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LATEST CASES (ILR Issue 5 of 2018)
SUBJECT INDEX
CONTRACT OF EMPLOYMENT
Validity - Claimant appointed by the then CEO of the company without the approval of the Board of Directors - Powers of the CEO - Whether the claimant had connived or influenced him to appoint her - Evidence adduced - Evaluation of - Claimant's work experience - Whether she had been privy to the internal procedures of the company - Whether her contract of employment had been valid
Salwa Othman v. Institut Profesional Baitulmal
(Duncan Sikodol) [2018] 2 ILR 318
Validity - Claimant appointed without the approval of the Board of Directors - Whether their approval had been necessary - Factors to consider - Evidence adduced - Effect of - Whether a valid contract of employment had existed between the parties
Salwa Othman v. Institut Profesional Baitulmal
(Duncan Sikodol) [2018] 2 ILR 318
DISMISSAL
Breach of company rules and policies - Dishonesty - Whether the claimant had failed to declare and account for monies collected on nine Touch n Go reload transactions - Factors to consider - Evidence adduced - Effect of - Whether he had failed to discharge his duties to the company - Claimant's defence - Whether acceptable - Position held by the claimant - Implications of his actions - Whether his misconduct had been grave and serious enough to warrant his dismissal - Whether the company had been justified in dismissing him - Whether dismissal without just cause or excuse
Mohd Hairi Abd Zahar v. Projek Lebuhraya Usahasama Berhad
(Anna Ng Fui Choo) [2018] 2 ILR 367
Breach of company rules and policies - Negligence - Whether the claimant had failed to monitor and supervise his staff with due care and prudence - Factors to consider - Evidence adduced - Effect of - Whether the charges had been proven by the company against him - Claimant's defence - Whether could be accepted - Whether dismissal without just cause and excuse
Kamal Abg Abu Bakar v. Bank Pertanian Malaysia Berhad
(Duncan Sikodol) [2018] 2 ILR 234
Constructive dismissal - Claimant demoted, transferred and imposed with a salary reduction - Whether she had been negligent in carrying out her duties as alleged - Evidence adduced - Evaluation of - Effect of - Company's actions towards her - Whether reasonable - Whether it had amounted to a fundamental breach which had gone to the root of her contract of employment - Whether it had justified her walking out of her employment and claiming constructive dismissal
Jyameriy Rayappan v. Tesco Stores (Malaysia) Sdn Bhd
(Mohd Dusuki Mokhtar) [2018] 2 ILR 381
Constructive dismissal - Claimant walking out claiming constructive dismissal - Whether she had delayed in walking out of her employment - Factors to consider - Evidence adduced - Effect of - Claimant's conduct between when the punishments had been imposed on her and her walking out of her employment - What it had shown - Her explanations for the delay - Whether it had any merit - Whether the claimant, by her conduct, had elected to affirm the employment contract - Whether her claim for constructive dismissal ought to be allowed
Jyameriy Rayappan v. Tesco Stores (Malaysia) Sdn Bhd
(Mohd Dusuki Mokhtar) [2018] 2 ILR 381
Insubordination - Whether the claimant had deleted files from the "outlook" box of the said laptop, whilst at her workstation, despite COW3's repeated instructions not to do so - Evidence adduced - Evaluation of - Whether it had amounted to a misconduct - Factors to consider - Whether it had warranted her dismissal
Ng Mei Ling v. Measat Satellite Systems Sdn Bhd
(Gulam Muhiaddeen Abdul Aziz) [2018] 2 ILR 333
Insubordination - Whether the claimant had spoken to other staff of the company, after being handed the show cause letter, despite being prohibited from doing so - Evidence adduced - Evaluation of - Effect of
Ng Mei Ling v. Measat Satellite Systems Sdn Bhd
(Gulam Muhiaddeen Abdul Aziz) [2018] 2 ILR 333
Misconduct - Breach of company rules and policies - Whether the claimant had divulged confidential information relating to the company's business affairs, to an unauthorised person, without lawful authority or permission - Evidence adduced - Effect of - Position held by the claimant in the company - Whether her actions had constituted serious misconduct - Whether she had been in breach of her fiduciary duties to the company - Whether her actions had warranted her dismissal - Factors to consider - Whether her dismissal had been without just cause and excuse
Ng Mei Ling v. Measat Satellite Systems Sdn Bhd
