AEDC, electricity unions adopt conditions of service for improved staff welfare

The Abuja Electricity Distribution Company (AEDC), on Friday in Abuja adopted a document for improved condition of service of the employees of the organisation.

Our correspondent reports that the document on the condition of service was signed between the company and National Union of Electricity Employees (NUEE) and the Senior Staff Association of Electricity and Allied Companies (SSAEAC).

The Managing Director of AEDC, Mr Ernest Mupwaya said the document was designed to further improve the welfare of staff as well as create opportunity for inclusiveness of members of staff through negotiation.

According to him, the provision for improved condition of service for AEDC staff became necessary giving the indispensable nature of workers to the success of any organisation.

Mupwaya said the document was a step forward towards ensuring that the company’s employees were properly taken care of while in the service of the orgasnisation.

“We are promoting employee engagement, we are creating space so that everybody will be free to bring forward their ideas.

“We believe that the new challenges that we are facing the answers lies in our collective efforts.

“Everybody has got a role to play to bring up suggestions which if cemented in a formal programme will see a lasting change and customers and stakeholders will benefit.

“We are committed to creating a space where employees are fairly compensated for their job.

“Because organisations which do not create space for freedom of discussion engagement loss value in some areas.“

He said that the document would be used to define the behaviour of members of staff to improved performance in the discharge of their duties.

According to him, the document, which is based on the International Labour Organisatrion (ILO) standard, will be fully implemented.

He, however, said adjustment, amendments to the document would be entertained when the need arose.

Mupwaya said AEDC management was committed to improving electricity supply in its franchise areas.

According to him, the company has increased its distribution networks to accommodate the electricity load wheeled to it from the national grid.

“We don’t reject load, we share the electricity received to our customers.“

The AEDC MD said that the company had spent N400 million to expand its distribution networks.

He also said that the company had been consistent in remitting the market invoice to the electricity Market Operator (MO).

Mupwaya said that the company, since privatisation, had been able to reduce its operational loss from 60 per cent to 40 per cent, adding that plans were on to further reduce the losses by December .

He, however, decried the disparity on the tariff paid by DisCos for electricity generated and the Multi Year Tariff Order (MYTO) paid by electricity consumers.

He said that there was the need for adjustment in the tariff paid by DisCos for electricity generated.

The General Secretary of NUEE, Mr Joe Ajero urged AEDC management to make staff welfare a priority.

He said there was need to have a periodic review of the condition of service to ensure fair treatment of workers and customers satisfaction.

Ajero said that NUEE would support AEDC for the success of the organisation.

The President of SSAEAC, Mr Chris Okonkwo called for full implementation of the content of the document.

He said that it was important for AEDC management to always negotiate with staff on issues that needed to be addressed.

Okonkwo said labour was opposed to the idea of government providing whatever form of subsidy for the electricity sector, noting that sector had been privatised .

He said that Nigerian masses were not ready for any further increase of tariff, adding that AEDC and other stakeholders must find a way of solving the liquidity challenge in the sector.

Our correspondent reports that AEDC is the second DisCo among the 11 DisCos in the country to adopt a condition of service for members of staff.

Contents of the AEDC’s condition of service included issues on remuneration, retirements benefits, staff training, promotion, recruitment, grievances handling and discipline among others.