Mara

[Mara @Narw856]

@JobPandas thanks for the information

[Mara @Narw856]

@Kopa9311 tapak kuda sugarbelle memang paling sedap

[Ramanan Ramakrishnan @datoramanan]

Inilah cara Kerajaan MADANI dibawah kepimpinan YAB Perdana Menteri Dato’ Seri @anwaribrahim membina masa depan, duduk semeja, berbincang bersama.

#YakinMADANI #MalaysiaMADANI

[syazwan.eth , MSTA CFTe @remisiersyazwan]

AI coding tools tell you how many tokens you used.
They don’t tell you whether the project was worth them.
So I built Project Token ROI—an open-source local dashboard that tracks:
• token usage by project • model and API costs • API vs subscription spend

[Mara @Narw856]

@JobPandas wow so many great tips

[Nuha Irdina @nuhairdinax]

Ramai antara kita rasa dapur asyik nampak berselerak walaupun dah kemas berkali-kali. Realitinya, bukan salah kita..

https://t.co/p4ZePVPAcK

[Mara @Narw856]

@JobPandas thanks for the information

[Mara @Narw856]

@JobPandas thanks for the information

[Mara @Narw856]

@DrDzul thanks for the info dr

[Dzulkefly Ahmad @DrDzul]

Salam 🇲🇾 MADANI 🌸,
​
🚨 BREAKING NEWS: HEALTHCARE DEPLOYMENT MANDATE, RELOCATION ALLOWANCE & LARGEST PERMANENT APPOINTMENT EXERCISE! 🚨
​
As officially mandated by JPA, KKM now holds absolute autonomy to manage, restructure, and deploy our approved healthcare posts directly.

​📍 The “KKM-JPA Perjawatan Task Force” is delivering immediate structural corrections. This year alone, 4,500 contract MOs are being absorbed into permanent roles to systematically ease hospital workloads and stabilize medical careers.

​📍 Since 2023, the MADANI Government has executed the largest permanent appointment exercise for contract doctors in our history! Including this year's cohort, this landmark effort successfully delivers over 18,500 permanent doctor appointments within just a 4-year window.

​📍 We hear your welfare concerns & we act with real empathy. Starting from July 2026, newly permanent UD10 doctors are now FULLY ELIGIBLE to claim their relocation allowances! No more paying out-of-pocket to relocate & serve the rakyat.
​
📍 To sustainably expand our doctor pipeline with affordable, world-class options, the MMC has also unlocked a dynamic & transparent evaluation framework for foreign medical degrees accreditation. 28 foreign universities are already in line for review, which will bolster the supply of medical graduates in future.

From improving macro numbers like our 1:403 national doctor-population ratio to executing granular, out-of-the-box welfare fixes, we are structurally overhauling our healthcare ecosystem into one that truly respects, protects, and dignifies our medical professionals. ❤️🇲🇾❤️

​#MADANIBekerja #KKMPrihatin #ReformasiKesihatan #HRissues #KamarKhas

[Rangga Is Back @alif_haidar]

Ya Tuhan, politik kotor macam ni lah kita TOLAK‼️

Kalau individu terbabit ialah pegawai seorang Timb Menteri, perkara ini perlu diberi perhatian.

Sebab tu perlu wujudnya @partibersamamy sebagai pengimbang kepada parti2 besar yang gila ini…

🤦🏻‍♂️🤦🏻‍♂️🤦🏻‍♂️🤦🏻‍♂️

📹: wartawan.muda7 (TT)

[Mara @Narw856]

@alif_haidar @partibersamamy sebab tu bila mengundi tu kena pilih calon yang betul

[Mara @Narw856]

@JobPandas Update yang sangat bagus untuk semua pekerja dan majikan faham. Terima kasih!

[JOBPD Malaysia Recruitment @JobPandas]

https://t.co/0UuTXmuS8s

[JOBPD Malaysia Recruitment @JobPandas]

Navigating Company Retrenchment: Why Complete Documentation is Your Strongest Shield

When a company faces economic headwinds, restructuring, or a severe business downturn, the painful reality of retrenchment often becomes unavoidable. However, executing a layoff is far more complex than having a difficult conversation.

One of the most dangerous mistakes an employer or HR professional can make is treating retrenchment casually. A WhatsApp message is NOT an official termination notice. Failing to prepare comprehensive, legally binding documentation puts your company at severe risk of employee disputes, wrongful dismissal lawsuits, and heavy penalties from the Department of Labour (JTK).

Before you make any announcements, ensure your HR department has meticulously prepared these 8 critical steps.

1️⃣ Solidify and Document the Grounds for Retrenchment

Retrenchment cannot be a spontaneous decision, nor can it be used as a disguised method to fire an underperforming employee. You must have undeniable, documented, and legitimate business reasons.

Acceptable grounds include:

- Corporate Restructuring: Mergers, acquisitions, or significant changes in business models.

- Business Downturn: A proven, sustained drop in revenue or market demand.

- Cost Pressures: Severe financial constraints requiring immediate budget reductions.

- Department Closures: Shutting down an entire branch, project, or division.

- Duplicate Roles: Redundancies created by new technologies or structural changes.

HR Insight: Never let a retrenchment exercise look like you are targeting specific employees for personal or performance reasons without due process. If challenged in the Industrial Court, you must prove the redundancy was genuine.

2️⃣ Establish Unbiased Selection Criteria

Once the need for retrenchment is established, how do you choose who stays and who goes? Your selection criteria must be 100% objective, transparent, and legally defensible.

Common Objective References:

- Performance and Skills: Documented KPI scores and specific technical capabilities required for the surviving roles.

- Role Requirements: Is the specific job function still necessary for the company's survival?

