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OF THE FEDERAL DEMOCRATIC REPUBLIC OF ETHIOPIA

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PARTONEGENERAL

1. Short TitleThis Proclamation may be cited as the "LabourProclamation No. 377/2003."

2. DefinitionsIn this Proclamation:1) "employer" means a person or an undertaking who

employs one or more persons in accordance withArticle 4 of this Proclamation;

2) "undertaking" means any entity established under aunited management for the purpose of carrying onany commercial, industrial, agricultural, construc-tion or any other lawful activity;Any branch carrying on the activities of an under-taking which is designated separately and whichenjoys operational or organizational autonomy shallbe deemed to be a separate undertaking;

3) "worker" means a person who has an employmentrelationship with an employer in accordance withArticle 4 of this Proclamation;

4) "minister" or "ministry" means the Minister orMinistry of Labour and Social Affairs respectivelyor Bureau of Regional Labour and Social Affairs.

5) "work rules" means, subject to the provisions ofthisProclamation and other relevant laws, an internalruels which govern working hours, rest period,payment of wages and the method's of measuringwork done, maintenance of safety and the prevention",of accidents, disciplinary measures and its im-plementation as well as other conditions of work;

6) "conditions of work" means the entire filed ofrelations between workers and employers and shallalso include hours of work, wage, leave, paymentsdue to dismissal, workers health and safety, compen-sation to victims of employment injure, dismissalbecause of redundency, grievance procedure and anyother similar matters.

7)' "Region" means any region as per Article47 oftheConstitution of Federal Democratic Republic ofEthiopia~ For the purpose of this Proclamtion it alsoinclude Addis Ababa and Dire Dawa Adminis-tration.

3. Scope of Application1) Without prejudice to Sub-Article (2) ofthis Article,

this Proclamation shall be applicable to employmentrelations based on a contract of employment thatexist between a worker and and an employer.

2) This Proclamation shall not be applicable to thefollowing employment relations arising out of acontract of employment:(a) contracts for the purpose of upbringing, treat-

ment, care or rehabilitation;(b) contracts for the purpose of educating or

training other than apprentice;(c) managerial employee who is vested with

powers to lay down and execute managementpolicies by law or by the delegation of theemployer depending on the type of activitiesof the undertaking with or without theaforementioned powers an individual who isvested with the power to hire, transfer, sus-pend, layoff, assign or take disciplinarymeasures against employees and includeprofessionals who recommend measures to betaken by the employer regarding managerialissues by using his independent judgement inthe interest of the employer;

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2) If the written statement referred to in Sub-Article (1)of this Article is not wholly or partly objected to bythe worker within 15 days from the date of receipt, itshall be deemed a contract of employment concludedbetween the worker and the employer.

8. Failure to Comply ConditionFailure to comply with the requirements of the provisionsof Article 6 or 7 shall not deprive the worker of his rightsunder this Proclamation.

SECTION TWODuration of Contract of Employment

9. Contractof Employment for an Indefinite periodAny contract of employment shall be deemed to havebeen concluded for an indefinite period except for thoseprovided for under Article 10 hereunder.

10. Contract of Employment for Definite Period or PieceWork.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 for

which the employee is employed;(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 repairdefects or break downs in works, materials,buildings or plant of the undertaking;

(e) an irregular work which relates to permanentpart of the work of an employer but performedon an irregular intervals;

(f) seasonal works which relate to the permanentpart of the works of an employer but performedonly for a specified period of the year but whichare regularly repeated in the course of the years;

(g) an occasional work which does not form part ofthe permanent activity of the employer butwhich is done intermittently;

(h) the temporary placement of a worker who hassuddenly and permanently vacated from a posthaving a contract of an indefinite period;

(i) the temporary placement of a worker to fill avacant position in the period between the studyof the organizational structure and its implemen-tation.

2. A contract of employment under Sub-Article l(h)and (i) of this Article shall not exced 45 consecutivedays and shall be done only once.

11. ProbationPerio!1) A person may be employed for a probation period for

the purpose of testing his suitablity to a post in whichhe is expected to be assigned.

2) A worker re-employed by the same employer for thesamejob shall not subject to probation.

