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LATEST CASES (ILR Issue 10 of 2024) |
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SUBJECT INDEX CIVIL PROCEDURE Striking out – Statement of case – Employee considered herself
constructively dismissed and referred matter to Director General ('DG') of
Industrial Relations – Conciliation failed – Reinstatement offered by
employer rejected by employee – Matter referred to Industrial Court –
Industrial Court struck out employee's case upon employer's application –
Industrial Court of opinion that dispute had been settled at conciliation stage
– Whether there were triable issues of fact and law – Whether Industrial
Court permitted to resolve serious disputes of fact and law in striking out
proceeding – Whether determination could only be decided after evidence
is led at trial – Whether O. 18 r. 19 of Rules of Court 2012 could be utilised
at Industrial Court CONTRACT Employment contract – Constructive dismissal – Employee claimed to be
orang kurang upaya – Employee requested for termination letter to claim
employment insurance system from SOCSO and welfare – Employer and
employee in negotiation for mutual separation scheme – Allegation by
employee that he was ordered to use room without working accessories and
not given work – Employee claimed constructive dismissal – Whether there
was breach of employment contract – Whether there was constructive
dismissal Employment contract – Terms – Breach – Constructive dismissal –
Employee transferred to another office – Allegations of demotion in rank and
reduced responsibilities upon transfer – Whether there was breach of
fundamental/essential terms of contract of employment – Whether breach
went to root of contract – Whether employer evinced intention not to be
bound by terms of employment contract – Whether there was constructive
dismissal Termination – Contract of employment – Type of – Whether genuine fixed
term contract – Intention and conduct of parties – Whether there was
permanent nature to claimant's position in company – Whether claimant
treated as permanent employee – Whether termination of claimant amounted
to dismissal without just cause and excuse INDUSTRIAL COURT Jurisdiction – Striking out of statement of case – Employee considered
herself constructively dismissed and referred matter to Director General ('DG') of Industrial Relations – Conciliation failed – Reinstatement offered
by employer rejected by employee – Matter referred to Industrial Court –
Industrial Court struck out employee's case upon employer's application –
Industrial Court of opinion that dispute had been settled at conciliation stage
– Whether Industrial Court obliged to decide dispute – Whether acted in
excess of jurisdiction by striking out statement of case LABOUR LAW Employment – Abandonment – Employee failed to report to work despite
employer's numerous calls and emails – Whether there was abandonment Employment – Constructive dismissal – Jurisdiction of Industrial Court –
Employee considered herself constructively dismissed and referred matter to
Director General ('DG') of Industrial Relations – Conciliation failed –
Reinstatement offered by employer rejected by employee – Matter referred
to Industrial Court – Industrial Court struck out employee's case upon
employer's application – Industrial Court of opinion that dispute had been
settled at conciliation stage – Whether Industrial Court seized with
jurisdiction to strike out case – Whether there were triable issues of fact and
law – Industrial Relations Act, ss. 20, 29(fa) & 54(3) Employment – Contract of employment – Type of – Whether genuine fixed
term contract – Intention and conduct of parties – Whether there was
permanent nature to claimant's position in company – Whether claimant
treated as permanent employee – Whether termination of claimant amounted
to dismissal without just cause and excuse Employment – Dismissal – Constructive dismissal – Demotion – Employee
transferred to another office – Allegations of demotion in rank and reduced
responsibilities upon transfer – Employee's job description and
responsibilities shrunk and/or reduced – Employee performed functions,
duties and job of lesser scale staff – Employee's position at previous office
still in existence and taken over by someone junior – Employee had to report
to junior – Whether there was demotion – Whether there was constructive dismissal – Whether employee unduly delayed in leaving employment in
timely manner – Whether employee's outstation claims amounted to
acquiescence – Industrial Relations Act 1967, ss. 20(3) & 30(5) Employment – Dismissal – Constructive dismissal – Employee claimed to
be orang kurang upaya – Employee requested for termination letter to claim
employment insurance system from SOCSO and welfare – Employer and
employee in negotiations for mutual separation scheme – Allegation by
employee that he was ordered to use room without working accessories and
not given work – Employee claimed constructive dismissal – Whether there
was constructive dismissal – Whether there was abandonment of
employment – Industrial Relations Act 1967, ss. 20(3) & 30(5) Employment – Dismissal – Constructive dismissal – Non-payment or
withholding of claimant's salary – Status of claimant's appointment –
Appointment agreement silent on who was employer – Whether employer
breached employment contract – Whether claimant constructively dismissed
– Whether dismissal with just cause and excuse – Whether reinstatement
proper remedy – Industrial Relations Act 1967, ss. 20(3) & 30(6A) Employment – Dismissal – Misconduct – Workplace bullying,
