PART A QUESTION 1

1. Regularly conduct risk evaluations

By performing a risk assessment on the entire workplace, you can find health
hazards and probable harm causes. Take into account the tools that employees use,
the duties they must carry out, the amount of training needed, and the workload per
employee. Consider the increased dangers that team members who are pregnant,
disabled, or older may experience. Instruct staff to notify a manager or someone in
charge if they believe particular behaviors put them at higher risk.

Create specialized safety protocols to reduce each danger that was found during the
assessment. Additionally, consider measures to improve protection when such
practices currently exist. Furthermore, it's usually a good idea to speak with the
individuals carrying out the task since they will have a deeper understanding of the
procedure or the equipment involved.

Record the threat that each hazard poses and the actions that personnel must take
to cope with it, and periodically reevaluate each risk. Conduct a special risk
assessment when adding new employees or moving equipment around your property
to reduce new dangers.

2. Regularly conduct safety and wellness training.

Make it clear to the team right away that health and safety are top priorities for the
company and what you expect of them in terms of working behaviour. Ensure that
new hires are trained on all pertinent health and safety guidelines that are applicable
to their position. Bring back all impacted workers as soon as feasible for retraining if
safety guidelines change as a consequence of a risk assessment.

Fringe benefits are valued by many workers today, and some of these perks are also
advantageous to the company. For instance, wellness initiatives promote improved
physical and emotional health among employees. Team members are frequently
more awake, receptive, and productive when well being is prioritized at work.

3. Lighting should be adequate.

Make sure there is enough natural and artificial light available for risk assessments
so that staff members can work efficiently. Outside of the physical office, this is also
crucial. It is frequently necessary to add more lighting to parking lots, outdoor spaces,
pathways, and entrances and exits. You'll probably still be liable if an employee gets
hurt while on your property, especially if the surroundings are deemed dangerous.

4. Physique evaluations for physically demanding roles are conducted.

Some jobs require a great deal of physical exertion, and those that are difficult for
someone with a physical condition or disability to accomplish will be significantly
more difficult. An individual with a history of back issues, for instance, might not be
able to work on a construction site or with a lighting rig at a concert venue. Before
granting a job to a candidate, many employers now demand that they undergo
physical and mental health examinations. If a job is very labor-intensive, others
demand annual physicals. Though it could appear intrusive, the aim is to guarantee
the team member's welfare and that their health is not in danger on the work.

5. Keep walkways clear and work areas tidy.

A messy, untidy workspace is rife with dangers. Make sure employees follow best
practices, even those as basic as properly routing computer cables and power cords
to prevent tripping hazards. Other good initiatives include properly storing equipment,
cleaning up spilt materials right away, and restricting dining to certain locations.
PART B QUESTION 2

1. One of the potential losses that an employer could experience is a loss of profits.
The employer's business may become irreparably damaged if its ability to access the
market after the strike has ended, goodwill may be lost, and idle machines may
deteriorate. Protecting the factory and engaging in strike-breaking operations might
require more spending.

2. The use of these terms in reference to strike violence stems from the negative
effects that result from it, such as the scaring away of non-striking workers and the
hiring of replacement labour to carry on with production while the employer's crew is
on strike. Therefore, the employer is forced to bear the consequences of an
unjustified increase in collective bargaining power on the part of the strikers in every
situation when violence inhibits the engagement of replacement labour or scares
non-strikers away from work. Violence not only successfully encourages bargaining
participation, but it also makes compensating non-strikers necessary while they are
actively looking for work. When violence is out of control, the employer is scared into
making a settlement.

3. Additional expenses include publicity and promotion. In addition to the disruption

of one's mental state, respect and position in the community cannot be valued in
terms of money. A strike has negative effects on the workforce, including lost income
and benefits, increased debt, challenges on an individual level, and job loss.
Calculating the production and pay losses brought on by a strike is challenging. A
salary loss computation can only provide a partial picture of the situation. To the
employer's satisfaction, the strike may also weaken and divide the union.

