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Employment and Labour Matters Blogs
With the plethora of labour disputes in Cameroon, it has become imperative for concerned parties especially any intending or existing employer and employee. The human capital sector of a company or enterprise is one of the principal sectors, which guarantee the existence, and survival of a business venture. Hence a more efficient human capital team, a more successful organization and company. However, can this be achieved without full knowledge in the labour and employment related regulation currently in force in Cameroon? The answer is in the negative.
Employers have sometimes neglected the importance of managing employees and only get to know the importance of mastery in labour related matters when consulting a legal practitioner for court representation. Needless to emphasize how much money employers loose in labour matters in Cameroon.
As regards employees, they engage certain actions in the course of their employment without knowing the implications of dismissal and its consequences on the financial life of the worker.
We have therefore decided to provide this blog in a bid to contribute in a better and conscious working environment in which both the employer and employee will limit their excesses, which are contrary to the expected result in an enhanced working environment.
EMPLOYER’S OBLIGATIONS
According to Order No. 039/MTPS/IMT of November 1984 fixing thegeneral measures of hygiene and safety in the places of work, thethe employer is directly responsible
WRONGFUL RESIGNATION
Workers are generally reluctant to terminate the contract of employment whether wrongfully or lawfully even in the midst of gross misconduct orchestrated by the employer.
WORKING CONDITIONS
The employer has several duties relating to the conditions of work under which employees are to exercise their respective tasks. These conditions of work are
WORKER’S EDUCATION
Recycling courses may be required by a worker to meet up with the new industrial techniques to bring his professional knowledge up to date. Section
TYPES AND DURATION OF CONTRACTS OF EMPLOYMENT IN CAMEROON
Section 30 of the 1974 labour code of Cameroon provided for two types of contracts of employment. They are the contract of employment of unspecified
THE SCOPE OF MODIFYING A CONTRACT OF EMPLOYMENT IN CAMEROON
The improvement of the worker’s professional qualification or the vicissitudes of industrial life may lead the parties in an existing contract of employment to a
THE SCOPE OF EXECUTION AND OBLIGATION OF PARTIES TO A CONTRACT OF EMPLOYMENT IN CAMEROON
The contract of employment confers on the parties certain reciprocal rights and obligations which they will have to respect in the execution of their agreement.
THE SCOPE OF DEDUCTIONS BY AN EMPLOYER IN CAMEROON
The employer in entitled to engage some deduction from the wages of the employee under certain circumstances. They are as follows;
THE REGIME OF NOTICE
A contract of employment of unspecified duration may be terminated at will at any time by either party. But such termination is made prior to