Cuti Tahunan Akta Buruh
Apakah pekerja yang diliputi oleh Akta Kerja 1955? Semua pekerja yang mendapat gaji tidak melampaui RM1,500.00 se bulan, dan seseorang pekerja yang melakukan kerja manual tanpa mengira jumlah upah se bulan. Adalah pekerja dengan Kontrak Perkhidmatan. Apakah Kontrak Perkhidmatan? Sebarang perjanjian (sama ada lisan atau bertulis dan sama ada dinyatakan atau dibayangkan) di mana seseorang itu bersetuju untuk mengambil seseorang yang lain bekerja dan pekerja itu pula bersetuju untuk berkhidmat kepada majikannya sebagai seorang pekerja.
Pekerja ada hak mendapat dan menyimpan sesalinan Kontrak Perkhidmatan. Adakah Buruh/Pekerja Migran termasuk dalam Akta Kerja 1955? Ya, Pekerja Migran juga diliputi, dan boleh bergantung kepada Akta ini. Apakah jenis hak yang terkandung dalam Akta Kerja 1955?
Berbagai jenis hak pekerja termasuk jumlah jam kerja maksima, kerja tambah masa dan kadar pembayaran, cuti am berbayar, cuti tahunan berbayar, cuti sakit berbayar, gaji dan jenis potongan yang majikan dibenarkan buat, cuti salin dan faedah lain. Jika seseorang pekerja sudah menandatangani kontrak dengan majikan, bolehkan pekerja masih bergantung kepada Akta Kerja 1955? Rssb satsang. Ya, dia boleh. Jika hak yang terkandung dalam Akta Kerja adalah lebih baik daripada apa yang terkandung dalam Kontrak Perkhidmatan, pekerja berhak mendapatkan hak sapertimana tercatat dalam Akta Kerja 1955. Jika hak terkandung dalam Kontrak Perkhidmatan adalah lebih baik daripada apa yang terkandung dalam Akta Kerja, pekerja berhak menuntuk hak yang lebih baik sapertimana terkandung dalam Kontrak Perkhidmatan tersebut.
Apakah maksud “Waktu Kerja Biasa”? “Waktu Kerja Biasa” ialah waktu kerja seperti yang dipersetujui di antara majikan dan pekerja dalam kontrak perkhidmatan sebagai waktu-waktu kerja biasa dalam sehari. Waktu kerja biasa tersebut tidak boleh melebihi: 8 jam sehari tidak termasuk waktu rehat; 5 jam bekerja berterusan tanpa rehat sekurang-kurangnya 30 minit; dan 48 jam seminggu. Atas persetujuan bersama, pekerja boleh bekerja 9 jam sehari tetapi tidak boleh melebihi 48 jam seminggu. Apakah yang dimaksudkan dengan ‘kerja lebih masa’?
Kerja lebih masa bermakna bilangan jam kerja yang dilakukan melebihi masa kerja normal sehari. Apakah kadar bayaran kerja lebih masa? Kadar bayaran kerja lebih masa hendaklah sekurang-kurangnya seperti berikut: Pada hari kerja biasa, 1 ½ kali kadar gaji sejam untuk hari biasa.
Pada hari rehat, 1 ½ kali kadar gaji sejam untuk kerja hari rehat Pada cuti am, 1 ½ kali kadar gaji sejam untuk kerja pada cuti am. Adakah terdapat had kepada bilangan jam seseorang pekerja dibenarkan kerja lebih masa dalam satu bulan?
Seseorang pekerja tidak boleh dikehendaki bekerja lebih masa melebihi 104 jam dalam sebulan. Adakah wajib bagi kontrak perkhidmatan untuk menyatakan tempoh gaji? Berapakah tempoh gaji yang sepatutnya? Setiap kontrak perkhidmatan wajib menyatakan tempoh gaji yang tidak melebihi satu bulan. Sekiranya kontrak tersebut tidak menyatakan tempoh gaji tersebut, tempoh tersebut akan dikira sebagai sebulan. Bilakah gaji harus dibayar kepada pekerja-pekerja?
Gaji (selepas dibuat potongan-potongan seperti yang telah ditetapkan oleh undang-undang) dibayar tidak lewat dari hari ketujuh selepas tamat tempoh gaji. Majikan boleh memohon melanjutkan masa pembayaran gaji daripada Ketua Pengarah Jabatan Buruh Semenanjung Malaysia. Apakah potongan-potongan seperti yang telah ditetapkan oleh undang-undang? Ini adalah potongan yang dibenarkan saperti Kumpulan Wang Simpanan Pekerja (KWSP), sumbangan keselamatan sosial (SOCSO). Akta Kerja juga membenarkan pemotongan untuk mendapat kembali gaji terlebih dibayar yang telah dibuat dalam jangkamasa 3 bulan sebelum, dan untuk mendapatkan kembali apa-apa pendahuluan gaji yang telah diberikan, di mana jumlah ini tidak boleh melebihi nilai gaji satu bulan. Apakah jumlah potongan gaji yang dibenarkan oleh undang-undang?
