MAAN Workers Association unionizes men and women from diverse fields of employment with no discrimination on the basis of religion, nationality, or gender. MAAN accompanies groups of workers who want to unionize, helping them elect a workers’ committee and conduct disputes with management, including strikes when necessary. MAAN provides legal responses to employer harassment during and after unionization; it advises on bargaining demands and negotiations; it drafts collective agreements; it accompanies, assists and trains the workers’ committee after the signing of an agreement. All this is done democratically in close cooperation with the workers.
MAAN represents workers in factories, colleges, educational institutions and human rights organizations. MAAN is well-known in Israel’s labor relations, especially for unionizing workers in the privatized, subcontracted market that followed destruction of the public system.
MAAN is the sole workers’ organization in Israel that unionizes Palestinians employed in the West Bank settlements as well as those working in Israel.
MAAN
MAAN was founded in the late 1990s by activists calling for a society based on social justice. It rejects the neoliberal system that destroyed the social safety net, deepened class polarization, and created a stratum of disenfranchised poor in Israel.
Grounded in the idea of universal justice, MAAN fights to end Israeli military rule over 5 million disenfranchised Palestinians. It seeks freedom, equality and dignity for both Palestinians and Israelis in a social system based on a green economy.
Ma’an – Association for Employee Assistance (Nonprofit Organization)
Main Objectives of the Association:
To assist, guide, and represent employees with the aim of improving their wages and social rights. To work towards raising the status of employees within society. To organize social and cultural activities for employees.
Constitution of the Association
Section A: Membership
Admission of Members
(a) The founders of the association are members thereof from the date of the association’s registration in the Associations Registry.
(b) Any person desiring to become a member of the association shall submit an application to the management in the following form:
“I (name, address, and identification number) request to become a member of the association (association name). I am familiar with the objectives and constitution of the association. If accepted as a member, I undertake to abide by the provisions of the constitution and the general assembly decisions of the association.”
(c) The decision regarding the acceptance of the applicant as a member of the association or his/her rejection shall be made by the management; if the management refuses to accept the applicant, he/she is entitled to appeal the rejection before the next general assembly.
Rights and Duties of Members
(a) A member of the association is entitled to participate and vote in any general assembly and shall have one vote in each vote. He/she is entitled to stand for election and be elected to the management or the audit committee.
(b) A member of the association is entitled to participate in the association’s activities and benefit from its services.
(c) The management, with the approval of the general assembly, is entitled to determine membership fees that shall be obligatory for the members.
(d) Termination of membership in the association does not exempt the member from paying any dues that have accrued to the association from the member before the termination of his/her membership for the period until the termination of his/her membership.
Termination of Membership
(a) Membership in the association is terminated:
(1) By the death of the member, and in the case of a corporate member – upon its dissolution;
(2) By the member’s resignation from the association; notice of resignation in writing shall be given to the management thirty days in advance;
(3) By the member’s expulsion from the association.
(b) The general assembly is entitled, upon the proposal of the management, to decide on the expulsion of a member from the association based on one of the following reasons:
(1) The member has not paid to the association what is due from him/her;
(2) The member has not complied with the provisions of the constitution or a decision of the general assembly;
(3) The member’s actions are contrary to the objectives of the association;
(4) The member has been convicted of an offense that carries disgrace.
(c) The management shall not propose to the general assembly the expulsion of a member from the association unless after giving the member a fair opportunity to present his/her claims before it, and shall not propose expulsion on the grounds specified in subsection (b)(1), (2), or (3) unless after having cautioned the member and given him/her a reasonable time to rectify the deviation.
Communication to Members
4. Invitations, requests, notices, and other communications from the association to a member shall be given to him/her in writing, to be delivered by hand or sent by regular mail to his/her registered address in the members’ registry; at the member’s request in writing, the association shall change the registered address in the members’ registry.
