Ministry of Public Service and Labour(MIFOTRA)


Labour Inspector Deadline Dec 2022

Job Description

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
  • 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
  1. Ensuring workplace safety and health for conducive working environment, decent work and productivity
  • 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.
  1. Ensuring elimination and prevention of child labour
  • 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.
  1. Enhancing labour governance and social dialogue
  • 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.
  • Minimum Qualifications
    • Bachelor’s Degree in Law0 Year of relevant experience
    • Bachelor’s Degree in Industrial & Labour Relations0 Year of relevant experience
    • Bachelor’s Degree in Labour Administration0 Year of relevant experience
    • Bachelor’s Degree Industrial & Labour Relations with a recognized diploma in labour law0 Year of relevant experience
    Competency and Key Technical Skills
    • Integrity
    • Strong critical thinking skills and excellent problem solving skills.
    • Inclusiveness
    • Accountability
    • Communication
    • Teamwork
    • Client/citizen focus
    • Professionalism
    • Commitment to continuous learning
    • Resource management skills
    • Analytical skills
    • Problem solving skills
    • Decision making skills
    • Time management skills
    • Risk management skills
    • Results oriented
    • Digital literacy skills
    • Fluency in Kinyaranda English and or French knowledge of Swahili is an added advantage
    • Knowledge and understanding of labour policies and law;
    • Understanding of proper inspection techniques
    • Conflict resolution skills
    • 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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