This is the second revision
of the SABAH PETROLEUM INDUSTRY WORKERS UNION Administration Manual which
contains updated information
and improvements superceding the previous Manual of July 17, 1999.
However the prime objective
of this Manual remains as a guideline and helpful reference for the proper
administration of
the Union.
The Executive Council is bounded
by the prescribed framework, but in exceptional cases may require the Executive
Councils’ decision.
Approved by:
BRO. BONIFACIO OBON
BRO LIM YUNN SHYONG
PRESIDENT
SECRETARY
Endorsed at the 6th BGM
Date: 8th September 2001
MAIN TASKS OF
THE EXECUTIVE COUNCIL
To build a strong, effective and responsible Union
in their work place in order to strengthen the Union and to build support
for the Union's program among the members in their worksit.
To protect members' rights in their place of work,
to get the best possible conditions for them within the scope of the Collective
Agreement, to watch for any violations of the Agreement of Labor Laws and
to help settle grievances.
Recruiting
new members
When new employees join Companies which has given
cognizance to the Union, the EXCO or Worksite Committee should approach
him/her to invite him/her to join Union. They should get off a good start
by showing a friendly interest and explain Union functions and activities
within the Company to the new comer.
Keeping
members informed
The EXCO and Worksite Committee are responsible for
keeping members informed of all Union activities and policies, they should
see that all Union publications, newsletters and literatures are distributed
to the members effectively.
Attending
Meetings
Good attendance at meetings is an important factor
in building a strong and democratic trade union. The EXCO should of course
set an example and also urge all members to attend. Good. attendance at
all Union meeting is the simplest expression of members' faith and support
for EXCO and Union. Thus in building a strong Union, the EXCO should:
- try
to make every employee at 100% Union strong
-
make sure that everyone pays his subscriptions and other dues
-
attend all Union meetings and urge all members to attend
-
keep members informed of all Union activities
-
co operate fully with other Union officials
-
settle grievances and check implementation of the Collective Agreement.
NEW EXCO TEAM MEMBERS
Welcome newly elected EXCO team members and briefing.
Self introduction by team members and state their
objectives and responsibilities as Union Officials.
To provide them with updated membership list.
To provide them with updated names of SSPC, ESSO
and PST members
Industrial Relations personnel names.
SPIWU set up.
To obtain the following
reference books/knowledge:
Collective Agreements SSPC STSB, ESSO, PST
etc.
Industrial Relations Act
Trade Union Act
Employment Act 1955
Sabah Labor Law
Union Constitution
Code of Conduct for Industrial Harmony
Tripartite Declaration of Principles
Letter of Understanding between SPIWU/SSPC/STSB/EBSB/PST.
Membership application forms and other related forms.
SOCSO.
Contacts of various Union Officials.
Malaysian Trade Union Congress (MTUC) set up and
other affiliated organization.
International Federation of Chemical, Energy and
General Worker's Union, Brussels set up and affiliation
ROLES AND FUNCTIONS
OF WORKSITE COMMITTEE
Worksite committees are the members’ closest Union
officials. They are elected or appointed by members in their place of work
They are officials on site when problem arises concerning
the welfare of its members.
The worksite committee have been recognized as leaders
by members who know them best.
They place confidence and responsibilities in the
Worksite Committee.
When worksite committees are alert, helpful and fair
in handling their problems, members generally form a good opinion of Union.
The worksite committee must know and understand the
program and policies of their Union and they must inform all members in
their various locations. This is a great responsibility, the worksite committee
have to devote a considerable amount of time to their duties to provide
fellow members with maximum Union service and benefits.
Beyond this and backing up the worksite committee
should therefore keep a close touch with the Union to be able to use the
whole resources of Union to the maximum.
Briefly the worksite
committee must be:
Impartial, fair, objective and business like.
Quick to grasp information and facts and to be able
to use them effectively.
An enthusiastic trade unionist who is able to sell
idea to his fellow members.
Courage enough to talk to members when he is wrong
and always to support member when he is right and stand up to the Management.
A watch dog in their places of work is to ensure
that members are not bullied or victimized by Management.
The link between members and officials of the different
locations.
What does the worksite
committee need to know?
At all times the worksite committees
must know the Union/Management Collective Agreement (i.e. SPIWU/SSPC/STSB
/ESSO/PST). They must read
every word and go over with their Union officials and understand it so
that they will be able to
know whether the Management
is following the agreement or breaking it.
