FEDERAL DEMOCRATIC REPUBLIC OF ETHIOPIA

DEVELOPMENT RESPONSE TO DISPLACEMENT IMPACTS PROJECT

IN THE HORN OF AFRICA PHASE II (DRDIP- II) [P178047]

LABOR MANAGEMENT PROCEDURES (LMP)

May 2022

ADDIS ABABA

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 Table of Contents

ACRONYMS AND ABBREVIATIONS ............................................................................................................... iv

1. Introduction .............................................................................................................................................. 1
2. Rationale of the Labor Management Procedures ..................................................................................... 2
3. Project Description.................................................................................................................................... 3
4. Overview of Labor Use in the Project ..................................................................................................... 11
4.1.Characteristics and Amount of Project Workers .............................................................................. 11
4.2. Timing of Labor Requirements......................................................................................................... 13
5. Assessment of Key Potential Labor Related Risks................................................................................... 14
5.1. Project activities ............................................................................................................................... 14
5.2. Key Potential Labor Risks ................................................................................................................. 17
5.3. Risk Mitigation Measures................................................................................................................. 19
6. Overview of Ethiopian Labor Legislation ................................................................................................ 27
6.1. Labor Law ......................................................................................................................................... 27
6.2. Prohibition of Child and Forced Labor ............................................................................................. 28
6.3. Provisions Related to Women.......................................................................................................... 29
6.4. Rest .................................................................................................................................................. 29
6.5. Wages............................................................................................................................................... 30
6.6. Leave ................................................................................................................................................ 30
6.7. Benefits in the Case of Employment Injuries ................................................................................... 31
6.8. Occupational Health and Safety ...................................................................................................... 31
6.9. Measures to Counter Discrimination ............................................................................................... 34
6.10. Age of Employment........................................................................................................................ 35
7. Responsibilities of Project Management ................................................................................................ 36
The Contractors will be responsible for the following: .............................................................................. 37
8. Grievance Redress Mechanism ............................................................................................................... 38
8.1 Principles and Procedures of the WGM ............................................................................................ 39
8.2. Worker Grievance Mechanism Structure ........................................................................................ 40
8.3. World Bank Grievance Redress System .......................................................................................... 41
9. Contractor Management ........................................................................................................................ 42
10. Monitoring and Reporting .................................................................................................................... 45

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Annex 1. General Construction and Operation Health and Safety Risks and Measures ............................ 45
Annex 2. OHS measures for Community Workers ...................................................................................... 51
Annex 3. Template for Code of Conduct and Rights and Responsibilities for Workers and OHS............... 57
Individual Code of Conduct ........................................................................................................................ 59
Annex 4: GRC Compliant Handling Formats ............................................................................................... 66
I. Grievance Documentation forms ..................................................................................................... 66
A፡ Compliance Filling Form ................................................................................................................ 66
B፡ Acknowledgement Letter ................................................................................................................ 67
C. Compliance Closing Form ............................................................................................................... 68
II: GRM performance reporting format ........................................................................................... 69

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ACRONYMS AND ABBREVIATIONS
BoA Bureau of Agriculture
CER Contingent Emergency Response
COC Code of Conduct
DRDIP Development Response to Displacement Impacts Project
ESCP Environmental and Social Commitment Plan
ESH Environment, Safety and Health
ESMF Environmental and Social Management Framework
ESF Environmental and Social Frameworks
ESMP Environmental and Social Management Plan
ESS Environmental and Social Standards
FPCU Federal Project Coordinate Unit
FTC Farmers Training Center
GBV Gender Based Violence
GFP Grievance Focal Point
GRC Grievance Redress Committee
GRM Grievance Redress Mechanisms
GRS Grievance Redress Service
ILO International Labor Organization
LMP Labor Management Procedures
MOA Minister of Agriculture
MoLS Minister of Labour and Skill
MSME Micro Small and Medium Enterprises
OHS Occupational Health and Safety
PCU Project Coordinate Unit
PDO Project Development Objectives
PPE Personal Protective Equipment
PTC Pastoral Training Center
RPCU Regional Project Coordinator Unit
SA Social Assessment
SEA Sexual Exploitation Abuse
SH Sexual Harassment
SWC Soil and Water Conservation
TOR Terms of Reference
WB World Bank
WGM Workers Grievance Mechanisms
WHO World Health Organizations

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1. Introduction
Ethiopia is one of the largest refugee hosting countries in the Horn of Africa, sheltering an
estimated 799,751 registered refugees and asylum seekers as of 30 September 2021. Almost 99
percent of refugees come from four countries: South Sudan, Somalia, Eritrea and Sudan. The
majority of refugees in Ethiopia are in situations of protracted displacement. Most of them live in
camps located in six regional states: Afar, Benishangul-Gumuz, Gambella, Somali, Tigray and
Amhara, near the borders of their respective countries of origin. Apart from Tigray and Amhara,
the other four refugee-hosting regional states are designated as “emerging regions” and are “the
least developed regions in Ethiopia, characterized by poor infrastructure, low administrative
capacity, a high level of poverty and poor development indicators.” In February 2019, the
Ethiopian parliament adopted a new refugee proclamation (no. 1110/2019). Secondary legislation
that will give effect to the proclamation is under preparation.
The Government of Ethiopia has requested a loan and grant from the World Bank for the
implementation of a second phase of the Development Response to Displacement Impacts Project
in the Horn of Africa (DRDIP-II). The Project will be implemented by the Ministry of Agriculture
and will improve the livelihoods of host and refugee communities in the above mentioned six
regions.
The DRDIP II is being prepared under the World Bank’s new Environment and Social Framework
(ESF). Under the ESF, the Borrower is required to comply with 10 Environmental and Social
Standards (ESSs). ESS2 relates to Labor and Working Conditions and requires the Borrower to
develop Labor Management Procedures (LMP) as a key instrument to comply with all labor and
working standards. The LMP identifies labor requirements and risks and helps the Borrower to
determine the resources necessary to address labor issues. The LMP is a living document, which
is prepared during project preparation, and is reviewed and updated when necessary.

The project Environmental and Social Management Framework (ESMF) identified key risks and
impacts associated with project implementation, including in regards to workers as well as
community health and safety, and risks associated with labor influx. The project is rated “high
risk”, due to a high likelihood of risks and impacts, which includes risks related to labor. The LMP
assesses the labor related risks and proposes mitigation measures to minimize them.

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2. Rationale of the Labor Management Procedures
The LMP needs to meet the World Bank’s Environmental and Social Framework (ESF),
requirements, specifically in regards to ESS 2: “Labor and Working Conditions (ESS2)” and ESS
4 4: “Community Health and Safety (ESS4)”. It sets out the terms and conditions of employment
for the engagement of Project workers, specifies the requirements, standards to be met, policies,
and procedures to be followed, assesses risks, and proposes implementation of compliance
measures. The LMP is developed to help avoid, mitigate, and manage risks and impacts in relation
to project workers and ensure non-discrimination, equal opportunity, protection, fair treatment,
and safe and healthy working conditions. The LMP is a living document to facilitate Project
planning, preparation, and implementation. It is anticipated that the LMP will be updated as
additional information becomes available during project implementation, including in relation to
workforce numbers and requirements and timing of project activities.
The Government of Ethiopia (GoE) recognizes that comprehensive management of human
resources is important in augmenting the positive outcomes of the Project. The LMP identifies the
labor requirements and risks associated with the project. The LMP and the procurement documents
will inform each other and key aspects of the LMP will be incorporated as contractual obligations
of private sector, cooperatives, contractors and subcontractors.
The main objectives of WB ESS 2 are the following:
To promote safety and health at work place.
• To promote the fair treatment, non-discrimination, and equal opportunity of project
workers.
• To protect Project workers, including vulnerable workers such as women, persons with
disabilities, children (of working age, in accordance with this LMP) migrant workers,
contracted workers, community workers, and primary supply workers.
• To prevent the use of all forms of forced labor and child labor.
• To support the principles of freedom of association and collective bargaining of project
workers in a manner consistent with national law.
• To provide project workers with accessible means to raise workplace concerns.
The main objectives of WB ESS 4 are the following:
• To anticipate and avoid adverse impacts on the health and safety of project-affected
communities during the project life cycle from routine and non- routine circumstances.

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 • To promote quality and safety, and considerations relating to climate change, in the design
and construction of infrastructure.
• To avoid or minimize community exposure to project-related traffic and road safety risks,
diseases and hazardous materials.
• To have in place effective measures to address emergency events.
• To ensure that the safeguarding of personnel and property is carried out in a manner that
avoids or minimizes risks to the project-affected communities.
The scope of application of WB ESS 2 depends on the type of employment relationship between
the Borrower and the Project workers. The term “project worker” refers to:
(a) People employed or engaged directly by the Borrower (including the Project proponent and the
project implementing agencies) to work specifically in relation to the Project (direct workers);
(b) people employed or engaged through third parties to perform work related to core functions of
the project, regardless of location (contracted workers);
(c) People employed or engaged by the Borrower’s primary suppliers (primary supply workers);
(d) People engaged in providing community labor (community workers).
WB ESS2 applies to project workers including fulltime, part-time, temporary, seasonal and
migrant workers.

3. Project Description
Project Development Objective (PDO)

The Project Development Objective (PDO) of the DRDIP-II is to improve access to basic social
services, expand economic opportunities, enhance sustainable environmental management and
improve the livelihood opportunities for host and refugee communities in target areas of the
project.

The Project is a five year project . It will be implemented in the six major refugee hosting regional
states of Ethiopia: (i) Afar Regional State; (ii) Benishangul-Gumuz Regional State; (iii) Gambella
Regional State; (iv) Somali Regional State; (v) Tigray Regional State; and (vi) Amhara Regional
State. Both the host and refugee communities in the Project areas will be direct Project
beneficiaries. The Project will cover 30 woredas and city administrations, 330 kebeles and 25
refugee camps in Afar, Amhara, Benishangul-Gumuz, Gambella, Somali and Tigray regions. It

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 will benefit 2,504,952 people (1,76 million members of host communities and 740,000 refugees)
as direct beneficiaries.

Table 1: Distribution of Target Woredas, Kebeles, and Beneficiaries Across Regions

S Name of Existing New Total Beneficiary

/ region intervention area intervention area intervention
N area
Host Refugee Total

No. of new woreda/ city

No. of new kebele in new

No. of new kebele in

Woreda/city administration
woreda/city administration
No. of existing woreda

No. of existing kebele

Number of camps
existing woreda

administration

Kebele
1 Benishangul- 7
Gumuz 3 32 17 4 28 77 5 273,677 71,213 344,890
2 Tigray 3 18 18 3 15 6 51 2 374,723 27,844 402,567
3 Gambella 4 29 25 2 12 6 66 7 182,085 349,015 531,100
4 Afar 2 11 11 1 5 3 27 2 144,541 55,655 200,196
5 Somali 4 27 32 2 15 6 74 8 586,539 216,711 803,250
6 Amhara - - - 2 35 2 35 1 197,949 25,000 222,949
Total 11 103 14 110 30 330 25 1,759,51
16 7 4 745,438 2,504,952

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 Fig.1. Map of DRDIP-II intervention areas

Project Components and Subcomponents

The Project has 5 components: (i) Social and Economic Services and Infrastructure; (ii)
Sustainable Environmental Management; (iii) Sustainable Livelihood Program; (iv) Project
Management, Monitoring and Evaluation and Learning; and (V) Contingency Emergency
Response Component (CERC).

Component 1: Social and economic services and infrastructure

This component will finance interventions to improve access to basic social services and economic
infrastructure while building local and institutional capacities for local development planning and
implementation. Support will also be provided to enhance social cohesion and inclusion between

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refugees and the communities that host them and to enhance women’s leadership in local
development processes. The component comprises four sub-components.

Sub-component 1(a): Community Investment Fund (CIF) & Strategic Investment Fund
(SIF)

The interventions under this sub-component will include support for basic social services (schools,
health centers, animal health facilities, etc.) and economic infrastructure (water supply, feeder
roads, market centers, storage facilities, etc.). Over 544 subprojects will be completed through the
CIF and SIF across the six project regions, benefiting 2.5 million (1.76 million host community
and 740,000 refugees), 50 percent of whom will be women.

Community Investment Fund (CIF) Through the CIF, each of the 213 Phase II target kebeles
and 25 refugee camps and sites (wards) will receive two funding cycles of up to US$125,000 for
community subprojects. Kebeles within an 8-kilometer radius of a refugee camp or site will receive
a third round of CIF. Communities will complement the project funding with a 7.5 percent
contribution, of which 2.5 percent will be in cash and 5 percent in-kind. Refugees and host
communities in areas at high risk of ongoing conflict will be exempt from the cash contribution
requirement.

Strategic Investment Fund (SIF) With a ceiling of US$ 200,000, SIF subprojects operate beyond
the needs of individual kebeles and, hence, will target the common and strategic needs of an entire
woreda or a cluster of kebeles within a given woreda. Each of the six target regions (30 target
woredas) will receive a maximum of two rounds of SIFs, for a total of 58 subprojects. Unlike the
CIF, community contributions for SIFs are not mandatory.

As a community-driven activity, potential subprojects will be chosen from an open menu with a
negative list. Based on experience from Phase I, it is expected that subprojects will include the
construction, upgrading, rehabilitation, and/or expansion of social service infrastructure, such as
schools, health centers and veterinary care centers. Economic infrastructure will also be financed
(e.g., water supply, feeder roads, market centers, storage facilities).

