EmpowerEmployee @MpowerMployee
“Bantu pekerja faham hak, lindungi diri & bina masa depan kerja yang lebih baik.” Joined November 2025-
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Apa hak pekerja tentang masa kerja yg anda tak tahu?
Sebelum nak hantar email tengok dulu ada nak kena bayar apa-apa penalti tak sebab tak report duty. Jadi sebelum decide mana-mana offer. Mintak LO dulu. Jika dah sign LO ada clause penalty maka berhati-hati yek.
Apa nak buat kalau kita dah terima tawaran kerja kat company A tapi ada offer yang better dari company B tapi tak tahu nak cakap macam mana kat company A. Of course email adalah cara paling mudah tapi phone call lebih efisyen. Gunakan skrip ni and olah-olah lah ikut kesesuaian
3. Ketiga hukuman tu setimpal tak dengan kesalahan yg dibuat. Atau terlalu berat dengan salahlaku. Mcm ni posting dibuat secara private bukan utk tontotan umum. Ini adalah post personal dia shj.
2. Ada pembelaan munasabah tak? Mcm dalam kes ni pekerja luahkan tak puas hati dengan perjalanan proses kerja. Apa yang diluahkan adalah perkara betul. Polisi syrkt mhkmh nampak terlalu ketat. Setiap pkerja ada hak bersuara. Cuma jgn jatuhkan reputasi syrkt.
2. Ada pembelaan munasabah tak? Mcm dalam kes ni pekerja luahkan tak puas hati dengan perjalanan proses kerja. Apa yang diluahkan adalah perkara betul. Polisi syrkt mhkmh nampak terlalu ketat. Setiap pkerja ada hak bersuara. Cuma jgn jatuhkan reputasi syrkt.
1. 3 perkara utk pekerja yg kena tuduh buat salahlaku. 1. Majikan bagi prosedur keadilan semulajadi. Hak utk bela diri. Hak utk dapat pertuduhan yang lengkap.
1. 3 perkara utk pekerja yg kena tuduh buat salahlaku. 1. Majikan bagi prosedur keadilan semulajadi. Hak utk bela diri. Hak utk dapat pertuduhan yang lengkap.
"Seorang bekas pramugara AirAsia dianugerahkan RM31,920 sebagai pampasan selepas Mahkamah Perusahaan mendapati pemecatan terhadapnya susulan hantaran peribadi di media sosial dibuat tanpa sebab atau justifikasi sah." bharian.com.my/berita/nasiona…
Cuma ini utk gaji bawah RM4k nak tuntut faedah penamatan. Jika gaji atas atau nak cabar penamatan tak sah. Boleh lapor ke Jabatan Perhubungan Perusahaan dalam masa 60 hari. Majikan kena buktikan penamatan tu dibuat dengan betul.
💼 Penamatan Kerja: Apa Hak Anda? 💼 Jika diberhentikan kerana penutupan syarikat, anda mungkin layak menuntut pampasan seperti gaji ganti notis, faedah penamatan, serta baki cuti dan gaji. Pastikan hak anda terjamin di bawah Akta Kerja 1955 atau Perjanjian Bersama. Layari
Kalkulator ini sangat membantu jika anda gaji bawah rm4k dan nak tuntut faedah penamatan di Jabatan Tenaga Kerja. Cuma jika kena tamat sebab dakwaan salahlaku? Atau kerja tak cukup 1 tahun. Buat laporan ke Jabatan Perhubungan Perusahaan
Jabatan Tenaga Kerja ada calculator khas untuk korang kira berkaitan gaji - jtksm.mohr.gov.my/ms/kalkulator/… Boleh kira: - OT - gaji ganti notis berhenti - gaji kalau kerja tak cukup sebulan - bayaran faedah penamatan kerja - & macam macam lagi
Over 500 probes launched against employers for labour law violations in 2025. It’s about time employees speak up and lodge reports when rights are denied. ⚖️ #EmpowerEmployee. Protect your dignity, #KnowYourRights. share.google/S5SFsPEkAAwg4O…
Rush akan berlaku bila ada aduan dibuat. Jika nampak ada pelanggaran buat aduan ke Jabatan Tenaga Kerja. Aduan adalah sulit. Identiti pengadu akan dilindungi.
