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TUC nominates 2 ‘unfit persons’ to he boards of SSNIT and NPRA?
Trades unions are said to be continuous associations of workers formed for the purpose of maintaining and improving their conditions of employment.
Their aim is not merely to fight against wage cuts but also to fight for higher wages.
Broadly, trades unions perform two types of functions: (1) fraternal and mutual-help and (2) fighting or militant functions.
The fraternal functions include, organising social and infrastructure development for their members. These include; games, lectures and running of schools, clinics and hospitals for their members.
The militant functions of the unions refer to the struggles with their employers to get higher wages or for getting their grievances redressed.
Sometimes, however, for very good reasons, the militant ‘gesticulations’ of some of the labour unions are directly pointed at their own leadership or specific members of constituted Boards of Trustees of state-interest institutions.
It is, therefore, not surprising that this column has sighted a petition addressed to the leadership of the Trades Union Congress of Ghana (TUC), for the withdrawal of two ‘unfit’ TUC nominees, appointed to represent Organised Labour on the boards of the Social Security and National Insurance Trust (SSNIT) and the National Pensions Regulatory Authority (NPRA).
Readers, the petition dated, 9th May, 2022, was directed to the Secretary General of the TUC and signed by Mr Seth Abloso, a Labour Consultant and a member of the Ghana Association of Certified Mediators and Arbitrators.
It was titled:”Petition for the withdrawal of unfit persons as representatives of Organised Labour on the Boards of Trustees of SSNIT and NPRA.”
The petition was copied to: (a) Member Unions of Organised Labour (b) the Governor of the Bank of Ghana (c) The Managing Director of GCB Bank LLC (d) the Chief Labour Officer (e) the Director General – SSNIT (f) the Chief Executive Officer – NPRA (g) the Executive Secretary – Ghana Anti-Corruption Coalition (h) the Executive Director – Ghana Integrity Initiative and the two “unfit persons”.
The petition reads:” I hereby petition you, in your capacity as convenor of Organised Labour, to take steps to have unfit persons who have been presented as representatives of Organised Labour on the Board of Trustees of SSNIT, as well as the Board of NPRA, withdrawn forthwith.
“They are, John Senanu Amagashie, General Secretary of the Union of Industry, Commerce and Finance Workers (UNICOF) and Alex Nyarku-Opoku, who doubles as National Chairman of UNICOF and a Manager of the Burma Camp branch of GCB Bank LLC.”
It must be noted that Mr Nyarku-Opoku is also the Chairman of the General Council of the TUC.
According to the petition:”Available evidence indicates that the two persons mentioned above have been involved in acts of dishonesty, by lying under oath in the execution of Credit Facility Agreement between UNICOF and GCB Bank LLC, dated 12th May, 2020.”
The petition said: “An earlier ruling of the National Labour Commission (NLC) dated 2nd June 2017, which was subsequently affirmed by the High Court on 24th June 2019 in Suit No. MSIL/03/2019, had implications on the finances of UNICOF, besides the finding that Alex Nyarku-Opoku committed perjury.”
The petition reminded the TUC boss: “You would recall that I brought the 2nd June, 2017, ruling to your attention in a letter dated 14th February 2020.
“It comes as a surprise that notwithstanding the adverse findings in the ruling of the NLC, those identified as having been associated with practices that make them unfit to hold office, continue in utter contempt of the NLC and go on to commit further acts of dishonesty in the Agreement with GCB Bank LLC.”
The petition strongly added: “It should be instructive to draw your attention to Section 177 of the Companies Act, 2019 (Act 992) – RESTRAINING FRAUDULENT PERSONS FROM MANAGING COMPANIES – and in particular to 177(1)(c) where a person has been culpable of a criminal offence, whether convicted or not, in relation to a body corporate or of fraud, or in breach of duty in relation to a body corporate, he or she shall not be a Director of or in any way, whether directly or indirectly , be concerned or take part in the management of a Company……”
According to the petition, “these developments and matters arising, there from, can neither be swept under the carpet nor ignored.
“It is, therefore, my expectation that you will take steps towards sanitising the frontline of Organised Labour to ensure that its affairs as well as the affairs of associated institutions are conducted with a high sense of integrity.”
So, in effect, the petition is asking the TUC leadership to replace the two “unfit” TUC nominees on SSNIT and NPRA Boards with new nominees who are “fit” to represent Organised Labour on the two boards.
Readers, the contention is that of the four TUC nominees on the Board of SSNIT representing Organised Labour, the petition is asking the TUC to withdraw only Mr Amagashie because the petition says, he is “unfit” to be appointed to the board.
Wikipedia defines ‘unfit’ as a thing or person not of the necessary quality to meet a particular purpose.
Synonyms for “unfit” include; unsuitable for, unsuited to, inappropriate to, ill-suited to, not good enough for, not cut out for and not up to scratch.
Readers, from the petition, the indication is that there are many and many workers who are “fit” and from which the TUC could effortlessly nominate to represent Organised Labour on relevant Boards of Trustees but the TUC ‘decided’ to nominate the two ‘highprofile’ but “unfit” persons to the boards of SSNIT and NPRA.
As we await the response to the petition from the leadership of the TUC, this column urgently urges the appropriate state institutions to investigate the matter as set out in the petition.
The outcome of the investigation, in the view of this column, must be published for public consumption.
This is because crucial matters concerning Organised Labour and its related institutions must be ‘mirrored’ in ‘a national glass’.
