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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<a href='https://pictr.com/images/2022/08/26/Bs9yGq.md.jpg' target='_blank'>https://pictr.com/images/2022/08/26/Bs9yGq.md.jpg </a>
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1. The contract is not bond.
2. The contract obviously bersifat berat sebelah and doesn’t justify the need to compensate 6 months’ salary.
3. Probationers 24 hours termination notice is acceptable, it needs a lengthier explanation, otherwise need to give ample period time.
4. The contract did not let legal dept to go through and approve the content?
5. Even the contract has been more than 10 years, anyone can go file complaint and notify JTK or any relevant of MOHR regarding this (if the company still practice the same)

According to latest USA standard, any monetary labour bond is deem slavery
Kekwa

lmao what do u mean contract is not bond? pls explain

Confirm can't fly lo this clause. Sendiri syok sendiri de clause.

if u accept and sign, it’s legally binding

if u accept and sign, it’s legally binding

regardless its the same intention. which is to bind you because they invested in you.
so im quite surprised that people seem to look at it like a rare pokemon
although whether legally enforceable or not im not sure. because its quite unfair, you train someone so that he can do the job better. plus, what kind of training costs 1 year of an employee's pay? if its that expensive then the employee pay should be high pay not pay someone 2k but ask him to attend a 24k course , doesnt make sense. 

unless he really kns , quit immediately upon completing the training, e.g company sponsor external paper but you cabut after getting it using company money. on the other hand, actually your company already benefitted a bit because when you are studying for external papr you can apply the knowledge to your work already.

any HR or lawyer got experience dealing with the above?