bawon newsletter 1

BAWON Bank WorkersUnion of NamibiaBAWON NEWSLETTER AUGUST 2015 | VOLUME 1, ISSUE 011

BAWON

NEW

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www.bawon.org.na August 2015 Volume 1, Issue 01

The Bank Workers Union of Namibia (BAWON) is a registered trade union which represents members in banking and financial institutions. Its purpose is to ensure that proper conditions of

employment are upheld, and that members’ personal and financial well-being are secure.

BAWON to go viral on Social Media

INSIDE

Anna Iithete

Recruitment campaign is currently in full swing in the Capital and the Bank Workers Union of Namibia office is

prepared to make a mark on social media comes August. The participation of members has prompt BAWON to commit itself to create awareness through different communication channels.

Current efforts are being made by the National Coordinator and the Shop stewards to recruit, with the guidance of the administration in finding ways to create awareness to other financial and related industries employees all around country. Knowing that most if not all our audience are part and parcel of the social media, belief is that we can as well reach our audience.

To be successful in representations and giving best legal advice, social media initiatives must focus first and foremost on the development of active and responsive principal, which is the aggregate feelings of goodwill towards a Union and the way it operates.

The social media platform will interact with the National Executive Committee (NEC), Shop Stewards and most importantly of all our general membership at large. The aim is to succeed in using social media to meet important objectives such as Union core mandate, create awareness campaigns, advocating for the interests of the staff, strategising the future of the working people, influencing non BAWON

members, and strengthening the Union capacity to unite the workforce. In a recent meeting, Kaleji Chiteta stressed that social media has a positive effects on the union, not only internal communications, but external communications to give better understanding to non BAWON members. The administration created a social media strategic plan which will help identify, plan and execute BAWON’s social media goals. BAWON recommends all members, Shop Stewards and the NEC to participate fully on the social media platform.

created a social media strategic plan which will help identify, plan and execute BAWON’s social media goals. BAWON recommends all members, Shop Stewards and NEC to participate fully on the social media platform.

Shop Stewards of the month

SG’s Desk

Judgement day

5

4

Carol OttoResearch & Communication

OfficerBAWON NEC

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BAWON Bank WorkersUnion of Namibia

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BAWON Bank WorkersUnion of Namibia BAWON NEWSLETTER AUGUST 2015 | VOLUME 1, ISSUE 01 2

This year, BAWON members continue to be in the forefront of a battle. The battle for fair

Enduring Performance Management (EPM), the race to the new cost cutting conundrum, pressure to sale financial products, pressure to deliver on unrealistic targets, job losses from the front line officers and back officers, issues of client trust, low level of trust and conflict between the Line Managers, Team Leaders and Shop Stewards, discrimination, Fragmentation of the working force, high levels of final written warnings and dismissals.

These factors combined outline the current strategies BAWON is embarking upon, and it’s a battle we cannot afford to lose. Having stated the above, we have developed programmes in place which will assist in addressing the outlined issues. These programmes will focus on awareness campaign, recruitment drive to all fourteen regions, unification and restoration of the Banking and Financial Institution’s Labour force as well as reclaiming the original purpose and vision for 21st Century Trade Unions movement.

The employees cannot keep paying the price of job losses and restructuring process in the financial sector. Our task for next year is to make our voices heard – louder than ever before – and to make sure that our issues are addressed amicably and fairly. The employers will feel the effect of the employee’s anger over job losses, dismissals and suspensions and, perhaps most strongly of all, their anger which is based on pay over EPM. Years of EPM pay have left employees struggling to feed their families, pay

their bills and manage their household finances, these are serious issues the Union has been mandated for.

BAWON have put in place a uniform work plan to be implemented to all stewards across the board, the work plan is designed to put employees to be in charge of their respective branches, departments and agencies. We know employees are very much worried about their job security, which is increasingly causing real anger and frustration to all members and non-members alike. This coming year we will be balloting for industrial action on several issues which need immediate ratification, review and implementation.

This time our members are ready to act, and our rights will be head through peaceful demonstration, advocacy and when it is necessary, industrial protests across the banking and financial institution’s workforce. The labour force spend most of their

working lives supporting others, shareholders and now we are even struggling to support our own families. We deserve fair pay and job security.

