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CONTENTS Page iContents 1iiAcronyms 21.0Introduction 31.1Background 31.2Structure 42.0Available information on work conditions52.1Literature/Desk review52.2National and International Instruments83.0Current situation on work conditions123.1.1The 2011/12 Labour inspection Report123.1.2The 2012/13 Labour inspection Report183.2Field visits observations 233.2.1Labour law awareness233.2.2Employment contracts243.2.3Working hours263.2.4Minimum wages273.2.5Fundamental rights and protections283.2.6Collective Bargaining Agreements303.2.7Leaves 313.2.8Dispute occurrence313.2.9Occupational Health and Safety313.2.10Social Security313.2.11Outsourcing 314.0Key Findings and Recommendations324.1Finding 324.2Recommendations 365.0References 396.0Annexes 40 ACRONYMS AIDS ...........................................Acquired immunodeficiency syndrome CBAs...........................................Collective Bargaining Agreement CMA...........................................Commission Mediation and Arbitration CHODAWU..............................Conservation Hotel Domestic and Allied-Workers ELRA..........................................Employment and Labour Relations Act, HIV ............................................Human Immunodeficiency Virus ILO.............................................International Labour Organization LIA.............................................Labour Institutions Act OHSA........................................Occupational Health and Safety Act PPD............................................Public Private Dialogue RTT............................................Responsible Tourism SUMATRA...............................Surface Marine Transport Authority SECO.........................................Swiss Secretariat for Economic Af-fairs TATO........................................Tanzania Association of Tour Operators UNCTAD.................................United nations Conference on Trade and Development UN.............................................United Nations USD...........................................United States Dollar WTTCWorld Trade Tourism Conference INTRODUCTION 1.1 Background The ILO, as a member of the UN inter Agency cluster on Trade and productive capacity, is one of the implementing Agency in a project funded by Swiss Secretariat for Economic Affairs (SECO) in which Tanzania as LDC is a beneficiary. Among areas of support, is promotion of Responsible Tourism (RTT) with the aim of increasing tourism benefits to more Tanzanian people while promoting international standards sustainable for economic and livelihood benefits. One of the elements of RTT is respect for international and national labour standards among the Workers and Employers in the tourism industry. In this regard the ILO seeks to supplement/compliment the Report made by UNCTAD on Tourism Business Climate Re-view by conducting a review of workplace conditions in the tourism sector, the findings of which will form part of the main report on Tourism Business Climate. Tourism is one of the top three employing industry sectors in the United Republic of Tanzania. In 2013 for instance it generated direct jobs 402,500 (3.8% of total employment). Moreover, the general number of employees in the same year (i.e. including wider effects from investment, the supply chain and induced income impacts) was 1,196,000 jobs (11.2% of total employment). The human resource capital is regarded as a pivot for blossoming tourism business and influences its growth and development, is indisputably dependent on the state of working conditions. In order to achieve Responsible tourism therefore, this review scrutinizes the working conditions in the industry to find out any existing constraints for its growth. The main focus of this study therefore is to find out the current working conditions in the tourism sector in Mainland Tanzania and propose recommendations commensurate with the findings. The findings will also inform ILO on areas it should direct its interventions in improving the tourism business climate in Tanzania and also providing valuable information for discussions in the Public Private Dialogue (PPD). The methodology adopted for this review was a rapid situation analysis based on fact finding mission in Dar es Salaam and Arusha, plus desk research. Structure and Content of the Report. This Report consists of Introduction and main body. The Introduction explains the essence of this study, its respective objectives and the methodology used to conduct the review. The body is organized as follows: Part 1 examines the information available on work conditions in tourism Business through desk review together with national and International instruments. Part 2 looks at the current situation of work conditions in Tourism sector in Tanzania through examining the labour Inspection Reports and stakeholders information obtained during field visits through interviews and discussion with informant groups and individuals. Part 3 contains some findings and their respective recommendations. PART 1 AVAILABLE INFORMATION ON WORK CONDITIONS. 2.1 Literature Review. Kweka et al submits that Tanzania tourism sector has become the pillar of the economy. In the same vein, Tanzania Tourism Sector Survey presents that tourism continued to play an important role in the global economy and due to its strong economic multiplier effect; it embraces small and medium enterprises. This being the case, it is noted that, tourism is still one of the largest employment sectors in most countries and a fast entry vehicle into the workforce for young people and women in the urban and rural communities. Regarding Tanzania in particular, it is submitted that tourism industry is thriving and is rated among the fastest growing sectors in the country and it takes a lead in bringing foreign exchange. This survey did not touch on labour law compliance. Therefore, a question which is unanswered here is whether the earnings and the booming of the sector (tourism) generally as presented reflects positively in labour law compliance and therefore presence of good working conditions. In a summary report of the Meeting of the Institute for Human Rights and Business & Tourism Concern, it is discussed that tourism is a rapidly growing international industry and a major development driver for many lesser developed economies. It is however noted that, there are serious questions about how the benefits of this sector are shared, and of its impacts on human rights. There is a position that in order tourism to be sustainable, local people must enjoy some of the proceeds from tourism, participate in the opportunities it offers, and not suffer adverse human rights impacts. Because of this it is argued that a human rights approach makes sense in terms of business sustainability, as well as promoting social, economic and environmental sustainability of tourism destinations. One of the key human rights issue related to tourism is labour. It is further reported that tourism is one of the largest and most dynamic industries in the global economy. The sector allows for quick entry for youth, women and migrant workers. Tourism has created more than 235 million direct and indirect jobs (approximately 8 per cent of the global workforce). Women account for 60 70 per cent of the tourism labour force. International tourism export receipts have reached over USD 1.2 trillion (30 per cent of global service exports; 45 per cent of service exports for Least Developed Countries). However, difficult working conditions contribute to high staff turnover. This has consequences for business costs, productivity, competitiveness, service quality, and social dialogue. The Director for Tourism Concern, one Tricia Barnett, once remarked; When I talk about a living wage, I remember how in Kenya, a few years ago, a bomb went off on the Mombassa coast in an Israeli owned hotel. Several local employees were killed. Their families were so poor that they could not afford to bury them. Why is it that these employees, in full-time employment, were still living in poverty? Charitable donations were made by guests so that they could be buried. What had gone so wrong that the families had to appeal to charity to bury them? It is because of this situation where Tricia makes a suggestion that those who are in a supply chain of tourism activities to trade fairly so that at the end those involved in the supply chain can rely on fair wages and contracts and decide for themselves how best to spend their income rather than look for charity. A study by Dodds & Joppe indicates that there are a number of labour issues which affect the tourism industry. These issues are mentioned as including womens rights, fair wages, long working hours, qualification and skills requirements for employees, inability to join trade unions, importing of labour and displacement of traditional employment to benefit from tourism dollars. It is submitted that tourism workers often do not earn a living wage and are dependent on tips and service charges. Many workers have temporary contracts or none at all, work long hours and are employed in low skilled areas such as waitressing and/or house cleaning. It is also noted that the key employment positions are occupied by foreigners where the locals are left with the normal positions which are low or semi-skilled, poorly paid jobs (cooks, maintenance workers, chambermaids, barmen, gardeners, bus drivers, etc). The findings by Dodds & Joppe are also the same in Tourism Concern research report which submit with respect to hotels that staff in all types of hotels are faced with low wages and a range of unfavourable working conditions, from working hours which disrupt home life through stress and exposure to risk. These concerns are shared by an ILO Working Paper on Guide for social dialogue in the tourism industry. Reflecting on Tanzania in particular, His excellence Jakaya Mrisho Kikwete on May Day of 2014 noted the tendency of the employers paying below the Minimum Wage Order set by the Minister for Labour. He observed that the Minister for Labour vide Goverment Notice No. 196/2013 made twelve Sectoral Wage Board Orders with their respective minimum rates. He said that he had information that most of the employers in the private sector are paying below the mimimum wage presribed. He also noted on the Employer-Trade Union relationship, where he said that he is unhappy on the information that some employers in the private sector are not adhereing to the provisions on freedom of association. That, where some union branches are established, the forefront employees/members of trade unions are victimised and discriminated by the employers. Some are shifted to other worksites or terminated. Some employers have established some alternative mechanisms to supress trade unionism. The President remarked that existence of trade union branches in workplaces is not a matter of choice, it is by law and one of the organisational rights of employees. These rights are also entrenched in he international conventions, they are fundamental rights and they are a concern of good governance. These observations of the President were made generally to all employers in Tanzania in which case, the tourims sector is also in reference. The Eurofound study which inter alia touched on the tourism sector in Tanzania indicates that the actual working conditions in the workplaces are often not in line with the legal provisions. It is found that the substance of labour law is undermined and employees are subjected to conditions well below the specified minimum working conditions. The same position is also explained in an ILO Report. For instance, on remuneration, the ILO report finds that the structure of wages in the tourism sector relies highly on service charges and other forms of gratuity in the composition of wages. This being the case, it is noted that, workers income can vary and be highly unpredictable, while employers are not encouraged to introduce rational and sustainable wage systems. The report also indicates among others, the serious problem of not adhering to the minimum hours set in the laws. It is generally recommended that, in fair trade tourism local people should be employed in order to provide opportunities for developing their potential, which would include training and development for managerial positions. Investors must also adhere to relevant regulations, whether derived from local, national or international regulation. 