Exploring the Lived Experiences of Filipino Caregivers in Israel in the Context of a Recent Bilateral Agreement: an Internship, Interviews, and an Information Toolkit Tel Aviv University Pr. Adriana Kemp, Civil Society Workshop 2018-2019 Leah Grasl Table of Contents Research paper Introduction………………………………………………………………..….3-4 Context in the Philippines & Israel………………………………..………….5-7 Theoretical Background………………………………………………………7-9 Center for International Migration & Integration………………………...…..9-10 Methodology………………………………………………………………….11-13 Findings………………………………………………………...…………….14-20 Conclusion……………………………………………………………………20-21 References………………………………………………………………...………….22-24 Interview Transcripts…………………………………………………………………25-55 Internship hours log…………………………………………………………………..56 Information Toolkit......................................................................................................58-72 Attachments: internship agreement and signed consent forms of participants (15 pages) Introduction          Worldwide, there were 2.3 million Overseas Filipino Workers in 2018 (Philippines Statistics Authority, 2019), who remitted approximately three billion USD over a six month period. The traditional labor-exporting state has held twenty-six Free Trade Agreements with other countries (Asian Development Bank, 2015), with additional agreements added yearly, including a recent Bilateral Trade Agreement with the state of Israel signed in August of 2018 to encourage legal labor immigration of Filipino professionals to Israel to work in the caregiving sector. According to Kav LaOved, or ‘Workers’ Hotline,’ home webpage, there are approximately sixty-thousand caregivers working in Israel, about fifty-thousand of which hold valid work visas, over half of whom are Filipino nationals, and over eighty percent of whom are women. The purpose of this research was to explore how the current migration regime in Israel, visa restrictions, and other institutional parameters set for Filipino caregivers affect the lived experiences of those currently living and working here, and to use these findings to help build an information toolkit. This toolkit will be distributed by the Center for International Migration and Integration (CIMI) in Israel to future new Filipino caregivers who will arrive as part of the recent bilateral agreement (BLA). The findings also have the potential to inform Israeli and Filipino policy makers who are currently creating new frameworks for labor migration in the caregiving sector. The research is guided by the following two questions: 1. What information is most important for new Filipino care workers in Israel (and their Israeli employers) to have in order to help them know their rights, maintain legal status, and adjust to their new life and employment? 2. How do employment and visa restrictions for caregivers in Israel affect the lived experiences of Filipino labor migrants? The recent Bilateral Agreement (BLA) with the Philippines is by no means novel in the state of Israel. In recent years, other BLA’s have been forged with countries such as Moldova for the construction sector, and Thailand in the agricultural sector (Kushnirovich & Raijman, 2017). It was found in the above study conducted with the cooperation of CIMI, the Population and Immigration Authority in Israel (PIBA), and the Ruppin Research center, that after the BLA’s were put into place, migration costs, including recruitment fees, dramatically decreased, as did violations of minimum wage or contract-specified payment violations. However, no significant change occurred in general employment conditions: working hours, sick pay, vacation days, etc. Many have been calling for a change in how the recruitment of Filipino caregivers takes place as well. For example, the above-mentioned study found that new caregivers faced an average cost of $10,253 in illegal recruitment fees charged by private agencies to secure employment and enter Israel. Workers found the money to pay for-profit recruitment agencies by having family members mortgage their homes, selling gold jewelry and valuables, and taking loans from family, friends, and/or private lenders and banks (Lebovitch & Friedman, 2013). This has led to a revolving door system, where more and more workers were brought in to increase profits, and experienced workers were encouraged or forced to leave as soon as possible to make room for new ones. While recent legislation has significantly reduced these fees, the recent BLA hopes to solve this issue permanently, and encourage legal migration at the same time. This study aims to look at the area that is less certain of seeing improvements post-BLA implementation – employment conditions. The current institutional setting in Israel of internal procedures instead of laws, ad-hoc decisions, fragmented and sub-contracted responsibilities, and institutional ambivalence (Kemp & Kfir, 2016) towards the plight of labor migrants and caregivers in particular has the potential to transform into a more just, organized and streamlined system that can improve employment conditions, protections against abuse, and the general quality of life of workers while providing a badly-needed service to the Israeli public. This study seeks to use the voices of experienced Filipino caregivers in Israel themselves to inform what to consider during the construction and implementation of the BLA. Because of the format of group interviews were conducted in natural settings, the authentic findings can act as a gauge of the feelings and opinions of the migrants themselves towards the BLA they are operating under, and inform efforts at improving efficiency (Blank, 2011). Context in the Philippines & Israel          The history of modern immigration in the Philippines began during the United States colonial period from the year 1898-1946, when an Americanized hospital training system was developed in the Philippines to provide a pool of health workers that could be employed in U.S. hospitals to deal with labor shortages. After World War II until 1972, the next period saw mostly male workers moving to Western countries to work in industries such as shipping. After Marcos’ declaration of martial law in 1972, the state adopted a labor export policy to: 1. address the resulting unemployment and balance of payments (debt), and 2. prevent resistance against the new regime from forming and strengthening by sending large parts of the population abroad (Liebelt, 2011). The government began to formally manage programs for sending workers abroad on a contract basis (Blank, 2011). Thus began the national narrative of Overseas Filipino Workers (OFW’s) as ‘national heroes’ who are loyal to their home country and help their families and their nation by working abroad and sending remittances. Additionally, in contrast to previous immigration periods, women became the vast majority of all OFW’s.          Filipino caregivers began arriving in Israel in the late 1970’s, filling in a labor gap that opened up after Jewish Israelis became reluctant to employ Arab Palestinians in a variety of sectors, including agriculture, construction, and caregiving. The first relatively small wave of Filipinos typically would arrive on tourist visas, and then find employment in the caregiving sector once they were here. In 1986, the nursing insurance law was created to enable households to use private care services, and less than a decade later in 1995 a state-sponsored system of migrant, live-in domestic work was introduced to facilitate temporary, private employment caring for the sick, disabled and elderly as a way to ease costs by shifting geriatric care systems from hospitals to private homes (Liebelt, 2011). The number of Filipino caregivers increased exponentially after this, until the word Filipina became synonymous with metapelet (caregiver) in Israel (Margalit, 2017). However, the temporary nature and short period of employment, lack of family reunification laws, and the private, unchecked and non-transparent nature of the systems managing the employment of Filipino metaplim, among other factors caused a revolving door system to emerge and the number of Filipinos without legal status to increase as well. The first deportation campaign targeting Filipino labor migrants without legal status in Israel began in 2002 as a way to appease the fears of many who felt that Israel was losing it’s ‘Jewish character’. According to hegemonic discourse, Israel is seen to have two types of migration: 1. permanent, ideologically motivated Jewish immigration of olim hadashim who are automatically given citizenship based on the ‘Right of Return’ policy, and 2. temporary, seen to be economically motivated non-Jewish immigration (Liebelt, 2011). Many in Israel, including and especially those in the Ministry of the Interior, members of ultra-orthodox groups, and political parties such as Shas and Likud often have the view that… “….migrant workers, small as their number may be, powerless as they are – represent a direct threat to the country’s Jewish makeup. And so, they’ve devised a byzantine system of barriers aimed at keeping the migrant population from ‘taking root,’ as the Ministry of the Interior puts it.” (The New York Times, 3 May 2017) This system of barriers included binding of work visas to a specific, individual employer (which will be discussed more later), illegal placement fees which caused some workers to overstay their four year visas to pay their debts, non-transparent systems based on procedures over policies, the inability to marry a non-Israeli or have a child here without losing one’s legal status, ‘flying visa’ situations, and more. Either from these kinds of barriers or for other reasons, many Filipino caregivers in Israel came to be without legal status, and the community was left shaken and afraid after a series of deportation in 2002. The response from many NGOs and humanitarian organizations caused a loosening of policy in 2005, when there was some legalization of the children of foreign workers born in Israel within a certain age group. However, the pendulum swung back again in 2006-2009, when another wave of deportations began (Liebelt, 2011). Most recently in July and August of 2019, the children of Filipino caregivers born in Israel but not legalized in 2005 due to not falling within the age requirement, who are now approximately twelve years old and have lived their entire lives in Israel, are facing another deportation campaign which has garnered significant media attention and scrutiny. These events are playing out in a country going through an identity crisis: it is torn between protecting the Jewish character of the state and demographically maintaining a strong Jewish population against hostile, non-Jewish neighbors, and protecting a Western character with democratic and humane ideals. On one hand, there are rising national and municipal unemployment rates, but on the other hand many Israeli’s are unable or unwilling to do the dirty, dangerous, and degrading jobs foreign workers, such as Filipino caregivers, are willing to do. Hence, the short and recent history of Filipino caregivers in Israel has seen regular changes in policy and bi-polar attitudes. Theoretical Background          Next, relevant theories will be explored to find out what kind of soil has caused the phenomenon of Filipino caregiver migration to Israel to grow. The first element of this soil to be examined, as usual, is economics. Macroeconomic theory within a neo-classical equilibrium perspective would view the decision of Filipino caregivers to immigrate to Israel as individual, rational and based mainly on the fact that there are higher salaries due to a large sectoral demand in this country. This theory “…holds that wages are determined by the balance of labor supply and demand within regional markets” (Massey, 1990).  With its history of colonization by the Spanish and then Americans, and legacy of dependency and neo-liberalism, the “…fundamental economic and socio-cultural core of the Philippines is formed by formal and informal support for talent transfer” (Thomas-Brown & Campus, 2016). Within a state-sponsored culture of talent transfer based on economically motivated labor migration, many Filipino caregivers see other potential nations for employment as having a hierarchy, from those with the best salary and benefits, to those with the least. Consider that, while nations such as Canada, the United Kingdom, and the United States tend to be on the top level of the hierarchy, as of 2019 the most popular destinations were Saudi Arabia, the United Arab Emirates and Hong Kong. Why? Even though these countries have reputations for abuse and un-democratic systems, they also had the highest demand in the caregiving sector, which allowed them to offer OFWs less restrictions, provide a higher salary, and overall have more pull (Philippines Statistic Authority, 2019). Israel is seen to be on the middle of the hierarchy, and is viewed by many as a stepping stone to ‘greener pastures’. While traditional macroeconomic theory looks mainly at bi-directional migration moves from the third world to the first world, “…transnationalists [are] directed towards a multiplicity of geographical destinations, and who have developed  culturally infused norms of globality and move alongside global family networks” (Liebelt, 2011, p. 174). And now enters our second and third element of the soil – transnationalism and social theory.          Even though wage differentials between Israel and the Philippines have at times stagnated and even decreased, the social channels developed between the two countries in the late 1970’s have formed a dynamic connection. Social networks, new technologies and ways of sharing information and maintaining transnational ties have a circular and cumulative causation effect on migration (Massey, 1990). Most of the Filipino caregivers who live and work in Israel today are not the first person in their family and social network to come to this particular country. Migrants typically follow ‘beaten paths,’ and are helped by relatives and friends already in the area, to create a self-sustaining social process (Castles, 2009). Once cannot look at the macroeconomic and social elements without also seeing the gendered aspect of this phenomenon as well. And so, the next element to add to this soil is the feminization of migration. The vast majority of Filipino caregivers in Israel are female, and all caregivers in Israel are employed in ‘social reproductive tasks’ traditional performed by women in most societies. In addition to race, class, and immigration/citizenship status, Romero (1998) argues that gender is a main factor of the discrimination of labor migrants employed in domestic fields. The ‘feminine’ aspect of the work Filipina caregivers are doing contributes to high levels of exploitation, and the reluctance of those who hire them to see themselves as employers. Romeo (1998) mentions the common response from employers that their maids/household workers are ‘just like one of the family.’ As discussed in the results section of this study, the situation in Israel is no different. Exploitation occurs “…under the guise that the [female] employee is engaging in a labor of love as a family member, rather than engaged in paid labor as an employee (Romero, 1998, p. 1047). This common view of labor migrants engaged in domestic/social reproductive work as ‘members of the family’ ignores the fact that these women are not allowed to have their own families here in Israel, and most have left their own families behind in order to support them and send remittances home. This can have positive effects, such as increased status among family and friends back home from the financial contributions they can make through remittances from their labor, or the recreation of identity within the context of transnationalism according to Critical Theory. It can also have negative effects such as a less than minimum wage salary, a high number of work hours with unpaid overtime, gift-giving in lieu of raises and benefits, and the tendency for children whose mothers are working overseas to lag behind in school and suffer emotionally (Cortez, 2015). The latter is due to the fact OFW mothers tend to make less and remit less than fathers, and the amount of parental time investment is less when the mother leaves home compared to the father. The fact that many female Filipina caregivers in Israel who lose their legal status tend to become nannies and cleaners in wealthy households increases the likelihood of the afore-mentioned negative effects, as well as social isolation, exploitation and abuse. The gendered and discriminatory nature of care labor as a marketized commodity nationally and internationally (Onuki, 2009) needs to be taken into consideration in public debates on labor migration issues. “Because workers’ conditions are disregarded or omitted during public debates on labor shortages, improving working conditions has not surfaced as a component of the ‘servant problem’ (Romero, 1998). This study seeks to do the opposite: take a hard look at workers’ conditions, encourage them to be brought to public debate, and seek solutions to issues those creating and implementing the BLA will face. The Center for International Migration and Integration (CIMI)  This research was conducted in the context of an internship at the Center for International Migration and Integration (CIMI) organization. It was founded in 1998 by JDC-Israel, and today provides support on a wide-range of migration issues to support the state of Israel with ensuring its standards are in compliance with international law and functioning according to international standards and best practices. They can be considered as a ‘go-between’ that works not purely in the field, and not purely as a government bureaucratic organization, but assists and connects migrants themselves to government organizations, and informs policy makers through data collection and research. Some of their specializations and projects include a ‘Call Center for Migrant Workers’ where they can answer questions on employment and deal with cases of violations of rights, receiving Thai agricultural workers and consulate members (as part of a BLA) as they arrive in Israel at the airport, providing counseling and support at a Workers’ Rights Center in Be’er Sheva, an ‘Assisted Voluntary Return’ program where they help vulnerable migrants in Israel navigate the financial and practical challenges of moving back home, and research/support on Israel’s BLA’s with other countries. The last project listed is why this particular organization was chosen for the internship experience.  The project completed together with CIMI was to create an information toolkit for new Filipino caregivers who will arrive to Israel as part of the recent BLA in the near future. This toolkit was to include information on the laws and regulations in Israel about their employment and rights as workers, and useful information for their daily life. The project was completed in four stages. Stage one was background research of relevant academic reports and articles, and literature given to new migrants in other countries such as welcome kits, pamphlets, webpages, etc. Stage two was to interview other professionals in the field, and gain insights and advice on the project from workers at CIMI, the Workers’ Hotline (Kav LaOved), and Tel Aviv University’s Human Trafficking department. The third stage was field research, where informal surveys and five pair/group interviews were completed with caregivers in Israel, and the fourth and final stage was writing and revising the actual toolkit. These stages were completed from January until July 2019, with meetings and interviews conducted in both Jerusalem and Tel Aviv, under the supervision of Noa Schauer at CIMI, and Pr. Adriana Kemp at Tel Aviv University.   Methodology The description of the methodology used in this research will focus on the third stage of the internship - field research. Data was collected first through informal surveys, mainly on how not to field research with Filipino caregivers in Israel. A short, five question written survey was prepared to be administered in the offices of the Worker’s Hotline, and given to caregivers waiting for assistance in the reception area. Unfortunately, two realizations quickly became apparent. Firstly, the format of reading and writing in English (or Hebrew) is not optimal for most caregivers in Israel, as their skills are not sufficient enough to provide adequate details. Secondly, because the many caregivers were there for very serious and sometimes emotionally stressful or traumatic reasons, such as to get help about a deportation or sexual assault, most of them were not open to completing a short survey by a white woman they did not know. The waiting room itself was filled beyond its capacity with people, and was cramped and uncomfortable to walk around and talk to people. The methodology was quickly changed to a verbal, two question format, while jotting down notes on caregivers’ responses in writing, which worked much better and provided some valuable preliminary insights.  Other informal field research included a pair interview where one of the participants declined having herself recorded, due to the fact that she did not have legal status. She did however consent to her story being included in the final research paper, as long as her identity was kept private. After being in Israel for only two years, she found herself pregnant by an Israeli man who did not wish to claim the child or pay child support. Upon deciding to keep the child and remain in Israel where she and her son have lived for the past eleven years, she lost her legal status, and at the time of the interview her son was also stateless. In addition, she was pregnant for a second time, also by another Israeli father who did not wish to claim the child, and so her situation was very precarious. Unable to continue working full time as a cleaner due to complications with the pregnancy, she was about to lose her apartment and was reliant upon charity from a Messianic Jewish pastor and his wife for accommodation. She shared many valuable insights on how discrimination in Israeli society and deportation regimes affect the daily lives of Filipino workers, especially those without legal status.  