Industrial And Labour Relations Act Zambia Pdf
File Name: industrial and labour relations act zambia .zip
- Printing - The Laws of the Republic of Zambia
- Trade Unions
- Zambia: Employment & Labour Laws and Regulations 2020
Printing - The Laws of the Republic of Zambia
Section 1. Title 2. Application and power of exemption 3. Interpretation part II. Definition of management 5. Rights of employees in respect of trade union membership and its activities 6. Obligations of employees in respect of trade union and its activities 7.
This is the supreme law of the land and any laws inconsistent with the Constitution are null and void. The Employment Code Act governs the employer and employee relationship in Zambia and provides for the skills and labour advisory committees and their functions. The Employment Code Act repealed and replaced the following Acts:. English common law and doctrines of equity are applicable in this jurisdiction. When Zambia gained independence in , it inherited the English legal system and certain pieces of English legislation are still applicable to Zambia through the English Law Extent of Application Act, Chapter 11, Volume 2, of the Laws of Zambia. Decisions of Superior courts are binding on lower courts as they form part of law.
The Constitution and the Industrial and Labour Relation Act provide for freedom of association and allow workers and employers to join and form unions. This right is regulated by the Industrial and Labour Relation Act. Trade union is any group or organisation of employees registered as a trade union under the Industrial and Labour Relation Act whose principal objectives are the representation and promotion of interests of the employees and regulation of relations between employees and employers; and includes a federation of trade unions. A person must not be compelled to join a union and the parliament must provide the legislation for the registration of associations. Trade union members are free to determine their own administration, programmes and activities; and form and join a federation.
The term labour relations, also known as industrial relations, refers to the system in which employers, workers and their representatives and, directly or indirectly, the government interact to set the ground rules for the governance of work relationships. It also describes a field of study dedicated to examining such relationships. The field is an outgrowth of the industrial revolution, whose excesses led to the emergence of trade unions to represent workers and to the development of collective labour relations. There is considerable variation in the use of the terms, partly reflecting the evolving nature of the field over time and place. The wide variety of labour relations systems throughout the world has meant that comparative studies and identification of types are accompanied by caveats about the limitations of over-generalization and false analogies.
(d) the Zambia Security Intelligence Service; and. (e) Judges, registrars of the court, magistrates and local court justices. (2) The Minister may, after consultation.
Zambia: Employment & Labour Laws and Regulations 2020
The nature of the limitations to the right to strike in essential and public services in the nine sub-regional countries of Southern Africa — South Africa, Botswana, Lesotho, Namibia, Swaziland, Malawi, Mozambique, Zambia and Zimbabwe — is examined in this contribution. While all of these countries share common influences and face common challenges, there appears to be a vast disparity in the approaches taken to the right to strike in public and essential services in the region. A brief overview of the demographics and labour markets in the countries under discussion is sketched, the salient features of the ILO's approach to strike in essential and public services is highlighted, and a broad overview of the contrasting and disparate approaches to essential and public services in the region is provided.
The newer name, "employment relations" is increasingly taking precedence because "industrial relations" is often seen to have relatively narrow connotations. This is sometimes seen as paralleling a trend in the separate but related discipline of human resource management. In addition, employee relations is often perceived as dealing only with non-unionized workers, whereas labour relations is seen as dealing with organized labour , i. Industrial relations examines various employment situations, not just ones with a unionized workforce. However, according to Bruce E.
Application and power of exemption.