Dear Valued Member,
We have made it this far into a New Year and it’s a fresh slate for the business community. Now that the economy is fully open, operating at the greatest potential should be top on every Employers’ agenda.
At the Federation, we are looking forward to a prosperous year ahead. We intend to strengthen existing partnerships and we definitely welcome new collaboration to amplify the Employers’ voice.
On that note, it was a great pleasure to kick-start the year with engagements such as the one with Ambassador, Muriel Penicaud the French former Minister of Labour and representative at the Organisation for Economic Co-operation & Development. She is vying for the post of the ILO Secretary General. We wish her and other candidates the very best of luck in the race.
This month, President Yoweri Kaguta Museveni assented into law the NSSF Amendment Bill, 2021 permitting 20% mid-term access to savings for workers who have saved for over 10years. We continue to encourage Employers to heed to the requirements of the law and religiously remit NSSF savings for their employees.
On a rather sad note FUE joined the rest of the business community and the country to mourn the fallen Bank of Uganda Governor, the late Prof. Emmanuel Tumusiime Mutebile. We salute him for his dedicated service to the country. May His Soul Rest in Eternal Peace.
On behalf of the FUE Governing Council and Staff we wish you a Happy New Year, 2022!
Together for Employers!
In This Issue
Word from the ED
Employers’ Advisory Note
2022 Membership Subscription Fee
Data-Driven HR Strategies For Decision Making Webinar
Female Future Program 2022
Call For Participation In The FUE Sectoral Salary Survey 2022
FUE Training Calendar 2022
EMPLOYERS’ ADVISORY NOTE
In this edition of the FUE Member Advisory Note our OSH Specialist, Henry Saaba highlights all there is to know about workplace registration and its importance to all Employers.
Workplace registration is a formal requirement to get your workspace registered with Ministry of Gender Labour and Social Development (MGLSD) under Occupational Safety and Health (OSH) department as per the Occupational Safety and Health Act (OSHA) 2006.
Section 40 of the Occupational Safety and Health Act, 2006 requires that before any person occupies or uses any premises as a workplace, he or she shall apply for the registration of such premises by sending to the Commissioner of Occupational Safety and Health a written notice containing the particulars prescribed in Schedule 3 of the Act.
The Occupational Safety and Health Act (OSHA) 2006; particularly sections 40, 41 and 42 elaborates more about Workplace registration as follows;
Section 40. Commissioner to keep register
The Commissioner shall keep a register of all workplaces, in the prescribed format.
A person shall, not less than one month before he or she begins to occupy or use any premises as a workplace, serve on the Commissioner, a notice with the particulars prescribed in Schedule 3.
Notwithstanding the requirement of subsection (2), a person may begin to occupy or use any premises as a workplace, less than one month after the notice required by this subsection has been served where —
(a) the Commissioner issues in his or her name a certificate of registration under section 41; or
(b) before serving the notice, the person takes over the premises from another person without changing the nature of the work and the notice is served as soon as practicable and in any case within one month of taking over the premises.
Section 41. Certificate of registration
Upon receipt of a notice in accordance with section 40, the Commissioner shall cause, after the appropriate fee is paid, a workplace to be registered and shall issue to an occupier a certificate of registration, in his or her name, in the form prescribed in Schedule 4.
(2) A person shall, within six months from the time of occupying a registered workplace, be served with a notice by the Commissioner, requiring the occupier to set up a safety committee, where applicable.
A certificate of registration shall bear an embossed stamp of the Occupational Safety and Health Department and shall be renewable every three years.
On the commencement of this Act, an occupier of a workplace which is already registered, shall return the certificates of registration, to the Commissioner who shall issue a new certificate bearing the embossed stamp referred to in subsection (3), on the payment of the prescribed fee.
A person who occupies or uses any premises as a workplace contrary to section 40 and this section commits an offence and is liable, on conviction, to a fine not exceeding forty eight currency points or to imprisonment for a term not exceeding one year or both and to a further fine not exceeding two currency points or to a term of imprisonment not exceeding one month or both for every day during which the contravention continues after conviction.
Section 42. Construction on workplaces to be approved by Commissioner
A plan and any architectural drawings of a new workplace and of any alterations of an existing workplace shall be submitted to the Commissioner for approval, before the construction of buildings or alterations of existing buildings of workplaces begins.
Occupational Safety and Health (OSH) is defined as the science of anticipation, recognition, evaluation and control of hazards arising in or from the workplace that could impair the health and wellbeing of workers, taking into account the possible impact on the surrounding communities and the general environment.
According to the International Labour Organization (ILO), Occupational safety and health is identified as the discipline dealing with the prevention of work-related injuries and diseases as well as the protection and promotion of the health of workers. It aims at the improvement of working conditions and environment.
