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Englisch

Malaysisch

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Englisch

i pay for you

Malaysisch

aku belanja kau

Letzte Aktualisierung: 2020-04-27
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym

Englisch

He will pay for all this food

Malaysisch

Dia yang akan membayar kesemua makanan ini

Letzte Aktualisierung: 2020-04-12
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym

Englisch

Usually delayed - pay for real time

Malaysisch

Biasanya tertunda - bayar untuk masa nyata

Letzte Aktualisierung: 2012-07-06
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym

Englisch

You'll pay for what you've done!

Malaysisch

Awak akan membayar untuk apa yang awak dah buat!

Letzte Aktualisierung: 2017-05-23
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym

Englisch

You'll pay for what you've done!

Malaysisch

Awak akan membayar untuk apa yang awak buat!

Letzte Aktualisierung: 2017-05-23
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym

Englisch

You'll pay for what you've done!

Malaysisch

Awak akan membayar untuk apa yang awak lakukan!

Letzte Aktualisierung: 2017-05-23
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym

Englisch

Will not the infidels pay for what they had done?

Malaysisch

(Untuk menambahkan kegembiraan mereka, mereka ditanya): "Bukankah orang-orang yang kafir itu telah dibalas akan apa yang mereka telah kerjakan dahulu?"

Letzte Aktualisierung: 2014-07-03
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym
Warnung: Enthält unsichtbare HTML-Formatierung

Englisch

I pay for you/I'll buy it for you

Malaysisch

aku belanja kau

Letzte Aktualisierung: 2020-04-27
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym

Englisch

Do many children today work to pay for their school expenses?What do they do?

Malaysisch

Adakah ramai kanak-kanak hari bekerja untuk membayar perbelanjaan sekolah mereka? Apa yang mereka lakukan?

Letzte Aktualisierung: 2016-09-20
Nutzungshäufigkeit: 2
Qualität:

Referenz: Anonym

Englisch

I'll make you pay for this, Keeper, if it's the last thing I do.

Malaysisch

Saya akan buat awak bayar untuk ni, Keeper, kalau itu ialah perkara terakhir saya buat.

Letzte Aktualisierung: 2016-11-20
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym

Englisch

Transparency – we make it clear to our clients exactly what they get and what they pay for.

Malaysisch

Ketelusan – kami menerangkan dengan jelas kepada klien kami apa yang sebenarnya mereka akan dapat dan untuk apa bayaran yang mereka buat.

Letzte Aktualisierung: 2010-07-25
Nutzungshäufigkeit: 2
Qualität:

Referenz: Anonym
Warnung: Enthält unsichtbare HTML-Formatierung

Englisch

After the month-long covid19 plan expires, will I be required to pay for the next month.

Malaysisch

Selepas tempoh untuk sebulan pelan covid19 tamat.adakah saya akan diwajibkan membayar untuk bulan seterusnya.

Letzte Aktualisierung: 2020-04-11
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym

Englisch

To reinstall previous purchases, sign in to the Ubuntu Single Sign-On account you used to pay for them.

Malaysisch

Jika ingin memasang semula pembelian terdahulu, daftar masuk ke akaun Ubuntu Single Sign-On yang anda gunakan untuk membelinya.

Letzte Aktualisierung: 2014-08-15
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym

Englisch

Whoever works evil will pay for it, and will not find for himself, besides God, any protector or savior.

Malaysisch

Sesiapa yang melakukan kejahatan, ia akan dibalas dengan kejahatan itu, dan ia pula tidak akan mendapat - selain dari Allah - seorang pun yang akan melindunginya, dan tidak ada juga yang dapat menolongnya.

Letzte Aktualisierung: 2014-07-03
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym

Englisch

After the month-long covid19 plan expires, will I be required to pay for the nex2t month.

Malaysisch

Selepas tempoh untuk sebulan pelan covid19 tamat.adakah saya akan diwajibkan membayar untuk bulan seterusnya.

Letzte Aktualisierung: 2020-04-11
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym

Englisch

Sledge: I'll make you pay for this, Keeper, if it's the last thing I do.

Malaysisch

Sledge: Saya akan buat awak bayar untuk ni, Keeper, kalau itu ialah perkara terakhir saya buat.

