BULLETIN 08/2020

LATEST CASES (ILR Issue 7 of 2020)

SUBJECT INDEX

ADMINISTRATIVE LAW

Certiorari – Application for – Application to quash decision of Disciplinary Appeal Board of Public Services Commission of Malaysia ('Appeal Board') – Disciplinary investigation carried on against applicant for being dishonest, untrustworthy and irresponsible – Allegations that applicant submitted fake medical certificates – Disciplinary authority found that applicant failed to exculpate himself in respect of charge – Applicant dismissed from public service – Appeal to Appeal Board dismissed – Whether decision of Appeal Board tainted with illegality, irrationality and procedural impropriety – Whether decision ought to be quashed – Public Officers (Conduct and Discipline) Regulations 1993, regs. 4(2) & 38(g)
Muhammad Sazrin Ismail v. Pengerusi Lembaga Tatatertib Kumpulan Sokongan (No 1) & Ors
(Azizah Nawawi J) [2020] 3 ILR 25 cljlaw labourlaw

Judicial review – Application for – Application to quash award of Industrial Court – Whether Industrial Court erred in deciding dismissal of employee without just cause and excuse – Whether company may terminate employee notwithstanding he was found not guilty by domestic inquiry – Whether audi partem rule applicable in termination of employment agreement without any termination benefit – Whether employer failed to comply with s. 14 of Employment Act 1955 – Whether application allowed – Rules of Court 2012, O. 53
Pelabuhan Tanjung Pelepas Sdn Bhd v. Industrial Court, Malaysia & Anor
(Awang Armadajaya Awang Mahmud JC) [2020] 3 ILR 40 cljlaw labourlaw

Judicial review – Decision of Industrial Court – Dismissal of employee, President of Secretariat of the National Union of Flight Attendants Malaysia ('NUFAM'), a registered trade union – Whether unfair dismissal – Employee made press statement in relation to working condition of workmen – Whether issues highlighted related to objective of trade union – Whether statements made in capacity as President of NUFAM – Whether statements were in interest of members of trade union without involving illegal act – Whether press statements caused disrepute to image and reputation of company – Whether Industrial Court's decision tainted with error of law and irrationality – Industrial Relations Act 1967, ss. 4(1), 5(1) – Trade Unions Act 1959, s. 22
Ismail Nasaruddin Abdul Wahab v. Malaysia Airline System Bhd & Anor
(Nordin Hassan J) [2020] 3 ILR 1 cljlaw labourlaw

Public servant – Dismissal from service – Application for certiorari order to quash decision of Disciplinary Appeal Board of Public Services Commission of Malaysia ('Appeal Board') – Disciplinary investigation carried on against public servant for being dishonest, untrustworthy and irresponsible – Allegations that public servant submitted fake medical certificates – Disciplinary authority found that public servant failed to exculpate himself in respect of charge – Public servant dismissed from public service – Appeal to Appeal Board dismissed – Whether decision of Appeal Board tainted with illegality, irrationality and procedural impropriety – Whether decision ought to be quashed – Public Officers (Conduct and Discipline) Regulations 1993, regs. 4(2) & 38(g)
Muhammad Sazrin Ismail v. Pengerusi Lembaga Tatatertib Kumpulan Sokongan (No 1) & Ors
(Azizah Nawawi J) [2020] 3 ILR 25 cljlaw labourlaw

CONTRACTS OF EMPLOYMENT

Terms and conditions – Whether the claimants had been on fixed-term contracts and had known that it had had an end date – Whether the company had promised them renewals on their respective contracts of employment – Factors to consider – Evidence adduced – Effect of – Claimants' actions – What it had shown – Evidence Act 1950, ss. 101 & 103
Mohd Rozi Othman v. Suria Strategic Energy Resources Sdn Bhd
(Noor Ruwena Mohd Nurdin) [2020] 3 ILR 97 cljlaw labourlaw

DISMISSAL

Constructive dismissal – Transfer – Claimant transferred – Whether he had delayed in claiming constructive dismissal – Factors to consider – Evidence adduced – Effect of
Ganesan Satimuti v. Paloh Medical Center Sdn Bhd
(Domnic Selvam Gnanapragasam) [2020] 3 ILR 166 cljlaw labourlaw

