The document set.
60 documents across Mainland Tanzania’s five termination processes, and 42 across Zanzibar’s four. Every one exists in English and Kiswahili, and every one is tied to the section that requires it. This is what a completed file looks like when the software has walked a manager through every step.
Hover over a document, or tap it, to see how it opens.
Why both languages, always
The Code of Good Practice requires an employee to be notified of allegations in a form and language the employee can reasonably understand. A hearing run in English for a Kiswahili-speaking employee is a procedural defect before it starts.
So there is no English-only path through this system. Each document is drafted in both, clause for clause, and the record shows which language was used.
Under the 2025 amendments, a termination with a good reason but a defective procedure carries compensation of not less than six months’ remuneration — and that is the cheapest of the four cases. Where the reason is unfair too it runs to twenty months, and where the termination is unfair for discrimination or harassment, to twenty-four.
The paperwork is not administration. It is the defence.
Misconduct 22
Utovu wa nidhamu — Warnings through to a disciplinary hearing, decision and appeal.
21 drafted for this process, plus 1 it shares with others: Disciplinary policy confirmation. Shared documents are listed once, under the process they were written for — a certificate of service is not a different document because a second process also ends in one.
- Date of the counselling
- Who counselled the employee
- The behaviour discussed
- Tarehe ya ushauri
- Nani alimshauri mwajiriwa
- Tabia iliyojadiliwa
- Date of the warning
- Who gave the warning
- The conduct warned about
- Tarehe ya onyo
- Nani alitoa onyo
- Tabia iliyoonywa
This is a written warning. It follows the steps already taken to correct the matter, which are recorded below.
Hili ni onyo la maandishi. Linafuata hatua zilizokwisha chukuliwa kurekebisha jambo hili, ambazo zimeandikwa hapa chini.
This is a final written warning. It is the last step before termination becomes available for this conduct.
Hili ni onyo la mwisho la maandishi. Ni hatua ya mwisho kabla kusitishwa kwa ajira hakujawa chaguo kwa tabia hii.
This is a comprehensive final written warning. It is issued because several separate matters, none of them on its own warranting a final warning, together show a pattern that must…
Hili ni onyo la mwisho la jumla. Linatolewa kwa sababu mambo kadhaa tofauti, ambayo hakuna hata moja peke yake linalostahili onyo la mwisho, kwa pamoja yanaonyesha mwenendo…
- Investigator
- Date of the incident
- What is alleged to have happened
- Mchunguzi
- Tarehe ya tukio
- Nini kinadaiwa kilitokea
You are required to attend a disciplinary hearing into the allegations set out below.
Unatakiwa kuhudhuria kikao cha nidhamu kuhusu tuhuma zilizoainishwa hapa chini.
- Chairperson
- Position
- Confirms they were not involved in the circumstances
- Mwenyekiti
- Cheo
- Anathibitisha hakuhusika katika mazingira ya tukio
- Date of the hearing
- Did the employee attend?
- If they did not attend, what happened
- Tarehe ya kikao
- Je, mwajiriwa alihudhuria?
- Kama hakuhudhuria, nini kilitokea
- Evidence presented at the hearing
- Witness statements taken
- Was the evidence shown to the employee before or at the hearing?
- Ushahidi uliowasilishwa kikaoni
- Taarifa za mashahidi zilizochukuliwa
- Je, ushahidi ulionyeshwa kwa mwajiriwa kabla au wakati wa kikao?
- Who assisted the employee
- Employee's response to the allegations
- Evidence presented by the employer
- Aliyemsaidia mwajiriwa
- Jibu la mwajiriwa kwa tuhuma
- Ushahidi wa mwajiri
- What the employee said about the penalty
- Seriousness and likelihood of repetition
- Length of service, disciplinary record, personal circumstances
- Maelezo ya mwajiriwa kuhusu adhabu
- Uzito wa kosa na uwezekano wa kujirudia
- Muda wa utumishi, rekodi ya nidhamu, mazingira binafsi
This is the decision following the disciplinary hearing held on ____.
Huu ni uamuzi kufuatia kikao cha nidhamu kilichofanyika tarehe ____.
