GUIDELINES NATIONALWAGESCONSULTATIVECOUNCIL METHODOFIMPLEMENTATION MINIMUMWAGESORDER2012

[ThistranslationisdonebyMalaysianEmployersFederation(MEF) andNOTanofficialtranslationfromNWCC]

1

INTRODUCTION
WHEREAS the National Wages Consultative Council ("Council") established under section 3 of the National Wages Consultative Council 2011 (Act 732) in exercising the powers provided under section 4(2) of Act 732, hereby decided that apart from the matterscontainedinintheMinimumWagesOrder2012[P.U.(A)214]("Order"),the methodofimplementingtheOrderareasfollows: 1. DAILYMINIMUMWAGEOFEMPLOYEES In accordance with the objective of implementing Minimum Wages Order 2012,fulltimeemployeesshallobtaintheamountoftheaveragesalaryofnot less than RM900 (Peninsular Malaysia) or RM800 (Sabah, Sarawak and the Federal Territory of Labuan) per month. Fulltime employee who is paid on a daily basis and has attended work on normal working days as fixed and fulfill thenormalworkinghoursasagreedinthecontractofserviceregardlessofthe numberofhoursworkedperdayshallbepaidthedailyminimumwagesbased onthecalculationformulaasfollows: DailyWagesRate (i) Numberofdays workedinaweek 6 5 4 Note:

MonthlyMinimumWagesRatex12months 52weeksxNumberofdaysworkedinaweek

ForPeninsularMalaysia,thedailyminimumwageratesareasfollows: DailyWages Rate RM34.62 RM41.54 RM51.92 AverageMonthly Salary RM34.62x26day =RM900.12RM900 RM41.54x21.67day =RM900.17RM900 RM51.92x17.33day =RM899.77RM900

Theabovecalculationsarebasedonthemaximumnumberof workinghoursof48hoursaweek.
2

(ii)

For Sabah, Sarawak and the Federal Territory of Labuan, the daily minimumwagesratesareasfollows: Numberofdays workedinaweek 6 5 4 DailyWages Rate RM30.77 RM36.92 RM46.15 AverageMonthly Salary RM30.77x26day =RM800.02RM800 RM36.92x21.67day =RM800.06RM800 RM46.15x17.33day =RM799.78RM800

Note: 2. MINIMUMWAGESFOREMPLOYEESWHOAREPAIDBYPIECERATED, TONNAGE,TRIPORCOMMISSIONS For employees who have no basic salary but their wages are paid by piece rated, tonnage, trip or commission, the method of implementation of the minimumwagesareasfollows: (i) If the wages paid is in excess of the minimum wages, then the basic wages of RM900 in Peninsular Malaysia or RM800 in Sabah, Sarawak and FederalTerritoryofLabuanisdeemedtohavebeencompliedwith; (ii) If the wages paid is RM900 in Peninsular Malaysia or RM800 in Sabah, Sarawak and Federal Territory of Labuan, the basic wages of RM900 or RM800isdeemedtohavebeencompliedwith;and (iii) If the wages paid is less than RM900 in Peninsular Malaysia or RM800 in Sabah, Sarawak and Federal Territory of Labuan, the employer shall add whateverthatarelesstomeetthebasicwagesofRM900orRM800. The above method do not limit the rights of employer/employee from paying/receiving wages which is higher in accordance with the contract of service.

Theabovecalculationsarebasedonthemaximumnumberof workinghoursof48hoursaweek.

3.

