Right to Employment of Persons With Disability (Proclamation No. 568/2008)

2. Definitions 1. ُ‫ץ‬ጓ‫ה‬ የቃִ አገ‫וֹ‬ብ ֶַ ُ‫ץ‬ጉ‫ ו‬የ‫ג‬ያ‫ר‬ጠው ካֲָነ In this Proclamation, unless the context requires በስ‫ ץשׂـ‬በዚֱ አዋጅ ውስጥ otherwise: 1/ “የአካָ ጉዳ‫ـ‬ኛ” ‫ ֳُד‬በደ‫רנ‬በُ የአካָ፣ 1/ “Person with disability” means an individual የአእ‫ צו‬ወይ‫ ו‬የስ‫ ُה‬ሕዋሳُ ጉዳُ whose equal employment opportunity is ‫ـ‬ከֹُ የ‫אג‬ጣ የኢኮኖ‫ג‬ያዊ፣ የ‫ֱד‬ reduced as a result of his physical, mental or በ‫ף‬ዊ ወይ‫ ו‬የ‫ֱֶוֹ‬ዊ ‫א‬ድֹ ሳ‫תּ‬ያ sensory impairments in relation with social, በ‫ ُעום ףם‬የእኩָ ዕዳָ ‫ـ‬ጠቃ‫ג‬ economic and cultural discrimination ; ያֲָነ ‫ר‬ው ነው፣ 2/ “የሥራ ሥምሪት” ‫ ֳُד‬ቅጥ‫ץ‬፣ ዕድገُ፣ 2/ “Employment” means a relationship that exists between any person with disability and an ‫ָם‬ጠና፣ ዝውው‫ץ‬ና ַֹ٤ የ‫ףם‬ employer, which includes recruitment, ሁኔٍዎ٤ን ጨ‫ צו‬በ‫ד‬ንኛው‫ ו‬የአካָ promotion, training, transfer and other ጉዳ‫ـ‬ኛና በአ‫עט‬ ‫א‬ካከָ በ‫ףם‬ conditions of work; ‫ו‬ክንያُ የ‫ג‬ፈጠ‫ ץ‬ግንኙነُ ነው፣ 3/ “አ‫ד ֳُד ”עט‬ንኛው‫ ו‬የፌዴ‫ ָף‬ወይ‫ו‬ 3/ “Employer” means any federal or regional የክָָ ‫א‬ንግ‫עםא ُם‬ያ ቤُ ወይ‫ו‬ government office or an undertaking በአ‫עט‬ና ‫ـףט‬ኛ አዋጅ የ‫ـג‬ዳደ‫ד ץ‬ንኛ governed by the Labor Proclamation; ው‫ ו‬ድ‫ץ‬ጅُ ነው፣ 4/ “‫א‬ድָዎ” ‫ֳُד‬ የ‫ףם‬ ዕድָን 4/ “Discrimination” means to accord different በ‫ֳאג‬ከُ በአካָ ጉዳُ ֶይ ‫אـ‬ስ‫ِץ‬ treatment in employment opportunity as a የ‫ג‬ደ‫נ‬ግ ָዩነُ ‫ֲת‬ን ከ‫ףם‬ው ፀ‫וֹ‬ይ result of disability; provided, however, that የ‫ـ‬ነሳ ወይ‫ֳ ו‬አካָ ጉዳ‫ـ‬ኛው አወን any inherent requirement of the job or ٍዊ ድጋፍ ֳ‫ד‬ድ‫נ‬ግ ‫ ָוֹת‬የ‫ג‬ደ‫נ‬ጉ measures of affirmative actions may not be አ‫צףט‬٤ን አይጨ‫וץו‬፣ considered as discrimination; 5/ “ ‫אـ‬ጣጣኝ ‫אד‬٢ُْ” ‫ ֳُד‬የአካָ 5/ “Reasonable accommodation” means an ጉዳ‫ـ‬ኛ ‫ـףט‬ኛን የ‫ ףם‬ሁኔٍ ֳ‫אד‬٢ adjustment or accommodation with respect to ُْ ‫ ָוֹת‬በ‫עםא‬ያ ‫עכא‬ያዎ٤፣ equipment at the work place, requirement of በ‫ ףם‬ይዘُ ‫א‬ዘ‫ץ‬ዘ‫ץ‬፣ በ‫ר ףם‬ዓُ፣ the job, working hours, structure of the በ‫ ףם‬አደ‫נ‬ጃጀُና የ‫ ףם‬አካ‫ֶ תּוֹ‬ይ business and working environment with a የ‫ג‬ደ‫נ‬ግ ֳውጥ ወይ‫ד ו‬ስ‫ـ‬ካከያ ነው፣ view to accommodate persons with disabilities to employment; 6/ “ያָ‫אـ‬ጣጠነ ጫና” ‫ֳ ֳُד‬አካָ 6/ “Undue burden” means an action that entails ጉዳ‫ـ‬ኛ ‫ו‬٠ የ‫ ףם‬ሁኔٍ ֳ‫א‬ፍጠ‫ץ‬ considerable difficulty or expense on the ‫ ָוֹת‬ከ‫ג‬ወ‫ר‬ደው የ‫ד‬ስ‫ـ‬ካከያ እ‫וץ‬ጃ employer in accommodating persons with ‫וֹ‬ሕ‫ץ‬ይ፣ ከድ‫ץ‬ጅً ስፋُ ወይ‫ו‬ disabilities when considered in light of the ከአጠቃֶይ ‫ـףט‬ኞ٤ ብዛُና ስብጥ‫ץ‬ nature and cost of the adjustments, the size አንፃ‫את ץ‬ዛዘን በአ‫עט‬ው ֶይ ከፍ‫ـ‬ኛ and structure of the business, the cost of its የአ‫ ץףט‬٤ግ‫ ץ‬ወይ‫ ו‬የወጭ ጫና operations and the number and composition የ‫ג‬ያስከָُ እ‫וץ‬ጃ ነው፣ of its employees: gA 4¹þ@9 ØÁ‰L ነU¶T Uz¤È qÜ_R @ ‫א‬ጋ‫ ُתּ‬06 qN 2ሺህ ›.M Federal Negarit Gazeta No. 20 25th March, 2008 …. page 4029 7/ “ፍ‫ץ‬ድ ቤُ” ‫ ֳُד‬እንደአግ‫ שּוֹ‬የፌዴ‫ָף‬ 7/ “Court” means the Federal First Instance የ‫א‬ጀ‫עא‬ያ ደ‫נ‬ጃ ፍ‫ץ‬ድ ቤُ ወይ‫ ו‬የክָָ Court or regional High Court or federal or ከፍ‫ـ‬ኛ ፍ‫ץ‬ድ ቤُ ወይ‫ ו‬የፌዴ‫ ָף‬ወይ‫ו‬ regional civil service administrative tribunal; የክָָ የ‫ת‬ቪָ ‫ץר‬ቪስ የአስ‫ـ‬ዳደ‫ ץ‬ፍ‫ץ‬ድ ቤُ ነው፣ 8/ “Unless the nature of the work dictates” 8/ “የ‫ףם‬ው ፀ‫וֹ‬ይ የ‫ד‬ይፈቅድ” ‫ـ ֳُד‬ፈֶጊ means a job that could not be performed by a ውን ٤ֹٍ የ‫ג‬ያ‫ ֶח‬የአካָ ጉዳ‫ـ‬ኛ ‫אـ‬ qualified person with disabilities even if ጣጣኝ ‫אד‬٢ُْ ‫ـ‬ደ‫ץ‬ጎֳُ‫ֲתּ ו‬ን ֵያከ reasonable accommodation is provided. ናውነው የ‫ד‬ይ٤ָ ‫ףם‬ን ያ‫ֳא‬ክָٍ፣ 9/ provisions of this Proclamation set out in the 9/ በዚֱ አዋጅ ውስጥ በወንድ ጾٍ የ‫ـ‬ደነ masculine gender shall also apply to the ገገው የሴُን‫ ו‬ጾٍ ያካָٍُ፡፡ feminine gender. 3. የ‫ـ‬ፈጻ‫ג‬ነُ ወ‫ר‬ን 3. Scope of Application ይֱ አዋጅ በ‫ד‬ንኛው‫ ףם ו‬ፈֶጊ አካָ This Proclamation shall be applicable to the ጉዳ‫ـ‬ኛ ወይ‫ ו‬አካָ ጉዳ‫ـ‬ኛ ‫ـףט‬ኛና በአ‫ער‬ Employment relationship between a qualified ‫א‬ካከָ በ‫ג‬ኖ‫ ץ‬የ‫ ףם‬ስ‫ ُעו‬ግንኙነُ ֶይ worker or job-seeker with disability and an ‫ـ‬ፈፃ‫ג‬ነُ ይኖ‫נ‬ዋָ፡፡ employer. 