Tag: National Wages Consultative Council Act 2011

  • Substitution of Section 60k – Employment of Foreign Employee

    Substitution of Section 60k – Employment of Foreign Employee

    Latest Update: 16-5-2022

    1. The Employment (Amendment) Bill 2021 (“the Bill”) was presented on October 25, 2021.

    2. Dewan Rakyat approved the Employment (Amendment) Bill 2021 on March 21, 2022.

    3. Dewan Negara passed the Employment (Amendment) Bill 2021 on March 30, 2022.

    4. The Employment (Amendment) Act 2022 was gazetted into law on May 10, 2022.

    However, [As of 16-5-2022] the Act has not yet come into force.

    [In force means that the Act or the secondary legislation has the force of law.]

    1. 《2021年就业（修订）法案》（”法案”）于2021年10月25日在国会提交。

    2. 下议院于2022年3月21日批准了《2021年就业（修订）法案》。

    3. 上议院于2022年3月30日也通过了《2021年就业（修订）法案》。

    4. 作为立法，2022年5月10日，《2022年就业（修正）法案》在宪报上颁布。

    然而请注意，[截至2022年5月16日] 此法尚未生效

    [生效是指该法或次级立法具有法律效力]。

    1. Some of the most significant amendments suggested to the Employment Act 1955 as a result of the Employment (Amendment) Bill 2021 (“the Bill”) include Substitution of Section 60k – Employment of Foreign Employee

    👉 to introduce new requirements for the employment of a foreign employee

    1. 2021年劳工(修正)法案对《1955年劳工法令》提出的一些重要修正，包括取代第60K条 – 外籍雇员的雇用 👉 对雇用外籍雇员提出新的要求

    2. Therefore, Section 60K of the Employment Act 1955 is to be substituted with a new Section 60K.

    3. Employers will be required to file an application and obtain prior approval from the Director-General General of Labour (“DGL”) under the amendment, which gives the impression that the laws regulating the hiring of foreign workers will become more stringent.

    4. In the past, the only requirement that must have been met was for employers to notify the DGL of the particulars of the foreign workers they intended to employ.

    2. 因此，《1955年劳工法令》第60K条将被新的第60K条所取代。

    3. 根据修正案，雇主首先需要先提出申请并获得劳工部总监（”DGL”）的批准才能聘用外籍雇员，这给人的印象是规范雇用外国工人的法律将变得更加严格。

    4. 在过去，雇主通知劳工部总监（”DGL”）他们打算雇用外籍雇员的细节就是唯一的条件。

    5. The application from the employer will be conditioned on meeting specific requirements, including the following:

    • No outstanding matter relating to any decision, order or directive issued by the Act; or
    • No pending matter or case relating to any conviction for any offence under the Act, Employees’ Social Security Act 1969, the Employees Minimum Standards of Housing, Accommodation and Amenities Act 1990, or the National Wages Consultative Council Act 2011; or
    • The employer has not been convicted of any offence under any written legislation in regard to anti-trafficking of persons and forced labour.

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    5. 雇主的申请是否批准是限制于以下的条件:

    • 没有与《1955年劳工法令》所发布的任何决定、命令或指令有关的未决事项；或
    • 没有与《1955年劳工法令》、《1969年雇员社会保险法令》、《1990年雇员房屋、住宿和设施基本标准法令》或《2011年全国工资协商委员会法令》规定的任何罪行的定罪有关的未决事项或案件；或
    • 雇主没有被判定犯有任何有关打击贩运人口和强迫劳动的书面立法的罪行。

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    Employment (Amendment) Bill 2021 Series 2021年劳工(修正)法案系列

    1. Amendment of Section 2 – Interpretation [对第2条文的修正 – 定义] https://lnkd.in/eRjMe_Ha / https://lnkd.in/eGz7Z9Dx

    2. Amendment of Section 4 – Appeals [对第4条文的修正 – 上诉] https://lnkd.in/eP82B7WQ / https://lnkd.in/eEUfudPU

    3. – Amendment of Section 18A – Calculation of Wages for Incomplete Month’s Work [对第18A条文的修正 – 服务未满整个月的工资计算方法] https://lnkd.in/epj-4VjE / https://lnkd.in/er9JzqCU

    4. Amendment of Section 22 – Limitation on Advances to Employees [对第22条文的修正 – 对雇员预支薪水的限制] https://lnkd.in/emKmjpWe / https://lnkd.in/eTVDFdH7

    5. Amendment of Section 25 – Wages to be Paid through Financial Institution [对第25条文的修正 – 通过金融机构支付工资] https://lnkd.in/eB_XgrCF / https://lnkd.in/e6WfJ2yg

