Employment Law/Relation
FAQs
As early as possible. Employee Handbook could help to set out what are the general expectations of the business toward its employees. Employee Handbook can also regulate the activities and behaviour which are prohibited by the business and consequences of any breach by employees.
Employees Handbook supplements and explains in more detail the employment terms and conditions. As Employee Handbook generally lists down a string of minor and major misconduct which are not allowed in the business, it reduces the need to include all these clauses into the employment contract.
It depends. If the employee’s salary is up to RM5,000.00, the Director General of Labour can inquire into and decide on the payment of outstanding notice period by the employee as stated in the employment contract. If the employee’s salary is above RM5,000.00, you could only recover the payment for outstanding notice period via civil suit.
Yes. Company has the right to appoint the lawyer of its choice to represent and defend the Company at both Courts, upon fulfilling certain conditions.
The outcome of the suit or claim at either Industrial Court or Labour Court will still be binding on the Company. If the Company is not able/refuse to comply with the monetary sum awarded by the court, the employee may enforce the judgment against the Company via various means
Generally, employer has the right to determine the work scope of the employee, set the rules at work place, discipline the employee for misconduct, manage the performance of the employee and setting the remuneration packages, according to the law.
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