肯尼亚劳动法附件2

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肯尼亚劳动法要点

参照依据：The Employment Act 20071.招聘1.1试用期1.1.1签订试用期合同1.1.2试用期时间：最长不能超过六个月，若任要延长需与雇员签订协议，可延长最多不超过六个月。

1.1.3试用期间合同的终止：任何一方在试用期间可若需终止合同可向对方发出不少于7天的合同终止通知或赔付与七天工资相等的金额。

详见就业法：第42条Termination of probationary contracts.（2）A probationary period shall not be more than six months but it may be extended for a further period of not more than six months with theagreement of the employee.(3) No employ shall employ an employee under a probationary contract formore than the aggregate period provided under subsection (2).(4) A party to a contract for a probationary period may terminate the contractby giving not less than seven days’ notice of termination of the contract, orby payment, by the employee, of seven days’ wages in lieu of notice.1.2 临时工：1.2.1 合同最短为一天，连续工作6个月后，若双方同意可在进行6个月适用。

1.2.2 临时工在连续工作六天后应享有一天的带薪休假且任何公共假日和带薪休假都将算为连续工作的一部分。

坦桑尼亚劳动法 Employment and Labour Relation Act 6

EMPLOYMENT AND LABOUR RELATIONS ACT, 2004ARRANGEMENT OF SECTIONSTitleSectionPART IPRELIMINARY PROVISIONS1. Short title and commencement2. Application3. Objects4. InterpretationPART IIFUNDAMENTAL RIGHTS AND PROTECTIONSSub - Part A - Child Labour5. Prohibition of child labourSub - Part B - Forced Labour6. Prohibition of forced labourSub - Part C- Discrimination7. Prohibition of discrimination in the workplace8. Prohibition of discrimination in trade unions and employerassociationsSub - Part D. Freedom of Association9. Employee's right to freedom of association10. Employer's right to freedom of association11. Rights of trade unions and employers' associationsPART IIIEMPLOYMENT STANDARDSSub-Part A - Preliminary12. Application of this Part13. Employment standards14. Contracts with employees15. Written statement of particulars16. Informing employees of their rights12 No. 6Employment and Labour Relations2004Sub-Part B - Hours of Work17. Application of this Sub-Part18. Interpretation19. Hours of work20. Night work2 1. Compressed working week22. Averaging hours of work23. Break in working day24. Daily and weekly rest periods25. Public holidaysSub-Part C- Remuneration26. Calculation of wage rates27. Payment of remuneration28. Deductions and other acts concerning remunerationSub-Part D - Leave29. Application of this Sub-Part30. Interpretation of this Sub-Part31. Annual leave32. Sick leave33. Maternity leave34. Paternity leave and other forms of leaveSub - Part E - Unfair Termination of Employment35. Application of this Sub-Part36. Interpretation37. Unfair termination38. Termination based on operational requirements39 Proof of unfair termination proceedings40. Remedies for unfair terminationSub-Part F- Other Incidents of Termination41. Notice of termination42. Severance pay43. Transport to place of recruitment44. Payment on termination and certificates of employmentPART IVTRADE UNIONS, EMPLOYER ASSOCIATIONS AND FEDERATIONS45. Obligation to register46. Requirements for registrationNo. 6Employment and Labour Relations2004 347. Constitutional requirements48. Process of registration49. Effect of registration50. Change of name or constitution51. Accounts and audits52. Duties of registered organisations and federations53. Non-compliance with constitution54. Amalgamation of registered organisations and federations55. Cancellation of registration56. Dissolution of trade union or employe's association57. Appeals from decisions of the Registrar58. Publication in the GazettePART VORGANISATIONAL RIGHTS59. Interpretation60. Access to employer's premises61. Deduction of trade union dues62. Trade union representation63. Leave for trade union activities64. Procedure for exercising organisational rights65. Termination of organisational rightsPART VICOLLECTIVE BARGAINING66. Interpretation67. Recognition as exclusive bargaining agent of employees68. Duty to bargain in good faith69. Withdrawal of recognition70. Obligation to disclose relevant information71. Binding nature of collective agreements72. Agency shop agreements73. Workers' participation agreements74. Disputes concerning collective agreementsPART VIISTRIKES AND LOCKOUTS75. Right to strike and lockout76. Restrictions on the right to strike and lockout77. Essential Services78. Disputes of interest in essential services79. Minimum services during a strike or lockout4 No. 6Employment and Labour Relations200480. Procedure for engaging in a lawful strike8 1. Procedure for engaging in a lawful secondary strike82. Procedure for engaging in a lawful lockout83. Nature of protection for a lawful strike or lockout84. Strikes and lockouts not in compliance with this Part85. Protest actionPART VIIIDISPUTE RESOLUTIONSub-Part A - Mediation86. Referral of disputes for mediation under this Act87. Consequences of not attending a mediation hearingSub-Part B - Arbitration88. Resolving disputes by compulsory arbitration89. Effect of arbitration award90. Correction of arbitration award91. Revision of arbitration award92. Application of Arbitration Ordinance93. Voluntary arbitrationSub-Part C- Adjudication94. Jurisdiction of the Labour CourtSub-Part D - Dispute Procedures in Collective Agreements95. Dispute resolution procedures in collective agreementsPART XGENERAL PROVISIONS96. Records to be kept by employers and employees97. Service of documents98. Regulations99. Guidelines and codes of good practice100. Exemptions101. Confidentiality102. Penalties103. Repeal and amendment of laws and savings provisionsSCHEDULESFirst Schedule Table for calculation of comparable wage ratesRepeal of lawsSecond ScheduleThird Schedule Savings and transitional provisions6 No. 6Employment and Labour Relations2004(2) The Minister may, after consultation with the Council and therelevant Minister responsible for the service or services excluded undersubsection (1) of this section, by notice publish in the Gazette, deter-mine the categories of employees employed in the said services whomay be excluded services to whom this Act may apply.(3) The provisions of sections 5, 6 and 7 shall apply to members ofthe forces and services referred to in subsection (1).3. The principal objects of this Act shall be -Objects(a) to promote economic development through economic efficiency,productivity and social justice;(b) to provide the legal framework for effective and fair employ-ment relations and minimum standards regarding conditions ofwork;(c) to provide a framework for voluntary collective bargaining;(d) to regulate the resort to industrial action as a means to resolvedisputes;(e) to provide a framework for the resolution of disputes by media-tion, arbitration and adjudication;(f) to give effect to the provisions of the Constitution of the UnitedRepublic of Tanzania of 1977, in so far as they apply toemployment and labour relations and conditions of work; and(g) generally to give effect to the core Conventions of theInternational Labour Organisation as well as other ratifiedconventions.4. In this Act, unless the context requires otherwise-Interpre-tationAct No. 7''arbitrator'' means an arbitrator appointed under section 19 of the of 2004Labour Institutions Act, 2004;''basic wage'' means that part of an employee's remuneration paid inrespect of work done during the hours ordinarily worked but doesnot include-(a) allowances, whether or not based on the employee's basic wage;(b) pay for overtime worked in terms of section 19(5);No. 6Employment and Labour Relations2004 7(c) additional pay for work on a Sunday or a public holiday; or(d) additional pay for night work as required under section 20(4);''child'' means a person under the age of 14 years; provided that for theemployment in hazardous sectors, child means a person under theage of 18 years;''collective agreement'' means a written agreement concluded by aregistered trade union and an employer or registered employers'association on any labour matter;''Commission'' means the Commission for Mediation and Arbitration Act No. 7of 2004 established under section 12 of the Labour Institutions Act, 2004;cc complaint'' means any dispute arising from the application, interpreta-tion or implementation of-(a) an agreement or contract with an employee;(b) a collective agreement;(c) this Act or any other written law administered by theMinister;Act No.(d) Part VII of the Merchant Shipping Act, 2003;21 of2003''Council'' means the Labour, Economic and Social Council established Act No. 7of 2004 under section 3 of the Labour Institutions Act, 2004;''dispute''-(a) means any dispute concerning a labour matter between anyemployer or registered employers' association on the onehand, and any employee or registered trade union on theother hand; and(b) includes an alleged dispute;''dispute of interest'' means any dispute except a complaint;''employee'' means an individual who-(a) has entered into a contract of employment; or(b) has entered into any other contract under which-(i) the individual undertakes to work personally for theother party to the contract; and2004Employment and Labour Relations8 No. 6(ii) the other party is not a client or customer of any pro-fession, business, or undertaking carried on by theindividual; or(c) is deemed to be an employee by the Minister under section98(3);''employer'' means any person, including the Government and anexecutive agency, who employs an employee;''employer'' association'' means any number of employers associatedtogether for the purpose, whether by itself or with other purposes, ofregulating relations between employers and their employees or thetrade unions representing those employees;''Essential Services Committee'' means the Essential Services Act No. 7of 2004Committee established under section 29 of the Labour Institutions Act, 2004;''federation'' means either an association of trade unions or an associa-tion of employers' associations;''Labour Commissioner'' means the Labour Commissioner appointed Act No. 7of 2004under section 43(l) of the Labour Institutions Act, 2004;''Labour Court'' means the Labour Division of the High Court estab-lished under section 50 of the Labour Institutions Act, 2004;''Labour matter'' means any matter relating to employment or labour relations;''lockout'' means a total or partial refusal by one or more employers toallow their employees to work, if that refusal is to compel them toaccept, modify or abandon any demand that may form the subjectmatter of a dispute of interest;''mediator'' means a mediator appointed under section 19 of the Labour Act No. 7of 2004Institutions Act, 2004;''Minister'' means the Minister for the time being responsible forlabour;''operational requirements'' means requirements based on the econo-mic, technological, structural or similar needs of the employer;''organization'' means a trade union or an employers' association;''protest action'' means a total or partial stoppage of work by emplo-yees for the purpose of promoting or defending the socio-economicinterests of workers but not for a purpose-(a) referred to in the definition of strike; or(b) a dispute in respect of which there is a legal remedy;Employment and Labour Relations2004 9 No. 6''registered organization'' means a registered trade union or registeredemployers' association;''Registrar'' means the Registrar appointed under section 43(2) of the Act No. 7of 2004 Labour Institutions Act, 2004;''reinstatement'' means that the contract of employment has revivedwith all its incidents and that the employee is entitled to all his rightsduring the period of absence from actual service;''remuneration'' means the total value of all payments, in money or inkind, made or owing to an employee arising from the employmentof that employee;''strike'' means a total or partial stoppage of work by employees if thestoppage is to compel their employer, any other employer, or anemployers' association t o which the employer belongs, to accept,modify or abandon any demand that may form the subject matter ofa dispute of interest;''trade union'' means any number of employees associated together forthe purpose, whether by itself or with other purposes, of regulatingrelations between employees and their employers or the employers'associations to which the employers belong.PART IIFUNDAMENTAL RIGHTS AND PROTECTIONSSub-Part A - Child LabourProhibi-5.-(1) No person shall employ a child under the age of fourteention of years.child]labour(2) A child of fourteen years of age may only be employed to do lightwork, which is not likely to be harmful to the child's health and development; and does not prejudice the child's attendance at school, participation in vocational orientation or training programmes approved by the competent authority or the child's capacity to benefitfrom the instruction received.(3) A child under eighteen years of age shall not be employed in amine, factory or as crew on a ship or in any other worksite includingnon-formal settings and agriculture, where work conditions may be considered hazardous by the Minister. For the purpose of this subsection, ''ship'' includes a vessel of any description used for navigation..2004Employment and Labour Relations 10 No. 6(4) No person shall employ a child in employment-(a) that is inappropriate for a person of that age;(b) that places at risk the child's well-being, education, physical or mental health, or spiritual, moral or social development.