[Audio] Welcome to Future Global Resources 2023's weekly presentation on People and Culture. Today, we will be discussing our goals and strategies for building and retaining a talented, diverse, and committed workforce. This will encompass our union leadership engagement, recruitment, personnel management, and stakeholder engagement objectives. Let us start our journey and explore how we can further our efforts in this important area.. 

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Future Global Resources 2023  |  Confidential

[Audio] At Future Global Resources, we strive to create a culture that ensures our employees can reach their full potential. We focus on providing the necessary tools, fostering a sense of community and creating a diverse workforce to respond to an ever-changing marketplace. We understand the importance of treating our employees fairly and giving them the opportunities and resources to succeed. Our three main pillars guide us in creating this culture, which includes offering proper training and guidance, as well as access to industry resources to be successful in their roles; cultivating a community where employees feel valued and know their contributions are meaningful; and creating an environment that embraces diverse perspectives in our decision-making. We believe this is essential to help us achieve our business objectives.. 

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We aim to build & retain a competent, committed, & diverse workforce, dedicated to contributing extraordinary value for all our stakeholders, within an inclusive & high governance ecosystem. To be an employer of choice.

We believe that people are our greatest resource and treating employees fairly and providing them with opportunities to grow will help achieve the business goals.

By building a strong culture, we can provide consistency and direction, guide decisions and actions, to fuel the workforce and help reach their maximum potential.

Designing a system/process to manage the complete employee lifecycle from recruitment and onboarding through core HR administration to employee engagement and performance management.

In achieving our strategy statement, we focus on the three pillars below

[Audio] We are committed to providing our employees with effective engagement and open communication between the IR/TM Team, Head of PC, General Manager, and top executives. We must also build relationships with stakeholders, such as the GMWU and the LO, to meet labor regulations. To ensure the best possible buy-in and implementation process, we will engage union leadership monthly on employee-related issues. With regard to the recruitment process, we strive to achieve 100% turnaround time and the Performance Management Policy Manual must be approved by February 2023. Additionally, 80% of supervisors must be trained and 90% of the planned reviews must be completed by the end of the year to ensure our employees have a conducive working environment.. 

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Industrial Relations / Talent Management – Key Objectives

IR / TM
 Union Leadership Engagement
 Liaise with stakeholders such as the GMWU and the LO to ensure 100% compliance to labour regulations. 


 To ensure weekly, monthly and quarterly engagement with workforce by the IR Team, Head of PC and the General Manager, respectively and top executives.
 Proactively engage Union Leadership once a  month on employee related issues for buy-in and implementation.
 Recruitment
 Employee Engagement Disciplinary and Grievance Stakeholder Engagement Ensure 100% turn around time for all recruitment (30 days).

Educate 90% of the workforce on the company Disciplinary Procedure by end of March 2023, and eensure 80% response time to D&G Issues.

Ensure approval of FGR Performance Management Policy Manual by end of February 2023, achieve 80% training for supervisors and achieve 90% of planned  reviews by end of 2023.

[Audio] At the union meeting in Accra, a report was given from management in response to the unions’ request. The Acting Mine Manager clarified that the meeting was mainly about safety protocols. Because of the robbery cases in the plant, the Process Manager met with employees to inform them and guarantee their safety. Staff requested more control over the information sent through their platform and proposed the installation of sensors on the fence. Additionally, the camera system was seen as insufficient. Management has begun taking the necessary measures to secure the safety of the workers.. 

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Future Global Resources 2022  |  Confidential

- The Unions updated the employee at the meeting on their meeting in Accra at the Chamber. - The report made by the Unions - Response from Management  - Confirmation by the Unions

The workers became agitated when one of the safety team signaled Kelly of the time

- Acting Mine Manager mentioned that this meeting was purely a safety meeting and permission should be sort for any other information to be made at the meeting
 -

Following the robbery case in the plant, the Process Manager met the workforce to brief them and assure them of their safety

- All robberies happened when the plant was down  - Employees request controlling and limiting the information shared on their platform - Recommended the introduction of sensors on the fence

- The employee had the perception that all our cameras were not working.
 - The process manager confirmed that all the cameras were working and that he had seen the footage.

