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

Sheria ya Uzazi Makazini.

Discussion in 'Jukwaa la Sheria (The Law Forum)' started by Buswelu, Oct 14, 2009.

  1. Buswelu

    Buswelu JF-Expert Member

    #1
    Oct 14, 2009
    Joined: Aug 16, 2007
    Messages: 1,975
    Likes Received: 22
    Trophy Points: 135
    Hello Wana JF.

    Nina Tatizo hapa la kisheria hapa....Sheria ya Uzazi makazini hapa nikiwa na maana kupata ujauzito kazini.
    Inasemaje...ni miaka mingapi au ni muda gani baada ya kuajiriwa siku ya kwanza unatakiwa kubeba ujauzito?
    Kuna tafsiri hapa inasema baada ya kuajiriwa kazini...unatakiwa kukaa kazini kwa miezi 36 ndio upate ujauzito
    wa kwanza.


    Nielewavyo mie ni baada ya kupata ujauzito wa kwanza..utakiwa kutumikia miezi 36 ili kupata maternity
    leave ingine.Baada ya kwanza.....kinacho tokea hapa...wadada wawili wamenyimwa maternity leave katika
    ujauzito wao wa kwanza kwa kuwa hawajafanya miezi 36 katika kampuni.Wajuzi wa sherie hapa inakaaje?

    Regards
    Buswelu
     
  2. WomanOfSubstance

    WomanOfSubstance JF-Expert Member

    #2
    Oct 14, 2009
    Joined: May 30, 2008
    Messages: 5,467
    Likes Received: 44
    Trophy Points: 0
    Employment and Labour Relations Act, 2004
    Section 33 of the Law deals with maternity leave.
    Subsection 33.-(1) obliges the employee to give notice of her intension to take maternity leave at least 3 months before the expected date of birth, and support this notice with a medical certificate.
    33.-(2)- 33.-(3) entitles the employee to start her maternity leave at any time from 4 weeks before the expected date of birth, or earlier for medical reasons. The employee is not allowed to work within 6 weeks from birth unless she has a medical certificate to prove her fitness to work.
    Subsections 33.-(4) - (5), (9) state that the employee is entitled to resume her work after giving birth with same terms and conditions as before. However, no hazardous work is allowed for pregnant or nursing employee. The employer is obliged to offer alternative employment on same terms and conditions as before pregnancy and work, if the employee is performing hazardous work.
    33.-(6)- (8) provide for at least 84 days of paid maternity leave, or 100 days in case of giving birth to more than one child at a time. Additional 84 days are paid if the child dies within one year of birth. Employer is only obliged to grant 4 terms of paid maternity leave.
    33.-(10) entitles the employee to breastfeed her child for two hours per day during the working hours.
    Section 34 provides for paternity and other forms of leave.
    Subsection 34.-(1) provides for at least 3 days of paid paternity leave within 7 days of the birth for the employee who is the father of the child, and 4 days of paid leave

    Utaona sheria iko kimya kuhusu ni lini mwajiriwa anaweza kupata ujauzito wa kwanza.Sasa hawa wadada mikataba yao ya ajira ilisemaje maana najua kuna vipindi vya probation ambavyo mwajiri anaweza kuvitumia kusitisha mkataba...na mara nyingi mwajiri anataka perfomance na siyo kuanza kumfanya aingie gharama wakati mtu hujaingiza chochote that is very natural kwa mwajiri yeyote.​
     
  3. Robweme

    Robweme Senior Member

    #3
    Oct 14, 2009
    Joined: May 20, 2009
    Messages: 178
    Likes Received: 2
    Trophy Points: 0
    "Mkuu veracity uko kamili, nadhani imeelewka hata mimi kuna mabo ambayo nilikuwa siyajui na nimeyapata asante"
     
  4. Buswelu

    Buswelu JF-Expert Member

    #4
    Oct 14, 2009
    Joined: Aug 16, 2007
    Messages: 1,975
    Likes Received: 22
    Trophy Points: 135
    Hiii ni tafsri Iliyo tolewa na mwanasheria wa kampuni..

    Employment and Labour Relations Act, 2004


    In simple language one becomes eligible to proceed on maternity leave upon completing 36 months in employment from the date of commencement and subsequently upon working for not less than 36 months from the last maternity leave cycle. Notably, the same law (section 33 (3) ) provides that; " no employee shall work within six weeks of the birth of her child, unless a medical practitioner certifies that she is fit to do so". But it is also a requirement for an employee to give notice of her intention to take maternity leave at least 3 months before the expected date of birth with support of a medical certificate. The intention of such a requirement is obviously to give sufficient time for the employer to arrange for other options and avoid possible inconviniencies.""

    VaraCity....Hapo Je inakuwaje?
     
