Employees stakeholder and corporations Introduction A stakeholder is any individual or organization that is affected by the activities of a business. They may have a direct or indirect interest in the business, and may be in contact with the business on a daily basis, or may just occasionally. The main stakeholders are:
Shareholders (not for a sole trader or partnership though) ± they will be interested in
their Dividends and capital growth o f their shares.
Management
and employees ± they may also be shareholders ± they will be interested
in their job security prospects and pa ys.
Customers and suppliers.
Banks and other financial organizations lending money to the business.
Government ±
especially the Inland Revenue and the Customs and Excise who will be
Collecting tax from them.
Trade Unions ± who will represent the interests of the workers?
Pressure Groups ± who are interested in whether the business is acting appropriately
towards their area of interest.
But our main focus is on employees¶ stakeholders and to observe how a specific organization is going to satisfy their interest.
1
Classifying ssifying
Employees as a sta stake keh holder
Employees are important stakeholder in any firm. Few stakeholders are as important as its workers. A world wide company has to invest a lot to satisfy its worker¶s interest. Staff has a big interest in the success of the company. They contribute to the firms in fundamental ways. However employees actually constitute the firm. They are in many cases the important factor or resource of the firm. Employees are greatly affected by the success or failure of the firm, having an investment of experience and specialized skills, accrued resources and personal relationships and are dependent upon their employer¶s success through income or equity. From the organization¶s perspective employees have significant influence on the firm and as such high power related to other stakeholders. Despite holding stakeholder attribute of high power and high legitimacy employees are not assured of fair treatment by their employers. So by keeping in mind employee¶s value as an important stakeholder we are going to focus on following important points.
Employee¶s sa safety and health lth issues
Whether Employees at the field work ensure safety conditions or not? Supervisor¶s role in safety
o f safety act or not? Whether there exists any sort of What are the other problems faced by employees of field work? Whether engineers provide proper guidance or not?
e xploitation exists mainly we will discuss work over load To what extent employees exploitation
2
Employees tra training ining and development Are they trained regularly? What kind of training and development procedures they have employed?
o f these training? What are long term impacts of Pay
pla plans, allowa llowances and service benefits
Basic factors of pay rates whether pay rates are determined on seniority level or their
skills are given importance. distributed distrib d istributive utive justice is mainly concerned How the pay rates are distributed Different benefits in addition to pay rates
No of working hours and limit limit of o f over time hours No
Eth Et hics, f air trea treatment and justice What determines the ethical behavior at work Role of employer, employees, organizational culture and company Whether distributive, procedural and interactional justice exists there How managers use personnel methods to promote ethics and fair treatment Whether employees discipline and privacy is maintained or not How they manage dismissals whether they adopt a proper procedure or not
Labor unions Lastly we will discuss about the un ions and their related laws existence of labor unions union elections and how often they are held Whether labor unions work in the best interest of employees or not?
For this purpose we have chosen ³SUI NOR TH THEREN GAS PIPELINES LIMITED´
3
Introduction of compa company The Sui Northern Gas Pipelines Limited (S NGPL) NGPL) is the largest integrated natural gas company in North North & Central Pakistan through an extensive network in Punjab and Khyber-P Khyber-Pakhtunkhwa. S NGPL NGPL was incorporated as a private limited Company in 1963 and converted into a public limited company in January 1964, and is listed on all the three Stock Exchanges of P of Pakistan. The Company has over 42 years of experience in operation and maintenance of high-pressure gas transmission and gas distribution systems. It has also expanded its activities to undertake the planning, designing and construction construct ion of pipelines, both for itself and other organizations. S NGPL NGPL transmission system extends from Sui in Baluchistan to Peshawar in KhyberPakhtunkhwa. Most of the gas produced at Sui is provided to other provinces. Though significant royalties are paid for these resources, some local politicians accuse the rest of the country of exploiting the Sui region.
Vision...
³To be the leading integrated natural gas provider in the Region seeking to improve the quality of life of our Customers and achieve maximum benefit for our Stakeholders by providing an uninterrupted and Environment friendly energy resource´
Stra trateg tegic Objectives...
Sui N Sui Northern orthern Gas Pipelines Limited Limited is committed to: Provide quality customer service. Delivering clean, efficient and reliable re liable gas delivery.
4
Maintaining healthy and safe working environment. Ensuring fair return to shareholders. Optimizing the use of company¶s co mpany¶s resources. Implementation of quality management services .
Corpora orporate Governa overnance
We will ensure that effective systems are in place to manage and monitor compliance with this policy and take remedial action whenever we fall short of our commitment. A CSR Committee having the following composition will review and approve strategic plans, assess progress and offer guidance about emerging CSR issues of importance.
i
Managing
Director
/
Deputy
Managing
Director
Chairman
ii
Senior G Senior General Manager ( Manager (CP & D)
Coordinator
iii
Senior G Senior General Manager ( Manager (HR)
Member
iv
Chief Financial Officer
member
v
Senior G Senior General Manager ( Manager (CA & CC) / CS
Member
vi
General Manager ( Manager (LS)
Member
vii
Chief Engineer ( Engineer (HSE)
Member / Secretary
CSR Committee will periodically evaluate and approve the projects recommended the regional CSR cells headed by each Regional In-charge duly assisted by his team. The CSR Committee 5
will ensure: that projects are within the area of S NGPL¶s NGPL¶s operation. However, being a national Company, S NGPL NGPL may extend its support regardless of geographical locations for special projects of national importance. That S NGPL NGPL cooperates with and/or associates with NG with NGOs Os and Community Based Organizations (CBOs) working in a financially transparent manner i.e. maintaining properly audited accounts and operations on non-profit basis and having credibility and reputation in the public sector. That priority is given to under-privileged areas and segments of society, institution and projects which generally do not have easy access to other sources of funds. That NGOs/CBOs NGOs/CBOs and institutions having political / ethnic affiliation are not supported. That special funds are got approved from the Board of Directors each year for implementation the CSR policy.