- Date of the decision appealed against
- Date the appeal was lodged
- Ground: the finding of guilt is wrong
- Tarehe ya uamuzi unaokatiwa rufaa
- Tarehe rufaa iliwasilishwa
- Sababu: uamuzi wa hatia si sahihi
- Sent to
- Allegations
- Evidence relied on
- Imepelekwa kwa
- Tuhuma
- Ushahidi uliotumika
- Decided by
- Outcome
- Reasons
- Aliyeamua
- Matokeo
- Sababu
You are suspended from duty with effect from ____, while the matter described below is investigated.
Umesimamishwa kazi kuanzia ____, wakati jambo lililoelezwa hapa chini linachunguzwa.
This notice terminates your contract of employment. It is given in writing, with the reasons for the termination and the date on which it is given, as the Act requires.
Taarifa hii inasitisha mkataba wako wa ajira. Inatolewa kwa maandishi, ikiwa na sababu za kusitishwa na tarehe iliyotolewa, kama Sheria inavyotaka.
This certifies that ____ was employed by ____ from ____ to ____ in the position of ____.
Inathibitishwa kwamba ____ aliajiriwa na ____ kuanzia ____ hadi ____ akiwa ____.
Your employment was terminated on ____, for the reasons set out in your notice of termination.
Ajira yako ilisitishwa tarehe ____, kwa sababu zilizoelezwa katika taarifa yako ya kusitishwa.
- Date of referral
- Where it was referred
- The forum's own reference, if given
- Tarehe ya kupeleka
- Lilipelekwa wapi
- Kumbukumbu ya chombo, kama imetolewa
Poor work performance 16
Utendaji hafifu — Standards, improvement plan, review, and an incapacity meeting.
10 drafted for this process, plus 6 it shares with others: Mitigation record, Appeal form, Appeal outcome, Notice of termination, Certificate of service, Notice of the right to refer a dispute to the CMA. Shared documents are listed once, under the process they were written for — a certificate of service is not a different document because a second process also ends in one.
- The measurable standard required
- How it is measured
- Date communicated to the employee
- Kiwango kinachopimika kinachotakiwa
- Jinsi kinavyopimwa
- Tarehe kilipofikishwa kwa mwajiriwa
- Actual performance
- Reasons identified
- To what extent is this caused by the employee?
- Utendaji halisi
- Sababu zilizobainika
- Ni kwa kiasi gani kunasababishwa na mwajiriwa?
- What guidance, instruction or training was given
- Has the employee signed to confirm they received it?
- Anything the employee said about the support given
- Mwongozo, maelekezo au mafunzo yaliyotolewa
- Je, mwajiriwa amesaini kuthibitisha amepokea?
- Chochote mwajiriwa alichosema kuhusu msaada uliotolewa
- What must improve
- Review date
- Why this period is reasonable
- Kinachotakiwa kuboreshwa
- Tarehe ya kupitia upya
- Kwa nini kipindi hiki ni cha kutosha
Despite the guidance, instruction or training already given, and the time allowed to improve, your performance remains unsatisfactory in the following respects: ____
Licha ya mwongozo, maelekezo au mafunzo yaliyokwisha tolewa, na muda uliotolewa kuboresha, utendaji wako bado hauridhishi katika maeneo yafuatayo: ____
- Date the notice was issued
- Date and time of the meeting
- Where
- Tarehe taarifa ilitolewa
- Tarehe na saa ya kikao
- Mahali
- Date of the meeting
- Who was present
- The reasons the employer gave for the action proposed
- Tarehe ya kikao
- Waliohudhuria
- Sababu za mwajiri kwa hatua inayopendekezwa
- Each point the employee made, whether it is accepted, and why
- Did anything the employee said change the proposed action?
- Kila hoja ya mwajiriwa, kama imekubaliwa, na kwa nini
- Je, kuna alichosema mwajiriwa kilichobadilisha hatua iliyopendekezwa?
This is the outcome of the meeting held to discuss your performance, communicated to you in writing as required.
Haya ni matokeo ya kikao kilichofanyika kujadili utendaji wako, yakiwasilishwa kwako kwa maandishi kama inavyotakiwa.
