Msaada kuhusu kuacha kazi 24 hours notice

Watu wengi hatuna attention to detail.

Maneno/lugha katika sheria ni kitu muhimu sana. Na ndiyo maana nika point out modal verbs zilizotumika katika hiyo inayodaiwa kuwa ndiyo sheria ya kazi inayohusiana na kuacha/ kuachishwa kazi.

Sasa kwa nini mwajiri "may" pay the employee upon termination na siyo "shall" au "must"? Kwa sababu modal verb iliyotumika hapo ni "may" mimi nadhani kumlipa mwajiriwa zaidi ya mshahara ambao kaufanyia kazi ni ishara tu ya kiungwana. Sioni jingine zaidi ya hapo.

Kwa nini sasa naye mwajiriwa asimlipe mwajiri wake? Hapa hatuwezi kulinganisha mwajiri na mwajiriwa. Binafsi na assume kuwa mwajiri ana uwezo (mkubwa) zaidi ya mwajiriwa na ndiyo maana akamuajiri huyo mwajiriwa in the first place. Na ndiyo maana nadhani hata hiyo sheria ya kazi haimlazimishi huyo mwajiriwa kufanya hivyo.

Kama kwa hiari yako wewe mwajiriwa unaona inafaa kurudisha mshahara wako wa mwezi mzima ambao umeufanyia kazi tayari na yeye mwajiri wako akaupokea basi hamna tatizo maana umeamua mwenyewe kufanya hivyo.

Ila panapokuwepo na mkataba, basi terms na conditions za huo mkataba nazo zitazingatiwa kwa pamoja na sheria husika.
 
Nipo kwenye managrial position. I believe that it is wise to leave the organization in good terms Sina tatizo na kutoa notisi ya siku 28 ila mahusiano na mwajiri wangu yameharibika kiasi cha kuleta hofu na kukosa amani pindi unapofika muda wa kwenda kazini kama gharama za kutoa notisi ya 24 hrs ni mshahara wa mwezi mmoja sina tatizo nalo kabisa, i can do in good faith. Ni kweli 24 hrs notisi hata mimi sipendi ila nikiangalia mbele naona kama gharama za kuendelea kuwa pale angalau kwa wiki moja ni kubwa kuliko faida nitakayoipata au reputation ninayoilinda sana sana reputation yangu inaweza kuendelea kuporomoka

Ndio maana tokea mwanzo nimekuwa nikisema kuwa hatuna all the facts ili tuweze kukushauri vizuri. The more you write the more you reveal important facts. Kwako unaweza kuziona hazina umuhimu lakini from the legal point of view zinaweza ku-determine the best available option for you. Uko kwenye menagerial position and muhimu zaidi uhusiano wako na current employer unaonekana sio mzuri.

Sheria haruhusu kutoa notice ya kuacha kazi wakati ukiwa likizo. Kifungu cha 41(4) cha Sheria ya Mahusiano Kazini kinasema kuwa "Notice of termination shall not be given (a) during any period of leave taken under this Act; or (b) to run concurrently with any such period of leave.

Pia facts zako mpya zinaleta maswali mengine. Nini hasa sababu ya kutaka kuacha kazi ndani ya masaa 24. Is it that mwajiri mtarajiwa anakuhitaji mapema mno kama ulivyodai mwanzoni au ni kwa vile uhusiano wako na mwajiri wa sasa sio mzuri to the extent ya kuona "gharama za kuendelea kuwa pale angalau kwa wiki moja ni kubwa kuliko faida takayoipata au reputation nayoilinda sana sana reputation ya[ko] inaweza kuendelea kuporomoka."?

Kama Mugglin alivyosema hapo juu, act professioanally. Umekuwa pale kwa miaka mitatu sijui kwa nini unashiwa kuwa pale kwa siku 28.
 
Na jibu lake ni kwamba kama hamkukubaliana mambo ya notisi kwa mkataba basi sheria inachukua mkondo, na sheria, kwa mara ya mia nne sasa narudia, sheria haisemi usipotoa notisi utamlipa mwajiri mshahara.

