[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fam-et\u002Fwork-in-ethiopia\u002Flabour-law\u002Ftrade-unions":3,"menu:\u002Fam-et:":130,"sites:htmlblocks":258,"footer:am-et":1697,"subsites":1780,"cite-subsites":5394,"suggested:am-et":5871,"cite-footer:am-et":5877},{"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},3565,"trade-unions","የሰራተኛማህበራት መብት",null,"","\u002Fam-et\u002Fwork-in-ethiopia\u002Flabour-law\u002Ftrade-unions","labourlaw.labourlawpage","am_ET","2025-08-13T07:12:16.908380+00:00","2026-04-06T14:37:17.702915+00:00","\u002Fcms\u002Fpages\u002F3565\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},"የሰራተኛማህበራት መብት, የማህበር አባል የመሆን ነፃነት, በህብረት የመደራደር ነፃነት, ስራ የማቆም መብት - 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\u002Ftrade-unions\u002F","index, follow","website","summary_large_image","2025-08-13T09:12:16.908380+02:00","2026-04-06T16:37:17.831407+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n \n\n \n \n \n \u003Ch1>የሰራተኛማህበራት መብት\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 \u003Cdiv class=\"teaserItem\">\n \u003Ch2>የማህበር አባል የመሆን ነፃነት\u003C\u002Fh2>\n \u003Cp>የኢትዮጵያ ህገ-መንግሥት እና የአሠሪና ሠሪተኛ ጉዳይ አዋጅ ሠራተኞችና አሠሪዎች በማህበር የመደራጀት እንዲሁም ማህበሮቻቸውን የማቋቋም መብት እንዳላቸው ተደንግጓል፡፡ ይህ መብት አሠሪዎችም የአሠሪ ማህበር፣ ሠራተኞች የሠራተኛ ማህበር ለማቋቋምና ለመደራጀት መብት እንዳላቸው ተደንግጓል፡፡\u003C\u002Fp>\n\u003Cp>የሰራተኛ ማህበር የሰራተኞችን መብት እና ጥቅም የሚያስከብር የሰራተኞች ድርጅቱን በህብረት ስምምነት እና በስራ ግጭት ላይ ሰራተኞችን ይወክላል፡፡ የሰራተኛ ማህበሩ ህጎች፣ ደንቦች እና መመሪያዎች፣ ትእዛዞች በአባላቱ መታወቃቸውን፣ መከበራቸውን እና መፈጸማቸውን ማረጋገጥ ይኖርበታል፡፡ የሰራተኛ ማህበር አባላት ህጎች እና መመሪያዎች በሚወጡበት እና በሚሻሻሉበት ጊዜ ንቁ ተሳታፊ መሆን ይኖርባቸዋል፡፡ የሰራተኛ ማህበራት የራሳቸውን የሚከተሉትን የሚያካትት