Section B: General Assembly
Time and Place
5. The date, time, and location of a general assembly shall be determined by the management.
Invitation
6. A general assembly shall be convened through notification given to each member at least ten days in advance, specifying the day, time, place, and agenda for the assembly. Prior to the general assembly and no less than 10 days before its convening, elections shall be held at each branch of the association, where representatives for the general assembly shall be elected according to a key of one representative for every 10 members. These representatives shall participate in the general assembly and represent the various branches. Each branch shall elect at least 3 representatives, even if the number of association members in the branch is less than 30. Association members who do not belong to any branch shall be invited to a preparatory meeting in their geographic area of residence, in which representatives shall be elected using the same method as the branch representatives.
Functions of a Regular General Assembly
7. A regular general assembly shall hear reports and accounts on the activities of the management and the audit committee, discuss them, and decide on their approval, as well as examine and approve the financial report submitted by the management. The assembly shall also elect the management and the audit committee.
Quorum
8. (a) A general assembly shall not be convened unless at least one-quarter of the number of elected representatives in the branches are present; if this quorum is met at the opening of the assembly, it may continue its deliberations and make decisions even if the number of attendees decreases.
(b) If the aforementioned quorum is not met within an hour from the time specified in the invitation, the assembly shall be considered postponed, without the need for a separate invitation. The postponed assembly shall be held at the same place after an hour from the originally scheduled time for the assembly at the same place, without the need for a separate invitation. In this postponed assembly, the present members shall have the right to deliberate and decide, and their number shall be considered.
Chairperson and Secretary
9. A general assembly shall elect, from among the association’s members, a chairperson and a secretary for the assembly.
Decisions
10. Decisions of the general assembly shall be made by a majority of the votes of the voters, unless the law or this constitution requires a different majority for their approval. If the votes are tied, the chairperson of the assembly may cast the deciding vote.
Minutes
11. The secretary of the general assembly shall maintain the minutes of the assembly.
Section C: The Management
Number of Members
12. The number of management members shall be determined by the general assembly and shall not be less than two.
Term of Office
13. (a) The management shall serve from the time of its election in a general assembly until another general assembly elects a new management; a member leaving the management may be re-elected to the new management.
(b) A management member is entitled to resign at any time from their position by written notice to the management; a management member shall cease to serve if declared legally incompetent or declared bankrupt.
Completing the Management
14. (a) If a management member’s position becomes vacant, the remaining members are authorized to appoint another association member as a management member until the next general assembly; until such appointment, the remaining members may continue to function as the management.
(b) If a management member is removed from their position, the remaining members are authorized to appoint association members to fill the vacancies until the member returns to their position.
Management Meetings
15. The management is authorized to arrange its own meeting schedule, their invitations, the required quorum, and their conduct.
Decisions
16. Decisions of the management shall be made by a majority of the votes of the members present; if the votes are tied, the proposal shall not be accepted. A decision by all members of the management in agreement can be made even outside a management meeting.
Minutes
17. The management shall maintain minutes of its meetings and decisions.
Right of Representation
18. The management is authorized to empower two or more of its members to sign on behalf of the association on documents that bind it and to perform actions within its authority.
Section D: The Audit Committee
Application of Provisions
19. Provisions of Articles 12 to 17 shall apply, with necessary modifications, to the audit committee as well.
Section E: Branches
Establishment of Branches and Their Organization
20. The association is authorized, by a decision of the general assembly, to establish branches and determine their organization and management procedures.
Section F: Assets After Dissolution
Transfer of Excess Assets
21. Upon the dissolution of the association and after all its liabilities have been settled in full, if there remain excess assets, these assets shall be transferred to another association with similar objectives.
As part of its objectives to assist and represent employees, the association will operate to encourage employees to form committees of workers with the aim of achieving cooperative agreements, including kibbutz agreements. The association’s actions in this area will promote cooperative collaboration with employers to establish fair and stable working relationships. To achieve this, the general assembly and the national committee will be selected to initiate and lead the association’s activities in this field. The national committee will be authorized by the management to establish worker committees, participate in negotiating kibbutz agreements, declare labor disputes, and authorize strikes and suspensions.
