Conditional Payment In Construction Contracts

It is common in the construction industry where payment for works done flows from the employer to the main contractor and then to the sub-contractor. Because of this typical flow, a subcontractor’s contract with the main contractor may have a conditional payment clause, which is also known as “paid-when-paid” clause or a “back-to-back payment” clause.  In such clauses, the main contractor states they will only pay the sub-contractor once they get the payment from the employer. If the main contractor doesn’t get paid, neither will the sub-contractor, even if works were completed.

For construction contracts, these conditional payment clauses are considered unlawful under section 35 of the Construction Industry Payment and Adjudication Act 2012 (“CIPAA 2012”).  This prohibition only applies to construction contracts made after the coming into force of the CIPAA 2012, i.e. 15 April 2014. 

What is a “conditional payment clause” under CIPAA 2012?

CIPAA 2012 specifically refers to these two conditional payment clauses as being unlawful:

1. Clauses where the obligation of one party to make payment is conditional upon that party having received payment from a third party; or
2.  Clauses where the obligation of one party to make payment is conditional upon the availability of funds or drawdown of financing facilities of that party.  

However, case laws have provided that since section 35(1) of the CIPAA 2012 uses the phrase “any conditional payment provision in a construction contract in relation to payment under the construction contract is void”, it is therefore the intention of Parliament that any and all conditional payment clauses are void under Section 35 of the CIPAA 2012.  

For example, courts have held that clause 25.4(d) of the PAM Contract 2006 is a conditional payment clause and therefore void, because if the contract is terminated, the said clause relieves the employer from paying the contractor until the final accounts are concluded and the works are completed by the contractor.  

This also extends to provision governing retention sum where if the release of retention sum from the main contractor to the sub-contractor is contingent upon the release of retention sum from the employer to the main contractor, then such provision is held to be void under section 35 of the CIPAA 2012. 

Nevertheless, a conditional payment clause may not be voided if, for example, it promotes corporate governance and efficiency in contracts management where contractor must show proof to the employer that he has paid his sub-contractors before the employer pays the contractor. Such is the discretion accorded to the courts in determining the enforceability of conditional payment clauses.  

Can you contract out of the CIPAA 2012?

The High Court in BM City Realty & Construction Sdn Bhd v Merger Insight (M) Sdn Bhd and another case determined that parties cannot contract out of the Act because section 35(1) clearly uses the terms “any conditional payment provision” and it would be against the purpose of the CIPAA 2012 if parties can just thwart the CIPAA 2012 by insisting to rely on the conditional payment clauses in their contracts. 

Does section 35 only apply to adjudication proceedings under the CIPAA 2012?

There are 2 school of thoughts here as seen in 2 High Court decisions. 

In Bond M & E (KL) Sdn Bhd v Isyoda (M) Sdn Bhd (Brampton Holdings Sdn Bhd, third party), the learned judge took the view that section 35 only applies in adjudication proceedings under the CIPAA 2012 because if Parliament wanted section 35 to be applied outside of adjudication proceedings, it would have amended the Contracts Act 1950 and not just restrict it under the CIPAA 2012. 

On the other hand, in Khairi Consult Sdn Bhd v GJ Runding Sdn Bhd, the learned judge took a more expansive approach by holding that Section 35 applies in court proceedings, provided that contract is a construction contract or construction consultancy contract as defined under CIPAA .

Given how the courts can widely interpret provisions of the CIPAA 2012 to reach beyond the realm of the adjudication proceedings, it would be prudent for parties to avoid having any conditional payment clauses in their construction contracts – or at least be aware of the possibility that such clauses may be void and unenforceable when it comes down to the wire.

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This article was written by Sean Ferdinand Ng (Associate) from Donovan & Ho’s dispute resolution practice. 

Donovan & Ho is a law firm in Malaysia. Our dispute resolution provides advice and legal representation in the civil and industrial courts. We also represent clients in both domestic and international arbitration, as well as other forms of alternative dispute resolution. Our experienced lawyers are also able to assist in commercial and civil disputes (such as debt recovery, shareholders’ or directors’ disputes, breach of contract and claims for injunctive relief), constructive disputes (arbitration and/or adjudication proceedings, disputes relating to delays, liquidated damages, defects and rectification work) and employment disputes (unfair dismissal claims, judicial review proceedings, and employment-related civil claims). Have a question? Please contact us.

 

2022 Amendments to the Trade Unions Act 1959 

The Trade Unions (Amendment) Bill 2022 (“Bill”) passed at the Dewan Rakyat on 5 October 2022. At the time of writing, the Bill is pending approval by the Dewan Negara. 

Here are some of the key changes proposed by the Bill: –

Unfettered Multiplicity of Unions

Under the current Trade Unions Act 1959 (“Act”), the Director General of Trade Unions (“DG”) may refuse registration of new trade unions on the basis that: 

• there are other trade unions representing the workmen in that establishment, trade, occupation or industry; or
• it is not in the interest of the workmen concerned there be another trade union in respect thereof. 

The Bill seeks to allow multiple unions in the same establishment, trade, occupation or industry. Additionally, the Bill also seeks to allow amalgamation and transfer of engagements between unions not within similar trades, occupations or industries. 

Refusal of registration and cancellation of registration

In line with the overall changes proposed by the Bill, the Bill also seeks to alter the situations in which a DG can refuse registration of new trade unions, and situations in which a trade union registration can be cancelled. For example, the DG can refuse registration of a trade union if he is of the view that the name of the trade union will would “promote feelings of ill-will and hostility between different races, religions and nationalities” (currently, the DG can refuse registration if the name is “undesirable”, which is more general).

Membership of Trade Unions

The Bill seeks to lower the minimum age of joining a trade union to 15 years old (currently the minimum age is 16). However, the same restrictions towards minors (ie: between 15 to 21 years old) under the present law still applies.  

The Bill also seeks to remove the statutory bar that mandates prospective members of trade unions to be employed or engaged in any establishment, trade, occupation or industry in respect of which the trade union is registered. The Bill seeks to vest such power in the trade union themselves and allow them to regulate membership vide their own rules of the trade union.

Modification on Procedure to go on Strikes and Lock-Out

The Bill stipulates that for strikes and lock-out, trade unions must obtain one-half of the votes by secret ballot with at least 60 per centum of its total of members entitled to vote. Currently, under the Act, strikes and lock-outs can only be carried out with consent by secret ballot of at least two-thirds of its total of union members entitled to vote.

