Directives and Guidelines of Ethiopian Civil Service Agency
Permanent Employment Directive
Temporary Employment Directive
Guards Improved Working Hours Directive
Qualification Requirement Directive
Health & Occupational Safety Guideline
TVET Certificate & Diploma Employment Salary Level
Circular on Proclamation No 515-1999 EC -Explanation of Federal Civil Service Agency
One of the controversies surrounding the new private organization employee’s pension proclamation has been the effect of resignation on entitlement to pension benefits. Based on the length of service of the employee, resignation could have three different effects.
1. When the length of service of the employee is greater than or equal to 10 years but less than 20 years of service, resignation results in reimbursement of the employee’s contribution excluding contribution made by his employer.
2. If the employee resigns after serving for less than 10 years, he will relinquish his right to reimbursement. He will just leave empty-handed.
3. If the length of service is greater than or equal to 20 years but less than 25 years the employee will be entitled to get full retirement pension but payment will be made upon attainment of retirement age.
4. If the length of service of the employee is greater than or equal to 25 years , resignation results in entitlement to full retirement pension which will start to be paid beginning five years prior to retirement age.
As indicated above, an employee who resigns after serving for less than 10 years is not entitled to claim his own contribution. Although this has become a point of controversy in light of the new private organizations pension proclamation, a similar limitation has existed for more than 40 years in case of government employees’ pension laws.
In this regard one of the oldest pension laws of the country ( Public servant’s pension decree No. 46/1961) reads:
“A public servant who voluntarily resigns prior to completing 10 years of service shall be entitled to no benefits hereunder” (Article 8(a) of Public servant’s pension decree No. 46/1961)
All subsequent pension legislations have adopted a similar position regarding the effect of resignation before 10 years of service. During this time no strong criticism has been heard against such statutes.
What follows is a brief analysis or criticism of the new law and previous statutes as regards their prohibition of reimbursement of employee’s contribution. I will also try to forward some advice to employees who want to quit their job but still get their own contribution by way of reimbursement even if they have served for less than 10 years.
The meaning of resignation
In order to deny an employee of his own contribution by way of reimbursement, two cumulative conditions have to be established. First, it has to be proved that the length of service year of the employee is less than 10 years. Additionally, the ground of termination of the employment contract should be one which could properly be categorized as resignation. Establishing the second condition requires legally defining ‘resignation’ and examining the specific circumstances to determine whether they fall under the elements of the definition. Both of the newly enacted pension laws i.e. Government employees’ pension proclamation No. 714/2011 and the private organization employees pension proclamation No. 715/2011 do not define the term resignation. Similarly although, resignation by the employee is one of the grounds of termination of employment contract in the labour proclamation No. 377/06, no where is the term defined.
Generally speaking, resignation refers to the acts or instances by which an employee willfully or upon his own consent quits his job. The presence of consent is very important to ascertain the existence of resignation. However, the presence of consent could not be taken as a sole test of resignation. In certain cases, a willful act by the employee may not be regarded as resignation. On the other hand, the act of quitting a job by the employee may not be taken as indicative of the presence of consent. It is possible that he may resign but without his consent.
To make things clear let me just raise two questions which are crucial for the clear understanding of the term resignation.
The above two questions make it clear that in order to deny an reimbursement to an employee whose length of service is less than 10 years, it is of primary importance to come up with a valid and clear definition of the term resignation.
In order to provide a logical answer to the above question and come up with a working definition of resignation in light of the Ethiopian pension laws, it will be helpful to refer to some of the relevant provisions of the labour proclamation.
As regards the first question, article 25 of the labour proclamation provides that the employee and the employer could reach at an agreement to put an end to their employment contract. For such an agreement to be considered as valid it has to be concluded in writing. Article 25 is found under section one of chapter two of the labour proclamation. Chapter two is a general provision which lists down all the grounds of termination of employment contract. According to 23 of the proclamation, a contract of employment shall only be terminated;
Resignation as a ground of termination is categorized under ‘termination of employment contract by the initiation of the worker’
Therefore, this will lead us to the conclusion that a mutual agreement to terminate an employment contract, even though, is clearly a willful act of the employee to quit his job, is not a case of resignation. This means in effect a an employee who has a service year of less than 10 years could avoid the harsh effects of unilateral resignation, by making an arrangement with his employer for a mutual, bilateral agreement.
So my first advice for government employees and private organization employees covered by the pension laws is this:
Sometimes, the employment contract may be terminated upon the initiation of the employee (his own unilateral act), but with a defective consent. This happens when an employee quits his or her job due to intolerable undue pressure of the employer. So the question raised above is: “when an employee quits his job because the employer through his conduct has engendered his health and dignity, is it resignation?” Resignation due to undue influence of the employer is what is known as constructive dismissal in labour law. It is a usually taken as one instance of dismissal by an employer.
The labour proclamation recognizes ‘constructive dismissal’, even though it does not specifically employ such term. The ordinary case of resignation is dealt in article 31. Accordingly, an employee could at any time resign from his job without any valid ground. He has to simply give a one month notice to his employer.
The employee may terminate his employment contract without notice, provided that one of the grounds in article 32 is fulfilled. Practically speaking article 32 is a typical case of constructive dismissal. Grounds under this article include:
An employee who quits his job due to one of the above grounds is entitled;
A. A compensation equal to thirty times his daily wages of the last week of service
B. Severance pay even though his length of service is below the minimum threshold of five years
This, beyond doubt, indicates that constructive dismissal is recognized under Ethiopian labour law and is not synonymous with resignation. Therefore, resignation as indicated in the pension laws should not be interpreted as if it includes acts or instances of constructive dismissal.
The paradox
Ethiopian law prohibits employee’s own contribution if he resigns and has a service year of less than 10 years. However, an employee having a service year of less than 10 years is still entitled to his contribution if;
There is also another 3rd mechanism. And this makes Ethiopian pension law hard to understand.
Both pension laws provide that an employee who has served for less than 20 years and whose employment contract is terminated for reasons or grounds not mentioned in the respective pension proclamations is entitled to reimbursement of his own contribution.
There are three main grounds of termination of employment mentioned by the pension proclamation. These are attaining retirement age, incapacity due illness or sickness (the specific term used by the proclamation is “health problems”) and incapacity due to employment injury. Resignation is also mentioned as one ground of termination with its own special effect as regards entitlement to reimbursement of the employee’s contribution or pension payment depending on the length of service. Therefore, any ground other than these will validly entitle an employee to his own contribution, if his length of service is less than 20 years.
Grounds not mentioned in the pension proclamations may be dismissal for misconduct, dismissal on operational grounds (reduction of workers), termination due to closure or bankruptcy of the undertaking etc…
Take the case of dismissal.
According to Ethiopian pension law, if you are dismissed for misconduct and your length of service is less than 10 years you will be entitled to reimbursement of your own pension contribution. But, if you simply resign after serving your employer for less than 10 years, you don’t get a penny.
What then would any reasonable employee do to get reimbursement if his/her length of service is less than 10 years?
Resign? Or get dismissed?
If you are absent for five consecutive days, you will be dismissed. If you commit any of the offences listed under article 27 of the labour proclamation, the effect is clearly your dismissal. It is bad that you are dismissed. But it is good if your length of service is less than 10 years, because you can now get reimbursement. On the contrary, if you simply leave your job peacefully, and have less than 10 years length of service you don’t get any reimbursement.
DOWNLOAD Labour Proclamation No. 377-2003 (pdf)
PROCLAMATION No. 377/20
Whereas it is essential to ensure that worker-employer relations are governed by the basic principles of rights and obligations with a view to enabling workers and employers to maintain industrial peace and work in the spirit of harmony and cooperation towards the all-round development of our Country;
Whereas it has been found necessary to guarantee the right of workers and employers to form their respective associations and to engage, through their lawful elected representatives, in collective bargaining, as well as to lay down the procedure for the expeditious settlement of Labour disputes, which arise between workers and employers;
Whereas it is necessary to strengthen and define by law the powers and duties of the Government organ charged with the responsibility of inspecting, in accordance with the law, Labour administration, particularly Labour conditions, occupational safety, health and work environment;
Whereas it has been found necessary to revise the existing law providing for the basic principles which govern worker-employer relations and for Labour conditions taking into account the political, economic and social policies of the Government and in conformity with the international conventions and other legal commitments to which Ethiopia is a party with a view to translating into practice the objectives referred to above;
Now, therefore, in accordance with sub-article 1 and 3 of Article 55 of the Constitution of the Federal Democratic Republic of Ethiopia, it is here by proclaimed as follows:
1. Short Title
This Proclamation may be cited as the “Labour Proclamation No. 377/2003.”
2. Definitions
In this Proclamation:
1/ “employer” means a person or an undertaking who employs one or more persons in accordance with Article 4 of this Proclamation;
2/ “undertaking” means any entity established under a united management for the purpose of carrying on any commercial, industrial, agricultural, construction or any other lawful activity;
Any branch carrying on the activities of an undertaking which is designated separately and which enjoys operational or organizational autonomy shall be deemed to be a separate undertaking;
3/ “worker” means a person who has an employment relationship with an employer in accordance with Article 4 of this Proclamation;
4/ “minister” or “ministry” means the Minister or Ministry of Labour and Social Affairs respectively; or Bureau of Regional Labour and Social Affairs.
5/ “work rules” means, subject to the provisions of this Proclamation and other relevant laws, an internal rules which govern working hours, rest period, payment of wages and the method’s of measuring work done, maintenance of safety and the prevention of accidents, disciplinary measures and their implementation as well as other conditions of work;
6/ “conditions of work” means the entire field of relations between workers and employers and shall include without any limitation, hours of work, wage, leave, payments due to dismissal, workers health and safety, compensation to victims of employment injury, dismissal because of redundancy, grievance procedure and any other similar matters.
7/ “Region” means any region as per Article 47 of the constitution of Federal Democratic Republic of Ethiopia. For the purpose of this proclamation it also include Addis Ababa and Dire Dawa Administration.
3. Scope of Application
1/ Without prejudice to sub-article (2) of this Article, this Proclamation shall be applicable to employment relations based on a contract of employment that exist between a worker and an employer.
2/ This Proclamation shall not be applicable to the following employment relations arising out of a contract of employment:
a) contracts for the purpose of upbringing, treatment, care or rehabilitation;
b) contracts for the purpose of educating or training other than as apprentice;
c) managerial employee who is vested with powers or prerogatives to lay down and execute management policies by law or delegation of the employer depending on the type of activities of the undertaking with or without the aforementioned powers is vested with the power to hire transfer suspend layoff, recall, discharge, assign or discipline employees and include professionals who recommend measures to be taken by the employer regarding managerial issues by using his independent judgment in the interest of the employer.;
d) contracts of personal service for non-profit making purposes;
e) contracts relating to persons such as members of the Armed Force members of the Police Force, employees of state administration, judges of courts of law, prosecutors and others whose employment relationship is governed by special laws;
f) contracts relating to a person who performs an act, on consideration of payments, at his won business or trade risk or professional responsibility under a contract of service.
3/ Notwithstanding the provisions of sub-article (1) of this Article:
a) employment relation between Ethiopian citizens and foreign diplomatic missions or international organizations operating within the territory of Ethiopia is a signatory provides, otherwise; unless the council of Ministers by regulations decides, or an international agreement to which Ethiopia is a signatory provides, otherwise.
b) the Council of Ministers may, by regulations, determine the inapplicable provisions of this Proclamation on employment relations established by religious or charitable organizations:
c) the Council of Ministers shall issue regulations governing conditions of work applicable to personal services.
Chapter One
Contract of Employment
Section One
Formation to Contract
4. Elements of a Contract
1/ A contract of employment shall be deemed formed where a person agrees directly or indirectly to perform work for and under the authority of an employer for a definite or indefinite period or piece work in return for remuneration.
2/ A contract of employment shall be stipulated clearly and in such manner as that the parties are left with no uncertainty as to their respective rights and obligations under the terms thereof.
3/ A contract of employment shall specify the type of employment and place of work the rate of wages, method of calculation thereof manner and interval of payment and duration of the contract.
4/ A contract of employment shall not be concluded for the performance of unlawful or immoral activities.
5/ The contract of employment shall not lay down less favorable conditions for the employee than those provided for by law, collective agreement or work rules.
5. Form
Unless otherwise provided by law, a contract of employment shall not be subject to any special form.
6. A written contract of Employment
Subject to the provisions of the relevant law, a written contract of employment shall specify the following:
1/ the name and address of the employer;
2/ the name, age, address and work card number, if any, of the worker;
3/ the agreement of the contracting parties made in accordance with article 4(3) of this Proclamation; and
4/ the signature of the contracting parties.
7. Contract of Employment not made in writing
1/ Where the contract of employment is not made in written form, the employer shall, within fifteen days from the conclusion of the contract, give the worker a written and signed statement containing the requirements specified under Article 6 of this Proclamation.
2/ If the written statement referred to in sub-article (1) of this Article is not wholly or partly objected to by the worker within fifteen days from the date of receipt, it shall be deemed a contract of employment concluded between the worker and the employer.
8. Failure to Comply
Failure to comply with the requirements of the provisions of Article 6 or 7 shall not deprive the worker of this rights under this Proclamation.
Duration of Contract of Employment
9. Contracts for an Indefinite Period
Any contract of employment shall be deemed to have been concluded for an indefinite period except for those provided for under Article 10 hereunder.
10. Contract for definite period or piece work.
1/ A contract of employment may be concluded for a definite period or for piecework in the case of:
a) the performance of specified piece work;
b) the replacement of a worker who is temporarily absent due to leave or sickness or other causes;
c) the performance of work in the event of abnormal pressure of work;
d) the performance of urgent work to prevent damage or disaster to life or property, to repair defects or break downs in works, materials, buildings or plant of the undertaking;
e) an irregular work which relates to permanent part of the work of an employer but performed at irregular intervals;
f) seasonal works which relate to the permanent part of the works of an employment but performed only for a specified period of the year but which are regularly repeated in the course of the years;
g) an occasional work which does not form part of the permanent activity of the employer but which is done intermittently;
h) the temporary placement of a worker who has suddenly and permanently vacated from a post having a contract of an indefinite period;
i) the temporary placement of a worker to fill a vacant position in the period between the study of the organizational structure and its implementation.
2/ A contract of employment for temporary placement of a worker under sub-article 1(h) and (i) of this Article shall not exceed forty five consecutive days and shall be done only once
11. Probation Period
1/ A person may be employed for a probation period for the purpose of testing his suitability to a post in which he is expected to be assigned on the basis of a contract of employment.
2/ A worker re-employed by the same employer for the same job shall not subject to probation.
3/ Where the parties agree to have a probation period, the agreement shall be made in writing. In such a case, the probation period shall not exceed forty-five consecutive days.
4/ Unless this Proclamation or work rules or collective agreement provides otherwise, the worker shall have during the probation period, the same rights and obligations that a worker who has completed his probation period has.
5/ If the worker proves to be unfit for the job during his probation, the employer can terminate the contract of employment without notice and being obliged to pay severance pay or compensation;
6/ A worker on probation may terminate his contract of employment without notice.
7/ If the worker continues to work after the expiry of the probation period, a contract of employment for the intended period or type of work shall be deemed to have been concluded from the beginning of the probation period.
SECTION THREE
12. Obligations of an Employer
1/ An employer shall in addition to special stipulations in the contract of employment have the following obligations;
a) to provide work to the worker; in accordance with the contract of employment and
b) unless otherwise stipulated in the contract of employment, to provide him with implements and materials necessary for the performance of the work;
2/ to pay the worker wages and other emoluments in accordance with this Proclamation or the collective agreement;
3/ to respect the worker’s human dignity;
4/ to take all the necessary occupational safety and health measures and to abide by the standards and directives to be given by the appropriate authorities in respect of these measures;
5/ to defray the cost of medical examination, of the worker whenever such medical examination is required by law or the appropriate authority;
6/ to keep a register containing the relevant particulars specified in Article 6, hereof weekly rest days public holidays and leave utilized by the worker, health conditions and employment injury of the worker and other particulars required by the Ministry;
7/ upon termination of a 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 wages he was earning;
8/ to observe the provisions of this Proclamation, collective agreement, work rules and directives issued in accordance with law.
9/ to record and keep of information as required by this Proclamation, and any other information necessary for the Ministry to carryout its powers and duties, and submit same within a reasonable time when requested by the Ministry.
13. Obligation of a Worker
Every worker shall have the following obligations:
1/ to perform in person the work specified in the contract of employment;
2/ to follow instructions given by the employer based on the terms of the contract and work rules;
3/ to handle with due care all instruments and tools entrusted to him for work;
4/ to report for work always in fit mental and physical conditions;
5/ to give all proper aid when an accident occurs or an imminent danger threatens life or property in his place of work without, endangering his safety and health;
6/ to inform immediately the employer any act which endangers himself or his fellow workers or which prejudice the interests of the employer;
7/ to observe the provisions of this Proclamation, collective agreement, work rules and directives issued in accordance with the law.
14. Unlawful Activity
1/ It shall be unlawful for an employer to:
a) impede the worker in any manner in the exercise of his rights or take any measure against him because he exercises his right;
b) discriminate against female workers, in matters of remuneration, on the ground of their sex;
c) terminate a contract of employment contrary to the provisions of this Proclamation;
d) coerce any worker by force or in any other manner to join or not to join or to cease to be a member of a trade union or to vote for or against any given candidate in elections for trade union offices;
e) require any worker to execute any work which is hazardous to his life;
f) discriminate between workers on the basis of nationality, sex, religion, political outlook or any other conditions.
2/ It shall be unlawful for a worker to:
a) property;
b) take away property from the work place without the express authorization of the employer;
c) report for work in a state of intoxication;
d) except for HIV/AIDS test, refuse to submit himself for medical examination when required by law or by the employer for good cause,
e) refuse to observe safety and accident prevention rules and to take the necessary safety precautions.
SECTION FOUR
Modification of Contract of Employment
15. Conditions of Modification
Conditions of a contract of employment which are not determined under this Proclamation, may be modified by:
1./. collective agreement; or
2/ work rules issued in accordance with this Proclamation or
3./ written agreement of the parties.
16. Amalgamation, Division and Transfer of Ownership
Without prejudice to Article 15 of this Proclamation amalgamation or division or transfer of ownership of an undertaking shall not have the effect of modifying a contract of employment.
SECTION FIVE
Temporary Suspension of Right and Obligations
Arising out of Contract of Employment
17. General
1/ Rights and obligations arising out of a contract of employment may be temporarily suspended in the manner provided for in this section.
2/ Temporary suspension of rights and obligations arising out of a contract of employment shall not imply termination or interruption of the contract provided, however, a contract of employment shall interrupt the obligation of:
a) the worker to perform the work; and
b) the employer to pay wages, other benefits and allowances unless otherwise provided for in this Proclamation or in the collective agreement.
18. Grounds for Suspension
The following shall be valid grounds for the suspension, in accordance with Article 17, of rights and obligations arising out of a contract of employment:
1/ leave without pay granted by the employer upon request by the worker;
2/ leave of absence for the purpose of holding office in trade unions or other social services;
3/ detention for a period not exceeding thirty days, provided that the employer is notified within ten days or is supposed to know of the detention;
4/ national call;
5/ full or partially suspension due to force majeure of the activities of the employer for a period of not less than 10 consecutive days;
6/ financial problems, not attributable to the fault of the employer, that requires the suspension of the activities of the employer for not less than ten consecutive days.
19. Duty to inform
When rights and obligations arising out of a contact of employment are suspended in accordance with sub article 5 or 6 of Article 18, the employer shall inform the Ministry in writing within three days of the occurrence of the ground for suspension.
20. Determination by the Ministry
1/ The Ministry shall determine the existence of a good cause for suspension within three days after receipt of the written information pursuant to Article 19.
2/ Where the Ministry finds that there is no good cause for suspension it shall order the resumption of the work and payment for the days on which the work was suspended.
3/ The party who is aggrieved by the decision of the Minister in accordance with sub-articles (1) and (2) of this Article may, with in five (5) working days, appeal to the competent labour court.”
21. Effect of Confirmation or Authorization of Suspension
1/ Where the Ministry confirms or proves the existence of good causes for suspension, it shall fix the duration of the suspension, provided, however, that the duration shall not exceed a maximum of ninety days.
2/ Where the Ministry is convinced that the employer cannot resume its activities with the maximum period set under sub-article (1) of this Article, the worker shall be entitled to the benefits specified under Articles 39 and 44.
22. Effects of Expiry of the Period of Suspension
The worker shall report for work on the working day following the date of expiry of suspension; and the employer shall reinstate a worker who so reports for work.
CHAPTER TWO
Termination of Employment Relations
23. General
1/ A contract of employment shall only be terminated upon initiation by the employer or worker and in accordance with the provisions of the law or a collective agreement or by the agreement of the two parties.
2. The amalgamation or division or transfer of ownership of an undertaking shall not have the effect of terminating a contract of employment.
SECTION ONE
Termination of Contract of Employment
by Law or by Agreement
24. Termination by Law
A contract of employment shall terminate on the following grounds:
1/ on the expiry of the period or on the completion of the work where the contract of employment is for a definite period or piece work.
2/ upon the death of the worker.
3/ upon the retirement of the worker in accordance with the relevant law.
4/ when the undertaking ceases operation permanently for due to bankruptey or for any other cause.
5/ when the worker is unable to work due to partial or total permanent incapacity.
25. Termination by Agreement
1/ The parties may terminate their contract of employment by agreement provided, however, that waiver by the worker of any of this rights under the law shall have no legal effect.
2/ Termination by agreement shall be effective and binding on the worker only where it is made in writing.
SECTION TWO
Termination at the Request of the Contracting Parties
Sub-section One
26. General
1/ A contract of employment may only be terminated where there are grounds connected with the worker’s conduct or with objective circumstances arising out of his ability to do his work or the organizational or operational requirements of the undertaking.
2/ The following shall not be deemed to constitute legitimate grounds for the termination of a contract of employment:
a) his membership in a trade union or his participation in its lawful activities;
b) his seeking or holding office as a workers’ representative;
c) his submission of grievance or his participation in judicial or other proceedings against the employer;
d) his nationality, sex, religion, political outlook, martial status, race, colour, family responsibility, pregnancy, lineage or social status.
27. Termination Without Notice
1/ Unless otherwise determined by a collective agreement a contract of employment shall be terminated without notice only on the following grounds;
a) repeated and unjustified tardiness despite warning to that effect;
b) absence from work without good cause for a period of five consecutive working days or ten working days in any period of one month or thirty working days in a year;
c) deceitful or fraudulent conduct in carrying out his duties having regard to the gravity of the case;
d) misappropriation of the property or fund of the employer with intent to procure for himself or to a third person undue enrichment;
e) returning output which, despite the potential of the worker, is persistently below the qualities and quantities stipulated in the collective agreement or determined by the agreement of the two parties;
f) responsibility for brawls or quarrels at the work place having regard to the gravity of the case;
g) conviction for an offence where such conviction renders him unsuitable for the post which he holds;
h) responsibility for causing damage intentionally or through gross negligence to any property of the employer or to another property which is directly connected with the work of the employer;
i) commission of any of the unlawful activities referred to in Article 14(2);
j) absence from work due to a sentence of imprisonment passed against him for more than thirty days;
k) commission of other offences stipulated in a collective agreement as grounds for terminating a contract of employment without notice.
2/ Where an employer terminates a contract of employment in accordance with this Article, he shall give written notice specifying the reasons for and the date of termination.
3/ the right of an employer to terminate contract of employment in accordance with this Article, shall lapse after 30 working days from the date the employer knows the ground for the termination.
4/ the grounds for suspension of a worker from duty before terminating the contract of employment of the worker in accordance with this Article may be determined by collective agreement, provided however, that the duration for suspension shall not exceed thirty working days.
28. Termination with Notice
1/ The following grounds relating to the loss of capacity of, and situations affecting, the worker shall constitute good cause for terminating a contract of employment with notice:
a) the worker’s manifest loss of capacity to perform the work to which he has been assigned; or his lack of skill to continue his work as a result of his refusal to take the opportunity of training prepared by the employer to upgrade his skill or after having been trained, his inability to acquire the necessary skill;
b) the worker is for reasons of health or disability, permanently unable to carry out his obligations under the contract of employment;
c) the worker’s unwillingness to move to a locality to which the undertaking moves;
d) the post of the worker is cancelled for good cause and the worker cannot be transferred to another post;
2/ the following grounds relating to the organizational or operational requirements of the undertaking, shall constitute good cause for a the termination of a contract of employment with notice;
a) any event which entails direct and permanent cessation of the worker’s activities in part or in whole resulting in the necessity of a reduction of the work force;
b) without prejudice to the provisions of sub-article 6 of Article 18, fall in demand for the products or services of the employer resulting in the reduction of the volume of the work and profit and thereby resulting in the necessity of the reduction of the work force;
c) a decision to alter work methods or introduce new technology with a view to raise productivity resulting in the reduction of the work force.
3/ Where the cancellation of a post affects a number of workers thereby constituting a reduction of work force in accordance with sub-article (1) of Article 29, the termination shall take place in compliance with the requirements laid down in sub-article (3) of Article 29.
29. Reduction of Workers
1/ In this Proclamation “reduction of work force” means reduction of the work force of an undertaking for any of the reasons provided for in sub-article (2) of Article 28 affecting a number of workers representing at least ten percent of the number of workers employed or, in the case of an undertaking where the number of workers employed is between twenty and fifty, a reduction of workers affecting at least five employees over a continuous period of not less than ten days.
2/ The phrase “number of workers employed” referred to in sub-article (1) of this Article means the average number of the workers employed by an employer concerned within the twelve months proceeding the date when the employer took measures of reduction of workers.
3/ Whenever a reduction of work force takes place according to sub-article (2) of Article 28, the employer in consultation with trade union or representative shall give for workers having skills and higher rate of productivity shall have priority of being retained in their posts and, in the case of equal skill and rate of productivity, the workers to be affected first by the reduction shall be in the following order;
a) subject to the provisions of (b) — (c) of this sub-article, those having the shortest length of service in the undertaking;
b) those who have fewer dependants;
c) those not covered under sub-article 3 (a) and (b) of this Article;
d) those who are disabled by an employment injury in the undertaking;
e) workers’ representatives;
f) expectant mothers;
30. Exceptions
1/ The procedure laid down in this Proclamation shall not apply to the reduction of workers due to normal decrease in the volume of a construction work as a result of its successive completion unless the reduction affects workers employed for parts of the work before the work for which they are employed is completed.
2/ In sub-article (1) of this Article, “construction work” includes the construction of a building, road, rail-way line, sea port, dam, bridge, installation of machinery and similar works of transformation, extension, repair or maintenance.
SUB-SECTION TWO
Termination by the Worker
31. Termination with Notice
Without prejudice to Article 32 of this proclamation, any worker who has completed his probation period, may, by giving thirty days prior notice to the employer, terminate his contract of employment.
32. Termination without Notice
1/ The following shall be good cause for a worker to terminate his contract of employment without notice;
a) if the employer has committed against him any act contrary to his human dignity and morals or other acts punishable under the Penal Code;
b) if, in the case of imminent danger threatening the worker’s or health, the employer, having been made aware of such danger, failed to act within the time limit in accordance with the early warning given by the competent authority or appropriate trade union or the worker himself to avert the danger;
c) if the employer has repeatedly failed to fulfill his basic obligations towards the worker as prescribed under this Proclamation, collective agreements, work rules or other relevant laws.
2/ Where a worker terminate his contract of employment for the reasons referred to under sub article (1) of this Article, he shall inform the employer in writing the reasons for termination and the date on which the termination is to take effect.
33. Period of Limitation
A worker’s right to terminate his contract of employment in accordance with sub-article (1) of Article 32 shall lapse after fifteen working days from the date on which the act occurred or ceased to exist.
Common Provisions with Respect to Termination
SECTION ONE
34. Procedure for Giving Notice
1/ Notice of termination required under the provisions of this Proclamation shall be in writing. The notice shall specify the reasons for the termination of the contract and the date on which the termination shall take effect.
2/ Notice of termination by the employer or his representative shall be handed to the worker in person. Where it is not possible to find the worker or he refuses to receive the notice, it shall be affixed on the notice board in the work place of the worker for ten consecutive days.
3/ Notice of termination by the worker shall be handed to the employer or his representative or delivered to his office.
4/ Notice of termination given to a worker by an employer in accordance with Article 17 during the time in which the contract of employment is suspended shall be null and void.
35. Period of Notice
1/ Unless otherwise provided for in this Proclamation, the period of notice given by the employer for the termination of a contract of employment shall be as follows:
a) one month in the case of a worker who has completed his probation and has a period of service not exceeding one year;
b) two months in the case of a worker who has a period of service above one year to nine years.
c) three months in the case of a worker who has a period of service of more than nine years;
d) two months in the case of a worker who has completed his probation and whose contract of employment is terminated due to reduction of work force.
2/ Notwithstanding the provisions of sub-article (1) of this Article, the period of notice for a contract of employment for a definite period or piece work shall be agreed upon by the parties in the said contract.
3/ The period of notice fixed in this Proclamation shall run from the first working day following the date which notice is dully given.
4/ The obligations of the parties deriving from the contract of employment shall continue in force during the period of notice.
SECTION TWO
Payment of Wages and other payments on
Termination of Contract of Employment
36. Period of Payment
Where a contract of employment is terminated, wages and other payments connected with wages due to the worker shall be paid within seven working days from the date of termination, provided, however, that the time of payment may be extended where the worker delays, because of his own fault to return property or any sum of money which he received from or is due to the employer.
37. Amount in Dispute
In the event of a dispute as to the amount claimed by the worker the employer shall pay the worker the sum not in dispute within the time limit specified under Article 36.
38. Effects of Delay
where an employer fails to pay the sum due to the worker within the time limit specified under Article 36, the competent Labour division of a court may order the worker to be paid his wage for the period of delay upto three month’s wage except where the delay is due to causes beyond the control of the employer.
SECTION THREE
Severance Pay and Compensation
39. General
1/ A worker who has completed his probation:
a) When his contract of employment is terminated because the under taking ceases operation permanently due to bankruptcy or for any other reason.
b) When his contract is terminated by the initiation of the employer.
c) When he is reduced as per this proclamation.
d) When he terminate his contract because his employer did things which hurts the workers human honor and moral and the thing done by the employer is deemed as offence under penal code.
e) When he terminate his contract because the employer being informed of the danger that threats the security and heath of the worker did not
f) When his contract of employment is terminated because of reason partial or total disability and is certified by medical board.
2/ Where a worker dies before receiving severance pay, the severance pay shall be paid to his dependants mentioned under Article 110 (2).
3/ The distribution of payment of severance pay to dependents in accordance with this article shall be effected in the same manner as the payment of disablement benefit.
40. Amount of Severance Pay
The severance pay referred to in Article 39 shall be:
1/ thirty (30) times the average daily wages of the last week of service for the first year of service; for the service of less than one year, severance pay shall be calculated in proportion to the period of service.
2/ in the case of a worker who has served for more than one year, payment shall be increased by one-third (1/3) of the said sum referred to in sub-article 1 of this Article for every additional year of service, provided that the total amount shall not exceed twelve month’s wage of the worker.
3/ Where a contract of employment is terminated in accordance with Article 24(4) and 29, the worker shall be paid, in addition to payments under sub-articles 1 and 2 of this Article, sum equal to sixty multiplied by his average daily wage of the last week of service.
41. Compensation for Termination
A worker who terminates his contract of employment in accordance with Article 32 (1) shall be entitled, in addition to the severance pay referred to in Article 39, to a payment of compensation, which shall be thirty times his daily wages of the last week of service. This provision shall also apply to a worker covered by the relevant pension law.
Effects of Unlawful Termination
42. General
Where an employer or a worker fails to comply with the requirements laid down in this Proclamation or other relevant law regarding termination, the termination shall be unlawful.
43. Reinstatement or Compensation in the Case of Unlawful Termination
1/ Where a contract of employment is terminated unlawfully contrary to sub-article (2) of Article 26, the employer shall be obliged to reinstate the worker, provided, that the worker shall have the right to payment of compensation if he wishes to leave his employment.
2/ Subject to sub-article 1 of this Article, where a worker’s contract of employment is terminated contrary to the provisions of Articles 24, 25, 27, 28 and 29 of this Proclamation, the labour dispute settlement tribunal may order the reinstatement of the worker or the payment of compensation.
3/ Notwithstanding sub-article 2 of this Article, the labour dispute settlement tribunal may order the dismissal of the worker upon payment of compensation even if the worker demands re-instatement where it believes that the continuation of the particular worker employer relations, by its nature is likely to give rise to serious difficulties. Similarly, where a worker who, after obtaining judgment of re-instatement in his favour declines to be re-instated, the labour settlement tribunal may order the dismissal of the worker upon payment of full compensation or fails compensation for the inconvenience he incurred having regard to the nature of the work and other circumstances of the case.
4/ The compensation to be paid under sub-articles (1), (2) and (3) of this Article shall, in addition to the severance pay referred to in Articles 39 – 40, be as follows; This provision shall also apply to a worker covered by the relevant penison law.
a) one hundred eighty times the average daily wages and a sum equal to his remuneration for the appropriate notice period in accordance with Article 44 in the case of unlawful termination of a contract of employment for an indefinite period; or
b) a sum equal to his wages which the worker would have obtained if the contract of employment has lasted upto its date of expiry or completion provided, however, that such compensation shall not exceed one hundred eighty times the average daily wage in the case of unlawful termination of a contract of employment for a definite period or for piece work.
5/ Where the first intance court orders the reinstatement of the worker in accordance with sub-articles (1) and (2) of this Article, the court shall order the payment of back- pay not exceeding 6 months wage. If the decision of reinstatement is confirmed by the appellate court it shall order payment of back pay not exceeding one year.
44. Exceptions
Notwithstanding the provisions of Article 43, non-compliance by the employer with the notice requirements specified under Article 35 shall only result in the payment by the employer or wages in Leu of the notice period, in addition to any other compensation provided for under Article 40 of this Proclamation.
45. Liability of the worker
1. A worker who terminates his contract of employment contrary to the provisions of Article 31 or 35(2) shall be liable to pay compensation to the employer.
2. The compensation payable by the worker in accordance with sub-article (1) of this Article, shall not exceed thirty days wages of the worker.
CHAPTER FOUR
Special Contracts
SECTION ONE
Home Work Contract
46. Formation of Contract
1/ There shall be a home work contract when a person habitually performs work for an employer in his home or any other place freely chosen by him in return for wages without any direct supervision or direction by the employer.
1/ An agreement for the sale of raw materials or tools by an employer to a home worker and the resale of the products to the employer or any other similar arrangements made between the employer and the home worker shall be deemed a homework contract.
2/ The contract concluded between a home worker and an employer shall be deemed to be made for a definite period or piece-work.
3/ The Minister may, in consultation with the concerned organs, prescribe by directives the provisions of this Proclamation that shall apply to home workers and the manner of their applications.
47. Records
An employer who employs a worker on the basis of a home work contract shall keep a register containing the following and other relevant particulars;
1/ full name, age, marital status and address of the worker;
2/ the address where the work is to be carried out;
3/ the type, price, quality and quantity of material supplied by the employer to the worker;
4/ the type of work, quality and quantity ordered;
5/ the time and place of delivery of the product or material;
6/ amount and manner of payment.
SECTION TWO
Contract of Apprenticeship
48. Formation of Contract
1. There shall be a contract of apprenticeship when an employer agrees to give a person complete and systematic training in a given occupation related to the function of his undertaking in accordance with the skills of the trade and the person in turn agrees to obey the instructions given to carry out the training and works related thereto.
2. The contract of apprenticeship shall be concluded with the person whose age is not less than fourteen years.
3. The contract of apprenticeship and its modifications shall be valid only where it is made in writing and attested to by the Ministry.
49. Contents of the Contract
A contract of apprenticeship shall specify at least the following:
1/ the nature and duration of the training of apprenticeship;
2/ the remuneration to be paid during the training; and
3/ the conditions of work.
50. Obligations of the Parties
1/ The apprentice shall diligently follow the training and endeavour to complete it successfully.
2/ The employer shall not assign the apprentice on an occupation, which is not related and does not contribute to his training.
51. Termination
1/ A contract of apprenticeship shall terminate on the following grounds:
a) at the expiry of the period fixed for the apprenticeship; or
b) by giving notice by either contracting party; or
c) when the apprentice terminates the contract without notice.
2/ The employer may terminate the contract of apprenticeship by giving notice of termination referred to under sub-article (1) (b) of this Article, where:
a) he is no longer able to discharge his obligations on account of change of work or other causes beyond his control which render the continuation of the training impossible; or
b) the apprentice violates the disciplinary rules of the undertaking; or
c) the apprentice is permanently incapable of continuing his training or completing his training within the specified time limit.
3/ The apprentice may terminate the contract of apprenticeship by giving notice of termination referred to under sub-article (1) (b) of this Article, where;
a) the employer fails to observe his obligations under the contract of this Proclamation, or
b) the apprentice has good cause relating to his health or family or other similar grounds.
4/ The apprentice may terminate the contract without giving notice in accordance with sub-article (1) (c) of this Article Where:
a) he proves, by appropriate medical certificate, that he cannot discharge
his obligations without seriously endangering his health; or
b) the employer unilaterally changes the terms of the contract.
5/ The provisions of this Proclamation regarding severance pay, compensation and reinstatement shall not be applicable to contracts of apprenticeship.
52. Certificate
The employer shall, upon the termination of the contract of apprenticeship, give to the apprentice a certificate, which indicates the occupation he has been trained in, the duration of the training and other similar particulars.
Wages
CHAPTER ONE
Determination of Wages
1/ “Wages” means the regular payment to which the worker is entitled in return for the performance of the work that he performs under a contract of employment.
2/ For the purposes of this Proclamation, the following payments shall not be considered as wages:
a) over-time pay;
b) amount received by way of per-diems, hardship allowances, transport allowance, transfer expenses, and similar allowance payable to the worker on the occasion of travel or change of his rseidence;
c) bonus;
d) commission;
e) other incentives paid for additional work results;
f) service charge received from customers.
1/ Unless otherwise provided for in this Proclamation or the relevant law, wages shall be paid only for work done.
2/ Nowithstanding sub-article (1) of this Article, a worker shall be entitled to his wage if he was ready to work but, because of interruptions in supply of tools and row materials or for reasons not attribuiable to him was not able to work.
Mode and Execution of Payment
55 General
Wages shall be paid in cash, provided, however, that where the employer and worker so agree, it may be paid in kind . Wages paid in kind may not exceed the market value in the area of the payment in kind and in no case may they exceed 30% of the wages paid in cash.
1/ Unless otherwise agreed, wages shall be paid on working day and at the place of work.
2/ In case where the day of payment mentioned in sub-article (1) of this Article falls on Sunday or a public holiday, the day of payment shall fall on the preceeding working day.
Unless otherwise provided by law or collective agreement, wages shall be paid directly to the worker or to a person delegated by him.
Wages shall be paid at such intervals as are provided for by law or collective agreement or work rules or contract of employment.
1/ The employer shall not deduct from , attach or setoff the wages of the worker except where it is provided otherwise by law or collective agreement or work rules or in accordance with a court order or a written agreement of the worker.
2/ The amount in aggregate that may be deducted at any one time, from the worker’s wage shall in no case exceed one-third of his monthly wages.
1/ The employer shall keep a register of payment specifing the gross pay and method of calculation of the wages, other variable remunerations, the amount and type of deduction, the net pay and other relevant particulars, unless there is a special arrangement, on which the signature of the worker is affixed.
2/ The employer shall have the obligation to make the register accessible and to explain the entries there of, to the worker at his request.
3/ The fact that a worker has received without protest the net amount indicated on the register shall not constitute waiver of his right to any part of his wages that was due.
PART FOUR
CHAPTER ONE
Hours of work
SECTION ONE
Normal Hours of Work
61. Maximum Daily or weekly Hours of Work
1/ Normal hours of work shall not exceed eight hours a day or fourty-eight hours a week.
2/ In this proclamation, “Normal hours of work” means the time during which a worker actually performs work or avails himself for work in accordance with law, collective agreement or work rules.
