埃塞俄比亚劳动法的特点及与中国的异同

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劳工法简选

关于埃塞劳工法的一些解释和处罚措施前言：埃塞劳工法大部分直接取自西方国家相关法律，条文繁多、规定详细、结构严密，切不可避免地偏袒劳工一方。

来到埃塞的一年多时间里，处理了多起当地劳工和公司的劳资纠纷，深刻感受到作为海外施工单位，在处理劳工问题上应该更加谨慎，依法办事，才能更加有效地保护公司利益，维护公司形象。

因此，特别节选了一些埃塞当地劳工法的规定，并附上出现各种事件的处罚措施。

一．按照法律规定，劳工的试用期最长为45天，在这期间，雇主只支付工资，雇主可以直接解雇雇员，45天之后应当签订书面雇佣合同，即使没有签订的话，45天一过，劳工也将自动成为正式员工。

公司若要解雇员工，除非是重大错误或事故可以直接解雇，否则首先应给予书面警告，之后若再发生错误才能将其解雇。

在公司决定解雇劳工时，应出具一封书面解雇书，注明解雇原因和时间。

关于这个问题，这一年来处理的官司大部分都属于这一类型，工长没有出具书面解雇书就解雇员工，员工立即就把公司告上法庭，索要巨额补偿，我们通过一系列操作虽然赢得了官司，但这类事情本可以很容易就避免的，以后应多注意。

二．Salary，工资按照劳工和公司的口头或书面协议按月支付，不管劳工犯下何种错误，工资是必须要支付的，但公司可以按照公司规章制度，对劳工所犯错误进行罚款。

Annual leave，当地法律规定每位劳工每年有14天带薪休假，休假时间随工作年限增长，每多一年工作时间，休假随之增长一天。

我们公司属于建筑类公司，工作比较多，所以一般是不提供休假的，但会在劳工离职时给予经济补偿，即工作一年的发给14天的工资，即我们所说的遣散费。

Special leave, 特殊情况下请假，法律规定：当劳工结婚、亲属死亡时，劳工可以获得三天带薪假期；在其他特别严重或特殊的情况下，劳工可以获得最多五天的不带薪假期。

员工请假应提前和公司通知，并出具必要的证明文件。

Sick leave, 我们通常所说的病假，劳工需要提前向公司请假，并在回来后向公司出具有医院签发的医疗证明。

国际劳动标准与我国《劳动法》的差异分析

国际劳动标准与我国《劳动法》的差异分析《劳动法》是我国第一部劳动法典，曾被誉为我国劳动法制建设的里程碑。

在施行的20年间，《劳动法》取得了重大成果，为社会进步与经济发展做出了突出贡献。

2001年我国加入世贸组织后社会经济迅猛发展，尤其当前我国通过人民币国际化和一带一路开始主导国际主流社会，这也使劳动关系面临的形势发生深刻变化。

现行《劳动法》因自身的局限性及与国际劳动标准之间的差异，已经不能有效调整和规范当前的劳动关系，修改势在必行。

必须对《劳动法》的修改统筹规划，全面考虑当前的经济社会形势与国际劳动标准，理清修改思路，树立科学合理的立法更新机制，促进我国《劳动法》与国际接轨。

一、我国《劳动法》及其局限性我国《劳动法》于1995年1月1日施行，于2008年进行一次修改，此后再无修改。

在《劳动法》施行期间，社会对其的普遍评价是：在保护劳动者合法权利、协调劳动关系、稳定社会秩序及促进各项劳动制度改革进程等方面发挥了巨大作用。

在劳动法制体系中，《劳动法》是第一部劳动法典，具有基本法、母法及龙头法的重要地位，是我国劳动政策法规根本性转型的标志。

作为如此重要的一部法典，应当充分肯定其在劳动关系调整规范、促进经济社会发展，以及推动中国特色劳动关系协调机制与国际接轨等方面的重大作用，与此同时，也要看到它的局限性。

从《劳动法》立法的时代背景看，1995年施行《劳动法》正处于社会主义市场经济体制确立不久，还没有出现农村剩余劳动力向城镇大规模转移的局面，而且我国尚未加入世贸组织，劳动力资源市场配置和劳动关系市场化在《劳动法》中的体现并不明显，但日新月异的社会发展使现行《劳动法》的历史局限性凸显；从《劳动法》立法形式看，其在劳动法制体系中处于基本法地位，但由全国人大常委会立法，一定程度上限制了其基本法作用的发挥；从《劳动法》内容看，其中存在一些立法上的空白，比如，不当解雇和就业歧视的司法救济、事实劳动关系、多重劳动关系、涉外劳动关系等等；从《劳动法》实践操作看，部分原则性条款可操作性不强，例如，关于加班制度劳动法规定的是日加班最长3小时，月累计不超过36小时的加班制度。