Informal social meetings also took place at a Church of God congregation made up of Filipino caregivers in South Tel Aviv prior to the formal focus group. The congregation meets on Saturdays in a private apartment near the Central Bus Station on Levanda street, where they socialize, enjoy church services together, and share a meal afterward. Jean, who participated in two of the group interviews and consented to have her name shared, was instrumental in making important introductions that led to valuable contacts for interviews. She is the pastor of the church, a whistleblower for the illegal recruitments fees paid by Filipino workers in Israel, a community activist, businesswoman, and also became a friend. Lastly, informal field research was performed at a protest held by the United Children of Israel organization against the deportation of children in June at Habima Square in Tel Aviv. There, Israeli Scouts who were classmates of some of the Filipino minors set for deportation, politicians, musicians, community activists and hundreds of others showed their support and solidarity with the Filipino community against the most recent wave of deportations which also targeted children who had not been legalized in 2005 (Leibelt, 2011).  As for the formal pair and group interviews, the Critical Discourse Analysis method was used, because of its emphasis on studying lived experiences. Snowballing sampling was used, which proved to have some difficulties, as the author of this study is new to the country and had few Israeli and Filipino contacts. Because CIMI does not often work in the field and with Filipinos in Israel on a close or individual basis, they also had few leads for possible participants. In the end, two participants were introduced - one from a classmate and one from a Workers’ Hotline staff member, and from those two, the rest of the participants were found. It was decided to form focus groups, which Morgan (1996) defines as, “...a research technique that collects data through group interaction on a topic determined by a researcher.” This method is often used for sensitive topics such as sexual activity, substance abuse, feminist research, and more. It’s ability to give a voice to marginalized groups and empower participants by giving them a sense of control over their interactions made this method appealing for the project. In addition, Filipino culture can be considered a ‘group culture,’ where verbal communication is very important, including story-telling and humor. Group interviews are similar to focus groups, but they take place in informal settings with more unstructured questioning, have been used successfully in similar studies (Thomas-Brown & Campos, 2016) (Liebelt, 2011), and this is the method that was ultimately used in this research.  Some weaknesses of this technique are its lack of standardization, since the types of questions, topics covered, and responses often had considerable variation between groups. Also, the lack of translation could have affected the results, due to the fact the interviewer did not speak Tagalog, and English was the second language of the participants. Additionally, focus groups are often accompanied by more in-depth interviews and surveys (Morgan, 1996), which was not possible in this case. As mentioned above, the largest difficulty with the focus groups was finding participants. While it was predicted it would take about three months to organize the first focus group, in reality it took almost five. This was in part because the CIMI was equated by many Filipinos in Israel mainly with their program for Assisted Voluntary Return, and so possible participants shied away from invitations because they thought they would be pressured to return home. Also, the researcher’s race could have been an issue, because as a ‘white’ person of European decent, many thought I could be secretly working for the Immigration Authorities. However, the positives for the snowball sampling and group interviews outweighed the negatives in data generation, because it allowed participants to choose who they are interviewed with (self-selection), generate ideas together, query and explain themselves to each other, agree and disagree with each other, and reveal more complex insights on social and cultural topics through their interactions.  Questions were prepared about working conditions and experiences, advice to future new caregivers, and thoughts on the recent BLA, but the set of questions was not followed strictly during the group interviews. Instead, natural flows in conversation and changes in topic were permitted and pursued, and questions were often changed based on the type of people in the group and setting. The interview transcripts were then analyzed to identify components that were most prominent and powerful in the conversations. The next section explains the findings of this analysis.  Findings Information toolkit The main aim of the project - the information packet pending approval by CIMI and PIBA, was completed in July of 2019 after about six months of preparation, and can be found in the appendix. To answer the first research question, of what kind of information is most important for new Filipino caregivers in Israel, one can look at the categories of information included in the packet. It includes nine sections: visa requirements, payment, sending money home, employer requirements, women’s issues, daily life in Israel, advice from senior caregivers, and helpful links, and lastly is a leaflet written in Hebrew that can be torn out and given to employers with important information for them. It was as concise as possible, with fifteen pages in all, and filled with quotes from interviews, legal facts, and more personal advice. Apart from this packet, there were some significant findings from the interviews themselves on the second research question of how employment and visa restrictions for caregivers in Israel affect the lived experiences of Filipino labor migrants.  Binding system The most recurring theme was issues that came as the result of the binding system, where the B1 work visas of Filipino caregivers are tied to one private Israeli employer. Many participants spoke of utang na-loob, or a debt of gratitude that is a common concept in Filipino culture. It is this debt of gratitude that often makes OFW such faithful overseas laborers and remittance senders to family and friends. Charity to strangers and volunteerism are not a large part of Filipino culture, whereas giving back to family and friends is (Zapanta Mariano, 2017), and this is evidenced by the generosity of balikbayan, or returnees who visit home after working abroad bearing money and material gifts for both close and extended family. This sense of utang na-loob is also often felt towards Israeli employers who helped bring their caregiver from the Philippines. Many participants mentioned feeling indebted to their employers, and this feeling in combination with the emotional closeness that comes from the nature of their job, as well as being legally tied to and dependent upon them, causes many to put up with mistreatment and in some cases abuse.  For example, on participant was brought to and sponsored by a religious man in Jerusalem to come to Israel and take care of his elderly, bedridden mother. At first, she felt a debt of gratitude towards him and grew to care deeply for the elderly woman. However, he does not allow her to take days off and she mostly works seven days a week, twenty-four hours a day.  He does not let her take sick days, and has forced her to cancel once-yearly vacations back to the Philippines even after she had received his consent, paid for the ticket, and gotten a re-entry visa. Even now as she is planning to take a month-long trip to visit the Philippines to get married, he is threatening her with termination of employment, and because of the binding system - termination of her B1 work visa in Israel. Verbal abuse, incessant phone calls, surprise visits, searches of her private room, cornering her in the kitchen for arguments, and the threat that he knows people in the Ministry of the Interior, are tactics often used by her employer. If he terminates her employment while she is abroad, she will not be allowed back into the country even if she has a re-entry permit, and if he terminates it while she is in-country, she only has ninety days to find a replacement or else lose her legal status. If she tries to look for another employer, the lack of a letter of recommendation from him can hurt her chances as well. She feels the family has taken advantage of the utang na-loob she has, and the binding system leaves her with few routes to escape her abusive situation.  Her story was not the only one like this, and many mentioned the hope that the new BLA would also bring a new system that would tie their visas to agencies, hospitals or elderly care facilities instead. As a male participant in one interview stated, “…because we feel like we take debts and we pay back our respective visa with the employer, right? So we don’t have a way out. I think that’s the main issue, that we are tied with one person. So if we go out we feel guilty, if we go out to other employers. Like there’s no choice, like there is no way out.” (Interview transcript, p. 34).  Revolving door system Another recurring theme was related to the revolving door system of bringing in new workers for short periods of time, and then requiring them to leave to make room for new ones. This often has had the motive of: 1. increasing profits of private recruitment agencies, and 2. keeping labor migrants from putting down roots and thereby threatening the Jewish character of the state. As one woman in an interview with the United Children of Israel organization stated, “There is no clear labor immigration policy with regards for the foreign workers. Just bring and bring and bring and bring, but don’t let them stay.” (Interview transcript, p. 27). There are many barriers that are meant to push out current labor migrants to make room for new ones, such as the policy of putting pension payments from bituach leumi, or “National Insurance,” in personal bank accounts that can only be withdrawn from the airport at the time of departure (Workers’ Hotline, observation report 5 May, 2019). Interview participants reported that many friends and acquaintances were not even given the amount owed at the airport bank due to the fact the banks there were inadequately prepared and ran out of cash. Caregivers are allowed to work in Israel for a period of five years and three months (sixty-three months), and every month they overstay after this period ends, the money is deducted from these airport bank accounts, until after six months it is totally emptied. Caregivers cannot get married or have children in Israel, so those who wish to do so without losing their legal status must send their child/spouse back to the Philippines or leave themselves. If one’s employer dies or employment ends for another reason, there is only a ninety day period to find new employment or face losing the B1 work visa, which many interview participants found entirely too short, and spoke of many friends in the community forced to leave the country for this reason. Because it is virtually impossible to extend a caregiver B1 visa past the sixty-three months, or get a ‘humanitarian visa’ for cases of extreme disability of the employer, many participants expressed the hope that employment period could be extended in the future to ten years or so, as well as the ninety day period to find new employment after death or termination from the previous one.   The revolving door policy of for-profit recruitment agencies has also contributed to the flying visa phenomenon, where agencies sell the visa (including the identity) of one worker to someone to another for illegal profit. ‘Annie’ was one such victim of this phenomenon, and she was stuck in Israel without legal status for fourteen years before a generous employer helped her gain her legal status back by paying for lawyers and court fees. During those fourteen years, she could not leave the country, visit her family back in the Philippines, or see her only daughter (who during that time she put through university and law school). She also face sexual and physical abuse without the ability to go to the police, violations of employment rights including refusal of employers to pay salary owed, and lack of medical insurance and benefits even when she was diagnosed with cancer. While certain attempts have been made by the state to reduce flying visas, such as the closed skies policy of 2002 (Leibelt, 2011), they have largely been unsuccessful because of the lack of transparency required by both private and government agencies, and the revolving door system which continues today. (Lack of) Protection & Supports Lastly, another recurring topic was the systemic issue of a lack of protections and supports for Filipino caregivers in Israel. Many NGOs such as CIMI and Workers’ Hotline of course already provide some support, but as one can see on a Sunday morning during Workers’ Hotline’s open office hours, they are swamped. Many participants suggested that psychological services and counseling be made available to caregivers, due to the prevalence of anxiety and depression, especially among new arrivals. Not only is the nature of their work as a live in caregiver isolated and fraught with emotional difficulties, but also many face emotional, verbal and sometimes even physical or sexual abuse from their employers. The separation from family, friends, and their home communities and culture can be psychologically difficult, especially in the ethno-nationalist society of Israel where many face racial and social discrimination. One participant suggested, “There should be someone we can talk to, like a psychologist or counselor, because if the victim doesn’t have church or friends…or her faith is not strong, it’s hard. So, that will be provided by the government or Kav LaOved. Sometimes, especially those who don’t get out or take the day off…” (Interview transcript, p. 31). Another way to provide protection and support for these workers is to create consequences for employers who have unjust behavior towards their metapelet (caregiver). For example, almost all participants reported false accusations made against them by employers, that sometimes even cost them their job or legal status. Many elderly employers are suffering from dementia or Alzheimer’s, and one common symptom is making untruthful accusations as their grip on reality and memory loosens. Some employers and families going through financial difficulties find themselves unable to afford a caregiver anymore, or the severance payments that would be required to let them go, so making an accusation provides an easy solution to get them out of any financial responsibilities toward their caregiver.  Some of these employers accuse their metapelet of stealing or committing abuses, and report it to family members or police who do not always check up the truth of the matter. Even if the caregiver’s life in Israel is destroyed, there is no consequence for the employer or their families. Some participants expressed the hope that there could be a fee for employers who make a wrongful accusation in the future.  Calculation of Payment Next, the complexity of the calculation of payment for caregivers in Israel makes it difficult for both employers and employees to find exactly what is owed, and is in great need of a more streamlined system. The elderly in Israel are able to get financial assistance for hiring a private, live-in caregiver from bituach leumi, Holocaust survivor funds, and more. Then there are the agencies who collect fees, accountants who collect legal fees from the agencies, and third party companies that distribute money from bituach leumi, not to mention private employers and their families who can freeze their bank accounts at any time to complicate matters. So, not only is it difficult to calculate what is owed and from whom, especially at the end of employment, but if caregivers find that they are not receiving the sum that is owed, it is even more complicated to find out who to contact and require them to pay the amount owed. Since recent BLA between Israel and Thailand and Moldova have proved to significantly reduce illegal brokerage fees by changing legal requirements, why can’t the recent BLA with the Philippines go a step further and create a more streamlined, efficient and simple payment system that could benefit both employees and employers, as well as reduce discrepancies?  Issues for employers After a series of interviews with Idit Zimmerman, head of the hotline for employers of caregivers at Tel Aviv University’s Human Trafficking and Law Departments, common issues for Israeli employers of Filipino caregivers were found. The first and most important problem many employers have, is that they do not realize they are actually employers. This related to Romero’s (1999) findings that employers tend to view the domestic servants they hire as ‘members of the family,’ more than actual employees, and this view can make them blind to violations of worker’s rights. For example, many employers incorrectly assume that the private caregiving agencies will take care of medical insurance coverage, severance pay, etc. They do not always realize that there are regulations and laws they are required to abide by as employers with regards to provisions for caregivers. This was why it was decided to put a leaflet for employers written in Hebrew at the end of the information toolkit, in order to inform them of common misconceptions and the rules they are legally obligated to abide by. The new BLA is an opportunity to start an information campaign for Israeli employers of caregivers in Israel so that both workers’ and employers’ rights are upheld.  Disagreements among participants - Deportations of Filipino children  The last powerful finding was not merely what many research participants agreed upon, but what they disagreed upon. The main issue in the Filipino community in Israel during the research period was the deportation campaign targeting older children who had not been legalized in a 2005 humanitarian decision. There was extensive media coverage and large scale campaigns orchestrated by organizations such as the United Children of Israel (UCI), especially during June and July of 2019 - around the time the deportation orders were carried out as children finished the school year. Some participants viewed this campaign as a violation of their rights and inherently inhumane, while others viewed it as the result of poor decision-making by parents who use their children as anchors to stay in the country illegally. For example, in an informal interview in Jerusalem (with the participant mentioned earlier who did not want to be recorded), the woman admitted to holding her son in front of her like a shield between herself and the immigration police during a raid to an apartment she shared with other Filipino caregivers in 2009. She spoke about how, though her oldest son was the reason for her illegality, she also felt safer from deportation because of him. Her friend later admitted to me that she is facing judgment from others in the community because of her tendency to date many Israeli men and have unprotected sex, and they feel she is having children on purpose for selfish reasons. This reflects differences among community members in terms of lifestyle choices, religious identity, and even regional ethnic differences (Liebelt, 2011).  The group interview with UCI was filled with passionate admonitions of the Israeli immigration regime for deporting innocent children, while participants in the group interview at the church expressed that those who had children knew the rules from the beginning and deserve the consequences of their decisions. I saw children used in photo-shoots and media campaigns to support political agendas, children kept inside small apartments at all times except for school for fear of deportation, and children who were negative and confused about their cultural identities and position in society. This poses a moral dilemma of how both the state and the migrants themselves can avoid negative effects like these on minors in the future. To add to this dilemma, it was not advisable to include any of the nuances of this issue in the information toolkit. In order to keep the document as official as possible, all that was said was that having children as a caregiver in Israel leads to loss of legal status. The issue of the Filipino children in Israel with irregular status will continue to pose a large challenge to immigration policy-makers and NGOs in the future.  Conclusion The results of the field research found that Filipino caregivers in Israel today are affected by many of the issues described in theories on macro-economics, social networks, transnationalism, the feminization of migration, and more. The immigration decisions of the participants are partially the result of a national labor export campaign going on in the Philippines since the 1970s, and wage differentials in Israel and the Philippines, which relates to macro-economic migration theory. They were also partially the result of social networks established by family, friends and acquaintances who came before them and established ‘beaten paths’ for immigration and communities to join and receive support from once they are here. After arriving, they form new transnational identities based on connections they keep back home as balikbayan and the new ones they make here, which help them navigate the often-changing labor migration policy in Israel. The majority of participants were female, and may face common issues that characterize the feminization of migration, such as increased risk for sexual abuse and exploitation, but also increased social status, especially back home as they gain access to a larger income and send more remittances, start business in their home communities, and take care of their relatives.  