A calendar charting the dates and the evolution of the main laws and regulations that affect the management of human resources the Democratic republic of Congo.

1. MODULE: MBALN-609
ORGANIZATIONS & HR MANAGEMENT
Assignment 2 - Calendar
By: Michel Kalemba Muanasaka
26 October-13 December 2015

2. Brief
1. Introduction
2. The Report
3. Calendar
4. references
1. Introduction
This is the second Assignment: a calendar charting the dates and the evolution of the main laws
and regulations that affect the management of human resources the Democratic republic of Congo.
The purpose of the report is to answer the following questions:
• Do the laws and regulations favor employers, employees, the government, etc.?
• What is the impact of the laws and regulations on organizational ability to employ Strategic
Human Resource Management principles in the management of human capital?
2. Report
The Democratic Republic of Congo has signed several international labor Conventions including
the following: C111 on discrimination, C100 and C118 on equal remuneration and treatment, C087
and C135 on freedom of association and representation of workers, C0 95 on the protection of
wages, C158 on termination of employment [1]
The constitution of the Republic, the Congolese Labor Code, several presidential orders,
ministerial decrees and collective agreements have significantly evolved within the last 20 years
regarding the human resources management in my country. More and more you will hear about
the fight against discrimination in employment, the pay rise, benefits, freedom of associations and
labor unions, etc.
Most of time, the big deal remains in implementing laws and regulations which were put in place
based on political calculations [2].
Thus one can enumerate several cases of violations of labor laws and regulations in our country.
The repressive measures being weak, for example, no more than 2,000 CFDs (about 2 USD) to be
paid fine by employer guilty of discrimination against a woman because of her pregnancy, no more
than 20,000 CFD (22 USD) for discrimination of a person with disability, 25,000 CFDs (about 27
USD) for violating the freedom of designation of workers' representatives [3], to mention only that
This may be beneficial to badly intentioned employers who may decide, at any time, to violate the
workers’ rights, without fearing the cost.
Yakussu, through his DESS Memory reported that sometimes, the courts that are supposed to
enforce the law to protect the victims also suffer the interference of political authorities or even the
corruption from businessmen [2]. While disadvantaging the government as an institution in need of
practices that contribute to the overall strategy of worker protection and satisfaction. A workforce
that feels well protected feels satisfied and becomes competitive and profitable for the company
and thus for the country.
Despite that the employment discrimination is prohibit by laws and regulations, several
discriminatory practices are reported in labor workplace [1].
The country's Constitution, the Labor Code and other laws promote the freedom of association and
labor union. Some employers and even some political authorities resort to this freedom so as to

3. weaken the trade union movement and to counter their actions by creating phantom unions [4] for
example.
The salary and benefits improvement has not evolved much, there is still much to do.
The labor code is not eloquent on recruitment. Most organizations rely on the collective agreement
to organize recruitment. (Ilanga LOKOFO AIME 2007) Labor Code Section 279 [1]
The government has set up an institute of professional preparation, which provides quality and
diversified vocational training. But much remains to be done to extend this institute through the
country's provinces.
1. Overall there are many laws in the country inspired by international legal instruments that would
promote fairness and equity for both employees and employers, and also for the government,
provided to get rid of corruption and political interference.
2. According to this analysis, there are laws and regulations that have a positive impact because
almost all are inspired by international labor conventions, but as per weak political will, making it
difficult to be put in action. Consequently this has a negative impact on organizational ability to use
the principles of strategic management of human resources in human capital management.
The impact result in dissatisfied and demotivated, less trained, less protected employees that
results also in loss of ability to employ strategic HRM principles, loss of performance and
productivity for companies and for all the country.
In this context, companies may find it a bit difficult to apply principles associated with strategic HR
management involve aligning all HR activities to the company's goals and objectives, provided the
difficulties to ensure that all functions, such as marketing, finance, manufacturing and sales, get
the right resources, the HR department enables the company's long-term success [5].
3. CALENDAR
1. Employment discrimination and workplace safety
18/02/2006 Congolese Constitution
20/06/2001 C111, Discrimination (Employment and Occupation) Convention , 1958
03/04/1987 C102, Social Security (Minimum Standards) Convention, 1952.
06/16/1969 C100, Equal Remuneration Convention, 1951
04/19/1968 C081, Labor Inspection Convention, 1947
01/11/1967 C118, Equality of Treatment (Social Security) Convention, 1962
08/09/1967 Ordonnance loi No. 67-310 portant Code du travail
16/10/2002 Loi No. 015/2002 portant nouveau code du travail
2. Governance and relationships between employers and employees including the use
of collective bargaining agreements or labor unions.