ህገ-ደንብ ሊያወጡ ይችላሉ፡- የድርጅቱ ስም፣ የድርጅቱ ዋና መስሪያ ቤት አድራሻ፣ የድርጅቱ አላማ፣ ድርጅቱ የተቋቋመበት ቀን፣ የድርጅቱ አርማ፣ የአመራር ብቃት፣ የአባላት መዋጮ፣ የድርጅቱ የፋይናንስ እና ንብረት አስተዳደር፣ የስብሰባ እና የምርጫ ስነ-ስርዓት፣ የዲሲፕሊን እርምጃዎች፣ ድርጅቱን ለማፍረስ የሚያስችሉ ሁኔታዎች፣ ድርጅቱ ከፈረሰ የንብረት ሁኔታ፡፡ የሰራተኛ ማህበራት ህጎቻቸውን፣ የአመራሩን ስም፣ አድራሻ እና ፊርማ አጠቃላይ ማህበር ከሆነ ደግሞ አባላቱ የሚሰሩበት ድርጅት ስሞች እና የድርጅቱ ስምና አርማ የያዘ ሰነድ በማቅረብ በሚኒስቴሩ መመዝገብ ይኖርባቸዋል፡፡ የሰራተኛ እና ማህበራዊ ጉዳይ ሚኒስቴር የሰራተኛ ማህበር የሚያቀርቡትን የምዝገባ ማመልከቻ ከተቀበለ በኋላ በ15 ቀናት ውስጥ መልስ ካልሰጠ የሰራተኛ ማህበሩ እንደተመዘገበ ይቆጠራል፡፡\u003C\u002Fp>\n\u003Cp>ማንም ሰው በዛቻ፣ በኃይል ድርጊት፣ በማታለል ወይም በሌላ በህገ-ወጥ መንገድ ሊላውን ሰው በማስገደድ የማህበር አባል እንዲሆን ወይም እንዳይሆን ያደረገ ከሆነ በእሥር ወይም በመቀጮ ይቀጣል፡፡ ሠራተኛው ከደመወዙ የተወሰነ መቶኛ እየተቀነሰ ለሠራተኛ ማኅበር መዋጮ ገቢ እንዲደረግለት በጽሁፍ ሲያመለክት አሰሪው ይህንኑ መጠን በየወቅቱ ተቀናሽ በማድረግ ወደ ሠራተኛ ማኅበሩ የባንክ ሂሳብ በየወቅቱ ገቢ ማድረግ አለበት፡፡\u003C\u002Fp>\n\u003Cp>የሠራተኞች ማኅበር መሪዎች የሥራ ክርክር ለማቅረብ፣ የኅብረት ስምምነት ለመደራደር፣ በማኅበር ስብሰባ ለመገኘት፣ በሴሚናሮችና በሥልጠና ለመካፈል እንዲችሉ ከክፍያ ጋር ፈቃድ ይሰጣቸዋል፡፡ ፈቃዱም የሚሰጥበት ሁኔታ በኅብረት ስምምነት ሊወሰን ይችላል፡፡\u003C\u002Fp>\n\u003Cp>\u003Cem>ምንጭ፡- የ1994 ኢፌድሪ ህገ መንግስት አንቀጽ 42(1ሀ) ፤ የወንጀለኛ መቅጫ አዋጅ ቁጥር 414\u002F2004 አንቀፅ 603 ፤ የአሰሪና ሰራተኛ አዋጅ ቁጥር 1156\u002F2019 አንቀጽ 12(4), 82 እና 113\u003C\u002Fem>\u003C\u002Fp>\n \u003C\u002Fdiv>\n \n\n\n \n \n \n \n \n \n \n \u003Cdiv class=\"teaserItem\">\n \u003Ch2>በህብረት የመደራደር ነፃነት\u003C\u002Fh2>\n \u003Cp>የአሰሪና ሰራተኛ አዋጁ በህብረት መደራደርን ዕውቅና ሰጥቶታል፡፡\u003C\u002Fp>\n\u003Cp>የህብረት ስምምነት በአንድ ወይም ከዚያ በላይ በሆኑ የሰራተኛ ማህበር ተወካዮች እና አንድ ወይም ከዚያ በላይ በሆኑ አሰሪዎች ወይም ወኪሎች ወይም የአሰሪ ድርጅቶች ተወካዮች መካከል በጽሑፍ የሚደረግ ስምምነት ነው፡፡ የህብረት ድርድር በአሰሪዎች እና በሰራተኛ ማህበራት ወይም በተወካዮቻቸው መካከል ስለ ስራ ሁኔታ ወይም የህብረት ድርድር ወይም ስለ ህብረት ስምምነት እድሳት እና ማሻሻያ ለመደራደር የሚደረግ ስምምነት ነው፡፡ በህብረት