The companies adhere to the Human Resource (HR) policies and procedures of the holding company; Surajbari Wind farm Development Private Limited (SWDPL). SWDPL will undertake a review of its HR policies/systems and procedures and strengthen and upgrade it to meet the PS 2 requirements. This could include (but not be limited to); a) a clear policy on non-discrimination and equal opportunity; b) contract labor management; c) security; d) disciplinary procedures and code of conduct; e) training and employee welfare; f) collective bargaining; g) grievance mechanism in line with PS2 to raise workplace concerns and h) retrenchment. The company?s HR Policies and procedures will be made available/accessible to all employees and communicated at the time of employee induction.

DJEPL and UUPPL plan to engage on its rolls 30 to 40 employees in construction and 10-12 in operations phase. During construction stage (lasting around 15-18 months), 150-200 workers will be required for most part though at peak construction activities about 300-350 workers will be deployed. About 18-20 security staff will also be locally hired in the operations phase of the project. The construction workers (mostly unskilled and semi-skilled) are expected to be either from the local area or will be brought from outside the region (migrant workers). Construction workers from outside the area/region will be provided accommodation in nearby villages or accommodated in labour camps set up by contractors in the project area. The skilled workers (around 25-30%) will be hired from outside and accommodated in rented houses at nearby towns.

DJEPL and UUPPL will require its contractors that engage migrant workers, to make available living conditions with basic amenities and electricity; potable water; mess facilities for food; where workers desire self-cooking, provision of fuel and arrangement for cooking; provision of toilets and bath including separate toilets and baths for women family members of workers; appropriate sewage disposal facilities and/or septic tank and soak pit; and primary medical care for all workers engaged at site.

The contract labour management process developed as a part of the ESMP will be implemented for the project. As a part of the contractor oversight procedures, DJEPL and UUPPL will review the contractors? HR policies and procedures and communicate to them specific provisions of its own HR policy and PS 2 requirements that are applicable to contractors?. It will put in place detailed requirements including audit procedures to ensure that: contractors comply with applicable statutory requirements; worker accommodation is consistent with IFC Guidance on Worker Accommodation; workers have access to appropriate grievance mechanism; and migrant workers are engaged on substantially equivalent terms as non-migrant workers performing same work, all in accordance with Performance Standard 2 provisions. DJEPL and UUPPL will provide training and capacity building support to the contractors to understand and meet the aforesaid requirements. 

DJEPL and UUPPL will ensure that the contractors? fulfills its environment, health & safety and labour related obligations/requirements. The company will require them to ensure use of relevant personal protective equipment, implement work permit and tag out/lock out system (for working at height, confined space, electrical works etc) and incident/accident recording/reporting systems etc). It will periodically review OHS performance of the contractor during construction and operation phases. DJEPL and UUPPL will contractually require the contractors to report on OHS, ESMP implementation and grievance related issues.