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LATEST CASES (ILR Issue 11 of 2016)
SUBJECT INDEX
ADMINISTRATIVE LAW
Judicial review - Application for - Order of certiorari to quash decision of Industrial Court - Preliminary objection - Whether application ran foul of O. 53 r. 3(6) of Rules of Court 2012 - Employee medically boarded out by company due to allegations that he was unfit to work - Industrial Court held that employee could have been assigned to a less strenuous job - Whether employee could have continued employment by making adjustments or transfers - Principle of industrial jurisprudence - Whether company failed in its obligation to continue employee's employment - Whether employee consented to being medically boarded out - Failure to call material witness - Whether adverse inference under s. 114(g) of Evidence Act 1950 invoked - Whether Industrial Court erred warranting exercise of judicial review
Malaysian Airports Holdings Bhd v. Abdul Hamid Mydin
(Collin Lawrence Sequerah JC) [2016] 4 ILR 209
CONTRACT OF EMPLOYMENT
Terms and conditions - Notice of termination - Claimant's third consecutive fixed-term contract terminated before its expiry date - Reasons for the same - Claimant offered alternative employment but turning it down - Effect of - Whether he had been unjustly terminated - Factors to consider - Whether dismissal without just cause and excuse
Liew Soon Cheong v. Aljazeera International (Malaysia) Sdn Bhd
(Rosenani Abd Rahman) [2016] 4 ILR 360
Terms and conditions - Notice of termination - University writing to the claimant informing her of the non-renewal of her contract of employment - Whether the university had been obliged to inform her of the reasons for the non-renewal - Whether the claimant had been terminated by the university - Factors to consider - Effect of
Mazwani Mohd Ali v. Universiti Islam Antarabangsa Malaysia
(Mary Shakila G Azariah) [2016] 4 ILR 238
Terms and conditions - Notice of termination - Whether the company had terminated the claimant's contract of employment prematurely - Factors to consider - Evaluation of the claimant's contract of employment - Effect of
Anusia Paramansevam v. IT Business Solutions Sdn Bhd
(Anna Ng Fui Choo) [2016] 4 ILR 398
Type of - Fixed-term contract - Whether the claimant had been a regular employee with security of tenure - Factors to consider - Effect of - Whether the university had had an ulterior motive in employing her on a fixed-term contract - Claimant's actions - Effect of - Whether the university had dismissed her
Mazwani Mohd Ali v. Universiti Islam Antarabangsa Malaysia
(Mary Shakila G Azariah) [2016] 4 ILR 238
Type of - Fixed-term contract - Whether the claimant's three contracts of employment had been fixed-term contracts - Perusal of its contents - Effect of - Whether the fixed-term contracts had come to an end - Factors to consider - Whether the claimant had been dismissed - Whether she had had an automatic right to continue with her contracts - Evidence adduced - Evaluation of - Whether she had had a continuing expectation of being employed - Factors to consider - Effect of - Whether dismissal without just cause and excuse
Mazwani Mohd Ali v. Universiti Islam Antarabangsa Malaysia
(Mary Shakila G Azariah) [2016] 4 ILR 238
DISMISSAL
Absenteeism - Claimant missing from the workplace without consent - Company failing to plead this - Whether the company could now rely on this ground to justify dismissing her - Factors to consider - Effect of
Anusia Paramansevam v. IT Business Solutions Sdn Bhd
(Anna Ng Fui Choo) [2016] 4 ILR 398