Core
va values
Commitment
We are committed co mmitted - to our vision, mission and to creating and delivering stakeholder value.
Courtesy
We are courteous - with our customers, stakeholders, and towards each other and encourage open communication.
Competence
We are competent - and strive to continuously develop and improve our skills and business practices.
Responsibility We are responsible - as individuals and as teams - for o ur work and our actions. We welcome scrutiny, and we hold ourselves accountable.
6
Integ Integrity We have integrity - as individuals and as teams - our decisions are characterized by honesty and fairness.
Business
Stra trateg tegy
Maximize sale of gas by entering into new areas through development /expansion
of requisite infrastructure. cou ntry's economic revival by outreaching industries for gas supply. Focus on country's Displace imported liquid fuels to save foreign exchange. Introduce policies and practices leading the Company from monopoly to
competitive market
thus facilitating facilitating privatization.
for Gas (UFG UFG) Loss. Endeavor to reduce Un-accounted for G satisfaction. Improvement in quality service to customer satisfaction. Emphasis on Human Resource Development (HRD) for quality workmanship. Create awareness and enforce adherence to Health, Safety and Environment
(HSE) policy / standards. borrowing. Improve financial discipline through prudent investment / borrowing. Improve internal controls / Risk Management to achieve maximum operational
efficiency of
7
system.
Health lth,
Safety Safety and environment
Sui Northern Gas Pipelines Limited will ensure t hat
To
y
The health of its employees, employees, its consumers and its contractors is protected.
y
All its activities are carried o ut safely.
y
Environmental performance meets legislative requirements( requirements(factories act 1934)
y
There is continuous improvement in HSE performance.
implement
HSE Policy,
Sui Northern Gas Pipelines Limited will
y
Comply with relevant laws and regulations. regu lations.
y
Ensure that required Health, Safety and Environment Organization, Standards and Procedures are developed and established.
y
Ensure that all its activities are carried out in accordance with relevant international Standards and Company's Health, Safety and Environment Standards and Procedures.
y
Set demanding targets and measure progress to ensure continuous improvement in Health, Safety and Environmental performance. perfor mance.
y
Require every employee to exercise personal responsibility in preventing harm to themselves, to others and to the environment.
y
Provide appropriate Health, Safety and Environment training / information to all employees, contractors and consumers.
y
Ensure provision of safe working environment in order to protect the employees from occupational illness and accidents.
y
Promote awareness and give due recognition to performance in the area of Health, Safety and Environment.
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Gener enera al
sa safety
Employees must know and observe all safety rules applicable to their work. All unsafe conditions must be reported at the earliest.
w hile at work. Employees must be properly clothed while Employees should observe all regulatory signs at all the times.
for the job. Employees should use proper too ls requires for Equipment must not be o perated unless all guards are in place. Only authorized personnel may operate plant equipment.
House
keeping keeping, fire prevention and control
Good house keeping must be maintained all the time. Each employee must clean up his job area at the end of the day or when the job is
completed. Materials must not be placed where it will obstruct doors, aisles, passageways, o
Stairs, plate forms, ladders and firefighting equipments.
Materials should not be left where it will create tripping hazard.
pro mptly.. Clean up any spills promptly Fire fighting equipment must not be moved from designated location unless there is any
emergency. equ ipment and know how ho w to use it effectively. Know the locations of extinguishing equipment Know your specific duties as per fighting procedures. All the times know the exact locations of exits by which you can leave an area. Switch off engines and engine dr iven equipment when refueling vehicles.
9
Electrica Electrical sa safety Only authorized and qualified personnel are permitted to perform work of an
electrical nature. As far as practical electricians should avoid working on electric equipment which is
energized. Before the start of an electrical job the circuit breaker or isolating device should be
switched off and lagged. Live circuits should be handled care fully despite presence of protective insulation. The authorized employees performing electrical work should use rubber gloves and
have their sleeves rolled down. Electrical equipment, stationery or portable. Must be prop erly grounded. Sub stations should be kept clean and free of dirt and moisture.
Compressed
air/ cylinders
na y purpose other for which it is intended. Do not use compressed air for nay Do not clean machines and work benches with compressed air, use a brush or vacuum
cleaner. Make sure that your compressed air tools, hoses and fittings are working properly. If not
report the fault to your in charge. Do not leave hoses lying around of others to trip over.
pro perly. All cylinders should be labeled properly. w ithout first removing the regulator. Cylinders shall never be moved without Caps shall always be put on cylinders when the cylinders are not in use or are being
transported. Oxygen cylinders should be handled properly.
Powered
tools
Check cords of mechanical damages prior to use. Keep both the number and length of extension cords to a minimum.
