2010
AMBATOVY SUSTAINABILITY REPORT
44
C4. Labour Practices and Decent Work
C4.2 Employment
Workforce
Ambatovy is creating direct and indirect jobs, which provide a
major stimulus to the local economy. As in all mining projects,
employment peaks during construction. However, thousands
of long-term jobs will also be created during operations.
Ambatovy’s job creation highlights include:
3
Peak employment during construction was
approximately 18,000 workers.
3
During operations, employment is expected to be
approximately 6,000 comprised of 2,500 employees
and 3,500 contract personnel.
3
Our target for the operations phase is to have at least
85% national employees.
We have made a key commitment to local hiring, with a priority
on recruiting from the areas surrounding our sites, provided
the candidates are properly qualified. This commitment aims to
minimize future migration pressures and maximize economic
benefits for communities near the sites.
To ensure local populations are well-informed of upcoming
opportunities, the Project broadcasts regular employment
announcements on local radio and TV, and posts job offers in
public places as well as on Ambatovy’s recruitment website.
Ambatovy’s approach to recruitment is supported by a
clear methodology and embraces three strict principles:
non-discrimination, openness and objectivity. The selection
process is based on various measurable criteria. Candidates
go through technical, behavioural and linguistic testing and
are required to pass several interviews. There is also a
mechanism to voice any complaints that a candidate may
have with the hiring process.
Workforce Statistics
Employee Benefits and Labour Conditions
We strive to create a safe working environment that promotes
the health and well-being of our employees. Our policy states
that employees are eligible for:
3
Our social benefits program, which includes health,
death, accident and disability insurance.
15
3
Expenses and repatriation services for funerals
and traditional Malagasy burials for the death of an
employee and leave and traditional payment in the
event of the death of a relative.
16
3
Overtime payments in the event that work hours
exceed the standard 40-hour workweek, in accordance
with Madagascar’s labour law.
17
3
Indemnities when work requires employees to be
outside their normal work location.
3
Outside living allowance to employees who move to a
Project area. The aim of this program is to help eligible
employees secure decent and
healthy accommodation.
Table 10: Total Workforce, as of December 2010
Nationals
Expatriates
Total
Male Female Total
Male Female Total
Male Female Total
Construction
7,412 909 8,321 5,640
41 5,681 13,052 950 14,002
Operations
14
3,193 638 3,831 643 102 745 3,836 740 4,576
(includes
contractors)
Total
10,605 1,547 12,152 6,283 143 6,426 16,888 1,690 18,578
14
“Operations” represents Operations Group employees and Operations Group sub-contractors. Construction represents those employees employed by SNC-Lavalin, the EPCM
contractor, and sub-contractors. Construction employees are hired and administered by their direct employer (i.e. the sub-contractor) so demographics and policies hereafter,
unless otherwise stated, refer only to direct Ambatovy employees (i.e. Operations Group employees).
15
Applies to all national permanent employees following the standard probationary period after recruitment.
16
Applies to all employees, regardless of permanent or fixed-term contract status.
17
Décret no. 68-172 du 18 avril 1968 portant réglementation des heures supplémentaires de travail et fixant les majorations de salaire pour le travail de nuit, des dimanches et des
jours fériés, tel que modifié et complété par le Décret n°72-226 du 6 juillet 1972 (J.O. n° 588 du 04.05.1968, p. 886).
