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Kilichofanyika ZAIN ni kinyume cha sheria za kazi!!

Discussion in 'Jukwaa la Sheria (The Law Forum)' started by Nicky82, May 17, 2009.

  1. Nicky82

    Nicky82 JF-Expert Member

    #1
    May 17, 2009
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    Ijumaa ya tarehe 15 wiki hii, ilikuwa ni siku mbaya kwa wafanyakazi wa ZAIN TZ kwani ilishuhudiwa wafanyakazi 25 wakipewa barua za kuachishwa kazi kwa stahili ya kudhalilishwa.
    Wafanyakazi hao 25 ni sehemu ya wafanyakazi 2000 watakaopunguzwa kutoka kampuni tanzu 22 za zain africa na Mashariki ya kati, tayari kenya 141 walishaachishwa zidi ya miezi miwili iliyopita.

    Kibaya hapa sio kuwaachisha lakini ni utaratibu wa jinsi zoezi lilivyoendeshwa kwani hakukuwa na vigezo vilivyoeleweka, wapo waliotumia nafasi hiyo kulipizana kisasi, kwa bosi kusuggest fulani afukuzwe sababu tu walishakosana huko nyuma.

    wafanyakazi walifika kazini ijumaa kama kawaida wakiwa hawajui nani ataondoka japo ilijulikana kuwa siku hiyo wapo watakaoorudi nyumbani bila kazi.

    walioachishwa kazi walipewa barua zao na hawakutakiwa kurudi tena ofisini, hapo walipo walienda makao makuu kijitonyama na kujaza form za clearance,kurudisha mali zote za kampuni kama line,laptops na vingine. Ilikuwa ni kama staili ya kuwafukuza wahalifu kwa udhalilishaji kabisa.

    walilipwa mshahara wa miezi mitatu pamoja na mshahara wa namba ya miezi kulingana na namba ya miaka uliyokaa.
    Formula ya malipo iliyotumika ni hii:

    Wenye mwaka mmoja kazini: Miezi mitatu + Mwezi mmoja
    Wenye miaka miwili kazini: Miezi mitatu + miezi miwili
    Wenye miaka mitatu kazini: miezi itatu + miezi mitatu
    Miaka minne kazini : miezi mitatu + miezi minne
    Walioko kwenya probabation: makadirio



    Swali langu kwa wadau wanaofahamu taratibu za malipo baada ya kuachishwa kazi huu ndio utaratibu ulivyo??
     
    Last edited: May 17, 2009
  2. bm21

    bm21 JF-Expert Member

    #2
    May 18, 2009
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    Mkuu, nawapa pole kwa kuachishwa kazi. Lakini kulingana na jibu la swali lako


    Jibu ni NDIO, tena wamependelewa. Kwa muujibu wa sheria za kazi Tanzania (Employment and Labour Relations Act, 2004), mmoja wapo kati ya muajiri au muajiliwa anaweza kukatiza (terminate) mkataba wa ajira kwa:
    1. Kulipa mshahara wa mwezi mmoja mbele; au
    2. Kwa kutoa notice ya mwezi mmoja mbele bila malipo ila tu mshahara wa mwezi huo.
    (soma kifungu 41 ELRA)

    Kikawaida njia inayotumika maranyingi ni hii ya pili ya kutoa notice, yaani muajiri kama anataka kukuachisha kazi anakupa barua mwezi mmoja kabla na hatokulipa chochote zaidi ya mshahara wako wa mwezi ule.

    Kwa hii njia No 1 hapo juu kama ilivyotumika na Zain, Zain hawajawapa notice ya mwezi mmoja mbele bali wamewalipa mishahara inadvance (kwa muujibu wa kifungu No 41(5) kwa sheria niliyoitaja hapo juu) kipindi hawata ifanyia kazi Zain. Kitendo cha Zain kuwalipa zaidi ya mshahara mmoja ni chakiuungwana zaidi na wanastahili pongezi kwani sheria iliwataka wawalipe mshahara wa mwezi mmoja mbele tu.

