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LATEST CASES (ILR Issue 3 of 2015) SUBJECT INDEX ADMINISTRATIVE LAW Judicial remedies - Judicial review - Whether High Court conducted thorough scrutiny of findings of fact and reasoning by Industrial Court - Test for intervention - Whether there was abuse of power or unfair treatment by Industrial Court - Whether disagreement with reasoning of Industrial Court could form basis for judicial review DISMISSAL Breach of company rules and policies - Negligence - Claimant allegedly negligent in handling the company's employee's dismissal case - No findings made by the Industrial Court that the dismissal had been unfair - Whether the company had jumped the gun - Factors to consider - Effect of - What the company should have done Breach of company rules and policies - Negligence - Whether the claimant had been negligent in handling the company's dismissal case in relation to one of its employees - Evidence adduced - Effect of - Company's actions - Whether it had amounted to condonation on its part - Company aware of the dismissal letter issued by the claimant - Company only bringing the charge 3 years after the event - Effect of - Whether the claimant had been constructively dismissed - Whether dismissal without just cause or excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5) Constructive dismissal - Demotion - Claimant demoted pursuant to the findings of the DI - Whether it had amounted to a breach of a fundamental term of his contract of employment - Evidence adduced - Whether it had been sufficient to claim constructive dismissal - Whether the claimant had delayed in taking action - Factors to consider - Effect of Constructive dismissal - Salary - Claimant's salary reduced pursuant to the findings of the DI - Whether the company by its actions had breached the contract of employment - Factors to consider - Whether the claimant had been constructively dismissed Criminal conviction - Claimant convicted of theft and sentenced in the Dubai courts - Company summarily dismissing him based on the conviction - Whether the misconduct had been proven against him - Factors to consider - Evidence adduced - Effect of - Claimant's defence - Whether could be accepted - Whether the company had acted reasonably in dismissing him - Whether the claimant had been dismissed with just cause and excuse Retirement - Expatriate claimant - Claimant on a series of fixed term contracts - Claimant retired prior to the expiry of his last fixed term contract - Whether it had amounted to a unilateral termination by the company - Factors to consider - Evidence adduced - Evaluation of - Whether the claimant had been retired by the company instead - Age of the claimant at the material time - Whether the company's actions had been reasonable - Effect of - Whether there had been a dismissal Retrenchment - Restructuring - Claimant retrenched - Claimant not warned or consulted prior to being retrenched - Whether the retrenchment exercise had been carried out in accordance with accepted practice - Factors to consider - Whether the Code of Conduct for Industrial Harmony had legal force - What role it had played - Whether the company had been required to inform its employees of its decision to reorganise itself - Whether her dismissal had been with just cause and excuse Retrenchment - Restructuring - Claimant retrenched - Whether the restructuring exercise had been carried out bona fide - Evidence adduced - Factors to consider - Effect of - Company's financial position at the material time - Whether the claimant's retrenchment had been a colourable exercise of management power - Whether her dismissal had been with just cause and excuse Retrenchment - Restructuring - Claimant retrenched but not paid retrenchment benefits - Whether it had made her retrenchment unlawful - Financial state of the respondent company at the material time - Whether its actions of just paying her one month's pay in lieu of notice had been reasonable - Factors to consider - Claimants actions whilst with the company - Whether she had appropriated the company's monies - Whether her actions had contributed to the company's financial state - Evidence adduced - Effect of DOMESTIC INQUIRY Absence of - Company summarily dismissing the claimant - Company