Workers Accomodation

8/20/2019 Workers Accomodation

1/38

Workers’ accommodation:processes and standards

A guidance note by IFC and the EBRD


2/38

IFC/EBRD | Guidance on Workers’ Accommodation

The EBRD is an international nancial institution that supportsprojects from central Europe to central Asia. Investing primarilyin private sector clients whose needs cannot be fully met bythe market, we foster transition towards open and democraticmarket economies. In all our operations we follow the higheststandards of corporate governance and sust ainable development.

IFC, a member of the World Bank Group, creates opportunityfor people to escape poverty and improve their lives. We fostersustainable economic growth in developing countries by supportingprivate sector development, mobilising private capital, andproviding advisory and risk mitigation ser vices to businessesand governments. Our new investments totalled US$ 15 billion

in scal 2009, helping play a prominent role in addressingthe nancial crisis. For more information, visit www.ifc.org.

About this guidance noteThis Guidance Note is aimed at providing practical guidanceto IFC and EBRD specialists, consultants and clients on theprocesses and standards that should be applied to the provisionof workers’ accommodation in relation to projects funded by IFCor the EBRD. Applying appropriate standards to the constructionand operation of worker housing falls within the performancerequirements on labour and working conditions expected of clientsby both institutions. The Guidance Note also provides examplesof good practice approaches that businesses have successfullyapplied in their operations. IFC and the EBRD have not nancedall the projects or companies mentioned in the Note. Some of theinformation in the Note originates from publicly available sourcessuch as company web sites. IFC and the EBRD have not veriedthe accuracy of such information nor the companies’ practices.This Guidance Note is not intended to establish policy itself;and any issues arising in an IFC- or EBRD-nanced project willbe assessed and addressed in the context of the par ticularcircumstances of that project. The EBRD and IFC recognisethat there are no comprehensive international regulationsrelating to workers’ accommodation, and that good and bestpractices are constantly evolving. The EBRD and IFC intend

to update this Guidance Note to reect such developments,and would welcome feedback and comments from usersto contribute to this process. Comments should be sent [email protected] and [email protected]

ContentsEXECUTIVE SUMMARY 1

INTRODUCTION 2

PART I: PLANNING AND ASSESSING REQUIREMENTSFOR WORKERS’ ACCOMMODATION 4

I. Assessing the need for workers’ accommodation 5

A. Availability of workforce 5

B. Availability of existing housing 5

II. Assessing impacts of workers’accommodation on communities 6

A. Specic impac ts dur ing the const ruction phase 7

B. Community infrastructure 7

C. Community services and facilities 7D. Local businesses and local employment 7

E. Community health and safety 7

F. Community cohesion 7

G. Land acquisition and resettlement 7

H. Dismantling and reinstatement 7

III. Types of workers’ accommodation 9

PART II: STANDARDS FOR AND MANAGEMENTOF WORKERS’ ACCOMMODATION 11

I. Standards for workers’ accommodation 11

A. National/local standards 11

B. General living facilities 11C. Room/dormitory facilities 13

D. Sanitary and toilet facilities 14

E. Canteen, cooking and laundry facilities 14

F. Standards for nutrition and food safety 16

G. Medical facilities 17

H. Leisure, social and telecommunication facilit ies 18

II. Managing workers’ accommodation 18

A. Management and staff 18

B. Charging fees for accommodation and services 19

C. Health and safety on site 19

D. Security of workers’ accommodation 20

E. Workers’ rights, rules and regulationson workers’ accommodation 21

F. Consultation and grievance mechanisms 22

G. Management of community relations 22

ANNEX I: CHECKLIST ON WORKERS’ ACCOMMODATION 24


3/38

August 2009 1

Workers’ accommodation:processes and standardsPublic guidance note by IFC and the EBRD

EXECUTIVE SUMMARY This guidance note addresses the processes andstandards that should be applied to the provision ofworkers’ accommodation in relation to projects fundedby the EBRD or IFC. Applying appropriate standardsto the construction and operation of worker housingfalls within the performance requirements on labourissues expected of clients by both organisations.

There is a range of different types of workers’accommodation that may be required by various

projects and at different stages within projects,including temporary exploration camps, constructioncamps and permanent dormitories. Specic issuesarise in relation to each of these. This note reviewsvarious international, national, private sector andpublic sector standards and guidance that aremore generally applicable. In some cases clearstandards or good practice have been identied.In others, we present a range of standards thatprovide some exibility and adaptability within thelocal context. In these cases, compliance withat least the minimum standard is expected.

Issues for consideration are organised interms of a staged process to be undertakenin planning, constructing and then operatingworker housing facilities. These issues may berelevant to the direct client or to (sub)contractorsundertaking particular elements of a project, suchas construction or management of facilities.In cases where contractors are used, it isimportant to set up appropriate mechanisms andprocesses (reporting/monitoring) to ensure thatperformance requirements are complied with.

At the initial stage of any project, there is a needto assess whether accommodation for workers is

required, and if so, whether this can be providedwithin existing local communities or whethernew facilities should be constructed. The likelyimpact on local communities and the housingmarket of either option should be assessed.

Before constructing any facilities, other potentialimpacts should be evaluated. These may includethe impact of construction, and the effect of a newhoused labour force on community services, such

as health, and on community cohesion and safety.These assessments should form part of a project’sEnvironmental and Social Impact Assessment.

The next step is to consider the standards to beapplied for the location, arrangement and constructionof any facilities. Issues here include considerationof a safe and healthy location, application ofappropriate construction standards, provisionof adequate and sanitary living conditions andprovision of appropriate leisure and health facilities.

There are no universally applicable internationalregulations relating to workers’ accommodationstandards in general. However, there are someinternational standards/guidance on food safety,water sanitation and waste management thatshould be applied, and national or local buildingregulations that must be complied with.

Lastly, when the accommodation has beencompleted, there are issues around its operation andmanagement. These include the type of staff who willmanage it, development of appropriate managementpolicies, such as security and grievance procedures,

and ongoing liaison with local communities. Allsuch policies should be subject to regular review.


4/38

IFC/EBRD | Guidance on Workers’ Accommodation 2

INTRODUCTION

This guidance note looks at the provision of housingor accommodation for workers by employersand the issues that arise from the planning,construction and management of such facilities.

Generally, workers are housed by their employersin cases where, either the number or the typeof workers required cannot be sourced from oraccommodated within local communities. Thusprovision of workers’ accommodation is oftenassociated with the importation of an external

workforce into an area. This can occur becausethe local labour supply or skills base is inadequate,because the workers are simply not available due tothe remote location of the worksite or the particularskills required or because labour requirementscan only be satised by migrant workers due tothe nature of the work or the working conditions.

Provision of worker housing may relate to atemporary phase of a project (for example anexploration or construction camp) or may bemore permanent (for example a factory dormitory

or plantation camp). Depending on the type ofaccommodation, there are a range of considerationsrelating to both the living conditions of the workersthemselves, and to the impact that workers’ housingfacilities may have on surrounding communities.The provision of workers’ accommodation isa frequent component of large-scale projectsfunded by institutions such as the EBRD or IFC.

This note is aimed at providing practical guidance toIFC and EBRD specialists, consultants and clients onappropriate policies and standards relating to workers’accommodation. Both the EBRD and IFC applyenvironmental and social performance standards inrelation to their investments that include provisions onlabour and working conditions. The EBRD has includeda specic provision in its Environmental and SocialPolicy addressing workers’ accommodation; paragraph16 of Performance Requirement 2 (PR2) stipulates:

Where a client provides accommodation for workers,the accommodation shall be appropriate for itslocation and be clean, safe and, at a minimum,meet the basic needs of workers. In particular, theprovision of accommodation shall meet national

legislation and international good practice in relation,but not restricted, to the following: the practicefor charging for accommodation; the provisionof minimum amounts of space for each worker;provision of sanitary, laundry and cooking facilities

and potable water; the location of accommodationin relation to the workplace; any health, re safetyor other hazards or disturbances and local facilities;the provision of rst aid and medical facilities;and heating and ventilation. Workers’ freedomof movement to and from the employer-providedaccommodation shall not be unduly restricted.

IFC Performance Standard 2 (PS2) aims to promote“safe and healthy working conditions, and to protectand promote the health of workers.” Arguably thiscovers living conditions as well when these are theresponsibility of employers. IFC Guidance Note 2 on

Labour and Working Conditions specically mentionsthe potential danger of forced labour when housingis provided to workers in lieu of payment or whereinappropriate charges for housing are levied.