Unaposema sheria haisemi unapotoa notice utamlipa mwajiri mshahara una maana kama usipotoa notice kabisa au ukitoa notice ambayo haikubaliki kisheria? Nilivyoilewa sheria ni kwamba kama umetoa notice ya kuacha kazi halafu ukakataa kufanya kazi kwenye kipindi cha notice, mwajiri "may deduct, from any money due to that employee on termination, the amount that would have been due to the employee if that employee had worked during the notice period."

Lakini kama umeacha kazi bila kutoa notice, then that would be a breach of a contractaul term, whether is expressly or impliedly provided in the contract of employment. Mwajiri anaweza kukushtaki for damages for breach of contract. Tukumbuke kuwa sheria uliyoiweka inasema in section 36(a)(1) that for purposes of this Sub-Parttation (a) ''termination of employment' ' includes- (i) a lawful termination of employment under the common law. Je, common law inasemaje kama mwajiriwa akiacha kazi bila kutoa notice?

Nafikiri hapa kama mwajiri akikushtaki for breach of contract (kuacha kazi bila kutoa notice), na mahakama ikaamua kuwa umlipe damages, fedha za kulipa hiyo damage zinaweza kutoka au zisitoke kwenye mshahara uliokuwa unapokea kutoka kwa huyo mwajiriwa. Issue siyo utamlipa mwajiri mshahara kwa kuacha kazi bila kutoa notice, bali utamlipa damages whether or not itatoka kwenye mshahara wako.
 
Unaposema sheria haisemi unapotoa notice utamlipa mwajiri mshahara una maana kama usipotoa notice kabisa au ukitoa notice ambayo haikubaliki kisheria?
nasema hata usipotoa notice kabisa, hata ya nusu saa, yani usipo show up kazini mwajiri akakupigia simu ukamwambia nili quit jana, wapi sheria imesema utatakiwa kumlipa mwajiri mshahara wa mwezi mmoja? Weka hapa huo mstari.

Nilivyoilewa sheria ni kwamba kama umetoa notice ya kuacha kazi halafu ukakataa kufanya kazi kwenye kipindi cha notice, mwajiri "may deduct,
utakataaje kufanya kazi "kwenye kipindi cha notisi" wakati unasema wewe ndio umetoa notisi yenye hicho "kipindi cha notisi"? Hahahahahahaaaa..... hueleweki!

Lakini kama umeacha kazi bila kutoa notice, then that would be a breach of a contractaul term, whether is expressly or impliedly provided in the contract of employment. Mwajiri anaweza kukushtaki for damages for breach of contract.
contractual term ipi? Kwa nini una assume kwamba, au umejuaje kuwa kila contract itakuwa na term hiyo? What if it is neither expressly nor impliedly provided for in the contract?

Issue siyo utamlipa mwajiri mshahara kwa kuacha kazi bila kutoa notice, bali utamlipa damages whether or not itatoka kwenye mshahara wako.
na wala damages for breach of contract sio issue kabisa hapa, it is whether sheria inasema uki quit kazi bila notice utamlipa mwajiri mshahara wa mwezi, kitu ambacho hakipo!
 
Nimeshindwa kuelewa licha ya kwenda kwenye GN Na.42

Naomba ufafanuzi
Popote ulipo ulizia Ofisi za CMA au Idara ya Kazi za mkoa au wilaya(under Ministry of Labour & Employment) utakutana na wataalamu utapata ufafanuzi wa kutosha Kiongozi.
 
Ndio maana tokea mwanzo nimekuwa nikisema kuwa hatuna all the facts ili tuweze kukushauri vizuri. The more you write the more you reveal important facts. Kwako unaweza kuziona hazina umuhimu lakini from the legal point of view zinaweza ku-determine the best available option for you. Uko kwenye menagerial position and muhimu zaidi uhusiano wako na current employer unaonekana sio mzuri.

Sheria haruhusu kutoa notice ya kuacha kazi wakati ukiwa likizo. Kifungu cha 41(4) cha Sheria ya Mahusiano Kazini kinasema kuwa "Notice of termination shall not be given (a) during any period of leave taken under this Act; or (b) to run concurrently with any such period of leave.

