Lawyerment Discussion Forum
The Malaysian Law Discussion Forum for All
Forum Home | Sign In | Sign Up | Search | Help | Lawyerment HomePost a New Message | Reply this Thread | Printer

Home / Malaysia Employment & Labor Law / Employment Law
OT - salary above RM1500 vs manual labour

New MessageOT - salary above RM1500 vs manual labour (modified 0 times) Happymisery
Dear all,

1. I am a lab technician in one of major foreign manufacturing company producing camera module. My job is to take images and process it to make datas. Is it considered as 'manual labour'?. I asked this to know whether I am entitled for OT even though my basic salary is above RM 1500. (As stated in the employment act that 'any person who 'irrespective of the wages earns in a month has entered into a contract of service with an employer and disengaged in manual labour', engaged in the operation of, mechanically propelled vehicles, one who supervises and oversees employees in manual labour)

2. The company claims their employee that work Overtime (even wage is below RM1500) will be paid in 'OT leave'. That is every 4 hours OT will be given a half day leave at any working day. Under what law, term or condition that the company can supersede the employment & labour law?

Hopefully one could give explanation into this matter since I believe that this matter happens in most manufacturing environment.


29 Jul, 2006 18:39:12

New MessageRE:OT - salary above RM1500 vs manual labour (modified 0 times) Stranger
Just a friendly comment to your posting.

The relationship between an employer and employee, I believe, is more intimate than just getting salary purely for work done. Winning an argument but losing the relationship may render the continue employment rather uneasy for both parties. In this mindset, I believe it makes sense for the parties to resolve the differences amicably or at least to get the positions of the parties identified. Apparently, you have not done so. There is nothing to stop you for asserting your preceived right by taking your matter to a proper forum for resolution after you have tried but failed to reach a solution with your employer.

30 Jul, 2006 19:32:48

New MessageRE:OT - salary above RM1500 vs manual labour (modified 0 times) Inspector
To answer your doubt simply and easily, you are entitled to OT.

Manual Labour in the Labour Law is categorised as any task that invovles the use of your physical strength to the extent of exhaustion in order to complete the job, such as Labourers and Domestic Maids.

The Employer may offer same amount of Recess Time, Time Off (Day Off Leave) as Substitute and in lieu of OT Wages.

31 Jul, 2006 12:12:13

Post a New Message | Reply this Thread | Printer | Forward
All times are MYT

Copyright © 1999-2015 All rights reserved

Privacy Policy | Terms Of Use | Contact | About Us | Advertising Opportunities
Disclaimer - Please Read Carefully

These Bulletin Board pages are intended as a public service primarily to allow non-lawyers and lawyers to share experiences and opinions with other non-lawyers and lawyers. They are NOT intended to be a source of advertising, solicitation, legal advice, self-promotion or disparagement. Lawyerment assumes absolutely no responsibility for postings or their content. Visitors may post questions, comments and replies without prior review by Lawyerment, but we reserve the right to delete any postings (in whole or in part) for any reason at any time.
However, the fact that a posting remains on site NEVER means that it has been approved or endorsed by Lawyerment. By making a posting you are agreeing that the material you post becomes the property of Lawyerment. Lawyerment is a unit of Magnificent Communication. Visitors should exercise great caution when reading this (or any other) Bulletin Board. Be aware that those who post messages may not be who they claim to be. Never to rely on any advice in legal matters except from an attorney you have retained to represent you and your interests. To locate and retain an attorney we suggest you visit our Lawyerment Lawyers' Directory.
Click here to visit for 1000's of answers to legal questions. Please read our Privacy Policy and Disclaimer & Conditions Of Use.
Copyright © 1999-2015 All rights reserved