METHODOFRESTRUCTURINGOFWAGES Subject to negotiations between the employer and employee, the method of restructuringofwagesisguidedonthefollowingbases:

(i) the restructuring process is done ONCE ONLY that is BEFORE the commencement date of this Order and NOT a process that continues aftertheeffectivedateoftheOrder; (ii) the restructuring of wages only involve cash payments as in the definition of "wages" under section 2 of the Employment Act 1955, SabahLabourOrdinance[Chapter67]ortheSarawakLabourOrdinance [Chapter76]only; (iii) any payments that are excluded from the definition of "wages" under section 2 of Employment Act 1955, Sabah Labour Ordinance [Chapter 67] or the Sarawak Labour Ordinance [Chapter 76] cannot be absorbed asminimumwagesintherestructuringofwages.Paymentsthatarenot wagesareasfollows: (a) the value of accommodation or the supply of any food, fuel, light or water or medical attendance, or of any approved amenityorapprovedservice; (b) any contributions paid by employers on his own account to any pension fund, provident fund, superannuation scheme, retrenchment, termination, layoff or retirement scheme, thrift scheme,oranyotherfundorschemeestablishedforthebenefit orwelfareoftheemployee; (c) anytravelingallowanceorthevalueofanytravelconcession; (d) any sum payable to the employee to defray special expenses entailedonhimbythenatureofhisemployment; (e) anygratuitypayableondischargeorretirement;or (f) anyannualbonusoranypartofanyannualbonus.
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(iv)

Allowances paid specifically based on the nature of work i.e heat allowance, dust allowance, noise allowance, standing allowance and other similar allowances given to the particular employee are not appropriatetoberestructured;

(iv) for the hotel sector in which the collection of service charges is implemented, the employer may convert all or part of the collected servicechargesaspartofminimumwages; (v) fortheplantationsectorinwhichSpecialGratuitousPaymentofRM200 isimplemented,theemployermayconvertallorpartofthepaymentas part of the minimum wages. Any terms and conditions relating to entitlement to such payment shall be void. However, if there is a balance of payment, terms and conditions relating to eligibility to receivetheremainingpaymentsshallcontinuetoapply; (vi) for the security sector where safety incentives paid to employees as provided in Wages Council Order (Wages Regulations Order) (Statutory Minimum Remuneration of Private Security Guards in the Peninsular Malaysia) Order 2011 and Wages Council (Wages Regulations Order) (Statutory minimum remuneration of Private Security Guards in Sabah andSarawak)in2011,itmaybestructuredasaminimumwage; (vii) housingallowanceisallowedtoberestructuredastheminimumwages, provided that the allowance is not a replacement for the facilities provided by the employer, but a cash payment provided by the employerbasedthecontractofservice;and (ix) the restructuring process should not reduce the total wages received priortorestructuring.

 National Wages Consultative Council in Meeting No. 4/2012 on 28 August 2012 makestheabovedecisionsandconfirmedbytheChairman:

(TANSRIDATUKAMARSTEVESHIMLIPKIONG) Chairman NationalWagesConsultativeCouncil

CERTIFIEDBY: (DATUKSERIDR.SUBRAMANIAMA/LK.V.SATHASIVAM) MinisterofHumanResources

PENERANGAN 1. TAFSIRAN Bagi maksud pemakaian Akta 732 dan penguatkuasaan Perintah Gaji Minimum 2012 (i) (ii) Gaji minimum adalah gaji pokok. Pekerja bererti pekerja di bawah Akta 732 yang disandarkan kepada definisi pekerja yang diliputi di bawah (a) Jadual Pertama Akta Kerja 1955 iaitu pekerja yang menerima gaji tidak melebihi RM2,000 sebulan atau pekerja-pekerja manual tanpa had gaji atau pekerjapekerja lain seperti dalam Lampiran A; atau Jadual Ordinan Buruh Sabah [Bab 67] (Lampiran B) atau Jadual Ordinan Buruh Sarawak [Bab 76] (Lampiran C) iaitu pekerja yang menerima gaji tidak melebihi RM2,500 sebulan atau pekerja-pekerja manual tanpa had gaji atau pekerja-pekerja lain,

