[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fam-et\u002Fwork-in-ethiopia\u002Flabour-law\u002Fcontracts-and-dismissals":3,"sites:htmlblocks":130,"menu:\u002Fam-et:":1569,"footer:am-et":1697,"cite-subsites":1780,"subsites":5394,"cite-footer:am-et":5871,"suggested:am-et":5910},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":26,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"owner":46,"show_related_pages":53,"related_pages":54,"related_sites":128,"in_subsite":53,"contact_page_url":7,"banner_message":129},3550,"contracts-and-dismissals","ውሎችና ስንብቶች",null,"","\u002Fam-et\u002Fwork-in-ethiopia\u002Flabour-law\u002Fcontracts-and-dismissals","labourlaw.labourlawpage","am_ET","2025-08-13T07:12:13.496941+00:00","2026-04-06T13:27:21.974340+00:00","\u002Fcms\u002Fpages\u002F3550\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"ኢትዮጵያ","am-et",{"title":20,"slug":21},"ኢትዮጵያ ውስጥ ስራ","work-in-ethiopia",{"title":23,"slug":24},"የአሠሪና ሠራተኛ ሕግ","labour-law",{"title":6,"slug":5},{"title":27,"description":8,"image":28,"canonical":29,"robots":30,"og_type":31,"twitter_card":32,"locale":18,"created_at":33,"last_modified_at":34},"የስራ ዋስትና, በፅሁፍ የተቀመጡ የቅጥር ጉዳዮች, የተወሰነ ጊዜ ውል , የሙከራ ጊዜ - ኢትዮጵያ","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fam-et\u002Fwork-in-ethiopia\u002Flabour-law\u002Fcontracts-and-dismissals\u002F","index, follow","website","summary_large_image","2025-08-13T09:12:13.496941+02:00","2026-04-06T15:27:22.144070+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n \n\n \n \n \n \u003Ch1>ውሎችና ስንብቶች\u003C\u002Fh1>\n \u003Cspan class=\"lastupdated\">ይህ ገጽ ለመጨረሻ ጊዜ ተዘምነ:\n 2026-01-07\u003C\u002Fspan>\n\n \n\n \n\n \n \n \n \n \n \n \n \n \n\n\n \n \n \n \n \n \n \n \u003Cdiv class=\"teaserItem\">\n \u003Ch2>በፅሁፍ የተቀመጡ የቅጥር ጉዳዮች\u003C\u002Fh2>\n \u003Cp>የግለሰብ የቅጥር ስምምነት በቃል ወይም በፅሁፍ ሊሆን ይችላል፡፡ ለተወሰነ ጊዜ ወይም ስራ የተደረገ ውል ካልሆነ በስተቀር የስራ ቅጥር ውል ላልተወሰነ ጊዜ እንደተደረገ ይቆጠራል፡፡ የስራ ቅጥር ውል በግልፅ መቀመጥ ያለበት ሲሆን በህገወጥ ስራ ወይም ሞራልን የሚነኩ ተግባራትን ለመፈጸም ሊደረግ አይገባም፡፡ ውሉም በህጉ፣ በህብረት ስምምነቱ እና በስራ ደንብ ውስጥ ከተቀመጡት በተሻለ ለሰራተኛው አመቺ የሆኑ ድንጋጌዎችን ማካተት ይኖርበታል፡፡ የሥራ ቅጥር በጽሑፍ ካልተደረገ፡ አሠሪው የሥራ ቅጥር ኮንትራቱ በተጠናቀቀ በ15 ቀናት ውስጥ የሥራ ቅጥር ውል ዝርዝሮችን በጽሁፍ ማቅረብ ይጠበቅበታል፡፡ በጽሑፍ የተደረገ የስራ ቅጥር ውል (የስራ ውል ከሌለ ዝርዝር ሁኔታዎችን የሚገልጽ መግለጫ) የሚከተሉትን መግለጽ ይጠበቅበታል፡ የቀጣሪው ስምና አድራሻ፣ የሠራተኛው ስም፣ እድሜ ፣ አድራሻ እና የሥራ ካርድ ቁጥር፣ የቅጥሩ ዓይነት፣ የሥራ ቦታ፣ የደሞዝ መጠንና ስሌት፣ የክፍያው ጊዜ እና የኮንትራት ጊዜ፡፡ በሁለቱ ወገኖች መፈረም ይኖርበታል፡፡ አሰሪው የእነዚህን ድንጋጌዎች መስፈርቶች የማያሟላ ከሆነ ሰራተኛው በዚህ አዋጅ መሰረት የተሰጡትን መብቶችን ሊገፈፍ አይገባም፡፡\u003C\u002Fp>\n\u003Cp>ምንጭ፡ የአሰሪ እና ሰራተኛ አዋጅ ቁጥር 1156\u002F2019 አንቀጽ 4-8\u003C\u002Fp>\n \u003C\u002Fdiv>\n \n\n\n \n \n \n \n \n \n \n \u003Cdiv class=\"teaserItem\">\n \u003Ch2>የተወሰነ ጊዜ ውል\u003C\u002Fh2>\n \u003Cp>የኢትዮጵያ አሰሪና ሰራተኛ አዋጅ የቋሚነት ባህርይ ላላቸው ስራዎች የውስን ጊዜ ሰራተኞች መቅጠርን ይከለክላል፡፡ለተወሰነ ወይም ለተቆረጠ ጊዜ ወይም ለውስን ሥራ የሚሰራ የቅጥር ውል በሚከተሉት ሁኔታዎች ወቅት ሊፈፀም ይችላል፡፡ ተቀጣሪው ይሰራው ዘንድ ለተቀጠረበት የተወሰነ ስራ ከተጠናቀቀ\u002Fከተፈፀመ፣ በእረፍት ወይም በሕመም ወይም በሌላ ምክንያት ለጊዜው በስራው ላይ ያልተገኘን ሰው ለመተካት፣ ከተለመደው የተለየ የስራ ጫና በሚኖርበት ወቅት፣ በሕይወት ወይም በንብረት ላይ አደጋ ወይም ጉዳት እንዳይደርስ ለመከላከል የሚሰራ አስቸኳይ ስራ ሲኖር፣ በስራ ቦታ የሚገኙ የካምፓኒው ስራዎች፣ ማቴሪያሎች፣ ህንፃዎችንና ማሽኖችን እንከኖችንና ብልሽቶችን ለመጠገን፣ የዋናው ስራ አካል የሆነ ነገር ግን መደበኛ ባልሆነ ጊዜያት የሚሰራ መደበኛ ያልሆነ ስራ፣የቀጣሪው ዋና ስራ አካል የሆነና በዓመት ለተወሰነ ጊዜ የሚሰራ ነገር ግን በየተወሰነ ዓመት የሚደጋገሚ ወቅታዊ ስራ፣ የቀጣሪው ዋና ተግባር ወይም ስራ አካል ያልሆነ ነገር ግን አልፎ አልፎ የሚሰራ ስራ፣ የረዥም ጊዜ የስራ ውል እያለው በድንገትና ጠቅላላውን ከስራ የለቀቀን ሰራተኛ በጊዜያዊነት ለመተካት፣በአደረጃጀት መዋቅር ጥናትና በትግበራ መካከል ባለው ጊዜ በክፍት ቦታ በጊዜያዊነት ሰው ለመመደብ፡፡ የአሰሪና ሰራተኛ አዋጁ ከፍተኛውን የቋሚ ጊዜ ውል (እድሳትን ጨምሮ) የጊዜ ገደብ አላስቀመጠም፣ በዚህም ከላይ ከተገለፁት ሁለት ጉዳዮች በስተቀር ውሉ ከተከታታይ 45 ቀናት ሊበልጥ እንደማይችል እና አንድ ጊዜ ብቻ መደምደም እንዳለበት ተቀምጧል። ለተወሰነ ጊዜ\u002Fሥራ የተደረገ የሥራ ውል ከፍተኛው የቆይታ ጊዜ 5 ዓመት መሆኑ በፍትሐ ብሔር ህጉ ተደንግጓል፡፡ ሆኖም ሠራተኛው ከ5 ዓመት በኋላ ሥራውን ከቀጠለ ወይም ውሉ ከታደሰ ነባሩ ውል ላልተወሰነ ጊዜ\u002Fሥራ ውል እንደተደረገ ይሆናል፡፡\u003C\u002Fp>\n\u003Cp>አዲሱ የአሰሪና ሰራተኛ ጉዳይ አዋጅ አንድ ሰራተኛ በራሱ ቤት ሆኖ አሠሪው በቀጥታ ሳይቆጣጠረው ወይም ሳይመራው ለተሰራው ሥራ ደመወዝ የሚከፈልበትን በቤት የሚሰራን ስራ አካቷል፡፡ በራሱ ቤት በሚሠራ ሠራተኛና በአንድ አሠሪ መካከል የሚደረግ ውል ለተወሰነ ጊዜ ወይም ለተወሰነ ሥራ እንደተደረገ የሥራ ውል ይቆጠራል፡፡\u003C\u002Fp>\n\u003Cp>ምንጭ፡- የተሻሻለው የአሰሪና ሰራተኛ ጉዳይ አዋጅ ቁጥር 1156\u002F2019 አንቀፅ 9-10 እና 46፤የ1960 የፍታብሄር ህግ አዋጅ ቁጥር 165 አንቀፅ 2568\u003C\u002Fp>\n \u003C\u002Fdiv>\n \n\n\n \n \n \n \n \n \n \n \u003Cdiv class=\"teaserItem\">\n \u003Ch2>የሙከራ ጊዜ\u003C\u002Fh2>\n \u003Cp>በአሰሪና ሰራተኛ አዋጅ መሠረት የሙከራ ጊዜ አንድ ሰው በስራ ውሉ መሠረት ሊመደብበት ለታቀደው ቦታ ተስማሚ መሆኑን ለመመዘን የሚታይበት ጊዜ ነው፡፡ የሙከራ ጊዜው ስምምነት በፅሁፍ መደረግ ሲኖርበት ከ60 ተከታታይ ቀናት ሊበልጥ አይችልም፡፡ በተመሳሳይ ቀጣሪ ለተመሳሳይ ሥራ የተቀጠረ ሠራተኛ ከአመክሮ ነፃ ነው፡፡ የአመክሮ ተቀጣሪዎች ከሌሎች ተቀጣሪዎች ጋር ተመሳሳይ መብቶች እና ግዴታዎች አሏቸው፡፡ አንድ ሠራተኛ በአመክሮው ወቅት ለሥራው ተስማሚ ሳይሆን ከቀረ አሠሪው ያለምንም ማስጠንቀቂያና ምንም ዓይነት የጥቅማ ጥቅም ወይም የካሣ ክፍያ ኮንትራቱን ሊያቋርጥ ይችላል፡፡ ሠራተኛውም ያለምንም ማስጠንቀቂያ ኮንትራቱን ሊያቋርጥ ይችላል፡፡\u003C\u002Fp>\n\u003Cp>ምንጭ፡ የአሰሪ እና ሰራተኛ አዋጅ ቁጥር 1156\u002F2019 አንቀጽ 11\u003C\u002Fp>\n \u003C\u002Fdiv>\n \n\n\n \n \n \n \n \n \n \n \u003Cdiv class=\"teaserItem\">\n \u003Ch2>የቅጥር ማቋረጥ\u003C\u002Fh2>\n \u003Cp>የአሰሪና ሰራተኛ አዋጁ ሶስት ዋና ዋና የስራ ማቋረጥ ዓይነቶችን ይለያል። እነሡም፦\n1. በሕግ ሥራ ማቋረጥ፡- ይሄም የሚሆነው የተወሰነ ሥራ ሲጠናቀቅ፣ ሠራተኛው ከሞተ፣ ጡረታ በመውጣት፣ የድርጅቱ ሥራ በኪሳራ ምክንያት በቋሚነት ሲዘጋ፣ ወይም የሠራተኛው ቋሚ የአቅም ማነስ ሲኖር፣\n2. በስምምነት መቋረጥ፡- ሁለቱም ወገኖች የሥራ ግንኙነታቸውን ለማቆም ሲስማሙ።\n3. በአሰሪው ወይም በሰራተኛው የተጀመረ ማቋረጥ፡- ሁለቱም ወገኖች እንደየምክንያቱ (አንቀጽ 32፣ የአሰሪና ሰራተኛ አዋጅ ቁጥር 1156\u002F2019) በማስታወቂያም ሆነ ያለማስታወቂያ ውሉን ያቋርጣል።\u003C\u002Fp>\n\u003Cp>በአሠሪው የተጀመረ የሥራ ስምሪት ማቋረጥ ምክንያቶች የሥነ ምግባር ጉድለት፣ ደካማ አፈጻጸም፣ ኢኮኖሚያዊ ምክንያቶች ወይም የሥራ ማስኬጃ መስፈርቶችን ሊያካትቱ ይችላሉ።\u003C\u002Fp>\n\u003Cp>ሠራተኛው ከሚከተሉት ድርጊቶች ውስጥ አንዱን ቢፈጽም፡ አሠሪው ያለምንም ቅድመ-ማስታወቂያ የሥራ ውል ሊያቋርጥ ይችላል፡፡\n\u003Cstrong>1. በተደጋጋሚ መዘግየት ወይም መቅረት፡-\u003C\u002Fstrong>\n - በኅብረት ስምምነት፣ በሥራ ሕግ ወይም በሥራ ውል ካልተረጋገጠ በስተቀር፡ በስድስት ወር ጊዜ ውስጥ ለስምንት ጊዜ ከሥራ ማረፍድ የጽሑፍ ማስጠንቀቂያ ቢሰጥም ውል ሊቋረጥ ይችላል።