Constructive dismissal – Transfer – Claimant transferred – Whether his grounds for claiming constructive dismissal had been too remote – Whether the respondent company had been justified in its actions towards him – Factors to consider – Evidence adduced – Effect of – Whether its actions had been a fundamental breach that had gone to the root of his contract of employment – Whether the transfer had been carried out bona fide – Whether dismissal without just cause and excuse
Ganesan Satimuti v. Paloh Medical Center Sdn Bhd
(Domnic Selvam Gnanapragasam) [2020] 3 ILR 166 cljlaw labourlaw

Constructive dismissal – Transfer – Whether the respondent company's transfer of the claimant to its Malaysia Operations Division had been done in good faith – Factors to consider – Evidence adduced – Effect of – Claimant's character – Whether he had been a conscientious worker – Whether his previous actions had amounted to misconduct – Respondent company's actions and conduct towards him – What it had shown – Whether the respondent company had acquiesced to his idiosyncrasies – Whether the claimant had been constructively dismissed – Whether dismissal without just cause and excuse
Ganesan Satimuti v. Paloh Medical Center Sdn Bhd
(Domnic Selvam Gnanapragasam) [2020] 3 ILR 166 cljlaw labourlaw

Retrenchment – Redundancy – Claimants' employments terminated and GTM and independent consultants appointed by company to perform tasks – Functions of GTM and the independent contractors upon appointment – Whether these appointments had been intended to victimise the claimants – Whether these appointments had been a management prerogative – Factors to consider – Evidence adduced – Effect of – Whether there had been a redundancy situation in the company at the material time which had led to their “retrenchment”
Mohd Rozi Othman v. Suria Strategic Energy Resources Sdn Bhd
(Noor Ruwena Mohd Nurdin) [2020] 3 ILR 97 cljlaw labourlaw

Retrenchment – Redundancy – Claimants' employments terminated due to a redundancy situation arising from the cancellation of the Projects by the Government – Whether the Government's decision to cancel the projects had been carried out mala fide – Factors to consider – Effect of – Whether a genuine redundancy situation had existed to justify their dismissals – Whether the claimants' retrenchments had been carried out bona fide
Mohd Rozi Othman v. Suria Strategic Energy Resources Sdn Bhd
(Noor Ruwena Mohd Nurdin) [2020] 3 ILR 97 cljlaw labourlaw

Retrenchment – Redundancy – Whether the company had complied with due process in carrying out the claimants' retrenchments – Factors to consider – Evidence adduced – Effect of – Whether the claimants had been given enough time to find alternative employment – Whether there had been any legal obligation on the company to consult or warn its employees before undertaking a retrenchment exercise – Effect of – Whether LIFO had been applicable in the present case where all the company's employees had been terminated
Mohd Rozi Othman v. Suria Strategic Energy Resources Sdn Bhd
(Noor Ruwena Mohd Nurdin) [2020] 3 ILR 97 cljlaw labourlaw

Retrenchment – Redundancy – Whether this had been an ordinary retrenchment case where a company had downsized and discharged its surplus employees – Factors to consider – Evidence adduced – Effect of – Company stating financial unsustainability in retaining the claimants due to the suspension and subsequent termination of the Projects rather than being in a dire financial situation – What that had meant – Whether the Government had made a business decision (through MoF Inc., its investment arm) in relation to the Projects as it had been a matter of national concern – Effect of – Whether the termination of the claimants' employments had been carried out in accordance with accepted standards and procedures
Mohd Rozi Othman v. Suria Strategic Energy Resources Sdn Bhd
(Noor Ruwena Mohd Nurdin) [2020] 3 ILR 97 cljlaw labourlaw

EVIDENCE

Documentary evidence – Claimants seeking to introduce new evidence after the completion of the hearing of the case and whilst the award was being written – The way in which the evidence had sought to be introduced – Whether it had been fair to the company – Whether it had been equitable to allow it – Factors to consider – Whether parties had been bound by their pleadings
Mohd Rozi Othman v. Suria Strategic Energy Resources Sdn Bhd
(Noor Ruwena Mohd Nurdin) [2020] 3 ILR 97 cljlaw labourlaw