- Date of the decision to dispense
- Why an opportunity to improve would serve no purpose
- What was considered before dispensing with it
- Tarehe ya uamuzi wa kuacha
- Kwa nini nafasi ya kuboresha isingekuwa na maana
- Kilichozingatiwa kabla ya kuacha
Ill health or injury 16
Ugonjwa au jeraha — Medical assessment, accommodation, and a pre-decision meeting.
13 drafted for this process, plus 3 it shares with others: Notice of termination, Certificate of service, Notice of the right to refer a dispute to the CMA. Shared documents are listed once, under the process they were written for — a certificate of service is not a different document because a second process also ends in one.
- Registered medical practitioner
- Has the employee consented?
- Date of consent
- Daktari aliyesajiliwa
- Je, mwajiriwa ameridhia?
- Tarehe ya ridhaa
- Registered medical practitioner
- Temporary or permanent
- Duties the employee can perform
- Daktari aliyesajiliwa
- Ya muda au ya kudumu
- Majukumu anayoweza kuyafanya
- Is the incapacity work-related?
- Basis for that conclusion
- Je, kutoweza kunatokana na kazi?
- Msingi wa uamuzi huo
- Extent of the incapacity
- Nature of the job
- Period of absence
- Kiwango cha kutoweza
- Aina ya kazi
- Muda wa kutokuwepo
- Every alternative considered, and why each was accepted or rejected
- Can the employer reasonably accommodate, having regard to cost, practicality and cause?
- Kila njia mbadala iliyofikiriwa, na sababu ya kukubaliwa au kukataliwa
- Je, mwajiri anaweza kumwezesha kwa busara, kwa kuzingatia gharama, uwezekano na chanzo?
- Date of the search
- Sites searched
- Is there a vacancy this employee could fill with training?
- Tarehe ya ukaguzi
- Vituo vilivyokaguliwa
- Je, kuna nafasi anayoweza kuijaza kwa mafunzo?
- Date of the consultation
- Who represented the employee
- Every alternative that was considered, as shown to the employee
- Tarehe ya mashauriano
- Nani alimwakilisha mwajiriwa
- Kila njia mbadala iliyozingatiwa, kama ilivyoonyeshwa kwa mwajiriwa
- Date the notice was issued
- Date and time of the meeting
- Where
- Tarehe taarifa ilitolewa
- Tarehe na saa ya kikao
- Mahali
- Date of the meeting
- Who was present
- The reasons the employer gave for the action proposed
- Tarehe ya kikao
- Waliohudhuria
- Sababu za mwajiri kwa hatua inayopendekezwa
- Each point the employee made, whether it is accepted, and why
- Did anything the employee said change the proposed action?
- Kila hoja ya mwajiriwa, kama imekubaliwa, na kwa nini
- Je, kuna alichosema mwajiriwa kilichobadilisha hatua iliyopendekezwa?
This is the outcome of the meeting held to discuss your capacity to continue in your work, communicated to you in writing as required.
Haya ni matokeo ya kikao kilichofanyika kujadili uwezo wako wa kuendelea na kazi yako, yakiwasilishwa kwako kwa maandishi kama inavyotakiwa.
- Date
- The cause being addressed
- The counselling or rehabilitation offered
- Tarehe
- Chanzo kinachoshughulikiwa
- Ushauri au urekebishaji uliotolewa
- This file will not proceed on the basis of HIV or AIDS status
- What was stopped, and what happens instead
- Jalada hili halitaendelea kwa msingi wa hali ya VVU au UKIMWI
- Kilichositishwa, na kitakachofanyika badala yake
Retrenchment 15
Kupunguza wafanyakazi — Notice of intention, consultation, selection criteria and severance.
13 drafted for this process, plus 2 it shares with others: Certificate of service, Notice of the right to refer a dispute to the CMA. Shared documents are listed once, under the process they were written for — a certificate of service is not a different document because a second process also ends in one.
