Many people aren't aware that part-time employees also have rights under the law, even though they work less than full-time.
The Employment Act, the Sabah Labor Ordinance, and the Sarawak Labor Ordinance each have their own rules and regulations protecting part-time workers' rights in their respective jurisdictions.
Within the context of the Sabah Labor Ordinance, the rights of part-time employees are the primary topic of discussion within this article.
很多人不知道，尽管兼职员工的工作时间少于全职，但他们也有法律规定的权利。
《1955年劳工法令》、《沙巴劳工条例》和《砂拉越劳工条例》在各自的管辖范围内都有各自的规则和条例保护兼职员工的权利。
这篇文章主要探讨在沙巴劳工条例的范围内，兼职雇员的权利。
The following set of laws are in place in Malaysia to protect the rights of part-time employees:
Employment (Part-time Employees) Regulations 2010 [Employment Act 1955]
Labour (Part-Time Employees) (Sarawak) Rules 2013 [Sarawak Labor Ordinance]
Labour (Part-Time Employees) (Sabah) Rules 2013 [Sabah Labor Ordinance]
马来西亚有以下三套法律来保护兼职雇员的权利：-
2010年劳工法令（兼职雇员）条例 [1955年劳工法令]。
2013年劳工（兼职雇员）（砂拉越）规则 [砂拉越劳工条例]。
2013年劳工（兼职雇员）（沙巴）规则 [沙巴劳工条例]。
Part-Time Employees in Sabah
This article is limited to discussing the rights of part-time employees about the Labour (Part-Time Employees) (Sabah) Rules 2013 codified under the Sabah Labor Ordinance.
Please refer to the appropriate Rules and Regulations if you are an employee in Sarawak, the Federal Territory, or Peninsular Malaysia.
沙巴州的兼职雇员
本文仅限于讨论有关沙巴劳工条例下编纂的《2013年劳工（兼职雇员）（沙巴）规则》的兼职雇员的权利。
如果你是砂拉越州、联邦直辖区或马来西亚半岛的雇员，请参考相应的规则和条例。
In Malaysia, "employees" can be divided into two categories according to their working hours:-
Employee Working Full-Time
Non-Full-Time Employees
什么是兼职雇员？
在马来西亚，根据“雇员”的作时间可将他们分为以下两类：
全职工作的雇员
非全职工作的雇员
Non-Full-Time Employees,
Comprised of:
Casual Employees,
Employees Working from Home, and
Part-Time Employees
非全职雇员
又分成：
临时雇员；
在家工作的员工；以及
兼职员工。
Non Application
These Regulations/Rules shall not apply to the following non-full-time employees:-
who is employed sporadically or irregularly, as needed, and whose working hours in one week do not exceed 30% of the average hours of work for a full-time employee in one week; and
who, regardless of occupation, performs work for an employer in the employee's home (who is also known as a Home Working Employee).
不适用
本条例/细则不适用于以下的非全职雇员:-
根据需要，零星或不定期地被雇用，且一周的工作时间不超过全职雇员一周平均工作时间的30%；以及
无论什么职业，在本身家中为雇主工作的雇员（也被称为在家工作的雇员）。
Who are the Part-Time Employees to whom the Ordinance applies?
Part-time employees who are covered are those whose Normal Working Hours are between 30% and 70% of those of full-time employees.
For instance, if the normal workweek for a full-time employee is 48 hours, a part-time employee's workweek is between 14.4 (48 hours * 30%) hours and 33.6 (48 hours * 70%) hours.
It is crucial to evaluate the normal Working hours compared to those of full-time employees working in a similar capacity in the same enterprise.
