Effective Employee Relation Management and Domestic Inquiry For Leaders 🔗

Introduction

Section 14(1) of the Malaysian Employment Act 1955 mentions that a “due inquiry" must be carried out before any disciplinary action is taken on the grounds of misconducts, breach of contract and poor performance. The sad reality today is most employers do not carry out any DI or use the DI as a formality before terminating employees. Reviews of Malaysian industrial court awards, shows that the validity of the domestic inquiry is always questioned and in most cases is rejected in court due to the DI being conducted as formality. In good employee relations management practices, domestic inquiry shall be the last step to consider if all other avenues and intervention have been exhausted. Come join us for this two-day training program and learn how you can effectively manage all types of employee related issues in professional manner and the same time maintain industry harmony. This program was designed to provide participants good knowledge and understanding regarding planning and conducting an effective Domestic Inquiry.