(5) Notwithstanding the provisions of subsection (3), any written law regulating the provisions of training may permit a child under the age of eighteen to work-(a) on board a training ship as part of the child's training;(b) in a factory or a mine if that work is part of the child's training.(c) in any other worksites on condition that the health, safety and morals of the child are fully protected and that the child has received or is receiving adequate specific instruction or vocational training in the relevant work or activity.(6) The Minister shall make regulations-(a) to prohibit, or place conditions on the employment of children under eighteen years of age;(b) to determine the forms of work referred to in sub-section (4)of this Act and to make provision for the regular revision and updating of the list of hazardous forms of work.(7) It is an offence for any person-(a) to employ a child in contravention of this section;(b) to procure a child for employment in contravention of this section.(8) In any proceedings under this section, if the age of the child is in issue, the burden of proofing that it was reasonable to believe, after investigation, that the child was not underage for the purposes of this section shall lie on the person employing or procuring the child for employment.Sub-Part B - Forced Labour Probibi- 6.-(1) Any person who procures, demands or imposes forced labour, commits an offence.tion of forced labourEmployment and Labour RelationsNo. 62004 11(2) For the purposes of this section, forced labour includes bondedlabour or any work exacted from a person under the threat of apenalty and to which that person has not consented but does notinclude-(a) any work exacted under the National Defence Act, 1966 forwork of a purely military character;Act No. 24 of 1966(b) any work that forms part of the normal civic obligations of acitizen of the United Republic of Tanzania;(c) any work exacted from any person as a consequence of aconviction in a court of law, provided that the work is carriedout under the supervision and control of a public authority andthat the person is not hired to, or placed at, the disposal ofprivate persons;(d) any work exacted in cases of an emergency or a circumstancethat would endanger the existence or the well-being of thewhole or part of the population;(e) minor communal services performed by the members of acommunity in the direct interest of that community after con-sultation with them or their direct representatives on the needfor the services.Sub-Part C: DiscriminationProhibi-7.-(1) Every employer shall ensure that he promotes an equal opportunity in employment and strives to eliminate discrimination in any employment policy or practice.tion of discrimi-nation in the work-(2) An employer s hall register, with t he Labour Commissioner, aplan to promote equal opportunity and to eliminate discrimination inthe work place.(3) The Labour Commissioner may require an employer-(a) to develop a plan prescribed in subsection (2); and(b) to register the plan with the Commissioner.(4) No employer shall discriminate, directly or indirectly, against an employee, in any employment policy or practice, on any of the following grounds:place(a) colour;(b) nationality;(c) tribe or place of origin;(d) race;(c) national extraction;(f) social origin;(g) political opinion or religion;(h) sex;(i) gender;(j) pregnancy;(k) marital status or family responsibility;(1) disability;(m) HIV/Aids;(n) Age; or(o) station of life.(5) Harassment of an employee shall be a form of discriminationand shall be prohibited on any one, or combination, of the grounds pre-scribed in subsection (4).(6) It is not discrimination -(a) to take affirmative action measures consistent with thepromotion of equality or the elimination of discrimination inthe workplace;(b) to distinguish, exclude or prefer any person on the basis of an inherent requirement of a job; orAct No. 9of 1999(c) to employ citizens in accordance with the NationalEmployment Promotion Services Act, 1999,(7) Any person who contravenes the provisions of subsections (4)and (5), commits an offence.(8) In any proceedings-(a) where the employee makes out a prima facie case of discri-mination by the employer on any of the grounds prescribedin subsection (4), it shall be the duty of the employer toprove-(i) that the discrimination did not take place as alleged; or(ii) that the discriminatory act or omission is not based on any of those grounds; or(b) employer shall prove a defence in terms of subsection (6) ifthe discrimination did take place on a ground stipulated insubsection (5);(c) the Labour Court or arbitrator, as the case may be, shall takeinto account any plan registered with the LabourCommissioner under this section.(9) For the purposes of this section-(a) ''employer'' includes an employment agency;(b) ''employee'' includes an applicant for employment;(c) an ''employment policy or practice'' includes any policy orpractice relating to recruitment procedures, advertising andselection criteria, appointments and the appointment process,job classification and grading, remuneration, employmentbenefits and terms and conditions of employment, jobassignments, the working environment and facilities, trainingand development, performance evaluation systems,promotion transfer, demotion, termination of employmentand disciplinary measures.(10) For the avoidance of doubt every employer shall take positive steps to guarantee equal remuneration for men and women for work of equal value.8.-(1) No trade union or employers' association shall discriminate, directly or indirectly, against any of the grounds prescribed in subse-ction (4) of section 7-Prohibi-tion ofdiscrimi-nation in trade(a) in its admission, representation or termination of membership;unionsand (b) in any employment policy or practice prescribed in sub-section employerassocia-(9) of section 7;tions (c) in any collective agreement.Employment and Labour Relations2004 14 No. 6(2) Any person who contravenes the provisions of subsection (1),commits an offence.Sub-Part D - Freedom Of Association9.-(1) Every employee shall have the right-Emplo-yee's rightto freedomof asso-(a) to form and join a trade union;ciation(b) to participate in the lawful activities of the trade union.(2) Notwithstanding the provisions of subsection (1)-(a) a magistrate may only form or join a trade union that restrictsits membership to judicial officers;(b) a prosecutor may only form or join a trade union that restrictsits membership to prosecutors or other court officials;(c) a senior management employee may not belong to a tradeunion that represents the non-senior management employeesof the employer.(3) No person shall discriminate against an employee on the groundsthat the employee-(a) exercises or has exercised any right under this Act or anyother written law administered by the Minister;(b) belongs to or has belonged to a trade union; or(c) participates or has participated in the lawful activities of atrade union.(4) No person shall discriminate against an official of an officebearer of a trade union or federation for representing it or participatingin its lawful activities.(5) Any person who contravenes the provisions of subsections (3)and (4), commits an offence.(6) For the purposes of this section -No. 6Employment and Labour Relations2004 15(a) ''employee'' includes an applicant for employment;(b) ''senior management employee'' means an employee who, byvirtue of that employee's position-(i) makes policy on behalf of the employer; and(ii) is authorised to conclude collective agreements on behalf ofthe employer.10.-(1) Every employer shall have the right-Emplo-yer's rightto free-(a) to form and join an employer's association;dom ofassocia-(b) to participate in the lawful activities of an employers'tion association,(2) No person shall discriminate against an employer on the groundsthat the employer-(a) exercises or has exercised a right under the Act;(b) belongs or has belonged to an employees Association;(c) participates or has participated in the lawful activities of anemployers' association.(3) No person shall discriminate against an official or office bearerof an employer's association or federation for representing it or parti-cipating in its lawful activities.(4) Any person who contravenes the provisions of subsections (2)and (3), commits any offence.11. Every organisation has the right to-Rights oftradeunions (a) determine its own constitution;andemplo-(b) plan and organise its administration and lawful activities;yers' asso-(c) join and form a federation;ciations(d) participate in the lawful activities of a federation;(e) affiliate with, and participate in the affairs of any internationalworkers' organisation or international employers' organisationEmployment and Labour Relations 200416 No. 6or the International Labour 0rganisation, and to contribute to, orreceive financial assistance from those organisations.PART IIIEmPLOYMENT STANDARDSSub-Part A - Preliminary12.-(1) Subject to the provisions of subsection (2), the provisions of Sub-Parts A to D and F shall not apply to seafarers whose terms andconditions of employment are regulated under the Merchant Shipping Act, 2003.Applica-tion of this Part (2) Notwithstanding the provisions of subsection (1), the provisionsof this Part apply to seafarers who work on fishing vessels and shall be to the extent that in the event there is any conflict between the provisions of this Act and the Merchant Shipping Act and its regula-tions, the provisions of this Act shall prevail.Act No.21 of 2003Act No.(3) Where the provisions of any written law relating to vocationaltraining regulates an employment standard stipulated in section 13(l)of this Act, the provisions of that other law shall apply.21 of 200311.-(1) A provisions of this Act on wage determination thatstipulates a minimum term and condition of employment shall be an employment standard.Emplo-yment Standards(2) An employment standard constitutes a term of a contract with anemployee unless -(a) a term of the contract contains a term that is more favourable tothe employee;(b) a provision of an agreement alters the employment standard tothe extent permitted by the provisions of this Part;(c) a provision of any collective agreement, a written law regulatingemployment, wage determination or exemption granted undersection 100 alters the employment standard.14.-(1) A contract with an employee shall be of the following Contractstypes-with emplo-yeesEmployment and Labour RelationsNo. 62004 17(a) a contract for an unspecified period of time;(b) a contract for a specified period of time for professionals andmanagerial cadre,(c) a contract for a specific task.(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.15.-(1) 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 parti-culars(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 anybenefits or payments in kind, and(i) any other prescribed matter.(2) If all the particulars referred to in subsection (1) are stated in a written contract and the employer has supplied the employee with that contract, then the employer may not furnish the written statement referred to in section 14.(3) If an employee does not understand the written particulars, the employer shall ensure that they are explained to the employee in a manner that the employee understands.(4) Where any matter stipulated in subsection (1) changes, the employer shall, in consultation with the employee, revise the written particulars to reflect the change and notify the employee of the change in writing.2004Employment and Labour Relations 18 No. 6(5) The employer shall keep the written particulars prescribed in subsection (1) for a period of five years after the termination of employment.(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.16. Every employer shall display a statement in the prescribed form of the employee's rights under this Act in a conspicuous rmingemployeesof theirrightsSub-Part B - Hours of work 17.-(1) The provisions of this Sub-Part shall not apply to emplo-yees who manage other employees on behalf of the employer and who report directly to a senior management employee specified in section 9(6)(b).Applica-tion of this Sub-Part(2) The provisions of sections 19(l), 19(3) and 23(l), 24(l) and 25(l) shall not apply to work in an emergency which cannot be performed by employees during their ordinary hours of work.18. For the purposes of this Sub-Part-Interpre-tation (a) ''day'' means a period of 24 hours measured from the timewhen the employee normally starts work, and ''daily'' has a corresponding meaning;(b) ''overtime'' means work over and above ordinary hours ofwork;(c) ''week'' means a period of seven days measured from the daythe employee normally starts the working week and ''weekly''has a corresponding meaning.。

