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Saudi Arabia
Mission Members:
February 9, 2011 CONTENTS
Saudi Arabia might be said to the frontline state for the deployment ofOverseas Filipino Workers (OFWs). There are said to be over 1.1million Filipinos in the country. The importance of the Kingdom tothe Philippine economy can never be emphasized enough. AboutUS$7.9 billion of the total of US$17.1 billion remitted to thePhilippines in 2010 was said to have come from workers in SaudiArabia.
The chair felt that a balanced team was necessary in order come upwith a good assessment of conditions in Saudi Arabia. Thus, giventhe great concern with the conditions of female domestic workers inthe country, he invited two women members of the Committee, ViceChair Maria Carmen Zamora-Apsay and Rep. Emmeline Aglipay to bepart of the mission. He also invited Rep. Cresente Paez, given thelatter's expertise in remittances and other financial matters relevant toOFWs. Two other members of COWA were asked to come but theycould not join the mission owing to prior commitments. Anexperienced hand in migrant affairs, Ms. Ellene Sana, was asked tojoin the mission as a consultant, though she was told she would haveto pay for her airfare and lodging.
The mission left for Saudi Arabia in the evening of June 8 and spentthe next five days in the Kingdom. The itinerary of the team wasarranged by the Department of Foreign Affairs (DFA), the PhilippineEmbassy in Riyadh, the Philippine Consulate General in Jeddah, andthe Philippine Overseas Labor Offices (POLOs) in the Kingdom.
3Specific Objectives of the Mission
The team visited three key cities, Riyadh, Jeddah, and Al Khobar fromJanuary 9 to Jan 13. In all the sites visited, they followed thefollowing program:
Upon its return to the Philippines, the mission was puzzled to read itsactivities described as a ―junket‖ by a respected daily in the very samearticle that detailed its achievements. While it is understandable thatthe media would be skeptical of congressional travels given themillions of air miles that were registered by globetrotting politiciansduring the tenure of the former administration, the characterization ofthe Saudi mission as a ―junket‖ could not but provoke wry smilesfrom members of the team. Saudi Arabia, with its harsh customs and
4climate, is probably one of the last places on earth, along withAntarctica, that one would choose for a junket. And the 18 hr–longworking days the mission spent being briefed by Philippine and Saudiofficials, conducting dialogues with the community, interviewing rapedand abused domestic workers, and flying between three cities was notexactly one's idea of a holiday.
Upon its return to the Philippines, the mission began work on thisreport, which was finished on Feb. 7, 2011.
5Chapter Five discusses the plight of what many consider a time bomb:the problem of undocumented children in Saudi, who are estimated atthis point to number from 2,000 to 3,000. Unable to come to thePhilippines since they have no resident certificates, they are, for thesame reason, doomed to a life at the margins of Saudi society.
The team would like to express its deep gratitude to the many whocontributed to making the Saudi mission a success:
6Chapter One
In a briefing before the Mission left for Saudi Arabia, Antonio Villamor,former Philippine ambassador to the country, told the members of theteam that ―70 per cent of Filipinos there are professionals or skilledworkers and 30 per cent are low-skilled workers. However, theproportions are reversed when it comes to difficulties and problems,with low-skilled workers, including domestic workers, accounting forabout 70 per cent of these and professionals for 30 per cent.‖
Two Worlds
This is not to say that the life of professionals and skilled workers isproblem-free. Many have commented that Saudi-based employersprefer Filipinos to other migrant nationalities. Yet, OFWs and othermigrant nationalities are very much discriminated in terms of wagesand other social security benefits. Filipino nurses in the King FaisalHospital said that salary grades are determined by one's passport. ForFilipinos, the entry level monthly salary ranges from SR3,500 to 5,000with a ceiling of SR12,000 (139,700 pesos). However, US passportholders' entry level salary is SR14,000. Some Filipinos fly to Europe orAmerica and secure a US or European passport. They then go back toSaudi Arabia and receive the salary grade for US and/or Europeanworkers. This practice of wage discrimination apparently is the norm.There are very few cases where a Philippine passport holder withWestern qualifications receives the same salary grade as US orEuropean passport holders.
Despite the pay inequities that they confront, the world of theprofessional or skilled worker is very different from that of thedomestic worker. The professionals are very much aware of the
7suffering and indignities endured by domestic workers and manyknow that unlike them, domestic workers are not covered by theSaudi labor code. In this regard, there was a consensus—or nearconsensus—at the three community fora that were held in Al Khobar,Jeddah, and Riyadh that the country should stopped sendingdomestic workers to Saudi Arabia when we raised the question. Agreat part of the motivation for this position was undoubtedlysympathy with the plight of Filipino domestics. But one cannotdismiss the possibility that another motivation was that of avoidingbeing tainted by the stigma of low social status accorded compatriotsthat serve as maids and nannies.
Filipinas in Distress
The most distressing part of the trip was listening to the harrowingstories of women in the shelters operated by the government.
8Beatings by the ―Madame‖ were common, with hot irons sometimesflung at the worker. In some cases, violence was sparked by theworker's not being able to understand a command given in Arabic.
Another common theme in the accounts was being kept under lockand key at the house of the employer.
Several workers also recounted getting sick but being forced to keepworking and being denied hospital treatment.
Another common complaint was that they were being paid wages thatwere much less than they had signed on to in the Philippines. Manysaid that the contract they signed with the recruitment agencystipulated payment of $400, but they were told to sign anothercontract upon departure or upon arrival in Saudi that specified amuch smaller amount of $200 or less. In fact, all 136 women inBahay Kalinga claimed they were paid a much smaller amount thanthey originally agreed to. This practice apparently involvesconnivance between recruitment agencies in the Philippines and theircounterparts or offices in Saudi Arabia, with the complicity of somepeople in the Bureau of Immigration and the POEA.
9one employer to another to work at very low wages. This practicemust be given its appropriate name: human trafficking.
This might not seem to be the case from the breakdown of cases inBahay Kalinga provided above. The actual incidence of rape andsexual harassment, however, is much higher since nearly half of thecases under the category ―Court/police cases‖ involve rape and anundetermined number of those cases under ―Maltreatment and verbalabuse‖ and perhaps other categories were likely to be rape cases thatthe victims were ashamed to report. This became evident to the teamwhen one of the OFWs recounting her ordeal broke down andadmitted she was raped whereas she had originally had herselfclassified as maltreated. At the government-centers, a number ofwards told the team that the number of rape and sexual abuse caseswas severely underreported because the shame and fear of stigma.
The point is rape and sexual abuse are more frequent than the rawPOLO statistics reveal, probably coming to 15 to 20 per cent of casesreported for domestics in distress. If one takes these indicators asroughly indicative of unreported cases of abuse of domestic workersthroughout the kingdom, then one cannot but come to the conclusionthat rape and sexual abuse is common.
Rape does not, however, take place only in the household. With strictsegregation of young Saudi men from young Saudi women, Filipinodomestic workers, who usually go about with their face and headuncovered, stand a good chance of becoming sexual prey if they makethe mistake of being seen in public alone. As one Embassy officer inJeddah said, ―Women going out alone is an invitation to disasterhere.‖ And the threat comes not only from marauding Saudi youth butalso from foreign migrant workers, single and married, who aredeprived by the rigid sexual segregation imposed by the ever-presentReligious Police from normal social intercourse with women duringtheir time in Saudi.
10In this section, we will be give detailed accounts of four rape casesrecounted to us in our dialogue with the distressed OFWs andEmbassy officials. These were not the only cases related to us, but wehave picked the four cases to illustrate the different contexts andcircumstances in which rape can take place. We will not use the realnames of the victims in the interest of privacy.
