SOCIAL REPORT2015 BRINGING BEAUTY TO PEOPLE

1.

UPDATE ON SOCIAL, ETHICAL STANDARDS, CORPORATE SOCIAL RESPONSIBILITY AND ENVIRONMENTAL ACHIEVEMENTSBLOOM SUPPLIERS KENYA AND ZAMBIA

A REPORT FOR BLOOM

Period: Year 2015

Many of the flowers we at Bloom supply, originate from Africa, mainly Kenya and

Zambia. These flowers are cultivated by specialist farms/growers which form a

significant source of employment in the region, not only for men, but in particular

for women.

The local cultivation and sales of these flowers to Europe has a positive effect on

the development of the population. In addition to direct employment the farms/

growers also invest in the welfare of the people, which is realised by the farms/

growers themselves but also often by working closely with Fairtrade.

At Bloom we feel it is important to give an insight into the standards of the farms/

growers we work with and what developments are taking place in ethnic, social

and environmental areas.

Taking a responsible approach towards the environment is a basic requirement for

us. The farms/growers are committed to using increasingly less harmful products.

Many farms/growers already apply IPM (Integrated Pest Management).

A great deal of effort is put into educating employees and their children in social

matters. Many farms provide good medical facilities and have child care available

for working women.

We are proud of the many positive developments at the farms/growers we closely

collaborate with. On behalf of our farms/growers we would therefore like to thank

you for your support and trust by buying these flowers from Africa through us,

which contributes to local sustainability.

Kind regards,

Bloom

Peter de Raadt - Managing Director

1. Oserian - Kenya 6

2. Nini - Kenya 12

3. Wildfire - Kenya 18

4. Primarosa - Kenya 20

5. Penta - Kenya 24

6. Simbi - Kenya 28

7. Branan Flowers - Kenya 30

8. Karen Roses - Kenya 32

9. Fontana - Kenya 36

10. Khal Amazi - Zambia 38

INTRODUCTION INDEX

5.4.

2015 | Introduction 2015 | Index

Over 30 years, Oserian has continued to support and enhance the

welfare of her employees and the immediate community through

its various social responsibility programs. Oserian provides free

housing, free medical care and schooling for the employees and

their dependents and provides a wholesome environment for the

workers and the community to thrive.

LABOUR AND FREEDOM OF ASSOCIATION

There are 3,899 employees, 77% whom are permanent.

The ratio of men to women is 2:1.

Maternity leave and paternity leave remain at 3 months and 2 weeks

respectively.

The current CBA was signed on 18th October, 2013 with a 22%

salary increment. The table below shows the wage changes:

Grade Previous Wage Current Wage Increased by

KSh KSh KSh

GW 8,722/= 10,746/= 2,024/=

Security Guard 10,897/= 13,427/= 2,530/=

Grade 1 9,435/= 11,625/= 2,190/=

Grade 1a 9,883/= 12,177/= 2,294/=

Grade 2 12,907/= 15,903/= 2,996/=

Grade 2a 16,409/= 20,218/= 3,809/=

Grade 3 20,284/= 24,992/= 4,708/=

Shop stewards are regularly trained to enhance their capacity in

leadership and conflict resolution skills.

The number of unionized employees over the last quarter is as per

the table below:

Union Membership Sep-14 Oct-14 Nov-14 Dec-14 Sept-15

Union membership Nos. 1,820 1,730 1,870 1,844 1,917

EDUCATION

Oserian runs three primary schools, three Early Childhood

Developments, one high school and a training center which offers

both professional and vocational courses. The training center is run

by Kenya Institute of Development Studies (KIDS), a fully compliant

institution.

National exams for year 2015 will be in the month of October. The

number of candidates who sat for KCPE and KCSE in the year 2014 is

as follows:

School Year - 2014

Oserian Primary (KCPE) 100

Kongoni Primary (KCPE) 42

Oserian High School (KCSE) 33

Oserian Hilltop Academy 28

Employee and community enrolment at KIDS training center as at

Sept 2015 was 446 students.

1. OSERIAN - KENYAOserian Development Company is a floriculture business that has provided excellent quality flowers to

markets across the world in an ethical and sustainable manner for over 3 decades. Based in Naivasha -

Kenya, Oserian employs approximately 4,000 men and women.OCCUPATIONAL HEALTH AND SAFETY PROJECTS

ACCOMPLISHED IN THE YEAR 2015

a. 1st Quarter ( January – March 2015)

● Environment Health and Safety committee quarterly meeting was held at the end of January 2015.

● Inspection of chains, wire ropes, cranes and other lifting machines in January 2015.

● Basic Hygiene training in January 2015.● Cholera sensitization was carried in February 2015.● Safe & Effective Use of Chemicals training in February 2015.● Streamer machine operators were trained in February 2015.● Safe & Effective Use of Chemicals training in March 2015.● Inspection/servicing of all fire equipment across the farm was done in this quarter.

b. 2nd Quarter (April – June 2015)

● Environment Health and Safety committee quarterly meeting was held at the end of April 2015.

● Basic Hygiene training in April 2015.● Safe & Effective Use of Chemicals training in April 2015.● Safe & Effective Use of Chemicals training in June 2015.● The Legal Occupational Health & Safety Audit was done by a

DOHSS accredited Auditor.

c. 3rd Quarter ( July – September 2015)

● Annual Noise Audit survey was done by the District Occupational Health & Safety Officer in July 2015

● Basic Hygiene training in July 2015.● Environment Health and Safety committee quarterly meeting

was held in July 2015.

● Safe & Effective Use of Chemicals training in July, August and September 2015.

● Inspection/servicing of all fire equipment across the farm was done in this quarter.

ENVIRONMENTAL PROJECTS ACCOMPLISHED

IN THE YEAR 2015

1. Tree Planting

Trees, shrubs and vines are an integral part of Oserian landscape

providing wildlife habitat, beauty, shade, utility products such

as support posts, droppers, poles, charcoal, firewood, wood and

timber. They also play an important role in conserving the soil and

preventing soil erosion in addition to mitigating climate change.

There are currently over three million indigenous and exotic trees

across the farm.

A forestry and nursery programme is part of an established

Environmental Management Plan.

In the year 2015, 39,807 tree seedlings were planted as compared to

43,825 in 2014, through a project to replace dead exotic trees with

indigenous species.

2. Strategies

A plantation of Eucalyptus grandis is to be established in the

farm during the elnino rains. Acacia xanthophloea seedlings were

planted at the riparian area and Kwazi Acacia forest to replace the

dead trees.

Oserian values its environment and will continue to take measures

to ensure it is looked after and sustained for the future.

Distribution of bracelets to the communities

FPC members on an exchange programme visit

Oserian

7.6.

2015 | Oserian - Kenya

Bracelets made by the community during the 2015

Kesko Bracelet project

3. Forestry trees and Flower sales

A total of 200 assorted trees and flowers worth Ksh 21,525 were sold

in Jan – Sept 2015.

4. Charcoal production

A mobile metallic charcoal kiln is used to convert waste wood

resources to charcoal. This has reduced the dependence on live

trees for firewood. A total of 458 bags worth KSh 485,700.00 were

produced in the period Jan – Sept 2015.

5. Tree usage and value

A total of 258 trees worth KSh 2,130,400.00 were felled in the entire

farm for various reasons. The felled trees were converted to droppers,

support posts, firewood, charcoal, stumps and wind break posts.

6. Environment-CSR Linkage

Oserian donated 1,910 tree seedlings as shown in the table below:

Institution/Community Quantity

NEMA 1000

Kwa Muhia Environmental Group 350

Inkorienito Community 560

Total 1,760

7. IPM strategies in the farm

● Plant nutrition - Vermiculture – worm farming leading to reduction of synthetic fertilizer usage.

● Soil Fertility – specialized soil amendment products.● Humidification of greenhouses to reduce pest pressure.

Product Component /Active Ingredient

Neem Based Products

Azadirachtin products used for repelling and deterring thrips and nematodes

Maxiboost Ecklonia maxima - Contains Auxins and Cytokinins and microelements to correct or prevent the occurrence of micronutrient deficiencies and maintain adequate levels of micronutrients in the plant and stimulate growth

Molasses Polysaccharide Sugars - source of energy for the various forms of microbes and soil life in a compost pile or the soil

Codacide Oil Vegetable Oil - To increase deposition, spread and uptake of chemicals to the target

Fulvic acids Organic electrolyte

Saltrad Coupled Ca and Organic Acids - Efficient corrector for saline and saline-sodium soils

● Biological Control Agents - use of pest and disease natural enemies; predators, parasitoids, entomopathogens.

Product Target

Phytoseiulus persimilis Red Spider Mite – used 100% of the farm

Amblyseius cucumeris Thrips, mites’ eggs/larvae

Amblyseius andersonii Spider mites

Naturally occurring Encarsia formosa White flies

Trichoderma Trichoderma asperellum - Colonization of root zone protecting it from fungal and bacterial pathogens that cause Soil Borne diseases

Bacillus subtilis Botrytis, Powdery Mildew and Vascular wilt

Bacillus thuringiensis/ kurstaki Caterpillars

Metarhizium anisopliae Thrips, Mealybugs, white flies, Aphids and Caterpillars

Lecanicillium lecanii Thrips, Mealybugs, white flies, Aphids and Caterpillars

Hypoaspis miles Thrips, eggs, larvae and pupae Fungus gnats,

Amblyseius californica Spider mites

Beauveria bassiana Thrips, white flies.

