The document describes Malaysia's key employment laws and regulations. It outlines acts related to employment standards, trade unions, industrial relations, workplace safety and health, and skills development. The Employment Act 1955 sets minimum labor standards and protections. The Trade Unions Act 1959 allows workers to form registered trade unions. The Industrial Relations Act 1967 aims to encourage industrial harmony through collective bargaining and dispute resolution.
ESIC( Employee State Insurance Act & Scheme,1948)Rahul Mahida
The Employees State Insurance Act of 1948 provides health insurance and other benefits to employees in India. It was originally discussed in 1927 and came into force in 1948. The Act applies to factories and shops with 20 or more employees and provides sickness, maternity, disability, and death benefits funded by mandatory contributions of 4.75% from employers and 1.75% from employees up to a monthly wage of Rs. 15,000. Benefits include medical care, cash payments for sickness or maternity leave, disability compensation, and funeral expenses. The ESIC scheme is implemented across many states and union territories and provides benefits to over 85 lakh insured persons through over 1,400 medical facilities.
THE EMPLOYEES’ PROVIDENT FUNDSANDMISCELLANEOUS PROVISIONS ACT,1952Mayur Khatri
The document summarizes the key aspects of the Employees' Provident Funds and Miscellaneous Provisions Act, 1952. It discusses that the act provides for a contributory provident fund, pension scheme, and insurance scheme. It also outlines details about contribution rates, eligibility requirements, benefits provided, and applicability of the act to certain industries. In particular, it notes that the act is administered by the Ministry of Labour and aims to provide social security through a provident fund, pension, and life insurance for employees.
The social security system in Spain is its principal system of social protection. The concept of social security first appeared in Spain in 1883 and was expanded during the 20th century, with the right to social security enshrined in the 1978 Spanish Constitution. The Spanish social security system provides protection for healthcare, benefits for temporary incapacity, maternity, death, invalidity, retirement, unemployment, and other social services for both contributory and non-contributory categories including employees, self-employed, students, and civil servants.
This document discusses Malaysian labor laws. It provides an overview of key aspects of Malaysia's legal system and how it is based on common law. The constitution sets out legal frameworks and citizen rights. Both federal and sharia laws apply. The document also summarizes various labor laws regarding contracts, wages, benefits, holidays, injuries, and the Social Security Organization which provides social security protections to employees.
The Employees' Provident Funds and Miscellaneous Provisions Act, 1952 provides social security to Indian workers. It establishes provident funds, pension funds, and insurance schemes that provide benefits like retirement funds, death benefits, education funds, and medical benefits. The Act applies to establishments with 20 or more employees and sets up contribution requirements for employers and employees. It defines key terms, establishes membership eligibility, and outlines the duties of employers to maintain proper accounts and make required contributions. The Act's schemes provide post-retirement income security and protect workers' families in cases of death, disability, or other hardships.
This document discusses factory laws regarding working hours, leave and holidays, and salary and wages in Bangladesh. It defines key terms like adult, child, and young worker. It outlines the legal working hours for adults and young personnel, including restrictions on night work and multiple shifts. It also covers the various types of leave that workers are entitled to by law, such as casual leave, sick leave, annual leave, maternity leave, and holidays. Finally, it discusses provisions around salary and wage payment, deductions, and review processes. The overall aim is to highlight the legal rights and protections for Bangladeshi factory workers.
This document discusses factory laws in India related to working hours, leave and holidays, and salary and wages. It defines key terms like adult, child, and young worker. It outlines the legal limits for working hours for adults and young personnel. It also covers the rules around various types of leave including casual leave, sick leave, annual leave, maternity leave, and festivals. The document then discusses provisions around salary and wages, including payment schedules, deductions, and parameters that are reviewed. In conclusion, it emphasizes that while labor acts establish worker rights and benefits, implementation relies on management and government adherence.
This document summarizes leave policies for teachers and non-teaching personnel in DepEd. It discusses rules regarding flexible working hours, teachers' working hours, absences and tardiness. It also outlines various types of leaves such as maternity leave (105 days), sick leave, vacation leave, paternity leave, parental leave, and rehabilitation leave. Requirements for applying for each leave type are provided.
ESIC( Employee State Insurance Act & Scheme,1948)Rahul Mahida
The Employees State Insurance Act of 1948 provides health insurance and other benefits to employees in India. It was originally discussed in 1927 and came into force in 1948. The Act applies to factories and shops with 20 or more employees and provides sickness, maternity, disability, and death benefits funded by mandatory contributions of 4.75% from employers and 1.75% from employees up to a monthly wage of Rs. 15,000. Benefits include medical care, cash payments for sickness or maternity leave, disability compensation, and funeral expenses. The ESIC scheme is implemented across many states and union territories and provides benefits to over 85 lakh insured persons through over 1,400 medical facilities.
THE EMPLOYEES’ PROVIDENT FUNDSANDMISCELLANEOUS PROVISIONS ACT,1952Mayur Khatri
The document summarizes the key aspects of the Employees' Provident Funds and Miscellaneous Provisions Act, 1952. It discusses that the act provides for a contributory provident fund, pension scheme, and insurance scheme. It also outlines details about contribution rates, eligibility requirements, benefits provided, and applicability of the act to certain industries. In particular, it notes that the act is administered by the Ministry of Labour and aims to provide social security through a provident fund, pension, and life insurance for employees.
