EXCEPTIONS TO THE REQUIREMENT OF NOTICE
According to section 36(1) of the Cameroon labour code of 1992, a contract of employment may be terminated without notice in cases of gross misconduct.
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.
EMPLOYMENT OF WOMEN AND CHILDREN
Employment of women and children do give rise to certain difficulties. As a result of their status, women cannot be employed in just any kind
EFFECTS OF SUSPENSION OF EMPLOYMENT CONTRACT IN CAMEROON
The main effect of a suspension of a contract of employment in Cameroon is that it brings a halt in the job, hence the worker/employee
ECONOMIC AND TECHNICAL REORGANISATION OF THE ESTABLISHMENT (LAWFUL TERMINATION OF A CONTRACT OF EMPLOYMENT IN CAMEROON)
The employer may be required to reorganize his business as a result of fluctuations in economic activity and technical infrastructure in Cameroon. This reorganization may
DUTIES OF THE WORKER IN CAMEROON
The duties of the worker are binding on him during the contract of employment. But some duties like those which touch on trust and confidentiality
DUTIES OF THE WORKER IN CAMEROON
The duties of the worker are binding on him during the contract of employment. But some duties like those which touch on trust and confidentiality
DUTIES OF THE EMPLOYER IN CAMEROON
Just like the employee, the employer also has a number of duties to fulfil towards the employee in Cameroon. The duties of the employer are
DISCIPLINARY SUSPENSION OF WORKER
An employer can engage a disciplinary measure to sanction a worker for a fault caused by the later. Suspension is a merciful substitute for dismissal.
CONVERSION FROM SPECIFIED TO UNSPECIFIED DURATION EMPLOYMENT CONTRACTS IN CAMEROON
According to section 25(1)(a) of the Cameroon labour code of 1992, a contract of specified duration is one which termination is fixed in advance by
CONSTRUCTIVE DISMISSAL
Where instead of dismissing a worker, an employer adopts a course of conduct calculated to constrain the worker to submit his resignation, this will amount