2011
AMBATOVY SUSTAINABILITY REPORT
49
Labour Performance
The organization offers a number of attractive benefits in order
to promote a positive working environment and the well-being
of our employees. Permanent employees are eligible for:
3
A social benefits program, which includes health,
death, accident and disability insurance.
3
Two possible annual salary increases: a general
increase in January and a merit one in April.
3
An annual performance bonus.
3
A housing program that offers a living allowance to
employees who relocate to our areas of operation,
which can be a monthly stipend or a capitalized
allocation to put towards home ownership.
3
Support for career development: all national
employees with a permanent contract and six months
of service by the end of the first quarter are given
performance evaluations to reinforce what they do well
and areas that they can work on for improvement in
their role or preparation for another.
All employees are eligible for medical coverage and accident
insurance. The company will also cover expenses and
repatriation services for funerals and traditional Malagasy
burials in the event of death of the employee and provide
leave and a traditional payment in the event of the death of a
close relative.
Labour-Management Relations
At Ambatovy, we believe that employees should always feel
comfortable bringing feedback and concerns to management
without fear of repercussions. We strive to maintain an open
environment so that problems can be addressed before they
escalate. The Work Council is a formal channel through
which employees can present their issues via their employee
representative. This group is comprised of 24 representatives
(12 from AMSA and 12 from DMSA) who meet on a monthly
basis to ensure continual, effective communication with
management. The representatives are elected by their peers
and serve a term of two years. Their mandate is taken directly
from the Malagasy labour code, which charges them to:
3
Present personal or collective concerns regarding
working conditions, workers’ protection, collective
agreements, professional classifications and salary
rates.
3
Follow up on any labour inspection regarding
complaints or claims.
3
Ensure the health, safety and worker welfare
requirements are followed and propose supporting
measures to that effect.
3
Provide the employer with suggestions for
organizational improvement.
The Work Council delegates are also mandated to negotiate
on behalf of the employees for a collective agreement. By
the end of 2011, among the fifteen sub-agreements to be
finalized, seven were concluded and signed. This agreement
this agreement covers all Ambatovy employees.
Employees may also raise a concern through a confidential
online reporting system, developed with a third-party provider,
which follows the procedure set out in our Reportable Concerns
Policy. This allows employees to report confidentially issues
of concern, harassment or unethical behaviour. The service is
available in Malagasy, French and English.
Strikes and Lockouts
While we strive to maintain an open environment, there were
instances where workers of construction sub-contractors felt
industrial action was necessary in 2011. None of these actions
lasted longer than seven days. Management remained
committed to keeping the lines of communication open and
arriving at an outcome that made it possible for all parties to
move forward.
