The Employment Act, 2007 provides general terms and conditions of employment in Kenya and repealed previous employment laws. It prohibits discrimination in employment, requires contracts and pay statements, provides for benefits like leave, sick pay and maternity/paternity leave. Employers must comply with requirements around records, notifications, and dispute resolution procedures.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
The Sexual Harassment at The Workplace (Prevention, Prohibition and Redressal) Act and Rules, 2013 have been notified by the ministry of WCD. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India that seeks to protect women from sexual harassment at their place of work. It was passed by the Lok Sabha (the lower house of the Indian Parliament) on 3 September 2012. It was passed by the Rajya Sabha (the upper house of the Indian Parliament) on 26 February 2013. The Bill got the assent of the President on 23 April 2013.The Act came into force from 9 December 2013.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
The Sexual Harassment at The Workplace (Prevention, Prohibition and Redressal) Act and Rules, 2013 have been notified by the ministry of WCD. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India that seeks to protect women from sexual harassment at their place of work. It was passed by the Lok Sabha (the lower house of the Indian Parliament) on 3 September 2012. It was passed by the Rajya Sabha (the upper house of the Indian Parliament) on 26 February 2013. The Bill got the assent of the President on 23 April 2013.The Act came into force from 9 December 2013.
This presentation was made to show how discipline plays an important role in every one's life's , if one follows discipline in his or her life, he or she can achieve any target , we have also shown the various disciplinary actions that could be taken against the employees if he does not follow the rules laid down by the employer and the process of disciplinary actions
If you’re in the process of launching a business or are reevaluating your employment contract, below are some key components that you should be sure to include!
In this presentation, we will discuss the characteristics of systematic promotion policy, principles, types and meaning of Transfer, promotion and demotion.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
This presentation was made to show how discipline plays an important role in every one's life's , if one follows discipline in his or her life, he or she can achieve any target , we have also shown the various disciplinary actions that could be taken against the employees if he does not follow the rules laid down by the employer and the process of disciplinary actions
If you’re in the process of launching a business or are reevaluating your employment contract, below are some key components that you should be sure to include!
In this presentation, we will discuss the characteristics of systematic promotion policy, principles, types and meaning of Transfer, promotion and demotion.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
This "Brief Guide" gives information on Contracts of Employment in the Republic of Ireland including minimum required terms and conditions and more information on permanent, fixed term and specific purpose contracts. This document can be downloaded at http://www.collierbroderick.ie/Services/HR%20Administration/Contract%20of%20Employment.asp
Gratuity is an old age retiral social security
benefit. It is a lump sum payment made by an
employer to an employee in consideration of
his past service when the employment is
terminated. In the case of employment coming
to an end due to retirement or superannuation,
it enables the affected employee to meet the
new situation which quite often means a
reduction in earnings or even total stoppage of
earnings. In the case of death of an employee,
it provides much needed financial assistance
to the surviving members of the family. Gratuity
schemes, therefore, serve as instruments of
social security and their significance in a
developing country like India where the general
income level is low cannot be over emphasised.
Presentation will be useful for industry practitioners, students as well as auditors. It provides a quick and easy reference to all the operational provisions of the act.
Please be informed that the Labour Code numbered 4857 (“Labour Code”) regulates the working conditions and also rights and obligations of the employees and employers. The Labour Code shall apply to all employers, employer representatives, employees and workplaces except those listed under Article 4 of the Labour Code. There are two types of termination of the employment contract stipulated under the Labour Code; 1) Termination with notice period and 2) Immediate Termination due to justified reasons.
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Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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1. The Salient Features of the Employment Act, 2007
The Employment Act, 2007 (also known as the Chapter 226 of the Laws of Kenya) repealed the
former Employment Act and the Regulation of Wages and Conditions of Employment Act
Chapter 229 of the Laws of Kenya.
This Act, whose commencement date was 2nd June, 2008, provides for general terms and
conditions of employment in Kenya and applies to both domestic and foreign contracts of
employment.
The following are the main features of the Employment Act, 2007.
