Energy Fiji Limited says it remains a responsible employer committed to good faith, fairness and transparency, rejecting claims that it has been unwilling to engage with the Construction Energy and Timber Workers Union of Fiji over employment matters.
EFL Chief Executive Officer Fatiaki Gibson said the company would continue to conduct its employment and industrial relations practices in accordance with the Employment Relations Act, applicable collective agreements and court decisions.
“As a responsible employer, EFL remains committed to conducting its employment and industrial relations practices in accordance with the Employment Relations Act, the applicable Collective Agreement, and the principles of good faith, fairness, transparency, and mutual respect,” Gibson said.
His comments follow recent claims by CETWUF concerning its negotiations and outstanding Logs of Claim with EFL.
Gibson said issues relating to the 2023 Master Collective Agreement had already been determined by the Arbitration Court in a decision delivered on June 11, 2026.
According to EFL, the court confirmed the agreement arising from the Mediated Agreement signed by EFL and CETWUF in September 2023 remained in force for two years, during which salaries and wages were locked.
EFL questioned why the union continued to raise matters relating to its 2024 and 2025 Logs of Claim, saying these issues had been considered during the arbitration proceedings.
“EFL expects both parties to respect and comply with the Court’s decision and to focus discussions on matters that remain legitimately outstanding,” Gibson said.
He said the company’s position had been consistently communicated to CETWUF during meetings and negotiations.
“As a responsible employer acting in good faith, EFL will continue to keep its employees informed and updated on matters affecting their employment.”
EFL also rejected suggestions it had refused to engage with the union over the 2026 Log of Claim.
Gibson said EFL provided its written response in June to CETWUF claims dated December 3, 2025 and February 25, 2026, and had continued efforts to progress discussions.
“At no stage has EFL refused to engage with the Union,” he said.
“On the contrary, EFL has remained available and willing to participate in discussions aimed at resolving outstanding matters through lawful and constructive dialogue.”
Gibson said EFL “firmly rejects” any suggestion that it had failed to act in good faith or was unwilling to address the union’s claims.
He also accused CETWUF of making assertions inconsistent with the mediated agreement and Arbitration Court findings, saying these had the potential to mislead union members and the public.
EFL further claimed only about 25 per cent of its employees remained CETWUF members, which it attributed to declining support for the union’s approach and messaging.
Gibson maintained EFL’s position was to comply with the Arbitration Court ruling, adhere to the Employment Relations Act and honour agreements entered into in good faith.
“The record clearly demonstrates EFL’s continued commitment to meaningful engagement, lawful processes, and constructive industrial relations,” he said.