The Bill also provides that once the trade union has taken a secret ballot to call for a strike or lock-out, the DG can only investigate whether the proposed strike or lock-out had contravened sections 25A (strikes and lockouts) and 40 (secret ballot) of the Act or Part IX of the Industrial Relations Act 1967 (trade disputes, strikes and lockouts).  This contrasts with the present situation where the DG is empowered to investigate for any breaches of the Act or any other written law.

New Enforcement Powers of the Director General

Under the Bill, the DG is vested with new investigative and enforcement powers, such as: 

• Appointing officers to investigate and enforce the Act; 
• Summoning any person acquainted with facts and circumstances to appear before DG to be examined orally by him; and
• requiring any person to produce documents in investigations and seize documents. 

Commentary

Since the unveiling of the Bill, the Malaysian Employers Federation and Coalition Against Multiplicity of Unions have objected to the Bill, as their chief concern is the multiplicity of trade unions in the same workplace or industry. 

During the second reading of the Bill at the Dewan Rakyat, the Human Resources Minister (“HR Minister”) said in his winding up speech that the diversity of trade unions is expected to have a positive impact, especially on workers. The HR Minister also stated that the Bill will create healthy competition between trade unions, in the hopes that the unions will strive to be in the best position in terms of administration, organising social activities, education or welfare. 

Under the current Act, limited multiplicity of trade unions is allowed (subject to the DG’s discretion to refuse registration as outlined above). However, unfettered multiplicity of trade unions and loosening of trade union membership may have the following impact:

• Collective bargaining with multiple trade unions for the same class of employees would be a time-consuming and expensive affair;
• There is a higher chance of trade disputes if there are disparity of terms with different trade unions; 
• Employees may go “union-shopping”, which may result in inter-rivalry between unions in the same workplace or industry; 
• The removal of the statutory bar regarding membership of union may result in a mismatch between the expected membership and the actual membership of an actual trade union (eg: an engineer can join a trade union for medical professionals); and
• Diluting or fragmenting the bargaining power of trade unions generally.

Employers should take note of the above and integrate these factors into any present or future collective bargaining with trade unions.

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This article was written by Leow Ho Eng, Associate from Donovan & Ho’s employment law practice. 

Donovan & Ho is a law firm in Malaysia, and our employment practice group has built a reputation for providing strategic employment advice to local and global organisations.  Our team of employment lawyers provide advice on employment law and industrial relations including review of employment contracts, policies and handbooks, advising on workforce reductions, and managing dismissals of employees for poor performance or misconduct. We also represent clients in unfair dismissal claims and employment-related litigation. Have a question? Please contact us.

 

Employers’ Statutory Obligations Against Sexual Harassment

All employers have statutory obligations under the Employment Act 1955 in respect of handling sexual harassment complaints in the workplace. At the time of writing, this applies to all employees regardless of their salary.

Here’s what you need to know about the laws that protect employees against workplace sexual harassment in Malaysia:

Employment Act 1955

Under Part XVA of the Employment Act 1955 employers have the statutory responsibility to:

• Inquire into complaints of sexual harassment;
• Inform the complainant in writing in the event of a refusal to inquire into a complaint made, and the reasons for refusal within 30 days from the complaint. An employer can only refuse to inquire into a complaint if:
  • The complaint has previously been inquired into and no sexual harassment was proven
  • The employer is of the opinion that the complaint is frivolous, vexatious or is not made in good faith
• Where a complaint of sexual harassment is inquired into, the employer must take disciplinary action against the offending employee where sexual harassment has been proven (including dismissal without notice, a downgrade, suspension or any other punishment as deemed just and fit by the employer); and

Employers may be fined up to RM10,000 for a failure to comply with the above provisions.

Updates to the Employment Act 1955

There are upcoming amendments to the sexual harassment provisions of the Employment Act 1955 listed in the Employment (Amendment) Act 2022 (“Amendment Act”). There are only three changes regarding the sexual harassment provisions:

• Deletion of Section 81G which sets out that Part XVA on Sexual Harassment applies to all employees irrespective of wages. This is because the Employment Act 1955 will apply to all employees effective 1 January 2023.
• Addition of Section 81H: New requirement for employers to exhibit conspicuously a notice to raise awareness at the place of employment.
• Amendment of Section 81F: Penalty increased to RM50,000 from RM10,000 where an employer fails to inquire into complaints of sexual harassment or inform the complainant of a refusal to inquire and the reasons for the same.

At the time of writing, the Amendment Act is to come into force on 1 January 2023.

Commentary

Although there will be changes on the sexual harassment provisions in legislation by the Amendment Act, the responsibilities and obligations of employers in addressing sexual harassment in the workplace is still very limited. For example, the Amendment Act only adds that employers are to display a notice at the workplace to raise awareness (without providing specifics/details about the notice’s content), but adds no provisions which make sexual harassment in the workplace an offence. The Amendment Act does not provide civil remedies for victims.

There is still no legal obligation on employers to implement an anti-sexual harassment policy. Even though it is not legally required, employers should be prudent by implementing comprehensive protective and remedial measures to combat sexual harassment in the workplace.

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This article was written by Adelyn Fang (Associate) from Donovan & Ho’s employment law practice. 

Donovan & Ho is a law firm in Malaysia, and our employment practice group has built a reputation for providing strategic employment advice to local and global organisations.  Our team of employment lawyers provide advice on employment law and industrial relations including review of employment contracts, policies and handbooks, advising on workforce reductions, and managing dismissals of employees for poor performance or misconduct. We also represent clients in unfair dismissal claims and employment-related litigation. Have a question? Please contact us.

 

Case Spotlight: Abuse of Sick Leave?

Case Spotlight: Abuse of Sick Leave?

At what point can an employer credibly accuse an employee of abusing sick leave, especially if a medical certificate confirms the employee’s illness? In Jolene Lee Miao Chi v Iflix Sdn Bhd [2021] ILJU 23, an employee was dismissed for allegedly abusing her sick leave. However, the employee succeeded in her claim for unfair dismissal at the Industrial Court, with the decision also upheld in the High Court (Iflix Sdn Bhd v Jolene Lee Miao Chi [2022] MLJU 630).

Brief Facts

• The Employee was feeling ill and visited a clinic for a medical evaluation. The doctor issued a medical certificate (“MC”) confirming that she was not fit to work. 
• The Employee had initially registered to attend a seminar on intellectual property on the same day. After leaving the clinic, the Employee decided to drop by the seminar venue to pick up the seminar notes since the venue was close to the clinic and her parents’ home where she was intending to rest.
• The next day, the Employee was served with a notice requiring her to attend a disciplinary investigation meeting. The Company alleged that the Employee:
  • lied about being sick, and had abused her medical leave to attend the seminar; and
  • neglected her work responsibilities, using illness as an excuse.
• After the disciplinary meeting,  the Company dismissed the Employee.