- Years of Service (LIFO): The "Last In, First Out" principle is heavily favored by Malaysian labor laws, meaning junior staff are typically let go before senior staff in the same category.

- Disciplinary Records: Documented history of misconduct or warnings.

3️⃣ Strictly Comply with Borang PK (Form PK) Submission

Retrenchment is not just an internal matter. Under Malaysian labor laws, the Department of Labour (JTK) must be notified of your actions.

The Mandatory Timeline:

- 30 Days Before Action: You must submit Parts I to IV of Form PK to the JTK.

- 14 Days After Action: You must submit Part V.

- 30 Days After Action (if applicable): Submit Part VI and any necessary appendices.

⚠️ Critical Warning: Ignoring Borang PK requirements is a direct violation of the Employment Act 1955 (Section 63). Companies found guilty of non-compliance face staggering fines of up to RM50,000.

4️⃣ Issue a Formal, Written Notice

In today's digital age, WhatsApp might be your primary communication tool, but it holds zero weight as an official retrenchment notice. You must issue a formal, hard-copy Retrenchment Letter.

The letter must explicitly state:

- The exact duration of the Notice Period.

- The employee's Last Working Day.

- A clear breakdown of the Final Salary Calculation.

- Details of any Retrenchment Benefits or Severance Compensation.

- Clear instructions regarding Handover Arrangements.

5️⃣ Execute Flawless Final Salary Calculations

Financial disputes are the most common fallout from a poorly handled retrenchment. Do not issue the retrenchment letter until the final payroll is calculated with absolute accuracy.

Ensure your payroll team calculates:

- The pro-rated base salary up to the very last working day.

- The monetary value of all unused Annual Leave.

- Pending Overtime (OT), allowances, and unpaid commissions.

- All lawful and legal deductions.

- Termination or retrenchment benefits (if the employee is entitled under the law or their contract).

- Provide a detailed, final payslip confirming all payouts.

6️⃣ Prepare Exit and Tax Documentation
A smooth exit requires HR to clear all bureaucratic hurdles for the departing employee, especially concerning taxes and statutory bodies.

Essential Documents Checklist:

- EA Form: Ensure this is ready for their personal tax filing.

- Tax Clearance Letter (CP22A): If applicable (especially for foreign workers or specific tax brackets), you must notify the Inland Revenue Board (LHDN) and hold final monies until clearance is granted.

- Update and close out records for EPF, SOCSO, and EIS.

- Finalize all handover documents and securely archive their Personal File.

7️⃣ Mandate a Strict Handover of Duties and Company Assets

Protect the continuity of your business by enforcing a strict, documented handover process. Verbal handovers lead to lost information and compromised security.

The Handover Protocol:

- Facilitate a comprehensive, documented transfer of daily tasks and ongoing projects.

- Collect all physical assets: Company laptops, mobile phones, ID cards, access fobs, uniforms, and vehicles.

- Collect all digital/intellectual assets: Passwords, software keys, and sensitive company documents.

- Crucial Step: Both HR and the employee must sign a "Confirmation of Return" record to prevent future disputes over "stolen" or "lost" items.

8️⃣ Fulfill Post-Retrenchment Statutory Declarations

Your legal obligations do not disappear the moment the employee walks out the door. You must maintain long-term compliance.

- Ensure the EA Form and CP22A are submitted to LHDN strictly on time.

- The 7-Year Rule: By law, you must securely retain all employment records, payslips, and retrenchment documentation for a minimum of 7 years. This is your ultimate safety net if an audit or legal dispute arises years down the line.

💡 The Bottom Line
Retrenchment is an incredibly sensitive process that affects real lives and livelihoods. Handling it with a single sentence or sloppy paperwork not only disrespects the employee but exposes your company to massive financial and legal risks.

Comprehensive documentation reduces disputes, protects your company's reputation, and ensures the fair treatment of your workforce. Ensure your HR team is prepared, compliant, and professional at every step of the way.

[Mara @Narw856]

@JobPandas thanks for the information

[Mara @Narw856]

@DrDzul semoga dipermudahkan segala urusan la semua bakal ii doc

[Dzulkefly Ahmad @DrDzul]

Salam 🇲🇾 MADANI 🌸,
​
🚨 BREAKING NEWS: END OF CONTRACT DOCTORS ERA BY 2028! 🚨
​
By 2028, KKM targets to offer permanent posts to ALL housemen immediately upon completing their training. A true 'whole-of-government' approach at work!

📍 The Inter-Ministerial Joint Task Force (IMJTF) is officially yielding results in tackling our perennial HR issues, through the ongoing reform agenda.

📍 We hear your concerns and we are actively closing the gaps. This year alone, 4,500 contract MOs will be absorbed into permanent roles, alongside 800 new positions approved annually.
​
📍 For the record, there is NO recruitment freeze (even with the OE budget realignment). We are on track to fill >18,000 vacancies across all our service schemes in 2026!

While we push for better working conditions to combat burnout, replacing our medical specialists remains a complex, long-term hurdle.

​📍 Therefore, I have tasked the new DDG (Medical) to strictly focus on overhauling and resolving issues surrounding the production of our local medical specialists.
​
📍 Whether it involves local Master's programmes or the Parallel Pathway, we must secure a sustainable, world-class training ecosystem for our healthcare professionals.
​
We are fixing the system to ensure it truly dignifies, especially of our young doctors. ❤️🇲🇾❤️

#MADANIBekerja #KKMPrihatin #ReformasiKesihatan #HRissues

[Mara @Narw856]

@KakSarahBawang nampakk menarik laa

[Mara @Narw856]

@alif_haidar @rafiziramli tuduhan tanpa asas tidak sepatutnya diviralkan