describe malaysian employment law 1955?
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EMPLOYMENT CONTRACTS\nThe Malaysian Employment Act 1955 sets out the statutory minimum protection for Malaysian employees earning up to RM1,500 per month. These stipulations relate to, amongst others, notice periods, manner and timing of payment of wages, working hours, holiday, sick leave, maternity leave for female employees and overtime payments.\n\nWhere a contract of employment falls outside the ambit the provisions of the Employment Act (i.e. generally where the employee earns over RM1,500), the parties are generally free to contract on their own terms. Notice periods, holidays and payment of salary and other benefits will be dealt with in accordance with the contract of employment. Where no written provisions dealing with the notice of termination are provided, an employer will be obliged to give "reasonable" notice of termination. What constitutes reasonable notice will depend upon a number of factors including seniority and length of service.
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R.A. NO. 7641 – AN ACT AMENDING ARTICLE 287 OF P.D. 442, AS AMENDED, OTHERWISE KNOWN AS THE LABOR CODE OF THE PHILIPPINES, BY PROVIDING FOR RETIREMENT PAY TO QUALIFIED PRIVATE SECTOR EMPLOYEES IN THE ABSENCE OF ANY RETIREMENT PLAN IN THE ESTABLISHMENT (December 16, 1992)
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I highly recommend you to contact MATRADE (Malaysia External Trade Development Corporation) for the latest official stats and details. http://www.matrade.gov.my/index.htm \n\n7th Floor,\nWisma Sime Darby, Jalan Raja Laut,\n50350 Kuala Lumpur, Malaysia.\nTel: 603 - 2616 3333\nFax: 603 - 2694 7362 / 3\n\nYou can also contact MITI (Ministry of International Trade and Industry) of Malaysia. \n\nhttp://www.miti.gov.my/ \nBlock 10, Government Offices Complex, Jalan Duta, \n50622 KL, Malaysia \nTel no: 603-6203 3022 \nFax no: 603-6201 2337 \nEmail: webmiti@miti.gov.my\n\nAlso you may wish to check with Department of Statistics Malaysia (Jabatan Perangkaan Malaysia) http://www.statistics.gov.my\n\nBlock C6, Parcel C, Federal Government Administrative Centre,\n62514 Putrajaya, Malaysia.\nE-mail  jpbpo@stats.gov.my
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In Malaysia, there are no such laws.  The people here are very conservative and traditional when it comes to marriage..i.e. man and woman only.  There are homosexual couples, for sure, but they are no provisions for marriage for them.
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I highly recommend you to do primary research via questionnaire, formal interview, with the officers from the following establishment.\n\nMATRADE (Malaysia External Trade Development Corporation) for the latest official stats and details. \n\nhttp://www.matrade.gov.my\n7th Floor,\nWisma Sime Darby, Jalan Raja Laut,\n50350 Kuala Lumpur, Malaysia.\nTel: 603 - 2616 3333\nFax: 603 - 2694 7362 / 3\n\nYou can also contact MITI (Ministry of International Trade and Industry) of Malaysia. \n\nhttp://www.miti.gov.my/ \nBlock 10, Government Offices Complex, Jalan Duta, \n50622 KL, Malaysia \nTel no: 603-6203 3022 \nFax no: 603-6201 2337 \nEmail: webmiti@miti.gov.my\n\nAlso you may wish to check with Department of Statistics Malaysia (Jabatan Perangkaan Malaysia) \n\nhttp://www.statistics.gov.my\nBlock C6, Parcel C, Federal Government Administrative Centre,\n62514 Putrajaya, Malaysia.\nE-mail jpbpo@stats.gov.my\n\nAs for Singapore and Hong Kong, do the same by seeking help from their respective economy and trade ministry and statistic departments. YOU CAN NEVER get all this information online. Doing research online is ALWAYS classified as secondary research.
