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MOLSMED At Work
Meeting and exceeding the expectations of our stakeholders
GOVERNMENT OF THE REPUBLIC OF TRINIDAD AND TOBAGO
MINISTRY OF LABOUR AND SMALL AND MICRO ENTERPRISE DEVELOPMENT
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2014 And Beyond...There Can Be No Development
Without Labour and No Labour Without Development
Labour remains the bedrock of development. From time
immemorial, work has been at the core of civilization,
giving meaning to life and serving as the platform on
which future generations are built. We at the Ministry of
Labour and Small and Micro Enterprise Development
(MOLSMED), are concerned about ensuring that
opportunities for work exist and that the quality of work
meets international labour standards. Our efforts over
the past year are in keeping with the Governments
commitment to people-centred development and support
our philosophy that a more educated, better-equipped,
productive and empowered labour force serves as the
basis for cohesive communities, which in turn augers
well for social and economic sustainability in Trinidad
and Tobago. The Ministrys strategic direction for 2014
embraces the continued promotion of decent work
through safe and productive work which aims at improving
the quality of life for all, while positioning the economy
to effectively compete in the global marketplace. Social
dialogue, which is one of the four strategic objectives
of the Decent Work Agenda, remains at the heart
of the Ministrys approach to policy formulation and
decision-making and has been embraced as an effective
mechanism for enhancing participatory governance at
the national level. We are focused on strengthening the
industrial relations framework and enhancing policy
coherence so that full employment and decent work are
mainstreamed into all of our programmes and we continue
to advocate for such coherence at the national, regional
and international levels. To this end, we have continued
our drive to modernize our labour laws so that no worker
is left behind. Efforts at developing sustainable Micro
and Small Enterprises and Co-operatives, strengthening
the Labour Inspection System, enhancing awareness of
rights and responsibilities in the workplace and combating
discrimination in the workplace continue to support our
thrust towards decent work for all. Indeed, the successes
of the past year and the lessons learnt from the challenges
faced, reinforces the commitment of the MOLSMED to
serve the national community even better in 2014. As
the Minister of Labour and Small and Micro Enterprise
Development, I thank you for your support and continued
partnership in making decent work a reality in Trinidad
and Tobago.

Errol K. McLeod
Minister of Labour and Small
and Micro Enterprise Development
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Developing A High Performance
Organization To Better Serve You!
Strategic Goals of MOLSMED
Decent Work principles adopted and practiced in the workplace Legislative framework that supports Decent Work
Increased opportunities for employment and entrepreneurship Effcient and effective organization Service delivery excellence
Client-focused, results oriented, innovative and knowledge driven Effective communication
MOLSMED makes a difference! Every day at MOLSMED is an exciting and rewarding experience. We
continue to impact the lives of workers, employers, entrepreneurs, students, policy-makers and other
stakeholders. No longer is MOLSMED seen only as the Government agency that is responsible for putting
out fres between employers and employees. We are now recognized for our developmental work in
contributing to economic growth and social cohesion through our efforts to meet the needs of job-seekers,
empower workers, create an enabling environment for micro and small enterprises and co-operatives and
fostering collaborative relations among partners in the world of work.
As the Ministry continues to meet these strategic benchmarks, this publication seeks to highlight the
difference that MOLSMED is making in the lives of citizens. It also provides information on our various
services and programmes which are easily accessible. In so doing, we hope to bring Labour closer
to you.
The Ministry recognizes that our particular blueprint for development, founded on decent work, can
contribute signifcantly to improving the lives of our people in Trinidad and Tobago. In order to enhance the
Ministrys strategic impact, we have adopted a rigorous change management and employee development
approach. This holistic strategy will ensure that the daily endeavours of our employees are synchronized
with the overall mandate of the Ministry, thus allowing us to better serve you.
I invite you to review our publication as well as utilize our broad range of services.
MOLSMED can make the difference in your life...
Cecilia Greaves-Smith
Permanent Secretary (Ag.)
Vision
To be the leader in promoting
entrepreneurship and Decent Work for all
Mission
To facilitate an enabling environment that supports
employment creation, sustainable enterprise
development and employee well-being in a safe,
peaceful and productive work environment
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Preserving The Legacy Of Our
Labour Leaders
Labour Day gives us an opportunity to remember the plight and struggles of
acclaimed labour leaders such as Tubal Uriah Buzz Butler, Adrian Cola Rienzi,
Clothill Walcott, Andy Beharry, Elma Francois, George Weeks and many others
who have helped to ensure that our working lives are better today than decades
before. Theirs is a legacy of securing decent work for many workers - those in the
oilfelds, the sugar plantations, the factories and even in households.
Such a legacy should be preserved for all generations to come and not only be
remembered on Labour Day.
With this in mind, the concept of a Labour Heroes Park and Museum was born. The
MOLSMED is in the process of securing an appropriate location in Fyzabad, which
is recognized as the birthplace of the labour movement in Trinidad and Tobago, and
developing conceptual designs to guide the construction phase. With the support
of a reconstituted Working Committee, as well as the invaluable contribution of the
Petroleum Company of Trinidad and Tobago (Petrotrin) and the Ministry of Energy
and Energy Affairs, this initiative is eagerly being pursued. We look forward to your
support as we keep the legacy of our labour leaders alive.
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Zero Tolerance
for Workplace Discrimination
The MOLSMED recognises that HIV/AIDS is a workplace issue as it afects the
workforce and must be addressed and managed in the workplace like any other
serious illness or condition. To mitigate workplace discrimination, such as the
above scenario, the National HIV/AIDS Workplace Advocacy and Sustainability
Centre (HASC) accelerated its drive to encourage employers to implement the
key principles of the National Workplace Policy on HIV and AIDS.
Through workplace sensitization sessions and individual technical support
meetings, the HASC provides information on the National Workplace Policy on
HIV/AIDS and advocates for its implementation across all sectors. Our advocacy
activities have resulted in the Ministry signing Memoranda of Understanding
with twenty (20) organizations in the private and public sectors as well as those
operating in the informal economy to provide technical support in developing
workplace policies and programmes on HIV and AIDS. Another stellar initiative
of the HASC was the development of a Toolkitwhich outlined innovative ways
to sensitize members of the informal economy on HIV/AIDS and workplace
issues using educational theatre. This Toolkit was the outcome of a pilot project
executed in Tobago which used techniques such as the invisible theatre.
The HASC actively participates in national outreach activities and
continues to provide support by facilitating HIV/AIDS Peer Education
Training for employees of partnering organisations. This strategy equips
participants with the necessary information and skills to efectively create
and execute educational programmes and facilitate informed dialogue
amongst peers. It is envisaged that peer education will assist in breaking
barriers by empowering individuals to discuss sensitive matters thus
advancing our national eforts toward a Zero Tolerance approach to
workplace discrimination.
The HASC, the frst of its kind in the Western Hemisphere and second in the
world, plays a critical role in implementing the National Workplace Policy on HIV
and AIDS which was adopted in 2008 and is in the process of being reviewed.
Among other things, this Policy sets minimum standards for managing HIV
and AIDS in the workplace and promote structures and programmes to reduce
the stigma of discrimination against persons living with or afected by HIV.
Need guidance and support in developing and implementing your workplace
policy and programmes on HIV and AIDS?
Visit the HASC at 50-54 Duke Place, Duke Street, Port of Spain or contact us at
299-0300 ext. 2010/2014.
Should I promote him?
Roger has been with the company for 12 years. He is one of my best workers and has earned every promotion thus far. However, two years
ago, Roger was diagnosed with HIV. Not too many persons know of his status. Rogers name has appeared on a short list of candidates for the
job of Creative Director. Truth be told, hes perfect for the job, but I must confess that this time around Im hesitant about promoting him given
what I know. Am I justifed?