Courts’ Findings

The Industrial Court found that the dismissal was unfair, and was without just cause and excuse:

• The MC showed that the Employee was not lying about being sick. As the Company chose not to challenge the authenticity of the MC, the Industrial Court found this is proof that the Claimant was unfit for the proper performance of her duties. However, just because she was ill, does not also mean she must be confined to her bed. The Industrial Court held that it was acceptable for the Claimant to “perform some light activities that does not exert much stress … the Claimant’s presence in the [seminar] just to pick up the seminar notes cannot be taken to mean that the Claimant was lying about her sickness for that day…”
• The Industrial Court viewed that picking up notes from the seminar was reasonable because it was neither physically nor mentally tiring. It also noted the Employee’s evidence that going to the seminar venue only required a 1-minute detour. 
• There was no evidence to show that the Employee had used her sick leave or the MC to avoid meeting her work deadlines. As the Employee had a valid MC that was not rebutted by the Company, the allegation she was deliberately failing to complete her work by the deadline was an unwarranted and unproven allegation.
• Procedurally, the Industrial Court also had concerns about how the Company carried out its alleged investigation. For example:
• The day after the MC, the Employee was suspended from work the moment the show cause letter was handed to her and placed under “humiliating circumstances” by visiting her at her home and “totally [cutting her off] from the office”.  Despite suspending her, a week later, the Company also charged her with not obtaining a MC for the second day of illness. The Claimant had no idea she had to submit a MC for the period in which she was suspended.
• The “inquiry” (or disciplinary meeting as it was referred to by the Company) consisted of (i) the employee’s immediate superior, who had made various allegations against the employee, and (ii) the investigating officer, who had delivered the show cause letter to the employee. The Industrial Court observed that including these two personnel in the inquiry was “undesirable”, and that the inquiry ‘panel’ failed to adhere and act under the rules of natural justice as they infringed on the Employee’s right to put forth her answers and explanation to the charges.
• There was no evidence to properly challenge the Employee’s evidence that she had gone to pick up the seminar notes and did not sit through the whole seminar. The Company instead relied on “flimsy and unsubstantiated materials like the attendance sheet containing the Claimant’s name for the seminar to conclude the Claimant attended the seminar.”
• The High Court refused to quash the Industrial Court’s award, as it was not tainted with illegality, irrationality or procedural impropriety.

Key Takeaways

An employee may have paid sick leave either under their employment contract or under the Employment Act 1955 (if applicable).  To utilise paid sick leave, the employee will usually furnish proof they have been certified by an registered medical practitioner (or dental surgeon) that they are unfit for work.

It is not disputed that abuse of sick leave (for example, by obtaining a fake MC) is a misconduct that warrants termination. However, the abuse must be factually proven first. For example, by challenging the authenticity of the MC, or by showing that the employee is performing activities inconsistent with the medical assessment which rendered them ‘unfit’ for work.  

Here, the Company failed because it could not establish: (i) that the MC was not genuine; or (ii)  that the Claimant did something mentally or physically taxing that was inconsistent with her being unfit for work. Merely referring to cases which upheld dismissals for abuse of sick leave is insufficient, since those cases would have specific fact patterns and evidence that may not be applicable in the present situation.

In addition, when dealing with dismissals based on serious charges of misconduct, employers must ensure that their inquiries are carried out fairly and in line with the principles of natural justice. While a defective inquiry is not automatically fatal to the Company’s case, depending on the breaches, it can be damaging to the Company and may even point towards mala fide by the Company. Here, the Industrial Court had strong words to condemn the Company’s conduct of the entire affair:

“It is very disconcerting that the Company would use such strong words against the Claimant in the [show cause letter] without even having the advantage of verifying all the facts diligently and adequately….

…  Placing the Claimant under such humiliating circumstances [was] certainly not a fitting description of an employer who ought to look out for the well-being and welfare of its employee. Having demonstrated a lack of concern for its employee … [reflects] poorly on the Company’s manner of treating its employee…

It is not beyond this Court to conclude based on all the evidence before this Court… that the Company was intent on dismissing the Claimant on trivial and trumped up charges of misconduct and will avail itself whatever shortcoming (if any) of the Claimant to dismiss the Claimant from her employment with the Company. This Court has no hesitation to conclude based on all the evidence before this Court that the dismissal of the Claimant was done in bad faith.”

In all dismissals, due process is as important as the substance. The Courts may take a harsh view where the evidence points to the employee being dismissed in bad faith.

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This article was written by Donovan Cheah (Partner) with assistance from Yeow Jie Hang (Intern). Donovan has been named as a recommended lawyer for labour and employment by the Legal 500 Asia Pacific for 2017-2022, and he has also been recognised by Chambers Asia Pacific and Asialaw Profiles for his employment law and industrial relations work.Donovan & Ho is a law firm in Malaysia, and our employment practice group has built a reputation for providing strategic employment advice to local and global organisations. Our team of employment lawyers provide advice on employment law and industrial relations including review of employment contracts, policies and handbooks, advising on workforce reductions, and managing dismissals of employees for poor performance or misconduct. We also represent clients in unfair dismissal claims and employment-related litigation. Have a question? Please contact us.

 

Distinguishing between Authorship and Ownership can safeguard your Copyright!

Copyright is a type of intellectual property right, and one of the most common among the various intellectual property rights. Copyright can exist in musical works, literary works, films, sound recordings, artistic works, derivative works, broadcasts and even software code. 

Copyright protection is provided under the Copyright Act 1987. Unlike trademarks, designs and patents, there is no specific system of registration for copyright in Malaysia. To put simply, it gives the right to control what is done to a work. Thus, the copyright owner is the only one who can prohibit or allow certain acts (e.g., reproducing, distributing, licensing, or recording) being done to a work.

It is commonly thought that the author of a work is always the copyright owner. But this is not true. Authorship and ownership of copyright are two different – but closely linked – concepts. 

Section 26(1) of the Copyright Act 1987 says that ownership of the copyright will initially be given to the author. But the copyright may then be transferred or assigned to someone else. Therefore, the author and the owner of a copyright work are not necessarily the same person.