As the new BLA between Israel and the Philippines seeks to resolve issues with irregular migration, illegal placement fees, flying visas and more, it is also imperative that policy-makers consider working conditions and how regulations and legislation can affect the lived experiences of Filipino workers. Issues such as the binding system, revolving door system, lack of protections and supports, calculation of payment, and Filipino children in Israel will require creative and long-term solutions in the future. As the intricacies of the BLA are being shaped and ironed out, it is also important to actively seek out input from the caregivers themselves, as one participant stated in a group interview: “They should talk to a lot of Filipinas before they make new law. Not only to get the opinions from the employers” (Interview transcript, p.53). If the goal of policy-makers in Israel was to keep labor migrants from taking root, what the community of Filipino caregivers has grown into can be compared to the suspended orange tree art piece in Jaffa. The tree is held up in the air by chains and its roots are in a large ceramic container keeping it aloft, and just as the Filipino community continues to grow in spite of institutional barriers, so does the orange tree. As they continue to provide a valuable service to the elderly in this country, and as the new BLA unfolds, listening to the voices of both caregivers and employers can help provide effective and more long-term solutions. 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INTERVIEW TRANSCRIPTS UCI Group Interview, 28 April 2019 Identities are kept confidential, so participants will be referred to as: female 1, female 2, female 3, male 1. The interview took place at a café in Tel Aviv, and lasted approximately 30 minutes. Leah: Tell me about what you know and think about the recent bilateral agreement between Israel and the Philippines. Female 2: Well we don’t know, because it will increase the requirements for new workers, and will make it more difficult to come here. Like, now you need 72 credits I think. And we don’t know when it really will happen. They say 2020, but who knows. Actually, it is undermining the migrants that the government is bringing to Israel (referring to short term time constraints, and prohibition of marriage and children). Leah: So, how do you think the government is undermining them? Female 2: Well, how do you expect us not to have children when you are staying here 20 years, like myself, I am staying here 20 years and taking care of somebody…two good people, I took care of them for seventeen years. How do you expect me to stay single? Not to go out, not to meet anyone? Come on! Think about that before you bring anyone here, invite us. I didn’t come here voluntary, you invited me here because you needed me. So I gave it to you, give it back to my daughter! Like, that’s what’s happening now. Leah: Do you all have children here? Group: yeah Female 3: Our group is composed of parents with children. We came here legally, you invited me. Leah: Could you tell me a little bit about your organization? Female 3: Our group started in 2017 in the month of July when there was a family that was deported. Leah: Well, I know there were deportations before that, so why then? Female 2: That was the first time there was a child, a grown child at the age of twelve, and she was the first one that was deported. So that is why there was this intense feeling that maybe they were going to start to deport more the bigger kids now. We felt like… Male 1: We feel like we are in danger of deporting. Female 2: Not really, something like if they start taking these grown up child then it will be possible for them to take and take and take. There was a meeting held by hotline at tahana merkazit, and we felt like we don’t want to sit around and wait for them to take us, so we decided to do something. So from then on we started the group. Leah: I wanted to say while the goal of my project is this information packet and report, for me personally I also wanted to learn about your organization and support you while I’m here. I know there are some situations around the world where children are being deported… Female 2: Well we are different from them because we are taking care of the elderly, when no one in the Israeli society would like that job. We came here legally and we take care of people. Female 3: The immigration policy, once a child was born in that country, he or she is considered to be a citizen of that country. But unfortunately here in Israel it is not the same situation as you have in the United States. Female 2: This is only for the Jewish people. (Female 3: We have the worst here in Israel!) Definitely not all Israelis understand the law, because most of my friends, “What do you say? Your daughter has no legality? She’s not a citizen?” They don’t know their own law, that these laws exist. Female 1: They should be informed of their own laws, and that’s why we are making all this noise. So they will know that this is happening right in front of their eyes and understand where we are standing. Female 2: These are the children that were left after the last decision in 2010. Those who are born here will be granted permanent residency, but our children are the leftovers. They said that they will continue deporting families, but how come our children continue to grow up. Female 3: Our children are already twelve years old, thirteen years old. Female 2: How can you uproot children like that? How? Female 3: They were left behind because the criteria that they gave last 2010. Only the kids who have reached the age of 5 can receive the status, and our kids were 2 years old, 3 years old. The thing is, the immigration became quiet, so we thought maybe, just maybe they were going to leave us alone. Aval, lo. Our kids are grown up already. If they really don’t want to give, lama they don’t send us before? Whey they let the kids grown here? Female 2: They should have done a massive deportation in 2010 if they wanted to get over with it. Come one, this is the last one. Female 1: There is no clear labor immigration policy with regards for the foreign workers. Just bring and bring and bring and bring, but don’t let them stay. Female 2: You know, it was written back then that we cannot have children, but they are not implementing it. Before they don’t care. Once you tell them, I have a child, they won’t touch you, but nowadays, even if you have a child 12 years old, a girl was deported together with her family. Female 3: Also I thought before that maybe they are not really going to do any more deportations or arrests of kids. Lama, because sometimes they do some checking with the parents, and with me they checked before and learned I had a kid age of seven and checked his birth certificate, and they said ok ok ok cool. So in my mind I thought it’s beseder. Because he’s already seven its ok. But now it’s a very big question for us, why are they deporting kids age of twelve, eleven. Female 2: Not there is a waiver, that says you need to leave by the end of the school year in July. When school is over you have to go home. Like a deportation order. And there is a lot of mommies that signed this waiver that are worried now, because in two or three months it will be bad for them and for the child. Leah: Do you know about how many people received this order? Female 2: About 40 already. Male 1: 20 known cases already Female 2: There a lot of mommies who don’t want people to know they were caught. But, you can’t blame them – they want their privacy. But they think that its an order from the government. How can you go against that? Not even a lawyer can help you if there is an order from the government. Leah: So I have heard you organize things like marches and protests. What are some ways you try to fight this? What are some things you could use support with in the future? Female 1: The last thing that we did was the Shabbat Filipini, which was an event showing that the cultural part of the Filipino community, like dancing, singing, things from back home, selling the foods from the community. Female 2: But it was a success, thanks God, and we showed those children who got the permission – the permanent residency – what they have become. Those children who joined the army and went to war, together with the Israelis, they were so proud of what they did Leah: Do you know about how many children have fought in the Israeli military? Female 2: Right now there is one that we know is fighting now (talking together in tagalog for a minute). I guess there is a girl and a boy. Female 3: There is one Filipina, she’s a pilot…how do you call the fighter? Combat soldier, she’s a combat solider. Look at our page in our facebook, I already posted about her. (talking together in tagalog). Female 2: They feel that they belong here. They do belong here! They grow up with the Israelis, everything tradition and this and this and this. They don’t even know independence day in the Philippines, they celebrate the independence day here. I’m telling me daughter, hey its in June! She says, “I don’t know! I’m celebrating with the Israelis because it’s May! Whatever.” So you are trying to uproot these children where it’s instilled into them being Israeli, what it is to be Israeli, so it really hurts. Leah: The military is such a symbol of belonging in this culture… Female 1: It shows “We are not different from you.” Do you think as they grow up here, do these children face discrimination from others or in their schools? Female 1: They do. I will show you one thing that really bothering me that my daughter just told me a while ago. And this is so unforgivable. It was on Instagram, she’s a Filipina girl age maybe 16, so she’s already an Israeli. She’s famous on Instagram and TikTok and things like that, she has a thousand followers. Then somebody commented to her, “Are you Filipina? Can you clean my house?” She’s 16 years old! And this is really unforgiveable. I was so devastated when my daughter told me that. Do you read Hebrew? Look here (Shows me the Instagram comment on her phone). But that’s not fair! Male 1: What’s wrong with that? They know that the Filipinos mostly… Female 1: It’s degrading cuya-pu. Female 2: We’ve been exploited by the country, that’s not how we are. We’ve been exploited by the government. Leah: This is your daughter on Instagram? Female 1: No, friend of my daughter. Female 2: They don’t even know us. They don’t know that 80% of those workforce going out from the Philippines came from university, finished university. (everyone looking at the Instagram photo and comments and chatting for a minute) Female 2: But it’s happening all over the world – discrimination. But they complain about anti-Semitism when they themselves are the worst. Sorry to tell that, but it’s the truth. Female 3: That’s the truth! Leah: I have only been here a short time, but not being Jewish I notice there is a very big line between those who are Jewish and those who aren’t this country. Those who are receive so many benefits, while those who aren’t have so many obstacles and limitations in general. It’s a shame, because a lot of people I meet don’t feel like that (discriminatory) necessarily, but the state and their laws (Female 2: the norms)…yeah the norms are really separating and discriminating. It’s a shame, because I wish the laws would reflect more what a lot of people think. Well, there are of course racist people… Female 2: And they are becoming more and more extreme now. That’s how I see it. And it’s really bothering you, but there’s nothing you can do. I can’t take my daughter out. I can’t take my daughter to Canada. I wanted to last year. Ok, we can go to Canada in two weeks. She says, “I don’t want to live there, I want to stay in Israel. I’m an Israeli!.” (chatting and getting more coffee for a minute, taking photos together) Female 1: I will upload the photo for the officers. Leah: How many officers do you have? Female 1: 20, but they don’t all do the work. Those that do the work are just 4. Especially when you have an event! Leah: If you have another event, how can I tell others about it? Female 1: We post on facebook, and I will add you to the supporters group. A lot of Israelis now are supporting us. (chatting in tagalog with each other). Leah: The last question is more related to the project itself. For new Filipino people coming here, do you have some advice that you would give them? Female 2: Of course, think twice before coming to Israel! Female 3: Because you never get anything in return! Female 2: Look at us! I’m twenty years here, she’s twenty years, he’s how many years? Male 1: 18. Female 2: Working your ass off, and now that they made the qualification much higher than the previous one, if you’re a nurse and have some medical background go to London, Australia where you are in demand. For 10 years (here) the salary is good, as good as London, United States, ok. But think twice. Male 1: I have to go and meet someone else now. (exchange goodbye greetings) Leah: So in general you think it’s not worth it to come here? Female 2: I love Israel, don’t get me wrong. Leah: So what is the biggest positive and negative thing about being here? Female 2: Well, my employers. I’m one of the lucky ones to have two employers who treated me like family. Female 3: Same here. Female 2: I was treated like a daughter. Leah: I’ve heard that it really depends on your employer. Female 1: Yeah, medicine…everything…somebody’s missing…they ask you everything. Leah: How about advice to those who come here anyway? How can they get help with their life here, or what should they do to have a good life here? Female 3: Bring a lot of patience. You won’t be able to survive here even 24 hours without a lot of patience. Female 2: Staying with your employer for six days a week, it so tormenting. Especially for the new ones that don’t know the situation of the work. Female 3: There were some cases that the newcomers who came here to Israel got depressed and mentally tormented because of the home situation. Female 2: Especially if the person you’re gonna take care of has Alzheimer’s. You know, Alzheimer’s is a very hard situation to have. Female 1: Just be prepared for all of the consequences. Female 2: And make the most out of it. The money that you’re earning – keep it! Hold on tight to it. Because you never know – five years, four years, you never know. Female 3: You never know because the immigration policy here in Israel keeps changing everyday, every year. Today yes, tomorrow no, another day maybe yes again. And the government should also think twice about the immigration policy they are giving. Leah: That was my next question: what advice would you have for those who work in the government? Female 2: Stop the revolving door. Enough is enough. You have so much people here already. Female 3: Take care of those who are already here, that you brought here to Israel, that’s the main thing. Female 2: There are so many undocumented now. They don’t want to issue visa to those who already know Hebrew, and the people and the job. And yet they are bringing more and more and more. Why? To have more money! The government is benefitting form it, come on. They know the work already and are adjusted already. So why bring new ones? Female 1: In the end, it’s all about the money, that’s why they are taking new workers here. Female 2: If they stop the revolving door, you will see. The immigration here will be much more easier. They are stopping everyone – not to go out, not to see, not to fall in love, not to have children. It’s natural! It’s psychological. Female 3: They are holding them tightly and preventing their basic human rights. Leah: Yeah, a quote I like is, “immigration is not like a faucet that you can turn on and off.” You can let people come and then say now go home. Female 2: Yeah, we are human beings you can’t control like that. We are not a robot you can press whenever you want. We are just human. We didn’t stay here because we wanted to. By the way, we can’t leave those people we take care of, because they are used to us. I couldn’t leave my boss when I was offered Canada. Why? Because I couldn’t leave him! He was dependent on me, and he was used to me already. My boss, he’s an ambassador now to Canada. He offered me a position, but I told him no because I cannot leave my employer in the twilight of his life, or the sunset of his life. I can’t. So he say, “Ok, think on it.” But there’s nothing to think. I hope the government will understand that and CIMI will show this. I hope the government will have compassion. Those people who sit there, religious or whatever, that we are the people who take care of their elderly, their mom, their dad, their aunt, their children. I hope they will have the compassion that we gave to them. We gave our hearts to them. Female 3: Here in Israel you can always find workers, but it is so hard to find someone who is trustworthy, compassionate, loyal. Female 2: That’s why it really hurts me, because I gave my heart. (restaurant is closing so we say thank you and goodbye) 3 Person Group Interview, 22 May 2019 Participants are referred to as Male, Female 1, Female 2 to protect their identities. The interview took place in the home of Female 2’s employer in Jerusalem, because she works 24-7 and could not meet at another location for the interview. Duration: approximately 65 minutes. (talking about Female 1 finding new employment after her previous employer died several weeks ago) Leah: So now, are you just trying to do word-of-mouth to find someone else? Female 1: Yeah, I ask friends and those who are in my church. Also, there are (facebook) groups of Filipinos. I posted my name and employer situation. It’s called Israel Trabajo Kabayan. Leah: So with the agency, they are not helping you find someone. What are some other issues you have had with the agencies? Female 1: Yes, because we are private. Every hour I work the bituach gives the agency 50 shekel, and the agency gives me 30 shekel. So because of this I work privately, directly for my employer. Leah: So you are working privately now, but did you come to Israel through an agency? (Yes) So why and how did you leave that agency? Male: No, we are still working for the agency. They just paid our visa, and then zeo. They just get money from the job orders, and then after that, once the employer has the bituach insurance they get that, but if you are private they stop getting money. Leah: Ohhhh, so you mean your employer doesn’t get any money from bituach. (Yes, it’s private). I see. She pays you with the family money. Female 1: Yeah, so I get paid from the family money, but I know about bituach money the agency gets because the son told me. The son know people who work for misrad hapnim. Male: So that’s also why the agencies are mad at the Filipinos, because they also get money from the placement fees. Leah: (explains about a mutual acquaintance and her work as a whistle-blower for illegal placement fees). It’s a difficult situation because on the one hand a lot of Filipinos in the community are angry with her for making trouble, but on the other hand I think it’s a good thing because that is really wrong with the placement fees. They take so much money, and then don’t provide the supports that they should, or they threaten (Female 1: yeah). Have you even been threatened by an agency before? (Male 1 and Female 1 speaking in tagalog for a moment) Male 1: It’s ok to tell her! She’s not from immigration or something, she’s just a student. Leah: Yeah, I promise this is not for records, it’s just for my internship and studies. Female 1: Ok, I will tell you my story. (Not about agency but employer) Before, 1 year and seven months, I was planning to take a vacation, and we were arguing me and the son. Because, he don’t allow me to take my vacation for 45 days, because he told me that I am only here for 1 year and 7 months. But in my contract it’s written there for that 45 days even (after) one year I can take it. And after that he told me, “Write a resignation,” he told me. I told him, “ok, just one moment,” because I was working at that time. And I was crying because only one year I gave notice to him that I will take my vacation. Leah: One year in advance? You told him one year before? Female 1: Yeah. And after that, one week ago (later) I had applied, and he changed his mind. Leah: So he originally told you ok, and then one week before he changed his mind? Female 1: Yeah. I have a ticket, everything! I went to the embassy. After that he told me, “Ok, it’s better to leave you here.” And he told me to write a resignation and I’m crying. I also miss my family, that’s the reason that I take my vacation. Leah: Ohhhhhh, so when did this happen? Female 1: I think 2017 in December. And you know, he gave me only 15 days of vacation. (Female 2 arrives and we do introductions) Leah: So let me get this straight. You told him one year in advance that you were going to take one month (45 days) vacation, and he said ok. So you arranged everything with the embassy, and then one week before you were supposed to leave, he said no I’m not allowing it. So then you stayed? Female 1: I take my vacation, but for just 15 days. Counting my flight, it’s only 10 days? 9 days? I paid $1,200 for the flight. I went back for family, because it’s holidays in the Philippines. Male 1: It’s your first vacation right? On Christmas? After 2 years in Israel? Female 1: No, only 1 year and 7 months. Leah: Wow…yeah that’s illegal. Male: Yeah, because the law in our contract says we are allowed 30-45 days every year. Leah: You know if you go to NGOs, they have lawyers that can help with things like that. And even if he says he knows people in misrad hapnim, they should know the laws the government has about vacation time. So if you have a problem like this in the future, I think you should go to somewhere like Kav LaOved. Female 1: Yeah, because now I am planning another vacation for 2020, and he told me, “Don’t come back.” Male: Ma ze??! Ahh…. Leah: What a terrible person! Female 1: I think he is crazy. This is why sometimes its too hard. Male: But you want to get married, right? Female 1: Yeah, in 2020, that’s why I’m planning to get my vacation then. He told me, “Don’t come back. Stay there.” I told him, “ok.” Leah: Oh, I’m so sorry…. (I suggest some specific NGO’s she can go to) Male: The thing we are afraid of is, whenever we come back here, some employers they do balagan. They don’t want us to come back, right? Like there’s a problem that they just cut off the visa and then she was held in immigration, right? Female 2: Yeah, it happened last weeks in the police…(speaking tagalog with Male for a moment) Leah: So even though they gave permission and arranged the re-entry visa before, while they’re gone they fire the caregiver. (All say yeah). The employer can do that?! Male: Betach. Because we have only one caregiver visa; the visa is tied to one person. That’s why whenever they want, they can do anything to us. Leah: Do they give a reason? Male: Some give a reason. It’s not fair. Maybe that’s why also we are kind of afraid now. (chatting about options, visiting Kav LaOved) Leah: So why did you go to Kav LaOved recently? Female 2: Because my past employer, they don’t want to give my benefits. The recuperation. The daughter of my employer. And then they say they (the family) freeze the bank account of my past employer, so I can’t get the money. And then, the half of my benefits, just only last week they give. But the whole of my benefits, they don’t want to give me. And then they didn’t tell me, and I call them, and they say, “Stop calling.” So I asked to them, “Can I go to your home?” “No.” Leah: What did Kav LaOved tell you? Female 2: They are calling and then today they called my past employer the daughter and she say the account was frozen, and last week too. They giving so many excuses. Even my agency make balagan too. They don’t want to give me the recommendation letter. They say forbidden. Why?! Leah: You’re employer passed away, is that why? Female 2: Yeah. I’m working there one year and eleven months, so it’s counted to be two years. And then before, they make me balagan also. I complained to the agency, but they just ignored my problem. But now, just now, they are always calling me. Not before when I had a problem, but now because my past employer didn’t pay one month of insurance. I don’t know what happened with that because they are arguing a lot. They don’t want to leave me like that. I asked them for two days vacation, (and they answered, “No,” like that. Because I say I go to kupat holim, and then they say, “no.” And then I found out my insurance was stopped. Leah: How did you find out? Did you try to use your card and then you… Female 2: Yeah, I tried and the kupat holim say one month already (it has not been paid and expired). I’m shock!! Leah: So, they didn’t pay your insurance, and they didn’t want you to take the 2 days off to go to the hospital? Female 2: Yeah, to check out my health of course, I want to check my health and they say, “No!” like that. They say only one day, you can go Friday to Saturday (like normal day off). But I say, “No, I want also Sunday,” I said to them. And then they screaming like that! What’s happening? They corner me in the kitchen before, and my employer’s daughter she talk Ivrit, and she called her husband, and then screaming at me in English. (Female 1 goes to take care of her elderly employer by feeding her through tubes and cleaning her. She is gone for a while) Female 2: Yeah, so they said you can stay (and make yourself at home) here, and then my past employer passed away and they bring me (kicked me out) just like that. And when we said bye to each other, we are ok, but when I am not there I went to the daughter for recommendation letter. Because they ask, “Where is your recommendation letter?” I gave them the number of my past employer, but when they call her they say, “She not authorize us.” She blamed me, to the agency. She made balagan. Leah: So that’s why the agency doesn’t want to give you the recommendation letter. Female 2: Yeah, they listened to me at first, but now they make balagan because they want the insurance pay. Leah: But if you don’t find the recommendation letter, how can you find a job here, right? Female 2: They say forbidden. Because my agency they told me, they don’t let me go to another agency. Leah: How do they hold you? Female 2: They don’t want me to go to another agency. They always calling, “Come to the agency! Report!” like that. Even my other cousin, they calling. And my sister also, they calling, “How about (Female 2 name)?” like that. Male: Because agencies have their connections, right? And if (Female 2 name) goes to other agency, they will tell them, don’t give (Female 2) jobs.” They make balagan like that. They do that, right? Because they make money from us. That’s why that cannot let go. Leah: Like, you’re their profit… Male: Yeah, like that. Female 2: I do my job before, I love my job before. Why they blame me? Why they don’t want recommendation letter? Leah: So basically what happened is that you’re employer didn’t want to pay you. So they’re blaming you and acting like it’s your fault, but really they just don’t want to pay the recuperation. So then, they complain to the agency saying bad things, and so then agency is not giving you the recommendation, but also won’t let you leave to go to other agencies. Female 2: Yeah, right. I didn’t go there for one week. I’m just looking for other agency. Male: That’s why we prefer referral system. Like I know someone who needs metapelet, and she will come there privately. No need to come to agency to ask for jobs. Like direct Leah: Well she (Female 1) is looking for a helper. Have you thought of helping her before? (Female 1 is looking for someone to help her with her job, because she works 24-7 with no breaks and wants someone to come help her so they can take shifts) Female 2: Before, yes. (talking to each other about pausing for dinner, etc. Female 1 comes back to us.) Leah: Would you like to continue your story? I feel like I am going to cry by the end of it! Female 1: Yes, it’s very hard. That’s why I don’t want her to help me. Yeah (to bring her into this situation) is not easy. Leah: Yeah, I can see, if you are having a hard time here and your employer is difficult, you want to save your friend from that. Female 1: Yeah. Leah: So the system with the agency and the government, what do you think are some rules or regulations or law that make things the most difficult? Like, if they could fix this it would make your job or your life much better? I know that’s a big question, but.. Male: The visa…because we feel like we take debts and we pay back our respective visa with the employer, right? So we don’t have a way out. I think that’s the main issue, that we are tied with one person. So if we go out we feel guilty, if we go out to other employers. Like there’s no choice, like there is no way out. Female 2: speaks to male in tagalog Male: She also wants to say something…about the 90 days…to find a new job. Female 2: How can I get in 3 months a new job?! Male: What if she can’t get another job within 3 months? Female 2: It looks like I’m illegal! Male: Because she is still less than 4 years and 3 months. Right, you’re just 2 years? So she get regular visa. Leah: So you think the period is too short to find a new employer. Female 2: Yes. And then if we can get the vacations…(speaks in tagalog with male) Male:…ahhh, yes we have many requirements when we go to vacation in the Philippines, to our own country. We have to get the re-entry visa, overseas employment certificate, we need also letters (from the) employer, agency letter, what else? (speaking in tagalog for a moment) Female 1: And you need to sign up in the embassy to get the OEC ID, you need to sign up to appoint yourself. Leah: And you did all that for 15 days! Female 1: Yeah, more like 11 days I actually stayed there! After I am fixing the requirements, it’s too hard for me! Leah: So now you are planning to go back in 2020, and your employer is saying he will not allow that, that you will have to resign. So without his permission, you cannot do these requirements right? Male: Yeah Leah: That can’t be legal though, that can’t be legal that he could fire you for that…like wrongful termination… Female 1: And I told him that, and he said, “No, don’t go back,” like that. Male: But it’s like, if (even if he lets you) go to the Philippines, he can cut your visa before you come back here. Like he can do that. Like, ok, you go vacation, he allow it, and then you come back – Oh, my visa is cut! Female 2: Yeah, it’s like if you go on vacation, the employer can “release” you. Male: Maybe that the main problem that we are tied to the one…because in the visa, the name of the employer is there, so it’s in the computer. If the employer is dead, it can pop up there. Leah: Do you have any ideas what would be better, instead of tying the visa to one employer, what is a better way? Like to a company, or…but I was thinking maybe you could tie to an agency, but that also has problems. They often look at workers only for profit, and don’t take care of them very well, so I don’t know…maybe for the bilateral agreement they shouldn’t need to tie the visa to a person or agency. Maybe it should just be an agreement with the government, but do you have any suggestions or ideas? Male: If not through one person, maybe through just agency, but a good agency (laughs). I think agencies should also be screened, right? Female 1: Because they pay. Male: They pay right? Because manpower gives us jobs, right? Why not our visa is connected with the agency? Leah: So when you said, “screened,” what do you mean by that? Mark: They should always be checked by the government if they are doing under the table things with the metapelets, or something. Female 2: And then then no receipt (they should be required to show receipts of transactions). Leah: So they should be required to show receipts, or they call it, “transparency” where you need to show accountability. Male: You know, we just do our job, and we don’t know that our employers and the agencies are taking to each other about us. We have no idea about these talks. (Female 1) employer’s son – we didn’t know that that’s the thing that they do – they get money from bituach. Female 2: We don’t know that, yes! They take 20 from every 50 shekel! Male: In my three years here, I didn’t know that they agency get money from the bituach. I resigned – my money is 13,000 and they just give me 8,000 shekel. Leah: Well, I know sometime they take part of the money from bituach and they save for when you leave Israel in the airport… Female 2: Yeah, for me it’s in the Ben Gurion. But the previous notice they hold it. Leah: So it’s not in the Ben Gurion bank account? They just took it? Female 2: Yeah, like that, and then they say, “You can’t get it because you’re employer passed away. They say I didn’t resign, I’m not released, my past employer just died. Even Kav LaOved say this, even if your past employer pass away, you can receive the money. Male: But it’s all in bituach, Leah. I mean, you will get your money from the airport if your past employer was from (got support from) bituach. But like me, if you are private, we can get our pension right away from the family’s money. That’s why I don’t need to go out from Israel. I don’t need to wait for the airport to get my money. The only problem with the bituach and private is sometimes family doesn’t give money if you are private. If your employer is kind they can give the separation fee, but the benefits with bituach, automatically they will give you that, because it’s from the government. That’s the difference. Leah: So it sounds like, in general, they need to make more regulations for if your employer passes away or goes into a coma, because sometimes they release the metapelet then. So they need to make sure you get the severance pay or insurance or whatever. Whether it is private or bituach leumi… Male: The problem is the family, whether they give you or not. Leah: When I went to Kav LaOved and see the caregivers there, many times the employer passes away and it becomes so complicated to make the calculations of what is owed. You should get this from bituach, this from the family, this is for what is owed from vacation or sick days…it’s so many categories, and when the family doesn’t want to pay for something it becomes so complicated. They need to streamline the system. Leah: So, to focus, what advice would you have for new caregivers as part of the new agreement? I mean, I know you have many problems right now in your own situations, but because you have been here for several years, is there anything you would tell to new people who will come? Like advice you would give about work or life here? Female 1: Well I think they will try to get or “order” a new partner for my situation… (speaking in tagalog for a moment) Male: Well I don’t know about advice because it’s the same rule, you know? Leah: Well for example, dealing with the families, now all of you have had conflict with the families. For example for me coming from the United States, and I think for Filipinos too, the way you communicate is very different. Here they are more yelling and direct. For example, I would maybe tell someone who is new that you need to talk directly with your employer and be strong about what you are saying. (Gives example from another interview) So, do you have any advice how to deal with the family? Male: If you have a conflict, you don’t have to be timid. That’s what I learned here. (Female 1) always does that. They are always fighting. If you don’t have a mouth, you cannot… Female 2: He (tries to) control you like that. You need to have a mouth to talk about the problem. You know because he is the one who helped me in the Philippines to come here. Only three months. Leah: So he sponsored you to come here? (speaking in tagalog) Male: We have this kind of utang na-loob. Also that’s the part that we don’t want to get out, because they are helping you and then you have to return back something. What’s the meaning of that? Leah: Ahhh, like the feeling that you owe them something. Male: I think that’s also my advice to the newcomers. That you don’t owe them. That you don’t own me. Leah: “You don’t own me…” you know that song? (laughs) Female 1: Perfect! Leah: I bet that’s a very common feeling, and they put up with things that they shouldn’t put up with…and it’s sad, because actually that can be a beautiful feeling, where you want to return kindness, BUT they don’t have that here in their culture. Like even when you go back to the Philippines, you want to return to your family, and many people want to support the family (remittances), and there is this idea of giving back to people who help you. But in Israel, no one does that, well it’s different and it’s not a big part of their culture. (everyone agreeing) Female 2: They let you down. They make you small, call you “cleaner.” If you are Filipino, “You are taking care of old man? You are cleaner?” Leah: (talks about recent meeting with UCI, and anecdote about boy who wants to be only caregiver when her grows up) So I think not only the visa tied to one person, but the visa tied to one job, is a problem. Male: Yeah, visa as CAREGIVER SECTOR ONLY! In the States, it just a working visa right? Leah: Yeah, and usually you need a company to sponsor you. So, for example for caregivers it would be a hospital or elderly home or company who sponsors you. Male: I hope it’s like that also in Israel. That the hospitals or agencies or nursing homes that would hold us. So, that’s my point (laughs). Like in Canada with nursing homes… Female 1: There’s a category. Female 2: I guess for our visa there is the category B1 or B2. Leah: So another thing about advice for new caregivers, it’s really important to meet other Filipino people and help each other. Like how you said with the groups… Female 2: Because I have a cousin and she’s 3 months here. She asked me, “How can I do here in my work?” Mentally and emotionally, it’s so hard. Even if you clean houses all day, but your mind is so tired. I say to her just to be strong. Because that is a part of our job. If you have emotionally, you are depressed, that’s why I say you can resign – if you can’t take it. She said this morning, I will give the resignation later because totally…she is so tired emotionally. She doesn’t know what to do. She says she wants to die like that here. Leah: Yeah, you feel so alone, you are in someone else’s house and feel like you are not getting help. What are ways you can connect with others? Female 2: Usually in church, yeah. And then, we pray in church, we pray for one another. We go to WIN – World International Ministry. (talking about churches we know for Filipinos, and our mutual Christian faith. Also about contacts in the embassy) Leah: That’s it for my questions. Is there anything you think is important for other caregivers or Israeli officials to know about your story or opinions? (speaking in tagalog) Male: (Female 1) wanted to cry! Leah: Yeah, I wanted to cry when they said they would corner you in the kitchen, or how you work 24-7 for this family and you give them your life! You are all young and beautiful! And you’re getting married! I can’t imagine how that feels. Male: And then only 15 days he wants to give you! Ma ze?! Female 1: He also told me, it depend on if you stay here in Israel, the vacation that they give. One year it’s only 15 days. But I told him its written in my contract. That’s not true. Male: He was holding her! And then he threatened you, that he has a strong connection with misrad (hapnim). He’s telling but it’s threatening. Leah: Well the worst he could do is cut off, but it sounds like he’s threatening to do that anyway. If you go to somewhere like Kav LaOved, he doesn’t have to know. You could just get advice, and then we’ll see what you can do. Female 1: But it’s difficult. Only in the church for 5 hours, once a week is difficult. Or once a week 2 hours is difficult. Male: I had to get her passport for her. She asked favor from me, because she can’t go out. Because I have time, “ok, give me your information and I will pick up your passport.” That’s why, she is limited with time. Leah: Well, I will ask some people about you. You might still have to come in, but I will ask around for you. (Verifies situation and chat about Kav LaOved, and then about Female 2’s issues) Female 2: Kav LaOved say that even if your employer passed away, the money from her bank account should have been transferred to the account of her children. So even if it was frozen (which was their excuse), they should have access to the money that they owe you. (speaking tagalog) Male: Kav LaOved said she should get 8000 shekel, but the agency said just 5000! They (the agency) wants to get it! Female 1: I think it’s much better if you get a lawyer. Leah: (Asks about lawyers they have heard about, and they say Nafilco is better. Chatting more about Kav LaOved, the bilateral agreement, etc. Gives the participants small gifts, exchanges) Pair Interview, 29 May 2019 The interview took place on 29 May at the home of Jean Trapal’s employer in Old North, Tel Aviv, and the participants were Jean and her friend Annie, who have 11 years and 18 years experience as caregivers in Israel respectively. It took over 2 hours, so instead of a full, word-for word transcript, a summary of most important quotes and highlights was used instead. Both women consented to have their first names used. Here are some important findings from this meeting. Annie: There are many problem, especially with the women who are giving birth. They don’t allow them to have maternity (leave). The agency…how come the woman going back home to give birth in only 45 days vacation? Leah: Yes, I know if you have the child here, you cannot keep your legal status. So, if you want to have the child at home, you have only the 45 vacation? Annie: Yes, also this is the problem. Why they don’t give the maternity 4 months to rest. Or 3 or 4 months – it’s so hard! Because the doctor don’t allow them to go 8 months – maybe they will be born on the airplane! Not only the mother but also the father. Jean: Well the problem is, most of the fathers here they are not legal. Annie: This is an exemption. Jean: Well most of the Filipinos here they try to have baby to have legal status. Annie: Well that’s another problem. But for every problem there is a solution. If they don’t want a foreign worker to have a baby here, I understand and I agree. But, they should give maternity leave longer. Not only for the worker, but also for the employer. They are afraid to go home, because after the employer release them. This can avoid the problem. Jean: Well on the side of the employer, let’s say I have a pregnant metapelet, what if I am in the hospital of I have Alzheimer’s? It’s not good! I need metapelet that will stay with me. Nahon? The pregnant women can’t do it! Annie: Well the solution is to give the maternity leave, because it is forbidden in the law to terminate a pregnant worker. It’s forbidden. So, I think the right way is to give the maternity leave longer. And to discipline the employer (for wrongful termination), because they are afraid to leave because maybe when they come back they don’t have work any longer. I think this can avoid the problem of foreign children in Israel. Jean: Well I have here the law, it says in tagalog: “After six months of working with your employer and you become pregnant, it is illegal for the employer to release them because they have already a law about that the minister of the economy. After they give birth you can take 15 weeks paid vacation from bituach leumi, and after you give birth and finish your visa, you have to go to minister of the interior to take B2 visa. This is from Kav LaOved. The other Filipino they think that, and they use them as protection to stay in Israel. Leah: Well there is two sides. It’s not good to use a child as an anchor, but it is also bad that they feel like they have no other