Maternity leave

A numerous off-days which a woman is legally approved to be absent from work in the weeks prenatal and postnatal recovery phase after giving birth defines maternity leave. It is stated that at least 60 consecutive days of paid maternity leave were entitled to all female workers in Malaysia if they have worked at least 90 days with their current employers in four months leading up to their confinement period, except for exempted categories (Employment Act 1955) During the maternity leave, female workers are entitled to be provided with all relevant contractual benefits and paid with full salary as if they are in an active employment excluding the benefits that are tied to active work. The right to resume working upon their return from maternity leave is also protected

Child labour: the case study in Bangladesh

Child labour involves of person that age below than 17 years old. Child labour often happen in poor countries such as Bangladesh. In Bangladesh, the issue of child labour might be the biggest issue. Bangladesh come up with Bangladesh Labour Act (BLA) that did not allow any person age below from fourteen years old to work (Nawshin et al, 2019). One of the aim or purpose of this act is to prevent teen workers in order to get the proper payment of any work. This is because when organization use child labour, they might be paid at lower rate because children usually do not have much responsible in their family compared to teen workers. This indirectly cause an economic matter in a family

Issue of hiring a criminal

Hiring a criminal. Criminal refers to a person who has committed to the crime. In some other words, there is a crime that called as felony. Felony is a crime that classified as the most serious type of offenses such as fraud, physical harm or large scale of theft. Thus, hiring a criminal is defined as company wanted to hire a person who has criminal records background as an employee. Nowadays, criminal history is quite common in the country like USA, which has over 6.6 million people been under correctional supervision such as jail, prison and parole. According to Kurlychek, Bushway, & Denver (2019), employers were asked questions regarding to the criminal history and use various methods and sources to collect the criminal background information. In contrast, some companies would prefer to hire people who are nominated and found that prison record of felony convictions reduced the employer’s motivation to hire an employee (Griffith & Young, 2017). Thus, employers are making decision based on the criminal history and checks for the record to make the hiring decisions (Young & Ryan, 2019) even though the connection between the criminal records and the employment is still at the infancy stage (Griffith, Rade, & Anazodo, 2019). In recent years, the policy attention is focus on the employment for the people who has criminal background (Agan & Starr, 2017). Consequently, “Ban the Box” policies has created to revise when and how the criminal histories were disclosed to move forward to the fair chance of employment selection process (Griffith & Young, 2017) to prevent the inequalities of economics and racial problems (Agan & Starr, 2017)

Sexual harassment in context of Malaysia

Sexual harassment is a form of sex discrimination or unwelcome sexual action includes verbal or physical touch that can affect the individual’s employment, work performance and others including physical and mental health. Sexual harassment may occur in many condition or situation such as between opposite gender or with the same gender. The victim may be the superior, co-worker, an agent or to a non-employee (U. S. E. E. O. Commission, n.d.). Sexual harassment also not an action with interactivity, friendship or teasing that is mutually agreed (V. E. O. & H. R. Commission, n.d.). However, there are two types of sexual harassment, “quid pro quo” (this for that) and hostile environment. For “quid pro quo”, this occur when it is stated or implied that an individual must agree to conduct a sexual nature in order to get promotion. Other that, hostile environment occur when there is unwelcome action of a sexual nature create frighten, abusive working or threatening that can affect the individual’s ability to participate or perform their task (Center, n.d.)

Annual leave: the case of Taiwan and Malaysia

The definition of annual leave is allowing the organization’s employees to leave the number of hours or days of work within a year without any consequences. Depending on the employer’s policy, different working days may be provided and employees may be required to issue a certain amount of advance notice in advance, which may have to be coordinated with the employer to ensure adequate staffing during the absence of the employee and other requirements may have to be obtained satisfy. Today, most countries have a minimum paid annual leave in accordance with the law. This time off is paid by the company and employees can ask for time for any reason they wish to take the annual leave. Annual leave allows employees to take paid vacations so that they can rest regularly to rest and rejuvenate. Employees on regular vacations are more motivated and perform their work more effectively than those who are not on vacation. Because they have regular breaks, they are less prone to accidents and less likely to be under pressure, which means they can reduce their absence from illness

Drug and alcohol abuse at the work-place

Malaysia is the country that have strong legal control to the drug and alcohol among the Asia countries. Malaysia has prepared the guidelines that intended to provide guidance to employers and employees to prevent and respond to the issues from drug and alcohol use which to satisfy their obligations under the OSHA 1994. This action is to develop the prevention responses to the drug and alcohol issues in the workplace within Malaysia. There are many of issues that occurred in the workplace because the various forms of drug and alcohol that use by employees that effect their job performance when they are on duty especially operating machines such as alcohol, illicit drugs (heroin), non-predicate medicines (cough medicine) and others. Besides that, drug and alcohol abuse at the workplace may cause the risk injury of employees. Therefore, drug and alcohol use are totally prohibited in Malaysia and totally should be prevented in the workplace that can result in issues at work

LGBT inclusion at the workplace

LGBT represent to lesbian, gay, bisexual and transgender (Picture 1). These are the terms used to describe people's gender identity and sexual orientation. One's gender identify means that no matter one feels female, male or bisexual; no matter one's biological sex. Sexual orientation refer to an often enduring pattern of emotive, romantic or sexual attractions to men, women, or multi-genders. For example, heterosexual (men and women), homosexual (men and men/ women and women) or bisexual (both sexes)

The important and effect of transfer of employees

The transfer of employees is a procedure of level development of individuals starting with one position to another position and without involving significant changes in their obligations, skills needed, or remuneration. It is a type of interior versatility, where the worker is moved starting with one occupation them onto the next generally at an alternate unit, area and division. This can likewise be defined as an alteration in the activity inside the organization where the new position or occupation is considerably equivalent to the old as far as pay, responsibilities, and status (Abomeh, & Mohammed, 2016). The employee transfer can be brief or permanent one, and it is started by any of the two such as employer or worker

Cell phone at your workplaces

Digital technology has become an integral part of people life because of it always ask the people to gain a new information search and learn the new things such as they can communicate very well with another people at organization. The benefit of digital technology is there are most frequently used electronics tool among young people and workers (Colbert, Yee & George, 2016). They have good competency character in course among them and give positive feedback with technology by worker distribution. Then, it will give the company positive impact because of their skill and be comfort easier to achieve more of using technology. Then, it will help and give benefit to organizations because they can work well

The effect of performance appraisal system towards employee performance, employee motivation and employee satisfaction

Human resources management (HRM) practices such as performance appraisal system (PAS) will affect the employees in a positive and negative ways from the aspects of performance, motivation and satisfaction. Thus, the purpose of this research is to measure the level of employee performance, motivation and satisfaction and to determine the effect of performance appraisal system towards employee performance, motivation and satisfaction at ABC Sdn. Bhd. that located at Selangor. Quantitative research approach along with cross-sectional research design has been used to collect data from 177 employees in the target population through a self-administered and online platform. The return rate of this research from the respondents was 98.30%. The results of the current study provide empirical evidence on key issues related to PAS of employees at ABC Sdn. Bhd. Main finding of this research showed that the employee performance, motivation and satisfaction were in a high and moderate level and there is positive relationship between the performance appraisal system and employee performance (r=0.719), motivation (r=0.836) as well as satisfaction (r=683). This study also proved that performance appraisal system has significant effect towards employee performance (r2=0.508), motivation (r2=0.663) and satisfaction (r2=0.522). This research gives clear directions to stakeholders on the existing performance appraisal system for improvement of the employee performance, motivation and satisfaction at LSF or other private sectors