肯尼亚劳动法附件2

参照依据：The Employment Act 20071.招聘1.1试用期1.1.1签订试用期合同1.1.2试用期时间：最长不能超过六个月，若任要延长需与雇员签订协议，可延长最多不超过六个月。

1.1.3试用期间合同的终止：任何一方在试用期间可若需终止合同可向对方发出不少于7天的合同终止通知或赔付与七天工资相等的金额。

详见就业法：第42条Termination of probationary contracts.（2）A probationary period shall not be more than six months but it may be extended for a further period of not more than six months with theagreement of the employee.(3) No employ shall employ an employee under a probationary contract formore than the aggregate period provided under subsection (2).(4) A party to a contract for a probationary period may terminate the contractby giving not less than seven days’ notice of termination of the contract, orby payment, by the employee, of seven days’ wages in lieu of notice.1.2 临时工：1.2.1 合同最短为一天，连续工作6个月后，若双方同意可在进行6个月适用。

1.2.2 临时工在连续工作六天后应享有一天的带薪休假且任何公共假日和带薪休假都将算为连续工作的一部分。

EMPLOYMENT AND LABOUR RELATIONS ACT, 2004ARRANGEMENT OF SECTIONSTitleSectionPART IPRELIMINARY PROVISIONS1. Short title and commencement2. Application3. Objects4. InterpretationPART IIFUNDAMENTAL RIGHTS AND PROTECTIONSSub - Part A - Child Labour5. Prohibition of child labourSub - Part B - Forced Labour6. Prohibition of forced labourSub - Part C- Discrimination7. Prohibition of discrimination in the workplace8. Prohibition of discrimination in trade unions and employerassociationsSub - Part D. Freedom of Association9. Employee's right to freedom of association10. Employer's right to freedom of association11. Rights of trade unions and employers' associationsPART IIIEMPLOYMENT STANDARDSSub-Part A - Preliminary12. Application of this Part13. Employment standards14. Contracts with employees15. Written statement of particulars16. Informing employees of their rights12 No. 6Employment and Labour Relations2004Sub-Part B - Hours of Work17. Application of this Sub-Part18. Interpretation19. Hours of work20. Night work2 1. Compressed working week22. Averaging hours of work23. Break in working day24. Daily and weekly rest periods25. Public holidaysSub-Part C- Remuneration26. Calculation of wage rates27. Payment of remuneration28. Deductions and other acts concerning remunerationSub-Part D - Leave29. Application of this Sub-Part30. Interpretation of this Sub-Part31. Annual leave32. Sick leave33. Maternity leave34. Paternity leave and other forms of leaveSub - Part E - Unfair Termination of Employment35. Application of this Sub-Part36. Interpretation37. Unfair termination38. Termination based on operational requirements39 Proof of unfair termination proceedings40. Remedies for unfair terminationSub-Part F- Other Incidents of Termination41. Notice of termination42. Severance pay43. Transport to place of recruitment44. Payment on termination and certificates of employmentPART IVTRADE UNIONS, EMPLOYER ASSOCIATIONS AND FEDERATIONS45. Obligation to register46. Requirements for registrationNo. 6Employment and Labour Relations2004 347. Constitutional requirements48. Process of registration49. Effect of registration50. Change of name or constitution51. Accounts and audits52. Duties of registered organisations and federations53. Non-compliance with constitution54. Amalgamation of registered organisations and federations55. Cancellation of registration56. Dissolution of trade union or employe's association57. Appeals from decisions of the Registrar58. Publication in the GazettePART VORGANISATIONAL RIGHTS59. Interpretation60. Access to employer's premises61. Deduction of trade union dues62. Trade union representation63. Leave for trade union activities64. Procedure for exercising organisational rights65. Termination of organisational rightsPART VICOLLECTIVE BARGAINING66. Interpretation67. Recognition as exclusive bargaining agent of employees68. Duty to bargain in good faith69. Withdrawal of recognition70. Obligation to disclose relevant information71. Binding nature of collective agreements72. Agency shop agreements73. Workers' participation agreements74. Disputes concerning collective agreementsPART VIISTRIKES AND LOCKOUTS75. Right to strike and lockout76. Restrictions on the right to strike and lockout77. Essential Services78. Disputes of interest in essential services79. Minimum services during a strike or lockout4 No. 6Employment and Labour Relations200480. Procedure for engaging in a lawful strike8 1. Procedure for engaging in a lawful secondary strike82. Procedure for engaging in a lawful lockout83. Nature of protection for a lawful strike or lockout84. Strikes and lockouts not in compliance with this Part85. Protest actionPART VIIIDISPUTE RESOLUTIONSub-Part A - Mediation86. Referral of disputes for mediation under this Act87. Consequences of not attending a mediation hearingSub-Part B - Arbitration88. Resolving disputes by compulsory arbitration89. Effect of arbitration award90. Correction of arbitration award91. Revision of arbitration award92. Application of Arbitration Ordinance93. Voluntary arbitrationSub-Part C- Adjudication94. Jurisdiction of the Labour CourtSub-Part D - Dispute Procedures in Collective Agreements95. Dispute resolution procedures in collective agreementsPART XGENERAL PROVISIONS96. Records to be kept by employers and employees97. Service of documents98. Regulations99. Guidelines and codes of good practice100. Exemptions101. Confidentiality102. Penalties103. Repeal and amendment of laws and savings provisionsSCHEDULESFirst Schedule Table for calculation of comparable wage ratesRepeal of lawsSecond ScheduleThird Schedule Savings and transitional provisions6 No. 6Employment and Labour Relations2004(2) The Minister may, after consultation with the Council and therelevant Minister responsible for the service or services excluded undersubsection (1) of this section, by notice publish in the Gazette, deter-mine the categories of employees employed in the said services whomay be excluded services to whom this Act may apply.