He was not deterred. ―One week after I arrived,‖ she recounted, ―heraped me for the first time. He did it while his wife was away. He did itafter he commanded me to massage him and I refused, saying thatwas not what I was hired for. Then in July he raped me two moretimes. I just had to bear it [―Tiniis ko na lang‖] because I was soscared to run away. I didn't know anyone.‖
While waiting for her employer and his wife in a shopping mall oneday, Lorena came across some Filipino nurses, whom she begged forhelp. Upon hearing her story, they gave her a SIM card and pitched into buy her a load.
She not only had to contend with sexual aggression but with sheercruelty. Once, while cleaning, she fell and cut herself. With bloodgushing from the wound, she pleaded with the employer's wife tobring her to the hospital. She refused, and when Lorena asked her toallow her to call her mother in the Philippines, she again said no,telling her this was too expensive. The employer arrived at that point,but instead of bringing her to the hospital, he said, ―You might as welldie.‖ Lorena had to stanch the wound with her own clothes and treatherself with pills she had brought with her from the Philippines.
11Arrangements were made to rescue her on December 30. Thatmorning, the rescue team from POLO and the local police arrived atthe residence. Lorena flagged them frantically from a second storywindow and told them she wanted to jump, but the team advised hernot to because she could break her leg. That was a costly decision,since the employer raped her again—for the fifth time—even with thepolice right outside the residence. When she dragged herself to heremployer's wife and begged her to keep her husband away from her,she beat her instead, calling her a liar. ―I was screaming andscreaming, and the police could hear me, but they did not doanything.‖
The criminal investigation is still ongoing and the employer, who hasbeen identified as Lt. Commander Majid Al-Juma-in, is still in jail atthe Dammam Police Station. Lorena's story shows, according to oneEmbassy official, that rape and cruelty are not confined to the lowerclass Saudi households. ―This is an officer in the Saudi Navy,somebody that comes from the educated class.‖
12continue her account orally, she wrote the following note in Englishand handed it to the team:
―I'm a victim of gang rape last April 20, 2009. They are all 6--Saudisteenagers. They are sentenced for 7 yrs imprisonment and will receive2500 lashes each. There's no equivalent for what they've done. Theydestroyed my life, my future. They should pay my morale damagewhether they like it or not.‖
―This Filipina reported that she was raped by sixteen Saudis, allyouths. She said she was abducted after the driver of the car she wasin stopped at a repair shop to urinate and she went to buy somethingat a nearby street.
She came to the consulate really, really hurting since the rape hadjust taken place the day before. I urged her to pursue the case. Let'sput them behind bars, I said. But she was concerned, becausenumber 1, she was undocumented; number 2, she has obligations inthe Philippines; and no 3, she was scared out of her mind.
―I said, we'll go with you all the way. But there's one thing. If youreport the case to the police, the first thing they'll ask is where's youriqama? Since she was illegal, she would not be able to produceanything. Although we could prosecute for the rape and I knew wewould win the case, there was a possibility that because of herimmigration violation, she would be deported to the Philippines. Shewas candid with me: she couldn't allow that to happen because shehad obligations in the Philippines. She said, ‗If I let go of my workhere, I would not be able to earn as much in the Philippines.'
―Still I said, don't worry, we'll find ways to help you. Then she said,‗Sir, I also have a boyfriend here and we had sex the night before I wasraped.' So if she were to have a medical examination, he might also
13be pinpointed and he would be deported to the Philippines, not tomention the fact that she would also be liable for immorality.
―We really wanted to help her. The case was really strong. But thefact is her obligations to her family were overriding. She left theconsulate and never returned.‖
When we met her, Emma had been living for three months at thecenter.
She had been in Saudi Arabia for almost a year. She had run awayfrom her original employer for two reasons. One was that heremployer had lent her to the household of her son, with whom shecould not get along. Another was that her pay was always late, whichmade it difficult for Emma to meet family emergencies in thePhilippines. When a friend told her that there was a job waiting forher at the household of a Jordanian in Al Khobar, she decided toescape.
She took a taxi to bring her to ―Lulu Market‖ in Al Khobar, where hercontact was waiting for her ―The taxi brought me all over the place. Istarted to get worried and told him to bring me to Lulu Market,‖ sherecounted. ―He did not understand English, and I began to scream.‖The driver kept calling people on his cellphone, and soon there was acar tailing the taxi. Emma was pulled out of the taxi and into the car.She was taken to a house, and in a room in that house eight men tookturns raping her.
Emma was able to get in touch with a Filipina working at the house,who unlocked the room where she was imprisoned and assisted her ingetting in touch with people who knew the POLO staff in Al Khobar.The POLO personnel brought her to the police, who were able to catchthree of the eight rapists, including the driver. The driver was aPakistani and the two others apprehended were Indians.
14Sexuality in Saudi Society
The reasons why rape and sexual abuse are endemic provoked ananimated discussion among those who heard her. The strict sexualsegregation, one member of the House team speculated, must createtremendous pent-up sexual pressure, so when the opportunity forsexual satisfaction appears, it explodes. Another said that the sexualabuse of domestics was an extension of the strict subordination tomales and institutionalized repression of Saudi women.
Reading these accounts might give the impression that all Saudihouseholds are pockets of hell. In fact, there are instances wheredomestics find Saudis that treat them with dignity. In the case ofLorena cited above, a Saudi woman belonging to the aristocracy heardof her case from a domestic worker who knew Lorena and, moved byher plight, made a personal commitment to bring her rapist to justice.
What we wish to underline is the fact that, despite the good intentionsand behavior of some Saudis, rape and physical abuse occur muchtoo frequently in Saudi households, and domestic workers are oftendefenseless, prompting many of them to run away from theiremployers.
15After a much-publicized case in which an Indonesia domestic workersuffered internal bleeding and broken bones from a ferocious beatingby her employer, who pressed a hot iron on her head and slashed herwith scissors, two labor-exporting Indonesian states, West NusaTenggara and West Java, banned the recruitment of domestics foremployment in Saudi Arabia last December. Earlier, in October, theSri Lankan Ministry of Labor backtracked from an agreement arrivedat between the Saudi National Recruitment Agency and the SriLankan labor federation, asserting that the terms of the agreementwas unfavorable to the Sri Lankan domestics and the Sri Lankaneconomy. This led the Saudis to indefinitely freeze recruitment fromSri Lanka.
16critical juncture, where it must decide the future of the deployment ofdomestic workers to Saudi Arabia.
17Chapter 2
A key object of the mission was to look into the conditions of Filipinosin detention. According to figures provided by the DFA, there is atotal of 849 Filipinos in detention centers, under house arrest, or withpending cases in court in Jeddah and Riyadh. There are 14 Filipinoson death row, and there are four charged with murder but whosejudicial processing is ongoing.
Among those on death row are Dondon Celestino Lanuza, who hasbeen in jail for over 10 years now for the murder of a Saudi nationalwho he says tried to sodomize him, and three individuals charged withmurder in the notorious ―chop chop‖ case, where mutilated parts ofthe victims were found in Jeddah. Not all the death row cases involvemurder. One OFW has been sentenced to death for blasphemy whilea Filipina has been condemned to death by stoning after pleadingguilty to adultery against the advice of her lawyer.
Although the Saudi authorities did not grant the team permission tovisit Lanuza, Rep. Bello and Rep. Paez were able to meet with the headof the Peace and Reconciliation Committee, Sheik Ahmad Al Othonen,to intercede in behalf of Lanuza. From that meeting emerged news ofa positive development: the father of Lanuza's victim is now more opento talking about a settlement whereas he was previously against it.According to the Sharia Law that governs Saudi Arabia, Lanuza canescape the death penalty and be released if he is forgiven by theclosest kin of the victim in return for a monetary settlement (bloodmoney or tanazul).
