苦 恼 的 人

5/22/2008 12:22:39 AM
Re: company under receivership, all employees terminated

我 们 的 公 司 被receiver 接 管 已 经六年了。 在这 六 年 中, 我 们 竭 尽 所 能 地 为 公 司 服 务。 虽 然 被接 管, 公 司 的 运 作 如 常。 员 工 和receiver 的 关 系 也 良 好。 突 然 在 上 个 月10 日receiver 宣 布 公 司 被 一 家 外 国 公 司 买 了( 只 买 机 器, 厂 房 和 一 些 原 料〕 当 天 我 们 收 到 解 雇 信。 信 中 只 说:(following our review into the affairs of comapny, the Receiver and manager regret to inform that as part of the reivership strategy it is necessary for us to terminate your employement with effect from the date of this letter. We wish to than you for your services and would be grateful if you could submit to us any claims you may have against the company for our consideration to be direct to us.〕 我 们 问 他 们 有 关retrenchment benefit and lay off benefit. 他 们 回 答 说会 安 排。 我 们 要 求 给 我 们 一 封 信 说 明 一 切, 但 他 们 不 愿 意。 到 了21/05/08, 他 们 说 会 给 我 们 一 个 月 的 薪 水 作 为 赔 偿。 大 部 分 的 员 工 都 不 同 意。 我 们 有 见 过 劳 工 部, 但 劳 工 部 说 因under receivership 我 们 不 能 得 到 任 何赔 偿。 请 问 我 们 该 如 何 是 好?? 要 向 哪 个 部 门 投 诉??
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KL Siew

5/22/2008 8:48:03 AM
你们会不会可能听错吗?员工的权益在劳工法令第31条是有优先权的。去参看该如下条例。同时你们可以请教INDUSTRIAL RELATIONS DEPARTMENT。你们必须尽快采取行动。

31. Priority of wages over other debts.

(1) Where by order of a court made upon the application of any person holding a mortgage, charge, lien or decree (hereinafter referred to as “the secured creditor”) or in the exercise of rights under a debenture the property of any person (hereinafter referred to as “the person liable”) liable under any of the provisions of this Act to pay the wages due to any employee or to pay money due to any subcontractor for labour is sold, or any money due to the person liable is attached or garnished, the court or the receiver or manager shall not authorise payment of the proceeds of the sale, or of the money so attached or garnished, to the the secured creditor or the debenture holder until the court or the receiver or manager shall have ascertained and caused to be paid, out of such proceeds or money, the wages of such employee, or the money due to any subcontractor for labour under a contract between him and the person liable, which the person liable was liable to pay at the date of such sale, attachment or garnishment.

Provided that this section shall only apply to the sale of a place of employment on which:

(a) any employee to whom wages are due as aforesaid;

(b) any employee to whom wages are due by such subcontractor for labour as aforesaid;

(c ) any subcontractor for labour to whom money is owed on account of the subcontract by the subcontractor for labour as aforesaid;

was employed or worked at the time when such wages were earned or such money accrued due, and to the proceeds of the sale of any products of such place of employment and of any movable property therein used in connection with such employment and to any money due to the person liable on account of work performed by such employee or subcontractor for labour or derived from the sale of the products of such work;

Provided further that:

(a) where the person liable is an employer the total amount of the wages of any employee to which priority over the claim of a secured creditor is given by this section shall not exceed the amount due by the employer to the employee as wages for any four consecutive months' work;

(b) where the person liable is a principal and where the wages are claimed from such principal under section 13 the total amount of the wages of any employees to which priority over the claim of a secured creditor is given by this section shall not exceed the amount due by the principal to the contractor at the date of the sale, attachment or garnishment unless the contractor is also a subcontractor for labour;

(c ) where the person liable is a contractor or subcontractor who owes money to a subcontractor for labour the total amount due to such subcontractor for labour to which priority over the claim of a secured creditor is given by this section shall not exceed the amount due by such subcontractor for labour to his employees (including any further subcontractors for labour under such first-mentioned subcontractor for labour) for any four consecutive months' work.

(2) In this section, except for the second proviso, “wages” includes termination and lay-off benefits, annual leave pay, sick leave pay, public holiday pay and maternity allowance.

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苦 恼 的 人

5/22/2008 9:38:32 PM
谢 谢 你 的 回 复。 对 不 起, 我 想 应 该 说 的 详 细 些。receiver 在10/04/08 当 天 已 付 我 们01/04/08-10/04/08 的 薪 水 以 及 剩 余 的annual leave. 而 新 公 司 在11/04/08 聘 用 回 全 部 的 员 工, 薪 金 和 职 务 照 旧 但 试 用 期 为 三 个 月。 年 假 重 新 计 算 起( 就 如 新 进 的 员 工〕。 所 以 在21/05/08,receiver 通 过 电 话 要 人 事 部 同 事 问 我 们 是否同意 接 受 另 外 一 个 月 的 薪 资 当作赔偿吗? 还 说 本 来 是 没 有 的。receiver 也 说 多 数 的 员 工 是 在 他 们 接 管 前 聘 用 的(pre-receiveship) 是 得 不 到 任 何赔 偿。我和同事也问过劳工部,当劳工部听到公司是被receiver接管,就说我们是没有机会要求任何赔偿。今天我们到INDUSTRIAL RELATIONS DEPARTMENT,竟然说有关负责人请病假,没人可帮忙。但后来用电话联络到IR DEPT 有关负责人,他也说既然有另 外 一 个 月 的 薪 资 当作赔偿就接受吧。因为他说如上诉是很难有机会胜诉的。我们心都冷了。我们也联络MTUC,一个说有机会,另一个却说没机会。真不知该如何做??我们也去请教律师,他说只好写信给receiver要求多些赔偿。请问真得没办法了吗?因为我们在这间公司做十年和做一年也没分别。希望您能帮忙我们找个管道来解决以上的问题。在此我代表公司全体同事先向您说声“谢谢。
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KL Siew

5/23/2008 7:57:21 AM
唯一的管道就是尽快采取行动。

A。 先报案。 尽管人家有说可以有些说以,你们首先报案追讨解雇赔偿。报案之前你们得把各人的赔偿算好。另外预备一份授权书。 Example:

Your claim:

1. Wong XX No KP, Gaji Akhir, Tempoh perkhidmatan dari dd/mm/yy hingga dd/mm/yy
Termination benefit:= ?????

2. Lee Ah Kow. As above and so on for others.

Letter of authorization:

Kami seperti yang menandatangan dibawah adalah memberi kuasa kepada Encik xxxxxxx sebagai wakil kami untuk menuntut faedah penamatan kerja terhadah XXXXXX sdn Bhd.

1. Lee XXX No. KP Tangda tangan.......................
2. ..............
3

B. 先着心理准备。报了案胜负就由当局裁决。就算赢了也不一定拿到钱因为公司可能已经一文不值。无论如何,先报案,不得有误。然後你们可以请律师或MTUC帮忙。Good luck.
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苦 恼 的 人

5/23/2008 8:40:17 AM
我们会尽快采取行动。谢谢!
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