Advocating for People with Disabilities (PWD) in Islam

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This article explores the Islamic perspective on advocating for people with disabilities (PWD), highlighting the moral and religious obligations to provide support and ensure equality. By examining various Quranic verses, Hadiths, and scholarly works, it elucidates the principles and guidelines for empowering PWD within an Islamic framework.

 

Keywords: People with Disabilities, Islam, Advocacy, Equality, Quran, Hadith

 People with Disabilities (PWD) are often perceived as a marginalized group requiring continuous welfare and support from society. This perception is grounded in their physical or mental limitations, which hinder their full participation in societal activities. According to Izzatul Najiha and Farhah Zaidar (2020), PWD are viewed as a test from Allah SWT, necessitating acceptance with gratitude and patience. The responsibility of supporting PWD falls upon their families, society, and the government, fulfilling a communal obligation (fardhu kifayah).

 Islamic Teachings and PWD

 

Islamic teachings provide comprehensive guidance on the treatment and support of PWD. Surah 'Abasa and Surah al-Nisa' emphasize the importance of equitable treatment and support for PWD, reflecting principles of inclusivity and respect for all individuals, regardless of their physical or mental conditions.

 1. Equality and Respect

   - Dr. Wahbah al-Zuhaily interprets the verses 1-10 of Surah 'Abasa as clear evidence that Islam mandates equal treatment in providing knowledge and religious guidance, irrespective of one's socioeconomic status (2020).

   - Faisel A. Alnaser (2024) asserts that PWD should be given the same opportunities as others, emphasizing the spiritual equality promoted by Islamic law.

 2. Legal and Religious Obligations

   - Azman Ab Rahman (2022) discusses the legal and religious responsibilities of PWD in fulfilling their religious duties, with exceptions granted to those with severe cognitive impairments. This distinction ensures that religious obligations are aligned with an individual's capacities.

 3. Advocacy and Social Inclusion

   - Muhammad Haiqal Hassan and Khazri Osman (2022) stress the importance of including PWD in religious outreach (dakwah), recognizing their potential contributions to society and the need for tailored communication strategies to overcome various barriers.

 4. Welfare and Support Systems

   - JAKIM (2024) outlines current challenges and strategies in the Action Plan for Muslim PWD, emphasizing the importance of technological integration and societal support systems to enhance the quality of life and spiritual well-being of PWD.

 Challenges and Recommendations

 Despite the clear guidelines provided by Islamic teachings, several challenges persist in the practical implementation of these principles. These challenges include societal attitudes, lack of comprehensive legal protections, and inadequate support systems.

 1. Societal Attitudes

   - There is a need to shift societal perceptions of PWD from being objects of pity to being valued members of the community. Educational campaigns and community engagement can play crucial roles in changing these attitudes.

 2. Legal Protections

   - While Islamic law provides a robust framework for the rights of PWD, it is essential to ensure that national laws and policies align with these principles. Comprehensive legislation that protects the rights and dignity of PWD is necessary.

 3. Support Systems

   - Establishing and maintaining support systems that cater to the diverse needs of PWD is crucial. This includes access to healthcare, education, employment opportunities, and religious services tailored to their needs.

 Conclusion

 Islamic teachings offer a profound and inclusive approach to advocating for PWD, emphasizing equality, respect, and support. By adhering to these principles, societies can ensure that PWD are not only included but are also empowered to contribute meaningfully to their communities. Future research should focus on the practical implementation of these teachings and the development of comprehensive support systems that uphold the dignity and rights of PWD.

 References

 - Azman Ab Rahman (2018). Kedudukan Orang Kurang Upaya (OKU) Sebagai Asnaf Ar-Riqab Di Malaysia. Journal of Fatwa Management and Research, 12(1), 2232-1047.

- Faisel A. Alnaser (2024). Rights of People with Disabilities from Islamic Perspectives. Journal of the British Islamic Medical Association.

- Izzatul Najiha Baharudin & Farhah Zaidar Mohamed Ramli (2020). Orang Kurang Upaya (OKU) Menurut Perspektif Al-Quran Dan Hadis. e-Proceeding of The 2nd International Conference On Contemporary Issues In Al-Quran And Hadith (THIQAH 2020).

- JAKIM (2024). Pelan Tindakan Agensi Agama Bagi Orang Kurang Upaya Muslim (2024-2028).

