Wafanyakazi Bulyanhulu kugoma

Kisura said:
Si kweli kama ukigoma kwa nchi uliyotolea mfano(USA) kuwa unafukuzwa kazi. Kuna sheria zinazowalinda wafanyakazi, migomo siku zote hai-result kufukuzishwa watu kazi.
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..kwa Tanzania unafukuzwa.
 
Mkuu heshima mbele, Huwezi kugoma ukiwa unafanya kazi kwa State au Federal, huko US unakuwa umejifukuza mwenyewe,

Na hata sekta za private, waajiri wana haki ya kukufukuza na kuajiri wengine kuku-replace, ukigoma kutii deadline yao, hiyo ni hata kwa UK mkuu!
 
sheria ambayo si halali hata kama imepitishwa na Bunge haipaswi kutiiwa. Period.
 
Kwa nini hawa wafanyakazi wamegoma? Je, sababu za mgomo wao ni reasonable? Kama ni reasonable, sheria zetu za nchi zinasemaje kuhusu sababu kama hizo? Je, pale viongozi wakuu wanapokuwa na hisa katika makampuni kama haya sheria itatendeka?
 

That is not true. State employees wanagoma, as matter of fact, public sector employees ndio wanaongoza kwa kugoma. In fact kuna wafanyakazi wamegoma just recently, na hakuna aliyefukuzwa kazi. Makubaliana yalifanyika baina ya pande mbili na wakarudi kazini kama kawa.
 
Mkuu wafanyakazi wa huko wanakuwa na strong UNIONS, ambazo ndio hasa zinazohusika na majadiliano ya migomo, nafikiri umeshawahi kusikia kuwa David Stern mkuu wa NBA, aliwafanya nini wacheza mpira wake, NHL walifanywa nini na waajiri wao, NFL walifanywa nini na waajiri wao,

Hiyo ni mifani michache tu mkuu, unapokuwa mfanyakazi wa State au Federal ya US, huruhusiwi kugoma mkuu, hiyo ni sheria, UNIONS, wanaweza ku-negotiate kwa haraka kabla ya mgomo ulioitishiwa kufanyikwa ndani ya serikali, lakini kila muhusika anajua the bottom line,

Kuna vyama vya waalimu, ambavyo wao hawaguswi na hizo sheria, lakini police wa US hawezi kugoma mkuu, au posta, ni mwiko kisheria mkuu! Barrick wana haki ya kuwafukuza wafanyakazi waliogoma na kupewa deadline ya kurudi kazini, matatizo ni ya UNIONS zetu, ambazo haziko makini katika kusaini mikataba ya kazi kwa kutegemea kuwa seriklia itaingilia kati, no serikali haihusiki na matatizo ya kazi, ndio maana hawa UNIONS wanatakiwa wawe independent kabisa na serikali, lakini bongo siku zote wanajihusiha na serikali na CCM, haya ndio matokeo yake!

Isipokuwa kama una mfano wa State Employees waliogoma nakurudishwa kazini huko US au UK, naomba unitajie mkuu!
 
Dua said:
Kwa nini hawa wafanyakazi wamegoma? Je, sababu za mgomo wao ni reasonable? Kama ni reasonable, sheria zetu za nchi zinasemaje kuhusu sababu kama hizo? Je, pale viongozi wakuu wanapokuwa na hisa katika makampuni kama haya sheria itatendeka?
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Mzee Dua, heshima yako mkuu!

Majibu ya maswali yako yanaweza kutoa taswira halisi ya kinachoendelea nchini kwetu. Tatizo la nchi nyingi masikini duniani ni kuwa na miundo ya Serikali inayowapa watu wachache sana (mmoja au wawili) madaraka makubwa mno kupita kiasi. Katika nchi zilizoendelea, kama kuna dilema kati ya moral/ethical na sheria, basi the law takes over. Katika nchi zetu unapotokea mkanganyano wa namna hii, basi sheria inachukuwa mkondo pia. Lakini tusisahau kuwa tofauti na nchi zilizoendelea, katika nchi yetu, sheria ni viongozi wachache kwa maana kwamba viongozi ndio sheria yenyewe. Ni nadra sana kutenganisha viongozi na sheria katika nchi masikini.

Mojawapo ya kazi kubwa ya sheria ni kuweka mazingira ya kutendeana haki. Ikitokea kwamba viongozi ambao ndio sheria yenyewe wanamiliki hisa katika mojawapo ya makampuni makubwa, basi upatikanaji wa haki unakuwa haba. Hali inakuwa mbaya zaidi kama haya makampuni yameingia mikataba kwa mtindo wa kupenyeza rupia kwa viongozi wetu.