- Date retrenchment was first contemplated
- Reason
- The operational requirement in detail
- Tarehe kulipofikiriwa kwa mara ya kwanza
- Sababu
- Maelezo ya hitaji la kiutendaji
The employer is contemplating a reduction of the workforce for operational requirements. This notice is given as soon as that was contemplated, so that consultation may begin and…
Mwajiri anafikiria kupunguza wafanyakazi kwa sababu za kiutendaji. Taarifa hii inatolewa mara tu suala hilo lilipofikiriwa, ili mashauriano yaanze na njia mbadala zichunguzwe.
- Reasons for the proposed retrenchment
- Number and categories of positions affected
- Number currently employed
- Sababu za kupendekezwa kupunguza
- Idadi na aina za nafasi zinazoathirika
- Idadi ya wafanyakazi walioajiriwa kwa sasa
- Date and time
- Where
- Agenda
- Tarehe na saa
- Mahali
- Ajenda
- Session number
- Date
- Who was present
- Kikao namba
- Tarehe
- Waliohudhuria
- Each alternative considered, and why it was rejected
- Kila njia mbadala iliyofikiriwa, na sababu ya kukataliwa
- Agreed with the trade union?
- The criteria and their weighting
- Vimekubaliwa na chama?
- Vigezo na uzito wake
- Criteria used and their weighting
- Each employee assessed, and their score against each criterion
- Who was selected
- Vigezo vilivyotumika na uzito wake
- Kila mfanyakazi aliyepimwa, na alama zake kwa kila kigezo
- Walioteuliwa
- Date referred to mediation
- CMA reference
- Tarehe ya kupeleka usuluhishi
- Namba ya kesi CMA
This notice terminates your contract of employment for operational requirements, following consultation.
Taarifa hii inasitisha mkataba wako wa ajira kwa sababu za mahitaji ya kiutendaji, baada ya mashauriano.
- Start of continuous service
- End date
- Completed years (maximum 10)
- Mwanzo wa utumishi mfululizo
- Tarehe ya kumaliza
- Miaka iliyokamilika (kikomo 10)
- Time off granted
- Total time granted
- Other steps taken to reduce the effect of the terminations
- Muda uliotolewa
- Jumla ya muda uliotolewa
- Hatua nyingine zilizochukuliwa kupunguza athari za kusitishwa
- Employee
- Former position
- Termination date
- Mwajiriwa
- Cheo alichokuwa nacho
- Tarehe ya kusitishwa
This certifies that ____ was employed by ____ from ____ to ____ in the position of ____.
Inathibitishwa kwamba ____ aliajiriwa na ____ kuanzia ____ hadi ____ akiwa ____.
Incompatibility 12
Kutokuendana — Recorded incidents, counselling, and an opportunity to remove the cause.
2 drafted for this process, plus 10 it shares with others: Notice of pre-decision meeting, Meeting minutes and representations, Reasoned response to representations, Mitigation record, Outcome letter, Appeal form, Appeal outcome, Notice of termination, Certificate of service, Notice of the right to refer a dispute to the CMA. Shared documents are listed once, under the process they were written for — a certificate of service is not a different document because a second process also ends in one.
- Date of the incident
- What happened
- Who was adversely affected
- Tarehe ya tukio
- Kilichotokea
- Aliyeathirika
- The unacceptable conduct
- Who has been adversely affected
- Remedial action proposed
- Mwenendo usiokubalika
- Nani ameathirika
- Hatua ya kurekebisha inayopendekezwa
- Date the notice was issued
- Date and time of the meeting
- Where
- Tarehe taarifa ilitolewa
- Tarehe na saa ya kikao
- Mahali
- Date of the meeting
- Who was present
- The reasons the employer gave for the action proposed
- Tarehe ya kikao
- Waliohudhuria
- Sababu za mwajiri kwa hatua inayopendekezwa
- What the employee said about the penalty
- Seriousness and likelihood of repetition
- Length of service, disciplinary record, personal circumstances
- Maelezo ya mwajiriwa kuhusu adhabu
- Uzito wa kosa na uwezekano wa kujirudia
- Muda wa utumishi, rekodi ya nidhamu, mazingira binafsi
This is the outcome of the meeting held to discuss your performance, communicated to you in writing as required.
