Sheria ya retrenchment inasemaje?

[naumbu]

Wadau wa sheria, je sheria inasemaje kama mwajiri ameamua kuuza taasis yake kwa mtu mwingine na makubaliano yao ni kuwalipa mafao yao waajiriwa kabla ya kuuza!sheria inasemaje kwa watu ambao bado wana mikataba na hawakupewa 3 months notice ya kuvunja mkataba?

 

[Nyani Ngabu]

Retrenchment ndiyo nini?

 

[naumbu]

Kupunguza wafanyakaz ili kupunguza gharama @nn

 

[Jamuhuri Huru]

Wadau wa sheria, je sheria inasemaje kama mwajiri ameamua kuuza taasis yake kwa mtu mwingine na makubaliano yao ni kuwalipa mafao yao waajiriwa kabla ya kuuza!sheria inasemaje kwa watu ambao bado wana mikataba na hawakupewa 3 months notice ya kuvunja mkataba?

Naumbu sheria imetoa michakato jinsi yakufanya retrenchment kwa wafanyakazi wake, hii kwa jina lingine unaweza kuiita "termination by operational requirement" Ambayo kwa mujibu wa sheria imetafsiriwa kama " requirements based on the economic,technological, structural or similar needs of the employer;

Ukipitia Sheria ya Kazi na Mahusiano Kazi Section 38 (1) imetoa michakato yote yakufwatwa na Mwajiri wakati anafanya hili zoezi kama nilivyonukuu hapo chini

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38 -(1) In any termination for operational requirements (retrench ment), the employer shall comply with the following principles, that isto say, be shall -​

(a) give notice of any intention to retrench as soon as it is con​

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templated;

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(b) disclose all relevant information on the intended retrenchmentfor the purpose of proper consultation;(c) consult prior to retrenchment or redundancy on-(i) the reasons for the intended retrenchment;(ii) any measures to avoid or minimise the intendedretrenchment;(iii) the method of selection of the employees to beretrenched;(iv) the timing of the retrenchments; and(v) severance pay in respect of the retrenchments,(d) shall give the notice, make the disclosure and consult, in termsof this subsection, with-(i) any trade union recognised in terms of section 67;(ii) any registered trade union with members in the workplacenot represented by a recognised trade union;(iii) any employees not represented by a recognised or registeredtrade union.(2) Where in the consultations held in terms of sub-section(l) noagreement is reached between the parties, the matter shall be referredto mediation under Part VIII of this Act.(3) Where the mediation has failed, the dispute shall be referred for arbitration which shall be concluded within sixty days during which period no retrenchment shall take effect and, where the employees are dissatisfied with the award and are desirous to process with revision to the Labour Court under section 91 (2), the employer may proceed with their retrenchment."
Mbali na hiyo section pia kwenye Tangazo la Serikali Namba 42 Rule 23 imeeleza vizuri sana
Natumaini hii itakusaidia, kama unaswali lingine tafadhari tushilikiane​

 

[WILSON MWIJAGE]

Safi sana ndugu kwa kutujuza. Sheria nzuri sana

 

[Mbugi]

Naumbu sheria imetoa michakato jinsi yakufanya retrenchment kwa wafanyakazi wake, hii kwa jina lingine unaweza kuiita "termination by operational requirement" Ambayo kwa mujibu wa sheria imetafsiriwa kama " requirements based on the economic,technological, structural or similar needs of the employer;

Ukipitia Sheria ya Kazi na Mahusiano Kazi Section 38 (1) imetoa michakato yote yakufwatwa na Mwajiri wakati anafanya hili zoezi kama nilivyonukuu hapo chini

38 -(1) In any termination for operational requirements (retrench ment), the employer shall comply with the following principles, that isto say, be shall -​

(a) give notice of any intention to retrench as soon as it is con​

templated;

(b) disclose all relevant information on the intended retrenchmentfor the purpose of proper consultation;(c) consult prior to retrenchment or redundancy on-(i) the reasons for the intended retrenchment;(ii) any measures to avoid or minimise the intendedretrenchment;(iii) the method of selection of the employees to beretrenched;(iv) the timing of the retrenchments; and(v) severance pay in respect of the retrenchments,(d) shall give the notice, make the disclosure and consult, in termsof this subsection, with-(i) any trade union recognised in terms of section 67;(ii) any registered trade union with members in the workplacenot represented by a recognised trade union;(iii) any employees not represented by a recognised or registeredtrade union.(2) Where in the consultations held in terms of sub-section(l) noagreement is reached between the parties, the matter shall be referredto mediation under Part VIII of this Act.(3) Where the mediation has failed, the dispute shall be referred for arbitration which shall be concluded within sixty days during which period no retrenchment shall take effect and, where the employees are dissatisfied with the award and are desirous to process with revision to the Labour Court under section 91 (2), the employer may proceed with their retrenchment."
Mbali na hiyo section pia kwenye Tangazo la Serikali Namba 42 Rule 23 imeeleza vizuri sana
Natumaini hii itakusaidia, kama unaswali lingine tafadhari tushilikiane​

asante mtalaam nimekusoma

 

[ACTIVISTA]

safi sana ndugu kwa kutujuza. Sheria nzuri sana

kifungu hicho kinasomwa sambamba/pamoja na kanuni ya 10 ya sheria ya ajira na mahusiano kazini yaan employment and labour relations rule code of good pracrice

 

[MKUNGA]

naumbu sheria imetoa michakato jinsi yakufanya retrenchment kwa wafanyakazi wake, hii kwa jina lingine unaweza kuiita "termination by operational requirement" ambayo kwa mujibu wa sheria imetafsiriwa kama " requirements based on the economic,technological, structural or similar needs of the employer;

ukipitia sheria ya kazi na mahusiano kazi section 38 (1) imetoa michakato yote yakufwatwa na mwajiri wakati anafanya hili zoezi kama nilivyonukuu hapo chini

38 -(1) in any termination for operational requirements (retrench ment), the employer shall comply with the following principles, that isto say, be shall -​

(a) give notice of any intention to retrench as soon as it is con​

templated;

(b) disclose all relevant information on the intended retrenchmentfor the purpose of proper consultation;(c) consult prior to retrenchment or redundancy on-(i) the reasons for the intended retrenchment;(ii) any measures to avoid or minimise the intendedretrenchment;(iii) the method of selection of the employees to beretrenched;(iv) the timing of the retrenchments; and(v) severance pay in respect of the retrenchments,(d) shall give the notice, make the disclosure and consult, in termsof this subsection, with-(i) any trade union recognised in terms of section 67;(ii) any registered trade union with members in the workplacenot represented by a recognised trade union;(iii) any employees not represented by a recognised or registeredtrade union.(2) where in the consultations held in terms of sub-section(l) noagreement is reached between the parties, the matter shall be referredto mediation under part viii of this act.(3) where the mediation has failed, the dispute shall be referred for arbitration which shall be concluded within sixty days during which period no retrenchment shall take effect and, where the employees are dissatisfied with the award and are desirous to process with revision to the labour court under section 91 (2), the employer may proceed with their retrenchment."
mbali na hiyo section pia kwenye tangazo la serikali namba 42 rule 23 imeeleza vizuri sana
natumaini hii itakusaidia, kama unaswali lingine tafadhari tushilikiane
​

kwenye red, nenda duka la vitabu laserikali pale posta mpya utapata

 

[Kimla]

Kama kunafanyika retrenchment ya watu 20 kati ya wafanyakazi 200,, kwa kigezo cha kupunguza gharama,,je mwajiliwa anaweza kudai kupewa mishahara ya miezi ikiyibaki kwnye mkataba wake kumaliza