Managing Misconduct And Domestic Inquiry

28-29 Apr, 2025, CONCORDE HOTEL KUALA LUMPUR

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PUAN SURAIYA CH’NG ABDULLAH is the Director of Industrial Relations, Selangor.
WORKING EXPERIENCES


1. Director, Industrial Relations, Selangor
Duration : 16 May 2023 – Now
2. Deputy Director, Labour Standards Division, JTKSM Putrajaya
Duration : Feb 2021 – 15 May 2023
3. Principle Assistant Director, Legal and Enforcement Division, JTKSM Putrajaya
Duration : Feb 2019 - 2021
4. Director, Labour Department, Melaka
Duration : 2015 - Feb 2019
5. Counsellor of Labour, High Commission of Malaysia, Singapore
Duration : 2013 – 2015
6. Director, Industrial Relations Department, Sarawak
Duration : 2011-2013
7. Principle Assistant Director, Industrial Relations Department, Perak
Duration : 2008-2011
8. Assistant Director of Labour at Perak and Putrajaya,
Duration : 1993-2008


FIELD OF EXPERTISE
Puan Suraiya with the Degree of Bachelor of Art in Southeast Asia Studies (UM), she has vast experience in the field of
Human Resources Management and Labour Laws for more than 30 years and currently she is Director of Industrial Relations,
Selangor. Besides that, she is also a Certified Trainer from HRDF.


She is an experienced trainer in the subject matter as she is a hands-on practitioner. Many cases that she shares with her
participants are often real-life examples and solutions that she encountered during her career as Assistance
Director, Principal Assistant Director and State Director of Labour and now as Director in Department of Industrial
Relations, Selangor complete her experience in HR.


She is also exposed to the international Labour / Employment Issues where she served two and half years as
Counsellor of Labour in High Commission of Malaysia in Singapore. During her service in Singapore, she has given talks
to Chinese Chamber of Commerce in Singapore and given advice to the private companies in Singapore about
Employment Act 1955 in Malaysia.


With her experiences in Malaysia and Singapore, she has developed and delivered many training programs to in house
and public such as: -
a) Employment Act 1955
b) Industrial Relations Act 1967
c) Trade Union Act 1959
d) Managing Discipline and Misconduct
e) Managing Misconduct and Domestic Inquiry
f) Prevention and Eradication of Sexual Harassment at Workplace
g) Practicing Basic Human Rights in Employment Through Ethical Trading
Initiative (ETI), and
h) Payroll Administration.


Among the many well-established organizations that have benefited from her expertise are Jabatan Tenaga Kerja (JTK),
Stamford College, Singapore Chinese Chamber of Commerce, INPRIM Melaka, Trade Unions, TM Melaka,
Kebangsaan Pekerja-Pekerja Simen Semenanjung Malaysia, Kesatuan Pekerja-Pekerja UMW, Western Digital,
Panasonics, UTP and others.

Venue Details

CONCORDE HOTEL KUALA LUMPUR
2 Jalan Sultan Ismail, 50250 Kuala Lumpur, Malaysia,
Phone : +603 2144 2200

https://kualalumpur.concorde hotelsresorts.com/

Contact us

Juliany,
03 2283 6109
juliany@ipa.com.my

Phoebe,
03 2283 6100
phoebe@ipa.com.my 

FOR CUSTOMISED IN-HOUSE TRAINING
Jane,
03 2283 6101
Jane@ipa.com.my

ADDRESS 
A-28-5, 28th Floor, Menara UOA Bangsar, 
No.5, Jalan Bangsar Utama 1, 
59000 Kuala Lumpur
www.ipa.com.my

FOCUSING ON
  • Part 1: Handling Misconduct
    • The Rights To Manage And Handle Employees
    • Misconduct
    • What Is Natural Justice And Substantive Justice?
  • Part 2: Industrial Court Cases
    • Industrial Court Cases
  • Part 3: Domestic Inquiry Procedures (Di)
    • Investigation Into Complaints Of Misconduct
    • Step By Step Guidance On How To Write The Charges
    • Step By Step Guidance On How To Draft Notice
    Of Domestic Inquiry
    • Essential Criteria And Function Of Prosecutors
    And Panel Members
  • Part 4: Domestic Inquiry Proper
    • The Roles And Functions Of The Panel In DI
    • Procedure Of Domestic Inquiry
    • Facts Of DI – What Is The Remedy In The Domestic
    Inquiry And How To Decide The Verdict.
    • Domestic Inquiry Notes – Step By Step Guidance On
    How To Record The Note Of Di
    • Punishment And Appeal For Lighter Punishment
  • Part 5: Assessment Activity
    • Role Play Mock DI, Or
    • Case Study
OBJECTIVE

Besides profits, one thing that a company cannot do without is an efficient and disciplined worker. To produce and maintain the high level of quality manpower, the need to control and manage the employees is the most essential part of the duty of HR. Dealing with difficult employees needs more than just patience and understanding. The immediate superior would have to acquire certain skills and knowledge for them to handle the employees with fair and just action.