Haya ni matokeo ya kikao kilichofanyika kujadili utendaji wako, yakiwasilishwa kwako kwa maandishi kama inavyotakiwa.
- Date of the decision appealed against
- Date the appeal was lodged
- Ground: the finding of guilt is wrong
- Tarehe ya uamuzi unaokatiwa rufaa
- Tarehe rufaa iliwasilishwa
- Sababu: uamuzi wa hatia si sahihi
This certifies that ____ was employed by ____ from ____ to ____ in the position of ____.
Inathibitishwa kwamba ____ aliajiriwa na ____ kuanzia ____ hadi ____ akiwa ____.
The deadlines the file has to meet
Every one of these deadlines is tracked per case. A step that cannot lawfully be taken yet is blocked — the software will not let the file move forward and violate the law.
Mainland Tanzania
- 48 hours — between notice of the allegations and the hearing.
- 5 working days — hearing to decision.
- 5 working days — decision to the employee’s appeal.
- 5 working days — appeal to referral to senior management.
- 30 days — after a retrenchment goes to mediation, before it can be implemented.
Zanzibar
- Not less than 3 days — between the written notice of the offence and the employee’s defence (s.110(3)).
- 14 days — from the penalty to the employee’s complaint to a labour officer (s.110(6)).
- 3 months at most — suspension on half pay pending an inquiry (s.55(2)).
- 2 weeks at most — suspension without pay, where suspension is the penalty itself (s.109(1)). A different thing from the one above, with a different rule on pay.
- 7 days — from that suspension to consulting the union branch (s.109(3)).
- 6, 9 and 12 months — after which a verbal, written or final written warning is disregarded and may not be relied on (s.107(6)).
- 9 months — the window in which three different offences have cumulative effect (s.107(7)).
- 1 month — from the signed redundancy agreement to the report to the Labour Commissioner (s.121(3)(b)).
- 1 month — from receiving the Commissioner’s decision to appealing it to the court (s.121(5)).
Zanzibar
Zanzibar has its own Act — the Employment Act, No. 11 of 2005 — and its own procedure. Discipline runs through a written notice of the offence and the intended penalty, not less than three days to defend, and a fourteen-day complaint to a labour officer; disputes go to the Labour Commission’s dispute handling unit, not the CMA. Section 112(1) names three valid reasons, so there are four processes and no incompatibility process. These are not the mainland documents with the citations changed.
Misconduct Zanzibar · 19
Utovu wa nidhamu — Written notice of the offence and intended penalty, not less than three days to defend, the decision, and the fourteen-day complaint to a labour officer.
- Do written disciplinary rules exist for this workplace?
- Are copies available to employees and their organisations at the workplace?
- The rule the employee is said to have breached
- Je, kanuni za nidhamu za maandishi zipo kwa mahali hapa pa kazi?
- Je, nakala zinapatikana kwa wafanyakazi na vyama vyao mahali pa kazi?
- Kanuni ambayo mwajiriwa anadaiwa kuivunja
- Suspended from
- Is the suspension on half pay?
- Latest date the suspension must end (three months)
- Kusimamishwa kuanzia
- Je, kusimamishwa ni kwa nusu mshahara?
- Tarehe ya mwisho kusimamishwa lazima kuishe (miezi mitatu)
You are notified in writing, as section 110(2) of the Employment Act requires, of a disciplinary offence and of the penalty the employer intends to impose.
Unapewa taarifa ya maandishi, kama kifungu cha 110(2) cha Sheria ya Ajira kinavyotaka, kuhusu kosa la nidhamu na adhabu ambayo mwajiri anakusudia kutoa.
- Date the written notice was served
- Date the defence was received
- How was the defence given?
- Tarehe taarifa ya maandishi ilipokabidhiwa
- Tarehe utetezi ulipopokelewa
- Utetezi ulitolewa vipi?
- Trade union at the workplace
- Date the union was informed
- Union officer informed
- Chama cha wafanyakazi mahali pa kazi
- Tarehe chama kilipotaarifiwa
- Kiongozi wa chama aliyetaarifiwa
This is the employer's decision following the written notice of offence and your defence.
