Nisaidieni issue hii ya labour

[Devils Advocate]

tuanzie hapo hapo
ushahidi wa kuwa sexual harrassed kwanza.......

according to lalbour laws ushahidi wake kuwa amekuwa sexually harrased ni ushahidi tosha. from there onus of proof kuwa hakuwa sexually harrassed ni duty ya employer.

 

[Devils Advocate]

This lady first needs to understand that, this is purely sexual harrassment that inculcates disciplinary actions against the other party and against our norms. I would in one way or another advise the lady to take it up with labor law experts of whom I personally believe are there and willing to assist...This is not acceptable at all, lawyers please assist....

Kwa kweli wa kwanza wa kujisaidia ni yeye mwenyewe. Ni lazima aanzishe mchakato wa kwenda kufungua shauri. (hii ni kwa sababu wanawake wengi hawajawa empowered kusimama mahakamani na kuelzea manyanyaso wanayopata wakiwa makazini).

Kwa msaada wa kisheria anaweza akaenda kwenye clinic zifuatazo: Tanganyika Law Socisty Legal Aid Clinic, LHRC clinic, nola, WLAC na TAWLA Clinic. Pili kama anajiweza anaweza kuajiri Wakili wake mwenyewe.

 

[Mfamaji]

Yes she has, the contract among other things provides for a probation period of three months. And with respect to proof of sexual harrasment, this is a bit tricky, a girl enters the office of the boss, the boss touches her in a manner that implies sexual harrassment. Mind that all other employees of the company a males and they all does the same, touching her and all of that making the working enviroment very unfriendly. What is the evidence then, who can be a witness, this is the situation.

Dogo bana unaweza umombo ila ongeza bidii kidogo maana hizo tense ah ah . Bora hata lugha ya taifa.

Situtation kama hiyo ni nadra sana kutokea unless hiyo kampuni ni ya mahooligans tupu. Au huyo bint ameamua kujiweka kiuchokokozi chokozi .
Anyway , kama kafukuzwa kazi atumie Trade Union au baraza la kazi kutafuta haki yake. Hamna sheria ya compensation ila anweza kuwashtaki wahusika kwa sexual harrasment ikiwa ana ushahidi. Kwenye hiyo anaweza kuomba compensation for damage she suffered. My opinion.

 

[bht]

according to lalbour laws ushahidi wake kuwa amekuwa sexually harrased ni ushahidi tosha. from there onus of proof kuwa hakuwa sexually harrassed ni duty ya employer.

Anyway , kama kafukuzwa kazi atumie Trade Union au baraza la kazi kutafuta haki yake. Hamna sheria ya compensation ila anweza kuwashtaki wahusika kwa sexual harrasment ikiwa ana ushahidi. Kwenye hiyo anaweza kuomba compensation for damage she suffered. My opinion.

kwa hiyo wakubwa huu ushahidi wa maneno tu unatosha??

 

[Devils Advocate]

BHT,
Yes ushahidi wa maneno tu unatosha kwa sababu kama unavyojua si rahisi kwa mambo ya sexual discrimination kufanyika waziwazi. Kwa hiyo watunga sheria waliamua kuwa mtu akileta malalamiko ya kudhalilishwa kijinsia basi unakuwa wajibu wa mwajiri kutoa ushahidi kuthibitisha kuwa kulikuwa hakuna udhalilishaji.

Ofcourse kama hakuna ushahidi wa ziada inakuwa ni rahisi zaidi kwa mwajiri kudisprove ule wa mwajiriwa. Ila cha uzuri ni kwamba ushahidi katika kesi za daawa (civil cases) ni on preponderance of probabability (which weighs heavily on the accuser na sio beyond reasonable doubt (which tends act to favor the one accused).

kwa hiyo wakubwa huu ushahidi wa maneno tu unatosha??

 

[Maimbe]

Nadhani maelezo yake hayatoshi ku-justify anachosema. Labda tungejua zaidi upande wa mwana dada huyu uko vipi-any hidden thing? aweke wazi

 

[bht]

BHT,
Yes ushahidi wa maneno tu unatosha kwa sababu kama unavyojua si rahisi kwa mambo ya sexual discrimination kufanyika waziwazi. Kwa hiyo watunga sheria waliamua kuwa mtu akileta malalamiko ya kudhalilishwa kijinsia basi unakuwa wajibu wa mwajiri kutoa ushahidi kuthibitisha kuwa kulikuwa hakuna udhalilishaji.