They must know all the work
around them thoroughly. The worksite committee must know what is expected
from the
average worker and what a
fair day's works should be, and he must know the people they work with
and know the
Union's organization.
The worksite committee must
know the procedure for handling grievances thoroughly. The endorsement
of the Collective
Agreement depends on it. It
is the duty of worksite committee to be fully aware of the member's grievances
and
process by which they are
solved. The worksite committee should avoid delay in settling worker's
problem. Promptness
builds Union morale.
The Union officials or appointed Worksite Representatives
shall invite a newly confirmed employee by conducting a brief interview
including filling necessary details in the new membership, invitation form
on the spot.
The Union officials or appointed worksite representatives
shall explain the benefits and advantages being a Union member.
The invitation and new membership application forms
shall be sent to the Secretary via worksite secretary. Application form
should be accompanied by 2 copies of passport size photographs for the
issuance of membership card.
The approval of new members shall be endorsed during
next EXCO meeting and upon approval, the President shall write and welcome
the new member. A copy of Union constitution & Collective Agreement
shall be extended and followed by the membership card when it is ready.
Application from employee
who has earlier rejected Union invitation shall only
be considered on the condition he/she makes a monetary contribution equivalent
to an amount of arrears from subscription, levy etc calculated from the
date of Union invitation to the day his/her application is approved.
who has resigned from Union without justified reasons
shall only be considered on the conditions he/she makes a monetary contribution
equivalent to an amount of arrears from subscription, levies etc calculated
from the date of his resignation to the day his application is approved.
If the application from the employee concerned is rejected, the monetary
contribution shall be refunded.
Note: Justified reasons:
i) transfer to other states
ii) promotion to management category
iii) other reasons the EXCO deems justified
ANNUAL HONORARIUM
PAYMENT TO EXECUTIVE COUNCIL AND WORKSITE SECRETARIES
PRESIDENT
RM600 Per year
VICE PRESIDENT
RM200 Per year
SECRETARY
RM800 Per year
ASSISTANT SECRETARY
RM200 Per year
TREASURER
RM800 Per year
ORDINARY COUNCIL MEMBER
RM200 Per year
WORKSITE SECRETARY
RM100 Per year
ALLOWANCES
Incidentals, meals
and transport allowances
EXCO and members traveling
outstation to attend meetings, courses and seminars shall be reimbursed
the following
expenses supported by Internal
Payment Vouchers and Receipts:
Incidental allowances to cover expenses such as laundry
etc. (MR16 per night)
Taxi fare incurred:
house/airport/house
airport/hotel/airport
airport/meeting venue/airport
house/meeting venue/house
other justified taxi fares e.g. office/ xxx /office
Meal allowance ($5 per meal)
Accommodation will be arranged by the EXCO. The
above rate will not be payable for members who attend SPIWU Biennial General
Meeting.
Allowance during negotiations.
A return airfare for outstation negotiator after
two weeks of meeting and during a longer break period.
Accommodation for outstation negotiator will be arranged
by EXCO.
Transport allowance of $5 per day for the local based
negotiator (KK and Labuan).
Group lunch will be provided by Union for local based
negotiators.
3 meal allowance per day will be reimbursed for all
outstation negotiators.
Insurance coverage
All members who are traveling
on Union business will be covered with personal traveling accident insurance
for the
amount of $50,000. Air tickets
and insurance policies will be arranged and obtainable from an appointed
Travel and
Insurance Agency by the Secretary.
SCHOLASTIC AWARDS
& MOMENTOS
Members whose children qualify
for Scholastic Awards, are required to submit their Examination results
to the Worksite
Secretaries before the end
of May, each year. Examination results are to be verified by worksite Secretaries
and produce
a summarized list to the Treasurer
of SPIWU to arrange for payment.
Awards are as follows:
PTS Promoted to Primary 5
MR30
UPSR Grade A (3As)
MR50
PMR 5 As & Credit in BM
MR70
SPM Grade 1
MR100
* STPM 3 Principals and 1 Subsidiary
MR150
* Diploma 1st Certificate
MR150
University 1st Degree (equivalent diploma)
MR200
University Master Degree
MR400
* Only
one is claimable.
Momento For Retirees,
President, Secretary & Treasurer
Upon completion of tenure as President, Secretary
& Treasurer, a momento would be given to each of them as a token of
appreciation for their dedicated service to the Union.
The cost of momento should not be more than MR50.
