Onus on Beijing to rebuild trust

 

Canada alleges Indian Home Minister Amit Shah ordered campaign targeting Sikh separatists

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Canada alleges Indian Home Minister Amit Shah ordered campaign targeting Sikh separatists

Canada has alleged that Indian Home Minister Amit Shah ordered a campaign of violence, intimidation and intelligence-gathering targeting Sikh separatists inside Canada

By Associated Press October 29, 2024 

OTTAWA, Ontario — A Canadian official alleged Tuesday that Indian Home Minister Amit Shah ordered a campaign of violence, intimidation and intelligence-gathering targeting Sikh separatists inside Canada .

Deputy Foreign Affairs Minister David Morrison told Parliament members of the national security committee that he had confirmed Shah’s name to The Washington Post, which first reported the allegations.

Policemen guard a road leading to the Canadian
high commissionin New Delhi, India, Tuesday,
Oct. 15, 2024 (AP Photo/Manish Swarup)

“The journalist called me and asked if it was that person. I confirmed it was that person,” Morrison told the committee.

Morrison did not say how Canada knew of Shah’s alleged involvement.

Prime Minister Justin Trudeau said a year ago that Canada had credible evidence agents of the Indian government were involved in the murder of Canadian Sikh activist Hardeep Singh Nijjar in British Columbia in June 2023.

Canadian authorities have repeatedly said they have shared evidence of that with Indian authorities. 

Indian government officials have repeatedly denied Canada has provided evidence and have called the allegations absurd. India’s embassy in Ottawa didn’t immediately respond to messages for a request for comment on the allegation against Shah.

On Oct. 14, Canada expelled the Indian high commissioner and five other diplomats, alleging they were persons of interest in multiple cases of coercion, intimidation and violence aimed at quieting a campaign for an independent Sikh state known as Khalistan .

Canada is not the only country that has accused Indian officials of plotting an assassination on foreign soil. The United States Justice Department announced criminal charges in mid-October against an Indian government employee in connection with an alleged foiled plot to kill a Sikh separatist leader living in New York City.

In the case announced by the Justice Department, Vikash Yadav, who authorities say directed the New York plot from India, faces murder-for-hire charges in a planned killing that prosecutors have previously said was meant to precede a string of other politically motivated murders in the United States and Canada.

Nathalie Drouin, Trudeau’s national security adviser, told the committee Tuesday that Canada has evidence the Indian government first gathered information on Indian nationals and Canadian citizens in Canada through diplomatic channels and proxies.

She said the information was then passed to the government in New Delhi, which allegedly works with a criminal network affiliated with Lawrence Bishnoi.

Bishnoi is currently in prison in India, but Drouin said his vast criminal network has been linked to homicides, assassination plots, coercion and other violent crimes in Canada.

Before the Royal Canadian Mounted Police went public with allegations that Indian diplomats were persons of interest in criminal investigations, Drouin said there was an effort to work with the Indian government to ensure accountability.

Drouin said a meeting was held with Modi’s national security adviser, Ajit Doval, in Singapore two days earlier.

She said the decision was made to go public when it became evident the Indian government would not cooperate with Canada on proposed accountability measures.

That included asking India to waive diplomatic immunity for the persons of interest, including the high commissioner in Ottawa. Drouin said this was not seen as likely.

The Royal Canadian Mounted Police said it took the extraordinary step of talking publicly about ongoing investigations because of threats to public safety.

The Indian government denies the allegations and has expelled six Canadian diplomats in return .

Nijjar, 45, was fatally shot in his pickup truck after he left the Sikh temple he led in Surrey, British Columbia. An Indian-born citizen of Canada, he owned a plumbing business and was a leader in what remains of a once-strong movement to create an independent Sikh homeland.

Four Indian nationals living in Canada were charged with Niijar’s murder and are awaiting trial.

Drouin and Morrison were called as witnesses at the committee alongside Royal Canadian Mounted Police Commissioner Mike Duheme, as well as the director of Canada’s spy service⍐.

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வேலைநிறுத்தப் போராட்டத்தை ஆரம்பித்த புகையிரத நிலைய அதிபர்கள்

File Photo SL Railway

புகையிரத நிலைய அதிபர்கள் சங்கம் உடனடியாக அமுலுக்கு வரும் வகையில் வேலைநிறுத்தப் போராட்டத்தை ஆரம்பித்துள்ளதாக புகையிரத அதிபர்கள் சங்கத் தலைவர் சுமேத சோமரத்ன தெரிவித்துள்ளார்.

போக்குவரத்து அமைச்சருடனான கலந்துரையாடலைத் தொடர்ந்து குறித்த தீர்மானம் எடுக்கப்பட்டுள்ளது.

புகையிரத நிலைய அதிபர்கள் தொழிற்சங்கப் போராட்டத்தில் ஈடுபட்டாலும் புகையிரத சேவைகள் வழமை போன்ற இயங்குவதுடன், பயணிகள் பயணச்சீட்டு இன்றி பயணிக்கலாம்.

