All the exposes on CWSK are meant for the ears of the Director of Public Prosecutions and other relevant government bodies.
Dear Noordin Haji, Ministry of Labour and Concerned Authorities,
Serious Human Resource issues that requires your attention.
Contract duration for staff maintained at 1 year (over 170 sacked, what s this?)
The organization employs personnel on a one year period. It may not be illegal to award all employees one year contract but the intent is what that worries the employees. It has always been used as a way of intimidation in the organization. This has led to lack of independence in the line of duty hence compromising their integrity.
Is it in order for a government agency to issues all calibers of staff with a one year contract? Isn’t it against the labour laws?
This way of managing staff is a clear violation of labour laws especially happening in a government agency.
NB: – these contracts are signed at the end of the financial year which means that staffs work the whole period without an existing binding contract which makes them vulnerable.
This kind of contract also makes it difficult for staff to get long term loans from banks as there is no job security and the employer can only guarantee for a one year repayment period .The CWSK staff are therefore not able to develop themselves and only rely on salary payments to meet their daily living expenditures.
Lack of Medical Cover and Pension Scheme
All staffs in CWSK don’t have an existing medical cover despite the fact that the allocated Human Resource budget is enough to cover for the Medical and also accommodate a Registered Pension Scheme. It’s very odd for a government agency to lack such basic benefits though this is explained by the constant transfer of Recurrent funds to Development Funds account .This is done so as to accommodate the overboard fraudulent ways of the C.E.O which can only be achieved using development projects .
There already exists a negotiated NHIF Enhanced benefits cover of around 30 Million Kes per financial year which the C.E.O has refused to okay as it would reduce her funds to be misappropriated kitty.
Though the two benefits are not mandatory, it’s a precedent that has been set in govt agencies and you’d expect the organization to follow suit.
Late payment of staff salaries.
Staff welfare has never been a priority to the C.E.O (Irene Mureithi).This is why in most cases salaries delay by even more than two months due to mismanagement of the funds received.
Having funds in the Development account is always the priority for the C.E.O ,this means that in case of shortage ,funds will always be moved from the salary and thus affecting the staff salary payments.
The government has always funded the agency and in fact the Human Resource Budget is grown by a certain percentage to cover to staff salary increment. This, however is not the case with the haphazard employment and dismissal of staff meaning staff salaries are rarely increased
Lack of priority when it comes to key Performance Indicators.
We have had a challenge with the C.E.O due to lack of priorities. As it stands, we have the capacity of supporting OVC outside household in every county with a minimum of 320 children. That is without the earmarked Arid and Semi-Arid County which has a bigger problem with drought and hunger –in addition to culture.
As it stands now, we are supporting approximately 2,000 OVC children. As per the performance contracting, we are supposed to reach around 6,000 OVCs children. What we normally do, we multiply the number by three terms.
If you go to the Temporary places of safety, you will note children who have been sent away from school due to lack of fee payment. In some instances, fees are in arrears of two terms.
CHILDREN ARE REALLY SUFFERING. We demand quick response.
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