4. 04/08/2009 Note circulaire n°12/CAB.MIN/ETPS/05/09 du 14 août 2009 relative aux instructions
procédurales pour l'usage du droit de grève en République Démocratique du Congo aux
Organisations Professionnelles des Employeurs et des Travailleurs, Entreprises et Etablissements
de toute nature.
18/09/2007 Décret n° 07/10 du 18 septembre 2007 portant création, organisation et
fonctionnement d'un cadre permanent du dialogue social, en sigle "C.P.D.S".
18/02/2006 Congolese Constitution
12/10/2004 Arrêté ministériel n° 12/CABIN.MIN/TPS/ar/NK/054 du 12 octobre 2004 fixant les
modalités de la représentation et de recours électoral des travailleurs dans les entreprises ou les
établissements de toute nature.
20/06/2001 C087, Freedom of Association and Protection of the Right to Organise Convention,
1948
20/06/2001 C135, Workers' Representatives Convention, 1971
07/27/1972 Ordonnance Loi No. 72-028 autorisant la création de l'association nationale des
entreprises zaïroises (actuelle FEC)
06/16/1969 C098, Right to Organise and Collective Bargaining Convention, 1949
08/09/1967 Ordonnance loi No. 67-310 portant Code du travail
09/20/1960 C011, Right of Association (Agriculture) Convention, 1921
3. Wage and benefits requirements
30/04/2008 Ordonnance n° 08/040 portant fixation du SMIG
18/02/2006 Congolese Constitution
03/04/1987 C150, Labour Administration Convention, 1978
06/16/1969 C095, Protection of Wages Convention, 1949
05/09/1967 C117, Social Policy (Basic Aims and Standards) Convention, 1962
08/09/1967 Ordonnance loi No. 67-310 portant Code du travail
09/20/1960 C131, Minimum wages fixing Convention, 1970.
4. Employee hiring, training and termination
18/02/2006 Congolese Constitution
27/07/1990 arrêté ministériel n°70/0010 sur la réglementation du travail des étrangers
(pourcentages autorisées)

5. 03/04/1987 C158, Termination of Employment Convention, 1982
31/03/1987 arrêté départemental n°86/001 déterminant la liste des emplois interdits aux étrangers
21/01/1987 arrêté département n°87/005 déterminant les conditions d'engagement des expatriés
08/09/1967 ordonnance-loi n°67-310 portant code du travail
4. References
[1] L'applicabilité des conventions internationales du travail ratifiées par la RDC, par Sam YAKUSSU
BOKAWENYAMA
Université de Kinshasa RDC - Diplôme d'études supérieures spécialisées ( DESS ) 2007
[2] Le code du travail est constamment violé, selon un syndicat des travailleurs, Publié le lun, 07/10/2013,
http://www.radiookapi.net/regions/national/2013/10/07/rdc-le-code-du-travail-est-constamment-viole-selon-
syndicat-des-travailleurs/
[3] loi n° 015 /2002 portant nouveau code du travail
[5] About Strategic HR: Theory & Principles, http://smallbusiness.chron.com/strategic-hr-theory-principles-
17495.html
[3] Constitution de la République Démocratique du Congo du 18 février 2006
[4] http://www.ilo.org/wcmsp5/groups/public/---ed_dialogue/---
actrav/documents/publication/wcms_143550.pdf
[5] Loi n° 11/002 du 20 janvier 2011 portant révision de certains articles de la Constitution de la République
Démocratique du Congo du 18 février 2006
[6] LISTE DES CONVENTIONS INTERNATIONALES RATIFIEES PAR LA RDCONGO,
http://www.africaefuture.org/fnc
[7] List of International Labor Organization Conventions,
https://en.wikipedia.org/wiki/List_of_International_Labour_Organization_Conventions
[8] Ordonnance n° 08/040 du 30 avril 2008 portant fixation du salaire minimum interprofessionnel garanti,
des allocations familiales minima et de la contre-valeur du logement,
http://www.ilo.org/dyn/natlex/docs/SERIAL/79340/92928/F691772525/ORDONNANCE%20%202008%20SM
IG.pdf
[9] Le Comité pour l'Élimination de la discrimination à l'égard des femmes examine le rapport de la
République démocratique du Congo,
http://www.ohchr.org/FR/NewsEvents/Pages/DisplayNews.aspx?NewsID=13530&LangID=F