With that said, ownership of copyright is far more important in economic terms than authorship. The owner can sell/assign/transfer the copyright (and all its associated rights). So, parties must take care to ensure that they address who obtains or retains ownership of the copyright in their works when entering into agreements. Typical scenarios where ownership of the copyright is compromised are:

1. Commissioned works; and
2. Co-ownership.

Commissioned works

Section 26(2) says that if a work is commissioned by someone who is not the author’s employer, the ownership of the copyright will be transferred from the author (where the copyright is initially vested) to the person who commissioned the work.

Aktif Perunding Sdn Bhd v ZNVA & Associates Sdn Bhd [2018] 7 MLJ 692 explains the meaning of ‘commission’. Essentially, it means to order/request for something, while connoting an obligation to pay. 

The court also states that there are certain requirements. The most important requirement is that the commissioning must be antecedent to the work. In other words, the commissioning or instruction must come before the work is made.

But importantly, section 26(2) goes on to say that this transfer of ownership in the copyright work can be excluded by agreement. 

Co-ownership

Section 27(5) says that if a joint interest in a copyrighted work is shared by multiple parties, those parties will be deemed to be co-owners. 

Under section 27(4), a co-owner can assign the copyright or grant a license to do an act controlled by copyright, even without the consent and/or knowledge of the other co-owner(s). Parties would usually want to avoid a scenario of co-ownership in a copyrighted work if possible as it gives rise to inherent challenges. This issue of co-ownership commonly arises when parties collaborate on a work.

Where multiple parties collaborate on a work, the resulting work may be deemed to be a ‘work of joint authorship’.

Section 3 defines ‘work of joint authorship’. This definition has 2 elements:

1. The work is produced by the collaboration of 2 (or more) authors; and
2. The contribution of each author is not separable from that of the other author(s).

An example of ‘separable contribution’ is where a book compiles essays written by different people. Because the author of each individual essay can be identified, it is separable. 

In situations involving collaborative work (e.g., joint ventures), it is important to ensure the individual contributions of the parties are separable. If a work is deemed inseparable, this would result in the collaborators being joint authors (and therefore co-owners) of the final work.

Key Takeaways

• Parties entering into collaborative arrangements resulting in the creation of copyright works (including Software Code) should be careful with the terms and wordings used in the agreement. 
• It is important to have an agreement so that ‘ownership/interest’ in the resulting work can be addressed upfront before the work is made, and to avoid that the parties unintentionally being deemed as co-owners. 
• When producing or developing commissioned works for others, parties should consider whether it is appropriate to include express exclusion clauses to prevent the transfer of ownership under section 26(2). For example, certain third party works or original works created by the service provider being their ‘inventory’ can be excluded.
• When collaborating on a work, parties should try to ensure that each parties’ contributions are separable. This can be done by specifically setting out the contributions of each party in the agreement.
• By failing to do the above, parties could put themselves in a dangerous position where they could lose their exclusive copyright. Their work can then be mass reproduced and distributed by the unintended co-owner, causing the original work to have a much lower value, if any at all.

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This article was written by Jie Hang (Intern) and edited by Shawn Ho (Partner). Shawn leads the corporate practice group of Donovan & Ho, and has been recognised as a Notable Practitioner, whilst the firm has been recognised as a Notable Firm for Corporate and M&A by Asialaw Profiles 2020 and 2021.  We are also ranked as a Recommended Firm by IFLR1000 2020 and 2021.

Our corporate practice group advises on corporate acquisitions, restructuring exercises, joint venture arrangements, shareholder agreements, employee share options and franchise businesses, Malaysia start-up founders and can assist with venture capital funds in Seed, Series A & B funding rounds. Feel free to contact us if you have any queries.

Hello Malaysia Digital Status, Goodbye MSC Status

On the 4th of July 2022, the Prime Minister of Malaysia, Datuk Seri Ismail Sabri Yaakob launched the Malaysia Digital (“MD”) initiative as the new national strategic initiative to accelerate and transform the country’s digital economy. The MD initiative replaces the Multimedia Super Corridor (“MSC”) Malaysia, which was introduced in 1996. The nine key growth sectors that the MD initiative will be focussing on are digital tourism, Islamic digital economy, digital trade, digital agriculture, digital services, digital cities, digital health, digital finance and digital content.

The Government of Malaysia, through the Malaysia Digital Economy Corporation (“MDEC”), grants MD status to eligible companies. Companies that are accorded with MD status will be entitle to a set of incentives, rights and privileges, namely the MD Bill of Guarantees (“BoGs”), subject to the relevant laws and regulations. 

With this new and more flexible option of Malaysia Digital status, both foreign direct (FDI) or domestic direct (DDI) investors have a greater flexibility to choose from a set of competitive offerings. 

A key change to note is that MD status companies are no longer confined to a designated area or location and companies can choose to operate in any location that suit their needs. 

Compared to the previous MSC status, the MD status has an “MTEP program” which has specially designed work permits and employment passes to attract tech startup entrepreneurs, experienced tech entrepreneurs and investors to work or invest in tech industries in Malaysia, ranging from a 1-year pass for new entrepreneurs and a 5-year pass for established entrepreneurs or investors along with their dependents. This is indeed a welcome step to attract much needed human talent in the highly competitive digital industries.

 

Eligibility

In order to be eligible to apply for the award of MD status, a company must satisfy the following criteria:

1. Incorporated under the Companies Act 2016 and resident in Malaysia; and
2. Proposing to carry out or is currently carrying out one or more of the MD activities.

The MD activities are research, development and commercialization of solution and/or provision of services in relation to big data analytics, artificial intelligence, financial technology, internet of things, cybersecurity (technology / software / design and support), data centre and cloud, blockchain, creative media technology, sharing economy platform, user interface and user experience, integrated circuit design and embedded software, 3D printing (technology/software/design and support), robotics (technology/software/design), autonomous technologies, systems/network architecture design and support, global business services or knowledge process outsourcing, virtual, augmented and/or extended reality, drone technology, advance telecommunication technology, or other emerging technologies deemed significant for the digital ecosystem subject to the approval by the Approval Committee. 

Upon approval of MD status, the activities will be known as “MD Approved Activities”.

