LATEST CASES (ILR Issue 12 of 2018)

SUBJECT INDEX

CONTRACT OF EMPLOYMENT

Terms and conditions – Notice of termination – No termination letter issued to the claimant – Claimant commencing employment with SCB and informed services no longer required by SCPJ – Determination of who his employer(s) had been – Factors to consider – Evidence adduced – Evaluation of – Effect of – Whether the claimant had been on secondment to SCPJ – Evaluation of the facts and evidence
Leong Kam Soon v. Stamford College Berhad / Stamford College (PJ) Sdn Bhd
(Andersen Ong Wai Leong) [2018] 4 ILR 422

Terms and conditions – Notice of termination – Whether the memo issued by the company had constituted a termination notice to the claimant – Factors to consider – Perusal of the memo and its contents – Evidence adduced – Evaluation of – Effect of – Whether the claimant had been terminated by the company – Whether termination with just cause and excuse
Vijitra Sahadevan v. Damai Service Hospital (Melawati) Sdn Bhd
(Paramalingam J Doraisamy) [2018] 4 ILR 609

DISMISSAL

Breach of company rules and policies – Conflict of interest with the company's business – Company searches and newspaper and magazine articles showing the claimant as an active Director and Shareholder of two other companies – Whether her actions had been in breach of her employment contract – Factors to consider – Effect of – Claimant's explanations – Whether could be accepted – Whether her actions had constituted serious misconduct – Position held by the claimant in the company – Whether her actions had warranted her dismissal – Factors to consider – Whether the company had condoned her misconduct – Evaluation of the sequence of events – Effect of – Whether her dismissal had been without just cause and excuse – Industrial Relations Act 1967, ss. 20(3) & 30(5)
Nik Suzila Nik Hassan v. TMR Media Sdn Bhd (Formerly Known As Syed Hussain Publications Sdn Bhd)
(Bernard John Kanny) [2018] 4 ILR 505

Constructive dismissal – Transfer – Claimant transferred to Sarawak – Reasons for the same – Whether the company had displayed mala fide intent towards her in issuing the transfer order – Evidence adduced – Evaluation of – Effect of – Whether the company's actions towards her had been reasonable – Factors to consider – Whether it had amounted to a fundamental breach which had gone to the root of her contract of employment – Whether it had justified her walking out of her employment and claiming constructive dismissal
Azliah Suhod v. Amanah Raya Berhad
(Fredrick Indran XA Nicholas) [2018] 4 ILR 479

Insubordination – Claimant refusing to go on transfer to Sarawak – Reasons for the same – Whether it had merit – Factors to consider – Evidence adduced – Effect of – Whether her conduct had amounted to a clear case of insubordination of a legitimate, effective and compulsory order of the company – Whether her claim for constructive dismissal ought to be allowed
Azliah Suhod v. Amanah Raya Berhad
(Fredrick Indran XA Nicholas) [2018] 4 ILR 479

Performance – Poor performance – Whether the claimant had been a poor performer – Factors to consider – Evidence adduced – Effect of – Company's actions towards him – Whether reasonable – What it had shown – No warnings, either verbal or written, given to the claimant – Whether it had been required – What the company should have done – Claimant's tenure of service with the company and his service record – Whether the company had acted with mala fide intent – Whether its actions towards the claimant had been a bad labour practice – Whether dismissal without just cause and excuse
Anthony Stiven Sandanasamy v. Hannover Rueck Se Malaysian Branch
(Bernard John Kanny) [2018] 4 ILR 528

DOMESTIC INQUIRY

Procedural impropriety – Whether the DI conducted had been in breach of the rules of natural justice – Factors to consider – Effect of – Claimant denied legal representation – Whether she had been entitled to it
Nik Suzila Nik Hassan v. TMR Media Sdn Bhd (Formerly Known As Syed Hussain Publications Sdn Bhd)
(Bernard John Kanny) [2018] 4 ILR 505

INDUSTRIAL COURT

Procedure – Pleadings – SCPJ relying on two grounds of misconduct against the claimant in its Statement of Reply as a justification for his dismissal – Whether it had been an afterthought – Whether the Industrial Court can go into reasons not relied upon by the company to dismiss a claimant
Leong Kam Soon v. Stamford College Berhad / Stamford College (PJ) Sdn Bhd
(Andersen Ong Wai Leong) [2018] 4 ILR 422

Remedies – Compensation in lieu of reinstatement – Claimant past the age of retirement at the time this award handed down – Whether he had been entitled to compensation under this head – Factors to consider – Effect of
Leong Kam Soon v. Stamford College Berhad / Stamford College (PJ) Sdn Bhd
(Andersen Ong Wai Leong) [2018] 4 ILR 422

LABOUR LAW

Employment – Dismissal – Constructive dismissal – Employee's refusal to comply with employer's transfer and secondment orders – Whether orders lawful and not made in bad faith – Whether prerogative of employee to veto such orders – Whether there was victimisation – Whether employee voluntarily left employment by not reporting for duty – Whether employee came to court with clean hands – Whether employer retains equal right lawfully to terminate contract – Whether employee constructively dismissed by employer
Yew Mun Khean v. Kumpulan Liziz Sdn Bhd
(Hayatul Akmal Abdul Aziz JC) [2018] 4 ILR 401