(3) The provisions of sections 5, 6 and 7 shall apply to members ofthe forces and services referred to in subsection (1).3. The principal objects of this Act shall be -Objects(a) to promote economic development through economic efficiency,productivity and social justice;(b) to provide the legal framework for effective and fair employ-ment relations and minimum standards regarding conditions ofwork;(c) to provide a framework for voluntary collective bargaining;(d) to regulate the resort to industrial action as a means to resolvedisputes;(e) to provide a framework for the resolution of disputes by media-tion, arbitration and adjudication;(f) to give effect to the provisions of the Constitution of the UnitedRepublic of Tanzania of 1977, in so far as they apply toemployment and labour relations and conditions of work; and(g) generally to give effect to the core Conventions of theInternational Labour Organisation as well as other ratifiedconventions.4. In this Act, unless the context requires otherwise-Interpre-tationAct No. 7''arbitrator'' means an arbitrator appointed under section 19 of the of 2004Labour Institutions Act, 2004;''basic wage'' means that part of an employee's remuneration paid inrespect of work done during the hours ordinarily worked but doesnot include-(a) allowances, whether or not based on the employee's basic wage;(b) pay for overtime worked in terms of section 19(5);No. 6Employment and Labour Relations2004 7(c) additional pay for work on a Sunday or a public holiday; or(d) additional pay for night work as required under section 20(4);''child'' means a person under the age of 14 years; provided that for theemployment in hazardous sectors, child means a person under theage of 18 years;''collective agreement'' means a written agreement concluded by aregistered trade union and an employer or registered employers'association on any labour matter;''Commission'' means the Commission for Mediation and Arbitration Act No. 7of 2004 established under section 12 of the Labour Institutions Act, 2004;cc complaint'' means any dispute arising from the application, interpreta-tion or implementation of-(a) an agreement or contract with an employee;(b) a collective agreement;(c) this Act or any other written law administered by theMinister;Act No.(d) Part VII of the Merchant Shipping Act, 2003;21 of2003''Council'' means the Labour, Economic and Social Council established Act No. 7of 2004 under section 3 of the Labour Institutions Act, 2004;''dispute''-(a) means any dispute concerning a labour matter between anyemployer or registered employers' association on the onehand, and any employee or registered trade union on theother hand; and(b) includes an alleged dispute;''dispute of interest'' means any dispute except a complaint;''employee'' means an individual who-(a) has entered into a contract of employment; or(b) has entered into any other contract under which-(i) the individual undertakes to work personally for theother party to the contract; and2004Employment and Labour Relations8 No. 6(ii) the other party is not a client or customer of any pro-fession, business, or undertaking carried on by theindividual; or(c) is deemed to be an employee by the Minister under section98(3);''employer'' means any person, including the Government and anexecutive agency, who employs an employee;''employer'' association'' means any number of employers associatedtogether for the purpose, whether by itself or with other purposes, ofregulating relations between employers and their employees or thetrade unions representing those employees;''Essential Services Committee'' means the Essential Services Act No. 7of 2004Committee established under section 29 of the Labour Institutions Act, 2004;''federation'' means either an association of trade unions or an associa-tion of employers' associations;''Labour Commissioner'' means the Labour Commissioner appointed Act No. 7of 2004under section 43(l) of the Labour Institutions Act, 2004;''Labour Court'' means the Labour Division of the High Court estab-lished under section 50 of the Labour Institutions Act, 2004;''Labour matter'' means any matter relating to employment or labour relations;''lockout'' means a total or partial refusal by one or more employers toallow their employees to work, if that refusal is to compel them toaccept, modify or abandon any demand that may form the subjectmatter of a dispute of interest;''mediator'' means a mediator appointed under section 19 of the Labour Act No. 7of 2004Institutions Act, 2004;''Minister'' means the Minister for the time being responsible forlabour;''operational requirements'' means requirements based on the econo-mic, technological, structural or similar needs of the employer;''organization'' means a trade union or an employers' association;''protest action'' means a total or partial stoppage of work by emplo-yees for the purpose of promoting or defending the socio-economicinterests of workers but not for a purpose-(a) referred to in the definition of strike; or(b) a dispute in respect of which there is a legal remedy;Employment and Labour Relations2004 9 No. 6''registered organization'' means a registered trade union or registeredemployers' association;''Registrar'' means the Registrar appointed under section 43(2) of the Act No. 7of 2004 Labour Institutions Act, 2004;''reinstatement'' means that the contract of employment has revivedwith all its incidents and that the employee is entitled to all his rightsduring the period of absence from actual service;''remuneration'' means the total value of all payments, in money or inkind, made or owing to an employee arising from the employmentof that employee;''strike'' means a total or partial stoppage of work by employees if thestoppage is to compel their employer, any other employer, or anemployers' association t o which the employer belongs, to accept,modify or abandon any demand that may form the subject matter ofa dispute of interest;''trade union'' means any number of employees associated together forthe purpose, whether by itself or with other purposes, of regulatingrelations between employees and their employers or the employers'associations to which the employers belong.PART IIFUNDAMENTAL RIGHTS AND PROTECTIONSSub-Part A - Child LabourProhibi-5.-(1) No person shall employ a child under the age of fourteention of years.child]labour(2) A child of fourteen years of age may only be employed to do lightwork, which is not likely to be harmful to the child's health and development; and does not prejudice the child's attendance at school, participation in vocational orientation or training programmes approved by the competent authority or the child's capacity to benefitfrom the instruction received.(3) A child under eighteen years of age shall not be employed in amine, factory or as crew on a ship or in any other worksite includingnon-formal settings and agriculture, where work conditions may be considered hazardous by the Minister. For the purpose of this subsection, ''ship'' includes a vessel of any description used for navigation..2004Employment and Labour Relations 10 No. 6(4) No person shall employ a child in employment-(a) that is inappropriate for a person of that age;(b) that places at risk the child's well-being, education, physical or mental health, or spiritual, moral or social development.(5) Notwithstanding the provisions of subsection (3), any written law regulating the provisions of training may permit a child under the age of eighteen to work-(a) on board a training ship as part of the child's training;(b) in a factory or a mine if that work is part of the child's training.