(b)

kecuali pekhidmat domestik dan seseorang perantis. (iii) Kontrak perkhidmatan (a) ertinya apa-apa perjanjian, sama ada secara lisan atau bertulis, dan sama ada nyata atau tersirat, yang menurutnya seseorang bersetuju untuk mengambil kerja seorang yang lain sebagai pekerja dan orang yang lain itu bersetuju untuk berkhidmat dengan majikannya sebagai pekerja, tetapi tidak termasuk kontrak perantisan; dan termasuk Perjanjian Kolektif iaitu suatu perjanjian bertulis yang dibuat antara majikan atau kesatuan majikan dengan kesatuan sekerja berhubung termaterma dan syarat penggajian dan kerja yang berkaitan dengan perhubungan dengan kedua-dua pihak. 7

(b)

(iv)

kontrak perantisan mempunyai erti yang sama dalam Akta Kerja 1955, Ordinan Buruh Sabah [Bab 67] atau Ordinan Buruh Sarawak [Bab 76], iaitu suatu kontrak bertulis yang dibuat oleh seseorang dengan majikan yang mengaku akan mengambil orang itu bekerja dan melatih atau menjadikan ia terlatih secara sistematik untuk satu tred bagi tempoh tertentu yang tidak kurang dari dua tahun dalam tempoh mana perantis itu terikat untuk bekerja dalam perkhidmatan majikan.

2.

PERMULAAN KUAT KUASA PERINTAH Penjelasan Mengenai Subperenggan 2(1)(A) Perintah (i) Perintah Gaji Minimum 2012 hendaklah mula berkuat kuasa pada 1 Januari 2013 ke atas majikan yang mempunyai enam orang pekerja atau lebih. Perintah tersebut akan terus terpakai kepada majikan itu walaupun bilangan pekerja telah menjadi kurang daripada enam orang selepas 1 Januari 2013. Sekiranya pada 1 Januari 2013 majikan mempunyai lima orang pekerja atau kurang, tetapi selepas tarikh tersebut bilangan pekerja bertambah melebihi lima orang maka majikan tersebut hendaklah membayar gaji minimum kepada semua pekerjanya mulai tarikh pekerja tambahan tersebut digajikan.
Ilustrasi 1 Katakan: Jika pada 1 Januari 2013, syarikat ABC Sdn Bhd mempunyai 6 orang pekerja, maka syarikat tersebut wajib membayar gaji minimum kepada semua pekerjanya. Sekiranya pada bulan Februari 2013, bilangan pekerja menjadi kurang daripada 6 orang, syarikat tersebut masih berkewajipan mematuhi Perintah untuk baki pekerja yang masih ada.

(ii)

(iii)

Dalam contoh ini, majikan yang tertakluk kepada Perintah seperti ilustrasi di atas akan terus tertakluk sepertimana prinsip once in, always in.

Penjelasan Mengenai Pengkelasan Aktiviti Profesional Di Bawah Malaysia Standard Classification Of Occupations (MASCO) (iv) Seseorang majikan yang menjalankan aktiviti profesional, contohnya seorang doktor yang menjalankan perniagaan klinik kesihatan, dikategorikan sebagai suatu aktiviti profesional yang dikelaskan di bawah MASCO dikehendaki mematuhi Perintah ini mulai 1 Januari 2013 tanpa mengira bilangan pekerja yang digajikan. (v) Dalam pengkelasan MASCO di bawah Kumpulan Utama 2: Profesional, terdapat tujuh kumpulan sub utama iaitu: (a) Profesional Sains dan Kejuruteraan; (b) Profesional Kesihatan; (c) Profesional Perguruan; (d) Profesional Perniagaan dan Pentadbiran; (e) Profesional Teknologi Maklumat dan Komunikasi; (f) Profesional Undang-undang, Sosial dan Kebudayaan; dan (g) Profesional Perkhidmatan Hospitaliti, Runcit dan Perkhidmatan Lain. (vi) Maklumat terperinci berhubung kumpulan kecil di bawah kumpulan sub utama di atas boleh dirujuk di Lampiran D. Penjelasan Mengenai Subperenggan 2(2) Perintah Berhubung Permohonan Penundaan (vii) Mana-mana orang atau golongan orang boleh memohon penundaan tarikh pelaksanaan Perintah ini. Permohonan yang mengandungi alasan dan justifikasi yang kukuh secara bertulis sama ada melalui surat atau email hendaklah