3) When the parties agree to have a probation period,the agreement shall be made in writing, In such acase, the probation period shall not exceed forty-five(45) consecutive days.

4) Unless the law or work rules or collective agreementprovides otherwise, the worker shall have during theprobation period, the same rights and obligationsthat a worker who has completed his probationperiod has.

5) If the worker proves to be unfit for the job during hisprobation, the employer can terminate the contract ofemployment without notice and being obliged to payseverance payor compensation;

6) A worker on probation may terminate his contract ofemployment without notice.

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7) If the worker continues to work after the expiry ofthe probation period, a contract of employment forthe intended period or type of work shall be deemedto have been concluded from the beginning of theprobation period.

SECTION THREEObligation of the Parties

12. Obligations of an Employer

An employer shall in addition to special stipulations inthe contract of employment have the followingobligations:1 (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 implementsand materials necessary for the perforamance ofthe work; .

2) to pay the worker wages and other emoluments inaccordance with this Proclamation or the collectiveagreement;

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 anddirectives to be given by the appropriate authoritiesin respect of these measures;

5) to defray the cost of medical examination, of theworker whenever such medical examination isrequired by law or the approriate authority.

6) to keep a register containing the relvant particularsspecified in Article 6, hereof weekly rest days, publicholidays and leave utilized by the worker, healthconditions and employment injury of the worker andother particulars required by the Ministry;

7) upon termination of a contract of employment orwhenever the worker so requests, to provide theworker, free of charge, with a certifcate stating thetype of work he performed, the length of service andthe wages he was earning;

8) to observe the provisions of this Proclamation,collective agreement, work rules, directives andorders issued in accordance with law, and.

9) to record and keep of information as required by thisProclamation, and any other information necessaryfor the Ministry to carryout its powers and duties,and submit same within a reasonable time whenrequested by the Ministry.

13. Obligations of the Workers

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 hisplace of work without endangering his safety andhealth;

6) to inform immediately the employer any act whichendangers himself or his fellow workers or whichprejudice the interests of the undertakings;

7) to observe the provisions of this Proclamation,collective agreement, work rules and directivesissued in accordance with the law.

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14. Unlawful Activity1. It shall be unlawful for an employer to:

(a) impede the worker in any manner in theexercise of his rights or take any measureagainst him because he exercises his right;

(b) discriminate against female workers, in mat-ters of remuneration, on the ground of theirsex;

(c) terminate a contract of employment contraryto the provisions of this Proclamation;

(d) coerce any worker by force or in any othermanner to join or not to join or to cease to be amember of a trade union or to vote for oragainst any given candidate in elections fortrade union offices;

(e) require any worker to execute any work whichis hazardous to his life;

(t) discriminate between workers on the basis ofnationality, sex, religion, political outlook orany other conditions.

2. It shall be unlawful for a worker to:(a) intentionally commit in the place of work any

act which endangers life and proprty;(b) take away property from the work place

without the express authorization of the em-ployer;

(c) report for work in a state of intoxication;(d) except for mv /AIDS test, refuse to submit "',

himself for medical examination whenrequired by law or by the employer for goodcause.

(e) refuse to observe sfety and accident preven-tion rules and to take the necessary safetyprecautions,

SECTION FOUR,:;Modification of Contract of Employment

15. Conditions of Modification

Conditions of a contract of employment which are notdetermined under this Prroclamation, may be modified

.by:1) collective agreement;2) work rules issued in accordance with this

Proclamation; or3) written agreement of the parties.

16. Amalgamation, Division ar Transferof OwnershipWithout prejudice to Article 15 of this Proclamationamalgamation or division or transfer of ownership of anundertaking shall not have the effect of modifying acontract of employment.

SECTION FIVETemporary Susppension of Right

and ObligationArising out of Contract of Employment

17. General1) Rights and obligations arising out of a contract of

employment may be temporarily suspended in themanner provided for in this section.

