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

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Table 3.1. Overview of three processes of human trafficking for forced labour of domestic workers Process RECRUITMENT WORK AND LIFE IN COUNTRY OF DESTINATION 1 2 3 Voluntary recruitment for domestic work facilitated by relatives/friends/ agents Unfree recruitment for domestic work (deception about the nature of the work) by agent and/or employer Unfree recruitment for domestic work (deception about the working and living conditions) by agent and/or employer Upon arrival, discovers different working and living conditions, but is unable to leave Upon arrival, learns true nature of job, but is unable to refuse the terms of employment and leave Upon arrival, discovers different working and living conditions, but is unable to refuse the terms of employment and leave Exploitation of worker: •Forced to work overtime •Forced to work on call •Limited freedom of movement and communication •Degrading living conditions •Lack of rest periods •Threat of or actual denunciation to the authorities •Confiscation of identity papers and mobile phones •Isolation •Confinement in workplace •Constant surveillance IMPOSSIBILITY OF LEAVING EMPLOYER •Inability to resign due to kafala system •Forced to work for indeterminate period in order to repay debt •Passport retention •Withholding of wages •Psychological, physical and sexual violence 43
3.1.2. Recruitment of domestic workers Voluntary recruitment The first process of human trafficking for forced domestic labour involves migrant workers who voluntarily decide to find work abroad. Those interviewed spoke of multiple channels, regular and irregular, that could be used to this end. Some relied on family members or friends who had contacts with a recruitment agency or with a prospective employer in the country of destination. An Ethiopian domestic worker said: “I had a friend who was working in Lebanon. I sent her a copy of my passport and she gave it to a recruitment agency in Beirut. I was then selected by a family.” Another experience of a Kenyan domestic worker highlighted the informality of the recruitment process: “The girl I met in Kenya told me I only needed a passport and did not need to pay anything. She told me I could earn US$350 a month. I gave her my CV and after three days, I received a phone call from a man who said he was calling from Lebanon and had a job to give me to look after his sick mother.” Although personal contacts did help a few individuals to secure employment abroad, 1 the majority of domestic workers interviewed were aided by PEAs, which they contacted through brokers in the villages, advertisements in the newspapers, radio broadcasts or by visiting their offices in the big cities. 2 A domestic worker from Madagascar in Lebanon recalled: “I heard on the radio of girls talking about working abroad and adverts saying they were recruiting girls. My family didn’t refuse, so I applied.” Another Nepalese domestic worker said she visited an agency in Kathmandu, where she was told: “You can go abroad, you will be a domestic worker, and every Sunday is free.” A domestic worker from the Philippines interviewed in Jordan explained that in order to migrate, “you first go through the recruiter from the village, someone you trust. All are then connected with a recruitment agency in the 1 Some argue that recruitment through personal contacts is safer, since the person who arranges the job knows the foreign sponsor under whom the worker is contracted to work. By contrast, others argue that finding a job through personal contacts is more risky, as there is no responsible registered party to whom recourse can be had in the event of exploitation of the worker. Furthermore, a personal intermediary can usually expect to collect a very high recruitment fee after the worker arrives in the host country. See L.K. Ruhunage: Recruitment practices of employment agencies recruiting migrant workers (Colombo, Nov. 2011), pp. 18–19. 2 In many countries of origin, PEAs remain the major actors in recruitment. For example, the Sri Lanka Foreign Employment Agency (SLBFE) showed that in 2010 PEAs were responsible for 60% of workers recruited for employment abroad (Ruhunage, Recruitment practices of employment agencies recruiting migrant workers, p. 16). 44
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: individuals who voluntarily agree t
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
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Indeed, many of those interviewed w
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workers, often requiring them to ta
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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”.
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Degrading living and working condit
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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
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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
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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 160 and 161:
with new skills, which will make it
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
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