Ndio maana majuzi Rais wetu na timu yake ya baraza la mawaziri wamejitosa hadharani kutetea uvundo wa mikataba ambayo wameingia na haya makampuni. Our dear president is appealing to the corporate conscience to act more responsibly. Rais wetu anataka kutuaminisha kwamba the corporation such as Barrick has qualities and moral sensibilities of a human being (yeah right!). Ukweli ni kuwa Makampuni kama Barrick yanaendeshwa chini ya kivuli cha mkataba waliowekeana na viongozi wetu. Such a legal contract has no conscience and no loyalty to people or place. The people who work for Barrick are merely employees subject to dismissal if they bring to bear any interests other than the short-term profits of wanaomiliki hisa.

Tufanye nini?

It is sobering to note that the corporation is one of the most authoritarian of human institutions. Kama alivyosema Mzee Field Mashal ES, in the US system for instance, the corporation can virtually hire and fire any worker, open and close any plant, change transfer prices, create and drop product lines almost at will-with no meaningful recourse by the persons or communities affected. Kinacholeta sura ya utu na kuthubutu kuficha unyama wa makampuni makubwa ndani ya Marekani ni kuwepo kwa demokrasi ndani ya nchi na kuhakikisha kuwa hakuna mtu anakuwa juu ya sheria.

Si kweli kuwa watu hawapendi kugoma Marekani, na pia si kweli kuwa makampuni yana roho za utu ndani ya Marekani. Demokrasia + Sheria ndani ya Marekani ndivyo vinahepusha shari. Hata kama kampuni umeianzisha wewe mwenyewe na unaimiliki wewe, usipokuwa mwangalifu unaweza kwenda jela au ukafa kwa ugonjwa wa moyo.

Kinachoniuma ni kuwa wanayaamrisha haya makampuni yao makubwa yazifanyie nchi zetu vitu ambavyo wao hawawezi kukubali kufanyiwa. Kwa mantiki hii, we need to de-corporatise Globalisation. To establish the democratic accountability of our national and local governments through reforms that sharply curtail the political influence of corporations and big money. Only then will the way be cleared to create society that place human and natural interests ahead of corporate interests.

Lazima tukumbuke kwamba kampuni hii inasifika nchini kwetu kwa mikataba ya kiulaghai isiyo na manufaa kwa taifa letu. Kama hawana manufaa kwa nchi yetu, hawawezi kuwa na manufaa kwa wana wa nchi yetu pia.
 
Nimeona niweke Extract ya New Labor law:
sehemu ya migomo tu:

PART VII
STRIKES AND LOCKOUTS
Right to 75. Subject to the Provisions contained in this Part -
strike and to lockout

(a) every employee has tile right to strike in respect of a dispute of interest; and
(b) every employer has the right to lockout in respect of a dispute of interest.

Restrictio 76.-(1) No person shall take part in a strike or a lock out or in any way conduct himself in a manner contemplating or in furtherance of a strike or lockout on the right to strike or lockout

(a) subject to the provisions of subsection (2), that person is engaged in an essential service referred to in section 77;
(b) that person is engaged in a minimum service prescribed in section 79;
(c) that person is bound by an agreement that requires the issue in dispute to be referred to arbitration;
(d) that person is bound by a collective agreement or arbitration award that regulates the issue in dispute;
(e) that person is bound by a wage determination that regulates the issue in dispute during the first year of that determination;
(f) that person is a magistrate, a prosecutor or other court personnel;
(9) the issue in dispute is a complaint;
(h) the procedures prescribed in sections 80, 81 and 82 have not been followed, (2) Notwithstanding the provisions of subsection (1) (a),

a person engaged in an essential service may strike or lockout if -

(a) there is a collective agreement providing for minimum services during a strike or lockout; and
(b) that agreement has been approved under section 77 by the Essential Services Committee.

No. 6 Employment and Labour Relations 2004 59
(3) The following conduct associated with strikes and lockouts is prohibited:
(a) picketing -
(i) in support of a strike; or
(ii) in opposition to a lawful lockout;
(b) use of replacement labour in a lockout or a lawful strike;
(c) locking employers in the premises;
(d) preventing employers from entering the premises.
(4) For the purposes of this section, ''replacement labour'' means taking into employment any person to continue or maintain production during a strike or a lockout. It does not include the deployment of an employee to do the work of an employee on strike or subject to a lockout provided that the deployment is with the consent of that employee.