Answer:
If Roger deserves the job based on his performance, then give it to him. Many people with HIV are fully able to perform the functions of their
job. Workers with HIV should be treated fairly, and their HIV status should not be grounds for denial of any employment opportunity or adverse
treatment in the workplace.
The Ten Key Principles of the National Workplace Policy on HIV and AIDS
Consideration of HIV and AIDS as a workplace issue Gender Equality Healthy work environment Prevention Care and support
Continuing employment Non-discrimination Zero Tolerance No screening for purpose of employment Confdentiality
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Zero Tolerance
for Workplace Discrimination
I have HIV
But I also have feelings
Why should HIV and AIDS be dealt with at the workplace? What does
this have to do with work? Isnt it a private matter?
HIV and AIDS is a workplace issue because it affects the workforce, which
is one of the most critical resources for any developing country. As such, the
workplace presents an ideal forum to effectively address HIV- related stigma
and discrimination for which appropriate workplace responses can be mounted.
These include the development and implementation of a workplace policy on
HIV and AIDS supported by ongoing HIV education and training programmes.
HIV and AIDS must be addressed and managed in the workplace like any
other serious illness or condition.
1) Consideration of HIV and AIDS as a workplace issue
As an employer, should I promote one of my best workers who is HIV
positive?
One of my coworkers is not lookig well and losing weight. He sits in the adjoining
cubicle and I think he has AIDS. Should I take precautions?
There should be no discrimination or stigma against workers, job seekers and job
applicants in Trinidad and Tobago because of their real or perceived HIV status.
People living with HIV (PLHIV) ought to be respected and assessed on their
ability to perform the job effciently and not on their HIV status. Employees living
with HIV should be allowed to continue to work, be promoted, sent on training
and should be given reasonable accommodation especially when they need to
go for treatment and medication. Terms, conditions or privileges of employment
are applicable to all individuals regardless of their real or perceived HIV status.
2) Non discrimination
A woman from my neighbourhood applied for a job where I work
and rumour has it that she is HIV positive. I know she is qualifed for
the job. Should I tell my boss what I heard about her?
Employers should not disclose information related to any workers
HIV status, nor should workers be obligated to divulge their own HIV
status or that of others, as doing so is a breach of confdentiality. An
employer should address breaches of confdentiality through the
organizations policy on disciplinary procedures. Furthermore, fles
containing private medical information should remain confdential
consistent with the ILO Code of Practice on the Protection of Workers
Personal Data.
The gender dimensions of HIV and AIDS should be recognized
Equal gender relations should be promoted and supported by
workplace-devised support systems that include workers. Gender-
specifc programmes at the workplace should seek to inform men
and women of their rights and responsibilities, since HIV and AIDS
affect women and men differently in terms of vulnerability and impact.
3) Gender Equality
I am HIV positive and I need to ask for time off to attend clinic.
Do I have to tell my supervisor about my status? What if he uses it
as an excuse to dismiss me?
All employers should follow the National Workplace Policy on HIV and
AIDS which states that HIV infection is not a cause for termination.
As with many other conditions, workers with HIV-related illnesses
should be allowed to work for as long as they are medically ft for
available, appropriate work. HIV is considered a manageable chronic
illness and PLHIV can lead productive lives. You are not obligated
to tell your employer about your status. If you need time off you can
simply state that you have a medical condition and require regular
check-ups. This should suffce in most circumstances. Although
employers should adhere to the National Workplace Policy on HIV
and AIDS there is, to-date, no law enforcing the tenets of the policy.
In reality, there is still a great deal of stigma and discrimination in the
workplace against people living with or affected by HIV. Disclosing
your status on the job, therefore, is a decision you need to think
about carefully. Although national laws currently offer little protection
for cases relating to HIV discrimination at the workplace, the ILO
Recommendation concerning HIV and AIDS and the world of work,
2010 (No.200) and the Discrimination (Employment and Occupation)
Convention, 1958 (No.111) can be used as a basis for redress.
8) Continuing Employment
Members of the department have begun to shun an employee who
has been caring for her HIV positive son. They even refuse to eat
in the lunch room if she is there. Should I leave those involved to
continue on this trend or should I step in and confront the issues?
Employers and workers representatives can uniquely promote
prevention efforts through the provision of information and education
using appropriate language. Information and education about HIV
and AIDS promote prevention efforts since it can result in changes in
knowledge, attitudes, beliefs and behaviours, and in the creation of a
non-discriminatory work environment.
9) Prevention
I am HIV positive and I notice that I am excluded from staff
activities. I feel so lonely on the job and I am often tempted to quit.
What should I do?
Employers and workers representatives should ensure that workers
are aware of, and encouraged to seek assistance and counselling
from agencies that offer care and support for persons who are infected
and/or affected by HIV and AIDS (contact HASC for a list of these
agencies). A culture of openness, acceptance and support should
be encouraged for those workers who are infected and/or affected by
HIV, as this helps to reduce stigma and discrimination.
10) Care and Support
What should I do if a person with HIV becomes sick on the job?
Is it safe for me to attend to him or her?
HIV is not spread by casual contact. Therefore, activities such
as kissing, shaking hands, coughing, sneezing, sharing cutlery,
offce equipment and furniture, do not put you at risk. HIV is not
an air-borne, water-borne or food-borne virus. Furthermore, the
workplace should be safe and healthy to minimize occupational
risk and contribute to the prevention of HIV transmission. Universal
Precautions, a simple standard of infection control practice, should
be used to minimize the risk of blood-borne pathogens and ought
to be regarded as a standard workplace practice. This is enforced
by the Trinidad and Tobago Occupational Safety and Health Act,
No.1 of 2004, as amended by the Occupational Safety and Health
(Amendment) Act, No. 3 0f 2006.
4) Healthy Work Environment
Cooperation and trust between employers, workers, and their
representatives, and Government (where applicable) with the active
contribution of workers infected and/or affected by HIV and AIDS,
facilitates the effective implementation of and adherence to an HIV
and AIDS workplace policy.
Continuous social dialogue among the tripartite plus partners creates
a supportive environment to combat HIV and AIDS and encourages
openness, acceptance and support for those workers who disclose
their HIV status.
5) Social Dialogue
I am an employer in a food establishment and Im thinking of
introducing a policy whereby prospective employees would be
asked to take an HIV test in order to protect other members of staff
and customers. Wouldnt people be uncomfortable if they fnd out
that an HIV positive person is preparing their food?
There should be no HIV screening for purposes of employment as
this constitutes a breach of fundamental human rights. Employers
should not require that HIV tests be conducted on candidates for
employment or on current workers; nor should they instruct them
to do so as no valid justifcation exists for such a requirement. As
it relates to food handling, the US Centers for Disease Control and
Prevention confrm that there is no known risk of transmitting HIV
during food preparation as the HIV virus does not reproduce outside
of the human body and is quickly destroyed when exposed to air.
(www.gov/hiv/resources/qa/transmission.htm).
6) No Screening for Purposes of Employment
7) Confdentiality
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Since its establishment in 2002, the National Entrepreneurship Development
Company Limited (NEDCO), a statutory agency of the Ministry has been
identifed as the one-stop shop for young and emerging entrepreneurs,
providing loans, support, training and after care, needed to equip todays
business owners with the tools to effciently and effectively operate their
businesses.