2) Temporary suspension of rights and obligationsarising out of a contract of employment shall notimply termination or interruption of the contractprovided, however, a contract of employment shallinterrupt the obligation of;

.,~- I(jf.~f:lu 1J.,t-A. ~;1t-1- ;1ILII) ~1'C II( "it1:-1-I~ -n Iuni ~-9"- Federal Negarit Gazeta - No. 12 26'"February 2004-Page 2459

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Federal Negarit Gazeta - No, 12 26111February 2004-Page 2460

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th) h1f.1'~-I: h1lf.T OFt-m-"~ f"7;t-t\A m~9"f"7fi£1'OCOC.,...,f1C ooL'l.9" ;

2. The amalgamation or division or transfer of owner-ship of an undertaking shall not have the effect ofterminating a contract of employment.

SECTION ONETermination of Contract of

Employmentby Law or by Agreement

24. Termination of contractof Employment by LawA contract of employment shall terminate on thefollowing grounds:1) on the expiry of the period or on the completion of

the work where the contract of employment is for adefinite 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 bankruptcy or for any other cause.5) when the worker is unable to work due to partial or

total permanent incapacity.

25. Termination of contract of Employment by Agreement1) The parties may ~eminate their contract of em-

ployment by agreement provided, however, thatwaiver by the worker of any of his rights under thelaw shall have no legal effect.

2) Termination by agreement shall be effective andbinding on the worker only where it is made inwriting.

SECTION TWOTermination of contract of Employment at the Request

of the Contracting PartiesSUB-SECTION ONE

Termination of contractof Employment by the Employer

26. General1) A contract of employment may only be terminated

where there are grounds connected with theworker's conduct or with objective circumstancesarising out of his ability to do his work or theorganizational or operational requirements of theundertaking.

2) The following shall not be deemed to constitutelegitimate grounds for the termination of a contractof employment:(a) his membership in a trade union or his

participation in its lawful activities.(b) his seeking or holding office as a worker's

representative;(c) his submission of grievance against the em-

ployer his participation in judicial or other.proceedings;

(d) his nationality, sex, religion, political outlook,martial status, race, colour, family respon-sibility, pregnancy, lineage line & desendentsfrom an .

.

27. Termination of contract of employment without Notice1) Unless otherwise determined by a collective

agreement ,a contract of employment shall be ter-minated without notice only on the followinggrounds;(a) repeated and unjustified tardiness despite war-

ning to that effect;(b) absence from work without good cause for a

period of five consecutive working days or tenworking days in any period of one month or

. thirty working days in a year;(c) deceitful or fradulent conduct in carrying out

his duties having regard to the gravity of thecase; .

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. (e) V.'here he terminate his contract because theemployer being informed of the danger thatthreats the security and health of the worker didnot take measures, or

(f) Where his contract of employment is terminatedbecause of reason of partial or total disabilityand is certified by medical board.Shall have the right to get severance pay fromthe employer

2) Where a worker dies before receiving severance pay,the severance pay shall be paid to his dependantsmentioned under Article 110(2).

3) The distribution of payment of severance pay todependents in accordance with this article shall beeffecte.d in the same manner as the payment ofdisablement benefit.

40. Amount of Severance PayThe severance pay referred to in Article 39 shall be:1) thirty times the average daily wages of the last week

of service for the first year of service; for the serviceof less than one year, severance pay shall becalculated in proportion to the period of service.

2) in the case of a worker who has served for more thanone year, payment shall be increased by one-third ofthe said sum referred to in sub-article 1of this Articlefor every additional year of service, provided that thetotal amount shall not exceed twelve month's wageof the worker.

3) Where a contract of employment is terminated inaccordance with Articles 24(4) and 29, the workershall be paid, in addition to payments under sub-articles 1 and 2 of this Article, sum equal to 60multiplied by his average daily wage of the last weekof service.

41. Compensation for Terinination of Contract of Em-ployment with out NoticeA worker who terminates his contract of employment inaccordance with Article 32(1) shall be entitled, inaddition to the severance pay referred to in Article 40, to apayment of compensation, which shall be thirty times hisdaily wages of the last week of service. This provisionshall also apply to a worker covered by the relevantpension law.

SECTION FOUREffects of Unlawful Termination of Contract of Employment

42. GeneralWhere an employer or a worker fails to comply with therequirements laid down in this Proclamation or otherrelevant law regarding termination, the termination shallbe unlawful.

