OUM BUSINESS SCHOOL
BBUI3103
EMPLOYMENT AND INDUSTRIAL LAW
ASSIGNMENT TITLE:
Discuss the differences between ‘contract of service’ and ‘contract for service’. Choose TWO non-pecuniary terms from contract of service in the selected organisation where you have access to the information and analyse the non-pecuniary terms with regards to their compliance to the Employment Act 1955.
Name: Tang Wai Mooi
Matric number: 791208145414001
NRIC: 791208-14-5414
Telephone number: 012-3115965
E-mail address: djmico_djm@live.com
Tutor's name: Chithra Latha Ramalingam
Learning Centre: Open University Malaysia, Petaling Jaya.
JANUARY 2015 SEMESTER
TABLE OF CONTENTS
1. INTRODUCTION BACKGROUND OF THE ORGANISATION………..…3
2. FACTORS THAT DETERMINE …show more content…
The condition of service under the Act are further divided into two categories name it pecuniary and non-pecuniary terms. Pecuniary terms is refer to the terms in a contract of service which is related to financial such as wages, salaries, allowances, bonuses and other pecuniary benefits. Conversely, non-pecuniary terms is refer to the terms in a contract of service which is not related with monetary such as duration work, rest days, public holidays, annual leave, sick leave and overtime work. Pecuniary terms is very straight forward due to the terms is evaluate by money. However, non-pecuniary terms will be more crucial due to this terms in unmanageable by monetary. Any firms fail to compliance with non-pecuniary terms in place, it will cause big issues on employee’s performances, emotion, health and safety. According to Johnson v Unisys (2003), non-pecuniary terms is considers critical terms. Incorrect practice of standard non-pecuniary terms it could affect employee’s physical injury, mental illness, personality change, mental distress, stress, upset, anxiety, damage to reputation, depression, disappointment, frustration and many other
BBUI3103
EMPLOYMENT AND INDUSTRIAL LAW
ASSIGNMENT TITLE:
Discuss the differences between ‘contract of service’ and ‘contract for service’. Choose TWO non-pecuniary terms from contract of service in the selected organisation where you have access to the information and analyse the non-pecuniary terms with regards to their compliance to the Employment Act 1955.
Name: Tang Wai Mooi
Matric number: 791208145414001
NRIC: 791208-14-5414
Telephone number: 012-3115965
E-mail address: djmico_djm@live.com
Tutor's name: Chithra Latha Ramalingam
Learning Centre: Open University Malaysia, Petaling Jaya.
JANUARY 2015 SEMESTER
TABLE OF CONTENTS
1. INTRODUCTION BACKGROUND OF THE ORGANISATION………..…3
2. FACTORS THAT DETERMINE …show more content…
The condition of service under the Act are further divided into two categories name it pecuniary and non-pecuniary terms. Pecuniary terms is refer to the terms in a contract of service which is related to financial such as wages, salaries, allowances, bonuses and other pecuniary benefits. Conversely, non-pecuniary terms is refer to the terms in a contract of service which is not related with monetary such as duration work, rest days, public holidays, annual leave, sick leave and overtime work. Pecuniary terms is very straight forward due to the terms is evaluate by money. However, non-pecuniary terms will be more crucial due to this terms in unmanageable by monetary. Any firms fail to compliance with non-pecuniary terms in place, it will cause big issues on employee’s performances, emotion, health and safety. According to Johnson v Unisys (2003), non-pecuniary terms is considers critical terms. Incorrect practice of standard non-pecuniary terms it could affect employee’s physical injury, mental illness, personality change, mental distress, stress, upset, anxiety, damage to reputation, depression, disappointment, frustration and many other