A word of caution to all Line Managers and Team Leaders, we know who is complying with the rules of engagement and who is not, we know who is with us and who is not. We are busy building our case and bring culprits to the book. Disrespecting and favouritism of employees cannot be tolerated, the culprits will face the wrath of the Law. Next year our biggest challenge and our greatest opportunity will be to fight the identified loopholes. We need to build a strong and effective labour force to compete at international level.

This year, we’ve recruited new staff members– building our strength for the battle ahead. History have proven that when we stand together, we can win – whether that’s local industrial action, organising in new workplaces, or campaigning against any discrimination, nepotism, tribalism etc. Now we need to step up the fight on decent work, job security and against the EPM agenda to position ourselves towards Vision 2030. It is a challenge we can win together.

SG’s Desk

“Our task next year is to make

our voices heard – louder than ever before –

and to make sure that our issues are addressed amicably and

fairly.”

Thomas MuchimaSecretary General


Lourencia Rodrigues an employee from R&R department in Town

Square Windhoek, initiated voluntarily with BAWON to be a Shop Steward. Without undergoing any training from BAWON, she took the obligation upon herself to serve her colleagues as she realised there were departmental issues that needed urgent attention.

She has pledged that the key focus area she wants to embark upon in her department would be to create a Disciplinary Enquiries (DE) free zone area, a friendly working atmosphere, productive and to maintain 100% BAWON membership.

The BAWON National Co-ordinator with Lourencia attended a grievance meeting that affected one of the employee within her Department. During this Grievance meeting, it was highlighted that there were departmental issues that not only affected employees but also employers as well.

This led to the pipeline of the establishment of a social dialogue forum that will be implemented soon in her department to bring all parties to the drawing board. The dialogue shall consist

of employers, employees

and the Union Officials. The main purpose of the dialogue shall be to address issues of mutual concerns such as discrimination, EPM, targets, favouritism and establishment of productive culture.

For all the efforts put in by Lourencia it can be seen that she is doing her outmost best to better improve and protect the rights of her fellow colleagues within R&R department.

Lourencia Rodrigues

The sky’s the limitThriving on passion

‘‘Create a D.E free zone area, a friendly working atmosphere

and to maintain 100% BAWON membership’’

Shop Stewards of the month

Diana Kamendu volunteered to be a Swakopmund branch

Shop Steward. She is focused and dedicates most of her time to sort out branch issues. For the past months, BAWON has been receiving less complains from her branch which clearly shows that she is busy addressing the issues at hand.

She is currently in the process of handling major branch concerns, BAWON picked up that there are a lot of disputes among the staff at their branch and she pledges to address them as a collective interest. “With BAWON’s help, I am in the process of establishing branch social dialogue forum to address issues of mutual concern. We will not subject ourselves to discrimination and favoritism in our branch,” Kamendu stressed.

Recently, Kamendu attended a Disciplinary Inquiry (DE) of a non BAWON member in her branch. It should be noted that she did not undergo

any training whatsoever, but with the close guidance from the Union and her own determination to do things for others she assisted well, which resulted in a positive outcome of the DE and the job was secured.

“We need to accelerate our recruitment and take grievances very seriously. We need to speak with one voice, it is time to change our mindset. Comrades, let us defend the rights and interests of our members effectively. Let us build a strong and a united front together,” she said.

Kamendu call to all Shop Stewards to take charge of their respective branches.

Diana Kamendu

‘‘We need to speak with one voice, it is time to change our

mindset’’

Diana KamenduShop Steward, Swakopmund

BranchLourencia Rodrigues, R&R Department, Town Square,

Windhoek.


I would like to discuss few issues in my field of expertise which is affecting the BAWON members and non-members

at large, thus being worrisome to the BAWON office. It should be highlighted that my core responsibilities is recruiting, representing employees and the coordination of the Union activities to service the members.

Judgement Day That being said, it is a known fact that most employees are losing their Jobs through disciplinary measures. These measures do not only mean a Disciplinary Enquiry (DE) but also involves progressive corrective measures which are warnings. In most cases the progressive disciplinary measures starts from a verbal warning

and the uppermost being a final written warning. In some instances, the offence can be very serious and it may commence with a final written warning rather than the genesis of a verbal or written warnings.

