Contract Worker Welfare Management Plan

Guidance Template

Worker Welfare Manual – requirement 7 - summary:

Require Contractor to develop and provide a Contract Worker Welfare Management
Plan.
The Contract Worker Welfare Management Plan must include as a minimum:

 A leadership commitment statement for Worker Welfare;

 Specification of the Controls for the Contractor to manage Worker Welfare risks
and requirements, including where such actions will be implemented by
Subcontractors. The controls should adhere to the Building Responsibly
Principles;
 Where reasonable and appropriate, the feedback from consultation with
Contractor workers;
 A monitoring and reporting plan, including leading and lagging Worker Welfare
key performance indicators, regularly reviewed with the Company, that enables
the Company to verify that the Contract Worker Welfare Management Plan is
implemented by the Contractor and effective at managing the Worker Welfare
risk of the contract.
EXECUTIVE SUMMARY
This a Contract Worker Welfare Management Plan on how Worker Welfare will
be implemented in support of major construction contract  Provision of
Mechanical Modification Work in SPDC Producing Asset Swamp at Port
Harcourt.

The Company [Wilton Services Nig. Ltd], executing contract  Provision of

Mechanical Modification Work in SPDC Producing Asset Swamp  at Port
Harcourt, is striving for top quartile performance on Worker Welfare with
regards to labour rights, worker welfare in the workplace and in the worker
accommodation. The Company wishes to promote a culture of care, respect and
wellbeing. In addition to be the “right thing to do”, experience has shown that
focussing on worker welfare can result in improved safety performance, better
attraction, increased retention rates and increased productivity.

Our company recognises the importance of ensuring the welfare of the

workforce employed to deliver the service/project is effectively managed. We
have set out the approach and expectations to promote the welfare of the
workforce. This Plan sets out how to ensure the welfare of the workforce is
effectively managed.

Ver.# Date Authorised by Details

1.0 2021-04-30 Template

Contract Worker Welfare Management Plan – Major Project Page | 2

Table of Contents

Leadership Commitment To Worker Care....................................................................4

Visible and Strong Leadership – Demonstrating Care for People..............................4
Worker Welfare Committee......................................................................................4
Worker Welfare Risks and Mitigations..........................................................................5
Building Responsibly Principles - How Care for People and Worker Welfare will be
delivered........................................................................................................................5
Labour Rights.................................................................................................................5
BR-01. Workers are treated with dignity, respect and fairness................................5
BR-02. Workers are free from forced, trafficked and child labor..............................6
BR-03. Recruitment practices are ethical, legal, voluntary and free from
discrimination............................................................................................................6
BR-04. Freedom to change employment is respected..............................................7
BR-07. Access to documentation and mobility is unrestricted..................................8
BR-08. Wage and benefit agreements are respected................................................9
BR-09. Worker representation is respected..............................................................9
BR-10. Grievance mechanism and access to remedy are readily available.............10
Working Conditions.....................................................................................................11
BR-05. Working conditions are safe and healthy.....................................................11
Living Conditions.........................................................................................................12
BR-06. Living conditions are safe, clean and habitable...........................................12
Monitoring and Review (including worker feedback).................................................15
Audits, Inspections and Reviews..............................................................................15
Monitoring and Tracking of KPIs..............................................................................15

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LEADERSHIP COMMITMENT TO WORKER CARE

Visible and Strong Leadership – Demonstrating Care for People

Senior leaders from our Company will sign up to Shell’s Goal Zero Vision to
demonstrate our commitment to HSE&SP including worker welfare. Senior
leaders will deliver on their commitment and show visible leadership against the
commitments that they have made. Project leaders will show their commitment
to worker welfare by being accessible, approachable and genuinely concerned
for the wellbeing of workers. Leaders will regularly be visible around the
worksite and worker accommodation, taking time to talk to workers about their
issues and concerns. Sharing mealtimes gives a valuable opportunity to have
informal discussions with individuals. In addition, if required, more formal
discussion, or grievance sessions will be held, particularly if there are specific
issues of general concern. This requires a very personal commitment to the
welfare of the workforce, sustained over the life of the contract execution. The
exact expectations from leaders will be agreed by the Worker Welfare
Committee (or Welfare Management Team).
Action:
 Establishing a presence and being recognised at the worksite, for example
through involvement in site walk throughs with active engagement with the
workforce, being present for grievance sessions, toolbox talks, talking to the
workers in their place of work and rest areas
 Engage with the workforce, learn, understand and acknowledge the
workforce problems, agreeing actions and ensuring they are followed up
including personally checking that remedial actions and improvements have
been made
 Presence and participation at organised events and functions
 Making time to stay at the worker accommodation on a regular basis,
participating in recreational events and eating with the workers, to
understand issues and provide feedback to Management and Worker Welfare
Committee
 Active participation at the Worker Welfare Committee
 Visiting the ill and injured