Jumlah maksima potongan gaji yang dibenarkan adalah jumlah tidak melampaui separuh gaji yang harus diterima oleh pekerja bagi bulan tersebut. Pekerja harus dibayar sekurang-kurang separuh jumlah gajinya setiap bulan. Bilakah gaji harus dibayar kepada pekerja jika berlaku penamatan kontrak perkhidmatan? Gaji harus dibayar sebaik sahaja kontrak ditamatkan. Apakah jenis pekerjaan yang mana wanita dilarang melakukannya di bawah Akta? Jenis pekerjaan di mana seseorang wanita dilarang melakukannya adalah seperti berikut: i.
Kerja bawah tanah; ii.Bekerja di sektor perusahaan/pertanian di antara pukul 10.00 mlm sehingga 5.00 pagi tanpa pengecualian daripada Ketua Pengarah Buruh. Berapakah kelayakan cuti rehat bagi seorang pekerja yang diliputi di bawah Akta ini? Setiap pekerja adalah layak untuk mendapat cuti satu hari penuh bagi setiap minggu. Adakah sah dari segi undang-undang bagi majikan untuk meminta pekerjanya bekerja pada hari rehat?
What kind of rights are found in the Employment Act 1955? All kind of worker rights including maximum hours of work, overtime work and rates of payment, annual leave, paid holidays, paid sick leave, wages and what employer can lawfully deduct from the wage and maternity leave and benefits. If the worker has signed a contract with the employer, can the worker still rely on the Employment Act 1955?
If the rights contained in the Employment Act is better that what is provided in the contract, then the workers must be given the better rights. If the rights in the contract are better than what is in the Employment Act, then the worker can claim those better rights in the contract. What is the meaning of 'normal hours of work'? “Normal hours of work” means the hours of work as agreed between an employer and an employee in the contract of service to be the usual hours of work per day. The normal hours of work should not exceed: i.
8 hours a day excluding a period of rest; ii. 5 consecutive hours of work without a period of rest of not less than thirty minutes; and iii. 48 hours in a week. Upon mutual agreement, hours of work can exceed 9 hours a day but it cannot exceed 48 hours in a week. What does it mean by ‘overtime’?
Overtime means the hours of work carried out in excess of the normal hours of work per day. Generally, it is the worker who is last to be employed who will be first to be terminated. However, when it comes to migrant workers, section 60N of the Employment Act states that, 'Where an employer is required to reduce his workforce by reason of redundancy necessitating the retrenchment of any number of employees, the employer shall not terminate the services of a local employee unless he has first terminated the services of all foreign employees employed by him in a capacity similar to that of the local employee.' Burmese Injured in Malaysian Camp Riots By LAWI WENG Thursday, July 2, 2009 Eight Burmese detainees were wounded after a small riot broke out at the Semenyih Immigration camp near Kajang Township, in Malaysia on Wednesday. Speaking to The Irrawaddy on Thursday, Aung Lwin Oo, one of the detainees involved in the riot at the camp, said the trouble started at 8pm after camp authorities beat 30 detainees who were refusing to board a truck that was to take them to another camp.
The detainees began breaking up the walls of their rooms and throwing plates at security officers, demanding prison authorities release the 30 people who had been loaded onto the truck. The police used tear gas to break up the riot. “We are very angry after we heard they had beaten and forced fellow prisoners to get on a truck and be moved another camp.
When they came for them they said it was only to meet officials from the UNHCR United Nations High Commissioner of Refugees,” he said. Aung Lwin Oo was in hiding as he talked to The Irrawaddy by phone from the camp. Camp authorities ban the use of mobile phones. “On Tuesday, two Burmese detainees were also seriously beaten when they went to the clinic to ask for medicine. One detainee was beaten around the eyes,” Lwin Oo reported. “We don’t know if he will regain his vision because his eyes are filled with blood.
At the moment he can’t see,” he said. “The other detainee suffered cigarette burns on his body and is in serious condition now.” Yante Ismail, a spokesperson for the UNHCR based in Kuala Lumpur told The Irrawaddy, Thursday, that a group from UNHCR left for the camp that morning to investigate the riot. She said that she was unable to provide any further details on what happened at the camp. The Malaysian National News Agency announced on their Bernama website that no one was injured during the riot and that the situation was under control. According to Burmese rights groups in Malaysia, there are about 700 Burmese detainees at the Semenyih Immigration camp. They are accusing camp authorities of keeping people who have already served sentences in detention.
