From: Worldwide Consultancy Services <worldwideCS@gmail.com>
Date: Thu, May 10, 2012 at 5:36 PM
Subject: MALAYSIAN CUSTOMS PROCEDURES & SHIPPING DOCUMENTATIONS +++
To: azmishahrin@gmail.com
WORLDWIDE CONSULTANCY SERVICES (001257692-H)
Profile of Trainer
Mr. M.M. Mahalingam was a former Senior Assistant Director of Customs. He has held various positions ranging from Assistant Superintendent of Customs, Superintendent of Customs and Assistant Director of Customs in the Royal Customs Department since 1973. He has served in Customs stations located in Port Klang, Melaka, Johor Bahru and Kuching. He has over 26 years of experience in various areas such as import, export, tariff classification, valuation, refund, drawback, Free Zones, LMW, sales tax, service tax, preventive and account examination divisions. Mr Maha has been conducting training programmes (both public and in-house) and providing advisory services to many corporate clients on Customs requirements and compliances. Mr. Maha graduated from the University of Malaya in 1973 with a Bachelor of Arts (Economics) Degree. Mr M.M. Maha is a certified trainer by Pembangunan Sumber Manusi Berhad (PSMB).
At present Mr Maha has been actively conducting Public and In-House courses for national and multinational corporate organizations. Mr Maha's training programmes are on Malaysian Customs Procedures, Shipping Documentations, Sales Tax, Service Tax, GST, Tax Exemptions, Licensed Manufacturing Warehouse (LMW), Free Zones (FZ), Refund, Drawback, Malaysia Customs Tariff Classification, Trade Documentations, Letter of Credits (L.C.), Documentary Collections (DC) and Understanding of Incoterms 2010.
Mr Maha is one of the Speakers for Malaysian Customs Seminars in Sarawak while with the Royal Malaysian Customs Department.
Performance Objectives:
Upon completion of the course, the student will be able to do the following:
1. Recognize the difference between left and right-brain thinking.
2. Describe techniques that will enhance creativity.
3. Determine personal and organizational factors that block creativity.
4. Create a climate of creativity.
5. Develop creativity in different management functions.
Course Outline:
1. Background Information
2. The Nature of Creativity
3. Types of Creative Individuals That Exist
4. Changing Amount of Individual's Creativity
Creative Thinking is Both a Mental and Physical Activity
1. Right Brain! Left Brain! Brain Sprain!: Understanding Your Preferred Approach
This unit begins with a brief introduction to the physiology of the brain and its impact on thinking. Participants will discover the difference between right-brain and left- brain thinking and assess their preferred approach to processing information. And also how our physiology affects our psychology in the mental processes.
2. Analyzing Your Creativity
3. Personal Characteristics that Promote and Inhibit Creativity
4.Personal Experiences Which Enhance Creativity
5. Organizational Factors Which Enhance Creativity
6. Job Conditions Which Stifle Creativity
Generating Creative Ideas
1. Maximize Creativity By Focusing Your Attention
2. Develop Creative Potential By Allowing Incubation Time
3. Identify Creative Ideas as They Occur
4. Analyze Creative Ideas to Gauge Their Potential Value
5. Employ Strategies to Persuade Others to Support Ideas
6. Discover the creative mind in us by understanding and applying great mind tools such as
The Six Thinking Hats
1. The Power of Chunking in Neuro-Linguistic Psychology
2. The Principle of Reframe in NLP
Mind Mapping Method
This third section encourages participants to challenge assumptions, dispel corporate myths, and question the status quo with the exploration of multiple creative thinking techniques for better problem solving: brainstorming, negative brainstorming, mind mapping, and random words. In this active portion of the training, participants will tackle real-world business problems using a variety of ideation methods.
