2022 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) PROJECT IN ALBANIA LABOR-MANAGEMENT PROCEDURES (LMP) BORROWING AGENCY 1 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 Table of Contents 1 INTRODUCTION ............................................................................................................................... 2 2 PROJECT OBJECTIVE ........................................................................................................................ 3 1.1 Key Project Outcomes: ............................................................................................................ 4 3 OVERVIEW OF LABOR USE ON THE PROJECT .................................................................................. 4 4 ASSESSMENT OF KEY POTENTIAL LABOR RISKS .............................................................................. 6 5 BRIEF OVERVIEW OF LABOR LEGISLATION: TERMS AND CONDITIONS .......................................... 7 6 BRIEF OVERVIEW OF LABOR LEGISLATION: OCCUPATIONAL HEALTH AND SAFETY ..................... 10 7 RESPONSIBLE STAFF ...................................................................................................................... 11 8 POLICIES AND PROCEDURES ......................................................................................................... 12 9 AGE OF EMPLOYMENT .................................................................................................................. 15 10 TERMS AND CONDITIONS ......................................................................................................... 15 11 GRIEVANCE MECHANISM.......................................................................................................... 18 12 CONTRACTOR MANAGEMENT .................................................................................................. 19 13 COMMUNITY WORKERS............................................................................................................ 20 14 PRIMARY SUPPLY WORKERS ..................................................................................................... 20 LABOR MANAGEMENT PROCEDURE (LMP) 0 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 ABBREVIATIONS Acronyms Full word AKSHI Agjensia Kombetare e Shperndarjes se Informacionit (NAIS) (National Agency for Information Society) CRAD Climate Resilience and Agriculture Development ESF Environmental and Social Framework ESS Environmental and Social Standards Gender-Based Violence (GBV), Sexual Exploitation and Abuse (SEA), and Sexual GBV/SEA/SH Harassment (SH) GRM Grievance Redrees Mechanism IBRD International Bank for Reconstruction and Development ILO International Labour Organization IPF Investment Project Financing ISUV Food Safety and Veterinary LMP Labour Management Procedure MARD Ministry of Agriculture and Rural Development MFE Ministry of Finance and Economy NFA National Food Authority OHS Occupational Health and Safety P for R Program-for-Results Financing PCU Projects Coordination Unit LABOR MANAGEMENT PROCEDURE (LMP) 1 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 1 INTRODUCTION The World Bank (WB) as a trusted partner aims to provide financing to the Government of Albania (GoA) for the implementation of the Climate Resilience and Agriculture Development (CRAD) (the “Operation�). The operation consists of a Program-for-Results Financing (P for R) component (the “Program�) and an Investment Project Financing (IPF) component (the “Project�). The Project is designed as an IPF, and as such, needs to comply with the World Bank’s Environmental and Social Framework (2018) (ESF) comprising the Environmental and Social Standards (ESS). In response to the commitment of the GOA to comply with the ESF, the MARD has developed these Labor Management Procedure (LMP), laying out the Project’s approach to meeting the objectives of World Bank ESS 2: Labor and Working Conditions (ESS2). It sets out the terms and conditions for employment or engagement of workers on the Project, specifies the requirements and standards to be met and the policies and procedures to be followed, assesses risks and proposes the implementation of compliance measures. The LMP is developed to help avoid, mitigate, and manage risks and impacts in relation to project workers and set out the way in which project workers will be managed, in accordance with the requirements of national law and the ESS2. The LMP applies to project workers as defined by ESS2. The focus of this LMP is on workers engaged by potential work and service providers (contracted workers) and consultants engaged directly by MARD, MFE, and WB to perform project-related tasks (direct workers) as other labor of other workers (such as community workers and primary supply workers are not expected) The legal framework of the government of Albania guiding Labor and Working Conditions is, with a few minor shortcomings, strongly compliant with the ESS2 as Albania is a signatory to the International Labor Organization (ILO) and United Nations (UN) Conventions informing the ESS2. ) The scope of the LMP shall be as outlined in the World Bank’s ESS 2. The engagement will be Planned as an integral part of the Project’s environmental and social assessment and Project design and implementation. This document has 12 sections. Section 1 serves as an introduction. An overview of labor used in the Project is presented in chapter 2. Key potential labor risks are listed in chapter 3. The legislative framework governing labor employment in Albania and gap analysis with that of the World Bank’s ESS2 are discussed in chapter 4. Implementation Arrangements, age requirement, policies and procedures, and timing of labor requirements follows in the subsequent section. Grievance mechanism and contractor management are presented in the last sections. The Climate Resilience and Agricultural Development Project (CRAD) will be monitored and evaluated (M&E) by the Ministry of Agriculture and Rural Development (MARD) as the institution responsible for the management and implementation of this project. The CRAD project will implement a series of activities in Albania, which will be financed by the World Bank. MARD will implement material measures and actions so that the Project is implemented following the World Bank Environmental and Social Standards (ESSs). The MARD is responsible, among other things, for the operation, maintenance, and modernization of the I&D infrastructure (I&D = irrigation and drainage), as well as for the safety of the irrigation dams and flood protection systems. Other contributing implementing agencies are National Food Authority (NFA), the Institute for Food Safety and Veterinary (ISUV), the Regional Directorate of Irrigation and Drainage, and the National Agency for Information Society (AKSHI) which will be supporting implementing and beneficiary institutions/agencies. LABOR MANAGEMENT PROCEDURE (LMP) 2 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 The World Bank (WB) as a trusted partner aims to provide financing to the Government of Albania (GoA) for the implementation of the Operation Albania National Water Supply and Sanitation Sector Modernization Program (the “Operation�). The operation consists of a Program-for-Results Financing (PforR) component (the “Program�) and an Investment Project Financing (IPF) component (the “Project�). The Project is designed as an IPF, and as such, needs to comply with the Wo rld Bank’s Environmental and Social Framework (2018) (ESF) comprising the Environmental and Social Standards (ESS). In response to the commitment of the GOA to comply with the ESF, the Ministry of Infrastructure and Energy (MIE) has developed these Labor Management Procedure (LMP), laying out the Project’s approach to meeting the objectives of World Bank ESS 2: Labor and Working Conditions (ESS2). It sets out the terms and conditions for the employment or engagement of workers