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IN THIS ISSUE BULLETIN 06/2018
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LATEST HIGHLIGHTS
CASE HIGHLIGHTS

KESATUAN EKSEKUTIF RHB BANK BERHAD v. RHB BANK BERHAD
INDUSTRIAL COURT, KUALA LUMPUR
GULAM MUHIADDEEN ABDUL AZIZ, EMPLOYERS' PANEL: VASUDAVAN SUPPIAH, EMPLOYEES' PANEL: HASANI MD SAAD
AWARD NO. 462 OF 2018 [CASE NO: 6(18)(12)(4)(22)(4)/3-427/12]
28 FEBRUARY 2018

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)

TRADE DISPUTE: 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


SALWA OTHMAN v. INSTITUT PROFESIONAL BAITULMAL
INDUSTRIAL COURT, SABAH
DUNCAN SIKODOL
AWARD NO. 494 OF 2018 [CASE NO: 17(14)/4-479/14]
5 MARCH 2018

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

CONTRACT OF EMPLOYMENT: 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

DISMISSAL: 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)

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)

LATEST CASES (ILR Issue 5 of 2018)
Award Parties Citation Links
  Leighton Contractors (M) Sdn Bhd v. Gnanapragasam Arukiam & Ors
[Civil Appeal No: 16-10-12-2015]
[2018] 2 ILR 193 cljlaw
labourlaw
  Lembaga Kemajuan Wilayah Kedah (KEDA) v. Nur Dini Mohd Noh
[Civil Appeal No: K-02-1212-05-2013]
[2018] 2 ILR 201 cljlaw
labourlaw
  Pan Malaysian Pools Sdn Bhd v. Kwan Tat Thai & Anor And Other Appeals
[Civil Appeals No: W-02(W)-1453-08-2016, W-02(W)-1796-09-2016 & W-02(W)-1802-09-2016]
[2018] 2 ILR 215 cljlaw
labourlaw
210/2018 Kamal Abg Abu Bakar v. Bank Pertanian Malaysia Berhad
[Case No: 17(8)/4-1169/13]
[2018] 2 ILR 234 cljlaw
labourlaw
359/2018 Chen Ka Fatt lwn. Maybank Bhd
[No. Kes: 10/4-1724/12]
[2018] 2 ILR 250 cljlaw
labourlaw
401/2018 Nor Hisham Mohamed Hashim lwn. Imaxx Services Plus Sdn Bhd
[No. Kes:10/4-725/14]
[2018] 2 ILR 273 cljlaw
labourlaw
462/2018 Kesatuan Eksekutif Rhb Bank Berhad v. RHB Bank Berhad
[Case No: 6(18)(12)(4)(22)(4)/3-427/12]
[2018] 2 ILR 292 cljlaw
labourlaw
494/2018 Salwa Othman v. Institut Profesional Baitulmal
[Case No: 17(14)/4-479/14]
[2018] 2 ILR 318 cljlaw
labourlaw
516/2018 Ng Mei Ling v. Measat Satellite Systems Sdn Bhd
[Case No: 6(18)(12)/4-1116/13]
[2018] 2 ILR 333 cljlaw
labourlaw
562/2018 Mohd Hairi Abd Zahar v. Projek Lebuhraya Usahasama Berhad
[Case No: 3/4-416/16]
[2018] 2 ILR 367 cljlaw
labourlaw
628/2018 Jyameriy Rayappan v. Tesco Stores (Malaysia) Sdn Bhd
[Case No: 11/4-686/15]
[2018] 2 ILR 381 cljlaw
labourlaw
To Subject Index
ARTICLE HIGHLIGHT

HAIRDRESSER WINS UNFAIR DISMISSAL CLAIM AFTER FACEBOOK MESSENGER CONVERSATION WITH BOSS “SPIRALLED OUT OF CONTROL”
AUSTRALIA
Hairdresser was unfairly dismissed
In a decision before the Fair Work Commission last week, a hairdresser was held to have been unfairly dismissed after an exchange with her boss over Facebook Messenger where he aggressively turned on her. The employee (JLM) and her boss (CT) regularly conversed outside of hours on Facebook messenger. On 6 December 2017, however, their exchange “spiralled out of control”.

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MELBOURNE BUSINESS ORDERED TO PAY WORKER $20,000 FOR FIRING HER AFTER SHE RESIGNED
AUSTRALIA
Company should never counter a resignation with a dismissal letter
A former nail technician at a Melbourne beauty salon has won $20,000 in compensation after her employer tried to fire her two hours after she handed in her resignation, which she says she was forced to submit because she was being bullied for chasing unpaid wages. The staff member at Solene Paris Beauty, a salon in Melbourne’s Stud Park Shopping Centre, brought unfair dismissal proceedings against the business after her employment ended in March 2017.

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