Day: June 20, 2021
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Staff Handbook – Retirement Policy
The Minimum Retirement Age Act 2012, which took effect on July 1, 2013, governs the minimum retirement age for Malaysian employees.
According to Section 4(1) of the Minimum Retirement Age Act 2012, an employee’s minimum retirement age is 60 years.
马来西亚雇员的最低退休年龄由 2013年7月1日生效的《2012年最低退休年龄法令》规定。
根据《2012年最低退休年龄法令》第 4(1)条，雇员的最低退休年龄应在雇员年满60岁时。
Disclaimer
The following templates are offered solely for educational and informational reasons：
✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.
✅ Before disseminating the policy to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).
✅ You must maintain open lines of communication with your legal counsel to obtain the attorney’s assistance in analyzing the terms of the policy in light of any potential legal ramifications.
免责声明
以下模板仅出于教育和提供信息的目的而提供： ✅ 请注意，即使这些材料是有帮助的，也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站，而每个企业都是独一无二的。因此，也建议你向你的律师或人力资源顾问查询，以确保你的法律解释和决定适合你目前的情况。
✅ 在向员工传播政策之前，强烈建议雇主事先让律师进行审查，尤其是如果该模板本身具有诉讼性质，有潜在的法律影响，并且对员工有个人影响（例如，安全程序）。 ✅ 你必须与你的法律顾问保持开放的沟通渠道，以获得律师的协助，根据任何潜在的法律影响来分析政策的条款。
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Termination of Employment Checklist
When an employee quits the company, this Termination of Employment Checklist should be used to confirm that the employer has completed all of the essential steps.
When an employee resigns, whether or not they are departing of their own decision, the Checklist should be completed.
1. 此终止雇用检查表/清单，应被用来确保雇主在雇员离开公司时，完成所有必要的程序。
2. 当每个员工辞职时，无论他们是否自愿离开，都应填写该清单。
3. 任何具有法律影响的书信文件，本质上就具有诉讼性，用人单位在执行前，强烈建议让律师审查。
👉 确保你与你的律师沟通，让律师审查书信文件的法律含义和适当的措辞。
Disclaimer
The following templates are offered solely for educational and informational reasons：
✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.
✅ Before disseminating the template to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).
✅ You must maintain open lines of communication with your legal counsel to obtain the attorney’s assistance in analyzing the contents of the template in light of any potential legal ramifications.
免责声明
以下模板仅出于教育和提供信息的目的而提供： ✅ 请注意，即使这些材料是有帮助的，也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站，而每个企业都是独一无二的。因此，也建议你向你的律师或人力资源顾问查询，以确保你的法律解释和决定适合你目前的情况。
✅ 在向员工提供模板之前，强烈建议雇主事先让律师进行审查，尤其是如果该模板本身具有诉讼性质，有潜在的法律影响，并且对员工有个人影响（例如，安全程序）。 ✅ 你必须与你的法律顾问保持开放的沟通渠道，以获得律师的协助，根据任何潜在的法律影响来分析模板的内容。
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Letter Enclosing a Settlement Agreement
This Letter Enclosing a Settlement Arrangement is a cover letter informing the employee that he or she is required to seek independent legal counsel regarding the agreement.
这封随和解协议而来的信是一封封面信 [cover letter]，通知雇员该协议需要独立的法律意见
Disclaimer
The following templates are offered solely for educational and informational reasons：
✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.
✅ Before disseminating the template to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).
✅ You must maintain open lines of communication with your legal counsel to obtain the attorney’s assistance in analyzing the contents of the template in light of any potential legal ramifications.
免责声明
以下模板仅出于教育和提供信息的目的而提供： ✅ 请注意，即使这些材料是有帮助的，也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站，而每个企业都是独一无二的。因此，也建议你向你的律师或人力资源顾问查询，以确保你的法律解释和决定适合你目前的情况。
✅ 在向员工提供模板之前，强烈建议雇主事先让律师进行审查，尤其是如果该模板本身具有诉讼性质，有潜在的法律影响，并且对员工有个人影响（例如，安全程序）。 ✅ 你必须与你的法律顾问保持开放的沟通渠道，以获得律师的协助，根据任何潜在的法律影响来分析模板的内容。
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Letter Placing an Employee on Garden Leave
Gardening leave is a protectionist measure used by an employer when an employee is terminated or when they tender their resignation and is instructed to stay away from work during the notice period, while still remaining on the payroll.
Once in effect, it often prevents the employee from being involved in any work activity for their current employer, and typically restricts them from either taking on another job or working for themselves.