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Do not lay cords across aisles and travelling areas since it create tripping hazards Keep cords away from heat and chemicals. Damaged cords are no long water resistant. Electric hand tools which are not explosion proof should never be used in an explosive
environment. Goggles or face should be wo rn when using electric hand tools. Before using the tools must be checked for any defects and returned if any found
defective. Only skilled technicians are allowed to renew grinding wheels.
shou ld not be exceeded, wherever specified. Maximum speed of a grinder should While using jack hammer make sure t he chisel used is properly secured.
elding Welding
safety
Welder should ensure that his working area is not wet.
wear ing proper clothing. Welder must be wearing Welding near flammable or combustible material should be avoided. Any flying sparks
and hot slag should be contained. Fire extinguisher must be kept close by for any eventuality. Ensure that cables and connections are in good condition and firmly attached. Do not use gas cylinders as work supports. Do not let gas cylinder be exposed to heat. Open cylinder valves slowly and close valves when gas is not being used. Make sure that welding equipment bench or work piece are properly earthed particularly
when two or more welding machines are connected to the same structure. When grinding, chipping or inspecting a hot weld, protective glasses must be worn.
Driving Driving safety d ay driver should check following following At the beginning of the day
11
y
Fuel
y
Water
y
Engine oil which should be maintained at maximum level.
y
Checks made to see that there are no loose parts or abnormal noises.
y
Brakes and steering: to see that t hese are in working order.
y
Tires to examine for cuts, flints flints and incorrect tire t ire pressure
y
Lights, traffic indicators, wind screens and wipers to be in working order.
No vehicle should be used on public high ways unless No
y
The driver is in possession of a valid driving license
y
The vehicle is licensed to use on public high ways.
a nd rules should be followed. All road signs should be observed and Drivers and passengers must wear seat belts.
ot her dangerous points. Overtaking should not be done at crossed roads, corners or other While carrying a load wider then the vehicle, the driver should be accompanied by
another person and the protruding ends of load should be adequately marked.
Ladders Ladders must be used to carry out simple operations Ladders should not be used as a replacement of scaffolding.
b y the user for defects prior to use. Ladders must be inspected by A straight ladder must be placed with its feet approximately ¼ of the height where the
ladder is supported. When working from ladders, these shall be placed p laced so that the work wo rk is safely within reach. Ladders must not be placed in front of doors, in passageways, or in the vicinity of
vehicular traffic unless appropriate barriers and/ or warning signs are erect ed. Metal ladders shall not be used inside electrical sub-stations, enclosures or anywhere
where electrical contact could be made. pa inted as this may hide defects. de fects. Ladders should never be painted
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Hoisting oisting
and rigg riggin ing g
Hoisting and rigging equipment must be checked for any defects. All power driven hoist must be operated o perated by qualified personnel. Power hoist must be properly installed and anchored to prevent movement when
operating. All personnel must stay clear of loads and no one should be beneath the load or broom Standard hand signals must be used when directing hoisting operations.
Heavy
mobile equipment
The driver must possess a valid driving license. Loads must be secured while being transported. When a truck is being unloaded all occupants must dismount from the truck. Riding on crane blocks or crane loads is prohibited. Cranes with long booms must be secured against high winds. Drivers must check wire ropes daily. Safety switches should not be bypassed.
t ested for proper working Controls of the crane should be tested Machine load rate should never be exceeded
ho istt line across the load, always use certified wire slings Do not use hois Vehicles must not be backed until the operator has checked to see if the way is clear. Before doing any work under the vehicle, it must be properly blocked. Forklift operators should ensure that
13
y
Loads are not in raised position during dur ing travel.
y
Load does not obstruct o bstruct his vision. vision.
y
Horn is used frequently at corners/bends cor ners/bends
Office sa safety A high standard of good house keeping should be maintained. Office floors and stair ways should be kept dry and free from tripping hazards. Drawers of office desks should not be left opened after use. Filing cabinets should be located so that the drawers do not open outwards into aisles. Telephone wires and cables shou ld not cause tripping hazards. Electrically powered machines must be properly installed. Electric cords and plugs
should be examined regularly. regu larly. Repairs to office machines must not by unauthorized personnel. Damaged furniture should be repaired immediately. Know what to do in case of fire. Know your building evacuation plan. The office should be adequate ly lighted including all stair ways, corridors etc. Avoid use of pins for fastening papers. Use paper clips staples. Employees should not walk about carrying pens, pencil knives or scissors with points
exposed. to p of almirahs or either high shelves. Heavy objects should not be placed at the top Persona ersonal
protective mea measures
Employees should wear prescribed protective protect ive equipment in the designated areas. Employees should ensure that the personal protective equipment is kept in neat and clean
condition. Any damage to personal protective equipment should be brought to the attention of the
supervisor. Employees who are issued uniforms uniforms by the co mpany should wear them the m while on duty. Employees who are issued safety shoes by the company should wear them while on the
duty.
14
Contract employees should also wear all specified personal protective equipment in the
designated areas.
Oth Ot hers Handling of a pyrophoric dust, which is encountered at different stages of pipelines
operations, should be handled in a very careful manner to avoid auto ignition in atmosphere. Employees should familiarize themselves with the proper technique of lifting and
carrying objects.Employees should not attempt to move furniture or lift other heavy objects which are beyond their the ir strength.
