Manforce Group – Human Rights Principles

Manforce Group – Human Rights Principles

Introduction
Manforce Group is fully committed to upholding the dignity, rights, and welfare of all workers it recruits and deploys. Our Human Rights Principles reflect the highest standards of ethical conduct, international human rights norms (including the UN Guiding Principles on Business and Human Rights and the International Labour Organization conventions), and the Qatar Labor Law.

These principles apply to all our employees, subcontractors, suppliers, and recruitment partners engaged in the delivery of manpower services.

1. Strict Compliance to Minimum Age of Employment
Manforce Group prohibits the recruitment, employment, or deployment of child labor.
. The minimum age for employment is 18 years, in accordance with Qatar Labor Law and international standards.
. All employees must provide valid identification confirming age prior to onboarding.
. Any violation of this policy will result in immediate termination of engagement with the responsible party.

2. Ethical Recruitment – No Payment of Recruitment or Service Fees by Workers
Manforce Group enforces a strict zero-fee recruitment policy.
. No worker shall be charged any fees for recruitment, placement, visa processing, or travel.
. Recruitment must be conducted legally, transparently, and ethically.
. Manforce Group absorbs all recruitment-related costs in accordance with is clients’ welfare standards.
. Only authorized and audited recruitment agents are permitted. Any unethical practice must be reported and investigated immediately.

3. Prohibition of Discrimination
Manforce Group ensures equal treatment in all employment matters.
. There shall be no discrimination on the basis of race, nationality, religion, gender, age, disability, marital status, or political opinion.
. This applies to recruitment, hiring, wages, working conditions, welfare, promotion, access to benefits, and termination.
. All employment decisions will be based solely on merit, qualifications, and performance.

4. Workplace & Company Accommodation Behavior
Manforce Group maintains a zero-tolerance policy for any form of violence, abuse, intimidation, sexual harassment, or sexual assault, whether at the workplace, work sites, or company-provided accommodations.
. All employees must undergo mandatory awareness training.
. Confidential reporting mechanisms are in place.
. Immediate disciplinary and legal action will be taken against violators.

5. Employment – Resignation
All employees have the right to resign or transfer employment with appropriate notice as per Qatar Labor Law, without fear of reprisal or penalty.
Workers will not be coerced, threatened, or forced to remain in employment.
. Resignation processes are clear, lawful, and accessible.

6. Compliance to Wage Protection System (WPS) & Qatar Labor Law
Manforce Group ensures full compliance with Qatar’s Wage Protection System (WPS).
. No unlawful deductions, withholding money or unauthorized charges are permitted.
. Deductions (if any) must be lawful, transparent, and clearly explained to the employee.

7. Passport, QID & Personal Documents
Manforce Group prohibits the confiscation, withholding, or control of:
. Personal identification documents (e.g., passport, QID)
. Bank cards or wages
. Workers must have free access to their documentation and finances at all times.

8. Payment of Wages
Manforce Group guarantees:
. On-time salary payments in full compliance with the WPS
. Monthly payslips issued detailing wage components, deductions (if any), and leave balances
. No delay or underpayment is tolerated under any circumstances.

9. Work Hours, Rest Days & Overtime
Manforce Group complies fully with Qatar Labor Law regarding:
. Maximum working hours
. Provision of at least one rest day per week
. Payment of overtime wages at legally mandated rates
. Special protection for work during summer hours and hot weather conditions as per ministerial directives

10. Freedom of Association & Collective Bargaining
Manforce Group respects the rights of all workers to:
. Join workers’ associations or representative committees (as permissible under Qatari law)
. Engage in collective discussions to improve workplace welfare
. Elect representatives to raise concerns to management

11. Grievance Procedure
Manforce Group has established a confidential and accessible grievance mechanism to address all worker concerns, including:
. Wage disputes
. Workplace abuse
. Accommodation issues
. Ethical violations
. Retaliation protection is guaranteed for all complainants.
. Grievances can be submitted anonymously and are resolved within a clearly defined time frame. Regular training on this mechanism is conducted for all employees.

12. Implementation and Monitoring
Manforce Group commits to:
. Continuous training and communication of these Human Rights Principles
. Regular internal and third-party audits
. Corrective action plans in case of non-compliance
. Transparent reporting to the clients’ contractors upon request
. Approval and Effective Date
This policy is effective from 01st day of March 2012, and is endorsed by the senior leadership of Manforce Group. It is binding on all departments, staff, and partner recruitment agencies