  5. WomanOfSubstance

    WomanOfSubstance JF-Expert Member

    #5
    Oct 14, 2009
    Joined: May 30, 2008
    Messages: 5,467
    Likes Received: 44
    Trophy Points: 0
    Unajua Mkuu, section 33 ya ELRA 2004 iko ambiguous and subject to different interpretations pia.
    Naomba nianze kwa kusema kuwa in general terms hiyo miezi 36 ni miaka 3 to start with.Kama mwajiri atategemea mwanamke apate ujauzito miaka 3 baada ya kuanza kazi hii siyo practical na ni kukiuka haki za binadamu hasa Convention on the Elimination of All forms of Discrimination Against Women ambayo Tanzania imeridhia na kujifunga kutekeleza, ukiachilia mbali mikataba kadhaa ya ILO na Sheria yetu ya ELR 2004 ambayo kwa kiasi kikubwa imeingiza these human rights principles and standards.

    Pili hii miezi 36 ambayo ni miaka 3 nionavyo mimi na nadhani ndiyo busara ya sheria hii, imelenga ku encourage uzazi wa mpango kwa maana ya kwamba mama ajitahidi kuwa na gap ya hiyo ili aweze kupata mafao ya uzazi kutoka kwa mwajiri. Pia imesema viwe vipindi vinne ikimaanisha mama huyo azae idadi ndogo ya watoto.
    Huyo mwanasheria kwa vyovyote ametoa tafsiri ya kumfurahisha mwajiri wake kuwa anatetea maslahi ya kampuni.
    Mwajiri kuwanyima hao wadada amekosea kisheria na hao wadada wanaweza kumshtaki.
     
  6. Buswelu

    Buswelu JF-Expert Member

    #6
    Oct 14, 2009
    Joined: Aug 16, 2007
    Messages: 1,975
    Likes Received: 22
    Trophy Points: 135

    My take = Navyo jua mie na katika tafsiri ya sheria hiyo ni kwamba miaka mitatu 36months...inaanza kuwa counted baada ya firth birth.Within the company.Nikiwa na maana kuwa kama umeanza kazi kwa mfano ukamaliza probation period yako vyema ukaajiriwa.Unaweza kushika ujauzito ambavyo utakuwa entitled kupata maternety leave yako kama ilivyo ainishwa katika sheria...sasa baada ya hapo.Ndio 3yrs can start be counter!

    Her tatizo ni kubwa....hata walio jifungua majuzi wamenyimwa maternity leave kwa kuwa hajamaliza mwaka na kazini which is wrong.Wamemaliza katika ukweli....ila kwa kuwa manager kwa upande wake alifanya gender base katika kuajiri(which is good kwa kweli)na amewatumia sana..kwa kazi zake wamemfanyia...sasa hii issue ya hawa wadada kuwanyima uhuru wa kuzaa kisa wafanye kazi(hii haijaisema ila iko wazi)kwa kuwa ni watendaji wa kubwa..nao wana waume zao..kwenda kuanza mwambia mumeo kuwa manager kasema tusizae..ni issue.

    Angalia hapa Hoja yake anavyo sema

    [Quote =]" This follows recent events where staff have chosen not to disclose their pregnancies till the last moment. I ask that you work together with Company from the onset of pregnancy to ensure that we can assist in safeguarding you and your child's health through the term of your pregnancy. In this way we can provide appropriate advice as to your leave and benefit options well before the 3 month notice period. This also helps the team in making provision for your absence to ensure ........... work flow continues uninterrupted"

    It is hoped the above removes the 'Culture of Silence' that surrounds pregnancy. It is important that you, your HOD, HR and Doctors work together to ensure that all Womens without a hitch through a truly special period of your life.[/Quote]


    Hii ni kabla haja qoute kipengele hicho alicho shauliwa na mwanasheria.Wadau Mnasemaje...VeraCity unasema wanaweza mshitaki...kuna faida gani baada ya kumshitaki?Hasa kukiwa na hivyo vipengele inputs vilivyo wekwa kwenye sheria ya saa..baada ya haki za binadamu and all that?
     
  7. WomanOfSubstance

    WomanOfSubstance JF-Expert Member

    #7
    Oct 14, 2009
    Joined: May 30, 2008
    Messages: 5,467
    Likes Received: 44
    Trophy Points: 0
    You are right katika understanding yako...hili tatizo liko kwa waajiri wengi hasa kwenye private sector.Waajiri wengine hawaoni kuwa labour force lazima iwe reproduced, vinginevyo in future watakosa wa kuwaajiri maana itafika wakati wanawake wataacha kuzaa ili wajenge career au basi wakae majumbani kulea watoto..lol ndio maana yake!
    Kuhus kushtaki... that is another discussion...labda tuwasikilize na wengine tena waweke michango yao..
     