(c) in any other worksites on condition that the health, safety and morals of the child are fully protected and that the child has received or is receiving adequate specific instruction or vocational training in the relevant work or activity.(6) The Minister shall make regulations-(a) to prohibit, or place conditions on the employment of children under eighteen years of age;(b) to determine the forms of work referred to in sub-section (4)of this Act and to make provision for the regular revision and updating of the list of hazardous forms of work.(7) It is an offence for any person-(a) to employ a child in contravention of this section;(b) to procure a child for employment in contravention of this section.(8) In any proceedings under this section, if the age of the child is in issue, the burden of proofing that it was reasonable to believe, after investigation, that the child was not underage for the purposes of this section shall lie on the person employing or procuring the child for employment.Sub-Part B - Forced Labour Probibi- 6.-(1) Any person who procures, demands or imposes forced labour, commits an offence.tion of forced labourEmployment and Labour RelationsNo. 62004 11(2) For the purposes of this section, forced labour includes bondedlabour or any work exacted from a person under the threat of apenalty and to which that person has not consented but does notinclude-(a) any work exacted under the National Defence Act, 1966 forwork of a purely military character;Act No. 24 of 1966(b) any work that forms part of the normal civic obligations of acitizen of the United Republic of Tanzania;(c) any work exacted from any person as a consequence of aconviction in a court of law, provided that the work is carriedout under the supervision and control of a public authority andthat the person is not hired to, or placed at, the disposal ofprivate persons;(d) any work exacted in cases of an emergency or a circumstancethat would endanger the existence or the well-being of thewhole or part of the population;(e) minor communal services performed by the members of acommunity in the direct interest of that community after con-sultation with them or their direct representatives on the needfor the services.Sub-Part C: DiscriminationProhibi-7.-(1) Every employer shall ensure that he promotes an equal opportunity in employment and strives to eliminate discrimination in any employment policy or practice.tion of discrimi-nation in the work-(2) An employer s hall register, with t he Labour Commissioner, aplan to promote equal opportunity and to eliminate discrimination inthe work place.(3) The Labour Commissioner may require an employer-(a) to develop a plan prescribed in subsection (2); and(b) to register the plan with the Commissioner.(4) No employer shall discriminate, directly or indirectly, against an employee, in any employment policy or practice, on any of the following grounds:place(a) colour;(b) nationality;(c) tribe or place of origin;(d) race;(c) national extraction;(f) social origin;(g) political opinion or religion;(h) sex;(i) gender;(j) pregnancy;(k) marital status or family responsibility;(1) disability;(m) HIV/Aids;(n) Age; or(o) station of life.(5) Harassment of an employee shall be a form of discriminationand shall be prohibited on any one, or combination, of the grounds pre-scribed in subsection (4).(6) It is not discrimination -(a) to take affirmative action measures consistent with thepromotion of equality or the elimination of discrimination inthe workplace;(b) to distinguish, exclude or prefer any person on the basis of an inherent requirement of a job; orAct No. 9of 1999(c) to employ citizens in accordance with the NationalEmployment Promotion Services Act, 1999,(7) Any person who contravenes the provisions of subsections (4)and (5), commits an offence.(8) In any proceedings-(a) where the employee makes out a prima facie case of discri-mination by the employer on any of the grounds prescribedin subsection (4), it shall be the duty of the employer toprove-(i) that the discrimination did not take place as alleged; or(ii) that the discriminatory act or omission is not based on any of those grounds; or(b) employer shall prove a defence in terms of subsection (6) ifthe discrimination did take place on a ground stipulated insubsection (5);(c) the Labour Court or arbitrator, as the case may be, shall takeinto account any plan registered with the LabourCommissioner under this section.(9) For the purposes of this section-(a) ''employer'' includes an employment agency;(b) ''employee'' includes an applicant for employment;(c) an ''employment policy or practice'' includes any policy orpractice relating to recruitment procedures, advertising andselection criteria, appointments and the appointment process,job classification and grading, remuneration, employmentbenefits and terms and conditions of employment, jobassignments, the working environment and facilities, trainingand development, performance evaluation systems,promotion transfer, demotion, termination of employmentand disciplinary measures.(10) For the avoidance of doubt every employer shall take positive steps to guarantee equal remuneration for men and women for work of equal value.8.-(1) No trade union or employers' association shall discriminate, directly or indirectly, against any of the grounds prescribed in subse-ction (4) of section 7-Prohibi-tion ofdiscrimi-nation in trade(a) in its admission, representation or termination of membership;unionsand (b) in any employment policy or practice prescribed in sub-section employerassocia-(9) of section 7;tions (c) in any collective agreement.Employment and Labour Relations2004 14 No. 6(2) Any person who contravenes the provisions of subsection (1),commits an offence.Sub-Part D - Freedom Of Association9.-(1) Every employee shall have the right-Emplo-yee's rightto freedomof asso-(a) to form and join a trade union;ciation(b) to participate in the lawful activities of the trade union.(2) Notwithstanding the provisions of subsection (1)-(a) a magistrate may only form or join a trade union that restrictsits membership to judicial officers;(b) a prosecutor may only form or join a trade union that restrictsits membership to prosecutors or other court officials;(c) a senior management employee may not belong to a tradeunion that represents the non-senior management employeesof the employer.(3) No person shall discriminate against an employee on the groundsthat the employee-(a) exercises or has exercised any right under this Act or anyother written law administered by the Minister;(b) belongs to or has belonged to a trade union; or(c) participates or has participated in the lawful activities of atrade union.