MEMORANDUM OF SETTLEMENT BETWEEN SUI SOUTHERN GAS COMPANY LTD AND PEOPLE LABOUR UNION OF SUI SOUTHERN GAS COMPANY LTD - 2010
JULY 1, 2010 TO JUNE 30, 2012
NAME OF PARTIES
1. Sui Southern Gas Company Ltd. (The Company)
2. People Labour Union of Sui Southern Gas Company Ltd. (C.B.A)
SHORT RECITAL OF THE CASE
WHEREAS the Company was formed in terms of order of the Hon’ble High Court of Sindh dated 30th March, 1989 as a result of two stage merger of Karachi Gas Company Ltd. Indus Gas Company Ltd. and Sui Gas Transmission Company Ltd.
AND WHEREAS it was agreed in the settlement concluded on 27 February, 2010 between Sui Southern Gas Company Ltd. and Peoples Labour Union of Sui Southern Gas Company Ltd. (C.B.A) that next charter of demands will be submitted by the C.B.A within two (2) months after the expiry of said Agreement. Accordingly, the C.B.A submitted to the Company a Charter of Demands vide letter No. CH-2 on 24 August, 2010.
AND WHEREAS the C.B.A under its letter No. PLU/80/10 dated 29 December, 2010 nominated a Committee for negotiation, conclusion and signing of a Settlement on Charter of Demands and other terms and conditions of services.
AND WHEREAS preliminary discussions and negotiations commenced on 18 March, 2011 between the representatives from Management and C.B.A, Negotiations on Charter of Demands were in progress but in the meantime Referendum for determination of C.B.A in the establishment of SSGC was held on 26 January, 2012 and the then C.B.A, Peoples Labour Union, Sui Southern Gas Company Ltd. again won the referendum and certified as C.B.A by the RITU, NIRC effective from 23 February, 2012. After certification, newly elected C.B.A under its letter No. Nil, dated 15 March, 2012 reconstituted a committee for negotiation, conclusion and signing of a Settlement on Charter of Demands and other terms and conditions of services.
AND WHEREAS discussion and negotiations re-commenced on 16 March, 2012 between the representatives of the Management and the C.B.A. Revised Charter of Demands was submitted by the C.B.A on 16 March, 2012.
AND WHEREAS after detailed deliberations, exhaustive discussion, through review of all the relevant factors including rise in the Cost of Living and negotiation on the said Charter of Demands of the C.B.A and other requests/proposals made/brought up during negotiations from time to time, the Company and the C.B.A have arrived at an Agreement as is hereinafter contained being in full and final settlement of all the demands as on the date of signing of this Agreement.
PARTIES TO THE AGREEMENT
This Agreement is signed on 18th October, 2012 between the Sui Southern Gas Company Ltd. (a company incorporated in Pakistan under the Companies Ordinance 1984) having its registered office at SSGC House, Sir Shah Suleman Road, Gulashan-e-Iqbal, Karachi, hereinafter referred to as the Company (which expression wherever the context so admits shall mean and include its successors and assignees) on the ONE PART.
AND
Peoples Labour Union, Sui Southern Gas Company Ltd. an Industry-wise Trade Union registered with R.I.T.U NIRC Islamabad, and declared as “COLLECTIVE BARGAINING AGENT” w.e.f. 23 February, 2012 for all the permanent establishments of the Company in Pakistan, vide certificate No. 05/2012 of the National Industrial Relations Commission (NIRC), Islamabad, representing various categories of permanent and registered workers on the payroll of the Company, having its registered office at SSGCL, Head Office, Sir Shah Suleman Road, Gulshan-e-Iqbal, Karachi hereinafter called C.B.A (which expression for the purpose of this Agreement shall mean and include its successors, nominees, assignees and replacements) of the OTHER PART.
OBJECTIVES
It is intent and purpose of this Agreement.
I. To ensure a sound and materially beneficent industrial and economic relationship between the Management and its workmen.
II. To set forth herein a complete Agreement between the parties covering all aspects of all terms and conditions of services of regular workmen directly employed by the Company.