77.-(1) For the purposes of this section, ''service'' includes any part services of a service.
(2) The following services are essential services:
(a) water and sanitation;
(b) electricity;
(c) health services and associated laboratory services;
(d) fire-fighting services;
(e) air traffic control and civil aviation telecommunications;
(f) any transport services required for the provision of these
services.
(3) In addition to the services designated in subsection (2), the Essential Services Committee may designate a service as essential if the interruption of that service endangers the personal safety or health of the population or any part of it.
(4) Before the Essential Services Committee designates an essential service under subsection (3), it shall -
Essential

60 No. 6 Employment and Labour Relations 2004
(a) give notice in the prescribed manner of the investigation inviting interested parties to make representations;
(b) conduct an investigation in the prescribed manner;
(c) make any written representations available for inspection;
(d) hold a public hearing a t which the interested parties in may make oral representations; and
(e) consider those representations.
(5) If the Essential Services Committee designates a service as an essential service, it shall publish a notice to that effect in the Gazette.

(6) The Essential Services Committee may vary or cancel a designation made under this section in accordance with the procedure set out in subsections (4) and (5) mutatis mutandis.

(7) Any party to a dispute as to whether or not a service is an essential service or an employer or an employee is engaged in an essential service shall refer the dispute to the Essential Services Committee for determination.
( The party who refers the dispute to the Essential Services Committee shall satisfy the Committee that a copy of the dispute has been served on all the other parties to the dispute.)

(9) The Essential Services Committee shall determine the dispute as
soon as possible.

Disputes 78.-(1) Unless a collective agreement provides otherwiseof interest in essential

(a) any party to a dispute of interest in an essential service may services refer the dispute to the Commission for mediation;
(b) if the mediation fails, any party to the dispute may refer the dispute to arbitration by the Commission.

(2) The provisions of subsection (1) shall apply if -
(a) the parties are bound by a collective agreement providing for minimum services during a strike or lockout; and
No. 6 Employment and Labour Relations 2004 61
(b) the Essential Services Committee has approved that agreement in terms of section 79(2).

79.-(1) The parties to a collective agreement may agree to the provision of minimum services during a strike or a lockout.
Minimum services (luring a strike or
(2) Any party to a collective agreement that provides for minimum services during a strike or lockout in an essential service may apply in the prescribed manner to the Essential Services Committee for approval of that agreement.
lockout
(3) An employer may apply in the prescribed manner to the Essential Services Committee for the designation of a minimum service if -

(a) a minimum service is necessary to prevent damage to property, machinery or plant during a strike or lawful lockout; and
(b) there is no collective agreement providing for minimum services during a strike or lockout.

80.-(1) Subject to the provisions of this section, employees may Procedure engage in a lawful strike if - for engagingin a lawful-
(a) the dispute is a dispute of interest; strike
(b) the dispute has been referred in the prescribed form to the Commission for mediation;
(c) the dispute remains unresolved at the end of period of mediation provided under section 86(4) read with subsections (1) and (2) of section 87.
(d) the strike is called by a trade union, a ballot has been conducted under the union's constitution and a majority of those who voted were in favour of the strike; and
(e) after the applicable period referred to in paragraph (c), they or their trade union have given fourty eight hours notice to their employer of their intention to strike.

(2) If the dispute relates to the unilateral alteration of terms and conditions of employment, the employees and the trade union, may require the employer in the referral of the dispute under subsection (1)- 62 No. 6 Employment and Labour Relations 2004
(a) not to implement any proposed change to terms and conditions; or
(b) if the employer has implemented the change, to restore the terms and conditions of employment that applied before the change.

(3) If the employer does not comply with the requirement referred to in subsection (2) within fourty eight hours of service of the referral on the employer, the employees and trade union may strike without complying with paragraphs (c) to (e) of subsection (1).

(4) Nothing in this section prevents a trade union and an employer or employers' association from agreeing to their own strike procedure in a collective agreement, in which case the provisions of that agreement shall apply and the provisions of subsections (1) to (3) shall not apply.

Procedure 81.-(1) ''Secondary strike'' means a strike that is -

For enga-
(a) in support of a lawful strike (the ''primary strike'') by other employees against their employer (the ''primary employer''); or ging in a secondary strike
(b) in opposition to a lockout (the ''primary lockout'') imposed by another employer (the ''primary employer'') against its employees.