The local government will support communities to map the existing situation, including needs and
priority investments, which will be captured in a community development plan. The plan will, in

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turn, be harmonized with kebele and woreda development plans. The project will help the
community to form committees to implement their own priority subprojects.

Refugees will be included into the project planning processes in target kebeles to ensure that
refugee concerns and interests will be incorporated into the project planning process to contribute
to social cohesion in the target areas.

Sub-component 1(b): Capacity building for local planning and decentralized service delivery

This sub-component will support help to build community and local government capacity for
planning and service delivery. At the community/kebele level, this will include support for
different committees responsible for subproject identification, implementation and accountability,
including Kebele Development Committees, Community Project Management Committees, Social
Audit Committees, Community Procurement Committees, Community Facilitation Teams and
Grievance Redress Committees. Capacity-building support will also be extended to refugee
camp/site institutions to help refugees engage constructively with the project.

Sub-component 1(c): Women’s leadership and voice.

This sub-component will strengthen women’s leadership and participation in the community
institutions responsible for project planning and implementation, while also supporting GBV
prevention. During Phase I, women comprised 34 percent of the membership of the community
committees established for project implementation. Women’s representation in leadership
positions was not tracked. Under Phase II, the project will increase the target for women’s
participation as members to 40 percent and establish a target of 30 percent for leadership roles. To
help ensure that women’s participation and leadership will be constructive and meaningful in
shaping decisions how development resources are allocated in the target areas, the sub-component
will support the following activities: (a) consultations at the kebele, woreda and refugee camp/site
levels to understand barriers to women’s participation and leadership; (b) tailored, women-only
training program for 12,000 female members and leaders (including refugees) to equip them to
play shape decisions made by the various community committees; and (c) outreach and
communications targeted to women and men to help address social norms and barriers to women’s
voice and agency. The sub-component will also support activities for gender-based violence
prevention.

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 Sub-component 1(d): Social cohesion and inclusion

The sub-component will continue this approach while also financing activities including: (a)
refugee-host community coordination platforms in the six target regions; (b) capacity-building on
conflict management for local leaders (refugees, host communities and local authorities); and (c)
support for psychosocial programs, including individual, family and group-based interventions.

Component 2: Sustainable Environmental Management

Much of the DRDIP target area is characterized by erratic rainfall and environmental fragility,
exacerbated by the impacts of climate change and environmental degradation in refugee-hosting
areas. Component two seeks to address this issue through subprojects to support natural resource
management (NRM) and alternative energy sources.

Sub-component 2(a): Integrated natural resource management

This sub-component will enhance the productivity of environmental and natural resources,
including arresting the degradation of fragile ecosystems in forest, range, and agricultural lands. It
will support implementation of sustainable land management practices on 40,000 hectares of land
through biological and physical activities on individual farms and communal lands, including the
construction of soil bunds, stone bunds, artificial waterways, cut-off drains, check dams (gully
rehabilitation), bench terraces, hillside terraces, trenches, area closures, planting of multipurpose
trees, and groundwater recharge interventions.

Sub-component 2(b): Promote Efficient and Alternative Energy Sources

This sub-component will improve access to renewable energy for household use, livelihood and
to minimize deforestation. The sub-component will support the promotion of market-oriented,
energy efficient technologies (such as fuel-efficient cooking stoves) and alternative and
environmentally friendly energy sources, such as solar energy for public facilities (e.g., schools,
health centers, Farmer Training Centers) and biogas plants.

Component 3: Sustainable Livelihood Program

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Creating livelihood and economic opportunities for refugees and host communities is central to
self-reliance and durable solutions. The project target areas are in remote locations with limited
market infrastructure, low productivity agriculture poor access to finance and low business skills.
Challenges are even more acute for refugees, who lack access to land, suffer from legal and social
impediments to economic self-reliance, are more aid-dependent and less likely than host
community members to be employed. Like DRDIP I, Phase II will support a combination of
traditional (on- and off-farm) livelihood and non-traditional/non-farm livelihood activities for
targeted host communities and refugees. To support agricultural production and productivity it will
also finance small-scale irrigation. .

Sub-component 3 (a): Support to traditional (on-farm and off-farm) livelihoods

Sub-component activities on traditional livelihood activities will include support to: (a) strengthen
public agricultural/livestock extension service delivery systems, including through Pastoralist
Training Centers/Farmer Training Centers (PTCs/FTCs); (b) promote crop and livestock
production and productivity good practices and technologies, (c) promotion of horticulture
development; (d) improve the seed systems; and (e) livestock production.

Sub-component 3(b): Support to non-traditional (off-farm) livelihoods and business

development

Under this subcomponent, the project will support local business skills development and access to
rural finance to improve livelihood and self-reliance for refugees and host communities. The sub-
component supports a combination of capacity-building for entrepreneurship and business grants.
Support will be provided for community institutions (Rural Savings and Credit Cooperatives,
Common Interest Groups and primary cooperatives where appropriate) through skills training and
capacity building for new and existing groups on savings, financial literacy, and bookkeeping,
using the existing training manuals. Upon fulfilling necessary requirements, including saving
mobilization from members and preparation of business plans, the project will provide up to US$
6,000 seed capital for each eligible group.

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Sub-component 3 (c): Small Scale, Micro and Household Irrigation Schemes

Responding to the high levels of demand in the project areas, the bulk of component three funding
will be allocated to small-scale irrigation (SSI) schemes to enhance agricultural productivity and
the efficient use of water resources. The project will support farmer led irrigation development
(FLID) or expansion of irrigation through public interventions to make simple, low-cost micro-
scale irrigation technology (MSIT) accessible and affordable. Proposed interventions include: (a)
identification of simple and low cost irrigation technologies or best practices that meet smallholder
needs, including those that increase water availability or improve the efficient use of water; (b)
promoting and demonstrating the identified technologies or best practices; and (c) partial subsidy
of irrigation technologies to bridge the affordability limit for smallholder farmers. The Project
plans to support 5000 hectares of land (4000 new and 100 rehabilitation/upgrade).

Component 4: Project Management, Monitoring and Evaluation and Learning

The project will maintain a functional PCU at federal, regional and woreda levels. Structures are
already in place at the federal and regional levels and will be retained during Phase II. PCU offices
will be established in the new woredas. It will also support a robust M&E system to track progress
and evaluate outcomes, including through the expanded use of remote monitoring tools for areas
that are hard to access. A third party monitoring agent (TPMA) will also be recruited to cover areas
inaccessible due to insecurity.

Component 5: Contingency Emergency Response:

With the introduction of this component, DRDIP II is set to respond to eligible crises in the project
areas. In the event of an eligible natural hazard or emergency crisis, funds may be reallocated from
other components of the project. This component, if activated, would finance rapid response
measures and early recovery activities to address disaster, emergency and/or catastrophic events
at the community level. The emergency response activities will be implemented as per a simplified
procedure set out in a special project Contingent Emergency Response (CER) Manual. Applicable
national and World Bank emergency response procedures for procurement and disbursements
would be applied. The acceptance by the World Bank of the CER Manual would be a condition of
disbursement under this sub-component.

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4. Overview of Labor Use in the Project
DRDIP II will be implemented in accordance with the Ethiopian Labor Proclamation No.
1156/2019, Ethiopia refugee proclamation No. 1110/2019 and the World Bank’s ESS2 and ESS4.
Labor and working conditions in the project are relevant to direct workers employed or engaged
by the project, contracted workers, community workers and primary supply workers.
This LMP will also include potential labor risks anticipated in the project; terms and conditions
that will be applicable for workers, as per the GoE Labor Proclamation.
As per paragraph 9 of WB ESS2, Labor Management Procedures should be developed and
implemented for project workers. DRDIP II has prepared this LMP which defines the potential
project workers, and the risks and impacts in relation to issues of labor and working conditions.
The project activities will involve workers which include both male and female.
There are different categories of workers that will be expected to be employed in the new 13
woredas and city administration as well as at federal and regional level. It is not possible at this
point to estimate the numbers of workers, as they will at least be into the thousands.

4.1.Characteristics and Amount of Project Workers

The majority of local workers will be locally hired with the exception of a few skilled or semi-
skilled workers. Provisions will be made to train and hire as many as possible from local
beneficiary communities. Local workers, both males and females are eligible according to the work
needs; and according to the regulations of the labor law. While most skilled or semi-skilled
construction workers are likely to be male, the Project will make efforts to increase the percentage
of women in employment. The project will also make efforts to bring in more female workers at
staff level and at the project consultants on non-physical construction components of the project.
The following presents a list of the anticipated categories of Project workers.

Direct Workers. The Project will require direct workers who are responsible for the day today
project coordination in the Project Coordination Units (PCUs) at federal, regional and woreda
levels. The Project will require a minimum of the following specialists: Coordinator, Monitoring
and Evaluation specialist, Infrastructure Engineer, Natural Resource Management Specialist,
Irrigation Engineer, Traditional Livelihood Specialist, Nontraditional Livelihoods Specialist,
Environmental Safeguard Specialist, Social Safeguard Specialist, Gender Specialist, Community

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Mobilizer as well as Financial Management Specialist, Accountant, Casher, Procurement
Specialists who are fully dedicated to the DRDIP II.

The direct workers will be recruited in the new 14 woredas and city administrations. About 70
new employees will be hired in all regions . The estimated number of direct workers likely will
not exceed 250 staffs. It is expected that direct workers will also include individual consultants
hired by the project, who are specialized in certain disciplines (such as training, prepared
document/supervision, auditing, etc.). These consultants will be hired on a part-time basis, with a
specific definition of the assigned tasks and responsibilities.

Table 2: Number and Type of Direct Worker Expected at Each Government Level

S/N Types of direct worker Number of direct workers at Remark

Federal Regional Woreda
1 Project coordinators 1 6 30
2 Monitoring and evaluation specialist 2 6 -
3 Infrastructure engineering 1 6 -
4 Irrigation engineering 1 6 -
5 Natural resource management specialist 1 6 -
6 Traditional livelihoods specialist 1 - -
7 Non-Traditional livelihoods specialist 1 - -
8 Livelihoods specialist - 6 -
9 Environmental safeguard specialist 1 - -
10 Social safeguard specialist 1 - -
11 Gender specialist 1 - -
12 Environmental and social safeguard specialist - 6 -
13 Community mobilizer - - 30
14 Procurement specialist 2 6 30
15 Finance specialist 2 6 30
16 Accountants 2 - -
17 Casher 1 6 -
18 Drivers 7 6 30
Total 25 66 150

Contracted Workers: Are workers who will be recruited or assigned by the project for key
activities: construction/expansion/upgrading of schools, health center/post, animal health, feeder

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road, water supply, water birka, community pond, market center, warehouse, spread weir,
communal well, irrigation schemes, FTC/PTC and as well as contracted workers for operation
phase and so on. The subcontractors’ workforce will also be considered as contracted workers. At
this time, it is difficult to estimate the number of contracted workers that will be engaged in the
DRDIP II, as the number of contractors and subcontractors required for the set of project activities
is not known at this time. The Project will engage one main contractor to carry out the overall
implementation of the sub-projects provided that majority of the construction materials are
supplied by the Project with the facilitation of procurement committee.

Community Workers: People employed or engaged in providing community-based project

interventions. These will include community members who will be working in minor road or other
infrastructure works. Local skilled and unskilled labour will be engaged by the contractor and
subcontractors for carrying out the construction activities. Communities might be involved in
various activities, for example in the form of community labor contributions as well as public
workers for integrated natural resource management activities. Utilizing the CDD approach,
project funding is matched by community contributions, both in-cash and in-kind (time, materials,
and labor). In case of involvement/participation for watershed management, the project pays a fee
for community labor. See Annex 2 for more details.

Primary Supply Workers: Primary supply workers will be employed or engaged by DRDIP II
primary suppliers of goods and materials for its core function (construction material, IT
equipment, farm tools, solar systems (Generators, cooking stoves, solar light, and solar panel),
improved seed and so on). Given the project sites are distributed over the six regions of the
country, several separate contracts would be awarded. It is expected that the amount of Primary
Supply Workers will remain small.

Migrant Workers: It is unlikely that migrant workers will be engaged under the Project.

4.2. Timing of Labor Requirements

The direct workers will generally be required full time for the project duration. Civil works contract
workers, primary supply and community workers will be required as needed. Construction work

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is typically seasonal for some subprojects/activates but can be somewhat longer or shorter
depending on weather conditions. It will be up to the contractor to mobilize 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.

5. Assessment of Key Potential Labor Related Risks

5.1. Project activities

The Project components include the following subprojects and activities:
Table 3: List of Suggested Sub-projects/Activities to be Implemented with DRDIP II
Component and sub-component Subproject and activity type
Component 1: Social and economic
services and infrastructure

Construction/expansion/rehabilitation/upgrading of:
• School
• Human health post
Sub-component 1(a): Community
• Animal health post (Veterinary care)
Investment Fund (CIF) & Strategic
• Community water supply
Investment Fund (SIF) • Community feeder roads
• Bridges
• Agriculture input warehouse
• Primary market center
• Livestock water supply
• Build community and local government capacity for
planning and service delivery.
• Support for different community/kebele committees
Sub-component 1(b): Capacity building responsible for subproject identification, implementation
for local planning and decentralized and accountability, including KDC, CPMC, SAC, CPC,
CFT and GRC.
service delivery
• Capacity-building support extended to refugee camp/site
institutions to help refugees engage constructively with the
project.

• Strengthen social cohesion by directly addressing sources of

tension between refugees and host communities.
Sub-component 1(c): Social cohesion
• Targeting social services and environmental management in
and inclusion
host communities, DRDIP Phase I has contributed to
addressing host community concerns, which has improved

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 attitudes towards the refugee presence.

