David Low recently joined HanaBina Berhad as Sales Promoter with a salary of Film 390 and was put on a three months' probation from May to August 2022 . On 23\" May 2022, he tested positive for Covid 19 after a company event and was put under a Home Surveillance Order for ve days. He was surprised to discover that his salary was deducted for ve days at the end of the month because the company claimed that a probationer is not entitled to paid sick leave. David also noticed that the company did not make any EPF and SOCSD contribution to him. His manager states that this is the normal practice as the company only pays the statutory contributions to confirmed employees. On 5'\" June 2'022 which was a public holiday in Malaysia, David Low and the whole Sales team was required to attend an important event. When David Low asked his manager whether they will be getting any additional pay for working on a public holiday, the manager states that employers can choose any public holiday that they want to observe and HartaBina did not choose the Agong's Birthday as a public holiday, so 6'\" June is counted as a normal working day and they will not be paid extra. By end of August 2022, David Low still has not heard anything about his conrmation. but he continues to work as usual. By September, David Low is getting worried. When he asks his manager, he was told to just wait for a letter from the Human Resources Department and do his work as assigned. Based on the scenario above and the Malaysia employment law. answer the following questions: a. Explain to David Low whether HartaElina's claim that a probationer is not entitled to paid sick leave as well as the EFF and 30630 contribution is legally correct. b. Is the company right in not choosing Agong's birthday as a public holiday to observe? o. Is David Low a conrmed employee or still a probationer when he continues working in September