Sheria ya ajira ni kandamizi

[dazu]

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?

 

[Mp Kalix2]

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?

Usionyesha uwezo wako mdogo pamoja na kuwa wewe mgeni kwenye forum hii.Soma kwanza hoja za watu wengine.
Kwenye jukwaa hili la Sheria kuna kopi ya sheria ya kazi,iliupate mwangu wa kitu unachoulizia.
Kama unatatizo la lugha hapo waweza kuomba msaada wana jamvi wanaweza kukusaidia.

 

[dazu]

Usionyesha uwezo wako mdogo pamoja na kuwa wewe mgeni kwenye forum hii.Soma kwanza hoja za watu wengine.
Kwenye jukwaa hili la Sheria kuna kopi ya sheria ya kazi,iliupate mwangu wa kitu unachoulizia.
Kama unatatizo la lugha hapo waweza kuomba msaada wana jamvi wanaweza kukusaidia.

Nilidhani ndo unasaidia kumbe unanyanyapaa wageni

 

[Kang]

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.

 

[Mp Kalix2]

Nilidhani ndo unasaidia kumbe unanyanyapaa wageni
Si kuwa na kunyanyapaa,ila nilikuwa nakutahadharisha kuwa lazima uwemdadisi muda wote na pia hujaweka hoja yako vizuri kama ulivyofanya tena ,badala ya kujibu au kusema hujaona bandiko lenye nakala ya sheria husika umekuja na malalamiko.
Kwa msaada mdogo nimekunakilia/nukuu kipengele husika hapa chini labda kama unatatizo la lugha.
Note.suala la kutoa notisi ni la pande zote(Mwajiriwa na mwajiri muda wote wa ajira)
Sub-Part F Other incidents of* Termination

41.​

​

​

​

​

-(1) If a contract of employment can be terminated on notice, the
period of notice shall not be less than-​

Notice of
termination​

(a) seven days, if notice is given in the first month of employment;
and
(b) after that-
(i) 4 days, j f t he e mployee is e employed o n a daily o r
weekly basis; or
(ii) 28 days, if the employee is employed on a monthly
basis.
(2) An agreement may provide for a notice period that is longer than
that required in subsection (1) provided that, the agreed notice period
is of equal duration for both the employer and the employee.
(3) Notice of termination shall be in writing, stating -​

(i) the reasons for termination; and
(ii) the date on which the notice is given.
(4) 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.
(5) Instead of giving an employee notice of termination, an employer
may pay the employee the remuneration that the employee would
have received if the employee had worked during the notice period.
(6) Where an employee refuses to work during the notice period, an
employer 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.
(7) Nothing in this section shall affect the right of-
(a) an employee to dispute the lawfulness or fairness of a termination
of employment under this Act or any other law;
(b) an employer or an employee to terminate employment without​

notice for any cause recognised by law.

 

[dazu]

Nilidhani ndo unasaidia kumbe unanyanyapaa wageni
Si kuwa na kunyanyapaa,ila nilikuwa nakutahadharisha kuwa lazima uwemdadisi muda wote na pia hujaweka hoja yako vizuri kama ulivyofanya tena ,badala ya kujibu au kusema hujaona bandiko lenye nakala ya sheria husika umekuja na malalamiko.
Kwa msaada mdogo nimekunakilia/nukuu kipengele husika hapa chini labda kama unatatizo la lugha.
Note.suala la kutoa notisi ni la pande zote(Mwajiriwa na mwajiri muda wote wa ajira)
Sub-Part F Other incidents of* Termination

41.

-(1) If a contract of employment can be terminated on notice, the

period of notice shall not be less than-
​

​

Notice of
termination
(a) seven days, if notice is given in the first month of employment;
and
(b) after that-
(i) 4 days, j f t he e mployee is e employed o n a daily o r
weekly basis; or
(ii) 28 days, if the employee is employed on a monthly
basis.
(2) An agreement may provide for a notice period that is longer than
that required in subsection (1) provided that, the agreed notice period
is of equal duration for both the employer and the employee.
(3) Notice of termination shall be in writing, stating -
(i) the reasons for termination; and
(ii) the date on which the notice is given.
(4) 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.
(5) Instead of giving an employee notice of termination, an employer
may pay the employee the remuneration that the employee would
have received if the employee had worked during the notice period.
(6) Where an employee refuses to work during the notice period, an
employer 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.
(7) Nothing in this section shall affect the right of-
(a) an employee to dispute the lawfulness or fairness of a termination
of employment under this Act or any other law;
(b) an employer or an employee to terminate employment without​

notice for any cause recognised by law.
​

Thanks for your time man. But this is what the law says in theory, in practice as an employer you can not just fire an employee by notice or payment in lieu of notice, that liberty is only vested on an employee. That's what I was talking about!

​

 

[Avanti]

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.

 

[LUSAJO L.M.]

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.

 

[Mp Kalix2]

Thanks for your time man. But this is what the law says in theory, in practice as an employer you can not just fire an employee by notice or payment in lieu of notice, that liberty is only vested on an employee. That's what I was talking about!

Kwenye nyekundu na wasi wasi na ninadiriki kusema si kweli kuwa uwezo/mamlaka ya kuachaa kazi muda wowote yamehalalishwa/kuwekwa chini ya mwajiriwa.Kwani mwajiriwa atakapo amuaa kuacha kazi bila kutoa notisi mwajiri anaweza kufungua kesi dhidi ya mwajiriwa kwenye mamlaka husika (CMA)kwa kuacha kazi bila taarifa lakini katika hali ya kawaida ukipima gharama na usumbufu utakaokumbana nao na ukiongeza na hali ya mahakama zetu waajiri wengi kama si wote hawachukui hatua yoyote.

Hivyo si kweli kuwa sheria inabagua upande moja.
Note.P/se for your proper understanding go to government book shops and get for your self a copy of The Employment and labour Relations (Codes of Good Practice)Rules, 2007, and have a look at section 6(Resignation).Try Jamhuri street .