Sheria ya ajira na mahusiano mahala pa kazi bunge pitieni hii sheria inampa mwajiri mwanya mkubwa

[DIGGER]

Angalia mfano huu mwajiri amepewa uwezo wa kumkataa mfanyakazi wake mahakamani hataka mfanyakazi huyu ameshinda kesi.

Natumaini mleta mada alikuwa anarejea kwenye Section 40 ya The Employment and Labour Relations Act, 2004 katika kipengele cha remedies for unfair termination na ninakibandika hapa chini kama ifuatavyo;

40.-(1) If an arbitrator or Labour Court finds a termination is unfair,
the arbitrator or Court may order the employer-

(a) to reinstate the employee from the date the employee was terminated without loss of remuneration during the period that the employee was absent from work due to the unfair termination; or
(b) to re-engage the employee on any terms that the arbitrator or Court may decide; or
(c) to pay compensation to the employee of not less than twelve months' remuneration.

(2) An order for compensation made under this section shall be in addition to, and not a substitute for, any other amount to which the employee may be entitled in terms of any law or agreement.

(3) Where an order of reinstatement or re-engagement is made by an arbitrator or court and the employer decides not to reinstate or reengage the employee, the employer shall pay compensation of twelve months wages in addition to wages due and other benefits from the date of unfair termination to the date of final payment.

Naomba kuwasilisha...

 

[Atukilia]

haujaeleweka mkuu ni kipengele kipi hicho?

 

[Kimbunga]

kweli mkuu inawezekana hii ikawa mada nzuri lakini fafanua basi ni kipengele gani kinasema hivyo. Mwajiri anamkataa vipi?

 

[Bi Mashavu]

Haujaeleweka mkuu ni kipengele kipi hicho?

Anachomaanisha mdau ni kwamba ukifukuzwa kazi ukaenda mahakama ya kazi kwa hatua zake zote na mahakama hiyo ikajiridhisha kwamba huna kosa au kosa lako halistahili adhabu uliyopewa na hatimae kuamuru urejeshwe kazini, muajiri wako ana mamlaka kisheria ya kuendelea na msimamo wake wa kukutosa.

 

[Ilulu]

Natumaini mleta mada alikuwa anarejea kwenye Section 40 ya The Employment and Labour Relations Act, 2004 katika kipengele cha remedies for unfair termination na ninakibandika hapa chini kama ifuatavyo;

40.-(1) If an arbitrator or Labour Court finds a termination is unfair,
the arbitrator or Court may order the employer-

(a) to reinstate the employee from the date the employee was terminated without loss of remuneration during the period that the employee was absent from work due to the unfair termination; or
(b) to re-engage the employee on any terms that the arbitrator or Court may decide; or
(c) to pay compensation to the employee of not less than twelve months' remuneration.

(2) An order for compensation made under this section shall be in addition to, and not a substitute for, any other amount to which the employee may be entitled in terms of any law or agreement.

(3) Where an order of reinstatement or re-engagement is made by an arbitrator or court and the employer decides not to reinstate or reengage the employee, the employer shall pay compensation of twelve months wages in addition to wages due and other benefits from the date of unfair termination to the date of final payment.

Naomba kuwasilisha...

 

[King’asti]

Sasa ndugu, baada ya kesi na mvutano na mwajiri wako huoni kama ana loophole ya kukunyanyasa? Kuna watu wanarudishwa kazini afu hupewi kazi yoyote,kila siku unaingia unasoma magazeti tu na kutumia choo, it is very frustrating. Ila muajiri akikataa kukurudisha anatakiwa akulipe 12 months salary. Sasa kwa mshahara wa bure wa mwaka mzima, utakuwa umeshindwa kupata kazi nyingine kama wewe sio kiazi cherema?
Ungesema sheria inamuonea mfanyakazi kwa sababu muajiri akiamua kukurudisha kazini baada ya mvutano,mfanyakazi huna haki ya kukataa hata kama unajua kuwa mahusiano yenu yako beyond repair

Angalia mfano huu mwajiri amepewa uwezo wa kumkataa mfanyakazi wake mahakamani hataka mfanyakazi huyu ameshinda kesi.

