6.1 About Our Employees

At the end of 2012, APRIL was providing direct employment for about 5,400 employees in our forestry and mill operations*. The vast majority of these are permanent, fulltime employees, with only 2% of the workforce comprising employees on renewable contracts*.

There are advantages for employees to be engaged on a fulltime basis and this is a preferred basis of employment for us.

Procedures require that all fulltime employees receive regular performance appraisals and high performers are encouraged to explore the many progression opportunities that are available within the company.

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6.2 Employee Rights and Benefits

In a relatively remote province like Riau, in a developing country like Indonesia, employment has a particular level of significance for both APRIL and our people.

Our remote location means we have to care for our employees in ways that many of our international pulp and paper industry counterparts do not. To meet their day-to-day needs, our employees receive quality housing, medical facilities, international and national-syllabus schools for their children, as well as sporting and recreational facilities.

However, our impact on their lives does not end there. The skills, training and opportunities we offer our employees enable them to improve their lives and the lives of their families. It is a matter of great pride for us that we can bring these opportunities to the people of Riau Province.

For APRIL, the benefits are equally powerful. By caring for and training our employees well (in some cases sponsoring them through Masters-level degrees), we are building a local workforce of increasing depth and expertise. This adds greatly to our strength as a company.

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6.3 Training and Development

Employee training is an essential part of any successful business. Training has positive impacts on employee satisfaction, performance and retention. By training our employees well, we enable them to reach their full potential, which makes our organisation more competitive. In a broader context, the skills we give our employees help them to find their place in Indonesia’s rapidly developing economy.

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6.4 Health and Safety

As an operator of both forestry plantations and a large industrial facility, safety is of critical importance to APRIL.

Our Occupational Health and Safety (OHS) policy promotes the maintenance of a safe, healthy and secure work environment for all employees, temporary staff, contractors, customers and visitors. “Safety First” must become the dominant mindset for any person connected to our operations.

A most concerning aspect of our operating activities over 2011 and 2012 was the occurrence of injuries and fatalities.

We must be able to assure our employees and their families that APRIL’s businesses will become safer places to work.

Whilst forestry is inherently a hazardous industry and in our case this situation is exacerbated by the remoteness of our plantations, this can in no way excuse loss of life.

Accordingly, APRIL has engaged in a new set of safety programmes and initiatives with contractor safety management becoming a major area of emphasis. We have undertaken a major overhaul of our company’s approach to the management of its occupational health and safety.

Safety statistics reported and other observations during the first half of 2013 suggest these programs are having a positive effect.

We have set ourselves a goal of Zero Accidents. This requires a company-wide commitment. The alternative, to allow the situation of recent years to persist, is not an option.

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