የመደራደር ስምምነት በህጉ ከተሰጡት የተሻለ ለሰራተኛው ጥቅም የሚሰጥ ነው፡፡ የህብረት ድርድር ስምምነት በህጉ ከተሰጠው ባነሰ ለሰራተኛው ጥቅም የሚሰጡ ድንጋጌዎች ካሉበት ተፈጻሚነት አይኖረውም፡፡\u003C\u002Fp>\n\u003Cp>በስምምነቱ ውስጥ በተለየ ካልተገለጸ በስተቀር የህብረት ድርድር ስምምነት በህጉ ተፈጻሚ የሚሆነው ከተፈረመበት ቀን ጀምሮ ቢያንስ እስከ 3 አመት ይሆናል፡፡ በዚያ ውስጥ በታቀፉት ወገኖች ሁሉ ላይ ተፈጻሚነት ይኖረዋል፡፡ የህብረት ድርድር ስምምነት የህብረት ስምምነት አካል የሆነው የሰራተኞች ማህበር ቢፈርስ እንኳን በአሰሪና ሰራተኞች ላይ ተፈጻሚነት ይኖረዋል፡፡\u003C\u002Fp>\n\u003Cp>የተካተቱ ወገኖች እንዲመዘገብላቸው የህብረት ስምምነት በቂ ኮፒዎችን ለሚኒስቴሩ መላክ ይኖርባቸዋል፡፡ የተፈረመበት እና የተመዘገበ ስምምነት በሌሎaች ተቀባይነት ሊኖረው ይችላል፡፡ ለማናቸውም የአሠሪ ወይም የሠራተኛ ማኅበር ከቅን ልቦና ተቃራኒ በሆነ ማንኛውም መንገድ የኅብረት ድርድር ጊዜ እንዲራዘም ማድረግ ህገወጥ ድርጊት ነው፡፡\u003C\u002Fp>\n\u003Cp>\u003Cem>ምንጭ፡- የተሻሻለው የአሰሪና ሰራተኛ ጉዳይ አዋጅ ቁጥር 1156\u002F2019 አንቀፅ 124-135\u003C\u002Fem>\u003C\u002Fp>\n \u003C\u002Fdiv>\n \n\n\n \n \n \n \n \n \n \n \u003Cdiv class=\"teaserItem\">\n \u003Ch2>ስራ የማቆም መብት\u003C\u002Fh2>\n \u003Cp>ስራ የማቆም መብት በህገ መንግስቱ ተደንግጓል በስራ ህጉም የህግ አግባብ ተበጅቶለታል ፤ ቢሆንም ስራ የማቆም መብትን ተግባራዊ ለማድረግ የተቀመጡ ቅድመሁኔታዎች እና የተንዛዛ ሽምግልና፣ እንዲሁም ረጅም የመሰረታዊ አገልግሎቶች ዝርዝሮች የስራ ማቆም መብትን ተፈጻሚ እንዳይሆን ያኮላሹታል፡፡\u003C\u002Fp>\n\u003Cp>ሰላማዊ የስራ ማቆም አድማ ሁሉም የግጭት አፈታት ጥረቶች ሳይሳኩ ከቀሩ መብታቸውን ለማስጠበቅ ብቻ ይፈቀዳል፡፡ ከዚያ በፊት የሚደረግ የረጅም ጊዜ ድርድር እና የእርቅ እና ድርድር ሂደቶች በአጠቃላይ የስራ ማቆም መብትን ይገድባሉ፡፡ ህጋዊ የሆነ የስራ ማቆም አድማ ከመፈቀዱ በፊት አስገዳጅ የ30 ቀናት የድርድር ጊዜ ይሰጣል፡፡\u003C\u002Fp>\n\u003Cp>ቢያንስ 2\u002F3ኛ የሚሆኑ የሰራተኛ ማህበር አባላት በተገኙበት አብላጫ ድምጽ ስራ ማቆምን መደገፍ ይኖርባቸዋል፡፡ የስራ ማቆም አድማ የሚያደርጉ ሰራተኞች በክልሉ ለሚገኝ የሚኒስቴሩ ተወካይ ወይም የሚመለከተውን የመንግስት መስሪያ ቤት ቢያንስ የስራ ማቆሙ ሊደረግ ከታሰበበት ቀን 10 ቀን አስቀድሞ ማሳወቅ እና ይህንን እርምጃ የሚወስዱበትን ምክንያት መግለጽ ይኖርባቸዋል። የስራ ማቆም አድማ ሰላማዊ ካልሆነ እና ከአሰሪና ሰራተኛ አዋጅ ጋር የሚጣረስ ከሆነ ህገ-ወጥ ተደርጎ ይወሰዳል፡፡ በዚህም ሁከት፣ ማስፈራራት ፣ ኃይል