Fostering Creativity in the Workplace
1. The Influence of Company Communications on Creative Thinking
2. The Effect of Organizational Culture on Creativity
3. Ways to Foster a Climate of Creativity Within a Company
Creative Thinking Strategies in Different Management Functions
Beyond Brainstorming: Creative Problem Solving Method
This advanced segment goes beyond basic creative thinking skills and focuses on a process of solving business problems using six specific steps: objective finding, fact finding, problem finding, idea finding, solution finding, and acceptance finding. When used properly, this method can significantly reduce the time required to discover an innovative and sound solution.
Mr Daniel Wong has more than 28 years experience in the corporate world, out of which 13 years has been spent on coaching and training: teaching Sales, Management & Leadership skills, - training Companies and individuals on Communication Skills & Negotiation Skills, Course Consulting, Neuro-Linguistic Programming (NLP) and Sub-conscious learning skills. And in the process, continually coaching and motivating all his students, staffs and associates to learn, grow and expand their personal paradigms and horizons.
He also has extensive marketing and sales experience; from selling single course programs to education franchise businesses; as well as single pieces of equipment right-up to multi-million US dollar projects for more than 15 years. In his last major corporate appointment as Assistant General Manager of GEC (UK), Mahkota Technologies, where he was fully in-charge of both local and regional sales for his Division, he successfully managed over 15 different products and systems, with an annual turnover of RM60 million, for both the domestic and regional markets.
He is an engineer by profession and has completed his professional engineering degree, the Council of Engineering Institutions, UK., Part I & II within 2 years, one year short of the normal period of 3 years. As such he was awarded: Excellent Performance Award in the Professional degree. Positions held in the various multi-national corporate companies include from a young installation/service engineer to department manager & general manager of a leading MNC. Currently, he is a Certified Professional Trainer with the Malaysian Institute of Management (MIM) and Cambridge ICT. He is also a Certified Master NLP Practitioner of the National Federation of Neuro-Linguistic Psychology, USA.
He also specializes in Effective Communication & Negotiation skills, Management & Leadership Skills, Sales training applying Neuro-linguistic Programming and Subconscious Learning in order to accelerate adult learning. His other specialities include Functional & Instructional English for the Workplace, Effective English for Front-liners, Writing Skills, Presentation skills and Engaging Dialogue.
Daniel recognizes the great potential within each individual participant and he believes in making a difference in their learning through his personalised, demonstrative, practical and dynamic approach to make training an enjoyable and valuable experience. His passion for training stems from his innate desire to empower all those individuals who are keen to seek knowledge, wisdom and self improvement; so that they can be the person they need to be to have what they want.
Venue & Dates:
18 - 19 June 2012 Holiday Inn Glenmarie, Shah Alam, Selangor
28 - 29 June 2012 Pullman Hotel, Kuching, Sarawak
Course Fees:
1. RM 1,490 per participant for training in West Malaysia
2. RM 1,690 per participant for training in Sabah and Sarawak
(inclusive lunch; tea-breaks; course notes and Certificate of Attendance
Who should attend?
1. HR Managers
2. HR Executives
3. Whoever is involved with the Human Capital
Course Description
The Employment Act 1955 (EA) forms the basis of employment contracts between employer and employee. It covers the minimum terms and conditions of employment for employees who are covered under the EA. Employers are free to provide better terms but a penalty awaits organizations that provide inferior terms. At the same time it also provides some obligations and limitations from both employer and employee particularly in terms of work hours and OT and the administration of benefits. The EA also serves as a guideline for managing employees who are not covered under the Employment Act 1955
About the Programme
This is a very detailed comprehensive workshop programme. The programme focuses on understanding who is covered under the EA; the benefits applicable to them while they are in the organization and also on termination; and the rights, obligations and limitations of both employers and employees.
Why Choose This Programme?
While this is a fundamental piece of legislation which every manager should know about, it also poses one of the greatest challenges for HR specialists to understand as it is not written for the non-legal layman. Wrong interpretation and administration of the contract or EA by 'people managers' leads to 'people' problems in the organization and also leads to legal consequences. With this in mind this programme is delivered in a simple easy-to-understand manner with the minimum use of legal jargon. Unavoidable legal jargons are also explained in a simple non-legal way. There are also plenty of workshop mini-case exercises for participants to practice on and become proficient.