INDUSTRIAL COURT

Procedure – Action – Matter of service charge being used to make up minimum wages determined in the High Court and Appellate courts – Whether the Industrial Court had been bound by those decisions – Doctrine of stare decisis – Whether applicable in the present case – Effect of
Kesatuan Kebangsaan Pekerja-pekerja Hotel, Bar Dan Restoran Semenanjung Malaysia v. Pengkalen Holiday Resort Sdn Bhd (Corus Paradise Resort Port Dickson)
(Andersen Ong Wai Leong) [2020] 3 ILR 155 cljlaw labourlaw

Procedure – Representation – Company seeking disqualification of the claimant's solicitor on the ground that he had been his brother – Whether it ought to be allowed – Factors to consider – Evidence adduced – Effect of – Industrial Relations Act 1967, s. 30(5), Industrial Court Rules 1967, r. 3(3) & Legal Profession (Practice and Etiquette) Rules 1978, rr. 3(a), (b)(ii) and 5
Wong Yuen Koong v. WTW Real Estate Sdn Bhd
(Reihana Abd Razak) [2020] 3 ILR 61 cljlaw labourlaw

Remedies – Reinstatement – Whether reinstatement had been an appropriate remedy to award – Factors to consider – Evidence adduced – Effect of
Ganesan Satimuti v. Paloh Medical Center Sdn Bhd
(Domnic Selvam Gnanapragasam) [2020] 3 ILR 166 cljlaw labourlaw

LABOUR LAW

Dismissal – Misconduct – Employee was President of Secretariat of the National Union of Flight Attendants Malaysia ('NUFAM'), a registered trade union – Interview in relation to working condition of workmen – Whether issues highlighted related to objective of trade union – Whether statements made in capacity as President of NUFAM and not as employee of company – Whether statements were in interest of members of trade union without involving illegal act – Whether union members immune from civil suit in relation to tortious act arising from lawful activities of union – Whether press statements caused disrepute to image and reputation of company – Whether conduct of employee could be labelled as misconduct warranting dismissal – Industrial Relations Act 1967, ss. 4(1), 5(1) – Trade Unions Act 1959, s. 22
Ismail Nasaruddin Abdul Wahab v. Malaysia Airline System Bhd & Anor
(Nordin Hassan J) [2020] 3 ILR 1 cljlaw labourlaw

Employment – Dismissal – Whether with just cause and excuse – Whether company may terminate employee notwithstanding he was found not guilty by domestic inquiry – Whether Audi Partem Rule applicable in termination of employment agreement without any termination benefit – Whether employer failed to comply with s. 14 of Employment Act 1955
Pelabuhan Tanjung Pelepas Sdn Bhd v. Industrial Court, Malaysia & Anor
(Awang Armadajaya Awang Mahmud JC) [2020] 3 ILR 40 cljlaw labourlaw

TRADE DISPUTE

Collective Agreement – Terms and conditions of service – Preliminary objection raised on whether the union had the locus standi to proceed with the case where none of its members had been company employees – Factors to consider – Evidence adduced – Evaluation of – Effect of
Paper And Paper Products Manufacturing Employees' Union v. Ornapaper Industry (M) Sdn Bhd
(Paramalingam J Doraisamy) [2020] 3 ILR 88 cljlaw labourlaw

Collective Agreement – Terms and conditions of service – Whether the company could unilaterally convert the employees' service charge to make up the minimum wages in order to comply with the Minimum Wages Order 2012 and 2016 respectively – Factors to consider – Evidence adduced – Effect of
Kesatuan Kebangsaan Pekerja-pekerja Hotel, Bar Dan Restoran Semenanjung Malaysia v. Pengkalen Holiday Resort Sdn Bhd (Corus Paradise Resort Port Dickson)
(Andersen Ong Wai Leong) [2020] 3 ILR 155 cljlaw labourlaw

INDEKS PERKARA

KONTRAK PERKHIDMATAN

Terma dan syarat – Notis pelepasan – Sama ada notis pelepasan yang dikeluarkan oleh syarikat terhadap YM, teratur dan sah – Fakta-fakta yang harus diambil kira – Keterangan yang dikemukakan – Penilaiannya – Kesannya – Siapa yang merupakan majikan YM sebenarnya – Kelakuan dan tindakan YM – Apa ia menunjukkan – Kesannya – Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab
Kapunan Asanang lwn. DTEC Holdings Sdn Bhd
(Noor Hayati Mat) [2020] 3 ILR 83 cljlaw labourlaw