Dahsyat ek kelmarin JTK, PERKESO, JKKP, KWSP dan PDRM buat rush kat satu gudang kat Klang. Banyak gila kesalahan majikan tu kantoi. Macam kena perbanyakkan lagi je rush macam ni. Baru majikan ni semua ada akai. Setuju tak?
Reminder for all employees & academics: Before posting or speaking publicly, check your company’s policy. If it’s your own view, say so. Speak responsibly, not recklessly. Freedom of speech ≠ freedom from consequence. #WorkplaceEthics #SocialMedia #EmploymentLaw
The International Islamic University Malaysia (IIUM) has expressed regret over a “misleading” statement made by one of its academics. IIUM stressed that the academic’s statement was a personal opinion and did not represent the university’s official position. Although the
Sejak 8 Mac 2024 telah diwujudkan tribunal bagi anti gangguan seksual. Tribunal adalah usaha dan bagi melindungi mangsa. Rujuk lanjut di sini:-intranet.kpwkm.gov.my/kpwkm/index.ph…
Not just that, there’s a woman like Sahariyani enabled that behaviour and called it humiliating to educate.
7. Key Learning Points Be aware that your social-media posts (even “private” ones) may be visible, shared, or screenshot. Avoid posts which intentionally or recklessly target your employer or the company’s reputation. Could this harm the company if seen publicly?
6/ Severity Severity is influenced by intent + impact + context. RHB: High severity — major reputational risk, strong employer response, public institution (bank) involved. Azizi: Lower severity — although language was abusive, the scale was smaller, no major external fallout.
5. Impact RHB: The post went viral, drew public attention, caused reputational damage for the bank. Azizi: The post remained within limited reach, minimal public reputational harm. The Court found “no grave repercussion” for the company.
4/ Intent RHB case: The post’s nature suggests more than casual venting; it can carry political and reputational risk. Azizi case: The posts were venting frustrations at work Lesson: The motivation behind the post matters. Was it internal venting or a public act of challenge?
4/ Intent RHB case: The post’s nature suggests more than casual venting; it can carry political and reputational risk. Azizi case: The posts were venting frustrations at work Lesson: The motivation behind the post matters. Was it internal venting or a public act of challenge?
3. Case B: Azizi v Asian Kitchen (M) Award No. 19/4-605/15 Azizi, posted insulting comments on Facebook about his superior. He was dismissed.But the Industrial Court found that although the posts were misconduct, they did not justify dismissal.
3. Case B: Azizi v Asian Kitchen (M) Award No. 19/4-605/15 Azizi, posted insulting comments on Facebook about his superior. He was dismissed.But the Industrial Court found that although the posts were misconduct, they did not justify dismissal.
2. Case A: RHB employee termination In 31 October 2025, RHB Banking Group revealed that an employee had posted a doctored image of the Prime Minister wearing an outfit with the Israeli flag. The bank says it has “zero-tolerance” for behaviour contravening its code of ethics.
2. Case A: RHB employee termination In 31 October 2025, RHB Banking Group revealed that an employee had posted a doctored image of the Prime Minister wearing an outfit with the Israeli flag. The bank says it has “zero-tolerance” for behaviour contravening its code of ethics.
Employee Social Media Conduct: Intent, Impact & Severity Let’s walk through two real-life Malaysian cases to highlight how social-media posts can risk employment and what employees must watch for.
Employee Social Media Conduct: Intent, Impact & Severity Let’s walk through two real-life Malaysian cases to highlight how social-media posts can risk employment and what employees must watch for.
When your social media profile is linked to your employer, freedom of speech under Article 10 comes with the responsibility to protect the company's interests
RHB Group has confirmed that an employee is no longer with the company after sharing an edited image of PM Anwar Ibrahim wearing an outfit with the Israel flag on social media. The employee has publicly apologised to the PM, admitting that she reposted an image created by
Setiap penamatan kena ada proses pertuduhan, hak pekerja bela diri dan hukuman setimpal. Banyak syarikat yang langgar step ini dan pkerja tuntut dekat Mahkamah Perusahaan
Hina pmx diberhentikan kerja. Kenapa madani zalim sangat?
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