PROTECTION FOR FEMALE EMPLOYEE: MATERNITY LEAVES FACULTY OF ADMINISTRATIVE SCIENCE & POLICY AM2252A PREPARED BY: NAME

STUDENT ID

DHIA UMAR UKAIL BIN CHE ROSLI

2021122603

MASYITHAH BINTI MD SAIFUL ISLAM

2021122483

NURIN IZZATI BINTI AHMAD ZALANI

2021106667

SITI ZALINA BINTI ZAINAL AZHAR

2021112611

PREPARED FOR: DR MAHAZRIL ‘AINI YAACOB

INTRODUCTION In the contents of the assignment, we should be able to explain the issues regarding the topic that we got. At least 3 main issues highlighted in the articles. Besides, we need to identify who or what parties involved in the issues stated and the impacts caused by the issues. There are 9 topics that were given by our lecturer and our group got protection for female’s employee as our topic of this group task. So, we have decided to discuss maternity leave. Maternity leave is a period of time during which a woman is legally permitted to be absent from work in the weeks leading up to and following her childbirth. We will talk about the issue which is “how long should maternity leave be taken” and others that are related.

As this subject taught us about industrial relation and employment law, we need to relate the contents of the assignment with any principles or concepts in relevant chapters. Other than that, suggestions or recommendations are needed on how we manage the issue discussed. It is based on our understanding so it's important to gather the right facts to avoid mistakes or misunderstanding concepts. Lastly, a conclusion should be made at the end of the report to restrain the main issue of the assignment. A good conclusion could give the reader a clearer image about the whole contents discussed.

THE CONCEPTS Unionization in Malaysia consist a lot of significant issues for past few years and surely inthis relevant time. To solve this problems, Unionization in Malaysia consists of a lot of significant issues for the past few years and for sure in this relevant time. Trade unions always come out with a variety of solutions and suggestions to overcome the problem or challenge that has happened recently by taking action. All the female employees are entitled to the provisions that are related to maternity leave. Maternity leave extension gives benefits to all female employees, which was introduced by amendments to the act in 2012.

In the Star News on 6 Oct 2019, women in the private industry have been recommended by the Human Resources Ministry to increase the maternity leave from 60 days to 98 days. The employer is legally required for 19 days of maternity leave while the remaining 19 days of maternity leave are without pay. This refers to the additional 38 days of maternity leave. While in Oct 12, in The Malay Mail news, our human resources ministry, M.Kulasegaran stated that an action will be taken if those companies refuse to allow 90 days of maternity leave. According to him, the 90 days maternity leave would need to be implemented in accordance with the international standard.

Maternity leave is another aspect of the Employment Act which is out of step with international norms. Many countries, on the recommendation of the International Labour Organization, provide the minimum 90 days of maternity leave.

STATE THE ISSUES/PROBLEMS In March 2021, Daily Express published an article saying that the government urged to provide 98 days of maternity leave. Happened in Kota Kinabalu, where women in the manufacturing business have asked for 98 days of paid maternity leave and anti-sexual harassment laws from the government. The Wanita Industrial Malaysia committee, a trade union alliance that represents thousands of women workers in West Malaysia's industrial sector, has encouraged the Malaysian government to ratify the International Labour Organization's (ILO) Conventions 183 and 190 to defend women's rights. Under the Employment Act of 1955, Malaysian women in the private sector are only entitled to 60 days of paid maternity leave, whilst their counterparts in the public sector are entitled to 90 days. That's so unfair for working women in the private sector. Even in 2000, the Worldwide Labor Organization (ILO) passed Convention 183 on maternity protection, which mandated the government to provide 98 days (14 weeks) of paid maternity leave, which was the international standard at the time. In actuality, in 1952, the International Labour Organization (ILO) approved a period of paid maternity leave of 84 days (12 weeks). Our current rules have definitely failed to meet international standards since 1970. However, the government should comprehend the imbalance of power in the workplace and attempt to address the fundamental cause of the problem.