Pia facts zako mpya zinaleta maswali mengine. Nini hasa sababu ya kutaka kuacha kazi ndani ya masaa 24. Is it that mwajiri mtarajiwa anakuhitaji mapema mno kama ulivyodai mwanzoni au ni kwa vile uhusiano wako na mwajiri wa sasa sio mzuri to the extent ya kuona "gharama za kuendelea kuwa pale angalau kwa wiki moja ni kubwa kuliko faida takayoipata au reputation nayoilinda sana sana reputation ya[ko] inaweza kuendelea kuporomoka."?

Kama Mugglin alivyosema hapo juu, act professioanally. Umekuwa pale kwa miaka mitatu sijui kwa nini unashiwa kuwa pale kwa siku 28.

Mkuu mimi nashauri ujikite katika best practice ya sheria. Achana na mambo ya kumdodosa, maana hawezi kuweka wazi mambo yote. Unajua mtu anaweza kuendelea kuwepo ofisini kwa sababu tu hana alternatives. Anaweza kuwa anaumia lakini hana sehemu nyingine ya kwenda. Sasa inapotokea akapata kazi yote mawili yanaweza ku apply yaani alikuwa anapata shida ndo maana anaomba aondoke haraka au huko alikopata kazi wanamhitaji haraka. Issue kubwa ni tafsiri ya hicho kifungu maana kinavyonekana kinamzungumzia employer tu anapotaka kumwachisha kazi employee. Na inaposema notisi isitolewe wakati wa likizo kuna utata pia kama anayezuiliwa ni employer tu kufanya hivyo au na employee akiwa likizo anazuiliwa kutoa notisi kitu ambacho kwangu naona kama employee hazuiliwi.
 
Hicho kifungu cha sheria hukukimaliza kukiandika na hivyo kutupa maana tofauti ya sheria husika.

Sheria inasema

14 (2) A contract with an employee shall be in writing if the contract provides that the employee is to work outside the United Republic of Tanzania.

Ikimaanisha kuwa kama kazi itatakiwa kufanywa ndani ya Jamhuri ya Muungano wa Tanzania, mkataba unaweza kuwa wa mdomo au wa maandishi. [Rejea:Tafsiri nyepesi ya Sheria za kazi-Tanzania]

Siku Mwajiri na Mwajiriwa wakiburuzana mahakamani na iwapo mkataba ni wa mdomo tu, Mwajiri ndie atakaetakiwa kuthibitisha kuwa madai yake ndiyo waliyokubalina kwenye mkataba wa ajira wa mdomo

Siyo kweli. Endelea na wewe kusoma section 15 (1) -written statement of particulars. inasema hivi:
Subject to the provisions of subsection (2) of section 19, an
employer shall supply an employee, when the employee commences

employment, with the following particulars in writing, namely -

Written
staternent
of particulars
(a) name, age, permanent address and sex of the employee;
(b) place of recruitment;
(c) job description;
(d) date of commencement-
(e) form and duration of the contract;
(f) place of work;
(g) hours of work;
(h) remuneration, the method of its calculation, and details of any
benefits or payments in kind, and
(i) any other prescribed matter.

Halafu soma sub section 6 & 7
(6) If in any legal proceedings, an employer fails to produce a
written contract or the written particulars prescribed in subsection (1),
the burden of proving or disproving an alleged term of employment
stipulated in subsection (1) shall be on the employer.

(7) The provisions of this section shall not apply to an employee who


works less than 6 days in a month for an employer
 
Kacharimbe: ulifanya la maana kuleta hii mada hapa jamvini; hakika naona wajumbe wanaoendelea kuchambua vifungu vya sheria husika japo wengine tafsiri zao zinakinzana na maana halisi ya sheria lakini si vibaya itafika hatua kila mtu ataelewa.
 