Component 2: Sustainable
Environmental Management
Integrated Natural Resources Management:
• Watershed Management/Development,
• Raising of forest and multi-purpose seedlings and
afforestation,
• Plantation of multipurpose trees,
• Check dams (gully rehabilitation),
• Area closures,
Sub-component 2(a): Integrated natural
• Soil and water conservation on individual farm and
resource management
communal lands,
• Construction of soil bunds, stone bunds, artificial
waterways, cut-off drains,
• Bench terraces, hillside terraces, trenches,
• Moisture harvesting structures, Percolation pits and other
groundwater recharge interventions.

• Spread weir
Demonstration of Alternative Energy Sources:
• Provision of Solar Panel for household energy
• Provision of Solar Panel for public institutions (e.g.,
Sub-component 2(b): Promote Efficient schools, health centers, Farmer Training Centers)
and Alternative Energy Sources • Provision of solar light for households
• Provision of fuel saving cooking stoves for households.
• Provision of off-grid for local community villages
• Construction of biogas plants

Component 3: Sustainable Livelihood

Program
Provision of Traditional Livelihood support for:
• Construction/rehabilitation FTC/PTC;
• Improved crop production practices,
Sub-component 3(a): Support to
• Access to technology and equipment,
traditional (on-farm and off-farm)
• Agriculture,
livelihoods
• Livestock,
• Fisheries and

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Non-Traditional Livelihood
Sub-component 3(b): Support to non-
traditional (off-farm) livelihoods and
business development
Sub-component 3(c): Capacity support
for community-based organization
Constructing/Rehabilitating/Upgrading of:
Sub-component 3(d): Small Scale, Micro
and Household Irrigation Schemes
Project Management, Monitoring and
Evaluation and Learning
• Honey
• Strengthen public agricultural/livestock extension service
delivery systems, including through PTCs/FTCs;
• Promote crop and livestock production and productivity
good practices and technologies,
• Promotion of horticulture development;
• Improve the seed systems;
• Livestock production.
• Milling,
• Wood work and metal work,
• shops and restaurants,
• Petty trade,
• Carpentry,
• Butchery,
• Small Scale mining (gold);
• Masonry,
• Supply of local construction mines (Sand, stone),
• Tailoring and garment etc.
• Capacity building for community-based organization
(CBOs).
• Business incubation and management skills for the project,
sector offices and community members.
• Existing traditional and modern SSIs and MHIS;
• Establishing new SSI and MHIS,
• Water harvesting structures,
• Head works, canals, conveyance systems, on-farm
irrigation structures,
• Small stream diversions,
• Construction of ponds,
• Hand-dug shallow wells,
• Shallow tube wells,
• Springs.
• scale-up use of the Geo-Enabling initiative for Monitoring
and Supervision (GEMS) to track subproject locations and
progress.
• Iterative Beneficiary Monitoring (IBM) will be introduced
to gather regular feedback from a large sample of
beneficiaries though phone-based surveys.
16
 • A third party monitoring agent (TPMA) will be recruited
for HROC areas.
• Conduct mid-term review; end of project review.
• A quasi-experimental evaluation design will be utilized for
before-after/treatment-control comparison.

5.2. Key Potential Labor Risks

While this Project includes construction activities, it is expected that labor risks will be minor.
They can be controlled and overcome easily and smoothly. Below is a list of possible risks that
may arise in this project:
• Labor influx risk, including GBV/SEA/SH through incoming workforce are considered
high given the broad coverage of kebeles with construction activities. Since civil works
themselves will be small in scale the given labor influx at a time will be moderate.
• Labor influx risks further include the spread of sexually transmitted and communicable
diseases, including HIV/AIDS and COVID-19;
• Occupational Health and Safety risks: Risks emanating from lack of awareness on
occupational health and safety requirements, such as the use of personal protective
equipment (PPE) and safe workplace practices. Hazards may arise from materials (for
example, chemical, physical, and biological substances and agents), environmental or
working conditions (for example, working at heights or in confined spaces, night work,
mental or physical factors, oxygen-deficient environments, excessive temperatures,
improper ventilation).
• Overtime work risk. There is a risk of unaccounted working hours and a lack of
compensation for overtime work by employers and contractors.
• Discrimination. These include potential inappropriate treatment or harassment of project
workers related, for example, to gender, age, disability, ethnicity, or religion; potential
exclusion or preferences with respect to recruitment, hiring, termination of employment,
working conditions.
• Risks associated with workers’ accommodation;
• Impacts on Community Health and Safety especially during community labor
contribution and public works;

17
• Security of workers, especially those involved in the distribution of innovative
technologies and different agricultural inputs; and those operating in particularly insecure
areas;
• Contracts of employment and terms and conditions of employment; Contracts may either
not meet the standards of the national labor legislation or the WB’s ESS 2, or they may not
be adhered to by the employer with lacking options of recourse for the worker;
• Generation of solid, liquid and fecal wastes, especially around labor camps and toilet area;
• Forced labor and use of unscrupulous labor practice
• Use of child labor; given some current practices in the country there is a significant risk
that children under the determined age may be deployed to carry out public works.
• Gender Discrimination in Employment, there may be a preference in the employment of
men, especially in public works.

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 5.3. Risk Mitigation Measures
Table 4: The Measures Adopted to Address Significant Labor Risks of the Project are Summarized
Description of the Mitigation Measures Responsibility Supervision Budget
Risk/Impact
The risks of exacerbating • Implementation of SEA/SH Action Plan Contractor and DRDIP II, FPCU, 75000
GBV/SEA/SH due to • Monitoring of the management of GBV risks will be an project RPCU and WPCT
labor influx integral part of the project activities.
• Signing of Codes of Conduct by all workers
• Training session for workers on SEA/SH issues
Risks of sexually • Training sessions on HIV/AIDs and STDs to Contractor DRDIP II, FPCU, 2,500
transmitted and workers and communities RPCU and WPCT
communicable diseases, • Work closely with respective government
including HIV/AIDS and departments, local NGOs, and/or faith-based
COVID-19 organizations, and local communities involved in
HIV and reproductive health.
• Voluntary counseling and testing services for
workers and community members shall be made
available.
• All subproject sites/workplaces shall make
COVID-19 information from relevant health
agencies readily available to their workforce.

19
 • The following action points should be provided
to all workers in all workplaces to prevent
transmission of COVID-19.
✓ Physical distancing: Introduce measures
to keep a safe physical distance in
accordance with national regulations.
✓ Hand hygiene: Implement conveniently
located hand washing stations or alcohol-
based hand sanitizer at all facilities.
✓ Cleaning and disinfection of
environmental surfaces.
✓ Personal protective equipment (PPE):
Workplaces have a responsibility to
provide at no cost suitable and sufficient
PPE, conduct training and monitor safe
use among its workers

• Train all workers regarding, e.g. hygiene (how to

correctly wash hands, covering mouth with arm
when coughing).
• Follow ESF/Safeguards Interim Note: COVID-19
Considerations in Construction/Civil Works
Projects, issued on April 7, 2020

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 • Maintain social distancing (during operations,
during lunch time, during breaks).
• Organize sufficient signage and clear written
instructions around the workplace to illustrate the
above rules of hygiene.
• Indicate the maximum number of people allowed in
various spaces/rooms.
• Train all the employees about COVID-19 preventive
measures
• Provision and mandating facemasks
Occupational Health and • Ensure supply of appropriate PPE Contractor DRDIP II, FPCU, 75000
Safety • Excavation must be supported where there is a risk RPCU and WPCT
to collapse.
• Inspect excavations before work commences each
day.
• Personnel must stay within the protected areas of the
excavation at all times.
• Substantial barriers to be erected around excavations.
• Suitable signs and barriers to be provided to warn of
the work being undertaken.
• Ladders, stairs or ramps to be provided for safe
access/egress, where necessary.
• First-aid kit shall be available on site.

21
Overtime work risk • Inform Workers on their rights Contractor DRDIP II, FPCU, 1,500
• Provide access to GRM and Workers’ GRM RPCU and WPCT
Risk of Discrimination • Contractor to show equal criteria for selection, Contractor DRDIP II, FPCU, 2,500
remuneration, and promotion RPCU and WPCT
• GRM and Workers’ GRM are made available
• Ensure regular consultation and engagement with
women and women’s groups throughout the
project life time to ensure equitable inclusion in
project activities and to monitor potential risks
that may emerge over the life of the project.
Risks associated with • Project workers should not be situated in Contractor DRDIP II, FPCU, 1,000
workers’ accommodation proximity to locations used for processing or RPCU and WPCT
storing hazardous waste.
• Monitor conditions with respect to project-
provided accommodation and services is an
important element of managing OHS risks and
promoting health, safety, and well-being of project
workers.
• Accessible GRM and Workers’ GRM
Community Health and • Recommended measures related to traffic safety: Contractor DRDIP II, FPCU, 50000
Safety • Reduce construction vehicles and trucks speed to RPCU and WPCT
acceptable level so that accidents could be avoided
(particularly in settlement areas and in areas where
there is pedestrian traffic)

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 • Provide barriers or exclusion zones around sites
where machines and tracks are operated as part of the
construction process
• Train the construction crew on safe driving to protect
the community in the construction area
• Follow all traffic rules when sub-project vehicles and
trucks are using main roads and highways.
• Provide safety signs awarding the community the
damager ahead.
• Do not leave open pits and trenches, particularly in
settlement areas and where there is pedestrian traffic
• Restrict potential use of irrigation water for drinking
purpose
• Train the community not to use irrigation water for
domestic water supply
• Complete construction of dug wells, valve chambers,
soak-away pits, and installation of pipes as quick as
possible so that the open pits and trenches could be
covered.
• Provide safety signs awarding the community the
damager ahead.
Security of workers • Project security focal point shall work closely with the Project DRDIP II, FPCU, 500
government security offices to get reliable and accurate RPCU and WPCT
information on the conditions of the road and

23

Contracts of employment •
and terms and conditions of
employment
Lack of compliance with
national laws on labor and
working conditions and
related standards
Generation of solid, liquid
and fecal wastes, especially
communicate timely to the regional PCU, woreda level
staff, as well as contractors/consultants; so that they
make informed decisions for transportation of
materials as well as travelling to the field sites for
supervision, and monitoring works.
Regular monitoring of the contractor’s performance in Contractor DRDIP II, FPCU, 1,000
implementing OHS measures. RPCU and WPCT
• Accessible grievance mechanism for workers.
• Provision of information and documentation that
is clear and understandable regarding terms and
conditions of employment to all workers.
Information should set out their rights under
national labor and employment law work hours,
wages, overtime, compensation and benefits, rest,
and leave
• Provide acceptable conditions of work, including Contractor DRDIP II, FPCU, 2,000
minimum wages, working hours, and occupational RPCU and WPCT
health and safety
• Provide lists of workers with their sex and age
• Provide workers’ GRM
• Appropriate solid and liquid waste management Contractor DRDIP II, FPCU, 2,500
should be undertaken on the sites/camps. RPCU and WPCT
24
around labor camps and
toilet area
Forced labor and use of • Contractor supervision will monitor and report the Contractor DRDIP II, FPCU, 300
unscrupulous labor absence of forced labor. RPCU and WPCT
practice • Accessible grievance mechanism for workers.
Child labor • Ensure that,contractors are not using child labor in Contractor and DRDIP II, FPCU, 35000
any stage of the sub-projects. project RPCU and WPCT
• Device and implement Contractor’s Code of Conduct
which include commitment against child labor.
• Contractor to provide list of workers with their sex
and age
• Workers’ GRM are available

Impacts on CHS especially • Contractor and project shall provide PPE for Contractor and DRDIP II, FPCU, 2,500
during community labor workers, such as safety shoes, helmets, safety project RPCU and WPCT
contribution and public vests, masks, gloves, protective clothing, goggles,
works full-face eye shields and ear protection based on
the work requirements. Workers shall maintain the
PPE properly. Project implementing sector shall
provide PPE for community workers.
• Accessible grievance mechanism for workers
shall be established and functional .

25
The project will implement, throughout project implementation, labor management procedures consistent with national legislation and
ESS2, and ensure they are available to all project workers. The procedures will also include practical guidelines for the use of adequate
Protective Personal Equipment (PPE) such as boots, gloves, masks by workers who will be engaged in hazardous occupations and
workplaces The contractor will use ESIA/ESMP to mitigate traffic risks, especially if project sites are close to main roads, village
centers, public institutions, market areas, etc., to develop measures to prevent and mitigate risks.

The contractor will prepare Community Health and Safety (CHS) plans, including a Traffic Management and Road Safety Plan,
Workers’ Camp Management Plan, Debris and Waste Disposal Plan, Emergency Response Plan, Labor Influx Plan and COVID-19
Prevention Plan, in relation to project workers, and any risks of labor influx, such as communicable and non-communicable diseases.
DRDIP-II and regulatory bodies will monitor the implementation of these plans.

26
6. Overview of Ethiopian Labor Legislation
6.1. Labor Law
The following terms and conditions apply for workers as per the Government of Ethiopia Labor
Laws (in addition to the provisions of WB ESS 2):
➢ Labor Proclamation No. 377/2003
➢ Labor Proclamation No.1156/2019 (does not replace, Labor Proclamation No. 377/2003,
but complements).
➢ Proclamation No. 632/2009, Employment Exchange Service Proclamation
➢ Proclamation No. 568/2008, Right to Employment of Persons with Disability
In case of variations between the national legislation, and the WB’s ESS, the ESS will prevail.