62. Reduction of Normal Hours of Work
1/ The Minister may, issue directives reducing normal hours of work for economic sectors, industries or occupations where there are special conditions of work.
2/ Reductions of normal hours of work under this proclamation shall not entail reduction in the wages of the worker.
63. Arrangement of Weekly hours of work
Hours of work shall spread equally over the working days of a week, provided, however, where the nature of the work so requires hours of work in any one of the working days may be shortened and the differences be distributed over the remaining days of the week without extending the daily limits of eight hours by more than two hours.
64. Averaging of Normal Hours of Work
Where the circumstances in which the work has to be carried on are such that normal hours of work cannot be distributed evenly over the individual week, normal hours of work may be calculated as an average over a period longer than one week, provided, however that the average number of hours over a period shall not exceed eight hours per day or forty eight hours per week.
65. Exclusion
Unless otherwise provided in a collective agreement or work rules the provisions of this proclamation shall not apply to commercial travelers or representatives.
SECTION TWO
66. General
1/ Work done in excess of the normal daily hours of work fixed in accordance with the provisions of this Proclamation shall be deemed to be overtime.
2/ Work done within the limits referred to in Articles 61,63 and 64 shall not be deemed to be over-time.
3/ Overtime shall be worked only in cases expressly provided for under Article 67 and on the express instructions of the employer.
4/ The instructions given under sub-article (3) of this Article and the actual overtime worked by each worker shall be recorded by the employer.
67. Circumstances in which Overtime Work is premissible
1/ A worker may not be compelled to work over-time, however, over-time may be worked whenever the employer cannot be expected to resort to other measures and only where there is:-
a) accident, actual or threatened
b) force -majeure;
c) urgent work;
d) substitution of absent workers assigned on work that runs continously without interruption.
2/ Not withstanding the provisions of sub-article 1 of this Article, overtime work of an individual worker due to an urgent work shall not exceed 2 hours in a day or 20 hour in a month or 100 hours in a year.
68 overtime Payment
1/ In addition to his wage, a worker who works over-time shall be entitled at least to the following payments.
a) in the case of work done between six o’clock (6.a.m) in the morning and ten o’clock (10 p.m) in the evening , at the rate of one and one quarter (1 1/4) multiplied by the ordinary hourly rate;
b) in the case of night time work between ten o’clock in the evening (10 p.m.) and six o’clock in the morning (6 a.m.), at the rate of one and one half ((1 1/2) multiplied by the ordinary hourly rate;
c) in the case of work done on weekly rest day, at the rate of two (2) multiplied by the ordinary hourly rate;
d) in the case of work done on public holiday, at the rate of two and one half (2 1/2) multiplied by the ordinary hourly note.
2 Payment for over-time work shall be effected on the day fixed
for wage pay day.
CHAPTER TWO
Weekly Rest
69. General
1/ A worker shall be entitled to a weekly rest period consisting of not less than twenty-four non-interrupted hours in the course of each period of seven days.
2/ Unless otherwise determined by a collective agreement, the weekly rest period provided for in sub-article (1) of this Article shall, whenever possible;
a) fall on a Sunday;
b) be granted simultaneously to all of the workers of the undertaking.
3/ The weekly rest period shall be calculated as to include the period from 6 a.m. to the next 6 a.m.
70. Special Weekly Rest Scheme
1/ Where the nature of the work or the service performed by the employer is such that the weekly rest cannot fall on a Sunday another day may be made a weekly rest as a substitute.
2/ The provisions of sub-article (1) of this Article shall be applicable to the following and similar activities:
a) work that has to supply the necessities of life or meet the health, recreational or cultural requirements of the general public;
b) essential public services such as electricity, water, communication, transport and similar others;
c) work which, because of its nature or for technical reasons, if interrupted or postponed could cause difficulties or damages.
71. Work Done on Weekly Rest Days
1/ A worker may be required to work on any weekly rest day only where it is necessary to avoid serious interference with the ordinary working of the undertaking in the case of:
a) accident, actual or threatened ;
b) force majeure;
c) urgent work to be done.
2/ Subject to the provision of Article 68(c), a worker who, by virtue of the provisions of this Chapter, workers on a weekly rest day, shall be entitled to a compensatory rest period; provided, however, that he shall be compensated in the form of money if his contract of employment is terminated before he is granted the compensatory rest period.
72. Application
1/ The provisions of this chapter shall not apply to commercial travellers or representatives.
2/ The Minister may issue directives determining the special application of the provisions of this Chapter to workers who are directly engaged in the carriage of passengers and goods
CHAPTER THREE
Public Holidays
73. General
All public holidays observed under the relevant law shall be paid public holidays
74. Non-Reduction of Wages
1/ A worker who is paid on a monthly basis shall incur no reduction in his wages on account of having not worked on public holiday.
2/ The payment of wages on a public holiday to a worker other than the payment mentioned under sub-article (1) of this Article shall be determined by his contract of employment or collective agreement.
75 Payment for work on Public Holidays
2/ A worker shall be paid his hourly wages multiplied by two for each hour of work on a public holiday.
2/ Where a public holiday coincides with another public holiday or falls on a rest day designated by this proclamation or any other special law, the worker shall be entitled to only one payment for working on such a day.
PART FIVE
Leave
CHAPTER ONE
Annual Leave
1/ An agreement by a worker to waive in any manner his right to annual leave shall be null and void.
2/ Unless otherwise provided in this Proclamation, It is prohibited to pay wages in lieu of the annual leave.
1/ A worker shall be entitled to uninterrupted annual leave with pay which shall in no case be less than:
a) fourteen (14) working days for the first one year of service;
b) fourteen (14) working days plus one working day for every additional year of service.
2/ Notwithstanding the provisions of sub-article (1) of this Article, additional annual leave with pay, for workers engaged in a work which is particularly ardous or the condition in which it is done is un-healthy, may be fixed in a collective agreement.
3/ The wage a worker receives during his annual leave shall be equal to what he would have received if he had continued to work.
4/ For purpose of determining the qualifying period of service required for the entitlement of an annual leave, twenty-six days of service in an undertaking shall be deemed to be equivalent to one month of employment.
5/ A worker whose contract of employment is terminated under this Proclamation is entitled to his pay for the leave he has not taken.
6/ Where the length of service of a worker does not qualify for an
annual leave provided for in this Article, the worker shall be
entitled to an annual leave proportion to the length of his service.
1/ A worker shall be granted his first period of leave after one year of service and his next and subsequent period of leave in the course of each calendar year.
2/ An employer shall grant a worker his leave in accordance with a leave schedule in the course of the calendar year in which it becomes due.
3/ The leave schedule referred to in sub-article (2) of this Article shall be drown up by the employer with due regard as far as possible to:
a) the wish of the worker; and
b) the need for maintaining the normal functioning of his undertaking.
1/ Nothwithstanding the provisions of Article 77, if a worker requests and the employer agrees, his leave may be granted in two parts.
2/ Annual leave may be postponed when the worker requests and the employer agrees.
3/ An employer may, for reasons dictated by the work conditions of the undertaking, postpone the date of leave of a worker.
4/ Where a worker falls sick during his annual leave, Articles 85 and 86 of this Proclamation shall apply.
5/ Any leave postponed in accordance with sub-articles (2) and (3) of this Article, shall not be posponed for more than two years.
1/ A worker who is on leave may be recalled only where unforeseen circumstances require his presence at his post.
2/ A worker who is recalled from leave shall be entitled to a payment covering the remainder of his leave, excluding the time lost for the trip.
3/ The employer shall defray the transport expenses incurred by the worker as direct consequences of his being recalled and per-diem.
CHAPTER TWO
Special Leave
1/ A worker shall be entitled to leave with pay for three working days when;
a) he concludes marriage; or
b) his spouse or descendants or ascendants or another relative, whether by affinity or consanguinity upto the second degree dies.
2/ A worker shall be entitled to leave without pay for upto 5 consecutive days in the case of exceptional and serious events.
82. Union Leave
Leaders of trade unions shall be entitled to leave with pay for the purpose of presenting cases in labour disputes, negotiating collective agreements, attending union meetings, seminars or training courses. The manner of granting such leave may be determined in a collective agreement.
83. Leave for Special Purposes
1/ A workers who appears at hearings before bodies competent to hear labour disputes or to enforce labour laws shall be granted leave with pay only for the time utilized for the said purpose.
2/ A worker who exercises his civil rights or duties shall be granted leave with pay, only for the time utilized for the said purpose.
3/ The manner in which educational or training leave is to be granted and the form and extent of the financial assistance to be given may be determined in a collective agreement or work rules.
84. Notification
A worker wishing to take leave in accordance with the provisions of this Chapter shall notify the employer in advance and present the necessary supporting evidence when the employer requests him.
Sick Leave
1/ Where a worker, after having completed his probation, is rendered incapable of work owing to sickness other than resulting from employment injury, he shall be entitled to a sick leave.
2/ The leave referred to in sub-article (1) of this Article shall, in no case, be more than six months counted consecutively or separately in the course of any twelve months period starting from the first day of his sickness.
3/ Where a worker absents himself from work on grounds of sickness, he shall, except where the employer is in a position to be aware of the sickness or it is impractical, notify the employer the day following his absence.
4/ Unless the collective agreement provide otherwise, a worker shall be entitled to a sick leave upon presenting a valid medical certificate given by a medical organization recognized by the Government.
The period of sick leave provided for in Article 85 shall be granted in the following manner:
1/ the first one month with 100% of his wages;
2/ the next two months with 50% of his wage;
3/ the next three months without pay.
Part Six
Working Condition of Women and Young Workers
CHAPTER ONE
1/ Women shall not be discriminated against as regards employment and payment, on the basis of their sex.
2/ It is prohibited to employ women on type of work that may listed by the Minister to be particularly ardous or harmful to their health.
3/ No pregnant woman shall be assigned to night work between 10 p.m. and 6 a.m. or be employed on overtime work.
4/ No pregnant woman shall be given an asignment outside her permanent place of work, provided, however, she shall be transferred to another place of work if her job is dangerous to her health or pregnancy as ascertained by a medical doctor.
5/ An employer shall not terminate the contract of employment of a women during her pregnancy and until four months of her confinement.
6/ Notwith standing the provisions of sub-article (5) of this Article, the contract of employment of a pregnant woman may be terminated for reasons specified under Articles 25, 27 and 29 (3) of this proclamation, if it is not relate to giving of birth and pregnancy.
1/ An employer shall grant time off to a pregnant woman worker without deducting her wages, for medical examination connected with her pregnancy, provided, however, that she is obliged to present a medical certificate of her examination.
2/ A pregnant woman work shall, upon the recommendation of a medical doctor, be entitled to a leave with pay.
3/ A woman worker shall be granted a period of 30 consecutive days of leave with pay preceding the presumed date of her confinement and a period of 60 consecutive days of leave after her confinement.
4/ Where a pregnant woman worker does not deliver within the 30 days of her prenatal leave she is entitled to an additional leave until her confinement in accordance with sub-article 2 of this Article. If delivery takes place before the 30 days period has elapsed, the post-natal leave under sub-article 3 of this Article shall commence.
Working Conditions of Young Workers
1/ For the purpose of this Proclamation, “Young worker” means a person who has attained the age of fourteen but is not over the age of 18 years.
2/ It is prohibited to employ persons under fourteen years of age.
3/ It is prohabited to employ young workers which, on account of its nature or due to the condition in which it is carried out, endangers the life or health of the young workers performing it.
4/ The Minister may prescribe the list of activities prohibited to young worker which shall include in particular:
a) work in the transport of passengers and goods by road, railway, air and internal waterway, docksides and warehouses involving heavy weight lifitings, pulling or pushing or any other related type of labour;
b) work connected with electric power generation plants transformers or transmission, lines;
c) underground work, such as mines, quarries and similar works;
d) work in sewers and digging tunnels.
5/ The provisions of sub-article (4) of this Article shall not apply to work performed by young workers following courses in vocational schools that are approved and inspected by the competent authority.
Normal hours of work for young workers shall not exceed seven hours a day.
91 Night and Overtime Work
It is prohibited to employ young workers on:
1/ night work between 10 p.m. and 6 a.m.;
2/ overtime work; or
3/ weekly rest days; or
4/ public holidays.
PART SEVEN
Occupational, Safety Health and Working Environment
CHAPTER ONE
preventive Measures
An employer shall take the necessary measure to safeguard adequately the health and safety of the workers; he shall in particular:
1/ comply with the occupational health and safety requirements provided for in this Proclamation;
2/ take appropriate steps to ensure that workers are properly instructed and notified concerning the hazards of their respective occupations and the precautions necessary to avoid accident and injury to health; ensure that directives are given and also assign safety officer; establish an occupational, safety and health committee of which the committee’s establishment, shall be determined by a directive issued by the Minister;
3/ provide workers with personal protective equipment, clothing and materials instruct them of their use;
4/ register employment accident and occupational diseases and notify the labour inspection of same;
5/ arrange; according to the nature of the work, at his own expenses for the medical examination of newly recruited workers and for those workers engaged in hazardous work, as may be necessary.
6/ ensure that the work place and premises do not cause danger to the health and safety of the workers;
7/ take appropriate pre-executions to insure that all the processes of work shall not be a source or cause of physical, chemical, biological, ergonomically and psychological huzards to the health and safety of the workers;
8/ obey the directives issued by the appropriate authority in accordance with this Proclamation.
93 Obligations of a worker
A worker shall:
1/ co-operate with the employer in the formulation and implementation of work rules to safeguard the workers health and safety.
2/ inform forthwith to the employer any defect related to the appliances used and injury to health and safety of the workers that he discovers in the undertaking.
3/ report to the employer any situation which he may have reason to believe could present a hazard and which he cannot remedy on his own any accident or injury to health which arises in the course of or in connection with work.
4/ make proper use of all safeguards, safety devices and other appliance furnished for the protection of his health or safety and for the protection of the health and safety of others.
5/ obey all health and safety instructions issued by the employer or issued by the competent authority.
No worker shall:
1/ interfere with, remove, displace, damage or destroy any safety devices or other appliances furnished for his protection or the protection of others; or
2/ obstruct any method or process adopted with a view to minimizing occupational hazard.
Occupational Injuries
SECTION ONE
Liability
1/ Subject to the provisions of the relevant pension law, the provisions of this Chapter shall apply to workers where an employment injury is sustained by a worker during or in connection with the performance of his work.
2/ For the purpose of this Proclamation, “occupational injury” means an employment accident or occupational disease.
1/ The employer shall be liable, irrespective of fault, for employment injuries sustained by his worker and such liability shall be determined in accordance with the provisions of this Chapter.
2/ The employer shall not be liable for any injury intentionally caused by the injured worker himself; any injury resulting from the following acts in particular shall be deemed to be intentionally caused by the worker:
a) non-obedience of express safety instructions or non-observance of the provisions of accident prevention rule specifically issued by the employer; or
b) reporting to work in a state of intoxication that prevents him from properly regulating his conduct or understanding.
3/ The provisions of sub-article (1) of this Article shall not affect the right of a worker to claim damages in accordance with the relevant law where an occupational injury is a result of fault on the part of the employer.
For the purpose of this Proclamation “Occupational accident” means any organic injury or functional disorder sustained by a worker as a result of any cause extraneous to the injured worker or any effort he makes during or in connection with the performance of his work and includes;
a) any injury sustained by a worker while carrying out the employer’s orders, even away from the work place or outside his normal hours of work;
b) any injury sustained by a worker before or after his work or during any interruption of work if he is present in the work place or the premises of the undertaking by reason of his duties in connection with his work;
c) any injury sustained by a worker while he is proceeding to or from place of work in a transport service vehicle provided by the undertaking which is avilable for the common use of its workers or in avehicle hired and expressly destined by the undertaking for the same purpose;
d) any injury sustained by a worker as a result of an action of the employer or a third person during the performance of his work.
1/ For the purpose of this Proclamation an “occupational disease” means any pathological condition whether caused by physical, chemical or biological agents which arises as a consequence of:
a) the type of work performed by the worker; or
b) the surroundings in which the worker is obliged to work during a certain period prior to the date in which the disease become evident.
2/ Occupational disease shall not include endemic or epidemic disease which are prevalent and contracted in the area where the work is done, except in the case of workers exclusively engaged in combating such diseases by reason of their occupation.
3/ The minister shall in consultation with the concerned authority issue, directives which contain schedules listing diseases to be of occupational origin. The said schedule shall be revised at least every five years.
4/ The occurrence of any of the diseases listed in the relevant schedule on any worker having been engaged in anyone of the corresponding types of work specified therein, shall by itself, constitute sufficient proof of the occupational origin of the disease.
5/ Notwithstanding sub-article (4) of this Article, proof shall be permitted to establish the occupational origin of a disease not listed in the relevant schedule and of diseases listed when they manifest themselves under conditions different from those establishing a presumption of their occupational origin.
6/ In the absence of proof to the contrary, any disease which occurs frequently only to persons employed in certain occupations shall be presumed to be of an occupational origin where the work suffering from such a disease was engaged in such an occupation and the existence of the disease is ascertained by a medical doctor.
7/ The date on which an occupational disease became evident, i.e. the first date on which the worker became incapacitated or the date of the first medical diagnosis of the disease or the date of the injured worker’s death, shall be considered as the date on which an employment injury occurred.
8/ Where a worker after being cured from an occupational disease listed in the relevant schedule, contracts the disease again as a result of his being engaged in anyone of the corresponding work specified in the said list, it shall be presumed that he has contracted a fresh occupational disease.
Degree of Disablement
1/ “disablement” means any employment injury as a consequence of which there is a decrease or loss of capacity to work.
2/ Disablement shall have the following effects:
a) temporary disablement
b) permanent partial disablement
c) permanent total disablement and
d) death.
Temporary disablement results from the reduction for a limited period of time of the worker’s capacity for work which prevents him from doing his work partially or totally.
101. Permanent Partial or Total Disablement
1/ “Permanent partial disablement” means incurable employment injury decreasing the injured worker’s working capacity.
2/ “Permanent total disablement” means incurable employment injury, which prevents the injured worker from engaging in any kind of remunerated work.
3/ Injuries which, although not resulting in incapacity for work, cause serious mutilation or disfigurement of the injured person shall be considered
permanent partial disablement, for the purpose of compensation and other benefits.
102. Assessment of Disablement
1/ The degree of permanent total or partial disablement shall be fixed in accordance with the assessment table of disablement prescribed by directives issued by the Minister.
2/ The degree of disablement shall be assessed in accordance with the assessment table provided for in sub-article (1) of this Article, by a competent medical board. The board shall determine the extent of the degree of disablement as far as possible within twelve months form the date of injury.
3/ Disablement which has been assessed may be reviewed in accordance with sub-articles (1) and (2) of this Article where the worker’s condition deteriorates or improves or is wrongly diagonised:
a) on the initiation of the appropriate authority, or
b) at the request of the worker or employer concerned.
4/ Where the result of the review warrants it, the rights of the worker to a disablement benefit shall be recognized or withdrawn or that the rate payable increased or reduced, as the case may be.
5/ Where a worker who has suffered an employment injury sustains a further employment injury, his disablement shall be reassessed in light of his new circumstances.
CHAPTER THREE
Benefits in the Case of Employment Injuries
SECTION ONE
General
103. Payment of Benefits
Injury benefits shall be paid in accordance with the provisions of this Chapter.
104. Special Obligations
1/ An employer shall have the following obligations:
a) to provide the inured worker with first aid in time;
b) to carry the injured worker by an appropriate means of transport ot the nearest medical center; and
c) to notify the occurrence to the appropriate organ in accordance with the directives issued by the minister.
2/ The employer shall have the obligation to pay the funeral expenses specified under Article 110 (1) (b).
Medical Benefits
105. Types of Benefits
Where a worker sustains employment injury, the employer shall cover the following expenses:
1/ general and specialized medical and surgical care;
2/ hospital and pharmaceutical care;
3/ any necessary prosthetic or orthopedic appliances.
106. Duration of Benefit
Medial benefits shall be withdrawn in accordance with the decisions of the Medical Board.
Various Kinds Of Cash Benefits
107. General
1/ A worker who has sustained employment injury shall be entitled to:
a) periodical payment while he is temporarily disabled;
b) disablement pension or gratuity or compensation where he sustains permanent disablement;
c) survivors’ pension gratify or compensation to his dependant where he dies.
2/ Periodical payment may be suspended where a worker who has claimed or is receiving same:
a) refuses or neglects to submit himself to medical examination or in any way intentionally obstructs or unnecessarily delays such examination;
b) behaves in a manner calculated to retard his recovery; or
c) violates the directives issued by the competent authority for the conduct of injured workers.
3/ As soon as the circumstances that occasioned the suspension cease, the periodical payment shall recommence, provided, however that there shall be no entitlement to back-pay for the period of suspension.
108. Periodical Payments
1/ The employer shall pay for one year the periodical payment mentioned in Article 107 (1) (a).
2/ The Periodical payments referred to in sub-article (1) of this Article shall be at the rate of full wage of the worker previous average yearly wages during the first three months following the date of injury, not less than 75% (seventy five per cent) of the worker previous average yearly wages during the next three months following the date of injury and not less than 50% (fifty per cent) of his previous average yearly wages for the remaining six months.
3/ Periodical payments shall cease whichever of the following takes place first:
a) when the worker is medically certified to be no longer disabled;
b) on the day the worker becomes entitled to disablement pension or gratuity; or
c) twelve months from the date the worker stopped work.
109. Disablement Payments
2/ Unless otherwise provided for in a collective agreement disablement benefits payable to workers of state enterprises covered under this Proclamation shall be in accordance with the insurance scheme arranged by the undertaking or pensions law.
Where the undertaking does not have any insurance arrangement, the pension law shall apply to workers covered under this Proclamation.
2/ An employer shall pay a lump sum of disablement compensation to workers who are not covered by the pension law.
3/ The amount of the disablement compensation to be paid by the employer shall be:
a) where the injury sustained by the worker is permanent total disablement, a sum equal to five times his annual wages;
b) where the injury sustained by the worker is below permanent total disablement a sum proportionate to the degree of disablement calculated on the basis of the compensation provided for in the preceeding Sub-Article (3) (a).
4/ Where a worker who has sustained permanent disablement was at the date of the injury on apprentice, his disablement compensation payable in accordance with sub–article (2) of this article, shall be calculated by reference to the wages which he would probably have been receiving as a qualified workman after the end of his studies.
110. Dependants’ Benefits
1/ Where a worker or an apprentice dies as a result of an employment injury, the following benefits shall be payable:
a) dependant’s compensation in accordance with the provisions of sub-articles (2) and (3) of this Article; and
b) subject to the provisions of a collective agreement or work rules, payment for funeral expenses which shall be not less than two month wages of the worker.
2/ The following shall be considered dependants:
a) the worker’s widow or widower;
b) children of the deceased worker who are under eighteen years of age; and
c) any parent who was being supported by the deceased worker.
3/ The amount of the dependants compensation for workers not covered by the Public servants pension law, shall be a Sum equal to five times the annual salary of the deceased and paid by the employer to;
a) 50% (fifty percent) for the deceased worker’s lawful husband or wife;
b) 10% (ten percent) each for the deceased worker’s children who are below the age of fifteen years old;
c) 10% (ten percent) each for the deceased worker’s parents who were being supported by him.
4/ If the total of dependents’ compensation calculated in accordance with sub-article 3 of this Article is in excess of one hundred percent (100%) of the total amount to be divided, the amount of compensation of each dependent shall be proportionately reduced by the amount required to reduce the total amount payable to one hundred percent of the said total amount. If the total of all dependents’ compensation becomes less than one hundred percent (100%) of the total amount to be divided, the amount of compensation of each dependent shall be proportionately increased by the amount required to increase the total amount payable to one hundred percent (100%) of the said total amount.
111. Burden of Proof
The benefits referred to in Article 110 shall not be payable where the worker dies after twelve months from the date of the injury, unless it is proved that the injury was the principal contributory cause of his death.
112. Benefits not Taxable
1/ The benefits paid in accordance with the provisions of this Section shall be free from any kind of tax.
2/ The benefits payable under the provisions of this Section shall not be assigned, attached or deducted by way of setoff.
PART EIGHT
Collective Relations
113. The Right to Form Organizations
1/ Workers and employers shall have the right to establish and form trade unions or employers associations, respectively and actively participate therein.
2/ In this Proclamation:
a) “trade Union” means an organization formed by workers;
b) “employers association” means an organization established by employers;
c) “federation” means an organization established by more than one trade unions or employers associations.
d) “confederation” means an organization established by more than one trade unions federations or employers federations.
114. Formation of Organizations
1/ A trade union may be established in an undertaking where the number of workers is ten or more; provided however that the number of members of the union shall not be less than ten.
2/ Workers who work in undertakings which have less than ten workers may form a general trade union, provided, however, that the number of the members of the union shall not be less than ten.
3/ Trade unions may jointly form federations and federations may jointly form confederations.
4/ Employers associations may jointly form employers federation and employers federations may jointly form employers confederation.
5/ No trade union or employers association may form a confederation without forming federations.
6/ Any federation or confederation of trade unions or employers associations may join international organizations of trade unions or employers.
7/ No worker may belong to more than one trade union at any given time for the same employment. Where this provision is not observed, the latest membership shall cancel any previous membership, and the formalities of membership were simultaneous or it is impossible to determine which is the latest, they shall all be without effect.
8/ Notwithstanding sub-article 4 of this Article, any employer may join an established employers federation.
115. Functions of Organizations
Organizations shall have following functions
1/ observe the conditions of work and fulfill the obligations set forth in this proclamation; respect the rights and interests of members in particular, represent members in collective negotiations and labour disputes before the competent body when so requested or delegated;
a) where there exist more than one trade union organizations at a given enterprise, the trade union which is going to bargain a collective agreement and consult with authorities, is the one which gets 50%+1 or more support by all employees of the enterprise.
b) the trade union organization which deserve the majority vote should be registered by the ministry.
c) when the trade union.
d) After a certain period of time lost its vote of confidence, other labour union who gets a vote of confidence after registration it will have legal personality.
2/ ensure that laws regulations, directives and statements are known to, be observed and implemented by members;
3/ initiate laws and regulations pertaining employers and workers; participate actively during their preparations and amendments;
4/ discharge other functions provided for in their constitutions.
116. Functions of Federations and Confederations
In addition to those matters mentioned under Article 115 federations and confederations shall have the following functions;
1/ to strengthen the unity and sprit of co-operation of their members; participate in the determination or improvement of the conditions of work at the trade or industry level as well as to encourage members to strengthen their participation in the construction of the national economy;
2/ to represent their organizations in any conferences;
3/ to discharge other functions in accordance with their constitutions.
117. Constitution of Organizations
Trade unions and employers associations shall issue their own constitutions. The constitutions may include inter alia the following;
1/ name of the organization;
2/ address of the head office of the organization;
3/ purpose of the organization;
4/ date of formation of the organization;
5/ emblem of the organization;
6/ qualifications for leadership;
7/ contribution of its members;
8/ financial and property administration of the organization; meetings and election procedures;
9/ meeting and election procedues;
10/ disciplinary measures; and
11/ the conditions for dissolving the organization.
12/ Status of the property in case of the dissolution of the organization
118. Registration of Organizations
1/ Every organization shall be registered by the Ministry in accordance with this Proclamation;
2/ Every organization shall, upon its establishment, submit to the Ministry for registration the following documents:
a) constitution of the organization;
b) a document containing the names; address and signatures of its leader;
c) in the case of a general union, the names of undertakings where members are working;
d) where the organization is a federation or a confederation, the names, address and signatures of their leaders and the member trade unions or employers associations.
e) name and emblem of the organization.
3/ The Ministry shall, after examining the documents and ascertaining that they are duly completed, issue a certificate of registration within fifteen days of receiving the application. Where the Ministry does not notify its decision within this period, the organization shall be deemed registered.
4/ An organization which is not registered in accordance with the provisions of this Proclamation may not perform activities set forth in this Proclamation.
5/ A trade union or employers association registered by the Ministry in accordance with this Proclamation shall have legal personality and in particular, have the capacity to undertake the following activities:
a) to enter into contract;
b) to sue and be sued;
c) to own, use and transfer property,
d) to represent members at any level, and
e) to perform any legal act necessary for the attainment of its purposes.
119. Refusal to Register
The Ministry may refuse to register an organization for any one of the following reasons:
1/ where the organization does not fulfill the requirements laid down in this Proclamation, regulations and directives issued in accordance with this Proclamation, or
2/ where the objectives and the constitution of the organization are illegal or
3/ where the name of the organization is similar to another organization established prior to it or so closely similar as to confuse its members and the general public in any manner; or
4/ where one or more than one of those elected as leaders of the organization have been convicted and punished, within the last ten years, of serious, nonpolitical offences and the organization is not willing to substitute them by others.
120. Cancellation of Registration
1/ The Ministry may apply to the competent court to cancel the certificate of registration of an organization, on any one of the following grounds:
a) where the certificate of registration is obtained by fraud or mistake or deceit, or
b) where any one of the objectives or constitution of the organization is found to be illegal under this Proclamation and the organization is not willing to remedy or correct the illegal provisions or conditions; or
c) where the organization is found to have engaged in activities which are prohibited under this Proclamation or performed acts which are contrary to its purposes and constitution and it is not willing to cease or remedy or eliminate them.
2/ The Ministry may upon request by an organization ensure that the organization is dissolved in such manner as it thinks appropriate.
121. Notice to Cancel Registration
1/ The Ministry shall before applying for the cancellation of the registration of an organization in accordance with sub-article 1 of Article 120, give to the concerned organization one month prior notice specifying the reasons for the cancellation and the opportunity to oppose it. The Ministry may not specify any reason other than those enumerated in sub-article 1 of Article 120.
2/ Where the one month period of notice provided for in sub-article (1) of this Article has expired and the organization does not oppose the notice or the opposition is considered groundless by the Ministry, the Ministry may apply to the competent court for the cancellation of registration.
3/ Without prejudice to sub-article 2 of this Article the Ministry may suspend the organization to refrain from the act which is prohibited by the proclamation or contrary to its objectives and the constitution which may give rise to cancellation of the certificate as provided for under sub-article 1(c) of Article 120 of this proclamation.
122. Appeal
Where the Ministry refuses registration of the organization, the organization may appeal to the competent court within fifteen days from the date of the receipt of the decision in writing. During the hearing, the Ministry shall be given the opportunity to appear before the court and forward its opinion.
123. Consequence of Cancellation of Registration or upon request by the Organization.
An organization shall be deemed dissolved where the registered organization is dissolved by a decision of a court or upon request by the organization to the Ministry and is dissolved from the day a decision is made.
CHAPTER TWO
Collective agreement
Section one
General
1/ “Collective agreement” means an agreement concluded in writing between one or more representative of trade unions and one or more employees or agents or representatives of employers organizations.
2/ “Collective Bargaining” means a negotiation made between employers and workers organizations or their representatives concerning conditions of work or collective agreement or the renewal and modifications of the collective agreement.
125. Collective bargaining
1/ Trade union shall have the right to bargain a collective agreement with one or more employers or their organization in matters provided for in Article 128.
2/ Employers or employer associations shall have the right to bargain a collective agreement with their workers organized in a trade union.
126 Representation
1/ The following shall have the right to represent workers during collective bargaining.
a) where there is a trade union, the leaders of the union who are empowered to represent the workers during collective bargaining.
b) where there is a general trade union who are authorized in accordance with the constitution of the union.
2/ The persons who represent the employer shall be the concerned employer or employers or those who are deligated by one or more employers associations.
127. Advisors
Any bargaining party to a collective agreement may be assisted by advisors who render expert advice during the negotiation.
128. Subject Matter of a Collective Agreement
Matters concerning employment relationship and conditions of work as well as relations of employers and their organizations with workers’ organizations may be determined by collective agreement.
129. Contents
Without prejudice to the generality of Article 128 of this Proclamation, the following may inter alia, be determined by collective agreement:
1/ matters left by the provisions of this Proclamation or other laws to be regulated by collective agreement;
2/ the conditions for protection of occupational safety and health and the manner of improving social services;
3/ workers’ participation, particularly, in matters regarding promotion, wages, transfer, reduction and discipline;
4/ conditions of work, the procedure for making work rules and grievance procedures;
5/ arrangement of working hours and interval break times;
6/ parties covered by the collective agreement and its duration of validity.
130. Procedure for Collective Bargaining
1/ A party wishing to conclude a collective bargaining may request the other party in writing. It shall also prepare and submit draft necessary for the negotiation.
2/ The requested party shall within ten days of receiving the request, appear for collective bargaining.
3/ The parties shall before commencing collective bargaining draw up the rules of procedure.
4/ Each party shall have the duty to bargain in good faith.
5/ Issues on which the parties could not reach agreement by negotiations in good faith shall be submitted to the competent labour disputes settlement tribunal.
6/ Parties to a collective agreement that is enforce shall decide to amend or replace their collective agreement with in 3 months before the validity date expires. Each party, after having decided to amend or replace the collective agreement, shall finalize it within 3 month as of the date of its expiry. If the negotiation is not finalized with the said period of time the collective agreement whose validity date is expired shall cease tobe effective.
131. Registration of Collective Agreement
Upon executing a collective agreement, the parties shall transmit sufficient copies of the same to the Ministry for registration.
132. Accession
A collective agreement which has already been signed and registered may be acceded to by others.
133. Duration of Validity
1/ Any provision of a collective agreement which provides for conditions of work and benefits which are less favorable than those provided for under this Proclamation or other laws shall be null and void.
2/ Unless otherwise decided therein, a collective agreement shall have legal effect as from the date of signature.
3/ unless expressly stipulated otherwise in a collective agreements, no party may challenge the collective agreement before three years from the date of its validity, provided, however, that;
a) upon the occurrence of a major economic change, a challenge to the collective agreement may be submitted to the Minister by either party before the expiry of the fixed time.
b) The Minister shall, upon receipt of a challenge to a collective agreement in accordance with this sub-article 3(a), assign advisor with a view to enabling the two parties settle the matter by agreement. If the two parties fail to settle the matter by agreement, Article 142 of this Proclamation shall apply.
c) the parties may at any time change or modify their collective agreement, provided, however, that without prejudice to the special conditions set forth in sub-article 3(a) and (b) of this Article, a party may not be obliged without his consent to bargain a collective agreement to change or modify it before the said time limit expires.
SECTION THREE
Scope of Application of a Collective Agreement
134. Scope
1. Every collective agreement shall be applicable to all parties covered by it.
2. Where the collective agreement is more favorable to the workers in similar matters than those provided for by law, the collective agreement shall prevail. However, where the law is more favorable to the workers than the collective agreement the law shall be applicable.
135. Exception
1/ Where a trade union which is a party to a collective agreement is dissolved, the collective agreement shall continue to be valid between the employer and the workers.
2/ In the case of amalgamation of two or more undertakings, unless decided otherwise by the concerned parties:
a) where undertakings which have their own collective agreement are dissolved the collective agreement concluded by more workers before the dissolution shall be deemed as concluded by the others and shall be applicable.
b) where only one of the undertakings has a collective agreement, it shall be applicable to the undertaking which results from the amalgamation.
c) where the number of workers of all of the undertakings are equal and they have their own collective agreements, the one more favorable in general, shall be applicable.
3/ Where an undertaking is amalgamated or divided, the provisions of sub-article (2) of this Article shall, mutatis mutandis, apply.
PART NINE
Labour Dispute
CHAPTER ONE
General
136. Definitions
In this Proclamation:
1/ “conciliation” means the activity conduced by a private person or persons appointed by the Ministry at the joint request of the parties for the purpose of bringing the parties together and seeking to arrange between them voluntary settlement of a labour dispute which their own efforts alone do not produce;
2/ “essential services” means those services rendered by undertakings to the general public:
a) air transport;
b) undertakings supplying electric power;
c) undertakings supplying water and carrying out city cleaning and sanitation services;
d) urban bus services;
e) hospitals, clinics, dispensaries and pharmacies;
f) fire brigade services; and
g) telecommunication services;
3/ “labour dispute” means any controversy arising between a worker and an employer or trade union and employers in respect of the application of law, collective agreement, work rules, employment contract or customary rules and also any disagreement arising during collective bargaining or in connection with collective agreement:
4/ “lock-out” means an economic pressure applied by closing a place of employment in order to persuade workers to accept certain labour conditions in connection with a labour dispute or to influence the outcome of the dispute;
5/ “Strike” means the slow- down of work by any number of workers in reducing their normal out-put on their normal rate of work or the temporary cessation of work by any number of workers acting in concert in order to persuade their employer to accept certain labour conditions in connection with a labour dispute or to influence the outcome of the dispute.
Labour Courts
137. Establishment of Labour Divisions
1/ There shall be set up labour divisions, as may be necessary, at each regional first instance court, each regional court which hears appeals from regional first instance courts and at the Central High Court.
2/ The Minister shall submit the number of labour divisions to be established in accordance with sub-article (1) of this Article to be determined by the appropriate authority.
138. Labour Division of the Regional First Insurance Court
1/ The labour division of the regional first instance court shall have jurisdiction to settle and determine the following and other similar individual labour disputes;
a) disciplinary measures including dismissal;
b) claims related to the termination or cancellation of employment contracts;
c) questions related to hours of work, remuneration, leave and rest day;
d) questions related to the issuance of certificate of employment and release;
e) claims related to employment injury;
f) unless otherwise provided for in this Proclamation, any criminal and petty offences under this Proclamation.
2/ The labour division of the regional first instance court shall give decisions within 60 days from the date on which the claim is lodged.
3/ The party who is not satisfied with the decision of the regional first instance court may, within 30 days from the date on which the decision was delivered, appeal to the labour division of the regional court which hears appeals from the regional first instance court.
139. The Labour Division of the Regional Appellate Court
1/ The labour division of the (regional) court which hears appeals from the regional first instance court shall have jurisdiction to hear and decide on the following matters:
a) appeals submitted to it from the labour division of the regional first instance courts in accordance with Article 138 of this Proclamation;
b) objections on question of jurisdiction;
c) appeals submitted to it against the refusal of the registration of a trade union in accordance with Article 122 of this Proclamation;
d) appeals submitted to it by an employer who is affected by the just ruction or order of labour inspector in accordance with Article 180 (1) of this Proclamation;
e) appeals submitted to it against the decision of the Ministry in accordance with sub-article (3) of Article20.
f) request submitted to it for the cancellation of the registration of an organization in accordance with sub-article 2 of Article 121.
2/ The decision of the court on appeal submitted to it under sub-article (1) of this Article shall be final.
3/ The court shall make decision within 60 days from the date of the appeal lodged in accordance to sub-article 1 of this Article.
140. The Labour Division of the Federal High court
1/ The labour division of the Federal High court shall have jurisdiction to hear and decide on appeals against the decision of the Board on questions of law in accordance with Article 154 of this proclamation.
2/ The decision of the court under sub-article (1) of this Article shall be final.
CHAPTER THREE
141. Assignment of Conciliator
1/ When a dispute in respect of matters specified under Article 142 is reported to the Ministry by either of the disputing parties, it shall assign a conciliator to bring about a settlement of the case.
2/ The Ministry may assign conciliators at the National/Regional and when necessary at the wereda level.
142. Duties and Responsibilities of the Conciliator
1/ The conciliator appointed by the Ministry shall endeavor to bring about a settlement on the following, and other similar matters of collective labour disputes:
a) wages and other benefits;
b) establishment of new conditions of work:
c) the conclusion, amendment, duration and invalidation of collective agreements:
d) the interpretation of any provisions of this Proclamation, collective agreements or work rules;
e) procedure of employment and promotion of workers;
f) matters affecting the workers in general and the existence of the undertaking;
g) claims related to measures taken by the employer regarding promotion, transfer and training.
h) claims relating to the reduction of workers.
2/ The conciliator shall endeavor to bring about a settlement by all reasonable means as may seem appropriate to that end.
3/ When the conciliator fail to give solution to case submitted to him within 30 days he shall report to the ministry, and a copy to each pleading parties. Without prejudice to provision of this Article Sub Article 1(a) on of the party may take his case to board. But if the despitute submitted pursuant to Article 136 (2) one of the party may submitted his cases to the temporally instituted board.