options – they live in a place where they only way for them to stay is to have a child. Jean: You know me, you know I fight for Filipino. I use media and I always fight for Filipinos here. They ask me why I am sheket about the children. I know the story…most of them, 50% or more than that, they choose to have baby here in Israel to become the protection. That’s the truth. Leah: Yeah, I spoke to some contact in UCI and the media, and I found that they use the children to make photoshoots, and pretend the children are in jail and things like that, to manipulate the media for their own agenda. That’s not good for the children. Annie: And the children has fear, you know? Because the parents warn them, “You have to be careful, you have to be careful.” So the children (scared face). It’s not good for the children. Jean: Look what they are teaching the children as a Filipino. There is one family with children and they have no visa, and the police took them direct to the airport. And they ask the children what is their experience with the Philippines, and the young lady said, lo tov, lo tov, como basura. Garbage. When I saw that in the media, I thought lo nahon. They are crying because they grow up here and their parents brought them here thinking they can stay legally. But they know the from beginning that it’s illegal – no citizenship, no nothing. Annie: To a young caregiver, a new caregiver, you have to work carefully and good to earn money and go back willingly to Philippines. No need to make children here, we came here to work. Jean: On the other side, for example if they came as single and then married here in Israel, then we can make…sometimes it’s not easy to answer the question. Even ani, if you ask me about what is a good idea, even I don’t know. Annie: I have a good idea. You know sometimes the caregiver is already older, and they are worried, “I want to have children and I’m already old!” So they…fast quickly to make children, while they are working. So that’s why the ministry of the interior give them maternity leave. To willingly to back home, to have the baby born in their country, because I have a lot of friends: “I’m old already, I’m 35, I want to have children. I need to have children…” In the Philippines if you are 35 it is hard to make children. So that’s why, make it quickly while they are working here. That’s why there are many problems. So that is why, give them more maternity leave. And to avoid a lot of children in Israel. Leah: How about the problem of the “revolving door.” The government and the agencies want people to go out quickly so they can bring new people in. Even if you have been here many years and have experience, they do things like putting the money in the airport, or make it difficult to renew your visa… Annie: I don’t like this, I hate this. This is our money, it belong to us. If I really wanted to go home, then I will willingly go back home. You don’t have to put in the airport. It’s not good idea. Jean: For me on my side, I know that it is not easy for the Israeli government to send back all the illegal workers going back home to Philippines. Because most of the Filipinos that are illegal want to stay. And what is the solution to send them back home? For example, you’ve been 10 years here, 13 years here and they are already 55. It’s not easy to find another job. For me I’m young so it’s ok. But for other who are like 55, if you go back home you can’t have another income like this in Israel. I don’t know if that is good decision putting money in the airport, but I know for the government of Israel it is not easy. How about you? Leah: I think it would make more sense for them to make a path for workers to stay here legally for a longer time. Because they need caregivers here, and if they are legal, it helps everyone. But they only let you stay here for a short time, so many people end up becoming illegal. So many countries, like for example Canada or the United States, they give you a path if you want to stay to work and remain legal. But here, there is no path, so that is where most of the problems come in. I don’t know if I can say that in my project, but I would like to say that! Jean: Israel is a small place. I understand on the other side. Israel is a small place and is securing their people economically, financially, but also to secure them because we know this is a war-zone. So if you open your mind very far about things with Israel, you have got to do it, because this is their country. But, for legality, I am open minded about this thing. I came here to work, I go back when I finish my work to the Philippines and hakol beseder. Because I have no plan to stay in other country, but for other people who want to stay, that is difficult for the government of Israel. Annie: I think one of the solutions is to have a limitation – year of limitation. Like me, I was 14 years without visa because the agency played games with me. I don’t have work, and I don’t have visa, and I was sick, very, very sick at that time. Leah: Oh my gosh, did you have insurance? Annie: Yes, I had my private insurance. I had a surgery also in 2004, and I don’t have visa at that time, only Ministry of the Interior. The Ministry of Interior…I was in the Kav LaOved, I was in Ministry, I was in Embassy, I asked her. Every ministry and my employer at that time wouldn’t give me visa. I was blocked. So that’s why one of my friend told me, “You have to go in the mountain there, you can find the employer that is willing to fight for you!” And that was 14 years I had been here. And I cannot go home because I am single mom to my daughter so I need to survive and I was very sick at that time. So that’s why, part time one month I worked, and then 2 or 3 months without work. One month with work, one month without work. This was my life for 9 years. 5 years I worked without visa, but they don’t pay me all my benefits, my holiday, no, nothing, because I don’t have visa. They say, “Go to Kav LaOved!” I say no, you promised me before you will give me everything. Bu Leah: How long have you been here total in Israel? Annie: 18 years. So only 4 years with visa. Leah: You said your agency played games…? Annie: I came here with “flying visa.” B2 I come here, and then I work with the triplet babies for one week. Then she release me, and then sent me to an old religious woman in Bnei Brak and she accused me of stealing money like this. I worked more than a year, and I said, my B2 is finished already in 3 months. “Ok don’t worry, don’t worry!” she told me. One year I worked for the woman, and then they give me this letter, “Go to Jerusalem…” like this, like this. I went there, and the woman who worked in immigration she said, “You still working with this woman?” She mentioned a name, and I said, “No!” So I went back to my employer, “Look, this is not your name!” She called her daughter, the agency, “Don’t worry, don’t worry!” Also she promised me at the agency, “don’t worry!” But I was very, very worried because at the time the immigration was much worse. One of my friends 3 times was caught. So I said, “Buby no no, please help me with the immigration. If you cannot do it, I will be leaving to find another job.” At that time I found another woman who used my visa. One the street. She escaped from the employer, she was a pretty woman. She worked in the family with this visa, supposed to be it’s mine. Jean: There is still issues like that until now. Leah: So the agency sold your visa to another person? Why would they do that? Jean: Because they receive some money. Leah: They bribe the agents? Jean: Yeah, until now they are still doing that. Annie: So that’s what happened. If I have work, after I would go back home willingly, but I don’t have. I don’t have no choice for me. Leah: So then you were sick, and didn’t have any benefits or insurance the whole time? Annie: Exactly! What should I do? I am not a criminal. I need to survive myself, that is why I am still here. But thanks God for 15 years I was not caught. In the tachanan I walked like this! (makes scared face and shaking) Only my employer is the one who fought for my visa, from the North. After my visa, they invite my daughter, but they don’t allow because for a long time I don’t have visa, so I understand. Leah: So you couldn’t see your daughter that whole time? Annie: Yeah, for 14 years. After I got my visa, I bought a ticket. They invite my daughter, but I said I think it’s better if I go back home, to see all my family. And they changed the name on the ticket to my name, and I go back. And that was my first time to see my family. 14 years!!! Leah: How was that to see your daughter after 14 years? Annie: You know my daughter, she didn’t recognize me! I don’t recognize also my daughter, only my sister, because my sister was here. I said “Hi, hey!” And my daughter’s reaction (looking straight at her), “Where’s my mommy?” And also my mother, I am in front! I said, “this is my daughter?” “Mommy?” And then we hugged and we were crying! For 14 years! It’s really hard. Now, I talked with my mother and she asked, “Do you want to stay, do you want to go home?” Because my daughter, she already finished university! I really wanted to stay because I still don’t have money. I don’t have money in the bank. Only my daughter, she finished university, but she wanted to continue as Master’s degree. Doctoral…she wanted to be a lawyer. “Ok, you stay,” she said. She questioned about my life, Israel, and I told her everything. And why should I lie? I told her! Everything that is coming from my mouth is true! And then, thanks God, I got the letter, and I worked for the mother for 4 years here. And they invited my daughter and she came here last year! Jean: And when she was here, she received that she passed her bar examination! She was here in Israel! Annie: There is a purpose; that is why she wanted to come. She wanted to be beside me before she received the bar examination (results). In case she failed, I am the one who comforts her. Because she wants comfort from me. Before problem with classmate, she calls me on the computer and I say, “It’s ok, it’s ok.” She didn’t tell me about the bar examination (results) until 3 days (before). She wake up: “Mommy…” “Yes, what do you want to eat for breakfast? I have already fried rice.” “Ok, I eat.” Then, while she is eating she said, “Mommy!?” “What is it?” “Mommy!!” “What?” She called the Supreme court to see if it was really true – her name was on the list! My cousin in the military, she also called, “Congratulations!” Everyone called her! So that’s how we knew. “Mommy, it’s really true!” Then we are hugging and crying, and my neighbor, “What happened to you?” Then my neighbor she is crying also because of the happiness coming out from both of us. “We survived Mommy! We finished! You won Mommy, you won! For all your sacrifice for me, you won!” I said she is the one who won, because she passed the bar examination, but she said, “You won Mommy, for all your sacrifice for me, you won!” Leah: (crying) Annie: My life was terrible you know, how many time I was almost raped. But, I have a lot of good employers. One time, they told me, “Get out of my house!” in the middle of a storm! (laughing) I forgive them, it’s ok. Leah: So when you had problems with sexual harassment, or throwing you out of the house, how did you get help? Annie: Me! I did myself! Because I do not have visa, I cannot go to police. I have no passport, no visa, I am afraid. So all of my troubles, I don’t want to talk, I just keep it to myself. No one knows about my life. I only work, work, work, and be friend to all the people in front of me. Despite all my troubles, in spite of all the bitterness I have, I’m still loving, I’m still smiling. Leah: Wow, you are so strong! Both of you are fighters! Annie: Yes! Thanks God I survived. I don’t have money now, I don’t have money in the bank. But I have my daughter. Jean: Having a lawyer in the Philippines, that takes money. Annie: And she went to a school that is very expensive. She was cum laude at her university in the Philippines. She is my only investment! All my money goes like water! In Philippines doctor and lawyer is number one. I am not the one who choose. She was the one who wanted that. She first wanted to be a doctor, and her second choice was lawyer. She is also good at accounting. Also, that was my major, but when I suffered all the trauma, it (mathematics and accounting skill) was removed from my mind. I forgot a lot of it. I studied about math, but I don’t remember, because of the trauma I think so. One employer, after the wife died, the children accused me that I had a relation with the father, but it’s not true! 100%, oh God, not true. And every night if the father was outside of the country, two men came to harass me. I locked the doors and see they are around the house. I don’t know, maybe they wanted me to get out of the house, maybe they wanted to scare me. And when my employer got back from Germany, he checked the padlock that was too big was broken because they were trying to open the garage. Only the garage has the possibility to come in without noise. So, if you don’t believe this is the proof. My employer gave me a button to call the police, and if this happens again press the button and go inside the room. And I was like that for how many months? A year! I said I cannot stay longer. If I don’t die I will be crazy. Leah: It seems like it is very easy for the employer or the family of the employer to accuse the caregiver of something wrongful. I feel like there should be a process, where if they want to make a serious accusation, like you stole something, or you are having relations or something, they need to have proof or a witness, or more than one person who corroborates. Jean: That is a big problem here. I studies about the problem of Alzheimer’s and dementia. Do you know that is the one symptom; to become accusatory. You need to see if the employer has Alzheimer’s or dementia, the family needs to know about that case. If the employer told you about that, you need to understand. Sometime they call the police! They need to know that. But sometimes the children accuse, and that is a different story. But the employer, if they have a problem, you need to understand. Leah: What do you recommend if the children accuse you of something? Jean: Communication, for me. Annie: Both the children are jealous of me. And the mother, while she was alive, she loves me so much. She give me one bracelet. “Annie, that is for you.” Before she left for Germany she gave me one gift. I just cleaned, cleaned, but I never touched the gift. When she come back, she said, “Annie, why you didn’t open the gift?” “It belongs to me? I didn’t know!” If you give me, I will accept, but if it doesn’t belong to me, I don’t touch. Jean: My solution for that is also maybe if the government has a department, or lower court, to solve these domestic problems. Other than getting an attorney or going to police. That the caregiver can report something. Annie: She was jealous. She took the bracelet, and she said, “Annie, open! Put it in here! This is for Annie I give it to her as a gift.” And the daughter behind her she said, “Ok, yofi.” But with a sour face. So she is jealous I think. I did all my best, when they had a dinner, I am the one who first helped in the kitchen. I am the one who take everything and wash. Even though I am a metapelet, I wanted to present myself to everyone. Like I am a worker, not exactly a member of the family, but a worker. Even though they are they child, I work quickly to help them. Jean: Another solution is that the agency should have the responsibility to talk with them. Annie: The big solution is that the agency is the one who will handle, not just the embassy. Because after they invite the Filipino caregiver and took the money, the agency is the one who handles the problems. Leah: I hope with the bilateral agreement, that the agencies will have more requirements to help the metapelet and employers to take care of these disputes (not just take their money and good luck). Annie: Now there is a law for minimum wage, but still there is more lower. Still many metapelet receive lower. (speaking in tagalog together for a moment) Jean: We have some agencies to handle problems like this, like Nafilco. All the Filipinos who have problems, they go to Nafilco. That’s the reason I told them, there are some cases here in Israel, like sexual assault, you need to call the police. If the problem in benefits, go to Kav LaOved. If there is another problem, go to the embassy, like reports of sickness or if you have a stroke or something. You need to know where to take your question. I explain many times on facebook, ok go here, go there. Annie: But I think the legal problem between the metapelet and the employer, you should go to the agency. But they just tell you to talk to your employer and don’t help. So then go to embassy or NGO. Leah: I’ve heard the agencies often try to take too high a percentage of money from the caregiver, the employer, bituach leumi, and often they are not honest with the metapelet with how much they should be getting. Jean: Exacty, nahon. That’s true, I hear it. They take 700 shekels a month from one lady, and she only 2,500 shekel a month. They agency took money from the employer. The employer get’s money from bituach leumi, but it doesn’t go directly to the metapelet. First it goes through the agency. And there is also another agency (manpower company) who it also goes through, it’s different department. They took 700 shekel from the employer. If you have money, ok, but if you have no money, 700 monthly is a lot. And all they do is repairing the visa only once a year – that’s all they do. Maybe they take metapelet from their placement fees. My neighbor told me this story. The conversation goes into a bit of a conspiracy talk. They suggests looking into fraud of manpower agencies who are taking money from Israeli elderly people and the income they receive form bituach leumi). Annie makes the suggestion that the pension of caregivers is not withheld, and is given to them monthly so there are no issues when the caregiver finishes employment and needs to collect from the employer or national insurance. Jean suggests depositing everything directly into the account of the employer, who will be responsible for distributing to him/her as they see best. Everyone agrees the system of receiving pension, severance, etc. is too confusing, and is open to fraud and mistakes, and should be streamlined. The more departments and people are involved, the more likely there are to be mistakes (on accident or on purpose) and the money has less of a chance to go where it is meant. Jean made an arrangement with her employer to receive her pension and benefits in advance, and used the money to invest in property in the Philippines, including farms and apartment building. Annie made an arrangement to receive her pension monthly with her salary, and after the employer died she didn’t have any problems receiving payment. Jean: My experience here is very lucky. So many favors from employers, and love like family. There is some challenging parts also, but not too much. I feel at home. When I talk to my first employer, “Why you don’t call me, why you don’t come here to visit us!” My neighbor, “Why you didn’t sleep with us here?” And many more connections with Israeli friends. Leah: That’s also a good piece of advice for new caregivers, to make connections with your neighbors, make friends. Like, when you have a problem with the security like Annie it is good to be friends with the neighbors… Annie: I try to be friendly. I do my best to be open with everyone… Jean: I have 5 or 6 lawyer connections. If I have problem, I can call this one for this issue, problems with accounting I call the CPA, its very good, you know. Even 12 at night, they receive my call. My friend called me before at night, “My friend is in jail! His employer took something and he punch him!” And the police took the caregiver to jail, and he said he didn’t do it and the employer told some stories. Annie: Also, because of the benefits they don’t want to pay us, they accuse you of something. Jean: So, I called my lawyer friend 11:45 pm and told him about my friend in jail, then he clean up his name and by morning, finish the issue. The employer said he was a lawyer, but my lawyer friend said, “Jean, he is not a true lawyer, so tomorrow we will fix it.” Leah: Yeah, I’ve heard they lie and say they are a laywer, or they know someone in misrad hapnim… Jean: Yeah yeah yeah, or immigration! “If you don’t…I’m gonna call immigration and send you to the Philippines!” That’s a big one. Leah: I wonder if it would be a good idea to make a fine for employers and their families 1. If they do a wrongful accusation, like slander. If they formally accuse and it turns out not to be true, they will be fined. 