foreign workers rights 2013 israel

7/22/2019 Foreign Workers Rights 2013 Israel

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Population and Immigration

Authority

State of Israel

FOREIGNWORKERS

RIGHTS

HANDBOOK

www.piba.gov.ilNational Service and Information Center *3450


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Introduction

This handbook presents some of the employmentand visa rights and obligations of foreignworkers in Israel. This summary is provided

for general informational purposes only, and is nota substitute for the wording of the relevant laws,regulations, procedures, permits, licenses and/or

and extension orders that are binding.

The conditions and obligations relating to visasand residence permits in Israel as set out in thishandbook are the conditions that are generallyapplicable to foreign workers. Nevertheless, thevarious conditions or obligations contained hereinmay apply to foreign workers in specic sectorsor in special circumstances, and in such cases themore stringent conditions will apply rather thanthose mentioned here.

The employment conditions described in thishandbook are minimum conditions. If the employerand the employee agree to better employmentconditions on a particular matter, or if betterconditions are given in a collective agreement orextension order which applies to the employeesworkplace, the better conditions will apply to thatworker instead of those set out below.

In general, a foreign worker in Israel is entitled to thesame working conditions as an Israeli employee. In

addition to these basic rights, employers must giveforeign workers a written employment contract,private health insurance and proper housing.

The sums in this handbook are updated from timeto time. This handbook reects the state of the lawin Israel as of January 1, 2013.

FOREIGN WORKERS RIGHTS

HANDBOOK

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Contents:

For the readers convenience, this handbook has been written in the masculine form, butall the information applies to both men and women equally. The words worker andemployee are used interchangeably.

Legal Employment ...................................... 4

Work Licenses and Permits (B/1 Visa) .......... 5

Permitted Sectors ........................................ 7

Withholding of Passport .............................. 7

Health Insurance ........................................ 8

Social Security ............................................ 8

Housing...................................................... 9

Written Employment Contract ..................... 9

Salary and its Components .......................... 9

Deductions from Salary .............................. 11

Weekly Day of Rest and Leave .................... 13

Ending Work Relations ................................ 14

Filing Complaints ........................................ 15Sexual Harassment ..................................... 15

Slavery and Human Trafcking.................... 15

General Information ................................... 16

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Foreign workers wishing to leave or changeemployers do not need permission from theircurrent employer. Nonetheless, workers mustgive advance notice to their current employers,and they must notify PIBA through theirregistered recruitment agency or manpowercompany of the change.

Unemployed foreign workers have up to 90days from the date they leave their formeremployment to nd and register for alternateemployment with a licensed employer inthe sector indicated in the workers workvisa. If the worker does not register for legalemployment within 90 days, he must leaveIsrael; if he fails to do so, he may be subjectto detention and deportation.

Special Rules for the CaregivingSector

Obligation of prior written notice

A foreign caregiver must give prior writtennotice to the private recruitment agency inwhich he is registered as well as to the invalidemployer (or the employers representative)before leaving his current place of employment.

The minimum prior notice that a foreigncaregiver must give to his employer is as follows:

a. If the caregiver was employed by invalidemployer for a period of at least 7 days, and

up to 3 months prior notice of 7 days.b. If the caregiver was employed for a period

of 3-6 months prior notice of 14 days.

c. If the caregiver was employed for a periodof 7 months to one year prior notice of21 days.

d. After the rst year of employment at leastone months prior notice must be given bythe caregiver.

LegalEmployment

According to the relevant laws and proceduresonly employers who hold valid employmentpermits from the Population and ImmigrationAuthority in the Ministry of the Interior

(hereinafter: PIBA) may employ foreign workers,and only foreign workers with valid workpermits and B/1 visas (hereinafter: work visas)for the relevant sector may be employed bythese licensed employers.

Licensed employers of foreign workers mustregister their employment of the foreignworker according to the PIBA proceduresfor the relevant sector before beginning theemployment.

Foreign workers must be employed in a fulltime position by their legal employer. Part timeemployment of a foreign worker is prohibited.

