Represented by the Public Service Union of Namibia, the employees petitioned the NAB management during a peaceful demonstration.

The employees expressed concern over what they described as intimidation tactics, while emphasising that their actions are protected under the Namibian Constitution.

In the petition, the Public Service Union of Namibia (PSUN) accused the Namibian Agronomic Board (NAB) management of acting in bad faith during the 2025-2026 collective bargaining process.

The union claims that both parties had agreed that findings from an ongoing job evaluation and grading exercise would be shared with the union's negotiating team and form the basis for future salary negotiations.

However, workers allege that NAB received the final report but failed to share it with the union.

They further claim that the report was submitted for approval and subsequently implemented by the board without consulting employees.

PSUN argues that this undermines workers' rights as outlined in the Labour Act.

The union is demanding that the job evaluation reports be brought back to the bargainingtable and has called for the correction of what it terms 'job evaluation injustices'.

Among its key demands are no unfair demotions, equitable remuneration, fair pay for border inspectors, and greater transparency in the job grading process.

Regional Coordinator of PSUN, Charles Kuzai, says, "Fair pay for the border inspectors and not demoting them. No employee should get demoted or remain on the same job grading. Clear and transparent criteria are used in remuneration. The collective evaluation process. Equity and remuneration. The denial of the collective bargaining right is not only unlawful but also detrimental to the workplace harmony and productivity."

Responding to the petition, NAB management acknowledged receipt of the grievances.

NAB General Manager for Governance, Eliaser Asser, highlights that "We entered into a recognition and a procedural agreement, and in terms of that agreement, it clearly sets out the parameters of engagement between the two parties." One of the aspects of that agreement relates to matters deemed necessary for negotiation, and it is important to note and just to place it on record that job grade and evaluation are not items placed on the table for negotiation in terms of the recognition and procedural agreement. But be that as it may, we take note of the petition, and we value our employees as stakeholders, and really it is our duty to make sure that we address any grievance that is brought to the table."

PSUN has given the NAB a 48-hour deadline to provide a written response to the petition.