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A MAJOR CONFLICT – Part 30

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CONFESSIONS OF A GLOBAL GYPSY

By Dr. Chandana (Chandi) Jayawardena DPhil

President – Chandi J. Associates Inc. Consulting, Canada

Founder & Administrator – Global Hospitality Forum

chandij@sympatico.ca

Dual Roles

Returning to the Coral Gardens after being away for a month, I quickly settled in to do my dual roles, without any other executive at the hotel. I was working long hours as the Acting Manager in addition to my other roles which included Executive Chef. The Financial Controller and the Maintenance Engineer of Bentota Beach Hotel spent extra time in Hikkaduwa to help me.

The day-to-day operations continued as usual, although I missed the support from Muna, the previous Hotel Manager. He had left in the middle of the season due to pressures from a few local residents. After my return, I felt more support for my efforts from different people. This included the European Tour Leaders, repeat guests, supervisors, union leaders and locals.

A rumour that the head office may appoint a former military officer to manage the Coral Gardens did not surprise me. By then, there were about a dozen hotel managers without any training in hotel operations managing well-known resort hotels in Sri Lanka. They all had good administrative experiences gained in the Army, Navy, Air Force or Police. There were also a few ex-planters with experience in managing large estates, who had become hotel managers. These mature managers who had migrated to the hotel industry for a second career, often depended on their deputies with qualifications and experience in hotel operations. In return, these mature persons parachuting to hotel manager posts helped young hotelier to improve their administrative skills.

A Terrifying Breakfast

One morning I went to our sister hotel, Bentota Beach for an important meeting. As I had over an hour to spare before the meeting, I joined the Executive Housekeeper, Mrs. Joyce De Silva for breakfast at the main restaurant. Joyce was curious to know details about my accident and the month recovering at a nursing home in Colombo. While we were chatting, the new Assistant Manager of Bentota Beach Hotel joined us at our table.

Although I had met Major Siri Samarakoon a couple of times before, I did not know much about him. Over the breakfast I learned that he preferred to be referred to as ‘Major’, and had earned a law degree prior to joining the army as a Lieutenant, 12 years prior. Unlike most of the other officers finding the hotel industry a lucrative second career after retirement from military service of a minimum 22 years, Major was still in his mid-thirties. He boasted how he trained the hotel company Director, Gilbert Paranagama, who had recently joined the army as a volunteer officer. “Gilbert was so impressed with me, he immediately wanted me to join the Bentota Beach Hotel as the Assistant Manager for a short period before the company promotes me to a higher position”, Major announced confidently.

At that point, the Head Room Boy of the hotel, who was also the new President of the Bentota Beach Union, approached our table and rudely spoke to his superior, Joyce, “There is a delay at the laundry in getting bed linen today. Instead of having your big breakfast, can you resolve that issue, immediately?” I felt that his rudeness was mainly to show that he did not care that the Assistant Manager was present. We were surprised and Joyce appeared to be embarrassed but did not say anything.

Major got up, placed his left arm around the Head Room Boy’s shoulder and started walking with him towards the front desk which appeared to be a bit crowded. Major spoke very gently, “Abeywickrama, instead of shouting at your boss, let me show you something very interesting.” Major directed the Head Room Boy to the guest telephone booth near the entrance to the restaurant. This telephone booth had no windows, but just one door, which the Major opened. Joyce and I were able to see them from the corner table where we were seated. “Now look at those cob webs in this telephone booth, Abeywickrama”, Major continued to speak very softly. Once both got into the telephone booth, the door closed and we did not see or hear anything for the next five minutes.

Eventually when they both came out of the telephone booth, Major asked the Head Room Boy if he understood everything clearly now. Abeywickrama was very calm now and nodded his head in full agreement, while staring at the floor. When Major returned to the table, I wanted to know what happened in the telephone booth. Major said, “Nothing much, I strangled the bastard until his tongue came out and then knocked his head on the wall a couple of times as a warning!” Joyce and I were shocked. “I don’t think that he will behave in such a disrespectful manner to his superiors, ever again”, Major said with a grin. I quickly asked Major, “what if he complains to the union?” “Complain about what? He has no evidence of anything,” Major said. I thought to myself that Major took some pride and pleasure in being a sadist. Well, not all officers are gentlemen.