Worker Welfare Committee

Action:
 A Worker Welfare Committee (or Welfare Management Team) will be formed
to provide oversight of the implementation of worker welfare activities.

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 The Worker Welfare Committee will include participation from select
members of the Contractor Leadership Team together with worker’s
representatives.
 This Worker Welfare Committee will meet periodically to review current
issues, expectations, goals and performance.
 To be successful, a 'One Team' approach is expected to be sought.
 Members of the Committee are:
 XXXXXXXXXXX

 XXXXXXXXXXX

 XXXXXXXXXXX

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 

WORKER WELFARE RISKS AND MITIGATIONS

In this section, please specify the controls for the contracted activities to manage
Worker Welfare risks and requirements, including where such actions will be
implemented by Subcontractors. To be included is a list of all Subcontractors
with a high Worker Welfare risk [Note: the main Contractor is to ensure there
are Plans covering their Company and all their Subcontractors. This could be one
Plan owned by the main contractor, or some Subcontractors can have their own
Plan].
The controls should ensure compliance with the Building Responsibly Principles,
as a minimum. The following sections give a list of considerations for each of
these ten Building Responsibly (BR) Principles.

BUILDING RESPONSIBLY PRINCIPLES - HOW CARE FOR PEOPLE AND WORKER

WELFARE WILL BE DELIVERED
The next three sections map the Worker Welfare Manual requirements for the
Contract Worker Welfare Management Plan to the corresponding ten Building
Responsibly Principles. For reference see Building Responsibly’s: Guidance notes
The ten BR Principles are grouped according to the main three Worker Welfare
risk areas:
 Labour rights
 Working conditions
 Living conditions (accommodation)

The Building Responsibly Self-Assessment Tool can be used to do a gap analysis

and specify controls for the gaps.

LABOUR RIGHTS

BR-01. Workers are treated with dignity, respect and fairness

Workers, irrespective of their nationality, gender, ethnicity, social and legal
status, race, religion, or other protected status, are treated with dignity, respect,
and fairness and are not subject to harassment, discrimination, abuse, or
inhuman or degrading treatment.
Action:
 Company should ensure policies and systems are in place that mandate
treating workers
with dignity, respect, and fairness and that ensure workers are not subject to
harassment,

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 discrimination, abuse, or inhumane or degrading treatment. Such policies or
systems should set a minimum standard of worker welfare management and
be regularly reviewed and assessed.
 Company should conduct or commission a pre-assessment of the legal
environment in any
operating location to identify potential gaps relating to international labor
expectations and the Building Responsibly Worker Welfare Principles.
 Company should ensure their code of conduct and policies on ethical
treatment are fully
communicated in a format and language understood by all workers, especially
those with low literacy skills.
 Company should give a senior manager clear responsibility and resources for
implementing the company’s commitments to ensuring workers’ dignity,
respect, and fairness.
 Company should ensure workers have access to a mechanism to report
concerns,
complaints, or potential violations of their rights.
 Company should ensure all workers are subject to a standard pre-
employment assessment
and due diligence process to ensure workers freely consent to all work
undertaken and to
unearth any potential exploitation.
 Company should take steps to ensure that contractor and subcontractor
worker welfare
management processes align with company expectations and minimum
standards of compliance.

