Survey questions

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Scope of operations

1. Please describe the scope and structure of your company’s operations in [Country] in the table below, including the business model each hotel operates under (owned and managed; leased; managed properties; franchised properties; joint ventures; other).

No.

Name of hotel

Business model

Property owner

1

 

 

 

2

 

 

 

3

 

 

 

4

 

 

 

5

 

 

 

 Human rights and due diligence

2. Does your company have a publicly-available policy commitment to respect human rights in its operations and throughout its business relationships[1], that addresses workers’ rights? Please provide links or attachments to the company’s relevant policies.

3. Does the company have a human rights due diligence process for identifying and prioritising workforce risks in its operations and throughout its business relationships in [Country]? If so, please explain this process and highlight the top three workforce risks relating to a) its direct operations and b) its value chains.

4. Does your company include labour practices relating to recruitment, working, and living conditions, as part of its due diligence criteria when deciding to enter into business relationships in [Country]?

5. Does your company require hotel property owners and subcontractors in [Country] to comply with your human rights and other rights-related policies and procedures?

 If yes:

a) How do you hold them accountable to these requirements (e.g. through contract clauses, brand standards) and what mechanisms do you employ to monitor and evaluate their compliance?

If no:

b) Does your company engage with its hotel property owners or subcontractors on issues related to their human rights practices (e.g. through workshops, training, audits)? Please provide details.

Recruitment

6. If you directly employ workers, please describe your company’s process for recruiting migrant workers to [Country].

7. Does your company have a publicly-available written policy to respect migrant workers’ rights, that addresses the human rights risks they face during recruitment? Please explain how it applies to workers that are both directly employed and subcontracted at your hotels.

Please also include the following information:

  • How does your company prevent the practice of contract substitution? Does your company have a policy of honouring the terms of contract signed in workers’ home countries?
  • If your company has a policy of no-fee recruitment, what steps does it take to ensure workers do not pay recruitment fees and related costs? How could you demonstrate that workers (both directly employed and subcontracted at your hotels) do not incur any fees?
  • If your company has a policy of reimbursing fees, please describe the company’s process for identifying incidences of worker-paid fees and reimbursing fees to workers (both directly employed and subcontracted at your hotels).

8. What are the most common countries of origin of migrant workers operating in your directly employed and subcontracted workforce?

Payment & wages

9. What is your company’s process for determining the wages of workers in [Country], and what external benchmarks does it use to set wage levels (e.g. do nationalities play a role in determining salary scales, do you consider a living wage in setting wage amounts)? Please explain how these policies apply to workers who are both directly employed and subcontracted at your hotels.

10. How does your company ensure that workers (both directly employed and subcontracted at your hotels) are paid on time and in full, including for overtime and without illegal deductions? What steps does the company take when entities in its value chain fail to pay workers on time and in full?

Freedom of movement

11. How does your company ensure that workers (both directly employed and subcontracted at your hotels) have free and secure access to their passports, identity documents, and other valuables? What steps does the company take when entities in its value chain fail to ensure workers have sole, secure access to these personal items?

12. How does your company ensure that workers (both directly employed and subcontracted at your hotels) are free to change jobs and/or leave [Country] at will and without penalty? What steps does the company take when entities in its value chain prevent workers from changing jobs and/or leaving [Country] at will?

Health & safety

13. Please describe your company’s health & safety policy and procedures, including what steps the company takes to ensure that they are applied to workers (both directly employed and subcontracted at your hotels).

Areas covered may include, but are not limited to:

  • health & safety training
  • injury prevention
  • maximum working hours per week and overtime
  • sick leave
  • non-discrimination 
  • prevention of physical, sexual and verbal abuse

Living conditions

14. Please describe your company’s standards for workers’ living conditions both directly employed and subcontracted at your hotels.

15. How does your company ensure workers are provided with safe and decent accommodations, including safe transportation, and access to healthcare and financial services?  What steps does the company take when entities in its value chain fail to house workers in adequate living conditions?

Workforce data

16. Does your company maintain public workforce data? If yes, please provide a link or attachment with the data.

If not, please provide information on the number of:

Employment type[2]

Total numbers of workers

Male

Female 

Directly employed

 

 

 

Employed by property owner

 

 

 

Employed by subcontractors (service providers)

 

 

 

Employed by subcontractors (labour suppliers)

 

 

 

17. Please specify the typical activities conducted by your:

a)     Directly employed workforce

b)     Subcontracted workforce

Examples: Reception, cleaning, security, maintenance, gardening, restaurant staff, management etc.

Representation & remedy

18. Please indicate if the company has a global policy commitment on freedom of association and collective bargaining for workers in its direct and subcontracted workforce. If yes, please provide links or attachment to the relevant documents.

19. Given legal restrictions on freedom of association and membership of trade unions in [Country], how does your company ensure workers’ voices are represented and heard by the company, e.g. through worker-representative committees? Please describe the mechanism in place.

20. In line with the UN Guiding Principles on Business and Human Rights, does your company have an operational level grievance mechanism in place for direct and subcontracted workers to raise concerns, in their own language, and in a way that ensures grievances can be reported safely, without intimidation or retaliation? How are workers made aware of this mechanism? Please provide a description of the company’s grievance mechanism.

21. How many grievances were raised in 2017 by workers (both directly employed and subcontracted at your hotels)? Please provide a summary of the grievances and the remedial actions that were taken by the company and its subcontractors, and whether follow up actions were taken to check if workers were satisfied with the outcome.

 Other information

22. Is there anything else that you would like to tell us about how your company takes a responsible approach to managing its operations in the Gulf region, including any challenges it faces in doing so?


[1] According to the UN Guiding Principles on Business and Human Rights, the term “business relationships” encompasses business partners, entities in the company’s value chain and any other State or non-State entity directly linked to its business operations, products or services. This includes entities in its supply chain beyond the first tier and indirect as well as direct business relationships. The business partners we are primarily interested in for the purposes of this survey are hotel property owners, labour suppliers, and service providers.

[2] Employees may be 1) directly employed workers with whom you have a contract of employment and to whom you pay wages; 2) workers employed by the entity that owns the hotel branch; 3) workers employed by subcontractors; 4) workers employed by labour supply/manpower agencies.