ABDUL MALEK GAMPANG lwn. ADVANCE PACT SDN BHD
MAHKAMAH PERUSAHAAN, KUALA LUMPUR
GULAM MUHIADDEEN ABDUL AZIZ
AWARD NO. 380 TAHUN 2018 [NO. KES: 6(18)(12)(20)/4-1175/13]
20 FEBRUARI 2018

PEMBUANGAN KERJA: Ketidakhadiran – Sama ada YM telah tidak hadir bertugas tanpa kebenaran – Keterangan yang dikemukakan – Kesannya – Sama ada berjaya dibuktikan oleh syarikat terhadapnya – Penjelasan YM – Sama ada dapat diterima – Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab

PEMBUANGAN KERJA: Ketidakturutan – Sama ada YM gagal untuk mengikut arahan syarikat untuk tidak menghadiri latihan yang dianjurkan oleh pembekalnya di negara Jerman – Keterangan yang dikemukakan – Kesannya – Penjelasan YM – Sama ada dapat diterima – Sama ada pertuduhan ini berjaya dibuktikan oleh syarikat terhadapnya – Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab

PEMBUANGAN KERJA: Salah laku – Sama ada YM telah menerima penajaan pembekalnya tanpa kelulusan syarikat – Faktor-faktor yang harus diambil kira – Keterangan yang dikemukakan – Kesannya – Sama ada pertuduhan ini berjaya dibuktikan oleh syarikat terhadapnya – Sama ada pembuangan kerja YM telah dilakukan secara adil dan bersebab – Akta Perhubungan Perusahaan 1967, ss. 20(3) & 30(5)

SIASATAN DALAMAN: Kesilapan prosedur – Sama ada SD yang telah dijalankan telah mematuhi prinsip-prinsip keadilan asasi – Faktor-faktor yang harus diambil kira – Kesannya

VINCENT PILLAI LEELAKANDA PILLAI v. SUBANG JAYA HOTEL DEVELOPMENT SDN BHD
INDUSTRIAL COURT, KUALA LUMPUR
JAMIL ARIPIN
AWARD NO. 487 OF 2018 [CASE NO: 14/4-1339/16]
5 MARCH 2018

CONTRACT OF EMPLOYMENT: Type of – Fixed-term contract – Claimant’s first fixed-term contract renewed before expiry of first term – Whether the duration of his employment had been altered – Factors to consider – Evidence adduced – Effect of – Whether the claimant, by his conduct, had agreed to it – Position of the claimant in the company

CONTRACT OF EMPLOYMENT: Type of – Fixed-term contract – Whether the claimant had been a permanent employee of the company – Factors to consider – Evidence adduced – Effect of – Age of the claimant when he had been first employed – Retirement policy of the company – Claimant’s actions – Whether it had been within his contemplation that the contract would not be renewed upon its expiry – Effect of – Whether it had been a genuine fixed-term contract – Whether there had been a dismissal – Whether dismissal without just cause and excuse

PUBLIC SERVANT SACKED FOR CRITICISING REFUGEE POLICY ON TWITTER WINS WORKERS COMPENSATION CASE
AUSTRALIA
'Prolific tweeter' wins major legal victory
A FORMER public servant who was sacked for tweeting comments critical of Australia’s refugee policy has won a compensation case for post-traumatic stress disorder after a tribunal ruled the termination breached her “implied freedom of political communication”. Michaela Banerji, a “prolific tweeter” under the handle @LaLegale, was sacked by the Department of Immigration and Citizenship in 2013 for breaching the Australian Public Service Code of Conduct over a series of tweets criticising the government, its refugee policy, the minister and her own supervisor, communications manager Sandi Logan.

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NEWCASTLE NHS WORKER MADE REDUNDANT ON HOLIDAY WINS CASE
UK
Notice of termination effective when actually received by employee
An NHS worker sent a redundancy notice when she was on holiday abroad has won her case at the Supreme Court. The High Court and Appeal Court had upheld Sandi Haywood's claim that notice began when she read the letter, not when it was sent. The later timing resulted in a higher pension. Newcastle upon Tyne Hospitals NHS Trust's appeal to the higher court has been dismissed. Mrs Haywood said she was "relieved the matter has been resolved".

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