Orlando Bloom is a director in Regent Sdn. Bhd. Five years ago, he employed a lady to be his secretary in the company. Recently, due to a number of reasons, he feels that he no longer requires the service of the secretary. Bloom comes to see you to ask your advice on what circumstances can be used to terminate the secretary's employment. He said that he can think of several i.e.: a. Redundancy: Bloom no longer requires such a position as the company can employ part-time secretarial services at a cheaper cost. He can also ask the other executives to help out with any secretarial works that need to be done. b. Poor performance. Lately Bloom noticed that this lady has not been performing as well as before. She forgot to schedule a few meetings, was late in submitting reports and the reports often contain errors. Bloom did not wish to argue with her at those times, so he just let the matter be. c. Retirement: She is 58; although her employment contract does not have any provision on retirement age, can the company ask her to leave when she turns 60? Advice Bloom on the legality and feasibility of each of the circumstances that he proposed above based on the general principles of labor laws and industrial relations. To wrap up your arguments, advise Bloom whether he may or may not actually terminate the service of the secretary