Attendance - Lateness - Whether the claimant had come to work late and amended the time on his punch cards - Whether the charges had been proven by the company - Evidence adduced - Evaluation of - Effect of - Claimant denying the charges - The company's actions towards him - Whether the company had been reasonable in dismissing the claimant - Whether dismissal without just cause and excuse
Ganeson Muniandy v. Linde Malaysia Sdn Bhd
(Sarojini Kandasamy) [2016] 4 ILR 301
Breach of company rules and policies - Dishonesty - Whether the claimant had intended to cheat the company on his OT claims by amending the time he had reported to work on his punch cards - Evidence adduced - Effect of - Whether the charges had been proven by the company - Whether dismissal with just cause and excuse
Ganeson Muniandy v. Linde Malaysia Sdn Bhd
(Sarojini Kandasamy) [2016] 4 ILR 301
Breach of company rules and policies - Drugs - Claimant tested positive for morphine - Company failing to perform a further medical examination on him - Whether that had shown mala fide intent on the part of the company - Factors to consider - Evidence adduced - Claimant not disputing the test results - What that had meant - What he should have done - Whether the trust and confidence reposed in him by the company had been destroyed - Whether it had been reasonable to expect the company to retain him in its employment - Factors to consider - Effect of - Whether dismissal without just cause and excuse
Engku Hafizuddin Engku Husain v. Maswings Sdn Bhd
(Sarojini Kandasamy) [2016] 4 ILR 379
Breach of company rules and policies - Drugs - Claimant tested positive for morphine - Position held by the claimant in the company - Whether the company had acted reasonably in dismissing him - Factors to consider
Engku Hafizuddin Engku Husain v. Maswings Sdn Bhd
(Sarojini Kandasamy) [2016] 4 ILR 379
Breach of company rules and policies - Drugs - Claimant tested positive for morphine - Whether it been against the company's policies - Perusal of the company's policies and guidelines - Effect of - Whether the claimant had been aware of the company's drug and alcohol policies - Factors to consider - Effect of - Claimant's explanations - Whether could be accepted - Whether it had been a serious misconduct - Whether it had justified his dismissal - Whether dismissal without just cause and excuse
Engku Hafizuddin Engku Husain v. Maswings Sdn Bhd
(Sarojini Kandasamy) [2016] 4 ILR 379
Constructive dismissal - Demotion - Claimant's position re-designated unilaterally - Whether his re-designation from Assistant Finance Manager to the Person in Charge had amounted to a demotion - Factors to consider - Evidence adduced - Effect of - Whether it had amounted to a breach of a fundamental term of his contract of employment - Whether it had been sufficient to claim constructive dismissal - Effect of
Hussein Lim Abdullah v. Permintex Furukawa Autoparts Malaysia Sdn Bhd
(Sulaiman Ismail) [2016] 4 ILR 224
Constructive dismissal - Salary - Claimant's salary revised downwards unilaterally by the respondent company by 50% - Whether it had amounted to a breach of a fundamental term of his contract of employment - Whether it had been sufficient to claim constructive dismissal - Effect of
Hussein Lim Abdullah v. Permintex Furukawa Autoparts Malaysia Sdn Bhd
(Sulaiman Ismail) [2016] 4 ILR 224
Insubordination - Claimant behaving and speaking to her superiors in an insubordinate manner - Whether it should be condoned by the university - Her behaviour forming the basis for the non-renewal of her contract of employment - Whether the university had acted reasonably - Factors to consider
Mazwani Mohd Ali v. Universiti Islam Antarabangsa Malaysia
(Mary Shakila G Azariah) [2016] 4 ILR 238
Misconduct - Whether the claimant had come into work late and failed to punch in his punch card - Evidence adduced - Effect of - Whether charge proven by the company - Whether it had justified his dismissal