The Labor Proclamation No. 1156/2019 was enacted with a view to securing durable project
peace, sustainable productivity and competitiveness that will contribute to the overall
development of the country. It was ensured that the Proclamation is conform with international
conventions and other legal commitments to which Ethiopia is a party. The main objectives of the
proclamation include the following:

▪ To ensure that worker-employer relations are governed by basic principles of rights and
obligations;
▪ To establish a system that guarantees the rights of workers and employers to freely
establish associations and to engage, through their duly authorized representatives, in
social dialogue and collective bargaining, as well as to draw up procedures for the
expeditious settlement of labor disputes;
▪ To create a favorable environment for investment and achievement of national economic
goals without challenging fundamental workplace rights by ensuring labor administration;
and determine the duties and responsibilities of governmental organs entrusted with the
power to monitor labor conditions; occupational health and safety; and environmental
protection together with bilateral and tripartite social dialogue mechanisms; political,
economic and social policies of the country.

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6.2. Prohibition of Child and Forced Labor
According to the Ethiopia Labor Proclamation 1156/2019, young workers are between 15 and
18 years of age. It is prohibited to assign young workers to work, which on account of its nature
or due to the condition in which it is carried out endangers their lives or health. The Ministry of
Labor and Skills (MoLS) may prescribe the list of activities prohibited for young workers which
shall include:
• Work in the transport of passengers and goods by road, railway, air and internal water
ways, dock sides and warehouses involving heavy weightlifting, pulling or pushing or any
other related type of labor;
• Work connected with electric power generation plants, transformers or transmission lines;
• Underground work such as mines and quarries;
• Work in sewers and tunnel excavation.
The prohibitions shall not apply to work performed by young workers in fulfillment of course
requirements in vocational schools that are approved and inspected by the Competent Authority.
Article 90 states that young workers should not be assigned to night and overtime work, of the
following nature; (i) night work between10 p.m. and 6 a.m.; (ii) over time work; and, (iii) work
done on weekly rest days; or (iv) work done on Public Holidays.

International Conventions: Ethiopia has ratified International Labor Organization (ILO)

conventions related to child labor and forced labor, such as ILO Convention 182 on the Worst
Forms of Child Labor, Minimum Age Convention No. 138/1973, The Rights of the Child
Convention, 1989, Forced Labor Convention No. 29/1930 and Abolition of Forced Labor
Convention No.105/1957.

ESS: According to WB ESS2 a child under the minimum age shall not be employed or engaged in
connection with the project. The minimum age for employment or engagement in connection with
the project can be the age of 14 unless national law specifies a higher age. The project considers
engaging workers only 18 years and above. A child over the minimum age and under the age of
18 may be employed or engaged in connection with the project only under the following specific
conditions:

28
(a) A child over the minimum age and under the age of 18 will not be employed or engaged in
connection with the project in a manner that is likely to be hazardous or interfere with the child‫׳‬s
education or be harmful to the child‫׳‬s health or physical, mental, spiritual, moral or social
development;
(b) an appropriate risk assessment is conducted prior to the work commencing; and
(c) the Borrower conducts regular monitoring of health, working conditions, hours of work and
the other requirement of this ESS.

6.3. Provisions Related to Women

The Labor Proclamation 1156/2019 recognizes benefits addressing the special needs of women,
including provisions related to maternity leave and sexual harassment and violence. A provision
acknowledging affirmative action to women is also included, for example in soil and water
conservation activities due to the high burden of works on women, the project should provide a
shorter workday for women. Furthermore, women candidates who score equal points with men
should have priority in competition for employment, promotion and related opportunities.
The Labor Proclamation of Ethiopia, 1156/2019, article 87 and 88 state provisions on the working
conditions of women.
• Women shall not be discriminated against in all respects on the basis of their sex. Without
prejudice to the generality of this provision, priority shall be given to women if they get
equal result with men when competing for employment, promotion or any other benefit.
• No pregnant woman shall be assigned to night work between 10 p.m. and 6 a.m. or be
assigned overtime work.
• WOmen shall be transferred to another place of work if their job is hazardous to her health
or to the fetus as ascertained by a physician.

6.4. Rest
The working hour is eight hours a day with a maximum of 48 hours a week. The workers have
weekly rest period consisting of not less than twenty-four non-interrupted hours in the course of
each period of seven days, mainly on Sunday. The weekly rest period shall be calculated as to
include the period from 6 a.m. to the next 6 a.m. Where the nature of the work or the service
performed by the employee is such that the weekly rest cannot fall on a Sunday another day maybe

29
announced as weekly rest day as a substitute. The workers have also entitled for public holiday
with pay.

6.5. Wages
The Labor Proclamation requires the employers to pay wages in cash on a working day at the
workplace unless otherwise agreed. In case, date of payment (where already decided) falls on a
weekly rest day or public holiday, the wages are paid on the preceding work day. Wages are paid
directly to the worker or to the person authorized by the worker. Wages may be paid in kind but
may not exceed the local market value, and in no case may exceed 30% of the wages paid in cash.
An employer is under the obligation to pay the worker wages and other emoluments in accordance
with this law or the collective agreement. Wages are to be paid at such intervals as required under
the national law, collective agreement or employment contract.

As per Labour Proclamation No. 1156/ 2019, a Regulation of the Council of Ministers shall
determine the powers and responsibilities of a Wage Board, which shall comprise representatives
of the Government, employees and trade unions together with other stakeholders that will
periodically revise minimum wages based on studies, which take into account the country’s
economic development, labor market and other considerations. An employer is not allowed to
make deductions from wages except where it is provided by the law or collective agreement or
work rules or is in accordance with a court order or a written agreement with the worker. The
amount of deduction must not exceed one-third of the monthly wages of the worker.

6.6. Leave
Proclamation 1156/2019, Article 76-86 stipulates that every worker is entitled for annual leave
after completing one year of continuous service with full pay as follows: Every worker is entitled
for sixteen (16) working days of annual leave for the first year of service; where, plus one working
day for every additional two years’ service. Article 7 Sub article (5) of the proclamation states that,
where the length of service of a worker is below one year, the worker shall be entitled to an annual
leave proportional to the length of his service.
The Proclamation provides for paid sick leave for up to 6 months on completion of the probation
period if sickness is certified by a qualified doctor. A worker is entitled to sick leave if he/she is
incapable of working due to sickness other than resulting from occupational injury. A worker must

30
inform the employer about his/her absence due to sickness and provide a medical certificate issued
by a medical organization recognized by the Government. The employer will provide paid sick
leave as follows: 100% of wages during the first month of sick leave; 50% of wages during the
second & third months of sick leave; and unpaid leave from four to sixth months.

6.7. Benefits in the Case of Employment Injuries

Proclamation 1156/2019 declares that where a worker sustains an employment injury, the
employer shall cover the following expenses: general and specialized medical and surgical care;
hospital and pharmaceutical care and any necessary prosthetic or orthopedic appliances. A worker
who has sustained employment injury shall be entitled to: periodical payment while he is
temporarily disabled; disablement pension or gratuity or compensation where he sustains
permanent disablement and survivors' pension or compensation to his dependent when he/she dies.

6.8. Occupational Health and Safety

The Ethiopian Labor Proclamation number 1156/2019 has a provision that requires the employer
to have an obligation to safeguard workers from accidents and injuries. The proclamation also
requires that the employer provides regular health services including during worker injury and
sickness. The Ethiopia labor proclamation No.1156/2019 safety procedures provide provisions on
occupational health and safety and apply to workers.
Ethiopia Constitution (1995) under Article 42/2 stated the Rights of Labor as “workers right for
healthy and safe work environment”.
There are further different frameworks on OHS, which include: the National Occupational Health
Policy and Strategy, Occupational Health and Safety Directive (2008), Occupational Health and
Safety Policy and Procedures Manual, and On Work Occupational Health and Safety Control
Manual for Inspectors (2017/18). OHS promotion is also included as priority in the National Health
Policy Statement (1993). The Ministry of Labor and Skills and its regional counterparts are
responsible for OHS at Federal and Regional levels. MoLS has an OHS & Working Environment
Department responsible for OHS responsibilities. Each administrative region has an OHS
department within the Labor and Skills Bureau with the responsibilities of inspection services.
Further, proclamation 1156/2019 defines the occupational safety and health, and working
environment focusing on (i) preventive measures, (ii) occupational injuries, (iii) defining degree

31
of disablement, (iv) benefits to employment injuries, (v) medical services. The provisions are
outlined on Labor Proclamation 1156/2019 Part Seven, from Article 92-112.
The principles and procedures presented below represent minimum requirements, but are not an
exhaustive list of requirements.
In the new Proclamation of Ethiopia, Occupational Safety, Health and Working Environment the
following are indicated under Obligations of an Employer and an employee respectively.
• Comply with the occupational health and safety requirements provided for in this
Proclamation;
• Take appropriate steps to ensure that workers are properly instructed and notified
concerning the hazards of their respective occupations; and assign safety officer; and
establish an occupational health and safety committee;
• Provide workers with protective equipment, clothing and other materials and instruct them
of their use;
• Register employment accidents and occupational diseases and report same to the project
coordination unit;
• Arrange, according to the nature of the work, at his own expense for the medical
examination of newly employed workers and for those workers engaged in hazardous
work, as may be necessary with the exception of HIV/AIDS unless and otherwise the
country has obligation of international treaty to do so;
• Ensure that the workplace and premises of the undertaking do not pose threats to the health
and safety of workers;
• Take appropriate precautions to ensure that all the processes of work in the undertaking
shall not be a source or cause of physical, chemical, biological, ergonomic and
psychological hazards to the health and safety of the workers.

WB EHSGs: OHSPs following the WBG EHSGs will be prepared and implemented. The
following is a summary of OHS measures set out in WB ESS 2 :
• identification of potential hazards to project workers, particularly those that may be life
threatening;
• provision of preventive and protective measures, including modification, substitution, or
elimination of hazardous conditions or substances;

32
 • training of project workers and maintenance of training records;
• documentation and reporting of occupational accidents, diseases and incidents;
• emergency prevention and preparedness and response arrangements to emergency
situations; and
• remedies for adverse impacts such as occupational injuries, deaths, disability and disease.

Project Measures: PCU will include into the bidding documents specific OHS standard
requirements that all contractors will meet under this project In addition, all contractors must have
their own OHS staff that will be responsible for the implementation and supervision of the OHS
program. Contractors will provide a safe workplace, therefore a risk assessment will be completed
before the commencement of any construction activities, and safety measures will be implemented
in accordance with applicable safety standards. PPEs and other preventive measures will be
provided at no cost for employees. All employees will strictly follow rules for life threatening
works (OHS rules that cannot be broken in any circumstances), which will be enforced under
contractual matrix of consequences. Contractors will conduct internal OHS surveys and audits to
verify compliance of OHS practices. Non-compliances will be documented and reported internally.
A time frame for a corrective action will be set and followed up. Contractors will document and
report to PCU all accidents and illness with a day lost or more, fatalities or serious injuries that
may happen at work site. There must be on site resources for first aid and for more serious injuries
there must be a pre-approved health facility for medical treatment, as well as appropriate
transportation of injured workers.
PCU will conduct periodic supervision of Contractor’s OHS performance, including site visits.
These supervisions will cover compliance with above mentioned standards, accidents, violations
of rules, recommendations, and progress of ongoing corrective actions.
MoA will establish and maintain a safe working environment, including that workplaces,
machinery, equipment and processes under their control are safe and without risk to health; consult
with project workers in promoting understanding, and methods for, implementation of OHS
requirements, as well as in providing information to project workers, training on occupational
safety and health, and provision of personal protective equipment without expense to the project
workers; training on occupational safety and health, and provision of personal protective
equipment without expense to the project workers.

33
MoA will require the relevant primary supplier to introduce procedures and mitigation measures
to address safety issues. Such procedures and mitigation measures will be reviewed periodically
to ascertain their effectiveness. The project will ensure the application of OHS measures, included
in the site-specific ESMPs, LMPs, general and sector specific EHS guidelines (more specifically
the Health Care Facilities and Agribusiness/Food Production sector specific EHS guidelines).
Therefore, during DRDIP II implementation, the following activities need to be performed: (i)
identification of OHS risks at the project design stage including construction and operation phases;
(ii) provision of Personal Protective equipment (PPEs) and health, safety and security
arrangements; (iii) arrangement of temporary residence and clean drinking water; and make
available food at affordable cost for workers in areas where there are no hotel/restaurants around
the project sites; (iv) training at regular intervals to workers to enhance their skills and maintenance
of training records; (v) provision of preventive and protective measures, including modification,
(vi) substitution, or elimination of hazardous conditions or substances; (vii) documentation and
reporting of occupational accidents, diseases and incidents; (viii) remedies for adverse impacts
such as occupational injuries, deaths, disability and disease.

The project will follow ESF/Safeguards Interim Note: COVICD-19 considerations in

construction/Civil works projects, issued on April7, 2020.

Risks to community workers and those in the vicinity will be covered by the Occupational Health
& Safety Plan and Community Health & Safety Plan supplemented by the provisions of the LMP
under ESS2 Labor and Working Conditions (see Annex 2 on risk mitigation measures for
community workers).