BR-02. Workers are free from forced, trafficked and child labor
Workers are not subject to forced, coerced, trafficked, bonded, child, or
involuntary labor of any form.
Action:
 Company should have policies and systems in place that address child labor,
forced labor, human trafficking, and/or the indicators of these, including
sanctions on violators.
 Where possible, to reduce the risk of human trafficking and related forced
labor indicators, company should prioritize local recruitment over
international recruitment, where risks of cross-border exploitative practices
are higher.
 Where there is a reliance on low-skilled migrant workers, company should
conduct thorough due diligence processes on recruiters and specific training
for staff.

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 Where young workers are employed, company should ensure that they have a
robust
system in place for age verification and have clearly identified the non-
hazardous activities that young workers can undertake.
 Where possible, company should require minimum rates of pay in contract
conditions with subcontractors or with suppliers recruiting labor, where these
are stated in the tender
process.
 Company should post clear job advertisements with details about the terms
and conditions of work.
 Company should ensure and verify that workers have voluntarily consented to
their role,
employment contract, working hours, and overtime.
 Company should ensure that all workers meet the minimum working age
under the relevant legislation, but in no case less than the ILO general
minimum age – regardless of local custom or laws.

BR-03. Recruitment practices are ethical, legal, voluntary and free from
discrimination
Workers shall be recruited through ethical and legal means whereby all
recruitment shall be free from discrimination and all forms of involuntary labor,
slavery, and trafficking. Companies should commit to responsible recruitment in
their operations and prohibit the payment of fees by the worker. Conditions of
employment shall be transparent and agreed upon in writing prior to
commencing work in a language that is understood by the worker.
Action:
 Where possible, company should limit the use of labor suppliers and recruit
directly and
locally.
 Company should identify and conduct due diligence on recruitment agencies
to ensure that they are respectable and are not involved in human rights
violations.
 Company should check that the workers have a legal status to reside and work
in the
country and that they are not undocumented workers.
 Company should engage partners to understand the cost structure of the
recruitment
process and should ensure that what they pay is enough to cover it all.
 Company should adopt the Employer Pays Principle in recruitment agent
agreements.
 Company should ensure there are clear and robust contractual expectations
around fair

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 recruitment with recruitment agencies. This could include monitoring, the
right to audit
partners’ practices, and the right to terminate the relationship in case of
serious violations.
 Where possible, company should limit or control the use of sub-recruitment
agents and
should develop schemes that incentivize ethical recruitment practices.
 Company should give partners enough time and notice to recruit the workers
needed.
 Company should ensure workers are provided with comprehensive and
transparent
information about the conditions of recruitment, employment, and work,
agreed upon in
writing and in a language that the workers understand before any work
begins.
 Where possible, company should ensure that workers have received
information on the
labor law and on their rights in the country where they will work.
 Company may consider using technology, pre-departure inductions, low
literacy handbooks, handbooks in workers’native languages, etc.
 Where possible, company should invest in a human resources team to
conduct and monitor recruitment. Responsibilities of this team should include
visiting recruitment centers and meeting workers before they travel.
 Company should monitor the recruitment, mobilization, work, and
termination process to
ensure that the candidates are not charged any fees at any stage. This may
include dialogue with recruitment agencies or formal audits of their processes
to follow-up on contractual clauses and to ask for improvement where
needed.
 Company should provide workers with the means to report grievances or any
activity that is inconsistent with the principles above. Company may also use
worker surveys to determine the nature and scale of the challenges in this
area and to provide a basis for remediation, which should consider the
reimbursement of any fees paid by the worker.

BR-04. Freedom to change employment is respected

Workers are free to refuse their contract; cancel and change their employment;
and, where appropriate, return home travel at the end of their employment
contract should be provided.
Action:
 Company should allow workers to leave the work relationship and terminate
the

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 employment contract provided that workers give reasonable notice in
accordance with
national law, the collective agreement, or their employment contract.
 Company should not levy administrative or financial penalties when workers
terminate their contract early in accordance with national law, the collective
agreement, or their employment contract.
 Company should provide workers with access to all their savings and, in some
circumstances, assistance with repatriation, even when workers terminate
their contract early in accordance with national law, the collective agreement,
or their employment contract.
 Company should not prevent or hinder workers from seeking employment or
from changing employment in the host country by placing restrictions that go
beyond national law.
 Company should assist workers in finding new work or should provide a
proper
compensation package in case of layoffs, including the costs of returning
home for migrant workers.
 Company should not retain workers’ personal documentation as this may
prevent workers
from leaving their jobs or changing employers freely and may make workers
more vulnerable to exploitation.
 Company should implement all worker-related administrative tasks in due
time to minimize
the risk for workers of finding themselves in a restricted or illegal situation,
which could create difficulties for workers when seeking new employment.