dialamatkan kepada Urus Setia Majlis Perundingan Gaji Negara (MPGN) seperti berikut: Setiausaha Majlis Perundingan Gaji Negara Kementerian Sumber Manusia Aras 7, Blok D3, Kompleks D Pusat Pentadbiran Kerajaan Persekutuan 62530 PUTRAJAYA No. Tel: 03-8886 5156/ 5162 Faks: 03-8889 2377 Email: [email protected] (viii) Bagi majikan yang menggaji 6 orang pekerja atau lebih yang tarikh kuat kuasanya bermula pada 1 Januari 2013, permohonan tersebut hendaklah diterima oleh Urus Setia MPGN selewat-lewatnya pada 2 Oktober 2012. (ix) Bagi majikan yang menggaji 5 orang pekerja atau kurang yang tarikh kuat kuasanya bermula pada 1 Julai 2013, permohonan tersebut hendaklah diterima oleh Urus Setia MPGN selewat-lewatnya pada 1 April 2013. (x) Dokumen-dokumen yang perlu dikepilkan bagi permohonan penundaan adalah seperti berikut: - Borang Maklumat Syarikat daripada Suruhanjaya Syarikat Malaysia (SSM); - Laporan Kewangan yang telah diaudit bagi 3 tahun terakhir; dan - Maklumat bilangan pekerja tempatan dan pekerja asing secara berasingan beserta gaji bagi bulan terakhir. (xi) Mana-mana permohonan yang diterima oleh Urus Setia MPGN selepas tarikh-tarikh tersebut TIDAK akan dipertimbangkan.

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3.

KETIDAKPAKAIAN Perintah ini tidak terpakai kepada pekhidmat domestik dan perantis.

4.

PENGURANGAN KADAR GAJI MINIMUM Pekerja Dalam Tempoh Percubaan (i) Pengurangan kadar bayaran gaji minimum tidak melebihi 30% bagi pekerja dalam tempoh percubaan adalah berasaskan kepada kontrak perkhidmatan pekerja tersebut.
Ilustrasi 2 Katakan: Pekerja A merupakan seorang pekerja di bawah majikan yang menggajikan 7 orang pekerja dan beliau dalam tempoh percubaan selama 12 bulan bermula pada 1 April 2012. Tempoh 6 bulan pertama percubaan akan genap pada 30 September 2012, maka kadar gaji minimum pada 1 Januari 2013 hendaklah terpakai dan tidak boleh dikurangkan. Ilustrasi 3 Katakan: Pekerja B dalam tempoh percubaan di Semenanjung Malaysia mula bekerja pada 1 Oktober 2012 bagi tempoh 12 bulan dan dibayar gaji sebanyak RM500 sebulan. Sehingga 31 Disember 2012, beliau telah menjalani tempoh percubaan selama tiga bulan. Ini bermakna baki tempoh percubaan adalah tiga bulan. Oleh itu, beliau hendaklah dibayar sekurangkurangnya RM630 sebulan bagi tempoh bulan Januari hingga Mac 2013. Seterusnya mulai 1 April 2013, beliau hendaklah dibayar gaji minimum RM900 sebulan.

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5.

