Qunda KT-1000 universal air-cond remote control

The remote control of my Panasonic air-cond seems to have difficulty sending sleep timer signal to the wall unit. The air-cond remote control replacement unit from Panasonic will probably cost me a bomb (its official price is more than RM80).

I bought this Qunda KT-1000 universal air-cond remote control at RM19 including batteries after bargain in the market.

This air-cond remote control can do most of the air-cond settings and supports 1028 air-cond remote control signal codes. The picture below shows all its available setting buttons after its cover slided down.

It claims to support 98% of air-conds in the world, including brands such as Alpin, Aucma, Aux, Banshen, Boerka, Carrier, ChangHong, Chigo, ChoFu, ChunLan, Corona, Conrowa, Consul, Daewoo, Daikin, Doctor, DongBao, DongXinBao, Electrolux, Frestech, Fujitsu, Funai, GuQiao, Galanz, Glee, Goldstar, Gree, Haier, HiSense, Hitachi, HuaBao, Huake, HuaMei, HuaLing, HuiFeng, HuiKang, Hyundai, JDC, JiangNan, JinDa, JinSong, Johson, KangLi, Kelon, Klimatair, Kongka, LG, LiangYu, Little Duck, Loren-Sebo, Macquay, Midea, Mitsubishi, Moritz, Panasonic, National, Panda, Philco, Proton, Raybo, Rowa, Sabro, Saijo Denki, Sampo, Samsung, Sanyo, Sasuki, ShanXing, Sharp, ShengFeng, Shinco, Shuanglu, Shuai Kang, Songge, Sova, Summer, SunDurg, Swan, Tadiran, Tatung, TCL, Teco, Tiandi, Micom, Toshiba, Trane, Uni-air, Weili, Whirlpool, Xileng, Xinle, Yangzi, Yinyan, York, ... which most of the brands I have never heard before.

I found that there are more than 1 signal codes able to control my Panasonic air-cond. However, all the codes which can be used to control my Panasonic air-cond are unable to do timer setting to the air-cond. The air-cond can respond accordingly to on/off switch, mode settings, temperature settings, air swing settings, fan settings, etc. but no respond to timer setting.

So, my problem haven't solved yet.

Solution for AMD Catalyst Control Center unable to start problem after driver upgrade

Are you facing problem loading or starting the Catalyst Control Center (CCC) for your AMD Radeon graphics display card after you upgraded its driver to the latest version?

This is very likely to be caused by .NET Global Assembly Cache (GAC) in your Windows system preventing some of the DLL files in your new version of AMD Catalyst Software Suite from overiding the existing, older version of them in the system. As a result, the newer version of CCC is unable to work with the older version of the DLL files and simply won't start.

To fix this problem, you need to delete all the ATI's assemblies from the GAC before you install the new AMD Graphics Drivers and Software.

In order to delete assemblies from the GAC, you need Administrator's right as well as to turn off the Windows User Account Control (UAC).

Go to Control Panel > System and Security > Change User Account Control settings and pull down the setting to the lowest level.

You will need to restart your Windows in order to complete this task.

After system restart, use your Windows Explorer to go to \Windows\assembly folder and delete (uninstall) all the assemblies with this Public Key Token "90ba9c70f846762e". You can click on the Public Key Token tab to do a sorting, locate for the assemblies to delete, highlight them with your mouse, and push the Delete button on your keyboard.

When you are done, you may set back your Windows UAC to its original level, usually the 2nd bar. You will need another round of system restart to change the UAC setting again.

Now, install the new AMD Catalyst Software Suite and the optional AMD Catalyst Application Profiles, Hydravision Package and AMD Media Codec Package.

You should be able to launch CCC now!

Know your rights: Malaysia Employment Act 1955

Whether you are employer or employee in Malaysia, the Employment Act 1955 is a very important act related to your employment.

Below is a summary of some of the important points in that act:

• The Malaysia Employment Act 1995 is applied to Peninsular Malaysia and Labuan only. For Sabah and Sarawak, they are governed by their respective Labour Ordinance.
• Either party to a contract of service may at any time give a termination notice in writing, and the notice period shall not less than:
• 4 weeks for employment less than 2 years
• 6 weeks for employment between 2 to 5 years
• 8 weeks for employment more than 5 year
• The notice period above is minimum requirement, which can be longer in the actual employment contract, and is important for short notice compensation serving, especially when Voluntary Separation, Retrenchment, Early Termination, etc. occur.
• Termination without notice nor compensation can happen in the event of any wilful breach by the other party of the employment contract.
• Employer may dismiss, downgrade or suspend up to 2 weeks after due inquiry to the employee, on the grounds of misconduct or inconsistent in fulfilment of service.
• Employee may terminate without notice when threaten by danger, voilence or disease.
• Contract is deemed broken by employer if he fails to pay wages not later than the 7th day after the wage period.
• Contract is deemed broken by employee if he has been continuously absent from work for more than 2 consecutive working days without prior leave from his employer, unless he has a reasonable excuse for such absence and has informed or attempted to inform his employer of such excuse prior to or at the earliest opportunity during such absence.
• Wages is not payable during the period when employee is imprisoned or attending to a court otherwise than as a witness on his employer's behalf.
• No deduction of wages can be made by employer other than:
• Deductions to the extent of any overpayment of wages made within 3 months of the mistake.
• Deductions for the indemnity due to the employer by the employee.
• Deductions for the recovery of advances of wages.
• Deductions authorized by written law, such as EPF, SOCSO, PCB, etc.
• Deductions upon employee's written request, in respect of the payments to a registered trade union or co-operative thrift and loan society of any sum of money due to the trade union or society by the employee on account of entrance fees, subscriptions, instalments and interest on loans, or other dues.
• Deductions upon employee's written request, in respect of payments for any ESOS shares.
• Deductions upon employee's written request, in respect of payments to a third party on behalf of the employee.
• Deductions upon employee's written request, in respect of payments for the purchase by the employee of any goods of the employer's business offered for sale by the employer.
• Deductions in respect of the rental for accommodation and the cost of services, food and meals provided by the employer to the employee 'at the employee's request or under the terms of the employee's contract of service.
• The total deduction shall not exceed 50% of the employee's monthly wages, unless for:
• Indemnity payable by an employer to an employee
• Final payment of the wages of an employee for any amount due to the employer and remaining unpaid by the employee on the termination of the employee's contract of service
• Repayment of a housing loan (where an additional limit of 25% applied)
• All wages must be paid in legal tender or direct into bank account.
• Employer shall not require any female employee to work in any industrial or agricultural undertaking between 10pm and 5am nor commence work for the day without having had a period of 11 consecutive hours free from such work.
• No female employee shall be employed in any underground working.
• Every female employee shall be entitled to maternity leave for a period of not less than 60 consecutive days in respect of each confinement.
• Maternity leave shall not commence earlier than a period of 30 days immediately preceding the confinement of a female employee or later than the day immediately following her confinement.
• A female employee shall be entitled to receive maternity allowance if she:
• Has been employed more than 4 months before confinement.
• Is employed more than 90 days during the 9 months immediately before her confinement.
• If a female employee dies from any cause during the maternity leave period, her maternity allowance shall be paid to her nominee.
• The employer cannot terminate a female employee who remains absent from her work after the expiration of the maternity leave as a result of illness related to pregnancy or confinement and certified by a registered medical practitioner, until her absence exceeds a period of 90 days after the maternity leave.
• Every employee shall be allowed in each week a rest day of 1 whole day.
• Employee who required to work during his rest day should be double paid.
• An employee shall not be required under his contract of service to work:
• more than 5 consecutive hours without a period of leisure of not less than 30 minutes
• more than 8 hours in one day
• in excess of a spread over period of 10 hours in one day
• more than 48 hours in one week
• For any overtime work carried out in excess of the normal hours of work, the employee shall be paid at a rate not less than 1.5 times his hourly rate of pay.
• Every employee shall be entitled to a paid holiday at his ordinary rate of pay on 10 gazetted public holidays in any one calendar year, including:
• the National Day
• the Birthday of the Yang di-Pertuan Agong
• the Birthday of the Ruler or the Yang di-Pertua Negeri
• the Workers' Day
• Employee who required to work on paid holiday shall be double paid.
• Employee who required to work overtime on paid holiday shall be triple paid.
• An employee shall be entitled to paid annual leave of:
• 8 days for every 12 months of continuous service with the same employer if he has been employed by that employer for a period of less than 2 years
• 12 days for every 12 months of continuous service with the same employer if he has been employed by that employer for a period of 2 to 5 years
• 16 days for every 12 months of continuous service with the same employer if he has been employed by that employer for a period of 5 years or more
• An employee shall, after examination by registered medical practitioner at the expense of the employer, be entitled to paid sick leave:
• where no hospitalisation is necessary:
• 14 days in the aggregate in each calendar year if the employee has been employed for less than 2 years
• 18 days in the aggregate in each calendar year if the employee has been employed between 2 to 5 years
• 22 days in the aggregate in each calendar year if the employee has been employed for 5 years and above
• 60 days in the aggregate in each calendar year if hospitalisation is necessary, as may be certified by such registered medical practitioner or medical officer
• An employee shall also be entitled to paid sick leave after examination by a dental surgeon as defined in the Dental Act 1971
• An employee who absents himself on sick leave shall be deemed to absent himself from work without permission if he is:
• not certified by a registered medical practitioner or a medical officer or a dental surgeon
• certified by such registered medical practitioner or medical officer or dental surgeon but without informing or attempting to inform his employer of such sick leave within 48 hours of the commencement thereof

Click here to read the full Malaysia Employment Act 1955.