tag:blogger.com,1999:blog-40035523457042903842024-03-14T11:07:43.808-07:00Pejuang Pekerja Blog Untuk Pekerja Malaysia - Mengenai Hak Pekerja dan Perjuangan Pekerja, dan isu berkaitanCharles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.comBlogger298125tag:blogger.com,1999:blog-4003552345704290384.post-74907086427114746632020-06-29T21:21:00.002-07:002020-06-29T21:21:35.954-07:0041 Groups - End discrimination against foreigners and migrants in Covid-19 responses<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "verdana" , sans-serif;"><i style="mso-bidi-font-style: normal;"><u><span style="font-size: 8.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Media Statement – 30/6/2020</span></u></i></span></div>
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<span style="font-size: xx-small;"><i>Updated</i></span></div>
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<span style="font-size: x-large;"><span style="font-family: "verdana" , sans-serif;"><b><span style="line-height: 107%;">End discrimination
against foreigners and migrants in Covid-19 responses</span></b></span></span></div>
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<span style="font-family: "verdana" , sans-serif;"><b style="mso-bidi-font-weight: normal;"><span style="font-size: 14.0pt; line-height: 107%;">Respect for Human
Rights includes ending racism and xenophobia</span></b></span></div>
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<span style="font-family: "verdana" , sans-serif;">We, the <b>41</b> undersigned groups and organizations urge Malaysia to end
discrimination and ethnophobia against migrant workers and foreigners including
in responses to the Covid-19 pandemic. </span></div>
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<span style="font-family: "verdana" , sans-serif;">In the beginning of May, it was
reported that all migrant/foreign workers will be required to be screened for
Covid-19, before they be allowed to return to work in all sectors. </span></div>
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<span style="font-family: "verdana" , sans-serif;">Recently, there was a report that
foreigners will not be allowed to use mosque/suraus<i style="mso-bidi-font-style: normal;"><span style="font-size: 9.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">.(Malay Mail, 11/6/2020)</span></i></span></div>
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<span style="font-family: "verdana" , sans-serif;">These are practices against Human
Rights, and also that the Federal Constitution. Article 8 of the Federal
Constitution, which states, ‘(1) All persons are equal before the law and
entitled to the equal protection of the law.’ is clear that this guarantee of
equality applies to all persons, citizens or otherwise in Malaysia.</span></div>
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<span style="font-family: "verdana" , sans-serif;">Employment Act 1955 is also
against discrimination amongst workers based on nationality, whereby section
60L(1) also states<span style="mso-spacerun: yes;"> </span>‘(1) The Director
General may inquire into any complaint from a local employee that he is being
discriminated against in relation to a foreign employee, or from a foreign
employee that he is being discriminated against in relation to a local
employee, by his employer in respect of the terms and conditions of his
employment…’. This provision clearly captures our principle against
discrimination based on nationalities of workers, and as such the Malaysian
government’s current requirement that ONLY migrant workers, and not local
workers have to be screened and tested before being allowed to return to work
is discriminatory.</span></div>
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<span style="font-family: "verdana" , sans-serif;">There is no rational or
reasonableness for such requirements that discriminate a certain class of
workers, as Covid-19 does not discriminate. </span></div>
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<span style="font-family: "verdana" , sans-serif;">It is also goes against the often
mentioned Malaysian policy for testing and screening in response to the
Covid-19, which has been reiterated many times by the Director General of
Health in his daily televised reports.<span style="mso-spacerun: yes;"> </span></span></div>
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<span style="font-family: "verdana" , sans-serif;">On 10<sup>th</sup> June, Malaysia
reportedly had a daily testing capacity of 34,951 samples (NST, 10/6/2020), and
there are over 2 million just documented migrant workers in Malaysia, and for just
all the 2 million plus to be tested, it will take about two months plus. The
reality is that so many others, not just foreigners, that have to be screened
everyday. </span></div>
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<span style="font-family: "verdana" , sans-serif;">The Malaysian approach, as far as
screening and testing was concerned was before a rationale ‘targeted approach’.
Persons who could have come in contact with the infected, and those showing
positive symptoms and other high risk groups like returnees from infected
countries were the focus. </span></div>
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<span style="font-family: "verdana" , sans-serif;">Health director-general Datuk Dr
Noor Hisham Abdullah also did say that ‘…if you test everyone and then you
isolate them, that’s fine…’, but the fact of the matter, is that migrants and
everyone tested, is thereafter never isolated from the rest of the un-tested community
and there is always a risk of contact with persons who may not be Covid-19
free, which in the case of workers, will also include the other untested local
workers who work with them,‘…So that’s the next question, how often do you want
to test them?...’<i style="mso-bidi-font-style: normal;"><span style="font-size: 9.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">(Malay Mail, 14/5/2020)</span></i></span></div>
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<span style="font-family: "verdana" , sans-serif;">Malaysia’s xenophobic response to
foreigners in Malaysia, also may negatively impact Malaysia’s moral standing to
condemn similar discriminatory practices against Malaysians now in foreign
countries – hence the ability to keep Malaysians overseas safe from Covid-19 is
affected.<span style="mso-spacerun: yes;"> </span></span></div>
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<span style="font-family: "verdana" , sans-serif;">Malaysia needs to act in
accordance to values, principles and human rights, especially in its response
to Covid-19 and its consequences. </span></div>
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<span style="font-family: "verdana" , sans-serif;">Whilst today, the Federal
Constitution guarantees equality, Article 8(2), that imposes only on government
and public authorities specified anti-discrimination obligations seem to not impose
the same obligations on the private sector and other employers. In short,
others including private sector employers, may still discriminate workers
and/or people simply ‘…on the ground only of religion, race, descent, place of
birth or gender…’. </span></div>
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<span style="font-family: "verdana" , sans-serif;">Calls for laws to impose these
anti-discrimination obligations on all, including private sector employers have
gone unheeded for far too long. </span></div>
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<span style="font-family: "verdana" , sans-serif;">Therefore, we call on<br /> <br /> <span style="color: blue;"><b>-
Malaysia to end all xenophobic and/or discriminatory policies and
practices against migrant workers and foreigners in its responses to
Covid-19 pandemic; <br /><br />- Malaysia to amend laws and/or the
Federal Constitution to extend the obligation to specifically not
discriminate ‘…on the ground only of religion, race, descent, place of
birth or gender…’ to all, including private sector employers; <br /><br />-
Malaysia to provide needed basic assistance to cope with the
loss of income or employment to all persons affected by the Covid-19,
including migrant workers, foreigners and the self-employed. </b></span></span> </div>
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<span style="font-family: "verdana" , sans-serif;"><b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><span style="font-size: 9.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Charles Hector</span></i></b></span></div>
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<span style="font-family: "verdana" , sans-serif;"><b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><span style="font-size: 9.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Adrian Pereira</span></i></b></span></div>
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</span><br />
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<span style="font-family: "verdana" , sans-serif;"><b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><span style="font-size: 9.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">For and on behalf the 41 listed below</span></i></b></span></div>
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<span style="font-family: "verdana" , sans-serif;">ALIRAN</span></div>
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</span><br />
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<span style="font-family: "verdana" , sans-serif;">WH4C (Workers Hub For Change)</span></div>
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</span><br />
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<span style="font-family: "verdana" , sans-serif;">North South Initiative (NSI)</span></div>
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</span><br />
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<span style="font-family: "verdana" , sans-serif;">Tenaganita</span></div>
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<span style="font-family: "verdana" , sans-serif;">SUARAM</span></div>
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</span><br />
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<span style="font-family: "verdana" , sans-serif;">Center for Orang Asli Concerns (COAC)</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
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<span style="font-family: "verdana" , sans-serif;">People's Service Organization (PSO), Malaysia</span></div>
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</span><br />
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<span style="font-family: "verdana" , sans-serif;">Saya Anak Bangsa Malaysia (SABM)</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
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<span style="font-family: "verdana" , sans-serif;">MADPET (Malaysians Against Death Penalty and Torture)</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
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<span style="font-family: "verdana" , sans-serif;">NAMM (Network of Action for Migrants in Malaysia)</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
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<span style="font-family: "verdana" , sans-serif;">National Union of Flight Attendants Malaysia (NUFAM)</span></div>
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</span><br />
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<span style="font-family: "verdana" , sans-serif;">Parti Sosialis Malaysia(PSM)</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Penang Stop Human Trafficking Campaign</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Gagasan Insan Progresif</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Timber Industry Employees Union of Sarawak</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Sabah Timber Industry Employees Union(STIEU)</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
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<span style="font-family: "verdana" , sans-serif;">Labour Behind the Label</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">International Black Women for Wages for Housework</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">International Domestic Workers Federation (IDWF)</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Building and Wood Workers International (BWI) Asia Pacific
Region</span></div>
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</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Clean Clothes Campaign (CCC) South East Asian Coalition</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Odhikar, Bangladesh</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
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<span style="font-family: "verdana" , sans-serif;">Migrant Care, Indonesia</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Persatuan Pekerja Rumah Tangga Indonesia (PERTIMIG) di
Malaysia</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">All Arakan Students' and Youths' Congress (AASYC),
Burma/Myanmar</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Rights Defenders and Promoters-HRDP in Myanmar</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Radanar Ayar Association from Myanmar</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Banglar Manabadhikar Suraksha Mancha(MASUM), India</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Programme Against Custodial Torture &amp; Impunity(PACTI),
India</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">AMMPO-SENTRO- Association of Filipino Nationalist Workers in
Malaysia</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Workers Assistance Center, Inc, Philippines</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">China Labour Bulletin</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Women of Color - Global Women’s Strike, United Kingdom</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Payday Men’s Network UK</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Collectif Ehique sur l’étiquette (France)</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Campagna Abiti Puliti – Italy</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Women Against Rape</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Payday Men’s Network US</span><br />
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpFirst" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Clean Clothes Campaign International Office</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpLast" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Jaringan Solidariti Pekerja</span></div>
</div>
<span style="font-family: "verdana" , sans-serif;">
</span><br />
<div class="MsoListParagraphCxSpLast" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">Datuk Dr Ronald McCoy</span></div>
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<br /></div>
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<span style="font-family: "verdana" , sans-serif;">See related post - that contains relevant news reports:-</span></div>
<h3 class="post-title entry-title">
<a href="https://charleshector.blogspot.com/2020/06/discrimination-against-foreigners-in.html">DISCRIMINATION against foreigners in Mosque and Workplace - Covid-19? All PERSONS are equal before the law </a></h3>
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Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com1tag:blogger.com,1999:blog-4003552345704290384.post-91893457524892866672020-06-21T04:48:00.001-07:002020-06-21T04:48:36.211-07:00Obligasi Keselamatan Tempat Kerja Harus Mempunyai Kuasa Undang-undang - jika tidak, majikan ingkar tak ada pendakwaan?<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt;">
<span style="font-family: "calibri" , "sans-serif"; font-size: 9.0pt; line-height: 107%;">see original english version at -</span><span style="font-size: x-small;"><a href="https://charleshector.blogspot.com/2020/06/55-groups-prosecute-employers-and.html">55
Groups - Prosecute Employers and Contractors for breaching OSH laws
resulting in workers becoming Covid-19 victims CIDB’s SOP and
Guidelines – Mere Sham or imposes legal obligations? </a></span>
</div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt;">
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<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt;">
<b><u><span style="font-family: "calibri" , "sans-serif"; font-size: 9.0pt; line-height: 107%;">Penterjemahan Bahasa Malaysia
Kenyataan Media Bersama 14/6/2020</span></u></b></div>
<div align="center" class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: center;">
<b><span style="font-family: "calibri" , "sans-serif"; font-size: 16.0pt; line-height: 107%;">Majikan
Dan Kontraktor Yang Mengingkar Perundangan OSH Yang Menjadi Pekerja Mangsa Covid-19
Harus Didakwa Di Mahkamah</span></b></div>
<div align="center" class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: center;">
<b><span style="font-family: "calibri" , "sans-serif"; font-size: 12.0pt; line-height: 107%;">SOP dan Garis
Panduan CIDB - Sekadar ‘hiasan’ atau undang-undang wajib dipatuhi?</span></b></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Kami,
</span><b style="mso-bidi-font-weight: normal;"><span style="font-family: "arial" , "sans-serif"; font-size: 12.0pt; line-height: 107%;">56</span></b><span style="color: windowtext; font-family: "arial" , "sans-serif";"> organisasi, kumpulan dan kesatuan sekerja, yang disenaraikan
di bawah, memandang berat kekurangan penguatkuasaan undang-undang dan
pendakwaan yang nyata terhadap majikan, kontraktor dan pemaju termasuk pengarah
dan CEO (ketua pegawai eksekutif) yang melanggar undang-undang yang telah wujud
untuk memastikan keselamatan dan kesihatan pekerja, termasuk juga semasa
Perintah Kawalan Pergerakan (PKP) di mana pekerja perlu selamat daripada Covid-19.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Kini
tidak nampak mana-mana Pengarah, CEO, Pengurus dan pegawai bertanggungjawab dibicarakan,
disabitkan atau dipenjarakan walaupun terdapat banyak kes kemalangan pekerjaan
yang menyebabkan kematian, serta jangkitan Covid-19 dikalangan pekerja. Dari <span style="mso-spacerun: yes;"> </span>Januari hingga Mac 2020, Jabatan Keselamatan
dan Kesihatan Pekerjaan(DOSH) melaporkan kemalangan pekerjaan yang telah mengakibatkan
1,770 pekerja hilang upaya sementara, 65 hilang upaya kekal dan 61 mati.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Menurut
undang-undang yang sedia ada, majikan SENTIASA mempunyai kewajipan untuk memastikan
persekitaran kerja yang selamat dan sihat.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Kewajipan
ini bukan hanya sekadar untuk memastikan pekerja bebas dari penyakit sebagai
syarat bagi perniagaan berkenaan <span style="mso-spacerun: yes;"> </span>menyambung
semula operasi, atau justifikasi untuk penutupan sementara tempat kerja apabila
kes Covid-19 dikesan(atau bila berlakunya kemalangan industry). Pihak ,termasuk
orang perseorangan, yang bertanggungjawab untuk ketidakpatuhan obligasi
undang-undang harus dipertanggungjawabkan secara peribadi, dan harus ada pendakwaan
dan sabitan untuk memastikan tanggungjawab undang-undang majikan ini akan
sentiasa dilaksanakan. </span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Kekurangan
pendakwaan, perbicaraan dan sabitan memberikan tanggapan bahawa kerajaan kurang
mementingkan atau prihatin keselamatan dan kesihatan pekerja.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<b><span style="font-family: "arial" , "sans-serif"; font-size: 14.0pt; line-height: 107%;">SOP dan garis panduan CIDB wujud sejak
22 April 2020.</span></b></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Pada
26 Mei 2020, akbar New Straits Times <span style="mso-spacerun: yes;"> </span>telah melaporkan 88 kes positif Covid-19
dikesan di tiga kluster tapak pembinaan, satu di Selangor dan dua di Kuala
Lumpur. Ini amat membimbangkan, memandangkan kes-kes ini dikesan lebih daripada
sebulan selepas Lembaga Pembangunan Industri Pembinaan (CIDB) mengumumkan peraturan
keselamatan dan kesihatan pekerjaan yang ketat pada 22 April 2020, yang merangkumi
bukan sahaja tempat kerja tetapi juga tempat tinggal pekerja.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Walaupun
tapak pembinaan tidak beroperasi, majikan/kontraktor masih mempunyai kewajiban
undang-undang dan tanggungjawab untuk memastikan keselamatan dan kesihatan
pekerja di tempat tinggal pekerja mereka.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Pada
22 April 2020, CIDB, di bawah Kementerian Kerja Raya, telah mengeluarkan (1)
Prosedur Standard Operasi, (2) Garis Panduan Amalan Langkah Pencegahan Di Tapak
Bina dan (3) Garis Panduan Operasi Tempat Kerja Berpusat Dan Penginapan Pekerja</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif"; mso-bidi-font-style: italic;">Menteri Kerja Raya dilaporkan berkata,<i> '… sebarang
pelanggaran SOP boleh dikenakan tindakan di bawah Akta Pencegahan dan
Pengawalan Penyakit Berjangkit 1988 (Akta 342) dan Akta Lembaga Pembangunan
Industri Pembinaan Malaysia 1994 (Akta 520) ...' . (Edge Markets, 22/4/2020)</i></span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Mungkin
munasabah kalau dikatakan pekerja yang menunjukkan gejala Covid-19 dan / atau
dikesan positif dalam tempoh 14 hari sejak penguatkuasaan syarat tersebut mungkin
telah dijangkiti sebelum 22hb April. Tetapi apabila dikesan positif lebih dari
sebulan kemudian, ini bermaksud mereka, secara munasabah, telah dijangkiti
dalam masa 14 hari(atau kurang) lalu.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Apabila
mana-mana jangkitan dikesan lebih dari 14 hari selepas 22/4/2020, anggapan
adalah terdapat pelanggaran undang-undang oleh pihak majikan, kontraktor,
pemaju dan/atau ejen mereka. Oleh yang demikian, ketiadaan lapuran penyiasatan
dan/atau pendakwaan ke atas majikan, kontraktor dan/atau pemaju amat
membimbangkan. Penguatkuasaan dan pendakwaan yang ketat adalah<span style="mso-spacerun: yes;"> </span>amat penting demi menjamin keselamatan
pekerja di masa depan.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Kekurangan
pendakwaan menunjukkan kemungkinan kemungkiran janji Menteri Kerja Raya, yang
diberikan pada 22/04/2020 yang mengatakan bahawa tindakan akan diambil
sekiranya terdapat pengingkaran.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<br /></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<b><span style="font-family: "arial" , "sans-serif"; font-size: 14.0pt; line-height: 107%;">Peraturan, Garis Panduan, SOP Tidak
Diwartakan – ada kuasa undang undang?</span></b></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Tanpa
diwartakan, timbul pertanyaan sama ada sebarang pelanggaran atau ketidakpatuhan
peraturan, SOP dan garis panduan dapat dikenakan tindakan undang-undang, apa
lagi pendakwaan dan penyabitan yang berkesan.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Untuk
sektor pembinaan, selain daripada SOP dan Garis Panduan baru-baru ini, CIDB
sejak 2018 juga mempunyaI Garis Panduan untuk Kemudahan dan Penginapan Pekerja
Sementara Pembinaan.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Malangnya,
nampaknya SOP dan Garis Panduan ini semua belum diwartakan di bawah Akta CIDB,
dan ini menimbulkan persoalan sama ada majikan terikat dibawah undang-undang
untuk mematuhinya, dan adakah ketidakpatuhan akan membawa kepada pendakwaan,
perbicaraan dan/atau sabitan.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Dilaporkan
bahawa pada 31/5/2020, CIDB memeriksa 110 tapak pembinaan di seluruh negara,
dan mendapati hanya 21 lokasi yang mematuhi SOP. Tiga tapak hanya diberi
amaran, manakala tindakan diambil terhadap 76 tapak. (Berita Harian, 1/6/2020).</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Namun,
tidak ketemui apa-apa <span style="mso-spacerun: yes;"> </span>berita <span style="mso-spacerun: yes;"> </span>sama ada syarikat, pengarah dan individu yang
melanggar undang-undang ini telah didakwa di mahkamah, didenda dan/atau
dipenjarakan. Maklumat ini sangat penting bagi pekerja, dan persepsi umum.
Kegagalan mendakwa boleh menunjukkan kemunafikan kerajaan.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<b><span style="font-family: "arial" , "sans-serif"; font-size: 14.0pt; line-height: 107%;">Hak untuk persekitaran kerja yang
selamat adalah hak asasi manusia</span></b></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="font-family: "arial" , "sans-serif"; font-size: 10.0pt; line-height: 107%;">"Setiap individu mempunyai hak
untuk hidup, bekerja ... untuk keadaan kerja yang adil dan baik ... Setiap
orang berhak untuk taraf hidup yang memadai demi kesihatan dan kesejahteraan
dirinya dan keluarganya ..." (Dari Deklarasi Sejagat <span style="mso-spacerun: yes;"> </span>Hak Asasi Manusia, PBB, 1948).</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="font-family: "arial" , "sans-serif"; font-size: 10.0pt; line-height: 107%;">Artikel 7 dari Kovenan Internasional
mengenai Hak Ekonomi, Sosial dan Budaya(International Covenant on Economic,
Social and Cultural Rights) yang mula berkuatkuasa pada tahun 1976 menyatakan: “Negara
Pihak pada Kovenan ini mengakui hak setiap orang untuk menikmati kondisi kerja
yang adil dan menguntungkan, dan khususnya: .. (b) Kondisi kerja yang selamat
dan sihat;… ”</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="font-family: "arial" , "sans-serif"; font-size: 10.0pt; line-height: 107%;">Perlembagaan Petubuhan Buruh
Antarabangsa (ILO) menetapkan prinsip bahawa pekerja mesti dilindungi dari
penyakit dan kecederaan akibat pekerjaan mereka.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Sehingga
kini, seolah-olah hampir tiada majikan, kontraktor atau pemaju, dan pengarah
dan/atau pegawai mereka yang telah didakwa kerana melanggar undang-undang
keselamatan dan kesihatan pekerja, termasuk Akta Keselamatan dan Kesihatan
Pekerjaan 1994 (OSHA 1994), Akta Lembaga Pembangunan Industri Pembinaan
Malaysia 1994 (Akta CIDB) dan Akta Pencegahan dan Pengawalan Penyakit
Berjangkit 1988 (PACID) dalam tempoh PKP untuk menangani pandemik Covid-19
walaupun terdapat laporan media mengenai ramai pekerja yang dijangkiti Covid-19
di tempat kerja dan/atau penginapan pekerja.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Bila
peraturan di bawah Akta Pencegahan dan Pengawalan Penyakit Berjangkit 1988
(PACID) semuanya telah diwartakan, ianya <span style="mso-spacerun: yes;"> </span>jelas untuk semua mengenai apa yang boleh atau
tidak boleh lakukan, dimana pengingkaran akan menyebabkan pendakwaan,
perbicaraan serta sabitan, SOP dan garis panduan CIDB masih belum diwartakan.