18cases where Filipinos are accused of killing other Filipinos, in thePhilippines. The pace of the justice system, however, is not within thecontrol of DFA officials, and, as in the case of Lanuza and Tabora,little progress can be made when relatives are deadset against amonetary settlement. Nonetheless, constant pressure from the DFAon Saudi authorities may push the latter to increase their own effortsto persuade the families of the victims to relent when these kin arelocated in Saudi Arabia. Where the kin are in the Philippines, theDFA should probably step up its efforts to recruit more political andreligious figures to mediate with them.
Non-Death-Penalty Cases
While the mission can say that the DFA is actively engaged with deathpenalty cases, it is less certain about its engagement with the non-death row cases, such as ―immorality,‖ a criminal charge levied onunmarried couples seen in each other's company. Some OFW's claimthat the DFA focuses its work and financial resources mainly on thedeath penalty cases.
Legal Services
With respect to legal services, we were told by the Embassy and POLOpersonnel that the rates for the best Saudi lawyers are quite highrelative to the financial resources available, forcing reliance on oneparticular lawyer, who is said to be good and has reasonable rates. Insome cases, such as action on charges of rape, the Saudi system issaid to be quite aggressive in pursuing those charged, making thehiring of a lawyer for the complainant superfluous.
Unsolved Crimes
The team was also concerned with developments in the violent deathsof a number of Filipinos reports of which have appeared in the pressand internet, including the murder of Romelyn Ibanez and the deathsof Rowena Arceo, Joy Sarto, Eugenia Baja, Analyn Pena, and MarylouAting. DFA personnel were able to provide information on only two ofeight cases for which information was requested, that of Arceo andBaja.
19On cases involving the unresolved deaths of Filipinos, missionmembers were perturbed that DFA personnel did not seem to beupdated on the cases of murders of Filipinos that had been widelyreported in the press or the internet. Developments in the eight casesfor which information was requested, including the murder ofRomelyn Ibanez, was not immediately available from them, and theinformation provided on two cases, those of Rowena Arceo andEugenia Baja, was limited to the cause of death (cardiovascular arrestin the first case, heart respiration and failure in the second) asdetermined by autopsies of the victims. More energetic follow-upwork of reports of murdered Filipinos, including interviews of peoplewho knew them, appears to be in order.
Good and prompt legal advice and action are critical given themounting criminal cases involving Filipinos, either as allegedperpetrators or victims. Thus the team is concerned that theEmbassy and POLO staff seem overly reliant on just one Saudi lawyerto handle major cases. It is also concerned that the interpreters forthe Embassy and POLO appear to be serving as the go-betweensbetween Filipinos and the courts in the absence of a lawyer. Thushiring full-time lawyers who can practice in Saudi may be animportant measure to take to better serve OFWs caught up in legalaction.
20Chapter 3
There are many complaints about government services that are postedon the internet. At the top of this list are slow processing of servicesfor OFWs, inadequate follow-up of cases involving murders andoffenses against OFWs, and failure to provide adequate services forFilipinos in detention.
The team, however, was impressed with the quality of most of theforeign service and labor officers they interacted with either formallyor informally. A number of them were former high ranking officials—indeed, one POLO officer for the Central Region is a formerundersecretary--in their respective agencies, and their being posted toSaudi Arabia was most likely a case of these agencies assigning theirbest people to the ―frontline‖ state in the deployment of OFWs.
21 Table 2: Personnel Complement of Philippine Missions
Philippine Embassy--Riyadh Embassy Proper (DFA Personnel) 48 Attached Agencies 47 POLO-Riyadh 19 POLO-Central Region 8 POLO-Eastern Region 10 Office of Police Attaché 2 NICA 1 Office of Social Welfare Attaché 1 Office of Education Attaché 3 PAG-IBIG 2 SSS 1
However, financial resources are just part of the problem. The actingambassador told us that in his opinion, the POLO staff is overworkedoverstretched and he is willing to support the addition of morepersonnel. However, the POLO staff has to request this. Why thePOLO staff is not asking for reinforcements is certainly an importantquestion to pose.
The key services being performed by DFA and POLO personnel aregiving assistance to nationals in detention, sheltering and repatriating
22distressed Filipinos, rescuing Filipinos from oppressive employers,handling requests for Filipino workers, and processing visas andpassports.
The Shelters
The team could not get more than a superficial impression of theconditions at the shelters given the short length of time they hadthere.
The shelter for male workers at the old Hajj Terminal was set up latein 2009 as a result of an agreement between the consulate and theSaudi government. It was difficult to assess the satisfaction of theresidents with the conditions at the shelter. At the time of the visit,they were very spontaneous and in a good mood, most likely becausemost of the 30 OFWs there had already obtained their exit visas andplane tickets and were preparing to go home.
23still face this problem. As for air fare, this appears to have becomeless of a problem, with the sources of finance coming from theAssistance to Nationals (ATN) Fund, OWWA, the Saudi authorities, orthe OFW herself or himself.
The records reveal that in 2010, some 945 OFWs were repatriatedfrom Riyadh. From September 2009 to the end of 2010, 2035 wererepatriated from Jeddah. An additional 131 were repatriated fromJeddah and 47 from Riyadh from January 1 to Feb 3, 2011.
Over the last year and a half, news about Filipinos camping out atKandara Bridge has appeared periodically in the Philippine press.Many of these undocumented OFWs were among the large number ofFilipinos who went to the old Philippine Consulate to demandrepatriation in August 2009. The Consulate then was able tonegotiate with Saudi authorities for the OFWs to be picked up by theImmigration Police and processed for deportation to the Philippines.This easy processing of undocumented or overstaying OFWsencouraged a second influx of workers with a similar demand forrepatriation. This time around, the Immigration Police was lesscooperative when the Consul General requested them to pick up anddeport the OFWs. The OFWs were eventually picked up andrepatriated, but only after the Saudi government and the Consulate
24negotiated an agreement whereby the Philippine government wouldpay for the board and lodging of the OFWs at the Old Hajj terminaland provide ―confirmed‖ repatriation tickets for the deportees.
Two weeks after the visit of the COWA team, Filipinos were againpresent in numbers at Kandara Bridge. 128 of them marched to thenew consulate on January 31 asking to be repatriated and campedoutside the building, in a repeat of the events of 2009. Photos of the―tent city‖ set up by the OFWs were flashed around the world, callingattention to their plight. On February 2, Saudi immigrationauthorities picked up 20 female OFWs and 11 children forendorsement to the deportation center for eventual deportation to thePhilippines. The next day, the Saudi immigration police picked up 49males. These moves have not, however, diminished the numbers atthe camp since more OFWs have arrived, bringing the number ofpeople there to 150 as of as of Feb 5.
25Indonesian states and the freeze on the deployment of Sri Lankanworkers have increased the demands for Filipinas.
A vital but unsung role is played by the rescue teams fielded by ourgovernment agencies. These teams are sometimes composed of POLOpersonnel; sometimes they are composite teams of POLO personneland FSOs tasked with implementing the Assistance to Nationals (ATN)program. With limited personnel and resources, these teams haveliberated scores of domestic workers from oppressive situations.
Given the vast distances of Saudi Arabia, these teams often have totravel hundreds of kilometers to find and free domestic workers indistress. Given the inability of most of these workers to read Arabic,they often do not know where they are and thus cannot give accuratedirections to the rescue teams. According to the POLO officersupervising operations in the ―Central Region,‖ to locate a distressedOFW, the teams have to rely on the assistance of Filipinoprofessionals working with Saudi telecommunications firms who cantrace cell phone signals.