Training ining
and development
Training ining
Training started at all level. And due to computerized management systems they started different types of trainings which includes training of performance management. Total quality management and operations o perations management. Usually training occurs once in a year.
Institute The training institute of Sui northern gas pipelines p ipelines limited limited (S NGPL) NGPL) is in LAHORE Custom Training Projects
y
P ipeline hydraulics and system planning training project, Sui N Sui Northern orthern Gas Pipeline and Sui Southern Gas Company, Lahore and Karachi, Pakistan (CIDA Oil and Gas Sector Programmed)
15
Meth ethods
of tra training ining
S NGPL NGPL used various methods and t echniques for training its employees and these are: On job training In house training Off job training Induction training
On job training:
In on job training the employees are rotated into various departments to coin the skills and learn the methodologies used in the organization. S NGPL NGPL is gas transmission and Distribution Company so it has very wide operations and procedures which must be learned and practiced by the employees. In house training:
S NGPL NGPL provides in house training to its employees. Company has its own training institute named as SNGTI (Sui Northern
Gas Training
Institute). Here the company invites external
speakers and trainers time and again to train their employees. Besides company has its own training staff too. This training institute provides training to the employees according to the requirements of the job and the upcoming projects. More over it gives training not only for technical but for the soft skills as well. Induction training:
Induction training is important as it enables a new recruit to become productive as quickly as possible. It can avoid costly mistakes by recruits not knowing the procedures or techniques of their new jobs. The length of induction training varies from job to job and depends on the complexity of the job. In S NGPL NGPL following areas are included in induction induct ion training:
16
y
Learning about the duties of the job
y
Learning the values and a ims of the business
y
Learning about the t he internal workings and policies of the business
Off job training:
Company also provides off job training to its employees in special circumstances. When there is a project and a specialized skill is required in gas pressure checking or pipe installation under a river or some canal in these cases if company required expertise so it mostly send its employees for training purposes abroad or sometimes ask the foreign company to send trainers to train their employees.
DEVELOPMENT Employee development is a joint, on-going effort on the part of an employee and the organization for which he or she works to upgrade the employee's knowledge, skills, and abilities.
Stages of Employee Development :
y
Everyone goes through several stages of development as they move from being a career "beginner" to a full expert in their field. Each stage has specific needs and tasks to consider
y
As you work with employees on development, it can be helpful to look at their stage in order to find the best kind of activities for them. If an employee has recently completed a career change, he or she is probably in the "exploration and trial" stage.
17
y
Stages ages in employee development
Executive development program is mandatory at grade -3.GR ADE 4 had to get training for the gas control in overview of company and they are also trained for leadership skills. Senior
management has provided with outdoor training and external trainers are arranged for workshops in S NG S NGDI. DI.
Stage age
haracteristics Char
Explora Exploration rial Tria
and
Esta Establish blishment dvancement Adva
Mid
reer:: Career
rowth, Growth intenance, Maintena Decline
Disengag Disengagement ement
18
and
Needs
Tasks
Work with regular Learn to ask for help guidance Learn to take Work is routine, initiative detailed
Develop self-image in the job
Has own area of responsibility Work independently Independence and specialization
Accept organizational realities Learn how to cope Deal with change or lack of it Learn how to get ahead
Responsible guiding
Build a reputation Learn to work independently Produce significant results
for Feel disappointment others if goals are not achieved Use great breadth of technical skill to Learn to help others support organization
Develop through
others knowledge
Serve as mentor
Use experience to Prepare Learn to let go provide direction for psychologically for the organization retirement Achieve balance in Learn to accept a life Influence decisions different role
Development depa department in SNGPL y
Welding team
y
Meter installation team
elding Welding
tea team performs
y
Welding
y
Coat warping
y
Soap test
Meter
insta installa llation tea team performs
y
Online meter installation installation
y
Common meter installation
Pay
pla plans, allowa llowances and service benefits
In sui northern gas pipeline limited (S NGPL) NGPL) there are two statutory notifications under which according to which pay plans and service benefits are o ffered ffered 1. The gazette of P of Pakistan, Islamabad, Monday, N Monday, November ovember 1, 1976 2. S NGPL NGPL settlement on October 5, 2009 (this settlement is revised regularly) Classifica ssification
of workers
Workers are classified as: Permanent Probationers Badlis Temporary Apprentices
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Perma ermanent
A permanent worker is a workman who has been engaged on work of permanent nature likely to last more than nine months and a nd has completed a period o f three months probation. Proba robationers
It is a worker who is provisionally employed to fill a permanent vacancy ina post and has not completed three months service therein.
If a permanent employee is employed as a
probationer in a higher post he may, at any time during the probationary period of three months be revised to his old o ld post Badlis
A worker who is appointed in the post of a permanent/ temporary workman or probationer, who is temporarily absent. Tempora emporary
A worker who ha been engaged for work which is of an essentially temporary nature likely to be finished within a period not no t exceeding nine months. Apprentices
An apprentice means a person perso n undergoing training through the system of o f apprenticeship. Payment
y
of wag wages es
All wages due to an employee shall be paid on a pay day to be notified through information posted at the notice not ice board
y
In case of termination of service the wages earned by the employees shall be paid within 2 working days of the termination. t ermination.
