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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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