Working Conditions and Management of Worker Relationship: At the time of the appraisal, HKA employed 243 employees for the existing facility in Pamukova of whom 25% are females. When all the projects are operational, the number of employees will be around 1,100 in total (including the waste collection vehicle drivers) where 305 will be employed in Pamukova, 285 in Bilecik, 30 in Pazaryeri (Bilecik Fertilizer), 220 in Soke, 220 in Odemis and 40 in Odemis (or Ortaklar). The turnover rate was around 5% per year for the last three years. There will be no temporary workers and / or seasonal changes in the work force.
HKA has a documented HR policy and procedures including recruitment, performance evaluation, career development, training and company rules. There are policies and procedures against all kinds of harassment and discrimination on the basis of personal beliefs or other characteristics unrelated to a person’s ability to perform his/her duty. Vacation allowances are documented in procedures, and in the terms of employment. HKA’s management stated that there is no prohibition or discouragement of freedom of association in line with Turkish Labor law; though currently there are no unionized employees and no collective bargaining agreement.
There is a documented formal internal grievance system in place, including use of suggestion/complaint boxes distributed throughout the Pamukova facility which allow for anonymous reporting. The system received almost 50 suggestions/complaints in 2013 and 2014. All suggestions and complaints, as well as progress on the mitigations plans developed to address them, are periodically reviewed by senior management; either during the monthly Occupational Health and Safety meeting and/or at the time of bi annual staff performance reports. A similar system will be used in Bilecik, Soke and Odemis and annual employee satisfaction surveys will be conducted starting from 2015.
Retrenchment is not anticipated as the business is growing.
Protecting the Work Force: In line with the national laws, HKA does not employ child or forced labor.
Occupational Health and Safety: HKA has an OHS system in place in line with Turkish legal requirements, and these include periodic risk analysis, OHS training, documented job descriptions, periodical inspections of the equipment and work place monitoring.
HKA has an incident reporting and investigation system in place that covers both actual incidents as well as near misses. In 2013, at the existing Pamukova facility, the lost time injury frequency rate (LTIFR, number of injuries per million work hours) was 60, an increase when compared to 31 in 2012 and 40 in 2011. Although there is no benchmark data for the industry, these LTIFRs are higher than the benchmarks for similar sectors (reference:
http://www.bls.gov) waste management and remediation services (9.5), waste collection (12.0) and waste treatment and disposal (7.0). The majority of the incidents are hand inju
ries including cuts during segregation / sorting though there have been two incidents resulting in permanent disabilities in the last year.
At the time of the appraisal personal protective equipment (PPE), including safety shoes, goggles, masks and work clothes hard hats, ear plugs, gloves etc., were provided to employees. There are various warning signs displayed throughout the plant including that related to the use of PPE, no smoking and machinery risks. However, goggles were not used by many of the sorting employees.
Periodical workplace OHS measurements including that related to illumination levels, organic gases, dust, noise, and vibration are conducted in Pamukova annually as a part of the existing EHSS system. Mitigation measures are planned if needed. The measurements were in line with Turkish legislation and the WBG’s General EHS Guideline limits. Similar monitoring will be implemented in the new project sites.
Each plant will have its own company doctors who will report to the human resources department. Pre-employment and periodical health tests include respiratory system control, chemicals in blood and urea and audiometry checks. However, there is no specific bio aerosol monitoring at the workplace, as well as workers exposure to bio aerosol particles in the workplace air (bio aerosols are particles in the air consisting wholly or partially of microorganisms which may result in reduced pulmonary function and increased respiratory disease).
Sorting and composting halls as well as the waste unloading building will be equipped with ventilation and eye/body showers will be installed.
There is on boarding EHSS training programs and periodic EHSS training are mandatory for all employees. In Pamukova, EHSS training included topics such as waste collection, waste segregation, organic wastes, first aid, forklift safety, and loader safety.
As per the ESAP, HKA will enhance its existing EHSS system, which will be updated in line with OHSAS 18001 to include; (i) improvements related to the existing incident investigation system to incorporate a more effective root cause analysis system so as to reduce the number of incidents; (ii) development of a program to ensure that required PPE including goggles is used by all employees; (iii) development of a training matrix, in line with the risk analyses and impact assessments to ensure that all employees receive training according to the risk associated with their job descriptions including topics as PPE use, mitigations measures for the risks; (iv) development and implementation of a periodic program for monitoring workplace bio aerosol levels; (v) a review of the adequacy of PPE use versus incidents and risks, and improve the quality of the PPEs, including gloves, if needed; (vi) a program to ensure that the EHSS management system will be applicable to all existing and future activities; and (viii) a documented workplace monitoring program in line with the WBG’s General EHS Guid
eline and WBG’s EHS Guideline for Waste Management Facilities, and relevant Turkish legislative requirements.
Workers Engaged by Third Party: HKA will employ subcontractors for security, catering services and transportation of the employees during operations. For the construction phase, contractors will be hired for the mechanical, electrical and civil works. Contractors will be required to have defined OHS organizational responsibilities, including an OHS expert and HKA’s technical department will be responsible for preparation of the Project specifications, contractor selection and monitoring of the contractor OHS performance. Almost 200 contractors will be employed during construction phase of each facility.
Subcontractors are required, as per contract requirements, to follow Turkish E&S and OHS legislative requirements, including conducting risk assessments, nominating OHS experts and provide EHSS training to employees. Subcontractors are also required as per contract requirements, to follow HKA’s safe working instruction for contractors, which include work permits for specific types of work, incident reporting, emergency response, PPE requirements, machinery and equipment inspections, safe working instructions for working at heights, working with pressurized equipment and that related to hot works. The EHSS performances of contractors, including the lost time injury frequency rate or severity rate (number of lost days per million hours) are not recorded. During the construction period, accommodation will be provided for construction employees at the Bilecik project. As transportation to the other project locations will be relatively easy, there will be no accommodation at other project locations. As per the ESAP, HKA will enhance its EHSS system to; (i) define responsibility within the Company for monitoring contractors’ EHSS performance and reporting to senior management and to relevant departments; (ii) develop a matrix to evaluate contractors EHSS performance, including lost time injury frequency rates (LTIFR number of injuries per million work hours) or severity rates (number of lost days per million hours) and; (iii) review and update contractors contracts for construction to incorporate IFC’s PS2 requirements including accommodation and access to a grievance mechanism.