26Transporting the rescue worker to safety is a logistical feat by itself.To avoid pursuit by the employer and detection by the religious policethat strictly enforce the ban against unmarried men and women beingseen in each other's company, the rescued worker has to lie flat on thecar floor for hours and perform all her bodily functions within the car.
―We got a request to rescue a Filipina who had not been paid for overa year. She was not only made to work in the household but also totend to the flocks of sheep and camels of the family. She did notknow where she was. All she knew was the name ‗Al Amwa.' Therewere no landmarks, no roads, and electricity was installed at thatlocation only two months before. We responded because there wasan allegation of rape.
―We drove to the nearest major city, which is 800 kilometers awayfrom Jeddah. We were told the site where she was was near theYemeni border, but it was all desert. We were finally able to find it,but central government authority is weak there. The people areBedouins. They were openly carrying guns. So we knew we had to becareful. We approached the local police. We asked them to pleasehelp us out. They knew the family but they heed-and-hawed, andthey finally referred us to another police station. The police finallyproduced the son of the employer. He made a scene, and we had toinvoke whatever powers we had. They finally coughed up her salary.They told us, however, that we could not take her, but we said we'retaking her.
27her. She became discouraged because there was no fax machine atthe isolated household where she was.
In her note, she said the reason she was giving us her account ofevents was that had it not been for the insensitivity of ―Dr. Ronaldo,‖she would have been liberated from what she called the infernalhousehold (―malaimpiyernong bahay") much earlier and would nothave been raped by the son of her employer.
The POLOs in Saudi have a number of Filipinos that are hired locallyand are not part of the ―organic staff‖ of the DOLE. These personnelperform an invaluable function, being the ones that, owing to theirknowledge of Arabic, serve as interpreters and translators and act asgo-betweens between the Saudi government bureaucracy and thePOLO regular staff. Since they go to court to follow up on legal casesinvolving OFWs, they have developed some expertise in Sharia Lawand informally dispense legal advice.
Upon their request, these POLO local hires met with the COWA teamin Riyadh to lay out their demand that they be treated in the sameway as their counterparts in the DFA staff. Specifically, they felt thatthey were entitled to the same benefits enjoyed by the latter: an endof service award, per diems, and medical insurance coverage. Theyfound it ironic that the OFWs they were assisting enjoyed some ofthese privileges while they didn't. ―Bawal magkasakit kami,‖ (―We'renot allowed to get sick.‖), one of them commented.
The team felt that in light of their important functions, their demandfor equal benefits was justified.
The small number of DFA and POLO staff have to minister to theneeds of at least 1.1 million Filipinos, at least 20,000 of whom aresaid to be undocumented. Services rendered range from maintaining
28shelters for runaway female domestic workers and repatriatingworkers to the Philippines, to rescuing domestic workers in distress atshort notice anywhere in the Kingdom. This is no mean task, andmost of the DFA and DOLE professionals the team met appear to bedoing their level best to meet the many challenges confronting them ina difficult country.
29Chapter 4Community Responses to Government Programs
During the visits to Riyadh, Jeddah, and Al Khobar, the team had achance to interact with the Filipino communities in these cities in foraorganized by DFA or in visits to areas and malls where Filipinostended to congregate. In Al Khobar, we also had the chance to visitwith Filipinos employed in a large telecommunications firm. Asidefrom discussing living and work conditions, the team took the chanceto assess the OFWs' reactions to government programs during theseoccasions.
Mandatory Insurance
Many feared that the insurance requirement would just add anotherlayer of red tape on the part of the Embassy and POLO duringrepatriation. It was pointed out, for instance, that that no insurancepolicy would cover the cost of repatriation if the cause of death isunnatural (through crime) or suicide, making the repatriation ofremains messy and uncertain in these cases.
One of the biggest worries was that the recruitment agencies andemployers would find ways to impose the added costs of mandatoryinsurance on the worker. For domestic workers, this would bedisastrous. Already employers are paying wages of $200 a month,blatantly violating the terms of the contract signed by the workers in 30the Philippines, which require them to pay at least $400. With themandatory insurance scheme, the recruitment agencies might connivewith the employers to pay the workers even less and hand the moneyinstead to the recruitment agencies to cover the higher insurancecosts.
OWWA collects US$25 for the welfare fund contribution, either fromthe recruitment agency or directly from the worker. The workers areentitled to accidental and death benefits; repatriation; scholarship forfamily members and OFWs; and livelihood loans which requirecollaterals and have an annual interest of 14%.
PhilHealth provides coverage to OFWs who pay P900 per year forhealth and medical insurance benefits. PhilHealth coverage for OFWsstarted in 2005 following the transfer of medical coverage from OWWA
31to PhilHealth. The transition though was not very smooth. There wereno broad information and outreach campaigns. Many OFWs and theirfamilies are not aware of PhilHealth's programs. Migrants' access toPhilHealth benefits is also limited because most already have healthinsurance coverage which is provided by foreign employers (asmandated by the host government).
The NRCO concept has been discussed since 2002. Under RA10022,NRCO was institutionalized to provide a viable alternative to migrationand end the cycle of migration. Small grants, skills trainings andloans with collateral are available to migrants who have returned tothe Philippines for good. There is inadequate information about itsprograms and services. OFWs have yet to see if the NRCO would beable to sustain its current initiatives. The failure of NRCO to move is,of course, part of a bigger problem, which is the absence of acomprehensive vision and plan for reintegrating returning OFWs.
33Chapter 5Undocumented Children
34increasing number of cases of children being left behind while themother or father or both parents go back to the Philippines.
In one case handled by the Embassy in Riyadh, the father left theundocumented child in the care of a friend living under the KandaraBridge in Jeddah when he surrendered himself to the Saudiimmigration authorities in order to go back to the Philippines to fast-track his immigration application to Canada to join his wife who hadpreceded him there to work as a nurse. In another, a father wasgranted an exit visa and he left three undocumented children he hadfathered with a woman without an exit visa in Riyadh. When thechildren were with their uncle in a mall, the police raided the placewhere their mother stayed, resulting in her arrest. As a consequence,the children are left alone in a locked house by the uncle who has toleave town for days on end.
With little education and few legal opportunities, such children areprime candidates for a life at the margins of society or worse a lifedevoted to criminal activity.
35Chapter 6Money Remittance
As Mission members were told, the happiest day for an OFW workingin Saudi Arabia is the day he/she sends money home. Sending moneyhome is quite easy and it is done through either legal or illegal means.Because money remittance is good business, competition amongplayers of the industry is intense. However, finding the smartest modeof money transfer has always been a concern for many OFWs as theyprefer those methods which can provide ―speed, economy andsecurity.‖
36who have extra income other than those from their employers anddomestic helpers who changed employers without legal papers haveno choice but to send money through the hawala system. There areinstances that transactions were lost when dealers involved in theseillegal activities were raided by authorities.
Given the findings of its recent visit to the Kingdom of Saudi Arabia,the COWA Mission makes the following 12 recommendations to thePhilippine government:
387. Prosecute recruitment agencies that are party to substitutecontracting and similar activities under the Anti-Trafficking Act.
39Appendix 1Saudi Labor Law and Philippine Labor Law: AComparison
Philippine Labor Law is among one of the most progressive laws allover the world with respect to guaranteeing the rights of workers,protecting their special interest and promoting their general welfare.The Constitution specifically guarantees the rights of workers toorganize, to conduct collective bargaining or negotiation withmanagement; to engage in peaceful concerted activities, including theright to strike in accordance with the law; to enjoy security of tenure;to work under humane conditions; to receive a living wage; and toparticipate in policy and decision-making processes affecting theirrights and benefits as may be provided by law.