\n - በስድስት ወር ጊዜ ውስጥ በአጠቃላይ ለአምስት ቀናት ከሥራ መቅረት፣ በአዋጁ ስለፈቃድ አሰጣጥ ድንጋጌዎች መሠረት የጽሁፍ ማስጠንቀቂያ ከተቀበለ በኋላ.\n\u003Cstrong>2. አለመታመን (የታማኝነት ችግር) ወይም ማጭበርበር:-\u003C\u002Fstrong>\n - በሥራ ላይ በማታለል ወይም በማጭበርበር ተግባር መሳተፍ።\n - በህገ-ወጥ መንገድ ራስን ወይም ሶስተኛ ወገንን ለማበልጸግ በማሰብ የአሰሪውን ንብረት ወይም ገንዘብ ያለአግባብ መበዝበዝ።\n\u003Cstrong>3. ደካማ አፈጻጸም፡-\u003C\u002Fstrong>\n - የቅድመ-ማስጠንቀቂያ ቢሰጠውም፡ ሰራተኛው በቋሚነት ከአቅሙ በታች እና በህብረት ስምምቱ ወይም ከስራ ቦታ ህግ ወይም በስራ ውሉ ከተስማማው የተለየ ዝቅተኛ አፈጻጸምን (በጥራት\u002Fበብዛት) ሲያሳይ፤\n\u003Cstrong>4. በሥራ ቦታ ብጥብጥ ወይም ማስተጓጎል፡\u003C\u002Fstrong>\n - የክስተቱን ክብደት ግምት ውስጥ በማስገባት በሥራ ላይ ለሚነሱ ግጭቶች ወይም ጠብ ተጠያቂ መሆን።\n - በሥራ ቦታ በማንኛውም ሰው ላይ አካላዊ ጥቃት መፈጸም።\n - በሥራ ቦታ ወሲባዊ ትንኮሳ ወይም ወሲባዊ ጥቃትን መፈጸም።\n\u003Cstrong>5. የወንጀል ተግባር፡-\u003C\u002Fstrong>\n - ሰራተኛው ከስራ ቦታቸው ጋር አብሮ የማይሄድ ወንጀል ጥፋተኛ መሆን።\n - ከ 30 ቀናት በላይ በፍርድ ቤት ቅጣት ምክንያት ከስራ መቅረት\n\u003Cstrong>6. የንብረት ውድመት፡-\u003C\u002Fstrong>\n - በአሠሪው ንብረት ወይም ከሥራ ጋር በተያያዙ ንብረቶች ላይ ሆን ተብሎ ወይም በቸልተኝነት ጉዳት ማድረስ።\n\u003Cstrong>7. የተከለከሉ ድርጊቶች (አንቀጽ 14(2) እንደተጠቀሰው)፡-\u003C\u002Fstrong>\n - የሠራተኛ ግዴታዎችን በሚዘረዝርበት በአንቀጽ 14(2) በግልጽ የተከለከሉ ድርጊቶችን መፈጸም። እነዚህም የሚከተሉትን ያካትታሉ:\n - ሆን ብሎ በስራ ቦታ ህይወትን ወይም ንብረትን አደጋ ላይ ይጥላል።\n - ያለፈቃድ የአሰሪውን ንብረት ማስወገድ.\n - የተጭበረበሩ ሰነዶችን መጠቀም.\n - ሕገወጥ እጾችን ወይም አልኮልን መጠቀም፣ አፈጻጸምን ማበላሸት\n - ለበጎ ምክንያት በሕግ ወይም በአሠሪ የሚፈለጉትን የሕክምና ምርመራዎች (ኤችአይቪ\u002Fኤድስን ሳይጨምር) አለመቀበል።\n - የደህንነት\u002Fየአደጋ መከላከያ ደንቦችን ወይም ቅድመ ጥንቃቄዎችን ችላ ማለት።\n - በሥራ ሰዓት ያልተፈቀዱ ስብሰባዎችን ማካሄድ\n\u003Cstrong>8. ሌሎች ጥሰቶች፡-\u003C\u002Fstrong>\n - በህብረት ስምምነት ውስጥ በግልፅ የተዘረዘሩት ሁኔታዎችን መጣስ ያለማሳወቂያ ለማቋረጥ ምክንያት ሆኖ በግልፅ ተቀምጧል።\n\u003Cstrong>አሰራር እና ገደቦች (አንቀጽ 27(2)–(4))\u003C\u002Fstrong>\n - የጽሁፍ ማስታወቂያ፡- ምንም እንኳን የቅድሚያ ማስታወቂያ ባይጠየቅም፡ ቀጣሪው ውል የመቋረጡን ምክንያት እና የሚፀናበትን ቀን በጽሁፍ ለሰራተኛው ማሳወቅ አለበት።\n - የጊዜ ገደብ፡- አሠሪው ጥፋቱን ካወቁበት ቀን አንሥቶ በ30 የሥራ ቀናት ውስጥ መፈፀም አለበት (ወይም ጥፋቱ ሂደት ላይ ከሆነ ጥፋቱ ሲቆም) ወይም ያለማስጠንቀቂያ የማቋረጥ መብት ሲኖር።\n - የማስረዳት ሀላፊነት:- ክርክር ከተነሳ: አሰሪው ጥፋቱን በፍርድ ቤት ወይም በቦርድ ፊት ቀርቦ የማስረዳት ሀላፊነት አለበት።\u003C\u002Fp>\n\u003Cp>በአሰሪና ሰራተኛ አዋጁ ውስጥ በግልፅ የሚፈቀዱ ልዩ ሁኔታዎች እስካልተገኙ ድረስ ቀጣሪዎች በሚከተሉት ምክንያቶች የስራ ውልን እንዳይቋረጡ ታግደዋል፡-\u003C\u002Fp>\n\u003Cp>\u003Cstrong>1. በሠራተኛ ማኅበር አባል መሆን ወይም በኅብረት እንቅስቃሴዎች ውስጥ መሳተፍ፡-\u003C\u002Fstrong>\n- የሠራተኛ ማኅበር አባል በመሆኑ ወይም ከሥራ ሰዓት ውጭ በማህበር እንቅስቃሴዎች ውስጥ ህጋዊ ተሳትፎ በማድረጉ ምክንያት ውል ማቋረጥ የተከለከለ ነው።\n- የሠራተኛ ማኅበሩ እንቅስቃሴ በሥራ ሰዓት ውስጥ ከሆነ በአሰሪው ወይም በኅብረት ስምምነት በኩል መፈቀድ አለት፤ አለበለዚያ ክልከላ ተግባራዊ ይሆናል፡፡\u003C\u002Fp>\n\u003Cp>\u003Cstrong>2. የሠራተኛ ማኅበሩን ቢሮ ለማስተዳደር ወይም መያዝ፡-\u003C\u002Fstrong>\n- ሠራተኞች እንደ ማኅበር ተወካይ ሆነው ለመሥራ በመፈለጋቸው (ለምሳሌ፡- በመሪነት\u002Fበሠራተኛ ማኅበሩ ሀላፊነት ሚና) ወይም በሀላፊነት ደረጃ\u002Fሀላፊውን በመወከል የማህበሩን ሥራ በመሥራታቸው ከሥራ ሊባረሩ አይችሉም።\u003C\u002Fp>\n\u003Cp>\u003Cstrong>3. ቅሬታዎችን ማቅረብ ወይም በህግ ሂደት ውስጥ መሳተፍ፡-\u003C\u002Fstrong>\n- በግልም ሆነ በቡድን በአሠሪው ላይ ቅሬታ ስላቀረበ\u002Fቡ የስራ ውል ማቋረጥ የተከለከለ ነው።