We then attended the special management meeting. I was thinking that it was good that I wouldn’t be meeting Major regularly. Key agenda items were management changes. I was asked to organize a good ‘hand over’ to the new Manager. It was then announced that the new Manager of Coral Gardens Hotel is Major Siri Samarakoon. He shook my hand and said, “Chandana, see you tomorrow sharp at 1400 hours in Hikkaduwa.” I confirmed, “Yes, Major!”

The First Impressions

Major arrived next day precisely at 2:00 pm to take over the management of Coral Gardens Hotel. After introducing him to the key supervisors of the hotel, I showed him the office which was shared by the Manager, the Assistant Manager and the Secretary. After that I ushered him to his apartment. On our way to settle him in his apartment he wanted to see the large changing rooms just used by over 100 excursionists who had visited the underwater Coral Gardens.

The changing rooms appeared to be wet with a lot of water on the floor. He asked who was in charge. “I am,” said the Changing Room Supervisor, Van Dort, seated comfortably on a chair. The Major shouted at him and ordered him to get the floor cleaned immediately. “I don’t like the manner in which you speak to me. I will report this to the union,” Van Dort, warned. “You can tell any mother’s son! I don’t care! I will be back here in 30 minutes. If the floors are not fully cleaned by then, you will be in deep trouble,” the Major yelled and left before Van Dort could speak again. When we returned, I was surprised to see the floor fully cleaned and Van Dort on his knees, finishing the task. He probably consulted the union, and was advised to do his job properly, before the union reacts to the new manager.

Around 3:30 pm we were back in the office. While I was writing the next day’s stores requisitions, Butler Raman came with my standard order, lime tea in a cup covered with a saucer on a tray. The Major was disappointed. He told me that, “from tomorrow I would like to see your tea served properly from a pot.” When I told him that I prefer to have my tea quickly while working, he said that Managers must get the same service as tourists and that is essential for the staff to know that.

Then he told me how a Sergeant had to walk a foot behind him with a tray and his beer every evening during his inspection time at the last army camp he commanded. “Officers and managers must demand their due respect!” he continued his lecture. I always believed that managers should earn the respect of subordinates. However, based on the wishes of my new superior I stopped being served tea in a cup for the rest of my time at the Coral Gardens Hotel.

Comparing and contrasting the management styles of the previous Manager, Muna, with the current manager, Major, was beneficial for me. Muna was a very participative type of manager and the Major was a very directive type of manager. I felt that a style in the middle would be ideal for the Coral Gardens.

The bullying and abusive terror tactics of Major continued from the start. He loved challenges, confrontations and conflicts. I knew that it was a matter of time before the union reacted. It was like experiencing total calm before a major cyclone hit the land.

Office Stormed by the Union

The union culture at the Coral Gardens Hotel was unique. In many ways it was a mature union with clear strategies. They had a good system of union leadership development. Most senior members of the union such as Butler Edmond and Barman Kalansooriya served on the committee but had stepped down from roles such as President and Secretary. They were grooming junior members to take leadership positions, but remained strategists and advisors to the younger committee members. Surprisingly, Major already knew all these details.

Within a week of the arrival of Major, the union appeared to be ready for a big fight. Five committee members of the union showed up at the entrance to our office. “Who the hell are you and what do you want?” Major barked at them. “We represent the hotel union and we want to discuss a few urgent and important issues with you.” “When?” Major asked. “Immediately!” Kalansooriya said.

Major was annoyed and checked with our secretary if the union had made an appointment to meet him. When he heard that there was no request for an appointment, Major said, “OK, come in two hours’ time.” When the union expressed their dissatisfaction of such a delay, the Major yelled, “You are making a living by working here. You don’t own this hotel to drop in when you feel like! With immediate effect, no one gets to meet with me without an appointment.”

Two hours later the five union representatives returned. This time Major spoke softly. To him it was like a game of chess. “Come in all, welcome to my office,” he said with his usual grin and a sarcastic tone. Then he asked each one to do a self-introduction with the name and the position in the union. A Pantryman in the kitchen, Chandrapala was the newly elected President of the hotel union, and he was being coached and groomed by the senior union committee members. Soon after his introduction, Major said, “Oh! The President, such an important position. I am honoured to meet you, your excellency! What is the level of education you have earned, to qualify for such a position?”

