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COSTAESP calls on AmBev to discuss
The Profit-Income Participation Program and the
Manufacturing Excellence Program
Today AmBev’s Profit and Income Participation program
(PLR) does not meet the requirements established
under Law 10101/00, and has become a tool for harassing
workers and imposing targets, many of which are unrealistic
for the factory units.
The workers are no longer consulted to determine these
targets, and neither is there a committee that represents
workers in the discussion of production and the value of the
PLR. Participation in profits and income is not the
same from one factory unit to another, as the value that
each unit receives depends on a ranking based on an audit
promoted by representatives of the company itself.
There is no
committee formed and elected by the workers to monitor this
process.
There is a constant harassment in these audits, from the
naming of the workers that will participate in the audits of
the Manufacturing Excellence Program (PEF), to the
employees that are removed from their posts or changed to a
different shift on the day of the audit, for being
considered unfit to act under an audit.
The work load increases right before each PEF audit.
The areas double the daily work hours in order to bring the
documentation up to date. The workers are instructed to sign
standards and training record that have never even existed,
with the aim of not losing points in the
audit.
The factory also receives a makeover for the day of the
audit: the entire front is dressed up and the floors are
fixed up to cover up the drab environment that workers have
to live in year round.
The audits are an example of the moral harassment that
AmBev
workers are subjected to. They are discriminated against
because they do not know how to behave in a PEF
audit, either out of shyness or nervousness. When this
happens, they are excluded during the audit process because
they fail to perform some role, even though they have been
ordered to be there. A typical accusation in such cases is
that if the audit looks bad it is because “so-and-so” did
not perform well, making the factory lose points.
The PEF and its targets are responsible for
preventing the establishment of a valorization policy for
AmBev
workers. The granting of promotions based on the meeting of
targets has resulted in many workers being passed over for
promotions and salary raises.
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