埃塞俄比亚劳动法 Ethiopian Employment Law

Ethiopian Employment Law IntroductionAccording to Ethiopian labour law, an employer loses his right to dismiss a worker irrespective of a valid ground of dismissal, if he fails to make a decision to terminate the employment contract within 30 working days. The time starts to run from the date the employer knows the ground for the termination. (Article 27(3) of the labour proclamation 377/2003)The following is a brief summary of Cassation decisions regarding the application an interpretation Article 27(3.The meaning of working daysApplicant Ethio-Djibouti RailwayRespondent Teshome KumaCassation File Number 36377Date: Hidar 2, 2001 E.C.In the Federal First Instance Court, where the case was first heard, the respondent claimed reinstatement and 6 months back pay alleging that his contract of employment was terminated unlawfully by the Applicant. However, the applicant employer challenged the claim stating that termination was lawful as it was due to an unlawful act committed by the applicant worker.The Federal First Instance Court found the termination unlawful on procedural ground without investigating the merit of the case. The Court ruled that the employer (Applicant) has failed to take an action of dismissal within one month as required by the labour proclamation. For this reason, judgment was given in favour of the respondent The court awarded him six months back pay salary and reinstatement.Applicant lodged an appeal against this decision to the Federal High Court, but it was rejected.Lastly, the applicant submitted his application to the Federal Supreme Court, Cassation division for review of the lower courts on ground of fundamental error of law.The cassation division examined the legal issue involved in the case by interpreting article 27 sub 3 of the labour proclamation No.377/2003. Both the federal first instance and high court misread the article in determining the period of time to take dismissal action by the employer. Rather than examining whether 30 working days have passed from the date the employer knew the ground for the termination, they simply counted 30 days to reach at a conclusion.This was indicated by the cassation division as a manifest error. Accordingly, the case was re-examined based on the facts affirmed in the lower courts in order to determine whether 30 working days have passed. As stated in the decision, the worker allegedly committed fault onMeskerem 24 and 25 1999 E.C. and his contract of employment contract was terminate on Tikimet 25 1999 E.C. From Meskerem 25 to Tikimet 25 there are four Sundays and assuming that Sunday is not a working day, there are only 24 working days during this time. Based on this calculation, the court reasoned, 30 working days have not passed, which makes the action of the employer valid for the purpose of time requirement.Consequently, the decisions of the lower courts was reversed by the cassation division and the case was remanded to the federal first instance court to give its own decision on the merit i.e. the legality of termination of employment.Continue reading →Share this:Facebook14Twitter2GoogleEmailLinkedInLike this:LikeLoading...Posted in: Articles, Cae Comment, Employment law | Tagged: case brief, Cassation, employment contract, Ethiopian employment law, Ethiopian labour law, Labour lawCan a civil case be a ground of res judicata in a labour case?By Abrham Yohannes on December 16, 2011 | 5 Comments3 VotesCase BriefApplicant- Ermias MulugetaRespondent- Bekelecha Transport Share CompanyCassation File Number- 39471Date of judgement- Hamle 29 2001Read the decision of the court (Amaharic)Issue: Wether failure to prove fault of employee by the employer in a labour case is a ground of resjudicata if a civil action is brought by the same employeer against the same employee alleging fault of the employee?Ruling and reasonig of the courtThe Cassation bench affirmed the decision of lower courts. The court relied on its own previous decision (Cassation File Number 36710) regarding the issue raised in this case. Accordingly itconcluded that the issue to be framed in unlawful dismissal case is totally different from a civil action brought by the employer claiming restitution or payment for loss of or damage to property. The labour court may have decided that the employee has not committed fault, when the fault at issue is ‘being responsible for loss of property’of the employer. Such decision is not a ground of res judicata if an action against the employee is brought by the employer claiming payment of the price of the property.Share this:Facebook3TwitterGoogleEmailLinkedInLike this:LikeLoading...Posted in: Cae Comment, Employment law, Labour and Employment law | Tagged: Ethiopian employment law, Res judicataPROCLAMA TION NO. 104/1998 PRIV ATE EMPLOYMENT AGENCY PROCLAMATIONBy Abrham Yohannes on August 7, 2011 | 2 Comments2 VotesPROCLAMA TION NO. 104/1998PRIVA TE EMPLOYMENT AGENCY PROCLAMA TIONWHEREAS, The participation of individuals and private entities in the employment services has become necessary;WHEREAS, it has particularly become necessary to protect the rights, safety and dignity of Ethiopians employed and sent abroad;NOW, THEREFORE, in accordance with Article 55(1) of the Constitution of the Federal Democratic Republic of Ethiopia, it is hereby proclaimed as follows:1. Short TitleThis Proclamation may be cited as the “Private Employment Agency Proclamation No. 104/1998″.2. DefinitionsIn this Proclamation, unless the context otherwise requires;1) “Private Employment Agency”means any person, independent of government bodies, which performs one or two of the following employment services without directly or indirectly receiving payments from the worker;(a) services of matching offers of and application for local employment without being a party to the employment contract;(b) services of making a worker available locally or abroad to a third party by concluding a contract of employment with such a worker.2) “License”means a certificate of competence issued by the competent authority to a private employment agency enabling the agency to engage in employment service activities;3) “Worker”shall have the meaning as defined in the Labour Proclamation No. 42/1993.4) “Competent Authority”means the Ministry or a Regional Authority responsible for the implementation of labour laws in the Region;5) “Minister”or “Ministry”means the Minister or Ministry of Labour and Social Affairs respectively.6) “Person”means any natural or juridical person.7) Provisions of this proclamation set out in the masculine gender shall also apply to the feminine gender.3. Scope of Application1) Notwithstanding the provisions of Article 3(2)(d) of the Labour Proclamation No. 42/1993, Proclamation No. 42/1993 shall, for the purpose of this proclamation, be applicable to an Ethiopian employed to work abroad for personal services of non-profit making purposes.2) Without prejudice to Article 172 of the Labour Proclamation No. 42/1993, any Ethiopian may be allowed to go and work abroad only through the private employment agency unless the Minister permits the direct recruitment by an employer.3) Any labour dispute and other dispute arising under Article 15 of this Proclamation between the agency providing a service specified in Article 3(1)(b) of this Proclamation and the worker may be settled in accordance with Proclamation No. 42/1993.4) This Proclamation shall not relieve any private employment agency of its obligations imposed by other laws.4. Requirement of LicenseAny person who wishes to operate a private employment agency shall have to obtain a license from the following authorities;1) without prejudice to Sub-Article 3 of this Article, from the Regional Authority responsible for the implementation of labour laws, if the employment service is confined within that region;2) from the Ministry if the employment service is to be rendered in two or more regions;3) from the Ministry if the employment service is to hire and send abroad an Ethiopian worker to a third party.5. Condition required to obtain a licenseAny person who applies to operate a private employment agency in accordance with this Proclamation shall fulfill the following:1) present a document that shows he has a business registration for the operation of a private employment service;2) if he is providing a service of hiring and sending a worker abroad in accordance with this proclamation to present a document that shows he has fulfilled the obligations of guarantee specified in Article 14 of this Proclamation;3) pay a license fee to the competent authority the amount of which shall be determined by the regulation issued in accordance with this Proclamation;4) present a chart that shows the organizational structure and the list of members involved in the employment service activities;5) notify the address of his office and of his representative;6) present other relevant documents as may be required by the competent authority.6. Issuance of LicenseThe competent authority shall, upon the fulfillment of the required conditions to obtain a license under this Proclamation, issue a license to the applicant.7. DisqualificationA person punished for his engagement in an illegal employment activity shall not qualify for a license to operate a private employment agency.8. Validity of LicenseA license issued in accordance with this Proclamation shall be valid for two years subject to renewal every year.9. Opening of Office1) Any private employment agency shall open an office for the operation of its activities.2) A private employment agency which hires and sends Ethiopians abroad for work shall have a branch office or a representative in the country where he sends the worker.10. Displaying of LicenseAny private employment agency shall display the license issued to him in accordance with this Proclamation in his office visible to other people.11. Transfer of OfficeAny private employment agency shall notify the competent authority prior to transferring his office to another place.12. Obligation of a Private Employment Agency1) In addition to the obligations specified in this proclamation and other laws, a private employment agency shall have the following obligations:(a) to prepare and submit for approval to the competent authority a procedure regarding the recruitment and registration of job-seekers;(b) to pay the required fee for issuance, renewal and replacement of the license determined by the regulation issued in accordance with this Proclamation:(c) notify the competent authority prior to closing his office;(d) to submit the contract of employment to the competent authority for approval and registration of a copy thereof if the agency provides the service specified in Article 2(1)(b) of this Proclamation.2) In addition to the obligations provided for in sub-Article (1) of this Article, a private employment agency which sends a worker for work abroad shall have the following obligations:(a) to submit a legal document establishing a branch office or appointing a representative abroad in accordance with Article 9(2) of this Proclamation and notify the address of same;(b) provide the necessary orientation to the worker with regard to the work and the country of his employment before the contract of employment is signed;(c) where the worker wishes a full or partial remittance of his wage to his country, to facilitate same in accordance with the laws of the country of employment;(d) to submit a report to the Ministry annually or as may be required regarding the situation of the worker in the country of employment;(e) to respect the moral and culture of the society while performing the activity;(e) to respect the morel and culture of the society while performing the activity;(f) to submit for approval to the Ministry prior to extending or modifying the contract of employment and notify the Ministry upon termination of the contract;(g) upon termination of the contract of employment or whenever the worker so requests, to provide the worker, free of charge, with a certificate stating the type of work he performed, the length of service and the wage he was earning;(h) to keep a register containing the name, age, educational level, qualification, type of work, position, the amount of wage, duration of the validity of the contract and other particulars which may be required by the Ministry and notify same to the Ministry as may be required;(i) notify to the Ethiopian Embassy nearest to the country of employment of the workers sent abroad and cause their registration by same Embassy.13. Suspension or Cancellation of LicenseWithout prejudice to Article 18(2) and (3) of this Proclamation, the competent authority may suspend or cancel a license on the following grounds:1) where it is found that the license has been issued to the private employment agency based on deceitful document;2) where it is found that the private employment agency or his representative has received payment in cash or in kind from the worker; or3) where it is found that the private employment agency has violated other provisions of this Proclamation or regulations and directives issued in accordance wit this Proclamation as well as other laws.14. Requirement of Guarantee1) Any private employment agency which sends a worker abroad for work in accordance with this Proclamation shall, for the purpose of protecting the rights of the worker, deposits the following amount of money in cash or its equivalent in a confirmed and irrevocable bond from a recognized financial institutions;(a) for up to five hundred workers 30,000 US dollar or its equivalent in Ethiopian birr;(b) for five hundred and one to one thousand workers 40,000 US dollar or its equivalent in Ethiopian birr;(c) for above one thousand and one workers 50,000 US dollar or its equivalent Ethiopian in Birr.2) Where the guarantee fund deposited in accordance with sub- Article (1) of this Article is used up or reduced for the protection and enforcement of the rights of the worker the private employment agency shall replenish the fund within ten days.3) The Ministry may release the guarantee fund within 3 months upon the termination of the employment contract and the fulfillment of the legal rights of the worker sent abroad by the private employment agency unless a claim connected with the worker’s rights and benefits is pending before an authorized body empowered to adjudicate such claim.15. Protection of the Worker’s Right1) A contract of employment concluded between the private employment agency which sends workers abroad and a worker shall fulfill the minimum working conditions laid down in the laws of Ethiopian and shall in no circumstance be less favorable to an Ethiopian than the rights and benefits of those who work in a similar type and level of work in the country of employment.2) The Private employment agency shall, in addition to the rights and benefits provided for in sub-Article (1) of this Article, be responsible to ensure the rights, safety and dignity of the worker.16. Inspection1) The competent authority shall have the power to enter the office of any private employment agency during any working hour without prior notice, to examine or inquire relevant documents.2) The competent authority shall be responsible to supervise and control that the rights of the worker, employed by the agency which provides a service mentioned in Article 2(1)(b) of this Proclamation, are not infringed where the license is returned before the date of its expiry.17. ResponsibilityThe private employment agency and the third party shall jointly and severally be responsible or liable for violation of the contract of employment concluded with the worker to provide the service mentioned in Article 2(1)(b) of this Proclamation.18. PenaltyUnless the provisions of the Penal Code provides more severe penalties, any person:1) without having obtained a license in accordance with this Proclamation:(a) who performs employment services in Ethiopia, is punishable with imprisonment for a term of not less than three years and not exceeding five years and a fine Birr 10,000 (Ten thousand Birr).