| << Back | BULLETIN 11/2014 |
|
LATEST CASES (ILR Issue 10 of 2014) SUBJECT INDEX ADMINISTRATIVE LAW Judicial review - Certiorari - Application by public servant - Dismissal from police force on allegation of misconduct - Disciplinary proceedings - Whether proper - Decision of Disciplinary Board - Whether amenable to judicial review - Whether public servant afforded reasonable opportunity to be heard - Whether decision tainted with procedural impropriety, illegality or irrationality - Federal Constitution, arts. 132 & 135(2) CONSTITUTIONAL LAW Public servants - Disciplinary proceedings - Whether proper - Whether public servant afforded reasonable opportunity to be heard - Whether decision of Disciplinary Board flawed - Whether amenable to judicial review - Federal Constitution, arts. 132 & 135(2) DISMISSAL Absenteeism - Whether the claimant had been absent without leave - Evidence adduced - Evaluation of - Whether proven by the company - Whether the company had been justified in dismissing her - 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) Absenteeism - Whether the claimant had been absent without leave - Whether the company had condoned her behaviour - Conduct of the company towards her - What the company should have done - Effect of Absenteeism - Whether the claimant had been absent without leave - Whether the company had specified procedures to follow for Emergency Leave - Evidence adduced - Effect of - Whether the claimant had done what had reasonably been expected of him - Claimant's conduct - Whether the charge had been proven against him Breach of company rules and policies - Alcohol consumption - Whether proven by the company - Evidence adduced - Effect of - Whether the charge had been proven by the company - Whether dismissal justified - Whether dismissal without just cause and excuse Breach of company rules and policies - Medical leave - Claimant procuring medical certificates from a non-panel clinic - Whether it had constituted a misconduct - The company's policy on the same - Perusal of the company's documents - Effect of - Whether this charge had been proven by the company - Whether dismissal without just cause and excuse Constructive dismissal - Benefits - Claimants contending that the terms and conditions of employment with Privasia had been less favourable than those with the respondent company - Whether proven by the claimants - Evidence adduced - Effect of - Whether they had accepted the offer of employment voluntarily - Conduct of the claimants - What it had shown Constructive dismissal - Transfer - Claimants signing letters of offer with Privasia - Whether they had been forced to resign from the respondent company - Who had been the claimants' employer at the material time - Evidence adduced - Evaluation of - Conduct and actions of the claimants - What it had shown - Effect of - Whether the claimants had been constructively dismissed Constructive dismissal - Transfer - Whether the claimants had been rolled over from the company to Privasia in the guise of a transfer vide fresh letters of employment - Factors to consider - Evidence adduced - Evaluation of - Whether the claimants had delayed in bringing this constructive dismissal claim - Effect of Misconduct - Whether proven against the claimant - Evidence adduced - Effect of - Claimant's explanations - Whether it had been believable in view of the evidence adduced - Whether dismissal without just cause and excuse Misconduct - Whether the claimant had been missing during office hours - Whether proven by the company - No warnings issued to the claimant until a few months later - Effect of - What the company should have done - Whether the claimant had a history of disciplinary problems - Effect of - Whether the punishment of dismissal had been proportionate to the misconduct committed by him Misconduct - Whether the claimant had been "missing in office" - Whether proven against the claimant - Evidence adduced - Effect of - Claimant's explanations - Whether it had been believable in view of the evidence adduced - Whether dismissal without just cause and excuse Misconduct - Whether the claimant had behaved inappropriately with his subordinate - Evidence adduced - Effect of - Whether it had resulted in him being unable to supervise his subordinate effectively - Whether this charge had been proven by the company - Whether dismissal without just cause and excuse Retrenchment - Restructuring - Claimants retrenched - Reasons for the same - Whether it had been acceptable - Evidence adduced - Effect of - Whether dismissal without just cause or excuse - Industrial Relations Act 1967, ss. 20(3) & 30(5) Retrenchment - Restructuring - Claimants retrenched due to company's restructuring - Reasons for the company's restructuring - Whether the company had been facing grave financial problems - Evaluation of the evidence - Effect of - Whether dismissal without just cause or excuse - Industrial Relations Act 1967, ss. 5(2)(a), 13(3)(d) & 30(5) Retrenchment - Restructuring - Exercise of management's prerogative - Whether the company had exercised it bona fide - Factors to consider - Evidence adduced - Effect of DOMESTIC INQUIRY Charges - Charge 3 lacking clarity and precision for want of specific details - Whether it had been void ab initio - Factors to consider - Effect of Charges - Whether they had been good in law - Factors to consider - Effect of Procedural impropriety - Whether the DI conducted had been valid - Factors to consider - Effect of Procedural impropriety - Whether the DI conducted had been valid - COW2 acting as Chairman of the DI and as key decision maker in terminating the claimant - Whether the claimant had suffered grave prejudice - Whether there had been a breach of natural justice - Factors to consider - Effect of - DI notes not submitted to court for scrutiny - Whether could be accepted EVIDENCE Documentary evidence - Charge 2 brought against the claimant - Whether flawed for lack of material particulars - Effect of - Whether void ab initio Documentary evidence - Findings of the DI - Whether in compliance with the rules of natural justice - Factors to consider - Effect of - Whether