III. To stabilize Management – Labour relations and to specify the rights and responsibilities of the Company, the C.B.A and the Workmen.
IV. To ensure continually improving efficiency, higher productivity, control of UFG and optimum use of Company resources in order to promote and improve the industrial and economic relationship between the Company and its workmen.
V. To implement relationship between the Company and its workmen.
EXTENT OF APPLICATION AND ADMISSIBILITY OF THE BENEFITS OF THE AGREEMENT:
This Agreement is confined to and covers only the permanent workmen of the Company who are employed continuously by the Company directly and are on the payroll of the Company and the benefits of this Agreement will, unless otherwise specified herein below, will be admissible only the regular workers employed directly and on the payroll of the Company on 1 July, 2010.
TERMS OF AGREEMENT
In full and final settlement of the demands as on the date of signing of this Agreement. It is agreed that as a result of the negotiations, the Company will grant to all the workers the following benefits, additional/reasonable increase to cover up rise in cost of living subject to modification of the existing terms and conditions of employment applicable to workers concerned to the extent herein under through this Agreement, where necessary and the C.B.A has agreed to the same.
1. APPOITMENT OF RETIRED/SENIOR WORKER’S CHILDREN
1.1 It has been agreed that the children (son/daughters) of retired workers who have been retired during the period the period from May 2001 to 31 December, 2005 shall be offered employment.
1.2 The matter for employment of children of those workers who retired from 1 January, 2006 onwards will be discussed/settled with consultation of C.B.A in next Charter of Demands.
1.3 Fifteen (15) children (5 each from unit) of senior serving workers will be offered employment on the basis of seniority of their services in the company on the date of signing of this Agreement. In case there are two employees who joined the company on the same date, the employee senior in age will be treated as senior to his colleague.
1.4 Other terms and conditions will remain unchanged.
2. WORKERS REINSTATED THROUGH PRESIDENTIAL ORDINANCE
2.1 C.B.A demanded for seniority and Special Pay of workers reinstated as per Sacked Workers (Reinstatement) Ordinance 2009/Act, 2010 but the demand was not agreed by the Management.
2.2 Workers reinstated in accordance with Sacked Employees (Reinstatement) Ordinance, 2009 who were on the Payroll of the Company as on 1 July 2010 will be paid “Adhoc Allowance” @ Rs. 5000/- per head/per month effective form 1 July, 2010 and Workers reinstated in accordance with Sacked Employees (Reinstatement) Act, 2010 will be paid “Adhoc Allowance” @ Rs. 5000/- per head/ per month from the date of their reinstatement /joining the Company. No other worker will be eligible for the same.
2.3 This “Adhoc Allowance” will not form part of wages for any other purpose thereof.
3. BASIC PAY
In full and final settlement of demand it has been agreed that a flat increase of 27% of basic pay or minimum of Rs. 1000/- will be allowed to all regular workers who were on the Payroll of the Company as on 1 July, 2010 and their Basic Pay will be fixed at the nearest step of their respective pay scale.
4. ALLOWANCES
It has been agreed that:
4.1 Retired/deceased workers’ wards inducted in the company as per Agreement dated 27 February, 2010 and were on the Payroll of the Company as on 1 July, 2010 will be paid “Special Dearness Allowance” @ Rs. 1300/- per worker / per month effective from 1 July, 2010 to 31 December, 2011.
4.2 Retired/deceased workers’ wards who joined the Company after 1 July, 2010 will be paid “Special Dearness Allowance” @ Rs. 1300/- per worker/ per month from the date of their joining the Company to 31 December, 2011.
4.3 “Special Dearness Allowance” will automatically be ceased to be paid after 31 December, 2011.
4.4 “Special Dearness Allowance” will not form part of wages for any other purpose thereof during the above said period.