Tasked with the mandate of re-positioning and transforming NEDCO, the
Honourable Minister Errol McLeod appointed a new Board of Directors
in 2013. It was therefore no coincidence that under its new leadership,
NEDCO signed a Memorandum of Understanding with the Trinbago Unifed
Calypsonians Organisation (TUCO). Through this partnership, artistes
now have greater access to training and funding for cultural projects, thus
creating an enabling environment in which their creative talents can be
nurtured into lucrative businesses.
With the aim of creating an effective link between education and
entrepreneurship in Trinidad and Tobago, within a few months of signing a
Memorandum of Understanding with the University of the West Indies (UWI)
to establish a physical presence at their St. Augustine campus, NEDCO
opened its frst on-campus sub-offce. This new alignment provides students
with opportunities to pursue their dreams and transform their creative ideas
into business ventures, granting them access to funding for growth and high
impact projects. An additional aspect of this partnership was an immersive
one week Entrepreneurship Business Boot Camp hosted by NEDCO in
collaboration with UWI, further providing institutional support as well as
educational and practical awareness of entrepreneurial opportunities.
NEDCO remains committed to working with other State Agencies as well as
the Private Sector to ensure that the phenomenon of youth unemployment
does not turn into entrenched long-term unemployment. With its focus on
equipping individuals with the necessary education and skills needed to
respond to the existing demand for skilled labour, NEDCO partnered with
the Youth Training and Employment Partnership Programme (YTEPP),
to jointly utilize their resources and expertise to impart knowledge and
engender self-suffciency among young entrepreneurs.
Over the last fnancial year, NEDCO disbursed a total of four hundred and
nine (409) loans valued at TT$20.8 million dollars in start-up capital at a
preferred rate of interest to empower entrepreneurs to achieve fnancial
independence.
Are you ready to take the frst step to start your business?
Interested in accessing fnancial assistance to expand your business? Let
us support you... as you succeed!
Visit our website at www.nedco.gov.tt Come meet with our agents at #38
New Street, Port of Spain or at any of our RED Centres or call us at 821-
5800.
Working With
NEDCO To Promote
Innovation,
Creativity And
Entrepreneurship
Access to loans/start-up capital
Business advisory services
Mentorship
Promotional support
Training and Development
Establishment of strategic partnerships to
promote development
From Left to Right: Ms. Sheryl-Anne Haynes (Member), Mr. Carl Francis (Member), Mr. Willvan Ramlakhan (Member), Mr. Calvin Bijou (Deputy Chairman), Mr. Vijay Parabdeen (Member),
Minister Errol McLeod, Ms. Simone Lampkin (Member), Mr. Allister Khan (Member), Mr. Ramesh Lalla (Member), Mr. Christopher Lewis (Member) and Mr. Suneesh Singh (Member).
Absent:Dr. Natasha Ramkissoon (Chairman), Dr. Camille Samuel (Member) and Ms. Glenda Joseph-Dennis (Member).
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FairShare First! Exposition at Centre of Excellence, Macoya.
Supporting The Diversifcation
Thrust In Trinidad And Tobago
From left to right: Mr. Michael Gordon, Manager, Enterprise Development Division, Mr. Carl Francis, former Permanent Secretary of the MOLSMED, Senator the Honourable
Emmanuel George, Minister of Justice, Honourable Minister Errol McLeod, Minister of Labour and Small and Micro Enterprise Development, Ms. Khadijah Ameen, Advisor
to the Honourable Marlene Coudray, Minister of Local Government.
Matthew Williams
FairShare Client
Wondering how to expand and develop your business?
Interested in selling your goods and services to the government?
What about training and developmental opportunities?
Visit www.fairshare.gov.tt for more information or contact us at 299-0300 ext. 2166 or 2160
Free marketing of products and services Direct linkages to clientele Increased sales Business growth and expansion
Increased access to government procurement opportunities
In January 2014, the Ministry hosted a
successful exposition FairShare First which
featured over one hundred (100) registered
MSEs in the programme. This initiative
created the ideal networking environment
for business owners to interact with key
procurement offcers, representatives of
various Ministries and potential clients.
The FairShare programme is a great
opportunity for small businesses to increase
their visibility to the Public Sector. Through
our online web portal www.fairshare.gov.
tt Government Ministries, Departments
and Agencies engage registered MSEs of
the FairShare programme to participate in
the public procurement programme, thus
giving them unparalleled access to revenue
generating opportunities. Coupled with the
training provided by the programme, MSEs
will have the opportunity to improve their
capacity and capability, gradually reducing
their dependence on this preferential access
programme to become fully capable of
providing their services locally, regionally and
internationally.
Currently, over eight hundred (800) certifed
MSEs are marketing and selling
their goods and services through the FairShare database.
Ministries and State Agencies now have access to small
businesses in over twenty seven (27) sectors that can
provide practical and cutting edge solutions to meet their
organizations needs.
Lets meet Matthew Williams, a twenty-fve (25) year old
audibly impaired photographer/graphic designer who has
been registered with FairShare for just under a year and has
already begun to applaud the programme, which he now
attributes to the steady growth and success of his business.
Matthew represents one of the many small business
owners who beneftted from the FairShare Exposition and
has vowed to keep the fres of the FairShare Programme
burning by sharing his own experiences as a client with
aspiring entrepreneurs.
FairShare has enabled me to showcase
and market my skills to the government
and public. Rather than selling the promise
of an entrepreneurial dream, the FairShare
Programme has provided me with the
necessary tools and business opportunities
for the expansion of my clientele. This self-
empowerment has allowed me to realise my
goal of becoming a successful entrepreneur.
Undoubtedly, FairShare guarantees diverse
possibilities for limitless opportunities.
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The Enterprise Development Division (EDD) of the MOLMSED recognises the importance of the Micro and Small Enterprise (MSE) Sector as
a key driver for economic diversifcation. We have thus placed signifcant focus on the development and promotion of MSEs as vehicles for
employment creation, poverty alleviation and wealth creation. To foster a more enabling environment for entrepreneurs, including marginalized
and vulnerable groups such as youth, women, disabled persons and the unemployed, the Ministry continues to provide opportunities for all
through its fagship programmes, namely the FairShare Programme and the National Integrated Business Incubator System (IBIS).
MSEs - Small In Size But Big
On Service And Delivery!
Bringing
Entrepreneurial
Opportunities To
Your Community
Through Ibis
In promoting self-empowerment, self-
sustainability and innovation, the MOLSMED
has continuously sought creative avenues
to meet the growing needs of aspiring
entrepreneurs and it should be no surprise that
we were eager to take the IBIS programme on
the roadmaking it more accessible to YOU!
The National Integrated Business Incubator
System (IBIS) is a collaborative efort
between the MOLSMED and the National
Entrepreneurship Development Company
Limited (NEDCO). IBIS provides a unique
mix of business development support,
infrastructure, operational and fnancial
assistance thus equipping candidates with
technical and business skills for operation and
innovation, while improving their access to
required resources so that they can develop
their business at all stages; from the business
investment proposal, to the establishment of
their enterprise.
Simply put, this programme transforms
individuals from being jobseekers to potential
employers and generators of wealth.
Since its inception in October 2011, IBIS
continues to nurture and develop potential
entrepreneurs, having trained one hundred
and eighty one (181) persons of which sixty
one (61) have qualifed for incubator services
that include coaching and mentoring, seed
capital funding and the provision of physical
infrastructure. We have also established
Social Empowerment through Entrepreneur
Development (SEED) Incubators in the
Regional Corporations of Penal/Siparia
and Sangre Grande with two (2) new SEED
Incubators to be launched before the end of
2014 in Point Fortin and San Juan/Laventille.
Pre-incubator training is currently being
provided to seventy fve (75) successful
candidates in the communities of Diego
Martin/Carenage, Chaguanas and Couva.
