Retrenchment in Malaysia: Employer’s Right?
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In this article, the authors evaluate the application of the principle Last in First Out (LIFO) in the case of retrenchment in Malaysia and assess to what extent the courts defend the prerogative of the employer to retrench his employee in case of redundancy.Abstract:
There are several ways to put a contract of employment to an end. One of them is by way of retrenchment. Termination of employment by way of retrenchment may be relevant when the employer restructures his business. The focus of this article is to evaluate the application of the principle Last in First Out (LIFO) in the case of retrenchment in Malaysia. This article will also assess to what extent the courts defend the prerogative of the employer to retrench his employee in the case of redundancy.read more
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Dissertation
Workplace dispute resolution in Malaysia : investigating conciliation claims for reinstatement
TL;DR: In this article, a large-scale study of workplace and tribunal level dispute resolution of claims for reinstatement in Malaysia is presented, which addresses the key issues of why workplace disputes fail to be resolved in-house and then, why they fail to resolve at conciliation.
Journal ArticleDOI
The Industrial Law and Right to Retrench in Malaysia from a Human Resource Management Perspective
TL;DR: The author suggests that retrenchment should not be viewed as a reactive but a proactive exercise, which begins with effective human resource planning aligned with the organizational strategic plan and needs be seen as a last resort when limiting recruitment, reduction in working hours, helping the employees workmen to find alternative employment, encouraging early retirement and other measures have been exhausted.
Corporate Rehabilitation: Informal Corporate Rescue Mechanisms for Troubled Companies in the United Kingdom and Malaysia
Ruzita Azmi,Adilah Abd Razak +1 more
TL;DR: In this article, the authors examined the informal rescue practices and mechanisms available to troubled companies in the UK and Malaysia and discussed some common rescue mechanisms that are discussed include sell-offs, management buyout (MBO), debt for equity conversion, retrenchment, redundancy as well as "workout" arrangements to restructure debts owed by companies to banks or creditors.
Book ChapterDOI
Business Sustainability from the Perspective and Management of Malaysian Retrenchment Laws
Dissertation
Relationship Between Organizational Rewards Satisfactions and Work Performance
Abstract: While performing their duties in an organization, an employee performance can be viewed through the provision of rewards, benefits, pay levels and pay for their administration It was called work performance The inquiry based on part-time students to master, in relation to the satisfaction of reward, it has 4 items, which pay level, benefit satisfaction has roughly three main items, namely training, health and rights, then there also raise satisfaction and salary administration It is because; this research title is aimed to determine the Relationship between reward satisfaction and work performance The objective of this study are; to examine relationship between pay level and work performance, to examine relationship between benefits and work performance, to examine relationship between raise satisfaction and work performance and to examine relationship between salary administrative and work performance A total of 138 questionnaires were distributed to 138 part time postgraduate students at UUM Campus KL and UUM Campus Sintok, Kedah by e-mail and only 116 questionnaires were returned for analysis Data were analyzed using both descriptive and inferential statistical analysis to interpret data Research findings revealed there was work performance existing among the respondents Significant values for each element in independent variable which the item of reward such as pay level, benefit, raise and structure The higher significant value of independent variables are work performance and item benefits, 0152 > 005 It does can refer from the Heneman and Schwab (1985) which are studied about the pay level, benefit, raise satisfaction and salary administrative For the individual’s pay level also play an important role in individual work performance and more substantial evidence which are reference for various pay and benefit combinations that are as a function of personal characteristic of employees There are including with the four dimensions of reward satisfaction; level, benefit, raise and structure (Heneman & Schwab, 1985)