4.5 Effective 1 January, 2012 following existing Allowances are enhanced:
4.5.1 Conveyance Allowance is enhanced from Rs. 1275/- to Rs. 1600/- per month per worker.
4.5.2 Clinic Conveyance Allowance is enhanced from Rs. 300/- to Rs. 700/- per month per worker.
4.5.3 Electricity Allowance is enhanced from Rs. 750/- to Rs. 1325/- per month per worker.
4.5.4 Other terms and conditions of above referred allowances will remain -unchanged.
4.6 Workers residing in Company’s quarters at Head Quarters and Karachi Terminal will be paid “Special Head Quarter Allowance” @ Rs. 575/- per worker / per month effective from 1 January, 2012. This “Special Head Quarter Allowance” will not form part of wages for any other purpose thereof and no other worker will be eligible for the same.
5. HAJJ/UMRAH & ZIARAT
5.1 Hajj
5.1.1 Number of workers for performing of Hajj on Company’s expense is enhanced from 42 to 48 workers per year (i.e. enhancement of two (2) workers per year/per unit).
5.1.2 Balloting for selection of workers for performance of Hajj on Company’s expense will be held in the month of Rabi-ul-Awwal of each Islamic Calendar year so that selected workers may timely make necessary arrangements like international passport etc.
5.1.3 Special leave with pay for performance of Hajj on Company’s expense is enhanced from 40 to 45 days.
5.1.4 This will become effective from the date of signing of this Agreement.
5.1.5 Other terms and conditions of above said schemes will remain unchanged.
5.2 Umrah
5.2.1 The amount of Rs. 35000/- being paid for performance of Umrah on Company’s expense is enhanced to Rs. 40000/- per eligible worker.
5.2.2 Balloting for selection of workers for performance of Umrah on Company’s expense will be held in the month of Rabi-ul-Awwal of each Calendar year.
5.2.3 Selected worker will have to perform Umrah within three months the date of balloting failing worker from waiting list will be offered to perform Umrah.
5.2.4 This will become effective from the date of signing of this Agreement.
5.2.5 Other terms and conditions of above said schemes will remain unchanged.
5.3 Minority Workers
5.3.1 Minority workers selected for visit their holy places on company’s expense will be allowed 12 days special leave with pay for this purpose.
5.3.2 This will become effective form the date of signing of this Agreement.
5.3.3 Other terms and conditions of above said schemes will remain unchanged.
6. GAS ALLOWANCE
In full and final settlement of demand, it has been agreed that:
6.1 Gas Allowance is enhanced from Rs. 600/- to Rs. 700/- per month per worker.
6.2 This will become effective form the date of signing of this Agreement.
6.3 Other terms and conditions of this allowance will remain unchanged.
7. MATERNITY ALLOWANCE
In full and final settlement of demand, it has been agreed that:
7.1 Maternity Allowance is enhanced form Rs. 10000/- to Rs. 12000/- per delivery.
7.2 This will become effective from the date of signing of this Agreement.
7.3 Other terms and conditions of this allowance will remain unchanged.
8. HOUSE BUILDING LOAN
In full and final settlement of demand, it has been agreed that:
8.1 Workers’ quota for House Building Loan is enhanced from 90 to 96 per year (30 to 32 workers per unit).
8.2 This will become effective from the date of signing of this Agreement.
8.3 Other terms and conditions of this loan will remain unchanged.
9. COMPNAY’S MOTOR CYCLE LOAN
In full and final settlement of demand, it has been agreed that:
9.1 Workers’ quota for Company’s Motor Cycle Loan is enhanced from 108 to 114 per year (i.e. from 36 t0 38 inclusive of female workers each unit).
9.2 This will become effective from the signing of this Agreement.
9.3 Other terms and conditions of this loan will remain unchanged.
10. MOTORCYCLE MAITENANCE ALLOWANCE
In full and final settlement of demand, it has been agreed that:
10.1 Motorcycle Maintenance Allowance being paid to the Inspectors (Meter Reading) is enhanced from Rs. 900/- to Rs. 1100/- per month.
10.2 The quantum of 35 second calls per day is reduced to 25 second calls per day for Inspector/Supervisor (Inspector Meter Reading) of unit B.
