What does the tripartite MOU mean?
The 8th Webinar by the Federation of Kenya Employers sought to unpackage for members the recently signed Memorandum of Understanding (MoU) between the Federation, Ministry of Labour and Social Protection and the Central Organization of Trade Unions. The MoU gives employers freedom to reopen discussions with their employees or unions on any challenges facing them during the pandemic period. It provides a framework for consultation and cooperation to enhance fairness and avoidance of arbitrary ways of managing employer - employee relations.
What does it entail?
1.Reporting of infection cases as required by the Government
2.Data Collection this calls for cooperation in nationwide collection of desegregated data
3.Government Interventions:- Stimulus packages, Retention of the Minimum Wage as per legal Notice 2, Regulation of Wages (General Amendment) Order 2018
•Allows parties to vary terms of existing contracts through social dialogue
•Adopt painful but necessary policy measures such as suspension of CBA negotiations, Suspension of implementation of terms previously negotiated, freeze on wage increments e.t.c.
•Mutually agreed terms to be put in writing and may be sent to the Ministry of Labour and Social Protection for formal recognition
•Some reviewed terms such as unpaid leave, alternate working days, reduction of pay shall not be construed as a break in employment.
5.Safety & Health at the Workplace
•Requires employers to provide for adequate PPEs at no cost to employees,
•Provide information & training on safety & health,
•Adhere to safety guidelines and measures from Ministry of Health (MoH),
•Refer Covid -19 cases to MOH provide for sick leave as per provisions in the EA
Ms. Jacqueline Mugo, the Executive Director, FKE who presented the instruments of the MOU noted that the document was a voluntary mechanism for managing industrial relations during these turbulent times. She echoed the Social Partners commitment towards its actualization.
The Webinar notified members that the Courts were open to attend to particular functions like urgent matters, follow up on rulings and court mediation among others The Federation of Kenya Employers continues to encourage employers to incorporate Alternative Dispute Resolution (ADR) methods into their employment contracts moving forward, so as to resolve any disputes that may arise through mediation and social dialogue for a win - win outcome.
Members are advised that the FKE Industrial Relations and Legal Services are still open and members can access the offices for direct assistance through the following
In Female Future Kenya’s first virtual engagement on 19th May 2020, it emerged that leaders have a big role to play in guiding employees during this pandemic. Agility, calmness, confidence, humility, commitment, compassion were some of the characteristics deemed necessary for leaders in this time. Nonetheless, leaders still need to focus on profitability hence the delicate balancing act of managing the social aspect and driving business strategy and goals.
The Executive Director Mrs. Jacqueline Mugo was joined by Mr. Philip Thor a management consultant in Norway. Mr. Thor who spoke about the never changing facets while leading in times of a pandemic emphasised on the need for leading through transparent communication. “You have to communicate quickly and clearly to be ahead of potential risks rather than to counter misinformation, “said Mr. Thor.
Before Covid-19 businesses were concerned about making strategies to improve business and how to lead in times of pandemic or chaos. However, it is evident that most strategies lack guidelines on how to deal with a pandemic. At this point therefore, reinforcing organizational culture and a sense of community i.e. translating office culture to the virtual workspace using collaborative tools becomes a necessity.
Ms. Tori the, Director of the Secretariat for Private Sector Development at NHO who supported this webinar announced plans to establish an International Alumni network for Female Future participants. The network will be a platform for enhancing personal growth, motivation, career support, peer to peer learning and increasing the number of women in multinational and national business. Eventually, it will be a strong voice in influencing gender policies globally.
In her recap, Mrs. Mugo concluded that in times of crisis a lot depends on leadership that inspires and gives hope to employees. Yet at the same time leaders have to keep their eye on the ball, to raise revenue, keep employees in jobs while keeping the business afloat.
The webinar was moderated by the Kenya Program Coordinator, Ms. Mary Nyaga and participants were drawn from other Female Future Countries i.e. Norway, Tunisia, Uganda, Tanzania and Ghana.
Look out for the Launch of the International Female Future Alumni (IFFA) in our upcoming webinars in June.
About Female Future Kenya;
The Female Future Kenya is a leadership program targeting women in leadership. The sole purpose is to develop women in the Country to move to higher level and take up higher leadership roles in every sphere of their life. It is in line with the affirmative action on the two thirds gender rule captured in the Constitution of Kenya 2010. So far, 298 women in Kenya have gone through the programme and the Federation tracks progress to see the change in the lives of the participants. Through the program, many have taken up senior level roles, got promotions, board membership and some have become Chief Executive Officers in leading organizations. Furthermore, other women have started their own enterprises and at a personal level have developed confidence in how they lead their various teams.