- 3 contractors at Prestea (Anful Mixers) have not been paid for the past 4 months

- Follow up with the contractor - Follow up with Finance

[Audio] The situation at the plant in Prestea and the surrounding area is complicated and challenging. Management, nevertheless, proactively took action to confront security worries mentioned by the unions and to make arrangements for a demonstration in the future. A severance payment, welfare payment, and unions dues, as well as national service and attachment plans, were witnessed. Unfortunately, the unions refused to go to the second section of the meeting. Consequently, the following step is to form a sub-committee to analyze the bonus scheme. Finally, there is an upcoming engagement plan to guarantee the safety of the employees and the accomplishments of the plant.. 

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Planned Demonstration at Prestea Robbery at the plant AOB Severance Payment, Welfare Payment, Unions Dues National service and Attachment  Management addressed security concerns raised by the unions 7 September 2023 The Unions refused to attend the second part of the meeting.

A cartoon characters sitting on colorful blocks with letters

Description automatically generated

Sub-committee to review bonus scheme 8 September 2023

[Audio] We are committed to providing our staff with the assurance that their medical records can be accessed directly through the Medical Officer on the site, which was not a part of the old Collective Agreement. Furthermore, the new Collective Agreement allows employees to be trialled for up to six months when they are promoted, a clause that was absent from the old Collective Agreement, to allow our employees the chance to show their potential.. 

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“Temporary worker”  means a worker who is employed for a continuous period of not less than one month and is not a permanent worker or employed for a work that is seasonal in Character

“Temporary Worker” means a worker who is employed for a continuous period of not less than one month and not exceeding six months or employed for a week that is seasonal in character.

Upon request directly through the site Medical Officer, the personal medical records will be made available to an employee.

The old CA did not have any caption on medical records

Where an employee is selected for promotion, he will undergo an initial trial period of six (6) months. During this period the employee’s work performance and attitude will be monitored and subject to his satisfactory performance, the promotion may be confirmed in writing.

[Audio] We are committed to providing our employees with the necessary resources to advance their education. To facilitate this, we have implemented two education subsidy rates: one based on the Ghana inflation rate, and another based on the United States inflation rate. Additionally, for those employees terminated for reasons other than resignation or dismissal, we offer a pro-rata-based end of contract benefit to ensure fair compensation.. 

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The education subsidy rates shall be adjusted annually using the Ghana inflation rate.

The education subsidy rates shall be adjusted annually using the United States inflation rate

Where the contract ends or is terminated for any reason besides voluntary resignations and dismissal, the Contract Employee will be entitled to part of the End of Contract benefit calculated on a pro-rata basis

[Audio] Significant progress has been made in recruiting for underground mining and underground maintenance positions. Initially, 18 job positions were advertised and 44 applications received from internal and external sources. Shortlisting is complete and the candidates are currently undergoing an aptitude test. The maintenance department has obtained approval from the Head of Department and is awaiting final approval from the General Manager. Recruitment for developers and operations maintenance planners is also taking place.. 

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The table below indicates update on Job Advertisement published

Underground Mining Recruitment On Hold – awaiting completion of explosive Magazine

Job Positions Department No. Winder Electrician Underground Maintenance 1 Electrician Underground Maintenance 5 Lamp room attendant Underground Maintenance 2 Workshop Mechanic Underground Maintenance 2 Pump Operator Underground Maintenance 2 Explosive Clerk Underground Mining 4 Geotechnical Engineer  Underground Mining 2
 Total  18

Job Role Department Job Grade No. of applications received Males females Internal External Shift Chemist Metallurgy G6 44 40 4 12 32

Shortlisting completed. Process  First aptitude test Successful candidates to undergo an interview

Underground Maintenance  Recruitment HoD Approved Awaiting GM Approval

Ongoing Recruitments Developer Operations  Maintenance Planner

[Audio] Employee engagement is an important facet of human resources management that has been gaining recognition and attention within organizations. The culture and environment in a workplace affects how employees feel about their job, the company, their colleagues and the work they do. Taking this into account, disciplining employees is an important step to creating an environment that is both engaging and productive. Employee disciplinary hearings can be difficult and uncomfortable, but they serve an important purpose. It is an opportunity for the employee to demonstrate why the charge is not justified and for the company to properly document the actions taken and the outcome. By having a clear process in place, it ensures that all parties are treated fairly and that any decision is based on facts. As part of the disciplinary process, it is important to review and sign any reports to ensure that everything is properly documented. It is also essential that any decisions are carried out in a timely manner in order to ensure that they are effective. Through this, employee engagement and HR processes can be improved and enhanced for the benefit of all stakeholders." It is important to ensure that all employees are treated fairly and equitably. An employee disciplinary hearing provides an opportunity to review the facts and to determine the appropriate action. This process is important in creating an engaging and productive work environment. It ensures that decisions are fair and based on facts, and it also allows for proper documentation of the actions taken and the outcome. By having a proper disciplinary process in place, organizations can create a culture of trust, fairness and mutual respect, leading to improved employee engagement and HR practices.. 

