GRI G4-DMA Market presence | G4-DMA Employment | G4-DMA Labor/management relations | G4-DMA Training and education | G4-DMA Equal remuneration for women and men

Eternit is proud to feature for the third time in the ranking of the 150 Best Companies to Work For sponsored by the magazine Você S/A, and also to have its subsidiary SAMA Minerações Associadas to figure for the seventh time, placing first in the category People Development Highlight, and sixth place according to Great Place to Work from among the Best Companies to Work for in Latin America.

Internal stakeholders

At the end of 2014, Eternit had 3,195 employees (2,706 men and 489 women), of whom 2,386 are formally employed. This year, the Company dedicated its efforts to achieve excellence in human resource processes, which facilitates its professional routines. The highlight was the consolidation of the Integrated Human Resources Management System (YourLife), which is a software that combines all people management processes for all the Group’s companies. The system, which was developed conceptually by the human resources team, is a reference in the market.

The system can be accessed by all employees regardless of their hierarchical levels, enabling them to include and consult, through mini-résumés, their knowledge and skills, as well as to access all processes of their performance assessment and development. Other highlights in the area of valuing employees include the Eternit Group’s Career Plan (PLACAR) and the GoLíder program (Leadership Program). The former enables employees to outline their career paths, choosing through their mini-résumés the positions they would like to hold in the company, and encouraging them to invest in their careers. PLACAR also provides the results of the evaluations the employee conducted in the system and creates an individual development plan, with the help of their Manager and the HR team, which work together to create actions and training and/or development actions for their career advancement. GoLíder, the leadership development program that is also one of the company’s highlights in best practices, works primarily to develop and improve technical and behavioral competencies in line with the company’s goals, by focusing on training the current leadership and preparing potential employees for future leadership positions in the Eternit Group, as identified by the PLACAR plan.

These corporate changes had a positive impact on the results of the Workplace Climate Survey conducted annually to map the Company’s internal environment. In 2014, the item Career Opportunity and Advancement was the second most praised by the employees participating in the survey. Overall, Eternit and Precon recorded a four-point improvement in their final scores compared to 2013, with the indicator Pride improving two more points to 75 in 2014, which reflects employee satisfaction and pride in working at the Company.

In addition to indicating the company’s strengths, the survey helped determine the areas requiring improvement and consequent creation of action plans.

Advances were also made in the external assessments, such as the Best Companies to Work For guide published by the magazine Você S/A, which included Eternit and its subsidiary SAMA in its annual ranking. Eternit improved five points from 2013, achieving an overall score of 78.5 points, very close to the first place company in the industry, which recorded a score of 78.7.

This recognition is the result of the company’s respect for its employees. Eternit ensures the right to freedom of association and collective bargaining, with the highlight the Tripartite Agreement. In 2014, there were no incidents that posed any risk to the violation of this right. Labor issues are discussed with the trade unions representing the respective professional categories, which result in collective bargaining agreements that cover all formally employed workers. A permanent dialogue is maintained with the organizations in each region where the Company operates and all wage increases are applied in accordance with the percentages established in the bargaining agreements. The Company adopts the practice of formally notifying all employees in advance of any operational changes through channels that include internal notices, bulletin boards and letters to unions. At SAMA, in the case of the transfer of a professional to another unit, the employee is notified at least 30 days in advance, in accordance with the collective bargaining agreements. GRI G4-LA4, G4-11

Through the National Asbestos Workers Commission (CNTA), SAMA, Eternit and Precon maintain the Safe Use of Chrysotile Asbestos Agreement to guarantee best and safest practices for the material’s use. The topics covered in this agreement include: collective and individual protection measures, occupational and environmental assessments/monitoring, health control, industrial waste and Use and Oversight Commissions for the Safe and Responsible Use of Chrysotile Asbestos. GRI G4-LA8

Total Employees - 2014 GRI G4-10

		Men	Women	Total
Contract	Full-Time Employees	2,092	294	2,386
	Outsourced workers	558	144	702
	Apprentices	48	37	85
	Interns	8	14	22
Region	Osasco (SP)	1	3	4
	Colombo (PR)	413	51	464
	Rio de Janeiro (RJ)	183	39	222
	São Paulo (SP)	93	75	168
	Simões Filho (BA)	211	34	245
	Goiânia (GO)	354	31	385
	Minaçu (GO)	1029	144	1173
	Anápolis (GO)	153	38	191
	Atibaia (SP)	141	47	188
	Içara (SC)	45	6	51
	Camaçari (BA)	28	10	38
	Frederico Westphalen (RS)	31	6	37
	São José do Rio Preto (SP)	24	5	29
Total		2,706	489	3,195