Other than that, in Kuala Lumpur a woman won RM 300,000 in landmark case on discrimination over pregnancy. Despite her constitutional right to gender equality, the Shah Alam High Court today granted a woman RM300,000 in damages for the government's reluctance to appoint her as a temporary teacher after she became pregnant. Noorfadilla Ahmad Saikin, 32, was also sentenced to pay RM12,907.68 in lost wages, RM2,296.10 in lost EPF (Employees Provident Fund), RM912.71 in lost EPF dividends, RM25,000 in pain and suffering, and RM5,000 in expenses to the government. In this case, the defendant had given Noorfadilla, a mother of four, damages for violating Article 8(2) of the Federal Constitution, which forbids gender discrimination. But, after finding out of her pregnancy, Hulu Langat district education administrators cancelled Noorfadilla's month-to-month employment as a temporary teacher in 2009.

The Shah Alam High Court ruled in 2011 that the legislature had allowed to discriminate against Noorfadilla and that the United Nations' Convention on the Elimination of All Forms of Discrimination Against Women (Cedaw) had legal force in Malaysia because the country had ratified the human rights treaty in 1995. The government filed an appeal against the High Court verdict, but dropped it at the last minute. The Court of Appeal then ordered costs of RM5,000. Lastly, new straits times have quoted “Women employees are not promoted for fear that they would get pregnant and leave the job or take too much leave.”, a statement from NCWO deputy president Datuk Ramani Gurusamy. Meaning that, from this statement we could see how organizations or governments nowadays avoid hiring women to get the job done because they would be taking maternity leave whenever their time comes. There have also been cases when women have been dismissed after their employers found they were pregnant, because pregnancy is not promoted in some industries, and maternity leave is considered as a hindrance to achieving goals. Pregnant women are frowned upon by employers in the results-driven sales and marketing industry, for example.

PARTIES THAT INVOLVED First and foremost, the most important parties that should play vital roles are The Human Resources Ministry. As an authority who is responsible for workers welfare, it should make sure that all employers, especially in the private sector, comply with the current regulation and act on maternity leave. Employers in the private sector may be investigated and penalized if they dismiss female employees who take 90 days of maternity leave. The charges were filed in accordance with the Federal Constitution, which states that everyone has equal rights, including employment. Employers cannot sack female employees since they are pregnant because these women have made significant contributions to their firms' success. In order to go closer to the worldwide standard of 98 days, the government took the right option by raising maternity leave from 60 to 90 days.

Next, women employees from the private sector should be given equal and same rights just like the public sector. Back then, public sector’s employees were given 90 days of maternity leave while the private sector’s employees were only given 60 days. This huge gap has brought many disadvantages especially on physiological and physical health. They need to choose between their health, child care and careers. It should not be a major issue if all parties involved work together to find solutions in order to improve the work-life balance. By giving the same maternity leave to all employees, companies will be able to keep healthy and happy employees.

Then, another party that is involved in this issue is the trade union. Trade unions play an important role and are helpful in effective communication between the workers and the management. The central function of a trade union is to represent people at work and to help to improve the working conditions especially on safety and protection issues to women employees. For example, a trade union coalition that represents female employees in Malaysia called Wanita Industrial Malaysia have urged the government to extend the maternity leave from 60 days to 98 days. WIM has urged the government to immediately ratify Convention 183 and Convention 190 of the International Labour Organization (ILO) for the protection of women’s rights pertaining to maternity leave. Convention 183 on maternity protection requires the government to guarantee 98 days (14 weeks) paid maternity leave, which is an international standard

Lastly, the increased maternity leave rules from the government have given more problems that need to be faced by private sectors’s employers. This is because most small businesses cannot afford to compensate women for maternity leave. Losing good and experienced workers will have a big impact on production and profits. Plus, companies may need to recruit a temporary replacement for the job, which may be difficult. In addition, when mothers return to work, they will be out of touch with current developments and tasks in the firm. Maternity leave also might create unfair feelings among workers due to non-parents might become upset about new moms getting paid maternity leave and them not receiving paid time off.

