Mfanyakazi akipata kazi yenye maslahi zaidi anatoa taarifa (notisi) ya mwezi mmoja kwa mwajiri au mshahara badala ya taarifa na kuacha kazi, lakini mwajiri akipata mtu mwenye qualification zaidi ya za mfanyakazi aliyenaye kwa nini asiruhusiwe kutoa taarifa kwa mfanyakazi ya mwezi mmoja au kumpa tu mshahara wa mwezi mmoja ili kuuvunja mkataba wa ajira? Sheria hii sio discriminatory kweli?
Usionyesha uwezo wako mdogo pamoja na kuwa wewe mgeni kwenye forum hii.Soma kwanza hoja za watu wengine.
Kwenye jukwaa hili la Sheria kuna kopi ya sheria ya kazi,iliupate mwangu wa kitu unachoulizia.
Kama unatatizo la lugha hapo waweza kuomba msaada wana jamvi wanaweza kukusaidia.
Usionyesha uwezo wako mdogo pamoja na kuwa wewe mgeni kwenye forum hii.Soma kwanza hoja za watu wengine.
Kwenye jukwaa hili la Sheria kuna kopi ya sheria ya kazi,iliupate mwangu wa kitu unachoulizia.
Kama unatatizo la lugha hapo waweza kuomba msaada wana jamvi wanaweza kukusaidia.
Nilidhani ndo unasaidia kumbe unanyanyapaa wageni
Nilidhani ndo unasaidia kumbe unanyanyapaa wageni
Si kuwa na kunyanyapaa,ila nilikuwa nakutahadharisha kuwa lazima uwemdadisi muda wote na pia hujaweka hoja yako vizuri kama ulivyofanya tena ,badala ya kujibu au kusema hujaona bandiko lenye nakala ya sheria husika umekuja na malalamiko.
Kwa msaada mdogo nimekunakilia/nukuu kipengele husika hapa chini labda kama unatatizo la lugha.
Note.suala la kutoa notisi ni la pande zote(Mwajiriwa na mwajiri muda wote wa ajira)
Sub-Part F Other incidents of* Termination
41.-(1) If a contract of employment can be terminated on notice, the
period of notice shall not be less than-
Notice of
termination(a) seven days, if notice is given in the first month of employment;
and
(b) after that-
(i) 4 days, j f t he e mployee is e employed o n a daily o r
weekly basis; or
(ii) 28 days, if the employee is employed on a monthly
basis.
(2) An agreement may provide for a notice period that is longer than
that required in subsection (1) provided that, the agreed notice period
is of equal duration for both the employer and the employee.
(3) Notice of termination shall be in writing, stating -(i) the reasons for termination; andnotice for any cause recognised by law.
(ii) the date on which the notice is given.
(4) Notice of termination shall not be given -
(a) during any period of leave taken under this Act; or
(b) to run. concurrently with any such period of leave.
(5) Instead of giving an employee notice of termination, an employer
may pay the employee the remuneration that the employee would
have received if the employee had worked during the notice period.
(6) Where an employee refuses to work during the notice period, an
employer may deduct, from any money due to that employee on termination,
the amount that would have been due to the employee if that
employee had worked during the notice period.
(7) Nothing in this section shall affect the right of-
(a) an employee to dispute the lawfulness or fairness of a termination
of employment under this Act or any other law;
(b) an employer or an employee to terminate employment without
Nilidhani ndo unasaidia kumbe unanyanyapaa wageni
Si kuwa na kunyanyapaa,ila nilikuwa nakutahadharisha kuwa lazima uwemdadisi muda wote na pia hujaweka hoja yako vizuri kama ulivyofanya tena ,badala ya kujibu au kusema hujaona bandiko lenye nakala ya sheria husika umekuja na malalamiko.
Kwa msaada mdogo nimekunakilia/nukuu kipengele husika hapa chini labda kama unatatizo la lugha.
Note.suala la kutoa notisi ni la pande zote(Mwajiriwa na mwajiri muda wote wa ajira)
Sub-Part F Other incidents of* Termination
41.
-(1) If a contract of employment can be terminated on notice, the
period of notice shall not be less than-
Notice of
termination
(a) seven days, if notice is given in the first month of employment;
and
(b) after that-
(i) 4 days, j f t he e mployee is e employed o n a daily o r
weekly basis; or
(ii) 28 days, if the employee is employed on a monthly
basis.
(2) An agreement may provide for a notice period that is longer than
that required in subsection (1) provided that, the agreed notice period
is of equal duration for both the employer and the employee.
(3) Notice of termination shall be in writing, stating -
(i) the reasons for termination; and
(ii) the date on which the notice is given.
(4) Notice of termination shall not be given -
(a) during any period of leave taken under this Act; or
(b) to run. concurrently with any such period of leave.
(5) Instead of giving an employee notice of termination, an employer
may pay the employee the remuneration that the employee would
have received if the employee had worked during the notice period.
(6) Where an employee refuses to work during the notice period, an
employer may deduct, from any money due to that employee on termination,
the amount that would have been due to the employee if that
employee had worked during the notice period.
(7) Nothing in this section shall affect the right of-
(a) an employee to dispute the lawfulness or fairness of a termination
of employment under this Act or any other law;
(b) an employer or an employee to terminate employment without
notice for any cause recognised by law.
Thanks for your time man. But this is what the law says in theory, in practice as an employer you can not just fire an employee by notice or payment in lieu of notice, that liberty is only vested on an employee. That's what I was talking about!
Thanks for your time man. But this is what the law says in theory, in practice as an employer you can not just fire an employee by notice or payment in lieu of notice, that liberty is only vested on an employee. That's what I was talking about!
Kwenye nyekundu na wasi wasi na ninadiriki kusema si kweli kuwa uwezo/mamlaka ya kuachaa kazi muda wowote yamehalalishwa/kuwekwa chini ya mwajiriwa.Kwani mwajiriwa atakapo amuaa kuacha kazi bila kutoa notisi mwajiri anaweza kufungua kesi dhidi ya mwajiriwa kwenye mamlaka husika (CMA)kwa kuacha kazi bila taarifa lakini katika hali ya kawaida ukipima gharama na usumbufu utakaokumbana nao na ukiongeza na hali ya mahakama zetu waajiri wengi kama si wote hawachukui hatua yoyote.
Hivyo si kweli kuwa sheria inabagua upande moja.
Note.P/se for your proper understanding go to government book shops and get for your self a copy of The Employment and labour Relations (Codes of Good Practice)Rules, 2007, and have a look at section 6(Resignation).Try Jamhuri street .