143. Conciliation and Arbitration
1/ Notwithstanding the provisions of Article 141 of this Proclamation parties to a dispute may agree to submit their case to arbitrators or conciliators, other than the Minister for settlement in accordance with the appropriate law.
2/ If the disputing parties fail to reach an agreement on the case submitted to arbitration or conciliation under sub-article (1) of this Article the party aggrieved may take the case to the Board or to the appropriate court.
The Labour Relations Board
144. Establishment
1/ One or more permanent Labour Relations Boards (here in after referred as permanent Board) may be established in Regional Government.
2/ The adhoc labour Relation Board (here in after referred as adhoc Board) may be established to hear and decide disputes that may arise on matters specified in sub-article 1(a) of Article 142 at undertakings referred to Article 136(2) of this proclamation.
3/ Each permanent or adhoc Board shall be under the local authority responsible for the implementation of labour laws.
145. Composition
1/ The permanent and adhoc Board shall consist of a chairman, two qualified members who have the knowledge and skill on labour relation, appointed by the Minister, four members of whom two represent the trade unions and two represent employer’s associations, and two alternate members one from the workers side and one from the employers side.
2/ Employers representatives shall be appointed from the most representative of employers associations and workers representatives shall be appointed from the most representative of trade unions.
3/ The Minister shall assign a secretary and such other necessary staff to the Board.
4/ Members and alternate members of the Board shall serve on part time basis without remuneration, provided, however, that the Minister may fix standard fees for attendances at meetings of the Board.
5/ Members and alternate members of the Board shall be appointed for a term of three (3) years; provided, however, that in making the initial appointments, the terms of one (1), two(2) and three (3) years, respectively, shall be specified so that in each subsequent year the terms of not more than one-third (1/3) of the members and alternate members then serving shall expire in any one calendar year.
6/ The Minister shall dismiss a member in case of negligence of duty or meifeasance in office and shall arrange for the appointment of a substitute for the remaining, unexpired term.
146. Meeting procedure of the permanent and the adhoc Board
1/ In the absence of the Chairman another member of the Board designated by him as Acting Chairman, shall preside over the meetings of the Board. Where no such member is designated, the member of the Board with the greatest seniority shall serve as Acting Chairman.
2/ In the absence of a member at any meeting of the Board, the Chairman may designate an alternate member to replace the absent member at such meetings. An alternate members so designated shall be deemed a member for the meeting for which he is designated.
3/ Four (4) members of the Board, shall constitute a quorum at any meetings, provided, however, that a minimum of one member representing workers and one member representing employers shall be present.
4/ Decision of the Board shall be taken by a majority vote of the members present. In case of a tie, the Chairman shall have a casting vote.
5/ Each decision of the Board shall be signed by all members present.
6/ Minutes of meetings after approval by the Board, shall be certified by the secretary and shall thereafter constitute the official record of the said meetings.
147. Power of the permanent and the adhoc Board
1/ The permanent Board shall have the following power:
a) to hear labour disputes on matters specified in sub-article (1) of Article 142, except for (a), to conciliate the parties and to give orders and decisions;
b) except for sub-article 1(a) of Article 142 to hear cases submitted to it by one of the disputing parties after the parties fail to reach an agreement in accordance with sub-article (3) of Article 142
.c) to hear cases on prohibited actions referred to in Article 160;
d) to require any person or organization to submit information and documents required by the Board for the carrying out of its duties.
e) to require parties and witness to appear and testify at hearings;
f) to administer oaths or take affirmations of persons appearing before the Board and examine any such persons upon such oath of affirmation;
g) to enter the promises of any working place or undertaking during working hours in order to obtain relevant information, hear witnesses or to require the submission of documents or other articles for inspection from any person in the premises.
2/ The adhoc Board shall have the power to hear labour disputes on matters specified in sub-article 1(a) of Article 142, to conciliate the parties and to give any orders and decisions.
3/ Except in cases of emergency the person in charge of the premises shall be given reasonable advance notice before any entry in accordance with sub-article 1(g) of this Article.
4/ Orders and decisions of the Boards shall be considered as those decided by civil courts of law.
148. Rules of Procedure
The permanent and the adhoc Board shall issue their own rules of evidence and procedure.
149. Hearings
1/ Before giving decisions, the permanent or the adhoc Board shall notify the parties involved and afford them an opportunity to be heard. At least three (3) days advance notice of hearing shall be given to the parties and the notice shall contain the date, hour and place of hearing.
2/ If any of the parties or any other person properly summoned to appear at a hearing fails to appear at the fixed time and place, the Board may proceed with the hearing. If failure to appear was not the fault of the person involved the Board shall grant that person a second opportunity to appear before it.
3/ No appeal may be taken on the Board’s decision given in accordance with Sub-Article (2) of this Article.
4/ All hearings of the Board shall be public unless the Chairman for good cause decides otherwise.
5/ The permanent or the adhoc Board shall not be bound by the rules of evidence and procedure applicable to courts of law, but may inform itself in such manner at it thinks fit.
6/ Trade unions, employers associations and other parties notified to appear at the hearing may be represented by their duly authorized representatives or appointed legal council. The Board may limit the number of such representatives who may actively participate in a hearing on behalf of any single party.
150. Consideration of Matters
1/ The permanent or the adhoc Board shall endeavour to settle by agreement Labour disputes submitted to it, and to this end it shall employ and make use of all such means of conciliation, as it deems appropriate.
2/ The permanent or the adhoc Board may in appropriate circumstances consider not only the interest of the parties immediately concerned but also the interest of the community of which they are apart and the national interest and economy as well, and may in such circumstances grant a motion to intervene by the government as amicus curiae.
3/ In reaching any decision, the Board shall take into account the substantial merits of the case, and need not follow strictly the principles of sustantive law followed by civil courts.
151. Decisions
1/ The permanent or the adhoc Board shall give decision within 30 days from the date on which the claim is lodged.
2/ Decisions of the Board shall be made in writing and signed by the Board members who concur therein. Dissenting opinions shall also be made in writing and signed by the member in dissent.
3/ In every decision of the permanent or the adhoc Board the judgment shall contain the following:
a) the issue or controversy submitted for decision;
b) the substance and source of relevant testimony and evidence received in the course of the proceedings;
c) the findings of the fact made and the evaluation of the evidence which leads the Board to make such findings;
d) the determination of each issue or controversy;
e) the action to be taken on the basis of such determination.
4/ A copy of the decision of the Board shall be served upon the parties involved within five (5) days from the date of decision.
152. Effect of Decisions
1/ Subject to article 154 of this Proclamation, each decision of the permanent or the adhoc Board shall have immediate effect.
2/ Where a decision of the Board relates to working conditions, it shall be a term of the contract of employment between the employer and the worker to whom it applies, and the terms and conditions of employment to be observed and the contract shall be adjusted in accordance with its provisions.
153. Finality of the Board’s Findings of Fact
All findings of facts made by the Board shall be final and conclusive.
154. Appeal
1/ In any Labour dispute case an appeal may be taken to the Federal High Court by an aggrieved party on questions of law, within thirty (30) days after the decision has been read to, or served upon, the parties whichever is earlier.
2/ The court shall have the power to uphold, reverse or modify the decision of the Board.
3/ The court shall give its decision within 30 days from the date on which the appeal is submitted to it in accordance with Article 1 of this Article.
155. Offences against the permanent or the adhoc Board
1/ Whose ever in the course of a Board in-quiry, proceeding or hearing in any manner degrades, holds up to ridicule, threatens or disturbs the Board or any of its member in the discharge of their duties, shall be punishable with simple imprisonment not exceeding six (6) months, or with fine not exceeding Birr one thousand (Birr 1000).
2/ Where the offence described in sub-article (1) of this Article is not committed openly or during open hearing the punishment, except in more serious cases, shall be a fine not exceeding Birr five hundred (Birr 5000).
3/ Proceedings of the Board shall be considered “quasi-judicial proceedings” and the Board ” a competent judicial tribunal” for the purpose of Article 442 of the Penal Code, and violations thereof shall be punishable as provided there under.
4/ The Board may shall submit to the Minister an annual report of its activities.
156. Annual Report
The permanent or the adhoc Board shall submit to the Minister an annual report of their activities.
Strike and Lock-out
157. General
1/ Workers have the right to strike to protect their interest in the manner prescribed in this Proclamation.
2/ Employers have the right to lock-out in the manner prescribed in this Proclamation.
3/ The provisions of sub-articles 1 and 2 of this Article shall not apply to workers and employers of undertakings referred to in Article 136 (2) of this Proclamation.
158. Conditions Required for Resorting to Strike or Lock-out
Before initiating a strike or lock-out partially or shall the following steps shall have to be taken:
1/ unless otherwise provided in this Proclamation, the party initiating a strike or lock-out shall give advance notice to the other concerned party indicating its reasons for taking the said action;
2/ both parties should make all efforts to solve and settle their labour dispute through conciliation;
3/ The strike should be supported by a majority of the workers concerned in a meeting in which at least two-thirds of the members of the trade union were present.
4/ Measures should be taken to ensure the observance, by employers and workers, of safety regulations and accident prevention procedures in the undertaking.
159. Procedure for Notice
1/ The notice under sub-article (1) of Article 158 shall be given by the party initiating a strike or lock-out to the other concerned party and to the representative of the Ministry in the region or the concerned government office.
2/ The notice specified in sub-article (1) shall be served 10 days in advance of taking industrial action.
160. Prohibition
1/ Without Prejudice to the provision of sub-article (1) of Article 159, a strike or lock-out initiated after a dispute has been referred to the Board or to the court and thirty (30) days have not elapsed before any order or decision is given by the Board or the prescribed period has elapsed before the court gives decisions is unlawful;
2/ It shall be unlawful to refuse to obey, or to take or continue to strike or to lock-out against or in conflict with the final order or decision of the Board or of the court disposing in whole or in part of a labour dispute proceeding or to delay unwarrantedly in obeying such Board or court order or decision; provided, however that the strike or lock-out initiated, which is not against or in conflict with any such order or decision, but seeks to compel compliances therewith, shall not be deemed illegal or prohibited.
3/ It is prohibited to accompany strike or lockout with violence, threats of physical force or with any act which is clearly and officially unlawful.
Chapter Six
Court Fees
161. Exemption from Fees
1/ No court fees shall be charged in respect of cases submitted to conciliation and to the Labour Relations Board by any workers or trade union, employer or employers associations in accordance with Articles 141 and 147.
2/ No court fees shall be charged in respect of cases submitted by any worker or trade union to courts.
Period of Limitation and Priority of Claims
Section One
Period of Limitation
162. Limitation
1/ Unless a specific time limit is provided otherwise in this Proclamation or other relevant law, an action arising from an employment relationship shall be barred by limitation after one year from the date on which the claim becomes enforceable.
2/ Any claim to be reinstated by a worker arising from the unlawful termination of a contract of employment shall be barred after three months from the date of the termination of the contract of employment.
3/ Claims by a worker for payment of wages, overtime and other payments shall be barred after six months from the date they become due.
4/ Any claims by a worker or employer for any kind of payment shall be barred by limitation unless an action is brought within six months from the date of termination of the contract of employment.
5/ The relevant law shall be applicable to the period of limitation which is not provided for in this Proclamation.
163. Calculation of Period of Limitation
1/ Unless otherwise specifically provided for in this Proclamation, the period of limitation shall begin to run from the day following the day when the right may be exercised.
2/ Whenever the last day of a period of limitation falls on a day other than a working day, it shall expire on the next working day.
164. Interruption
A period of limitation shall be interrupted by;
1/ any action taken before an authority responsible for the determination of labour disputes until a final decision is given.
2/ any action taken before the competent authority responsible for the enforcement and application of this proclamation until a final decision is given in writing.
3/ the express recognition of the other party’s right provided, however, that a period of limitation interrupted on such ground may not be interrupted more than three times in the aggregate.
165. Waiver of Limitation
Any party may waive this right to raise as a defence a period of limitation after its expiry, provided, however, that, a waiver of such right made before the date of expiry of the period of limitation shall have no effect.
166. Discretion of the Competent Authority
1/ The authority responsible for the determination of labour disputes may accept an action after the expiry of a period of limitation if it ascertains that the delay is due to force majuere provided, however that unless the action is brought within ten days from the date the force majuere cease to exist, it shall not be accepted.
2/ Without affecting the generality of the provisions of sub-article (1) of this Article, the following shall be good cause of disregarding a period of limitation.
a) illness of the concerned worker;
b) transfer of the worker upon order to a place other than his residence; or
c) call for national service.
Priority of Claims
167. Priority Over Other Debts
Any claim of payment of a worker arising from employment relationship shall have priority over other payments or debts.
168. Procedure of Payment of Claims
1/ In the event that the undertaking is liquidated, execution officers or other persons authorized by law or the court to execute such liquidation shall have the duty to pay the claims of workers referred to in Article 167 within thirty days following the decision of the competent authority.
2/ Where the said claims are not met within the time limit set forth in sub-article (1) of this Article due to lack of funds, they shall be paid as soon as the necessary funds are available.
169. Lien of Home Workers
Home workers may exercise a lien on goods in their possession that they have produced for a employer and such lien shall be of equal rank to their claims. Such measure shall be deemed an action taken to enforce the right provided for in Article 167.
Enforcement Of Labour Law
CHAPTER ONE
Labour Administration
170. Power of the Minister
1/ The Minister may issue directives necessary for the implementation of this Proclamation. He may in particular, issue directives on the following:
a) occupational safety, health and the protection of working environment;
b) standards of working conditions;
c) classification of hazardous jobs;
d) in consultation with the concerned organs, type of works which are particularly arduous or dangerous to the health and to the reproductive systems of women workers;
e) types of works which requires work permits for foreigners and in general, the manner of giving work permits;
f) employment of Ethiopian nationals outside of Ethiopia;
g) in consultation with the concerned organs, types of occupations and works in which apprenticeship need to be given;
h) duration of apprenticeship;
i) theoretical and practical aspects of apprenticeships well as the manner of giving tests;
j) procedure for the registration of job-seekers and vacancies;
k) procedure for the reduction of work force;
l) undertakings required to have insurance coverage for the payment of employment injury benefit.
2/ The Minister shall organize, co-ordinate, follow-up and execute the labour administration system by establishing an Employment Service, a Labour Inspection Service and also a permanent Advisory Board which consists members from the Government, employers associations and trade unions.
171. Advisory Board
The Advisory Board, is an organ established in accordance with sub-article (2) of Article 170 which shall study and examine matters concerning employment service, working conditions, the safety and health of workers, the labour laws in general and give advisory opinion to the Minister. Its duties and responsibilities shall be determined in the directives to be issued by the Minister.
SECTION ONE
Employment Service
172. Employment Service
Employment service shall include the following;
1/ assist persons who are able and willing to work to obtain employment;
2/ assist employer in the recruitment of suitable workers for their works;
3/ determine the manner in which foreign national are employed in Ethiopia;
4/ determine the manner in which Ethiopian national are employed outside of Ethiopia;
5/ assist the concerned offices and organizations, in the preparation of training programmes;
6/ undertake studies concerning the employed and unemployed manpower of the country;
7/ in collaboration with the concerned offices conduct studies relating to the manner of improving vocational training at the national level and distribute same to those who are interested in general, implement the employment policy properly.
173. Employment Exchange
Employment Labour exchange shall include the following:
1/ registration of job-seekers and vacancies;
2/ selection from among the registered job-seekers and sending those who fulfill the requirements to compete for the positions notified by employers;
3. registration by the person assigned for this purpose by the Minister, of job seekers who have attained the age of fourteen years and above upon presenting the necessary documents.
174. Employment of Foreign Nationals
1/ Any foreigner may only be employed in any type of work in Ethiopia where he possesses a work permit given to him by the Ministry.
2/ A work permit shall be given for an employment in a specific type of work for three years and shall be renewed every year. However, the Ministry may vary the three years limit as required.
3/ Where the Ministry ascertains that the foreigner is not required for the work, the work permit may be cancelled.
4/ The Ministry may charge service charges for the issuance, renewal or replacement of work permits.
175. Employment of Ethiopian Nationals Abroad
An Ethiopian national may be employed outside of Ethiopia where the Ministry has obtained adequate assurances that his rights and dignity shall be respected in the country of employment.
176. Prohibition
No person or entity shall perform employment exchange activities for consideration.
SECTION TWO
Labour Inspection Service
177. Labour Inspection Service
Labour Inspection service shall include the following
1/ ensure the implementation of the provisions of this Proclamation, regulations and directives issued in accordance with the Proclamation, other laws relating to labour relations registered collective agreement, and the decisions and orders given by the authorities responsible to determine labour disputes;
2/ supervise, execute, educate, study, make research and prepare a standard of work to ensure the implementation of the provisions issued in accordance with this Proclamation and other laws regarding working conditions, occupational safety, health and working environment;
3/ prepare the list of occupational diseases and schedules or degrees of disablement;
4/ classify dangerous trades or undertakings;
5/ conduct studies, and compile statistical data relating to working conditions;
6/ prepare training programmes concerning the prevention of employment injuries;
7/ supervise and ensure that where undertakings are constructed, expanded, renovated or their appliances installed, they are not dangerous to the safety and health of workers;
8/ take administrative measures in order to implement this Proclamation and regulations and directives issued in accordance with this Proclamation;
9/ to seek in the courts or in the authorities responsible for determining labour disputes appropriate measures for the enforcement of the provisions of this Proclamation and of such sanctions as may be required by its decision rendered in the course of or as a consequence of its lawful activates.
178. Powers and Duties of Labour Inspectors
1/ The Minister shall assign Labour Inspectors who are authorized to carry out the responsibilities of follow-up and supervision of the inspection service.
2/ The Labour Inspectors shall have an identity card issued by the Minister bearing the official seal.
3/ The Labour Inspectors shall have the power to enter, during any working hours without prior notice, any work place which they may think necessary to inspect in order to examine test or enquire to ascertain observation of the provisions of Article 177. In particular;
a) to question any person alone or in the presence of witnesses;
b) to check, copy or extract any paper, file or other documents;
c) to ensure that the relevant notices are affixed at the appropriate place of work.
d) to take any sample of any matter in a work place and to test it to ensure that it does not cause injury to workers;
e) to take photograph of any worker, and measure draw or test buildings, rooms, factories, car tools, goods and copy and registered document in order to ensure the safety and health of workers;
4/ Where a sample is taken in accordance with sub-article (3)(d) of this Article, the employer or his representative shall be informed in advance and shall have the right to be present.
179. Measures to be taken by Labour Inspection
1/ Where the Labour Inspector observes that there is present, on or in the premises, plant, installations, machinery, equipment or material of any undertaking or in the working methods being followed therein any conditions which constitute a threat to the health, safety or welfare of the workers of such undertaking, be shall instruct the employer to correct such condition within a given period of time.
2/ Upon failure of the employer to take such steps within the given time after receiving instructions in accordance with sub-article (1) of this Article, the Labour Inspector shall issue to the employer and order requiring;
a) that alteration in existing conditions which may be necessary to remove the threat to the health, safety or well-being of the workers be completed within a stated period of time; and
b) that any measures which may be necessary to prevent imminent danger to the safety or health of the workers to be taken immediately.
3/ Where the Labour Inspector is in doubt about the technical or legal aspects of any particular case, he shall report thereon to the Minister requesting that appropriate decision be given and orders issued accordingly.
180. Appeal
1/ Where the employer is dissatisfied with the order given in accordance with sub-articles (1) and (2) of Article 179, he may appeal to the authority responsible to determine labour disputes or to the court within five working days, provided, however that there shall not be a stay of execution where the order is given to avert an imminent danger pursuant to Article 179 (2)(b).
2/ The decision given on the appeal filed in accordance with sub-article (1) of this Article shall be final. Where the employer does not appeal within the time limit, the decision shall be executed by the appellate court.
181. Restriction on the Functions of Labour Inspectors
1/ The Labour Inspectors shall perform their functions diligently and impartially. They shall take into account may reasonable suggestions given to them by employers and workers.
2/ No Labour Inspector shall at any time, whether during or after he left his employment, reveal to any other person any secrets of manufacturing, commercial or other working processes which may come to his attention in the course of performing his duties under this Proclamation.
3/ No Labour Inspector shall reveal to any person other than the concerned authority in the Ministry the sources of any complaint brought to his attention concerning a defect or breach of legal provision and, in particular, he shall not make any intimations to any employer or his representative that his inspection visit was made in response to a complaint filed with the Labour Inspection Service.
4/ A Labour Inspector shall in all cases notify the employer of his presence on the premises of the undertaking unless he considers that such notification may be prejudicial to the efficient performance of his duties.
5/ No Inspector shall supervise any undertaking of which he is an owner or in which he has an interest.
6/ A Labour Inspector shall attain from interference or involvement in labour disputes and collective bargaining as a conciliator or an arbitrator.
182. Prohibition
The following acts shall be deemed to constitute obstruction of the Labour Inspector in the performance of his duties:
1/ preventing the Labour Inspector from entering a work place or from staying in the premises;
2/ refusing to let the inspector examine records or documents necessary for his functions;
3/ concealing data relating to employment accidents and the circumstance in which they occur.
4/ any other act or omission that delays or interferes with the exercise of the Labour Inspector’s function.
PART TWELVE
Penalty and Transitory Provisions
CHAPTER ONE
Penalty Provisions
183. General
Unless the provisions of the Penal Code provide more severe penalties, the penalties laid down in this Chapter shall be applicable.
184. Offences by an Employer
1/ An Employer who:
a) causes workers to work beyond the maximum working hours set forth in this Proclamation or contravenes in any manner the provisions relating to working hours; or
b) infringes the provisions of this Proclamation regulating weekly rest days, public holidays, or leaves; or
c) contravenes the provisions of Article 19 of this Proclamation;
shall be liable to a fine not exceeding Birr five hundred (Birr 500).
2/ An employer who:
a) fails to fulfill the obligations laid down in Article 12(4) of this Proclamation; or
b) Fails to keep records required by this Proclamation, and provide type of information at a reasonable time to the Ministry in accordance with this Proclamation.
c) violates the provisions of Article 14(1) of this Proclamation; or
d) terminates a contract of employment contrary to Article 26(2) of this Proclamation;
shall be liable to a fine not exceeding Birr one thousand (Birr 1200).
185. Common Offences
An employer or a trade union which:
1/ violates regulations and directives issued in accordance with this Proclamation relating to the safety and health of workers to serious danger or does not give special protection to women workers and young workers as provided for in this Proclamation;
2/ fails to bargain in accordance with Article 130(4) of this Proclamation;
3/ contravenes the provisions of Article 160 of this Proclamation;
4/ does not comply with the order given by the Labour Inspectors in accordance with this Proclamation or other laws;
5/ gives intentionally false information and explanations to the competent authorities;
shall be liable to fine not exceeding Birr one thousand and two hundred (Birr 1200) or where the offence is committed by a worker or the representatives of the employer, a fine not exceeding Birr three hundred (300 Birr).
186. Violations of the Provisions of this Proclamation
The Labour Inspector may submit cases involving offences committed in violation of the provisions of this Proclamation or regulations and directives issued here- under to the authorities competent to determine labour disputes under Part Nine of this Proclamation.
187. Period of Limitation
No criminal proceedings of any kind referred to in this Proclamation shall be instituted where one year has elapsed from the date on which the offence was committed.
CHAPTER TWO
Transitory or Provisions
188. Notwithstanding the provisions of Article 190 of this proclamation, and before the entering into force of this Proclamation;
1/ directives issued in accordance with proclamation No. 42/1993 shall remain enforce, in so far as they are not inconsistent with this proclamation.
2/ collective agreements concluded in accordance with proclamation No. 42/1993 shall be deemed concluded in accordance with this proclamation hence this proclamation shall be applicable.
3/ Trade Unions and Employers Association established in accordance with proclamation No. 42/1993 shall be deemed established in accordance with this proclamation hence this proclamation shall be applicable.
4/ Labour disputes pending before any authority competent to settle labour dispute prior to the coming into force of this proclamation shall be settled in accordance with the law and procedure which were enforce before this proclamation came into force.
189. Determination of Degree of Disablement
Until the schedule determining the degree of disablement is issued pursuant to Article 102(1) of this Proclamation the medical board shall continue its functions as usual.
190. Repealed Laws
1/ The Labour Proclamation No. 42/1993 (as amended)
2/ No, law, regulations, directives or decisions shall, in so far as it is inconsistent with this Proclamation, have force and effect in respect of matters provided for in this Proclamation.
191. Effective Date
This Proclamation shall enter into force as of the 9th day of December, 2003.
Done at Addis Ababa, this 9th day of December, 2003.
GIRMA WOLDE GIORGIS
PRESIDENT OF THE FEDERAL
DEMOCRATIC REPUBLIC OF ETHIOPIA
I realized that most of you had a problem downloading of accessing the directives and manuals issued by the Civil Service Commission regarding employment conditions of federal civil servants. Now you can access all the materials compiled in one pdf document.
Click HERE to view Consolidated Ethiopian Civil Service Directives
Introduction
According 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 days
Applicant Ethio-Djibouti Railway
Respondent Teshome Kuma
Cassation File Number 36377
Date: 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 on Meskerem 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.
Applicant Mohammed bdella
Respondent Ethio-Djibouti Railway
Cassation File Number 31857
Date: Megabit 17 2000 E.C.
The employer (respondent) knew the existence of ground of termination on February 26 2005 (Yekatit 1997 E.C.) and dismissed the worker (Applicant) on April 8 2005
Based on these facts, which are affirmed by both parties, the federal first instance court ruled that dismissal is automatically unlawful as it was not taken within the 30 working days as required by article 27(3) of the labour proclamation. On appeal the federal high court reached at a different conclusion and reversed the lower court’s decision. The conclusion was on the erroneous assumption that Saturday (in addition to Sunday) is a working day. This error was rectified by the Federal Supreme Court Cassation divison. According to the calculation applied by the cassation division, the weekly working hours in the respondent’s organization is 48 hours. A worker will be able to work 8 hours a day and 48 hours a week, if he is working 6 days a week. This makes Saturday, a working day.
From February 26 2005 to April 8 2005 there are totally 42 days out of which 12 are Saturday and Sunday and one day was a public holiday. As a result, the employer had 35 working days to terminate applicant’s contract of employment. Since applicant was dismissed on April 8 2005, the termination is clearly after the lapse of 30 working days. The cassation division reversed the decision of the federal court and affirmed the decision of the first instance court.
Applicant Addis Ababa Water and Sewage Authority
Respondent Ato Admas Demesachew
Cassation File Number 41767
Date: Hidar 8-2002 E.C.
Based on the summary of facts by the Cassation division, the employer knew the existence of ground of termination on Nehasie 16-1999 E.C. The termination letter was given to the worker (respondent) on Meskrem 21-2000 E.C. According to the calculation of the federal first instance and federal high court, 30 working days have passed and the termination is automatically unlawful.
The federal Supreme Court cassation division differed on the calculation of the lower courts and found that 30 working days have not passed. The cassation division while calculating the time stated that from Nehasie 16-1999 E.C to Pagume 06-1999 E.C. there are 15 working days and there are 13 working days from Meskrem 1-2000 E.C to Meskrem 21-2000 E.C. Therefore, the total working days are 28, making the action of the employer valid as regards the time requirement.
Both decisions of the lower courts were reversed. However, unlike other similar cases, the cassation division didn’t remand the case back to the federal first court to give its own decision on the merit of the case. On the contrary, it ruled that termination is lawful as the applicant admitted ground of termination stated by the respondent.
Determining time of Knowledge
Applicant Ethiopian Postal Service
Respondent Ato Tilahun Kuma
Cassation File Number 53358
Date: Sene 18-2002 E.C.
The case is related to the meaning of ‘time of knowledge’ in determining the lapse of 30 working days. The respondent was dismissed after his alleged fault was examined by a disciplinary committee. The cassation division reasoned that the employer is considered to have known the commission of fault by the worker after the investigation by its own disciplinary committee is completed. Once, the fault was investigated and proved by the disciplinary committee, the applicant terminated respondent’s employment contract.
Unlike other similar cases, there were no specific dates mentioned in the decision of the cassation division and the reasoning lacks clarity. The time of decision by the disciplinary committee and the time of termination of employment contract are not specified. However, the cassation division reasoned that since ‘it has not been said that 30 working days have passed since fault was proved by the disciplinary committee’ the employment contract is terminated within 30 working days. Based on this reasoning it reversed the decisions of the federal first instance and federal high courts.
Applicant Guder Agro Industry Plc.
Respondent Ato Belete Chala
Cassation File Number 41767
Date: Hidar 7 2002 E.C.
The issue in this case is similar with Cassation File Number 53358 (Applicant Ethiopian Postal Service vs. Respondent Ato Tilahun Kuma.) However, the cassation division deviated from its own earlier decision without making any express statement to this effect.
As the facts of the case indicate, the employment contract of the respondent was terminated on Megabit 4-2000 E.C. The alleged fault of respondent was collision caused by negligent driving. The traffic report about the accident was issued on Yekatit 26-2000 E.C. Respondent argued that the time of knowledge should start from the day it obtained the traffic report i.e. Yekatit 26-2000 E.C. and for this reason 30 working days do not lapse from this day upto the time of termination which is Megabit 4-2000 E.C.
However, the cassation division rejected respondent’s argument, stating that the time starts to run from the date of accident not the date of issuance of traffic report. However, it failed to indicate how the employer will be able to know commission of fault on the day of accident in the absence of a traffic report.
As an employee, you have a duty to serve your employer diligently. But, you don’t have a duty to continue serving your employer for life. If you ever feel like leaving, you are free to resign even without any valid ground (Article 31 of the labour proclamation No. 377/2003.) The only procedural requirement is giving a one month prior notice. Failure to give notice results in your liability to pay compensation (a maximum of your thirty days wages) to the employer (Article 45 of the labour proclamation No. 377/2003.)
But, is it always true that an employee does not have a duty to continue serving his employer at least for a limited period of time? There is one exception (limitation?) to the freedom of the employee to leave his employment. That is when the employer has covered education expenses of the employee and there is an express of employee to continue his employment for a limited period of time. The nature of this contractual obligation is not absolute rather it is alternative. This is to mean that the employee has still a choice either to serve his employer or reimburse all the expenses of education.
The following is a very brief summary of the position of the Cassation Bench of the Federal Supreme Court on issues related to the duty to serve.
My summary is based on the following six cases decided by the bench
1. Applicant: W/o Harsema Solomon
Respondent: Arba Minch University
Cassation File Number: 33473
Date: 16-3-2001 (E.C.)
2. Applicant: Ethiopian Agricultural Research Institute
Respondent: Ato Teferi Mamo (ex parte)
Cassation File Number: 49453
Date: 19-9-2002 (E.C.)
3. Applicant: Government Communication Affairs Office
Respondent: Ato Dereje Mekonen
Cassation File Number: 48476
Date: 12-8-2002 (E.C.)
4. Applicant: Hawasa University
Respondents: 1. Yonas Kassa (ex parte)
2. W/o Beletu Agotalem
Cassation File Number: 46574
Date: 9-7-2003 (E.C.
5. Applicant: Addis Ababa City Administration General Auditor Office and respondents:
Respondents: 1. Ato Aesaw Meaza
2. Ato Zerhun Mulat
3. W/o Tesefanesh Tesema
Cassation File Number: 49041
Date: 2-3-2003 (E.C
6. Applicant: Oromia Roads Authority
Respondent: Ato Abo Gobena
Cassation File Number: 59666
Date: 4-9-2002 (E.C.)
The duty of an employee to continue serving his employer or alternatively reimburse costs of education is not an inherent part of the ordinary employment contract. In the absence of a clear contractual agreement, the employer is not legally entitled to demand expenses of education be paid by the employee. The fact that the employer has actually covered all the costs of education is not by itself sufficient to create an obligation against the employee.
As can be deducted from the decisions of the Cassation bench in Cassation File Number (Hereinafter CFN) 33473 and CFN 49453, the duty of the employee emanates from the additional contract between the parties. Such contract should clearly specify, that the employee has agreed to serve his employer for a limited period of time upon completion of his education in return for coverage of the necessary expenses.
In most of the ‘education contracts’ between employer and employee, there is usually a clear statement regarding the alternative obligations of the employee. These obligations are the duty to serve and the duty to reimburse. In most of the cases the employee agrees to serve his employer for a definite period of time upon completion of his education, or alternatively (in case of refusal) to reimburse all the expenses. The exact amount is usually stated at the time of conclusion of contract.
One question in this regard is whether the employee has still a duty to reimburse, when the contract only provides for the duty to serve? In Ethiopian Agricultural Research Institute vs. Ato Teferi Mamo (ex parte) [CFN 49453] the Federal First Instance Court and Federal High Court rejected applicant’s claim against respondent for the reimbursement of Birr 326,092.57 including interest.
The lower courts relied on the terms and conditions of the contract for their respective decisions. The contract made between applicant and respondent provides that in order to enable the respondent pursue his MSC education, applicant will pay tuition fee, research allowance and salary until completion of education.
In return, respondent, agreed to serve the applicant for a time equivalent to two months for every one month he stayed pursuing his education. In short respondent will serve twice the time he spent on education. However the contract is silent as to the effect of breach of duty to serve by respondent. This is the ground both the Federal First Instance Court and Federal High Court rejected applicant’s claim.
The lower court’s decisions were reviewed for fundamental error of law by the cassation bench. As a result they were reversed, but the bench remanded the case back to the Federal First Instance Court, instructing the court to determine the exact amount of compensation payable to applicant. The bench in its reasoning stated that once the corresponding obligations of the contracting parties are clear, the effect of failure to perform that obligation in accordance the contract is entitlement to the other contracting party to claim compensation for non-performance. In order to reach at this conclusion, the bench referred to article 1771(2) and 1790(1) of the civil code and its earlier decisions in this regard (CFN 29169, 29170 & ‘other files’)
By of way of summary, in ‘education contracts’ even in the absence of a contractual provision of a duty to reimburse, a clear contractual provision imposing a duty to serve on the employee, is by itself sufficient to entitle the employer to claim compensation in case of non-performance of obligation by the employee.
In ordinary ‘education contracts’ the employer directly assumes responsibility to cover all the necessary expenses of education. Since a contract imposes a corresponding obligation on both contracting parties, there is no valid ground that one of the parties should be entitled to demand performance or claim compensation for non-performance without having any obligation in reality. This usually happens when all the expenses of the education are covered not by the employer but by another third party. Does the employee still have an obligation to serve or alternatively ‘reimburse’ the expense (which actually is covered by third party institution not a party to the contract) to the employer?
In the case of W/o Harsema Solomon vs. Arba Minch University, the applicant argued that respondent does not have vested interest to bring action, because all the tuition fee and related expenses were actually covered by a third party institution by way of a scholarship opportunity. Applicant also alleged that the scholarship opportunity was obtained through her own effort and personal correspondence with the third party institution.
The case was first submitted by respondent to the Southern Peoples, Nations and Nationalities Regional State, Gamo Zone High Court. The court found that respondent University has granted annual leave to applicant and wrote her recommendation letter to the third party institution. Relying on these facts, the Zonal court concluded that the scholarship opportunity was obtained through the university and not by the personal efforts of the applicant. Consequently it rejected applicant’s objection of lack of vested interest. An appeal to the Federal High Court by applicant was rejected and the Federal Supreme Court Cassation bench held the same position as the lower court on this point.
Once the nature of the duty and liability of the employee is determined, the next important issue will be the extent of his/her liability. In this regard, the cassation bench has set an important precedent for lower courts. In CFN 33473 and 49453 the bench stated that the amount to be paid by the employee, for breach of his contractual duty to serve his employer, should be determined based on the actual costs and expenses incurred by the employer. The employer has a burden of proof and his claim should be supported by evidence. The fact that the employee has agreed to pay a specified amount of money in the contract is irrelevant. Employee’s liability is not to pay the amount stated in the contract, but the amount to be calculated based on tangible evidence.
In the case of W/o Harsema Solomon and Arba Minch University the Gamo Zonal court accepted respondent’s claim for an amount of Birr 290, 961.00 simply because it was stated in the contract.
The cassation while reversing and remanding the case back to the Zonal court stated that the respondent relied on what has been stated in the contract to claim Birr 290, 961.00, but didn’t produce any evidence establishing such expense was actually incurred by it or by the third party institution.
When should the employee start serving the employer? Most of the contracts usually indicate the time needed for completion of education. Hence, the employee is expected to resume work upon the expiry of this time. In some cases, the period of time in the contract may be extended for two reasons:
A) External factors (like natural calamity, war, etc.) and internal factors (associated with the employee, like sickness, grade, research etc…)
B) The employee after completing the employer sponsored tuition program, may be awarded an additional education opportunity by a third party
There is no precedent as regards the first factor. In relation to the second factor, an additional education opportunity was accepted by lower courts to reject a claim for reimbursement by the employer. In the case between Hawasa University and 1.Yonas Kassa (ex parte) 2.W/o Beletu Agotalem, the Hawasa High Court rejected applicant’s claim on the ground that 1st respondent is pursuing additional PHD study after completing his master’s education provided to him by applicant. On appeal the decision was affirmed by the Federal High Court.
However, the cassation bench criticized the decisions of the lower courts for failing to take in to consideration the clear terms and conditions of the contract. The contract clearly imposes an obligation on 1st respondent to serve the applicant for six years, after completing his master’s education in Belgium. However, 1st respondent went to America for further PHD study without the consent of applicant. Accordingly the bench concluded that the time of performance begins immediately after completion of master’s study not after successful completion of PHD.
In W/o Harsema Solomon vs, Arba Minch University it was said that the duty to serve is an alternative duty. An alternative duty gives an option to choose one of the alternative duties, i.e. to serve or to reimburse. Being an alternative duty, fulfilling one of the duties will be considered as performance of contract. In other words, it will not entail liability for non-performance.
This notion has got acceptance even by the employer. If one looks in to the contents most of the statements of claims, the employer usually seeks relief in the alternative: either defendant continue serving his employer as per his contract, or alternatively (if defendant does want to serve) pay all the costs of his education. As a result judgment will be given taking into account the alternative nature of the duty. This has its own implication in case of execution. Since the judgment is in the alternative, it will be executed alternatively through continuous employment or reimbursement.
But, is it really true that the duty to serve is an alternative duty? Or is it the legal effect of breach of the contractual duty to serve?
In Ethiopian Agricultural Research Institute vs. Ato Teferi Mamo (ex parte) the bench considered resignation or failure to serve as a matter of non-performance of contract. It then determined the liability of respondent based on Article 1771(2) and 1790(1) of the Code and instructed the lower court to determine amount of compensation based on the ordinary rules of compensation provided in 2090(1) and 2091. No option was given to respondent to choose either to serve or reimburse. Contrary to W/o Harsema’s case the bench concluded that the duty to reimburse is an immediate effect of breach of duty to serve, not an alternative duty to serve
The case between Government Communication Affairs Office and Ato Dereje Mekonen (CFN 48476) deals with the validity of the action of an employer to refuse the issuance of certificate of service to an emplyee who breached his contractual duty to serve. The respondent Ato Dereje Mekonen was a civil servant in applicant’s office. During his service, he left the office for education for three years. All the expenses of education was covered by applicant. The contractual agreement of the two parties provides that respondent will continue providing service in applicant’s office for six years upon successful compeletetion of his education. However he only stayed for twenty months and five days.
Upon resignation by respondent, applicant didn’t bring an action for breach of contract. However, it declined the respondent’s request for the issuance of a certificate of service . As a result respondent lodged an appeal to the Federal Civil Service Tribunal. The tribunal gave decision in favour of respondent. The Federal Supreme Court which reviwed the decision of the tribunal affirmed the dcision. Finally applicant submitted a petition to the Cassation on grounds of fundamental error of law.
The basic point of the argument of applicant before the bench is that certificate of service should not be issued before applicant successfuly discharges his obligation and delivers property belonging to respondent.
In response to applicant’s argument the bench first made a clear distinction between certificate of service and clearance. The issuance of a clearance is always subject to settelement of debt and delivery of employer’s property.
However, an employer does not have any valid ground to decline a request made by the employee for the issuance of a certificate of service . The bench refered to article 87 of the civil servants proclamation No. 515/2007 to conclude that the right of a civil servant to be provided with a certificate of service upon his request is not subject any condition. Respondent is entitled to get certificate of service eventhogh he failed to serve his employer or reimburse expenses of education. If applicant has any claim against respondent it should bring an action and seek a legal remedy.
In the case between Government Communication Affairs Office and Ato Dereje Mekonen, the bench ruled that any remedy for reimbursement should be obtained by bringing an action in court. This holds true in determining the validity of an action as regards set-off and deduction. In the case between Oromia Roads Authority and Ato Abo Gobena, the applicant’s action to deduct costs of education from the severance pay of respondent was invalidated as unlawful.
Unlike the primary ‘education contract, (which is solely governed by the terms and conditions of the contract) in contract of guarantee, the relevant provisions of the Civil Code apply in conjunction with the contract of guarantee to determine the respective rights and liabilities of the contracting parties. The advantage of the existence of legal provisions is that the terms and conditions of the contract are not totally left to the freedom of contracting parties. In ‘education contracts’ the employer, who has a stronger bargaining power determines the contents of the contract ensuring the maximum protection of his interest.
As a matter of fact, being a guarantor in ‘education contract’ could be characterized as inconvenience if not a burden. One the one hand, you give your guarantee for someone, but in return you don’t get any guarantee. You don’t have any guarantee that the principal party will return to his country or serve his employer as per his contract. Sometimes you will lose contact with the principal party. He doesn’t respond to your calls and emails. If you become a judgment debtor, one third of your insignificant salary will be deducted by a court order, and all this happens without any help from the principal debtor.
The second aspect of inconvenience relates to the length of time you will be bound by the contract of guarantee. For instance, if you become a guarantor to a sales or loan contract, everything will be settled one way or another within one or two years. In ‘education contracts’ you may be bound by the contract of guarantee for about ten years.
In the case between Addis Ababa City Administration General Auditor Office and respondents: 1. Ato Aesaw Meaza 2. Ato Zerhun Mulat 3. W/o Tesefanesh Tesema it took seven years for first respondent to complete his education. He also agreed to serve the applicant for six years in return for the financial assistance. Second and third respondents have jointly and severally guaranteed the performance of the contract. This means in effect it will take thirteen years to be totally free from their obligation.
When a person becomes a guarantor for a very long period of time, is there any means he could be relieved from his contractual duty? This issue was examined in the case between Addis Ababa City Administration General Auditor Office and respondents: 1. Ato Aesaw Meaza 2. Ato Zerhun Mulat 3. W/o Tesefanesh Tesema.
The Federal First Instance and Federal High Court relying on article 1925 sub article 2 of the civil code held a view that 1st respondent and 2nd respondent have put an end to their undertaking since the time during which they are to be bound is not stipulated in the contract of guarantee.
However, the Cassation bench took a different position and reversed both decisions of the lower courts. The bench giving meaning to article 1925 sub article 2 of the Code stated: “As can be understood from the provision, when the principal obligation is dependent on uncertain events, likely or not likely to occur in the future, there is a possibility that the guarantor may put an end to his undertaking so long as the primary debt is not yet due”
Applying this interpretation to the facts of the case, the bench reasoned that since the principal contract clearly specifies the time of completion of education and the time first respondent is bound to serve his employer, it could not be said it is conditional upon uncertain events.
Conflict of Laws in Labour and civil cases
In a conflict of law case, a court is expected to address three basic issues:
Before these three issues are addressed, the court is primarily tasked with determining whether the case is really a conflict of law case or not?
So, how does a case become a conflict of law case? A short to the question is that it becomes a conflict of law case, it contains a foreign element. What then is a foreign element?
“When a case is said to contain a foreign element, the reference(s) may be of three natures __ personal, local, or material __ in that, respectively illustrated, if one of the parties of the case is a foreigner (including one from another federating unit) or the transaction of any nature took place, totally or partially, abroad (outside the forum state) or, finally, the object of the dispute (property, esp. immovable property) is situated in another state (including a member of federation); the case is said to contain a foreign element.” (Araya Kebede and Sultan Kasim, Conflict of laws teaching material, sponsored by Justice and Legal System Research Institute)
The draft conflict of rules also defines foreign element in the following way.
Art.4. Foreign Element
Foreign element refers to:
- A personal nature and may pertain to nationality, domicile or residence of the interested parties; or
- A local nature and may pertain to the place where facts occur or contracts are made from which the juridical situation arises; or
- A material nature and may pertain to the place where the property to which the juridical situation applies is situated.
According to article 11 sub article 2 (a) of Federal Courts Proclamation No. 25/1996, when a case is related to private international law, the Federal High Court will have first instance jurisdiction to solve the dispute. This article is not a conflict of law rule regarding judicial jurisdiction in conflict of law cases. It simply gives exclusive material jurisdiction to the Federal High Court, to address the above three questions of conflict of law disputes. What follows is a brief summary of the way this article is understood by lower courts and the cassation bench.
Applicant: Foundation Africa
Respondent: Ato Alemu Tadesse
Cassation File Number: 50923
Date: 19-9-2003 (E.C.)
An employment contract between the employee and employer made in Ethiopia, for a work to be performed in Ethiopia, stipulating a foreign law to govern any dispute arising between them is invalid. The presence of such contract does not oust the ordinary material jurisdiction of first instance court in labour disputes.
In a similar case, [C.A.S. Consulting engineers salezgiter GMBH vs. Ato Kassahun Teweledeberhan Cassation File Number 54121 Date 1-3-2003 (E.C.)] where the parties indicated German Law to be the applicable law to solve their disputes, it was held that such contractual provision is not valid. The case by its nature is not a case “regarding private international law” as provided in article 11 sub article 2 (a) of Federal Courts Proclamation No. 25/1996. As a result, it is the Federal First Instance Court not the Federal High Court who has jurisdiction over such matter.
Applicant: Ato Bezabeh Eshetu
Respondent: Salini construction
Cassation File Number: 60685
Date: 21-6-2003 (E.C.)
When the employment contract is made in a foreign country, it is a case regarding private international law. Hence, the Federal High Court will have first instance jurisdiction as per article 11 sub article 2 (a) of Federal Courts Proclamation No. 25/1996. But, it should be noted that, this does not imply Ethiopian courts will assume judicial jurisdiction merely because the contract was made in a foreign country. The fact that a certain case is a ‘case regarding private international law’ only confers a power on the Federal High Court to determine whether Ethiopian courts have judicial jurisdiction and if yes to determine the applicable law. In short, article 11 sub article 2 (a) of Federal Courts Proclamation No. 25/1996 simply gives material jurisdiction exclusively to the Federal High Court.
Applicant: Ethiopian Electric Light Corporation
Respondent: Dragados Construction
Cassation File Number: 42928
Date: 12-5-2002 (E.C.)
This case relates an action by applicant for compensation for damage caused by respondent while doing business in Ethiopia. Respondent argued that it a foreign company registered according to the law of Greece and domiciled in Athens. It also stated that it is not registered in Ethiopia. Based on these facts, respondent challenged the jurisdiction of the Federal First Instance Court, because the conflict of law rules apply to determine courts having jurisdiction and the applicable law. The Federal Instance Court accepted this argument and ruled that it does not have jurisdiction over the case. On appeal, the ruling of the lower court was affirmed by Federal High Court on the ground that the mater falls within its first instance jurisdiction.
The cassation bench reversed both decisions of the lower courts. The bench in its reasoning stated that damage was caused in Ethiopia while respondent was doing business in Ethiopia. The case was brought to the court where the damage caused. Therefore, the Federal First Court should exercise jurisdiction according to article 27(1) of the Civil Procedure Law.
Applicant: Global Hotel Private Limited Co.
Respondent: Mr. Nicola As Papachar Zis
Cassation File Number: 28883
Date: 26-3-2000 (E.C.)
The fact that one of the parties in litigation is a foreigner does not automatically make the case ‘a case regarding private international law.’ The defendant should necessarily challenge the jurisdiction of the court on the ground that Ethiopian law is inconsistent with the law of his nationality or domicile. If the foreign party does not invoke lack of jurisdiction of Ethiopian courts, the case is not a private international law case.
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Proof of dismissal: Summary of Cassation decisions
Introduction
A worker claiming unlawful dismissal is not required to prove that his dismissal is contrary to the labour proclamation no.377/2006. Once the claim is submitted by the worker, the burden of proving the legality of the dismissal lies on the employer. This being the case, the worker has to prove the very existence of dismissal (if it is denied by the employer) in order to shift the burden of proving its legality to the employer. Dismissal signifies an act or measure taken by an employer. When the employer denies that he has not taken this measure, it is up to the worker to prove that he has been actually dismissed by the employer. An interpretation of the law by the Cassation bench in this regard clearly shows that the burden of proving the existence of dismissal lies on the worker. (China Road and Bridge Construction Enterprise Vs. Ato Girma Bushera, Cassation File No. 57541 Hidar 14-2003 E.C. (Cassation Decisions Volume 11)
Distinction between resignation, constructive dismissal and dismissal
Resignation is a personal and voluntary act of the worker to terminate his employment contract. According to article 31 of the labour proclamation No. 377/2006 a worker has unlimited freedom to terminate his employment contract any time even in the absence of a valid ground. The only procedural requirement is giving prior notice of thirty days to the employer. A worker resigning without notice will be liable to pay compensation. According to article 45 sub article 2 of the labour proclamation this compensation could not exceed thirty days wage of the worker.
There is also a second form of resignation. This is the case provided in article 32 of the labour proclamation. The article deals with termination of employment contract without notice by the employee. A common term for such type of resignation is ‘constructive dismissal’. Constructive dismissal may be described as an indirect act of dismissal by the employer. Unlike the ordinary case of dismissal, the employer does not take a direct action or measure terminating the employment contract. He puts undue pressure so unbearable that the worker is forced to end his employment contract. Under Ethiopian law, constructive dismissal is not treated as unlawful dismissal, but the worker will be entitled to get compensation equal to thirty times his daily wage and severance pay.
On the other hand dismissal signifies a measure taken by the employer to terminate an employment contract. Generally speaking an employer could legally terminate an employment contract on three grounds i.e. misconduct, incapacity and operational or organizational grounds.
Making a distinction between resignation, constructive dismissal and dismissal is not simple as you might think. The following summary of cassation decisions shows the nature of the problem and how the cassation bench has interpreted the law.
The Problem of oral dismissal
When a dismissal letter is issued by the employer, the letter sufficiently proves the existence of dismissal. When dismissal is due to fault or misconduct of the worker, Article 27 sub article 2 of the labour proclamation imposes an obligation on the employer to give to the worker written notice specifying the reasons for and the date of termination. In case of termination of employment contract according to article 28 the law requires notice to be given in writing. (Article 34 sub article 1 of labour proclamation No. 377/2006)
A problem occurs when employment contract is terminated by the employer orally or by conduct. For instance, the worker may be prevented from entering to the premise of his workplace. In some cases, he may be told that he is dismissed or may be ordered to ‘leave!’ In such type of cases it is very difficult for the worker to establish oral dismissal or dismissal by conduct due to unavailability of witnesses or other types of evidence.
In China Road and Bridge Construction Enterprise Vs. Ato Girma Bushera, respondent claimed compensation and other payments alleging unlawful termination of his contract. The employer denied the allegation stating that applicant was not dismissed but voluntarily left his place of work. Both the lower and appellate courts ruled that there is dismissal and it was taken unlawfully.
Finally applicant submitted casation petition to the cassation bench for the review of the decisions of lower courts. The bench reversed the decisions of the lower court and the appellate court. It was stated that the burden of proving the existence of dismissal lies on the worker (respondent). The evidence submitted by the worker is testimony of witness who said they have seen respondent fighting with one Chinese guy (impliedly employee of the company) on a road construction site. The bench concluded that no evidence has been presented by the worker establishing dismissal measure was taken by the employer.
Dismissal by conduct
In some cases a worker may be considered as dismissed even in the absence of written or oral dismissal measure. This is the case when the conduct of the employer unequivocally manifests his intention to terminate the employment contract. In New Generation University College Vs. Ato Legese Desalegn, (CFN 82091 Megabit 25-2005 E.C. V.15) respondent was employed in applicant’s institution as an instructor. He was denied his salary for the month of January. The worker requested applicant in writing to pay him his salary and to give reasons as to why such measure was taken. Applicant didn’t respond to thr request. In the next month, all teaching staffs of the university college, except respondent were assigned courses they are going to teach for the coming semester.
Respondent took this conduct of the employer as dismissal measure and instituted a labour action claiming unlawful termination of employment contract. The employer in his response argued that as far as the right of the worker is not violated failure to assign courses should not amount to termination of employment. It also insisted that termination is lawful due to absence of the worker for more than five consecutive working days. (Remember respondent left the college after he was denied salary and courses to teach.)
The Cassation bench rejecting applicant’s argument stated that respondent was not only denied his salary without valid reason, but he was also denied courses to teach. Such actions of the employer taken cumulatively clearly indicate that applicant was not willing to accept respondent as his employee. Applicant’s conduct amounts to a dismissal measure. In effect as there was no valid ground, termination of employment contract is unlawful entitling respondent to payment of compensation, severance pay and wages in lieu of notice period.
Transfer order and dismissal
If your manager tells you not to come to your usual workplace because you are transferred to a new place of work, should you take this as a dismissal measure or a transfer order?
In Naicon plc Vs. Ato Solomon Tessema, (CFN 43160 Hamle 21-2001 E.C) the cassation bench in its ruling stated that a worker who fails to resume work in the new place of work where he is transferred is considered to resign by himself. The case started when the respondent brought a labour action in the lower court claiming compensation and payment due to unlawful termination of employment contract. Applicant denied allegation of dismissal measure and argued that it is the respondent who terminated the employment contract by way of resignation and absence from work.
The evidence presented by respondent to prove existence of dismissal shows that his manager told by him by phone that he is transferred to a new location. The manager also ordered the guards at the gate to prohibit respondent from entering to his previous place of work. The federal first instance court gave decision in favour of respondent. The court found the evidence convincing to establish the existence of dismissal by applicant. The federal high court also affirmed lower court’s decision.
However, a different position was held by the cassation bench. In its reasoning it stated:
“respondent was prohibited from entering in to his previous place of work but he was not prohibited to enter in to his new place of work where he is transferred”
Accordingly, the bench concluded the employment contract was not terminated due to dismissal of applicant but by an act of resignation of respondent. Both decisions of lower courts reversed.
Is that a sound decision and correct interpretation of the labour proclamation?
According to article 4(3) of the labour proclamation a contract of employment shall specify the type of employment and place of work, the rate of wages, method of calculation thereof, manner and interval of payment and duration of the contract. The place of work is one of the most important elements of the contract for most employees in Ethiopia. You apply to a vacancy not only because the salary is attractive but also for advantages attached to the place of work. The place of work is also a key factor in maintaining social values. Assume you get an employment opportunity in Addis and you move your family from one of the regions. You find a school for your children. Your wife also finds a new job in Addis. The family is now settled. After some time your employer transfers you to remote place of work. What is the option now? Either you have to leave you job and stay with your family or leave your family and go to the new location. In both cases it is too difficult and challenging to maintain a happy family and a decent job at the same time.
From the legal view point, as the place of work is one of the basic elements of the employment contract, it could not be varied unilaterally by the employer. (Article 15 of labour proclamation No. 377/196) And we all know that a transfer measure is taken by the employer as a reprisal indirectly pressuring the worker to quit his job. Transfer measure nowadays has become a safe way out for an employer to get rid of a worker demanding his right. Therefore, in the absence of a collective agreement or clear stipulation in the contract of employment providing for the unilateral power of transfer by an employer, courts should consider unlawful transfer measure as a dismissal measure.
Dismissal by unauthorized person
A worker may be successful in establishing that he has been dismissed orally. But, in addition to proving the oral communication, it has to be proved that the person taking the measure has a managerial power to dismiss a worker. In Cassation File Number 57561 and 79212, (Royal keremela plc Vs.w/t. Tsehai Berhanu) it was held that if a worker quits his job due to a measure of dismissal by unauthorized personnel of the employer, he will not be legally considered as if his employment contract was terminated by the employer. In other words, it is deemed as if he has resigned.
Resignation by admission
Contrary to the two cases of resignation (i.e. ordinary resignation and constructive dismissal) is it possible that a worker may resign by admission?
As pointed out above resignation is totally a personal decision of the worker. The notice of resignation, therefore, should be personally signed by the worker himself. A “resignation letter” prepared and written by an employer does not in any way indicate clear intention of the worker to resign from his job. In Utech construction Vs. Ato Jemal Mohammed (CFN 39042 Ginbot 26-2001 E.C.) the employer prepared a resignation letter and gave it to applicant. He accepted the letter. (The reason for acceptance of the letter as stated by respondent is that respondent refused to pay his wage unless he accepts the letter) He also took relevant payments like remaining wage and other entitlements. Then he sued the employer (applicant) for unlawful termination of employment contract. The very existence of dismissal measure was then denied by applicant. According to the lower courts, the acceptance of the resignation letter was not sufficient to establish an act of resignation. However, the cassation bench reasoned that acceptance of letter of resignation and taking of payments indicate worker has admitted to resignation.
The problem with the decision of the cassation bench is that no such concept of ‘resignation by admission’ exists in the labour proclamation.
Dismissal by admission
In Haile Gidey Hollow block manufacturing and construction vs. Yehedego W/tinsae (Cassation File No. 40113 Hamle 7 2001 E.C.), the first instance court rejected respondent’s claim of reinstatement due to unlawful dismissal stating that he failed to prove he was dismissed by applicant. On appeal, applicant insisted that he hasn’t dismissed the respondent. He also told the appellate court that, he is still willing to accept the applicant as his worker, if he comes back and resume work. The appellant court interpreted this statement as evasive denial and hence admission of unlawfulness of the dismissal measure. Finally when the case reached the Cassation Bench, the decision of the appellate court was reversed. The bench, while criticizing the appellate court stated that, in the absence of dismissal, it is contrary to the law of procedure to conclude that unlawful dismissal has been admitted by way of evasive denial.
An employment contract irrespective of its duration may be legally terminated with notice provided one of the grounds in article 28 of the labour proclamation is present. Merely giving notice in the absence of a valid ground does not make the termination lawful. This being the case, what will be the legal effect of termination with a valid ground (Article 28) but without notice? The common understanding is that the legal effect of absence of notice of termination is only payment in lieu of notice, but does not make the termination unlawful. The cassation bench has also affirmed such common understanding in its decision. (Altabe College Vs. Seid Mohammed Cassation File Number 39580 Ginbot 18-2001 E.C.) As a result a worker will not be entitled to reinstatement or compensation and severance pay.
However, a question may be raised when one reads article 41 of the labour proclamation. Article 41 of labour proclamation No.377/96:
“Where an employer or a worker fails to comply with the requirements laid down in this Proclamation or other relevant law regarding termination, the termination shall be unlawful.”
The law regards termination as unlawful when the requirements set forth by the law are not adhered to. The presence of a valid ground is one of the requirements, but not the only requirement. There are also other procedural requirements. For instance, in case of termination without notice the employer is obliged to give written notice (i.e. dismissal notice) specifying the reasons for and the date of termination. Similarly in order to terminate employment contract upon notice, the law requires that notice be given in writing specifying the reasons for the termination of the contract and the date on which the termination shall take effect. Termination notice should be given personally to the worker or affixed on the notice board when worker could not be found or refuses to accept. There are also procedural requirements to be followed during reduction of workers. The collective agreement may also provide additional requirements like right to be heard prior to termination of employment contract.
Now the question to be raised is; will the absence of one this requirements make termination unlawful even when there is a valid ground of termination?
Article 28 of the labour proclamation lists down valid grounds an employment contract could be terminated upon prior notice of termination. The current position of the casation bench is that once one of those grounds is present the failure to comply with the requirement of notice does not make the termination unlawful. However, the employer will be liable to pay wages in lieu of notice i.e. wages for the time of the notice period. For example, if the employer has an obligation to give two months of notice period and fails to give notice, he will pay wages for two months to the worker.
In two cassation cases in which altabe college was an applicant (Altabe College Vs. Seid Mohammed Cassation File No. 39580 Date: Ginbot 18-2003 E.C and Altabe College Vs. Daniel tadesse Cassation File No.39579 Megabit 15-2001 E.C.) employment contract of respondents was terminated because the government refused to hire teachers from a private college. The cassation bench found that this is a valid ground to terminate employment contract with notice according to article 28(1) (d) of the labour proclamation. In both cases applicant didn’t give notice before termination.
The bench reasoned the absence of notice by itself does not make the termination unlawful. However, respondent is liable to pay wages in lieu of notice for not complying with the notice requirement.