Begitu juga, terdapat banyak SOP, garis panduan dan piawaian di bawah
undang-undang lain yang berkaitan dengan keselamatan dan kesihatan pekerja yang
masih belum diwartakan.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Tidak
ada gunanya jika SOP, garis panduan, piawaian dan/atau dokumen sedemikian jika hanya
merupakan <span style="mso-spacerun: yes;"> </span>cadangan atau nasihat kepada
majikan kerana ini bererti <span style="mso-spacerun: yes;"> </span>bahawa
ketidakpatuhan tidak akan menyebabkan apa-apa penyiasatan, pendakwaan ataupun sabitan
untuk majikan, kontraktor, pemaju, Pengarah dan/atau Pengurus mereka yang
mengingkarinya. </span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Majikan
tidak patut diberi pilihan mengenai apa yang harus mereka lakukan berkaitan
dengan keselamatan dan kesihatan pekerja. Tanggunjawab ini mesti diwajibkan
kerana ia berkenaan pengurangan risiko penyakit, kecederaan dan kematian di
kalangan pekerja.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Maka,
kami</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l1 level1 lfo2; text-align: justify; text-indent: -.25in; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "calibri" , "sans-serif"; mso-fareast-font-family: Calibri;"><span style="mso-list: Ignore;">-<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="color: windowtext; font-family: "arial" , "sans-serif";">Menyeru kerajaan untuk mendedahkan senarai majikan,
kontraktor, pemaju, pengarah, CEO dan pegawai lain yang bertanggungjawab yang
telah disiasat, didakwa dan disabitkan kerana melanggar undang-undang
keselamatan dan kesihatan pekerja selama tempoh PKP ini;</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l1 level1 lfo2; text-align: justify; text-indent: -.25in; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "calibri" , "sans-serif"; mso-fareast-font-family: Calibri;"><span style="mso-list: Ignore;">-<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="color: windowtext; font-family: "arial" , "sans-serif";">Menuntut supaya peraturan khusus untuk tempat kerja dan
kediaman pekerja diwujudkan untuk melindungi pekerja dari Covid-19 dan/atau
penyakit berjangkit yang lain;</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l1 level1 lfo2; text-align: justify; text-indent: -.25in; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "calibri" , "sans-serif"; mso-fareast-font-family: Calibri;"><span style="mso-list: Ignore;">-<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="color: windowtext; font-family: "arial" , "sans-serif";">Menuntut perwartaan semua peraturan, piawaian, SOP, garis
panduan dan instrumen sedemikian yang lain berkenaan keselamatan dan kesihatan
pekerja yang akan menjadikannya kewajiban undang-undang di mana ketidakpatuhan
akan menyebabkan pengingkar didakwa di Mahkamah. Apabila tidak diwartakan, ia
hanyalah mungkin berfungsi sebagai cadangan atau nasihat sahaja, di mana
majikan ada pilihan mematuhi atau tidak.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l1 level1 lfo2; text-align: justify; text-indent: -.25in; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "calibri" , "sans-serif"; mso-fareast-font-family: Calibri;"><span style="mso-list: Ignore;">-<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="color: windowtext; font-family: "arial" , "sans-serif";">Menuntut Malaysia mengiktiraf Covid-19 sebagai penyakit
pekerjaan di bawah Akta Keselamatan dan Kesihatan Pekerjaan 1994(OSHA 1994),
dan semua undang-undang lain yang berkaitan dengan keselamatan dan kesihatan
pekerja yang akan meletakan kewajipan undang-undang jelas kepada majikan untuk memastikan
pekerja selamat.</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l1 level1 lfo2; text-align: justify; text-indent: -.25in; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "calibri" , "sans-serif"; mso-fareast-font-family: Calibri;"><span style="mso-list: Ignore;">-<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="color: windowtext; font-family: "arial" , "sans-serif";">Menuntut <span style="mso-spacerun: yes;"> </span>Malaysia
mengkaji semula semua undang-undang berkenaan keselamatan dan kesihatan
pekerjaan, yang mungkin juga meliputi peningkatan hukuman sedia ada kepada hukuman
yang lebih berat atau deteren<span style="mso-spacerun: yes;"> </span>terutamanya
apabila ketidakpatuhan menyebabkan kecederaan dan/atau kematian.</span></div>
<div class="MsoListParagraph" style="line-height: 107%; margin-bottom: 8.0pt; mso-add-space: auto; mso-list: l1 level1 lfo3; text-align: justify; text-indent: -.25in; text-justify: inter-ideograph;">
<span style="font-family: "calibri" , "sans-serif"; mso-fareast-font-family: Calibri;"><span style="mso-list: Ignore;">-<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="font-family: "arial" , "sans-serif";">Menuntut</span><span style="font-family: "arial" , "sans-serif"; font-size: 11.0pt; line-height: 107%;"> Malaysia
meratifikasi Perjanjian Antarabangsa Hak-Hak Ekonomi, Sosial dan Budaya</span><span style="font-family: "arial" , "sans-serif";"> (International Covenant on Economic,
Social and Cultural Rights)</span><span style="font-family: "arial" , "sans-serif"; font-size: 11.0pt; line-height: 107%;">, Konvensyen ILO 167 -Keselamatan
Keselamatan dan Kesihatan dalam Pembinaan 1988</span><span style="font-family: "arial" , "sans-serif";"> (ILO Convention 167 -Safety and Health in Construction
Convention 1988)</span><span style="font-family: "arial" , "sans-serif"; font-size: 11.0pt; line-height: 107%;">, Konvensyen ILO 155 - Konvensyen Keselamatan
dan Kesihatan Pekerjaan 1981</span><span style="font-family: "arial" , "sans-serif";">(</span><span style="font-family: "arial" , "sans-serif"; font-size: 11.0pt; line-height: 107%;">LO
Convention 155 - Occupational Safety and Health Convention 1981), dan semua
Konvensyen lain berkenaan keselamatan dan kesihatan pekerjaan pekerja.</span></div>
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<b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><span style="font-family: "arial" , "sans-serif"; font-size: 10.0pt;">Charles Hector</span></i></b></div>
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<b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><span style="font-family: "arial" , "sans-serif"; font-size: 10.0pt;">Apolinar Tolentino</span></i></b></div>
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<b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><span style="font-family: "arial" , "sans-serif"; font-size: 10.0pt;">Irene Xavier</span></i></b></div>
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<b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><span style="font-family: "arial" , "sans-serif"; font-size: 10.0pt;">N Gopal Kishnam</span></i></b></div>
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<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Bagi
pihak 56 kumpulan yang disenaraikan</span></div>
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<span style="color: windowtext; font-family: "arial" , "sans-serif";">ALIRAN</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Building
and Wood Workers International (BWI) Asia Pacific Region</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Labour
Law Reform Coalition (LLRC)</span></div>
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<span style="color: windowtext; font-family: "arial" , "sans-serif";">WH4C
(Workers Hub For Change)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">AMMPO-Sentro</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Association
Of Home And Maquila Workers (ATRAHDOM), Guatemala</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Association
of Human Rights Defenders and Promoters-HRDP in Myanmar</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Bangladesh
Group The Netherlands</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Center
for Orang Asli Concerns (COAC)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">China
Labour Bulletin</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Clean
Clothes Campaign(CCC) South East Asian Coalition</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Electronic
Industry Employees Union Western Region Peninsula Malaysia</span></div>
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<span style="color: windowtext; font-family: "arial" , "sans-serif";">EMPOWER
Malaysia (Persatuan Kesedaran Komuniti Selangor)</span></div>
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<span style="color: windowtext; font-family: "arial" , "sans-serif";">Foreign
Spouses Support Group (FSSG)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Garment
and Allied Workers Union, India</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Global
Women’s Strike<span style="mso-spacerun: yes;"> </span></span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">IMA
Research Foundation, Bangladesh</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">International
Black Women For Wages For Housework, United Kingdom</span></div>
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<span style="color: windowtext; font-family: "arial" , "sans-serif";">Jawatankuasa
Solidariti Pekerja</span></div>
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<span style="color: windowtext; font-family: "arial" , "sans-serif";">Kesatuan
Pekerja Atlas Edible Ice Sdn Bhd</span></div>
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<span style="color: windowtext; font-family: "arial" , "sans-serif";">Electronic
Industry Employees Union Southern Region Peninsular Malaysia(EIEUSRPM)/Kesatuan
Sekerja Industri Elektronik Wilayah Selatan, Semenanjung Malaysia (KSIEWSSM)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">KRYSS
Network</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Labour
Behind the Label, UK</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Legal
Action for Women, United Kingdom</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">MADPET(Malaysians
Against Death Penalty and Torture)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Malaysian
Physicians for Social Responsibility</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Malayan
Technical Services Union (MTSU)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Marvi
Rural Development Organization (MRDO), Pakistan</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Migrant
CARE</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Monitoring
the Sustainability of Globalisation (MSN)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">National
Union of Transport Equipment and Allied Industries Workers (NUTEAIW)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">National
Union of Flight Attendants Malaysia(NUFAM)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Network
of Action for Migrants in Malaysia(NAMM)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">North
South Initiative (NSI)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Odhikar,
Bangladesh</span></div>
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<span style="color: windowtext; font-family: "arial" , "sans-serif";">Onward
Consulting</span></div>
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<span style="color: windowtext; font-family: "arial" , "sans-serif";">Parti
Sosialis Malaysia(PSM)</span></div>
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<span style="color: windowtext; font-family: "arial" , "sans-serif";">Persatuan
Promosi Hak Asasi Manusia/Society For the Promotion of Human Rights(PROHAM)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Persatuan
Sahabat Wanita Selangor (PSWS)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">PKNS KPP</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Sabah
Timber Industry Employees’ Union (STIEU)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Sarawak
Bank Employees Union (SBEU)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Sabah
Women's Action Resource Group (SAWO)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Sisters
in Islam (SIS)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Tenaganita</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Timber
Employees Union of Peninsula Malaysia (TEUPM)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Timber
Industry Employees Union Sarawak (TIEUS)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Union for
Civil Liberty(UVL), Thailand</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Union of
Domestic, Maquila, Nexas and Related Workers (SITRADOM), Guatemala</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Union of
Forestry Employees Sarawak (UFES)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">WH4C
(Workers Hub For Change)</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Women Of
Color Global Women’s Strike </span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Workers
Assistance Center, Inc., Philippines</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Workers
Empowerment </span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Yokohama
Action Research</span></div>
<div class="Body" style="line-height: 107%; margin-bottom: 8.0pt; margin-left: 4.5pt; margin-right: 0in; margin-top: 0in; text-align: justify; text-justify: inter-ideograph;">
<span style="color: windowtext; font-family: "arial" , "sans-serif";">Union of
Employees in Construction Industry(UECI)/Kesatuan Pekerja-pekerja dalam
Industri Binaan</span></div>
Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-10048336343071630472020-04-27T05:37:00.000-07:002020-04-27T05:37:07.835-07:00Kenyataan Hari Peringatan Pekerja Maut Antarabangsa - Berkabung untuk yang mati, Berjuang untuk yang hidup (Berhiba yang mati, Berjuang untuk yang hidup)<!--[if gte mso 9]><xml>
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UnhideWhenUsed="true" QFormat="true" Name="heading 5"/>
<w:LsdException Locked="false" Priority="9" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="heading 6"/>
<w:LsdException Locked="false" Priority="9" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="heading 7"/>
<w:LsdException Locked="false" Priority="9" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="heading 8"/>
<w:LsdException Locked="false" Priority="9" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="heading 9"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="index 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="index 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="index 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="index 6"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="index 7"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="index 8"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="index 9"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" Name="toc 1"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" Name="toc 2"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" Name="toc 3"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" Name="toc 4"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" Name="toc 5"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" Name="toc 6"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" Name="toc 7"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" Name="toc 8"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" Name="toc 9"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal Indent"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="footnote text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="annotation text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="header"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="footer"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="index heading"/>
<w:LsdException Locked="false" Priority="35" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="caption"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="table of figures"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="envelope address"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="envelope return"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="footnote reference"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="annotation reference"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="line number"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="page number"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="endnote reference"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="endnote text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="table of authorities"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="macro"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="toa heading"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="10" QFormat="true" Name="Title"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Signature"/>
<w:LsdException Locked="false" Priority="1" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="11" QFormat="true" Name="Subtitle"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="FollowedHyperlink"/>
<w:LsdException Locked="false" Priority="22" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Plain Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="E-mail Signature"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Top of Form"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal (Web)"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Acronym"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Address"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Cite"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Code"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Keyboard"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Preformatted"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Typewriter"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal Table"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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Name="Table Elegant"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Subtle 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="39" Name="Table Grid"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" Name="Placeholder Text"/>
<w:LsdException Locked="false" Priority="1" QFormat="true" Name="No Spacing"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading"/>
<w:LsdException Locked="false" Priority="61" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 1"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 1"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 1"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 1"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" QFormat="true"
Name="List Paragraph"/>
<w:LsdException Locked="false" Priority="29" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" QFormat="true"
Name="Intense Quote"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 1"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 1"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 1"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 1"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 1"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 1"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 1"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 2"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 2"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 2"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 2"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 2"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 2"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 2"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 2"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 2"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 2"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 2"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 3"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 3"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 3"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 3"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 3"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 3"/>
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<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 3"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 3"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 3"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 3"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 3"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 3"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 4"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 4"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 4"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 4"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 4"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 4"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 4"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 4"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 4"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 4"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 4"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 4"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 4"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 4"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 5"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 5"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 5"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 5"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 5"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 5"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 5"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 5"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 5"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 5"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 5"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 5"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 6"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 6"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 6"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 6"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 6"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 6"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" QFormat="true"
Name="Subtle Emphasis"/>
<w:LsdException Locked="false" Priority="21" QFormat="true"
Name="Intense Emphasis"/>
<w:LsdException Locked="false" Priority="31" QFormat="true"
Name="Subtle Reference"/>
<w:LsdException Locked="false" Priority="32" QFormat="true"
Name="Intense Reference"/>
<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
UnhideWhenUsed="true" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="TOC Heading"/>
<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
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<i style="mso-bidi-font-style: normal;"><u><span style="font-size: 9.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Kenyataan
Media(Penterjemahan Kenyataan Asal Dalam Bahasa Inggeris) – 28/4/2020</span></u></i></div>
<div class="MsoNormal">
<br /></div>
<div align="center" class="MsoNoSpacing" style="text-align: center;">
<i style="mso-bidi-font-style: normal;"><span style="font-family: "Arial","sans-serif"; font-size: 16.0pt; mso-bidi-font-size: 11.0pt;">International Workers’ Memorial Day
Statement</span></i></div>
<div align="center" class="MsoNoSpacing" style="text-align: center;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Arial","sans-serif"; font-size: 16.0pt; mso-bidi-font-size: 11.0pt;">Kenyataan Hari Peringatan Pekerja Maut
Antarabangsa</span></b></div>
<div align="center" class="MsoNormal" style="text-align: center;">
<br /></div>
<div align="center" class="MsoNoSpacing" style="text-align: center;">
<i style="mso-bidi-font-style: normal;"><span style="font-family: "Arial","sans-serif"; font-size: 16.0pt; mso-bidi-font-size: 11.0pt;">Mourn for dead, Fight for the living</span></i></div>
<div align="center" class="MsoNoSpacing" style="text-align: center;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Arial","sans-serif"; font-size: 16.0pt; mso-bidi-font-size: 11.0pt;">Berkabung untuk yang mati, Berjuang
untuk yang hidup</span></b></div>
<div align="center" class="MsoNoSpacing" style="text-align: center;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Arial","sans-serif"; font-size: 16.0pt; mso-bidi-font-size: 11.0pt;">(Berhiba yang mati, Berjuang untuk
yang hidup)</span></b></div>
<div align="center" class="MsoNoSpacing" style="text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="text-align: center;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Arial","sans-serif";">Hanya Memperingati
Pekerja yang Maut Tanpa Menggubal Undang-Undang Baru untuk memastikan
keselamatan Hidup Pekerja di masa depan tidak bermakna</span></b></div>
<div align="center" class="MsoNormal" style="text-align: center;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Pada
Hari Peringatan Pekerja Antarabangsa atau Hari Berkabung Pekerja, yang disambut
setiap tahun pada 28 April, kami, 40 kumpulan dan kesatuan sekerja yang disenaraikan
di bawah ini <span style="mso-spacerun: yes;"> </span>sedih bahawa hakikat kematian
pekerja di tempat kerja, masih belum mengerakkan kerajaan Malaysia untuk
mengubal undang-undang, peraturan dan piawaian baru yang akan semestinya mencegah
kematian atau kecederaan di kalangan pekerja pada masa depan dalam situasi
serupa.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Hari
Peringatan Pekerja Antarabangsa atau Hari Berkabung Pekerja adalah hari antarabangsa
memperingati dan tindakan demi mengingati pekerja yang terbunuh, cacat, cedera
atau menjadi sakit akibat <span style="mso-spacerun: yes;"> </span>pekerjaan
mereka. Slogan hari ini adalah ‘Berkabung untuk yang mati, Berjuang untuk yang
hidup’.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Sedang
kita berkabung kehilangan nyawa dan kecederaan pekerja, kita juga berjuang untuk
pekerja lain dengan tujuan mengurangkan risiko kehilangan nyawa dan kecederaan
di tempat kerja.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Di
Malaysia, pada tahun 2018, terdapat 611 kes kemalangan maut. Pada tahun 2017,
terdapat 711 kes kemalangan maut. (Bernama, 11/07/2018; Star, 7/1/2020). Malangnya,
rekod Jabatan Keselamatan dan Kesihatan Pekerjaan (JKKP) mendedahkan kes
kemalangan maut yang <span style="mso-spacerun: yes;"> </span>telah siap disiasat
pada tahun 2017 dan 2018, masing-masing hanya 206 dan 260, yang bermaksud
bahawa siasatan masih belum selesai untuk begitu banyak kes yang mengakibatkan
kematian pun.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Sektor
pembinaan mencatatkan jumlah kematian yang tertinggi. Statistik Jabatan
Keselamatan dan Kesihatan Pekerjaan (DOSH) mencatatkan 169 kematian dan 3,911
kemalangan di sektor pembinaan untuk tahun 2018. (NST, 15/2/2020) Kadar
kematian setiap 100,000 pekerja di sektor pembinaan adalah 13.44 pada tahun
2018, berbanding kepada 14.57 pada tahun 2017.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Kadar
Kemalangan Maut Malaysia (FAR) bukan hanya 10 kali lebih teruk daripada di
Britain tetapi sebenarnya merosot sebanyak 20 peratus sejak permulaan abad ini,
menurut laporan Lembaga Pembangunan Industri Pembinaan.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Kematian akibat parit runtuh - kematian akibat
dikebumikan hidup-hidup</span></b></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Jalmi,
seorang pekerja Indonesia berusia 20-an, mati setelah dia ditimbus tanah di
longkang kedalaman <span style="mso-spacerun: yes;"> </span>tiga meter semasa
kerja-kerja penggalian di Shah Alam, Selangor pada Oktober 2015. (NST,
5/10/2015).</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Pada
bulan Mac 2015, dilaporkan bahawa 2 pekerja binaan di Machang, Kelantan,
seorang lelaki tempatan dan seorang warga Myanmar terbunuh ketika tanah runtuh
dan menguburkan mereka di lubang ketika mereka sedang mengerjakan projek paip
bekalan air. (NST, 30 / 3/2015).</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Pada
bulan September 2015, seorang pekerja binaan Bangladesh terbunuh di Kuala
Lumpur setelah dia dikebumikan di timbunan tanah, setelah mangsa dan rakannya
sebelum itu menggali lubang sedalam tiga meter untuk memasang paip bawah tanah.
(NST, 30/9 / 2015)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Nicholas
anak Jawan, seorang pekerja berusia 33 tahun, terbunuh di Sarawak setelah dia
dikebumikan hidup-hidup ketika membina longkang monsun dalam (Malay Mail,
3/12/2019)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Md
Shoriful, 43, dan Julhas Rahman, 27, terbunuh ketika mereka dikebumikan oleh
gundukan tanah di tapak pembinaan projek perumahan di Mentakab, Temerloh di
mana mereka menjalankan kerja pemasangan paip kumbahan. (BERNAMA / New Straits
Times, 6/3/2020</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Akan
ada banyak kes yang serupa, yang malangnya tidak semua akan dilaporkan oleh
media. Malangnya, laporan media juga gagal menyebut nama pekerja yang
meninggal, dan juga tidak menyebut nama syarikat dan/atau majikan yang kemungkinan
bertanggungjawab untuk kemalangan maut ini.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Sedang
kita merayakan IWMD tahun ini, kami menyeru kerajaan Malaysia untuk:</span></div>
<div class="MsoListParagraph" style="text-align: justify;">
<br /></div>
<div class="MsoListParagraph" style="text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">1. Menggubal dan menguatkuasakan
undang-undang dan peraturan yang menetapkan kewajiban wajib untuk mencegah
kematian lagi di masa depan</span></b></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Kematian
akibat parit tanah runtuh seperti ini di Malaysia, dan juga di seluruh dunia, kerap
berlaku, <span style="mso-spacerun: yes;"> </span>dan persoalannya adalah mengapa
masih belum ada undang-undang dan peraturan khusus yang akan mencegah kematian
tersebut dalam situasi serupa di masa depan.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Apa
yang seharusnya terkandung dalam undang-undang tersebut adalah persyaratan
untuk dukungan dan / atau penghadangan yang diperlukan untuk mencegah tanah
runtuh mengebumikan <span style="mso-spacerun: yes;"> </span>pekerja yang bekerja
di dalam lubang atau parit tersebut. Keperluan untuk keperluan pemeriksaan
keselamatan di tapak oleh orang yang kompeten, sebelum pekerja diminta memasuki
lubang atau parit dengan kedalaman lebih dari 1 meter, dengan mengambilkira bahawa
keselamatan juga akan dipengaruhi oleh jenis tanah, cuaca pada hari itu ,
getaran disebabkan oleh mesin yang beroperasi berdekatan atau sebab lain.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Diperlukan
peraturan dan piawaian khusus, dan bukannya undang-undang umum yang kabur yang
hanya membicarakan tanggungjawab keselamatan dan kesihatan umum 'sejauh mana yang
dapat dilaksanakan'. Di beberapa negara lain, sudah ada undang-undang yang
secara khusus menangani hal ini seperti Peraturan Pembinaan (Reka Bentuk dan
Pengurusan) 2015 di United Kingdom.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Terdapat
begitu banyak majikan dan syarikat yang terlibat dalam kerja-kerja pembinaan di
Malaysia, dan adalah tidak masuk akal untuk mengharapkan mereka mengetahui
semua bahaya dan risiko yang terlibat dalam pelbagai aspek pekerjaan mereka.