(Gulam Muhiaddeen Abdul Aziz) [2018] 2 ILR 333
Misconduct - Claimant deleting e-mails from her laptop, after lying to COW3 that her laptop had contained her husband's personal files, which she had wanted to delete - Whether proven against her - Evidence adduced - Effect of
Ng Mei Ling v. Measat Satellite Systems Sdn Bhd
(Gulam Muhiaddeen Abdul Aziz) [2018] 2 ILR 333
Victimisation - Claimant dismissed due to her appointment being in non-compliance with the internal procedures of the company - Whether she had been aware of them - Evidence adduced - Effect of - Whether her dismissal had been tainted with mala fides - Whether dismissal without just cause and excuse - Industrial Relations Act 1967, s. 20(3)
Salwa Othman v. Institut Profesional Baitulmal
(Duncan Sikodol) [2018] 2 ILR 318
DOMESTIC INQUIRY
Absence of - Whether fatal to the company's case
Mohd Hairi Abd Zahar v. Projek Lebuhraya Usahasama Berhad
(Anna Ng Fui Choo) [2018] 2 ILR 367
Procedural impropriety - Whether the DI had been more of a question and answer session rather than a proper inquiry - Whether the DI conducted had been against the principles of natural justice - Factors to consider - Effect of - Whether the DI conducted had been valid
Jyameriy Rayappan v. Tesco Stores (Malaysia) Sdn Bhd
(Mohd Dusuki Mokhtar) [2018] 2 ILR 381
Procedural Impropriety - Whether the DI held had been valid - Factors to consider - Effect of - Whether the rules of natural justice had been complied with
Ng Mei Ling v. Measat Satellite Systems Sdn Bhd
(Gulam Muhiaddeen Abdul Aziz) [2018] 2 ILR 333
EVIDENCE
Adverse inference - Company failing to call Dr. A to give evidence - Whether it had been a withholding of material evidence - Whether an adverse inference ought to be drawn against the company for its failure to call him - Evidence Act 1950, s. 114(g)
Salwa Othman v. Institut Profesional Baitulmal
(Duncan Sikodol) [2018] 2 ILR 318
Burden of proof - Whether discharged by the company - Evidence adduced - Company failing to produce the CCTV footage of the toll booth to prove its case - Reasons for the same - Whether acceptable - Factors to consider - Effect of
Mohd Hairi Abd Zahar v. Projek Lebuhraya Usahasama Berhad
(Anna Ng Fui Choo) [2018] 2 ILR 367
Documentary evidence - Findings of the DI - Whether accurate - Factors to consider - Effect of
Ng Mei Ling v. Measat Satellite Systems Sdn Bhd
(Gulam Muhiaddeen Abdul Aziz) [2018] 2 ILR 333
Documentary evidence - Notes of the DI - Claimant not given a copy of the Notes to confirm its accuracy - Effect of
Jyameriy Rayappan v. Tesco Stores (Malaysia) Sdn Bhd
(Mohd Dusuki Mokhtar) [2018] 2 ILR 381
INDUSTRIAL COURT
Remedies - Punishment - Whether the punishment of dismissal had been disproportionate under the circumstances - Gravity of the claimant's misconduct - Position held by her in the company - Whether dismissal had been justified
Ng Mei Ling v. Measat Satellite Systems Sdn Bhd
(Gulam Muhiaddeen Abdul Aziz) [2018] 2 ILR 333
LABOUR LAW
Employment - Contract of employment - Breach - Allegation of - Whether proved - Employees received secret profits by virtue of profit sharing arrangement with vendors without company's authority - Whether company's claim for secret profits sustainable - Whether remedies for breach of employment contract limited to exercise of company's discretion to dismiss employees - Whether company entitled to general damages
Pan Malaysian Pools Sdn Bhd v. Kwan Tat Thai & Anor And Other Appeals
(David Wong Dak Wah, Hamid Sultan Abu Backer & Umi Kalthum Abdul Majid JJCA) [2018] 2 ILR 215
Employment - Dismissal - Probationer - Employee terminated with one month's salary due to failure to obtain recommendation from Head of Department for confirmation of services - Whether employee's appointment subject to conditions of service in letter of offer - Whether employee breached conditions of employment - Whether employer complied with principle of procedural fairness - Whether termination of employee's services a breach of art. 5 of Federal Constitution - Whether employer had right to terminate employee as probationer without assigning reason - Whether termination of employee's employment valid and consistent with terms of letter of offer
Lembaga Kemajuan Wilayah Kedah (KEDA) v. Nur Dini Mohd Noh
(Mohd Hishamudin Yunus, David Wong Dak Wah & Umi Kalthum Abdul Majid JJCA) [2018] 2 ILR 201