failing to follow its own procedures - Effect of Procedural impropriety - DI held before sole panel member - Whether the DI had been defective - Factors to consider EVIDENCE Burden of proof - Whether sufficiently discharged by the claimant to prove constructive dismissal - Whether the contract test satisfied - Factors to consider - Evidence adduced Burden of proof - Whether the company had discharged its burden in establishing that the claimant's retrenchment had been carried out bona fide - Evidence adduced - Effect of INDUSTRIAL COURT Procedure - Parties - Joinder - Whether the proposed joinees should be joined to the non-compliance application - Factors to consider - Whether the corporate veil of the company should be lifted - Evidence adduced - Evaluation of - Whether the joinder application ought to be allowed Procedure - Pleadings - Failure to plead - Claimant failing to plead victimisation by the company - Whether her evidence could be accepted in Court LABOUR LAW Employment - Employer's liability - Employer's duty to provide safe working environment for employee - Employee died due to fall from tractor - Whether deceased exposed to risk - Whether incident occurred during working hours - Whether there was causal nexus between employer's breach and risk to deceased's safety - Whether employer rebutted duty imposed under s. 60 of OSHA on balance of probabilities - Occupational Safety and Health Act 1994, s. 15(1) NON-COMPLIANCE Collective Agreement - Article on payment of retirement benefits - Whether it had included service charge points - Factors to consider - Effect of - Perusal of the article - Words used - Intention of the parties - Whether there had been non-compliance by the respondent Collective Agreement - Article on payment of service charge - Whether it had been complied with by the respondent - Perusal of the article - Factors to consider - Effect of - Whether there had been special circumstances to vary it - Evidence adduced - Whether the respondent had suffered financial loss - Effect of - Whether it had been a fundamental term of the said collective agreement - Whether there had been non-compliance by the respondent Collective Agreement - Article on wage system - Whether the respondent had imposed a new wage system unilaterally - Factors to consider - Effect of - Whether there had been non-compliance by the respondent of the said collective agreement TRADE DISPUTE Collective Agreement - Article on acting allowance - Whether the word "salary" should be substituted with "wages" - Factors to consider Collective Agreement - Article on meal and travel allowance - Whether the status quo should be maintained - Factors to consider - Whether the laundry allowance and winter clothing allowance should be increased - Factors to consider Collective Agreement - Article on mileage - Whether the union's proposal that it be increased had been reasonable - Factors to consider - Effect of Collective Agreement - Article on overtime - Union proposing an increase in the quantum for the inconvenience allowance for staff not entitled to overtime pay - Whether could be accepted - Proposed quantum - What would be a reasonable sum to award - Factors to consider - Employment Act 1955 Collective Agreement - Article on retirement gratuity - Whether the union's proposal that there be an optional age of retirement should be allowed - Factors to consider - Determination of optional retirement age - Factors to consider - Whether the union's proposal for additional retirement benefits could be accepted - Factors to consider Collective Agreement - Article on salary structure and annual increment - Whether the Harun J formula applied - Union proposing that the quantum of the annual increment be improved - Whether acceptable - Factors to consider - Effect of - Determination of quantum of increase Collective Agreement - Article on shift allowance - Whether the status quo should be maintained - Factors to consider - Effect of Collective Agreement - Article on uniform and safety shoes - Whether the union's proposal that staff working in the plant should be given safety shoes which are of good quality could be accepted - Factors to consider - Effect of Collective Agreement - Article on variable compensation bonus - Whether the Guidelines For Wage Reform should