Huu ni uamuzi wa mwajiri kufuatia taarifa ya maandishi ya kosa na utetezi wako.
- Date the penalty was imposed
- Fourteen days from that date
- Did the employee complain to a labour officer?
- Tarehe adhabu ilipotolewa
- Siku kumi na nne tangu tarehe hiyo
- Je, mwajiriwa alilalamika kwa Afisa Kazi?
Certificate of service issued under section 79 of the Employment Act, No. 11 of 2005.
Hati ya utumishi iliyotolewa chini ya kifungu cha 79 cha Sheria ya Ajira, Na. 11 ya 2005.
- Length of continuous service
- Notice given, or pay in lieu?
- Wages due to the last day
- Muda wa utumishi endelevu
- Taarifa imetolewa, au malipo badala yake?
- Mishahara inayodaiwa hadi siku ya mwisho
- Date the warning was given
- What was said, and the conduct it was about
- Given by (name and position)
- Tarehe onyo lilitolewa
- Kilichosemwa, na mwenendo kilichohusu
- Alitoa (jina na cheo)
- Date the warning was given
- The conduct, and the rule it breached
- What must change, and by when
- Tarehe onyo lilitolewa
- Mwenendo, na kanuni iliyovunjwa
- Kinachopaswa kubadilika, na lini
- Date the warning was given
- The conduct, and the rule it breached
- The penalties imposed before, with their dates
- Tarehe onyo lilitolewa
- Mwenendo, na kanuni iliyovunjwa
- Adhabu zilizotolewa awali, pamoja na tarehe zake
- Warnings still live, with the penalty, the date imposed and the expiry date
- Warnings now spent, which are NOT being relied on
- Confirm that no spent warning is being relied on in this decision
- Maonyo bado hai, pamoja na adhabu, tarehe ilipotolewa na tarehe ya kuisha
- Maonyo ambayo muda wake umekwisha, ambayo HAYATUMIKI
- Thibitisha kuwa hakuna onyo lililokwisha muda linalotumika katika uamuzi huu
- The offences relied on: what each was, its penalty, and the date imposed
- How many such offences, within the nine months
- Are they three DIFFERENT offences?
- Makosa yanayotumika: kila moja lilikuwa nini, adhabu yake, na tarehe ilipotolewa
- Makosa hayo ni mangapi, ndani ya miezi tisa
- Je, ni makosa MATATU TOFAUTI?
- The nature of the neglect, failure or alleged failure
- The penalties imposed before
- The employee's previous conduct
- Aina ya uzembe, kushindwa au kudaiwa kushindwa
- Adhabu zilizotolewa awali
- Mwenendo wa awali wa mwajiriwa
- Suspended from
- Suspended to
- Is the period two weeks or less?
- Kusimamishwa kuanzia
- Kusimamishwa hadi
- Je, kipindi ni wiki mbili au chini?
- What the inquiry was into
- Conducted by
- Date concluded
- Uchunguzi ulihusu nini
- Uliendeshwa na
- Tarehe ulipohitimishwa
- Which protected ground this file has turned on
- What has happened, and at which point the file stopped
- Halted by
- Msingi gani unaolindwa jalada hili limehusu
- Kilichotokea, na jalada lilisimama wapi
- Imesimamishwa na
- The basis
- The finding, and what it rests on
- Was the s.110 procedure followed — written notice, and not less than three days to defend?
- Msingi
- Matokeo, na yanategemea nini
- Je, utaratibu wa s.110 ulifuatwa — taarifa ya maandishi, na si chini ya siku tatu kujitetea?
Capacity (poor work performance) Zanzibar · 13
Uwezo (utendaji hafifu) — Standards, the recorded failure, written notice, the employee's explanation, a period to improve, and the decision.
7 drafted for this process, plus 6 it shares with others: HARD STOP: the reason is a protected ground, Disciplinary record and spent-warning check, Reasonableness determination, Complaint window record, Certificate of service, Notice, final payment and repatriation schedule. Shared documents are listed once, under the process they were written for — a certificate of service is not a different document because a second process also ends in one.