(4) No person shall discriminate against an official of an officebearer of a trade union or federation for representing it or participatingin its lawful activities.(5) Any person who contravenes the provisions of subsections (3)and (4), commits an offence.(6) For the purposes of this section -No. 6Employment and Labour Relations2004 15(a) ''employee'' includes an applicant for employment;(b) ''senior management employee'' means an employee who, byvirtue of that employee's position-(i) makes policy on behalf of the employer; and(ii) is authorised to conclude collective agreements on behalf ofthe employer.10.-(1) Every employer shall have the right-Emplo-yer's rightto free-(a) to form and join an employer's association;dom ofassocia-(b) to participate in the lawful activities of an employers'tion association,(2) No person shall discriminate against an employer on the groundsthat the employer-(a) exercises or has exercised a right under the Act;(b) belongs or has belonged to an employees Association;(c) participates or has participated in the lawful activities of anemployers' association.(3) No person shall discriminate against an official or office bearerof an employer's association or federation for representing it or parti-cipating in its lawful activities.(4) Any person who contravenes the provisions of subsections (2)and (3), commits any offence.11. Every organisation has the right to-Rights oftradeunions (a) determine its own constitution;andemplo-(b) plan and organise its administration and lawful activities;yers' asso-(c) join and form a federation;ciations(d) participate in the lawful activities of a federation;(e) affiliate with, and participate in the affairs of any internationalworkers' organisation or international employers' organisationEmployment and Labour Relations 200416 No. 6or the International Labour 0rganisation, and to contribute to, orreceive financial assistance from those organisations.PART IIIEmPLOYMENT STANDARDSSub-Part A - Preliminary12.-(1) Subject to the provisions of subsection (2), the provisions of Sub-Parts A to D and F shall not apply to seafarers whose terms andconditions of employment are regulated under the Merchant Shipping Act, 2003.Applica-tion of this Part (2) Notwithstanding the provisions of subsection (1), the provisionsof this Part apply to seafarers who work on fishing vessels and shall be to the extent that in the event there is any conflict between the provisions of this Act and the Merchant Shipping Act and its regula-tions, the provisions of this Act shall prevail.Act No.21 of 2003Act No.(3) Where the provisions of any written law relating to vocationaltraining regulates an employment standard stipulated in section 13(l)of this Act, the provisions of that other law shall apply.21 of 200311.-(1) A provisions of this Act on wage determination thatstipulates a minimum term and condition of employment shall be an employment standard.Emplo-yment Standards(2) An employment standard constitutes a term of a contract with anemployee unless -(a) a term of the contract contains a term that is more favourable tothe employee;(b) a provision of an agreement alters the employment standard tothe extent permitted by the provisions of this Part;(c) a provision of any collective agreement, a written law regulatingemployment, wage determination or exemption granted undersection 100 alters the employment standard.14.-(1) A contract with an employee shall be of the following Contractstypes-with emplo-yeesEmployment and Labour RelationsNo. 62004 17(a) a contract for an unspecified period of time;(b) a contract for a specified period of time for professionals andmanagerial cadre,(c) a contract for a specific task.(2) A contract with an employee shall be in writing if the contract provides that the employee is to work outside the United Republic of Tanzania.15.-(1) Subject to the provisions of subsection (2) of section 19, an employer shall supply an employee, when the employee commences employment, with the following particulars in writing, namely -Written staternent of parti-culars(a) name, age, permanent address and sex of the employee;(b) place of recruitment;(c) job description;(d) date of commencement-(e) form and duration of the contract;(f) place of work;(g) hours of work;(h) remuneration, the method of its calculation, and details of anybenefits or payments in kind, and(i) any other prescribed matter.(2) If all the particulars referred to in subsection (1) are stated in a written contract and the employer has supplied the employee with that contract, then the employer may not furnish the written statement referred to in section 14.(3) If an employee does not understand the written particulars, the employer shall ensure that they are explained to the employee in a manner that the employee understands.(4) Where any matter stipulated in subsection (1) changes, the employer shall, in consultation with the employee, revise the written particulars to reflect the change and notify the employee of the change in writing.2004Employment and Labour Relations 18 No. 6(5) The employer shall keep the written particulars prescribed in subsection (1) for a period of five years after the termination of employment.(6) If in any legal proceedings, an employer fails to produce a written contract or the written particulars prescribed in subsection (1),the burden of proving or disproving an alleged term of employment stipulated in subsection (1) shall be on the employer.(7) The provisions of this section shall not apply to an employee who works less than 6 days in a month for an employer.16. Every employer shall display a statement in the prescribed form of the employee's rights under this Act in a conspicuous rmingemployeesof theirrightsSub-Part B - Hours of work 17.-(1) The provisions of this Sub-Part shall not apply to emplo-yees who manage other employees on behalf of the employer and who report directly to a senior management employee specified in section 9(6)(b).Applica-tion of this Sub-Part(2) The provisions of sections 19(l), 19(3) and 23(l), 24(l) and 25(l) shall not apply to work in an emergency which cannot be performed by employees during their ordinary hours of work.18. For the purposes of this Sub-Part-Interpre-tation (a) ''day'' means a period of 24 hours measured from the timewhen the employee normally starts work, and ''daily'' has a corresponding meaning;(b) ''overtime'' means work over and above ordinary hours ofwork;(c) ''week'' means a period of seven days measured from the daythe employee normally starts the working week and ''weekly''has a corresponding meaning.。