For members retiring from service with their respective
Company a momento worth MR100 would be given.
The kind of momento will be decided by the Executive
Council.
Every bargainable employee who intends to join Union
as a member is compulsory to contribute MR30.00 to Benevolent Fund upon
submission of his application. In the event of his/her application is rejected,
then the contribution made shall be refunded.
Every member of Union is entitled to the Benevolent
Assistance under the following conditions.
Conditions
Benovelent Assistance
Beneficiary
Death of parent
RM300 per deceased
affected member
Death of legal spouse
RM400 per deceased
affected member
Death of children
RM 150 per deceased
affected member
Death of member
RM500
see below
Under
condition d) :-
If member is single, the Benevolent Assistance is
payable in order of preference to the following.
the parents
the next of kin who is responsible for his burial
if member no longer has parents.
If member is married, the Benevolent Assistance is
payable in order of preference to the following.
the legal spouse (For Muslim member who has more
than one legal wife, the Benevolent Assistance is payable to legal wife
who is responsible for his burial)
Eldest child if the spouse is deceased or has been
divorced.
Parents or next of kin who is responsible for hi
spiwupage2
This is the second revision
of the SABAH PETROLEUM INDUSTRY WORKERS UNION Administration Manual which
contains updated information
and improvements superceding the previous Manual of July 17, 1999.
However the prime objective
of this Manual remains as a guideline and helpful reference for the proper
administration of
the Union.
The Executive Council is bounded
by the prescribed framework, but in exceptional cases may require the Executive
Councils’ decision.
Approved by:
BRO. BONIFACIO OBON
BRO LIM YUNN SHYONG
PRESIDENT
SECRETARY
Endorsed at the 6th BGM
Date: 8th September 2001
MAIN TASKS OF
THE EXECUTIVE COUNCIL
To build a strong, effective and responsible Union
in their work place in order to strengthen the Union and to build support
for the Union's program among the members in their worksit.
To protect members' rights in their place of work,
to get the best possible conditions for them within the scope of the Collective
Agreement, to watch for any violations of the Agreement of Labor Laws and
to help settle grievances.
Recruiting
new members
When new employees join Companies which has given
cognizance to the Union, the EXCO or Worksite Committee should approach
him/her to invite him/her to join Union. They should get off a good start
by showing a friendly interest and explain Union functions and activities
within the Company to the new comer.
Keeping
members informed
The EXCO and Worksite Committee are responsible for
keeping members informed of all Union activities and policies, they should
see that all Union publications, newsletters and literatures are distributed
to the members effectively.
Attending
Meetings
Good attendance at meetings is an important factor
in building a strong and democratic trade union. The EXCO should of course
set an example and also urge all members to attend. Good. attendance at
all Union meeting is the simplest expression of members' faith and support
for EXCO and Union. Thus in building a strong Union, the EXCO should:
- try
to make every employee at 100% Union strong
-
make sure that everyone pays his subscriptions and other dues
-
attend all Union meetings and urge all members to attend
-
keep members informed of all Union activities
-
co operate fully with other Union officials
-
settle grievances and check implementation of the Collective Agreement.
NEW EXCO TEAM MEMBERS
Welcome newly elected EXCO team members and briefing.
Self introduction by team members and state their
objectives and responsibilities as Union Officials.
To provide them with updated membership list.
To provide them with updated names of SSPC, ESSO
and PST members
Industrial Relations personnel names.
SPIWU set up.
To obtain the following
reference books/knowledge:
Collective Agreements SSPC STSB, ESSO, PST
etc.
Industrial Relations Act
Trade Union Act
Employment Act 1955
Sabah Labor Law
Union Constitution
Code of Conduct for Industrial Harmony
Tripartite Declaration of Principles
Letter of Understanding between SPIWU/SSPC/STSB/EBSB/PST.
Membership application forms and other related forms.
SOCSO.
Contacts of various Union Officials.
Malaysian Trade Union Congress (MTUC) set up and
other affiliated organization.
International Federation of Chemical, Energy and
General Worker's Union, Brussels set up and affiliation
ROLES AND FUNCTIONS
OF WORKSITE COMMITTEE
Worksite committees are the members’ closest Union
officials. They are elected or appointed by members in their place of work
They are officials on site when problem arises concerning
the welfare of its members.
The worksite committee have been recognized as leaders
by members who know them best.
They place confidence and responsibilities in the
Worksite Committee.
