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SHAHARUDDIN BIN ZAINUDDIN V BANK PEMBANGUNAN MALAYSIA BERHAD (AWARD NO: 1249 OF 2020)

FACTS The Claimant qualified as a Certified Chartered Accountant in 1995 and is a person with extensive work experience in the financial industry. The Claimant was appointed the P/GCEO of the Bank for a fixed-term contract of 3 years effective. Based on anonymous letters and complaints an investigation was carried out against the Claimant and …

The “Perfect” Performance Improvement Plan(PIP)

It is very common for managers at some point to come up against an underperforming employee.  To overcome such problems the manager would then talk to the human resource and together they will draft the “perfect” performance improvement plan to guide, coach and assess the said employee based on the objectives listed down. The best …

Practices of High Impact HR

The world of digitisation has disrupted the norms of work and our daily lives in many ways. The traditional ways of referrals and the changing workforce demographics has forced the Human Resource Department to go through tremendous transformation in order to keep their heads in the game. The transformation is essentially the process of reassessing …

The prevailing question – are the employees entitled to a right to privacy?

In this fast paced era where the Internet is dominating every part of our life, our constant content consumption would be from social media.  Anything can go viral on social media especially so when the content of these posts are interrelated to sensitive issues that would affect the reputation of someone or a company or …

Failure to Adhere to Instruction Might not be a Just Reason for Dismissal

Mohd Fazly Bin Kassim V DHL EXpress (M) Sdn Bhd. (No Award 1073 Tahun 2020) Fakta  Pihak Yang Menuntut telah bekerja sebagai Kurier dengan Responden selama 16 tahun dan gaji terakhirnya adalah RM 2,657.00.  Pada tahun 2014, Pihak Yang Menuntut telah diarahkan oleh Responden untuk menghadiri program “Team Building” di mana Pihak Yang Menuntut telah …

Common Pitfall of Domestic Inquiry (DI)

Why is it important? Syarikat Telekom Malaysia Berhad V. Saidon Bin Puteh [1996] 1 ILR 619 A due inquiry properly conducted and well-documented serves to ensure that a disciplinary authority has acted only after giving fair consideration to the matter. It also provides a reliable record for the employer to turn to when, due to …

Conducting Due Diligence Via Social Media A New Norm

“Social Media is Changing the World and we’re all here witnessing It.” – Ian Somerhalder A survey done by Career Builder in 2018 shows that 70% of employer use social networking sites to research potential candidates during the hiring process and more throughout their employment. In the meantime, more than 80% of job seekers will …

CAN YOU KEEP A SECRET- A FAIR GROUND OF DISMISSAL?

“Oh do spill the beans!” “She is such a blabbermouth!She promised not to tell anyone!” If the above idioms are familiar to you, welcome to the world of Gossip Girl. It is rather common for your employees to mingle around to understand one another better. However as time pass, when each is comfortable enough in …

Tardiness Vs Excellence in Sales and Customer Service

CASE SUMMARY ARMAN BIN ABELINO V AIR ASIA BERHAD (AWARD NO.: 689 of 2020) The Claimant with 10 years experience as a Cabin Crew joined the Company on a fixed term contract of 24 months and was required to undergo a Cabin Crew Training Course for 3 months and a 6 months probation period which …

PRECARIOUS POSITION OF A PROBATIONER: MALAYSIAN INDUSTRIAL RELATION PERSPECTIVE

Industrial Court and Superior Courts have always recognized the rights of probationer in Malaysia. Though they hold no security of tenure this does not mean probationers can be terminated without due process. All employees under probation is protected against any form of dismissal without just cause or excuse. DEFINITION OF PROBATIONERKoperasi Serbaguna Pekerja Felda Bhd …

OUR INDUSTRIAL RELATIONS CONSULTANTS AND HR EXPERTS IN MALAYSIA

Premjit Singh

Managing Partner of Prem & Associates (Advocates & Solicitor) | Industrial Relations

Henry Wee

Partner Account Manager of PayrollPanda

SERENE YAP

Human Resource Trainer and Consultant

Premjit Singh

Managing Partner of Prem & Associates (Advocates & Solicitor) | Industrial Relations

Henry Wee

Partner Account Manager of PayrollPand

SERENE YAP

Human Resource Trainer and Consultant

“A firm grasp of Industrial Relation Law is the key for a HR Practitioner”

– Mr. Premjit Singh, Managing Partner at Prem & Associates (Advocate & Solicitor).