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LATEST CASES (ILR Issue 12 of 2024) |
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SUBJECT INDEX BANKING Bank and banking business – Bank and customer – Customer's
confidential banking information – Bank clerk/employee accessed bank's
customers' bank accounts and retained and/or kept confidential
information and/or documents belonging to bank's customers – Whether
employee authorised to do so and had consent – Whether there was failure
to comply with bank's strict banking rules and policies CIVIL PROCEDURE Trial – Ex parte hearing – Claim by employee for reinstatement to original
position – Employee's service terminated – Absence of employer during
hearing COMPANY LAW Business and scheme – Employment matters – Employee offered
employment with first company through job advertisement posted by second
company – Employee commenced employment with first company –
Employee terminated due to allegations that performance did not meet
expectations – Whether employee employed by both companies – Whether
first and second companies related – Whether there was nexus – Whether
companies associated, related and/or affiliated, or, alternatively, ought to be
viewed as single entity in terms of cooperation CONTRACT Employment contract – Constructive dismissal – Reduction in salary –
Claimant founding member of company, acted as Managing Director and
held majority shares – Company paid claimant Employees Provident Fund
and Social Security Organization and claimant was put on payroll – Claimant
included in staff salary reduction – Allegation that claimant not given any
prior notice and/or reasonable explanation for reduction of salary – Whether
there was reduction in claimant's salary – Whether claimant improperly and
inadequately paid by company – Whether there was employment contract
between claimant and company – Whether there was a fundamental breach
of employment contract – Whether there was constructive dismissal INDUSTRIAL COURT Jurisdiction – Workman – Claimant founding member of company, acted as
Managing Director and held majority shares – Company paid claimant
Employees Provident Fund and Social Security Organization and claimant
was put on payroll – Claimant included in staff salary reduction – Allegation
that claimant not given any prior notice and/or reasonable explanation for
reduction of salary – Whether claimant 'workman' – Whether claimant
controlling will and mind of company – Whether there was contract of
employment entered into between company and claimant – Whether
Industrial Court seized with jurisdiction to hear matter – Industrial Relations
Act 1967, s. 2 – Labour Ordinance (Sabah Cap. 67), s. 2(1) LABOUR LAW Dismissal – Retrenchment – Redundancy – Employee terminated due to
company's reorganisation – Whether there is sufficient evidence – Whether
dismissal done with just cause or excuse – Whether retrenched – Whether
circumstances existed which justified termination exercise undertaken –
Whether reinstatement proper remedy – Industrial Relations Law 1967,
s. 20(1) & (3) Employment – Dismissal – Constructive dismissal – Claimant founding
member of company, acted as Managing Director and held majority shares
– Company paid claimant Employees Provident Fund and Social Security
Organization and claimant was put on payroll – Claimant included in staff
salary reduction – Allegation that claimant not given any prior notice and/or reasonable explanation for reduction of salary – Whether claimant
employee of company – Whether there was constructive dismissal –
Industrial Relations Act 1967, ss. 2, 20(3) & 30(5) Employment – Dismissal – Employee dismissed due to allegation of poor
performance – Employee dismissed due to allegation of engaging high office
position with other organisation – Whether actual reason behind dismissal
– Whether dismissed with just cause and excuse – Industrial Relations Act
1967, ss. 20(3) & 29(d) Employment – Dismissal – Misconduct – 37 allegations of misconduct –
Employee terminated from employment – Employee alleged that allegations
of misconduct arose after she reported sexual harassment taking place at
workplace – Whether there was sexual harassment – Whether there was
unlawful termination – Whether allegations by parties supported by evidence
– Whether employee dismissed with just cause or excuse – Industrial
Relations Act 1967, s. 20(3) Employment – Dismissal – Misconduct – Bank clerk/employee accessed
bank's customers' bank accounts without proper documented authorisation
and retained and/or kept confidential information and/or documents
belonging to bank's customers – Employee found guilty of misconduct and
dismissed from employment – Whether misconduct warranted dismissal –
Whether dismissal with just cause or excuse – Industrial Relations Act
1967, ss. 20(3) & 30(5) Employment – Dismissal – Misconduct and poor performance – Parties
