Registration And Compliance Issues Surrounding Public Benefit Organizations (PBOs)

In 2013, the Public Benefits Organization Act, 2013 (the PBO Act) was passed by Parliament and was gazetted to commence operations on 16th September 2016. However, despite the commencement being gazetted, the provisions of the Act are yet to be operationalized. Consequently, such organizations continue to be registered as Non-Governmental Organizations (NGOs) under the NGO Co-ordination Act 1990 (NGO Act), the Non-Governmental Organisation Regulations, and the Non- Governmental Organisation Co-ordination Amendment Regulations of 2010. It is also worth noting that one of the provisions of the PBO Act was to repeal the NGO Act.

Admittedly, this position has occasioned some level of uncertainty causing persons who would want to register non-governmental organizations or public benefit organizations to steer clear and prefer other forms of registration including trusts and foundations. It is however important to note that in spite of this lack of clarity, registration is still on-going under the NGO Act although stakeholders speculate that the PBO Act may be operationalized at any time and thus it is important to touch on these 2 regimes when discussing PBOs and NGOs.

A.   Registration of a PBO

A public benefit organization is defined in section 2 of the PBO Act to mean ‘a voluntary membership or non-membership grouping of individuals or organizations, which is autonomous, non-partisan, non-profit making and which is:

(a)            organized and operated locally, nationally or internationally;

(b)           engages in public benefit activities; and

(c)            is registered as such by the Authority but excludes trade union, political parties and religious organizations’.

A “public benefit activity” is defined in section 2 of the PBO Act to mean:

an activity that supports or promotes public benefit by enhancing or promoting the legitimate economic, environmental, social or cultural development or protecting the environment or lobbying or advocating on issues of general public interest or the interest or well-being of the general public or a group of individuals or organizations.”

The goal of the PBO Act is to provide a new legal, regulatory and institutional framework for public benefits organizations (PBOs) in Kenya and create a framework for their co-operation and partnership with the Government.

The regulatory and registration body under the PBO Act is the Public Benefit Organizations Registration Commission (the “Commission). This will take over the roles of the NGO Board established under the NGO Act once it is repealed. A Tribunal, called the Public Benefit Organizations Dispute Tribunal, has also been established under section 43 of the PBO Act and if implemented will handle all disputes relating to the community benefit organizations.

The PBO Act provides that “civil societies” which are defined to include trusts and foundations can register under the Act ensuring that all these bodies come under one legislation.

B.   Requirements for registration of a PBO in Kenya

An application for registration is made to the Authority and accompanied by the following documents: -

(a)  A copy of the Constitution or other constitutive document of the public benefit organization;

(b) Names and addresses of the founders of the PBO;

(c)  The public benefit purposes for which the PBO is organized and operated and all of the principal activities that the PBO shall engage in;

(d) The postal and physical address of the principal place of doing business of the PBO;

(e)  The prescribed fee; and

(f)   Such other particulars of information as may be required by the Authority in order to assist the Authority to determine whether or not he Organization meets the requirements for registration under the Act.

An international non-governmental organization may register as a PBO by filing the following documentation: -

(a)  An application form;

(b) Proof that it is a legal entity in another country;

(c)  The organization’s address in Kenya; and

(d) A written statement from a representative of the organization’s headquarters with authority to provide such statement stating –

(i)             The purpose of the international non-governmental organization;

(ii)           A general description of the activities that he international non-governmental organization is planning to carry out in Kenya; and

(iii)         The name, address and other contact information of the authorised agent.

C.    Compliance Requirements of PBOs under the PBO Act

Section 31 of the PBO Act provides that every public benefit organization registered under the Act shall keep proper books of accounts and other records in relation to its operations and activities and shall prepare annually a statement of accounts in a form which conforms to the standards of the generally accepted accounting practice applicable to non-profit organizations.

Further, the financial statements prepared and submitted by a public benefit organization, shall include an opinion signed by an independent auditor as to whether the financial statements present fairly, in all material respects, the organization's financial position for the reporting period.

Also, within six months after the end of each financial year, every public benefit organization is to submit to the Authority a statement of its accounts audited in accordance to the opinion signed by the independent auditor and a report dealing generally with the programme of activities of the public benefit organization.

A public benefit organization may not engage in fundraising or campaigning to support or oppose any political party or candidate for appointive or elective public office, nor may it propose or register candidates for elective public office.

Related blogs & news

What is a Power of Attorney (POA)?

Power of Attorney (POA) is a formal instrument by which one person empowers another to represent him or act in his behalf in many matters including transactions for sale of land, registration of intellectual property, filing of lawsuits, signing off on documents, and opening of a bank account among many others. ...

