2010
AMBATOVY SUSTAINABILITY REPORT
43
C4. Labour Practices and Decent Work
C4.1 Management Approach to Labour
Practices and Decent Work
Ambatovy is committed to being an employer of choice and
has a number of policies in place to ensure that our workforce
benefits from more than just a pay cheque. These include
safe working conditions, access to training opportunities and a
progressive working environment.
Local Recruitment
One of our top priorities is maximizing national employment
and developing a local workforce capable of assuming roles
with progressively greater responsibilities and technical
skill development. We recognize the importance of offering
competitive compensation, protecting workers’ rights and
promoting training and education programs. Our goal is to
attract and retain local employees and provide them with long-
term career growth and opportunities.
Health and Safety
Ambatovy is dedicated to running a safe and environmentally
responsible mining and processing operation. Health and
safety are embedded in the core values of the Project. As
a result, Ambatovy has set up an ambitious policy aimed
at achieving a rate of zero lost-time incidents to protect its
employees, contractors and the wider community.
Training and Education
Ambatovy continues to work toward establishing a standard
of excellence for specialized technical training to maximize
employment opportunities for the people of Madagascar –
especially those from areas near Project sites. While
construction has required technical expertise from around
the world, we wish to see local talent assume highly technical
roles as well as positions of leadership. This can only come
from dedicated investment in training and education for our
national employees. As we develop our local talent and
ensure knowledge is transferred, we will transition many
positions from the expatriate workforce to local talent.
Demobilization Support
While levels of employment were still high in the construction
phase at the end of 2010, Ambatovy planned to implement
the Assistance Initiative for Demobilized Employees (AIDE)
program for 2011, which will provide demobilized construction
workers with assistance as they seek new employment. While
establishing this program is not a requirement, we believe that
it is one way we can give back to those who played a key role
in the construction of the Project.
Open Communication and Employee Feedback
Through Ambatovy’s open door policy, employees
are encouraged to provide feedback, suggestions,
recommendations and complaints to managers and
supervisors. Staff may also use formalized channels through
employee delegates. Staff representatives are elected every
two years by local employees. These delegates represent
staff interests before Project management. Delegates form
the Work Council, which is consulted by management on
financial, organizational, social and cultural issues affecting
Ambatovy. Negotiating the collective bargaining agreement
is also part of the Work Council’s mandate. In addition,
Ambatovy employees are also able to lodge formal complaints
following the reportable concerns policy.
Labour Relations Targets
Targets for Labour Practices and Decent Work
Performance in 2010
Conduct effective recruitment to prepare for operations.
Maximize local workforce composition.
Safety record of zero lost time incidents.
Create effective training programs that will position local
candidates to take on highly-skilled positions.
Working conditions meet or exceed national requirements
and negotiated terms of employment.
.
Results and Next Steps
q
We are on schedule for this target.
q
By the end of 2010, we were well on our way to meeting our
target of >85% national employees for operations.
q
We did have some lost time incidents (see section C4.4),
but preparations made in 2010 will lead to better results in
the future.
q
2010 was a great year for our Training Department, as we
finished construction of our training workshops and launched
the technical training programs that will set our employees
up for future success.
q
We have in place standard policies that comply with
Madagascar’s Labour Code. In 2010, we experienced labour
stoppages and have been working rigorously to ensure
that the concerns of our workforce are heard and answered
in a timely and satisfactory manner.
q
Major challenges encountered
q
Challenges en route to resolution
q
Good progress made toward goal
