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IN THIS ISSUE BULLETIN 03/2019
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LATEST HIGHLIGHTS
CASE HIGHLIGHTS

HAMDAN RASID HJ A MANAN v. TELEKOM MALAYSIA BERHAD
INDUSTRIAL COURT, KUALA LUMPUR
PARAMALINGAM J DORAISAMY
AWARD NO. 30 OF 2019 [CASE NO: 30(14)/4-1207/17]
3 JANUARY 2019

DISMISSAL: Constructive dismissal – Salary – Claimant not given a salary increment and bonus – Reasons for the same – Whether he had been performing poorly for that year – Evidence adduced – Evaluation of – Effect of – Company’s actions towards him – Whether reasonable – Whether it had amounted to a fundamental breach which had gone to the root of his contract of employment – Whether it had justified him walking out of his employment and claiming constructive dismissal

DISMISSAL: Constructive dismissal – Salary – Claimant not given a salary increment and bonus due to his poor performance – Whether he had been fairly assessed – Factors to consider – Evidence adduced – Effect of – Company’s actions towards him – Whether reasonable – Whether it had breached the fundamental terms of his employment contract

DISMISSAL: Constructive dismissal – Whether the company had disclosed private and confidential information to third parties without his permission, in contravention of the Personal Data Protection Act 2010 – Factors to consider – Effect of – Whether it had constituted a fundamental breach of his employment contract

EVIDENCE: Burden of proof – Whether discharged by the claimant in proving constructive dismissal – Effect of


SUSEELA DEVI BALAKRISHNAN v. INTI INTERNATIONAL COLLEGE KUALA LUMPUR SDN BHD
INDUSTRIAL COURT, KUALA LUMPUR
P IRUTHAYARAJ D PAPPUSAMY
AWARD NO. 343 OF 2019 [CASE NO: 24(14)/4-1119/16]
22 JANUARY 2019

DISMISSAL: Retrenchment – Redundancy – Claimant offered VSS – Whether mutual termination had taken place upon her acceptance of it – Factors to consider – Evaluation of the case laws – Effect of

DISMISSAL: Retrenchment – Redundancy – Claimant terminated based on VSS – Whether the VSS had been genuine and voluntary – Factors to consider – Evidence adduced – Evaluation of – Whether the claimant had been dismissed by the company – Whether dismissal without just cause or excuse – Industrial Relations Act 1967, ss. 20(3) & 30(5)

DISMISSAL: Retrenchment – Redundancy – Whether the claimant’s acceptance of retrenchment benefits had precluded or estopped her from contending that her dismissal had been unlawful – Factors to consider – Evidence adduced – Effect of – Whether she had accepted the VSS voluntarily – Whether she had been dismissed by the company – Whether dismissal without just cause and excuse

DISMISSAL: Retrenchment – Redundancy – Whether the claimant’s position had become redundant – Whether it had been a bona fide exercise of management’s prerogative – Factors to consider – Evidence adduced – Effect of – Company’s actions towards her – What it had shown – Whether she had been dismissed – Whether dismissal without just cause and excuse

LATEST CASES (ILR Issue 02 of 2019)
 
Award Parties Citation Links
  Sri Ganeson Angamuthu v. Anglo-Eastern Plantations (M) Sdn Bhd & Anor
[Judicial Review No: 25-301-11-2015]
[2019] 1 ILR 249 cljlaw
labourlaw
Syarikat Logistik Petikemas Sdn Bhd v. Masri Halim & Ors And Other Appeals
[Civil Appeals No: BA-16-23-06-2016, BA-16-24-06-2016 & BA-16-26-06-2016]
[2019] 1 ILR 294 cljlaw
labourlaw
1/2019 Kesatuan Kakitangan Akademik KYP Education Sdn Bhd lwn. KYP Education Sdn Bhd
[No. Kes: 1/3-903/18]
[2019] 1 ILR 312 cljlaw
labourlaw
30/2019 Hamdan Rasid Hj A Manan v. Telekom Malaysia Berhad
[Case No: 30(14)/4-1207/17]
[2019] 1 ILR 325 cljlaw
labourlaw
67/2019 Kalaivanan Mannikam v. Malaysian Airlines
[Case No: 3/4-265/15]
[2019] 1 ILR 348 cljlaw
labourlaw
87/2019 Bat Rayada A Khamid v. Eighty Nine Machinery Trading Sdn Bhd
[Case No: 2/4-1179/15]
[2019] 1 ILR 362 cljlaw
labourlaw
199/2019 Gurcharan Singh Melkha Singh v. Sixfingers Dot Com Sdn Bhd
[Case No: 30(14)/4-817/17]
[2019] 1 ILR 367 cljlaw
labourlaw
255/2019 Gowry Prabagari Elankoovan v. Giant Management Services Sdn Bhd (Global Modern International School)
[Case No: 4/4-610/18]
[2019] 1 ILR 388 cljlaw
labourlaw
332/2019 Kiron Kumar George Manuel v. Akubekam (M) Sdn Bhd
[Case No: 25(22)/4-1158/16]
[2019] 1 ILR 398 cljlaw
labourlaw
343/2019 Suseela Devi Balakrishnan v. INTI International College Kuala Lumpur Sdn Bhd
[Case No: 24(14)/4-1119/16]
[2019] 1 ILR 421 cljlaw
labourlaw
To Subject Index
ARTICLE HIGHLIGHT

CASUAL EMPLOYMENT: ALL EMPLOYERS NEED TO KNOW ABOUT RECENT CHANGES AND POSSIBLE CLAIMS
AUSTRALIA
Timely for employers to examine casual employment arrangements
Casual employees are often hired by employers to supplement their workforce where they may require work to be performed on an intermittent and ad-hoc basis. The renewed focus on casual employment in 2018 serves to remind employers about the need to actively manage casual employment arrangements. In this post, we step employers through the true nature of casual employment, recent developments and remind employers about key issues associated with casual employees.

Read More

NEW LEGISLATION COULD OUTLAW NON-DISCLOSURE AGREEMENTS
UK
UK proposes change in law on non-disclosure agreements
New proposals to prevent employers using “gagging clauses” to conceal sexual harassment, intimidation and racism complaints are to be unveiled by the government this week. The plans, to be included in a consultation, could lead to new legislation that would prevent non-disclosure agreements (NDAs) being used to prevent victims reporting serious complaints to the police.

Read More

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