Thursday, September 1, 2016

FIVE PILLARS OF MASTER & SERVANT

Sometime its difficult to determine whether a relationship is an employment contract or other forms or relationship. The contract for service, independent contractor, freelance amongst other has become a talisman and magical chant for the privilege few, namely those with the resources to deny ever creating an employment contract with those with lesser bargaining power.

There are five characteristic, that if met will have a resemblance of the ancient master and servant relationship. Those five pillar are wages, what task, how to perform it, when and where.

During ancient time, when currency's is not in the form as known to us. A sack of grains maybe the exchange to service rendered. A servant is not a slave, serve and be rewarded. Still the element of rewards is there and in our times it's in the form of money or wages or salary.

As master, he knows which task need to be performed, if he is able to do it by himself than there is no use of keeping an extra hand. The title or position, or what to do is significant to the relationship. A clerk, labourer, manager and all sorts of name to the job.

Knowing what to do is not enough, the master control how the task is performed. If the master instruct a driver to take a longer route than the ordinary one the servant must follow it. Even to the extent of 'stir don't shake' kind of instructions.

Where task should be performed, consisting boundary set out by the master. It also refer to place of employment.

When task to be performed also an important characteristic of the relationship. Working days and hours of work are two important part of an employment contract.

So that is the five pillar of master and servant relationship. Salary, what, how, where and when.

Antara kontrak perkhidmatan dan master & servant

Kontrak perkhidmatan, kontrak pekerjaan dan lain-lain variasinya merujuk kepada hubungan majikan dan pekerja yang diformalisasikan. Rujukan kepada akta-akta parlimen dibuat untuk mewajarkan hak pihak-pihak khusus yang terlibat iaitu majikan dan pekerja.

Melalui akta parlimen juga 'privity' atau kekhususan pihak-pihak direntas, sebagai contoh kuasa kerajaan mencampuri perlaksanaan syarat-syarat perkhidmatan dengan memasukkan syarat seperti gaji minima, hak maksima waktu berkerja dan seumpamanya. Hak mengarahkan caruman/ potongan wajib ke atas gaji pekerja seperti KWSP, LHDN dan PERKESO. Mengarahkan 'matching contribution' seperti KWSP dan PERKESO. Walaupun masih mengambil semangat asal 'master & servant', namun penyesuaian dibuat bergantung kepada situasi semasa.

Memahami kontrak perkhidmatan sebagai suatu 'perjanjian yang boleh dikuatkuasakan undang-undang' kadang-kala mudah kerana adanya terma rujukan jelas berdasarkan akta-akta parlimen. Kadang-kala sukar jika akta parlimen tidak menetapkan ' tafsiran'.

Maka adalah lebih mudah untuk memahami hubungan 'master & servant' yang mengandungi lima tonggak asas atau The Five Pillars of Master & Servant relationship.

KELAYAKAN PEKERJA KONTRAK DIBAYAR PAMPASAN SETELAH TEMPOH KONTRAK MATANG

Secara umum ada pembahagian dibuat majikan-majikan berkaitan pekerja kontrak dan tetap.

Walaupun bukan ketetapan pejabat buroh, ia diterima secara umum, sebagai syarat perkhidmatan yang tidak melanggar undang-undang. Ia merujuk secara langsung kepada golongan pekerja bertempoh tetap dan seksyen 11 Akta Kerja.

Rujukan seksyen 11, juga adalah tafsiran tersirat apa yang dimaksudkan dengan penamatan kontrak perkhidmatan. Kontrak perkhidmatan tamat jika;
1. Kerja telah siap,
2. tempoh kontrak matang
3. ditamatkan mengikut bahagian itu.

Mengambil pendekatan longgar, pekerja kontrak yang kontraknya matang layak dibayar penamatan di bawah Peraturan-peraturan Kerja 1980 (Faedah penamatan dan Renti Kerja Sentara) tertakluk kepada syarat-syarat peraturan berkaitan kerana berlaku penamatan di bawah seksyen 11.