Molsmed Magazine Faw

8/11/2019 Molsmed Magazine Faw

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MOLSMED At WorkMeeting and exceeding the expectations of our stakeholders

GOVERNMENT OF THE REPUBLIC OF TRINIDAD AND TOBAGOMINISTRY OF LABOUR AND SMALL AND MICRO ENTERPRISE DEVELOPMENT


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2014 And Beyond...There Can Be No Development

Without Labour and No Labour Without Development

Labour remains the bedrock of development. From time

immemorial, work has been at the core of civilization,

giving meaning to life and serving as the platform on

which future generations are built. We at the Ministry of

Labour and Small and Micro Enterprise Development

(MOLSMED), are concerned about ensuring that

opportunities for work exist and that the quality of work

meets international labour standards. Our efforts over

the past year are in keeping with the Governments

commitment to people-centred development and support

our philosophy that a more educated, better-equipped,productive and empowered labour force serves as the

basis for cohesive communities, which in turn augers

well for social and economic sustainability in Trinidad

and Tobago. The Ministrys strategic direction for 2014

embraces the continued promotion of decent work

through safe and productive work which aims at improving

the quality of life for all, while positioning the economy

to effectively compete in the global marketplace. Social

dialogue, which is one of the four strategic objectives

of the Decent Work Agenda, remains at the heart

of the Ministrys approach to policy formulation and

decision-making and has been embraced as an effectivemechanism for enhancing participatory governance at

the national level. We are focused on strengthening the

industrial relations framework and enhancing policy

coherence so that full employment and decent work are

mainstreamed into all of our programmes and we continue

to advocate for such coherence at the national, regional

and international levels. To this end, we have continuedour drive to modernize our labour laws so that no worker

is left behind. Efforts at developing sustainable Micro

and Small Enterprises and Co-operatives, strengthening

the Labour Inspection System, enhancing awareness of

rights and responsibilities in the workplace and combatingdiscrimination in the workplace continue to support our

thrust towards decent work for all. Indeed, the successes

of the past year and the lessons learnt from the challenges

faced, reinforces the commitment of the MOLSMED to

serve the national community even better in 2014. As

the Minister of Labour and Small and Micro Enterprise

Development, I thank you for your support and continued

partnership in making decent work a reality in Trinidad

and Tobago.

Errol K. McLeod

Minister of Labour and Smalland Micro Enterprise Development3


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Developing A High PerformanceOrganization To Better Serve You!

Strategic Goals of MOLSMED Decent Work principles adopted and practiced in the workplace Legislative framework that supports Decent Work

Increased opportunities for employment and entrepreneurship Efcient and effective organization Service delivery excellence Client-focused, results oriented, innovative and knowledge driven Effective communication

MOLSMED makes a difference! Every day at MOLSMED is an exciting and rewarding experience. Wecontinue to impact the lives of workers, employers, entrepreneurs, students, policy-makers and other

stakeholders. No longer is MOLSMED seen only as the Government agency that is responsible for putting

out res between employers and employees. We are now recognized for our developmental work in

contributing to economic growth and social cohesion through our efforts to meet the needs of job-seekers,empower workers, create an enabling environment for micro and small enterprises and co-operatives and

fostering collaborative relations among partners in the world of work.

As the Ministry continues to meet these strategic benchmarks, this publication seeks to highlight the

difference that MOLSMED is making in the lives of citizens. It also provides information on our various

services and programmes which are easily accessible. In so doing, we hope to bring Labour closerto you.

The Ministry recognizes that our particular blueprint for development, founded on decent work, cancontribute signicantly to improving the lives of our people in Trinidad and Tobago. In order to enhance the

Ministrys strategic impact, we have adopted a rigorous change management and employee development

approach. This holistic strategy will ensure that the daily endeavours of our employees are synchronized

with the overall mandate of the Ministry, thus allowing us to better serve you.

I invite you to review our publication as well as utilize our broad range of services.

MOLSMED can make the difference in your life...

Cecilia Greaves-Smith

Permanent Secretary (Ag.)

VisionTo be the leader in promoting

entrepreneurship and Decent Work for all

MissionTo facilitate an enabling environment that supports

employment creation, sustainable enterprise

development and employee well-being in a safe,

peaceful and productive work environment


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Preserving The Legacy Of Our

Labour Leaders

Labour Day gives us an opportunity to remember the plight and struggles ofacclaimed labour leaders such as Tubal Uriah Buzz Butler, Adrian Cola Rienzi,Clothill Walcott, Andy Beharry, Elma Francois, George Weeks and many otherswho have helped to ensure that our working lives are better today than decadesbefore. Theirs is a legacy of securing decent work for many workers - those in the

oilelds, the sugar plantations, the factories and even in households.

Such a legacy should be preserved for all generations to come and not only beremembered on Labour Day.

With this in mind, the concept of a Labour Heroes Park and Museum was born. TheMOLSMED is in the process of securing an appropriate location in Fyzabad, whichis recognized as the birthplace of the labour movement in Trinidad and Tobago, anddeveloping conceptual designs to guide the construction phase. With the supportof a reconstituted Working Committee, as well as the invaluable contribution of thePetroleum Company of Trinidad and Tobago (Petrotrin) and the Ministry of Energyand Energy Affairs, this initiative is eagerly being pursued. We look forward to your

support as we keep the legacy of our labour leaders alive.


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Zero Tolerancefor Workplace Discrimination

The MOLSMED recognises that HIV/AIDS is a workplace issue as it affects the

workforce and must be addressed and managed in the workplace like any other

serious illness or condition. To mitigate workplace discrimination, such as the

above scenario, the National HIV/AIDS Workplace Advocacy and Sustainability

Centre (HASC) accelerated its drive to encourage employers to implement the

key principles of the National Workplace Policy on HIV and AIDS.

Through workplace sensitization sessions and individual technical support

meetings, the HASC provides information on the National Workplace Policy on

HIV/AIDS and advocates for its implementation across all sectors. Our advocacy

activities have resulted in the Ministry signing Memoranda of Understanding

with twenty (20) organizations in the private and public sectors as well as those

operating in the informal economy to provide technical support in developing

workplace policies and programmes on HIV and AIDS. Another stellar initiative

of the HASC was the development of a Toolkit which outlined innovative ways

to sensitize members of the informal economy on HIV/AIDS and workplace

issues using educational theatre. This Toolkit was the outcome of a pilot project

executed in Tobago which used techniques such as the invisible theatre.

The HASC actively participates in national outreach activities and

continues to provide support by facilitating HIV/AIDS Peer Education

Training for employees of partnering organisations. This strategy equips

participants with the necessary information and skills to effectively create

and execute educational programmes and facilitate informed dialogue

amongst peers. It is envisaged that peer education will assist in breaking

barriers by empowering individuals to discuss sensitive matters thus

advancing our national efforts toward a Zero Tolerance approach to

workplace discrimination.

The HASC, the first of its kind in the Western Hemisphere and second in the

world, plays a critical role in implementing the National Workplace Policy on HIV

and AIDS which was adopted in 2008 and is in the process of being reviewed.

Among other things, this Policy sets minimum standards for managing HIV

and AIDS in the workplace and promote structures and programmes to reduce

the stigma of discrimination against persons l iving with or affected by HIV.

Need guidance and support in developing and implementing your workplace

policy and programmes on HIV and AIDS?

Visit the HASC at 50-54 Duke Place, Duke Street, Port of Spain or contact us at

299-0300 ext. 2010/2014.