The social security system in Spain is its principal system of social protection. The concept of social security first appeared in Spain in 1883 and was expanded during the 20th century, with the right to social security enshrined in the 1978 Spanish Constitution. The Spanish social security system provides protection for healthcare, benefits for temporary incapacity, maternity, death, invalidity, retirement, unemployment, and other social services for both contributory and non-contributory categories including employees, self-employed, students, and civil servants.
This document discusses Malaysian labor laws. It provides an overview of key aspects of Malaysia's legal system and how it is based on common law. The constitution sets out legal frameworks and citizen rights. Both federal and sharia laws apply. The document also summarizes various labor laws regarding contracts, wages, benefits, holidays, injuries, and the Social Security Organization which provides social security protections to employees.
The Employees' Provident Funds and Miscellaneous Provisions Act, 1952 provides social security to Indian workers. It establishes provident funds, pension funds, and insurance schemes that provide benefits like retirement funds, death benefits, education funds, and medical benefits. The Act applies to establishments with 20 or more employees and sets up contribution requirements for employers and employees. It defines key terms, establishes membership eligibility, and outlines the duties of employers to maintain proper accounts and make required contributions. The Act's schemes provide post-retirement income security and protect workers' families in cases of death, disability, or other hardships.
This document discusses factory laws regarding working hours, leave and holidays, and salary and wages in Bangladesh. It defines key terms like adult, child, and young worker. It outlines the legal working hours for adults and young personnel, including restrictions on night work and multiple shifts. It also covers the various types of leave that workers are entitled to by law, such as casual leave, sick leave, annual leave, maternity leave, and holidays. Finally, it discusses provisions around salary and wage payment, deductions, and review processes. The overall aim is to highlight the legal rights and protections for Bangladeshi factory workers.
This document discusses factory laws in India related to working hours, leave and holidays, and salary and wages. It defines key terms like adult, child, and young worker. It outlines the legal limits for working hours for adults and young personnel. It also covers the rules around various types of leave including casual leave, sick leave, annual leave, maternity leave, and festivals. The document then discusses provisions around salary and wages, including payment schedules, deductions, and parameters that are reviewed. In conclusion, it emphasizes that while labor acts establish worker rights and benefits, implementation relies on management and government adherence.
This document summarizes leave policies for teachers and non-teaching personnel in DepEd. It discusses rules regarding flexible working hours, teachers' working hours, absences and tardiness. It also outlines various types of leaves such as maternity leave (105 days), sick leave, vacation leave, paternity leave, parental leave, and rehabilitation leave. Requirements for applying for each leave type are provided.
The employees state insurance act,1948
Social insurance of india
The Adakar plan- Workmen’s State Insurance Bill, 1946
A social welfare legislation with the objective of providing benefits to employees- sickness, maternity and employment injury.
Act tries to attain socio-economic justice enshrined in DPSP under part IV of the constitution
This is a poem written by Robert Lee Frost, which is all about a joke for his friend Edward Shelby. The poem is all about the choices we make in life and the consequences that it brings in our life which makes all the difference.
The document discusses social security in India. It outlines that India traditionally had a joint family system that provided social security. Formal social security systems were later established through various acts to provide benefits like healthcare, income support, insurance etc. to organized sector workers. Approximately 82% of India's workforce is in the unorganized sector which lacks social security. Several schemes have been implemented to extend some social security to this sector.
The document provides an overview of HR compliance in Malaysia, including:
1) It summarizes the key employment legislation in Malaysia like the Employment Act 1955 and amendments, outlining the rights of employees and obligations of employers.
2) It explains that the Employment Act covers all employees in Malaysia except domestic servants, and those earning above RM4,000 are exempted from some provisions.
3) It gives an overview of basic employee rights like working hours, overtime pay, rest days and public holidays as outlined in the Employment Act.
This document provides an overview of the Employees' Provident Fund and Miscellaneous Provisions Act 1952 (EPF Act) and the Employees' State Insurance Act 1948 (ESI Act). It discusses the key aspects of both acts including applicability, schemes covered, contributions, benefits provided, and obligations of employers. The EPF Act covers provident fund, pension fund and insurance benefits for employees in factories and establishments with 20 or more workers. The ESI Act provides sickness, maternity, disability and death benefits to employees in registered factories and establishments.
New Palestinian Social security law 2018- By Freightos Razan Jalajel
This November, a completely new Social Security Law will enter into force in Palestine.The Freightos HR Team has compiled an easy, accessible summary of the key points for our employees….and we think it will be helpful for just about anyone else, employee or employer, to know benefits and obligations. Of course, this is provided as a courtesy and is not an authoritative reference for Palestinian law.
The document provides an overview of key aspects of Bangladesh Labour Law, including its purpose and amendments. It defines international labour law and lists supporting acts in Bangladesh. The summary highlights that the law aims to protect labour rights and regulates conditions like employment classification, working hours, health and safety, welfare benefits, and dispute resolution. It provides definitions for employment types and outlines procedures for leave, closures, payments and resolving disputes.
Coronavirus: Business Questions AnsweredTom Willis
There's a lot of legal issues surrounding COVID-19. From employment to tax relief, current circumstances mean that businesses are and will inevitably be affected.