Paeciliomyces lilacinus Plant pathogenic nematodes.

MEDICAL

● A well-stocked Health Centre with qualified personnel continues to offer medical services free of charge

● Ministry of Health worked with Oserian Health Center for Polio immunization in Jan 2015.

● Continuing and new spray operators underwent routine medical checks, training and Cholinesterase tests.

CORPORATE SOCIAL RESPONSIBILITY PROJECTS

Jiko Project

● Oserian partnered with South Pole Carbon Asset Management to initiate an efficient Jiko Project (efficient cooking stoves)

aimed at compensation of carbon miles accrued during

transport of flowers from Kenya to Europe. The project started

in April 2013 to September 2014 with an aim of providing

clean and simple cooking solution and to solve the problem

of polluted air from firewood combustion in the homes. 5,737

pieces of efficient cooking stoves have been distributed so far

and the community has appraised this project as one that has

improved their livelihoods.

● Less time will be spent collecting firewood by families thereby creating more time for other activities leading to economic

development.

● The amount of indoor pollutants from the burning of biomass in the family home will be reduced. Less Carbon Dioxide (CO2)

and Carbon Monoxide (CO) will be emitted, reducing the

likelihood of respiratory diseases, thus impacting positively on

the health of families.

● Less time will be spent cooking, providing more opportunities to focus on other household tasks.

● Safety in the homes will be improved, reducing incidences of injuries and burns through use of efficient cooking stoves

which are safer to use.

Distribution of energy saving jikos to the community

Area Number of jikos distributed

Inkorienito 1,199

Suswa upper 1,269

Suswa lower 1,269

Ngondi 2,000

TOTAL 5,737

The issuance of carbon credit from Jiko project is due in late in

2015. This will make more funds available for community proposed

projects.

Bracelet Project

Oserian teamed up with Kesko chain of supermarkets and started

the bracelet project in September 2009. Under this scheme, women

groups from the local communities were engaged to make beautiful

bead bracelets. A bracelet is then paired with a bunch of flowers

which are sold in the supermarkets’ chain in Europe.

This project has been of great benefit to the participating women

groups. The earnings from these projects have enabled the women

in these groups pay school fees for their children, start small

income generating businesses as well as provide feed their families.

Below is the amount of cash disbursed to women from the local

communities in the last three years (2013, 2014, 2015).

May 2015

Women Groups

Number of women

Total Bracelets (pcs)

Cash Disbursed to communi-ties (Kshs)

Retention fee (for Future projects)

Total ksh

Ngondi 111 83586 334,344 167,172 501,516.00

Inkorienito 190 125629 502,516 251,258 753,774.00

Maella 100 63333 253,332 126,666 379,998.00

Oltepesi 168 62686 250,744 125,372 376,116.00

Naropile/Narasha

98 57988 231,952 115,976 347,928.00

TOTAL 522 540,365 2,161,460 1,080,731 2,359,332.00

OCDL- Amblyseius cucumeris application on roses

9.8.

2015 | Oserian - Kenya

Oserian women football club- sponsored by FPC

May 2014

Women Groups

Number of women

Total Bracelets (pcs)

Cash Disbursed to communi-ties (Kshs)

Retention fee (for Future projects)

Total ksh

Ngondi 38 112905 451,620 225,810 677,430.00

Inkorienito 190 145,937 583,748 291,874 875,622.00

Maella/Huruma

30 111724 446,896 223,448 670,344.00

Oltepesi 168 73741 294,964 147,482 442,446.00

Naropile/Narasha

98 55776 223,104 115,552 334,656.00

TOTAL 522 500,083 2,000,332 1,000,166 3,000,498.00

May 2013

Women Groups

Number of women

Total Bracelets (pcs)

Cash Disbursed to communi-ties (Kshs)

Retention fee (for Future projects)

Total ksh

Ngondi 38 78004 312,016 156,008 468,024.00

Inkorienito 190 138999 555,996 277,998 833,994.00

Maella/Huruma

30 79553 318,212 159,106 477,318.00

Oltepesi 168 59091 236,364 118,182 354,546.00

Naropile/Narasha

98 33680 134,720 67,360 202,080.00

TOTAL 522 389,327 1,557,308 778,654 2,335,962.00

PROJECTS UNDERTAKEN IN 2015 BY OSERIAN FAIRTRADE

PREMIUM COMMITTEE (FPC)

Bursaries

Secondary education KSh

Form one partial scholarship 5,179,000

Continuing students (Form 2-Form 4) partial scholarship

16,802,340

Full scholarship 6,763,805

Community – partial scholarship 1,212,000

Special interest groups - partial scholarship 343,600

Orphans- partial scholarship 200,000

Higher education

Universities 5,809,000

Colleges 6,675,000

Kenya institute of Development studies ( KIDS) 5,653,700

Total bursary in Kshs 48,638,445

Bursary Beneficiaries for the year 2015

Education level

Category No. of beneficiaries

Secondary Schools Bursaries

Form 1 partial scholarship

465

Form 2-4 partial scholarship

1133

Full scholarship

102

Community (Maasai, Stokman and LaPieve) - partial

159

Special interest groups

21

Orphans 11

Sub-total 1891

Higher Education Bursaries

No. of beneficiaries

This includes employees and Dependents

Employees Dependents Total

University 87 117 204

Other Colleges

227 150 377

Kenya Institute of Development Studies - College

316 30 346

Sub-total 630 297 927

Total beneficiaries for Secondary and Higher Education Bursaries

2,818

Capacity building- All 15 FPC members and 4 Internal audit

Committee members were trained on basic auditing at a

cost of KSh 420,900 which includes training and conference

fees.

Support to people living with HIV/AIDS - FPC has been

supporting this population over the years. In 2015, nutritious

food worth KSh 2,083,263 was donated to an average of 134

individuals per month.

Schools support - FPC has invested heavily in education as a

means of eradicating illiteracy. In this regard, they sponsored

an education tour to a tune of Ksh 300,000 for Kongoni

Primary school.

Oserian sports clubs - FPC sponsored different sport clubs

within Oserian to the tune of KSh 2,030,200.

Life skills training for Oserian children- In order to empower

the youth, FPC sponsored life skills training at a cost of Ksh

160,000. 90 Pupils from Oserian schools were trained.

Fairtrade training centre - renovation. To improve service

delivery and good learning environment for students

studying at the vocational centre, FPC renovated the roof of

the training centre at a cost of Ksh 1,310,243.

Total amount spent on projects – Kshs 54,943,051 of which

Kshs. 48,638,445 (being 88.53%) was spent on educational

subsidies.

FPC income and Expenditure Report 2015

Premium received in 2015 ( by 31st August) KSh45,589,818

Balance b/f from 2014 23,007,248

Total income 68,597,066

FPC Administration cost 4,846,149

Projects cost 54,943,051

Total expenditure 59,789,200

Admin cost as a % of total expenditure 8.11%

Admin cost as a % of total income 7.06%

Projects cost as a %of total expenditure 91.89%

Projects cost as a %of total income 80.10%

CERTIFICATION STATUS

● KFC Gold/Silver● Global Gap● BOPP – Audited in July 2015, awaiting certification.● MPS A ● Linking Environment and Farming (LEAF) ● FLOCERT – Audit held in March 2015. ● SMETA – Initial audit held in April 2015● Supply Chain Security Audit – Initial audit held on

March 2015. 97% rating

11.10.

2015 | Oserian - Kenya

Nini football team receiving kits

2. NINI - KENYA At 1900m above sea level, along the shores of Lake Naivasha, Nini has established a successful rose

growing business. Nini was established in late 1996 and is owned by Mingi Roses. It has 23 Hectares

under production.

Nini is run by two Directors; John Trundell and Billy Coulson.

Nini is committed to producing good quality roses with a social,

ethical and environmental responsibility. Nini is a silver member of

the Kenya Flower Council, MPS (ABC, ETI, and SQ), and BOPP and has

recently joined Fairtrade.

1. ENVIRONMENTAL IMPACT

Nini is highly committed to conservation of the environment and

as such has a comprehensive environment policy. There is a natural

wetland and reed bed that cleans the water. The water seeps

into the ground and there is no run off from the farm to the lake

even during heavy storms. The Nini fraternity is environmentally

conscious and flora and fauna are paramount in our planning and

operations. Giraffes, waterbucks, Monkeys, wild birds among others

find a home at Nini.

2. HUMAN RESOURCE

Nini has a work force of around 530 employees. All are issued

with respective PPE. The company provides transport for all

its employees. There is freedom of association where 90% of

employees are unionized.

To handle employee issues committees are formed. For example;

i. Gender

ii. Union

iii. Health and Safety

iv. Welfare

The Company also relies on various policies to make its decisions.