6. 童工与强迫劳动：童工标准、保护机制和强迫劳动强迫劳动：任何人不得强迫劳动，也不得帮助他人聘用、买卖或使用强迫劳动力。

“强制劳动或强迫劳动”不包括以下情况：任何因法律强制服兵役而导致的纯军事性工作或服务，但武装冲突中对儿童的强制或强迫招聘应视为强制或强迫劳动；任何作为肯尼亚公民的正常公民义务一部分的工作或服务；法院对任何人定罪导致的劳动或服务，该劳动或服务由公共机构监管和控制，且此人不得由私人个体、公司或社团雇佣或控制；任何紧急情况导致的工作或服务，如战争、自然灾害或存在灾害危险的任何会威胁到全部或部分人口生存的情况；以及在社区成员或社区代表经过商议的前提下，由社区成员为社区的直接利益而做的少数社区服务。

违反本部分规定者属于犯罪行为，应被判处不高于50万先令的罚款和/或不超过2年的监禁。

童工：52. 解释：在本部分中，除文本另有规定——“雇佣”指在以下情况中雇佣儿童：(a)儿童作为某人的助理而提供劳动，且为了获得报酬的目的该儿童的劳动被视作该另一人的劳动；(b)儿童的劳动是为了任何个人或组织的收益，无论该儿童从中直接或间接地获利；(c)存在劳务合同，提供劳务的一方为儿童，无论用工方是直接或通过中介订立的合同。

53.最恶劣童工形式(1)无论成文法如何规定，任何人不得在构成最恶劣童工形式的活动中雇佣童工(2)劳动部部长应当与委员会协商制定法规，规定条款(1)适用于任何对儿童健康、安全或道德有害的工作、活动或劳动合同。

