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LATEST CASES (ILR Issue 2 of 2017)
SUBJECT INDEX
ADMINISTRATIVE LAW
Judicial review - Certiorari - Application to quash award of Industrial Court - Chain of events leading to dismissal of employee - Issuance of warning letters after employee chaired union meeting - Change in employee's designation - Whether done with ulterior motive - Whether employee's dismissal from employment done with just cause and excuse - Whether proper case warranting judicial review intervention
Damien Thanam Divean v. CSC Malaysia Sdn Bhd
(Su Geok Yiam J) [2017] 1 ILR 209
Remedies - Certiorari - Judicial review - Application to quash Minister's order for Hotel to give recognition to Union - Process of ascertaining whether workmen were members of Union - Whether membership check should be by secret ballot or membership verification exercise - Whether relevant date for determination of membership check was date of claim for recognition - Failure of High Court to grant consequential mandamus order - Whether claim for recognition concluded or void - Whether doctrine of functus officio arose
Pernas OUE (KL) Sdn Bhd Trading As Hotel Istana v. Menteri Sumber Manusia Malaysia & Ors
(Abdul Wahab Patail JCA, Hamid Sultan Abu Backer JCA
& Umi Kalthum Abdul Majid JCA) [2017] 1 ILR 228
CONTRACT OF EMPLOYMENT
Terms and conditions - Notice of termination - No reasons stated in it for claimants' termination - Whether it had automatically rendered her dismissal to be without just cause and excuse - Factors to consider - Effect of - Whether her dismissal had been with just cause and excuse
Lee Pei Sze v. Swiftlet Garden Sdn Bhd
(Duncan Sikodol) [2017] 1 ILR 390
DISMISSAL
Breach of company rules and policies - Dishonesty - Claimant not following the company's SOP - Whether he had intended to cheat the company - Factors to consider - His explanations - Whether could be accepted - Claimant not receiving any commissions from the transaction - What that had shown - Whether the company had acted reasonably in dismissing him - What the company should have done - Whether dismissal without just cause and excuse
Pang Kang Leung v. UMW Toyota Sdn Bhd
(Duncan Sikodol) [2017] 1 ILR 361
Breach of company rules and policies - Dishonesty - Claimant not following the company's SOP - Whether proven by the company - Evidence adduced - Effect of - Whether he had been aware of the SOP - Factors to consider - Claimant's length of service in the company - Company's actions towards him - Whether it had condoned his actions - Whether the claimant had been victimised by the company - Factors to consider - Effect of - Whether his dismissal had been justified - Whether dismissal without just cause and excuse
Pang Kang Leung v. UMW Toyota Sdn Bhd
(Duncan Sikodol) [2017] 1 ILR 361
Breach of company rules and policies - Whether the claimant had threatened COW1 vide WhatsApp messages - Evidence adduced - Effect of - COW1's conduct towards the claimant thereafter - Whether it had shown that she had feared for her life and that of her family - Whether the allegation had been proven against the claimant - Whether it had justified his dismissal
Mohamad Azhar Abdul Halim v. Naza Motor Trading Sdn Bhd
(Sarojini Kandasamy) [2017] 1 ILR 292
Constructive dismissal - Benefits - Claimant not paid his annual increment - Whether it had been a contractual or discretionary provision - Factors to consider - Evidence adduced - Evaluation of - Effect of - Whether it had amounted to a fundamental breach that had gone to the root of the contract of employment entitling him to walk out of it - Whether he had been constructively dismissed - Whether dismissal without just cause and excuse
Loh Kok Chai v. GCH Retail (Malaysia) Sdn Bhd
(Reihana Abd Razak) [2017] 1 ILR 315
Constructive dismissal - Suspension letter - Claimant suspended from duties pending an investigation being conducted against him for allegations of misconduct - Whether it had been the management's prerogative to suspend him - Whether his suspension had amounted to a fundamental breach that had gone to the root of the contract of employment which had entitled him to walk out of his employment - Factors to consider - Effect of - Whether he had been constructively dismissed - Whether he had been dismissed - Whether dismissal without just cause and excuse
Loh Kok Chai v. GCH Retail (Malaysia) Sdn Bhd
(Reihana Abd Razak) [2017] 1 ILR 315
