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TOPIC 2 : LAW, CONSTITUTIONAL & SAFETY REGULATIONS - Coggle Diagram
TOPIC 2 : LAW, CONSTITUTIONAL & SAFETY REGULATIONS
INDUSTRIAL RELATION
DEFINITION
The relationship between an employer and the trade union which represents his workers
INDUSTRIAL HARMONY IS NECESSARY FOR
Industrial harmony is necessary for the success of the individual enterprise and the success of the national economy
INDUSTRIAL RELATIONS SYSTEM CONSIST OF
Employers and their associations
Employees and their trade unions
Government
THE PURPOSE OF MINISTRY OF HUMAN RESOURCES (MoHR)
Establish an economic climate in which business can flourish
Protect employees from exploitation
Ensure a harmonious relationship between employers and employees
THE ROLE OF MINISTRY OF HUMAN RESOURCES (MoHR)
Set Policies
Establish codes of practices as guidelines on good practice for employers and employees
Enforce the employment legislation passed by Parliament
Implement initiatives to help upgrade the workforces and ensure employment for all
Prepare draft legislation and draft amendments
DEPARTMENTS IN MINISTRY OF HUMAN RESOURCES
Department of Trade Union Affairs
Department of Labour
Department of Industrial Relations
Department of Occupational Safety and Health
BASIC FACTS ABOUT SAFETY LAW AND OSHA
RECORD KEEPING
Occupational injuries & occupational illness
WHAT ACCIDENTS MUST BE REPORTED ?
WHO IS RESPONSIBLE FOR SAFETY AT WORK
Employers
Employees
Department of Occupational Safety & Health
The National Institute of Occupational Safety and Health
SAFETY POLICIES
Communicate it to employees
Revise it as necessary
Draft a Safety Policy
REPORTING ACCIDENTS
SOCSO & DOSH
Labour Department and relevant insurance company (incase its a foreign worker)
EMPLOYEES PROBLEM THAT MAY LEAD TO ACCIDENTS
Impulsiveness
Low Attention Span
Faulty Attitudes
Irresponsibility
Drinking and drug abuse
Nervousness and fear
Faulty judgements of speed and distance
Fatigue
Worry and depression
THE MAIN AREAS OF EMPLOYMENT LAWS
The Employment Act 1995
The Sabah Labor Ordinance, 2005
The Sarawak Labor Ordinance 2005