agencies and Public Corporations. These interventions would facilitate upward movement in pay bands, justly and meritoriously reward performance, and thereby maintain relativities in the Salary Scales. It will also be a motivator, morale booster, improve relations and last but not least increase productivity.

These matters were addressed in the 1999 Armstrong Arbitration Award, where the Arbitration approved the re-introduction of increments. The then Government made a commitment to fully honour the final and a legally binding Arbitration Award, but this commitment was never fulfilled.

Additionally, public employees continue to personally invest in self-development and some have acquired qualifications including BSc, MA, MSc and PhD, exceeding those specified in the qualification requirements associated with their job functions. Despite this commendable effort and personal financial sacrifice, several of these employees are not compensated with in-scale increments. The Union is of the view that this issue should be addressed as an integral part of the de-bunching exercise and that adequate budgetary allocations be made available to cover this cost.

Further, the Union is calling for provisions/allocations for substantial increases to provide realistic advances to Public Officers who are entitled to loans to purchase motor vehicles to be used in the discharge of their duties and substantial provision/allocation for increases in allowances, viz.      

• i). Travelling Allowance - last increased in 1995

• ii). Subsistence Allowance - last increased in 1995

• iii). Meal Allowance - last increased in 2019

• iv). Uniform Allowance - last increased in 2001

• v). Housing Allowance - last increased in 2019

• vi). Reintroduction of key and critical allowances

• vii). Other conditions of service allowances, including risk, hinterland and living quarters for staff based in hinterland and regional areas

2. Public Sector Modernization Project

The effects of Covid-19 have resulted in what is emerging as a new norm of work, characterised by flexible work patterns. These primarily involve the extensive use of virtual engagements and virtual space for work from remote locations. Consequently, these radical shifts demand new skillsets. Hence, training and development is of urgent necessity to build the necessary core competencies in the government’s labour force. Against this backdrop, the Union reiterates that funds be made available to continue and complete the Public Sector Modernization Project with specific focus on the following areas:

• Human Resource Development

• Career development

• Technological enhancement

• Implementing and maintaining established standards of Occupational, Safety and Health, and general improvement of the work environment

3. Tax Reform

Guyana Public Service Union wish to reiterate that comprehensive Tax Reform in Guyana is both needed and necessary. That the Government of Guyana should review the level of taxation on income and consumer items. Further, these exercises should be undertaken with the involvement of the main stakeholders, such as, the business community, Trades Union Movement, and representatives of Non-Governmental Organizations, etc. in a process of meaningful consultations.

In this regard, the GPSU re-submits the following proposals for consideration.

• (i). The increase of the income tax threshold to one hundred and twenty thousand dollars ($120,000.00) per month.

• (ii). The income tax rate be further reduced to 20% on taxable income.

• (iii). A non-taxable allowance of forty thousand dollars ($40,000.00) per month for dependents.

• (iv). A non-taxable allowance of seventy-five thousand dollars ($75,000.00) per month for students who are dependents and are pursuing tertiary level education (eg. University of Guyana, Guyana School of Agriculture, Guyana Technical Institute etc.)

• (v). A reduction of the Value Added Tax (VAT) to eight percent (8%).

• (vi). Reduction of taxes on building supplies to assist low-income earners to build their own homes.

• Provision of low interest loans for Public Servants to acquire lands and to build their own homes.

4. Uniform Allowances for Public Servants.

Over 6% of the Public Servant’s meagre annual salary is used for the procurement of clothing (working clothes included). The GPSU is calling on the MoF to subsidise this clothing bill by providing in the budget a sum for clothing allowance for all Public Servants working in the Ministries/Departments and Regions. This allowance will also lead to uniformity in the workplace.

5. Insurance for Government employees

• (I). A non-contributory Health Insurance Scheme should be funded for public servants and their families.

• (II). A non-contributory life insurance for Public Officers, who must travel extensively to carry out their duties – traverse interior trails, waterways – live under camp conditions and are exposed to many dangers seen and unseen or travelling in uninsured Government vehicles (ambulance).

6. Superannuation Benefits

GPSU believes that it is shameful that after working so many years in persistent poverty, senior citizens and retirees continue to live in abject poverty, while in retirement. The GPSU proposes that provisions be included in the 2021 Budget for realistic increases of all pensions payable by the State and that NIS do likewise.