Usually, we always advise our members that for one to have a better chance to be safe in a working environment, he/she should avoid any sorts of warnings and adhere to all work related policy, seek advice from BAWON if he/she does not understand a certain policy. Further, the Employee Relations Department/Human Resource is there to assist employees and if they feel some uncertainty, they should not be reluctant to contact them. The avoidance of any unnecessary warnings could help one to gain a positive outcome from a Disciplinary Enquiry and have clean record.

If one feels that a certain warning given is unfair then they should appeal the warning through BAWON within five working days provided there is relevant ground of justifications of the appeal. Disciplinary Enquiry notice is usually given three working days prior the D.E. However, employees should understand that before a D.E date is set the Forensic Crime Control (FCC) are already conducting their investigation and compiling evidence in-chief that shall be presented by the Bank. It is for

this reason, employees are advised that they consult BAWON immediately when they suspect upcoming D.E’s or when they are in consultation with FCC.

Cry out loudGrievances are seen as a significant right an employee can practice. With a grievance the power is within an employee. It is ones chance to complain or report of any irregularities within your branch, department and/or agency. A grievance can be against your colleague, team leader and or line manager. A grievance is better compiled and drafted with the aid of BAWON. A grievance can be launched individually, branch, department and / or agency dissatisfaction, and must be noted it can be a complaint about anything that has a negative impact on an employee.

Employees should understand that they will not be discriminated when they file their grievances because the Union will protect and defend them from all forms of unfair labour practises. When one is discriminated as a result of launching a grievance, one should consult BAWON immediately. The Union is also encouraging the employees to send in as much grievances to BAWON so as we build a framework in place for a sound industrial relations which shall be beneficial to the well-being of the employees and employers alike.

It’s time for change

Most employees and employers do not see the advantages of building a close relationship. It is a known fact that most are still living in the ancient

times of “boss and worker” or “us and them”. This mentality brings gaps between employers and employees which hampers any development of close relationships. The establishment of a strong relationship in place contributes to employees to be more productive, more efficient, create less conflict and be more loyal. Most employers have the impression of neglecting close relationship with their staff,

this thus arising too many frictions as well as an unpleasant atmosphere within the working environment. There are various ways for employers to develop a close, strong relationship with employees. This can be done by means of; motivation, delegation social dialogue and effective communication.Creating a sound and efficient work environment with good management and a strong employer- employee relation can be the vital key to any success or failure. They say a happy workforce is a productive workforce.

Crisis of the Employer and Employee Relationship

Chiteta Kaleji, BAWON NC


TUCNA pledge to fight for workers’ rights

Anna Iithete

‘‘It is important for workers to unite

irrespective of their trade union affiliations to address their challenges

and issues of mutual interests’’

Anna Iithete

Trade Union Congress of Namibia (TUCNA) co-joined by its affiliates celebrated International Workers’

Day (May Day) in Lüderitz on the first day of May this year. TUCNA’s president, Paulus Hango said the federation will continue to fight and defend the interest of the workers.

The event was celebrated under the theme “Dynamic Workforce is a Must in These Trying Times”. From BAWON, took along all its Full-time Union officials, President Yvonne Mouton and Desiree Coetzee the Public Relations Officer attended the occasion hosted by Lüderitz Shop Steward, Sophia Ntshibe.

An official introduction of the TUCNA development policy proposal document was made during the May Day celebration, which was developed by all structures and membership of the federation.

In her speech, BAWON’s president declared that Lüderitz is the mother city of Namibia and it is assumed that the first commercial bank (Standard Bank) was established there on the 19th August 1915. “We commemorate and have an appropriate opportunity to reflect what started here and ponder on the following questions: Do we receive benefits in

line with our time, talents and energy? Are we able and willing to complete the tasks within the desired time frame? Are we able to divorce personal issues and employment demands? Finally, does our commitment reflect our choice or does our choice reflect our commitment? ” Mouton emphasised.

TUCNA, Secretary General Mahongora Kavihuha, stated that there are still challenges to fundamental human rights crisis. Kavihuha further stated that the association has interrogated the social dialogue regime in Namibia with a view of transforming the rules of engagement. The current engagement does not serve the purpose for the tripartite (workers, employers and government).

It is known that most workers do not know their rights. It is important for workers to unite irrespective of their trade union affiliations to address their challenges and issues of mutual interests.