(b) who sends an Ethiopian national abroad for work, is punishable with imprisonment for term of not less than five years and not exceeding ten years and a fine birr 25,000(twenty five thousand Birr).2) Who violates this Proclamation and regulation and directives issued in accordance with this Proclamation apart from what are specified in Sub-Article(1) of this Article and without prejudice to Article 13 of this Proclamation, is punishable with imprisonment upto two years or a fine upto birr 10,000(Ten thousand Birr).3) Where the human rights, and physical integrity of an Ethiopian sent abroad for work have been injured, the punishment mentioned in sub-Article (1)(b) of this Article may be increased from 5 to 20 years regorous imprisonment and a fine upto Birr 50,000(Fifty thousand Birr).19. License FeesThe amount of fees required for a license issued in accordance with this Proclamation shall be determined by the regulations of the Council of Ministers.20. AmendmentArticle 176 of the Labour proclamation No. 42/1993 is hereby deleted and replaced by the following new Article.“Article 176.176 Prohibition“No persons or entity shall perform employment services for consideration from a worker.”21. Power to Issue DirectivesThe Minister may issue directives necessary for effective implementation of this Proclamation.22. Effective DateThis Proclamation shall enter into force as of the 5th day of March, 1998.Done at Addis Ababa, this 5th day of March, 1998.NEGASO GIDADA(DR.)PRESIDENT OF THE FEDERAL DEMOCRA TICREPUBLIC OF ETHIOPIAShare this:Facebook1TwitterGoogleEmailLinkedInLike this:LikeLoading...Posted in: Labour and Employment law, Legislation | Tagged: Ethiopian employment law, Private employment agencyTransfer of workers: Is it employer’s prerogative?By Abrham Yohannes on July 31, 2011 | Leave a Comment1 VoteApplicant- Cheshire Foundation EthiopiaRespondent- W/o Meseret WorkagegnehuCassation File No. 38605Date: Yekatit 19, 2001Court- Federal Supereme Court Cassation BenchIssue: Wether an employer can unilaterally change the place of work of the employee?Ruling &reasoning: The decision of lower courts was reversed. The cassation bench said that “it is the prerogative of the employer to transfer the employee to another place of work and the employee has no valid ground to object to such order.”read the decision (Amharic)Do you agree that an employer has unlimited power to change the place of work of an employee? is that variation of employement contract? If it is variation, can an employement cantarct be varied by a unilateral act of the employer?Discuss this case onShare this:Facebook2TwitterGoogleEmailLinkedInLike this:LikeLoading...Posted in: Articles, Cae Comment, Employment law | Tagged: Amharic language, employment contract, Ethiopian employment law, LaborerRight to Employment of Persons With Disability Proclamation No. 568/2008By Abrham Yohannes on January 23, 2011 | 3 Comments1 VoteWHEREAS, the negative perception of persons’disablement in society is deep rooted that, it has adversely affected the right of persons with disability to employment;WHEREAS, the existing legislation on the right of disabled persons to employment created, by providing for reservation of vacancies for disabled persons, an image whereby people with disabilities to be considered as incapable of performing jobs based on merit and failed to guarantee their right to reasonable accommodation and to provide for proper protection;WHEREAS, it has become necessary to enact a new law that complies with the countries policy of equal employment opportunity, provides reasonable accommodation for people with disabilities to employment and lays down simple procedural rule that enable them to prove before any judicial organ discriminations encountered in employment;NOW, THEREFORE, in accordance with Article 55 (1) and (3) of the Constitution of the Federal Democratic Republic of Ethiopia, it is hereby proclaimed as follows:1. Short TitleThis Proclamation may be cited as the “Right to Employment of Persons With Disability Proclamation No. 568/2008”.2. DefinitionsIn this Proclamation, unless the context requires otherwise:1/ “Person with disability”means an individual whose equal employment opportunity is reduced as a result of his physical, mental or sensory impairments in relation with social, economic and cultural discrimination ;2/ “Employment”means a relationship that exists between any person with disability and an employer, which includes recruitment, promotion, training, transfer and other conditions of work;3/ “Employer”means any federal or regional government office or an undertaking governed by the Labor Proclamation;4/ “Discrimination”means to accord different treatment in employment opportunity as a result of disability; provided, however, that any inherent requirement of the job or measures of affirmative actions may not be considered as discrimination;5/“Reasonable accommodation”means an adjustment or accommodation with respect to equipment at the work place, requirement of the job, working hours, structure of the business and working environment with a view to accommodate persons with disabilities to employment;6/ “Undue burden”means an action that entails considerable difficulty or expense on the employer in accommodating persons with disabilities when considered in light of the nature and cost of the adjustments, the size and structure of the business, the cost of its operations and the number and composition of its employees:7/ “Court”means the Federal First Instance Court or regional High Court or federal or regional civil service administrative tribunal;8/ “Unless the nature of the work dictates”means a job that could not be performed by a qualified person with disabilities even if reasonable accommodation is provided.9/ provisions of this Proclamation set out in the masculine gender shall also apply to the feminine gender.3. Scope of ApplicationThis Proclamation shall be applicable to the Employment relationship between a qualified worker or job-seeker with disability and an employer.4. Protection of the Right of Persons with Disab ility to Employment1/ Unless the nature of the work dictates otherwise, a person with disability having the necessary qualification and scored more to that of other candidates shall have the right with out any discrimination:a)to occupy a vacant post in any office or undertaking through recruitment, promotion, placement or transfer procedures; orb) to participate in a training programme to be conducted either locally or abroad.2/ Subject to the provision of Sub-Article (1) of this Article, where a person with disability acquires the necessary qualification and having equal or close score to that of other candidates, preference shall be given to the conditions provided for in Sub-Article 1 (a) and (b) of this Article. 3/ No selection criteria shall refer to disabilities of a candidate unless the nature of the work dictates otherwise.4/ Any person with disability shall have the right to get the wage and other benefits of the position he occupies.5. Prohibition of Discrimination1/ Any law, practice, custom, attitude or other discriminatory situations that impair the equal opportunities of employment of a disabled person are illegal.2/ Without prejudice to Sub-Article (1) of this Article, selection criteria which can impair the equal opportunity of disabled persons in recruitment, promotion, placement, transfer or other employment conditions shall be regarded as discriminatory acts.3/ When a disabled person is not in a position to exercise his equal right of employment opportunity, as a result of absence of a reasonable accommodation, such an act shall be regarded as discrimination.4/ Affirmative actions taken to create equal employment opportunity to persons with disabilities or exclusions dictated by the nature of the work may not be regarded as discrimination.6. Responsibilities of Employers1/ Any employer shall have the responsibility to:a)take measures to provide appropriate working and training conditions and working and training materials for persons with disability;b)take all reasonable accommodation and measures of affirmative action to women with disability taking into account their multiple burden that arise from their sex and disability;c)shall assign an assistant to enable a person with disability to perform his work or follow his training;d)protect women with disabilities from sexual violence that occur in work places and, without prejudice to other sanctions to be taken against the offender under the relevant laws, take administrative measures against the perpetrator of acts of violence.2/ An employer shall be relieved from taking any measure as provided in Sub-Article (1)(a) and (b) of this Article where it creates an undue burden to him; provided, however, that the assignment of an assistant for a person with disability shall, under no circumstance, constitute undue burden to an employer.7. Burden of Proof1/ Any person with disability who alleges that discrimination on the ground of his disability existed with respect to recruitment, promotion, placement, transfer or other conditions of employment may institute a suit to the competent court on the issue with out the requirement of the burden of proof.2/ The defendant to a suit instituted pursuant to Sub-Article (1) of this Article shall be responsible to prove that there was no act of discrimination. the.8. Responsibility of Employee with Disability1/ Any employee with disability shall perform his duty with full responsibility.2/ Where an employee with disability does not perform his duty appropriately or commits a fault, his disability shall not relive him from responsibility.9. Implementation of the Proclamation1/ The Council of Ministers may issue regulations necessary for the proper implementation of this Proclamation.2/ Without prejudice to the provisions of Sub-Article (1) of this Article, the Ministry of Labor and Social Affairs, the Federal Civil Service Agency and the appropriate regional organs may, in their respective jurisdiction, issue directives necessary for the proper implementation of this Proclamation.3/ The Ministry of Labor and Social Affairs, the Federal Civil Service Agency and the appropriate regional organs shall have the power to follow up and ensure the proper implementation of the provisions of this Proclamation and regulation and directive issued pursuant to this Proclamation..10. Right to Institute an Action1/ Any person with disability whose rights are infringed due to non-observance of the provisions of this Proclamation, regulations or directives issued for the proper implementation of thisproclamation or the association of persons with disabilities of which he is a member, or the trade union of which he is a member, or the concerned organ entrusted to implement this Proclamation may institute a suit before the competent court.2/ The court shall render its decision within 60 days from the date on which the suit is instituted.11. Penalty1/ Unless the provisions of the Criminal Code provide more severe penalties, an employer who contravenes the provisions of this Proclamation or regulations or directives issued pursuant to this Proclamation shall be penalized by a fine not less than Birr 2,000 or not exceeding Birr 5,000.2/ Where the employer fails to rectify the contravention, within one month, in accordance with the decision of the court, the penalty shall be increased by twofold.3/ The employer may, in accordance with the appropriate law, hold responsible its officer or employee where the contravention is attributable to the fault of such officer or employee.12. Repealed and Inapplicable Laws1/ The Right of Disabled Persons to Employment Proclamation No. 101/1994 is hereby repealed. 2/ No law, regulation, directive or practice shall, in so far as it is inconsistent with this Proclamations, have force and effect in respect of matters provided for in this Proclamation.13.Transitory ProvisionsLabor disputes pending before any competent body prior to the coming into force of this Proclamation, shall be settled in accordance with the law which was in force before this Proclamation come into force.14. Effective DateThis Proclamation shall enter into force up onPublication in the Federal Negarit Gazeta.Done at Addis Ababa, this 25th day of March, 2008GIRMA WOLDEGIORGISPRESIDENT OF THE FEDERAL DEMOCRA TIC REPUBLIC OF ETHIOPIA。