There is need to review the Pensions Act. A proposal to this effect was submitted to the Public Service Ministry. However, this matter is still outstanding and should be addressed urgently. The proposal was for persons who resigned to receive gratuity for the years of service exceeding five years, and a pension and gratuity after 10 years.

7. Housing

Land complete with necessary infrastructure should be made available for housing projects by all Public Servants, particularly the low and middle-income groups on the coastland and throughout the ten (10) administrative regions. A suitable mechanism for distribution could be put in place with the assistance of the GPSU.

Additionally, Government should subsidize the cost of acquisition of house lots for Public Servants based on individual salary scales.

 

Accommodation for Public Servants working away from home

More often than ever workers are appointed or transferred to perform duties away from their homes and inadequate or no accommodation is provided. Hence, these workers are saddled with 100% of the cost associated with relocation and existence. This is known to have occurred in several instances where workers returning after the completion of a scholarship program are appointed and posted in a region outside of where he/she reside. The Union is therefore recommending that adequate budgetary provisions be made to consider and correct this irregularity, while displaying sensitivity to the prevailing COVID19 environment and ensuring safety and health issues are properly addressed.

8. Critchlow Labour College (CLC)

Substantial funds should be allocated to Critchlow Labour College in order that it can liquidate all existing liabilities and to adequately meet all expenses for the effective administration and functioning of the college in 2021.

9. Guyana Public Service Union

Recreational Facilities, etc. for Public Servants

1. The Government of Guyana should aspire to provide recreational facilities for related public servants activities throughout the country. This could be financed and regulated through a joint GOG/GPSU, in a similar fashion as the Government financed and regulated cricket grounds undertaking in the 10 administrative regions. Alternatively, a head could be created in the Estimates of Expenditure 2021 for “Recreational Facilities for Public Servants” and provisions made for funding the development of games facilities, its operations, maintenance, security, transportation, staffing, electricity, telephone and internet, etc. The Government SHOULD honour the outstanding agreement between the Government of Guyana and the GPSU for the rehabilitation, operations, maintenance and staffing of the GPSU Sports Complex. Please see copy of Agreement attached.
2. That at least fifty (50) government scholarships be allocated to public service workers annually on the recommendation of the GPSU for the University of Guyana. Scholarships should include cost of tuition, transportation, books, other necessary materials and related costs for the programmes.

• That at least twenty (20) Post Graduate scholarships be allocated to public service workers annually on the recommendation of the GPSU. Scholarships should include airfare, boarding and lodging, tuition fees, books, other relevant materials and miscellaneous expenses.

1. That Government provides the Union with a subvention for educational activities and its Industrial Relations and Personnel Management Diploma Programme, to cover the cost of lecture fees, materials and related expenditure. This would contribute to human resources development in the public service and facilitate training and orientation for public service workers.

1. That Government, in collaboration with the GPSU, establish child-care centers for the children of public officers in all Regions and Georgetown.

1. Provisions in the form of a subvention to the Guyana Public Service Union for entrepreneurship training for public officers and pilot projects in economic ventures, such as:

• Agricultural and Poultry Farms;

• Art and Craft Productions;

• Furniture and Manufacturing etc.;

• Construction of Houses;

• Transportation and maintenance of vehicles;

• Communication and corporate transport; and

• Information Technology/Electronic Document Preparation Management.

viii. A subvention of G$10,000,000 to fund Trade Union Education programmes throughout the country.

10. Recommendations specific to individual government agencies

Guyana Revenue Authority

The GPSU desires that special attention be given to GRA employees. The records would reveal that although the operations of the Authority have significant challenges and all eligible taxpayers are not in the tax net, the Authority each year surpassed its revenue collection targets, which contributes significantly to the Consolidated Fund.

Improvement in performance and contribution should be encouraged and recorded. The Union wishes therefore to suggest the following areas for consideration, even though these are not all encompassing:

1. Improved emoluments for the employees of the Authority. This is a premier organization and the largest revenue collection agency that contributes to the economy and even the prevention of smuggling in and out of the country and other related issues. The employees’ efficient and effective performances are important to the development of our nation and ought to be recognized with improved benefits that would prove to be motivational factors for continuous improvement of performance.

2. Resuscitation and introduction of the Revenue Protection for staff.    

3. Tax free bonuses, when the Revenue Authority substantially surpasses its revenue collection targets. It is posited that a tax-free bonus should be equivalent to ten percent of the excess revenue achieved over target to be shared annually to staff at all levels.