To help, we’re running a special webinar on COVID-19 at 12:00pm on Thursday 2 April 2020. In this webinar, experienced business lawyer Damin Murdock will cover:
- Options for business owners on retail, commercial and residential leases
- Leave entitlements for staff who are in self-isolation or who have been diagnosed with COVID-19
- How to implement an effective Working From Home (WFH) arrangement
- Managing employees and restructuring your business
- Managing your cash flow
- How to know if your insurance covers you for interruptions caused by pandemics
We will also be dedicating time at the end of the webinar for Damin to answer your questions.
act and law in human resource managementAkash Gupta
The document summarizes various labor laws and employee benefits in India. It discusses laws such as the Payment of Wages Act, Minimum Wages Act, Employee Provident Fund Act, Payment of Bonus Act, Gratuity Act, Maternity Benefit Act, Workmen's Compensation Act, and Employees' State Insurance Act. It provides details on the applicability, eligibility criteria, and key benefits prescribed under each law such as minimum wages, timely payment of wages, provident fund contributions, bonus payments, gratuity amounts, maternity benefits, and compensation for work-related injuries. It also discusses allowances paid to employees and their taxability, as well as dearness allowance calculation.
The EPF is a social security institution established under Malaysian law to provide retirement benefits by managing members' savings. It has over 14 million members and investments in government securities, money market instruments, loans, bonds, equity and property. Employers must register with and make contributions to the EPF, deducting amounts from employee wages. Employees can withdraw savings for housing, education, medical expenses or upon retirement.
The document also outlines various types of group insurance available including life, accident, medical, and compensation coverage required for foreign workers. Employers must obtain guarantees for foreign worker hospitalization and surgical expenses
The payroll process in Oman can be complex due to labor laws and regulations. Employers must pay salaries at least monthly and ensure accurate payment of wages after deductions. Common payroll components include basic salary, allowances, overtime pay, bonuses, and commissions. Employers must provide benefits like annual leave, sick leave, maternity leave, medical insurance, and end of service gratuity. Outsourcing payroll to an experienced provider can help ensure compliance with Oman's laws and security of sensitive payroll data.
The document outlines various benefits provided to wage earners in the Philippines, including:
1. A minimum wage that varies by region, industry, and company size. Minimum wage earners are tax exempt.
2. Overtime pay of at least 125% of the hourly wage for hours worked over 8 per day. Premium pay for work on rest days. Holiday pay at the daily basic wage whether an employee works or not. Night shift differential of 10% for work between 10pm-6am. 13th month pay equivalent to one month's basic pay.
3. Various types of paid leave including maternity leave of 105 days, paternity leave of 7-14 days, solo parent leave,
The document summarizes Israeli labor law, including minimum wage rates, working time limits, overtime pay, vacation and leave policies. It outlines requirements for written employment terms, travel expenses, rest breaks, night work limits, maternity leave, military leave, and dismissal procedures. The Labor Law Department at Meitar Law Offices provides representation and consultation on employment matters to large Israeli employers and multinational companies operating in Israel.
The Department of Labor, (DOL) currently administers and enforces more than 180 federal laws. These laws cover a multitude of work place activities; affecting 10 million employers and their estimated 125 million employees. This information will acquaint you with some of the major labor laws, such as FMLA, ADA, and FLSA.
This webinar was posted on February 29, 2012 and presented by Nancy Edwards, SPHR, HR Manager.
Labor legislation in the Philippines is divided into labor standards, which establish minimum employment terms, and labor relations, which govern interactions between employers and employees. This document outlines various statutory employee benefits in the Philippines, including minimum wage, holiday pay, overtime pay, night shift differential, service charges, leave benefits, and thirteenth month pay. It provides definitions and coverage for each benefit.
The document discusses retirement laws and financial literacy for senior citizens in the Philippines. It defines senior citizens as those aged 60 and older, outlines various international and national mandates relating to aging populations, and details the benefits, privileges, and retirement pay laws for seniors. It emphasizes the importance of financial literacy and discipline for seniors to ensure a secure life in their older years and lists habits like avoiding debt and investing to promote financial independence.
The document discusses the unorganized sector in India. It begins by defining the unorganized sector and noting that it generates over 50% of India's GDP. It then outlines the key differences between organized and unorganized labor. It categorizes unorganized labor into four groups: occupation, specially distressed, service categories, and nature of employment. It details the characteristics of unorganized labor such as lack of protections, debt bondage, and irregular hours. It also discusses the advantages and disadvantages of working in the unorganized sector, such as direct interaction with employers but lack of job security. Recent government measures for the unorganized sector are also mentioned.
ESIC ACT, 1948
Slides content:
Introduction
Origin
Objective & Applicability
Administration & Registration
Identity card
Employers & Employee contribution
Benefits under the scheme
Benefits to Employers
Rajiv Gandhi shramik Kalyan Yojna
Certification of return of contribution by Auditor
Records to be maintained for inspection by ESI authorities
Employees Insurance court
Special provisions
other provision
Important forms to be submitted under the Act
End.
Irish Employment Law Updates: What Employers Need to Know in 2024Boundless HQ
With the enactment of several key employment legislation changes in 2024, Ireland is experiencing changes that are transforming the world of work for years to come.
To ensure you remain informed and compliant, we ran a detailed briefing led by an expert in the field, Fredericka Sheppard, Managing Director and Co-Founder at Voltedge.
