Komatsu Botswana operations under scrutiny
The Botswana Mine and Allied Workers Union (BMWU) has demanded that Komatsu Botswana complies and fulfils its statutory obligations under International Labour Organisation (ILO) Convention 176 and its corresponding provisions under the Mines Quarries Works and Machinery Act.
The unions argue that Komatsu Botswana should be directed to establish a joint inspection team made up of representatives from Management, Department of Mines and Botswana Mine Workers Union to inspect the standard of safety at Komatsu Botswana operations.
In its petition to Komatsu Africa Holdings, the union said the petition is anchored by the prolonged allowance negotiations, management's refusal to disclose relevant information to the Union, and discriminatory policies.
According to the union, Komatsu Botswana management is tactically delaying the conclusion of the negotiations and the review of the revulsion policies in order to deprive workers of their right to decent remuneration and equal treatment.
BMWU said this deception by management has resulted in numerous disputes being declared on every engagement, forcing parties to appear in court one after the other.
“A trend that the Union believes is detrimental to the company's long-term viability. Employee wages and allowances in Komatsu Botswana have been stagnant for many years with no improvement, undermining the concept of decent work and economic growth in Botswana (productive at work and fair income), this is despite the company's commitment to its employees' welfare, which includes living standards and employee health.
“There is no doubt that the recent spike in the country's inflation over the last two years has resulted in a rise in utility and medical costs which necessitated a responsible employer alleviating employees' hardship in order for them to access better medical care and utilities, as these are both basic needs,” the petition that was handed to Komatsu Botswana, reads.
BMWU argues that beginning in 2019, the Union has presented a proposal to the bargaining forum on several occasions for the adjustment and the provision of equal benefits for all employees of some basic needs allowances, such as medical aid, housing, transportation, and pensions.
'Komatsu management has not been providing equitable benefits to employees since the company's inception in Botswana,' the union said.
BMWU believes that this practice by Komatsu Botswana management puts the company at risk of reputational damage, bad publicity, and a poor reputation, all of which have a negative impact on sales, employee morale, and retention, as well as the business relationship with partners and investors.
“All efforts made by the Union to alleviate employees' hardship on basic necessities of life and to close disparities and divisions intentionally caused by your management among employees were rejected by your management on the grounds that they did not have mandate.
“This is clear evidence that your management does not care about the well-being of its employees; how can they claim that they did not have a mandate on issues that have been on their table for nearly four years?” the petition reads.
The union has demanded that Komatsu Botswana management adjust employees’ basic necessity benefits or allowances as proposed by the Union, in order to improve their living conditions during their employment and beyond.
“We demand that you instruct your management to eliminate forthwith disparity or unequitable benefit distribution among employees by extending certain benefits such as housing and transportation to those who are currently not receiving them.
“That you instruct your management to return to the negotiating table, rather than the court approach preferred by your management, in order to dialogue and amicably close presented issues in accordance with the concept of decent work and economic growth.”
According to BMWU, the payment of the 13th cheque and the 3 percent across-the-board adjustment became a contentious issue between the Union and the management of Komatsu Botswana.
Management's contention was that employees who were laid off in July 2023 but had been in the system for the previous seven months (January to July) were not entitled to both the 3 percent across the board adjustment and the payment of the 13th cheque because they were no longer employees of the company.
The Union contends that those employees were entitled to both payments because the 3 percent across-the-board payment was made retrospectively from April 2023, when they were still employed by the company, and that the 13th cheque payment should be prorated and paid from January to July 2023.