***A THREAD***
BACKGROUND
1/ COVID-19 WORKPLACE RESPONSE PROTOCOL BY THE MINISTRY OF LABOUR AND SOCIAL AFFAIRS (MoLSA)
MoLSA has issued a Directive (phrased as Protocol) as workplace Response for COVID 19 Pandemic on March 27, 2020 E.C
Under the Labour Procl. Art. 171 and ff..
BACKGROUND
1/ COVID-19 WORKPLACE RESPONSE PROTOCOL BY THE MINISTRY OF LABOUR AND SOCIAL AFFAIRS (MoLSA)
MoLSA has issued a Directive (phrased as Protocol) as workplace Response for COVID 19 Pandemic on March 27, 2020 E.C
Under the Labour Procl. Art. 171 and ff..
2/ MoLSA is empowered to issue directives regarding:
a) Occupational safety, health & the protection of the working environment (b) Standards of working conditions, determination of hazardous jobs (c) Procedures on the establishment of occupational safety and health committee etc
a) Occupational safety, health & the protection of the working environment (b) Standards of working conditions, determination of hazardous jobs (c) Procedures on the establishment of occupational safety and health committee etc
3/ CONTENT OF THE PROTOCOL
Under the Protocol, the preventive measures to be taken by the Employer and the Employees are listed. These measures are basically similar to what the Media houses are announcing every day...washing hands, keeping materials clean, social distancing etc
Under the Protocol, the preventive measures to be taken by the Employer and the Employees are listed. These measures are basically similar to what the Media houses are announcing every day...washing hands, keeping materials clean, social distancing etc
4/ Legal and administrative measures to be taken
A. Unused annual leave shall be given to the employees. If the Employees have fully utilized their annual leaves, to grant them at least half of their next year’s annual leave in order to retain their employment contracts with pay.
A. Unused annual leave shall be given to the employees. If the Employees have fully utilized their annual leaves, to grant them at least half of their next year’s annual leave in order to retain their employment contracts with pay.
5/
B. To suspend salary increment for the coming 12 months, in addition, to not pay existing allowances like hardship allowance, transport allowance, housing allowance and other benefits; etc. until the full recovery from the Pandemic is declared;
B. To suspend salary increment for the coming 12 months, in addition, to not pay existing allowances like hardship allowance, transport allowance, housing allowance and other benefits; etc. until the full recovery from the Pandemic is declared;
6/
C. Based on the collective agreement between the employer and employee and for the continuation of the operation, making adjustments to the already existing salary scale.
D. For employees who are assigned to less cumbersome activities...
C. Based on the collective agreement between the employer and employee and for the continuation of the operation, making adjustments to the already existing salary scale.
D. For employees who are assigned to less cumbersome activities...
7/ the Employer may give a certain amount of loan and relieve such employees from work, temporarily, and confirm in writing to the employees that they will resume work when conditions improve.
8/ E. Utilizing corporate social responsibility of various employer/employee associations.
@Marthinolly @Selam_Mussie @hadraahmed @nubia_media
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#COVID19Ethiopia
#Ethiopia
@Marthinolly @Selam_Mussie @hadraahmed @nubia_media
***END***
#COVID19Ethiopia
#Ethiopia
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