REASONS BEHIND ISSUE

The issue involving the extension of maternity leave is not something new as the issue has been fought by many parties to ensure the rights of pregnant women are protected. This issue began to be raised when there were several cases involving pregnant women workers being victims of discrimination in a government or private organization. There are several cases that have opened the eyes of union groups to urge the government to improve the employment act 1995. Referring to the article of Daily Express, Wanita Industrial Malaysia committee as representative of women manufacturing employee has voice out to the government for re-enact the sexual harassment act that are not inferable to the female employee nowadays. Other than that, they argued the government to expand the maternity leaves to 90 days from 60 days so that it can close up to the international standard of maternity leaves that are set at a minimum 98 days. Besides that, there is a case that are highlighted by female union workers to argues government to take consideration of how women employee has faced a discrimination even during pregnancy. In Noorfadilla Binti Ahmad Saikin (Plaintiff) v. Chayed Bin Basirun, Noorfadilla Ahmad Saikin has been interviewed with the education officers of the Education Office of the Hulu Langat District to become an untrained teacher. During the interview, she was asked questions pertaining to her general knowledge, personal details, problem solving skills and residential address. She was not asked about her pregnancy status. She was accepted for the position and presented herself at an instructional meeting as instructed. At the meeting, she was told to report for duty immediately. Subsequently, an education officer asked whether anyone at the meeting was pregnant. Once she admitted that she was pregnant, her placement memorandum was withdrawn. Federal Constitution, which provides that there shall be no discrimination on the ground of gender in the appointment of any office or employment under a public authority. This article was introduced to the Federal Constitution to meet Malaysia's commitments under the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW). Therefore, the union associations together with women employees urged the government to react to the employment Act 1955 for a better outcome. They demand the government to increase the additional 30 days in maternity leaves together with reanact the sexual harrasment act so that it can be beneficial for both parties in working industries.

IMPACTS The first impact is to avoid the discrimination towards the female employees especially those whores are pregnant. Pregnancy discrimination is the unfair treatment of a woman (candidate or employee) because of her pregnancy, childbirth, or a medical condition connected to pregnancy or childbirth. This indicates she cannot be treated any differently from similarly situated non-pregnant women or men in a work term or condition. The Pregnancy Discrimination Act (PDA) prohibits pregnancy-based discrimination in all aspects of work, including hiring, firing, salary, job assignments, promotions, layoffs, training, fringe benefits such as leave and health insurance, and any other term or condition of employment

Besides that, raising the maternity leave to 90 days also can affect the relationship between the mothers and child. Raising the maternity leave to 90 days will surely affect the relationship and the bond especially between the mothers and child. The first week of birth is very crucial to the parents as it is important to tighten the bond between the family and this opportunity might have been held tight if more time was spent with the child for the duration of the 90 days. The duration of the time and the presence of the parents are needed for the future being of the child.

Furthermore, it helps to increase the population of a country. If the country's population exceeds the optimal number, it will be able to make greater use of its resources. This to ensure the growth of economy by increasing their labour force and skilled employees. As a result, a country does not need to employ external expertise in order to participate in the labour force. It also contributes to a broader market for business and more talent for sports and the military. The government also has more tax payers, which may be used for the country's development and growth.

Lastly, it also enhances female labour force participation in a workplace. Women are more likely interested to working with a company that provides maternity leave. It will be such a waste if a woman who further her studies in universities cannot use her expertise and become a housewife. They need to choose between their families and careers. It also can optimize the company's achievement and profits because some jobs are specific and more suitable for women workers because they are more thorough and careful. For example, an accountant and in administration department.

OTHER RELEVANT CONTENTS Apart from the issue of maternity leaves, the issue of sexual harassment that plagues women workers has also been emphasized by unions in Malaysia because it related to the employment safety and health problem. Most female workers are said to face sexual harassment in the workplace but not many make appropriate actions on the problem. This is because most victims will feel embarrassed or even think that this situation will tarnish the company's reputation and plunge them into retrenchment. Uncontrolled sexual harassment in workplace will generates an intimidating, hostile, and offensive work atmosphere, which can negatively impact the organization's industrial relations climate.

