Sustainable Development Goals

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Commitment against Forced Labor, Modern Slavery, and Child Labor

Since its inception, the University has adopted a strict and unwavering policy in terms of protecting human rights and applying ethical labor. The institutional policy binds us, under any circumstance, that forced labor, modern slavery, human trafficking, and child labor will not be tolerated. We conduct business activities in compliance with the Lebanese labor laws and apply the most stringent standards possible to avoid violation of human rights in any form, direct or indirect, via partnerships or supply chains.

In fact, in addition to the Lebanese Labor Law, our existing Discrimination, Harassment, and Sexual Misconduct Prevention Policy, together with its thorough reporting system, plays an active role in effective prevention of forced labor, modern slavery, human trafficking, and child labor. The following describes how these policies have a real effect on actual facts:

1. Prevention of Exploitation and Abuse

That means all forms of exploitation, including forced labor and human trafficking, are not tolerated. By doing so, the University is setting a zero-tolerance level to ensure that any behavior resembling modern slavery or child labor shall not be condoned. This helps in setting an environment where exploitation cannot take hold or go unnoticed.

2. Empowerment of Reporting and Response

The system shall be easily accessible and responsive for students, staff, and faculty in reporting suspicion or actual cases of harassment, abuse, or coercion. This shall include concerns about labor exploitation or trafficking. The university addresses each report with seriousness and investigates it promptly. Further, remedial action is taken to protect individuals from such practices. Such a proactive and supportive approach identifies and eliminates risks pertaining to forced labor and trafficking before they spiral out.

Besides that, the system allows for anonymous reporting, something that is very important to some individuals who might even feel vulnerable or afraid of coming forward. That is why this feature caters even for those at risk of coercion or exploitation to have an avenue for reporting safely without any consequence or fear of retaliation.

3. Education and Sensitization Activities

The University addresses education and awareness as core aspects in prevention. Training is consistently offered to enable the community to understand the signs of exploitation, as well as their own rights. This empowers the members to be able to identify and act against forced labor or trafficking if met-whether it is within the university or in its expansive activities. Awareness and educational campaigns create a community that is both vigilant and protective of human rights.

4. Institutional Safeguards and Ethical Standards

Apart from policies and reporting, the university has established some institutional safeguards that will ensure all campus environments are free from coercion or labor abuses. This includes periodic audits and reviews to ensure that the standards for ethical labor practices are maintained. To this end, the university will also closely scrutinize partnerships with external parties so that these relationships do not inadvertently contribute to or endorse any form of modern slavery or child labor.

These policies and systems are actively put into practice (see datails bellow), allowing the university to address not only problems of harassment and misconduct but also those related to labour exploitation and human trafficking. The framework will ensure constant vigilance and accountability to help build a safe and ethical university community.

Lebanese Labor Law on Child Labor:

https://www.labor.gov.lb/Temp/Files/574b61dd-1233-4507-9da1-d4a3e3a6129a.pdf

Our policies are compliant with Lebanese Labor Law that prohibit child labor and forced labor. This law set by the Lebanese government details in its articles 21 to 25 and its

appendices 1 and 2 the prohibition of child labor: .

Chapter Two: Employment of Children and Women

(Articles 21–25: On Employment of Children)

Article 21 (Amended by Article 1 of Law No. 536 dated 24/7/1996)

The employment of minors under the age of eighteen is subject to the provisions outlined in this chapter.

Article 22 (Amended by Article 1 of Law No. 536 dated 24/7/1996)

The employment of minors under the age of thirteen is strictly prohibited. Additionally, a minor must not be employed without undergoing a medical examination to confirm their fitness for the tasks they are hired to perform.

Medical certificates are provided free of charge by the Ministry of Public Health and must be renewed annually until the minor reaches the age of eighteen. These certificates may be revoked at any time if it is later determined that the minor is unfit to perform the work for which they were hired.

Article 23 (Amended by Article 1 of Law No. 536 dated 24/7/1996 and later by Article 1 of Law No. 91 dated 14/6/1999)

It is prohibited to employ minors in industrial enterprises or in physically strenuous or health-hazardous jobs, as listed in Schedules No. (1) and (2) attached to this law, until they reach the age of fifteen.

Moreover, minors under the age of sixteen are prohibited from working in jobs that are inherently dangerous or pose risks to life, health, or morals due to the conditions in which they are conducted.

These hazardous jobs are defined by a decree issued by the Council of Ministers upon the recommendation of the Minister of Labor.

The following paragraph was replaced by the amendment of 14/6/1999:

Minors under the age of eighteen may not work more than six hours per day. If the workday exceeds four consecutive hours, it must include at least one hour of rest. Minors are also prohibited from working between 7:00 PM and 7:00 AM.