FORMULA PENSTRUKTURAN GAJI DAN ELAUN GM ESP2

= =
= = = =

GP + (GM GP) ESP1 (GM GP)

Ilustrasi 4 Bagi pekerja di Semenanjung Malaysia yang bergaji pokok sebanyak RM625 dan dibayar elaun tunai sebanyak RM275, majikannya boleh mengubah bayaran elaun tunai itu untuk dijadikan sebahagian daripada gaji minimum. Gaji semasa RM625 (gaji pokok) RM275 (elaun) Jumlah=RM900 Ilustrasi 5 Bagi pekerja di Sabah yang bergaji pokok sebanyak RM457.35 dan dibayar elaun tunai sebanyak RM700, majikannya boleh mengubah sebahagian elaun tunai itu untuk dijadikan sebahagian daripada gaji minimum. Baki sebanyak RM357.35 itu hendaklah dikekalkan sebagai elaun tunai. Gaji semasa RM457.35 (gaji pokok) RM700 (elaun) Gaji selepas Perintah RM457.35 + (RM800-RM 457.35) = RM800 (gaji minimum) RM700 (RM800-RM457.35) = RM357.35 (elaun) Jumlah= RM 1157.35 Gaji selepas Perintah RM625+(RM900-RM625) = RM900 (gaji minimum); RM275 (RM900-RM625) = RM0 (elaun) Jumlah=RM900

Jumlah=RM1157.35

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Ilustrasi 6 Bagi pekerja di Sarawak yang bergaji pokok sebanyak RM553 dan diberikan bayaran tunai RM547 berdasarkan kepada kutipan caj perkhidmatan, majikannya boleh mengubah sebahagian daripada bayaran tunai itu sebagai sebahagian daripada gaji minimum. Baki sebanyak RM300 itu hendaklah dikekalkan sebagai caj perkhidmatan. Gaji semasa RM553 (gaji pokok) RM547 (bayaran tunai daripada kutipan caj perkhidmatan) Jumlah=RM1100 Ilustrasi 7 Bagi pekerja di Semenanjung Malaysia yang bergaji pokok sebanyak RM650 dan dibayar elaun tunai A sebanyak RM200 dan juga lain-lain bayaran elaun tunai B sebanyak RM21, C sebanyak RM53 dan D sebanyak RM42 yang berdasarkan kepada produktiviti dan prestasi, majikannya boleh mengubah bayaran elaun tunai tetap A dan sebahagian daripada bayaran elaun tunai B,C atau D sebagai gaji minimum. Sebahagian bayaran elaun tunai B,C atau D yang tidak dijadikan gaji minimum hendaklah dikekalkan sebagai elaun tunai. Gaji semasa RM650 (gaji pokok) RM200 (elaun A) RM21 (elaun B) RM53 (elaun C) RM42 (elaun D) Gaji selepas Perintah RM650+(RM900-RM650) = RM900 (gaji minimum) RM200 (boleh diubah menjadi sebahagian gaji minimum) RM50 menjadi RM21 (elaun B) sebahagian RM53 (elaun C) dari gaji RM42 (elaun D) pokok. RM66 (elaun B + C + D) = (RM200 + RM21 + RM53 + RM42) (RM900 RM650) = RM316 RM250 Jumlah = RM966 Jumlah = RM966 Gaji selepas Perintah RM553+(RM800-RM553) = RM800 (gaji minimum) RM547 (RM800-RM553) = RM300 (bayaran tunai daripada kutipan caj perkhidmatan) Jumlah=RM1100

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Ilustrasi 8 Bagi pekerja di Labuan yang bergaji pokok sebanyak RM700 tanpa bayaran elaun tunai, majikannya perlu menambah sebanyak RM100 sebagai sebahagian gaji minimum. Gaji semasa RM700 (gaji pokok) Gaji selepas Perintah RM700+(RM800-RM700) = RM800 (gaji minimum) Jumlah=RM800

Jumlah=RM700

6.