本条例适用于哪些兼职雇员？
受保障的兼职雇员是指其正常工作时间在全职雇员的30%至70%之间的雇员。
例如，如果一个全职雇员一周的正常工作时间是48小时，那么兼职雇员一周的工作时间是在14.4（48小时*30%）小时和33.6（48小时*70%）小时之间。
与在同一企业中从事类似工作的全职雇员相比，评估正常工作时间是至关重要的。
The following is an illustration of one method for determining the working hours of a part-time employee:
以下是确定兼职雇员工作时间的方法的说明：-
According to the criteria given in Rule 2 of the Labour (Part-Time Employees) (Sabah) Rules 2013, an employee in the banquet:
whose working time per week is less than 14.4 hours is not regarded to be a part-time employee.
Employees who work more than 33.6 hours in a week are eligible to be classified as full-time workers.
根据2013年劳工（兼职雇员）（沙巴）规则第2条给出的标准，负责宴席的员工：-
如果每周工作时间少于14.4小时的，将不被视为兼职员工；
如果每周工作时间超过33.6小时，就有资格被列为全职员工。
Normal Hours of Work of Part-Time Employee where Normal Hours of Work of Full-Time Employee cannot be Ascertained
When it is not possible to determine the normal working hours of a full-time employee, or there is no full-time employee employed in a similar capacity in the same organization in a comparable role, the normal working hours of a full-time employee shall be deemed to be:
– 8 hours in 1 day or 48 hours in 1 week.
如果全职雇员正常工作时间无法确定，如何鉴定非全职雇员的正常工作时间
当无法确定全职雇员的正常工作时间，或在同一组织中没有以类似身份受雇于类似角色的全职雇员时，全职雇员的正常工作时间应被视为是：-
- 1天8小时或1周48小时。
The part-time employee has the right to the following benefits and protections following the three pieces mentioned earlier of legislation:
Annual Leave
Rest Day
Public Holidays
Sick Leave
Overtime pay
兼职雇员的权利
在前面提到的三项立法，兼职雇员有权获得以下福利和保护：-
年假
休息日
公共假期
病假
加班费
Annual Leave
For every twelve months of continuous service with the same employer, the part-time employee is entitled to paid annual leave as follows:
年假
在同一雇主处连续工作满12个月，兼职雇员有权享有如下的带薪年假：-
If a part-time employee's contract of service expires before 12 months of continuous service with the same employer, then the employee's entitlement to paid annual leave must be calculated pro-rata (pro-rated), and it must be based on the Ordinary Rate of Pay ("ORP").
On the other hand, if his contract of service is terminated due to his misbehaviour, then any unused paid annual leave balances will be lost.
如果一个兼职雇员的雇佣合约在为同一雇主连续服务满12个月之前提前结束，那么该雇员的有薪年假权利必须按比例（pro-rated）计算，而且必须以普通工资率（"ORP"）为基础。
另一方面，如果他的雇佣合约是因其行为不端而被终止，那么任何未使用的有薪年假余额都将丧失。
Rest Day
A part-time employee shall be entitled to a rest day each week if he works 5 days or more with total working hours of not less than 20 hours a week.
If a part-time employee is required by his employer to work at his normal hours of work on a rest day, he shall be paid not less than 2 days’ wages at the Ordinary Rate of Pay ("ORP") he is entitled to for that day.
If a part-time employee is required to work beyond his normal hours of work on a rest day, he shall be paid for such extra work at the following rates:
exceeding his normal working hours - 1.5 * HRP; and
exceeding normal working hours of a full-time employee - 2 * HRP.
休息日
如果兼职雇员每周工作5天或以上，且总工作时间不少于20小时，则有权享有每周一天的休息日。
如果兼职雇员被雇主要求在休息日按正常工作时间工作，他应得到不少于2天的工资，按他在该日应得的普通工资率（"ORP"）计算。
如果兼职雇员在休息日被要求在其正常工作时间之外工作，他应按以下标准获得额外工作的的薪水：-
超过其正常工作时间 - 1.5 * HRP；以及
超过全职雇员的正常工作时间 - 2 * HRP。
Public Holidays
According to Rule 5, every part-time employee in Sabah is also entitled to take paid public holidays at the ordinary rate of pay as follows:
a) not less than 10 gazetted public holidays, 4 of which shall be:
the National Day
the Birthday of the Yang di-Pertuan Agong
the Birthday of the Yang di-Pertua Negeri of Sabah
the Worker’s Day
b) any day declared as a public holiday under S.3 of the Sabah Holidays Ordinance.