\n- እንዲሁም ሰራተኛው በአሰሪው ላይ በፍርድ ወይም በአስተዳደራዊ ሂደቶች ውስጥ ከተሳተፈ የተከለከለ ነው (ለምሳሌ:- በስራ ክርክር ውስጥ መመስከር)\u003C\u002Fp>\n\u003Cp>\u003Cstrong>4. በህግ በተከበሩ ባህሪያት ላይ የተመሰረተ መድልዎ፡-\u003C\u002Fstrong>\n- በሠራተኛው ዘር፣ ቀለም፣ ጾታ፣ ሃይማኖት፣ የፖለቲካ አመለካከት፣ ብሔራዊ ማንነት፣ የዘር ምንጭ፣ የጋብቻ ሁኔታ፣ የአካል ጉዳት፣ የቤተሰብ ኃላፊነቶች ወይም ማህበራዊ አቋም የተነሳሳ ማሰናበት ሕገ-ወጥ ነው።\u003C\u002Fp>\n\u003Cp>\u003Cstrong>5. በእርግዝና፣ በወሊድ ፈቃድ ወይም ተዛማጅ መቅረቶች፡-\u003C\u002Fstrong>\n- በሠራተኛዋ እርግዝና፣ በወሊድ ፈቃድ መቅረት ወይም በህመም ወይም በአካል ጉዳት ምክንያት በጊዜያዊነት መቅረት (በአንቀጽ 85(2) የተደነገገው እስከ 6 ወር የሚደርስ የሕመም ፈቃድ በመኖሩ ምክንያት፡ ይሄንን ህግ በትክክል መተግበሩን ሳያስተውሉ) ውል ማቋረጥ የተከለከለ ነው።\u003C\u002Fp>\n\u003Cp>\u003Cstrong>6. ጊዜያዊ ሕመም ወይም ጉዳት ሲያጋጥም፡-\u003C\u002Fstrong>\n- በሕመም ፈቃድ መብቱ መሰረት (አንቀጽ 85፡ ሰራተኛው በህመም ሲያጋጥመው 3 ወር ሙሉ ክፍያ፣ 3 ወር በግማሽ ክፍያ እየተከፈለው፡ ከ6 ወር በላይ ካልረዘመ በቀር በአንቀጽ 28(1)(ሐ) መሠረት እንደገና ምደባ ወይም መቋረጥ ካላስከተለ በስተቀር በጊዜያዊ መቅረት ምክንያት በህመም ወይም በጉዳት ከሥራ መባረር ሊከሰት አይችልም።\u003C\u002Fp>\n\u003Cp>ከሥራ መባረር በከባድ የሥነ ምግባር ጉድለት (ለምሳሌ፣ መዘግየት፣ ስርቆት፣ ሁከት) ወይም ፍትሃዊ በሆነ ምክንያት (ሕጋዊ ምክንያቶች ከማስታወቂያ ጋር: ለምሳሌ፣ የኢኮኖሚ ቅነሳ፣ ቋሚ የአቅም ማነስ)፣ አሰሪው ተገቢውን ሂደት ከተከተለ ከላይ ያሉት ክልከላዎች አይተገበሩም።\u003C\u002Fp>\n\u003Cp>አንድ ሰራተኛ በተከለከለው የውል ማቋረጥ መሰረት ከስራ መባረርን ከተናገረ አሰሪው መቋረጡ በህጋዊ ምክንያት በሰራተኛ ግንኙነት ቦርድ ወይም በፍርድ ቤት የተፈረደ መሆኑን ማረጋገጥ አለበት።\u003C\u002Fp>\n\u003Cp>በሚከተሉት ሁኔታዎች ውስጥ አንድ ሠራተኛ ተገቢውን ማስታወቂያ ሳይሰጥ የሥራ ስምሪት ውሉን ማቋረጥ ይችላል።\n\u003Cstrong>- አሰሪው በወንጀል ህግ የሚያስቀጣ ድርጊት የፈፀመ ከሆነ፡-\u003C\u002Fstrong> አሰሪው የሰውን ክብር እና ሞራል የሚጻረር ድርጊት የፈፀመ እንደሆነ፣ ወይም በወንጀል ህግ በሰራተኛው ላይ የሚያስቀጣ ተግባር የፈፀመ እንደሆነ፡\n\u003Cstrong>- በአሰሪው የሚደርስበት ትንኮሳ ወይም እንግልት፡-\u003C\u002Fstrong> ሰራተኛው በአሰሪው ወይም በአስተዳዳሪው ሰራተኛ የፆታዊ ትንኮሳ ወይም ወሲባዊ ጥቃት ሰለባ ከሆነ\n\u003Cstrong>- ደህንነቱ ያልተጠበቀ ወይም ጎጂ የስራ ሁኔታ፡-\u003C\u002Fstrong> የስራ አካባቢው በሰራተኛው ጤና እና ደህንነት ላይ ከባድ አደጋ ካጋጠመው እና ቀጣሪው በተደጋጋሚ ማስጠንቀቂያ ቢሰጥም ለማስተካከል እርምጃ ካልወሰደ\n\u003Cstrong>- ቀጣሪው የውል ግዴታዎችን አለመወጣት፡-\u003C\u002Fstrong> አሠሪው በዚህ አዋጅ፣በጋራ ስምምነት፣በሥራ ሕጎች ወይም በሌሎች አግባብነት ባላቸው ሕጎች በተደነገገው መሠረት ለሠራተኛው ያለውን መሠረታዊ ግዴታ በተደጋጋሚ ካልተወጣ። ይህም የሙሉ እና ወቅታዊ የደመወዝ ክፍያ እና ሌሎች ክፍያዎችን ይጨምራል።\n- የአሰሪና ሰራተኛ አዋጁ የጅምላ ስንብት ወይም የሰው ሃይል ቅነሳን ይቆጣጠራል። የሰራተኛ ጉልበት መቀነስ ማለት የድርጅቱን የሰው ኃይል ለአሰራር ወይም ለድርጅታዊ መስፈርቶች ማቋረጥን ያመለክታል። ቢያንስ 10% ሰራተኞች ሲጎዱ የጅምላ ስንብት ወይም የሰው ሃይል መቀነስ ይከሰታል ተብሎ ይታሰባል። ከ20-50 ሠራተኞች ባሉባቸው ኢንተርፕራይዞች ውስጥ ቢያንስ አምስት ሠራተኞች በተከታታይ በ10 ቀናት ውስጥ ከሥራ ሲሰናበቱ የጅምላ መባረር ይከሰታል። አሰሪው ከሰራተኛ ማህበር ወይም ከሰራተኛ ተወካዮች ጋር መመካከር አለበት፡፡ ይሄም አላማው የተለያዩ ከስራ መባረር አማራጮችን ማሰስ እና ከፍተኛ ክህሎት እና ምርታማነት ያላቸው ሰራተኞች እንዲቆዩ ማድረግ ነው። በሠራተኛ ኃይል ቅነሳ በመጀመሪያ የሚቀነሱት ሠራተኞች በድርጅቱ ውስጥ አጭር የአገልግሎት ጊዜ ያላቸው (የአገልግሎት ጊዜ መስፈርት) እና ጥቂት ጥገኞች (የቤተሰብብዛት መስፈርት) ያላቸው መሆን አለባቸው። እንደ ነፍሰ ጡር እናቶች እና ከታሰሩ አራት ወራት የሆናቸው እናቶች፣ አካል ጉዳተኛ ሰራተኞች፣ በስራ ላይ ጉዳት የደረሰባቸው ሰራተኞች እና የሰራተኞች ተወካዮች ባሉበት ለመቆየት ቅድሚያ ሊሰጣቸው ይገባል።\u003C\u002Fp>\n\u003Cp>በአሰሪና ሰራተኛ አዋጅ መሰረት ቀጣሪው ስራው የተቋረጠበት ሰራተኛ ሲጠይቀው የሰራው ስራ አይነት፣የአገልግሎት ዘመኑን እና ለሰራተኛው የሚከፈለውን ደመወዝ የሚገልጽ የአገልግሎት ሰርተፍኬት ይሰጣል።