Setting it right while we still can

While the social affairs committee in parliament is discussing what is being described as a forward-looking new law on industrial and employment relations, it is already very much apparent that this law does not address all of the right channels - at least in the civil service - with which to effectively solve, and possibly avoid, industrial disputes.

Over the last couple of weeks, the UHM has made it amply clear that there is the need to introduce appropriate mechanisms that should serve to maintain harmonious industrial relations within the new law, namely mechanisms such as conciliation, mediation and arbitration.

In simple terms, these three words refer to the procedures which should be set in motion when negotiations fail to register an agreement between the parties involved. These measures also ensure a fair and impartial outcome to a deadlock.

That these mechanisms do not already exist in our laws is already bizarre. What is worse is the fact that these mechanisms are already in place for private and parastatal organisations, but not for the public service employees. With what result, and at what cost?

As a result, when in the civil service the negotiators cannot reach an agreement and none of the parties is willing to concede to the other party, the negotiators have no other avenue with which to seek redress for their issues. Which in turn results in having to take industrial actions.

The ambulance drivers' dispute is a case in point. The UHM never intended to take actions in the first place.

But as the current law stands, it is limited in providing for alternatives to industrial actions. The actions, which have been carefully selected so as to minimise any inconveniences, had to be taken in view of the fact that the UHM could not opt for any other alternative.

Sadly, it is no different in the new law that is currently being discussed in parliament. But it is not too late yet.

Meanwhile, it is both these workers and the public who pay (quite literally) for this incongruity in the law. The allowances which the UHM is requesting for the ambulance drivers amount to no more than Lm10,000 yearly. But the measures which are being taken to counter these actions have already cost the public coffers in excess of this sum.

All of this could have been avoided. The UHM trusts that its appeal for a settlement is not thrown to the winds. The UHM will continue to work towards a positive industrial relations approach.

Meanwhile, the public is being asked to understand that ambulance drivers are workers like everyone else. Just because they provide a sensitive and delicate service does not mean that they should not stand up for their rights.

The nature of their work should not be the reason for which they should silently accept to have inferior working conditions.