Should I promote him?Roger has been with the company for 12 years. He is one of my best workers and has earned every promotion thus far. However, two years

ago, Roger was diagnosed with HIV. Not too many persons know of his status. Rogers name has appeared on a shor t list of candidates for the

job of Creative Director. Truth be told, hes perfect for the job, but I must confess that this time around Im hesitant about promoting him given

what I know. Am I justied?

Answer:If Roger deserves the job based on his performance, then give it to him. Many people with HIV are fully able to perform the functions of their

job. Workers with HIV should be treated fairly, and their HIV status should not be grounds for denial of any employment opportunity or adversetreatment in the workplace.

The Ten Key Principles of the National Workplace Policy on HIV and AIDS Consideration of HIV and AIDS as a workplace issue Gender Equality Healthy work environment Prevention Care and support

Continuing employment Non-discrimination Zero Tolerance No screening for purpose of employment Condentiality


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I have HIVBut I also have feelings

Why should HIV and AIDS be dealt with at the workplace? What doesthis have to do with work? Isnt it a private matter?

HIV and AIDS is a workplace issue because it affects the workforce, whichis one of the most critical resources for any developing country. As such, theworkplace presents an ideal forum to effectively address HIV- related stigmaand discrimination for which appropriate workplace responses can be mounted.These include the development and implementation of a workplace policy onHIV and AIDS supported by ongoing HIV education and training programmes.HIV and AIDS must be addressed and managed in the workplace like anyother serious illness or condition.

1) Consideration of HIV and AIDS as a workplace issue

As an employer, should I promote one of my best workers who is HIV

positive?

One of my coworkers is not lookig well and losing weight. He sits in the adjoiningcubicle and I think he has AIDS. Should I take precautions?

There should be no discrimination or stigma against workers, job seekers and jobapplicants in Trinidad and Tobago because of their real or perceived HIV status.People living with HIV (PLHIV) ought to be respected and assessed on theirability to perform the job efciently and not on their HIV status. Employees livingwith HIV should be allowed to continue to work, be promoted, sent on trainingand should be given reasonable accommodation especially when they need togo for treatment and medication. Terms, conditions or privileges of employmentare applicable to all individuals regardless of their real or perceived HIV status.

2) Non discrimination


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A woman from my neighbourhood applied for a job where I worand rumour has it that she is HIV positive. I know she is qualied fothe job. Should I tell my boss what I heard about her?

Employers should not disclose information related to any workersHIV status, nor should workers be obligated to divulge their own HIVstatus or that of others, as doing so is a breach of condentiality. Aemployer should address breaches of condentiality through theorganizations policy on disciplinary procedures. Furthermore, lescontaining private medical information should remain condentia

consistent with the ILO Code of Practice on the Protection of WorkersPersonal Data.

The gender dimensions of HIV and AIDS should be recognized

Equal gender relations should be promoted and supported byworkplace-devised support systems that include workers. Gender-specic programmes at the workplace should seek to inform menand women of their rights and responsibilities, since HIV and AIDSaffect women and men differently in terms of vulnerability and impact.

3) Gender Equality

I am HIV positive and I need to ask for time off to attend clinic.Do I have to tell my supervisor about my status? What if he uses as an excuse to dismiss me?

All employers should follow the National Workplace Policy on HIV andAIDS which states that HIV infection is not a cause for terminationAs with many other conditions, workers with HIV-related illnessesshould be allowed to work for as long as they are medically t foavailable, appropriate work. HIV is considered a manageable chronicillness and PLHIV can lead productive lives. You are not obligated

to tell your employer about your status. If you need time off you cansimply state that you have a medical condition and require regulacheck-ups. This should sufce in most circumstances. Althoughemployers should adhere to the National Workplace Policy on HIVand AIDS there is, to-date, no law enforcing the tenets of the policyIn reality, there is still a great deal of stigma and discrimination in theworkplace against people living with or affected by HIV. Disclosingyour status on the job, therefore, is a decision you need to thinabout carefully. Although national laws currently offer little protectionfor cases relating to HIV discrimination at the workplace, the ILORecommendation concerning HIV and AIDS and the world of work2010 (No.200) and the Discrimination (Employment and OccupationConvention, 1958 (No.111) can be used as a basis for redress.

8) Continuing Employment

Members of the department have begun to shun an employee whohas been caring for her HIV positive son. They even refuse to eain the lunch room if she is there. Should I leave those involved tocontinue on this trend or should I step in and confront the issues?

Employers and workers representatives can uniquely promoteprevention efforts through the provision of information and educatiousing appropriate language. Information and education about HIVand AIDS promote prevention efforts since it can result in changes iknowledge, attitudes, beliefs and behaviours, and in the creation of anon-discriminatory work environment.

9) Prevention

I am HIV positive and I notice that I am excluded from stafactivities. I feel so lonely on the job and I am often tempted to quiWhat should I do?

Employers and workers representatives should ensure that workerare aware of, and encouraged to seek assistance and counsellingfrom agencies that offer care and support for persons who are infectedand/or affected by HIV and AIDS (contact HASC for a list of theseagencies). A culture of openness, acceptance and support shouldbe encouraged for those workers who are infected and/or affected byHIV, as this helps to reduce stigma and discrimination.

10) Care and Support

What should I do if a person with HIV becomes sick on the job?Is it safe for me to attend to him or her?

HIV is not spread by casual contact. Therefore, activities suchas kissing, shaking hands, coughing, sneezing, sharing cutlery,ofce equipment and furniture, do not put you at risk. HIV is notan air-borne, water-borne or food-borne virus. Furthermore, theworkplace should be safe and healthy to minimize occupationalrisk and contribute to the prevention of HIV transmission. UniversalPrecautions, a simple standard of infection control practice, shouldbe used to minimize the risk of blood-borne pathogens and oughtto be regarded as a standard workplace practice. This is enforcedby the Trinidad and Tobago Occupational Safety and Health Act,No.1 of 2004, as amended by the Occupational Safety and Health(Amendment) Act, No. 3 0f 2006.

4) Healthy Work Environment

Cooperation and trust between employers, workers, and theirrepresentatives, and Government (where applicable) with the activecontribution of workers infected and/or affected by HIV and AIDS,facilitates the effective implementation of and adherence to an HIVand AIDS workplace policy.

Continuous social dialogue among the tripartite plus partners createsa supportive environment to combat HIV and AIDS and encouragesopenness, acceptance and support for those workers who disclosetheir HIV status.

5) Social Dialogue

I am an employer in a food establishment and Im thinking ofintroducing a policy whereby prospective employees would beasked to take an HIV test in order to protect other members of staffand customers. Wouldnt people be uncomfortable if they nd outthat an HIV positive person is preparing their food?

There should be no HIV screening for purposes of employment asthis constitutes a breach of fundamental human rights. Employersshould not require that HIV tests be conducted on candidates foremployment or on current workers; nor should they instruct themto do so as no valid justication exists for such a requirement. As

it relates to food handling, the US Centers for Disease Control andPrevention conrm that there is no known risk of transmitting HIVduring food preparation as the HIV virus does not reproduce outsideof the human body and is quickly destroyed when exposed to air.

(www.gov/hiv/resources/qa/transmission.htm).

6) No Screening for Purposes of Employment

7) Condentiality

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Since its establishment in 2002, the National Entrepreneurship DevelopmentCompany Limited (NEDCO), a statutory agency of the Ministry has beenidentied as the one-stop shop for young and emerging entrepreneurs,providing loans, support, training and after care, needed to equip todaysbusiness owners with the tools to efciently and effectively operate theirbusinesses.

