Addis Ababa University HRM Assignment: Labor Proclamation Analysis

This assignment, submitted by a student at Addis Ababa Science and Technology University, analyzes the Ethiopian Labor Proclamation No.1156/2019 within the context of an Advanced Human Resources Management course. The assignment begins with a summary of the proclamation, which focuses on protecting the rights of women and young workers. Chapter One of the proclamation outlines working conditions for women, prohibiting discrimination and addressing issues such as hazardous work, night shifts, overtime, and maternity leave. Chapter Two covers the working conditions of young workers, setting a minimum age for employment, restricting them from dangerous jobs, and limiting their working hours, night work, and overtime. The assignment then connects the proclamation to the course content, highlighting its relevance to various aspects of HRM, including safe work environment, legal procedures, strategic environments, and HRM functions. It further discusses how the proclamation impacts human resource planning, recruitment, selection, and medical examinations. The assignment concludes by referencing the official Federal Negarit Gazeta document that contains the Labour Proclamation.

Addis Ababa Science and Technology University
College Of Natural and Social Sciences
Department Of Business Management
Advanced Human Resources Management
MBAD6112
Assignment IV
Stream:Industrial Management
Academic Year: 2020/2021
Submitted By: Samson Alemayehu (GSE043/13)
July/2021

FEDERAL NEGARIT GAZETTE
THE FEDERAL DEMOCRATIC REPUBLIC OF ETHIOPIA
Content: Labour Proclamation
Proclamation No.1156/2019
CONDITIONS OF WOMEN AND YOUNG WORKERS
CHAPTER ONE
WORKING CONDITIONS OF WOMEN
87. General
1/ Women shall not be discriminated against in all respects on the basis of their sex.
2/ Without prejudice to the generality of Sub-Article (1) of this Article, priority shall be
given to women if they get equal result with men when competing for employmen
promotion or any other benefit.
3/ It is prohibited to assign women on works that may be listed by the Ministry to be
particularly dangerous to women or hazardous to their health.
4/ No pregnant woman shall be assigned to night work between 10 p.m. and 6 a.m. or be
assigned on overtime work.
5/ She shall be transferred to another place of work if her job is hazardous to her health
or to the fetus as ascertained by a physician.
6/ An employer shall not terminate the contract of employment of women during
pregnancy and until four months after her confinement.
7/ Notwithstanding the provisions of Sub-Article (6) of this Article, contract of employment
may be terminated for reasons stipulated under Article 27 (b-k) and Article 29 (3) but not
related pregnancy and delivery.
88. Maternity Leave
1/ An employer shall grant leave to a pregnant worker with pay, for medical examination
connected with her pregnancy, provided, however, that she may be required to present a
medical certificate of her examination.

2/ A pregnant worker shall, upon the recommendation of a physician, be entitled to a
leave with pay.
3/ A pregnant worker shall be granted a period of 30 consecutive days of leave with pay
of pre-natal leave and a period of 90 consecutive days of leave post- natal.
4/ Where a pregnant worker does not deliver within the 30 working days of her pre-natal
leave, she is entitled to an additional leave until her confinement in accordance with Sub-
Article (2) of this Article. However, if birth takes place before the expiry of the pre-natal
leave, the 90 working days of post-natal leave shall commence.
5/ on any pregnant worker certified her giving up pregnancy by physician shall not be
implemented Article 86 provision of leave without pay.
CHAPTER TWO
WORKING CONDITIONS OF YOUNG WORKERS
89. General
1/ For the purpose of this Proclamation, “young worker” means a natural person who has
attained the age of 15 but is below the age of 18 years.
2/ It is prohibited to employ a person less than 15 years of age.
3/ It is prohibited to assign young workers on work, which on account of its nature or due
to the condition in which it is carried out endangers their lives or health.
4/ The Ministry may prescribe the list of activities prohibited for young workers which shal
include in particular:
a) Work in the transport of passengers and goods by road, railway, air and internal water
ways, dock sides and ware houses involving heavy weight lifting, pulling or pushing or
any other related type of labour;
b) Work connected with electric power generation plants, transformers or transmission
lines;
c) Underground work such as mines and quarries;
d) Work in sewers and tunnel excavation.
5/ The provision of Sub-Article (4) of this Article shall not apply to work performed by
young workers in fulfillment of course requirements in vocational schools that are
approved and inspected by the Competent Authority.