4. የአካָ ጉዳ‫ـ‬ኞ٤ን የ‫ףם‬ ‫א ُעום‬ብُ 4. Protection of the Right of Persons with Disab ስֳ‫א‬ጠበቅ ility to Employment 1/ የ‫ףם‬ው ጠ‫וֹ‬ይ የ‫ד‬ይፈቅድ ካֲָነ በስ‫ـ‬ 1/ Unless the nature of the work dictates ‫ ץץשׂ‬የ‫ـ‬ፈֶጊ ٤ֹٍ ‫אא‬ዘኛዎ٤ን አ‫ח‬ otherwise, a person with disability having the ָِ የ‫ـ‬ገኘና በውድድ‫ ץ‬ውጤً ብָጫ necessary qualification and scored more to ነጥብ ያገኘ ‫ד‬ንኛው‫ ו‬የአካָ ጉዳ‫ـ‬ኛ በ‫ו‬ that of other candidates shall have the right ን‫ ו‬ዓይነُ ‫ָא‬ኩ ‫א‬ድָዎ ሳይደ‫נ‬ግበُ፣ with out any discrimination: ሀ/ በ‫ד‬ንኛው‫עםא ו‬ያ ቤُ ወይ‫ו‬ a) to occupy a vacant post in any office or ድ‫ץ‬ጅُ ውስጥ የ‫ג‬ገኝ ክፍُ የ‫ףם‬ undertaking through recruitment, ቦٍን በቅጥ‫ץ‬፣ በዕድገُ፣ በድָድָ promotion, placement or transfer ወይ‫ ו‬በዝውው‫אֳ ץ‬ያዝ፣ ወይ‫ו‬ procedures; or ֳ/ በአገ‫ ץ‬ውስጥ‫ֲ ו‬ነ በውጭ አገ‫ץ‬ b) to participate in a training programme to በ‫רג‬ጥ የ‫ָם‬ጠና ፕ‫צ‬ግ‫אֳ וף‬ሳ be conducted either locally or abroad. ‫ـ‬ፍ፣‫א‬ብُ አֳው፡፡ 2/ በዚֱ አን‫שׂ‬ጽ ንዑስ አን‫שׂ‬ጽ /1/ ֶይ የ‫ـ‬ደነ 2/ Subject to the provision of Sub-Article (1) of ገገው እንደ‫ـ‬ጠበ‫ֲ שׂ‬ኖ የ‫ـ‬ፈֶጊ ٤ֹٍ this Article, where a person with disability acquires the necessary qualification and ‫אא‬ዘኛዎ٤ን አ‫ ָِח‬የ‫ـ‬ገኘና ֳውድ having equal or close score to that of other ድ‫ ץ‬ውጤُ እኩָ ወይ‫ תּףףשׂـ ו‬ነጥብ candidates, preference shall be given to the ያገኘ ‫ד‬ንኛው‫ ו‬የአካָ ጉዳ‫ـ‬ኛ በ‫ו‬ን‫ו‬ conditions provided for in Sub-Article 1 (a) ዓይነُ ‫ָא‬ኩ ‫א‬ድָዎ ሳይደ‫נ‬ግበُ በዚֱ and (b) of this Article. አን‫שׂ‬ጽ ንዑስ አን‫שׂ‬ጽ 1/ሀ/ እና /ֳ/ ֳ‫אـ‬ ֳከًُ ‫א‬ብِ٤ ቅድ‫ג‬ያ ይ‫ר‬ጠዋָ፡፡ 3/ No selection criteria shall refer to disabilities 3/ በ‫ףם‬ው ጠ‫וֹ‬ይ አስገዳጅነُ ካֲָነ በስ‫ـ‬ of a candidate unless the nature of the work ‫ד ץשׂ‬ንኛው‫ ו‬የ‫א‬ወዳደ‫ע‬ያ ‫םא‬ፈ‫ُץ‬ dictates otherwise. በ‫ـ‬ወዳዳ‫ע‬ው ֶይ ያֳውን ጉዳُ የ‫ֳאג‬ ከُ ‫ֲא‬ን የֳበُ‫ו‬፡፡ gA 4¹þ# ØÁ‰L ነU¶T Uz¤È qÜ_R @ ‫א‬ጋ‫ ُתּ‬06 qN 2ሺህ ›.M Federal Negarit Gazeta No. 20 25th March, 2008 …. page 4030 4/ ‫ד‬ንኛው‫ ו‬የአካָ ጉዳ‫ـ‬ኛ የ‫אـ‬ደበበُ 4/ Any person with disability shall have the right የ‫א ףם‬ደብ የ‫ג‬ያስገኘውን ደ‫א‬ወዝና to get the wage and other benefits of the ַֹ٤ ጥቅ‫ז‬٤ የ‫ד‬ግኘُ ‫א‬ብُ አֳው፡፡ position he occupies. 