on the Project, specifies the requirements and standards to be met and the policies and procedures to be followed, assesses risks, and proposes the implementation of compliance measures. The LMP is developed to help avoid, mitigate and manage risks and impacts concerning project workers and set out how project workers will be managed, under the requirements of national law and the ESS2. The LMP applies to project workers as defined by ESS2. The focus of this LMP is on workers engaged by potential work and service providers (contracted workers) and consultants engaged directly by MoIE, MARD, and ERRU to perform project-related tasks (direct workers) as other labor of other workers (such as community workers and primary supply workers are not expected) The legal framework of the government of Albania guiding Labor and Working Conditions is, with a few minor shortcomings, strongly compliant with the ESS2 as Albania is a signatory to the International Labor Organization (ILO) and United Nations (UN) Conventions informing the ESS2. ) The scope of the LMP shall be as outlined in the World Bank’s ESS 2. The engagement will be Planned as an integral part of the Project’s environmental and social assessment and Project design and implementation. This document has 12 sections. Section 1 serves as introduction. An overview of labor used in the Project is presented in chapter 2. Key potential labor risks are listed in chapter 3. The legislative framework governing labor employment in Albania and gap analysis with that of the World Bank’s ESS 2 are discussed in chapter 4. Implementation Arrangements, age requirement, policies and procedures, and timing of labor requirements follow in the subsequent section. Grievance mechanism and contractor management are presented in the last sections. 1.1 PROJECT OBJECTIVE The Climate and Resilience Agricultural Development (CRAD) project is an approach that involves the sustainable use of existing natural resources through crop and livestock production systems to achieve higher long-term productivity and farm income under climate variability. Agriculture is the foundation of rural livelihoods in the developing world, and irrigated agriculture contributes to rural economic growth and food security through more reliable water supplies in the face of low and unevenly distributed rainfall. The project objective is to create a climate-smart agriculture platform to promote and enable the implementation of climate-smart agriculture practices across the country. Also, the project objective is to connect smallholders to markets, strengthen resilient food distribution systems, promote value- added agricultural production and traditional foods, and support the overall resilience of the agricultural sector. LABOR MANAGEMENT PROCEDURE (LMP) 3 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 The project will affect the development of agriculture led by the private sector through the creation of Micro Food Centers and the development of typical groups of food products which will promote the gathering of small farmers and their connection with the value chain actors. The Project Development Objective (PDO) is to increase competitiveness and climate resilience of priority agri-food value chains. 1.2 KEY PROJECT OUTCOMES: The following key outcomes are expected as a result of project interventions: • irrigation and drainage infrastructure rehabilitation will have very positive economic and rural poverty reduction impacts; • Sales of agricultural produce from farmers through the Micro Food Hubs and clusters will develop the private sector of agribusiness; • Extended production season enabled by improved irrigation service; Improvement of inspection capacities and diagnostic support in the areas of food safety, and veterinary and plant health analyses. 2 OVERVIEW OF LABOR USE ON THE PROJECT While the exact labor use in the CRAD project will be determined during the implementation stage (including the number, characteristics, and timing of labor requirements), below is an overview and a summary of anticipated project workers in CRAD based on the preliminary design for the project. ESS 2 categorizes the workers into direct workers, contracted workers, community workers and primary supply workers. 2.1 TYPE OF WORKERS It is expected that the CRAD project will engage the following categories of project workers as defined by ESS2: Direct workers. Direct workers will be independent consultants hired specifically to work about the Project and be integrated into the project management, coordination, or project implementation units (PIUs) yet to be established and housed by the Ministry of Agriculture and Rural Development (MARD) and its National Agency of Agriculture and Rural Development (AARD). These workers will be engaged through the standard form of Contracts for Consultancy services provided by the World Bank. The PIU will have managerial, administrative, and coordination roles as well as some specific expertise. The number of PIUs personnel and the requirements in terms of their qualifications, experience, and competencies are to be defined by Negotiations, but there will be several experts engaged directly to work on the PMU within the Ministry and PCU within MARD. The estimated direct workers would include the management unit, technical unit, supervision consultant construction, social, environmental, agricultural, financial, procurement, and administrative. These consultants are hired under individual contracts (full-time for the positions i.e. management, technical, financial, etc. while others like environmental, agricultural, and social specialists shall be engaged part-time) with the specific definition of the assigned tasks and responsibilities. Contracted workers: It is not yet clear at this stage if the Project will award a single contract for the full construction package for the CRAD project or several contracts, as this will largely be determined by the allocation of funds for each sub-component of the Project and final scope of the civil works and other activities. LABOR MANAGEMENT PROCEDURE (LMP) 4 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 Contracted workers will be engaged or employed by third parties i.e., contractors, sub-contractors, and service providers/consultants needed for project implementation, and these imply professionals and support staff provided by the Contractor or Consultants or by any Sub-Contractor or Sub- Consultants assigned to perform the Services or any part thereof. The contractual and legal relationship between the third parties and the MoIE will be established through contracts awarded in line with the standard procurement procedures and bidding documents of the World Bank for specific project activities which have a standard wording for labor and working conditions requirements. The contracts will be consultancy contracts for the provision of the TA. The number of consultants engaged during the project will vary. Primary supply workers. This category does not apply to the project. Community workers. This category does not apply to the project. 2.2 NUMBER OF PROJECT WORKERS Direct Worker. The total number of PCU staff is not specified yet, but will be clarified when project implementation begins. Contract Workers. The number of project contracted workers who will be employed is not known as of now. This will become known as and when implementation begins. 