Entry Instance

HTTP 200 OK
Allow: GET, PUT, PATCH, DELETE, HEAD, OPTIONS
Content-Type: application/json
Vary: Accept

{
    "id": 949084,
    "url": "https://info.mzalendo.com/api/v0.1/hansard/entries/949084/?format=api",
    "text_counter": 279,
    "type": "other",
    "speaker_name": "",
    "speaker_title": "",
    "speaker": null,
    "content": "Similarly, the Government established regional social offices to handle cases associated with adultery, prostitution, unpaid salaries, alcoholism and rape. These offices are of crucial importance since the majority of the ladies are victims of the same offences. The centres also perform guidance and counselling. They also serve as deportation centres where if a female employee has no case with the employer, she can only stay there for a period of not more than 10 days. These centres give some allowance to employees who have terminated their contracts with employers to get reprieve before they are deported from Saudi Arabia. The other changes in Saudi Arabian laws have been on employee’s personal documents. No employer should confiscate employee’s documents which include passports, work permits called “ Iqama ” and mobile phones. This was rampant. From the social media reports, these items are being confiscated. As a Committee, we found out that was not the case. The employer who confiscates such documents risks a fine of 5,000 Saudi Riyal (SAR) which is Saudi Arabian money. The Committee’s observations were: One, Kenyans have been finding their ways into the Kingdom of Saudi Arabia illegally. These Kenyans are being facilitated by either unregistered agents or individual Kenyans who acquire visiting visas direct to Saudi Arabia, Qatar and Bahrain, but later on find themselves in the Saudi Arabian labour market. Such Kenyans go to Saudi Arabia outside the recognised channels for migrant labour, often find themselves in the hands of unscrupulous agents and employers who subject them to untold suffering. Two, in line with the bilateral labour agreement between Kenya and Saudi Arabia, several measures have been initiated to protect Kenyan workers from exploitation. These measures have been entrenched into the Saudi Arabian laws. They cover key issue like wages, hours of work, employment contracts, termination of employment, confiscation of travel documents, work permits and mobile phones and labour dispute resolution mechanisms. Three, there is great potential of labour export to Saudi Arabia. Saudi Arabia has a total of 11 million foreign employees out of which only slightly over 55,000 are Kenyans. Other countries such as India, Pakistan, Sudan and Sri Lanka have over 600,000 workers in the Kingdom. Let me draw the attention of the House that this is one country where the number of immigrant workers is high. It is 11 million. Four, opportunities in Saudi Arabia are not limited to just domestic workers as we are told here and through the social media. There are opportunities in teaching, medical field, driving, artisanship and hospitality. Five, a number of Kenyans in Saudi Arabia have suffered various forms of cultural shock due to the huge difference in social-economic setup of the two countries. Some have not been able to fit into the strict social-cultural conditions associated with Islam. While we were there, this is what we found. We were limited on how to move. We could not be allowed to do most of the things that we do in Kenya. Movements in the streets are not allowed. So, there are restrictions that lead to shock. Another finding is that the Ministry of Labour and Social Protection and the National Employment Authority must ensure thorough vetting of employment agencies to ensure Kenyans travel to Saudi Arabia and other destinations through official or recognised channels. The immigration Department must be equally vigilant on movement of persons to these countries to ensure only Kenyans under the Musaned system are allowed to travel. I had earlier explained what the Musaned system is. Another finding is that the Ministries of Labour and Social Protection and that of Foreign Affairs must continuously monitor the implementation of bilateral labour agreements to ensure The electronic version of the Official Hansard Report is for information purposes only. Acertified version of this Report can be obtained from the Hansard Editor."
}