国外劳动法与大陆劳动法比对

国外劳动法与大陆劳动法比对一、大陆与港台有关工作时间和休息休假的异同内地：（1）劳动者每日工作时间不超过8小时，平均每周工作时间不超过44小时。

1995年国务院规定企业最迟应当自1997年5月1日施行每周工作40小时。

（2）《劳动法》规定劳动者每周至少休息一日。

1995年5月1日起国务院规定周六、周日双休制。

（3）全年法定假日共10天：春节（3天）、“五·一”（3天）、国庆（3天）、元旦（一天）。

另外“三·八”节（女职工半天）。

（4）有薪（或部分带薪）假：年休假、探亲假。

《劳动法》未规定年休假天数。

广东省地方规定，年休假自5天-14天不等，视其司龄而定。

香港：（1）只对受雇于工业界的青年（15岁-18岁）规定：每天不超过8小时。

（2）凡按连续性合约受雇的雇员每7天可享有不少于1天休息日。

（3）法定假日共12天：元旦（1天）、春节（3天）、清明节（1天）、“五·一”（1天）、端午节（1天）、香港特区成立纪念日（7月1日，一天）、中秋节翌日（1天）、重阳节（1天）、国庆节（1天）、冬至或圣诞节（1天，由雇主选择）（4）年休假由7天-14天不等，视受雇年资（工龄）而定。