After that, the Secretary and the Treasurer introduced themselves. Then the two veteran leaders, Edmon and Kalansooriya introduced themselves as Committee Members. The major stopped grinning and stared at all five while increasing the volume of his voice. “I am Major Sir Samarakoon LLB, Manager of the Coral Gardens Hotel. I have no time to waste with union secretaries, treasurers and committee members. Get out of my office, now!” When all five were leaving, Major said, “I deal only with the President. Chandrapala, you stay, and that’s an order!” Then he told our secretary, “Ganeshalingam, close the bloody door!”

Without the presence and support of his mentors, in a closed-door office with a lawyer-tuned army officer with a reputation of a strange personality, Chandrapala appeared to be like a fish out of water. He was nervous, sweating and shivering while Major stared at him from head to toe to look for an error. And he found one. The top button of Chandrapala’s uniform was open. Major shouted, “You are the President who does not even know how to wear a uniform properly. Put that bloody button on, immediately!” Then he continued the verbal abuse, “OK, what are the union issues you want to discuss?” Chandrapala was harassed so much, he did not remember a single issue to discuss, apart from nervously stammering. “I say, I have no time to waste with idiots like you. Get out of my office and stop wasting any more of my valuable time,” the Major ordered. That was the end of the meeting.

New Strategy of the Union

I heard that the very next day the hotel union had an emergency meeting when Chandrapala abruptly resigned from the post of the President. They re-elected the two trade union veterans, Edmond and Kalansooriya as the President and Secretary of the hotel union. They also had consulted one of most legendary trade unionists, lawyers and socialist political leaders of Sri Lanka, Bala Tampoe, who was affectionately addressed by fellow socialists as Comrade Bala.

As a ‘show of strength’ strategy, the hotel union organized their 1977 annual general meeting (AGM) with Comrade Bala as the chief guest. He was General Secretary of the 200,000-member-strong Ceylon Mercantile, Industrial and General Workers Union (CMU). He had joined the Trotskyist faction of the Leftist and then underground Lanka Sama Samaja Party (LSSP) in 1941. He came into the limelight after his dismissal from public service, for participating in the strike of public servants in 1947. He joined the CMU in 1948 as its general secretary and remained in that position for 66 years, until his death when he was 92 years old.

Comrade Bala was known for his militant challenges to the political decisions of the government of the day. One of the major strikes he led in the Colombo Port escalated into an all-island general strike and defied the government when it invoked its emergency powers. He was the architect of the concept of nation-wide monthly token strikes, which I disliked. Although I was not a fan of Comrade Bala I was excited to meet with this charismatic legendary union leader and U exceptional orator. Major was very pleased to have the opportunity to directly confront with this worthy opponent. Bala Tampoe was arguably the greatest union leader of Sri Lanka for all time.


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Relief without recovery

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A US airstrike on an Iranian oil storage facility

The escalating conflict in the Middle East is of such magnitude, with loss of life, destruction of cities, and global energy shortages, that it is diverting attention worldwide and in Sri Lanka, from other serious problems. Barely four months ago Sri Lanka experienced a cyclone of epic proportions that caused torrential rains, accompanied by floods and landslides. The immediate displacement exceeded one million people, though the number of deaths was about 640, with around 200 others reported missing. The visual images of entire towns and villages being inundated, with some swept away by floodwaters, evoked an overwhelming humanitarian response from the general population.

When the crisis of displacement was at its height there was a concerted public response. People set up emergency kitchens and volunteer clean up teams fanned out to make flooded homes inhabitable again. Religious institutions, civil society organisations and local communities worked together to assist the displaced. For a brief period the country witnessed a powerful demonstration of social solidarity. The scale of the devastation prompted the government to offer generous aid packages. These included assistance for the rebuilding of damaged houses, support for building new houses, grants for clean up operations and rent payments to displaced families. Welfare centres were also set up for those unable to find temporary housing.

The government also appointed a Presidential Task Force to lead post-cyclone rebuilding efforts. The mandate of the Task Force is to coordinate post-disaster response mechanisms, streamline institutional efforts and ensure the effective implementation of rebuilding programmes in the aftermath of the cyclone. The body comprises a high-level team, led by the Prime Minister, and including cabinet ministers, deputy ministers, provincial-level officials, senior public servants, representing key state institutions, and civil society representatives. It was envisaged that the Task Force would function as the central coordinating authority, working with government agencies and other stakeholders to accelerate recovery initiatives and restore essential services in affected regions.