    Nawasilisha.
     
    Last edited: May 18, 2009
  3. M

    MzalendoHalisi JF-Expert Member

    #3
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    Ni jamaa zangu kule naomba usikute nao wamepigwa panga!
     
  4. Tusker Bariiiidi

    Tusker Bariiiidi JF-Expert Member

    #4
    May 18, 2009
    Joined: Jul 3, 2007
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    Zain yafanya mabadiliko kufikia malengo...

    Zain ‘Create’, huduma ya muziki na video katika simu, iliyozinduliwa kwa ushirikiano na Rotana, imedhihirisha kupata mafanikio miongoni mwa vijana. Huduma hiyo hivi sasa inapatikana kwa wateja wa Zain katika nchi za Kuwait na Sudan, na itasambazwa katika nchi zote ambazo Zain inatoa huduma.
    Wakati kwetu ni vilio...
     
  5. T

    Tsidekenu Senior Member

    #5
    May 18, 2009
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    naomba kuwa tofauti na BM. walichofanya zain sio sawa hata kidogo. kwa mujibu wa sheria za kazi issue ya notice payment ni suppliment to ya any terimantion of contract. kwa kuangalia kijuu juu kilichojiri hapo juu ni retrechment i.e kupunguzwa kazini ambacho sheria za kazi ziko wazi kabisa juu ya malipo yanavyotakiwa kuwa. jioni baada ya kazi nitawaeleza kwa kirefu issue inavyotakiwa kuwa.
     
  6. N-handsome

    N-handsome JF-Expert Member

    #6
    May 18, 2009
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    Duh nawapa pole sana wenzangu, kuna tatizo moja kubwa kwa Wadanganyika, hakuna sheria hata moja ambayo inamlinda mdanganyika wa kawaida. Ukiangalia vyama vya wafanyakazi haviwasaidii wafanyakazi, bunge la wadanganyika halitusaidii wadanganyika, wanasheria wetu ndio hao Chenge type. Sasa ngoma inakuja kwenye hizi job contract ni vichekesho vitupu, zinamlinda muajiri tu, nilipojishikiza kuna kipengere kwenye mkataba kinachosema, kwa muajiri kukatisha contract atanipa a month notice which means on top of that atanilipa mshahara wa mwezi 1 in advance then am done lakini hapohapo mimi nikitaka kuterminate the same contract lazima nitoe notice ya 3 months, sasa mie nafaidika vipi? tugange njaa tu kazi wanafanya wenzetu.
     
  7. B

    Bobby JF-Expert Member

    #7
    May 18, 2009
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    BM hili unalosema wewe hapa endapo kuna kosa limefanyaka na si vinginevyo otherwise watu wangekuwa wanafukuzana kila siku kama house girls/boys. I think you need to read again the act. Huo ubabe wako ni hilo jina lako la uBM wa yule mmakonde mbabe wa anbem?-joke teh teh.
     
  8. Kasheshe

    Kasheshe JF-Expert Member

    #8
    May 18, 2009
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    Tanzania bwana,

    Tulishaondoka kwenye uchumi wa Kijamaa, mwajiri ana haki zote za kukupa notice na wala sio lazima akuelezee sababu provided akupe one month notice au mshahara wa mwezi mmoja... this is according to sheria.

    Dawa ni kufanya kazi kwa bidii na kufuata company policy na core values za kampuni yako. Aliyekudanganya kwamba kimoja kinatosha amekupotosha. Kimoja hakitoshi kukubakisha kazini, waweza fanya kazi vizuri sana lakini ukawa against core values za kampuni ...hapo unarushwa nje mara moja wakati kukipatikana nafasi.

    Wapunguzwe tu wabaki wachache walipwe vizuri. Kazi Tanzania bado zipo nyingi..
     