Foreign workers may only work for their currentregistered and licensed employer. They maynot work for another employer, even duringbreaks from work, on holidays, rest days orafter regular working hours. A foreign workerfound working for an employer other than hiscurrently registered employer may be deported.

An employer found illegally employing aforeign worker may be ned or have criminalcharges led against him.

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A foreign caregiver who leaves his invalidemployer without giving prior written noticeas above, or who leaves the employmentbefore the end of the minimum noticationperiod, may be liable for deportation fromIsrael without a hearing.

Nonetheless, the obligation to give prior noticewill not apply in special circumstances inwhich the employee shall not be required towork during the prior notice period.

Additional Information:

For details concerning the method of employmentof foreign caregivers, the requirements concerningregistration by licensed recruitment agenciesand other special conditions and limitations,as well as information concerning registrationin the unemployed foreign caregiver database,please see the www.piba.gov.il website.

Please note: Foreign caregivers are required

to reside in the homes of their elderly orhandicapped employers. Employment of aforeign caregiver without an arrangement tolive in the employers home, or in a part timeposition, are prohibited.

Special rules for constructionworkers:

Notwithstanding the above, foreign workersemployed in the construction industry may

only change employers quarterly, on January1st, April 1st, July 1st and October 1st of eachyear, after giving legal advance notice to theiremployers. If the worker wishes to changeemployers between quarters, in cases in whichhis current employer has violated his rights,he may request permission to do so from theForeign Workers Rights Ombudsman in theForeign Workers Department of the Ministry ofEconomics at: 03-7347230, fax: 03-7347269or 050-6240546. Details of other special

procedures relating to foreign constructionworkers can be found at the Ombudsmanswebsite at www.moital.gov.il.

WorkLicensesand Permits(B/1 Visa)

As set out in Israeli law, foreignworkers are permitted to workin Israel for a temporary periodonly, after which they mustleave the country promptly orbe subject to detention anddeportation.

Visas for work in Israel (B/1) are issued by IsraeliConsulates abroad, as per requests received byPIBA from eligible licensed employers usingthe services of authorized Israeli recruitmentagencies or as set out in bilateral agreements,subject to the relevant procedures, checks andapprovals of PIBA.

Anyone entering Israel on a visa other thanB/1 visa, such as a tourist or student visa, willnot be allowed to exchange his visa for a workvisa or permit after entering Israel.

The length of each B/1 work visa issued by PIBAto foreign workers is limited to a maximumperiod of one year at a time.

Thus, even when the employers work permit isvalid for a longer period, the foreign workersB/1 visa will be issued for no more than oneyear at a time.

Extension of the B/1 work visa is subject to thelaws and to PIBA procedures and discretion.With the exception of foreign caregivers whoare subject to different rules (see below),

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the visa will not be extended for additionalperiods once 63 months have passed fromthe date of the workers rst entry into Israel.

Please note that the maximum permitted workperiod in Israel may be shorter for certaintypes of workers, such as seasonal workers,project-related workers and workers arrivingunder special agreements, and in these casesthe shorter work period will be in accordancewith the circumstances of the workers arrivaland the relevant PIBA procedures.

A foreign worker may also be liable fordeportation from Israel for reasons includingabuse or violation of Israeli laws and/orprocedures that pertain to him, such as makingfalse claims in his visa application, provingunqualied to work in the sector for whichhe arrived in Israel, or if he has rst degreerelatives (other than siblings) in Israel.

PIBA procedures allow foreign workers in thecaregiving and agricultural elds who have

completed their maximum legal periods ofwork in Israel, to remain in the country for60 additional days, counted from the end of

their last day of employment. The purpose ofthis additional period is to allow the workerto complete his preparations for leaving Israel.

Concerning foreign construction workers, thepermitted additional period of stay in Israel,after completion of the legal work period, isonly 30 days, as these workers receive sumsdeposited by their employers on account ofemployment benets directly from PIBA at thetime of their departure from Israel, providedthey leave the country within the time periodrequired.

