 |
||
|
||
LATEST CASES (ILR Issue 6 of 2023) |
||
|
SUBJECT INDEX ADMINISTRATIVE LAW Judicial review – Appeal against – Appeal against decision of High Court
quashing decision of Industrial Court – Minister of Human Resources (‘Minister’) referred claimant’s representation to Industrial Court – Claimant
only sought monetary compensation and had not applied for reinstatement
remedy – Industrial Court dismissed claim without hearing on sole ground
that Industrial Court ceased to have jurisdiction to decide claim – Whether
Industrial Court correct in decision to dismiss claim CONTRACT Employment contract – Abandonment – Absenteeism – Failure to turn up
for duty for long period without authorisation by employer – Employee
terminated from employment – Whether acts of misconduct warranted
dismissal Intention – Employment contract – Intention of parties – Employee entered
into three fixed term contracts of employment with employer – Intermittent
breaks between fixed term contracts of employment – Third fixed term
contract of employment not renewed – Allegation by employee that fixed
term contracts of employment entered into not genuine fixed term contract
of employment – Whether employee dismissed from employment or whether
mere non-renewal – Whether employment contract to be automatically
renewed – Whether parties had intended for employment contract to be
temporary or limited to fixed term period – Whether contract of
employment between employer and employee genuine fixed term
employment contracts – Whether last fixed term employment contract had
come to natural end by effluxion of time INDUSTRIAL COURT Dismissal – Duty – Domestic inquiry (‘DI’) commenced against claimant –
Claimant charged with falsely confirming receipt and signing delivery notes
of products purportedly sent to company’s plant when GPS records showed
that lorries had not entered plant – Breach of company’s Code of Conduct – Claimant found guilty and terminated with immediate effect – Duty of
Industrial Court in cases where DI is held – Whether DI valid – Whether
DI applied correct procedure – Whether rules of natural justice complied
with Jurisdiction – Monetary compensation – Claim for unfair dismissal by
employee/claimant – Claimant only seeking monetary compensation –
Claimant’s statement of case had not applied for reinstatement remedy –
Industrial Court declined jurisdiction to hear claim – Whether Industrial
Court loses jurisdiction to hear matter merely because claimant’s statement
of case did not seek reinstatement – Whether would open floodgates if
Industrial Court allowed to hear matter – Industrial Relations Act 1967 LABOUR LAW Dismissal – Misconduct – Absenteeism – Failure to turn up for duty for long
period without authorisation by employer – Employee terminated from
employment – Whether acts of misconduct committed by employee –
Whether acts of misconduct constituted just cause or excuse for dismissal Dismissal – Misconduct – Domestic inquiry – Discovery that courses
conducted by department where employee was manager not accredited by
relevant accreditation bodies, were scams and not real – Non-authentic
and/or fake degree and diploma issued to course participants – Domestic
inquiry found employee guilty of charges – Employee terminated from
employment – Whether findings of domestic inquiry justified – Allegation
that chairman of domestic inquiry not independent panel – Whether claimant
lawfully terminated – Whether charges defective ab initio – Whether
dismissal with just cause or excuse Misconduct – Punishment – Discovery that courses conducted by
department where employee was manager not accredited by relevant
accreditation bodies, were scams and not real – Non-authentic and/or fake
degree and diploma issued to course participants – Domestic inquiry found
employee guilty of charges – Employee terminated from employment –
Whether punishment proportionate to alleged misconduct – Whether there
was double standard practiced when employee was terminated while other
employees who played prominent role only were issued with warning letters Dismissal – Retrenchment – Allegation of redundancy – Employee
retrenched from employment due to financial difficulties – Whether
employer had undertaken steps to re-organise itself – Whether there was
restructuring exercise – Whether dismissal due to retrenchment or other