The following is the procedure for the association’s actions in this area:
Establishment of a Workers’ Committee
During the initial organization phase, when a group of workers intends to establish a workers’ committee, the association will select from the following methods:
2.1 – The national committee of the association, in coordination with the initiating committee, will determine the names of the members of the action committee at the workplace. Anyone appointed to the action committee must be an employee who has worked at the workplace for more than six months. The appointed committee will be responsible until the first elections for the workplace’s workers’ committee.
2.2 – Elections for the Workers’ Committee. When a group of workers at a workplace requests the association’s assistance in forming a workers’ committee, the association will organize, in collaboration with the workers, elections for the workers’ committee at the workplace. The timing of the elections will be determined to the extent possible in agreement and coordination with the workplace’s employer. The decision on the timing of the elections will be made under the supervision of the national committee of the association.
3 – Nature of the Elections: Elections for the workers’ committee will be conducted through a secretive and democratic process, in which every employee at the workplace who has accumulated three months of work experience is entitled to vote. Before the elections, the existing committee will hold a meeting with the employees at the workplace to announce the elections and establish an election committee (in cases where there is no committee, the national committee of the association will conduct this meeting).
4 – The election committee will include employees who are not candidates for the workers’ committee. The committee will consist of three members and will work in coordination and cooperation with the individual appointed by the national committee of the association to assist them. In any case where there is a dispute between the workers’ committee and the representative of the national committee of the association, the dispute will be resolved by the national committee of the association.
5 – Candidates for the Committee: Only those who have worked at the workplace for at least six months can present themselves as candidates for the workers’ committee. The election committee will consider requests from candidates for membership on the committee when the requests are signed by at least five employees. Requests will be submitted to the committee up to seven days before the announced date of the elections. The list of approved candidates, as approved by the election committee, will be prominently displayed at the workplace at least three days before the elections. In cases where at least two-thirds of the attendees at a general employees’ meeting at the workplace approve, non-members of the association can vote for candidates during the same meeting. The use of this process requires prior approval from the national committee of the association to ensure that the candidacy criteria are upheld (six months of work experience at the workplace, endorsement of five employees for a candidate), and that notice is provided to all employees at the workplace regarding the location and time of the meeting.
6 – On the day of the elections, the election committee will ensure the technical infrastructure for the entire workforce’s voting, including the preparation of sealed ballots and appropriate voting papers, including the option for secret voting. At the end of the voting, the election committee, in the presence of the representative of the national committee of the association, will count the votes and communicate the results in writing, signed by both the committee and the national committee representative, prominently at the workplace.
7 – The workers’ committee will serve for two years. Elections for the workers’ committee will be conducted under the supervision of the national committee of the association, and after the outgoing committee presents its report on its activities to a general assembly of the association’s members at the workplace.
8 – The committee will represent all employees at the workplace, including those who are not members of the association. Members of the association will work to ensure that their representation on the workers’ committee is dominant. Non-members of the association will not be eligible to run for the committee on behalf of the association.
9 – The workers’ committee, whether appointed or elected, will coordinate with the national committee of the association in negotiations or during labor disputes. In cases of dispute between the workers’ committee and the national committee of the association, the matter will be brought to the approval of the national committee of the association. If approved, it will then be presented for approval to a general assembly of the workers who are members of the association at the workplace.
10 – Association members whose candidacy was not accepted by the national committee can request to appear before a joint meeting of the national committee and the association’s management, which reserves the authority to decide until the next general assembly is convened.
11 – Contributions to the Committee Fund: All employees at the workplace will pay committee fees. Association members will also pay membership fees in addition to the committee fees. The amount of the membership and committee fees will be determined in consultation between the national committee and the workers’ committee at each workplace.
Declaration of a Labor Dispute
The national committee will discuss and formulate an agreement with the workers’ committee before declaring a labor dispute at the workplace.
A decision by the national committee on this matter can be reached by a majority vote during one of its meetings or through a single online vote conducted via email.
Immediately upon declaring a labor dispute, the national committee will appoint at least one representative from its side, qualified to sign a declaration of a labor dispute or a strike notice and participate in all negotiation proceedings alongside the workers’ committee.
