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An Equal Employment Opportunity Request helps Malaysian workers report unfair treatment at work based on characteristics like race, religion, gender, or age. These requests fall under Malaysia's Employment Act 1955 and the Federal Constitution, which protect workers from discrimination in hiring, promotions, and daily work life.

When employees file these requests, they can seek remedies through the Department of Labour, which investigates workplace discrimination claims. The process allows workers to document their concerns, present evidence, and get official help resolving workplace fairness issues while protecting their legal rights under Malaysian employment law.

File an Equal Employment Opportunity Request when you experience workplace discrimination in Malaysia based on protected characteristics like race, religion, gender, or disability. Common situations include being passed over for promotion despite qualifications, receiving lower pay than colleagues in similar roles, or facing harassment from supervisors or coworkers.

Submit your request promptly after the discriminatory incident occurs - Malaysian labor laws typically require filing within 60 days. Document specific examples, dates, and witnesses. Include any supporting evidence like emails, performance reviews, or salary information that shows unfair treatment compared to other employees.

• Workplace Discrimination Complaint: Filed when facing unfair treatment based on protected characteristics like race, religion, or gender
• Harassment Report: Specifically addresses verbal, physical, or psychological harassment in Malaysian workplaces
• Salary Discrimination Claim: Used when seeking redress for unequal pay compared to colleagues in similar positions
• Promotion Bias Report: Documents unfair denial of career advancement opportunities
• Reasonable Accommodation Request: For employees seeking workplace adjustments due to disability or religious practices

• Employees: Submit Equal Employment Opportunity Requests when experiencing workplace discrimination or unfair treatment
• HR Managers: Receive, process, and investigate these requests while maintaining confidentiality and documenting findings
• Department of Labour Officers: Review complaints, conduct investigations, and enforce Malaysian employment laws
• Company Directors: Hold ultimate responsibility for addressing discrimination claims and implementing corrective measures
• Union Representatives: Support employees in filing requests and ensure fair treatment throughout the process

• Incident Details: Document dates, times, and specific examples of discriminatory treatment
• Evidence Collection: Gather emails, performance reviews, witness statements, or other proof of unfair treatment
• Personal Information: Include your employment details, position, department, and duration of employment
• Timeline Documentation: Create a chronological record of events, including any prior complaints or discussions
• Comparison Data: Note similar situations where colleagues were treated differently based on protected characteristics
• Desired Outcome: Clearly state what resolution you seek, such as policy changes or corrective actions

• Personal Information: Full name, employee ID, position, and department as registered with the company
• Protected Characteristic: Clear identification of which protection under Malaysian law forms the basis of complaint
• Incident Description: Detailed account of discriminatory actions with specific dates and locations
• Evidence Summary: List of supporting documents, witness names, and relevant communications
• Prior Actions: Documentation of any previous complaints or attempts to resolve the issue internally
• Relief Sought: Specific remedial actions requested under Malaysian employment law
• Declaration: Statement affirming the truth of information provided, with date and signature

An Equal Employment Opportunity Request differs significantly from an Equal Opportunities Policy in both purpose and timing. While both documents address workplace fairness, they serve distinct functions in Malaysian employment law.

• Purpose and Nature: An Equal Employment Opportunity Request is a reactive document filed by employees to address specific instances of discrimination, while an Equal Opportunities Policy is a proactive company document setting fair treatment standards
• Legal Standing: Requests initiate formal investigations and can lead to legal proceedings, whereas policies serve as preventive guidelines and compliance frameworks
• Timing of Use: Requests are filed after discrimination occurs, but policies are established before issues arise to prevent discrimination
• Content Focus: Requests detail specific incidents with evidence and desired remedies, while policies outline broad principles and procedures for maintaining workplace equality