  9. Msanii

    Msanii JF-Expert Member

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    Hii ndiyo ZAIN
    Makes your life better
    Kama wanawapunguza wafanyakazi kiholela hivyo, sasa kwa nini wanatoa zawadi kubwa kubwa kwa wateja ambapo nikiangalia zawadi hizo zinatosha kulipa mishahara ya wafanyakazi kadhaa kwa muda mrefu.
    Endapo kutakuwa na prove ya uonevu ktk ajira za wafanyakazi walioachishwa, basi na mimi nitarudisha sim kadi yao nahamia mtandao mwingine unaoheshimu UTU wa MTU na maslahi bora bila unyanyasaji.
     
  10. bm21

    bm21 JF-Expert Member

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    Tunakusubiri mkuu ulete mambo ya jikoni naona upo karibu zaidi. Mi nimejibu kulingana na sheria kama mdau alivyoomba msaada wa kimawazo.
     
  11. bm21

    bm21 JF-Expert Member

    #11
    May 19, 2009
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    Ha ha haaaaaaaaaaaaaaaaaaa, umenifurahisha kuniita mmbabe kama ''Mr. Clean'' unajua huyu jamaa namkubali sana japo napingana na ufisadi wake. Anyway, nadhani hujaisoma hiyo sheria niliyocite hapo juu. Mkuu termination ya contract sio mpaka uwe na kosa. Mwajiri anaweza kukusimamisha kazi bila sababu kama vile wewe unavyoweza kuacha kazi bila sababu (yaani hujahujumiwa na mwajiri wako but ukaamua kuacha kazi kwa sababu zako nyingine ambazo pengine usipende kuzisema). Nadhani mkuu Kasheshe pia kafafanua hili hapo juu.
     
  12. R

    Rwabugiri JF-Expert Member

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    May 19, 2009
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    Jamani tunakusubili umwage shule mkuu, si unajua tumeguswa huko.. tafadhali..
     
  13. Kang

    Kang JF-Expert Member

    #13
    May 19, 2009
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    Kwa kuangalia The Employment and Labour Relations Act, 2004 naona kuwa ujumla Zain wamefanya kila kitu kama kinavyotakiwa. Tena kama alivyosema mdau mwengine wamewazidishia.

    Kwa mujibu wa sheria:

    • Mwajiri anaruhusiwa kuwaachisha watu kazi kwa sababu za "operational requirements" sio lazima ufanye makosa.


    • Kwa kila mwaka utakaofanya kazi unastahili malipo ya siku saba za kazi.


    • Pia kama umefukuzwa kazi bila notice unastahili malipo ya siku ambazo ungefanya kazi wakati umeshapewa notice(Siku 28)

    Ambalo ninaliona lina utata ni swala la kuwapa watu taarifa as soon as possible kuwa wataachishwa kazi, pamoja na kuwaambia ni kwanini wataachishwa kazi.

    Sheria yenyewe hii:Parliament of Tanzania
    Notice: Mimi sio mwanasheria, nimepitia kozi za sheria basic tu.
     
  14. C

    Chuma JF-Expert Member

    #14
    May 19, 2009
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    Nafikiri hilo panga limewapitia wale F6 ambao wamejisahau kuwa elimu ndio mtaji wa maisha ya mtu masikini.....wakaona kuwa customer care na kupata vijisent kuna tosha.(ichukuliwe kuwa hio fikra yangu,{mnaweza nirekebisha} inawezekana sivyo na hali halisi ilivyotokea hapo zain)

    Muhim wadau kwa nature ya maisha jinsi ilivyo sekta binafsi lazima mtu usimame kwa Miguu yako, otherwise utatupwa nje. GOT watakulea kama wanavyowalea mafisadi au waliokwisha feli kuyaendesha mashirika ya Umma....Private hakuna kuleana...ufanisi kwenda mbele.
     