2.3 CHARACTERISTICS OF PROJECT WORKERS The PCU will be led by a director and consist of a Financial Management (FM) specialist, an Environmental specialist, an Agrological specialist, a Civil engineer (for construction works), a Monitoring and Evaluation specialist, one or two safeguard specialis, ts and administrative staff for support and interpretation. Program Consultants will be hired by the MARD to support institutions or departments involved in project components implementation: rehabilitation and modernization of I&D schemes, development of digital equipment/platforms like Climate Smart Agriculture IT platforms; development of short value chains; training; MFH constructions; establishment and upgrading of Border Inspection Posts (BIPs); improvement of inspection capacities and diagnostic support in the areas of food safety, veterinary and plant health analyses, development of a consistent and comprehensive data collection system and enhancement of the MARD policy effectiveness and efficiency capacity, etc. Component No. 1 includes civil works that will be on a small or medium scale, which includes the construction of Micro Food Hubs (MFH) or the rehabilitation and modernization of irrigation and drainage systems in some municipalities. Likewise, the second component that deals with the establishment and improvement of Border Inspection Points (BIP) will also include civil works for the construction of facilities and the provision of accompanying equipment that will be needed for the inspection and control of live animals, products of animal origin and non-animal origin, plants and plant products, as well as agricultural inputs. The design and construction works will be tailored to individual BIPs (i.e., they will take into consideration specific circumstances that are present in a specific BIP location). Construction workers will be employed from the labor market in the municipalities where the work will take place, and it is likely that the workforce, especially the lower-qualified workers, will be mostly male. LABOR MANAGEMENT PROCEDURE (LMP) 5 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 2.4 TIMING OF LABOR REQUIREMENTS The direct workers at PCU will generally be required full-time and around the year for the project duration. Other experts/consultants will be hired on a demand basis throughout the project period. Timing fothe r involvement of contracted workers will be known at later stages, how,ever they will be engaged depending on implementation of the various sub-componints on specific time slots. Civil Works contracted workers will be required as per the need. Construction season typically lasts from spring to autumn but can be somewhat longer or shorter depending on weather conditions. So, it will be up to the contractor to mobilize the labor force to coincide with the type of work and the season. The work hours should not exceed 8 hours a day, with the provision of at least 1 hour for the rest. 3 ASSESSMENT OF KEY POTENTIAL LABOR RISKS In working conditions, there is the possibility of encountering various risks such as discrimination at work, gender-based violence/sexual exploitation and abuse (GBV/SEA), and occupational health and safety risks (OSH). The PCU will assess and address these risks by developing recruitment guidelines, appropriate OHS procedures, and measures and by implementing relevant employment laws and regulations, public service regulations, and the HR manual. In addition, PCU will train all workers engaged in project activities on guidelines and protocols on how to protect themselves and their communities from occupational hazards. Below are the main work risks anticipated during the implementation of the project. The main labor risks associated with the project are assessed to be related to the labor influx, potentially hazardous work environment, the associated risk of accidents, and OHS issues. The PIU will be required to write, adopt, and implement a written Labor Management Plan (LMP) as part of the bidding document and contract before employing any laborer in the work. Labor risks associated with workers at the subproject level. There is the existence of construction activities under some sub-components proposed in the project components, but no major risks are envisaged. Only under sub-component 1.1 will be construction works, which might have some labor and working conditions related risks, but under sub-component 1.2 and component 2 small-scale renovation works are envisaged. Subprojects 1.1 and 1.2 includes the construction of Micro Food Hubs (MFH) or the rehabilitation and modernization of irrigation and drainage systems in some municipalities and component 2 includes civil works for the construction of facilities and the provision of accompanying equipment that will be needed for the inspection and control of live animals, products of animal origin and non-animal origin, plants and plant products, as well as agricultural inputs. Given the scale of the construction required under the sub-projects, the required labor force and associated goods and services will not be supplied locally, especially due to worker unavailability and a lack of technical skills and capacity. As a result, the labor force, though partially, will need to be brought in from outside the project area. Further, there might also be an influx of other people who follow the incoming workforce to sell them goods and services, or in pursuit of job or business opportunities. The rapid migration to and settlement of workers in the already congested project area can have adverse impacts, in terms of increased risks of social conflict, illicit behavior, the burden on and competition for public service provision, such as water, electricity, medical services, transport, education, and social services, risk of communicable diseases and burden on local health services, and gender-based violence, particularly in the form of inappropriate behavior. LABOR MANAGEMENT PROCEDURE (LMP) 6 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 All workers employed will have a written contract materially consistent with the objective of ESS2, in particular about child and forced labor, following procedures as specified in the World Bank’s Procurement Regulations. Occupational Health and Safety (OHS) risks are moderate and will depend on the type of sub- component works to be implemented. All contractors hired for construction works and small-scale renovation works under sub-components 1.1, and 1.2. and component 2 will be required to develop and implement written labor management procedures, including procedures to establish and maintain a safe working environment as per requirements of ESS2. All contractors under sub- component 1.1 and 1.2 will be required under the Environmental and Social Management Plan (ESMP) to ensure workers will use basic safety gear and receive basic safety training and other preventive actions as provided in the Project’s Environmental and Social Management Framework (ESMF). Risks: • Construction of Micro Food Hubs poses risks to the workers with the sheer volume of constantly moving heavy vehicles, dump trucks maneuvering around, etc., in the project area. The construction activities involving heavy machinery will be quite noisy. Collapsing of material borrow excavation with workers inside is also a risk with the type of prevailing materials in the area, etc. Specialized knowledge and expertise are required by the Contractor to implement the Occupational Health and Safety (OHS) Management Plan, effectively as indicated in the ESMP during the construction and operational phases of CRAD sub-projects. • The irrigation rehabilitation will likely generate adverse site-specific risks and impacts, such as disposal of material excavated during construction/rehabilitation activities, the occupational health and safety of workers during construction and operational phases, increased levels of dust and noise, and related community health and safety risks, and the risk of pollution to surface and groundwater sources during construction. Employment Risks. Workers will be hired by the MRD PCU, either directly as project staff or indirectly as part of contracts with consultants or service providers. The practice shows that civil works subcontractors do practice a labor contract with a lump-sum payment for a certain type of service or scope of work. Where the duration of labor will be limited to several months. 