1.-Payment of employee’s wages are
governed by the Employment Act 1955 or employment contract which comes under
purview of Ministry of Human Resources.
2.-Section 2(1) of the Employment Act
1955 define wages as “basic wages and all other payments in cash payable to an
employee for work done”.
3.-In a contract, one consideration
(work done) is exchanged for another consideration (wages) based on employment
contract.
4.-The question is whether the
employees are entitled for the wages for unattended work due to the MCO?
5.-The MCO was issued pursuant to the
Prevention and Control of Infectious Diseases Act 1988 and the Police Act 1967.
6.-The Prevention and Control of
Infectious Diseases Act 1988 comes under purview of Ministry of Health.
7.-The Police Act 1967 comes under
purview of Ministry of Home Affairs.
8.-The Employment Act 1955, Prevention
and Control of Infectious Diseases Act 1988, Police Act 1967 and MCO is silent
on the employee’s wages in the event of business shut down due to the MCO.
9.-Whether it is lawful for employers
to exercise deduction of wages or non-payment of wages of the employees in the
event of business shut down due to the MCO?
10.-The High Court case of Viking
Askim Sdn Bhd v National Union of Employees in Companies Manufacturing Rubber
Products (1991) 3 CLJ (Rep) 195 held as follows:
“…[6] if an employee is
ready to perform his services during the period covered by his contract of
employment, which provides for payment of wages at certain times, he is
entitled to the wages, although the employer has no work for him…”
11.-In applying the above case into
the current situation where businesses are shut down due to the MCO, none of
the employees are considered to be ready to perform their duty and services.
12.-So, it is plain and obvious that the
employees are not entitled to wages for unattended work due to the MCO.
13.-The announcement of MCO is a
situation that is beyond the control (force majeure) of both the employers and
employees which could cause the suspension of employment contractual
obligations.
14.-The doctrine of frustration is applies
where the performance of the employment contract becomes impossible by both
employers and employees.
15.-It is therefore, any guides issued
by the Ministry of Human Resources that related to employment and wages during MCO
must not misconceived in law and fact. It is trite law that one cannot widen or
narrow the scope of legislation through the issuance
of guidelines.