Minors must be granted a continuous rest period of at least thirteen hours between two work shifts. It is strictly forbidden to require them to work overtime, during daily or weekly rest periods, or during holidays observed by the institution.

Every minor is entitled to an annual leave of twenty-one days with full pay, provided they have been employed by the institution for at least one year. The minor must take at least two-thirds of their leave at once, with the remaining leave taken within the same year.

Article 24

Employers are responsible for verifying the age of children and minors, regardless of their category. Employers must request a nationality identification document from every child before hiring them.

Article 25 (Amended by Article 2 of Law No. 91 dated 14/6/1999)

Institutions established for vocational training may be exempted from the provisions of Articles 22 and 23, provided that the minor is at least twelve years old. Additionally, the institution’s curriculum must specify the type of craft, working hours, and conditions, and it must be approved jointly by the Ministry of Labor and health authorities.

 

Extract from the Lebanese Labor law

 

Discrimination, Harassment and Sexual Misconduct Prevention Policy

The Lebanese American University and all its affiliates (collectively “LAU”) is committed to pursuing excellence in its academic and professional endeavors, as well as believing in the intrinsic value of all individuals. LAU fosters an atmosphere of mutual respect among all members of its community, where each individual is judged solely on criteria related to academic or job performance. LAU is committed to the elimination of all forms of discrimination, harassment and sexual misconduct on its campuses or on any other University controlled area or event.

Fundamental to LAU’s mission is the preservation and encouragement of academic freedom. Promulgating this Policy should by no means be construed as inhibiting free speech, freedom of association, or the free communication of ideas.

POLICY STATEMENT

LAU has a zero tolerance rule for acts of discrimination, harassment, and sexual misconduct. LAU is an equal opportunity employer and does not permit discrimination due to race, color, religion, creed, gender, marital status, national origin, disability, age, sexual orientation, political affiliation, pregnancy, or belief. LAU is committed to a working and learning environment where people can achieve their full potential.

This Policy:

  • Supports an environment where it is clear that discrimination, harassment, and sexual misconduct are unacceptable, thereby reducing the chance that discrimination, harassment, and sexual misconduct will occur in the first instance;
  • Applies to all LAU staff, faculty, and students in connection with their roles, duties, and responsibilities at LAU whether as an employee or a member of the student body;
  • Ensures that all visitors, including but not limited to individuals such as suppliers, service providers and guest speakers are held to LAU’s highest standards of behavior and will be held responsible for any act of discrimination, harassment, and sexual misconduct against a member or members of the LAU community;
  • Provides procedures to notify LAU of potential discrimination, harassment, and sexual misconduct so that LAU may take appropriate action to investigate and address any such prohibited actions; and
  • Prohibits retaliation against persons notifying LAU of such prohibited actions.
  • Disciplinary action may be taken to deal with actions or behavior, intentional or unintentional, which results in a violation of this policy. In general, the procedures for review of complaints and discipline for a violation of this policy are addressed in this policy and other LAU policies relating to employee and student conduct. LAU may publish additional procedures in compliance with relevant laws and regulations.

CONDUCT SUBJECT TO THIS POLICY

DISCRIMINATION

Discrimination is treatment of a person less favorably than other persons based on age, race, color, religion, creed, gender (including pregnancy), sexual orientation, marital status, nationality, disability, political affiliation or any other basis protected by applicable law.

HARASSMENT

Harassment is the making of any unwelcome advances or requests for favors or other conduct when (i) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, a student’s performance, or participation in any campus activity; (ii) submission to or rejection of such conduct by an individual is used as the basis for decisions related to employment, academic performance, or student activities; or (iii) such conduct has the purpose or effect of substantially or unreasonably interfering with an individual’s work, academic performance, or participation in student life by creating an intimidating, hostile, or offensive work or campus environment. Harassment may take physical, verbal, visual, or online forms.

Harassment also includes behavior that demeans, humiliates, or embarrasses a person based on race, national or ethnic origin, color, religion, age, gender, marital status, family status, disability, or sexual orientation, and that a reasonable person should have known would be unwelcome. It includes actions such as touching and pushing, comments such as jokes and name-calling, displays such as posters and cartoons and disrespectful behavior commonly known as ‘personal’ harassment, such as making fun of personal circumstances or appearance, bullying (includes unmerited criticism, isolation, gossip, physical violence or violent gestures, public humiliation, or behavior that is intimidating or demeaning), and stalking.

SEXUAL MISCONDUCT

Sexual misconduct is any form of Sexual Assault connected with forced sexual contact, including but not limited to rape. Force can be physical or emotional (there are four types of force: physical, threat, intimidation, coercion). Sexual Assault consists of Sexual Contact and/or Sexual Intercourse that occurs without Affirmative Consent. Sexual Contact is any intentional sexual touching, however slight with any object or body part performed by a person upon another person. Sexual Intercourse is any penetration, however slight with any object or body part performed by a person upon another person and is considered Rape if the action is taken without the affirmative consent of the other individual(s).

