A fixed term contract means that an employee is hired on a fixed term basis. It is stipulated in his/her contract of employment that he/she will only be hired for a certain period of time, i.e. 1 year, 2 years, or after completion of a certain project.
The purpose of a fixed term contract is as such that when the contract expires, the employee is deemed terminated. Resignation or termination is not necessary.
Fixed term contract has to be genuine, i.e. both parties understand the purpose of such a contract, and that it would not be renewed after expiry of the said contract. In a recent case, an employee was terminated by the bank. The Industrial Court held that where the option to renew an employee’s fixed term contract upon expiry lies with the employer, then it is the sole discretion of the employer to elect to exercise that option. The issue of genuine fixed term contract was being scrutinized, and but the court is of the view that the question of dismissal does not arise and the employee’s tenure with the Bank had come to a natural end due to effluxion of time.
However, for an employee who has been terminated in this circumstances, he/she could tender evidence to show that the so-called “fixed term contract” has been renewed yearly and the said renewal evidence could lead to legitimate expectation that the contract will be renewed, and that the fixed term contract is actually a “permanent contract” to begin with.
It is germane to note that an employer ought to appoint a lawyer to draft the employment contract and/or review the said draft, to ensure that the company is in compliance with the employment law. It is advisable to only terminate the employee be it permanent or fixed term, only if there is a “just cause and excuse”.
For employee, if you have been terminated in your fixed term contract, please do not hesitate to appoint a lawyer to review your case to determine whether you have a case against the company.
Kontrak Berjangka Tetap
Kontrak berjangka tetap bermaksud bahawa pekerja diambil bekerja secara tetap. Di nyatakan dalam kontrak pekerjaannya bahawa mereka hanya akan digaji untuk satu jangka waktu yang tertentu, iaitu 1 tahun hingga 2 tahun, atau setelah menyelesaikan sesuatu projek.
Tujuan kontrak berjangka tetap adalah apabila kontrak itu tamat, pekerja dianggap diberhentikan. Pengunduran diri atau penamatan tidak perlu.
Kontrak berjangka tetap haruslah bersifat tulen, iaitu kedua-dua pihak memahami tujuan kontrak tersebut, dan tidak akan diperbaharui setelah tamat kontrak tersebut. Dalam kes terkini, seorang pekerja diberhentikan oleh bank. Mahkamah Perusahaan berpendapat bahawa di mana pilihan untuk memperbaharui kontrak berjangka tetap pekerja semasa tamat perkhidmatan adalah terletak pada majikan, dan majikan mempunyai kuasa mutlak untuk menggunakan pilihan tersebut. Isu kontrak jangka tetap yang tulen telah diteliti, tetapi mahkamah berpendapat bahawa masalah pemecatan tidak timbul dan masa kerja pekerja dengan Bank telah berakhir secara semula jadi dan telah di ketahui oleh kedua-dua pihak sewaktu kontrak di tandatangani.
Namun begitu, bagi pekerja yang diberhentikan dalam keadaan ini, jika dia boleh memberikan bukti untuk menunjukkan bahawa apa yang disebut sebagai "kontrak jangka tetap" tersebut telah diperbaharui setiap tahun dan wujud bukti bahawa kontrak itu akan terus diperbaharui di masa hadapan , maka dapat di simpulkan bahawa kontrak jangka tetap tersebut adalah sebenarnya satu "kontrak tetap".
Perlu diketahui bahawa seorang majikan harus melantik seorang peguam untuk menyediakan kontrak pekerjaan dan / atau menyemak draf tersebut, untuk memastikan syarikat itu mematuhi undang-undang pekerjaan.Juga di nasihatkan kepada semua majikan yang mahu memberhentikan pekerja sama ada pekerja tempoh tetap atau pekerja tetap, mereka mestilah mempunyai "alas an kukuh dan alasan tersebut adil"
Bagi pekerja, sekiranya anda telah diberhentikan dalam kontrak jangka tetap dan merasa teraniaya , anda di nasihatkan untuk mendapatkan khidmat peguam untuk menyemak kes anda bagi menentukan sama ada tindakan undang-undang boleh di bawa terhadap syarikat tersebut.
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