Admissions, terminations and turnover - 2014 GRI G4-LA1

1 Includes SAMA employees and those at Eternit headquarters.

		Admissions	Terminations	Turnover (%)
Gender	Men	545	541	20.6
	Women	111	102	7.6
Age	Up to 25	301	226	17.9
	26 to 30	128	135	9.1
	31 to 40	164	163	13.3
	41 to 50	55	75	5.6
	Over 50	8	44	1.6
Unit	Eternit - Osasco (SP)	1	0	0.0
	Eternit - Colombo (PR)	137	79	7.7
	Eternit - Rio de Janeiro (RJ)	33	35	2.4
	São Paulo1 (SP)	39	33	2.5
	Eternit - Simões Filho (BA)	52	36	3.1
	Eternit - Goiânia (GO)	120	61	6.4
	SAMA - Minaçu (GO)	44	80	0.8
	Precon - Anápolis (GO)	39	43	2.9
	Tégula - Atibaia (SP)	69	119	3.7
	Tégula - Içara (SC)	24	36	4.8
	Tégula - Camaçari (BA)	7	13	1.9
	Tégula - Frederico Westphalen (RS)	13	16	3.3
	Tégula - Anápolis (GO)	50	53	7.7
	Tégula - São José do Rio Preto (SP)	28	37	5.8
	Tégula - Londrina (PR)	0	2	4.2
Total		656	643	28.3

Proportion of senior management hired from the local community (%) GRI G4-EC6

	2014	2013
Officers	80	60
Eternit + Precon	77	64
SAMA	17	17
Tégula	50	38
Total (Managers + Officers)	66	52

Compensation and benefits

Eternit’s has a formal compensation policy based on the Hay Market Methodology that is formed by the sum of all amounts paid to the employee, considering the fixed portion (base or nominal salary), the variable portion (Profit Sharing) and benefits, which are applicable to all levels. The Company’s position is to ensure compensation remains within the market median based on comparisons with periodic salary surveys. Profit sharing covers 100% of employees and is a formal tool for recognizing performance, in accordance with results obtained through the targets agreed upon by the company and its employees.

Ratio of basic salary and remuneration of women to men, by employee category and significant operating units GRI G4-LA13

Consolidated
Category	Gender	Comparison (%)
Officers and managers	Men	71
	Women
Administrative	Men	68
	Women
Operational	Men	129
	Women

The results of the comparison of salaries paid to women and men in the above categories are due to fewer women holding administrative and operational positions.

Salaries are identical for women and men admitted to the same position.

Ratio of lowest salary paid compared to the local minimum wage (%) GRI G4-EC5

	2014
	Men	Women
Eternit - São Paulo (SP)	82.8	82.8
Eternit - Osasco (SP)	-	443.2
Eternit - Simões Filho (BA)	42.8	42.8
Eternit - Goiânia (GO)	6.4	12.1
Eternit - Colombo (PR)	77.8	42.2
Eternit - Rio de Janeiro (RJ)	40.4	75.1
Precon - Anápolis (GO)	39.3	39.3
SAMA - Minaçu (GO)	102.7	62.5
Tégula - Anápolis (GO)	24.7	24.7
Tégula - Camaçari (BA)	36.7	36.7
Tégula - Frederico Westphalen (RS)	9.6	9.6
Tégula - Içara (SC)	29.3	29.9
Tégula - Atibaia (SP)	56.8	56.8
Tégula - São José do Rio Preto (SP)	56.8	29.9

To attract, retain and value talent, the companies of the Eternit Group also offer their professionals a wide range of benefits that go beyond those required by law and regulations. Health and dental plans and subsidies for medicine, for example, are extended to the spouses and children of employees at all units.

Benefits to Employees GRI G4-LA2

Items offered	Tégula - full and part-time employees	Tégula - outsourced workers	SAMA - full and part-time employees	Eternit and Precon - employees	Eternit and Precon - outsourced workers
Health plan	X		X	X	X
Dental plan	X		X	X
Payroll loans	X		X	X
Private pension fund	X		X	X
Group life insurance	X		X	X
Food vouchers/Food staple basket	X		X	X
Meal vouchers/Cafeteria/Restaurant	X		X	X	X
Transportation allowance/Charter bus/Parking lot refund	X		X	X	X
Tuition Aid/Assistance	X		X	X
Language course aid	X		X	X
Pharmacy Aid/plan	X		X	X
Vision Benefit/plan	X		X	X
Wedding gift	X		X	X
Birth kit	X		X	X
Christmas basket	X	X	X	X
Get-togethers	X	X	X	X
Time of service award	X		X	X
Toys	X		X	X
Floral arrangement	X		X	X
Daycare benefit			X	X
Additional workplace illness/ accident benefit				X
Emergency loan	X		X	X
Reimbursement for emergency medical expenses			X	X
Orthopedic/Podiatrist benefit			X	X
Quality of Life Program			X	X
Funeral Assistance			X
Loan for school supplies			X

Return to work and retention rates after parental leave, by gender GRI G4-LA3

	Women	Men
Entitled to leave	29	61
Took leave	29	61
Returned to work after leave	28	61
Were still employed 12 months after their return to work	28	57
Return to work after leave (in %)	97	100
12-month retention after leave (in %)	100	93

The Group maintains a private pension plan for the retirement and pension for employees and executives. The Free Benefit Generating Plan (PGBL) is intended for all professionals in the Defined Contribution category. The capital injections are made by the Company and participants, according to pre-established progressive rates. GRI G4-EC3

SAMA offers the Second-Half Retirement Preparation Program to employees who are three years or less from retirement.GRI G4-LA10

The Company’s talent management strategy also seeks to take advantage of internal talent by generating opportunities for professional development through the Eternit Group Career Plan (PLACAR program).