5. ‫א‬ድָዎ ስֳ‫א‬ከָከִ 5. Prohibition of Discrimination 1/ Any law, practice, custom, attitude or other 1/ የ‫ד‬ንኛውን‫ ו‬አካָ ጉዳ‫ـ‬ኛ እኩָ የ‫ףם‬ discriminatory situations that impair the ዕድָ የ‫ג‬ያጣብብ፣ ሕግ፣ አ‫ץףט‬፣ equal opportunities of employment of a ָ‫ד‬ድ፣ ዝን‫ ַוֹ‬ወይ‫א ו‬ድָዎ የ‫ג‬ፈጥ‫ץ‬ disabled person are illegal. ֶַ ሁኔٍ ሕገወጥ ነው፡፡ 2/ Without prejudice to Sub-Article (1) of this 2/ በዚֱ አን‫שׂ‬ጽ ንዑስ /1/ የ‫ـ‬ደነገገው እንደ Article, selection criteria which can impair ‫ـ‬ጠበ‫ֲ שׂ‬ኖ በቅጥ‫ץ‬፣ በዕድገُ፣ በድָ the equal opportunity of disabled persons in ድָ፣ በዝውው‫ ץ‬ወይ‫ ו‬በַֹ٤ የ‫ףם‬ recruitment, promotion, placement, transfer ‫ ُעום‬ሁኔٍዎ٤ ֳ‫ד‬ወዳደ‫ע‬ያ የ‫שׂג‬ or other employment conditions shall be ‫א‬ጡ ‫א‬ስፈ‫ِץ‬٤ የአካָ ጉዳ‫ـ‬ኞ٤ን regarded as discriminatory acts. የ‫ ףם‬እድָ የ‫ג‬ያጣብ‫ֲ שּ‬ነው ከ‫ـ‬ገኙ እንደ‫א‬ድָዎ ይ‫בּ‬ጠ‫ִף‬፡፡ 3/ When a disabled person is not in a position to 3/ ‫אـ‬ጣጣኝ የֲነ ‫ו‬٠ የ‫ ףם‬ሁኔٍ exercise his equal right of employment ‫אֳוֹ‬ፈጠ‫ ס‬የ‫ـ‬ነሳ አካָ ጉዳ‫ـ‬ኛ በእኩָ opportunity, as a result of absence of a የ‫ ףם‬ዕድָ ‫א‬ብً ‫א‬ጠ‫אֳוֹ ושׂ‬٢ִ reasonable accommodation, such an act shall የ‫ג‬ፈጠ‫ ץ‬የ‫ ףם‬እድָ ‫א‬ጣበብ ‫א‬ድָዎ be regarded as discrimination. እንደ‫א‬ፈጸ‫ ו‬ይ‫בּ‬ጠ‫ָף‬፡፡ 4/ Affirmative actions taken to create equal 4/ የአካָ ጉዳ‫ـ‬ኛን የእኩָ የ‫ ףם‬ዕድָ employment opportunity to persons with ‫ـ‬ጠቃ‫דֳ ג‬ድ‫נ‬ግ ‫ ָוֹת‬የ‫ג‬ፈጸ‫ו‬ disabilities or exclusions dictated by the አዎንٍዊ ‫ـ‬ግ‫ ץוֹ‬ወይ‫ ו‬ከ‫ףם‬ው ፀ‫וֹ‬ይ nature of the work may not be regarded as አስገዳጅነُ የ‫ـ‬ነሳ የ‫ג‬ደ‫נ‬ግ ָዩነُ discrimination. ‫א‬ድָዎ እንደ‫א‬ፈጸ‫ ו‬አይ‫בּ‬ጠ‫וץ‬፡፡ 6. የአ‫ עט‬٪ֶፊነِ٤ 6. Responsibilities of Employers 1/ ‫ד‬ንኛው‫ ו‬አ‫עט‬፣ 1/ Any employer shall have the responsibility to: ሀ/ ֳአካָ ጉዳ‫ـ‬ኞ٤ የ‫ףם‬ና የ‫ָם‬ጠና a) take measures to provide appropriate አካ‫תּוֹ‬ን የ‫אד‬٢ُْና ‫ـ‬ስ‫ גד‬የֲኑ working and training conditions and የ‫ ףם‬ወይ‫ ו‬የ‫ָם‬ጠና ‫עכא‬ያዎ٤ን working and training materials for የ‫ֶُחד‬፣ persons with disability; b) take all reasonable accommodation and ֳ/ ֳሴُ አካָ ጉዳ‫ـ‬ኞ٤ በጾٍና በአካָ measures of affirmative action to ጉዳُ ‫ו‬ክንያُ ያֳ‫ْוֹ‬ውን ‫ـ‬ደ‫תּףף‬ women with disability taking into ጫና ያገናዘበ ‫ـ‬ገ‫ תּ‬የֲነ ‫ד‬ስ‫ـ‬ካከያና account their multiple burden that arise የድጋፍ እ‫וץ‬ጃዎ٤ የ‫א‬ው‫ר‬ድ፣ from their sex and disability; ּ/ ‫ד‬ንኛው‫נ ו‬ዳُ የ‫ג‬ያስፈָገው አካָ c) shall assign an assistant to enable a ጉዳ‫ـ‬ኛ ‫ףם‬ውን ֳ‫ ُףםא‬ወይ‫ו‬ person with disability to perform his ‫ָם‬ጠናውን ֳ‫א‬ከٍ‫ ָـ‬የ‫ג‬ያስ٤ work or follow his training; ֳው ‫נ‬ዳُ የ‫אא‬ደብ፣ gA 4¹þ#1 ØÁ‰L ነU¶T Uz¤È qÜ_R @ ‫א‬ጋ‫ ُתּ‬06 qN 2ሺህ ›.M Federal Negarit Gazeta No. 20 25th March, 2008 …. page 4031 ‫א‬/ ሴُ አካָ ጉዳ‫ـ‬ኞ٤ በ‫ ףם‬ቦٍ d) protect women with disabilities from የ‫ג‬ደ‫ץ‬ስ‫ْוֹ‬ውን ጾٍዊ ጥቃُ የ‫א‬ከ sexual violence that occur in work ֶከָና ‫ـ‬ፈጽ‫ת ז‬ገኝ‫ ו‬ፈጻ‫ג‬ው places and, without prejudice to other በ‫א‬ጀ‫עא‬ያ ֱግ የ‫א‬ጠየ‫ שּׁ‬ሁኔٍ እን sanctions to be taken against the ደ‫ـ‬ጠበ‫ֲ שׂ‬ኖ አስ‫ـ‬ዳደ‫ף‬ዊ እ‫וץ‬ጃ offender under the relevant laws, take የ‫א‬ው‫ר‬ድ፣ administrative measures against the perpetrator of acts of violence. ٪ֶፊነُ አֳበُ፡፡ 2/ An employer shall be relieved from taking 2/ ‫ד‬ንኛው‫ ו‬አ‫ עט‬በዚֱ አን‫שׂ‬ጽ ንዑስ አን any measure as provided in Sub-Article (1) ‫שׂ‬ጽ /1//ሀ/ እና /ֳ/ የ‫ـ‬ደነገገውን እንዲፈ (a) and (b) of this Article where it creates an ጽ‫ ו‬የ‫ד‬ይገደደው እ‫וץ‬ጃው ያָ‫אـ‬ጣጠነ undue burden to him; provided, however, that ጫና የ‫ג‬ፈጥ‫ץ‬በُ ֲኖ ‫ת‬ገኝ ነው፡፡ ֲኖ‫ו‬ the assignment of an assistant for a person በ‫ד‬ናْው‫ ו‬ሁኔٍ ֳአካָ ጉዳ‫ـ‬ኛ ‫נ‬ዳُ with disability shall, under no circumstance, ‫אא‬ደብ ያָ‫אـ‬ጣጠነ ‫אד‬٢ُْ በአ‫ט‬ constitute undue burden to an employer. ‫ע‬ው ֶይ አስከָֻُ ֵ‫ ָוֹ‬አይ٤ָ‫ו‬፡፡ 7. የ‫ד‬ስ‫נ‬ዳُ ግዴٍ 7. Burden of Proof 1/ ‫ד‬ንኛው‫ ו‬አካָ ጉዳ‫ـ‬ኛ በአካָ ጉዳُ 1/ Any person with disability who alleges that ‫ו‬ክንያُ ብ٢ በቅጥ‫ץ‬፣ በዕድገُ፣ በድָ discrimination on the ground of his disability ድָ፣ በዝውው‫ ץ‬ወይ‫ ו‬በַֹ٤ የ‫ףם‬ existed with respect to recruitment, ሁኔٍዎ٤ ֶይ ‫א‬ድָዎ ‫ـ‬ፈጽ‫ז‬ብኛָ promotion, placement, transfer or other የ‫ ָג‬ጭብጥ በ‫ד‬ስያዝ ብ٢ ֳ‫ֳאג‬ከ‫ـ‬ው conditions of employment may institute a suit to the competent court on the issue with out ፍ‫ץ‬ድ ቤُ ክስ ‫ד‬ቅ‫נ‬ብ ይ٢ֶָ፡፡ the requirement of the burden of proof. 