During the webinar, we covered:
1. The significant adjustments coming into effect in 2024
2. Insights into the Work-Life Balance Act 2023, highlighting some of the new entitlements that came with it
3. The upcoming Right to Request Remote Working Act, enhancing workplace flexibility
4. Insights into the expanded employee entitlements under the Sick Leave Act 2022
5. The EU Directive on Transparent and Predictable Working Conditions, examining its impact on employment contracts and probation periods
This session is specifically tailored for HR and People Ops professionals, as well as business leaders aiming to navigate the evolving Irish employment landscape with confidence while staying compliant.
The employees state insurance act,1948
Social insurance of india
The Adakar plan- Workmen’s State Insurance Bill, 1946
A social welfare legislation with the objective of providing benefits to employees- sickness, maternity and employment injury.
Act tries to attain socio-economic justice enshrined in DPSP under part IV of the constitution
This is a poem written by Robert Lee Frost, which is all about a joke for his friend Edward Shelby. The poem is all about the choices we make in life and the consequences that it brings in our life which makes all the difference.
The document discusses social security in India. It outlines that India traditionally had a joint family system that provided social security. Formal social security systems were later established through various acts to provide benefits like healthcare, income support, insurance etc. to organized sector workers. Approximately 82% of India's workforce is in the unorganized sector which lacks social security. Several schemes have been implemented to extend some social security to this sector.
The document provides an overview of HR compliance in Malaysia, including:
1) It summarizes the key employment legislation in Malaysia like the Employment Act 1955 and amendments, outlining the rights of employees and obligations of employers.
2) It explains that the Employment Act covers all employees in Malaysia except domestic servants, and those earning above RM4,000 are exempted from some provisions.
3) It gives an overview of basic employee rights like working hours, overtime pay, rest days and public holidays as outlined in the Employment Act.
This document provides an overview of the Employees' Provident Fund and Miscellaneous Provisions Act 1952 (EPF Act) and the Employees' State Insurance Act 1948 (ESI Act). It discusses the key aspects of both acts including applicability, schemes covered, contributions, benefits provided, and obligations of employers. The EPF Act covers provident fund, pension fund and insurance benefits for employees in factories and establishments with 20 or more workers. The ESI Act provides sickness, maternity, disability and death benefits to employees in registered factories and establishments.
New Palestinian Social security law 2018- By Freightos Razan Jalajel
This November, a completely new Social Security Law will enter into force in Palestine.The Freightos HR Team has compiled an easy, accessible summary of the key points for our employees….and we think it will be helpful for just about anyone else, employee or employer, to know benefits and obligations. Of course, this is provided as a courtesy and is not an authoritative reference for Palestinian law.
The document provides an overview of key aspects of Bangladesh Labour Law, including its purpose and amendments. It defines international labour law and lists supporting acts in Bangladesh. The summary highlights that the law aims to protect labour rights and regulates conditions like employment classification, working hours, health and safety, welfare benefits, and dispute resolution. It provides definitions for employment types and outlines procedures for leave, closures, payments and resolving disputes.
Coronavirus: Business Questions AnsweredTom Willis
There's a lot of legal issues surrounding COVID-19. From employment to tax relief, current circumstances mean that businesses are and will inevitably be affected.
To help, we’re running a special webinar on COVID-19 at 12:00pm on Thursday 2 April 2020. In this webinar, experienced business lawyer Damin Murdock will cover:
- Options for business owners on retail, commercial and residential leases
- Leave entitlements for staff who are in self-isolation or who have been diagnosed with COVID-19
- How to implement an effective Working From Home (WFH) arrangement
- Managing employees and restructuring your business
- Managing your cash flow
- How to know if your insurance covers you for interruptions caused by pandemics
We will also be dedicating time at the end of the webinar for Damin to answer your questions.
act and law in human resource managementAkash Gupta
The document summarizes various labor laws and employee benefits in India. It discusses laws such as the Payment of Wages Act, Minimum Wages Act, Employee Provident Fund Act, Payment of Bonus Act, Gratuity Act, Maternity Benefit Act, Workmen's Compensation Act, and Employees' State Insurance Act. It provides details on the applicability, eligibility criteria, and key benefits prescribed under each law such as minimum wages, timely payment of wages, provident fund contributions, bonus payments, gratuity amounts, maternity benefits, and compensation for work-related injuries. It also discusses allowances paid to employees and their taxability, as well as dearness allowance calculation.
The EPF is a social security institution established under Malaysian law to provide retirement benefits by managing members' savings. It has over 14 million members and investments in government securities, money market instruments, loans, bonds, equity and property. Employers must register with and make contributions to the EPF, deducting amounts from employee wages. Employees can withdraw savings for housing, education, medical expenses or upon retirement.
The document also outlines various types of group insurance available including life, accident, medical, and compensation coverage required for foreign workers. Employers must obtain guarantees for foreign worker hospitalization and surgical expenses
The payroll process in Oman can be complex due to labor laws and regulations. Employers must pay salaries at least monthly and ensure accurate payment of wages after deductions. Common payroll components include basic salary, allowances, overtime pay, bonuses, and commissions. Employers must provide benefits like annual leave, sick leave, maternity leave, medical insurance, and end of service gratuity. Outsourcing payroll to an experienced provider can help ensure compliance with Oman's laws and security of sensitive payroll data.
