KESATUAN PEKERJA-PEKERJA PERKILANGAN PERUSAHAAN MAKANAN v. KHIAN GUAN BISCUIT MANUFACTURING COMPANY SDN BHD
INDUSTRIAL COURT, PENANG
RUSITA MD LAZIM
EMPLOYEES’ PANEL: MOHD FAIZAL ABD RAHIM
EMPLOYERS PANEL: LLOYD LEE BUN AIK
AWARD NO. 1344 OF 2024 [CASE NO: 9-2-1346-22]
2 SEPTEMBER 2024

Abstract – A company’s financial capability is a significant factor in determining disputed articles in a proposed collective agreement.

TRADE DISPUTE: Collective agreement – Renewal – Date of commencement – Disputes and proposals on articles – Disputes and proposals on bonus, salaries/wages, implementation, transport allowance, incentive and shutdown – Proposals ought to be accepted – Industrial Relations Act 1967, ss. 26(2) & 30(5), (7)

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JOLLY MUSA v. ANSELL NP SDN BHD
INDUSTRIAL COURT, KUALA LUMPUR
AUGUSTINE ANTHONY
AWARD NO. 1345 OF 2024 [CASE NO: 4/4-583/23]
2 SEPTEMBER 2024

Abstract – Violence at workplace must be viewed as a serious misconduct. A company must maintain discipline and responsible conduct on part of employee without which there would be disorder and chaos leading to disharmony in the working environment in the company, especially if the company has to manage a large labour force. The misconduct of violence at workplace almost always leave no mitigating circumstances and would lead to the dismissal of the employee concerned.

LABOUR LAW: Employment – Dismissal – Misconduct – Violence at workplace – Intimidation using weapon – Seriousness of misconduct – Dissatisfaction leading to altercation between employees – Employee drew out utility knife from waist pouch and aggressively pursued other employee – Employee dismissed from employment – Whether employer arbitrarily dismissed employee – Whether principles of natural justice observed – Whether dismissal manifestly harsh and disproportionate to misconduct – Whether dismissal with just cause or excuse – Industrial Relations Act 1967, ss. 20(3) & 30(5)