Tricked and Trapped: Human Trafficking in the Middle East, â€Žpdf 4.1 MB

More documents

Recommendations

Info

with new skills, which will make it easier for them to find employment and restart their lives. Links established between unions in sending and receiving countries can facilitate the reintegration of migrant workers, creating a continuing support structure on which they can draw when they return home. 5.5.2. Employers’ organizations Employers’ organizations are equally important players in the efforts to eliminate forced labour. With support from the International Organisation of Employers (IOE), business actors have become progressively engaged in action against forced labour. The 2008 ILO handbook for employers and business on combating forced labour sets out guiding principles for action, and also provides practical advice on ways to remedy problems. 17 In the Middle East, employers’ organizations could lobby for the elimination of forced labour; engage in tripartite dialogue on the issue, providing advice on legislation and encouraging governments to take measures to tackle the issue of human trafficking and forced labour; assist member companies in understanding national issues to enable them to be more involved in addressing that specific country’s legal and regulatory requirements: encourage members to be more aware of the policies of their suppliers; and provide a platform for members to discuss and share issues of interest, challenges and successes. 18 Companies operating in the Middle East are obliged to comply with the specific national legislation to combat trafficking and national provisions prohibiting forced labour applying in each country. Legally, employers are responsible for their own hiring and employment practices. However, businesses are inextricably linked in supply chains, and those firms that are closer to the consumer are increasingly demanding that their suppliers respect certain standards. Many international buyers will now purchase only from businesses that respect and can provide proof of their observance of specific criteria, including the non-use of forced labour. 19 Employers’ organizations could help companies to ensure that recruitment practices are free from debt bondage, excessive recruitment fees and other forms of deception and coercion. To that end, the ILO can support more indepth research and case studies on recruitment systems in the Middle East, examining the factors that contribute to forced labour and human trafficking, and formulating recommendations on means by which employers can prevent 17 ILO: Combating forced labour: A handbook for employers and business (Geneva, Special Action Programme to Combat Forced Labour, 2008). 18 IOE: Forced labour: Why it is an issue for employers, Sep. 2010, p. 8. 19 Ibid., p. 4. 159
their incidence. 20 Providing employees with clear, written contracts detailing the requirements of the job is also a good means of avoiding misunderstanding and risk of exploitation. Employers should comply with codes prohibiting forced labour and adopt formal statements containing ethical principles that govern their conduct, including an explicit commitment to the non-use of forced or compulsory labour. Such statements could apply to the whole supply chain, ensuring that recruitment is carried out in an ethical way throughout, free of deception and coercion. These provisions can be a condition for doing business with suppliers and a reason to terminate a contract with a non-compliant supplier. 21 Employers should have the capacity to assess whether their enterprises, and those of their suppliers, are free from forced labour. Such assessments can be carried out by conducting interviews, inspections and audits to check on current practices. Training of supervisors so that they understand the issue of forced labour and trafficking is beneficial for both business activities and workers. 20 ILO: The cost of coercion: Global report under the follow-up to the ILO Declaration on Fundamental Principles and Rights at Work, Report I(B), International Labour Conference, 98th Session, Geneva, 2009 (Geneva), p. 80. 21 IOE: Forced labour: Why it is an issue for employers, p. 5. 160
Page 1 and 2:
In collaboration with TRICKED AND T
Page 3 and 4:
Copyright © International Labour O
Page 5 and 6:
officials, worker and employer repr
Page 7 and 8:
3.3.2. Recruitment 101 3.3.3. Work
Page 9 and 10:
MoJ MoL MWPS MoSAL NCCHT NCT NGO NH
Page 11 and 12:
LIST OF TABLES Table 2.1. Dimension
Page 13 and 14:
The realization of this research pr
Page 15 and 16:
In an effort to fill gaps in unders
Page 17 and 18:
There have also been cases of anima
Page 20 and 21:
CHAPTER 1: FRAMING THE ISSUE 1.1. D
Page 22 and 23:
People trafficked for any of the ex
Page 24 and 25:
1.2. GLOBAL DEBATES ON HUMAN TRAFFI
Page 26 and 27:
processes by which migrant workers
Page 28 and 29:
Concerted efforts have been made to
Page 30 and 31:
documented abuses against domestic
Page 32 and 33:
CHAPTER 2: METHODOLOGY 2.1. RESEARC
Page 34 and 35:
Table 2.1. Dimensions of forced lab
Page 36 and 37:
Table 2.4. Indicators of impossibil
Page 38 and 39:
2.2. OVERVIEW OF DATA COLLECTED In
Page 40:
Having said that, the Middle East i
Page 43 and 44:
individuals who voluntarily agree t
Page 45 and 46:
3.1.2. Recruitment of domestic work
Page 47 and 48:
domestic worker explained, “many
Page 49 and 50:
An official from the NGO KAFA went
Page 51 and 52:
Another Filipina explained the supp
Page 53 and 54:
In Jordan, an official from Tamkeen
Page 55 and 56:
workers supported by the NGO report
Page 57 and 58:
on the balcony. When it got cold, I
Page 59 and 60:
3.1.4. Impossibility of leaving Wor
Page 61 and 62:
Legally, the domestic worker has li
Page 63 and 64:
embassy three times to make an emer
Page 65 and 66:
given that it is not easy for a mig
Page 67 and 68:
Analysis of the information provide
Page 69 and 70:
country, or whose relatives are dec
Page 71 and 72:
3.2.2. Recruitment Recruitment of d
Page 73 and 74:
to provide sexual services. Most of
Page 75 and 76:
The research team was unable to int
Page 77 and 78:
Box 3.9. A press report of traffick
Page 79 and 80:
explained that in 2010 there were b
Page 81 and 82:
There are conflicting views over th
Page 83 and 84:
one nightclub owner in Amman. 144 T
Page 85 and 86:
2011, three minors and three adult
Page 87 and 88:
Many reports confirm the interlinka
Page 89 and 90:
Some claim that the situation of ar
Page 91 and 92:
finish working, especially Tunisian
Page 93 and 94:
Investigations carried out by the I
Page 95 and 96:
Detention of women accused of prost
Page 97 and 98:
Lack of any economic and social alt
Page 99 and 100:
3.3. OTHER ECONOMIC ACTIVITIES 3.3.
Page 101 and 102:
Table 3.3. Overview of four process
Page 103 and 104:
Indeed, many of those interviewed w
Page 105 and 106:
workers, often requiring them to ta
Page 107 and 108:
not suitable for the position so th
Page 109 and 110: The case of seafarers Stories emerg
Page 111 and 112: personnel from the ports to offshor
Page 113 and 114: of destination often happen through
Page 115 and 116: and we will find him a new job”.
Page 117 and 118: Degrading living and working condit
Page 119 and 120: Ministerial Decree 1186 (2010) was
Page 121 and 122: Retention of personal documents Lac
Page 124 and 125: CHAPTER 4: REGIONAL RESPONSES TO HU
Page 126 and 127: In Lebanon, the Government ratified
Page 128 and 129: trafficking efforts in the seven em
Page 130 and 131: stipulating that employers must giv
Page 132 and 133: In Kuwait, in the absence of a spec
Page 134 and 135: 4.1.5. Prosecution of human traffic
Page 136 and 137: Box 4.1. Ending the use of child ca
Page 138 and 139: 4.2. STRENGTHENING THE INSTITUTIONA
Page 140 and 141: order management officers at the ai
Page 142 and 143: government action has, however, bee
Page 144 and 145: Box 4.3. Ending forced labour in th
Page 146 and 147: among migrant workers and no protoc
Page 148 and 149: to the needs of their citizens. The
Page 150 and 151: Dialogue in 2008 to promote a colla
Page 152 and 153: CHAPTER 5: A WAY FORWARD Comprehens
Page 154 and 155: to legally terminate a contract aft
Page 156 and 157: 5.3.2. Taking measures to reduce vu
Page 158 and 159: attention also needs to be given to
Page 162 and 163: ANNEX: LIST OF STATES PARTIES TO KE
Page 164 and 165: BIBLIOGRAPHY National legislation B
Page 166 and 167: Lebanon Labour Code, 1946. Law on E
Page 168 and 169: International Convention on the Pro
Page 170 and 171: The Economist. 2010. “Little bett
Page 172 and 173: —. 2006. Multilateral Framework o
Page 174 and 175: —. 2011b. Qatar’s ambitions for
Page 176 and 177: —. 2010. The international legal
Page 178 and 179: Transient Workers Count Two. 2012.
Page 180: This regional study sheds light on
show all

Tricked and Trapped: Human Trafficking in the Middle East, â€Žpdf 4.1 MB

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?