20
Uncla Unclaimed wag wages es Any wages due but not paid will be notified under rule 7 sub rule (e), shall be paid on an application to account acco unt officer. Adva dvances
against against wag wages es
This is no allowed usually except in following circumstances y
Up to a maximum one month¶s wages on religious or festival holidays
y
For each completed calendar month of leave period to persons proceeding on privilege leave.
Deduction of income ta tax Under clause (f and g) there is deduction of o f certain percentage of salary for y
Provident fund
y
Relief funds
y
Income tax payable
Increa Increase in ba basic pa pay It is agreed in principle settlement (from July 1, 2007 to june30, 2009) that basic pay will increase in the following manners y
By 8% from 1.7.2007
y
By another 20% from 1.7.2008
Increase in wages It is promised that the wage will increase with the certain percentage annually. Pay scale and rate of increase for each grade is given in following table
21
Revised pa pay sca scale Grades Existing pay scale
Revised pay scale
1
1387*106-19178108-3645
1491*126-2121*128-4169
2
14968110-20468112-3950
1632*130-2282*132-4526
3
1612*12-2172*115-40 12-G 12-G*115-4932
1737*132-2397*135-4557-G*135-5637 1737*132-2397*135-4557-G
4
1749*120-2349*125-3849-G*125-4849 1749*120-2349*125-3849-G
1849*145-2574*150-4374-G*150-5574 1849*145-2574*150-4374-G
5
2215*160-3175*165-5155-G*165-6640 2215*160-3175*165-5155-G
2435*185-3545*190-6015-3.25%-7523
6
3320*165-4145*170-5845-G*170-7545 3320*165-4145*170-5845-G
35308190-4480*195-6040-3.25%-7801
7
4117*180-5557*185-6482-G*185-9257 4117*180-5557*185-6482-G
4407*205-6457-3.25%-8892
Employee¶s ca categ tegoriza orization according ccording to grades There are seven grades. The pay scale varies as grade changed, there is following distribution of employees according to each grade Grade 1 Asstt. Printer Cook Peon Mali Tea boy Sweeper
22
Grade 2 Bearer Driver Patwari Helper Grade 3 Denter Electrician Mason Pipe fitter Painter Plumber Plant operator Tracer Grade 4 Auto electrician Engine fitter Draftsman Gas control computist Imam Masjid
23
Record keeper Typist Station operator Telecom technician Grade 5 Boiler attendant Meter reader Compressor operator Welder Grade 6 Chart reader Row supervisor Stenographer Punch card operator Sales representative Grade 7 Radio controller Supervisor Bridge Head draftsman Supervisor Sales
24
Inspector Supervisor Instruments Senior stenographers Supervisor distribution Supervisor engine/plant Boiler attendant Instrument mechanic Meter mechanic Overseer
Allowa llowances
and service benefits
Uniforms In view of company¶s resolve for strict compliance of health, safety and environment requirements and also to ensure proper image of the company through employees having a direct interface with the public/consumers, the pattern, design and the type of uniform/protective clothing will be strictly in accordance with the requirement/ recommendations formulated by higher consultants/ specialists as adopted by the management.
Lea Le ave/h ve/holida olidays Leave is not a right but a privilege and requests are considered and met with due regards for service requirements. But there are two basic requirements
25
y
Combination of two kinds of leave is not allowed except sick leave.
y
Permission ermission for leave must be obtained in writing in advance.
emale Fema
lea leaves
A female Muslim worker in case of becoming widow shall be allowed 60 days leave with pay during her Iddat period. Any leave in excess of this period per iod is without pay.
Lea Le ave f are assista ssistance In full and final settlement of this demand, it is agreed that the present rate of leave fare assistance (L.F.A) will be as follow
Revised Lea Leave f are assista ssistance sch schedule Grades
Existing (Rs)
Revised (Rs)
1 to 3
4200
4940
4
4300
5240
5 to 6
4800
5940
7
4900
6340
Medica edical
The company provides medical treatment to its employees and his family members through the services of registered medical practitioners appointed as company doctors. When the medical officer considers a person to be fit for duty though he may have prescribed medicines for him he must continue co ntinue to attend the work.
Insura Insurance sch scheme Life of every employee is insured against death and injury for the duration of his employment with the company. The premium for insurance is paid by company which is deducted from their salary.
26
Workmen¶s
compensa compensation
An employee receiving injury from an accident arising out of and in the course of his employment is entitled to compensate in accordance with the provisions of Workmen¶s compensation act (1923). The disability caused by injury will be assessed by the company doctor or the civil surgeon. The amount of compensation varies for permanent, partial and temporary disablements. Amount of compensation increase with the increase in severity of injury. Furniture
Following basic furniture must be provided by t he company to every employee emp loyee y
Ceiling fan
y
Center table
y
Two easy chairs
y
Stationary items
Housing ousing
allowa llowance
House rent allowance is 87%, which shall be computed and paid on basic salary, if that person in not availing the opportunity of house allotted by company.