The negotiation team, as mentioned above, will include individuals authorized by the national committee and the workers’ committee, qualified to issue temporary sanctions or protest actions.
Declaration of a strike without a time limit requires approval from the national committee and a general assembly of workers, to which all members of the association affected by the dispute will be invited. Alternatively, approval can be obtained through a WhatsApp vote or email by the workers who are members of the association.
Suspension of a strike – A decision to suspend a strike without a time limit will only be made after receiving approval from the national committee. After obtaining the approval of the national committee, a general assembly will be convened to which all members of the association affected by the dispute (including those who submitted a request to join during the strike) will be invited. The decision will be approved or rejected by a regular majority of attendees at the assembly. Such approval can also be achieved in a situation where the majority of workers respond to WhatsApp messages or emails sent to all members of the association relevant to the decision.
Association members who oppose the decision can request to appear before a joint meeting of the national committee and the association’s management, which reserves the authority to decide until the next general assembly is convened.
Code of Conduct
All staff of MAAN Workers Association R.A., including the elected delegates of its trade union, Jews and Arabs, will fulfill the following in their professional actions:
1. RESPECT AND DIGNITY
2. PERSONAL AND PROFESSIONAL CONDUCT
In their personal and professional performance, MAAN staff and elected members will uphold the integrity of MAAN, practicing non-racist, non-discriminatory and gender-sensitive conduct.
3. CONFLICTS OF INTEREST
MAAN staff and elected members will perform their official duties and conduct their private affairs in a manner that avoids conflicts of interest, thereby preserving and enhancing public confidence in MAAN.
4. FINANCIAL AND MATERIAL RESOURCES
MAAN staff and elected members will safeguard and make responsible use of the information and resources to which they have access because of their employment or involvement with MAAN.
The person responsible for complaints about violations of the Code of Conduct is Mrs. Wafa Tiara 0504-330036
MAAN Workers Association (hence MAAN) is an Israeli Trade Union and labor center. It is open to all sectors of the population, with special emphasis on empowerment of Palestinian workers and jobless. MAAN struggles to enhance female participation in all spheres of life.
MAAN
Purpose
The purpose of this policy is to protect people, staff, right holders (RHs) including children and vulnerable adults, from any harm that may be caused due to their coming into contact with MAAN Workers Association. This includes harm arising from:
The policy lays out the commitments made by the organization, and informs staff and associated personnel of their responsibilities in relation to safeguarding.
How does MAAN understand safeguarding?
MAAN is guided in terms of safeguarding by international standards such as the relevant United Nations Human Rights Conventions. Safeguarding means protecting peoples’ health, wellbeing and human rights, and enabling them to live free from harm, abuse and neglect.
In our sector, mainly labor rights, we understand it to mean protecting RHs from harm that arises from coming into contact with our staff or our programs.
Scope
Definitions
Abuse: any action or inaction that causes harm to another person. It can include physical abuse, emotional abuse, sexual abuse and neglect. It also includes abuse online and/or through mobile technology. Sexual abuse: means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.
Exploitation: any actual or attempted abuse of a position of vulnerability, differential power or trust to profit monetarily, socially or politically. Sexual Exploitation: means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another.
Sexual harassment: is any unwelcome sexual advance, request for sexual favour, verbal or physical conduct or gesture of a sexual nature, or any other behavior 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. While typically involving a pattern of behavior, it can take the form of a single incident. Sexual harassment may occur between persons of the opposite or same sex.
Survivor/victim: the term survivor refers to the person who it is alleged has been the subject of abuse or exploitation. The term ‘survivor’ implies strength and resilience. ‘Victim’ is used to mean the victim of an alleged perpetrator’s actions. However, this is not intended to negate the dignity and agency of an individual.
Safeguarding concern or allegation: a suspicion or allegation that a breach of this safeguarding policy has occurred or may be at risk of occurring. This includes disclosures by children and vulnerable adults.