Tasked with the mandate of re-positioning and transforming NEDCO, theHonourable Minister Errol McLeod appointed a new Board of Directorsin 2013. It was therefore no coincidence that under its new leadership,NEDCO signed a Memorandum of Understanding with the Trinbago UniedCalypsonians Organisation (TUCO). Through this partnership, artistes

now have greater access to training and funding for cultural projects, thuscreating an enabling environment in which their creative talents can benurtured into lucrative businesses.

With the aim of creating an effective link between education andentrepreneurship in Trinidad and Tobago, within a few months of signing aMemorandum of Understanding with the University of the West Indies (UWI)to establish a physical presence at their St. Augustine campus, NEDCOopened its rst on-campus sub-ofce. This new alignment provides studentswith opportunities to pursue their dreams and transform their creative ideasinto business ventures, granting them access to funding for growth and highimpact projects. An additional aspect of this partnership was an immersiveone week Entrepreneurship Business Boot Camp hosted by NEDCO incollaboration with UWI, further providing institutional support as well aseducational and practical awareness of entrepreneurial opportunities.

NEDCO remains committed to working with other State Agencies as well as

the Private Sector to ensure that the phenomenon of youth unemploymentdoes not turn into entrenched long-term unemployment. With its focus onequipping individuals with the necessary education and skills needed torespond to the existing demand for skilled labour, NEDCO partnered withthe Youth Training and Employment Partnership Programme (YTEPP),to jointly utilize their resources and expertise to impart knowledge andengender self-sufciency among young entrepreneurs.

Over the last nancial year, NEDCO disbursed a total of four hundred andnine (409) loans valued at TT$20.8 million dollars in start-up capital at apreferred rate of interest to empower entrepreneurs to achieve nancialindependence.

Are you ready to take the rst step to start your business?Interested in accessing nancial assistance to expand your business? Letus support you... as you succeed!Visit our website at www.nedco.gov.tt Come meet with our agents at #38

New Street, Port of Spain or at any of our RED Centres or call us at 821-5800.

Working With

NEDCO To Promote

Innovation,Creativity And

Entrepreneurship

Access to loans/start-up capital

Business advisory services

Mentorship

Promotional support

Training and Development

Establishment of strategic partnerships to promote development

From Left to Right: Ms. Sheryl-Anne Haynes (Member), Mr. Carl Francis (Member), Mr. Willvan Ramlakhan (Member), Mr. Calvin Bijou (Deputy Chairman), Mr. Vijay Parabdeen (Member)

Minister Errol McLeod, Ms. Simone Lampkin (Member), Mr. Allister Khan (Member), Mr. Ramesh Lalla (Member), Mr. Christopher Lewis (Member) and Mr. Suneesh Singh (Member).Absent:Dr. Natasha Ramkissoon (Chairman), Dr. Camille Samuel (Member) and Ms. Glenda Joseph-Dennis (Member).

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FairShare First! Exposition at Centre of Excellence, Macoya.

Supporting The DiversifcationThrust In Trinidad And Tobago

From left to right: Mr. Michael Gordon, Manager, Enterprise Development Division, Mr. Carl Francis, former Permanent Secretary of the MOLSMED, Senator the HonourableEmmanuel George, Minister of Justice, Honourable Minister Errol McLeod, Minister of Labour and Small and Micro Enterprise Development, Ms. Khadijah Ameen, Advisorto the Honourable Marlene Coudray, Minister of Local Government.

Matthew Williams

FairShare Client

Wondering how to expand and develop your business?Interested in selling your goods and services to the government?

What about training and developmental opportunities?

Visit www.fairshare.gov.tt for more information or contact us at 299-0300 ext. 2166 or 2160Free marketing of products and services Direct linkages to clientele Increased sales Business growth and expansion

Increased access to government procurement opportunities

In January 2014, the Ministry hosted asuccessful exposition FairShare First which

featured over one hundred (100) registered

MSEs in the programme. This initiativecreated the ideal networking environment

for business owners to interact with key

procurement ofcers, representatives of

various Ministries and potential clients.

The FairShare programme is a greatopportunity for small businesses to increase

their visibility to the Public Sector. Through

our online web portal www.fairshare.gov.

tt Government Ministries, Departmentsand Agencies engage registered MSEs of

the FairShare programme to participate in

the public procurement programme, thusgiving them unparalleled access to revenue

generating opportunities. Coupled with the

training provided by the programme, MSEswill have the opportunity to improve their

capacity and capability, gradually reducing

their dependence on this preferential accessprogramme to become fully capable of

providing their services locally, regionally and

internationally.

Currently, over eight hundred (800) certied

MSEs are marketing and selling

their goods and services through the FairShare database.Ministries and State Agencies now have access to small

businesses in over twenty seven (27) sectors that can

provide practical and cutting edge solutions to meet theirorganizations needs.

Lets meet Matthew Williams, a twenty-ve (25) year old

audibly impaired photographer/graphic designer who has

been registered with FairShare for just under a year and hasalready begun to applaud the programme, which he nowattributes to the steady growth and success of his business.

Matthew represents one of the many small business

owners who benetted from the FairShare Exposition and

has vowed to keep the res of the FairShare Programme

burning by sharing his own experiences as a client with

aspiring entrepreneurs.

FairShare has enabled me to showcaseand market my skills to the governmentand public. Rather than selling the promiseof an entrepreneurial dream, the FairShareProgramme has provided me with thenecessary tools and business opportunitiesfor the expansion of my clientele. This self-empowerment has allowed me to realise mygoal of becoming a successful entrepreneur.Undoubtedly, FairShare guarantees diversepossibilities for limitless opportunities.


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The Enterprise Development Division (EDD) of the MOLMSED recognises the importance of the Micro and Small Enterprise (MSE) Sector asa key driver for economic diversification. We have thus placed significant focus on the development and promotion of MSEs as vehicles foremployment creation, poverty alleviation and wealth creation. To foster a more enabling environment for entrepreneurs, including marginalized

and vulnerable groups such as youth, women, disabled persons and the unemployed, the Ministry continues to provide opportunities for allthrough its flagship programmes, namely the FairShare Programme and the National Integrated Business Incubator System (IBIS).

MSEs - Small In Size But BigOn Service And Delivery!

BringingEntrepreneurialOpportunities ToYour CommunityThrough IbisIn promoting self-empowerment, self-

sustainability and innovation, the MOLSMED

has continuously sought creative avenues

to meet the growing needs of aspiring

entrepreneurs and it should be no surprise thatwe were eager to take the IBIS programme on

the road making it more accessible to YOU!

The National Integrated Business Incubator

System (IBIS) is a collaborative effort

between the MOLSMED and the National

Entrepreneurship Development Company

Limited (NEDCO). IBIS provides a unique

mix of business development support,

infrastructure, operational and financial

assistance thus equipping candidates with

technical and business skills for operation and

innovation, while improving their access to

required resources so that they can developtheir business at all stages; from the business

investment proposal, to the establishment of

their enterprise.

Simply put, this programme transforms

individuals from being jobseekers to potential

employers and generators of wealth.

Since its inception in October 2011, IBIScontinues to nurture and develop potentialentrepreneurs, having trained one hundredand eighty one (181) persons of which sixtyone (61) have qualified for incubator services

that include coaching and mentoring, seedcapital funding and the provision of physicalinfrastructure. We have also establishedSocial Empowerment through EntrepreneurDevelopment (SEED) Incubators in theRegional Corporations of Penal/Sipariaand Sangre Grande with two (2) new SEEDIncubators to be launched before the end of2014 in Point Fortin and San Juan/Laventille.Pre-incubator training is currently beingprovided to seventy five (75) successfulcandidates in the communities of DiegoMartin/Carenage, Chaguanas and Couva.

