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    Brasil

 

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.

 

   

COSTAESP

Rel-UITA

   September 5, 2008

 

 

 

*Comissão Sindical dos Trabalhadores da AmBev do Estado de São Paulo

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