Report on the Implementation of the derogation to ... - Trade Websites

Final <strong>Report</strong>
RoO Derogation under the PACP-IEPA
very few PNG nationals have been employed or promoted into management-level positions within
the canneries. 68 However, the majority of supervisory level positions are filled by PNG nationals.
Worldwide, tuna canneries are large-scale employers of female workers in unskilled, productionlevel
positions, particularly skinning and loining. At least 70% of workers in PNG canneries are
female; 80-90% of whom are unskilled and employed in production lines.
Given the labour-intensive nature of work within tuna processing facilities, coupled with difficult
working conditions (i.e. standing for long periods each day, working in hot/damp conditions),
canneries actively seek young, fit workers, aged 18 years and over. At a minimum, around 50% of
workers are within 18-35 years of age. In the case of SSTC and RDTC, at least 80% of workers are
between 18-35 years of age. Generally, the maximum age for production-line workers is around 45
years old.
High levels of absenteeism and staff turnover are serious issues for PNG canneries (discussed further
in Section 4.4.2). Currently, absenteeism levels range from around 20-30%. To manage this, PNG
canneries employ up to 30% more workers than the actual level of production warrants. Staff
turnover is as high as 50-60% and is evidenced by the large proportion of the workforce employed
for less than 12 months (40-85%). Canneries report that staff turnover levels are heavily influenced
by interruptions to production. When interruptions are low, staff turnover levels may be around
10%; with interruptions to production due to issues like power and water outages, turnover is much
higher.
Table 4.5 presents a comparative labour profile for PNG’s three tuna processing operations, as at
September 2011.
68 A similar case exists for crews onboard fishing vessels.
Linpico s.a.r.l. Page 53