Ganeson Muniandy v. Linde Malaysia Sdn Bhd
(Sarojini Kandasamy) [2016] 4 ILR 301
Misconduct - Whether the claimant had punched in his punch card when he had come into work late - Evidence adduced - Effect of - Claimant's explanations - Whether could be accepted - Whether his dismissal had been with just cause and excuse
Ganeson Muniandy v. Linde Malaysia Sdn Bhd
(Sarojini Kandasamy) [2016] 4 ILR 301
Performance - Unsatisfactory performance - Claimant representing himself as a man of considerable experience and skill at the job interview with the company - Whether he had failed to perform up to the company's expectations - Factors to consider - Effect of - Whether poor performance proven by the company - Evidence adduced - Evaluation of - Whether the claimant had been informed of his shortcomings - Whether he had been given sufficient opportunity to improve - Whether the company's actions had been reasonable - Whether dismissal without just cause or excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5)
Wong Yat Meng v. Pattcolube (M) Sdn Bhd
(Anna Ng Fui Choo) [2016] 4 ILR 293
Performance - Unsatisfactory performance - Whether the claimant had performed poorly - Evidence adduced - Evaluation of - Effect of - Whether proven by the company - Whether she had been given sufficient opportunity to improve - Conduct and actions of the company towards her - Effect of - Claimant's conduct - Whether the company's actions had been reasonable - Whether dismissal without just cause or excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5)
Anusia Paramansevam v. IT Business Solutions Sdn Bhd
(Anna Ng Fui Choo) [2016] 4 ILR 398
Retrenchment - Restructuring - Whether the company had been restructuring its operations - Evidence adduced - Effect of - Claimant retrenched - Whether the claimant's position had become redundant - Factors to consider - Effect of - Whether the company had victimised or discriminated against him - Claimant offered alternative employment but turning it down - Company's actions against him thereafter - Whether reasonable - Whether the claimant's retrenchment had been carried out bona fide
Liew Soon Cheong v. Aljazeera International (Malaysia) Sdn Bhd
(Rosenani Abd Rahman) [2016] 4 ILR 360
DOMESTIC INQUIRY
Procedural impropriety - Whether the rules of natural justice had been complied with before and during its process - Factors to consider - Effect of - Whether the DI conducted had been defective, improper and perverse
Ganeson Muniandy v. Linde Malaysia Sdn Bhd
(Sarojini Kandasamy) [2016] 4 ILR 301
EVIDENCE
Adverse inference - Company failing to call the claimant's supervisor to give evidence in Court - Whether the supervisor had been an important and material witness - Factors to consider - Whether an adverse inference ought to be drawn against the company - Evidence Act 1950, s. 114(g)
Ganeson Muniandy v. Linde Malaysia Sdn Bhd
(Sarojini Kandasamy) [2016] 4 ILR 301
Documentary evidence - Whether the Notes of the DI had been tampered with or edited - Evidence adduced - Factors to consider - Effect of - Whether its accuracy and reliability had been called into question
Ganeson Muniandy v. Linde Malaysia Sdn Bhd
(Sarojini Kandasamy) [2016] 4 ILR 301
INDUSTRIAL COURT
Remedies - Backwages - Calculation of - Whether OT ought to be taken into account - Factors to consider - Effect of|
Ganeson Muniandy v. Linde Malaysia Sdn Bhd
(Sarojini Kandasamy) [2016] 4 ILR 301
Remedies - Compensation - Computation of quantum for a claimant on a fixed-term contract
Anusia Paramansevam v. IT Business Solutions Sdn Bhd
(Anna Ng Fui Choo) [2016] 4 ILR 398
Remedies - Compensation in lieu of reinstatement - Whether ought to be granted to the claimant - Factors to consider - Effect of