    6. Amendment of Section 25A – Payment of Wages other than through Financial Institution [对第25A条文的修正 – 通过金融机构以外的方式支付工资] https://lnkd.in/eUJMRs9R / https://lnkd.in/e3PhUw37

    7. Amendment of Section 33A – Information Relating to Supply of Employees [对第33A条文的修正 – 与雇员供应有关的信息] https://lnkd.in/eGFCfPZW / https://lnkd.in/ebCtvCu9

    8. Deletion of Part VIII on the prohibition on employing women in night work, underground work [ 删除第八部分关于女性从事夜间工作、地下工作等的任何禁止] https://lnkd.in/e3ktX8xi / https://lnkd.in/ee_i3eD7

    9. Amendment of Section 37- Length of Eligible Period and Entitlement to Maternity Allowance [第37条的修订 – 符合条件的时间长度和享受产假津贴的权利] https://lnkd.in/exxNvppY / https://lnkd.in/e6hiidfN

    10. New Section 41A – Restriction on Termination of Pregnant Female Employee [新的第41A条 – 对终止怀孕女雇员雇佣合约的限制] https://lnkd.in/e75Y3WRY / https://lnkd.in/eZs76yAr

    11. Amendment of Section 42- Restriction on Termination of Female Employee After Eligible Period [第42条的修订 – 对女性雇员在合格期限后 被终止合约的限制] https://lnkd.in/edk6mNSu / https://lnkd.in/ezfke64k

    12. Deletion of Section 44A – Application of this Part Irrespective of Wages of Female Employee [删除第44A条 – 无论女雇员的工资如何，本部分都适用] https://lnkd.in/eUbtB5ia / https://lnkd.in/egngtPPf

    13. Amendment of Section 57 – Termination of Contract [第57条的修订 — 合同的终止] https://lnkd.in/eFabDdsA / https://lnkd.in/ensjPPJJ

    14. Amendment of Section 57A – Employment of Foreign Domestic Employee [第57A条的修订 — 外籍家庭雇员的雇用]’ https://lnkd.in/eNfhVrUC / https://lnkd.in/e94QMAZB

    15. Amendment of Section 57B – Duty to inform Director-General of Termination of Service of Foreign Domestic Employee [第57B条的修订 – 通知总监终止外籍家庭雇员服务的义务] https://lnkd.in/eFyc27Wn / https://lnkd.in/eeggM_AN

    16. Amendment of Section 60A – Hours of Work and Working at Night [第60A条的修订 – 工作时间每周48改成45小时和夜间工作] https://lnkd.in/eHJwU4T5 / https://lnkd.in/eMaDPbtX 17. Amendment of Section 60C – Shift Work [第60C条的修订 — 轮班工作] https://lnkd.in/eRwwe6ie / https://lnkd.in/ev42tQky

    18. Amendment of Section 60F – Sick Leave [第60F条的修订 – 病假] https://lnkd.in/ektGrFZa / https://lnkd.in/euJUaheG

    19. New Section 60FA – 7-day Paternity Leave [新的第60FA条 – 7天陪产假] https://lnkd.in/e4jNjTdv / https://lnkd.in/ertbkK65

    20. Substitution of Section 60k – Employment of Foreign Employee [取代第60K条 – 外国雇员的雇用] https://lnkd.in/e_YEsZJD / https://lnkd.in/e_YEsZJD

    21. New Section 60KA – Termination of Employment of Foreign Employee, etc. [新的第60KA条 – 外国雇员的终止雇用等等] https://lnkd.in/ebBbEQFR / https://lnkd.in/ejCpzEmb

    22. Deletion of Section 60L – Director-General may inquire into Complaint [删除第60L条 – 总监可对投诉进行调查] https://lnkd.in/eiG7iSP8 / https://lnkd.in/eYjZDYSy

    23. New Part XIIC – Flexible Working Arrangement [新的第XIIC部分 – 弹性工作安排] https://lnkd.in/ewW8gxqi / https://lnkd.in/e-5CYfr6

    24. Amendment of Section 69 – Director General’s Power to Inquire into Complaints [第69条的修订 – 总监调查投诉的权力] https://lnkd.in/eDwVsqPw / https://lnkd.in/e97eY-fw

    25. Deletion of Sections 69B, 69C, 69D and 69E [删除第69B、69c、69D和69E条] https://lnkd.in/ek-T48M7 / https://lnkd.in/eu9BRFBF 25. New Section 69F – Discrimination in Employment [新的第69F条 — 就业中的歧视 ] https://lnkd.in/e6_-G8rZ / https://lnkd.in/eVjS9Q7S

