4 hours ago
6
Senior Reporter
Newly elected Banking, Insurance and General Workers Union (BIGWU) president Debbie-Ann Ottley says the union will not automatically accept the 10 per cent wage settlement being used as a benchmark in sections of the public sector, insisting that each negotiation must be guided by the circumstances of the company and, ultimately, the mandate of workers.
Ottley, who is preparing to take the helm of the union following its recent elections, said BIGWU’s priority will be securing the best possible settlement for its members in the shortest possible time, particularly as prolonged negotiations reduce the real value of back pay.
“We understand and we note the 10 per cent and that issue that really affects a lot of the workers. But we have to really focus on what we can do for our members and what will be the best output and benefit for them,” Ottley said.
“What persons need to remember is that the longer you take to get the money, the more it is eroded. So we want to get the best possible output, the best possible payment for each member in the shortest possible time.”
Ottley said BIGWU recently met with officials from the Ministry of Finance as it seeks to advance negotiations involving the Caribbean Industrial Research Institute (CARIRI).
She noted that collective agreements at several of the union’s other bargaining units are either current or have recently been settled, including agreements involving First Citizens and the Central Bank.
Asked whether BIGWU would follow the precedent of accepting a 10 per cent wage increase, Ottley said it could not be treated as a one-size-fits-all formula.
“In certain instances, because you also have to consider and understand the ability to pay for an organisation and the timeframe in which that 10 per cent is being offered,” she said.
Ottley pointed out that some of the wage periods associated with the 10 per cent settlement date as far back as 2015 to 2018, while BIGWU may be negotiating agreements covering much more recent periods.
“We have to take all those things into consideration. And that is when we also go back to our members to get a mandate to say, ‘Well, listen, are you all willing to take this?’”
Digitalisation and downsizing
Beyond wages, Ottley identified digitalisation and corporate downsizing as two of the major challenges she expects BIGWU to confront during her tenure.
She said while technology can improve efficiency, employers must resist using digital transformation in a manner that eliminates the human element of service and unnecessarily displaces workers.
“Digitalisation is a big thing, and many organisations are downsizing. There are a lot of issues that will impact our members, and we have to be on the same page and a step ahead of management and the businesses that are really incorporating it,” she said.
Ottley argued that the public is already experiencing some of the drawbacks of highly automated customer-service systems, where accessing a human representative can become difficult.
“Yes, we understand that you all want to digitalise, but we need to have balance. We need to be able to still bring in the workforce, and we are still important. The workforce is very important in organisations.”
Communication a priority
Ottley said improved communication between BIGWU’s leadership and its membership will be one of the pillars of her presidency.
She said dissatisfaction within unions can often grow when workers believe they are not being properly informed about negotiations, disputes or decisions affecting them.
“The major thing in this organisation that I am really pushing forward is communication,” she said.
“Most of the issues, problems or dissatisfaction come from the lack of communication. People don’t know what is going on, when it is happening, and they want to be informed.”
Ottley said bargaining proposals must therefore reflect what workers themselves want rather than simply what union executives believe is best.
“Members have to be a part of it. They have to say, ‘Yes, they’re willing to take this,’ or ‘No, they’re not willing to take this.’”
Ottley also signalled that BIGWU would maintain an independent posture as organised labour engages the Government on the Workers’ Agenda and other national issues.
She said she expects to participate in upcoming labour movement discussions surrounding the national budget, but insisted her decisions will not be determined by political loyalties.
“I am not interested in a political party or a side,” Ottley said.
“What I’m interested in is what would get the members the best. This is what we are here for, and we have to defend our workers and really fight for what they deserve and what they need to have.”
Stronger protections for women
Ottley also intends to push for stronger workplace protections addressing issues disproportionately affecting women.
She said BIGWU has been examining how collective agreements can better address menstrual health, menopause, postpartum challenges and mental health, while drawing on relevant International Labour Organisation conventions.
“These things are real issues, and persons are really affected by them,” she said.
Ottley said the union wants to eventually standardise stronger provisions across companies where BIGWU represents workers.
Describing herself as a “fierce individual” who has always been uncomfortable with injustice, Ottley said her years in the labour movement have prepared her for the presidency.
“I have been in the labour movement for a very long time. I have that level of passion and experience to really move it forward,” she said.
She thanked members for placing their confidence in her team and promised that the commitments made during the election campaign would now have to be translated into action.
“I have made a commitment through the manifesto that lays out exactly what we plan to do and how we plan to do it, and with the support of our members, we will get it done.”
English (US) ·