PEMBATALAN DAN PENGECUALIAN (i) Senarai Perintah-perintah di bawah Akta Majlis Penetapan Gaji 1947 (Akta 195) yang masih berkuatkuasa adalah seperti berikut: (a) (b) (c) (d) (e) (f) Perintah Peraturan Gaji (PPG) Pengawal Keselamatan Swasta 2011; Perintah Peraturan Gaji Penghidangan dan Hotel 1982; Perintah Peraturan Gaji Pekerja Wayang Gambar 1981; Perintah Peraturan Gaji Pembantu Kedai 1981; Perintah Peraturan Gaji Pemunggah Kapal & Pengendali Muatan 1977; dan Perintah Peraturan Gaji Pembantu Kedai (Sarawak) 1972

(ii) Kesemua perintah tersebut akan TERBATAL pada 1 Januari 2013 kecuali bagi majikan selain daripada majikan dalam sub perenggan 1(1)(b) Perintah yang menggaji 5 orang pekerja atau kurang. (iii) Penjelasan Mengenai PPG Untuk Pengawal Keselamatan Swasta adalah seperti berikut: (a) Jika pada 1 Januari 2013, majikan yang menjalankan perniagaan kawalan keselamatan dan mempunyai 6 orang 14

pekerja dan ke atas, maka Perintah Majlis Penetapan Gaji Bagi Pengawal Keselamatan Swasta di bawah Akta 195 adalah terbatal dan digantikan dengan Perintah Gaji Minimum 2012. (b) Namun begitu, dari 1 Januari 2013 hingga 30 Jun 2013 Perintah Majlis Penetapan Gaji Bagi Pengawal Keselamatan Swasta di bawah Akta 195 masih terpakai kepada syarikat pengawal keselamatan yang mempunyai 5 orang pekerja atau kurang. Jika syarikat kawalan keselamatan diberi penundaan tempoh pelaksanaan Perintah Gaji Minimum 2012, Perintah Majlis Penetapan Gaji Bagi Pengawal Keselamatan Swasta di bawah Akta 195 akan terus berkuat kuasa sehingga Perintah Gaji Minimum 2012 mula berkuat kuasa ke atas syarikat kawalan keselamatan tersebut.

(c)

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RUJUKAN Undang-undang berkaitan: 1. 2. 3. 4. 5. 6. Akta Majlis Perundingan Gaji Negara 2011 (Akta 732) Akta Kerja 1955 (Akta 265) Ordinan Buruh Sabah (Bab 67) Ordinan Buruh Sarawak (Bab 76) Akta Perhubungan Perusahaan 1967 (Akta 177) Akta Majlis Penetapan Gaji 1947 (Akta 195)

LAMPIRAN Lampiran A - Jadual Pertama Akta Kerja 1955 Lampiran B - Jadual Kepada Ordinan Buruh Sabah (Bab 67) Lampiran C - Jadual Kepada Ordinan Buruh Sarawak (Bab 76) Lampiran D - Pengkelasan MASCO bagi Kumpulan Profesional

Disediakan oleh: Urus Setia Majlis Perundingan Gaji Negara Kementerian Sumber Manusia Aras 7, Blok D3, Kompleks D Pusat Pentadbiran Kerajaan Persekutuan 62530 PUTRAJAYA Telefon: 03-8886 5156/ 5162 Faks: 03-88892377 Email: [email protected]

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Lampiran A FIRST SCHEDULE EMPLOYMENT ACT 1955 [Subsection 2(1)] Employee 1. Any person, irrespective of his occupation, who has entered into a contract of service with an employer under which such persons wages do not exceed two thousand ringgit a month. 2. Any person who, irrespective of the amount of wages he earns in a month, has entered into a contract of service with an employer in pursuance of which (1) he is engaged in manual labour including such labour as an artisan or apprentice: Provided that where a person is employed by one employer partly in manual labour and partly in some other capacity such person shall not be deemed to be performing manual labour unless the time during which he is required to perform manual labour in any one wage period exceeds one-half of the total time during which he is required to work in such wage period; (2) he is engaged in the operation or maintenance of any mechanically propelled vehicle operated for the transport of passengers or goods or for reward or for commercial purposes; (3) he supervises or oversees other employees engaged in manual labour employed by the same employer in and throughout the performance of their work; (4) he is engaged in any capacity in any vessel 17 Provision of the Act not applicable