Kacharimbe: ulifanya la maana kuleta hii mada hapa jamvini; hakika naona wajumbe wanaoendelea kuchambua vifungu vya sheria husika japo wengine tafsiri zao zinakinzana na maana halisi ya sheria lakini si vibaya itafika hatua kila mtu ataelewa.
Mkuu, hata mimi nimejifunza mengi sana ambayo nilikuwa siyajui. Sasa hivi nina amani kabisa na nawashukuru sana wanajf. Tuendelee kuelimishana
 
nasema hata usipotoa notice kabisa, hata ya nusu saa, yani usipo show up kazini mwajiri akakupigia simu ukamwambia nili quit jana, wapi sheria imesema utatakiwa kumlipa mwajiri mshahara wa mwezi mmoja? Weka hapa huo mstari.

utakataaje kufanya kazi "kwenye kipindi cha notisi" wakati unasema wewe ndio umetoa notisi yenye hicho "kipindi cha notisi"? Hahahahahahaaaa..... hueleweki!

contractual term ipi? Kwa nini una assume kwamba, au umejuaje kuwa kila contract itakuwa na term hiyo? What if it is neither expressly nor impliedly provided for in the contract?

na wala damages for breach of contract sio issue kabisa hapa, it is whether sheria inasema uki quit kazi bila notice utamlipa mwajiri mshahara wa mwezi, kitu ambacho hakipo!

Sijasema kuwa sheria inasema mwajiri amlipe mwajiriwa mshahara wa mwezi kama akiacha kazi kwa kutoa notice ya masaa 24. Nilichosema ni kuwa pamoja na kuwa hakuna sheria kama hiyo, bado mwajiri anaweza kumshtaki mwajiriwa under common law for breach of contract ambapo mwajiriwa anaweza akaamriwa na mahakama amlipe mwajiri damages ambazo zinaweza kuwa kubwa zaidi ya huo mshahara wenyewe wa mwezi.

Pamoja na kwamba hakuna hiyo sheria, it has always been the practice for the employer to deduct one month salary from the final payout due to the employee kama akiacha kazi bila notice au notice kinyume na mkataba au shieria. Lakini hakuna sheria yoyote inayohalalisha hii practice ya mwajiri ku-deduct mshahara. Hata kama ingekuwepo sijui ingetumika kivpi because in many cases the employee tenders 24 hours notice the day after payday, and in many cases there is no leave pay due and thus the employer is left high and dry with no means of recovering his losses, if any.

Lakini kutokuwepo kwa sheria ya aina hiyo does not make it legal practice for the employee to walk out on 24 hours notice. This is totally illegal. Unless provided in the in the contract of employment, no where in the law is there any provision allowing an employee to terminate his/her employment contract on 24 hours notice. The employer will handle this in terms of breach of contract.

Naelewa issue hapa ni kama mwajiriwa analazimika kisheria kumlipa mwajiri mshahara kama akiacha kazi within 24 hours. However, in my advice I wouldn't want to confine myself within this box bearing in mind the tendering of 24 hours notice is in itself illegal anyway. So, pamoja na kuwa hakuna sheria inayomlazimisha mwajiriwa kumlipa mwajiriwa mshahara wa mwezi mmoja kama akiacha kazi ndani ya msaaa 24, there are other legal implications to employees hasa wale ambao wameajiriwa nafasi za juu should know. Na ndio maana hiyo sheria ya mahusiano kazini inasema wazi kuwa in termination of the contract of employment, the common law should also apply. Sidhani kama hicho kifungu kiliwekwa pale kujaza nafasi tuu.

So, don't confine yourself to the statute because the legislature did not give the employer any recourse against such employees who do not honour the contract at least there is no recourse in terms of labour legislation. The option is for the employer to sue the employee, for any damages that the employer is able to quantify in terms of the employee breach of contract.

Kwa kifupi, hakuna sheria inayomtaka employee amlipe employer mshahara wa mwezi kwa kuacha kazi ndani ya masaa 24 lakini ipo sheria inayomruhusu employer kumshtaki employee for damages for breach of contract kwa kuacha kazi ndani ya masaa 24.
 