Letzte Aktualisierung: 2016-11-20
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym

Englisch

The worldly life is only a childish game. If you have faith and piety, you will receive your rewards and God will not ask you to pay for them.

Malaysisch

(Ingatlah) bahawa kehidupan dunia (yang tidak berdasarkan iman dan taqwa) hanyalah ibarat permainan dan hiburan; dan jika kamu beriman serta bertaqwa, Allah akan memberikan kamu pahala amal kamu, dan Ia tidak meminta kepada kamu harta benda kamu (melainkan untuk memberikan kamu barang yang lebih baik daripadanya).

Letzte Aktualisierung: 2014-07-03
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym

Englisch

Each of them will pay for the sin he has committed, and he who had greater share (of guilt) will suffer grievous punishment.

Malaysisch

Tiap-tiap seorang di antara mereka akan beroleh hukuman sepadan dengan kesalahan yang dilakukannya itu, dan orang yang mengambil bahagian besar dalam menyiarkannya di antara mereka, akan beroleh seksa yang besar (di dunia dan di akhirat).

Letzte Aktualisierung: 2014-07-03
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym

Englisch

To your knowledge, I now live with my parents and my little sister. Any utility bills or whatever, are not registered in my name but in the name of mother, father or other siblings. My name is not associated with bills or anything. I only help pay for it.

Malaysisch

Buat pengetahuan anda, saya kini tinggal bersama ibu bapa dan adik perempuan saya. Apa apa bil utiliti atau apa sahaja, tidak didaftarkan atas nama saya tetapi atas nama ibu, bapa atau adik beradik yang lain. Nama saya tidak dikaitkan dengan bil atau apa apa. Saya hanya membantu membayarnya sahaja.

Letzte Aktualisierung: 2020-05-31
Nutzungshäufigkeit: 2
Qualität:

