The Group occupational health and safety management model is mainly focused on complying with the regulatory norms that govern this area. In this case, some of the regulations considered by CAP are:

• Law 16.744 on Norms of work accidents and illnesses.

• Application of the psychosocial risk protocol.

• The risk prevention instruments (RPI) that rule large-sized companies, such as the “Duty to Inform or the Right to Know’’, “Internal Hygiene and Safety Regulations, “Parity Committee of Hygiene and Safety’’ and the “Risk Prevention Department’’.

• Obligations associated to risk prevention to be met by companies that work with contractors at mine sites. For instance, “Special Regulations for Contractors’’, “Parity Committee at the Mine Site”, “Mine Site Risk Prevention Department’’ and “Health and Safety Management System at the Workplace (HSMAW)’’.

Additionally, three out of the four company operations have implemented systems like the OHSAS 18001 standards in order to develop integrated management models, capable of being measured by external agencies. CAP Acero and Processing, for example, have been 100% certified under this norm; 62% of CAP Minería mine sites are certified; and Las Losas port has been certified under the port-specific ISPS, code.

In 2017, CAP Minería continued to adjust its processes with the purpose of obtaining OHSAS 18001 certification for Cerro Negro Norte mine and ISO 45.001 certification for Magnetita plant in 2018.

In 2017, safety efforts were mainly centered on strengthening its preventive culture through “Visible Leadership” programs periodically provided to company executives and supervisors and the “Conduct Improvement Process” (CIP) applied to workers performing risk-related tasks. This initiative helped increase in 25% the number of people who volunteer observations as compared to past years.

Induction and training courses, prioritizing industrial-mining safety aspects and the use of health protocols, delivered to own and external workers, was another of the initiatives undertaken by the company in this area.

Once again, the outstanding performance on safety achieved by the company in 2017 made it deserving of important distinctions at local and national levels.

On the other hand, Cintac devoted important efforts to working out a new people-oriented safety plan. Additionally, it launched a Conduct Management Program (CMP), on which some workers were trained as “Conduct observers’’. This program is aimed to promote people engagement in the identification and correction of detected deviations.

Thus, thanks to the work developed during 2017, the company was able to reduce in 60% de total number of lost-time accidents in relation to 2016.

TASA, in turn, was certified under the OHSAS 18001 standard and bolstered its safety training and induction plans. However, in October, a worker sustained an accident while cleaning a machine. This incident prompted the company to elaborate a procedure for this task and the other workers were trained on the new protocols.

Finally, Tupemesa continued to develop its incident report program and its awareness-building campaigns on the use of safety equipment addressed to own and contractor workers. Likewise, Tupemasa once again recognized an outstanding worker in safety performance. This award recognizes the contributions by choosing an outstanding worker in safety performance. The company is evaluating the possibility of implementing a conduct management program in 2018.

CAP strives to provide its teams with a competitive package of benefits and multiple choices to conciliate their work responsibilities with their personal and family lives. Likewise, the company is well aware of the importance of providing its workers with pleasant and collaborative climates and the infrastructure and services required to perform their duties under the comfort and safety standards that characterize the Group companies.

These conditions have allowed the company to exhibit turnover indicators as low as 5.4% (women 0.38% and men 3.94%), 2.74% absenteeism and high commitment rates from the staff.

The following are some of advances achieved by the companies in this area:

CAP Acero: Recognized for the educational benefits granted to its workers. Some of these aids are:

• Excellence scholarship:

  registration fee and annual tuition during university education granted to high performance high-school students who obtained good scores on the University Admission Test (PSU).

• Registration fee and study allocation:

  fixed sum paid to workers in December per children between 2 and 18 years of age. This benefit is extended to the worker’s spouse planning to complete his/her primary and/or high school education.

• Assistance for university education:

  amount of money paid in March and December per worker’s children.

• d) Assistance for 40 UF:

  granted to workers with children pursuing superior studies (TEC, PI, university or armed forces’ centers for instruction and training).

Besides the above benefits, CAP Acero makes its workers a special payment in March and reimburses 25% for the purchase of CAP-manufactured steel bars used in the construction or remodeling of their homes.

This benefit scheme is complemented with a life insurance for all workers in case of death.

Cintac: 2017 was focused on improving the work climate. To this end, the company put in place some initiatives to boost internal communication, such as the installation of screens at strategic points showing relevant contents, the relaunching of the “A toda Máquina’’ magazine, the organization of the two first of “Visión Cintac’’ presentations and meetings between the leadership levels and teams to make dialogue more fluid within the company. These efforts were aimed to make people more acquainted with the activities going on inside the organization so they can better understand the impact that their contributions may have on the company goals and, at the same time, potentiate the proposal of improvement opportunities.

Tupemesa: Different activities were organized along the year in order to build a pleasant work atmosphere, encourage bonding among workers and reaffirm their commitment to the company. A five-a-side football championship, the “Vacaciones Útiles’’ program, for collaborators’ children, and the Christmas party, an event open to families are among these activities.