harassment and sexual harassment – Remarks, acts and conducts made
by employee – Employee found guilty of charges of misconduct and
dismissed from service – Whether dismissal with just cause or excuse
– Whether charges defective – Whether punishment of dismissal
commensurate with offences – Industrial Relations Act 1967, ss. 20(3)
& 30(5) Trade dispute – Collective agreement – Articles – Dispute between trade
union and employer – Medical benefits – Proposal by Union for benefits to
be status quo – Proposal by employer for unlimited coverage for medical
treatment and hospitalisation at Government hospitals/clinics to remain but
for coverage for inpatient and outpatient treatments at private hospitals/
clinics to be capped – Rise in medical costs – Need to mitigate financial risks
– Whether employer's proposal justified – Whether capping of medical
benefits would see saving – Public interest, financial implications and effect of award on economy of country and on banking industry – Industrial Relations Act 1967, ss. 26(1) & 30(4) Trade Union – Trade dispute – Collective agreement – Proposal for across
board salary adjustment – Industrial Relations Act 1967, ss. 26(2) & 30(5) TRADE DISPUTE Collective agreement – Articles – Dispute between trade union and employer
– Medical benefits – Proposal by Union for benefits to be status quo –
Proposal by employer for unlimited coverage for medical treatment and
hospitalisation at Government hospitals/clinics to remain but for coverage
for inpatient and outpatient treatments at private hospitals/clinics to be
capped – Rise in medical costs – Need to mitigate financial risks – Whether
employer's proposal justified – Whether capping of medical benefits would
see saving – Public interest, financial implications and effect of award on
economy of country and on banking industry – Industrial Relations Act
1967, ss. 26(1) & 30(4) Collective agreement – Proposal for across board salary adjustment –
Whether there was agreement sealed between parties signifying agreement to
adjust salary – Whether collective agreement final – Whether company in
financial state to adjust salaries of employees – Whether Union's proposal
ought to be accepted INDEKS PERKARA KETERANGAN Keterangan sokongan – Gangguan seksual di tempat kerja – Pihak
menuntut/pengurus lelaki menyentuh pengadu-pengadu – Pengadu-pengadu
perempuan dan pekerja bawahan pihak menuntut – Sama ada kes gangguan
seksual memerlukan keterangan sokongan – Akta Kerja 1955 KONTRAK Kontrak perkhidmatan – Ketiadaan kontrak perkhidmatan secara bertulis –
Tuntutan gaji tertunggak – Syarikat tidak membayar gaji – Sama ada pengadu
pekerja syarikat – Dakwaan bahawa pengadu bekerja dengan rangkaian
perniagaan-perniagaan sokongan syarikat – Sama ada entiti syarikat berbeza
dengan perniagaan-perniagaan sokongan – Sama ada syarikat mempunyai
kawalan atas pengadu – Sama ada terdapat kontrak perkhidmatan secara
tersirat – Sama ada pengadu 'pekerja' dan syarikat 'majikan' – Akta Kerja 1955 UNDANG-UNDANG BURUH Gaji – Tuntutan – Tuntutan gaji tertunggak – Syarikat tidak membayar gaji
– Dakwaan bahawa pengadu bekerja dengan rangkaian perniagaanperniagaan
sokongan syarikat – Sama ada entiti syarikat berbeza dengan
perniagaan-perniagaan sokongan – Sama ada syarikat bertanggungjawab atas
gaji pengadu – Sama ada terdapat kontrak perkhidmatan secara tersirat –
Sama ada terdapat hubungan majikan-pekerja antara pihak-pihak – Sama ada
pengadu 'pekerja' dan syarikat 'majikan' bagi maksud Akta Kerja 1955 –
Sama ada syarikat mempunyai kawalan atas pengadu – Jumlah tuntutan gaji
yang dibenarkan – Kadar gaji minimum di kawasan selain kawasan Majlis
Bandaraya atau Majlis Perbandaran – Perintah Gaji Minimum 2020 Mahkamah Buruh – Bidang kuasa – Tuntutan gaji tertunggak di Mahkamah
Buruh di Semenanjung Malaysia – Pengadu/pekerja pernah bekerja di
beberapa lokasi termasuk di Sarawak – Tuntutan gaji semasa bekerja di
Sarawak – Undang-undang yang terpakai semasa pengadu bekerja di Sarawak
– Sama ada tuntutan pengadu untuk tunggakan gaji semasa bekerja di Sarawak
perlu difailkan di Pejabat Tenaga Kerja Sarawak – Akta Kerja 1955 –
Ordinan Buruh Sarawak Pekerjaan – Penamatan – Salah laku – Mengeluarkan kata-kata kesat – Pihak
menuntut/pengurus mengeluarkan kata-kata kesat pada pekerja bawahan di
hadapan pekerja-pekerja lain – Pengurus ditamatkan perkhidmatan – Sama
ada majikan berjaya membuktikan kes atas imbangan kebarangkalian
terhadap pihak menuntut – Sama ada penamatan kerja pihak menuntut atas
sebab dan alasan munasabah – Akta Perhubungan Perusahaan 1967, ss. 20(3)
& 30(5) Pekerjaan – Penamatan – Salah laku – Gangguan seksual di tempat kerja –
Pihak menuntut/pengurus lelaki menyentuh pengadu-pengadu – Pengadu-pengadu
perempuan dan pekerja bawahan pihak menuntut – Pengurus
ditamatkan perkhidmatan – Sama ada sentuhan direlakan oleh pengadu-pengadu
– Sama ada mendatangkan ketidakselesaan pada pengadu-pengadu –
Sama ada majikan berjaya membuktikan kes atas imbangan kebarangkalian
terhadap pihak menuntut – Sama ada penamatan kerja pihak menuntut atas
sebab dan alasan munasabah – Akta Kerja 1955 Perkhidmatan – Pemberhentian kerja – Pihak menuntut bermain permainan
video semasa waktu bekerja di premis syarikat – Pihak menuntut
menyalahgunakan aset syarikat – Sama ada syarikat bertindak secara bona fide
– Sama ada penamatan perkhidmatan pihak menuntut dibuat secara adil –
Sama ada tindakan majikan menamatkan perkhidmatan tidak wajar serta
tanpa sebab atau alasan munasabah – Akta Perhubungan Perusahaan 1967,
ss. 20(3) & 30(5) |
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