27
PERFORMA FOR HOUSE ALLOTME NT NT Allot Allotment ment of House I-------------------------------------registration
no-------------------------------------------------------------
--------Token no-----------------------------------------------------------have been given permission to occupy quarter no----------------------no---------------------------- room roo m no---------------------------no----------------------------------free ------free of rent, re nt, hereby, here by, undertaken ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Witness
signature of Allottee
1------------------------
-----------------------------
2---------------------2----------------------
Registration no------------Dated----------------------
Conveya onveyance
allowa llowance
Now Now it is increased from 34% to 35% of the basic salary Free
gas gas f acility A permanent worker will be allowed free gas facility at his home town provided their gas
network exist in the area where free gas facility is required. Such an employee will however, not be entitled to any other ot her compensation in case of non a vailability of piped gas facility.
Electricity allowa llowance It is increased from 13% to 15% of o f the basic salary.
Enterta Entert ainment allowa llowance This allowance is Rs 200 per month since 01.01.2009. 28
Educa Educ ation allowa llowance Each year total 50 scholarships are given to the eligible children¶s of employees. It is only allowed if they are studying in an institution which is duly recognized by the higher education (H.E.C). Ha j
It is agreed that 50 workers shall be allowed to perform Haj annually on expense of company.
Loa Loans y
Annually 350 loans for house building are issued to employees
y
Motorcycle loans issued are approximately 250 pe r year.
These loans are returned in installments as per balance months of service left in case of each employee concerned. Blood
rela relations quota quota Union agreement 1985-87 clause 3d provide the guide lines about the quota that a person
can appoint one person (son, brother, daughter etc) but they should be from blood relations. In case of death of that person his wife can also be appo inted on his behalf. Pension/g ension/gratuity
It is mutually agreed that
29
y
2.5%authorizeddeduction is allowed on monthly salary to add into this fund
y
33 years of service shall be counted co unted for calculating it
Early retirement Employees having 20 years service with 55 years age will be eligible to apply for early retirement. Pension/ gratuity are as per rules for actual number of years served by him in the company.
Retirement increment Employees who retire from service upon superannuation after completing six months in a calendar year i.e. between July1to December 31 will be given one increment as retirement increment. But those who retire between Januar y 1 to June 30 will not be entitled to it.
Benazir stock options
Recently employees has been given stock options in accordance to Benazir program. These stock options are given on o n the basis of seniority and time spent in the company.
Eth Et hics and CSR in Sui north northern gas gas pipelines S NGPL NGPL being a national Company is committed to honor its policy on ethics and Corporate Social Responsibility. This policy is based on global best practices envisaging management of the business processes by producing an overall positive impact on society and the environment. The laid out objectives are to be achieved by adopting a methodology that drives the conduct of the Company¶s business leading to commercial success in ways and manner that honor ethical values, people and communities. co mmunities.
S NGPL NGPL believes in business that should be both profitable and beneficial to the society improving the quality of life of the communities especially those who are under privileged ensuring harmonious relations with our stakeholders, by working in partnership with the Community, the Government and NG and NGOs Os through the principles of Sustainable Development. 30
Eth Et hics in Sui north northern gas gas pipelines limited
S NGPL NGPL requires its entire staff both executive staff and subordinate employees, the observance Of the highest ethical standards in the conduct of its business activities to minimize the significant risk associated with non compliance. The policy on Business Principles and Ethical Risk is intended to assist S NGP S NGPL L staff in meeting the standards of professional and personal integrity expected and required of them. S NGPL NGPL staff will act with integrity at all times, to protect and safeguard the reputation of the Company. Contravention of this policy will be regarded as misconduct. S NGPL NGPL will ensure that, through this policy and through other means of communication, its entire staff is aware of the required standards, ru les and regulations. Following are certain specific guidelines in respect o f the above.
Conflict
of interest
Each staff member has a prime responsibility to the Company and is expected to avoid any activity that could interfere with that responsibility. Staff should not engage in activities or transactions which may give rise to, or which may be seen to be giving rise to conflict between their personal interests and the interest of the Company. Such conflict could arise in a number of ways and a number of situations. The following paragraph outlines some specifically forbidden situations. This list is, however not exhaustive. In case of doubt the advice of the Management should be sought.
y
S NGPL NGPL purchase equipment, material and services for various aspects of its operations. S NGPL NGPL staff members are forbidden from holding any financial interest, directly or indirectly in any organization supplying goo ds or services to the Company.
y
S NGPL NGPL staff should not participate in any external activity that competes, directly or indirectly, with the Co mpany.
y
S NGPL NGPL staff should not engage in any outside business or activity that might interfere with their duties and responsibilities to the Company.
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y
No No staff member should sell, lease or buy equipment, material or services to or from the Company except when as an employee it may be necessary in the normal course of his/her duties.
y
Staff members are not permitted to conduct personal business activities on the Company's premises or to use Company facilities for such purpo se.
y
If a staff member has direct interest, indirect interest or family connections, with an external organization that has business dealing with S NGPL, NGPL, details of such connections and interests should be fully disclosed to the t he Management.
y
Staff members should disclose to the Management the details in respect of any relationship( relationship(s) with other staff members; and
y
Staff members shall not perform any act or get involved in any situation that potentially could conflict with the principles outlined above.
Confidentia onfidentiality
Staff members should not keep or make copies of correspondence, documents, papers and records, list of suppliers or consumers without the consent of the Company. Company's information and records should be kept on Company premises only and unpublished information may be disclosed to external organizations/individuals only on ³need to know´ basis. In case of doubt in this regard, the Management's advice should be sought.
