Please enable JavaScript.
Coggle requires JavaScript to display documents.
CHAPTER 5
COMPENSATION AND BENEFITS, CHAPTER 7
DISCIPLINARY SYSTEMS AND…
-
-
-
-
-
act applies to all industries and sectors in malaysia
exceptions those employed in armed forces and workers protected under the merchant shipping law
PURPOSE OF OSHA
to establish a set of rules which the coverage is wide enough to ensure the workplace as safe as possible
-
health is providing employees freedom from any physical or emotional illness caused by exposure to environmental factors associated with employment
REASONS FOR TRANSFERS
• personal reasons
• facing friction with supervisor of peers
• gain new knowledge or experience
• new branch need experienced workers
• redeployed to avoid retrenchment
• reassigned to prevent corruption or breaches of ethics
COST OF TRANSFERS
• relocation cost of worker's personal belonging
• hotel and food allowance while employee finds new accommodation
• stress and psychological cost of transfer may cause higher medical costs and lower productivity
• resignation of employee due to forced transfer
-
VALUED BY EMPLOYEES BECAUSE
• increases wages and benefits
• status and respects
• power and ability to influence decision-making in organization
IR refers to relationship between employers, employees, union leaders and government
IR focus on:
work environment
terms and conditions of work
the employers' and employees' rights
way on how we makes rules and terms in organization
-
Malaysia practicing tripartite system. Government passes employment law which discussion held with representatives from employees and employers.
National Labour Advisory Labour (NLAC) made up of 14 employees' representative, 14 employers' representatives and 12 government.
Objectives HR Ministry
to restructure and promote balanced distribution of manpower
to preserve, develop and improve welfare and wellbeing of employees
to develop good industrial relations between employers and employees
to maintain development of good industrial relations and responsible trade unions
The Industrial Relations Act 1967 (Section 5) protects right of workers in Malaysia to form and join trade unions
- no employer shall prevent worker from joining union by putting condition in his contract of employment
- no employer shall refuse to employ worker on ground he is a trade union member or officer
- no employer shall discriminate against worker on grounds he is a trade union member or officers
- no worker shall be threatened with dismissal or dismissed if he proposed to join trade union, or if he participates union activities
D-G refuse registration if
• any union's objectives unlawful
• any union's constitution conflicts with Trade Union Act 1959
• union's name is undesirable or identical to another existing or name is deceiving
• union likely to be for unlawful purpose
-
CAUSE OF TRADE DISPUTES
• employee who has grievance and represented by his union and has exhausted the grievance procedure without getting a satisfactory result
• disagreement of terms and condition of employment
between union and employer
• difference of opinion as to interpretation
of collective agreement or Industrial Court Award
• the non-implementation of agreement or award
In Malaysia, only the industrial court has authority to settle dispute by examining the information given by both side and making judgement. this called compulsory arbitration.
Voluntary arbitration is arbitration agreement from both parties. both disputing parties agree to use one or more arbitrators to hear their dispute and to render a final decision or award after an expedited hearing. This help money, time and goodwill.
CREATING NON-UNION ENVIRONMENT
companies may prevent workers from joining union by
• pay higher wages and gives better benefits
• involve employees in all levels of decision-making
• offer training, development and measure of security of tenure
• develop trust and loyalty in organization through feedback techniques, attending to workers problems and if possible, solved
Employer can fight strike by keeping firm operating by hiring replacement workers or placing managerial or non-union workers in strikers, jobs. To aggressive union activity, employer may response by closing factory causing the strikers to lose their jobs.
• high wages few benefits
• low wages high benefits
• high wages high benefits
• low wages low benefits
DESIGNED TO
• attract employees to work in organization
• aid organization to retain efficient employees
• motivate employees to perform efficiently
• minimize administration cost by its simple design
REASONS BENEFITS GIVEN
• statutorily required
• attract staff to join organization
• retain existing employees
• motivate employees for better productivity
SAFETY POLICY
all organizations hire more than 5 workers
when necessary need to draft, disseminate and revise safety policy
this to make the management realize importance of safety at workplace
- employer requires to draft safety policy included:
• organization's objectives in providing safe and healthy workplace
• explanation on person in charge for safety in organization
• description of procedures available to implement safe work practices
- once drafted policy has to be disseminated to all employees
- discussion with employees should be held for them to know and understand the importance of working safely
- policy need to be reviewed from time to time to ensure it is relevant to organization's needs
SAFETY AND HEALTH OFFICER
under OSHA employers in hazardous industries required to appoint qualified safety officer. other employers may appoint specific employee as safety and health officer. appointed individual should be someone senior in organization to ensure safety measure are introduced and maintain at all times
SAFETY COMMITTEE
employer has more than 40 workers required by law to have safety committee
the function is to:
• establishing policies on safety and health matters
• analysing records and accidents and health problems
• investigating accidents and making recommendations preventing similar occurences
• planning safety and health awareness programes
• recommending purchase of safety equipment when necessary
REPORTING ACCIDENTS TO DOSH
laws require work-related accidents to be reported
employers must report accident involved Malaysian employees to SOCSO
for foreign worker, the Labour Department and Insurance Company need to be informed within 48 hours of occurence
any cases of occupational diseases (eg athma) and poisoning must be informed to Department of Occupational Safety and Health in writing withing seven days of accidents
SAFETY TRAINING
employees need to be taught on safety
training provided must be how to use machinery, equipment, chemicals safely and safe driving courses
amount of training depending on type of job
hazardous job require more training than others
safety officer and safety committee must be sent for training courses
-
employee grievance is formal complaint lodged by employee with their employer, over work-related matter which negatively affects them
PROCEDURES IN HANDLING GRIEVANCES
- worker raises grievance with immediate supervisor
(within 5 working days of problem arising)
- refer to head of department if grievances not settled by supervisor to satisfaction of the worker within 5 days
- if matter not resolve by head of department within 5 days then refer to CEO
- if CEO unable to settle the issue within 5 days the grievance may be referred to Industrial Relations Department for conciliation
(only in unionized organization)
ABSENTS RATE CALCULATION
total absence (hours/days) in the period
------------------------------------------------------------ X 100
possible total (hours/days) in the period
HR management need to train problem employees by:
- organization's absence policies and procedures
- their role in absence management programe
- legal and disciplinary aspects of absence
- role of occupational health services
- development of return-to-work interview skills
- development of counselling skills
termination can be voluntary when employee decide to quit
involuntary when employee is dismissed
retrenched due to company's economic problems
- minor misconduct - penalised with warning or suspension without pay for a day or two
- major misconduct - punishable by immediate dismissal
CONSEQUENCES OF RETRENCHMENT TO EMPLOYEE
- financial problems - retrenched worker loss regular income causes him difficulties to pay financial obligation
- psychological stress - worker faced embarrassment caused by unemployment, loss self-esteem
- ill health - cause health problems such as ulcers and heart attacks
CONSEQUENCES OF RETRENCHMENT TO EMPLOYER
- lowered morale amongst remaining workers - creates fear of losing job thus affect workers productivity
- loss of public confidence - leads to more financial loss
-investor may withdraw from company
-customers may turn to other companies
-suppliers refuse to supply goods
- high short-term expenditures
-once company choose to retrench, fund need to be set aside for termination benefit payment to affected employees