54.向劳工处官员或警察举报(1)如认为有儿童被雇佣于构成最恶劣童工形式的活动中，可向检查员级别及以上的劳工处官员或警察进行举报。

(2)一旦收到(1)条款下的举报，劳工处官员或警察须在7天内对举报进行调查，并向举报者和劳动部部长提交调查发现。

(3)若劳工处官员或警察在(2)条款的情况下认为没有必要进行调查，应以书面形式通知举报人和劳动部部长，并说明理由。

(4)无论是否有(2)条款的举报情况，在构成最恶劣童工形式的工作中雇佣童工应构成本法第64条下或任何其他成文法下可处罚的犯罪，但一罪不二罚。

跨国公司员工劳动的法律要求资深律师解读劳动法是保障员工权益的法律基础。

对于跨国公司来说，其员工可能面临不同的法律要求和劳动标准。

在本文中，我们将邀请一位资深律师，对跨国公司员工劳动的法律要求进行解读。

一、双重法律要求跨国公司的员工劳动关系往往涉及两个国家的法律。

一方面，跨国公司总部所在国的劳动法对其员工具有适用；另一方面，员工工作地所在国的劳动法也会对其权益产生约束。

这就意味着，跨国公司需要同时遵守两个国家的法律要求。

在解决双重法律要求时，公司和员工应注意以下几点：1. 惯例法与合同法的适用在某些国家，劳动法并不明确规定特定的劳动标准，而是依赖于惯例法和合同法。

这就要求公司和员工在签订劳动合同时，要明确约定双方的权益和责任。

2. 跨国公司政策的制定为了确保跨国公司在各个国家遵守法律要求，公司需要制定统一的劳动政策，包括但不限于工资支付、工时管理、休假制度等方面。

这样一来，员工可以清楚地知道自己的权益和责任，并且公司也能够更好地管理和遵守各国法律。

3. 法律合规团队的建设跨国公司应当成立法律合规团队，负责解读和跟进各国法律的变动，并将其应用于公司的劳动关系中。

这样可以及时调整公司政策和程序，以确保员工权益得到最大限度的保障。

二、员工权益的保障1. 安全和健康权益不论跨国公司的员工在哪个国家工作，安全和健康权益都是不容忽视的。

根据各国法律要求，公司需要提供安全的工作环境、合理的劳动条件以及健康保护措施。

员工也有权在工作环境危险或存在健康风险时，提出相关的意见和要求。

2. 工资和福利权益工资和福利权益是员工最关注的问题之一。

公司需要根据各国法律规定支付员工应得的工资，并提供合理的福利待遇，如医疗保险、养老金等。

同时，企业还应确保工资发放透明公正，避免出现拖欠或不合法扣减工资的情况。

3. 工时和休假权益各国法律对工时和休假的规定不尽相同，因此跨国公司需要根据员工所在国家的法律要求合理安排工时和休假制度。

国际劳务合作的劳动力补偿与赔偿规定国际劳务合作是指一个国家的劳动力向另一个国家提供劳务的一种形式。

在这个过程中，劳动力的补偿和赔偿规定起着重要的作用。

本文将探讨国际劳务合作中劳动力补偿和赔偿的规定。

1.劳动力补偿规定国际劳务合作中的劳动力补偿规定主要包括薪酬、福利待遇和工时等方面的规定。

1.1 薪酬规定在国际劳务合作中，劳动力的薪酬应当按照当地的劳动法规定进行支付。

雇主应当与劳动力签订劳动合同，并明确约定薪酬的支付方式、金额以及支付周期等。

此外，劳动力的薪酬应当符合当地的最低工资标准，确保劳动力的基本生活需求得到满足。

1.2 福利待遇规定国际劳务合作中的福利待遇包括社会保险、医疗保障、住房等方面的权益保障。

雇主应当为劳动力购买当地的社会保险，确保劳动力在工作期间和合作结束后能够享受相应的福利待遇。

另外，雇主还应提供必要的医疗保障，为劳动力提供医疗费用报销或医疗保险。

1.3 工时规定国际劳务合作中的工时应当符合当地的劳动法规定。

雇主不得超过法定工时安排劳动力的工作时间，并按照加班工作的要求支付额外的加班费。

此外，劳动力应当享受到合理的休假制度，确保身心健康。

2.劳动力赔偿规定在国际劳务合作中，劳动力的赔偿规定主要包括合同解除、工伤和其他损失等方面的规定。

2.1 合同解除根据合同约定，如果一方违反合同规定，导致合同解除，应当按照约定支付违约金或其他补偿费用。

同时，双方应当协商解决争议，并保证劳动力的合法权益。

2.2 工伤赔偿如果劳动力在工作期间发生工伤，雇主应当按照当地的法律法规对其进行赔偿。

具体赔偿金额根据不同国家的法律规定而有所不同，但一般包括医疗费用、误工费和伤残补偿等。

2.3 其他损失赔偿劳动力在国际劳务合作中还可能遭受其他损失，如人身伤害、财产损失等。

在这种情况下，根据事实和法律规定，雇主应当承担相应的赔偿责任。

综上所述，国际劳务合作中的劳动力补偿与赔偿规定必不可少。

合理的薪酬、福利待遇和工时安排能够保障劳动力的基本权益，而合同解除、工伤赔偿和其他损失赔偿规定能够保护劳动力的合法权益。

印度尼西亚共和国总统2003年关于劳工第13号法令目录:第一章：基本概念II-103第二章：法定基础、原则和目标II-106第三章：平等机会II-108第四章：劳工计划和劳工信息II-108第五章：培训II-109第六章：工作安排II-117第七章：增加就业机会II-119第八章：外国员工的雇佣II-121第九章：劳工关系II-123第十章：保障、工资和福利II-131第一部分：保障1.残疾人2.儿童3.妇女4.工作时间5.劳工安全及健康第二部分：工资第三部分：福利第十一章：工业关系II-146第一部分：概述第二部分：工会第三部分：企业联合组织第四部分：双向协调机构第五部分：三方协调机构第六部分：公司章程第七部分：劳工共同协定第八部分：劳工纠纷调解机构1.劳工关系纠纷2.罢工3.停业第十二章：雇佣关系结束II-163第十三章：劳动力发展II-178第十四章：劳动检查II-179第十五章：调查II-180第十六章：刑事条文和行政处分II-181第一部分：刑事条例第二部分：行政处罚第十七章：过渡规定II-184第十八章：关闭规定II-1842003年第13号法令印度尼西亚共和国总统2003年关于劳工第13号法令伴随着神的恩典，全能的印度尼西亚共和国总统，考虑到：a. 为了意识到社会应该有福利、公正、在物质和精神上基于平等的繁荣，随着建国五项原则和1945年宪法的确立，印度尼西亚国家的发展应该在全人类和整个社会的构建的结构下完成。

