This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Labour Laws In Zambia In Middlesex
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Multi-State
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Middlesex
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US-002HB
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A normal working day should be eight hours. The employer may, with the employee's consent, exceed the hours of work in a day without additional remuneration, provided the hours do not exceed 48 hours a week. For a watch person or guard, the weekly working hours should not exceed 60 hours a week.
Labour Appeal Courts hear appeals against decisions in Labour Courts and they are the highest courts for labour appeals.
A normal working day should be eight hours. The employer may, with the employee's consent, exceed the hours of work in a day without additional remuneration, provided the hours do not exceed 48 hours a week. For a watch person or guard, the weekly working hours should not exceed 60 hours a week.
The Zambian judicial system is established in the Constitution of Zambia and comprises the following courts, namely the: Supreme Court; Constitutional Court; Court of Appeal; High Court; Subordinate Courts; Small Claims Court; Local Courts.
The High Court of Zambia. The High Court has the following divisions; Industrial Relations Court, the Commercial Court, the Family and Children's Court. Subject to Article 128, the High Court has: Unlimited and original jurisdiction in civil and criminal matter.
Legally, no child under the age of 15 should be employed in domestic work. Young person between the age of 15 and 18 years may be employed in light work if the work does not impede the child's development. For adults, it is recommended that a domestic worker shall not exceed 48 normal hours of work per week.
Turning to the substantive arguments, it was argued that the Constitutional Court whose decision is binding on this Court guided that the Industrial and Labour Relations Division of the High Court would continue to use the existing processes and procedures and enjoy the same jurisdiction until new legislation was ...