肯尼亚劳动法保护童工、反歧视、争议解决、反强迫劳动

6. 童工与强迫劳动：童工标准、保护机制和强迫劳动强迫劳动：任何人不得强迫劳动，也不得帮助他人聘用、买卖或使用强迫劳动力。

“强制劳动或强迫劳动”不包括以下情况：任何因法律强制服兵役而导致的纯军事性工作或服务，但武装冲突中对儿童的强制或强迫招聘应视为强制或强迫劳动；任何作为肯尼亚公民的正常公民义务一部分的工作或服务；法院对任何人定罪导致的劳动或服务，该劳动或服务由公共机构监管和控制，且此人不得由私人个体、公司或社团雇佣或控制；任何紧急情况导致的工作或服务，如战争、自然灾害或存在灾害危险的任何会威胁到全部或部分人口生存的情况；以及在社区成员或社区代表经过商议的前提下，由社区成员为社区的直接利益而做的少数社区服务。

违反本部分规定者属于犯罪行为，应被判处不高于50万先令的罚款和/或不超过2年的监禁。

童工：52. 解释：在本部分中，除文本另有规定——“雇佣”指在以下情况中雇佣儿童：(a)儿童作为某人的助理而提供劳动，且为了获得报酬的目的该儿童的劳动被视作该另一人的劳动；(b)儿童的劳动是为了任何个人或组织的收益，无论该儿童从中直接或间接地获利；(c)存在劳务合同，提供劳务的一方为儿童，无论用工方是直接或通过中介订立的合同。

53.最恶劣童工形式(1)无论成文法如何规定，任何人不得在构成最恶劣童工形式的活动中雇佣童工(2)劳动部部长应当与委员会协商制定法规，规定条款(1)适用于任何对儿童健康、安全或道德有害的工作、活动或劳动合同。