Ganeson Muniandy v. Linde Malaysia Sdn Bhd
(Sarojini Kandasamy) [2016] 4 ILR 301
Remedies - Reinstatement - Whether an appropriate remedy to grant - Claimant past the age of retirement - Effect of
Ganeson Muniandy v. Linde Malaysia Sdn Bhd
(Sarojini Kandasamy) [2016] 4 ILR 301
Remedies - Reinstatement - Whether suitable to award to the claimant who had been on a fixed-term contract - Factors to consider
Anusia Paramansevam v. IT Business Solutions Sdn Bhd
(Anna Ng Fui Choo) [2016] 4 ILR 398
LABOUR LAW
Employment - Dismissal - Medically boarded out - Employee medically boarded out by company due to allegations that he was unfit to work - Industrial Court held that employee could have been assigned to a less strenuous job - Whether employee could have continued employment by making adjustments or transfers - Principle of industrial jurisprudence - Whether company failed in its obligation to continue employee's employment - Whether employee consented to being medically boarded out - Failure to call material witness - Whether adverse inference under s. 114(g) of Evidence Act 1950 invoked
Malaysian Airports Holdings Bhd v. Abdul Hamid Mydin
(Collin Lawrence Sequerah JC) [2016] 4 ILR 209
INDEKS PERKARA
KETERANGAN
Keterangan dokumentari - Sama ada YM1 dan YM2 merupakan pekerja syarikat responden - Keterangan yang dikemukakan - Faktor-faktor yang harus diambil kira - Kesannya - Penelitian peruntukan s. 2 Akta Perhubungan Perusahaan 1967 - Sama ada YM1 dan YM2 telah dibuang kerja - Sama ada pembuangan kerja YM1 dan YM2 telah dilakukan secara adil dan bersebab - Akta Perhubungan Perusahaan 1967, ss. 2 & 20(3)
Mahder Yusof & Satu Lagi lwn. Prudential Assurance Malaysia Berhad
(Eddie Yeo Soon Chye) [2016] 4 ILR 408
Saksi - Keterangan yang jauh berbeza antara COW2 dan YM - Versi siapa yang harus dipercayai - Faktor-faktor yang harus diambil kira – Kesannya
Azwan Ariff Che Wan lwn. Elektrisola (Malaysia) Sdn Bhd
(Ahmad Rosli Mohd Sham) [2016] 4 ILR 250
Saksi - Sama ada keterangan YM atau keterangan saksi syarikat responden lebih dipercayai - Faktor-faktor yang harus diambil kira – Kesannya
Lai Mei Fong lwn. Mypantrade (Malaysia) Sdn Bhd
(Sapini Mat Saman) [2016] 4 ILR 283
MAHKAMAH PERUSAHAAN
Remedi - Pampasan - Kuantum pampasan - Gaji kebelakang - Sama ada harus mengambil kira elaun-elaun rokok dan telefon YM - Faktor-faktor yang harus diambil kira – Kesannya
Lam Kit Mun lwn. JT International Trading Sdn Bhd
(Rasidah Chik) [2016] 4 ILR 369
Remedi - Pampasan - Kuantum pampasan - Gaji kebelakang - Sama ada potongan harus dibuat kepada award gaji kebelakang - Faktor-faktor yang harus diambil kira - Kesannya - Sama ada YM telah datang ke mahkamah dengan tangan yang bersih - Keterangan yang dikemukakan - Kesannya - Apa yang YM sepatutnya lakukan
Lam Kit Mun lwn. JT International Trading Sdn Bhd
(Rasidah Chik) [2016] 4 ILR 369
Remedi - Pampasan - Kuantum pampasan - Pampasan galang ganti pengembalian ke jawatan asal - Pengiraannya - Faktor-faktor yang harus diambil kira – Kesannya
Lam Kit Mun lwn. JT International Trading Sdn Bhd
(Rasidah Chik) [2016] 4 ILR 369
Remedi - Pampasan - Kuantum pampasan - Sama ada bonus harus diawardkan kepada YM - Faktor-faktor yang harus diambil kira – Kesannya
Lam Kit Mun lwn. JT International Trading Sdn Bhd
(Rasidah Chik) [2016] 4 ILR 369
Remedi - Pampasan - Kuantum pampasan - Sama ada YM berhak kepada potongan-potongan EPF dan SOCSO - Faktor-faktor yang harus diambil kira – Kesannya
Lam Kit Mun lwn. JT International Trading Sdn Bhd
(Rasidah Chik) [2016] 4 ILR 369
PEMBUANGAN KERJA
Kehadiran - Kelewatan - Sama ada YM telah datang lewat ke kerja - Keterangan yang dikemukakan - Kesannya - Sama ada dakwaan ini berjaya dibuktikan oleh syarikat responden terhadapnya - Sama ada pembuangan kerja beliau telah dilakukan secara adil dan bersebab