The Ministry of Gender Labour & Social Development (MGLSD) under its auspice department of occupational safety & health is mandated to inspect, advice and ensure that all employers’ workplaces have in place the requisite standards and measures for protecting and preserving the health and safety of employees within the establishment.
The aforementioned mandate is derived from the Occupational Safety & Health Act 2006 (OSHA).
Within the same law specifically under sections 40, 41 and 42, employers are expected to register their workplaces with the MGLSD- OSH department hence the linkage.
To be compliant with the requirements of Occupational Safety and Health Act (OSHA) 2006; particularly sections 40, 41 and 42.
Workplace registration helps employers to ensure a safe and healthy working environment for employees, and any other third parties.
Workplace registration helps employers avoid any inconveniences caused by non-compliance including but not limited to closure of the workplace(s), fines, penalties and or imprisonment.
The following constitute the process/ procedures for workplace registration;
The Employer obtains the ‘OSH form F.11’. This is available online. Alternatively, an employer can contact FUE, District Labour Officer and MGLSD.
The Employer fills in the ‘Form 11’ for each premises.
In case you intend to use chemicals attach the following to this form;
- List of Chemicals
- Appropriate chemical safety data sheets
The employer sends the filled in OSH form F.11. for assessment to MGLSD – OSH Department.
Once assessment is done, the employer is sent bank payment advisory slips to make payment. After payment, the employer takes or sends proof of payment to the MGLSD – OSH department.
The MGLSD thereafter processes the certificate of workplace registration and notifies the employer when and where to pick it.
The legal implications for non-registered workplaces/ non-compliance include but not limited to closure of the workplace(s), fines, penalties and or imprisonment.
The Occupational Safety and Health Act (OSHA) 2006 Section 41 (5) states that; a person who occupies or uses any premises as a workplace contrary to section 40 and this section commits an offence and is liable, on conviction, to a fine not exceeding forty eight currency points or to imprisonment for a term not exceeding one year or both and to a further fine not exceeding two currency points or to a term of imprisonment not exceeding one month or both for every day during which the contravention continues after conviction.
FUE has been instrumental through conducting free OSH sensitizations we encourage employers to register their workplaces and ensure safe and health work environments.
FUE conducts free OSH audits for its members and supports employers to bridge the gaps identified.
We conduct free or subsidized OSH trainings for employers.
FUE regularly contacts employers that are not yet registered and offers advice.
FUE facilitates workplace registration for employers who have not yet registered.
FUE works closely with key stakeholders like MGLSD and the ILO in the promotion of Occupational safety and health at National and International level respectively.
We remain at your service and are readily available to support you be a model Employer by complying with the OSH and workplace registration requirements.
Contact us for registration of your work or for renewal of your workplace registration certificate.
2022 MEMBERSHIP SUBSCRIPTION FEE
EMPLOYMENT RELATIONS TIP
DATA-DRIVEN HR STRATEGIES FOR DECISION MAKING WEBINAR
On Tuesday 18th January 2022, the ‘Digital HR for Efficiency’ series we have in partnership with BrighterMonday Uganda continued under the theme ‘Data-Driven HR Strategies for Decision Making’. Mr. Milton Owor, Head of Human Resource and Administration, NSSF Uganda was the Guest speaker.
During the webinar, Mr. Milton defined data-driven HR strategies as tools applied by human resource practitioners to understand employees, measure performance and boost productivity. He shared data strategies used at NSSF such as measuring numbers of employer-employee relationship, customer satisfaction surveys and employee engagement surveys that have increased workforce productivity, advanced professional development and improved service delivery. He encouraged HR personnel to use data tools that are affordable, realistic and provide solutions to the company as they fulfill their responsibilities.
In addition, the presentation highlighted challenges in adopting data-driven HR strategies for instance applying historical data from decades before, different wages for the same role in other companies and low survey response from employees. Remedies to these challenges like training HR personnel in data management, consistency in developing employee engagement surveys and adaptation of new technology among others were elaborated.
The changing work trends require Employers to apply data analytics to inform various organisation decisions and limit biases. Let’s embrace technology to ease work!
FUE SPECIAL COURSES
FEMALE FUTURE PROGRAM 2022
Are you a lady seeking leadership skills,
professional development and career
We are excited to announce a new intake of the
Female Future Leadership Program (FFP)
Sign up today for the 18th and 19th Cohorts to
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Course fees: $3,300
For inquiries contact; Fatmah Nsereko, email@example.com |
+256 772 456 728 and Joy Ebong, firstname.lastname@example.org or
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Embrace the opportunity to join a network of empowered women with
a desire to cause generational impact!
FUE TRAINING CALENDAR 2022
Our Training Calendar is out & we are ready to offer the best training experience.
Remember, you can also request customised trainings to suit your desired needs.