10.3 This will become effective from the date of singing of this Agreement.
10.4 Other terms and conditions of this allowance will remain unchanged.
11. METER READING INCENTIVE
In full and final settlement of demand, it has been agreed that:
11.1 Meter Reading Incentive is enhanced from Rs. 3/- to Rs. 4/- per meter reading.
11.2 This will become effective from 1 July, 2010.
11.3 Other terms and conditions of this allowance will remain unchanged.
12. CANTEEN SUBSIDY
In full and final settlement of demand, it has been agreed that:
12.1 Canteen Subsidy is enhanced from Rs. 400/- to Rs. 500/- per month.
12.2 This will become effective from the date of signing of this Agreement.
12.3 Other terms and conditions of this allowance will remain unchanged.
13. GROUP INSURANCE
In full and final settlement of demand, it has been agreed that:
13.1 Amount of Group Insurance in case of natural death during service is enhanced from Rs. 200000/- to Rs. 300000/- per worker.
13.2 Amount of Group Insurance in case of accidental death during the service is enhanced from Rs. 800000/- to Rs. 900000/- per worker.
13.3 This will become effective from the date of obtaining necessary policy provided that the requisite procedure is completed up to March, 2013.
13.4 Other terms and conditions governing the scheme will remain unchanged.
14. SPECIAL FINANCIAL SUPPORT
In full and final settlement of demand, it has been agreed that:
14.1 The amount of funeral expenses is enhanced from Rs. 25000/- to 30000/-.
14.2 This will become effective from the date of signing of this Agreement.
14.3 Other terms and conditions of the scheme will remain unchanged.
15. WINTER ALLOWANCE
In full and final settlement of demand, it has been agreed that:
15.1 Winter Allowance is enhanced Rs. 1000/- to Rs. 1200/- per month.
15.2 This will become effective from the Winter Season effective 16 September, 2012.
15.3 Other terms and conditions will remain unchanged.
16. HONORARY AWARD
In full and final settlement of demand, it has been agreed that:
16.1 An Honorary Award of 10 Gram Medal will be awarded to the worker who became disable as a result of injuries received during the performance of duty or succumb in injuries during the performance of duty.
16.2 This will become effective from the date of signing of this Agreement.
17. WELFARE FUND
In full and final settlement of demand and in suppression/modification of existing Welfare Fund Schemes in all three units, it has been agreed that:
17.1 Modified/amended Welfare Fund Scheme will be applicable for all the permanent workers of all three Units of the company i.e. Unit A, B (including Ex-LPG/QNGDP) & Unit C and uniform SOP for the same will formulated in consultation with C.B.A before 31 December, 2012. Till such time existing SOP’s of respective units will remain operative.
17.2 All permanent workers on the payroll of the Company will voluntarily contribute Rs. 10/- per month from their wages in the Welfare Fund Account of respective Unit.
17.3 Since contribution to this scheme is voluntary, therefore any worker not willing to become member of this scheme will have to inform the concerned RHRC in writing in this regard and on receipt of his written request, RHRC will advise the Finance Department for the discontinuation of deduction of Rs. 10/- from his monthly salary.
17.4 The monthly Company’s Contribution to the Welfare Fund Account of each unit will be as under:
| UNIT | CONTRIBUTION OF THE COMPANY |
| A | Rs. 17,000/- |
| B & QNGDP | Rs. 30,000/- |
| C | Rs. 7,600/- |
17.4.1 Workers of Ex-LPG and workers transferred from one unit to other unit will be treated part of respective unit where they were posted for the purpose of Welfare Fund only.
17.4.2 This will become effective from the date of the signing of this Agreement.
18. SUZUKI DRIVING ALLOWANCE
In full and final settlement of demand it has been agreed that:
18.1 Existing Suzuki Driving allowance is enhanced from Rs. 60/- to Rs. 100/-
18.2 This will become effective from the date of signing of this Agreement.
18.3 Other terms and conditions of this allowance will remain unchanged.
19. SCHOLARSHIP
In full and final settlement of demand it has been agreed that:
19.1 Amount of Post Matric Scholarship for the workers’ children is enhanced from Rs. 800/- to Rs. 1000/- per month.
19.2 Number of workers’ children for scholarship is enhanced from 48 to 54 (i.e. enhancement of 2 workers’ children from each unit)
19.3 It is agreed in principle that eligible children of workers will be considered for Scholarship abroad and details/procedure will be decided with consultation of the C.B.A
19.4 This will become effective from the date of signing of this Agreement.
19.5 Other terms and conditions will remain unchanged.
20. LONG SERVICE AWARD
In full and final settlement of demand it has been agreed that:
20.1 More than 6 months service will be counted as complete on year for the eligibility of Long Service Award for superannuated workers and workers expired during the service.