The document outlines various benefits provided to wage earners in the Philippines, including:
1. A minimum wage that varies by region, industry, and company size. Minimum wage earners are tax exempt.
2. Overtime pay of at least 125% of the hourly wage for hours worked over 8 per day. Premium pay for work on rest days. Holiday pay at the daily basic wage whether an employee works or not. Night shift differential of 10% for work between 10pm-6am. 13th month pay equivalent to one month's basic pay.
3. Various types of paid leave including maternity leave of 105 days, paternity leave of 7-14 days, solo parent leave,
The document summarizes Israeli labor law, including minimum wage rates, working time limits, overtime pay, vacation and leave policies. It outlines requirements for written employment terms, travel expenses, rest breaks, night work limits, maternity leave, military leave, and dismissal procedures. The Labor Law Department at Meitar Law Offices provides representation and consultation on employment matters to large Israeli employers and multinational companies operating in Israel.
The Department of Labor, (DOL) currently administers and enforces more than 180 federal laws. These laws cover a multitude of work place activities; affecting 10 million employers and their estimated 125 million employees. This information will acquaint you with some of the major labor laws, such as FMLA, ADA, and FLSA.
This webinar was posted on February 29, 2012 and presented by Nancy Edwards, SPHR, HR Manager.
Labor legislation in the Philippines is divided into labor standards, which establish minimum employment terms, and labor relations, which govern interactions between employers and employees. This document outlines various statutory employee benefits in the Philippines, including minimum wage, holiday pay, overtime pay, night shift differential, service charges, leave benefits, and thirteenth month pay. It provides definitions and coverage for each benefit.
The document discusses retirement laws and financial literacy for senior citizens in the Philippines. It defines senior citizens as those aged 60 and older, outlines various international and national mandates relating to aging populations, and details the benefits, privileges, and retirement pay laws for seniors. It emphasizes the importance of financial literacy and discipline for seniors to ensure a secure life in their older years and lists habits like avoiding debt and investing to promote financial independence.
The document discusses the unorganized sector in India. It begins by defining the unorganized sector and noting that it generates over 50% of India's GDP. It then outlines the key differences between organized and unorganized labor. It categorizes unorganized labor into four groups: occupation, specially distressed, service categories, and nature of employment. It details the characteristics of unorganized labor such as lack of protections, debt bondage, and irregular hours. It also discusses the advantages and disadvantages of working in the unorganized sector, such as direct interaction with employers but lack of job security. Recent government measures for the unorganized sector are also mentioned.
ESIC ACT, 1948
Slides content:
Introduction
Origin
Objective & Applicability
Administration & Registration
Identity card
Employers & Employee contribution
Benefits under the scheme
Benefits to Employers
Rajiv Gandhi shramik Kalyan Yojna
Certification of return of contribution by Auditor
Records to be maintained for inspection by ESI authorities
Employees Insurance court
Special provisions
other provision
Important forms to be submitted under the Act
End.
Irish Employment Law Updates: What Employers Need to Know in 2024Boundless HQ
With the enactment of several key employment legislation changes in 2024, Ireland is experiencing changes that are transforming the world of work for years to come.
To ensure you remain informed and compliant, we ran a detailed briefing led by an expert in the field, Fredericka Sheppard, Managing Director and Co-Founder at Voltedge.
During the webinar, we covered:
1. The significant adjustments coming into effect in 2024
2. Insights into the Work-Life Balance Act 2023, highlighting some of the new entitlements that came with it
3. The upcoming Right to Request Remote Working Act, enhancing workplace flexibility
4. Insights into the expanded employee entitlements under the Sick Leave Act 2022
5. The EU Directive on Transparent and Predictable Working Conditions, examining its impact on employment contracts and probation periods
This session is specifically tailored for HR and People Ops professionals, as well as business leaders aiming to navigate the evolving Irish employment landscape with confidence while staying compliant.
Similar to Topic 3b - THE MALAYSIAN LEGAL ENVIRONMENT.pdf (20)
This document briefly explains the June compliance calendar 2024 with income tax returns, PF, ESI, and important due dates, forms to be filled out, periods, and who should file them?.
Business law for the students of undergraduate level. The presentation contains the summary of all the chapters under the syllabus of State University, Contract Act, Sale of Goods Act, Negotiable Instrument Act, Partnership Act, Limited Liability Act, Consumer Protection Act.
Defending Weapons Offence Charges: Role of Mississauga Criminal Defence LawyersHarpreetSaini48
Discover how Mississauga criminal defence lawyers defend clients facing weapon offence charges with expert legal guidance and courtroom representation.
To know more visit: https://www.saini-law.com/
Guide on the use of Artificial Intelligence-based tools by lawyers and law fi...Massimo Talia
This guide aims to provide information on how lawyers will be able to use the opportunities provided by AI tools and how such tools could help the business processes of small firms. Its objective is to provide lawyers with some background to understand what they can and cannot realistically expect from these products. This guide aims to give a reference point for small law practices in the EU
against which they can evaluate those classes of AI applications that are probably the most relevant for them.