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Srn Employee Department Disciplinary Charge update 1. Emmanuel Agbenyegah People and Culture
 a. Being drunk or under the influence of alcohol, stimulants or drugs or being in possession of such substances while at work;
 
b. Breach of good faith with regard to the employment leading to a loss of confidence by the Company in the employee;  Disciplinary hearing was held on 24 & 25 August 2023.
 Report reviewed and signed by members

[Audio] Our HR and Engagement teams are continuously working to provide the best possible solutions for our people and culture in preparation for our global resources by 2023. This week, we have taken steps to ensure a swift transition and satisfactory outcomes for our employees. Our Insurance provider has been furnished with all necessary documents and follow-up was made. At the Finance level, we are still awaiting an update from insurers. We have also taken into consideration the severance allowance and interest for nine employees. We have requested for the interest charge of each and it is expected to be concluded this week. The special case of Late Kojo Owusu was noted as well, and funeral undertakings for the family were arranged. Additionally, the finance team have confirmed the cheque for the allowance for the family will be ready today. The family is expected to arrive tomorrow. We have started to engage in the review of the bonus scheme and a response should be provided shortly. Management must also make a decision regarding the proposed interest payment on outstanding severance this week. We understand the need for further discussion between the Union and Management on how to handle staff shortages during shift changes.. 

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Item Status Action Comment Insurance Francis Miah All document submitted in Insurance Company Follow up made his week  Finance yet to receice update form insurerers Severance Interest on Fiaseman A total of 9 employees took facility with the severance  We have requested for the interest charge on each   The Late Kojo Owusu Funeral Undertaken Allowance to Family  Finance has confirm the cheque will be availabe today The family will be coming to site tomorrow   JSNC Item Subcommittee to review the Bonus scheme and revert Enagement has started Confirm a date for Sub-committee to meet   
 Management to revert to the proposed interest payment on the outstanding severance. not achieved  Follow-up to be made this week  
 Union and management to have further discussions on how to treat shifters when there are shortages of materials. not achieved  Will confirm a date with the Unions to discuss next week  
 Update the Unions on the published article on FGR investment in Goldstone Mining Limited not achieved  Follow-up to be made this week by sending a mail to Legal.   Labour Issues Kassim Briamah Payment of Retirment on medical ground and final entitlement Letter on retirement forwarded for payment   Labour Issues Salifu Yakubu Letter sent to NLC to reschudel. 
Refuasl to take cheque Awaiting official date from NLC. They are proposing 27 September Hand over to legal team

[Audio] As we wrap up this presentation, I'd like to thank you for your attention and engagement throughout the session. It's been a pleasure to provide critical insight and an overview of the fundamental components of our people and culture that will help us stay ahead of the curve in 2023. We believe these initiatives will be essential in driving business forward and any questions or inquiries can be directed to the Human Resources team. Thank you.. 

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WEEKLY IR/TM PRESENTATION

Scene 0

Welcome to Future Global Resources 2023's weekly presentation on People and Culture

Today, we will be discussing our goals and strategies for building and retaining a talented, diverse, and committed workforce

This will encompass our union leadership engagement, recruitment, personnel management, and stakeholder engagement objectives

Let us start our journey and explore how we can further our efforts in this important area.

avatar

At Future Global Resources, we strive to create a culture that ensures our employees can reach their full potential

We focus on providing the necessary tools, fostering a sense of community and creating a diverse workforce to respond to an ever-changing marketplace

We understand the importance of treating our employees fairly and giving them the opportunities and resources to succeed

Our three main pillars guide us in creating this culture, which includes offering proper training and guidance, as well as access to industry resources to be successful in their roles

cultivating a community where employees feel valued and know their contributions are meaningful

and creating an environment that embraces diverse perspectives in our decision-making

We believe this is essential to help us achieve our business objectives.

We are committed to providing our employees with effective engagement and open communication between the IR/TM Team, Head of PC, General Manager, and top executives

We must also build relationships with stakeholders, such as the GMWU and the LO, to meet labor regulations

To ensure the best possible buy-in and implementation process, we will engage union leadership monthly on employee-related issues

With regard to the recruitment process, we strive to achieve 100% turnaround time and the Performance Management Policy Manual must be approved by February 2023

Additionally, 80% of supervisors must be trained and 90% of the planned reviews must be completed by the end of the year to ensure our employees have a conducive working environment.

