马来西亚 劳工法令 迟到

◤知多点◢ 扣除迟到员工工资 雇主反而挨告兼罚款？

小编分享一宗在2018年的案例。，一家跨国公司因不了解我国劳工法 为惩罚迟到员工，擅自列条规扣除15名迟到员工总值45令吉94仙的工资。

孰料因此抵触法令，导致罚款7500令吉。

有关公司共面对15项控状，控状指该公司于2018年1月7日至3月7日期间，不合理扣除15名本地员工，介于2令吉22仙至4令吉2仙的工资，抵触1955年劳工法令第91(c)条文。

在上述条文下一旦罪成，每项控状可被判高达1万令吉罚款。

该公司自2016年在我国开始营业，拥有逾500名的员工，该公司表达扣薪是为了给予经常迟到的员工一个教训，避免影响公司运作，却不知已违法。

该公司在法庭上表示知错，并将退还所扣除的工资，即45令吉94仙予受影响的员工，他恳请推事给予每项控状200令吉罚款。

推事莫哈末依兹万最终宣判接传票人每项控状被罚款500令吉，总计7500令吉。

因此小编建议雇主们，遇到迟到的员工，请给予正确的处理程序，比如发出书面解释（show cause letter）要求解释，解释若不被接受再发出警告信。

如果员工继续重复以上行为，可以在发出最后一封警告信后展开内部听证会(domestic inquiry)，再决定是否解雇有关员工。

资料来源：

Wilson Kuek律师
Kuek, Ong & Associates | 郭汪律师事务所的法律文章:
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• 除了在1955年劳工法令第24条文所提到的（合法扣除)事项外，其它薪资扣除需要获得劳工部总监(Ketua Pengarah)的批准后才可扣除。
• 大部分的雇主倾向于在没有提出申请的情况下擅自扣薪，其实这将导致抵触1955年劳工法令第91(c)条文，罪成可被罚款最高马币1万令吉。
• 因此雇主若要实行减薪，必须先取得员工的同意，然后再填写表格提交劳工部。
• 若是想让员工因工作上的失误赔偿公司的损失，那么雇主需要通过民事诉讼的方式对员工提告。

1955年劳工法令第24条文（合法扣除）

1.除非以下事项，否则雇主不可扣除雇员的工资。

2.以下可以合法扣除薪水的事项:

• 雇主因错误多付给雇员最近三个月的工资;
• 扣除雇员在第13(1)条文（没有给予足够的离职通知）下须付给雇主的代通知金;
• 雇主通过扣薪收回在第22条下的薪水预支（没有抽利息）;
• 其他法律下所允许的薪水扣除。

3.以下的薪水扣除必须有员工的书面同意才可进行:

• 扣除为员工注册职工会的费用, 储蓄贷款，合作社的基金费，月捐，分期付款，贷款利息，或其他款项；
• 扣除用来购买雇主发售给雇员股份的款项。

4.以下之扣除，有雇员书面同意的同时，也必须有劳工部总监书面批准，才可进行 ：

• 扣除为雇员福利而成立的养老金计划的费用, 比如公积金。
• 扣除在第22条下预支给雇员（有抽利息）的薪水，以及相关的利息；
• 扣除代替雇员付给任何第三方的款项;
• 扣除向雇主购买物品的款项；
• 扣除在雇员要求下，或依照雇员服务契约所订，雇主所供给之住宿租金、服务费、食物和膳食费用。

5.除非劳工法总监满意雇主所安排的住宿、服务、食物或膳食，否则总监有权不批准在第24(4)(e)条文的款项扣除。

6.若雇员在由一九九三年合作社法令下营业的商店, 分期付款购买食品, 应用品, 或其他物品, 雇主可以在雇员书面要求下, 和征得商店经理同意之后, 合法扣除不超过分期付款的款额, 将有关款项交给商店经理用作还债。