For example;

i. Equality policy

ii. Equity policy

iii. Health and Safety policy

iv. Energy management policy

v. Variety selection policy among others

Nini a well equipped pack house with modern cold stores, An office

block housing administration offices and accounts office. Has a

RO and UF machine for water purification and increased water

efficiency. Also a canteen hall that can hold 100 employees at a

time, a clinic that treats all staff at no cost and enough washrooms

and locker rooms for storing PPE’s.

EMPLOYEES’ WORKING CONDITIONS:

Wages

On 1st August. 2014, we implemented the CBA second phase of the

Agricultural Employers’ Association (AEA) and Kenya Plantation of

Agricultural Workers’ Union (KPAWU) CBA (2013-2015).

This led to an increment of 10.5% for the permanent employees.

This has changed our basic pay from Kshs.7, 561.05 to Kshs.8,354.96

and for the entry level including those on training; the increment

was 11.5% moving the basic from Kshs.5, 518.80 to Kshs.6, 153.46.

Working Hours

There was no change in the working hours. Nini’s working hours

remain 46 hrs in a week spread over 6 days of the week and the

seventh day being the rest day. This means that every day we work

7hours and 40 minutes with a break of 1hour and 20 minutes and

the 7th day is a rest day.

Maternity Leave

Maternity leave remained as it was 90 calendar days (3 months)

without forfeiting one’s annual leave. Nursing leave which has been

1hr every day until the child attains the age of seven months. This

was reviewed to until the child attains the age of 10 months.

Sick Leave

The sick leave changed from Fifty days days(50) sick leave with full

pay to Fifty three days (53) followed by Fifty two days (52) with half

pay which now has changed to Fifty five days (55).

Annual Leave

We had 23 days leave for those under 5 years of service which was

increased to 24 days, then for those above 5 years of service had 25

days and we now have them enjoying 26 days leave.

Therefore, those on seasonal contracts and on probation they will

be enjoying 2 days pro-rata leave after completion of a month. This

will be paid cash at the end of the contract period. This clause also

remains unchanged.

Gratuity

Gratuity rate changed from twenty two (22) days’ pay for each

completed year of service to twenty-three (23) days.

Redundancy

Redundancy rate changed from twenty (20) days pay for every

completed year of service to twenty one (21) days.

Permanent/Seasonal Ratios

We do have a few new employees who are replacements to those

that have left. We issue the new employees a contract that has all

the terms being enjoyed by the permanent employees but subject

to probation of two months.

On completion of the contract, the employees are confirmed

to permanent employment. The ratio of Permanent to contract

employees now is at 17:1.

Men /Women Ratio

In an attempt to reach near balance ratio, we have increased our

men number since 2012.

13.12.

2015 | Nini - Kenya

Workers taking computer classes

We have introduced men harvesters and also our spray numbers

have doubled as a result of complying to 4hrs spraying schedule

which is a requirement of Fair-trade Standards. We are now at 1:2.74

as compared to 2013 1:2.07this is because we are trying to equalize

the ratios.

Housing

House allowance changed from Kshs. 1,800 to Kshs. 2,000.

Education Plans

We don’t have any education plan or baby care plans in place but

our FPC (Fairtrade Premium Committee) will be considering this

project in the coming year.

Freedom of association

The Company acknowledges that an employee is an integral part of

the business and thus it shall provide an enabling environment for

its workers to join the Union or form workers’ committee and elect

their own leaders that shall regularly meet with Management to

discuss issues raised/of concern to workers. The company is part of

the Flower Growers’ Group CBA through the Agricultural Employers’

Association (AEA) who negotiate the CBA on behalf of the farmers

with the union (Kenya Plantation and Agricultural Workers Union

(KPAWU).

Our unionized employees have gone down from 82.28% to 69. 81%;

which is mainly due to employees’ resignations in the year. We have

had high labour turnover in the year which we attribute it to the

documentation of procedures which some employees feel like the

systems are now more stringent. Those resigning have served for

over 10 years.

Occupational Health & safety

The Healthy and Safety Policy is being implemented and this has

improved the safety standards as employees are informed of the

need for safety from the induction day. We also have put in signs

that encourage employees to practice safety. The very visible one is

near the gate and acts as a reminder to both employees and visitors.

We had a Health and Safety training. The members of the

committee which include the management were empowered on

how to identify possible risks and put measures in place to avoid

unnecessary accidents.

Staff Welfare

We have established a welfare committee that has systems in place

so as to ensure employees general welfare is better taken care

of unlike previously where we have been having just the union

committee.

In December 2014, we gave our employees Christmas token of 5

Litres Gel Pressure cooker that had a total cost of Kshs.1,200,000.00.

This shall continue during this year’s Christmas, workers shall be

given a gift that they so choose.

Policies and Procedures

We now have our policies and procedures consolidated employee

handbook. This will help in streamlining our rules and regulations,

written and unwritten laws and make it clear what amounts to a

misconduct.

The departmental Standard Operating Procedures have also been

trained to the existing workers and are also the tool used to train

new employees. This ensures uniform instructions across the

departments.

In the year, the HR department prepared an employee handbook

which is a summary of the HR manual and has given every

employee a copy for their reference. During the rolling out, all

employees were trained on all the issues there in which are policies

and procedures.

Medical

Our staff have been provided with a clinic where they get free

treatments and in case of serious cases, they are referred to either

Finlays Medical Centres or AIC Kijabe Hospital for further treatment.

On 17th and 18th December, 2014; we provided free reproductive

health services to Nini Ltd, Osirua and Lamorna 1 workers in

conjunction with medical practitioners from Naivasha District

Hospital.

The tests carried out were; Cervical Cancer Screening, PSA for

prostate cancer and HIV testing and Counseling. Total of number of

beneficiaries were 530 women and 210 men. Those found to have

problems were referred for further management and are doing well.

3. SOCIAL & ETHICAL

NINI complies with the Employment Laws of Kenya, KFC, Flocert and

the MPS Codes of Practice and also do not hire minors.

NINI supplies full PPE for all workers, transports workers to and from

work, has a clinic with a full time nurse, an ambulance on standby

and doctor visits once a week provides housing for senior staff.

There is a football pitch and volley ball court for recreation. The

canteen provides a generous daily meal.

CORPORATE SOCIAL RESPONSIBILITY

Nini has been involved is corporate social responsibilities for the

surrounding communities and during financial period, we have

spent Ksh.3.9 Million towards CSR.

● Rubiri School-a Local Primary school with building materials and pay two teachers monthly.

● Building of the Local Chiefs Camp● Sanata Charitable Trust Gilgil

The local municipal council ever year towards improving services to

the communities such as water, sewage and health.

CSR to the community

Posting Date Description Amount

31-10-14 Rubiri teachers 18,000.00

13-11-14 Naivasha Children Shelter 15,000.00

13-11-14 Naivasha Community HIV AIDS Group 15,000.00

01-12-14 Rubiri teachers 18,000.00

04-12-14 Our Roots Nakuru 360,000.00

15-12-14 Donations to Jamhuri day 5,000.00

29-12-14 KPAWU xmas token 12,270.00

30-12-14 Rubiri teachers 18,000.00

07-01-15 Donations – Sanata Gilgil 25,000.00

30-01-15 Rubiri Teachers - Donation 18,000.00

04-02-15 Coulson Boys Secondary School 300,000.00

04-02-15 Coulson Boys Secondary School 250,000.00

17-02-15 Ministry of fisheries 5,000.00

27-02-15 Rubiri Primary School - 2 Teachers 18,000.00

31-03-15 Rubiri Teachers 18,000.00

30-04-15 Rubiri Primary Teachers 18,000.00

18-05-15 100 Trees to lake Naivasha Environmental Planning

5,000.00

29-05-15 Ruburi Teachers 18,000.00

02-06-15 Madaraka Day - Kongoni Division 3,000.00

02-06-15 Madaraka Day - Naivasha Sub County 3,000.00

01-07-15 Rubiri Teachers - Donations 18,000.00

06-07-15 Donations - Coulson Schools 644,500.00

30-07-15 Rubiri Teachers 18,000.00

31-08-15 Rubiri Primary - 2 Teacher 18,000.00

17-09-15 C. Waigiri - Donation 50,000.00

TOTAL AMOUNT 1,890,770.00

Nini has also been supportive to the staff welfare. It has been

able to support the football clubs for both men and women that

comprises of Nini employees and also players from the surrounding

communities. Nini has also participated in improving the homes of

its employees. The expenditure is as follows:

15.14.

