Did Astro sack 60 staff with a 24-hour notice? Can it be done legally in Malaysia?

Rohaizad Mohamed, Senior Vice President of Broadcast and Operations, Astro Productions Sdn Bhd, said in an email,”All processes were followed and all affected employees were compensated and recognized for their years of service.”

Redundancies Are To Ensure Optimal Structure For Production Services, Says Astro Production

Redundancies Are To Ensure Optimal Structure For Production Services, Says APSB

KUALA LUMPUR, Feb 4 (Bernama) — The redundancies involving 52 Astro Productions Sdn Bhd staff (APSB) recently were necessary to ensure an optimal structure for the production services’ ongoing viability.

“All processes were followed and all affected employees were compensated and recognized for their years of service,” said APSB Senior Vice President of Broadcast and Operations, Rohaizad Mohamed in an email to Bernama, Wednesday.

He said APSB were committed to provide the affected employees with career transition support.

It was reported APSB had given 24-hour notice with three months salary as compensation for the staff involved on Jan 30.

According to a APSB Union member who wanted to be anonymous, the company’s action was in accordance with the Human Resource Ministry’s Department of Industrial Relation’s prerequisite as the staff had been given notice and fair compensation.

Former APSB employee, Abdul Halim Manan, 44, said the compensation offered to him was reasonable as he had worked with the company for 18 years.

Meanwhile Union Network International-Malaysia Labour Centre (UNI-MLC) president, Mohamed Shafie BP Mammal in a statement stated that the union had received the complaint and all the unions in APSB were discussing the matter with the Department of Industrial Relation to find a solution.



Astro firm cans 60 staff with 24-hour notice

Sixty workers from a subsidiary of satellite television provider Astro lodged complaints with the Labour Department after they were terminated with 24 hour notice.

Workers’ union UNI-Malaysia Labour Centre said the workers were called in and made to sign an agreement of termination and paid compensation immediately.

“Astro Productions Sdn Bhd’s move of terminating these workers without an explanation is uncalled for given that the firm has two registered workers’ unions.

“The workers should have been terminated in a more dignified maner and not sacked in such a cruel manner, given that some had worked for the firm for (close to) 20 years,” , said UNI-Malaysia Labour Centre president Mohamed Shafie Bp Mammal said in a statement.


Wednesday, April 25, 2012

Know your rights: Malaysia Employment Act 1955

Whether you are employer or employee in Malaysia, the Employment Act 1955 is a very important act related to your employment.

Below is a summary of some of the important points in that act:

  • The Malaysia Employment Act 1995 is applied to Peninsular Malaysia and Labuan only. For Sabah and Sarawak, they are governed by their respective Labour Ordinance.
  • Either party to a contract of service may at any time give a termination notice in writing, and the notice period shall not less than:
    • 4 weeks for employment less than 2 years
    • 6 weeks for employment between 2 to 5 years
    • 8 weeks for employment more than 5 year
  • The notice period above is minimum requirement, which can be longer in the actual employment contract, and is important for short notice compensation serving, especially when Voluntary Separation, Retrenchment, Early Termination, etc. occur.
  • Termination without notice nor compensation can happen in the event of any wilful breach by the other party of the employment contract.
  • Employer may dismiss, downgrade or suspend up to 2 weeks after due inquiry to the employee, on the grounds of misconduct or inconsistent in fulfilment of service.
  • Employee may terminate without notice when threaten by danger, voilence or disease.
  • Contract is deemed broken by employer if he fails to pay wages not later than the 7th day after the wage period.
  • Contract is deemed broken by employee if he has been continuously absent from work for more than 2 consecutive working days without prior leave from his employer, unless he has a reasonable excuse for such absence and has informed or attempted to inform his employer of such excuse prior to or at the earliest opportunity during such absence.



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