 

Conditions of MD Status Company

A company that has been awarded with MD status will have to comply with the following conditions within 12 months from the date of award of such status:

	Activity	Commencement of operation and undertaking of its MD Approved Activities in Malaysia
	Knowledge workers	Employ a minimum of two full-time employees (comprising knowledge workers) with minimum average monthly base salary of RM5,000 employed for the MD Approved Activities
	Operating Expenditure	Incur a minimum annual operating expenditure of RM50,000 incurred for the MD Approved Activities
	Paid-up Capital	Have a minimum paid-up capital of RM1,000

In addition, MD status companies must comply with all applicable permit/licensing requirements and ensure that they have obtained the required permit/licence from the relevant authority for the implementation of their MD Approved Activities. In the event of non-compliance of MD status conditions by an MD status company, the MD status may be revoked. With the revocation of MD status, all incentives and benefits granted under the MD status will also be withdrawn in accordance with the applicable laws and regulations. 

 

Benefits of MD Status Company

The grant of MD status allows eligible companies to enjoy certain incentives, rights and privileges, namely the BoGs and they are as follows:

1. BoG 1: To provide a world-class physical and information infrastructure.
2. BoG 2: To allow employment of local and foreign knowledge workers.
3. BoG 3: To ensure freedom of ownership by exempting companies with MD status from local ownership requirements.
4. BoG 4: To give the freedom to source capital globally for MD infrastructure, and the right to borrow funds globally.
5. BoG 5: To provide competitive financial incentives, namely income tax exemption or investment tax allowance and no duties on the importation of multimedia equipment.
6. BoG 6: To become a regional leader in Intellectual Property Protection and Cyberlaws.
7. BoG 7: To ensure no censorship of the Internet.
8. BoG 8: To provide globally competitive telecommunications tariffs.
9. BoG 9: To tender key MD infrastructure contracts to leading companies willing to use Malaysia as their regional hub.
10. BoG 10: To provide a high-powered implementation agency to act as an effective one-stop super shop.

However, these benefits are subject to separate approvals being obtained (if required), applicable eligibility criteria and conditions, and applicable laws and regulations. Unlike the old MSC status, MD status companies are not subjected to minimum office space requirements and are now allowed to operate and undertake MD Approved Activities in any location within Malaysia.  

Hence, both existing and new companies that are in the digital sector may wish to consider applying for MD status to enjoy the various incentives offered by the Government of Malaysia whereas it would be an opportune time for companies that have been granted MSC status to review whether they are affected by the changes and to ensure that they are aligned with the latest requirements.   

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This article was written by Shawn Ho (Partner) & Tan Wen Min (Associate) from the corporate practice group of Donovan & Ho. Shawn leads the corporate practice group of Donovan & Ho, and has been recognised as a Notable Practitioner, whilst the firm has been recognised as a Notable Firm for Corporate and M&A by Asialaw Profiles 2020 and 2021.  We are also ranked as a Recommended Firm by IFLR1000 2020 and 2021.

Our corporate practice group advises on corporate acquisitions, restructuring exercises, joint venture arrangements, shareholder agreements, employee share options and franchise businesses, Malaysia start-up founders and can assist with venture capital funds in Seed, Series A & B funding rounds. Feel free to contact us if you have any queries.

 

Deprived of Your Goods? How You Can Reclaim What’s Yours

Have you ever lent someone an item that was never returned? Have you paid a service provider to safeguard or store your belongings, only to discover that they were damaged later on? Has someone sold your goods without your permission?

If the answer is yes to any of the questions above, you may have a claim to recover your goods or recoup their value under breach of contract (if a contractual relationship exists) or tort. This article will deal with the latter. 

There are generally 2 causes of action under tort in recovering goods, ie: the torts of conversion and detinue. 

 

Conversion

The tort of conversion arises when there is a deliberate act by someone to deal with the goods of another person which is inconsistent with the owner’s rights, therefore depriving the owner of that property. 

If you intend to merely claim for the value of the goods rather than the goods themselves, then commencing an action under the tort of conversion is a suitable route. It is common for litigants to claim for damages instead of asking for the goods back, since the goods converted would probably be damaged, or have depreciated.

To establish a claim under the tort of conversion, the owner must prove:

1. The wrongdoer’s conduct was inconsistent with the rights of the owner of the goods;
2. The wrongdoer’s conduct was deliberate, not accidental; and
3. The wrongdoer’s conduct was so extensive an encroachment on the rights of the owner to exclude the owner from the use and possession of the goods. 

The tort of conversion can be committed in respect of any goods. This applies to even shares in a public listed company and treated water. 

Liability under the tort of conversion is strict or absolute. This means that the alleged wrongdoer remains liable regardless whether they knew of the owner’s interest in the goods. All the person bringing the claim needs to prove is that the alleged wrongdoer dealt with his or her goods in a manner inconsistent with his or her rights, and that there is intention by the alleged wrongdoer to deny the owner of the goods’ rights.The alleged wrongdoer’s “good faith” is not a defence under a claim for conversion. 

As for the remedies, the conventional measure of damages is the value of the goods at the time of conversion, i.e. when the goods were wrongly deprived or misappropriated. The person can also claim for any consequential damage arising from the conversion if it can be justified, for example, where there is a direct loss of profit on a particular transaction due to the goods being converted. 

 

Detinue

Detinue is the wrongful detention of goods, and a refusal to deliver the goods after specifically demanded by the owner. If you want the goods themselves back, then detinue is the route to take. 

Unlike the tort of conversion, the person bringing the claim under detinue would have to make a specific demand for the return of the goods. The alleged wrongdoer’s refusal to comply with the demand may be express or by necessary implication. 

As for the remedies, you can claim for both the goods itself or for the value of the goods itself including damages for its detention. In the Federal Court case of Perbandanan Kemajuan Negeri Selangor v Teo Kai Huat Building Contractor [1982] 2 MLJ 165, it was held that in a claim for detinue, the remedy would be the return of the goods or recovery of its value, and damages for its detention.  The value of the goods is normally assessed at the date of the judgment and not at the date when the alleged wrongdoer refused to return the goods. 

If a judgment is obtained for the return of the goods and the Defendant still refuses to return the goods, the Courts may also grant a consequential order for damages to be assessed rather than for delivery of the goods. This is to give effect to the judgment on liability in detinue, in the event of a recalcitrant Defendant.

***

This article was written by Sean Ferdinand Ng (Associate) from Donovan & Ho’s employment law practice. 

Donovan & Ho is a law firm in Malaysia, and our employment practice group has built a reputation for providing strategic employment advice to local and global organisations.  Our team of employment lawyers provide advice on employment law and industrial relations including review of employment contracts, policies and handbooks, advising on workforce reductions, and managing dismissals of employees for poor performance or misconduct. We also represent clients in unfair dismissal claims and employment-related litigation. Have a question? Please contact us.

