the areas that call for a policy statement include promotion, transfer, demotion, employ-
ees transport, death, dismissal, employee relations, and information technology.
However, a word of caution is important here. Policies should not be taken as just
something good for the organisation and end there. There should be proper preparation
and commitment to meeting policy demands particularly where resources are required.
Otherwise, policies that cannot be implemented put the organisation at the risk of frus-
trating not only the employees but also the officers in charge of execution. This is fertile
ground for low morale and productivity in the organisation.
The regulatory framework of health and safety in Tanzania
The United Republic of Tanzania factories ordinance cap. 297 of 1950 and subsidiary
legislation defines the concepts of health and hazard and instruct the factories to take
measures to ensure a good health, safety, and welfare of employees. According to the
law, the following guidelines and directives are permitted:
Health
Factories should ensure cleanliness, good ventilation, lighting, drainage, and 10 cubic
metres of space per person in a room.
The section on health deals with the protection of workers from mechanical and
chemical hazards including general safety requirements, moving machines, lifting, and
equipment such as cranes, chains, and ropes. It also provides guidance on putting pre-
cautions in places where dangerous fumes may be present, corrosive or dangerous liq-
uids may be found, as well as fire prevention.
Welfare
This section is about provision of welfare for employees in factories including the sup-
ply of drinking water, washing facilities, accommodation for clothing and first aid ser-
vices.
Health, safety and welfare
This covers the removal of dust particles, and prohibiting taking meals in the work
place. The law also defines offences, penalties and legal proceedings in case of non-
compliance.
Employment policy at the CRDB Bank (Tanzania) Ltd
CRDB Bank Ltd has an employee promotion policy that links promotion to fulfilling
specific conditions, including good performance for a period not less than 3 years. Spe-
cific considerations are merit, seniority, performance, and discipline at work, relation-
ships with colleagues and moral and cultural behaviour. As a matter of procedure at the
bank branch level, the recommendation for promotion originates from the head of de-
partment to the director of retail banking who also gives a recommendation to the direc-
tor of human resource management. The final decision is made by the managing direc-
tor. Therefore, what matters most are the employees’ performance and the relationship
with the head of department and general staff.