Sexual harassment denigrates victims and relegates them to a second-class status in the workplace by asking them to barter sexual favours for financial survival. From this perspective, sexual harassment is a kind of gender discrimination that violates the concept of equal treatment in the workplace. This significance with the case Noorfadilla bt Ahmad Saikin v Chayed bin Basirun & Ors High, Court's reliance on the Convention on the Elimination of All Forms of Discrimination against Women (“CEDAW”), to which Malaysia acceded in July 1995, in clarifying what is meant by the terms “equality” and “gender discrimination”. To quote from the judgment of the High Court: The word “gender” was incorporated into Article 8(2) of the Federal Constitution in order to comply with Malaysia’s obligation under the CEDAW. It is to reflect the view that women are not discriminated against... In Article 11(2)(a) of CEDAW, it provides that State Parties shall take appropriate measures to prohibit, subject to the imposition of sanctions,dismissal on the grounds inter alia (among other things), of pregnancy… [CEDAW] has the force of law and is binding on member states, including Malaysia.

The delay in reforming the anti-sexual act will cause cases of sexual harassment and discrimination to continue to plague workers especially women workers and result to stifles the development of a loving and just society. The government's goal of boosting women's participation in the labour force will be futile if female employees continue to face discrimination, which causes them to leave their jobs.

RELATED CONCEPTS/ PRINCIPLES Based on chapter 2: The Employment Act and Related Acts under Employment of Women, we have chosen maternity leave as our main subject of discussion. Maternity leave is a period of absence from work granted to a mother before and after the birth of her child. All female employees, including employees who are not within the scope of Employment Act, are entitled to the provisions relating to maternity leave. The extension of maternity benefits to all female employees, no matter what they earn, was introduced by amendments to the Act in 2012. The objectives of maternity leave are to allow the mothers to take time off work in accordance with statutory requirements so that she can take the necessary time off work to recover and bond with her baby. As of 2020, the maternity leave entitlement for new mothers is not less than 60 consecutive days of fully paid leave. Public sector employees receive 90 days of leave. Companies can also extend the leave beyond this initial period, but without pay. Beginning January 1, 2021, the new Malaysian 2020 Budget extended the maternity leave period for employees in the private sector to 90 consecutive days. This mandatory change was reportedly made to bring Malaysian maternity benefits closer to the international standard period of 98 days. It also aimed to better support both the mother and the newborn. It is also important to note that the maternity leave only applies to a female employee’s first five surviving children.

PRINCIPLES

Next, in order to qualify for maternity benefit, an employee has to be working in the same company for at least 90 days in the four months prior to starting leave. Then, the employee must also provide a formal notice of the pregnancy and a planned leave at least four months before the delivery date. The employee must send this notice to the immediate supervisor and the human resource department. The maternity leave period can begin one month before the expected delivery date. It is also recommended to get a doctor’s certification indicating when the maternity leave period should start.

Employers in the private sector must always be objective when it comes to women's employment, particularly when it comes to giving maternity leave flexibility, which is a constitutionally guaranteed right for every pregnant woman worker under the Employment Act of 1995. In Part 9 of Employment Act 1995 under maternity protection, it is stated that every female employee shall be entitled to maternity leave for an eligible period in respect of each confinement where the minimum pregnancy is at least at 22 weeks and also the pregnancy is not exceeding the fifth child. If an employer denies an employee the right to receive maternity leaves, the employee can file a claim with the Department of Manpower (JTK). Other than entitlement for maternity leaves, pregnant female workers are also entitled to receive maternity allowance as prescribed in the section 37. Where employers need to provide the allowance if the female employee has been employed by the employer for a period of time or the worker is employed above 90 days from the day of confinement. Besides that, employee need to know that they are also able to loss the allowance if failed to notify the employers as prescribed under section 40, where:-

•

A female employee who is about to leave her job and knows or has reason to believe that she will be confined within four months of her leaving must notify her employer of her pregnancy before leaving her job, and if she fails to do so, she will not be entitled to any maternity allowance from that employer.