(2) A trade union may only call a secondary strike if -
(a) fourteen days notice of the commencement of the secondary strike has been given to the secondary employer;
(b) there is a relationship between the secondary and primary employer that may permit the exercise of pressure;
(c) the secondary strike is proportional taking into account-
(i) the effect of the strike on the secondary employer;
(ii) the possible effect that the strike may have on resolving the dispute giving rise to the primary strike or primary
lockout.

(3) Employees engaged in the following services are prohibited from engaging in a secondary strike:

No. 6 Employment and Labour Relations 2004 63
(a) the essential services referred to in section 77 in respect of which there is no approved collective agreement as
prescribed in section 79(2); or
(b) agreed or determined minimum services as prescribed in section 79.

(4) Nothing in this section shall prevent a trade union and an employer or an employers' association from agreeing to their own requirements and procedure in a collective agreement, in which case the provisions of that agreement shall apply and the provisions of subsections (1) and (2) shall not apply.

82.-(1) Subject to the provisions of subsection (2), an employer Procedure may engage in a lawful lockout if - for
engageing in a
(a) the dispute is a dispute of interest; lawful lockout
(b) the dispute has been referred in the prescribed form to the Commission for mediation;
(c) the employer or employers' association has given fourty eight hours notice t o the e mployees o r t heir trade union of t he intention to lockout.
(d) after the applicable period referred to in paragraph (e) the dispute remains unresolved at the end of the period of mediation prescribed in sections 86 and 87;

(2) Nothing in this section shall prevent a trade union and an employer or an employers' association from agreeing to their own procedure in a collective agreement, in which case the provisions of that agreement shall apply and the provisions of subsection (1) shall not apply.

83.-(1) Notwithstanding the provisions of any law, including the Nature of common law, a lawful strike or lawful lockout shall not be - protection of a lawful-
(a) a breach of contract; strike or lockout
(b) a tort;
(c) a criminal offence.

(2) An employer shall not terminate the employment of an employee for - 64 No. 6 Employment and Labour Relations 2004
(a) participating in a lawful strike; or
(b) not acceding to an employer's demand in a lockout.

(3) No civil or criminal proceedings shall be instituted against any person for participating in a lawful strike or lawful lockout.

(4) Notwithstanding the provisions of subsection (1), an employer shall not be obliged to remunerate an employee for services that the employee does not render during a lawful strike or lawful lockout, however -
(a) the employer shall continue to make its contribution and the employee's contributions to any funds that the employee is required to belong to by law or under the contract of employment during the strike or lockout;
(b) if the employer provides accommodation, the provision of food or other basic amenities of life, the employer shall continue to provide that accommodation, food or amenities during the strike or lockout;
(c) after the end of the strike or lockout, the employer may-
(i) deduct any of the employee's contributions referred to in paragraph (a) from the employee's remuneration;
(ii) deduct the agreed monetary value of the accommodation, food or amenities from the employee's remuneration with the consent of the employee.

(5) Where an employee does not consent to the deduction prescribed in subsection (4)(c)(ii), the employer may refer the dispute to mediation.
(6) Where the dispute referred to in subsection (5) is not resolved, the employer may refer it to the Labour Court for a decision.
(7) Nothing in subsection (4) shall prevent a trade union or employer or employers association from concluding a collective agreement that regulates the matters dealt with in that subsection differently.

84.--(I) Where a strike or lockout is not in compliance with this Act, or a trade union or employer or employers' association engages in prohibited conduct, the Labour Court shall have exclusive jurisdiction-
Strikes and lockouts not in compliance with this Part No. 6 Employment and Labour Relations 2004 65

(a) to issue an injunction to restrain any person from-
(i) participating in an unlawful strike or lockout;
(ii) engaging in any prohibited conduct;

(b) to order the payment of just and equitable compensation for any loss attributable to the strike, lockout or conduct, having regard to -
(i) the degree of fault;
(ii) the cause of the strike, lockout or conduct;
(iii) any prior history of non-compliance;
(iv) the ability to pay;
(v) the extent of the harm;
(vi) the interests of collective bargaining;
(vii) the duration of the strike, lockout or conduct.

(2) The Labour Court may not issue an injunction unless fourty eight hours notice of the application has been given to the respondent.

(3) Notwithstanding the provisions of subsection (2), the Court may grant a shorter period on good cause and only if the respondent is given a reasonable opportunity to be heard.

(4) Other than in exceptional circumstances, the Labour Court may not make an order of compensation that may cause a trade union, employer or employer's association to become bankrupt.

