Mwajiri ana haki ya kujuzwa punde tu mwajiriwa anapoondoka na kwenda kwenye likizo ya kupata matibabu . Sehemu ya 30(2) ya sheria ya ajira inaeleza kuwa mwajiriwa anaweza tu kuondoka ili kupata likizo ya matibabu baada ya kumjuza ama kusababisha kujuzwa kwa mwajiri kuhusu hali hiyo haraka iwezekanavyo. Katika kesi ya Antony Kanai dhidi ya … Continue reading Haki ya mwajiri kujuzwa kuhusu matibabu
Kwa mujibu wa sheria ya ajira, waajiri wana jukumu la kuhakikisha kwamba waajiriwa wao wana makazi au mahala pa kuishi. Kwa mengi zaidi tazama: Kwa mujibu wa sheria ya ajira, waajiri wana jukumu la kuhakikisha kwamba waajiriwa wao wana makazi / kutoa makazi kwa waajiriwa wao. Sehemu ya 31 ya sheria ya ajira yamwaka wa … Continue reading Jukumu la mwajiri kuhakikisha kwamba waajiriwa wana makazi au mahala pa kuishi
According to the Employment Act, an employee has the duty to obey the reasonable and lawful orders from his employer. Section 44(4) (e) of the Employment Act provides that an employee is required to obey lawful and reasonable orders from his employer. Failure to do so is a ground for Summary dismissal. In Karimi v … Continue reading Duty of employee to obey reasonable orders from his employee
Under Common Law, demotion is defined as the conferment upon an employee of a position to which is attached a lower remuneration compared tom the position previously held. This might happen after the employer has lost trust in the employee. In Gerald Okumu Aoko v Kenya Marne Fisheries Research Institute & another  eKLR The … Continue reading Right of the Employer to demote an employee.
Casual employees have a right to have their employment converted to a term contract if the work to be performed if for more than one month. Section 37 of the Employment Act stipulates that a casual employment may automatically convert to a term contract where an employee works for more than one month or the … Continue reading Right of casual workers’ terms to be converted to a contract if they have worked for more than a month.
An employee cannot resign from employment by whim and he or she must follow the stipulated requirements in Law.. Labor laws in Kenya on resignation are Under the Employment Act, sections 14(5) and 16, where it is provided that an employee can only resign legally when they give a notice period which is determined by … Continue reading Resignation from work should only be as stipulated by Law
An employee can only be dismissed from work in writing as stipulated by law. There are many instances where people are fired on the spot by word of mouth. According to Kenyan Law it is stipulated that an employee can only be dismissed properly if he/she receives that information in written form from the employer. … Continue reading Dismissal from work should only be as stipulated by law.