WEEKLY IR/TM PRESENTATION

[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..

[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..

[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..

[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..

[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..

[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..

[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..

[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..

[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..

[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..

[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..