Mkuu mimi nashauri ujikite katika best practice ya sheria. Achana na mambo ya kumdodosa, maana hawezi kuweka wazi mambo yote. Unajua mtu anaweza kuendelea kuwepo ofisini kwa sababu tu hana alternatives. Anaweza kuwa anaumia lakini hana sehemu nyingine ya kwenda. Sasa inapotokea akapata kazi yote mawili yanaweza ku apply yaani alikuwa anapata shida ndo maana anaomba aondoke haraka au huko alikopata kazi wanamhitaji haraka.

Mkuu best practice ya sheria ni pamoja na kujua facts za kesi. Surely, you can not advise or decide on a particular case bila kujua all the relevant facts. You cannot apply the law to incomplete facts. Relevant facts -> issue(s) -> then apply the law.

Kama umesoma tokea mwanzoni aliulizwa kwa nini anataka kutoa notice ya masaa 24. Akasema mwajiri mtarajiwa anamhitaji haraka sana. Baada ya kudodosa ili kupata facts zaidi akadai kuwa maelewano na mwajiri wake wa sasa sio mazuri to the extent kuwa akiendelea kukaa hapo hata kwa muda mfupi (28 days ya required notice), reputation yake itakuwa tarnished. Kuwa na fact kuwa mahusiano sio mazuri ni muhimu sana katika kumpa ushauri kuliko kutokuwa nayo.

Kwa mfano, kwa kujua the fact kuwa anataka kuacha kazi within 24 hours because uhusiano wake na mwajiri has completely broken down (japokuwa kuna umuhimu pia wa kujua the causes of the breakdown) naweza kumshauri kuwa by law even if he submits his 24 hours notice the employer has to pay him any monies due. However, lots of employers try not to pay as they think employees don't know their legal rights.

So he can submit his 24 notice and if they don't pay him, he should write them a letter giving 14 days to pay him the monies due until the date he quitted the job and then say he will take legal action against them kama hawatamlipa hizo pesa. If they don't pay him after 14 days submit a court application for unlawful deduction of wages or so.

Hata hivyo, mwajiri nae anaruhusiwa kufungua kesi mahakamani for breach of contract as a counter measure. So the best thing to do is if it is the employer who has done something that has broken the trust he has in them is to resign and put on the resignation letter a statement that says - "the implied terms of mutual trust between employer and employee have been broken and I'm leaving with immediate affect." He doesn't need to say why to the employer. This means the employer may not sue him for breach of contract and he gets his wages and any unpaid holidays, etc.

Issue kubwa ni tafsiri ya hicho kifungu maana kinavyonekana kinamzungumzia employer tu anapotaka kumwachisha kazi employee. Na inaposema notisi isitolewe wakati wa likizo kuna utata pia kama anayezuiliwa ni employer tu kufanya hivyo au na employee akiwa likizo anazuiliwa kutoa notisi kitu ambacho kwangu naona kama employee hazuiliwi.
Well, sheria haisemi kama hicho kifungu kina-apply kwa mwajiri tuu. So, it may be subject to different interpretations. Labda turudi nyuma, what is the whole purpose ya sheria kutaka notice ya siku 28? Nadhani ni kumpa nafasi mwajiri kufanya transition. Kama hiyo ni sababu, kama mwajiriwa akitoa notice wakati akiwa likizo, would this help or not help the employer to make such transition?

Siyo kweli. Endelea na wewe kusoma section 15 (1) -written statement of particulars. inasema hivi:
Subject to the provisions of subsection (2) of section 19, an employer shall supply an employee, when the employee commences employment, with the following particulars in writing,...

Hii ulikuwa umemjibu Gaijin, ila nataka kujua tuu ina maana written statements of particulars na written contract of employment ni kitu kimoja? I don't think so. Why? There is no legal requirement for contracts of employment and associated matters (such as dismissal or resignation) to be set out in writing. However, it is a legal requirement that employers provide their employees with a "written statement of particulars of employment" setting out specified minimum basic terms.
 
Mkuu best practice ya sheria ni pamoja na kujua facts za kesi. Surely, you can not advise or decide on a particular case bila kujua all the relevant facts. You cannot apply the law to incomplete facts. Relevant facts -> issue(s) -> then apply the law.

