The Company showed a Social Policy on October 20, 2015 its explained that the Company does not discriminate in the recruitment, compensation of training opportunities, promotion decisions, termination or pensions based on race, ethnicity, religion, age, disability, gender or pension based on race, ethnicity, nationality, religion, age, disability, sex, marital status, membership in labor union organizations or political organizations.
The results of interviews with workers and labor union were also conveyed that the company provided equal treatment to each worker and there were no issues related to discrimination against workers or the community in obtaining employment. The results of verification of the labor list document, known that workers come from various province such as West Kalimantan, Southeast Nusa, North Sumatera, West Java, East Java and etc.
The results of interviews with workers and communities arroun (such as Pangkalan Suka Village and Bayangan Hamlet of Sepakat Jaya Village) said that the company had provided opportunities and equal treatment to the local community in obtaining
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employment. The company always informs if there are job openings. From the results of the interview, it was also conveyed that the majority of villagers worked in the company.
Management unit has kept the personal file of each worker. Based on interview with management and labor union, the recruitment is conducted based on the company requirement. Worker promotion, mutation or demotion is done through the employee performance assessment. Company has provide the assessment documents, promotions and the employee appointments. For example :
- Promotion Decree No. 006/HR/SISM/PKWTT/III/2019 dated on March,11 2019. Company can show documentation of proposal for appointment, attendance recap report, work performance appraisal form, etc
- Work Agreement No. 015/HR/SISM/PKWT/VII/2019. Company can show documentation of job applications completed with the results of the assessment and the results of the health examination.
Status: Comply
6.9
There is no harassment or abuse in the work place, and reproductive rights are protected.
Major 6.9.1
There is no change in policy until the surveillance 1 assessment
The Company showed a Social Policy on October 20, 2015. The policy explained that no form of violence or physical discipline, threats of physical violence, sexual harassment or other harassment and verbal violence or any other form of intimidation shall be disclosed. We protect the right of employees to obtain offspring. Fundamental rights in the workplace as such, apply to all workers within the company without exception.
The results of review of the document of establishment of gender committee and interviews with gender committee, known that gender committee has been establish in the company. However, from interviews with female workers at spraying and fertilizing activity in Mulia 3-4 Estate, Mulia 5-6 Estate and Abadi 3-4 Estate, known that female workers did not know gender committee.
In addition, the company also has not showed the socialization of gender committees for female workers. NC 2019.12.
Major 6.9.2
In the CLA Period 2017-2019 described section 53 regarding maternity leave and Section 56 Rest Menstruation. In Article 1 section 53 of a pregnant or will give birth shall be given a full maternity leave for 3 months at a maximum which shall be taken one and a half months before one and a half months after giving birth. Article 1 section 56 in accordance with section 81 of Law No.13 of 2003 to women workers who feel pain during menstruation is not required to work on the first and second day of menstrual period accompanied with a reference from Doctor.
The company has a policy on the protection of reproductive rights that has been explained in the CLA. However, from interviews with female workers at spraying and fertilizing activity in Mulia 3-4 Estate, Mulia 5-6 Estate and Abadi 3-4 Estate, found that female workers were not aware of H1 leave. In addition, the company also has not showed the socialization of H1 leave to female workers. NC 2019.13
Minor 6.9.3
There is no change in procedure or policy. The company has a Complaint SOP (Document No. SISM / SMA-HRD-04.00, effective from December 1, 2013) for internal complaint. Whereas for external complaints refer to SOP No. SISM-CDP.04.00, effective from December 1, 2013. Regarding the protection of whistleblowers, the company has a Policy of Anominity, aiming to provide a sense of security to the anominities (whistblower), signed by the President Director of PT Genting Plantations Nusantara on October 18, 2012.
Results of interview with labor unions and gender committees, known that company has special complaint mechanisms through gender committees. If there are complaints related to women's issues submitted through the board of the gender committee.
