ijue haki yako upate usalama wako

TERMINATION OF EMPLOYMENT Termination means the act of bringing a contract of service to an end. It must be understood that this is due to procedures other than disciplinary measures. When a contract is brought to an end through disciplinary measures it is called dismissal. Therefore the points of determination here is otherwise than the ones governed by the Security of Employment Act. This is because the Employment Ordinance is not concerned with disciplining the employees but the Security of Employment Act deals with disciplinary matters. Termination of employment should only take place in cases of serious or repeated misconduct, when the employer is justified in concluding that the misconduct has made the employment relationship intolerable to be continued. When considering whether a termination for misconduct is fair, the chairperson should consider the following; 1. Whether the employee contravened a rule or standard regulating conduct relating to employment. 2. If

IN THE HIGH COURT OF TANZANIA AT DAR ES SALAAM CIVIL APPEAL NO. 114 OF 2002 ALLAN T. MATERU APPELLANT/APPLICANT VERSUS AKIBA COMMERCIAL BANK RESPONDENT RULING ORIYO. J The applicant, Allan Materu, sued his former employer, Akiba Commercial Bank, for special and general damages arising from termination of employment. The claim filed at the Kisutu Resident Magistrate's court as Civil Case No. 70 of 2001 was determined in favour of the respondent. The applicant was dissatisfied and filed Civil Appeal No. 114 of 2002 against the trial court decision. The Memorandum of Appeal contained two complaints against the trial court decision:- 1. That the trial court erred in deciding that the termination of the appellant's employment had no connection with the criminal case facing the appellant. 2. The trial court erred in deciding that it was not mandatory for the respondent to suspend the appellant while facing criminal charges.  Parties were grante

DIRECTOR OF PUBLIC PROSECUTIONS v ELIATOSHA MOSHA AND ANOTHER 1984 TLR 28 (CA) Court Court of Appeal of Tanzania - Mwanza Judge Nyalali CJ, Mustafa JJA and Kisanga JJA November 28, 1984 CRIMINAL APPEAL 24 OF 1983  B   Labour Law - Employment Ordinance - Complainant driving and keeping respondent's taxi and retaining 20% of earnings - Whether relationship of Employer and employee existed to attract prosecution for breaches of the Employment Ordinance.  C   [zHNz] Headnote This is a second appeal by the Director of Public Prosecutions and it concerns a case in which the respondents were charged in the District Court at Mwanza for breaches of certain provisions of the Employment Ordinance, Cap. 366, and the Regulation of Wages and Terms of Employment  D  Ordinance, Cap. 300 and the Workmen's Compensation Ordinance, Cap. 263. Detailed facts appear in the judgment. Held: To enable the court to decide satisfactorily whether, on the facts, there existed in l

I.S. MSANGI V. JUMUIYA YA WAFANYAKAZI AND WORKERS DEVELOPMENT CORPORATION 1992 TLR 259 (CA) Court: Court of Appeal of Tanzania - Dar Es Salaam  Judge: Makame JJA, Kisanga JJA, Omar JJA  26th August, 1992 H  [zFNz]Flynote Tort - Defamation - Defence of qualified privilege - Publication to a person not having corresponding interest and duty to receive the publication - Whether defence available Labour Law - Employment - Wrongful termination - Employee's right to be heard before termination. 1992 TLR p260 [zHNz]Headnote The appellant sued the respondents in the High Court for defamation and wrongful A termination of employment. The basis of his suit for defamation was that a defamatory statement relating to him was published to persons not having corresponding interest and duty to receive the publication. The defamatory statement was contained in a probe B team report which instead of being published to the general council of JUWATA whic

(a) Katika Kifungu cha 89 cha Sheria hiyo inatamkwa kwamba mtu yeyote anayetumia lugha ya kudhalilisha aidha kwa kutamka au kwa ishara dhidi ya mtu yeyote katika hali ambayo inaweza kusababisha uvunjifu wa amani, mtu huyo atakuwa ametenda kosa la jinai na atakapotiwa hatiani atatumikia adhabu ya kifungo cha miezi sita jela. (b) Katika kifungu cha 135 Sheria hiyo inatamkwa kwamba mtu yeyote atakayemdhalilisha mtu yeyote kwa kumbughudhi aidha kwa kutumia maneno, sauti au ishara au kitu kitakachoashiria matusi na endapo atapatikana na hatia kwa kosa hilo atapewa adhabu ya kifungo cha muda wa miaka mitano au kulipa faini ya fedha kwa kiasi kisichozidi shilingi laki tatu au adhabu zote mbili kwa pamoja. (c) Katika Kifungu cha 138 D inatamkwa kwamba ni kosa la jinai kwa mtu yeyote kufanya udhalilishaji wa kijinsia kwa mtu mwingine. Mtu yeyote mwenye dhamira ya kutenda uovu endapo atamshambulia mtu yeyote aidha kwa maneno au vitendo kwa nia ya kumuudhi au kumdhalilisha kujinsia mtu huyo ataku

SABABU YA KUTOA TALAKA MAHAKAMANI Kabla ya kupeleka shauri au maombi(petition) mahakamani ya talaka, mwanandoa husika hana budi kufuata au kuzingatia hatua zifuatazo; a) kufungua au kupeleka malalamiko kwenye Baraza la Usuluhishi la Ndoa kwa mfano Bakwata, kanisani,Ustawi wa Jamii au Baraza la Kata.  b) Baraza litasikiliza, na endapo litashindwa mapatano au muafaka kati ya wanandoa hao, basi baraza litatoa cheti ambacho kitaeleza kuwa limeshindwa kusuluhisha mgogoro wa ndoa na kuomba mahakama kuendelea kutoa talaka.  c) Baada ya mwanadoa mmoja kupata cheti hicho basi atatakiwa atayarishe madai ya talaka akionyesha kuwa kulikuwa na ;-  Ndoa halali,  Kuna mgogoro kati yao, watoto,  Mali walizochuma wakati wa ndoa yao,.  Muombaji huyo ataiomba mahakama hiyo itoe amri ya talaka, mgawanyo wa mali zilizochumwa kwa nguvu za pamoja,mamlaka ya kukaa na watoto na matunzo yao,gharama za madai / shauri. Ili mahakama itoe talaka sababu kadha huangaliwa na mahakama. Sababu hi

TOFAUTI YA KUTENGANA NA TALAKA KUTENGANA  Kutengana si talaka. Kutengana maana yake ni hali ambayo mke na mume hukaa mbalimbali. Kukaa mbalimbali au kutengana kwaweza kuwa kwa mapatano kati ya wanandoa hao au kutengana kwaweza kuwa kwa amri ya mahakama. Mahakama itatoa amri hiyo endapo mmoja wao atapeleka maombi mahakamani. Faida ya kutengana wote au mmoja wao waweza au aweza kutambua makosa na baadaye kukata shauri kurudiana au kuishi tena.  Kutengana kwa mapatano ,  Ni kutengana kwa hiari yao wenyewe bila shuruti.  Mapatano hayo yaweza kuwa ya maandishi au ya mdomo. Mambo kadha yaweza kuzingatiwa wakati wa makubaliano kama; heshima kwa kila mmoja, matumizi / matunzo,watoto kama wapo watakaa na nani, mali ya pamoja je itatunzwa namna gani na kutobughudhiana.  Kutengana kwa amri ya mahakama , hii ni hali ya mume na mke kutengana kwa amri ya mahakama na mahakama imeridhika kuwa ndoa imevunjika. Ushahidi wa kuwa ndoa imevunjika ni ushahidi ambao unaweza kutolewa mbele ya