\u003C\u002Fp>\n\u003Cp>ምንጭ፡- የአሰሪና ሰራተኛ አዋጅ ቁጥር 1156\u002F2019 አንቀጽ 12(8) እና 26-41\u003C\u002Fp>\n \u003C\u002Fdiv>\n \n\n\n \n \n \n\n \n \n \n \u003Cdiv class=\"regulations\">\n \u003Ch2>የስራ ሁኔታዎችን የተመለከቱ ደንቦች\u003C\u002Fh2>\n \u003Cul>\n \u003Cli>\n የአሰሪና ሰራተኛ አዋጅ ቁ. 1156\u002F2011 \u002F Labour Proclamation No. 1156\u002F2019\n \u003C\u002Fli>\n \u003Cli>\n በ1975 የወጣው እና በ1996 የተሻሻለው የህዝባዊ ክብረ በዓላት እና እረፍት ቀናት አዋጅ \u002F Public Holidays and Rest Day Proclamation 1975, amended in 1996\n \u003C\u002Fli>\n \u003C\u002Ful>\n \u003C\u002Fdiv>\n\n \n\n \n \n \n \u003Cdiv class=\"related\">\n \u003Ch2>ተያያዥ ርዕሶች\u003C\u002Fh2>\n \n _ll_noticeseverance_URL_\n \n _ll_workwages_URL_\n \n _ll_maternity_URL_\n \n _ll_sickleave_URL_\n \n _CBA_FOLDER_URL_\n \n \u003C\u002Fdiv>\n\n \n\n \n\n \n \n\n \n\n \n \n\n \n \u003Cstyle>\n\n h1, h2, h3 {\n font-weight: bold;\n margin-top: 20px;\n margin-bottom: 10px;\n }\n \n .related a {\n display:block;\n border: 1px solid transparent;\n }\n\n ul ol, ol ol, ol ul {\n font-size: 100%;\n }\n\n \u003C\u002Fstyle>\n\n \n\n\u003C\u002Fdiv>","የተመለከቱ ደንቦች - የስራ ዋስትና, በፅሁፍ የተቀመጡ የቅጥር ጉዳዮች, የተወሰነ ጊዜ ውል , የሙከራ ጊዜ , የስራ ሁኔታዎችን የተመለከቱ ደንቦች - ኢትዮጵያ","\u003Cdiv>\n\n\u003Cspan>ይህ ገጽ ለመጨረሻ ጊዜ ተዘምነ:\n 2026-01-07\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>በፅሁፍ የተቀመጡ የቅጥር ጉዳዮች\u003C\u002Fh2>\n\u003Cp>የግለሰብ የቅጥር ስምምነት በቃል ወይም በፅሁፍ ሊሆን ይችላል፡፡ ለተወሰነ ጊዜ ወይም ስራ የተደረገ ውል ካልሆነ በስተቀር የስራ ቅጥር ውል ላልተወሰነ ጊዜ እንደተደረገ ይቆጠራል፡፡ የስራ ቅጥር ውል በግልፅ መቀመጥ ያለበት ሲሆን በህገወጥ ስራ ወይም ሞራልን የሚነኩ ተግባራትን ለመፈጸም ሊደረግ አይገባም፡፡ ውሉም በህጉ፣ በህብረት ስምምነቱ እና በስራ ደንብ ውስጥ ከተቀመጡት በተሻለ ለሰራተኛው አመቺ የሆኑ ድንጋጌዎችን ማካተት ይኖርበታል፡፡ የሥራ ቅጥር በጽሑፍ ካልተደረገ፡ አሠሪው የሥራ ቅጥር ኮንትራቱ በተጠናቀቀ በ15 ቀናት ውስጥ የሥራ ቅጥር ውል ዝርዝሮችን በጽሁፍ ማቅረብ ይጠበቅበታል፡፡ በጽሑፍ የተደረገ የስራ ቅጥር ውል (የስራ ውል ከሌለ ዝርዝር ሁኔታዎችን የሚገልጽ መግለጫ) የሚከተሉትን መግለጽ ይጠበቅበታል፡ የቀጣሪው ስምና አድራሻ፣ የሠራተኛው ስም፣ እድሜ ፣ አድራሻ እና የሥራ ካርድ ቁጥር፣ የቅጥሩ ዓይነት፣ የሥራ ቦታ፣ የደሞዝ መጠንና ስሌት፣ የክፍያው ጊዜ እና የኮንትራት ጊዜ፡፡ በሁለቱ ወገኖች መፈረም ይኖርበታል፡፡ አሰሪው የእነዚህን ድንጋጌዎች መስፈርቶች የማያሟላ ከሆነ ሰራተኛው በዚህ አዋጅ መሰረት የተሰጡትን መብቶችን ሊገፈፍ አይገባም፡፡\u003C\u002Fp>\n\u003Cp>ምንጭ፡ የአሰሪ እና ሰራተኛ አዋጅ ቁጥር 1156\u002F2019 አንቀጽ 4-8\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>የተወሰነ ጊዜ ውል\u003C\u002Fh2>\n\u003Cp>የኢትዮጵያ አሰሪና ሰራተኛ አዋጅ የቋሚነት ባህርይ ላላቸው ስራዎች የውስን ጊዜ ሰራተኞች መቅጠርን ይከለክላል፡፡ለተወሰነ ወይም ለተቆረጠ ጊዜ ወይም ለውስን ሥራ የሚሰራ የቅጥር ውል በሚከተሉት ሁኔታዎች ወቅት ሊፈፀም ይችላል፡፡ ተቀጣሪው ይሰራው ዘንድ ለተቀጠረበት የተወሰነ ስራ ከተጠናቀቀ\u002Fከተፈፀመ፣ በእረፍት ወይም በሕመም ወይም በሌላ ምክንያት ለጊዜው በስራው ላይ ያልተገኘን ሰው ለመተካት፣ ከተለመደው የተለየ የስራ ጫና በሚኖርበት ወቅት፣ በሕይወት ወይም በንብረት ላይ አደጋ ወይም ጉዳት እንዳይደርስ ለመከላከል የሚሰራ አስቸኳይ ስራ ሲኖር፣ በስራ ቦታ የሚገኙ የካምፓኒው ስራዎች፣ ማቴሪያሎች፣ ህንፃዎችንና ማሽኖችን እንከኖችንና ብልሽቶችን ለመጠገን፣ የዋናው ስራ አካል የሆነ ነገር ግን መደበኛ ባልሆነ ጊዜያት የሚሰራ መደበኛ ያልሆነ ስራ፣የቀጣሪው ዋና ስራ አካል የሆነና በዓመት ለተወሰነ ጊዜ የሚሰራ ነገር ግን በየተወሰነ ዓመት የሚደጋገሚ ወቅታዊ ስራ፣ የቀጣሪው ዋና ተግባር ወይም ስራ አካል ያልሆነ ነገር ግን አልፎ አልፎ የሚሰራ ስራ፣ የረዥም ጊዜ የስራ ውል እያለው በድንገትና ጠቅላላውን ከስራ የለቀቀን ሰራተኛ በጊዜያዊነት ለመተካት፣በአደረጃጀት መዋቅር ጥናትና በትግበራ መካከል ባለው ጊዜ በክፍት ቦታ በጊዜያዊነት ሰው ለመመደብ፡፡ የአሰሪና ሰራተኛ አዋጁ ከፍተኛውን የቋሚ ጊዜ ውል (እድሳትን ጨምሮ) የጊዜ ገደብ አላስቀመጠም፣ በዚህም ከላይ ከተገለፁት ሁለት ጉዳዮች በስተቀር ውሉ ከተከታታይ 45 ቀናት ሊበልጥ እንደማይችል እና አንድ ጊዜ ብቻ መደምደም እንዳለበት ተቀምጧል። ለተወሰነ ጊዜ\u002Fሥራ የተደረገ የሥራ ውል ከፍተኛው የቆይታ ጊዜ 5 ዓመት መሆኑ በፍትሐ ብሔር ህጉ ተደንግጓል፡፡ ሆኖም ሠራተኛው ከ5 ዓመት በኋላ ሥራውን ከቀጠለ ወይም ውሉ ከታደሰ ነባሩ ውል ላልተወሰነ ጊዜ\u002Fሥራ ውል እንደተደረገ ይሆናል፡፡\u003C\u002Fp>\n\u003Cp>አዲሱ የአሰሪና ሰራተኛ ጉዳይ አዋጅ አንድ ሰራተኛ በራሱ ቤት ሆኖ አሠሪው በቀጥታ ሳይቆጣጠረው ወይም ሳይመራው ለተሰራው ሥራ ደመወዝ የሚከፈልበትን በቤት የሚሰራን ስራ አካቷል፡፡ በራሱ ቤት በሚሠራ ሠራተኛና በአንድ አሠሪ መካከል የሚደረግ ውል ለተወሰነ ጊዜ ወይም ለተወሰነ ሥራ እንደተደረገ የሥራ ውል ይቆጠራል፡፡\u003C\u002Fp>\n\u003Cp>ምንጭ፡- የተሻሻለው የአሰሪና ሰራተኛ ጉዳይ አዋጅ ቁጥር 1156\u002F2019 አንቀፅ 9-10 እና 46፤የ1960 የፍታብሄር ህግ አዋጅ ቁጥር 165 አንቀፅ 2568\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>የሙከራ ጊዜ\u003C\u002Fh2>\n\u003Cp>በአሰሪና ሰራተኛ አዋጅ መሠረት የሙከራ ጊዜ አንድ ሰው በስራ ውሉ መሠረት ሊመደብበት ለታቀደው ቦታ ተስማሚ መሆኑን ለመመዘን የሚታይበት ጊዜ ነው፡፡ የሙከራ ጊዜው ስምምነት በፅሁፍ መደረግ ሲኖርበት ከ60 ተከታታይ ቀናት ሊበልጥ አይችልም፡፡ በተመሳሳይ ቀጣሪ ለተመሳሳይ ሥራ የተቀጠረ ሠራተኛ ከአመክሮ ነፃ ነው፡፡ የአመክሮ ተቀጣሪዎች ከሌሎች ተቀጣሪዎች ጋር ተመሳሳይ መብቶች እና ግዴታዎች አሏቸው፡፡ አንድ ሠራተኛ በአመክሮው ወቅት ለሥራው ተስማሚ ሳይሆን ከቀረ አሠሪው ያለምንም ማስጠንቀቂያና ምንም ዓይነት የጥቅማ ጥቅም ወይም የካሣ ክፍያ ኮንትራቱን ሊያቋርጥ ይችላል፡፡ ሠራተኛውም ያለምንም ማስጠንቀቂያ ኮንትራቱን ሊያቋርጥ ይችላል፡፡\u003C\u002Fp>\n\u003Cp>ምንጭ፡ የአሰሪ እና ሰራተኛ አዋጅ ቁጥር 1156\u002F2019 አንቀጽ 11\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>የቅጥር ማቋረጥ\u003C\u002Fh2>\n\u003Cp>የአሰሪና ሰራተኛ አዋጁ ሶስት ዋና ዋና የስራ ማቋረጥ ዓይነቶችን ይለያል። እነሡም፦\n1. በሕግ ሥራ ማቋረጥ፡- ይሄም የሚሆነው የተወሰነ ሥራ ሲጠናቀቅ፣ ሠራተኛው ከሞተ፣ ጡረታ በመውጣት፣ የድርጅቱ ሥራ በኪሳራ ምክንያት በቋሚነት ሲዘጋ፣ ወይም የሠራተኛው ቋሚ የአቅም ማነስ ሲኖር፣\n2. በስምምነት መቋረጥ፡- ሁለቱም ወገኖች የሥራ ግንኙነታቸውን ለማቆም ሲስማሙ።\n3. በአሰሪው ወይም በሰራተኛው የተጀመረ ማቋረጥ፡- ሁለቱም ወገኖች እንደየምክንያቱ (አንቀጽ 32፣ የአሰሪና ሰራተኛ አዋጅ ቁጥር 1156\u002F2019) በማስታወቂያም ሆነ ያለማስታወቂያ ውሉን ያቋርጣል።\u003C\u002Fp>\n\u003Cp>በአሠሪው የተጀመረ የሥራ ስምሪት ማቋረጥ ምክንያቶች የሥነ ምግባር ጉድለት፣ ደካማ አፈጻጸም፣ ኢኮኖሚያዊ ምክንያቶች ወይም የሥራ ማስኬጃ መስፈርቶችን ሊያካትቱ ይችላሉ።\u003C\u002Fp>\n\u003Cp>ሠራተኛው ከሚከተሉት ድርጊቶች ውስጥ አንዱን ቢፈጽም፡ አሠሪው ያለምንም ቅድመ-ማስታወቂያ የሥራ ውል ሊያቋርጥ ይችላል፡፡\n\u003Cstrong>1. በተደጋጋሚ መዘግየት ወይም መቅረት፡-\u003C\u002Fstrong>\n - በኅብረት ስምምነት፣ በሥራ ሕግ ወይም በሥራ ውል ካልተረጋገጠ በስተቀር፡ በስድስት ወር ጊዜ ውስጥ ለስምንት ጊዜ ከሥራ ማረፍድ የጽሑፍ ማስጠንቀቂያ ቢሰጥም ውል ሊቋረጥ ይችላል።\n - በስድስት ወር ጊዜ ውስጥ በአጠቃላይ ለአምስት ቀናት ከሥራ መቅረት፣ በአዋጁ ስለፈቃድ አሰጣጥ ድንጋጌዎች መሠረት የጽሁፍ ማስጠንቀቂያ ከተቀበለ በኋላ.\n\u003Cstrong>2. አለመታመን (የታማኝነት ችግር) ወይም ማጭበርበር:-\u003C\u002Fstrong>\n - በሥራ ላይ በማታለል ወይም በማጭበርበር ተግባር መሳተፍ።\n - በህገ-ወጥ መንገድ ራስን ወይም ሶስተኛ ወገንን ለማበልጸግ በማሰብ የአሰሪውን ንብረት ወይም ገንዘብ ያለአግባብ መበዝበዝ።\n\u003Cstrong>3. ደካማ አፈጻጸም፡-\u003C\u002Fstrong>\n - የቅድመ-ማስጠንቀቂያ ቢሰጠውም፡ ሰራተኛው በቋሚነት ከአቅሙ በታች እና በህብረት ስምምቱ ወይም ከስራ ቦታ ህግ ወይም በስራ ውሉ ከተስማማው የተለየ ዝቅተኛ አፈጻጸምን (በጥራት\u002Fበብዛት) ሲያሳይ፤\n\u003Cstrong>4. በሥራ ቦታ ብጥብጥ ወይም ማስተጓጎል፡\u003C\u002Fstrong>\n - የክስተቱን ክብደት ግምት ውስጥ በማስገባት በሥራ ላይ ለሚነሱ ግጭቶች ወይም ጠብ ተጠያቂ መሆን።