  15. T

    Tsidekenu Senior Member

    #15
    May 19, 2009
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    Naomba kuwasilisha mada kama ifuatavyo.
    Payment to be given on termination of employment depends on FORM/KIND of termination in question. Kuna aina nyingi za termination mfano
    1. termination under common law
    2. termination because employer made employment intolerable for
    employee
    3. employer failure to renew a fixed term contract if there was
    expectation for renewal
    4. employer failure to allow employee to resume work after martenity
    leave.
    5. employer failure to re employ an employee aftergiving an offer of re -
    employment.
    Walichokifanya Zain ni kuwalipa hawa wafanyakazi severance pay ambayo of course ukicompare na what the law says walicholipa wao ni kikubwa. ELRA inasema severance pay ni 7days basic salary* years of service for a maximum of 10 years. kwa hiyo on THAT basis wlicholopa ZAIN ni kikubwa. BUT the issue here is malipo ya jinsi hiyo yanafanyika pale tu termination inpokuwa under common law i.e unapofikia umri wa kustaafu, mfanyakazi anapokufa(malipo wanapewa nduguze), fixed contract inapomalizika etc.
    Kilichofanyika zain sio termination under common law but ni termination due to operation requirement ambapo utaratibu wa hapa unaelezwa na ELRA sect 38.
    Kifungu hicho kinaeleza steps nyingi za kufuata wakati wa kufanya aina hii ya termination na mojawapo ni "38(C) v - severance pay in respect of retrenchment. kwa mantiki hii malipo wakati wa aina hii ya termination ni makubaliano kati ya wafanyakazi/viongozi wa wafanyakazi etc. Kama procedure hizo zimefuatwa na wafanyakazi hao wakakubaliana na utaratibu huo wa malipo then hapajaharibika neno kama la then wafanyakazi hao wanauwezo wa kudespute hizo payment na wakaenda Commisssion for mediation and Abitration - office zao zipoopposite na CBE kituo cha daladala cha akiba ukiwa unaelekea posta - nina hakika hapa watapata msaada.
    ANGALIZO - mara nyingi retrenchment huwa ni ghali zaidi waajiri wngi hawaipendi kwa sababu package ya kuwalipa watu huwa ni kubwa kuliko termination ya kawaida.

    Naomba kutoa hoja.
     
  16. T

    Tsidekenu Senior Member

    #16
    May 19, 2009
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    Naomba kuwasilisha mada kama ifuatavyo.
    Payment to be given on termination of employment depends on FORM/KIND of termination in question. Kuna aina nyingi za termination mfano
    1. termination under common law
    2. termination because employer made employment intolerable for
    employee
    3. employer failure to renew a fixed term contract if there was
    expectation for renewal
    4. employer failure to allow employee to resume work after martenity
    leave.
    5. employer failure to re employ an employee aftergiving an offer of re -
    employment.
    Walichokifanya Zain ni kuwalipa hawa wafanyakazi severance pay ambayo of course ukicompare na what the law says walicholipa wao ni kikubwa. ELRA inasema severance pay ni 7days basic salary* years of service for a maximum of 10 years. kwa hiyo on THAT basis wlicholopa ZAIN ni kikubwa. BUT the issue here is malipo ya jinsi hiyo yanafanyika pale tu termination inpokuwa under common law i.e unapofikia umri wa kustaafu, mfanyakazi anapokufa(malipo wanapewa nduguze), fixed contract inapomalizika etc.
    Kilichofanyika zain sio termination under common law but ni termination due to operation requirement ambapo utaratibu wa hapa unaelezwa na ELRA sect 38.
    Kifungu hicho kinaeleza steps nyingi za kufuata wakati wa kufanya aina hii ya termination na mojawapo ni "38(C) v - severance pay in respect of retrenchment. kwa mantiki hii malipo wakati wa aina hii ya termination ni makubaliano kati ya wafanyakazi/viongozi wa wafanyakazi etc. Kama procedure hizo zimefuatwa na wafanyakazi hao wakakubaliana na utaratibu huo wa malipo then hapajaharibika neno kama la then wafanyakazi hao wanauwezo wa kudespute hizo payment na wakaenda Commisssion for mediation and Abitration - office zao zipoopposite na CBE kituo cha daladala cha akiba ukiwa unaelekea posta - nina hakika hapa watapata msaada.
    ANGALIZO - mara nyingi retrenchment huwa ni ghali zaidi waajiri wngi hawaipendi kwa sababu package ya kuwalipa watu huwa ni kubwa kuliko termination ya kawaida.