Saudi Labor Law on the other hand does not guarantee these rights toworkers. There is no right to collective bargaining nor to form unions.Furthermore, workers do not have security of tenure and theiremployment can be terminated for causes which are not providedunder Saudi Labor Law just as long as both parties agree to terminateit, or at the discretion of either party in an indefinite contract.
Saudi Labor Law covers all workers except the employer's familymember, namely the spouse, the ascendants and descendants whoconstitute the only workers of the firm, domestic helpers and thelike (this includes family drivers and other house helpers), seaworkers on a vessel with a load of less than 500 tons, workers ofagricultural and pastoral forms that employ less than 10 workers, ordo not process their own products, or dot operate or repairagricultural machineries on a permanent basis, non-Saudi workersentering the Kingdom to perform a specific task for a period notexceeding two months and players and coaches of sport clubs andfederations.
40leaves shall not be applicable to government employees, managerialemployees, field personnel, members of the family of the employer whoare dependent on him for support, domestic helpers, persons in thepersonal service of another, and workers who are paid by results.
The Civil Code of the Philippines, however, provides for the protectionof the rights of domestic workers under the following Articles:
41 ARTICLE 1697. If the period for household service is fixed, neither the head of the family nor the house helper may terminate the contract before the expiration of the term, except for a just cause. If the house helper is unjustly dismissed, he shall be paid the compensation already earned plus that for fifteen days by way of indemnity. If the house helper leaves without justifiable reason, he shall forfeit any salary due him and unpaid, for not exceeding fifteen days.
Employment Contract
Under Saudi Labor Law, the provisions of the Work Contract shalldetermine the relations between the employer and the employee,including the rights and obligations, to the extent that they are not
42inconsistent with, or contradictory to applicable laws, morals, publicpolicy, customs and regulations.
Under Philippine Law, the Labor Code of the Philippines is the mainpiece of legislation that governs labor standards and relations. Laborstandards law sets out the minimum terms, conditions and benefits ofemployment that employers must provide or comply with. Laborrelations law, on the other hand, defines the status, rights and duties,as well as the institutional mechanisms that govern the individual andcollective interactions between employers, employees and theirrepresentatives.
Probationary Period
Under Saudi law, a basic wage is all that is given to the worker for hiswork by virtue of a written contract or an unwritten work contract,regardless of the kind of wage or its method of payment. An actualwage is the basic wage plus other due increments decided for theworker for the effort he exerts at work or for risks he encounters inperforming his work, or those decided for the worker for the workunder the work contract, such as commissions, percentage,allowances, increments, grants, rewards and other privileges.
43cases, the worker's wages shall be paid in full during the weekfollowing the delivery of the work.
Under Philippine Labor Law, wages shall be paid at least once everytwo weeks or twice a month at intervals not exceeding sixteen days. Ifthe task of the employee cannot be completed in two weeks, it shall besubject to the following conditions, in the absence of a collectivebargaining agreement or arbitration award:
Wage deductions
As a general rule for both Saudi Law and Philippine Law, the employeris not allowed to deduct any amount from the salary of the workerwithout consent of the latter except for cause allowed by law oragreement of the parties.
Under Saudi Law there are private claims or debts which can bededucted from the worker's wages without his consent. These are:
44 1. In cases where the employee is indebted to the employer and the indebtedness is due and demandable (Civil Code, Art. 1706), 2. In Court awards, wages may be the subject of execution or attachment, but only for debts incurred for food, shelter, clothing, and medical attendance (Civil Code, Art 1703) 3. Witholding tax (Tax Code) 4. Salary deductions of a member of a legally established cooperative (R.A. 6938, Art 59) 5. Deductions for payments to third persons, upon written authorization from the employee ( IRR of the Labor Code) 6. Union Dues (Art 241 and 277) 7. Agency fee (Art 248) 8. Value of meals and other facilities (IRR of the Labor Code) 9. Deductions for loss or damage (Art 114) 10. SSS, Medicare, Pag-IBIG premiums
Working Hours
Under Saudi Labor Law, a worker may not work more than 8 hours aday or for 48 hours a week. During the month of Ramadan, the actualworking hours for Muslims shall be reduced to a maximum of sixhours a day or thirty-six hours a week. There are certain exceptions tothe rule:
In all the above mentioned cases, the actual working hours shall notexceed ten hours a day or sixty hours a week.
45 3. When there is urgent work to be performed on machines, installations, or equipment, in order to avoid serious loss or damage to the employer or some other cause of similar nature, 4. When the work is necessary to prevent loss or damage to perishable goods, 5. When the completion or continuation of the work started before the eight hour is necessary to prevent serious obstruction or prejudice to the business operations of the employer.
Both Saudi Labor Law and Philippine law provide for overtime pay,rest day and annual vacation. Under Philippine Labor Law, work thatis performed beyond the 8 hour period must be compensated with anadditional compensation equivalent to his regular wage plus at least25% thereof. Work performed beyond 8 hours on a holiday or a restday shall be paid an additional compensation equivalent to the ratefor the first eight hours on a holiday or rest day plus at least 30%thereof. An employee shall also be paid a night shift differential of notless than 10% of his regular wage for each hour of work performedbetween 10:00 in the evening and 6:00 in the morning.
Under Saudi Labor Law, the worker gets paid a higher premium forworking more than 8 hours. The worker gets paid an additionalamount equal to the hourly wage plus 50% of his basic wage. Workersare also entitled to a prepaid annual leave of not less than 21 days, tobe increased to a period of not less than 30 days if the worker spendsfive consecutive years in the service of the employer.
Saudi Labor Law also provides for Sick Leave benefits, whilePhilippine Labor Law does not. Under Saudi Law, a worker whoseillness has been proven shall be eligible for a paid sick leave for thefirst thirty days, three quarters of the wage for the next sixty days andwithout pay for the following thirty days, unless both parties agreeotherwise. A single year shall mean the year which begins from thedate of the first sick leave. Aside from the vacation and the sick leave,the worker shall also be entitled to full leave on Eids.
Maternity Leave
Both under Philippine and Saudi Law, women workers have a right tomaternity leave.
46Under Saudi Law, a female worker shall be entitled to a maternityleave equivalent to ―four weeks immediately preceding the expecteddate of delivery and six weeks following the date‖.
Under sec. 14-A of the Social Security Law, a female worker who haspaid at least 3monthly contributions in the twelve month periodimmediately preceding the semester of her childbirth or miscarriageshall be paid a daily maternity benefit equivalent to 100% of heraverage daily salary credit for 60 days or 78 days in case of caesariandelivery, subject to certain conditions.
Under Saudi Labor Law, the employer shall only answer for half of thewages of the female employee during the maternity leave if she hadbeen employed for one year or more, and a full wage if she has servedfor three years or more as of the date of commencement of such leave.A female worker shall not be paid any wages during her regularannual leave if she has enjoyed in the same year a maternity leavewith full wage. She shall be paid half her wage during the annualleave if she has enjoyed in the same year a maternity leave at halfwage.
Paternity Leave
Parental Leave
Work Injuries
47Under Saudi Law, if a worker sustains a work injury or anoccupational disease, the employer shall be required to treat him andassume directly and indirectly all necessary expenses, includinghospitalization, medical examinations, and tests, radiology, prostheticdevices and transportation expenses to treatment centers. The workeris even entitled to his wages in case of temporary disability arisingfrom the work injury. The injured party shall be entitled to financialaid equivalent to his full wage for 30 days, then 75% of the wage forthe entire duration of his treatment. If one year elapses or it ismedically determined that the injured party's chances of recovery areimprobable or that he is not physically fit to work, his injury shall bedeemed as a total disability. The Work Contract shall be terminatedand the worker shall be compensated for the injury.
