Hello guys, I see that most of the discussion here are based on the employees side. However, I fall under the employer side and I have a situation here.

An employee of mine was let go under probation but he was left extremely bitter because he didn't get the position while his other colleague got it.

After he left, he changed the passwords and deleted all our company's information, which I have screenshot proof already.

May I please know what are the things or actions I can take here? He still has not returned us access card and company phone.

In resignation letter, should we to our direct supervisor (i.e team lead) or directly to the HOD (i.e. direct supervisor's boss)? Anyone can share experience?

Hi all I have a few questions regarding notice period buyout.

New employer propose for me to pay my 2 months notice myself and get reimbursed as sign on bonus? However after my calculations it seems like I will be losing 2k to tax during my first month of new employment

1. Is it reasonable to ask new employer to cover the taxable amount?

hi, let say i want to resign, and my resignation tender is 3 months notice. can I offset with my annual leave balance? if can is it 60 days or 90 days of AL?

erk i just want to know if it is 60 days or 90 days of AL to offset 3 months tender noticed,

I got a question. is it legal for a employer to terminate an employee just because they had an interview with another company? simply put just having a thought of moving to another job. can you punish someone to the point of terminating them? i think its against the law, and unethical.

And to throw in some clarity, there are no rules within this companies rule book stating that you cant go find another job, attend interview or even have thoughts of leaving.

for one i do know or you can say 100% sure that "employment-at-will doctrine" is not practiced or applicable in malaysia. the company

whats your opinion on this matter?

yup and up to us employee's to ensure our rights is protected. there are laws and acts and pursue them.