be followed - Whether there should be a fixed component and a variable component for the bonus - Factors to consider - Effect of Collective Agreement - Article on vehicle loan scheme - Whether the union's proposal to extend the coverage to vehicles and to extend the period for the repayment of the loan to seven years could be accepted - Factors to consider - Effect of Collective Agreement - Article on working hours - Whether 45 hours per week had been reasonable - Factors to consider - Whether the union's proposal that staff on normal working hours be given five days advance notice had been feasible - Factors to consider - Effect of WORDS & PHRASES Clean Wage - What it means - Whether mandatory in the hotel industry Salary - No definition in the Industrial Relations Act 1967 - Decisions of the Industrial Courts Wages - Definition of - Whether it had included service charge points Wages - No definition in the Industrial Relations Act 1967 - Decisions of the Industrial Courts INDEKS PERKARA KETERANGAN Saksi - Keterangan YM di SD tidak konsisten dengan keterangannya di mahkamah atau keterangan dokumentasinya - Kesannya MAHKAMAH PERUSAHAAN Bidangkuasa - Syarikat responden mendakwa bahawa pembayaran kepada YM merupakan bayaran nafkah dan bukan gaji - Sama ada mahkamah perusahaan mempunyai bidangkuasa untuk memutuskan isu ini - Faktor-faktor yang harus diambil kira - Kesannya Prosidur - Tindakan - Sama ada prinsip res judicata terpakai di Mahkamah Perusahaan Prosidur - Tindakan - Semasa Ketua Pengarah Buruh memberi keputusan, tuntutan telah pun difailkan di mahkamah ini - Sama ada keputusan Ketua Pengarah Buruh itu betul di sisi undang-undang - Faktor-faktor yang harus diambil kira - Kesannya - Sama ada mahkamah ini mempunyai bidang kuasa untuk mengenepikan keputusan Ketua Pengarah Buruh - Apa yang harus dilakukan - Akta Kerja 1955, ss. 69A(a) & 77 Prosidur - Tindakan - YM1 dan YM3 telah mengemukakan aduan kepada Jabatan Buruh - Kandungan aduan tersebut - Ketua Pengarah Buruh telah memberi keputusan - Sama ada keputusan Ketua Pengarah Buruh menghalang YM1 dan YM3 mengemukakan aduan di mahkamah ini - Faktor-faktor yang harus diambil kira - Kesannya - Akta Kerja 1955 dan Akta Perhubungan Perusahaan 1967 - Penelitian peruntukan di dalam kedua akta ini - Kesannya Remedi - Pampasan - Apakah pampasan yang wajar diawardkan di dalam kes ini - Faktor-faktor yang harus diambil kira - Kesannya PEMBUANGAN KERJA Ketidakpatuhan terhadap polisi syarikat - Kecuaian - Sama ada YM telah cuai kerana tidak menarik brek tangan semasa kejadian - Keterangan yang dikemukakan - Kesannya - Sama ada salah laku tersebut berjaya dibuktikan oleh syarikat - Keterangan yang dikemukakan - Kesannya - Pembelaan YM - Sama ada memuaskan - Sama ada dapat diterima - Sama ada tindakan syarikat menamatkan perkhidmatannya munasabah - Faktor-faktor yang harus diambil kira - Kesannya - Sama ada YM telah dibuang kerja tanpa alasan yang adil dan bersebab - Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5) Notis penamatan - Alasan yang dinyatakan di dalamnya untuk menamatkan perkhidmatan YM - Sama ada kemampuan kewangan dan penceraian COW1 dengan YM merupakan alasan yang adil dan bersebab untuk menamatkan perkhidmatan YM - Faktor-faktor yang harus diambil kira - Keterangan yang dikemukakan - Penilaian keterangan - Kesannya - Sama ada pembuangan kerja YM telah dilakukan secara adil and bersebab - Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5) Notis penamatan - YM diserahkan dua notis penamatan - Penentuan tarikh YM dibuang kerja - Faktor-faktor yang harus diambil kira - Sama ada mahkamah boleh mengubah tarikh yang dinyatakan di dalam rujukan YB Menteri Sumber Manusia Pembersaraan - YM1 dan YM3 ditamatkan perkhidmatan kerana telah mencapai umur 60 tahun - Sama ada itu merupakan alasan yang adil dan bersebab untuk menamatkan perkhidmatan mereka - Faktor-faktor yang harus diambil kira - Keterangan yang dikemukakan - Kesannya - Sama ada penamatan perkhidmatan YM1 dan YM3 telah dilakukan secara adil dan bersebab - Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5) SIASATAN DALAMAN Kecacatan prosedur - Sama ada SD yang dijalankan adalah sah dan keputusannya adalah tepat - Faktor-faktor yang harus diambil kira - Kesannya |
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