hidden motive – Whether employer’s conduct bona fide – Whether dismissal
with just cause or excuse Misconduct – Domestic inquiry – Domestic inquiry (‘DI’) commenced
against claimant – Claimant charged with falsely confirming receipt and
signing delivery notes of products purportedly sent to company’s plant when
GPS records showed that lorries had not entered plant – Breach of company’s
Code of Conduct – Claimant found guilty and terminated with immediate
effect – Whether DI valid – Whether DI applied correct procedure –
Whether rules of natural justice complied with – Whether DI’s findings
based on reasonable grounds – Whether misconduct constituted just cause for
claimant’s dismissal Misconduct – Possession of offensive weapon at company’s premises –
Knuckleduster found on employee’s desk – Violation of company’s
employee handbook – Employee dismissed from employment – Whether
knuckleduster caused serious safety threat – Whether ownership of
knuckleduster established based on circumstances – Whether charges
preferred against employee clear – Whether there was mala fide on part of
company – Whether punishment of dismissal appropriate – Whether
dismissal with just cause and excuse TORT Negligence – Breach of duty – Employment law – Employee accepted
assignment but failed to see through assignment until full completion –
Employee slept while on duty – Employee’s actions caused hardship to
employer and delay – Whether employee discharged duties diligently –
Whether disappearance while on duty dereliction of duties – Whether
serious negligence – Whether employer’s decision to terminate employee’s
employment with just cause or excuse INDEKS PERKARA KONTRAK Kontrak perkhidmatan – Dakwaan diberhentikan secara konstruktif – Sama
ada pihak menuntut pekerja syarikat – Sama ada cuma bekerja dengan wakil
syarikat dalam kontrak perkhidmatan – Sama ada berlaku pemberhentian
secara konstruktif Kontrak perkhidmatan – Penghematan – Pekerja ditawarkan Skim
Pemisahan Bersama namun menolaknya – Pekerja ditamatkan perkhidmatan
akibat lebihan – Sama ada kontrak dengan majikan kontrak pekerjaan atau
kontrak perkhidmatan – Sama ada penamatan perkhidmatan tanpa sebab atau
alasan adil Pelanggaran – Kontrak pekerjaan – Majikan gagal memberi surat pelantikan
kepada pihak menuntut – Pemberhentian kerja dibuat melalui pesanan
WhatsApp – Jumlah gaji dan imbuhan yang diterima tidak konsisten dengan
perjanjian lisan – Slip gaji bulanan tidak pernah diberi oleh majikan –
Pemberhentian kerja serta merta tanpa alasan untuk penamatan – Sama ada
terdapat rekod salah laku Subkontraktor – Perjanjian – Kontrak perkhidmatan – Tiada perjanjian lisan
atau bertulis – Pihak menuntut mendakwa dirinya pekerja syarikat dan telah
diberhentikan kerja – Sama ada pihak menuntut pekerja syarikat – Sama ada
syarikat mempunyai kawalan terhadap pihak menuntut – Fungsi dan tugastugas
sebenar pihak menuntut – Sama ada terdapat keterangan-keterangan
yang menunjukkan pihak menuntut pekerja syarikat – Sama ada pihak
menuntut sebenarnya kontraktor bebas yang mempunyai perkhidmatan
untuk bayaran MAHKAMAH PERUSAHAAN Bidang kuasa – Rujukan Menteri Sumber Manusia – Dakwaan
pemberhentian secara konstruktif – Tarikh pemberhentian kerja dalam
rujukan Menteri berlainan dengan tarikh yang diplidkan oleh pihak menuntut
– Sama ada mahkamah berbidang kuasa mengambil kira dan membuat penilaian atas tarikh lain sebagai pemberhentian kerja yang tidak disebut
dalam rujukan oleh Menteri – Sama ada terdapat pemberhentian secara
konstruktif – Akta Perhubungan Perusahaan 1967, s. 20(3) PERKATAAN & ISTILAH ‘pekerja’ – Akta Perhubungan Perusahaan 1967, s. 20 – Sama ada pihak
menuntut ‘pekerja’ syarikat dalam erti kata s. 20 – Sama ada pihak menuntut
sebenarnya kontraktor bebas yang mempunyai perkhidmatan untuk bayaran UNDANG-UNDANG BURUH Pekerjaan – Penamatan – Pemandu syarikat/pemandu peribadi – Sama ada
penamatan perkhidmatan dibuat secara adil – Sama ada penamatan
perkhidmatan tidak wajar serta tanpa sebab atau alasan yang munasabah –
Sama ada pemulihan kerja remedi yang sesuai Penamatan perkhidmatan – Penghematan – Pekerja ditawarkan Skim
Pemisahan Bersama namun menolaknya – Pekerja ditamatkan perkhidmatan
akibat lebihan – Sama ada penamatan perkhidmatan tanpa sebab atau alasan
adil – Sama ada terdapat elemen mala fide |
||
|