b. 在国家的发展进程中，工人扮演着非常重要的角色，和发展的目标一样，有着非常重要的地位。

c.为了加强工人的品质、增强工人在国家发展中的参与度和保护工人及其家人受到人格尊严和价值的尊重，根据工人的角色和位置，人力资源发展是必需的。

d. 为了实现工人和他们家人的福利，工人的保护要通过观察世界商业进步的发展，在任何情况下维护工人的基本权利确保其具有同等的机会和待遇。

e. 有几条劳动法令被认为今后不再与人力资源发展相关，需要被废除。

肯尼亚劳动法律与我国劳动法律存在的差异研究随着全球化的深入发展，越来越多的跨国企业涌入各个国家，使得各国之间的商业合作及贸易往来空前增加。

在这样的背景下，必然激发出对不同国家的劳动法律的研究与比较。

作为一个典型的非洲国家，肯尼亚的劳动法律与我国的劳动法律存在着一定的差异。

本文旨在对这些差异进行深入剖析，以期更全面深入地认识不同国家的劳动法律体系。

一、肯尼亚劳动法律体系的基本特点：在肯尼亚，劳动法律包含了一系列国家法律、政策、规章以及行业协议等等。

总体而言，肯尼亚的劳动法律与我国劳动法律存在着很大的不同。

首先，肯尼亚的劳动法律并不包括像我国那样明确的劳动合同法律制度，取而代之的是对员工和雇主权利关系的规定。

此外，在肯尼亚，劳动法律的同一品牌的不同要素由不同部门掌管，导致了标准化低，难以有效维护员工和雇主的权益。

其次，在肯尼亚，员工的社会保障门槛较低，仅仅涵盖了不到70%的劳动力，在这种情况下，员工的福利待遇相当有限。

此外，肯尼亚官方休假制度非常简略，每年最多只有21天的带薪年假，这与我国的劳动法规定相差很大。

同时，肯尼亚的劳动法律还规定了取消出勤积分制度，这实际上与我国的每月出勤工资相呼应。

当然，同样是基于对员工权益的维护，肯尼亚维持了数个工会，但工会的权利尺度较小，远不如我国出色。

二、我国劳动法律体系的基本特点:我国的劳动法律体系主要由中央政府法律、行政法规、统一劳动合同以及地方性规章等构成，它与肯尼亚的劳动法律体系有着很大的不同。

相较于肯尼亚，我国的劳动合同法律非常明确，同时还拥有劳动标准法规，如《工时管理的暂行规定》等等。

在个人劳动关系方面，我国的劳动法律明显要比肯尼亚更加清晰明了，规定了最低工资、工作时间、工作条件以及社会保障等等。

此外，劳动保障制度的门槛也比肯尼亚较高，实现了对员工的更全面保护。

社会保障制度方面，我国从1990年开展了保险全国统一制度的改革，使得员工都能享受到类似于住房公积金制度和医疗保险统一规则的好处。

东南亚劳动合同法1. 协议目的1.1 本协议的目的是为了明确双方在合作项目中的责任和义务，确保合作的顺利进行，并保护双方的合法权益。

1.2 双方同意在本协议的基础上，互相合作，共同完成约定的项目目标和任务，推动项目的成功实施。

2. 合作范围2.1 本协议涵盖的合作领域和项目包括：2.1.1 技术开发、市场推广以及产品销售等方面的合作。

2.1.2 具体的合作项目包括共同研发新产品、进行市场调研和开展宣传活动等。

2.2 双方应在合作过程中保持有效沟通，共同商定工作计划和目标，确保合作成果的最大化。

3. 双方权利与义务3.1 甲方的权利与义务：3.1.1 甲方有权要求乙方按照约定的标准和时间完成合作任务，并提供必要的支持和资源。

3.1.2 甲方应按协议规定的时间向乙方提供相关的技术和信息支持。

3.1.3 甲方应按协议规定及时支付合作费用，并保证提供的资源和支持的质量符合约定。

3.2 乙方的权利与义务：3.2.1 乙方有权向甲方提供建议和意见，以优化合作效果并提高项目的成功率。

3.2.2 乙方应按照协议规定的要求和标准完成合作任务，并保证工作的质量。

3.2.3 乙方应对甲方提供的资源和信息保密，未经授权不得对外披露。

4. 财务安排4.1 合作费用：4.1.1 合作费用的支付应根据双方签署的合同条款进行，并按照协议规定的时间和方式支付。

4.1.2 双方应确保费用的支付及时，对费用的使用情况进行合理核查和记录。

4.2 费用分摊：4.2.1 合作中产生的费用应根据双方协商一致的原则进行分摊，并在协议中明确具体的分摊方式和比例。

4.2.2 双方应对费用使用情况进行监督，确保费用的合理支出和有效利用。

5. 保密条款5.1 保密义务：5.1.1 双方应对在合作过程中获得的对方商业机密和技术信息保密，不得擅自披露或用于其他目的。