\n - በሥራ ቦታ በማንኛውም ሰው ላይ አካላዊ ጥቃት መፈጸም።\n - በሥራ ቦታ ወሲባዊ ትንኮሳ ወይም ወሲባዊ ጥቃትን መፈጸም።\n\u003Cstrong>5. የወንጀል ተግባር፡-\u003C\u002Fstrong>\n - ሰራተኛው ከስራ ቦታቸው ጋር አብሮ የማይሄድ ወንጀል ጥፋተኛ መሆን።\n - ከ 30 ቀናት በላይ በፍርድ ቤት ቅጣት ምክንያት ከስራ መቅረት\n\u003Cstrong>6. የንብረት ውድመት፡-\u003C\u002Fstrong>\n - በአሠሪው ንብረት ወይም ከሥራ ጋር በተያያዙ ንብረቶች ላይ ሆን ተብሎ ወይም በቸልተኝነት ጉዳት ማድረስ።\n\u003Cstrong>7. የተከለከሉ ድርጊቶች (አንቀጽ 14(2) እንደተጠቀሰው)፡-\u003C\u002Fstrong>\n - የሠራተኛ ግዴታዎችን በሚዘረዝርበት በአንቀጽ 14(2) በግልጽ የተከለከሉ ድርጊቶችን መፈጸም። እነዚህም የሚከተሉትን ያካትታሉ:\n - ሆን ብሎ በስራ ቦታ ህይወትን ወይም ንብረትን አደጋ ላይ ይጥላል።\n - ያለፈቃድ የአሰሪውን ንብረት ማስወገድ.\n - የተጭበረበሩ ሰነዶችን መጠቀም.\n - ሕገወጥ እጾችን ወይም አልኮልን መጠቀም፣ አፈጻጸምን ማበላሸት\n - ለበጎ ምክንያት በሕግ ወይም በአሠሪ የሚፈለጉትን የሕክምና ምርመራዎች (ኤችአይቪ\u002Fኤድስን ሳይጨምር) አለመቀበል።\n - የደህንነት\u002Fየአደጋ መከላከያ ደንቦችን ወይም ቅድመ ጥንቃቄዎችን ችላ ማለት።\n - በሥራ ሰዓት ያልተፈቀዱ ስብሰባዎችን ማካሄድ\n\u003Cstrong>8. ሌሎች ጥሰቶች፡-\u003C\u002Fstrong>\n - በህብረት ስምምነት ውስጥ በግልፅ የተዘረዘሩት ሁኔታዎችን መጣስ ያለማሳወቂያ ለማቋረጥ ምክንያት ሆኖ በግልፅ ተቀምጧል።\n\u003Cstrong>አሰራር እና ገደቦች (አንቀጽ 27(2)–(4))\u003C\u002Fstrong>\n - የጽሁፍ ማስታወቂያ፡- ምንም እንኳን የቅድሚያ ማስታወቂያ ባይጠየቅም፡ ቀጣሪው ውል የመቋረጡን ምክንያት እና የሚፀናበትን ቀን በጽሁፍ ለሰራተኛው ማሳወቅ አለበት።\n - የጊዜ ገደብ፡- አሠሪው ጥፋቱን ካወቁበት ቀን አንሥቶ በ30 የሥራ ቀናት ውስጥ መፈፀም አለበት (ወይም ጥፋቱ ሂደት ላይ ከሆነ ጥፋቱ ሲቆም) ወይም ያለማስጠንቀቂያ የማቋረጥ መብት ሲኖር።\n - የማስረዳት ሀላፊነት:- ክርክር ከተነሳ: አሰሪው ጥፋቱን በፍርድ ቤት ወይም በቦርድ ፊት ቀርቦ የማስረዳት ሀላፊነት አለበት።\u003C\u002Fp>\n\u003Cp>በአሰሪና ሰራተኛ አዋጁ ውስጥ በግልፅ የሚፈቀዱ ልዩ ሁኔታዎች እስካልተገኙ ድረስ ቀጣሪዎች በሚከተሉት ምክንያቶች የስራ ውልን እንዳይቋረጡ ታግደዋል፡-\u003C\u002Fp>\n\u003Cp>\u003Cstrong>1. በሠራተኛ ማኅበር አባል መሆን ወይም በኅብረት እንቅስቃሴዎች ውስጥ መሳተፍ፡-\u003C\u002Fstrong>\n- የሠራተኛ ማኅበር አባል በመሆኑ ወይም ከሥራ ሰዓት ውጭ በማህበር እንቅስቃሴዎች ውስጥ ህጋዊ ተሳትፎ በማድረጉ ምክንያት ውል ማቋረጥ የተከለከለ ነው።\n- የሠራተኛ ማኅበሩ እንቅስቃሴ በሥራ ሰዓት ውስጥ ከሆነ በአሰሪው ወይም በኅብረት ስምምነት በኩል መፈቀድ አለት፤ አለበለዚያ ክልከላ ተግባራዊ ይሆናል፡፡\u003C\u002Fp>\n\u003Cp>\u003Cstrong>2. የሠራተኛ ማኅበሩን ቢሮ ለማስተዳደር ወይም መያዝ፡-\u003C\u002Fstrong>\n- ሠራተኞች እንደ ማኅበር ተወካይ ሆነው ለመሥራ በመፈለጋቸው (ለምሳሌ፡- በመሪነት\u002Fበሠራተኛ ማኅበሩ ሀላፊነት ሚና) ወይም በሀላፊነት ደረጃ\u002Fሀላፊውን በመወከል የማህበሩን ሥራ በመሥራታቸው ከሥራ ሊባረሩ አይችሉም።\u003C\u002Fp>\n\u003Cp>\u003Cstrong>3. ቅሬታዎችን ማቅረብ ወይም በህግ ሂደት ውስጥ መሳተፍ፡-\u003C\u002Fstrong>\n- በግልም ሆነ በቡድን በአሠሪው ላይ ቅሬታ ስላቀረበ\u002Fቡ የስራ ውል ማቋረጥ የተከለከለ ነው።\n- እንዲሁም ሰራተኛው በአሰሪው ላይ በፍርድ ወይም በአስተዳደራዊ ሂደቶች ውስጥ ከተሳተፈ የተከለከለ ነው (ለምሳሌ:- በስራ ክርክር ውስጥ መመስከር)\u003C\u002Fp>\n\u003Cp>\u003Cstrong>4. በህግ በተከበሩ ባህሪያት ላይ የተመሰረተ መድልዎ፡-\u003C\u002Fstrong>\n- በሠራተኛው ዘር፣ ቀለም፣ ጾታ፣ ሃይማኖት፣ የፖለቲካ አመለካከት፣ ብሔራዊ ማንነት፣ የዘር ምንጭ፣ የጋብቻ ሁኔታ፣ የአካል ጉዳት፣ የቤተሰብ ኃላፊነቶች ወይም ማህበራዊ አቋም የተነሳሳ ማሰናበት ሕገ-ወጥ ነው።\u003C\u002Fp>\n\u003Cp>\u003Cstrong>5. በእርግዝና፣ በወሊድ ፈቃድ ወይም ተዛማጅ መቅረቶች፡-\u003C\u002Fstrong>\n- በሠራተኛዋ እርግዝና፣ በወሊድ ፈቃድ መቅረት ወይም በህመም ወይም በአካል ጉዳት ምክንያት በጊዜያዊነት መቅረት (በአንቀጽ 85(2) የተደነገገው እስከ 6 ወር የሚደርስ የሕመም ፈቃድ በመኖሩ ምክንያት፡ ይሄንን ህግ በትክክል መተግበሩን ሳያስተውሉ) ውል ማቋረጥ የተከለከለ ነው።