Desarrollo evolutivo de la inteligencia socioemocional

Section 2.5.6 discusses some aspects of the financial management of TS support in various phases of aid operations. Such support usually requires significant disbursements of funds. Some other points to consider when paying labour are listed below.

• Handling large amounts of cash in the field is a security risk; in

the absence of banks, this may present problems for aid organisations.

• Delays in payments to labourers may undermine their

livelihoods and also create security risks.

• Co-ordination among aid organisations operating in the same

area is important, in order to ensure consistency: labourers may move between jobs if different payments or benefits are offered.

• Records must be kept of all disbursements, including payments

in cash or in kind to workers, who should be asked to sign receipts.

There are four ways in which to pay labour for construction works:

• incentives: paying less than a minimum wage when other

support is offered

• ‘food-for-work’: payment in kind, with goods rather than money • salaries: regular payments, with associated rights and

obligations in law

• contracts: a scheduled number of payments with associated

rights and obligations in law, often including penalties and additional incentives.

hired via contractors (5.4); or used as contractors (5.4), provided that the contracting firms meet local laws. Attention must always be given to offering equal opportunities to vulnerable groups. Incentives (5.1.2) should be considered, even in self-help construction projects, because time spent on construction reduces the time available to support other livelihood activities.

Employing local labour can stimulate the local economy and improve relations with both the displaced population and aid organisations. Involving local contractors, small local construction companies, and other local organisations may also increase the contracting organisation’s understanding of local natural-resource management procedures, such as the harvesting of construction materials.

Ideally, an appropriate combination of labour from the displaced and host populations should be employed, in order to avoid tensions between the two groups. In longer-term projects, apprenticeships or formal training could be offered, to build up developmental capacities within both communities.

A substantial distinction should be made between workers employed within the local community and those employed within the displaced community (5.1.2). For example, local workers will be subject to local and national regulations, which may require a salary to be paid. Workers from the displaced population are likely to be receiving support such as food aid and shelter and may therefore require a smaller salary or fewer extra incentives.

skilled labour Technical skills are usually to be found in displaced and local com- munities for self-help (5.2) and direct-labour (5.3) projects, as well as within contracting companies. Discussion with the leaders of the communities, as well as discussion with the communities them- selves, can often identify appropriate individuals. Identifying the skills available may determine the nature of the works: for example, knowledge of how to fix reinforcement for concrete. Skilled con- struction workers are often highly respected within a community, and care should be taken to recognise their contributions. Skilled workers often own their tools, although displaced workers may not, and this limitation will affect their livelihoods.

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payment through salaries

Salaries usually offer the greatest benefit to displaced households when there are family members able to act as self-help labour (5.2) and direct labour (5.3), because they are free to use the salary as they see fit. Employers should understand the local, international, and organisational regulations and responsibilities governing employ- ment, including employment rights and conditions, such as liability for breaches of health and safety rules.

Salaries should be paid in local currencies wherever possible. The regular transport and disbursement of cash salaries constitutes a security risk. It is essential to keep records of every disbursement; this includes requiring all daily paid labourers to sign or make their mark on receipts for payments, and giving copies of the receipts to the workers.

payment through contracts

Some circumstances may require individual contracts to be made with each labourer, such as skilled workers and those who own particular tools. Some aid organisations have standard contract forms and job descriptions according to functions, such as building- site foreman, truck driver, mason, and labourer. If a standard contract form is not available, a simple contract should be drawn up, as appropriate, between the aid organisation and the worker. In cases where a contractor is engaged to undertake the works, an appropriate contract should be drawn up between the aid organisation and the contractor. Section 5.4.4 presents basic guidance on drafting and managing such contracts, including agreeing a schedule of payments, and incentive and penalty clauses.

5.2 self-help labour

Self-help labour, whereby families themselves undertake the required work, is managed by aid organisations directly.

Different aid organisations have different guidelines on the employment of beneficiaries when they are constructing their own shelters. However, it is generally considered acceptable for the agency to provide construction materials and some supervision, while the adult and non-vulnerable beneficiaries provide voluntary work. Self-help may also be rewarded by in-kind or incentive payments.

payment through incentives

Incentive payments may be made to displaced self-help labour (5.2) and direct (5.3) labour instead of a salary in the following circumstances:

• if normal salaried employment would not be legal under local

law, but incentive payments are legal;

• if local law requires the payment of a minimum wage, but

incentive payments below this minimum may be made, because the displaced population is receiving other support, such as food aid and shelter;

• if skilled and unskilled labour need to be treated differently: for

example, skilled labour engaged in roofing all the shelters in a displaced community might receive a salary, while those engaged in unskilled work on their own shelter might receive an incentive.

Aid organisations should co-ordinate their policies, to agree a consistent scale of incentive payments.

It is essential to keep records of every disbursement; this includes requiring all daily paid labourers to sign or make their mark on receipts for incentive payments, and giving copies of the receipts to the workers.

payment through ‘food-for-work’

In-kind rewards may be used as payment for self-help labour (5.2) and direct (5.3) labour. If the rewards consist of essential commodities, such as food, such distributions should be additional to normal rations.

Projects adopting food-for-work as a method of payment should take special care to consider groups who cannot undertake the work: vulnerable groups, for example, or those who have other responsibilities. It may be counterproductive to offer food-for-work activities exclusively to women, with the intention of empowering them, if the same women are expected by the community to cook the food and collect water and fuel; the result may be that they do not have enough time to complete all activities satisfactorily.

It is essential to keep records of every disbursement; this includes requiring all daily paid labourers to sign or make their mark on receipts for in-kind payments, and giving copies of the receipts to the workers.

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and monitored to ensure that an appropriate level of support is maintained.

The local population will not benefit from any projects directed exclusively at the displaced population.

The aid organisation must have the skills, local experience, and resources to undertake the necessary co-ordination and management of the project.