The Control of Conformity to Rules On Health and Safety at Work in Cameroon: A Legal Appraisal
Keywords:
Controls, Conformity, Health and Safety, Worker, EmployerAbstract
This piece analyse the mechanisms put in place to ensure conformity to rules aimed at safeguarding the health and safety of workers at work. It establishes that, the rules are develop by the legislator and are to be implemented by the employer. However, to ensure that the employer stricto sensu implement the rules, the legislator provides for controls by internal and external organs in labour relations. The purpose of the control is to verify if the employer is acting in conformity to the rules as stated, failure of which attracts sanctions. Generally, the employer has the obligation to ensure the proper organization of work, ensure health and safety of workers at work and provide work to employees within acceptable standard. The worker on his part has the obligation to ensure his own health and safety at work by conforming to rules of technical organization of work and complying with hygiene and safety prescription of the enterprise. This is supplemented by controls which can be internal or external. External control of conformity is carried out by professional institutions and administrative organs while internal control of conformity involves control exercise by hygiene and safety committee and exercise by medical and health service of the enterprise. In this light, labour and social security regulations should be made more effective through proper implementation so that it can continue to benefit
all workers who need protection.
References
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Ibid.
Section 29 (1) of the labour code.
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These rules and regulations are unanimously drawn up by the employer. despite the unilateral powers of the
employer to draw up the internal regulations, there are certain obligations which he has to fulfill once the rules
have been made. Prior to the enforcement of these rules, the company head is supposed to communicate them to
the staff representatives (if any) for their opinion. This does not means give the document a bilateral nature.
The employer is also obliged to submit it to the labour Inspector of the jurisdiction who may order the deletion
of or amendment to any provisions which may be repugnant to the laws and regulations and punished by section
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According to section 29 (1) of the Cameroonian labour code.
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the workers' health as efficiently as possible.
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This was highlighted during a Webinar organized by the Ministry of Labour and Social Security held in April
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Ibid, section 118 (1).
Ibid, section 118 (2).
Ibid, section 9.
Ibid, section 25 (5).
Ibid, section 27 (2).
Ibid, section 28 (8).
Ibid, section 29 (4) of labour code.
Ibid, section 62 (1) of labour code.
Ibid, section 82 (4) of the labour code.
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Section 122 of the Labour Code.
Ibid.
Section 128 of the labour code.
See section 95 (1) of the labour code.
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Ibid, p. 159.