Investing In A
Green Economy
Like other Caribbean countries, Trinidad and
Tobago faces the challenge of diversifying
our economy through the use of renewable
energy. A green economy is increasingly
being recognized as a source of new job
opportunities and as an important element
for sustainable economic growth. Stemming
from a three (3) day workshop on Developing
Policies and Programmes to Promote Green
Jobs and Green Enterprises in T&T organized
in conjunction with the International Labour
Organization (ILO), the Ministry drafted a
Green Enterprise Development Policy for
MSEs and Co-operatives which is available
on our website. While the core of this Policy
relates to the nations environmental priorities,
we envisage that it will allow MSEs and Co-
operatives to efect social change through
the creation of viable green businesses, thus
strengthening economic diversifcation
and creating favourable conditions for
increased investments towards green
enterprise development.
Developing An
MSE Policy For
Trinidad & Tobago
Developing an entrepreneurial culture,
Simplifying business start-up and reporting and
improving access to training
To ensure a more cohesive, structured and
results-based approach to MSE growth in
Trinidad and Tobago, the Ministry drafted a
Micro and Small Enterprise (MSE) Development
Policy. The MSE Development Policy will
create a holistic ecosystem that supports
entrepreneurship by reducing the many hurdles
encountered by entrepreneurs, with the aim
of creating opportunities and providing a
framework for the expansion of the business
support services available to MSEs. This Policy
strives to level the playing feld between
MSEs and larger businesses, apportioning
equitable treatment to all businesses. To date,
the Ministry has prepared a draft National
Micro and Small Enterprise Policy which is
available on our website www.molsmed.gov.
tt for review and feedback. This policy will
have far-reaching efects on micro and small
business development and it is our hope that
the estimated twenty eight percent (28%)
contribution of MSEs to the Gross Domestic
Product, which constitutes eighty fve percent
(85%) of all businesses in Trinidad and Tobago,
will be increased.
Entrepreneurial Business Training
Physical Infrastructure Mentoring
Seed Capital Financing
Operational Support
Providing Opportunities for Innovation
Creating Business Networks
Job Creation
Income Generation
Improved quality of life
The IBIS programme empowers micro and small enterprises through the provision of entrepreneurial, technical and business training,
Interested in transforming your business idea into a lucrative venture?
Then visit our website www.molsmed.gov.tt or contact a NEDCO agent at:
821-5819 Ext. 2214 or 821-5820 Ext. 2095 for more information.
t
The National Integrated
Business Incubator System
(IBIS) gave our company the
strategic capacity-building
tools to enhance its levels of
growth.
With the many training , funding
and mentorship opportunities
provided, IBIS is a worthwhile
programme for Entrepreneurs
desirous of turning creative
and innovative dreams into
robust and sustainable business
realities.
It is indeed the vehicle that will
enable entrepreneurs to perfec
their business models and all
them to compete in the global
market.
ow

Rachel Renie & David Thomas, co-founders
of Market Movers, an online distribution
company, specializing in the delivery of fresh
market produce since 2012. They have been
registered clients of the IBIS Programme
since 2013.
Market Movers...
Movin with IBIS!
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Members Matter Most!
Co-operatives play a vital role in the social
and economic development of Trinidad and
Tobago. These institutions comprise a group
of individuals coming together voluntarily to
meet an economic and social need through a
common business venture. They are not mainly
proft based but rather community based and
seeking to serve the interests of their members
and communities.
Considered to be a key ingredient for the
development of the Micro and Small Enterprise
sector, the co-operative business model has
yielded much success internationally. For
instance, Welchs the worlds leading marketer
of grape products had its genesis in the
National Grape Co-operative, comprising over
one thousand four hundred (1,400) farmers in
the United States and Canada. The MOLSMED
envisages that such a model can be successfully
implemented in Trinidad and Tobago whereby
Co-operatives can transition into lucrative
businesses which can compete globally.
Dispute
Resolutions
The CDD was successful in resolving some two
hundred and sixty eight (268) disputes to the tune
of TT$10 million in 2013. The Division, through
its meticulous approval of some TT$81 million
representative of the collective investments
of individual co-operative societies continued
to ensure the safety and soundness of a sector
whose interests impact the fnancial lives of
its members.
In 2013, an agreement was reached with shareholders
and depositors of the Hindu Credit Union and
payments have been made to date. The Ministry
undertook the payment exercise in two (2) phases.
Phase I, which addressed those shareholders with
deposits under TT$75,000, was completed in October
2013, with payments being made to eighteen
thousand one hundred and thirteen (18,113)
shareholders to a value of TT$134,998,019.44. Phase
II of the exercise is being completed in collaboration
with the Ministry of Finance, to address shareholders
with holdings of over TT$75,000. Approximately one
thousand two hundred and ffty three (1,253) persons
received payments to the value of TT$94,597,717.63,
whilst one thousand three hundred and eleven (1,311)
persons were selected to be paid in bonds to the value
of TT$319,393,000.
Strengthening The
Legal Framework
Given that the Co-operative Societies Act, Chapter
81:03 which governs both fnancial Co-operatives
(Credit Unions) and non-fnancial Co-operatives
is more than four (4) decades old, the CDD held
consultations for amendments to this legislation.
Members can now look forward to seeing the
results of a stronger regulatory and supervisory
mechanism to enhance the protection of their
assets and investments, namely the strengthening
of the fnancial regulation of Credit Unions and the
development of the Credit Union Bill 2013.
Building
Governance In
The Sector
This year, greater focus is being placed on the
development of the Co-operative Sectors governance
capabilities through the training of directors and
managers with the intention of achieving greater
efciency in management practices whilst preparing
respective entities to comply with pending legislative
reforms. These critical areas were considered: The roles
and functions of Boards of Directors, Supervisory and
Credit Committees, Risk Management, Corporate
Governance, Understanding Financial Statements and
the Conduct of Meetings.
Persons wishing to reap the many benefts which
Co-operatives provide can obtain the Ministrys
educational three part module on how to start,
organize and manage a co-operative enterprise as the
frst step. This series provide a critical understanding
of Co-operatives and their operations in three easy-
to-read booklets titled What is a Co-operative
Enterprise?, Starting a Co-operative Enterprise and
Co-operative Organisation and Management.
Copies of these booklets are available at all ofces of
the Co-operative Development Division throughout
Trinidad and Tobago. For further information, contact
the Co-operative Development Division at 645-6543.
Tasked with the responsibility of promoting, regulating and supervising Co-operative Societies in Trinidad and Tobago, the Co-operative Development
Division (CDD) of the Ministry fulflled its mandate in 2013 by ensuring the security and astute management of approximately fve hundred thousand
(500,000) members in over three hundred (300) Societies with an asset base of approximately TT$10 billion. In our endeavourtocreate an enabling
environment in which Co-operatives could contribute towards the socio-economic development of the lives of its members, the Division has been
instrumental in the following:
Remember the days of old when Sunday
was a day to be spent in the kitchen
employing the hands of the entire
culinary gifted household? Now, looking
ahead to the next weekend meal, we
see how things have changed. Time,
once considered in abundance has now
become a scarce commodity; hard to fnd
especially in modern day families where
parents simultaneously juggle their
lives with multiple jobs and or academic
pursuit to make ends meet. In addition to
couples having fewer children, the brood
is no longer fve and eight children as it
was long ago, thus the household is left
with fewer hands to slice and dice the
vegetables and to favour the pot.
But we still maintain that a Sunday lunch
must be a grand feast.how is this now
possible???