- The standard required, as the employee was told it
- Date the standard was communicated
- How it was communicated
- Kiwango kinachohitajika, kama mwajiriwa alivyoambiwa
- Tarehe kiwango kilipowasilishwa
- Kilivyowasilishwa
- The failure: what was required, what was done, the gap
- Date first noted
- Previous conduct and any penalties on record
- Kushindwa: kilichohitajika, kilichofanyika, pengo
- Tarehe ilipogunduliwa mara ya kwanza
- Mwenendo wa awali na adhabu zozote kwenye kumbukumbu
You are notified in writing, under section 110(2) of the Employment Act, of a failure to carry out your duties and of the action the employer intends to take.
Unapewa taarifa ya maandishi, chini ya kifungu cha 110(2) cha Sheria ya Ajira, kuhusu kushindwa kutekeleza majukumu yako na hatua ambayo mwajiri anakusudia kuchukua.
- Date the written notice was served
- Date the defence was received
- How was the defence given?
- Tarehe taarifa ya maandishi ilipokabidhiwa
- Tarehe utetezi ulipopokelewa
- Utetezi ulitolewa vipi?
- Improvement period from
- Improvement period to
- Guidance, instruction or training given
- Kipindi cha kuboresha kuanzia
- Kipindi cha kuboresha hadi
- Mwongozo, maelekezo au mafunzo yaliyotolewa
- Trade union at the workplace
- Date the union was informed
- Union officer informed
- Chama cha wafanyakazi mahali pa kazi
- Tarehe chama kilipotaarifiwa
- Kiongozi wa chama aliyetaarifiwa
This is the employer's decision on your capacity to do the work you were employed to do — a valid reason under section 112(1)(a) of the Employment Act.
Huu ni uamuzi wa mwajiri kuhusu uwezo wako wa kufanya kazi uliyoajiriwa kufanya — sababu halali chini ya kifungu cha 112(1)(a) cha Sheria ya Ajira.
Ill health or injury Zanzibar · 9
Ugonjwa au jeraha — Certified absence, referral to a medical board, its certificate, the alternatives considered, and the decision.
6 drafted for this process, plus 3 it shares with others: HARD STOP: the reason is a protected ground, Certificate of service, Notice, final payment and repatriation schedule. Shared documents are listed once, under the process they were written for — a certificate of service is not a different document because a second process also ends in one.
- Absent from
- Absent to
- Is the absence certified by a medical officer?
- Hayupo kuanzia
- Hayupo hadi
- Je, kutokuwepo kumethibitishwa na afisa wa afya?
- Date referred
- Medical board
- The question put to the board: capacity for the work employed to do
- Tarehe ya rufaa
- Bodi ya Matibabu
- Swali lililopelekwa kwa bodi: uwezo wa kufanya kazi aliyoajiriwa kufanya
- Date of the certificate
- The board's finding
- Summary of the certificate
- Tarehe ya hati
- Matokeo ya bodi
- Muhtasari wa hati
- Each alternative duty or adjustment considered, and why it was or was not possible
- Considered by
- Kila jukumu mbadala au marekebisho yaliyofikiriwa, na kwa nini liliwezekana au halikuwezekana
- Imefikiriwa na
- Date of the meeting
- Employee assisted or represented by
- What was put to the employee, and their response
- Tarehe ya kikao
- Mwajiriwa alisaidiwa au kuwakilishwa na
- Kilichowekwa mbele ya mwajiriwa, na majibu yake
A medical board has certified that you are incapable and unfit for employment — Employment Act section 52(1)(d). The certificate relied on is ____.
Bodi ya Matibabu imethibitisha kuwa huna uwezo na hufai kwa ajira — Sheria ya Ajira kifungu cha 52(1)(d). Hati iliyotumika ni ____.
Redundancy (operational requirements) Zanzibar · 12
Upunguzaji wa wafanyakazi — Grounds, discussion with the union on five fixed matters, a signed agreement, the report to the Labour Commissioner, selection, notice and severance.
10 drafted for this process, plus 2 it shares with others: Certificate of service, Notice, final payment and repatriation schedule. Shared documents are listed once, under the process they were written for — a certificate of service is not a different document because a second process also ends in one.
