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HRM581 Malaysian Employment Law Assignment UITM Example 

The current state of employment law in Malaysia is a hot topic, with many questions unanswered. This course will answer all your burning queries about what it means to be an employer or employee under the peninsula’s harsh labor laws-no matter how basic you think they might already know their rights are!

HR practitioners need to understand and be able apply Malaysian employment laws at the workplace. They must know their rights as well as those of employers or employees in order for them both to succeed professionally, this course will focus on application skills necessary when dealing with current issues facing businesses here locally.

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These are the questions that can be asked in  HRM581 Malaysian Employment Law Assignment . By the end of this course, Malaysian students will be able to answer the following questions.

Assignment Activity 1: Discuss the rights and obligations of both employers and employees under various Malaysian employment legislation.

Employers have a number of rights and obligations under Malaysian employment law. These include, but are not limited to, the right to terminate an employee’s contract at any time for any reason, the right to require employees to work overtime, and the obligation to pay employees’ salaries on a regular basis. However, while employers may be on solid legal ground in terminating employees and requiring such employees to work overtime, some employers abuse their power by requiring an employee to perform demeaning or menial tasks outside of the scope of his or her employment. Employers should avoid interfering with their employees’ private lives and refrain from permitting other employees to engage in such activity.

Employees also have a number of rights and obligations under Malaysian employment law. These include, but are not limited to, the right to receive a minimum wage, the right to take sick leave, and the obligation to obey employers’ instructions. Employees should remember that they are obligated to obey their employers’ instructions, provided such instructions are lawful. Employees who refuse to obey lawful instructions may face disciplinary action, including dismissal. Employees should also be aware of their right to take sick leave and ensure that they take steps to protect their health and safety at work.

The bottom line for employers and employees is that both should know their rights and obligations under Malaysia employment law. Employers must make certain that they are aware of the limitations on how they may lawfully treat their employees. Employees must be equally mindful of the requirements placed upon them by Malaysian employment law, including any obligations to perform work outside the scope of their contracts.

Assignment Activity 2: Analyze the application of various Malaysian employment legislation.

The application of Malaysian employment legislation is vast and complex. It can be difficult to summarize in a brief answer, but here are some of the most important points:

Employment law in Malaysia is designed to protect workers from exploitation and unfair treatment. Employers must provide employees with a written contract of employment, specifying the terms and conditions of the job. There are many provisions relating to working hours, overtime, holiday entitlement, and minimum wage levels. Employees are also protected from discrimination on the basis of sex, race, religion, or disability.

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If an employee feels that their rights have been violated, they can make a complaint to the Labour Department. The Labour Department will investigate the complaint and may take legal action against the employer. However, the majority of cases are settled by conciliation through the Industrial Relations Department or by arbitration through the Syariah Court.

Assignment Activity 3: Present ideas in verbal and written to identify legal and managerial issues in managing human resources.

The following are some ideas to help identify legal and managerial issues in human resources management:

  1. Establishing policies and procedures regarding the treatment of employees, including issues such as hiring, firing, promotions, and pay
  2. Reviewing job descriptions to ensure that they accurately reflect the duties and responsibilities of the position
  3. Drafting an employee handbook that outlines company policies and procedures
  4. Investigating complaints of harassment or discrimination
  5. Handling workers’ compensation claims
  6. Administering employee benefits programs
  7. Managing layoffs and other workforce reductions
  8. Consulting with legal counsel on employment-related matters.

Each of these issues can present significant legal and managerial challenges, so it is important for businesses to have a solid understanding of the laws that apply to their specific industry and to have a well-developed human resources management system in place.

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