BAWON Secretary General, Thomas Muchima declared to the labour force gathered at the stadium that we will face up to any threats, intimidation, challenges and we are prepared to defend the rights and the interests of our members. He further acknowledged that achieving their rights as citizens and their rights as a labour force will not be easy, the road is rough and tough. It is the fact we all need to face eventually, this day should indeed be celebrated together on our successes and failures. This were remarks he made while addressing the May Day celebrations in Lüderitz.

Even though the event brought comrades from all parts of Namibia, greatest support was given by Namibia Seaman and Allied Workers Union (NASAWU) members, who joined the match in numbers to the

stadium in strengthening the workforce support.

TUCNA is a member of Southern Africa Trade Unions Coordination Council (SATUCC) and affiliated to the International Trade Union Confederation (ITUC), which represents millions of workers through its affiliated organizations within 155 countries and territories in the world.

Coetzee stressed that they are always reminded that opportunities never return. “I therefore, encourage you all to adopt a spirit of win-win negotiation approach as part of your everyday operations at your workplace” she says at the affiliates networking braai held at Timo’s lodge with NCCU, TUN, PSUN, NRAWU & NBWU leaders.

Speaking to the audience at the braai, Muchima was of the opinion that they must strive to transform the idea of the 21st Century Trade Union Movement. We need to put proper labour mechanism in place so we may be able to withstand the pressure of globalization and be the labour force of better services and become more advanced knowledge economy to position ourselves as a logistics and financial hub of Africa.

Anna IitheteAdministrative Secretary

BAWON


Obtained from adaa

When you’re feeling anxious or stressed, these strategies will help you cope:

Talk to someone. Tell friends and family you’re feeling overwhelmed, and let them know how they can help you. Talk to a union official or Shop Steward should it be work related for professional help.

Do your best. Instead of aiming for perfection, which isn’t possible, be proud of however close you get.

Accept that you cannot control everything. Put your stress in perspective: Is it really as bad as you think?

Welcome humor. A good laugh goes a long way. Maintain a positive attitude. Make an effort to replace negative thoughts with positive ones.

Get involved. Volunteer or find another way to be active whenever possible, which creates a support network and gives you a break from everyday stress.

Learn what triggers your anxiety. Is it work, family, school, or something else you can identify? Write in a journal when you’re feeling stressed or anxious, and look for a pattern.

What you can do about the Ask yourself sources of your stress. Think through the pros and cons. Take action where you can.

Stand up for yourself in a polite way. Share your feelings, opinions, or beliefs, instead of becoming angry, defensive, or passive

Tips to Manage Anxiety and Stress

Don’t let stress hijack your life

Keep yourself busy

Distract yourself from negative thoughts

of the general population experiences at least “some stress” every two weeks. Your body can not tell the difference between small stress and big stress

of healthcare costs are associated with chronic illness — and stress is the No. 1 cause of chronic illness

FAST FACTS

75%42%


Around Town

They are called BAWON patriots, they just make things happen. Isaak Narib flanked by Desiree Coetzee and Elmarie Hansen, posing for a picture shortly after the strategic meeting in Windhoek.

Happy moments, a Shop Steward (Diana Kamendu) and her loyal members after the morning briefing, Swakopmund Branch. Embarking on working together and retransforming working environment to the better.

Secretary General Thomas Muchima (left), National Coordinator Chiteta Kaleji (right) and Administrative Secretary Anna Iithete (second right) pose with Lourencia Rodrigues during her visit at the BAWON office.

Trade Union Congress of Namibia (TUCNA) President Hango, addressing the working force on May Day, 2015 Celebration in Lüderitz.

International Workers Day (MAY DAY) Celebration, 2015 Lüderitz.


Highlight on Public Dialogue on TUCNA Developmental Policy Proposal for Namibia

Publication on public dialogue on TUCNA Development Policy Proposal, which took place at Nice Restaurant on the 16th of June 2015. The dialogue discussion was attended by Ms. Bience Gawanas (Commissioner of Social Affaires- African Commission), Tarah Shaanika (CEO- NCCI), Kavihuha Mahongora (Secretary General, TUCNA), Mr. Godfrey Kanyenze (Director Ledriz - Zimbabwe) and Mr. Klaus Schade (Economist). From BAWON side, Thomas Muchima the Secretary General was accompanied by his Executive member, Desiree Coetzee the Information & Publicity Officer.

