logo
OTSM, Invest Sarawak ink MoA to drive semiconductor ecosystem, tech hub vision

OTSM, Invest Sarawak ink MoA to drive semiconductor ecosystem, tech hub vision

Borneo Post3 days ago
KUCHING (Aug 8): OCI Tokuyama Semiconductor Materials Sdn Bhd (OTSM) and Invest Sarawak have signed a memorandum of agreement (MoA) today to boost Sarawak's ambition of becoming a leading regional technology hub.
The partnership seeks to develop supply chains, forge strategic collaborations, and build industrial ecosystems to support OTSM's upcoming high-purity semiconductor-grade polysilicon plant.
OTSM chief executive officer Steve Choi said the collaboration would create opportunities for Sarawak businesses and talent while enabling local suppliers to participate in the global semiconductor value chain.
'This will strengthen Sarawak's position as a competitive hub in the global semiconductor industry and drive long-term economic prosperity,' he said in a statement.
He added that the initiative was expected to attract significant high-value investments and spur the growth of advanced manufacturing.
The MoA was signed by Choi and Invest Sarawak chief executive officer Timothy Ong, witnessed by Deputy Premier Datuk Amar Awang Tengah Ali Hasan at the World Expo in Osaka.
Last month, OTSM – a 50:50 joint venture between OCI TerraSus and Japan's Tokuyama Corporation – broke ground on its RM2 billion semiconductor-grade polysilicon plant at Samalaju Industrial Park, Bintulu.
Occupying 13.7 hectares, the facility is scheduled to begin operations in 2029, with an annual production capacity of 8,000 metric tonnes, supplying major technology markets in Korea, Japan, and Taiwan.
This marks OCI's third major investment in Sarawak, following its 2017 acquisition of Tokuyama Malaysia's solar-grade polysilicon plant, now operating as OCI TerraSus, which produces 35,000 metric tonnes annually.
The second investment is a joint venture with Kumho P&B Chemicals to produce epichlorohydrin – a chemical used in epoxy and rubber production – slated to be commenced by year-end.
Orange background

Try Our AI Features

Explore what Daily8 AI can do for you:

Comments

No comments yet...

Related Articles

STR phase 3 payments for 8.6 million recipients start August 12
STR phase 3 payments for 8.6 million recipients start August 12

Daily Express

time33 minutes ago

  • Daily Express

STR phase 3 payments for 8.6 million recipients start August 12

Published on: Monday, August 11, 2025 Published on: Mon, Aug 11, 2025 By: Bernama Text Size: Payments will be credited directly to bank accounts or distributed via Bank Simpanan Nasional (BSN) for eligible recipients. PUTRAJAYA: The government will begin disbursing Phase Three of the Rahmah Cash Assistance (STR) payments tomorrow, allocating RM2 billion to ease the cost of living for low-income households. Prime Minister Datuk Seri Anwar Ibrahim, who is also Finance Minister, stated that 8.6 million recipients will receive up to RM650 in aid under STR Phase Three. Advertisement This marks an increase of 300,000 recipients compared to the 8.3 million beneficiaries in Phase One last January. Anwar attributed the rise in STR recipients to the MADANI government's initiative to accept new applications and appeals year-round. 'The continuous application and appeal process reflects the MADANI government's commitment to ensuring no eligible individual is left out,' he said. 'Beyond cash aid, STR empowers recipients to achieve financial independence, aligning with the MADANI Economy's goal of equitable prosperity.' Advertisement Payments will be credited directly to bank accounts or distributed via Bank Simpanan Nasional (BSN) for eligible recipients. The Finance Ministry advised those not listed in the STR database to submit applications for verification. Eligibility status and frequently asked questions (FAQ) can be checked on the official STR portal at * Follow us on our official WhatsApp channel and Telegram for breaking news alerts and key updates! * Do you have access to the Daily Express e-paper and online exclusive news? Check out subscription plans available. Stay up-to-date by following Daily Express's Telegram channel. Daily Express Malaysia

