Latest news with #EmploymentAct1955
Borneo Post
2 days ago
- Business
- Borneo Post
MTUC Sarawak urges Petronas to prioritise worker welfare during retrenchment
Zaidi Nasar KUCHING (June 8): The Malaysian Trades Union Congress (MTUC) Sarawak has urged Petroliam Nasional Berhad (Petronas) to prioritise workers' well-being and conduct the retrenchment process responsibly. In a statement today, Its chairman Zaidi Nasar emphasised that workers are vital assets to the country's economy and their well-being must be given priority. He suggested that Petronas and the government offer new skills training to help workers transition into other industries such as green energy, digital technology and entrepreneurship. Zaidi also proposed temporary financial assistance through social protection schemes such as Social Security Organisation (Perkeso) to help workers during this transition. 'Petronas can collaborate with other companies in the energy industry to assist in the relocation of workers through job matching and specialised training,' he said. Recognising the stress retrenchment can cause, he added, 'Psychological support and counseling should be provided through government or employer programmes.' This statement was issued in response to Petronas' decision to retrench about 5,000 workers, mostly those on contract, as part of its restructuring measures. Zaidi highlighted that retrenched workers face uncertainty in securing new employment, especially in an increasingly competitive industry. He stressed that Petronas and the government must ensure that affected workers receive compensation in accordance with the Employment Act 1955 or Collective Agreement, including notice pay, termination benefits, payment of annual leave balance and balance of wages, if any. Employers, he noted, are required to provide adequate notice of termination as stipulatedin the service contract or the Employment Act 1955. Furthermore, he said that trade unions must be involved in negotiations to ensure that workers receive appropriate protection and assistance. 'The government must provide various initiatives such as retraining programmes and financial assistance to workers affected by retrenchment,' he added. Zaidi said MTUC Sarawak will continue to work toward ensuring that workers' rights are protected and finding the best way to address retrenchment issues. lead Malaysian Trades Union Congress Petronas retrenchment Zaidi Nasar
The Sun
01-06-2025
- Business
- The Sun
‘No' to regulating after-hours engagement
PETALING JAYA: The Malaysian Employers Federation (MEF) has weighed in on the rising debate around the need to regulate after-hours work-related communication. MEF president Datuk Syed Hussain Syed Husman emphasised that while employee well-being must be respected, rigid laws could negatively impact business flexibility and competitiveness. 'While the Employment Act 1955 outlines clear parameters for working hours and overtime, it does not specifically address after-hours digital communication, especially with the rise of remote and flexible work arrangements. 'Employers should cultivate a workplace culture that respects personal time, while also ensuring continuity in urgent situations,' he said. According to MEF, a one-size-fits-all 'right to disconnect' policy is unsuitable for Malaysia's diverse economic landscape. The federation supports flexible, company-specific policies crafted through mutual understanding between employers and employees. 'The goal should be to promote well-being and productivity, not bureaucracy and disruption,' he added. Syed Hussain said many employers now realise frequent after-hours engagement can lead to burnout, low morale and reduced productivity. However, he acknowledged that certain roles, such as customer service, crisis response and international operations may require after-hours availability. Despite concerns, MEF does not support amending the Employment Act 1955 to include clauses restricting after-hours communication. 'Such amendments would disrupt operational flexibility, particularly for sectors with global clients, 24/7 operations or critical response needs.' He warned blanket legal provisions could lead to unintended consequences, such as reduced responsiveness, weakened client relationships and disrupted real-time coordination. Instead, MEF promotes internal policies, awareness-building and voluntary best practices as more practical solutions. It also outlined several challenges employers would face if a 'right to disconnect' law were implemented. One significant concern is operational inflexibility, especially in healthcare, logistics, IT and finance sectors that operate beyond standard hours and rely heavily on timely communication. Another challenge is the potential reduction in global competitiveness. Delayed responses to international clients could harm business relationships and impact a company's standing in the global market. He also said the mismatch between rigid laws and job functions where after-hours engagement is often necessary, such as for senior executives or sales personnel. Additionally, legal ambiguity in defining what exactly constitutes 'work-related communication' could lead to disputes and confusion between employers and employees. There is also the administrative burden to consider. Employers would need to revise employment contracts, implement tracking systems and invest in compliance infrastructure – a task especially challenging for micro, small and medium enterprises. Instead of legislation, MEF encourages organisations to adopt internal guidelines that clearly define urgent versus non-urgent communication, set reasonable expectations and promote the use of scheduling tools to delay email dispatches after working hours. MEF firmly believes that any policy around after-hours communication should be tailored by sector, allowing critical industries like healthcare and logistics to retain operational flexibility. 'We're open to collaborating with the Human Resources Ministry, Malaysian Trade Union Congress and other stakeholders to develop sector-specific guidelines that ensure operational needs are met,' Syed Hussain said. He also recommended training for managers on respectful communication practices and promoting digital wellness without compromising productivity. Syed Hussain urged all stakeholders to strive for a fair and flexible approach. 'The workforce is our greatest asset. 'By fostering respect, flexibility, and clear communication, we can create a sustainable work culture,' he said.