सुप्रीम कोर्ट ने यह भी माना था कि मजिस्ट्रेट का यह कर्तव्य है कि वह सुनिश्चित करे कि अधिकारी पीएमएलए के तहत निर्धारित प्रक्रिया के साथ-साथ संवैधानिक सुरक्षा उपायों का भी उचित रूप से पालन करें।
Sangyun Lee, 'Why Korea's Merger Control Occasionally Fails: A Public Choice ...Sangyun Lee
Presentation slides for a session held on June 4, 2024, at Kyoto University. This presentation is based on the presenter’s recent paper, coauthored with Hwang Lee, Professor, Korea University, with the same title, published in the Journal of Business Administration & Law, Volume 34, No. 2 (April 2024). The paper, written in Korean, is available at <https://shorturl.at/GCWcI>.
What are the common challenges faced by women lawyers working in the legal pr...lawyersonia
The legal profession, which has historically been male-dominated, has experienced a significant increase in the number of women entering the field over the past few decades. Despite this progress, women lawyers continue to encounter various challenges as they strive for top positions.
The Future of Criminal Defense Lawyer in India.pdfveteranlegal
https://veteranlegal.in/defense-lawyer-in-india/ | Criminal defense Lawyer in India has always been a vital aspect of the country's legal system. As defenders of justice, criminal Defense Lawyer play a critical role in ensuring that individuals accused of crimes receive a fair trial and that their constitutional rights are protected. As India evolves socially, economically, and technologically, the role and future of criminal Defense Lawyer are also undergoing significant changes. This comprehensive blog explores the current landscape, challenges, technological advancements, and prospects for criminal Defense Lawyer in India.
Genocide in International Criminal Law.pptxMasoudZamani13
Excited to share insights from my recent presentation on genocide! 💡 In light of ongoing debates, it's crucial to delve into the nuances of this grave crime.
Matthew Professional CV experienced Government LiaisonMattGardner52
As an experienced Government Liaison, I have demonstrated expertise in Corporate Governance. My skill set includes senior-level management in Contract Management, Legal Support, and Diplomatic Relations. I have also gained proficiency as a Corporate Liaison, utilizing my strong background in accounting, finance, and legal, with a Bachelor's degree (B.A.) from California State University. My Administrative Skills further strengthen my ability to contribute to the growth and success of any organization.
2. Lesson learning outcome
At the end of this lesson students should be
able to:
Describe and explain Employment Act 1955.
(CO1:PO3)
Describe and explain Trade Unions Act 1959.
(CO1:PO3)
Describe and explain Industrial Relations Act 1967.
(CO1:PO3)
2
3. THE LEGAL ENVIRONMENT
▪ The Employment Act 1955
▪ The Children and Young Persons (Employment) Act 1966
▪ The Wages Council Act 1947
▪ The Employees Provident Fund Act 1991
▪ The Workman’s Compensation Act 1952
▪ The Employees Social Security Act 1969
▪ The Occupational Safety and Health Act 1994
▪ The Factories and Machinery Act 1967
▪ The Trade Unions Act 1959
▪ The Industrial Relations Act 1967
▪ The Employment (Restriction) Act 1968
▪ Pembangunan Sumber Manusia Bhd Act 2001
5. ▪ Enforced by the Labor Department
▪ Sets minimum labor standards for workers
and seek to protect them from exploitation
▪ Apply to Peninsular Malaysia and the
Federal Territory of Labuan only
▪ The employees in East Malaysia is covered
under The Sabah and Sarawak Labor
Ordinances
▪ Covers
▪ Employees in the private sector earning not more
than RM1500 per month
▪ those who work as manual labors, supervise
manual labors, operate or maintain machines
6. ▪ Areas covered
▪ Contracts of service,
▪ Payment of wages,
▪ Employment of
women,
▪ Working hours and
holidays,
▪ Registers, returns,
complaints and
inquiries
7. Contract of Service
▪ An agreement whereby one person agrees
to employ another as an employee and
that the other agrees to serve his
employer as an employee
▪ Such agreement can be oral,
in writing, express or implied
8. Payment of wages
▪ Every employer shall
pay to each of his
employees not later
than the seventh day
after the last day of
any wage period the
wages, less lawful
deductions
9. Employment of Women
▪ no employer shall require any female employee
to work in any industrial or agricultural
undertaking between the hours often o'clock in
the evening and five o'clock in the morning
▪ nor commence work for the day without having
had a period of eleven consecutive hours free
from such work
▪ No female employee shall be employed
in any underground working
10. Maternity Protection
▪ Every female employee shall be entitled to
maternity leave for a period of not less than sixty
consecutive days
▪ A female employee shall be entitled to receive
maternity allowance for the eligible period from
her employer if:
▪ she has been employed by the employer at any time
in the four months immediately before her
confinement; and
▪ she has been employed by the employer for a period
of, or periods amounting in the aggregate to, not less
than ninety days during the nine months immediately
before her confinement.