Majikan dan syarikat, mungkin tidak menyedari risiko yang ditemui di tempat kerja
lain berikutan beberapa kemalangan, dan oleh itu mungkin masih menjalankan
kerja dengan cara yang sama berisiko tinggi mengancam nyawa melalui kejahilan.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Oleh
itu, hanya wajar untuk kerajaan, yang memiliki data dan kepakaran berkenaan
keselamatan dan kesihatan kerja, untuk melakukan apa yang diperlukan melalui pengubalan
atau pembuatan peraturan dan/atau undang-undang perlu yang menyatakan langkah-langkah
khusus yang harus diambil oleh majikan untuk memastikan keselamatan pekerja.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Setiap
kejadian di tempat kerja iaitu kemalangan, kecederaan dan/atau kematian
pekerja, akan memberikan kita pengajaran mengenai apa yang perlu dilakukan
sekarang untuk mengelakkan kecelakaan sama di masa hadapann yang boleh kemungkinan
mengakibatkan kematian pekerja. Kerajaan berkewajiban untuk mengambil
langkah-langkah untuk memastikan kemalangan serupa tidak berulang di mana saja,
dan jalan penyelesaian terbaik adalah perundangan undang-undang, peraturan dan
undang-undang yang jelas yang tidak hanya akan menonjolkan bahaya, tetapi juga
akan memastikan bahawa majikan dan syarikat melakukan apa yang diperlukan untuk
mengurangkan risiko kematian dan kecederaan. Garis panduan atau nasihat sahaja tidak
mencukupi.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">2.<span style="font: 7.0pt "Times New Roman";">
</span></span></span></b><b style="mso-bidi-font-weight: normal;"><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Hebohkan kepada khalayak ramai dan janakan kesedaran
mengenai Undang-Undang, Peraturan dan Prosedur Operasi Standard (SOP)</span></b></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Seringkali
kerajaan menyebut mengenai SOP dan keperluan undang-undang lain, tetapi malangnya,
ramai yang tidak tahudengan jelas isi kandungan sebenarnya perundangan ini, di
mana ini menjejaskan kemungkinan pekerja dan orang ramai menghebohkan atau melapurkan
ketidakpatuhan undang-undang oleh majikan dan syarikat.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Semua
undang-undang, peraturan dan SOP terpakai mesti disenang diperolehi orang ramai,
termasuk dengan memuatkannya dalam semua laman web agensi, jabatan dan
Kementerian yang mempunyai tanggungjawab untuk memastikan keselamatan dan
kesihatan pekerjaan.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="margin-left: .5in; text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">3. Pastikan hukuman
yang tegas/deterent untuk mengurangkan ketidakpatuhan, justeru mengurangkan
kematian dan kecederaan pekerja</span></b></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Kehidupan
dan kesejahteraan pekerja adalah kepentingan utama, dan dengan itu hukuman bagi
majikan dan syarikat yang melanggar undang-undang yang melindungi keselamatan
dan kesihatan pekerja mesti menjadi pencegahan/deterrent sekiranya Malaysia
benar-benar prihatin kehidupan manusia.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Pada
masa ini hukuman untuk pelanggaran undang-undang Keselamatan dan Kesihatan
Pekerjaan adalah hanya denda, dan/atau penjara maksima 2 tahun. Namun, nampaknya
macam tidak ada majikan atau Pengarah syarikat yang telah dipenjarakan,
walaupun kegagalan mereka mengakibatkan kematian dan kecederaan pekerja.
Pengarah dan pemilik syarikat, yang kadang-kadang mahu menjimatkan kos, sering
memilih mengenepikan tugas dan kewajiban untuk melakukan perkara perlu untuk
memastikan keselamatan dan kesihatan pekerja.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Kevin
Otto, pemilik Atlantic Drain Services, sebuah syarikat di Amerika Syarikat
baru-baru ini dijatuhkan hukuman penjara dua tahun setelah didapati bersalah
atas dua tuduhan pembunuhan berkenaan <span style="mso-spacerun: yes;"> </span>kematian dua pekerja, Robert Higgins dan
Kelvin Mattocks, yang lemas pada Oktober 2018 dalam keadaan tidak dilindungi , iaiitu
lemas dalam Parit sedalam 14 kaki berikutan pembocoran satu paip air utama. Kevin
seterusnya dihukum dengan 3 tahun tempoh percobaan selama tiga tahun, yang
bermula setelah dia keluar penjara, di mana dalam tempoh ini beliau tidak
dibenarkan mengaji sesiapa pun untuk <span style="mso-spacerun: yes;"> </span>pekerjaan yang melibatkan penggalian. (ISHN,
17/12/2019).</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Di
bidang kuasa lain, undang-undang yang ketat yang mengenakan hukuman yang lebih
tinggi, termasuk kesalahan baru, telah digubal dengan tujuan mengurangkan
risiko nyawa dan cedera pada pekerja. Di Australia, undang-undang Pembunuhan
Industri (Industrial Manslaughter Laws) telah diperkenalkan.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">JANGAN KEMATIAN PEKERJA TIDAK BERMAKNA. CEGAH
KEMALANGAN SERUPA DAN KURANGKAN RISIKO KEHILANGAN NYAWA ATAU KECEDERAAN PEKERJA
LAIN PADA MASA DEPAN.</span></b></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
Charles Hector </div>
<div class="MsoNoSpacing">
Apolinar Tolentino<span style="mso-spacerun: yes;">
</span></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Bagi
pihak 40 pertubuhan dan 1 individu yang disenaraikan di bawah</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">ALIRAN</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">WH4C(Workers
Hub For Change)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Associated
Labour Union, Philippines</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Association
of Human Rights Defenders and Promoters- HRDP in Myanmar</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Building
and Wood Workers International (BWI) Asia Pacific Region</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Building
and Wood Workers’ Federation of Myanmar</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Center
for Orang Asli Concerns(COAC)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Clean
Clothes Campaign(CCC) South East Asian Coalition</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Confederation
of Trade Unions<span style="mso-spacerun: yes;"> </span>Myanmar – CTUM</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Electrical
Trades Union of Australia</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">IMA
Research Foundation, Bangladesh</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">International
Black Women for Wages for Housework</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Kesatuan
Pekerja Atlas Edible Ice Sdn Bhd</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Kesatuan
Sekerja Industri Elektronik Wilayah Selatan, Semenanjung Malaysia
(KSIEWSSM)/Electronic Industry Employees Union Southern Region Peninsular
Malaysia(EIEUSRPM)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Labour
Behind the Label</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">MADPET
(Malaysians Against Death Penalty and Torture)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">MARUAH,
Singapore</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Marvi
Rural Development Organization (MRDO), Pakistan</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Migrant
Care, Indonesia</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">NAMM
(Network of Action for Migrants in Malaysia)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">National
Union of Transport Equipment & Allied Industries Workers (NUTEAIW)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">National
Union of Flight Attendants Malaysia (NUFAM)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">North
South Initiative (NSI)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Odhikar,
Bangladesh</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Persatuan
Sahabat Wanita Selangor</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Safety
and Rights Society (SRS), Bangladesh</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Tenaganita,
Malaysia</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Timber
Employees Union of Peninsula Malaysia</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Union
Network International- Malaysia Labour Centre (UNI-MLC)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Women
of Color/Global Women’s Strike, United Kingdom </span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Bangladesh
Group THE Netherlands</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Persatuan
Kesedaran Komuniti Selangor (EMPOWER)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Sabah
Timber Industry Employees Union (STIEU)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">African
Resources Watch (Afrewatch)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Association
Of Home And Maquila Workers, ATRAHDOM- Guatemala.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Parti
Sosialis Malaysia(PSM)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">AMMPO-SENTRO
- Asosasyon ng mga Makabayang Manggagawang Pilipino Overseas - Sentro ng mga
Nagkakaisa at Progresibong Manggagawa (Association of Nationalist Filipino
Workers- Sentro a labor center in the Philippines)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Payday
Men’s Network UK</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Payday
Men’s Network US</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Workers
Assistance Center, Inc. Philippines</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Arial","sans-serif";">Datuk
Dr Ronald McCoy</span></div>
Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-85615631773439792142020-04-27T00:23:00.001-07:002020-04-27T00:23:15.970-07:00Bar Resolution on maintaining a just employment relationship, worker and trade union rights in Malaysia(2012)<div style="align: justify;">
<br /></div>
<div style="text-align: justify;">
<b><u>Resolution on maintaining a just employment relationship, worker and trade union rights in Malaysia</u></b></div>
<div style="text-align: justify;">
<b><br /></b></div>
<div style="text-align: justify;">
<b>Motion proposed by Charles Hector and seconded by Francis Pereira, dated 1 Mar 2012</b></div>
<div style="text-align: justify;">
<b><br /></b></div>
<div style="text-align: justify;">
<b>(As amended)</b></div>
<div style="text-align: justify;">
<b><br /></b></div>
<div style="text-align: justify;">
<b>Whereas:</b></div>
<div style="text-align: justify;">
<b><br /></b></div>
<div style="text-align: justify;">
(1)<span class="Apple–tab–span" style="space: pre;"> </span>There
has been a withering away of the rights of workers and/or their unions
in Malaysia over the past years, and the most recent of this is the
employment relationship, where Malaysia is in the process of amending
(or has amended) the Employment Act 1955 vide the Employment (Amendment)
Bill 2011, the result of which would be the legalisation of the
“contractor for labour”, a third party, in an employment relationship
which justly should be a two–party direct relationship between
owner/operators of workplaces and their workers, who reasonably must be
their direct employees.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(2)<span class="Apple–tab–span" style="space: pre;"> </span>What
the Malaysian government has done, earlier through policy and practice
and now being legalised through the amendment of the Employment Act
1955, which was passed at the Dewan Rakyat on 6/10/2011 and the Senate
on 22/12/2011, goes contrary also to international standards and
principles concerning Decent Work and worker rights. Avoiding
employment relationship was being done by various means, agreements and
contracts, which have been criticised even by the International Labour
Organisation (“ILO”). Sadly, Malaysia goes even further by legalising
evasion of employment relationships.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(3)<span class="Apple–tab–span" style="space: pre;"> </span>Employment
relationship in Malaysia, as also evident in our Employment Act, prior
to this new amendment, was a two–party relationship between employer and
worker (employee) between whom there will be a contract of service,
whereby “the person or class of persons employed, engaged or contracted
with to carry out the work shall be deemed to be an employee or
employees and (a) the principal or owner of the agricultural or
industrial undertaking, constructional work, trade, business or place of
work; or (b) the statutory body or local government authority, shall be
deemed to be the employer”. Sadly, the Minister had the power to
create exceptions to this general principle.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(4)<span class="Apple–tab–span" style="space: pre;"> </span>The
current amendments to the Employment Act 1955 now statutorily
recognises a new third party in the employment relationship, being the
“contractor for labour”, who unlike Private Employment Agencies,
continue to remain the employer of workers that they supply to the
principal or owner of the workplace, and as such the said principal or
owner of the workplace effectively can avoid becoming employer of the
workers working for them, and hence all employer obligations.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(5)<span class="Apple–tab–span" style="space: pre;"> </span>This
practice of using workers of third parties, without the entry of an
employment relationship and/or contract of service, even though there
was no provision in law that specifically allowed this, started on or
about 2005 with essentially migrant workers through what was known as
“outsourcing agents”, but as of 2010, it was no more just migrant
workers but also local workers including those from Sabah and Sarawak.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(6)<span class="Apple–tab–span" style="space: pre;"> </span>This
new reality causes discrimination amongst workers, with regard to wages
and other benefits, including also the right to join existing unions
and/or to benefit from Collective Agreements, being agreements between
worker–employees and their employers – the principal or owners of the
workplace.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(7)<span class="Apple–tab–span" style="space: pre;"> </span>In
some workplaces, the workers who still are employees of the principal
or owners of the workplace is about 50% or less, the rest workers there
being workers supplied to work by third parties, at a workplace. This
results in an effective weakening of trade unions and their bargaining
powers when it comes to collective agreements, including their struggle
for better wages and work conditions. The law does not provide any
restrictions as to the number of non–employees at a workplace, and as
such this may lead to a situation where even all workers in workplaces
may one day be no more employees of the owner or principal of the
workplace.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(8)<span class="Apple–tab–span" style="space: pre;"> </span>Given
the reality, that the workplace and all workers therein is still under
the effective control and supervision of the principal or owners of the
workplace, matters related to work and work condition, so many workers
at the workplace, now treated as not employees of the principal or owner
of the workplace, is deprived the right that any worker must have to be
able to fight for better working conditions and work–related rights.
The third party suppliers really have no effective control or ability
when it comes to improving working conditions and matters at the
workplace.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(9)<span class="Apple–tab–span" style="space: pre;"> </span>The
reality today is also that these principals or owners of workplaces are
getting workers from not one, but many different suppliers of workers
(“contractors for labour”), which again would result in further
discrimination. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(10)<span class="Apple–tab–span" style="space: pre;"> </span>The
reality also is that suppliers of workers (“contractors for labour”)
are supplying workers to many different workplaces, in many different
sectors, and as such even if the workers (now considered) employees of
these suppliers were to try to form a union, it is near impossible given
this reality. They also cannot join existing regional or national
trade unions in Malaysia, given the fact that in Malaysia, unions are
registered based on sectors, and it will be difficult for these
worker/employees of the third party to form or join existing unions,
given also that the flexibility of the situation that can result in
overnight changing of which sectoral unions that they can join.
Effectively, these workers if they are employees of these suppliers
have lost their basic freedom of association and the right to form
and/or join trade unions. Prior to this any new employee of the
workplace can easily form/join trade unions, irrespective of whether
they are local or migrant workers.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(11)<span class="Apple–tab–span" style="space: pre;"> </span>The
Private Employment Agency, as provided for in the Private Employment
Agencies Act 1971, does the service of finding workers for workplaces,
and once the workers are supplied, these workers automatically are
employees of the principal or owners of the said workplace, and the
private employment agency is paid a statutorily fixed rate for their
services. This is certainly a better practice, not detrimental to a just
employment relationship and worker rights. All suppliers of workers
must be private employment agencies, confined to the providing of
service of supplying workers, and not be made into employers themselves
of the workers after they have supplied them to the principal or owners
of workplaces.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(12)<span class="Apple–tab–span" style="space: pre;"> </span>It
must be pointed out that the Employment Act 1955 amendments were
proceeded with and passed in both houses of Parliament, despite the fact
that there was strong opposition and protest from workers, trade unions
including the Malaysian Trades Union Congress and the International
Trade Union Confederation (“ITUC”), and civil society groups.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>We hereby resolve:</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(1)<span class="Apple–tab–span" style="space: pre;"> </span>That
the Malaysian government immediately repeal the amendments to the
Employment Act 1955 with regard to the employment relationship and the
contractor for labour, introduced vide Employment (Amendment) Bill 2011,
and pending repeal not put into effect the said amendments.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(2)<span class="Apple–tab–span" style="space: pre;"> </span>That
the Malaysian government do the needful to maintain existing 2–party
employment relationships between principals or owners of workplaces as
employers, and workers that work in the said workplaces as employees of
the said principals and owners.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(3)<span class="Apple–tab–span" style="space: pre;"> </span>That
the Malaysian government promotes and protect worker and trade union
rights in Malaysia, and not permit any form or discrimination at the
workplace or related to work amongst workers doing the same work and/or
working at workplaces of principals or owners.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(4)<span class="Apple–tab–span" style="space: pre;"> </span>The
Malaysian Bar takes the stand that labour suppliers and/or contractors
of labour should never be or continue to be employers of workers after
they are supplied, accepted and start working at the workplaces of
principals or owners. Thereafter, these workers shall be employees of
the principal or owners of the workplace.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
(5)<span class="Apple–tab–span" style="space: pre;"> </span>That
the Malaysian Bar continues to struggle for the promotion and
protection of worker and trade union rights in Malaysia, including for
just employment relationship, basic living wages and freedom of
association consistent with the Principles of Decent Work and other
universally recognised standards and principles.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b><i><span style="color: blue;">The motion, as amended, was unanimously carried.</span></i></b></div>
<div style="text-align: justify;">
<b><i><span style="color: blue;"> </span></i></b></div>
<a href="https://www.malaysianbar.org.my/article/news/agms-and-egms/resolutions/resolutions-adopted-at-the-66th-annual-general-meeting-of-the-malaysian-bar-held-at-sunway-putra-hotel-kuala-lumpur-saturday-10-mar-2012" target="_blank"><span class="listTitle">Resolutions adopted at the 66th Annual General Meeting of the Malaysian Bar held at Sunway Putra Hotel, Kuala Lumpur (Saturday, 10 Mar 2012)</span></a>Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-51768225856353811102020-04-15T03:31:00.003-07:002020-04-15T03:31:52.940-07:00DOSH - To be Privatized or Not - Opinions<br /><div style="text-align: justify;">
<span style="font-size: x-large;"><b>Enforcement role must remain with DOSH </b></span><br /><br />Letters <br /><br /><br /> Wednesday, 24 Apr 2019 12:00 AM MYT <br /><br />WE refer to the letter “<a href="https://www.thestar.com.my/opinion/letters/2019/04/05/privatisation-a-good-option/">Privatisation a good option</a>” (The Star, April 5) in which the writer proposed the privatisation of the enforcement functions of agencies under the Human Resources Ministry, including the Department of Safety and Health (DOSH). </div>
<article class="col-xs-12 col-sm-12 col-md-9 story-content" id="story-Article"><div class="story bot-15 relative" id="story-body">
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
While
we at DOSHtech (association of former staff of DOSH) laud the idea, an
in-depth study and careful deliberation on its practicability must be
carried out by the stakeholders concerned.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Privatisation
should continue to provide a balanced ecosystem where the expected
level of safety and health at workplaces are sustainable and, more
importantly, at a cost that does not burden industries.</div>
<div style="text-align: justify;">
DOSH
enforces the Occupational Safety and Health Act 1994 (OSHA) and
Factories and Machinery Act (FMA) 1967 and regulations made thereunder. </div>
<div class="inlineAd" style="clear: both; text-align: justify; width: 100%;">
</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Factories and installations, designated machinery, lifts,
hoisting machinery and etc. are subjected to regular inspections and
certified as appropriate. DOSH ensures compliance to safe engineering
practices of designated machinery through a detailed design review,
fabrication inspection and tests before they are used for the first
time. Certificates of competency are issued to qualified and accredited
personnel, including but not limited to electric lift competent persons,
steam engineers and engine drivers, crane operators, safety and health
officers, site safety supervisors, chemical hazards risk assessors and
noise assessors, prescribing the roles and responsibilities in their
line of duty. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Malaysia has undergone rapid industrialisation,
which inadvertently increased the volume of work that places a heavy
burden on the available DOSH inspectors to perform comprehensive and
thorough inspections effectively. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Suggestions and feedback from
industries indicate that it is appropriate for the government to
consider outsourcing designated inspection activities to a private or
corporate entity to ease the burden. However, the entity must guarantee a
sufficient number of qualified inspectors (including retired DOSH
inspectors) who possess the knowledge and experience to perform the
duties. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
The results should be reflected in improved inspection
schedules and enhanced service quality that benefit industries and the
public. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Occupational safety health (OSH) inspection entails the
risk assessment of workplaces, and competent industrial hygienists are
qualified to perform the duty. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
The writer’s idea of privatising
the enforcement role of agencies under the Human Resources Ministry
should be clarified. While the inspection activity could be outsourced
to a private service provider, the enforcement of the law is an entirely
different matter. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
The pollution of Sungai Kim Kim is outside
the purview of DOSH. There are designated government and statutory
bodies that are responsible for enforcing the law on offenders who cause
such serious health effects, suffering and misery to the public and
damage to the environment. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
But OSH enforcement is within the
jurisdiction of DOSH, and this regulatory function must not be
privatised or outsourced. Trained DOSH inspectors are guided by the
Enforcement Uniformity Model (EUM), a tool that is applied to assess
enforcement decisions in accordance with the severity of the offences.