54.向劳工处官员或警察举报(1)如认为有儿童被雇佣于构成最恶劣童工形式的活动中，可向检查员级别及以上的劳工处官员或警察进行举报。

(2)一旦收到(1)条款下的举报，劳工处官员或警察须在7天内对举报进行调查，并向举报者和劳动部部长提交调查发现。

(3)若劳工处官员或警察在(2)条款的情况下认为没有必要进行调查，应以书面形式通知举报人和劳动部部长，并说明理由。

(4)无论是否有(2)条款的举报情况，在构成最恶劣童工形式的工作中雇佣童工应构成本法第64条下或任何其他成文法下可处罚的犯罪，但一罪不二罚。

跨国公司员工劳动的法律要求资深律师解读

跨国公司员工劳动的法律要求资深律师解读劳动法是保障员工权益的法律基础。

对于跨国公司来说，其员工可能面临不同的法律要求和劳动标准。

在本文中，我们将邀请一位资深律师，对跨国公司员工劳动的法律要求进行解读。

一、双重法律要求跨国公司的员工劳动关系往往涉及两个国家的法律。

一方面，跨国公司总部所在国的劳动法对其员工具有适用；另一方面，员工工作地所在国的劳动法也会对其权益产生约束。

这就意味着，跨国公司需要同时遵守两个国家的法律要求。

在解决双重法律要求时，公司和员工应注意以下几点：1. 惯例法与合同法的适用在某些国家，劳动法并不明确规定特定的劳动标准，而是依赖于惯例法和合同法。

这就要求公司和员工在签订劳动合同时，要明确约定双方的权益和责任。

2. 跨国公司政策的制定为了确保跨国公司在各个国家遵守法律要求，公司需要制定统一的劳动政策，包括但不限于工资支付、工时管理、休假制度等方面。

这样一来，员工可以清楚地知道自己的权益和责任，并且公司也能够更好地管理和遵守各国法律。

3. 法律合规团队的建设跨国公司应当成立法律合规团队，负责解读和跟进各国法律的变动，并将其应用于公司的劳动关系中。

这样可以及时调整公司政策和程序，以确保员工权益得到最大限度的保障。

二、员工权益的保障1. 安全和健康权益不论跨国公司的员工在哪个国家工作，安全和健康权益都是不容忽视的。

根据各国法律要求，公司需要提供安全的工作环境、合理的劳动条件以及健康保护措施。

员工也有权在工作环境危险或存在健康风险时，提出相关的意见和要求。

2. 工资和福利权益工资和福利权益是员工最关注的问题之一。

公司需要根据各国法律规定支付员工应得的工资，并提供合理的福利待遇，如医疗保险、养老金等。

同时，企业还应确保工资发放透明公正，避免出现拖欠或不合法扣减工资的情况。

3. 工时和休假权益各国法律对工时和休假的规定不尽相同，因此跨国公司需要根据员工所在国家的法律要求合理安排工时和休假制度。

国际劳务合作的劳动力补偿与赔偿规定

国际劳务合作的劳动力补偿与赔偿规定国际劳务合作是指一个国家的劳动力向另一个国家提供劳务的一种形式。

在这个过程中，劳动力的补偿和赔偿规定起着重要的作用。

本文将探讨国际劳务合作中劳动力补偿和赔偿的规定。

1.劳动力补偿规定国际劳务合作中的劳动力补偿规定主要包括薪酬、福利待遇和工时等方面的规定。

1.1 薪酬规定在国际劳务合作中，劳动力的薪酬应当按照当地的劳动法规定进行支付。

雇主应当与劳动力签订劳动合同，并明确约定薪酬的支付方式、金额以及支付周期等。

此外，劳动力的薪酬应当符合当地的最低工资标准，确保劳动力的基本生活需求得到满足。

1.2 福利待遇规定国际劳务合作中的福利待遇包括社会保险、医疗保障、住房等方面的权益保障。

雇主应当为劳动力购买当地的社会保险，确保劳动力在工作期间和合作结束后能够享受相应的福利待遇。

另外，雇主还应提供必要的医疗保障，为劳动力提供医疗费用报销或医疗保险。

1.3 工时规定国际劳务合作中的工时应当符合当地的劳动法规定。

雇主不得超过法定工时安排劳动力的工作时间，并按照加班工作的要求支付额外的加班费。

此外，劳动力应当享受到合理的休假制度，确保身心健康。

2.劳动力赔偿规定在国际劳务合作中，劳动力的赔偿规定主要包括合同解除、工伤和其他损失等方面的规定。

2.1 合同解除根据合同约定，如果一方违反合同规定，导致合同解除，应当按照约定支付违约金或其他补偿费用。

同时，双方应当协商解决争议，并保证劳动力的合法权益。

2.2 工伤赔偿如果劳动力在工作期间发生工伤，雇主应当按照当地的法律法规对其进行赔偿。

具体赔偿金额根据不同国家的法律规定而有所不同，但一般包括医疗费用、误工费和伤残补偿等。

2.3 其他损失赔偿劳动力在国际劳务合作中还可能遭受其他损失，如人身伤害、财产损失等。

在这种情况下，根据事实和法律规定，雇主应当承担相应的赔偿责任。

综上所述，国际劳务合作中的劳动力补偿与赔偿规定必不可少。

合理的薪酬、福利待遇和工时安排能够保障劳动力的基本权益，而合同解除、工伤赔偿和其他损失赔偿规定能够保护劳动力的合法权益。

肯尼亚劳动法律与我国劳动法律存在的差异研究

肯尼亚劳动法律与我国劳动法律存在的差异研究随着全球化的深入发展，越来越多的跨国企业涌入各个国家，使得各国之间的商业合作及贸易往来空前增加。

在这样的背景下，必然激发出对不同国家的劳动法律的研究与比较。

作为一个典型的非洲国家，肯尼亚的劳动法律与我国的劳动法律存在着一定的差异。

本文旨在对这些差异进行深入剖析，以期更全面深入地认识不同国家的劳动法律体系。

一、肯尼亚劳动法律体系的基本特点：在肯尼亚，劳动法律包含了一系列国家法律、政策、规章以及行业协议等等。

总体而言，肯尼亚的劳动法律与我国劳动法律存在着很大的不同。

首先，肯尼亚的劳动法律并不包括像我国那样明确的劳动合同法律制度，取而代之的是对员工和雇主权利关系的规定。

此外，在肯尼亚，劳动法律的同一品牌的不同要素由不同部门掌管，导致了标准化低，难以有效维护员工和雇主的权益。

其次，在肯尼亚，员工的社会保障门槛较低，仅仅涵盖了不到70%的劳动力，在这种情况下，员工的福利待遇相当有限。

此外，肯尼亚官方休假制度非常简略，每年最多只有21天的带薪年假，这与我国的劳动法规定相差很大。

同时，肯尼亚的劳动法律还规定了取消出勤积分制度，这实际上与我国的每月出勤工资相呼应。

当然，同样是基于对员工权益的维护，肯尼亚维持了数个工会，但工会的权利尺度较小，远不如我国出色。

二、我国劳动法律体系的基本特点:我国的劳动法律体系主要由中央政府法律、行政法规、统一劳动合同以及地方性规章等构成，它与肯尼亚的劳动法律体系有着很大的不同。

相较于肯尼亚，我国的劳动合同法律非常明确，同时还拥有劳动标准法规，如《工时管理的暂行规定》等等。

在个人劳动关系方面，我国的劳动法律明显要比肯尼亚更加清晰明了，规定了最低工资、工作时间、工作条件以及社会保障等等。

此外，劳动保障制度的门槛也比肯尼亚较高，实现了对员工的更全面保护。

社会保障制度方面，我国从1990年开展了保险全国统一制度的改革，使得员工都能享受到类似于住房公积金制度和医疗保险统一规则的好处。

东南亚劳动合同法

东南亚劳动合同法1. 协议目的1.1 本协议的目的是为了明确双方在合作项目中的责任和义务，确保合作的顺利进行，并保护双方的合法权益。

1.2 双方同意在本协议的基础上，互相合作，共同完成约定的项目目标和任务，推动项目的成功实施。

2. 合作范围2.1 本协议涵盖的合作领域和项目包括：2.1.1 技术开发、市场推广以及产品销售等方面的合作。

2.1.2 具体的合作项目包括共同研发新产品、进行市场调研和开展宣传活动等。

2.2 双方应在合作过程中保持有效沟通，共同商定工作计划和目标，确保合作成果的最大化。

3. 双方权利与义务3.1 甲方的权利与义务：3.1.1 甲方有权要求乙方按照约定的标准和时间完成合作任务，并提供必要的支持和资源。

3.1.2 甲方应按协议规定的时间向乙方提供相关的技术和信息支持。

3.1.3 甲方应按协议规定及时支付合作费用，并保证提供的资源和支持的质量符合约定。

3.2 乙方的权利与义务：3.2.1 乙方有权向甲方提供建议和意见，以优化合作效果并提高项目的成功率。

3.2.2 乙方应按照协议规定的要求和标准完成合作任务，并保证工作的质量。

3.2.3 乙方应对甲方提供的资源和信息保密，未经授权不得对外披露。

4. 财务安排4.1 合作费用：4.1.1 合作费用的支付应根据双方签署的合同条款进行，并按照协议规定的时间和方式支付。

4.1.2 双方应确保费用的支付及时，对费用的使用情况进行合理核查和记录。

4.2 费用分摊：4.2.1 合作中产生的费用应根据双方协商一致的原则进行分摊，并在协议中明确具体的分摊方式和比例。

4.2.2 双方应对费用使用情况进行监督，确保费用的合理支出和有效利用。

5. 保密条款5.1 保密义务：5.1.1 双方应对在合作过程中获得的对方商业机密和技术信息保密，不得擅自披露或用于其他目的。

5.1.2 保密义务在协议终止后仍然有效，双方应继续保护对方的商业秘密。

5.2 保密信息的处理：5.2.1 保密信息的处理应符合双方商定的保密标准和要求，以确保信息不被泄露。

外籍劳工劳动合同法最新

外籍劳工劳动合同法最新2.协议范围本协议自双方签署时生效，适用于外籍劳工在中国境内的劳动关系。

鉴于外籍劳工在中国境内工作的特殊性，本协议的具体内容会根据双方的实际情况做出适当调整。

但是，任何改动都应当经过双方的协商并签署书面协议。

在此协议范围之外的任何事宜，双方应当另行协商解决。

3.劳动内容外籍劳工将在雇主公司担任指定工作，并应当按照公司的要求履行工作职责。

具体工作内容和岗位职责将在公司内部的工作说明书中进行详细说明，并在双方签署后生效。

外籍劳工应当遵守公司的规章制度，听从上级安排，保守公司机密，并维护公司形象。

4.工资和福利外籍劳工的工资将以月薪的形式支付给外籍劳工。

具体的工资标准将在双方签署协议后确定，并且应当遵守中国的法律法规。