Investing In AGreen EconomyLike other Caribbean countries, Trinidad andTobago faces the challenge of diversifyingour economy through the use of renewableenergy. A green economy is increasinglybeing recognized as a source of new jobopportunities and as an important elementfor sustainable economic growth. Stemmingfrom a three (3) day workshop on Developing

Policies and Programmes to Promote GreenJobs and Green Enterprises in T&T organized

in conjunction with the International Labour

Organization (ILO), the Ministry drafted a

Green Enterprise Development Policy for

MSEs and Co-operatives which is available

on our website. While the core of this Policy

relates to the nations environmental priorities,

we envisage that it will allow MSEs and Co-

operatives to effect social change through

the creation of viable green businesses, thus

strengthening economic diversification

and creating favourable conditions for

increased investments towards green

enterprise development.

Developing AnMSE Policy ForTrinidad & TobagoDeveloping an entrepreneurial culture,

Simplifying business start-up and reporting and

improving access to training

To ensure a more cohesive, structured and

results-based approach to MSE growth in

Trinidad and Tobago, the Ministry drafted a

Micro and Small Enterprise (MSE) Development

Policy. The MSE Development Policy will

create a holistic ecosystem that supports

entrepreneurship by reducing the many hurdles

encountered by entrepreneurs, with the aim

of creating opportunities and providing a

framework for the expansion of the business

support services available to MSEs. This Policy

strives to level the playing field between

MSEs and larger businesses, apportioning

equitable treatment to all businesses. To date,

the Ministry has prepared a draft National

Micro and Small Enterprise Policy which is

available on our website www.molsmed.gov.

tt for review and feedback. This policy will

have far-reaching effects on micro and small

business development and it is our hope that

the estimated twenty eight percent (28%)

contribution of MSEs to the Gross Domestic

Product, which constitutes eighty five percent

(85%) of all businesses in Trinidad and Tobago,

will be increased.

Entrepreneurial Business Training

Physical Infrastructure Mentoring

Seed Capital Financing

Operational Support

Providing Opportunities for Innovation

Creating Business Networks

Job Creation

Income Generation

Improved quality of life


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The IBIS programme empowers micro and small enterprises through the provision of entrepreneurial, technical and business training,

Interested in transforming your business idea into a lucrative venture?

Then visit our website www.molsmed.gov.tt or contact a NEDCO agent at:

821-5819 Ext. 2214 or 821-5820 Ext. 2095 for more information.

t

The National Integrated

Business Incubator System(IBIS) gave our company the

strategic capacity-building

tools to enhance its levels of

growth.

With the many training , funding

and mentorship opportunities

provided, IBIS is a worthwhile

programme for Entrepreneurs

desirous of turning creative

and innovative dreams intorobust and sustainable business

realities.

It is indeed the vehicle that will

enable entrepreneurs to perfec

their business models and allthem to compete in the globalmarket.

ow

Rachel Renie & David Thomas, co-founders

of Market Movers, an online distribution

company, specializing in the delivery of fresh

market produce since 2012. They have beenregistered clients of the IBIS Programme

since 2013.

Market Movers...Movin with IBIS!

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Members Matter Most!Co-operatives play a vital role in the socialand economic development of Trinidad andTobago. These institutions comprise a group

of individuals coming together voluntarily tomeet an economic and social need through acommon business venture. They are not mainlyprofit based but rather community based andseeking to serve the interests of their membersand communities.

Considered to be a key ingredient for thedevelopment of the Micro and Small Enterprisesector, the co-operative business model hasyielded much success internationally. Forinstance, Welchs the worlds leading marketerof grape products had its genesis in theNational Grape Co-operative, comprising overone thousand four hundred (1,400) farmers in

the United States and Canada. The MOLSMEDenvisages that such a model can be successfullyimplemented in Trinidad and Tobago wherebyCo-operatives can transition into lucrativebusinesses which can compete globally.

DisputeResolutions

The CDD was successful in resolving some two

hundred and sixty eight (268) disputes to the tuneof TT$10 million in 2013. The Division, throughits meticulous approval of some TT$81 million representative of the collective investmentsof individual co-operative societies continuedto ensure the safety and soundness of a sectorwhose interests impact the financial lives ofits members.

In 2013, an agreement was reached with shareholders

and depositors of the Hindu Credit Union and

payments have been made to date. The Ministry

undertook the payment exercise in two (2) phases.

Phase I, which addressed those shareholders with

deposits under TT$75,000, was completed in October

2013, with payments being made to eighteen

thousand one hundred and thirteen (18,113)

shareholders to a value of TT$134,998,019.44. Phase

II of the exercise is being completed in collaboration

with the Ministry of Finance, to address shareholders

with holdings of over TT$75,000. Approximately one

thousand two hundred and fifty three (1,253) persons

received payments to the value of TT$94,597,717.63,

whilst one thousand three hundred and eleven (1,311)

persons were selected to be paid in bonds to the value

of TT$319,393,000.

Strengthening TheLegal FrameworkGiven that the Co-operative Societies Act, Chapter

81:03 which governs both financial Co-operatives

(Credit Unions) and non-financial Co-operatives

is more than four (4) decades old, the CDD held

consultations for amendments to this legislation.

Members can now look forward to seeing the

results of a stronger regulatory and supervisory

mechanism to enhance the protection of their

assets and investments, namely the strengthening

of the financial regulation of Credit Unions and the

development of the Credit Union Bill 2013.

BuildingGovernance InThe Sector

This year, greater focus is being placed on the

development of the Co-operative Sectors governance

capabilities through the training of directors and

managers with the intention of achieving greater

efficiency in management practices whilst preparing

respective entities to comply with pending legislative

reforms. These critical areas were considered: The roles

and functions of Boards of Directors, Supervisory and

Credit Committees, Risk Management, Corporate

Governance, Understanding Financial Statements and

the Conduct of Meetings.

Persons wishing to reap the many benefits which

Co-operatives provide can obtain the Ministrys

educational three part module on how to start,

organize and manage a co-operative enterprise as the

first step. This series provide a critical understanding

of Co-operatives and their operations in three easy-

to-read booklets titled What is a Co-operative

Enterprise?, Starting a Co-operative Enterprise and

Co-operative Organisation and Management.

Copies of these booklets are available at all offices of

the Co-operative Development Division throughout

Trinidad and Tobago. For further information, contact

the Co-operative Development Division at 645-6543.

Tasked with the responsibility of promoting, regulating and supervising Co-operative Societies in Trinidad and Tobago, the Co-operative DevelopmentDivision (CDD) of the Ministry fulfilled its mandate in 2013 by ensuring the security and astute management of approximately five hundred thousand(500,000) members in over three hundred (300) Societies with an asset base of approximately TT$10 billion. In our endeavour to create an enablingenvironment in which Co-operatives could contribute towards the socio-economic development of the lives of its members, the Division has beeninstrumental in the following:


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Remember the days of old when Sundaywas a day to be spent in the kitchenemploying the hands of the entireculinary gifted household? Now, lookingahead to the next weekend meal, wesee how things have changed. Time,once considered in abundance has nowbecome a scarce commodity; hard to ndespecially in modern day families whereparents simultaneously juggle theirlives with multiple jobs and or academic

pursuit to make ends meet. In addition tocouples having fewer children, the broodis no longer ve and eight children as itwas long ago, thus the household is leftwith fewer hands to slice and dice thevegetables and to avour the pot.