90. Limits of Hours of Work
Normal hours of work for young workers shall not exceeds seven hours a day.
91. Night and Overtime Work
It is prohibited to assign young workers on:
1/ Night work between10 p.m. and 6 a.m.;
2/ Overtime work;
3/ Work done on weekly rest days; or
4/ Work done on Public Holidays.
1. Summary of the Proclamation
The proclamation clearly defines laws and regulations that used for protecting women
and eligible young workers, whose age is between 15 and 18, while they are und
process of employment and already employed on any organizations.
Chapter one describes what must be the working conditions of women and considerations
that must take into account while employing women and for those who already being
employed. The process of employment must be free from discrimination and it should
also have encouragement policies like giving priority for them if they get equal result with
men when competing for employment without prejudice to the generality of Sub-Article
(1) of this proclamation. Women must be protected from dangerous and hazardous work
environment and also there should be additional care for pregnant women in order to
keep the mother and child safe and healthy.
Chapter two states the laws which must be exercised while employing young workers,
whose age is between 15 and 18. Working environment and conditions, working time and
other basic conditions are described while employing young workers. It also defines the
minimum age for employment of young workers.
2. The Relation of the Proclamation with the Course HR Chapters
2.1 Chapter One
This chapter, chapter one, states the basics of human resource management. The
chapter topics which are related to the proclamation are listed as follows below:

o Activities of Human Resource management
One of the activities of HR is facilitating safe and healthy work environment for all
employees. Since the proclamation clearly and strongly states what additional cares
must be given to women and young workers, human resource department must take
in to account those rules and regulations while employing women and young workers
and for those who are already being employed.
o Scope of HRM
The other point covered in this section is the scope of HRM, practicing and
implementation of legal procedures and laws which are placed by the federal and
state legislations for requirement of employees and working with them. Since th
proclamation articles are the governing and enforcing law for administration of
labours, HRM is forced to apply.
o HRM Strategic Environments
One of the external environments that influences HRM is the government legislation,
laws supporting employees and employer action and this proclamation article is the
one which is under this category.
o HRM Functions and Objectives
Among the four objectives of HRM, societal objectives of HRM is the one which put
into effect the HRM to make sure that the organization is socially and ethically
responsible. Laws forces organizations to be ethical in recruitment to minimize
discrimination against any circumstances and the proclamation article also state
these pre and post conditions for women and young workers.
2.2 Chapter Two
The second chapter of the course is all about acquiring human resources. The chapter
topics which are related to the proclamation are listed as follows below:

o Human resource planning (HRP) and factors affecting HRP
Human resource planning is the process of systematicallyreviewing HR
requirements to ensure that the required number of employees, with the required
skills, are available when they are needed. HRP is affected by different factors
and one of these factors is the nature of jobs to be filled. The nature of job being
filled requires its ownjob analysiswhich includes jobdescriptionand job
specification. Job analysis includes major duties performed, percentage of time
devoted for each duty and working conditions and possible hazards. The above
conditions are directly related to the proclamation article and must be considered
on HRP.
o Recruitment
Recruitment is one of the processes of HRP and the points which the proclamation
article support while recruiting an employee are; encouraging to apply, meeting
the organizational legal and social obligations and legal conditions.
o Selection
Selection of an employee is the other point of job analysis in HRP and there are
environmental factors affect the selection process. One of the environmental
factor which related to the proclamationarticle is considerationof legal
enforcements. One of the characteristics of properly designed selection tests is
requirementfor job relatedness,which must not have contrary impact on
minorities, females and individuals with background or protected under law.
o Medical Examination
The proclamation article clearly and strongly enforces the cares and conditions
must be taken into consideration for pregnant women so that medical examination
must take in to account of this condition.

References
1. FEDERAL NEGARIT GAZETTE THE FEDERAL DEMOCRATIC REPUBLIC OF ETHIOPIA, Content: Labour Proclamation, Pro
No.1156/2019