    26. Amendment of Section 70 – Procedure in Director General’s Inquiry [第70条的修订 – 总监调查的程序] https://lnkd.in/e6_-G8rZ / https://lnkd.in/eVjS9Q7S

    27. Amendment of Section 73 – Prohibitory Order by Director General to Third Party [第73条的修订 – 总监向第三方发出的禁止令] https://lnkd.in/e6_-G8rZ / https://lnkd.in/eVjS9Q7S

    28. Amendment of Section 77 – Appeal Against Director General’s Order to High Court [对第77条的修订 – 对总监的命令向高庭提出上诉] https://lnkd.in/eqZbmb_h / https://lnkd.in/eEbjDkc3

    29. Amendment of Section 81F – Offence [第81F条的修订 – 罪行] https://lnkd.in/eqZbmb_h / https://lnkd.in/eEbjDkc3

    30. Deletion of Section 81G – Application of this Part [Sexual Harassment] Irrespective of Wages of Employee [删除第81G条 – 无论雇员的工资如何， 本部分 [性骚扰] 都适用] https://lnkd.in/eTsj62rE / https://lnkd.in/eJQFdzx7

    31. New Section 81H – Notice on Sexual Harassment [新的第81H条 – 关于性骚扰的告示牌] https://lnkd.in/ejyK7uCB / https://lnkd.in/eP8GYYNT

    32. Amendment of Section 82 – Service of Summons [第82条的修订 – 传票的送达] https://lnkd.in/eGMUvfca / https://lnkd.in/e22hZMhN

    33. Amendment of Section 84 – Jurisdiction [第84条的修订 – 管辖权] https://lnkd.in/eG-BXhAi / https://lnkd.in/e_gTbnbT

    34. Amendment of Section 86 – Saving clause as to Civil Jurisdiction of Courts [第86条的修订 – 关于法院民事管辖权的保留条款] https://lnkd.in/es6Qjq-A / https://lnkd.in/eHaCZbBK

    35. New Section 87A – Court Order for Payments due to Employee [新的第87A条 – 法院命令向雇员支付应付款项] https://lnkd.in/eTGFdrP6 / https://lnkd.in/eJ9ZRA4E

    36. New Section 90B – Forced Labour [新的第90B条 – 强迫劳动] https://lnkd.in/e_JXjVxf / https://lnkd.in/eq-VRqWU

    37. Deletion of Section 93 – Offences and Penalties Under Part VIII [删除第93条 – 第八部分规定的罪行和处罚] https://lnkd.in/eDu2qZeK / https://lnkd.in/ebPvZFP9

    38. Amendment of Section 99A – General Penalty [第99A条的修订 – 一般处罚] https://lnkd.in/euzRGshx / https://lnkd.in/ena5j6ZB

    39. New Section 101C – Presumption as to Who is an Employee and Employer [新条款101C – 关于谁是雇员和雇主的推定] https://lnkd.in/e2KX3QiB / https://lnkd.in/eFHjknmX

    40. Amendment of Section 102 – Regulations [第102条的修订 – 条例] https://lnkd.in/e8UxFucD / https://lnkd.in/e8PVAmeH

    41. Saving and Transitional [节约条款及过渡性] https://lnkd.in/ehife2BB / https://lnkd.in/ekQAtgmJ

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    19
  • The Minimum Wage is officially RM 1,500 from May 1 | 5月1日起最低工资RM 1,500

    The Minimum Wage is officially RM 1,500 from May 1 | 5月1日起最低工资RM 1,500

    What is the Malaysia Minimum Wage?

    102.1-P.U.A-140_2022-Minimum-Wages-Order-2022Download

    1. On 27 April 2022, the Minister, in the exercise of the powers conferred by section 23 of the National Wages Consultative Council Act 2011 [Act 732], Gazette the Minimum Wages Order 2022 [P.U. (A) 140].

    2022年4月27日，部长行使 2011年全国工资协商委员会法令 [第732号法] 第23条所赋予的权力，在宪报颁布了《2022年最低工资指令》[P.U.（A）140]。

    2. This Order shall not apply to a Domestic Servant as defined under subsection 2(1) of the Employment Act 1955 [Act 265], subsection 2(1) of the Sabah Labour Ordinance [Cap. 67] and subsection 2(1) of the Sarawak Labour Ordinance [Cap. 76]. 本指令不适用于《1955年劳工法令》[第265号法案] 第2(1)款、《沙巴劳工条例》[第67章] 第2(1)款和《砂拉越劳工条例》[第76章] 第2(1) 款所定义的家庭佣工。

    3. The Minimum Wage of RM 1,500 starting with the following two types of employers will come into effect on 1 May 2022 .:-

    a) an employer who employs five or more employees; and

    b) regardless of the number of employees employed, an employer who carries out a professional activity is classified under the Malaysia Standard Classification of Occupations (MASCO) as published officially by the Ministry of Human Resources.