The power to enforce and proceed with the legal process against the
offender is the responsibility of DOSH. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Perhaps other agencies
in the Human Resources Ministry (with the exception of DOSH) could be
merged, particularly those that deal with non-technical matters like the
enforcement of minimum age and wages, unions and industrial relations,
worker’s welfare and social security. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
The inherent tasks and job
description of DOSH inspectors are to enforce laws and regulations that
are very prescriptive and technical in content, of which possession of
an engineering degree is a prerequisite during recruitment. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Hence,
DOSH should not be merged with any other agencies. It must remain a
separate entity so that it can continue to provide objective and
professional enforcement to protect the safety and health of workers.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<strong>MOHAMAD OTHMAN</strong></div>
<div style="text-align: justify;">
<strong>President </strong></div>
<div style="text-align: justify;">
<strong>DOSHtech -<a href="https://www.thestar.com.my/opinion/letters/2019/04/24/enforcement-role-must-remain-with-dosh" target="_blank"> Star, 24/4/2019</a></strong></div>
<div style="text-align: justify;">
<strong> </strong><br /><br /><br /> <br /> <span style="color: blue;"><span style="font-size: x-large;">Privatisation a good option </span></span><br /> <br /> Letters <br /> <br /><br /> Friday, 05 Apr 2019 12:00 AM MYT <br /> <br /> AS a retired Human Resources Ministry official, it is horrifying for me to read news about industrial accidents, especially those that involve fatalities. </div>
<article class="col-xs-12 col-sm-12 col-md-9 story-content" id="story-Article"><div class="story bot-15 relative" id="story-body">
<br />
The recent Sungai Kim Kim
pollution incident is not just a blatant disregard for environmental
laws but also points to poor enforcement of workplace safety.<br />
<br />
When
I was in service, one of the proposals to beef up enforcement involving
the Human Resources Ministry was to merge and privatise it. But this
proposal was shot down many times by those who have vested interests,
including key officials in the ministry.<br />
<br />
Right now, different
agencies under the ministry have their own enforcement unit. For
example, the Labour Department acts against employers who do not pay
salaries on time. The Department of Occupational Safety and Health
(DOSH) goes after companies who fail to meet minimum health and safety
standards at the workplace. The list goes on.<br />
<div class="inlineAd" style="clear: both; width: 100%;">
</div>
<br />
This present arrangement has resulted in an environment where
agencies work in silos. For example, a DOSH official on his rounds in
factories will not act against employers hiring illegal workers even if
he stumbles upon them. <br />
<br />
His jurisdiction is confined only to
workplace health and safety, not workers without permits. And by the
time he informs the relevant authorities about this, the illegal worker
would have gone into hiding.<br />
<br />
This creates inefficiency and is more
costly. Under the proposed unified enforcement unit, one person can
take over the jobs of multiple staff from different agencies. <br />
<br />
The current arrangement also creates room for enforcement officials
to build “relationships” with parties which they are supposed to
oversee. As we know, “familiarity breeds contempt”, if not outright
corruption.<br />
<br />
This is why a unified and privatised enforcement team
can help plug the existing loopholes in the system. For a fee to
government coffers, companies can bid for licences to carry out such
enforcement. Since private corporations are profit-driven, they would
have more incentives to ensure not just tight enforcement but also
optimum use of manpower. Companies found to have slacked or engaged in
dubious activities could have their licences revoked.<br />
<br />
Privatisation
of enforcement is not new. In Malaysia, vehicle inspection, previously
undertaken by the Road Transport Department, is now done by Puspakom, a
private company. <br />
<br />
But unlike Puspakom, enforcement of laws
pertaining to labour and human resources should not be monopolised by
one company but should be opened up to enable competition, which will
bring about efficiency. <br />
<br />
Singapore, a country known for top-notch
efficiency, has also privatised some of its enforcement. For example,
there are five commercial auxiliary police forces authorised to provide
armed security to government organisations. Singapore’s Land Transport
Authority (LTA) has also authorised multiple companies to conduct
vehicle inspections. <br />
<br />
Additionally, privatising enforcement
responsibilities is also in line with the government’s aspirations to
trim the civil service. As we can see, there’s plenty of potential the
government and public can derive from having a merged and privatised
enforcement. In the spirit of new Malaysia, I appeal to Human Resources
Minister M. Kula Segaran to seriously consider this long-overdue
proposal. <br />
<br />
HOPEFUL <br />
Grik, Perak - <a href="https://www.thestar.com.my/opinion/letters/2019/04/05/privatisation-a-good-option/" target="_blank">Star, 5/4/2019</a><br />
</div>
</article><div style="text-align: justify;">
<br /></div>
</div>
</article>Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-31918224026235526762020-04-15T03:19:00.000-07:002020-04-15T03:19:17.372-07:00Section of DOSH enforcement division up for privatisation (Borneo Post, 11/1/2020)<header class="post-header cf">
<div class="heading cf">
<h1 class="post-title item fn" style="text-align: justify;">
Section of DOSH enforcement division up for privatisation </h1>
</div>
<div class="post-meta cf" style="text-align: justify;">
<span class="posted-by">By
<span class="reviewer">Jacqueline Raphael</span>
</span>
<span class="posted-on">on <span class="dtreviewed">
<time class="value-title" datetime="2020-01-11T00:09:15+08:00" title="2020-01-11">January 11, 2020, Saturday at 12:09 AM</time>
</span>
</span>
<span class="cats"><a href="https://www.theborneopost.com/news/sarawak/" rel="category tag">Sarawak</a></span>
</div>
</header>
<div data-google-query-id="CLLX0KqZ6ugCFUipaAod_2UKEQ" id="div-gpt-ad-1560491-4" style="text-align: justify;">
</div>
<div class="wp-caption alignnone" id="attachment_872084" style="text-align: justify; width: 710px;">
<img alt="" aria-describedby="caption-attachment-872084" class="size-full wp-image-872084 no-display appear" height="174" src="https://www.theborneopost.com/newsimages/2020/01/myy-bp100120-jr-kulaDOSH.gif" width="400" /><div class="wp-caption-text" id="caption-attachment-872084">
Kulasegaran (seated centre), flanked by Dr Ting (second right) and Nor Halim, joins DOSH Miri staff in a photo-call.</div>
<div class="wp-caption-text" id="caption-attachment-872084">
<br /></div>
</div>
<div style="text-align: justify;">
MIRI: A certain section of the Department of Safety and Health (DOSH)
Sarawak’s enforcement division would be privatised to counter the
problem of insufficient manpower.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
In stating this, Human Resources Minister M Kulasegaran observes that
the enforcement section only has 111 technical officers, which is
insufficient to ensure smooth running of the department.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
“The enforcement section has shortage of enforcement officers. DOSH
Sarawak had applied for 50 new officers, but the government, since
several years ago, had not allowed (for) additional staffing.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
“We have looked at other efforts, and have proposed for a certain
section of the enforcement (division) to be taken over by the private
sector. This will enable the department to relieve its enforcement
officers, so that they can concentrate on some other areas,” he told
reporters after attending a briefing at DOSH Miri office yesterday,
where Pujut assemblyman Dr Ting Tiong Choon and DOSH Sarawak director Dr
Nor Halim Hasan were also present.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Kulasegaran said the plan to privatise a section of DOSH was not
something new; rather, this had started in 1998. However, the proposal
had yet to take effect, he said.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
“Last year when I visited Singapore, I saw that their privatised
enforcement section had saved a lot of government’s money and time. The
enforcement operation was also (running) much better, where complaints
and corruption or allegation of this nature, had been very much reduced.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
“So I’m proposing that we accelerate the proposal for privatisation.
This will also allow, maybe 50 per cent of the enforcement staff to go
and do other works – so they will have enough manpower to conduct
investigations, audits and other things,” said the minister.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Kulasegaran disclosed that one of the most worrying things was the
number of backlog of inspections throughout the country. In 2018, about
30 per cent of inspections could not be done due to insufficient
manpower.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
“But the situation is better in Sarawak, with only about 10 per cent
of backlog. I must thank DOSH Sarawak director and his team for doing a
good job,” he said, adding that the target should be to have zero
backlog and zero occupational accidents.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Meanwhile, Kulasegaran was happy to note the improvement and progress shown by DOSH Sarawak over the past year.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
“Last year, only 32 fatalities recorded from workplace accidents,
versus 47 in 2018. This is an improvement and the reason for this could
be caused by increased inspections by the DOSH,” he said.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
He added that last year, DOSH also recorded a total of 28 permanent
disability cases, 414, non-permanent disability cases as well as 450
cases of occupational poisoning and diseases.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
“I was given to understand that some were hearing loss, because the
workers were not wearing hearing(-protection) gears,” he said.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
DOSH Sarawak also recorded about RM2 million in revenue and RM928,500
derived from compounds and prosecution cases last year – in comparison,
DOSH revenue for the whole country was RM35 million.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
That same year, a total of 1,744 punitive actions were taken against companies in Sarawak.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Touching on the incident of collapsed girder beams during the
construction works on a bridge at the Pujut Link component of the Pan
Borneo Highway development here last month, Kulasegaran said the
department was still waiting for the forensic report to be completed.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
“DOSH is conducting a forensic study about the matter. It’s being
done now, but not yet completed. For the interim, we allow them to
remove the debris.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
“So we are now waiting for two things – the forensic study report as
well as plans from the contractor involved about the incident and what
has been done,” he added. - <a href="https://www.theborneopost.com/2020/01/11/section-of-dosh-enforcement-division-up-for-privatisation/" target="_blank">Borneo Post, 11/1/2020</a></div>
Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-73847658638315334722020-04-15T03:10:00.001-07:002020-04-15T03:10:13.334-07:00Taman Desa condo collapse - 4 trapped (EdgeMarkets 14/2/2020)<div class="post-title">
<h1>
Taman Desa condo collapse: DOSH officers dispatched to investigate incident</h1>
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theedgemarkets.com</div>
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<span class="post-created">February 14, 2020 22:57 pm +08</span>
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KUALA
LUMPUR (Feb 14): The Ministry of Human Resources said a team of
investigation officers from the Department of Occupational Safety and
Health Kuala Lumpur and Putrajaya has been dispatched to check the
collapse of a condominium structure in Taman Desa this afternoon.<br />
<br />
The team has been sent there to identify the cause of the accident
that took place at the residential area located along Jalan Klang Lama
here, and to determine whether there have been any breaches under the
Occupational Safety and Health Act 1994 and the Factories and Machinery
Act 1967.<br />
<br />
“As at 7pm, the investigation officers are still waiting for
permission from the Fire and Rescue Department to enter the accident
site, before proceeding with the investigation,” the Ministry said in a
statement this evening.<br />
<br />
The Ministry, however, did not state if there had been any injuries or fatalities from the incident.<br />
<br />
Earlier, Bernama reported that four people were trapped when part of
the structure of the condominium, which is still under construction,
collapsed at around 3pm. At the time, it said one had been rescued and
had been sent to hospital.<br />
<br />
It also quoted a spokesman from the Kuala Lumpur Fire and Rescue Department as confirming the incident. - <a href="https://www.theedgemarkets.com/article/taman-desa-condo-collapse-dosh-officers-dispatched-investigate-incident" target="_blank">Edge Markets, 14/2/2020</a>Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-55835576481681739812020-04-15T03:06:00.001-07:002020-04-15T03:06:17.578-07:00Perak company fined RM35,000 for negligence in contractor's death(NST, 1/8/2019)<h1 class="page-header">
<div class="ph-wrapper">
Perak company fined RM35,000 for negligence in contractor's death</div>
</h1>
<div class="region region-content-header">
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<article class="node node-article clearfix" id="node-509023"><div class="article-meta">
<span class="author">By <a href="https://www.nst.com.my/authors/shaarani-ismail">Shaarani Ismail</a></span><span class="separator"> - </span><span class="post-date">August 1, 2019 @ 2:41pm</span></div>
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<div class="field-item even">
<div style="text-align: justify;">
IPOH:
A company was fined RM35,000 by the Sessions Court here today for
negligence which resulted in the death of its contractor while fixing
the company’s roof five months ago.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Lysaght Galvanized
Steel Bhd which represented by its director and chief executive officer,
Chua Tia Bon pleaded guilty when the charge was read to him before
Judge Norashima Khalid.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
According to the charge sheet, the
69-year-old man was accused of failing to ensure the safety, health and
welfare of his employee while on duty.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Chua was also
accused of failing to conduct safety workplace system in term of
checking, fixing and changing the roof works which resulted in the death
of its 55-year-old contractor Cheong Kim Loong.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Chua allegedly committed the offence at the company in Tasek Industrial Area here on April 22.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
He was charged under Section 17(1) of the Occupational Safety and Health Act 1994, punishable under Section 19 of the same act.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
The offence carries a maximum fine of RM50,000 and jail term of up to two years.</div>
<br />
<figure class="article-image-item gn4-inline-image inline-image image-single-single"><img alt="Lysaght Galvanized Steel Bhd which represented by its director and chief executive officer, Chua Tia Bon pleaded guilty when the charge was read to him before Judge Norashima Khalid. - NSTP/EMAIL" class="img-responsive img-fluid" height="400" src="https://assets.nst.com.my/images/articles/CHUA_TIA_BON_1564641667.jpg" width="378" /><figcaption class="gn4-inline-image-caption">Lysaght
Galvanized Steel Bhd which represented by its director and chief
executive officer, Chua Tia Bon pleaded guilty when the charge was read
to him before Judge Norashima Khalid. - NSTP/EMAIL</figcaption></figure><div style="text-align: justify;">
Deputy Public Prosecutor Fazira Azita Abdul Rashid represented DOSH, while the accused was not represented.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Earlier, the accused during mitigation said he was upset over the incident and has since improved the company’s safety system.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Chua
said it was the first recorded case at the company and it has been
following safety measures which set by the Department of Occupational
Safety and Health (DOSH) following the incident, while pleading for a
lower penalty.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
However, Fazira Azira requested the court to
impose a just punishment against the company as it had been operating
for more than 40 years and that the incident should serve as a lesson.- <a href="https://www.nst.com.my/news/crime-courts/2019/08/509023/perak-company-fined-rm35000-negligence-contractors-death" target="_blank">NST, 1/8/2019</a></div>
</div>
</div>
</div>
</article>Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-78456045255872010052020-04-15T03:02:00.000-07:002020-04-15T03:02:26.231-07:00Company fined RM20k for not complying with DOSH prohibition notices - 2 offences(NST,Nov,2019)<h1 class="page-header">
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Company fined RM20k for not complying with DOSH prohibition notices</div>
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<img alt="A construction company was fined RM20,000 for failing to comply with two notices of prohibition issued by the Perak Department of Occupational Safety and Health (DOSH). -NSTP/File pic" class="img-responsive" height="240" src="https://assets.nst.com.my/images/articles/gavel_msia_1574909983.jpg" width="400" /></div>
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A
construction company was fined RM20,000 for failing to comply with two
notices of prohibition issued by the Perak Department of Occupational
Safety and Health (DOSH). -NSTP/File pic</div>
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<img alt="Zahratulhayat Mat Arif" class="img-responsive" src="https://assets.nst.com.my/images/author/Zahratulhayat-Mat-Arif_0.png" title="Zahratulhayat Mat Arif" /></div>
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By <a href="https://www.nst.com.my/authors/zahratulhayat-mat-arif">Zahratulhayat Mat Arif</a></div>
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</div>
<div class="post-date" style="text-align: justify;">
November 28, 2019 @ 10:59am</div>
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IPOH:
A contractor company, Loyal Engineering Sdn Bhd, was fined RM20,000 by
the Sessions Court here today for failing to comply with two notices of
prohibition issued by the Perak Department of Occupational Safety and
Health (DOSH).<br />
<br />
Its managing director Datuk Ong Kian Min pleaded guilty when the charges were read to him before judge Norashima Khalid.<br />
<br />
According
to the first charge, the company was accused of failing to comply with
notice of prohibition issued on July 16 to immediately discontinue
unsafe working activities that are using scaffolding.<br />
<br />
For the
second charge, the company was accused of failing to comply with notice
of prohibition issued on the same date, to immediately discontinue
unsafe working for the installation of falsework, formwork and rebar as
no provision of personal protective equipment such as safety harness to
employees which may cause fall injury.<br />
<br />
Both offences were
committed at the regional sewage treatment plant and sewer pipe network
site project in Papan here on July 24 at about 1pm.<br />
<br />
The charges
are framed under Section 49(1) of the Occupational Safety and Health Act
1994 and Section 49(2) of the same act, which carries a fine of up to
RM50,000 or imprisonment of up to two years or both, upon conviction.<br />
<br />
DOSH prosecuting officer Ir Amirul Adli Hashim earlier requested for the maximum punishment under the law.<br />
<br />
Ong,
who was not represented by counsel, sought a light penalty as it was
the company’s first offence since it was established in 1995 and
promised not to make the same mistake again. -<a href="https://www.nst.com.my/news/crime-courts/2019/11/542788/company-fined-rm20k-not-complying-dosh-prohibition-notices" target="_blank"> NST, 28/11/2019</a></div>
</div>
</div>
</article>Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-14807602447934571982020-04-15T02:59:00.004-07:002020-04-15T02:59:45.579-07:00DOSH must take rap for worksite deaths and injuries(FMT)<div class="td-post-header">
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DOSH must take rap for worksite deaths and injuries</h1>
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<div class="td-post-author-name">
<a href="https://www.freemalaysiatoday.com/category/opinion/2019/05/24/dosh-must-take-rap-for-worksite-deaths-and-injuries/">Mohideen Abdul Kader</a><div class="td-author-line">
- </div>
</div>
<span class="td-post-date"><time class="entry-date updated td-module-date" datetime="2019-05-24T21:14:33+08:00">May 24, 2019 9:14 PM</time></span> </div>
</header>
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<img alt="" class="alignnone size-full wp-image-1153960" height="250" src="https://s3media.freemalaysiatoday.com/wp-content/uploads/2019/05/DOSH_worksite-injuries.jpg" width="400" /></div>
<div style="text-align: justify;">
The Consumers’ Association of Penang (CAP) is shocked by the
Department of Occupational Safety and Health’s (DOSH) disclosure that
711 workers were killed on the job in 2017, with 183 of the fatalities
occurring at construction sites.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
In the latest worksite incident, an Indonesian couple was killed and
three others were injured when a multi-storey car park under
construction at the Gombak LRT station at Taman Melati collapsed on May
23.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
This is an indication of the pathetic state of enforcement by DOSH
and raises the question of whether the department is relevant any
longer.</div>
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A number of construction projects are going on in the country and are
a major contributor to the economy, yet the safety of the workers –
mainly the manual workers – is not given the importance it deserves. It
is as if their lives are cheap.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
CAP has carried out surveys at construction sites and found that
,many workers do not wear safety apparel such as helmets, harnesses or
fall protection equipment (when working above 2m), jackets, protective
gloves and hearing plugs.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Who should be blamed for this non-compliance of safety requirements
at the worksite: the employees, the employer or the enforcement body?</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
DOSH appears to believe that putting up “Safety First” notices at
worksites absolves it and the developers from liability for accidents
resulting in injuries and death.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
The Occupational and Safety Act makes employers responsible for
making worksites safe and it makes DOSH responsible for enforcing the
Act. The death of 711 workers in 2017 is shocking and disgraceful to say
the least. It means that those in the construction industry do not
respect the law because they do not fear the law, and that is because of
non-professional enforcement of the law.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
DOSH says that projects costing over RM20 million are
“self-regulated”. This means the project developers are required to hire
their own safety experts on their sites and DOSH does not inspect these
sites. It only inspects worksites of projects costing less than RM20
million.</div>
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DOSH is wrong to think that “self-regulated” projects do not need to
be audited by it. Is safety beingcompromised as it might cost more to
put in all the safety measures required under the law than to pay
compensation for the life and limb of manual workers? Why does DOSH
think that there is no need to check on the safety consultants’ work at
these big projects? </div>
<div>
</div>
</div>
<div style="text-align: justify;">
In two major landslide cases in Tanjung Bungah and Bukit Kukus,
Penang, DOSH highlighted that the contractors did not comply with safety
standards as required by the law and that negligence subsequently
killed more than 20 workers in both cases.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Taking action only after major accidents have happened and people
have been killed is not a consolation to the families of the victims.
The recalcitrant consultants should be deregistered to send a strong
message that any incompetency and negligence will not be tolerated.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
DOSH’s claim that it practises professionalism in carrying out its
duties appears hollow. It states that it carries out surprise checks at
worksites and at the same time laments that its officers cannot be at
the worksites all the time. This speaks volumes of its
“professionalism”. If it is professional, it should put enough fear into
the building construction industry such that no one would dare breach
any safety regulation. Until and unless DOSH starts enforcing the law
strictly, it cannot claim to be exercising professionalism in its
regulatory work.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<strong>Recommendations for worksite safety</strong></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
CAP recommends the following for improvement of worksite safety:</div>
<ol style="text-align: justify;">
<li>For each worksite, there must be one dedicated consultant who is in
overall charge of safety. This person is responsible for the prevention
of accidents on the site. </li>
<li>DOSH must carry out spot checks at all worksites, including the so-called “self-regulated” ones.</li>
<li>DOSH should impose the maximum penalty for the first offence to drive home the point that workers’ safety is a serious matter.</li>
<li>Section XI of the Occupational Safety and Health Act gives wide
powers of investigation and action against those who breach the law. The
law needs to be enforced strictly. It does not give discretionary
powers to let anyone off lightly.</li>
<li>Current penalties of a RM50,000 fine and imprisonment of not more
than two years are grossly inadequate and not deterrent at all. Light
penalties only encourage the breach of laws as it is cheaper to do so
than to comply. The penalty should be raised to not less than 10% of the
project cost or not less than two years’ imprisonment, or the
irresponsible employer should be penalised under the Penal Code for
manslaughter in the event of fatalities.</li>
<li>DOSH must conduct a follow-up check at the worksite after the
contractor or developer is issued with a stop-work order. In the case of
the landslide at Bukit Kukus, it was revealed that a stop-work order
was issued but the developer did not comply with it. DOSH should examine
any violation of the stop-work order and take immediate action against
the developer.</li>
<li>The guilty party should be charged in court and a suitable sentence
meted out so as to set an example for the rest in the industry.</li>
</ol>
<div style="text-align: justify;">
We urge DOSH to take a tough stand against errant contractors and
developers. It has to take urgent measures to rectify this festering
problem that affects those who help to build the nation.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<em>Mohideen Abdul Kader is vice-president of the Consumers’ Association of Penang. - <a href="https://www.freemalaysiatoday.com/category/opinion/2019/05/24/dosh-must-take-rap-for-worksite-deaths-and-injuries/" target="_blank">FMT, 24/5/2019</a></em></div>
<br />Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-83136415539872559172020-04-09T01:58:00.004-07:002020-04-09T01:58:42.900-07:00Salary Deduction and Unpaid Leave Should not be Made an Option during Lockdown(LRRC)<div style="background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; font-family: "Times New Roman", serif; margin: 0cm 0cm 19.5pt;">
<u><i><span style="font-size: x-small;"><span style="font-family: Arial,sans-serif;">Press Statement by Labour Law Reform Coalition on 8 April 2020
in Shah Alam</span></span></i></u></div>
<div style="background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; font-family: "Times New Roman", serif; margin: 0cm 0cm 19.5pt; text-align: center;">
<span style="font-size: large;"><b><span style="font-family: Arial,sans-serif;">Salary Deduction and Unpaid Leave Should not be Made an Option
during Lockdown</span></b></span></div>
<div style="background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; font-family: "Times New Roman", serif; font-size: 12pt; margin: 0cm 0cm 19.5pt; text-align: justify;">
<span style="font-family: Arial,sans-serif;">Labour Law Reform Coalition welcomes the announcement of the
government on 6 April 2020 that an additional RM10 billion stimulus package would
be allocated to support micro, small and medium enterprises, the total amount
of wage subsidy has been substantially increased from RM5.9 billion to RM13.8
billion.</span></div>
<div style="background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; font-family: "Times New Roman", serif; font-size: 12pt; margin: 0cm 0cm 19.5pt; text-align: justify;">
<span style="font-family: Arial,sans-serif;">However, we have grave concern that the Prime Minister, during
the announcement, said that the government encouraged “negotiations between
employers and employees on their terms of employment, including an option for
salary deductions and unpaid leave during the MCO.”</span></div>
<div style="background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; font-family: "Times New Roman", serif; font-size: 12pt; margin: 0cm 0cm 19.5pt; text-align: justify;">
<span style="font-family: Arial,sans-serif;">This statement will unwittingly open a floodgate for employers
to exploit Malaysian workers by denying paid leave during the lockdown period.