entered into contract of employment – Claimant dismissed from employment
via email – Allegations of misconduct and poor performance – Claimant not
given any notice to show cause nor given any warning letters – Company did
not conduct any domestic inquiry – Whether company had necessary process
in place to give claimant chance to answer allegations – Whether misconduct
and poor performance proven – Whether claimant dismissed with just cause
or excuse – Industrial Relations Act 1967, ss. 20(3) & 30(4), (6) Employment – Dismissal – Poor performance – Employee alleged to be
poor performer and placed under performance improvement plan ('PIP') –
Employee achieved target and objective set in PIP – PIP extended and
employer imposed higher standards of PIP – Employee did not achieve
target and objective set in extended PIP – Employee dismissed from
employment – Whether poor performance established – Whether employee
poor performer – Whether dismissal on grounds of poor performance
justified – Principle in Ireka Construction Bhd v. Chantiravathan Subramaniam
James – Industrial Relations Act 1967, s. 20(3) Employment – Dismissal – Probationer – Probationer not confirmed in
employment and later terminated – Probationer approved foreign worker's
request to remove scrap metals without permission from employer –
Probationer dismissed from employment due to alleged misconduct and poor
performance – Whether misconduct established – whether poor performance
established – Whether there was unfair labour practice and victimisation –
Whether dismissal with just cause and excuse – Industrial Relations Act
1967, ss. 20(1) & (3) – Evidence Act 1950, s. 101 Employment – Termination – Employee offered employment with first
company through job advertisement posted by second company – Employee
commenced employment with first company – Employee terminated due to
allegations that performance did not meet expectations – Job advertisements
for position offered to employee posted almost immediately after employee's
termination – Whether termination carried out in bad faith – Whether there
was deliberate intention to dismiss employee without legitimate and
reasonable grounds, justification and/or valid cause – Industrial Relations
Act 1967, ss. 20(3) & 30(5) INDEKS PERKARA KONTRAK Kontrak perkhidmatan – Kemungkiran – Ganti rugi – Tuntutan ganti rugi
oleh syarikat terhadap pihak menuntut – Pihak-pihak memasuki kontrak
perkhidmatan secara bertulis – Pihak menuntut dikehendaki membekalkan
perkhidmatan bawah kontrak sebagai kontraktor bebas – Pihak menuntut
memohon cuti akibat tekanan dan dibenarkan oleh syarikat – Syarikat
mempelawa pihak menuntut untuk menyambung semula perkhidmatannya
sebagai kontraktor bebas – Pihak menuntut tidak menjawab, gagal, abai dan/atau enggan menerima pelawaan syarikat dan terus mengeluarkan surat
penamatan kontrak berdasarkan dakwaan kemungkiran kontrak – Tuntutan
ganti rugi oleh syarikat atas kerugian yang dialami kerana terpaksa mencari
pengganti dan mengeluarkan kos upah – Sama ada tuntutan wajar dibenarkan Kontrak perkhidmatan – Kemungkiran – Tuntutan oleh pihak menuntut –
Individu/pihak menuntut dan syarikat memasuki kontrak bertulis – Pihak
menuntut dikehendaki membekalkan perkhidmatan bawah kontrak sebagai
kontraktor bebas – Pihak menuntut memohon cuti akibat tekanan dan
dibenarkan oleh syarikat – Syarikat mempelawa pihak menuntut untuk menyambung semula perkhidmatannya sebagai kontraktor bebas – Pihak
menuntut tidak menjawab, gagal, abai dan/atau enggan menerima pelawaan
syarikat dan terus mengeluarkan surat penamatan kontrak berdasarkan
dakwaan kemungkiran kontrak – Sama ada kontrak yang dimasuki oleh
pihak-pihak adalah kontrak perkhidmatan atau kontrak pekerjaan – Sama ada
pihak menuntut pekerja atau kontraktor bebas – Sama ada terdapat hubungan
majikan-pekerja antara pihak-pihak – Sama ada terdapat caruman statutori –
Sama ada pihak menuntut atau syarikat yang memungkiri kontrak
perkhidmatan – Akta Kontrak 1950 Pengkayaan tidak patut – Kontrak perkhidmatan – Tuntutan balas oleh
syarikat terhadap pihak menuntut – Pihak-pihak memasuki kontrak
perkhidmatan secara bertulis – Pihak menuntut dikehendaki membekalkan
perkhidmatan bawah kontrak sebagai kontraktor bebas – Pihak menuntut
memohon cuti akibat tekanan dan dibenarkan oleh syarikat – Syarikat
mempelawa pihak menuntut untuk menyambung semula perkhidmatannya
sebagai kontraktor bebas – Pihak menuntut tidak menjawab, gagal, abai dan/atau enggan menerima pelawaan syarikat dan terus mengeluarkan surat
penamatan kontrak berdasarkan dakwaan kemungkiran kontrak – Tuntutan
komisen oleh pihak menuntut terhadap syarikat – Sama ada pihak menuntut
wajar dibayar komisen yang dituntut – Sama ada terdapat pengkayaan tidak
patut – Akta Kontrak 1950 |
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