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During our implementation of the Voluntary Separation Scheme/Retrenchment (VSS/Retrenchment),
staff who are members of the Club Employees Union of Peninsular Malaysia
responded by picketing at the entrance to the Club and refusing to work
overtime. The VSS/Retrenchment scheme was completed on 29th February 2004.
The new caterers with their own staff started work on 1st March 2004 but the
service provided by some of the less experienced staff was way below the
expectations of our Members. Fortunately, some of our former F&B staff who
had accepted the Voluntary Separation Scheme applied to and were employed by
the new caterers thus bringing back a few familiar faces to serve Members.
Perhaps, with Members' understanding, cooperation and patience these
teething problems will be overcome soon.
True to the character of our Club, there are Members who are happy and there
are those who are critical of any project undertaken by The Committee
notwithstanding that the project had the mandate and the budget had been
approved by Members at a general meeting. The Committee and Management had
to waste a lot of their energy and time answering questions and responding
to petitions on matters that had already been addressed and approved by
Members at a general meeting. The VSS/Retrenchment scheme was no exception.
It
will be of interest to Members to learn that the collective agreements over
the years granted to our employees inter alia a staggering total of 75 days
per person medical leave with pay per annum. The result; a need to employ
others at overtime rates. Further, there was an automatic salary increment
of 5-10% per annum depending on the grade scale and a contractual annual
bonus (not based on merit) of 1¾ months. The new collective agreement
negotiated and signed in June 2002 reduced the medical leave with pay to 30
days.
A
dialogue on the greens was held on 26th February 2004 and valuable views and
opinions were expressed. Dr. Raymond Chan highlighted that several years
ago, a former Course Superintendent introduced 'processed' chicken dung onto
the greens. The quality of the 'processed' chicken dung was questionable and
this could lead to contamination resulting in gradual build-up of harmful
microbial population in both the top and sub-soils of the greens. This
perhaps could be the reason why our greens continue to suffer with regular
outbreaks of diseases that will manifest under the right climatic conditions
e.g. during continuing long wet periods. The common view of Members is that
the greens of the Old Course need to be treated and returfed. However, some
Members advocated caution before implementation. It was suggested that we
should wait and observe the conditions and playability of the new 6th green
Old Course. Members were, however, informed and assured that the 6th green
and future new greens will not be constructed in the same manner as the 13th
hole Old Course which after more than 18 months still needs special
attention. The proposed approach is to formulate a Master Plan for the
consideration of Members before actual implementation.
In response to Members' request, a Master Plan of the golf courses will be
commissioned and works on the greens will now be deferred a few months. The
original plan was to complete 3 greens at a time in-house. However, to catch
the right weather conditions it will now be necessary to outsource the
works. The Master Plan and outsourcing of these works will cost
approximately an additional RM600,000 which is unbudgeted for and therefore
will require Members' further approval.
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