    RM 1,500 的最低薪金将于2022年5月1日生效，首先针对以下两类型的雇主：

    a) 雇用5名或以上雇员的雇主；以及

    b) 从事人力资源部正式公布的马来西亚标准职业分类（MASCO）下的专业活动的雇主，无论其雇员人数多少

    4.1 The minimum wages rates payable to an employee with effect from 1 May 2022 shall be as follows:-

    自2022年5月1日起，应支付给雇员的最低工资标准如下:-

    4.2 If the employee is paid on a Daily Basis, the Minimum Wage will be as follows:-

    • a) 6 working days in a week – RM 57.69 per day
    • b) 5 days in a week – RM 69.23 per day
    • c) 4 working days in a week – RM 86.54 a day

    如果雇员薪金是按日薪 [Daily] 制，其最低工资标准如下：

    a) 一星期工作日为6天 – 一天最低工资 RM 57.69

    b) 一星期工作日为5天 – 一天最低工资 RM 69.23

    c) 一星期工作日为4天 – 一天最低工资 RM 86.54

    4.3 if the employee is paid on an Hourly Basis, the wage is not less than RM 7.21 per hour

    如果雇员薪金是按时薪 [Hourly] 制，其最低工资为每小时不少于 RM 7.21

    5.1 For Employers with less than 5 employees that do not carry out a professional activity classified under the Malaysia Standard Classification of Occupations (MASCO), the Minimum Wage of RM 1,500 will come into effect on 1 January 2023

    雇用5名以下雇员的非从事马来西亚标准职业分类（MASCO）规定的专业活动的雇主，RM 1,500 的最低薪金将于2023年1月1日生效

    5.2 For Employers with less than 5 employees that do not carry out a professional activity classified under the Malaysia Standard Classification of Occupations (MASCO), the Minimum Wage will be as per the Previous Order until 31 December 2022, i.e.

    a) Place of employment is in the City Council or Municipal Council area – RM 1,200

    b) Place of employment is located at Other than City Council or Municipal Council area – RM 1,100

    非从事马来西亚标准职业分类（MASCO）下的专业活动且员工少于5位的雇主，其最低工资将按照原有的规定，直至2022年12月31日，即：

    a) 经营场所在市议会或市议会区 [City Council or Municipal Council area] – RM 1,200

    b) 经营场所在非市议会或市议会地区 （Other than City Council or Municipal Council area）- RM 1,100

    6. In addition to the Minimum Wages Order 2022 [P.U.(A) 140/2022], I have also compiled a list of past Minimum Wage Orders and the Malaysian Standard Classification of Occupations which you can download at the bottom of this article

    除了 2022年最低工资指令 [P.U.(A) 140/2022] 外，我也为大家收集了过去的最低工资指令以及马来西亚标准职业分类，大家可以在文章结尾处下载

    Remark: 1) The Malaysia Standard Classification of Occupations (MASCO) is a national benchmark for the classification of occupations in the employment structure of the country. MASCO has been developed in accordance with the International Standard Classification of Occupations (ISCO) with changes and modifications to meet the needs of the country.

    MASCO lists down the descriptions and tasks as well as the code for each position listed.

    It contains ten categories of major groups, namely:

    Major Group 1: Managers

    Major Group 2: Professionals

    Major Group 3: Technicians and Associate Professionals

    Major Group 4: Clerical Support Workers

    Major Group 5: Service and Sales Workers

    Major Group 6: Skilled Agricultural, Forestry, Livestock, and Fishery Workers

    Major Group 7: Craft and Related Trades Workers

    Major Group 8: Plant and Machine Operators and Assemblers

    Major Group 9: Elementary Occupations

    Major Group 0: Armed Forces

    备注： 1. 国家统计局是根据马来西亚职业分类标准（MASCO），把职业分成10类：

    第1大类:: 经理人员

    第2大类: 专业人员

    第3大类: 技术人员和辅助专业人员

    第4大类: 事务支持人员

    第5大类: 服务和销售人员

    第6大类: 农业、林业、畜牧业和渔业的熟练工人

    第7大类: 工艺和相关行业工人

    第8大类: 工厂和机器操作员及装配工

    第9大类：初级职业 [Elementary Occupations]