43. Reinstatement or Compensation of a Worker in the Caseof Unlwful Termination1) Where a contract of employment is terminated

because of those grounds mentioned under sub-article (2) of Article 26, the employer shall beobliged to reinstate the worker, provided, that theworker shall have the right to payment of compen-sation if he wishes to leave his employment.

2) Subject to sub-article 1 of this Article, where aworker's contract of employment is terminatedcontrary to the provisions of Articles 24, 25, 27, 28and 29 of this Proclamation, the labour disputesettlement tribunal may order the reinstatement ofthe worker or the payment of compensation.

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2) An agrc.ment for the saleof raw materialsor tools byan employer to a home worker and the resale of theproducts to the employer or any other similararrangements made between the employer and thehome worker shall be deemed a homework contract.

3) The contract concluded between a home worker andan employer shall be deemed to be made for adefinite period or piece-work.

4) The Minister may, in consultation with the concer-ned organs, prescribed by directives the provisionsof this Proclamation that shall apply to homeworkers and manner of their applications.

47. Keeping of RecordsAn employer who employs a worker on the basis of ahome work contract shall keep a register containing thefollowing 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 TWOContractof Apprenticeship

48. Formation of Contract1) There shall be a contract of apprenticeship when an

employer agrees to give a person complete andsystematic training in a given occupation related tothe function of his undertaking in accordance withthe skills of the trade and the person in return agreesto obey the instruction given to carry out the trainingand works related thereto.

2) The contract of apprenticeship shall be concludedwith the person whose age is not less than fourteenyears.

3) The contract of apprenticeship and its modificationsshall be valid only where it is made in writing andattested to by the Ministry.

.49. Contents of the ContractA contract of apprenticeship shall specify at least thefollowing:1) The nature and duration of the training of appren-

ticeship;2) the remuneration to be paid during the training;3) the conditions of work.

50. Obligations of the Parties1) 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 notcontribute to his training.

51. Termination of a Contract1) A contract of apprenticeship shall terminate on the

following grounds:(a) at the expiry of the period fixed for the

apprenticeship;(b) by giving notice by either of the contracting

party;(c) when the apprentice terminates the contract

without notice.

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CHAPTER TWOMode and Execution of Payment'

55. General

Wages shall be paid in cash, provided, however, thatwhere the employer and worker so agree, it may be paidin kind. Wages paid in kind may not exceed the marketvalue in the area of the payment in kind and in no casemay exceed 30% of the wages paid in cash.

56. Execution of Payments

1) Unless otherwise agreed, wages shall be paid onworking 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 publicholiday, the day of payment shall fall on thepreceeding working day.

57. Payment in Person

Unless otherwise provided by law or collectiveagreement, wages shall be paid directly to the worker or ,to a person delegated by him.

58. Time of Payment

Wages shall be paid at such intervals as are provided forby law or collective agreement or work rules or contractof employment.

59. Deduction from Wages

1) The employer shall not deduct from, attach or setoffthe wages of the worker except where it is provided'otherwise by law or collective agreement or workrules or in accordance with a court order or a writtenagreement of the worker.

2) The amount in aggregate that may be deducted at anyone time, from the worker's wage shall in no caseexceed one-third of his monthly wages.

60. Keeping Record of Payment

1) The employer shall keep a register of paymentspecifing the gross pay and method of calculation ofthe wages, other variable remunerations, the amountand type of deduction, the net pay and other relevantparticulars, unless there is a special arrangement, onwhich the signature of the worker is affixed.

2) The employer shall have the obligation to make theregister accessible and to explain the entries there of,to the worker at his request.

3) The fact that worker has received without protest thenet amount indicated on the register shall notconstitute waiver of his right to any part of his wagesthat was due.

PART FOURHours of work, weekly Rest and public Holidays

CHAPTER ONEHours of work

SECTION ONENormal Hours of Work

61. Maximum Daily or weekly Hours of Work

1) Normal hours of work shall not exceed eighthours(8) a day or fourty-eight( 48) hours a week.

2) In this proclamation, "Normal hours of work"means the time during which a worker actuallyperforms work or avails himself for work in accor-dance with law, collective agreement or work rules.