TRADE DISPUTE

Collective Agreement – Hotel utilising the service charge of the employees in order to comply with the Minimum Wages Order 2012 – Whether the hotel's actions had amounted to a unilateral variation of art. 12 of the CA – Factors to consider – Effect of
Sunway Biz Hotel Sdn Bhd v. Kesatuan Kebangsaan Pekerja-pekerja Hotel, Bar & Restoran Semenanjung Malaysia
(Jamhirah Ali) [2018] 4 ILR 548

Collective Agreement – Terms and conditions of service – Whether the hotel could utilise the service charge of the employees in order to comply with the Minimum Wages Order 2012 – Factors to consider – Evidence adduced – Effect of – Reasoning behind the introduction of minimum wages and service charge – Whether service charge had been part of “wages” – Legislations to consider – Effect of – Whether the workmen had been subject to the Employment Act 1955 – Factors to consider – Effect of – Employment Act 1955, s. 2, Minimum Wages Order 2012, O. 6, National Wages Consultative Council Act 2011, ss. 2 & 23, Interpretation Acts 1948 & 1967, s. 17A and Industrial Relations Act 1967, ss. 30(4), (5) & (6) and 17(2)
Sunway Biz Hotel Sdn Bhd v. Kesatuan Kebangsaan Pekerja-pekerja Hotel, Bar & Restoran Semenanjung Malaysia
(Jamhirah Ali) [2018] 4 ILR 548

WORDS & PHRASES

“minimum wages” – Definition of – Legislations to consider – Effect of – National Wages Consultative Act 2012, ss. 2 & 23, Employment Act 1955, s. 2 and Interpretation Acts 1948 & 1967, s. 17A
Sunway Biz Hotel Sdn Bhd v. Kesatuan Kebangsaan Pekerja-pekerja Hotel, Bar & Restoran Semenanjung Malaysia
(Jamhirah Ali) [2018] 4 ILR 548

“wages” – Definition of – Whether it had included service charge – Factors to consider – Effect of – Intention of the parties – Guidelines to the National Wages Consultative Council Act 2011, Employment Act 1955, s. 2, Minimum Wages Order 2012, O. 6 & Industrial Relations Act 1967, s. 30(5)
Sunway Biz Hotel Sdn Bhd v. Kesatuan Kebangsaan Pekerja-pekerja Hotel, Bar & Restoran Semenanjung Malaysia
(Jamhirah Ali) [2018] 4 ILR 548

INDEKS PERKARA

MAHKAMAH PERUSAHAAN

Remedi – Hukuman – Sama ada penamatan perkhidmatan PYM sepadan dengan kesalahan yang dilakukan oleh mereka – Faktor-faktor yang harus diambil kira – Kesannya
Shahrulazman Ming & Yang Lain lwn. Hicom Automotive Manufacturers (Malaysia) Sdn Bhd & Satu Lagi Kes
(Mohd Dusuki Mokhtar) [2018] 4 ILR 435

PEMBUANGAN KERJA

Ketidakhadiran – Sama ada Yang Menuntut 18 telah gagal hadir kerja tanpa kelulusan cuti atau tanpa kebenaran daripada ketuanya – Keterangan yang dikemukakan – Kesannya – Sama ada pertuduhan ini berjaya dibuktikan oleh syarikat terhadapnya
Shahrulazman Ming & Yang Lain lwn. Hicom Automotive Manufacturers (Malaysia) Sdn Bhd & Satu Lagi Kes
(Mohd Dusuki Mokhtar) [2018] 4 ILR 435

Ketidakpatuhan terhadap peraturan dan polisi syarikat – Cuti sakit – Sama ada Yang Menuntut 18 telah mematuhi prosedur yang termaktub dalam Memo Cuti Kecemasan – Keterangan yang dikemukakan – Penilaiannya – Kesannya – Sama ada pertuduhan ini berjaya dibuktikan oleh syarikat terhadapnya – Sama ada pembuangan kerja Yang Menuntut 18 telah dilakukan secara adil dan bersebab
Shahrulazman Ming & Yang Lain lwn. Hicom Automotive Manufacturers (Malaysia) Sdn Bhd & Satu Lagi Kes
(Mohd Dusuki Mokhtar) [2018] 4 ILR 435

Ketidakpatuhan terhadap peraturan dan polisi syarikat – Sama ada PYM telah menghadiri majlis yang berunsur politik dan mencemarkan imej syarikat – Sama ada PYM telah melanggar kl. 35 dan 48 Dasar Dan Tatacara Tatatertib syarikat pertama dan kedua – Faktor-faktor yang harus diambil kira – Keterangan yang dikemukakan – Penilaiannya – Kesannya – Sama ada pertuduhan ini berjaya dibuktikan oleh syarikat terhadap mereka – Sama ada pembuangan kerja PYM telah dilakukan secara adil dan bersebab
Shahrulazman Ming & Yang Lain lwn. Hicom Automotive Manufactures (Malaysia) Sdn Bhd & Satu Lagi Kes
(Mohd Dusuki Mokhtar) [2018] 4 ILR 435