HUMAN RESOURCES POLICY

1- INTRODUCTION
Companhia Energética de Minas Gerais – CEMIG considers its human capital to be the main factor in the realization of its commitment to economic, social and environmental sustainability and, with this focus, adopts the Best practices in the labor market in personnel management.
The constant quest for competitiveness and corporate profitability, within a posture of respect for constitutional, legal, environmental and social precepts, is undertaken through the adoption of policies permeated by ethics, transparency and mutual respect, which characterizes labor relations. These policies encompass: the hiring of personnel, labor and union relations, the training and development of the worker as a professional and as a person, occupational health and safety, social monitoring, remuneration and benefits, as well as promoting communication with the employees.
The CEMIG Human Resources Policy is based on culture, on the beliefs and values held by the Company, maintaining consonance with its Declaration of Ethical Principles and Code of Professional Conduct and its Social Responsibility Policy.
The practice of this Human Resources Policy allows CEMIG to continually add value, reinforcing its goal of being “The Best Energy in Brazil” and, in this context, the Company holds the belief that the best energy in Brazil is the energy of its people, which is why CEMIG considers and recognizes each one of its employees as an essential person in the fulfillment of its corporate mission.
Aware of the dynamic character of the Social Relations that permeate and affect Labor Relations, CEMIG is committed to the constant revision and updating of its Policies, making them adequate, whenever necessary, for the transformations that will occur in the political, economic and social realms, in a permanent effort to achieve balance between the interests of consumers, its employees, its shareholders and society.
2 – DEFINITION
The Human Resources Policy is a set of guidelines, based on beliefs and values, which should guide labor relations, sustaining the corporate strategies, in a dynamic and lasting manner, with the objective of ensuring the availability of qualified, healthy and safe, motivated and satisfied people who add value to the Company’s business.
PERSONNEL HIRING
CEMIG seeks to meet, quantitatively and qualitatively, the corporate necessities and requirements, with people that possess the competencies required by the Company and established in the position profiles.
3 – PRINCIPLES
3.1.1 The optimization of human resources in the Company should be guided in a manner that makes it possible, internally and externally, to identify the people that possess the technical and essential competences and to employ them in the best way possible in their positions, whose requirements are compatible with the potential presented.
3.1.2 Careers and positions should be structured in a clear and dynamic manner so as to facilitate occupational mobility alternatives, the planning of individual careers, the administration of potential and of successions and the adequate remuneration of the work.
3.1.3 The Company should practice the maximum level of transparency in the divulgation of the criteria adopted for functional movement and remuneration, allowing employees to plan their careers.
3.1.4 The hiring and selection of personnel should be conducted within the legal precepts, seeking, internally and externally, people whose profiles meet the requirements of the position and the corporate requirements.
3.1.5 The workforce should be dimensioned according to the Company’s strategic objectives in a manner that is dynamic and anticipatory.

REMUNERATION AND BENEFITS
CEMIG provides its employees with remunerations and benefits in an advanced and competitive manner, in consonance with the Best market practices.
4.1 PRINCIPLES
4.1.1 Remuneration should be compatible with the market average, in accordance with the activities performed, performance and Professional competence, in a manner that attracts, retains and recognizes the value of its workforce.
4.1.2 The corporate results achieved should be shared, promoting the partnership relations between capital and labor, compensating and motivating the employees.
4.1.3 The benefits offered by the Company should promote the quality of life and social well-being of the employees and their families, contributing towards the continuous improvement of the organizational climate.

DEVELOPMENT OF HUMAN RESOURCES

CEMIG engages in the continuous training and development of its employees, aligned with the challenges and necessities of the Company, with the goal of maximizing the performance of its human capital and the corporate results, aiming at a balance between professional and personal life.

5.1 PRINCIPLES
5.1.1 Programs for hiring and development must developed in a proactive, continuous and integrated manner, based on competences and results, guided by the permanent search for improvements, and must also comply with the legislation and internal requirements applicable to the position requirements, the evolution of work processes and to the technological stage of the Company.
5.1.2 The employee is the main agent of the development process, being committed to disseminating the acquired knowledge and transforming their hiring and training into solutions that add value for the Company.
5.1.3 The manager is a stimulator, the facilitator and the person responsible for the process of hiring and the development of the employee. No employee shall, without plausible justification, exempt themselves of this commitment, without being liable to due penalties.
5.1.4 Individual initiatives of Professional improvement and empowerment, compatible with the corporate needs, shall be supported.
LABOR UNIONS AND EMPLOYMENT RELATIONS
CEMIG recognizes the Labor Unions as legitimate representatives of its employees and their activities are respected by the Company. It is CEMIG’s objective to make viable, on a permanent basis, through ethical and transparent postures, a relationship channel with the employees and their representatives, always seeking to exhaust all means, acceptable from the corporate point of view, for negotiated solutions.
PRINCIPLES
6.1.1 It is a point of honor for the Company to fulfill all the labor rights of its employees, as provided for in the Legislation, in the Collective Bargaining Agreements and in its Internal Norms.
6.1.2 The construction of a transparent partner relationship between employees and the Company, with the purpose of achieving the satisfaction and the commitment of its personnel, must be guided by the prevention of possible conflicts.  
6.1.3 Reinvidications and the process of negotiation with the entities representing employees must dealt with in an ethical and respectful manner, always seeking to find negotiated solutions which strengthen trust and respect in the relationship.
7 HEALTH, SAFETY AND WELL-BEING
CEMIG understands that, to be “The Best Energy in Brazil”, it must seek, on a permanent basis, to be also the safest energy. For that purpose, the Company has established health, safety and well-being principles that constitute its Health, Safety and Well-being Policy and which are defined by NO-02.03 - Health, Safety and Well-being Policy.
8 HUMAN RESOURCES COMMUNICATION
CEMIG promotes the communication of topics regarding human resources, through agile and efficient divulgation of information, in seeking the construction of a foundation of reliance and credibility which enables the strengthening of the relationship between the Company and its employees, promoting the alignment with corporate directives and strategies.
8.1 PRINCIPLES
8.1.1 The employee must be permanently informed of the subject matters regarding the management of people.  
8.1.2 Communications to the employee must be made in an agile, clear, objective and straightforward manner, thus allowing for greater credibility and transparency between the Company and employees.
8.1.3 The manager, in an active and direct manner, is responsible for always keeping a communication channel open, so as to allow employees to clarify inquiries and expose their opinions and suggestions, thus contributing to the improvement of the organizational climate.
DJALMA BASTOS DE MORAIS  
CEO President 
MARCO ANTONIO RODRIGUES DA CUNHA
Chief Corporate Management Officer