6.9. Measures to Counter Discrimination

In compliance with the Labor Proclamation and ESS 2, the employment of project workers will be
based on the principles of non-discrimination and equal opportunity. There will be no
discrimination with respect to any aspects of the employment relationship, such as recruitment,
compensation, working conditions and terms of employment, access to training, promotion or
termination of employment. The following measures will be developed by the contractors and
monitored by PCU to ensure fair treatment of all employees:

34
• As per Labor Code requirements, recruitment procedures will be transparent, public and
nondiscriminatory with respect to ethnicity, religion, sexual orientation, disability, gender, and
other grounds included in the Labor Code
• Applications for employment will be considered in accordance with the application procedures
established by the Contractor.
• 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 terms and conditions of work and will have
the contents explained to them. Workers will sign the employment contract. Terms and conditions
of employment will be available at work sites
• Unskilled labor will be preferentially recruited from the affected communities and local areas.
The PCU is expected to carry out field visits and inspections of the construction from time to time.

6.10. Age of Employment

According to Ethiopia labor proclamation 1156/2019 (and ESS2 requirements) a child under the
age of 15 cannot be employed or engaged in connection with this project.
According to Ethiopia Labor Proclamation 1156/2019, children over 15 and younger than 18 are
not allowed to work in dangerous industries or hazardous environments and clear and
understandable information and documentation regarding rights, wages, working hours and
circumstances, leaves and any other important information should be provided to the working
children over 15 and under than 18.

ESS 2: A child over 15 and under 18 may be employed or engaged in connection with this project
under the following specific conditions: He/she is not employed or engaged in a manner that is
likely to be hazardous or interfere with the child’s education, or be harmful to the child’s health,
or physical, mental, spiritual, moral or social development. (ESS2, Paragraph 19); an appropriate
risk assessment is conducted prior to the work commencing (ESS2, paragraph 18).

Project Measures: If there are any workers aged 15 to 18 will be employed or engaged in
connection with the project, the contractor shall be asked to conduct a risk assessment and provide

35
it with the bidding documents to ensure all the related circumstances and environment are
appropriate and comply with the OHS and Ethiopia laws requirements.

7. Responsibilities of Project Management

DRDIP II has structures at federal, regional and woreda levels. The responsible body for workers
management varies depending on the type of workers. The direct workers will be managed by
federal, regional and woreda DRDIP II PCUs, whereas the contracted and community workers and
primary supply workers will be managed by their respective contractors/subcontractors,
Implementing Agency and by respective business organizations.
DRDIP II and its implementing entities at different levels will provide the required workers
training and OHS equipment and address worker grievances. This responsibility of managing staff
will also pass to contractors and sub-contractors. The contractors and sub-contractors need to
assure the necessary safeguards in terms of employment security, minimum wages and facilities.
Contractors must comply with safety measures indicated in ESMF and subproject ESMP. Whereas
FPCU also has the responsibility to promptly notify to the World Bank of any incident or accident
related to the project within 48 hours, which will be followed by formal investigation for a root-
cause analysis and any follow-up corrective measures to be submitted in a timeframe agreed with
the Bank depending on the nature of the incident and identification a set of corrective actions.
The DRDIP II PCUs at federal, regional and woreda level should regularly monitor labor and
working conditions of all implementers. The monitoring will be carried out biannually at federal
level, quarterly at regional level and monthly at woreda level throughout the project
implementation period. Any identified non-compliance will be included in monitoring reports
accompanied with relevant corrective actions.
The PCUs in coordination with the responsible implementing sectors, stakeholders and contractors
will be responsible for implementing this LMP, as well as report on the implementation and
compliance with the LMP in Quarterly Progress Reports to the World Bank. The E&S safeguard
specialists at federal and regional levels oversee the implementation of the environmental and
social measures across the project and will also be responsible for the following:
• Implementation of this LMP to direct workers;

36
 • Ensure that contractor(s) responsible for the construction work prepare their labor
management plans, in compliance with this labor management procedure, subproject
ESMPs and procurement documents (bid and contracts) and OHS plan before the initiation
of the construction work;
• Monitor that the contractor(s) are meeting obligations towards contracted and sub-
contracted workers in line with ESS2 and the Ethiopian Labor Law;
• Monitor implementation of contractors’ labor management procedures;
• Monitor that OHS requirements/standards are met at work places in line with OHS plan;
• Monitor training of the Project workers;
• Ensure that the grievance mechanism for the Project workers is established and monitor its
implementation;
• Monitor implementation of the workers COC;
• Monitor implementation of community workers labor management procedures.

The Contractors will be responsible for the following:

• Contracts or suppliers of solar panels or solar panel components obligations to prevent
forced labor among the staff, employees, workers and any other person employed or
engaged by the contractor or supplier;
• Maintain records of recruitment and employment process of contracted workers.
• Engage and manage the Project workers;
• Communicate clearly job description and employment conditions to contracted workers.
• Develop and implement workers’ grievance mechanism and address the grievance received
from the contracted and sub-contracted workers;
• Have a system for regular review and reporting on labor and OHS performance on monthly
basis to Woreda Project Coordination Team (WPCT).
• Deliver regular induction on health, safety and environment training to employees and
specific training to more specific OHS risks;
• Ensure workers are informed of their rights and responsibilities related to OHS and those
of employers

37
 • Ensure that all contractor and sub-contractor workers understand and sign the Code of
Conduct prior to the initiation of the work;
• After the bidding process is completed and the contractors are known, the LMP can be
updated to include additional details about contractors as necessary.

Community level committees will be established for implementation of the project, notably
CPMC, GRC, CFT, Community Watershed Team (CWT) . Their organization will follow a CDD-
type approach.

8. Grievance Redress Mechanism

To address and manage workplace and employment related conflicts or complaints as well as
gender-based violence (GBV/SEA/SH) – related grievances, a grievance redress mechanism is
crucial for DRDIP II. A project worker who has a complaint or grievance has the right to present
it and obtain proper redress through the Worker Grievance Mechanism (WGM) established by the
project for this purpose. In this project the mechanism will be provided for all direct workers,
contracted workers, primary supply workers and community workers. The workers’ grievance
redress mechanism will be designed in such way that it helps address concerns promptly, using an
understandable and transparent process that provides timely feedback to those concerned in a
language they understand, without any retribution, and will operate in an independent and
objective manner. The workers will be informed of the WGM at the time of recruitment.
The DRDIP II will establish an accessible and functional WGM for all categories of workers
described in this LMP before project effectiveness, as per the ESS2 requirement. The WGM will
assist all types of project workers. Labor Proclamation No. 1156/2019, Chapter 3, Article 141, has
also introduced that employers and workers or their respective associations may use social
dialogue in order to prevent and resolve labor disputes amicably. The government civil servants
seconded to this project have access to grievance procedures under Ethiopian government public
service laws.

The WGM will be established at four levels: 1) at the federal level FPCU, 2) at regional level
RPCU 3) at woreda level woreda GRC and 4) at kebele level kebele GRC. It should be emphasized
that this WGM is not a substitution to legal system for receiving and handling grievances.

38
However, this is formed to mediate and seek appropriate solutions to labor related grievances,
without escalating to higher stages.
• At the federal level the member of the GRC includes (i) Federal DRDIP PCU coordinator
(ii) FPCU Safeguard Specialists (iii) FPCU Irrigation/civil/Civil Engineer (iv) FPCU
Gender specialist (v) delegate from MoA Human Resource Directorate.
• At regional level (i) Regional DRDIP RCU coordinator (ii) RPCU Safeguard Specialist
(iii) RPCU Irrigation/civil/Civil Engineer (iv) delegate from Bureau of Agriculture (BoA)
Human Resource Directorate.
• At woreda level (i) Woreda Administration office (ii) Woreda Environment and land
administration (iii) Woreda Justice office (iv) Woreda Women, Children and Youth Affairs
office (v) Woreda office of Agriculture.
• At kebele level (i) Representative of Kebele Arbiter (ii) Kebele Development Agents (iii)
Kebele Council Members (iv) Representative of Youth (v) Representative of Kebele
Women (vi) Representative of PAPs
Project workers are also free to file grievances with the Project GRM.

8.1 Principles and Procedures of the WGM

• Direct, contracted, primary supply and community workers will be informed of the WGM
at the time of recruitment and the measures put in place to protect them against any reprisal
for its use.
• The WGM will be easily accessible via the disclosure office hours and transparently
disclosed to all employees to raise workplace concerns.
• The WGM shall be transparent in using clear procedures.
• There will be no discrimination against those who express grievances, and all grievances
will be treated confidentially.
• The PCUs and other responsible project management will treat grievances seriously and
take timely and appropriate action in response.
• The aggrieved parties shall be informed within 10 days of their grievance application,
either with a respective solution or with a request of extension in cases where more
information is needed.

39
 • The aggrieved party shall have the option to refer to a grievance log with key information
that will be established by the Regional Bureau of Agriculture and Natural Resource/ and
Regional Bureau of Pastoral Agriculture.
• Grievance logbook will be maintained in the project office.
• The WGM, however, does not replace or override the requirement that the PCU provide
for workplace processes for project workers to report work situations that they believe are
not safe or healthy, such as reporting requirements regarding workplace injuries and
accidents.
• The WGM will not prevent workers to use judicial procedure or administrative remedies
that might be available under the law or existing arbitration procedures or substitute for
collective agreements grievance mechanisms, if preferred.
• The quarterly progress report will include reports on grievances related to project labor
and working conditions issues. If not satisfied with the outcome of the regional level, the
aggrieved party shall be able to access a second level committee at the MoA-DRDIP level.

8.2. Workers’ Grievance Mechanism Structure

Kebele level: The GRC at kebele level will serve to file the grievances and appeals of the project
workers. It will be responsible to facilitate and resolve grievances at kebele level. If the issue
cannot be resolved at the kebele level within 10 to 15 days, then it will be escalated to the woreda
level.
Woreda level: The project coordinator at the woreda level will serve as Grievance Focal Point
(GFP) to file the grievances and appeals of the project workers. He/She will be responsible to
coordinate with woreda level GRC to resolve grievances. If the issue cannot be resolved at the
woreda level within 5 to 10 working days, then it will be escalated to the region level.
Regional PCU level: The regional environment and social safeguard specialist will serve as GFP
to file the grievances and appeals. He/She will be responsible to coordinate with project
coordinator, relevant departments and persons to facilitate addressing these grievances. If the issue
cannot be resolved at the regional level within 10 working days, then it will be escalated to the
MoA (FPCU) level.

40
Federal level: If there is a situation, in which there is no response from the regional level, or if the
response is not satisfactory, then complainants have the option to contact the Focal Person at FPCU
of the MoA directly to follow up on the issue.
Ministry of Labor and Skills (MoLS): Workers who are not satisfied with the decisions of the
DRDIP II FPCU can take their cases to the labor dispute court at the MoLS. This could be dealt at
two levels, (i) through taking the case to the formal labor division courts, (ii) through the labor
relations board for conciliation.

Steps of Complaint for DRDIP II

• Step 1: Grievance discussed with the GRC at kebele level
• Step 2: Grievance rose with the Woreda GRC
• Step 3: Appeal to the Regional GRC
• Step 4: Appeal to the Ministry of Agriculture DRDIP II Coordination Unit.
• Step 5: Once all possible redress has been exhausted and if the complainant is still not satisfied
then they should be advised their right to take their case to the formal legal recourse.

The project will establish and maintain labor grievance mechanism for DRDIP-II workers that will
serve equally for community workers as described in the LMP and consistent with ESS2. It must
be backed with a more effective band confidential mechanism for GBV/SEAH complaints
handling.

8.3. World Bank Grievance Redress System

Workers who believe that they are adversely affected by a WB supported project may submit
complaints to existing project-level grievance redress mechanisms or the WB‫׳‬s Grievance Redress
Service (GRS). The GRS ensures that complaints received are promptly reviewed in order to
address project-related concerns. Project affected communities and individuals may submit their
complaint to the WB’s independent Inspection Panel which determines whether harm occurred, or
could occur, as a result of WB non-compliance with its policies and procedures. Complaints may
be submitted at any time after concerns have been brought directly to the World Bank’s attention,
and Bank Management has been given an opportunity to respond. For information on how to
submit complaints to the World Bank’s corporate GRS, please visit:

41
https://www.worldbank.org/en/projects-operations/products-and-services/grievance-redress-
service For information on how to submit complaints to the World Bank Inspection Panel, please
visit: www.inspectionpanel.org.

9. Contractor Management
Selection of contractors shall be made according to the World Bank procurement procedures and
in compliance with the GoE procurement procedures. The Project team, after receiving bids from
the contractors, ensures that the contractors are legitimate and licensed according to the Ethiopian
labor law. The ESMF and this LMP form and integral part of the bidding documents to be issued
to contractors, and shall also be part of the awarded contracts to these contractors. Performance of
contractors shall be managed and monitored by the PCU. Regular supervision checkups shall be
conducted to ensure compliance with all the ESS requirements. The bid document will make it
mandatory for the contractors to annex a Contractor’s ESMP (CESMP) or environmental clause.
The PCU will manage and monitor the performance of the Contractor in relation to contracted
workers, focusing on compliance by contractors with their contractual agreements (obligations,
representations, and warranties). This may include periodic audits, inspections, and/or spot checks
of project locations or work sites and/or of labor management records and reports compiled by
contractors. Contractors’ labor management records and reports may include: (a) records relating
to grievances received and their resolution; (b) reports relating to safety inspections, including
fatalities and incidents and implementation of corrective actions; (c) records relating to incidents
of non-compliance with national law; and (d) records of training provided for contracted workers
to explain labor and working conditions and OHS for the project.
The project or the project parties have the obligation to develop a standard condition of contract
for each category of contract and services. Also make reasonable efforts to ascertain that the
Contractor and their subcontractors hire the workers from local work forces as far as practical.
Major terms and conditions required for the contractor management are selection process for
contractors’ contractual provisions that will put in place relating to contractors for the management
of occupational health and safety (ESS 2 paragraph 32 and labour law chapter12); procedure for
managing and monitoring the performance of contractors (paragraph 32); and collective
agreements that apply to the project. Additionally, technical, financial and other specific work
experience may also apply during contractor management.