With tremendous financial support by the government at the expense of tax
payers’ hard-earned money, it is unreasonable if companies cut workers’ wages
or ask them to go for unpaid leave.</span></div>
<div style="background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; font-family: "Times New Roman", serif; font-size: 12pt; margin: 0cm 0cm 19.5pt; text-align: justify;">
<span style="font-family: Arial,sans-serif;">In addition, given the fact that only 4 per cent of private
sector workers were unionized in the country, most of the workplaces do not
have legally sanctioned bargaining units, that is, trade unions. Hence, the
proposal is unpractical and ineffective as the precondition of collective
bargaining does not exist. The announcement will be easily manipulated by
employers to their advantage.</span></div>
<div style="background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; font-family: "Times New Roman", serif; font-size: 12pt; margin: 0cm 0cm 19.5pt; text-align: justify;">
<span style="font-family: Arial,sans-serif;">We urge the government to grab the opportunity to require
companies to establish trade unions as a precondition of receiving government
fund. This measure not only will realize collective bargaining in accordance to
the financial situation of the company, but also encourage industrial harmony
in the post-lockdown period which is full of uncertainty for businesses and
working classes.</span></div>
<div style="font-family: "Times New Roman",serif; font-size: 12pt; margin-left: 0cm; margin-right: 0cm;">
<b><span lang="EN-US" style="font-family: Arial,sans-serif; font-size: 12pt; line-height: 107%;">Nadesan
Gopalkishnam & Irene Xavier</span></b></div>
<div style="font-family: "Times New Roman",serif; font-size: 12pt; margin-left: 0cm; margin-right: 0cm;">
<span lang="EN-US" style="font-family: Arial,sans-serif; font-size: 12pt; line-height: 107%;">Co-Chairpersons</span></div>
<div style="font-family: "Times New Roman",serif; font-size: 12pt; margin-left: 0cm; margin-right: 0cm;">
<span lang="EN-US" style="font-family: Arial,sans-serif; font-size: 12pt; line-height: 107%;">Labour
Law Reform Coalition</span></div>
<div style="font-family: "Times New Roman",serif; font-size: 12pt; margin-left: 0cm; margin-right: 0cm;">
<a data-saferedirecturl="https://www.google.com/url?q=http://decentwork.org.my/&source=gmail&ust=1586502433996000&usg=AFQjCNETF_0SWfMcCBFofWH4ucARbTN9jw" href="http://decentwork.org.my/" style="color: #0563c1;" target="_blank"><span style="font-family: Arial,sans-serif; font-size: 12pt; line-height: 107%;">http://decentwork.org.my/</span></a><span style="font-family: Arial,sans-serif; font-size: 12pt; line-height: 107%;"></span></div>
<div style="font-family: "Times New Roman",serif; font-size: 12pt; margin-left: 0cm; margin-right: 0cm;">
<a data-saferedirecturl="https://www.google.com/url?q=https://www.fb.com/decentwork.malaysia/&source=gmail&ust=1586502433996000&usg=AFQjCNH80TaQOFcHjHsohc95IEYd6vy38A" href="https://www.fb.com/decentwork.malaysia/" style="color: #0563c1;" target="_blank"><span style="font-family: Arial,sans-serif; font-size: 12pt; line-height: 107%;">https://www.fb.com/decentwork.<wbr></wbr>malaysia/</span></a><span style="font-family: Arial,sans-serif; font-size: 12pt; line-height: 107%;"></span></div>
<br /><div style="font-family: "Times New Roman",serif; font-size: 12pt; margin-left: 0cm; margin-right: 0cm; text-align: justify;">
<br /></div>
<div style="font-family: "Times New Roman",serif; font-size: 12pt; margin-left: 0cm; margin-right: 0cm; text-align: justify;">
<i><span style="font-family: Arial,sans-serif;">Note : Labour Law Reform Coalition is
endorsed by 58 Trade Unions from various sectors and worker organisations. The
group started in June 2018 to initiate discussion on labour law reform bases on
ILO’s decent work framework. The coalition had submitted proposals of reforming
Employment Act 1955, Trade Union Act 1959 and Industrial Relations Act 1967 in
January and May 2019 respectively. </span></i></div>
<div style="font-family: "Times New Roman",serif; font-size: 12pt; margin-left: 0cm; margin-right: 0cm; text-align: justify;">
<br /></div>
<div style="font-family: "Times New Roman",serif; font-size: 12pt; margin-left: 0cm; margin-right: 0cm; text-align: justify;">
<i><span style="font-family: Arial,sans-serif;">Nadesan Gopalkishnam is the General
Secretary of National Union of Transport, Equipment and Allied Industry Workers
(NUTEAIW), he is the immediate past Secretary-General of Malaysian Trade Union
Congress. Irene Xavier is a veteran social activist who founded Persatuan
Sahabat Wanita Selangor, she has been fighting for the rights of women worker
for decades.</span></i></div>
<span lang="EN-US" style="font-family: Arial,sans-serif; font-size: 12pt; line-height: 107%;">
</span><br />
<div style="font-family: "Times New Roman",serif; font-size: 12pt; margin-left: 0cm; margin-right: 0cm;">
<br /></div>
<br />Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-10193837981090223972020-04-09T01:56:00.002-07:002020-04-09T01:56:58.891-07:00<i><u><span style="font-size: x-small;"><span lang="EN-MY" style="font-family: Arial,sans-serif;">Press Statement by Labour Law
Reform Coalition on 18 March 2020 in Shah Alam</span></span></u></i><br />
<br />
<div align="center" class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt; text-align: center;">
<b><span lang="EN-US" style="font-family: Arial,sans-serif; font-size: 14pt; line-height: 107%;">Groups
call for comprehensive investigation into death of 5 workers killed in the
Pengerang tragedy</span></b></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt;">
<br /></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt; text-align: justify;">
<span lang="EN-US" style="font-family: Arial,sans-serif;">The Labour Law Reform Coalition (<span class="il">LRRC</span>),</span><span lang="EN-US"> </span><span lang="EN-US" style="font-family: Arial,sans-serif;">comprised
of 58 trade unions, migrant worker groups and non-governmental organisations,
calls for the Government to begin a comprehensive investigation into the
tragedy at the Johor Bahru petroleum refining complex on 15/3/2020 that left five workers dead and one seriously
injured. </span></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt; text-align: justify;">
<span lang="EN-US" style="font-family: Arial,sans-serif;">Investigations must be conducted by, amongst others,
the police, the Fire Department, the Department of Occupational Safety and
Health (DOSH) and all relevant agencies.</span></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt; text-align: justify;">
<span lang="EN-US" style="font-family: Arial,sans-serif;">The explosion occurred at Pengerang Refining and
Petrochemical (PRefChem)’s Hydro Diesel Treater Unit at the Pengerang
Integrated Complex on Sunday night. 42 Fire and Rescue personnel and nine
vehicles battled the blaze for a full twelve hours, and operations have been suspended
to enable investigations by the Department of Occupational Safety and Health.</span></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt; text-align: justify;">
<span lang="EN-US" style="font-family: Arial,sans-serif;">PRefChem is a strategic alliance of two of the world’s
largest national oil companies — Petroliam Nasional Bhd (Petronas), the
national oil company of Malaysia, and Saudi Aramco, the national oil company of
Saudi Arabia.</span></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt; text-align: justify;">
<span lang="EN-US" style="font-family: Arial,sans-serif;">It was disappointing when the Johor Police Chief,
Datuk Ayob Khan Mydin Pitchay, was reported saying that the police will only
investigate if there was sabotage, betrayal or terrorist involvement. [“Polis
hanya akan membuat siasatan jika ada unsur sabotaj, khianat mahu pun serangan
pengganas dikesan pada fasiliti berkenaan.’- Berita Harian, 17/3/2020]</span></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt; text-align: justify;">
<span lang="EN-US" style="font-family: Arial,sans-serif;">This is unacceptable, as the police must investigate
comprehensively to determine whether there was any crime, including murder or
manslaughter, and determine whether there is anyone criminally liable for the
deaths and injury caused. </span></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt; text-align: justify;">
<span lang="EN-US" style="font-family: Arial,sans-serif;">There must be an inquest conducted for all these
deaths.</span></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt; text-align: justify;">
<span lang="EN-US" style="font-family: Arial,sans-serif;">There must be no special treatment accorded simply
because Petronas is involved.</span></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt; text-align: justify;">
<span lang="EN-US" style="font-family: Arial,sans-serif;">“We extend our deep sympathies to their families and
workmates of Fadhi Akmal Fadzil, Azarul Ashraf Nor Akmal, Norfazly Md Nor, Che
Huzaidy Che Harun and Hadi Syafiq Jamil who died in this tragic and possibly
avoidable accident”, said LLRC co-chair Irene Xavier. </span></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt; text-align: justify;">
<span lang="EN-US" style="font-family: Arial,sans-serif;">“Occupational safety and health is the responsibility
of employers, however the increasing regularity of instances like these clearly
demonstrate that workers cannot trust them to execute this responsibility,
particularly in high risk sectors like petrochemical and construction”, she
continued. </span></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt; text-align: justify;">
<span lang="EN-US" style="font-family: Arial,sans-serif;">“This is not a problem that popped up yesterday and
won’t be solved without a meaningful change in employers’ behaviour to ensure
workers’ safety is truly valued. Unless there is a serious threat of prison
time for bosses’ whose negligence or laxity results in workers’ deaths, workers
will keep dying.”</span></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt; text-align: justify;">
<span lang="EN-US" style="font-family: Arial,sans-serif;">The LLRC also calls on the government to begin
drafting more deterrent laws, including also industrial manslaughter legislation,
that provides for mandatory prison sentences for employers or company directors
who by their actions and/or omissions result in workers death at the workplace.</span></div>
<div style="font-family: Calibri,sans-serif; font-size: 11pt; margin: 0in 0in 0.0001pt;">
<b><span lang="EN-US" style="font-family: Arial,sans-serif;">Irene Xavier (+60) 11 1539 9960</span></b></div>
<div style="font-family: Calibri,sans-serif; font-size: 11pt; margin: 0in 0in 0.0001pt;">
<b><span lang="EN-US" style="font-family: Arial,sans-serif;">Labour Law Reform Coalition (<span class="il">LRRC</span>)</span></b></div>
<div style="font-family: Calibri,sans-serif; font-size: 11pt; margin: 0in 0in 0.0001pt; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt; text-align: justify;">
<span lang="EN-US" style="font-family: Arial,sans-serif;">*</span><i><span lang="EN-US" style="font-family: Arial,sans-serif; font-size: 9pt; line-height: 107%;">The Labour Law Reform Coalition is a group of 58 trade
unions, migrant worker organisations and non-govermental organisations lobbying
for reforms to Malaysia’s labour law to create decent work. </span></i></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt;">
<b><span lang="EN-US" style="font-family: Arial,sans-serif;">Media
References:-</span></b></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt;">
<a data-saferedirecturl="https://www.google.com/url?q=https://www.malaymail.com/news/malaysia/2020/03/16/pengerang-refining-and-petrochemicals-confirms-fire-and-explosion-at-penger/1846992&source=gmail&ust=1586508785260000&usg=AFQjCNGFblUJGvQIUNB_9GjGhnoZO-z2Cw" href="https://www.malaymail.com/news/malaysia/2020/03/16/pengerang-refining-and-petrochemicals-confirms-fire-and-explosion-at-penger/1846992" style="color: blue;" target="_blank"><b><i><span lang="EN-MY" style="font-family: Arial,sans-serif;">Pengerang Refining and Petrochemicals confirm fire and
explosion at Pengerang</span></i></b></a><span lang="EN-MY" style="font-family: Arial,sans-serif;"> (16 March) Malay Mail.</span></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt;">
<a data-saferedirecturl="https://www.google.com/url?q=https://www.malaymail.com/news/malaysia/2020/03/16/operations-at-pengerang-integrated-complex-suspended-to-allow-dosh-investig/1847202&source=gmail&ust=1586508785261000&usg=AFQjCNG6KmF2CBarnDeylj4KXODYJjLNTw" href="https://www.malaymail.com/news/malaysia/2020/03/16/operations-at-pengerang-integrated-complex-suspended-to-allow-dosh-investig/1847202" style="color: blue;" target="_blank"><b><i><span lang="EN-MY" style="font-family: Arial,sans-serif;">Operations at Pengerang Integrated Complex suspended to
allow Dosh investigations</span></i></b></a><b><i><span lang="EN-MY" style="font-family: Arial,sans-serif;"> </span></i></b><span lang="EN-MY" style="font-family: Arial,sans-serif;">(16
March) Malay Mail.</span></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt;">
<br /></div>
<div class="MsoNormal" style="font-family: Calibri,sans-serif; font-size: 11pt; line-height: 107%; margin: 0in 0in 8pt;">
<br /></div>
Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-23607876942257344592020-04-04T11:03:00.000-07:002020-04-04T11:03:23.703-07:00Can COVID-19 be considered an occupational disease?(ISSA) - YES, it can.<div class="col-sm-9 col-md-7 col-lg-6 col-lg-offset-1 desktopShow">
<div class="single-banner-content">
<div style="text-transform: uppercase;">
Responses to the COVID-19 crisis
</div>
<h1>
Can COVID-19 be considered an occupational disease?</h1>
</div>
</div>
<article class="col-xs-12 col-sm-8 col-lg-7 article-content">
<div class="m-b-15">
<time datetime="2020-04-02T12:00:00Z">2 April 2020</time></div>
<div class="m-b-15">
<time datetime="2020-04-02T12:00:00Z"> </time>
</div>
<div class="field--name-field-summary">
<div style="text-align: justify;">
Worldwide almost 2.4 million people die due
to an occupational disease, compared to 0.38 million that die because of
a work accident. Insurance covering occupational diseases is an
important pillar of social security and a safety net to all workers who
may be exposed to chemical, physical or biological agents arising from
work activities, or may suffer from respiratory and skin diseases,
musculoskeletal disorders, post-traumatic stress disorders or
occupational cancer.</div>
</div>
<div class="field field--name-body field--type-text-with-summary field--label-hidden field--item">
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
In
view of the rapid spread of the Coronavirus, countries are now facing
the urgent question of assessing COVID-19 as an occupational disease. In
order to ensure insurance coverage, in particular for workers in the
most exposed sectors, rapid measures to facilitate the recognition of
COVID-19 have been implemented in a number of countries.</div>
<h2>
Recognition Process for an Occupational Disease</h2>
<div style="text-align: justify;">
In order to assess whether or not COVID-19 is an occupational
disease, it is essential to have distinct and transparent criteria for
the definition of occupational diseases, which will help to distinguish
these from diseases of different origins. Around the world, various
recognition procedures exist that would determine the occupational
nature of the disease. This procedure can be based on individual
(medical and technical) assessments. Data relating to exposures in the
workplace, as well as scientific surveys on occupational risks, are also
useful tools to be used in the recognition procedure, which can be
organized in different ways, namely: </div>
<ul style="text-align: justify;">
<li>A national list of occupational diseases containing the precise
recognition criteria, supplemented by a complementary system of
recognition for diseases which are not on the list, is in most cases an
efficient way to have clear and validated recognition criteria.</li>
<li>The recognition procedure can also be based on the individual assessment of cases by experts.</li>
<li>A combination of these two systems is possible. This would mean
that (a) a national indicative list or the list of occupational diseases
published by the International Labour Organization (ILO) or the
European Commission is used as a reference and (b) investigations on a
case-by-case basis are conducted to further determine the causal link
between work and the disease.</li>
</ul>
<h2 style="text-align: justify;">
Systematic Approach to Occupational Diseases for Social Security</h2>
<div style="text-align: justify;">
A systematic approach to occupational diseases, starts from
individual suspicion of an occupational disease and ends with the final
decision on whether or not the disease will be recognized by the social
security institution. The decision on such recognition depends on the
causality between the disease and the workplace.</div>
<figure role="group"><img alt="System of identification and recognition of occupational diseases" data-entity-type="file" data-entity-uuid="3800d4f1-a153-4c91-9174-056eb7535425" height="219" src="https://ww1.issa.int/sites/default/files/inline-images/2-System%20of%20identification%20and%20recognition%20of%20OD.png" style="max-width: 100%;" width="400" /><figcaption>Source: ISSA Guidelines: Prevention of Occupational Risks (2019)</figcaption></figure><h2>
The ILO List of Occupational Diseases</h2>
<div style="text-align: justify;">
COVID-19 is of course not explicitly mentioned in the ILO list of
occupational diseases (2010). It only lists HIV, Hepatitis B and
Hepatitis C as virus infections, which are recognized as occupational
diseases. However, COVID-19 falls under Article 1.3.9. :</div>
<br />
<div style="text-align: justify;">
<em>“1.3.9. Diseases caused by other biological agents at work not
mentioned in the preceding items where a direct link is established
scientifically, or determined by methods appropriate to national
conditions and practice, between the exposure to these biological agents
arising from work activities and the disease(s) contracted by the
worker.“</em></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Practically speaking, there needs to be a direct link between the
exposure to the coronavirus itself (SARS-CoV-2) at work and the disease
(COVID-19) to be able to classify it as an occupational one. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
The first
condition – the scientific evidence that SARS-CoV-2 causes COVID-19 - is
a proven scientific fact, but in many cases, it will be difficult to
create the causal link; to prove that the disease was contracted at
work. If proved that the virus was contracted through occupational
exposure, any worker is covered under the ILO list.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
However, not all countries follow the ILO list and many have their
own national lists or assessment criteria to determine the occupational
nature of a disease.</div>
<h2 style="text-align: justify;">
National examples of COVID-19 recognition</h2>
<ul style="text-align: justify;">
<li>The National Employment Accident Insurance Institute of Italy (<em>Istituto Nazionale per l'Assicurazione contro gli Infortuni sul Lavoro</em> - INAIL) confirmed that coronavirus infections of doctors, nurses and other employees of the National Health Service (<em>Servizio Sanitario Nazionale</em>
– SSN) as well as of any other public or private health facility are
considered occupational diseases. The causal link between the work and
the infection will be automatically assumed for this group of employees
in order to also provide coverage to cases in which the identification
of the specific causes and working methods of the infection is
problematic. Furthermore, COVID-19 cases where SARS-CoV-2 was contracted
while commuting to work or back home are also covered by INAIL. </li>
<li>The German list of occupational diseases mentions virus infections
(No 3101), which considers viruses as an occupational disease if the
employee works in the healthcare sector. But it does not consider a
virus an occupational disease for any other economic sector (like public
transport, supermarkets, construction, office workers, etc.) </li>
<li>In South Africa, COVID-19 is recognized as an occupationally
acquired virus disease if it is the result of occupational exposure,
which happens in a presumed high-risk work environment or during an
approved official work assignment to high risk areas or countries.
Furthermore, a chronological sequence must exist between the work
exposure and the development of COVID -19 symptoms.</li>
<li>Canadian Workers’ Compensation boards compensate their workers for
COVID-19 if there is medical proof that the worker has been diagnosed
with COVID-19 has been exposed to SARS-CoV-2 at work and if the exposure
is confirmed to be work-related.</li>
</ul>
<h2 style="text-align: justify;">
Social Security Prevention Responses to COVID-19</h2>
<div style="text-align: justify;">
The sooner an occupational disease can be detected and addressed, the
higher the chance of a cure and reintegration into work. Hence, the
timely diagnosis of relevant symptoms allows not only for effective
medical treatment but also for workplace interventions such as changes
to work processes (like teleworking), improved hygiene measures and the
use of protective devices. The ISSA’s Special Commission on Prevention
has published a <a href="http://visionzero.global/corona-advice-vision-zero-companies-and-partners">list of measures</a> that can be shared by occupational accident insurances to ensure that the COVID-19 will not spread at the workplace. -<a href="https://ww1.issa.int/news/can-covid-19-be-considered-occupational-disease" target="_blank"> The International Social Security Association (ISSA) </a></div>
</div>
</article>
<div style="text-align: justify;">
<aside class="col-xs-12 col-sm-4 col-lg-3 col-lg-offset-1">
</aside></div>
Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-89875069000545155042020-04-01T10:32:00.004-07:002020-04-01T10:32:56.108-07:0047 Groups - Make COVID-19 an Occupational Disease under Law to ensure social protection for all workers and their families<div class="MsoNormal" style="text-align: justify;">
<u>Media Statement – 2/4/2020</u></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><b style="mso-bidi-font-weight: normal;"><span style="font-size: 14.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Make COVID-19 an Occupational Disease under Law to ensure social
protection for all workers and their families</span></b></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">We, the 47 undersigned groups, organizations
and trade unions, in response to the advent of Covid-19, an infectious disease
that can easily be transmitted to other human persons, including workers, urge
that the Malaysian government immediately recognize and make Covid-19 an
occupational disease. </span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">By so doing, workers who are
infected by Covid-19 at their workplace, even during this period, will become
entitled to social protection accorded by social security schemes and laws. </span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">For those who die, by reason of getting
infected by Covid-19 at the workplace, will also be easily entitled to
compensations, and their spouses/children/elderly parents will also become
entitled to survivor benefits including pensions.</span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Employers have a duty in law to
ensure a safe working environment, and will also now be required to ensure that
the workplace is safe from Covid-19 and/or any other dangerous communicable
diseases, especially those can result in death or other permanent disabilities.</span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">With the movement control order in
place, which still requires workplaces that provide for essential services to
operate, workers traveling to and from work, and at these workplace are everyday
at risk of being infected by the Covid-19 virus, which to date has also resulted
in many deaths worldwide, and as such workers need protection, and this can be
done by specifically classifying Covid-19 as an occupational disease. </span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Now, recently even workers in charge
of Human Resources, are required to travel and return to their workplaces for
the purposes of arranging the monthly payment of salaries to workers.</span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Workers who are also needed (or
forced) to stay in particular accommodation by employers, should also be
covered. This also ought to be considered an ‘occupational disease’, and be
accorded all the needed social protection.</span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">While the Covid-19 pandemic highlights
the inadequacies in occupational safety and health laws, and also social
security laws for workers, it is time to remedy these failings. </span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">One must note, that in the past,
there has also been allegations of some workers forced to house together or
work together has ended up contracting life threatening ailments like tuberculosis
from other workers they are made to stay and/or work with. </span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">All such ailments, not just
Covid-19, which can cause death or other disabilities that may impact these
workers future employment and income, ought to be specifically classified as
occupational diseases, and workers should be accorded all benefits under social
protection laws.</span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">These laws should apply to all
workers, including migrant workers and domestic workers. </span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">In Malaysia, local workers are
generally covered by the Employees' Social Security Act 1969, which provides
better protection to workers and/or their families compared to the Workmen’s
Compensation Act 1952 that generally covered migrant workers. There must be
equal protection for all workers, even domestic workers.</span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">For now, The Human Resource
Minister, can use the powers conferred by subsection 32(2) of the Occupational
Safety and Health Act 1994 [Act 514], and declares that Covid-19 be recognized
as an occupational diseases. Other changes and/or amendments to law to ensure
equal protection to all workers may require Parliament.</span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Therefore, we </span></span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt;"><span style="mso-list: Ignore;">-<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-optical-sizing: auto; font-size-adjust: none; font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-variation-settings: normal; font-weight: normal; line-height: normal;">
</span></span></span><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Call on Malaysia to <span style="mso-spacerun: yes;"> </span>immediately make Covid-19 an occupational
disease, especially if it is contracted at the workplace, on journey to and
from work, and in worker accommodations provided by the employer;</span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoListParagraphCxSpMiddle" style="text-align: justify;">
<br /></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt;"><span style="mso-list: Ignore;">-<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-optical-sizing: auto; font-size-adjust: none; font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-variation-settings: normal; font-weight: normal; line-height: normal;">
</span></span></span><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Call on Malaysia to amend all relevant worker social
security law, to ensure appropriate just remedy to workers, their families
and/or dependents especially in the event of death, or disability impacting
future capacity to work and/or earn an income;</span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoListParagraphCxSpMiddle" style="text-align: justify;">
<br /></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt;"><span style="mso-list: Ignore;">-<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-optical-sizing: auto; font-size-adjust: none; font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-variation-settings: normal; font-weight: normal; line-height: normal;">
</span></span></span><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Call on Malaysia to ensure that employers are legally
bound to provide a safe working environment, including safety from infection
from human to human contact at the workplace for diseases like Covid-19,</span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoListParagraphCxSpMiddle" style="margin-left: 0in; mso-add-space: auto; text-align: justify;">
<br /></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt;"><span style="mso-list: Ignore;">-<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-optical-sizing: auto; font-size-adjust: none; font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-variation-settings: normal; font-weight: normal; line-height: normal;">
</span></span></span><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Call on Malaysia and all employers to ensure that
occupational safety and health of all workers are always prioritized and protected.