2.2 National and International Legal Instruments. Paving way for a well developed tourism industry, Tanzania came up with the National Tourism Policy, 1999. Relevant to this study, the Policy seeks to assist in the effort to promote the economy and livelihood of the people, essentially poverty alleviation, through encouraging the development of sustainable and quality tourism that is culturally and socially acceptable, ecologically friendly, environmentally sustainable, and economically viable. Specifically on the economic objectives of the Policy, aims inter alia, to create employment, promote human resource development and investment opportunities through the development of private entrepreneurship in the tourism sector. The objectives set in the Policy especially on human resource were made in acknowledgement of the constraints and limitations on tourism sector. The constraints and limitations referred to here are; the shortage of appropriate and specialized core and skilled personnel in the tourist industry, as well as poor comprehensive planning for human resources development and investment. It is out of these limitations and constraints that the policy states: Human resource development is a basis for enhancing the national capacity to manage and develop Tanzanias tourism sector. Given the need for appropriate and specialized skills within the tourist industry, it is imperative that greater effort should be put into building of capacities in this sector. Being service-oriented it is imperative that those engaged in the tourist industry ensure that customers obtain good value for their money. There is therefore a need for, among others, formal and in-service training, refresher course, workshops, seminars, study tours, and an increase of private sector involvement in this area. More specifically on human resource development, the Policy strategies inter alia on developing a competent workforce in the sector by nurturing a pool of creative, capable and internationally oriented managers, encouraging labour efficiency and devising cost-effective measures, establishing more training facilities for the tourist industry, creating more employment opportunities and ensuring self-sufficiency with regard to human resources within the tourism industry and regulating and monitoring institutions that offer hotel and tourism training.  The Tourism Act is one of the legal instruments to implement the National Tourism Policy discussed above. The Tourism Act provides for institutional framework, administration, regulation, registration and licensing of tourism facilities and activities and for related matters. The Act requires all persons exercising powers or discharging any duties under it, to strive to promote inter alia the National Tourism Policy. More relevant to the study at hand, the Tourism Act on employer-employee relationship provides that; the rights, privileges, benefits and any other matters relating to employees and employers, as the case may be under it, shall be as provided under the Employment and Labour Relations Act, (ELRA) the Labour Institutions Act (LIA) and any other relevant laws. Moreover, all matters relating to employment of foreigners under the Act shall be as provided for under the relevant laws. In enforcing the provisions on employment of foreigners while avoiding prejudice to other written law, the Act provides that the Director for Tourism may, in consultation with the relevant authority, appoint in writing such number of authorized officers for purposes of inspection and compliance. The most relevant instruments which form the base of this review are; The Employment and Labour Relations Act, No. 6/2004 (herein referred to as ELRA) read together with the Labour Institutions Act, No.7/2004 (herein referred to as LIA). ELRA and LIA are important instruments. The other important instrument is the Occupational Health and Safety Act, No. 5/2008 (herein referred to as OHSA). The ELRA and LIA provide for core labour rights, establish basic employment standards, provide a framework for collective bargaining, provide for the prevention and settlement of disputes and related matters. The ELRA t is the main instrument on labour standards and core labour rights, thus serving as an important tool for this review. The LIA on the other hand provides for establishment of Labour Institutions, their functions, powers and duties and other related matters. This law establishes mechanisms for the enforceability of the provisions of the ELRA especially on core rights and labour standards. Moreover, the OHSA was enacted to make provisions for the safety, health and welfare of the work in factories and other places of work; to provide for the protection other than persons at work against hazards to health and safety arising out of or in connection with activities of persons at work; and to provide for connected matters. Apart from relevant national instruments, there are also many relevant international (ILO) instruments on working conditions. For purpose of this review, only the Working Conditions (Hotels and Restaurants) Convention is discussed. The Convention applies to workers employed within hotels and similar establishments providing lodging, restaurants and similar establishments providing food, beverages or both. The Convention however allows some flexibility on the coverage of the convention subject to national conditions. In this sense the Convention allows a signatory to it to extend its application to other related establishments providing tourism services. The Convention requires signatories to adopt and apply, in a manner appropriate to national law, conditions and practice, a policy designed to improve the working conditions of the workers concerned. It is further provided that the general objective of such a policy shall be to ensure that the workers concerned are not excluded from the scope of any minimum standards adopted at the national level for workers in general, including those relating to social security entitlements. On specific work conditions/labour standards the Convention with reference to national laws, practices and or collective bargaining calls for adherence to reasonable normal hours of work and overtime provisions, reasonable minimum daily and weekly rest periods, provision of sufficient advance notice of working schedules to enable workers to organise their personal and family life accordingly, appropriate compensation in terms of time or remuneration for workers are required to work on public holidays, annual leave with pay and basic remuneration. On tips, the Convention is very explicit that Regardless of tips, the workers concerned shall receive a basic remuneration that is paid at regular intervals.  It should be noted at this juncture, that Tanzania is not a signatory to the Convention concerning Working Conditions in Hotels and Restaurants. However, all the contents of the Conventions and even other standards not mentioned in the Convention are found in previously referred National Laws. Even the practices and Collective Bargaining Agreements which are an offspring of National Laws alluded above reflect the contents of the Convention. The provisions of the national laws do not only reflect the Convention Concerning Working Conditions in Hotels and Restaurants but also other important ILO Conventions. Tanzania is an ILO member since 1962, having ratified 35 ILO Conventions including the 8 fundamental conventions, whose provisions echo those in the ELRA. PART 2 3.0 CURRENT SITUATION ON WORK CONDITIONS 3.1 The Labour Inspection Reports. According to Article 3 of the Labour Inspection Convention, the functions of the system of labour inspection shall be: (a) to secure the enforcement of the legal provisions relating to conditions of work and the protection of workers while engaged in their work, such as provisions relating to hours, wages, safety, health and welfare, the employment of children and young persons, and other connected matters, in so far as such provisions are enforceable by labour inspectors; (b) to supply technical information and advice to employers and workers concerning the most effective means of complying with the legal provisions; (c) to bring to the notice of the competent authority defects or abuses not specifically covered by existing legal provisions. Tanzania does labour inspections according to the ELRA and LIA and also publish yearly reports on the same. The current reports are reviewed herein below with respect to tourism sector to see the sectors working conditions or its compliance to labour laws. 3.1.1The 2011/12 Labour Inspection Report.  During the financial year 2010/11, the Department of Labour planned to carry out 6,200 Labour Inspections all over the country. However due to bottlenecks faced which included financial constraints, the Department managed to carry out only 2,401 inspections which is 38.7% of the target. In all these inspections in the hotels and domestic services which includes tourism or hospitality sector, there were a total of 1,219 inspections conducted. Out of the 1219 inspections, 820 were Routine Inspection, 384 were Follow up Inspections and 15 Reactive/Special Inspections. From the report it is shown that the total inspections done in the hotels and domestic services represent about 50% of all the inspections in the year. This is because the total inspections in all the sectors are 2401 while those in the hotel and domestic sector are 1,219. Table: Inspection by Sector Inspection TypeHealthAgricultureCommerce, Industry and TradeTransport and CommunicationHotel and Domestic ServicesPrivate Security ServicesOther Economic ActivitiesTotalRoutine Inspection5047320538201531411584Follow up Inspection2330145103849454740Reactive/Special Inspection432023157577Total77804858612192542002401Source: Labour Inspection Report, 2011/12 Because the sector represents 50% even the level of contraventions is higher in the sector compared to other sectors. There are 190 contraventions in hotel and domestic sector out of 441 which is the total number of all contraventions. The second sector with higher number of contraventions is trade and industry which has 147 contraventions. Specific contraventions and their respective numbers in hotel and domestic sector are as follows; Minimum Wage 39, Right to join /form trade union 0, Deductions of