CorpLingo Management

Happy Labour Day to all professionals, leaders, and teams striving for a brighter future.

🚨 Bosses, caught your staff stealing on CCTV? Can you just sack them on the spot?


Imagine this: Your boss storms into HR, slams his phone on the table showing CCTV footage, and shouts:
"This fella is stealing from us! Type the Termination Letter NOW, get him to sign, and tell him to pack up!"
As an HR Manager or HOD staring at solid evidence, you'd think it's perfectly fine to terminate him immediately, right?
🛑 WAIT. Don't do it. The moment you hand over that termination letter, you could be dragging your company into a five or even six-figure disaster.

Many SME owners and even seasoned HR professionals, share this costly misconception:
❌ "As long as the evidence is solid - got CCTV and witnesses, I have every right to terminate immediately."

Big mistake. In the eyes of the Malaysian Industrial Court, this is a textbook case of Unfair Dismissal.
"But why?! He literally stole from the company!"
Here's the harsh truth about Malaysian employment law, it revolves heavily around Natural Justice. The Industrial Court Chairman won't just look at what the employee did. They look at how you handled it.
Did you give the staff a fair chance to explain and defend themselves?
Under Section 14(1) of the Employment Act 1955 (now covering ALL employees regardless of salary, following the 2022 amendments effective 1 January 2023), employers must conduct a "due inquiry" before imposing dismissal. Skip the Domestic Inquiry (DI), and the court will find that you denied the employee their right to be heard.
So what's the worst that can happen?
That same employee who stole RM500 files a case at the Industrial Relations (IR) Department. Because your procedure was wrong, even though your evidence was right, the court rules against the company. Under the Industrial Relations Act 1967, the court can award up to 24 months of back wages plus compensation in lieu of reinstatement.
For a petty RM500 theft, your company bleeds tens of thousands in compensation - not counting legal fees. The dismissed employee walks away with a fat cheque. And who takes the blame? You, the HR who drafted that termination letter.
So what's the proper SOP when dealing with major misconduct?
1️⃣ Issue a Show Cause Letter - Let them respond first. Do NOT terminate yet.
2️⃣ Suspend them properly - Isolate from the workplace while you investigate.
3️⃣ Conduct a formal Domestic Inquiry (DI) - Follow due process to the letter.

Follow these steps and you can remove problematic employees legally and safely, leaving zero loopholes for them to sue you.
⚠️ Always feeling like you're walking on thin ice handling disciplinary issues? Stop guessing and start protecting your company!

Join our [How to Conduct a Domestic Inquiry (DI) 2-Day workshop]. Conducted by Koljit Singh, a former MNC Regional HR Director with 25 years of hands-on experience. This is NOT a boring legal theory class. We walk you step-by-step through building a bulletproof termination process, from drafting a flawless Charge Sheet to a realistic Mock DI. Skills you can apply in your office the very next day!
📅 Date: 12 – 13 May 2026
📍 Venue: Chemsain Building, Kuching (Level 6)
💰 Fees: 100% HRD Corp Claimable

👉 Click below for full Brochure & registration: WhatsApp 016-8701558

https://forms.gle/iznBcVNKCXeCE47L6