Contributions
No No contribution shall be made to any organization or to any individual who either holds public office or is a candidate for public office.
Inducement pa payments Staffs members should not give or receive payments that are intended to influence a business decision or to compromise independent judgment; nor should any staff member receive money
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for having given Company business to an outside agency. Payment of any nature to Government officials to induce them the m to perform their dut ies is strictly prohibited.
Proper
record of funds, assets, receipts and disbursements
All funds, assets, receipts and disbursements should be properly recorded in the books of the Company. In particular, no funds or accounts should be established or maintained for a purpose that is not fully and accurately reflected in the books and records of the Company. Funds and assets received or disbursement should be fully and accurately reflected in the books and the records of the Company. No No false or fictitious entries should be made or misleading reports pertaining to the Company or its operations should be issued.
Rela Relationsh tionships and dea dealing lings with with
Government
officia officials, media media, suppliers,
consulta consultants and oth other p pa arties S NGPL's NGPL's relationships and dealings with Government officials, external agencies, parties and individuals should, at all times, be such the S NGPL's NGPL's integrity and its reputation would not be damaged if details of the relationship or o r dealings were to become public knowledge.
Environment To preserve and protect the t he environment, all S NGPL NGPL staff members should; y
Design and operate the Company's facilities and processes so as to ensure the trust of adjoining communities.
y
Promote resource conservations, waste minimization and the minimization of the release of chemicals / gas into the environment.
y
Provide employees customers, supplies, public authorities and communities with appropriate information for informed decision making; and
y
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Strive continuously to improve environmental awareness a nd protection.
Alcoh lcohol,
drug drugs and gamblin gambling g
The use of alcohol in any form is prohibited on all Company locations / premises. Similarly, the use of drugs, except under medical advice, is prohibited on all Company locations / premises. Any staff member arriving at a work place under the influence of alcohol or drugs will not be permitted to enter the premises and will be liable to disciplinary action. All forms of gambling / betting on the Company's Co mpany's premises are forbidden.
Receiving Receiving gifts No No employee shall seek accept or permit himself / herself or any member of his/her family to accept any gift or o r favor, the receipt of which will w ill place him/her under form of officials obligation to the donor. As part of building relationship with consumers, suppliers, etc. staff members may receive occasional gifts provided that the gift is of nominal value (e.g. pens, N pens, Notepads, otepads, calendars, diaries, key chains or such promotional pro motional material) and the gift is neither intended nor perceived by others to be intended to improperly influence business decision. decision.
Work
pla place har harassment
S NGPL NGPL staff will maintain an environment that is free from harassment and in which all employees are equally respected. Workplace harassment is defined as any action that creates an intimidating, hostile or offensive work environment. Such actions include, but are not limited to, sexual harassment, disparaging comments based on ge nder, religion, race or ethnicity.
Reg Regula ulatory Complia ompliance and Corpora orporate Governa overnance S NGPL NGPL co-operates fully with all governmental and regulatory bodies and is committed to high standards of corporate governance. We comply fully with our obligations under the Listing Rules of the Stock Exchanges of the country.
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Gener enera al y
All information and explanations supplied to the auditors must be completed and not misleading.
y
S NGPL NGPL will not knowingly assist in fraudulent activities (e.g. tax evasion, etc.). If one has any reason to believe that fraudulent activities are taking place (whether within the company or by others with whom the Company has business), one must report it to the concerned departmental head immediately.
y
All the financial transactions will remain within the ambit of Memorandum and Articles of Association of the Company.
Corporate Social Responsibility ( CSR)
in SNGPL
We pledge to perform our corporate duty, base on following acknowledge principles with dedication, diligence and integrity.
a) Stand nda ard of business conduct We are committed co mmitted to ensure that all our corporate corpor ate activities activities are conducted co nducted strictly in accordance with high levels of professional and legal standards as per code of business ethics.
b)Health lt h, Safety Safety and environment
we are committed to provide p rovide and strive to maintain clean, healthy & sa fe working environment by continually conducting public pu blic awareness campaigns to promote safe use of natural gas.
c) Community
we are committed to being a responsible corporate citizen by pro-actively supporting the a ffected
35
communities in the events of national and natural catastrophe. We shall also support national causes pertaining to education
Environment Safeguarding national heritage safeguarding & pub lic welfare support cultural activities
reas Focus Area We will strive to contribute due share in fulfillment of basic human needs of the deprived and underprivileged by focusing on health care, sport, sanitation and environment etc. Provide assistance for the
Promotion
of educ ation in Pakistan. Build self reliance through programs
aimed at Skill Enhancement and creating income generating opportunities for the under privileged. Conserve National Environment,
Health
Heritage,
& Safety
indigenous culture and sports. Implementing sound
Management
S ystems and take proactive approach to address
environmental issues like tree plantations, awareness campaigns etc. Provide unbiased donations. Support and uphold the principles contained in the Universal Declaration of Human Rights and the International Labor Organizations fundamental conventions on core labor standards. Provide medical and community aid to alleviate hardship and distress to under privileged.