By G. Frank Asmah
Contact email/ WhatsApp of the author:
asmahfrankg@gmail.com (0505556179)
Conflict at work is more common than you might think. According to 2022 research by The Myers-Briggs Company, more than a third of the workforce reports dealing with conflict often, very often, or all the time in the workplace. The same report found that managers spend an average of four hours per week dealing with conflict, and nearly 25 per cent of people think their managers handle conflict poorly or very poorly.
Addressing a dispute might feel tense or awkward, but resolving the conflict is typically well worth it in the long run. Whether you’re trying to mediate conflict between colleagues or are directly involved, here are seven steps you can take to manage workplace conflict.
1. Don’t put it off
Facing conflict head-on is hard. However, waiting too long to address it can negatively impact your emotional well-being, focus, and the entire office environment. If you’re feeling angry, letting that emotion fester can also escalate it over time. This can make you less responsive to other points of view and make it harder to resolve the issue.
The sooner you can address the conflict, the better it will be for you, the person you disagree with, and your entire team.
2. Learn all you can about the problem
It’s important to determine the type of conflict you’re dealing with. Begin by considering the cause of the conflict. For example, ask yourself whether someone said something that upset you or if you have emotions of anger and resentment that stemmed from something that happened.
Then try to identify if it’s a task, relationship, value, or team conflict. Once you know what type of conflict it is, you can work to resolve it with specific tactics for that situation.
If you skip this step, you may waste time or escalate the situation further by trying to address issues irrelevant to the real conflict.
3. Actively listen
Listen attentively when people share their side of the story. Active listening is one of the most valuable professional skills you can possess. This type of listening involves not only hearing what the other person is saying but also listening to understand their point of view.
No matter your role in conflict, it’s easy to begin sharing your opinion with little regard for the other people involved. However, it’s important to learn about all sides of a disagreement to make well-informed decisions before drawing conclusions.
To reach a resolution, you must step back and prioritize listening over talking. Ultimately, that will encourage the other person to do the same when it’s your turn to speak. –source: betterup.com
Today, I focus on the Temple Of Praise Ministries International (TOP Church) in Helsinki, as I continue my description of personalities or institutions and their accomplishments as members of the Ghanaian Diaspora in Finland.
The TOP Church in Finland has seen significant strides and accomplishments that must be made known to the public. 
Some history
The Church was established in Finland in September 2016. Since its inception, it has steadily grown both spiritually and numerically, by the grace of God, as disclosed to me by Mr Matthew Anini Twumasi, the Presiding Elder of TOP’s branch in Finland. The TOP Church has other branches across Africa, Europe, and America.
The Church in Finland was founded with a vision to create a welcoming and dynamic community where people could experience God’s love and grace (see, www.topchurchfinland.org). According to Presiding Elder Matthew, the TOP Church operates within a unique environment where Christianity coexists with what is seen as a largely secular society.
Despite this, he submits, there are significant opportunities for outreach, unity, and demonstrating the love of Christ through service and community engagement.
Activities
Church services at the TOP Church are typically held on Sundays for the main worship. In addition, there are mid-week prayer sessions, Saturday prayer services, and a half-night service held on the last Friday of every month. “We also organise quarterly programs”, Elder Matthew added.
His impression of the Church so far has been positive. “It is a vibrant and welcoming community where members are committed to worship, fellowship, and supporting one another in faith”, he stated.
In sum, Elder Matthew said the Church continues to grow by God’s grace. “We remain hopeful and committed to spreading the Gospel, strengthening the faith of our members, and making a positive impact in society”, he continued.
Achievements
The TOP Church has a number of achievements and achievements. Some of the strengths include strong community bonds, cultural diversity, and deep commitment to spiritual growth.
I also remember that during the COVID-19 period, I heard that the TOP Church was one such bodies that hugely supported its members and others to cope with the situation.
According to Elder Matthew, the challenges facing the church include “adapting to cultural differences, engaging the younger generation, expanding outreach in a secular society, and securing a permanent place of worship”.
Role in the Ghanaian community in Finland
The TOP Church plays a prominent role as a religious group that serves Ghanaian migrants and others in the Finnish society.
Thus, the TOP Church is a religious body for Ghanaian migrants in Finland and other nationalities who want to worship with them for diversity and better intercultural and multicultural understanding.
The Church also has mechanisms in place to support its members who are bereaved as a way to commiserate with them in times of death and funerals.
The Ghanaian community has played a vital role in the growth of the Church. Their strong sense of fellowship, dedication to worship, and active participation have helped build a solid foundation and attract others to the ministry, according to Elder Matthew.
Integration
By its activities, the TOP Church is helping to ensure integration of its members well into the Finish society.
This is important since social interaction and citizens’ well-being are an important part of the integration process.
The role of migrant associations and groups such as TOP Church acting as bridge-builders for the integration and inclusion of migrants through participation in the decision making process and by acting as a representative voice is highly appreciated in Finland. Thank you!
GHANA MATTERS column appears fortnightly. Written in simple, layman’s terms, it concentrates on matters about Ghana and beyond. It focuses on everyday life issues relating to the social, cultural, economic, religious, political, health, sports, youth, gender, etc. It strives to remind us all that Ghana comes first. The column also takes a candid look at the meanings and repercussions of our actions, especially those things we take for granted or even ignore. There are key Ghanaian values we should uphold rather than disregard with impunity. We should not overlook the obvious. We need to search for the hidden or deeply embedded values and try to project them.
With Dr Perpetual Crentsil