外籍劳工将享受与中国本地员工同等的福利待遇，包括但不限于社会保险、医疗保险等。

5.劳动时间和休假外籍劳工的工作时间将按照公司制定的工作时间表来安排。

外籍劳工将享受法定的节假日，年假和其他既定的休息天数。

在特殊情况下，外籍劳工可以根据公司的安排，参加必要的加班工作。

加班工作应当按照相关规定支付加班费。

6.培训外籍劳工在公司任职期间，将接受公司提供的相关培训。

培训内容将根据外籍劳工的工作性质和职责进行安排。

鉴于外籍劳工可能存在语言障碍，公司将提供必要的语言培训，以便外籍劳工更好地适应工作环境。

7.合同终止本协议的有效期为自双方签署之日起至劳动合同法规定的期限。

在协议有效期内，如果双方有解除合同的意愿，应当提前60天书面通知对方，并按照相关法律规定解除合同。

在合同解除后，双方应当依法履行解除合同所涉及的义务。

8.争议解决双方如发生劳动争议，应当首先通过友好协商解决。

如果协商不成，应当向当地劳动仲裁机构申请仲裁。

仲裁裁决为最终裁决结果。

双方同意接受仲裁结果。

9.其他事宜本协议未尽事宜，双方可以另行协商解决，但必须经过双方的书面确认。

本协议为双方具有法律约束力的文件，双方应当真诚履行协议所载明的全部条款。

劳动法对雇佣外国劳工的要求

劳动法对雇佣外国劳工的要求劳动力的国际流动已经成为全球化时代的常态。

随着全球经济的发展和国际间合作的增强，越来越多的国家都开始聘用外国劳工来满足劳动力需求。

然而，雇佣外国劳工也面临着一系列的挑战和要求。

为了保护外国劳工的权益，并确保劳动关系的公平合理，各国的劳动法对雇佣外国劳工都有着一定的要求和规定。

一、平等就业机会根据劳动法的要求，雇佣外国劳工应当与本国劳工享有平等的就业机会。

雇主不得因为外国劳工的国籍、种族、宗教信仰等特征而歧视其在就业领域的权益。

在招聘、录用和晋升过程中，雇佣外国劳工应当同样遵循公正、公平的原则，依据相关的能力和资质进行评判。

二、合法合规就业劳动法强调雇佣外国劳工必须合法合规。

即外国劳工应当具备合法的就业身份，且符合国家法律法规对外国劳工的入境、居留和工作的规定。

雇主应当核实外国劳工的身份证明文件，并记录相关信息，以确保雇佣关系的合法性。

同时，雇主还需要保证外国劳工遵守国家法律法规，并履行相应的税务和社会保险义务。

三、合理工资和福利待遇劳动法要求雇主要支付外国劳工合理的工资和提供合理的福利待遇。

工资应当根据工作性质、工作地点和工作时间等因素进行合理计算，不得低于最低工资标准。

同时，雇主还应当为外国劳工提供必要的职业健康和安全保护，确保工作环境符合相应标准，避免可能存在的劳动风险。

四、合法权益保护雇佣外国劳工的劳动合同应当符合法律的规定，并明确双方的权益和义务。

合同内容应当包括工作内容、工作地点、工作时间、工资支付方式、福利待遇、合同期限等。

同时，雇主需要向外国劳工提供必要的工作许可证明、居留证明和社会保险等文件，以保护外国劳工的合法权益。

五、平等保护和协商机制劳动法要求雇主和外国劳工在劳动关系中享有平等的保护和协商机制。

雇主应当尊重外国劳工的权益，不得剥夺其工资、福利和休假等权益。

同时，劳动法也要求建立公正、公平的劳动纠纷解决机制，以解决在合同履行中可能存在的纠纷或争议。

六、文化适应与培训雇佣外国劳工的单位应当为其提供必要的文化适应和培训服务，帮助其熟悉和适应当地的工作环境和生活方式。

深入研究外籍劳动的特殊要求与条款

深入研究外籍劳动的特殊要求与条款随着全球化时代的来临，外籍劳动力的使用已成为许多国家和企业不可或缺的一部分。

然而，与本国劳动力相比，外籍劳动力在雇佣、薪资、保险等方面存在着特殊的要求与条款。

本文将深入研究外籍劳动的特殊要求与条款，并对其进行解读和探讨。

一、劳动合同1. 劳动合同的签订外籍劳动力的雇佣必须依法办理合法签证手续，并与雇主签订正式的劳动合同。

劳动合同应明确规定双方的权利和义务，包括工作内容、工资待遇、工作时间、休假制度、劳动保护、福利待遇等。

2. 合同期限外籍劳动力的合同期限通常较短，一般为1年至3年。

在合同期满前，双方可以协商续签或终止合同。

3. 合同解除在合同期内，如果外籍劳动力无故违约或存在严重不适应工作环境的情况，雇主有权解除劳动合同。

同时，合同解除应符合相关法律法规，并支付相应的赔偿。

二、工资与福利1. 工资支付外籍劳动力的工资应按照劳动合同的约定进行支付，且应符合当地法律法规的最低工资标准。

双方应共同确认工资支付方式和周期，并确保及时、准确地支付工资。

2. 福利待遇根据当地法律法规和劳动合同的约定，外籍劳动力享有与本国劳动力相同的福利待遇，例如社会保险、医疗保险、住房补贴、交通津贴等。

雇主应履行给予相应福利待遇的义务，确保外籍劳动力的权益得到保障。

三、劳动保护1. 安全保障雇主有责任为外籍劳动力提供安全的工作环境和必要的劳动保护设备，确保其在工作中的人身安全。

2. 健康保护雇主应提供必要的医疗保健服务，包括定期体检、医疗保险以及应急医疗救助等。

3. 劳动纠纷解决在劳动纠纷发生时，外籍劳动力有权利寻求法律援助和维权。

雇主应配合有关部门的调查，并积极参与解决纠纷，保障劳动关系的稳定和和谐。

四、培训与教育为了提高外籍劳动力的专业技能和职业素养，雇主应提供相应的培训和教育机会。

培训的内容可以包括工作技能培训、语言培训、文化交流等，以便外籍劳动力更好地适应工作环境和职业需求。

五、合同解释与争议解决劳动合同的解释和争议解决应参照当地法律法规，并采取妥善的解决方式，如协商、调解、仲裁等，以达到公正、合法的处理结果。

聘用外籍劳工的法律规定外国劳动的签订与执行

聘用外籍劳工的法律规定外国劳动的签订与执行在聘用外籍劳工方面，不同国家和地区都制定了一些法律规定，以确保雇主和外籍劳工之间的权益得以保护。

本文将介绍一些关于外籍劳工的法律规定，包括外国劳动的签订与执行。

一、法律规定聘用外籍劳工的法律规定因国家和地区而异，但通常会涉及以下方面的内容：1. 工作许可：雇主需要获得当地政府机构颁发的工作许可才能雇佣外籍劳工。

在获得工作许可之前，雇主需要提供相关的招聘广告、劳动力市场调查和其他必要的文件。

2. 合同签订：雇主和外籍劳工之间需要签订劳动合同，明确工作内容、工作条件、工资待遇等方面的内容。

合同应当符合当地劳动法律法规，并保护双方的权益。

3. 薪酬待遇：外籍劳工的薪酬待遇应当符合当地最低工资标准，并按时支付。

此外，还应当考虑外籍劳工可能面临的生活成本、福利待遇等因素，以确保其合理的收入水平。

4. 工作环境与安全：雇主有责任提供安全、健康的工作环境给外籍劳工，并遵守当地的劳动保护法规。

外籍劳工在工作过程中有权拥有合理的工作条件和安全设施。

5. 劳动保险与社会福利：雇主需要向外籍劳工提供必要的劳动保险和社会福利待遇，包括医疗保险、养老保险等。

具体的额度和条件应当根据当地法律法规来确定。

二、外国劳工的签订与执行流程外国劳动的签订与执行通常包括以下步骤：1. 招聘与甄选：雇主首先需要在当地进行招聘与甄选，以从候选人中选择合适的外籍劳工。

招聘渠道可以包括招聘网站、中介机构等。

在甄选过程中，雇主需要符合反歧视法律规定，公正地对待所有候选人。

2. 签订劳动合同：一旦选择了合适的外籍劳工，雇主需要与其签订劳动合同。

合同应当明确双方的权益和责任，并符合当地法律法规。

3. 办理工作许可：雇主需要根据当地的规定向政府机构提交工作许可申请。

申请需要包括劳动合同、招聘广告、劳动力市场调查等文件。

4. 办理签证手续：一旦工作许可获得批准，雇主需要协助外籍劳工办理签证手续。

签证类型通常会因工作性质、工作期限等因素而异。

肯尼亚MURUNY-DAM劳动纪律管理制度

2、员工因工负伤，生活不能自理，需要护理者，经医院确认提出需护理人数、时间后，由伤者单位派出护理人，护理人的基本薪酬、绩效薪酬、津贴均由伤者单位负责。
3、员工因工伤治疗期间，基本薪酬全额发放。
4、医疗期终结报公司劳动鉴定委员会确定为丧失或完全丧失劳动能力者，其待遇按国家和公司有关规定办理；医疗期终结，经鉴定确认已恢复健康能继续工作者，由公司安排岗位，员工本人不上班的，按旷工论处，连续旷工满七天的，解除劳动合同。
第十二条旷工
1、有下列情形之一者视为旷工：
（1）未请假或请假未被批准而不上班或擅自离开工作岗位两个小时及以上者；
（2）当月迟到、早退累计时间超过两小时以上者；
（3）假期已满，不续假或续假未被批准而不上班者；
（4）没有医院证明，又未请假或请假未批准，托病不上班者；
（5）不服从工作分配，不上班者；
（6）以办公事为借口，离开岗位而实际办私事者；
肯尼亚MURUNY DAM劳动纪律管理制度
劳动纪律是企业组织有效劳动，保持正常生产，确保生产安全、顺利、持续、高效的基本保证，遵守劳动纪律是每个员工应具备的职业道德和行为准则。为维持正常生产工作秩序，经项目部研究特制定本制度。
第一条员工须自觉遵守项目部的各项规章制度及会议决议，履行劳动合同，服从领导，听从指挥，团结协作，完成生产工作任务。
第二条员工须遵章守纪，完成生产工作任务的责任。
第三条员工上班必须坚守工作岗位，严禁串岗离岗，擅离职守。实行倒班作业的时，要严格执行交接班制度。
第四条员工上班不准迟到早退、不准打瞌睡、不准喝酒、不准赌博、不准打架斗殴。违者一次罚款50-200元(在本人工资中扣除)。
第五条员工上班应严格执行安全操作规程，精心操作，避免事故发生。凡因自身责任发生事故，造成人身伤害或经济损失的，应按有关规定给予赔偿，并视情节轻重给予处分。

肯尼亚中资企业当地用工的法律风险防控

肯尼亚中资企业当地用工的法律风险防控摘要：随着中非合作发展战略的深入实施，参与非洲经济建设的中国企业数量快速增长，中国驻非企业的用工数量也快速增长，肯尼亚就是中资企业比较集中的国家。