Wages 9, Contracts of Services 39, Working Hours 28, Plan to promote equal opportunity 9, Workplace, policy for HIV/AIDS 14, Leave 36, Discrimination 0, Overtime payment 8 and Night work allowances 8. Table 2. Provisions contravened by sector. S/N Provision No. of Contraventions Industry and TradeAgricultureTransport CommunicationMiningHotels & Domestic Marine& FishingConstructionEducationPrivate securityHealthEnergy1 Minimum Wage7233913412Right to join /form min. Wage13Deductions of Wages1119214Contracts of Services425423937825Working Hours5228316Plan to promote equal opportunity191419147Workplace policy for HIV2114114258 Leave28223614319 Discrimination210Overtime payment 6218211. Night work allowances15118121Total14717194119009321750Source: Labour Inspection Report, 2011/12 The highest number of contraventions in the hotel and domestic sector is in Minimum Wage (39) and Contracts of Services (39). In minimum wage the total number of contraventions in all the sectors is 60. This being the case, the domestic and hotel sector in minimum wage contraventions represent 65% of all the contraventions. In the Contracts of Services contraventions the total contraventions in all the sectors is 112, the hotel and domestic sector having the highest contraventions in the area (39) represents 35% of all the contraventions. With this situation, it can be said that the hotel and domestic sector which carries in it the tourism sector, represent a highest number of contraventions generally and specifically the number of contraventions in minimum wage and contract of service is higher compared to other sectors. The situation above on contravention by sectors, particularly, in hotel and domestic services, is exacerbated by the number of compliance orders given and prosecutions. Out of the total 151 compliance orders given in all the sectors, the hotel and domestic sector has 34 which is 23% of all the orders given. The sector ranks second from the trade and industry sector which has 74 orders which is 49% of all the compliance orders given. In prosecutions, out of total 15 prosecutions; the sector has 10 which is 67% of all the sectors. And out of the 10 prosecution in the sector which makes it rank the first, 4 were in Arusha one of the most tourist attraction cities in Tanzania. Table3: Number of Compliance Orders & Prosecutions by Sector Sector Compliance OrdersProsecutions Trade and Industry 632Agriculture 50Transport 111Communication 20Mining 20Hotel & domestic 310Marine & fishing 00Construction 00Education 11Private security11Health 60Energy 40TOTAL9815Source: Labour Inspection Report, 2011/12 The report states that the Department of Labour has been promoting Collective bargaining at sectoral level as a means of ensuring stability in industrial relations. In 2011/12 the report says 98 Collective Bargaining Agreements (CBAs) were concluded at work place level and lodged to the Labour Commissioner. Out of the 98 Collective Bargaining Agreements (CBAs), the hotel and domestic sector has a total of 3 CBAs, 2 in Dar es Salaam (2%) and 1 in Arusha (1%). Dar es Salaam and Arusha are the two tourist Cities selected to undertake this review. This does not reflect good working condition in the sector because CBAs are meant inter alia to boost the minimum labour standards provided for in the laws. The report observes that not all the CBAs are lodged to Labour Commissioner. There are some employers who are not aware or just ignore the requirements of lodging the CBAs to the Labour Commissioner according to section 71(7) of the ELRA. This may also explain why there are few CBAs reported in tourism sector. Table4: Number of CBAs by Sector Sector CBAsTrade and Industry 74Agriculture 8Transport 7Communication 2Mining 2Hotel & domestic 3Marine & fishing 1Construction 6Education 5Private security9Health 3Energy 0TOTAL151Source: Labour Inspection Report, 2011/12 The 2011/12 report also presents that, a total of two hundred and fifty six (256) employers and four thousands and twenty eight (4028) employees from different sectors were sensitized on Labour Laws. From this number, the statistics are presented in a way that cannot tell the number of sensitized employers and employees in the domestic and hotel sector or tourism sector directly. The figures are not segregated according to sectors which would give a better picture and is a good practice to adopt in future reports. On Occupational Health and Safety the report indicates that during the financial year 2011/2012 the Occupational Safety and Health Authority (OSHA) conducted the following activities:- A total of 5600 general workplace Inspections were conducted which is 80% of the planned 7,000 Inspections. Special 11,900 inspections (i.e electrical, Boiler, air receiver, lifting appliances) were conducted which is 85% of the planned 14,000 Inspections. Medical examinations were carried out on 14000 workers out of the earmarked 13,000 workers which is 107.9% of the target set. A total of 770 workers were sensitized on safety and health at workplaces. The statistics do not show the segregation of the numbers into various sectors as in the labour standards and core labour rights discussed above. This is again difficult to tell the number of inspections, sensitizations and medical examinations were done in the tourism sector or generally in the hotel and domestic sector. It is a considered opinion of the Consultant that this is not a very helpful way of reporting and should be improved in future. A perusal of reports from the Commission for Mediation and Arbitration (CMA) on disputes occurrence in the tourism was done as this can also be a parameter in support of other factors to show the status of labour law compliance in the tourism sector/hotel and domestic. The report reveals that during the period covered by this report, the Commission dealt with a total of 4,039 disputes, 2487 of them by way of mediation and 1552 by arbitration. The report further states that according to the Commissions report for the year 2011/2012 Sectors ranking high in labour disputes (chronologically) are: Industry and Trade, Private security, Hotel and Domestic services, Construction, Education, Agriculture, Transport, Mining, Communication and Health. In this case, the hotel and domestic sector ranks third in the number of disputes in the year. We can therefore say that the hotel and domestic sector which has in it the tourism sector is among the sector having high number of disputes. The 2012/13 Labour Inspection Report.  The 2012/13 Inspection Report indicates slight changes in labour law compliance in the Hotel and Domestic sector. While in the 2011/12 period it ranked the first in the total number of inspections conducted compared to other sectors, in 2012/13 it ranks second. The report states that during the financial year 2012/13, the Department planned to carry out 4,800 Labour Inspections at workplaces all over the country. However, due to unforeseen circumstances only 3,095 inspections were carried out which is 64.5% of the target. Out of 3,095 inspections, in the hotel and domestic services which includes tourism or hospitality sector, there were a total of 743 inspections conducted. Out of the 743 inspections, 542 were Routine Inspection, 384 were Follow up Inspections and 37 Reactive/Special Inspections. Though the sector ranks the second as earlier noted in the number of inspections conducted (743 i.e. 24%), there is a slight difference from the first sector which is trade and industry (973 i.e. 32%). The difference is only 30 inspections which is 8% in terms of percentage. Table 5: Inspection type by sector SectorInspection TypeRoutine InspectionFollow up InspectionSpecial InspectionTotalCommerce, Industry and Trade73218853773Hotel and Domestic Services54216437743Education1221817157Health98238129Transport &Communication39913545579Other Economic Activities972514136Private Security Services78367121Agriculture5810371Construction101434148Mining205227Marine and Fishing82111 Total  2,255  649  191  3,095 Source: Labour Inspection Report, 2012/13 In terms of contravention, the hotel and domestic sector ranks second by having 1395 contraventions (32%) out of the total 4402 total contraventions while the first, trade and industry sector, has 1522 contraventions (36%). Table 6: Level of Provisions Contravened by Sector S/N Provision No. of Contraventions Industry and TradeAgricultureHealthTransport MiningHotels & Domestic servicesEducationConstructionPrivate Sector SecurityMarine & FishingOther Sector not mentionedTotal1. Child Labour34110511000162. Forced Labour95100901200273. Minimum Wage9210161631642288183484. Right to join /form Trade Unions1098970106259163103025. Unlawful Wages Deductions 464710237864231296. Contracts of Services3572755242534562264224012037. Working Hours15821241341851915253164838. Plan to promote equal opportunity2507272751434716364255879. Workplace policy for HIV/AIDS287102834517447193333467410Leaves 2112025279254323014736633Total1522116193377281395263131180251724402Source: Labour Inspection Report, 2012/13 In the fundamental rights and protections the status of contraventions seems to be serious compared to other sectors generally. In child Labour the sector ranks the first as there are 5 incidences out of the total 16 incidences which is 31% followed closely by agriculture sector having 4 incidences (25%) and industry and trade which has 3 incidences (19%). In Forced Labour the sector has 9 out of 27 incidences which is 33%. The industry and trade sector has the same incidences and therefore the two sectors occupy the first position in the number of contraventions on forced labour provisions. In freedom of association (Right to join /form Trade Unions) there are 106 incidences out of the total 348 incidences in all the sectors and this represents 30% of all the said incidences. And here the hotel and domestic sector which ranks the second is preceded by the trade and industry sector which has 109 incidences which represents 30% and also followed closely by the third, the industry and trade sector having 92 incidences which is 26% of all the incidences on freedom of association. The last aspect on fundamental rights and protections is discrimination provisions. Here the statistics indicate the incidences on Plan to Promote Equal Opportunity and Workplace Policy on HIV and AIDS. On the aspect of Plan to Promote Equal Opportunity, out of the total contraventions 587, the hotel and domestic sector has 143 contraventions which represents 24% ranking the second from the industry and trade sector which has 250 equivalents to 43%. On the aspect of Workplace Policy for HIV/AIDS the hotel and domestic sector again ranks the second by having 174 contraventions out 674 contraventions which is equivalent to 26%. The first is industry and trade having 287 contraventions which equals to 43% of all the contraventions. In respect of labour standards, the situation in domestic and hotel sector again is not good compared to other sectors generally. In remuneration, especially on payment of salaries as per the minimum prescribed rates, the domestic and hotel sector has serious problems as it was with the previous report. On minimum wages, there are 348 contraventions in which the domestic and hotel sector occupies the first position by having 164 contraventions. This is equivalent to 47% of all the contraventions in all the sectors. The second sector in contraventions