- Ground relied on
- The proof: figures, positions, the change in the business
- Number of positions affected
- Sababu inayotumika
- Uthibitisho: takwimu, nafasi, mabadiliko katika biashara
- Idadi ya nafasi zinazohusika
- Union leadership consulted
- First discussion
- (i) Reasons for the intended redundancy
- Uongozi wa chama uliyoshauriwa
- Majadiliano ya kwanza
- (i) Sababu za upunguzaji unaokusudiwa
- Date of the agreement
- Signed for the employer by
- Signed for the union by
- Tarehe ya makubaliano
- Imesainiwa kwa niaba ya mwajiri na
- Imesainiwa kwa niaba ya chama na
- Date submitted
- Report of the discussion enclosed?
- Signed agreement enclosed?
- Tarehe ya kuwasilishwa
- Ripoti ya majadiliano imeambatanishwa?
- Makubaliano yaliyosainiwa yameambatanishwa?
- Date of the response
- The Commissioner's response, or that none was received within one month
- Tarehe ya majibu
- Majibu ya Kamishna, au kwamba hakuna yaliyopokelewa ndani ya mwezi mmoja
- The agreed criteria, as applied
- The employees selected, and how each met the criteria
- Vigezo vilivyokubaliwa, kama vilivyotumika
- Wafanyakazi waliochaguliwa, na jinsi kila mmoja alivyokidhi vigezo
Notice is given, in writing as section 54(2) of the Employment Act requires, that your employment will end by reason of redundancy — an operational requirement of the undertaking…
Taarifa inatolewa, kwa maandishi kama kifungu cha 54(2) cha Sheria ya Ajira kinavyotaka, kwamba ajira yako itaisha kwa sababu ya upunguzaji — hitaji la uendeshaji wa shughuli…
- Completed years of continuous service
- Rate applied, as agreed under s.121(3)(a)(v)
- Severance payable
- Miaka kamili ya utumishi endelevu
- Kiwango kilichotumika, kama kilivyokubaliwa chini ya s.121(3)(a)(v)
- Kiinua mgongo kinacholipwa
- Date the Commissioner's decision was received
- Who is appealing
- Date the appeal must be filed by (one month from receipt)
- Tarehe uamuzi wa Kamishna ulipopokelewa
- Anayekata rufaa
- Tarehe ya mwisho ya kuwasilisha rufaa (mwezi mmoja tangu kupokea)
- Three months' notice, or three months' salary in lieu?
- Amount of notice pay, where paid in lieu
- Severance payable (from the severance computation)
- Taarifa ya miezi mitatu, au mshahara wa miezi mitatu badala yake?
- Kiasi cha malipo ya taarifa, pale yanapolipwa badala yake
- Kiinua mgongo kinacholipwa (kutoka hesabu ya kiinua mgongo)
How a document becomes available
Opening a case does not hand over the documents above. It opens the first step, and the rest arrive one at a time.
A step opens only when three things are true: its prerequisites are complete or lawfully skipped with the ground recorded, any waiting period has elapsed, and the case is not frozen or closed. Skipping is not free — you have to pick a ground the rule itself provides, and that choice is written into the file.
So you cannot produce the outcome letter on day one. You have to have set the standard, investigated, given guidance, offered the chance to improve, warned, held the meeting, and answered what the employee said. That sequencing is the product.
What the process will not let a manager do
- Continue a disciplinary matter once it has been referred to the Commission or the Court — a bar introduced in 2025 that most employers have not caught up with.
- Terminate on the basis of HIV/AIDS status.
- Put pregnancy or union membership into a retrenchment selection matrix.
- Reach a decision on ill health without a registered medical practitioner’s opinion, or without checking whether a vacancy exists that the employee could fill with training.
- Give notice of termination during an employee’s leave, or run it concurrently.
- Skip the chance to improve on a performance case, outside the two narrow grounds where the Code allows it.
Seeing the documents themselves
The completed set is issued as part of an engagement, tailored to your sites, your jurisdiction and your disciplinary policy. If you would like to see a sample document before that, ask — or email support@kazilaw.com — and we will send one.
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