2015 | Nini - Kenya

Workers taking dress making course

< Worker taking a hair dressing course

Staff Welfare

Posting Date Description Amount

04-10-14 105fc 39,200.00

04-10-14 women football 2,940.00

10-10-14 105FC 12,000.00

10-10-14 ladies football 5,600.00

17-10-14 105FC 20,000.00

17-10-14 Ladies FC 5,600.00

24-10-14 Ladies FC 5,600.00

24-10-14 105FC 20,000.00

29-10-14 ladies football 1,050.00

29-10-14 105FC 20,000.00

06-11-14 farewell party 2,000.00

06-11-14 105FC 31,200.00

12-11-14 105FC 28,800.00

14-11-14 ladies FC 5,700.00

19-11-14 ladies FC 5,600.00

19-11-14 105fc 12,000.00

27-11-14 ladies football 15,540.00

27-11-14 world AIDS day 6,160.00

05-12-14 105 fc 14,000.00

10-12-14 GEL 5L PRESSURE COOKER 1,200,007.10

17-12-14 105fc 1,000.00

24-02-15 Ndegwa - Nini Staff Funeral CBA & Other 50,000.00

06-03-15 David Ndegwa Deceased 49,000.00

13-03-15 Freshia Funeral 50,000.00

31-03-15 Coffin And Cross for freshia Itol P/no 3105 48,000.00

08-04-15 Provisional League registration 22,500.00

27-04-15 FC 105 VS West Star 15,000.00

05-05-15 FC 105 match Vs Oljorowa 6,000.00

11-05-15 Fc Match Vs Pororo Fc 6,000.00

18-05-15 105FC vs Reinforces FC 14,000.00

25-05-15 105FC Match Vs Maji Mazuri 6,000.00

02-06-15 Martin Kahunthu Burial Arrangements 52,000.00

02-06-15 FC 105 vs Kisulisuli at Eladma Ravine 18,000.00

06-06-15 Funeral for martin kahuthu-coffin &funeral grant

48,500.00

06-06-15 JEREMIAH AMANGOLE 3618- STAFF WELFARE

1,000.00

17-06-15 10 5fc vs Maji mazuri 6,000.00

17-06-15 105 fc vs Teachers Sevens 6,000.00

30-07-15 Hannah W. Mwaniki P/NO 3045 5,000.00

30-07-15 Martin Chege p/no 4057 5,000.00

20-08-15 JUDY WAITHERA FKF MEETING 1,400.00

28-08-15 Oliver Sawali to Afraha Stadium 1,000.00

28-08-15 105 FC-2 Weeks 2nd Legue 12,000.00

03-09-15 60ltrs soap imani women group 8,595.00

08-09-15 Janet Ludisi passing on-Burial preparations 52,000.00

14-09-15 SEBASTIAN AND WILSON FOR VOLLEYBALL 6,800.00

TOTAL AMOUNT 1,943,792.10

Nini ltd self help group

Projects report for the year 2014/2015

Month Specific project No. Of beneficiaries Amount used (kshs)

Home Improvement

Jun-14 Iron Sheets 70 1,386,000

Oct-14 Iron Sheets 28 567,500

Apr-15 cookers 31 260,700

Apr-15 laptop & V/cleaner 2 40,000

Apr-15 mattress 39 250,900

Apr-15 sewing machines 4 109,000

Apr-15 TV & Set Tops 14 178,200

Apr-15 solar panels 6 108,000

Apr-15 cement 3 39,600

Apr-15 water tank 3 58,890

Apr-15 handsetts 10 115,490

Apr-15 Iron Sheets 60 1,019,970

Total 270 4,134,250

Capacity Building

Jun-14 Driving - Rocky 48 624,000

Jun-14 Tailoring 9 225,000

Jun-14 Hairdressing 10 250,000

Jul-14 Driving - AA 6 67,200

Jul-14 Computer Courses 14 98,000

Oct-14 Driving - Rocky 10 130,000

Oct-14 Driving - AA 6 67,200

Apr-15 Computer Courses 5 35,000

Apr-15 Hairdressing 7 175,000

Apr-15 Driving - Rocky 10 120,000

Apr-15 Driving - AA 17 190,400

Apr-15 Tailoring 3 75,000

Total 145 2,056,800

Children Bursary

Jan-15 Secondary school 57 570,000

College 11 165,000

disabled 2 80,000

Community Child 1 88,550

Best Employee Child

1 97,295

Total 72 1,000,845

Functions Held by FPC

Sep-14 AGM 500 102,000

Dec-14 Special AGM 500 60,000

Dec-14 Fairtrade Day 500 1,076,250

Total 1,238,250

FPC Training/Exchange visits

Jul-14 New std Training 14 194,833

Nov-14 Exchange Visit 14 149,270

Dec-14 Exchange visit 4 15,410

Total 359,513

Total 8,789,658

CERTIFICATIONS

● MPS Gap● MPS SQ – Audited awaiting certificate● MPS ABC ● Fairtrade ● Kenya Flower Council (Silver)

17.16.

2015 | Nini - Kenya

3. WILDFIRE - KENYA

Altitude 1,900 m above sea level

Total area 40 Ha

Cultivated area 27 Ha (15 Ha Roses & 12 Ha Hypericum)

Projected production 40,000,000 stems per annum

VALUE STATEMENT

Wildfire is committed to producing high quality flowers by applying

environmentally sound farming practices and caring for the welfare

and Corporate Social responsibility of our employees with a strong

believe in freedom of association.

CORE VALUES

Integrity, commitment, reliability, quality, consistency, Innovation,

teamwork, communication and client satisfaction.

INNOVATIVE FARMING

Optimisation of water use through Enviroscan systems to monitor

soil moisture.

Integrated Pest Management - Non-pesticide methods for pest

control through controlled breeding programs of natural predators.

ETHICAL PRACTICES AND WORKERS WELFARE

1. Employment

Wildfire has employed 500 employees. 99% of the employees

are on permanent contracts. Wildfire is an equal opportunity

employer with 56% of the total workforce being female employees

who benefit from a 3 months paid maternity leave without loss

of benefits. Wages, terms and conditions of employment for all

unionisable employees are negotiated via Collective Bargaining

Agreement signed between the Agricultural Employers Association

(AEA) which Wildfire is a member and Kenya Plantation Agricultural

Workers Union (KPAWU) where 72% of the employees are members

and freedom of association is guaranteed.

Majority of the employees reside in Karagita Estate which

neighbours the Farm, hence a housing allowance is paid to all.

Wildfire runs a subsidised canteen contributing 50% of the food

cost. The management has taken the initiative to ensure the

quantity and quality of the food is up to the required standard at all

times.

Wildfire Limited is committed to ensuring that no employee is

sexually harassed by putting up in place a Sexual Harassment Policy

and procedure for reporting the same. A gender committee that is

trained has been formed to enlighten the employees on the same.

2. Health Care

Wildfire’s medical facilities include a clinic, a company doctor, a

referral hospital (Finlays Medical Centre) and any Government

hospital. Treatment is offered to all at the cost of the employer.

We also have a HIV / AIDS counselling centre and a PTC committee

within the farm. The peer educator’s group that is trained is active on

sensitizing employees on HIV/AIDS, STD’s and family planning.

3. Social responsibility

Wildfire has sponsored two teachers at Mirera primary school

and one teacher at Rubiri Secondary School where most of the

employee’s children attend.

We have also constructed an ECD centre in Karagita estate which

is catering for about 40 children most of whom belong to Wildfire

employees. The company has also employed an ECD teacher under

its payroll and provides a total of Kshs. 12,000 per month to cater for

the children’s 10.00 o’clock tea and lunch.

The company is also committed to continuously improve the employee

welfare and that of the surrounding community even outside the work

place by ensuring Fair trade premiums are used for the benefit of all.

Through Wildfire Flowers Fair Trade Self Help Group premiums,

the company has built a Kitchen at Rubiri Secondary school and

equipped it with energy saving jikos.

4. Farm Committees

Various committees have been formed on the farm to represent the

workers. The members are democratically elected and meet often to

deliberate on issues affecting the employees depending on the aim

and purpose of the committee. These committees include but not

limited to the following:

● Workers Committee (Union)● Gender Committee● Health & Safety Committee● Peer Educators● First Aiders● Fire Marshals● Fair trade Premium Committee under FLO cert

CERTIFICATIONS

Wildfire adheres strictly to the Kenyan Labour Laws and

International Labour standards. We are certified by international

and national audit bodies where compliance to the set standards is

strictly adhered to.

We are proud to be certified by the following bodies:

● KFC Silver ● Flocert ● MPS A ● MPS GAP ● MPS ETI ● MPS SQ

Wildfire day

Jikos presented by Wildfire flowers fair trade self help group

Presenting kitchen at Rubiri Secondary School built with premiums

Sponsoring Wildfire football club all year

Wildfire Limited was established in the year 2000 in Naivasha, Kenya situated on Moi South Lake Road.

We specialize in growing and exportation of both summer flowers (Hypericum) and Roses.

19.18.

2015 | Wildfire - Kenya

Worker getting medical services from the company clinic

Murram road repaired with premiums

4. PRIMAROSA - KENYAPrimarosa Flowers Ltd took over from Stoni Athi management in Athi River (Primarosa I) in 2003 with a

total of 27 ha under production. With a clear vision to establish and expand in this sector, the company

acquired and started another flower plantation project at Ol-joro-orok farm in Nyahururu (Primarosa II).

In a period of 5 years, the company had a total of 64 hectares fully operational under production.

Primarosa Flowers ltd grows high quality roses for export market,

both direct and auction. Markets are in the UK, Europe, Middle

East, Australia, and Japan. Primarosa 1 grows roses for the direct

market, florists and supermarkets with Primarosa II catering mainly

for increased flower head sizes and the auction market. Most of

the flowers exported in UK are sold in major supermarkets such as

Tesco, Marks & Spencer and Sainsbury’s and Carrefour in France. The

head office of the two estates sits in Primarosa 1 in Athi River.