Part XII

registered in Malaysia and who (a) is not an officer certificated under the Merchant Shipping Acts of the United Kingdom as amended from time to time; (b) is not the holder of a local certificate as defined in Part VII of the Merchant Shipping Ordinance 1952 [F.M. 70/1952]; or (a) has not entered into an agreement under Part III of the Merchant Shipping Ordinance 1952; or (5) he is engaged as a domestic servant. Sections 12, 14, 16, 22, 61 and 64, and Parts IX, XII and XIIA

3. For the purpose of this Schedule wages means wages as defined in section 2, but shall not include any payment by way of commissions, subsistence allowance and overtime payment.

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Lampiran B SCHEDULE LABOUR ORDINANCE (SABAH CAP. 67) [Subsection (1) of section 2]

Employee 1. Any person, irrespective of his occupation, who has entered into a contract of service with an employer under which such persons wages do not exceed two thousand five hundred ringgit a month. 2. Any person who, irrespective of the amount of wages he earns in a month, has entered into a contract of service with an employer in pursuance of which (a) he is engaged in manual labour including such labour as an artisan or apprentice: Provided that where a person is employed by one employer partly in manual labour and partly in some other capacity, such person shall not be deemed to be performing manual labour unless the time during which he is required to perform manual labour in any one wage period exceeds one half of the total time during which he is required to work in such wage period; (b) he is engaged in the operation or maintenance of any mechanically propelled vehicle operated for the transport of passengers or goods or for reward or for commercial purposes; 19

Provision of the Ordinance not applicable

(c) he supervises or oversees other employees engaged in manual labour employed by the same employer in and throughout the performance of their work; (d) he is engaged in recruiting employees; (e) he is engaged in any capacity in any vessel Definition of ordinary rate of pay in section registered in Malaysia and who 2, sections 103, 104, (i) is not an officer certificated under the 104A, 104B, 104C, Merchant Shipping Acts of the United 104D, 104E and Kingdom as amended from time to time; subsection (2) of section 105 (ii) is not a holder of a local certificate as defined in Part VII of the Merchant Shipping Ordinance 1952; or (iii) has not entered into an agreement under Part III of the Merchant Shipping Ordinance 1952; or (f) he is engaged as a domestic servant. Definition of ordinary rate of pay in section 2, sections 10 and 11, subsections (1) and (2) of section 13, sections 57, 58, Chapter XIB, sections 102, 103, 104,104A, 104B, 104C, 104D, 104E, 104F, subsection (2) of section 105 and Chapter XIVA except section 118.

3. For the purpose of this Schedule, wages means wages as defined in section 2, but shall not include any payment by way of commission, subsistence allowance and overtime payment. 20

Lampiran C SCHEDULE LABOUR ORDINANCE (SARAWAK CAP. 76) [Subsection (1) of section 2] Employee Provision of the Ordinance not applicable

1. Any person, irrespective of his occupation, who has entered into a contract of service with an employer under which such persons wages do not exceed two thousand five hundred ringgit a month. 2. Any person who, irrespective of the amount of wages he earns in a month, has entered into a contract of service with an employer in pursuance of which (a) he is engaged in manual labour including such labour as an artisan or apprentice: Provided that where a person is employed by one employer partly in manual labour and partly in some other capacity, such person shall not be deemed to be performing manual labour unless the time during which he is required to perform manual labour in any one wage period exceeds one half of the total time during which he is required to work in such wage period; (b) he is engaged in the operation or maintenance of any mechanically propelled vehicle operated for the transport of passengers or goods or for reward or for commercial purposes; 21

(c) he supervises or oversees other employees engaged in manual labour employed by the same employer in and throughout the performance of their work; (d) he is engaged employees; in recruiting