Roi Mon, a member of the Mon Refugees Organization based in Malaysia, said that inmates do not have enough food and water, and the camp is crowded because the authorities have refused to release detainees. Meanwhile, in its annual Trafficking in Persons Report 2009 released in June, the US State Department put Malaysia back on the Tier 3 blacklist for its record of abuse and exploitation of migrant workers. Malaysia joins 16 other countries including Burma, North Korea, Sudan and Zimbabwe on the blacklist. The report accused Malaysia authorities of deporting Burmese detainees to the Thai-Malaysia border and selling them to human traffickers, who then demanded ransoms for their release. If payments were not made, the victims would be forced to work as slave labor on fishing boats in Thailand and Indonesia, and women could be forced to work as prostitutes in brothels. Malaysian authorities have disputed the report’s conclusions.
According to the Kuala Lumpur-based Burma Workers’ Rights Protection Committee, about 500,000 Burmese migrants work in Malaysia, legally and illegally. It is believed that many of those arrested were sent back to Burma, while others are being detained or were released. A Thai police officer in Phop Phra told The Irrawaddy on Tuesday that many Burmese are coming to Thailand in the hope they can get new work permits, because a fresh registration of migrants in Thailand begins in early July.
The Thai government announced in June that the country needed some two million foreign workers for the multitude of jobs available, including those jobs known as the “3 Ds”—dirty, dangerous or degrading—which most Thai workers refuse. There are up to five million Burmese migrants living and working in Thailand, says the Migrant Assistance Program (MAP) in Chiang Mai. However, only 500,000 registered at the Thai Ministry of Labor last year.
The Thai government is currently offering new one-year work permits to those who registered last year. However, Jackie Pollock, a founding member of MAP, said that some migrants cannot afford to pay the 3,800 baht (US $112) fee for registration because they don’t have jobs due to the economic crisis in Thailand. Moe Swe, the head of the Yaung Chi Oo Workers Association in Mae Sot in Tak Province, said that many of the Burmese migrants in Mae Sot couldn’t afford to pay the registration fees due to poor wages.
Burmese workers generally get paid about 1,500 baht ($44) per month working at a factory in Mae Sot, he said. Thailand has recently tightened its border security to prevent an influx of Burmese migrants into the county. Meanwhile, in Chiang Mai, police have set up nighttime roadblocks as part of an ongoing campaign to crack down on Burmese migrants. Meanwhile, the Network of Action for Migrants in Malaysia and MAP Foundation in Thailand have called on the Malaysian and Thai governments to protect the rights of Burmese migrants and ensure that migrants can exercise their labor, social, cultural, economic and political rights. In a joint statement released last week, the groups called for a halt to unjust, discriminatory and unconstitutional policies on migrants. A report released by the US State Department in June claimed that Thailand had not complied with international labor laws and that Thai authorities frequently abused migrants’ rights.
NAMM is a network of groups that are working for the promotion and respect of worker rights and human rights, with a focus on migrants in Malaysia. NAMM emphasizes ACTION, and states clearly that this its work would be for the benefit of Migrants in Malaysia. NAMM is interested also in education,awareness raising, training and empowerment of people, of workers, and of migrants. NAMM is also an advocacy group determined to change policies and laws that will be more favourable to workers, including migrant workers. Email: psomwong@yahoo.com; easytocall@yahoo.com. In this blog, we do post statements made by others as we believe in the freedom of expression and opinion - but it should never be assumed that NAMM supports the positions taken or the facts relied on unless specifically stated otherwise.
Kelayakan Cuti Tahunan
SHAH ALAM – Majikan-majikan di sektor swasta dikehendaki membenarkan pekerja mereka menunaikan tanggungjawab keluar mengundi bagi Pilihan Raya Umum ke-13 (PRU13) pada 5 Mei 2013. Ketua Pengarah Tenaga Kerja Semenanjung Malaysia, Mohd Jeffrey Joakim berkata, majikan harus mengambil tindakan sewajarnya dengan memberi masa luang yang munasabah kepada pekerja yang mengundi berdekatan tempat kerja. Menurutnya, majikan perlu memberi pelepasan kepada pekerja yang perlu mengundi di tempat pengundian yang jauh dari tempat kerja dan menggantikan hari kelepasan tersebut dengan hari yang lain. “Selain itu majikan mestilah membenarkan mana-mana pekerja yang ingin balik ke tempat asalnya untuk membuang undi mengambil cuti tahunannya. “Majikan-majikan hendaklah merundingkan soal pemberian masa luang atau hari kelepasan yang digantikan dengan pekerja-pekerja yang terlibat. Dalam hubungan ini juga, pekerja adalah dinasihatkan supaya mengambil cuti tahunan bagi tujuan ini sekiranya mereka perlu balik ke negeri asal untuk mengundi,” katanya. Katanya, majikan diingatkan bahawa hak seseorang termasuk pekerja untuk mengundi adalah diperuntukkan di bawah seksyen 25 (1) Akta Kesalahan Pilihan Raya 1954.
Akta Pekerja Malaysia
“Majikan yang tidak mematuhi peruntukan itu boleh didakwa dan jika sabit kesalahan boleh dikenakan denda sebanyak RM5,000 atau penjara satu tahun,' katanya.