regularization of casual of casual workers in phcn
Why We Have Casual Workers – PHCN
Speaking in Lagos at a recent sensitisation programme organised by the body’s Anti-Corruption and Transparency Unit (ACTU) for the Ikeja Zone, the General Manager in charge of Human Resources at PHCN, Mr. Olumuyiwa Olusoga, however stated that the report of a recent verification of these casual workers was awaiting the approval of the PHCN management.
He noted that casualisation of workforce was not a PHCN policy but a temporary arrangement that was meant to address specific problems in the organisation.
“You will recall that for over 15 years in this country, there had been an embargo on recruitment in the public sector. What we have had over those years had been ad-hoc, unsynchronised and uncoordinated efforts at getting our jobs done. You know the nature of our industry; it is not an industry that can wait for one day or for a period of time for you to energise. For instance, if you build a sub-station today and you energise it, you must put an operator there immediately. So, for such reasons, an industry like ours – the power sector, cannot wait,” he said.
He said the first time the organisation embarked on the recruitment of casual staff was in 1992/1993, when it wanted to carry out an enumeration of its customers.
“This was supposed to be a project that was time-bound and properly defined within time and space. So, it was supposed to be effective within a period of time and those recruited specifically for that purpose discharged. A lot of Youth Corps Members were brought in at that time to do the job, but somehow, they were kept on; they were recycled and sent from one location to the other. Today, much more to our discomfort, many of them are still in the system as casual workers,” he said.
He noted that most of the casual workers were not recruited at the PHCN Corporate headquarters but the Zonal and Business Unit levels.
Olusoga however disclosed that the organisation had verified the affected workers to establish their number, qualification and experience, pointing out that the report of the management on what to do with the affected workers was being awaited.
“Don’t forget that I had said that we had a challenge of embargo on recruitment because our recruitment process is a structured process that takes specific numbers and quality of staff on a yearly basis. We go to various higher institutions and NYSC camps to recruit but the last time we did that was over 15 years ago. So, the issue of casualisation is not a company policy; it is not a permanent thing; it was a temporary arrangement that was meant to address specific problems,” he added.
Electricity workers under the aegis of the National Union of Electricity Employees (NUEE) have threatened to embark on indefinite strike action, over the casualisation of PHCN workforce, among other issues.
He noted that casualisation of workforce was not a PHCN policy but a temporary arrangement that was meant to address specific problems in the organisation.
“You will recall that for over 15 years in this country, there had been an embargo on recruitment in the public sector. What we have had over those years had been ad-hoc, unsynchronised and uncoordinated efforts at getting our jobs done. You know the nature of our industry; it is not an industry that can wait for one day or for a period of time for you to energise. For instance, if you build a sub-station today and you energise it, you must put an operator there immediately. So, for such reasons, an industry like ours – the power sector, cannot wait,” he said.
He said the first time the organisation embarked on the recruitment of casual staff was in 1992/1993, when it wanted to carry out an enumeration of its customers.
“This was supposed to be a project that was time-bound and properly defined within time and space. So, it was supposed to be effective within a period of time and those recruited specifically for that purpose discharged. A lot of Youth Corps Members were brought in at that time to do the job, but somehow, they were kept on; they were recycled and sent from one location to the other. Today, much more to our discomfort, many of them are still in the system as casual workers,” he said.
He noted that most of the casual workers were not recruited at the PHCN Corporate headquarters but the Zonal and Business Unit levels.
Olusoga however disclosed that the organisation had verified the affected workers to establish their number, qualification and experience, pointing out that the report of the management on what to do with the affected workers was being awaited.
“Don’t forget that I had said that we had a challenge of embargo on recruitment because our recruitment process is a structured process that takes specific numbers and quality of staff on a yearly basis. We go to various higher institutions and NYSC camps to recruit but the last time we did that was over 15 years ago. So, the issue of casualisation is not a company policy; it is not a permanent thing; it was a temporary arrangement that was meant to address specific problems,” he added.
Electricity workers under the aegis of the National Union of Electricity Employees (NUEE) have threatened to embark on indefinite strike action, over the casualisation of PHCN workforce, among other issues.