- Muhammad Haiqal Hassan & Khazri Osman (2022). Dakwah Terhadap Golongan Kurang Upaya. Seminar Dakwah dan Wahdah al-Ummah 2022.

- Wahbah al-Zuhaily (2020). Tafsir al-Munir Juz 'Amma. Persatuan Ulama Malaysia & Intel Multimedia and Publication.

 

Analisis Belanjawan 2025 Berkaitan OKU Terutama Autistik

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Belanjawan 2025 yang dibentangkan oleh YAB Dato' Seri Anwar bin Ibrahim memberikan fokus kepada pelbagai aspek ekonomi dan sosial, termasuk sokongan kepada golongan orang kurang upaya (OKU), khususnya mereka yang autistik. Dalam dokumen Belanjawan ini, terdapat pelbagai inisiatif dan peruntukan yang ditujukan untuk memperbaiki kehidupan golongan OKU melalui pelbagai program dan sokongan yang disediakan oleh kerajaan.

Tumpuan Kepada OKU Terutama Autistik

Dalam Belanjawan 2025, kerajaan menumpukan perhatian kepada inklusiviti dan kesejahteraan rakyat, termasuk golongan OKU. Berikut adalah beberapa inisiatif utama yang relevan:

 1. Sokongan Pendidikan

   - Kerajaan memberikan tumpuan kepada meningkatkan prasarana pendidikan untuk golongan OKU, termasuk pembinaan dan penambahbaikan sekolah-sekolah yang mesra OKU. Ini termasuklah penyediaan peralatan khas dan teknologi bantu belajar untuk pelajar autistik.

   - Peruntukan khusus untuk latihan guru dan kakitangan sekolah agar mereka lebih peka dan mampu memberikan pendidikan yang lebih baik kepada pelajar autistik.

 2. Sokongan Kesihatan

   - Perkhidmatan kesihatan juga diperkukuh dengan menambah baik akses kepada perkhidmatan diagnostik dan terapi untuk kanak-kanak autistik.

   - Program kesihatan mental turut diberi perhatian, dengan penyediaan kaunselor dan pakar terapi yang khusus untuk membantu golongan OKU autistik dan keluarga mereka.

 3. Sokongan Pekerjaan

   - Kerajaan memperkenalkan pelbagai insentif kepada majikan untuk menggaji golongan OKU, termasuk mereka yang autistik. Ini termasuklah pengecualian cukai dan subsidi gaji.

   - Program latihan vokasional dan kemahiran untuk OKU autistik diperluaskan, dengan kerjasama antara sektor awam dan swasta untuk menyediakan lebih banyak peluang pekerjaan yang sesuai.

 4. Sokongan Kewangan

   - Bantuan kewangan khusus untuk keluarga yang mempunyai anak autistik, termasuk elaun penjagaan OKU dan bantuan kos rawatan.

   - Skim bantuan tunai secara langsung juga diperkenalkan untuk membantu meringankan beban kewangan keluarga OKU.

 5. Sokongan Infrastruktur

   - Pembangunan infrastruktur awam yang mesra OKU, termasuk laluan pejalan kaki, pengangkutan awam, dan kemudahan di tempat awam yang direka untuk memenuhi keperluan OKU autistik.

   - Projek perumahan khas yang disesuaikan dengan keperluan OKU turut diumumkan, memastikan mereka mempunyai akses kepada perumahan yang selesa dan selamat.

 Kesimpulan

Belanjawan 2025 menunjukkan komitmen kerajaan dalam memastikan golongan OKU, khususnya yang autistik, mendapat sokongan dan perhatian yang sewajarnya. Dengan pelbagai inisiatif yang diperkenalkan, diharapkan kehidupan golongan ini akan bertambah baik, membolehkan mereka menjalani kehidupan dengan lebih bermakna dan produktif.

 Penekanan kepada inklusiviti dalam pendidikan, kesihatan, pekerjaan, kewangan, dan infrastruktur menunjukkan pendekatan holistik kerajaan dalam memastikan semua lapisan masyarakat, termasuk OKU autistik, tidak ketinggalan dalam arus pembangunan negara.

Industrial relations and legislation in Malaysia -Overview

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Industrial relations and legislation in Malaysia are governed by various laws and regulations aimed at maintaining harmonious relationships between employers and employees, ensuring fair treatment, and protecting workers' rights. Here's an overview of the key aspects:

1. **Industrial Relations Act (IRA)**: The IRA is the primary legislation governing industrial relations in Malaysia. It provides the legal framework for the settlement of disputes between employers and employees, including matters related to trade unions, collective bargaining, and grievance handling.

