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Cameroon

Section 6. Discrimination, Societal Abuses, and Trafficking in Persons

Members of National/Racial/Ethnic Minority Groups

The population consists of more than 275 ethnic groups. Members of President Biya’s Beti/Bulu ethnic group from the South Region continued to hold many key positions and were disproportionately represented in the government, state-owned businesses, and security forces.

Indigenous People

An estimated 50,000 to 100,000 Baka, including Bakola and Bagyeli, resided primarily in (and were the earliest known inhabitants of) the forested areas of the South and East Regions. The government did not effectively protect the civil or political rights of either group. Logging companies continued to destroy indigenous peoples’ naturally forested land without compensation. Other ethnic groups often treated the Baka as inferior and sometimes subjected them to unfair and exploitative labor practices. The government continued long-standing efforts to provide birth certificates and national identity cards to Baka. Most Baka did not have these documents, and efforts to reach them were impeded by the difficulty in reaching homes deep in the forest.

There were credible reports from NGOs that the Mbororo, nomadic pastoralists living mostly in the North, East, Adamawa, and Northwest Regions, continued to be subject to harassment, sometimes with the complicity of administrative or judicial authorities. In a letter dated August 17, a group of eight persons writing on behalf of the Fulani-Mbororo community and associated with the CPDM, denounced what they described as the demeaning stigmatization of the Fulani-Mbororo as an indigenous and minority people in the country. They stated that the Fulani-Mbororo are not indigenous in the same way as the Baka and are not a minority.

Section 7. Worker Rights

a. Freedom of Association and the Right to Collective Bargaining

The law provides for the rights of workers to form and join independent unions, bargain collectively, and conduct strikes, albeit with significant restrictions. The right does not apply to defined groups of workers, including defense and national security personnel, prison administration civil servants, and judicial and legal personnel. The law also prohibits antiunion discrimination and requires the reinstatement of workers fired for union activity. Statutory limitations and other practices substantially restricted these rights. The law does not permit the creation of a union that includes both public and private sector workers or the creation of a union that includes different, even if closely related, sectors. The law requires that unions register with the government, have a minimum of 20 members, and formalize the union by submitting a constitution and bylaws. Founding members must also have clean police records. Those who form a union and carry out union activities without registration can be fined under the law. More than 100 trade unions and 12 trade union confederations were in operation, including one public sector confederation. Trade unions or associations of public servants may not join a foreign occupational or labor organization without prior authorization from the minister of territorial administration, who is responsible for “supervising public freedoms.”

The constitution and law provide for collective bargaining between workers and management as well as between labor federations and business associations in each sector of the economy. The law does not apply to the agricultural or informal sectors, which included most of the workforce.

Legal strikes or lockouts may be called only after conciliation and arbitration procedures have been exhausted. Workers who ignore procedures to conduct a strike may be dismissed or fined. Free industrial zones are subject to some labor laws, but there are several exceptions. The employers have the right to determine salaries according to productivity, the free negotiation of work contracts, and the automatic issuance of work permits for foreign workers. Some laws intended to target terrorists can impose harsh legal penalties on legitimate trade union activity.

The government and employers do not effectively enforce the applicable laws on freedom of association and the right to collective bargaining. Penalties for violations were rarely enforced and were not commensurate with those for comparable violations. Administrative judicial procedures were infrequent and subject to lengthy delays and appeals.

Collective agreements are binding until three months after a party has given notice to terminate. As in the previous year, there were no reported allegations that the minister of labor and social security negotiated collective agreements with trade unionists who had nothing to do with the sectors concerned and did not involve trade union confederations that prepared the draft agreements.

Many employers continued to use subcontractors to avoid hiring workers with bargaining rights. Major companies, including parastatal companies, reportedly engaged in the practice according to workers from Energy of Cameroon, the water company Camerounaise des Eaux, cement manufacturer Cimencam, Guinness, Aluminum Smelter, COTCO, Ecobank, and many others. Subcontracting reportedly involved all categories of personnel, from the lowest to senior levels. As a result, workers with equal expertise and experience did not always enjoy similar protections when working for the same business, and subcontracted personnel typically lacked a legal basis to file complaints.

