Msaada kuhusu sheria za kazi

wana jf sect 43 ya ELRA states that where an employee's contract is terminated the employer shall pay for the transportation of that employee to the place of recruitment.

swali langu ni; kwa kuwa sheria hapo haijasema the contract is terminated by who, je ni haki mfanyakazi aliye terminate mkataba through resignation kudai asafirishwe? if yes, iko wapi haki ya mwajiri ktk hili? naomba ufafanuzi tafadhali.

Mkuu kama nitakuwa na mimi nimeisoma vyema section hii (43) ni pale tu ambapo employer anaterminate contract ya employee. Na hii inaonekana ukisoma kwa utulivu wake section yote uliyoitaja hapo juu ambayo na mimi nainukuu hapa chini.

43.​

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recruitment.
Angalizo: Naomba nikushirikishe pia kipengele cha 73 cha sheria za mikataba kwa Tanzania ambayo inasema ni yule tu aliyedhurika na uvunjaji wa mkataba ndio mwenye haki ya kudai fidia kutokana na mvunjiko huo. Kwa hiyo huwezi kuvunja mkataba kisha ukadai usafiri wa vyombo vyako kurudishwa kule ulikotoka kwani utakuwa umemsababishia madhara mwajiri. Tafadhali pitia hapo chini nukuu ya sheria ya mikataba.

Compensation
for loss or
damage caused
by breach of
contract, etc.​

73​

.-(1) When a contract has been broken, the party who suffers by such
breach is entitled to receive, from the party who has broken the contract,
compensation for any loss or damage caused to him thereby, which naturally
arose in the usual course of things from such breach, or which the parties​

knew, when they made the contract, to be likely to result from the breach of it
Kwa uelewa wangu mkuu naomba niishie hapo huku nikiamini kuwa kuna wadau wengine watakupa mifano zaidi .

L'AMOUR said:

Mkuu kama nitakuwa na mimi nimeisoma vyema section hii (43) ni pale tu ambapo employer anaterminate contract ya employee. Na hii inaonekana ukisoma kwa utulivu wake section yote uliyoitaja hapo juu ambayo na mimi nainukuu hapa chini.

43.​

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-(1) Where an employee's contract of employment is terminated
at a place other than where the employee was recruited, the employer
shall either-​

(a) transport of the employee and his personal effects to the
place of recruitment,
(b) pay for the transportation of the employee to the place of
recruitment, or
(c) pay the employee an allowance for transportation to the
place of recruitment in accordance with subsection (2) and
daily subsistence expenses during the period, if any,
between the date of termination of the contract and the date
of transporting the employee and his family to the place of​

recruitment.
Angalizo: Naomba nikushirikishe pia kipengele cha 73 cha sheria za mikataba kwa Tanzania ambayo inasema ni yule tu aliyedhurika na uvunjaji wa mkataba ndio mwenye haki ya kudai fidia kutokana na mvunjiko huo. Kwa hiyo huwezi kuvunja mkataba kisha ukadai usafiri wa vyombo vyako kurudishwa kule ulikotoka kwani utakuwa umemsababishia madhara mwajiri. Tafadhali pitia hapo chini nukuu ya sheria ya mikataba.

Compensation
for loss or
damage caused
by breach of
contract, etc.​

73​

.-(1) When a contract has been broken, the party who suffers by such
breach is entitled to receive, from the party who has broken the contract,
compensation for any loss or damage caused to him thereby, which naturally
arose in the usual course of things from such breach, or which the parties​

knew, when they made the contract, to be likely to result from the breach of it
Kwa uelewa wangu mkuu naomba niishie hapo huku nikiamini kuwa kuna wadau wengine watakupa mifano zaidi .

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Mkuu nirudi hapo kwenye kifungu cha 43 ya ELRA, bado mwajiri anatakiwa kisheria kutekeleza kati ya hizo options tatu kama amekatisha makataba na mwajiriwa for gross misconduct?