4 BRIEF OVERVIEW OF LABOR LEGISLATION: TERMS AND CONDITIONS 4.1 ALBANIAN LEGISLATION Various laws, policies, and codes of practice apply to the implementation of this LMP. These laws and policies are aligned with international standards, namely International Labor Organization (ILO) Conventions and EU Directives, as the terms, conditions, and instruments proposed in the international conventions and directives are incorporated into the national labor legislation. The Constitution of the Republic of Albania (recently updated with Law No. 76/2016, date 22.7.2016) guarantees the right to work, free choice of occupation, availability of work positions under equal conditions, respect for a person’s dignity at work, safe and healthy working conditions, necessary protection at work, limited working hours, daily and weekly interval for rest, paid annual holiday, fair remuneration for work done and legal protection in case of termination of working relations. LABOR MANAGEMENT PROCEDURE (LMP) 7 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 Law no. 7961, Dt 12.07.1995 "Labor Code in the Republic of Albania", amended by law no. 8085, dated 13.03.1996, amended by law no. 9125, dated 29.07.2003. The Labor Code respects international conventions ratified by the Republic of Albania. The Labor Code is based on generally accepted norms of international law. This law regulates the rights and responsibilities of parties that have established a formal employment relationship. The law regulates employment in both private and public sectors. It bans all forms of discrimination and any form of forced work. Law stipulates terms and criteria for establishing employment relationships and requirements for the working conditions, including working hours, remuneration schedule, and other employment benefits. Termination of contracts and grievance mechanisms are also regulated by this law. The law establishes a social dialogue, which is further elaborated in the Collective Contract. The Law on Labor offers general guidance for occupational protection and safety, which is further regulated by Law No. 10 237, dated 18.2.2010 “On Occupational Safety and Health�. Working conditions are further regulated by a set of administrative instructions, which prohibit or provide minimum requirements for working arrangements for minors, define grievance mechanisms and disciplinary procedures, maternity leave and remuneration during maternity leave, establish the minimum wage, etc. A collective Contract is an act that derives from this law and is compiled to provide more detailed guidelines and instructions on the rights and responsibilities of parties that have established employment contracts. Collective Contract provides additional details regarding employees’ benefits deriving from years of employment and retirement financial package. Among others, Law "Labor Code in the Republic of Albania": • Prohibits all forms of Discrimination: Discrimination is prohibited in employment and occupation in respect of recruitment, training, promotion of employment, terms, and conditions of employment, disciplinary measures, cancellation of the contract of employment, or other matters arising out of the employment relationship and regulated by Law and other Laws into force; • Prohibits Forced or Compulsory Labor • Prohibits Child Labor: An employment relationship may be concluded by any person of eighteen (18) years of age or above. • Protects Youth, Women, and Persons with Disabilities • Protects Employee’s Rights. The Labor Law defines the following: work contract is only in written form; trial job period lasts only for 6 months at most; working hours are at 40 hours per week; employees are entitled to a 30-minute break; there is a 4-week annual leave, while women are guaranteed a 12-month maternity leave. The law sets out the conditions for employment (including the minimum age for employment), specifies what information an employment contract must contain, and defines fixed-term (definite period) employment, part-time employment, remote work (outside the Employer’s premises) and work without established employment relationship (service supply contract, temporary and seasonal work, supplementary work). It stipulates maximum hours of work, overtime, breaks during the working day, daily and weekly rest, and leave entitlements (annual leave, sick leave, and maternity leave). The Law lays out the framework for retrenchment and termination of the employment relationship, provides for freedom of association and collective bargaining and guarantees the right to judicial protection. Law No. 10 221 dated 4.2.2010 “On Protection from Discrimination�, amended by Law No. 124/2020. This law regulates the implementation of, and compliance with, the principle of equality and non-discrimination about race, ethnicity, colour, language, citizenship, political, religious or philosophical beliefs, economic, education or social situation, gender, gender identity, sexual LABOR MANAGEMENT PROCEDURE (LMP) 8 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 orientation, sex characteristics, living with HIV/AIDS, pregnancy, parentage belonging, parental responsibility, age, family or marital condition, civil status, residence, health status, genetic predispositions, appearance, disability, affiliation with a particular group or any other ground. The purpose of this law is to ensure the right of every person to: a. equality before the law and equal protection by the law; b. equality of opportunities and possibilities to exercise rights, enjoy freedoms, and participate in public life; c. effective protection from discrimination and from every form of conduct that encourages discrimination. The rights stemming from the employment relationship are further elaborated by Law no. 10383, dt. 24.2.2011 "On compulsory insurance of health care", the law No. 7870, dated 13.10.1994 on Health insurance in the Republic of Albania. These laws specify contributions, benefits, and entitlements covering all employees and extending the entitlement to social security, retirement, disability, injury, and health insurance to those who work without an established working relationship. 4.2 WORLD BANK STANDARD The World Bank’s stipulations related to labor are outlined in its Environmental and Social Standard 2 on Labor and Working Conditions (ESS2)1. This helps the Borrowers in promoting sound worker management relationships and enhance the development benefits of a project by treating workers in the project fairly and providing safe and healthy working conditions. Key objectives of the ESS 2 are to: • Promote safety and health at work; • Promote the fair treatment, non-discrimination and equal opportunity of project workers; • Protect project workers, including vulnerable workers such as women, persons with disabilities, children (of working age, in accordance with this ESS) and migrant workers, contracted workers, community workers and primary supply workers, as appropriate; • Prevent the use of all forms of forced labor and child labor; • Support the principles of freedom of association and collective bargaining of project workers; in a manner consistent with national law; and • Provide project workers with accessible means to raise workplace concerns. ESS2 applies to project workers including full-time, part-time, temporary, seasonal and migrant workers. Where government civil servants are working in connection with the project, whether full-time or part-time, they will remain subject to the terms and conditions of their existing public sector employment agreement or arrangement, unless there has been an effective legal transfer of their employment or engagement to the project. ESS2 will not apply to government civil servants. Working conditions and management of worker relationships. The Borrower will develop and implement written labor management procedures applicable to the project. These procedures will set out the way in which project workers will be managed, in accordance with the requirements of national law and this ESS. 1 URL: https://thedocs.worldbank.org/en/doc/837721522762050108-0290022018/original/ESFFramework.pdf#page=45&zoom=80 LABOR MANAGEMENT PROCEDURE (LMP) 9 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 The procedures will address the way in which this ESS will apply to different categories of project workers including direct workers, and the way in which the Borrower will require third parties to manage their workers. Project workers will be provided with information and documentation that is clear and understandable regarding their terms and conditions of employment. The information and documentation will set out their rights under national labor and employment law (which will include any applicable collective agreements), including their rights related to hours of work, wages, overtime, compensation and benefits, as well as those arising from the requirements of this ESS. This information and documentation will be provided at the beginning of the working relationship and when any material changes to the terms or conditions of employment occur. 