On this day of celebration of the International Women's Day, I would like to talk about Migrant

Workers at Home (MWH) in which the topics will be "kafala", the "Standard Unified Contract", the
adaptation phase and the remedies proposed by NGOs in case of violence.

The reader will follow the path of a MWH from his country of origin until his arrival in Lebanon and his
return to his country of origin.

"Migrants Rights are Human Rights", A large number of Asian and African women seek work abroad
as Migrant Workers at Home (MWH) because of the misery in which they are in their home country.
A priori, they leave their country of origin hoping to keep in contact with their family, transfer part of
their monthly salary and aspiring to a better future. For sure it's the dream of a new life that
sometimes turns into an endless nightmare.

In Lebanon, the labor code can be considered as one of the main causes behind their suffering. It does
not protect that class of employees.

Notwithstanding the lack of legal protection a study conducted by the Minister of Labor shows that
on all work permits given in 2013, 76% of its permits were for MWH.

As a result of this legal vacuum a local practice, not provided for by legal texts sets in. It requires
migrant domestic workers to have a sponsor, a guarantor of their status so that they can legally enter
Lebanon. This practice gives disproportionate power to the employer over his employee.

What is the fate of its women deprived of rights and what remedy or solution are given and proposed
by the NGOs working on this subject?

Migrant homeworkers sign a contract in their home country written in their mother tongue in which
their salary is specified.

Centers in partnership with Caritas Lebanon Migrants Center (CLMC) organize immigration
preparation sessions; at Philippine Center BATIS, Ethiopia Caritas Center "MCS", Bangladesh "OKUP"
partners in Nepal and other regions.

Once in Lebanon, the general security personnel are prepared to receive them in due form,
manuscripts are distributed to them, each guarantor must seek his MWH upon his arrival.

Once arrived from the airport, she must pass a medical examination, make a medical insurance and
then sign a contract at the notary public.

We speak of "Standard unified contract" the contract is generally written in Arabic language, it signs
without understanding it, despite claims for the contract to be in their mother tongue.

Regarding wages, the contract signed in Lebanon does not ensure a fixed salary for all MWH.

In addition, there have been cases where the contract signed in Lebanon provided for a wage that was
lower than the wage promised and provided for by the contract signed in their home country. MWH
can only realize this when you get your first salary.

Considering that the contract is respected (which is rarely the case), the contract does not devote a
minimum wage, the salary may be lower than the SMIC, with the exception of Filipino women.

Paragraph 9 of the contract stipulates the hours of work, 10 hours with 1 hour of rest which is 9 hours
of work per day.

Paragraph 12 spends one day off a week.

9 hours of work for 6 days is 56 hours of work a week while an employee who does not belong to this
category is entitled to a minimum wage and a limited number of 47 hours of work per week.

There is therefore an imbalance favorable to the employer in the respect of the contract without
speaking about the fact that most of the time the contract remains not respected and misunderstood
as shows a study carried out by the AUB in collaboration with KAFA and the ILO.

After having carried out the necessary procedures (general safety, Ministry of Labor), it is the
adaptation phase. According to a survey, the majority of TDGs consider that the first 6 months are the
most difficult. In some cases employers are patient, in other cases it is disrespect that takes place.

According to a study conducted in Lebanon, 36% of employers consider their MWH to be stupid, 51%
consider it untrustworthy, 41% believe it has psychic problems and 27% think it is room.

The problem is that his employers have been made to believe that his wives are like furniture that
they own and possess.

They allow themselves to use terms that usually refer to an object to refer to its workers (it was
ordered but it has not arrived yet, his / hers has arrived?) And sometimes they refer to to them as if
they are referring to a minor, (she cries like a child), she does not like anything, (she tires me). They
call it the girl as if she had no identity, or that she still has not reached the age of majority, humiliate
her in public, in front of the guests, at every opportunity to satiate their ego. His sponsor is even able
to use terms that designate animals to call it cow /bitch / animal.

In addition to these manifestations of moral violence some employers take action by depriving her of
her salary, of food, they sexually harass her, lock her up, beat her.

Some flee others commit suicide, many deaths remain problematic and many of her women are still
suffering in silence.

Non-Governmental Organizations (NGOs) such as CARITAS (CLMC), KAFA, MCC, AMEL, FENASOL, ALEF,
INSAN and others are working on this topic in Lebanon. These NGOs seek to protect the victims of
such violence.

Since 2004, CLMC has been active in organizing awareness sessions and campaigns. But in practice
how can they help to deal with a concrete case of violence?

CLMC advance some defense mechanism, remedies; Once informed, the TMD arrives at home, a social
sheet is filled to better know the migrant and better know the situation in which she is, she lodged in
one of the four shelters of Caritas until she feel ready to talk.

If the medical examiner confirms that she has suffered physical violence, the association prepares an
official letter to the general security that prepares a confrontation with the guarantor at the
administrative arrest center.

Sometimes negotiations and compromises take place and other times, in case his sponsor no longer
wants to be a guarantor (if it turns out for example that it is innocent and that a lawsuit will be
exercised) he would be forbidden to stay in Lebanon. In a similar case, a power of attorney is given to
the NGO to pursue the legal action. CLMC suggests that she visit their partner in her home country
until she feels able to continue her life normally (in case of a psychological disorder, pregnant ect).

NGOs organize a demonstration for TDG every May 1st (International Labor Day), and celebrate World
Migrants Day every December 18th.
All these remedies are temporary, the solution would be to abolish this system of "sponsorship" but
what is the alternative?

NGOs are calling for the ratification of ILO Convention C189 (16 June 2009) (International Labor
Organization / International Labor Organization). This convention stipulates: who is considered as
belonging to this category, it defines the role of women belonging to them, the rights they enjoy, the
number of hours they have to work, imposes respect for private life and other rights like the right to
social security.

In conclusion, we note that it is the law of the strongest who dominates, there have been some shy
but insufficient progress (NGO). One possible solution would be to abolish this system and ratify
Convention C189.