Time of service

Every year, the Group organizes year-end parties that include the Veterans Award. This award recognizes the dedication of employees who have been with the company for 10, 20 and 30 years.

Training and talent development

GRI G4-DMA Security practices

To improve employee qualifications, the Company carries out a number of actions. In 2014, the company administered 103,800 hours of training, or 44 hours per employee, which required investment of R$1.3 million. GRI G4-LA9

Every year, the evaluation, mapping and identification of employees, through the Integrated Human Resources System (YourLife), provides greater transparency to map gaps and establish individual development plans. The Leadership Assessment Program adopts the 360o model, which is applied systematically and in full at all of the Group’s companies. At Eternit, Precon and SAMA, employees conduct a self-evaluation and are evaluated by their manager, with all information formally registered in the system. In 2016, this system will also be extended to the Tégula operational team. GRI G4-LA10, G4-LA11

Eternit offers a training plan that is structured based on the needs indicated for current and future positions based on PLACAR, and offers tuition assistance for academic programs and language courses that cover 50% of the monthly tuition fees.

The leadership development program GoLeader, which complements PLACAR, focuses on training the Company’s leadership and ensuring alignment with the competencies required for the business. For this, the Company developed training programs on Strategic Planning and Balanced Scorecard (BSC), with strategic actions planned through 2017 that include training actions on people management practices, HR policies, procedures and the Code of Ethics, Values, Vision and Mission of Eternit and Precon.

All new employees, independent of their hierarchical level, participate in the New Employee Integration Program, during which they receive formal training on the Company, its Code of Ethics (learn more under the administrative headquarter initiative in the Ethics chapter), standards, operational practices and procedures, as well as an introductory presentation on the Mission, Vision and Values, rights and responsibilities, HR policies and safety and human rights procedures. They also receive the Employee Manual containing all of this information for future consultation. These guidelines are constantly reinforced through specific events or other actions for all employees. The Talk to the CEO and Talk to HR communication channels also provide support for handling and remediating breaches of these guidelines, together with the internal audits. In 2014, the Company held a new workshop on Ethics and Professional Posture for its employees in São Paulo, to promote reflection and awareness on its code of ethics and a professional posture aligned with its values. The workshop should be expanded to all other units in the first quarter of this year. SAMA has the following channels: HR in Movement, HR with You, Face to Face with HR and Coffee with the Officer. Meanwhile, Tégula has the Talk to the Officer channel. GRI G4-57, G4-58, G4-HR7

Even though the units of Eternit, Precon and Tégula did not conduct analyses or evaluations of human rights or related impacts this year, the Company dedicated efforts to this topic during the period. At SAMA, for example, the company carried out an Anti-Corruption Transparency campaign. To receive feedback from its employees, third-party workers and partners, the company distributed a number of boxes throughout industrial units to collect complaints, including those involving discrimination and violations of human rights. During the year, the Company did not receive a single complaint involving human rights. The company administered 2,420 hours of training on its human rights policies and procedures during the admission process to all employees and third party service providers (suppliers and security personnel). GRI G4-LA9

In addition to complying with mandatory quotas for apprentices and persons with special needs, the Company offers training programs and helps find them positions at the company.

Relocation

Eternit does not have a formal relocation policy, but, if necessary, it subsidizes a relocation consultant for outgoing employees. In 2013 and 2014, 100% of employees that left the Group from leadership positions were offered a relocation program subsidized in full by the Company.

Health, safety and quality of life

To help improve the quality of life of its employees, the companies of the Eternit Group regularly conduct programs and campaigns focused on well-being, disease and accident prevention and risk control. Eternit and Precon periodically map the health of their professionals to support the development of the Quality of Life Program in an effort to improve their health and physical and mental integrity through workplace gymnastics at units and to encourage exercise at the clubs maintained by the Company. In São Paulo, the employees receive financial assistance for joining a gym. Other activities, such as sporting competitions and dance classes, are also offered at the clubs, drawing on the financial support of the Eternit Employees Recreational Association (ARCE) to offer leisure activities to employees.

The Company is also concerned with the nutrition of its employees and works to encourage healthy eating habits. Units with cafeterias offer special menus design to ensure a balanced diet at meals, including breakfast. In São Paulo, the company offers the Health Cart, which delivers fruits and healthy snacks twice a day.

Eternit also organizes an annual Health Week and regularly provides information on health and well-being to employees by e-mail or posted on notification boards. All production units have outpatient clinics staffed with physicians that conduct regular exams and monitor employee health.

SAMA organizes a number of campaigns and actions during the year, such as lectures on the disposal of solid healthcare waste, on drug abuse for truck drivers transporting asbestos and on the controlled use of chrysotile asbestos. It also conducts hygiene and health inspections of the company’s areas and other initiatives.