BR-07. Access to documentation and mobility is unrestricted

Workers have access to passports and personal documentation at all times.
Workers shall have freedom of movement outside normal working hours, unless
there are legitimate safety or security issues that might threaten the health,
safety, or well-being of the worker.
Action:
 Company should strictly prohibit the confiscation of workers’ personal
documentation or undue limitation of worker mobility by business partners
and should implement strict mitigation measures.
 Company should ensure that workers have unrestricted and immediate access
to their
passport and personal documentation.
 Company should prefer safekeeping of passport and personal documents to
be handled
directly by workers. In any instance where workers do not retain their
personal documentation, companies should provide them with photocopies.

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 Where worker personal documentation is temporarily required by company,
whether for legal or administrative purposes, the company should obtain the
consent of the worker in writing, and documentation should be returned as
soon as it is no longer required by the company.
 Company should have policies and procedures in place to manage workers’
access to
documentation and mobility. Policies and procedures should aim to justify
and minimize the impacts of any restrictions.
 Where possible, company should clearly inform job candidates of any
processes involving the management of personal documentation or
limitations on mobility prior to recruitment and deployment, to ensure that
potential employees can decide whether such conditions are an acceptable
part of the employment.
 Where possible, company should provide workers with personal safe storage
facilities that are always accessible.
 Company should provide workers with complete freedom of movement
outside of working
 hours, unless restrictions are required for legitimate safety or security
reasons. In such cases,company should ensure that restrictions are strictly
limited to measures necessary to preserve and protect workers’ and
communities’ health, safety, and security.
 Where possible, company that operate worker accommodations that are
distant from malls, parks, or other areas where workers can socialize should
strive to limit the negative impact of such distance by providing easily
accessible and safe transportation.

BR-08. Wage and benefit agreements are respected

Workers are paid their agreed wages regularly and on time. Workers will receive
all benefits to which they are entitled in accordance with contractual
arrangements.
Action:
 Company should provide wages and benefits in line with or above the industry
standard and always in compliance with local labor laws and regulations.
 Company should communicate clearly on wages, benefits, deductions, and
details
regarding overtime pay, including through direct references in workers’
contracts.
 Company should provide equal wages for work of equal value without
discrimination of any kind.
 Company should pay wages and benefits at agreed interval, in full and without
any delay.

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 Employees should have easy access to a complaint mechanism if they have
not been paid in time and in full.
 Company should pay wages directly to the individual and not to third parties
unless due
diligence has been conducted to ensure that the worker is fairly treated.
 Company should keep accurate payroll records and monthly proof of payment
of wages,
clearly indicating all wage deductions
 Company should provide workers with information in the form of a pay stub
listing the hours worked and wages and benefits paid.
 Where possible, company should favor payment of wages via bank transfer.
 Company should limit wage deductions to those provided for by national law
or included in wage agreements or employment contracts. Company should
clearly communicate such deductions to workers before the start of the
employment.
 Company should prohibit wage deduction as a disciplinary measure.
 Where wage advances or loans are provided to workers, company should not
charge
interest.
 Company should pay their subcontractors and/or labor agencies on time and
contract with companies that have a good record of timely payment of wages.
 Where possible, company should make regular checks to confirm that workers
employed by subcontractors or/or labor agencies have been paid.

BR-09. Worker representation is respected

Workers have the right to freedom of association. In countries where the right to
freedom of association is restricted under law, companies should recognize the
right of workers to develop alternative means for independent and free
association and to communicate and promote their rights and welfare.
Action:
 Company should establish a culture of trust and ensure genuine, inclusive
worker
representation that accounts for differences and that values the contributions
of all workers.
 Company should respect workers’ freedom of association and identify any
barriers to
inclusive worker representation, such as laws prohibiting representation or
cultural norms that may inhibit certain workers from voicing concerns and
should identify mitigation strategies to overcome these challenges.
 Company should identify vulnerable groups of workers on the project site and
develop

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 appropriate lines of communication with these groups. These could include
worker forums or issue-specific committees.
 Company should ensure that the project has appropriate governance
mechanisms in place (rules, policies, processes) to safeguard worker
representation. These might include a code of conduct, a non-retaliation
policy, and a grievance mechanism.
 Company should ensure that language and literacy, or other social drivers, are
not barriers to worker representation, especially for migrant labor groups.
 Where possible, company should encourage its supply chain to adopt open
communication with workers and their representatives.
 Where possible, company should engage local stakeholders and support
industry to bring local law in line with internationally accepted labor
standards and to remove barriers to worker representation.