Employment - Overtime payment - Claimants paid for eight hours but made to work for nine hours - Claim for overtime payment - Clause in letter of appointment stating that monthly salary inclusive of payment of any additional hours worked with no additional payment for overtime - Whether claimants contractually-bound by clause - Whether nature of claimants' work regarded as manual labour - Claimants earning more than statutory threshold - Whether claimants fall under statutory purview and protection - Whether claimants entitled to claim for overtime - Employment Act 1955, ss. 60A(3) & 69
Leighton Contractors (M) Sdn Bhd v. Gnanapragasam Arukiam & Ors
(Collin Lawrence Sequerah JC) [2018] 2 ILR 193
Industrial Court - Withdrawal of suit for unfair dismissal - Whether employees deemed to have accepted company's decision to dismiss them - Whether employees admitted to being guilty of misconduct - Whether employees estopped from contending that they were not liable for breaches of employment contracts
Pan Malaysian Pools Sdn Bhd v. Kwan Tat Thai & Anor And Other Appeals
(David Wong Dak Wah, Hamid Sultan Abu Backer & Umi Kalthum Abdul Majid JJCA) [2018] 2 ILR 215
TRADE DISPUTE
Bank implementing a new re-grading and salary structure - Whether it had been a form of union busting by the bank - Factors to consider - Evidence adduced - Effect of - Motives for implementing the new re-grading and salary structure - Whether justified - Whether the bank had been in contravention of the Industrial Relations Act 1967 - Industrial Relations Act 1967, ss. 4(1), 5(1)(c) and (e)
Kesatuan Eksekutif RHB Bank Berhad v. RHB Bank Berhad
(Gulam Muhiaddeen Abdul Aziz) [2018] 2 ILR 292
Bank implementing a new re-grading and salary structure - Whether it had practised discrimination by using its new re-grading and salary structure - Evidence adduced - Effect of
Kesatuan Eksekutif RHB Bank Berhad v. RHB Bank Berhad
(Gulam Muhiaddeen Abdul Aziz) [2018] 2 ILR 292
INDEKS PERKARA
KESATUAN SEKERJA
YM memegang jawatan dalam Kesatuan - Sama ada pihak bank boleh menamatkan perkhidmatan YM atas alasan beliau mencemarkan nama baiknya sedangkan YM mempunyai kekebalan (imuniti) - Faktor-faktor yang harus diambil kira - Kesannya - Sama ada tindakan pihak bank merupakan satu tindakan union busting - Akta Kesatuan Sekerja 1959, s. 22
Chen Ka Fatt lwn. Maybank Bhd
(Rasidah Chik) [2018] 2 ILR 250
KONTRAK PERKHIDMATAN
Kekecewaan kontrak - Sama ada kesihatan YM telah mewujudkan kekecewaan kontrak perkhidmatannya dengan syarikat - Faktor-faktor yang harus diambil kira - Keterangan yang dikemukakan - Kesannya - Tindakan syarikat terhadap YM - Apa ianya menunjukkan - Sama ada tindakan syarikat menamatkan perkhidmatan YM telah dilakukan secara adil dan bersebab
Nor Hisham Mohamed Hashim lwn. Imaxx Services Plus Sdn Bhd
(Rasidah Chik) [2018] 2 ILR 273
Terma dan syarat - YM mengalami kecederaan sewaktu menjalankan tugas dan mengambil cuti sakit yang melebihi kelayakannya - Sama ada YM ditamatkan perkhidmatan kerana kesihatan beliau - Faktor-faktor yang harus diambil kira - Keterangan yang dikemukakan - Kesannya - Sama ada penamatan perkhidmatan YM telah dijalankan secara adil dan bersebab
Nor Hisham Mohamed Hashim lwn. Imaxx Services Plus Sdn Bhd
(Rasidah Chik) [2018] 2 ILR 273
PEMBUANGAN KERJA
Salah laku - Sama ada tindakan YM memegang banner yang mengandungi pernyataan yang tidak benar semasa menghadiri Persidangan ILO di Geneva dan perbuatan beliau yang didakwa telah memuat naik gambarnya memegang banner tersebut ke dalam website NUBE merupakan satu salah laku - Faktor-faktor yang harus diambil kira - Keterangan yang dikemukakan - Kesannya - Sama ada perbuatan beliau merupakan satu aktiviti Kesatuan yang sah - Jawatan yang dipegang oleh YM dalam Kesatuan Sekerja - Tindakan yang diambil oleh pihak bank terhadapnya - Tempoh perkhidmatan YM dengan pihak bank - Sama ada penamatan perkhidmatan YM merupakan tindakan yang terlalu berat - Sama ada perkhidmatan YM telah ditamatkan secara adil dan bersebab - Akta Perhubungan Perusahaan 1967, ss. 4 & 5
Chen Ka Fatt lwn. Maybank Bhd
(Rasidah Chik) [2018] 2 ILR 250
Salah laku - YM memegang banner yang mengandungi pernyataan yang tidak benar semasa menghadiri Persidangan ILO di Geneva dan telah memuat naik gambarnya memegang banner tersebut ke dalam website NUBE - Sama ada perbuatannya merupakan satu salah laku - Faktor-faktor yang harus diambil kira - Keterangan yang dikemukakan - Kesannya - Sama ada beliau mempunyai kewajipan fidusiari kepada pihak bank dan mempunyai tanggungjawab untuk bertindak selaras dengan kepentingan dan reputasi pihak bank - Faktor-faktor yang harus diambil kira - Akta Perhubungan Perusahaan 1967, s. 6
Chen Ka Fatt lwn. Maybank Bhd
(Rasidah Chik) [2018] 2 ILR 250
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