Number of workers

Single Estate: Primarosa 1

Permanent Workers 582

Non-permanent Workers 9

Total number of workers at the farm 591

Single Estate: Primarosa 2

Permanent: 586

Non-permanent: 21

Total number of workers at the farm 607

Primarosa Flowers Limited being a member and a signatory of

the Collective Bargaining Agreement (CBA) between Agricultural

Employers and Kenya Plantation and Agricultural Workers ”UNION”

has complied and under taken measures to implement the Current

CBA changes in the Matters of Wages, Terms and Conditions of

Employment for its Employees through implementing the following

changes as per the current CBA.

Union agency fees

Unionsable employees who are not members of the union shall

be required to pay an agency fee subjected to the gazettement by

the ministry of labour in accordance with section 49 of the labour

relation act.

Gazetted public holidays

All employees shall be granted full pay.

1. ENVIRONMENT

Environmental management plan

Primarosa Flowers has developed and effective environmental

management plan which is audited on annual bases by NEMA

certified environmental impact assessors to ensure its effectiveness.

Waste management systems

We have an effective waste management system which ensures

that materials used in the crop production and packing operations

are re cycled or re used wherever practical, while ensuring that

the health and safety of operators and consumers or product are

not compromised with. It is the responsibility of our management

to reduce wastage and recycle materials wherever possible. The

company has adopted waste disposal methods which ensure that

potential pollutants do not come into contact with soil, air or water

bodies and that it has no negative effect on the ecosystem.

Energy conservation

The Company utilizes electricity from the main grid. Diesel, petrol,

fuels are used for vehicles and generators to provide energy for

lighting and running its equipment’s and machinery .The Company

has adopted a policy of energy conservation which ensures that

no equipment is left running while not in use. Further, all lights are

switched off while not in use and after close of business every day.

The company shall strive to minimize all forms of gaseous waste. To

achieve this all cold stores, vehicles and generators are maintained

to an appropriate standard to avoid the risk of gas seepage and

minimize/eliminate exhaust fumes. Preventative maintenance and

scheduled service is carried out on all vehicles and generators to

ensure that only properly combusted gases if any are released into

the atmosphere.

Water management

As part of the Primarosa Flowers Limited, we understand that

farming activities could lead to wasteful use of water which is an

essential resource. We therefore have devised mechanisms which

are implemented for efficient utilization of water.

Chemical and fertilizer application

Primarosa flowers has clear policies on application of chemicals

and fertilizers on the farm. These include; Chemicals that have been

banned from the country or by World Health Organization are not

used, Chemicals and fertilizers are only applied in amounts that

are completely necessary in maintaining the quality of the flowers

as well as keeping the disease free. Chemicals and fertilizers are

applied under closed systems so as not to drift or overflow into non

target areas .The Company applies agrochemicals permitted within

FLO,KFC and MPS standard.

Below are some of the activities done by the company to safe guard

environment.

The company has started worm cast liquid extraction as part of its

measures to reduce fertilizer usage.

A Waste compositing system is in place to tackle the organic waste.

A Tree nursery has been established to propagate plant and

distribute/donate indigenous plants to increase reforestation in the

community area around. This project is ongoing.

The company has expanded its beneficial production unit which

has resulted in increase of greenhouses under Phytoseilus persimilis

21.20.

2015 | Primarosa - Kenya

control does reducing the usage of agrochemicals.

The company has well established pretreatment facilities to ensure that all Effluent

waste emanating from agricultural activities is treated and lab test done before

being disposed to the environment.

2. CORPERATE SOCIAL RESPONSIBILITY

● Repair of rural road and Kaguo location in Oljororok.● The company is facilitating community policing by fuelling police patrol

vehicle.

● Supply of free tree seedlings to the schools and community around the farm. ● Provision of free transport to tradition dance during public functions within

the region.

● Provision of free lunch to all employees.● Provision of free tea to all employees. ● Provision of free cement worth 100,000/= to a local church. ● Free transport to all employees. ● Free medical services to all employees.● Primarosa is a member of community development committee.● Free tables to a local school.

3. OCCUPATIONAL HEALTH AND SAFETY

In accordance to ILO convention 155 and Occupational Health and Safety Act 15 of

2007 it is the policy of Primarosa Flowers to prevent accident and injuries to health

arising out of or linked with or occurring in the course of work by minimizing,

so far as is reasonably practicable the causes of hazards inherent in the working

environment and with occupational health as defined in the health and safety

policy manual. Primarosa Flowers Limited is committed to safeguard the health

and safety of employees, visitors and customers. Our policy is to provide and

maintain safe and healthy, environment, working conditions, equipment, and

systems of works in our workplace. It is also our policy to provide adequate control

of the health and safety risks arising from our work activities. We will ensure safe

handling and use of substances. We will also provide such information, training,

and supervision, as is need for this purpose. It is also our policy to consult with

our employees on matters affecting their health and safety, and it is our policy to

prevent accidents and cases of work-related ill health. The allocation

for safety matters and the particular arrangements that we will

make to implement the policy are set out in our health and safety

policy manual. The policy will be kept up to date, particularly as the

business changes in nature and size. To ensure this, our policy and

the way it is operated will be reviewed annually. Primarosa flowers

has a health and safety policy which is implemented to ensure

health risks are mitigated .Below are steps put in place to ensure

safety to all primarosa Flowers employees, visitors, customers and

the community.

1. Health and safety duties of the company, employees ,visitors

and sub-contractors are well spelled out and implemented.

2. General health and safety provisions

Primarosa flowers has ensured that all occupational health and

safety provisions have been adhered to, this includes:

a) Overcrowding

b) Veneration

c) Cleanliness

d) Lighting

e) Sanitary conveniences

f ) Drainages and Floors

3. Machineries safety

All plant, machinery and equipment whether fixed or mobile for

use either at the workplace or as a workplace, are only used for

work which they are designed for and be operated by a competent

person.

4. Safe handling and use of substance

The company has a well detailed and adhered policy on the safe

handling and use of substances such as chemicals and fertilizers.

The policy and its implementation is subject for verification

on annual bases during our internal audits and during our

certification audits.

5. Re-entry policy

Primarosa Flowers has a well-documented re-entry policy which

ensures that entry into the treated/sprayed area is forbidden to

those workers not in plant protection P.P.E.

A monitoring and verification system has been put in place to

ensure conformity to this policy.

6. Health and safety committee

Primarosa Flowers has a health and safety committee in place.

Health and safety Committee consists of representatives from the

management and the workers. Every member of the Committee

undertake a prescribed basic training course in occupational health

and safety within a period of six months from occupational health

the date of appointment or election, as the case may be, and

thereafter further training from time to time.

7. Health and safety awareness

The Company ensures that Health and safety awareness and

trainings are done on annual base by institutions that are approved

by the DOSH.

8. Health and safety audits

The Company ensures that a health and safety audit of the

workplace is carried out at least once in every period of twelve

months by a safety and health adviser. The report of the

audit is kept by the farm for the purposes of inspection and

implementation of the raised recommendations and a copy of the

same sent to DOSH by the adviser within a period of thirty days

following the audit.

CERTIFICATIONS

● Kenya Flower Council● BOPP ● MPS A ● FLO – Multi estate

Workers having lunch at the company canteen

Transport buses for workers free of charge

23.22.

2015 | Primarosa - Kenya

5. PENTA - KENYA

CONDITIONS OF EMPLOYMENT

The 2013-2015 AEA/KPAWU CBA, which expired on 31st of August,

set the basic minimum wages and job classifications as shown

below;

General worker Ksh 5,000.

Semi-skilled worker Ksh 5,400.

Tractor driver Ksh 6,900

Truck drivers Ksh 9,300.

Working hours for all employees were set at a total of 46 hours

spread out over 6 days of the week.

Female employees received a maternity leave comprising 90 days;

whilst the male employees were entitled to a fortnight’s worth of

paternity leave.

Employees were entitled to 53 days sick leave with full pay, followed

by 55 days at half pay in any 12 consecutive months of employment.

Employees with up to 5 years of service received 24 working days

of leave, whereas those with over five years of service received 26

working days of leave.

As at 30th September, 2015, Penta Flowers had 1329 permanent

workers and 25 seasonal workers. Of the total workforce, female

employees accounted for 39% of the population.

The 2015-2016 AEA-KPAWU CBA is still being reviewed, as

negotiations are underway between the Agricultural Workers’

Association and the Kenya Plantation and Agricultural Workers’

Union.

Housing

The Company does not provide housing and as such was obligated

(by the CBA) to pay Ksh 1,700 as housing allowance for the

aforementioned categories.

The Company, however, pays a minimum housing allowance of Ksh

2,400; over and above the 2013-2015 AEA-KPAWU CBA’s stipulation .

This was further supplemented by a transport allowance of Ksh 55

per day for each employee.

Education

Kindly refer to the section on FLO Projects.