Learning outcomes
At the end of the programme, participants are able to:
- Know who is covered under the EA and who is not
- Draw up employment contracts correctly
- Provide terms and conditions of employment to employees which are not in conflict with the EA
- Correctly administer and compute the various employee benefits according to EA using the correct legal formula: annual leave, sick leave, maternity leave, PH, ret days, etc
- Compute unpaid leave and early leaving or late joining of employment in the month
- Know what types of disciplinary action are legally sanctioned
- Decide who is entitled to retrenchment or lay-off or termination benefits
- Compute retrenchment and termination benefits correctly
- Know under what circumstances employer or employee does not have to give notice of termination or resignation
- Administer legal records according to the EA
- Know the penalties including compound fines under the EA
- Know the powers of the Director General of Human Resources (Labour Department) and the Human Resource Minister for making special rules for exceptional circumstances and for appeals against decisions
- Know the rules on inspections by Labour Department and filing of complaints
Methodology: Presentations, interactive discussions, quizzes, workshops, exercises, situational case-studies
Course Contents:
1) Introduction & Overview
- Purpose of the Employment Act?
- Who is covered under the Act?
- Categories of employees who are entitled to all benefits including OT under the EA even though they exceed the salary limits
- Definition of manual worker
2) Employment Contracts
- Fixed term contracts
- Contract of Service
- Contract for Service
- Registers
- Penalties
3) Normal Hours and OT
- Normal working hours & days
- Shift work
- Overtime Rates
- When must the Duty Roster be prepared?
- Penalties
4) Annual Leave
- Annual Leave entitlement
- Conditions for encashment of annual leave
- Conditions for carry forward of annual leave
- Can an employee take annual leave during probation?
5) PH / Rest Days & OT
- Rest Days entitlement
- Public holidays entitlement
- What is the rate for work done on a rest day which is also a PH?
- Rate for work done during normal hours on PH and Rest Days
- OT Rate for work done on PH and Rest Days
- Penalties
6) Sick Leave Administration
- Hospitalisation & Non-hospitalization Leave entitlement
- What do you mean by '60 days of sick leave in the aggregate'?
- Conditions for sick leave
- Can an employee take sick leave during probation?
- Can employees go to non-panel doctors?
- Penalties
7) Maternity Protection
- Maternity protection for current / deceased / ex-employees
- Notice period to be given by employee
- Commencement of maternity leave
- Unpaid maternity leave
- Maternity Leave entitlement
- 2 main conditions for Maternity Allowance
- Is a probationer entitled to maternity leave?
- Register
- Penalties
8) Wages Administration
- Legal process for payment of wages by cheques or by crediting to bank account
- Authorised deductions
- Responsibility for wages by principals and contractors
- Responsibility for wages on closing of business enterprise
- Limit on deductions
- When is there no limit on deductions?
- Payment date
- Content of Pay Slip
- Records and registers
- Penalties
9) Disciplinary Action
- Suspension period
- To pay or not to pay during suspension
- Types of disciplinary action
10) Termination / Retrenchment
- Notice period for Termination / lay-off
- Under what situations notice of termination is not required?
- Situations when employers cannot terminate
- Rate of termination / retrenchment benefits payment
- Payment date
- Records and registers
- Penalties
11) Inspections by Director General of Labour
- Manner of inspection
- Responsibility of employer and employee
- Documents to be presented by DG
- Documents to be given to DG
12) Complaints to Director General of Labour
· Procedure to make complaints by employee and employer
· How does DG carry out investigation
· Documents required
Dates & Venues:
18 - 19 June Pullman Hotel, Kuching, Sarawak
28 - 29 Holiday Inn Glenmarie, Shah Alam, Selangor
Course Fee:
1. RM 1,490 per participant for training in West Malaysia
2. RM 1,690 per participant for training in Sabah and Sarawak
(inclusive lunch, tea-breaks; course notes and certificate of attendance)
Who Should Attend?