5 BRIEF OVERVIEW OF LABOR LEGISLATION: OCCUPATIONAL HEALTH AND SAFETY Law No. 10 237, dated 18.2.2010 “On Occupational Safety and Health�. The purpose of this law is to determine the measures aimed at guaranteeing the safety and health at work of employees. The law aims: • to guarantee the safety and protection of health, through the prevention of occupational hazards, the elimination of risk factors and accidents, information, counselling, balanced participation, in accordance with the law, the training of employees and their representatives; • to determine the general instructions for the implementation of this goal. Law on Health and Safety at Work is the key legislative act in this area. It regulates the implementation and improvement of occupational safety and health for persons involved in working processes or found in work environments, in order to prevent injuries at work, occupational diseases, and work- related illnesses. The employer must ensure that measures have been taken to provide a safe and healthy workplace and work environment for any employee (any person working or undertaking training at the employer, regardless of their employment status) to work. The Law stipulates the obligations and responsibilities of the employer in relation to ensuring safety and health at work (general obligations, special obligations, and training for employees) and assessing and mitigating labor-related risks and hazards, provides for the appointment of persons responsible for ensuring labor compliance and creating a safe working environment, and determines preventive measures for ensuring occupational safety and health. It also regulates the rights and obligations of employees, the way of organizing the task of occupational safety and health, provision of the first aid at the workplace, the possibility of selecting representatives among the employees for occupational safety and health, obligations of the employer related to keeping records, information exchange and cooperation with relevant institutions, the issue of the professional exam and licensing, the competence of the Occupational Safety and Health Administration. Labor and working conditions: regarding the 1998 ILO declaration on fundamental principles and rights at work the Existing legal framework and Labor inspectorate of Albanian authorities provide the foundation of assurance for the ESS. It has ratified 53 International Labor Organization (ILO) Conventions, of which 48 are in force, including the eight fundamental ones. LABOR MANAGEMENT PROCEDURE (LMP) 10 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 6 RESPONSIBLE STAFF The Ministry of Finance and Economy (MFE) is implementing the Climate Resilience and Agriculture Development Project (the Project), with the involvement of the following Ministry of Agriculture and Rural Development (MARD) that will have overall responsibility for the project management, implementation, and monitoring and evaluation (M&E). The implementation shall be done through Project Management Team (PMT) that will be established in MARD. Other contributing implementing agencies are National Food Authority (NFA), the Institute for Food Safety and Veterinary (ISUV), the Regional Directorate of Irrigation and Drainage, and the National Agency for Information Society (AKSHI) which will be supporting implementing and beneficiary institutions/agencies. The International Bank for Reconstruction and Development hereinafter the Bank has agreed to provide financing for the Project. The Project Management Team (PMT) will be established in MARD. It will be headed by an appointed Project Director (MARD civil servant) and will include component coordinators (appointed MARD and beneficiary institutions staff/civil servants) and support staff (local consultants) to support the PMT with coordination, fiduciary, and safeguards requirements. The PMT main responsibilities will include: • day-to-day project management; • coordination and cooperation among various government agencies institutions; • preparation of annual work plans and budgets; (iv) preparation and regular update of the Procurement Plan; • preparation of quarterly unaudited financial reports and annual audited financial statements; • M&E of project activities, including measuring and updating of the results framework indicators, and monitoring and reporting on ESF compliance; • preparation of semi-annual and annual progress reports; • briefing of MARD on the status of project implementation; and • systematic filing of all project-related documents, including procurement and financial management. The PMT will be headed by a Project Coordinator (appointed civil servants at the level of Deputy Minister/General Director) and include: • a Project Manager, • Component Leaders, • Procurement Specialist, • Financial Management Specialist, • Environmental Specialist, • Social Specialist/Gender focal point, and • Technical Specialist (i.e. engineer, IT, etc.) as deemed necessary to support project implementation. LABOR MANAGEMENT PROCEDURE (LMP) 11 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 The MARD will appoint: • civil servants as Project Coordinator, • Component Leaders and • M&E Specialist. Civil servants in supporting implementing and beneficiaries’ institutions/agencies will be appointed as focal points for the various activities. Given the demanding specific requirement for the implementation of the project technical assistance will be recruited for day-to-day project coordination, fiduciary and safeguards functions, and technical advisory along with training, office equipment and incremental operating to support overall project management. The Project Implementation Unit (PIU) of the Ministry of Agriculture and Rural Development (MARD) will be responsible for the following: • Human Resources. The HR manager is responsible for all labor relations of the direct workers in the PIU and the handling of worker grievances. • Project Manager. The Project Director of MARD will be responsible for the overall management of Contractors and consultants retained for the project, including ensuring that contractors develop and implement labor management procedures consistent with this LMP and will monitor the overall implementation of LMP for contractors and financial intermediaries. • E&M management. The Environmental and Social (E&S) Specialist of PIU will oversee the implementation of the occupational health and safety (OHS) as well as the environmental and social management plan. • Monitoring. Monitoring and ensuring that contractors/subcontractors implement and adhere to these Labor Management Procedures. They can adopt this one or prepare their own consistent with this LMP and relevant aspects of ESS2. A Technical Committee led by the Project Coordinator and involving the Project Manager, Component Leaders, as well as any additional staff as necessary will be established to ensure coordination at the operational level. The committee will include any technical staff on a case-by- case base according to the topics to be discussed and should meet at least once a month to ensure there is good progress in planned activities, or in case it would identify bottlenecks and solutions to move forward. 