11. Working Hours and Holidays
▪ Rest day
▪ Every employee shall be allowed in each week a rest
day of one whole day
▪ Hours of work
▪ an employee shall not be required under his contract
of service to work:
▪ more than five consecutive hours without a period of leisure
of not less than thirty minutes duration;
▪ more than eight hours in one day;
▪ in excess of a spread over period of ten hours in one day;
▪ more than forty-eight hours in one week
12. Working Hours and Holidays
Working on.. Pay rate Overtime Pay
Work day Normal rate 1.5 x normal rate
Rest day ▪1 x normal rate (for < ½
his normal hours of work )
▪2 x normal rate (for > ½
his normal hours of work )
Public holidays 2 x normal rate 3 x normal rate
13. Working Hours and Holidays
▪ Holidays, annual leave and sick leave
Years of
Service
Public Holidays Annual
Leave
Medical
Leave
< 2 YEARS 10 days including:
▪the National Day
8 days 14 days*
2 – 5 YEARS ▪the Birthday of the Yang di-
Pertuan Agong
12 days 18 days*
> 5 YEARS ▪the Birthday of the Ruler or
the Yang di-Pertua Negeri
▪the Workers' Day
16 days 22 days*
* 60 days if hospitalized
14. The children and young persons
(employment) act 1966
▪ To prevent the exploitation of child labor
▪ Under 14 yrs – only light work in family’s
business
▪ 14-16 yrs
▪ In light work that does not involve the use of
machinery; and
▪ A maximum of 7 hrs per day
▪ May not work between 8pm – 6am
16. ▪ Enforced by the Labor Department
▪ Employees are not organized into unions
▪ Covers 4 sectors
▪Shop assistants
▪Hotel and catering industry workers
▪Port of Penang stevedores
▪Cinema workers
18. ▪ Administered by the Employees Provident
Fund Board
▪ To ensure workers have funds available
on their retirement
▪ Covers:
▪ All employees in Malaysia (16 years old and
above)
▪ Before 1 August 1998: Expatriats and foreign
workers are not required to contribute (but can
choose to contribute)
▪ After 1 August 1998: Expatriats and foreign
workers earning less than RM2,500 are required
to contribute.
19. ▪ Those who are exempted from making the
compulsory contribution are:
▪ employees or workers holding Employment Pass or
expatriates holding Visit Pass (Temporary Employment)
whose monthly wages is not less than RM2,500
▪ Thai workers who enter Malaysia with a Territorial Pass
▪ Seamen
▪ Foreign domestic maids
▪ Self-employed persons
▪ Out-workers who do cleaning and alteration repair works
▪ Persons detained in custody, in prison, Henry Gurney
School and mental hospital
▪ Pensioners
20. ▪ Contributions
Categories of employee
% of contribution
Employer Employee
All employees except
expatriates and foreign
workers
12 11
Expatriates and foreign
workers (except for those
excluded)
RM5/per
person
11
21. ▪ Members’ Account: 3 separate accounts
▪ Account 1 (60%): for pension
▪ Account 2 (30%): for purchase of house and
computer
▪ Account 3 (10%): for medical costs
23. ▪ Enforced by the Social Security Organization
▪ To provide protection to workers who may be
involved in an accident at work or who contract
some occupational disease
▪ For employees in the private sector who earns
less than RM3000 per month
▪ An employee must be registered with the
SOCSO irrespective of the age.
▪ The principle “ once in, always in”
24. ▪ Nevertheless, SOCSO does not cover the
following categories of persons :
▪ A person whose wages exceed RM3,000 a month
and has never been covered before.
▪ Government employees.
▪ Domestic servants employed to work in a private
dwelling house which includes a cook, gardeners,
house servants, watchman, washer woman and
driver.
▪ Employees who have attained the age of 55 only for
purposes of invalidity but if they continue to work they
should be covered under the Employment Injuries
Scheme.
▪ Self-employed persons.
▪ Foreign workers.
25. ▪ An insured person or dependants will be entitled
to the following benefits :
▪ Periodical payments in the case of invalidity
▪ Periodical payments in the case of disablement
suffered as a result of an employment injury
▪ Periodical payments to the dependants of an insured
person who dies as a result of an employment injury
▪ Payments for funeral benefit or expense on the death
of an insured person as a result of an employment
injury
▪ Periodical payments to an insured person who is in
receipt of invalidity pension or disablement benefit
and is so severely incapacitated or disabled as to
require the personal attendance of another person
▪ Medical treatments for the attendance on insured
persons suffering from disablement
▪ Periodical payments to dependants of an insured
person who dies while in receipt of invalidity pension
26. ▪ SOCSO provides coverage to eligible employees
through 2 schemes namely
▪ Employment Injury Insurance Scheme
▪ Invalidity Pension Scheme.
▪ These schemes are classified into 2 categories :
▪ First Category - Employment Injury Insurance
Scheme and Invalidity Pension Scheme. The
contribution payment is made by both the employer
and employee
▪ Second Category - Employment Injury Insurance
Scheme Only. The contribution is paid by the
employer only. An employee who is not eligible for
coverage under the Invalidity Pension Scheme is
protected under this category.
▪ These schemes provide the benefits of invalidity
pension, invalidity grant, survivors pension,
rehabilitation, funeral benefit, constant attendance
allowance and educational loan.
28. ▪ Enforced by the Labor Department
▪ To provide compensation to workers who
have accidents at work or who contract
employment-related diseases.
▪ Covers:
▪ Foreign workers earning less than RM 500
per month
▪ Employers must take out an insurance
policy to cover liability under the act.
30. ▪ Gazetted on the 25 February 1994 by the
Malaysian Parliament.