Kama umesoma tokea mwanzoni aliulizwa kwa nini anataka kutoa notice ya masaa 24. Akasema mwajiri mtarajiwa anamhitaji haraka sana. Baada ya kudodosa ili kupata facts zaidi akadai kuwa maelewano na mwajiri wake wa sasa sio mazuri to the extent kuwa akiendelea kukaa hapo hata kwa muda mfupi (28 days ya required notice), reputation yake itakuwa tarnished. Kuwa na fact kuwa mahusiano sio mazuri ni muhimu sana katika kumpa ushauri kuliko kutokuwa nayo.

Kwa mfano, kwa kujua the fact kuwa anataka kuacha kazi within 24 hours because uhusiano wake na mwajiri has completely broken down (japokuwa kuna umuhimu pia wa kujua the causes of the breakdown) naweza kumshauri kuwa by law even if he submits his 24 hours notice the employer has to pay him any monies due. However, lots of employers try not to pay as they think employees dont know their legal rights.

So he can submit his 24 notice and if they don't pay him, he should write them a letter giving 14 days to pay him the monies due until the date he quitted the job and then say he will take legal action against them kama hawatamlipa hizo pesa. If they don't pay him after 14 days submit a court application for unlawful deduction of wages or so.

Hata hivyo, mwajiri nae anaruhusiwa kufungua kesi mahakamani for breach of contract as a counter measure. So the best thing to do is if it is the employer who has done something that has broken the trust he has in them is to resign and put on the resignation letter a statement that says - "the implied terms of mutual trust between employer and employee have been broken and I'm leaving with immediate affect." He doesnt need to say why to the employer. This means the employer may not sue him for breach of contract and he gets his wages and any unpaid holidays, etc.


Well, sheria haisemi kama hicho kifungu kina-apply kwa mwajiri tuu. So, it may be subject to different interpretations. Labda turudi nyuma, what is the whole purpose ya sheria kutaka notice ya siku 28? Nadhani ni kumpa nafasi mwajiri kufanya transition. Kama hiyo ni sababu, kama mwajiriwa akitoa notice wakati akiwa likizo, would this help or not help the employer to make such transition?



Hii ulikuwa umemjibu Gaijin, ila nataka kujua tuu ina maana written statements of particulars na written contract of employment ni kitu kimoja? I don't think so. Why? There is no legal requirement for contracts of employment and associated matters (such as dismissal or resignation) to be set out in writing. However, it is a legal requirement that employers provide their employees with a "written statement of particulars of employment" setting out specified minimum basic terms.

mkuu mbona issue iko wazi. Statement of particulars ina contents kama nilivyozitaja a - i. Ukisoma content e inasema 'form and duration of contract'. Unataka nini zaidi mkuu ili uamini kuwa contract especially ya ajira ya specified au unspecified contract lazima iwe in writting. Unachoongelea wewe ni general contract kama mtu unapoingia kwenye daladala au ukichukua changudoa zinaweza kuwa in oral
 
mkuu mbona issue iko wazi. Statement of particulars ina contents kama nilivyozitaja a - i. Ukisoma content e inasema 'form and duration of contract'. Unataka nini zaidi mkuu ili uamini kuwa contract especially ya ajira ya specified au unspecified contract lazima iwe in writting. Unachoongelea wewe ni general contract kama mtu unapoingia kwenye daladala au ukichukua changudoa zinaweza kuwa in oral

Mkuu issue sio contents ya hizo documents mbili. Hata kama contents zinafanana haina maana kuwa hizo documents zinafanana. Kisheria particulars of statements ni tofauti na mkataba wa kazi na ni muhimu waajiriwa wakalijua hili. Kuna waajiri wanatoa tuu mkataba wa maandishi bila statements of particulars kinyume na sheria na waajiriwa wengine halijui hili.
 
