@bfmradio
Instagram 路 Clip
@bfmradio 馃搶 What to do if your company does not recognise the extra holidays announced by PM 馃搶 Why employers usually lose in the Industrial Court 馃搶 A company can lose millions over delayed wages and EPF 馃搶 Why non-compete clauses don鈥檛 work in Malaysia Ku Sim Ling of Aunty HR and Industrial Relations consultant Victor Gan discuss all these and more. Watch the full video via our link in bio.
Performance
Video #22632 路 Clip
[01]
An HR expert in a professional podcast interview setting explains the legal obligations of employers regarding newly announced public holidays. She breaks down the salary thresholds for mandatory holiday pay, discusses the consequences of non-compliance, and advises employees on how to handle bosses who refuse to follow the law by first educating them before filing a formal complaint with the labor department.
[02]
[03]
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[05]
What stops the scroll in the first 3 seconds
Title hook 路 55%
What to do if your company does not recognise the extra holidays
Verbal hook 路 35%
Padana Mall three announced this public holiday. Oh! No many business owners come and text me and say that, Auntie, if we have already published our gazetted holiday, do we still need to recognize this auntie?
Visual hook 路 10%
Professional podcast studio setup featuring a guest with distinctive red-streaked hair speaking passionately into a broadcast microphone, establishing immediate authority and context.
[07]
The promise the opener makes, and how the video pays it back
Hook
Introduce a highly relatable, timely conflict or dilemma that affects a broad audience, immediately establishing the stakes and drawing the viewer into the scenario.
Payoff
Deliver a final, uncompromising directive for what to do if the diplomatic approach fails, providing closure and a strong, empowering concluding stance.
[08]
The structural pattern this video runs on
Framework
The Expert's Escalation Playbook
Addressing a common point of friction by first providing the definitive technical ruling, then acknowledging the practical difficulties of enforcement, and finally offering a tiered, actionable strategy ranging from diplomatic resolution to a final ultimatum.
The Definitive Ruling
Provide a clear, unambiguous answer to the core dilemma, establishing authority and setting the baseline truth of the situation.
The Nuanced Breakdown
Explain the specific technicalities, conditions, or exceptions that apply to the ruling, adding depth and demonstrating comprehensive expertise.
The Real-World Obstacle
Introduce the practical challenges, risks, or fears associated with enforcing the ruling, validating the audience's lived experience and building empathy.
The Diplomatic Playbook
Offer a practical, low-risk, step-by-step strategy to resolve the conflict harmoniously, providing immediate value and actionable advice that the audience can use.
馃搶 What to do if your company does not recognise the extra holidays announced by PM 馃搶 Why employers usually lose in the Industrial Court 馃搶 A company can lose millions over delayed wages and EPF 馃搶 Why non-compete clauses don鈥檛 work in Malaysia Ku Sim Ling of Aunty HR and Industrial Relations consultant Victor Gan discuss all these and more. Watch the full video via our link in bio.
title 路 beginning
What to do if your company does not recognise the extra holidays
contextual 路 throughout
Aunty HR
branding 路 throughout
BFM
Padana Mall three announced this public holiday. Oh! No many business owners come and text me and say that, Auntie, if we have already published our gazetted holiday, do we still need to recognize this auntie? And the answer is yes, you have. It's the law. And many of them say, I refuse to follow this. One day. Can you imagine the damage of one day? If their wages is less than 4,000 a month, by law, you have to compensate with public holiday rates. Otherwise, if it's above 4 k per month, then it's a one on, one to one replacement leave. And office workers? It doesn't better. Your office worse, the your retail, the demarcation is your salary, 4,000 no or above. That is the difference. Pay. That that is the demarcation. Below, you have to pay above optional. Mhmm. Even optional not to replace. But let's say in the situation Yes. Where the employer is like, no no no no. I don't care. It's Friday or Monday. Whichever day tier public holiday becomes, I'm not recognizing the other day. Everyone in the office or in the store on Monday. Well, it depends on the employer's luck. Mhmm. Because if nobody is lodging a complaint at JDK, nobody knows that you broke the law. So it will take one brave employee to go to JDK and be a snitch. Because, you guys need to worst. I understand why people hesitant to do so because you will not be anonymous. The boss will know it's you. When you lodge a complaint, not only they will take down your name, they also will take down your IC number and your place of work so they will know it's you. Better I'm not trying to scare everybody. When sometimes when I say things like that, people say, well, auntie, why you say like that? You're trying to tell me, all these bosses are king. You see? There's nothing we rank no. Not to say that. We try to resolve this case harmoniously. Mhmm. Why don't try educating the boss first? The easiest way I will teach them, why don't you write an email to j t k yes an inquiry, not to lodge thing. Just want to find out this kind of case. Well, how would how should we handle? Then you forward the same email to your boss to educate it. Because generally speaking, I've been working with small businesses for the past few years. Right? A lot of bosses are they are not really out there to take advantage of the employees. They genuinely don't know Yeah. Yeah. Yeah. The law. Yeah. Even after you already educate your boss and still your boss say that I am above the law, then honestly, please be brave and report Mhmm. Your boss. Mhmm. And in the interim, please look for your plan b and find another job. This company, you won't stay long anyway.