Questions you may have.
• What are the right steps to handle misconduct?
• Is this a major or a minor misconduct?
• When is the right time for HR to issue a show cause letter?


This course will equip you with all the information you need to handle your employees correctly.

AFTER ATTENDING THIS COURSE YOU WILL RETURN TO YOUR JOB…
  1. Knowing the rights of employers and employees.
  2. Identifying the different types of misconduct and taking appropriate actions.
  3. Understanding the difference and the importance of discipline procedures at the workplace.
  4. Learning the practical approach on Discipline Procedures and Domestic Inquiry.
  5. Obtaining detailed explanations on appointments and the roles of Investigation Officers,
    Prosecutors and Panel Members.
  6. Knowing how to conduct disciplinary actions when misconduct happens at their workplace or section.
  7. Understanding the responsibility of a Prosecutor or Panel Member in Domestic Inquiry.
  8. Knowing how to conduct a proper Domestic Inquiry.
WHO SHOULD ATTEND
METHODOLOGY
DAY 1
9:00

PART 1: HANDLING MISCONDUCT
THE RIGHTS TO MANAGE AND HANDLE EMPLOYEES

  • The Needs of Discipline in the Organization
  • Master & Servant Relationship
  • To Form Positive Attitude with Self-Discipline or Enforce Discipline
 

MISCONDUCT

  • Definition
  • Types of Misconduct
  • Category of Misconduct
  • Forgiveness / Condone
 

WHAT IS NATURAL JUSTICE AND SUBSTANTIVE JUSTICE?

10.45

PART 2: INDUSTRIAL COURT CASES
INDUSTRIAL COURT CASES

  • Theft
  • Insubordination
  • Harassment / Sexual Harassment
  • Threaten
  • Excessive Medical Leave
  • Negligent / Carelessness
1:00 Lunch
2:00

PART 3: DOMESTIC INQUIRY PROCEDURES (DI)
INVESTIGATION ON COMPLAINT OF MISCONDUCT

  • What is DI and the Needs for a DI
  • Natural Justice – Rights to be Heard and Entitle to a Fair Hearing
  • Purpose of Setting Up the Independent DI Board
 

STEP BY STEP GUIDANCE ON HOW TO WRITE THE CHARGES

 

STEP BY STEP GUIDANCE ON HOW TO DRAFT NOTICE OF DOMESTIC INQUIRY

 

STEP BY STEP GUIDANCE ON HOW TO DRAFT NOTICE OF DOMESTIC INQUIRY

  • Appointment of Prosecuting Officer and Panel Members
  • Criteria to be a Prosecuting Officer and Panel Members
  • Duty of Prosecuting officer and Panel Members
  • Preparation Prior, During and After DI
5:00 End of Day 1
DAY 2
9:00

PART 4: DOMESTIC INQUIRY PROPER
THE ROLES AND FUNCTIONS OF THE PANEL IN DI

  • Role Prior to The Trial
  • Role During the Inquiry Trial
  • Role After the Inquiry Trial
  • The Trial
  • Upon Completion of DI
 

PROCEDURE OF DOMESTIC INQUIRY

  • Procedures to be followed during DI
  • If Accused Pleaded Guilty
  • If Accused Pleaded Not Guilty
  • If Accused is not Represented
  • If Accused is Represented
  • Things to Avoid During the Inquiry Trial
  • Recording the Trial
 

FACTS OF DI – WHAT IS THE REMEDY IN THE DOMESTIC INQUIRY AND HOW TO DECIDE THE VERDICT.

 

DOMESTIC INQUIRY NOTES – STEP BY STEP GUIDANCE ON HOW TO RECORD THE NOTE OF DI

 

PUNISHMENT AND APPEAL FOR LIGHTER PUNISHMENT

1:00 Lunch
2:00

PART 5: ASSESSMENT ACTIVITY

  • Role Play Mock DI; or
  • Case Study
5:00 End of Course