In some instances, for example during constructionphases of projects, workers will not be directlyengaged by the EBRD’s or IFC’s clients, but by(sub)contractors. However, both the EBRD and IFCrequire their clients to ensure that non-employee

Box 1 - Construction camp built and

operated by a Chinese contractor

This example illustrates the different mechanismsand processes which can be set up in order toensure that workers’ accommodation standardsare being implemented by contractors.

Antea, a Greek client of the EBRD and IFC, and asubsidiary of Titan Cement Co, has contracted outthe construction of a cement factory in Albania toa Chinese contractor. The construction involvesbringing in 700 migrant workers and housingthem in workers’ accommodation. As part of thecontract with the construction company, Antea hasincluded a Code of Conduct and specic languagereferring to compliance with national labour law,ILO conventions and IFC PS2 and has developed asupervision and monitoring plan (including safetyand labour audits) to ensure the constructioncompany is in compliance with all requirementsstated in PS2, that living conditions in particularcomply with the guidance provided by the EBRD/IFC and that all conditions enhance a safe andgood working and living environment. Safetytraining courses and integration of best practices

in accident prevention have been instigated,while solid waste and wastewater generatedin the camp is managed in accordance withAlbanian regulations and IFC/EBRD guidelines.


5/38


6/38


In considering worker housing, it is important to rstbe aware of the international, national and localregulatory framework. At a general level, severalinternational instruments recognise a right to anadequate standard of housing for everyone or forspecic categories of the population as part ofrespecting human rights. 2 To ensure the full realisationof this right, binding instruments generally requirethe State to take appropriate steps and measures.

For workers, the recognition of such a right has beenincluded in ILO Conventions and Recommendations

for both Plantations and for Safety and Health inAgriculture, and in the ILO Recommendation 115 onWorkers’ Housing (1961) in par ticular. Although thelatter is a non-binding recommendation providingguidance on policy, legislation and practice to theState and to the national authorities in chargeof housing in particular, it offers useful guidanceon what is expected from employers who providehousing to their employees, and it species a

number of housing standards (See Box 2).

PART I: PLANNING AND ASSESSING REQUIREMENTS FORWORKERS’ ACCOMMODATION

It is generally not desirable for employers toprovide housing for their workers directly andemployers should use alternatives where possible.If there are no alternatives, specic attentionshould be paid to renting arrangements, workers’rights and housing standards. In addition, the

possibility of worker-occupants acquiring, for afair price, ownership of housing provided by theemployer should also be examined.

Renting arrangements should be fair. Adequateand decent housing should not cost the workermore than a reasonable proportion of their incomeand should never include a speculative prot.

The employer should be entitled to repossess theaccommodation within a reasonable time in theevent of termination of the worker’s contract ofemployment and the worker should be entitled toa reasonable period of continued occupancyand/or fair compensation when he ceases toexercise his employment.

During the time workers spend in the workers’accommodation they should enjoy theirfundamental human rights and freedom ofassociation in particular. Workers’ accommodationarrangements should not restrict workers’ rightsand freedoms.

Housing standards should include specialattention to the following:

minimum space allocated per person or perfamily (oor area; cubic volume; or size andnumber of rooms)

supply of safe water in the workers’ dwelling in

such quantities as to provide for all personaland household usesadequate sewage and garbage disposalsystems

appropriate protection against heat, cold,damp, noise, re, and disease-carrying animals,and, in particular, insects

adequate sanitary and washing facilities,ventilation, cooking and storage facilities andnatural and articial lighting

a minimum degree of privacy both betweenindividual persons within the household and forthe members of the household against unduedisturbance by external factors

the suitable separation of rooms devoted toliving purposes from quarters for animals.

Where accommodations are provided forsingle workers or workers separated from theirfamilies, additional housing standards should beconsidered:

a separate bed for each worker separate gender accommodation adequate sanitary conveniences common dining rooms, canteens, rest and

recreation rooms and health facilities, wherenot otherwise available in the community.

2. See for example1948 Universal Declaration of Human Rights (Article 25)1965 Convention on the elimination of all forms of racial discrimination (Article 5)1966 International Covenant on Economic, Social and Cultural Rights (Article 11.1)1979 Convention on the elimination of all forms of discrimination against women (Article 14.2)

Box 2 - ILO Workers’ Housing Recommendation 115


7/38

August 2009 5

At a national or regional level, regulations tend tocontain only general provisions requiring employersto provide a decent standard of accommodationto workers. However, in some jurisdictions thereare detailed regulations or standards setting out acomprehensive framework to be applied. 3 There mayalso be building regulations relating to issues suchas sanitation, safety or building materials that mustbe adhered to. Therefore, national regulations andstandards are the rst place to look when determiningthe necessary standards for living facilities. However,responsibility for planning and building standards maywell lie with regional or local levels of government,

so it is important that these local authorities areconsulted. Provisions on workers’ accommodationcan also be found in policy, guidelines or codes ofpractice adopted by a wide variety of actors such asinternational bodies, industry associations, national,regional or local authorities. 4 Compliance with nationaland local law is the basic and essential requirement.

Benchmarks1. The international/national/local regulatoryframeworks on workers’ accommodation havebeen reviewed.

2. Identied mandatory provisions on workers’accommodation are implemented thoroughly.

I. Assessing the need forworkers’ accommodation

Before building and running workers’accommodation, it is important to understandthe local housing and labour markets and thepotential effects the building of new facilitiesmay have on the surrounding communities.

A. Availability of workforce

At the initial scoping phase of a project, it is importantto consider whether workers’ accommodation isneeded at all. In this respect, it is worth analysingthe project’s workforce requirements including skillsand likely numbers over the project cycle and toassess the capacity of the local population to meetthose workforce requirements either from its currentbase or as a result of training. It is preferable tosource labour from the local communities as this

has many advantages; not only in terms of reducingthe need for workers’ accommodation, but also

as it will increase the direct and indirect benetsto the community arising from the project. Thisapproach is strongly supported by the EBRD andIFC. Any national/local requirements to promote localemployment opportunities must also be taken intoaccount. It should be noted that even in the absenceof such requirements, new recruitment on EBRD/IFC-nanced projects must not be discriminatory.

Benchmarks1. There has been an assessment of workers’availability in the neighbouring communities.

2. There has been an assessment of the skills andcompetencies of the local workforce and how thoseskills and competencies t the project needs.

3. There has been an assessment of opportunities totrain the local workforce to full the project’s needs.

B. Availability of existing housing

If local workers are unavailable or not sufcientlyskilled, the question arises of whether external

workers can be accommodated within the existinglocal housing capacity or whether new facilitiesare needed. In general, the decision to utilisehost-community accommodation or to developon-site accommodation will be based on factorssuch as whether project development is occurringnear to larger, established population centresand on the capacity of any nearby communities,quality of housing stock and the capacity of theenvironment to assimilate a new workforce.

If existing capacity is available, in the form, forexample, of lodging with local families, hotels,hostels or rented housing, the impact on the localcommunities and housing market should be assessed.Such off-site housing may create a wide range ofeconomic opportunities such as rental income forlocal people or development of local businesses(shops and restaurants for instance), which arepositive project impacts, and may also result inimprovements to existing housing stock. However, off-site housing may also be associated with a range ofadverse social impacts including increased demandson infrastructure, services and utilities, developmentof illicit trade activities (drugs, prostitution,

selling of stolen goods) and ination in local rentand other subsistence items with detrimental

3. See for example:United States - Occupational Health and Safety Act (Standards 29, paragraph 1910.142)Brazil - Health and safety regulation in the agricultural, livestock farming, forestry and aquaculturesectors, 2005Malaysia - Workers’ minimum standards of housing and amenities Act, 1990South Africa - Basic condition of employment Ac t, 1997New South Wales, Australia - Rural Workers Accommodation Act, 1969Western Australia - Constr uction camp regulations, 1970Dubai Municipality - Labour camp specications (last updated in 2007)

4. See for example:New South Wales, Australia - Accommodation for rural agri cultural work, code of practice, 2006Singapore - Code of practice on environmental heal th, 2005Israel - Guide for Migrant Workers, Housing ILO - Code of Practice, safety and health in forestry work, 1998City of Geraldton-Greenough, Western Australia, Local planning policy - Temporary accommodationcamps, 2006Sustainable Agriculture Network S tandards, 5.14, 2009.


