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Sheria ya ajira ni kandamizi

Discussion in 'Jukwaa la Sheria (The Law Forum)' started by dazu, Feb 27, 2011.

  1. dazu

    dazu JF-Expert Member

    #1
    Feb 27, 2011
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    Mfanyakazi akipata kazi yenye maslahi zaidi anatoa taarifa (notisi) ya mwezi mmoja kwa mwajiri au mshahara badala ya taarifa na kuacha kazi, lakini mwajiri akipata mtu mwenye qualification zaidi ya za mfanyakazi aliyenaye kwa nini asiruhusiwe kutoa taarifa kwa mfanyakazi ya mwezi mmoja au kumpa tu mshahara wa mwezi mmoja ili kuuvunja mkataba wa ajira? Sheria hii sio discriminatory kweli?
     
  2. M

    Mp Kalix2 JF-Expert Member

    #2
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  3. dazu

    dazu JF-Expert Member

    #3
    Feb 27, 2011
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  4. Kang

    Kang JF-Expert Member

    #4
    Feb 27, 2011
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    Ni kweli, kufanya biashara hasa ambayo inahitaji kuadjust workforce kwa haraka ni ngumu bongo, ukishamhire mtu inakuwa vigumu kumpunguza.
    Hii nadhani inakwamisha badhi ya biashara na pia inaweza kupunguza ajira, wa sababu employers hawapo tayari kuajiri watu ambao watashindwa kuwapunguza baadae.
     
  5. M

    Mp Kalix2 JF-Expert Member

    #5
    Feb 28, 2011
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  6. dazu

    dazu JF-Expert Member

    #6
    Feb 28, 2011
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  7. Avanti

    Avanti JF-Expert Member

    #7
    Mar 1, 2011
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    Inakuwa ni ngumu sana kumpa mwajiri uhuru wa kumwachisha mfanyakazi kwa sababu pamoja na sheria za kazi zilizotajwa hapo kuonesha sababu nzuri zinatakiwa zitolewe na mwajiri kuthibitisha uhalali wa kumwachisha mfanyakazi kazi bado Katiba yetu ibara ya 11, 22 na 23 zinamlinda mfanyakazi na hivyo basi kumfukuza mfanyakazi mwajiri anakuwa amevunja Katiba. Kwa kujidhihirisha hili tuangalie Ibara ya 22 hapa inavyosema:

    "22.-(1) Every person has the right to work.
    (2) Every citizen is entitled to equal opportunity and right on
    equal terms to hold any office or discharge any function under
    the state authority
    "

    Pamoja na hilo pia kumekuwa na kesi nyingi tu zinazoonesha kuwa mfanyakazi katika ajira anakuwa ni upande dhaifu hivyo sheria zinapotungwa zimekuwa zikiangalia zaidi kutetea upande wa mfanyakazi. Kwa mfano hebu jiulize iwapo wewe umeajiri mfanyakazi wa ndani unaweza kutumia siku ngapi kutekeleza uamuzi wako wa kumwachisha kazi? Anyway kikubwa sheria zinapokuwepo ili kupunguza makali wafanyakazi wasifukuzwe ama kuachishwa kazi kiholela lakini bado waajiri wa nguvu kubwa sana katika kuamua kumwachisha ama kumfukuza mfanyakazi pale watakapo. Hata sheria ya sasahivi inasema kuwa hata mahakama ama Kamisheni ya Usuluhishi na Utatuzi wanapoamua mwajiri amrudishe mfanyakazi kazini mwajiri anaweza kuamua asimrudishe kazini kwa kumlipa mishahara isiyopungua ya miezi 12.

    Kwa kifupi hizo ndizo dondoo kwa jambo hili, anyway kwa kuwa nina kazi zingine, kwa consultation fee ningeendelea zaidi.
     
  8. LUSAJO L.M.

    LUSAJO L.M. JF-Expert Member

    #8
    Mar 3, 2011
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    Kama wachangiaji wengine walivyosema nadhani tatizo kuuu kuhusiana na masuala ya kuachishwa kazi lipo zaidi upande wa wafanyakazi. mara nyingi huwa tunajuisahau sana tunapokuwa kazini kiasi kwamba hata zile haki zetu za msingi na sheria ambazo zinaweza kutulinda kazini tunashindwa kujitahidi na kuzifahamu... nimekuwa afisa utumishi wa kampuni binafsi na kuna wakati ikatokea menejiment ya juu waliamua wafanye kupunguza wafanyakazi bila kutuhusisha sisi maafisa utumishi. Walichofanya waliwasita wafanyakazi na kuongea nao kisha kuwashauri wao wafnayakazi waandike barua za kuacha kazi akati ni kampuni ndio ilikuwa inawaachisha. Bila kujua haki zao za kimsingi kama kitu hicho kikitokea wao wakakusanya pesa kidogo waliyopewa na kuondoka...kwetu walikuja kuleta barua tu.

    Nnalosema hapa ni kwamba tumekuwa na kasumba ya kutosoma na kuielewa mikataba ya ajira tunayopewa na waajiri wetu pia huwa tunakuwa hatuna muda wa kuzielewa sheria, kanuni na taratibu katika maeneo ya kazi na hilo ndio ambalo waajiri wengi wanatumia kuhakikisha kwamba wanawakandamiza wafanyakazi wanavyotaka.
     
  9. M

    Mp Kalix2 JF-Expert Member

    #9
    Mar 3, 2011
    Joined: Oct 4, 2010
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