This Labor Management Procedures (LMP) document, prepared by the International Rescue Committee (IRC) Lebanon under the World Bank-funded SRP 2 project, sets out how the project manages its workforce in line with World Bank Environmental and Social Standard 2 (ESS2). It covers the project's direct and contracted workers, key labor risks, Lebanese labor legislation, staff responsibilities, health and safety policies, terms and conditions of employment, the grievance mechanism, and contractor management.
Key Insights
The project employs 17 full-time and 7 part-time direct workers (PMU) plus 155 contracted workers from 10 partner organizations (Nusroto, Embrace, Mousawat, IDRAAC, LCCE, KAFA, TABITHA, ShareQ, The LEE Experience, and Caritas), all local Lebanese residents with no child or migrant labor.
Main labor risks identified include community acceptance, occupational health and safety, security risks (cash payments and hostilities in Beqaa), staff turnover due to Lebanon's economic crisis, psychological stress from working with vulnerable populations, and mobility/access constraints.
Employment is governed by the Lebanese Labor Law of 1946, the Social Security Law, and individual contracts, with the official minimum wage set at LBP 18 million/month (as of April 2024), a 48-hour maximum work week, and 15 days of paid annual leave.
IRC offers maternity leave of 98 days (about 14 weeks), exceeding both the national 10-week requirement and the ILO's 14-week standard.
A standalone sexual harassment law (Law No. 205, passed December 2020) criminalizes harassment with penalties of up to two years in prison and fines up to 20 times the minimum wage.
Grievances are handled through IRC's Ethics and Compliance Unit (ECU) and EthicsPoint, with confidential, survivor-centered reporting channels open to all workers, sub-grantees, and beneficiaries; under Phase II, each partner organization will also develop its own tailored grievance mechanism for contracted workers.
Contractor and service provider agreements are governed by the Code of Obligations and Contracts, requiring compliance with IRC's Code of Conduct, safeguarding policies, and screening for prior misconduct.