But we still maintain that a Sunday lunchmust be a grand feast.how is this nowpossible???

Nestled in the central range of Trinidad,the Caribbean Agrarian Co-operative

Society Limited was established by

a small Tabaquite family to provide

culinary solutions for the time

constrained homemaker. Their agship

product Dasheen Bush (Callaloo)

- considered the centrepiece of any

Sunday lunch was a nationwide hit,

as this Co-operative became the main

supplier of packaged vegetables to all

leading supermarket chains. From this,

the business grew in size, expanding itsline of time saving products to include

ready-made packages for Chow Mein,

Chunky Vegetables and Seasoning and

even venturing into animal husbandry

and greenhouse farming. Through the

Co-operative business model, this family

realized its vision of creating avenues

for food sustainability and healthier

lifestyles!

Now managed by a nine member board

of Directors, President Mr. MohammedCisse believes that The next homecooked meal you try, might very well bemade with products from this little Co-operative which currently sustains itsimmediate community and thrives onsustaining the needs of a country.

The Caribbean Agrarian Co-operativeSociety may be small in size but big onservice and delivery!

Unspoken ideas are only materializedin ones mind.

While starting a Co-operative or a newbusiness venture might be new territoryfor many, the Co-operatives DevelopmentDivision (CDD) can help transform yourunspoken idea into a reality. For moreinformation on how to start or join a Co-operative, contact the CDD at 645-6543or visit us at 16-20 Eastern Main RoadAnva Plaza, Tunapuna.

Contributing To Food Security InTrinidad And Tobago ..The Caribbean Agrarian Co-operative Society

14


15/24

Good governance requires that thecontributions of all stakeholders areconsidered in the decision-making process.The MOLSMED has been a leader in promotinggood governance through the social dialogueapproach. Social dialogue, according to theInternational Labour Organisation (ILO), refersto all types of negotiation, consultation orsimply exchange of information betweenor among representatives of governments,employers and workers on issues of common

interest relating to economic and social policy.Through social dialogue, the MOLSMED isin the process of enhancing the industrialrelations system in Trinidad and Tobago,promoting adherence to international labourstandards and strengthening action in a rangeof areas including occupational safety andhealth, minimum wage determination andenforcement, productivity enhancement andreduction in HIV/AIDS related stigma anddiscrimination in the workplace, to name afew.

Enhancing Social

Dialogue At TheNational Level...TheSDTFThe Social Dialogue Task Force (SDTF) wasestablished by Cabinet to facilitate consensus-building among representatives of Government,employers, workers and civil society on issues

affecting the social and economic sustainabilityof Trinidad and Tobago. The SDTF started itspioneering work in January 2014 and is forgingahead to create a platform where meaningfuldiscussions and agreements can be reachedon a broad range of national issues. The SDTF,built on key principles of mutual trust, sharedresponsibility, openness, information-sharingand effective communication has proven to bea good model on which good governance willflourish.

Enhancing SocialDialogue At TheEnterprise LevelCLRU At WorkThe conciliation function of the Ministry is

critical to the promotion of industrial peace

and stability as it focuses on fostering good

employment relations between employers and

employees. Through the Conciliation and Labour

Relations Unit (CLRU), the Ministry has been

working assiduously to treat with outstanding

negotiations for collective agreements. Over thelast four (4) years, the Ministry has played a critical

role in facilitating conciliation proceedings

resulting in the settlement of eighty three (83)

collective agreements in the public sector and

state enterprises sectors, including several major

disputes involving the Petroleum Company

of Trinidad and Tobago (PETROTRIN), Trinidad

and Tobago National Petroleum Marketing

Company Limited (TTNP), Telecommunications

Services of Trinidad and Tobago Limited (TSTT),

the Public Transport Service Corporation (PTSC),

the National Insurance Board (NIB) and recently,

the Port Authority of Trinidad and Tobago

Limited (PATT).

The Ministry continues to sensitize employers

and workers of their rights and responsibilities

as a means of reducing disputes within the

workplace. As such, the Ministry has facilitatedconciliation proceedings in eighty eight (88)

negotiations for collective agreements in the

private sector and is currently involved in

conciliation proceedings in twenty (20) such

disputes.

In 2013, two thousand two hundred and

seventy two (2272) walk-in clients (non-

unionized workers and employers) benefitted

from advice and assistance on employment

related issues while Unions and Employers have

been facilitated in seven hundred and twenty

nine (729) meetings involving two thousand

one hundred and eighty seven (2187) hours

of conciliation, in disputes relating to workersindividual rights and claims. The Ministry has also

conducted a series of training programmes for

employers and Trade Unions in areas including

employment relationships, the fundamental

rights to natural justice, progressive discipline,

procedural fairness, dispute procedure and the

management of conflict in the workplace.

Working it out ...Promoting Social And Economic

Sustainability Through Social Dialogue

To obtain advice on the principles and practice of good industrial relations,contact the CLRU at 299-0300 ext. 2043 or [email protected].

Social Dialogue Participatory decision making Dispute resolution Negotiation SettlementsMediation Collective Bargaining Industrial Action Outreach activities Training

15


16/2416

The MOLSMED takes its role of protecting workersrights and educating workers and employers oftheir responsibilities seriously. The labour inspection

function of the Ministry seeks to encouragecompliance with labour laws which is an importantaspect of promoting decent work via the LabourInspectorate Unit and the Occupational Safety andHealth (OSH) Agency.

The Unit focuses on ensuring that terms andconditions of employment are upheld asstipulated in the Minimum Wages Act and Orders,the Maternity Protection Act and provisionsrelating to the minimum age for admissionto employment pursuant to the Children Act2012. Ensuring compliance involves scheduledinspections of businesses and investigation ofcomplaints. The unit also engages in educating

and advising employers, employees and thegeneral public about the relevant labour laws asthey relate to wages and terms and conditions ofwork.

In 2013, the Labour Inspectorate Unit focusedprimarily on worker empowerment andcompliance with labour laws through scheduledinspections and investigation of complaints madeby employees. As a result, a total of one thousandand forty nine (1,049) inspections were carriedout in Trinidad and Tobago, of which five hundredand forty six (546) breaches were identified whichresulted in the recovery of arrears to workers in thesum of TT$527,831.23. Between 2010 to February

2014, a total of TT$1,854,295.39 was recovered inarrears to workers, owing to the due diligence ofthe Unit.

The OSH Agency is all about compliance withthe provisions of the Occupational Safety andHealth Act, Chapter 88:08. Efforts at building aculture of workplace safety that would reduce andeliminate occupational accidents and fatalitieshave been intensified, particularly in key sectorssuch as construction. Attention is also being givento the review of the OSH Act to better addressimplementation, compliance and enforcement.

The Ministry has begun work on the developmentof a National Labour Inspection Policy to providefor a modern labour inspection system thatis efficient, effective and transparent. This isanother progressive step which demonstratesthat protecting the rights of all workers is OURbusiness..

Leading With LabourAdvocatesThe Labour Advocate Training Programmewhich was introduced by the Ministry in 2012 isabout empowering you to empower others. TheProgramme expands the reach of the Labour

Inspectorate by grooming and training persons

in communities to serve as Labour Advocates.

Labour Advocates are trained by professionals

from the Cipriani College of Labour and Co-

operative Studies with the support of the Ministry

of Community Development. To date, sixty

one (61) persons have been trained as Labour

Advocates in both Trinidad and Tobago, so the

next time you need sound advice on how to deal

with a workplace issue do not hesitate to consult

the Labour Advocate in your community as a first

point of contact.