 

[usininukuu]

Tumalizane kwanza na katiba haya mengine ni madogo yataisha taratibu

 

[mukama talemwa]

Natumaini mleta mada alikuwa anarejea kwenye Section 40 ya The Employment and Labour Relations Act, 2004 katika kipengele cha remedies for unfair termination na ninakibandika hapa chini kama ifuatavyo;

40.-(1) If an arbitrator or Labour Court finds a termination is unfair,
the arbitrator or Court may order the employer-

(a) to reinstate the employee from the date the employee was terminated without loss of remuneration during the period that the employee was absent from work due to the unfair termination; or
(b) to re-engage the employee on any terms that the arbitrator or Court may decide; or
(c) to pay compensation to the employee of not less than twelve months' remuneration.

(2) An order for compensation made under this section shall be in addition to, and not a substitute for, any other amount to which the employee may be entitled in terms of any law or agreement.

(3) Where an order of reinstatement or re-engagement is made by an arbitrator or court and the employer decides not to reinstate or reengage the employee, the employer shall pay compensation of twelve months wages in addition to wages due and other benefits from the date of unfair termination to the date of final payment.

Naomba kuwasilisha...

Nakushukuru saana mkuu.Ila naomba ufafanuzi kidigo hayo malipo unayositahili kulipwa wakati ulipokuwa nje ya ofisi wakati umekuwa terminated ni pamoja na posho,bonus na nyongeza za mishahara?maana kesi inaweza kuchukua muda mrefu.
Nakuna sheria ya kudai malipo ya gharama za kuendeshea kesi?

 

[mukama talemwa]

Nakushukuru saana mkuu.Ila naomba ufafanuzi kidigo hayo malipo unayositahili kulipwa wakati ulipokuwa nje ya ofisi wakati umekuwa terminated ni pamoja na posho,bonus na nyongeza za mishahara?maana kesi inaweza kuchukua muda mrefu.
Nakuna sheria ya kudai malipo ya gharama za kuendeshea kesi?

 

[PrN-kazi]

Angalia mfano huu mwajiri amepewa uwezo wa kumkataa mfanyakazi wake mahakamani hataka mfanyakazi huyu ameshinda kesi.

Hii sheria ya Ajira na Mahusiano Kazini No.6/2004 ina mapungufu na tayari yameanza kufanyiwa kazi na wataalamu lkn mapungufu hayo hayako kihivyo unavyosema: mwajiri kumkana/kumkataa mfanyakazi na mahakama ikaridhia itategemea taratibu zilizotumika kuwafikisha hapo. Hii sheria kwakweli waajiri wanaoelewa wanaiogopa kwani kwa kiwango kikubwa inawabana wao na si wafanyakazi.

 

[PrN-kazi]

Nakushukuru saana mkuu.Ila naomba ufafanuzi kidigo hayo malipo unayositahili kulipwa wakati ulipokuwa nje ya ofisi wakati umekuwa terminated ni pamoja na posho,bonus na nyongeza za mishahara?maana kesi inaweza kuchukua muda mrefu.
Nakuna sheria ya kudai malipo ya gharama za kuendeshea kesi?

mfanyakazi akirudishwa kazini ana haki ya kupata haki zake zote ambazo angezipata kama angekua anaendelea na kazi(ni kimaanisha-full salary) na kesi za maswala haya ya kazi ndani siku 30-60 kinakuwa kimeisha eleweka na hakuna gharama yoyote inayotozwa kwa kuendesha mashitaka huduma inatolewa bure kabisa: labda pale mleta Shauri kama atamweka mwakilishi wake kama Advocate hiyo itakuwa ni gharama yake binafsi kwa matakwa yake.

Migogoro ya kazi huwa haina longolongo mashauri yanaendeshwa kwa uwazi kabisa- mambo yote ni ''Procedural''

 

[King’asti]

Kuongezea hapo kwa PrN, kama uliweka wakili wako ukishapata chako unafungua kesi mpya ya defamation na kudai gharama (hapa hobby ya kipare ya kesi inahusika zaidi)