Policy Statement
MAAN believes that everyone we come into contact with, regardless of age, gender identity, disability, sexual orientation or ethnic origin has the right to be protected from all forms of harm, abuse, neglect and exploitation. MAAN will not tolerate abuse and exploitation by staff or associated personnel.
MAAN commits to addressing safeguarding throughout its work and the three pillars of prevention, reporting and response.
Prevention
MAAN will:
Staff responsibilities
Women and Child safeguarding
[MAAN staff and associated personnel must not:
Protection from sexual exploitation and abuse
MAAN staff and associated personnel must not:
Additionally, MAAN staff and associated personnel are obliged to:
Enabling reporting
MAAN ensures that safe, appropriate, accessible means of reporting safeguarding concerns are made available to staff and the communities we work with.
MAAN has integrated a satisfaction questionnaire into its website, allowing right holders to provide feedback and suggestions. Additionally, we have prominently placed a complaint button in a clear location on our website, making it easily accessible for RHs to register any grievances or concerns they may have. Every three months MAAN also initiates a phone conversation with RHs whose case has been closed to collect feedback.
Staff members who have a complaint or concern relating to safeguarding should report it immediately to their Safeguarding Focal Point [as appropriate] or line manager. If the staff member does not feel comfortable reporting to their Safeguarding Focal Point or line manager (for example if they feel that the report will not be taken seriously, or if that person is implicated in the concern) they may report to a senior manager or a member of the HR Team.
MAAN will also accept complaints from external sources such as members of the public, partners and official bodies.
Response
MAAN will apply appropriate disciplinary measures to staff found in breach of safeguarding policy and will answer any complaint within 16 days, as well as take appropriate measures while updating and reaching the consent of the complaining person.
Confidentiality
MAAN maintains full confidentiality of its members and RHs. Information is shared on a need to know basis only, and should be kept secure at all times. All Data Subjects are duly informed of, and when required, have given their consent to, the sharing of their personal data/photos with the Data Receiver. The protection of members and RHs is prioritized when information is shared. The Data Subjects must be informed of the purposes for and transfer of Personal Data in a language they understand.
Safe Recruitment
MAAN is committed to safe recruitment and has screening processes in place to prevent anyone who may pose a risk to children and vulnerable adults from being employed or engaged by /with the organization. Checks are done as part of the hiring practice, which include:
– Asking questions about safeguarding during interview process
– Obtaining reference checks
– Reflecting safeguarding responsibilities in job descriptions for relevant roles.
Associated policies
Code of Conduct (2020)
25.07.23
Strategic Plan 2023-2025
MAAN Workers Association (Hence MAAN) has been operating for over two decades in defending the rights of workers in Israel. The organization gives answers to groups of workers whose most fundamental rights were compromised due to the neo-liberal economy that crushed public services in Israel via privatization. The destruction of organized labor in the construction sector and the transfer of workers to work through subcontractors created a massive system of secondary employers – associations and contractors – shrugging the state’s responsibility from employing workers, including hundreds of thousands of Palestinians and migrant workers. All of these have created an army of transparent, exploited, and vulnerable workers with no address to turn to. This process went on to weaken a large strata of workers in Israel – all working in subcontracting firms (teachers, social workers and numerous services)
MAAN’s profile is unique as it practices equal partnership of Palestinians and Israelis – Arabs and Jews – women and men. It contributes to the advancement of organized labor and the prevention of violations of basic human rights. MAAN organizes and defends workers in public institutions, Palestinian workers in Israel and settlements, as well as workers in health, education, and human rights institutions. MAAN pioneers in forging the way to create trust through the joint struggle of Palestinians and Israelis. Its model becomes a key for breaking the physical and mental barriers between the two sides.
In line with the aforementioned identity, MAAN joined hands with the framework of the democratic protest movement in Israel against the anti-democratic transformation of the Likud government, turning it from a liberal to a non liberal state. This unprecedented democratic struggle that is taking place, could improve our ability to promote an ever stronger legislative and egalitarian agenda in the Knesset, the media, and public opinion in general. In the next three years, decisive issues in Israel will be determined that will affect the next decades, and MAAN intends to be a partner in the struggle to shape the face of society and the state.