Articles 191 to 193 of the Labor Code provide for the disabilitybenefits. It provides that an employee who sustains an injury orcontracts sickness resulting in temporary total disability shall for eachday of such a disability or fraction thereof be paid an income benefitequivalent to 90% of his average daily salary credit, subject to thefollowing conditions: the daily income benefit shall not be less thanTen Pesos nor more than Ninety Pesos, nor paid for a continuousperiod longer than 120 days, except as otherwise provided for in theRules, and the System shall be notified of the injury or sickness.
48Under Saudi Law, if an injury results in permanent total disability orthe death of the injured person, the injured person or his beneficiariesshall be entitled to a compensation equal to his wages for three years,with a minimum of 54,000 riyals.
Under Saudi Law relations between the employer and the employeeare governed by a Work Contract, and like any other contract it can beterminated. The following reasons are provided under Article 74 ofSaudi Labor Law:
49Valid Grounds for Termination by the Employer
50The employer may also terminate the employment of any employeedue to the installation of labor saving devices, redundancy,retrenchment to prevent losses or the closing or cessation of operationof the establishment or undertaking unless the closing is for thepurpose of circumventing the provisions of this Title, by serving awritten notice on the workers and the Department of Labor andEmployment at least 1 month before the intended date.
Under Saudi Law, the worker may validly terminate the contract inthe following instances:
Under Article 285 of the Philippine Labor Code provides for theinstances where the employee may validly terminate employment evenwithout serving any notice to the employer:
51Resignation is also allowed under Saudi Labor Law. Either party maycancel or terminate the work contract for no valid reason. UnderPhilippine Law, it is only the employee who can terminate the contracteven without a just cause just as long as the employer is given awritten notice one month before the intended date of the terminationof the employer-employee relationship. Under Philippine Labor Law,the employee enjoys security of tenure and he cannot be terminatedfrom his employment without any just or authorized cause and inaccordance with the prescribed procedure.
52Appendix 2OFW Cooperatives
53cooperatives as juridical persons cannot open bank accounts forsafekeeping of their funds. For this reason, there is a compelling needfor the Philippine government to make representation with the Saudigovernment as more and more Filipino cooperatives are establishedand their resources keep growing substantially.
54Glossary of terms
55Pag-IBIG Pag-IBIG fund or the Home Development Mutual Fund is the Philippines'PDOS Pre-Departure Orientation Seminar


text:
Juvelerernes Skræk
Directed by: Alexander Christian, Danmark, 1915Danmark, 1915
Szenenphoto aus Juvelerernes Skræk, © Nordisk Films Kompagni
Cast and Credits
|Nordisk Films Kompagni [N°. 1335]
|Fotorama, Aarhus
|Alexander Christian
|Carl Theodor Dreyer
|Director of Photography
|Hugo J. Fischer
|Aage Hertel [John Vermiel, Skelethaanden]
|Alf Blütecher [Tom Atkins, detektiv]
|Frederik Jacobsen [Burns, opdagelsespolitiets chef]
|Aage Lorentzen
|Peter Jørgensen
Technical specifications
Category: Feature Film
Technical Details: Format: 35 mm, 1:1,33 - Ratio: 1:1,33 - Black and White,, 943 meters
Sound System: silent
First Screening: December 20, 1915 in Kopenhagen, Vesterbro
Referenzen zum Film in anderen Datenbanken:
DisclaimerThe information above does not purport to be exhaustive, but give the level of information to our database at the time of last update. All figures are best knowledge and belief researched to, legal claims arising from incorrect or missing information are expressly rejected.
Due to the current law in some countries can be held responsible person who addresses refers to having a criminal content spread may or criminal content and pages further refer, unless he closes clear from such liability. Our links below are researched to the best of my knowledge and belief, but we can not accept in any way for the content of these web pages and links from us any liability. We provide this explanation by analogy from all countries and all languages of. Quotations, if not otherwise marked, in the usual right to quote with identification of the sources added.
The copyright lies with the authors of these quotes - Juvelerernes Skræk (1915) - KinoTV Movie Database (M)

subset: commoncrawl


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$45.99 - $53.00
Shimano's Sora cassette is an incredible value for your 9-speed drivetrain. Crisp shifting and a low weight keep your mind focused on having fun on your bike and not adjusting it. This cassette comes in a range of sizes to suit your riding style and terrain.
- MODEL NO: CS-HG201-9 - SERIES: SHIMANO ALTUS M2000 Series - Combination: 11-13-15-17-19-21-24-28-32T (bo), 11-13-15-17-20-23-26-30-34T (bn), 11-13-15-17-20-23-26-30-36T (bw), -, -, -, - - Combination name(Group name): 11-32T (bo), 11-34T (bn), 11-36T (bw) - Compatible chain: HG 9-speed - Speeds: 9-speed - Type: HG
- MODEL NO: CS-HG50-10 - SERIES: SHIMANO DEORE M6000 Series - Combination: 11-13-15-17-19-21-24-28-32-36T (bk) - Combination name (Group name): 11-36T (bk) - Compatible chain: HG-X 10-speed - Speeds: 10-speed - Spider arm QTY (pcs): 1 - Type: HG
$61.59 - $63.99
You've got to have the right ratio for the track, and Shimano's Dura-Ace cogs come in a range of tooth counts so you can always be prepared. Manufactured from durable chromoly steel, each cog is machined to run perfectly straight.
- Allows the use of a 7 speed shimano cassette on an 8 or 9 speed shimano cassette body
$421.00 - $445.00
It's the final piece in the drivetrain puzzle, and paired with SRAM RED eTap and RED rear derailleurs, SRAM's XG-1190 cassette delivers ultra-fast, ultra-quiet shifts that will always put you in the right gear. - Compatible with SRAM RED eTap, RED, Force, Rival, Apex - Weight: 151 grams (11-25T), 185g (11-30T), 196g (11-32T) - Material High grade tool steel cog cluster, Heat treatment process, Heat treated aluminum lowest range cog, Elastomer rings - Speeds: 11 Gear Ratios: - 11–25: 11,12,13,14,15,16,17,19,21,23,25 - 11–26: 11,12,13,14,15,16,17,19,21,23,26 - 11–28: 11,12,13,14,15,16,17,19,22,25,28 - 11–30: 11,12,13,14,15,17,19,21,24,27,30 - 11–32: 11,12,13,14,15,17,19,22,25,28,32
Designed for the next generation of drivetrains—and the next generation of riders. The SRAM Force XG-1270 cassette is optimized for electronic shifting and features SRAM's X-Range gearing technology. Smooth, precise shifts, from 10T on up. - Features at least five one-tooth jumps for a smoother gear progression - 10-tooth start helps provide a wider gearing range - Designed to work with an XDR driver body - MINI CLUSTER construction reduces weight and increases durability - All Zipp wheels starting from 2012 are XDR ready Cassette Cogs: - 10-26t: 10, 11, 12, 13, 14, 15, 16, 17, 19, 21, 23, 26 - 10-28t: 10, 11, 12, 13, 14, 15, 16, 17, 19, 21, 24, 28 - 10-33t: 10, 11, 12, 13, 14, 15, 17, 19, 21, 24, 28, 33
$29.95 - $39.99
- Durable cold forged CNC machined freewheel - 3 pawl engagement for stronger hold with engagement every 12 degrees - New removal notch pattern allows for better frame clearance
Turn any 8-10 speed HG-splined cassette hub into a 3/32-inch 16-tooth singlespeed.
