HRDF HRD Corp Claimable Employment Act 1955 Training

100% HRDF / HRC Corp Claimable Employment Act 1955 Training

8 September 2023 – 9am till 5pm

Face-to-Face Classroom

The Employment Act of 1955 mandates a bare minimum of benefits that must be offered to workers under its purview by their respective employers.

Suppose an organization does to comply with the Employment Act of 1955. In that case, it may be subject to substantial compensation in the form of lawsuits, penalties such as fines, and other punishments, all of which could have been completely avoided.

Workers in Malaysia have their rights protected by the country’s labor laws, which also mandate that they be treated with dignity and respect by their employers. The Employment Act of 1955 addresses topics such as the length of working hours, the availability of paid leave, and the requirements for workplace safety. The Industrial Relations Act of 1967 regulates the relationship between employers and employees, as well as outlines the processes that should be followed to settle disagreements. The Trade Unions Act of 1959, which came into effect in 1959, is the primary piece of legislation responsible for regulating trade unions’ operations and protecting union members’ rights.

The Employment Act of 1955 is a federal legislation in Malaysia that was enacted in order to define the rights and obligations of both employers and employees in the workplace. The statute stipulates many requirements, such as the number of hours that must be worked, the amount of money that must be made, and the other advantages that must be received. Additionally, it details the procedures that should be followed in the event of a disagreement between an employer and an employee, as well as the obligations of the employer to ensure that employees are provided with a safe and healthy working environment. Over the course of its existence, the act has been amended on several occasions in order to remain relevant in light of developments in both society and the economy, as well as to address concerns pertaining to matters such as worker rights and welfare.

The Employment Act of 1955 is still in existence as of the year 2021; however, it has been amended to provide workers with an increased level of protection and to address the requirements of a dynamic labour market. The act continues to play a significant role in the relationship between employers and employees in Malaysia, and it serves as the foundation for the country’s many labour regulations.

LEARNING OUTCOMES

1. Determine and put into practice the most important aspects of the Employment Act of 1955.
2. Determine which employees are protected under the Employment Act of 1955.
3. Make a distinction between benefits such as paid time off, paid sick leave, paid maternity leave, paid public holidays, and paid rest days.
4. Ensure that you comply with the legislation regarding the computation of overtime on regular working days, days off, and public holidays.
5. Ensure that your estimates for termination benefits are in accordance with the law.

This HRDF / HRD Corp Claimable course gives participants a solid understanding of the applicable labor laws in Malaysia and teaches them how to implement the legal requirements of these Acts within their own businesses. You will get an in-depth knowledge of Malaysian labour law if you take this course, and you will be able to protect the rights of workers in your organization as a result of this knowledge.

Register now to participate in the process of formulating policies that will foster a more harmonious relationship between employers and employees.

Employment Act 1955 Training Course Content

Module 1: DEFINITION

• “What is a Worker?”
• Employee Contract of Service Rights (Covered & Not Covered by The Employment Act 1955)
• Definition of Wages Normal Pay Rate, etc.
• What are not Wages according to the law?

Module 2: PAYMENT OF WAGES

• When are Resignation, Termination, Dismissal, and Retrenchment Payouts Made?
• Deduction from Wages Termination Notice
• Misconduct & Termination
• Contract Termination Breach of Contract (Absent for more than 2 days)

Module 3: NOTICE OF TERMINATION

• Notice of Cancellation
• Misconduct & Termination
• Contract Cancellation

Module 4: COMPENSATION

• Compensation for Separation and Departure

Module 5: EMPLOYMENT OF WOMEN – RESTRICTIONS, CONTROL, AND PROHIBITIONS

• Payment during Maternity Leave Maternity leave payment

Module 6: WORKING HOURS & LEAVE ENTITLEMENT

• The typical workday schedule
• Overtime
• Remuneration for Time Worked on Rest Days and Public Holidays
• Compensatory Time Off in Lieu of Wages
• Annual Leave as well as Sick Leave

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• 12 May 2023
• 8 September 2023

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