由于世界各国对国际工程用工基本都有属地化的要求，加上肯尼亚等非洲国家本地用工成本低廉，使得当地用工成为必然，笔者通过分析发现风险的根源往往在于中方人员的思想、行为，文章主要从提升中方的意识、素质和改变管理的方法等角度结合当地法律探讨如何有效的防范当地用工的法律风险。

关键词：当地用工纠纷制度化管事，人性化管人文化融合肯尼亚是“一带一路”战略在非洲的唯一支点，也是中石化“走出去”战略的重点区域之一，笔者所在的肯尼亚某项目是中石化在非洲的项目之一，由于世界各国对国际工程用工基本都有属地化的要求，加上本地用工尤其非洲本地用工成本低廉，使得当地用工成为必然，大多数在肯的中资企业尤其是规模较大和劳工密集型的企业存在当地用工纠纷问题，而如果劳工纠纷不能得到及时化解，不但企业的利益会有损失，中国企业在海外的形象也会有负面影响，严重的甚至影响到中国的国家形象。

那么中资企业在肯当地用工存在哪些问题？又该如何从法律上有效的防控呢？项目从2012年至今不可避免的遇到了一些用工的问题，笔者作为法律人员在参与处理用工纠纷、罢工等事宜时，也积累了一定的实践经验，通过分析发现风险的根源往往在于中方人员的思想、行为，文章主要从提升中方的意识、素质和改变管理的方法等角度结合当地法律探讨如何有效的防范当地用工的法律风险。

一、肯尼亚劳动法律的背景肯尼亚历史上长期遭受英国殖民统治，独立后也延续了英国的法律体系，在劳工权益保护的相关法律方面，倾向于保护劳工权益而非雇主权益，其法律内容也一般较为健全，在劳动合同签订、最低工资标准、雇佣关系的解除、工作时间等方面都有较为严格的限制，并且工会和行业组织在维护劳工权益方面发挥了重要的作用。

现实问题是虽然有较为完善的法律体系，但其国内的执行系统却不健全，而且存在高度的腐败等问题，滋生了中国企业在非洲出现大量的非正规现象。

肯尼亚劳动管理法

肯尼亚劳动管理法一、劳动法的渊源肯尼亚的劳动立法规定了雇佣条件和劳动保护。

主要法律包括：《雇佣法》、《工资规定和雇佣条件法》、《工业培训法》、《行业工会法》、《工人赔偿法》和《贸易争端法》等。

二、劳动雇佣法的主要内容(一)工资的支付工资支付根据雇佣时间，分为以下几种情况：1．临时佣工，在工作完成的当日支付工资；2．佣工时间不超过一个月的，在每月末或月中支付；3．佣工时间不限定或是在旅途中雇佣，在每月结束或一个时期结束时支付，以发生时间靠前的为准，或是在旅途结束时支付。

(二)工资的扣减雇主可以从雇员的工资中扣减：1．雇员支付养老保险或是退休计划，或是经过劳动监督官同意的雇员应交纳的会费；2．雇员恶意造成雇主拥有或占有的财产的损坏或损失的合理的数额；3．雇员在没有任何合理的原因情况下缺勤，可扣除不超过一天工资的款额；4．雇员因疏忽或不尽职给雇主造成的合同规定雇员受信/持有及支付的损失；5．雇主错发给雇员的工资；6．法律明文规定的雇主有权扣减的工资；7．雇员书面要求雇主扣减的雇主不成为受益人的雇员工资；8．雇员根据书面协议应付给雇主的贷款，其数额不超过雇员工资的50％。

(三)雇员的假期1．雇员经过连续12个月雇佣后，可以享受不超过21天的全薪假期。

21天假期不包括公假日/每周休息日及病假；2．女工享受两个月的全薪假期，但其休假将抵消其本年度的年休假；3．雇员连续2个月工作，雇员可以享受不超过7天的全薪假期，此后的7天假期享受半薪。

(四)雇员的住房雇主应为其雇员在其雇佣地或临近雇佣地点，出资为雇员提供住房，或向雇员提供工资以外的住房补助，以使其雇员获得合理住所。

(五)雇员的饮食雇主应向雇员保证雇员健康饮食，并向雇员提供必要的烹饪工具，其费用由雇主承担。

(六)雇员的医疗雇主应保证在雇员患重病时，获得合理的医疗照顾，并采取切实手段，保证在第一次患病后，受到雇主的重视。

(七)雇员的解佣1．不是休假，也没有任何合理的理由，雇员缺勤；2．在工作期间酗酒，不能正常履行其工作；3．雇员有意懈怠，不履行其工作职责，或是粗心大意，不能很好履行职责；4．如雇员使用污辱性语言，或是表现出污辱性行为对待雇主或雇主授权对其进行管理的人员；5．如雇员明知故犯，或是拒绝执行其职责的雇员或其委托管理人的合法、合理的指令；6．雇员因犯法而被囚禁，十天之内，未能保释或无罪释放；7．如果雇员声称，或是有充分的根据认为其将对雇主及其财产造成严重伤害。

柬埔寨劳工法

柬埔寨劳工法第一章总则第一部分适用范围——柬埔寨王国不同种类的工人第1条?本法管辖因在柬埔寨王国执行雇佣合同而产生的雇主与工人之间的关系，不论该合同在何处签订以及合同双方的国籍和居住地。

?本法适用于工业、矿业、商业、工艺、农业、服务业、陆地或水上运输业的每个企业或单位，不论是公共、半公共或私有的，不论宗教或非宗教性的，不论是专业教育或慈善性质，也不论是自由专业协会或任何性质组织的。

?本法适用于所有人员，受公务员法管辖的人员、受外交法管辖的人员以及被暂时任命承担公务的官员除外。

?本法不适用于以下人员：?a) 法官；?b) 被任命担任永久公务职位的人员；?c) 被其它单行法管辖的警察、军人、宪兵；?d) 被特殊法律管辖的从事空中和海上运输的人员。