42
The Project shall demonstrate and acquire the commitment from respective parties on the
conditions as indicated in the section contract management.

The contractor will construct camps for labour and engineers while supplying basic human needs
to be specified in the contracts. The contractor must provide workers with evidence of all payments
made, including social security benefits. Or other entitlements regardless of the worker being
engaged on a fixed term contract, full-time, part-time or temporarily. The application of this
requirement will be proportionate to the activities and to the size of the contract, in a manner
acceptable to MoA, WB and local laws and regulations.
The MoA and respective offices at grassroot level will monitor contractors and assigned activities,
keep records and reports on terms and conditions, proportionate to the activities and to the size of
the contract, including:
➢ Labour conditions: records of workers engaged under the Project, including contracts,
registry of induction of workers including CoC, hours worked, remuneration and
deductions (including overtime), collective bargaining agreements;
➢ Safety: recordable incidents and corresponding Root Cause Analysis (lost time incidents,
medical treatment cases), first aid cases, high potential near misses, and remedial and
preventive activities required (for example, revised job safety analysis, new or different
equipment, skills training, and so forth).
➢ Workers: number of workers, indication of origin (local, nonlocal nationals), gender, age
with evidence that no child labour forced labour and no trafficked labour is involved, and
skill level (unskilled, skilled, supervisory, professional, management).
➢ Training/ professional development: dates, number of trainees, and topics;
➢ Worker grievances: details including occurrence date, grievance, and date submitted;
actions taken and dates; resolution (if any) and date; and follow-up yet to be taken
grievances listed should include those received since the preceding report and those that
were unresolved at the time of that report.
➢ Emergency and security: details of risks the contractor may be exposed to while
performing its work the threats may come from third parties external to the project.

43
The Project’s oversight of contractors to set out the following procedures will be in place for
contractor management, but will be adjusted to adhere to LMP provisions:
➢ Ensure that Contractors have valid contracts with clearly define service level agreement in
accordance with national guideline and all environmental and social clauses, as applicable.
➢ Monthly submission of records: Contractor submission to Supervision consultant and
MoA and their respective offices when required and feasible, this includes: Managing
incidents and accidents, the Incident Reporting and Investigation Procedure is followed
and the Incident/Accident Monitoring Register is used to monitor; and Contractor
employees recorded using Contractors Employee List.
➢ Monthly site visits (at a minimum) and reports. This includes, concerns or issues tracking
using monitoring register.
➢ Evaluation of contractor requirements. This includes training, OH&S files, certifications
and other. The evaluation results in Portfolio Reports which includes recommendations for
contract extension or termination.
➢ Training needs identification recorded in Contractor Training Schedule for workers &
project parties.
➢ Annual Contractor Management Plans submitted to supervision consultant and ERA.

➢ The project will implement, throughout project implementation, labor management

procedures consistent with national legislation and ESS2, and ensure they are available to
all project workers. The procedures will also include practical guidelines for the use of
adequate Protective Personal Equipment (PPE) such as boots, gloves, masks by workers
who will be engaged in hazardous occupations and workplaces The contractor will use
ESIA/ESMP to mitigate traffic risks, especially if project sites are close to main roads,
village centers, public institutions, market areas, etc., to develop measures to prevent and
mitigate risks.
➢ The contractor will prepare Community Health and Safety (CHS) plans, including a Traffic
Management and Road Safety Plan, Workers’ Camp Management Plan, Debris and Waste
Disposal Plan, Emergency Response Plan, Labor Influx Plan and COVID-19 Prevention
Plan, in relation to project workers, and any risks of labor influx, such as communicable
and non-communicable diseases. DRDIP-II and regulatory bodies will monitor the
implementation of these plans.
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10. Monitoring and Reporting
The LMP implementation should be monitored and supervised to assess/track whether the
objective of the labor related risks and impact mitigation is achieved.

Table3: The reports to be prepared for monitoring of compliance with labor related risks are summarized below:

# Title of the Report Contents of the Report Frequency of Report Report to be

Preparation prepared by
1 ESHS Monitoring Compliance status of overall Project Quarterly DRDIP II
Report with ESMP requirements.
2 Incident report Incident investigation reports for all Initial investigation Contractor
major incidents covering details of report within 48
the incident, root cause analysis, and hours; Detailed
actions taken to address the future Investigation Report
recurrence of this event. within ten days

Annex 1. General Construction and Operation Health and Safety Risks and Measures
Over-exertion

Over-exertion, and ergonomic injuries and illnesses, such as repetitive motion, over-exertion, and
manual handling, are among the most common causes of injuries in construction and
decommissioning sites. Recommendations for their prevention and control include:

➢ Training of workers in lifting and materials handling techniques in construction and

decommissioning projects, including the placement of weight limits above which
mechanical assists or two-person lifts are necessary
➢ Planning work site layout to minimize the need for manual transfer of heavy loads
➢ Selecting tools and designing work stations that reduce force requirements and holding
times, and which promote improved postures, including, where applicable, user
adjustable work stations
➢ Implementing administrative controls into work processes, such as job rotations and
rest or stretch breaks
Slips and Falls

Slips and falls on the same elevation associated with poor housekeeping, such as excessive waste
debris, loose construction materials, liquid spills, and uncontrolled use of electrical cords and ropes
on the ground, are also among the most frequent cause of lost time accidents at construction and
decommissioning sites.

Recommended methods for the prevention of slips and falls from, or on, the same elevation
include:

45
 ➢ Implementing good house-keeping practices, such as the sorting and placing loose
construction materials or demolition debris in established areas away from foot paths
➢ Cleaning up excessive waste debris and liquid spills regularly
➢ Locating electrical cords and ropes in common areas and marked corridors
➢ Use of slip retardant footwear
Work in Heights

Falls from elevation associated with working with ladders, scaffolding, and partially built or
demolished structures are among the most common cause of fatal or permanent disabling injury at
construction or decommissioning sites. If fall hazards exist, a fall protection plan should be in
place which includes one or more of the following aspects, depending on the nature of the fall
hazard:

➢ Training and use of temporary fall prevention devices, such as rails or other barriers able
to support a weight of 200 pounds, when working at heights equal or greater than two
meters or at any height if the risk includes falling into operating machinery, into water or
other liquid, into hazardous substances, or through an opening in a work surface
➢ Training and use of personal fall arrest systems, such as full body harnesses and energy
absorbing lanyards able to support 5000 pounds (also described in this section in Working
at Heights above), as well as fall rescue procedures to deal with workers whose fall has
been successfully arrested. The tie in point of the fall arresting system should also be able
to support 5000 pounds
➢ Use of control zones and safety monitoring systems to warn workers of their proximity to
fall hazard zones, as well as Additional information on identification of fall hazards and
design of protection systems can be found in the United States Occupational Health and
Safety Administration’s (US OSHA) web site:
http://www.osha.gov/SLTC/fallprotection/index.html securing, marking, and labeling
covers for openings in floors, roofs, or walking surfaces
Struck by Objects

Construction and demolition activities may pose significant hazards related to the potential fall of
materials or tools, as well as ejection of solid particles from abrasive or other types of power tools
which can result in injury to the head, eyes, and extremities.

Techniques for the prevention and control of these hazards include:

➢ Using a designated and restricted waste drop or discharge zones, and/or a chute for safe
movement of wastes from upper to lower levels
➢ Conducting sawing, cutting, grinding, sanding, chipping or chiseling with proper
guards and anchoring as applicable
➢ Maintaining clear traffic ways to avoid driving of heavy equipment over loose scrap
➢ Use of temporary fall protection measures in scaffolds and out edges of elevated work
surfaces, such as hand rails and toe boards to prevent materials from being dislodged

46
 ➢ Evacuating work areas during blasting operations, and using blast mats or other means
of deflection to minimize fly rock or ejection of demolition debris if work is conducted
in proximity to people or structures
➢ Wearing appropriate PPE, such as safety glasses with side shields, face shields, hard
hats, and safety shoes
Moving Machinery

Vehicle traffic and use of lifting equipment in the movement of machinery and materials on a
construction site may pose temporary hazards, such as physical contact, spills, dust, emissions,
and noise. Heavy equipment operators have limited fields of view close to their equipment and
may not see pedestrians close to the vehicle. Center-articulated vehicles create a significant impact
or crush hazard zone on the outboard side of a turn while moving.

Techniques for the prevention and control of these impacts include:

➢ Planning and segregating the location of vehicle traffic, machine operation, and
walking areas, and controlling vehicle traffic through the use of one-way traffic routes,
establishment of speed limits, and on-site trained flag-people wearing high-visibility
vests or outer clothing covering to direct traffic
➢ Ensuring the visibility of personnel through their use of high visibility vests when
working in or walking through heavy equipment operating areas, and training of
workers to verify eye contact with equipment operators before approaching the
operating vehicle
➢ Ensuring moving equipment is outfitted with audible back-up alarms
➢ Using inspected and well-maintained lifting devices that are appropriate for the load,
such as cranes, and securing loads when lifting them to higher job-site elevations.
Dust

➢ Dust suppression techniques should be implemented, such as applying water or non-toxic

chemicals to minimize dust from vehicle movements
➢ PPE, such as dusk masks, should be used where dust levels are excessive
Confined Spaces and Excavations

Examples of confined spaces that may be present in construction or demolition sites include: silos,
vats, hoppers, utility vaults, tanks, sewers, pipes, and access shafts. Ditches and trenches may also
be considered a confined space when access or egress is limited.

The occupational hazards associated with confined spaces and excavations in construction and
decommissioning sites should be prevented according to the following recommendations:

➢ Controlling site-specific factors which may contribute to excavation slope instability

including, for example, the use of excavation dewatering, side-walls support, and slope

47
 gradient adjustments that eliminate or minimize the risk of collapse, entrapment, or
drowning
➢ Providing safe means of access and egress from excavations, such as graded slopes, graded
access route, or stairs and ladders
➢ Avoiding the operation of combustion equipment for prolonged periods inside excavations
areas where other workers are required to enter unless the area is actively ventilated
Other Site Hazards

Construction and decommissioning sites may pose a risk of exposure to dust, chemicals, hazardous
or flammable materials, and wastes in a combination of liquid, solid, or gaseous forms, which
should be prevented through the implementation of project specific plans and other applicable
management practices, including:

➢ Use of specially trained personnel to identify and remove waste materials from
tanks, vessels, processing equipment or contaminated land as a first step in
decommissioning activities to allow for safe excavation, construction, dismantling
or demolition
➢ Use of specially trained personnel to identify and selectively remove potentially
hazardous materials in building elements prior to dismantling or demolition
including, for example, insulation or structural elements containing asbestos and
Polychlorinated Biphenyls (PCBs), electrical components containing mercury
➢ Use of waste-specific PPE based on the results of an occupational health and safety
assessment, including
a. Labor risks associated with direct workers: The type of work to be carried out by direct
workers does not entail vulnerability to abuse of labor rights or Occupational Health and Safety
(OHS) risks. In RLLP the nature of activities is simple work and will be implemented by
beneficiary communities. Some of the risks that may be faced by direct workers, especially
workers hired by the project, and their mitigation measures include:

i. Employment risks: are risks that are not compliant with either labor law or ESS 2. These may
include not providing written documents of assignments discrimination towards women and labor
with disability, unlawful termination and withholding of benefit, etc. Risks can be mitigated by
putting all the necessary terms and conditions on their contracts and providing awareness on their
rights and responsibilities.

ii. Car/motorcycle accidents: As project sites are spread across six regional states of Ethiopia,
this risk can happen at the time of transporting materials or monitoring activities. Project staff
based at woreda level will be required to make a lot of movements to micro-watersheds and those
at federal and regional levels will also travel to the micro-watersheds for monitoring purposes. All
these are likely to face this type of risk.

