| << Back | BULLETIN 01/2015 |
|
LATEST CASES (ILR Issue 12 of 2014) SUBJECT INDEX CONTRACT Damages - Employment - Aircraft maintenance engineer employed
by company to maintain aircrafts under letter of appointment -
Dissatisfaction over engineer’s performance - Termination of
engineer’s services - Allegations that engineer failed to perform
duties expected of him under letter of employment - Whether
complaints proved - Claim for liquidated and damages - Whether
substantiated DISMISSAL Abandonment - Whether the claimant had abandoned his job -
Evidence adduced - Effect of - Whether the claimant had done
what had reasonably been expected of him - Claimant’s conduct Absenteeism - Whether the claimant had been absent without
leave - Evidence adduced - Evaluation of - Whether proven by the
company - Claimant’s explanations - Whether acceptable - Whether
the company had been justified in dismissing him - Factors to
consider - Effect of - Whether dismissal without just cause and
excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5) Absenteeism - Whether the claimant had been absent without
leave - Evidence adduced - Evaluation of - Whether proven by the
company - Conduct of the company towards him - Whether the
company had been justified in dismissing him - Factors to consider
- Effect of - Whether dismissal without just cause and excuse -
Industrial Relations Act 1967, ss. 20(3) & 30(5) Misconduct - Claimant allegedly intentionally refusing to conduct
measurements on a set of parts - Whether proven by the company
- Evidence adduced - Effect of Misconduct - Claimants refusing to leave the company’s premises
- Whether the claimants had gone on illegal strike - Effect of -
Company suffering losses and loss of reputation - Company’s
actions towards the claimants - Whether it had been reasonable -
Factors to consider - Conduct of the claimants for those five days
- Whether dismissals with just cause and excuse Misconduct - Claimants refusing to work for five days until their
demands had been met - Whether the claimants had gone on
strike - Whether the strike had been legal - Factors to consider -
Effect of - Whether proven by the company - Evidence adduced -
Effect of - Company serving refreshments and food - Whether the
company had condoned the claimants’ actions - Effect of -
Whether dismissals without just cause and excuse Misconduct - Strike - Whether the claimants had been involved in
an illegal strike - Factors to consider - Evidence adduced - Effect
of - Whether misconduct proven by the company - Whether the
company had discharged its burden of proof Misconduct - Sexual harassment - Claimant accused of sexually
harassing his female colleagues - Whether proven by the company -
Evidence adduced - Quality of the company’s evidence - Company
failing to adduce any corroborative evidence - Effect of - Delay of
24 months in bringing the charges - Whether it had an effect on
the company’s case - What the company should have done - Effect
of - Conduct of the company towards the claimant - What it had
shown - Whether dismissal without just cause or excuse -
Industrial Relations Act 1967, ss. 20(3) & 30(5) Retrenchment - Redundancy - Claimant retrenched - Reasons for
the same - Whether it had been acceptable - Whether the company
had been facing financial losses - Evidence adduced - Effect of -
Whether dismissal without just cause or excuse - Industrial
Relations Act 1967, ss. 20(3) & 30(5) Retrenchment - Redundancy - Exercise of management’s
prerogative - Whether the company had exercised it bona fide -
Factors to consider - Evidence adduced - Effect of Summary dismissal - Claimant denied access to the premises
without warning - Whether the company by its actions had
indicated an intention to no longer be bound by the contract of
employment - Factors to consider - Claimant’s reaction - Whether
reasonable DOMESTIC INQUIRY Charges - Whether charge 1 had been properly drafted - Factors
to consider - Effect of Charges - Whether the charges brought against the claimant had
been valid - Factors to consider - Effect of Procedural impropriety - Whether the rules of natural justice had
been complied with by the Inquiry Panel - Factors to consider -
Effect of - Whether the panel’s decision had been improper and
perverse EMPLOYMENT Contract of service - Termination - Aircraft maintenance engineer
employed by company to maintain aircrafts under letter of
appointment - Dissatisfaction over engineer’s performance -
Termination of engineer’s services - Allegations that engineer failed
to perform duties expected of him under letter of employment -
Whether engineer fairly dismissed as employee INDUSTRIAL COURT Jurisdiction - Company seeking to stay the proceedings or adjourn
the matter sine die - Whether the Industrial Court possessed the
jurisdiction to do so - Perusal of the Industrial Relations Act and
its provisions - Intention of the Industrial Relations Act - Whether
the Industrial Court ought to allow the company’s application -
Factors to consider - Effect of - What the Industrial Court ought
to do Procedure - Pleadings - Claimant seeking for payment of
retrenchment benefits - Claimant failing to plead it - Effect of -
Whether it ought to be allowed - Factors to consider -
Employment (Termination and Lay Off Benefits) Regulations 1980 Procedure - Reliefs claimed by the parties in the Industrial Court
and the Sessions Court respectively - Whether two separate and
distinct matters - Factors to consider - Effect of - Whether the
