[Online 2-Day] Employment Law Compliances & Documentations in Managing Employee & HR Procedures
Course Information
  • 07-Jun-2022
  • Online
  • Serene Yap
  • English
  • RM 1300
  • 9:00am - 5:00pm


Employer and employee relationship has become complex, driven by triggered evolution or unprecedented global crisis such as the pandemic, and governed by various legislations which need to be understood and which employers must conduct their employee’s relationship within the parameters. Misrepresentations of the employment laws and improper handling of HRM and disciplinary procedures can result in the Labour Court and the Industrial Relations Court ruling in favour of employee with costly monetary compensation. The Employment Act 1955 and the Industrial Relations Act 1967 are the two principal labour laws governing employees’ relations in the country. Clear your confusion over the right applications and effects of the Employment Act and Industrial Relations Act on the processes of handling employee’s rights and disciplinary issues within the context of the latest amendments and new regulations. As well as to understand and recognize the salient and sensitive points to be observed when drafting HR Documentations, Policies and Procedures, to avoid the elements that will turn your documents and policies into liabilities. You will benefit fully from our real-life case studies and competency activities. Our interactive workshop will ensure that you understand the problems associated with handling employee’s issues, and to effectively apply them in your workplace immediately.



By the end of this program, participants will be able to: -

• Know how to avoid ‘breaching’ the Employment Laws and Employment Contract

• Understand the Disciplinary Procedures and to apply them effectively

• Identify the loopholes open to employees

• Ensure your HR Documents and Policies are in line with the Employment Act and relevant legislations requirements, observing their latest amendments or additions

• Identify and understand the proper use of language, words and terminology in drafting Human Resource Documentations and Policies

• Know how to draft Employment Contracts and develop HR Policies

• Ensure your HR Documents and Policies are concise and uncomplicated

• The effects of triggering evolvement and unprecedented global crisis to your HR Management, policies & procedures and decision-making process

• Safeguard the interest of your Organisation by avoiding vague and unclear meanings



• Interactive Presentation

• Videos

• Reflective Discussion and Activities

• Industrial Relations Court Case Studies and Analysis

• Quizzes

• Questions and Answers



• Human Resource Managers / Executives / Officers / Assistants

• Heads of Department / Line Managers / Team Leaders

• Factory Managers / Branch Managers / Outlet Managers / Restaurant Managers

• Business Owners / Employers




Date: 7 - 8 June 2022 (Tue - Wed)

Time: 9.00am - 5.00pm

Mode: Online/ Interactive


[HRD Corp Claimable | CPD 16 Hours]




- Special Offer (before 18 May 2022)  -    RM 1,200

- Normal Fee   -    RM 1,300


>> Fee includes Course Notes, Certificate of Completion and 6% Service Tax.


** OFFER **

- 10% Cashback for SST2u Learner Card+ (SLC+) members. T&Cs applied.






[01] Jurisdiction of Jabatan Tenaga Kerja and Jabatan Perhubungan Perusahaan

• Employees within the ambit of the Employment Act 1955

• Workers within the ambit of the Industrial Relations Act 1967


[02] Employer and Employee Relationship

• Employer’s Prerogative

• Employer’s Implied obligations

• Employee’s Implied obligations

• Employer’s Responsibilities


[03] Developing Employment Act compliance Documentations and Policies

• Drafting of HR Documentations and Policies


[04] Recruitment Documentations and Procedures

• Drafting Policy on Recruitment and Selection

• Appointment Documentations (incorporating the Personal Data Protection Act 2010)

• PDPA compliance Application Form

• PDPA Policy or Notice

• Contract of Service Vs Contract for Service

- Drafting Contract of Service and Contract for Service

- Incorporating Work from Home Policy and Flexi work hour into your Employment Contract and Employee Handbook

• Employment Act compliances in Recruitment

- Minimum Wages Order

- Normal Work Hours

- Part-timer

- Fixed-term Contract


[05] Employment Documentations and Procedures

• Employment Documentations (incorporating the Personal Data Protection Act 2010)

- PDPA compliance References Check

- Obtaining and storing Personal details of employee

• Employment Act compliances, Documentations and Policies

- Public Holidays

- Rest Day

- Annual Leave

- No pay Leave

- Emergency Leave

- Absenteeism as per Employment Act 1955

- Sick Leave - Hospitalization Leave

- Maternity Leave (paid and unpaid)

- Paternity Leave

• Policy on Anti-Discrimination in employment

• Prevention and Eradication of Sexual Harassment in the workplace

- Sexual Harassment in Employment Act 1955

- Policy on Sexual Harassment




[06] Employee Development and Performance Management

• Training Needs Analysis Form

• Training Evaluation Form

• Performance Review Form

- Key Results Area (KRA) and Key Performance Indicator (KPI)

• Probationer and Extension of Probationary period

- Non-Confirmation of Probationer

- Confirmation of Employment

• Handling Poor Performance

- Performance Improvement Plan (PIP)

• Transfer Policy and letter

• Promotion letter


[07] Code of Conduct Policies and Procedures

• Section 17A of the MACC Act

- HR Adequate Procedures

• Whistleblower Policy

• Anti-Corruption / Anti-Bribery Policy


[08] Disciplinary and Termination of Employment Documentations and Procedures

• Identifying and Analyzing Misconduct

- Minor and Major Misconduct

o Deciding the severity of Misconduct

- Types of Misconduct

• Permitted Disciplinary Procedures

- Counseling (verbal and written)

- Show Cause (virtual or onsite)

- Warning (verbal and written)

- Principle of Natural Justice

o Section 14 (1) & (2) of the Employment Act 1955

- Domestic Inquiry Process and Procedures

o Charge Sheet o Notice of Domestic Inquiry

o Roles of various parties in the domestic inquiry

o Can Domestic Inquiry be conducted virtually?

• Termination upon Domestic Inquiry

• Acknowledgement of normal termination

• Minimum Retirement Age Act 2012

• Breach of Contracts

• Employment Act Section 15(2)

- Self-termination or Abandonment of employment

- Need Show Cause?

• Retrenchment or Termination of Employment

- Termination and Layoff Benefits Regulations 1980

- JTK compliance documentations


[09] Employment Trade dispute

• Constructive Dismissal

• Wrongful Dismissal

• Labour Court

• Industrial Relations Court

• Amendment to the Industrial Relations Act 1967






Serene Yap is a HR Trainer and Consultant. She has been involved in all aspects of human capital development and management for more than 20 years. She holds an MBA in General Management, is a certified NLP Practitioner by ISNS, Certified Master Class Trainer and a PSMB approved Trainer. Her industry exposure includes property development and management, hospitality, medical, manufacturing, oil and gas, construction sector and consultancy services. She has developed and conducted many HR programs covering both the Employment Act 1955, Sabah Labour Ordinance and Sarawak Labour Ordinance. Notable programs are Employer’s and Employee’s rights in HR Management, Developing HR policies, HR Documentations and SOPs, Behavioural-based Interview, and Managing Misconduct and Domestic Inquiry amongst others. Besides training, Serene also consults and has successfully carried out consultancy projects from HR Audit, Policies & Procedures and Employee Handbook; Retrenchment Strategy and Execution to HR Department Startup and HR Team Coaching over the years.



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