Insubordination - Whether the claimant had acted in an insubordinate way towards his superior - Factors to consider - Evidence adduced - Effect of - Whether it had been an isolated incident - Whether he had been provoked - Whether insubordination had been successfully proven against him - Evidence adduced - Evaluation of - Whether his dismissal had been justified under the circumstances - Whether dismissal without just cause and excuse
Mohd Irwan Arifin v. Aluminium Company Of Malaysia Berhad
(Andersen Ong Wai Leong) [2017] 1 ILR 397
Misconduct - Claimant allegedly threatening COW1 vide WhatsApp messages - Whether proven by the company - Evidence adduced - Effect of - Claimant unable to be identified in the WhatsApp messages - Effect of - COW1 failing to keep the original WhatsApp messages - Whether the WhatsApp messages could be manipulated - Whether it had been credible and authentic and safe to rely on to prove the charge - Effect of - What COW1 should have done - Whether this allegation had successfully been proven against the claimant - Whether the company had been reasonable in dismissing him - Whether dismissal without just cause or excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5)
Mohamad Azhar Abdul Halim v. Naza Motor Trading Sdn Bhd
(Sarojini Kandasamy) [2017] 1 ILR 292
Misconduct - Claimant failing to submit important reports and respond to his superior's e-mails - Whether it had constituted insubordinate behaviour and had been serious misconduct - Factors to consider - Effect of - Whether the company had been justified in framing the charges against him and holding the DI - Whether the claimant had been victimised by the company - Evidence adduced - Effect of
Loh Kok Chai v. GCH Retail (Malaysia) Sdn Bhd
(Reihana Abd Razak) [2017] 1 ILR 315
Misconduct - Claimant rude and discourteous to his superior - Whether it had constituted serious misconduct - Factors to consider - Company failing to consider mitigating circumstances before dismissing him - What it should have done - Whether his misconduct had justified his dismissal
Mohd Irwan Arifin v. Aluminium Company Of Malaysia Berhad
(Andersen Ong Wai Leong) [2017] 1 ILR 397
Performance - Unsatisfactory performance - Claimant allegedly having an attitude problem and failing to perform up to expectations - Whether proven by the company - Evidence adduced - Evaluation of - Effect of - Whether the company's actions towards him had been bona fide - Whether the claimant had been bullied and victimised - Whether the company had behaved reasonably towards him - Factors to consider - Whether his non-performance had justified his dismissal - Claimant's conduct - Whether dismissal without just cause or excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5)
Tan Cheng Leng v. Tropicana Medical Centre (M) Sdn Bhd
(Rosenani Abd Rahman) [2017] 1 ILR 383
Retrenchment - Redundancy - Company failing to hold prior discussions or consultation or give warnings to the claimants - Whether it had rendered the retrenchment mala fide - Factors to consider - Evidence adduced - Effect of
Sim Chit Siong & Ors v. Instacom Group Berhad
(Ani Ak Solep) [2017] 1 ILR 242
Retrenchment - Redundancy - Whether the claimants' positons had become redundant - Factors to consider - Effect of
Sim Chit Siong & Ors v. Instacom Group Berhad
(Ani Ak Solep) [2017] 1 ILR 242
Retrenchment - Restructuring - Whether the company's financial situation had justified its restructuring - Factors to consider - Whether the company had exercised its management prerogative in a bona fide manner - Whether the claimants had been paid fair retrenchment benefits - Evidence adduced - Effect of - Whether the company had victimised or discriminated against the claimants - Whether the claimants' retrenchments had been carried out bona fide - Whether their dismissals had been without just cause and excuse
Sim Chit Siong & Ors v. Instacom Group Berhad
(Ani Ak Solep) [2017] 1 ILR 242
DOMESTIC INQUIRY
Procedural impropriety - Whether the DI had been conducted properly and in compliance with the rules of natural justice - Factors to consider - Evidence adduced - Effect of - Claimant failing to attend the DI - Reasons for the same - What he should have done
Loh Kok Chai v. GCH Retail (Malaysia) Sdn Bhd
(Reihana Abd Razak) [2017] 1 ILR 315
EVIDENCE