Nestled in the central range of Trinidad,
the Caribbean Agrarian Co-operative
Society Limited was established by
a small Tabaquite family to provide
culinary solutions for the time
constrained homemaker. Their fagship
product Dasheen Bush (Callaloo)
- considered the centrepiece of any
Sunday lunch was a nationwide hit,
as this Co-operative became the main
supplier of packaged vegetables to all
leading supermarket chains. From this,
the business grew in size, expanding its
line of time saving products to include
ready-made packages for Chow Mein,
Chunky Vegetables and Seasoning and
even venturing into animal husbandry
and greenhouse farming. Through the
Co-operative business model, this family
realized its vision of creating avenues
for food sustainability and healthier
lifestyles!
Now managed by a nine member board
of Directors, President Mr. Mohammed
Cisse believes that The next home
cooked meal you try, might very well be
made with products from this little Co-
operative which currently sustains its
immediate community and thrives on
sustaining the needs of a country.
The Caribbean Agrarian Co-operative
Society may be small in size but big on
service and delivery!
Unspoken ideas are only materialized
in ones mind.
While starting a Co-operative or a new
business venture might be new territory
for many, the Co-operatives Development
Division (CDD) can help transform your
unspoken idea into a reality. For more
information on how to start or join a Co-
operative, contact the CDD at 645-6543
or visit us at 16-20 Eastern Main Road
Anva Plaza, Tunapuna.
Contributing To Food Security In
Trinidad And Tobago ..
The Caribbean Agrarian Co-operative Society
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Good governance requires that the
contributions of all stakeholders are
considered in the decision-making process.
The MOLSMED has been a leader in promoting
good governance through the social dialogue
approach. Social dialogue, according to the
International Labour Organisation (ILO), refers
to all types of negotiation, consultation or
simply exchange of information between
or among representatives of governments,
employers and workers on issues of common
interest relating to economic and social policy.
Through social dialogue, the MOLSMED is
in the process of enhancing the industrial
relations system in Trinidad and Tobago,
promoting adherence to international labour
standards and strengthening action in a range
of areas including occupational safety and
health, minimum wage determination and
enforcement, productivity enhancement and
reduction in HIV/AIDS related stigma and
discrimination in the workplace, to name a
few.
Enhancing Social
Dialogue At The
National Level...The
SDTF
The Social Dialogue Task Force (SDTF) was
established by Cabinet to facilitate consensus-
building among representatives of Government,
employers, workers and civil society on issues
afecting the social and economic sustainability
of Trinidad and Tobago. The SDTF started its
pioneering work in January 2014 and is forging
ahead to create a platform where meaningful
discussions and agreements can be reached
on a broad range of national issues. The SDTF,
built on key principles of mutual trust, shared
responsibility, openness, information-sharing
and efective communication has proven to be
a good model on which good governance will
fourish.
Enhancing Social
Dialogue At The
Enterprise Level
CLRU At Work
The conciliation function of the Ministry is
critical to the promotion of industrial peace
and stability as it focuses on fostering good
employment relations between employers and
employees. Through the Conciliation and Labour
Relations Unit (CLRU), the Ministry has been
working assiduously to treat with outstanding
negotiations for collective agreements. Over the
last four (4) years, the Ministry has played a critical
role in facilitating conciliation proceedings
resulting in the settlement of eighty three (83)
collective agreements in the public sector and
state enterprises sectors, including several major
disputes involving the Petroleum Company
of Trinidad and Tobago (PETROTRIN), Trinidad
and Tobago National Petroleum Marketing
Company Limited (TTNP), Telecommunications
Services of Trinidad and Tobago Limited (TSTT),
the Public Transport Service Corporation (PTSC),
the National Insurance Board (NIB) and recently,
the Port Authority of Trinidad and Tobago
Limited (PATT).
The Ministry continues to sensitize employers
and workers of their rights and responsibilities
as a means of reducing disputes within the
workplace. As such, the Ministry has facilitated
conciliation proceedings in eighty eight (88)
negotiations for collective agreements in the
private sector and is currently involved in
conciliation proceedings in twenty (20) such
disputes.
In 2013, two thousand two hundred and
seventy two (2272) walk-in clients (non-
unionized workers and employers) beneftted
from advice and assistance on employment
related issues while Unions and Employers have
been facilitated in seven hundred and twenty
nine (729) meetings involving two thousand
one hundred and eighty seven (2187) hours
of conciliation, in disputes relating to workers
individual rights and claims. The Ministry has also
conducted a series of training programmes for
employers and Trade Unions in areas including
employment relationships, the fundamental
rights to natural justice, progressive discipline,
procedural fairness, dispute procedure and the
management of confict in the workplace.
Working it out ...
Promoting Social And Economic
Sustainability Through Social Dialogue
To obtain advice on the principles and practice of good industrial relations,
contact the CLRU at 299-0300 ext. 2043 or conciliation.mol@gov.tt.
Social Dialogue Participatory decision making Dispute resolution Negotiation Settlements
Mediation Collective Bargaining Industrial Action Outreach activities Training
15
16
The MOLSMED takes its role of protecting workers
rights and educating workers and employers of
their responsibilities seriously. The labour inspection
function of the Ministry seeks to encourage
compliance with labour laws which is an important
aspect of promoting decent work via the Labour
Inspectorate Unit and the Occupational Safety and
Health (OSH) Agency.
The Unit focuses on ensuring that terms and
conditions of employment are upheld as
stipulated in the Minimum Wages Act and Orders,
the Maternity Protection Act and provisions
relating to the minimum age for admission
to employment pursuant to the Children Act
2012. Ensuring compliance involves scheduled
inspections of businesses and investigation of
complaints. The unit also engages in educating
and advising employers, employees and the
general public about the relevant labour laws as
they relate to wages and terms and conditions of
work.
In 2013, the Labour Inspectorate Unit focused
primarily on worker empowerment and
compliance with labour laws through scheduled
inspections and investigation of complaints made
by employees. As a result, a total of one thousand
and forty nine (1,049) inspections were carried
out in Trinidad and Tobago, of which fve hundred
and forty six (546) breaches were identifed which
resulted in the recovery of arrears to workers in the
sum of TT$527,831.23. Between 2010 to February
2014, a total of TT$1,854,295.39 was recovered in
arrears to workers, owing to the due diligence of
the Unit.
The OSH Agency is all about compliance with
the provisions of the Occupational Safety and
Health Act, Chapter 88:08. Eforts at building a
culture of workplace safety that would reduce and
eliminate occupational accidents and fatalities
have been intensifed, particularly in key sectors
such as construction. Attention is also being given
to the review of the OSH Act to better address
implementation, compliance and enforcement.
The Ministry has begun work on the development
of a National Labour Inspection Policy to provide
for a modern labour inspection system that
is efcient, efective and transparent. This is
another progressive step which demonstrates
that protecting the rights of all workers is OUR
business..
Leading With Labour
Advocates
The Labour Advocate Training Programme
which was introduced by the Ministry in 2012 is
about empowering you to empower others. The
Programme expands the reach of the Labour
Inspectorate by grooming and training persons
in communities to serve as Labour Advocates.
Labour Advocates are trained by professionals
from the Cipriani College of Labour and Co-
operative Studies with the support of the Ministry
of Community Development. To date, sixty
one (61) persons have been trained as Labour
Advocates in both Trinidad and Tobago, so the
next time you need sound advice on how to deal
with a workplace issue do not hesitate to consult
the Labour Advocate in your community as a frst
point of contact.
Get Registered
Help Yuh Self!
If you work in a household, youre
probably a domestic worker.
Get on the Domestic Workers Register
to take advantage of benefts like
overtime pay, sick, vacation and
maternity leave, National Insurance
and have your duties clearly stated in
writing.