Terma dan syarat – Penukaran pemilikan – Sama ada YM mempunyai continuity of employment daripada masa perkhidmatannya dengan Four Winds – Faktor-faktor yang harus diambil kira – Keterangan yang dikemukakan – Kesannya
Jerad Tharmaraj T Arputharaj lwn. AGS Four Winds Relocations Sdn Bhd
(Rasidah Chik) [2020] 3 ILR 209 cljlaw labourlaw

Terma dan syarat – Perletakan jawatan – Sama ada YM telah dipaksa meletak jawatan dengan syarikat – Faktor-faktor yang harus diambil kira – Keterangan yang dikemukakan – Kesannya
Jerad Tharmaraj T Arputharaj lwn. AGS Four Winds Relocations Sdn Bhd
(Rasidah Chik) [2020] 3 ILR 209 cljlaw labourlaw

PEMBUANGAN KERJA

Notis penamatan – Tiada notis penamatan perkhidmatan dikeluarkan oleh syarikat responden – Sama ada YM telah ditamatkan perkhidmatannya – Faktor-faktor yang harus diambil kira – Keterangan yang dikemukakan – Kesannya
Muhammad Taufiq Mohd Pahlawi lwn. Tenaga Nasional Berhad
(Domnic Selvam Gnanapragasam) [2020] 3 ILR 66 cljlaw labourlaw

Perletakan jawatan – Sama ada YM telah dipaksa untuk meletak jawatan – Faktor-faktor yang harus diambil kira – Keterangan yang dikemukakan – Penilaian keterangan – Kesannya – Tindakan YM – Apa ia menunjukkan – Sama ada YM telah meletak jawatan secara sukarela
Muhammad Taufiq Mohd Pahlawi lwn. Tenaga Nasional Berhad
(Domnic Selvam Gnanapragasam) [2020] 3 ILR 66 cljlaw labourlaw

Prestasi kerja – Prestasi kerja yang tidak memuaskan – Sama ada berjaya dibuktikan oleh syarikat terhadap YM – Keterangan yang dikemukakan – Kesannya – Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab – Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5)
Jerad Tharmaraj T Arputharaj lwn. AGS Four Winds Relocations Sdn Bhd
(Rasidah Chik) [2020] 3 ILR 209 cljlaw labourlaw

Prestasi kerja – Prestasi kerja yang tidak memuaskan – YM gagal mencapai sasarannya untuk tahun-tahun 2014 dan 2015 – Sama ada itu ipso facto bermakna beliau mempunyai prestasi kerja yang tidak memuaskan – Faktor-faktor yang harus diambil kira – Kesannya – Prestasi kerja YM dengan pihak bank dan tempoh perkhidmatannya – Apa ia menunjukkan – Sama ada prestasi kerja yang tidak memuaskan berjaya dibuktikan oleh pihak bank terhadap YM – Keterangan yang dikemukakan – Kesannya – Apa yang pihak bank seharusnya lakukan – Sama ada beliau telah diberi tunjuk ajar dan bimbingan sewaktu diletak di bawah CMPIP – Kesannya – Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab – Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5)
Fisoul Abdullah lwn. Malayan Banking Berhad
(Rasidah Chik) [2020] 3 ILR 191 cljlaw labourlaw

PERTIKAIAN PERDAGANGAN

Perjanjian Kolektif Pertama – Terma dan syarat – Artikel 42 PK berkaitan dengan formula pengiraan gaji, untuk 12 orang pekerja, selepas penguatkuasaan perintah bayaran gaji minima – Sama ada syarikat telah mengikuti formula pengiraan gaji dalam artikel tersebut – Faktor-faktor yang harus diambil kira – Keterangan yang dikemukakan – Kesannya – Sama ada permohonan kesatuan bagi artikel tersebut harus dibenarkan
Kesatuan Kebangsaan Pekerja-pekerja Industri Minuman Semenanjung Malaysia lwn. Nihon Canpack (Malaysia) Sdn Bhd
(Rasidah Chik) [2020] 3 ILR 74 cljlaw labourlaw

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