- Payroll Managers / Executive / Supervisor / Assistant / Clerk
- HR Managers / Executive / Assistant
- Finance Managers / Executives / Supervisors
Course Description
The main reason why employees work is because of wages. Employees expect employers to pay wages according to the agreed terms in the contract of employment.
On the other hand Malaysian laws also state how pay should be paid and the benefits that should be provided either in cash or in kind. Laws also require that employers deduct employees' salary and contribute together with employers' contribution to SOCSO and the EPF. Further the laws also require employers to deduct employees' salary for income tax (MTD/ PCB). Failure to follow the laws correctly may result in heavy penalties
The programme looks at the various benefits in kind or cash that should be paid to employees as well as making the necessary deductions and contributions for SOCSO, EPF and income tax
The programme is targeted at all management and staff who are involved in the administration of the various benefits and the preparation and payment of wages
Learning Outcomes
At the end of the programme, participants are able to:
- Calculate pay for work done during normal hours and on overtime during public holidays and rest days
- Calculate quantum for encashment of leave
- Calculate sick leave entitlement and unpaid sick leave
- Calculate paid and unpaid maternity leave
- Calculate pay for incomplete month and unpaid periods
- Calculate pay for resignations and dismissals
- Calculate retrenchment benefits
- Compute SOCSO, EPF and Income Tax (MTD / PCB) deductions using appropriate tables and configurations
- Prepare the payroll report as per the laws of Malaysia
Learning Approach
The programme is delivered through presentations, discussions and many workshop exercises including preparing a mock payroll report
Course Contents:
1) Introduction
· Difference between wages and salary
· Contracts of Employment VS Contracts for Employment
· Daily rated, monthly rated and piece rated employee
2) Normal Hours and OT
- Normal working hours & days
- Payment for spread over of work hours
- Formula for calculation of ORP
- When does OT start?
- Formula for calculation of OT
- Limit on OT hours
3) Leave / PH / Rest Days and OT
- Minimum Annual Leave / Rest Days / Public holidays entitlement
- Can PH and Rest Days be replaced?
- Rate for work done during normal hrs on PH and Rest Days
- Payment for work during normal hours on PH and RD
- OT rates on PH and Rest Days
- Calculation for encashment of annual leave
- Calculation for unpaid leave
4) Paid and Unpaid Sick Leave
- Hospitalisation & Non-hospitalization Leave entitlement
- The 'deemed-to-be-hospitalized' clause
- Conditions for sick leave
- Calculation for unpaid sick leave
5) Paid and Unpaid Maternity Leave
- Maternity leave entitlement for current / deceased / ex-employees
- Conditions for Maternity Allowance eligibility
- Calculation for maternity allowance
- Calculation for unpaid maternity leave
6) Wages Administration
- Definition of wages under the law
- Formula for calculation of salary for incomplete month
- Minimum and maximum amount of salary advance and loans
- Authorised and unauthorised deductions
- Limit in deductions
- Formalities for payment by cash, cheques and bank credit
- Content of Pay Slip
- Payment date
7) Resignation and Dismissals
- Minimum notice period
- Calculation for notice period
- Calculation for payment in lieu of notice period
- Calculation for last day of service
- Payment date of last salary
8) Retrenchment
- Who is eligible for retrenchment benefits?
- Who is not eligible for retrenchment benefits?
- Notice period for retrenchment
- Calculation for payment of retrenchment benefits
- Payment date of retrenchment benefits
9) SOCSO & EPF Deductions & Employer Contributions
- Who is eligible for deductions and contributions?
- What types of income is subject to SOCSO and EPF?
- Rate of deductions for different classes of employees
- Date of contribution
- Late contributions
10) Income Tax Monthly Deductions (MTD / PCB)
- Definition of wages for income tax deductions
- Minimum income level for income tax deduction
- Rate of deductions
- Date of contribution
- Deductions for previous year
- 'Zakat' deductions
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