7.即使在第24(2)，(3)，(4)和(5)条款另有规定，总监依然可以在雇主的申请下，在总监认为合适的情况，批准雇主向雇员扣除员工薪水，以用作其他用途。

8.雇主每个月扣除员工工资的总额，不可超过雇员每月工资的50％。

9.第(8)款注明的50％工资的限度, 不适用于以下情况:

• 雇员赔偿雇主在第13(1)条文下的代通知金；
• 从雇员最后工资，扣除雇员在服务契约终止时, 尚未清还的款项；
• 若得到总监的书面准许, 可以扣除房屋贷款, 从50%之限度加上25%的薪水。

Employment Act 1955

24. Lawful deductions

(1)No deductions shall be made by an employer from the wages of an employee otherwise than in accordance with this Act.

(2) It shall be lawful for an employer to make the following deductions—

(a)deductions to the extent of any overpayment of wages made during the immediately preceding three months from the month in which deductions are to be made, by the employer to the employee by the employer’s mistake;

(b)deductions for the indemnity due to the employer by the employee under subsection 13(1);

(c)deductions for the recovery of advances of wages made under section 22 provided no interest is charged on the advances; and

(d)deductions authorized by any other written law.

(3) The following deductions shall only be made at the request in writing of the employee—

(a)deductions in respect of the payments to a registered trade union or co-operative thrift and loan society of any sum of money due to the trade union or society by the employee on account of entrance fees, subscriptions, instalments and interest on loans, or other dues; and

(b)deductions in respect of payments for any shares of the employer’s business offered for sale by the employer and purchased by the employee.

(4) The following deductions shall not be made except at the request in writing of the employee and with the prior permission in writing of the Director General:

(a)deductions in respect of payments into any superannuation scheme, provident fund, employer’s welfare scheme or insurance scheme established for the benefit of the employee;

(b)deductions in respect of repayments of advances of wages made to an employee under section 22 where interest is levied on the advances and deductions in respect of the payments of the interest so levied;

(c)deductions in respect of payments to a third party on behalf of the employee;

(d)deductions in respect of payments for the purchase by the employee of any goods of the employer’s business offered for sale by the employer; and

(e)deductions in respect of the rental for accommodation and the cost of services, food and meals provided by the employer to the employee at the employee’s request or under the terms of the employee’s contract of service.

(5) The Director General shall not permit any deduction for payments under paragraph (4)(e) unless he is satisfied that theprovision of the accommodation, services, food or meals is for the benefit of the employee.

(7) Notwithstanding subsections (2), (3), (4) and (6) the Director General, on an application by an employer or a specified class orclasses of employers, may permit any deduction for a specified purpose from the wages of an employee or a specified class orclasses of employees subject to such conditions as he may deem fit to impose.

(8) The total of any amounts deducted under this section from the wages of an employee in respect of any one month shall notexceed fifty per centum of the wages earned by that employee in that month.

(9) The limitation in subsection (8) shall not apply to—

(a)deductions from the indemnity payable by an employerto an employee under subsection 13(1);

(b)deductions from the final payment of the wages of an employee for any amount due to the employer and remaining unpaid by the employee on the termination of the employee’s contract of service; and

(c)deductions for the repayment of a housing loan which, subject to the prior permission in writing of the Director General, may exceed the fifty per centum limit by an additional amount of not more than twenty-five per centum of the wages earned.

91. Any employer who—

(a) fails to pay the wages or indemnity due to any employee within the time prescribed in sections 19, 20 and 21;

(b) makes to any employee any advance of wages in excess of that permitted under section 22; or

(c) makes deductions from the wages of an employee other than such deductions as are authorized by section 24,

99A. General Penalty
Any person who commits any offence under, or contravenes any provision of, this Act, or any regulations, order, or other subsidiary legislation whatsoever made thereunder, in respect of which no penalty is provided, shall be liable, on conviction, to a fine not exceeding ten thousand ringgit.

延申阅读：解雇员工需要赔偿吗？

东方日报：擅自列条规扣迟到员工薪水 跨国公司触法被罚RM7500

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