In a case of criminal misconduct. How does the High Court sees it? Case Study: I Bhd v. K A Sandurannehru Ratnam & Anor [2004] 5 CLJ 460 What?!! In a case of criminal misconduct, all that is needed by an employer is just reasonable grounds for believing or reasonable suspicion amounting to a belief in […]
Tag Archives: Messrs Mahadi Redzuan & Co (Advocates & Solicitors) Kuala Lumpur
Is it a checkmate for a company if it fails to state the reason of an employee’s dismissal in his letter of termination? Perhaps it is not. There may still be a second chance for the company. Arguably, the company may still subsequently put up the reason for dismissal in court (by way of pleadings) […]
How do you determine whether an employee is a confirmed employee or still a probationer in Malaysia? Abu (not his real name) believed that he is a confirmed employee as he had completed his probationary period of 3-month and had been working in the company for 1 year. The company had neither extended his probationary […]
How should an employer deal with a non-performer in Malaysia? Generally, there are three (3) requirements that need to be satisfied by an employer before it may terminate an employee on ground of poor-performance. The said three (3) requirements are as decided in numerous cases one of which is in the case of Ireka Construction […]