Dismiss Notice
You are browsing this site as a guest. It takes 2 minutes to CREATE AN ACCOUNT and less than 1 minute to LOGIN

Mfanyakazi akipewa notisi ya kujieleza ndani ya siku 14

Discussion in 'Jukwaa la Sheria (The Law Forum)' started by Mnyatu, Dec 23, 2011.

  1. M

    Mnyatu New Member

    #1
    Dec 23, 2011
    Joined: Dec 23, 2011
    Messages: 4
    Likes Received: 0
    Trophy Points: 0
    Kuna mfanyakazi mmoja alikabidhiwa ofisi ya umma. Ndani ya miaka 2 akawa amepata shoti ya shillingi milioni 3, na alipoitwa na menajimenti akakiri kutenda kosa hilo na yupo tayari kurejesha fedha kwa kukatwa kwenye mshahara wake wa kila mwezi. Lakini hatua ya kwanza alitolewa kwenye kile kitengo. Na hata baada ya muda wa miezi 6 hayajafanyika makato yoyote ikabidi mkuu wa idara amwandikie barua ya kujieleza ni kwanini hatua za kinidhamu zisichukulie dhidi yake kwa kutumia mali ya umma kwa manufaa yake binafsi. Akajielezea kwa maandishi kuwa mbona alikwisha onyesha ushirikiano kwa kuruhusu makato kwenye mshahara wake isipokuwa ni muajiri tu ndio hajaanza kukata. Baada ya barua hiyo kumekuwa na kimya cha muda kidogo na sasa jana ameandikiwa notisi ya siku 14 atoe maelezo namna fedha hizo zilivyotumika.

    Sasa swali langu ni kuwa anaweza kujitetea vipi katika suala hilo.
     
  2. kingadvisor

    kingadvisor Senior Member

    #2
    Dec 23, 2011
    Joined: Dec 21, 2011
    Messages: 109
    Likes Received: 0
    Trophy Points: 0
    Kwanza alikiri kosa hivyo hakuna cha kujitetea hapo ni mhalifu.Hukumu hakupaswa ajipangie yeye afanyiwe nini kwa kosa lile.Sheria zipo zina kanuni zake za adhabu.Kuchukua pesa na baadaye kutaka akatwe kila mwezi ni sawa na kujichukulia madara ya kujikopesha pesa bila idhini ya mwajiri .Anayetakiwa kuidhinisha mkopo na makato yaweje kwa mwajiriwa ni mwajiri si kibaka mwajiriwa.Walikubali akatwe zirudi pesa zao lakini kumshughulikia kupo pale pale.Ajitetee nini wakati alishakubali kosa?
     
  3. J

    Jamuhuri Huru Member

    #3
    Dec 23, 2011
    Joined: Sep 20, 2011
    Messages: 32
    Likes Received: 0
    Trophy Points: 0
    Mh King Advisor nakubaliana na wewe kwa upande mmoja na upande mwingine sikubaliani na wewe. Kama nimemuelewa Mnyatu ni kwamba hiyo 3 million ni shoti kwa maana ni pesa iliyopotea kwa bahati mbaya akimaanisha hajaichukua yeye kwa maana yakujitwalia ili anufaike. Halafu pia inaonekana kwenye mahojiano anakili kuwa ni kweli na yupo tayari kuwajibika kwa kosa alililofanya. Hivyo basi kwa kuangalia mantiki ya ELRA ukiachilia mbali Section 3 ambayo inazungumzia objective ya sheria yenyewe ni kwamba. Dhumuni kubwa linguine ni kutengeneza harmony katika mahusiano ya kazi kati ya mwajiri na mwajiliwa.

    Navyoonelea mimi kama nitapata nafasi ya kuwa mwenyekiti katika kikao hicho cha nidhamu, kitu cha kwanza nitaangalia hiyo barua yake ambayo amejieleza wakati amepewa siku 14. Hapa pia nitaangalia Rule 12 (4) ya GN No 42 “In determining whether or not termination is the right sanction, the employer should consider-

    (a) the seriousness of the misconduct in the light of the nature of job and the circumstances in which it occurred, …………….
    (b)the circumstances of the employee such as the employee’s employment record, legth of service, previous disciplinary record and personal circumstance.”

    Sababu ya kufanya hivyo ni kwamba, kama nature of job and circumstances in which it occurred is complex in the sense that as human being errors are expected out of it. Hapo naweza kumpa adhabu ambayo itamfaya ajifunze na sio kumfukuza kazi. Mfano kama kazi yake ni Mwasibu ambaye let say transaction anazofanya kwa siku ni zaidi ya hiyo 3 million hapo lazima uwe considerate katika maamuzi. Manake ukiangalia Million 3 alizopoteza kwa miaka 2 ni sawa na kusema kuwa kila mwezi alikua anapoteza 125,000 au kwa siku alikua anapoteza 4,348. Sasa katika mazingira ambayo yapo busy sana hiyo ni pesa ya kawaida kwa mwasibu kupoteza. Ebu mwangalie Bank Teller jinsi ambavyo anahudumia watu kwa siku halafu ukaambiwa amepoteza sh 4,348 to me that’s very petty ukiangalia na pressure ya kazi.

    Pia kama hana record yoyote mbaya ya utendaji then why nimuhukumu kuwa ni mwizi? So ili kuweze kutengeneza mahusiano mazuri kati ya mwajiri na mwajiliwa kama sheria yenyewe inavyotaka hapo mimi adhabu yangu itakua considerate sana.
    Ila pia nitajikita katika guidelines za disciplinary hearing Paragraph 7 ya GN No 42 inasema “After hearing the evidence, the chairperson should make a decision based on a balance of probabilities as to whether the employee is guilty of the allegations or not. If the chairperson is undecided, the employee should be given the benefit of the doubt

    Sababu yakumpa benefit of the doubt ni kwamba, hata Mwajiri pia analo kosa manake katika miaka miwili yote iliyopita ilikuaje alikua afanyi auditing. So hapa ukweli ni kwamba naye mwajiri anapaswa kuwajibika kwa namna moja ama ningine.

    Dear Learned Sisters and Brothers, this is not a rule but that what I feel when trying to be fair. So mwingine anaweza kuwa na mtazamo tofauti na mimi na akawa yupo sawa kabisa.
     
  4. l

    loja New Member

    #4
    Dec 25, 2011
    Joined: Dec 12, 2011
    Messages: 1
    Likes Received: 0
    Trophy Points: 0
    SHERIA YA AJIRA NA MAHISIANO KAZINI NA.6/2004 ndiyo inayotoa nafasi ya mfanyakazi kupewa muda wa kujieleza,anachotakiwa kuandika ni ukweli juu ya tukio hilo na kama ana sababu nzuri inayofaa au utetezi ndiyo muda wake hapo lakini ni nafasi anayotakiwa aitumie kujieleza ili hatua nyingine ya kisheria iweze au isiweze kuchukuliwa.
     
Loading...