Скачать или смотреть Protecting the Rights of Probationary Employees: Lessons from a Landmark Case in Malaysia

Hello, I'm Mr Chin from CCS and thank you for watching this AI-created video clip.

Let's talk about whether or not a company can dismiss a probationer while they're still under the probationary period.

Probationary employees may not have the same rights as permanent employees, but the law still protects them.

In Malaysia, the Court of Appeal ruled that employees on probation have the same rights as permanent employees, and their services cannot be terminated without just cause or excuse.

This ruling was made in the case of Khaliah Abbas versus Pesaka Capital Corporation.

The Industrial Court awarded the claimant nine months of salary as compensation for wrongful dismissal during her probationary period.

Even though the High Court overturned the award upon the appeal of the company, the Court of Appeal reinstated the Industrial Court's decision, stating that employees on probation are covered by the Industrial Relations Act and are protected against discrimination and unfair labour practices.

Conclusion:

It is significant to note that probationary employees in Malaysia still enjoy legal protections and equal rights to those who are permanent employees.

The ruling in Khaliah Abbas v. Pesaka Capital Corporation established that employees on probation could not be terminated without just cause or excuse and are protected against discrimination and unfair labour practices.

Employers must ensure they have a good reason for dismissing an employee on probation and follow the proper steps to avoid legal problems and claims for compensation.

Employers should also familiarize themselves with the Industrial Relations Act 1967 to ensure compliance with labour laws in Malaysia.

Thanks for listening, and I hope you find our topic interesting.

大家好，我是 CCS 的陈老师，感谢大家观看这个由人工智能制作的视频短片。

我们来谈谈公司是否可以在试用期内解雇试用者。

试用期员工可能没有与正式员工一样的权利，但法律仍然保护他们。

在马来西亚，上诉法院裁定，处于试用期的员工拥有与永久员工相同的权利，没有正当理由或借口，不能终止他们的服务。

这一裁决是在 Khaliah Abbas 起诉 Pesaka Capital Corporation一案中作出的。

劳资争议法庭判给原告9个月的工资，作为她在试用期内被错误解雇的补偿。

尽管高等法院在该公司提出上诉后推翻了裁决，但上诉法院还是恢复了工业法院的裁决，指出试用期的雇员受《劳资关系法》保护，并受到保护，不受歧视和不公平劳动行为的影响。

结论:

值得注意的是，在马来西亚，试用期雇员仍然享有法律保护和与长期雇员平等的权利。

Khaliah Abbas 诉 Pesaka Capital Corporation 一案的裁决确定，在没有正当理由或借口的情况下，不能终止试用期的雇员，并受到保护，不受歧视和不公平的劳工做法影响。

雇主必须确保他们有充分的理由解雇试用期的雇员，并遵循适当的步骤，以避免法律问题和赔偿要求。

雇主还应该熟悉1967年的劳资关系法，以确保遵守马来西亚的劳动法。

谢谢你的聆听。