台湾：（1）劳工每日正常工作时间，每周工作总时数不得超过48小时；（2）每7天至少有一日之休息，作为例假。

（3）全年法定假日共14天以上：元旦（1天）、春节（约5天，政府每年公布天数）、清明节（1天）、妇幼节（4月5日）、“五·一”（1天）、中秋节（1天）、双十节（1天）、光复节（1天）、行宪日（1天）、国父纪念日（1天）。

（4）特别休假（年休假）由7-30日不等，视其司龄而定。

劳动法规保护劳动者有异曲同工之妙，工作时间法定假日天数、年休假差别不大。

内地对劳动的保障日益增加，表现最明显的就是公休假日内地要多一倍（52天/年），另外还有探亲假。

这些是否太超前，要不有的民营或外企变着法子违反。

二、中国与法国劳动法侧重保护的对象在法国，企业员工的最低工资保障是每月至少1200欧元；社会保险和医疗保险金也不低于800-900欧元；除周末和近十个节日休息外，每年还有四至五周的带薪假期；职员每星期工作时间不得超过35小时。

浅谈埃塞俄比亚劳务属地化管理

浅谈埃塞俄比亚劳务属地化管理作者：王广华戢婧来源：《青年时代》2016年第12期摘要：本文结合中资企业在埃塞俄比亚劳务属地化管理过程中所遇到的各种困难，根据埃塞俄比亚《劳动法》和埃塞俄比亚项目劳务管理的实际经验，提出了劳务管理的建议，为埃塞俄比亚等非洲国家的劳务管理提供参考。

关键词：属地化；劳务管理；埃塞市场施工企业要在激烈的竞争中求生存、求发展，成本控制就显得尤为重要，而劳务管理是成本控制中重要的一笔。

一、劳务属地化管理面临的诸多困难1.1外部环境因受语言、习俗、社会环境和税收政策等各方面的影响，中方管理人员和当地政府、当地工会、当地法院等劳务管理部门就埃塞劳务人员管理方面，问题和矛盾颇多。

1.1.1语言环境在中国，尽管有各种不同的地方语言，但是普通话和汉字是全国通用。

在埃塞俄比亚一共有百多个民族，不同民族使用的语言和文字大不相同，并且很多人讲英语都没注意语法，很难听懂。

1.1.2风俗习惯差异埃塞俄比亚大部分人属于基督徒，每周都需去教堂礼拜，无周末加班传统，遇到生产高峰期，极难调动员工积极性。

1.1.3社会环境当地警察局，当地工会和当地法院认为当地人民属于弱者，对他们实行保护政策。

1.2内部因素1.2.1当地员工自身文化和受教程度底受地区限制和经济制约，当地雇员普遍教育文化程度底，特别是现场施工人员，缺乏技术型人才。

然而埃塞劳工部为了保证当地人口就业率，抑制引进外来优秀技术工人，如修理工和电焊工。

1.2.2缺乏职业道德修养当地雇员应聘时所持证件部分为假证，很难查证。

面试的时候，都说自己什么都会，当真正工作的时候，往往是什么都不会。

很多工人不能自律，和外部小偷勾结盗取施工材料和设备。

1.2.3当地雇员自身安全意识薄弱安全是所有行业的基石，是各项工作的前提。

然而，当地雇员安全意识极其薄弱，经常做出不顾自身安全和设备安全的事情。

1.2.4工作态度不端正施工现场当地雇员发生事故之后，直接丢弃设备，既不报警写事故报告，也不通知工头，直接逃跑，给项目部造成巨大经济损失。

俄罗斯劳动法不同点

俄罗斯劳动法与中国的不同点主要表现在以下方面：
1. 工作时间与假期制度：
俄罗斯的员工每周工作时间不超过40小时，而中国规定为44小时。

俄罗斯员工享有带薪年假和病假，而中国的劳动法没有规定病假。

俄罗斯员工每工作7天享有1天的休息假期，通常是周六或周日。

俄罗斯员工根据实际工作年限不同，每年可享有10至40个工作日的年假。

2. 社会保险：
俄罗斯要求公司必须为员工缴纳包括养老保险、医疗保险和失业保险在内的社会保险。

中国的社会保险制度分为基本养老保险、基本医疗保险和失业保险，但具体实施还有很多不完善之处。

这些差异主要反映了不同国家的文化和经济发展水平。

中国人去埃塞打工能适应吗

中国人去埃塞打工能适应吗
近年来，越来越多的中国籍人士前往埃塞俄比亚工作或者求学，这就提出了一个问题，就
是这些中国籍人士能否适应埃塞俄比亚，顺利完成居住和工作。

从历史上可以看出，中国人和埃塞俄比亚人之间存在着长期的文化交流和贸易往来。

然而，从近几十年来来看，由于地理位置的变化，这种交流增加了，中国的文化也有所融入到
埃塞俄比亚的文化当中。

这使得中国人和当地人习惯了一些西方文化，更容易适应当地社
会文化。

埃塞俄比亚也有一些国家公共政策，使得外国人更容易到达和工作在那里，比如当地政府
出台的一些移民政策，外国人可以根据特定的签证类别，更容易在该国工作或者学习。

同时，埃塞俄比亚政府也采取一些措施来鼓励外国人工作和留下来。

这些政策和措施使得外国人，尤其是中国人，能够更加容易地融入当地文化与社会，应对当地生活和工作环境，
从而有效解决个人生活事务。

总而言之，中国人去埃塞俄比亚工作或求学都有相当的成功率，此外，中国人和当地人之间的文化交流也在发展，当地的政策也很有利于外来人士的居住和工作，所以这些人是可以适应埃塞俄比亚的。

埃塞俄比亚职业教育的现状、特点及面临的挑战

埃塞俄比亚职业教育的现状、特点及面临的挑战埃塞俄比亚职业教育的现状埃塞俄比亚是一个发展中国家，其职业教育的现状与发达国家存在很大差距。

目前，埃塞俄比亚主要的职业教育是由政府主导的公立职业学校，而私立职业教育机构的数量非常有限。

根据埃塞俄比亚教育部的数据，截至2019年，该国共有26个职业技术学院和184所技术学校，共计45万名学生就读于此。

其中，职业技术大学招生为全国职业教育的主要渠道，提供3至4年的大学本科教育和职业培训。

然而，尽管埃塞俄比亚政府已经在过去几年里承诺加大对职业教育的投资力度，但目前该国职业教育的师资力量、教学设施以及教学质量均存在不少问题。

埃塞俄比亚职业教育的特点埃塞俄比亚职业教育的特点主要有以下几个方面：1. 多样化的课程设置埃塞俄比亚的职业教育涵盖了众多领域，包括农业、手工艺、建筑、商业、旅游、医疗、机械等多个行业。