7 POLICIES AND PROCEDURES The contractor is committed to safeguarding worker rights and will implement good practice in relation to labor and working conditions of the CRAD project employees. This LMP contains the human resource policies and procedures that will be implemented by the project. The following presents the minimum requirements for the hiring and treatment of employees and workers. Labor Management Procedures according to CRAD project will be guided by the provisions of the World Bank ESS2: Working Conditions and Employment, International Labor Organization (ILO), the Labor Law of Albania, and other regulations as described in the section on the legislation of this LMP document. Some of the policies will include: LABOR MANAGEMENT PROCEDURE (LMP) 12 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 • Recruitment procedures will be transparent, public, non-discriminatory, and open to official websites. • Employment applications will only be considered if submitted via the official application procedures established by the contractors. • Clear job descriptions will be provided in advance of recruitment and will explain the skills required for each post. • All workers will have written contracts describing the terms and conditions of work and will have the contents explained to them. Workers will sign the employment contract. • Employees will be informed at least two months before their expected release date of the coming termination. • The contracted workers will not be required to pay any hiring fees. If any hiring fees are to be incurred, these will be paid by the Employer (in this case, the “Employer� would be the contractor). • Depending on the origin of the employer and employee, employment terms and conditions will be communicated in a language that is understandable to both parties. • In addition to written documentation, an oral explanation of conditions and terms of employment will be provided to workers who may have difficulty understanding the documentation. • All workers will be 18 years old or above for civil works. This will be a requirement in PIU contracts with civil works contractors. PIU will ensure that no construction workers between 15-18 years are in Labor Management Procedures. • Normal working time should not exceed 40 hours per week. With a five-day working week, the duration of daily work is determined by the internal work regulations approved by the employer after prior consultation with the representatives of the workers, in compliance with the established working week duration. Equality of Treatment. The ILO conventions should be applied to include also Albanian legislation. Discrimination means denying someone a job or training based on a factor, which does not affect their ability to perform that job. Such an attitude is discriminatory if it results in limiting employment opportunities for a particular group. The Project management is committed to ensuring that men and women hired for work receive equal rates of pay for equal types of work. It will not discriminate in its hiring and employment practices on any basis of sex, race, culture, religion, sexual orientation, or another aspect as per ILO convention. All workplaces including site work points will have gender-segregated facilities According to Occupational, Health, and Safety (OHS), the contractors will also be required to produce policies and procedures in line with these provisions. Key elements of OSH measures include: • identification of potential hazards to workers; • provision of preventive and protective measures; • training of workers and maintenance of training records; • documentation and reporting of occupational accidents and incidents; LABOR MANAGEMENT PROCEDURE (LMP) 13 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 • emergency preparedness; and • remedies for occupational injuries and fatalities. MARD (PIU) will commit to ensuring that: Every employee and contractor working on behalf of MARD PIU or working under a contract signed with MARD is expected to share MARD's commitment to pursue the goal of doing no harm, which means that workers are properly protected and equipped with the right equipment and training. The following elements will be integrated into the planning process of the parties involved in the execution of the works: • Environmental protection, occupational and community health and safety, gender equality, child protection, and considerations for vulnerable people (including those with disabilities); • GBV risk associated with this project in Albania is assessed as low, yet the project grievance mechanisms and labor grievance mechanism shall be strengthened with procedures to handle allegations of GBV/Sexual Exploitation and Abuse (SEA) and Sexual Harassment (SH) violation risks, and ; • Caring out a risk assessment and its review to always have a timely assessment. • Providing and maintaining safe systems of work that do not pose a risk to health. • Provide employees with the necessary information, instructions, and training to ensure that their OHS and that of others who may be affected by their actions at work are protected. • Continually improving the OHS management system and performance. • Availing this policy statement to all interested parties at all CRAD facilities and sites. The Contractor will have a designated Safety, Health, and Environmental Representative (HER) for the workplace or a section of the workplace for an agreed period. According to GBV/SEA/SH, Contractors will need to maintain labor relations with local communities through Codes of Conduct (CoC). The CoC commits all persons engaged by the contractor, including sub-contractors and Labor Management Procedure (LMP), Local Government Division (LGD) suppliers, to acceptable standards of behavior. The CoC must include sanctions for non-compliance, including non-compliance with specific policies related to GBV/SEA/SH (e.g., termination and recourse to the legal system). The CoC should be written in plain local language and signed by each worker. A copy of the CoC shall be displayed to every worker and in a location easily accessible to the community and project-affected people. It shall be provided in Albanian and English language. Contractors must address the risk of GBV/SEA/SH, through: • Mandatory training and awareness-raising for the workforce about refraining from unacceptable conduct toward local community members, specifically women. Training may be repeated; • Informing workers about national laws that make sexual harassment and gender-based violence a punishable offense that is prosecuted; • Adopting a policy to cooperate with law enforcement agencies in investigating complaints about GBV/SEA/SH; LABOR MANAGEMENT PROCEDURE (LMP) 14 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 8 AGE OF EMPLOYMENT Based on the regulation published on the official website of the Inspectorate of Labor and Social Services2, it is clearly explained why it applies to the employment of minors under the minimum age, where it is clearly stated that the employment of minors under the age of 16 is prohibited. Exceptionally, children between the ages of 15 and 16 may be employed during school holidays only in light work that does not affect their health and physical growth. Children between the ages of 15 and 16 can become subjects of professional guidance and training in accordance with the rules established by the decision of the Council of Ministers. Employment for minors is divided into two categories: 1. EASY JOBS: • Minors between the ages of 16 and 18 can be employed in light jobs that do not harm their health and education. • The Council of Ministers defines light work and establishes special rules for the maximum duration and conditions of work performance 2. DIFFICULT OR DANGEROUS JOBS: Only adults, over 18 years of age, may be employed in difficult work or work that poses a risk to their health or personality. Difficult or dangerous work and special rules for the duration and conditions of their performance are determined by decision of the Council of Ministers. Also based on the ILO Convention on the Minimum Working Age (C138)3 which calls for the minimum working age to be set no lower than the end of compulsory schooling and in any case not below the age of 15 (or 14 years in developing countries) also in this project the minimum age set for work will be 18 years. The age of direct workers and contracted workers will be verified as part of the required authorization checks conducted by each office to ensure the legal ability to work within the relevant jurisdiction. 