BR-10. Grievance mechanism and access to remedy are readily available

Workers have, and are aware of, the means to report grievances or any activity
that is inconsistent with these Principles without fear of retaliation, retribution
or dismissal, and to have them addressed in a prompt, fair, and consistent
manner.
Action:
 Company should put in place grievance mechanisms that enable workers to
raise issues,
on any topics such as travel and living conditions, health and safety, wages
and benefits, or discrimination and harassment, with the guarantee of
confidentiality and the option to remain anonymous.
 Company should ensure that grievance mechanisms are accessible to all direct
and indirect workers and other stakeholders in languages and formats that
promote inclusivity.
 Company should ensure clear, effective communication of the grievance
process to all
workers in a language and format they understand. This should include
communication
around access, guidance on process, and explanation of the governance
procedures
(including escalation or appeal).
 Company should ensure a clear and independent process is in place to
manage and
investigate grievances, while ensuring the person(s) raising any concern is
treated fairly, kept informed, and protected from retaliation.
 Company should provide sufficient resources and relevant training and
competencies to
address and manage all grievances with a view to resolution.

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  Company should address issues and concerns promptly and provide responses
or updates (even before the final response is ready) in a timely manner to the
worker(s) raising the grievance.
 Company should allow for the confidential and anonymous submission of
concerns via
multiple channels that do not require a physical appearance (e.g., hotlines,
online forms,
written submittals in unmanned boxes).
 Company should document all grievances and resolutions, and should publicly
post, if
appropriate, responses to anonymous issues/concerns.
 Company should assess grievance mechanisms periodically to share lessons
learned and
good practices and to promote continuous improvement. This should include
input from those using the grievance process. Where possible, metrics should
be used to measure process performance.
 Company should require subcontractors to establish adequate
channels/mechanisms for
complaints and concerns

WORKING CONDITIONS

BR-05. Working conditions are safe and healthy

Workers have a safe and healthy work environment, subject to a robust health
and safety management system that is compliant with all governing health and
safety laws and regulations and is aligned with applicable international
standards and industry best-practice. This includes access to safe and clean
transportation and welfare amenities on project sites; and the promotion of
transparent and external reporting regarding health and safety incidents.
Action:
Working hours
 The project ensures workers do not work beyond legal limits or recognised
standards for regular or overtime hours.

Travel time
 Company should ensure that travel time to and from work/before the start of
a shift is considered when planning work start and end times, given that
workers need at least 7 hrs of sleep every night for optimal function and
safety performance. Company should allow a degree of flexibility in morning
shift start time if a worker has arrived for shift and inadequately slept due to
overnight travel.

Welfare Amenities

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  Nutritious Food: Companies should ensure that canteen facilities are
adequate to the number of workers and that equipment is clean, sanitary, and
operational. Services are provided for free or reasonably priced, never above
the local market price. When caterers are contracted to provide food service,
specific dietary needs of workers should be incorporated into the
specifications. A healthy mix of food options should be offered, and food
should be of sufficient quality and quantity. Food safety hygiene standards
should be met and assured. Third party kitchen inspections should be held
regularly, and inspection reports should be filed.
 Offices: Workers will have access to functional, quality spaces which support
their needs in order perform their responsibilities effectively and with less
stress. Offices must provide safe, productive and comfortable working
environments

LIVING CONDITIONS

BR-06. Living conditions are safe, clean and habitable

Workers, when provided with accommodation, have living conditions that are
safe, clean, hygienic, and habitable, where consideration is given to their
physical and mental health and well-being.
Action:
Management and Oversight
 General Management: Company should develop a written worker welfare
plan for worker accommodation, covering topics including maintenance,
security, health and safety, living conditions, and relationships with the
communities. In developing the plan, an environmental health risk
assessment should be performed. Rules and regulations should be reasonable
and non-discriminatory, and a mechanism to provide feedback on problems
with facilities should be established.
 Indirect Management: When accommodation services are procured from a
third party, company should have standard processes in place to manage the
initial procurement and to periodically assess living conditions in the facilities.

