The Construction Energy Timber Workers Union of Fiji (CETWUF) has demanded an explanation from Energy Fiji Limited (EFL) over an alleged 27.3 per cent pay increase for executive management while workers are being offered just five per cent over two years.
In a strongly worded letter dated October 30, CETWUF national secretary John Paul called on EFL chief executive officer Fatiaki Gibson to justify the disparity between management and workers’ salary increases.
The union said EFL management had offered workers a five per cent wage increase locked in for 2026 and 2027, while executive management had reportedly received an increase of approximately 27.3 per cent for 2024 and 2025.
“The Union wishes to make its position absolutely clear: that EFL Management must answer the question being put to EFL by the Union many times over and over again,” Mr Paul said.
“EFL must not avoid, deflect or change the subject of what has been asked under the principles of good-faith bargaining.”
Mr Paul questioned why management had received a substantially higher increase than employees responsible for EFL’s essential operations.
“Why was management able to receive approximately 27.3%, while the member workers who continue to perform the essential work of EFL are being offered only 5% locked in for two years?”
He said if EFL considered the five per cent offer fair, affordable and financially sustainable, the same standards should have been applied to management remuneration.
“If EFL considers 5% over two years to be fair, affordable and financially sustainable, then why was the same standard not applied to management?”
The union has demanded that EFL disclose the financial and performance criteria used to determine executive salary increases and explain why a significantly lower increase was considered appropriate for workers.
Mr Paul said workers deserved transparency over how remuneration decisions were made.
“The member workers have a right to know why management considers its own increase justified while asking employees to accept a considerably lower percentage increase.”
He also accused EFL of repeatedly avoiding the union’s questions.
“EFL cannot simply respond by repeating that 5% is its offer. That does not answer the Union’s question,” he said.
“We therefore call upon EFL Management to stop avoiding the central issue and provide a direct, detailed, substantive written response to the Union’s questions regarding the management salary, allowance & benefit increase.”
Mr Paul also raised concerns about outstanding wage claims for 2024 and 2025, alleging that EFL had continued to delay negotiations.
He said the union had already settled pending matters relating to 2023 and expected management to honour its earlier commitment to negotiate the subsequent claims.
“We await EFL’s response to determine the next step for the way forward for members who deserve much more credit and reward compared to the management team.”