•

A female employee must notify her employer of her expected confinement and the date from which she plans to begin her maternity leave within sixty days of her expected confinement, and if she begins such leave without notifying her employer, her maternity allowance may be suspended.

Employees also need to know that employers cannot simply terminate the contracts of employees during their maternity leaves. An employer who terminates a female employee's service during the time in which she is entitled to maternity leave commits a violation under the Employment Act. Employers must strictly adhere to the provisions of maternity protection and cannot take them lightly because if they are not, they will face penalties under Section 94 of the Employment Act of 1955, which states that an employer who:•

fails to grant maternity leave to a female employee employed by him and entitled thereto under Part IX;

•

fails to pay the maternity allowance to a female employee employed by him and entitled thereto under Part IX, or to her nominee, or to her personal legal representative.

•

fails to pay maternity allowance in the manner prescribed in section 38;

Will be fine not exceeding RM 10,000.00 for each offence if convicted.

SUGGESTIONS GOVERNMENTS Every problem has its own solution. It just takes some effort, dedication and cooperation between parties involved to solve it. Same goes to maternity leave issues. We feel that these issues may be resolved if each side fulfils their responsibilities. Here, we have identified three parties with their own solutions that can help to make maternity leave no longer a work-family conflict for women employers. The most important party that can give huge impacts is the Government itself. Governments could explore sharing part of these costs through social insurance or state support, as Finland and Iceland have done. For Malaysia, a possible option is to fund (at least partially) the extended maternity leave period using the Employment Insurance System under the Social Security Organisation (SOCSO). This may be particularly pertinent to small- and medium-sized enterprises (SMEs) which may require further support to adapt to new regulations concerning extended paid maternity leave, including suitable transition periods for SMEs. We wholeheartedly agree and welcome the government showing mercy by willingly sharing maternity leave pay with private entities. Not only do they lose a skilled employee, but they also have to pay the whole amount required, which is a burden because they are a profit-driven business.

EMPLOYERS To ensure that issues regarding maternity leave for female employees are managed. Employers must also create their own solutions to the problem of employee limitations rather than simply relying on the government for aid. Employers may take several steps to ensure that productivity in the workplace is always excellent, even if key employees are unavailable.

First and foremost, employers can recruit contract workers to cover existing labour shortages to maintain that work progress in the business remains to be good, even if some female employees take maternity leave. However, employers need to be reasonable with offering some incentives to boost the job offer to youngsters. By getting addition of contract workers, it can help other employees focus and be more productive on their duties without worrying about extra tasks that may arise as a consequence of co-workers taking maternity leave in the long term.

Last but not least, the employer can then negotiate into a new agreement with the female employee who will be on maternity leave to extend her maternity leave duration if she agrees to work from home. For example, when an employee intends to retain her maternity leave from 60 days to 120 days or more. They must work from home after 60 days of childbirth as long as they receive a full salary that is the same as their most recent pay check. This will benefit both parties since employers will not be overburdened by a shortage of employees, especially small businesses that rely on their employees' productivity. Employees also, on the other hand, have had more time with their new-borns that require complete attention.

UNIVERSITIES When one of your employees goes on maternity leave, their statutory employment rights, such as the right to return to work after a reasonable interval, are protected. In this circumstance, finding a substitute for a pregnant mother may be challenging, not to mention costly. If you know the 'does' and 'don'ts' of replacing personnel on maternity leave, you'll be able to meet everyone's needs.

So, we have come out with the idea of running a company internship programme. Meaning that, any university should have vast relationships with many companies in order to provide their students with a company that needs an internship to replace their workers who are on maternity leave. By doing so, both parties can gain benefits. For example, to those companies who hire an internship students will be able to discover new or hidden talent. An internship can open doors to new and uncommon talent that you would not have found otherwise. This is because interns are already familiar with the inner workings of your organisation. They're also knowledgeable with the company's trends, goals, and structure. An excellent candidate for recruiting is an intern who is already familiar with your company's operations and is performing well as they progress.