is industry and trade which has 92 contraventions equivalent to 26% of all the contraventions. This means that around half of all the contraventions (47%) are in the domestic and hotel sector. Akin to contravention on payment of minimum wage are the unlawful deductions of salary. There are 129 contraventions in the domestic and hotel sector which holds the second position having 37 (29%) and the industry and trade sector which is the first having 46 equivalent to (37%). In Contracts of Services the domestic and hotel sector has 345 contraventions (29%) out of the total 1203 contraventions. The sector is preceded by trade and industry sector which has 357 (30%) and followed by transport sector having 242 (20%). As seen in the previsious report, the sector still has serious problems in contracts of employment. The sector also leads in contravening the Working Hours provisions by having 185 contraventions (38%) out of the total 483 contraventions. The second position is held by industry and trade which has 158 contraventions (32%). On leave provisions the sector still holds the first position as out of the 633 contraventions, it has 227 (37%) contraventions. The sector is followed closely with the industry and trade sector which has 211 contraventions (34%). According to the Report, the Accidents and Occupational Diseases area, the domestic and hotel sector shows to have no any incidences out of the total 174 incidences in all the sectors Looking at the Department of Labour Annual Report, of 2012/13 it can be said generally that labour law compliance in the domestic and hotel sector is not good compared with other sectors. In many incidences of contraventions of labour standards and fundamental rights the sector ranks first or second. This is supported by the fact that the total number of contraventions in all the sectors is 4402 out of this 1395 arise from the domestic and hotels sector, which is equivalent to 31%. It is also noted that the sector generally ranks second to the Industry and Trade Sector in contravening labour laws. The Industry and Trade scored a total of 1522 contraventions out 4402, equivalent to 35%. Moreover, serious contraventions by the domestic and hotels sector according to the reports, are more in aspects of remuneration and contract of service provisions than other standards. It is also evident from the compliance orders issued to the Domestic and Hotel sector that the sector is not doing well. The total number of compliance orders issued to all sectors is 414. Out of this number, the domestic and hotel sector has 120 compliance orders which is equivalent to 29%. The sector ranks second to the industry and trade sector which has 172 compliance orders equivalent to 41%. The number of prosecutions can also be used to gauge the degree of compliance with labour laws generally. Unfortunately the report does not provide for the number of prosecutions in terms of sectors. The number given is just general. The report points out that during the period under review, thirty nine (39) employers throughout the country were brought before courts of Law for the following offences under the Labour legislation. The offences in which these employers were charged with are; Failure to notify accident arising out of and in the course of employment (6 cases), Obstructing Labour Officers to perform their duties (6 cases), Failure to comply with lawful orders (13 cases), Failure to pay employees agreed remuneration (9 cases) and Refusing or failing to furnish information books and documents required (5 cases). Although the number has not been presented by sectors; the general figures on the offences mentioned suggest that the sector with high number of contraventions is the one leading in high number of prosecutions. It is also reported that 47 employees were paid arrears of wages to the tune of T.shs 46,363,983 a result of which six cases were withdrawn from court of law. The number of these employees has not been presented according to the sectors. Therefore, the assumption made on prosecution can also be drawn here, that it seems the sectors with highest number of contraventions might be the ones having a bigger position of the arrears paid. Strikes and lockouts which are also reported in the inspection report can also shed light on the sectors compliance to labour laws. Very unfortunate again, the report has not presented the information of strikes and lockouts per sector. However, the names of the industries/companies can suggest the type of sectors. The total number of strikes are 13 where the names of the industries suggests that there are 2 strikes in the domestic and hotel sectors which is equivalent to 15% of all the strikes. The suggested distribution in other sectors are; industry and trade 7 (54%), agriculture 3 (23%) and construction 1 (8%). This is an indication that the domestic and hotel sector is among the top 3 sectors having high incidences of strikes. It should further be noted that the reasons of the strikes in the domestic and hotel sector as per the report are; non compliance of labour standards and fundamental rights and protections. Moreover, the Report shows only one lockout which is not in domestic and hotel sector. 3.2. Field visits observations To a great extent the information from Labour Inspection Reports match with what was said by some stakeholders during the field visits in Arusha and Dar es Salaam when they were interviewed on issues related to labour standards and fundamental rights, as alluded hereunder: Labour Law Awareness The Government, Trade Unions and Employers organizations have been conducting awareness on labour laws to employees and employers. However, awareness of labour laws is still a problem especially to employees. Most employees in the tourism and even other sectors are not aware of their rights and responsibilities in the labour laws. It is pointed out that this has been due to various reasons such as lack of resources for the Ministry of Labour and Employment and other stakeholders in conducting awareness sessions to employees. The employers are also noted as being reluctant to raise awareness of the labour laws to their employees for fear of sparking off demands of their rights. Trade Unions do also conduct some awareness on labour laws to the employees but this has not brought much impact in terms of balancing the employee/employer relationship at workplaces. It is argued by employers that Trade Unions programs on raising awareness of laws are biased, concentrated on employees rights only without the legal responsibilities to toward employer. On the other hand Trade Unions justify their biasness on their style of approach in raising awareness of laws that they do so because the employees are a weak party to the employers. It is the opinion of the consultant that this kind of position of crossing swords attitude among employers and trade unions is not healthy in creating a responsible tourism in Tanzania. Employment Contracts. It was revealed from interview and discussions during the field that most employment contracts in tourism sector are of specific period of time. This is of course contrary to the provisions of the Employment and Labour Relations Act. Contracts of specific period are reserved for professional and Managers cadres of employees only. It was observed that most tourist Hotels prefer cheap labour by using trainees. In some Hotels for instance, you may find that there are 60 employees, out of these, only 10 are legally employed, the rest are the trainees. The trainees are preferred because they are not paid according to labour laws. The fundamental rights and protections, labour standards, social security and other relevant labour rights cannot be applied to trainees. Instead of remunerating them according to the wage order and other statutory instruments, they are just given what are called allowances! Most of the trainees emanate from local training colleges which conduct short courses ranging from 3 to 6 and 9 months. The use of these trainees in most hotels is probably the cause of poor services which is often alleged by most employers as lack of skills for most Tanzanian employees as compared to foreign employees who are mostly recruited from Kenya. It was interesting to observe from the employers in tourist hotels complaining that local employees are underperforming and do not have commitment in their duties compared to foreign employees. They however, admitted that Kenyans are performing well because they have invested a lot in human capital for tourism compared to Tanzania. They also said they prefer specific contracts because it is easy to terminate the non performing employees at the end of the specified period. As for preference of foreigners they concede that these do not have many demands like the local and they work with special loyalty favourable to the employers. Generally, the investors in tourism sector seem to prefer maximising profits while taking less or no account of the important aspect of investing on human capital. They are ready to put other related facilities like buildings; cars etc and forget about human capital. They avoid to use the proper types of employment contracts thus compromising the sound work conditions. Akin to the terms of trainees in the hotel sector, in tour guiding, there is a disguising type of employment contract for tour operators. While the conditions indicate that they are employees, in practice they are treated as freelance tour guides. Out of ignorance the employees are also happy on the matter, because remuneration is with gross amount. No statutory deductions such as social security and pay as you earn are made. This kind of employment deprives fundamental protections and labour standards. Legally it is only those who are in contract of service, as opposed to those who are in contract for service, are subject to various labour standards. The real freelancers are consultants and not employees; this is the cave in which employees in tour guide hide when it comes to labour law compliance. Interestingly, these so called freelancers are under direct control of the employer. They are assigned duties daily, given some directions on how to work, the properties such as cars and the related work equipment are solely owned by the employer. The problem of contracts is also found among the porters. These are hired at the point where tourist companies are escorting tourist to climb mountain. There are strong concerns that they are lowly paid. The companies are getting a lot of money per head while the porters are lowly paid compared to what the companies earn. It is out of this situation that Tanzania Porters Association was created to serve the interest of porters. Unfortunately such an organization is not a trade Union that can sit with employers to discuss on their interests. Most of the porters do not have employment contracts and therefore the problem of freelancing also features in porters services. The workers in tour operation usually come to realize the impact of being freelancers when they are terminated and find themselves getting out empty ended. They also wake up sometimes when they are involved in occupational accidents when they find that their employer is not responsible! During their life time working, they enjoy the payments and the tips they get without deductions. Interestingly, these guides in their freelancing work look for companies which