Lai Mei Fong lwn. Mypantrade (Malaysia) Sdn Bhd
(Sapini Mat Saman) [2016] 4 ILR 283
Ketidakpatuhan terhadap peraturan dan polisi syarikat - Ancaman - Sama ada YM telah mengancam dan mengugut pekerja lain - Keterangan yang dikemukakan - Kesannya - Sama ada berjaya dibuktikan oleh pihak syarikat - Keterangan yang dikemukakan - Kesannya - Sama ada YM menunjukkan rasa kesal atau insaf atas perbuatannya - Sama ada pihak syarikat wajar menamatkan perkhidmatan beliau - Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab
Azwan Ariff Che Wan lwn. Elektrisola (Malaysia) Sdn Bhd
(Ahmad Rosli Mohd Sham) [2016] 4 ILR 250
Ketidakpatuhan terhadap peraturan dan polisi syarikat - Ancaman - Sama ada YM telah mengancam dan mengugut pekerja lain - Sama ada beliau tahu bahawa tindakannya bertentangan dengan polisi syarikat - Keterangan yang dikemukakan - Kesannya - Penjelasan YM - Sama ada dapat diterima - Apa yang YM sepatutnya lakukan - Sama ada salah laku tersebut mewajarkan pembuangan kerjanya - Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab - Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5)
Azwan Ariff Che Wan lwn. Elektrisola (Malaysia) Sdn Bhd
(Ahmad Rosli Mohd Sham) [2016] 4 ILR 250
Ketidakpatuhan terhadap peraturan dan polisi syarikat - Ketidakjujuran - Sama ada YM1 dan YM2 telah cuba menipu syarikat responden dengan membuat tuntutan palsu - Keterangan yang dikemukakan - Penelitian keterangan - Kesannya - Sama ada salah laku ini berjaya dibuktikan oleh syarikat responden terhadap kedua-dua YM atas imbangan kebarangkalian - Pembelaan YM1 dan YM2 - Sama ada dapat diterima - Faktor-faktor yang harus diambil kira - Kesannya - Tindakan syarikat responden terhadap kedua-dua YM - Sama ada munasabah - Sama ada penamatan perkhidmatan YM1 dan YM2 telah dilakukan secara adil dan bersebab - Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5)
Mahder Yusof & Satu Lagi lwn. Prudential Assurance Malaysia Berhad
(Eddie Yeo Soon Chye) [2016] 4 ILR 408
Ketidakturutan - Sama ada YM telah menggunakan bahasa kesat ke atas pegawai atasannya - Keterangan yang dikemukakan - Kesannya - Sama ada pertuduhan ini berjaya dibuktikan oleh syarikat responden - Faktor-faktor yang harus diambil kira - Sama ada salah laku tersebut mewajarkan pembuangan kerjanya - Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab
N Ganessan C Namasivayagam v. Associated Pan Malaysia Cement Sdn Bhd
(Sapini Mat Saman) [2016] 4 ILR 257
Pekerja percubaan - Tempoh percubaan YM dilanjutkan untuk tempoh 3 bulan lagi - Sebabnya - YM tidak membantah kepada perlanjutan tempoh tersebut - Sama ada beliau telah memanfaatkan peluang yang diberikan kepadanya - Keterangan yang dikemukakan - Kesannya - Sama ada tindakan syarikat responden terhadapnya adalah adil - Faktor-faktor yang harus diambil kira - Kesannya - Sama ada syarikat responden mempunyai sebab atau alasan yang adil untuk tidak mengesahkan YM dalam jawatannya
Siva Sundram lwn. SY Dominant Sdn Bhd
(Rasidah Chik) [2016] 4 ILR 273
Prestasi kerja - Prestasi kerja yang tidak memuaskan - Sama ada berjaya dibuktikan oleh syarikat responden - Keterangan yang dikemukakan - Kesannya - Tindakan syarikat responden terhadapnya - Sama ada munasabah - Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab - Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5)
Siva Sundram lwn. SY Dominant Sdn Bhd
(Rasidah Chik) [2016] 4 ILR 273
