Employment Relations

Topics: Trade union, Employment, Collective bargaining Pages: 6 (1965 words) Published: August 2, 2013
Employee relations may be defined as those policies and practices which are concerned with the management and regulation of relationships between the organisation, the individual staff member, and groups of staff within the working environment. The objective of the policies and practices are to create •An effective mechanism for communication and participation •A safe and secure work environment

Commitment for the employer and motivation for the employees

Employment relationships are built on trust and the rights of both employee and employer. Each day, employees and employers work together to complete tasks and projects for businesses. Both employees and employers have very specific rights and responsibilities that are standard based on current labour laws, employment acts and trade union acts. Balancing these rights is extremely important to a fair and successful employment relationship. Employees who understand their rights and duties may reduce their risk of being mistreated by their bosses. Similarly, employers who are familiar with their obligations and allowances may manage more effectively. It must always be remembered that with every right there is an obligation. In other words the rights of the employee are the obligations of the employer and the rights of the employer are the obligations of the employee. In Malaysia, there are several laws that govern the relationship between employees and their employers. Among them are the •Employment Act 1955

Industrial Relations Act 1967
Trade Union Act 1959
Employees Provident Fund Act 1991
Employee Social Security Act 1969
Code of Conduct for Industrial Harmony 1975
The Workmen's Compensation Act 1952
Factories and Machinery Act 1967 and
Occupational Safety and Health Act 1994.

The Employment Act 1955 (Act 265) covers employees whose wages does not exceed RM1500 per month employed The act encompasses the commencement salary including other allowances, probation period, working hours, overtime payment or leave in lieu, annual leave or public holidays, sick leave or medical bills, employment provident funds, social security protection and notice of termination. The Industrial Relations Act 1967 provides for the regulation of relations between employers and workmen or employee and their trade union and the prevention and settlement of trade disputes. This Act is applicable throughout Malaysia and provides for the regulation of relations between employers and employees and the prevention and settlement of trade disputes. It emphasizes on direct negotiation between employers and employees to settle their differences and regulate their collective relationship and to settle any dispute arising thereon through mutually agreed procedures. The Industrial Relations Act 1967 also provides for matters relating to promotion, recruitment, dismissal, transfer, retrenchment, reinstatement allocation of duties and prohibition of strikes .When direct negotiation between employers and employees fails, this Act provides for speedy and just settlement of trade disputes by conciliation or arbitration. This Act also provides the power to the Ministry of Human Resources of Malaysia to intervene and to refer at any stage any trade dispute to the Industrial Court for arbitration. As stipulated in Employment Act 1955, the general employee of every organisation in Malaysia have the following rights: not to be unfairly dismissed or discriminated against, to be provided with appropriate resources and equipment, to have safe working conditions, to receive the agreed remuneration on the agreed date and time, to receive fair labour practices, to be treated with dignity and respect, to non-victimisation in claiming rights and using procedures, to leave benefits and other basic conditions of employment as stipulated in the employment contract. Rights of the employer consists of expecting the employee to deliver the agreed services and performance based on the...
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