20.2 This will become effective from the date of signing of this Agreement.
20.3 Other terms and conditions will remain unchanged.
21. TA/DA POLICY
In full and final settlement of demand it has been agreed that in order to remove the disparity amongst units, a committee will be constituted comprising six (6) members, three (3) members each from the management and C.B.A headed by DGM (IR/HR Ops.) to finalize TA/DA Rules for the workers on company wide basis before 31 December, 2012.
22. ADVERTISEMENT OF EXECUTIVES POSTS AT REGIONAL OFFICES
In full and final settlement of demand it has been agreed that vacancies of executive staff as and when advertisement will also be pasted at Regional Offices Notice Boards so that interested workers meeting the required induction criteria may avail opportunity to apply for the said post.
23. MEDICAL FACILITY
In full and final settlement of demand it has been agreed that Company will provide maximum financial assistance through CSR for transplantation of human organs subject to availability of fund in CSR Fund.
24. NATURAL DISASTER FINANCIAL SUPPORT
In full and final settlement of demand it has been agreed that a committee comprising Management and C.B.A representatives will be constituted to evaluate losses of effected workers caused due to natural disaster i.e. flood, earthquake and rains etc. and on the basis of recommendations of the committee approval from Competent Authority will be obtained for appropriate financial support immediately on case to case basis.
25. ESTABLISHMENT OF LIBRARIES AND SPORTS CLUB AT REGIONAL OFFICES
In full and final settlement of demand it has been agreed by the Management in principle that:
25.1 In order to improve the knowledge of employees, appropriate arrangements of libraries will be made at regional offices.
25.2 Sports and Fitness Club at Regional Offices will be established provided that Sports Club Committee like Unit A and C is constituted.
26. GENERAL POINTS
In full and final settlement of demand it has been agreed that:
26.1 High performer workers will be considered for training abroad as per company’s requirements with consultation of the C.B.A purely on merit basis.
26.2 The functions for celebration of Eid Milad-un-Nabi (SAW) in the month of Rabi-ul-Awwal every year will be arranged at Regional Offices.
26.3 The menu of food in Company’s Canteens will be made with consultation of C.B.A and will be taken full care of standard and hygienic food in the canteens.
27. VOLUNTARY CONTRIBUTION OF ONE DAY SALARY SCHEME
In full and final settlement of demand and in supersession/modification of existing system/practices in respect of Voluntary Contribution one day Salary Scheme, it has been agreed that in order to improve the existing system of distribution of voluntary one day salary contribution to the retired and deceased workers and to curtail the lingering on waiting list of retired and deceased workers, effective October, 2012, it has been decided that:
27.1 All workers who are at present members of the Voluntary one day salary contribution scheme will continue to be the members of this scheme.
27.2 All those workers who were reinstated in the Company through Courts/Ordinance, 2009 and Act, 2010 or appointed in the Company from 2007 onwards, will be treated members of this voluntary one-day salary contribution scheme from the month of October, 2012 and deduction of one-day salary from their monthly wages will be started forthwith.
27.3 All other workers who are not, at present, members of this voluntary one-day salary contribution scheme, will have the right to become the member of this scheme provided that they have minimum of five (5) years of service with the Company prior to their retirement. Such worker(s) will be required to submit their application to the respective RHRC on prescribed form. On receipt of application of a worker, RHRC will advise Finance Department to start deduction of one-day salary from the monthly salary of concerned employee.
27.4 Any worker i.e. member who desire to leave this scheme at his own will and to stop deduction of one-day salary contribution from his salary, will have to submit his application to respective RHRC through his Section/Department Head. The RHRC will advise Finance Department to stop the deduction of one-day salary contribution from his salary.
27.5 Any worker (member) who leaves his voluntary one-day salary contribution scheme at any stage will not be eligible to receive any benefit of the scheme neither legal heir of deceased or retired workers will have the right claim any benefit.