Workers’ representatives said many workers were granted technical leave because of COVID-19, which took a heavy toll on most businesses.

Several strikes were announced. Some were called off after successful negotiations and some were carried out peacefully, while others faced some degree of repression.

In May the union of information and communications technology workers, Syntic, issued a notice to strike from May 22 to June 7 at Nexttel, the Cameroonian subsidiary of the Vietnamese company Viettel. According to Syntic, the strike was due to successive violations of the labor code and unilateral salary deductions. A March 25 decision from the minister of labor suspended the unilateral decision of Nexttel’s management to revise the conditions of employee remuneration. The company’s top management decided to punish the 31 dissenting workers by firing them. Syntic asked Nexttel to launch a tripartite dialogue, but Nexttel’s management had not yet answered the notice.

On May 7, 10 workers’ representatives to the Douala City Council were reinstated after spending 36 months without pay. The former government delegate to the city council, Fritz Ntone, suspended the 10 in 2017 after they organized a strike seeking improved working conditions, including health insurance. In 2017 the Littoral Court of Appeal’s Labor Arbitration Council issued a decision requesting the delegate to reinstate the workers’ representatives, but the delegate instead opposed the court decision and referred the issue back to the labor inspector. The case was once again referred to the region’s court of appeals. After multiple postponements, in October 2019 the court confirmed the initial decision to reinstate the workers’ representatives and pay their salaries and outstanding arrears, but the delegate did not comply. The May 7 reinstatement of the workers’ representatives was the result of several rounds of negotiations with the council executive, under the leadership of the new Douala mayor, Roger Mbassa Ndine. The negotiations resulted in the signing of a memorandum of understanding between the workers’ representatives and the council executive. Some of the former workers’ representatives believed the memorandum was not carried out in good faith in accordance with the court decision because the mayor refused to fulfill all commitments under the memorandum.

International labor and trade union organizations report a pattern of firing labor representatives.

b. Prohibition of Forced or Compulsory Labor

The constitution and law prohibit all forms of forced and compulsory labor. The law prohibits slavery, exploitation, and debt bondage and voids any agreement in which violence was used to obtain consent. Penalties for violations were commensurate with those for comparable crimes. The law also extends culpability for all crimes to accomplices and corporate entities. Although the statutory penalties are severe, the government did not enforce the law effectively, in part due to a lack of capacity to investigate trafficking and limited labor inspection and remediation resources. In addition, due to the length and expense of criminal trials and the lack of protection available to victims participating in investigations, many victims of forced or compulsory labor resorted to accepting out-of-court settlements (see also section 1.g., Child Soldiers).

Anecdotal reports of hereditary servitude imposed on former slaves in some chiefdoms in the North Region continued. Many members of the Kirdi–a predominately Christian and animist ethnic group enslaved by the Muslim Fulani in the 1800s–continued to work for traditional Fulani rulers for compensation in room and board and generally low and unregulated wages, while their children were free to pursue schooling and work of their choosing. Kirdi were also required to pay local chiefdom taxes to the Fulani, as were all other subjects. The combination of low wages and high taxes (although legal) effectively constituted forced labor. While technically free to leave, many Kirdi remained in the hierarchical and authoritarian system because of a lack of viable alternative options.

Anecdotal reports suggested that in the South and East Regions, some Baka, including children, continued to be subjected to unfair labor practices by Bantu farmers, who hired the Baka at exploitative wages to work on their farms during the harvest seasons.

Also see the Department of State’s Trafficking in Persons Report at https://www.state.gov/trafficking-in-persons-report/.

c. Prohibition of Child Labor and Minimum Age for Employment

The law prohibits most of the worst forms of child labor and sets 14 as the minimum age of employment. The law prohibits children from working at night or longer than eight hours per day. It also outlines tasks children younger than 18 cannot legally perform, including moving heavy objects, undertaking dangerous and unhealthy tasks, working in confined areas, and prostitution. Employers are required to provide skills training to children between the ages of 14 and 18. Because compulsory education ends at the age of 12, children who were not in school and not yet 14 were particularly vulnerable to child labor. Laws relating to hazardous work for children younger than 18 are not comprehensive, since they do not include prohibitions on work underwater or at dangerous heights. Children engaged in hazardous agricultural work, including cocoa production. The law provides penalties ranging from fines to imprisonment for those who violate child labor laws. These penalties were commensurate with those for comparable crimes, such as kidnapping.

