Industrial Relations Workshops

in conjunction with The 10th National Employment Law Conference



8 April 2014 - Tuesday


Overview of Employment Act 1955

Overview of Industrial Relations Act 1967

Overview of Trade Unions Act 1959

Probationers – Status and Rights

Understanding Misconduct

Handling Insubordination

Handling Absenteeism

Managing Late-Comers

9 April 2014 - Wednesday

Disciplining Poor Performers

Counseling Employees – An Overview

Conducting an Effective Domestic Inquiry

Handling Employees’ Grievances

Principles of Natural Justice


K. Jebaratnam has served in the Ministry of Human Resources for over 30 years in the Department of Labour and the Trade Unions Affairs Department. He was the Regional Director of the Department of Trade Unions for Selangor, Wilayah Persekutuan and Pahang before joining the private sector in 1995.

As an enforcement officer in the Ministry of Human Resources, he gained vast experience in enforcing the Employment Act 1955, Industrial Relations Act 1967 and Trade Unions Act 1959. He has conducted Labour cases, prosecutions and also provided advisory services to employers, employees and their respective trade unions.

As the Regional Director in the Trade Unions Affairs Department he was responsible for the registration and administration of Trade Unions as well as prosecution of errant Trade Union officers.

As a member of the MIHRM he has conducted various training programs on Labour legislations for DIPM and DIR course participants.

K. Jebaratnam is a certified trainer of the Pembangunan Sumber Manusia Berhad (Human Resources Development Fund).

After opting from the civil service in 1995, he served as the Industrial Relations Adviser to the Malayan Commercial Banks’ Association (MCBA), an umbrella body for all the commercial banks and the then finance companies in Malaysia. He was involved in successfully negotiating and concluding collective agreements with the National Union of Bank Employees (NUBE) and the Association of Bank Officers (ABOM). During his five years in MCBA, he has conducted training programs including in-house sessions for bank managers and officers on Employment Legislations and managing discipline at the workplace. During the consolidation of the financial institutions, he formulated guidelines to introduce Voluntary Separation Scheme (VSS) and Early Retirement Scheme (ERS) for implementation by member banks. During his tenure in MCBA, he was appointed to the Industrial Relations Panel of MEF, a high-powered body to advise the MEF Council on matters related to amendments to employment legislations.

He is currently providing consultancy and training services to several corporate clients. He has successfully conducted in-house training programs relating to Employment Legislations, Managing Discipline at the Workplace and Handling Domestic Inquiry for managerial and executive staff of MBf Finance Berhad (now AM Finance Berhad), Bank Simpanan Nasional, Bank Muamalat Berhad, Bank Islam Malaysia Berhad, Malaysia Airports Holdings Berhad, EON Bank Berhad, Protasco Berhad, Royal & Sun Alliance (M) Berhad, Cagamas Berhad and Westports (M) Berhad. He also conducts several public programs relating to the abovementioned topics.

He is currently a trainer for Executive Diploma students in Industrial Relations conducted by the MEF Academy.

K. Jebaratnam, with vast experience in the public and private sectors, provides practical and hands-on lively training sessions, which have received excellent feedback from MIHRM participants, bank managers and officers, as well as his corporate clients.

His command of the Employment Act 1955, Industrial Relations Act 1967, Trade Unions Act 1959, hands-on experience in handling employees in unionized environments, matters relating to termination of employment, conducting collective bargaining, domestic inquiry, grievance handling as well as implementation of VSS and ERS are added advantages for the achievement of human resource development of any progressive and dynamic organization.



10 April 2014 - Thursday

Re-evaluation of the Terms of an Employment Contract
• Ensuring contracts of employment reflect current trends and issues
• Relying on implied terms of employment
• Status of policies and procedures in an employment contract

Trends in Dismissal on the Grounds of Misconduct
• Factors which lead to employers losing cases at the Industrial Court
• Current role of the domestic inquiry

Managing Employees’ Performance and the Right to Dismiss when Performance is Unsatisfactory
• Managing probationers
• Dealing with poor performance
• Training managers how to help poor performers

Termination of the Employment Contract on Grounds other than Performance or Misconduct
• Frustration of contract
• Medical boarding out procedures
• Ending fixed-term contracts
• Forced resignation


Maimunah Aminuddin was a Professor in the Faculty of Business Management, Universiti Teknologi MARA, where she lectured for 34 years. She taught employment law and industrial relations to undergraduates and human resource management to post-graduates. She has also taught on MBA programmes at Universiti Selangor (Unisel) and Universiti Putra Malaysia (UPM). Maimunah is a Fellow of the Malaysian Institute Human Resource Management. Post-retirement, she is assisting the Institute of Labour Market Information & Analysis (ILMIA), a unit in the Ministry of Human Resources, edit and publish conference and journal materials.

She is the author of more than 15 books including Employment Law Manual for Practitioners (2013), Malaysian Industrial Relations and Employment Law (8th edition, 2013), Termination of Employment: Understanding the Process (2nd edition, 2013), and Human Resource Management (2nd edition, 2011). Maimunah regularly facilitates training programmes for human resource practitioners on topics relating to employment law, disciplinary procedures, and effective human resource management practices. She has written on-line materials for a number of websites including the National Human Resources Centre under the auspices of the Human Resources Development Fund (HRDF), and for the LabourLaw Box of CLJ Sdn Bhd.