bring tourists from countries which give reasonable tips! and not those which adhere to labour laws especially on type of contract in which they are engaged in. The freelancers work during the season of tourists and are left free without employment when the season is over. It was observed that, freelancing problem has to some extent been controlled. That, the employers, when applying licenses for their transport facilities (cars) from d Surface and Marine Transport Regulatory Authority (SUMATRA), there is a condition of going through labour department for purposes of assuring that employment contracts have been entered legally. This procedure has been established as a result of the cooperation between the Labour Department under Ministry of Labour and Employment and (SUMATRA) It was also observed that the nature of employment contracts in the sector is determined by the tourist seasons. There is high season and low season. And mostly there are four months in the year in the high season. This being the case, the preferable employment contracts are those for specific time. This is especially for those in the fields while those in offices have normal contract, i.e. unspecified period of time. There are also those employed in the contracts of specific tasks or sometimes in the nature of consultancy. For instance a company may have professionals visiting tourist areas for academic purposes. In such circumstances it is not everyone who can be a guide, you need someone whose qualifications matches with the said tourists for them to be guided properly. In this case, a consultancy agreement or special task agreement may be entered in to suit the purpose. Working Hours Working hours are not observed in the tourism sector. There are no serious arrangements in terms of shifts to make sure that every employee works according to the hours provided for in the law and also payment of overtime is not well observed. This includes resting hours and public holidays. Some employers noted that it is very difficult to adhere to working hours set by the law due to the nature of tourism which demands 24 hours presence of employees. Some noted that the laws have not been crafted in a manner to ease management of working hours in the tourism sector. While noting the problems of adhering to working hours provisions in the tourism sector, there is not any stakeholders who talked about the flexibilities provided for in the law especially through CBAs. This can be one of the indications of poor level of labour law awareness as exposed above. Generally, it suffices to say that employers in the tourism sector are in most cases not complying with the working hours as per the ELRA. Minimum wages The failure to pay minimum wage is one of the serious problems in the sector. It was also noted that most employers do not have schemes of service for their employees. Apart from the employers tendency to pay below the minimum wage, there is a legal problem which exacerbates the situation. Due to confusing classifications in the Wage Order on minimum wages it is still difficult to tell which rate applies to which subsector within the tourism sector and its respective classifications. For instance the Order for Domestic and Hospitality Services particularly, subsector called Potential and Tourist Hotels, is supposed to pay Tshs. 250, 000 per month. The Order does not define which hotels belong to this category. The Order is silent on tour guides, porters, drivers and other cadres which do not belong to hotels or potential tourist hotels. This has become difficulty to properly determine the minimum wage applicable. Since the mentioned cadres are not specifically provided for in the Order, some employers have been opting to pay 100,000 which is an amount payable to what the order calls other sectors not specifically provided for. Owing to this uncertain classification of the Order some employers in tourist Hotels have been classifying themselves in the subsectors of medium hotels and restaurants and guest houses and bars, in which the amount payable is Tsh 150,000 and 130,000 respectively. Conservation, Hotels, Domestic and Allied Worker Union (CHODAWU) indicated that, this discrepancy has been brought to the attention of the Minister of Labour and Employment but in vain. It is obvious that, the confusion in the Order has resulted in difficulties in administration of minimum wage in the tourism sector. Since the situation favours employers in the sector, they have remained silent on the issue. It is not known clearly whether trade unions are still advocating on the rectification of this order. It was observed however that trade unions who are a party to the Wage Boards have not been very effective in the undertaking due to poor preparations, ignorance and failure to communicate or engage others during the time of investigating for minimum wages. Despite the discrepancy in the minimum wage Order and its associated problems of compliance the consultant found generally, that big companies owned by foreigners and few locals, pay high as opposed to small ones which many of them are owned by locals. Some Employers, recognising the importance of better payment to their employees have been proactive in implementing some pronouncements of Authorities. I cite the Tanzania Association of Tour Operators (TATO) letter reiterating on the order given by Hon. Shamsa Mwangunga, the then Minister of Natural Resource and Tourism on the minimum pay for the porters in 2008. Tanzania Association of Tour Operators (TATO) insisting to their members of adhereing to the order wrote as follows: At its regular meeting held on 20th November, 2014, the Management Council when discussing on the issue of Porters wages came to their notice that porters are still complaining on the amount of wages which is paid by some of the tour operators. TATO wish to clealry and categorically support the current amount set by the Government as commuicated by Hon. Shamsa Mwangunga then Minister of Natural Resource and Tourism in 2008. TATO recognizes the following rates as stipulated in Ministers Directives and called upon all members to abide without any further delay. Tour Guide................................................US$ 20 per day Assistant Tour Guides/Cook........... .....US$ 15 per day Porters .......................................................US$ 10 per day. It is the opinion of the Consultant that TATOs letter is good practice for improving work conditions to achieve responsible tourism. Fundamental rights and protections. Looking at fundamental rights and protection as provided in labour laws, child labour was not seen as a problem in tourism sector as observed during the field visit, save for a few cases that seen in the inspection reports. Forced labour is not a problem for this review. There are many concerns on discrimination especially from the workers, that foreigners are much preferred in the managerial posts than the locals. This goes even in benefits in the sense that foreigners are highly paid compared to the locals. The employment of foreigners is justified by employers as being contributed by the poor performance and lack of skill of local employees. This justification is shared with the government authorities, some employees and other stakeholders. Some employers and stakeholders that were interviewed observed that the coming in of foreign employees is contributed by the poor performance of the locals who do not have skills required, their work attitude is poor, they are also dishonest, less efficient, not hard working, lacking commitment and difficult to fire as opposed to foreigners. Employers argued that locals are difficult to hire due to protective nature of the labour laws. That, the labour laws favour the employees more than employers because the procedures to fire are cumbersome. On the other hand, it is noted that the problems with the locals might be contributed by the poor management styles of hotels. They lack the proper knowledge on how to handle employees thus causing problems. Such employers concentrate on investing on the physical infrastructures forgetting the importance of having knowledgeable manpower to handle human resource. They do not want to employ competent personnel, but just want to save money and maximize profit. It is further observed that local employees do not perform well because they are not motivated. Discrimination in employment in favour of foreigners was reported to be rampant and remain undetected because of poor and low coverage of labour inspection. Sometimes the Labour inspectors are bribed so that they can condone the discrimination they encounter in the course of inspection. There are foreign employees who do not have work permits enjoying more favourable treatment than locals. There is an influx of foreigners in the sector at the detriment of locals. Generally even the treatment of the locals by the employers, especially the foreign employers, is not good. It was further noted that recruitment of foreign employees in managerial positions in tourism sector increased as a result of restructuring the Tanzania Tourist Board which was relieved of direct hotel business operation. This created a gap in manpower development and training, which was part of the Boards mandate before restructuring. The training and manpower development of locals ceased then, consequently leading to resorting to recruitment of foreigners especially Kenyans to man managerial positions. This is the reason behind many Kenyans occupying managerial positions in the tourism industry in Tanzania. It is the consultant opinion that there are problems with Tanzanian employees in the sector but the problem is sometimes exaggerated by the employers in favour of foreign employees whose loyalty, often compromise the work conditions. The dishonest problem on local employees might be contributed sometimes by employers failure to balance the super profit they get against the low remuneration they pay to the local employees. Another issue that was examined in field visit regarding fundamental protection is trade unionism. It was observed that there are few employers who understand and accept the importance of trade unionism. Many of them do not like trade unionism and therefore do not cooperate in establishing trade union branches. Even in areas where branches have been established, there are various mechanisms used to control trade union activities. These includes transfer of leaders or frontline members to other branches of the employer, direct threats, withholding access on various activities such as meetings, discriminatory acts against members of trade union and discouraging workers to be organized as trade union members. They use bribes and other mechanism to control or suppress trade union branches. On the other hand the trade unions lack organizing skills to recruit members from workplaces and their approach is seen by employers as rude and irritating. However, some employers like the presence of trade unions in workplaces. Those who like trade unions report that they assist in maintaining industrial harmony and improve productivity. Sometimes trade unions are accused of assisting workers who do not perform well and are dishonest. This attitude annoys employers to an extent of curtailing trade union activities and preventing access of trade unions to employers premises to organize members. Other issues like HIV and AIDS programs, funeral