Freedom of Association

There was an increase in the number of unionised members. As at

the 30th of September, Unionised employees accounted for 72% of

the total workforce.

The Company enjoys a cordial relationship with Kenya Plantation

and Agricultural Workers’ Union (KPAWU).

Occupational Health and Safety

The Company has a vibrant Occupational Health and Safety

Committee (OHSC) comprising members elected from the

workforce and management appointees. Further, each of the

Company’s farms has a Safety Officer and a team of trained first-aid

personnel.

The OHSC carries out regular risk inspections and submits the

reports to the Safety Officer for remedial action. The Safety Officers

along with OHSC are responsible for drafting and implementing the

annual work-plan for occupational health and safety.

The OHSC receives annual training from DOSH accredited service

providers. The OHSC is in turn responsible for training the rest of the

workforce on occupational health and safety.

1. MEDICAL

The Company has three clinics; one on each farm, staffed by three

nurses, a Clinical Officer and a consultant doctor. The Company also

has an on-site laboratory which provides free laboratory services to

its staff.

2. ENVIRONMENT

Penta was able to train its Environmental Officers (in a tailor-made

programme) in 2014 courtesy of Dudutech Ltd. They receive annual

refresher training for the same.

The Environment Officers are responsible for developing and

implementing the annual environmental work-plan for 2015.

Rain water harvesting activities were made possible by the

maintenance of rainwater gutters and lined canals which directed

the flow into large reservoirs on each of the farms.

3. CORPORATE SOCIAL RESPONSIBILITY

The Company maintained its Corporate Social Responsibility trend

by undertaking the following:

● Continued participation in the Juja Development Council.● Continued participation in the Water Resource Users

Associations.

● Acceptance of Industrial attachment requests from students drawn from Public Universities.

● Improvement of the surrounding public-primary school’s infrastructure.

● Recruitment and selection of staff from the surrounding environment.

4. FLO PROJECTS

1. Baby day care

There are 2 day-care centres currently running. One was started

in January 2013 and the second one in December 2014. They are

located in Juja and Ngoigwa respectively. The aim was to provide

the employees and the surrounding community members with a

Workers being served at the canteen

Issuing of tree seedlings to schools

25.24.

2015 | Penta - Kenya

safe and clean place where they can leave their children during the

day while they are at work.

The centres are run by qualified and experienced attendants. They

are provided with weekly medical check-ups, personalized care for

each child, porridge twice a day among others.

The centres admit children aged between 6 months to 6 years here

they are charged an affordable fee.

Both day-care centres have employed 11 people to take care of the

children.

2. Capacity building

Pema continues to empower its members with various skills, to

ensure there are developing themselves. Members are given

the opportunity to choose a course, the following selection;

hairdressing, catering, computer packages and driving.

Pema later pays 50% of the fees, and Pema member pays the

remaining 50%. The beneficiaries of this program are Penta

employees and their families.

Pema liaises with reputable training institutes in Thika and Juja town

to ensure the courses are customized for our members. In the year

2015 the following were trained:

Driving course 28 members

Computer Packages 5 members

Catering course 3 members

Total 36 members

Also Pema conducts trainings for fair-trade premium committee,

where they are trained on various topics like leadership,

communication and premium management. Also members are

sensitized on fair-trade issues.

3. Gas project

As way of enabling our members to access clean energy, Pema runs

a gas refill project where, our members can access cooking gas at

their own convenience, and be deducted from their salaries at the

end of the month, thus making it affordable to all members. This is a

running project that has been operating since 2004.

4. Lunch project

The FPC introduced the lunch project in the year 2007, and its main

objective was to provide Penta employees with affordable, warm

and fresh food while at work. The project is collaboration between

the FPC, Penta flowers and the employees. The project offers a

balanced meal and alternative menus every day of the week.

5. Sports

The FPC has been organizing sports events since the year 2004,

so as to promote integration and healthy living through regular

exercises among the employees and also the surrounding

community. There have been various sports activities among them,

football, athletics, volleyball, dancing, table tennis, darts among

others. These activities have received a lot of support from the

employees and also the local community. Pema has bought all the

equipment’s needed to run this project.

6. Tree nursery

This project was started in the year 2008. The aim was to grow

trees and sell them at an affordable price to both employees and

the community, so that they can participate in conserving the

environment. Some of the trees grown there are planted in various

institutions, and public places during the World Environment Day

commemoration in June every year. As from the year 2011 the

project started also growing vegetables and sells to both employees

and community members.

7. Secondary school bursary

This project was started in 2004 with an aim of assisting the

members in paying school fees for their children, and also supports

the bright and needy students from the surrounding community by

helping them to have access to secondary school education.

The number of students admitted in this project has been

increasing ever since so as to assist more people. This year, the

program has 126 students benefiting from it. 94% of the students

who sat for their KCSE in 2014 under this program, have now joined

different colleges and universities.

8. World environment day

This day is usually commemorated on 5th June every year. This day

is commemorated through various activities aimed at sensitizing

the workers and the community in general the importance of

keeping the environment clean, planting of trees, and proper

disposal of waste. FPC partners with various groups from the

community so that they can be able to reach more people.

9. Higher education

This project was started in the year 2010 with an aim of enabling

those students who have performed well in bursary programme, to

pursue higher education. It also assists Pema members, who have

students in universities and colleges to pay for their fees.

Currently there are 8 students who are on full sponsorship in public

universities pursuing various degree programmes. 24 were given

partial sponsorship in 2015.

10. School’s development

This a project the FPC did in 201 and it falls under the school’s

development department where the respective committee get to

support the public schools around that will help improve learning

conditions within the schools. This year, the fpc renovated 2 class one

classes at Garissa Road Primary situated next to kiandutu slums in thika.

11. Library

This is a project that was started to provide books needed by the

public schools, around Juja and thika areas, and this is done in

collaboration with the Kenya Library Services Thika branch, where

the schools are able to access the books that they need throughout

the year among other library services. Pema pays for their annual

membership and currently 16 schools are the benefit from this project.

12. Loan scheme

This is one of the major projects in Pema. It was started with an

aim or giving loan to the Penta community at a reasonable interest

rate as compared to other sources like banks. The interest rate is set

as 12% per annum and the payment is done through reasonable

deductions from the salary on a set number of months that the

employee requests. It is a project that is said to be a success.

CERTIFICATIONS

● MPS A● FAIRTRADE ● ETI ● MPS SQ ● MPS GAP ● BOPP

Annual trip of day care children

Workers participating in world environmental day

27.26.

2015 | Penta - Kenya

(detoxification before discharge to the environment.

● Fitting of lower energy saving bulbs fitting of LED lighting in the packhouse.

● Increased usage of bio – pesticide e.g Trichoderman, Bacillus, Biomite etc and beneficial micro organisms e.g Phytosellius ,

amblyseious, earthworms.

● Establishment of Bio gas plant to utilise the green waste from the green house.

CORPORATE SOCIAL RESPONSIBLITY

Activities to workers and the community:

● Maintenance of murram road between the farm and the tarmac road ksh 95,000.

● Maintenance of landscaping at Kirwara sub – district hospital by employing a full time employee Ksh 101,280(ongoing).

● Provision of free lunch and tea to all workers ksh 350,000.● Christmas gifts and party to all workers at ksh 350,000.

CERTIFICATIONS

● FAIR TRADE CERT ● MPS A ● KFC Silver and GGAP ● LEAF Marque

6. SIMBI - KENYASimbi Roses Ltd started in 1995 with 2 ha but its currently 26 ha with an average production of 120,000

stems per day. The farm is on an attitude of 1,600 m above sea level . The farm grows 19 varieties.

1. Wages – increments done as per the CBA 23014/2015.

2. Working hours – all workers work 7hours 40minutes per day

except security workers.

3. Employment – All workers are employed permanent i.e. no

seasonal workers.

4. Housing – House allowance of a minimum of ksh 2,000 is given

to the employees.

5. Co-operate social responsibility

Education: The company supported a local school (Gatunyu

secondary school) with ksh 100,00 towards construction of a

laboratory. The company also donated ksh 200000 towards

support of the local education fund.

6. Freedom of Association – workers allowed joining the union

already 80% are union members.

7. Occupation health and safety

● Inspections are done by Director of Health and Safety Officials- last inspection done in May 2015.

● Health and safety committees training by DOSHS – May 2015.● Safe use training (pesticide applicators) – May 2015 and

August 2015.

● Workers health and safety at work place training conducted by the H&S Committee done on 1-8 Sept 2015.

● Fire marshals training by Fire snow Ltd – May 2014.● MPS SQ and Ethical Trading Initiative Trainings for all workers in

September 2015.

● Health talk for all workers by the staff from the ministry of health for all workers Oct 2015.

8. Medical – Company has a clinic on site manned by a qualified

and registered nurse, that runs from 8.30am to 4.00pm and

doctor visits every once a week from Avenue Health care.

PREMIUMS RECEIVED

From October 2014 to Sept 2015

Euro: 86,389.87

GPB: 8,098.56

Ksh 9,798,339.06

FLO PROJECTS

● Health care : Heart surgery of one of the employees – Ksh 473,000.