It is important to note that a foreign workeris not permitted to work during the aforesaidadditional period of stay.

A foreign worker in the caregiving eld mustgive prior written notice before leaving workfor an invalid employer.

Only PIBA can issue or extend visas and licenses.

Beware of any parties who promise lengthyemployment periods or criminal elementswho issue forged visas, licenses or passports.

Special visa limitation rules forForeign Caregivers:

Unemployed foreign caregivers:

Notwithstanding the 63 month rule set outabove, unemployed foreign caregivers maynot register with a new employer once 51months have passed from the date of theirarrival in Israel. Therefore, unemployed foreigncaregivers must leave Israel once 51 monthshave passed from their time of arrival.

Employed foreign caregivers:

Under the laws for entering Israel, specialleniency is granted for a foreign caregiverwho has been legally employed by a specichandicapped or elderly employer for at least 12

months immediately prior to the 63 month cap.In such cases, the employer may apply toPIBA to request a special extension of the

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caregivers visa, and must attach a social ormedical opinion as set out in law, stating thatstopping the continued employment of thecurrent foreign caregiver may severely harm the

employer. Subject to approval of the request,PIBA may extend the visa of the foreigncaregiver for additional one year periods at atime, even after 63 months have passed fromhis rst date of entry, as long as he continuesto work for that employer.

A foreign worker with a valid visa and workpermit who wishes to return to Israel after avisit abroad must make sure that before leavingIsrael he receives an inter-visa allowing himto return, as per relevant PIBA procedures.

A foreign caregiver must give prior writtennotice before leaving an invalid employer.

PermittedSectors

A foreign worker receives a visa to work inIsrael in one of the sectors open for employmentof foreign workers, such as: caregiving forthe elderly or the handicapped, agriculture,construction or ethnic cooking. The sectorfor which employment has been approved isstated in the workers visa.

After arriving in Israel to work in one permittedsector, the worker will not be allowed tochange to a different permitted sector. Thus,for example, a worker who arrived in Israel toprovide home health care will not be permittedto change employers in order to work inethnic cooking, and a worker who arrived asan ethnic chef will not be permitted to workin construction or agriculture.

Moreover, a foreign worker is not permittedto work in a type of work that is not permittedaccording to the conditions of his visa, evenduring off hours or on weekends. Working ina type of employment for which the foreignworker came to Israel is a violation of hisvisa conditions.

Beware of recruitment agencies who arrangefor you to enter Israel to work in a trade forwhich you are unsuited, promising thatyou will change jobs once you arrive in thecountry. Such a situation may result in theworkers immediate deportation, as well ascriminal and administrative sanctions againstthe employer and the agency.

Withholding of

PassportUnder Israeli law, every person must carry anofcial identifying document.

Withholding a workers passport against hiswill is a criminal offense. An employee whosepassport is being held against his will by anemployer, manpower company, recruitmentagency or any other person, may le a complaintwith the Israel Police.

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HealthInsurance

Proper health insurance is of the utmostimportance for the foreign worker, for withoutsuch insurance he will not be covered for doctorvisits and hospitalization, which can be veryexpensive. Any person needing emergency

medical care will receive it in Israeli hospitalsunconditionally, but he will be billed for theexpenses if he lacks proper insurance.

Employers of foreign workers are obligated toprovide foreign workers with private medicalinsurance throughout the entire employmentperiod. The employer must give the employee asummary of the insurance policy in a languagehe understands. If the insurance company refusesto cover certain conditions or procedures, the

foreign worker can appeal this decision. Inmany cases this appeal must be led within21 days of receiving notice of the companysrefusal. The foreign worker may apply to theNGOs listed at the end of this brochure forassistance in this matter.

Social SecurityThe National Insurance Institute (in Hebrew,Bituach Leumi) provides foreign workers withinsurance in case of work injuries or maternity,as well as compensation for unpaid wagesand severance pay in cases of liquidation orbankruptcy of the employer.