学生可以根据自己的兴趣和职业规划选择相应的课程。

2. 重视实践教学埃塞俄比亚的职业教育注重实践教学，尤其是为学生提供实习机会。

这种实践教学的方式有助于学生更好地应对日后的职业挑战。

3. 关注本土和国际市场需求埃塞俄比亚的职业教育旨在满足本地和国际市场的需求，培养与当地市场需要相符的技能和人才。

同时，该国也鼓励学生拥有全球化的视野，在跨国公司或国际组织中找到就业机会。

埃塞俄比亚职业教育面临的挑战尽管埃塞俄比亚的职业教育有着多样化的课程设置和重视实践教学的特点，但仍然存在许多挑战：1. 师资力量不足目前，埃塞俄比亚的职业教育师资力量不足，很多学校的教师水平和教学方法难以满足学生的需求，缺少实际操作指导。

2. 劳动力市场不稳定埃塞俄比亚的劳动力市场不稳定，很多学生毕业后难以找到稳定的工作机会，导致他们付出的努力无法得到回报。

3. 财政状况落后虽然政府已经承诺加大对职业教育的投资，但财政状况落后，致使职业教育往往被忽视。

4. 教学设施落后由于财政状况不够良好，大部分职业学校的教学设施都比较落后，难以满足学生实际学习和实践需求，这也是学生就业受阻的原因之一。

埃塞俄比亚芜湖职业职业标准

埃塞俄比亚芜湖职业职业标准埃塞俄比亚芜湖职业职业标准在这个世界上，每个国家都有不同的职业标准和职业发展道路。

今天，我将带你深入探讨埃塞俄比亚和我国芜湖地区的职业标准，了解两国在职业发展方面的一些差异和共通之处。

埃塞俄比亚作为非洲的一个重要国家，职业标准与我国芜湖地区相比有着一些显著的不同。

埃塞俄比亚的职业发展受到了国家经济发展和行业结构的影响。

由于该国经济主要依赖农业和畜牧业，许多人的职业是与农业相关的，如农民、畜牧工人等。

与之不同的是，我国芜湖地区作为一个发达的制造业城市，大部分人的职业与制造业、物流、电子商务等行业相关。

埃塞俄比亚和我国芜湖地区在职业结构上存在较大的差异。

在职业标准方面，我们可以看到埃塞俄比亚和我国芜湖地区有着不同的体系和制度。

在埃塞俄比亚，职业标准受到政府的管理和监管，各行业都有相应的职业标准和资格认证，以确保从业人员的专业素质和能力。

而在我国芜湖地区，职业标准的制定和管理更多地由行业协会和企业自行负责，政府在其中发挥着监管和支持的角色。

这种差异在一定程度上影响了两国职业发展的路径和规范。

尽管埃塞俄比亚和我国芜湖地区的职业标准和职业发展存在差异，但在关注人才培养、职业规划和职业发展方面，两国却有着共通之处。

无论是在埃塞俄比亚还是在我国芜湖地区，人才培养和职业规划都受到了广泛关注。

埃塞俄比亚政府积极推动教育改革，注重培养技能人才和专业人才，为职业发展提供了良好的人才支持。

而我国芜湖地区的企业和教育机构也积极探索人才培养和职业规划的新路径，以满足不断变化的市场需求。

埃塞俄比亚和我国芜湖地区的职业标准和职业发展虽然存在差异，但在人才培养、职业规划等方面都有着共同关注的问题。

通过更深入地了解两国的职业标准和职业发展路径，我们可以更好地实现个人职业目标，为国家经济发展贡献力量。

作为一名文章写手，我通过以上内容向您介绍了埃塞俄比亚和我国芜湖地区的职业标准和职业发展情况。

我认为，了解不同国家和地区的职业发展情况，有利于我们更全面、深刻地认识不同文化的差异和共通之处，也有利于我们更好地规划个人的职业发展道路。

埃塞劳动法

埃塞俄比亚劳动法摘要第一部分总则第1条名称本劳动法名称为No.42/1993公告。

第2条名称定义/工作条例工作条例是指根据劳动法以及其他相关法律，由雇主制订的内部实施的有关工作时间、休息时间、工资支付、任务完成情况计算方法、安全维护、事故防止、劳动纪律以及规定的其他工作实施条例。

第二部分合同格式第4条合同要素1、一个雇用合同应该被认为，不管是否个人直接同意还是间接同意，雇工在雇主的支配下在一个有限/无限的时期内/计件工资执行工作以获取报酬的形式。