According to the employment contract of applicant and respondent, the latter was employed as an attorney for a fixed period of time. Following his dismissal by his employer, respondent instituted a labour action in the Federal First Instance Court claiming back pay and reinstatement. Respondent challenged the claim arguing that applicant was employed for a definite period of time in order to reduce work load related to court cases in which respondent is a party.
The court rejected respondent’s argument and ruled that the nature of applicant’s work is continuous, hence he is considered to be employed for an indefinite period of time. As a result it found the termination of employment contract unlawful and decided that respondent should be reinstated with back pay.
On appeal the Federal High Court recognized respondent’s right to terminate the employment contract. The court’s conclusion is solely based on the written employment contract of the parties. The contract states that the employer can dismiss the worker by simply giving a fifteen days prior notice. The appellate court didn’t investigate whether the written employment contract fulfills the requirements of one of the grounds in article 9 of the labour proclamation.
The recognition by the court of the right of the employer to terminate the employment contract means in effect that there is a valid ground of termination. However, this didn’t make the measure of termination by the employer lawful. The legal effect of failure to comply with the procedural requirement (in this case giving fifteen days prior notice) has to be established. The basic issue to be solved in this case is, whether non-compliance with the contractual requirement of giving prior notice before dismissal automatically makes the termination unlawful?
The decision of the appellate court indicates that the absence fifteen days prior notice as per the contract makes the termination unlawful. As a result it ordered respondent to pay compensation and other payments to applicant. The payments the court mentioned in its decision are all payable as result of unlawful termination.
Disagreed by the decision of the High Court, respondent submitted a petition to the Cassation Bench. Respondent argued that once the appellate court recognized the right of the employer to terminate the contract, it is a fundamental error of law to decide that termination of employment contract is unlawful. However, this argument was rejected by the cassation bench and the decision of the appellate court was affirmed. The bench in its reasoning stated that non-compliance with the contractual requirement of notice makes the measure of termination unlawful.
Article 35 (1) of the labour proclamation provides for the minimum statutory notice of termination. Accordingly the period of notice is:
(a) one month in the case of a worker who has completed his probation and has a period of service not exceeding one year;
(b) two months in the case of a worker who has a period of service above one year to nine years.
(c) three months in the case of a worker who has a period of service of more than nine years;
(d) two months in the case of a worker who has completed his probation and whose contract of employment is terminated due to reduction of work force.
On the other hand, the period of notice for contracts concluded for definite period or piece work shall be agreed upon by the parties in the their contract (Article 35(2). The use of the word ‘shall’ is confusing here. Is it giving the parties contractual freedom to shorten the minimum statutory notice or is it saying there has to be a contractual notice period. The Amharic version also does not avoid this confusion. It states “ተዋዋይ ወገኖች በውሉ በተስማሙት መሰረት ይሆናል”
There is no problem when there is a contractually agreed notice period. It will be applicable instead of the statutory notice. [Matador Addis Tyre Share Company Vs. Ato Alias Bekele et al 14 respondents CFN 37201 Tahesas 30-2001 E.C. Volume 8]
The question is what if no such agreement exists? The cassation bench applied the minimum statutory notice period in the absence of contractual notice period. [Commercial Bank of Ethiopia Vs. Ato Haile G/silasie CFN 22275 Hamle 10-1999 E.C. Volume 6] This avoids the confusion created by unwise use of words in the labour proclamation. Therefore article 35(2) should be interpreted as allowing parties to shorten the minimum statutory notice in case of contracts concluded for definite period or piece work. Where no such agreement exist the statutory period notice provided in article 35 (1) equally applies to all types of employment contracts.
Article 34 of the labour proclamation is clear as to the procedure to be followed by an employer when terminating employment contract with notice. One of the requirements is that notice has to given in writing and the written notice has to specify the reasons for the termination of the contract and the date on which termination shall take effect. Thus oral notice is invalid and is considered as if notice has not been given.
Another requirement for a valid notice is that the written notice should be given to the worker in person. Where it is not possible to find the worker or he refuses to receive the notice, notice has to be affixed on the notice board in the work place of the worker for 10 consecutive days.
The writing requirement is important at least for two reasons. One it avoids any uncertainty related proof of notice. Two: the worker when receiving notice in writing will be certain as to the intention of employer and will prepare himself accordingly.
When the law requires notice to be in writing is there any possibility oral notice could be valid? The issue of validity of oral notice may be raised in the following two instances
When the issue is one of evidence, notice required by law to be in writing cannot be proved by oral evidence. Therefore any claim for oral notice should be automatically rejected and considered as if notice has not been given. When oral notice is admitted by the worker, the issue now becomes one of validity. In other words, courts have to determine whether a notice given orally complies with the legal requirement of notice.
In Ethio-Nippon textile S.C. Vs. Teagestu Mamo et al 86 respondents [CFN 42906 Hamle 21-2001 E.C. Volume 8) applicant company was privatized and its ownership transferred from the government to a private investor. As soon as applicant took over ownership, it informed all respondents in a meeting that the government has decided to terminate their employment contract by pension. Each one of them filled a form in order to facilitate the payment of pension immediately upon termination. Applicant sent the form with supporting documents and photographs of respondents to the Council of Ministers. After a year the final decision of the Council of Ministers arrived. Until this time they were employees of the company and there was no change to their employment contract.
When their employment contract was terminated following the decisions of the Council of Ministers, they brought a labour action claiming wages for notice period. In their statement of claim, respondents insisted that they were not given notice of termination.
Both Misreka Shewa Zone Lome Wereda First Instance court and Misreka Shewa Zone High Court gave decision in favour of respondents. The cassation bench reversed the decisions of the lower courts.
In its reasoning the bench emphasized the purpose of notice is to enable the worker make necessary preparation after getting prior knowledge of termination of his employment contract. Respondents were given on year prior notice of termination which is more than maximum statutory notice period of three months. Respondents also were waiting for the final day of termination after filling the relevant pension forms.
One of the grounds lower courts rejected applicant’s argument was that notice has not been given individually to respondents in person. However, such reasoning failed to convince the cassation bench. In this regard the bench stated that the main point to be considered is whether respondents were clearly aware of termination of their employment contract.
Article 30(1) of the labour proclamation states that the procedures laid down in case of reduction of workers shall not apply to the reduction of workers due to normal decrease in the volume of a construction work as a result of its successive completion unless the reduction affects workers employed for parts of the work before the work for which they are employed is completed.
The cassation bench interpreted this provision as relieving the employer from the requirement of notice while terminating employment contract of workers employed in construction projects. [Reva engineering Vs. Endal tadese et al 10 respondents CFN 29419 Miaziya 14-2000 E.C. Volume 6 See also Sunshine Construction Vs. Tagel Mekonnen et al CFN 42368 Hamle 16-2001 E.C.]
Therefore, an employer has no obligation to give notice while terminating employment contract of construction workers.
በአሰሪና ሰራተኛ አዋጅ ቁጥር 377/96 አንቀጽ 43(3) እንደተደነገገው ከህግ ውጭ የስራ ውሉ የተቋረጠበት ሰራተኛ ወደ ስራ የመመለስ ጥያቄ በግልጽ ቢያቀርብም ጉዳዩን የሚያየው የስራ ክርክሮችን የሚወስነው አካል ጥያቄውን ባለመቀበል ካሳ ተከፍሎት እንዲሰናበት ማዘዝ ይችላል፡፡ ይህም የሚሆነው ከስራ ግንኙነቱ ጠባይ የተነሳ የስራ ግንኙነቱ ቢቀጥል ከፍተኛ ችግር ያስከትላል ብሎ ከታመነ ነው፡፡ ትዕዛዙ ዋናው ክርክር በሚታይበት ጊዜ ብቻ ሳይሆን በአፈጻጸም ወቅትም ሊሰጥ ይችላል፡፡
ለመሆኑ ይህን መሰሉ ትዕዛዝ ለመስጠት አሳማኝ የሆኑት ሁኔታዎች ምንድናቸው? በሰበር ችሎት በኩል ያለው አቋምስ ምን ይመስላል? እነዚህን ጥያቄዎች የሰበር ውሳኔዎችን መሰረት በማደረግ በአጭሩ እንዳስሳለን፡፡
የአሰሪና ሰራተኛ አዋጅ ቁጥር 377/96 አንቀጽ 43(3) ድንጋጌ ሊተረጎም የሚገባው “በአንድ በኩል የሰራተኛውን የስራ ዋስትና በሌላ በኩል ደግሞ የኢንዱስትሪን ሰላም በማመዛዘን ሊሆን ይገባዋል፡፡ በመሆኑም ሰራተኛው ወደ ስራ መመለሱ የአሰሪውን ስራ በከፍተኛ ደረጃ ሊጎዳ የሚችል መሆኑ ካልተረጋገጠ በቀር ሰራተኛው በሆነው ባልሆነው ከስራ እንዲሰናበት ማድረጉ ተገቢ አይሆንም” (አዲስ አበባ ሂልተን ሆቴል እና አቶ ዘላለም መንግስቱ ሰ/መ/ቁ 55189 ሰኔ 30 ቀን 2002 ዓ.ም. ቅጽ 9)
ሰበር ችሎት በሌላ ውሳኔው (የአብጃታ ሶዳ አሽ አክሲዮን ማህበር እና ወ/ሮ ማርታ አበበ ሰ/መ/ቁ. 82336 ጥር 20 ቀን 2005 ዓ.ም. ቅጽ 14) ላይ እንዳመለከተው የድንጋጌው መንፈስ ከአሰሪና ሰራተኛ ህግ አጠቃላይ ዓላማና በኢ.ፌ.ዲ.ሪ. ህገ-መንግስት አንቀጽ 42 ስር ከተቀመጠው ድንጋጌ አንጻር ተዳምሮ ሲታይ እንደሚያስገነዝበው አንቀጽ 43(3) ተግባራዊ ሲደረግ የስራ ዋስትና ዋጋ በማያጣበት አግባብ ሊከናወን ይገባዋል፡፡
መለኪያውን ከማስቀመጥ ባሻገር የስራ ክርክሮችን የሚወስነው አካል ድንጋጌውን ተፈጻሚ ሲያደርግ የስራ ግንኙነቱ ከፍተኛ ችግር ውስጥ ይወድቃል ብሎ ማመኑ ብቻ በቂ አይደለም፡፡ ከዚህ ባለፈ የስራ ግንኙነቱ ከፍተኛ ችግር ውስጥ ይወድቃል ብሎ ለማመን የሚያስችል በቂ ምክንያት ሊኖረው ይገባል፡፡ (የጎሽና እርግብ መለስተኛና አነስተኛ የሕዝብ ማመላለሻ ባለንብረቶች ማህበር እና አቶ ተሰማ ኃይሉ ሰ/መ/ቁ. 49931 ሚያዝያ 21 ቀን 2002 ዓ.ም. ቅጽ 9) በችሎቱ ውሳኔ ላይ እንደተመለከተው “ያለ በቂ ማስረጃና ምክንያት አሰሪው የስራ ግንኙነቱ ችግር ላይ ሊወድቅ ይችላል ብሎ ስለተከራከረ ብቻ ድንጋጌውን ተግባራዊ ማድረግ የስራ ዋስትናን ጥያቄ ውስጥ የሚያስገባ ይሆናል፡፡”
አንድን ሰራተኛ ወደስራ ከመመለስ ይልቅ ካሳ ከፍሎ ለማሰናበት በዋነኛነት ምላሽ የሚፈልገው ጥያቄ በምክንያትነት የተሰጠው ሁኔታ የስራ ግንኙነቱን ከፍተኛ ችግር ውሰጥ የሚጥል መሆኑና ያለመሆኑ ነው፡፡ ይህ ደግሞ እንደየጉዳዩና እንደየሁኔታው የሚታይ እንጂ ነባራዊ የሆነ ወጥ መስፈርት ለማስቀመጥ አስቸጋሪ ያደርገዋል፡፡ ከግምት መግባት ያለባቸው ነጥቦችና ሊመዘኑ ስለሚገባቸው ተነጻጻሪ የአሰሪና ሰራተኛ ጥቅሞች በተመለከተ የሰበር ችሎት ለስር ፍርደ ቤቶች ግልጽ አቅጣጫ አስቀምጧል፡፡ ይሁን እንጂ የሰበርን አቋም በግልጽ ለመረዳት ማሰናበት ስለሚቻልባቸውና ስለማይቻልባቸው ሁኔታዎች በተመለከተ በችሎቱ የተሰጡ ውሳኔዎችን መዳሰስ ያስፈልጋል፡፡
ጠቅለል ባለ አነጋገር ይህንን ነጥብ አስመልክቶ ለሰበር ችሎት ከቀረቡ ጉዳዮች ለመረዳት እንደሚቻለው ተቀራራቢነት ባለው መልኩ ተፈርጀው ሊቀመጡ የሚችሉ ሁኔታዎች አሉ፡፡ በዚሁ መሰረት ሰራተኛው ያለማስጠንቀቂያ ከስራ ሊያሰናብቱ በሚችሉ ምክንያቶች (አንቀጽ 27) ከስራ ተባሮ አሰሪው ማስረዳት ባለመቻሉ የስራ ውሉ መቋረጥ ከህግ-ውጭ በሚሆንባቸው ሁኔታዎች ካሳ ከፍሎ ማሰናበት ከሞላ ጎደል ተቀባይነት አለው፡፡ ከዚህ በተቀራኒ ለስራ ውሉ መቋረጥ በአሰሪው የተሰጠው ምክንት ከህመምና ከብቃት ማነስ (አንቀጽ 28) ጋር በተያያዘ ሆኖ የስራ ውሉ መቋረጥ ከህግ ውጭ ሆኖ ሲገኝ ሰራተኛውን ካሳ ተከፍሎት ማሰናበት አግባብነት የለውም፡፡
አብዛኛዎቹ ወደ ስራ በመመለስ ፈንታ ሰራተኛው ካሳ ተከፍሎት እንዲሰናበት የተፈቀደባቸው ሁኔታዎች ሰራተኛው በጥፋት ላይ በተመሰረተ ከስራ ተሰናብቶ ስንብቱ ከህግ ውጭ ሆኖ ሲገኝ ነው፡፡
በሰላም የቴክኒክና ሙያ ማሰልጠኛ ማዕከል እና አቶ ከበደ ሰይፉ (ሰ/መ/ቁ. 37454 ታህሳስ 16 ቀን 2001 ዓ.ም. ቅጽ 8) መካከል በሰበር በታየ ክርክር ተጠሪ ከስራ የተሰናበቱት የዘብ ስራቸውን ሲያከናውኑ የቅርብ አለቃቸውን ትዕዛዝ ባለመቀበላቸው የጽሁፍ ማስጠንቀቂያ ከተሰጣቸው በኋላ በቅርብ አለቃቸው ላይ ዝተዋል በሚል ሲሆን ክሱን በመጀመሪያ ደረጃ ያየው የፌ/መ/ደ/ፍ/ቤት ማስጠንቀቂያ መሰጠቱን ከሚያሳዩ የጽሁፍ ማስረጃዎች በስተቀር ተጠሪ አምባጓሮ ስለመፍጠራቸው ማስረጃ አልቀረበም በሚል የስራ ውሉ የተቋረጠው ከህግ ውጭ ነው የሚል ውሳኔ ሰጥቷል፡፡ በመቀጠልም ፍርድ ቤቱ መልስ ሰጭ ወደ ስራ ለመመለስ ያቀረቡትን ጥያቄ ውድቅ በማድረግ ካሳና የተለያዩ ክፍያዎች ተከፍሏቸው እንዲሰናበቱ ትዕዛዝ ሰጥቷል፡፡
በውሳኔው ላይ ሁለቱም ወገኖች ለከፍተኛው ፍርድ ቤት ይግባኝ ያቀረቡ ሲሆን በአመልካች የቀረበው ጥያቄ ውድቅ ተደርጎ አመልካች ያቀረቡት የይግባኝ አቤቱታ ተቀባይነት አግኝቶ ፍርድ ቤቱ መልስ ሰጭ የስምንት ወር ደመወዝ ተከፍሏቸው እንዲሰናበቱ ውሳኔ ሰጥቷል፡፡
በመጨረሻም አመልካች በስንብቱ ህጋዊነትና በፌ/ከ/ፍ/ቤት ውሳኔ ላይ የሰበር አቤቱታ አቅርቦ ችሎቱ ስንብቱ ከህግ ውጭ ነው በማለት የተሰጠውን ውሳኔ ሳይነካ ተጠሪ ወደ ስራ ይመለሱ በማለት በከፍተኛው ፍርድ ቤት የተሰጠውን ውሳኔ ሽሮታል፡፡
ሰበር በውሳኔው ትኩረት ሰጥቶ ያየው የተጠሪ የስራ ባህሪና የአመልካች ድርጅት የንብረት ደህንነት ነው፡፡ በዚሁ መሰረት “የተጠሪ የስራ ባህሪ የአመልካች ድርጅት ጠቅላላ ንብረት ፀጥታና ደህንነት መጠበቅ ከመሆኑ አንጻር ይህም በአሰሪውና በሰራተኛው መካከል የሚጠይቀውን ከፍተኛ የሆነ መተማመን የሚያሻክረውና ግንኙነቱ ቢቀጥል በአመልካች ድርጅት ላይ ከፍተኛ የሆነ ጉዳትና ችግር ሊያስከትል የሚችል በመሆኑ” የሚል ምክንያት በመስጠት የከፍተኛውን ፍርድ ቤት ውሳኔ ሽሮታል፡፡
በአሰሪና ሰራተኛ ግንኙነት የሰራተኛው ታማኝነት ትልቅ ቦታ ይሰጠዋል፡፡ በአሰሪና ሰራተኛ አዋጁ አንቀጽ 13 የተመለከቱት የሰራተኞች ግዴታዎች ውጤታም በሆኑ መልኩ ተግባራዊ የሚሆኑት ሰራተኛው ለስራውና ለአሰሪው ታማኝ ሆኖ ሲገኝ ነው፡፡ ስለሆነም ሰራተኛው የተመደደበት ማንኛውም የስራ መደብ በባህርዩ እምነት የሚጣልበት ስራ ተደርጎ ሊወሰድ ይችላል፡፡ ይሁን እንጂ አንዳንድ የስራ ዘርፎች ከመደበኛው በተለየ ልዩ እምነትን ይጠይቃሉ፡፡ ለምሳሌ ከገንዘብ እንቅስቃሴ ጋር የተያያዙ ስራዎች፤ ከአሰሪው ድርጅት መረጃ አያያዝ ጋር የተገናኙ ስራዎች እንዲሁም ከደርጅቱ የፍርድ ቤት ጉዳዩች ጋር የተያያዙ ስራዎች ከፍተኛ እምነትን ይጠይቃሉ፡፡ ስለሆነም በአንድ ልዩ እምነት በሚጠይቅ ስራ ላይ የተመደበ ሰራተኛ ስንብቱ ከህግ-ውጭ ቢሆንም ወደ ስራ ተመልሶ የስራ ግንኙነቱ ቢቀጥል ከፍተኛ ችግር ሊያስከትል የሚችል ሁኔታ ስለመሆኑ መረዳት አይከብድም፡፡ ያም ሆኖ እምነት በሚጠይቅ ስራ ላይ ሁል ጊዜ ሰራተኛውን ካሳ ተከፍሎት ማሰናበት አግባብነት ያለው አይደለም፡፡ ስራው እምነት የሚጠይቅ መሆኑ ፍርድ ቤቱ እንደ አንድ ነጥብ ግምት ውስጥ ከማስገባት ባለፈ እንደ ወሳኝ ነጥብ ሊወስደው አይገባም፡፡
በኢትዮጵያ ኤሌክትሪክ ኃይል ኮርፖሬሽንና አቶ ጌትነት መኮንን (ሰ/መ/ቁ. 64079 ግንቦት 17 ቀን 2003 ዓ.ም. ቅጽ 11) መካከል በሰበር በታየ ክርክር ተጠሪ የመብራት ቢል ሰብሳቢ ሆኖ ሲሰራ ገንዘብ ለግል ጥቅሙ አውሏል በሚል የኦዲተር ሪፖርት ቀርቦበት በዚሀ ምክንያት ከስራ በመባረሩ የስራ ውሌ ከህግ ውጭ ተቋርጧል በሚል ወደ ስራ እንዲመለስ እንዲወሰንለት ክስ አቅርቧል፡፡ የስራ ውሌ ከህግ ውጭ ተቋርጧል በማለት ለክሱ መሰረት ያደረገውም አመልካች ጥፋት መፈጸሙን ባወቀ በሰላሳ ቀናት ውስጥ የስንብት እርምጃ አልወሰደም በሚል ነው፡፡
ክሱ የቀረበለት ፍርድ ቤትም ተጠሪ ገንዘብ ማጉደሉን በተመለከተ በዋናው ፍሬ ጉዳይ ላይ ጭብጥ ሳይዝ በ30 ቀናት ውስጥ የስራ ውሉ አለመቋረጡን ካረጋገጠ በኋላ ተጠሪ የስድስት ወር ደመወዝ ተከፍሎት ወደ ስራ እንዲመለስ ውሳኔ ሰጥቷል፡፡ በውሳኔው ቅር በመሰኘት አመልካች ለጅማ ዞን ከፍተኛው ፍርድ ቤት የይግባኝ አቤቱታ ቢያቀርብም ፍርድ ቤቱ ይግባኙን ሰርዞታል፡፡
በስራ ውሉ መቋረጥና ተጠሪ ካሳ ተክፍሎት እንዲሰናበት በአመልካች በአማራጭ በቀረበው ጥያቄ ላይ የሰበር አቤቱታ የቀረበለት የሰበር ችሎት የመጀመሪያውን ጥያቄ ውደቅ በማድረግ በአማራጭ የቀረበውን ጥያቄነት መርምሯል፡፡ ችሎቱም ተጠሪ ሲሰራበት የነበረው የስራ መደብ ከፍተኛ እምነት የሚጠይቅ መሆኑን አጽንኦት በመስጠት በዚህ ሁኔታ ተጠሪ ወደ ስራ ቢመለስ በአመልካችና ተጠሪ መካከል የመተማመን መንፈስና የመልካም የስራ ግኑኝነት ይኖራቸዋል ብሎ መደምደም እንደማይቻል በመግለጽ የስር ፍርድ ቤቶች ተጠሪ ካሳ ተክፍሎት እንዲሰናበት በአመልካች በአማራጭ የቀረበውን ጥያቄ ውድቅ ማድረጋቸው መሰረታዊ የህግ ስህተት እንደሆነ በማተት የስር ፍርድ ቤቶችን ውሳኔ በማሻሻል ተጠሪ ካሳ ተክፍሎት እንዲሰናበት ውሳኔ ሰጥቷል፡፡
ምንም እንኳን በውሳኔው ላይ በሰበር በዋነኛነት የተሰጠው ምክንያት የተጠሪ የስራ መደብ ከፍተኛ እምነት የሚጠይቅ መሆኑ ቢሆንም ገንዘብ ስለመጉደሉ የኦዲተር ሪፖርት ቀርቦ ስንብቱ በስነ-ስርዓት ቅድመ-ሁኔታ አለመሟላት (ስንብቱ በሰላሳ ቀናት ውስጥ አለመፈጸሙ) ምክንያት ከህግ ውጭ መሆኑ ችሎቱ ለደረሰብት ድምዳሜ በውሰጠ ታዋቂነት አስተዋጽኦ እንዳደረገ ግምት መውሰድ ይቻላል፡፡ ስለሆነም ይህንን የሰበር ውሳኔ መሰረት በማድረግ ገንዘብ አጉድሏል የተባለና ስንብቱ ከህግ ውጭ የሆነ ሰራተኛ ሁሉ ካሳ ተከፍሎት መሰናበት አለበት የሚል ድምዳሜ ላይ መድረስ ተገቢ አይሆንም፡፡
ግልጽ የሆነ የስራ ብቃት መቀነስ የስራ ውልን በማስጠንቀቂያ ለማቋረጥ በቂ ምክንያት ስለመሆኑ በአሰሪና ሰራተኛ አዋጁ አንቀጽ 28(1)(ሀ) ተደንግጎ ይገኛል፡፡ በዚህ መልኩ ሰራተኛውን ለማሰናበት ግልጽ በሆነ የአፈጻጸም መመዘኛ ሰራተኛው ተገምግሞ ስራው የሚጠይቀውን የሰራ ብቃት የሌለው ስለመሆኑ በማያሻማ ሁኔታ መረጋገጥ ይኖርበታል፡፡ አሰሪው በቂ ማስረጃ ሳያቀርብ በስራ ብቃት ማነስ በሚል የስራ ውሉ መቋረጡ ከህግ ውጭ በሚሆንበት ጊዜ ሰራተኛው ካሳ ተከፍሎት እንዲሰናበት የሚቀርብ ጥያቄ ተቀባይነት አይኖረውም፡፡ (የጎሽና እርግብ መለስተኛና አነስተኛ የሕዝብ ማመላለሻ ባለንብረቶች ማህበር እና አቶ ተሰማ ኃይሉ ሰ/መ/ቁ. 49931 ሚያዝያ 21 ቀን 2002 ዓ.ም. ቅጽ 9) ሰበር በዚህ መዘገብ ላይ በውሳኔው ላይ እንዳሰፈረው የስራ ግንኙነቱ ከፍተኛ ችግር ውስጥ ይወድቃል ብሎ ለማመን የሚያስችል በቂ ምክንያት በሌለበት ሁኔታ ሰራተኛው ካሳ ተከፍሎት ሊሰናበት አይገባም፡፡
የጤና መታወክና የአካል ጉዳት ሌላው የስራ ውልን በማስጠንቀቂያ ሊያቋርጡ ከሚችሉ ምክንያቶች መካከል አንዱ ነው፡፡ (የአሰሪና ሰራተኛ አዋጅ አንቀጽ 28(1)(ለ) ይሁን እንጂ ሰራተኛውን በዚህ ምክንያት ለማሰናበት የጤና መታወኩ ወይም የአካል ጉዳቱ ሰራተኛው በስራ ውሉ የተጣለበትን ግዴታ ከመፈጸም ለዘለቄታው የሚገድበው ደረጃ ላይ መድረስ ይኖርበታል፡፡ ጊዜያዊ ወይም ከፊል የጤና መታወክ ወይም የአካል ጉዳት በሚኖርበት ጊዜ አሰሪው ሰራተኛው በሚመጥነው ቦታ ላይ መድቦ የማሰራት ግዴታ አለበት፡፡
ዘለቄታዊ ውጤት ሳይኖረው ሰራተኛን በጤና ችግር ወይም በአካል ጉዳት ምክንያት ማሰናበት ከህግ ውጭ ከመሆኑም በላይ ሰራተኛው ካሳ ተከፍሎት እንዲሰናበት የሚቀርብ ጥያቄም ተቀባይነት የለውም፡፡ (የአብጃታ ሶዳ አሽ አክሲዮን ማህበር እና ወ/ሮ ማርታ አበበ ሰ/መ/ቁ. 82336 ጥር 20 ቀን 2005 ዓ.ም. ቅጽ 14)
በአሰሪና ሰራተኛ አዋጅ አንቀጽ 43(3) ከህግ ውጭ የስራ ውሉ የተቋረጠበት ሰራተኛ ካሳ ተከፍሎት እንዲሰናበት ትዕዛዝ ለመስጠት እንደየጉዳዩ ደረጃ ሁለት የተለያዩ መስፈርቶች ተቀምጠዋል፡፡ በዋናው የክርክር መዝገብ ላይ ጥያቄው በፍርድ ቤቱ አነሳሽነት አሊያም በአሰሪው አመልካችነት የተነሳ ከሆነ የስራ ግንኙነቱ ቢቀጥል ከፍተኛ ችግር ሊያስከትል እንደሚችል የሚያሳይ አሳማኝ ምክንያት ሊኖር ይገባል፡፡ በአንጻሩ ጥያቄው በሰራተኛው በራሱ የተነሳ በሚሆንበት ጊዜ ሰራተኛው የሚጠይቀውን ዳኝነት መርጦ መጠየቅ የሚችል እንደመሆኑ ብሎም ዳኝነት ባልቀረበበት ጉዳይ ፍርድ ቤት ዳኝነት ሊሰጥ ስለማይችል ሰራተኛው እንደምርጫው ሊስተናገድ ይገባል፡፡ ስለሆነም የስራ ውሌ ከህግ ውጭ ስለተቋረጠ ካሳና ሌሎች ክፍያዎች ተከፍለውኝ ልሰናበት በማለት ሰራተኛው ዳኝነት የጠየቀ እንደሆነ ወደ ስራ መመለስ ጭብጥ ሊሆን አይችልም፡፡
ጥያቄው የተነሳው ፍርድ ከተሰጠ በኋላ በአፈጻጸም ወቅት ከሆነስ? አሁንም ምርጫው የሰራተኛው ነው? የሚለው ጥያቄ ከህጉ አነጋገገር አንጻር ምላሽ የሚያስፈልገው ነው፡፡ ምክንያቱም አንቀጽ 43(3) ለሰራተኛው ያልተገበደ የመምረጥ ነጻነት አይሰጥም፡፡ በዚህ ድንጋጌ ላይ እንደተመለከተው አንድ ሰራተኛ ወደስራው እንዲመለስ ከተፈረደለት በኋላ ለመመለስ ፍቃደኛ ሳይሆን ቢቀር የሥራ ክርክሮችን የሚወስነው አካል የስራውን ጠባይና ሌሎችንም ሁኔታዎች በማመዛዘን ለሰራተኛው ሙሉ ካሳ ወይም ለደረሰበት መጉላላት ተመጣጣኝ የሆነ ካሳ ተከፍሎት ከስራ እንዲሰናበት ሊወስን ይችላል፡፡ ህጉ የስራው ጠባይና ሌሎችም ሁኔታዎች መመዘን እንዳለባቸው ቅድመ ሁኔታ አስቀምጧል፡፡ ነገር ግን ይህ ሚዛን የሚያገለግለው ካሳ ተከፍሎኝ ልሰናበት በሚል የቀረበውን ጥያቄ ለመቀበልና ላለመቀበል ይሁን የካሳ መጠኑን ለመወሰን ግልጽ አይደለም፡፡
በአቶ ደሬሳ ኮቱ እና የአምቦ ገሬዎች የህብረት ስራ ዩኒየን (ሰ/መ/ቁ. 53064 ግንቦት 17 ቀን 2002 ዓ.ም. ቅጽ 9) መካከል በሰበር በታየ ክርክር የሰበር ችሎቱ ከውሳኔ በኋላ ካሳ ተከፍሎ መሰናበት የሰራተኛው ምርጫ ስለመሆኑ ትርጉም ሰጥቶበታል፡፡ ስለሆነም ከህግ-ውጭ የስራ ውሉ የተቋረጠበት ሰራተኛ ከፍርድ በኋላ ወደስራ ለመመለስ ካልፈለገ ህጉ በምትክነት የሰጠው መብት እንደመሆኑ ምርጫውም የሰራተኛው ነው፡፡
በዚህ ጉዳይ ላይ አመልካች የስራ ውላቸው ከህግ ውጭ በመቋረጡ ከልዩ ልዩ ክፍያዎች ጋር ወደስራ እንዲመለሱ ውሳኔ ተሰጥቷቸው በአፈጻጸም ወቅት ግን ወደ ስራ ለመመለስ እንደማይችሉ በመግለጽ ካሳ ተከፍሏቸው እንዲሰናበቱ አቤቱታ አቅርበው አፈጻጸሙ የቀረበለት ፍርድ ቤት አመልካች ካሳ እንዲከፈላቸው የተወሰነ ነገር የለም በማለት ጥያቄያቸውን ውድቅ አድርጎታል፡፡ በትዕዛዙ ቅር በመሰኘት በየደረጃው ለሚገኙ ይግባኝ ሰሚ ፍርድ ቤትና የክልል ሰበር ሰሚ ችሎት ያቀረቡት አቤቱታም ተቀባይነት አላገኘም፡፡ በመጨረሻም መሰረታዊ የህግ ስህተት ተፈጽሟል በማለት ያቀረቡት አቤቱታ በሰበር ሰሚ ችሎት ተቀባይነት አግኝቶ የስር ፍርድ ቤቶች ውሳኔ ተሽሯል፡፡ በፍርዱ ሐተታ ላይ እንደተመለከተው ከፍርድ በኋላ ካሳ ተክፍሎኝ ልሰናበት በሚል የሚቀርብን ጥያቄ ማስተናገድ ያለበት መጀመሪያ ፍርዱን የሰጠው ፍርድ ቤት ሳይሆን አፈጻጸሙን የያዘው ፍርድ ቤት ነው፡፡ ከሁለቱ አንዱን መምረጥም የሰራተኛው መብት እንደመሆኑ ፍርድ ቤቱ ካሳን አስመልክቶ የተሰጠ ውሳኔ የለም በሚል ጥያውን ውድቅ ሊያደርገው አይችልም፡፡
ውዝፍ ደመወዝ ተከፍሎት ወደ ስራ እንዲመለስ ውሳኔ ያገኘ ሰራተኛ በአፈጻጸም ወቅት ካሳ ተከፍሎት ለመሰናበት ያቀረበው ጥያቄ ተቀባይነት የሚኖረው ሰራተኛው በፍርዱ መሰረት በከፊል ያልተፈጸመለት ከሆነ ነው፡፡ (አበባ ትራንስፖርት ኃ/የተ/የግ/ማህበር እና ዓለምሰገድ ኃይሉ ሰ/መ/ቁ. 38255 ታህሳስ 21 ቀን 2001 ዓ.ም. ቅጽ 8) በዚህ ጉዳይ ላይ ተጠሪው በስር ፍርድ ቤት ባቀረበው ክስ የአራት ወራት ደመወዝ ተከፍሎት ወደ ስራ እንዲመለስ ተወስኖለታል፡፡ አመልካችም በፍርዱ መሰረት ወጪና ኪሳራን ጨምሮ የአራት ወር ደመወዝ ለተጠሪ የከፈለ ሲሆን ወደ ስራ እንዲመለስም በደብዳቤ አሳውቆት ሂደቱ በርክክብ ደረጃ ላይ ነበር፡፡ ሆኖም ተጠሪ ክፍያውን ከወሰደ በኋላ ወደ ስራ መመለስ እንደማይፈልግ በመግለጽ ካሳ ተከፍሎት እንዲሰናበት አፈጻጸሙን ለያዘው ፍርድ ቤት ጥያቄ አቅርቧል፡፡ ሆኖም ፍርድ ቤቱ ጥያቄውን ውድቅ በማድረግ ተጠሪ ወደ ስራ መመለስ እንዳልፈለጉ በመቁጠር መዝገቡን ዘግቶታል፡፡ በውሳኔው ቅር በመሰኘት ተጠሪ ይግባኝ አቅርበው ይግባኝ ሰሚው ፍርድ ቤት የስር ፍርድ ቤትን ውሳኔ በመሻር ተጠሪ ወደ ስራ መመለስ አልፈለጉም በሚል በስር ፍርድ ቤት የተሰጠውን ትዕዛዝ በመሻር ውዝፍ ደመወዛቸውን ይዘው ወደ ስራ እንዲመለሱ በማለት ውሳኔ ሰጥቷል፡፡
በመጨረሻም አመልካች ባቀረበው የሰበር አቤቱታ ጉዳዩን የመረመረው የሰበር ችሎት ተጠሪ በስር ፍርድ ቤት ያቀረቡት ጥያቄ በአሰሪና ሰራተኛ አዋጅ ቁጥር 43(3) ከተቀመጠው ልዩነት እንዳለው በሐተታው ላይ ካሰፈረ በኋላ የድንጋጌውን ተፈጻሚነት ወሰን በተመለከተ የሚከተለውን ብሏል፡፡ የአሰሪና ሰራተኛ አዋጅ ቁጥር 43(3) ድንጋጌ ላይ “የተቀመጠው መብት ተግባራዊ የሚሆነው ተጠሪው በፍርዱ መሰረት የተወሰነለትን ውዝፍ ደመወዝና ሌሎቸንም ክፍያዎች ሳይወስድ ቢሆን ኖሮ ነው፡፡”
በአፈጻጸም ወቅት ወደ ስራ ለመመለስ የማይፈልግ ሰራተኛ ሊከፈለው የሚችለው ክፍያ ሙሉ ካሳ ወይም ለደረሰበት መጉላላት ተመጣጣኝ የሆነ ካሳ እንደሆነ በአዋጁ አንቀጽ 43(3) ላይ ተደንግጎ ይገኛል፡፡ ይህ ደግሞ ከስራ ውል ከህግ ውጭ መቋረጥ የሚነጩ ክፍያዎች አፈጻጸምን የተገደበ ያደርገዋል፡፡ ለምሳሌ ከህግ ውጭ የስራ ውሉ የተቋረጠበት ሰራተኛ በዋናው ክስ ላይ ወደ ስራ ለመመለስ ባይፈልግና በዚህ መልኩ በግልጽ ዳኝነት ከጠየቀ ሊያገኝ የሚችለው ካሳ ብቻ ሳይሆን የስንብት ክፍያ ጭምር ነው፡፡ ካሳና የስንብት ክፍያ ከስራ ውሉ ከህግ ውጭ መቋረጥ በቀጥታ የሚመነጩ ናቸው፡፡ ምንም እንኳን ከስራ ውሉ ከህግ ውጭ መቋረጥ በቀጥታ ባይመነጭም ያልወሰደው የዓመት ፍቃድ ካለውም የስራ ውል ሲቋረጥ የሚቀርብ ጥያቄ እንደመሆኑ አሰሪው የዓመት ፍቃድ መውሰዱን በማስረጃ ካላረጋገጠ በአዋጀ መሰረት የሚገባው የዓመት ፍቃድ ያገኛል፡፡ የፕሮፊደንት ፈንድም እንዲሁ የስራ ውል ሳይቋረጥ ሊጠየቅ አይችልም፡፡
ውዝፍ ደመወዝ ተከፍሎት ወደ ስራ ለመመለስ ጥያቄ የሚያቀርብ ሰራተኛ የስራ ውሉ መቋረጥ ከህግ ውጭ ሆኖ ሲገኝ የስንብት ክፍያ፤ የፕሮፊደንት ፈንድና የዓመት ፍቃድ በተመለከተ ውሳኔ አያርፍባቸውም፡፡ ስለሆነም ውዝፍ ደመወዝ ተከፍሎት ወደ ስራ እንዲመለስ የተወሰነለት ሰራተኛ በአፈጻጸም ወቅት ወደ ስራ መመለስ ባይፈልግ ከካሳ በተጨማሪ የስንብት ክፍያ፤ የፕሮፊደንት ፈንድና የዓመት ፍቃድ ያገኛል? የሚለው ጥያቄ ምላሽ ያስፈልገዋል፡፡
ለዚህ ጥያቄ በተወሰነ መልኩ ምላሽ የተሰጠው በወ/ት ትዕግስት ንጉሴ እና ኤስ.ኦ.ኤስ ኢንፋንት ኢትዮጵያ (ሰ/መ/ቁ. 42361 ጥቅምት 5 ቀን 2002 ዓ.ም. ቅጽ 9) መካከል በነበረው ክርክር በሰበር የተሰጠው ውሳኔ ነው፡፡ በዚህ መዝገብ ላይ በአፈጸጻም ወቅት ተጠይቀው ሊከፈሉ ስለሚችሉና ስለማይችሉ ክፍያዎች በተመለከተ በግልጽ ተለይቶ የተቀመጠ ነገር ባይኖርም በተመሳሳይ የክፍያ ጥያቄዎች ላይ የሰበር ችሎት አቋም ምን ሊሆን እንደሚችል መገመት አይከብድም፡፡ በክርክሩ ላይ አመልካች በስር ፍርድ ቤት የፍርድ ባለመብት የነበረች ሲሆን የስራ ውሏ ከህግ ውጭ ስለተቋረጠ ወደ ስራ እንድትመለስ በሚል ተወስኖላት በአፈጻጸም ለህገ-ወጥ ስንብት የሚከፈሉ ክፍያዎችና የፕሮፊደንት ፈንድ ተከፍሎኝ ልሰናበት በማለት አቤቱታ አቅርባ ፍርድ ቤቱም የካሳ፤ የስንብትና የማስጠንቀቂያ ጊዜ ክፍያ እንዲከፈላት ትዕዛዝ ሰጥቶ ፕሮፊደንት ፈንድን አስመልክቶ የቀረበውን ጥያቄ ግን ሳይቀበለው ቀርቷል፡፡ ይግባኝ የቀረበለት የከፍተኛው ፍርድ ቤትም ይግባኙን አልተቀበለውም፡፡
በመጨረሻም አመልካች የሰበር አቤቱታ አቅርባ የሰበር ችሎቱም ጥያቄውን ባለመቀበል የስር ፍርድ ቤቶችን ትዕዛዝ አጽንቶታል፡፡ የአፈጻጸም አቤቱታ የቀረበለት ፍርድ ቤት የአመልካችን ጥያቄ ውድቅ ያደረገው የፕሮፊደንት ፈንድ ውሳኔ ያላረፈበት በመሆኑ በአፈጻጸም ሊጠየቅ አይችልም በሚል ነው፡፡ የሰበር ችሎትም የፍ/ስ/ስ/ህ/ቁ. 371ን በመጥቀስ ውሳኔ ያላረፈበት ነገር በአፈጻጸም ሊጠየቅ እንደማይችል በሐተታው ላይ አስፍሮታል፡፡ ይሁን እንጂ የአሰሪና ሰራተኛ አዋጅ ቁጥር 43(3) አንጻር ውሳኔ ባላረፈበት ጉዳይ በአፈጻጸም ሊጠየቅ የሚቻልበት ሁኔታ እንዳለ ሳይጠቁም አላለፈም፡፡
ችሎቱ እንዳለው “በአዋጅ ቁጥር 377/96 አንቀጽ 43(3) ስር የተመለከተው ድንጋጌ ይዘትና መንፈስ በግልጽ ዳኝነት ተጠይቆበት ውሳኔ ሳይሰጥ ከተጠየቁት ዳኝነቶች መካከል ወደ ስራ የመመለስ ጥያቄ ላይ ብቻ ውሳኔ ከተሰጠ እና ሰራተኛው ወደ ስራ መመለስ ሳይፈልግ ሲቀር ቀድሞ ዳኝነት በጠየቀባቸው ነገር ግን ውሳኔ ባላረፈባቸው ነጥቦች ላይ ዳኝነት ሊጠየቅ እንደሚችል ያስረዳል፡፡”
እዚህ ላይ ከአጻጻፍ ስህተት ይሁን ከሌላ አገላለጹ በከፊል ግልጽ ባይሆንም (ቀድሞ ዳኝነት በጠየቀባቸው ነገር ግን ውሳኔ ባላረፈባቸው በሚል የተቀመጠው ቀድሞ ዳኝነት ባልጠየቀባቸው እንዲሁም ውሳኔ ባላረፈባቸው በሚል መስተካከል አለበት) ፍሬ ሓሳቡን ለመረዳት ግን አይከብድም፡፡
የሰበር ችሎት የፕሮፊደንት ፈንድ ጥያቄውን ያልተቀበለው በደፈናው እንደ ስር ፍርድ ቤት አገላለጽ ውሳኔ ያላረፈበት በመሆኑ ሳይሆን ከህገ-ወጥ ስንብት በቀጥታ አይመነጭም በሚል ነው፡፡ ለዚህም የተሰጠው ምክንያት የፕሮፊደንት ፈንድ ጥያቄው በተጠሪ በኩል ክርክር የቀረበበት ከመሆኑም በላይ በአሰሪና ሰራተኛ ህግ የይርጋ ድንጋጌዎች ሳይሆን በፍ/ህ/ቁ. 1845 መሰረት በ10 ዓመት በይርጋ የሚታገድ መሆኑ ነው፡፡ ስለሆነም ጥያቄው በአፈጻጸም ወቅት የሚቀርብ ሳይሆን ራሱን የቻለ መዝገብ ተከፍቶለት ክርክር ተደርጎበት ውሳኔ ማግኘት አለበት፡፡
የፌደራል ጠቅላይ ፍርድ ቤት የሰበር ችሎት ውሳኔ በስር ፍርድ ቤቶች ላይ የአስገዳጅነት ውጤት እንዲኖረው በህግ የተደነገገው በ1997 ዓ.ም. ሲሆን የሰበር ችሎት የዚህን አዋጅ መውጣት ተከትሎ በሰበር ስልጣኑ የሚሰጣቸው ውሳኔዎች በፌደራልና በክልል የስር ፍርድ ቤቶች ላይ የአስገዳጅነት ውጤት አግኝተዋል፡፡ ሆኖም በአዋጅ ቁ 454/1997 ላይ የድንጋጌ ለውጥ ሳይኖር የአንድ አዋጅን መሻር ተከትሎ በሰበር ትርጉም የተሰጠበት ውሳኔ የሚኖረው ህጋዊ ውጤት በህጉ አፈፃፀም ላይ በተግባር የሚያጋጥም ችግር ሆኗል፡፡
በእርግጥ ሰበር ትርጉም የሰጠበት ህግ ተሸሮ ትርጉም የተሰጠበት ድንጋጌም ቀሪ ወይም ውጤት የሌለው በሚሆንበት ጊዜ ውሳኔውም ያለ አንዳች ቅድመ-ሁኔታ ለቀጣይ ተመሳሳይ ጉዳዮች የአስገዳጅነት ውጤት ሊኖረው እንደማይችል ግልጽ ነው፡፡ ለምሳሌ አዋጅ ቁጥር 639/2001 ለባንክ ወይም ለአነስተኛ የፋይናንስ ተቋም ብድር መያዣነት የተሰጠ የማይንቀሳቀስ ንብረትን የሚመለከት ውል በፍርድ ቤት መዝገብ ወይም ስልጣን በተሰጠው አዋዋይ ፊት መፈረም እንደማያስፈልገው በመደንገግ በፍትሐ ብሔር ህግ ቁጥር 1723 ስር የተመለከተውን ቅድመ-ሁኔታ በከፊል ቀሪ አድርጎታል፡፡ ስለሆነም የሰበር ችሎት ከዚህ አዋጅ መውጣት በፊት የፍትሐ ብሔር ህግ ቁጥር 1723ን መሰረት በማድረግ ለባንክ ወይም ለአነስተኛ የፋይናንስ ተቋም ብድር መያዣነት የተሰጠ የማይንቀሳቀስ ንብረትን የሚመለከት ውልን በመተርጎም የሰጣቸው ውሳኔዎች በስር ፍርድ ቤቶች የአስገዳጅነት ውጤት አይኖራቸውም ማለት ነው፡፡
ይሁን እንጂ አንዳንድ ጊዜ አንድ አዋጅ ሙሉ በሙሉ ተሽሮ በአዲስ አዋጅ ሲተካ በተሻረው አዋጅና በአዲሱ አዋጅ የሚገኙ የተወሰኑ ድንጋጌዎች ምንም ዓይነት የይዘት ለውጥ አይደረግባቸውም፡፡ ለዚህ ጥሩ አብነት የሚሆነን የአሰሪና ሰራተኛ አዋጅ ቁጥር 42/85 በ377/96 መተካት ነው፡፡ ምንም እንኳን አዋጅ ቁጥር 42/85 በ377/96 የተሻረ ቢሆንም በቀድሞው አዋጅ ላይ የነበሩ ብዙ ድንጋጌዎች ምንም ዓይነት የይዘት ለውጥ አልተደረገባቸውም፡፡ ለምሳሌ የአዋጁን የተፈጻሚነት ወሰን የሚመለቱ ድንጋጌዎች፤ የስራ ውል አመሰራረትን የሚመለከቱ ድንጋጌዎች፤ የስራ ውል የሚቆይበትን ጊዜ አስመልክቶ የተቀመጡ ድንጋጌዎች (አዲስ ንዑስ አንቀጾች ከመጨመራቸው ውጪ የቀድሞ ድንጋጌዎች አልተቀየሩም) እንዲሁም ሌሎች ብዙ ድንጋጌዎች ይዘታቸው አልተቀየረም፡፡
እዚህ ላይ ጥያቄ ይነሳል፡፡ የይዘት ለውጥ ባልተደረገበት አንቀጽ ላይ አዋጅ ቁጥር 42/85ን መሰረት በማድረግ በሰበር የተሰጠ ውሳኔ አዋጁ በ377/96 ከተሻረ በኋላም የአስገዳጅነት ውጤት አለው?
በዚህ ነጥብ ላይ የሰበር ችሎት በሁሉም ዓይነት የስራ ክርክር፤ የፍትሐብሔር፤ የወንጀልና ሌሎች ጉዳዮች ላይ ወጥ በሆነ መልኩ ተፈፃሚነት ያለው ውሳኔ ያልሰጠ ቢሆንም የአሰሪና ሰራተኛ ጉዳይን በተመለከተ ግን በከፊልም ቢሆን ምላሽ ሰጥቶበታል፡፡ ስለሆነም በአዋጅ ቁጥር 42/85 መሰረት የተሰጠ የሰበር ውሳኔ አዋጅ ቁጥር 377/96 ከወጣ በኃላ በአዲሱ አዋጅ መሰረት የሚነሱ የስራ ክርክሮች ላይ የሚኖረውን ህጋዊ ውጤት በከፊልም ቢሆን ምላሽ ያገኘ ይመስላል፡፡
በሐመረ ወርቅ ቅ/ማሪያም ቤተክርስቲያን ሰበካ ጉባኤ ጽ/ቤት እና እነ ዲያቆን ምህረተ ብርሐን (6 ሰዎች) (የሰ.መ.ቁ.18419 ግንቦት 4 ቀን 1998 ዓ.ም) በነበረው የአሰሪና ሰራተኛ ክርክር ሰበር ችሎቱ የተያዘውን ጉዳይ ብቻ አስመልክቶ እንዳለው አዋጅ ቁጥር 42/85 በአዋጅ ቁጥር 377/96 የተሻረ ቢሆንም ነጥቡን በሚመለከት ሁለቱ አዋጆች አንድ አይነት ድንጋጌዎችን የያዙ በመሆኑ ችሎቱ የአዋጅ ቁጥር 42/85 ድንጋጌዎችን መሰረት አድርጎ በተጠቀሰው ነጥብ ላይ የሰጠው የህግ ትርጉም ለአዋጅ ቁጥር 377/96 ድንጋጌዎችም አግባብነት ያለው ነው፡፡
በስራ ላይ የሚደርስ አደጋ–የሰበር ውሳኔዎች ዳሰሳ
1. መግቢያ
በአሰሪና ሰራተኛ ግንኙነት ዋነኛ ከሚባሉት የአሰሪ ግዴታዎች ውስጥ አንዱ ከስራው ጋር በተያያዘ የሰራተኛውን ደህንነትና ጤንነት ለመጠበቅና ከአደጋ ለመከላከል የሚያስፈልጉትን እርምጃዎች ሁሉ መውሰድ ይገኝበታል፡፡ ግዴታው በአዋጁ አንቀጽ 12(4) ላይ በጥቅሉ የተቀመጠ ሲሆን በአንቀጽ 92 ላይ ደግሞ ግዴታዎቹ በዝርዝር ተቀምጠው ይገኛሉ፡፡ በእርግጥ ከሙያ ደህንነት፤ ጤንነትና የስራ አካባቢ ጋር በተያያዘ ግዴታ የተጣለው በአሰሪው ላይ ብቻ ሳይሆን በሰራተኛውም ላይ ጭምር ነው፡፡ (አዋጅ ቁ. 377/96 አንቀጽ 13(4) (5) እና አንቀጽ 93)
ሰራተኛው ሆነ አሰሪው በህግ የተጣለባቸውን ግዴታ ቢወጡም ያልተጠበቀ አደጋ መድረሱ አይቀሬ ነው፡፡ በስራ ላይ በሚደርስ አደጋ ሰራተኛው ጉዳት ሲደርስበት የአሰሪና ሰራተኛ ህጉ ጉዳት የደረሰበት ሰራተኛ እንደ ጉዳቱ መጠን እንዲካስ ከሞተም በስሩ የነበሩ ጥገኞች ክፍያ እንዲከፈላቸው በአሰሪው ላይ ግዴታ ይጥላል፡፡
ህጉ በፍርድ ቤቶች ተፈጻሚ ሲደረግ በስራ ላይ የሚደርስ አደጋ ትርጉምና የተፈጻሚነቱ ወሰን፤ የአሰሪው ኃላፊነት፤ የአካል ጉዳት ምንነትና መጠን፤ የጉዳት መጠን ደረጃ እና የካሳ ስሌት በተመለከተ የህግ ትርጉም የሚሹ ጥያቄዎች ይነሳሉ፡፡ ይህ ዳሰሳም የሰበር ችሎት በስራ ላይ የሚደርስ አደጋን በተመለከተ በምን መልኩ የህግ ትርጉም እንደሰጠ የሚቃኝ ይሆናል፡፡
2. የአሰሪው ኃላፊነት
2.1. በጥፋት ላይ ያልተመሰረተ ኃላፊነት
በህጉ አነጋገር በሰራተኛው ላይ በስራ ላይ የሚደርስ አደጋ የደረሰበት መሆኑ እስከተረጋገጠ ድረስ ለአደጋው መድረስ የአሰሪው ጥፋት መኖሩን ማሳየት አስፈላጊ አይደለም፡፡ በአሰሪና ሰራተኛ አዋጁ አንቀጽ 96(1) ላይ እንደተመለከተውም አሰሪው ጥፋት ባይኖረውም ሰራተኛው በስራ ላይ ሳለ ለሚደርስበት ጉዳት ኃላፊ ነው፡፡ ከዚህ ጋር በተያያዘ ሰበር ችሎት በሰ/መ/ቁ. 47807 (ቅጽ 9) እንዳለው የአሰሪው ኃላፊነት በጥፋት ያልተመሰረተ ጥብቅ (strict) ስለሆነ ካሳ ጠያቂው ወገን ጉዳት የደረሰበት መሆኑን ማሳየት ብቻ እንጂ ከዚህ አልፎ የጉዳት አድራሹን ወይንም የአሰሪውን የአእምሮ ሁኔታ (state of mind) ማስረዳት አይጠበቅበትም፡፡
ይሁን እንጂ አሰሪው ኃላፊ ለመሆን በመጀመሪያ ደረጃ በህጉ ትርጓሜና አነጋገር በስራ ላይ የደረሰ አደጋ ወይም በስራ ምክንያት የሚመጣ በሽታ መኖር አለበት፡፡ (ሰ/መ/ቁ. 68138 ቅ13)
2.2. ከኃላፊነት ነጻ ስለሚያደርጉ ምክንያቶች
በስራ ላይ የሚደርስ አደጋ የደረሰው በሰራተኛው ጥፋት ከሆነ በተለይም ሰራተኛው በስራው ላይ ሰክሮ ከነበረ እንዲሁም መስከሩን ተከትሎ ስራ እንዳይሰራ ከአሪው ትዕዛዝ ተሰጥቶት ይህንኑ በመተላለፍ አደጋ የደረሰበት እንደሆነ አሰሪው ኃላፊነት የለበትም፡፡ (ሰ/መ/ቁ. 67201 ቅ13)
ሰራተኛው በስራ ላይ አደጋ ደርሶበት የጉዳት መጠኑን በሐኪሞች ቦርድ ከተረጋገጠ በኋላ ተሽሎት ድሮ ሲሰራ የነበረው ስራ መስራት መቀጠሉ አሰሪውን ከኃላፊነት ነጻ አያደርገውም፡፡ (ሰ/መ/ቁ. 43370 ቅ8)
2.3. የአሰሪው ከውል ውጨ ተጠያቂነት
ሰራተኛው በስራ ላይ እያለ ለሚደርስበት ጉዳት የአሰሪው ኃላፊነት በጥፋት ላይ ያልተመሰረተ ስለመሆኑ በአሰሪና ሰራተኛ አዋጅ አንቀጽ 96(1) ተደንግጎ ይገኛል፡፡ ይህም ማለት አሰሪው ጥፋት ባይኖርበትም ሰራተኛ በስራ ላይ ሆኖ ጉዳት እስከደረሰበት ድረስ በአዋጁ መሰረት የመካስ ኃላፊነት አለበት፡፡ ይህ እንዳለ ሆኖ ሰራተኛው በአሰሪው ጥፋት የተነሳ በስራ ላይ የሚደርስ ጉዳት ሲደርስበት አግባብ ባለው ህግ መሰረት ካሳ የመጠየቅ መብቱ እንደተጠበቀ ነው፡፡ የአሰሪው ጥፋት ሲኖር ሰራተኛው መብቱን የሚጠይቅበት አግባብ በአሰሪና ሰራተኛ ህጉ በግልጽ አልተመለከተም፡፡ በሰ/መ/ቁ. 80343 (ቅ15) አንድ ሰራተኛ በስራ ላይ እያለ ለደረሰበት ጉዳት ካሳ እንዲከፈለው በአሰሪና ሰራተኛ አዋጅ አንቀጽ 96(1) መሰረት አሰሪውን በጥፋት ላይ ባልተመሰረተ ኃላፊነት ከሶና አስፈርዶ ክፍያ ከተቀበለ በኋላ በዚያው ጉዳት የአሰሪውን ጥፋት መሰረት በማድረግ የጉዳት ካሳ ክፍያ እንዲከፈለው ከውል ውጭ ኃላፊነት መሰረት በተጨማሪ እንዲከፈለው በፍትሐብሔር ችሎት ክስ ማቅረብ ይችላል? የሚለው ጥያቄ በሰበር ችሎት ተመርምሯል፡፡ ይሁን እንጂ በሰበር ችሎት ለጥያቄውም አሉታዊ ምላሽ ሰጥቷል፡፡
የሰበር ችሎት በውሳኔው ላይ እንዳሰፈረው አንድ ሰራተኛ በስራ ላይ እያለ ለደረሰበት ጉዳት የአሰሪና ሰራተኛ ህጉን መሰረት አድርጎ ክስ አቅርቦ ከተፈረደለትና ካሳ ከተቀበለ በኋላ በድጋሚ ያንኑ ጉዳት በሚመለከት በጥፋት ላይ በተመሰረተ ኃላፊነት የጉዳት ካሳ ክፍያ ከውል ውጪ ባለው ህግ ድንጋጌዎች መሰረት በፍትሐ ብሔር ችሎት ታይቶ እንዲወሰንለት የሚያቀርበው ክስ ተገቢነት የለውም፡፡ ምክንያቱም ጉዳዩ በሌላ አኳኋንና መልክ ይዞ ቢሆንም አስቀድሞ ውሳኔ እንዳገኘ የሚቆጠር ነው፡፡
3. በስራ ላይ የሚደርስ አደጋ ትርጉም
• በስራ ላይ የደረሰ አደጋ አለ ለማለት ሁለት ቅድመ-ሁኔታዎች መሟላት አለባቸው፡፡ ይኸውም አንደኛ ሰራተኛው ስራውን በማከናወን ላይ ሳለ ወይም ከስራው ጋር ግንኙነት ባለው ሁኔታ ወይም ስራውን ለማከናወን ባደረገው ጥረት ምክንያት ጉዳት የደረሰ ስለመሆኑ መረጋገጥ ይኖርበታል፡፡ ሁለተኛ የምክንትና ውጤት ግንኙነት (proximate cause and effect relationship) መኖር አለበት፡፡ ስለሆነም ሰራተኛው ስራውን በማከናወን ላይ ሳለ ቢሆንም በተፈጥሯዊ ምክንያት የሞት አደጋ የደረሰበት እንደሆነ አሰሪው ኃላፊነት የለበትም፡፡ (ሰ/መ/ቁ. 47807 ቅጽ 9)
• በአሰሪው መጓጓዣ አደጋ ሲደርስ አደጋው ከስራ መልስ ወይም ወደ ስራ ሲኬድ መሆን አለበት፡፡ ከስራ ቦታ ውጪ በመሄድ ላይ የደረሰ አደጋ በስራ ላይ የደረሰ አደጋ ባለመሆኑ አሰሪው ኃላፊነት የለበትም፡፡ (ሰ/መ/ቁ. 68138 ቅ13)
• መስሪያ ቤቱ ለሰራተኞች አገልግሎት እንዲሰጥ በመደበው መጓጓዣ የሚለው የህጉ አነጋገር ሰራተኞች በጋራ የሚጠቀሙበትን ሰርቪስ ብቻ ሳይሆን ለሰራተኛው ለስራ ጉዳይ በግሉ የተሰጠውን መጓጓዣም ይጭምራል፡፡ (ሰ/መ/ቁ. 61717 ቅ13)
• አሰሪው ድርጅት ለሰራተኞች አገልግሎት እንዲሰጥ በመደበው መጓጓዣ አደጋ ሲደርስ አደጋው በስራ ላይ እንደደረሰ ተቆጥሮ አሰሪው ኃላፊነቱን ይወስዳል፡፡ አሰሪው የመደበው የመጓጓዣ አገልግሎት አደጋው የደረሰበት በአሰሪው ስር ባለ ሌላ ሰራተኛ ወይም ሌላ ሶስተኛ ወገን ከሆነ አሰሪው ለተጎጂው ሰራተኛ የጉዳት ካሳ ኃላፊነት የሌለበት ስለመሆኑ አያሳይም፡፡ ሶስተኛ ወገኖች ለአደጋው ያደረጉት አስተዋጽኦ ለአሰሪው መከላከያ ሊሆን አይችልም፡፡ (ሰ/መ/ቁ. 36194 ቅጽ 8)
4. የአካል ጉዳት ትርጓሜ
በአሰሪና ሰራተኛ አዋጁ አንቀጽ 99(1) የአካል ጉዳት ማለት የመስራት ችሎታ መቀነስን ወይም ማጣትን በሚያስከትል ሁኔታ በስራ ላይ የሚደርስ ጉዳት እንደሆነ ፍቺ ተሰጥቷል፡፡ በዚህ ድንጋጌ የመስራት ችሎታ መቀነስ የሚለው አገለላጽ ወሰኑ በትክክል አልተመለከተም፡፡ የመስራት ችሎታ መቀነስ ሲባል ሰራተኛው ሲሰራ የነበረውን ስራ የመስራት ችሎታ መቀነስ ነው? ወይስ ሰራተኛው ወደፊትም በሌላ የስራ መስክ ተሰማርቶ ለመስራት ያለውን ችሎታ መቀነስን ያጠቃላል?
