• Under Act 446, an estate is defined as an agricultural land that is more than 20 hectors big that holds any type of agricultural activities or has trees or growth which are harvested or processed. Also included in the definition is a land that is mined and any other that is declared as an estate land by the Minister from time to time.

• It is up to the employer to build living quarters for the workers. However, if the employer decides to provide accommodation, he must comply with the rules and regulations of the Workers' Minimum Standards of Housing and Amenities Act 1990. The employer must also prepare sufficient water and electrical supplies plus other basic facilities as specified in the Act.

• Dependents of a worker are the spouse, parents (including step-parents), grandparents, children (including step-children) and siblings (including half- and step-siblings). The followings can also be considered as dependent of a worker: 

1. An illegitimate child or a child adopted with accordance to any written law,
2. Illegitimate parents or parents who adopt the worker with accordance to any written law.

• Yes, an employer must allocate a cleared area for a worker who stays at the quarters to do some minor farming and/or grazing.
•  A worker who stays at the provided quarters and have worked with the employer for 6 months or more, has the rights to a cleared area of 250 square meters. 

With the conditions that:

1. The allocated area is as close as possible to the living quarters, and
2. The grazing area must have written consent from a Health Officer and is located 183 meters away (or more) from the living quarters.

• It is the employer’s responsibility to provide free water, ample electricity supply and other basic facilities. Workers who stay at the provided living quarters but are denied these rights can forward their complaints to the nearest Labour Department for necessary actions.

• At the momment, only the Panel Code which regard to sexual harassment are applicable. However, the Ministry of Human Resource are in progress to establish and gazette the specific legal enforcement which related to sexual harassment at workplace.

• The gender factors do not have any relation with the gender and salary scheme.

• Sexual harassment is a misconduct and it requires close handling by the organisation . For example, by proper disciplinary procedures.
• The sexual harassment preventive, handling policy and handling procedure are necessary for the organisation and shall be well understood by the employees or any victim.
• The harassted victim can forward their report about the harassment case to their on duty supervisor or human resource department at workplace.
• To keep the evidence or record about the accused sexual harassment happened.

• If the accused person found guilty for committing sexual harasment, the punishment will be in accordance to Panel Code.
• With regard to sexual harasment cases at workplace including booth, counter, any designated workplaces for their employer, legal action will be taken according to Section 14, Employment Act 1955 either being dismissal, downgrade or other suitable punishment, after completion of domestic inquiry. The punishment can also been performed if both parties employed in the same organization. If the guilty person are no relation with either the employer or employee, the case shall be reported to police.
• In the near future, the employer are being enforced to conduct an investigation or the Director General will enforce the employer to conduct the proper investigation, and the dismissal will take affect to those are proven guilty for the case. Those employers will be fined up to RM1,000 if they failed to conduct the respective investigation which related to the victim.

• The harassment level are depending to the situation and sexual harasment acceptance which subject to below five categories:
1. Verbal harassment. Example – the sexual harassment through words, comment, joking, touching and any verbal questions which in the form of threatening or sexual invitation.
2. Non verbal sign harassment. Example – A look or eye contact which toward to imagine certain intention or desire, lips licking or holding or food eating with specific temptation, hand / finger sign or other sign language which reflect sex, the continously rooting behaviour.
3. Visual harassment Example – showing sexual materials, sexual picture or drawing, sexual written material, to display or show the personal sexual human body without any justification reason.
4. Psychology harassment Example – repeating social invitation which refused to accept, repeating persuasion for romance and kissing.
5. Physical harassment Example – the unaccepted physical touching, body touching, pinch with forefinger and thumb, body frication, embracing behaviour, kissing and sexual attack.
• The related industrial court decision award shall become as a reference as a guideline.