48
iii. Child labor: The Ethiopian civil servants proclamation prohibits the employment of workers
under the age of 18 years. The risk of child labor will be mitigated through Certification of
employee’s age. This will be done by using the legally recognized documents such as birth
certificates or school report cards.

iv. Gender based violence: due to nature of the project activities, risks associated with gender-
based violence, is not envisaged for the direct workers.

b. Labor risks associated with community workers

i. Discrimination and exclusion of vulnerable/disadvantaged groups: Vulnerable/disadvantaged

groups of people may include female-headed households, landless households, and jobless youth.
They will be given priority during the employment of paid community workers for the
implementation of activities on communal lands and construction of community assets.

ii. Child and forced labor: Participants under the age of 15 years will not be eligible to participate
in subprojects activities. The risk of child labor will be mitigated through regular awareness
creation sessions for communities on prohibition and negative impacts of child and forced labor.
The risk of forced labor is expected to be small as subproject activities will be identified and
prioritized by local communities themselves.

iii. Accident and injuries at workplaces: Awareness will be given to community members who
will participate in the work about the safety precautions before starting the work. To avoid the risk
of injuries at workplaces, first-aid kits will be made available at every project site.

iv. Workplace Safety: Beneficiaries participating in project activities will be organized in

workgroups that may include both male and female community members. This will help them to
share tasks according to their physical ability. During this arrangement light work will be allocated
to females and relatively heavy work will be given to male farmers. Moreover, this arrangement
helps to ensure cooperation among the community members, monitoring each other’s attendance
and ensuring each other arrive at work on time.

v. Payment and working hours: For community workers, payment is considered as an incentive
for engagement in natural resource restauration activities. The payment and working hours
depends or based on agreed norm.

vi. Gender-based violence (GBV): The likelihood of occurrence of gender-based violence

(GBV) risk for community workers is low because there is an established traditional protection
mechanism in each community.

c. Labor risks associated with contracted workers

i. Labor risks including labor influx and associated gender-based violence (GBV), and child
labor are considered low as most of the small civil works will use community workers. The

49
contractor will be required in the contract to commit to using local community members as much
as possible. However, when skilled laborers are not available in the community, the civil work will
be partially or fully outsourced to local service providers and contractors who may hire skilled
laborers from nearby villages and towns. Although these civil works are of short duration, there
might arise Gender based violence (GBV) and competing for work with local community. The
contractor will be required in the contract to commit against the use of child and forced labor,
introduce mitigation measures against GBV, and RLLP staff in charge of contractor supervision
will monitor and report the absence of child labor.

ii. Occupational Health and Safety (OHS) risks: All contractors 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.

d. Labor risks associated with primary suppliers

Primary suppliers will be required in their contracts to include legal provisions on use of
child/forced labor explicit prohibition and compliance with OHS and gender-based violence
(GBV) regulations. As it is not possible to identify specific primary suppliers at this stage, the
project will assess the labor issues and risks relating to the supply of such goods and materials in
accordance with the requirements of ESS2 and review the industry general industry labor risks as
part of the site-specific plans preparation such as ESMPs during the project implementation.
Where relevant, the project will track suppliers’ performance to inform whether procedures and
mitigation measures are being appropriately implemented and provide feedback on performance
and any new areas of risk related to suppliers’ performance. RLLP-II will identify potential risks
of child labor, forced labor and serious safety issues which may arise in relation to primary
suppliers during project implementation. Where remedy is not possible, RLLP-II will, within a
reasonable period, shift the project’s primary suppliers to suppliers that can demonstrate that they
are meeting the relevant requirements of this ESS.

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Annex 2. OHS measures for Community Workers
In this project, community workers will be used in component 1 for construction/expansion/rehabilitation of CIF, in component 2 on
integrated natural resources management and in component 3 (subcomponent 1 and 2).
Component Sub-project type/activity
Construction/rehabilitation/expansi
on/upgrading of: School;
Community Water Supply; Market
center; Veterinary Care (Animal
Health Post); Human Health Post;
Community Feeder Roads; Bridges;
Storage Facility; Livestock Water
Social and
Supply Structures
Economic
Services
and
Infrastruct
ure
OHS risks Mitigation Measures
• Health and safety hazards to • maintenance of driver and vehicle safety e.g.
the workforce may happen in a
road section during operation
• Contamination due to unsafe
disposal of medical wastes
from human and animal health
posts.
• lack of adequate fence for
water supply, the construction
of water supply raise health
and safety concerns regarding
physical damage for humans
and animals during trench
excavation for pipe lines,
contamination of water by
users and ;
• Occupational Safety and
Health Risks associated with
the construction of social and
51
tyres, brakes, lights, seatbelts;
• maintain good housekeeping e.g. wipe up
spills, keep walkways free of storage and
cables, monitor floor condition
• have safe work procedures and training in
place for the use of ladders/step stools where
high work cannot be avoided
• Assessing all the possible drainage
management structures of the road and
incorporating them in to design and
contractual agreement;
• Create awareness to the construction
workers on overall risks and hazards of the
sub-project.
• Rehabilitate quarry sites with natural
vegetation, shaping and refilling, and avoid
creation of standing water
• Spray water near village centers.

Integrated Natural Resources
Sustainable
Management: Watershed
Environme
Management/Development, Raising
ntal
of forest and multi-purpose seedlings
economic services
infrastructure; and lack of
awareness of community
workers on properly using of
PPE and safety signs as well
as its availability;
• Limitations on backfilling of
quarry sites;
• logging of water and breeding
for malaria and other water
borne diseases,
• Construction related injuries
and accidents including falls
and strips,
• physical damage on humans
and animals due to falling.
• Lack of occupational health
and safety of the CIGs and
especially exposure
52
and • Design and implement site level solid and
liquid waste management strategy.
• Provide public awareness and inform the
local population about safety precautions
using different approaches.
• Conduct hygiene education campaign
to raise awareness of the health risks of
exposed human waste and promote the
support and use of municipal or private
sector cleaning services
• Establishing of WaSHCo at early stage of
operation as much as possible.
• Fencing of HDWs and ponds under
construction until its completion and
backfilling of pipeline trench excavations
within a maximum of 7days;
• Strictly applying IPM guideline and ESS4
GN for proper utilization of agrochemicals.
• Implement site specific ESMP/C-
ESMP/OHS plan
• Implement site specific ESMP/C-
ESMP/OHS plan
to
Manageme and afforestation, Plantation of
nt multipurpose trees, Check dams
(gully rehabilitation), area closures,
Soil and water conservation on
individual farm and communal
lands, Construction of soil bunds,
stone bunds, artificial waterways,
cut-off drains, Bench terraces, hillside
terraces, trenches, Moisture
harvesting, structures, Percolation pits
and other groundwater recharge
interventions.
pesticide and COVID-19
pandemic;
• Community workers as well
as contracted workers face the
health risks due to COVID 19
pandemic in work places that
causes social instability, limit
confidence, illness and also in
some cases fatality.
• Community workers being
treated incorrectly in terms of
workload, work allocation, or
exclusion from their work
entitlement during SWC;
• Occupational Safety and
Health Risks associated with
the construction of SWC
activities; and limitation on
proper provision and
utilization of PPE.
• Incidents of child labor, GBV
and SEA on site works;
53
• Implement the national covid protocol
including physical or social distancing,
quarantining, ventilation of indoor spaces,
covering coughs and sneezes, hand washing,
and keeping unwashed hands away from the
face. The use of face masks or coverings has
been recommended in public settings to
minimize the risk of transmissions.
• Implement working conditions and terms of
conditions under this LMP
• Implement Labor proclamations and
requirements as per ESS2.
• Provide appropriate PPE for community
workers.
• Avoid using child labor as per the ESS2 and
LMP.
• Medical examination on farmers should be
encouraged and those handling/using
chemicals should be examined at a
subsidized cost. They should be encouraged
by the relevant authorities to report any
occurrence of accidents and occupational
diseases.
Constructing/Rehabilitating/Upgra
ding of:
Existing traditional and modern SSIs
and MHIS; Establishing new SSI and
MHIS, Water harvesting structures,
Head works, canals, conveyance
systems, on-farm irrigation
structures, Small stream diversions,
Construction of ponds, Hand-dug
shallow wells, Shallow tube wells,
Springs.
Demonstration of Alternative
Energy Sources: Provision of Solar
Panel for household energy, Provision
of Solar Panel for institutional energy,
Provision of fuel saving cooking
stoves.
• Accidental contact of water
spray, the piping, or the power
units with electrical lines can
cause severe electric shock
injuries and death.
• use of pesticides and
chemicals
• Workers involved in
installation, may have to
climb the roof of consumers
house which could be about 3
to 5 meters high, using ladders
or other climbing gears.
• unsafe activities can cause
Slips, trips, and falls when
working at heights cab
specially at the top roof during
installation of cause Worker
injury (sprains, strains,
54
• Never climb on the machine; use proper
ladders for access. Walk behind or in the
opposite direction of the system to prevent a
collision
• Use of pesticides/chemicals should
additionally be controlled in accordance
with the national law and practice or
international standards.
• To be safe, read the operator’s manual and
receive training for each irrigation system
and specific equipment components that you
use and maintain. Follow all of the
manufacturer’s suggestions for inspection,
maintenance, and repair schedules and
procedures.
• Minimizing the hazard: through design of
safe work systems and administrative or
institutional control measures. Examples
include job rotation, training safe work
procedures, lock-out and tag-out, workplace
monitoring, limiting exposure or work
duration, etc.

Provision of Traditional Livelihood
support for:
Construction/rehabilitation FTC/PTC;
Improved crop production practices,
Access to technology and equipment,
Agriculture, Livestock, Fisheries and
Livelihood
Honey
Program
Non-Traditional Livelihood;
Milling, Wood work and metal work,
shops and restaurants, Petty trade,
Carpentry, Butchery, Small Scale
mining (gold); Masonry, Supply of
local construction mines (Sand,
fractures) including loss of
life (fractures, life threatening
trauma).
• Lack of awareness and
commitment for proper
management of pesticides.
• The sub project activities may
causes soil and water
pollution due to
mismanagement of
agrochemicals;
• Occupational Safety and
Health Risks associated with
the construction of social and
economic services and
infrastructure; and lack of
awareness of community
55
• Providing appropriate personal protective
equipment (PPE) in conjunction with
training, use, and maintenance of the PPE.
• Therefore, employers and supervisors are
obliged to implement all reasonable
precautions to protect the health and safety
of workers. Preventive and protective
measures should be introduced according to
the following order of priority:
• use of pesticides/chemicals should
additionally be controlled in accordance
with the national law and practice or
international standards.
• Implement PMP guideline for proper
implementation
• Implement working conditions and terms of
conditions under this LMP
• Implement Labor proclamations and
requirements as per ESS2.
• Provide appropriate PPE for community
workers.
stone), Tailoring and garment etc. workers on properly using of
PPE and safety signs as well
as its availability;

56
Annex 3. Template for Code of Conduct and Rights and Responsibilities for
Workers and OHS
Preamble

This Code of Conduct provides practical guidance to employers, consultants, volunteers and the
contractor and sub-contractors’ workers including day workers on the implementation of regulations
to effectively prevent and address any form of discrimination and harassment in the workplace in
accordance with the National Labour Proclamations and the Environmental, Social, Health and
Safety (ESHS) requirements of the World Bank.

The Project Code of Conduct defines labour standards that aim to achieve decent and humane
working conditions. The Code’s standards are based on national law and accepted good labour
practices.

Companies affiliated with the Project Management are expected to comply with all relevant and
applicable laws and regulations of the country in which workers are employed and to implement the
Workplace Code in their applicable facilities. When differences or conflicts in standards arise,
affiliated companies are expected to apply the highest standard.

The Project Management monitors compliance with the Workplace Code by carefully examining
adherence to the Compliance Benchmarks and the Principles of Monitoring. The Compliance
Benchmarks identify specific requirements for meeting each Code standard, while the Principles of
Monitoring guide the assessment of compliance. The Project Management expects affiliated
companies to make improvements when Code standards are not met and to develop sustainable
mechanisms to ensure ongoing compliance.

The Project Management provides a model of collaboration, accountability, and transparency and
serves as a catalyst for positive change in workplace conditions. As an organization that promotes
continuous improvement, the Project Management strives to be a global leader in establishing best
practices for respectful and ethical treatment of workers, and in promoting sustainable conditions
through which workers earn fair wages in safe and healthy workplaces.

Employment Relationship

Employers shall adopt and adhere to rules and conditions of employment that respect workers and,
at a minimum, safeguard their rights under national and international labour and social security laws
and regulations including requirement of the ESS2.

Non-discrimination

No person shall be subject to any discrimination in employment, including hiring, compensation,

advancement, discipline, termination or retirement, on the basis of gender, race, religion, age,
disability, sexual orientation, nationality, political opinion, social group or ethnic origin.

57
Harassment or Abuse

Every worker shall be treated with respect and dignity. No worker shall be subject to any physical,
sexual, psychological or verbal harassment or abuse.

Forced Labour

There shall be no use of forced labour, including bonded labour or other forms of forced labour.

Child Labour

No person shall be employed under the age of 15

Freedom of Association and Collective Bargaining

Employers shall recognize and respect the right of workers to freedom of association and collective
bargaining.

Health, Safety and Environment

Employers shall provide a safe and healthy workplace setting to prevent accidents and injury to
health arising out of, linked with, or occurring in the course of work or as a result of the operation
of employers’ facilities. Employers shall adopt responsible measures to mitigate the negative
impacts that the workplace has on the environment.

Hours of Work

Employers shall not require workers to work more than the regular and overtime hours allowed by
the law of the country. The regular workweek shall not exceed 48 hours. Employers shall allow
workers at least 24 consecutive hours of rest in every seven-day period. All overtime work shall be
consensual. Employers shall not request overtime on a regular basis and shall compensate all
overtime work at a premium rate. Other than in exceptional circumstances, the sum of regular and
overtime hours in a week shall not exceed 72 hours.

Compensation

Every worker has a right to compensation for a regular workweek that is sufficient to meet the
worker’s basic needs and provide some discretionary income. Employers shall pay at least the
minimum wage or the appropriate prevailing wage, whichever is higher, comply with all legal
requirements on wages, and provide any fringe benefits required by law or contract. Where
compensation does not meet workers’ basic needs and provide some discretionary income, each
employer shall work with the Project Management to take appropriate actions that seek to
progressively realize a level of compensation that does.

58
 Individual Code of Conduct

This Code of Conduct defines the expected standards and behaviors that all foreign (expats)
and local staffs should adhere during working and leisure time personal engagement.

I, …………………….., (Worker’s Name and Working Position)……………………. have read,

understand and agree to this organization Code of Conduct. I commit to the required standards of
behavior and practice as outlined in the Code of Conduct acknowledging that adhering to
environmental, social health and safety (ESHS) standards, following the project’s occupational
health and safety (OHS) requirements, and preventing gender based violence (GBV), Sexual
Harassment (SH) and Sexual Exploitation and Abuse (SEA) is of utmost importance.