Kama nitakuwa nimekuelewa kwa sasa unamaanisha kuwa mwajiri akiterminate mkataba wa mwajiriwa. Ni kweli kama mwajiri atakuwa amekatisha mkataba wa mwajiriwa itabidi alipe gharama ambazo mwajiriwa anastahili ikiwa ni pamoja na kumrudisha sehemu aliyomwajiria. Ebu tusaidiane katika kufuatilia hapa chini

I can understand your concern.
Gross misconduct isn't defined by statute. As Justice Stevens of the US Supreme Court said, "I know it when I see it" (although he was referring to pornography). I checked to find cases where an employee was denied because of gross misconduct. Illegal or dangerous acts committed in the workplace would be gross misconduct. For example, I know of an employee who was denied benefits after getting drunk, driving his company truck into a utility pole, and causing over $250,000 in claims for the resulting power outage.
I checked some resources, and found that COBRA was denied to an employee that punched a customer; a teacher arrested for sex crimes; employees who have been violent in the workplace; employees who have been violent outside of the workplace, but in a manner that affects the workplace; employees who embezzled money; and repeated refusal to comply with a supervisor's reasonable instructions.
In your case, I don't think that merely signing a petition that was drafted and circulated by someone else would constitute gross misconduct. It might be something that you could be terminated for (in fact, in Minnesota, any employee can be terminated at any time for any reason that is not illegal or discriminatory), but I don't think it would be deemed gross misconduct.
So kwa namna hii naweza kusema kuwa inategemea mambo mengi kadri mahakama itakavyoona ila kama mwajiriwa amefanya gross misconduct ni ngumu sana kuweza kudai tena haki hiyo hapo kama ulivyosema otherwise kuwa na exceptions zinazokubalika kimahakama. Thank you

Let me be in the same pool but in a different pond. Mosi, Je kama mtumshi ana ndoa ya kimila, mwajiri atathibitisha vipi ili aweze kumpa mke/mme wa mwajiriwa stahili zake kama vile nauli ya likizo n.k? Pili, Je ni sahihi kwamba mtumishi akilipwa nauli ya likizo mwaka huu, mwaka unaofuata hapaswi kulipwa? Tatu, Mtumishi anaposafiri safari ndefu ambayo inabidi kulala njiani anapaswa kulipwa posho ya kujikimu? Mwisho mwajiri anamlipia nauli mtumishi kwenda place of domicile, recruitment au popote mtumishi anakotaka kwenda wakati huo?
naomba ufafanuzi wakuu

Nadhani katika ujazaji wa nyaraka mbalimbali za kazi kuna sehemu ya kumjaza mke/wake inategemea na aina ya ndoa kama ilivyoainishwa na sheria ya ndoa. Kumbuka tu hata kama umekaa na mwanamke kwa zaidi ya miaka miwili na jamii ikaamini hivyo sheria inatambua ndoa hiyo( Presumpition of marriage). Cha msingi katika maswali yako ni kuangalia mkataba wako unasemaje na employee manual( hii waajiri wengi wanakwepa kutoa ili kuwafumba waajiriwa). Pia angalia kama umeajiriwa na sekta binafsi au sekta ya umma. Mwajiri anatakiwa kumrudisha mwajiriwa sehemu alikomwajiriwa na si kwingineko mkuu. Ila kama utapenda nikupe majibu kwa urefu ningependa nijue pia unazungumzia mambo ya posho wakati wa kurudishwa nyumbani baada ya mkataba wa ajiri kuvunjwa au wakati wa likizo yake. Tafadhali karibu tena

Mkuu L'amour nazungumzia posho wakati wa likizo tu. Napata shida wakati wa malipo kwa watumishi. Wengine wanaishi na wake zao kwa ndoa za kimila na wanakuwa wanashinikiza wake zao pia wapate haki zao. Sina tatizo na hilo kama kutakuwa na kanuni inayonipa uhalali huo

Kacharimbe said:

Let me be in the same pool but in a different pond. Mosi, Je kama mtumshi ana ndoa ya kimila, mwajiri atathibitisha vipi ili aweze kumpa mke/mme wa mwajiriwa stahili zake kama vile nauli ya likizo n.k? Pili, Je ni sahihi kwamba mtumishi akilipwa nauli ya likizo mwaka huu, mwaka unaofuata hapaswi kulipwa? Tatu, Mtumishi anaposafiri safari ndefu ambayo inabidi kulala njiani anapaswa kulipwa posho ya kujikimu? Mwisho mwajiri anamlipia nauli mtumishi kwenda place of domicile, recruitment au popote mtumishi anakotaka kwenda wakati huo?
naomba ufafanuzi wakuu

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What kind of a job that has such a generous benefits package like that? They pay for your fare to go on vacation? Damn! You must have it so good if that's the case.