መጠቀም ወይም በማንኛውም መልኩ በግልጽ እና በህጉ መሰረት ህገ-ወጥ የሆነ ተግባር የተከለከለ ነው፡፡ አሰሪዎች እና ሰራተኞች በድርጅቱ ውስጥ የደህንነት መመሪያዎች እና የአደጋ መከላከያ ደንቦች መከተል አለባቸው፡፡ አሠሪዎች በህጋዊ የሥራ ማቆም አድማ የተሣተፉ ሠራተኞችን ከሥራ ማባረር አይችሉም፡፡ በህጉ የተከለከለ ነው፡፡ ሠራተኞች በህጋዊ የሥራ ማቆም አድማ በመሣተፋቸው የተነሣ የሥራ ውላቸውን አሠሪዎች ለማቋረጥ ህጋዊ ምክንያት ሊሆናቸው አይችልም፡፡ ፡፡\u003C\u002Fp>\n\u003Cp>\u003Cem>ምንጭ፡- የ1994 ኢፌድሪ ህገ-መንግስት አንቀጽ 42(1ለ) እና የአሰሪና ሰራተኛ አዋጅ ቁጥር 1156\u002F2019 አንቀጽ 157-160 ፣ የፍትሐ ብሔር ህግ አዋጅ ቁጥር 165\u002F1960 አንቀጽ 2581\u003C\u002Fem>\u003C\u002Fp>\n \u003C\u002Fdiv>\n \n\n\n \n \n \n \n \n \n \n \n \n\n\n \n \n \n\n \n \n \n \u003Cdiv class=\"regulations\">\n \u003Ch2>የሰራተኛ ማህበራትን የተመለከቱ ደንቦች\u003C\u002Fh2>\n \u003Cul>\n \u003Cli>\n የኢትዮጵያ ፌደራላዊ ዲሞክራሲያዊ ሪፐብሊክ ሕገ መንግስት 1994 \u002F Constitution of Ethiopia 1994\n \u003C\u002Fli>\n \u003Cli>\n የአሰሪና ሰራተኛ አዋጅ ቁ. 1156\u002F2011 \u002F Labour Proclamation No. 1156\u002F2019\n \u003C\u002Fli>\n \u003Cli>\n የወንጀለኛ መቅጫ ህግ አዋጅ ቁጥር 414\u002F2004 \u002F The Criminal Code Proclamation No. 414\u002F2004 \n \u003C\u002Fli>\n \u003Cli>\n የፍትሐ ብሔር ህግ አዋጅ ቁጥር 165\u002F1960 \u002F Civil Code, Proclamation No. 165 of 1960\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_sexharassment_URL_\n \n _ll_maternity_URL_\n \n _ll_workwages_URL_\n \n _ll_forcedlabour_URL_\n \n _MW_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 - የሰራተኛማህበራት መብት, የማህበር አባል የመሆን ነፃነት, በህብረት የመደራደር ነፃነት, ስራ የማቆም መብት, የሰራተኛ ማህበራትን የተመለከቱ ደንቦች - ኢትዮጵያ","\u003Cdiv>\n\n\u003Cspan>ይህ ገጽ ለመጨረሻ ጊዜ ተዘምነ:\n 2026-01-07\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>የማህበር አባል የመሆን ነፃነት\u003C\u002Fh2>\n\u003Cp>የኢትዮጵያ ህገ-መንግሥት እና የአሠሪና ሠሪተኛ ጉዳይ አዋጅ ሠራተኞችና