On the other side, an internship allows a student to put their industry skills to the test while learning how to work at the same time. Students will have a better understanding of how what they learn in school will help them in the long run. Besides, an internship can help a student build a professional network that can be useful in the future. A student's network can help them make well-informed professional choices and connect them with other specialists or opportunities that will help them flourish in their field. Last but not least, an internship may be a huge confidence booster for a student. A student's success in the real world may inspire him or her to work harder in school and to be more willing to take chances or venture beyond his or her comfort zone.

CONCLUSION In a nutshell, maternity leave has been a hotly debated issue for years. A contentious issue like mandatory maternity leave, which has far-reaching implications for women's working life, should be publicly debated without bias and with facts and clear ideas about the consequences for all parties involved. Lack of days of maternity leave and maternity allowance has been haunting women employees especially in the private sectors. It has made women feel insecure about working even though they can give big contributions to the company. Luckily, the government has heard their voice and has made a law that enhances the duration of maternity leave from 60 days to 90 days which is compulsory for every firm. Expectant and nursing mothers require special protection to prevent harm to their or their infants' health, and they need adequate time to give birth, to recover, and to nurse their children. Simultaneously, they seek protection to guarantee that they do not lose their jobs due to pregnancy or maternity leave. Such protection not only assures a woman's equal access to a job, but it also ensures the continuation of often important income that is essential for her family's well-being. Preserving the health of expecting and nursing mothers, as well as safeguarding them from workplace discrimination, is a necessary for establishing

REFERENCE •

Arif, Z. M. (2019, October 12). 2020 budget: Employees have right to take 90-day maternity leave. Retrieved from new straits time: https://www.nst.com.my/news/nation/2019/10/529267/2020budget-employees-have-right-take-90-day-maternity-leave

•

Murad, D. (2019, October 6). 98-day maternity leave proposed. Retrieved from The Star: https://www.thestar.com.my/news/nation/2019/10/06/98-day-maternity-leave-proposed

•

Nur, A. (2019, November 13). Private sector paternity leaves to be tabled either in December or March. Retrieved

from

The

Sun

Daily: https://www.thesundaily.my/local/private-sector-paternity-leave-

to-be-tabled-either-in-december-or-march-BA1604434 •

Daily Express. (2021, March 24). Govt urged to provide 98days maternity leave. Retrieved from the daily express: https://www.dailyexpress.com.my/news/168482/govt-urged-to-provide-98-days-maternity-leave/

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Halina Mohd Noor. (2018, April 9). ‘Tidak dilayan, dipaksa berhenti kerja’. Retrieved from Berita Harian : https://www.bharian.com.my/wanita/lain-lain/2018/04/409672/tidak-dilayan-dipaksa-berhenti-kerja

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Nicholas,K. (2021, August 2021). Maternity Leave 101: Eveything Malaysian need to know. Retrieved from https://althr.my/resources/maternity-leave-malaysia-employees

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Mohammad Daniel bin Ab. Khalil. (2020, September 2020). Maternity Leave and Paternity Leave in Malaysia’s Private Sector. Retrieved from: https://www.ajobthing.com/blog/maternity-leave-paternity-leave-in-malaysiaprivate-sector

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Heanglee. (2018, December 2018). Teacher Noorfadilla’s Battle Againts Pregnancy Discrimination Recognised with Human Rights Award. Retrieved from: https://wao.org.my/teacher-noorfadillas-battle-against-pregnancydiscrimination-recognised-with-human-rights-award/

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Chloe. (2021, February 2021). MATERNITY ALLOWANCE MALAYSIA: IT IS DEDUCTIBLE WITH CONSENT?. Retrieved from: https://premlaw.com/maternity-allowance-malaysia-is-it-deductible-with-consent/

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The Star. (2019, October 2019). MEF: Govt should help bear maternity leave cost. Retrieved from: https://www.thestar.com.my/news/nation/2019/10/17/mef-govt-should-help-bear-maternity-leave-cost

