26 August 2020
The Temporary Measures for Reducing the Impact of Coronavirus Disease 2019 (Covid-19) Bill 2020 (“the Covid-19 Bill”) was tabled for its first reading in the Dewan Rakyat of Malaysia on Wednesday, 12 August 2020.
The Covid-19 Bill, inter alia, seeks to provide for temporary measures to reduce the impact of the Covid-19 pandemic, primarily by modifying the provisions relating to statutory limitation periods, as well as the contractual obligations of parties who are unable to perform the same due to the Covid-19 pandemic.
The Covid-19 Bill will come into operation on a date published in the Gazette.
It is to be noted that once passed, the Covid-19 Bill will have retrospective effect and will be deemed to have come into operation on the first day of the Movement Control Order, i.e. 18 March 2020.
What This Means to Employers
Although the Covid-19 Bill contains various provisions, this article will only examine the employment-related aspects of the same.
Extension of Limitation Periods under the Industrial Relations Act 1967 (“IRA 1967”)
Part XII (Section 39 to 40) of the Covid-19 Bill seeks to extend the statutory periods set out in the IRA 1967 by excluding the period between 18 March 2020 to 9 June 2020 in the computation of the statutory limitation periods. Specifically, the relevant limitation periods which are affected are:
a) 21-day period for employers or a trade union of employers to accord recognition or notify the trade union of workmen concerned in writing of the grounds for not according recognition, pursuant to Section 9(3;
b)14-day period for a trade union of workmen to make any report of non-recognition or non-compliance to the Director General for Industrial Relations (“DGIR”), pursuant to Section 9(4); and
c)60-day period for any aggrieved employee to file his unfair dismissal claim to the DGIR, pursuant to Section 20(1A).
For further information, please contact:
Sivabalah Nadarajah, Partner, Shearn Delamore & Co
sivabalah@shearndelamore.com