这些工人有权使用本法之工会自由的规定；?e) 家仆或佣人，本法另有明确具体规定的除外。

这些家仆或佣人有权使用本法之工会自由的规定。

?第2条?所有自然人或法人(公有或私有)，只要设立一个企业并雇佣一个或一个以上工人，即使停业，从本法的意义上讲，都被认为是雇主。

?每一个企业可以由几个单位组成，在该雇主的监督和管理下，各个单位雇用一群人一起工作在限定的地点，如工厂、车间、工地等。

?一个特定的单位应该总是有一个企业支持。

该单位可以只雇佣一个人。

如果该单位独特并且独立，那么它被认为既是一个企业又是一个单位。

?第3条?从本法的意义上来说，“工人”是指，不论性别和国籍，为获得报酬，签订一份在另一个人，不论该人是自然人或法人(公有或私有)，的指导和管理下的劳务合同之人。

为清楚的确定工人的性质，既不应该考虑雇主或工人的法律上的身份，也不应该考虑报酬的大小。

?第4条?“家仆或佣人”是指照料房东或主人的财产，并获取报酬的劳动者。

?第5条?“雇员或帮工”是指签订合同协助他人，并获取报酬之人。

不承担需要大量体力的工作或偶尔承担一些。

?第6条?“劳工”既不是佣人也不是雇员。

劳工在雇主或雇主代表的管理下，从事大部分的体力劳动并获取报酬。

肯尼亚劳动法问答

Questions & AnswersHiring Workers in East AfricaMay 17, 2011________________________________________________________________Q: I think in Kenya maternity leave allowed to women is 3 months. That is what I have been advised by my HR manager. Please confirm.-Sonal SejpalA: As per Kenyan Employment Act 2007, maternity leave is specified to be at least 90 calendar days + annual leave entitlement for the year.-Eve Hawa SinareA: in Tanzania maternity leave is 3 months and paternity leave is 3 days________________________________________________________________Q: What is the legal compliance for expatriates working in East Africa (i.e., an Indian or US person working for a US company in Uganda)?-Sonal SejpalA: In order to be employed in Kenya, a foreign national would need to obtain a work permit from the Immigration Department under the Immigration Act (Cap 172).The foreign national’s employment would be governed by Kenyan Law and the employee would need to be registered under various laws as follows:a)income tax registration under the Income Tax Act (Cap 470);b)NSSF registration as a contributor under the National Social Security Fund Act (Cap 258);andc)NHIF registration as a contributor under the National Hospital Insurance Fund Act, 1998. Further, the Employment Act requires an employee’s salary to be paid in the currency of Kenya (Kenya Shillings).________________________________________________________________Q: How do you compute a daily salary rate from a monthly salary since employers use different formulas?-Eve Hawa SinareA: In Tanzania, the daily rate is calculated from the basic salary of the employee divided by the number of days in the month usually 30 days.-Sonal SejpalA: In Kenya, wages are computed based on working days. You should divide the monthly salary by the working days.-Moses AdrikoA: In Uganda, most employers do not provide for a daily rate except if the work is manual and if so the daily rate would not be based on 30-day wages rate________________________________________________________________Q: Pleasecomment on the issue of statutory overtime pay in Kenya. The Employment Act 2007 seems silent on this.-Sonal SejpalA: Overtime entitlement is provided for in the wages orders under the Labour Institutions Act. Under the General Wages Order, overtime above normal hours is must be paid at 1.5 times the normal hourly rate. Overtime for rest days and public holidays is 2 times. ________________________________________________________________Q: Kindly talk about defined contributions being introduced in Kenya beginning 1st July.-Sonal SejpalA: the Public Service Ministry had early this year announced a scheme planned to roll out on 1st July, 2011 in which civil servants would benefit from a medical cover that would run parallel to the NHIF. There have been concerns raised by various stakeholders. Consultations are still ongoing mainly on who will run the scheme and if this will duplicate services offered by NHIF________________________________________________________________Q: What is legality of having a specific period employment contract -- say one year? Is there any term specified in law after which an employer is bound to take an employee on a permanent basis, rather than keeping for specific period?-Sonal SejpalA: Thereis no period after which an employer is obligated to retain an employee permanently. However, in the case of redundancy, or unfair termination, where there is no break in employment, the continuous period running between one fixed term contract and another fixed term contract may be considered by the court.________________________________________________________________Q: "Managers are not entitled to overtime pay." What is your view on this?-Sonal SejpalA: In Kenya, there are no definite provisions on this issue. This is respected, in our experience, by custom. We are not aware of any challenges by managers. When we draft management level contracts, we make no reference to overtime.________________________________________________________________Q: In Kenya, are we required to pay for the off day?-Sonal SejpalA: An employee is entitled to at least one rest day. Where an employee works on the rest day, he or she would be entitled to overtime.________________________________________________________________Q: What happens in situations where the sick leave days provided in cap 299 is not consistent with the employment act?-Sonal SejpalA: In Kenya, under the Employment Act, the MINIMUM sick leave is 7 days with full pay and 7 days with half pay subject to a medical certificate. The General Wages Order provides for MAXIMUM sick leave of 30 days with full pay and 15 days with half pay.________________________________________________________________Q: in Kenya, which law should we follow for sick leave?-Sonal SejpalA: provisions relating to sick leave as well as other conditions of employment are provided for both in the Employment Act, 2007 and in the General Wages Order promulgated under the Labour Institutions Act, 2007. With regard to sick leave, there is no overlap between the provisions of the Employment Act and the General Wages Order. The Employment Act provides for the minimum sick leave applicable and the General Wages Order provides for the maximum sick leave applicable.Section 30 of the Employment Act provides that after two (2) consecutive months of service with his employer, an employee shall be entitled to sick leave of not less than seven (7) days with full pay and thereafter of seven (7) days with half pay, in each period of twelve (12) consecutive months of service, subject to production by the employee of a certificate of incapacity to work signed by a duly qualified medical practitioner or a person acting on the practitioner’s behalf in charge of a dispensary or medical aid centre.Regulation 12 of the General Wages Order provides that after two (2) continuous month’s service with an employer, an employee shall be entitled to a maximum o f thirty (30) days’ sick leave with full pay and thereafter a maximum of fifteen (15) days’ sick leave with half pay in each period of twelve (12) consecutive months’ service provides that an employee shall not be entitled to such payment unless he produces to the employer a certificate of incapacity covering the period of the sick leave claimed signed by a medical practitioner in charge of a dispensary or medical aid centre, or by a person authorized by him in writing and acting on hisbehalf. An employee shall not be eligible for sick leave in respect of any incapacity due to gross neglect on his part.________________________________________________________________Q: Is compassionate leave an entitlement in Kenya by common practice? Should a contract include the travel allowance and if so how do you state it?-Sonal SejpalA: The General Wages Order makes provision for compassionate leave but this is deductible from the annual leave entitlement. Many employers give compassionate leave as a matter of practice.-Eve Hawa SinareA: In Tanzania compassionate leave is for 4 days within a leave cycle of 12 months. Any additional compassionate leave will be deductable from annual leave-________________________________________________________________Q: What about the construction wages order?-Sonal SejpalA: There are two orders which may be relevant: The Regulation of Wages (Electrical Construction Industry) Order and the Regulation of Wages (Building and Construction Industry) Order, 1998. The former Order applies to all persons (other than managers) employed in an undertaking or part of an undertaking which consists in the carrying on of work in the electrical construction order. The latter Order relates to works carrying on work in the construction of buildings and construction of railway lines or any lattice work structure.________________________________________________________________Q: Are written agreements needed in Kenya, Tanzania, Rwanda?-Eve Hawa SinareA: It is not mandatory to have a written contract but written particulars must be given to an employee if the contract is oral. In practice employers are advised to have written contracts.-Sonal SejpalA: In Kenya, it is mandatory to provide a written contract if the employment is for a period of three (3) or more months.________________________________________________________________Q: Is there an at-will concept in these jurisdictions or must all terminations be for good reason and subject to challenge?-Eve Hawa SinareA: In Tanzania, we have no at will concept under the new law. A reason has to be given and the reason has to be fair and the process of termination has to be fair as well.-Sonal SejpalA: In Kenya, we do not have an "at will" concept. Under the Employment Act, an employee has a right to claim unfair termination if employed for 13 months or more. In this case, the employer should have fair reasons for termination.________________________________________________________________Q: Did you say probation in Tanzania is a maximum of 7 months?-Eve Hawa SinareA: No, it is 6 months and may be extended to 12 months-Sonal Sejpal:A: Probationary contracts in Kenya should not be more than six (6) months but may be extended for a further period of six (6) months with the consent of the employee.________________________________________________________________Q: Is compassionate leave an entitlement in Kenya by common practice?-Sonal SejpalA: Yes, the entitlement to compassionate leave in Kenya is a common practice. Under the Regulation of Wages (General) Order, compassionate leave would be offset from the employee’s annual leave. In addition, under the order, an employee may be granted up to 5 days compassionate leave without pay in any one year. However, this is not a legal obligation on the employer.________________________________________________________________Q: Can an employee who is serving their notice period be summarily dismissed?-Sonal SejpalA: The Employment Act provides for the various ways in which a contract can be terminated including termination with notice or pay in lieu of notice and summary dismissal for gross misconduct. There are no provisions in law on whether an employee who is already serving a notice period can still be summarily dismissed and we have not come across any case law that addresses this question. On the face of it, it would appear prejudicial (depending on the circumstances) to the employee to subject them to two consecutive modes of termination and this may be a basis for an unfair termination claim by an employee especially where the subsequent summary termination leads to loss of salary or termination benefit s. Having said that, I don’t see why an employee cannot be summarily dismissed i n this situation if the facts relating to misconduct etc emerge after notice is given to him.________________________________________________________________Q: What is the legality of having a specific period employment contract -- say one year? Is there any term specified in law after which an employer is bound to take an employee on a permanent basis, rather than keeping the employee for specific period?-Moses AdrikoA: In Uganda there is general freedom of contract and you can have a fixed termcontract, which can include or exclude a probationary period. Generally an Employer can not include a probation period of longer than 6 MONTHS.-Sonal SejpalA: The Employment Act recognizes both fixed term employment and permanent employment. An employer who has engaged an employee for a certain period would not be obligated to turn the fixed term employment into permanent employment. The only term after which an employer is bound to take an employee on a permanent basis relates to casual employees. Any casual employee that either works for a continuous period of more than one (1) month working days or performs work which cannot reasonably be expected to be completed within a period of three (3) months or more shall be deemed to be an employee entitled to a contract of service paid on a monthly basis.Unlike the case in Kenya, some jurisdictions have provisions which obligate an employer to convert successive fixed term contracts to permanent employment contracts after a certain successive period of employment. In England, the Fixed Term (Prevention of Less Favourable Treatment) Employees Regulations (2002) contains a specific provision which provides for the recognition of among others, fixed term employee rights in redundancy cases and the conversion of fixed term employment to permanent employment where an employee serves on successive fixed term contracts for more than four (4) years.We have not come across a Kenyan case that examines the principles of legitimate expectation and continuity of employment.The question of continuity of employment would most likely arise in the calculation of termination payments such as redundancy pay and contractual gratuity. Under the Employment Act, 2007, in the event of a redundancy, an employee is entitled to a minimum severance pay of fifteen (15) days pay for every year worked. Automatic renewal of fixed term contracts would have implications on the employer as there is a likelihood of a court presuming that the employment was continuous even though it was under multiple contracts. Furthermore, where a fixed term contract expires and the employer continues to engage the employee, it may be imputed that the employer intended for the employment to continue on the same terms.________________________________________________________________Q: In Kenya, if you provide Social Security, is it obligatory to provide pension? If yes, how is the pension calculated?-Sonal SejpalA: In Kenya, there is no statutory obligation to provide pension to your employees. There is a statutory obligation to ensure that your employee is registered for statutory social security (NSSF) and to remit contributions. If there is a pension scheme applicable, this should be stated in the contract.-Désiré KamanziA: In Rwanda, apart from the mandatory social security contributions, no other pension scheme would be mandatory... For the social security, both the employer and employee contribute (5 and 3% respectively of the net salary).-Moses AdrikoA: In Uganda, there is no obligation to provide pension. However there is a mandatory Social Security Scheme to which an employer must contribute 10% of the employees’ wages and the employee would contribute 5% of his wages. The employer is entitled to receive a lump sum payment from the Social Security Fund on reaching the retirement age of 55________________________________________________________________Q: For single termination in Kenya, kindly repeat the treatment of severance pay. Is severance pay expected? If yes, how is it calculated? Thanks.-Sonal SejpalA: The Employment Act only requires that severance pay is paid to an employee if the employee is declared redundant.It is calculate at 15 days pay for each complete year worked.The Employment Act does not contain provisions which differentiate between single employee redundancies and group redundancies.。