  8. Gudboy

    Gudboy JF-Expert Member

    #8
    Oct 15, 2009
    Joined: Aug 14, 2009
    Messages: 799
    Likes Received: 1
    Trophy Points: 33
    nijuavyo mimi na kwa upeo wangu mdogo ni kwamba mfanyakazi wa kike akishika mimba katika kipindi chochote kile atapewa likizo ya miezi 3 na hawezi pewa likizo hiyo tena ikiwa atakua amepata ujauzito na kujifungua kabla ya kumaliza miaka 3. inatakiwa kila baada ya miaka 3 ndo apewe likizo ya kujifungua. Swali je wanaume mbona hawapewi likizo wake zao wanapojifungua?
     
  9. WomanOfSubstance

    WomanOfSubstance JF-Expert Member

    #9
    Oct 15, 2009
    Joined: May 30, 2008
    Messages: 5,467
    Likes Received: 44
    Trophy Points: 0
    Ndugu,
    rejea post yangu ya mwanzo hapa utaona sheria ya kazi inazungumzia Paternity leave..ndio likizo ya wanaume.Ila siyo ya miezi mitatu kama ya wanawake waliojifungua.Wao ni siku 4 katika zile siku 7 baada ya mama kujifungua.Hii inalenga kumpa mke msaada wakati huu muhimu na ku bond na mtoto.
    Katika mchakato wa kutunga hii sheria, wanawake wengi walipoulizwa maoni yao kuhusu paternity leave walionyesha kutokupenda wanaume wapewe likizo.Moja ya sababu ni kero watakayopata maana wanaume wengeishia kunywa pombe na kuwaghasi...lol
     
  10. Gudboy

    Gudboy JF-Expert Member

    #10
    Oct 15, 2009
    Joined: Aug 14, 2009
    Messages: 799
    Likes Received: 1
    Trophy Points: 33
    ahasante nashukuru kwa maelezo yako mazuri, lakini hii sheria iko bias, kwa nini nasi tusipewe hiyo miezi 3 kama akina mama, maana si tunasaidia kazi za nyumbani wakati wake zetu wamejifungua na pia kile kipindi cha kutoka kazini saa 6 kwa ajili ya kusaidia kazi za nyumbani hadi mtoto atakapotimiza miezi 6. Swali jingine je ikiwa mtoto amefariki baada ya kujifungua mama ataendelea na likizo yake ya miezi 3?
     
  11. WomanOfSubstance

    WomanOfSubstance JF-Expert Member

    #11
    Oct 15, 2009
    Joined: May 30, 2008
    Messages: 5,467
    Likes Received: 44
    Trophy Points: 0
    Jengeni hoja kuonyesha kuwa mnahitaji kuongezewa siku ..unaweza kuchukua siku 4 katika likizo zako pia ili umsaidie mkeo.Ujue maternity leave siyo kwa ajili ya kulala tu nyumbani.Ni kumfanya mwanamke atimize majukumu yake ya kibaiolojia ya kumlea mtoto mchanga kama moja ya haki za mtoto.Atanyonyesha, atakesha na mtoto ambaye hulia sana na wakati mwingine usiku ndio kazi ipo.Kazi za kufua anaweza kusaidiwa na hafui kila saa.Wewe baba humnyonyeshi mtoto..unaweza kusaidia kubembeleza anapolia lakini ubembelezaji huo huendana na kumnyonyosha mara nyingi.Pia mwanamke anatakiwa kupata muda wa ku recuperate baada ya kazi nzito ya kuzaa ( NDIO MAANA ANAKUWA KWENYE LABOUR)ambayo wanaume hawaifanyi. Hivyo sidhani utakuwa na hoja nzito za kutaka siku ziwe sawa na mwanamke.
    Kwa mwanamke aliyezaa na mtoto akafariki, sidhani anachukua maternity ya siku zote hizo bali atapata muda wa kupona na kurudi kazini.
     
  12. Jobjob2

    Jobjob2 Member

    #12
    Dec 27, 2009
    Joined: Nov 8, 2006
    Messages: 38
    Likes Received: 0
    Trophy Points: 13
    Haya wandugu nimekuwa nikifuatilia mjadala hapa, with my little knowledge on the HR nafikiri tafsiri sahii ni kama ifuatavyo.

    Sheria ELRA 2004 haizuiii mwanadada anaye expect asipate likizo hata kama amejifungua within the maternity leave cycle, inachoongelea hapa ni "paid maternity leave ya siku 84 tu". Sheria inaruhusu kabisa mtu achukue/apate likizo zingine kama za mwaka etc.

    Vile vile kuna provisions zingine kwenye organisation mbali mbali ambapo mwajiriwa anaweza kuomba ruhusa maalumu ama bila malipo ili aweze ku-meet ones personal obligation, na hii inaweza kukatwa katika likizo zijazo or otherwise.

    Hiyo tafsiri ya kusema female employee asizae katika kipindi cha miaka 3 ni kuwanyima haki zao za msingi
     
Loading...