1. Section 5 (3) of the Act provides that no employer shall discriminate, directly or indirectly,
against any employee or prospective employee or harass an employee or prospective employee on
the ground of race, colour, race, language, religion, political or other opinion, nationality, ethnic or
social origin, disability, pregnancy, mental or HIV status or in respect of recruitment, training,
promotion, terms and conditions of employment, termination of employment or other matter arising
out of the employment. Further, subsection (4) thereof provides that an employer shall pay his
employees equal remuneration for work of equal value. It should be noted that any employer who
violates this provision may be prosecuted for a criminal offence under subsection (5) thereof.
2. Section 6 of the Act outlaws all forms of sexual harassment at places of works. This provision
require every employer to take steps to ensure that no employee is subjected to sexual harassment of
any form and take disciplinary measures as deemed appropriate against any of his employees who
subjects another employee to sexual harassment. Further, under subsection (2) thereof, an employer
who employs twenty (20) or more employees should in consultation with the employees or their
representatives, if any, issue a policy statement on sexual harassment, which shall be brought to the
attention of every person under the employer’s direction.
3. Section 7 of the Employment Act provides that “no person shall be employed under a contract
of services except in accordance with the provisions of the Act”. Section 8 goes ahead to provide
that the provisions of the Employment Act apply to both oral and written contracts of employment..
4. Under section 9 of the Act, a contract of service (a) for a period or a number of working days
which amount in aggregate to the equivalent of three (3) months or more, or which provides for the
performance of any specified work which cannot reasonably be expected to be completed within a
period or a number of working days amounting in aggregate to the equivalent of three (3) months;
must be writing.
5. Under the aforesaid section, it is obligation and duty of the employer to have the contract of
employment prepared in accordance with the provisions of the law and ensure that the same is
signed the employee.
2. 6. Under section 10(1) of the Employment Act, a written contract of service specified under
clause 9 above, shall state the particulars of employment, which may, subject to section 10(3) of the
Act, be given in instalments and in any event not less than two (2) months after the beginning of
employment. Under subsection (2) of thereof, a written contract of service shall contain the
following particulars or details:
(a) the name, age, permanent address and sex of the employee;
(b) the name of the employer;
(c) job description of the employment;
(d) the date of commencement of the employment;
(e) form and duration of the contract;
(f) the place of work;
(g) the hours of work;
(h) remuneration scale or rate of employment, the method of calculation of that remuneration and
details of any other benefit;
(i) date on which employee’s period of continuous employment began, taking into account any
employment with a previous employer which counts toward that period; and
(j) any other prescribed matter.
Please not that under section 10(5), where any of the matters highlighted above changes, the
employer shall in consultation with the employee, revise the contract to reflect such changes and
notify the employee of the change in writing.
Further, under section 10(6) of the Act, the employer shall be required to keep records of the above
particularly for a period of at least 5 years after the termination of employment.
If not contained in the contract of service, the employer shall also be required to prepare a statement
containing the following particulars which can be incorporated into the contract of service by
reference:-
(a) any terms and conditions of employment relating to any of the following:
(i) entitlement to annual leave, including public holidays and holiday pay;
(ii) incapacity to work due to sickness or injury including any provisions of sick pay; and
(iii) pension and pension schemes;
3. (b) the length of notice which an employee is obliged to give and entitled to receive to terminate his
contract of employment;
(c) where employment is not intended to be for an indefinite period, the period for which it is
expected to continue or; if it is a fixed term, the date when it will end;
(d) the place of work or, where the employee is required or permitted to work at various places of
work, an indication of that place of work and address of the employer; and
(e) disciplinary rules and disciplinary procedure.
5. Please note that under section 13 of the Employment Act, if, after the material date there is a
change in any of the particulars under sections 10 and 12 of the Act, the employer shall give to the
employer a written particular of changes at least one (1) month after the changes. Under section 16
of the Employment Act, where an employer does not give an employee a statement as required
under sections 10, 12 and 13 aforesaid, or an itemised pay statement required under section 20 of
the Act, the employee may file a complaint with the labour officer.
6. Under section 15 of the Employment Act, an employer shall display a statement in the
prescribed form of the employee’s rights under the Act in a conspicuous place, which is accessible
to all employees.