Comprising largely of women and representing
four (4) to ten (10) percent of the total
workforce in developing countries,
domestic workers are an integral
part of the labour force in Trinidad
and Tobago and by extension the
Caribbean. The Domestic Workers
Register was established in 2012 to
capture important demographic
and work-related information on this
category of workers. It is an important
frst step in providing information on
the situation of domestic workers in
Trinidad and Tobago that will assist
in strengthening mechanisms to
protect them in accordance with
International Labour Organization
(ILO) Convention No. 189, Domestic
Workers Convention which was
adopted in 2011.
The Ministry understands the
signifcant impact of legislative
reform in legitimizing the status
of domestic workers. As such, an
ongoing review of the current
Industrial Relations Act (IRA) has
yielded several recommendations
among which is the expansion of the
term worker, to include all persons
who work under an employment
relationship (contract) to include domestic
workers. It is important to note that this legal
framework must be in place before the ratifcation
of the ILO Convention 189 can be properly
implemented as domestic law. To this end, the
requisite amendments to the IRA, among others,
are currently being worked on.
With respect to the current legal status of
domestic workers in Trinidad and Tobago, the
belief that domestic workers have no rights in
their respective work spaces is inaccurate. In fact,
the Minimum Wages (Household Assistant) Order
made pursuant to the Minimum Wages Act has
made provision for paid sick leave, paid vacation
leave and maternity benefts for domestic
workers, since 1991.
Indeed, domestic workers were very involved
in the 1937 labour struggles and will not be
abandoned by the Ministry nor will they be left
behind.
The best person to look after your interest is You!
For more information on your workers rights and
responsibilities, contact the Labour Inspectorate
Unit at 299-0300 ext. 2064.
Proactively Seeking the
Interest of Workers in T&T
Employer
Find a worker through
the Ministrys National
Employment Service.
Know your rights as an
employer.
Get help in drafting
contracts.
Get advice on resolving
disputes.
Access training for your
worker.
Worker
Get job opportunities
through the Ministrys
National Employment
Service.
Know your rights as a
worker.
Get your duties clearly
stated in writing.
Get advice on resolving
disputes.
Improve yourself through
training opportunities.
17
Keeping the IRA under review...
The Industrial Relations Advisory Committee
With its network of ofces located throughout the
country, the National Employment Service (NES)
harnesses digital marketing tools and partnerships
to facilitate job seekers with a range of services
including job referrals with direct access to job
vacancies. Employers also beneft from an efcient
job matching facility at no cost.
Over the past year, the NES continued its mission
of transforming and impacting lives through
the use of modern technology. To maintain its
competitive edge and increase levels of efciency,
the NES launched a mobile application for
jobseekers NES Jobseeker and for employers
NES Employer.
Jobseekers can now use their smart phones to
view job vacancies, post rsums and apply for
jobs online. Likewise, employers can advertise
employment opportunities at no cost and view
rsums of potential candidates whilst on the go.
This free mobile application is available to all on the
Android, Apple and Blackberry platforms.
In meeting the growing demand for job
opportunities at various employment levels, the
NES has made signifcant progress in expanding
its current database. A series of consultations held
with employer organisations from both public and
private sectors, resulted in an eighty fve (85%)
percent increase in employer registration, ensuring
that jobseekers now have access to a wider range
of employment opportunities particularly in
the private sector. For 2013, the NES has placed
over fve hundred and thirty (530) persons in
jobs. It is rewarding to know that these new job
opportunities came as a result of customer demand,
which demonstrates that jobseekers understand
the dedication of the Ministry in fulflling its role of
creating sustainable job opportunities.
Additionally, the NES continued its supportive
After more than three (3) decades in abeyance,
the Industrial Relations Advisory Committee
(IRAC) was reconstituted in 2012 to advise
the Labour Minister on any matters relating
to industrial relations, as well as, to ensure
the development and reform of the Industrial
Relations Act. The reconstitution of the IRAC
is part of Governments commitment to
placing workers at the centre of our nations
development via the amendment of the
Industrial Relations Act (IRA).
The Committee has undertaken signifcant
research and analysis on new and emerging
labour issues which have been impacting
our industrial relations framework. In 2013,
the Committee submitted its frst Report
which presented a number of important
recommendations including:
1. Broadening the definition of worker under the
IRA to encompass all persons, including domestic
workers, under an employment contract
2. Strengthening the role of the Industrial Court
and the tenure of its Judges
3. Re-organization and transformation of the
Registration Recognition and Certifcation
Board.
4. Removal of the provision for de-certifcation
of Trade Unions for industrial action not in
conformity with the IRA
role of placing Trinidad and Tobago nationals in
overseas employment programmes such as the
Commonwealth Caribbean Seasonal Agricultural
Workers Programme (CCSAWP), popularly known
as the Farm Programme. In 2013, a total of one
thousand and thirty nine (1,039) persons were
employed in Canada, amounting to revenue-
earning income of over TT $67.5 million dollars. This
programme provides citizens with the opportunity
to earn an increased income, thereby providing a
higher standard of living for themselves and their
families while gaining exposure to new technologies
and systems.
From assisting job seekers in choosing the most
rewarding career path to nurturing new entrants
into the world of work, the NES continues to be the
focal point at the MOLSMED for Making The Job
Connection between employers and prospective
employees.
Job Opportunities For All ...
NES Goes Mobile!
On-Line registration of job vacancies On-line registration of job seekers Job interviews and referrals
Recruitment of workers for overseas employment Career Guidance Connecting jobseekers and employers
The Honourable Minister of Labour and Small and Micro Enterprise Development, Errol McLeod appoints members to the Industrial Relations Advisory Committee at
Hyatt Regency, Trinidad. Left to right: Mr. Lesmore Frederick, Mr. Harry Sooknanan, Ms. Hyacinth Guy, Mr. Orville Carrington, Honourable Minister Errol McLeod, Mr. Robert
Guiseppi, Ms. Hazel Elcock-Ifll, Mr. Maukesh Basdeo, Mr. Chrisendath Mahabir, Mr. Lennox Marcelle (Chairman) and Mr. Keston Nancoo, Mr. Augustus Ramrekersingh, Mr.
Johnathan Walker (absent from photo)
WHAT IS THE
MINIMUM WAGE?
The Minimum Wage is now
fxed at $12.50 per hour
NORMAL WORKING PERIODS
Normal working day = 8 hours
Normal working week = 40 hours
Normal working month = 173.3334 hours
4 day work week = 10 hours per day
(All of the above are exclusive of meal and rest breaks).
MINIMUM WAGE RATE FOR WORKERS
A worker should not be paid less than the following rates:
8 hour day - $100
40 hour week - $500
Monthly rated - $2166.66
OVERTIME RATES FOR WORKERS
MEALS AND REST
BREAKS
1. A worker is entitled to a meal break
of 45 minutes and a rest break of 15
minutes during the normal work day.
2. A shift worker is entitled to a paid meal
break of 20 minutes and a paid rest
break of 10 minutes during his normal
shift.
3. Where a worker continues to work for
two hours after his/her normal working
day he/she shall be entitled to a paid
break of no less than 15 minutes and
to a further paid break of no less than
20 minutes for every additional two-hour
period.