Get RegisteredHelp Yuh Self!

If you work in a household, youreprobably a domestic worker.Get on the Domestic Workers Registerto take advantage of benefits likeovertime pay, sick, vacation andmaternity leave, National Insuranceand have your duties clearly stated in

writing.

Comprising largely of women and representing

four (4) to ten (10) percent of the total

workforce in developing countries,

domestic workers are an integral

part of the labour force in Trinidadand Tobago and by extension the

Caribbean. The Domestic Workers

Register was established in 2012 to

capture important demographic

and work-related information on this

category of workers. It is an important

first step in providing information on

the situation of domestic workers in

Trinidad and Tobago that will assist

in strengthening mechanisms to

protect them in accordance with

International Labour Organization

(ILO) Convention No. 189, Domestic

Workers Convention which wasadopted in 2011.

The Ministry understands the

significant impact of legislative

reform in legitimizing the status

of domestic workers. As such, an

ongoing review of the current

Industrial Relations Act (IRA) has

yielded several recommendations

among which is the expansion of the

term worker, to include all persons

who work under an employment

relationship (contract) to include domestic

workers. It is important to note that this legal

framework must be in place before the ratification

of the ILO Convention 189 can be properly

implemented as domestic law. To this end, the

requisite amendments to the IRA, among others,

are currently being worked on.

With respect to the current legal status of

domestic workers in Trinidad and Tobago, the

belief that domestic workers have no rights in

their respective work spaces is inaccurate. In fact,

the Minimum Wages (Household Assistant) Order

made pursuant to the Minimum Wages Act has

made provision for paid sick leave, paid vacation

leave and maternity benefits for domestic

workers, since 1991.

Indeed, domestic workers were very involved

in the 1937 labour struggles and will not be

abandoned by the Ministry nor will they be left

behind.

The best person to look after your interest is You!

For more information on your workers rights and

responsibilities, contact the Labour Inspectorate

Unit at 299-0300 ext. 2064.

Proactively Seeking theInterest of Workers in T&T

Employer Find a worker throughthe Ministrys National

Employment Service.

Know your rights as an

employer.

Get help in drafting

contracts.

Get advice on resolving

disputes.

Access training for your

worker.

Worker Get job opportunitthrough the Minist

National Employm

Service.

Know your rights a

worker.

Get your duties cle

stated in writing.

Get advice on res

disputes.

Improve yourself t

training opportunit


17/2417

Keeping the IRA under review...The Industrial Relations Advisory Committee

With its network of offices located throughout the

country, the National Employment Service (NES)

harnesses digital marketing tools and partnerships

to facilitate job seekers with a range of services

including job referrals with direct access to job

vacancies. Employers also benefit from an efficient

job matching facility at no cost.

Over the past year, the NES continued its mission

of transforming and impacting lives throughthe use of modern technology. To maintain its

competitive edge and increase levels of efficiency,

the NES launched a mobile application for

jobseekers NES Jobseeker and for employers

NES Employer.

Jobseekers can now use their smart phones to

view job vacancies, post rsums and apply for

jobs online. Likewise, employers can advertise

employment opportunities at no cost and view

rsums of potential candidates whilst on the go.

This free mobile application is available to all on the

Android, Apple and Blackberry platforms.

In meeting the growing demand for job

opportunities at various employment levels, the

NES has made significant progress in expanding

its current database. A series of consultations held

with employer organisations from both public and

private sectors, resulted in an eighty five (85%)

percent increase in employer registration, ensuring

that jobseekers now have access to a wider range

of employment opportunities particularly in

the private sector. For 2013, the NES has placed

over five hundred and thirty (530) persons in

jobs. It is rewarding to know that these new job

opportunities came as a result of customer demand,

which demonstrates that jobseekers understand

the dedication of the Ministry in fulfilling its role of

creating sustainable job opportunities.

Additionally, the NES continued its supportive

After more than three (3) decades in abeyance,the Industrial Relations Advisory Committee(IRAC) was reconstituted in 2012 to advisethe Labour Minister on any matters relatingto industrial relations, as well as, to ensurethe development and reform of the IndustrialRelations Act. The reconstitution of the IRACis part of Governments commitment toplacing workers at the centre of our nationsdevelopment via the amendment of theIndustrial Relations Act (IRA).

The Committee has undertaken significantresearch and analysis on new and emerginglabour issues which have been impactingour industrial relations framework. In 2013,the Committee submitted its first Reportwhich presented a number of importantrecommendations including:

1. Broadening the definition of worker under theIRA to encompass all persons, including domesticworkers, under an employment contract

2. Strengthening the role of the Industrial Courtand the tenure of its Judges

3. Re-organization and transformation of theRegistration Recognition and CertificationBoard.

4. Removal of the provision for de-certificationof Trade Unions for industrial action not inconformity with the IRA

role of placing Trinidad and Tobago nationals in

overseas employment programmes such as the

Commonwealth Caribbean Seasonal Agricultural

Workers Programme (CCSAWP), popularly known

as the Farm Programme. In 2013, a total of one

thousand and thirty nine (1,039) persons were

employed in Canada, amounting to revenue-

earning income of over TT $67.5 million dollars. This

programme provides citizens with the opportunity

to earn an increased income, thereby providing ahigher standard of living for themselves and their

families while gaining exposure to new technologies

and systems.

From assisting job seekers in choosing the most

rewarding career path to nurturing new entrants

into the world of work, the NES continues to be the

focal point at the MOLSMED for Making The Job

Connection between employers and prospective

employees.

Job Opportunities For All ...NES Goes Mobile!

On-Line registration of job vacancies On-line registration of job seekers Job interviews and referrals Recruitment of workers for overseas employment Career Guidance Connecting jobseekers and employers

The Honourable Minister of Labour and Small and Micro Enterprise Development, Errol McLeod appoints members to the Industrial Relations Advisory Committee atHyatt Regency, Trinidad. Left to right: Mr. Lesmore Frederick, Mr. Harry Sooknanan, Ms. Hyacinth Guy, Mr. Orville Carrington, Honourable Minister Errol McLeod, Mr. RobertGuiseppi, Ms. Hazel Elcock-Ill, Mr. Maukesh Basdeo, Mr. Chrisendath Mahabir, Mr. Lennox Marcelle (Chairman) and Mr. Keston Nancoo, Mr. Augustus Ramrekersingh, Mr.Johnathan Walker (absent from photo)


18/24

WHAT IS THEMINIMUM WAGE?The Minimum Wage is now

xed at $12.50 per hour

NORMAL WORKING PERIODS

Normal working day = 8 hoursNormal working week = 40 hoursNormal working month = 173.3334 hours4 day work week = 10 hours per day(All of the above are exclusive of meal and rest breaks).

MINIMUM WAGE RATE FOR WORKERSA worker should not be paid less than the following rates:8 hour day - $10040 hour week - $500Monthly rated - $2166.66

OVERTIME RATES FOR WORKERS MEALS AND RESTBREAKS1. A worker is entitled to a meal breakof 45 minutes and a rest break of 15minutes during the normal work day.

2. A shift worker is entitled to a paid meal

break of 20 minutes and a paid restbreak of 10 minutes during his normalshift.

3. Where a worker continues to work fortwo hours after his/her normal workingday he/she shall be entitled to a paidbreak of no less than 15 minutes andto a further paid break of no less than20 minutes for every additional two-hourperiod.