Kacharimbe unapoajiriwa unaulizwa kwenu ni wapi na pia family members wako. Kila sehemu huwa ina rate yake bila kujali kama utalala njiani au la kutegemea na hali halisi ya kufika hapo kwenu. Ingawa huwa haiwekwi wazi rate hizi huwa zinategemea level au cheo na gharama halisi ya kwenda huko. Kwa mfano mpaka juzijuzi tu ninavyofahamu mimi mtumishi anayefanya kazi mafia au mtwara usafiri wake ni ndege.Hili limezingatia ugumu wa ufikaji sehemu hizo. Sasa mkuu kama wewe unalala njiani itabidi ujibane kwenye posho yako ya likizo ambapo inaitwa posho ya usafiri na sio vinginevyo. Hii inaepusha usanii maana kama mtu anakwenda mwanza anaweza kuamua kutumia siku tatu au moja sasa katika kuondoa huo mkanganyiko mambo haya yamewekwa vyema kwenye mikataba ya ajira. Ninaamini kama umezijaza hizo fomu ni kuwakumbusha tu maana usipokumbusha kwa sasa watu huwa wanakaa kimya na baadae utasikia mtu fulani kazila. Kama vipi nitatafuta mfano wake ili nikuwekee hapa nadhani ndio tutaweza kueleweshana vizuri. Ila jua tu kwamba posho ya usafiri haifafanui ule wapi au ulale wapi inazingatia gharama halisi za kufika kwenu.

Nyani Ngabu said:

What kind of a job that has such a generous benefits package like that? They pay for your fare to go on vacation? Damn! You must have it so good if that's the case.

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mbona kawaida mwajiri kulipa nauli ya likizo, wapi huko ambako hawalipi?

Kacharimbe said:

Let me be in the same pool but in a different pond. Mosi, Je kama mtumshi ana ndoa ya kimila, mwajiri atathibitisha vipi ili aweze kumpa mke/mme wa mwajiriwa stahili zake kama vile nauli ya likizo n.k? Pili, Je ni sahihi kwamba mtumishi akilipwa nauli ya likizo mwaka huu, mwaka unaofuata hapaswi kulipwa? Tatu, Mtumishi anaposafiri safari ndefu ambayo inabidi kulala njiani anapaswa kulipwa posho ya kujikimu? Mwisho mwajiri anamlipia nauli mtumishi kwenda place of domicile, recruitment au popote mtumishi anakotaka kwenda wakati huo?
naomba ufafanuzi wakuu

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Swali la pili na la tatu yanategemea mkataba wa ajira unasemaje. At the end of the day it will depend on what you negotiated for when entering into the contract of employment. Kuhusiana na swali la kwanza sio mwajiri bali ni mwajiriwa ndiye anayetakiwa kudhibitisha kuwa uhusiano ni ule wa ume na mke. Ndoa ya zilizofungwa kwa kufuta mila na desturi za Tanzania kabla na baada na baada ya mwaka 1971 zinatambuliwa kisheria.

Kacharimbe said:

mbona kawaida mwajiri kulipa nauli ya likizo, wapi huko ambako hawalipi?

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Mimi sijawahi sikia hii. Sasa mshahara unaolipwa wa nini kama na nauli ya kwenda kwenu wanakulipia?

Nyani Ngabu said:

Mimi sijawahi sikia hii. Sasa mshahara unaolipwa wa nini kama na nauli ya kwenda kwenu wanakulipia?