● Loans : Issuance of small loans to workers – Ksh 3,600,000.● Laboratory construction: Gatunyu dispensary – ksh 1,400,000.● Bursary: For workers children (secondary school) – Ksh 2,900,000.● Trainings: JB Committee and workers – Ksh 1,200,000.

ENVIROMENT

● Development of wetland for handling farm effluent

Inside the new laboratory

Newly constructed Gatunyu dispensary laboratory with

FT Premiums

29.28.

2015 | Simbi - Kenya

7. BRANAN FLOWERS - KENYAThe farm is located in Central Kenya in the County of Muranga. It is a family owned business and was

started in June 1998 planting 3 hectares of roses. Currently the farm is 21 hectares of roses.

1. EMPLOYMENT CONDITIONS

Wages

The farm is a member of Employers’ Association namely Agriculture

Employers’ Association (AEA) and since May 2014 participates in the

negotiations and implementation collective bargaining agreement

(CBA) with the union (Kenya Plantation Agricultural Workers’ Union –

KPAWU). Wages and other terms and conditions of employment are

negotiated after every two years and percentage wage increment

is implemented annually. Currently members of the Employers’

Association and the Union are in process of negotiating another

CBA because the existing CBA expired in July 2015.

Working hours

All farm employees except security work for 46 hours spread over 6

days and are entitled to one rest-day in a week. Security works for

56 hours spread over 5 days and have 2 rest days in a week.

Maternity leave

Maternity leave provision is at 90 days as per the CBA and the Kenya

Labour Laws. The Company has a policy on light duty for expectant

mothers and time-off early for nursing mothers. Women in general

are not allowed to work high risk jobs i.e. spray, stores, greenhouse

maintenance etc.

Sick leave/ annual leave

Sick leave provision is as per the CBA which is 53 days full pay and

55 days half pay in one calendar year. This is more favourable than

what is provided for in the Kenya Law which 30 days on full pay and

30 days on half pay, the Company was implementing this before

adopting the CBA.

Annual leave

Prior to adopting the CBA the farm was giving 21 days but upon

implementing the CBA, the leave days are as follows.

● From 1 year to 5 years 24 working days.● From 5 years and above 26 working days.

Permanent /seasonal workers ratios

Currently we have 480 permanent workers and 31 seasonal workers.

The seasonal are on short-term contracts and are assigned activities

like replacement of polythene in some greenhouses before the

elnino rains.

Men / women ratio

The ratio of men to women is at 47: 53 respectively.

The farm gives opportunity to men to work in areas that were

predominantly for women i.e. the bunching of flowers and

harvesting in the greenhouses.

Housing

The farm only houses essential services staff, therefore majority

of our staff reside outside the farm. Most of the staff come from

the neighbouring villages and reside from their rural homes. The

company pays a housing allowance of Ksh 1,850 to those residing

outside the farm which higher than the CBA’s Ksh 1,800.

The farm has recently improved housing unit for Senior Supervisors

at a cost of Ksh 364, 0000.

Education

The company has been supporting Thamuru primary school where

workers children go to school by providing treated drinking water,

maintaining infrastructure e.g. class rooms, compound etc.

Freedom of association

The farm has union members and an elected union committee that

meets with management on quarterly basis to discuss workers’

issues. Currently union membership is at 87% and the number is

growing gradually. The management and union officials have good

working relations and there has been several forums organized by

both parties to sensitize employees on industrial relations.

Occupational Health and safety

Branan Flowers has active trained Health and Safety committee. To

enhance safety and health of its employees the farm conducts the

following trainings;

● Primary health care training with emphasis on diseases prevention, family planning, nutrition, hygiene.

● HER project which is provided by an NGO called NOPE , it focuses on enhance health and touches on nutrition, lifestyle

diseases, ergonomics.

Medical

The farm has a well established clinic managed by a Registered

Clinical Officer.

During quarterly medical examinations, the farm engages qualified

medical doctor who visits the farm three times a year.

FLO projects summary

● Premium money received last year Ksh4,758,431.● Usage of premium per project.

● Bursary for workers children Ksh-314,070.● Community project (desks for Thamuru Primary) Ksh 204,000.● Home improvement project Ksh 1,010,770.

Environment project improvement

The farm has an Environmental Management Plan which focuses on

Reduce of waste, use of products and material that can be Reused

and Recycle of waste. For example the farm is on hydroponics to

help manage water.

IPM STRATEGIES

The farm has adopted the following strategies:

● Scouting as way of monitoring pests and diseases● Control methods● Cultural practices● Mechanical practices● Biological control● Use of compatible chemicals

CORPORATE SOCIAL RESPONSIBILITY

Combating insecurity in the area by partnering with the Community

to support construction of a police post which is partly completed.

Supporting education at Thamuru primary school.

CERTIFICATION

● Fairtrade ● MPS A● MPS SQ ● MPS GAP, ETI

Issuing of desks to schools

Issuing of cooking gas to workersIssuing of desks to schools

Issuing of bursary cheques to workers

31.30.

2015 | Branan Flowers - Kenya

8. KAREN ROSES - KENYAKaren Roses is a family owned business registered in the Republic of Kenya, producing 90 million

quality stems of cut flowers a year. It was started way back in 1989 and it is currently made up of six

semi-autonomous farms strategically located at the equator which geographically presents suitable

ecological conditions for production of quality roses. The enterprise produces over 40 varieties of roses in

greenhouse covering approximately 65 hectares of land.

Labour and Freedom of Association

Number of workers- 1,069. Demographically 55% female and 45% male.

Maternity leave and paternity leave remain at 3 months and 2 weeks

respectively.

46% of the workers are registered Union member from 35% the

previous year. Active farm facilitation of membership was done.

Sick leave / annual leave

All employees are granted fifty three days (53) days sick leave with

full pay compared to fifty (50) days in 2013, followed by fifty five (55)

days at half pay against fifty two (52) in any twelve (12) consecutive

months of employment.

Nursing mothers are granted nursing breaks provided the children

are up to (10) months old against (7) months previously.

Education

Bursary schemes for bright needy children from the community

provided.

J.K Moi kaburwo Primary and Kamelilo primary ECD Classrooms

were completed and furnished with desks to enhance conducive

learning environment.

Through the JB education credit facility, the workers and their

immediate families continued getting school fees loans at a

subsided cost.

Environment

Use of biological control agents (Phytoseiulus persimillis and

Amblyseius californicus) in controlling spider mites continued

to be used cutting on the use of harsh chemical molecule. The

programme got boost when the company invested on scarab -web

based scouting programme and focusing more biological agents

such as Hypoaspis, by working closely with Real IPM and Koppert.

The JB sponsored and participated in the beautification of Eldama

Ravine Town and also contributed funds towards Chemususu Dam

Half Marathon whose primary objective was to raise funds for

rehabilitation of the dam ecosystem.

Medical, Health and Safety

There has been continuous HIV/AIDS awareness among workers

within the farm. 20 workers have disclosed their status and formed

a support group to provide psychological and financial support.

Feeding program supported by the JB as well as supporting Worlds

Aids Day Events.

HER project implemented where female workers are accorded an

opportunity to learn from peer educators. The topics range from

STI’s and HIV/AIDS, family planning, personal hygiene among others.

Corporate Social Responsibility Projects

Financed community water project at an estimated cost of Sh 46.2

million to alleviate water scarcity in Tolmo and Kibias community.

Supported Chemususu Dam Half Marathon objectively to raise funds

for protection of water catchment as well as building Uzalendo

Secondary School for the less fortunate children in the society.

Financed the construction of 30 bed capacity maternity wing at

Koibatek Sub county Hospital to ensure access to safe delivery by

mothers hence improved maternal health care.

FLO PROJECTS UNDERTAKEN IN 2014/2015

Premiums received in 2014/2015 amounted to kshs. 28,860,438.65.

● Premiums received in 2014 amounted to kshs. 28,860,438.65. ● Fairtrade awareness and capacity building: It is meant

to bring awareness to workers and the JB both in Fairtrade

and other capacity building areas. Kshs1, 576,151.Project is

continuous.

● JB Education Credit: This is to provide affordable school fees loans at a subsidized cost to workers. Ways and means to

ensure that it’s sustainable will be explored. Kshs. 4,000,000.

Project is continuous.

● JB Welfare Fund: This is meant to mitigate the effects of unforeseen tragedies faced by the workers through provision

of assistance to the existing Maua Self help group based on

member contributions (i.e.2.5 times the monthly deductions by

the group). Kshs. 487,000. Project is continuous.

● JB Kindergarten support: To manage and revamp the kindergarten through provision of stationery, transport and

other incentives to ensure quality education provision and

increased enrolment under the ability to run itself. Kshs.

1,526,142.00. Project is continuous.

● JB Resource Centre Restaurant: To ensure that the patrons to the resource centre and the community have access to

fast, healthy foods and also to earn income for sustainability

purposes. Kshs 964,527.00. Project is complete and leasing

arrangements in place.

● JB Home Improvement Programme: To ensure that workers have access to pure, clean and safe water through provision

of reliable storage facilities for rain water harvesting so as to

Classrooms constructed with FT Premiums

JB restaurant

33.32.

