Yomly’s Post

The National Industrial Training Authority (NITA) is a monthly contribution paid by employers to the National Industrial Training Authority as outlined in the Industrial Training Act. Here's a breakdown: 1. Employers are required to pay the NITA levy at a rate of KSh 50 per employee per month. 2. This payment contributes towards funding industrial training in the country. 3. Employees do not get this levy deducted from their salary. P.S Memorysoft automates and makes it easy for employers to keep up with statutory deductions, ensuring businesses remain compliant at all times. https://memory.co.ke/

The window to apply for Cambodia's 2025 foreign employee quota has been open for some time and closes at the end of November 2024. The Ministry of Labour and Vocational Training (MLVT) has via different channels clearly explained what is required and what the process is - so what do you need to know as an employer in Cambodia? #ForeignEmployeeQuota #Cambodia2025 #MLVT #CambodiaLaborLaw #EmployerResponsibilities #CambodiaWorkPermit #LaborCompliance

📢 It's never too late to excel in a new career. That's why we created the Payroll Academy, teaching international payroll to professionals from any field. We started in Moldova and now we're happy to include Ukraine too. Our 6-month program pays you while you learn. It's a chance to quickly build new skills and possibly join our global team. Considering a career change? Find out more and apply to the Payroll Academy! Check out the link in the comments below. 👇 #PayrollAcademy #SafeguardGlobal #CareerChange

Following a recent announcement from MHRSD, all new employment contracts must be electronically approved through Qiwa platform. This latest announcement demonstrates the continuing development of Qiwa platform, and is taking on greater importance following a number of recent reforms to the labour and immigration system in Saudi Arabia. Employers must ensure that the electronic contracts they issue to employees are aligned with the terms and conditions of their own standard company contracts, particularly if there are any key provisions that employer will want to ensure can be relied upon the event of a dispute. #employmentKSA #immigrationKSA #MHRSD #Qiwa

Cambodia and South Korea have agreed to intensify their collaboration in employment and vocational training. The agreement aims to provide more job opportunities and ensure the welfare of Cambodian migrant workers in South Korea. The discussion took place during a meeting between Cambodia's Minister of Labour and Vocational Training, Heng Sour, and his South Korean counterpart, Lee Jung-sik. Key topics discussed included the ongoing Employment Permit System (EPS) that facilitates the employment of Cambodian workers in South Korea, and the proposal to expand the skilled worker program. Lee Jung-sik assured continued job opportunities for Cambodian workers and reinforced the commitment to cooperation in crucial areas yielding mutual benefits. Heng Sour's meeting with Gyeongsangbuk-do province governor Lee Cheol-woo resulted in agreements to enhance employment sector cooperation and bolster the bilateral relationship. To read more, visit- https://zurl.co/tnZC #CambodiaSouthKoreaCollaboration #EmploymentOpportunities #VocationalTraining #MigrantWorkerWelfare #EmploymentPermitSystem #SkilledWorkerProgram #BilateralRelations #LaborCooperation #InternationalEmployment #TheBetterCambodia #Cambodia

Nigeria's Ride-Hailing Drivers' Union Seeks Government Backing for Fair Practices and Worker Welfare The Amalgamated Union Of App-based Transporters of Nigeria has urged the Lagos State government to adopt its Collective Agreement for Platform Workers. This agreement aims to regulate the operations of ride-hailing services and ensure the welfare of app-based transport workers in the state. Kolawole Aina, the South-West zonal chairman of AUATON, explained that the collective agreement outlines a framework for fair distribution of responsibilities and benefits among the government, app-based companies, drivers, and riders. While the federal ministries of transport and labor have accepted the agreement, the Lagos State government has yet to endorse it. One of the key issues addressed by the agreement is the prevalence of low pricing and high commission rates charged by e-hailing companies. It also seeks to prevent the arbitrary activation and deactivation of drivers by these platforms. Aina emphasized the need for a system where each ride can be monitored by all stakeholders, ensuring mutual benefits. The unionization of app-based transport workers in Nigeria aims to address the challenges faced by this workforce, including low wages, lack of job security, and poor working conditions. The collective agreement proposed by AUATON represents a comprehensive effort to establish fair and regulated practices within the ride-hailing sector, ensuring the rights and welfare of drivers while promoting collaboration among all stakeholders. #Nigeria #Fintech #Regulations #Africa