ለዚህ ጥያቄ ምላሽ ለመስጠት የሰበር ችሎት የድንጋጌውን የእንግሊዝኛ ቅጂ መሰረት በማድረግ ከመረመረ በኋላ ትርጉም ሰጥቶታል፡፡ በዚሁ መሰረት የመስራት ችሎታ መቀነስ ማለት ሰራተኛው ይሰራ የነበረውን ስራ ለመስራት የሚያስችለውን የተወሰነ ችሎታውን ብቻ የሚመለከት ሳይሆን በአጠቃላይ ወደፊትም ሰራተኛው በሌሎች የስራ መስኮች ተሰማርቶ ሌሎች ስራዎችንም ለመስራት የሚያስችለውን ችሎታ (capacity to work) የሚመለከት ነው፡፡ ስለሆነም በስራ ላይ በሚደርስ አደጋ የደረሰበት ሰራተኛ የጉዳት መጠኑ በሐኪሞች ቦርድ ተረጋግጦ ማስረጃ ከተሰጠው በኋላ ተሽሎት ቀድሞ ሲሰራ የነበረውን ስራ ያለምንም ችግር መስራት ቢቀጥልም ጉዳቱ ወደ ፊት በሌላ የስራ መስክ ተሰማርቶ ለመስራት ያለውን ችሎታ የሚቀንስበት በመሆኑ ከአሰሪው ካሳ የማግኘት መብት ይኖረዋል፡፡ (ሰ/መ/ቁ. 43370 ቅ8)
5. የአካል ጉዳት መጠን ደረጃ
ዘላቂ ሙሉ የአካል ጉዳት ለመባል የጉዳት መጠኑ በሀኪሞች ቦርድ 100% መሆኑን ማሳየት አስፈላጊ አይደለም፡፡ ስለሆነም የጉዳት መጠኑ ከ100% በታች ስለመሆኑ ከሐኪሞች ቦርድ ማረጋገጫ ቢቀርብም ጉዳቱ ዘላቂ ሙሉ የአካል ጉዳት ተብሎ ሊመደብ ይችላል፡፡ በሰ/መ/ቁ. 49273 (አመልካች አቶ ደረጀ ውለታው እና ተጠሪ ዋሊያ ሌዘርና ሌዘር ፕሮዳክትስ ኃ/የተ/የግ/ማ) በስር ፍርድ ቤት ከሳሽ የነበሩት አመልካች በስራ ላይ በደረሰ አደጋ የቀኝ እጃቸው አራት ጣቶችና የግራ እጃቸው ሶስት ጣቶች ተቆርጠዋል፡፡
የጉዳት መጠኑን አስመልክቶ የሐኪሞች ቦርድ የጉዳት መጠኑ 65% መሆኑን የገለጸ ሲሆን ክሱ የቀረበለት የፌደራል የመጀመሪያ ደረጃ ፍርድ ቤት በአመልካች ላይ የደረሰው ዘላቂ ሙሉ የአካል ጉዳት በመሆኑ በአሰሪና ሰራተኛ አዋጁ አንቀጽ 109(3)(ሀ) መሰረት የአምስት ዓመት ደመወዛቸው ብር 24900 (ሃያ አራት ሺ ዘጠኝ መቶ ብር) እንዲከፈላቸው ውሳኔ ሰጥቷል፡፡
በውሳኔው ቅር በመሰኘት በመልስ ሰጭ የይግባኝ አቤቱታ የቀረበለት የፌደራል ከፍተኛ ፍርድ ቤት በሐኪሞች ቦርድ የተለጸውን የጉዳት መጠን መሰረት በማድረግ የጉዳት ካሳው በአሰሪና ሰራተኛ አዋጁ አንቀጽ 109(3)(ለ) መሰላት እንዳለበት በማተት አመልካች የአምስት ዓመት ደመወዛቸው በ65% ተባዝቶ ብር 16185 (አስራ ስድስት ሺ አንድ መቶ ሰማንያ አምስት ብር) እንዲከፈላቸው የስር ፍርድ ቤትን ውሳኔ በማሻሻል ውሳኔ ሰጥቷል፡፡
በመቀጠልም ስሌቱ በአሰሪና ሰራተኛ አዋጁ አንቀጽ 109(3)(ሀ) ሊሆን እንሚገባውና የፌደራል ከፍተኛ ፍርድ ቤት ውሳኔ መሰረታዊ የህግ ስህተት የተፈጸመበት መሆኑን በመግለጽ አመልካች የሰበር አቤቱታ አቅርበዋል፡፡ በዚህ ጉዳይ ላይ መሰረታዊው ጭብጥ የአካል ጉዳት መጠኑ እንደመሆኑ የሰበር ችሎቱ በአመልካች ላይ የደረሰው የጉዳት መጠን ዘላቂ ሙሉ የአካል ጉዳት ነው ወይስ ዘላቂ ከፊል የአካል ጉዳት በሚል ጭብጥ በመመስረት የግራ ቀኙን ክርክር መርምሯል፡፡
የሰበር ችሎቱ መዝገቡን መርምሮ ለህጉ ማለትም ዘላቂ ሙሉ የአካል ጉዳት አወሳሰን በተመለከተ በተለምዶ በስር ፍርድ ቤቶች ህጉ ተፈጻሚ ሲደረግ የነበረበትን መንገድ የሚቀይርና ፈር-ቀዳጅ ሊባል የሚችል ትርጉም ሰጥቷል፡፡ ይኸውም በአብዛኛዎቹ ፍርድ ቤቶች የጉዳት መጠንን ለመወሰን መሰረት ይደረግ የነበረው ከሐኪሞች ቦርድ የሚሰጠውን ማስረጃ ሲሆን ከዚህ አንጻር የሰበር ችሎቱ እንዳለው በሐኪሞች ቦርድ ጉዳት የሚለካው ከአጠቃላይ የሰውነት ሁኔታ ጋር በማነጻጸር እንጂ የደረሰው ጉዳት ከመስራት ችሎታ ጋር ተነጻጽሮ አይደለም፡፡
ዘላቂ ሙሉ የአካል ጉዳት በአሰሪና ሰራተኛ አዋጁ አንቀጽ 110(2) አነጋገር ጉዳት የደረሰበት ሰራተኛ ማናቸውም ደመወዝ የሚያስገኝ ስራ ለመስራት የሚከለክለው የማይድን በስራ ላይ የሚደርስ ጉዳት ነው፡፡ ስለሆነም በሐኪሞች ቦርድ ማስረጃ የጉዳት መጠኑን ከ100% የሚያንስ ቢሆንም እንኳን በሰራተኛው ላይ የደረሰው ጉዳት ማናቸውንም ስራ የሚከለክለው ከሆነ የጉዳት መጠኑ ዘላቂ መሉ የአካል ጉዳት ነው፡፡ የአካል ጉዳት ሙሉና ከፊል ተብሎ የሚከፈለው ከመስራት ችሎታ ጋር በማነጻጸር እንጂ ከአጠቃላይ ከሰውነት አካል ጉድለት ጋር ተነጻጽሮ አይደለም፡፡ በዚሁ መሰረት የከፍተኛው ፍርድ ቤት ተሽሮ የስር ፍርድ ቤት ውሳኔ ጸንቷል፡፡
6. የጉዳት ካሳ አሰላል
6.1. የመንግስት የልማት ድርጅት ሰራተኛ—በጡረታ የተሸፈነና የመድን ዋስትና ያልተገባለት ሲሆን
በመንግስት የልማት ድርጅት ውስጥ ተቀጥሮ የሚሰራ ሰራተኛ በስራ ላይ አደጋ ሲደርስበት ድርጅቱ የመድን ሽፋን ካልገባ የካሳ መጠኑን ለመወሰን ተፈጻሚ የሚሆነው በመንግስት ሰራተኞች የጡረታ አዋጅ ላይ የተመለከተው የካሳ መጠን ነው፡፡ ይህ የሰበር ውሳኔ ሲሰጥ ጡረታን በተመለከተ ተፈጻሚነት የነበረው ህግ አዋጅ ቁጥር 345/95 ነው፡፡ በውሳኔው ላይ እንተመለከተው በአዋጁ አንቀጽ 33 መሰረት ጉዳት ለደረሰበት ሰራተኛ የሚከፈለው የካሳ መጠን ሰራተኛው ጉዳት ከደረሰበት ወር በፊት ይከፈለው የነበረው መደበኛ የወር ደመወዝ 45% በአምስት ዓመት ተባዝቶ የሚገኘው ሂሳብ በሰራተኛው ላይ በደረሰው ጉዳት በመቶኛ ተባዝቶ የሚገኘው መጠን ነው፡፡ (ሰ/መ/ቁ. 43370 ቅጽ 8)
6.1.1. ማስታወሻ
በአሁኑ ወቅት ፀንቶ ያለው የመንግስት ሰራተኞች ጡረታ አዋጅ ቁጥር 714/2003 ሲሆን የጉዳት ካሳ መጠኑን በተመለከተ ማሻሻያ ተደርጓል፡፡ ማሻሻያው ግን የሰራተኛውን ጥቅም በሚያስጠብቅ መልኩ ሳይሆን በጣም በሚጎዳ መልኩ የተደረገ ነው፡፡
ይህን ለመረዳት መጀመሪያ የቀድሞውን አዋጅ ቁጥር 345/95 ከአሰሪና ሰራተኛ ህግ ጋር ማነጻጸር ያስፈልጋል፡፡ በአሰሪና ሰራተኛ አዋጁ መሰረት ሰራተኛው ከዘላቂ ሙሉ የአካል ጉዳት ያነሰ ጉዳት ሲደርስበት የሚከፈለው ካሳ የአምስት ዓመት ደመወዙ በደረሰበት ጉዳት በመቶኛ ተባዝቶ የሚገኘው መጠን ነው፡፡ ለምሳሌ ከጉዳቱ በፊት አንድ ሺ ብር ደመወዝ ሲከፈለው የነበረ በግለሰብ ወይም በግል ድርጅት ውስጥ ተቀጥሮ የሚሰራ ሰራተኛ በስራ ላይ በሚደርስ አደጋ 30 ፐርሰንት የአካል ጉዳት ሲደርስበት የሚከፈለው የካሳ መጠን 1000 ሲባዛ በ12 ሲባዛ በአምስት ሲባዛ በ30/100 =18000 ብር ነው፡፡
ተመሳሳይ ደመወዝ ኖሮት ተመሳሳይ የጉዳት መጠን የደረሰበትና የመድን ሽፋን በሌለው የመንግስት የልማት ድርጅት ውስጥ የሚሰራ ሰራተኛ በአዋጅ ቁጥር 345/95 አንቀጽ 33 መሰረት የሚከፈለው የካሳ መጠን ደግሞ 1000 ሲባዛ በ12 ሲባዛ በአምስት ሲባዛ በ45/100 ሲባዛ 30/100 = 8100 ብር ነው፡፡
ከንጽጽሩ እንደምንረዳው በመንግስት የልማት ድርጅት ውስጥ የሚሰራው ሰራተኛ በግለሰብ ወይም በግል ድርጅት ተቀጥሮ ከሚሰራው ሰራተኛ በ55% ያነሰ ካሳ ያገኛል፡፡ ከላይ በተሰጠው ምሳሌ ላይ የግል ሰራተኛው ብር 18000 ክፍያ ሲያገኝ የመንግስት የልማት ድርጅት ሰራተኛው ግን የሚያገኘው ከዚህ እጅጉን ያነሰ ማለትም 8100 ብር ብቻ ነው፡፡
በመንግስት የልማት ድርጅቶች ላይ የሚታየው ልዩነት (discrimination) እና የልዩነቱ መስፋት የሚያሳዝንና የህግ ማሻሻያ የሚያስፈልገው ስለመሆኑ ግልጽ ቢሆንም አዲሱ የጡረታ አዋጅ አዋጅ ቁጥር 714/2003 ግን ልዩነቱን እዚህ ግባ የማይባል ከፊል ማሻሻያ ብቻ በማድረግ የቀድሞውን አዋጅ ግድፈት ሳያርመው ቀርቷል፡፡
በአዋጅ ቁጥር 714/2003 አንቀጽ 38(1) ላይ እንደተመለከተው ከአስር በመቶ ያላነሰ ከስራ የመጣ ጉዳት ደርሶበት ስራ ለመስራት የሚችል ከሆነ የጉዳት ዳረጎት በአንድ ጊዜ የሚከፈለው ሲሆን መጠኑም በአንቀጽ 39 ላይ እንደተመለከተው ሰራተኛው ጉዳት ከደረሰበት ወር በፊት ይከፈለው የነበረው የወር ደመወዙ በ47 በመቶ ተባዝቶ የሚገኘው ሂሳብ በ60 ከተባዛ በኋላ እንደገና በደረሰበት ጉዳት በመቶኛ ተባዝቶ የሚገኘው መጠን ነው፡፡
ስሌቱን ይበልጥ ለመረዳት ከላይ በተሰጠው ምሳሌ አንጻር እናያለን፡፡ ስለሆነም 30 በመቶ የአካል ጉዳት የደረሰበትና ከአደጋው በፊት ብር 1000 ደመወዝ ሲከፈለው የነበረ የመድን ሽፋን በሌለው የመንግስት የልማት ድርጅት ውሰጥ ተቀጥሮ ሲሰራ የነበረ ሰራተኛ በስራ ላይ አደጋ ሲደርስበት በአዋጅ ቁጥር 714/2003 መሰረት ሊያገኘው የሚችለው ካሳ 1000 ሲባዛ በ47 ፐርሰንት ሲባዛ በ60 እንደገና ሲባዛ በ30 ፐርሰንት = 8460 ብር ነው፡፡
ከቀድሞው አዋጅ ቁጥር 345/95 ጋር ሲተያይ በአዋጅ ቁጥር 714/2003 የተደረገው ማሻሻያ ብዙም ለውጥ የሚያመጣ አይደለም፡፡ በምሳሌው መሰረት ሰላሳ ፐርሰንት የአካል ጉዳት የደረሰበት ሰራተኛ በአዋጅ ቁጥር 345/95 መሰረት 8100 ብር ካሳ የሚያገኝ ሲሆን በበአዋጅ ቁጥር 714/2003 ደግሞ 8460 ብር ያገኛል፡፡ ልዩነቱ 360 ብር ብቻ ነው፡፡
መሰረታዊው ቁምነ ነገር በማሻሻያው የተደረገው የጭማሪ መጠን አይደለም፡፡ ከመነሻው ያልተጠበቀ አደጋ ደርሶ ለሰራተኛው በሚከፈለው ካሳ ላይ የመንግስትና የግል ብሎ ልዩነት መፍጠር ልዩነት ለመፍጠር ከመፈለግ የተፈጠረ ልዩነት ካልሆነ በስተቀር የሚያሳምን ቀርቶ የሚያከራክር ምክንያት እንኳን ሊቀርብበት የሚችል አይደለም፡፡ ስለሆነም ከቁንጽል ማሻሻያ ባለፈ ሙሉ በሙሉ ለውጥ ሊደረግበትና ከግል ሰራተኛች ጋር ተመሳሳይ የሆነ የካሳ መጠን በህግ ሊደነገግ ይገባል፡፡
6.2. የመንግስት የልማት ድርጅት ሰራተኛ—በጡረታ የተሸፈነና የመድን ዋስትና የተገባለት ሲሆን
ጉዳት የደረሰበት የመንግስት ልማት ድርጅት ሰራተኛ በጡረታ የተሸፈነ ሆኖ በአሰሪው የመድን ዋስትና የተገባለት ከሆነ የጉዳት ካሳው የሚወሰነው በመድን ሽፋኑ መሰረት ነው፡፡ (ሰ/መ/ቁ. 65427 ቅጽ 11) በዚህ ጉዳይ አመልካች ተጠሪን ጨምሮ ሰራተኞቹ ለሚደርስባቸው ጉዳት የመድን ዋስትና ገብቷል፡፡ ተጠሪ ደግሞ በስራ ላይ በሚደርስ አደጋ 7% የአካል ጉዳት ደርሶባቸዋል፡፡ አመልካችም በገባው የመድን ዋስትና መሰረት ለአመልካች ካሳ ከፍሏል፡፡ ይሁን እንጂ ተጠሪ የተከፈለኝ ክፍያ ከደረሰብኝ ጉዳት ያነሰ ነው በሚል በፌ/መ/ደ/ፍ/ቤት በአመልካች ላይ ክስ አቅርበው የኢትዮጵያ መድን ድርጅትም ወደ ክርክሩ ጣልቃ ገብቷል፡፡ ፍርድ ቤቱም ክሱን ውድቅ በማድረጉ ተጠሪ ይግባኝ ለከፍተኛው ፍርድ ቤት አቅርበው ፍርድ ቤቱም መዝገቡን መርምሮ የስር ፍርድ ቤትን ውሳኔ ሽሮ የሚከተለውን ውሳኔ ሰጥቷል፡፡
በአዋጅ ቁጥር 377/96 109(1) ድንጋጌ መሰረት ለሰራተኛ የሚከፈል የጉዳት ካሳ አሰሪው በገባበት የመድን ዋስትና ተፈጻሚ ይሆናል ተብሎ የተገለጸው የመንግስት ሰራተኞችን የሚመለከት መሆኑ እንደተጠበቀ ሆኖ በ1ኛ መልስ ሰጨ (በአሁን አመልካች) እና 2ኛ መልስ ሰጭ (የኢትዮጵያ መድን ድርጅት መካከል የተደረገው የመድን ሽፋን ውል ህግ ሆኖ የሚገዛው ሁለቱን ተዋዋይ ወገኖች እንጂ ይግባኝ ባይ (የአሁን ተጠሪን) የውሉ ተገዢ ለማድረግ ሙሉ በሙሉ የሚያስገድድ አይደለም፡፡
ፍርድ ቤቱ ይህን ካለ በኋላ የአሁን አመልካች በአዋጅ ቁጥር 377/96 109(3)(ለ) መሰረት ቀሪውን ካሳ እንዲከፍል ፍርድ ሰጥቷል፡፡
ይሁን እንጂ የሰበር አቤቱታ በአመልካች የቀረበለት የሰበር ችሎት ለክርክሩ ተፈጻሚነት ያለው ህግ አዋጅ ቁጥር 377/96 109(3)(ለ) ሳይሆን 109(1) እንደሆነ በመግለጽ የመጀመሪያ ፍርድ ቤትን ውሳኔ አጽንቶ የከፍተኛውን ፍርድ ቤት ውሳኔ ሽሮታል፡፡
ችሎቱ በውሳኔው ላይ እንዳሰፈረው በአሰሪና ሰራተኛ አዋጁ አንቀጽ 109(1) መሰረት የመንግስት ልማት ድርጅት አሰሪ በሰራተኛው ላይ ለደረሰው ጉዳት ካሳ የሚከፍለው በገባበት የመድን ዋስትና ወይም በመንግስት የጡረታ ህግ መሰረት ሲሆን ይህ ሊቀየር የሚችለው አሰሪውና ሰራተኛው በህብረት ስምምነታቸው በተቃራኒ ተስማምተው እንደሆነ ብቻ ነው፡፡ በተጠቀሰው ድንጋጌ መሰረት የጡረታ ህግ ተፈጻሚ የሚሆነው የመድን ዋስትና ሽፋን ሳይኖር ሲቀር ነው፡፡
6.2.1. ማስታወሻ
ምንም እንኳን የሰበር ችሎት በሰ/መ/ቁ. 65427 የሰጠው ውሳኔ በአግባቡ ቢሆንም ለውሳኔው መሰረት በሆነው የህግ ድንጋጌ ላይ ያለው ችግር ግን ሳይነሳ የሚታለፍ አይደለም፡፡ ከላይ እንዳየነው ለሰራተኞቹ የመድን ዋስትና ባልገባ የመንግስት የልማት ድርጅት ውስጥ የሚሰራ ሰራተኛ በስራ ላይ አደጋ ሲደርስበት ተፈጻሚ በሚሆነው የጡረታ ህግ መሰረት የሚያገኘው የጉዳት ካሳ በግለሰብ ወይም በግል ድርጅት ተቀጥሮ ተመሳሳይ የጉዳት ደረጃ ከደረሰበት ሰራተኛ የጉዳት ካሳ ክፍያ እጅጉን ያነሰ ነው፡፡ ይህ የተጋነነ ልዩነት የመድን ሽፋን በሚኖርበት ጊዜም የሚታይ ነው፡፡ በሰ/መ/ቁ. 65427 አንሶብኛል በሚል ክስ ያቀረቡት ተጠሪ ለክሳቸው መሰረት የሚሆን ህግ ባይኖርም ገዝፎ የሚታይ እውነት ግን አለ፡፡ ይኸውም ተጠሪ በመድን ሽፋኑ መሰረት የተከፈላቸው ብር 7500 (ሰባት ሺ አምስት መቶ ብር) ሲሆን በግለሰብ ወይም በግል ድርጅት ተቀጥረው ተመሳሳይ የጉዳት መጠን ቢደርስባቸው ኖሮ በአዋጅ ቁጥር 377/96 ካሳው የሚሰላው በአንቀጽ 109(3)(ለ) በመሆኑ ተጨማሪ ብር 8649 ብር (ስምንት ሺ ስድስት መቶ አርባ ዘጠኝ ብር) ያገኙ ነበር፡፡ በመርህ ደረጃ ሲታይ የመድን ሽፋን መኖሩ ለሰራተኛው የበለጠ ዋስትና መሆን ሲገባው አሰሪውን መጥቀሚያ ሆኗል፡፡ ስለሆነም የልማት ድርጅት ለሰራተኞቹ የመድን ዋስትና ሲገባ አነስተኛው የጉዳት ካሳ መጠኑ በአንቀጽ 109(3)(ለ) የተመለከተው መሆን እንዳለበት በሚደነግግ መልኩ ህጉ መሰረታዊ ለውጥ ሊደረግበት ይገባል፡፡
6.3. የጉዳት ክፍያ—በመንግስት የጡረታ ህግ ላልተሸፈኑ ሰራተኞች
በመንግስት የጡረታ ህግ ላልተሸፈኑ ሰራተኞች የጉዳት ክፍያ አሰላል በአዋጅ ቁጥር 377/96 አንቀጽ 109(3) ላይ የተመለከተ ሲሆን ድንጋጌውም የህግ ትርጉም በማይፈልጉ መልኩ በግልጽ ተቀምጧል፡፡ የጉዳት ክፍያው የአካል ጉዳት መጠንን መሰረት ያደረገ እንደመሆኑ ጭብጥ ሆኖ ሊነሳ የሚችለው የጉዳት መጠኑን በመወሰን ላይ እንጂ የጉዳት ክፍያ መጠኑን በመወሰን አይደለም፡፡ በመሆኑም በአንቀጽ 109(3)(ሀ) መሰረት የጉዳት መጠኑ ዘላቂ ሙሉ የአካል ጉዳት ከሆነ የክፍያ መጠኑ የሰራተኛው የዓመት ደመወዝ በአምስት ተባዝቶ የሚገኘው መጠን ነው፡፡ የጉዳት መጠኑ ከዘላቂ ሙሉ የአካል ጉዳት በታች ከሆነ ደግሞ ክፍያው በአንቀጽ 109(3)(ሀ) ላይ የተመለከተው ሆኖ ከአካል ጉድለት ደረጃው ጋር ተመጣጣኝ የሆነ ክፍያ ይሆናል፡፡ [አንቀጽ 109(3)(ለ)] በሌላ አነጋገር የክፍያ መጠኑ የሰራተኛው የዓመት ደመወዝ ሲባዛ በአምስት ሲባዝ የአካል ጉዳት በመቶኛ ሲባዛ የሚገኘው መጠን ይሆናል፡፡
እዚህ ላይ ልብ ማለት ያለብን ግን የአካል ጉዳት መጠን ከመቶ ፐርሰንት ማነሱ ብቻውን የጉዳት መጠኑ ከዘላቂ ሙሉ የአካል ጉዳት መጠን በታች መሆኑን የሚያሳይ አለመሆኑን ነው፡፡ በሰራተኛው ላይ የደረሰው ጉዳት በመቶኛ ሲቀመጥ ከመቶ ፐርሰንት በታች ቢሆንም ጉዳቱ ሰራተኛውን ምንም ዓይነት ስራ እንዳይሰራ የሚያደርገው ከሆነ ሙሉ ዘላቂ የአካል ጉዳት ተብሎ ሊፈረጅ ይችላል፡፡ ለምሳሌ በሰ/መ/ቁ. 49273 ቅጽ 9 ላይ በሰራተኛው ላይ የደረሰው የአካል ጉዳት መጠን 65% ቢሆንም ጉዳቱ ሙሉ ዘላቂ የአካል ጉዳት ነው ሲል ሰበር ውሳኔ ሰጥቶ ክፍውም በዚሁ መሰረት ተሰልቷል፡፡ (የበለጠ ለመረዳት ከላይ ስለየአካል ጉዳት መጠን ደረጃሌቀረበውን ዳሰሳ ይመልከቱ)
6.4. የጉዳት ክፍያን በርትዕ ስለሚወሰንበት ሁኔታ
በአሰሪና ሰራተኛ አዋጁ ላይ የጉዳት ካሳ ክፍያ በርትዕ ስለሚወሰንበት ሁኔታ በግልጽ አልተመለከተም፡፡ ይሁን እንጂ በአመልካች የኦሮሚያ መንገዶች ባለስልጣን እና ተጠሪ አቶ ግርማ ወዮሳ መካከል በነበረው ክርክር (ሰ/መ/ቁ. 60464 ቅጽ 11) የሰበር ችሎቱ ተጠሪ የሚገባውን የክፍያ መጠን በርትዕ ወስኖታል፡፡
የጉዳዩ አመጣጥ እንደሚከተለው ነው፡፡ ተጠሪ ስራ በመስራት ላይ እያለ ድንጋይ ወድቆበት ሁለት የእግሮቹ ጣቶች በመቆረጣቸው ዘላቂ የአካል ጉዳት ደርሶበታል በሚል ክሱ የቀረበለት የግራር ጃርሶ ወረዳ ፍርድ ቤት ብር 57442.66 (ሃምሳ ሰባት ሺ አራት መቶ አርባ አራት ብር ከ66 ሳንቲም) እንዲከፈለው ውሳኔ ከሰጠ በኋላ አመልካች የይግባኝ አቤቱታ ለኦሮሚያ ዞን ሰሜን ሸዋ ዞን ፍርድ ቤት አቅርቦ ፍርድ ቤቱ የስር ፍርድ ቤት ውሳኔ ጉድለት የለበትም በሚል አቤቱታውን ውደቅ አድርጎታል፡፡ በመቀጠልም አመልካች የስር ፍርድ ቤቶች ውሳኔ መሰረታዊ የህግ ስህተት ተፈጽሞባቸዋል በሚል የሰበር አቤቱታ ለኦሮሚያ ጠቅላይ ፍርድ ቤት ቢያቀርብም ችሎቱ ግራ ቀኙን ካከራከረ በኋላ የስር ፍርድ ቤቶችን ውሳኔ አጽንቶታል፡፡
በመጨረሻም አመልካች ለፌደራል ጠቅላይ ፍርድ ቤት የሰበር አቤቱታ ያቀረበ ሲሆን በዋናነት ያቀረበው መከራከሪያም ተጠሪ ዘላቂ ሙሉ የአካል ጉድለት የደረሰበት ስለመሆኑ የህክምና ማስረጃው ስለማያስረዳ በዚሁ መልኩ ክፍያ እንዲፈጸም በስር ፍርድ ቤት የተሰጠው ውሳኔ መሰረታዊ የህግ ስህተት የተፈጸመበት ነው የሚል ነው፡፡
ችሎቱ ጉዳዩን ሲመረምር በስር ፍርድ ቤቶች ውሳኔ ላይ በተጠሪ ላይ ደረሰ የተባለውን የአካል ጉዳት እና ቀረበ የተባለውን ማስረጃ በተመለከተ የተምታታ እንደሆነ ገልጿል፡፡ ተጠሪንም በችሎት አስቀርቦ የደረሰበትን ጉዳት በተመለከተ ግንዛቤ ወስዷል፡፡ ተጠሪ በችሎት ሲታይ ብሎም ስለደረሰበት ጉዳት ሲያስረዳ ጉዳት የደረሰበት የግራር ጃርሶ ወረዳ ፍርድ ቤት በውሳኔው ላይ እንዳሰፈረው ተጠሪ የተቆረጠው ሁለት የእግሮቹ ጣቶቹ ሳይሆን የግራ እጁ ሁለት ጣቶች ናቸው፡፡ እግሩም ላይ ስብራት ደርሶበታል፡፡ ከመዝገቡ ጋር የተያያዘው ከሐኪሞች ቦርድ የተሰጠው ማስረጃም ጉዳቱ ተጠሪ የገለጸውን የሚደግፍ ነው፡፡ ሆኖም ቦርዱ የጉዳት መጠኑን በፐርሰንት ከማስቀመጥ ይልቅ ተጠሪ በደረሰበት ጉዳት ምክንያት ድሮ ሲሰራ የነበረውን የአናጺነት ስራ መስራት እንደማያስችለው በመግለጽ ማስረጃ ሰጥቷል፡፡
የሰበር ችሎቱም የአካል ጉዳት መጠኑን በተመለከተ በስር ፍርድ ቤት መዝገብ ውስጥ ያሉትን ማስረጃዎች መሰረት በማድረግ በተጠሪ ላይ የደረሰው የአካል ጉዳት ዘላቂ ሙሉ የአካል ጉደት ሳይሆን ጊዜያዊ የአካል ጉዳት እንደሆነ ድምዳሜ ላይ ደርሷል፡፤
የክፍያ መጠኑን በተመለከተም ችሎቱ በውሳኔው ላይ እንዳሰፈረው ክፍያው የሚወሰነው በአሰሪና ሰራተኛ አዋጀ አንቀጽ 109(3)(ለ) እንደሆነ ካመለከተ በኋላ በዚህ ድንጋጌ ላይ ተመጣጣኝ በሚል የተቀመጠውን ቃል ሰፋ አድርጎ በመተርጎም ተጠሪ በርትዕ 24000 (ሃያ አራት ሺ ብር) እንዲከፈለው ውሳኔ ሰጥቷል፡፡ በውሳኔው ላይ “ሕጉ እንዲህ ዓይነት ነገር ሲያጋጥም የካሳውን መጠን በርትዕ መሰረት አይቶ መወሰን ስለሚፈቅድ…” የሚል ሐተታ ይገኝበታል፡፡ የአሰሪና ሰራተኛ አዋጅ በስራ ላይ ለደረሰ አደጋ ክፍያ በርትዕ እንዲወሰን የሚፈቅድ መሆኑ አከራካሪ ቢሆንም የተጠሪ ጉዳይ ሶስት ፍርድ ቤቶች አልፎ ሰበር ደርሶ እንደገና የጉዳት መጠኑ በሐኪሞች ቦርድ እንዲወሰን መዝገቡን ጉዳዩን መጀመሪያ ላየው ፍርድ ቤት መመለሱ ከፍትሕ አንጻር ተገቢነት የሌለው ነው፡፡
7. ስለጥገኞች
7.1. የጥገኞች ትርጉም
• ጥገኞች የሚለው ቃል ከሟች የምግብ፤ የመጠለያ፤ የልብስና ለጤናው አጠባበቅ አስፈላጊ የሆኑ ነገሮችን እንዲሟላላቸው የሚጠይቁትን ወገኖች የሚመለከት ስለመሆኑ ተንዝበናል፡፡ ስራ ሰርቶ ማስተዳደር የሚችልና ችግረኛ መሆኑ በቅድሚያ ያልተረጋገጠበት ወገን የሟች ሰራተኛ ባል ወይም ሚስት በመሆኑ ብቻ የጉዳት ካሳ የሚያገኝበት ምክንያት አይኖርም፡፡ ከጉዳት ካሳ ዓላማ ጋርም አንድ ላይ ይሄዳል ተብሎ አይታሰብም፡፡ ስለሆነም የሟች ሰራተኛ ባል ወይም ሚስት መተዳደሪያ የሚሆነው በቂ ሀብት ካለው ጥገኛ ሊባል አይችልም፡፡ (ሰ/መ/ቁ. 36194 ቅጽ 8)
• የህብረት ስምምነቱ በስራ ላይ በሚደርስ የሞት አደጋ ካሳው ለወራሾች ይከፈላል ቢልም በአሰሪና ሰራተኛ አዋጁ አንቀጽ 110(1) ከተመለከቱት ጥገኞች ውጪ ከሆኑ የካሳ ክፍያ አያገኙም፡፡ (ሰ/መ/ቁ. 72645 ቅጽ 13)
7.2. ለጥገኞች የሚከፈል ካሳ ስሌት
አዋጅ ቁጥር 377/96 አንቀጽ 110 ንኡስ አንቀጽ 3 በመንግስት ሰራተኞች ጡረታ ህግ ላልተሸፈኑ ሰራተኞች ጥገኞች የሚሰጠው የካሳ መጠን የሰራተኛው የዓመት ደመወዝ በአምስት ተባዝቶ የሚገኘው ክፍያ እንደሆነ የሚደነግግ ሲሆን ክፍያው ለነዚህ ጥገኞች የሚከፋፈልበትን ሁኔታም ለሶስት በመክፈል ድርሻቸውን ይወስናል፡፡ በዚሁ መሰረት ለሟች ሰራተኛ ባል ወይም ሚስት ሃምሳ በመቶ፤ አካለመጠን ላላደረሱ የሟች ልጆች ለእያንዳንዳቸው አስር በመቶ እንዲሁም በሟች ሰራተኛ ድጋፍ ይረዱ ለነበሩ የሟች ወላጆች ለእያንዳንዳቸው አስር በመቶ ይከፈላል፡፡ የሟች ሰራተኛ ወላጆች በህይወት ካሉና ሶስት ልጆች ካሉት እንዲሁም አንደኛው ተጋቢ በህይወት ካለ ለልጆች በጠቅላላው ሰላሳ በመቶ ለሁለቱም ወላጆች በድምሩ ሃያ በመቶ እንዲሁም ለባል/ሚስት ሃምሳ በመቶ ተከፍሎ ጠቅላላ ድምሩ አንድ መቶ ፐርሰንት ስለሚሆን ክፍያውን በመሸንሸን ረገድ ችግር አይገጥምም፡፡ በተጨማሪም በአንቀጽ 110(4) መሰረት የጥገኞች ቁጥር ሲቀንስና ሲጨምርም የክፍፍሉ መጠን መቶ በመቶ እስኪሆን ድረስ ከእያንዳንዱ ጥገኛ ላይ በመጠኑ ይቀነሳል ወይም ለእያንዳንዱ ጥገኛ ድርሻ ክፍፍሉ መቶ በመቶ እስኪሆን ድረስ ይጨምራል፡፡
ይህ እንዳለ ሆኖ ሟች አንድ ጥገኛ ብቻ ትቶ የሞተ እንደሆነ ክፍፍሉ በምን መልኩ እንደሚፈጸም ጥያቄ ያስነሳል፡፡ ከዚህ ጋር በተያያዘ በአመልካች የህጻን ዮናታን ነጋ ተሻገር ሞግዚት እና በተጠሪ አቶ አበራ ለገሰ (ሰ/መ/ቁ. 40529 ቅጽ 9) መካከል በነበረው ክርክር የሰበር ችሎት የአሰሪና ሰራተኛ አዋጅ አንቀጽ 110(3) እና 110 (4) ድንጋጌዎች ከመረመረ በኋላ የሚከተለውን ውሳኔ በመስጠት የክፍያ ስሌቱን በተመለከተ ለህጉ ትርጉ ሰጥቷል፡፡
“በስራ አደጋ የሞተ ሰራተኛ ትቶት ያለፈው ጥገኛ አንድ ብቻ በሚሆንበት ጊዜ ሊከፈል የሚገባው የካሳ መጠን የጠቅላላውን አሰር መቶኛ ሳይሆን ሙሉውን መቶ ፐርሰንት ነው፡፡
መግቢያ
የንብረት ትርጉም
የአሰሪው ወይም ከድርጅቱ ስራ ጋር በቀጥታ ግንኙነት ያለው ንብረት
ጉዳት ማድረስ እና ጉዳት መድረስ
ከባድ ቸልተኝነት
በአሰሪና ሰራተኛ አዋጅ አንቀጽ 27(1) አነጋገር ሰራተኛው ከስራ የሚሰናበተው ሆነ ብሎ ወይም በከባድ ቸልተኝነት ጉዳት ሲያደርስና ጉዳቱም የደረሰው በአሰሪው ንብረት ወይም ከድርጅቱ ስራ ጋር በቀጥታ ግንኙነት ባለው ማናቸውም ንብረት ላይ መሆኑ ሲረጋገጥ ነው፡፡ ከዚህ አንጻር አራት የጥፋቱ ማቋቋሚያዎች አንድ ላይ ተሟልተው መገኘት እንዳለባቸው እንረዳለን፡፡ ይኸውም፤
እነዚህን አራት ነጥቦች የሰበር ችሎት ለድንጋጌው ከሰጠው ትርጉምና ተፈጻሚ ካደረገበት መንገድ አንጻር እንደሚከተለው እናያለን፡፡
በአንቀጽ 27(1) ሸ አነጋገር ንብረት ለሚለው ቃል ፍቺ ለመስጠት የሰበር ችሎት በአንዳንድ ውሳኔዎች ላይ በፍትሐ ብሔር ህጉ ላይ የተቀመጠውን የንብረት ትርጓሜ በማጣቀስ እልባት የሰጠ ቢሆንም በሌሎች ውሳኔዎች ግን ለቃሉ ሰፊ ትርጉም በመስጠት የ27(1) ሸ ተፈጻሚነት የተለጠጠ እንዲሆን አድርጎታል፡፡
በሰ/መ/ቁ 17189 (አመልካች የሸቀጦች ጅምላ ንግድና አስመጪ ድርጅት እና ተጠሪ አቶ ንጉሴ ዘለቀ ጥቅምት 17 ቀን 1998 ዓ.ም. ቅጽ 2)[1] በነበረው ክርክር ተጠሪ ከስራ የተሰናበተው በቅርንጫፍ ስራ አስሊያጅነቱ የየዕለቱ ገቢ ተሰብስቦ ባንክ መግባቱ ማረጋገጥ ሲገባው በጊዜው ገንዘብ ያዥ የነበረው ሰራተኛ ባዘጋጀው የገንዘብና የባንክ መዝገብ ላይ በመፈረም ወይም ሳይፈርም በመተው ጉድለት እንዲፈጽም ረድቶታል በሚል ሲሆን ስንብቱን በመቃወም ያቀረበው ክስ ውድቅ ተደርጎበታል፡፡ ይግባኝ የቀረበለት ፍርድ ቤት ጉድለቱ ሲደርስ ተጠሪ ስራ ላይ አልነበረም በሚል የስራ ውሉ መቋረጥ ከህግ ውጪ ስለሆነ ተጠሪ ውዝፍ ደመወዝ ተከፍሎት ወደ ስራ እንዲመለስ ውሳኔ የሰጠ ሲሆን የሰበር አቤቱታ የቀረበለት የሰበር ችሎትም “ጉድለቱ ሲደርስ ተጠሪ ስራ ላይ የነበረ መሆኑ አላከራከረም” በማለት የስር ፍርድ ቤትን ውሳኔ ሽሮታል፡፡
ችሎቱ ማስረጃን መሰረት አድርጎ ከደረሰበት ድምዳሜ በተጨማሪ የሥራ ውሉ የተቋረጠበትን ድንጋጌ [አዋጅ ቁጥር 42/85 አንቀጽ 27(1) በ] ይዘት በስፋት መርምሯል፡፡
