Liberia Civil Aviation Authority (LCAA) employees gathered at the agency’s headquarters in Margibi County on Thursday, November 21, 2024, to express their deep frustration and dissatisfaction with management. The workers, many of whom dressed in black for the occasion, said the protest symbolized mourning over management’s neglect of their welfare and rights. They accused management of failing to address critical issues, including the lack of medical insurance, unfair salary practices, and other essential benefits. This demonstration underscores rising tensions within the organization as workers demand urgent redress for their grievances.
During the protest, employees presented a 12-point resolution to LCAA’s Director-General, Julius D. Dennis Jr., outlining their concerns. The resolution, adopted during a general workers’ meeting held on November 18, 2024, reflects the collective voice of the workforce. It identified several issues requiring immediate attention, including transportation, medical insurance, salary adjustments, office space, monthly rice rations, year-end bonuses, and timely remittance of National Social Security contributions. The resolution also stressed the importance of fostering a fair and collaborative working environment, noting that employee satisfaction directly impacts productivity and the overall effectiveness of the LCAA.
One of the most pressing issues raised by the workers is the lack of adequate transportation to facilitate their daily commute. Many employees struggle to reach their workstations on time due to transportation challenges. The resolution urged management to address this issue by exploring partnerships with transportation providers to ensure employees have reliable commuting options. Workers emphasized that resolving this matter is crucial to improving punctuality and productivity across the organization.
The absence of medical insurance coverage was another significant concern highlighted in the resolution. Employees revealed that the lack of medical insurance has left them and their families vulnerable to financial hardships during health crises. They called on management to reinstate medical coverage immediately, noting that it is necessary for any workforce. Workers stressed that restoring medical insurance would safeguard their well-being and demonstrate management’s commitment to prioritizing employee welfare.
Salary disparities within the organization also emerged as a significant source of frustration. According to employees, some workers who have been transferred or promoted to new roles have not received salary adjustments to reflect their increased responsibilities. Workers demanded a comprehensive review of the remuneration system to ensure fairness and equity. They also called for general salary increments exempt from taxation, arguing that such adjustments are necessary to mitigate the impact of rising living costs.
Employees further lamented the lack of adequate office space and essential tools, such as computers and other equipment. Many noted that these deficiencies hinder their ability to perform their duties efficiently. The resolution called on management to provide sufficient office space and ensure the availability of necessary tools to meet operational demands. Workers stressed that addressing these issues would significantly enhance productivity and create a more conducive working environment.
The issue of monthly rice rations was another key point of contention. Workers revealed that they had not received their rice allocations for over six months, a delay that has placed significant financial strain on many families. They demanded the immediate resumption of rice distributions and called for establishing a system to prevent future delays. Workers emphasized that rice rations are not merely a benefit but a critical livelihood component.
Year-end bonuses also featured prominently in the resolution. Employees requested that management provide bonuses equivalent to at least 70% of their salaries before Christmas. They argued that year-end bonuses are a longstanding practice within the organization and serve as a recognition of their hard work and contributions throughout the year. Workers noted that receiving these bonuses on time would boost morale and enable them to celebrate the holiday season with dignity.
Concerns over the non-remittance of National Social Security contributions also surfaced during the protest. Employees accused management of failing to remit deductions to the National Social Security and Welfare Corporation (NASSCORP), leaving them uncertain about their retirement benefits. Workers demanded immediate action to resolve this issue and called for greater transparency in handling their contributions. They also requested that management provide receipts and updates to confirm remittances.
Another contentious issue involved warning letters issued to employees who assisted a colleague, Daniel Smallwood, during his illness. Workers criticized management’s decision to penalize those who acted compassionately and called for withdrawing the warning letters. They also opposed management’s plan to deduct funds from Smallwood’s salary, arguing that his situation was health-related and beyond his control.
The absence of consistent employee training opportunities was also highlighted as a significant concern. Workers noted that the lack of training limits their professional growth and hinders their ability to perform optimally. They called on management to invest in regular capacity-building programs aligned with employees’ job functions. Workers stressed that such initiatives would not only enhance individual performance but also contribute to the organization’s overall success.
Employees expressed their disappointment with management’s failure to address their longstanding grievances throughout the protest. They accused the leadership of being unresponsive and neglecting the workforce that drives the organization’s operations. Workers emphasized that their demands are not unreasonable but reflect any employee’s fundamental rights and needs.
Despite their frustration, employees affirmed their willingness to engage in dialogue with management. They noted that the resolution represents an opportunity for constructive engagement and collaboration to resolve the issues amicably. However, workers warned that continued neglect could escalate tensions and jeopardize the organization’s operational efficiency.
As the situation unfolds, attention is now focused on LCAA’s management and its ability to address the workers’ concerns. The resolution calls for deliberate and timely action to resolve the issues, emphasizing that employee satisfaction is critical to the organization’s success. Workers believe that addressing their grievances will enhance morale and improve the LCAA’s reputation as a model of excellence in the aviation sector.
The black-clad protest is a stark reminder of the growing dissatisfaction within the LCAA. For many employees, the demonstration was about their rights and restoring fairness, respect, and dignity in the workplace. Whether management will rise to the occasion and address the workers’ demands remains to be seen, but the message from the workforce is clear: the time for action is now.
Speaking to Verity News, LCAA Deputy Director for Administration, Mr. Stephen Johnson, described the employees’ concerns as a “legacy issue” inherited by the current management.
Mr. Johnson said, “The issues raised in the release are legacy issues. They were issues that the current management team inherited. Pay disparities are one of them. In the past, the entity’s payroll was primarily based on arbitrary requests from previous management. The pay matrix wasn’t followed. We have initiated an HR audit and personnel assessment to determine qualifications, experience, and skills to address this. Also, the entity has a backlog arrears to NASSCORP of almost $1M. The new management team started making current payments.”
Addressing transportation concerns, Mr. Johnson said the organization moved from 87 employees to 209 in 6 years. The current bus cannot accommodate everyone, so this is a challenge. He stated that management is making efforts to address this.
“The entity owes the previous insurance company about $50k in back debt on the insurance issue. To continue, the new management must settle this arrear. We have engaged the SAAR insurance company to determine the facticity of the matter before making any payments. This matter is ongoing. Rice distribution isn’t a required benefit; it is a goodwill gesture by the administration. To date, three bags were issued to each employee in June (for 3 months). A second batch will be issued in December. The entity is cash-strapped due to the decline in commercial flight operations. There are only six flights and little contribution from the GoL to augment salaries. Until we are at a point where we can be financially stable, we won’t be able to fully address all of the historical issues in under 8 months. However, we have made significant progress in the short time we have been here- something that every employee of the LCAA can attest to,” DDA Johson concluded.
