Maimunah's Column

Maimunah Aminuddin is a retired Professor from the Faculty of Business Management, University Teknologi MARA (UiTM) with vast experience in the areas of management and human resources. She is a fellow of the Malaysian Institute of Human Resource Management (MIHRM) with expertise in the areas of employment, labour and industrial relations laws. She has authored numerous publications in the aforesaid areas, such as the Essentials of Employment and Industrial Relations (2009) and Termination of Employment - Understanding the Process, which was revised in 2012 and is in its 2nd Edition. Her latest book, the Employment Law Manual for Practitioners, was published in October 2013.

Queries and comments may be sent to the columnist at letters@mylawbox.com with the sender’s full name and e-mail address.

Guide to the Employment Act 1955

All employers who employ people to work in Peninsular Malaysia must comply with the Employment Act 1955. This key piece of labour legislation applies mostly to workers earning not more than RM2,000 per month, but also, since the 2012 amendments, includes sections which apply to all employees. The topics in the Guide are offered in alphabetical order and are written in a manner that they can be understood by readers without legal training. Each topic is divided into sub-headings in the form of questions. All sections of the Act are included but with particular emphasis on Absence from Work, Annual Leave, Coverage of Scope of the Act, Foreign Employees, the Labour Court, Maternity Leave, Sexual Harassment and Wages. The relevant section in the Act is listed and examples of court judgements are provided. The Guide also provides a brief overview of the Labour Ordinances of Sabah and Sarawak and the Employment (Part-time Employees) Regulations 2010.

Guide to the Industrial Relations System

The Industrial Relations Act 1967 and the Trade Unions Act 1959, together create the boundaries for the industrial relations system. Employers, employees and trade unions throughout Malaysia are required to comply with these two Acts. The Guide provides topics in alphabetical order which explain and illustrate by case examples the requirements of the two Acts. All sections of the Acts are included, with emphasis on Collective Bargaining, Collective Agreements, Functions of the Department of Industrial Relations, Functions of the Department of Trade Unions, Penalties, Pickets, Recognition of a Trade Union, Role of the Minister of Human Resources, Strikes, Trade Disputes and Trade Unions. Each topic is divided into sub-topics for easy reading.

Practical HR Management

Practical HR Management provides insight into topics such as hiring, firing, privacy, discrimination, sexual harassment and more. It features real scenarios and insightful commentary from leading industry experts and employment law practitioners. Discover techniques you can use to engage your employees in your workforce to drive results for both your organization and your employees. Find answers to your employee problems from practitioners who face the same labour and HR challenges you have every day.

Cases Highlight

SAIFULLA SADIQ SAYED v. SMS OUTSOURCING SERVICES SDN BHD
INDUSTRIAL COURT, KUALA LUMPUR
PARAMALINGAM J DORAISAMY
AWARD NO. 1098 OF 2022 [CASE NO: 22/4-2240/21]
13 JUNE 2022

MARILYN KHOO MEI LING v. AIRASIA COM TRAVEL SDN BHD
INDUSTRIAL COURT, KUALA LUMPUR
NOOR AZZAH ABDUL AZIZ
AWARD NO. 1159 OF 2022 [CASE NO: 3/4-2703/20]
15 JUNE 2022

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Article Highlight

600 LETTER OF CONSENT HOLDERS IN SINGAPORE MEET THE CURRENT SALARY CRITERIA FOR EMPLOYMENT PASS

Employment
Singapore's Minister for Manpower Dr. Tan See Leng has recently addressed a Parliamentary query on the number of workers with a Letter of Consent employed in jobs with a job scope or salary equivalent to Employment Pass (EP) holders, S Pass holders, and Work Permit holders. For better understanding, since 1 May 2021, Dependant's Pass holders in Singapore have had to obtain a relevant work pass instead of a Letter of Consent (LOC) to work in Singapore. As such, the majority of the LOC holders at present are dependants of Singapore citizens and Permanent Residents who are holding a Long-Term Visit Pass (LTVP) or LTVP-Plus, and working on either an LOC or pre-approved LOC (PLOC).

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MORE SINGAPORE FIRMS ADOPTING 4-DAY WORK WEEK TO ATTRACT, RETAIN TALENT | VIDEO

SINGAPORE
Employment

More Singapore firms adopting 4-day work week to attract, retain talent
More companies in Singapore are adopting a four-day work week in a bid to attract and retain workers. However, the arrangement might not work for everyone or every business model.

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New! LLB Bulletin #10/2022