15th March 2023

Mr. Johann Harewood

Secretary General
National Workers Union
Unity House
7 Maurice Mason Avenue
Sans Souci

Dear Mr. Harewood,

We refer to your letter dated 15th February 2023, and thank you for sharing the concerns that our
team members raised during your meeting of the same date. As a company, we take our employees
feedback seriously and are committed to addressing any concerns or issues that may arise as best
as possible. As you are aware, our (NWU/PCD) meeting for March 8, 2023 to discuss and clarify
the concerns raised, had to be canceled due to the unavailability of all Delegates.

Consequently, we agreed to a written response and a decision on a convenient date and time to
reconvene the meeting. As such, please see below the feedback:

1. Annual Vacation Leave:

a. We acknowledged that some employees in recent times would have been asked to
reschedule their vacation due to human resource challenges resulting from
resignation/separation and sick leave. To minimise the frequency of this
occurrence, the Company is committed to reviewing its complement of relief staff
and the vacation scheduling as we advance. However, once vacation is agreed upon,
seven (7) days' notice is given to the employee in keeping with the vacation leave
schedule in the Collective Agreement.

The Company has also agreed to revise the vacation leave form from just having
the “Date” to include “Date Vacation Leave Requested”.

2. Sick Leave:
a. Some employees do not call in advance to inform that they will not be at work for
any reason, whether it’s an emergency or they are ill. When they show up to work
the following day, they may inform their HoD that they had something to do or a
member of their family was sick, for example. These examples do not constitute a
sick day or vacation day.

b. Employees who call in sick (informing they are not feeling well) are given an
Absence/Sick Form to complete upon return to work, capturing the following
information:
i. Employee Name & Department
ii. Date Absent
 iii. Employee called in sick, went home sick, left work early, called in to advise
of absence, was absent without calling
iv. Reason for his/her absence
v. Employee signature & Date
vi. Manager’s Signature & Date

c. Some employees may be having callenges in identifying between sick and personal
days, therefore the NWU’s guidance here will help.

3. Overtime:
a. Where applicable employees should be paid for their lunch hour and meal
allowance and OT if authorized by the HoD. For example if an employee works 9
hours he/she will get paid for 8 hours including the lunch hour and OT and meal
allowance.

4. Meal Allowance:
a. Employees are expected to take their lunch hour. However, if an employee is
approved to work during the lunch hour by their respective HoD it is on this basis
the meal allowance is approved.
b. Meal Allowance is not processed via payroll and is therefore not taxed.

5. Targets:
a. Recently, targets have been communicated to team members late because we
currently have two vacant positions for Sales Managers whose responsibility it is
to set these targets. We are currently in the recruitment process to fill these
vacancies.

b. There is also an apparent need to understand how commissions are calculated. If 5

brands are assigned to a Sales Representative and assuming we are out of stock in
one of them, the Sales Representative is not penalized because there were no sales
generated on that particular item. The expectation is that you look for other
opportunities to sell more of the other available products to achieve your target.
Different SKUs are also be available for sale. So there is the ability to make up the
sales with the other items. What the Company looks at is whether you made your
total budget.

c. Saturday Sales is part of our Route to Market (RTM) Strategy just like other
competitors such CPJ, Lumnat, TransCaribbean. Our Sales Representatives are
offered to work the Saturday Sales, however, in some instances they decline.

6. Customary Benefits:
a. Soap Powder is not part of our current Collective Agreement.
b. Tea, Coffee, Milk supplies may have been late but have not been discontinued.
 7. Other Matters:
a. Marcellus Marshall: (See 1 above) However, we regret the fact that Marcellus did
not proceed on vacation at the time he had requested which was due to staffing
constraints.

Marcellus applied for vacation in September 2022 which is the end of our financial
year, and as you would know this is a very difficult time to schedule vacation. In
addition, there were other employees who had applied for vacation in the new year.
A discussion was held with Marcellus to proceed on vacation in January 2023,
however, because he was out of stock on a product at the end of December 2023,
he decided against proceeding on vacation in January 2023 to fill the gap. His HoD
explained that it was not possible to take vacation in February 2023 since another
employee had already submitted a request because he had an personal matter in the
month of February 2023. Marcellus has since proceeded on vacation in March
2023.

b. Linus Anatole: The duties and responsibilities in that section has significantly
reduced as a result of restructuring of the department to bring about greater
efficiencies. As a result this position is being made redundant and we wish to
discuss an alternative course of action.

Please confirm whether the following proposed date and time is convenient for us to discuss
further:
• Friday 17th March 2023 @ 9:00 a.m. or 10:30 a.m.

Please do not hesitate to contact us with any additional concerns or feedback. We are committed
to maintaining an open and productive dialogue with our employees and their representatives.

Thank you for your attention to these matters.

Yours sincerely,

……......…………………
Natashua Charles
Human Resources Manager

CC: Michele Kalloo – Chief Executive Officer