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This research examines the effectiveness of the legal frameworks on sexual harassment at
workplaces. The main focus is to examine whether or not the laws are effective.
The research is based on the case study approach whereby various methods of data collection
were conducted including interview, questionnaire and internets sources on sexual harassment.
The lawsgoverning labour dispute in Tanzania are namely, the Employment and Labour Relations
Act 2004, which prohibits and provides sanctions to the offenders of sexual harassment at
workplace and the Labour Institutions Act 2004, which provides for the establishment of the
Institutions and which deals with the labour disputes. These are the institutions, Commission for
Mediation and Arbitration, the High Court, Labour Division and the Court of Appeal.
Despite the existence of the laws, cases of sexual harassment at workplaces are on the increase.
Therefore findings of this study therefore reveal that there is a lacuna in the existing laws on
sexual harassment at workplaces. The existing laws are dealing with labour dispute in general.
The Employment and Labour Relations Act 2004, deals specifically with labour disputes, issues
like sexual harassment are not dealt seriously. There is no specific law which deals with sexual
harassment at workplaces. The researcher is concerned as there is a need for a legislation dealing
with this particular matter.
It is concluded and recommended that for the laws to be effective there is a need to have a specific
legislationon sexual harassment which will protect the victims and even other employees from
such kind of harassment. The study has five chapters. |
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