Официальный сайт Pin Up Casino играть онлайн казино Пин а

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Казино как раз для таких, кто приходит выигрывать, а не тянуть волынку и чахнуть над депозитом – не дай источить или превысить расход до сроку. Играть надо в кайф, налегке, тогда и монета звенит в ответ.

Зарегистрированные пользователи могут выбирать язык интерфейса, валюту и запускать слоты в платном режиме. Опции зеркала и официального сайта аналогичны, игроки делают ставки в таких же азартных играх, что и на официальном сайте.

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Больше всего пришлись по душе полученные выигрыши. Не могу с уверенностью утверждать, что все слоты платят хорошо. Но в многолинейных и при покупке бонусных раундов удается преуспеть. Играю на свои, отрабатывать вейджер как-то не хочется.

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Это подход, при котором игроки и казино признают потенциальные риски, связанные с азартными играми, и принимают меры для минимизации негативных последствий. Со стороны казино ответственная игра подразумевает информирование игроков, предоставление информации о рисках и советов по ответственной игре. Он сотрудничает с организациями, оказывающими помощь людям с проблемами азартной зависимости. Регистрация в онлайн казино Пинап создана для обеспечения безопасности, честности и комфорта игроков.

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• Регистрация в онлайн казино Пинап создана для обеспечения безопасности, честности и комфорта игроков.
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Наличие этого разрешительного документа является своеобразным гарантом честной и безопасной игры на сайте интернет-казино. Проверить подлинность лицензии игрок может посредством перехода по кликабельной ссылке в футере сайта.

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Казино Пин Ап на реальные деньги

Пин-Ап – это онлайн-казино, предлагающее широкий выбор азартных игр и развлечений для своих игроков. Оно было запущено в 2016 году, и с тех пор завоевало популярность среди любителей азартных игр со всего мира. За 7 лет с момента основания в 2016 году, Pin-Up Casino официальный сайт продолжает привлекать игроков со всех уголков мира.

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Для этого предусмотрен специальный раздел букмекерской конторы. Беттеры могут делать ставки на спорт, киберспорт, виртуальные спорт и различные культурные события. Перед тем, как заключить пари, необходимо внимательно изучить все правила и термины. После внесения указанных данных, вам останется только подтвердить создание аккаунта, перейдя по ссылке, которая будет отправлена вам на указанный адрес электронной почты. Вы также можете воспользоваться альтернативным методом регистрации через номер мобильного телефона. Кнопка «Регистрация» находится в верхнем правом углу официального сайта ПинАп казино.

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Для этого им достаточно выбрать деморежим и запустить интересующие видеослоты. Ставки можно делать с помощью виртуального депозита, регулируя их размер на свое усмотрение. Воспользуйтесь рабочим зеркалом казино с нашего сайта и перейдите на запасной ресурс (в России официальный сайт будет заблокирован). И дальше стандартно кликаем на форму и заполняем свои данные. Рулетка является не менее захватывающей игрой среди азартных игр.

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Мобильная версия Пин ап казино адресована клиентам, которые не имеют возможности часто пользоваться компьютерной версией, но всегда имеют под рукой смартфон, планшет. В Pin Up зеркало огромный ассортимент азартных игр, соблазнительная бонусная система, удобный интерфейс, турниры.

Насколько быстро зачисляется депозит?

Другие модели имеют высокую волатильность и выдают выигрыши редко, но их суммы максимальные. Дополнительно гости Pin-up должны учесть процент возврата (RTP). Рекомендуется выбирать автоматы с высоким RTP, ведь это указывает на большой процент возврата ставок игрокам в долгосрочной перспективе.

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За счет этого можно выигрывать даже без вложений. Главное, немного удачи и правильный подход к выбору слотов. Есть много возможностей отдохнуть В приоритете — игра в карты. Как с живыми дилерами, так и в простых настолках. Кроме того, можно классно поставить на спортивный матч.

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Не приветствую сидение в одной казинохе, продолжающееся годами. Я кидаю бабки туда, где на данный момент выгодные условия — акции или бонус какой. Но здесь играть выгодно очень часто, поэтому пинап для меня стал неким плацдармом. Обычное казино со средним количеством игровых автоматов.

Пинап официальный сайт сотрудничает только с надежными платежными системами, обеспечивая высокоскоростные и надежные транзакции. Чтобы пополнить баланс, нужно зайти в раздел Касса. Пользователи могут быть уверены в конфиденциальности своих данных. Минимальная сумма для пополнения счета составляет 100 рублей.

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Игровые автоматы в мобильном казино быстро грузятся, работают без зависаний и органично смотрятся на небольших сенсорных экранах гаджетов. Преимущество мобильной версии в том, что не нужно загружать и устанавливать дополнительные плагины. Все, что требуется для комфортной игры – стабильное интернет-соединение. Теперь каждый новичок за регистрацию профиля и пополнение счета получает не 100%, а 120% на депозит.

• Если у гостей казино возникают проблемы или вопросы, следует обратиться к службе поддержки.
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Ссылки на актуальные зеркала часто публикуют в социальных сетях, мессенджерах, на тематических форумах и в сообществах. Игроки часто обсуждают свои успехи и публикуют актуальные ссылки на зеркала казино.

Со скольки лет можно играть Pin up казино?

Благодаря этому Pin Up официальный сайт имеет множество непрерывных посетителей и соучастников. Это межнациональный онлайн-клуб, где пользователь может пользоваться удобной для него валютой.

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Case Spotlight: How Detailed Does An Arbitral Award Have To Be?

Under section 33(3) of the Malaysian Arbitration Act 2005 (“Act”), an arbitral award must be in writing and “state the reasons upon which it is based”.

What is a “reasoned award”? How much reasoning is required? If the reasons provided in the Arbitration Award are not lengthy enough, or not detailed enough, can the arbitral award be set aside?

Recently, our firm acted for the winning party in two arbitrations, which was seeking to enforce the arbitral awards in their favour. The losing party attempted to set aside the awards because the awards were allegedly not properly reasoned. The High Court’s grounds of judgment on this matter can be read in JY Creative Sdn Bhd v Meacs Construction Sdn Bhd and Another Case [2022] MLJU 941.