Prestasi kerja - Prestasi kerja yang tidak memuaskan - YM gagal untuk menyediakan business plan sepertimana diarah oleh syarikat responden - Sama ada arahan syarikat responden tersebut bertujuan untuk memberi tekanan kepada YM - Keterangan yang dikemukakan - Kesannya - Sama ada pertuduhan ini berjaya dibuktikan oleh syarikat responden - Kelakuan syarikat responden terhadapnya - Apa yang syarikat responden seharusnya lakukan - Sama ada tindakan syarikat responden adalah berpatutan - Sama ada syarikat responden mempunyai niat untuk menamatkan perkhidmatannya - Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab - Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5)
Lai Mei Fong lwn. Mypantrade (Malaysia) Sdn Bhd
(Sapini Mat Saman) [2016] 4 ILR 283
Salah laku - Sama ada kesemua Yang Menuntut memang dengan sengaja meninggalkan tempat kerja secara beramai-ramai tanpa melengkapkan shift - Keterangan yang dikemukakan - Kesannya - Alasan mereka - Sama ada dapat diterima - Sama ada salah laku ini berjaya dibuktikan oleh pihak syarikat terhadap mereka - Sama ada ia mewajarkan pembuangan kerja Yang Menuntut-Yang Menuntut
Mohamad Zoha Mat Daud lwn. ROHM - Wako Electronics (Malaysia) Sdn Bhd
(Ahmad Rosli Mohd Sham) [2016] 4 ILR 229
Salah laku - Sama ada YM tidak menghormati dan telah bertindak kasar terhadap pegawai atasannya - Keterangan yang dikemukakan - Kesannya - Sama ada pertuduhan ini berjaya dibuktikan oleh syarikat responden - Faktor-faktor yang harus diambil kira - Kesannya - Sama ada salah laku tersebut mewajarkan pembuangan kerjanya - Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab - Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5)
N Ganessan C Namasivayagam v. Associated Pan Malaysia Cement Sdn Bhd
(Sapini Mat Saman) [2016] 4 ILR 257
Salah laku - Sama ada YM1 telah menghasut pekerja lain untuk mogok - Sama ada berjaya dibuktikan oleh pihak syarikat - Keterangan yang dikemukakan - Kesannya - Sama ada ia merupakan satu salah laku yang serius - Jawatan yang disandang oleh YM1 - Sama ada salah laku ini mewajarkan pembuangan kerja beliau - Sama ada pembuangan kerja YM1 telah dilakukan dengan alasan yang adil dan bersebab - Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5)
Mohamad Zoha Mat Daud lwn. ROHM - Wako Electronics (Malaysia) Sdn Bhd
(Ahmad Rosli Mohd Sham) [2016] 4 ILR 229
Salah laku - Sama ada YM2, YM3 dan YM4 telah menghasut pekerja lain untuk mogok - Keterangan yang dikemukakan - Kesannya - Sama ada dakwaan ini berjaya dibuktikan oleh pihak syarikat
Mohamad Zoha Mat Daud lwn. ROHM - Wako Electronics (Malaysia) Sdn Bhd
(Ahmad Rosli Mohd Sham) [2016] 4 ILR 229
PERTIKAIAN PERUSAHAAN
Perjanjian Kolektif - Terma dan syarat Perjanjian Kolektif ke-13 - Artikel berkenaan dengan bonus dan bonus insentif perubatan - Kuantum yang harus diberikan - Faktor-faktor yang harus diambil kira – Kesannya
Kesatuan Pekerja-pekerja Perusahaan Logam lwn. Lysaght Galvanized Steel Berhad
(Rasidah Chik) [2016] 4 ILR 348
Perjanjian Kolektif - Terma dan syarat Perjanjian Kolektif ke-13 - Artikel berkenaan dengan implementation - Pelarasan yang wajar dibenarkan - Faktor-faktor yang harus diambil kira – Kesannya
Kesatuan Pekerja-pekerja Perusahaan Logam lwn. Lysaght Galvanized Steel Berhad
(Rasidah Chik) [2016] 4 ILR 348
Perjanjian Kolektif - Terma dan syarat Perjanjian Kolektif ke-13 - Artikel berkenaan dengan transport allowance - Sama ada jumlah yang dinyatakan di dalam Perjanjian Kolektif ke-13 harus dinaikkan - Faktor-faktor yang harus diambil kira – Kesannya
Kesatuan Pekerja-pekerja Perusahaan Logam lwn. Lysaght Galvanized Steel Berhad
(Rasidah Chik) [2016] 4 ILR 348
Perjanjian Kolektif - Terma dan syarat Perjanjian Kolektif ke-13 - Peruntukan berkenaan salary scheme - Sama ada cadangan syarikat harus dibenarkan - Faktor-faktor yang harus diambil kira – Kesannya
Kesatuan Pekerja-pekerja Perusahaan Logam lwn. Lysaght Galvanized Steel Berhad
(Rasidah Chik) [2016] 4 ILR 348
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