    Naomba kutoa hoja.
     
  17. KIFARU

    KIFARU Senior Member

    #17
    May 19, 2009
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    mkuu tsidekenu ,hiyo retrenchment unayoongelea ni kwa mikataba ipi? ni hii tunayoifahamu sisi ya miezi mitatu, ambayo contract ingine inakuja baada ya miezi miwili kwisha uliyofanya bila contract hapo hap contract inaeleza kufanya kazi bila fresh contract itakua on your own risk,au ni mingine ambayo hawa wawekezaji hawawasainishi wadanganyika wengi?,naomba kujua mengi mkuu,thanxs
     
  18. A

    AbbyBonge Member

    #18
    May 19, 2009
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    Poleni sana wote mliotolewa kafara hapo Zain.

    Sheria inatofautiana sana na article nyingine za kawaida. ELRA imejitahidi kwa kiasi kubwa sana kumlinda muajiriwa na kilichofanywa na Zain kisheria kina mapungufu. natofautiana na BM.

    Acha tusubiri ufafanuzi hapo jioni baada ya kazi.
     
  19. Akili Unazo!

    Akili Unazo! JF-Expert Member

    #19
    May 19, 2009
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    Termination was unfair completely na terminal benefit hawajalipwa kikamilifu bado wanamadai yao mengi tu kama wakifile labour( idara ya kazi).

    Kwanza kabisa napenda nikwambie kile kilichoainishwa na ELRA ni minimum standard ikiwa imetowa mwanya wa co.husika kuweka na kuandaa kitu kinachoitwa Collective and Bargaining agreement kati ya mwajiri na mfanyakazi kupitia chama chao cha wafanyakzi ( kama itakuwa TUICO au CHODAWU).

    Hivyo kuwapa malipo ya miashaha ya miezi mitatu na mishahara mingine kulingana na miaka mfanyakazi aliyofanya kazi hiyo inatokana na CBA yao inavyosema wala siyo upendeleo.Soma kifungu cha 41(2) (3) cha ELRA
    Pili ukisoma kifungu cha 42 (2) (a) & (b).Hivy hawa jama hawajalipwa Severance Pay kama sheria inavyoelekezwa.

    ukienda mbali zaidi hawa jama wanawezakufungua kesi kuwa ule mshahara wa notice waliolipwa wamekwata statutory deduction i.e NSSF au PPF? kama mwajairi hajafanya hivyo yupo liable before the law.
     
  20. K

    Kitoto Akisa Member

    #20
    May 19, 2009
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    Bm napata shida kidogo kuelewa hii sheria ya kazi ulioisema, najua ni kweli kuwa pande zote (muajiri na muajiriwa) wanapoonesha nia ya kukatiza mkataba wa kazi (termination of employment contract), wanatakiwa kutoa taarifa mwezi mmoja kabla au muajiriwa kulipa mshahara wa mwezi mmoja (as a lieu of) kama unaacha kazi chini ya muda wa mwezi mmoja, nilikuwa sijui kama muajiri nae hutakiwa kukulipa, anyway that is not an issue here, nilichokuwa nataka ufafanuzi toka kwa BM ni kuwa hiyo sheria pia inahusu upunguzaji wafanyakazi (retrenchment) au iyo retrenchment inahesabiwa kama kukatiza mkataba?
     
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