2. If they don’t pay what they owe the caregiver within 6 months, they get fined. There you go. Then, most of them would think twice about calling the police, about not paying… Jean: That’s a very good idea! Because nobody give any solution, only thank you and bye, after the court. No fines, no penalty. I talk already with Meytal (Kav LaOved), only one time with this sexual assault, only one time send them to jail. One or two, I think this problem will finish. Leah: No one has even been punished? Jean: In jail – no. Then people will start to think about it and talk about it, and then behave. (continuing in this vein, and talking about how it relates to Christian moral obligation) Jean: You know, I am in the middle, I want to see both sides: not only fighting for Filipino rights and money, but I am wearing the shoes of the employers also. We also have an obligation to them. (going back to the possibility of manpower agencies taking money from the national insurance and pension of employers) Leah: Yeah, because in this is about improving Israel, after all. Not only the Filipino side or Israeli side. If a country is having groups of people, like metaplot and the elderly that are having injustices, the whole country is going to suffer. In general, in a culture like that, the quality of life goes down. Jean: That’s why I like to talk to the media and Kav LaOved and things like that. I fight for the caregivers, but in the end you need to be balanced and open minded, and know what is fact. On our side, being a caregiver is so hard. You stay 24 hours a day. You sleep and wake up, sleep and wake up, like with a baby. You can’t go outside even for two hours. Like me, you see what is going on here! Being a caregiver is so kashe. But we have a heart also to do it. It is not only for salary. If they are suffering so are we, if they can’t sleep neither can we. We are suffering emotionally and physically. The other caregivers, go to tachana merkazit on Saturday, you will see all their faces like this (depressed face) because they have to go back. I understand because of the situation. What about you? What if I ask you to take care of ima (her employer sitting next to her) all the time? Leah: I can’t imagine. Even when I’m working as a teacher with children, I think it is much more difficult taking care of the elderly. Jean: But we are still optimistic. She is here, and I am learning online, preparing for the church, learning about finance online. I try to do other things that makes me feel like I am growing also. Leah: (to Annie) Do you do things like that? Annie: I have a garden. You know what I did? I take a bath mother, take a stroll all around my garden. I usually use a wheelchair, the one to make exercise the body, I push her on a little hard road. She say, “I know what you are doing! You are trying to make me exercise because the wheelchair is moving on the hard road!” Every morning I did it. Sometimes I bring her in the restaurant, and I feed her in the restaurant because I want her to…and that’s why she loves me so much. After I go home, I give her tea, and she sit beside me with the wheelchair and I work in the garden. In front it’s all flowers, all kinds, and behind it’s all vegetables. My neighbor say I am the one who raise the big big squash in Israel. It’s not only garden it’s like a farm! Jean: Don’t forget that there are many Filipinos suffering from anxieties. Don’t forget that. Because the time of working, and especially employers who don’t give a day off. They say, “stay, stay, don’t take a day off.” Annie: Like me, but I have a solution. I have the garden, so it’s better for me. But still you need the day off. Jean: There is many stress. The number one is stress. And the problem of high blood and diabetic. Depression and anxiety. Cancers, those are the problems you see here. That’s the reason I want someone to do research why. Annie: I think stress is the main cause of the cancers. I ask the doctors what is the source of my cancer. He said maybe miscarriage or abortion? I say never! I only had one child. I want to have a boy, but I don’t have husband, so that’s why! And that is not in my heart, because I am afraid to kill. And then he said stress, and I said, yes that’s true. Jean: This kind of job is stressful. Alzheimer’s and dementia, the family members don’t understand how to deal with it, and sometimes they are angry with the metapelet. The employer fights the caregiver, and also the children fight the caregiver, and they don’t understand the problems of dementia and Alzheimer’s. I hope there can be some information and forms they can give to metapelet and employers and families with the signs of Alzheimer’s, how you can deal with it and support the caregiver. The first sign is there are lying and accuse. They both exchange stories and anecdotes about dealing with employers with dementia and Alzheimer’s and dealing with social workers for some time. Jean: That’s why this kind of job is selfless kind of job. Look, I’m at a ripe age! I’m praying for a family, I want to go home. But I can’t leave her! Koev li, koev li. It’s like my heart aches. I tell the children, I want to go home, but I can’t leave her! When I take a day off, I think about her, what is happening with her. Being a caregiver is from our soul. Annie: I took one day because I need to take something from the embassy. And my reliever was complaining. Mother made big balagan, big pee-pee on the blanket, on the pillow. She’s afraid to be with other people. In their last days, we become more that children. Because they are like a baby. They talk about their daily routines and the closeness they experience with their employers. Sleeping, eating, affection, everything is shared. Jean: There are some Filipinos, they tried to do something physical (abuse) to the employers. You need to think. Maybe they didn’t have enough sleep. They have problem in the Philippines, they have problem with the husband or the children, the food is not enough. Annie: Or the children are making troubles. The children make trouble to the metapelet, they don’t pay good, the benefits, and that’s why the metapelet hate to the old people. It’s not right. You have to fight with the children, not the old people, because he’s old, he doesn’t know. That’s why there is sometimes accidents. Jean: I see on tv someone has physical abuse to their employer before, so I posted on facebook. I said: hitting our employer is bad. It is illegal it is inhumane. We are here to love them, and in return they give us best salary, they give us love. If you are hungry, tired, angry, you are lonely – HALT. Go outside. That is the reason why people get angry to fast. Mismanagement of financial matters. It’s better to get another job for more income. Annie: Sometimes if they get another part-time, that’s why they become tired. That’s why it’s forbidden to have a work outside, because the metapelet becomes very tired. They exchange more anecdotes about this matter and sleep deprivation. Leah: Lastly, is there anything you want people to know about your experiences, advice for new caregivers, etc.? Jean: If you are new in host country, first thing you need to know the law for your rights. Second thing: you need to know the government agencies you can talk with if there’s a problem. And you need to have good connections with the community. And spiritual things, friends is very good also. Health is wealth. The best and important thing – health. We go to work outside Philippines to have a good income, so you need to be wise of spending your money. Have a goal also, financial wise. Invest! Annie: I still have one more. Before that, I think that the law must change about the agency. Because too big placement fee. What if there is a problem with the family? Because they are paying too big placement fee, and the brain can become crazy. Leah: With the bilateral agreement they are hoping to change that and keep the fees down. Annie: Exactly, the implementation. It is a big help not only for us, but for the employer also. Because (the fees put) a big pressure. Being kept for two or more years, it’s hard for us. Jean: I loose 5 kilos my first year, it’s very hard to receive your salary, and pay 80% 90% for that. The rest is not enough for me. You have only 100 shekel in one month, it’s so hard. The agency they angry at me because they gained, but now I fight for the new caregivers because I came from that situation. Annie: I came here February 2001, I paid $5,000. She came 2007, she paid $4,700, but in total $6,000. It’s not good, ze lo naim. It’s not good for us or for the employer, because we become stressed with them. We close and exchange greeting, I present them with a small gift card. Church Focus Group, 1 June 2019 The interview took place before and after a church service in South Tel Aviv, with 6 participants (one who left early), 5 females and 1 male: “Jean,” “Female 1-4,” and “male”. It took approximately one hour. Leah: For this interview, I’ll ask some questions and anyone can talk. If you have something to say, feel free, and if not you don’t have to answer. Male: (Joking) I will always say pass! Jean: No cheating! Leah: So the first question is: If you can remember when you first came to Israel, can you tell me about what happened and how you felt when you came to the airport, when you went to your first employer, your first few weeks, how did you feel and what happened? Male: Ok I will answer! (everyone joking) No, ladies first. Female 1: I’m just here for two years so I will answer. From the airport it’s easy. At the airport it was easy, we were interview by the immigration officer. At first it’s ok. And my employer wants me to start to work ASAP. So, I arrived here middle of the night, I only have a few hours to rest, and in the morning I went to the agency and meet the daughter of my employer, and from the office we signed a contract. The social worker, we arranged some papers and signed documents. After that, I went to the house of my employer. The first few days I don’t know what to do, because the daughter didn’t orient me what to do, where to sleep, she didn’t even give me some blankets. I’m the one who look for the things I need. Because my employer has Alzheimer’s, she cannot talk. The daughter is coo-coo. I did what I need to do. Just go on. Leah: That must have been very hard! To be away from family… Female 2: Yeah, we are adjusting… Female 1: Also I experienced, he has Alzheimer’s the husband. My employer is 82, and she has a husband 90 years old. And there was a time we were sitting on the couch, and the husband went to get my hand and want to place on his privates. In the first week. Leah: In the first week! And his wife was right there? Female 1: Yeah. So I said, “No, no, no, no!” And he tried again, at the back. At first in front of his wife, and again behind her back. I did not say to the agency, even to the daughter. I thought that it won’t happen again. And it did not. Also I experienced, it was Shabbat, and because they are French they usually kiss bisou, and I thought maybe he is welcoming me to the house. Ok, bisou bisou, and then his one hand also on my breast, and I said, ”No, no, no, no.” So that is my experienced. That was the first week, and the second week he was shouting at me, and I cried because I was not used to it! I told you they were aggressive and they talk as if they are angry. I cried, and when I talked to Natalie their daughter, they told me that they will talk to their father about the shouting. I didn’t talk about…I only told about the shouting. I told about the grabbing to my agent, not to the social worker or the agency, but to my sub-agent. Female 2: Because here there is the agent, and the sub agent, and then one inside the agency. Jean: There are some agents, and then there are some financers. They work with the agency and are collecting legal fees. Leah: So you told your sub-agent about it. Female 1: Yeah, and of course to my church-mate. Because I’m close to her like that, and I asked her what to do. And she advised me, the second that he will do it take a video, or evidence. Leah: And did it happen again? Female 1: No. But the shouting yes. And I cannot leave, I don’t want to leave because I pity for the wife. And I love her. Leah: I hear this some much, “I can’t leave them…” Female 1: And it’s hard to leave! Every time the husband will shout at me, and accuse me that I stole this, I did that, even if I didn’t, I would make a resignation letter. But every time I see the wife...I keep the resignation letter. Three times I made! (The resignation letter) But I cannot because I love the employer. Leah: Do you still work for them now? Female 1: No. It is my second employer now. She passed… Leah: I’m sorry to hear that. You must have loved her very much. Female 1: Yeah, until now I am thinking of her and I miss her. Leah: How do you recommend for other people to deal with losing an employer? Female 1: It’s so hard! Leah: Also you have a short time to find a new employer, so it’s a lot of stress. Do you have any recommendations, what to do if your employer passes away…or things you think should be changed? Female 1: What I think should be extended is the time to find another employer. Instead of 3 months maybe 5 months. Female 2: At least… Female 1: Maximum 5 months. Female 3: One month you arrange the things…(speaking tagalog). And next you want to relax…you comfort yourself. There is no one to comfort you, just yourself! Female 1: I was talking to my mother, because that was one week so I went out of the house of my employer, and I have no one to talk to, just to my mother. Every time I remember her, I’m just crying! That was for 3 months. Up to now I’m still everyday keep on remembering her. Leah: How about if you have problems like the employer yelling at you. How do you think is good to deal with problems with your employer? Male: Talk to the agency. Female 2: Talk to the children! Female 4: If the employer still has mind, you can talk to the employer. If not, to the children. Even if you say to the employer, if she doesn’t have a mind already, they don’t know. So, to the children. Leah: Have you ever talked to the agency before? Male: For me, it’s like…to the agency. Because the son of my ba’al habait, did not understand me. So the agency will understand me. Leah: You mean the language? Male: Yes, He speak little English. And then the agency speak to him and the son. (new church member arrives and everyone speaking tagalog and greetings) Leah: One more question. So, last before service, what do you think could be changed in Israel about the laws and rules with Filipino caregivers. Now, with the bilateral agreement there will be many changes soon and hopefully less recruitment fees, and hopefully they can slowly make it a better system. So, is there anything with visas, the government, rules for employers, anything that would make things better? Female 2: I think that, because we just have to find someone new if our employer pass away, just 4 years and 3 months is very fast. At least they could extend 6 years… Female 4: Or 10 years! Female 2: Six years or 10 years! Or 8 years! I think that’s enough. Because then we running away and we don’t have visa. They make at least 8-10 years! Female 3: They make a bonus if the employer extend her life, 10 years more, that is the bonus! Female 2: Here there is a lot of Filipinos that don’t have visa because they children that they are sending money, and even though its hard to not have visa, they need to stay here because of the children. Because they sending the children money. Female 4: They need to have a definite law. They changed the law to 4 years and 3 months. Jean: And if you lose your employer, you need to have one year registered reliever. For example, who knows? After 4 years and 3 months you finish your employer, and you need only to have registered reliever, until 5 years and 3 months, and after that you can apply for special visa. And that’s not easy to apply (special visa). It’s very complicated. They are suggesting, most of the Filipinos are suggesting, because I posted it (an informal survey post on facebook), and they answered, “15 years,” “unlimited visa” etct. And that’s not acceptable. Most of them said 10 years. Because after 4 years and 3 months, with special visa, you can only get if your employer is 180%...There’s no problem if your visa is 10 years! Leah: So you think there should be one extension? Jean: Yeah, like that, for 10 years. Female 3: Actually the special visa now, actually the agency don’t help the metapelet. The caregiver go direct to the employer, and they are the one who extend. Not the agency. You go to Jerusalem. Jean: Because the caregiver need to go to the employer for special visa, and if the agree they need to take attorney that they can apply special visa in Jerusalem, you know, to make it faster. You know the process. Then, they reject you, bye-bye, but if your lawyer is so strong you have extension. It’s not easy. Female 4: I been through that. I’ve been to other countries through that… Jean: In other countries, for example in Hong Kong, they work in Hong Kong, and they can take vacation yearly, and then you apply again each year. They don’t tell you how many years (speaking with Female 4 in tagalog), well they give 2 years contract, they go back home, they contract again… Leah: Oh, so every time you come back you get a new contract? Jean: That is the rules in Hong Kong. Here, it’s good here also, but the problem is because of the placement fee also. They pay the placement fee almost 2 years, and so 4 years and 3 months is so…. Leah: That’s like half of the time period… Jean: Yeah that’s true, and if you lose your employer it’s not so easy to find visa. So, it’s complicated. Male: 4 years and 3 months is too short. Jean: Not short, but there is panic. Chaos. We can’t start again with just one… Female 4: Speaking tagalog Jean: She’s reliever too, and it’s her first time to do this. (Female 4 has to leave, and church service is about to start, so there is a pause in the interview) Leah: So, we left off about visa extensions. For example, you had the idea that you only have to extend it once, and then it’s for like 10 years or something like that. Are there any other things with the system here that you think should be improved. For example, having your visa only tied to one employer. Female 2: For them it’s a favor, because if the employer is balagan we can transfer. While we are still in 4 years and 3 months, but after we cannot find new employer because we need to find special visa. Female 1: Or, reliever for 1 year and after, special visa. Leah: What do you think about if your employer would be tied to an agency instead of an employer? Jean: Well, also the problem is that there is also problem with the agency now. For example, the worker don’t have job, or sometimes they are released from the employer, and they agency didn’t help them so they try to find another agency. That’s the reality of what is happening here. So, if you are tied to one agency and they are not responsible… Female 3: This is the hard part. One is paying to them, and sometimes they are not listening to us. They just only thinking how they can get to our money. Some of the agency is like that. Leah: Have you had any problems receiving your pay? Or you think the agency took to much money from your pay? Jean: Our salary is ok. Female 3: Our employers and caregivers, sometimes we are the one who arrange how much our salary is. And they agency they just tell us, “You can arrange how much you want for your salary.” Female 1: Maybe in getting the benefits. The separation fee. Like me – my salary from my previous employer. Half of my salary is from the bituach, and half is from the family. So, my pension and separation pay is in the airport. So, that’s around 12,000 shekel, and I will only get that when I go home for good. Jean: Legally! Female 1: But the half, I got it. I also heard that some didn’t get the money from the airport, because there wasn’t enough money in the bank. Jean: Yeah, that is a very big problem. They didn’t have enough funds for it. Leah: Oh no! And so then they send it to the Philippines? Jean: No, they just leave it in the bank. That is why I talk to Kav LaOved about that matter. Female 3: That’s why the bank is inside the airport – so you cannot go out… Jean: I have one paper from the Philippines that gives me power of attorney, so I can legally ask questions about that to the bank. So I ask to the bank, and I got the papers that they didn’t give the workers their money, and I will bring to Kav LaOved. That was since 2 years I think? Female 3: Before they gave it directly to the employee, but now they made a regulation. But some people who go home for good, they don’t give it. Leah: When there are situations like this, when you think there is something illegal happening, have you ever contacted somewhere? How do you get help? Female 3: Kav LaOved sometimes, yeah. Or sometimes there’s a private attorney. Male: For me, I don’t go to anyone, I talk to the son of my employer. Or to the agency, they do the solution. Jean: But for me, I’m very good at talking about that – to Kav LaOved (laughing). Even private attorneys. There’s some issues that happen there that you need a private lawyer. Leah: So, in the packet for new workers I am making, do you think I should put information about private lawyers who can help them? Jean: It’s ok also, nahon? Nafilco is so expensive though, you know. Female 4: They take 25% tax! Jean: I have a friend that have problem with immigration. They tried to get help, and they want to take 8,000 shekels. Many cases like this. I have friends in Ramat Gan, in Tel Aviv, and many other cases where they took only 4,000 shekels. So, they take advantage of her because she is Filipina. There are some cases where they take 20, 25%. It’s better other lawyers or Kav LaOved. But private lawyers are also expensive, 4,000-8,000 shekel. Female 2: I talk to one of my Filipina friends. Her employer also she died, and she want to take the benefits. And she went to Nafilco, and they said ok, we will take 25%. After they said that, they didn’t tell her that there is still another 17% tax. So, almost half of the benefits to them. At first they said its free! Jean: And, Ha Karen is the same! It’s not a foundation, it’s a business! Playing with some people for 25%! Same as Nafilco. For me, it’s better to take your benefits with private lawyer or Kav LaOved. Famale: One, private lawyer isn’t expensive? (speaking tagalog with each other) Leah: Yeah, Kav LaOved is very good, but I also understand that they have many clients and few lawyers, so it sometimes takes a long time. Female 1: But, it doesn’t matter as long as they take some of your benefits. Jean: Yeah, sometimes they work for their employer a long time – 10, 11 years, and 25% of benefits, if they take that, that’s a lot of money! Think about it! (cleaning up a little after eating food, and chatting) Leah: What are some common problems for women, and for men? Male: It’s so difficult to find an employer. Because all the time (they prefer) the woman. Even if the employer is a man. They like also women to take care of them. Female 3: They placement fee is also higher. You know, it’s not fair! Leah: Do you think you are treated differently because you are a man by employers or other people? Female 1: Do we have the same salary? Or much higher? Male: It’s