When worksite committees are alert, helpful and fair
in handling their problems, members generally form a good opinion of Union.
The worksite committee must know and understand the
program and policies of their Union and they must inform all members in
their various locations. This is a great responsibility, the worksite committee
have to devote a considerable amount of time to their duties to provide
fellow members with maximum Union service and benefits.
Beyond this and backing up the worksite committee
should therefore keep a close touch with the Union to be able to use the
whole resources of Union to the maximum.
Briefly the worksite
committee must be:
Impartial, fair, objective and business like.
Quick to grasp information and facts and to be able
to use them effectively.
An enthusiastic trade unionist who is able to sell
idea to his fellow members.
Courage enough to talk to members when he is wrong
and always to support member when he is right and stand up to the Management.
A watch dog in their places of work is to ensure
that members are not bullied or victimized by Management.
The link between members and officials of the different
locations.
What does the worksite
committee need to know?
At all times the worksite committees
must know the Union/Management Collective Agreement (i.e. SPIWU/SSPC/STSB
/ESSO/PST). They must read
every word and go over with their Union officials and understand it so
that they will be able to
know whether the Management
is following the agreement or breaking it.
They must know all the work
around them thoroughly. The worksite committee must know what is expected
from the
average worker and what a
fair day's works should be, and he must know the people they work with
and know the
Union's organization.
The worksite committee must
know the procedure for handling grievances thoroughly. The endorsement
of the Collective
Agreement depends on it. It
is the duty of worksite committee to be fully aware of the member's grievances
and
process by which they are
solved. The worksite committee should avoid delay in settling worker's
problem. Promptness
builds Union morale.
The Union officials or appointed Worksite Representatives
shall invite a newly confirmed employee by conducting a brief interview
including filling necessary details in the new membership, invitation form
on the spot.
The Union officials or appointed worksite representatives
shall explain the benefits and advantages being a Union member.
The invitation and new membership application forms
shall be sent to the Secretary via worksite secretary. Application form
should be accompanied by 2 copies of passport size photographs for the
issuance of membership card.
The approval of new members shall be endorsed during
next EXCO meeting and upon approval, the President shall write and welcome
the new member. A copy of Union constitution & Collective Agreement
shall be extended and followed by the membership card when it is ready.
Application from employee
who has earlier rejected Union invitation shall only
be considered on the condition he/she makes a monetary contribution equivalent
to an amount of arrears from subscription, levy etc calculated from the
date of Union invitation to the day his/her application is approved.
who has resigned from Union without justified reasons
shall only be considered on the conditions he/she makes a monetary contribution
equivalent to an amount of arrears from subscription, levies etc calculated
from the date of his resignation to the day his application is approved.
If the application from the employee concerned is rejected, the monetary
contribution shall be refunded.
Note: Justified reasons:
i) transfer to other states
ii) promotion to management category
iii) other reasons the EXCO deems justified
ANNUAL HONORARIUM
PAYMENT TO EXECUTIVE COUNCIL AND WORKSITE SECRETARIES
PRESIDENT
RM600 Per year
VICE PRESIDENT
RM200 Per year
SECRETARY
RM800 Per year
ASSISTANT SECRETARY
RM200 Per year
TREASURER
RM800 Per year
ORDINARY COUNCIL MEMBER
RM200 Per year
WORKSITE SECRETARY
RM100 Per year
ALLOWANCES
Incidentals, meals
and transport allowances
EXCO and members traveling
outstation to attend meetings, courses and seminars shall be reimbursed
the following
expenses supported by Internal
Payment Vouchers and Receipts:
Incidental allowances to cover expenses such as laundry
etc. (MR16 per night)
Taxi fare incurred:
house/airport/house
airport/hotel/airport
airport/meeting venue/airport
house/meeting venue/house
other justified taxi fares e.g. office/ xxx /office
Meal allowance ($5 per meal)
Accommodation will be arranged by the EXCO. The
above rate will not be payable for members who attend SPIWU Biennial General
Meeting.
Allowance during negotiations.
A return airfare for outstation negotiator after
two weeks of meeting and during a longer break period.
Accommodation for outstation negotiator will be arranged
by EXCO.
Transport allowance of $5 per day for the local based
negotiator (KK and Labuan).
Group lunch will be provided by Union for local based
negotiators.
3 meal allowance per day will be reimbursed for all
outstation negotiators.