<span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span></span></span></div>
<span style="font-family: Verdana, sans-serif;">
</span><div class="MsoListParagraphCxSpLast" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing">
<span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt;">Charles
Hector </span></div>
<div class="MsoNoSpacing">
<span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt;">Apolinar
Tolentino<span style="mso-spacerun: yes;"> </span></span></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
For and on behalf of the following 47 groups</div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
WH4C(Workers Hub For Change)</div>
<div class="MsoNoSpacing">
Malaysian Trade Union Congress (MTUC)</div>
<div class="MsoNoSpacing">
Clean Clothes Campaign Network (CCC)</div>
<div class="MsoNoSpacing">
Building and Wood Workers International (BWI) Asia
Pacific Region</div>
<div class="MsoNoSpacing">
Labour Behind the Label, United Kingdom</div>
<div class="MsoNoSpacing">
Odhikar, Bangladesh</div>
<div class="MsoNoSpacing">
National Union of Transport Equipment & Allied
Industries Workers (NUTEAW), Malaysia</div>
<div class="MsoNoSpacing">
Persatuan Kesedaran Komuniti Selangor (EMPOWER)</div>
<div class="MsoNoSpacing">
Timber Industry Employee Union Sarawak (TIEUS) </div>
<div class="MsoNoSpacing">
MADPET (Malaysians Against Death Penalty and Torture)</div>
<div class="MsoNoSpacing">
North South Initiative(NSI)</div>
<div class="MsoNoSpacing">
Kesatuan Sekerja Industri Elektronik Wilayah Selatan,
Semenanjung Malaysia (KSIEWSSM)</div>
<div class="MsoNoSpacing">
Sarawak Banking Employees Union</div>
<div class="MsoNoSpacing">
MTUC Sarawak (Malaysian Trade Union Congress – Sarawak)</div>
<div class="MsoNoSpacing">
Malayan Technical Services Union<span style="mso-tab-count: 1;"> </span></div>
<div class="MsoNoSpacing">
Timber Employees Union of Peninsula Malaysia</div>
<div class="MsoNoSpacing">
Malay Forest Officers Union<span style="mso-tab-count: 1;"> </span></div>
<div class="MsoNoSpacing">
PKNS Union<span style="mso-tab-count: 1;"> </span></div>
<div class="MsoNoSpacing">
Sabah Timber Industry Employees Union</div>
<div class="MsoNoSpacing">
National Union of Flight Attendants Malaysia (NUFAM)</div>
<div class="MsoNoSpacing">
Legal Action for Women, United Kingdom</div>
<div class="MsoNoSpacing">
Global Womens Strike, United Kingdom</div>
<div class="MsoNoSpacing">
Malaysian Automotive Industry Workers Union Federation</div>
<div class="MsoNoSpacing">
Saya Anak Bangsa Malaysia (SABM)</div>
<div class="MsoNoSpacing">
National Union of Banking Employees(NUBE)</div>
<div class="MsoNoSpacing">
Persatuan Sahabat Wanita Selangor<span style="mso-tab-count: 2;"> </span></div>
<div class="MsoNoSpacing">
Single Mothers’ Self-Defence, United Kingdom</div>
<div class="MsoNoSpacing">
Association of Human Rights and Defenders and Promoters-
HRDP(Myanmar)</div>
<div class="MsoNoSpacing">
Banglar Manabadhikar Suraksha Mancha (MASUM), India</div>
<div class="MsoNoSpacing">
MARUAH, Singapore</div>
<div class="MsoNoSpacing">
IMA Research Foundation, Bangladesh</div>
<div class="MsoNoSpacing">
Legal Awareness Watch (LAW), Pakistan</div>
<div class="MsoNoSpacing">
Asociación de Trabajadoras del Hogar a Domicilio y de
Maquila–Atrahdom, Guatemala</div>
<div class="MsoNoSpacing">
Programme Against Custodial Torture & Impunity
(PACTI), India</div>
<div class="MsoNoSpacing">
Marvi Rural Development Organization (MRDO), Pakistan</div>
<div class="MsoNoSpacing">
Onward Consulting, Malaysia<span style="mso-tab-count: 1;"> </span></div>
<div class="MsoNoSpacing">
Women of Colour Global Women Strike, United Kingdom</div>
<div class="MsoNoSpacing">
Payday, United Kingdom</div>
<div class="MsoNoSpacing">
Women Against Rape (UK)</div>
<div class="MsoNoSpacing">
Bangladesh Group Netherlands</div>
<div class="MsoNoSpacing">
International<span style="mso-spacerun: yes;">
</span>Black Women for Wages for Housework</div>
<div class="MsoNoSpacing">
International Jewish Anti-Zionist Network, UK</div>
<div class="MsoNoSpacing">
Asosasyon ng mga Makabayang Manggagawang Pilipino
Overseas in Malaysia (AMMPO-SENTRO)</div>
<div class="MsoNoSpacing">
European Rohingya Council</div>
<div class="MsoNoSpacing">
WinVisible (women with visible & invisible
disabilities)</div>
<div class="MsoNoSpacing">
Campaign Abiti Puliti (Italian CCC)</div>
<div class="MsoNoSpacing">
Collectif Etique sur l’etiquette, France</div>
<div class="MsoNoSpacing">
<br /></div>
Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-71888084811480055502020-03-25T22:07:00.002-07:002020-03-25T22:07:44.482-07:00When DOSH fails in ensuring safe workplace - Employers can escape liability even in cases where death occurs?<div style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><span style="font-size: small;"><b>When the Department of Safety and Health(DOSH) fails in its duties of ensuring OSH at the workplace, then employers may get off scot free even if a death of a worker happens.</b></span></span></div>
<div style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"></span></div>
<blockquote class="tr_bq">
<blockquote class="tr_bq">
<div style="text-align: justify;">
<i><span style="font-family: Times, "Times New Roman", serif;"><span style="font-size: small;"><b><span id="ctl00_CMain_lblJudgement">DOSH is under a statutory duty to educate the employers
and to ensure a safe workplace...</span></b></span><span style="font-size: small;"><b><span id="ctl00_CMain_lblJudgement"><span id="ctl00_CMain_lblJudgement">Being a statutory body,
DOSH has the statutory duty under s. 48 of OSHA
to issue such notices if DOSH is of the opinion that the trailer is not
safe to DOSH satisfaction. By not issuing such important notices, such
inference can be gathered that the trailer is safe and does not risk the
lives of the employees whilst using the trailer.</span></span> </b></span></span></i></div>
</blockquote>
</blockquote>
<div style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;">Could the family of the deceased worker then take an action against DOSH itself? Presumably YES...</span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;">DOSH really need to conduct a lot of visits and inspection of worksites, for their failure to identify RISKS and violations, and take necessary action to ensure a safe working environment - makes DOSH(the government) LIABLE for death and injury of workers caused in an unsafe working environment? </span></div>
<div style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"> </span></div>
<br />
<div style="text-align: center;">
<span class="SimpleTip"><span class="casetitlecenterwrap" id="ctl00_CMain_lblCaseTitle">JABATAN KESIHATAN DAN KESELAMATAN PEKERJAAN v. SRI KAMUSAN SDN BHD</span>
</span>
<span id="ctl00_CMain_lblCourt">HIGH COURT SABAH & SARAWAK, SANDAKAN</span>
<span class="casetitlecenterwrap" id="ctl00_CMain_lblJudges"> </span></div>
<div style="text-align: center;">
<span class="casetitlecenterwrap" id="ctl00_CMain_lblJudges">DOUGLAS CRISTO PRIMUS SIKAYUN JC</span> </div>
<div style="text-align: center;">
<span class="casetitlecenterwrap" id="ctl00_CMain_lblCaseNumber">[CASE NO: SDK-42 AC-1-4-2013]</span>
<span id="ctl00_CMain_lblJDate">22 NOVEMBER 2013</span>
</div>
<table class="casecontent" id="ctl00_CMain_tblHeadNotes" style="text-align: justify; width: 100%px;">
<tbody>
<tr id="ctl00_CMain_trannotation">
<td><span id="ctl00_CMain_lblAnnotation"></span>
</td>
</tr>
<tr>
<td><span id="ctl00_CMain_lblCaseNoteTop"></span>
</td>
</tr>
<tr>
<td><span id="ctl00_CMain_lblCatchWords"><i><br /><br /><b>LABOUR LAW</b>:
Employment - Employer's liability - Employer's duty to provide safe
working environment for employee - Employee died due to fall from
tractor - Whether deceased exposed to risk - Whether incident occurred
during working hours - Whether there was causal nexus between employer's
breach and risk to deceased's safety - Whether employer rebutted duty
imposed under <a href="https://www.blogger.com/null" title="Onus of proving limits of what is practicable">s. 60 of OSHA</a> on balance of probabilities - <a href="https://www.blogger.com/null" title="General duties of employers and self-employed persons to their employees">Occupational Safety and Health Act 1994, s. 15(1)</a></i></span><br />
<span id="ctl00_CMain_lblCatchWords"><i> </i></span>
</td>
</tr>
<tr>
<td><span id="ctl00_CMain_lblHeadNotesBal">The
Department of Occupational Safety and Health received a complaint which
involved Junaidi ('deceased') who died while he was sitting on top of
the tractor wheel cover and fell off from the tractor. The respondent
was the employer of the deceased and was charged under <a href="https://www.blogger.com/null" title="General duties of employers and self-employed persons to their employees">s. 15(1) of the Occupational Safety and Health Act 1994 ('OSHA')</a>.
At the end of the defence case, the Sessions Court Judge ('SCJ')
discharged and acquitted the respondent. Hence, the appeal. </span><br />
</td>
</tr>
<tr>
<td><span id="ctl00_CMain_lblCasesRef"><b>Case(s) referred to:</b><br />
<i>DPP v. PJ Carey (Contractors) Limited [2011] IECCA 63 (<b>refd</b>)</i><br />
<i>Her Majesty The Queen v. Jamel Metals Inc [1999] CanLII 12390 SK PC (<b>refd</b>)</i><br />
<i>Inspector John Sibilant v. Royal Automobile Club of Australia Incorporating Imperial Services Club Ltd [2008] NSWIRComm 87 (<b>foll</b>)</i><br />
<i>R v. Gateway Foodmakers Ltd [1996] EWCA Crim 1786 (<b>foll</b>)</i><br />
<i>Tesco Supermarkets Ltd v. Nattrass [1972] AC 153 (<b>refd</b>)</i><br />
<i>Utumapu (Health and Safety Inspector) v. W Crighton & Son Ltd (NZDC Palmerston North) [2000] NZHSE 14 (<b>refd</b>)</i><br />
<i>WorkCover
Authority of New South Wales (Inspector Woodington) v. Australand
Holding Limited and Sassall Glass & Joinery Pty Limited<br /> [2008] NSWIRComm 153 (<b>refd</b>)</i><br />
</span>
</td>
</tr>
<tr>
<td><span id="ctl00_CMain_lblLegRef"><b>Legislation referred to:</b><br />
<a href="https://www.blogger.com/null" title="Interpretation">Occupational Safety and Health Act 1994, ss. 3</a><a href="https://www.blogger.com/null" title="General duties of employers and self-employed persons to their employees">, 15(1)</a><a href="https://www.blogger.com/null" title="Improvement notice and prohibition notice">, 48</a><a href="https://www.blogger.com/null" title="Defence">, 55</a><a href="https://www.blogger.com/null" title="Onus of proving limits of what is practicable">, 60</a><br />
Health and Safety at Work Act 1974 [UK], s. 2(1)<br />
Occupational Health and Safety Act [AU], s. 8(1)<br />
</span>
</td>
</tr>
<tr>
<td><span id="ctl00_CMain_lblCaseNote"></span>
</td>
</tr>
<tr>
<td><span id="ctl00_CMain_lblOthRef"></span>
</td>
</tr>
<tr>
<td><span id="ctl00_CMain_lblCounsel"><b>Counsel:</b><br />
<i>For the prosecution - Natrah Mazman; DPP </i><br />
<i>For the respondent - Francis Wong; M/s William Liaw, Chan & Co; Advocs </i><br />
</span>
</td>
</tr>
<tr>
<td><span id="ctl00_CMain_lblVerdict"></span>
</td>
</tr>
<tr>
<td><span id="ctl00_CMain_lblEditorsNote"></span>
</td>
</tr>
<tr>
<td><span id="ctl00_CMain_lblReportedBy"><i>Reported by Sandra Gabriel</i></span>
</td>
</tr>
</tbody></table>
<span id="ctl00_CMain_lblJudgement"></span><br />
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>JUDGMENT</b></span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement">
<b>Douglas Cristo Primus Sikayun JC:</b><br />
<b>[1]</b>
This is an appeal by the appellant against the order of the learned
Sessions Court Judge (SCJ) in discharging and acquitting the respondent
at the end of the defence case for an offence under <a href="https://www.blogger.com/null" title="General duties of employers and self-employed persons to their employees">s. 15(1) of the Occupational Safety and Health Act 1994 ('OSHA')</a>.<br />
<b>[2]</b>
The brief facts of the case is that on 6 October 2010, the Department
of Occupational Safety and Health ('DOSH') received a complaint about an
incident occurred at Sri Kamusan on 5 October 2010, about 5pm. On 7
October 2010, two officers from DOSH went to Sri Kamusan estate to
conduct accident investigation. From their initial investigation, it was
found out that:<br />
</span></div>
<blockquote>
<span id="ctl00_CMain_lblJudgement">(i) The accident involved one victim, that was the late Junaidi bin Maswan (the deceased);</span><br />
<span id="ctl00_CMain_lblJudgement">(ii)
Before the accident, the deceased was sitting on the top of the
tractor's wheel cover, and fell off from the tractor when the tractor
passed through a sharp bend;</span><br />
<span id="ctl00_CMain_lblJudgement">(iii) The deceased worked for Sri Kamusan Sdn Bhd (respondent);</span><br />
<span id="ctl00_CMain_lblJudgement">(iv)
The respondent had failed to supervise the use of tractor as a means of
transportation of workers to the workplace, causing the deceased to
ride on the said tractor and consequently fell off the tractor when the
tractor passed through a sharp bend. The deceased was pronounced dead at
6.45pm on 5 October 2010.</span></blockquote>
<span id="ctl00_CMain_lblJudgement">
<b>[3]</b> The respondent was then charged in court and the amended charge read as follows:<br />
<blockquote>
Bahawa
kamu, pada 05 Oktober 2010, lebih kurang jam 5:00 petang di Phase 3,
Sri Kamusan Estate, Locked Bag 34, 90009 Sandakan, Sabah sebagai
majikan, telah gagal untuk menjalankan tanggungjawab kamu sebagai yang
dikehendaki di bawah <a href="https://www.blogger.com/null" title="General duties of employers and self-employed persons to their employees">seksyen 15(1), Akta Keselamatan dan Kesihatan Pekerjaan 1994</a>
iaitu gagal untuk memastikan setakat yang praktik, keselamatan,
kesihatan dan kebajikan semasa bekerja semua pekerja kamu, semasa
bekerja, iaitu traktor dan trailer yang disediakan sebagai pengangkutan
pekerja khususnya Junaidi bin Maswan (No paspot: AN 854348) tidak
selamat untuk digunakan ke tempat kerja. Dengan itu, kamu telah lakukan
kesalahan di bahawa <a href="https://www.blogger.com/null" title="General duties of employers and self-employed persons to their employees">seksyen 15(1) Akta Keselamatan dan Kesihatan Pekerjaan 1994</a> dan jika disabitkan kesalahan boleh dihukum di bawah <a href="https://www.blogger.com/null" title="Duties of an occupier of a place of work to persons other than his employees">seksyen 18 Akta yang sama</a>.</blockquote>
<b>[4]</b><a href="https://www.blogger.com/null" title="General duties of employers and self-employed persons to their employees">Section 15(1) of OSHA</a> reads:<br />
<blockquote>
It
shall be the duty of every employer and every self-employed person to
ensure so far as is practicable, the safety, health and welfare at work
of all his employees and that duty extends to:<br />
<blockquote>
a) The
provision and maintenance of plant and systems of work that are, so far
as is practicable, safe and without risks to health;<br />
b) The making
of arrangement for ensuring, so far as is practicable, safety and
absence of risks to health in connection with the use of operation,
handling, storage and transport of plant and substances;<br />
c) The
provision of such information, instruction, training and supervision as
is necessary to ensure, so far as is practicable, the safety and health
at work of his employees;<br />
d) So far as is practicable, as regards
any place of work under the control of employer or self-employed person,
the maintenance of it in a condition that is safe and without risks to
health and the provision and maintenance of the means of access to and
egress from it that are safe and without such risks;<br />
e) The
provision and maintenance of a working environment for his employees
that is, so far as is practicable, safe, without risks to health, and
adequate as regards facilities for their welfare at work.</blockquote>
</blockquote>
<b>[5]</b>
Although the appellant had raised nine grounds of appeal in its
petition of appeal, the learned Deputy Public Prosecutor ('DPP') in her
submission which I agree that the main issues in this appeal are that:<br />
<blockquote>
(i) Whether the appellant had proven beyond reasonable doubt against the respondent; and<br />
(ii) Whether the respondent's defence had rebutted the duty imposed under <a href="https://www.blogger.com/null" title="Onus of proving limits of what is practicable">s. 60 of OSHA</a> on the balance of probabilities.</blockquote>
<b>[6]</b> Currently there are no reported cases in Malaysia pertaining to offences under <a href="https://www.blogger.com/null" title="General duties of employers and self-employed persons to their employees">s. 15(1) of OSHA</a>. Nevertheless I will rely on relevant reported cases under <a href="https://www.blogger.com/null" title="Prevailing laws">s. 2(1) of the Health and Safety at Work Act 1974</a> of the United Kingdom and s. 8(1) of the Australia Occupational Health and Safety Act which are in <i>pari materia</i> with our <a href="https://www.blogger.com/null" title="General duties of employers and self-employed persons to their employees">s. 15 (1) OSHA</a>.
I will also refer to other jurisdiction such as New Zealand, Canada,
Hong Kong and others. Although decisions in other jurisdiction are
merely persuasive authority but it was followed by most if not all
member states of the International Labour Organization which concerned
the safety, health and welfare of employees.</span><br />
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><br />
<b>[7]</b> First, let
me laid down the ingredients of the charge that has to be proved by the
prosecution. Based on my reading of the charge, I am of the view that
the elements of the offence under <a href="https://www.blogger.com/null" title="General duties of employers and self-employed persons to their employees">s. 15(1) OSHA</a> is as follows:<br />
</span></div>
<blockquote>
<span id="ctl00_CMain_lblJudgement">a) The respondent was an employer of the deceased at the material time;</span><br />
<span id="ctl00_CMain_lblJudgement">b) That the deceased being an employee of the respondent was exposed to risk to the health and safety;</span><br />
<span id="ctl00_CMain_lblJudgement">c) That the deceased being an employee of the respondent was at work at that material time; and</span><br />
<span id="ctl00_CMain_lblJudgement">d) There is a causal nexus between the respondent's breach and the risk to the deceased's safety.</span></blockquote>
<span id="ctl00_CMain_lblJudgement">
<b>[8]</b> In arriving at the above elements of the offence, I placed reliance to the Australian case of <i>Inspector John Sibilant v. Royal Automobile Club of Australia Incorporating Imperial Services Club Ltd</i>
[2008] NSWIRComm 87 (28 April 2008) where the elements of offence under
s. 8(1) of the Occupational Health and Safety Act 2000 which is in <i>pari materia</i> with our <a href="https://www.blogger.com/null" title="General duties of employers and self-employed persons to their employees">s. 15 OSHA</a> has been laid down.<br />
<b> </b></span><br />
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[9]</b>
Now let me deal with the first issue. According to the charge against
the respondent, it was stated that on 5 October 2010 at 5pm the
respondent had failed in its duty to ensure the safety, health and
welfare of its workers while at work. Hence, the prosecution must prove
that the deceased was at work at the material time.<br />
<b> </b></span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[10]</b><a href="https://www.blogger.com/null" title="General duties of employers and self-employed persons to their employees">Section 15(1) OSHA</a>
stated that the duty of the employer is to ensure safety, health and
welfare at work for his employees. This would mean that the duty of an
employer is to ensure the safety, health and welfare of its workers
while they are at work and not when they are not working.<br />
<b> </b></span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[11]</b>
Pursuant to the employment contract that was tendered as exh. P9, it is
well written at cl. 4 that working hours commence from 6am to 2pm only.