85,41) Subject to the provisions of subsection (2), an employee Protest may take part in protest action if - action
(a) the protest action has been called by a registered trade union or registered federation of trade unions;
(b) the union or federation has served a notice on the Council stating 66 No. 6 Employment and Labour Relations 2004
(i) the reasons for the protest action; and
(ii) the duration and form of the protest action;
(c) thirty days has elapsed from the date the notice was served; and
(d) the union or federation has given at least fourteen days notice of the commencement of the protest action.

(2) Employees engaged in the following services are prohibited from engaging in protest action:
(a) the essential services referred to in section 77 in respect of which there is no approved collective agreement as
prescribed in section 79(2); or
(b) agreed or determined minimum services as prescribed in section 79.

(3) The Council shall convene a meeting within thirty days of the notice to -
(a) to resolve the matter giving rise to the protest action; and
(b) if unable to resolve the matter, secure an agreement with the trade unions or federation of trade unions calling for the protest action on the duration and form of the protest action in order to minimise the harm that may be caused by the protest action.

(4) In order to achieve the objects prescribed in subsection (3), the Council may -
(a) establish a tripartite committee to perform its functions under subsection (3) ,
(b) appoint a mediator after consultation with the Commission to mediate;
(c) apply to the Labour Court for a declaratory order prescribed in subsection (5).

(5) Any person who is likely to be, or has been, affected by the protest action may apply to the Labour Court for -
No. 6 Employment and Labour Relations 2004 67
(a) an order restraining any person from taking part in protest action or in any conduct in contemplation or furtherance of an action that does not comply with the provisions of subsections (1) and (2);
(b) a declaratory order on the proportionality of any proposed action taking into account -
(i) the nature and the duration of the protest action;
(ii) the importance of the reasons for the protest action; and
(iii) the steps taken by the union or the federation to minimise the harm caused by the protest action.

(6) Subject to the provisions of subsection (7), any person who takes part in protest action that complies with this section enjoys the protections conferred on lawful strikes in terms of section 83.

(7) The protections conferred by subsection (6) on persons engaged in lawful protest action shall not apply to persons who do not comply with any declaratory order issued under paragraph (b) of subsection (5).
 
Sasa someni kisha tuendelee na mjadala kama wafanyakazi walikuwa sawa ama la!

Tuwe objective tafadhali.
 
Nchi nyingi za Ulaya ndiyo zinaruhusu Migomo kama njia ya shinikizo kwa waajiri kupitia vyama vya wafanyakazi.
USA Kwa kweli mikataba mingi ya kazi ni Employment at will ,Muaajiri ana uwezo wa kukuachisha kazi wakati wowote na wewe una haki ya kuacha kazi unapojisikia na mara nyingi wanaweka kipengele cha kwamba uwaarifu ktk Kipindi cha wiki mbili.Na sehemu nyingi unapoenda kuomba kazi kitu cha kwanza unachotakiwa kusaini ni hilo,Kuhusu UNIONS Kwa kweli hazina nguvu kama miaka ya nyuma ktk USA na watu wengi wanakatwa michango ya UNIONS kwenye pay check zao ktk baadhi ya sehemu ambazo nilazima ujiunge na UNIONS, Wanapopatwa na matatizo kazini wanajikuta kwenye utata wa kutotetewa na unions hizo na kujikuta wamepoteza mzigo.Migomo kwa USA inasababisha watu wengi kukosa kazi na si mingi,mara nyingi wanatishia na hawafikii huko kwani muajiri anaweza kukufukuza kazi kwa kubase kwenye point ya kwamba No show up at working place,So where do we draw the line? Na waajiri wengi wanalielewa hili na wanalitanguliza kwenye mikataba yao kwamba huruhusiwi kugoma na wana haki ya kukuachisha kazi wakati wowote na mara nyingi unapokuwa kwenye hali ya kutafuta kazi huna choice unasaini pamoja na kwamba unaelewa linajeopardize Uhuru wako inapotokea kudai maslahi yako huko mbele ya safari.Ila bado wafanyakazi wengi likitokea hili wanakimbilia mahakamani! Deal kubwa ambayo nimeona union wameweza kufanikiwa hivi karibuni ni lile la GMC,Baada ya mvutano wa muda mrefu na management.
 
FD said:
Nimeona niweke Extract ya New Labor law:
sehemu ya migomo tu:
Click to expand...