Affirmative Consent must be informed (knowing), voluntary (freely given), and active (not passive), meaning that, through the demonstration of clear words or actions, a person has indicated permission to engage in mutually agreed-upon sexual activity (contact or intercourse). Affirmative Consent cannot be gained by taking advantage of the incapacitation of another individual, where the person initiating sexual activity knew or reasonably should have known that the other was incapacitated. Incapacitation means that a person lacks the ability to make informed, rational judgments about whether or not to engage in sexual activity.

Affirmative Consent cannot be obtained by force. Force includes (a) the use of physical violence, (b) threats, (c) intimidation, and/or (d) coercion. Physical violence means that a person is exerting control over another person through the use of physical force. Examples of physical violence include hitting, punching, slapping, kicking, restraining, choking, and brandishing or using any weapon. Threats are words or actions that would compel a reasonable person to engage in unwanted activity. Examples include threats to harm a person physically, to reveal private information to harm a person’s reputation, or to cause a person academic or economic harm. Intimidation is an implied threat that menaces or causes reasonable fear in another individual, including the stalking of another individual. Coercion is the use of an unreasonable amount of pressure to gain access to something or someone. Coercion is more than an effort to convince, lure, or attract another person to have sex. When an individual is clear that they do not want to participate in a particular form of Sexual Contact or Sexual Intercourse, that they want to stop, or that they do not want to go beyond a certain sexual interaction, continued pressure can be coercive. Factors that may indicate coercion include the frequency, intensity and duration of the application of the pressure and the degree of isolation of the person being pressured.

RETALIATION

LAU prohibits retaliation against any individual because he or she in good faith reports alleged incidents of discrimination, harassment or sexual misconduct, pursues a discrimination, harassment or sexual misconduct claim, or cooperates or participates in an investigation of such reports. Discipline, reprisal, intimidation, or other forms of retaliation in such situations is a serious violation of this policy and may result in disciplinary action, up to and including termination of employment or expulsion from the university.

RESPONSIBILITIES

All staff, faculty and students:

  • Must attend education programs provided by LAU relating to discrimination, harassment, and sexual misconduct.
  • Can prevent discrimination, harassment, and sexual misconduct by being sensitive to the reactions and needs of others, and ensuring that their conduct does not cause offence;
  • Can discourage discrimination, harassment, and sexual misconduct by others through making it clear that such conduct is unacceptable.
  • LAU is responsible for:
  • Providing an environment where it is clear that discrimination, harassment, and sexual misconduct are not acceptable;
  • Taking action when it has clear notice that discrimination, harassment, or sexual misconduct has taken or is taking place to stop the conduct, prevent its recurrence, and remedy its effects.
  • Ensuring that deans and chairpersons, vice presidents, and directors are aware of their responsibilities under this policy, including trying to prevent or to report violations of this policy.

REPORTING ACTS OF DISCRIMINATION, HARASSMENT OR SEXUAL MISCONDUCT

Any LAU staff, faculty or student who believes in good faith that he/she or someone else at LAU has been a victim of discrimination, harassment or any form of sexual misconduct should promptly notify LAU through one of the methods set out below. Notices should provide information as to the conduct, where it occurred and persons involved and, if reporting is not by the victim should explain how the person reporting has knowledge of the conduct. LAU will review such notice, initiate an investigation and take any measures, adjudicatory or otherwise, it determines appropriate in response to the notice. Further, LAU may advise certain staff and faculty with oversight of student well-being that their duties include a requirement to report instances of sexual misconduct relating to students promptly upon receiving such information.

The right to confidentiality shall be strictly adhered to at all stages, in so far as it does not interfere with LAU’s legal obligation to investigate the allegations presented and to take the proper corrective action.

A failure to provide prompt notification or the reporting of information anonymously may hinder LAU’s ability to act on the conduct for which a complaint is made.

PROCEDURES AND RESOLUTION OF COMPLAINTS

The following steps should be taken when filing a complaint:

When a student, a staff member, or a faculty member faces any form of harassment, s/he should notify (orally or in writing) the Title IX Office at TitleIX@lau.edu.lb or by phone at 01.786.456, ext. 1303.

Anonymous Reporting: Anyone can make an anonymous report of conduct prohibited under this Policy by contacting the Compliance Hotline at 01.786.456 ext. 4444.

In case of a health or safety emergency, students, staff and faculty should contact 01.786.456 ext.1500 on the Beirut campus or 09.547.262 ext. 2500 on the Byblos campus to address the emergency and reports under this policy should be made later.