Demotivated Service

However, four months later a visit to one of the worst of the cyclone affected areas to meet with affected families from five villages revealed that they remained stranded and in a state of limbo. Most of these people had suffered terribly from the cyclone. Some had lost their homes. A few had lost family members. Many had been informed that the land on which they lived had become unsafe and that they would need to relocate. Most of them had received the promised money for clean up and some had received rent payments for two months. However, little had happened beyond this. The longer term process of rebuilding houses, securing land and restoring livelihoods has barely begun. As a result, families who had already endured the trauma of disaster, now face prolonged uncertainty about their future. It seems that once again the promises made by the political leadership has not reached the ground.

A government officer explained that the public service was highly demotivated. According to him, many officials felt that they had too much work piled upon them with too little resources to do much about it. They also believed that they were underpaid for the work they were expected to carry out. In fact, there had even been a call by public officials specially assigned to cyclone relief work to go on strike due to complaints about their conditions of work. This government official appreciated the government leadership’s commitment to non corruption. But he noted the irony that this had also contributed to a demotivation of the public service. This was on the unjustifiable basis that approving and implementing projects more quickly requires an incentive system.

Whether or not this explanation fully captures the situation, it points to an issue that the government needs to address. Disaster recovery requires a proactive public administration. Officials need to reach out to affected communities, provide clear information and help them navigate the complex procedures required to access assistance. At the consultation with cyclone victims this was precisely the concern that people raised. They said that government officers were not proactive in reaching out to them. Many felt they had little engagement with the state and that the government officers did not come to them. This suggests that the government system at the community level could be supported by non-governmental organisations that have the capacity and experience of working with communities at the grassroots.

In situations such as this the government needs to think about ways of motivating public officials to do more rather than less. It needs to identify legitimate incentives that reward initiative and performance. These could include special allowances for those working in disaster affected areas, recognition and promotion for officers who successfully complete relief and reconstruction work, and the provision of additional staff and logistical support so that the workload is manageable. Clear targets and deadlines, with support from the non-governmental sector, can also encourage officials to act more proactively. When government officers feel supported and recognised for the extra effort required, they are more likely to engage actively with affected communities and ensure that assistance reaches those who need it most.

Political Solutions

Under the prevailing circumstances, however, the cyclone victims do not know what to do. The government needs to act on this without further delay. Government policy states that families can receive financial assistance of up to Rs 5 million to build new houses if they have identified the land on which they wish to build. But there is little freehold land available in many of the affected areas. As a result, people cannot show government officials the land they plan to buy and, therefore, cannot access the government’s promised funds. The government needs to address this issue by providing a list of available places for resettlement, both within and outside the area they live in. However, another finding at the meeting was that many cyclone victims whose lands have been declared unsafe do not wish to leave them. Even those who have been told that their land is unstable feel more comfortable remaining where they have lived for many years. Relocating to an unfamiliar area is not an easy decision.

Another problem the victims face is the difficulty of obtaining the documents necessary to receive compensation. Families with missing members cannot prove that their loved ones are no longer alive. Without official confirmation they cannot access property rights or benefits that would normally pass to surviving family members. These are problems that Sri Lanka has faced before in the context of the three decade long internal war. It has set up new legal mechanisms such as the provision of certificates of absence validated by the Office on Missing Persons (OMP) in place of death certificates when individuals remain missing for long periods. The government also needs to be sensitive to the fact that people who are farmers cannot be settled anywhere. Farming is not possible in every location. Access to suitable land and water is essential if farmers are to rebuild their livelihoods. Relocation programmes that fail to take these realities into account risk creating new psychological and economic hardships.

The message from the consultation with cyclone victims is that the government needs to talk more and engage more directly with affected communities. At the same time the political leadership at the highest levels need to resolve the problems that government officers on the ground cannot solve. Issues relating to land availability, legal documentation and livelihood restoration require policy decisions at higher levels. The challenge to the government to address these issues in the context of the Iran war and possible global catastrophe will require a special commitment. Demonstrating that Sri Lanka is a society that considers the wellbeing of all its citizens to be a priority will require not only financial assistance but also a motivated public service and proactive political leadership that reaches out to those still waiting to rebuild their lives.

 

by Jehan Perera

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Supporting Victims: The missing link in combating ragging

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A recent panel discussion at the University of Peradeniya examined the implications of the Supreme Court’s judgement on ragging, in which the Court recognised that preventing ragging requires not only criminal penalties imposed after an incident occurs but also systems and processes within universities that enable victims to speak up and receive support. Bringing together perspectives from law, university administration, psychology and students, the discussion sought to understand why ragging continues to persist in Sri Lankan universities despite the existence of legal prohibitions. While the discussion covered legal and institutional dimensions, one theme emerged clearly: addressing ragging requires more than laws and disciplinary rules. It requires institutions that are capable of supporting victims.