5.1.2 保密义务在协议终止后仍然有效，双方应继续保护对方的商业秘密。

5.2 保密信息的处理：5.2.1 保密信息的处理应符合双方商定的保密标准和要求，以确保信息不被泄露。

外籍劳工劳动合同法最新2.协议范围本协议自双方签署时生效，适用于外籍劳工在中国境内的劳动关系。

鉴于外籍劳工在中国境内工作的特殊性，本协议的具体内容会根据双方的实际情况做出适当调整。

但是，任何改动都应当经过双方的协商并签署书面协议。

在此协议范围之外的任何事宜，双方应当另行协商解决。

3.劳动内容外籍劳工将在雇主公司担任指定工作，并应当按照公司的要求履行工作职责。

具体工作内容和岗位职责将在公司内部的工作说明书中进行详细说明，并在双方签署后生效。

外籍劳工应当遵守公司的规章制度，听从上级安排，保守公司机密，并维护公司形象。

4.工资和福利外籍劳工的工资将以月薪的形式支付给外籍劳工。

具体的工资标准将在双方签署协议后确定，并且应当遵守中国的法律法规。

外籍劳工将享受与中国本地员工同等的福利待遇，包括但不限于社会保险、医疗保险等。

5.劳动时间和休假外籍劳工的工作时间将按照公司制定的工作时间表来安排。

外籍劳工将享受法定的节假日，年假和其他既定的休息天数。

在特殊情况下，外籍劳工可以根据公司的安排，参加必要的加班工作。

加班工作应当按照相关规定支付加班费。

6.培训外籍劳工在公司任职期间，将接受公司提供的相关培训。

培训内容将根据外籍劳工的工作性质和职责进行安排。

鉴于外籍劳工可能存在语言障碍，公司将提供必要的语言培训，以便外籍劳工更好地适应工作环境。

7.合同终止本协议的有效期为自双方签署之日起至劳动合同法规定的期限。

在协议有效期内，如果双方有解除合同的意愿，应当提前60天书面通知对方，并按照相关法律规定解除合同。

在合同解除后，双方应当依法履行解除合同所涉及的义务。

8.争议解决双方如发生劳动争议，应当首先通过友好协商解决。

如果协商不成，应当向当地劳动仲裁机构申请仲裁。

仲裁裁决为最终裁决结果。

双方同意接受仲裁结果。

9.其他事宜本协议未尽事宜，双方可以另行协商解决，但必须经过双方的书面确认。

本协议为双方具有法律约束力的文件，双方应当真诚履行协议所载明的全部条款。

劳动法对雇佣外国劳工的要求劳动力的国际流动已经成为全球化时代的常态。

随着全球经济的发展和国际间合作的增强，越来越多的国家都开始聘用外国劳工来满足劳动力需求。

然而，雇佣外国劳工也面临着一系列的挑战和要求。

为了保护外国劳工的权益，并确保劳动关系的公平合理，各国的劳动法对雇佣外国劳工都有着一定的要求和规定。

一、平等就业机会根据劳动法的要求，雇佣外国劳工应当与本国劳工享有平等的就业机会。

雇主不得因为外国劳工的国籍、种族、宗教信仰等特征而歧视其在就业领域的权益。

在招聘、录用和晋升过程中，雇佣外国劳工应当同样遵循公正、公平的原则，依据相关的能力和资质进行评判。

二、合法合规就业劳动法强调雇佣外国劳工必须合法合规。

即外国劳工应当具备合法的就业身份，且符合国家法律法规对外国劳工的入境、居留和工作的规定。

雇主应当核实外国劳工的身份证明文件，并记录相关信息，以确保雇佣关系的合法性。

同时，雇主还需要保证外国劳工遵守国家法律法规，并履行相应的税务和社会保险义务。

三、合理工资和福利待遇劳动法要求雇主要支付外国劳工合理的工资和提供合理的福利待遇。

工资应当根据工作性质、工作地点和工作时间等因素进行合理计算，不得低于最低工资标准。

同时，雇主还应当为外国劳工提供必要的职业健康和安全保护，确保工作环境符合相应标准，避免可能存在的劳动风险。

四、合法权益保护雇佣外国劳工的劳动合同应当符合法律的规定，并明确双方的权益和义务。

合同内容应当包括工作内容、工作地点、工作时间、工资支付方式、福利待遇、合同期限等。

同时，雇主需要向外国劳工提供必要的工作许可证明、居留证明和社会保险等文件，以保护外国劳工的合法权益。

五、平等保护和协商机制劳动法要求雇主和外国劳工在劳动关系中享有平等的保护和协商机制。

雇主应当尊重外国劳工的权益，不得剥夺其工资、福利和休假等权益。

同时，劳动法也要求建立公正、公平的劳动纠纷解决机制，以解决在合同履行中可能存在的纠纷或争议。

六、文化适应与培训雇佣外国劳工的单位应当为其提供必要的文化适应和培训服务，帮助其熟悉和适应当地的工作环境和生活方式。