General Conditions
 Building Construction: Company should ensure that worker accommodation
meet local building codes and are of sound construction and resistant to
extreme weather events. Worker accommodation should meet all passive and
active fire safety requirements, including fire and gas detection systems, and
should be located away from site-specific hazards such as blast zones or toxic
fumes.

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 Medical Facilities: Company should ensure that adequate medical facilities,
equipment, and personnel are available, depending on the risk assessment,
availability and quality of local facilities.
 Heating/Air Conditioning/Ventilation: Company should ensure that heating,
air conditioning, ventilation, and noise control in sleeping accommodation and
recreational facilities are appropriate to the climate and local standards and
provide a comfortable and healthy environment to rest.
IFC/EBRD standards:
 Workers have easy access to medical facilities and medical staff.
Where possible, female doctors/nurses should be available for
female workers.
 In accordance with (UK) HSE first aid room should contain essential
first aid facilities and equipment.
 First aid kits are adequately stocked. Where possible a 24/7 first aid
service is available.
 An adequate number of staff/workers is trained to provide first aid.
 Where possible and depending on the medical infrastructures
existing in the community, other medical facilities are provided (i.e.
nurse rooms, dental care, minor surgery).
 For facilities located in cold weather zones, the temperature is kept
at a level of around 20 degrees Celsius notwithstanding the need
for adequate ventilation.
 For facilities located in hot weather zones, adequate ventilation
and/or air conditioning systems are provided.

Accommodation and Sanitation Facilities

 Sleeping Facilities: Company should ensure that sleeping facilities provide
workers with an adequate level of privacy, sound proofing, light blocking
curtains and that a separate bed and mattress for each worker is provided.
The sleeping facilities should be kept clean and in good condition to allow
proper rest. Consideration should be given to the room cleaning
arrangements such that day and night shift workers are not disturbed when
sleeping.

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 IFC/EBRD standards:
 Nett internal area per person ranges from 10 to 12.5 cubic metres (volume) or
4 to 5.5 square metres (surface).
 minimum ceiling height of 2.10 metres is provided.
 Maximum of 8 workers per room.
 Double deck bunks are not advisable and their use is minimized. Where they
are used, there must be enough clear space between the lower and upper
bunk of the bed. Standards range from to 0.7 to 1.10 metres.
 Triple deck bunks are prohibited.

 Bathing Facilities: Company should ensure that showers and wash basins are
appropriate to the number of workers; segregated by gender; in proximity to
the sleeping facilities; kept clean, adequately ventilated and lighted; in good
working condition, and allow privacy.
 Toilet Facilities: Company should ensure that toilet facilities—including toilets,
urinals, and sinks—are appropriate to the number of workers, adequately
ventilated and lighted, segregated by gender, kept in a clean and fully working
condition, and allow privacy.


IFC/EBRD standards:
 Toilets and other sanitary facilities should be (“must be” in cold
climates) in the same building as rooms and dormitories and are
provided separately for men and women.
 Toilet facilities are conveniently located and easily accessible.
Standards range from 30 to 60 metres from rooms/dormitories.
 Toilet rooms shall be located so as to be accessible without any
individual passing through any sleeping room.
 Sanitary and toilet facilities are designed to provide workers with
adequate privacy, including ceiling to floor partitions and lockable
doors.
 All toilet rooms should be well-lit, have good ventilation or external
windows, have sufficient hand wash basins and be conveniently
located.
 Shower/toilet ratio: between 1 unit per 6 persons and 1 unit to 15
persons.

Waste Treatment: Company should ensure that wastewater and solid waste
treatment complies with local standards or with the IFC’s Environmental,
Health, and Safety Guidelines for Water and Sanitation where local standards
are unavailable. It must be designed to prevent contamination and avoid the
spread of infection and disease and the proliferation of mosquitoes, flies,
rodents, and other pest vectors.