Sri Lanka enacted the Prohibition of Ragging and Other Forms of Violence in Educational Institutions Act No. 20 of 1998 following several tragic incidents in universities, during the 1990s. Among the most widely remembered is the death of engineering student S. Varapragash at the University of Peradeniya in 1997. Incidents such as this shocked the country and revealed the consequences of allowing violent forms of student hierarchy to persist. The 1998 Act marked an important legal intervention by recognising ragging as a criminal offence. The law introduced severe penalties for individuals found guilty of engaging in ragging or other forms of violence in educational institutions, including fines and imprisonment.

Despite the existence of this law for nearly three decades, prosecutions under the Act have been extremely rare. Incidents continue to surface across universities although most are not reported. The incidents that do reach university administrations are dealt with internally through disciplinary procedures rather than through the criminal justice system. This suggests that the problem does not lie solely in the absence of legal provisions but also in the ability of victims to come forward and pursue complaints.

The tragic reminders; the cases of Varapragash and Pasindu Hirushan

Varapragash, a first-year engineering student at the University of Peradeniya, was forced by senior students to perform extreme physical exercises as part of ragging, resulting in severe internal injuries and acute renal failure that ultimately led to his death. In 2022, the courts upheld the conviction of one of the perpetrators for abduction and murder. The case illustrates not only the brutality of ragging but also how long and difficult the path to justice can be for victims and their families. Even when victims speak about their experiences, they may not always disclose the full extent of what they have endured. In the case of Varapragash, the judgement records that the victim told his father that he was asked to do dips and sit-ups. Varapragash’s father had testified that it appeared his son was not revealing the exact details of what he had to endure due to shame.

More than two decades after the death of Varapragash, the tragedy of ragging continues. The 2025 Supreme Court judgement arose from the case of Pasindu Hirushan, a 21-year-old student of the University of Sri Jayewardenepura, who sustained devastating head injuries at a fresher’s party, in March 2020, after a tyre sent down the stairs by senior students struck him. He became immobile, was placed on life support, and returned home only months later. If the Varapragash case exposed the deadly consequences of ragging in the 1990s, the Pasindu Hirushan case demonstrates that universities are still failing to prevent serious violence, decades after the enactment of the 1998 Act. It was against this background of continuing institutional failure that the Supreme Court issued its Orders of Court in 2025. Among the key mechanisms emphasised by the judgement is the establishment of Victim Support Committees within universities.

Why do victims need support?

Ragging in universities can take many forms, including verbal humiliation, physical abuse, emotional intimidation and, in some instances, sexual harassment. While all forms of ragging can have serious consequences, incidents involving sexual harassment often present additional barriers for victims who wish to come forward. Victims may hesitate to complain due to weak institutional mechanisms, fear of retaliation, or uncertainty about whether their experiences will be taken seriously. In many cases, those who speak out are confronted with questions that shift attention away from the alleged misconduct and onto their own behaviour: why did s/he continue the conversation?; why did s/he not simply disengage, if the harassment occurred as claimed?; why did s/he remain in the environment?; or did his/her actions somehow encourage the accused’s behaviour? Such responses illustrate how easily victims can be subjected to a second layer of scrutiny when they attempt to report incidents. When individuals anticipate disbelief, minimisation or blame, silence may appear safer than disclosure. In such circumstances, the presence of a trusted institutional body, capable of providing guidance, protection and support, become critically important, highlighting the need for effective Victim Support Committees within universities.

What Victim Support Committees must do

As expected by the Supreme Court, an effective Victim Support Committee should function as a trusted institutional mechanism that places the safety and dignity of victims at the centre of its work. The committee must provide a safe and confidential point of contact through which victims can report incidents of ragging without fear of intimidation or retaliation. It should assist victims in understanding and pursuing available complaint procedures, while also ensuring their immediate protection where there is a risk of continued harassment. Recognising the psychological harm ragging may cause, the committee should facilitate access to counselling and emotional support services. At a practical level, it should also help victims document incidents, record statements, and preserve evidence that may be necessary for disciplinary or legal proceedings. The committee must coordinate with university authorities to ensure that complaints are addressed promptly and responsibly, while maintaining strict confidentiality to protect the identity and well-being of those who come forward. Beyond responding to individual cases, Victim Support Committees should also contribute to broader awareness and prevention efforts, within universities, helping to create an environment where ragging is actively discouraged and students feel safe to report incidents. Without such support, the process of pursuing justice can become overwhelming for individuals who are already dealing with the emotional impact of abuse.