2. **Trade Unions**: The Trade Unions Act 1959 regulates the formation, registration, and functions of trade unions in Malaysia. It outlines the rights and responsibilities of trade unions, including the right to engage in collective bargaining on behalf of workers.

3. **Employment Act 1955**: This Act sets out the minimum employment standards and conditions for workers in Malaysia. It covers various aspects such as employment contracts, wages, working hours, rest days, and termination of employment. However, it does not apply to all categories of employees, such as managerial or supervisory staff.

4. **Industrial Court**: The Industrial Court is a specialized tribunal that adjudicates disputes arising from employment relationships. It has the authority to hear and determine industrial disputes referred to it, including cases related to unfair dismissal, trade disputes, and breach of collective agreements.

5. **Occupational Safety and Health (OSH) Legislation**: Malaysia has legislation aimed at ensuring workplace safety and health. The main law governing occupational safety and health is the Occupational Safety and Health Act 1994 (OSHA), which requires employers to provide a safe working environment and comply with safety standards.

6. **Employee Provident Fund (EPF)**: The EPF Act 1991 mandates both employers and employees to contribute to the Employees Provident Fund, a retirement savings scheme aimed at providing financial security for employees after retirement.

7. **Social Security Organization (SOCSO)**: The Employees' Social Security Act 1969 establishes SOCSO, which provides social security protections such as disability benefits, medical benefits, and rehabilitation services to employees who suffer work-related injuries or disabilities.

8. **Minimum Wage**: The Minimum Wages Order 2012 sets the minimum wage rate for employees in the private sector in Peninsular Malaysia and different rates for Sabah, Sarawak, and Labuan.

9. **Foreign Workers Legislation**: Various laws and regulations govern the employment of foreign workers in Malaysia, including the Immigration Act 1959/63 and the Foreign Workers Employment Act 1955. These laws set out requirements for obtaining work permits, regulating recruitment practices, and ensuring the welfare of foreign workers.

10. **Human Resources Development Fund (HRDF)**: The HRDF Act 2001 mandates employers in certain sectors to contribute to a fund aimed at promoting training and development of the local workforce.

Overall, Malaysia's industrial relations and legislation aim to balance the interests of employers and employees while fostering a conducive environment for economic growth and social development.

Industrial Court cases in Malaysia cover a wide range of disputes between employers and employees, including matters related to unfair dismissal, breach of employment contracts, trade disputes, and interpretation of collective agreements. Summarizing all Industrial Court cases in Malaysia comprehensively is challenging due to the sheer volume and diversity of cases. However, I can provide a general overview of the types of cases typically heard by the Industrial Court and some notable precedents:

1. **Unfair Dismissal Cases**: These cases involve disputes over whether an employee's termination was unjustified or in violation of employment laws or agreements. The Industrial Court assesses factors such as procedural fairness, substantive fairness, and compliance with relevant regulations in determining whether a dismissal was fair.

2. **Breach of Employment Contracts**: Disputes may arise when either party fails to fulfill their obligations as outlined in the employment contract. This can include issues such as non-payment of wages, benefits, or breach of other terms and conditions of employment.

3. **Trade Disputes**: These cases involve conflicts between employers and trade unions or between different trade unions regarding matters such as collective bargaining, recognition, or industrial action.

4. **Interpretation of Collective Agreements**: Collective agreements negotiated between employers and trade unions may contain terms and conditions of employment. Disputes may arise over the interpretation or implementation of these agreements, which the Industrial Court adjudicates.

5. **Work-related Injuries or Compensation Claims**: Employees may file claims for compensation due to work-related injuries or illnesses, and the Industrial Court may intervene to resolve disputes over the entitlement and amount of compensation.

6. **Discrimination or Harassment Cases**: Employees may bring forward complaints of discrimination or harassment in the workplace based on factors such as gender, race, religion, or disability. The Industrial Court may investigate these allegations and provide remedies if discrimination or harassment is found to have occurred.

Notable precedents in Industrial Court cases in Malaysia often involve landmark decisions that set legal precedents or clarify the interpretation of employment laws. These decisions may have significant implications for employers, employees, and the broader industrial relations landscape in Malaysia.

Overall, Industrial Court cases play a crucial role in resolving disputes and maintaining a fair and equitable relationship between employers and employees in Malaysia's labor market.