Nyani Ngabu
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- May 15, 2006
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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
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.
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.Unaposema sheria haisemi unapotoa notice utamlipa mwajiri mshahara una maana kama usipotoa notice kabisa au ukitoa notice ambayo haikubaliki kisheria?
utakataaje kufanya kazi "kwenye kipindi cha notisi" wakati unasema wewe ndio umetoa notisi yenye hicho "kipindi cha notisi"? Hahahahahahaaaa..... hueleweki!Nilivyoilewa sheria ni kwamba kama umetoa notice ya kuacha kazi halafu ukakataa kufanya kazi kwenye kipindi cha notice, mwajiri "may deduct,
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?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.
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!Issue siyo utamlipa mwajiri mshahara kwa kuacha kazi bila kutoa notice, bali utamlipa damages whether or not itatoka kwenye mshahara wako.
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.
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
Mkuu, hata mimi nimejifunza mengi sana ambayo nilikuwa siyajui. Sasa hivi nina amani kabisa na nawashukuru sana wanajf. Tuendelee kuelimishanaKacharimbe: 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.
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!
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.
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?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.
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,...
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
Naomba softcopy ya GN 42Mfanyakazi 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
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