1. Overtime worked beyond 8 hours on a
working day: First 4 hours - 1 x hourly
rate Second 4 hours - 2 x hourly rate
Thereafter - 3 x hourly rate
2. Overtime worked beyond 10 hours on
a working day on a 4-day shift week:
First 4 hours - 1 x hourly rate
Second 4 hours - 2 x hourly rate
Thereafter - 3 x hourly rate
3. For Time worked on an off-day:
First 8 hours - 2 x hourly rate
Thereafter - 3 x hourly rate
4. Overtime on a Sunday where
Sunday is a normal work day:
First 4 hours - 1 x hourly rate
Second 4 hours - 2 x hourly rate
Thereafter - 3 x hourly rate
5. For time worked on a Sunday
where Sunday is not a normal day
and on a Public Holiday:
First 8 hours - 2 x hourly rate
Thereafter - 3 x hourly rate
6. For time worked beyond the
40-hour work week:
First 4 hours - 1 x hourly rate
Second 4 hours - 2 x hourly rate
Thereafter - 3 x hourly rate
18
RIGHTS & RESPONSIBILITIES
OF WORKERS AND EMPLOYERS

Rights of Employers
To manage the affairs of the business
To hire, fre, promote, demote, absorb, redeploy, transfer,
layoff etc.
To take disciplinary action against errant employees
To formulate policies
To modify, extend or cease operations
To establish standards of conduct and performance
Responsibilities of Employers
To take reasonable precautions to secure the physical
and psychological well-being of its employees
Tobago in respect of its employees
To provide work for its employees
To pay salaries, wages and allowances for work
performed, on the agreed date, time, place, quantum
and form
To conduct fair and transparent investigations and
hearings during disciplinary proceedings
To provide employees with the opportunity to have their
grievances dealt with equitably and promptly
To not discriminate against an employee based on Age,
Disability, Marriage, Pregnancy and Maternity, Race,
Religion or Belief, Gender, Sexual Orientation, Political
Preference, HIV Status or Union Membership.
Rights of Employees
To join or not join a Trade Union
To be paid for work rendered
To request a fair hearing if accused of misconduct or poor performance
To representation and appeal
To leave his or her employment after giving due notice
To refuse unsafe work
To receive maternity protection (where applicable)
To be free from workplace discrimination
Responsibilities of Employees
To serve their employer in good faith
To protect their employers interests
Not make secret profts at their employers expense
Not disclose the Employers confdential information and/or trade
secrets
Not use their employers time for their own personal purposes
To take reasonable care for his safety and health and that of other
persons who may be affected by his acts or omissions at work
To obey legitimate instructions
Not to misconduct himself or herself
To perform his or her work/duties to the best of his or her ability while\
ensuring the standards set by the employer are met
To give the employer a fair days work
To be punctual and have regular attendance
To obtain prior permission for planned absences
To promptly inform the employer of unplanned absences
To promptly inform the Employer of any breach in his or her terms and
conditions of employment
EMPLOYER
A person, company or other organisation that hires a worker
or workers and offers payment in exchange for work or labour.
EMPLOYEE
A person who is hired by an employer for a wage, salary
or other payment to perform work under a contract of
employment (written or verbal).
Rights and responsibilities in the workplace involve certain
key principles of decent work. They serve to regulate and
guide the relationship between employers and employees.
A right can be a just or legal claim; or that which is due to
anyone by law, tradition or nature.
A responsibility is defned as: A duty, obligation or burden;
or having control over something ~(Saloman, 2000) Rights
and responsibilities may be derived from statute, judicial
decisions, individual contracts, collective agreements,
conventions, and custom and practice.
To obtain more information on workers rights or responsibilities contact the
Conciliation and Labour Relations Unit at:
50-54 Duke Street, Port of Spain: 868-299-0300
or e-mail us at conciliation.mol@govtt.
19
20
Contributing to Human Resource
Development in Trinidad and Tobago
Recognized nationally as one of the premier
government supported tertiary level institutions,
the Cipriani College of Labour and Co-operative
Studies (CCLCS) has distinguished itself amongst
its peer institutions as the primary educator
of workers and union leaders on labour
management, industrial relations and co-
operative issues for over four (4) decades.
As the College moves towards its ffth (5th) decade
of operations, it continues to adapt to major societal
and macro structural changes, as underscored by
the September 2013 Signing Ceremony, which
commemorated institutional accreditation to the
College by the Accreditation Council of Trinidad
and Tobago (ACTT). This accreditation ensures
quality management as the cornerstone of the
Colleges operations. In addition, it showcases
the commitment and capacity of the CCLCS to be
efective in all its operations whilst ensuring high
quality programmes and services to a myriad
of stakeholders.
Today, the CCLCS is on par with other tertiary
education institutions as the qualifcations of
graduates are now recognizable and transferrable
to other institutions, thereby increasing their
marketability and competiveness within the
workplace.
Following this achievement, CCLCS has
embarked on a process of reviewing its
curriculum to ensure that it meets the
changing needs of the labour market. The
successful publication of the 2nd edition of
its online multidisciplinary journal Caribbean
Journal of Labour and Co-operative Studies,
has positioned the CCLCS as one of the
leading sources for Caribbean specifc
information on academic disciplines. These
include: Co-operative Studies, Labour Studies,
Occupational Safety and Health and Human
Resource Management just to mention a few.
This initiative presents a forum for researchers
to contribute to both the intellectual and social
development of the country and the region.
Expand your career with an education that is
backed by over 40 years of proven success.
For more information visit www.cclcs.edu.tt
Tel: 662-5014 or 645-1963
Email: contact@cclcs.edu.tt
Friendly Societies are Mutual Insurance
Organisations owned by its members who
seek to improve their social well-being by
providing relief to them and their dependents
during circumstances such as illness, death,
childbirth and retirement, among others. These
unique organisations have existed in Trinidad
and Tobago for more than one hundred and
ffty (150) years and were founded on the
principles of love, brotherhood, fraternity,
truth, friendship and honour. Despite the
many opportunities to be garnered, Friendly
Societies have seen a declining membership
and it is against this backdrop that the
MOLSMED, through its Friendly Societies
Division, embarked on a nationwide campaign
to empower Friendly Societies to work with its
existing members to attract new ones, in order
to survive in an environment controlled by
contemporary fnancial institutions.
In June 2013, the Division sought to increase
the visibility of the Friendly Societies
Movement through its annual parade and
conference. That year also witnessed a
payment of approximately TT$98,000.00
in Free Card subsidies to Societies and
Lodges (a backlog that spanned the course
of 2006-2013), the cancellation of forty two
societies/lodges, the appointment of eleven
auditors, and a visit regionally to explore and
understand the friendly society models used
by our Jamaican counterparts.
As the Ministry seeks to re-position the
Friendly Societies Movement, an institutional
audit is currently ongoing to identify key areas
in which they can contribute to the national
socio-economic development of Trinidad and
Tobago, as well as to determine ways in which
the Friendly Societies can be of greater impact
in our homes, schools and communities.
For more information on Friendly Societies
contact us at 299-0300 ext. 2056
Labour Studies Co-operative Studies Human Resource Management Occupational Safety and Health Project Management
Environmental Management Emergency Management Public Relations and Marketing Security Administration and Management
Re-engineering Friendly Societies
Assistance in the acquisition of freehold and leasehold land Relief during sickness and infrmity
Credit and investment opportunities Insurance benefts Death and maternity benefts
Plan and implement social, cultural and recreational activities Empower Communities with moral values and respect Education and Training
21
Labour Studies Co-operative Studies Human Resource Management Occupational Safety and Health Project Management
Environmental Management Emergency Management Public Relations and Marketing Security Administration and Management
Responsible for fulflling this countrys
international labour obligations, the MOLSMED
has been meeting its commitments as well as
contributing to and impacting international
labour discussions. Whether it is at the regional
level participating in the Caribbean Community
(CARICOM) Council for Human and Social
Development, the hemispheric level at the Inter-
American Conference of Ministers of Labour of
the Organisation of American States (OAS), or
at the annual International Labour Conference
of the International Labour organisation (ILO),
the MOLSMED has been working to enhance
the contribution of Trinidad and Tobago to the
development of labour policy and international
labour standards. Moreover, the MOLSMED
continues to make every efort to highlight
the challenges which confront small-island
developing states such as Trinidad and Tobago
and our Caribbean sister states. The contribution
made by the MOLSMED has been particularly
signifcant over the last three years during which
Trinidad and Tobago served on the Governing
Body of the ILO in the seat allocated to the
Caribbean. Our contribution is expected to
deepen given Trinidad and Tobagos re-election
to the Governing Body on June 2, 2014 for the
next triennium (2014 to 2017)
In seeking to strengthen regional labour
relations and fulfl its leadership role as
Caribbean representative on the ILO Governing
Body, the MOLSMED partnered with the ILO,
Port of Spain ofce to co-host the Eighth (8th)
ILO Meeting of Caribbean Ministers of Labour
in July 2013. The meeting brought twenty-one
(21) Caribbean Members of the ILO to discuss a
range of issues which included discussions on
unemployment and underemployment in the
region, labour migration, productivity and the
post-2015 sustainable development agenda.