Insurance coverage
All members who are traveling
on Union business will be covered with personal traveling accident insurance
for the
amount of $50,000. Air tickets
and insurance policies will be arranged and obtainable from an appointed
Travel and
Insurance Agency by the Secretary.
SCHOLASTIC AWARDS
& MOMENTOS
Members whose children qualify
for Scholastic Awards, are required to submit their Examination results
to the Worksite
Secretaries before the end
of May, each year. Examination results are to be verified by worksite Secretaries
and produce
a summarized list to the Treasurer
of SPIWU to arrange for payment.
Awards are as follows:
PTS Promoted to Primary 5
MR30
UPSR Grade A (3As)
MR50
PMR 5 As & Credit in BM
MR70
SPM Grade 1
MR100
* STPM 3 Principals and 1 Subsidiary
MR150
* Diploma 1st Certificate
MR150
University 1st Degree (equivalent diploma)
MR200
University Master Degree
MR400
* Only
one is claimable.
Momento For Retirees,
President, Secretary & Treasurer
Upon completion of tenure as President, Secretary
& Treasurer, a momento would be given to each of them as a token of
appreciation for their dedicated service to the Union.
The cost of momento should not be more than MR50.
For members retiring from service with their respective
Company a momento worth MR100 would be given.
The kind of momento will be decided by the Executive
Council.
Every bargainable employee who intends to join Union
as a member is compulsory to contribute MR30.00 to Benevolent Fund upon
submission of his application. In the event of his/her application is rejected,
then the contribution made shall be refunded.
Every member of Union is entitled to the Benevolent
Assistance under the following conditions.
Conditions
Benovelent Assistance
Beneficiary
Death of parent
RM300 per deceased
affected member
Death of legal spouse
RM400 per deceased
affected member
Death of children
RM 150 per deceased
affected member
Death of member
RM500
see below
Under
condition d) :-
If member is single, the Benevolent Assistance is
payable in order of preference to the following.
the parents
the next of kin who is responsible for his burial
if member no longer has parents.
If member is married, the Benevolent Assistance is
payable in order of preference to the following.
the legal spouse (For Muslim member who has more
than one legal wife, the Benevolent Assistance is payable to legal wife
who is responsible for his burial)
Eldest child if the spouse is deceased or has been
divorced.
Parents or next of kin who is responsible for his
burial if the deceased member no longer has any legal spouse and children.
All payments shall made to the beneficiary’s bank
account.
BENEVOLENT FUND
AND ASSISTANCE
NOTE:- If due to difficult
situations or circumstances where the order of preference of the beneficiary
could not be
applied, the EXCO has the
sole discretion to decide whom the Benevolent Assistance is payable to.
The decision of
EXCO shall be final.
As there are brothers and sisters being Union members,
each is entitled to separate and individual Benevolent Assistance in the
case of death of parents.
Benevolent Assistance is payable irrespective of
the number of times to the member upon the death of legal spouse. (Legal
spouse as defined under and within the Malaysian Legislations).
Procedures for claiming Benevolent Assistance
The affected member shall submit one photocopy of
death certificate, birth certificate and matrimonial certificate whichever
is or are applicable to the claims to the Worksite Secretary who shall
contact the President or Secretary.
The Secretary General shall verify the claim and
inform the President to direct the Treasurer to issue payment of the Benevolent
Assistance to the Worksite Secretary who shall hand the Benevolent Assistance
to the affected and bereaved member or party.
The Secretary or any of the EXCO member on behalf
of the Union shall send a message of condolence in the forms of cards,
wreaths etc to the bereaved family or party.
If any claim is found to be false, then the Union
shall demand for the refund and if that fails the Union shall take appropriate
legal action against the party concerned.
COLLECTIVE
BARGAINING
Collective bargaining is a
very important business to the Union. Therefore a procedure should be set
up to ensure
selection and formation of
negotiation team is proper and impartial; and principles of negotiation
adopted are not deviated.
Selection
and formation of Negotiation Team
The executive council will select and form the Negotiation
Team.
The members shall pass a resolution on secret ballot
to give them the mandate if one of the Negotiation Team
member is not Union Principal Officer.
It is preferably that Negotiation Team comprises
of Union Officers and worksites committees including location representatives.
In exceptional case, executive council must give
its approval first if suggested member does not hold any Union position
in Executive Council and/or worksite committee.
There should be at least one female member in the
team, reason being for better representation and thus any matter relating
to female workers can be properly highlighted and understood.