1. Overtime worked beyond 8 hours on a

working day: First 4 hours - 1 x hourly

rate Second 4 hours - 2 x hourly rate

Thereafter - 3 x hourly rate

2. Overtime worked beyond 10 hours on

a working day on a 4-day shift week:

First 4 hours - 1 x hourly rate

Second 4 hours - 2 x hourly rate


3. For Time worked on an off-day:



4. Overtime on a Sunday where

Sunday is a normal work day:




5. For time worked on a Sunday

where Sunday is not a normal day

and on a Public Holiday:



6. For time worked beyond the

40-hour work week:




18


19/24

RIGHTS & RESPONSIBILITIESOF WORKERS AND EMPLOYERS

Rights of Employers To manage the affairs of the business

To hire, re, promote, demote, absorb, redeploy, transfer,

layoff etc.

To take disciplinary action against errant employees

To formulate policies

To modify, extend or cease operations

To establish standards of conduct and performance

Responsibilities of Employers To take reasonable precautions to secure the physical

and psychological well-being of its employees

Tobago in respect of its employees

To provide work for its employees

To pay salaries, wages and allowances for work

performed, on the agreed date, time, place, quantum

and form

To conduct fair and transparent investigations and

hearings during disciplinary proceedings

To provide employees with the opportunity to have their

grievances dealt with equitably and promptly

To not discriminate against an employee based on Age,

Disability, Marriage, Pregnancy and Maternity, Race,

Religion or Belief, Gender, Sexual Orientation, Political

Preference, HIV Status or Union Membership.

Rights of Employees To join or not join a Trade Union

To be paid for work rendered

To request a fair hearing if accused of misconduct or poor performance

To representation and appeal

To leave his or her employment after giving due notice

To refuse unsafe work

To receive maternity protection (where applicable)

To be free from workplace discrimination

Responsibilities of Employees To serve their employer in good faith

To protect their employers interests

Not make secret prots at their employers expense

Not disclose the Employers condential information and/or trade

secrets

Not use their employers time for their own personal purposes

To take reasonable care for his safety and health and that of other

persons who may be affected by his acts or omissions at work To obey legitimate instructions

Not to misconduct himself or herself

To perform his or her work/duties to the best of his or her ability while\

ensuring the standards set by the employer are met

To give the employer a fair days work

To be punctual and have regular attendance

To obtain prior permission for planned absences

To promptly inform the employer of unplanned absences

To promptly inform the Employer of any breach in his or her terms and

conditions of employment

EMPLOYERA person, company or other organisation that hires a worker

or workers and offers payment in exchange for work or labour.

EMPLOYEE

A person who is hired by an employer for a wage, salary

or other payment to perform work under a contract ofemployment (written or verbal).

Rights and responsibilities in the workplace involve certain

key principles of decent work. They serve to regulate and

guide the relationship between employers and employees.

A right can be a just or legal claim; or that which is due to

anyone by law, tradition or nature.

A responsibility is dened as: A duty, obligation or burden;

or having control over something ~(Saloman, 2000) Rightsand responsibilities may be derived from statute, judicial

decisions, individual contracts, collective agreements,

conventions, and custom and practice.

To obtain more information on workers rights or responsibilities contact the

Conciliation and Labour Relations Unit at:

50-54 Duke Street, Port of Spain: 868-299-0300or e-mail us at [email protected]


20/2420

Contributing to Human Resource

Development in Trinidad and TobagoRecognized nationally as one of the premiergovernment supported tertiary level institutions,the Cipriani College of Labour and Co-operativeStudies (CCLCS) has distinguished itself amongstits peer institutions as the primary educatorof workers and union leaders on labour

management, industrial relations and co-operative issues for over four (4) decades.

As the College moves towards its fifth (5th) decade

of operations, it continues to adapt to major societal

and macro structural changes, as underscored by

the September 2013 Signing Ceremony, which

commemorated institutional accreditation to the

College by the Accreditation Council of Trinidad

and Tobago (ACTT). This accreditation ensures

quality management as the cornerstone of the

Colleges operations. In addition, it showcases

the commitment and capacity of the CCLCS to be

effective in all its operations whilst ensuring high

quality programmes and services to a myriadof stakeholders.

Today, the CCLCS is on par with other tertiary

education institutions as the qualifications of

graduates are now recognizable and transferrable

to other institutions, thereby increasing their

marketability and competiveness within the

workplace.

Following this achievement, CCLCS has

embarked on a process of reviewing its

curriculum to ensure that it meets thechanging needs of the labour market. The

successful publication of the 2nd edition of

its online multidisciplinary journal Caribbean

Journal of Labour and Co-operative Studies,

has positioned the CCLCS as one of the

leading sources for Caribbean specific

information on academic disciplines. These

include: Co-operative Studies, Labour Studies,

Occupational Safety and Health and Human

Resource Management just to mention a few.

This initiative presents a forum for researchersto contribute to both the intellectual and social

development of the country and the region.

Expand your career with an education that is

backed by over 40 years of proven success.

For more information visit www.cclcs.edu.tt

Tel: 662-5014 or 645-1963

Email: [email protected]

Friendly Societies are Mutual InsuranceOrganisations owned by its members whoseek to improve their social well-being byproviding relief to them and their dependentsduring circumstances such as illness, death,childbirth and retirement, among others. Theseunique organisations have existed in Trinidadand Tobago for more than one hundred andfifty (150) years and were founded on theprinciples of love, brotherhood, fraternity,truth, friendship and honour. Despite themany opportunities to be garnered, FriendlySocieties have seen a declining membershipand it is against this backdrop that theMOLSMED, through its Friendly SocietiesDivision, embarked on a nationwide campaignto empower Friendly Societies to work with itsexisting members to attract new ones, in orderto survive in an environment controlled by

contemporary financial institutions.

In June 2013, the Division sought to increasethe visibility of the Friendly SocietiesMovement through its annual parade andconference. That year also witnessed apayment of approximately TT$98,000.00in Free Card subsidies to Societies andLodges (a backlog that spanned the course

of 2006-2013), the cancellation of forty twosocieties/lodges, the appointment of elevenauditors, and a visit regionally to explore andunderstand the friendly society models usedby our Jamaican counterparts.

As the Ministry seeks to re-position theFriendly Societies Movement, an institutional

audit is currently ongoing to identify key areasin which they can contribute to the nationalsocio-economic development of Trinidad andTobago, as well as to determine ways in whichthe Friendly Societies can be of greater impactin our homes, schools and communities.

For more information on Friendly Societiescontact us at 299-0300 ext. 2056

Labour Studies Co-operative Studies Human Resource Management Occupational Safety and Health Project Management

Environmental Management Emergency Management Public Relations and Marketing Security Administration and Management

Re-engineering Friendly Societies

Assistance in the acquisition of freehold and leasehold land Relief during sickness and inrmity

Credit and investment opportunities Insurance benets Death and maternity benets

Plan and implement social, cultural and recreational activities Empower Communities with moral values and respect Education and Training


21/2421

Responsible for fulfilling this countrys

international labour obligations, the MOLSMED

has been meeting its commitments as well as

contributing to and impacting international

labour discussions. Whether it is at the regional

level participating in the Caribbean Community

(CARICOM) Council for Human and Social

Development, the hemispheric level at the Inter-

American Conference of Ministers of Labour ofthe Organisation of American States (OAS), or

at the annual International Labour Conference

of the International Labour organisation (ILO),

the MOLSMED has been working to enhance

the contribution of Trinidad and Tobago to the

development of labour policy and international

labour standards. Moreover, the MOLSMED

continues to make every effort to highlight

the challenges which confront small-island

developing states such as Trinidad and Tobago

and our Caribbean sister states. The contribution

made by the MOLSMED has been particularly

significant over the last three years during which

Trinidad and Tobago served on the GoverningBody of the ILO in the seat allocated to the

Caribbean. Our contribution is expected to

deepen given Trinidad and Tobagos re-election

to the Governing Body on June 2, 2014 for the

next triennium (2014 to 2017)

In seeking to strengthen regional labour

relations and fulfil its leadership role as

Caribbean representative on the ILO Governing

Body, the MOLSMED partnered with the ILO,

Port of Spain office to co-host the Eighth (8th)

ILO Meeting of Caribbean Ministers of Labour

in July 2013. The meeting brought twenty-one

(21) Caribbean Members of the ILO to discuss a

range of issues which included discussions on

unemployment and underemployment in the

region, labour migration, productivity and the

post-2015 sustainable development agenda.

