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Social Accountability
Requirements and Procedures
1
Contents
• What is Corporate Social Responsibility (CSR)
• What is Social Accountability (SA)
• How SA fits into CSR
• Scope of Pakistan Labour Laws and Social Accountability
• Responsibility of Project Owner
• Responsibility of EPC Contractor
• Responsibility of Sub-Contractors hired by EPC Contractor
• Responsibility of Tier 3 Sub-Contractors hired by Tier 2 Sub Contractors
• Requirements of Pakistan Labour Laws
• Administrative Procedures for compliance of SA 8000 and Pakistan Labour Laws
• Calculations related to Salaries, Overtime, SESSI, EOBI, Working Hours, Leaves etc
• Internal and External Grievances Handling Mechanism and Role of Project Owner and
EPC Contractor
• Controls designed in Administrative Procedures for ensuring compliance
• How Arch Associates will monitor the compliance
• What Client Admin and EPC Contractor Admin have to do after the Audit
• Major violations
What is Corporate Social Responsibility ?
Corporate social responsibility (CSR) is a broad term used to
describe a company's efforts to improve society in some way.
Social Community
Accountability Development
• Work Environment
• Health & Safety
• Accommodation
• Food
• Harassment
• Forced Labor
• Disciplinary Practices
• Grievance Handling
Scope of Social Accountability Standard SA 8000
1. Child Labor
2. Forced or Compulsory Labor
3. Health and Safety
4. Freedom of Association and Right to Collective
Bargaining
5. Discrimination
6. Disciplinary Practices
7. Working Hours
8. Remuneration/Compensation & Benefits
9. Management System
Responsibility of Project Owner / Project Developer
• Develop Policies and Procedures for EPC and O&M
Contractor
• Seek help from Tier 1 (EPC Contractor) and/or Tier 2 Sub Contractor
w.r.t. implementation and record keeping related to Employment
records, Salary and overtime records, attendance records
Requirements of Pakistan Labour Laws
• Employment
• Age Control
• Child Labour (person below age of 14 years is not allowed)
• Young Labour (person above age of 14 and below age of 18) can
work but not in areas/work places which has safety risks and not
during the school hours.
• Employment Type
• For a permanent nature of work, temporary employment can’t
be generated
• Any work which exits for more than nine months in a year is
categorized as Permanent Nature Work
• Daily Wage is employment type and should not be confused with
“Deharri” or per day Salary amount for 8 hours work
• Daily Wage means a person is paid at the end of the day for the
amount which is agreed before the start of work in the same day
and there is no compulsion on the employee and employer to
work next day.
• Employment Contracts
• Must be in local language
Requirements of Pakistan Labour Laws
• Employment Contracts
• Must be in local language
• Must contain all the terms and conditions of employment mainly
related to salary, overtime, working hours, benefits e.g. SESSI,
EBOI, Leaves etc
• Must define the duration of employment
• Must contain general administrative conditions
• Must be accepted and acknowledged by the employee
Requirements of Pakistan Labour Laws
• Compensation
• Salary
• Minimum Salary Rs 15000 per month for Un skilled worker
• Salary must be calculated on the basis of 26 days and not 30
days
• Salary must be calculated on the basis of 8 hours per day and
not 10 hours or 12 hours per day
• Allowances are not part of the Salary
• Overtime
• Overtime must be on the basis of double rate of work
• Formula for Overtime calculation is as below
Gross Salary____ *2
26 Days x 8 Hours
• Working Hours
• Any working time after eight hours of work is categorized as
Overtime
• Maximum 48 hours of overtime work is allowed in a month
• For Holidays, the total hours worked is considered as Overtime
• Benefits
• SESSI, EOBI are financial benefits
• SESSI is applicable for all those employees whose salary is
below 18000 per month
• EOBI is applicable on all categories and types of employee.