“花园休假”（Garden Leave）是雇主在雇员被解雇或提出辞职时使用的一种保护措施，并被指示在通知期内远离工作，但仍在工资单上。
一旦生效，它通常会阻止雇员参与其当前雇主的任何工作活动，并且通常限制他们从事另一份工作或为自己工作。
Disclaimer
The following templates are offered solely for educational and informational reasons：
✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.
✅ Before disseminating the template to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).
✅ You must maintain open lines of communication with your legal counsel to obtain the attorney’s assistance in analyzing the contents of the template in light of any potential legal ramifications.
免责声明
以下模板仅出于教育和提供信息的目的而提供： ✅ 请注意，即使这些材料是有帮助的，也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站，而每个企业都是独一无二的。因此，也建议你向你的律师或人力资源顾问查询，以确保你的法律解释和决定适合你目前的情况。
✅ 在向员工提供模板之前，强烈建议雇主事先让律师进行审查，尤其是如果该模板本身具有诉讼性质，有潜在的法律影响，并且对员工有个人影响（例如，安全程序）。 ✅ 你必须与你的法律顾问保持开放的沟通渠道，以获得律师的协助，根据任何潜在的法律影响来分析模板的内容。
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Post-Employment Obligations and Restrictions
Contracts of employment for senior positions and sales positions frequently include restrictive covenants that control a former employee’s behaviour after their employment ends.
The next step for a Company is to send a former employee this Letter Enforcing Restrictive Covenants if the Company has reason to believe that the employee is acting in a way that violates the restrictive covenants that were previously agreed upon.
Further legal action may be required if this letter does not produce the desired result.
The ex-employee is asked to provide a written promise that they will not violate the restrictive covenants in this letter that is used for enforcing restrictive covenants.
The specifics of the alleged breach are outlined in this letter.
This written undertaking is required by a specific date, and the letter warns that legal action may be taken if it is not received by the designated date.
高级职位和销售职位的雇用合约，经常包括限制性条款，以控制前雇员在雇用结束后的行为。
如果公司有理由相信前雇员的行为违反了之前约定的限制性条款，那么公司的下一步就是向他发出这封强制执行限制性条款的信函。
如果这封信不能产生预期的效果，那么可能需要采取进一步的法律行动了。
前雇员被要求提供一份书面承诺，保证他们不会违反这封用于执行限制性条款的信件中的限制性条款。
这封信中概述了被指控的违反行为的具体细节。
这份书面承诺需要在一个特定的日期之前完成，信中警告说，如果在指定日期之前没有收到，可能会采取法律行动。
Disclaimer
The following templates are offered solely for educational and informational reasons：
✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.
✅ Before disseminating the template to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).
✅ You must maintain open lines of communication with your legal counsel to obtain the attorney’s assistance in analyzing the contents of the template in light of any potential legal ramifications.
免责声明
以下模板仅出于教育和提供信息的目的而提供： ✅ 请注意，即使这些材料是有帮助的，也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站，而每个企业都是独一无二的。因此，也建议你向你的律师或人力资源顾问查询，以确保你的法律解释和决定适合你目前的情况。
✅ 在向员工提供模板之前，强烈建议雇主事先让律师进行审查，尤其是如果该模板本身具有诉讼性质，有潜在的法律影响，并且对员工有个人影响（例如，安全程序）。 ✅ 你必须与你的法律顾问保持开放的沟通渠道，以获得律师的协助，根据任何潜在的法律影响来分析模板的内容。
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Termination of Employment without Settlement
When a dispute and settlement are reached in regard to wrongful dismissal or redundancy, and the parties negotiate a settlement without recourse to a Settlement Agreement, the Termination of Employment without Settlement Agreement Letter is issued.
如果争议和解决是关于不正当解雇或裁员，并且双方同意在不诉诸和解协议的情况下达成和解，则使用《无和解协议终止雇用函》。
Disclaimer
The following templates are offered solely for educational and informational reasons：
✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.
✅ Before disseminating the template to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).
✅ You must maintain open lines of communication with your legal counsel to obtain the attorney’s assistance in analyzing the contents of the template in light of any potential legal ramifications.
免责声明
以下模板仅出于教育和提供信息的目的而提供： ✅ 请注意，即使这些材料是有帮助的，也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站，而每个企业都是独一无二的。因此，也建议你向你的律师或人力资源顾问查询，以确保你的法律解释和决定适合你目前的情况。
✅ 在向员工提供模板之前，强烈建议雇主事先让律师进行审查，尤其是如果该模板本身具有诉讼性质，有潜在的法律影响，并且对员工有个人影响（例如，安全程序）。 ✅ 你必须与你的法律顾问保持开放的沟通渠道，以获得律师的协助，根据任何潜在的法律影响来分析模板的内容。
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Termination of Employment
Even though the employment contract or offer letter may say that either the employer or the employee may terminate the employment relationship at any time by providing notice to the other party, it is essential to note that the right to exercise this provision rests with the employee only.
