During construction, the project management and technical team is expected to consist of 60 staff members. At this point, there is no estimate of the total number of contractor staff and workers, but over a thousand workers can be expected at site at the peak of construction.

Working Conditions and Management of Worker Relationship:

The Group?s Human Resource (HR) Policies and Procedures are detailed in its HR management SOP and an employee handbook. Terms of employment as well as rights and responsibilities of employees are formalized into employment contracts and an employee manual. Hiring and employment practices recognize the principles of non-discrimination and equal opportunity.

The Group states that all relevant national labor laws are fully complied with. All contractors will be required to detail arrangements made for staff in terms of working hours and relevant aspects of working conditions. No on site housing is expected at the Project site. Construction contracts between the Company and contractors and sub-contractors will require that all employees be provided with housing of appropriate quality, as well as requiring submission of regular housing inspection reports and giving the Company access to conduct random audits. All contractor workers will be required to sign employment contracts. Through its labor and working condition assessment (refer to end of the PS2 section and ESAP), the Group will verify the above.

Workers? Organizations and Grievance Mechanism:

The Myanmar Government has ratified 19 International Labour Organization Conventions and these include Conventions related to workers? organizations. The Group confirmed it will ensure the right of all employees to form and join trade unions or other representative organizations of their choice and to bargain collectively.

Various staff communication channels and grievance mechanisms are in place e.g. weekly and monthly one-on-one and Group staff meetings during which employees could express views and concerns. At construction sites, regular worker safety meetings and direct communications with sub-contractors are the key means of worker communications.

Retrenchment:

GMER closed down in October 2013 in preparation for its demolition. The Company arranged two job fairs during which each business within the Company interviewed GMER staff for potential re-employment.  Some of the 134 GMER staff have taken up offers with various Group entities while the rest decided to pursue other opportunities. For those who chose not to stay with the Group, a severance package equal to six months of pay (1 month notice and 5 months of severance) was provided in line with national labor regulations.

Protecting the Work Force:

The Company is working to continually improve work force protection measures. As part of its E&S management system and SOP development process (refer to PS1), the Group will update its HR policy documents and employee manual, to ensure that its labor practices and that of its contractors and sub-contractors comply with work force protection related requirements described in PS2. Refer to the ESAP for details.

Occupational Health and Safety (?OHS?):

The Company confirms that there have been no lost time accidents or fatalities at businesses operating at the Project site. There was a vehicle collision incident on the road to one of the Group?s real estate project construction sites in August 2012 which resulted in a contractor worker fatality. In January 2013, a contractor worker was injured from a fall while working on site, and was admitted to hospital for treatment immediately. The worker died a few days later. The Group is awaiting the final cause of death report from the hospital. Both incidents occurred at construction sites which are not part of the scope of this Project. At another construction site, a number of workers operating at heights without harnesses and walking around bare-footed were observed.

Before the start of the demolition of GMER, Yoma will develop and adopt formal OHS policies at the group level consistent with good international industry practice and with requirements listed in the OHS section of PS2. To this end the Company has recently recruited a construction site OHS manager to drive the process of procedural and system development. Refer to PS1 and the ESAP for details.

The Company, as part of its ESMS development process, will undertake an overall labor and working condition assessment against PS2 requirements, with a strong focus on worker housing conditions, oversight of contractor and sub-contractor labor practices, workforce protection, and occupational health and safety. Follow-up assessments will be performed when demolition and construction activities commence, e.g. to verify construction worker housing conditions. Results from the assessments will provide input into the Company?s ESMS development process.