Managing Your Employees & Workplace Issues the Right Way

28-29 Sep, 2026, Concorde Hotel Kuala Lumpur

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KAVITHA GUNA SEGARAN Bachelor of Jurisprudence (Hons) Malaya, CLP Advocate & Solicitor, High Court of Malaya 2001

 

Kavitha is a qualified lawyer with 20 years of experience. She is the founding partner of a legal firm based in Kuala Lumpur. She is certified trainer under the Human Resource Development Corporation (HRD Corp).

 

She specializes in the area of Employment and Industrial Relations. Kavitha has much experience in handling both local and foreign employees as well employees’ trade union of various industrial sectors on a wide range of both individual and collective disputes including statutory employment rights and obligations, employee performance, disciplinary action, union recognition issues, collective bargaining, non-compliance of collective agreements and dismissals.

 

Kavitha represents her clients in disputes before the Labour Court, Industrial Court as well as the High Court and Court of Appeal with cases won duly reported in the Industrial Law Reports and Current Law Journals.

 

Her significant experience includes:

  • Advising corporate organizations on dispute settlements, corporate reorganising exercise such as retrenchments schemes and voluntary retrenchment schemes, conducting domestic inquiry proceedings and rendering advice on general misconduct issues.
  • Appointed by a national trade union to resolve union recognition issues.

 

Kavitha is able to provide insightful and practical advice and strategies for corporate organizations on disputes in the arena of employer-employee relationships.

 

At the same, time she has a passion to train and share her knowledge and insights in respect of the area of Employment Law & Industrial Relations.

Venue Details

Concorde Hotel Kuala Lumpur
2 Jalan Sultan Ismail, 50250 Kuala Lumpur, Malaysia,

https://kualalumpur.concorde hotelsresorts.com/



Phone : 03 2144 2200

Contact us

Juliany,

Office: 03 2283 6109

Mobile: +60 122281247

juliany@ipa.com.my

Phoebe,

Office: 03 2283 6100

Mobile: +60 193637822

phoebe@ipa.com.my

Bee Teng,

Office: 03 2282 6112

Mobile: +60 172566121

beeteng@ipa.com.my

FOR CUSTOMISED IN-HOUSE TRAINING

Jane,

Office: 03 2283 6101

Mobile: +60 129418251

Jane@ipa.com.my

ADDRESS
A-28-5, 28th Floor, Menara UOA Bangsar,
No.5, Jalan Bangsar Utama 1,
59000 Kuala Lumpur
www.ipa.com.my

FOCUSING ON
  • Module 1- Manager’s Mindset When Dealing With Staff & The Law
  • Module 2- Managing Your Staff Performance The Right Way
  • Module 3- Managing The Staff Performance Discussion The Right Way
  • Module 4- Managing Minor Misconduct, The Right Way
  • Module 5- Dealing With Grievances, Major Misconducts And Resignation Issues
  • Module 6- Managing Harassment Issues
COURSE OBJECTIVES

One common misconception among managers is that Malaysia’s law on managing staff is legalistic and complex. Part of the reason for this is due to legal concepts like Show-Cause Letters and Domestic Inquiry, which give managers the perception that managing their staff is too technical and best left to human resources to manage.

 

Malaysia’s Employment Law isn’t complex or technical. The law operates on the principle of ‘fairness’ as opposed to legal technicalities. This means doing the ‘right thing’ when it comes to managing your staffing issues.

 

This includes giving regular and constructive feedback, setting clear expectations and documenting staffing issues in a constructive, non-threatening manner. This also means being directly accountable for managing your staffing issues.

 

This two-day course is designed for all managers or supervisors with people management responsibility.

Over the 2 days, you will learn practical solutions on how best to manage the myriads of staffing situations you encounter at work, including answers to the following questions:
  1. What is the best way to manage an under- performing staff under probation?
  2. What is the practical way to manage staff abusing their medical leave or emergency leave entitlements?
  3. How to manage discussions with an under- performing staff?
  4. How to deal with ‘attitudinal’ issues affecting your staff?
  5. How to create a healthy team dynamic that fosters collaboration and motivates people?
WHO SHOULD ATTEND
  • HR & Employment Managers
  • Managers
  • Executives
  • Team Leaders
METHODOLOGY
This is a highly interactive training course, whereby participants are to gain learning points through actual cases of misconduct as reported in the law reports. Participants will be given the opportunity to learn how to frame a charge of misconduct.
DAY 1
9:00

MODULE 1 – MANAGER’S MINDSET WHEN DEALING WITH STAFF & THE LAW

  • Clear Misconceptions -The Law supports fair management action, not inaction.
  • Fair & Reasonable Mindset -Focus on fairness, consistency, and transparency—not fear of the law
  • Move Beyond Punitive Discipline - Modern teams respond better to coaching, clarity, and accountability.
  • Core Manager Mindset

- Be objective

- Address issues early

- Rely on facts, not assumptions

- Use the right process as protection and guidance

10.45

MODULE 2 - MANAGING YOUR STAFF PERFORMANCE THE RIGHT WAY

  • How to manage situations involving probationers who are under-performing
  • Managing staff abusing their medical leave entitlement while under probation
  • The three requirements of the law when managing any confirmed staff performance
  • How to manage employees under a performance improvement plan
  • How to deal with a fixed-term contract staff that is underperforming • Documenting the PIP process correctly
1:00 Lunch
2:00

MODULE 3 - MANAGING THE STAFF PERFORMANCE DISCUSSION THE RIGHT WAY

  • How to move the staff performance discussion to a solution focused
  • How to set clear performance expectation — minimizing confusion on what is important on the job
  • Dealing with difficult employees during the review/PIP discussion (video presentation on managing six difficult personality types):

- The ‘silent’ employee

- The ‘non-committal’ employee

- The ‘unmotivated’ employee

- The ‘defensive’ employee

- The ‘emotional’ employee

- The ‘aggressive’ employee

  • Documenting the performance discussion correctly
  • Role playing the performance review discussion
  • Role play by all participants of the case scenario
  • Case study on how to manage difficult employee situations during the performance review and PIP discussions
  • Case laws decided by the Court on termination of employment based on poor performance
5:00 End of Day 1
DAY 2
9:00

MODULE 4 - MANAGING MINOR MISCONDUCT, THE RIGHT WAY

  • Common misconceptions about managing absenteeism, tardiness and medical issues
  • What does the law require the direct manager to do when dealing with staff absenteeism, tardiness and medical issues
  • Dealing with medical and hospitalisation leave — how to prevent abuse
  • Recent decisions by the Industrial Court on what managers are expected to do in showing fairness when managing their staff absenteeism, tardiness, medical and leave issues
  • Managing prolonged illness issues
10.45

MODULE 5 – DEALING WITH GRIEVANCES, MAJOR MISCONDUCTS AND RESIGNATION ISSUES

  • What to do when an employee raises a complaint: how to respond ? - verbally ? - in writing • Knowing the difference between a performance issue and misconduct
  • What constitutes minor and major misconduct
1:00 Lunch
2:00

cont. MODULE 5 – DEALING WITH GRIEVANCES, MAJOR MISCONDUCTS AND RESIGNATION ISSUES

  • The manager’s role when a major misconduct occurs
  • How to manage a situation where the employee claims victimization or unfair treatment
  • How to manage employees’ absences and late coming while serving their resignation notice
3:45

MODULE 6 – MANAGING HARASSMENT ISSUES

  • Managing situations where an employee is alleging workplace harassment/bullying
  • Understanding what constitutes sexual harassment
  • Case study – dealing with a complaint of bullying & sexual harassment
  • Summary and Closing
5:00 End of Course