Making Victim Support Committees work

According to the Orders of Court, these committees should include representatives from the academic and non-academic staff, a qualified counsellor and/or clinical psychologist, an independent person, from outside the institution, with experience in law enforcement, health, or social services, and not more than three final-year students, with unblemished academic and disciplinary records, appointed for fixed terms. Further, universities must ensure that committees consist of individuals who possess both expertise and genuine commitment in areas such as student welfare, psychology, gender studies, human rights and law enforcement, in line with the spirit of the Supreme Court’s directions, rather than consisting largely of ex officio positions. If treated as routine administrative positions, rather than responsibilities requiring specialised knowledge, sensitivity and empathy, these committees risk becoming symbolic rather than functional.

Greater transparency in the appointment process could strengthen the credibility of these committees. Universities could invite expressions of interest from individuals with relevant expertise and demonstrated commitment to supporting victims. Such an approach would help ensure that the committees benefit from the knowledge and dedication of those best equipped to fulfil this role.

The Supreme Court judgement also introduces an important safeguard by giving the University Grants Commission (UGC) the authority to appoint members to university-level Victim Support Committees. If exercised with integrity, this provision could help ensure that these committees operate with greater independence. It may also help address a challenge that sometimes arises within institutions, where individuals, with relevant expertise, or strong commitment to addressing issues, such as violence, harassment or student welfare, may not always be included in institutional mechanisms due to internal administrative preferences. External oversight by the UGC could, therefore, create opportunities for such individuals to contribute meaningfully to Victim Support Committees and strengthen their effectiveness.

Ultimately, the success of the recent judgement will depend not only on the directives it issued, the number of committees universities establish, or the number of meetings they convene, or other box-checking exercises, but on how sincerely those directives are implemented and the trust these committees inspire among students and staff. Laws can prohibit ragging, but they cannot by themselves create environments in which victims feel safe to speak. That responsibility lies with institutions. When universities create systems that listen to victims, support them and treat their experiences with seriousness, universities will become places where dignity and learning can coexist.

(Udari Abeyasinghe is attached to the Department of Oral Pathology at the University of Peradeniya)

Kuppi is a politics and pedagogy happening on the margins of the lecture hall that parodies, subverts, and simultaneously reaffirms social hierarchies.

by Udari Abeyasinghe

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Big scene … in the Seychelles

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Mirage: Off to the Seychelles for fifth time

Several of our artistes do venture out on foreign assignments but, I’m told, most of their performances are mainly for the Sri Lankans based abroad.

However, the group Mirage is doing it differently and they are now in great demand in the Seychelles.

Guests patronising the Lo Brizan pub/restaurant, Niva Labriz Resort, in the Seychelles, is made up of a wide variety of nationalities, including Russians, Chinese, French and Germans, and they all enjoy the music dished out by Mirage, and that is precisely why they are off to the Seychelles … for the fifth time!

The band is scheduled to leave this month and will be back after three weeks, but their journey to the Seychelles will continue, with two more assignments lined up for 2026.

In August it’s a four-week contract, and in December another four-week contract that will take in the festive celebrations … Christmas and the New Year.

Donald’s birthday
celebrations

According to reports coming my way, it is a happening scene at the Lo Brizan pub/restaurant, Niva Labriz Resort, whenever Mirage is featured, and the band has even adjusted its repertoire to include local and African songs.

They work three hours per day and six days per week at the Lo Brizan pub/restaurant.

Donald Pieries:
Leader, vocalist,
drummer

Led by vocalist and drummer Donald Pieries, many say it is his

musical talents and leadership that have contributed to the band’s success.

Donald, who celebrated his birthday on 07 March, at the Irish Pub, has been with the group through various lineup changes and is known for his strong vocals.

He leads a very talented and versatile line up, with Sudham (bass/vocals), Gayan (lead guitar/vocals), Danu (female vocalist) and Toosha (keyboards/vocals).

Mirage performs regularly at venues like the Irish Pub in Colombo and also at Food Harbour, Port City.

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