The Evolving Contingency Contracting Market PKSOI Papers | Page 24

• Housing: does the accommodation meet a suitable standard? Does it restrict the workers’ freedom
of movement?
• Contracts of Employment: are migrant workers provided with an employment contract prior to
deployment? Are the Terms & Conditions subject to
change once they reach the job site (contract substitution)? Is the contract translated into a language they
can understand? Has someone clearly explained their
rights and responsibilities under the contract? Are
there any penalties for leaving the contract early?
• Identity documentation: are passports or other
documents held by brokers or the employer? Are employees given a receipt and an explanation? Can they
access their documents immediately on request?
• Humane Treatment: are there effective systems
in place to ensure workers are not being threatened
with physical violence or intimidation? Is a translator
provided during disciplinary investigations?
• Grievance Mechanisms: is there an effective
grievance system in place? Do workers have direct access to their employers? Is there whistle-blower protection?
• Salary Payments: are workers paying off a debt?
Are payments made directly to the worker? Do workers receive a pay slip? Are any deductions withheld,
and if so, are the workers aware of them and their purpose?
Many contracting companies, and especially those
that hire HCNs and TCNs, can bring legitimacy to the
Host Nation government by teaching transferrable
skill sets as leave-behind knowledge.29 In order to
deliver this unique value-added aspect to their operations, it is vital that firms proactively address human

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