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HR Asia Media. (2019, October 6). Longer Maternity will have Cost Impact on Small Business. Retrieved from: https://hrasiamedia.com/top-news/longer-maternity-will-have-cost-impact-on-small-businesses/

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APPENDIX

RUBRIC FOR GROUP PROJECT (PLO 4): WRITTEN ASSIGNMENT (25%)

UNIVERSITI TEKNOLOGI MARA FACULTY OF ADMINISTRATIVE SCIENCE AND POLICY STUDIES (FSPPP) ADS465: INDUSTRIAL RELATIONS

NAME DHIA UMAR UKAIL BIN CHE ROSLI NURIN IZZATI BINTI AHMAD ZALANI MASYITHAH BINTI MD SAIFUL ISLAM SITI ZALINA BINTI ZAINAL AZHAR

STUDENT’S ID 2021122603 2021106667 2021122483 2021112611

Brief Description: To measure students’ interpersonal skills, students need to prepare a group project (written assignment). Aim PLO 4: Assessing how individual members of the group work demonstrate the ability to apply effective techniques to create working relationships with others to achieve common goals. Students are assessed in terms of FIVE interpersonal skills domains using the following scale:

Scale Criteria Relationship building

Ability to develop good teamwork and work cooperatively with others Group Responsibility

Ability of the team member to carry out a chosen or assigned task, the degree to which the student can be relied upon to complete a task

9-10 Excellent Excellent ability to work in a team

7-8 Good Good ability to work in a team

5-6 Satisfactory Satisfactory ability to work in a team

3-4 Weak Poor ability to work in a team

1-2 Very Weak Not able to work in a team

Consistently takes the initiative and volunteers in carrying out the task, and always to go beyond the minimum

Regularly takes the initiative in carrying out a task and occasionally volunteers to complete a task

Moderately takes the initiative in carrying out assigned tasks and sometimes volunteers to do a task

Sometimes takes the initiative in carrying out assigned tasks but never volunteers to do a task

Unable and unwilling to take the initiative in carrying out a task, not reliable in completing given task

Marks Score

/10 mark

/10 marks

Communication

Ability to communicate with others to explain project and goals in an easy-tounderstand way

Group Work Integrity

Ability to uphold academic honesty and demonstrate good work ethics in carrying out responsibility

Commitment/ Determination

Ability to follow instruction/format given, ability to carry out the activity towards the aim, ability to be creative to complete the task.

Total score/marks Overall Comment by the evaluator:

Excellent ability to communicate with others, ask questions and able to explain project and goals in an easy-tounderstand way

Able to communicate with others, ask questions and able to explain project and goals in an easy-tounderstand way

Sometimes takes the initiative to communicate and ask the question to clarify doubt which affects the overall group work

Weak ability to communicate, rarely ask the question to clarify doubt which affects the overall group work

Unable to communicate, never ask the question to clarify doubt which affects the overall group work

Always ethical and promote being ethical when carrying out responsibility

Frequently honest when carrying out responsibility

Ethical when carrying out responsibility

Lack of ethics when carrying out responsibility

Unable to uphold academic honesty

-Excellent ability to follow the instruction and format given. -Well organisation of contents/report, able to carry out the activity towards the aim with remarkable skill to be creative to complete the task.

-Good ability to follow instruction and format given -Clear organisation of contents/report, able to carry out the activity towards the aim, ability to be creative to complete the task.

-Moderate ability to follow instruction and format given, -Somewhat clear organisation of contents/report, able to carry out the activity towards the aim with the average skill to be creative to complete the task.

-Lack of ability to follow instruction and format given -Lack of clarity on the organisation of contents/report, limited ability to carry out the activity towards the aim, and limited skill to be creative to complete the task.

-Unable to follow instruction and format given, -Unclear organisation of contents/ report, unable to carry out the activity towards the aim, and unable to be creative to complete the task.

/10 marks

/10 marks

/10 marks

/ 50 marks