AGR135 Industrial Relation And Employment Act Assignment Sample UITM Malaysia

AGR135 Industrial Relations and Employment Act is a course that focuses on the laws and regulations related to the relationship between employers and employees. It covers topics such as labor laws, collective bargaining, unionization, and employment contracts. The course also examines the role of government agencies in enforcing labor laws and resolving disputes between employers and employees. The course is likely to be part of a program or curriculum related to human resources, labor studies, or business management.

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Take an in-depth look into AGR135 Industrial Relations and Employment Act course material with a collection of assignment samples. is the perfect partner if you’re looking to take an in-depth look into AGR135 Industrial Relations and Employment Act course material. Our writers have compiled a collection of assignment samples that provide a robust and thorough exploration of the topic. These samples are absolutely invaluable when it comes to being informed and knowledgeable while writing up assignments related to this field of study.

Here, we offer a few assignment activities which include:

Assignment Activity 1: State, write and explain the issues and problems of Industrial Relations in Malaysia and means of overcoming them.

There are several issues and problems in industrial relations in Malaysia that can be identified, including:

  1. Weak unions: The labor union movement in Malaysia is relatively weak compared to other countries in the region, which can make it more difficult for workers to negotiate better wages and working conditions.
  2. Conflicting interests: The interests of workers and employers can be in conflict, leading to disputes over wages, benefits, and working conditions.
  3. Limited job security: Job security is limited in Malaysia, which can make it difficult for workers to plan for the future and can lead to a lack of loyalty to the company.
  4. Government intervention: The government has a significant role in regulating industrial relations in Malaysia, which can lead to conflicts between workers, employers, and the government.
  5. Industrial relations are influenced by the ideology of the ruling party which can lead to a lack of stability in industrial relations.

Means of overcoming these issues include:

  1. Strengthening the labor union movement: By strengthening the labor union movement, workers will have a stronger voice in negotiating better wages and working conditions.
  2. Improving communication and cooperation: By improving communication and cooperation between workers and employers, conflicts can be reduced and resolved more easily.
  3. Providing better job security: By providing better job security, workers will be more loyal to the company and more willing to invest in their future with the company.
  4. Reducing government intervention: By reducing government intervention in industrial relations, conflicts between workers, employers, and the government can be reduced.
  5. Encourage tripartite relationships between workers, employers, and the government. This will ensure that there is a balance of power and that the government is not taking sides.
  6. Encourage collective bargaining and negotiation as a means of resolving disputes
  7. Promote training and development of workers and employers to improve their skills in handling industrial relations.

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Assignment Activity 2: Verbally and visually relate and familiarize the students with the various labor institutions in Malaysia.

  1. Department of Labour (Jabatan Tenaga Kerja): This government agency is responsible for enforcing labor laws and regulations in Malaysia, as well as providing services to workers and employers such as registration of workers and employers, and resolving disputes.
  2. Social Security Organization (PERKESO): This government agency provides social security coverage to workers in Malaysia, including benefits such as a pension, medical, and injury benefits.
  3. National Wages Consultative Council (MWN): This council is responsible for recommending minimum wage rates for workers in Malaysia, and is made up of representatives from workers, employers, and the government.
  4. Industrial Court: This court handles disputes between workers and employers, including disputes over dismissal, unfair dismissal, and claims for compensation.
  5. Human Resource Ministry: It is responsible for formulating and implementing policies related to human resources development and management in the country.
  6. Trade Unions: There are various trade unions in Malaysia, representing different sectors of the workforce, such as the Malaysia Trades Union Congress (MTUC) which is the main trade union center in the country.
  7. Employers Federation of Malaysia (EFOM): This federation represents the interests of employers in Malaysia, and provides services to its members such as legal advice, training, and representation in industrial relations matters.
  8. National Labour Center (NLC) is a platform for the tripartite relationship between workers, employers, and the government which provides a common platform for the discussion and resolution of industrial relation issues.

These are some of the main labor institutions in Malaysia. It’s important for students to understand the role and functions of these institutions in order to have a clear understanding of the labor market and the laws that govern it.

Assignment Activity 3: Verify, assess and employ the relevant Labor Acts in Plantation.

Verifying, assessing, and employing the relevant labor acts in the plantation sector involves a number of steps:

  1. Identify the relevant labor acts: There are several labor acts that apply to the plantation sector in Malaysia, including the Employment Act 1955, the Industrial Relations Act 1967, and the Plantations Act 1984. It is important to identify which acts apply to the specific type of plantation, and the type of workers employed.
  2. Review the provisions of the acts: Once the relevant acts have been identified, it is important to review the provisions of the acts in detail to understand the rights and obligations of employers and employees. This may include provisions related to working hours, overtime, leave, termination, and dispute resolution.
  3. Assess compliance: The next step is to assess the compliance of the plantation with the provisions of the relevant acts. This may include conducting audits of the workplace, reviewing employment contracts, and consulting with legal experts.
  4. Implement necessary changes: Based on the assessment of compliance, it may be necessary to implement changes to ensure compliance with the relevant labor acts. This may include updating employment contracts, revising policies, and providing training to employees and managers.
  5. Monitor and review: Finally, it is important to monitor and review compliance with the relevant labor acts on a regular basis. This may include conducting regular audits, reviewing employment contracts, and consulting with legal experts. It is also important to keep abreast of any changes to the labor acts and to update policies and procedures accordingly.

It is important to note that compliance with labor laws is not only a legal requirement, but it can also improve employee satisfaction and retention, and ultimately, benefit the business. Employers should work closely with legal experts and relevant government agencies to ensure compliance with labor laws in the plantation sector.

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Assignment Activity 4: Communicate and motivate with team members to Collective Bargaining and agreement and trade disputes resolutions.

Communicating and motivating team members to participate in collective bargaining and agreement and trade disputes resolutions involves the following steps:

  1. Communicate the importance of collective bargaining: Team members should be informed about the benefits of collective bargainings, such as the ability to negotiate better wages and working conditions, and the protection of their rights as employees. This can be done through meetings, training sessions, or other forms of communication.
  2. Encourage participation: Team members should be encouraged to participate in the collective bargaining process by sharing their opinions, ideas, and concerns. This can be done through open and transparent communication, and by creating an environment where team members feel comfortable sharing their thoughts.
  3. Provide education and support: Team members should be educated about the process of collective bargaining and the laws that govern it. This can be done through training sessions, workshops, or other forms of education. Additionally, team members should be provided with support throughout the process to ensure that their voices are heard and their concerns are addressed.
  4. Motivate team members to be proactive: Team members should be motivated to be proactive in the collective bargaining process by highlighting the impact that their participation can have on the outcome. This can be done through regular updates on the progress of the negotiations, and by emphasizing the role that their input can play in the process.
  5. Collaborate and find common ground: Collective bargaining and trade dispute resolution requires collaboration and finding common ground between the parties involved. When communicating with team members, it’s important to find common ground and to emphasize on the importance of reaching an agreement that is fair and beneficial for all parties involved.

In addition, communication and motivation should be consistent and transparent throughout the process, and any trade dispute resolution should be handled fairly and with the aim of finding the best solution for all parties. It’s important to remember that trade dispute resolution is normal in any organization, and the key is to find a way to resolve them as soon as possible.

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