Mzee FD, heshima yako mkuu

Kwanza shukurani kwa kutupeperushia extract ya new labor law hapa ukumbini. Pili, ningependa kutoa wazo la kupanua wigo wa mjadala nje ya sheria ulizozileta mbele yetu. Kwasababu binafsi naamini kuwa katika masuala ya nchi na ustawi wa wana jamii, nafikiri ni vema kuichungulia sheria katika ukamilifu wake. Hii ina maana kwamba, kutafakari mazingira yaliyopelekea kutungwa kwa hiyo sheria, nani walihusika kutunga hiyo sheria, kwa msukumo wa nani, na kwa manufaa ya nani.

Kwa mfano; viongozi wetu wamejilundikizia madaraka makubwa yasiyo na mipaka. Linapotokea jambo lolote linalowapa hudhia, wanatunga sheria mpya ili kuondoa hudhia. Hii imeonekana wakati wa migomo ya wanafunzi pale Chuo Kikuu-Mlimani/Muhimbili. Sheria zilizotungwa ziliambatana na masharti ya udhamini na uhuru wa wanafunzi kuonyesha itikadi zao za kisiasa. Sheria hizo zilitungwa kwa msukumo wa ndani ya nchi, na si kwa manufaa ya wanafunzi bali kwa manufaa ya viongozi wasiotaka kuchanga bongo na badala yake wanatafuta njia za mkato.

Tumeshuhudia wanafunzi wanasaini masharti yaliyojumuishwa katika sheria mpya za kujiunga na vyuo vikuu. Lakini wanakumbana na mazingira magumu alafu wanaamua kugoma. Je, katika hali kama hii, tutaangalia sheria walizosaini wanafunzi kabla ya kujiunga na chuo ili tuwahukumu? Au tutaangalia sheria katika ukamilifu wake. Vivyo hivyo, hata mgomo wa waalimu ulioongozwa na Mwalimu Mashanga miaka ya tisini mwishoni ulizaa sheria mpya za migomo.

Madaktari wetu wana kiapo cha maadili-"Nonmalficience"-do no harm to the patient. Pia, naamini kwa nchi yetu, udaktari ingawa ni proffesional, lakini ni swala la wito kutokana na mazingira magumu wanayofanyia kazi, hivyo lazima uwe na moral obligation. Daktari anapokuwa njia panda katika kutoa maamuzi, kwa maana kwamba, anaona wagonjwa mahututi wanaokaribia kufa, maadili yake ya kazi yanasema do no harm, dhamiri yake inamsuta, na mazingira yakazi hayamruhusu, anatakiwa atoe uamuzi gani? agome au aendelee na kufanya kazi katika mazingira hayo huku akipiga baragumu ingawa hakuna wa kumsikiliza? Who cares? wanaotakiwa kuchanga bongo wanatibiwa nje.

Katika mazingira ya njia panda ya namna hiyo, sheria za nchi zinatakiwa zichukuwe mkondo. Lakini zinatungwa na nani? kwa manufaa ya nani? Sheria nyingi za nchi yetu kuanzia mwaka 1992 zimekuwa zikitungwa kwa lengo la kuziba matundu ya mtungi uliojaa gesi. Serikali inajaribu kuziba mianya ya migomo kwa kuweka sheria ambazo zinafanya mazingira ya kuwepo migomo yawe magumu. Je tunaweza kuangalia hizi sheria na kuwahukumu madaktari baada ya migomo?

Lakini kuna sheria zinazotungwa kwa msukumo kutoka nje ya nchi kwa manufaa ya mataifa ya nje na makampuni yao. Mfano ili kuwavutia "wawekezaji" tulitakiwa kuweka mazingira mazuri ya uwekezaji. Maana yake ni kuwa sheria za zamani zifutwe na zitungwe mpya. Makampuni ya watanzania yanalipa kodi lakini makampuni ya kigeni yanasheria zake za kodi ambazo ni tofauti na za watanzania. Nchi yetu ina sheria za kodi ya mapato kwa kila mtanzania anayefanya kazi au anayefanya biashara nchini. Katika hali ya kawaida, sheria za nchi za kodi zinatakiwa zisiwe za kibaguzi au kiupendeleo. Lakini Mkataba wa Buzwagi-Barrick unaonyesha kwamba sheria ya kodi ya mapato ya nchi yetu imelegezwa ndani ya mkataba kwa manufaa ya wafanyakazi wa Barrick.