8/38


9/38

August 2009 7

A. Specic impacts during theconstruction phase

The construction of workers’ accommodation andits potential impacts on communities should bemanaged in the same way as for construction ofthe project itself. Impacts need to be identiedand may include health and safety, disturbanceissues arising from construction, including trafc(dust, noise and vibration), and involuntaryresettlement issues (including physical andeconomical displacement) when the erecting ofworkers’ accommodation entails land acquisition.

B. Community infrastructure

Workers’ inux in the vicinity of a community maystrain existing infrastructure, in particular thewater and sanitation, electricity and transportsystems. Impacts of the worker facility shouldbe avoided or mitigated, and included withinthe assessment of the overall project.

In general, where facilities are developed close tolocal communities it is important to provide adequate

transport systems to preserve the right of workers’freedom of movement if they are not to becomeeffectively “trapped”. This should be balanced againstthe need to prevent any unecessary disruption ofand/or to the local communities. Therefore it maybe appropriate to limit worker movements, but anyrestriction should be clearly justied by the need toavoid the disruption of local communities, in particularlocal communities’ transport infrastructures – andto provide maximum security and safety to bothworkers and communities (see PART II, SectionE “Workers’ rights, rules and regulations onworkers’ accommodation”, below at page 21).

C. Community services and facilities

Depending on the size of the workers’ accommodation,conditions of engagement (accompanied orunaccompanied) and the level of services offeredto those workers, it may be necessary to assessthe impact of workers on local medical, social,educational and recreational services and facilities,potentially to the detriment of nearby communities.It must be ensured that such services and facilitiescan meet increased demand. If not, services

must be available to the workers on site.

D. Local businesses and local employment

Local businesses such as shops, restaurants orbars are likely to benet from their proximity toworkers’ living facilities. However, there may alsobe negative issues that need to be managed suchas increases in local prices, crime, prostitution oralcohol consumption (see below Part II, section E).

E. Community health and safety

The presence of a large number of workers, principallymales, can give rise to an increased spread of

communicable diseases such as HIV/AIDS inparticular and other sexually transmitted diseases.In addition, special attention should be paid torisks such as road accidents, and other detrimentalconsequences of increased trafc generated by theproject (dust, noise, and pollution). If the proposedproject has major-accident hazards associated withit, emergency response and evacuation plans inaccordance to PS4/PR4 will also need to be in place.

F. Community cohesion

The impact of the presence of workers with differentlifestyles or cultural backgrounds on the hostcommunity needs to be assessed and managed, inparticular issues such as religious or other culturalproscriptions, local traditions and community structureand the relationship between men and women.

G. Land acquisition and resettlement

Impacts and mitigation plans relating to landused for workers’ accommodation facilitiesshould be managed in the same way as for theproject as a whole. As far as possible, landacquisition should be avoided or minimised.

H. Dismantling and reinstatement

Dismantling and reinstatement of workers’accommodation should be taken into accountat the outset of the project in order to avoid anyunnecessary lasting impacts of the accommodationson the communities (land use for instance).Where possible and appropriate, the facilitiescan be handed over to the communities.


10/38


Benchmarks1. A community impact assessment has beencarried out as part of the Environmental and SocialAssessment of the overall project with a viewto mitigate the negative impacts of the workers’accommodation on the surrounding communities andto enhance the positive ones.

2. The assessment includes potential health andsafety impacts on the communities - includingdisturbances and safety issues caused by trafc(dust, noise, vibration, road accidents, disease) andconsequences of land acquisition and involuntary

resettlement occurring during the construction phaseof the workers’ accommodation.

3. Positive and negative impacts of workers’accommodation on community infrastructures,

services and facilities have been included in theassessment, including specic attention to emergencyresponses and evacuation plans.

4. Impacts of workers’ accommodation on communitylocal businesses and local employment have beenincluded in the assessment.

5. General impacts of workers’ accommodation onthe health of communities (notably the increased riskof road accidents and the increase of communicablediseases) and community social cohesion have beenincluded in the assessment.

6. The assessment includes appropriate mitigationmeasures to address any adverse impacts identied.

Table 1: A typology of workers’ accommodation

Category Subcategory/examples Common characteristics Sectors covered Key issues

Rural workers’accommodation

Logging camp

Off-farm accommodation

Permanent or seasonal

Remote

Forestry

Agriculture

Worker access

Monitoring difculties

Plantation housing Worker vil lage

Off-farm accommodation

Permanent and long term

Families

Agriculture Need to providesustainable livelihoods

Social infrastructures

Living conditions

Const ruc tion camp Worker camp

Worker village

Mobile worker camp

Temporary

Migrant workers

Gender separation

Extractives

Utilities

Infrastructure

Manufacturing

Enforcement of standardsand monitoring difculties

Relations with thecommunities

Living standards

Cost

Mine camp Company towns

Dormitories

Integrated withinexisting communities

Commuter (y-in, y-out)

Long term

Remote location

Gender separation

Extractives Relations with communities

Remoteness

Living standards

Worker access

Long shifts

No rest periods

Factory dormitory Permanent

Urban

Internal migrants

Garments/textiles

Manufacturing –toys, electronics

Space

Privacy

Living standards

Deduction of excessiverent from wages


11/38

August 2009 9

III. Types of workers’ accommodation

There is a large variety of workers’ living facilities.These may be classied in a number of ways.Table 1 provides one typology. Key criteria mayinclude whether the facilities are temporary orpermanent, their location (remote or non-remote),size, or economic sector (agriculture, mining,oil and gas, construction, manufacturing).

The typology above is given as an exampleonly; other classications are possible. Forinstance, housing may be categorised in terms

of project phases for example, exploration(y-in, y-out camps), construction (temporaryconstruction camp often with large proportionof migrant workers) and operational (permanent,dormitory, possible family accommodation).

Depending on the type of project, specic attentionshould be given to either providing single workers’accommodation or family accommodation. As ageneral rule, the more permanent the housing,the greater considerations should be given toenabling workers to live with their families. Suchconsideration is important where the workforce is

Box 4 - Best practice on home-ownership

When access to property schemes is proposedit is important to guarantee the sustainability ofworkers’ investments. To this end, the location ofthe project and of the workers’ accommodationand their integration in existing communitiesare factors to take into consideration. Caution

should be exercised when offering such schemesin remote locations as it might be impossible tocreate a sustainable community and to developnon-project-related sources of livelihood.

Affordable housing in a sustainable town: A providerof affordable housing in South Africa and a providerof housing development for the mining sector workedtogether on a project to move away from mininghostels and rental villages to providing home-ownership opportunities to workers. To this end theydeveloped a 400-plus unit in a village 20 km fromthe mine with the idea to create an economicallyand socially viable community close to the mine.A concern was to integrate people within existingcommunities with the necessary social amenitiesand infrastructures and to put the emphasis onbetter housing conditions, home ownership andaffordable housing for mining workers. The successof the project relied on the ability for the serviceprovider to take into account the often difcultnancial situation of workers. To overcome over-indebtedness of workers, specic access to propertyschemes and programmes have been designed

including employer support, economies of scale,low interest rate and stepped payment options.

Affordable housing in a self-sustaining community: An FMO (Netherlands Development FinanceCompany) client operating a mine in a remote

location intends to manage and develop a well-planned, secure and independent village forapproximately 1,000 employees. The FMO client isexpected to provide residents with basic services,including water, electricity and sewerage as well aseducation, health services, sports facilities, shops,green areas and places of worship. In addition,provision has been made for a light industrial andsmall business area to support local businessdevelopment. The long-term vision is for the Villageto grow into a self-sustaining community of over4,000 houses, which is capable of supporting avariety of small businesses and local enterprises.To support the long-term vision of a self-sustainingvillage and to provide mine employees with anopportunity to build up cash equity (in the formof a house), the FMO client will promote homeownership. In this context, an employee housingscheme has been designed that allows mineemployees in all income categories to acquire titleto property through mortgage debt all associatedrights and obligations. Participation in the schemeis not a prerequisite for employment. The schemeincludes several provisions to ensure affordabilityof home ownership to all mine employees and

to protect employees against downside risks.


12/38


not sourced locally and in particular where migrantworkers are used. 5 Provision for families will affectthe other facilities necessary and the managementof the accommodation. Best practice includes:

To provide workers and their families individualfamily accommodation comprising bedrooms,sanitary and cooking facilities with an adequatelevel of privacy allowing families to have a normalfamily life.

To provide nurseries, schools, clinics andrecreational facilities for children, or to make sure

that those services are readily available in thesurrounding communities and of good quality.

Benchmarks1. Consideration has been given to provision of familyaccommodation.

