Overview
Managers too, have the responsibilities of personnel-related activities. This makes the role of line managers even challenging. Human resource managers normally act in advisory capacity, working with other managers regarding human resource matters.
Exactly what personnel management activities are carried out by line managers?
Establishing day-to-day relationship of mutual respect and trust with subordinates, applying labour laws and labour contract consistently, handling grievances, discipline etc. Therefore, the knowledge of salient labour regulations are essential for all managers so as to reduce legal exposures.
This two-day course offers in respect of the industrial relation perspective introduction to key issues in Malaysian employment law and provides practical guidance on employment issues.
At the end of this programme, participants will be able to apply the relevant provisions in the labour legislations in handling employee relations.
Learning Outcomes
After completing this course, participants will be able to:
- Understand the general requirements of the Labour Laws of Malaysia and its relative application at work.
- implement the right processes and procedures covering the crucial areas: Hiring; Managing Human Resources; Effective Deployment; Setting of KPIs, Consequence Management [Management of Disciplinary Issues; Correspondence; Domestic Inquiry; Termination Process and Legal claims by Dismissed Employees]
- reduce the risk of wrong Human Resource Management Practices by the Management/Organization
Who Must Attend
The Management / HR executives and Supervisors who intend to have an understanding of managing discipline at the workplace.
Course Details
2 DAYS COURSE
MODULE 1: Scope of Employment Law Under EA 1955 & Sabah/Sarawak Labour Ordinances and 2019 UPDATES
- 2019 UPDATES on Scope
- 2019 UPDATE on Definition of an Employee and
-
Case studies to distinguish employee and Independent Contractor
MODULE 2: Understand the different Contracts of employees
- Contract for Service
- Contract of Service
- Probation Contract
- Fixed term contract
- 2019 UPDATE
- 2019 New Anti-Discrimination Laws
- 2019 Guidelines on Job Vacancy Advertisements /Job Carnivals and more..
MODULE 3: Handling Misconduct and the relevant Disciplinary Procedures
- Different strategies for Discipline
- Understanding the 3 different types of Absenteeism and the different procedures used.
- Understanding Malingerer/Tardiness/Habitual Late comers/Insubordination and Disobedience.
- How to prove Misconduct at different stages of Termination process
MODULE 4: Effective Warnings and Notice Periods both
contractual and Statutory
- PILON – An implied Right of the Employee
- PILON and Industrial Court Powers – An Employer’s Dilemma?
- Understand what is statutory. Notice period and when to compensate.
- Case studies
MODULE 5: Law and Practice on Poor Performance under EA 1955 /SSLOs and Industrial Relations Act 1967
- The Law and Process on Poor Performance
- Guidelines on Disciplinary Action for Unsatisfactory Performance
- Considerations in Performance-Related Dismissals
- What must be included in warning letter for Poor Performance
- What is Performance Improvement Plan?
- Can Performance Improvement P be used to terminate Employees? -Guidelines for Employers/Managers
MODULE 6: Probation and Termination
- Probationers and Letter of Offers
- Good practice for managing probation periods
- Underperformance during probation
- Meetings during probation -procedure and guideline
- Frequently asked questions and related documents for probation
MODULE 7: Ending the Employment Relationship and Wrongful Dismissal
- Modes of Terminations
- Guidelines on Using the laws under Employment Act /Sabah and Sarawak Labour Ordinances effectively in Termination Process
- Automatic Termination – Fact or Fiction?
- Using the Doctrine of Frustration of contract to terminate–
- When does it apply
- Circumstances where contract is said to be frustrated
- Is Termination Benefits payable in cases of Frustration?
- Can employee make a claim for Unfair Dismissal in cases of Frustration?
MODULE 8: Updates on Industrial Court Act 1967
Industrial Relations (Amendment) Act 2019
- Representation during Conciliation Meetings for Unfair Dismissal Claims
- Referral of Unfair Dismissal Claims to Court
- Additional powers are given to the Industrial Court
- Appeal against an award to the High Court
- Increased Penalties for non-compliance
- changes relating to the provisions on trade union
MODULE 9: Conducting a Proper Domestic Inquiry
- Writing Proper Letters for Suspension/Warning and Dismissal
- Statutory Provisions on Discipline [with details]
- Drafting Charge sheet [Process details]
- Domestic Inquiry Panel
- Drafting the documentation including how to draft DI Panel Report for the Domestic Inquiry [ samples provided]
- Documents that are tendered as evidence
- Role of Punishing Authority [details]
- Types of Punishment after Termination and Case studies
Note:
- Case studies will be done on all pertinent sections
- Activities will be done to understand the application of the law.
Sample HR letters for will be provided:
- Letter of First/ Second Warning – Template
- Breach of Contract
- Suspension Letter
- Termination Letter
- Sample dismissal or termination of employment letter
Methodology
Interactive Presentation as input, Discussions, Small group activities, Problem Solving using real life scenarios from the workplace.
Course Leader
OR
Testimonies
Investment
Investment
| Normal fee |
| Sign up 1 pax |
| Pay before course starts |
| MYR 2,990.00 per pax |
| USD 890.00 |
| Early Bird |
| Sign up 1 person |
| Pay 14 days before course starts |
| MYR 2,600.00 per pax |
| USD 760.00 |
| Group Fee |
| Sign up 3 pax or more |
| Pay 14 days before course starts |
| MYR 2,500.00 per pax |
| USD 730.00 |
6% SST is chargeable, excluded in the quoted fee above