services and medical insurance are only covered among few employees especially those who have concluded CBAs with employees through trade unions (CHODAWU). Of interest is paternity leave which is reported to apply in most workplaces with CBAs and has been improved up to seven days. Collective Bargaining Agreements Collective Bargaining Agreements (CBAs) in Tourism sector are scarce despite their importance in improving work conditions. CBAs do improve work conditions by providing more and above what is provided for under the labour laws. They can go further even issues not specifically provided for in the law like transport expenses, housing, food during working hours etc. during field visit it was observed that one of the reason for few CBAs is the is the absence of organized labour in most workplaces. Most workplaces have no Trade Union Branches. You cannot negotiate a CBA without a registered Trade Union in place. The other reason is the resistance by employers in having their employees organized in order to establish trade Union Branches in workplaces. The lack of tactic and skills from Trade Unions is another reason that contributes to absence of CBAs in workplaces. Trade Unions are accused of poor approach in convincing workers to join them. There was also a display of ignorance on the importance of CBAs from both the employers and employees, this also contributes to scarcity of CBAs in Tourism sector. It is also the opinion of the Consultant that all these reasons for few or absence of CBAs at workplaces in tourism sector is generally compounded by little awareness of the labour laws among workers and employers. It is indeed important to remark at this juncture that CBAs are offspring of negotiations between employers and trade Unions on behalf of employees. If workers are not organised and registered as trade union they cannot negotiate for CBAs. It was noted that some workers have organised themselves in Associations which are not Trade Unions, these cannot negotiate for CBAs. Reference is drawn here for the Association of Porters in Arusha which is not registered as a trade union. Leaves It was observe that employers do grant leaves as required by law for employees who are in formal employment. Annual and Maternity leaves are granted. It is however a major problem for the Trainees and free lance operators because of the nature of their work as discussed above. Freelancers and trainees are not given leave and the nature of their engagement bars them from claiming leave. 3.2.8 Dispute Occurrence There are problems in reporting statistics on labour disputes by CMA. Statistics are not classified according to various sectors that they arise. However, apart from this it is generally observed that tourism is one of the leading sectors in labour disputes. For instance between January, 2015 and March there were 19,2015 disputes. In Arusha Zone 544 were resolved, out of this, 98 disputes were from tourism which is equivalent to 18%. The menace on free lance type of contract is also among the disputes report that was brought before CMA. Occupational Health and safety The tourism sector in comparison to others has been adhering to Occupational Health and Safety (OHS) standards. The sector is not exposed much to occupational hazards, compared to others, like construction and industries. In tourism the most risky areas in which even inspections are conducted are in workshops especially for the companies owning many transport facilities. Social security. Most of the big employers with their employees, who are formally employed, are registered in social security schemes. The problem is with small employers. It is generally observed that those who are in disguise type of employment contracts (freelancers) are not registered with any social security schemes. Same applies to the trainees. But sometimes the workers do not want their salaries deducted for social security contributions for fear of further reduction in their meagre monthly earning. Outsourcing During field visits it was observed that some employers prefer outsourcing of employees. In fact some advocated for it and even made outcries for it. The main reason they gave for preference of outsourcing of employees is that it relieves them of the burden of hassle of dealing directly with issues related to welfare of employees. They argue that outsourcing makes them concentrate with their core business. Outsourcing was neither seen in the labour reports that I perused nor was overtly exposed during field visit as to where it is being practiced. But it came out with strong feeling from some employers during discussion. Outsourcing in Tanzania especially the act of hiring for others is illegal according to the National Employment Promotion Service Act No. of 1999. A cross checks, with the government authorities indicated that outsourcing should not be allowed for want of compromising fundamental rights and labour standards. 4.0 KEY FINDINGS AND RECOMMENDATIONS 4.1 Findings Various reports/literatures/studies have shown that tourism in Tanzania is one of the leading sector in forex and the economy at large. This is also reflected in employment as a number of Tanzanians are employed in the sector. However, the growth of the sector and its importance in the economy is not reflected in the labour law compliance. There are remarkable breaches in fundamental protections and labour standards. The rate of contraventions in the tourism sector is high. The area of employment contracts which inter alia determines the status or nature of employment is often not complied according to laws. This is reflected in the use of more trainees than employees, having disguise types of employment contracts such as the freelancers. Section 14 of the ELRA provides for the types of contract as unspecified period, specified period for professionals and managerial cadre and specific tasks. It is the consultant opinion that it is the nature of employment is what determines the type of contract and that it is a matter of the law and not the choice of the employer at will. In tourism sector the general practice is the use of contracts for specified period of time for most of employees and even the authorities have left this illegal practice to thrive! This practice renders other provisions of the laws almost inoperative. This is because you cannot talk about labour standards to the nonemployees like the trainees and the freelancers. Even to the few who are permanently employed, the situation shown above in the labour inspection reports and the survey is not pleasing. All these could be highly minimized if the authorities and other relevant stakeholders like employers and workers association work effectively and closely. The Labour Department which is the dynamo of labour inspections could provide solutions for this but has explicitly indicated its inability to effectively conduct labour inspections. For instance in the 2011/12 report it is noted that; During the financial year 2010/11, the department planned to carry out 6,200 Labour Inspections at workplaces all over the country. However due to bottlenecks faced which include but not limited to financial constraints the department managed to carry out only 2,401 inspections which is 38.7% of the target. [Emphasis supplied] Therefore, apart from the fact that he government is earning abundantly from all the tourist related charges, it fails to effectively conduct inspections. In the 2012/13 inspection Report nearly the same language appears as the Labour Department states; During the financial year 2012/13, the department planned to carry out 4,800 Labour Inspections at workplaces all over the country. However due to unforeseen circumstances, we only managed to carry out 3,095 inspections which is 64.5% of the target. [Emphasis supplied] The weakness of the labour Department can even be seen in the number of inspections planned to be done in a year. In the two quotations above it is noted that the Department planned to carry out 6200 and 4800 inspections for the years 2011/12 and 2012/13 respectively. The plan does not show the total number of workplaces existing and the justification for carrying out such a small number of inspections in Tanzania. It should also be highlighted that there are also weaknesses in enforcing the noted contraventions in labour inspection. The number of contraventions as per the statistics is not matching with the number of employees sent to court. Since the problems are still there, this situation is questionable. At To the time of writing this report, the draft regulations on inspections and various issues on the labour administration in ELRA and LIA have not been gazetted. The two pieces of legislations started operating on 05/01/2007. This is the 8th year since the laws started operation and the regulations are not there. This is one of the big hindrances in labour inspection and administration generally which has not yet been addressed by the Ministry. Labour Law awareness could also be one of the areas to solve the worse situation in labour law compliance in the sector. The employers through ATE and other avenues are doing well to refresh themselves on various topical issues on labour law. On the side of the employees it is a problem as TUCTA and its Affiliates have not done enough. The same applies to the Government which its report indicates a very few number of workers have been sensitized on the labour laws. The hindrance for adequate sensitization of labour law has been be the same as noted in inspections reports, financial constraints and unforeseen circumstances. It should also be highlighted that statistics in the labour issues is a serious problem. It was difficult, for instance, to get the actual number of labour disputes in Tanzania in the tourism sector. The CMA authorities admitted on this weakness. There is no good system in place to classify the disputes according to sector. The same problem was found with the OSHA. The Labour department which to some extent has some statistics on various issues including labour inspections also has some weakness in the said statistics. These weaknesses just to highlight a few, are as follows; The statistics show the number of compliance orders issued but they do not show the number of complied orders and those not complied and the action taken thereafter. There is no correlation between contraventions and those who were sent to court. Some important information such as social security is missing in the tables of the reports, hence difficult to tell social security compliance by the employers, not only in tourism sector, but also in other sectors. In the tables of accident reported, there is no section indicating the nature of accidents. In the light of all the expositions in this report, it can generally be said that there are serious contraventions in labour laws in the tourism sector. These contraventions are contributed by various factors such as; Employers wish to maximize profit to the expense of workers rights. Loopholes in the Labour laws. Lack of regulations on labour administration in ELRA and LIA. Corruption by stake owners. i.e. government officials, trade unionists and employers. Poor knowledge and skills in tourism and labour laws among stakeholders. Poor labour law awareness among the employees. Poor enforcement of labour laws. Lack of coordination and collaboration between various Government Authorities doing inspections in tourist related workplaces. Weak Trade Unions. 