BUSIMINET COMPANY LIMITED
Po.box 12659
Kinondoni-Dar es salaam

Tanzania
Mob: 07 65 90 10 93 / 06 58 12 31 58
E-mail: busiminet@gmail.com
Website: busiminet.blogspot.com
OUR SERVICES: Tax, Business, IT, Accounting &Bookkeeping and Other services
TAX
1.Assist in preparation and submission of Returns to TRA
2.
Assist in estimation and determination of tax liabilities.
3.Online Returns submission and Payment Registration with TRA.
4.
Assist in Tax Payment processing.
5.Reminding about due dates for Tax payment and Other Tax/Statutory compliance.
6.
Tax health-checks
7.
Processing transfer or change of ownership with TRA
8.
Assist in filing and submission of TRA forms.
9.
Assist in Applications for Requesting Tax exemption.
10.
Tax consultation and advisory.
BUSINESS

1.
Assist in business licenses registration with municipals, ministries and other Government bodies.
2. Assist in business name, NGO’s, Succoss and Company registration with BRELA.
3.
Preparation of Business Proposal, Constitution, Memorandum, Article of Association and Company Profile

4.Preparation of business plans
5.
Business Restructuring
6.Loan processing
7
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Business consultations
8.
Preparation of Research proposals

IT AND RELATED SERVICES
GRAPHIC DESIGN
1.
Logo,Bill boards, Posters.
2.
Business cards, Identity cards (ID).
3.
Brochures Flyers, Invitation cards.
4.
Calendar,Product label Magazines
5.
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6.
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7.
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8.
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9.
Network designing and installation
10.CCTV installation
11.
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ACCOUNTING AND BOOK-KEEPING SERVICES
1.Stock counting
2.
Preparation of bank reconciliations
3.
Preparation of annual financial statements complying with International Financial Reporting Standards.

4.Posting of financial transactions from source documents , (IFRS).
5.
Preparation of budgets and management reports.
6.
Payroll services (preparation of the payroll including pay slips)
7.
How to keep books of account

OTHER SERVICES
1.
Mining
2.
Marketing and advertisement
3.
Education
4.
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5.
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6.
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7.
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8.
Staff recruitment & Out-Sourcing
9.
Project management and analysis
10. Training and workshops to Enterpreneurs, scholars and other groups that need to excel in their business

Business in the smooth environment ensures growth


okoa muda,okoa pesa na kuza biashara yako kwakuhudumiwa na Busiminet co.ltd

 
BUSIMINET COMPANY LIMITED
Po.box 12659
Kinondoni-Dar es salaam

Tanzania
Mob: 07 65 90 10 93 / 06 58 12 31 58
E-mail: busiminet@gmail.com
Website: busiminet.blogspot.com
OUR SERVICES: Tax, Business, IT, Accounting &Bookkeeping and Other services
TAX
1.Assist in preparation and submission of Returns to TRA
2.
Assist in estimation and determination of tax liabilities.
3.Online Returns submission and Payment Registration with TRA.
4.
Assist in Tax Payment processing.
5.Reminding about due dates for Tax payment and Other Tax/Statutory compliance.
6.
Tax health-checks
7.
Processing transfer or change of ownership with TRA
8.
Assist in filing and submission of TRA forms.
9.
Assist in Applications for Requesting Tax exemption.
10.
Tax consultation and advisory.
BUSINESS

1.
Assist in business licenses registration with municipals, ministries and other Government bodies.
2. Assist in business name, NGO’s, Succoss and Company registration with BRELA.
3.
Preparation of Business Proposal, Constitution, Memorandum, Article of Association and Company Profile

4.Preparation of business plans
5.
Business Restructuring
6.Loan processing
7
.
Business consultations
8.
Preparation of Research proposals

IT AND RELATED SERVICES
GRAPHIC DESIGN
1.
Logo,Bill boards, Posters.
2.
Business cards, Identity cards (ID).
3.
Brochures Flyers, Invitation cards.
4.
Calendar,Product label Magazines
5.
Photo Editing and Retouching Special Envelope, Movie covers
6.
Website, Blogs and Systemdesign and development
7.
Computer maintenance
8.
Computer software installation
9.
Network designing and installation
10.CCTV installation
11.
AC installation and maintenance

ACCOUNTING AND BOOK-KEEPING SERVICES
1.Stock counting
2.
Preparation of bank reconciliations
3.
Preparation of annual financial statements complying with International Financial Reporting Standards.