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Jabatan Imigresen Malaysia has detail info on this..\n\nU may visit \nhttp://mm2h.motour.gov.my/
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Try Title TITLE VII(EQUAL EMPLOYMENT OPPORTUNITY ) of Civil rights act of 1964.\nat:\n\nhttp://usinfo.state.gov/usa/infousa/laws/majorlaw/civilr19.htm
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a state in Malaysia..google it for more info
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Employee Retirement Income Security Act of 1974 \n\n(Hope that helps)
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u can try this links:\n\nhttp://agrolink.moa.my/moa1/newspaper/alamsekitar/\nwww.doe.gov.my\nhttp://agrolink.moa.my/did/ didkedah/pmerdeka.html\nwww.hmetro.com.my/Current_News/HM/\nhttp://myschoolnet.ppk.kpm.my\nwww.jas.sains.my\nhttp://sabah.edu.my\nwww.mns.org.my/ e-tutorial/aktiviti_4.htm\nwww.prn2.usm.my/.../ bulletin/2002/penawar40.html\nhttp://www.kjc.gov.my/malay/penerbitan
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try this site, it should help.\nhttp://www.manilatimes.net/national/2005/dec/30/yehey/opinion/20051230opi5.html
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try going to your local department of labor and ask. better yet if you know a labor law teacher(he/she should also be an attorney by profession) in your college or university, why not approach him/her and ask...else, look for it in the Supreme Court Reports Annotated (SCRA) in the public library or university library...
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what kind of social customs you are referring to? malaysia is populated by malays (majority), followed by chinese, indians & etc...\nhowever, they followed mostly islamic's laws, but more relaxed & democratic.
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http://www.skorcareer.com/malaysia-eng
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Employment Law is a very complicated field of law. It is also very misunderstood. \n \nEmployment law in the United Kingdom\n============================\nDuring much of the Nineteenth century the employment contract was based on the Master and Servant Act of 1823, designed to discipline employees and repress the 'combination' of workers in Trade unions.\n\nEmployment Law in the United Kingdom has developed rapidly over the past forty years, due to a historically strong Trades Union movement and to the United Kingdom's membership of the European Union. In its current form, it is largely a creature of Statute, (Acts of the UK Parliament) rather than Common Law.\n\nLeading Employment Law Statutes include the Employment Rights Act 1996, the Employment Act 2002 and various legislative provisions outlawing discrimination on the grounds of sex, race, disability, sexual orientation, religion and, from 2006, age.\n\nUnusually for UK legislation, the operation of the Employment Law system is broadly similar across the whole of the UK. There are some differences in the common law between England & Wales and Scotland and, in addition, Northern Ireland has extra anti-discrimination legislation.\n\nSummary of Internal Employer's Process\n==============================\nAfter the employer's own processes, such as disciplinary hearings and internal appeals, have been exhausted, employment law cases usually start by the aggrieved employee presenting a complaint to an Employment Tribunal (ET). These (as Industrial Tribunals) were set up under the 1964 Industrial Training Act, although they now have a substantially greater role and do count as courts. They have sometimes been referred to as industrial juries.\n\nNorthern Ireland offers a Fair Employment Tribunal and an Industrial Tribunal. These are administered by OITFET - the Office of the Industrial Tribunal and the Fair Employment Tribunal.\n\nAs from 1st October 2004, both employers and employees will be required to follow a statutory dispute resolution procedure when effecting dismissals or dealing with grievances. A failure by the employer to follow the procedure results in the dismissal being automatically unfair and an enhancement in any compensation payable to the employee. A failure by the employee in following the procedure results in a possible bar to bringing tribunal claims or a reduction in any compensation payable.\n\nSummary of Tribunal Process\n======================\nGenerally speaking a tribunal will hear specific complaints about an aggrieved party being deprived of their rights, including (but not limited to) unfair dismissal.\n\nIn short, a claim is submitted, a response is required by a certain deadline, any preliminary issues are dealt with at a case management conference or a pre-hearing review, a period of time is allowed for ACAS (UK) or the LRA (NI) to explore settlement options, and then the tribunal orders are sent out after the ACAS conciliation period has expired leading to a full merits hearing of one or more days. Complex cases that are not resolved in one day are carried over to a remedy hearing at a later date to discuss the award only. A judgment is then sent out with the parties given 14 days to ask for written reasons behind the decision (unless they ask on the day).\n\nComplaints to Tribunal and Time Limits\n============================\nA complaint of unfair dismissal can only be made where there has been a dismissal, so that there is no general right to complain of unfair treatment. An employee may, however, complain at any time that they consider a statutory 'employment protection' right has been infringed. Where this takes place in connection with a dismissal an employee may combine this with their complaint against the dismissal.\n\nExcept where no qualifying time limit applies (as in the case of 'statutory rights') an employee needs to have worked for their employer for a least a year in order to make a complain
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http://www.lawlink.nsw.gov.au/lrc.nsf/pages/R75CHP11
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Here's the book, you'll have to read the pages for yourself.\n\nhttp://www.legislature.mi.gov/(tewjvp552nyjgviws4tcwc55)/mileg.aspx?page=GetMCLDocument&objectname=mcl-Act-62-of-1956