Employee Consultation Before Redundancy

The requirement of consultation is not expressly provided in section 40 of the Employment Act, 2007. However, by dint of Article 2(6) of the Constitution, treaties and conventions ratified by Kenya form part of the law of Kenya. Kenya is a state party to the International Labour Organization (ILO) since 1964 and is therefore bound by the ILO conventions....

Employees Right To Information

The Employment Act, 2007, does not have an express provision on the employees’ right to information. However, Article 33(1)(a) of the Constitution of Kenya, 2010, provides that every person has the right to freedom of expression, which includes freedom to seek, receive or impart information or ideas. Article 35 (1)(b) of the Constitution 2010, further provides that every Citizen has the right to access information held by another person and required for the exercise or protection of any right or fundamental freedom. What information do employees have a right to? 1. Organizational goals and objectives Organizational goals and objectives are easily overlooked in the day-to-day business of getting the job done, but they should be provided, not just to new employees at induction, but to everyone regularly. Reinforcing an understanding of organizational goals and strategy helps employees feel like they are part of the business, which in return leads to improved job performance and engagement. Apart from the emphasis being made by the human resource manager, the line manager too should regularly remind his/her team of the goal and objective of the firm. The line manager together with his/her team may develop their department goals that align with the overall goal of the company. When a department has established its departmental goal, then it means they understand the goal and objective of the company. This in return leads to improved output and increased production. 2. Organizational policies and procedures Most organizations have rules, policies, and procedures that guide how they do things which is important for employees to know and understand. Depending on the company, the policies and procedures may be incorporated in the employee handbook or the human resource manual. How you collate this information is a matter of considering what works for you and the team, but the key is that you must make sure employees are aware of and understand all rules, procedures, practices, or policies with which they are expected to comply. This means they need to be written down somewhere and easily accessible. 3. Organization structure An organizational structure is the way that a company, organization, or team is set up. Every company and team has an organizational structure, even if it’s not formally defined. Organizational structures are important because they help businesses implement efficient decision-making processes and provide a clear org chart that helps businesses keep track of their human resources. Thus, the employees need to understand the organizational structure of the company because it guides all employees by laying out the official reporting relationships that govern the workflow of the company. A formal outline of a company's structure makes it easier to add new positions in the company, as well, as providing a flexible and ready means for growth. An employee who understands the organizational structure will be motivated to know that the company has a growth plan. 4. Feedback on performance Employees need to understand how well they are doing in their roles and what they can improve on. Regular constructive feedback is essential here, and the temptation to only pick them up on things they are doing wrong should be avoided. It is hard for you to do your best without information, and the same is true for your employees. If you withhold information unnecessarily, you will lose your talent. Maybe not today; but eventually those with choices will leave you. What information can be withheld from employees? Never use information withholding as power. If you are given 'secret' information, don't tell people you have it unless they ask you. If people ask you if you have information, be honest. Don't tell them you don't have information if you do. Tell them that you are not at liberty to share, and tell them why, e.g. "I've been asked to keep it confidential and I need to honor that request." If you establish a track record of early, honest information sharing, you will have more room to occasionally withhold information when the situation dictates. Information that should be kept confidential includes any information that could damage a company's reputation or ability to do business if that information becomes public. Such information is proprietary or sensitive. This information includes information whose disclosure is likely to: a. Impede the due process of law and procedures of the company; b. Endanger the safety, health, or life of any person; c. Involve the unwarranted invasion of the privacy of an individual; and/or d. Substantially prejudice the commercial interests, including intellectual property rights, of the company or third party from whom information was obtained. In the words of Sam Walton, Wal-Mart Founder: I guess our greatest technique and our greatest accomplishment is the commitment to communicating with employees in every way that we possibly can and listening to them constantly…you've got to put their interest first, and eventually, it will come back to the company....

The legality of Non-Compete Clauses in Kenya

A non-compete clause is a contractual agreement between two parties, typically an employer and employee, where the employee agrees not to engage in certain business activities that would be considered competitive with the employer's business. The purpose of a non-compete clause is to prevent the employee from working for or starting a business that would compete with the employer during and after their employment....

Why SMEs should use documents drafted by an Advocate for their Businesses

Here are some reasons why SMEs should use documents drafted by an Advocate: 1. Compliance with the Law. SMEs are subject to various laws and regulations. An Advocate can help SMEs navigate the complex legal landscape and ensure that they comply with all relevant laws and regulations. Non-compliance can lead to significant penalties, which can be detrimental to the business....


section separator logo

Talk to us.

+254 716 209673

law@cmsmeclub.com

Skip to contentHomeAbout UsInsightsServicesContactAccessibility