The private health insurance mentioned abovecovers only non-work-related injuries. Anemployee who is injured on the job must le aclaim with the National Insurance Institute toreceive medical treatment and compensation.

It is important for a foreign worker to ask hisemployer for the number of the le openedin his name with the National InsuranceInstitute, as this number will be necessaryin case of hospitalization or claims resulting

from work-related injuries.There may be differences in the permitted wagedeductions for National Insurance coverage offoreign workers who are citizens of countriesthat have signed social security treaties withIsrael. For information, please contact theNational Insurance Institute.

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the employment begins and thelength of the employment, the normalworking hours and weeklyrest day; details of paidleave, including vacation,festive occasions andsick days; and detailsof health insuranceand hous ingprovided by

the employer.The contractmust alsoincludecontactinformationconcerningling of complaints with the Foreign WorkersRights Ombudsman in the Foreign WorkersDepartment of the Ministry of Economics.

Salary and itsComponents

A worker employed in Israel is entitled to theminimum wage for his work.

In addition to this minimum wage, which isupdated from time to time, further monthly

sums are paid for overtime work hours andtravel allowance.

Once a year every worker is entitled to receivean additional sum known as recuperationpay which is calculated in accordance withhis seniority at his work place.

Salary of foreign workers must be paid bydeposit to a bank account in the name of theforeign worker only. Nonetheless, if the workeragrees, and if this condition is set out in theemployment contract, collective agreementor is customary in his workplace, a portion

HousingAn employer must provide a foreign workerwith suitable housing throughout the entireperiod of the workers employment and for aminimum of 7 days after the employment hasended. Such housing must meet the conditionsset forth in the relevant regulations and shouldinclude the following:

At least 4 square meters sleeping space perworker; no more than 6 workers in one room;personal cupboards and bedding for eachworker; heating and ventilation, reasonablelighting and electric outlets in each room;hot and cold water in the bathroom, kitchenand showers; sinks, kitchen counters andcupboards; burners, a refrigerator, table andchairs; a washing machine for 6 workers, anda re extinguisher. There must be reasonable

access to the living quarters as well as tobathrooms.

WrittenEmploymentContract

An employer is required to give his foreignemployee a signed employment contract ina language which he understands, setting outthe details of his employment.

The employment contract must includethe following information: the identities ofthe employer and the employee; the jobdescription; details of the salary conditionsand its components; linkage terms, payment

dates, details of any deductions from thesalary, details of the parties contributionstowards social benets, the date on which

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of the salary may be paid in the value of foodand drink (not including intoxicating liquors)provided by the employer for consumptionin the workplace. The value assigned to suchfood and drink may not be more their ordinarymarket value.

Following are details of these payments:

a. Minimum wage The monthly minimumwage for an employee working a full time

job (a maximum of 186 hours per month)is NIS 4,300. The minimum wage per hourof work is NIS 23.12.

It is emphasized that concerning foreignworkers in sectors or workplaces in whichwages higher than minimum wage applyas set out in a Collective Agreement, thehigher wages and better work conditions willapply as per the Agreement. It is advisablefor the worker to keep a written record

of his daily working hours and holidays.b. Payment for overtime working hours An

employee who works 6 days a week isentitled to additional payment, above theminimum wage, if he works more than 8hours a day; an employee who works 5 daysa week is entitled to additional payment

for every working hour over 9 hoursa day.

For each of the rst two overtime

working hours per day, the employeeis entitled to payment at the rate of125% of his regular hourly rate.For each additional working hour,the employee is entitled to paymentat the rate of 150% of his normalhourly rate. As per relevant caselaw, the above rules concerningovertime pay do not apply to acaregiver who lives in the home ofhis invalid employer.

c. Travel allowance In addition to his salary,an employee who needs transportation toarrive at his place of work is entitled to atravel allowance from his employer for thisexpense. The sum to be reimbursed is upto either a maximum of 25.20 NIS per day,or the cost of a pre-paid bus pass or ticket,whichever costs less. An employee who livesat his workplace, or an employee whoseemployer drives him to work at his own

expense, is not entitled to this allowance.d. Recuperation pay An employee who has

completed at least one year of employmentis entitled once a year to a sum knownas recuperation pay (in Hebrew, dmaihavraah) from his employer. This sumis gured at the rate of 371 NIS per day,multiplied by 5 or more days, according tothe number of years the worker has beenat his place of employment, as follows:

For the rst year of employment 5 days

For the second and third years ofemployment 6 days

For the fourth to tenth year of employment 7 days.