9 TERMS AND CONDITIONS4 Terms and conditions regarding working hours and wages to be followed for the employment of workers in accordance with the Albanian law on labor code (LAW no. 7961, dated 12.7.1995 LABOR CODE OF THE REPUBLIC OF ALBANIA (Amended by laws: no. 8085, dated 13.3.1996; no. 9125, dated 29.7.2003; no. 10 053, dated 29.12.2008; no. 136/2015, dated 5.12.2015) Updated). Terms and conditions of the employees regarding wages, they will be determined depending on the type of employee (direct or contracted) and on the profession. Direct workers will be hired either on a salaried or hourly basis. Positions will be classified as salaried or hourly based on the job description. and in accordance with the Albanian labor code law. Minimum Wages. Albanian Labor Law Section XI (article 109-134) talks about Employee’s Salary and in particular, it entails details such as the Definition of salary, amount of salary, Minimum salary Bonuses, and remunerations, deductions, payment methods, dates of payment, etc. In particular, Article 118 and 119 of the Labor Law requires the employer to disclose to the employee the details of 2 URL: https://inspektoriatipunes.gov.al/en/punemarres-nen-18-vjec/ 3 URL: https://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_ilo_code:C138#:~:text=Article%203-,1.,2. 4 URL: https://www.infocip.org/al/?p=12577 LABOR MANAGEMENT PROCEDURE (LMP) 15 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 the calculation for each pay period if it is necessary. Also, the law “On determining minimum wage at the national level� No. 1025 dated 16.12.2020 must be applied, which commits the employer not to abuse the level of wages. The Contractor and sub-contractors will establish rates of wages and observe conditions equitable to those established for the trade or industry where the work is carried out. The project will pay employees promptly and regularly at the customary intervals and ensure that all employees are paid in full Working Hours. According to Albanian Law, normal working hours are 40 hrs per week as stipulated in Article 83 of Labor Law. Art. 90 of the labor law states: (2) No weekly additional hours may be required when the employee has completed 40 working hours per week. In special cases, for up to 4 months, work may be carried out for more than 40 hours per week, but the average weekly working time for this period should not exceed 40 hours. One workday lasts for eight hours, not including the breaks. The employer may ask the employees to work overtime. According to article 90, the maximum overtime hours is 8 hours per week not exceeding 200 hours per year. This number can be exceeded only with permission of the Labor Inspectorate. Overtime hours are not allowed for people with disabilities. Overtime hours, late shift hours, and working hours on the weekend and official holidays are paid at least with 25% higher rate. According to article 92 of Labor Law, the employees are entitled to 4 calendar weeks as paid annual vacation. Breaks are defined by Labor Law in article 54, where every employee who is working at least 6 hours has a right to a 20- minute break without pay. If the working time is 9 hours long, the employee is entitled to another break of min. 20 minutes. For pregnant women, this break is no less than 30 minutes. The Contractor will employ both salary and non-salary staff. The provisions below apply mainly to non- salary staff being paid on an hourly basis. a. National law specifies the working week, – but it is usually 40–42 hours. b. Overtime should be paid above this rate according to the national legal formula (explained above). Regulations should ensure that the use of task-based does not lead to self-exploitation and workers having to spend longer hours than specified in the legislation. Due to the nature of the infrastructure construction project, its employees might be required to perform overtime work. It will ensure that work for the sub-projects is not carried out on locally recognized days of rest and public holidays and all recognized festivals, religious or other customs, except when work is unavoidable or previously scheduled with amenable staff. Where employees are required to work on public holidays they will be remunerated with a higher percentage. Collective Agreements. According to Law Nr. 7961, date 12.07.1995 Labor Code. Articles 176-181, employees have the right to register a Union or otherwise an organization to represent the employees and protect their rights. 1. Employers’ and Employees’ Organization; 2. Employees Union; 1. Employers’ and Employees’ Organization LABOR MANAGEMENT PROCEDURE (LMP) 16 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 In accordance with Article 177 of the Labor Law, Employers may establish an organization with a minimum of 5 members, and Employees may form an organization with a minimum of 20 members. The main purpose of these organizations is to protect the rights of their members. The employee’s Organization must have its statute which must contain: a. the name of the organization; b. the place where its headquarters are located; c. its goals; d. conditions for admission, resignation and expulsion of members; e. rights and duties of members; f. the composition and functioning of the governing bodies, as well as the duration of the mandates; g. as the case may be, affiliation to a federation or confederation; h. measures taken in case of distribution. The organization is organized based on some principals: 1. It freely organizes its activity; and designs its own program. 2. It must conduct its activity in accordance with the legislation in force. 3. Discrimination against members is prohibited. 4. Termination of the employment contract, by the employer, without the consent of this organization, shall be invalid. 5. Changing the terms of the employment contract can be done only with the consent of the employee and the organization. 6. The employer must create the necessary conditions and facilities for the elected representatives of the employees' organizations for the normal exercise of their functions, which are defined in the collective labor contract. For this purpose, the employer must: a. to allow their entry into the working premises; b. allow the distribution of notices, brochures, publications and other documents of the employees' organization; c. to give them the necessary time to participate in the activities of these organizations inside and outside the country; d. to allow and create facilities in the work environment for the collection of membership fees of the organization, as well as for the organization of meetings and meetings. 7. Employee’s rights, acquired in more than two consecutive collective agreements, cannot be challenged by the employer. 