Petition seeks Aasandha staff roles, supervisory allowance
This change, according to the petition, will result in financial difficulties for these employees.
A petition, signed by 50 employees of Aasandha, has been submitted to the President, the Privatization and Corporatization Board, and the Board of Directors of Aasandha, expressing concern over the company's decision to abolish its Case Processing Department and supervisory positions.
The petition highlights how these changes, set to take effect in February, could impact the livelihoods of over 60 employees and disrupt the company's operations, leading to negative consequences for both staff and the public.
The petition, which was formally submitted on Thursday, focuses on several key issues related to the management's proposed changes:
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Abolition of Supervisory Positions and Case Processing Department: On January 20, Aasandha's Managing Director, Aminath Zeeniya, announced that supervisory roles would be eliminated, with shift in-charges taking their place. As a result, employees currently holding these supervisory positions will no longer receive the supervisory allowance of MVR 1,000, which is seen as a vital part of their compensation. This change, according to the petition, will result in financial difficulties for these employees.
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Transfer of Employees to Unrelated Roles: Many employees who have served the company for an extended period are being informed that they will be reassigned to different roles—such as counter, call center, or processing jobs—that do not align with their expertise or experience. The petition stresses that these transfers have not been discussed or consulted with the affected employees, further deepening their sense of insecurity.
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Operational Disruption: The petition also raises concerns about the potential operational disruptions resulting from the closure of the Case Processing Department. Aasandha’s core services, including the processing of cases and public service operations, could experience delays and decreased quality. The burden of increased workload on the remaining staff could also lead to a decline in employee morale and efficiency.
One of the central criticisms in the petition is directed at Aasandha's management, particularly the Managing Director, Aminath Zeeniya.
Employees argue that the decision to abolish critical departments and positions was made without consulting staff or addressing underlying issues that impact the company’s performance. The petition describes the company’s management as lacking participation in critical operations, leading to burden on the customer service department.
Despite the challenges, the petition emphasizes that employees have continued to meet Key Performance Indicators (KPIs), even in the face of insufficient staffing and outdated processes. A prime example of this commitment is the efforts of employees during the COVID-19 pandemic, where they worked tirelessly to provide uninterrupted health services and managed a backlog of over 10,000 calls.
According to the petition, while employees were working long hours under stressful conditions, Managing Director Zeeniya was reportedly working from home without contributing to the company’s operations.
In light of the challenges and concerns raised, the petition makes the following requests:
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Reconsideration of the Abolition of the Case Processing Department and Supervisory Positions: Employees are calling on Aasandha’s management to reconsider its decision to abolish these key departments, which are vital to the smooth functioning of the company.
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Recognition of Long-Serving Employees and Career Advancement: The petition asks for recognition of the hard work and dedication of long-serving employees and for opportunities to be provided for career growth and advancement within the company.
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Continuation of Supervisory Allowance: The petition also calls for the continuation of the supervisory allowance of MVR 1,000, considering the additional responsibilities and hours worked by employees in supervisory positions.
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Fair Distribution of Tasks: Employees are requesting that tasks be more evenly distributed among staff to prevent burnout and ensure that workloads are manageable.
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Consultation in Decision-Making: Lastly, the petition calls for the establishment of a more transparent decision-making process, where employees’ concerns are heard and considered before significant changes are implemented.
