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CSR To Drive 25Th Anniversary Celebrations

This year marks Cheng & Co’s 25th Anniversary. We have come a long way since we began in 1993 as a humble accounting firm with only three employees. Today we have over 300 employees in offices Tall over Malaysia and, in major economies in the Asia-Pacific region. Cheng & Co may have grown tremendously over the last 25 years, but the firm has always resolutely held on to its principal of contributing to society

As part of the anniversary celebration, Cheng & Co will be conducting a series of Corporate Social Responsibility (CSR) fund-raising activities, via Cheng & Co Foundation, starting this month. Cheng & Co Foundation was founded on 23 September 2011 by Professor Dato’ Dr Chua Hock Hoo and Mr Tony Ong, and is a public testament of the Cheng & Co Group of Companies’ commitment towards nation building and being a responsible corporate citizen.


The pledge of giving back to society, in whatever form it may be, is firmly one that distinguishes a person or an entity from the rest. This discipline runs
very deep within everyone in Cheng & Co, and basically encapsulates the mission of the Foundation. A host of events such as a charity golf tournament, soup kitchen for the homeless, a blood donation drive and aid for flood victims have been organised by the Foundation since its inception. The Foundation has also aided Malaysian youth and professionals in the field of education and leadership by way of providing scholarships / financial assistance to deserving employees of the firm and other talented Malaysians. For 2018’s fund-raising activities, all clients are invited to join us and play and important role to put a smile on the faces of those in need.

Transformational Leadership


It’s that time of the year where everyone thinks and talks tax. February is always a busy month for Human Resource Departments, preparing and issuing the income statement (EA Form) to their employees, particularly for those that are required to submit their income tax by April.

It’s important that income is correctly disclosed in the EA Form, with the taxable employment income and tax-exempt employment income stated clearly in right column of the form. Incorrect income disclosure will lead to employees over or under-declaring their income for tax submissions.

Under the Income Tax Act 1967, the five main sections for taxability of employment income are as follows:


1. Section 13(1)(a)
i) It covers monetary forms such as wages, salary, remuneration, leave pay, fee, commission, bonus, gratuity, perquisite or allowance (whether in money or otherwise), ESOS (Employee Shares Option Scheme) etc. which are in respect of having or exercising the employment

ii) There are some tax-exempt perquisite given as concession by IRB (except for a person who has control over the employer directly or indirectly).


2.Section 13(1)(b) – Benefit In Kind (BIK)
i) Gross income from an employment includes an amount equal to the value of the use or enjoyment by the employee of any benefit provided by employer to employee

ii) BIK is a benefit not convertible into money even though it has monetary value.

iii) Not convertible into money means that these benefits cannot be sold or exchanged for cash.

The common example of the type of BIK provided to employees are for motor vehicles where an employee is provided a company car to carry out official duties and the employee is permitted to use the car after working hours. All the motor vehicle running expenses are borne by the employer.

There are 2 methods to determine the taxable value on the employee:

a) The Formula method which is using the cost of the asset divided by prescribed average life span of the asset
b) The Prescribed value method where the value is prescribed by the Inland Revenue Board of Malaysia (IRB)

However, there are some BIK which are tax-exempt as provided in the Public Ruling 3/2013, issued by the IRB as follows:

Other examples of BIK are driver, house maid, house furnishing etc. that are also taxable under this Section.

– Medical or dental treatment
– Benefit for child care – Child care centers provided by employers to their employees’ children.
– Food and drink provided free of charge
– Free transportation between pick up points or home and the place of work (to and from)
– Insurance premium which are obligatory for foreign workers as a replacement to SOCSO contribution
– Group insurance premium to cover workers in the event of an accident.
– Benefits consisting:

1.Leave passage in Malaysia of not more than 3 times in one calendar year, or
2.Overseas leave passage of not more than once in any calendar year limited to a maximum amount RM3,000 (The exemption of this benefit is only applicable if it is provided to an employee and members of his immediate family.)


3. Section 13 (1)(c)
This section provides that an amount in respect of the use or enjoyment by the employee via living accommodation in Malaysia (Including living accommodation in premises occupied by his employer) provided for the employee by or on behalf of the employer rent-free or otherwise is taxable.

The method of Calculating Assessable Benefits is with the Defined value of living accommodation OR 30% of the employee’s gross income under section 13(1)(a) whichever lower. However, the accommodation provided to a non-service director or accommodation in a plantation or forest, the method of calculation will be different.