We were also particularly pleased to welcome
H.E. Guy Ryder; Director-General of the ILO to
the meeting on his maiden visit to the region
since his assumption of ofce in October 2012.
In May 2014, Minister McLeod was invited by
the President of the United Nations General
Assembly to participate in a High-Level Panel
on the topic Achieving poverty eradication
through full employment and decent work
for all in the post-2015 development agenda.
This aforded the opportunity to re-afrm his
position that there can be no development
without labour and no labour without
development while elaborating on the
perspective that decent work is the best route
out of poverty and providing examples of our
national experience in reducing poverty levels.
The Honourable Errol McLeod also led a
tripartite delegation to the recently concluded
103rd Session of the International Labour
Conference held in Geneva, Switzerland at ILO
Headquarters. Preparations for the international
discussions on forced labour, employment
policies and transitioning from the informal to
the formal economy were held in the context of
the MOLSMEDs ILO 144 Tripartite Consultative
Committee a key social dialogue platform
of the MOLSMED. In Geneva, meetings were
held with Caribbean delegations, the Director
General of the ILO and senior ILO Ofcials.
How then does participation in these fora beneft
Trinidad and Tobago and help to improve our
lives?
It allows us to contribute to shaping international
labour policy and standards so that the lives
of millions of workers around the globe and
those of our own hard-working employers
and employees could be improved. It also
expands the knowledge base of the MOLSMED
to enhance its contribution to national labour
and development policy, the beneft of which
is sound policy-recommendation relevant to
national circumstances and consistent with
international standards. It has also allowed
us to highlight the challenges of developing
countries, especially small-island developing
states like ours, and secure opportunities for
support in areas such as labour migration,
social dialogue, labour inspection and industrial
relations, to name a few. Our strong voice and
meaningful contributions serve to enhance the
profle of Trinidad and Tobago as a sovereign
state committed to good governance, social
justice, human rights and the improvement of
living standards for its citizens.
MOLSMED & the International
Labour Community
Delegates of the Eighth ILO Meeting of Caribbean Ministers of Labour, come together for a group picture at the end of the opening ceremony at the
Hilton Trinidad and Conference Centre.
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Minister Errol McLeod Participates In High-Level
United Nations Meeting on Poverty Eradication
social services and empowerment of the poor and vulnerable. Utilizing this
international platform, Minister McLeod highlighted some key lessons learnt from
the Trinidad and Tobago experience in alleviating poverty through decent work.
These included :the importance of creating jobs, especially through micro and
small enterprises and Co-operatives, which provide economic and social
empowerment; the importance of including employment creation and
employability components in policies and programmes targeted at the poor
and vulnerable; the fundamental value of a rights-based approach to
employment to mitigate against working poverty and exploitation; and the
benefts of strengthening social protection systems and social dialogue even in
adverse economic conditions.
In providing some general perspectives on the framing of a new global development
agenda, Minister McLeod challenged the Meeting to take into consideration the
inter-relatedness of the three pillars of sustainable development (social, economic
and environmental) as well as the connectivity among goals while recognizing the
indispensable value of good governance and efective leadership at all levels of
society.
Participation in such high profle meetings has allowed the Ministry Of Labour Small
and Micro Enterprise Development to:
Enhance the profle of Trinidad and Tobago as a leader on labour issues
Highlight the eorts of a small-island developing state in addressing its peculiar
challenges
Highlight the need for support to developing countries
Enhance the profle of Trinidad and Tobago as a sovereign state committed to good
governance, social justice and the improvement of living standards for its citizens
Additionally, the Meeting helped to strengthen Trinidad and Tobagos voice in
shaping a new global development agenda which places quality of work and quality
of life at the centre with the ultimate goal of providing a life of dignity for all.
This commitment was elaborated by the Honourable Errol McLeod, Minister of
Labour and Small and Micro Enterprise Develoment at a High-Level Meeting of
the United Nations General Assembly (UNGA) on May, 23, 2014 in New York, to
which he was invited by the President of the General Assembly to participate in
discussions on Achieving poverty eradication through full employment and
decent work for all in the post-2015 development agenda.
The High-Level Meeting was organized as part of the ongoing global
deliberations on the post - 2015 development agenda which focuses on
promoting sustainable development beyond 2015 - the deadline for the
achievement of the Millennium Development Goals (MDGs). According to the
Secretary-General of the UN, Ban Ki-moon, the meeting helped to place
employment and decent work at the heart of the discussions on the post-2015
development agenda
Minister McLeod, being the frst Minister of Labour from Trinidad and Tobago
over the past few decades to be invited to participate in such an august Meeting,
took the opportunity to emphasize the important linkages between decent
work, poverty eradication and sustainable development when he contributed
both to the General Debate and the High-Level Panel Discussion.
Re-iterating his perspective that there can be no development without labour
and no labour without development, Minister McLeod challenged that if
efective poverty eradication measures are to be adopted, issues related to
employment, jobs, income, social protection and rights at work (decent work)
must be addressed.
The High-Level Panel Discussion provided an opportunity to share on the
strategic approach of the Government of Trinidad and Tobago to reducing
poverty by 2 percent per year up to 2015 through targeted measures such as
restructuring of the economy, increasing access to adequate and afordable
he Government of Trinidad and Tobago is committed to achieving
poverty eradication through full employment and decent work in
keeping with the view that decent work is the best route out of poverty.
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Head Offce:
Tower C, Levels 5&6
International Waterfront Centre.
1A Wrightson Rd. Port of Spain
PBX 625-8478
Duke Street
Levels 1-6, 50-54 Duke Place,
Duke Street, Port of Spain
Tel: 299-0300
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Cor. John & Lange Sts.
Montrose, Chaguanas
PBX 665-6658
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San Fernando.
PBX 652-3181
Tobago
Gulf City Mall, Lowlands
Tobago.
Tel: 635-0944 / 660-7891
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ANVA plaza, Tunapuna
165 Eastern Main Road, Tunapuna
Tel: 663-2352 / 645-8261 / 645-8695
Sangre Grande
Brierly Street, Sangre Grande
Tel: 668-2643
Point Fortin
#69 Main Road, Point Fortin
Tel: 648-5810
Siparia
Siparia Administrative Complex, Corner
Allis Street and SS Erin Road, Siparia.
Tel: 649-2481 / 649-0982
Rio Claro
Corner Mota and Elie Streets
Tel: 644-0638 / 644-2277
MINISTRY OF LABOUR AND SMALL AND MICRO
ENTERPRISE DEVELOPMENT
Telephone: (868) 625 8478 Fax: (868) 627-9401
Website: www.molsmed.gov.tt