\u003C\u002Fp>\n\u003Cp>\u003Cstrong>6. ጊዜያዊ ሕመም ወይም ጉዳት ሲያጋጥም፡-\u003C\u002Fstrong>\n- በሕመም ፈቃድ መብቱ መሰረት (አንቀጽ 85፡ ሰራተኛው በህመም ሲያጋጥመው 3 ወር ሙሉ ክፍያ፣ 3 ወር በግማሽ ክፍያ እየተከፈለው፡ ከ6 ወር በላይ ካልረዘመ በቀር በአንቀጽ 28(1)(ሐ) መሠረት እንደገና ምደባ ወይም መቋረጥ ካላስከተለ በስተቀር በጊዜያዊ መቅረት ምክንያት በህመም ወይም በጉዳት ከሥራ መባረር ሊከሰት አይችልም።\u003C\u002Fp>\n\u003Cp>ከሥራ መባረር በከባድ የሥነ ምግባር ጉድለት (ለምሳሌ፣ መዘግየት፣ ስርቆት፣ ሁከት) ወይም ፍትሃዊ በሆነ ምክንያት (ሕጋዊ ምክንያቶች ከማስታወቂያ ጋር: ለምሳሌ፣ የኢኮኖሚ ቅነሳ፣ ቋሚ የአቅም ማነስ)፣ አሰሪው ተገቢውን ሂደት ከተከተለ ከላይ ያሉት ክልከላዎች አይተገበሩም።\u003C\u002Fp>\n\u003Cp>አንድ ሰራተኛ በተከለከለው የውል ማቋረጥ መሰረት ከስራ መባረርን ከተናገረ አሰሪው መቋረጡ በህጋዊ ምክንያት በሰራተኛ ግንኙነት ቦርድ ወይም በፍርድ ቤት የተፈረደ መሆኑን ማረጋገጥ አለበት።\u003C\u002Fp>\n\u003Cp>በሚከተሉት ሁኔታዎች ውስጥ አንድ ሠራተኛ ተገቢውን ማስታወቂያ ሳይሰጥ የሥራ ስምሪት ውሉን ማቋረጥ ይችላል።\n\u003Cstrong>- አሰሪው በወንጀል ህግ የሚያስቀጣ ድርጊት የፈፀመ ከሆነ፡-\u003C\u002Fstrong> አሰሪው የሰውን ክብር እና ሞራል የሚጻረር ድርጊት የፈፀመ እንደሆነ፣ ወይም በወንጀል ህግ በሰራተኛው ላይ የሚያስቀጣ ተግባር የፈፀመ እንደሆነ፡\n\u003Cstrong>- በአሰሪው የሚደርስበት ትንኮሳ ወይም እንግልት፡-\u003C\u002Fstrong> ሰራተኛው በአሰሪው ወይም በአስተዳዳሪው ሰራተኛ የፆታዊ ትንኮሳ ወይም ወሲባዊ ጥቃት ሰለባ ከሆነ\n\u003Cstrong>- ደህንነቱ ያልተጠበቀ ወይም ጎጂ የስራ ሁኔታ፡-\u003C\u002Fstrong> የስራ አካባቢው በሰራተኛው ጤና እና ደህንነት ላይ ከባድ አደጋ ካጋጠመው እና ቀጣሪው በተደጋጋሚ ማስጠንቀቂያ ቢሰጥም ለማስተካከል እርምጃ ካልወሰደ\n\u003Cstrong>- ቀጣሪው የውል ግዴታዎችን አለመወጣት፡-\u003C\u002Fstrong> አሠሪው በዚህ አዋጅ፣በጋራ ስምምነት፣በሥራ ሕጎች ወይም በሌሎች አግባብነት ባላቸው ሕጎች በተደነገገው መሠረት ለሠራተኛው ያለውን መሠረታዊ ግዴታ በተደጋጋሚ ካልተወጣ። ይህም የሙሉ እና ወቅታዊ የደመወዝ ክፍያ እና ሌሎች ክፍያዎችን ይጨምራል።\n- የአሰሪና ሰራተኛ አዋጁ የጅምላ ስንብት ወይም የሰው ሃይል ቅነሳን ይቆጣጠራል። የሰራተኛ ጉልበት መቀነስ ማለት የድርጅቱን የሰው ኃይል ለአሰራር ወይም ለድርጅታዊ መስፈርቶች ማቋረጥን ያመለክታል። ቢያንስ 10% ሰራተኞች ሲጎዱ የጅምላ ስንብት ወይም የሰው ሃይል መቀነስ ይከሰታል ተብሎ ይታሰባል። ከ20-50 ሠራተኞች ባሉባቸው ኢንተርፕራይዞች ውስጥ ቢያንስ አምስት ሠራተኞች በተከታታይ በ10 ቀናት ውስጥ ከሥራ ሲሰናበቱ የጅምላ መባረር ይከሰታል። አሰሪው ከሰራተኛ ማህበር ወይም ከሰራተኛ ተወካዮች ጋር መመካከር አለበት፡፡ ይሄም አላማው የተለያዩ ከስራ መባረር አማራጮችን ማሰስ እና ከፍተኛ ክህሎት እና ምርታማነት ያላቸው ሰራተኞች እንዲቆዩ ማድረግ ነው። በሠራተኛ ኃይል ቅነሳ በመጀመሪያ የሚቀነሱት ሠራተኞች በድርጅቱ ውስጥ አጭር የአገልግሎት ጊዜ ያላቸው (የአገልግሎት ጊዜ መስፈርት) እና ጥቂት ጥገኞች (የቤተሰብብዛት መስፈርት) ያላቸው መሆን አለባቸው። እንደ ነፍሰ ጡር እናቶች እና ከታሰሩ አራት ወራት የሆናቸው እናቶች፣ አካል ጉዳተኛ ሰራተኞች፣ በስራ ላይ ጉዳት የደረሰባቸው ሰራተኞች እና የሰራተኞች ተወካዮች ባሉበት ለመቆየት ቅድሚያ ሊሰጣቸው ይገባል።\u003C\u002Fp>\n\u003Cp>በአሰሪና ሰራተኛ አዋጅ መሰረት ቀጣሪው ስራው የተቋረጠበት ሰራተኛ ሲጠይቀው የሰራው ስራ አይነት፣የአገልግሎት ዘመኑን እና ለሰራተኛው የሚከፈለውን ደመወዝ የሚገልጽ የአገልግሎት ሰርተፍኬት ይሰጣል።\u003C\u002Fp>\n\u003Cp>ምንጭ፡- የአሰሪና ሰራተኛ አዋጅ ቁጥር 1156\u002F2019 አንቀጽ 12(8) እና 26-41\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>የስራ ሁኔታዎችን የተመለከቱ ደንቦች\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n የአሰሪና ሰራተኛ አዋጅ ቁ. 1156\u002F2011 \u002F Labour Proclamation No. 1156\u002F2019\n \u003C\u002Fli>\n\u003Cli>\n በ1975 የወጣው እና በ1996 የተሻሻለው የህዝባዊ ክብረ በዓላት እና እረፍት ቀናት አዋጅ \u002F Public Holidays and Rest Day Proclamation 1975, amended in 1996\n \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>ተያያዥ ርዕሶች\u003C\u002Fh2>\n \n \u003Ca 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