2/ በአካָ ጉዳ‫ـ‬ኛ ክስ የ‫נשׂ‬በበُ ወገን 2/ The defendant to a suit instituted pursuant to ድ‫ץ‬ጊً አድֻዊ እንዳָነበ‫ נ‬በ‫ד‬ስ‫נ‬ጃ Sub-Article (1) of this Article shall be የ‫נד‬ጋገጥ ٪ֶፊነُ አֳበُ፡፡ responsible to prove that there was no act of discrimination. the. 8. የአካָ ጉዳ‫ـ‬ኛ ‫ـףט‬ኛ ٪ֶፊነُ 8. Responsibility of Employee with Disability 1/ ‫ד‬ንኛው‫ ו‬የአካָ ጉዳ‫ـ‬ኛ የ‫אـ‬ደበበُን 1/ Any employee with disability shall perform his ‫ ףם‬በ‫ ִב‬٪ֶፊነُ የ‫ד‬ከናወን ግዴٍ duty with full responsibility. አֳበُ፡፡ 2/ የአካָ ጉዳ‫ـ‬ኛው የ‫ ףם‬٪ֶፊነًን በُክ 2/ Where an employee with disability does not ክָ ‫וֹ‬ይወጣ ወይ‫ ו‬ጥፋُ ‫תּ‬ፈጽ‫ ו‬የአካָ perform his duty appropriately or commits a ጉዳً ከ‫ـ‬ጠያ‫שּׂ‬ነُ አያድነው‫ו‬፡፡ fault, his disability shall not relive him from responsibility. 9. ስֳአዋጁ አፈጻጸ‫ו‬

9. Implementation of the Proclamation 1/ የ‫ג‬ኒስُ‫צ‬٤ ‫ו‬ክ‫ ץ‬ቤُ ይֱንን አዋጅ 1/ The Council of Ministers may issue regulations በ‫ג‬ገ‫דֳ וֹ‬ስፈጸ‫ ו‬የ‫ג‬ያስፈָጉ ደንቦ٤ን necessary for the proper implementation of ֵያወጣ ይ٤ֶָ፡፡ this Proclamation. 2/ የዚֱ አን‫שׂ‬ጽ ንዑስ አን‫שׂ‬ጽ /1/ ድንጋጌ 2/ Without prejudice to the provisions of Sub- እንደ‫ـ‬ጠበ‫ֲ שׂ‬ኖ የ‫ـףט‬ኛና ‫ֱד‬በ‫ף‬ዊ Article (1) of this Article, the Ministry of ጉዳይ ‫ג‬ኒስَ‫ץ‬፣ የፌዴ‫ת ָף‬ቪָ ‫ץר‬ቪስ Labor and Social Affairs, the Federal Civil ኤጀን‫ ת‬እና አግ‫וֹ‬ብ ያֶْው የክָָ አካֶُ Service Agency and the appropriate regional ይֱን አዋጅ በ‫ג‬ገ‫דֳ וֹ‬ስፈጸ‫ ו‬የ‫ג‬ያስ organs may, in their respective jurisdiction, ፈָጉ ‫עאא‬ያዎ٤ን በየ‫ָם‬ጣን ክֶָْው issue directives necessary for the proper ֳ‫ד‬ውጣُ ይ٤ִֶ፡፡ implementation of this Proclamation. gA 4¹þ#2 ØÁ‰L ነU¶T Uz¤È qÜ_R @ ‫א‬ጋ‫ ُתּ‬06 qN 2ሺህ ›.M Federal Negarit Gazeta No. 20 25th March, 2008 …. page 4032 3/ የ‫ـףט‬ኛና ‫ֱד‬በ‫ף‬ዊ ጉዳይ ‫ג‬ኒስَ‫ץ‬፣ 3/ The Ministry of Labor and Social Affairs, the የፌዴ‫ת ָף‬ቪָ ‫ץר‬ቪስ ኤጀን‫ ת‬እና Federal Civil Service Agency and the የ‫ֳאג‬ከٍْው የክָָ አካֶُ ይֱ አዋ appropriate regional organs shall have the ጅና በአዋጁ ‫ ُנטא‬የወጡ ደንቦ٤ና ‫אא‬ power to follow up and ensure the proper ‫ע‬ያዎ٤ በُክክָ ‫ֶ ףם‬ይ ‫א‬ዋֶْውን በየ implementation of the provisions of this ‫ָם‬ጣን ክֶָْው የ‫א‬ከٍ‫ָـ‬ና የ‫בּא‬ Proclamation and regulation and directive issued pursuant to this Proclamation.. ጣጠ‫ָם ץ‬ጣን ‫רـ‬ጥّْዋָ፡፡

10. Right to Institute an Action 0. ክስ የ‫אא‬ስ‫א ُנ‬ብُ 1/ Any person with disability whose rights are 1/ የዚֱ አዋጅ ድንጋጌዎ٤ ወይ‫ ו‬ይֱን አዋጅ infringed due to non-observance of the ֳ‫ד‬ስፈጸ‫ ו‬የወጡ ደንቦ٤ ወይ‫עאא ו‬ያ provisions of this Proclamation, regulations ዎ٤ ‫אֳוֹ‬ከበ‫ْף‬ው ‫ו‬ክንያُ ‫א‬ብً የ‫ـ‬ነ or directives issued for the proper ካበُ ‫ד‬ንኛው‫ ו‬የአካָ ጉዳ‫ـ‬ኛ ወይ‫ו‬ implementation of this proclamation or the አካָ ጉዳ‫ـ‬ኛው አ‫ ָוֹ‬የֲነበُ የአካָ ጉዳ association of persons with disabilities of ‫ـ‬ኞ٤ ‫ֱד‬በ‫ ץ‬ወይ‫ ו‬አካָ ጉዳ‫ـ‬ኛው which he is a member, or the trade union of አ‫ ָוֹ‬የֲነበُ የ‫ـףט‬ኞ٤ ‫ֱד‬በ‫ ץ‬ወይ‫ו‬ which he is a member, or the concerned ይֱን አዋጅ የ‫ג‬ያስፈጽ‫ ו‬አግ‫וֹ‬ብ ያֳው organ entrusted to implement this አካָ ֳ‫ֳאג‬ከ‫ـ‬ው ፍ‫ץ‬ድ ቤُ ክስ Proclamation may institute a suit before the ‫ד‬ቅ‫נ‬ብ ይ٤ֶָ፡፡ competent court. 2/ ክ‫ ש‬የ‫נשׂ‬በֳُ ፍ‫ץ‬ድ ቤُ‫ ו‬ጉዳዩ 2/ The court shall render its decision within 60 በ‫נשׂ‬በֳُ በ% ‫שׂ‬ናُ ውስጥ ውሳኔ ‫א‬ስጠُ days from the date on which the suit is instituted. አֳበُ፡፡

11. Penalty 01. ስֳቅጣُ 1/ በወንጀֳኛ ‫א‬ቅጫ ሕግ የበֳጠ የ‫ג‬ያስ 1/ Unless the provisions of the Criminal Code ‫שׂ‬ጣ ካֲָነ በስ‫ ץשׂـ‬የዚֱን አዋጅ ድንጋ provide more severe penalties, an employer ጌዎ٤ ወይ‫ ו‬በአዋጁ ‫ ُנטא‬የወጡ ደን who contravenes the provisions of this ቦ٤ን ወይ‫עאא ו‬ያዎ٤ን የ‫ֳֶـ‬ፈ አ‫עט‬ Proclamation or regulations or directives ከብ‫ ץ‬2ሺ /ሁለት ሺህ ብር/ በ‫ד‬ያንስና issued pursuant to this Proclamation shall be ከብ‫ ץ‬5ሺ /Aምስት ሺህ ብር/ በ‫ד‬ይበָጥ penalized by a fine not less than Birr 2,000 or ‫שׂא‬ጮ ይ‫שׂ‬ጣָ፡፡ not exceeding Birr 5,000. 