印尼劳动法

1.印尼只允许引进外籍专业人员，不允许引进外国普通劳务。

在保证优先录用本国专业人员的前提下，允许外籍专业人员依法获得工作许可进入印尼。

受聘人员可以申请居留签证和工作准证。

印尼负责外国人工作许可管理的是移民局，外国人必须向印尼大使馆申请工作签证，通过雇主办理劳工部工作准证，并在抵达印尼后规定时间内办理临时居留等手续。

手续：受聘的外籍专业人员到达印尼前必须履行下列手续：印尼公司聘用的外籍专业人员向印尼政府主管技术部门提出申请；取得劳工部批准；到移民厅申请签证。

申请：外国合资公司聘用的外籍人员须向印尼投资协调委员会提出申请，内容为：（1）雇主的姓名和在印尼的地址；（2）聘用人员的姓名和地址；（3）简述拟聘用人员就任的职位、聘用期限、工资及其他福利待遇；（4）雇主拟议或执行中的培训印尼人未来胜任该职位的计划；（5）有关部门的介绍信。

2.凡在印尼工作的外籍人士每月需缴１００美元作为职业训练基金。

（外企的外籍人员仅限于管理人员和当地不能提供的技术人员，要求外企必须雇佣一定数量的当地人员并对当地雇员进行培训，为此，外企须按外籍人员数量，每一位每个月交纳100美元作为当地人员培训费。

）印尼《商业机构法令》第三章第5条规定，批发商在雇佣员工时，最多可雇佣10个外籍员工作为专家或管理人员，且每雇佣一个外籍员工须至少雇佣3个印尼籍员工。

外籍雇员必须是大学毕业或具有同等学力，且必须在其即将服务的领域有3年以上的工作经验。

该章第7条还规定，零售商最多只能雇3个外籍员工，且须受上述同样的限制。

（2）、劳动法主要规定：1、离职金：9个月工资；2、工作时限：每周40小时；a)每天工作7个小时，每周工作40个小时，每周工作6天；b）每天工作8个小时，每周工作40个小时，每周工作5天。

b) 每个工人每天加班时间不得超过3个小时，每周加班时间不得超过14个小时。

3、童工：准许雇用童工工作，每日以3小时为限。

4、临时工：合同临时工以3年为限；5、休假：连续雇佣工作满6年的劳工可享受2个月的特别休假（但服务满第7年及第8年时，开始享受每年休假1个月，但在此2年期间不得享受原有每年12天的年假。

肯尼亚劳动法要点

1.1.3试用期间合同的终止：任何一方在试用期间可若需终止合同可向对方发出不少于7天的合同终止通知或赔付与七天工资相等的金额。

1.2.2 临时工在连续工作六天后应享有一天的带薪休假且任何公共假日和带薪休假都将算为连续工作的一部分。

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附：肯尼亚劳动管理法
一、劳动法的渊源
肯尼亚的劳动立法规定了雇佣条件和劳动保护。

主要法律包括：《雇佣法》、《工资规定和雇佣条件法》、《工业培训法》、《行业工会法》、《工人赔偿法》和《贸易争端法》等。

二、劳动雇佣法的主要内容
(一)工资的支付
工资支付根据雇佣时间，分为以下几种情况：
1．临时佣工，在工作完成的当日支付工资；
2．佣工时间不超过一个月的，在每月末或月中支付；
3．佣工时间不限定或是在旅途中雇佣，在每月结束或一个时期结束时支付，以发生时间靠前的为准，或是在旅途结束时支付。

(二)工资的扣减
雇主可以从雇员的工资中扣减：
1．雇员支付养老保险或是退休计划，或是经过劳动监督官同意的雇员应交纳的会费；
2．雇员恶意造成雇主拥有或占有的财产的损坏或损失的合理的数额；
3．雇员在没有任何合理的原因情况下缺勤，可扣除不超过一天工资的款额；
4．雇员因疏忽或不尽职给雇主造成的合同规定雇员受信/持有及支付的损失；
5．雇主错发给雇员的工资；
6．法律明文规定的雇主有权扣减的工资；
7．雇员书面要求雇主扣减的雇主不成为受益人的雇员工资；
8．雇员根据书面协议应付给雇主的贷款，其数额不超过雇员工资的50％。

(三)雇员的假期
1．雇员经过连续12个月雇佣后，可以享受不超过21天的全薪假期。

21天假期不包括公假日/每周休息日及病假；
2．女工享受两个月的全薪假期，但其休假将抵消其本年度的年休假；
3．雇员连续2个月工作，雇员可以享受不超过7天的全薪假期，此后的7天假期享受半薪。

(四)雇员的住房
雇主应为其雇员在其雇佣地或临近雇佣地点，出资为雇员提供住房，或向雇员提供工资以外的住房补助，以使其雇员获得合理住所。

(五)雇员的饮食
雇主应向雇员保证雇员健康饮食，并向雇员提供必要的烹饪工具，其费用由雇主承担。

(六)雇员的医疗
雇主应保证在雇员患重病时，获得合理的医疗照顾，并采取切实手段，保证在第一次患病后，受到雇主的重视。

(七)雇员的解佣
1．不是休假，也没有任何合理的理由，雇员缺勤；
2．在工作期间酗酒，不能正常履行其工作；
3．雇员有意懈怠，不履行其工作职责，或是粗心大意，不能很好履行职责；
4．如雇员使用污辱性语言，或是表现出污辱性行为对待雇主或雇主授权对其进行管理的人员；
5．如雇员明知故犯，或是拒绝执行其职责的雇员或其委托管理人的合法、合理的指令；
6．雇员因犯法而被囚禁，十天之内，未能保释或无罪释放；
7．如果雇员声称，或是有充分的根据认为其将对雇主及其财产造成严重伤害。

雇主在结束雇佣合同时，如其雇佣时间超过4个月，应给雇员出具雇佣证明，内容包括：雇主的姓名和邮件地址，雇员的姓名，雇佣的起始时间，雇佣的性质及惯常的地址，雇佣的中止时间，其它需说明的事项。

雇主不必提供有关雇员性格和工作表现的证明。

三、劳动工资和条件法的主要内容
(一)工作时间：正常工作时间为每周六天，不超过52小时，夜班工作时间每周不超过60小时。

不足十六岁的人员，每天不超过6小时。

(二)加班：加班按以下标准付工资：
每周超过正常工作时间，按正常工作时间的1倍或者1.5倍支付；
雇员休息或公假日，按正常小时工资的2倍支付；
如雇员不是按小时雇佣，决定基础小时付费时，不应少于雇员基础最低工资月标准的225先令。

每周加班加上正常工作时间，不应超过两周连续计算小时数：
夜班工人140小时；
其他成人雇员的160小时。

(三)休假
雇员如需要休假宽限期的，应事先与雇主达成一致，并占用其年度休假。

雇员连续工作12个月，满足下述条件，可以享受30天全薪病休，此后15天可享受半薪：
1．雇员提供由医师或负责治疗人员，或其书面授权并代表其行使职权的人出具的病假单；
2．其不能出勤的原因，并非由于其失职造成的。

(四)雇员的住房
雇员工作地点远离惯常的工作地，雇主应支付住房补助，如工作时间连续超过30天，则认为是雇员工作地点的转移，不再支付补助。

(五)雇员的解佣程序
雇主不满于雇员的工作和行为，或者雇员行为不端，雇主不能立即辞退雇员，应书面警告，并按如下程序办理：1．第一次、第二次警告记入雇员档案；
2．第二次警告应抄送其所在的工会机构秘书；
3．在接受二次警告后，雇员第三次犯错，可解雇。

雇
员在二次警告后，292个工作日没有犯错，则以往过失记录被取消。

4．如终止劳动合同，双方应提前一个月书面通知对方，否则，则支付不少于一个月的工资。

四、工人赔偿法的主要内容
(一)赔偿责任的界定
如雇员在工作中或是由于工作事故受伤，雇主应给予雇员以赔偿。

如果事故造成雇员死亡或重伤永久性失工作能力，即便是雇员在事故发生时，违反雇佣规定，或违反雇员指令，均视为雇员在劳动中发生的事故。

雇员的伤害是由于故意犯错，且情节严重，雇主不予以赔偿，但若造成死亡或永久性丧失工作能力应赔偿。

如雇员故意自我伤害，造成死亡或永久性失丧工作能力，雇主不予赔偿。

(二)赔偿计算
1．在雇员死亡，遗留全部依赖于其收入的依赖人的情况下，赔偿为其6个月的工资收入或35000先令，以数额高的为准；
2．在雇员死亡，未有依赖人的情况下，雇主赔偿丧葬费用；
3．在雇员为永久性丧失工作能力情况下，雇主赔偿其6个月的工资。

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