REMUNERATION DURING SUSPENSION FROM WORK
The labour code of Cameroon 1992 in its section 33(1) states that the employer shall be bound to pay the worker compensation equal either to
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.
PROTECTION OF THE STAFF REPRESENTATIVE
The institution of the staff representative is an essential part of the development of collective labour relations. Staff representatives are also auxiliaries of the inspector
PROTECTION OF THE EMPLOYMENT OF THE STAFF REPRESENTATIVE
The staff representative is the spokesperson of the workers and as such needs to be protected. His basic rights should not be interfered with even
PROOF OF WRONGFUL DISMISSAL
It has been generally assumed that the worker had a contractual right to continue in employment until it was properly terminated. The right to dismiss
PREVENTIVE DETENTION OF WORKER
Detention is no cause for dismissal. Section 32(1) of the Labour code of Cameroon provides that the contract of employment shall merely be suspended during
POLITICAL OR ADMINISTRATIVE DUTIES
In accordance with section 32 (h) of the labour code of Cameroon, it is stipulated that the parties may agree to suspend their labour relations
OFFICE OF THE STAFF REPRESENTATIVE IN CAMEROON
A Staff representative can be defined as a wage earner of an enterprise elected by an electorate of workers of the same enterprise for a
NON-SUBSTANTIAL MODIFICATIONS OF THE CONTRACT OF EMPLOYMENT
For such modification to be operative, the contract of employment has to make provision for certain minor changes. They generally fall within the managerial prerogatives
NEW CATEGORIES OF CONTRACTS IN CAMEROON
The Cameroon labour code of 1992 brought a remarkable innovation which was the reflection of the economic realities in the country. In accordance with section
MODIFICATION OF CONTRACT OF EMPLOYMENT DEMANDED BY EMPLOYER
The employer is the one who most of the time proposes the modification of the contract through internal transfers, reduction of salary, and change of