Labor unions A labor union is an organization of workers that have banded together to achieve common goals such as better working conditions. The labor union, through its leadership, bargains with the employer on behalf of union members and negotiates labor contracts (collective bargaining) bargaining) with employers. This may include the negotiation of wages, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety and policies. The agreements negotiated by the union leaders are binding on the rank and file members and the employer and in some cases on other non-member workers. 36
Union represents the interests of all employees fairly and impartially. The Union may refuse to file or process a grievance for any number of reasons so long as they are valid. The right to speak for all employees in the bargaining unit carries with it the corresponding duty to protect them as well. Fair representation applies to negotiations, the decision to process or not process a grievance and the way wa y in which a grievance is in fact processed, through arbitration.
Responsibilities of union Avoid
conflicting conflicting interest
Union should avoid representing different and conflicting interest; it is allowed a wide range of reasonableness in fulfilling fulfilling its responsibilities.
Neg Negotia otiations The Union is allowed a wide range of reasonableness in serving the bargaining unit it represents, subject to good faith in the exercise of its judgment. If union is unfair or disregard individual employees fight then it may constitute const itute a breach.
Duty to Investiga Investigate te The investigation must be sufficient enough to permit the Union to make a reasoned judgment about the merits of the grievance, rather than an arbitrary choice.
Sexua exual Harassment A union should avoid avo id sexual harassment in the workplace
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Labor unions in SNGPL Ordina Ordinance Labor union is established according to the industrial relation ordinance 2002. There should be proper control between organizations and labor unions. Groups
Labor unions have two groups: 1.
PEER GROUP
2.
MAZDOOR ITEHAD GROUP
CBA
Peer group is now called CBA means collective bargaining agent. Criteria riteria
for membersh members hip
There is a specific criterion for membership, when the person spends three months in the organization then he apply for the collective bargaining agent. This application is submitted to the general secretary. The one who wins the criteria he become collective bargaining agent and have right to discuss management issues. Management agement
issues
These issues are related with employee¶s salaries, bonuses, facilities, incentives and retirement. Current
issue
Current issue which is prevailing in the SUI gas is related to increase in salaries of employees in every two years.
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SNGPL Union sets 15-da 15-day dea deadline The S NGPL NGPL Employees Union CBA has set 15-day deadline for the government go vernment to accept its demands besides arresting the culprits responsible for firing on an employee o f the company and announced to carry on strike at 8 to 10am until N until Nov ov 25 in all offices from Sui to Peshawar. This was decided in a meeting of the Central Executive Commi Co mmittee ttee of o f the union at Gulberg office where it was also decided that the union would hold a press conference on Wednesday (today) in this regard. Meanwhile, the S NGPL NGPL Employees Union CBA President has claimed that staff of all suboffices of the Lahore region continued to observe pen-down strike with their offices locked from inside all the daylong. After the firing on S NGP S NGPL L staffer, following a crackdown drive against gas stea ling, employees of the Gulberg and Sheikhupura Sui Gas offices, on the call of union, had held protest demonstrations in front of their offices, burnt tyres and chanted slogans against the govt and the alleged gas stealers, who were also stated to have been responsible for the firing. Staff of the all 18 branches of the Lahore region, which include Sheikhupura, Okara, Multan Road and Gulber etc remained on strike, locking their customer care centres from inside whole the day. The S NGPL NGPL Acting President Abrar Ahmed said that staff would not observe the strike as the management would try to convince the union and added that this was not the solution of the issue. He further said that culprit was unidentified and as t o how they could be arrested. He pointed out the Sui N Sui Northern orthern Gas Pipeline Limited has approved an elite force to accompany the staff who will crackdown the C NG stations to check gas stealing in view of guarding them all over P over Punjab and NW and NWF FP.
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SWOT analysis Basically Sui northern gas is monopolist in the market so according to the employee of S NGPL NGPL MR. Mirza Nadeem Nadeem Baig it is not possible to do the SW SWOT analysis which refers to the strengths, weaknesses, opportunities and threats of the organization. It is not possible because weakness of the competitors become the strengths of the other company and threats of competitors become the opportunities of the other company so by keeping in mind this definition of SWOT analysis we conclude that it would be just a formality if we mention it by our own observation.
Conclusion
After observing all the situations regarding employee¶s stakeho lder ship in S NGPL NGPL it is concluded that S NGPL NGPL is doing well in all the important areas o f employees working environment by providing them a safe wo rking environment with annual training programs. The most important and interesting aspect for employees is the co mpensation so they are provided with appropriate compensations and pay rates as w ell S NGPL NGPL holds itself accountable to environment also and is working for t he best interests of the country
Suggestions Mismanagement is too much in the company so the human resource department should take
steps to make it more effective and responsible. respo nsible. The employees should not be too much over burdened.
o f more staff so that billing delays could be avo ided. There is the need of Performance appraisal programs should be transparent based o n the pure justice principles Recruitment and selection procedure should not be biased. Employees should be included in the decision making process. All of the employees should be clear about their jobs. So the upper management could be
helpful for the employees in this regard.
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Bribery and reference should be discouraged because due to these practices appropriate and
efficient people are ignored. NGPL should encourage students for internships programs and for this purpose there sho uld S NGPL be a proper mechanism. So these were the few o f suggestions suggested by the employees of the S NGPL. NGPL.
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BIBLIOGR APHY APHY
http://www.google.com http://www.wikipedia.com http://www.google.com/firefox?c http://www.google.com/firefox?client=firefox-a&rls=org.mozilla: lient=firefox-a&rls=org.mozilla:en-US:official en-US:official http://www.googleimages.com
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