2、雇用合同应该明确无误地用合同条款规定双方的权利和义务。

3、雇用合同应该规定雇用工作的种类、工作地点、工资标准、工资计算方法、支付时间和方式以及合同期限。

4、雇用合同不得包括与法律或社会公德相抵触地内容。

第6条书面合同根据本法和相关法律，书面合同应该包括：1、雇主名称和地址；2、雇员姓名、年龄、地址、工作卡号码（如果有的话）；3、见第4（3）条；4、双方签名。

第8条未能遵守即使是合同未能遵守第6条的内容，也不能剥夺本法赋予工人的权利。

部分2 雇用合同期限第9条无限定期限合同任何合同都应该被认为是没有限定期限的合同，除了第10条中列出的情况外。

第10条对于有限定期限的合同或计件工作6、相关于永久工程的季节性工作或者该工作只能在一年中特定的时间内周期性进行。

注释：本项目相同由于雨季关系，即符合这一条。

第11条试用期2、雇员被同一雇主雇用并从事同样工作时，无需通过试用期。

3、双方同意使用时，应签订书面协议；在此情况下，试用期不得超过45天。

5、果雇员在试用期内证明不适应于该工作，雇主可以中止雇用合同，无需支付遣散费和赔偿金。

6、雇员在试用期内可以随时中止其合同，无需提前雇主。

7、当试用期满，雇员继续工作时，其雇用合同就应被认为从试用期开始日开始签订。

第三部分双方权利和义务第12条雇主的义务1、为雇员提供工作，同时除非合同另外有规定，为雇员提供工作必须的工具和材料。

埃塞俄比亚打工的感受

埃塞俄比亚打工的感受
大学毕业后，我到非洲埃塞俄比亚成为一名翻译。

因为工作的需要，我经常陪同老板参加饭局，接触到了不少当地政府官员，和埃塞俄比亚官员打交道，既有业务上的沟通，也有生活中的交流。

有一次，我去当地一个公务员家做客，这名公务员有个可爱的女儿，见到我这个中国人，她非常好奇地问，为什么你们的头发是直的，并且要摸我的头发。

我弯下腰，她摸到我的头发后，兴奋地说，中国人的头发很光滑。

埃塞俄比亚是世界上最穷的国家之一，公务员工资也不高，和中学老师差不多。

埃塞俄比亚虽然很穷，但非常重视教育。

从小学到大学都免费，书本费也是政府提供。

上了大学之后，学生的食宿费政府也会先垫付，学生毕业之后，十年之内还清政府垫付的费用。

当然，如果毕业后找不到工作，政府不会索要这笔费用。

埃塞俄比亚邮局没有邮递员，如果要取信件，需要自己到邮局领取。

邮局门口每天都会贴一张名单，如果上面有自己名字，就可以向邮局工作人员要自己的信件。

我国现在援助埃塞俄比亚修建了很多基础设施。

当地普通民众对援助的事了解不多，只有政府官员清楚。

他们只知道中国每年派很多工人到非洲。

中国援助非洲新建了很多基础设施，美国对非洲也进行粮食方面的援助。

有一次，我在一个仓库门口见到很多人在排队，大家领取食用油和粮食。

粮食袋子上写有美国人民捐助的字样。

当地官员跟我介
绍，埃塞俄比亚不少村镇都有这种仓库，定期向村民发放粮食。

我接触的埃塞俄比亚人，对美国印象很好。

中国与埃塞俄比亚会计制度差异研究

中国与埃塞俄比亚会计制度差异研究童彤(中国江苏国际经济技术合作集团有限公司海外工程三分公司埃塞俄比亚公司,江苏南京210000)摘要:现在很多赴非投资的企业往往对所在国会计制度了解不够,很大程度上影响了企业财务管理和财务规划。

对比两国的会计制度,发现我国的会计制度相对完整,当地的会计制度主要服务于政府税收。

针对这些差异对赴埃塞俄比亚企业提出相关建议,以便投资者和财务人员参考。

关键词:会计准则;会计模式;埃塞俄比亚A bs t ract:N owadays,m any ent er pr i s es i nves t i ng i n A f r i ca of t en l ack a s uf f i ci ent under s t andi ng of t he account i ng s ys t em of t hei r hos t count r y,whi ch gr eat l y af f ect s t hei r f i nanci al m anagem ent and pl anni ng. Com par i ng t he account i ng s ys t em s oft he t wo count r i es,i twas f ound t hatChi na's account i ng s ys t em i s r el at i vel y com pl et e,and t he l ocal account i ng s ys t em m ai nl y s er ves gover nm ent t axat i on.Pr ovi de r el evant s ugges t i ons f or ent er pr i ses goi ng t o Et hi opi a t o addr es s t hes e di f f er ences,f or r ef er ence by i nves t or s and f i nanci alper sonnel.K ey w ords:account i ng s t andar ds;account i ng m odel;et hi opi a[中图分类号]E232.5[文献标识码]A[文章编号]1004-5538(2023)04-0114-030引言由于经济、文化等不确定性因素,中资企业往往面临一些财务风险与经营困境。

为什么我国在埃塞俄比亚建厂的企业多为制鞋等企业？

为什么我国在埃塞俄比亚建厂的企业多为制鞋等企业？在埃塞俄比亚建厂的中国企业多为制鞋等企业，主要基于以下
几个因素：
1.低成本劳动力：埃塞俄比亚拥有大量廉价的劳动力资源，
劳动力成本相对较低。

这对制造业领域，特别是劳动密集
型行业如制鞋业具有吸引力，因为低成本劳动力可以降低
成本，提高竞争力。

2.市场潜力和区位优势：埃塞俄比亚处于非洲东部，具有地
理位置优势，可接近非洲及其他国际市场。

埃塞俄比亚作
为人口众多的国家，在内部市场和与周边国家的贸易中具
有较大的潜力和市场需求。

3.投资环境优势：埃塞俄比亚政府致力于吸引外国投资，并
提供了一系列的税收和贸易优惠政策，包括特别经济区和
工业园区等。

这些优势有助于降低企业的运营成本，提高
投资回报率。

4.双边合作和投资机会：中国与埃塞俄比亚之间一直保持着
良好的双边关系和合作。

中国政府一直在推动非洲国家的
产业合作和投资，埃塞俄比亚成为一个相对吸引中国投资
和企业发展的目标国家。

5.可持续发展和社会责任：埃塞俄比亚政府提出了工业化和
经济发展的战略目标，积极吸引外商投资，促进就业和经
济增长。

同时，中国企业在实施投资项目时，也通常会承
担一定的社会责任，如提供稳定就业机会、推动技术转移和提升埃塞俄比亚工人技能水平等。

综上所述，制鞋等企业在埃塞俄比亚建厂的选择，主要基于低成本劳动力、市场潜力、区位优势、投资环境优势、双边合作和社会责任等因素，这提供了机遇，使中国企业能够在埃塞俄比亚建立其制造基地并开展业务。

劳动合同中的劳动合同法的国际比较

劳动合同中的劳动合同法的国际比较劳动合同是员工与雇主之间达成的一种法律约定，规定了劳动关系的权利和义务。

劳动合同法则是对劳动合同相关事宜的法律规范。

在不同国家和地区，劳动合同法的内容和适用范围可能存在差异。

本文将对劳动合同法进行国际比较，并探讨不同国家在劳动合同法上的立法差异。

一、劳动合同法的基本原则劳动合同法是为维护雇主和员工的权益，保障劳动关系的稳定和公平而制定的法律规范。

在国际上，各国都设定了一些基本的原则，以确保劳动合同的合法性和有效性。

1. 平等原则平等原则是劳动合同法的核心原则之一。

它要求雇主和员工在劳动合同签订和执行过程中平等对待，不得歧视员工的性别、种族、宗教或国籍等个人特征。

这种平等原则在国际上得到了广泛的认可和遵守。

2. 自由原则自由原则体现了劳动者的权利，即劳动力的自由流动和自由选择就业。

劳动者有权自主选择工作岗位和雇主，同时也有选择是否签订劳动合同的自由。

在国际劳动合同法中，这一原则被广泛认可并得到了保护。

3. 协商原则协商原则强调雇主和员工之间在劳动合同签订和执行过程中的平等地位和相互合作关系。

在国际上，很多国家都要求雇主和员工通过谈判和协商的方式解决劳动争议，以维护双方的利益和劳动关系的稳定。

二、不同国家的劳动合同法比较1. 德国劳动合同法德国的劳动合同法以法典的形式规定，内容详尽。

法律明确规定了劳动关系的基本原则、合同签订的要求、双方权益的保护等内容。

德国的劳动合同法注重保护劳动者的权益，强调平等原则，并设置了工会的参与机制，提高了劳动者的议价权。

2. 美国劳动合同法美国的劳动合同法主要由各州法律和联邦法律共同构成。

美国的劳动合同法较为灵活，注重保护雇主的权益，强调自由原则和契约精神。

不同州和地区的劳动合同法存在差异，但整体上强调实际执行和双方在劳动合同中的自由约定。

3. 中国劳动合同法中国的劳动合同法以国家法律的形式实施，涵盖了劳动关系的各个方面。

中国的劳动合同法注重保护劳动者的权益，强调平等原则和协商原则。

在历史方面,埃塞俄比亚与中国有哪些相似之处？

在历史方面，埃塞俄比亚与中国有哪些相似之处？随着全球各国不断加强经济、政治和文化上的交流与合作，人们对世界范围内不同国家和地区的历史和文化习俗也越来越感兴趣。

在这些各具特色的文化当中，我们不难发现，不同国家之间竟然存在着惊人的相似之处。

那么，话题来了：在历史方面，埃塞俄比亚与中国有哪些相似之处？下面，我们就来探究一下。

一、中埃两国都有悠久的历史中埃两国都是历史悠久的国家，拥有丰富的历史文化。

在中国，早在5000年前的新石器时代，人类就开始在黄河流域繁衍生息。

而在埃及，长达4000多年的古埃及文明左右开弓，留下了大量的文化遗产。

埃及金字塔、卢克索神庙等一系列古迹，更是为埃及赢得了“文明古国”的美誉。

中埃两国的历史之所以有相似之处，一方面是因为这两个国家都是古代文明的发源地之一，另一方面也因为中埃两国在历史上都曾经历过外族入侵和侵略，以及自己的文化与价值观的传承和传播。