2. When arrangements for family accommodationsare in place:

families are provided with individualaccommodation comprising bedroom, sanitaryand cooking facilities

adequate nursery/school facilities are provided special attention is paid to providing adequatesafety for children.

Additional issue

In projects located in rural and remote locations,issues around the question of how workerscan travel to their communities/countries oforigin might arise. Alternatively, the possibilityto create a sustainable community and to bringin the workers’ families might be considered.

Box 5 - Best practice on migrant workers’accommodation: Business in the Community -Voluntary Code of Practice on Employing MigrantWorkers/Overseas Staff in Great Britain 6

The Code, which is designed to guide and reinforcebest practice in relation to the employment ofmigrant workers, points out that migrant workerswill often have to travel long distances and be inneed of accommodation when they take up a job.Consequently, the Code suggests the following.

Employers should assist with travel costs

incurred by migrant workers during therecruitment stage and the repayment of thesecosts should follow a clear process and themoney paid back at an agreed affordable rateover a specied time period. The total amountrepayable should be no more than that lent sothat workers are not nancially disadvantaged.

Employers, where possible, shouldsupport migrant workers in nding suitableaccommodation. Workers should not be requiredto stay in accommodation provided by the

employer but should be free to choose theirown if they wish to do so. Where employers doprovide accommodation, they should ensurethat they do not breach the rules relating tothe apportionment of wages for payment foraccommodation (the accommodation offsetrules).

Employers should help to ensure that, whereworkers obtain their own accommodation, theyare not being exploited, and offer advice andhelp if requested.

Employers should ensure that accommodationwhich is provided is not overcrowded and doesnot pose a risk to the health and safety of thoseliving there, and that any agreed notice periodsare observed.

6. www.bitc.org.uk/resources/publications/migrant_workers_1.html5. On the increase in the recognition of worker s’ rights to family life, the ILO Mig rant Workers ConventionNo 143 calls Member States to take all necess ary measures which fall within its competence andcollaborate with other Members to facilitate the reunion of the families of all migrant workers legallyresiding in its territor y. In the same way, Art 44-2 of the International Convention on the Prote ction of theRights of All Migrant Workers and Member s of Their Families requires States Par ties to take measuresthat they deem appropriate and that fall within their competence to facilitate the reunion of migrantworkers with their spouses […]as well as with their minor dependent unmarried children.


13/38

August 2009 11

I. Standards for workers’accommodation

This section looks at the principles and standardsapplicable to the location and construction ofworkers’ accommodation, including the transportsystems provided, the general living facilities,rooms/dormitories facilities, sanitary facilities,canteen and cooking facilities, food safety,

medical facilities and leisure/social facilities.

A. National/local standards

The key standards that need to be taken intoconsideration, as a baseline, are those containedin national/local regulations. Although it is quiteunusual to nd regulations specically coveringworkers’ accommodation, there may well be generalconstruction standards which will be relevant.These may include the following standards:

Building construction: for example, quality ofmaterial, construction methods, resistance toearthquakes.

Housing and public housing: in some countriesregulations for housing and public housingcontain requirements on issues such as the basicamenities, and standards of repair.

General health, safety and security: requirementson health and safety are often an important part ofbuilding standards and might include provisions onoccupation density, minimal air volumes, ventilation,the quality of the ooring (slip-resistant) or securityagainst intrusion.

Fire safety: requirements on re safety arecommon and are likely to apply to housing facilitiesof any type. This can include provision on reextinguishers, re alarms, number and size ofstaircases and emergency exits, restrictions on theuse of certain building materials.

Electricity, plumbing, water and sanitation: nationaldesign and construction standards often include

very detailed provisions on electricity or plumbingxtures/ttings, water and sanitation connection/equipment.

Benchmark1. The relevant national and local regulations havebeen identied and implemented.

B. General living facilities

Ensuring good standards in living facilities is importantin order to avoid safety hazards and to protect

workers from diseases and/or illness resulting fromhumidity, bad/stagnant water (or lack of water),cold, spread of fungus, proliferation of insectsor rodents, as well as to maintain a good level ofmorale. The location of the facilities is importantto prevent exposure to wind, re, ood and othernatural hazards. It is also important that workers’accommodation is unaffected by the environmentalor operational impacts of the worksite (for examplenoise, emissions or dust) but is sufciently closethat workers do not have to spend undue amountsof time travelling from their accommodation to

the worksite. Living facilities should be built usingadequate materials and should always be kept in goodrepair, clean and free from rubbish and other refuse.

Benchmarks1. Living facilities are located to avoid ooding andother natural hazards.

2. Where possible, living facilities are located within areasonable distance from the worksite.

3. Transport from the living facilities to worksite is safeand free.

4. The living facilities are built with adequate materials,kept in good repair and kept clean and free fromrubbish and other refuse.

DrainageThe presence of stagnant water is a factor ofproliferation of potential disease vectors such asmosquitoes, ies and others, and must be avoided.

Benchmarks

1. The building site is adequately drained to avoid theaccumulation of stagnant water.

PART II: STANDARDS FOR AND MANAGEMENTOF WORKERS’ ACCOMMODATION


14/38


Heating, air conditioning, ventilation and lightHeating, air-conditioning and ventilation shouldbe appropriate for the climatic conditions andprovide workers with a comfortable and healthyenvironment to rest and spend their spare time.

Benchmarks1. For facilities located in cold weather zones, thetemperature is kept at a level of around 20 degreesCelsius notwithstanding the need for adequateventilation.

2. For facilities located in hot weather zones, adequate

ventilation and/or air conditioning systems areprovided.

3. Both natural and articial lighting are provided andmaintained in living facilities. It is best practice thatthe window area represents not less than 5% to 10%of the oor area. Emergency lighting is provided.

WaterSpecial attention to water quality and quantity isabsolutely essential. To prevent dehydration, water

poisoning and diseases resulting from lack ofhygiene, workers should always have easy accessto a source of clean water. An adequate supplyof potable water must be available in the samebuildings where bedrooms or dormitories are provided.Drinking water must meet local or WHO drinking waterstandards 7 and water quality must be monitoredregularly. Depending on the local context, it couldeither be produced by dedicated catchment andtreatment facilities or tapped from existing municipalfacilities if their capacity and quality are adequate.

Benchmarks1. Access to an adequate and convenient supply offree potable water is always available to workers.Depending on climate, weather conditions andaccommodation standards, 80 to 180 litres per personper day are available.

2. Drinking water meets national/local or WHO drinkingwater standards. 8

3. All tanks used for the storage of drinking water areconstructed and covered as to prevent water storedtherein from becoming polluted or contaminated.

4. Drinking water quality is regularly monitored.

Wastewater and solid wasteWastewater treatment and efuent discharge aswell as solid waste treatment and disposal mustcomply with local or World Bank efuent dischargestandards 9 and be adequately designed to preventcontamination of any water body, to ensure hygieneand to avoid the spread of infections and diseases,the proliferation of mosquitoes, ies, rodents, andother pest vectors. Depending on the local context,treatment and disposal services can be either

provided by dedicated or existing municipal facilities.

Benchmarks1. Wastewater, sewage, food and any other wastematerials are adequately discharged, in compliancewith local or World Bank standards – whichever is morestringent – and without causing any signicant impactson camp residents, the biophysical environment orsurrounding communities.

2. Specic containers for rubbish collection areprovided and emptied on a regular basis. Standards

range from providing an adequate number of rubbishcontainers to providing leak proof, non-absorbent, rustand corrosion-resistant containers protected frominsects and rodents. In addition it is best practiceto locate rubbish containers 30 metres from eachshelter on a wooden, metal, or concrete stand. Suchcontainers must be emptied at regular intervals (tobe determined based on temperatures and volumesgenerated) to avoid unpleasant odours associated withdecaying organic materials.

3. Pest extermination, vector control and disinfectionare carried out throughout the living facilities incompliance with local requirements and/or goodpractice. Where warranted, pest and vector monitoringshould be performed on a regular basis.

7. www.who.int/water_sanitation_health/dwq/en/8. ibid

9. As per the “Polluti on Prevention and Abatement Handbook”, World Bank Group, July 1998, availablefrom www.worldbank.org


15/38

August 2009 13

C. Room/dormitory facilities

The standards of the rooms or dormitory facilitiesare important to allow workers to rest properly andto maintain good standards of hygiene. Overcrowdingshould be avoided particularly. This also has animpact on workers’ productivity and reduces work-related accidents. It is generally acknowledgedthat rooms/dormitories should be kept clean andin a good condition. Exposure to noise and odourshould be minimised. In addition, room/dormitorydesign and equipment should strive to offer workersa maximum of privacy. Resorting to dormitories

should be minimised and single or double rooms arepreferred. Dormitories and rooms must be single-sex.

