KAYAYEI EMPOWERMENT PROJECT

YEA/GEA/NEIP/GETFUND

The Kayaye Empowerment Project (KEP) aims to provide guidelines and policies regarding employment and training practices for the project. It outlines all trainees and beneficiaries’ principles, procedures, and expectations.

1. Corporate Mission Statement

We aim to be a corporate centre that provides adequate skills and training for the Head Porter and other underprivileged beneficiaries.

1. Business Principles
2. The objective of KEP is to ensure the success of the program by prioritizing integrity and effective management in its operations.
3. The project shall navigate its activities with foresight and adaptability to effectively respond to evolving circumstances.
4. It is committed to refraining from seeking easy gains or engaging in imprudent actions under any circumstances.

1. Activity Guidelines
2. To act with honesty and sincerity based on KEP corporate mission and in keeping in line with business principles.
3. To comply with laws and regulations while maintaining the highest ethical standards.
4. To set high value on transparency and openness.
5. To contribute to society as a good corporate citizen
6. To achieve teamwork and integrated corporate strength through active communication
7. To set clear objectives and achieve them with enthusiasm.

• RECRUITMENT AND CONTRACTUAL ISSUES
• Equal Employment and Recruitment Opportunity

The KEP is committed to providing equal employment opportunities to all individuals without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, or any other characteristic protected by law. All recruitment and selection processes will be conducted fairly and transparently.

1. Confidential Information

Recruits and Trainees are strictly prohibited from disclosing any confidential information except to authorised officials. Prior consent from the Coordinators is required before trainees speak publicly or publish anything related to the Project’s affairs. Upon appointment to roles with access to confidential information, Trainee must sign a “Confidentiality Agreement.” During training, trainees will handle confidential information related to the Project and affiliated companies and are forbidden from divulging such information except in the proper course of their duties. Any trade secrets or confidential information acquired during training shall remain the project’s property and must be surrendered upon termination or completion of training or at the project’s request.

1. Code of Conduct

Trainees shall:

• Carry out their duties competently and diligently,
• Comply with this code of conduct and all applicable laws, regulations and other requirements, including requirements to protect the health, safety and well-being of Trainee and all other persons (client/project beneficiary);
• Maintain a safe environment including, as applicable, by:
  • Ensuring that training hostel and halls, equipment and processes under each person’s control are safe and without risk to health;
  • Wearing required personal protective equipment; and 
  • Following applicable emergency operating procedures.
• Conduct themselves in a professional manner and with total discretion whilst on duty or whilst representing the project
• Report training situations that he/she believes are not safe or healthy and remove himself/herself from a situation which he/she reasonably believes presents an imminent and serious danger to his/her life or health.
• Treat other people with respect, and not discriminate against specific groups such as women, people with disabilities, migrant workers, or children.
• Not engage in sexual harassment, which means unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature with other trainees or officers.
• Not engage in Sexual Exploitation, which means any actual or attempted abuse of position of vulnerability, differential power or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another
• Not engage in Sexual Abuse, which means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive condition
• Not engage in any form of sexual activity with learners,
• Report all violations of Code of Conduct; and
• Not victimize any person who reports all violations of this Code of Conduct.

Raising Concerns

• If any person observes behaviour that he/she believes may represent a violation of this Code of Conduct or that otherwise concerns him/her, he/she should raise the issue promptly. This can be done in either of the following ways:
  • Contact the social expert with relevant experience in handling sexual exploitation, sexual abuse and sexual harassment cases, or if such person is not required under the Contract, another individual designated by the Consultant to handle these matters] in writing at this address [  ] or by telephone at [  ] or in person at [  ]; or
  • Call to reach the KEP hotline (XXX) and leave a message.
• The person’s identity will be kept confidential unless reporting allegations is mandated by the country’s law. Anonymous complaints or allegations may also be submitted and will be given all due and appropriate consideration. We take all possible misconduct reports seriously and will investigate and take appropriate action. We will provide warm referrals to service providers that may help support the person who experienced the alleged incident, as applicable.
• There will be no victimisation of any person who raises a concern in good faith about any behavior prohibited by this Code of Conduct. Such victimization would be a violation of this Code of Conduct.