2/ ፍ‫ץ‬ድ ቤُ በ‫רג‬ጠው ውሳኔ ‫ُנטא‬ 2/ Where the employer fails to rectify the የ‫ـ‬ጣ‫ר‬ው ግዴٍ በአንድ ወ‫ ץ‬ጊዜ ውስጥ contravention, within one month, in በአ‫עט‬ው ካָ‫ـ‬ስ‫ـ‬ካከֳ የቅጣً ‫א‬ጠን accordance with the decision of the court, the penalty shall be increased by twofold. በእጥፍ ጨ‫ֵ צו‬ወ‫ר‬ን ይ٤ֶָ፡፡ 3/ The employer may, in accordance with the 3/ አ‫עט‬ው ግዴٍውን ያָ‫ـ‬ወጣው በ‫ֳאג‬ appropriate law, hold responsible its officer ከ‫ـ‬ው ٪ֶፊ ወይ‫ـףט ו‬ኛ ጥፋُ ‫ו‬ክን or employee where the contravention is ያُ ከֲነ ٪ֶፊውን ወይ‫ـףט ו‬ኛውን attributable to the fault of such officer or አግ‫וֹ‬ብ ‫ֳוֹ‬ው ሕግ ‫ـ ُנטא‬ጠያ‫ֵ שּׂ‬ያደ employee. ‫ץ‬ገው ይ٤ֶָ፡፡

12. Repealed and Inapplicable Laws 02. የ‫סָךـ‬ና ‫ـ‬ፈጻ‫ ג‬የ‫ד‬ይֲኑ ሕጎ٤ 1/ የአካָ ጉዳ‫ـ‬ኞ٤ የ‫א ُעום ףם‬ብُ 1/ The Right of Disabled Persons to Employment አዋጅ ‫שּׁ‬ጥ‫ ץ‬1)1/09)W6 በዚֱ አዋጅ Proclamation No. 101/1994 is hereby ‫ָקֹּלـ‬፡፡ repealed. gA 4¹þ#3 ØÁ‰L ነU¶T Uz¤È qÜ_R @ ‫א‬ጋ‫ ُתּ‬06 qN 2ሺህ ›.M Federal Negarit Gazeta No. 20 25th March, 2008 …. page 4033 2/ ይֱን አዋጅ የ‫ג‬ቃ‫נ‬ን ‫ד‬ንኛው‫ ו‬ሕግ፣ 2/ No law, regulation, directive or practice shall, ደንብ፣ ‫עאא‬ያ ወይ‫ ו‬የአ‫וָ ץףט‬ድ in so far as it is inconsistent with this በዚֱ አዋጅ ውስጥ በ‫ֳאـ‬ከً ጉዳዮ٤ ֶይ Proclamations, have force and effect in ‫ـ‬ፈጻ‫ג‬ነُ አይኖ‫נ‬ው‫ו‬፡፡ respect of matters provided for in this Proclamation.

13. Transitory Provisions 03. የ‫א‬₪ጋገ‫ע‬ያ ድንጋጌ Labor disputes pending before any competent body ‫ָם‬ጣን ‫ֳוֹ‬ው አካָ በ‫ٍא‬የُ ֶይ ያֳ የአካָ prior to the coming into force of this Proclamation, shall ጉዳ‫ـ‬ኞ٤ የ‫ ףם‬ስ‫ ُעו‬ክ‫ץ‬ክ‫ ץ‬ይֱ አዋጅ be settled in accordance with the law which was in force ከ‫א‬ጽናً በፊُ በነበ‫נ‬ው ሕግ ‫ ُנטא‬ፍጻ‫ה‬ before this Proclamation come into force. ያገኛָ፡፡

14. Effective Date 04. አዋጁ የ‫ג‬ፀናበُ ጊዜ This Proclamation shall enter into force up on ይֱ አዋጅ በፌዴ‫ ָף‬ነጋ‫ ُע‬ጋዜጣ ٍُ‫ז‬ Publication in the Federal Negarit Gazeta. ከወጣበُ ‫שׂ‬ን ጀ‫ צו‬የፀና ይֲናָ፡፡ Done at Addis Ababa, this 25th day of March, 2008 አዲስ አበ‫א וֹ‬ጋ‫ ُתּ‬06 ‫שׂ‬ን 2‫ ְך‬ዓ.‫ו‬ GIRMA WOLDEGIORGIS GR¥ wLdgþ×RgþS PRESIDENT OF THE FEDERAL yxþT×eà ØÁ‰§êE ÄþäK‰sþÃêE DEMOCRATIC REPUBLIC OF ETHIOPIA ¶pBlþK PÊzþÄNT