This Emergency Leave Policy, which is also referred to as Time off for Dependants, is intended to comply with and, if necessary, surpass the rights allowed to employees by law when taking time off to cope with an unexpected emergency.
This policy is also known as Time off for Dependants.
During the epidemic of the coronavirus, there may be a rise in the number of people asking for Emergency Leave.
Everyone who has a contract of employment, regardless of whether they work on a part-time or full-time basis, has the right to paid time off in order to care for dependents, with the exception of those who serve in the armed forces, police, or security services.
This policy will help to guarantee that employees have access to the paid time off that they are legally entitled to receive from their employers in the event of an emergency.
However, it is important to highlight that the right only extends to dependents, therefore it does not cover issues such as problems with pets or property. This restriction is important to keep in mind.
1. 万一员工的父母或家属、子女生病需照顾，劳工法是如何规定请假的呢？
- 马来西亚的劳工法并没有规定。公司、用人单位或老板应当本着人性化的精神给与合理安排。
- 除非在雇佣合约或集体协议 [Collective Agreement，供职工会之用] 中另有规定，否则雇主没有义务在员工休假期间支付工资或福利
2. 马来西亚的劳工法是否有着独生子女照顾生病父母的规定呢？
- 马来西亚的劳工法无此规定。
- 很遗憾的说声，这属于员工个人事务，不属于劳工法管辖范畴内。
- 员工要么请带薪年休假 [Annual Leave]，要么请事假 [Emergency Leave]，要么和单位协商停薪留职 [Unpaid Leave]，要么就主动辞职 [Resignation]。
3. 亲人病重住院，我请假去照顾可以算病假吗？可以请假并享有工资吗?
- 👉 这样是不可以请病的，你的亲人生病与雇佣你的公司一点关系都没有。
4. 如果员工的亲属生病了，他可以申请倍护吗？这样会扣发工资的吗？
- 👉 这就要看你公司的《照顾家属的紧急假政策》了
5. 《照顾家属的紧急假政策》（也称为“家属休假”）主要的目的是为了：
- 👉 应对不可预见的紧急情况时
- 👉 公司赋予员工的权利。
- 👉 尤其是在冠状病毒爆发期间，对紧急请假的请求可能会增加。
6. 在此《照顾家属的紧急假政策》下，每个有着雇佣合约 [contract of employment] 的员工:
- 👉 无论是兼职还是全职 [whether they work on a part-time or full-time basis]，
- 👉 都可以享受家属休假的权利，
- 👉 当然，某些特定性质工作，比如：警察，武装部队或安全部门除外。
7. 这项《照顾家属的紧急假政策》：
- 👉 将有助于确保雇主在紧急情况下，为工人提供休假的权利。
- 👉 但是，必须指出，这项权利，仅适用于家属，因此不适用于宠物。
8. 这项《照顾家属的紧急假政策》的条款，包含：
- 简介 [Introduction]
- 规定 [Provision]
- 谁被视为家庭成员？ [Meaning of “Dependant”]
- 提前通知和请假 [Advance Notice and Extended Leave]
- 雇员的权利 [The Employee’s Rights]
- 滥用 [Misuse of the Right to Time Off]
- 与其他政策的关系 [Relationship with Other Policies]
- 被公司拒绝申请休假和投诉 [Refusal and Complaints]
- 个人数据保护 [Data Protection]，依据马来西亚的《2010年个人资料保护法令》（Personal Data Protection Act 2010）
9. 谁被视为家庭成员？公司也可以给予列明，一般上家庭成员可以包括： 👉 配偶、同居伴侣或相互依存的成年人伙伴
👉 子女（及其伴侣/配偶）
👉 当前或以前的寄养子女（及其伴侣/配偶）
👉 当前或以前的被监护人（子女）
👉 父母、 继父母和/或当前及以前的监护人（及其伴侣/配偶）
👉 当前或以前的养父母
👉 兄弟姊妹、同父异母或同母异父的兄弟姊妹、 继兄弟姊妹（及其伴侣/配偶）
👉 孙子孙女、 继孙子孙女（及其伴侣/配偶）
👉 祖父母、继祖父母
👉 姑姨、叔舅、 继姑姨、 继叔舅（及其伴侣/配偶）
👉 侄子、侄女（及其伴侣/配偶）
👉 此人与员工虽无血亲关系但被视为与其关系密切的亲属
10. 对于`上述（9），建议公司作出特别注明
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。