Article 1: Professionalism

✓ Employees shall perform any duties associated with their position in a conscientious,
competent and honest manner, consistent with the values of the organization and adhere to
the applicable professional standards,
✓ Employees should comply with applicable health and safety requirements including wearing
prescribed personal protective equipment, preventing avoidable accidents and a duty to
report conditions or practices that pose a safety hazard or threaten the environment.
✓ Employees shall be committed to maintaining the highest standards of integrity and honesty
in their work;
✓ Employees shall adhere to ethical and legal standards to be maintained in business;
✓ Employees shall dress and act in public in a professional manner that does not reflect
adversely on the organization or other employees.
✓ Employee’s use of social media shall not compromise the organization’s reputation and shall
not include derogatory, shaming or other personal attacks towards or about employees, the
governing body, volunteers, client or other stakeholders including communities of the project
area.
✓ Employees shall maintain knowledge and skills at levels consistent with developments in
technology, legislation and management.
✓ Employees shall keep the person in charge or delegate, informed of whereabouts and
intended time of return, if going out independently, including during off-duty periods.

59
 ✓ Employees shall not engage in any public and/or political activity which is unethical or
unlawful.
✓ Employees shall be aware of Social and Socio-political rank in communities and make sure
that chiefs, administrators and community elders are treated with the distinctive respect they
deserve,

Article 1: Responsibility to Personal behavior

1. Employment relationships and respect to others

✓ Employers shall adopt and adhere to rules and conditions of employment that respect workers
and, at a minimum, safeguard their rights under national and international labor and social
security laws and regulations.
✓ Employees shall treat each other with respect and courtesy, having regard for their dignity
and rights.
✓ Employees shall act fairly and equitably, respecting diversity in the environment which they
work in and they shall prevent and respond to unlawful discrimination against other
employees, volunteers, clients and stakeholders.
✓ Employees shall avoid discrimination in dealing with the local community (including
vulnerable and disadvantaged groups), the Employer’s Personnel, and the Contractor’s
Personnel on the basis of family status, ethnicity, race, gender, religion, language, marital
status, age, disability (physical and mental), sexual orientation, gender identity, political
conviction or social, civic, or health status).
✓ Employees shall properly interact with the local community, members of the local
community, and any affected person(s) by conveying an attitude of respect to their culture
and traditions.

2. Harassment or Abuse

✓ The Project is committed to provide a work environment that is free of inappropriate

behavior of all kinds and harassment on account of age, physical disability, marital status,
race, religion, caste, sex, sexual orientation or gender identity. Employees are responsible

60
 for supporting the Project in its endeavor to protect others from any form of such
harassments.
✓ Employees shall not engage in sexual harassment and are prohibited to use language or
behavior, in particular towards women and/or children, that is inappropriate, harassing,
abusive, sexually provocative, demeaning or culturally inappropriate,
✓ Employees shall not engage in bullying, violence, harassment or any other forms of
victimization.
✓ Employees shall not engage in any violence, including sexual and/or gender based violence
that inflict physical, mental or sexual harm or suffering, threats of such acts, coercion, and
deprivation of liberty, exploitation including sexual exploitation and abuse including the
prohibition of the exchange of money, employment, goods, or services for sex, including
sexual favors or other forms of humiliating, degrading behavior, exploitative behavior or
abuse of power.
✓ Employees shall not engage in sexual harassment—for instance, making unwelcome sexual
advances, requests for sexual favors, and other verbal or physical conduct, of a sexual nature,
including subtle acts of such behavior (e.g. looking somebody up and down; kissing, howling
or smacking sounds; hanging around somebody; whistling and catcalls; giving personal gifts;
making comments about somebody’s sex life; etc.).
✓ Employees shall not engage in sexual favors—for instance, making promises or favorable
treatment dependent on sexual acts—or other forms of humiliating, degrading or exploitative
behavior.
✓ Employees shall not participate in sexual contact or activity with children—including
grooming, or contact through digital media. Mistaken belief regarding the age of a child is
not a defense. Consent from the child is also not a defense or excuse.
✓ Unless there is the full consent by all parties involved, employees shall not have sexual
interactions with members of the surrounding communities. This includes relationships
involving the withholding or promise of actual provision of benefit (monetary or non-
monetary) to community members in exchange for sex—such sexual activity is considered
“non-consensual” within the scope of this Code.

61
✓ Consider reporting through the GRM or to the manager any suspected or actual GBV or SEA
or VAC by a fellow worker, whether employed by the Project or not, or any breaches of this
Code of Conduct.
✓ Employees shall protect children/minors from any sexual activity or abuse and ensure their
safety in project areas and avoid any unacceptable behavior towards children.
✓ Employees shall not use any computers, mobile phones, video and digital cameras or any
other medium to exploit or harass children or to access child pornography (see also “Use of
children's images for work related purposes” below).
✓ Employees who are found engaged in sexual exploitation and abuse or GBV will be
construed as misconduct that could lead to disciplinary action including but not limited to,
dismissal or termination of employment, or referral to legal authorities, while providing
service and referral to the survivor.

3. Alcohol, Drugs and Substances

✓ Employees shall not drink alcohol during working times, and do so responsibly without
compromising the health and safety of themselves and others during other times within the
boundaries of the local laws and customs. Drunkenness in company premises or at work sites
of any staff will result in immediate dismissal.
✓ Employees shall not engage in the use or possession of alcohol, illegal drugs, narcotics or
other controlled substances, which can impair faculties at all times, in the workplace and
being
under the influence of these substances on the job and during working hours is strictly
prohibited. However, possession of prescription medication for medical treatment is
permitted.
✓ Employees shall not report for work under the influence of illicit drugs or alcohol. If a
workplace participant is taking prescription medication, they are required to inform their
manager.
✓ Workplace participants may be required to produce medical evidence to prove their
medication does not affect their capacity to work and to work safely.

62
 ✓ Employees must not have illegal drugs in their possession while at work. The use, possession
and/or trafficking of any illegal substances in company premises, work places, using
company facilities will result in immediate dismissal.

Article 2: Conflicts of interest

✓ Employees must avoid conflicts of interest (such that benefits, contracts, or employment, or
any sort of preferential treatment or favors, are not provided to any person with whom there
is a financial, family, or personal connection). i.e. each employee is expected to avoid
situations in which his or her financial or other personal interests or dealings are, or may be,
in conflict with the interests of the Project.
✓ Employees are advised not to engage in any other business, commercial or investment
activity that may conflict with their ability to perform their duties to the Project.
✓ Employees must also not engage in any other activity (cultural, political, recreational, and
social) which could reasonably conflict with the Company's interests and interfere with the
performance of their duties.
✓ Employees must not use any of Project’s property, information or position, or opportunities
arising from these for personal gains or to compete with or to tarnish the image of the Project.
✓ Employees do not offer or accept gifts, benefits or favors that may influence or be reasonably
seen to influence decision making.
✓ Employees’ intentional acts of fraud and corruption are subject to strict disciplinary action,
including dismissal and possible civil and/or criminal action against the concerned Employee
based on the Project’s financial integrity policy.
✓ Employees prevent and respond to nepotism and patronage.
✓ Employees manage conflicts of interest in accordance with organizational conflict of interest
policies and procedures.
✓ Employees shall disclose any potential conflicts of interest that might arise during the
performance of the project

Article 3: Responsibility to Safe Environment

✓ Employees shall comply with Environmental, Social, Health and Safety (ESHS) regulations
and Occupational Health and Safety (OHS) requirements,

63
 ✓ Employees are to perform their duties in a safe and competent manner in accordance with
organizational workplace health and safety policies and procedures, and relevant workplace
health and safety legislation.
✓ Employees must take care to not put themselves or others at risk or reduce their ability to
carry out their duties through unsafe practices, inappropriate behaviors or the misuse of
alcohol or drugs.
✓ Employees shall promote the use of renewable and recyclable materials with the least use of
natural resources, wherever possible,
✓ Employees take action in preventing, identifying and responding to workplace health and
safety risks.
✓ Employees shall fulfill Sanitation requirements of the project
✓ Employees shall drive cautiously in communities as per the project traffic management plan,
✓ Employees shall bring to the management’s attention any workplace safety or health hazard
issues immediately.

Article 4: Accountability

✓ Employees must comply with applicable laws, rules, and regulations

✓ Employees use equipment, facilities and funds for the primary purpose of undertaking
organizational duties.
✓ Employees shall provide services of a high quality that are technically correct, innovative
and giving value for money,
✓ Employees must respect reasonable work instructions (including regarding environmental
and social norms)
✓ Employees must protect and properly use properties to be used for the execution of the
project and prohibit theft, carelessness or waste.
✓ Employees maintain confidentiality of all organization and personal information obtained
during employment and other formal engagement with the organization, and utilize such
information for the purposes of carrying out duties, and not for financial or other benefit, or
to take advantage of another person or organization.
✓ Employees shall avoid any deceitful and fraudulent conduct and act while carrying out their
duties which are both dishonest and, in most cases, criminal.

64
 ✓ Employees maintain organization and personal records in accordance with legislative and
organizational policy requirements.
✓ Employees ensure all decisions made in the course of their duties are transparent and align
with organizational policy and procedures.
✓ Employees understand and comply with organization policies and procedures.
✓ Employees are responsible for seeking clarification where needed regarding any part of their
employment, including details of this Code of Conduct.
✓ Employees take responsibility for reporting conduct by other employees, governing body
members or volunteers which contravenes any law, organizational policy and procedures, or
this Code of Conduct.

Article 5: Adherence and Disclosure

✓ Employees shall undertake to abide by the Codes of Conduct,

✓ Employees have a duty to report violations of this Code of Conduct,
✓ Non-observance, violations or breach of this Code of Conduct shall be construed as
misconduct that could lead to disciplinary action including but not limited to, dismissal or
termination of employment, or referral to legal authorities.

I, …………………………………….., have read, understand and agree to this Code of Conduct. I

commit to the required standards of behavior and practice as outlined in the Code of Conduct.

____________________________

Employee signature

____________________________

Date

Additional required Code of Conducts include:

Company’s Code of Conduct: commits the Company to addressing ESHS, OHS and GBV issues.

Manager’s Code of Conduct: commits managers to implementing the Company COC, as well as
those signed by individuals.

65
Annex 4: GRC Compliant Handling Formats

I. Grievance Documentation forms

A፡ Compliance Filling Form
Date……………………………
1. Name of Compliant Presenter……………… Sex………… Age………………
2. Address of Complaint Presenter:
Region……………………Zone…………………Kebele…………………….Sub-kebele/ village
…………… Tel.…………………
3. Name of Specific Project for Compliance………………………………………………….
4. Type of the Complaint
………………………………………………………………………………………………………
………………………………………………………………………………………………………
…………………………………………………………………………….
5. Cause of the Complain (from complaint presenter perspective)
…………………………………………………………………………………………………
…………………………………………………………………………………………………
…………………………………………………………………………
6. The need of Compliant Presenter (what compliant needs to be done for him/her)
…………………………………………………………………………………………………
…………………………………………………………………………………………………
…………………………………………………………………………
7. Name ……………………Signature…………..Date……………..
8. Committee member responsible for Handling the Complaint
Name…………………………… Tel. ……………………
9. Expected date to give solution፡ ……………………
10. Name of Compliant Recorder……………………Signature…………..Date……………..
11. Name and signature of Compliant Presenter
Kebele………………………………………………….. Stamp…………………………

66
B፡ Acknowledgement Letter
To ………………………………………………………………………………………………..
The Applicant
(Name & Address)

Dear Sir/ Madam,

Sub : Your letter requesting for information _____________ regarding

------ sub project- .
Ref : Your application
dated…………………………………………………………………………………..
………………………………………………………………………………………………………
…………………..
It is informed that your application is received through ……..................and registered in this
office with the Number …............. and inform you the reply in this regard will be furnished to you
before …….………………..Date…...................................
Or
It is informed that your application is received through …………………………..and registered in
this office with the Number…....................... and the request is rejected for the following reasons.
………………………………………………………………………………………………………
………………………………………………………………………………………………………
……………………………………………………………………………..
………………………………………………………………………………………………………
…………………………………….
Yours Sincerely
Name ………………………………….Signature …………………
Designation………………………………………………………………..
Kebele ………………………………………………… Stamp
…………………………

67
C. Compliance Closing Form
Date……………………………
1. Name of Complainer Whose Issue is Resolved ……………………… Sex………………………
Age……………………… signature ………………………...
2. Address of Complaint Presenter:
Region……………………Zone…………………Kebele…………………….Sub-kebele/ village
…………… Tel.…………………
3. Name of Specific Project…………………………………………………….
4. Type of Compliant Solved
………………………………………………………………………………………………………
……………………………………………………………………………………………
5. Decisions Reached (Issue solved or Referred woreda GRC or to legal Court System)
……………………………………………………………………………………………………
…………………………………………………………………………………………
6. Opinion of Compliant Presenter about the Decision
……………………………………………………………………………………………………
…………………………………………………………………………………………
7. Days Taken to Address the Complaint፡ ……………………

8. Grievance Redress (Mediation) Committee Members

Name Signature
1. …………………………………… ……………
2. …………………………………… ……………
3. …………………………………… ……………
4. …………………………………… ……………

Kebele Stamp …………

68
 Name of the

Format
Complaint

Address with Phone

Number

List of the
Grievance Redress Monitoring

Grievance

Forwarded to Whom
II: GRM performance reporting format

Time fixed for

69
Clearance

Whether Grievance

Redressed or not

(Yes/No)
If Yes

How it is resolved

If Rejected give

Reasons