Benchmarks1. Rooms/dormitories are kept in good condition.

2. Rooms/dormitories are aired and cleaned at regularintervals.

3. Rooms/dormitories are built with easily cleanableooring material.

4. Sanitary facilities are located within the samebuildings and provided separately for men and women.

5. Density standards are expressed either in terms ofminimal volume per resident or of minimal oor space.Usual standards range from 10 to 12.5 cubic metres(volume) or 4 to 5.5 square metres (surface).

6. A minimum ceiling height of 2.10 metres is provided.

7. In collective rooms, which are minimised, in order toprovide workers with some privacy, only a reasonablenumber of workers are allowed to share the sameroom. Standards range from 2 to 8 workers.

8. All doors and windows should be lockable, andprovided with mosquito screens where conditionswarrant.

9. There should be mobile partitions or curtains toensure privacy.

10 . Every resident is provided with adequate furnituresuch as a table, a chair, a mirror and a bedside light.

11 . Separate sleeping areas are provided for men andwomen, except in family accommodation.

Bed arrangements and storage facilitiesThe provision of an adequate numbers of beds ofan appropriate size is essential to provide workerswith decent, safe and hygienic conditions to rest

and sleep. Here again, particular attention shouldbe paid to privacy. Consideration should be givento local customs so beds could be replaced byhammocks or sleeping mats for instance.

Benchmarks1. A separate bed for each worker is provided. Thepractice of “hot-bedding” should be avoided.

2. There is a minimum space between beds of 1 metre.

3. Double deck bunks are not advisable for re safety

and hygiene reasons, and their use is minimised.Where they are used, there must be enough clearspace between the lower and upper bunk of the bed.Standards range from to 0.7 to 1.10 metres.

4. Triple deck bunks are prohibited.

5. Each worker is provided with a comfortable mattress,pillow, cover and clean bedding.

6. Bed linen is washed frequently and applied withrepellents and disinfectants where conditions warrant(malaria).

7. Facilities for the storage of personal belongings forworkers are provided. Standards vary from providingan individual cupboard for each worker to providing475-litre big lockers and 1 metre of shelf unit.

8. Separate storage for work boots and other personalprotection equipment, as well as drying/airing areasmay need to be provided depending on conditions.

Additional issue

Irrespective of whether workers aresupposed to keep their facilities clean, itis the responsibility of the accommodationmanager to ensure that rooms/dormitoriesand sanitary facilities are in good condition.


16/38


D. Sanitary and toilet facilities

It is essential to allow workers to maintain a goodstandard of personal hygiene but also to preventcontamination and the spread of diseases whichresult from inadequate sanitary facilities. Sanitaryand toilet facilities will always include all of thefollowing: toilets, urinals, washbasins and showers.Sanitary and toilet facilities should be kept in a cleanand fully working condition. Facilities should also beconstructed of materials that are easily cleanable andensure privacy. Sanitary and toilet facilities are nevershared between male and female residents, except

in family accommodation. Where necessary, specicadditional sanitary facilities are provided for women.

Benchmarks1. Sanitary and toilet facilities are constructed ofmaterials that are easily cleanable.

2. Sanitary and toilet facilities are cleaned frequentlyand kept in working condition.

3. Sanitary and toilet facilities are designed to provideworkers with adequate privacy, including ceiling to oor

partitions and lockable doors.

4. Sanitary and toilet facilities are not shared betweenmen and women, except in family accommodation.

Toilet facilitiesToilet arrangements are essential to avoid anycontamination and prevent the spread ofinfectious disease.

Benchmarks1. An adequate number of toilets is provided toworkers. Standards range from 1 unit to 15 persons to1 unit per 6 persons. For urinals, usual standards are 1unit to 15 persons.

2. Toilet facilities are conveniently located and easilyaccessible. Standards range from 30 to 60 metresfrom rooms/dormitories. Toilet rooms shall be locatedso as to be accessible without any individual passingthrough any sleeping room. In addition, all toilet roomsshould be well-lit, have good ventilation or externalwindows, have sufcient hand wash basins andbe conveniently located. Toilets and other sanitary

facilities should be (“must be” in cold climates) in thesame building as rooms and dormitories.

Showers/bathrooms and other sanitary facilitiesHand wash basins and showers should be provided inconjunction with rooms/dormitories. These facilitiesmust be kept in good working condition and cleanedfrequently. The ooring for shower facilities shouldbe of hard washable materials, damp-proof andproperly drained. Adequate space must be providedfor hanging, drying and airing clothes. Suitable light,ventilation and soap should be provided. Lastly, handwashing, shower and other sanitary facilities shouldbe located within a reasonable distance from otherfacilities and from sleeping facilities in particular.

Benchmarks1. Shower/bathroom ooring is made of anti-slip hardwashable materials.

2. An adequate number of handwash facilities isprovided to workers. Standards range from 1 unit toeach 15 persons to 1 unit per 6 workers. Handwashfacilities should consist of a tap and a basin, soap andhygienic means of drying hands.

3. An adequate number of shower/bathroom facilitiesis provided to workers. Standards range from 1 unit to

15 persons to 1 unit per 6 persons.

4. Showers/bathrooms are conveniently located.

5. Shower/bathroom facilities are provided with anadequate supply of cold and hot running water.

E. Canteen, cooking and laundry facilities

Good standards of hygiene in canteen/dining hallsand cooking facilities are crucial. Adequate canteen,cooking and laundry facilities and equipments shouldalso be provided. When caterers are contracted tomanage kitchens and canteens, special attentionshould be paid to ensure that contractors take intoaccount and implement the benchmarks below, andthat adequate reporting and monitoring mechanismsare in place. When workers can individually cook theirmeals, they should be provided with a space separatefrom the sleeping areas. Facilities must be kept ina clean and sanitary condition. In addition, canteen,kitchen, cooking and laundry oors, ceilings andwalls should be made of easily cleanable materials.


17/38

August 2009 15

Benchmarks1. Canteen, cooking and laundry facilities are built inadequate and easy to clean materials.

2. Canteen, cooking and laundry facilities are kept in aclean and sanitary condition.

3. If workers can cook their own meals, kitchen spaceis provided separate from sleeping areas.

Laundry facilitiesProviding facilities for workers to wash both

work and non-work related clothes is essentialfor personal hygiene. The alternative is for theemployer to provide a free laundry service.

Benchmarks1. Adequate facilities for washing and drying clothesare provided. Standards range from providing sinks ortubs with hot and cold water, cleaning soap and dryinglines to providing washing machines and dryers.

2. When work clothes are used in contact withdangerous substance (for example, application

of pesticide), special laundry facilities (washingmachines) should be provided.

Canteen and cooking facilities

Canteen and cooking facilities should providesufcient space for preparing food and eating, aswell as conform to hygiene and safety requirements.

Benchmarks1. Canteens have a reasonable amount of space perworker. Standards range from 1 square metre to 1.5square metres.

2. Canteens are adequately furnished. Standardsrange from providing tables, benches, individualdrinking cups and plates to providing special drinkingfountains.

3. Places for food preparation are designed to permitgood food hygiene practices, including protectionagainst contamination between and during food

preparation.

4. Kitchens are provided with facilities to maintainadequate personal hygiene including a sufcientnumber of washbasins designated for cleaning handswith clean, running water and materials for hygienicdrying.

5. Wall surfaces adjacent to cooking areas are madeof re-resistant materials. Food preparation tablesare also equipped with a smooth durable washablesurface. Lastly, in order to enable easy cleaning, it is

good practice that stoves are not sealed against awall, benches and xtures are not built into the oor,and all cupboards and other xtures and all walls andceilings have a smooth durable washable surface.

6. All kitchen oors, ceiling and wall surfaces adjacentto or above food preparation and cooking areas arebuilt using durable, non-absorbent, easily cleanable,non-toxic materials.

7. Wall surfaces adjacent to cooking areas are madeof re-resistant materials. Food preparation tablesare equipped with a smooth, durable, easily cleanable,non-corrosive surface made of non-toxic materials.Lastly, in order to enable easy cleaning, it is goodpractice that stoves are not sealed against a wall,benches and xtures are not built into the oor, and allcupboards and other xtures have a smooth, durableand washable surface.