Adverse inference - Non-production of material witnesses - Whether Normimi and Teh had been material witnesses in this matter - Whether they would have given evidence differing from that given in the DI if called to testify at the hearing - Factors to consider - Effect of - Whether an adverse inference ought to be drawn against the company
Mohd Irwan Arifin v. Aluminium Company Of Malaysia Berhad
(Andersen Ong Wai Leong) [2017] 1 ILR 397
Documentary evidence - Findings of the DI - Whether the rules of natural justice had been complied with - Factors to consider - Effect of - Whether the DI had been validly held
Pang Kang Leung v. UMW Toyota Sdn Bhd
(Duncan Sikodol) [2017] 1 ILR 361
Documentary evidence - Notes of the DI - Whether it had been accurate reflection of the proceedings which had occurred - Factors to consider - Effect of
Pang Kang Leung v. UMW Toyota Sdn Bhd
(Duncan Sikodol) [2017] 1 ILR 361
Documentary evidence - Show cause and suspension letter against the claimant - Whether the charge contained therein had been defective for want of material particulars - Factors to consider - Effect of - Company's reasons for the same - Whether acceptable - Whether the charge had been void ab initio
Mohamad Azhar Abdul Halim v. Naza Motor Trading Sdn Bhd
(Sarojini Kandasamy) [2017] 1 ILR 292
Documentary evidence - Whether the claimant had been a workman - Factors to consider - Evidence adduced - Effect of - Claimant holding the position of the Finance Director in the company - Whether there had been any employment relationship between him and the company - Factors to consider - Claimant admitting to being removed as a Director - What it had shown - Effect of - Whether he had been dismissed by the company - Whether his dismissal had been with just cause and excuse
Mohamed Arshad Adam Kassam Salehmohamed v. Owens, Williams & Wood Consulting Sdn Bhd
(Rosenani Abd Rahman) [2017] 1 ILR 408
Documentary evidence - Whether the claimant had been a workman - Whether he had been employed by the company as its Finance Director - Factors to consider - Evidence adduced - Effect of - Whether the remedy under s. 20 of the Industrial Relations Act 1967 had been available to him - Industrial Relations Act 1967, ss. 2 & 20(1)
Mohamed Arshad Adam Kassam Salehmohamed v. Owens, Williams & Wood Consulting Sdn Bhd
(Rosenani Abd Rahman) [2017] 1 ILR 408
Witness - Conflicting evidence - Whether COW1 had been a credible witness - Factors to consider - Whether her evidence had been probable and could be believed - Effect of
Mohamad Azhar Abdul Halim v. Naza Motor Trading Sdn Bhd
(Sarojini Kandasamy) [2017] 1 ILR 292
Witness - Whether COW2's evidence had consisted of mainly hearsay evidence - Evidence adduced - Evaluation of - Effect of - Whether it had been safe to rely on her evidence - Factors to consider - Evidence Act 1950, s. 60
Mohamad Azhar Abdul Halim v. Naza Motor Trading Sdn Bhd
(Sarojini Kandasamy) [2017] 1 ILR 292
INDUSTRIAL COURT
Jurisdiction - When it should be exercised by the Industrial Court in an application for interpretation under s. 33(1) of the Act - Factors to consider - Effect of - Whether there had been disputed questions of facts - Evidence adduced - Whether the Industrial Court ought to answer the questions posed by the Union - Industrial Relations Act 1967, s. 33(1)
National Union Of Bank Employees, States Of Malaya v. Malayan Commercial Bank's Association & Anor
(Anna Ng Fui Choo) [2017] 1 ILR 346
Procedure - Pleadings - Company's pleadings - Whether it had contained the reasons for her dismissal - Whether the absence of the reasons had been highly prejudicial to the claimant's defence - Factors to consider - Effect of - What the company should have done - Whether the pleadings had been defective and bad in law for non-disclosure of material particulars
Lee Pei Sze v. Swiftlet Garden Sdn Bhd
(Duncan Sikodol) [2017] 1 ILR 390
Remedies - Reinstatement - Whether ought to be awarded to the probationer claimant - Factors to consider - Effect of - Industrial Relations Act, 1967 the Second Schedule
Lee Pei Sze v. Swiftlet Garden Sdn Bhd
(Duncan Sikodol) [2017] 1 ILR 390
INTERPRETATION
Collective Agreement - Article on the transfer of employees - Whether it required the consent of the employees concerned - Factors to consider - Perusal of arts. 15 and 16 of the CA - Effect of - Whether the union's application ought to be allowed - Industrial Relations Act 1967, s. 33(1)
National Union Of Bank Employees, States Of Malaya v. Malayan Commercial Bank's Association & Anor
(Anna Ng Fui Choo) [2017] 1 ILR 346
LABOUR LAW