አሠሪዎች በማህበር የመደራጀት እንዲሁም ማህበሮቻቸውን የማቋቋም መብት እንዳላቸው ተደንግጓል፡፡ ይህ መብት አሠሪዎችም የአሠሪ ማህበር፣ ሠራተኞች የሠራተኛ ማህበር ለማቋቋምና ለመደራጀት መብት እንዳላቸው ተደንግጓል፡፡\u003C\u002Fp>\n\u003Cp>የሰራተኛ ማህበር የሰራተኞችን መብት እና ጥቅም የሚያስከብር የሰራተኞች ድርጅቱን በህብረት ስምምነት እና በስራ ግጭት ላይ ሰራተኞችን ይወክላል፡፡ የሰራተኛ ማህበሩ ህጎች፣ ደንቦች እና መመሪያዎች፣ ትእዛዞች በአባላቱ መታወቃቸውን፣ መከበራቸውን እና መፈጸማቸውን ማረጋገጥ ይኖርበታል፡፡ የሰራተኛ ማህበር አባላት ህጎች እና መመሪያዎች በሚወጡበት እና በሚሻሻሉበት ጊዜ ንቁ ተሳታፊ መሆን ይኖርባቸዋል፡፡ የሰራተኛ ማህበራት የራሳቸውን የሚከተሉትን የሚያካትት ህገ-ደንብ ሊያወጡ ይችላሉ፡- የድርጅቱ ስም፣ የድርጅቱ ዋና መስሪያ ቤት አድራሻ፣ የድርጅቱ አላማ፣ ድርጅቱ የተቋቋመበት ቀን፣ የድርጅቱ አርማ፣ የአመራር ብቃት፣ የአባላት መዋጮ፣ የድርጅቱ የፋይናንስ እና ንብረት አስተዳደር፣ የስብሰባ እና የምርጫ ስነ-ስርዓት፣ የዲሲፕሊን እርምጃዎች፣ ድርጅቱን ለማፍረስ የሚያስችሉ ሁኔታዎች፣ ድርጅቱ ከፈረሰ የንብረት ሁኔታ፡፡ የሰራተኛ ማህበራት ህጎቻቸውን፣ የአመራሩን ስም፣ አድራሻ እና ፊርማ አጠቃላይ ማህበር ከሆነ ደግሞ አባላቱ የሚሰሩበት ድርጅት ስሞች እና የድርጅቱ ስምና አርማ የያዘ ሰነድ በማቅረብ በሚኒስቴሩ መመዝገብ ይኖርባቸዋል፡፡ የሰራተኛ እና ማህበራዊ ጉዳይ ሚኒስቴር የሰራተኛ ማህበር የሚያቀርቡትን የምዝገባ ማመልከቻ ከተቀበለ በኋላ በ15 ቀናት ውስጥ መልስ ካልሰጠ የሰራተኛ ማህበሩ እንደተመዘገበ ይቆጠራል፡፡\u003C\u002Fp>\n\u003Cp>ማንም ሰው በዛቻ፣ በኃይል ድርጊት፣ በማታለል ወይም በሌላ በህገ-ወጥ መንገድ ሊላውን ሰው በማስገደድ የማህበር አባል እንዲሆን ወይም እንዳይሆን ያደረገ ከሆነ በእሥር ወይም በመቀጮ ይቀጣል፡፡ ሠራተኛው ከደመወዙ የተወሰነ መቶኛ እየተቀነሰ ለሠራተኛ ማኅበር መዋጮ ገቢ እንዲደረግለት በጽሁፍ ሲያመለክት አሰሪው ይህንኑ መጠን በየወቅቱ ተቀናሽ በማድረግ ወደ ሠራተኛ ማኅበሩ የባንክ ሂሳብ በየወቅቱ ገቢ ማድረግ አለበት፡፡\u003C\u002Fp>\n\u003Cp>የሠራተኞች ማኅበር መሪዎች የሥራ ክርክር ለማቅረብ፣ የኅብረት ስምምነት ለመደራደር፣ በማኅበር ስብሰባ ለመገኘት፣ በሴሚናሮችና በሥልጠና ለመካፈል እንዲችሉ ከክፍያ ጋር ፈቃድ ይሰጣቸዋል፡፡ ፈቃዱም የሚሰጥበት ሁኔታ በኅብረት ስምምነት ሊወሰን ይችላል፡፡\u003C\u002Fp>\n\u003Cp>\u003Cem>ምንጭ፡- የ1994 ኢፌድሪ ህገ መንግስት አንቀጽ 42(1ሀ) ፤ የወንጀለኛ መቅጫ አዋጅ ቁጥር 414\u002F2004 አንቀፅ 603 ፤ የአሰሪና ሰራተኛ አዋጅ ቁጥር 1156\u002F2019 አንቀጽ 12(4), 82 እና 113\u003C\u002Fem>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>በህብረት