4. Risk allowance for staff where they are exposed to risks in performance of their duties. Enforcement Officers by virtue of the nature of their duties are exposed to greater risk to their lives. As such they ought to be encouraged to perform their duties without fear or favour.

It is important to note that the risk on these Officers’ lives has increased significantly in view of the hostile environment in which they operate. Accordingly, the Union wishes that consideration be given to the payment of risk allowances to these officers, who are continually exposed to danger in the execution of their duties.

5. Safe and conducive work environments for GRA employees: It is felt that the working conditions are not in keeping with the Occupational Health and Safety Act № 32 of 1997. The workplace can be viewed as hazardous since it poses threats to the employees’ safety and health (overcrowded, one entrance – not suitable if there is a fire in the front of the building, etc.) It is important that immediate attention be given to the workplace to ensure it is safe for the workers. Not forgetting that safety is everybody’s business. There is also inadequate storage for confidential records.

6. Provision of a Headquarters: - the present location is not adequate to accommodate staff and taxpayers.  Some sections are housed in very cramped spaces; maintaining the required social distance in a pandemic environment is very challenging for staff, also taxpayers are not given the required privacy with which their matters deserve.  Staff morale is low particularly in view of the COVID 19 pandemic. 

7. Mobile units: The Authority has been surpassing its targets yearly, however there are areas that could be better served if reached by officers directly this could lead to increase revenue, more compliance and more persons in the tax net.

8. Development of a centre:  Although efforts are being made to have the Authority's services online the magnitude of telephone interactions are numerous and could affect the quality of service offered.    Channeling the queries into one location could improve efficiency. 

9. Improve training in areas that support the developmental trust of the country eg oil and gas, auditing.

11. Public Healthcare Institutions and Employees 

Georgetown Public Hospital Corporation (GPHC) is the only referral hospital in Guyana and had a capacity of 1000 beds. However, this amount has been drastically reduced to less than half thus compromising quality health care. This deficiency resulted in more than one patient sharing a single bed. In other areas patients sit on chairs waiting for available beds. The Union was also informed that in some instances when beds are made available, they are of a substandard quality. There are also inadequate equipment and medical supplies available for the delivery of quality health care. It is the Union’s view that funds should be made available to remedy this situation.

Deplorable working conditions at GPHC and other Health Care Facilities - Employees at these facilities especially Doctors and Nurses are forced to work under adverse and deplorable conditions. There is inadequate and in some cases no rest or lunchrooms at these facilities, thereby causing doctors and other staffers to take their meals in their vehicles and/or other areas where food contamination can take place. Of interest is the fact that some Nurses take their meals at their workstations in the presence of the patients. It is also necessary to have the communication system efficiently maintained and operated since this is not the current case.

Doctors cannot take showers when working excessive hours, sometimes extending more than twenty-four consecutive hours.

The Guyana Public Service Union actively supports that quality health care be provided to the nation, but equally important are conducive and safe working conditions and appropriate remuneration for workers. It is therefore representing that the gross inadequacy in salaries and allowances that exist, be immediately addressed by allocating the necessary funds in the budget to address this deficiency.

National Psychiatric Hospital - The Union wishes to urge that appropriate funds be allocated for the enhancement of the National Psychiatric Hospital. The security system must be improved immediately as workers’ lives are at risk. Adequate funds must be made available for security lights around the building and for the employees guaranteed protection from the patients.

Some patients were taken to the institution under heavy police guard but remain at the institution for health care in the hands of the doctors and nurses without any security. This is certainly a risk for the workers; there is a need for able bodied security personnel at the institution to provide security for the staff. In cases where prisoners are housed at the institution members of the prison service should be attached to the institution to provide extra security.

The risk allowance now being paid should be revised and a non-contributory life insurance be provided.

Outstanding difference in salaries for technicians - Health Care professionals in the past years were not treated with respect but they continue to perform their duties with pride and dignity. This is because of their dedication and commitment that these workers continue to perform their duties even when they were physically and verbally abused by members of the public. As well as not being adequately compensated for work done.

There are several nurses who were trained as Technicians and placed to work in the operating theater but to date these workers are still being paid as Nurses and not Technicians.