8. Adequate facilities for cleaning, disinfecting andstorage of cooking utensils and equipment areprovided.

9. Food waste and other refuse are to be adequately

deposited in sealable containers and removed fromthe kitchen frequently to avoid accumulation.

Additional issue

When workers are provided with facilities allowingthem to individually do their laundry or cooking,it should be the responsibility of each workerto keep the facilities in a clean and sanitarycondition. Nonetheless, it is the responsibilityof the accomodation manager to make surethe standards are respected and to providean adequate cleaning, disinfection and pest/vector control service when necessary.

Additional issue

When the employer provides family accommodation,it is best practice to provide each family with aprivate kitchen or the necessary cooking equipmentto allow the family to cook on their own.


18/38


F. Standards for nutrition and food safety

When cooking for a number of workers, hygieneand food safety are absolutely critical. In additionto providing safe food, providing nutritiousfood is important as it has a very direct impacton workers’ productivity and well-being. AnILO study demonstrates that good nutrition atwork leads to gains in productivity and workermorale, prevention of accidents and prematuredeaths and reductions in health care costs. 10

Benchmarks1. The WHO 5 keys to safer food or an equivalentprocess is implemented (see Box 6 below).

2. Food provided to workers contains an appropriatelevel of nutritional value and takes into accountreligious/cultural backgrounds; different choices offood are served if workers have different cultural/religious backgrounds.

3. Food is prepared by cooks. It is also best practicethat meals are planned by a trained nutritionist.

Box 6 - Five keys to safer foodKeep cleanWash your hands before handling food andoften during food preparation.

While most micro organisms do not cause disease,dangerous micro organisms are widely found in soil,water, animals and people. These micro organisms arecarried on hands, wiping cloths and utensils, especiallycutting boards and the slightest contact can transferthem to food and cause food borne diseases.

Wash your hands after going to the toilet.Wash and sanitise all surfaces and equipmentused for food preparation.Protect kitchen areas and food f rominsects, pests and other animals.

Separate raw and cookedSeparate raw meat, poultry and seafood from other foods. Raw food, especially meat, poultry and seafood,

and their juices, can contain dangerous microorganisms which may be transferred onto otherfoods during food preparation and storage.

Use separate equipment and utensils such as knivesand cutting boards for handling raw foods.

Store food in containers to avoid contactbetween raw and prepared foods.

Cook thoroughly Cook food thoroughly, especially meat, poultry, eggs and seafood. Proper cooking kills almost all dangerous micro organisms.

Studies have shown that cooking food to a temperatureof 70°C can help ensure it is safe for consumption. Foodsthat require special attention include minced meats,rolled roasts, large joints of meat and whole poultr y.

Bring foods like soups and stews to boiling to make sure thatthey have reached 70°C. For meat and poultry, make surethat juices are clear, not pink. Ideally, use a thermometer.Reheat cooked food thoroughly.

Keep food at safe temperaturesDo not leave cooked food at roomtemperature for more than 2 hours.

Micro organisms can multiply very quickly if food is stored atroom temperature. By holding at temperatures below 5°C orabove 60°C, the growth of micro organisms is slowed down orstopped. Some dangerous micro organisms still grow below 5°C.

Refrigerate promptly all cooked and perishablefood (preferably below 5°C).Keep cooked food piping hot (more than 60°C) prior to serving.Do not store food too long even in the refr igerator.Do not thaw frozen food at room temperature.

Use safe water and raw materialsUse safe water or treat it to make it safe. Raw materials, including water and ice, may be

contaminated with dangerous micro organisms andchemicals. Toxic chemicals may be formed in damagedand mouldy foods. Take care in selection of raw materialsand implement simple measures such as washing.

Select fresh and wholesome foods.Choose foods processed for safety, such as pasteurised milk.Wash fruits and vegetables, especially if eaten raw.Do not use food beyond its expiry date.

Source: World Health Organization, Food Safetywww.who.int/foodsafety/publications/consumer/en/5keys_en.pdf

10. C. Wanjek (2005), “Food at Work – Workplace solutions for malnutrition, obesity and chronicdisease”, International Labour Organization, Geneva.


19/38


20/38


21/38


22/38


Benchmarks1. Health and safety management plans includingelectrical, mechanical, structural and food safety havebeen carefully designed and are implemented.

2. The person in charge of managing theaccommodation has a specic duty to report to thehealth authorities the outbreak of any contagiousdiseases, food poisoning and other importantcasualties.

3. An adequate number of staff/workers is trained toprovide rst aid.

4. A specic re safety plan is prepared, includingtraining of re wardens, periodic testing and monitoringof re safety equipment and periodic drills.

5. Guidance on the detrimental effects of the abuseof alcohol and drugs and other potentially harmfulsubstances and the risk and concerns relating toHIV/AIDS and of other health risk-related activities isprovided to workers. It is best practice to develop aclear policy on this issue.

6. Workers have access to adequate preventivemeasures such as contraception (condoms in

particular) and mosquito nets.

7. Workers have easy access to medical facilities andmedical staff. Where possible, female doctors/nursesshould be available for female workers.

8. Emergency plans on health and re safety areprepared. Depending on the local context, additionalemergency plans are prepared as needed to handlespecic occurrences (earthquakes, oods, tornadoes).

D. Security of workers’ accommodation

Ensuring the security of workers and their propertyon the accommodation site is of key importance. Tothis end, a security plan must be carefully designedincluding appropriate measures to protect workersagainst theft and attacks. Policies regarding theuse of force (force can only be used for preventiveand defensive purposes in proportion to thenature and the extent of the threat) should also be

carefully designed. To implement those plans, itmay be necessary to contract security servicesor to recruit one or several staff whose mainresponsibility is to provide security to safeguardworkers and property. Before making any securityarrangements, it is necessary to assess the risksof such arrangements to those within and outsidethe workers’ accommodation and to respect bestinternational practices, including IFC PS4 and EBRDPR4 and applicable law. 11 Particular attention shouldbe paid to the safety and security of women workers.

Benchmarks1. A security plan including clear measures to protectworkers against theft and attack is implemented.

2. A security plan including clear policies on the use offorce has been carefully designed and is implemented.

3. Security staff have been checked to ensure thatthey have not been implicated in any previous crimesor abuses. Where appropriate, security staff from bothgenders are recruited.

4. Security staff have a clear mandate and have

received clear instruction about their duties andresponsibilities, in particular their duties not to harass,intimidate, discipline or discriminate against workers.

5. Security staff have received adequate training indealing with domestic violence and the use of force.

6. Security staff have a good understanding about theimportance of respecting workers’ rights and the rightsof the communities.

7. Body searches are only allowed in speciccircumstances and are performed by specially trainedsecurity staff using the least-intrusive means possible.Pat down searches on female workers can only beperformed by female security staff.

8. Security staff adopt an appropriate conduct towardsworkers and communities.

9. Workers and members of the surroundingcommunities have specic means to raise concernsabout security arrangement and staff.

11. See for instance the Voluntary Principles on Securit y and Human Rights.

www.voluntaryprinciples.org/principles


23/38

August 2009 21

E. Workers’ rights, rules and regulationson workers’ accommodation

Freedoms and human rights of workers should berecognised and respected within their living quarters

just as within the working environment. Houserules and regulations should be reasonable andnon discriminatory. It is best practice that workers’representatives are consulted about those rules.House rules and regulations should not preventworkers from exercising their basic rights. In particular,workers’ freedom of movement needs to be preservedif they are not to become effectively “trapped”. To

this end it is good practice to provide workers with24/7 access to the accommodation and free transportservices to and from the surrounding communities.Any restriction to this freedom of movement shouldbe limited and duly justied. Penalties for breakingthe rules should be proportional and implementedthrough a proper procedure allowing workers to defendthemselves and to challenge the decision taken.The relationship between continuing employmentand compliance with the rules of the workers’accommodation should be clear and particularattention should be paid to ensure that housing

rules do not create indirect limitation of the right tofreedom of association. Best practice might includea code of conduct relating to the accommodation tobe signed together with the contract of employment.

Benchmarks1. Restriction of workers’ freedom of movement toand from the site is limited and duly justied. It isgood practice to provide workers 24/7 access tothe accommodation site. Any restrictions based onsecurity reasons should be balanced by the necessityto respect workers’ freedom of movement.

2. Where possible, an adequate transport systemto surrounding communities is provided. It is goodpractice to provide workers with free transportation toand from local communities.

