4 Expectations of Local Employment  Be aware of different perceptions of ‘local’: There are high expectations of employment from local communities. According to the 2012 Foreign Investment Law, all unskilled workers must be Myanmar nationals. While companies may meet ‘local hire requirements’ by hiring workers from other parts of Myanmar, for local communities ‘local’ hiring means from the immediate area. This mismatch in terminology and perceptions may create longer-term tensions around projects. Genuinely ‘local’ workers are likely to be frustrated with the limited numbers and levels of jobs available which will be largely unskilled, low wage and temporary, as they lack relevant skill sets. D. Relevant International Standards and Guidance on Labour Issues Relevant International Standards:  IFC Performance Standard 2 and Guidance Note – Labour and Working Conditions  IFC General Environmental, Health and Safety Guidelines  IFC/World Bank Group Environmental, Health, and Safety Guidelines for Telecommunications  ILO, Declaration on Fundamental Rights and Principles at Work  UN Guiding Principles on Business and Human Rights Relevant Guidance:  IFC: • “Good Practice Note: Non-Discrimination and Equal Opportunity” • “Good Practice Note: Workers’ accommodation: processes and standards” • “Measure & Improve Your Labor Standards Performance: Performance Standard 2 Handbook for Labor and Working Conditions”  IHRB: • “Dhaka Principles for Migration with Dignity” • “ICT Sector Guide on Implementing the UN Guiding Principles on Business and Human Rights”  ILO: • “Indicators of Forced Labour” • “Combating forced labour: a handbook for employers and business” • “The Labour Principles of the UN Global Compact – A Guide for Business”  ILO pages on Postal and Telecommunications Workers  Verite, “Help Wanted programme and Fair Hiring Toolkit” CHAPTER 4.6: LABOUR 207 4.6