Consequences of Violating the Code of Conduct

• Any violation of this Code of Conduct by Trainee may result in serious consequences, up to and including termination and possible referral to legal authorities.

Behaviors constituting Sexual Exploitation and Abuse (SEA) and behaviors constituting Sexual Harassment

The following non-exhaustive list is intended to illustrate types of prohibited behaviors:

• Examples of sexual exploitation and abuse include, but are not limited to:
  • A Trainee tells a member of the community that he/she can get them jobs related to the Services (e.g. cooking and cleaning) in exchange for sex.
  • A Trainee rapes, or otherwise sexually assaults a member of the community.
  • A Trainee denies a person access to the Site unless he/she performs a sexual favor.
  • A Trainee tells a person applying for employment under the Contract that he/she will only hire him/her if he/she has sex with him/her.

• Examples of sexual harassment in a work context
• A Trainee comments on the appearance of another Expert (either positive or negative) and sexual desirability.
• When a Trainee complains about comments made by another Trainee on his/her appearance, the other Expert comment that he/she is “asking for it” because of how he/she dresses.
• Unwelcome touching of a Trainee by another Trainee or staff

1. Hours of Training

• The Project must ensure that all trainees are fully conversant with normal starting and finishing times, lunch breaks, etc. relating to them.
• The normal training hours of the Project are:
• Eight hours daily in total, with a further 60 (sixty) minutes lunch break, typically from 12h00 to 13h00 which implies:             Monday to Saturday 08h00 -17h00
• Trainees may be called upon  beyond the normal training hours at any time, should this be necessary.
• The Project will endeavour, wherever possible, to give advance notice when trainees are required to learn late, etc.

• Performance Management

Performance Planning:

At the beginning of each training cycle, coordinators will collaborate with their trainees to set clear, achievable goals and objectives aligned with the organizational goals. Goals will be Specific, Measurable, Attainable, Relevant, and Time-bound (SMART).

Monitoring:

Regular performance monitoring will be conducted through ongoing feedback, periodic reviews, and evaluations. Coordinators will provide continuous feedback to trainees regarding their performance, highlighting strengths and areas for improvement.

Performance Evaluation:

Formal performance evaluations will be conducted monthly. Performance evaluations will assess trainee achievements, progress toward goals, adherence to organizational values, and demonstration of competencies required for the role.

Confidentiality:

All performance-related discussions, evaluations, and documentation will be treated with utmost confidentiality and accessed only by authorized Trainee.

• GENERAL ISSUES
  • Project Assets
• Trainees/Trainers/Coordinators or Staff issued with Project assets such as notebook computers or vehicles are accountable for their maintenance, safekeeping, and general condition.
• Neglect or abuse of these assets may result in the individual bearing associated costs, including insurance excess charges for lost or stolen items due to negligence.
• In the case of accidents involving Project vehicles caused by staff negligence, the Project reserves the right to deduct insurance excess from the staff’s salary and may initiate disciplinary action.
• While the Project covers the running and maintenance costs of Project vehicles, drivers are responsible for keeping vehicles in good condition, keeping them clean, and driving safely. Vehicle mileage and condition will be monitored regularly.
• Staff operating Project vehicles under the influence of alcohol may face disciplinary measures and potential legal consequences. In the event of asset loss or theft, prompt reporting to the administration department is required for blacklisting and insurance claims, with the user liable for associated charges until reporting is completed.

• GRIEVANCE PROCEDURES

Trainees have the right to raise concerns or complaints through established grievance procedures. Grievances will be addressed promptly, impartially, and confidentially, with a focus on resolving issues and maintaining positive working relationships.

1. Termination of Opportunity– Dismissal

In certain circumstances, e.g. Gross misconduct by the trainee, the trainee’s contract of engagement may be terminated summarily subsequent to the appropriate disciplinary hearing.

1. Criminal Offences

Any trainee, who is suspended, on reasonable grounds, for an alleged offence which results in any loss, damage, cost, injury or other prejudice to the Project, may be prosecuted criminally;

• Irrespective of the nature or gravity of the offence in question
• Irrespective of the status, position, or length of service the trainee has with the Project and
• In addition to the application of the disciplinary procedure and code against him/her

 Conclusion:

Adherence to these guidelines is essential to fostering a productive, respectful, and inclusive environment.