DW1 (mandur/supervisor) and DW2 (Assistant Estate Manager) confirmed
that the working hours was from 6am to 2pm and thereafter the workers
are on their own. DW2 further testified that the company has a standing
procedure whereby for all overtime work, there must be a form to be
filled up by the employee and must be approved by the company. In this
case, there was no such requisition for overtime work.<br />
<b> </b></span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[12]</b>
I hold that the learned DPP's contention in her submission that the
workers were working because of the fruits needed to be sent to the mill
within 24 hours is merely assumption as there was no evidence on this
before the court. The deceased and other workers had gone on a frolic on
his own and without the knowledge of the respondent as they were all
not at work.<br />
<b> </b></span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[13]</b> Since the deceased was not working at the
material time and there was no work carried out, I hold that what the
deceased did that evening was not an activity that can be described as
part of the employer's undertaking as they are free to do whatever they
like after the working hours. As such, the respondent cannot be held
liable for acts that had happened after the workers or the deceased work
hours. The learned SCJ was correct in citing the UK Court of Appeal
case of <i>R v. Gateway Foodmakers Ltd</i> [1996] EWCA Crim 1786, where
the Court of Appeal held that the activity in question must be that can
be described as part of the employer's undertaking. The Court of Appeal
in this case held as follows:<br />
</span></div>
<blockquote>
<span id="ctl00_CMain_lblJudgement">"The duty under Section 3
is imposed on the employer himself by reference to a certain kind of
activity, namely, the conduct by the employer of his undertaking"
(1547B). The question, therefore, (the statutory defence apart) was
simply "whether the activity in question can be described as part of the
employer's undertaking" (1547H).</span><br />
<span id="ctl00_CMain_lblJudgement">There is no reference in section
2(1) to the conduct of the undertaking, which is the basis for
liability under Section 3(1), and so it is manifest that the content of
the duty under section 2(1) is different from that under section 3(1).
But in our judgment it is the same kind of duty: the company, as
employer, is liable when the necessary conditions for liability are
fulfilled. Having regard to the statutory qualification ("so far as is
reasonably practicable"), the interpretation of section 2(1) in this way
seems to us to be entirely consistent with the principle identified by
Lord Reid in <i>Tesco Supermarkets Ltd v. Nattrass</i> [1972] AC 153.
Parliament can be assumed to have balanced the need for regulation,
achieved by making the employer liable, against the injustice of
convicting a person who is blameless, hence the statutory defence (see
page 169).</span></blockquote>
<span id="ctl00_CMain_lblJudgement">
<b>[14]</b> Premised on the above
authority, I hold that the learned SCJ was correct in finding that at
the material time stated in the charge the prosecution had failed to
prove beyond reasonable doubt the victim was at work.<br />
<b> </b></span><br />
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[15]</b>
Now that I have found that the deceased was not at work at the material
time, this will mean that the tractor and the trailer was never used by
the deceased as a mode of transportation to his place of work. At the
time of the accident at 5pm on that day, the deceased were riding on the
tractor and not the trailer. Bear in mind that all witnesses both from
the prosecution and the defence had given evidence that the respondent
prohibit any worker riding on the tractor except the driver.<br />
<b>[16]</b>
Be it as it may it is necessary to determine whether the tractor and
the trailer was safe and </span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement">reasonable to be used in the plantation. The
appellant submits that the tractor and trailer provided by the
respondent as transportation for the employees to the workplace are
unsafe to be used and that the trailer which was pulled by the tractor
at Sri Kamusan Estate was used to transport oil palm fruit bunch and was
also used to transport workers and was the main transport available at
Sri Kamusan estate.<br />
<b> </b></span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[17]</b> The trailer that was used to
transport oil palm fruit bunch and also used for the workers'
transportation was not provided with proper seating or canopy as the
workers have to sit on the floor of the trailer and this is not in
accordance with s. 15 of the Code of Practice on Safety and Health
Agriculture issued by the International Labour Organisation
(COPSHA-ILO).<br />
<b> </b></span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[18]</b> Section 15 of COPSHA-ILO also provides
that for trailers, to allow passengers to ride on it, it must be
equipped with a braking system side panels, secured seating and
canopies.<br />
<b> </b></span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[19]</b> The prosecution also relied on the evidence
of the PW6 (officer from the Road Transport Department) and PW7 (officer
from Forensic Engineering Division of DOSH of Putrajaya, to support
that tractor and trailer are not safe and unsuitable to transport
workers in the plantation. However, based on the evidence before me, PW6
and PW7 are not expert witnesses and their evidence is of no assistance
to this case. PW6 admitted that he is not specialised in the field of
agriculture and he was not in the position to give opinion as to the use
of equipments in plantation. PW7 also admitted that he is not an expert
in so far as to the use of the tractor and trailer in agriculture to
qualify as an expert in that field. PW7 said that the trailer should be
modified with seating and cover and modified for such use. However, he
also said that modified or not, it is still unstable when the trailer is
added to the tractor.<br />
<b> </b></span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[20]</b> Regardless of the evidence of PW6 and PW7, the facts remained that DOSH did not issue any notices under <a href="https://www.blogger.com/null" title="Improvement notice and prohibition notice">s. 48 OSHA</a>
to prohibit the use of trailers after the accident happened. Neither
did DOSH issue any notices to demand that the trailer be modified to
suit for such purposes. Even after the accident, DOSH did not issue any
notice directing the respondent to install roof, brakes, seat etc on the
trailer for the purpose to carry the workers. Being a statutory body,
DOSH has the statutory duty under <a href="https://www.blogger.com/null" title="Improvement notice and prohibition notice">s. 48 of OSHA</a>
to issue such notices if DOSH is of the opinion that the trailer is not
safe to DOSH satisfaction. By not issuing such important notices, such
inference can be gathered that the trailer is safe and does not risk the
lives of the employees whilst using the trailer.<br />
<b> </b></span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[21]</b> I
must say that DOSH is under a statutory duty to educate the employers
and to ensure a safe workplace. DOSH cannot be said not to be aware of
trailers being used in the plantations in Sabah to ferry workers as well
as to be used to transport the crops. In fact, the prosecution through
PW6 and PW7 testified that they were aware of this. (see pp. 111 and 124
of the record of appeal). In any event, on the evidence before me, the
trailer used by the respondent to ferry the workers to workplace was
designed with a guard and all workers must sit on the floor of the
trailer and this is in fact is allowed by COPSHA-ILO. I also take
judicial notice that the International Labour Organization as well as
the Safety and Health executive of UK guidelines for agriculture allows
tractors and trailers to be used to ferry workers but must minimise the
risk.<br />
<b> </b></span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[22]</b> In the final analysis, in view that DOSH did not
prohibit or ban the use of the trailer and tractor as a mode of
transporting workers before, after the accident and even as of the time
of the trial in the court below and during the appeal before me, I hold
that the prosecution had failed to prove beyond reasonable doubt the
tractor and the trailer was not safe to be used to ferry workers in the
plantation.<br />
<b> </b></span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[23]</b> Next, I move on to the second issue that is whether the respondent had rebutted the duty imposed under <a href="https://www.blogger.com/null" title="Onus of proving limits of what is practicable">s. 60 of OSHA</a>
on the balance of probabilities. At this juncture is it important to
determine the issue of burden of proof. Learned DPP submitted that the
burden of proof falls on the respondent under <a href="https://www.blogger.com/null" title="Onus of proving limits of what is practicable">s. 60 OSHA</a> once the prosecution proved beyond reasonable doubt certain acts or omission to provide a <i>prima facie</i> case. The respondent disagreed and drawn my attention to the cases of:<br />
</span></div>
<blockquote>
<span id="ctl00_CMain_lblJudgement">a) <i>WorkCover
Authority of New South Wales (Inspector Woodington) v. Australand
Holding Limited and Sassall Glass & Joinery Pty Limited </i> [2008] NSWIRComm 153,</span><br />
<span id="ctl00_CMain_lblJudgement">b) <i>Utumapu (Health and Safety Inspector) v. W Crighton & Son Ltd (NZDC Palmerston North)</i> [2000] NZHSE 14; and</span><br />
<span id="ctl00_CMain_lblJudgement">c) <i>DPP v. PJ Carey (Contractors) Limited</i> [2011] IECCA 63</span></blockquote>
<span id="ctl00_CMain_lblJudgement">
all of which were cases which dealt with among others the question of burden of proof. In the case of <i>Inspector Woodington</i> cited above, the court held that:<br />
<blockquote>
As
in all criminal matters, the nature of the duty imposed does not
relieve the prosecution of the necessity for it to prove the employer's
failure beyond reasonable doubt: See <i>State Rail Authority of New South Wales v. Dawson</i> [1990] 37IR 110 at 120-121 where the Full Bench stated:<br />
<blockquote>
Although
S. 15(1) creates an absolute liability on the employer, it is still
nevertheless necessary for the informant to prove, according to the
criminal standard of beyond reasonable doubt that the employer failed to
meet the obligation cast on him by the section.</blockquote>
</blockquote>
<b>[24]</b>
Hence, premised on the above cases, I am in agreement with the learned
counsel for the respondent that the burden of proof is still on the
prosecution to prove beyond reasonable doubt and never shift to the
respondent.<br /> </span><br />
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement">Moving on, <a href="https://www.blogger.com/null" title="Onus of proving limits of what is practicable">s. 60 of OSHA</a> provides that:<br />
</span></div>
<blockquote>
<span id="ctl00_CMain_lblJudgement">In
any proceedings for an offence under this Act or any regulation made
thereunder consisting of a failure to comply with a duty or requirement
to do something means to do something, it shall be for the accused to
prove that it was not practicable to do more than was in fact done to
satisfy the duty or requirement, or that there was no better practicable
means than was in fact used to satisfy the duty or requirement.</span></blockquote>
<span id="ctl00_CMain_lblJudgement">
As to what "practicable" means, <a href="https://www.blogger.com/null" title="Interpretation">s. 3 OSHA</a> provides as follows:<br />
<blockquote>
"Practicable" means practicable having regard to:<br />
<blockquote>
(a) the severity of the hazard or risk in question<br />
(b) the state of knowledge about the hazard or risk and any way of removing or mitigating the hazard or risk;<br />
(c) the availability and suitability of ways to remove or mitigate the hazard or risk; and<br />
(d) the costs of removing or mitigating the hazard or risk.</blockquote>
</blockquote>
In defending itself, the respondent relied on <a href="https://www.blogger.com/null" title="Defence">s. 55 of OSHA</a> where it reads:<br />
<blockquote>
It
shall be a defence in any proceeding against a person for an offence
under this Act or any regulation made thereunder to satisfy to the Court
that the offence was committed without his consent or connivance and
that he had exercised all such due diligence to prevent the commission
of the offence as he ought to have exercised, having regard to the
nature of his functions in that capacity and to all the circumstances.</blockquote>
<b>[25]</b> The case of <i>Her Majesty The Queen v. Jamel Metals Inc</i>
[1999] CanLII 12390 SK PC, the court must consider whether the accused
had exercised due diligence or taken reasonable precaution to prevent
the breached.<br />
<b> </b></span><br />
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[26]</b> The evidence of PW1, PW2, PW5, PW7, DW1
and DW2 shows that the respondent had muster call every morning where
all workers were instructed on the safety aspect before they start work
and to prioritise the aspect of safety during working hours. There are
safety regulations of the respondent which the workers are briefed.
Safety sign boards were put around the plantations. All workers were
instructed to sit on the floor of the trailed when being ferried to
work. In fact, disciplinary actions were taken against workers who
breached the rules and regulations on safety. PW2 also testified that
the respondent had done all that it can do to prevent such accident (see
Q59 at p. 57 record of appeal). The prosecution's own witness PW5,
concluded that based on his investigation, the negligence of the
deceased workers himself resulting in his death.<br />
<b> </b></span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[27]</b> By
virtue of the evidence adduced by the defence, the learned SCJ was right
in holding that the respondent had indeed taken all the reasonable
steps and due diligence to ensure the safety of each worker at the
plantation and any hazardous foreseeable danger has been taken
precaution by the respondent by putting up warning signage at the
vicinity.<br />
<b> </b></span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[28]</b> With these, I conclude that the respondent has rebutted the duty imposed as stated under <a href="https://www.blogger.com/null" title="Onus of proving limits of what is practicable">s. 60 of OSHA</a>.<br />
<b> </b></span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[29]</b> In the light of the foregoing, I affirm the findings of law and fact of the court below and dismiss this appeal.<br /> </span></div>
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement">[2013] 1 LNS 1427</span></div>
Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-77224612823791299132020-03-25T21:45:00.002-07:002020-03-25T21:45:26.240-07:00Migrant Worker Awarded about RM150,000 by High Court, loss of arm - a Judgment?<div style="text-align: justify;">
<span style="color: red;"><b><span style="font-family: Verdana, sans-serif;">Migrant Worker, 27 year old, married with one child, who lost at arm in workplace accident, awarded RM150,000 by High Court. Just? </span></b></span></div>
<br />
<br />
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<td><span style="font-size: xx-small;"><span id="ctl00_CMain_lblJudgement">[2014] 1 LNS 90 - Current Law Journal Reference</span></span></td><td><span id="ctl00_CMain_lblJudgement"><br /></span></td><td><span id="ctl00_CMain_lblJudgement"><br /></span></td><td><span id="ctl00_CMain_lblJudgement"><br /></span></td>
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<td><span class="SimpleTip">
<span class="casetitlecenterwrap" id="ctl00_CMain_lblCaseTitle"> </span></span></td><td></td><td><span class="SimpleTip"><span class="casetitlecenterwrap" id="ctl00_CMain_lblCaseTitle">ALAMGI v. CASS PRINTING & PACKAGING SDN BHD</span>
</span>
<span id="ctl00_CMain_lblCourt">HIGH COURT MALAYA, KUALA LUMPUR</span>
<span class="casetitlecenterwrap" id="ctl00_CMain_lblJudges">YEOH WEE SIAM J</span>
<span class="casetitlecenterwrap" id="ctl00_CMain_lblCaseNumber">[CIVIL SUIT NO: 22 NCvC-1150-09-2012]</span>
<span id="ctl00_CMain_lblJDate">27 JANUARY 2014</span>
<span id="ctl00_CMain_lblJToday"><br /></span>
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<td><span id="ctl00_CMain_lblLegRef"><b>Legislation referred to:</b><br />
Civil Law Act 1956, ss. 7(3A), 12(1), (6), 28A(1)(a)<br />
Evidence Act 1950, ss. 102, 103, 114(g)<br />
Occupational Safety and Health Act 1994, s. 15<br />
Workmen's Compensation Act 1952, ss. 2(1), 8(b), (c), 9, 26(1), (2)<br />
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<td><span id="ctl00_CMain_lblCounsel"><b>Counsel:</b><br />
<i>For the plaintiff - S Surendran (Fatin Irena with him); M/s Palani Aishah & Co </i><br />
<i>For the defendant - Danny Ng Yeong Chong; M/s TS Liew Nurzila & Co </i><br />
<br /><i>Reported by Wan Sharif Ahmad(CLJ)</i></span>
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<span id="ctl00_CMain_lblJudgement"></span><br />
<div align="center">
<span id="ctl00_CMain_lblJudgement"><b>JUDGMENT</b></span></div>
<span id="ctl00_CMain_lblJudgement">
<b>Yeoh Wee Siam J:</b></span><br />
<span id="ctl00_CMain_lblJudgement"><b> </b><br />
<b>Plaintiff's Claim</b></span><br />
<span id="ctl00_CMain_lblJudgement"><b> </b><br />
</span><br />
<br />
<div style="text-align: justify;">
<span id="ctl00_CMain_lblJudgement"><b>[1]</b> The plaintiff's claim in the writ of summons (encl. 1) and amended statement of claim ("amended SOC") (encl. 5) is made under <a href="https://www.blogger.com/null" title="Damages in respect of personal injury">s. 28A of the Civil Law Act 1956 ("the CLA")</a> for, <i>inter alia</i>,
general damages, special damages, interests and costs arising out of
the plaintiff's personal injury suffered during an accident caused by
the alleged negligence of the defendant.<br />
<br />
<b>Brief Facts</b><br />
<br />
<b>[2]</b> The plaintiff, a national of Bangladesh, was employed as a factory worker <i>ie</i>,
as a printing machine operator at the defendant's printing factory from
the month of June 2011 till the time when the accident occurred on 8
December 2011.<br />
<br />
<b>[3]</b> The plaintiff was not a foreign worker
brought into work in Malaysia by the defendant. The plaintiff was
already in Malaysia working in another printing factory prior to his
employment with the defendant. The plaintiff came to the defendant's
premises sometime in June 2011 asking for a job. He was met by the
executive director of the defendant, Beh Wei Chun (DW3).<br />
<br />
<b>[4]</b>
At that point of time, the Government of Malaysia ("the government"),
through its initiative to legalise foreign workers working in Malaysia
without a valid working permit, had introduced the 6P Program. Under
this program, foreign workers, without a valid working permit (Pekerja
Asing Tanpa Izin ("PATI")) but who have submitted an application for a
working permit, are allowed to work under the named employer until
further instruction from the government.<br />
<br />
<b>[5]</b> DW3 decided to
employ the plaintiff and had engaged the service of a foreign worker
agency, IMI Services Sdn Bhd, to make an application to the government,
on behalf of the defendant, to have the plaintiff registered under the
6P Program.<br />
<br />
<b>[6]</b> IMI Services Sdn Bhd proceeded to make the
6P Program application for the plaintiff. During this time, the
plaintiff was already working at the defendant's printing factory.<br />
<br />
<b>[7]</b>
On 8 December 2011, the plaintiff was working on a night shift together
with another co-worker at the printing machine, known as the Heidelberg
Sormz ("the printing machine" or "the machine"), when his right hand
was caught between the rollers of the machine. As a result of this
industrial accident ("the accident"), the plaintiff suffered an injury
which later resulted in the amputation of his right arm from the
shoulder.<br />
<br />
<b>[8]</b> The plaintiff's claim is that the defendant, as the employer, was negligent because the defendant:<br />
</span><br />
<blockquote>
<span id="ctl00_CMain_lblJudgement">(a) failed to ensure that the machinery in the defendant's factory was in safe working condition;</span><br />
<span id="ctl00_CMain_lblJudgement">(b) failed to ensure that proper training was provided to operate and/or repair the machines;</span><br />
<span id="ctl00_CMain_lblJudgement">(c) failed to repair the auto stop switches in the machine ("the auto stop switch") that the plaintiff was working on.</span></blockquote>
<span id="ctl00_CMain_lblJudgement">
<b>[9]</b>
The crux of the plaintiff's case is that the defendant had removed the
safety grill or grill cover ("the grill cover") from the printing
machine that the plaintiff was working on, and despite the plaintiff's
repeated requests to replace the grill cover and to repair the auto stop
switch, the defendant had failed to do so.<br />
<br />
<b>[10]</b> The
defendant's defence is that it was the plaintiff who had removed the
grill cover and that the plaintiff was working in an area of the machine
that was unsafe and therefore the resulting injury was brought on by
himself.<br />
<br />
<b>Issues</b><br />
<br />
<b>[11]</b> The main issues are:<br />
<blockquote>
(a) whether the defendant was negligent;<br />
(b) whether there was contributory negligence by the plaintiff;<br />
(c) whether the plaintiff should be governed by the <a href="https://www.blogger.com/null" title="">Workmen's Compensation Act 1952 ("the WC Act")</a> or whether the plaintiff can file these proceedings in court, and the law on compensation or damages applicable in this case.</blockquote>
<i>Whether The Defendant Was Negligent</i><br />
<br />
<b>[12]</b> As provided in <a href="https://www.blogger.com/null" title="On whom burden of proof lies">ss. 102</a> and <a href="https://www.blogger.com/null" title="Burden of proof as to particular fact">103 of the Evidence Act 1950</a>, the burden of proof is on the plaintiff to prove the defendant's negligence as alleged.<br />
<br />
<b>[13]</b>
The plaintiff himself (PW1) was his only witness. He testified that
from the start of his work, the printing machine had no grill cover and
the auto stop switch was not working. He had raised this issue before
with the defendant but the defendant did not install the grill cover and
the auto stop switch was still not working. That was why, while working
on the machine, the plaintiff's hand got caught in the machine
resulting in his arm being crushed and had to be amputated.<br />
<br />
<b>[14]</b>
The question is whether the grill cover was installed and in place at
the machine, and the auto stop switch was in good working condition,
when the accident happened to the plaintiff.<br />
<br />
<b>[15]</b> The only evidence adduced by the plaintiff of the defendant's negligence is his own oral evidence.<br />
<br />
<b>[16]</b>
However, the defendant's own witness, Lim Min Long (DW1), the supplier
of the printing machine to the defendant, under cross-examination,
testified that soon after the accident, when his engineer was asked to
check the machine, the engineer found that the grill cover was not on
the machine, but it had been taken off. In DW1's own words:<br />
<blockquote>
My Engineers, that time Mr. Tan he told me that the grill is not fixing on the machine...<br />
That means the whole grill was not with the machine....<br />
That means that they had already taken out. Once the grill is taken out the safety switch is free and it can be run.</blockquote>
<b>[17]</b>
In re-examination, DW1, further stated that after the incident, the
grill cover was found somewhere in the factory, and his engineer, Tan
Chai Eng ("Tan"), fixed it back onto the machine.<br />
<br />
<b>[18]</b> Tan
was not called as a witness by the plaintiff and the defendant. From
DW1's testimony, the court finds that on the instructions of DW1, Tan
had gone to check the machine immediately after the accident. Even
without Tan's evidence, the court accepts DW1's evidence since DW1 was
Tan's employer and Tan had informed DW1 that the grill cover was not on
the machine when he went to check the machine.<br />
<br />
<b>[19]</b>
According to DW1, the removal of the grill cover is a complicated
process and it is done by DW1's engineers. There is no evidence that the
plaintiff himself had removed the grill cover. It is not probable that
the plaintiff would remove the grill cover considering that he had made
repeated requests to the defendant to fix the grill cover.<br />
<br />
<b>[20]</b>
Counsel for the defendant submitted that the defendant had nothing to
benefit from removing the grill cover. I am of the view that, similarly,
the plaintiff had nothing to gain from removing the grill cover. From
the evidence of the plaintiff and DW1, the court finds that it is more
probable that the grill cover was not fixed onto the machine. That is
why the accident happened and the plaintiff was injured. If the grill
cover had been fixed as required, the accident would not have happened.<br />
<br />
<b>[21]</b>
The plaintiff did not call his co-worker, who was then working with
him, as a witness, to support his evidence. This is because the
plaintiff's co-worker is a foreign worker and cannot now be traced. In
view of this reasonable excuse, the court does not think that the
adverse inference in <a href="https://www.blogger.com/null" title="Court may presume existence of certain fact">s. 114(g) of the Evidence Act 1950</a> should be invoked against the plaintiff.<br />
<br />
<b>[22]</b>
Even without the co-worker's evidence, the plaintiff is able to have
benefit of DW1's evidence which support the plaintiff's allegation that
the grill cover was not fixed onto the machine. According to DW1, the
accident was caused by the grill cover being taken out, and not because
the auto stop switch was faulty.<br />
<br />
<b>[23]</b> Heng Bak Hin (DW2),
the plaintiff's supervisor at the printing factory for quality control
of printed material, informed the court that the machine could not stop
automatically when the plaintiff's hand got caught between the rollers
because when the grill cover was lifted, the auto stop switch could not
work.<br />
<br />
<b>[24]</b> Regarding training, the court finds that the
defendant did not provide training to the plaintiff on how to operate
the machine. This is because, according to DW3, when the plaintiff first
approached him asking to be employed, the plaintiff was already
experienced in working with printing machines. In fact, the plaintiff
was employed in his previous job to operate printing machines. DW3
stated that from the commencement of his employment, the plaintiff was
able to operate the defendant's machine on his own.<br />
<br />
<b>[25]</b>
The court is of the view that since the plaintiff is an experienced
printing machine operator, and he was employed by the defendant based on
his experience, there is no negligence on the defendant's part in not
providing the plaintiff with proper training to work on the defendant's
printing machine.<br />
<br />
<b>[26]</b> It is to be noted that DW3 admitted that the defendant did not report the accident as required under the <a href="https://www.blogger.com/null" title="">Factories And Machineries Act 1967</a>.