The Union is representing that these positions be corrected, and the necessary arrangements be made in the 2021 National Budget for the correct salaries to be paid to them with effect from the date of successful completion of training.

Increased allocations to GPHC and the Regional Hospitals to house Abandoned Patients - in all of the health institutions there are several patients who have recovered and are released by the hospitals but whose relatives have refused to take them away. The continued presence of these released patients in the hospital is a drain on the hospital’s resources and occupies needed and scarce resources such as beds, food etc. that are sorely needed by sick patients. Hence an allocation should be made to cater for these people.

The Union is therefore recommending that the Government provides adequate accommodation for these discharged individuals or in the absence of the accommodation adequate allowances (travelling and other related allowance) be reviewed annually.

Guyana Civil Aviation Authority

The staff of the GCAA has, over the years, significantly improved Guyana’s level of compliance with international standards and recommended practices and the quality of Air Traffic Services provided to aircraft transiting Guyana’s airspace. These improvements have resulted in a significant increase in revenue collection. Further, additional increases in revenue generating aviation related activity are anticipated in the near future.

In acknowledging the increasingly complex and expanding duties and responsibilities of the GCAA Staff, the GPSU is making representation for increase remuneration, more specialized training at the senior technical level, especially for staff within the Air Navigation Services Directorate. As a result of the increase responsibility there should be some form of increased remuneration.

State Audit Department

It is important for us to stamp out corruption in this country. Therefore, we should all work together in this fight. To do this, qualified and competent staff should be recruited with attractive salaries and benefits. The Union was informed that some audits were outsourced to private Auditors since the Office of the Auditor General was short of staff. The Union is therefore suggesting that the staff complement at the Office of the Auditor General be increased and allocations be made available in the 2021 National Budget to address the salaries and allowances increases for 2020 and 2021 and other related benefits for additional staff and to provide the necessary tools to carry out the job.

Sweepers/Cleaners

This matter is long outstanding, and it is very troubling to the Union and our Sweeper/Cleaners. These are the people who prepare the environment, making it conducive for learning, sometimes they perform the duties of teachers, mothers even counselor while at school. In 2013 the then Administration, after realizing that these workers were not properly treated in relation to the condition of service, promised to make the necessary correction. Unfortunately, years after that promise was made it has not been fulfilled, leaving these workers to continue to face economic hardships. Mothers give birth to babies but cannot enjoy NIS or any other benefits. Some of them worked for years and are now off the job without a dime for their service. Today, some are working as security guards to make ends meet; whilst others are just going one day at a time. Is this what we want for our people? No pension, no gratuity, punishing them for making babies.

It is time that a conscious decision and arrangements be made to have economic relief for our Sweepers/Cleaners who are permanent employees in order for them to be removed from the poverty line as promised. The 2021 National Budget must address this problem immediately by paying the outstanding NIS contributions for these workers making it retroactive for at least ten years or more where necessary. This will allow persons to benefit from a NIS pension. Pay to Sweepers/Cleaners payment in lieu of annual leave for at least the last five years. Appoint all these Sweepers/Cleaners as permanent pensionable employees by taking into consideration the years of service, commensurate with the date of employment for the calculation of superannuation benefits.

Anna Regina Town Council

A subvention should be given to the Anna Regina Town Council to help offset wages and salaries deficit since 2013, and to improve the Council’s ability to pay wages, salaries, and allowances consistent with what obtains in the Public Service, and to ensure that there is sustainability with regards to the emoluments paid to the workers in addition to necessary and important works in the community.

In addition, the Union is extending its representation to all other NDCs and municipalities throughout the ten administrative regions that similar consideration must be given, so that all workers are able to earn at least the minimum wage, and be given same within a given timeframe.

President’s College

This College is the brainchild of Guyana’s first Executive President with the aim of molding students in preparation for higher learning and the world of work. Today it is sad to say that this College is in a deplorable condition. It is time that we work together in restoring this college to its former glory. Adequate resources should be allocated with full staff complement being acquired, thus there would be qualified and skilled personnel, as well as adequate provision of accommodation with modern facilities to house our students.

The Union is therefore requesting that adequate funds be approved in the 2021 National Budget for overall improvement of the President’s College to achieve its stated objectives.

Bureau of Statistics

The Union has observed that there is a new building which houses the staff. There is also need to address the issue of remuneration, allowances and finalize superannuation benefits and entitlements for the staff. There should also be improvements of the work environment.