We were also particularly pleased to welcome

H.E. Guy Ryder; Director-General of the ILO tothe meeting on his maiden visit to the region

since his assumption of office in October 2012.

In May 2014, Minister McLeod was invited by

the President of the United Nations General

Assembly to participate in a High-Level Panel

on the topic Achieving poverty eradication

through full employment and decent work

for all in the post-2015 development agenda.

This afforded the opportunity to re-affirm his

position that there can be no development

without labour and no labour without

development while elaborating on the

perspective that decent work is the best routeout of poverty and providing examples of our

national experience in reducing poverty levels.

The Honourable Errol McLeod also led a

tripartite delegation to the recently concluded

103rd Session of the International Labour

Conference held in Geneva, Switzerland at ILO

Headquarters. Preparations for the international

discussions on forced labour, employment

policies and transitioning from the informal to

the formal economy were held in the context of

the MOLSMEDs ILO 144 Tripartite Consultative

Committee a key social dialogue platform

of the MOLSMED. In Geneva, meetings were

held with Caribbean delegations, the Director

General of the ILO and senior ILO Ocials.

How then does participation in these fora benefit

Trinidad and Tobago and help to improve our

lives?

It allows us to contribute to shaping international

labour policy and standards so that the lives

of millions of workers around the globe and

those of our own hard-working employers

and employees could be improved. It also

expands the knowledge base of the MOLSMED

to enhance its contribution to national labour

and development policy, the benefit of which

is sound policy-recommendation relevant to

national circumstances and consistent with

international standards. It has also allowed

us to highlight the challenges of developingcountries, especially small-island developing

states like ours, and secure opportunities for

support in areas such as labour migration,

social dialogue, labour inspection and industrial

relations, to name a few. Our strong voice and

meaningful contributions serve to enhance the

profile of Trinidad and Tobago as a sovereign

state committed to good governance, social

justice, human rights and the improvement of

living standards for its citizens.

MOLSMED & the InternationalLabour Community

Delegates of the Eighth ILO Meeting of Caribbean Ministers of Labour, come together for a group picture at the end of the opening ceremony at theHilton Trinidad and Conference Centre.


22/2422

T

Minister Errol McLeod Participates In High-LevelUnited Nations Meeting on Poverty Eradication

social services and empowerment of the poor and vulnerable. Utilizing th

international platform, Minister McLeod highlighted some key lessons learnt fro

the Trinidad and Tobago experience in alleviating poverty through decent wo

These included :the importance of creating jobs, especially through micro a

small enterprises and Co-operatives, which provide economic and socempowerment; the importance of including employment creation a

employability components in policies and programmes targeted at the po

and vulnerable; the fundamental value of a rights-based approach

employment to mitigate against working poverty and exploitation; and t

benefits of strengthening social protection systems and social dialogueeven

adverse economic conditions.

In providing some general perspectives on the framing of a new global developme

agenda, Minister McLeod challenged the Meeting to take into consideration t

inter-relatedness of the three pillars of sustainable development (social, econom

and environmental) as well as the connectivity among goals while recognizing t

indispensable value of good governance and effective leadership at all levels

society.

Participation in such high profile meetings has allowed the Ministry Of Labour Sm

and Micro Enterprise Development to:

Enhance the prole of Trinidad and Tobago as a leader on labour issues

Highlight the efforts of a small-island developing state in addressing its peculiar challenges

Highlight the need for support to developing countries

Enhance the prole of Trinidad and Tobago as a sovereign state committed to googovernance, social justice and the improvement of living standards for its citizens

Additionally, the Meeting helped to strengthen Trinidad and Tobagos voice

shaping a new global development agenda which places quality of work and qual

of life at the centre with the ultimate goal of providing a life of dignity for all.

This commitment was elaborated by the Honourable Errol McLeod, Minister of

Labour and Small and Micro Enterprise Develoment at a High-Level Meeting ofthe United Nations General Assembly (UNGA) on May, 23, 2014 in New York, to

which he was invited by the President of the General Assembly to participate in

discussions on Achieving poverty eradication through full employment and

decent work for all in the post-2015 development agenda.

The High-Level Meeting was organized as part of the ongoing global

deliberations on the post - 2015 development agenda which focuses on

promoting sustainable development beyond 2015 - the deadline for the

achievement of the Millennium Development Goals (MDGs). According to the

Secretary-General of the UN, Ban Ki-moon, the meeting helped to place

employment and decent work at the heart of the discussions on the post-2015

development agenda

Minister McLeod, being the first Minister of Labour from Trinidad and Tobago

over the past few decades to be invited to participate in such an august Meeting,took the opportunity to emphasize the important linkages between decent

work, poverty eradication and sustainable development when he contributed

both to the General Debate and the High-Level Panel Discussion.

Re-iterating his perspective that there can be no development without labour

and no labour without development, Minister McLeod challenged that if

effective poverty eradication measures are to be adopted, issues related to

employment, jobs, income, social protection and rights at work (decent work)

must be addressed.

The High-Level Panel Discussion provided an opportunity to share on the

strategic approach of the Government of Trinidad and Tobago to reducing

poverty by 2 percent per year up to 2015 through targeted measures such as

restructuring of the economy, increasing access to adequate and affordable

he Government of Trinidad and Tobago is committed to achieving

poverty eradication through full employment and decent work in

keeping with the view that decent work is the best route out of poverty.


23/2423


24/24

Head Ofce:Tower C, Levels 5&6International Waterfront Centre.1A Wrightson Rd. Port of SpainPBX 625-8478

Duke StreetLevels 1-6, 50-54 Duke Place,Duke Street, Port of SpainTel: 299-0300

ChaguanasCor. John & Lange Sts.Montrose, ChaguanasPBX 665-6658

San Fernando40-42 St.James St.,San Fernando.PBX 652-3181

TobagoGulf City Mall, LowlandsTobago.Tel: 635-0944 / 660-7891

Tunapuna16-20 Eastern Main Road,ANVA plaza, Tunapuna165 Eastern Main Road, TunapunaTel: 663-2352 / 645-8261 / 645-8695

Sangre GrandeBrierly Street, Sangre GrandeTel: 668-2643

Point Fortin#69 Main Road, Point FortinTel: 648-5810

SipariaSiparia Administrative Complex, CornerAllis Street and SS Erin Road, Siparia.Tel: 649-2481 / 649-0982

Rio ClaroCorner Mota and Elie StreetsTel: 644-0638 / 644-2277

MINISTRY OF LABOUR AND SMALL AND MICROENTERPRISE DEVELOPMENT

Telephone: (868) 625 8478 Fax: (868) 627-9401Website: www.molsmed.gov.tt

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