Compensation In Malaysia

Compensation for occupational injuries and diseases in Malaysia

In Malaysia, the worker in the private sectors who earns less than RM3000 a month are protected by the Employee's Social Security Act 1969 (ESSA 1969). They are covered under two insurance schemes; Employees' Injury Scheme and Invalidity Pension Scheme. To qualify for compensation from the Employees' Injury Scheme the workers must have been injured while commuting to and from work, commuting in the course of work, and while working, workers who develop occupational disease is also covered under this scheme. There is no age limit to this scheme, the insurance scheme will continue while the person is still working and contributing to the scheme. The list of compasable occupational diseases are listed in Fifth Schedule of the ESSA 1969 The second scheme is the Invalidity Pension Scheme where the workers is qualify for invalidity pension if he suffers from chronic diseases that makes him unable to earn more than 1/3 of his usual wages. This scheme only covers workers up to 55 years old. Other than the two schemes under ESSA 1969, individual who are protected under other insurance scheme can also apply for compensation. In this case the amount and quantum of payment will depends on the agreement between the insurance company and the insured party.

Quantum of Compensation

The amount of compensation to be paid to the insured person who was involved in an accident or from occupational disease depends on the degree of impairment. If there is no impairment sustained as a result of the occupational accident or disease then compensation would not be paid. However the medical and surgical cost for the treatment would be borne by the Social Security Organisation. The insurer needs to consult the Social Security Organisation on their entitlement for the medical and surgical treatment. For the "Employees Injury Scheme" under the ESSA the quantum is given in Second Scheduleof the ESSA. The Social Security Organisation have come up with the "Guidelines on Impairment and Disability Assessment of Traumatic Injuries, Occupational Diseases and Invalidity" since the Second Schedule only contained a limited list of impairment. The main purpose of the guideline is to be used as a guide for evaluating medical issues, diseases and the estimation of invalidity especially on issues that are not stated in the Second Schedule of ESSA. The amount to be paid depends on the assessment by independent medical assessor appointed under the ESSA. By Universiti Malaya This article has been connected with this link http://spm.um.edu.my/oeh/compensation/

Important Guidelines that will assist you in achieving your best compensation package.

•  Find out what the marketplace is paying for the position you are seeking.
•  Always attempt to negotiate an increase in any salary offer. If you cannot negotiate a higher salary then ask about the possibility of a three or six-month performance review with a merit increase based on performance.
• Other elements of an offer are also negotiable. This may include bonus, benefits, vacation time, automobile allowance, business expense reimbursement, draw against sales commissions, title, relocation expenses, tuition reimbursement, etc. You may have the ability to impact a number of components in your package beyond just the salary. Make sure you fully understand the entire package.
• Get the offer in writing so there is no misunderstanding. An offer that is not in writing is not a legitimate offer.
• Never reveal your current or previous income. Never tell the interviewer your desired or expected salary. Let them make you an offer. You will be in a stronger negotiating posture.
• Don’t attempt to negotiate an offer at the time it is extended, you will need time to consider it, talk with your spouse or other family members, and determine your best negotiating strategy.
• If you are asked to accept an opportunity which requires relocation, the company may offer a spousal transplacement program. This is an often overlooked negotiable benefit to assist the spouse of a transferred employee in achieving employment in the new marketplace.
•  When dealing with a salary or performance review, you should prepare a written summary of why you feel your performance merits an increase in salary. This summary should include a list of the top accomplishments you have had since your previous review. You should try to quantify your achievements wherever possible.
• A final thought. One of the major impediments to women advancing into senior management is their perceived reluctance to take risk. Most women appear to want all their facts in order before making crucial decisions. This is a conservative decision-making approach that may make you appear as indecisive. Women managers are usually seen as more sensitive and nurturing, but less assertive and competitive then men. Experts believe that if you are willing to act boldly, to be less cautious and more willing to take calculated risk you may have a far greater chance of achieving career-advancing, high level management opportunities. If you want to grow into senior management ranks you don’t want to be seen as the “nurturing mother,” but rather as the decisive, aggressive, risk-taker.

Benefits and Service Administration

From library and information specialists’ point of view, monetary compensation is an essential component in recruitment and retention process; but benefits are equally important and can often be the deciding factor in whether an individual accepts an offer or even stays. Switzer (2004) concludes that as the competition increases for library employees with the skills and knowledge that most academic libraries need, many libraries rely on their benefit packages to give them the leading edge. It is pertinent therefore that present day human resource specialists are well informed about the various benefits available so that they can adequately manage recruitment and employment. Academic institution typically offer a wide range of benefits to their employees; and as university employees, academic librarians are afforded the same institutional benefits as other university employee. These include retirement plans, medical care, sick and annual leave, sabbatical leave, study leave, maternity leave, child care, pension benefit, sponsorship to conferences and workshops, leave bonuses, on campus accommodation, and so on, which are referred to as university supported benefits. Libraries, in addition to these can also make some benefits available to its employees. The onus is on the human resource specialist who must be aware of benefits offered by other libraries to ensure that his library is not left behind. Some library supported benefits have monetary value while some have no financial impact. (Odunlade, R. O. 2012)

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