I HAVE received oral submissions from a human resource officer at a foreign investor-run hotel who is seeking ways to best locate workers’ empowerment in the context of Government’s development agenda.
The officer is in disagreement with the manner in which the owners of the hotel are handling labour matters, and argues that the managers’ approach to employees’ needs runs parallel to Government’s quest for decent jobs for Zambians.
The submissions have all the elements of a workplace where ‘cat-mouse’ games seem to be playing out, but principally accusations of discrimination against the locals.
Well, since I have not been able to get the views of the hotel owners, which would enable me to make a fair analysis of the situation, I will discuss the rights and obligations of an employer and those of a worker as stipulated by the Ministry of Labour and Social Security.
It is my sincere hope that this will help calm the nerves of the workers at this hotel and in other workplaces where there could be similar experiences.
Obligations of employers
The rights and obligations of employers include meeting the minimum conditions of employment, providing a safe and healthy workplace, keeping time wage records for all employees, and giving pay slips to all the workers.
It is the obligation of the employer to keep records on each employee, not to discriminate against any worker, and to let employees and their unions know of changes at the workplace that may significantly affect them.
Employers must contribute to pension schemes and the Workers’ Compensation Fund Control Board, while they should allow workers to belong to unions of their choice.
Written contracts and records of oral contracts for employees not represented by a union must be provided by employers.
It is also the duty of employers to give workers correct information about the rights under their contract, as well as to give employees a reasonable opportunity to have their complaints looked at.
Rights, obligations of employees
Employees are entitled to being paid the right wage for the work they do at the right time, and they should enjoy the right to protection from unfair dismissal.
Sick leave, annual leave, maternity leave, and public holidays are entitlements for employees, just like they must be paid over time and other allowances in line with their duties. Workers are also free to belong (or not to belong) to a union.
But alongside these entitlements are responsibilities which workers are expected to fulfill.
They must arrive at work on time, and dress suitably for their jobs. This means if they are required to use safety clothing, they must observe that rule.
Employees should work to the best of their ability throughout the work day, and should respect the employer, their colleagues and customers.
The employer’s property must be taken good care of, just like any reasonable and lawful instructions must be followed.
There is, however, caution for employers. Instructions should neither be illegal nor threaten the safety and health of workers.
Workers are at all times expected to observe safety rules, ask for help if they need it, and know what the employer expects of them if they cannot be at work for any reason.
It is also unacceptable for any employee to discriminate against or harass others in the workplace, or to act in a way that puts them or others at risk or injury.
I can summarise this by stating that it is all about job security for both the employee and the employer.
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I acknowledge receipt of a letter from a metallurgist in Chingola whose name I will withhold for personal reasons, and he writes that he would like to be assisted to get a job.
He says he has been out of employment for the past three years as the available employers in the mining industry cannot offer him a job.
He alleges that despite being a qualified information technology specialist and metallurgist, he has been unable to get a job because of corrupt practices in the recruitment processes in the mining companies.
Thank you for the letter, and I appreciate the confidence you have expressed in this column and your desire to get help through this platform.
It is sad that you have not been accommodated in any of the mines despite the elaborate qualifications which you have shared with me.
However, I would like to advise you that it is not the role of this column to make those job connections you have requested for.
This is a window for provision of critical information that complements other players in the labour and employment sector.
For those allegations of corruption, I urge you to approach the relevant investigative wings with evidence, and I can assure you that our competent officers will be glad to assist you.
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Since I started by discussing the rights and obligations of both employees and employers, I will end by sharing, with employers, some notes I picked from an article carrying the title ‘Effective Methods for Fostering Employee Growth’ by Carmen.
If you want to build a stronger company with employees who will invest in the success of your venture, to reduce turnover and to build a strong company culture, it is vital for you to start developing your skills in the art of fostering employee growth.
Managers and employers often focus on what employees are doing wrong.  While you do not want to leave problems to fester, it is often more effective to spend time on what the employees are doing right.
Too much negative feedback eventually demoralises and frustrates employees.  Positive feedback, by contrast, is something that employees enjoy receiving.
They are likely to keep doing things right in order to receive more of it.  More importantly, they are likely to feel like they are good at their jobs, a factor which contributes heavily to job satisfaction.
Think about it: Would you want to go back and do something, day after day, that you have been told you are bad at again and again?
However, there is a fine line between the right amount of positive reinforcement and too much of it.
An employee may become complacent with too much praise, causing productivity to decline. Walk the line carefully.
Play to employee strengths
So your employee is not very detail oriented, but she is great at communicating complex ideas? Perhaps it is time to move her out of her administrative assistant’s role and into training other employees.
It takes time and money to find employees, and it is more cost-effective to promote within.
Before you write them off as a loss, take the time to figure out what their strengths are and then use them to your best advantage.
You will be happier, and so will your employees.  Remember, a lot of people wind up gathering a job history or a lot of job qualifications because they have “fallen in” to those positions over the years.
It does not mean those positions are any kind of match for their strengths.  You will not know unless you keep an open mind and take the time to observe and evaluate.
Remember, hiring outside of the company costs you extra money every time you do it. Investing in your employee’s personal growth can be an inexpensive, more effective, rewarding path.
Employee development is not just a warm, fuzzy management concept. It is an active investment that you are making in the life and health of your company.
Dear readers, let us keep the link open as we share issues on labour and employment.
(This column is an initiative of the Ministry of Labour and Social Security. For comments or questions, email info@mlss.gov.zm or niza12001@yahoo.com)