27.6 Amount deducted on account of one-day salary contribution from the monthly wages of the member workers, will be paid to the retired employees, employees retired on medical grounds (on recommendation of Medical Board) and employees expired during the service.
27.7 Exiting system of distribution of monthly one-day salary contribution amongst the eligible retired/expired worker of Unit A and unit B including employees Ex-LPG & QNGDP will stand amended and now onwards payment of one-day salary contribution will be made up to maximum prescribed limit on the basis of length of service/period of deduction of one-day salary contribution of respective worker (member). For this purpose, length of service of new members will be counted from their date of deduction of one-day salary contribution and length of service of workers who are already members of this scheme will continued to be counted from the date of their appointment in the company.
27.8 Monthly voluntary one-day salary contribution will be distributed to the eligible workers of Unit A and Unit B including Ex LPG/ & QNGDP workers, as under:
| Sr. No. | Period of Deduction /Length of Service | Maximum Amount of One-Day Salary Contribution |
| 1 | Up to 5 years | Rs. 250,000/- |
| 2 | Above 5 years, up to 10 years | Rs. 500,000/- |
| 3 | Above 10 years, up to 15 years | Rs. 750,000/- |
| 4 | Above 15 years, up to 20 years | Rs. 1,000,000/- |
| 5 | Above 20 years | Rs. 1,200,000/- |
27.9 In case, the amount of voluntary one-day salary contribution is less than the above mentioned maximum prescribed amount, the actual amount received on account of one-day salary contribution from the members, will be disbursed among the eligible workers.
27.10 Existing practice/procedure of distribution of monthly one-day salary contribution amongst two eligible retired/expired workers equally will continue to be followed in Unit C.
27.11 The company will be responsible only for deduction of one-day salary from the wages of members of voluntary one-day salary contribution scheme and to disburse the same amongst the eligible retired, retired on medical grounds (on the recommendation of Medical Board) and legal heirs of expired eligible workers in accordance with rules of this scheme.
27.12 Only the amount of contribution received in a month will be distributed among the eligible workers/legal heirs as prescribed above and no additional amount on account of contribution will be distributed from the company’s accounts in any case.
27.13 Two separate lists for eligible retired workers (including retired on medical grounds) and workers expired during the service will be maintained from the exiting list for one-day salary contribution and names of workers retiring/expiring during service in future will be incorporated in above referred waiting lists for payment of one-day contribution on their turn. Payment to the eligible workers and legal heirs of deceased employees will be made from these lists on alternate basis.
27.14 Existing practice/procedure for deduction of one-day salary contribution and distribution to eligible retired/legal heirs of deceased workers of respective units will continue to be followed on the basis of parent unit.
27.15 Since the one-day salary contribution is a voluntary scheme of the workers and the amount contributed in each month by the members in each unit is distributed amongst the eligible retired/legal heirs of deceased workers every month, and if in future, no worker is willing to contribute one-day salary, the scheme may end at any stage in future. In such a case the company will not be responsible for any payment on account of one-day salary contribution from the company’s account in any way to the retired/expired workers whose names are appearing on the waiting list and retired workers/ legal heirs of deceased workers will have no right to any legal action.
27.16 Finance Department will have to furnish summary of monthly contribution deducted from the members’ salaries and details of disbursement on monthly basis to the HR Department. Who will communicate the information to the C.B.A.
