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LATEST CASES (ILR Issue 4 of 2014) SUBJECT INDEX ADMINISTRATIVE LAW Judicial review - Judicial review proceedings - Appeal to set aside High Court order quashing award of Industrial Court - Whether award of Industrial Court tainted with illegality, irrationality or impropriety - Whether High Court erroneously exercised appellate jurisdiction in judicial review proceedings DISMISSAL Breach of company rules and policies - Negligence - Whether the claimants had been negligent in carrying out their duties - Evaluation of the evidence adduced - Justifications and defences put forward by the claimants - Whether tenable - Effect of - Whether the claimants had been aware of the correct procedures to follow - Whether they had wilfully disobeyed it - What the claimants should have done - Whether dismissals without just cause or excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5) Breach of company rules and policies - Negligence - Whether the claimants had complied with the BNM and internal guidelines before approving the loan facility - Whether both the guidelines could be read in harmony - Factors to consider - Evidence adduced - Effect of - Whether charges proven by the company - Whether it had been a serious misconduct - Positions held by the claimants - Whether their dismissals had been justified - Whether dismissals without just cause and excuse Breach of company rules and policies - Unauthorised receipt of gratification - Claimants allegedly accepting bribes - Whether proven by the company - Evaluation of the evidence - Effect of - Whether the company had acted reasonably in thinking the claimants had been guilty of the charges - Duty owed by the claimants to the company - Whether discharged - Factors to consider - Whether dismissal without just cause or excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5) Misconduct - Claimants allegedly abandoning their lorries and failing to hand over the keys - Whether proven by the company - Evidence adduced - Whether there had been any written policies on the same - Effect of - Whether dismissal without just cause and excuse Misconduct - Claimants allegedly absent from work without permission - Whether proven by the company - Evidence adduced - Effect of - Company's actions towards the claimants - Whether it had been reasonable - Whether it had caused difficulties to the claimants - Factors to consider Misconduct - Claimants allegedly leaving the company's premises without permission - Whether proven by the company - Evidence adduced - Effect of Misconduct - Claimants allegedly not having the intention to proceed with their assignments but filling up fuel tanks - Whether proven by the company - Evidence adduced - Effect of Misconduct - Picketing - Whether the claimants had been involved in a picket - Evidence adduced - Effect of - Claimants admitting to the same - Whether the picket had been illegal - Factors to consider - Industrial Relations Act 1967, s. 10 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 Retrenchment - Reorganisation - Claimant retrenched - Whether the claimant had been the only one retrenched - Evidence adduced - Effect of - Whether the reorganisation by the company had been carried out bona fide - Whether dismissal without just cause or excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5) Retrenchment - Reorganisation - Claimant retrenched - Whether the claimant's position had ceased to exist - Evidence adduced - Evaluation of - Conduct of the company towards the claimant - Whether it had been equitable - Whether the company's actions had been reasonable - Effect of - Whether dismissal without just cause and excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5) Retrenchment - Reorganisation - Claimant retrenched - Whether the company had been suffering financial difficulties as alleged - Evidence adduced - Evaluation of - Effect of - Steps taken by the company of the material time - Whether dismissal without just cause or excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5) Retrenchment - Reorganisation - Claimant retrenched - Whether the company had complied with the Code of Conduct for Industrial Harmony - Factors to consider - Effect of - Whether the company had behaved reasonably - Whether dismissal without just cause or excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5) & Code of Conduct for Industrial Harmony 1975, arts. 21 and 22 DOMESTIC INQUIRY Absence of - No domestic inquiry held against the claimants prior to their dismissals - Reasons for the same - Effect of - Whether the company had conducted a due inquiry - Whether the claimants had been given a chance to explain - Evaluation of the evidence - Effect of - Conduct of the company - Whether dismissals without just cause or excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5) Procedural impropriety - Charges - Whether proper charges had been framed against the claimants - Factors to consider - Whether the claimants had been aware of the charges they had to answer to - Conduct of the claimants and the company - Factors to consider Procedural impropriety - Whether conducted in a proper manner - Factors to consider - Effect of EVIDENCE Standard of proof - Whether reasonable suspicion amounting to the belief in the guilt of the employee had been established by the company - Conduct of the company towards the claimants - Results of the company's investigations - Whether the company had been reasonable in dismissing them - Whether dismissal with just cause and excuse LABOUR LAW Employment - Absenteeism - Leave without approval - Failure to report back to work - Whether appellant condoned the respondent's conduct - Whether dismissal with just cause and excuse Industrial Court - Award - Application for judicial review to quash award of Industrial Court - Whether Industrial Court committed error of law - Whether High Court could interfere with findings of fact by Industrial Court INDEKS PERKARA MAHKAMAH PERUSAHAAN Remedi - Hukuman - Faktor mitigasi - Sama ada hukuman buang kerja YM setimpal dengan salah lakunya - Faktor-faktor yang harus diambil kira - YM berkhidmat untuk syarikat selama 17 tahun – Kesannya PEMBUANGAN KERJA Ketidakpatuhan terhadap polisi syarikat - Kecuaian - YM menghantar cek kepada pengedar syarikat bertentangan dengan peraturan-peraturan kewangan - Sama ada berjaya dibuktikan oleh syarikat - Keterangan yang dikemukakan - Kesannya - Sama ada YM cuai dalam menjalankan tugasnya - Sama ada tindakan syarikat menamatkan perkhidmatannya munasabah - Faktor-faktor yang harus diambil kira - YM bekerja dengan syarikat selama 17 tahun - Kesannya - Sama ada YM telah dibuang kerja tanpa alasan yang adil dan bersebab - Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5) PENAMATAN PERKHIDMATAN Notis pemberhentian - Perletakkan jawatan secara paksa - Sama ada YM telah dipaksa meletak jawatan - Faktor-faktor yang harus diambil kira - Keterangan yang dikemukakan - Kesannya - Perwatakan dan pendidikan YM - Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab PENAMATAN PERKHIDMATAN Prestasi kerja - Prestasi kerja yang tidak memuaskan - Sama ada berjaya dibuktikan oleh syarikat - Keterangan yang dikemukakan - Kesannya - Tindakan syarikat - Sama ada bertentangan dengan amalan biasa sesuatu organisasi - Apa yang syarikat seharusnya lakukan - Sama ada tindakan syarikat berpatutan - Kesannya - Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab - Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5) SIASATAN DALAMAN Kesilapan prosedur - Komposisi panel Siasatan Dalaman - Hanya seorang yang duduk atas panel Siasatan Dalaman - Sama ada komposisi sedemikian mengikut prinsip perbicaraan yang adil dan keadilan asasi - Faktor-faktor yang harus diambil kira - Kesannya - Fungsi panel Siasatan Dalaman - Kesannya - Sama ada keterangan yang dikemukakan di hadapan panel sebegini boleh digunakan oleh mahkamah |
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