    第10大类: 武装力量

    🌻🌻🌻🌻🌻🌻🌻🌻🌻🌻🌻🌻🌻🌻🌻🌻

    102.2-P.U.-A-5_2020-MINIMUM-WAGES-ORDER-2020Download
    102.3-P.U.-A-265_2018-MINIMUM-WAGES-ORDER-2018Download
    102.4-P.U.-A-116_2016-MINIMUM-WAGES-ORDER-2016Download
    102.5-P.U.-A-206_2014-INCOME-TAX-DEDUCTION-FOR-EXPENDITURE-IN-RELATION-TO-MINIMUM-WAGES-RULES-2014Download
    102.6-P.U.-A-165_2013-MINIMUM-WAGES-AMENDMENT-ORDER-2013Download
    102.7-P.U.-A-470_2012-MINIMUM-WAGES-AMENDMENT-ORDER-2012Download
    102.8-P.U.-A-214_2012-MINIMUM-WAGES-ORDER-2012Download

    Download MASCO_2020 [马来西亚标准职业分类(

    35
  • Minimum Wages (Amendment) Order 2022

    Minimum Wages (Amendment) Order 2022

    25.-Minimum-Wages-Amendment-Order-2022Download
    25.1-P.UA-14_2022Download
    25.2-P.U-A-5_2020Download

    1. On 20 January 2022, the Minister, in the exercise of the powers conferred by subsection 23(2) of the National Wages Consultative Council Act 2011 [Act 732], gazetted the Minimum Wages (Amendment) Order 2022 [P.U. (A) 14].

    2. While this amendment concerns the minimum wage, rest assured that

    👉 It is mostly a clarification of the terms “City Council or Municipal Council areas” and “Place of Employment.” 👉 Although it was recently reported that the minimum wage would be hiked to RM1,500, it now stands at RM1,200 / RM1,100.

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    1. 2022 年 1 月20日，部长在行使 2011年国家工资协商委员会法 [第732号法] 第23(2)条文所赋予的权力时，在宪报上颁布了 2022年最低工资(修正)指令 [P.U. (A) 14]。

    2. 虽然这项修订是跟最低工资有关系，但是大家请放心：

    👉 它主要是对于“市议会或市议会地区”以及“就业地点”的诠释，作出了修订

    👉 虽然最近传闻最低薪金将上调至 RM1,500，然而截至目前为止，最低薪金依然是 RM1,200 / RM1,100

    3. 加入我们的 Telegram – http://bit.ly/YourAuditor 🌼🌼🌼🌼🌼🌼🌼🌼🌼🌼

    11
  • Statutory Minimum Wages: Why Pay Raise is Important?

    Statutory Minimum Wages: Why Pay Raise is Important?

    146.-Statutory-Minimum-Wages-Why-Pay-Raise-is-ImportantDownload
    146.1-National-Wages-Consultative-Council-Act-2011-Act-732Download
    146.2-Sejarah-Gaji-Minimum-MalaysiaDownload
    146.3-The-Minimum-Wage-Order-P.U.-A-5-2020Download

    1. Malaysia put in place a minimum wage system in 2013, which affects all employees except for those who work in the home [domestic workers] – – http://minimumwages.mohr.gov.my/index.php/ms/

    2. Under the National Wages Negotiating Council Act 2011 (Act 732), the Council is required to review minimum wage orders at least once every two years. However, the Government may accept or reject the Council’s recommendations.

    3. In no time, another 2 years have passed and it is time to review the minimum wage system again.

    4. After the epidemic, the floods, and the need to comply with the Basic Standards of Housing, Accommodation Works, and Facilities for Employees Act 1990, employers have been in a state of disarray for some time. What will the government do this time? let us wait and see.

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    1. 马来西亚在2013年实施了最低工资制度，这影响到所有雇员，但家庭工人]除外 – http://minimumwages.mohr.gov.my/index.php/ms/

    2. 根据2011年国家工资谈判委员会法案（第732号法案），该委员会需要至少每两年审查一次最低工资令。当然，政府可以接受或拒绝委员会的建议。

    3. 转眼间，又是两年过去了，又到了再次审查最低工资制度的时候。

    4. 经历了疫情的影响，再加上水灾，同时又要遵循1990年雇员房屋、住宿和设施基本标准法令，雇主过去这一段时间，个个几乎灰头土脸的，政府这一次到底会怎样做了？让我们拭目以待

    5. 加入我们的 Telegram ✍️ http://bit.ly/YourAuditor

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