Okay. Will boycott BP lab from now on.

I worked there for 2 months about 10 years ago. HR called me to offer me the jobs 1-2 days after the interview. I accepted the jobs and request for offer letter before tender resignation. She said ok and my offer will be ready in few days. So I drive up to Ipoh to pick up the letter on following week. I am surprise to learn that they only provide me with simple 1 page letter (but didn't think too much) and will only provide another official letter when I report to work. Anyway, I accepted the job because I am desperate situation.
So, I resign from company in KL and move up to Ipoh. HR required me to sign Letter of appointment on the first day with the term that shock me. But I am in situation where I resigned from company in KL, move to Ipoh and rent the house. So I have no choice but to sign the letter. I didn't work with the son and daughter. I remember the second man in the company at that time was Reuben Poh, a relative from wife side. (BP stand for Beh & Poh). I didn't clash with anyone, but I saw myself all the horribly thing that people mentioned in this forum. I left the company after 2 months and they threaten to sue me to compensate them 6 months’ salary because of clause 7 on the letter of appointment.
It was 10 years ago but I still feel obligate to expose them so other didn't fall into the trap. So I upload the offer letter and letter of appointment that they require all employee to sign.
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They do this because too high turnover until 'beh' tahan. Stupid way to force people to stay. 10 years ago maybe can get away with it, nowadays no way.

To add on about that on employee abuse and being a bad paymaster, I heard this from some contact inside also while I'm still working in healthcare diagnostic sector

Since they are bad paymaster, the supplier refuse to continue supply reagents. No reagents the machine cannot run to give result.

But they can release blood test report with results wor, how a?

lol so many armchair loya here...

I real loya so let me help a bit.

If salary below RM2k/month then look at the Employment Act 1955.

If exceed then look at the terms of the contract.

No, it's not as easy as "you sign, you bind". If it is excessively one-sided, illegal, made under duress, and/or unconscionable, then it is voidable. Parties must contract on equal footing (or considerably equal).

Clause 7 is indeed one-sided and would make the contract voidable..... but.... it says it's only upon resignation. So it only applies if YOU RESIGN. Buttt....... they can always "make" you resign. which would be constructive dismissal, which is where the Industrial Relations Act comes into play.