28. FESTIVAL ADVANCE
In full and final settlement of this demand it is agreed that
28.1 Festival advance for Muslim workers is enhanced and fixed as under:
| Grade | Eid ul Fitr Advance | Eid ul Azha Advance | ||
| From | To | From | To | |
| I | Rs. 15,000/- | Rs. 18,000/- | Rs. 10,000/- | Rs. 12,000/- |
| II & III | Rs. 20,000/- | Rs. 23,000/- | Rs. 15,000/- | Rs. 17,000/- |
| IV | Rs. 25,000/- | Rs. 28,000/- | Rs. 20,000/- | Rs. 22,000/- |
| V | Rs. 30,000/- | Rs. 35,000/- | Rs. 20,000/- | Rs. 25,000/- |
28.2 Festival advance for Non-Muslim Workers in enhanced and fixed as under:
| Grade | Advance | |
| From | To | |
| I | Rs. 25,000/- | Rs. 30,000/- |
| II & III | Rs. 35,000/- | Rs. 40,000/- |
| IV | Rs. 45,000/- | Rs. 50,000/- |
| V | Rs. 50,000/- | Rs. 60,000/- |
28.3 This will be effective from date of signing of this Agreement.
28.4 Another terms and conditions will remain unchanged.
29. TRIPARTITE OUT OF COURT SETTLEMENT
In order to settle the issue of seniority mentioned in tripartite out of court settlement made part of the Agreement dated 27 February, 2010 vide clause No. 02, it is clarified that in accordance with the above Agreement, due seniority letters to the concerned will be issued with following contents and HRMS will be updated accordingly.
29.1 That seniority and/ or retirement benefit i.e. gratuity/pension will commence from the date of appointment.
29.2 That seniority for service based benefits will be from January 1, 2001.
29.3 That seniority for Long Service Award will be from January 1, 2001.
29.4 Other terms and conditions will remain unchanged.
30. PRESIDENT C.B.A (OUTSIDER)
In full and final settlement of this demand it is agreed that salary of President C.B.A (outsider) is enhanced from Rs. 50,000/- to Rs. 75,000/- per month. Other terms and condition will remain unchanged.
31. MEDICAL FACILITY FOR STEPMOTHER
In full and final settlement of this demand, it is agreed that from the date of signing of this agreement, stepmother (in case of real mother is not alive) of worker appointed against expired workers’ children quota will be eligible for medical facility as per company’s rule. All other terms and conditions of this facility will remain unchanged.
32. C.B.A BUDGET
In full and final settlement of this demand it is agreed that budget allocated for C.B.A expenses on fiscal year basis will be bifurcated with the consultation of C.B.A
33. INTERPRETATION OF THE AGREEMENT
It is mutually agreed between the Management of SSGC and C.B.A that in case of any dispute on interpretation of any word/sentence of this agreement, the language of agreement in English will be treated as final.
34. GOOD ATTENDANCE BONUS
In full and final settlement of this demand it is agreed that effective from the date of signing of this Agreement, Good Attendance Bonus being paid to the workers of unit A will also be paid to the reinstated workers and workers of other units posted in unit A, and workers posted at unit A will not be eligible for the said bonus on their transfer to any other unit. Other terms and conditions for the payment of this Good Attendance Bonus will remain unchanged.
GENERAL UNDERTAKINGS – DURATION OF THE AGREEMENT
1) That in consideration of financial and other benefits granted by the Company under this Agreement, the C.B.A:
a) Has agreed that all other demands mentioned/contained in the Charter of Demands enclosed and/or those demands not specifically mentioned but raised by and/or on behalf of workmen as on the date of signing of this agreement/settlement are hereby settled, satisfied, disagreed and/or withdrawn and the C.B.A expressly undertakes not to raise, pursue and demand any matter or issue involving financial implication or otherwise.
b) Undertakes, on behalf of workmen to give unreserved and fullest cooperation and support to the Company for promoting efficiency, increase in productivity, maintaining and improving discipline and industrial peace, punctuality of attendance, adherence to Health, Safety and Environment and good practices, control and reduction in unaccounted for Gas/Gas losses, control misuse of overtime, misuse of medical facility, misuse of free gas facility etc. in furtherance of the directives issued by Oil and Gas Regulatory Authority and Government of Pakistan, from time to time.
c) Undertakes, that the parties have arrived at the present Agreement, as far as its financial implications are concerned, in accordance with the parameters based on actual progress in above mentioned factors. The Company, in consultation with the C.B.A shall evolve appropriate system/methods for achieving higher norms of productivity and review/implement all or any of such system or methods to make optimum use of manpower with a view to control cost and avoid wastage. Further, C.B.A undertakes to formulate and submit future Charter of Demands in a manner that the financial impact of each remains as close as possible to the consumer price index.
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