3. Withholding workers’ ID papers is prohibited.

4. Freedom of association is expressly respected.Provisions restricting workers’ rights on site shouldtake into account the direct and indirect effect onworkers’ freedom of association. It is best practice toprovide trade union representatives access to workersin the accommodation site.

5. Workers’ gender and religious, cultural and socialbackgrounds are respected. In particular, workersshould be provided with the possibility of celebrating

religious holidays and observances.

6. Workers are made aware of their rights andobligations and are provided with a copy of theinternal workers’ accommodation rules, proceduresand sanction mechanisms in a language or through amedia which they understand.

7. Housing regulations, including those relating toallocation of housing, should be non-discriminatory.Any justiable discriminatory rules – for exampleall-male dormitories – should be strictly limited tothe rules which are necessary to ensure the smoothrunning of the worker camp and to maintain a goodrelationship with the surrounding communities.

8. Where possible, visitor access should be allowed.

9. Decisions should be made on whether to prohibitalcohol, tobacco and third party access or not fromthe camp and the relevant rules should be clearlycommunicated to all residents and workers.

10 . A fair and non-discriminatory procedure existsto implement disciplinary procedures including the

right of workers to defend themselves (see also nextsection).

Box 9 - Dole housing plantationregulation in Costa Rica

In every plantation there is an internalaccommodation regulation that every worker isrequired to sign together with his/her employmentcontract. That document describes the behaviourwhich is expected from workers at all times andbasic rules such as the prohibition of alcoholand the interdiction to make noise after a certaintime at night. In case there is any problemconcerning the application of those internal rules,a set of disciplinary procedures which have beendesigned with the workers’ representatives canbe enforced. Workers are absolutely free to enteror leave the site and do not have any restrictionsin relation to accessing their living quarters.Families are not allowed in the living quartersunless they have been registered for a visit.


24/38


F. Consultation and grievance mechanisms

All residents should be made aware of any rulesgoverning the accommodation and the consequencesof breaking such rules. Processes that allowfor consultation between site management andthe resident workers will assist in the smoothrunning of an accommodation site. These mayinclude a dormitory or camp committee as wellas formal processes that allow workers to lodgeany grievances about their accommodation.

Benchmarks1. Mechanisms for workers’ consultation have beendesigned and implemented. It is best practice to setup a review committee which includes representativeselected by workers.

2. Processes and mechanisms for workers toarticulate their grievances are provided to workers.Such mechanisms are in accordance with PS2/PR2.

3. Workers subjected to disciplinary proceedingsarising from behaviour in the accommodation shouldhave access to a fair and transparent hearing with

the possibility to contest decisions and refer thedispute to independent arbitration or relevant publicauthorities.

4. In case conicts between workers themselves orbetween workers and staff break out, workers have thepossibility of easily accessing a fair conict resolutionmechanism.

5. In cases where more serious offences occur,including serious physical or mental abuse, there aremechanisms to ensure full cooperation with the policeauthority (where adequate).

G. Management of community relations

Workers’ living facilities have various ongoingimpacts on adjacent communities. In order tomanage these, it is good practice to design athorough community relations management plan.This plan will contain the processes to implementthe ndings of the preliminary community impactassessment and to identify, manage, mitigateor enhance ongoing impacts of the workers’accommodation on the surrounding communities.Issues to be taken into consideration include:

community development – impact of workers’ camp

on local employment, possibility of enhancing localemployment and income generation through localsourcing of goods and services

community needs – ways to identify and addresscommunity needs related to the arrival of specicinfrastructures such as telecommunications, watersanitation, roads, health care, education, housing

community health and safety – addressing andreducing the risk in the increase in communicablediseases, corruption, trade in illegal substancessuch as drugs, alcohol (in the Muslim context),petty crimes and other sorts of violence, road

accidents community social and cultural cohesion – waysto mitigate the impact of the presence of largenumbers of foreign workers, often males, withdifferent cultural and religious background, ways tomitigate the possible shift in social, economic andpolitical structures due to changes in access toincome generation opportunities.

Benchmarks1. Community relations plans addressing issuesaround community development, community needs,community health and safety and community socialand cultural cohesion have been designed andimplemented.

2. Community relations plans include the setting upof a liaison mechanism allowing a constant exchangeof information and consultation with the localcommunities in order to identify and respond quickly toany problems and maintain good working relationships.

3. A senior manager is in charge of implementing thecommunity relations management plan and liaisingwith the community.

Additional issue

Alcohol is a complex issue and requires a veryclear policy from the workers’ accommodationmanagement. If a non-alcohol policy istaken, special attention should be paidto clearly communicate the interdiction,how it applies and the consequences forbreaching this rule. Special attention shouldalso be paid to enforce it adequately.


25/38

August 2009 23

4. The impacts of workers’ accommodation on localcommunities are periodically reviewed, mitigated orenhanced.

5. Community representatives are provided with aneasy means to voice their opinions and to lodgecomplaints.

6. There is a transparent and efcient process fordealing with community grievances, in accordance withPS1/PR10.

Box 10 - Examples of community

relations management

Community consultation in the Baku-Tbilisi-Ceyhan (BTC) pipeline

The BTC pipeline’s Environment and SocialManagement Plans incorporated a WorkerCamp Management Plan to be implemented bythe construction contractor. As part of ongoingcommunity liaison over the project as a whole,community liaison ofcers were appointed forworker camps who were responsible for meeting

regularly with communities, identifying issuesand addressing community concerns. A particularresponsibility was to review HR records anddisciplinary logs at worker camps to assess thatrules were being implemented effectively and thatany community liaison after any incidents waseffective.


26/38

ANNEX I: CHECKLIST ON WORKERS’ ACCOMMODATION

Y N N/A Comments

General regulatory framework

Have the international/national/local regulatory frameworks been reviewed?

Are mandatory provisions on workers’ accommodation identied?

Assessing the need for workers’ accommodation

Availability of the workforce

Has there been an assessment of workers’ availabilityin the neighbouring communities?

Has there been an assessment of the skills and competencies of the localworkforce and how do those skills and competencies t the project’s need?

Has there been an assessment of the possibility of tr aining a local workforcein order to full the project’s needs?

Availability of housing

Has there been a comprehensive assessment of the differenttype of housing available in the surrounding communitiesprior to building any workers’ accommodation?

For a larger project: is that assessment included in theEnvironmental and Social Impact Assessment?

Has there been an assessment of the impact on thecommunities of using existing housing opportunities?

Have measures to mitigate adverse impacts on the local housing market been

identied and included in the Environmental and Social Action Plan (ESAP)or other relevant action plan?


27/38


28/38

Y N N/A Comments

Standards for workers’ accommodation

National/local standards

Have the relevant national/local regulations been identied and implemented?

General living facilities

Is the location of the facilities designed to avoid ooding or other natural hazards?

Are the living facilities located within a reasonable distance from the worksite?

Is transport provided to worksite safe and free?

Are the living facilities built using adequate materials, kept in goodrepair and kept clean and free from rubbish and other refuse?

Drainage

Is the site adequately drained?

Heating, air conditioning, ventilation and light

Depending on climate are living facilities provided with adequate heating,ventilation, air conditioning and light systems including emergency lighting?

Water

Do workers have easy access to a supply of clean/potable water in adequate quantities?

Does the quality of the water comply with national/local requirementsor WHO standards?

Are tanks used for the storage of drinking water constructed and covered toprevent water stored therein from becoming polluted or contaminated?

Is the quality of the drinking water regularly monitored?


29/38

Y N N/A Comments

Wastewater and solid waste

Are wastewater, sewage, food and any other waste materials adequately dischargedin compliance with local or World Bank standards and without causing any signicantimpacts on camp residents, the environment or surrounding communities?

Are specic containers for r ubbish collection provided and emptied

on a regular basis?

Are pest extermination, vector control and disinfection undertakenthroughout the living facilities?

Rooms/dormitories facilities

Are the rooms/dormitories kept in good condition?

Are the rooms/dormitories aired and cleaned at regular intervals?

Are the rooms/dormitories built with easily cleanable ooring material?

Are the rooms/dormitories and sanitary facilities located in the same buildings?

Are residents provided with enough space?

Is the ceiling height high enough?

Is the number of workers sharing the same room/dormitory minimised?

Are the doors and windows lockable and provided with mosquito screenswhen necessary?

Are mobile partitions or cur tains provided?

Is suitable furniture such as table, chair, mirror, bedside light providedfor every worker?

Are separate sleeping areas provided for men and women?


30/38

Y N N/A Comments

Bed arrangements and storage facilities

Is there a separate bed provided for every worker?