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68. Overtime Payment'". . .

1) In addition to his normal wage, a worker ~ho worKsover-time shall be entitled at least to thefoHowiri~'payments. .(a) in the case of work done between six o'clock (6

a.m.) in the morning and ten o'clock{lOp.m.)in the evening, at the. rate of one and .{)nequarter (1114)multiplied by the ordinary hourlyrate;

(b) in the case of night time work bet~een ten

o'clock in the evening (10 p.m.) and sixo'clock in the morning (6 a.m.), at the rate ofone ~nd one half (lln) multiplied by theordinary hourly rate;

'.(c) in the case of work done on weekly r~st day, at

the rate of two (2) multiplied by the ordinaryhourly rate;

(d) in the case of work done on public holiday, at

the rate of two and one half (21fl)multipfied bythe ordinary hourly rate.

.

2. Payment for over-time work shall be effected on theday fixed for wage pay day.

CHAPTER.TWOWeekly Rest .

'-"f69. General

1) A worker shall be entitled to a weekly rest periodconsisting of not less than twenty-four non-interrup-ted hours in the course of each period of seven days.

2) Unless otherwise determined by a collectiveagreement, the weekly rest period provided fot insub-article (1) of this Article shall, whenever pes-sible;(a) fall on a Sunday;(b) be granted simultaneously to all of the workers

of the undertaking.

'\3) The weekly rest period shan be calculated as to

include the period from 6 a.m. to the next'6 a.m.

70. Special Weekly Rest Day

1) Where the nature of the work or the serviceperformed by the employer is such that the weeklyrest cannot fan on a Sunday another day maybemade a weekly rest as a substitute.

'"

.,

2) The provisions of sub-article (1) of this Article shallbe applicable to the following and similar activhies:

.

(a) work that has to supply the necessities oflifeotmeet the health, recreational or,' ctdt,uralrequirements of the general public; .' '

(b) essential public services such as elecmcity!water, communication, transport andsii!liIarothers;

,

(c) work which, because of its nature or fortechnical reasons, if interrupted or postponedcould cause difficulties or damages.

71. Work Done on Weekly Rest Days1) 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, ~he ,undertaking in the case of:

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CHAPTER TWOSpecial Leave

81. Leave for Family Events

1) A worker shall be entitled to leave with pay for threeworking days when;a) he concludes marriage; orb) his spouse or descendants or ascendants or

another relative, whether by affinity or consan-guinity upto the second degree dies.

2) A worker shall be entitled to leave without pay forupto 5 consecutive days in the case of exceptionaland serious events.

82. Union Leave

Leaders of trade unions shall be entitled to leave with payfor the purpose of presenting cases in labour disputes,negotiating collective agreements, attending unionmeetings, seminars or training courses. The manner ofgranting such leave may be determined in a collectiveagreement.

83. Leave for Special Purposes

1) A workers who appears at hearings before bodiescompetent to hear labour disputes or to enforcelabour laws shall be granted leave with pay only forthe 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 timeutilized for the said purpose.

3) The manner in which educational or training leave isto be granted and the form and extent of the financialassistance to be given may be determined in acollective agreement or work rules.

84. Notification

A worker wishing to take leave in accordance with theprovisions of this Chapter shall notify the employer inadvance and present the necessary supporting evidencewhen the employer requests him.

CHAPTER THREESick Leave

85. Duration of Leave

1) Where a worker, after having completed hisprobation, is rendered incapable of work owing tosickness other than resulting from employmentinjury, he shall be entitled to a sick leave.

2) The leave referred to in sub-article (1) of this Articleshall, in no case, be more than six months countedconsecutively or separately in the course of anytwelve moths period starting from the first day of hissickness.

3) Where a worker absents himself from work ongrounds of sickness, he shall, except where theemployer is in a position to be aware of the sicknessor it is impractical, notify the employer the dayfollowing his absence.

4) Unless the collective agreement provide otherwise. aworker shall be entitled to a sick leave uponpresenting a valid medical certificate given by amedical organization recognized by the Govern-ment.