Need to justify termination
Need to justify termination

Daily Express

time4 hours ago

  • Daily Express

Need to justify termination

Published on: Monday, August 11, 2025 Published on: Mon, Aug 11, 2025 By: John Mark Text Size: JUST LAST week the Industrial Court (IC) ordered Football club Perak FC Sdn Bhd to pay RM1.04 million in compensation to former head coach Lim Teong Kim for unfair an earlier case, two former director-employees were awarded more than RM2 million. Advertisement These outcomes underscore the significant financial risks businesses face when termination of employment are mishandled. An ex- employee who believes they have been unfairly dismissed can file a complaint under Section 20(1) of the Industrial Relations Act 1967 with the Industrial Relations Department (IRD) within a strict 60-day window from the date of termination. The IRD's initial step is to organise a conciliation session to help both the former employee and employer find an amicable resolution. If a settlement is reached, the IRD will facilitate the creation of a Memorandum of Agreement. If the dispute cannot be settled, the Director-General of the IRD will refer the case to the Industrial Court (IC). Advertisement Our employment laws are very different from the at-will employment such as in the US where there's no requirement to establish 'just cause' for termination. The Federal Court in Maritime Intelligence Sdn Bhd v Tan Ah Gek [2021] 10 CLJ 663, stated that the right to livelihood in the context of employment is a fundamental right guaranteed under Article 5(1) of the Federal Constitution. Section 20(1) exemplifies this very right. The Federal Court also emphasised the importance of giving clear reasons when terminating an employee as these will be closely scrutinised by the IC. Employment law in essence is a social legislation which is intended to protect employees but it allows employers to terminate employees if they have valid reasons. It puts in place, checks and balances on the employer to justify the reasons for termination. Some examples of direct termination of employment Misconduct Covers a wide spectrum of situations from absenteeism to sexual harassment and criminal breach of trust (CBT). Rules of natural justice require the employee to be given an opportunity to be heard and defend himself. The employee should be given a show cause letter with clear descriptions of his misconduct. Material facts such as description of the alleged misconduct, time and date, location and the parties (such as immediate superior, colleague or even a victim). This would enable the employee to understand the alleged misconduct and give a proper reply. The employee would either admit/plead guilty or deny. The employer may accept the employee's explanation or disagree if the reply is found unsatisfactory. The employer may proceed to conduct a formal domestic inquiry (or due inquiry), an internal process to investigate whether the employee has committed the alleged misconduct. Based on the domestic inquiry findings, the management would be able to decide an appropriate punishment such as a written warning or dismissal being the heaviest punishment. Failure to conduct a domestic inquiry is not fatal or a must. Hence some employers may choose not to conduct a domestic inquiry and base their decision on their investigation and on the show cause letter. However, the importance of having a domestic inquiry cannot be soft-peddled. The IC in Syarikat Telekom Malaysia Berhad v Saidon bin Puteh [1996] 1 ILR 619, observed that: 'A due inquiry properly conducted and well documented …provides a reliable record for the employer to turn to when, due to the effluxion of time witnesses have become unavailable or memories have faded, the employer is fixed with difficulties in having to prove his case before an industrial tribunal…' There's a possibility that witnesses and records may be unavailable to the employer when the case reaches the IC. Hence, conducting a domestic inquiry may still be relevant and practical. It is pertinent to note, that establishing misconduct doesn't always justify dismissing an employee. The Doctrine of Proportionality of Punishment requires that the punishment must fit the offence or must be appropriate. The employer should consider the severity of the alleged conduct, the employee's employment record and other relevant factors. Non-confirmation and poor performance These concern employees who don't meet minimum standards or achieve targets. New hires would normally be on a probationary period (usually for three to six months) to test them on their suitability and ability to perform the job. If they fall below the standards or do not perform, employers may choose not to confirm the employee. They must be appraised, warned of their shortcomings and given sufficient opportunity to improve and given guidance/coaching. If confirmed employees later become non-performers, it would be prudent to place them on a Performance Improvement Plan (PIP) to give them the opportunity to improve. Having a structured and documented process is a must. Redundancy and rightsizing Restructuring of a business may result in a position being redundant or irrelevant. Businesses might do so to cut losses or to be sustainable in the long term. But they have to adduce evidence to justify such reasons or reasonable steps they have taken before taking such drastic measures. Advancement of technology or automation can also make a job redundant. For example, Elevator Operators, a position which existed since the invention of elevators became almost extinct with automation by the 70s. More recently, with artificial intelligence, there is a possibility that some jobs will be redundant. Incapacity or frustration of contract The employment contract becomes frustrated when it has become impossible for both parties to perform their obligations under the contract. Some examples include: Long-term illness or disability where the employee is unable to perform the job Impossible for a driver of a bus to drive a bus legally if he has been banned from driving busses by the authorities A new law or regulation which makes it impossible to conduct a business. If one day the government decides to ban vape/e-cigarettes, the manufacturer would be forced to cease operations. Expiry of a fixed-term contract Fixed-term employment contracts are employment contracts for a specified duration. Businesses commonly use such contracts for temporary work assignments or for a specific project. Such contracts merely end at the expiry of its term. The IC will scrutinise whether such contracts are genuine, based on business needs or not genuine, an attempt to circumvent protections afforded to employees. Finale caution The law mandates that employers must have a valid justification for terminating an employee. To successfully defend their actions in the Industrial Court, employers must ensure their termination process is meticulously structured and thoroughly documented.

STR phase 3 payments for 8.6 million recipients start tomorrow
STR phase 3 payments for 8.6 million recipients start tomorrow

The Sun

time5 hours ago

  • The Sun

STR phase 3 payments for 8.6 million recipients start tomorrow

PUTRAJAYA: The government will begin disbursing Phase Three of the Rahmah Cash Assistance (STR) payments tomorrow, allocating RM2 billion to ease the cost of living for low-income households. Prime Minister Datuk Seri Anwar Ibrahim, who is also Finance Minister, stated that 8.6 million recipients will receive up to RM650 in aid under STR Phase Three. This marks an increase of 300,000 recipients compared to the 8.3 million beneficiaries in Phase One last January. Anwar attributed the rise in STR recipients to the MADANI government's initiative to accept new applications and appeals year-round. 'The continuous application and appeal process reflects the MADANI government's commitment to ensuring no eligible individual is left out,' he said. 'Beyond cash aid, STR empowers recipients to achieve financial independence, aligning with the MADANI Economy's goal of equitable prosperity.' Payments will be credited directly to bank accounts or distributed via Bank Simpanan Nasional (BSN) for eligible recipients. The Finance Ministry advised those not listed in the STR database to submit applications for verification. Eligibility status and frequently asked questions (FAQ) can be checked on the official STR portal at - Bernama

DOWNLOAD THE APP

Get Started Now: Download the App

Ready to dive into a world of global content with local flavor? Download Daily8 app today from your preferred app store and start exploring.
app-storeplay-store