🚨 NEW REPORT reveals that migrant workers in Carrefour’s value chain in #SaudiArabia are subjected to exploitation and abuse that in certain circumstances amount to forced labour and human trafficking. The Norwegian Pension Fund is invested in Carrefour. Here what’s up ⬇️ Majid Al Futtaim holds exclusive franchise rights in the Middle East, for Carrefour, operating at least 24 stores + at least 10 fulfilment centres (dark stores), which ship online purchases directly to customers 500k+ people “work under the Carrefour brand" - 2-3k in 🇸🇦 Amnesty interviewed migrant workers that worked at Carrefour locations in Saudi Arabia, mostly employed by Majid Al Futtaim (an Emirati company) or manpower subcontractors. And our findings were highly disturbing. We found that some workers were subjected to abuse that likely amount to forced labour and even human trafficking for the purposes of labour exploitation Deception in the recruitment process is a key indicator of human trafficking, involving use of force, fraud or coercion. Moreover, we found a familiar pattern of; 🚨 illegal recruitment fees 🚨 wage theft 🚨 excessive overtime 🚨 appalling living conditions 🚨 restrictions on the ability to change jobs or leave the country 🚨 lack of rest 🚨 no right to unionize Workers in Saudi Arabia cannot unionize and there is no freedom of expression. The kafala system’s inherent abusive nature creates a reliance on employers to secure income and residency. This makes migrant workers vulnerable to abuse from employers who act with impunity. This is a pattern we already saw with Amazon, who ended up compensating hundreds of workers for some of the abuses workers experienced in Saudi Arabia. The Norwegian Pension Fund also has enormous investments in Amazon. Now, NBIM, which manages the Norwegian Pension Fund, and its watch dog (the ethics council) need to act. Where there is an unacceptable risk that a company contributes to or is responsible for serious or systematic human rights violations, the company should be put under observation or excluded. The paradox here is that after an initial investment in the Saudi Arabian market in 2015, the Kingdom was withdrawn from the Pension Fund’s index. Although the reasons were allegedly financial, Amnesty had revealed that the Saudi Telecom Company aided in surveilling human rights defenders, thereby implicating the Pension Fund, because of its investments in said company. Proof of the human rights risks in the market. The human rights risks associated with investing in Saudi Arabia, or companies that do business there, are enormous. What does this say about the screening by NBIM? https://lnkd.in/d6SR7dWE

Understanding the Iqama renewal process is crucial for expatriates working in Saudi Arabia. From renewal fees to the step-by-step process, staying updated helps avoid penalties and ensures legal compliance. Discover all you need to know about Iqama renewal in 2024, including new rules and fees for dependents and work permits. Stay informed and keep your Iqama up to date! #IqamaRenewal #SaudiArabia #Expatriates #WorkPermit #VisaRenewal #Compliance #SaudiLabourLaw #2024Updates #LegalRequirements"

🔌 Difference Between ISMW License and Labour License in EHV Transmission Projects ⚡ When managing EHV transmission line projects, it's critical to understand the Inter-State Migrant Workmen (ISMW) License and Labour License to ensure compliance with Indian labor laws and guarantee worker welfare. Both licenses apply to different categories of workers and are backed by specific labor laws. Here's a detailed breakdown: 📜 1. Applicability: ISMW License: Required for projects employing inter-state migrant workers, recruited from one state to work in another 🛤️. This is regulated by the Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979. Labour License: Applies to contractors employing 20 or more contract labor within the same state, governed by the Contract Labour (Regulation and Abolition) Act, 1970 📑. 🛌 2. Facilities to Be Provided: For Inter-State Migrant Workers (ISMW License): Displacement allowance 💼 Journey allowance 🚍 Accommodation, healthcare, and sanitation 🏠💊 Equal wages as local workers ⚖️ Covered under the Inter-State Migrant Workmen Act, 1979 which ensures migrant workers receive special protections due to their vulnerability when working far from home. For Contract Labour (Labour License): Basic amenities: drinking water, first aid, restrooms 🚰💼 Health and safety measures 🦺 Timely payment of wages 💵 Governed by the Contract Labour (Regulation and Abolition) Act, 1970, which ensures that workers are treated fairly and provided adequate working conditions, regardless of their location. 🔍 3. Compliance & Monitoring: ISMW License: Employers must maintain a register of migrant workers and provide identity cards. Contractors must ensure safe return journeys for workers at the end of their contract, as per the Inter-State Migrant Workmen Act, 1979 🛤️. Labour License: Employers need to maintain attendance and wage records and ensure compliance with welfare standards under the Contract Labour Act, 1970 🗂️. For EHV transmission line projects, ensuring compliance with the ISMW Act, 1979 and the Contract Labour Act, 1970 is vital to manage the diverse workforce often employed in these high-risk environments. While both licenses aim to protect workers, the ISMW License offers additional protections for migrant workers, such as displacement and journey allowances. Meanwhile, the Labour License focuses on basic welfare and safety provisions for local or state-based workers. 🔑 Complying with these acts not only secures legal obligations but fosters a safer, more productive work environment!

The PACER Plus Implementation Unit (PPIU) facilitated a virtual regional talanoa today on the topic of "Worker Disengagement" under the Pacific Australia Labour Mobility (PALM) and the New Zealand Recognised Seasonal Employer (RSE) schemes. During the Pacific Labour Mobility Annual Meeting (PLMAM) 2022 in Samoa, Pacific countries raised concerns around the issue of worker disengagement and the need for the region to collaboratively consider innovative mitigation measures. In April 2023, the PACER Plus Labour Mobility Working Group, agreed to convene an initial regional virtual talanoa on the subject, in June 2024, to help better understand countries' concerns and consider identified regional priorities. The talanoa was attended by over 20 participants from across PACER Plus Parties and facilitated an update from all countries, including Australia and New Zealand, on the status of worker disengagement under the schemes, the push and pull factors which drive workers to disengage, key concerns and existing measures to address issues. The talanoa also looked at priority next steps to take forward including improvements to data sharing. An Outcomes Document from the talanoa will be generated and made available in due course. #PACERPlus #LabourMobility #WorkerDisengagement