Situation 1

Hi,

If the employee start work on 01/01/21 and his confirmation is on 01/04/21, how many
days annual leave he will entitle for the year 2021?

Situation 2

Hi,
I have worked in a small company for almost a year, 9 months to be exact. It is a family
friend's company. So when I started working, I didnt fill up any form nor was I given
any letter of any kind. All agreements were made verbally and nothing is in black and
white. Basically if I leave the company today there is no record of me working here
except for my punchcards. So there are no forms, offer letter, letter of agreement or
anything like that. The company also don't have any medical benefits, epf, socso and
etc.

Now, my problem is. I would like to resign because of family issue that forces me to give
a short notice. By law, am I supposed to give a 1 month notice or am I allowed to resign
24hours notice?

Situation 3

Explain what do you understand with this Section 60 ©

60E. (1) An employee shall be entitled to paid annual leave of :

(a) eight days for every twelve months of continuous service with the same employer if
he has been employed by that employer for a period of less than two years;
(b) twelve days for every twelve months of continuous service with the same employer if
he has been employed by that employer for a period of two years or more but less than
five years; and
(c ) sixteen days for every twelve months of continuous service with the same employer
if he has been employed by that employer for a period of five years or more;
and if he has not completed twelve months of continuous service with the same
employer during the year in which his contract of service terminates, his entitlement to
paid annual leave shall be in direct proportion to the number of completed months of
service:

Situation 4

This employee has been with the company for 4 yrs how long is the notice of
resignation supposed to be? 6 weeks? what if she only give 4 weeks’ notice ? she shall
be liable to pay the company 2 weeks salary in-lieu?

Situation 5

Assume that you’re the staffing manager in a company that informally, but strongly,
discourages you and managers from hiring people with disabilities. The company’s
rationale is that people with disabilities are unlike to be high performers or long term
employees, and are costly to train, insure, and integrate into the work unit. What is your
ethical assessment of the company’s stance; do you have an ethical obligation to try to
change the stance, and if so, how might you go about that?

Situation 6

I am under work probation. My probation period is 6 months and I have another 3

months left before it is ended. My job is monitored by a supervisor. He keeps on telling
me that I am lacking in certain areas, and he told me that I will be terminated even
before the end of the probationary period? Will the law (EA) protect me?