4. Section 13 (1)(d)
This section covers contributions which have been made by an employer to an unapproved pension or provident fund (i.e. a fund which has not been approved by the Director General of Inland Revenue) which, if they are returned to the employee before or after the employee ceases employment, are to be included as part of the gross income from that employment.

5. Section 13 (1)(e)
It covers any amount paid to an employee (whether before or after his employment ceases) as compensation for loss of the employment, including any amount in respect of a covenant or similar agreement or arrangement entered into by the employee restricting his right after leaving an employment, to engage in an employment of a similar kind. Paragraph 15, Schedule 6 of the Act provides that if the loss of employment is due to ill-health, the  compensation would be 100% exempt or in some cases, the exemption is only a maximum of RM10,000 per year of completed service with the same company or companies in the same group.


The Malaysia Employment Insurance System (EIS) was implemented effective 1 January 2018. It is intended to act as a safety net for employees in the event of retrenchment or unemployment due to bankruptcy or any other reasons for insolvency of employers.

This system is applicable to the private sector which is estimated to benefit 6.6 million workers. The EIS will be operated and administered by the Social Security Organisation (SOCSO) together with an Employment Insurance Committee that is established to advise SOCSO on all matters related to the system and investments made via funds raised from the EIS.

The EIS will function in a similar manner to the Employees Provident Fund (EPF), where contributions will go into a pooled fund and the fund will then be invested.

Employers and employees will contribute 0.2% each of an employee’s salary, which means that the total contribution would be 0.4% of an employee’s monthly salary.

The minimum eligible monthly salary can be as low as RM300, where the 0.4% will see them contributing RM1.20 monthly. On the other hand, the maximum eligible monthly salary contribution is capped at RM4,000. So, even if you’re earning more than RM4,000 a month, the contribution from you and your employer is fixed at 0.4% of RM4,000, leading to the maximum amount of contribution capped at RM16 per month.

It’s compulsory for all employers to register with SOCSO and make monthly contribution payments for all its employees. Effective 1 January 2018, all
payment for contribution to SOCSO can only be made through the online portal “ASSIST”.

Based on the EIS Act 2017, in accordance with the schedule provided in the Act, there are four schedules in total which allows the Minister – by the
Order published in the Gazette – to determine which rate schedule will be applied, every three years (under the provisions of Section 18 (3) & (4) of the

Under the initial bill, employers and employees will contribute RM0.10 each for those with monthly wages of not more than RM30, and RM19.75 each
for employees with monthly wages of more than RM4,000.

Rates for contribution in the revised bill has been slashed by more than half to RM0.05 each for those with monthly wages of up to RM30, and RM7.90
each for employees with monthly salaries exceeding RM4,000.


Based on the Bill, “Wages” refers to all remunerations payable in money by an employer to an employee including any payment in respect of leave, holidays, overtime and extra work on holidays but excludes:

• any contributions payable by the employer to any pension fund, social security fund or provident fund
• any traveling allowances
• any sum paid to the employee to pay for special expenses incurred as a result of his employment
• any gratuity payable on discharge or retirement;
• any annual bonus
• any benefit under any other written law administered by the Organisation, and
• any other remuneration as prescribed.


The benefits for employees under the EIS cover are as follows:

Job search allowance
A monthly payment for a period of three to six consecutive months to assist an insured person (employee) who has lost his employment during the
period he is seeking for an employment.

Early re-employment allowance
An incentive paid in lump sum to an insured person for accepting an offer of employment from any employer and commencing the employment within

*waiting period or the period of receiving the job search allowance.
* waiting period means the period of seven days from the date of approval of a claim for benefits.

Reduced income allowance
Refers to a lump sum payment to assist an insured person who has two or more employment and has lost one or more of his employments.

Training allowance
Means a monthly payment to an insured person for a period of not more than six months for attending any training in Malaysia, provided by an authorised
training provider.

I’m sure employees and employers alike would like to learn more about the EIS to ensure both parties fully understand its mechanics and implementation.
That’s what we are here for. Kindly email us at and we will advice and guide you accordingly.

Cheng & Co’s wholly-owned subsidiary and outsourcing service division Pro B Centre Sdn Bhd provides payroll outsourcing solutions, which also include EIS registration services.


For PDF version please click here. 

ISSUU Version

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