73 employees dropped out of programme

Since the programme began in July last year, the attrition rate has been 7 a month

GEP: Less than a year after the guaranteed employment programme (GEP) began, at least seven employees have been leaving their jobs every month.

Records with the labour ministry show that from July 1, 2014 to February this year, 73 employees, comprising 33 males and 40 females, have withdrawn from the programme to date.

Of the total, 12 withdrew after the company shut down, while 18 left for better job opportunities in the corporate sector.  There were 37, who left on personal grounds, while six of them won scholarships abroad.

A labour official with the direct employment scheme (DES) programme, Ugyen Dorji, said that, except for medical cases, if employees under the GEP withdraw, then, as per the guidelines, they are liable to pay 20 percent of the total salary the ministry and their employer had paid them until their resignation.

“This clause is specifically included in the guidelines to curb attrition rate and ensure the seriousness of the job,” Ugyen Dorji said.

From the total, 34 candidates refunded 20 percent of the amount paid, while the remaining 39 are yet to refund the salaries paid to them.

“The money refunded will be reimbursed to the GEP fund and reused for employment under the same programme,” Ugyen Dorji said.

When the programme started, the labour ministry floated 1,312 vacancies, of which 1,240 are filled today.

According to the direct employment scheme guidelines, 2014, the ministry pays a minimum monthly allowance and the employer pays an amount specified in the guidelines, but one, which is not less than the national minimum wage.

Under the programme, the labour ministry bears the monthly allowances of Nu 7,500 for university graduates, Nu 5,250 for class XII graduates, and Nu 3,750 for class X graduates.  Employers pay not less than Nu 3,750 a month.

The allowance support is for a maximum of one to two years, Ugyen Dorji said.

“We still do not get adequate applicants for jobs in the construction sector,” he said. “But hundreds of jobseekers are interested, if the requirement is for an office assistant.”

The task force members under the DES programme monitor the programme on a quarterly basis, Ugyen Dorji said. “We collect attendance sheets at the end of each month, and conduct ad-hoc monitoring with an evaluation form,” he said.

Jobseekers, even today, are still unwilling to take available jobs offered under such programmes, Ugyen Dorji said.

“The social stigma of jobseeker’s mind-set towards private sector is still the same and jobseekers still prefer to work in urban areas,” Ugyen Dorji said. “That’s why the withdrawal cases are increasing.”

By Thinley Zangmo

1 reply
  1. Hanuman1991
    Hanuman1991 says:

    We all appreciate what MOLHR has been up to in creating employment opportunities,
    however in the above case I disapprove and would like to bring in some light as to clear the so called job seeker’s mind-set towards private sector.
    Looking at the present generation of youth,we all remain fascinated for they are innovative,
    creative,artistic in short they are much more advanced.Although I don’t mean to suppress the capability of the those who don;t fall under the category.
    Getting into GEP is like being caged or grounded,in a way we are not eligible to apply for training and further more as far as I have heard the participant would be cut off any help from MOLHR such as scholarships,employment opportunities.So,such kind of program disable the prospects of job seekers and further discourages them to stay away from such programs.When an employee wants to leave their job due to various reasons like salary not being paid on time,ill treatment by the employers,lack of proper facilities and lack of increments,then irrespective of the background and the situation of the employee MOLHR ask for refund from the employee,well thats pretty unfair on the employee’s part.There should be some consideration and in my opinion MOLHR should further encourage participants to take up training,apply for scholarships and give out equal employment opportunities to the GEP participants as well.There shouldn’t be biasing on the ground of being in the program or not.Every individual deserves a fair chance to compete in the market as well getting trained is every individuals right.
    There should be competition but in a way it should be open to all and free from any kind of labeling.
    MOLHR is responsible of regularizing employment as well defining the well being of employee as well the employer.A work place should be sound and should have a positive impact on the employee,such that the employee should not be forced to work over time without any kind of incentives or benefits.
    “If power can earn respect it can destroy too.”
    The above stated are solely based on on own opinion,and if you have any complaints regarding my opinion I am open to any kind of suggestion or feedbacks,I don’t intend to defame any individual,concerned agencies or MOLHR.

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