$105.00 - $120.00
Shimano's 11-speed SLX cassette features the same computer-designed shift profiles that have made Shimano shifting synonymous with speed and accuracy. - Series: SLX - Average Weight: 467g
$429.99 - $499.99
- MODEL NO: CS-M9100-12 - SERIES: XTR M9100 Series - Average weight: 357g (10-45T), 367g (10-51T) - Combination: 10-12-14-16-18-21-24-28-32-36-40-45T, 10-12-14-16-18-21-24-28-33-39-45-51T - Combination name (Group name): 10-45T, 10-51T - Compatible chain: CN-M9100 - Speeds: 12-speed - Spider arm QTY (pcs): 1 - Type: HYPERGLIDE
$33.99 - $36.99
- Cassette Body Type: Shimano/SRAM 8, 9, 10 Speed - Drivetrain Speeds: 8
The Shimano Deore XT CS-M8100 12-speed cassette is optimized with rider-tuned wide-range and close step gear combinations for MTB excellence. - Shift ramp designs provide fast and smooth shifts by HYPERGLIDE+ technology - Light and stiff construction reduces cassette inertia resulting in faster acceleration and increased chain security - Designed with a Shimano Micro Spline body that features smaller and more widely distributed splines to limit cog damage on freehub - Cassette Body Type: Shimano Micro Spline - Cassette Cogs: 10-12-14-16-18-21-24-28-33-39-45-51 - Drivetrain Speeds: 12 - Range: 10-51
$19.99 - $24.99
- Special single gear design with chain tensioner - Revised tooth profile to prevent chain skip - MODEL NO: CS-S500 - SERIES: SHIMANO ALFINE S7000/S700 Series - Gear thickness (mm): 2.0 - Recommended chain: Super Narrow HG for 9-speed - Gear Teeth: 18T, 20T
When SRAM began developing XX, they were looking to create the lightest, most precise and technically advanced components possible, and boy have they delivered! The XX Cassette is precision machined from a single steel block, heat treated and capped with a premium nickel finish, resulting in a revolutionary cassette that shifts like a dream, is incredibly light and extra durable. Plus, the largest cog is constructed from aluminum and can be replaced as needed. And, the cassette boasts a unique open design that clears mud and debris ensuring smooth, precision shifts every time!
$109.95 - $120.00
Shimano's Ultegra 11-Speed Cassette delivers pro-level shifting and durability. The computer-designed tooth shapes and tough cogs mean you can shift quickly, precisely and smoothly even under pressure. Rider-tuned gearing options offer a range of cassettes to suit your riding style.
$87.00 - $120.00
SRAM's PG-1130 11-Speed Cassette is constructed of heat-treated steel cogs and boasts SRAM's PowerGlide tooth profiles and shift ramps for quick, positive gear changes. This excellent cassette also sports an aluminum spider construction for a maximum stiffness-to-weight ratio, a durable steel lockring, and comes in three wide ranges to suit your riding style.
SRAM's PowerGlide PG-830 Cassette is a quality 7-speed cassette. It boasts durable chrome-plated steel cogs with SRAM's shifting technology that includes optimal tooth profiles and ramps for fast, precision shifts every time.
$96.00 - $98.99
SRAM's 1050 10-Speed Cassette is a great choice. It's constructed of light and durable materials and boasts SRAM's PowerGlide tooth profiles and shift ramps for quick and positive gear changes every time. This trick cassette also sports a semi-spider construction for a maximum stiffness-to-weight ratio and is available in myriad configurations to suit all your riding. There are even models with 36-tooth largest cogs for super-easy climbing.
Full Pin technology uses eleven lightweight, stamped steel cogs held together with 123 high-strength stainless steel pins. The result: a cassette that's light, durable and equipped with SRAM's super wide 10-42T gear range that's a perfect fit for any ride. The open design aids in mud clearance, giving you cleaner shifting performance and longer component life. • Super wide 10-42T gear range is a perfect fit for any ride • Optimized gear steps across entire range • XD driver body creates more stable hub connection
$130.00 - $140.00
- Extended range aluminum cog for those wanting 1x10 with a full range of gears - Only fits Shimano XT/XTR 11-36t (M771/M980) or SRAM X5/X7/X9/X0 11-36t 10sp cassettes (not compatible with 2011 and older SRAM derailleurs) - Requires removal of the 17T or 15T cog and spacer from existing cassette - Longer B-screw (sold separately) only needed for about 50% of Shimano derailleurs - May require a longer 10sp chain. Very tight fit on Stans 330 rear hub splines - Designed and manufactured in the USA from 7075-T6 aluminum alloy
Ride anywhere with this wide range XG-1275, 10- to 50-tooth Eagle cassette that provides the right gear. Fast on the flats. Control on the climbs. Dictate your own pace, anywhere. Only Eagle technology is the 1x drivetrain engineered for infinite freedom. FULL PIN technology uses lightweight, stamped steel cogs held together with high-strength stainless steel pins. The result: a cassette that's light and strong. The open design similar to SRAM's X-DOME cassette aids in mud clearance, giving you cleaner shifting performance and longer component life. X-GLIDE2 improves both inboard and outboard shifting, as well as chain retention. - 11 stamped steel cogs plus aluminum 50 tooth cog - Open design aids mud clearance - Cassette Body Type: SRAM XD 11/12 Speed - Cassette Cogs: 10-12-14-16-18-21-24-28-32-36-42-50 - Drivetrain Speeds: 12 - Range: 10-50 - Weight: 450 g
Featuring 10–24 gearing with two-tooth steps, the 7-speed XG-795 DH Cassette is optimized for the gear jumps that downhill riders want, eliminating the need for double or triple shifts. And because it's so compact, it's also light—the lightest cassette in existence, in fact, at just 136 grams. Compatible with any XD wheel, the Mini Block X-Dome technology integrates flawlessly with your SRAM 1X drivetrain. Going from zero to hero has never been faster.
The workhorse of X-Range gearing, the SRAM RED XG-1290 cassette progresses fluidly and quickly through a wider range of gears. It's specifically designed for wireless electronic shifting and the one-piece design offers you the best in weight savings. - Updated design for smoother and faster shifting - More gradual gear progression between cogs—at least five one-tooth jumps—while still offering a wider range - 10-tooth start helps provide a wider gearing range - Designed to work with an XDR driver body - One-piece machined steel X-Dome design for weight savings - All Zipp wheels starting from 2012 are XDR ready - Version: D1 - 10-26T: 10, 11, 12, 13, 14, 15, 16, 17, 19, 21, 23, 26 - 10-28T: 10, 11, 12, 13, 14, 15, 16, 17, 19, 21, 24, 28 - 10-33T: 10, 11, 12, 13, 14, 15, 17, 19, 21, 24, 28, 33
$330.00 - $350.00
- Rider Tuned Gearing - Wider Gear Combination: 11-28T/12-28T/11-30T (New Gear Combination) - Closer Gear Combination: 11-25T/12-25T - Lightweight - CFRP & Alloy Spider Arm, 5 Titanium Sprockets - Gear Combination: 11-25T, 11-28T, 11-30T (New Gear Combination), 12-25T, 12-28T
New Super Record 12 Speed sprocket cassettes: innovation which gives the user great advantages, thanks to the matching dimensions and complete compatibility with wheels and frames. The rider has always been Campagnolo's focus, and the goal has always been facilitating their performance; making the impossible possible. Adding an additional sprocket might seem simple, however, we have not only succeeded in maintaining the same footprint, but also improving the component's performance and durability, which was a tricky challenge! The new Super Record 12 Speed sprocket sets feature thinner sprockets, tighter spaces and space-saving dimensions that are the same as those of the 11 Speed sprockets, meeting everyone's needs with just two (11:29; 11:32) cassettes. The addition of the twelfth sprocket allows a linear upshift or downshift by a single tooth, up to the seventh gear, allowing the cyclist to find the perfect ratio for any situation. In addition, the closer sprockets ensure faster, quieter and more precise shifting thanks to the special tooth design and surface treatment which guarantees a longer lifespan. The 6 larger sprockets are also available in two single-piece steel triplets, to avoid energy loss. Mounting the cassettes is easy thanks to matching-thickness spacers.
