Placed on a PIP in Bukit Jalil
A performance plan at your Bukit Jalil employer ended with a dismissal you did not expect.
Bukit Jalil has grown into a corporate campus district around the National Sports Complex and Pavilion Bukit Jalil. Office parks here mix regional company offices, retail head offices and sports-adjacent businesses.
Performance management tends to be formal, with documented reviews rather than a verbal warning. That formality can work against an employer as easily as for one.
Who does this page speak to?
If you worked at a corporate office in Bukit Jalil and were dismissed after a performance improvement plan, this page sets out what to check. A poor performance dismissal still has to meet the same just cause standard as any other.
A plan that set unrealistic targets, gave too little time, or was really a way to build a paper case can be challenged. The employer carries the burden of showing the process and the outcome were both fair.
Where is a Bukit Jalil case heard?
Bukit Jalil sits inside Kuala Lumpur, where the Industrial Court has its headquarters. Conciliation comes first through the JPPM office for Kuala Lumpur (Jabatan Perhubungan Perusahaan Malaysia), and JPPM can confirm which Industrial Court branch hears it.
A written representation must reach the Director General of Industrial Relations within 60 days of your dismissal.1
Performance improvement plans often run for weeks. Check your actual dismissal date against the deadline calculator.
What is different about working here?
Corporate campus employers in Bukit Jalil usually document everything. Your own copies of review scorecards, emails and the plan itself matter as much as anything your employer holds.
What should you hold onto before you act?
Keep every version of your performance improvement plan, the targets it set, your own progress notes and the final dismissal letter. That paper trail is exactly what a case depends on.
Documenting it properly is what a Section 20 representation is built from. A colleague who sat in on your review meetings can also be a useful witness.
If you want a lawyer to act, send your dates and what happened. An independent lawyer may review the facts and replies about whether and how they can act.
If a performance plan at your Bukit Jalil employer ended in dismissal and you want to challenge it, send the date and what happened. An independent employment lawyer may review the facts and replies about whether and how they can act.
For people seeking legal representation. For general information, please use our guides and tools.
First contact: general facts only, such as date, location, employment status and a short summary. Keep documents private until an identified independent lawyer contacts you and specifically requests them.
Common questions
My employer in Bukit Jalil put me on a performance improvement plan and dismissed me at the end of it. Is that automatically fair?
Not automatically. A performance improvement plan has to give a real chance to improve, with clear targets and fair support, not just a paper exercise before a decision already made. How the plan was run matters as much as the outcome.
If my claim succeeds against a Bukit Jalil employer, how much could I receive?
Back wages at the Industrial Court are generally capped at twenty four months of pay for a confirmed employee and twelve months for a probationer. Reinstatement is the primary remedy the claim seeks, with money following only if that is not ordered.
Where would a Bukit Jalil case be heard?
Ask JPPM which Industrial Court branch will hear your claim. Conciliation comes first through the JPPM office for Kuala Lumpur.
Sources
- A worker dismissed without just cause or excuse may make a written representation to the Director General of Industrial Relations seeking reinstatement within 60 days of the dismissal under Section 20 of the Industrial Relations Act 1967. Mah Weng Kwai & Associates
- Back wages at the Industrial Court are generally capped at twenty four months pay for a confirmed employee and twelve months for a probationer under the Second Schedule of the Industrial Relations Act 1967. Donovan & Ho
Keep reading
If a performance plan at your Bukit Jalil employer ended in dismissal and you want to challenge it, send the date and what happened. An independent employment lawyer may review the facts and replies about whether and how they can act.
For people seeking legal representation. For general information, please use our guides and tools.
First contact: general facts only, such as date, location, employment status and a short summary. Keep documents private until an identified independent lawyer contacts you and specifically requests them.