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86. PaymentThe period of sick leave provided for in Article 85 shallbe 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 SIXWorking Condition of Women and

Young Workers

CHAPTER ONEWorking Conditions of Women

87. General

i ) Women shall not be discriminated against as regardsemployment and payment, on the basis of their sex.

2) It is prohibited to employ women on type of workthat may be listed by the Minister to be particularlyardous or harmful to their health.

3) No pregnant woman shall be assigned to night workbetween 10 p.m. and 6 a.m. or be employed onovertime work.

4) No pregnant woman shall be given an asignmentoutside her permanent place of work, provided,however, she shall be transferred to another place ofwork if her job is dangerous to her health orpregnancy as ascertained by a medical doctor.

5) An employer shall not terminate the contract ofemployment of a women during her pregnancy anduntil four months of her confinement.

6) Notwith standing the provisions of sub-article (5) of '"this Article, the contract of employment may beterminated for reasons specified under Articles 25,27 and 29 (3) if it is not related to giving of birth andpregnancy,

88. Maternity Leave1) An employer shall grant leave to a pregnant woman

worker without deducting her wages, for medicalexamination connected with her pregnancy,provided, however, that she is obliged to present amedical certificate of her examination.

2) A pregnant woman worker shall, upon the recom-mendation of a medical doctor, be entitled to a leavewith pay.

3) A woman worker shall be granted a period of 30consecutive days of leave with pay preceding thepresumed date of her confinement and a period of 60consecutive days of leave after her confinement.

4) Where a pregnant woman worker does not deliverwithin the 30 days of her prenatal leave she is entitledto an additional leave until her confinement inaccordance with sub-article 2 of this Article. Ifdelivery takes place before the 30 days period haselapsed, the post-natal leave under sub-article 3 ofthis Article shall commence.

CHAPTER TWOWorking Conditions of Young Workers

89. General1) For the purpose of this Prpclamation, "Young

worker" means a person who has attained the age of14 but is not over the age of 18 years.

2) It is prohibited to employ persons under 14 years ofage.

3) It is prohibited to employ young workers which onaccount of its nature or due to the condition in whichit is carried out, endangers the life or health of theyoung workers performing it.

4) The Minister may prescribe the list of activitiesprohibited to young worker which shall include inparticular:

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(a) work in the transport of passengers and goodsby road, railway, air and internal waterway,docksides and warehouses involving heavyweight liftings, pulling or pushing or any otherrelated type of labour;

(b) work conncected with electric powergeneration plants transformers or transmission,lines;

(c) underground work, such as mines, quarries andsimilar works;

(d) work in sewers and digging tunnels.5) The provision~f sub-article (4) of this Article shall

not apply to work performed by young workersfollowing courses in vocational schools that areapproved and inspected by the competent authority.

90. Limits of Hours of Work

Normal hours of work for young workers shall notexceed 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;3) weekly rest days; or4) public holidays.

PART SEVENOccupational Safety, Health and Working Environment

CHAPTER ONEPreventive Measures

92. Obligations of an EmployerAn employer shall take the necessary measure tosafeguard adequately the health and safety of theworkers; 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 thehazards of their respective occupations and theprecautions necessary to aviod accident and injury tohealth; ensure that directives are given and alsoassign safety officer; establish an occupational,safety and health committee of which the commit-tee's establishment, shall be determined by a direc-.tive issued by the Minister;

3) provide workers with protective equipment, clothingand other materials and instruct them of its use;

4) register employment accident and occupationaldiseases and notify the labour inspection of same;

5) arrange, according to the nature of the work, at hisown expenses for the medical examination of newlyemployed workers and for those workers engaged inhazardous work, as may be necessary.

6) ensure that the work place and pernrises do not causedanger to the health and safety of the workers;

7) take appropriate pre-executions to insure that all theprocesses of work shall not be a source or cause ofphysical, chemical, biological, ergonomical andpsychological hazards to the health and safety of theworkers;

8) implement the directives issued by the appropriateauthority in accordance with this Proclamation.