(e) he is engaged in any capacity in any Definition of ordinary vessel registered in Malaysia and rate of pay in section 2, who sections 104, 105, 105A, 105B, 105C, (i) is not an officer certificated 105D, 105E and under the Merchant Shipping subsection (2) of section Acts of the United Kingdom as 106 amended from time to time; (ii) is not a holder of a local certificate as defined in Part VII of the Merchant Shipping Ordinance 1952; or (iii) has not entered into an agreement under Part III of the Merchant Shipping Ordinance 1952; or (f) he is engaged as a domestic servant. Definition of ordinary rate of pay in section 2, sections 11 and 12, subsections (1) and (2) of section 14, sections 58, 59, Chapter XIB, sections 103, 104, 105, 105A, 105B, 105C, 105D, 105E, 105F, sub section (2) of section 106 and Chapter XIVA. 3. For the purpose of this Schedule, wages means wages as defined in section 2, but shall not include any payment by way of commission, subsistence allowance and overtime payment. 22

Lampiran D PIAWAIAN PENGELASAN PEKERJAAN MALAYSIA (MASCO) 2008 EDISI KETIGA KUMPULAN UTAMA 2 - PROFESIONAL Profesional meningkatkan ilmu pengetahuan sedia ada, mengaplikasikan konsep dan teori sains atau seni, mengajar tentang apa yang berlaku secara sistematik, atau melibatkan diri dalam mana-mana gabungan daripada ketiga-tiga aktiviti ini. Kebanyakan pekerjaan dalam kumpulan ini memerlukan kemahiran pada tahap yang keempat. 21 PROFESIONAL SAINS DAN KEJURUTERAAN 211 212 213 214 215 216 217 218 22 Ahli Fizik, Kimia, dan Profesional Berkaitan Ahli Matematik, Aktuari, dan Perangkawan Profesional Sains Hayat Profesional Kejuruteraan (Tidak Termasuk Elektroteknologi) Jurutera Elektroteknologi Arkitek, Perancang, Juruukur, dan Pereka Pengawal Kapal, Pesawat, dan Kereta Api/Lokomotif Profesional Perlombongan, Pembuatan, dan Pembinaan

PROFESIONAL KESIHATAN 221 222 223 224 225 226 Doktor Perubatan Profesional Kejururawatan dan Perbidanan Profesional Perubatan Tradisional dan Komplementari Pengamal Paramedikal Pakar Veterinar Profesional Kesihatan Lain

23

PROFESIONAL PERGURUAN 231 Profesional Perguruan Universiti Dan Pendidikan Tinggi 232 Guru Pendidikan Vokasional 233 Guru Pendidikan Menengah 23

234 235 236 237 238 239 24

Guru Pendidikan Rendah Dan Prapendidikan Rendah Guru Muzik, Seni, Dan Seni Persembahan Guru Bahasa Guru Agama Pengajar Kemahiran Teknologi Dan Teknikal Profesional Perguruan Lain

PROFESIONAL PERNIAGAAN DAN PENTADBIRAN 241 242 243 244 Profesional Kewangan Profesional Pentadbiran Profesional Jualan, Pemasaran, dan Perhubungan Awam Profesional Badan Pengawalaturan

25

PROFESIONAL TEKNOLOGI MAKLUMAT DAN KOMUNIKASI 251 Pembangun dan Juruanalisis Perisian dan Aplikasi 252 Profesional Pangkalan Data dan Pentadbir Sistem

26

PROFESIONAL KEBUDAYAAN 261 262 263 264 265

UNDANG-UNDANG,

SOSIAL,

DAN

Profesional Undang-Undang Pustakawan, Juruarkib, dan Kurator Profesional Sosial, Keagamaan dan Yang Berkaitan Pengarang, Wartawan, dan Ahli Linguistik Artis Kreatif dan Persembahan

27

PROFESIONAL PERKHIDMATAN HOSPITALITI, RUNCIT DAN PERKHIDMATAN LAIN 271 Profesional Hotel, Restoran, Hospitaliti dan Berkaitan

24