Recuperation pay is paid once a year,between the months of June and September.

e. Payday An employee who is employedon a monthly basis is entitled to receivehis salary by the 9th of the month, for theprevious month.

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Deductionsfrom Salary

An employer may deduct the following sumsfrom the salary of a foreign worker:

a. Payments required by law (income tax andnational insurance).

b. Deductions for housing and related expenses,but no more than the limit set out in theregulations (see details below).

c. Deductions to cover private medicalinsurance payments (up to the limit set outin the regulations, but no more than NIS122.39 per month).

d. Sums on account of debts owed by theemployee to the employer, if the employee

has agreed in writing to such deductions. Feesand taxes imposed by law on employers offoreign workers may not be deducted fromthe workers salary under any circumstances.

No other sums may be deducted from theworkers salary.

The maximum permitted monthly deductionfor health insurance, suitable housing andrelated expenses, and debts owed to theemployer, is 25% of the employees salary.

It must be emphasized that this is not anautomatic deduction and the employer mayonly deduct actual expenses. Thus, when thepermitted deductions add up to less than 25%of the salary, the employer may not deduct theentire 25%. In addition,in cases where theactual permitted deductions exceed 25%,an employer is not entitled to deduct morethan 25% monthly. An exception is madeconcerning the nal month of employment inwhich all permitted expenses may be deducted.

An employer who employs a foreign workerin his business must give his employee, eachmonth, an itemized salary slip setting out thesalary, its components and all deductions fromthe salary as set forth in the law.

Following are details of the above alloweddeductions:

Income Tax Income tax payments are deductedfrom the employees salary by the employer andtransferred to the tax authorities. An employer

is not entitled to deduct from the foreignworkers salary any levies or fees imposed onemployers of foreign workers, and these sumsmust be paid by the employer to the authoritiesirrespective of the workers salary.

National Insurance(in Hebrew, BituachLeumi) For the purpose of this insurance, anemployer may deduct 0.04% of the rst NIS5,297 of a foreign workers salary, and 0.87%of every shekel of his salary over NIS 5,297.The sums deducted must be transferred by theemployer to the National Insurance Institute.

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Additional rules and deductions may apply toforeign workers who are citizens of countriesthat have signed social security treaties withIsrael. For additional information, pleasecontact the National Insurance Institute at

*6050 of 04-8812345, or on the Internet atwww.btl.gov.il.

Deduction from the salary for healthinsurance:

The health insurance must be paid for by theemployer, and the employer may deduct apart of the expense from the foreign workerssalary up to the maximum sums set out below:

For an employee who works in nursing careup to half of the amount that the employer paidfor the insurance, or NIS 122.39, whicheveris lower.

For an employee working in any other capacity a maximum of one-third of the amount paidby the employer for the insurance, and nomore than NIS122.39, whichever is lower.

Deduction from salary for housingexpenses:

When the residence supplied to the workeris not owned by the employer, the employermay deduct from the workers salary sums forhousing in accordance with the area of thecountry in which the employee lives, as setout in the following table:

Amount of monthly deduction (inNIS) by Area of Residence:

Jerusalem 380.18

Tel-Aviv 432.61

Haifa 288.45

Center 288.45

South 256.41

North 235.94

Important: If the residence is owned by theemployer, the maximum deduction permittedis only half of the sums set out above.

Related expenses:

An employer may deduct a monthly sum fromthe foreign workers salary for the use of waterand electricity, and for property tax, as follows:

A foreign caregiver NIS 92.77.