ችሎቱ ከመረመራቸው ነጥቦች አንዱ “ገንዘብ” የንብረትን ትርጉም ማሟላት ስለመቻሉ ጉዳይ ነው፡፡ በአሰሪው ላይ ደረሰ የተባለው ጉድለት የገንዘብ ጉድለት ነው፡፡ ስለሆነም በ27(1) በ መሰረት የተደረገን የስራ ውል ማቋረጥ ህጋዊነት ለመወሰን ገንዘብ የሚለው ቃል በንብረት ትርጉም ውስጥ መጠቃለል ይኖርበታል፡፡ ይህን አስመልክቶ ችሎቱ ጉዳዩን ከፍትሐ ብሔር ህግ አንቀጽ 1126 እና 1127 ጋር አገናዝቦ በማየት ገንዘብ አንዱ ግዙፍነት ያለው ተንቀሳቃሽ ንብረት እንደሆነ ድምዳሜ ላይ ደርሷል፡፡
በተመሳሳይ መልኩ የተማሪዎችን ውጤት በወቅቱ አለማስገባትና በዚህ የተነሳ አሰሪውን ድርጅት በድጋሚ ፈተና ምክንያት ለተጨማሪ ወጪ መዳረግ በአሰሪና ሰራተኛ አዋጅ ቁ 377/96 አንቀጽ 27(1) ሸ አነጋገር በአሰሪ ንብረት ላይ ሆነ ብሎ ወይም በከባድ ቸልተኝነት ጉዳት ማድረስ በመሆኑ ያለማስጠንቀቂያ ከስራ የሚያሰናብት ጥፋት ነው፡፡ (አመልካች አድማስ ኮሌጅ እና ተጠሪ ሰለሞን ሙሉዓለም ሰ/መ/ቁ 34669 ታህሳስ 2 ቀን 2001 ዓ.ም. ቅጽ 8) የስር ፍርድ ቤቶች የተጠሪ ድርጊት በአዋጅ ቁ. 377/96 አንቀጽ 27 ስር የሚወድቅ አይደለም በማለት የስራ ውሉ መቋረጥ ህገ-ወጥ ነው በማለት ውሳኔ ቢሰጡም የሰበር ችሎት ድርጊቱ በአንቀጽ 27(1) ስር እንደሚሸፈን በማተት ሽሯቸዋል፡፡
ችሎቱ ውሳኔ ላይ ለመድረስ በቀዳሚነት በአንቀጽ 27(1) ሸ አነጋገር ንብረት ለሚለው ቃል ፍቺ ሰጥቷል፡፡ ይሁን እንጂ በሰ/መ/ቁ. 17189 እንዳደረገው በፍትሐ ብሔር ህጉ በንብረት ህግ ላይ የሚገኙትን ድንጋጌዎች ከማጣቀስ ይልቅ የራሱን ፍቺ መስጠትን መርጧል፡፡ ለቃሉ ፍቺውን ከማስቀመጡ በፊትም “ንብረት” ለሚለው ቃል ሁሉንም የሚያስማማ ወጥ ትርጉም ለመስጠት ያለውን ችግር በእንዲህ መልኩ ገልጾታል፡፡
“ንብረት ለሚለው ቃል በአዋጁ ስር የተመለከተ ትርጓሜ የለም፡፡ ይሁን እንጂ ከአዋጁ አላማና ከአሰሪው ድርጅት ባህርይ እንዲሁም ከንብረት ህግ ጽንሰ ሀሳቦች ጋር በማዛመድ ለቃሉ ትርጉም መስጠት ፍትሐዊነት ይኖረዋል ምክንያቱም ንብረት ለሚለው ጽንሰ ሀሳብ ሁሉንም የሚያስማማ ትርጉም ለመስጠት የሚቻል አይደለምና፡፡”
በመቀጠልም ንብረት ለሚለው ቃል የሚከተለውን ፍቺ ሰጥቷል፡፡
“የአሰሪና ሰራተኛ አዋጅን አጠቃላይ አላማም ሆነ የንብረት ህግ ጽንሰ ሀሳቦች ባህርያት ግንዛቤ ውስጥ ስናስገባ ንብረት ማለት ዋጋና ኢኮኖሚያዊ ጠቀሜታ ያለው እንዲሁም በአብዛኛው ሀብትነት ሊያዝ የሚችል ነገር መሆኑን ለመገንዘብ አስቸጋሪ አይሆንም፡፡”
ችሎቱ ይህንን ትርጉም ከጉዳዩ ጋር በማዛመድ እንዳለው፤
“ዋጋና ኢኮኖሚያዊ ጠቀሜታ ያለው ሆኖ በባለሀብትነት ሊያዝ የሚችል ነገር ላይ ሆነ ብሎ ወይም በከባድ ቸልተኝነት ጉዳት ያደረሰ ሰራተኛ ከሆነ በአሰሪው ንብረት ላይ በህጉ አነጋገር ጉዳት አድርሷል ለማለት የማይቻልበት ምክንያት የለም፡፡”
ችሎቱ ትርጉም ለመስጠት የተጠቀመበት ለአሰሪው “ዋጋና ኢኮኖሚያዊ ጠቀሜታ ያለው ነገር” የሚለው አገላለጽ በይዘቱ ሰፊ መሆኑን መረዳት አይከብድም፡፡ በዚህ ትርጓሜ መሰረት ማናቸውም የአሰሪውን ጥቅም የሚመለከት ነገር ሁሉ እንደ አሰሪ ንብረት መቆጠሩ አይቀርለትም፡፡ ለምሳሌ በሰ/መ/ቁ 64988 (አመልካች ዳሽን ባንክ አክስዮን ማህበር እና ተጠሪ አቶ ሀይሉ ሽመልስ ግንቦት 30 ቀን 2003 ዓ.ም. ቅጽ 11) በጋዜጣ ሀሰተኛ መግለጫ መስጠት በአንቀጽ 27(1) ሸ አነጋገር በአሰሪ ንብረት ላይ ጉዳት ማድረስ ስለመሆኑ በሰበር ችሎት አቋም ተወስዶበታል፡፡ በዚህ መዝገብ ላይ ተጠሪ በአመልካች የስራ ውላቸው መቋረጡን በመግለጽ ውዝፍ ደመወዝ ተከፍሏቸው ወደ ስራ እንዲመለሱ ውሳኔ ይሰጣቸው ዘንድ ክስ ያቀረቡ ሲሆን አመልካችም በመልሱ ላይ ተጠሪ መግለጫ የመስጠት ስልጣን ሳይኖራቸው በጋዜጣ አሉታዊ የሆነ መግለጫ በመስጠት በባንኩና በሰራተኞች ላይ መረበሽን፤ በደንበኞች ላይ ደግሞ መደናገጥን ለወደፊቱ የባንኩ ደንበኞች ሊሆኑ በሚችሉት ላይም ጥርጣሬና አመኔታ የሚያሳጣ ተግባር የፈጸሙ በመሆኑ በአሰሪና ሰራተኛ አዋጅ ቁጥር 377/96 አንቀጽ 27(1) ሸ መሰረት ስንብቱ በአግባቡ ነው በማለት ተከራክሯል፡፡
ክሱ የቀረበለት ፍርድ ቤትም አመልካች ስለጉዳዩ ማስረጃ አለማቅረቡንና በስንብት ደብዳቤው ላይ የተገለጹት ድርጊቶችም በአዋጅ ቁጥር 377/96 አንቀጽ 27 ስር እንደማይወደቁ በማተት የተጠሪ የስራ ውል መቋረጥ ከህግ ውጭ ነው በማለት ውሳኔ ሰጥቷል፡፡ በውሳኔው ቅር በመሰኘት አመልካች የይግባኝ አቤቱታ ቢያቀርብም ይግባኙ በፍ/ስ/ስ/ህ/ቁ. 337 መሰረት ተሰርዟል፡፡
አመልካች በስር ፍርድ ቤቶች ውሳኔ ባለመስማማት የሰበር አቤቱታ ያቀረበ ሲሆን በአቤቱታውም ላይ የተጠሪ ድርጊት በአመልካች ባንክ ስምና ክብር ላይ አሉታዊ ተጽዕኖ ያለው በመሆኑ በባንኩ ንብረት ላይ ጉዳት እንደደረሰ ሊቆጠር ይገባዋል በማለት ተከራክሯል፡፡ ክርክሩም በችሎቱ ተቀባይነት አግኝቷል፡፡ ችሎቱ ውሳኔ ሲሰጥ በሰ/መ/ቁ. 34669 “ንብረት” ለሚለው ቃል የሰጠውን ፍቺ ከሞላ ጎደል በመድገም የአሰሪው መልካም ስምna ዝና እንደ አሰሪ ንብረት እንደሚቆጠር ድምዳሜ ላይ ደርሷል፡፡ በዚሁ መሰረት “ንብረት” ለሚለው ቃል የሚከተለው ፍቺ ተሰጥቷል፡፡
“የአሰሪና ሰራተኛ አዋጅን አጠቃላይ አላማም ሆነ የንብረት ህግ ጽንሰ ሀሳቦች ባህርያት እንዲሁም የንግድ ህጉ ስለመልካም ስም (Good will) የተመለከቱትን ድንጋጌዎች ግንዛቤ ውስጥ ስናስገባ ንብረት ማለት ዋጋና ኢኮኖሚያዊ ጠቀሜታ ያለው እንዲሁም በአብዛኛው ሀብትነት ሊያዝ የሚችል ነገር መሆኑን ለመገንዘብ አስቸጋሪ አይሆንም፡፡”
ችሎቱ የሰጠው ፍቺ ይዘት ሲታይ ትርጉም በመስጠት ረገድ በንግድ ህጉ ስለመልካም ስም (Good will) የተመለከቱት ድንጋጌዎች ግምት ውስት መግባት እንዳለባቸው ከማሳሰብ ባለፈ በተለየ መልኩ በችሎቱ የተሰጠ ትርጓሜ የለም፡፡
የአሰሪው መልካም ስምና ዝና እንደ ንብረት የሚታይ በመሆኑ የሰራተኛው ድርጊት በአሰሪው መልካም ስምና ዝና ላይ ጉዳት አድርሷል ወይም ለአደጋ አጋልጧል የሚል ድምዳሜ ላይ ለመድረስ አሰሪው ድርጅት በተሰማራበት የንግድ ዘርፍ የሚያከናውናቸውን ተግባራት ከግምት ውስጥ ማስገባት ያስፈልጋል፡፡ (አመልካች ወሰኔ የህክምና አገልግሎት ኃላፊነቱ የተወሰነ የግል ማህበር እና ተጠሪ ዶ/ር ክብረወሰን አለማየሁ ሰ/መ/ቁ. 77134 ጥቅምት 8 ቀን 2005 ዓ.ም. ቅጽ 14) በዚህ ጉዳይ ተጠሪ በተደጋጋሚ የስራ ሰዓት አያከብርም፤ በሚያክማቸው ህሙማን ላይ የመሳደብና የጠብ ጫሪነት ተግባር ፈጽሟል እንዲሁም የህክምና ስነ-ምግባር ደንብን በመተላለፍ የታካሚዎችን የግል ሚስጥር ለሶስተኛ ወገኖች አሳልፎ ሰጥቷል በሚል የስራ ውሉ በአመልካች በመቋረጡ ስንብቱ ህገ-ወጥ እንደሆነ በመግለጽ ክስ አቅርቦ ክሱ የቀረበለት ፍርድ ቤትም የተጠሪ ጥፋት በማስረጃ መረጋገጡን በማመለከት ስንብቱ ህጋዊ ነው ሲል ውሳኔ ሰጥቷል፡፡
በውሳኔው ቅር በመሰኘት ይግባኝ የቀረበለት የፌደራል ከፍተኛ ፍርድ ቤት ተጠሪ በተደጋጋሚ የስራ ሰዓት ባለማክበሩ በስራው ጥቅም ላይ ጉዳት አድርሷል የሚለው አተረጓጎም የአዋጅ ቁጥር 377/96 አንቀጽ 27(1) ሀ እና ለ አቀራረጽ የተከተለ አይደለም እንዲሁም የህክምና ዲሲፕሊን አለማክበር በተጠሪ የስራ ውል በግልጽ ካልተመለከተ በስተቀር የስራ ውል ለማቋረጥ የሚያስችል ምክንያት አይደለም የሚሉ ምክንያቶችን በመስጠት የስር ፍርድ ቤትን ውሳኔ ሽሮታል፡፡ የሰበር አቤቱታ የቀረበለት የሰበር ችሎት የይግባኝ ሰሚውን ውሳኔ በመሻር የመጀመሪያ ደረጃ ፍርድ ቤት የሰጠውን ውሳኔ አጽንቶታል፡፡
ችሎቱ ተጠሪ የፈጸማቸው ድርጊቶች ክሱን በሰማው ፍርድ ቤት በማስረጃ መረጋገጣቸውንና ይግባኝ ሰሚው ፍርድ ቤትም በማስረጃ ምዘና ውድቅ እንዳላደረጋቸው በመግለጽ እነዚህ ድርጊቶች የስራ ውልን ለማቋረጥ በቂ ምክንያት መሆን አለመሆናቸውን ጭብጥ ይዞ መርምሯል፡፡ ለተያዘው ጭብጥ እልባት ለመስጠት አመልካች ከሚሰጠው የህክምና አገልግሎት ባህርይና ካለበት ሀላፊነት፤ ተጠሪ በአሰሪና ሰራተኛ ህግና በሙያ ስነ-ምግባር ደንቡ ከተጣለበት ግዴታና ኃላፊነት እንዲሁም የተጠሪ አድራጎት በአመልካች ላይ ከሚያስከትለው ጉዳት አንጻር መመዘን እንዳለበት ችሎቱ በውሳኔው ላይ ካመለከተ በኋላ እነዚህን ነጥቦች ከተጠሪ ድርጊት አንጻር በዝርዝር መርምሯል፡፡
በዚሁ መሰረት ተጠሪ በአዋጅ ቁጥር 377/96 አንቀጽ 13 ንዑስ አንቀጽ 1 እና 2 የተጣለበት ግዴታ የሙያውን ስነ-ምግባር አክብሮ ህሙማንን በአክብሮት የማነጋገርና የግል ሚስጥራቸውን የመጠበቅ ግዴታን እንደሚያካትት በመግለጽ የተጠሪ ድርጊት በሚኒስትሮች ምክር ቤት ደንብ ቁጥር 174/1986 አንቀጽ 11 ንዑስ አንቀጽ 1 መሰረት አመልካች የጤና አገልግሎት እንዲሰጥ የተሰጠውን ፍቃድ ለማሳገድ ወይም ለማሰረዝ የሚችል ምክንያትና በወንጀል ህግ አንቀጽ 399 እና 400 መሰረትም የወንጀል ተጠያቂነትን የሚያስከትል መሆኑ በችሎቱ ውሳኔ ላይ ተመልክቷል፡፡ በተጨማሪም የተጠሪ ድርጊት የአመልካችን መልካም ስምና ዝና በማጉደል ፈቃድ ባገኘበት የህክምና አገልግሎት የመስጠት የኢንቨስትመንትና የንግድ ዘርፍ ተወዳዳሪ እንዳይሆን የማድረግ ውጤት እንዳለው ችሎቱ አስምሮበታል፡፡
የተጠሪ ድርጊት በየትኛው ጥፋት ስር ይወድቃል የሚለውን በተመለከተ የተጠሪ ጥፋቶች በአሰሪና ሰራተኛ አዋጅ ቁጥር 377/96 አንቀጽ 27(1) ረ እና ሸ ስር እንደሚወደቁ ድምዳሜ ላይ ተደርሷል፡፡ በተለይ የአንቀጽ 27(1) ሸ አፈጻጸምን በተመለከተ ድንጋጌው ከምን አንጻር መቃኘት እንዳለበት የተገለጸው በሚከተለው መልኩ ነበር፡፡
“የአሰሪና ሰራተኛ አዋጅ ቁጥር 377/96 አንቀጽ 27(1) ሸ ድንጋጌም አመልካች ከሚሰጠው የህክምና ግልጋሎት ልዩ ባህርይና ተጠሪ ከሚጠበቅበት ከፍተኛ የሆነ የስነ–ምግባር ብቃት አንጻር ባለማክበሩ፤ በአመልካች ላይ የደረሰውን ወይም ሊደርስ የሚችለውን ጉዳት በማያሻማ ሁኔታ መተርጎም ያለበት መሆኑን ከአሰሪና ሰራተኛ ጉዳይ አዋጅ አላማ ከድንጋጌው ይዘትና ስለህክምና ፈቃድ አሰጣጥ የወጡ የህግ ማዕቀፎችን ይዘት በመመርመር ለመገንዘብ ይቻላል፡፡”
ከመልካም ስምና ዝና በተጨማሪ የአሰሪው ጸጥታና ደህንነት እንደ ንብረት ተፈርጆ በሰበር ችሎት ውሳኔ ተሰጥቷል፡፡ (አመልካች የኢትዮጵያ ኤርፖርቶች ድርጅት እና ተጠሪ አቶ በሪሁን በላይ ሰ/መ/ቁ 90389 ጥቅምት 16 ቀን 2006 ዓ.ም. ቅጽ 15) ተጠሪ በአመልካች ድርጅት ውስጥ በጥበቃ ሰራተኝነት ተቀጥረው ሲሰሩ የነበረ ሲሆን ተጠሪ ተረኛ በነበሩባቸው በተለያዩ ሁለት ቀናት የተለያዩ ማንነታቸው ያልታወቀ ሰዎች ወደ ድርጅቱ ቅጥር ግቢ ውስጥ ገብተው ተገኝተዋል፡፡ በተለይ በመጀመሪያው ቀን የገባው ግለሰብ አውሮፕላኖች በሚቆሙበት ቦታ ላይ በመገኘቱ በፖሊሶች ተይዟል፡፡ እነዚህ ፍሬ ነገሮች በማስረጃ ቢረጋገጡም ክሱ የቀረበለት ፍርድ ቤት በአመልካች ላይ የደረሰበት የጸጥታና ደህንነት ችግር የለም በማለት የስራ ውሉ መቋረጥ ከህግ ውጭ ነው የሚል ውሳኔ የሰጠ ሲሆን ይግባኝ የቀረበለት ፍርድ ቤትም የስራ ውል መቋረጥን በተመለከተ የስር ፍርድ ቤትን ውሳኔ አጽንቷል፡፡
የሰበር አቤቱታ የቀረበለት የሰበር ችሎትም የተጠሪ ተግባር በአንቀጽ 27(1) ሸ ብሎም በአንቀጽ 27(1) ቀ እና 14(2) ሀ ስር እንደሚወድቅ በማተት የስር ፍርድ ቤቶችን ውሳኔ ሽሯል፡፡
በአንቀጽ 27(1) ሸ መሰረት የስራ ውልን በህጋዊ መንገድ ለማቋረጥ ጉዳት ደረሰበት የተባለው ነገር የንብረትን ትርጉም ማሟላቱ ብቻ ሳይሆን ንብረቱ የአሰሪው ወይም ከድርጅቱ ስራ ጋር ቀጥታ ግንኙነት ያለው ንብረት ስለመሆኑ መረጋገጥ ይኖርበታል፡፡ ስለሆነም በእህት ድርጅት ንብረት ላይ በሰራተኛው የደረሰ ጉዳት በአሰሪ ንብረት ላይ የደረሰ ጉዳት አይደለም፡፡ ንብረቱ የአሰሪው ካልሆነ ከድርጅቱ ስራ በቀጥታ ግንነኙነት ያለው (ለምሳሌ አሰሪው ተከራይቶ ለስራ የሚጠቀምበት) ስለመሆኑ መረጋገጥ አለበት፡፡ (አመልካች ግዮን ኢንዱስትሪያልና ኮሜርሺያል ኃ/የተ/የግል/ማህበር እና ተጠሪ አቶ ኃይሉ ናርዬ ሰ/መ/ቁ. 7440 መጋቢት 24 ቀን 2001 ዓ.ም. ቅጽ 13)
በሰ/መ/ቁ 74400 ተጠሪ ሲያሽከረክሩት በነበረው የአመልካች ድርጅት ንብረት ላይ በግጭት ጉዳት አድርሰዋል በሚል በአመልካች የተወሰደባቸውን የስንብት እርምጃ በመቃወም የተለያዩ ክፍያዎች እንዲከፈላቸው በመጠየቅ ክስ ያቀረቡ ሲሆን አመልካችም ስንብቱ በአንቀጽ 27(1) ሸ መሰረት ህጋዊ ነው በማለት ተከራክሯል፡፡ ክሱ የቀረበለት ፍርድ ቤትም የግራ ቀኙን ማስረጃ ሲመረምር ጉዳት ደረሰበት የተባለው ተሸከርካሪ ባለቤትነቱ የአመልካች እህት ኩባንያ የሆነው የግዮን ጋዝ ኃ/የተ/የግል/ማህበር እንደሆነ በማረጋገጡ የስራ ውሉ መቋረጥ ከህግ ውጭ ነው በማለት ውሳኔ ሰጥቷል፡፡ በፍርድ ቤቱ ውሳኔ ላይ እንደተመለከተው የአመልካችና የግዮን ጋዝ ኃ/የተ/የግል/ማህበር ባለቤት አንድ ቢሆኑም ድርጅቶቹ የራሳቸው የተለያየ የህግ ሰውነት ያላቸው በመሆኑ ተጠሪ በአመልካች ንብረት ላይ ጉዳት አድርሳል ለማለት አልተቻለም፡፡ አመልካች በውሳኔው ቅር በመሰኘት ለከፍተኛ ፍርድ ቤት የይግባኝ አቤቱታ ብሎም ለሰበር ሰሚ ችሎት የሰበር አቤቱታ ቢያቀርብም ሁለቱም የስር ፍርድ ቤትን ውሳኔ አጽንተውታል፡፡ የሰበር ችሎት ከስር ፍርድ ቤት ጋር ተመሳሳይ በሆነ መልኩ በውሳኔው ላይ የሚከተለውን ሐተታ አስፍሯል፡፡
“አንድ የተፈጥሮ ሰው ከአንድ በላይ ኃ/የተወሰነ የግል ማህበሮች ባለቤት ሁኖ መገኘት በአንዱ ድርጅት ውስጥ ያለ ሰራተኛ በሌላኛው እህት ድርጅቱ ንብረት ላይ ለሚያደርሰው ጉዳት በሌላኛው ድርጅት በህጉ አግባብ የተቀጠረውን በድርጅቱ ንብረት ላይ ጉዳት አደርሰሃል በማለት የስራ ውሉን በአዋጅ ቁጥር 377/1996 አንቀጽ 27/1/ሸ/ መሰረት ያለማስጠንቀቂያ የሚያስችለው ህጋዊ ምክንያት አይደለም፡፡”
ምንም እንኳን ችሎቱ በውሳኔው ላይ በቀጥታ ትርጉም የሰጠው ለ”አሰሪ ንብረት” ቢሆንም እግረመንገዱን “ከድርጅቱ ስራ ጋር ቀጥታ ግንኙነት ያለው ንብረት” የሚለው አገላለጽ በምን መልኩ መተርጎም እንዳለበት ፍንጭ ሰጥቷል፡፡ ችሎቱ ተጠሪ የስራ ውል ያደረጉት ከአመልካች ጋር መሆኑን ከገለጸ በኋላ አመልካች ተሽከርካሪውን ለስራ ምክንያት ተኮናትሮ ሲጠቀምበት የነበረ ስለመሆኑ በፍሬ ነገር ደረጃ አለመረጋገጡን በውሳኔው ላይ ጠቅሶታል፡፡ ያ ማለት ፍሬ ነገሩ ቢረጋገጥ ኖሮ አሰሪው ለስራ ጉዳይ በኪራይ የሚጠቀምበት ንብረት ከድርጅቱ ስራ ጋር በቀጥታ ግንኙነት ያለው ንብረት በመሆኑ የስራ ውሉ መቋረጥ ህጋዊ ይሆን ነበር፡፡
የአንቀጽ 27(1) ሸ ድንጋጌ የሰራተኛውን የሀሳብ ክፍል ብቻ ሳይሆን የድርጊት ክፍሉንም ከነውጤቱ ጠቅልሎ ይዟል፡፡ ስለሆነም ለድንጋጌው አፈፃፀም የሰራተኛው ድርጊት (commission) ወይም አልድርጊት (omissim) መኖሩ ብቻ ሳይሆን ጉዳቱ በዚህ የተነሳ ስለመከሰቱ ሊረጋገጥ ይገባል፡፡ በጉዳት አድራሹና በደረሰው ጉዳት መካከል የምክንያትና ውጤት ግንኙነት በሌለበት በድንጋጌው የተገለፀው ጥፋት ተፈፅሟል ለማለት አይቻልም፡፡
ሰራተኛው ማድረግ የሌለበትን ድርጊት በመፈፀሙ በአሰሪው ንብረት ላይ ተጨባጫነት ያለው ቀጥተኛ ጉዳት ካደረሰ የምክንያትና ውጤት ግንኙነቱን ሆነ የሀሳብ ክፍሉን ለመወሰን አይከብድም፡፡ በሰ/መ/ቁ 42873 (አመልካች የባህል ማዕከል እና የስዕል ጋለሪ ኃ.የተ.የግል ማህበር እና ተጠሪ ቢንያም ክፍሌ ሰኔ 17 ቀን 2001 ዓ.ም ያልታተመ) ተጠሪ የሚያሽከረክረውን የአመልካች አውቶቡስ በመኪኖች መውጪያ በር በኩል ማውጣት ሲገባው በመኪኖች መግቢያ በር መኩል በማውጣቱ በአውቶቡሱ ላይ ጉዳት ደርሷል፡፡ በዚህ መልኩ በአሰሪው ንብረት ላይ የደረሰውን ጉዳት እና የጉዳት አድራሹ ድርጊት በማስረጃ የተረጋገጠ ቢሆንም የስር ፍ/ቤቶች ተጠሪ ጉዳቱን ያደረሰውን ሆነ ብሎ ወይም በከባድ ቸልተኝነት ስለመሆኑ አመልካች አላስረዳም በማለት የስራ ውሉን መቋረጥ ከህግ ውጭ አድርገውታል፡፡ የሰበር ችሎት የስር ፍ/ቤቶችን ውሳኔ ሲሽር በውሳኔው እንዳመለከተው ተጠሪ የፈፀመው ድርጊት እና በአሰሪው ንብረት ላይ የደረሰው ጉዳት በማስረጃ ከተረጋገጠ ተጠሪ ቸልተኛ መሆኑ የሚያሳየው ድርጊቱ ራሱ እንጂ በምስክር በሚነገር ቸልተኛ ነው በሚል ቃል ወይም አገላለጽ አይደለም፡፡
ሰራተኛው አንድን ድርጊት በቀጥታ በመፈጸሙ ብቻ ሳይሆን ባለማድረጉም በአሰሪው ንብረት ላይ ጉዳት ሊያደርስ ይችላል፡፡ ሆኖም ቢዚህ መልኩ የሚደርስ ጉዳት የአልድርጊት (omissim) ውጤት መሆኑ በማያሻማ መልኩ ካልተረጋገጠ በቀር የሰራተኛውን የተጠያቂነት አድማስ አለአግባብ ያሰፋዋል፡፡ ስለሆነም ሰራተኛው ጥፋተኛ ተብሎ የስራ ውሉ በህጋዊ መንገድ ሊቋረጥ የሚገባው በስራ ውል፣ በህብረት ስምምነት፣ በስራ ደንብ ወይም በአዋጁ መሰረት ማድረግ ሲኖርበት ባለማድረጉ የተነሳ ጉዳት ሲደርስ እንጂ ከስራ ግዴታው በመነጨ ስራውን በትጋት ባለመፈጸሙ ወይም ጉዳቱ እንዳይደርስ ባለማድረጉ ሊሆን አይገባም፡፡ በሌላ አነጋገር ግልጽ የሆነ የስራ ግድፈት ከስራ ግዴታ አለመወጣት መለየት ይኖርበታል፡፡ በሰበር ችሎት በተሰጡት ውሳኔዎች ሁለቱ ሳይለዩ አንድ ላይ ተጨፍልቀዋል፡፡
በሰበር ችሎት በተሰጡ ውሳኔዎች አልድርጊት በአዋጁ አንቀጽ 27(1) ሸ መሰረት ለስራ ውል መቋረጥ ህጋዊ ምክንያት ከተደረገባቸው ሁኔታዎች መካከል የሚከተሉት ይገኙበታል፡፡
በእነዚህ በተጠቀሱት መዝገቦች እያንዳንዱ ሰራተኛ በአንቀጽ 27(1) ሸ መሰረት ሆነ ብሎ ወይም በከባድ ቸልተኝነት በአሰሪው ንብረት ላይ ጉዳት አድርሷል በሚል የስራ ውሉ መቋረጥ ህጋዊ አንደሆነ በሰበር ችሎት ውሳኔ ተሰጥቷል፡፡ በሰ/መ/ቁ 17189 በህጉ አተረጓጐም ላይ በአንደኛው የችሎቱ ዳኛ የተለየ ሀሳብ የሰፈረ ቢሆንም በመደምደሚያ ሀሳቡ ላይ ልዩነት አልታየም፡፡ የተለየው ሀሳብ የስራ ተግባርን በመጣስ የሚፈጸሙ የገንዘብ ብክነቶች በአዋጁ አንቀጽ 27(1) ሸ ስር እንደማይሸፈኑ አቋም የተንጸባረቀበት ሲሆን ይኸው ልዩነት በመደምደሚያ ሀሳቡ ላይ ልዩነት አለማምጣቱ ያስገርማል፡፡ ከምክንያት እና ውጤት ግንኙነት አንፃር ብሎም ከአንቀጽ 27(1) ሸ ድንጋጌ ይዘት አንፃር በከፊል ጠለቅ ያለ ትንተና ቢታከልበት ኖሮ ልዩነቱ ከህግ አተረጓጐም ባለፈ ውጤቱንም ባካተተ ነበር፡፡
በሰ/መ/ቁ 17189 መልስ ሰጪ (ሰራተኛው) ጥፋተኛ የተደረገው ጥቅል በሆነ አነጋገር በስሩ ያለውን ገንዘብ ያዥ በተገቢው ሁኔታ አልተቆጣጠረም በሚል እንጂ ተለይቶ የታወቀና ማድረግ ሲኖርበት ያላደረገው ነገር ስለመኖሩ ባለማድረጉ ምክንያትም ጉዳቱ ስለመድረሱ ባልተረጋገጠበት ሁኔታ ነው፡፡ በእርግጥ ስራውን በትጋት የማይሰራ ሰራተኛ በአዋጁ አንቀጽ 13(1) የተጣለበትን ግዴታ አልተወጣም፡፡ ይሁን እንጂ የስራ ግዴታን አለመወጣት ከአንቀጽ 27(1) ሸ ጋር ማገናኘት ድንጋጌውን አለአግባብ ለጥጦ ራሱን የቻለ ትርጉም እንዳይኖረው ያደርገዋል፡፡
በሰራተኛው የሚፈጸም ጥፋት በአዋጁና በህብረት ስምምነቱ አግባብነት ካለው ድንጋጌ ስር እየተነፃፀረ በድንጋጌው በተቀመጠው መለኪያ መወሰን ይኖርበታል፡፡ ለተከታታይ አምስት ቀናት የቀረ ሰራተኛ ከስራ በመቅረቱ ምክንያት በአሰሪው ንብረት ላይ ቀጥተኛ ባይሆንም ጉዳት ሊያደርስ ይችላል፡፡ ሆኖም ከስራ ሲሰናበት የስንብቱ ህጋዊነት የሚለካው በአንቀጽ 27(1) ለ ስር እንጂ በአንቀጽ 27(1) ሸ አይደለም፡፡
በተመሳሳይ መልኩ በሰ/መ/ቁ 39650 በመዝገቡ ላይ ተጠሪዎች የነበሩት ሰራተኞች በጥበቃ ስራ ላይ በነበሩበት ወቅት ስርቆት ሲፈጸም ጥፋተኛ የተደረጉት የመጠበቅ ግዴታቸውን በአግባቡ አልተወጡም በሚል ጥቅል ምክንያት እንጂ ማድረግ ያለባቸውን ባለማድረጋቸው ምክንያት ስርቆት መፈጸሙ ባልተረጋገጠበት ሁኔታ ነው፡፡ ተጠሪዎች ስርቆት በተፈጸመበት እለት የተወሰኑት ወይም ሁሉም የስራ ቦታቸውን ለቀው ስለመሄዳቸው፣ ከጥበቃ ተግባራቸው ተዘናግተው በወሬ መጠመዳቸው ወይም ሌላ በግልጽ የፈጸሙት የስራ ግድፈት በሌለበት ሁኔታ የተፈጸመው ስርቆት በአሰሪው ንብረት ላይ ጉዳት በማድረሱ ብቻ ተጠሪዎችን የጉዳቱ አድራሾች አያደርጋቸውም፡፡ ከዚያም አልፎ ተረኛ በነበሩበት ጊዜ ስርቆት መፈጸሙ ብቻውን የስራ ተግባራቸውን በአግባቡ አልተወጡም ሊያስብላቸው እንኳን አይችልም፡፡ ከፍተኛ የስራ ትጋትና የተጠናከረ ጥበቃ መኖር በራሱ ስርቆትን አያስቀርምና፡፡ በመሰረቱ ሰራተኛው በአንቀጽ 27(1) ሸ መሰረት የስራ ውሉ የሚቋረጠው በአሰሪው ንብረት ላይ ሊደርስ የነበረን ጉዳት ባለማክሸፉ ወይም ጉዳቱ እንዳይደርስ ባለማዳኑ ሳይሆን አንድን ተለይቶ የሚታወቅ ተግባር በማድረጉ ወይም ባለማድረጉ ምክንያት ጉዳት ሲደርስ ነው፡፡ ተጠሪዎችም ስርቆቱ እንዳይከሰት ማድረግ አለመቻላቸው በድንጋጌው መሰረት ጥፋተኛ አያሰኛቸውም፡፡
በሰ/መ/ቁ 90389 እንዲሁ ተጠሪ (ሰራተኛው) የጥበቃ ተረኛ በነበረበት ጊዜ ማንነታቸው የማይታወቅ ሰዎች ወደ ድርጀቱ ግቢ መግባታቸው በራሱ ግለሰቦቹን አስገብቷል የሚያስብል አይደለም፡፡
ከላይ በሰ/መ/ቁ 17189፣ 39650 እና 90389 ካየነው በተቃራኒ በሰ/መ/ቁ 34609፣ 37615 እና 86284 ሰራተኛው የስራ ግዴታው አካል የሆነና ተለይቶ የሚታወቅ የስራ ግድፈት በመፈጸሙ ምክንያት በአሰሪው ንብረት ላይ ለደረሰው ጉዳት ግልጽ የሆነ የምክንያትና ውጤቱ ግንኙነትን የሚያሳዩ ናቸው፡፡ ስለሆነም ሰራተኛው፤
በአጠቃላይ መደረግ የነበረበት ተለይቶ የሚታወቅ ድርጊት ባለመደረጉ የተነሳ የአሰሪው ንብረት ለጉዳት ተዳርጓል፡፡ በዚህ መልኩ አንድን ነገር ባለማድረግ የሚገለጽ ጉዳት የማድረስ ተግባር ግልጽ የሆነ የስራ ግድፈት በመሆኑ የስራ ግዴታን ካለመወጣት (ሰራን በአግባቡ ካለማከናወን) ጋር ሲነጻጸር ልዩነቱ ጐልቶ ይታያል፡፡
በማድረግም ሆነ ባለማድረግ ሰራተኛው ጉዳት የማድረስ ተግባር ፈጽሟል የሚባለው የአሰሪው በሆነ ንብረት ላይ በእርግጥም ጉዳት ሲደርስ ነው፡፡ የደረሰው ጉዳት በተጨባጭ የሚታይ በሚሆንበት ጊዜ (ለምሳሌ በአሰሪው አውቶብስ ላይ በግጭት የሚደርስ ጉዳት፤ ተጨማሪ የገንዘብ ወጪ፣ የገንዘብ ምዝበራ ወይም ስርቆት) ጉዳት ስለመድረሱ አካራካሪ አይሆንም፡፡
በሰበር ችሎት ከተሰጡት ውሳኔዎች ለመረዳት እንደሚቻለው የጉዳት መድረስ ሰፋ ያለ ትርጉም ተሰጥቶታል፡፡ ለምሳሌ በሰ/መ/ቁ 80284 የተረጋገጠና ሊደረሰ የነበረ ጉዳት በአንቀጽ 27(1) ሸ ስር እንዲወድቅ ተደርጓል፡፡ በዚህ መዝገብ በአሰሪው ንብረት ላይ ጉዳት አድርሷል በሚል ከስራ የተሰናበተው ሰራተኛ የመቆጣጠር ኃላፊነቱን በሚገባ ባለመወጣት የስራ ግዴታውን ለሌሎች ሰራተኞች አሳልፎ በመስጠቱ በመኪና ላይ እንደተጫነ ማረጋገጫ ከሰጠበት ጆንያ ውስጥ 190 የድርጅቱ ጆንያ በትርፍነት በጥበቃ ሰራተኞች ተይዟል፡፡ ሊደርስ የነበረው ጉዳት ከሰራተኛው ውጪ ባለ ምክንያት ሳይደርስ መቅረቱ ከአንቀጽ 27(1) ሸ አንፃር ትርጉም ባይሰጥበትም ችሎቱ ስንብቱን በአንቀጽ 27(1) ሸ ስር ህጋዊ ሆኖ አግኝቶታል፡፡
በሰ/መ/ቁ 90389 እና 64988 የሰበር ችሎት ለአሰሪ ንብረት የተለጠጠ ትርጉም በመስጠቱ የጉዳት ትርጉምም በዛው ልክ ሰፍቷል፡፡ በሰ/መ/ቁ 90389 በአሰሪው ላይ ደረሰ የተባለው ጉዳት የአሰሪው ደህንነትና ፀጥታ ለአደጋ መጋለጡ ሲሆን በሰ/መ/ቁ 64987 ደግሞ ሰራተኛው በጋዜጣ ሰጠ በተባለው ሀሰተኛ መግለጫ ምክንያት አሰሪው በመልካም ስሙና ክብሩ ላይ ጉዳት እንደደረሰበት አቋም ተይዟል፡፡ በተለይ በዚህኛው መዝገብ ላይ ችሎቱ የተጠሪ (ሰራተኛው) ተግባር በአሰሪው መልካም ስምና ዝና ላይ ወዲያውኑ ወይም ወደፊት ጉዳት ሊያደርስ የሚችል ተግባር እንደሆነ በመግለፅ ወደፊት ሊደርስ የሚችል ጉዳትም በአንቀጽ 27(1) ሸ ስር እንዲወድቅ አድርጐታል፡፡
የሰበር ችሎት የከባድ ቸልተኝነትን መለኪያ በሰ/መ/ቁ 41115 (አመልካች ሜድሮክ ኮንስትራክሽን ኃላ.የተ.የግል ማህበር እና ተጠሪ አቶ ሞገስ ሽፈራው የካቲት 26 ቀን 2001 ዓ.ም ቅጽ 8) እንደሚከተለው አስቀምጦታል፡፡
“ከባድ ቸልተኝነት የሚለውን ቃል መለኪያ በተመለከተ ህጉ በግልጽ አያሳይም፡፡ ይሁን እንጂ ቸልተኝነት የጥንቃኔ ጉድለት እንደመሆኑ መጠን የጥንቃቄ አይነትና ደረጃ እንደየድርጊቱና አድራጊው የስራ ድርሻ አኳያ በመመልከት ምላሽ ለማግኘት አያዳግትም”