4.2 RECOMMENDATIONS In order to achieve responsible tourism in Tanzania is a dire need to improve working conditions in the sector in accordance with the laws of the country and the relevant ILO and other international Conventions. The recommendations that are made out this review are: The Government and relevant stakeholders are required to mainstream/adopt a human rights approach in labour law administration. Therefore, the government and relevant stakeholders and more specifically companies and their umbrella organizations in the tourism sector have to be reminded on their relevant obligations towards employees, the same applies to employees and their respective organizations. Trade Unions should improve their knowledge and skills in organizing in tourism sector. They should have people who are smart in terms of knowledge which matches with advancing. Trade unions should not stand up for the misbehaving workers. They should not defend and protect workers who overt offenders or indiscipline in their duties as employees. They should create a balance between the interests of the employer and those of the employees depending on the situations. The Authorities should regulate the use of trainees in hotels and other tourism related sectors to curb the tendency of compromising the labour standards prescribed by the laws. Such regulation may focus on the ratio of the number between the employees and trainees in a workplace at a time, the maximum length of period to work as trainee and or an employee of that Institution. The wage setting in the tourism sector should be reviewed especially on the classification of the hotels or business in the sector and even the amounts applicable. That, the amount set, should reflect the earnings from the sector generally. The members of the Wage Boards should be empowered in terms of their knowledge and skills in negotiating and determining minimum wage setting. The minimum Wage Order issued by the Minister of Labour and Employment must be clear and certain to avoid ambiguities in interpretations as it is now with the Tourism sector. The Government should strive to provide skills in tourism. The National College on Tourism needs to be well manned to give the required skills in the sector. The Government should look some ways to partner with private sector in running and improving the college. The skills development levy should be used to conduct in-house training for the skills which are said missing to most Tanzanians employed in the sector. This will improve the quality of Tanzanians and thus do away with many foreign employees Since the current labour laws provide for minimum labour standards leaving an open room for improvement through CBAs, it is recommended that there should be deliberate tripartite dialogue on how best to engage into CBAs. Trade Unions must work hard in organizing the workers in tourism sector for CBAs to take place. The Employers should be ready to provide a smooth ground for Trade Union to recruit their employees into membership. The Government should check on compliance of laws particularly in respect of CBAs in Tourism. The tripartite dialogue will enhance cooperation and collaborations among social partners. In order to cushion the financial constraints and the unforeseen circumstances referred to in Labour inspection reports by the Labour Department, it recommended that the Department of Labour through its parent Ministry, Ministry of Labour and Employment (MOLE) should consider teaming up with Tourism Department, Ministry of Tourism and Natural Resources (MTNR) in conducting labour inspections. The MTNR also conducts inspections on what is called inventory taking. In this exercise, same resources like transport can be used for purposes of labour inspections. Or some tourism officers can be trained on labour inspection so that they can play a duo responsibility. The same can also be done by other Ministries, Department and Agencies (MDAs). Of course, to make this happen, a further study is required. In order to facilitate labour law compliance, it is recommended to integrate it in all compliances especially issuance of licenses in the tourism sector. An example of this kind of move would be that no licenses would be renewed for the companies with bad record on labour law compliance. This would act as deterrence for non compliance. 5.0 REFERENCES Barnett T, Travellers Philanthropy Conference, Downloaded from http://www.travelersphilanthropy.org/resources/TPhil_conf_proceedings/proceedings/barnett-fair-trade-not-philanthropy.pdf on 25th March, 2015. 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Labour Institutions Act, No.7/2004 Meeting Summary Report: Frameworks for Change the Tourism Industry and Human Rights, Friends House, London-UK, 29 May 2012. Ministry of Labour and Employment, Annual Labour Administration and Inspection Report 2011/2012. Ministry of Labour and Employment, Annual Labour Administration and Inspection Report 2012/2013. Occupational Health and Safety Act, No. 5/2008, United Republic of Tanzania, Ministry of Natural Resources and Tourism, National Tourism Policy, 1999. Working Conditions (Hotels and Restaurants) Convention, 1994. WTTC, Travel & Tourism Economic Impact 2014 Tanzania. Rachel Dodds & Marion Joppe, CSR in the Tourism Industry? The Status of and Potential for Certification, Codes of Conduct and Guidelines, Study prepared for the CSR Practice Foreign Investment Advisory Service Investment Climate Department June, 2005. Speech of the President of United Republic of Tanzania, Jakaya Kikwete on Workers Day, 1st May, 2014. 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Tourism Concern Research Report, the Impacts of All-inclusive Hotels on Working Conditions and Labour Rights in Barbados, Kenya & Tenerife, 2013, Tourism Act, No. 29 of 2008. 6.0 ANNEXES ANNEX I: CONSULTATIONS No.NAMEPOSITIONORGANISATIONDATES1Mr Nzugile ArushaRegional Labour OfficerLabour Department Arusha March 19, 20152Mr.Josephat Lugakingira Assistant Labour Commissioner Labour Department (HQ) Dar es salaam April 1, 20153Mr. Nestory MlokaRegional Labour OfficerLabour Department Dar es SalaamApril 1, 20154Mr. NunguAssistant DirectorCMA (HQ) Dar es SalaamApril 1, 20155Jeremiah MeliariArusha Regional SecretaryCHODAWUMarch 19, 2015Anna SengaHuman Resource Officer TANAPAMarch 19, 20156Atobokile MwakasungulaMember of CODAWU TANAPA Headquarters BranchTANAPAMarch 19, 20157Tourism Director TANAPAMarch 19, 20158Anitha KazimotoMediator and Arbitrator-ArushaCMA ArushaMarch 20, 20159Mr. Meena,OSHA-Arusha Zonal Officer in-charge,OSHA Arusha March 20, 201510 Sirili M. Akko, Executive Secretary-TATO TATO Arusha March 20, 2015 12Rodgers MbagaHR Specialist Logistics ManagerKibo Palace ArushaMarch 20, 201513 Goodluck KimaroAssistant HRMKibo Place ArushaMarch 20, 201514Salim Janmohamed.Vice Chairman, Hotel Association/Country Manager Tourism Promotion Services (T) Ltd Serena Hotels, ArushaSerena Hotel-ArushaMarch 20, 201515Sayuki Justice,Hotel Manager Mc Ellys Hotel ArushaMarch 20, 2015.16W.K Saigilu,Front Desk officer Mc Ellys Hotel ArushaMarch 20, 2015.17David MpangileTourism Officer Ministry of Tourism and Natural Resources Dar es Salaam4th April 201518Latifa Sykes Chief Executive OfficerHotel Association of Tanzania (HAT) Dar es SalaamMarch 31, 2015.19Richard Rugimbana Executive SecretaryTourism Confederation of Tanzania (TCT) DsmMarch 31, 2015.20Suzan NdombaManagerATEMarch 31, 201521Saidi Wamba National Secretary/General SecretaryCHODAWUMarch 31, 201522Mercy Jilala Labour Officer/Facilitation OfficerTICMarch 31, 201523Stephene AnthonyTrade Union Branch SecretarySerena Hotel22nd April 201524Dennis P KubigwaAssistant HRMSerena Hotel23 April, 201525Mr MshanaGeneral ManagerMbezi Garden Hotel23 April, 201526Abdallah NgaroFront Office SupervisorMbezi Garden Hotel24 April, 201527Edna NgeweHuman Resource DirectorHyatt Regency Hotel7th April 201528Caleb MalitaCHODAWU Branch Leader (Team Leader Conciege)Hyatt Regency Hotel5th April 2015 29Majaliwa MusakuCHODAWU Branch Leader (Bell man)Hyatt Regency Hotel13th April 201530Oscar AlexTrade Union Member (IT)Hyatt Regency Hotel16th April, 201531Jumanne MakoyeTrade Union Member (Operation Manager)Hyatt Regency Hotel16th April 201532Jane MarwaTrade Union Member (PA)Hyatt Regency Hotel16th April 201533Uwesu FarijallahTrade Union Member (Food and Beverage Supervisor)Hyatt Regency Hotel16th April, 201534Sufian MabieTrade Union Member (Driver)White Sands Hotel11th April 201535Bernard MgumbaHuman Resources Manager (HRM)White Sands Hotel10th April 201536Thomas NgungaTU Member Accounts AssistantWhite Sands Hotel12th April 201537Janerosa Lyana(Nurse) TU MemberWhite Sands Hotel14th April 201538P. ObenTU Member (Waiter)White Sands Hotel12th April 201539Adam Saidi BisekoTU Member (PA)White Sands Hotel16th April 201540Erick Anselm MtonoTU Member (Laundry HK)White Sands Hotel12th April 201541Mr GoodluckTU Member (Hotellier)White Sands Hotel9th April 201542Ramadhan MsimiraOccupational Safety ManagerOSHA3rd May 201543Musa H Kopwe HR and Administration ManagerTanzania Tourist Board24 April, 201544Mr MoyoHR ManagerDurban Hotel25th March, 2015.45Naiman R MbiseDirector of Studies and Professional Activities (Ag)National College of Tourism25th March 2015  WTTC, Travel & Tourism Economic Impact 2014, p. 4. It was also forecasted to fall by 0.4% in 2014 to 401,000 (3.7% of total employment).  Ibid. It was also forecasted to fall by 0.1% in 2014 to 1,195,500 jobs (10.9% of total employment)  Kweka J, etal, Is Tourism a key Sector in Tanzania? Input-Output Analysis of Income, Output, Employment and Tax Revenue, downloaded from  HYPERLINK "http://fama2.us.es:8080/turismo/turismonet1/economia%20del%20turismo/turismo%20zonal/africa/IS%20TOURISM%20A%20KEY%20SECTOR%20IN%20TANZANIA.PDF" http://fama2.us.es:8080/turismo/turismonet1/economia%20del%20turismo/turismo%20zonal/africa/IS%20TOURISM%20A%20KEY%20SECTOR%20IN%20TANZANIA.PDF on 25th March, 2015.  The BOT, MNRT, NBS, IMMIGRATION DEPT, ZCT; TANZANIA TOURISM SECTOR SURVEY, 2008 International Visitors Exit Survey Report, Dar es Salaam, June 2010,p. 2.  Ibid, p. 3. Meeting Summary Report: Frameworks for Change the Tourism Industry and Human Rights, 29 May 2012 Friends House, London, UK, downloaded from  HYPERLINK "http://www.ihrb.org/pdf/2012-05-29-Frameworks-for-Change-Tourism-and-Human-Rights-Meeting-Report.pdf downloaded on 03/03/2015" http://www.ihrb.org/pdf/2012-05-29-Frameworks-for-Change-Tourism-and-Human-Rights-Meeting-Report.pdf downloaded on 03/03/2015 at 5:25 PM.  Ibid, Session 1 - Introducing the issues Key human rights issues in tourism Mark Watson - Executive Director, Tourism Concern at p 10.  Ibid at p. 10.  Ibid.  Ibid.  Other key human rights issues related to tourism business include: Land rights; indigenous people; depletion of natural resources including water; dignity, respect and participative decision-making; and sexual exploitation, including of children.  Ibid, p. 22. Session 4: Labour rights in tourism Sustainable tourism and Decent work - ILO policy, mandate and tools by Wolfgang Weinz, Hotels, Catering and Tourism Specialist International Labour Organization.  Tricia Barnett (Director Tourism Concern), Travellers Philanthropy Conference, Downloaded from  HYPERLINK "http://www.travelersphilanthropy.org/resources/TPhil_conf_proceedings/proceedings/barnett-fair-trade-not-philanthropy.pdf" http://www.travelersphilanthropy.org/resources/TPhil_conf_proceedings/proceedings/barnett-fair-trade-not-philanthropy.pdf on 25th March, 2015. p. 2.  