minimum also. But, it depends on the employer. If your employer is a couple, you get more. Leah: Yeah, because you are taking care of two people. How about for women? Female 1: There should be someone we can talk to, like a psychologist or counselor, because if the victim doesn’t have church or friends…or her faith is not strong, it’s hard. So, that will be provided by the government or Kav LaOved. Sometimes, especially those who don’t get out or take the day off… Jean: They hold the caregivers – don’t take day off! You only go out twice a month! Like that. It’s so… Female 1: It’s not easy you know! Because you stay there 24-7, it’s not easy. You need to thing other things. Jean: To go out only once a month – it’s not normal! There are some Jews who push you, “don’t go out, you need to stay!” They tell you only go outside once a month. But you have right to go outside 4 times a month, nahon. Leah: What do recommend to do if your employer only lets you go out once a month? Jean: Communication. You need to talk with them about taking leave. They need to pay for reliever for 24 hours. Or for me, I say I can’t stay – 100%. Leah: I’ve heard in some cases they (employer) will threaten that they know someone in misrad hapnim or in immigration, so if you try to take a day off I will do this…So I want to tell new caregivers that is against the law. It’s in the law they can take their day off. Do you think there are any other things that many people don’t realize – this is their right? Jean: That’s what I talk with the radio. The vacation – with other employers that’s a big fight, nahon? Taking vacation to the Philippines for one month, that is a big fight also. The legal law is that in the first year to 5th year, every year you can take 14 days vacation. (looks up law on phone and reads in tagalog) It means from our second year to fifth year, you have only 14 days a year vacation. (more tagalog). From 13 year. Leah: 13 years?! No way. Jean: But to go back to the Philippines it’s better one month or 45 days. So, not all Filipinos take every year. Ani, yeah. Female 3: It’s better one month a year vacation, because our job is not easy! Jean: And you travel 24 hours, then you have how many days? Less than two weeks! Female 3: And for a sick person it’s very hard! You should have patience. Jean: And you need rest. It’s not all about money, sometimes you need a rest. It’s challenging you know? Working as a caregiver is challenging. You need to find other solution when you stay in the house. I have solution, I read…but for others it’s not easy! Female 3: It’s difficult in our work, you cannot go on a walk… Jean: You see here (south Tel Aviv) Friday and Saturday, you see everyone with face like (depressed), because they are not happy, they don’t want to go home, and it’s true. They work only 8 hours in office, in mega store, in coffee shop – 8-10 hours. And we work 24 hours and sometimes don’t get to take one day off. Female 3: Sometimes they are not allowing to take a vacation. Female 4: They should talk to a lot of Filipinas before they make new law. Not only to get the opinions from the employers. Jean: Yes that’s true, you need balance. Look at the doctors, how many hours the doctors work in the hospital. They have limited hours, and they go back home. And the nurse, they have straight job and they go back home, and they sleep for how many days. Caregivers are 24 hours you know. You need to prepare for them, you need to clean the house, you need to wash everything… Female 3: And it’s not just only that, sometimes the children, they are asking to comfort them…and you know Female 1: Sometimes we have to talk to the employer or their sons. Other times we face problems and take to our agency or with non-profits and embassies. Jean: The agency have responsibility, and also the embassy have responsibility. We have the labor department, if there a problem we can consult with the labor attaché. If there is a complicated problem or patients in the hospital I talk with them and give them the number. They help also. But sometimes Filipinos have problem and they don’t know who to call – Nafilco or what. You know Nafilco says, “You can come to us, we can help you, for ‘free…’” They will entertain you for free, but if they give you an attorney, that’s the time (they charge a lot). Leah: As they are making this new bilateral agreement, what do you want the government to know about Filipino caregivers. For example, now they are trying to make the recruitment fees go down, but what is the next biggest problem? Female 1: Limitation of agreement (time limit) (speaking tagalog together) Jean: The balagan with receiving benefits. Then, we are hoping the extension of the visa, instead of 4 years and 5 months, they can give like 10 years, and after that ok. After 10 years, if they try to hide again or find another employer – no! They need to give penalty. Ok, 3 months in jail! They need to put in their minds that after 10 years they need to go back home, or 3 months in jail. Be firm! Because if they say after that we will take you to the airport and send you back for free – no! This is the one that I want to tell you. I hear about this thing from other caregiver they have been here for 20 years. They don’t have visa. They said, everyday you go out with backpack with underwear, your passport and some napkins, so in case immigration take you, you have everything in your pocket and FREE TICKET GOING HOME. If you have plan to go home, just go around the corner in tachana merkazit, and somebody take you, it’s good. You only stay in jail 1 to 2 to 3 days – it’s ok to have free ticket from immigration. Also friendship visa, if they want to stay more, there is a problem. If they apply for friendship visa, there is no legal process to be annulled. Like partner visa. They did that for security only, actually they have family back home. The government of Israel needs to be strict, especially with friendship visa, because they are using as a tool to stay more here in Israel. And most of the taxi drivers they love Filipina! “I have first girlfriend, second girlfriend, third girlfriend, Filipina!” They try to have partner visa, and after six months they take another Filipina, they are collecting Filipina! There are some Filipinas that are professional, taking some people here and using them as a tool. Leah: So, it’s better to be strict in some ways, but then also make a path to be legal. Jean: Ken, legal, legal! Because if you can say like, the 10 years visa…my employer I work for her for 10 years and I will finish after 10 years, the extension of staying with one employer is a good thing. For 15 years, it’s good!. For example, I have been here already for 9 years, and my employer, I want to stay with her until she dies! Just give until she lives, like bonus. Leah: Like just until the employer passes away, you get an extension. Jean: Yes, but in other cases, after 10 years ok. (speaking in tagalog, explaining idea to others) Then we are without panic after only 4 years and 3 months. Even if you resign, the employer they also suffer, you know? Female 3: Then the caregiver will say, “Don’t die! Don’t die! I still have children!” (joking and laughing) “Don’t die until my children graduate!” Jean: You see, there should be a rule and also penalty. When (illegal) people say, “only 3 days in jail, it’s ok because I will save 3,000 shekel (for the plane ticket),” that’s not ok. If you say 10 years without a strict penalty, they try to hide again, because they want money and to live here. And for friendship (partner) visa, they know how to play now. “I will clean your house and cook your food if you just….” Leah: Yeah, well I think those all are my questions for now. Is there anything anyone else wants to say about these issues? (speaking in tagalog) Jean: The benefits in airport and visa extension. Benefits and salary are very good. I think at the airport they need to give the pamphlet for Alzheimer’s and dementia problem. Day off, the children they need to make the connection and metapelet need day off. Female 4: They don’t want to spend money, so (caregiver) say “I will stay, I won’t go out, I won’t go out.” Jean: Then, after all, they go home and have diabetes, stroke, because of stress. High blood pressure! Male: (joking in tagalog) Always eating only chicken! (Dietary restrictions working for families who keep kosher, on a strict budget. Pork is a big part of Filipino diet). Jean: Like Jews in the desert, “What’s this food! I want to go back to Egypt!” Female 4: And they always, “Tuyo, tuyo!” (Dried salty fish often eaten there) (joking about food differences between Israel and Philippines) CIMI Internship Hours Log Hours Date (2019) Description 1 15 January Meeting at CIMI with Noa Schauer (5pm-6pm) 4 4 February CIMI office visit (12pm-4pm) 1 11 February Meeting with Marina Fedosina, CIMI – TLV (3:30-4:30pm) 1 21 February Meeting with Meytal Russo, Kav LaOved (12pm-1pm) 4 19 March CIMI office visit (10am-2pm) 1 2 April Meeting Hila Shamir, TAU Human Trafficking program 2 7 April Kav LaOved office visit, informal surveys (8:30-10:30am) 3 18 April Informal pair interview, Mark & friend, Jerusalem (6-9pm) 3 28 April Group interview with UCI, Arcaffe Habima (7-10pm) 3.5 5 May Shadow Meytal, Kav LaOved office visit (8:45am-12:15pm) 2.5 16 May Informal interview with Jean, North TLV (4:30-7pm) 4 18 May Visit to Filipino Church of God, south Tel Aviv (8pm-12am) 4 21 May CIMI office visit (10am-2pm) 4.5 29 May Pair interview, Jean & Annie, North Tel Aviv (7-11:30pm) 3.5 1 June Group interview, Church of God in South TLV (8-11:30pm) 2 24 June UCI protest, Habima Square (5-7pm) 1 26 June Meeting with Idit Zimmerman, Call Center for employers of caregivers TAU (3-4pm) 1 20 June Meeting with Idit Zimmerman, Call Center for employers of caregivers TAU (3-4pm) 1 2 July Meet Noa Schauer at Ben Gurion Airport (2:30-3:30pm) 10 2-9 July Writing Final Draft of Information toolkit from home Total: 57 Participants open to future contact: Sharon from UCI: 054-7753449 Jean Trapal: (+972)50-315-6513 Mark Lester Martinez: 050-3124250 Transportation reimbursed by CIMI Hours completed under the supervision of Noa Schauer and Nelly Kfir. INFORMATION TOOLKIT– New Filipino Caregivers in Israel Useful information for knowing your rights, maintaining legal status, financial advice, and navigating your life here in Israel Center for International Immigration and Integration (CIMI) – Leah Grasl Under the supervision of Noa Shauer and Pr. Adriana Kemp, in cooperation with Tel Aviv University and Kav LaOved, and with special thanks to Jean Trapal and her congregation, Mark Lester Martinez, Idit Zimmerman and United Children of Israel Please remember that the laws and regulations that protect and improve your rights as caregivers in Israel are not set in stone and often change, so please make sure to keep updated with the latest developments as the process of implementation of the bilateral agreement progresses. So, let’s get started. Here is a short outline of the sections in this toolkit: Visa requirements……………………………………………………………………………………p. 3-4 Payment…………………………………………………………………………………………………..p. 4-5 Sending Money Home…………………………………………………………………………………p. 6 Employer Requirements………………………………………..…………………………….…..p. 6-7 Women’s Issues………………………………………………………………………………………..p. 7-8 Daily life in Israel……………………………………………………………………………………...p. 8-9 Advice form Senior Caregivers………………………………………..……………………..p. 10-11 Helpful links………………………………………………………………………………………..….p.11-12 Leaflet for your employer (to tear out and give them!)…………………………..p. 13-15 Introduction A note to the reader… We are pleased to welcome you to your new life and job here in Israel! As part of a recent bilateral agreement, both Israel and the Philippines are committed to strengthening their friendship by bringing qualified workers such as yourself to help in the caregiving sector here. Current goals on both sides are to reduce recruitment fees, increase legal migration, and improve economic and labor market conditions in both countries - and you are part of that! You have just arrived in Israel, and the first few weeks tend to be the toughest. You have made a huge change, and that can be accompanied by emotional, psychological, and even physical distress. Familiarizing yourself with the information, resources and advice given here can help you during this difficult period. The goal of this toolkit is to not only provide you with useful information, but guidance, reassurance and confidence as you start your journey as a caregiver in Israel Visa Requirements Only foreign workers with valid work visas/permits (B1 visa) for the caregiving sector as issued by Population and Immigration Authority (PIBA) may be employed by licensed employers. If you entered Israel on a tourist or student visa, you will not be able to change it to a work visa. You cannot change the sector (or type of job) in which you work. The employer must hold valid employment permits from PIBA as well. Your employer must also register you according to PIBA procedures prior to employment, and provide you with a signed employment contract. Your visa is valid for 63 months, or 5 years and 3 months. You cannot register with a new employer once 51 months have passed since you arrived in Israel. However, if you register as a substitute caregiver, you may get an 11 month extension from this 51 month period. Another possibility to extend is to get a special humanitarian visa, but this is rarely granted and only for very extreme cases where the employer is extraordinarily disabled. You must be employed full time. You can only work for your current registered and licensed employer, and cannot work for another employer, even on breaks, holidays, rest days or after working hours. If you are found working for an employer other than your currently registered one, you may be deported, and your employer could be fined and face criminal charges. If you wish to leave or change employers, you do not need permission, but need written advanced notice (7 days to 1 month, depending on the length of employment), and notify PIBA and your registered recruitment agency. You will have up to 90 days from the date you leave your former employment to find and register for alternate employment with a licensed employer in the caregiving sector. If you do not register for legal employment within 90 days, you may be subject to deportation. If you have a visa notation of “Peripheral Region,” you are only allowed to register for work in the outlying areas of Israel, in both north and south. A visa notation of “Central Region” allows you to work in the central and outlying areas of the country, except for Tel Aviv. If your visa notation says “Tel Aviv Region,” you are allowed to register for work in any region in Israel. If your employer moves permanently to an old age home or dies, your visa limitation will be erased and you will be allowed to move anywhere in Israel to accompany them. If you change place of employment at least 3 times within a two year period, and if PIBA suspects you are abusing your work permit, you may be summoned for questioning by PIBA, where you may be subjected to a hearing and possibly deportation. However, if it is found the changes in employment are due to abuse or violations of working conditions by the employer, you will not be considered to be abusing your work permit. Foreign caregivers are expected to reside in the homes of their elderly or disabled employers during the work week. “Live out” arrangements are prohibited. If you wish to visit abroad for an extended period of time, you must get an “inter-visa” before leaving Israel in order to return, as per relevant PIBA procedures. You must always carry an official identity document, which in this case is your passport. No one is allowed to withhold your passport from you. If they try, you may file a complaint with the police. Some ways you can lose your legal status are in the cases of: criminal charges against you (violence, drug-related, money scams, or any other violations of Israeli law), overstaying the 63 month period, not registering new employment after 90 days of being employed, if it is found you are “abusing” your visa by changing employers too often, if you have first degree relatives (other than older siblings) in Israel, or for working in other sectors/other employers in your time off. Also, making partnerships/marriages to non-Israelis or having children after your arrival here can complicate your legal status, or even become reason for deportation. * for more detailed information, go to the “Helpful Links” section, and look at “Foreign Workers’ Rights Handbook” 2. Payment You are entitled to the minimum wage, which is updated occasionally. As of right now, the minimum wage is NIS 5300/month, NIS 212 /day and NIS 29.12/hour (with a max. of 182 hours/month). Some are entitled to travel allowance (if you are “live-out” caregiver or work in a hospital) monthly payments. Once a year, you are entitled to “convalescence pay,” based on your seniority, or how long you have been in your workplace. You should receive payments no later than the 9th of each month. You should be paid through authorized deposits into a bank account under your name only. *We suggest you keep a written record of your daily working hours, days of rest, and payments received (pay stubs). Things that will be deducted from your salary are: income tax, National Insurance Institute (bituach leumi), private medical insurance payments and any other deductions agreed upon with the employer (private debts, food, housing, etc.). The total amount of deductions may NOT be more than 25% of your total monthly salary. Some employers assume they can automatically deduct 25%, but actually that is only a limit, and they have to follow guidelines to find out the correct amount they can deduct. Your employer cannot deduct more than NIS 79.28 from your monthly salary for use of water, electricity, property tax, and other related expenses. A day of rest of at least 25 hours is your weekly rest period. Some caregivers choose not to take this time off, but it is strongly recommended you take advantage of this right as not taking breaks can have negative psychological and physical effects. You should receive payment for up to 9 religious holidays a year (either Jewish or your religion), if those holidays do not fall on your weekly rest day. You also get 16 days paid vacation each year for the first 5 years, and after that each year it increases. Lastly, you also are entitled to sick pay of a 1 ½ days per month. You do not receive pay for the 1st day of illness, but on 2nd and 3rd you get 50% of regular salary, and 4th day on you get 100% (up to 90 days). You must show a doctor’s note to receive your salary for these days. The recruitment fees charged by any private agency may not exceed NIS 3677. Your employer is required to take care of your medical insurance, and it is important you confirm regularly that they are doing so. If your insurance refuses to cover certain conditions or treatments, you can make an appeal within 21 days of receiving notice of refusal from the insurance company. If you lose your job for any reason, it is important to remember that you will NOT be covered for private medical insurance during the 90 day period while looking for a new job. *Your employer cannot deduct more than ½ of the total monthly health insurance charge from your salary (or NIS 134.63, whichever is lower). At the end of your time in Israel, you are entitled to severance pay (“pitzuyei piturim,”), pension funds, and any recuperation/overtime/holiday pay still due. You can calculate how much you should be paid at: https://www.kavlaoved.org.il/en/tools/calculate-your-rights/. After you receive these payments from the family of your employer and bituach leumi, you can compare what you received to what it says in the calculator, and if you think there are any discrepancies you can contact NGO’s or private lawyers. You will need to show pay stubs/receipts and your passport. This part can be complicated, because some of this portion of money will come directly from your employer’s family, some from private manpower companies who distribute these funds on behalf of bituach leumi (Mata, etc.), some money will come from special funding for Holocaust survivors, and some will be deposited into a personal account for you at the airport (which you can pick up as you depart for your flight home). Each month your overstay the date your B1 visa term ends, you will lose more money: 1-2 months=15%, 2-4 months = 25%, 3-4=35%, 4-5=50%, 5-6=65%, and after 6 months=100% will be deducted. If you feel your employer has not paid you what is owed, or if any of the above rights are being violated, you can contact the Labor Law Enforcement Administration in the Ministry of Labor, or file a complaint with Foreign Worker’s Labor Rights in the Ministry of Labor. You can also contact NGO’s such as Worker’s Hotline or private lawyers. Sending Money Home Sending money back home is most likely one of the main reasons you chose to come and work here. This section will give some information about how to do that. According to a 2018 report by CIMI and Hebrew University of Jerusalem, the U.N. recommended fee for sending money home through remittances is 3%. Globally, banks are the most likely to charge a higher rate, and on average have fees of 10.6%. However, here in Israel many banks have lower fees, and Bank Leumi and the Post Office Bank tend to have the lowest. Mobile operators that help you send money home online or through smartphone applications are usually easy-to-use and have lower fees as well. Around the world they have the cheapest fees on average. The most popular ones that operate in Israel and the Philippines are Neema, Rewire, and World Remit. (*disclaimer: the individuals and organizations associated with this toolkit do not explicitly recommend or promote one bank/mobile operator over the other. These are simply options) A word of caution: Many of you may have family and friends back home who are in need of help, and probably expect you to send them financial assistance. It can be difficult