Collective
Agreement Negotiation
The Negotiation Team must set a target period of
3 months to either conclude a Collective Agreement or reference to arbitration.
The Negotiation should be continuous without unnecessary
break. This should be part of the ground rides of Collective Bargaining.
A spokesman of the Negotiation Team shall be appointed
by Executive Council.
The spokesman must report the progress of negotiations
to the Executive Council. (The Secretary will act as focal point on this
matter).
The Negotiation Team must make its recommendation
to the Executive Council if they desire to refer the trade dispute for
conciliation or arbitration if deadlock is encountered.
The Negotiation Team must require approval of Executive
Council if they desire to refer the trade dispute for arbitration in the
Industrial Court.
GRIEVANCE
HANDLING
A grievance is a violation
of the Collective Agreement, interpretations, working rules or customary
practices. There are
two types of justified grievance,
one bases upon a violation of specific provisions of the Collective Agreement,
understandings, minutes, law,
health and safety regulations exposure to extreme mental or physical hardships.
If a grievance arises, the
grievance procedures in each respective Collective Agreements should be
adhered to.
Acting on the Grievance
(Guidelines)
Try to obtain full story from member who has made
the complaint ? details, dates & witness etc.
Go out and get additional facts. Talk to other members
or their Supervisor. Make notes, so that you have a record and check back
to verify facts.
Understand the specific job, aggrieved worker does.
You may have to look at the machine as well
as be aware thoroughly of the worker's job before you
present your case.
Check the contract carefully, be sure of the "ifs"
or "buts" which can make a lot of difference
to the interpretations of the clauses of the contract.
Discuss the grievance with other Union EXCO member
if you are in doubt of the contract or regulations which cover the issue.
After all the facts are known,
determine whether or not there is a legitimate grievance, If there is no
grievance involved it
must be explained to the member
that his complaint can not be entertained, advise him to talk to other
Union official so
that he can have a democratic
hearing and listen to reason.
Reference shall always be
made to the SPIWU/SSPC Collective Agreement to determine the legitimacy
of a complaint
and to elevate it to a grievance
in which case it shall be pursued in accordance with Clause 12. The
grievance
procedure shall be followed
strictly to ensure speedy disposal of the case.
SEMINARS/ COURSES
It is the objective of Union to ensure that Executive
Council and Worksites Committees including location representatives are
given appropriate training in order for them to carry out their union duties
effectively and efficiently.
The President shall draw out a plan for training
needs of Union Officials and also its budget before Biennial General Meeting,
subject to Executive Council approval.
After BGM, the President may make changes to the
training plan if necessary because of the possible change of Union Officials.
For unplanned courses, the President shall nominate
the candidate with consultation with the Secretary and Treasurer. The President
or Secretary will notify the candidate. The Secretary will inform the Executive
Council and Worksites secretaries. This shall be endorsed at the following
Executive Council Meeting.
On completion of course, the participant has to submit
post course evaluation report to the Secretary. The knowledge and skills
gained will be later transferred to other members through Union in?house
training seminars.
Education Committee has been set up to look into
Union's in?house training needs for grass root levels.
Guidelines
for the selection of candidate
To identify the training needs of Union Official
for him/her to carry out his/her duties.
To determine the number of candidates.
To adhere to approved budget.
Criteria for selection to attend unplanned courses:
Position held in Union
Training need
Objectives of Union
ARBITRATORS The following have been appointed at the 5th
BGM as arbitrators.
Lawrence Voon
President Sabah
Medical Services Union
Lintas Plaza
Tel: 0198102370
Normah Khamis,
Secretary SAREMU,
Locked Bag 2016,
88999 Kota Kinabalu.
NIRC: H0416806
Tel: 088-212311
John Harris,
Secretary SPAEU,
Sabah Port Authority,
88617, Kota Kinabalu.
NRIC 641019-12-5258
Tel: 211511 ext 192
714926
0168381289
Ong Seng Huat
Vice-President KKPPS
Tkt 1 Bangunan Pejabat Pos Besar
88670 Kota Kinabalu
NIRC 500927-12-5281
Tel: 016-8366683
Catherine Jikunan
Secretary Sabah Banking Union
Tel: 287264
a) All reasonable expenses such as transport and
hotel accommodation (for out station arbitrators) and meals will be borne
by the Union if they are required
to settle a domestic dispute.
b) The arbitrator is required to put in
writing if he wishes to terminate appointment as arbitrator.
