30.6 Aina za Wafanyakazi - Utu wa Kiislamu | Quran Course

30.6 Aina za Wafanyakazi - Utu wa Kiislamu | Quran Course

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30.6 Aina za Wafanyakazi

30.6 Types Of Employees

by Sheikh Taqīuddīn An-Nabahānī1 min readViewed 121 times

Mfanyakazi amegawanywa katika aina mbili: aliyebainishwa (khaas) na wa kawaida (aam). Mfanyakazi aliyebainishwa ni yule anayefanya kazi kwa ajili ya mtu fulani mahsusi, au kwa kazi ya vipindi maalum yenye ubainisho, yaani ni yule aliyetengwa kwa mwajiri peke yake na amezuiwa kufanya kazi kwa mtu mwingine yeyote katika kipindi chote cha kuajiriwa. Kwa mfano, mtu mmoja au zaidi wakimwajiri mpishi ili awapikie wao peke yao pamoja na kubainisha muda, mpishi huyu ni mfanyakazi aliyebainishwa. Mfanyakazi wa kawaida ni yule ambaye hafanyi kazi mfululizo au hufanya kazi ya muda mfupi bila kujiwekea sharti la ubainisho, yaani ni yule asiyetengwa kwa mwajiri peke yake. Bali inaruhusiwa kwake kufanya kazi kwa mtu mwingine asiye mwajiri wake. Iwapo mtu atamwajiri seremala wa samani za nyumbani bila kumwekea sharti kwamba asimfanyie kazi mtu mwingine, basi huyo ni mfanyakazi wa kawaida, iwe alikuwa katika nyumba yako au katika nyumba yake, na iwe muda wa kazi ya kupiga samani umebainishwa kwake au haujabainishwa.

The employee is divided into the specific (khaas) and the common (aam). The specific employee is the one who works for some one specifically or more in periodic work with specification i.e. he is the one assigned exclusively to the employer alone and is prevented from working for anyone else throughout the period of hiring. For example if one person or more hires a cook to cook for him specifically together with specifying the period, this cook is a specific employee. The common employee is the one who does not work constantly or works temporarily without stipulating specification upon himself i.e. he is the one not assigned exclusively to the employer. Rather it is permitted for him to work for other than the employer. If he were to hire an carpenter of house furniture without stipulating upon him that he should not upholster for another, then he is a common employee whether he was in your house or in his place and whether a time for upholstery was specified for him or not.

Tofauti kati ya mfanyakazi maalum na mfanyakazi wa jumla kuhusiana na dhamana ni kwamba mfanyakazi maalum hana dhamana, kwa hiyo ikiwa kitu kitaharibika mikononi mwake kwa bahati mbaya na bila kosa lake wala uzembe wake, hakuna wajibu juu yake. Kwa upande wa mfanyakazi wa jumla, either yeye huharibu kitu kwa tendo lake au hapana. Ikiwa kitu kimeharibiwa kwa tendo lake, yeye anadhamini, iwe ameharibu kwa makusudi au la. Ikiwa kitu kimeharibika bila tendo lake, inazingatiwa. Ikiwa ni kitu ambacho haiwezekani kukilinda, yeye hana wajibu. Ilhali ikiwa inawezekana kukilinda na hakukilinda, yeye ana wajibu. Hii ni kwa sababu kitu ambacho mfanyakazi maalum anafanyia kazi, hata kikiwa mikononi mwake, kiko chini ya uamuzi wa mwajiri si chini ya uamuzi wa mfanyakazi. Kwa hiyo mkono wake ni mkono wa mwaminifu, tofauti na mfanyakazi wa jumla ambaye kitu anachofanyia kazi kiko chini ya uamuzi wake, yaani chini ya uamuzi wa mfanyakazi si chini ya uamuzi wa mwajiri. Kwa hiyo mkono wake si mkono wa mwaminifu bali ni mkono wa mwenye kutumia.

The difference between the specific employee and the common employee in relation to the guarantee is that the specific employee is guaranteed so if something is destroyed in his hands accidentally and without his fault and negligence, there is no responsibility upon him. As for the common employee, either he destroys something by his action or not. If something is destroyed by his action he guarantees it whether he destroyed it deliberately or not. If something is destroyed without his action, it is considered. If it is something which is not possible to safeguard against, he is not responsible. Whereas if it is possible to safeguard against and he was not safeguarding, he is responsible. This is because the thing, in which the specific employee works, even if it is under his hand, is under the disposal of the employer not under the employee’s disposal. Accordingly his hand is the hand of the trustee contrary to the common employee where the thing he is working with is under his disposal i.e. under the employee’s disposal not under the employer’s disposal. Accordingly his hand is not the hand of the trustee but rather the hand of a disposer.

Tofauti kati ya hao wawili kuhusu kustahili ujira ni kwamba mfanyakazi maalum (ajiri wa kipindi maalum) anastahili ujira ikiwa ni kipindi cha ajira na yuko kazini, na kazi yake halisi si sharti. Mfanyakazi wa kawaida hastahili ujira isipokuwa kwa kazi. Kipindi cha ajira kwa mfanyakazi maalum ni either kimebainishwa katika mkataba au hakijabainishwa. Ikiwa hakijabainishwa, mkataba ni batili kwa sababu ya kutojulikana kwake. Kila mmoja wa wahusika wawili wa mkataba anaweza kuufuta wakati wowote anapotaka, na mfanyakazi anastahili ujira unaolingana kwa kipindi cha utumishi wake. Ikiwa kipindi kimebainishwa katika mkataba, na mwajiri akaufuta uajiri kabla ya kumalizika kwa kipindi bila sababu yoyote wala kasoro kwa mfanyakazi inayomlazimisha mwajiri kuufuta, kama vile ugonjwa wake au udhaifu wake katika kazi, basi mwajiri analazimika kumlipa mfanyakazi ujira wake hadi kumalizika kwa kipindi, iwe mfanyakazi alikuwa mtumishi wa nyumbani, mfanyakazi wa shamba au mwingine yeyote. Lakini ikiwa mwajiri aliufuta uajiri kwa sababu ya udhuru au kasoro iliyojitokeza kwa mfanyakazi inayomlazimisha kuufuta, basi hana wajibu wa kumlipa ujira isipokuwa hadi wakati uajiri ulipofutwa.

The difference between the two in relation to deserving the wage is that the specific employee deserves the wage if it is the hiring period and he is present for work, and his actual work is not a condition. The common employee does not deserve the wage except by work. The hiring period for the specific employee is either specified in the contract or unspecified. If it is not specified, the contract is invalid due to its ignorance. Each one of the two contractors may invalidate it at any time they wish, and for the employee is the comparable wage for the period of his service. If it is specified in the contract, and the employer invalidates the hiring before the end of the period and there is no excuse or defect in the employee obliging the invalidation like his illness or weakness in work, it is obliged upon the employer to pay the employee his wage to the completion of the period whether the employee was a servant or a farm worker or other than that. However if he invalidated the hiring due to an excuse or defect appearing in the employee obliging the invalidation, there is nothing upon him in paying the wage except till the time when the hiring was invalid