二、文化传承方面中埃两国在文化传承方面也有很多相似之处。

比如说，中华文化非常注重家庭、孝道和尊重老人，这与埃及宗教所崇尚的家庭观念和传统也有相似之处。

此外，埃及早期文化中，神话故事和神灵崇拜都占有很大的地位，类似的情况也出现在中国的古代文化中。

在文学、艺术方面，中埃两国也有很多相似之处。

比如说，中华诗词强调意境、想象和文采，这与古埃及文学的果敢、华丽和宏伟也有很大的相通之处。

三、饮食方面在饮食方面，中埃两国虽然地理位置上相隔甚远，但饮食习惯方面还有些一致之处。

比如说，中餐的烹饪方式侧重于火候调配和调味品的使用，而埃及传统食品的烹制方法则强调烤、炸、煮等。

在主食方面，中华饮食以米饭为主，而埃及饮食则以面食和烤制食品为主。

同时，中埃两国在饮食偏好上也有一些相似之处，比如，对于油腻、甜食和辣味等都有着相同的偏好。

四、工艺方面在工艺方面，中埃两国都有着悠久的手工艺术传统，如制陶、纺织、服饰和装饰品等制作，在历史上均有过辉煌的时期。

而在现代，中埃两国的手工艺品也备受欢迎，特别是手工制造的纺织品，古老的刺绣和图案设计的运用越来越受到人们的喜爱。

跨国劳动国际企业如何处理多国劳动法的差异

跨国劳动国际企业如何处理多国劳动法的差异随着全球化的加速发展，越来越多的企业跨越国界开展业务，涉及到不同国家的劳动力。

然而，由于不同国家存在着劳动法的差异，跨国劳动国际企业面临着管理和运营的挑战。

本文将探讨如何处理多国劳动法的差异，从而确保企业在不同国家的劳动力管理合法合规。

一、了解各国劳动法的差异首先，企业需要仔细研究并了解各个国家的劳动法差异。

这包括劳动合同、工时制度、工资和福利、劳动保护等方面的规定。

例如，在某些国家，最低工资标准可能会有所不同。

而且，一些国家或地区对于临时性工作、加班和工作时间等方面也有不同的规定。

只有通过深入了解各国劳动法，企业才能更好地应对多国劳动法的差异。

二、建立统一的全球劳动标准为了应对多国劳动法的差异，企业可以考虑建立统一的全球劳动标准。

这些全球标准应该综合考虑各国的劳动法规定，并制定出能够在多国范围内适用的规定。

例如，企业可以制定全球统一的劳动合同模板，确保劳动合同在各个国家都符合当地法律要求。

此外，企业还可以制定一套全球范围内的工时制度、工资和福利方案，以确保在不同国家的劳动力都能够享受到公平合理的待遇。

三、加强法律合规团队建设为了更好地处理多国劳动法的差异，企业需要加强法律合规团队建设。

这个团队应该由具有跨国法律经验的专业人员组成，能够及时掌握各个国家劳动法的最新动态，并制定相应的应对策略。

团队成员需要与各国政府和劳动监管部门保持良好的沟通和合作关系，以确保企业在多国运营中不违反当地的劳动法规定。

四、培训和教育员工企业还应该加强对跨国劳动力的培训和教育。

培训内容应包括各国劳动法的基本要求、工作权益和劳动保护的知识等。

通过培训和教育，员工能够更好地了解自己的权益和义务，并且知道该如何在不同国家的工作环境中保护自己的权益。

同时，企业可建立一个反馈渠道，鼓励员工提供跨国劳动法实施中的问题和建议，以便及时进行调整和优化。

五、及时调整策略并遵纪守法最后，企业需要根据各个国家的劳动法要求及时调整自己的管理策略。

打工到埃塞俄比亚工资每月多少钱？

打工到埃塞俄比亚工资每月多少钱？话题：中国人去埃塞俄比亚打工的工资是多少推荐回答：工资还可以.但是中介费也是很高的.你觉得打工很有前途吗?如果想改变自己的一个生活.可以互相交流话题：想去埃塞俄比亚打工，请给点建议问：一个亲戚说，他去年在中材集团驻埃塞的一个水泥厂干了六个月，月薪八千...推荐回答：你好，他说的这种情况很普遍的，不过就是工资不高，现在好多单位外派的国外，都是办理旅游签证的，因为工作签证十分难办，到了当地后，给移民局打通关系，也就是给小费，工作签证是可以办下来的！要你交押金，可能是要买机票的，希望能帮到你！话题：埃塞俄比亚，朋友介绍去那里打工，包吃住，月薪七...推荐回答：不怎么样钱重要还是命重要自己想话题：埃塞俄比亚打工干涂料活工资问：埃塞俄比亚打工干涂料活工资推荐回答：工资这个东西悬殊太大了，不好说，但是你说干涂料活这事在这边是办不到工作许可的。

话题：埃塞俄比亚打工干涂料活工资问：埃塞俄比亚打工干涂料活工资推荐回答：照理这边不会要干涂料活的，因为这种工种可以用当地黑人，用人成本低得多，而且你要说你是干涂料活的，工作许可都办不到。

话题：去埃塞俄比亚问：月薪1000美金，是我现在工作的两倍。

一年，我去吗？我是女生推荐回答：建议不要去：你每个月能多收入500$，相当于一年48000元，但对女生而言，为了48000元冒这个险不值得。

见以下外交部及驻埃使馆的相关介绍。

/chn/wjb/zzjg/fzs/gjlb/1460/1460x0/default.htm 【人民生活】人均预期寿命4...话题：埃塞俄比亚一年人均工资折合多少rmb？推荐回答：埃塞俄比亚公务员月工资最低埃塞俄比亚民族服装标准为200比尔，最高工资1270比尔。

44%的人口每天生活费不足1美元，50%人口粮食不足15公斤/月，平均每年约500万人需粮食救济。

一看也知道很低~话题：去埃塞俄比亚打工修路工资一年多少?推荐回答：一般都是1500-1800美金一个月，好的公司年底会发点奖金，希望能帮到你！记得采纳哦！话题：中国到埃塞俄比亚架桥的和做饭的工资一年多少推荐回答：差不多的，架桥的一般是1700美元一个月，做饭的1500美元一个月，希望能帮到你！话题：有在国外埃塞做瓦工活的吗？工资呢？推荐回答：不是人才市场出国务工部门的不要去了，骗人的都是打着高工资的旗号骗你钱的，还有埃塞俄比亚真的不是太好具体的自己去网上看看吧…。