• Permanent employees are eligible for bonus, gratuity or
Provident Fund
• Allowances are financial benefits but not required by Law
• Leaves are non-financial benefits
Requirements of Pakistan Labour Laws
• Leaves
• Temporary Employees are eligible for two paid leaves per month
• Permanent employees are eligible for 10 casual leaves, 8 sick
leaves and 14 annual leaves
• Forced Labour
• No worker can be forced to work on overtime hours
• Overtime work is an optional work which a worker may or may
not take
• If a worker is not willing to do overtime work on any day due to
any reason, he can’t be penalized for not doing the overtime
work
Requirements of Pakistan Labour Laws
• Leaves
• Temporary Employees are eligible for two paid leaves per month
• Permanent employees are eligible for 10 casual leaves, 8 sick
leaves and 14 annual leaves
• Forced Labour
• No worker can be forced to work on overtime hours
• Overtime work is an optional work which a worker may or may
not take
• If a worker is not willing to do overtime work on any day due to
any reason, he can’t be penalized for not doing the overtime
work
Administrative Procedures/ Steps developed by
Project Owner / Project Developer
• Hiring
• Admin Office of EPC Contractor and Sub Contractors must follow
the below steps in logical sequence
• Verify whether the person is above 18 years of age by
verifying the CNIC of the person.
• Make sure that the CNIC is not tempered and verify the
photocopy against the original CNIC
• Give him the Performa/Form on which he can fill or it can be
filled on his behalf as “ Application for Job”
• Interview the person. Discuss the following during interview
• Salary
• Duration of employment
• Evaluation the origin of the candidate i.e. if he is from
the project neighboring village or he is from distant
area. If the candidate is from distant area, then find out
whether the similar skill candidate is available in the
neighboring area of the project
• Fill the Employment Contract.
• Attach the Employee Picture and CNIC copy.
Administrative Procedures/ Steps developed by
Project Owner / Project Developer
• Hiring
• Stamp the photocopy of the CNIC with the statement “ Verified
against Original”
• Read the employment contract to the candidate (if he can’t read)
and then ask the employee to sign the contract or put his thumb
impression on the contract.
• Employer (HC Admin Office or Sub Contractor Admin Office) signs
the Employment Contract
• Prepare the Employee card and give the Card to Employee with the
instructions that Card should be available with him all the time.
• All the hiring done by any Sub-Contractor, the Employee Card
SHALL be issued by the HC Admin Office.
• Sub Contractor Admin Office must submit the details of hired
employee to HC Admin Office and get the Employee Card
issued by HC Admin Office
• Write the Employee Number on the Employment Contract
• Give the photocopy of the Employment Contract to the employee
with the Employee Card and file the original in the file.
• HC Admin Office updates the data w.r.t. local employment
numbers and %
Administrative Procedures/ Steps developed by
Project Owner / Project Developer
• Child Labour Remediation
• Stamp the photocopy of the CNIC with the statement “ Verified
against Original”
Administrative Procedures/ Steps developed by
Project Owner / Project Developer
• Attendance Sheet / Attendance Recording
• Either Electronic or Manual, the attendance of each person
(worker and management) present at the project site must be
recorded.
• For workers and management cadre, the actual time IN and time
OUT should be recorded,
• Overtime work should be recorded in the same attendance sheet
or separate but overtime work should indicate the total hours
worked by each person.
• Each Tier of Sub Contractor Admin must report to HC Admin Office
on daily basis at the start of each day, the total attendance of the
previous day.
• HC Admin Office must report to TBC Admin the Daily Strength
Report (made on the basis of Daily Attendance Sheet received
from all the Sub Contractors) by mid day of every day.
• Attendance Sheet must also indicate the person who is on leave as
absent
Administrative Procedures/ Steps developed by
Project Owner / Project Developer
• Salary Sheet
• Attendance Sheet (which shows Normal and Overtime working
hours of every employee) should be used for the preparation of
salary sheet.
• Salary must be calculated on the basis of 26 days and not 30 days.
• Deduction of leaves (above the legally allowed leaves) should also
be calculated on the basis of 26 days and not 30 days.
• Overtime Sheet
• Overtime Sheet can be prepared separately or it can be included in
the Salary sheet.
• Overtime should be calculated as per the legal requirement i.e.
double rate of payment.