company had acted within the spirit and intent of the Industrial
Relations Act 1967 Remedies - Compensation - Backwages - Whether the claimant
had been entitled to 24 months - Factors to consider - Age of
claimant at the point of dismissal - What would be a reasonable
sum to award - Industrial Relations Act 1967, Second Schedule Remedies - Compensation - Calculation of backwages and
compensation in lieu of reinstatement - Whether the claimant’s
salary could take into account the commissions and allowances
earned by him - Factors to consider Remedies - Compensation in lieu of reinstatement - Claimant past
his retirement age at the hearing of this matter - Whether he had
been eligible for compensation under this head - Factors to consider
- Effect of NON-COMPLIANCE Collective Agreement - Article on payment of bonuses - What
had constituted “net profit” - Whether the evidence of the
respondent witnesses could be accepted - Factors to consider -
Perusal of the article - Effect of - Whether there had been noncompliance
by the respondent Collective Agreement - Article on payment of bonuses - Whether
the affected workman had fulfilled the requirements of the article -
Factors to consider - Effect of - Whether there had been noncompliance
by the respondent - Effect of TORT Negligence - Damages - Aircraft maintenance engineer employed
by company to maintain aircrafts under letter of appointment -
Dissatisfaction over engineer’s performance - Termination of
engineer’s services - Allegations that engineer failed to perform
duties expected of him under letter of employment - Whether
complaints proved - Whether engineer negligent in carrying out
maintenance duties TRADE DISPUTE Collective Agreement - Article on increment or promotion -
Whether the union’s proposal could be accepted - Factors to
consider - Past practice of the respondent company - Effect of -
Whether employees affected by the past practice of the respondent
company should be affected by the Court’s ruling here - Industrial
Relations Act 1967, s. 30(5) Collective Agreement - Article on meal allowance - Whether it
ought to be granted to shift employees - Factors to consider -
Whether granted by employers in similar industries - Whether the
respondent company had the financial solvency to make such
payments - Effect of Collective Agreement - Article on retirement and retirement
benefits - Whether it ought to be granted - Factors to consider -
Practice of employers in similar industries - Financial capacity of
the respondent company - Effect of Collective Agreement - Article on salary structure - What had
been acceptable - Factors to consider - Effect of - The Minimum
Wages Order 2012 INDEKS PERKARA KESATUAN SEKERJA Syarikat menolong menubuhkan dan memberi sokongan kepada
kesatuan sekerja dalaman - Sama ada tindakan syarikat tersebut
bercanggah dengan peruntukan s. 4(3) Akta Perhubungan
Perusahaan 1967 - Sama ada kesatuan sekerja dalaman tersebut
dipengaruhi oleh syarikat - Faktor-faktor yang harus diambil kira -
Keterangan yang dikemukakan - Kesannya - Penilaian peruntukan
Akta tersebut - Kesannya - Akta Perhubungan Perusahaan 1967,
s. 4(3) MAHKAMAH PERUSAHAAN Prosidur - Tindakan - Semakan kehakiman difailkan di Mahkamah
Tinggi - Sama ada prosiding di mahkamah ini bertindih dengan
prosiding semakan kehakiman - Faktor-faktor yang harus diambil
kira - Kesannya PEMBUANGAN KERJA Notis penamatan - Perletakan jawatan secara paksa - Sama ada YM dipaksa meletak jawatan - Keterangan yang dikemukakan - Kesannya - Penjelasan syarikat responden - Sama ada dapat diterima - Tiada pertuduhan yang dikenakan oleh responden terhadap YM - Kesannya - Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab - Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5) PENAMATAN PERKHIDMATAN Kehadiran - Kehadiran yang tidak memuaskan - Sama ada berjaya
dibuktikan oleh syarikat - Keterangan yang dikemukakan -
Kesannya - Penjelasan YM - Sama ada dapat diterima - Tindakan
syarikat - Apa yang syarikat seharusnya lakukan - Sama ada
pembuangan kerja YM telah dilakukan secara adil dan bersebab Ketidakturutan - Sama ada YM gagal untuk mengikut arahan
syarikat - Keterangan yang dikemukakan - Kesannya - Sama ada
berjaya dibuktikan oleh syarikat - Apa yang syarikat seharusnya
lakukan - Sama ada pembuangan kerja YM telah dilakukan secara
adil dan bersebab Prestasi kerja - Prestasi kerja yang tidak memuaskan - Sama ada
berjaya dibuktikan oleh syarikat - Keterangan yang dikemukakan -
Kesannya - Penjelasan YM - Sama ada dapat diterima - Faktor-faktor
yang harus diambil kira - Kesannya - Apa yang syarikat
seharusnya lakukan - Sama ada tindakan syarikat berunsur mala
fide - Kesannya - Sama ada pembuangan kerja YM telah dilakukan
secara adil dan bersebab - Akta Perhubungan Perusahaan 1967,
ss. 20(3) & 30(5) SIASATAN DALAMAN Ketiadaan - Sama ada merupakan suatu perlanggaran prinsip
keadilan asasi - Faktor-faktor yang harus diambil kira - Kesannya UNDANG-UNDANG BURUH Pekerjaan - Penamatan - Perlantikan Professor Madya sebagai
Timbalan Dekan oleh universiti - Sama ada perlantikan berdasarkan
kontrak - Sama ada perlantikan boleh ditamatkan pada bila-bila
masa - Sama ada penamatan sebagai Timbalan Dekan menjejaskan
perlantikan sebagai Profesor Madya - Sama ada Timbalan Dekan
mempunyai harapan sah bahawa jawatannya akan terus kekal
sehingga tamat tempoh kontraknya sebagai Profesor Madya - Sama
ada seorang penjawat awam - Sama ada penamatan perkhidmatan
sah |
|
| Copyright Mylawbox Sdn Bhd | Subscribe | Unsubscribe |