Brief Facts

• JY Creative Sdn Bhd (“Claimant”) was appointed by MEACS Construction Sdn Bhd (“Respondent”) as a sub-contractor for two construction projects.
• The Claimant initiated two arbitrations against the Respondent for payments allegedly due for work done. The Respondent counterclaimed, claiming liquidated damages for delay, refund of amounts paid due to over-certification of works, and damages for defective work.
• The arbitrator dismissed the Claimant’s claim and allowed the Respondent’s counterclaim, in both arbitrations.
• In one arbitration, the arbitrator had unintentionally duplicated a “Summary of Findings” from the other arbitration, in the arbitral award. Upon request by the Respondent, the arbitrator issued a corrective award to rectify this error (“Corrective Award”)
• The Respondent applied to the High Court for registration and enforcement of the arbitral awards (“Awards”).  In parallel, the Claimant applied to have the Awards set aside.
• In the setting aside application, the Claimant alleged that the arbitrator breached natural justice in failing to state her reasons and grounds for her decision in the Awards. It was alleged that the arbitrator did not state her reasons for allowing liquidated damages for delay, and failed to explain her reasons for awarding the counterclaim sum to the Respondent. 
• The Claimant also alleged that the arbitrator acted in excess of jurisdiction or in breach of natural justice when she issued the Corrective Award because she was already functus officio.
• The High Court dismissed the setting aside applications, and allowed the application to register the arbitral awards.

High Court’s findings

Duty to give adequate reasons

The High Court agreed that an arbitrator must provide reasons in their arbitral awards, unless parties have exempted the arbitrator from providing reasons. The real issue is whether such reasons are “adequate”.

The Court referred to Stevely-Cole (In Their Capacity as Trustee Of The Mangahewa Trust) v Dillworth Trust Board  [2020] NZHC 2843 which held that there is no minimum criterion so long as the award is coherent and complies with the elementary level of logic of adequate substance to enable parties to understand how and why the arbitrator decided. The Court will use its best endeavours to comprehend the award contextually and purposively, and not be overzealous to condemn the award.
In reviewing the Awards, the High Court was satisfied that the Awards were adequately reasoned as they set out preambles and preliminaries, the parties’ contentions and evidence, the findings, and dealt with costs and interests in specific paragraphs of the Awards.

The Awards also included this paragraph:

“I have carefully considered the evidence adduced as a whole and based on the submissions received from the parties, I have isolated and narrowed the issues of fact and crystallised the issues of law that are to be decided by me to the following. Where the issues are related, I have taken them together and dealt with them accordingly.”

The High Court construed this to mean that the arbitrator had considered all the parties’ submissions in her findings. Even if the reasons are not explicitly expressed in the findings, they are deem inferred and incorporated into the findings from the relevant submissions of either party in support of the findings. 

If the Claimant had doubt as to how the arbitrator made her findings, or if the reasons were allegedly not sufficiently particular, the Claimant should have sought the arbitrator to interpret the Awards under section 35(1)(b) of the Act. Having chosen not to do so, it is premature and fatal for the Claimant to challenge that the Awards are inadequately reasoned.

The High Court also followed the earlier decision of Tanjung Langsat Port Sdn Bhd v Trafigura Pte Ltd & Another case [2016] 4 CLJ 927, which held that the duty to give reasons is not part of the rules of natural justice, and it is not a ground on which an arbitral award may be set aside. 

Ultimately, the High Court found that the Claimant’s complaints were in reality complaints about issues of fact and/or law. These are not permissible grounds to set aside the Awards. They were complaints on the substantive merits of the findings and not about procedural irregularities committed by the arbitrator that led to breaches of natural justice. Having agreed to arbitration, the Claimant must accept and live with the Awards.

Corrective Award

Regarding the Corrective Award, the High Court found that the arbitrator accidentally duplicated one paragraph of one award, as a paragraph to another award.  The High Court found this was “understandable” because the arbitrator was then simultaneously writing both Awards. This error was a “clerical or typographical error” that can be corrected under section 35 of the Act. Further, the corrections were only regarding the Summary of Findings, which did not alter the findings themselves.

 

Key Takeaways

Arbitrations often involve complex issues and numerous documents. It would be impossible for arbitrators to comprehensively deal with every possible argument and highlight every piece of evidence adduced, when writing their awards. What is a “reasoned award” should be liberally interpreted and not construed too narrowly to avoid creating an impossible standard for arbitrators.

In TMM Division Maritima SA de CV v Pacific Richfield Marine Pte Ltd [2013] SGHC 186, which was referred to by the High Court here,  the Singapore High Court explained the danger of setting a high threshold for what amounts to a “reasoned award”, when taken to its logical extreme:

“There will be a challengeable deficit of reasons and explanations in most if not all arbitral awards because counsel can always come up with a further “why” question to any reason given for a conclusion. For instance, even if the arbitral tribunal states in its award that it considered a specific witness more credible than another because of their respective demeanour and confidence when responding to questions, it may then be queried in what way the former’s demeanour and confidence was more persuasive than the latter; even if that were the case, why does that justify believing the former’s evidence over the latter; did the arbitral tribunal compare and weigh the documentary evidence against the oral testimony, and if not, why not; and so on and so forth […]  it would also encourage counsel to do precisely what Bingham J in Zermalt cautioned courts against doing, viz casting a meticulous legal eye and endeavouring to pick holes, inconsistencies and faults in awards …”

Ultimately, every arbitrator is entitled to craft the award in his or her own way so long as the award is complete, certain, cogent and enforceable.  The arbitrator does not have to address every position put forward by the parties, but can choose the argument the arbitrator deems necessary for consideration.

***

This article was written by Donovan Cheah (Partner) and Lim Zi-Han (Senior Associate). Donovan has been named as a recommended lawyer for labour and employment by the Legal 500 Asia Pacific for 2017-2022, and he has also been recognised by Chambers Asia Pacific and Asialaw Profiles for his employment law and industrial relations work.

Donovan & Ho is a law firm in Malaysia, and our employment practice group has built a reputation for providing strategic employment advice to local and global organisations.  Our team of employment lawyers provide advice on employment law and industrial relations including review of employment contracts, policies and handbooks, advising on workforce reductions, and managing dismissals of employees for poor performance or misconduct. We also represent clients in unfair dismissal claims and employment-related litigation. Have a question? Please contact us.

 

Case Spotlight: Landowner’s Say In Compulsory Acquisition Compensation

Upon the compulsory acquisition of a land under the Land Acquisition Act 1960, the landowner is awarded compensation by the Land Administrator and that landowner normally has three options: (a) accepting the award of compensation with no objection; (b) accepting it with objection; or (c) rejecting it. 

If the landowner accepts the award of compensation with no objection, the matter normally ends there. 

However, what happens if another party challenges that award of compensation? 

