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DISCIPLINARY SYSTEMS AND TERMINATION OF SERVICE CHAPTER7

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Akim Suzuran

on 1 September 2014

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Transcript of DISCIPLINARY SYSTEMS AND TERMINATION OF SERVICE CHAPTER7

PROMOTION OF EMPLOYEES
Promotion is reassignment of an employee to a job at a higher level in the organization.

A disciplinary system must be fair.
When employees behave in an unacceptable manner, the are punished.

FIXED-TERM CONTRACTS
Fixed-term contracts expire at the end of the agreed time period.
POTENTIALLY PROBLEMATIC ISSUES
Transfer - is a lateral move of an employee from one job to another, or from one department to another, or from one site to another.

Managers must be trained on how to handle grievances.

DISCIPLINARY SYSTEM

the end
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DISCIPLINARY SYSTEMS AND TERMINATION OF SERVICECHAPTER7
PENALTIES FOR COMMIT MISCONDUCT

Oral warning
Written warning(s)
Suspension without pay
Demotion or downgrading
Dismissal
Employers transfer employees

To fill vacancies for experienced workers
To solve people problems
To provide training to employees
Employees may request transfer

For personal, non-work related reasons
To have an opportunity to learn
To overcome boredom
Criteria for Promotion
Seniority
Merit
An effective performance appraisal system is required to identify which employees are suitable for promotion.

GRIEVANCE HANDLING
Effect of unresolved grievances
Resignation of employees
Poor quality and quantity of work
Complaints from customer
Lowered productivity
Lowered profitability
GRIEVANCE PROCEDURES
A grievance procedure is a formal process for hearing and resolving employees’ complaints.
A grievance procedure will establish deadlines for each stage at which a grievance is heard.
Grievance should be settled at the lowest level possible.
Grievances handling requires:
Listening skills
Understanding of right of employees and employers
Counseling skills
Problem-solving skills
ABSENTEEISM
Workers who are regularly absent from work without permission granted in advance cause problems.
Employers must have system in place to reduce unauthorized absences.

Keep records
Have clear procedures
Take disciplinary action, when necessary
PENALTIES FOR ABSENCE

Employees may be punished for absence.
Employees within the scope of the Employment Act or Sabah/Sarawak Labor Ordinances:

Absence without leave for more than 2 consecutive days is a breach of contract for which employee may be dismissed.
Prior to any dismissal, proper procedures must be followed.
RESIGNATION
Employees have the right to resign without assigning any reason.
RETIREMENT
As of 2014, the minimum retirement age for employees is 60.
REDUNDANCY AND RETRENCHMENT

Redundancy occurs when an employer has excess employees.

Redundancy may be caused By:

Mergers and acquisitions
Restructuring
Financial problems
Changes in technology
To avoid retrenchment, employers could:

Freeze external recruitment and redeploy employees into any vacancies which arise.
Conduct a voluntary separation scheme (VSS).
Reduce costs.
Reduce wages if employees agree.
REDUNDANCY AND RETRENCHMENT

Procedures for Retrenchment

Consult the trade union and inform the workforce
Choose who to retrench
Provide outplacement services
Inform the Labour Department
Pay termination or retrenchment benefits
FRUSTRATION OF CONTRACT & DISMISSAL FOR
MISCONDUCT

Misconduct - Is any behavior which is in conflict with the employer’s interests.
Frustration - Of contract occurs when an employee is unable to perform the work for which he was employed because of reasons beyond his control.
DISMISSAL FOR MISCONDUCT

Carefully record any complaint of alleged wrongdoing.
Investigate the complaint thoroughly.
Charge the employee.
Hold a domestic inquiry.
prepared for:
PN. NORHAYATI OMAR
JBM1146A CLASS
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