Management of worker demobilization in the mining sector
After the construction phase of a mining project, many temporary workers are laid off without warning, without severance pay, or in ways that are unfair or can be perceived to be unfair. It is therefore very important to make sure such situations are properly corrected and to ensure that links are established with local communities when tensions exist.
In order to make this happen, accurate reports have to reflect the realities on the ground so that mining companies and their stakeholders can make clear and rapid decisions.
Here is a brief list of steps that will need to be taken:
- Gain an understanding of local laws and regulations, provide assistance during the preparation of hiring and severance contracts, and make sure that the work conditions of people doing similar jobs are equal
- Integrate multiple types of data, such as work experience, skills, and seniority of workers
- Establish an action plan with coordinated timelines between the mining company and local contractors
- Put a dialogue platform into place that enables and encourages exchanges between the company, its contractors, and the community throughout the life of the project
- Standardize contracts and departure benefits
- Communicate the projectʼs policies and practices to the community at large
In order to reduce tensions and inequalities in a demobilization process, it is important to follow a proven and functional methodology that minimizes conflicts, disappointments, and delays and that enables employees to obtain fair working conditions.
For more information, download our case study
More from this category
- Stakeholder Engagement Software to Assist Land Acquisition and Resettlement
- 4 Success Factors to Choose Stakeholder Management Software
- 5 Reasons Why CRM Is Doomed to Fail at Stakeholder Engagement
- Stakeholder Engagement or CRM Software, Which One Is Right for You?
- Measuring Social Performance: the Perpetual Quest for Accurate Reporting