Any other foreign worker NIS 63.90.

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Weekly Day ofRest and Leave

Weekly rest period Under the Hours ofWork and Rest Law 1951, foreign workersare entitled to a weekly rest period of at least36 hours, which must include either Friday,

Saturday or Sunday, in accordance with theworkers religion.

As per relevant case law, the above 36 hourrule may not apply to live-in caregivers, whomust nonetheless receive a weekly day of rest.

Paid vacation Every worker is entitled tothe following number of paid vacation dayseach year:

For each of the rst 4 years of employment 14 days a year.

For the fth year 16 days a year.

For the sixth year 18 days a year.

For the seventh year 21 days a year.

The number of vacation days set out above,are calendar days, which include weekends,and not work days. Thus, in the rst year,a person who works 5 days a week wouldreceive 10 working days of paid leave inpractice, and someone who works 6 days aweek would receive 12 working days of leavein practice. The same rule also applies to thesubsequent years.

The vacation should be given at the end of theyear of employment to which it relates, or in thecourse of the following year of employment,where agreed between the employee andthe employer.

Religious holidays All foreign workersemployed on a monthly basis are entitled topayment for up to 9 religious holidays a year,when the said holidays do not fall during theweekly rest period.

The holidays can be those of the workersreligion, or the Jewish holidays, as the employeechooses.

Sick pay An employee is entitled to sick payaccording to the length of his employment (aday and a half for each month he has worked),up to a total of 90 days, upon presenting adoctors note stating that the worker was absentfrom work due to illness.

The employee is not entitled to payment for

the rst day of his illness. For the second andthird days of his illness, the employer must paythe employee 50% of his regular salary, andfrom the fourth day and onwards his regularsalary- up to the maximum period.

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Ending WorkRelations

Advance notice:

A worker employed on a monthly basis, wholeaves his place of work, must give prior noticeto his employer as follows:

In the rst 6 months of employment oneday for each month worked.

From the seventh month of his employmentuntil the end of the eleventh month 6days plus an extra two and a half days foreach additional month of work.

After one year of employment - one month.

An employer who wishes to dismiss aworker must similarly give prior notice,whose length is as set out above.

An employee or employer who does notgive prior notice must pay the other partycompensation amounting to the regularsalary that would have been paid to theemployee during that period.

Abandonment of a helpless or incapacitatedperson is a criminal offense and maylead to prosecution and/ or deportation.

Notwithstanding the above, in

the caregiving sector, the foreigncaregiver may not leave his employerbefore the end of a longer prior

notice period, except in specialcircumstances in which it is

unreasonable to requirecontinued employment.

Severance Pay (in Hebrew, pitzuyeipiturim):

An employee who is dismissed after working forone employer, or in one place of employment,for a period of one year or more, is entitled toseverance pay (pitzuyei piturim). The rate ofseverance pay is one months wage for eachyear of employment with the employer or inthe work place. A worker whose employment

is stopped after one year of employmentas a result the death or bankruptcy of hisemployer or, in the case of a corporation,on account of its liquidation is entitled toseverance pay as if he had been dismissed. Ageneral extension order concerning pensionsobligates all Israeli employers. For information,please contact the Ministry of the Economy atwww.moital.gov.il.

Special rules concerning severance pay applyto foreign construction workers employed byLicensed Manpower Companies. For theseworkers, a monthly sum is deposited by theemployer to a special fund supervised by PIBA,and workers who leave Israel permanentlyapply to PIBA to receive the sums saved forthem either at the airport when leaving Israelor via a bank transfer abroad after they leave.Workers who illegally overstay their permittedvisa period forfeit a portion of the sum collectedmonthly, and after a 6 month illegal overstaythey forfeit the entire sum.

Details of these rules are set out in the specialconstruction workers rights booklet publishedby the Foreign Workers Rights Ombudsmanin the Foreign Workers Department of theMinistry of Economics at www.moital.gov.il

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SexualHarassment

An employer or other person who sexuallyharasses an employee is committing a criminaloffense. If you encounter any type of sexualharassment, you can le a complaint with

the police. For emotional support, you cancontact the emergency phone number ofthe Center for Support of Victims of SexualAssault at : *1202.