Ibid, p. 2.  Rachel Dodds & Marion Joppe, CSR in the Tourism Industry? The Status of and Potential for Certification, Codes of Conduct and Guidelines, Study prepared for the CSR Practice Foreign Investment Advisory Service Investment Climate Department June, 2005. (downloaded from  HYPERLINK "http://siteresources.worldbank.org/INTEXPCOMNET/Resources/CSR_in_tourism_2005.pdf" http://siteresources.worldbank.org/INTEXPCOMNET/Resources/CSR_in_tourism_2005.pdf on 26/03/2015).  The impacts of all-inclusive hotels on working conditions and labour rights in Barbados, Kenya & Tenerife ,m 2013,p. 2. (Downloaded from  HYPERLINK "http://www.iuf.org/w/sites/default/files/WorkingConditionsinHotels.pdf on 26/03/2015" http://www.iuf.org/w/sites/default/files/WorkingConditionsinHotels.pdf on 26/03/2015).  Dain Bolwell and Wolfgang Weinz , Sectoral Activities Programme Working Paper , Guide for Docial Dialogue in the Tourism Industry, International Labour Office -Geneva , October 2008  The President Speech on May Day 2014 p. 12.  Madini, Afya, Kilimo, Nishati, Usafirishaji, Viwanda, Ujenzi, Ulinzi binafsi, Shule binafsi, Hoteli, Huduma za Majumbani na Mawasiliano.  He did not clarify but in practice what is done is that employers establish what are called workers representative committees which are under direct controller of the employers hence cannot fully exercise the freedom of association principles provided for in the Constitution and employment laws.  See pp 7 & 8 of the President Speech, footnote number 18.  European Foundation for the Improvement of Living and Working Conditions, Working conditions in Tanzania, 2012, p. 4. International Labour Organization, National Profile of Working Conditions in the United Republic of Tanzania, 2009.  Ibid, p. 30.  Ibid, p 3.  United Republic of Tanzania, Ministry of Natural Resources and Tourism, National Tourism Policy, 1999.  Ibid, Para 3 (General Tourism Policy Objectives), p. 5.  Para 4.1 on Specific Objectives-Economic Objectives, p 6.  Ibid, para 2(v), p. 4.  See Para 5.8 Employment and Human Resource Development p. 17 Ibid.  No. 29 of 2008.  See the long title to the Act.  See Section 57(1) (Matters Relating to employments Cap.366 and 300).  See Section 57(2)  Section 57 (Matters relating to employments Cap.366 and 300).  See the long title of the Act.  See the long title of the Act.  See for instance the list of ratified Conventions by Tanzania footnote no. 53.  (Note: Date of coming into force: 07:07:1994), Convention:C172 Place: GENEVA Session of the Conference:78 Date of adoption:25:06:1991  C. 172 Article 1(1).  Ibid, Article 1(2) reading it together with article 2. Ibid, Article 1(3).  Ibid, Article 3(1).  Ibid, Article 3(2).  Ibid, Article 4(2).  Ibid, Article 4(3).  Ibid, Article 4(4).  Ibid, Article 5(1).  Ibid, Article 5(2).  Ibid, Article 6(2).  Ibid. The definition of a tip as per Article 6(2) of the Convention is an amount of money given voluntarily to the worker by a customer, in addition to the amount which the customer has to pay for the services received.  Right of Association (Agriculture) Convention, 1921 (No. 11), Workmen's Compensation (Agriculture) Convention, 1921 (No. 12), Medical Examination of Young Persons (Sea) Convention, 1921 (No. 16), Workmen's Compensation (Accidents) Convention, 1925 (No. 17), Equality of Treatment (Accident Compensation) Convention, 1925 (No. 19), Minimum Wage-Fixing Machinery Convention, 1928 (No. 26), Forced Labour Convention, 1930 (No. 29), Recruiting of Indigenous Workers Convention, 1936 (No. 50), Minimum Age (Industry) Convention (Revised), 1937 (No. 59), Convention concerning Statistics of Wages and Hours of Work, 1938 (No. 63), Contracts of Employment, (Indigenous Workers) Convention, 1939 (No. 64), Penal Sanctions (Indigenous Workers) Convention, 1939 (No. 65), Contracts of Employment (Indigenous Workers) Convention, 1947 (No. 86), Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87), Labour Clauses (Public Contracts) Convention, 1949 (No. 94), Protection of Wages Convention, 1949 (No. 95), Right to Organise and Collective Bargaining Convention, 1949 (No. 98), Equal Remuneration Convention, 1951 (No. 100), Abolition of Forced Labour Convention, 1957 (No. 105), Discrimination (Employment and Occupation) Convention, 1958 (No. 111), Minimum Wage Fixing Convention, 1970 (No. 131), Prevention of Accidents (Seafarers) Convention, 1970 (No. 134), Workers' Representatives, Convention, 1971 (No. 135), Dock Work Convention, 1973 (No. 137), Minimum Age Convention, 1973 (No. 138), Paid Educational Leave Convention, 1974 (No. 140), Human Resources Development Convention, 1975 (No. 142), Tripartite Consultation (International Labour Standards) Convention, 1976 (No. 144), Working Environment (Air Pollution, Noise and Vibration) Convention, 1977 (No. 148), Nursing Personnel Convention, 1977 (No. 149), Occupational Safety and Health (Dock Work) Convention, 1979 (No. 152), Collective Bargaining Convention, 1981 (No. 154), Chemicals Convention, 1990 (No. 170) and the Worst Forms of Child Labour Convention, 1999 (No. 182).  Convention concerning Labour Inspection in Industry and Commerce (Note: Date of coming into force: 07:04:1950.) Convention:C81 Place: Geneva Session of the Conference:30 Date of adoption:11:07:1947 Status: Up-to-date instrument. This instrument is one of the priority conventions.  Ministry of Labour and Employment, Annual Labour Administration and Inspection Report 2011/2012.  Ibid, p. 12.  Ibid, p. 13 at Table 2: Number of Inspections by sector.  Ibid.  Ibid, p. 15 at Table 3. Provisions contravened by sector.  Ibid.  Ibid, p. 19 at Table 4: Compliance Orders issued by Sector (2011/12). It should be noted that the total number of compliance orders according to table 4 is 147, however the if counted well, the number is 151.  Ibid, p. 21 at Table 5. Number of Prosecutions by Sector and Regions.  Known internally as Labour Inspections Services Department. It is said so because the within the Ministry, the Department used to be called Labour Department/ Department of Labour but following the enactment of the 2004 Employment and Labour Relations Act, they changed it into Labour Inspections Services Department. But it should be noted that the process to rename the department which involves the State House has never been finished.  Labour Inspection Report, supra note 55, p. 28  Ibid.  Ibid, p. 29 at Table 11. Number of Collective Bargaining Agreements Lodged.  Especially ELRA and the LIA.  Labour Inspection Report; supra note 55, p. 31.  Ibid , p. 32 at Table 12. Numbers of social partners sensitized.  Labour Inspection Report; supra note 55, p. 43.  Means Commission for Mediation and Arbitration established under section 12 of the Labour Institutions Act No. 7 of 2004.  Labour Inspection Report; supra note 55, p. 41.  Ibid.  Ministry of Labour and Employment, Annual Labour Administration and Inspection Report 2012/2013.  Ibid. p. 4.  Ibid, p. 5 at Table 2: Inspection type by sector.  Ibid.  Ibid.  See PART II of the ELRA; Child labour [Sub - Part A], forced labour [Sub - Part B], discriminations [Sub - Part C] and freedom of association [Sub - Part D].  It should however be noted that that there are contradictions between Ibid, Table 2: Inspection type by sector (p. 5 ) and Table 7: Number of children prevented/withdrawn from child labour (p.17). the former shows child labour incidences to be  Labour Inspection Report 2012/13; supra note 74, p. 6 at Table 3. Provisions contravened by sector.  The Plan to promote equal opportunity and Workplace policy for HIV/AIDS aspect are grouped under discrimination provisions because they are all generally provided for under Part II Sub - Part C- Discrimination of the ELRA. Plan to promote equal opportunity is covered by S. 7 (2) while HIV/AIDS (now referred to as HIV&AIDS in the medical field) is covered under S. 7 (4)(m) as one of the grounds to which discrimination is prohibited. It should be noted that there are neither express nor implied provisions covering for presence of the HIV&AIDS Policy in the workplaces. Even in the HIV/AIDS (Control and Prevention) Act [No 28/2008] has no such requirements as the HIV&AIDS provisions applicable in the workplace in particular are just limited to issues like to general duties (S.4), HIV and AIDS Education in the Workplaces (S.9), testing and counseling (Part IV), confidentiality (Part V), post exposure prophylaxis (S.26) and Stigma and Discrimination (Part VII).  Labour Inspection Report 2012/13; supra note 74, p. 6 at Table 3. Provisions contravened by sector.  This generally is covered by part III of the ELRA; Sub-Part A Preliminary which provides for inter alia Contracts with employees, Written statement of particulars and Informing employees of their rights, Sub-Part B - Hours of Work, Sub-Part C- Remuneration (this Sub-Part should be read together with the existing Wage Order made under S. 39[1] of the LIA), Sub-Part D Leave and Sub - Part E - Unfair Termination of Employment.  Supra note 55.  Ibid.  This number is a total of three types of leave contraventions which are; annual leave 369, sick leave 131, other leaves 133. See Labour Inspection Report 2012/13; supra note 74, p. 6 at Table 3, Provisions contravened by sector, item 10, 11 & 12 on the total column in the domestic and hotel sector.  This number is a total of three types of leave contraventions in the domestic and hotel sector which are; annual 148, sick leave 43, other leaves 36. See Labour Inspection Report 2012/13; supra note 74, p. 6 at Table 3, Provisions contravened by sector, item 10, 11 & 12 in the domestic and hotel sector column.  This number is a total of three types of leave contraventions in Industry and Trade Sector sector which are; annual 131, sick leave 41, other leaves 39. See Labour Inspection Report 2012/13; supra note 74, p. 6 at Table 3, Provisions contravened by sector, item 10, 11 & 12 in the Industry and Trade column.  Table 8: Accidents reported p.21.  Ibid. P. 6 at Table 3. Provisions contravened by sector.  See Labour Inspection Report 2012/13; supra note 74, p. 6 at Table 3.  Ibid, p. 12.  Ibid.  On the other hand, 27 convictions were secured whereby a total fine of Tshs.6, 100,000 equivalent to USD 3812.5 was imposed and paid accordingly. See ibid.  Ibid. p.12.  Some industries are known by the consultant therefore it was easy to suggest or know the sectors to which the mentioned industries on strikes and lock out are found.  ECCO Lodge and Bilila Lodge Investment. See Table 6: Number of strikes/lockout by Regions, p. 14.  Vitanda Manufacturing Co. Ltd, Bunda Oil Industry, Chico Co. Ltd, Prime Catch Export (T) Ltd, Specon service (T) Ltd, S &C Gining Co. Ltd and Tanga Cement  It was in the fishing and marine sector.Dutch Farm (T) Ltd, Kagera Tea Company and UNITRANS (T) Ltd  STRABAG  See Labour Inspection Report 2012/13; supra note 74 pp. 14 & 15.  Nice Perch Ltd.  It was noted that there are three types of such accidents which came to the attention of labour department which at the end the employers said to have no obligation as they are freelancers.  Letter from the Executive Director of TATO addressed to all Tour Guide Operators dated 28th December, 2014.  Supra note 52, at p.12.  Supra note 71, at p.12.      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