to decide how much to send, and to whom. It is recommended to first educate yourself through financial workshops and seminars that are often given in places such as the Embassy of the Philippines here in Israel, and weigh your options before deciding how much, how often and who to send money. You should consider not only how to send money home, but also how to save money, because you never know if something may happen to your employer, or what kind of situations will arise in the future. Also, be careful to not carry large sums of money on you at once. There have been some cases where people carrying large amounts of cash on them in places like Tel Aviv Central Bus Station have been mugged and their money stolen. Setting up a personal bank account, getting a debit card, and ordering checks is recommended to do soon after you arrive in Israel. This will make it easier for your employer to deposit your salary, and also to send money back home. You can use this account to set up a personal savings as well. Employer Requirements The following are some important things that your employer is required to provide for you. The last page of this packet is for you to tear out and give to your employer! It gives information in Hebrew to let them know both your rights and theirs. But before that, here is a checklist for you: You employer must provide a copy of your employment contract, including work conditions and salary, in a language you can understand. They are not allowed to hold your passport under any circumstances They are required to provide you with medical insurance. Be sure to check often they are maintaining your insurance. However, in the case of termination you will be responsible to provide your own. They must give you a summary of your insurance in a language you can understand. They must give you the number of the file opened in your name at the National Insurance Institute (Bituach Leumi) (in the case of hospitalization or claim relating to work injuries) They must provide you with suitable conditions in the home of your employer. This means: At least 4 square meters of sleeping space Personal cupboards (storage) and bedding Heating/ventilation, and reasonable lighting and electric outlets in your room Hot and cold water in the bathroom, kitchen and showers Access to sinks, kitchen counters and cupboards, stovetop, refrigerator, table and chairs, washing machine and a fire extinguisher Reasonable access to living quarters, toilets and bathrooms They must give you severance pay after the end of your work period, when your contract ends and even if your contract is terminated against your will If you feel your employer is not following the laws and guidelines, it is important to talk with them and their families first with frankness, patience and honesty. If your attempts to fix the issue directly with them is not successful, then you can contact outside sources. Women’s Issues For every 10 people who read this information toolkit, the chances are that about 8 of them are women, and this portion is dedicated to issues relating particularly to the ladies! (Of course, it is also important for men to know too) The caregiving sector in particular is contributing to a worldwide phenomenon known as the “feminization of migration,” which can bring both benefits to women and challenges as well. Some benefits include the ability to have access to a wider variety of economic markets, opportunities for work and travel, the ability to support their loved ones, and the respect that comes with that ability. However, there are also some challenges that many women encounter while working abroad in the care sector, and here are some details on how you can navigate them. Sexual Harassment: The UN defines sexual harassment as, “…any unwelcome sexual advance, request for sexual favour, verbal or physical conduct or gesture of a sexual nature, or any other behaviour of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation to another, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment.” (UN Secretary General’s bulletin, 11 Feb 2008). While this issue also effects men, there are a higher number of cases with women involved. Anyone who sexually harasses an employee in Israel commits a criminal offence. If you feel you have experienced sexual harassment, you can file a complaint with the police. For emotional support, you can call the emergency hotline for Victims of Sexual Assault at *1202. You can also contact PIBA’s hotline which is operated by CIMI at +972-2-589-9666. Marriage/pregnancy: As previously mentioned, forming partnerships and having a child can complicate your legal status in Israel. Marriage to a non-Israeli in Israel during your time here is not allowed. If you become pregnant you have 2 options: one is to take vacation time to bring the child back home for other family members to care for until your work here is done. The second option is return to your country, and CIMI has a support system for voluntary return and can help you legally and financially move back home. If you and your child remain here, you will lose your legal status and both be subject to deportation. Many parents unfortunately assumed that a child who is born here automatically has legal status here, but in this country that is not true. It is normal for many to want marriage and children, but please know the consequences before you make any decisions. You can call CIMI’s call center for more information about pregnancy, sexual harassment or abuse. In cases of abuse where you may not want to contact the police, the Isha2Isha center in Haifa helps immigrants women, and there are also government shelters if you need a safe place to stay. Daily Life in Israel Housing – the housing conditions you should be provided with by your employer are on page 7. In addition, many caregivers decide to share an apartment with friends to stay at during their time off. Transportation – Israel has a very good system of municipal, inter-city and inter-regional busses and trains. You can pay for ride tickets with cash on trains and inter-city buses, but on municipal buses that run inside a city, you need a “RavKav” card. The RavKav card can be used on any train or bus around the country, except for on some “Sheirut” which are shared taxi busses that run on informal time schedules and extended hours. You can purchase a RavKav at the airport upon arrival, or at major stations, on some buses, and at Egged offices. You can recharge them at train/bus stations, in addition to Super Pharm, Good Pharm, Tsomet Sfarim (book store), and other convenience stores and kiosks. From sundown on Friday to sundown on Saturday the public transportation all over the country totally stops, and during this time you will need to use taxis, private cars, or bicycles/scooters. Some cities have stations where you can rent bicycles, such as Tel-O-Fun bike stations in Tel Aviv. There are many smartphone applications for occasionally renting taxis (Gett), bicycles (Mobike), and scooters (Bird), and also applications for finding bus/train routes and times to various destinations (Movit is the most popular). Hebrew Language – Hebrew is a difficult language to learn, but it is a great tool to be more successful in your work and life here, and can help you connect with others! There are many government-run, Hebrew language courses called Ulpan, here in Israel, but they tend to be a bit expensive, and it might be difficult to find a course offered on your one day off a week. “This is Not An Ulpan” Hebrew classes offered in Jerusalem and Tel Aviv sometimes have once a week, evening courses. Online learning is the most convenient option, and there are websites such as https://www.teachmehebrew.com/ which also has vocabulary flashcards you can download to the Anki app on your smartphone, or https://hebrew-language.com/. The Community Education Center at the central bus station in Tel Aviv offers a variety of classes for migrants, including Hebrew. Practicing your Hebrew with your employer and their families, neighbors and community can not only help your language skills, but improve your quality of life! *Disclaimer: the individuals and organizations associated with this toolkit do not explicitly recommend any of the above applications/websites for transportation and Hebrew. These are only widely-used options. Cultural Norms: There are some cultural differences to keep in mind when working with your employers and their families, and people in everyday life. Many foreigners have difficulties with the direct and sometimes loud and aggressive style of communication here. It is important that you speak to Israelis in a direct style that is kind but strong and confident. Sometimes being overly polite can hurt you, but standing up for yourself can help you. *HOWEVER, every person is different and one should treat each case individually. In many cases you employer may not even be Israeli, but come from another country, so be sure to learn about cultural norms and communication styles there. Emergency Services: In the case you have been a victim or witness of a crime, call the police by dialing 100. If you need an ambulance (Magen David Adom) for you or someone you know, dial 101. If there is a fire dial 102. You can download an app called “Red Alert,” which will notifies you in cases of rockets or bombings in the country. Every building/neighborhood in Israel is required to have a safe space in case of rockets or other disasters, so it is important to know where the nearest one to you is. Advice from Senior Filipino Caregivers Many Filipino caregivers who have been here more than five years say that patience is the most important thing you need for your work and life here. You will encounter many difficulties in your job and daily life, and having a strong and patient mind and heart will help you overcome many things. Some good ways to cultivate patience that were given by some people are: 1) spirituality and faith 2) being connected to good friends and family and 3) make sure you give yourself a break sometimes, and don’t work too much on your rest days. One senior caregiver, Jean Trapal, gives the advice to HALT - if you are Hungry, Angry, Lonely or Tired; stop, take a breath, reach out to others, and take some time before you act. Jean also advises: “Know the law and your rights, government agencies you can talk with, have good connections with the community, and keep a good inner circle of friends. Take care of your spiritual and physical health – health is wealth!” There is a thin line between difficulties in your job that require perseverance and patience, and abuse. Sometimes it is difficult to know when someone crosses that line. Many caregivers express difficulty with distinguishing between the two. Don’t wonder or suffer in silence, but take advantage of the community here in Israel that can answer questions and support you. Challenge your brain through online learning and business. Since you will spend most of your time in the home of your employer, keeping your mind active by studying or making some extra money online can be very beneficial to your life. Edx.org and corsera.org are some online platforms where you can take classes for free on topics that interest you. There are many ways to earn money by working online these days, and depending on your qualifications you can do anything from overseeing properties, online accounting or editing, teaching, and more. Maintaining hobbies such as music, cooking, gardening, handicrafts etc. can also keep your mind active while at home. Take care of your health: Anxiety, stress, and other mental issues can have many negative effects on your body, from high blood pressure, to weight loss or gain, to weakening your immune system. Make sure you are getting enough sleep, eating healthy and getting some exercise. You must first take care of your own physical, mental, emotional and spiritual health before you can care for others! Remittances: Some senior caregivers choose 1-3 close family members, such as parents or children, and send no more than 25% of their monthly salary to them, with the rest used for savings and daily expenses. They give other extended family members/friends money gifts for special occasions like weddings, or emergency situations, but regular remittances are for close family only. Many recommend to be sure that those whom you are regularly supporting are spending the money wisely. Children in the Philippines: If you have children back home, make sure you are encouraging them in their academic work. If a child has one parent away from home, they on average have a lower performance in school, so if you ask them often about their classes, encourage them to challenge themselves at school, and sometimes help them with their homework, it may have a positive effect. If you have small children, another idea is to record yourself reading educational stories, so the children can listen to the sound of your voice and learn something new at the same time. Helpful Contact Information CIMI: Shlomzion HaMalka 10-3, Jerusalem 9414610. Tel: +972-2-589-9666 Worker’s Hotline (Kav LaOved): caregivers@kavlaoved.org.il, www.facebook.com/migrantcaregivers. Tel Aviv: 75 Nahalat Binyamin, 4th floor, Tel. 03-688-3537. Haifa: 18 Herzl St. (Beit Hakranot), 2nd floor, Tel. 04-608-2228 PIBA labor laws: www.piba.gov.il , National service and information center *3450, deposits unit in the Population and Immigration Authority email: Pikdonot@sa.piba.gov.il, tel 02-6294615/616/617/627/628/620 Check legal status: https://bit.ly/2MOlcqA  National Insurance (Bituach Leumi): https://www.btl.gov.il/English%20homepage/Pages/default.aspx  List of Filipino communities in Israel: https://anglo-list.com/communities/filipino-community-in-israel   Embassy of the Philippines: https://www.facebook.com/PHinIsrael/ More info on rights: https://www.isavta.co.il/blog_entry/eng/Workers-Rights-for-Caregivers-January-1-2017.php  Community Education Center (CEC): in the Central Bus Station, on the 3rd floor near Victory supermarket -  call (Tagalog) for information on classes or registration 055-883-0626 United Children of Israel FB page  Kav LaOved FB page for guidelines on special humanitarian visa) (https://www.facebook.com/notes/kav-laoved-migrant-caregivers/law-for-special-visas-humanitarian-visas-edited-note/1843446265735606/ Foreign Workers’ Rights Handbook https://www.gov.il/BlobFolder/generalpage/foreign_workers_rights_booklets/he/Zchuton_ENG_0817_1.pdf  Calculate money owed to you at the end of your time in Israel:  https://www.kavlaoved.org.il/en/tools/calculate-your-rights/ Labor Law Enforcement Administration in the Ministry of Labor (Tel. 03-734-7230 or 1800-800-126) Foreign Worker’s Labor Rights in the Ministry of Labor (Tel. 074-769-6161 Email: foreign.rights@economy.gov.il) Information on sexual harassment: https://www.un.org/womenwatch/uncoordination/antiharassment.html,  http://isha2isha.com/english/,  https://www.facebook.com/IshaLishaHaifaFeministCenter/?fref=ts  Transportation: http://www.egged.co.il/Article-786-Rav-Kav-Card.aspx, https://www.touristisrael.com/rav-kav-using-the-bus-in-israel/25702/ Physicians for Human Rights (Israel): Free medical clinic, advice and representation in matters of health rights and health insurance. Clinic hours Sunday, Tuesday, Wednesday 15:00-22:00, 4 Barch Sapir St., Yafo, Tel. 03-513-3120 Nafilco facebook page ‎דף מידע למעסיק של עובד/ת סיעוד ‎אתה המעסיק של העובד/ת, על כל המשתמע מכך מבחינת הדין הישראלי. אתה המעסיק של העובד גם אם אתה זכאי ‎לגמלת סיעוד וחלק מהשעות של העובדת משולמות על ידי חברת סיעוד. ‎כדאי לדעת שיש אפשרות להעסקה ישירה בלי מעורבות של חברת הסיעוד, ללמוד את ההבדלים בין שתי שיטות ההעסקה והמשמעות הכלכלית והאחריות הנובעת מכל אחת מהן, כדי להחליט באיזו שיטה לבחור. ‎החוק הישראלי קובע את מינימום השכר והזכויות שחובה לשלם לעובד. זה לא אומר שהעובד לא יכול לבקש יותר – השכר והתנאים שנקבעים (כל עוד הם לפחות המינימום שקובע החוק) הם בסופו של דבר עניין של מו"מ בין העובד למעסיק. ‎המסמך יציין את עיקרי הזכויות והחובות בתור מעסיק של עובד סיעוד זר, אבל הוא לא ממצה אותן. בנוסף הדין משתנה ומתפתח כל הזמן – מומלץ להיעזר באתר "כל זכות", וכן לפנות לממונה על זכויות עובדים זרים במשרד העבודה בכל שאלה וככל שחולף זמן רב מאז קבלת דף המידע. ‎תחילת יחסי העבודה: ‎שכר מינימום למשרה מלאה הוא 5,300 ₪ בחודש, 212 ₪ ליום עבודה ו- 29.12 ₪ לשעת עבודה. אין חובה להנפיק תלוש שכר אבל מומלץ לכתוב בכל חודש את הסכומים ששולמו על דף בשפה מובנת לעובד ולהחתימו על הסכומים שקיבל. ‎ניכויים מותרים מהשכר: ‎תשלום עבור ביטוח בריאות (שחובה להסדיר לעובד) בגובה מחצית עלות הביטוח ועד 136.24 ₪ בחודש. ‎הוצאות נלוות למגורים בגובה 80.23 ₪ בחודש. ‎הוצאות על דיור לפי הטבלה הבאה: ‎מקום מגורים ‎ירושלים ‎תל אביב ‎חיפה ‎מרכז ‎דרום ‎צפון ‎דירה בבעלות 209 287.65 158.45 158.45 140.86 129.6 ‎דירה בשכירות 418 575.31 316.90 316.90 281.72 259.21 ‎שימו לב: יש ליידע את העובד עם תחילת עבודתו על הכוונה לבצע ניכויים מהשכר, ואי אפשר לנכות רטרואקטיבית. ‎דמי כלכלה: עד 10% משכר המינימום. "דמי כיס" הוא סכום שנהוג (ולא חובה) לשלם לעובדת כמקדמה במזומן על חשבון השכר, לצורך הוצאות בסוף השבוע. בד"כ מדובר על 100 ₪ לשבוע. ‎מועד תשלום השכר: עד ה- 9 לחודש. התשלום הוא עבור החודש שהסתיים. ‎שעות עבודה: החוק הישראלי הרגיל המגביל את שעות העבודה לא חל לגבי עובדי סיעוד. יחד עם זאת, חשוב לאפשר לעובד/ת מנוחה מספקת בלילה ובמהלך היום על מנת לוודא טיפול הולם ביקיריכם. ‎העובד זכאי למנוחה שבועית של 25 שעות לפחות ויש לאפשר להם לקחת את יום המנוחה. זכות העובד לבחור את יום המנוחה השבועי לפי דתו (שישי/שבת/ראשון). אם העובד מעוניין לעבוד ביום המנוחה והמעסיק מסכים לכך, יש לשלם לעובד על עבודתו שכר נוסף על המשכורת החודשית. יש מחלוקת בפסיקה לגבי שווי יום העבודה ביום מנוחה – 318 או 361 ₪. ‎חגים: עובד זכאי ל- 9 ימי חג בשנה אותם יבחר במועד תחילת העבודה, לפי דתו. המשמעות של יום חג היא שהעובד זכאי לחופש של 25 שעות, שלא מנוכה מימי החופשה השנתיים שלו, ועדיין לקבל את שכרו הרגיל. אם העובד מסכים לעבוד ביום החג שלו, הוא זכאי לשכר כמו על עבודה ביום מנוחה שבועי. ‎בירורים ותיאומים חשובים במועד תחילת עבודה: ‎וודאו כי המגורים המסופקים לעובד תואמים את הוראות החוק וכוללים: שטח לינה של 4 מ"ר לפחות, כלי מיטה, ארון בגדים, או תא נפרד בארון בגדים, עם מנגנון נעילה, הסקה חשמלית ואוורור, כלי אוכל, מקרר, שירותים ומקלחת, במרחק סביר, עם גישה נוחה ומהירה, מכונת כביסה במבנה, תאורה חשמלית נאותה, אמצעי כיבוי שריפות. אין חובה לספק חדר נפרד, אך מומלץ לעשות זאת כדי לאפשר לעובד פרטיות ‎מתי היא מתכוונת לקחת את חופשת המולדת שלה, ואם עדיין לא יודעת, לבקש שתודיע על כך בהקדם האפשרי מכיוון שלפי חוק העובד צריך לתאם עם מעסיקו את מועד החופשה השנתית שלו. ‎בהעסקה במקביל לחברת סיעוד (כלומר כאשר המטופל זכאי לגמלת סיעוד ובוחר בהסדר בו חברת סיעוד מעסיקה את העובד הזר בחלק מהמשרה והמטופל מעסיק בחלק הנותר של המשרה), דאגו לדעת מה חלקכם בהעסקה, בהתאם לטבלה הבאה: ‎גמלת סיעוד ‎רמה 1 ‎רמה 2 ‎רמה 3 ‎רמה 4 ‎רמה 5 ‎רמה 6 ‎חברת הסיעוד 13% (5.5 ש"ש) 23% (10 ש"ש) 29% (12 ש"ש) 38% (16 ש"ש) 46% (19 ש"ש) 58% (24 ש"ש) ‎המטופל 87% 77% 71% 62% 54% 42% ‎מטופלים הזכאים ל- 9 שעות סיעוד מהקרן לרווחת ניצולי שואה יוסיפו אותן לחלק המשרה של חברת הסיעוד. ‎החלוקה היא בשכר החודשי, בדמי ההבראה, בימי המחלה, בתשלום על חופשה שנתית, פנסיה, פיצויי הפיטורים והודעה מוקדמת. ‎עבודה בשבת ובחג – כולם באופן מלא על חשבון המעסיק מכיוון שגמלת הסיעוד לא מממנת זאת. ‎שימו לב: על המטופל לשלם את חלקו בכל רכיבי השכר לפי חלק המשרה המשויך לו ללא קשר לסכום ששילמה חברת הסיעוד. לפעמים חברות הסיעוד משלמות סכומים מעבר לקבוע בחוק מכיוון שהן כוללות בשכר החודשי סכומים נוספים, למשל דמי הבראה או חופשה שנתית. כתוצאה מכך, השכר החודשי שהן משלמות עשוי להיות גבוה מחלקן במשרה של העובד, ולכן חשוב שהמטופל לא יקטין את חלקו בתשלום השכר והזכויות אלא להמשיך לשלם לפי החלק שלו במשרה. ‎מהלך ההתקשרות ‎הפרשות לפנסיה ועל חשבון פיצויי פיטורים: לאחר חצי שנה 12.5% מהשכר. את הכספים יש להעביר לפיקדון שהעובד יוכל לפדות בסיום עבודתו. העובד זכאי לקבל את כל הסכום בסיום עבודתו, גם אם המעסיק לא הפריש הכל בפועל, וגם אם העובד התפטר. ‎דמי הבראה: פעם בשנה, כל שנה, והחל מסיום שנת העבודה הראשונה. שווי יום הבראה הוא 378 ₪, וכמות הימים נקבעת לפי וותק העובד, בהתאם לטבלה הבאה: ‎אחרי שנה ‎שנה שנייה ושלישית ‎שנה רביעית עד עשירית ‎שנה 11 עד 15 ‎שנה 16-19 ‎שנה 20 ואילך 5 ימים = 1890 ₪ 6 ימים = 2268 ₪ 7 ימים = 2646 ₪ 8 ימים = 3024 9 ימים = 3402 ₪ 10 ימים = 3780 ₪ ‎חופשה שנתית: זכאות לפי הטבלה להלן. את ימי החופשה ניתן לתת בשתי דרכים - או לאפשר לעובד לצאת לחופש ולקבל שכר כרגיל, או לשלם לו את ימי החופשה שלא ניצל בסיום עבודתו (=פדיון ימי חופשה). בכל מקרה העובד חייב לנצל 7 ימי חופשה בשנה, ורק את היתר יכול לצבור לשנה הבאה. אם לא מנצל אותם ניתן (אך לא חובה) למחוק לו אותם מרשימת ימי החופשה. בכל מקרה, ולמרות שחברות הסיעוד לפעמים עושות זאת, אסור לשלם פדיון ימי חופשה לפני שמסתיימים יחסי העבודה. ‎ימי מחלה: עובד צובר יום וחצי של מחלה בחודש, עד למקסימום של 90 ימים. עובד שיציג אישור רפואי למחלה זכאי לתשלום שכר עבור ימי המחלה החל מהיום השני למחלה, עליו יקבל 50% מהשכר, כך גם ביום השלישי, ושכר מלא החל מהיום הרביעי. ‎שעות נוספות: העובדים אינם זכאים לשעות נוספות, אלא אם ליווי את המטופל בעת אשפוז בבית חולים, אז הם זכאים ל- 36.4 ₪ על השעתיים הראשונות שמעל 8 שעות עבודה יומיות, ו- 43.7 ₪ לשעה עבור השעה ה- 11 ומעלה. ‎הוצאות נסיעה: במידה והעובד מתבקש לנסוע במסגרת העבודה, למשל אם המטופל מאושפז בבית חולים. ‎דמי השמה ודמי שירות ומה מקבלים עבורם: אפשר לקחת מהפייסבוק שלנו. ‎סיום התקשרות ‎הודעה מוקדמת לפיטורים/התפטרות: אפשר לקחת מקו לעובד – אבל להדגיש שניתן לנכות משכרו האחרון של עובד שלא נתן הודעה מוקדמת כדין את ימי העבודה הללו. ‎השלמת פיצויי פיטורים: אפשר לקחת מקו לעובד. ‎פטירת מעסיק: איסור לעבוד עבור בני הבית, תשלום הודעה מוקדמת גם אם מצאה עבודה אחרת. ‎פיקדון: אפשר לקחת מקו לעובד אבל לדעתי פחות רלבנטי. ‎להפנות לקו לעובד לגמר חשבון? ‎סוגיות מיוחדות: ‎אשפוז המטופל: חוזר לחול חוק שעות עבודה ומנוחה, צריך לשלם נסיעות, לאחר 30 ימים מאבדים היתר . ‎חופשת מולדת: יש זכויות שלא חייבים לשלם, תיאום מראש של מועד החופשה, מציאת מחליף ‎הריון ולידה: אפשר לקחת מקו לעובד אבל הייתי הופכת את הסדר. קודם להרגיע, אח"כ שאסור לפטר. ולהוסיף אולי שעל הלשכה לסייע במציאת עובדת מחליפה אבל צריך לאפשר לעובדת לחזור אם תהיה מעוניינת בכך. ‎הטרדה ותקיפה מינית: אפשר לקחת מקו לעובד ובמקום הסוף על אפשרות של העובד לפנות לקו לעובד, לכתוב שזו גם עבירה פלילית וגם אזרחית – כלומר עשויה להקים לעובדת זכות לפיצוי כספי גדול מהמעסיק. ‎דמי תיווך: אפשר לקחת מקו לעובד אבל לא הכרחי בנסיבות ‎החזקת דרכון: אפשר לקחת מקו לעובד ‎זמן התארגנות בין מעסיקים: אפשר לקחת מקו לעובד- אבל הייתי מוותרת אם אין מקום 66 LIVED EXPERIENCES OF FILIPINO CAREGIVERS IN ISRAEL