1. Abandonment of Employment Contract | 弃职
Updated: Dec 18, 2022
The relevant section in the Employment Act 1955 that deals with absenteeism are section 15(2).
“An employee shall be deemed to have broken his contract of service with the employer if he has been continuously absent from work for more than two consecutive working days without prior leave from his employer unless he has a reasonable excuse for such absence and has informed or attempted to inform his employer of such excuse prior to or at the earliest opportunity during such absence.”Abandonment of Contract
Job abandonment occurs when an employee does not report to work as scheduled and has no intention of returning to the job but does not notify the employer of their intention to quit.
The ideal actions to be taken by the employer are:
to ensure that all requirements are satisfied.
issue a show cause letter
wait for the reply from the employee
if no reply is forthcoming, then proceed against the employee for abandonment of the contract
Most employment contracts will have a “notice period”, whereby either employer or employee may terminate the employment contract by providing the specified notice (or by making payment in lieu of that notice).
Notwithstanding the notice period set out in the employment contract, if the employee fails to turn up for work, the employer is entitled to claim a sum of money from the employee equal to the wages he or she would have received during the notice period.
It is referred to as a "payment in lieu of notice" or an "indemnity" for the notice period.
The Labour Court and the Civil Court are the two places in which an employer can demand payment in lieu of notice from an employee who has breached their terms of employment.
This is dependent upon how much the employee is paid on a monthly basis:
Does not exceed RM 5,000 - Labor Court (Note: 1); and
Exceed RM 5,000 - Civil Action in Civil Court
Note 1:
* Section 69(2)(iii) / 69C(1) of the Employment Act 1955
* Section 7A(2)(c) / 7D (1) of the Labour Ordinance Sabah
* Section 8A(2)(c) / 8D (1) of the Labour Ordinance Sarawak
If the employee resigns without giving proper notice or fails to serve out the notice period, the wages are to be paid within 3 days of the last working day.
Example
According to the terms of Employee A's employment contract, he has the right to terminate his employment at any time by submitting a notice period of one month or by making a payment in lieu of notice.
On May 31st, 2022, Employee A formally submits his resignation.
As a result of the terms of his employment, he is contractually compelled to serve notice until June 30th 2022.
However, after handing in his resignation, he does not show up for work.
Let's imagine that Employee A is paid RM 4,000 per month.
Because Employee A did not serve his one month notice, he is obligated to make a payment to his employer in lieu of that notice (i.e., RM 4,000 representing 1 month of his salary).
If Employee A fails to pay the amount of RM4000 in lieu of notice, his employer can seek assistance from the Labour Department or file a lawsuit in the civil court.
《1955年劳工法令》中涉及旷工的相关条款是第15(2)条。
"如果雇员在没有事先向雇主请假的情况下连续旷工超过两个工作日，应被视为违反了与雇主的雇佣合约，除非他有合理的理由，并在旷工之前或在旷工期间尽早通知或试图通知雇主。"弃职
弃职是指雇员不按计划报到，也不打算返回工作岗位，但没有通知雇主他或她的辞职意向。
雇主应采取的理想行动是:
确保所有要求都得到满足
发出要求解释信
等待雇员的答复
如果没有答复，则以放弃雇佣合约为由起诉该雇员
大多数雇佣合同都有一个 "通知期"，雇主或雇员都可以通过提供规定的通知（或支付代替通知的薪金）来终止雇佣合约。
尽管雇佣合约中规定了通知期，但如果雇员没有去上班，雇主有权向雇员要求一笔相当于其在通知期内应得工资的款项。一般被称为 "代通知金 "或通知期的 "补偿金"。
劳工法庭和民事法院是雇主可以要求违反雇佣条款的雇员支付代通知金的两个地方。
这取决于该雇员的月薪是多少:-
不超过 5000令吉 -- 通过劳工法庭（注：1）；和
超过 5,000 令吉 -- 通过民事法庭提出民事诉讼。
注1：
* 1955年劳工法令第69(2)(iii) / 69C(1)条
* 沙巴劳工法第7A(2)(c) / 7D(1)条
* 砂拉越劳第8A(2)(c) / 8D(1)条。
如果雇员在没有给予适当通知的情况下辞职，或未能完成通知期，则应在最后工作日的3天内支付工资。
例子
根据雇员A的雇佣合约条款，他有权在任何时候通过提交一个月的通知期或支付代通知金来终止其雇佣合约。
2022年5月31日，雇员A正式提交了他的辞呈。
由于他的就业条款，他必须履行通知，直到2022年6月30日。
然而，在递交辞呈后，他就没有在返回工作岗位。
让我们设想一下，雇员A每月的工资是4000令吉。
由于雇员A没有履行他的一个月的通知，他有义务向他的雇主支付一笔钱以代替该通知（即代表他一个月工资的4000令吉）。
如果雇员A没有支付4000令吉的代替通知金额，其雇主可以寻求劳工部的协助或向民事法庭提出诉讼.
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课程内容:
Day 1 – 25th June 2022
1. Application of the Employment Act 1955 (EA1955) vs Sabah Ordinance vs Sabah
2. Contract of Service
3. Administration of wages
Definition of Wages
Ordinary Rate of Pay
Payment and Wages
Lawful Deductions
Overtime Calculation
Unpaid Leave Calculation
Incomplete Month Wages Calculation
Advances
4. Maternity Protection
Maternity Leave
Maternity Allowance
Maternity Rights
5. Hours of Work
6. Rest Day
7. Public Holidays
8. Annual Leave
9. Sick Leave
10. Part-Time Employees
Bonus Topic
11. Updates on newly gazetted Employment (Amendment) Act
Day 2 – 26th June 2022
1. Minor Misconduct vs Major Misconduct
2. Termination procedures on misconduct
3. Types of Termination
Dismissal
Resignation
Retrenchment
Mutual Separation Scheme
Voluntarily Separation Scheme
Retirement
Non-Confirmation
Termination for Poor Performance
Constructive Dismissal
Frustration of Contract
Deemed to have broken the Contract
4. Disciplinary Process
5. Probationary Rights and Obligations
6. Code of Conduct for Industrial Harmony
7. Retrenchment Procedures
8. Retrenchment benefits / Termination benefits
9. Compliance with Form PK
10. Implication of incorrect termination and retrenchment procedures.
Important Note:
The Seminar will be conducted via Zoom. The replay session will be posted on FB Private Group. We will add you to a WhatsApp Group and all information will be posted on the WhatsApp Group.
Please insert your company as Participant if you want the invoice to issue under your company's name.
Please remember to download your invoice upon payment made.
The Course fee is non-refundable.
Please WhatsApp to +60 11-1229 0453 if you need further clarification.