Ofcourse kama hakuna ushahidi wa ziada inakuwa ni rahisi zaidi kwa mwajiri kudisprove ule wa mwajiriwa. Ila cha uzuri ni kwamba ushahidi katika kesi za daawa (civil cases) ni on preponderance of probabability (which weighs heavily on the accuser na sio beyond reasonable doubt (which tends act to favor the one accused).

hapo ndo palikuwa pananitatiza sasa....niliona ni rahis kwa employer kuchomoka

 

[Devils Advocate]

hapo ndo palikuwa pananitatiza sasa....niliona ni rahis kwa employer kuchomoka

Unajua kuchomoka pia kunaweza kukawa kugumu kwa employer kwa sababu za kimazingira. Kwa mfano ukiwa na wakili mzuri atauliza sababu ya mwajiri kutoa ajira halafu baada ya muda mfupi kumfungia nje ya geti. Mazingira ya namna hii hujenga taswira kuwa mwajiri na wenzake waliomba au walitaka au walishika uchi wa dada bila ya ruhusa na pale waliponyimwa wakaamua kumnyima ajira.

huo ni ushahidi tosha kuwa kuna jambo lisilo la kawaida.

 

[Kaizer]

Unajua kuchomoka pia kunaweza kukawa kugumu kwa employer kwa sababu za kimazingira. Kwa mfano ukiwa na wakili mzuri atauliza sababu ya mwajiri kutoa ajira halafu baada ya muda mfupi kumfungia nje ya geti. Mazingira ya namna hii hujenga taswira kuwa mwajiri na wenzake waliomba au walitaka au walishika uchi wa dada bila ya ruhusa na pale waliponyimwa wakaamua kumnyima ajira.

huo ni ushahidi tosha kuwa kuna jambo lisilo la kawaida.

mkuu asante kwa ilim hii murua nimefaidika sana kwa maelezo haya

inavoonekana huyo dada ana justifiable reasons za kuwapeleka mbele

 

[carmel]

Unajua kuchomoka pia kunaweza kukawa kugumu kwa employer kwa sababu za kimazingira. Kwa mfano ukiwa na wakili mzuri atauliza sababu ya mwajiri kutoa ajira halafu baada ya muda mfupi kumfungia nje ya geti. Mazingira ya namna hii hujenga taswira kuwa mwajiri na wenzake waliomba au walitaka au walishika uchi wa dada bila ya ruhusa na pale waliponyimwa wakaamua kumnyima ajira.

huo ni ushahidi tosha kuwa kuna jambo lisilo la kawaida.

Halafu kama tayari ana barua ya ajira, na mwajiri ameamua kumtimua lazima amwandikie barua ya kumfukuza kazi tena ikiwa na reason, na pia ampe notice ya siku saba kwa vile yuko under probation ya miezi mitatu. Hawezi tu kumfukuza kwaa kumtumia mlinzi asimruhusu kuingia ndani, unless alikuwa anatishia usalama wa hapo mahali. au asijekuta mwajili anaplay safe, anamtumia mlinzi asimruhusu and after five days of missing work inakuwa automatic termination halafu mwajiri anamruka kuwa yeye hana taarifa kwa nini hakuwa anafika kazini.
Ila mleta mada naomba ulete situation nzima kamili ili tupate cha kushauri maana hapa tunagues tu. anafanya kampuni halali? ina wafanyakazi wangapi? wanapewa contract? maswali ni mengi kwa kweli.

 

[M-bongotz]

PLZ MKUU NAOMBA UNIUNGANISHE NA HUYO MHUSIKA ILI TUWASHUGHULIKIE IPASAVYO WAHALIFU WA JINSI HIYO. Na dada anatakiwa afidiwe ipasavyo.

PLZ NAOMBA UNIUNGANISHE NAYE, NITAMSAIDIA FREE OF CHARGE

Isije kuwa na wewe unataka kumfanyia kama hao maboss, wewe lawyer gani usiyejua kuwa kutoa legal service bure ni professional misconduct unless iwe ni legal aid ambayo sidhani kama huyo dada anaqualify.

 

[bht]

Isije kuwa na wewe unataka kumfanyia kama hao maboss, wewe lawyer gani usiyejua kuwa kutoa legal service bure ni professional misconduct unless iwe ni legal aid ambayo sidhani kama huyo dada anaqualify.

kasahau kuwa lazima apewe kidogo kama fee ya kum-retain....
hahaaa learned bros n sis's

 

[carmel]

kasahau kuwa lazima apewe kidogo kama fee ya kum-retain....
hahaaa learned bros n sis's

mmmh, haya mambo nilikuwa siyajui

 

[bht]

Halafu kama tayari ana barua ya ajira, na mwajiri ameamua kumtimua lazima amwandikie barua ya kumfukuza kazi tena ikiwa na reason, na pia ampe notice ya siku saba kwa vile yuko under probation ya miezi mitatu. Hawezi tu kumfukuza kwaa kumtumia mlinzi asimruhusu kuingia ndani, unless alikuwa anatishia usalama wa hapo mahali. au asijekuta mwajili anaplay safe, anamtumia mlinzi asimruhusu and after five days of missing work inakuwa automatic termination halafu mwajiri anamruka kuwa yeye hana taarifa kwa nini hakuwa anafika kazini.
Ila mleta mada naomba ulete situation nzima kamili ili tupate cha kushauri maana hapa tunagues tu. anafanya kampuni halali? ina wafanyakazi wangapi? wanapewa contract? maswali ni mengi kwa kweli.

