csr on occupational health and safety
The implementation of occupational health and safety (OSH) aspects constitutes the Company’s commitment as a whole in managing the business. Such matter is based on Government Regulation No. 50 of 2012 on the Implementation of Occupational Health and Safety Management System for all employees in the Company’s factories.
The following are CSR programs related to occupational health and safety that were conducted by the Company in 2019.
1. Occupational Safety and Facilities
The Company run occupational health and safety (OSH) programs, starting from the provision of guidelines for notification of hazard placed at each work location, the provision of occupational safety tools, fire extinguisher in each room, the establishment of evacuation route and assembly point in case of disaster, the provision of personal protective equipment (PPE), medical insurance program for employees, the provision of emergency equipment, and other healthy facilities such as medical checkup. Maintenance and inspection are also carried out to the buildings and other work facilities.
2. Occupational Accident Rate
In 2019, there were no work accidents experienced by the Company, but there were 5 minor work accidents experienced by employees of Subsidiaries, namely
PT Trisco Tailored Apparel Manufacturing. For work accidents that occur, the Company has conducted an investigation to find the cause. In addition, the Company
continues to prioritize preventive measures in order to prevent accidents in the workplace.
3. Employees Turnover Rate
The Company always implements a fair and responsible management of workforce in order to build harmonious working relationships and to control employee turnover rate. A controlled turnover rate will drive the productivity of the Company’s employees.
4. Complaint Mechanism
The Company provides channel to allow employees to report employment issues including occupational health and safety of employees through the Corporate Human Capital Division. If necessary, then such matter will be settled according to the Law No. 2 of 2004 on the Industrial Relations Disputes.