MAAN will continue working on the principles of the Rights Based Approach, while advocating for safeguarding the earth and preventing climate change.
* * *
The work plan of MAAN Workers Association for the next three years:
Overall Objective: Contribute to mitigating the exploitation and oppression of workers in Israel and particularly Palestinian workers employed in Israel or in Israeli administered areas.
Specific Objective 1.: Promoted the rights of Palestinian workers, helping them to elevate their access to work, job conditions and wages.
1. Palestinian Workers in Area C and Israel – MAAN will emphasis the struggle for regulating the work of West Bank residents in Israel, putting an end to extreme exploitation, forced labor, and human trafficking. In this struggle against systemic harm to Palestinian workers, MAAN focuses on several fronts:
We shall:
1.1. Provide legal, paralegal and counseling to 400 workers per year, including representation in labor disputes.
1.2. Promote professional unionization while creating new organizing frameworks. 1.3. Advocate to maximize workers’ rights on policy issues such as: taxes, social security, pensions, work accidents, and entry permits.
1.4. Struggle to end human workers trafficking by promoting the idea of the “Green Card for Palestinian Workers” through advocacy tools and raising awareness among workers.
Specific Objective 2: Facilitated the ability of East Jerusalem (EJ) women, to overcome systemic blocks to the optimization of their socioeconomic rights and employment through legal aid and counselling, rights literacy, and employment empowerment.
2. East Jerusalem – MAAN’s Jerusalem branch, established 23 years ago, is prominent in addressing the rights of marginalized workers in East Jerusalem and particularly women. We find that women’s main constraints in integrating into the Israeli job market as a means of fulfilling their personal and social potential and alleviating household poverty are: Language barriers, lack of credentials in academic degrees, cultural (political) fears, internal social constraints, lack of government and municipal motivation to seriously repair this parity. We shall cover all these issues, and new ones as they appear.
Goals and Objectives:
2.1. Provide individual assistance to 500 people annually, including legal representation, legal counseling, and support in pursuing their rights.
2.2. Advocate for workers’ rights regarding accessibility to services in Arabic, improving service quality and attitude towards RHs, and promoting women’s employment in various fields.
2.3. Promote rights literacy among 75 women per year in employment-related areas. 2.4. Facilitate dialogue with Israeli and Palestinian civil society organizations to address various employment issues and those affecting neighboring areas such as health and education.
The Triangle (Israel) – Promoting employment of Arab women – MAAN invests significant efforts and resources in initiatives and projects aimed at encouraging and assisting Arab women in integrating into the Israeli job market. By this MAAN supports more independence and empowerment for a vulnerable group twice marginalized – as part of the disadvantaged Arab population and as women in a patriarchal society that excludes them from the public sphere. Over the years, we have developed several work avenues combined with social activities. We have formed a solid group of women who have greater awareness and support each other. MAAN also encourages dialogue with Israeli Jewish women to mitigate fears and prejudices between women. MAAN will continue to develop the Bread and Roses annual art sale which attracts over 400 artists to contribute works to the endeavor and contributes to MAANs sustainability.
Goals and Objectives:
3.1. Place 200 women in 275 jobs annually in agriculture, care, and industry (agricultural work is seasonal).
3.2. Promote rights literacy among 75 women per year in employment-related areas. 3.3. Promote green awareness through hydroponic agriculture technology for 25 women.
3.4. Empower women in community-related social issues, as well as creating opportunities for meetings and joint activities with Jewish women to overcome barriers and build a shared society. Seven meetings with 150 women in total are planned.
3.5. Organize an annual art sale, promoting the integration of Arab and Palestinian women in decent work.
3.6 Facilitate dialogue with relevant duty bearers, municipalities and civil society organizations to address various employment issues.
4. Intensive Work in Collaboration with the Media, Social Networks, and WhatsApp groups to replicate the work of MAAN and engage new audiences to its struggles. Each year: 4.1. Eight items in written and televised media, 50 items on Facebook and social networks.
