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Environmental Risk Prevention Program (PPRA)

The Environmental Risk Prevention Program was developed in accordance with the Ministry of Labor’s Regulatory Norm No. 9 and foresees annual assessments of all our facilities by Occupational Health and Safety (OHS) professionals, with a focus on the prevention of chemical, physical and biological risks.

During the visits the OHS professionals thoroughly inspect the work environment through visual inspection, documentation analysis and quantitative assessment, relating to the roles and activities of employees. From this inspection it is possible to identify the possible exposure of employees to risks.

Environmental variables in the workplace are measured, including noise, lighting, temperature, and air quality and humidity. Noise is quantified using a noise dosimeter, with the result compared to the reference value for comfort of 65 dB, in accordance with the Ministry of Labor’s Regulatory Norm No. 17 and NBR 10,152.

Lighting is assessed with the aid of a light meter and the results are compared with a reference value of 500 lux, in accordance with the Ministry of Labor’s Regulatory Norm No. 17 and NBR ISO/CIE 8995-1.

Humidity is measured with a psychrometer and compared to the reference value of 40% humidity, in order to check that the conditions favor the comfort, preservation and physical integrity of workers, in line with Ministry of Labor’s Regulatory Norm No. 17.

The ambient temperature is measured with a digital thermometer and must be compatible with the Ministry of Labor’s Regulatory Norm No. 17, which determines acceptable levels of between 20 °C and 23 °C.

We drew up 5,678 PPRA reports in 2018, which, in addition to the environmental risk assessment, define action plans to correct any non-compliance where necessary.

2. In the area of Occupational Health, we can highlight:

• Follow-up of causes of illness
• Follow-up of employees taking sick leave
• Reinsertion of people after sick leave (of more than 180 days)
• Health campaigns and programs (e.g. obesity and cancer)
• Occupational Health Medical Control Program

Occupational Health Medical Control Program

The Occupational Health Medical Control Program (PCMSO) is our main health management tool, since it allows us to identify potential risk situations involving illness, whether occupational or non-occupational. The PCMSO is updated annually by the Occupational Health Management, which considers the epidemiological profile identified in the results of periodic health exams of employees and studies of the causes of absences due to sick leave.

In addition, we operate the Medical Checkup Program for First Managers, which includes an expanded protocol of health exams and assessments and we also provide special attention for Persons with Disabilities (DPC), with multidisciplinary analysis prior to starting work, a general and specialized clinical evaluation, depending on the type of disability, ergonomic analysis and adaptation of the working area.

We also promote actions to minimize cases of health-related absences through programs for stress screening, staging, repetitive strain injuries, investigation of chronic noncommunicable diseases (CNCD), identification of alcoholism and flu vaccination campaigns, among others.

Another initiative is the Quality of Life at Work program (QVT), which promotes complementary actions to occupational health and safety at work. The program benefits employees, trainees and apprentices and also includes training on the subject, including lectures, ergonomic and postural workshops, healthy eating contest, videos with renowned professionals providing advice, support and tips on physical activities, relaxation, dance, workplace exercise, healthy nutrition and mental health, as well as QVT spaces. Given its importance, the program has its own budget to enable the implementation of these actions, either through the management area or through the branches, which also receive QVT Funding to use for the practices that they consider most appropriate for their stakeholders.

Among the actions promoted by the management area under the QVT program, we can highlight partnerships with other areas to strengthen efforts to create a healthier team of employees. In this context, the program ran a contest called Top Chef BB focused on sports nutrition for runners taking part in the Race Circuit. Employees won prizes and videos were produced with pre and post workout tips, as well as a cookbook with a print version and a digital version available on the Intranet.

In addition to occupational health care, employees have a wide network of Cassi accredited professionals at their disposal across the country, facilitating access to more complex therapies in advanced centers, even for those employees in municipalities with insufficient therapeutic resources. Multidisciplinary follow-ups are also available at Cassi’s own care units – CliniCassi, through the Family Health Strategy Program (ESF), which adopts the best comprehensive care practices related to health promotion and prevention of illness.

Based on the results of the Periodic Health Examination (EPS), the Cassi health team directs employees to programs and/or actions, such as the Chronic Conditions Participant Care Management Program (GCC), Chronic Care Program (PAC), Follow-up for Stress Sufferers and Program against Obesity.

We also offer an Assistance Program for Victims of Assault and Kidnapping (Pavas). A first in the Financial System, Pavas has existed since 2000 to provide medical, psychological, legal and security assistance to the population victimized in situations of attack on our assets (assault and kidnapping), representing an important support for employees and helping to restore the routine of the person/people and branch(es) involved.

Communication and Self-Development Team (Ecoa) All of BB's Units have a communication and self-development team that can act to promote socio-environmental responsibility, eco-efficiency, organizational climate, and quality of life of employees.