Referenz: Anonym

Englisch

[2020] 1 LNS(A) xxxv Legal Network Series 1 VALIDITY OF THE MINISTRY OF HUMAN RESOURCES’ (“MOHR”) DIRECTIVE ON FORCED LEAVE DURING THE MCO PERIOD by SU TIANG JOO* The Movement Control Order (“MCO”) was issued pursuant to the Prevention and Control of Infectious Diseases Act 1988 (Act 342) (“ the PCID Act”) and the Police Act 1967 to restrict movement from 18-3- 2020 to 1-4-2020. It has since been extended to 14-4-2020 (“the MCO period from 18-3-2020 to 14-4-2020 is referred to as the “MCO Period”) The MOHR have issued directives[1] which essentially say that save for those providing essential services, [2] everyone else is to stay at home and not go to work. These directives in the form of Frequently Asked Questions amongst others say that:- 1. the employer cannot direct the employee to take or deduct the employee’s annual leave during the MCO Period;[3] 2. the employer cannot force the employee to go on unpaid leave during the MCO Period purportedly because the MCO is one made under the PCID Act; [4] 3. the employer must pay the full wages of the employee during the period the MCO is on foot;[5] 4. there is no frustration of the Employment contract;[6] [2020] 1 LNS(A) xxxv Legal Network Series 2 5. if the Employer were to breach the directives it would have committed an offence pursuant to Regulation 7 of the Prevention and Control of Infectious Diseases (Measures Within The Infected Local Areas) Regulations 2020 (“the Regulations”), and can be fined an amount not exceeding RM1000 or imprisoned for a term not exceeding 6 months or both.[7] The MOHR directives and in particular, the directive that the employer must pay the wages of the employee in full during the MCO Period has been widely publicised, and as it comes from the Ministry, the public will get the impression that this particular directive is lawfully binding. The MOHR ought to categorically state under what law it is relying upon when disseminating such a directive using words that seek to advise the employers and employees of their legal rights and liabilities. This would help to avoid sowing seeds of expectations that could very likely lead to discord and disharmony in industrial relations. However, seeing that the MOHR has not done so, [8] a study is then made of the provisions of the PCID Act, the Police Act, the Regulations or the Employment Act 1955 and decided cases under the industrial relations and employment law to see whether there is any law which give the Minister of Human Resources and his Ministry the power to issue the directive that seek to confer rights and impose liability, both civil and criminal, in a situation where leave of absence from work is forced upon both the employer and employee. [2020] 1 LNS(A) xxxv Legal Network Series 3 The Minister mentioned in the PCID Act, has powers under sections 6(1), (2) and (3), 11(1) and (2), 29(1) and (2), 30 and 31 to amongst others, declare places within and outside Malaysia as infected areas, make regulations for the prevention of infectious diseases, exempt any person, thing, animal or pathogen from the provisions of the PCID Act, make regulations for the restriction of movement of people and things, regulate sanitary standards and regulating quarantine stations, detention, isolation and observation of people suspected of having infectious diseases, cleansing and disinfection of premises, and such other matters as may be advisable for the prevention and mitigation of infectious diseases. There is, however, no provision in the PCID Act that confers upon the Minister the power to declare or make regulations to impose liability, both civil and criminal, to regulate the paying of salaries by employers where both employers and employees cannot or are prevented from working. Before going further, it is noteworthy that the Government’s decision for coming out with the measure to, amongst others, allow employees to claim for unpaid leave for up to six months seems to be a measure grounded on a similar policy consideration as that of the UK Government[9] to assist businesses to survive during the period that the employers could not provide work and the employees having no work to do. In the UK, the government has come up with a policy that it would pay up to 80% of the wages of the employee to assist the employer to hold onto its business so that the employee has a job to go back to once the pandemic is over.[10] In Thailand, where there is forced closure of business by the authorities, the simple rule they abide by is “No work, [2020] 1 LNS(A) xxxv Legal Network Series 4 no pay”. [11] We now turn to other areas of law which the Minister may possibly rely upon to make the directive on compelling employers to pay for forced leave during the MCO Period. The relationship of employer and employee is principally governed by contract subject to certain statutory constraints such as the Employment Act 1955 (“the Employment Act”), Industrial Relations Act 1967 and the regulations made thereunder. The PCID Act[12] and the Regulations[13] made thereunder and the Employment Act, [14] do not have any statutory provisions that specifically provide that if an employer is lawfully prevented from giving work to his employee who in turn is lawfully prevented from working, the employer must still pay the wages of the employee. To the contrary, section 2 of the Employment Act defines wages as “basic wages and all other payments in cash payable to an employee for work done…” Section 57(2) of our Contracts Act 1950 provides that a contract to do an act which, after the contract is made, becomes impossible, or by reason of some event which the promisor could not prevent, unlawful, becomes void when the act becomes impossible or unlawful. Illustration (d) that comes with this provision seems rather apt in our current Government’s war against