Children younger than the minimum age of employment tended to be involved in agriculture, fishing and livestock, the service industry, sex work, and artisanal gold mining. There were reports of underage children associated with nonstate armed groups in the Far North, Southwest, and Northwest Regions. In agriculture, children were exposed to hazardous conditions, including climbing trees, handling heavy loads, using machetes, and handling agricultural chemicals. Children in artisanal gold mines and gravel quarries spent long hours filling and transporting wheelbarrows of sand or gravel, breaking stones without eye protection, and digging and washing the soil or mud, sometimes in stagnant water, to extract minerals. These activities left children vulnerable to physical injuries, waterborne diseases, and exposure to mercury. Children worked as street vendors; in fishing, where they were exposed to hazardous conditions; and largely alongside families and rather than for formal employers. Children were subjected to forced begging as talibes in Koranic schools.

Also see the Department of Labor’s Findings on the Worst Forms of Child Labor at https://www.dol.gov/agencies/ilab/resources/reports/child-labor/findings .

d. Discrimination with Respect to Employment and Occupation

The law contains no specific provisions against or penalties for discrimination, but the constitution in its preamble provides that all persons shall have equal rights and obligations and that every person shall have the right and the obligation to work.

Discrimination in employment and occupation allegedly occurred with respect to ethnicity, HIV status, disability, gender, and sexual orientation, especially in the private sector. There were legal restrictions on women’s employment in occupations deemed arduous or “morally inappropriate” and in industries including mining, construction, factories, and energy. Members of ethnic groups often gave preferential treatment to other members of their group in business. Persons with disabilities reportedly found it difficult to secure and access employment. There were no reliable reports of discrimination against internal migrant or foreign migrant workers, although anecdotal reports suggested such workers were vulnerable to unfair working conditions. The government took no action to eliminate or prevent discrimination and kept no records of incidents of discrimination.

e. Acceptable Conditions of Work

The minimum wage in all sectors was greater than the World Bank’s poverty line. Premium pay for overtime ranged from 120 to 150 percent of the hourly rate, depending on the amount of overtime and whether it was weekend or late-night overtime. Despite the minimum wage law, employers often negotiated lower wages with workers, in part due to the extremely high rate of underemployment in the country. Salaries lower than the minimum wage remained prevalent in the public works sector, where many positions required unskilled labor, as well as in domestic work, where female refugees were particularly vulnerable to unfair labor practices.

The law establishes a standard workweek of 40 hours in public and private nonagricultural firms and a total of 2,400 hours per year, with a maximum limit of 48 hours per week in agricultural and related activities. There are exceptions for guards and firefighters (56 hours per week), service-sector staff (45 hours per week), and household and restaurant staff (54 hours per week). The law mandates at least 24 consecutive hours of rest weekly.

The government sets health and safety standards in the workplace. The minister in charge of labor matters establishes the list of occupational diseases in consultation with the National Commission on Industrial Hygiene and Safety. The regulations were not enforced in the informal sector. The labor code also mandates that every enterprise and establishment of any kind provide medical and health services for its employees. This stipulation was not enforced.

The Ministry of Labor and Social Security is responsible for enforcement of the minimum wage and workhour standards, but did not enforce the law. Penalties for violations of the law were not commensurate with those for comparable crimes, such as negligence. Ministry inspectors and occupational health physicians are responsible for monitoring health and safety standards, but the ministry lacked the resources for a comprehensive inspection program. The government more than doubled the total number of labor inspectors, but the number was still insufficient. Moreover, the government did not provide inspectors adequate access to vehicles or computers.

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