የመደራደር ነፃነት\u003C\u002Fh2>\n\u003Cp>የአሰሪና ሰራተኛ አዋጁ በህብረት መደራደርን ዕውቅና ሰጥቶታል፡፡\u003C\u002Fp>\n\u003Cp>የህብረት ስምምነት በአንድ ወይም ከዚያ በላይ በሆኑ የሰራተኛ ማህበር ተወካዮች እና አንድ ወይም ከዚያ በላይ በሆኑ አሰሪዎች ወይም ወኪሎች ወይም የአሰሪ ድርጅቶች ተወካዮች መካከል በጽሑፍ የሚደረግ ስምምነት ነው፡፡ የህብረት ድርድር በአሰሪዎች እና በሰራተኛ ማህበራት ወይም በተወካዮቻቸው መካከል ስለ ስራ ሁኔታ ወይም የህብረት ድርድር ወይም ስለ ህብረት ስምምነት እድሳት እና ማሻሻያ ለመደራደር የሚደረግ ስምምነት ነው፡፡ በህብረት የመደራደር ስምምነት በህጉ ከተሰጡት የተሻለ ለሰራተኛው ጥቅም የሚሰጥ ነው፡፡ የህብረት ድርድር ስምምነት በህጉ ከተሰጠው ባነሰ ለሰራተኛው ጥቅም የሚሰጡ ድንጋጌዎች ካሉበት ተፈጻሚነት አይኖረውም፡፡\u003C\u002Fp>\n\u003Cp>በስምምነቱ ውስጥ በተለየ ካልተገለጸ በስተቀር የህብረት ድርድር ስምምነት በህጉ ተፈጻሚ የሚሆነው ከተፈረመበት ቀን ጀምሮ ቢያንስ እስከ 3 አመት ይሆናል፡፡ በዚያ ውስጥ በታቀፉት ወገኖች ሁሉ ላይ ተፈጻሚነት ይኖረዋል፡፡ የህብረት ድርድር ስምምነት የህብረት ስምምነት አካል የሆነው የሰራተኞች ማህበር ቢፈርስ እንኳን በአሰሪና ሰራተኞች ላይ ተፈጻሚነት ይኖረዋል፡፡\u003C\u002Fp>\n\u003Cp>የተካተቱ ወገኖች እንዲመዘገብላቸው የህብረት ስምምነት በቂ ኮፒዎችን ለሚኒስቴሩ መላክ ይኖርባቸዋል፡፡ የተፈረመበት እና የተመዘገበ ስምምነት በሌሎaች ተቀባይነት ሊኖረው ይችላል፡፡ ለማናቸውም የአሠሪ ወይም የሠራተኛ ማኅበር ከቅን ልቦና ተቃራኒ በሆነ ማንኛውም መንገድ የኅብረት ድርድር ጊዜ እንዲራዘም ማድረግ ህገወጥ ድርጊት ነው፡፡\u003C\u002Fp>\n\u003Cp>\u003Cem>ምንጭ፡- የተሻሻለው የአሰሪና ሰራተኛ ጉዳይ አዋጅ ቁጥር 1156\u002F2019 አንቀፅ 124-135\u003C\u002Fem>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>ስራ የማቆም መብት\u003C\u002Fh2>\n\u003Cp>ስራ የማቆም መብት በህገ መንግስቱ ተደንግጓል በስራ ህጉም የህግ አግባብ ተበጅቶለታል ፤ ቢሆንም ስራ የማቆም መብትን ተግባራዊ ለማድረግ የተቀመጡ ቅድመሁኔታዎች እና የተንዛዛ ሽምግልና፣ እንዲሁም ረጅም የመሰረታዊ አገልግሎቶች ዝርዝሮች የስራ ማቆም መብትን ተፈጻሚ እንዳይሆን ያኮላሹታል፡፡\u003C\u002Fp>\n\u003Cp>ሰላማዊ የስራ ማቆም አድማ ሁሉም የግጭት አፈታት ጥረቶች ሳይሳኩ ከቀሩ መብታቸውን ለማስጠበቅ ብቻ ይፈቀዳል፡፡ ከዚያ በፊት የሚደረግ የረጅም ጊዜ ድርድር እና የእርቅ እና ድርድር ሂደቶች በአጠቃላይ የስራ ማቆም መብትን ይገድባሉ፡፡ ህጋዊ የሆነ የስራ ማቆም አድማ ከመፈቀዱ በፊት አስገዳጅ የ30 ቀናት የድርድር ጊዜ ይሰጣል፡፡\u003C\u002Fp>\n\u003Cp>ቢያንስ 