GES: TEWU Issues Two-Week Ultimatum on Non-Teaching Staff Welfare

• TEWU has issued a two-week ultimatum to GES, universities, and other stakeholders to address unfair treatment of non-teaching staff.
• The union's eight key demands include prompt payment of outstanding overtime allowances and decoupling of ranks from positions.
• Non-teaching staff face discrimination, delays in payment of remuneration, and poor working conditions, contrary to the Labour Act, 2003 (Act 651).
• Compliance officers and lawyers should take note of TEWU's demands and ensure that employers meet their obligations to non-teaching staff.
• Failure to address these concerns could lead to industrial actions and disruptions in educational institutions across Ghana.

The union said such practices were contrary to the Labour Act, 2003 (Act 651), stressing that non-teaching staff formed an integral part of Ghana's education system and should not be neglected.

The Teachers and Educational Workers' Union (TEWU) has issued a two-week ultimatum to the Ghana Education Service (GES), universities, and other stakeholders to address the unfair treatment of non-teaching staff in educational institutions across the country. According to TEWU, its members face discrimination, delays in payment of remuneration, unfair labour practices, inadequate recognition, limited career progression, and poor working conditions. These issues are contrary to the Labour Act, 2003 (Act 651), which emphasizes the importance of non-teaching staff in Ghana's education system. TEWU has outlined eight key demands aimed at addressing these concerns, including the prompt payment of outstanding overtime allowances, decoupling of ranks from positions, and implementation of responsibility allowances for Unit Heads. The union also called for the urgent recruitment of non-teaching staff to augment the existing workforce and the restoration of its representatives on governing councils of universities and colleges of education.

The Labour Act, 2003 (Act 651), provides a framework for the protection of workers' rights in Ghana. The Act emphasizes the importance of fair treatment, remuneration, and working conditions for all employees, including non-teaching staff. TEWU's demands are based on this legal framework, which requires employers to provide a safe and healthy work environment, pay wages on time, and promote career progression. The union's call for decoupling of ranks from positions is also in line with the Act, which prohibits discrimination against employees based on their position or rank. Compliance officers and lawyers should take note of these legal requirements and ensure that employers are meeting their obligations to non-teaching staff.

The TEWU ultimatum highlights the need for stakeholders to address the welfare concerns of non-teaching staff in Ghana's education sector. If left unaddressed, these issues could lead to industrial actions and disruptions in educational institutions across the country. The union's demands are not only a matter of fairness but also a necessary step towards improving the efficiency and effectiveness of the education system. By investing in the welfare of non-teaching staff, employers can promote job satisfaction, reduce turnover rates, and improve overall performance. Compliance officers and lawyers should work closely with stakeholders to ensure that these demands are met within the two-week ultimatum period.

Lawyers and compliance officers should watch for the potential implications of TEWU's ultimatum, including possible strikes or industrial actions by non-teaching staff, which could disrupt educational institutions across Ghana.

Source: Original reporting via The Ghanaian Times