4.Posting of financial transactions from source documents , (IFRS).
5.
Preparation of budgets and management reports.
6.
Payroll services (preparation of the payroll including pay slips)
7.
How to keep books of account

OTHER SERVICES
1.
Mining
2.
Marketing and advertisement
3.
Education
4.
Agricultural activities
5.
Gas activities
6.
Cargo clearing
7.
Legal consultancy
8.
Staff recruitment & Out-Sourcing
9.
Project management and analysis
10. Training and workshops to Enterpreneurs, scholars and other groups that need to excel in their business

Business in the smooth environment ensures growth


okoa muda,okoa pesa na kuza biashara yako kwakuhudumiwa na Busiminet co.ltd

 
Mfanyakazi anashauriwa kuomba Likizo ya mwaka ambayo ni siku 28 akiwa amefanya kazi kwa miezi walau 8 kwa mwaka husika, sasa kama ni mwaka huu(january-march) na HR wako kama yuko makini ukiomba utapata likizo ya siku 7 tu.

Hivyo basi ukitoa notes ya masaa 24 hunabudi kulipa mshahala wa mwezi mmoja hiyo ni haki ya mwajiri hata kama huna mkataba mliosainiana, Sheria inatambua ukifanya kazi kwa mtu zaidi ya siku 6 hadi miezi 6 we ni mwajiriwa halali, na taratibu zote za kisheria sharti zizingatiwe na pande zote mbili: kama kipato chako kwa sasa si kizuri lkn kazi inavumilika toa Notes ya mwezi 1 ambayo haitakugalimu baada ya hapo unakuwa free: zaidi zaidi ni PM

Ushauri huu ni kwa mujibu wa Sheria ya Ajira na Mahusiano Kazini namba 6 ya 2004 na kanuni zake GN 42 na GN 64/2007
Naomba softcopy ya GN 42
 
Mfanyakazi anashauriwa kuomba Likizo ya mwaka ambayo ni siku 28 akiwa amefanya kazi kwa miezi walau 8 kwa mwaka husika, sasa kama ni mwaka huu(january-march) na HR wako kama yuko makini ukiomba utapata likizo ya siku 7 tu.

Hivyo basi ukitoa notes ya masaa 24 hunabudi kulipa mshahala wa mwezi mmoja hiyo ni haki ya mwajiri hata kama huna mkataba mliosainiana, Sheria inatambua ukifanya kazi kwa mtu zaidi ya siku 6 hadi miezi 6 we ni mwajiriwa halali, na taratibu zote za kisheria sharti zizingatiwe na pande zote mbili: kama kipato chako kwa sasa si kizuri lkn kazi inavumilika toa Notes ya mwezi 1 ambayo haitakugalimu baada ya hapo unakuwa free: zaidi zaidi ni PM

Ushauri huu ni kwa mujibu wa Sheria ya Ajira na Mahusiano Kazini namba 6 ya 2004 na kanuni zake GN 42 na GN 64/2007


naomba kuulizia mkuu.kama unataka yachts kazi na unamkopo bank inakuwaje hapo?
 
Employment labour standards zinamprotect mfanyakazi aliyefanya kazi kuanzia miez sita na kuendelea na si chini ya hapo.
pili, unatakiwa utoe notice ya siku 28 kwasababu umeshafikisha zaidi ya mz 6
Tatu, ikiwa utatoa notice ya 24 hrs lazima uambatanishe na mshahara wa mwezi mmmoja
nne, constructive termination, hii wewe unaacha kazi bila kuandika notice kwasababu ya karha na misukosuko ya mwajili ambayo imekufamya ushindwe kumudu kuendelea na kazi km vile kutolipwa mshahara au kwa girls kusumbuliwa kingono na mwajili. ukifanya hivyo waweza kwende CMA kwa madai kuwa amekuterminate na hivyo unataka upewe termination benefits.
tano, ukiacha ww mwenye kwa notice kuna baadhi ya benefits utakosa hasa statutory benefits. badala yake utapata benefis za pension, employment agreement benefis km zilikuwepo baina ya 2 parties na km kuna collective bargaining benefit ambazo trade union iliingia kwa niaba mwajiliwa.
 
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