▪ Enforced by the Department of
Occupational Safety and Health
▪ To ensure safety at the workplace
▪ Carry out inspections at workplaces
▪ Organize promotional activities
▪ Assist government departments with technical
expertise
▪ Carry out activities aimed at improving safety
and health
31. ▪ Applied to the following sectors
▪ Manufacturing
▪ Mining and Quarrying
▪ Construction
▪ Agriculture, Forestry and Fishing
▪ Utilities:
▪ Electricity;
▪ Gas;
▪ Water; and
▪ Sanitary Services
▪ Transport, Storage and Communication
▪ Wholesale and Retail Trades
▪ Hotel and Restaurants
▪ Finance, Insurance, Real Estate and Business
Services
▪ Public Services and Statutory Authorities
32. ▪ General duties of employers and self-employed persons to
their employees
▪ the provision and maintenance of plant and systems of work that are,
so far as is practicable, safe and without risks to health;
▪ the making of arrangements for ensuring, so far as is practicable,
safety and absence of risks to health in connection with the use or
operation, handling, storage and transport of plant and substances;
▪ the provision of such information, instruction, training and supervision
as is necessary to ensure, so far as is practicable, the safety and
health at work of his employees;
▪ so far as is practicable, as regards and place of work under the
control of the employer or self-employed person, the maintenance of
it in a condition that is safe and without risks to health and the
provision and maintenance of the means of access to and egress
from it that are safe and without such risks;
▪ the provision and maintenance of a working environment for his
employees that is, so far as is practicable, safe, without risks to
health, and adequate as regards facilities for their welfare at work.
33. ▪ General duties of employees at work
▪ to take reasonable care for the safety and health of
himself and of other persons who may be affected by
his acts or omissions at work;
▪ to co-operate with his employer or any other person in
the discharge of any duty or requirement imposed on
the employer or that other person by this Act or any
regulation made thereunder;
▪ to wear or use at all times any protective equipment
or clothing provided by the employer for the purpose
of preventing risks to his safety and health; and
▪ to comply with any instruction or measure on
occupational safety and health instituted by his
employer or any other person by or under this Act or
any regulation made thereunder.
35. ▪ Gives protection in terms of health and
safety for all workers working in factories
regardless of sex
▪ The jurisdiction of the act covers all
factories
37. ▪ Administered by the Trade Unions
Department
▪ Permitting workers to form and join trade
unions provided these are registered
organizations
▪ Provides:
▪ The procedures for applying for registration,
the use of union funds, the rights and
liabilities of unions, and other matters relating
to the constitution of unions
39. ▪ Enforced by the Industrial Relations Department
▪ To provide systems which will encourage
industrial harmony
▪ Is applicable throughout Malaysia and provides
for the regulation of relations between
employers and workmen or employee and their
trade union and the prevention and settlement of
trade disputes.
▪ Emphasizes on direct negotiation between
employers and workmen or employees and their
trade unions to settle their differences and to
regulate their collective relationship
40. ▪ The Industrial Relations Act 1967
▪ Protects the legitimate rights of employers and
workmen or employees and their trade unions.
▪ provides the procedure relating to submissions of
claims for recognition and scope and representation
of trade union and collective bargaining
▪ Does not allow matters relating to promotion,
recruitment, dismissal, transfer, retrenchment,
reinstatement and allocation of duties and prohibition
of strikes and lockouts over any of these matters to
be included in the proposal for collective bargaining
▪ provides for speedy and just settlement of trade
disputes by conciliation or arbitration where direct
negotiation fails
▪ provides the power to the Ministry of Human
Resources to intervene and to refer at any stage any
trade dispute to the Industrial Court for arbitration
41. The Employment (Restriction)
Act 1968
▪ Non-Malaysian
citizens are required
to obtain a valid work
permit before they
can be employed
locally.
43. ▪ To ensure employers conduct training for
their workers so as to upgrade their skills
and abilities
▪ Enforced in January 1993
▪ Led to the establishment of the Human
Resources Development Fund (HRDF)
▪ Administered by the Human Resources
Development Council (HRDC).
44. ▪ Currently, the categories of employers
covered under the Act are as follows
▪ Employers with 50 employees and above in
the manufacturing sector
▪ Employers with 10 to 49 employees and a
paid-up capital of RM2.5 million and above in
the manufacturing sector
45. ▪ Employers with 10 employees and above in 20
selected industries in the services sector, namely, the
hotel industry, tour operating business (in-bound tour
only), shipping, air transport, telecommunication,
computer services, advertising, postal & courier
services and freight forwarding (w.e.f. 1 January
1995); private higher education, training and the
energy sector (w.e.f. 17 February 2000); and direct
selling, port services, engineering support &
maintenance services, research & development,
warehousing services, security services, private
hospital services and hypermarkets, supermarkets &
departmental stores.For hypermarkets, supermarkets
and departmental stores, only employers with 50
employees and above are required to register
▪ Employers in the manufacturing sector with 10 to 49
employees and a paid-up capital of less than RM2.5
million are given the option to register with PSMB
46. Manufacturing companies contribute as
follows:
Companies that employ 50 employees and
above
(Effective from 1 January 1993)
1% of employees'
monthly wages
Companies that employ less than 50 to a
minimum of 10 employees, with a paid-up
capital of RM2.5 million or more
(Effective from 1 January 1995)
1% of employees'
monthly wages
Companies that employ less than 50 to a
minimum of 10 employees, with a paid-up
capital of less than RM2.5 million are given
the option to register with PSMB.
(Effective from 2 August 1996)
0.5% of employees'
monthly wages