በሰ/መ/ቁ 41115 ተጠሪ በሚያሽከረክሩት የአመልካች ድርጅቱ መኪና ላይ ቁልፉን ትተው በመሄዳቸው ረዳታቸው መኪናውን አንቀሳቅሶ በማጋጨቱ ጉዳት ደርሷል፡፡ በዚህም የተነሳ ከስራ ተሰናብተዋል፡፡ ስንብቱን በመቃወም ተጠሪ ክስ ሲያቀርቡ ጉዳዩን የመረመረው የመጀመሪያ ደረጃ ፍ/ቤት የተጠሪ ተግባር ከባድ ሊባል የሚችል ቸልተኝነት ሆኖ ስላላገኘው ስንብቱ ከህግ ውጭ ነው በማለት ውሳኔ ሰጥቷል፡፡ የይግባኝ አቤቱታ የቀረበለት የከ/ፍ/ቤትም ይግባኙን ሰርዞታል፡፡ በመጨረሻም አመልች የሰበር አቤቱታ በማቅረቡ የተጠሪ አድራጐት በከባድ ቸልተኝነት ስር ሊወድቅ ስለመቻሉ በጭብጥነት ተይዞ ችሎቱ ከላይ ባስቀመጠው መለኪያ መሰረት የተጠሪ የጥፋት ደረጃ ከባድ ቸልተኝነትን ሊያቋቁም የሚችል መሆኑ አለመሆኑ ከስራቸው ባህርይ አንፃር ተመልክቷል፡፡
በዚሁ መሰረት ተጠሪ በስራቸው ሹፌር ከመሆናቸው አንፃር ጥንቃቄ ማድረግ ከሚገባቸው ነገሮች አንዱ የመኪናቸውን ቁልፍ አያያዝ በመሆኑ ቁልፉን በመኪናው ላይ በማናቸውም ጊዜና ቦታ ትተው ሊወርዱ እንደማይገባ በመጠቆም የቸልተኝነት ደረጃው ግን ከባድ ተብሎ እንደማይፈረጅ ችሎቱ ድምዳሜ ላይ ደርሷል፡፡ ለዚህ የሰጠው ምክንያት የሚከተለው ነው፡፡
“…መኪናው ቁሞ የነበረበት ቦታ አመልካች ድርጅት ግቢ ውስጥ ከመሆኑ እና ቁልፉን አንስተው መኪናውን በማንቀሳቀስ በሌላ መኪና ላይ ጉዳት እንዲደርስ በቀጥታ አስተዋጽኦ [ያደረገው] የመኪናው ረዳት መሆኑ መረጋገጡ ከረዳቱ አስፈላጊነት አንፃር ሲታይ የተጠሪ የጥንቃቄ ጉድለት የከባድ ቸልተኝነት መለኪያ ሊያሟላ ይችላል ተብሎ የሚወሰድ አይደለም፡፡ ተጠሪ ቁልፉን በመኪናው ውስጥ ረዳቱ ባለበት ሁኔታ ትቶ መውረዱ ትክክለኛ አዕምሮ ባለው ሰውና በተጠሪ የግል ሁኔታ መመዘኛ መሰረት ከባድ ቸልተኝነትን ሊያሳይ የሚችል አይደለም፡፡”
ከባድ ቸልተኝነት ተለይቶ በተቀመጠ መለኪያና ሚዛን መሰረት የሚወሰን እንደመሆኑ በማስረጃ የሚረጋገጥ የፍሬ ነገር ጥያቄ አይደለም፡፡ በማስረጃ የሚረጋግጠው መለኪያውን የሚያቋቁሙት ፍሬ ነገሮችን እንጂ ከባድ ቸልተኝነት አይደለም፡፡ ለምሳሌ የተጠሪ የስራ ድርሻ ሹፌርነት መሆኑ፣ የመኪናውን ቁልፍ ረዳታቸው መኪናው ውስጥ እያለ ትተው መውረዳቸው፤ መኪናው በአመልካች ድርጅት ግቢ ውስጥ መቆሙ እንዲሁም ጉዳት አድራሹ የተጠሪ ረዳት መሆኑ ሁሉም በማስረጃ የሚረጋገጡ ፍሬ ነገሮች ናቸው፡፡ ከእነዚህ ፍሬ ነገሮች በመነሳት ከባድ ቸልተኝነት ስለመኖሩ (ስላለመኖሩ) ድምዳሜ ላይ መድረስ ደግሞ በቀጥታ በማስረጃ የማይረጋገጥ የህግ ጥያቄ ነው፡፡
በሰ/መ/ቁ 42873 (ያልታተመ) ተጠሪ የነበረው ሰራተኛ የሚያሽከረክረውን የአመልካች መኪና በመኪኖች መውጪያ በር በኩል ማውጣት ሲገባው በመኪኖች መግቢያ በር በኩል በማውጣቱ በአውቶቡሱ ላይ ጉዳት ማድረሱ በማስረጃ ቢረጋገጥም ጉዳዩን በመጀመሪያ ያየው ፍ/ቤት ተጠሪ ሆነ ብሎ ወይም በከባድ ቸልተኝነት ጉዳት ማድረሱን አመልካች አላስረዳም በማለት ከባድ ቸልተኝነትን እንደ ፍሬ ነገር ጥያቄ በመቁጠር ውሳኔ ሰጥቷል፡፡ የሰበር ችሎት ውሳኔውን ሲሽር ቸልተኝነት በምስክር ቃል የሚረጋገጥ ፍሬ ነገር አለመሆኑን በሚከተለው መልኩ ገልጾታል፡፡
“[ተጠሪ] ቸልተኛ መሆኑ የሚያሳየውም ድርጊቱ እራሱ እንጂ በሌላ ሰው (ምስክር) በሚነገር ቸልተኛ ነው በሚል ቃል ወይም አገላለጽ አይደለም፡፡”
ምንም እንኳን በሰ/መ/ቁ 41115 እና 42873 ወጥነት ባለው መልኩ ከባድ ቸልተኝነት የህግ ጥያቄ ስለመሆኑ በችሎቱ አቋም የተያዘበት ቢሆንም በሰ/መ/ቁ 52181 (አመልካች የኢትዮጵያ አየር መንገድ እና ተጠሪ አቶ ዳምጠው አንጐ ግንቦት 23 ቀን 2002 ዓ.ም ያልታተመ) የተሰጠው ውሳኔ ከሁለቱ ማፈንገጥ ታይቶበታል፡፡ በዚህ መዝገብ ተጠሪ የሻንጣ መጐተቻ ታግ ከአውሮፕላን ጋር በቸልተኝነት አጋጭተዋል በሚል ከስራ የተሰናበቱ ሲሆን ስንብቱን ተከትሎ ክስ በማቅረባቸው ጉዳዩን ያየው ፍ/ቤት፤
“አሠሪ ሠራተኛውን ያለ ማስጠንቀቂያ ለማሰናበት የሚችለው ጉዳት ያደረሰው በቸልተኝነት የተለመደ አሰራርን ወይም ደንብን [የጣሰ] የሆነ እንደሆነ ነው፡፡”
የሚል ምክንያት በመስጠት ስንብቱን ከህግ ውጭ በማድረግ ውሳኔ ሰጥቷል፡፡
ይግባኝ የቀረበለት የከፍተኛው ፍ/ቤት የግራ ቀኙን ክርክር ከሰማ በኋላ ተጠሪ በከባድ ቸልተኝነት ጉዳት ያደረሰ ስለመሆኑ አመልካች የማስረዳት ሸክሙን አልተወጣም በሚል የስር ፍ/ቤትን ውሳኔ አፅንቶታል፡፡
የስር ፍ/ቤቶች ከባድ ቸልተኝነትን እንደ ፍሬ ነገር በመቁጠር የሰጡት ውሳኔ መሰረታዊ የህግ ስህተት የተፈጸመበት ቢሆንም የሰበር ችሎት ስህተቱን ከማረም ይልቅ የስር ፍ/ቤቶችን ስህተት ደግሞታል፡፡ ችሎቱ በቀረበለት የሰበር አቤቱታ መነሻነት ጉዳዩን የመረመረው ተጠሪ ሲያሽከረክረው በነበረው የእቃ መጫኛ ታግ አውሮፕላኑን የገጨው በከባድ ቸልተኝነት ነው ወይስ አይደለም? የሚል ጭብጥ በመመስረት ሲሆን ለጭብጡ ምላሽ የሰጠው ግን ተለይቶ በተቀመጠ የከባድ ቸልተኝነት መለኪያ ሳይሆን በማስረጃ ላይ ነው፡፡ በጭብጡ ላይ የችሎቱ ሐተታ እንደሚከተለው ይነበባል፡፡
“…ስለአደጋው ምርመራ እንዲያደርግ የተቋቋመው ኮሚቴ ያቀረበውን ሪፖርት በህብረት ስምምነቱ መሰረት የተቋቋመው የቅሬታ ሰሚ ኮሚቴ ያቀረበውን የውሳኔ ሀሳብ የአመልካች ዋና ስራ አስፈጻሚ ያልተቀበለው ቢሆንም ፍሬ ጉዳይ የማጣራትና የመመዘን ስልጣን ያላቸው ፍ/ቤቶች የአደጋ ምርመራ ሪፖርት ያቀረበው ኮሚቴና የቅሬታ ሰሚ ኮሚቴ ያቀረቡትን ሪፖርት ታዓማኒነትና ክብደት ያለው ማስረጃ መሆኑን በመመዘን አደጋው በተጠሪ ከባድ ቸልተኝነት ሳይሆን [በ]ስራ መደራረብ ምክንያት ተጠሪ አጋጥሞት በነበረው ተፈጥሯዊ የሰውነት መድከም የመጣ ነው፡፡ አመልካች ተጠሪ በከባድ ቸልተኝነት አውሮፕላኑ ላይ አደጋ ያደረሰ መሆኑን አላስረዳም በማለት ወስነዋል፡፡ ስለሆነም የመጀመሪያ ፍ/ቤትና የከፍተኛ ፍ/ቤት ፍሬ ጉዳይ በማጣራትና ማስረጃ በመመዘን የደረሱበት ድምዳሜ የማጣራት ስልጣን ለሰበር ችሎት በፌደራል ህገ መንግስት አንቀጽ 80 ንዑስ አንቀጽ 3(ሀ) እና በአዋጅ ቁ. 25/88 አንቀጽ 10 ከተሰጠው ስልጣን ውጭ በመሆኑ አደጋው የደረሰው በተጠሪ ከባድ ቸልተኝነት ነው በማለት አመልካች ያቀረበውን ክርክር አልተቀበልነውም፡፡”
[1] ውሳኔ የተሰጠው በተሻረው አዋጅ ቁጥር 42/85 መሰረት ቢሆንም ይህን ጉዳይ አስመልክቶ የድንጋጌው ይዘት ያልተለወጠ በመሆኑ በሰ/መ/ቁ. 18419 ችሎቱ በሰጠው ውሳኔ መሰረት በአዋጅ ቁጥር 377/96 ለሚነሱ ተመሳሳይ ጥያቄዎችም ተፈጻሚነት አለው፡፡
በ2008 ዓ.ም. ለፍሬ ለማብቃት ካቀድኳቸው ሥራዎች ውስጥ ሁለቱ ተጠናቀው አንደኛው ደግሞ ተገባዶ በማየቴ በተለምዶ ‘እጥፍ ድርብ’ የሚባለው ዓይነት ባይሆንም ትልቅ ደስታና እፎይታ ተሰምቶኛል፡፡ ይንንም ለ Ethiopian Legal Brief ጎብኚዎች በተለይም ደግሞ ለድረ ገጹ ቋሚ ተከታታዮች (followers and subscribers) ለማጋራት በማሰብ ብሎም ቅድመ ህትመት ለአንባቢ መተዋወቂያ ይሆን ዘንድ የአንደኛውን ሥራ የይዘት ማውጫ፤ የውሳኔዎች ማውጫ፤ የህግጋት ማውጫ፤ ዋቢ መጻህፍትና የቃላት ማውጫ ከቅንጭብ ጽሑፎች (የተመረጡ ገጾች) ጋር በዚህ ገጽ ላይ ለማቅረብ እወዳለው፡፡
በመጀመሪያ የሶስቱም ያልታተሙ ሥራዎች ርዕስና ገጽ ብዛት እነሆ!
አሠሪና ሠራተኛ ህግ፡ የሰበር ችሎት እንደተረጎመው
በዚህ ሥራ ከ1998 እስከ 2007 ዓ.ም. ድረስ የፌደራል ጠቅላይ ፍ/ቤት ሰበር ሰሚ ችሎት የህግ ትርጉም የሰጠባቸው የታተሙ (ቅጽ 1 እስከ 18) እንዲሁም ያልታተሙ በጠቅላላይ ከ240 በላይ በሚሆኑ የሰበር ውሳኔዎች ላይ ዳሰሳ ተደርጓል፡፡ ልክ የዛሬ ዓመት የካቲት 2007 ዓ.ም. ላይ ሥራው ሲጀመር ከይዘት አንጻር ዋነኛ ትኩረት የተደረገው ገላጭ የሆነ ዘዬ በመከተል የሰበር ችሎት ትርጉም የሰጠባቸውን ጉዳዮች በየፈርጁና በየርዕሱ በመለየት የህጉን ይዘት በጥልቀት መፈተሸ ነበር፡፡ ሆኖም ‘የሌሎች አገራት ልምድ’ እንዲካተት ተደጋጋሚ አስተያየት በመቅረቡ ባደጉትና ባላደጉት አገራት የአሠሪና ሠራተኛ ህግ ይዘቱና አፈጻጸሙ በከፊል ተቃኝቷል፡፡
በመጽሐፉ ውስጥ የተጠቀሱ ህግጋትና የሰበር ውሳኔዎች በቀላሉ ማግኘት እንዲቻል የውሳኔዎች ማውጫ (Table of Cases) እና የህግጋት ማውጫ (Table of Legislations) ለብቻው ተዘጋጅቷል፡፡ የቃላት ማውጫው (Index) የቃላት ሳይሆን የተዛማጅ ርዕሰ ጉዳዮች መጠቆሚያ እንዲሆን ጥረት ተደርጓል፡፡
ማውጫዎቹንና የተመረጡ ጽሑፎችን ለማውረድና ለማንበብ DOWNLOAD የሚለውን link ተጫኑት፡፡
ማውጫ DOWNLOAD
የሰበር ውሳኔዎች ማውጫ DOWNLOAD
የሕግጋት ማውጫ DOWNLOAD
ዋቢ መጻህፍትና ጽሑፎች DOWNLOAD
የቃላት ማውጫ DOWNLOAD
የተመረጡ ገጾች
ዝውውር እና የአሠሪው ስልጣን፡ የሰበር አቋም ሲፈተሽ DOWNLOAD
የኃይማኖት ተቋም ሠራተኞች DOWNLOAD
በጥፋት ምክንያት ሠራተኛን ስለማሰናበት DOWNLOAD
የሥራ መደብ መሰረዝ DOWNLOAD
አንቀጽ 77 ንዑስ አንቀጽ 5 በአማርኛውና በእንግሊዝኛው እንደሚከተለው ይነበባል፡፡
“በዚህ አዋጅ መሰረት የሥራ ውሉ የተቋረጠ ሠራተኛው ያልወሰደው የዓመት ፈቃድ ታስቦ በገንዘብ ይከፈለዋል”
A worker whose contract of employment is terminated under this proclamation is entitled to his pay for the leave he has not taken
ድንጋጌውን በአማርኛ ሆነ በእንግሊዘኛ ለሚያነብ ሰው ይዘቱ እንከን የማይወጣለትና ትርጉም የማይሻ ስለመሆኑ መረዳት አይሳነውም፡፡ ሠራተኛው ያልወሰደው የዓመት ዕረፍት ፈቃድ ሲባል ያልተጠቀመበት፣ ዕረፍት ያልወጣበት፣ ሳይሰጠው የቀረ ፈቃድ ማለት ነው፡፡ ግልጽ ህግ ትርጉም እንደማያስፈልገው ግልጽ ነው፡፡ ስለሆነም “ለሠራተኛው የሚከፈለው ያልወሰደው ሳይሆን ከሁለት ዓመት በላይ ያልተላለፈው የዓመት ፈቃድ ነው” ወደ ሚል አቅጣጫውን የሳተ መደምደሚያ የሚያደርሰን ምክንያት የለም፡፡ ሊኖርም አይችልም፡፡ የዓመት ፈቃድ ከተላለፈ ወይም ካልተወሰደ “ሠራተኛው ውሉ ሲቋረጥ ሊያገኝ በሚገባው የክፍያ መብት ላይ ገደብ ይጥላል” የምንል ከሆነ ይህንኑ አቋማችንን ከዓመት ፈቃድ አስፈላጊነት፣ ከአሠሪና ሠራተኛ ህጉ መሰረታዊ ዓላማና ተዛማጅ ህገ-መንግስታዊ ድንጋጌዎች ጋር ልናስታርቀው ይገባል፡፡ ከሁለት ዓመት በላይ የተላለፈ የዓመት ፈቃድ “ይቃጠላል” የሚል አመለካከት የሕጉን መሠረታዊ ዓላማዎች የሚሸረሽር እንደመሆኑ ከህግና ከስነ-አመክንዮ ሊታረቅ የሚችልበት መንገድ የለም፡፡
የዓመት ፈቃድ የማግኘት መብት በሥራ ውል ሆነ በህብረት ስምምነት ወይም በሥራ ደንብ እና በመሳሰሉት ሊጠብ ሆነ ሊገደብ የማይችል በህግ የተደነገገ፤ በህገ መንግስቱ የታወቀ አነስተኛ የስራ ሁኔታ ነው፡፡ የዓመት ፈቃድን ጨምሮ ሌሎች አነስተኛ የስራ ሁኔታዎችን በህግ መደንገግ ያስፈለገበት ዋና ምክንያት አነስተኛ የመደራደር አቅም ያለውን ሠራተኛ ከአሠሪ ኢ-ፍትሐዊ ተጽዕኖ ለመከላከል ሲባል ነው፡፡ አነስተኛ የስራ ሁኔታዎች ባልተከበሩበት ሁኔታ የኢንዱስትሪ ሰላም ሊሰፍን አይችልም፡፡
ከስራ ሰዓት ጋር በተያያዘ በአሠሪና ሠራተኛ ህጉ የተደነገጉት አነስተኛ የስራ ሁኔታዎች የአጠቃላዩን ሠራተኛ ጤንነት፣ ደህንነት እና የሰውነት ክብር (human dignity) ጥበቃና ከለላ የሚሰጡ መሠረታዊ ደንቦች ናቸው፡፡ ሠራተኛው ሰውነቱ በድካም ዝሎ ጤናው እንዳይቃወስ የተወሰነ የእረፍት ጊዜ ያስፈልገዋል፡፡ ከሁሉም በላይ ደግሞ ሰው በመሆኑ ብቻ ማረፍ አለበት፡፡ የዓመት ፈቃድ መሠረታዊ ዓላማ መቃኘት ያለበትም ከዚህ አንጻር ነው፡፡ በመሰረታዊ ግቡ ላይ የጠራ አቋም ከተያዘ የተዛነፈ የህግ ትርጉም አይፈጠርም፡፡ የፌ/ጠ/ፍ/ቤት ሰበር ሰሚ ችሎት ጥቅምት 30 ቀን 1998 ዓ.ም በሰጠው አንድ ውሳኔ (አመልካች የኢትዮጵያ መድን ድርጅት እና ተጠሪ አቶ ጌታሁን ሀይሌ ሰ/መ/ቁ 14057 ቅጽ 3) የዓመት ፈቃድን አስፈላጊነት አስመልክቶ የሚከተለውን ብሎ ነበር፡፡
“ሠራተኛው ለስራ ብቂ በሆነ የአዕምሮና የአካል ሁኔታ በስራ ላይ መገኘት ይጠበቅበታል፡፡ የአመት እረፍት ከሚሰጥባቸው ምክንያቶች አንዱና ዋነኛው ሰራተኛውን ይህን የሚጠበቅበትን ግዴታ ማሟላት እንዲችል ነው፡፡” (ሰረዝ የተጨመረ)
በሰ/መ/ቁ 27959 (አመልካች የኢት/ ፖስታ አገልግሎት ድርጅት እና ተጠሪ አቶ አሊ መሐመድ አሊ ኅዳር 3 ቀን 2003 ዓ.ም. ቅጽ 6) ላይም ችሎቱ ተመሳሳይ አቋሙን እንደሚከተለው አንጸባርቋል፡፡
“…የሣምንት ወይም የአመት እረፍት የሚሠጠውም ሆነ በቀን የተወሰነ ሰዓት ብቻ እንዲሠራ ሕጉ የሚያስገድደው ሠራተኛው በሥራ የደከመ አእምሮውንና አካሉን በማሣረፍ አካላዊና አእምሯዊ ጤንነቱን በመጠበቅ የሥራ ውጤታማነቱ እንዲጨምር ለማድረግ ነው፡፡” (ሰረዝ የተጨመረ)
የዓመት ፈቃድን የምንቃኝበት መነጽር ራሱን ችሎ እንደቆመ መብት ሳይሆን ሠራተኛው ግዴታውን እንዲወጣ እንዲሚያግዝ መሳሪያ ከሆነ ወደ ተሳሳተ ንድፈ ሃሳባዊ ጎዳና ማምራታችን አይቀርም፡፡ ከታሪካዊ መሠረቱ ብንነሳ የዓመት ፈቃድን ጨምሮ የስራ ሰዓት እና ሌሎች አነስተኛ የስራ ሁኔታዎችን በሀገራት ህግ ብቻ ሳይሆን በዓለም ዓቀፍ ደረጃ መደንገግ ያስፈለገበት ታሪካዊ መነሻ አሠሪዎች የነጻ ገበያ ሰርዓትን ተገን በማድረግ በሠራተኞች ላይ የሚፈጽሙትን የጉልበት ብዝበዛ እና የመብት ረገጣ ለመግታት እንጂ “ሠራተኛው ለሥራ ብቁ በሆነ የአዕምሮና የአካል ሁኔታ” በስራ ላይ ባለመገኘቱ ምክንያት የአሠሪው ምርታማነት እና ትርፍ ስለቀነሰ ወይም እንዳይቀንስ አሊያም አነስተኛ የስራ ሁኔታዎች ለአሠሪው ኢኮኖሚያዊ ጠቀሜታ ስላላቸው አይደለም፡፡
በአሠሪና ሠራተኛ ህግ እድገት ታሪካዊ ሂደት ውስጥ ኢኮኖሚክስንና ሰብዓዊ መብትን መሠረት ያደረጉ ሁለት ግዙፍ የአስተሳሰብ አቅጣጫዎች በተለያየ ደረጃ አሻራቸውን አሳርፈዋል፡፡ ኢኮኖሚክስን መነሻ በማድረግ የተቃኙ አስተሳሰቦች የአሠሪና ሠራተኛ ህግን የሚያዩበትና የሚመዝኑበት መነጽር ምርታማነትንና የነጻ ገበያ ውድድርን ማዕከል ያደርጋል፡፡ የዚህ አስተሳሰብ ቀንደኛ አራማጆች ከሆኑት መካከል ኒዮክላሲካል ኢኮኖሚስቶች (neoclassical economists) አነስተኛ የሥራ ሁኔታዎችን የሚያዩት እንደ ጫና (ሸክም) ነው፡፡ ለምሳሌ ሠራተኛው እረፍት ሲወጣ አሠሪው ስራ ለማይሰራ ሠራተኛ ደመወዝ እንዲከፍል ይገደዳል፡፡ እረፍት በወጡ ሠራተኞች ምክንያት ትርፍና ምርታማነት እንዳይቀንስ አሠሪው የሚኖረው አማራጭ በስራ ገበታ ያሉትን ሠራተኞች ስራውን ደርበው እንዲሰሩ ማድረግ ወይም አዲስ ምትክ ሠራተኞችን ቀጥሮ ማሰራት ነው፡፡ የመጀመሪያው አማራጭ ምርታማነትን ይቀንሳል፡፡ ሁለተኛው ደግሞ ለተጨማሪ ወጪ ይዳርጋል፡፡
በሁለተኛው አማራጭ አሠሪው ለምትክ ሠራተኞች በሚከፍለው ደመወዝ የተነሳ ለተጨማሪ ወጪ ስለሚዳረግ በሚያመርተው ምርት ወይም በሚሰጠው አገልግሎት ላይ የዋጋ ጭማሪ ለማድረግ ይገደዳል፡፡ ዋጋ በጨመረ ቁጥር በገበያ ተወዳዳሪ ሆኖ ለመውጣት ያቅተዋል፡፡ ስለሆነም በኒዮክላሲካል ኢኮኖሚስቶች አመለካከት በመንግስት የሚደነገጉ አነስተኛ የስራ ሁኔታዎች በምርታማነት ላይ ደንቃራ እንቅፋት በመፍጠር ጤናማ የገበያ ውድድርን ስለሚያዳክሙ በኢኮኖሚ ዕድገት ላይ አሉታዊ ተጽዕኖ ያስከትላሉ፡፡ በዚህም የተነሳ እነዚህ ኢኮኖሚስቶች የዓመት ፈቃድን ጨምሮ ሌሎች የስራ ሁኔታዎች አስገዳጅ በሆነ መልኩ በህግ መደንገግ እንደሌለባቸው ይሟገታሉ፡፡
ከእነዚህ ኢኮኖሚስቶች ጎራ የወጡትና ኒው ኢንስቲቱሸናሊስት (new institutionalist) በመባል የሚጠሩት ደግሞ በመነሻው ባይሆንም በመድረሻው ላይ የተለያ አመለካከት አላቸው፡፡ ሀሳባቸው ሲጠቃለል አነስተኛ የሠራተኛ መብቶች ምርታማነትን ከማሳደግ አንጻር አሠሪውን ተጠቃሚ ያደርጉታል የሚል ነው፡፡ ስለሆነም በስራ ሰዓት ላይ የሚደረግ ገደብ ምርታማነትን የሚቀንስ ሳይሆን በተቃራኒው ስለሚጨምር ከዚህ አንጻር ተቀባይነት ሊኖረው ይገባል፡፡ ለምሳሌ ለቁፋሮ የተቀጠረ ሠራተኛ በተከታታይ ያለ ዕረፍት ለአስራ ስድስት ሰዓታት ከሚቆፍር ይልቅ በቀን ስምንት ሰዓት ቢቆፍር በስራው የበለጠ ውጤት ያስገኛል፡፡ በቀን፣ በሳምንትና በዓመት የተወሰነ ዕረፍት ቢሰጠው ደግሞ የበለጠ ውጤታማ ይሆናል፡፡ ኒው ኢንስቲቱሺናሊስቶች በህግ የሚደነገጉ አነስተኛ የሠራተኛ መብቶች አስፈላጊነት ይቀበላሉ፡፡ አስፈላጊነታቸውን የሚመዝኑት ግን ከምርታማነት ማለትም ለአሠሪው ከሚያስገኙት ጥቅም አንጻር ነው፡፡ ስለሆነም የዓመት ፈቃድ የሚያስፈልግበት ምክንያት ሠራተኛው አካሉ እና አዕምሮው ታድሶ በብቃት ለመስራት እንዲያስችለውና በዚህም ውጤታማነቱ እንዲጨምር ነው፡፡
ከላይኞቹ አስተሳሰቦች በተቃራኒ የሚገኘው ሰብዓዊ መብትን ማዕከል ያደረገ አቀራረብ መነሻውም ሆነ መድረሻው ሠራተኛው ነው፡፡ በዚህ መሠረት ለሠራተኞች መብቶች በህግ ዕውቅና መስጠት የሚያስፈልግበት ዋና ምክንያት ሠራተኛው ሰብዓዊ ክብሩ እና ጤንነቱ በአሠሪው እንዳይጣስ ከለላ ለመስጠት ነው፡፡ አነስተኛ የሥራ ሁኔታዎች የአሠሪውን ምርታማነት አሳደጉም አላሳደጉም ለሠራተኛው በህግ ሊታወቁለት ይገባል፡፡ ሠራተኛው በቀን አስራ ስድስት ሰዓት መስራት የማይኖርበት በስራው ውጤታማ ስለማይሆን አይደለም፡፡ ይልቅስ አስራ ስድስት ሰዓት ማሰራት ኢ-ሰብዓዊ የጉልበት ብዝበዛ በመሆኑ ነው፡፡ በቀን፣ በሳምንት፣ በዓመት ዕረፍት ያስፈለገበት መሰረታዊ ምክንያት የበለጠ ለስራው ብቁ ስለሚያደርገው በዚህም የአሠሪው ምርታማነት እንዲጨምር አይደለም፡፡ ከዚያ ይልቅ መሰረታዊ ምክንያቱ ካለዕረፍት ማሰራት የሠራተኛን ሰብዓዊ ክብር የሚንድ ተግባር በመሆኑ ብቻ ነው፡፡ ስለሆነም በዚህ በሁለተኛው የአስተሳሰብ መስመር አስገዳጅነት ያላቸውን አነስተኛ ሁኔታዎች በመወሰን ከአሠሪ ኢ-ፍትሃዊ ድርጊቶች ከለላ እና ጥበቃ የሚያደርግ ህግ ሊኖር ይገባል፡፡
ከላይ ወደ ተነሳው ጉዳይ ስንመለስ ፍ/ቤቶቻችን አውቀውትም ይሁን ሳያውቁት በኒው ኢንስቲቱሺናሊሰቶች የአስተሳሰብ መስመር እየተጓዙ ስለመሆናቸው ለመረዳት አይከብድም፡፡ የዓመት ፈቃድ ከአሠሪው ምርታማነት አንጻር ሲታይ ከሁለት ዓመት በላይ ሲተላለፍ ይቃጠላል ከሚል ልስልስ አቋም ጋር በእርግጥም ይጣጣማል፡፡
ከክፍያ ጋር የዓመት ፈቃድ የማግኘት መብት በኢ.ፌ.ድ.ሪ. ህገ መንግስት አንቀጽ 42 ንዑስ ቁጥር 2 ዕውቅና አግኝቷል፡፡ የአሠሪና ሠራተኛ ህግ ድንጋጌዎች ለዚህ መብት መከበር ውጤት እንዲሰጡ ተደርገው መተርጎም ይኖርባቸዋል፡፡ በዚህ መስመር የምንጓዝ ከሆነ ከሁለት ዓመት በላይ የተላለፈ የዓመት ፈቃድ ህጋዊ ውጤቱን መወሰን የሚከብድ ስራ አይሆንም፡፡ የዓመት ፈቃድ ከህገ መንግስቱ የመነጨ መብት በመሆኑ አሠሪው ለሠራተኛው ሊሰጠው ይገደዳል፡፡ ከዚህ ግዴታው ሊያመልጥ የሚችልበት ምንም ቀዳዳ የለም፡፡ አዋጁ በመብቱ አፈጻጸም ላይ ሊፈጠሩ የሚችሉ ቀዳዳዎችን በአጥጋቢ መንገድ ደፍኗቸዋል፡፡ አሠሪው የአመት ፈቃድ መውጫ ፕሮግራም አውጥቶ በየዓመቱ ፈቃድ የመስጠት ግዴታ ያለበት መሆኑ (አንቀጽ 78(1) እና (2))፣ በዓመት ፈቃድ ፈንታ ገንዘብ መክፈል መከልከሉ (አንቀጽ 76(2)፣ በማናቸውም ሁኔታ የዓመት ፈቃድ መብትን ለመተው የሚደረግ ስምምነት በህግ ፊት የማይጸናና ዋጋ አልባ መሆኑ (አንቀጽ 76(1) ሁሉም ተጠቃለው ሲነበቡ ህጉ ለዓመት ፈቃድ ጥበቃና ከላለ እንደሰጠ ያረጋግጣሉ፡፡
ከዚህ በተጨማሪ እንደ መብት ገደብ ተደርጎ እየተተረጎመ ያለው የዓመት ፈቃድን ከሁለት ዓመት በላይ ማስተላለፍን የሚከልክለው የህጉ ድንጋጌ ተቃንቶ ሲነበብ ከገደብ ይልቅ ለሠራተኛው መብት ጥበቃ የሚደርግ ስለመሆኑ ግንዛቤ ሊወሰድበት ይገባል፡፡ በማስተላለፍ ላይ የተቀመጠው የጊዜ ገደብ ሠራተኛው በየዓመቱ እረፍት እንዲያገኝ ዋስትና ይሰጣል፡፡ የጊዜ ገደቡ በአሠሪው ላይ ክልከላ በመጣል የሠራተኛውን መብት ያጸናል፡፡ ህጉ አሠሪውን እያለው ያለው “አስገዳጅ የሥራ ሁኔታ ከገጠመህ የዓመት ፈቃድ ማስተላለፍ ትችላለህ፡፡ ሆኖም ከሁለት ዓመት በላይ ማስተላለፍ አትችልም” ነው፡፡ ግልጽ የሆነው የህጉ መልዕክት በዚህ መልኩ መነበብ ይኖርበታል፡፡ ከሁለት ዓመት በላይ ካስተላለፈውስ? ካስተላላፈ ህግ ጥሷል፡፡ ህግ የጣሰ ሰው ደግሞ ይቀጣል እንጂ አይሸለምም፡፡ ስለሆነም በድርጊቱ ጥፋተኛ ተብሎ በአዋጁ አንቀጽ 184(1) ለ መሰረት እስከ አምስት መቶ ብር በሚደርስ የገንዘብ መቀጮ ይቀጣል፡፡
ስምምነት ቢኖርስ? ሠራተኛውና አሠሪው የዓመት ፈቃድ ከሁለት ዓመት በላይ እንዲተላለፍ ቢስማሙ ውጤቱ ምን ይሆናል? ጥያቄውን ለመመለስ መጀመሪያ በሁለት ዓመት የጊዜ ገደብ ውስጥ የተደረገ የማስተላለፍ ስምምነት ውጤት ምን እንደሆነ መወሰን ያስፈልጋል፡፡ ሠራተኛው የዓመት ፈቃድ ይተላላፍልኝ ብሎ በግልጽ ሲጠይቅና ጥያቄውም በአሠሪው ተቀባይነት ሲያገኝ የዓመት ፈቃድ ወደሚቀጥለው ዓመት ሊተላለፍ ይችላል፡፡ በዚህ መልኩ የሚደረግ ስምምነት እንደማንኛውም ውል ህጋዊ ውጤት ይኖረዋል፡፡
ህጉ ለዚህ ስምምነት ዕውቅና የሚሰጠው እስከ ሁለት ዓመት ድረስ ብቻ ነው፡፡ ስምምነቱ ቢኖርም የዓመት ፈቃድ ከሁለት ዓመት በላይ ሊተላለፍ አይችልም፡፡ በሌላ አነጋገር ከሁለት ዓመት በላይ ለማስተላለፍ ስምምነት ሊደረግ አይችልም፡፡ እንደዛም ሆኖ ቢስማሙስ? በግልጽ በህግ በተከለከለ ጉዳይ ላይ የሚደረግ ስምምነት ህገ ወጥ ስለሆነ ህጋዊ ውጤት አይኖረውም፡፡ ስለዚህም የዓመት ፈቃድን ወደ ሶስትኛ ዓመት ወይም ከዛ በላይ ለማስተላለፍ ስምምነት ተደርጎ ከሆነ ሠራተኛው በዚህ ስምምነት አይገደድም፡፡ በዚህ መሠረት ፈቃድ የተላለፈበት ዓመት እስስኪደርስ ድረስ መጠበቅ ሳይስፈልገው ወዲያውኑ ህገ ወጥ ስምምነቱ በተደረገበት ዓመት ፈቃድ እንዲሰጠው የመጠየቅና የማግኘት መብት አለው፡፡ ህጉ የዓመት ፈቃድ ስምምነት እንዳይተላለፍ የከለከለበት ምክንያት በአሠሪው እና በሠራተኛው መካከል ካለው የመደራደር አቅም ልዩነት የተነሳ ጥበቃ ለማድረግ በማሰብ እንደሆነ መረዳት አይከብድም፡፡ አነስተኛ የሥራ ሁኔታዎች በስምምነት የሚወሰኑ ጉዳዮች አይደሉምና፡፡
ከዚህ በተቃራኑ “ይቃጠላል” የሚል አቋም እርስ በርሱ የሚጣረስ ውሉ የጠፋበት አቋም እንደሆነ ማየት እንችላለን፡፡ በስምምነት ከሁለት ዓመት በላይ የተላላፈ የዓመት ፈቃድ “ይቃጠላል” ማለት የስምምነቱ ውጤት መብቱን ቀሪ ያደርገዋል ማለት ነው፡፡ መብትን ቀሪ ለማድረግ የሚደረግ ስምምነት መብትን ለመተው የሚደረግ ስምምነት ነው፡፡ ሆኖም ስምምነቱ ዋጋ እንደሌለው የአንቀጽ 76(1) ድንጋጌ እንደሚከተለው ይነግረናል፡፡
“አንድ ሠራተኛ የዓመት ፈቃድ ለማግኘት ያለውን መብት በማናቸውም ሁኔታ ለመተው የሚያደርገው ስምምነት ውድቅ ይሆናል፡፡”
በማናቸውም ሁኔታ፤ ከሁለት ዓመት በላይ ለማስተላለፍ በመስማማትም ቢሆን፡፡
‘አሠሪና ሠራተኛ ሕግ’ በገበያ ላይ ውሏል፡፡ በዩኒቨርሳል የመጽሐፍት መደብር (አራት ኪሎ)ያገኙታል፡፡
ማውጫ DOWNLOAD
የሰበር ውሳኔዎች ማውጫ DOWNLOAD
የሕግጋት ማውጫ DOWNLOAD
ዋቢ መጻህፍትና ጽሑፎች DOWNLOAD
የቃላት ማውጫ DOWNLOAD
የተመረጡ ገጾች
ዝውውር እና የአሠሪው ስልጣን፡ የሰበር አቋም ሲፈተሽ DOWNLOAD
የኃይማኖት ተቋም ሠራተኞች DOWNLOAD
በጥፋት ምክንያት ሠራተኛን ስለማሰናበት DOWNLOAD
የሥራ መደብ መሰረዝ DOWNLOAD
Here is the draft labour proclamation prepared by the Ministry of Labour and social Affairs DOWNLOAD Attachments draft labour (10 MB)
The post Draft Labour Proclamation appeared first on Ethiopian Legal Brief.
You can get the new labour Proclamation No. 1156-2019 from the official Telegram channel of Talk Law Telegram channel link: https://t.me/talklawethiopia/42 (113.9 mb pdf) or You can download it HERE (12 […]
The post Labour Proclamation No. 1156-2019 appeared first on Ethiopian Legal Brief.