The publication was meant to address poverty related concerns by formulating policies that can address socio-economic challenges in Namibia. In order to bring about the desired development with the respective Namibia Community,

socio-economic issues needs to be addressed. Therefore, the proposed development policies focusses on the following key areas of development; Economic Transformation and Job Creation, Governance and Participatory Democracy, Redistribution and Sharing of Resources and Social Development.The Secretary General of TUCNA, comrade Mahongora Kavihuha stated that; an emerging and committed group of young unionists with appreciable measure of training and positive self-exposure have embarked on a course that seeks to transform trade union into the revolutionary agent of change that they ought to be in 21st Century.

He further said that, despite the significant achievements made over the years, Namibia like its neighbours in the SADC region experiences continuous challenges of high levels of unemployment, inequality and poverty. At regional level, these contained in ‘‘Alternatives to Neoliberalism in

Southern Africa’’ (ANSA) clearly state development is not just about economics. It includes human rights, community rights and the right to self-determination.

Highlight on Public Dialogue on TUCNA Developmental Policy Proposal for Namibia

There is ambivalence about intra-union competition. Some people can see this as an advantage while others as a detraction

from a united voice. There is however, unequivocal support for the fledgling efforts to forge unity, which is evident in BAWON.

Shop Stewards are now standing there grounds to implement their core mandate and transform the workplace into a liveable environment. The matter of trade union unity and how best to pursue it should be re-examined at shop level, and to do that require effective consultation, strong membership participation and sound social dialogue. Statement made at BAWON strategic meeting, held in Windhoek at PSUN Complex on 28 May, 2015.

Desiree CoetzeeInformation & Publicity Affairs

Officer, BAWON NEC

Intra-union Competition

Jason ImmanualVice President

BAWON


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Contact Our Editorial TeamPublished by BAWON Information & Publicity Department3929 Verbena StreetP.O.Box 23282, WindhoekTel: +264 61 217 964Fax: +264 61 212 [email protected]

Editorial Board: Anna Iithete, Thomas Muchima and Desire CoetzeeEditor: Thomas MuchimaReporters: Chiteta Kaleji, Cecilia Kantana, Diana Kamendu, Lourencia Rodrigues and Carol Otto


Office of the Secretary General | 3929 Verbena Street, Khomasdal, Windhoek | P.O. Box 23282, Windhoek | Tel: 061 217 964 Fax: 061 212 978 | Email: [email protected] | www.bawon.org.na

Mr. Mrs. Miss Ms. Other

Tick (√ ) one:

Surname: ................................................................ First Name(s): ................................................................

I.D. Number: .......................................................... Date of Birth: ................................................................

P.O. Box Number: .................................................. City/Town: ....................................................................

Telephone (Work): .................................................. (Cell): ............................................................................

Email: .....................................................................

EMPLOYMENT DETAILS

Name of employer: ............................................... Branch Name/Code:.....................................................

P.O. Box: ................................................................. City/Town: ....................................................................

Telephone: .............................................................. Fax: ................................................................................

Email: ......................................................................

Employee Number: ................................................. Position held: .................................................................

Division/Department: ............................................

SUBSCRIPTION and SIGNATURE

I, the undersigned, understand and agree to the subscription fee of 1% of my monthly salary, payable to:

Bank Workers Union of Namibia (BAWON).

Applicant’s Signature: ....................................................

Date: ....................................................................................

Shop Steward’s Signature: …………….…………………..

BAWON National Co-ordinator: .........................................


The Bank Workers Union of Namibia (BAWON) is a registered trade union which represents members in banking and financial institutions. Its purpose is to ensure that proper conditions of employment are upheld, and that members’ personal and financial well-being are secure.

Membership Application Form

Office use only.

Approved

Not Approved

Name: .........................................................

Signature: ...................................................

FORM NUMBER


The Bank Workers Union of Namibia (BAWON) is a registered trade union which represents members in banking and financial institutions. Its purpose is to ensure that proper conditions of employment are upheld, and that members’ personal and financial well-being are secure.

BAWON’s scope includes:

• Banks • Insurance Companies • Insurance Brokers• Stock Exchange • Stock Brokers • Auditors and Accountants• Asset Management • Unit Trust • Pension Fund• Medical Aid Funds • Money Lenders • Estate Agents• Bureau de Change


“In the business world, you don’t get what you deserve, you get what you negotiate”

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