AHMAD FAIZAL AHMAD FAUZI v. TEXAS INSTRUMENTS MALAYSIA SDN BHD
INDUSTRIAL COURT, KUALA LUMPUR
CHOW SIEW LIN
AWARD NO. 1158 OF 2025 [CASE NO: 12(5)-4-1287-23]
17 JULY 2025

Abstract – An employer is justified in dismissing an employee for misconduct when it can prove a pattern of insubordination, aggressive behavior, and threatening actions towards management, as well as a disregard for direct instructions. This includes instances like ignoring directives to stop work-related tasks, participating in meetings despite being told not to, making threats verbally and via email, and contacting company members through social media against explicit orders.

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YONG KONG CHUAN v. AMFUNDS MANAGEMENT BERHAD
INDUSTRIAL COURT, KUALA LUMPUR
NUR FAUZAH MOKHTAR
AWARD NO. 1239 OF 2025 [CASE NO: 11-4-1397-22]
30 JULY 2025

Abstract – (i) An employer cannot dismiss an employee for failing to meet a standard of performance that the employer previously accepted, especially when the employer’s own systemic issues contributed to the error; (ii) An employer’s disciplinary action must be consistently applied across similar situations and not selectively target an employee for one isolated incident while ignoring similar issues with other transactions.