Does the landowner have any say in these proceedings?

The recent Federal Court decision in Spicon Products Sdn Bhd v Tenaga Nasional Bhd & Anor [2022] 4 CLJ 195 provides the answer in the affirmative.

 

Background Facts

• The land was acquired under the Land Acquisition Act 1960 on behalf of Tenaga Nasional Berhad (“TNB”) to construct a main substation. 
• The landowner was awarded a sum of RM467,154.22 as compensation, which was accepted with no objection. 
• TNB, however, as paymaster of the costs of acquisition, challenged the award of compensation awarded by the Land Administrator to the landowner by referring the matter to the High Court. TNB contended that the award of compensation ought to have been RM192,654.22 lower. 
• As the objection was made by TNB, the parties to the land reference proceedings in Court was TNB and the Land Administrator only. The landowner was not named as a party in these proceedings.
• The landowner sought to participate in the proceedings because it relates to the award of compensation given to the landowner, and that the landowner would be affected by any decision of the High Court on the compensation award.

 

At the High Court & Court of Appeal

The High Court allowed the landowner’s application to intervene. On appeal however, the Court of Appeal held that the landowner having accepted the award without objection could not intervene. The Court of Appeal further held that the interest of the landowner would be protected by the Land Administrator who will defend its award of compensation.

The landowner appealed to the Federal Court.

 

Federal Court’s decision

The Federal Court set aside the decision of the Court of Appeal and held that the landowner may intervene and participate in land reference proceedings initiated by another interested party.

• Article 13 of the Federal Constitution guarantees that no person shall be deprived of property save under the law and that adequate compensation must be paid for any deprivation. Unless and until there are clear express provisions restricting a right of participation in any exercise to deprive property, any relevant law must be read to allow if not encourage such participation. Otherwise, the adequacy of any compensation paid for the deprivation of property may be compromised.
• Since under the Land Acquisition Act 1960, the High Court must consider the interests of others (including people interested who have not accepted the award but who may not have filed an objection), it cannot be that the landowner cannot participate in proceedings relating to compensation for the acquisition.
• The Land Acquisition Act 1960 allows for the Rules of Court 2012 to be resorted if they are not inconsistent with the Act.  As such, a landowner whose land stands acquired and whose interests are undeniably affected by an objection referred to the High Court, may invoke the Rules of Court 2012 to apply to intervene and participate in the reference proceedings to protect its rights and interests.
• It is incorrect to say that the Land Administrator’s presence would protect the landowner’s interest. The Land Administrator does not necessarily defend its decision.

 

Commentary

The Federal Court has clarified that what is of greater importance is the rights of interested persons to be heard in the acquisition process, whether at the enquiry or at reference proceedings before the Court.  There cannot be injustice caused to an interested person in the name of a speedy disposal.  The Federal Court reminded the object of these land reference hearings – it is to determine the adequacy of compensation in compulsory acquisition, and the identity of persons interested. Any interpretation of the law must always have that consideration in mind.

There is a fundamental right under the Federal Constitution relating to deprivation of property and adequacy of compensation. A landowner, although previously having accepted an award of compensation, cannot be shut out of legal proceedings involving his land or the compensation paid for that land.

***

This article was written by Th’ng Yan Nie (Partner) from Donovan & Ho’s employment law practice. 

Donovan & Ho is a law firm in Malaysia, and our employment practice group has built a reputation for providing strategic employment advice to local and global organisations.  Our team of employment lawyers provide advice on employment law and industrial relations including review of employment contracts, policies and handbooks, advising on workforce reductions, and managing dismissals of employees for poor performance or misconduct. We also represent clients in unfair dismissal claims and employment-related litigation. Have a question? Please contact us.

 

Update: Employment Act Will Cover All Employees Effective 1 January 2023 (With Some Exceptions)

Update: Employment Act Will Cover All Employees Effective 1 January 2023 (With Some Exceptions)

The amendments to the First Schedule of the Employment Act 1955 (“EA”) were gazetted on 15 August 2022, which widens the scope of employees covered by the EA. Initially, this was to be implemented effective 1 September 2022. However, the Minister of Human Resources announced on 26 August 2022 that the implementation of the amendments will be deferred to 1 January 2023 (subject to the changes being gazetted).

Effective 1 January 2023, the EA will apply to all employees. However, employees whose wages exceed RM4,000 a month will not be entitled to overtime and/or termination benefits. Previously, overtime and termination benefits were payable for employees who earn RM2,000 and below and/or who are involved in manual labour.

Click here to read our earlier article about how the EA amendments may affect you.

 

Which parts of the EA do not apply to employees earning above RM4,000 a month?

These provisions will not apply to employees earning above RM4,000 per month:

• Work and overtime payments on rest days
• Overtime payments for work in excess of normal hours of work
• Shift work allowance
• Work, allowance and overtime payments on public holidays
• Termination, lay-off and retirement benefits

 

What should employers do to comply?

Employers should first relook at their workforce arrangements to see if they comply with the EA. A crucial point is if you have any employees earning between RM2,000 to RM4,000. Previously these employees would not have been entitled to overtime, but now they would be. Companies would therefore have to ensure they have a proper overtime procedure/policy in place to cover these employees.

Now that the EA will apply to all employees, an audit of your employment contracts, policies and procedures should be done to ensure compliance. This includes benefits like public holidays, annual leave, sick leave, hospitalisation leave and notice periods. It also includes looking at procedural aspects of employment such as timing of wage payments, and deductions from salary.

 

My biggest concern is overtime; my organisation may not be ready to implement overtime for a large number of new employees by January 2023. What can we do?

Start by assessing your manpower and production needs from January 2023. As overtime is only done at the direction of the employer, you can put a hold on all overtime work until your organisation has the correct systems in place to address this change in the law.

***

This article was written by Donovan Cheah (Partner) and  Adelyn Fang (Associate). Donovan has been named as a recommended lawyer for labour and employment by the Legal 500 Asia Pacific for 2017-2022, and he has also been recognised by Chambers Asia Pacific and Asialaw Profiles for his employment law and industrial relations work.

Donovan & Ho is a law firm in Malaysia, and our employment practice group has built a reputation for providing strategic employment advice to local and global organisations.  Our team of employment lawyers provide advice on employment law and industrial relations including review of employment contracts, policies and handbooks, advising on workforce reductions, and managing dismissals of employees for poor performance or misconduct. We also represent clients in unfair dismissal claims and employment-related litigation. Have a question? Please contact us.

 

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