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Could there please be a blog post on how to apply the principles of being feminine and high value to a long term live-in relationship? I love this blog, and it's helped me so much (thanks Kat!), I just haven't seen much on this topic and would love to learn more (I also am pretty broke right now, so reading the blog is all I can afford at this time, even though I have bought the book).
I need urgent help. I have this girlfriend I was dating, before she traveled abroad to study, we promised to get married to each other. I love her so much that am so afraid to lose her. she said am too clingy, she blocked me on whatsapp today after we had some arguments although she's still my friend on facebook, please someone tell me what to do, I don't want to lose her. before she blocked me she said am tripping and being a psycho, am so confused.
Want to learn more the ins and outs of inspiring the man you adore to commit to you THE MOST DEFINITE WAY? Here's the most affordable way: by working with me face to face in a very relaxed, fun and intimate setting in my own home! And you will get some of the coaching programs I mention here as bonuses as well so you can start listening to them before coming to the weekend getaway. I promise you it'll be one of the most worthwhile investments you'll ever make in your life and you will leave knowing exactly how to be a high value woman. Your life will turn upside down for the better after the retreat if you practice all the skills I teach there.
So i met a girl at a party and she gave me her number, i texted her the next day and eventually worked up the courage to ask her on a date, although she said yes it seemed almost like she wasnt too interested because she says she works all the time..but i get a different vibe, but at the same time she asks when shes going to see me, i cant read her too well, what are some techniques to try when texting her to see if she actually is or is not interested?
Texting her right when you get her number is definitely the best way to make sure that she gave you the correct one. It also gets a message screen of your text popping up on her phone. When she gets this new text-message box, she'll presumably add your name so that she knows who has texted her. This familiarizes you even more to her and sets up your future texts. She's more likely to respond to the texts thereafter.
They either try to play this super cool guy, who they really aren't in person, or they'll say really over-the-top things, really ballsy things, pretending like they're that kind of guy. In person, they're as quiet as a mouse and would never dare repeat any of the things they talked about in text messages. Basically, they'll talk a big game but in no way at all can they even pretend to back it up in person.
After getting a quick conversation going, you then want to see what time she might be available during the week so that you can figure out a time to get together. The best way I've found to do this, without coming across as weak, is to say something like, "Hey, I'm a little busy today and tomorrow, but I have a few days off after that, so I'm sure we can figure out a day to get together." Or maybe this: "Yeah, I am booked during the weekend, but I have the next few days off. What's your schedule like? I'm thinking we get together ASAP :)"
2) Start using her error to make a fool out of her – most spelling errors are made because she didn´t pretty a key often enough… so she says "rtop" instead of stop, "stnp" instead of stop. Quite often she was trying to type the second or the third letter on the key, didn´t, but didn´t see it… excellent opportunities for playful teasing if you ask me. Some examples:
Español: enviar un mensaje de texto a la chica que te gusta, Português: Mandar Mensagem Para uma Garota Que Você Gosta, Français: envoyer des textos à une fille qui vous plait, Italiano: Scambiare Sms con una Ragazza Che Ti Piace, Deutsch: Einem netten Mädchen eine SMS senden, 中文: 给你喜欢的姑娘发短信, Русский: переписываться с девушкой, которая нравится, Nederlands: Een sms'je sturen aan een meisje dat je leuk vindt, Čeština: Jak si psát s dívkou, která se vám líbí, Bahasa Indonesia: Berkirim Pesan Dengan Wanita yang Disukai, 한국어: 좋아하는 여성한테 문자하는 법, العربية: مراسلة الفتاة التي تعجبك, Tiếng Việt: Nhắn tin cho cô gái bạn thích, ไทย: ส่งข้อความหาสาวที่คุณชอบ, 日本語: 好きな女子にテキストメッセージを送る, Türkçe: Hoşlanılan Kıza Nasıl Mesaj Atılır, हिन्दी: जिस लड़की को चाहते हों उसे टेक्स्ट करें
That's right, don't toss it out completely. Like I said, she might just be under the weather, having a bad day, still getting over a recent break-up, or be completely stressed and busy with work. Stop your attempts for maybe a week or two and then retry again. A lot of the time this reattempt works perfectly and you can pick-up right where you left off.
Take note of how long your conversations last. If they're long, maybe even lasting a few hours, then there's a chance she likes you! If you think she's putting just as much effort into continuing the conversation as you are, that's also a good sign. Don't forget to take a break on always texting her first. If she texts you after a few days, then it could mean she longs for you to talk to her or she's thinking of you. If you can, see how much she texts or how much she usually texts other friends and see if you're special to her. Try to let her know that you text her more than other people if you can; it will make her feel special!
I'm 14 and I tried this on a girl who I deeply loved. She's my neighbor too!!! I'm shy of talking to girls I like and try to stay as far away from them as possible. So I got a Facebook when I turned 13 (I would have gotten it earlier but my parents wouldn't let me) and it automatically downloaded her phone number into my address book on my phone. Jackpot I thought. So I started texting her using these steps and there was no response. So I tried step #12 and I finally got a response. "Keep dreaming, Gabe. Keep dreaming." So I rate it a 1 out of 1,000,000,000!!!!
So i met a girl at a party and she gave me her number, i texted her the next day and eventually worked up the courage to ask her on a date, although she said yes it seemed almost like she wasnt too interested because she says she works all the time..but i get a different vibe, but at the same time she asks when shes going to see me, i cant read her too well, what are some techniques to try when texting her to see if she actually is or is not interested?


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52 • Orange, California, United States
Male / Single / ID: 2469282
Seeking Female 30 - 40 For: Penpal, Friendship, Romance / Dating, Long Term Relationship
Last active: over 12 months ago
Have children:
Art / Painting, Astrology, Ballet, Beach / Parks, Camping / Nature, Computers / Internet, Concerts / Live Music, Cooking / Food and Wine, Family, Home Improvement, Library, Music (Listening), Meditation, Museums / Galleries, Philosophy / Spirituality, Photography, Reading, Theatre, Watching Sports, Writing
American, Middle Eastern, Barbecue, Greek, Italian, Southwestern, Chinese / Dim Sum, Jewish / Kosher, Thai, Deli, Mediterranean, Fast Food / Pizza, Mexican, Vietnamese
Alternative, New Age, Pop, Rap, Religious, R'n'B / Hip Hop, Rock, Soft Rock, World
Basketball, Bowling, Boxing, Gym / Weight Training, Martial Arts, Walking, Wrestling
magnificent obsession
mexican, Vietnamese, hamburgers, home made chili
every thing from rap to metal including a little counry.
silly goofy
music, working out with weights, martial arts, camping, watching basket ball writing, reading,
mexico canada
dont know
in a mountain cabin during a snow storm with no lights but candles and cuddling to stay warm.
honest and loyal. intelligent some one looking for a long term romance and willing to relocate to America.
We promise to keep your information safe and will never post or share anything on your Facebook page.


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Opening Hours : Providing solution design within 24 hours
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