QDVC has always closely focused on respecting the human rights of its employees when it comes to employment, working and living conditions, going beyond local regulatory requirements.
Employment conditions
The kafala sponsorship system, so widely implemented throughout the Gulf region, which has in many cases led to workers’ having their passports confiscated, is not tolerated within QDVC. All QDVC workers have a Qatari residency permit, which is essential to travel around the country and they also have access to a safe box where they can keep their passport and employment contract. When they wish to leave their job, QDVC provides them with a Non-Objection Certificate (NOC), which allows them to change employers. Furthermore, exit permits are always provided to workers who wish to leave the country, whatever the reason (such as for paid leave or an emergency). QDVC granted these permits since its creation, long before the reform to the kafala system that was made by the Qatari government in 2020.
QDVC covers the cost of workers’ accommodation, food and transport. At least once every two years, QDVC also pays for a return journey for workers to travel back to their home country. Similarly, the company took out additional health and protection insurance for all workers.
Working hours are monitored daily. Workers work 8 hours a day, with the option to work an additional 2 hours of overtime, 6 days a week. Over time is paid at 125%. Workers who work Fridays and public holidays are paid 150%. All workers have access to their timesheets, and the number of hours worked is included on their payslips. They may speak to a manager or go through the complaints procedure if they have any grievances regarding this matter.
Workers enjoy 21 days of paid leave each year (plus 11 public holidays). The a latest report published by the BWI highlights the satisfaction rate among QDVC workers, whose average seniority was 6.72 years in 2021.
With respect to its partnerships in the supply chain, QDVC has put in place a comprehensive due diligence process and verification procedures for its temporary agency and subcontractor partners to prevent and manage labour rights risks (see the section Checks on subcontractors).
The latest report published by the BWl highlights the satisfaction rate among QDVC workers, whose average seniority was 6.72 years in 2021
Living conditions
Until 2014, QDVC rented the facilities in which its workers lived. They were managed in strict compliance with the regulations set by the Qatar Ministry of Labour regarding worker accommodation.
QDVC built a new base camp in 2014 – the Serge Moulène Workers’ Community – in accordance with worker well-being standards set out by the Qatar Foundation and international best practice, going over and above the requirements of Qatari labour law. Spanning 191,000 m2, the community housed up to 3,700 workers. A maximum of four workers stay in rooms of 27 m2, which offer free internet access, a bed and individual storage space. A maximum of three workers share a communal bathroom fitted with a shower, a wash basin and toilets.
Other facilities include a canteen, a clinic, an air-conditioned gym, a multimedia room, TV rooms, a cyber café, several sports grounds and a prayer room. The base camp also boasts a convenience store and a hairdresser. A professional services provider is tasked with operating the catering, laundry and cleaning service on behalf of QDVC. Watch a video of life in the QDVC community here.
QDVC invested nearly 200 million Qatari riyals (approximately €50 million) to build these living quarters. The general services department, which is tasked with maintaining the community facilities, employed 47 people in 2017. The welfare department, which serves to protect residents’ well-being, was composed of two managers and four welfare officers, including one full-time social worker.
Today, now the size and scope of operations have decreased, QDVC workers are housed in Asian City, which offers the same quality of accommodation and services.
Furthermore, QDVC sees it as a priority to verify and improve working and living conditions for workers employed by its subcontractors and temporary work agencies so they meet the same standards (see the section Checks on subcontractors)
Lire aussi : Recruiting migrant workers
Lire aussi : Health and safety