2 Job Positions of Labour inspection at MIFOTRA: Deadline: Mar 4, 2025

Job responsibilities

– Key Responsibilities:

Labour inspector is responsible of ensuring decent and productive jobs through ensuring labour governance, compliance inspections, labour disputes prevention and mediation, occupational safety and health and prevention of child labour. – Functions: 1. Ensuring decent and productivity-based compliance inspections Tasks/Responsibilities – Ensuring the development of informed annual compliance plans – Conducting compliance-based instead of traditional inspection inspections – Building competent labour inspection personnel – Enhancing digitalization of labour inspection systems – Influencing the review National procurement Laws and Regulations to make Decent Work a bidding requirement – Ensuring the establishment of partnership agreements with various Stakeholders – Ensuring mainstreaming Decent Work into annual action plans by various Stakeholders – Ensuring the development of reporting templates for Decent Work mainstreaming – Conducting trainings on Decent Work mainstreaming among Stakeholders – Establishing Decent Work mainstreaming steering committee – Monitoring the implementation of Decent Work requirement among successful bidders – Enhancing the role of labour inspections with priority to Decent Work indicators such as:

Notification and payment of employees’ contributions to RSSB, payment of employees’ salaries through banks and other financial institutions, issuance of employment contracts to employees, etc. – Conducting awareness campaigns among employers through media, meetings and forums on formalization of informal workers – Enhancing the involvement and partnership with various Government Institutions, Employers and Trade Unions in the journey to formalization – Incentivizing formalization with various opportunities 2. Ensuring workplace safety and health for conducive working environment, decent work and productivity Tasks/Responsibilities – Communicating the benefits of workplace Safety and Health to enterprises through media columns, trainings, brochures, meetings, forums and other means of communication; – Providing practical guidance and tools to support a systematic, effective and efficient management of Safety and Health; – Developing and promote practical tools to help workplaces identify and quantify business benefits; – Conducting research studies on workplace safety and health in the business and national development – Reinforcing enterprises to conduct prior Risk Assessment to prevent workplace hazards; – Promoting a systematic and effective management of Safety and Health through sector/industry accreditation/certification programmes and industry training programmes; – Recognizing excellence in Safety and Health management through awards and other schemes – Enhancing the effectiveness of OSH committees.

3. Ensuring elimination and prevention of child labour
Tasks/Responsibilities
– Enhancing child labour prevention mainstreaming into decentralized entities Imihigo
– Enhancing community involvement in child labour prevention through awareness campaigns
– Enhancing the role of child labour prevention committees especially at Village level
– Enhancing the role of community opinion leaders in prevention of child labour
– Enhancing seamless coordination of stakeholders’ efforts on child labour.

4. Enhancing labour governance and social dialogue Tasks/Responsibilities – Promoting workplace cooperation for better labour relations and productivity – Promoting collective bargaining for more enhanced working conditions – Conducting awareness campaigns among employers and employees on the importance of social dialogue practices at establishment level in conducive employment relations and productivity – Supporting enterprises on establishment of social dialogue practices – Enhancing the role of compliance forums in promoting social dialogue at establishment level – Conducting awareness campaigns on the role of collective bargaining in DW attainment – Facilitating Social Partners on collective bargaining practices – Conducting trainings to build effective workers representatives – Conducting awareness campaigns among employers to embrace the role of workers representatives.

• • 1

    Bachelor’s Degree in Law

    0 Year of relevant experience

• • 2

    Bachelor’s Degree in Industrial & Labour Relations

    0 Year of relevant experience

• • 3

    Bachelor’s Degree in Labour Administration

    0 Year of relevant experience

• 4

  Bachelor’s Degree Industrial & Labour Relations with a recognized diploma in labour law

  0 Year of relevant experience
  
  
  

Required competencies and key technical skills

• • 1
    Integrity

• • 2
    Strong critical thinking skills and excellent problem solving skills

• • 3
    Inclusiveness

• • 4
    Accountability

• • 5
    Communication

• • 6
    Teamwork

• • 7
    Client/citizen focus

• • 8
    Professionalism

• • 9
    Commitment to continuous learning

• • 10
    Resource management skills

• • 11
    Analytical skills

• • 12
    Problem solving skills
    
    
    

• • 13
    Decision making skills

• • 14
    Time management skills

• • 15
    Risk management skills

• • 16
    Results oriented

• • 17
    Digital literacy skills

• • 18
    Fluency in Kinyaranda English and or French knowledge of Swahili is an added advantage

• • 19
    Knowledge and understanding of labour policies and law;

• • 20
    Understanding of proper inspection techniques

• • 21
    Conflict resolution skills

• 22
  A transition period for professional certification requirement is three (3) years starting from 01st January, 2021. However, a new entrant without the required professional certification for a given job position shall not be eligible, one (1) year before the expiration of the transition period.

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