As an organization that promotes continuous improvement, we strive to nurture a culture of following ethical recruitment practices. This Code of Conduct (CC) promotes and upholds ethical labor recruitment practices including recruitment of local and foreign workers, in line with international labor standards as well as laws and regulations of the country we recruit from.
| Elements of Code of Conduct (CC) | Description |
|---|---|
| Legal Compliance | We will comply with all relevant legislation, statutory and non-statutory requirements including official directives covering Private Employment Agencies and/or outsourcing. |
| Child Labor | We will ensure no child under the age of 18, in accordance with relevant legislations, is recruited and/or employed. |
| Forced / Bonded Labor | We will ensure forced or bonded labor, or any form of labor exploitation that amounts to human trafficking are not used or promoted. |
| Respect for Diversity | We will ensure that no worker is subject to any form of unlawful or unethical discrimination. Foreign workers are treated no less favorably than other workers performing similar tasks. |
| Harassment or Abuse | We will ensure that every worker is treated with respect and dignity. No worker shall be subject to any physical, sexual, psychological or verbal harassment or abuse. |
| Respect for Confidentiality | We will ensure the confidentiality in all of their dealings. They shall ensure that consent has been given and documented before disclosing, displaying, submitting or seeking confidential or personal information. |
| Ethical Recruitment | We are committed to following ethical recruitment policy. |
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Binod Kumar Bhomjan
Chairman
Development of Priority Written Policies and Procedures
POLICY 1: Respect for Access to Remedy
Our recruitment agency shall ensure that migrant workers have effective access to remedy, without fear of recrimination, reprisal or dismissal, such as internal grievance procedures of the labor recruiter and/or the employer and to those remedies provided by law in the country of origin and destination, in relation to its recruitment activities.
POLICY 2: Direct recruitment from the Village
Our recruitment agency shall directly recruit the incumbent (workers) to avoid subagent and broker.
POLICY 3: Continual improvement for ethical recruitment
Based on learnings and availability of best practices, our recruitment agency shall improve the recruitment program to comply with international standards including joining IRIS and RBA standards.
POLICY 4: Deployment of independent third-party hotline and former migrant workers for counselling and oversight
Our recruitment agency shall deploy independent third-party hotline and former migrant workers so as to counsel and oversee the workers. Labor Based on learnings and availability of best practices, our recruitment agency shall improve the recruitment program to comply with international standards including joining IRIS and RBA standards.
POLICY 5: Compliance with policies and systems
We will comply the ethical policies and systems of our client
Policy 1: Prohibit employment without employment contract
Our recruitment agency shall not employ any worker without entering into employment contract. The contract shall state the remuneration, benefits, employment conditions and other matters as prescribed. In contrast, no written employment contract shall be entered for the casual employment.
Policy 2: Prohibit engage meant forced labor
The recruitment agency shall not directly or indirectly employ any person in forced labor.
Policy 3: Prohibit on employment of children
The recruitment agency shall not recruit children below working age.
Policy 4: Prohibit discrimination
The recruitment agency shall discriminate any worker on the ground of religion, color, sex, caste, tribe, origin, language, ideological conviction or any other similar ground.
Policy 5: Prohibit discrimination in the payment of remuneration for equal work
The recruitment agency shall not discriminate in the payment of remuneration for equal value of work on the basis of their sex. In this regard, the nature of the related work, the time required for the performance of the work, labor, skill and productivity shall be duly considered in determining whether the work is of equal value or not.
Policy 6: Assign roles and responsibilities
The recruitment agency shall assign the roles and responsibilities in the employment contract. It shall also acquaint them about the roles and responsibilities to be performed or resumed.
Policy 7: Awareness building
The recruitment agency shall conduct awareness programs to disseminate information about opportunities in the destination country as well as the risks related to migration. Provide information and build up awareness on safe migration. Our recruitment agency shall provide pre-departure orientation (PDO). This PDO shall be of 12-hours in total spent on training. A training certificate shall be issued upon completion of the PDO. The curriculum shall have three parts: pre-departure; transit and destination; and re-integration. It shall cover topics such as passports, HIV-AIDS, and basic language used in the destination country.
Diana Overseas shall comply with all relevant laws and welfare standards to ensure fair and ethical treatment of candidates:
Direct recruitment
Diana Overseas shall directly recruit the candidate to avoid subagent and broker charging recruitment fee.
Compliance with policies and systems
Diana Overseas will comply the ethical policies and systems of the Employer
No employment without contract
Diana Overseas shall employ a candidate only after entering into an employment contract signed by both parties and witnessed by candidate’s known person if candidate is not able to read and understand the terms and conditions of the contract. The contract shall state the remuneration, benefits, employment conditions and other matters clearly. The contract will be explained to the candidate in the language s/he understands.
Prohibit forced labor
Diana Overseas shall not directly or indirectly employ any person as forced labor.
Prohibit on employment of children
Diana Overseas shall not recruit anyone below 18 years of age.
Prohibit discrimination
Diana Overseas shall not discriminate any candidate on the ground of religion, color, sex, caste, tribe, origin, language, ideological conviction or any other similar ground.
Prohibit discrimination in the payment of remuneration for equal work
Diana Overseas shall not discriminate in the payment of remuneration for equal value of work based on their sex. Nature of work, work performance, skill and productivity shall be considered to determining the Value.
Prohibit taking benefits
Diana Overseas prohibits any payment or provision of any gift or hospitality to any employee or panel members of Diana Overseas.
Free RecruitmentDiana Overseas shall ensure candidates are not to be charged any recruitment or processing fees including any up-front deposits or security-payments for the provision of recruitment services. Diana Overseas shall clearly inform the candidate in a language that they understand the nature of the role and the working and living conditions in Qatar, including the risks of the work to be performed and that the candidate is not required to pay any recruitment or processing fees.
Expenses
Diana Overseas is responsible for the payment of all recruitment or processing expenses relating to the recruitment of candidate.
Recruitment service charge:
Diana Overseas will set out the amount of such fees and charges which the Employer will pay to Diana Overseas for the recruitment through a contract.
Information in Advertisement
Diana Overseas will ensure that any job advertisements placed for recruiting includes a statement to the effect that no recruitment or processing fees shall be charged to, or refunds demanded from the candidates, at any time
Prohibit confiscation or retention of Documents
Diana Overseas prohibits the confiscation or retention of the workers passport or other personal documents.
Employment contract must be clear about:
Diana Overseas will ensure the above conditions are stated in the employment contract. The contract will be multilingual in the language candidate understands.
Awareness building
Diana Overseas shall conduct awareness programs to share information about opportunities in the destination country as well as the risks related to migration. Provide information and build up awareness on safe migration.
Pre Departure Orientation:
Pre-departure orientation should be an integral part of recruitment. This orientation shall be of 3 hours in total spent on information sharing. The orientation manual shall have three parts: pre-departure; transit and destination; and re-integration. It shall cover topics such as Travel policies, Local Laws, rules and regulation, Health and safety, working environment, Company policy, Emergency Contact Numbers, Embassy contacts, Local culture, common Language in the destination country.