Is the practice of “hot-bedding” prohibited?

Is there a minimum space of 1 metre between beds?

Is the use of double deck bunks minimised?

When double deck bunks are in use, is there enough clear space betweenthe lower and upper bunk of the bed?

Are triple deck bunks prohibited?

Are workers provided with comfor table mattresses, pillows and clean bed linens?

Are the bed linen washed frequently and applied with adequaterepellents and disinfectants (where conditions warr ant)?

Are adequate facilities for the storage of personal belongings provided?

Are there separate storages for work clothes and PPE anddepending on condition, dr ying/airing areas?

Sanitary and toilet facilities

Are sanitary and toilet facilities constructed from materials that are easily cleanable?

Are sanitary and toilet facilities cleaned frequently and kept in working condition?

Are toilets, showers/bathrooms and other sanitary facilities designed to pr ovideworkers with adequate privacy including ceiling to oor par titions and lockable doors?

Are separate sanitary and toilet facilities provided for men and women?


31/38

Y N N/A Comments

Toilet facilities

Is there an adequate number of toilets and urinals?

Are toilet facilities conveniently located and easily accessible?

Showers/bathrooms and other sanitary facilities

Is the shower ooring made of anti-slip hard washable materials?

Is there an adequate number of hand wash basins and showers/bathroomsfacilities provided?

Are the sanitary facilities conveniently located?

Are shower facilities provided with an adequate supply of cold and hot running water?

Canteen, cooking and laundry facilitiesAre canteen, cooking and laundry f acilities built with adequate and easy toclean materials?

Are the canteen, cooking and laundry facilities kept in clean and sanitary condition?

If workers cook their own meals, is kitchen spaceprovided separately from the sleeping areas?

Laundry facilities

Are adequate facilities for washing and drying clothes provided?

Canteen and cooking facilitiesAre workers provided with enough space in the canteen?

Are canteens adequately furnished?

Are kitchens provided with the facilities to maintain adequate personal hygiene?


32/38

Y N N/A Comments

Are places for food preparation adequately ventilated and equipped?

Are kitchen oor, ceiling and wall surfaces adjacent to or above food preparation andcooking areas built in non -absorbent, durable, non-toxic, easily cleanable materials?

Are wall surfaces adjacent to cooking areas made of re- resistantmaterials and food preparation tables equipped with a smooth,

durable, non-corrosive, non-toxic, washable surface?

Are adequate facilities for cleaning, disinfecting and storageof cooking utensils and equipment provided?

Are there adequate sealable containers to deposit food waste and other refuse?Is refuse frequently removed from the kitchen to avoid accumulation?

Standards for nutrition and food safety

Is there a special sanitary process such as the WHO “5 keysto safer food” implemented in relation to food safety?

Does the food provided contain appropriate nutritional value?

Does the food provided take into account workers’ religious/cultural backgrounds?

Medical facilities

Are rst aid k its provided in adequate numbers?

Are rst-aid kits adequately stocked?

Is there an adequate number of staff/workers trained to provide rst aid?

Are there any other medical facilities/services provided on site? If not, why?

Leisure, social and telecommunications facilities

Are basic social collective spaces and adequate recreational areasprovided to workers?

Are workers provided with dedicated places for religious observance?

Can workers access a telephone at an affordable/public price?

Are workers provided with acc ess to internet facilities?


33/38

Y N N/A Comments

Managing workers’ accommodation

Management and staff

Are there carefully designed worker camp management plans and policiesespecially in the eld of health and safety (including emergency responses),security, workers’ rights and relationships with the communities?

Where contractors are used, have they clear contractualmanagement responsibilities and duty to report?

Does the person appointed to manage the accommodation have the requiredbackground, competency and experience to conduct his mission and is he/she provided with the adequate responsibility and authority to do so?

Is there enough staff to ensure the adequate implementation ofhousing standards (cleaning, cooking and security in par ticular)?

Are staff members recruited from surrounding communities?

Have the staff received basic health and safety training?

Are the persons in charge of the kitchen par ticularly trained innutrition and food handling and adequately supervised?

Charging fees for accommodation and services

Are the renting arrangements fair and transparent?

Are workers provided with adequate information about payment made?

Where appropriate, are renting arrangements and regulationsclearly included in workers’ employment contracts?

Are food and other services provided for free or reasonably

priced, that is, not above the local market price?

Is the payment in kind for accommodation and services prohibited?


34/38

Y N N/A Comments

Health and safety on site

Have health and safety management plans including electrical, mechanical,structural and food safety been designed and implemented?

Has the accommodation manager a duty to report to the healthauthority specic diseases, food poisoning or casualties?

Is there an adequate number of staff/workers trained in providing rst aid?

Has a specic and adequate re safety management plan been designedand implemented?

Is guidance on alcohol, drug and HIV/AIDS and other healthrisk-related activities provided to workers?

Are contraception measures (condoms in particular) and mosquito nets(where relevant) provided to workers?

Do workers have an easy access to medical facilities and medical staff,including female doctors/nurses where appropriate?

Have emergency plans on health and re safety been prepared?

Depending on circumstances, have specic emergency plans(earthquakes, oods, tornadoes) been prepared?

Security on workers’ accommodation

Has a security plan including clear measures to protect workersagainst theft and at tack been designed and implemented?

Has a security plan including clear provisions on the use of force been designedand implemented?

Have the backgrounds of security staff been checked for previous crimes or abuses?

Has the recruitment of security staf f from both genders been considered?

Have security staff received clear instruction about their duty and responsibility?

Have security staff been adequately trained in dealing with domesticviolence and the use of force?


35/38

Y N N/A Comments

Are body searches only per formed in exceptional circumstancesby specically trained security staff of both genders?

Do security staff have a good understanding about the importanceof respecting workers’ rights and the rights of the surroundingcommunities and adopt appropriate conduct?

Do workers and communities have specic means to raiseconcerns about security arrangements and staff?

Workers’ rights, rules and regulations on workers’ accommodation

Are limitations on workers’ freedom of movement limited and justied?

Is an adequate transport system to the surrounding communities provided?

Is the practice of withholding workers’ ID papers prohibited?

Is freedom of association expressly respected?

Are workers’ religious, cultural and social backg rounds respected?

Are workers made aware of their rights and obligations and provided with a copyof the accommodations’ internal rules, procedures and sanction mechanisms ina language or through a media they understand?

Are house regulations non discriminatory, fair and reasonable?

Are regulations on alcohol, tobacco and third parties’ access to the camp clearand communicated to workers?

Is a fair and non -discriminatory procedure to implement disciplinaryprocedures, including the right for workers to defend themselves, set up?


36/38


37/38

August 2009

Acknowledgements“Workers’ accommodation: processes and standards” is a joint publication of the EBRD and

IFC, who co-commissioned Ergon Associates to research and draf t the document.

EBRD team:

Environment and Sustainability Department: Alke Schmidt,Michaela Bergman, Debbie Cousins, Frederic Giovannetti, Jeff JeterEditorial and Desktop Publishing: Natasha Treloar, Bryan Whitford

IFC team:

Environment and Social Development Department: Larissa Luy, Soe Fleischer Michaelsen,Diana Baird, Wenlei Zhou, Piotr Mazurkiewicz, Robert Gerrits.Editorial: Anna Hidalgo

Ergon Associates team:

Jean-Baptiste Andrieu, Stuart Bell, Amber Frugte, Steve Gibbons

This version of the Guidance Note beneted from valuable input from a number of external parties including MaryBoomgard (OPIC), Melinda Buckland (BHP Billiton), Kerry Connor (Bechtel), Alan Fine (Anglo Gold Ashanti), GeorgeJaksch (Chiquita), Birgitte B. Nielsen (IFU), Roberto Vega (Dole), Karin Verstralen (FMO), Petter Vilsted (Norfund) andElizabeth Wild (BP). We would also like to thank all companies that agreed to contribute practical examples.

For more information please contact

EBRD Environment and Sustainability Department, European Bank for Reconstruction and Development (EBRD) One Exchange Square,London EC2A 2JN United KingdomTel: +44 20 7338 6000Email: [email protected]

IFC Environment and Social Development Department: International Finance Corporation, 2121 Pennsylvania Ave. NW,Washington, DC 20433, United StatesTel: +1 (202) 473 1000 Fax: +1 (202) 974 4349Email: [email protected]

© European Bank for Reconstruction and Development and International Finance Corporation, 2009European Bank for Reconstruction and De

Workers Accomodation

Documents

Transcript of Workers Accomodation