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Watu wa HR watatusaidia mantiki ya mwajiri kumlipia nauli mwajiriwa, mke/mume na watoto/ wategemezi watatu. hilo lipo serikali kuu, za mitaa na mashrika ya umma (Labda mengine hayana utaratibu huu, bali kwenye shirika la umma ninalofanyia mimi mwajiri analipa)

EMT said:

Swali la pili na la tatu yanategemea mkataba wa ajira unasemaje. At the end of the day it will depend on what you negotiated for when entering into the contract of employment. Kuhusiana na swali la kwanza sio mwajiri bali ni mwajiriwa ndiye anayetakiwa kudhibitisha kuwa uhusiano ni ule wa ume na mke. Ndoa ya zilizofungwa kwa kufuta mila na desturi za Tanzania kabla na baada na baada ya mwaka 1971 zinatambuliwa kisheria.

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Mkuu nisaidie, huo uthibitisho uweje. kutoka kwa hakimu, mkuu wa wilaya, mwanasheria yeyote au kwa watu wengine ambao si wanasheria

Wakuu hapa sioni cha kubishania. Ni kweli kwamba unaweza kulipwa mshahara na pesa ya likizo ndio maana kuna paid leave yaani likizo yenye malipo. Sheria ya ajira na mahusiano bora kazini imelenga kuleta amani makazini kwa kuweka bayana makubaliano kati ya mwajiri na mwajiriwa na unapoajiriwa haimaanishi wewe tu ndio una shida ya pesa kwani hata mwajiri pia ana shida ya nguvu au akili yako na ndio maana akitumia nguvu yako au akili yako inatakiwa akulipe. Kwa huyo anayeshangaa mtu kulipwa mshahara na posho ya likizo atasemaje kuona watuhumiwa wa mauaji ya kimbali wanavyowekwa katika mazingira mazuri na UN wakati wameua watu. Haki za binadamu zikiheshimiwa unaweza kuona kuwa kupewa kazi ya kufanya sio favour ni haki ya kikatiba

Kacharimbe said:

Mkuu nisaidie, huo uthibitisho uweje. kutoka kwa hakimu, mkuu wa wilaya, mwanasheria yeyote au kwa watu wengine ambao si wanasheria

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Mkuu,

Udhibitisho ni cheti cha ndoa. Cheti cha ndio ushahidi pekee utakaodhibitisha kuwa mmeoana. Otherwise, itakuwa ngumu kudhibitisha. Kifungu cha 43(4) cha Sheria ya Ndoa ya Mwaka 1971 kinasema kuwa kama ndoa ikifungwa kwa mila na desturi zetu na bila kuwepo kwa msajili wa ndoa wakati ndoa hiyo ikifungwa, then wanandoa watakuwa na jukumu la kisheria la kuisajili ndoa yao kwa msajili wa ndoa ndani ya siku 30 tokea ndoa ifungwe. Kwa hiyo kama ndoa imefungwa kwa njia za kimila, still inabidi ukaisajili hiyo ndoa ndani ya siku 30 ili uweze kupata cheti cha ndoa ambacho utaweza kukitumia kudhibitisha kwa mwajiri kuwa mmeona. Nafikiri chati kitaonyesha kuwa ndoa ilikuwa ya kimila. Kifungu cha 43(5) kinasema kuwa msajili ataisajili ndoa hiyo baada ya kuridhika kuwa ilifungwa kihalali. Lakini kama msajili/afisa wa ndoa alikuwepo wakati ndoa ya kimila ikifungwa, then msajili/afisa huyo anatakiwa kuhakikisha kuwa ndoa hiyo inasajiliwa.

L'AMOUR said:

Wakuu hapa sioni cha kubishania. Ni kweli kwamba unaweza kulipwa mshahara na pesa ya likizo ndio maana kuna paid leave yaani likizo yenye malipo. Sheria ya ajira na mahusiano bora kazini imelenga kuleta amani makazini kwa kuweka bayana makubaliano kati ya mwajiri na mwajiriwa na unapoajiriwa haimaanishi wewe tu ndio una shida ya pesa kwani hata mwajiri pia ana shida ya nguvu au akili yako na ndio maana akitumia nguvu yako au akili yako inatakiwa akulipe. Kwa huyo anayeshangaa mtu kulipwa mshahara na posho ya likizo atasemaje kuona watuhumiwa wa mauaji ya kimbali wanavyowekwa katika mazingira mazuri na UN wakati wameua watu. Haki za binadamu zikiheshimiwa unaweza kuona kuwa kupewa kazi ya kufanya sio favour ni haki ya kikatiba

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Kuna tofauti kati ya paid vacation na unpaid vacation na kulipiwa nauli ya kwenda kwenu whether umechukua paid au unpaid vacation. Ambacho sielewi ni kwa nini mtu ulipiwe nauli ya kwenda kusalimia kwenu ilhali unalipwa mshahara.