Leo hii tunajiuliza kuwa inakuwaje mtu mwenye akili timamu akasaini mkataba na kampuni ya nje unayoitaka hiyo kampuni isilipe kodi. Lakini tunajua kuwa sheria ya madini inampa uwezo waziri kusamehe kodi kwa jinsi anavyoona yeye. Kama hivyo ndivyo, tunaweza kusema mawaziri wetu hawana makosa kwasababu hawakuvunja sheria za nchi. Ukweli utabaki kuwa sheria nyingi zinatungwa ili kufukia mashimo kwa manufaa ya wachache na sio kwa manufaa ya ustawi wa jamii yetu. Kwa mantiki hiyo hatuwezi kuziangalia sheria peke yake alafu tukatoa hukumu. Kama tulivyoona Buzwagi, wakati mwingine sheria za nchi zinafungwa na mikata fyongo. Hivyo, tunahitaji kupanua wigo wa mjadala na ikiwezekana kuiona mikataba ili kufanya uchambuzi ulio saihi.
 
Kyoma,

Nimekupata sana mkuu. Well said sina la kuongeza.

Cha muhimu ni kuhakikisha kila tukipata nafasi tunawaelimisha watanzania, mwisho wa siku wote watakuwa wanaelewa haki zao za msingi.

Mambo yatakuwa super kuanzia hapo.
 
FD said:
Kyoma,

Nimekupata sana mkuu. Well said sina la kuongeza.
Cha muhimu ni kuhakikisha kila tukipata nafasi tunawaelimisha watanzania, mwisho wa siku wote watakuwa wanaelewa haki zao za msingi.
Mambo yatakuwa super kuanzia hapo.
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Mzee heshima mbele,

Kumbe ni wewe mtazama pande mbili za shilingi. Wazee mnabadili majina na kutufanya watoto tukose adabu. Anyway, Karibu kwa mfugwa Mbwa tupandishe mabega kwa machozi ya Simba.
 
Kyoma,

Ukirudi kutoka majuu tukutane. Pale kwa mfuga mbwa ndio home. Ninafahamika sana kipande ile. Tunaweza kuonana na kuzungumza kwa kirefu, ila kwa sasa hapa bado hatuna njia ila tu kuwaelimisha wananchi.
 
HAPO FIELD MARSHALL Nakuunga mkono tusiangalie upande mmoja wa shilling.
 
Kazi Ndio Kipimo cha utu,
One thing you have to remember is, kwa public sectors employees, wanalindwa na Unions, the fact that they were stronger then and less strong now, is really not an issue here. Point is, kwa wafanyakazi under bargaining unit, wanalindwa na hizo sheria, huwezi kufukuzwa kazi. Kama mna-walk out of job, under the regulations za strike, hata kama utakuwa nje more that three days, huwezi kufukuzwa kazi. Job Abondonment hai-apply kabisa under these terms!!!!!! However, once makubalianao yanafanyika, and mkaamriwa mrudi, na usirudi kwa madai hukubaliani na terms, then pale unafukuzwa kazi!

Ndio kuna waajiri wanakupa contract u-sign unapoanza kazi kuwa huruhusiwi kugoma, meaning, as an individual, lakini kama wewe ni civil employee under the Union umbrella, wanagoma as a group. Uzuri ni kuwa, wanafuata sheria zote za migomo. Na kama kweli employer anaona kazi unayoyafanya inahitaji kufanyika, (while you are out), wana right ya kuku-contact na kukueleza kuwa usiporudi, kazi yako itapewa mtu mweingine, lakini hawawezi kukufukuza straight up. Technically they can, but if they do, then unajua kwamba Union will take advantage ya hiyo situation, and you can imagine the outcome.

The one time that the Gov't in US can intervene and force employees to return to work, is when wanapo-prove with no doubt that the strike is causing some economic fallout,hapo ndio wana-order employees to return to work, wakifanya otherwise, then wana-declare kujifukuza kazi. Mifano ni kama wale wafanyakazi wa Northwest Airlines, ule mgomo mkubwa wa manesi, au wale wafanyakazi wa treni to name a few. Anyhow...

Turudi Kwenye real issue:
Nakubaliana kabisa na Kyoma. As I said earlier, as far as aspect ya kuwapa Corporations too much power, bado nawauliza wanasheria mko wapi?!?!?! Kwasababu this is not just about wafanyakazi wa Tanzania. It's not doubt that corporatons are taking world for a ride. Kwanini tunaruhusu hizi??! Tusitetee tu Barrick kwavile wafanyakazi wa Bulyanhulu wali-sign wenyewe kuwa hawatagoma. What about their demands??? Najua naweza kuonekana who am I to question giants corps, but still remains, this is Unethical practices. Kwasababu kweli tunapewa kazi, huwezi kusema mimi si-sign hii contract kwasabu inanikataza A, B and C, lakini kwanini tunaachia hizo corporations to come up with such terms? Na hili ndio lilikuwa swali langu la kwanza huko nyuma...