Dismissal - Misconduct - Chain of events leading to dismissal of employee - Issuance of warning letters after employee chaired union meeting - Change on employee's designation - Whether done with ulterior motive - Whether employee's dismissal from employment done with just cause and excuse - Whether proper case warranting judicial review intervention
Damien Thanam Divean v. CSC Malaysia Sdn Bhd
(Su Geok Yiam J) [2017] 1 ILR 209
INDEKS PERKARA
KONTRAK PERKHIDMATAN
Jenis - Kontrak perkhidmatan tempoh tetap - Kontrak perkhidmatan YM tidak diperbaharui - Sama ada YM mempunyai jangkaan sah bahawa kontrak perkhidmatannya akan disambungkan oleh syarikat responden - Keterangan yang dikemukakan - Kesannya - Sama ada penamatan perkhidmatan YM telah dilakukan secara adil dan bersebab
Reeja Che Pi lwn. THHE Fabricators Sdn Bhd
(Tan Ghee Phaik) [2017] 1 ILR 333
Jenis - Kontrak perkhidmatan tempoh tetap - Kontrak perkhidmatan YM tidak diperbaharui atas alasan prestasi kerjanya yang tidak memuaskan - Sama ada berjaya dibuktikan oleh syarikat responden - Keterangan yang dikemukakan - Kesannya - Apa yang syarikat responden seharusnya lakukan - Tindakan yang telah diambil oleh syarikat responden ke atas YM - Apa ia menunjukkan - Sama ada penamatan perkhidmatan YM telah dilakukan secara adil dan bersebab
Reeja Che Pi lwn. THHE Fabricators Sdn Bhd
(Tan Ghee Phaik) [2017] 1 ILR 333
Jenis - Kontrak perkhidmatan tempoh tetap - Sama ada kontrak perkhidmatan YM merupakan suatu kontrak perkhidmatan tempoh tetap yang tulen - Faktor-faktor yang harus diambil kira - Keterangan yang dikemukakan - Kesannya
Reeja Che Pi lwn. THHE Fabricators Sdn Bhd
(Tan Ghee Phaik) [2017] 1 ILR 333
PEMBUANGAN KERJA
Ketidakpatuhan terhadap peraturan dan polisi syarikat - Ketidakjujuran - Sama ada YM telah cuba menimbulkan dakwaan yang tidak berasas terhadap EAA berkaitan pelaksanaan projek yang lembab - Keterangan yang dikemukakan - Kesannya - Penjelasan YM - Sama ada dapat diterima - Sama ada pertuduhan ini berjaya dibuktikan terhadap beliau - Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab
Zailan Shahbudin lwn. BASF Petronas Chemicals Sdn Bhd
(Eddie Yeo Soon Chye) [2017] 1 ILR 255
Ketidakpatuhan terhadap peraturan dan polisi syarikat - Rasuah - Sama ada YM telah mengambil rasuah daripada pembekal syarikat responden - Faktor-faktor yang harus diambil kira - Keterangan yang dikemukakan - Kesannya - Sama ada pertuduhan ini berjaya dibuktikan terhadap beliau - Sama ada penamatan perkhidmatan beliau telah dilakukan secara adil dan bersebab
Zailan Shahbudin lwn. BASF Petronas Chemicals Sdn Bhd
(Eddie Yeo Soon Chye) [2017] 1 ILR 255
Ketidakpatuhan terhadap peraturan dan polisi syarikat - Sama ada salah laku YM merupakan suatu salah laku yang serius yang mewajarkan pembuangan kerjanya - Jawatan yang disandang oleh YM di syarikat responden - Tempoh perkhidmatan YM dengan syarikat responden - Sama ada tindakan syarikat responden terhadap beliau berpatutan - Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab
Zailan Shahbudin lwn. BASF Petronas Chemicals Sdn Bhd
(Eddie Yeo Soon Chye) [2017] 1 ILR 255
Prestasi kerja - Prestasi kerja yang tidak memuaskan - Sama ada berjaya dibuktikan oleh pihak syarikat - Keterangan yang dikemukakan - Kesannya - Alasan YM - Sama ada dapat diterima - Sama ada tindakan YM merupakan suatu perlanggaran kontrak pekerjaannya dengan pihak syarikat - Faktor-faktor yang harus diambil kira - Kesannya - Jawatan yang disandang oleh YM - Sama ada YM telah bertindak secara adil terhadap jawatan yang dipegang olehnya - Apa yang beliau seharusnya lakukan - Kesannya - Sama ada terdapat keperluan di pihak syarikat untuk memberi panduan dan tunjuk ajar kepada beliau - Tindakan pihak syarikat terhadapnya - Sama ada munasabah - Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab - Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5)
Md Zakri Awang lwn. H-Lai Mart Sdn Bhd
(Ahmad Rosli Mohd Sham) [2017] 1 ILR 272
SIASATAN DALAMAN
Ketiadaan - Pihak syarikat telah mengadakan "mesyuarat siasatan" - Sama ada "mesyuarat siasatan" tersebut memenuhi kehendak undang-undang - Faktor-faktor yang harus diambil kira - Keterangan yang dikemukakan - Kesannya - Sama ada YM telah diberikan peluang untuk mengemukakan kesnya - Sama ada hak beliau telah terjejas di bawah undang-undang
Md Zakri Awang lwn. H-Lai Mart Sdn Bhd
(Ahmad Rosli Mohd Sham) [2017] 1 ILR 272
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