the Corona Virus, COVID-19. The illustration provides that, “A contract to take in cargo for B at a foreign port. A’s Government afterwards declares war against the country in which the port is situated. The contract becomes void when war is declared.” It follows that if the promisor (employee) cannot go to work because the [2020] 1 LNS(A) xxxv Legal Network Series 5 Government has under the PCID Act declared that the premises is out of bounds, the contract, at least for the duration of the MCO Period, would be void and the promisee (employer) should not be liable to pay for this period of forced unemployment. A less dramatic provision can be found in section 52 of our Contracts Act 1950 which provides that when a contract consists of reciprocal promises to be simultaneously performed, no promisor (employer) need perform his promise unless the promisee (employee) is ready and willing to perform his reciprocal promise. With the employee prevented from doing his work by reason of the MCO, he can hardly be said to be ready to perform his promise. Case law[15] provides that if due to a business downturn, the employee has no work to do, the employer must still pay his employees and cannot call upon the employees to take their annual leave. This is because annual leave is for the employee to use at his discretion and the employee who is ready and willing to work should not be penalised if the employer cannot provide any work. However, if the employer has work but both the employer and employee are prevented from having the work done, it has been held[16] that it would be unfair for the employer to bear all the consequences. As for the situation forced upon both the employer and employee where no work could be done, the English case of Browning And Others v. Crumlin Valley Collieries, Limited. [1924. B. 5969.] [1926] 1 K.B. 522[17] is rather instructive. In this case, the workplace which is a mine was found to be unsafe for work and had to be closed down through no fault of the employer and for safety measures to be undertaken. The [2020] 1 LNS(A) xxxv Legal Network Series 6 court asked itself this question “Is it to be implied in the engagement that the wages are to be paid when through no fault of the employer the work cannot be done?”. The court held that the men did not work, that they were not ready and willing to work in the state the mine was in, and the agreement was silent on whether they were in these circumstances entitled to be paid wages and that in business transactions such as this, the law should not impose on one side all the perils of the transaction or to emancipate one side from all chances of failure. The court went on to order that to give effect to the presumed intention of both parties to the contract of employment, it was necessary to imply a term that, in the event which happened, the mine owners “should not be liable to pay wages or damages to their workmen during the time which was reasonably required to put the mine into a safe condition.” In summary, there is no law as it stands that provides the Minister with the power to impose liability on the employer to pay wages for work not done and which could not be done through no fault of the employer. * Advocate & Solicitor Endnotes: [1] FAQ I - Ministry of Human Resources (19-3-2020) - Perintah Kawalan Pergerakan (https://drive.google.com/file/d/1Tq6H4Ix3IuI7i_QlF6hlSEHeq1AN9D xF/view?usp=sharing); FAQ II- Ministry of Human Resources (23-3-2020) - Perintah Kawalan Pergerakan (https://drive.google.com/file/d/1Kz05ZaSNW629J De3btq9L3pMqhn1Yoor/view?usp=sharing). [2] Ibid, FAQ I, Annexure A. [2020] 1 LNS(A) xxxv Legal Network Series 7 [3] Supra no. 1, FAQ II, Q&A 16. [4] Supra no. 1, FAQ I, Q&A 6. [5] Supra no. 1, FAQ I, Q&A 2&4. [6] Supra no. 1, FAQ II, Q&A 23. [7] Supra no. 1, FAQ I, Q&A 11. [8] In this regard, attempts have been made to ascertain which specific provision of law was relied upon by calling the dedicated MOHR Hotlines provided for handling COVID-19 issues. The response given was that the directive was made under the PCID Act but the person could not specify under which provision. [9] https://www.bbc.com/news/business-51982005. [10] Ibid. [11] Options for Employers in Thailand, p.1, Q&A 3 (https://drive.google.com/ file/d/13uJdSI1BRl0Ej_RTgPfQr_waKSQRs14q/view?usp=sharing). [12] Prevention and Control of Infectious Diseases Act 1988 (https:// drive.google.com/file/d/1_E6tQ0mjrtfWxy137Zn8RJkZGLmv7 - NC/view?usp=sharing). [13] Prevention and Control of Infectious Diseases (Measures within the Infected Local Areas) Regulations 2020 (https://drive.google.com/file/d/1OVE-TbAJ_ZH2dC92bP LMR0t 7wHMMRGPr/view?usp=sharing). [14] Employment Act 1955. (https://drive.google.com/file/d/1xhA5fCPzu9UCYAzSLu7-wk4Olg3vm6g/view?usp=sharing). [15] Dunlop Malaysian Industries Berhad v. Dunlop Malaysian Industries Employees Union [1982] 1 ILR 161 (https://drive.google.com/file/d/1Ejz3cxPxQIlOr4RAh jpi3k UWYpoMvM20/view?usp=sharing); Kesatuan Kebangsaan Pekerja-pekerja Pewter [2020] 1 LNS(A) xxxv Legal Network Series 8 dan Kraftangan Semenanjung Malaysia v. Royal Selangor International Sdn Bhd [2011] 4 ILJ 90 (https://drive.google.com/file/d/1Eo4ddYoaQ1LBXoaz2j 0s2TN4xVwydRa8/ view?usp=sharing); Viking Askim Sdn Bhd v. National Union of Employees in Companies Manufacturing Rubber Products & Anor [1991] 3 CLJ (Rep) 195 (https://drive.google.com/file/d/1oNnHNOAjx89R1zr16beZBA6uPIIJA8aV/view? usp=sharing). [16] Browning And Others v. Crumlin Valley Collieries, Limited [1924. B. 5969.] [1926] 1 K.B. 522 (https://drive.google.com/file/d/14-FhNOr5B-MVzX5ijARa2UvfIRxIT9W/view?usp=sharing). [17] Ibid, p. 528-52.

Malaysisch

Letzte Aktualisierung: 2020-04-30
Nutzungshäufigkeit: 1
Qualität:

Referenz: Anonym
Warnung: Enthält unsichtbare HTML-Formatierung

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