Meg Nacha Zahir & Co - Malaysian Law Firm

31/05/2022

Writing a Will is important BUT writing a proper Will ensuring all aspects are covered is more important . The Will should be tailormade to the individual wish and needs of each person.

01/02/2022

01/02/2022

Amendments to Malaysian RPGT and Stamp Act for Property Transactions from Jan 2022

26/09/2021

Know Our Lawyers:-

Our Lawyers in the Legal Practice are Megalai Raman and Nachammai Kumarappan. Both are more than 25 years in practice.

We established the firm in 1994 and in these 26 years the firm has trangressed and traversed from a small town litigation firm to a wide legal domain in conveyancing, litigation and mediation. The partners place great emphasis on being approachable and available to address clients’ needs on a personal basis

We have 2 offices in Malaysia - Kuala Lumpur and Alor Setar and handle matters throughout peninsular Malaysia.

To contact them you can email them at [email protected]

Visit our website at

We established the firm in 1994 and in these 26 years the firm has trangressed and traversed from a small town litigation firm to a wide legal domain. The firm handles conveyancing, litigation work and mediation, both corporate and individual. The partners place great emphasis on being approachable....

17/10/2020

Interesting Judgement—One up for women

India News: In a landmark judgment under the Domestic Violence Act that aims to ensure in-laws treat daughters-in-law well, the Supreme Court on Thursday ruled th

12/05/2020

Avoidance of Retrenchment and litigation during uncertain times like now – Post Lockdown

In this post MCO and unresolved COVID 19 situation there will be concerns for employers to retrench employees and concerns of employees of being retrenched.

The dilemma by the employer would be how to retrench and what are the procedures involved and for the employees the issue will be what are their rights and how to challenge retrenchment decisions.

Retrenchment occurs when there is redundancy and reasons can be as financial difficulties, termination of non profitable sectors, reorganisation of the company etc. In this current post covid situation it will be “Financial Difficulties”.

To challenge this the employee has to show that the termination is not genuine. The courts will not interfere unless it is not genuine and the employee is being victimised. In Malaysia, there is the “Code of Conduct for Industrial Harmony “ which gives a guideline - 30(5A) of the Industrial Relations Act 1967. Although the employer has no legal obligation to follow the code but the courts have been relying in retrenchment cases and failure to follow is considered as retrenchment not done properly.

To avoid litigation and to overcome the situation amicably, we have laid down some tips for employers and employees to consider.

Reduction in working hours;

Reduction in working days;

Multi Tasking with a reduction in salary;

Salary to be split into permanent and variable. The variable portion is to be based on performance of the economy and the company. This portion is to be varied or cut for agreed periods;

Temporary Termination; the temporarily terminated employees can be made consultants and used when required and paid on manhours spent.

Show the break even point and the sustainable period for this reduction in salary.

For the employee and employer to reach an agreement which is practical and workable, it is better to get the assistance of a Mediator. One can find a mediator through the Malaysian Mediation Center or Mediators in the relevant country. There are also on line Mediation available.

NACHAMMAI KUMARAPPAN &
MEGALAI RAMAN
www.megnachazahir.com.my

12/05/2020

Avoidance of Retrenchment and Litigation during uncertain times - Click on the below link

20/04/2020

MEDIATION THE WAY FORWARD - Click on the below link

25/03/2017

http://www.freemalaysiatoday.com/category/nation/2017/03/17/tax-on-religious-bodies-exemption-order-gazetted-on-feb-15/

They must be registered with the Registrar of Societies.