4.While theoretically supporting the right to strike, an organized strike not only
eliminates the power of labour at its core but also results in numerous additional
losses. On the other hand, labour is looking for a key tool for its growing strength
when it demands the right to utilize the organizational strike. Any restriction on the
right to strike deprives it in some way of some of its force. The financial damage a
strike causes the employer cannot be calculated with accuracy.
PART B QUESTION 3

First and foremost, a collective bargaining agreement lays out in full the terms and
conditions of employment for each and every employee in the company where the
negotiations take place. A collective agreement is a document that details many of
the terms and conditions of employment for workers who are part of a bargaining unit
and is signed by both the company and the union. The union and the employer
engage in collective bargaining to come to an agreement on the terms and
conditions. Wages and benefits are frequently covered by a collective agreement, as
well as terms and conditions of employment that relate to things like job
advertisements, obligations and responsibilities of the employer, the employee, and
the union, and a dispute resolution mechanism (usually a grievance and arbitration
procedure).

Promotion is the first subject that cannot be mentioned in a proposal for a collective
bargaining agreement. the moving up by an employer of a worker from one grade or
classification to another. Moreover, Transfer. transfer by an employer of a worker
within the organization of the worker's profession, business, trade, or work, provided
that such transfer does not involve a change that would be detrimental to the
worker's terms of employment. In addition, Termination. Redundancy, rearrangement
of a company's profession, business, trade, or line of work, or the conditions that
would lead to such a termination, as well as the termination of a worker's services by
an employer. Next is Assignment. the giving by an employer of responsibilities or
particular tasks to an employee that are in line with or appropriate for those terms.
PART B QUESTION 5

1. Survivors Pension

According to the Malaysian government, dependents of an employee who passes

away in any of the following circumstances, regardless of the cause of death, will get
Survivors Pension: A. While an employee is receiving an invalidity pension,
regardless of age, an employee who is not getting an invalidity pension and has not
yet turned 60 but meets either the full contribution qualifying requirement or the
reduced contribution qualifying condition may still be eligible.

When the deceased met the full contribution qualifying requirements but was not
receiving an invalidity pension, the rate of the survivors pension is equal to the rate of
the invalidity pension that he received. The full rate of the survivors pension ranges
from 50% to 65% of the average monthly wage, depending on how many
contributions were made on his behalf.

A worker who qualifies for the reduced contribution rate will get a survivors pension
at a rate equal to 50% of their monthly average salary. The same dependents
covered by the Dependent Benefit under the EIS are also eligible for the pension.

2. Invalidity Grant

This is an outright payment provided to a worker or employee who has made at least
12 monthly contributions but does not qualify for the Invalidity Pension because he
does not meet any of the aforementioned contribution qualification requirements. The
sum of the employer's and employee's combined contributions for the IPS, plus
interest, is the Invalidity Grant.

The Invalidity Pension recipient also qualifies for Constant Attendance Allowance if
the employee is seriously disabled and needs to be present all the time. The Medical
Board or an Appellate Medical Board will determine the recipient's eligibility for this
allowance and will make the benefit payment directly to them. The payout equals
40% of the Invalidity Pension rate, up to a monthly maximum of RM500.00.

3. Constant Attendance Allowance

Employees who have a permanent total disability or a 100% loss of earning capability
and who are so severely disabled that they continually need the personal assistance
of another person are given this allowance. The allowance is equal to 40% of the rate
of permanent complete disability benefit, up to a maximum of RM500.00. The
eligibility for this allowance will be decided by the Medical Board or the Appellate
Medical Board, and the payment will be sent immediately to the benefit recipient.

4. Rehabilitation Benefit

SOCSO offers its employees who are permanently disabled the means for vocational
and physical rehabilitation. The provision of artificial limbs such an artificial leg, hand,
eye, or dentures is considered to be a part of physical rehabilitation, along with
physiotherapy, occupational therapy, and reconstructive surgery. Along with their
maintenance and repair, it also covers other prosthetic devices like wheelchairs,
hearing aids, crutches, eyeglasses, callipers, and orthopaedic shoes.

A worker who is permanently disabled and unable to obtain employment may apply
for vocational training in fields like sewing, plumbing, typing, secretarial work,
metalworking, electrical wiring, refrigerator and air conditioner repairs, radio or
television repair, and metalworking. According to the rates and guidelines it
establishes, SOCSO will cover all costs associated with physical and vocational
rehabilitation.