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116. Functions of Federations and ConfederationsIn addition to those matters mentioned under Article115 federations and confederations shall have thefollowing functions;1) to strengthen the unity and sprit of co-operation of

their members; participate in the determination orimprovement of the conditions of work at the tradeor industry level as well as to encourage membersto strengthen their participation in the constructionof the national ec

.,~ ~i'I:!ix.ii'?; ~oS!oM\ ~;Jt:" ;JILIIJ

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SECTION TWOConditions of Validity of Collective Agreement

133. Duration of Validity of Collective Agreement1) Any provision of a collective agreement which

provides for conditions of work and benefits whichare less favourable than those provided for underthis Proclamation or other laws shall be null andvoid:

2) Unless otherwise decided therein, a collectiveageement shall have a legal effect as from the dateof signature.

3) unless expressly stipulated otherwise in a collectiveageements, no party may challenge the collectiveagreement before 3 year from the date of itsvalidity, provided, however, that;(a) Upon the occurrence of a major economic

change, a challenge to the collectiveagreement may be submitted to the Ministerby either party before the expiry of the fixedtime.

(b) The Minister shall, upon receipt of a challengeto a collective agreement in accordance withthis sub-article 3 (a), assign advisor with aview to enabling the two parties settle thematter by agreement. If the two parties fail tosettle the matter by agreement, Article 142 ofthis ProClamationshall apply.

(c) the parties may at any time change or modifythier collective agreement, provided,however, that without prejudice to the specialconditions set forth in sub-article 3 (a) and (b)of this Article, a party may not be obligedwithout his consent to bargain a collectiveagreement to change or modify it before thesaid time limit expires.

SECTION THREEScope of Application ofa Collective Agreement

134. Scope of Application

1) The provision of a collective agreement shall beapplicable to all parties covered by it.

2) Where the collective agreement is more favorableto the workers in similar matters than thoseprovided for by law, the collective agreement shallprevail. However, where the law is morefavourable to the workers than the collectiveagreement 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 andthe workers.

2) In the case of amalgamation of two or more

undertakings, unless decided otherwise by the

concerned parties:

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5) "Strike" means the slow-down of work by anynumber of workers in reducing their normal out-puton their normal rate of work or the temporarycessation of work by any number of workers actingin concert in order to persuade their employer toaccept certain labour conditions in connection witha labour dispute or to influence the outcome of thedispute.

CHAPTER TWOLabours Courts

137. Establishment of Labour Divisions

1) There shall be set up labour divisions, as may benecessary, at each regional first instance court, eachregional court which hears appeals from regionalfirst instance courts and at the Central High Court.

2) The Minister shall submit the number of labourdivisions to be established in accordance with Sub-Article (1) of this Article to be determined by theappropriate authority.

138. Labour Division of the Regional First Instance Court

1) The labour division of the regional first instancecourt shall have jurisdiction to settle and determinethe following and other similar individual labourdisputes;(a) disciplinary measures including dismissal;(b) claims related to the termination or con-

cellation 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;(t) unless otherwise provided for in this

Proclamation, any criminal and petty offencesunder this Proclamation.

2) The labour division of the regional first instancecourt shall give decisions within 60 days from thedate on which the claim is lodged.

3) The party who is not satisfied with the decision ofthe regional first instance court may, within 30 daysfrom the date on which the decision was delivered,appeal to the labour division of the.regional courtwhich hears appeals from the regional first instancecourt.

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 courtshall have jurisdiction to hear and decide on thefollowing matters:(a) appeals submitted from the labour division of

the regional first instance courts in accordancewith Article 138 of this Proclamation;

(b) objections on question of jurisdiction;(c) appeals submitted against the refusal of the

registration of an organization by the Ministryin accordance with Article 122 of thisProclamation;

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143. Conciliation and Arbitration1) Notwithstanding the provisions of Article 141 of

this Proclamation parties to a dispute may agree ~osubmit their case to arbitrators or conciliators, otherthan the Minister for settlement in accordance withthe appropriate law.

2) If the disputing parties fail to reach an agreement on

the case submitted to arbitration or concilationunder Sub-Article (1) of this Article the partyaggrieved may take the case to the Board or to theappropriate court.

CHAPTER FOURThe Labour Relations Board

144. Establishment of the Board

1) One or more permanent Labour Relations Boards(here in after referred as permanent Board) may beestablished in Regional Governme