Your are very right kwenye blue my dear!!!! na kwenye green pia hilo la wezekana kabisa kwa waajiri wenye visa kama hao

nakuunga mkono kwenye red pia maana bado nahisi mabo ya muhimu yanakosekana kwenye hii case japo ushauri unatolewa, ila kwa kusaidia kuwa specific ni vema kujibiwa maswali hayo ambayo ni muhimu...

 

[bht]

mmmh, haya mambo nilikuwa siyajui

yeah ni vitu vidogo vidogo ila vipo na vina umuhimu wake kwenye hii proffession ya wenyewe!!!

 

[M-bongotz]

Anaweza akafungua shauri la Discrimination in the work place kwani section 29(3) ya Employment and Labour Relations (Code of Good Practice) inasema kuwa "Harassment of an employee whether of sexual nature or otherwise, constitutes a form of discrimination" na mashauri haya yanaanzia Commission for Mediation and Arbitration (CMA).

 

[Devils Advocate]

Isije kuwa na wewe unataka kumfanyia kama hao maboss, wewe lawyer gani usiyejua kuwa kutoa legal service bure ni professional misconduct unless iwe ni legal aid ambayo sidhani kama huyo dada anaqualify.

Mmh aheri mmesema. I also doubted if the guy/gal is a lawyer. Unaweza ukakuta ndio wale bush lawyers wanaohang on to unknowing people in the hope of entering into a contingency fee arrangement.

But certainly dada anaweza kuqualify for legal aid mahali kama TAWLA au WLAC maana wao wanaoffer legal aid for women.

 

[Devils Advocate]

mmmh, haya mambo nilikuwa siyajui

For us lawyers the consultation fee is our daily bread. Many dont understand this. Unakuta kwa dr wa hospitali wanatoa kwa lawyer wanataka free.

 

[bht]

For us lawyers the consultation fee is our daily bread. Many dont understand this. Unakuta kwa dr wa hospitali wanatoa kwa lawyer wanataka free.

na sheria ikawabarika kabisa hapo, hamna cha bure......

 

[ngoshwe]

Hoja mbili hapa ambazo haziendi sambamba ( Madai ya Kazi na uzalishawaji wa kijinsia ).

Kwa kuwa bado hajafukuzwa kazi wala kupewa barua ya kusimamishwa au kuzuiwa asiingie ofisini, anahitajika ajipange kwa kukusanya ushahidi zaidi kwani si rahisi kuishia kusema amezuiliwa getini au amezalilishwa kijinsia. Kwa kuzingatia kuwa bado yupo kwenye matazamio (probation), wakati mwingine inaweza kumpa kigezo mwajiri kumwachisha kazi muda wowote kwa maelezo kuwa ameshindwa kufikia kiwango stahiki na hapo anaweza kulipwa kichele kidogo sana (notisi au mshahara wa mwezi/siku alizotumikia) na asiwe na kesi ya msingi.

Suala la kuzuiliwa kuingia ofisini anaweza kulijengea ushahdi kupitia mtu wa tatu (3rd Party) ikiwemo Afisa Kazi kwenda nae hapo ofisi na kushuhudia. Hata hivyo, katika hali ya kawaida, anapaswa kwanza kuandika kwa mkuu wake wa kazi rasmi kulalamikia jambo hilo ili iwe sehemu ya maelezo yake ya ushahadi kama anania ya kuendeleza kesi ikiwa atafukuzwa kwa kutokuwepo kazini (baada ya siku 5 na zaidi)..vinginevyo, mwajiri anaweza kumruka kwa kusema hajui kilichoendelea getini.

Kudhalilisha kijinsia (Sexual harassment) ni moja ya vigezo vya ubaguzi mahala pa kazi (unfair discrimination) na ni kosa la jinai pia lakini kwa kuwa vitendo vingi kama hivi maofisi kama mtoa mada ulivyoeleza huwa vinafanyika katika mazingira ya "uficho" (yaani "touch & go"), inahitajika sana kuwa na ushahdi wa kina hususan unaounga mkono (collaboration) madai hayo, vinginevyo kesi ya jinsi hii inakuwa ngumu kwa upande wa mdai kwa kutegemea zaidi ushahdi wa kimazingira.