When a complaint is submitted, LAU may request a statement in writing signed by the complainant in order to proceed with further inquiry, particularly in matters relating to employment.

Depending on the type of conduct and the persons affected, the complaint may be referred to an existing LAU procedure for resolution such as the Grievance Policy or the Student Code of Conduct. Further, LAU may establish new procedures as necessary and, if needed, to comply with the U.S. Department of Education requirements, in order to investigate the claim.

LAU will promptly investigate all complaints. Thereafter, upon the President’s request, the Title IX Coordinator, will manage all complaints that warrant investigation. The President can consider engaging other university units as necessary and in keeping with this Policy. If the Title IX Coordinator determines that the complaint is credible, he/she shall notify the Office of the General Counsel and will work closely with it during the consideration and investigation of the complaint. Furthermore, the Office of the General Counsel provides advice and direction on the legal aspects of Title IX-related investigations and potential prosecutions. The Office of the General Counsel will conduct Title IX investigations involving an employee or employees of the Title IX Office.

If LAU determines that the claim is substantiated, LAU will institute disciplinary proceedings against the offending party, which may result in a range of sanctions up to and including termination of University employment or expulsion.

If LAU determines that the complaint was unsubstantiated, the University will take no corrective action.

The formal University decision shall be communicated to all involved parties as approved by the President. Appeals by either party may be initiated as per the applicable LAU policies.

TRAINING AND EDUCATION

Leadership, education, training, awareness, and intervention are essential in preventing and eliminating acts of discrimination, harassment, and sexual misconduct. It is the responsibility of every member of the LAU community to attend the training and awareness sessions required by LAU.

Effective Date

The foregoing Discrimination, Harassment and Sexual Misconduct Prevention Policy of the Lebanese American University was amended by the Board of Trustees on September 6, 2019 and is effective as of September 6, 2019. This Policy was originally effective as of June 7, 2003, and was previously amended on March 9 & 10, 2006; March 15 & 16, 2013; and on September 7 & 8, 2017.

Lebanese Labor Law

https://www.labor.gov.lb/Temp/Files/574b61dd-1233-4507-9da1-d4a3e3a6129a.pdf

Our policies are compliant with Lebanese Labor Law that prohibit child labor and forced labor.

Articles 21-25 about child labor + appendices 1 and 2 of the Labor Law set by the Lebanese government.

Climate-Induced Displacement in the Middle East and North Africa Workshop

October 9–10, 2023 9:00 AM–4:00 PM
LAU Beirut Campus - AKSOB 903

The Institute for Migration Studies (IMS) in partnership with the Women’s Rights, Human Rights and Refugees Program at Rice University’s Baker Institute is inviting paper proposals for the workshop, “Climate-Induced Displacement in the Middle East and North Africa.” The workshop will be held at the Lebanese American University in Beirut on October 9 and 10, 2023.

About the Workshop

Climate change and environmental disasters are increasingly prominent drivers of migration. The great majority of displaced individuals find refuge within their own country, but others are forced to cross international borders. By 2050, according to the World Bank’s Groundswell report, up to 216 million people across six world regions ­– including 19 million in North Africa – could be forced to move internally within their countries due to slow on-set climate change impacts such as water scarcity, lower crop productivity and rising sea-levels. This estimate paints a startling picture of displacement over the next several decades if government inaction on the intersection between climate, development, human rights and migration policy continues.

Topics

As one of the most water-scarce and dry regions in the world, the Middle East and North Africa are particularly vulnerable to a changing climate, and this workshop seeks to explore how climate change is affecting displacement and mobility within and from the region. Scholars and practitioners are invited to contribute paper proposals that address the following subtopics:

  • Access to legal protection for “climate refugees”.
  • The impact of climate change on migration and displacement patterns.
  • Climate change and immobility or internal displacement.
  • The intersection of human rights, governance and climate-induced migration.
  • Climate migration and gender-specific vulnerabilities.
  • Climate refugees in international law and the 1951 Refugee Convention: discussions on expanding the refugee definition.

Workshop Overview

Researchers and practitioners based in the Middle East and North Africa working on climate-induced displacement are invited to submit a proposal for a policy brief – no more than 2,000 words – that will be presented at a two-day workshop at the Lebanese American University in Beirut on October 9 and 10, 2023. After receiving feedback from organizers, discussants and audience members at the workshop, the contributing authors will have the opportunity to revise their papers. The finalized briefs will be published in a collected series edited by Dr. Kelsey Norman of Rice University’s Baker Institute and Dr. Jasmine El Diab of the Lebanese American University’s Institute for Migration Studies (IMS).

Program

For more information, please contact the IMS Director, Dr. Jasmin Lilian Diab at jasminlilian.diab@lau.edu.lb