Paid vacation haiathiri mshahara wako. Ukienda likizo utalipwa mshahara wako kama kawaida. Ila kwa uzoefu wangu, unapochukua unpaid vacation ni kwamba unakuwa huna PTO (paid time off) hivyo ukitaka kuchukua likizo basi hiyo likizo itakuwa ni ya bila malipo.

Sasa unaenda zako likizo halafu eti mwajiri wako anakulipia nauli ya kwenda huko unakoenda, WTF!! Nahisi labda tunazungumzia labor laws za nchi tofauti kabisa. Mwisho wa siku ni uamuzi wa mwajiri na sheria za hiyo nchi zinasemaje kuhusiana na hayo mambo ya vacation/ paid time off na kadhalika.

Nyani Ngabu said:

Sasa unaenda zako likizo halafu eti mwajiri wako anakulipia nauli ya kwenda huko unakoenda, WTF!! Nahisi labda tunazungumzia labor laws za nchi tofauti kabisa. Mwisho wa siku ni uamuzi wa mwajiri na sheria za hiyo nchi zinasemaje kuhusiana na hayo mambo ya vacation/ paid time off na kadhalika.

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Mkuu yote yanategemeana na mkataba wa kazi unasemaje. Wapo wanaojua kunegotiate mikataba yao mpaka wanalipiwa na nauli za kwenda likizo. Kama umekubaliana na mwajiri kuwa atakuwa anakulipa nauli ya kwenda likizo halafu asikulipe then, the law will not protect the employer simply because they have breached the contract. And the employee can sue the employer for breach of contract and ask for damages. Kwa hiyo mwisho wa siku sio uamuzi wa mwajiri bali ni jinsi mkataba wa ajira unavyosema ambao utaangaliwa in accordance with the relevant applicable law. Unless sheria za nchi husika zinapiga marufuku waajiri/waajiriwa kunegotiate kwenye mikataba yao ya kazi kulipa/kulipwa nauli za kwenda likizo, then sioni tatizo la vitu kama hivi kuwepo. Pia wapo waajiri ambao tayari wana scheme kama hizo. Tena wengine wana schemes sio tuu za kuwapa waajiriwa nauli za kwenda kwenda likizo tuu bali pia hata ada za shule za watoto zinalipiwa na mwajiri.

EMT said:

Mkuu yote yanategemeana na mkataba wa kazi unasemaje. Wapo wanaojua kunegotiate mikataba yao mpaka wanalipiwa na nauli za kwenda likizo. Kama umekubaliana na mwajiri kuwa atakuwa anakulipa nauli ya kwenda likizo halafu asikulipe then, the law will not protect the employer simply because they have breached the contract. And the employee can sue the employer for breach of contract and ask for damages. Kwa hiyo mwisho wa siku sio uamuzi wa mwajiri bali ni jinsi mkataba wa ajira unavyosema ambao utaangaliwa in accordance with the relevant applicable law. Unless sheria za nchi husika zinapiga marufuku waajiri/waajiriwa kunegotiate kwenye mikataba yao ya kazi kulipa/kulipwa nauli za kwenda likizo, then sioni tatizo la vitu kama hivi kuwepo. Pia wapo waajiri ambao tayari wana scheme kama hizo. Tena wengine wana schemes sio tuu za kuwapa waajiriwa nauli za kwenda kwenda likizo tuu bali pia hata ada za shule za watoto zinalipiwa na mwajiri.

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Hivi kila ajira bongo ni ya mkataba?

Nyani Ngabu said:

Hivi kila ajira bongo ni ya mkataba?

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Sio bongo tuu. Duniani kote kuna ajira ambazo hazina mikataba. Sababu mbalimbali zinachangia kuwepo kwa hilo, kama nature ya kazi yenyewe, nk. Kutokuwepo kwa mkataba haina maana kuwa mwajiri na mwajiriwa hawana duties and responsibilities to each other.