RECOMMENDATION

Based on the discussed case, some suggestion can apply in this industrial action to avoid
dispute in the organization or company. As my study on Malaysian Airlines, which is a
government owned company, the government should take few actions to settle down all issues
that currently having in the dispute. However, there are also few suggestions for company to
deal with union problems without compromising the spirit and output of the workplace.

In the first place, Malaysian government must ensure the right to those employees who
dismissed by the company is protected, so that they can directly and immediately claim to the
industrial and decrease the involvement of minister references.

Next, government have to call for the revocation of minister’s decision and those 30 employees
can refer their case to the industrial court. In this case, MAS had just given the show cause
letter to the 30 employees for allegation of participate in an illegal gathering at the Human
Resources Ministry. It is important to make sure that not all the decision from employer had
better take as a final decision and court can revoke if there have any lawful act to be solve.

Then, industrial court must check for all the evidences correctly, they should arrange for
conciliation on investigation, keep open the court for worker’s hearing, and give chance to the
employees to express their words. Government should expedite administration of justice
including trials, of workers wrongfully dismissed who are claiming reinstatement to end not
later than 6 months from the date of the claim.

In the meantime, government can implement a law to protect the trade union or the workers
risk between others by ensuring consistent inspection, proper and speedy investigation
enforcement of labour law and workers right.

After that, both management and unions should keep positive attitude towards each employee.
Employee also should follow the rules and regulations of unions and the employer. Each
issues are supposedly prefer to union or to top management for settlement.

In reality, Malaysia’s worker right not protected and well promoted. Therefore, government
should further focus on some particular area in industrial relation so that each party can have
the equal rights.

Subsequently, there is no clear communication between MAS and the union, which is NUFAM.
In this context, MAS did not give chances to NUFAM to communicate with the management
about what the union wants from the employer. There is a need of two-way communication
between employer and employees. It is essential for employer to recognize the validity of the
feelings of the union workers where they have right to voice out the issues and they need to
accept it. For employees, they also need to hear what employer’s opinion regards their
concern.

Instead of considering union as enemy by eliminating them one by one, the employer had
better make union as their partnership. By way of working together to find solutions toward the
problems, indirectly it will close the gap between the employer and the union. Asking them to
involve in decision making and their ideas to work in some passing issues can make the
workers feel more appreciated by the employer.