Slavery andHumanTrafcking

If you are employed in extremely harshconditions, or if you were denied basicfreedoms or basic human conditions, you maybe a victim of the serious crime of slavery orhuman trafcking.

Victims of such crimes are eligible for free legalassistance from the Legal Aid Department ofthe Ministry of Justice.

For information please contact the Department:

Tel: 03-6932743Fax: 03-6932755Address: 4 Henrietta Szold St., Tel Aviv.

FilingComplaints

An employer who has not paid his foreignworker the minimum wage, or who has deductedfrom the workers salary sums beyond thosewhich are permitted, or who has not fullled

his obligations set forth in an employmentcontract concerning housing, health insurance,detailed salary slip or prior notice of dismissal,has committed an administrative offenseand can be ned NIS 5,000 or more for eachviolation. In serious cases, criminal chargescan be led against such an employer.

A worker whose employer has not fullled theabove obligations, or who has a complaintconcerning breach of other employmentconditions set out in law, can le the complaint

with the Labor Laws Enforcement Divisionof the Ministry of Economics by calling1-800-800-126.

In addition, workers can le a complaint withthe Foreign Workers Rights Ombudsman in theForeign Workers Department of the Ministryof Economics: 03-7347230, 050-6240546,fax: 03-7347269

The law prohibits an employer from dismissingan employee or reducing his salary or termsof employment due to any complaint orclaim led by the employee, or for assistinganother employee, in good faith, to le such acomplaint or claim. An employer who behavesin this manner towards his foreign worker hasperformed a criminal offense for which he canbe indicted, as described above.

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Hours:

Sunday: 9:00-15:00 for caregivers

Monday: 13:00-17:00 for caregivers

16:00-18:00 for constructionworkers (in Chinese)

Tuesday: 12:00-18:00 asylum seekers(by appointment)

Wednesday: 10:00-14:00 agricultural workersincluding from Thailand

14:00-17:00 for Israelis

Thursday: 11:30-16:00 work immigrants(private house cleaners only)

10:00-14:00 assistance withBituach Leumi (pregnancy,birth, work accidents)

Kav LaOved in Haifa:18 Herzl St. (Beit Hakranot), 2nd oor, room

224, Haifa 33121Tel: 04-8643350,Fax: 04-8644238

GeneralInformation

Emergency Phone Numbers

Police: 100

Ambulance: 101Fire Department: 102

For general information, advice and legalaid for foreign workers, you may contact thefollowing non-governmental workers rightsorganizations:

Kav LaOved (Workers Hotline)

75 Nahalat Binyamin St., 4th oor, Tel Aviv.Tel: 03-6883766.www.kavlaoved.org.il

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Hotline for Migrant Workers

75 Nahalat Binyamin, Tel AvivTel: 03-5602530 Fax: 03-5605175www.hotline.org.il

Hours:

Sunday: 9:00-12:00, 14:00-17:00Monday: 14:00-18:00Tuesday: 9:00-13:00Wednesday: 14:00-18:00Thursday: 9:00-13:00

Physicians for Human Rights (Israel)

4 Baruch Sapir St., Ground oor, Tel AvivTel: 03-5133120Fax: 03-6873029www.phr.org.il

General/family doctor Sun., Tues., Thurs.,16:00Specialists (gynecology, orthopedics,psychiatry and more) by appointmentPediatrician Friday, 9:00

Additional Information

You can also contact your Embassy in Israel -for information see Foreign Ministry Website:www.mfa.gov.il.

National Insurance Institute (Bituach Leumi)Information Center:*6050, 04-8812345www.btl.gov.il

Population and Immigration AuthorityNational service and informationcenter: *3450www.piba.gov.il

All Rights Reserved

The information containedin this Handbook is updatedfrom time to time. Consultthe updated English versionthat may be found on the

PIBA web site.

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