A Malaysian business operations SOP consultant recently sparked discussion online after sharing advice for employees dealing with workplace disputes, dismissals, probation issues, and alleged bullying at work.
The discussion started after Threads user Ahmad Mohamad Afandi, who describes himself as a business operations SOP consultant, claimed that workers may have stronger grounds to challenge dismissals if companies fail to provide proper SOPs, manuals, or work documentation.
His post quickly gained traction online, with many Malaysians flooding the comments section to share their own experiences involving probation extensions, sudden terminations, workplace bullying, and unclear job scopes.
Here are some of the key points and advice shared throughout the discussion:
1. Lack of SOPs and work manuals may become an issue during disputes
According to Ahmad, employees involved in disputes with employers may point out that the company did not provide proper documentation, SOPs, or clear work structures.
He claimed this could affect whether workers were actually given enough guidance to properly perform their tasks.
In his Threads post, he wrote:
Prove to JTK, JPP, or the Industrial Court that the employer did not have proper work manuals and SOPs, causing employees to not know the proper steps to perform their jobs.”
He also warned employers that poor documentation could expose companies to risks during labour disputes.
2. Employees should keep evidence whenever possible
Throughout the comments section, Ahmad repeatedly stressed the importance of documentation and evidence.
When responding to users who claimed they faced workplace bullying, sudden dismissals, or unfair treatment, he advised them to save messages, keep records, and gather proof whenever possible.
For alleged verbal abuse or bullying cases, he even encouraged workers to try recording incidents if possible.
According to him, proper evidence can become important if cases are brought to JTK, JPP, or the Industrial Court.
3. Workplace bullying could potentially lead to constructive dismissal claims
One commenter asked whether constant insults and humiliation at work could be considered an offence.
In response, Ahmad claimed such situations “could be considered constructive dismissal”.
Constructive dismissal generally refers to situations where employees resign because the working environment allegedly became intolerable due to employer conduct.
He advised affected workers to keep evidence of the incidents and document interactions carefully.
4. Employees questioned probation extensions and changing job scopes
Several Malaysians also shared frustrations involving probation periods and changing work expectations.
One user claimed their employer extended probation for up to one year while adding extra job scopes outside the original role offered.
Another claimed they were hired mainly for documentation and customer service tasks, only to later be pushed into pricing, sales, and client-facing duties.
In response, Ahmad said workers should compare their responsibilities against their original job descriptions and employment terms.
He also claimed that if employees are suddenly expected to perform unfamiliar tasks without proper training, it could become a significant point during labour disputes.
5. Some users claimed they were terminated without proper letters
Another issue raised involved employees allegedly being dismissed verbally without official termination letters.
One user claimed they were terminated during a meeting but never received any written notice.
Ahmad responded by saying employees should continue documenting the matter and report it to the relevant authorities if salaries remain unpaid or documentation is missing.
The comments section also saw users asking whether complaints could be filed online or whether they needed to physically visit labour offices.
6. Many netizens shared frustrations with JTK and JPP processes
Apart from workplace complaints, several users also opened up about their experiences dealing with labour authorities.
Some claimed they felt frustrated by long waiting periods, inconsistent advice, or difficulties obtaining updates regarding their cases.
One commenter said they were advised to revisit the labour office multiple times due to procedural delays.
In response, Ahmad encouraged complainants to regularly follow up physically at JTK offices for updates.
While many users turned to the comments section for advice, Ahmad also repeatedly reminded people that some cases require proper HR or legal expertise.
This was especially for disputes involving PIP processes, probation terminations, performance allegations, and compensation claims.
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