The Sun
17-05-2025
- Business
- The Sun
Third time's the charm?: Woman's resignation allegedly rejected twice, approved on third try
WHEN one submits their resignation, it is usually accepted by the company and everyone moves on. In this case, however, a woman shared that she allegedly had to submit her resignation for the third time due to her employer not approving her earlier submissions. Posting on Threads, the woman expressed a simple wish — that her resignation would not be rejected once again. Netizens were concerned, pointing out that no employer is allowed to block a worker's resignation, especially if the employee has followed the proper procedures. One user advised her to refer to the law, specifically Section 12(1) of the Employment Act 1955 (EA 1955), which states that either the employee or employer in Malaysia may terminate the contract of service by giving notice to the other party, as determined by the terms of the employment contract. 'It's about time employees in Malaysia educated themselves about resignation notices. A resignation notice is a notification, not an application — there is no rejecting or accepting!' one user pointed out. 'The employer has no right to reject your resignation unless they're countering it by offering a salary increase,' another netizen said. 'You don't need their approval. It doesn't matter if the resignation is rejected or accepted — the letter is still valid. Due to a lack of awareness, many companies take advantage by rejecting resignations,' another commented. Following the post, the woman shared an update on Threads, saying she breathed a sigh of relief after her resignation — submitted for the third time — was finally accepted by her employer.
The Sun
17-05-2025
- Business
- The Sun
Woman's resignation allegedly accepted after three attempts
WHEN one submits their resignation, it is usually accepted by the company and everyone moves on. In this case, however, a woman shared that she allegedly had to submit her resignation for the third time due to her employer not approving her earlier submissions. Posting on Threads, the woman expressed a simple wish — that her resignation would not be rejected once again. Netizens were concerned, pointing out that no employer is allowed to block a worker's resignation, especially if the employee has followed the proper procedures. One user advised her to refer to the law, specifically Section 12(1) of the Employment Act 1955 (EA 1955), which states that either the employee or employer in Malaysia may terminate the contract of service by giving notice to the other party, as determined by the terms of the employment contract. 'It's about time employees in Malaysia educated themselves about resignation notices. A resignation notice is a notification, not an application — there is no rejecting or accepting!' one user pointed out. 'The employer has no right to reject your resignation unless they're countering it by offering a salary increase,' another netizen said. 'You don't need their approval. It doesn't matter if the resignation is rejected or accepted — the letter is still valid. Due to a lack of awareness, many companies take advantage by rejecting resignations,' another commented. Following the post, the woman shared an update on Threads, saying she breathed a sigh of relief after her resignation — submitted for the third time — was finally accepted by her employer.
The Sun
14-05-2025
- The Sun
Cuepacs wants safety review for civil servant transport
KOTA BHARU: The Congress of Unions of Employees in the Public and Civil Services (Cuepacs) has urged the government to reassess safety protocols and operating procedures for transporting public sector personnel, following a deadly crash in Perak. Its president Datuk Dr Adnan Mat said the review should include vehicle safety features such as seat belts, passenger limits and more appropriate transport, particularly for non-operational trips like training or workshops. 'For deployments to high-risk areas, sturdier vehicles with additional protection should be considered,' he told reporters after officiating the Public Health Act 2025 enforcement seminar here today. Adnan noted that the Occupational Safety and Health Act 1994 (OSHA 1994) requires employers to ensure a safe working environment. He also cited the Employment Act 1955, which mandates worker protections, including insurance and compensation in cases of injury or death while on duty. Adnan called for the upcoming pension reform to maintain, if not improve, existing protections, particularly benefits for families of personnel who die in service. His comments came after a crash in Teluk Intan yesterday killed nine members of the police's Federal Reserve Unit (FRU). The officers, from Unit 5 in Sungai Senam, Ipoh, were returning from duty at the Chitrapournami celebration when their truck collided with a gravel stone-laden lorry at 8.50 am. Adnan expressed condolences to the victims' families and acknowledged that precautionary steps were likely taken, but said more must be done to prevent similar tragedies. 'This incident underscores the need for comprehensive welfare, not only in pensions but also in ensuring proper compensation for the next of kin,' he said.