Based on the interviews with the Gender Committee, labor Union and housing residents, during 2018/2019 there were no complaints related to the sexual harassment or violence to all employees.
6.9.1
6.9.2 Status: Nonconformity No. 2019.12 with Major Category
Status: Nonconformity No. 2019.13 with Major Category
6.10
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Growers and mills deal fairly and transparently with smallholders and other local businesses.
6.10.1 and 6.10.2
The price of FFB is determined by the Provincial Plantation Office based on a meeting with the parties consisting of the District Plantation Agency, the Industry Agency, the Regional Government (Bureau of Economic Affairs), the Village Unit and Self- employed Village Cooperative Representatives. Examples of Minutes of Meeting of Price Fixing of Oil Palm Fertilizer, Production of West Kalimantan Planters, II period June 2019. According to interview with village unit cooperation boards, they always invited by the company to following FFB pricing meeting with other company and government every month.
6.10.3 and 6.10.4
The company conducts business partnerships with local contractors, for example:
Work Agreement on behalf of CV Restu Ibu (No .: SPKU 18-A3-031) related to the transportation of fresh fruit bunches (FFB)
Work agreement on behalf of Rajidin (No.: SPKU-18-ABADI3-075) related to the making of Employee Barracks in Block G42.
Work agreement on behalf of CV Lantang Tuah (No.: 001 / SISM-M5 & 6 / TBS / SPK / I / 2019) related to transportation activities for FFB.
Work agreement on behalf of CV Thanks to Prayer (No.: 003 / SISM-M5 & 6 / TBS / SPK / I / 2019) related to the transportation of oil palm FFB.
Work agreement on behalf of CV Tri Putri Kayung Abadi (No.: 002 / SISM-M5 & 6 / TBS / SPK / I / 2019) related to the transportation of oil palm FFB.
Based on the results of interviews with representatives of local contractors it is known that all contracts are written in accordance with the collective agreement. This is evidenced by the signature together on the stamp where each party also keeps a copy of the contract. Also, there’s no issues late payment.
Status: Comply 6.11
Growers and millers contribute to local sustainable development wherever appropriate.
6.11.1, 6.11.2
PT SISM and PT SAM shows CSR programs for the 2019, consisting of 8 types of activities, namely: customs and culture aspect, social aspect, road and bridge infrastructure, religious affairs and education. PT SISM and PT SAM can show recapitulation of CSR implementation for the period of 2018. There are many activities that have been implemented, for examples:
Funds for tumor surgery for Tanjung Bunga community leaders.
Funding assistance for working activities at the Dayak Customary Council in Nanga Tayap Sub district, Ketapang Regency.
Assistance in making a Population Identity Card (KTP) and Birth Certificate by inviting the District Population and Civil Registry Service. Ketapang.
Funding for sports activities for the Persikat Cup Tournament in Ketapang Regency.
Assistance in rehabilitation of the Ketapang Regency women's dormitory building in Pontianak.
Assistance in the construction of the Al Mujahidin Mosque.
Assistance in procuring 1 set of computers at SMK Negeri 1, Nanga Tayap Subdistrict.
In addition, the company has a working agreement with the Cooperatives of smallholders, among others:
Cooperation agreement with oil palm plantation development partnership one-roof management between Trimulya Lastari Oil Plantation Cooperative with 001 / SISM-KT Kemitraan / 2011 number, 29 July 2011.
Cooperation Agreement with Panca Mitra Abadi Service Cooperation with number No: 01 / Koperasi JPMA-SMA / VIII / 2015, No: 2 / SMA-Koperasi JPMA / Legal / VIII / 2015).
Training for cooperative board and supervisory bodies of Panca Mitra Abadi Service Cooperatives so that the board can implement the operational work with the management system that has been given by the mentor team from the Department of Cooperatives and Trading Industry District of Ketapang
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Status: Comply 6.12
No forms of forced or trafficked labour are used.