Domestic Inquiry in Malaysia - Decision and Penalties

The inquiry panel assesses evidence to determine if misconduct is proven. If guilty, disciplinary action (warnings, suspension, demotion, or termination) is recommended based on misconduct severity and company policies.

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Domestic Inquiry in Malaysia - Evidence and Witnesses

Both the employer and the employee have the right to present evidence and call witnesses to support their respective cases. The inquiry panel evaluates the evidence and testimonies to reach a decision.

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Domestic Inquiry in Malaysia - Types of Misconduct

Misconduct that could warrant a Domestic Inquiry includes various violations such as theft, dishonesty, insubordination, harassment, absenteeism, and other breaches of company policies or codes of conduct.

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Domestic Inquiry in Malaysia - Legal Framework

The legal basis for conducting a DI in Malaysia is outlined in the country's employment laws, such as the Employment Act 1955 and the Industrial Relations Act 1967. These laws provide guidelines and procedures for employers to conduct fair and impartial inquiries.

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Domestic Inquiry in Malaysia - Purpose of Domestic Inquiry (DI)

The primary goal of a DI is to investigate alleged misconduct or wrongdoing by an employee within the organization. It aims to gather evidence, hear the employee's side of the story, and determine whether disciplinary action is warranted.

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