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Dear Readers,
Over the past year, we have seen a number of legislative changes which affect the labour and employment sectors which include the National Wages Consultative Council Act 2011 and the Employment (Amendment) Bill 2011 which was recently passed by the Senate and is awaiting the Royal assent. Maimunah Aminuddin's articles which touch on topics related to the amendments (available in Maimunah's Column under www.labourlawbox.com), have been updated to reflect these changes. The articles include Workplace Sexual Harassment and the Law, Wages and the Law, Part-Time Employees, Collective Bargaining, Rights of Female Employees and Gender Discrimination, Employee Benefits - Getting Value for Money Spent and Regulation of Employment: Maternity and Paternity Leave.
As 2011 draws to a close, we bid farewell to Sharmini Pillai, Editor of the Industrial Law Reports (ILR), who is returning to legal practice. Under Sharmini's able stewardship, the quality of the ILR has been consistently high and her talents will be sorely missed. Nonetheless, Sharmini moves on to other challenges and we wish her the very best.
Merry Christmas and a Happy New Year!
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CASE HIGHLIGHT TAN SEE GUAN v. PEMBINAAN INFRA E & J SDN BHD CONTRACT OF EMPLOYMENT: Type of - Fixed term contract - Whether the claimant had been employed on a fixed term contract - Effect of - Claimant and company orally negotiating for permanent employment - Whether that had amounted to a good reason to go behind the contractual LA executed between the parties - Whether the oral negotiations had amounted to a fundamental term which had contradicted the express terms of the LA - Factors to consider - Whether the claimant had been terminated - Whether it had been an ending of a fixed term contract - Evidence adduced - Effect of - Whether the company's actions of terminating the claimant had been exercised bona fide - Whether dismissal without just cause or excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5) and Evidence Act 1950, ss. 91 & 92 CONTRACT OF EMPLOYMENT: Type of - Fixed term contract - Whether the claimant had been employed on a fixed term contract - Factors to consider - Effect of - Claimant employed beyond the expiration of the fixed term contract - Whether that had automatically made him a permanent employee - Effect of - Whether the company's actions in dismissing him had been bona fide - Effect of - Whether dismissal without just cause or excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5) |
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LATEST CASES (ILR Issue 11 of 2011)
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TRENDS IN CONSTRUCTIVE DISMISSAL |
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