2015 | Karen Roses - Kenya

enhance their hygiene and sanitation standards where deemed

necessary by jb consensus. Provision of basic and necessary

home improvement items i.e. iron sheets that shall ensure a

comfortable, healthy, safe and secure worker. Kshs 4,703,340.

Project is ongoing.

● J.K Moi Kaburwo Pry School Ecd Class: To provide a conducive environment for early childhood learning through construction

of one class and provision of furniture hence provide the

learners with a sound foundation. Kshs 1,730,020. Project is

complete and handed over.

● Neighboring Schools Rain Harvesting: This is meant to support activities that enhance environmental conservation,

protection and facilitation of water harvesting in Eldama-ravine

pry school. Kshs 703,888. Project completed and handed over.

● JB Bursary: This is to assist bright but needy students joining form one from the six surrounding primary schools ,those

continuing and the worker’s children subject to satisfactory

performance. Kshs 1,305,280.Project is continuous.

● Sports and Talent Fund: This is meant to support all the sporting activities of the workers through provision of sporting

gear and sponsorship of tournaments as well as other talent

exploration and identification initiatives like drama, music etc.

Kshs 1,874,190. Project is continuous.

● JB medical and safety outreach: This is meant to provide workers, immediate community and those in the outreach

areas with various medical services. Main focus is supporting

workers in their initiatives to access nutritious food and earn

income for sustainability purposes ie greenhouse and dairy

goats projects. Kshs 389,405.Project is continuous.

● Kamelilo pry Class: To provide a conducive environment for early childhood learning through construction of one class and

provision of furniture hence provide the learners with a sound

foundation at a cost of Kshs 922,644. Project is 80% complete.

● Eldama-ravine pry ECD class: To provide a conducive environment for early childhood learning through construction

of one class and provision of furniture hence provide the

learners with a sound foundation at the cost of Kshs 389,576.

Project is 60% complete.

● Saos Boys Dormitory Septic Tank: This is to ensure that the previously funded dormitory’s ablution facilities are functional.

Kshs 1,667,604.80.Project complete and handed over.

CERTIFICATION

● MPS ABC ● MPS GAP ● MPS Socially Qualified ● MPS ETI ● FLO● LEAF ● BOPP

Tanks constructed with FT Premiums

35.34.

2015 | Karen Roses - Kenya

Road We are committed to consistently produce roses of the highest

quality, by keeping up to date with the latest production

techniques, ensuring strict quality control, and taking utmost care

in handling our valuable produce to ensure our roses meet the high

expectations of our consumers.

Recently we have diversified and introduction a stunning range

of garden flowers concentration on Hydrangea, Gerbera, Peony,

Delphinium and Gypsophila. With favourable growing conditions

due to our range of altitudes Fontana’s garden flowers are of high

excellence.

GENERALLY THE FOLLOWING ARE HIGHLIGHTS FOR 2015

We have introduced a high quality post harvest solution named

Vaselife from Dilpack which is been recycled in the special unit set

for the same.

An upgrade has been made on our propagation unit from a wooden

to a modernized and computerized system to control temperature

and humidity in an automated manner.

A modern phyto unit has been set up in all the four farms to

increase phytoseiulus production. This has drastically minimised our

usage of miticides.

A new fogging system has been introduced in our grading hall and

some of our greenhouses to control temperatures to the desired

levels.

LABOUR

Every year we increase our wages with 11% which is always above CBA.

A welfare association has been set up which offers soft loans in case

of emergency to the employees; the association also gives some

money to any bereaved employee in the company.

All our employees are paid through the bank and can be able to

access their wages via Mpesa. This has encouraged them to start

saving and better planning of their finances. Accessing of their

money has also been made very easy.

A dining hall has been built for our employees to have their lunch in

there as they relax during their lunch break.

FREEDOM OF ASSOCIATION

We have a vibrant Workers Representative Committee which meets

twice a month. Every feedback given is acted upon positively

through the Human Resources office.

We have also set our employees free to join any trade association.

Presently we have members who are already union members.

OCCUPATIONAL HEALTH AND SAFETY

We have trained OHS employees in every department in the farm who

gets refresher course twice a year. We also have new recruits trained to

increase the number of First aiders and fire Marshalls in the farm.

9. FONTANA - KENYAFontana Ltd is a group with 3 farms that grows the highest quality roses. We have 98 varieties from

various breeders globally, concentrating on quality and new technical expertise in the field. Collectively,

Fontana Ltd has 110 hectares under greenhouse ranging from 1950 to 2600 meters above sea level. Each

farm has its own propagation producing high quality grafted and t-budded plants.

Accessible first aid boxes are strategically located in every

department with a trained first aider in charge of the same.

Every year an audit is carried out in all OHS systems that normally

conform to international standards.

We have a trained nurse in place who offers first aid and required

medical support in the farm.

Voluntary HIV testing and training done twice a year and further

confidential follow up made in conjunction with selected institutes

for free ARV’s and counselling to concerned employees.

Typhoid vaccination administered to all willing workers in the farm.

ENVIRONMENT

We have embarked in planting trees in the farm as a way of

conserving the environment.

We have a well mechanized system for our central spray unit and

chemical store for chemical spillage and draining purposes. The

third soak pit is normally released to wetland after the whole

cleansing process is achieved.

CORPORATE SOCIAL RESPONSIBILITY

We have ensured that the roads in the environs of the farm are well

done for easy passage by the farm and neighbours.

We have also supplied a water tank in Salgaa Police Station as part

of giving back to the society.

A block of toilets have also been done in the County Govt Chief’s

camp in Rongai.

We also pool our monthly resources with others farms within Rongai

location for community policing at night whereby a Land rover has

been purchased and is fuelled with monies contributed.

CERTIFICATIONS

● MPS GAP ● MPS ECAS ● ETI SMETA

Post harvest solution

Rongai County Office toilets

Water tanks Salgaa police station

Phyto units

37.36.

2015 | Fontana - Kenya

Khal Amazi has three (3) sites on the Chalimbana valley:

● Home Farm (KA) – 24ha of greenhouses● Kapwelyomba (KP) – 21ha● Sunrose (SR) – 19haKhal Amazi was established by Greg Barnes - MD, in 1998. There

are three divisional managers each responsible for their own green

houses and pack sheds, Supply Chain Manager, Airfreight Manager,

QC manager and other supporting staff.

The company employs 2,200 workers on six-month contracts,

seasonal contracts and longer-term contracts of over a year in

duration. The business is labour intensive, with careful supervision

required 24 hours a day, 365 days a year. Staff at all three production

sites, including managers, are trained locally, both in processing and

packaging.

A full colour range is grown in 64ha of greenhouses across three

sites in the Chalimbana Valley on the eastern outskirts of Lusaka in

Zambia. The roses are harvested daily, and then immediately graded

and bunched to fulfil supermarket orders. The flowers are then

stored in purpose-built cold stores.

The pack houses add as much value as possible by packaging

bunches in sleeves and adding flower food. Supermarket stickers

are also attached.

All flowers are exported by air to the European supermarkets within

3 days of being harvested, using both cargo and passenger planes.

The business has enjoyed 17 years of rapid growth from 15 million

stems produced in 1999 to the 180-200 million stems per year.

The business is fully aligned with the certification scheme of the

Dutch Milieu Programma Sierteelt (MPS):

SOCIAL/ETHICAL

● MPS A● MPS GAP● MPS SQ● MPS ETI

ENVIRONMENTAL

● MPS A● ETI● MPS GAP● IPM programme replacing pesticides with biological controls.

CONDITIONS OF EMPLOYMENT

● CBA – New rates signed by unions.● Work hours presently 8 hours with 6 days per week and OT paid

at premium rate.

● Maternity leave is still 3 months of full pay.

10. KHAL AMAZI - ZAMBIAKhal Amazi limited is based in Lusaka Zambia and is situated 18kms from Kenneth Kaunda International

Airport. It is Southern Africa’s premium producer of super sweetheart roses which is a mainstay of

European supermarkets flower offerings.

● Sick/Annual leave. No changes from previous i.e., Annual leave 2 days for each completed month and sick leave will be paid as

long as sickness is confirmed by Medical Practitioner.

● Industrial accidents in work place will be provided under workers compensation Act.

● Social security scheme.● Funeral assistance in the event of death of him/herself,

registered spouse or registered biological child.

● Men/Women ratios current percentage is approx. 55%:45%.● Permanent/seasonal ratios approx. 45%:55%.

Buildings and housing

● Construction of new housing at Sunrose.● Construction of addition showers for crop protection

and workshop at KA.

● Additional showers for CP at SR.● Construction of addition toilets on all farms on going.● Construction of bus collection point at KP.● Upgrading of houses at KP.● Renovations and repainting of compounds on going

on all farms.

Education

● Upgrading and enlarging of the crèche facility at KP.● New toys and chairs purchased at KA.

Freedom of association

● Introduction of new workers union (GRAINMUZ).

● Introduction of gender committees.● Introduction of new policy on breast feeding.

Occupational health and safety

● Continuous measures of retrainin