Suppose one of these public holidays falls on a rest day. In that case, the following regular workday immediately following the rest day will be a paid holiday in the place of the public holiday.
Before the beginning of the new year, it is the responsibility of the employer to prominently display in a location that is easily accessible to the employee a notice of the remaining days of any public holidays that the employer recognises. The remaining portion of this paid public holiday can be substituted for another day at any time with everyone's consent.
In the event that a part-time employee is required to perform duties on a public holiday, he is eligible to receive the following additional pay:
if working during normal hours - 2 * ORP;
if it exceeds its normal working hours - 2 * HRP;
if it exceeds the normal working hours of a full-time employee - 3 * HRP.
公共假期
根据第5条规则，沙巴州的每个兼职雇员也有权按普通工资标准享又带薪公共假期，具体如下：-
a) 不少于10个宪报公布的公共假日，其中4个必须是：
国庆日
最高元首华诞
沙巴州州首长诞辰
劳动节
b) 任何根据《沙巴州假期条例》第3条宣布的公共假期。
假设这些公共假日中的某一天是落在休息日。在这种情况下，紧接着休息日的下一个正常工作日将成为带薪假期，以取代该公共假日。
在新的一年开始之前，雇主有责任在雇员容易接触到的地方，醒目地展示其他受到雇主认可的剩余公共假日的通知。该剩余的带薪公共假期，可以在任何时候经大家同意后用另一天来代替。
如果兼职雇员需要在公共假日履行职责，他有资格获得以下额外的工资：-
如果在正常时间内工作 - 2 * ORP；
如果超过其正常工作时间 -2 * HRP；
如果超过了全职雇员的正常工作时间 -3 * HRP。
Sick Leave
Part-time employees are entitled to the following paid sick leave according to Rule 7 for every 12 months of continuous service:-
病假
根据第7条规则，兼职员工每连续服务满 12 个月，有权享有以下带薪病假：-
Generally, paid sick leave at the employee's Ordinary Pay Rate is something a part-time employee is entitled to get.
But, a part-time employee is not eligible for paid sick leave on the days when they are not scheduled to work.
Regarding hospitalisation leave, the Rules provide no information whatsoever.
正常情况下，兼职雇员可以享有按照正常工资标准计算的带薪病假。
然而，兼职雇员在没有安排工作的日子里，倘若生病时没有资格享有带薪病假的。
关于住院假，《规则》没有提供任何信息。
Overtime pay
It is possible for a part-time employee to be required to work extra hours (overtime or OT) during a regular workday, or they may be instructed to work extra hours on a holiday or rest day. The three common situations are:-
Working during his normal working hours (NWH)
Overtime over his normal working hours, or
Overtime over a full-time employee's normal working hours.
In light of the information presented above, Rule 4 stipulates that part-time employees are eligible to receive the following payments:
加班费
兼职雇员有可能被要求在正常工作日内加班（OT），又或者被指示在公共假期或休息日加班。三种常见的情况是:-
在他的正常工作时间内工作（NWH）。
超过其正常工作时间的加班，或
超过全职雇员的正常工作时间的加班。
根据上述信息，第4条规则规定，兼职雇员有资格获得以下加班费:-
Conclusion.
If there is anything in this article you have not grasped and feel you need clarification on, you should consider enrolling in our online employment law course to be held on 25 & 26 June 2022.
总结
如果本文中有什么你没有掌握的东西，你觉得需要澄清的话，你应该考虑报名参加我们将于2022年6月25日和26日举办的雇佣法令全攻略线上课程。
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讲座会详情
📌日期 : 25-26/6/2022 (六&日)
📌地点 : Online (Zoom)
📌时间 : 9.30am - 5.30pm
📌学费（HRDF Claimable) ：
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.