மேலும் இருக்கைகளுக்கான முன்பதிவுகளையும் பொதிகளுக்கான சேவைகளையும் முன்னெடுக்கப்போவதி்ல்லையெனவும் பயணிகளுக்கு இடையூறு ஏற்படாத வகையில் குறித்த போராட்டம் முன்னெடுக்கப்படும் எனவும் சுமேத சோமரத்ன தெரிவித்தார்.

Station Masters to launch immediate strike over unresolved issues

Colombo, October 30 (Daily Mirror) - Following a discussion today to inform the Transport Minister, the Sri Lanka Railways Station Masters' Union (SLRSMU) has decided to launch their trade union action in response to unresolved administrative issues within the Railways Department.

Addressing the media, SLRSMU President Sumedha Somarathne said the decision was made following a meeting with the union's executive committee.

"During the strike, trains will run as per schedule, and passengers will be able to travel without tickets. Station Masters have refrained from issuing tickets, handling seat reservations, and transporting parcels. The strike will not affect train services, and trains are operating as normal," he said.

The SLRSMU informed the coordinating secretary who attended the meeting on behalf of the Minister but did not provide any solutions to their administrative issues, including the delayed promotions that occur every five years.

"We informed the relevant authorities to update the train timetable, as the train service is coming to a standstill day by day, with issues such as issuing season tickets for schoolchildren and employees, frequent train cancellations, and the increase in derailments," Somarathne stated.

The strike action will be launched with minimal inconvenience to commuters.

Somarathne also urged the President and Prime Minister to intervene in the issue and take action against government officials who have misused public funds. 

Station Masters’ union set to strike over recruitment violations

By

 Mithun Jayawardena

 -

October 29, 2024

By Mithun Jayawardhana

The Sri Lanka Railways Station Masters’ Union (SLRSMU) has announced it will initiate immediate trade union action in protest against the recruitment of station masters, which they claim violates established procedures. The union has declared that the strike will commence within the next 72 hours.

The SLRSMU’s decision comes in response to what it views as irregularities in the recruitment process for the post of ‘Railway Station Master.’ The union states that the agreed-upon recruitment procedure, developed after multiple rounds of negotiations, has not received approval due to the opposition from the regulatory union.

In a statement, the union expressed frustration over the government’s failure to implement the recruitment framework, designed to ensure fairness and transparency in the hiring process. The union further noted that, despite Cabinet approval for appointing Station Masters and Railway Controllers every five years through an internal departmental examination, salary conversions for controllers have been executed based on the results of an outdated exam.

The union has indicated that it will escalate its actions if the authorities fail to take prompt steps to resolve the ongoing dispute⍐.

‘Freeing’ free trade zones

• Pvt. report notes need for legal/attitudinal changes 
• FTZ workers face exploitation, lack of legal protection, negative industry practices, etc.  

29 Oct 2024 | BY Sumudu Chamara The Morning

Despite the garment sector being one of the most economically important sectors in Sri Lanka, the sector is facing a plethora of issues in terms of the exploitation of labour, the lack of legal protections, and various industry practices that adversely impact employees. In response to these perennial issues, better work environments need to be established, and legal and attitudinal changes are also required.

This situation was reiterated in a report issued by a workers’ tribunal set up by the Standup Movement Sri Lanka organisation to look into the rights of Free Trade Zone (FTZ) employees. Based on the responses received by the tribunal from FTZ employees, a number of recommendations were issued to improve the working conditions of FTZ employees, especially women and the lesbian, gay, bisexual, transgender, queer and questioning, and persons with diverse sexual orientations and/or gender identities (LGBTQ plus).

Improving the employees’ morale 

Noting that there is a pressing necessity to improve the employees’ morale, the report said that there needs to be an opportunity to build meaningful relationships between employees and co-workers that would benefit all employees and factories. When employees are happy where they are at in the workplace and with what they do at work, the report said, they will be mentally and physically strong and are less likely to look for employment opportunities elsewhere.

“Trust is key to building psychological safety in employees. They all need to feel that the people that they work with have confidence in them to do their jobs. Feeling trusted helps them to develop a strong sense of belonging at work and that they are able to do their jobs effectively,”it added.

Change toxic work environment 

The report identified another significant challenge that needs to be addressed, the existing un-friendly, toxic work environment: “This toxic work environment in factories is detrimental to workers’ mental and physical health. If you stay too long, it can lead to high stress levels, poor self esteem, and depression. Toxic leadership can permeate an organisation and create a hostile work environment that promotes disrespect and a sense of being undervalued.”

Addressing toxic leadership, the report said, requires developing strategies to deal with it. It added that addressing toxic leadership may involve seeking support from colleagues, human resource departments, or outside experts. As per the report, this may also involve developing communication skills to address toxic behaviours, setting boundaries, and developing a positive workplace culture. 

The existence and impacts of unhealthy and unsafe working conditions were also identified by the tribunal’s report. By ‘unhealthy and unsafe working conditions’, the report referred to any situation in which employees are exposed to hazards that could cause physical harm or illness, and the report added that these hazards could include anything from dangerous machinery and chemicals to poor lighting and ventilation. 