matter should be heard de novo Documentary evidence - Findings of the DI - Whether it had been accurate - Factors to consider - Effect of Witness - Conflicting evidence - Company witnesses giving conflicting evidence - Effect of - Whether the company's evidence could be relied on as accurate INDUSTRIAL COURT Jurisdiction - Claimant not seeking reinstatement - Whether the Industrial Court ceased to have jurisdiction over the matter - Factors to consider - Consideration of case law PUBLIC SERVANTS Dismissal - Procedure - Disciplinary proceedings - Whether proper - Whether public servant afforded reasonable opportunity to be heard - Whether decision of Disciplinary Board flawed - Whether amenable to judicial review - Federal Constitution, arts. 132 & 135(2) TRADE DISPUTE Collective Agreement - Article on annual bonus - Whether it ought to be contractual - Purpose of awarding bonus - Effect of Collective Agreement - Article on check off facility - Whether it had been a condition of service - Whether it had been at the discretion of the employer - Whether the union's proposal had merit - Effect of Collective Agreement - Article on the duration, modification and termination of the agreement and the application of the agreement - When the CA should commence - What made more commercial sense - Industrial Relations Act 1967, s. 30(7) Collective Agreement - Article on extra duty allowance and retirement - Whether the union's proposal had merit - Factors to consider - Whether the union's proposal ought to be allowed - Industrial Relations Act 1967, s. 30(7) Collective Agreement - Article on medical benefits - Whether the union's proposal would have financial implications on the club - Factors to consider - Effect of Collective Agreement - Article on personal accident insurance - Whether the club had been contractually obliged to provide the union with a copy of the policy - Whether the union's proposal had merit - Factors to consider - Effect of Collective Agreement - Article on public holidays - Union seeking five additional public holidays - Whether it had been reasonable - Factors to consider - Effect of Collective Agreement - Article on retrenchment and retrenchment benefits - Whether the unions' proposal ought to be allowed - Factors to consider - Effect of Collective Agreement - Article on salary, annual increment and salary adjustment - Whether it should be at the discretion of the club - Factors to consider - Effect of Collective Agreement - Article on scope and interpretation of the agreement - Purpose of the CA - Whether the benefits accorded thereunder should be contractual or at the club's discretion - Financial implications to the club - Whether an appropriate consideration - Whether the union's proposal had merit - Factors to consider - Whether the union's proposal ought to be allowed Collective Agreement - Article on transfer - Whether the union's proposal could be accepted - Factors to consider - Effect of INDEKS PERKARA KETERANGAN Keterangan dokumentari - Keputusan SD - Sama ada dapat dipertahankan - Sama ada mahkamah terikat dengan keputusannya Keterangan dokumentari - Nota Siasatan Dalaman - Sama ada sah dan tepat - Faktor-faktor yang harus diambil kira – Kesannya Saksi - Keterangan yang bercanggah daripada YM dan saksinya – Kesannya KONTRAK PERKHIDMATAN Terma dan syarat - Sama ada YM telah melanggar terma dan syarat kontrak perkhidmatannya - YM telah menghantar SMS yang memberitahu bahawa Kuala Linggi Shipyard di Melaka memerlukan pegawai - Faktor-faktor yang harus diambil kira - Keterangan yang dikemukakan – Kesannya Terma dan syarat - Sama ada YM telah melanggar terma dan syarat kontrak perkhidmatannya - Klausa 5 kontrak perkhidmatannya - Penelitian klausa tersebut - Kesannya - Sama ada tindakan syarikat terhadap YM adalah adil - Sama ada syarikat berjaya membuktikan salahlaku tersebut terhadap YM PEMBUANGAN KERJA Ketidakpatuhan terhadap peraturan dan polisi syarikat - Sama ada YM berada dalam situasi konflik kepentingan dengan syarikat - Sama ada syarikat berjaya membuktikan salahlaku tersebut terhadap YM - Keterangan yang dikemukakan - Kesannya - Penjelasan YM - Sama ada dapat diterima - Apa yang beliau seharusnya lakukan - Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab Ketidakpatuhan terhadap peraturan dan polisi syarikat - Sama ada YM berada dalam situasi konflik kepentingan dengan syarikat - Syarikat tidak memberi arahan kepada YM untuk menentukan kesahihan maklumat tentang apa-apa sebutharga - Kesannya - Sama ada beliau sedar bahawa beliau perlu menentukan kesahihan maklumat-maklumat tersebut demi kepentingan syarikat - Kesannya - Sama ada penamatan perkhidmatan beliau telah dilakukan secara adil dan bersebab Ketidakpatuhan terhadap peraturan dan polisi syarikat - Sama ada YM berada dalam situasi konflik kepentingan dengan syarikat - YM membeli barangan daripada syarikat milik isterinya - Sama ada YM sedar bahawa syarikat tersebut dimiliki isterinya - Keterangan yang dikemukakan - Kesannya - Sama ada YM mendapat faedah daripada pembelian tersebut - Faktor-faktor yang harus diambil kira - Kesannya - Apa yang beliau seharusnya lakukan Ketidakpatuhan terhadap peraturan dan polisi syarikat - YM menghantar SMS yang memberitahu bahawa Kuala Linggi Shipyard di Melaka memerlukan pegawai - Sama ada merupakan suatu salahlaku - Faktor-faktor yang harus diambil kira - Sama ada syarikat berjaya membuktikan salahlaku tersebut terhadap YM - Keterangan yang dikemukakan - Kesannya - Penjelasan YM - Sama ada dapat diterima - Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab Salahlaku - Gangguan seksual - YM didakwa melakukan gangguan seksual terhadap COW1 - Sama ada dibuktikan oleh syarikat responden - Keterangan yang dikemukakan - Kesannya - Penjelasan YM - Sama ada dapat diterima - Sama ada penamatan perkhidmatan YM telah dilakukan secara adil dan bersebab - Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5) SIASATAN DALAMAN Kesilapan prosidur - Sama ada Siasatan Dalaman yang dijalankan telah mengikuti prinsip keadilan - Faktor-faktor yang harus diambil kira - Kesannya - Sama ada sah |
|
| Copyright Mylawbox Sdn Bhd | Subscribe | Unsubscribe |