The underlying rule of Malaysian labour law is that an employer cannot unilaterally terminate an employment contract by giving the employee one month’s notice or a certain number of months’ notice.
Suppose the employer cannot demonstrate that the termination is reasonable and justifiable. In that case, the company may eventually lose the case since this is something we have found to be the case in many instances heard before the Industrial Court.
即使雇佣合约 [Employment Contract] 又或者招聘信 [Offer Letter] 里面由注明，劳资双方可以通过给与对方通知 [Notice] 而终止雇佣合约。但是要注意的是，这项条款的行使权，只落在员工身上。
马来西亚的劳工法的潜在规则是，雇主是不能随意通过给与员工1个月，或某个月的通知，而单方面解除雇佣合约。
在工业法庭的审理案件中，我们也发现，除非雇主能够证明解除合约是合情合理的，否则一旦惹上官司，最终都是得作出赔偿。
Disclaimer
The following templates are offered solely for educational and informational reasons：
✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.
✅ Before disseminating the template to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).
✅ You must maintain open lines of communication with your legal counsel to obtain the attorney’s assistance in analyzing the contents of the template in light of any potential legal ramifications.
免责声明
以下模板仅出于教育和提供信息的目的而提供：
✅ 请注意，即使这些材料是有帮助的，也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站，而每个企业都是独一无二的。因此，也建议你向你的律师或人力资源顾问查询，以确保你的法律解释和决定适合你目前的情况。
✅ 在向员工提供模板之前，强烈建议雇主事先让律师进行审查，尤其是如果该模板本身具有诉讼性质，有潜在的法律影响，并且对员工有个人影响（例如，安全程序）。
✅ 你必须与你的法律顾问保持开放的沟通渠道，以获得律师的协助，根据任何潜在的法律影响来分析模板的内容。
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Exit Interview Form
Employers are not generally required to collect data regarding the reasons why employees leave their jobs; nevertheless, employers may use the information that is acquired in an exit interview to identify reasons for labour turnover and improvements the employer may make for the future.
一般不要求雇主收集有关雇员离职原因的数据；不过，雇主可以利用离职面谈中获得的信息来确定劳动力流失的原因和雇主未来可能做出的改进。
Disclaimer
The following templates are offered solely for educational and informational reasons：
✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.
✅ Before disseminating the template to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).
✅ You must maintain open lines of communication with your legal counsel to obtain the attorney’s assistance in analyzing the contents of the template in light of any potential legal ramifications.
免责声明
以下模板仅出于教育和提供信息的目的而提供：
✅ 请注意，即使这些材料是有帮助的，也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站，而每个企业都是独一无二的。因此，也建议你向你的律师或人力资源顾问查询，以确保你的法律解释和决定适合你目前的情况。
✅ 在向员工提供模板之前，强烈建议雇主事先让律师进行审查，尤其是如果该模板本身具有诉讼性质，有潜在的法律影响，并且对员工有个人影响（例如，安全程序）。
✅ 你必须与你的法律顾问保持开放的沟通渠道，以获得律师的协助，根据任何潜在的法律影响来分析模板的内容。
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Acknowledgement of Resignation
This Acknowledgement of Resignation Letter confirms the conditions of the employment termination, which may include working out the remainder of the notice period or receiving monetary compensation in lieu of notice.
这封辞职确认书确认了终止雇佣关系的条件，其中可能包括解决剩余的通知期或接受金钱上的补偿以代替通知。
Disclaimer
The following templates are offered solely for educational and informational reasons：
✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.
✅ Before disseminating the template to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).
✅ You must maintain open lines of communication with your legal counsel to obtain the attorney’s assistance in analyzing the contents of the template in light of any potential legal ramifications.
免责声明
以下模板仅出于教育和提供信息的目的而提供： ✅ 请注意，即使这些材料是有帮助的，也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站，而每个企业都是独一无二的。因此，也建议你向你的律师或人力资源顾问查询，以确保你的法律解释和决定适合你目前的情况。
✅ 在向员工提供模板之前，强烈建议雇主事先让律师进行审查，尤其是如果该模板本身具有诉讼性质，有潜在的法律影响，并且对员工有个人影响（例如，安全程序）。 ✅ 你必须与你的法律顾问保持开放的沟通渠道，以获得律师的协助，根据任何潜在的法律影响来分析模板的内容。