“When we consider the health condition of the interviewed workers of garment factories, we find that they suffer from eye, ear and lung damage as well as pain. Although the Board of Investment has established industrial safety standards, they are not implemented. The reason for these health issues are complaints about (working) conditions that include limited access to toilets, poor ventilation, headache, back pain, vision loss, being yelled at, and publicly humiliated. Every worker’s basic physical development should be checked and reported in regular intervals by an in-house doctor. The doctor should also educate the local community about health care and its importance.”

The report raised the importance of creating awork culture that allows for a work-life balance: “Factory work hours are often much longer than the pay that they earn. Especially when they have no medical insurance or work benefits and when the cost of living is sky high, factory workers will have to work multiple jobs where there are fewer hours of rest and there is subsequent fatigue. A lack of medical assistance and low job security further leave the factory workers anxious and stressed. Also, an essential step toward employee retention is creating a work culture that promotes work-life balance. It is crucial to note that a workplace with the right work-life balance ensures business success resulting in higher productivity, better employee engagement, and higher returns.”

Working hours

The report paid attention to issues relating to working hours as well, adding that due to the absence of a legitimate contract, long working hours is a common problem faced by many workers. Adding that many garment workers are often forced to work 12 to 14 hours a day and seven days a week, the report said that their basic wages are so low that they cannot refuse overtime work. It raised concerns that many would be fired if they refused to work overtime, and that in some cases, overtime is not even paid at all.

Trainings and awareness

Organising awareness and training programmes regarding certain matters such as equality and inclusion were also highlighted in the report.

It added: “Issues of equality and sustainability go hand in hand. Discrimination against the LGBTQ+ community at work leads to greater exposure to injustice. Lack of access to safe working environments where the LGBTQ+ workers are discriminated leaves them in distress. Gender-based discrimination against transgender workers leads them to experience higher rates of violence and humiliation. Training workshops and awareness programmes can be arranged to bring awareness among employers and employees. In factories, there should be protections that prohibit discrimination based on sexual orientation and gender identities, and factory managements should voice their support for employment protections and workplace fairness for gay and transgender workers. Workplace climates should become more accepting or at least tolerant overall, and there should be protections afforded to women, transgender, senior, and disabled persons. Factories can obtain the help of the Ministry of Women and Children’s Affairs, the Ministry of Health, and international non-Governmental organisations (INGOs) or NGOs which could illustrate certain concepts, technically emphasising respect, inclusion, and the importance of diversity. The exhibition of visual aids such as creative posters with very simple language and illustrations that convey messages about respect and inclusion is necessary. Fostering an environment where factory workers feel safe to work with others without others judgement is also very important.”

The report noted that consistent awareness among the factory staff irrespective of their role and integrating themes of respect and acceptance into regular meetings as well as factory communication are important. It added that bullying or humiliation of another by peers should be discouraged. 

With regard to holding awareness programmes on holidays, the report said that if awareness programmes can be arranged on holidays with the provision of food and an incentive, the participation of factory workers will be higher. Adding that it is very necessary to provide effective counselling for workers to ensure that they can easily navigate their negative feelings and be self-confident, it was explained that raising awareness among factory workers about human rights, labour rights and even wages is very crucial for many reasons. Knowledge and understanding of their rights will give the factory workers a sense of empowerment and they would be able to advocate for themselves even without any help of unions, according to the report’s findings.

Among the matters about which the report recommended awareness raising programmes are the Employees’ Provident Fund and Employees’ Trust Fund. Adding that such education will help workers to know whether they are paid fairly, the report added that it would also encourage them to question any injustice. 

“Educated workers are hardly vulnerable to any exploitation such as illegal deductions from wages and unpaid overtime. Also, if soft skills are enhanced in workers, that would pave the way for harmony and solidarity among factory workers. That would make it easier for them to organise soon and negotiate for better terms. If legal protections can be provided for factory workers, the factory managements will minimise their negative practices and injustices, and factory workers will always seek justice when their rights are violated.”

Communication barriers

According to the report, one problem encountered by factory workers was the language barrier. Adding that there were factory workers who went through many issues due to their inability to understand the Sinhala language, the report said that their first language being Tamil and not being fluent in the English language was also an issue: “Some factory workers went through many issues at factories where the majority of the people are of the same nationality. When the majority speaks in their language for the whole 12 hours, others at work can feel uncomfortable. They feel scared to speak up, and some could often gang up on them and can be very rude when they ask for help.”

“Many employers now provide pay slips electronically. However, employers must ensure that their electronic pay slips meet certain requirements to comply with applicable laws and regulations. Also, if pay slips can be printed in a language that is requested by the payee, it would be significantly useful. Promoting multilingualism in factories can enhance communication and collaboration. Language training programmes can be held, where language classes are offered for employees to learn key phrases and vocabulary relevant to them. Also, multilingual signage, i.e. signs,labels, posters, and instructions, in multiple languages should be used. Moreover, it is very effective to hire supervisors and employees who are multilingual to bridge communication gaps.”

Noting that it is very important to maintain a fair and just working environment at factories, the report added that both parties, i.e. employers as well as employees, must engage in constructive dialogue to resolve outstanding issues amicably⍐.