While tunafikiria haya, I have no doubt kwamba kifungu cha Sheria ya Kazi Tanzania kinachozuia migomo kinahitaji marekebisho. Kuna umuhimu wa sheria hii ikaangaliwa upya ili iendane na hali halisi ya wakati tulionao na mabadiliko yanayoendela nchini Tanzania.
 
FD,

Nashukuru sana kwa hicho kipande ulichoweka hapo juu. Unaweza kunipa, au unipe taarifa wapi nitapata mtiririko mzima wa sheria za kazi Tanzania?
 
Mifano ni kama wale wafanyakazi wa Northwest Airlines, ule mgomo mkubwa wa manesi, au wale wafanyakazi wa treni to name a few. Anyhow...
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Mkuu Wangu Kisura,

Heshima mbele mkuu, Northwest Airlines, ni shirika binafsi ambalo serikali ya US haiwezi kuliingilia mpaka pale tu itakapoombwa na pnade zote mbili, yaani waajiri na waajiriwa under UNION, kuwa abitrator, lakini otherwise shirika hilo linaweza kuwafukuza, au kuwa-replace huku wakiendelea ku-negotiate na UNIONS, lakini serikali haiwezi kuingilia kati kumalazimisha muajiri au muajiriwa kukubali offer ya mwenzake, Manesi nao pia sio wafanyakazi wa serikali wao huwakilishwa na UNIONS, na pia wafanyakazi wa matreni, yale huendeshwa pia, lakini ni lazima serikali ishirikishwe kuhakikisha kuwa wananchi hawakwami,

Majuzi madereva wa Taxi, wamegoma kule NY, na mayor akasema hawezi kuingilia kati maana serikali haihusiki, isipokuwa tu anaweza kujaribu kuwashawishi pande mbili wakubaliane kwa the benefit ya wananchi at large,

Muajiri, anayo haki ya kutoa deadline kwa wafanyakazi kurudi kazini wasiporudi, yeye anwaajiri wengine under temporary clause na hiyo temporary thing inaweza kudumu hata kwa miaka mitano, muajiri akisubiri UNIONS kukubali offer yake on the table mkuu! Mkuu nimeishi kule na nimewahi kufanya kazi under the UNIONS mkuu toka nikiwa baharia, Greece na Belgium, ndio mana hili ninalielewa sana mkuu, sio kwamba ninabahatisha, huwezi kuwa baharia wa kweli bila kuwa under UNIONS!

Naomba kukupa mfano mdogo ambao unaweza kufuatilia hata kwenye internent, kuna kampuni moja inaitwa Waste Management, wafanyakazi wake waligoma mwaka jana, shirika hilo la kukusanya uchafu wa nyumbani likatoa offer ambayo mpaka leo UNIONS za hao waajiriwa hawajazikubali, kwa hiyo kampuni ile iaajiri watu wapya wa temporary, mku mpaka leo bado mgomo unaendelea na kampuni hiyo inaendelea!

Ahsante Mkuu.
 
Field Marshall,

Moja,
The Gov't can intervene when itapo-prove that the strike inaleta economic fall out. And this means, it does not even have to discuss with both parties. Hii ni kama vile ukisikia "your commander in chief has issued a direct order, just do it"...Sasa wale pande mbili(unions na employer) will have to discss issues either while employees wamerudi kazini, au kama hawataki kurudi kazini then muajiri anaweza kukufukuza kazi au kuleta wafanyakazi wengine, permanently. Situations differ from case to another.

Mbili,
Government hata siku moja hai-act kama Arbitrator wa pande mbili, yeye ata-issue order tu. I know for a fact, Gov't has the power to do it.

Tatu,
Mimi sijafanya kazi under the Union umbrella, lakini najua sheria za kazi marekani, na haswa ni gani zinamlinda mfanyakazi either yupo under union or ones that are exempted.


Somehow I am not sure I understand where this is coming from or where its going. Sijakataa hii kitu na sikatai now. If I didn't make myself clear, let me do it now--Stand yangu from the beginning ilikuwa, si kweli kama Marekani migomo hairuhusiwi, nilisema sheria za migomo zipo na zikifuatiliwa, as an employer huwezi ukakurupuka tu unamfukuza kazi mfanyakazi. I'm glad to this point, we are on the same level, ingawa jana ulisema otherwise, lakini, hakijaharibika kitu.
 
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