The report discusses the laws and regulations in Tanzania and the way they effect organizations, workers or employees and the government in general. It will also discuss the impact of these laws to the organizations’ operations.
Discrimination
In 1958, any discrimination of race, color, sex, religion, political opinion, national extraction or social origin, which provides unequal treatment under employment. Such determination can only be made after consultation with employer’s representative and worker and/or worker’s union. In 14th April 2004, Employment and Labor Relations Act states that harassment of an employee will be taken as discrimination of color, origin, sex, religion, etc. (Mussa, 2004).
In an unfair discrimination, an employee can file a complaint against the employer at the commission for mediation and arbitration (CMA) within 60 days. The employer is given the task to investigate the complaint within the company and return with a report. If the matter is not resolved, the case can be referred to the labor court for further investigation and resolution.
Additionally, the lecturer Shadrack of University of Dar es salaam says in his blog about ELRA, 2004 “The new law provides no grounds for employees to embark on a conflict of rights” (Shadrack, 2012). The Employment and Labor Relations Act, 2004 (ELRA, 2004), does not provide authority to employees to fight for their rights. These rights can be workplace environment or economic reasons.
Employers cannot dismiss or ill-treat the employee who has filed a complaint, abided by the law for responding and providing evidence in the court of law against the employer.
While this was an additional concern to the employees in regards to issues concerning discrimination, there was growing concerns for discrimination of people with health issues. “In Tanzania, the stigma and discrimination of people living