Praxis Skills Logo


NO. 125-2,  Lorong Bukit Panchor 3,
14300 Nibong Tebal,
PENANG, Malaysia.

Mon - Sat: 9am to 6pm

Sunday Holiday

Managing Grievances and Domestic Inquiries at Workplace

Two Day Workshop

You do not have the absolute right to terminate your employees even though the employees may be caught red-handed committing an act of misconduct. Let’s study why?

HRD Corp. Claimable Courses & Trainings


Best in Practice

Ms Shalani started as a legal practitioner in 1997 and was practicing law until she joined MEF as a  consultant. She has been in charge of the MEF Northern Region Office until July 2017 and has more than 10 years’ experience in the Employment and Industrial Sector. She has been training numerous companies and her trainings are known to be highly interactive with participant centred activities such as hands on practices, discussion, case studies, role play and quizzes.

Her trainings includes participants from all Sectors of the Industry including Company proprietors, CEOs, Directors, Managers, Personnel from Human Resource Department and the whole range of employees including general Public. She has also done training on behalf of HRDF whilst in MEF employment.

Many managers seem to be totally unaware that they do not have the absolute right to terminate the services of their employees (or workmen) even though the employees may be caught red-handed committing an act of misconduct. The industrial relations statistics over the preceding five years indicates that majority of cases of dismissals due to misconduct that had been referred to Industrial Court were unjustified or unfair terminations. The mistakes and errors not only cost the organizations money, but also embarrassment. A careful analysis of these cases reveals that the managers have failed to adhere to the proper procedures in dismissals especially the violation of the rules of natural justice in the conduct of domestic inquires. Therefore, the proper approach to handling any grievances, misconduct and the appropriate disciplinary actions taken determine the productivity and harmony of an organization and achieve a healthy working environment for both management and employees.


Program Objectives

This program is designed to help the participants achieve the following objectives:

  1. Understand the concept of misconduct from the legal and practical perspective.
  2. Understand the legal principles in relations to the management of misconduct and domestic inquiry.
  3. Understand the grievance procedures 
  4. Apply the grievance procedures 
  5. Acquire practical knowledge and skills of conducting domestic inquiry.
  6. Understand the remedies available for employees (or workmen) in the context of Malaysian industrial law. 


Program Contents

Domestic Inquiry – a formal hearings held by an employer before an employee is dismissed or before any other major penalty is imposed to the employee.

  • The purpose of domestic inquiry
  • To hold or not to hold a domestic inquiry
  • Preparation of show-cause letter
  • The principle of natural justice
  • The procedures of domestic inquiry
  • Common pitfalls in domestic inquiry
  • Some Industrial Court’s awards in domestic inquiry
  • Role Play on Mock Domestic Inquiries. 

Remediesfor employees (workmen) (Section 20, Industrial Relations Act 1967)

  • Unfair dismissal and wrongful dismissal
  • Unfair dismissal – options available for employees (workmen)
  • Constructive dismissal
  • Industrial relations – conciliation
  • Industrial court – arbitration

Overview of Misconduct – act or omission inconsistent with the expressed and implied terms and condition of employment.

    • Misconduct in the industrial law
    • Types and classification of misconduct
    • Managing absenteeism & poor performance
    • Reasons (who, what, where, when, why and how)
    • Preventing misconduct in employment
    • The doctrine of “condonation”
    • Some Industrial Court’s awards on misconduct
  • Case studies, presentation and discussions.


Grievances Procedures 

  • Receipt and registrations of formal grievances
    • Log complain in the record
    • Confirm receipt of complain
  • Preliminary review
    • Confirm complain received is grievances
  • Dialogue, plan investigation, address grievance and reporting
  • Investigation Process
  • Development of time bound action
  • Implement and monitor the time bound action

For further information, please call us or Fill up the form below:-

Dr. Arivalan :    0124956810

Choose Subject

12 + 8 =

Open chat
Thank you for reaching out. Please leave your name so that I can contact you back. 😀