Devils Advocate
Member
- Dec 16, 2009
- 78
- 5
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.tuanzie hapo hapo
ushahidi wa kuwa sexual harrassed kwanza.......
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....
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.
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??
hapo ndo palikuwa pananitatiza sasa....niliona ni rahis kwa employer kuchomokaBHT,
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
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.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.
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.
kasahau kuwa lazima apewe kidogo kama fee ya kum-retain....
hahaaa learned bros n sis's
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.
mmmh, haya mambo nilikuwa siyajui
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.
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.