At the union meeting in Accra, a report was given from management in response to the unions’ request

The Acting Mine Manager clarified that the meeting was mainly about safety protocols

Because of the robbery cases in the plant, the Process Manager met with employees to inform them and guarantee their safety

Staff requested more control over the information sent through their platform and proposed the installation of sensors on the fence

Additionally, the camera system was seen as insufficient

Management has begun taking the necessary measures to secure the safety of the workers.

The situation at the plant in Prestea and the surrounding area is complicated and challenging

Management, nevertheless, proactively took action to confront security worries mentioned by the unions and to make arrangements for a demonstration in the future

A severance payment, welfare payment, and unions dues, as well as national service and attachment plans, were witnessed

Unfortunately, the unions refused to go to the second section of the meeting

Consequently, the following step is to form a sub-committee to analyze the bonus scheme

Finally, there is an upcoming engagement plan to guarantee the safety of the employees and the accomplishments of the plant.

We are committed to providing our staff with the assurance that their medical records can be accessed directly through the Medical Officer on the site, which was not a part of the old Collective Agreement

Furthermore, the new Collective Agreement allows employees to be trialled for up to six months when they are promoted, a clause that was absent from the old Collective Agreement, to allow our employees the chance to show their potential.

We are committed to providing our employees with the necessary resources to advance their education

To facilitate this, we have implemented two education subsidy rates

one based on the Ghana inflation rate, and another based on the United States inflation rate

Additionally, for those employees terminated for reasons other than resignation or dismissal, we offer a pro-rata-based end of contract benefit to ensure fair compensation.

Significant progress has been made in recruiting for underground mining and underground maintenance positions

Initially, 18 job positions were advertised and 44 applications received from internal and external sources

Shortlisting is complete and the candidates are currently undergoing an aptitude test

The maintenance department has obtained approval from the Head of Department and is awaiting final approval from the General Manager

Recruitment for developers and operations maintenance planners is also taking place.

Employee engagement is an important facet of human resources management that has been gaining recognition and attention within organizations

The culture and environment in a workplace affects how employees feel about their job, the company, their colleagues and the work they do

Taking this into account, disciplining employees is an important step to creating an environment that is both engaging and productive

Employee disciplinary hearings can be difficult and uncomfortable, but they serve an important purpose

It is an opportunity for the employee to demonstrate why the charge is not justified and for the company to properly document the actions taken and the outcome

By having a clear process in place, it ensures that all parties are treated fairly and that any decision is based on facts

As part of the disciplinary process, it is important to review and sign any reports to ensure that everything is properly documented

It is also essential that any decisions are carried out in a timely manner in order to ensure that they are effective

Through this, employee engagement and HR processes can be improved and enhanced for the benefit of all stakeholders."  It is important to ensure that all employees are treated fairly and equitably

An employee disciplinary hearing provides an opportunity to review the facts and to determine the appropriate action

This process is important in creating an engaging and productive work environment

It ensures that decisions are fair and based on facts, and it also allows for proper documentation of the actions taken and the outcome

By having a proper disciplinary process in place, organizations can create a culture of trust, fairness and mutual respect, leading to improved employee engagement and HR practices.

Our HR and Engagement teams are continuously working to provide the best possible solutions for our people and culture in preparation for our global resources by 2023

This week, we have taken steps to ensure a swift transition and satisfactory outcomes for our employees

Our Insurance provider has been furnished with all necessary documents and follow-up was made

At the Finance level, we are still awaiting an update from insurers

We have also taken into consideration the severance allowance and interest for nine employees

We have requested for the interest charge of each and it is expected to be concluded this week

The special case of Late Kojo Owusu was noted as well, and funeral undertakings for the family were arranged

Additionally, the finance team have confirmed the cheque for the allowance for the family will be ready today

The family is expected to arrive tomorrow

We have started to engage in the review of the bonus scheme and a response should be provided shortly

Management must also make a decision regarding the proposed interest payment on outstanding severance this week

We understand the need for further discussion between the Union and Management on how to handle staff shortages during shift changes.

As we wrap up this presentation, I'd like to thank you for your attention and engagement throughout the session

It's been a pleasure to provide critical insight and an overview of the fundamental components of our people and culture that will help us stay ahead of the curve in 2023

We believe these initiatives will be essential in driving business forward and any questions or inquiries can be directed to the Human Resources team