2\u002F3ኛ የሚሆኑ የሰራተኛ ማህበር አባላት በተገኙበት አብላጫ ድምጽ ስራ ማቆምን መደገፍ ይኖርባቸዋል፡፡ የስራ ማቆም አድማ የሚያደርጉ ሰራተኞች በክልሉ ለሚገኝ የሚኒስቴሩ ተወካይ ወይም የሚመለከተውን የመንግስት መስሪያ ቤት ቢያንስ የስራ ማቆሙ ሊደረግ ከታሰበበት ቀን 10 ቀን አስቀድሞ ማሳወቅ እና ይህንን እርምጃ የሚወስዱበትን ምክንያት መግለጽ ይኖርባቸዋል። የስራ ማቆም አድማ ሰላማዊ ካልሆነ እና ከአሰሪና ሰራተኛ አዋጅ ጋር የሚጣረስ ከሆነ ህገ-ወጥ ተደርጎ ይወሰዳል፡፡ በዚህም ሁከት፣ ማስፈራራት ፣ ኃይል መጠቀም ወይም በማንኛውም መልኩ በግልጽ እና በህጉ መሰረት ህገ-ወጥ የሆነ ተግባር የተከለከለ ነው፡፡ አሰሪዎች እና ሰራተኞች በድርጅቱ ውስጥ የደህንነት መመሪያዎች እና የአደጋ መከላከያ ደንቦች መከተል አለባቸው፡፡ አሠሪዎች በህጋዊ የሥራ ማቆም አድማ የተሣተፉ ሠራተኞችን ከሥራ ማባረር አይችሉም፡፡ በህጉ የተከለከለ ነው፡፡ ሠራተኞች በህጋዊ የሥራ ማቆም አድማ በመሣተፋቸው የተነሣ የሥራ ውላቸውን አሠሪዎች ለማቋረጥ ህጋዊ ምክንያት ሊሆናቸው አይችልም፡፡ ፡፡\u003C\u002Fp>\n\u003Cp>\u003Cem>ምንጭ፡- የ1994 ኢፌድሪ ህገ-መንግስት አንቀጽ 42(1ለ) እና የአሰሪና ሰራተኛ አዋጅ ቁጥር 1156\u002F2019 አንቀጽ 157-160 ፣ የፍትሐ ብሔር ህግ አዋጅ ቁጥር 165\u002F1960 አንቀጽ 2581\u003C\u002Fem>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>የሰራተኛ ማህበራትን የተመለከቱ ደንቦች\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n የኢትዮጵያ ፌደራላዊ ዲሞክራሲያዊ ሪፐብሊክ ሕገ መንግስት 1994 \u002F Constitution of Ethiopia 1994\n \u003C\u002Fli>\n\u003Cli>\n የአሰሪና ሰራተኛ አዋጅ ቁ. 1156\u002F2011 \u002F Labour Proclamation No. 1156\u002F2019\n \u003C\u002Fli>\n\u003Cli>\n የወንጀለኛ መቅጫ ህግ አዋጅ ቁጥር 414\u002F2004 \u002F The Criminal Code Proclamation No. 414\u002F2004 \n \u003C\u002Fli>\n\u003Cli>\n የፍትሐ ብሔር ህግ አዋጅ ቁጥር 165\u002F1960 \u002F Civil Code, Proclamation No. 165 of 1960\n \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>ተያያዥ ርዕሶች\u003C\u002Fh2>\n \n \u003Ca href='\u002Fam-et\u002Fwork-in-ethiopia\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment'>የስራ ቦታ ወሲባዊ 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