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 Access to Water: Company should ensure that clean water, both potable and
for washing, is always readily available to prevent dehydration and diseases
resulting from lack of hygiene.
IFC/EBRD standards:
 Drinking water meets national/local or WHO drinking water
standards.
 Wastewater, sewage, food and any other waste materials are
adequately discharged, in compliance with local or World Bank
standards – whichever is more stringent – and without causing any
significant impacts on camp residents, the biophysical environment
or surrounding communities.

Communal Facilities
 Leisure, Social, and Telecommunication Facilities: Company should ensure
that basic leisure and social facilities for rest and recreation during free time
are provided, as well as means to communicate with family, such as access to
internet to alleviate homesickness and feelings of isolation. Where possible,
companies should provide space for religious observance.
 Canteen, Cooking, and Laundry Facilities: Company should ensure that
canteen, cooking, and laundry facilities are adequate to the number of
workers and that equipment is clean, sanitary, and operational. Services are
provided for free or reasonably priced, never above the local market price.
When caterers are contracted to provide food service, specific dietary needs
of workers should be incorporated into the specifications. A healthy mix of
food options should be offered, and food should be of sufficient quality and
quantity. Hygiene standards should be met. Third party kitchen inspections
should be held regularly, and inspection reports should be filed.

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 IFC/EBRD standards:
 Canteens have a reasonable amount of space per worker. Standards
range from 1 square metre to 1.5 square metres.
 Places for food preparation are designed to permit good food hygiene
practices, including protection against contamination between and
during food preparation, refer WHO guidelines.
 Kitchens are provided with facilities to maintain adequate personal
hygiene including a sufficient number of washbasins designated for
cleaning hands with clean, running water and materials for hygienic
drying.
 The WHO 5 keys to safer food or an equivalent process shall be
implemented.
 Food provided to workers contains an appropriate level of nutritional
value and takes into account religious/cultural backgrounds.
 Food is prepared by cooks.
 Adequate facilities for washing and drying clothes to be provided -
minimum of providing sinks/ tubs with hot and cold water, cleaning soap
and drying lines.
 When work clothes are used in contact with dangerous substance (for
example, application
of pesticide), special laundry facilities (washing machines) should be
provided.

Transportation
 Transportation: Companies should ensure that transportation that is safe,
comfortable, and easily accessible is provided to the worksite from the
housing facility and back. Transport should also be available for access to
leisure facilities, banking, or shopping if the housing is remotely located.

MONITORING AND REVIEW (INCLUDING WORKER FEEDBACK)

To verify that the worker welfare strategies are being implemented and effective
it is important to establish a monitoring programme comprising:
 A system for regular, periodic engagement with the workforce on all aspects
of worker welfare issues, in order to input into future plans and to gauge
progress in the improvement journey
 Audits, inspections and reviews

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 Monitoring and tracking of Key Performance Indicators (KPIs)

The outcome of audits, reviews and KPIs will be reviewed by the Worker Welfare
Committee.

Audits, Inspections and Reviews

Includes worker feedback, based on meaningful consultation with a
representative sample of contractor staff, to ensure the needs of these workers
are met.
Action:
 A system of audits and inspections (both internal and 3rd party external) that
assess the spectrum of worker welfare will be in place to monitor the
implementation of the worker welfare strategy and associated activities.
 Results of audits and reviews will be made available
 Corrective action will be identified to address raised issues and progress
through to closure is tracked.

Monitoring and Tracking of KPIs

A monitoring and reporting plan, including leading and lagging Worker Welfare
key performance indicators (KPI’s) to verify the Contract Worker Welfare
Management Plan is implemented and effective at managing the Worker
Welfare risk. Some KPIs to be considered include:
 Audits performed as planned
 Communication of resolutions (to issues raised)
 Organised events held as planned
 Volunteer recruitment progress
 Food survey results + recommendations implementation
 Hiring / retention targets
 Leadership engagement / activities
 Recreation facility utilisation rates
 Staff turnover
 Status against grievances raised
 Welfare indicators – sickness
 Worker unrest

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Contract Worker Welfare Management Plan – Major Project Page | 21