7. Under section 17 (6) of the Act, if any employer advances to an employee a loan in excess of
the amount of one (1) month’s his wages, or in case of an employee with written contract, two (2)
months’ wages, the excess shall not be recoverable in a court of law. This section therefore implies
that if an employer advances any loan to an employee, the employers shall be obliged to take a
separate security from the employee to secure the repayment.
8. Under section 20 of the Act , an employer shall be required to give every employee (except a
casual employee or an employee engaged on piece rate or task rate terms of any period not
exceeding 6 months) an itemised pay statement either at or before the time of payment of the
salaries and wages. At the minimum, such statement should contain the following particulars:-
(a) the gross amount of the wages or salary of the employee
(b) itemised statutory deductions; and
(c) net pay
9. An employer who is not incorporated or resident in Kenya may be required by the Minister to
pay bond assessed at the equivalent of one month’s wage of all the employees employed or to be
employed by such employer.
10. The annual leave is twenty one (21) days with full pay after every twelve (12) consecutive
months of service . Where employment is terminated after the completion of two (2) or more
4. consecutive months of service, the employee is entitled to one and three-quarter (1 ¾ ) days of leave
with full pay in respect of each completed month of service.
11. The Employment Act states that every employee shall be entitled to one (1) day of rest for every
week of service.
12. Under section 30 of the Employment Act, 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 to sick leave of seven (7) days with half pay, in each period of twelve
(12) consecutive month of service, subject to the production by the employee of a certificate of
incapacity to worked signed by a duly certified medical practitioner.
13. Under section 29 of the Employment Act, women employees are entitled to three (3) months
maternity leave with full pay besides the normal annual leave aforesaid. On the other hand, male
employees are entitled to two (2) weeks paternity leave.
14. House allowance should be given to an employee unless where gross salary is stated to be
inclusive of house allowance (section 31 the Employment Act).
15. Under section 34 of the Act, an employer is under an obligation to provide medical treatment
to his employees during time of service and if possible medical attendance during serious illness.
As a result provision, the employer should take up a medical insurance scheme for the benefit of
his employees. Further, under Work Injury Benefits Act, the employer is obligated to pay
compensation to an employee who has sustained personal injury or death as a result of accidents
sustained either out of or in the course of employment. Again, an employer can take out a
workmen’s compensation insurance to meet such claims.
16. Under section 42 of the Employment Act, 2007, probationary period for a new hiring or
employee should not exceed six (6) month. A probationary contract of employment can be
terminated by a seven (7) days’ written notice by either party.
17. Under section 43 of the Employment Act, in any claim arising from termination of a contract of
employment, the employer must prove reason or reasons for the termination of employment. If he
fails to do so, he shall be deemed to have terminated the employee unfairly.
18. The Employment Act provides for quite elaborate dismissal, termination, redundancy, and
complaint procedures. Therefore, where an employer intend to terminate an employee it would be
advisable to approach a lawyer for detailed advice.
19. Under the Employment Act, employers are required keep and maintain records of their
employees including records of disciplinary actions taken against such employees. Such records
should provide for the particulars specified in section 74 of the Act.
5. 20. Under section 76 of the Employment Act, every employer who employs twenty five ( 25) or
more employee is require to comply with the provisions of Part X of the Act. Under subsection (2)
thereof, such employer must notify the Director of Employment of every vacancy occurring in this
establishment, business or work place in the prescribed form. The employer is also required to
notify the Director of every recruitment, abolition of posts, termination or lay-off of employees
within two (2) weeks from their taking effect. Such an employer must also maintain a register of all
his employees in every calendar year and send this to the Director not later than 31st January of the
following year.
21. Under section 83 of the Act, a foreign contract of service must be in the prescribed form, and
must be signed by both parties and attested by a labour officer.
22. Under section 90 of the of the Employment Act, no civil action or proceedings based or arising
out of the Act or a contract of service in generally shall lie unless it is commenced within three (3)
years next after the act, neglect, or default complained of or the case of continued injury or damage,
within twelve (12) months next after cessation thereof.
23. Under the Act, all labour and employment related disputes shall be handled exclusively by the
newly established Industrial Court, which is established under the Labour Institutions Act, 2007.