Lodging a representation at Industrial Relations Department (Jabatan Perhubungan Perusahaan) regarding unfair dismissal/dismissal without just cause and excuse
向劳工部就无正当理由和借口的不公平解雇/解雇提出申述
1)Need to submit forms for representation at IR Department in the employer's State within 60days from the date of termination/last day of employment 需要在雇主所处的州属的劳工部在被解雇
/最后一天雇用之日起 60 天内提交
申述的表格
2) Need to attend the conciliatory meeting at IR Department 需要出席劳工部的调解会议
3) If conciliation is unsuccessful, IR Department may refer the matter to the Industrial Court 如果调解不成功,劳工部会将此事提交给工业法庭。
4) Employee will be required to file relevant documents to Industrial Court for claiming, amongst others, reinstatement or compensation in lieu of reinstatement, back wages etc. 雇员将被指示提交给工业法庭相关文件诉求,包括复职或以补偿代替复职;拖欠工资等等。
Industrial Court Case (Procedure) 工业法庭案件(程序)
1) Claimant files Statement of Case 原告呈交案件陈述
2) Respondent files Statement In Reply 被告呈交书面回复
3) Claimant files Rejoinder 原告呈交回复
4) Parties file Witness Statement and others 双方呈交书面供词和其他
5) Parties and witnesses attend Hearing 双方和证人出席庭审
6) Parties file written submission 双方呈交书面陈词
7) Court gives decision 法庭给予判决
Legal Knowledge Sharing
最低月薪(RM1500.00) 从1/5/2022 开始启动。
Monthly minimum wage of RM1500.00 shall commence from 1/5/2022.
对于少于5名雇员的雇主,临时豁免(最低薪金)至31/12/2022。但是,改豁免不适用于从事列明在Malaysia Standard Classification of Occupations 的专业领域的雇主。
For employers with less than 5 employees, it will be exempted from the revised monthly minimum wage temporarily until 31/12/2022. However, such exemption is not applicable to employers who engage in professional activities listed in Malaysia Standard Classification of Occupations.
1955年雇佣法令 (Employment Act 1955) - 2022年修订
依据Employment (Amendment) Act 2022 (2022年雇佣法令(修订))包含以下的修订/更改:
1) maternity leave from 60days to 98days 产假从60天增至98天。Section 37(1)(d) Employment Act 1955
2)paternity leave: 7 days 陪产假:7天。Section 60FA EA 1955
3)flexible working arrangement (hours, days and place of work)
灵活性的工作安排(工作时间、工作天数和地点。Section 60P & 60Q Part XIIc EA 1955
4) working hours from 48hours to 45hours per week 每周工作时间从 48 小时降到 45 小时。Section 60A(1)(d) EA 1955
5) notice of sexual harassment awareness 提高性骚扰意识的通知。 Section 81H EA 1955
6) discrimination in employment 就业中的歧视。Section 69F EA 1955
7) termination of employment of a foreign employee 终止雇用外国雇员。 Section 60KA EA 1955
8) court order for payment due to employee 支付雇员款项的法庭令。Section 87A EA 1955
9)forced labour 强迫雇员。Section 90B EA 1955
10) presumption as to who is 'employer' and 'employee' 关于谁是“雇主”和“雇员”的推定。Section 101C EA 1955
11) restriction on termination of a pregnant employee 对终止怀孕雇员的限制。Section 41A EA 1955
12) calculation formula of wages for an incomplete month's work
未满月工作工资计算公式。Section 18A EA 1955
The implementation has been deferred from 1st September 2022 to 1st January 2023.
实施已从 2022 年 9 月 1 日推迟到 2023 年 1 月 1 日。
依据Employment (Amendment of 1st Schedule) Order 2022 (2022年雇佣法令(修订附表一))包含以下的修订/更改:
1) Employment Act 1955 applies to all employees (contract of service) regardless of the amount of wages/salary
1955 年雇佣法令适用于所有雇员(contract of service),无论工资/薪水是多少
2) Employees with a monthly salary of RM4,000.00 or below can enjoy all benefits provided under Employment Act 1955 月薪 RM4,000.00 或以下的雇员可享有 1955 年雇佣法令所提供的所有福利
3) Employees with a monthly salary of more than RM4,000.00 will not enjoy benefits provided in Section 60(3), 60A(3), 60C(2A), 60D(3), 60D(4), 60J EA 1955. For instance, overtime payment and termination benefits under the Employment Act.
月薪超过 RM4,000.00 的雇员不能享有第60(3), 60A(3), 60C(2A), 60D(3), 60D(4), 60J 1955 年雇佣法令所提供的所有福利。例如,雇佣法令规定的加班费和解雇费。
若需要详细的资料,请务必参考相关法令。
<懂这7项,就懂公司结业带给雇佣关系的影响>
1.公司与所有雇员的雇佣关系将会被终止。
2. 公司结业是可被接纳为终止雇佣关系的合法理由。
3.雇佣关系因公司结业而被终止和裁员(retrenchment)不相同。
4.关于薪资不超过两千马币每个月的雇员,同时雇员在同一间公司累积了不少过一年的雇佣期,公司有义务在终止雇佣关系的同时,给予这类属于1955年劳工法令下的雇员金钱赔偿。
5.至于属于1955年劳工法令下的雇员的赔偿金额,是必须依据Employment (Termination and Lay-Off Benefits) Regulations 1980。
6.至于薪资超过两千马币每个月的雇员,也就是不属于1955年劳工法令的雇员,公司是否有义务给予金钱赔偿和赔偿金额得参考雇佣合约里相关的条款。
7.如果没有雇佣合约或相关条款,公司基本上没有义务给予不属于1955年劳工法令的雇员金钱赔偿。然而,为了能辩解雇员不是被无理解雇,公司可以考虑在终止雇佣关系的同时,给予这类雇员适当的金钱赔偿。