8. Representatives of trade unions enjoy the protection provided in this article even after the end of the mandate, for a period of not less than 1 year. 2. Employees’ Union LABOR MANAGEMENT PROCEDURE (LMP) 17 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 According to Article 4 of Law 7516 “For the Employees’ Unions� employees have the right to organize an Employee Union with a minimum membership of 200 employees. The unions may organize themselves based on economic sectors/industries, professions, regions, etc. Employees’ Union must have its statute and be registered in the Court of Tirana District. When more than one member, the Employee Representative (ER) should be called Workers Council. 5 Roles and Responsibility. The project Human Resource department will be responsible for managing and implementing employment policies, guidelines, and procedures, including equal opportunity employment. Also, the HSE officer must carry out periodic training and information on the requests and rights of the employees. The environmental and social officer must keep records and report the problems and complaints that may occur. Their role ensures compliance with labor laws with respect to recruitment and management and termination of the engagement. Its other key responsibilities include the management of: • Workplace grievance program • Working hours expectations • Remuneration and payroll • Contractor Human Resources management • Workforce demobilization 10 GRIEVANCE MECHANISM Direct and contracted workers will be provided with an existing mechanism for resolving complaints, where each of them can address or present reasonable concerns at the workplace. The Grievance Redress Mechanism (GRM) will be easily accessible to all project employees. GRM ensures that complaints received are promptly reviewed to address project-related concerns. Considering the fact that a very limited number of people will be employed under the project, a simple project-specific GRM for workers will be created. This GRM will not be the same as the complaints mechanism that will be established for the project's interested parties. It should be mentioned that this mechanism (GRM) will not replace the legal system of receiving and handling complaints. This is designed to mediate and provide appropriate solutions to work-related complaints without escalating to higher levels. Complaints will be followed by a social specialist who will be responsible for coordinating with the relevant departments, organizations, and individuals to facilitate the addressing of these complaints. If the issue will not be resolved within a certain period, then complainants and comment providers have the opportunity to directly contact the head of the human resources department to follow up on the matter. The GRM can be accessed by everyone (in writing, by email, or by phone), and the database of complaints will be kept and monitored by the human resources office, where confidentiality will be maintained. The project workers' grievance mechanism will not prevent workers from resorting to court proceedings if necessary. Every month, the social worker in the human resources department will report on the collected complaints and their treatment. 5 Labor Code Law Nr.7961 date 12.7.1995. URL: https://qbz.gov.al/preview/c1c18a6c-5f3e-457d-b931- de505b3c7ed0 & Law for the Employee’s Union, Nr. 7516 date 07.10.1991. URL: https://qbz.gov.al/eli/ligj/1991/10/07/7516/0c9ba630-97a1-4307-a0f6- 3ee2dc91b9a8;q=N%C3%8B%20LIGJIN%20NR.7516,%20DAT%C3%8B%207.10.1991%20%E2%80%9CP%C3%8BR%20SINDIKATAT%20N%C3 %8B%20REPUBLIK%C3%8BN%20E%20SHQIP%C3%8BRIS%C3%8B%E2%80%9D LABOR MANAGEMENT PROCEDURE (LMP) 18 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 11 CONTRACTOR MANAGEMENT PIU will contract several contracted workers (consultants, construction companies, etc.) that will be engaged over the course of the project, to undertake short-term assignments. They will be selected from official websites and other appropriate means. PIU of MARD will make all reasonable efforts to ascertain that the contractor and their subcontractors are in full compliance with all labor regulations and Labor Management Procedures. The PIU may require contractors to provide the following information: • business licenses, registrations, and permits of local entities that supply work to the contractor and its subcontractors. • documents relating to a work management system, including OHS issues (for example, work management procedures). • contracts will also include remedies for non-conformity. In cases of subcontracting, such means shall also be included in the contractual agreement. • contract workers will have access to GM LMP. In cases where third-party contractors are unable to provide a GM, they will have access to the LMP GM. The contractor is obliged to provide workers with evidence of all payments made, including social security benefits, pension contributions, and other entitlements, regardless of whether the worker is engaged on a fixed-term, full-time, permanent, part-time, or temporary contract. Any contractor engaged by the Project to provide services (such as the construction of MFH, rehabilitation, and construction of BIP, rehabilitation of I&D schemes, etc.) will include provisions, measures, and procedures to be put in place by contractors to manage and monitor relevant OHS issues. Health And Safety. The contractor will be committed to the safety of its employees and workers at the worksite and will operate in collaboration with and to the requirements of the local health authorities. In addition, the Contractor will have to implement a Health and Safety Management Plan which outlines specific health and safety-related policies and procedures to be followed during the construction phase of CRAD project. The workplace must be safe and without risk of injury to employees. Albanian regulations also require basic protective clothing for construction works including proper foot protection, overalls where needed, protective gloves, and raincoats for wet weather work. Clothing and Personal Protective Equipment. The contractor will provide and equip all employees with the appropriate personal protective equipment (PPE) to adequately protect them from hazards associated with their specific occupation. The Contractor or his sub-contractor will ensure that all PPE including protective clothing and equipment purchased for use by its employers is manufactured to such a nationally and internationally recognized standard as to ensure adequate protection against injury and accident. The contractor will also ensure that any sub-contractors involved with the construction phase of CRAD sub-projects, provide the appropriate level of PPE to their employees. LABOR MANAGEMENT PROCEDURE (LMP) 19 CLIMATE RESILIENCE AND AGRICULTURE DEVELOPMENT (CRAD) ALBANIA PROJECT DECEMBER 2022 Reporting of Accidents. The Contractor will ensure any sub-contracts established with workers for the civil works of the sub-project will outline the responsibilities to report to appropriate project staff the details of any accident as soon as possible after its occurrence. In the case of any fatality or serious accident, the contractor would ensure that the sub-contractors are aware of the importance to notify the contractor immediately by the quickest available means following an accident. First Aid. In accordance with the Albanian legislation “For the approval of the safety regulation on- site� CMD Nr.312, date 5.5.2010 the contractor will provide and maintain adequate first aid facilities appropriate to the conditions of work. The scale of first aid facilities will be related to the size of the job. In the event of a medical emergency, the contractor will also make arrangements to evacuate injured persons to a health center. 12 COMMUNITY WORKERS The project will not engage community workers. 13 PRIMARY SUPPLY WORKERS The project will not engage community workers. LABOR MANAGEMENT PROCEDURE (LMP) 20