It was the plaintiff himself who reported the accident to the
Department of Safety and Health. The question arises as to why the
defendant, as the employer of the plaintiff, failed to report the
accident as required by law. Had the defendant reported the accident,
proper investigations would have been conducted by the relevant
authorities on the matter. Furthermore, under <a href="https://www.blogger.com/null" title="General duties of employers and self-employed persons to their employees">s. 15 of the Occupational Safety and Health Act 1994</a>,
"It shall be the duty of every employer and self-employed person to
ensure, so far as is practicable, the safety, health and welfare of all
his employees."<br />
<br />
<b>[27]</b> From the totality of the evidence
adduced, on a balance of probabilities, the court is satisfied that the
defendant was negligent when it breached its duty of care in not
ensuring that, at all times, the grill cover was fixed onto the machine
when the plaintiff was working. The plaintiff was injured in the
accident as a result of the defendant's breach of duty of care.<br />
<br />
<i>Whether There Was Contributory Negligence By The Plaintiff</i><br />
<br />
<b>[28]</b>
The plaintiff's accident happened at the back of the machine ie, at the
middle portion ("the middle portion"). According to DW1 and DW2, the
correct way to clean the paper dust off the machine should be at the
front portion of the machine, and not at the middle portion which the
plaintiff did. DW1, under cross-examination, stated that the reason why
machine operators clean paper dust off the roller at the middle portion
of the printing machine is because they are lazy and it is convenient
for them.<br />
<br />
<b>[29]</b> The plaintiff testified that he was
instructed by his supervisor to clean the rollers at the centre portion
to prevent wastage of paper and ink. However, this evidence was rebutted
by DW1 and DW2 who stated that there would be not much difference in
terms of wastage whether machine was cleaned at the front portion or the
middle portion of the machine.<br />
<br />
<b>[30]</b> DW2, as the plaintiff's supervisor, testified, <i>inter alia</i> :<br />
<blockquote>
-
That the rollers must not be cleaned at the middle portion of the
machine because the machine will not stop even if there is something
caught in between the rollers. The back of the machine, ie, at the
middle portion, is equipped with a grill cover for the safety of the
machine operator and if this grill cover is lifted, the machine could
not be switched on. If the grill cover is lifted whilst the machine is
running, it will stop automatically.<br />
- The machine operator will
not be able to switch on the machine with the grill cover lifted unless
the two holes on the machine which are to be filled by part of the grill
cover, are stuffed with other items, creating a false indication that
the grill cover has been lowered down ie, fixed onto the machine.<br />
-
The back part of the grill cover can be lifted for the purposes of
taking out the rollers for washing after finishing printing.<br />
- The printing machine has three auto off switches and a safety bar at the roller to avoid accident.<br />
- After the accident, he discovered that the two holes on the plaintiff's printing machine were stuffed with paper.<br />
-
DW2 is of the view that the accident would not have occurred if the
grill cover was not lifted and that the rollers were cleaned from the
front part of the machine.<br />
- DW2 confirmed that the printing machines owned by the defendant are without modifications.<br />
-
DW2 personally had seen the plaintiff lifting the grill cover while
printing was ongoing on several occasions and had warned him of the
danger.</blockquote>
<b>[31]</b> The defendant did not adduce any
evidence of DW2 or any other employee of the defendant who, at the
material time, had seen the plaintiff lifting the grill cover, or
removing it from the machine, to make his job easier, or that he had
stuffed paper into the two holes on the machine to enable the machine to
continue to run even if the grill cover is lifted or removed from the
machine.<br />
<br />
<b>[32]</b> As for working at the wrong portion of the
machine to clean the rollers ie, at the middle portion, it is highly
probable that despite DW2's oral warnings, the plaintiff continued to
work at the middle portion since it was easier to do the cleaning. The
plaintiff is an experienced printing machine operator. DW2 was only his
supervisor for controlling the quality of the printed material, that the
printing is clean and good. However, as DW2 stated, DW2 was not the
plaintiff's supervisor for safety aspects. The plaintiff, in view of his
experience, ought to know that for his own safety, he should be
cleaning the rollers at the front portion of the machine rather than at
the middle portion, more so when he could see for himself that the grill
cover was lifted and not in place and yet because the holes were
stuffed with paper, the machine could still run and it would be
dangerous and to his detriment if he were to work at that middle portion
of the machine. The plaintiff should have heeded DW2's previous oral
warnings for his own good. It is highly improbable for DW2 to instruct
the plaintiff to work at the middle portion of the machine just because
he wanted the printing to be of good quality.<br />
<br />
<b>[33] </b><a href="https://www.blogger.com/null" title="Apportionment of liability in case of contributory negligence">Section 12(1) and (6) of the CLA</a> provide as follows:<br />
<blockquote>
Apportionment of liability in case of contributory negligence<br />
12.(1)
Where any person suffers damage as the result partly of his own fault
and partly of the fault of any other person, a claim in respect of that
damage shall not be defeated by reason of the fault of the person
suffering the damage, but the damages recoverable in respect thereof
shall be reduced to such extent as the Court thinks just and equitable
having regard to the claimant's share in the responsibility for the
damage:<br />
(6) In this section "fault" means negligence, breach of
statutory duty or other act or omission which gives rise to a liability
in tort or would, apart from this Act, give rise to the defence of
contributory negligence.</blockquote>
<b>[34]</b> The court finds
that the plaintiff had partly by his own fault in cleaning the rollers
at the wrong portion of the machine, ie, at the middle portion,
contributed to the accident. He should be made 50% liable for
contributory negligence.<br />
<br />
<i>Whether The Plaintiff Should Be
Governed By The WC Act Or Whether The Plaintiff Can File These
Proceedings In Court, And The Law On Compensation Or Damages Applicable
In This Case</i><br />
<br />
<b>[35]</b> The question is whether the plaintiff is a "workman" within the meaning of the WC Act.<br />
<br />
<b>[36]</b> The meaning of "workman" is given in <a href="https://www.blogger.com/null" title="Meaning of "workman"">s. 2(1) and proviso (a)</a> thereto of the WC Act as follows:<br />
<blockquote>
2.(1)
In this Act, unless the context otherwise requires, the expression
"workman", subject to the proviso to this subsection, means any person
who has, either before or after the commencement of this Act, entered
into or works under a contract of service or of apprenticeship with an
employer, whether by way of manual labour or otherwise, whether the
contract is expressed or implied or is oral or in writing, whether the
remuneration is calculated by time or by work done and whether by the
day, week, month or any longer period:<br />
Provided that the following persons are excepted from the definition of "workman":<br />
<blockquote>
(a)
Any person employed otherwise than by way of manual labour whose
earnings, calculated in accordance with section 9, exceed five hundred
ringgit a month'.</blockquote>
</blockquote>
<b>[37]</b> In the
plaintiff's PATI registration slip under the 6P Program (CBOD part B p.
23), the plaintiff was registered under the Manufacturing Sector
(Perkilangan).<br />
<br />
<b>[38]</b> In the plaintiff's specialist report
dated 14 August 2012 prepared by Dr Chee Chia Shing of Teo Orthopaedic
Clinic Sdn Bhd (CBOD Part A pp. 11 and 12), the plaintiff had informed
his specialist doctor that he was a factory worker at the material time
of the accident.<br />
<br />
<b>[39]</b> The defendant, through the evidence
of Cindy Mak Kah Wai (DW4), had adduced evidence that the plaintiff was
registered as a general worker under the Factory Sector (Perkilangan).<br />
<br />
<b>[40]</b> The term "manual labour" has not been defined in the WC Act.<br />
<br />
<b>[41]</b> According to the <i>Concise Oxford Dictionary</i>,
9th edn., Thumb Index Edn., the word "manual" means "of or done with
the hands", whilst the word "labour" means "physical or mental work;
exertion; toil".<br />
<br />
<b>[42]</b> Applying the above <i>Oxford Dictionary</i> meanings, the court is of the opinion that the plaintiff does not fall within <a href="https://www.blogger.com/null" title="Meaning of "workman"">proviso (a) to s. 2(1) of the WC</a>
Act which excludes coverage of non-manual workers earning more than
RM500 a month, but instead was employed by the defendant by way of
manual labour under the substantive provision of <a href="https://www.blogger.com/null" title="Meaning of "workman"">s. 2(1) of the same Act</a>, and earning more than RM500 a month. Accordingly, the plaintiff is governed by the WC Act.<br />
<br />
<b>[43]</b>
However, according to DW3, until the plaintiff's work permit under the
6P Program was approved by the government, the defendant could not
purchase an insurance policy for the plaintiff. This was confirmed by
DW4, the foreign worker agent.<br />
<br />
<b>[44]</b> It is to be noted that <a href="https://www.blogger.com/null" title="Compulsory insurance by employer">s. 26 of the WC</a> Act makes it mandatory for the employer to insure the plaintiff as his workmen. <a href="https://www.blogger.com/null" title="Compulsory insurance by employer">Section 26(1) and (2) of the Act</a> provide as follows:<br />
<blockquote>
Compulsory insurance by employer<br />
26.(1)
Every employer shall insure and keep himself insured with an insurer
within the meaning of the Insurance Act 1963 [Act 89] in respect of any
liability which he may incur under this Act to every workman employed by
him.<br />
(2) Notwithstanding subsection (1) the Minister may by order
approve an insurance scheme, and upon the coming into force of the
order, every employer shall insure and keep himself insured under the
approved insurance scheme in respect of any liability which he may incur
under this Act to every workman employed by him.</blockquote>
<b>[45]</b>
The defendant, as employer, was therefore caught in an ambiguous
situation in the interim period until the plaintiff's work permit is
approved by the government. Had the defendant insured himself under <a href="https://www.blogger.com/null" title="Compulsory insurance by employer">ss. 26(1) or (2) of the WC Act</a>, then his liability to the plaintiff would have been governed by such insurance policy and the WC Act.<br />
<br />
<b>[46]</b> In the absence of any such insurance, the plaintiff is therefore not precluded from filing this claim under <a href="https://www.blogger.com/null" title="Damages in respect of personal injury">s. 28A of the CLA</a>.
In fact, even if the plaintiff had been insured by the defendant, the
plaintiff is also not precluded from making this civil claim. This is
allowed under <a href="https://www.blogger.com/null" title="Damages in respect of personal injury">s. 28A(1)(a) of the CLA</a> which provides:<br />
<blockquote>
Damages in respect of personal injury<br />
<a href="https://www.blogger.com/null" title="Damages in respect of personal injury">28A.(1)</a>
In assessing damages recoverable in respect of personal injury which
does not result in death, there shall not be taken into account:<br />
(a)
any sum paid or payable in respect of the personal injury under any
contract of assurance or insurance, whether made before or after the
coming into force of this Act;</blockquote>
<b>[47]</b> Knowing
that the plaintiff could not be insured pending the approval of his work
permit, the defendant took a risk in employing the plaintiff. In the
absence of any insurance coverage for the plaintiff as a workman, the
defendant is liable for damages for the plaintiff's personal injury (see
also the decision of Dato Abdul Malik bin Hj Ishak J (as he then was)
in <i><a href="https://www.blogger.com/null">Tai
Siat Fah (The Lawful Widow and Dependant of Chang Keng Looy, Deceased)
& 4 Ors. v. The Lawful Personal Representative of Badrul Hisham bin
Hashim [1995] 2 CLJ 649</a></i> where it was held,<i> inter alia,</i> that compensation under the WC Act will not bar a dependency claim under <a href="https://www.blogger.com/null" title="Compensation to the family of a person for loss occasioned by his death">s. 7 of the CLA</a> in respect of loss of support and damages for bereavement under <a href="https://www.blogger.com/null" title="Compensation to the family of a person for loss occasioned by his death">s. 7(3A) of the CLA</a>, nor will such compensation be said to be deductible).<br />
<br />
<b>[48]</b>
However, in determining the quantum of damages to be awarded, this
court, while not being bound by the provisions of the WC Act ("the Act")
on compensation, in particular <a href="https://www.blogger.com/null" title="Amount of compensation">ss. 8</a> and <a href="https://www.blogger.com/null" title="Method of calculating earnings">9</a>
which are relied upon by the defendant, has the discretion to consider
the principles contained in the provisions of the Act, as a guide, since
the Act applies to plaintiff as a workman. This is for the reason that
the Act would have applied to him had the defendant insured him, in
which case <a href="https://www.blogger.com/null" title="Amount of compensation">ss. 8</a> and <a href="https://www.blogger.com/null" title="Method of calculating earnings">9 of the Act</a> would have applied.<br />
<br />
<b>Award On Damages</b><br />
<br />
<b>[49]</b>
In view of the earlier finding by this court that the plaintiff is
liable for negligence, the damages to be awarded are to be calculated as
follows:<br />
<br />
<i>Whether Compensation Under The WC Act Should Prevail</i><br />
<br />
<b>[50]</b> Regarding the amount of compensation under the WC Act, the defendant submitted as follows:<br />
<a href="https://www.blogger.com/null" title="Amount of compensation">Section 8(b) and (c) of the WC</a> provides:<br />
<blockquote>
Amount of compensation<br />
8. Subject to this Act the amount of compensation shall be as follows, namely:<br />
<blockquote>
(a)...<br />
(b) where permanent total disablement results from the injury:<br />
<blockquote>
(i)
in the case of an adult who has completed the eighteenth year of his
age, a lump sum equal to sixty months earnings or twenty-three thousand
ringgit, whichever is the less;<br />
(ii) in the case of any other
adult, a lump sum equal to eighty-four months earnings or twenty-three
thousand ringgit, whichever is the less; and</blockquote>
(c)
where permanent partial disablement results from the injury such
percentage of the compensation which would have been payable in the case
of permanent total disablement as is proportionate to the permanent
loss of earning capacity caused by the injury:</blockquote>
<blockquote>
Provided
that in the case of an injury specified in the First Schedule the
compensation payable shall not be less than such percentage of the
compensation which is payable in the case of permanent total disablement
as is set opposite to that injury in the said Schedule...</blockquote>
<a href="https://www.blogger.com/null" title="SCHEDULE">Part II of the First Schedule to the WC Act</a>
for "List Of Injuries Deemed To Result In Permanent Partial
Disablement" under Serial No. 2 states that for "Amputation below
shoulder with stump less than 8" from tip of acromion" the "Percentage
of loss of earning capacity is 80%".</blockquote>
<b>[51]</b> The
plaintiff's specialist report stated that the plaintiff had suffered
amputation of the right upper limb at the level of proximal third of
right humerus.<br />
<br />
<b>[52]</b> The defendant submitted that the plaintiff is only entitled to compensation under the WC Act as follows:<br />
<blockquote>
RM23,000 x 80% = RM18,400.</blockquote>
<b>[53]</b>
I have considered the provisions of the WC Act as a guide for this
court to determine the amount of compensation to be paid to the
plaintiff. However, the court notes that the WC Act was enacted in 1952.
<a href="https://www.blogger.com/null" title="Amount of compensation">Sections 8</a>, <a href="https://www.blogger.com/null" title="Method of calculating earnings">9</a> and the <a href="https://www.blogger.com/null" title="SCHEDULE">First Schedule of the Act</a>
were last amended by Amendment Act A947 which came into force from
1996. For the past seven years, no amendment had been made to take into
account the yearly inflationary rate. In the light of this and, in the
interest of justice, I do not think that this court should be bound by
the compensation to be awarded under the WC Act, which is
unrealistically low and not appropriate for injuries caused in modern
day industrial accidents. This is more so considering that the defendant
did not insure the plaintiff as required by the Act and the plaintiff's
claim in made under the CLA, and not under the WC Act.<br />
<br />
<i>General Damages</i><br />
<br />
Pain And Suffering<br />
<br />
<b>[54]</b>
The undisputed specialist medical report of Dr Chee Chia Shing of Teo
Orthopedic Clinic Sdn Bhd (CBOD Part A pp. 11 and 12) states as follows:<br />
<blockquote>
Mr Alamgir had sustained severe trauma to his right upper limb as a result of the alleged industrial accident on 8.12.2011.<br />
His crush injury of right upper limb had healed with the following residual disabilities:<br />
<blockquote>
(1) Permanent loss of right upper limb due to amputation at the level of proximal third right humerus.<br />
(2) Total loss of function of his right upper limb due to the amputation.</blockquote>
</blockquote>
Permanent Disabilities<br />
<br />
<b>[55]</b> "The above stated disabilities resulted from the accident and <b>they are permanent disabilities</b>." (emphasis added);<br />
<blockquote>
He is <b>not fit to resume his former job as a Factory worker</b> due to his above residual disabilities. (emphasis added).</blockquote>
<b>[56]</b>
Based on the guidelines in the Compendium of Personal Injury Awards
(2010) (as agreed upon between the Judiciary and the Bar Council) (see
Circular No. 258/2010 dated 26 October 2010) at pp. 8 and 9 of the
compendium, the court agrees with the plaintiff's submission that an
award of RM80,000 is fair and reasonable for the injury and disability
suffered by the plaintiff.<br />
<br />
Loss Of Earning And Loss Of Earning Capacity<br />
<br />
<b>[57]</b>
At the time of injury, the plaintiff was 27 years old, married and with
one child. As a result of the injury, plaintiff cannot return to his
original occupation due the amputation to his right arm.<br />
<br />
<b>[58]</b> The plaintiff's loss of amenities, loss of earnings, and future loss of earnings are to be based on the following calculations:<br />
<blockquote>
(a)Multiplier<br />
<blockquote>
<a href="https://www.blogger.com/null" title="Damages in respect of personal injury">Section 28A(2)(d)(i) of the CLA</a> provides:<br />
<blockquote>
<a href="https://www.blogger.com/null" title="Damages in respect of personal injury">28A. (2)(d)</a> in assessing damages for loss of future earnings the Court shall take into account that:<br />
<blockquote>
(i)
in the case of a person who was of the age of thirty years or below at
the time when he was injured, the number of years' purchase shall be
16;";</blockquote>
The multiplier is 16 years of purchase.<br />
16 x 12 months per year = 192 months;</blockquote>
</blockquote>
(b) Multiplicand<br />
<blockquote>
<table border="0" cellpadding="5" cellspacing="0" style="border-collapse: collapse; width: 500px;"><tbody>
<tr><td width="600">Plaintiff's average salary (as pleaded and as evidenced by his payslips)</td><td width="200">RM3,014.37</td></tr>
<tr><td width="600">Less 1/3 deduction from RM3,014.37 for plaintiff's own living expenses</td><td width="200">RM1,004.79</td></tr>
<tr><td rowspan="2" width="600">Less current salary</td><td width="200">RM 900</td></tr>
<tr><td width="200">RM1,109.58;</td></tr>
</tbody></table>
</blockquote>
(c) 192 months x RM1,109.58 = RM213,039.36;</blockquote>
<i>100% liability</i><br />
<br />
<b>[59]</b> On the basis of 100% liability, the claim to be allowed should be as follows:<br />
<blockquote>
(a) General Damages<br />
<blockquote>
<table border="0" cellpadding="5" cellspacing="0" style="border-collapse: collapse; width: 400px;"><tbody>
<tr><td width="50">(i)</td><td width="500">Permanent Disability<br />
Pain and Suffering</td><td valign="top" width="300">RM 80,000.00;</td></tr>
<tr><td width="50">(ii)</td><td width="500">Loss of Amenities,<br />
Loss of Earnings and<br />
Loss of Future Earnings</td><td width="300">RM213,039.36;</td></tr>
</tbody></table>
</blockquote>
(b) Special Damages<br />
<blockquote>
(i) Fees for Expert Medical Report RM530</blockquote>
</blockquote>
<i>50% liability</i><br />
<br />
<b>[60]</b> In view of the 50% contributory negligence by the plaintiff, the sums to be awarded should be reduced by 50%.<br />
<br />
<b>Decision</b><br />
<br />
<b>[61]</b> Based on the above considerations, the court allows the plaintiff's claim in prayer 9 of the amended SOC as follows:<br />
<blockquote>
(a) General damages:<br />
<blockquote>
<table border="0" cellpadding="5" cellspacing="0" style="border-collapse: collapse; width: 400px;"><tbody>
<tr><td width="50">(i)</td><td width="500">Permanent Disability and<br />
Pain and Suffering</td><td valign="top" width="300">RM 40,000.00</td></tr>
<tr><td width="50">(ii)</td><td width="500">Loss of Amenities,<br />
Loss of Earnings and<br />
Loss of Future Earnings</td><td width="300">RM106,519.68</td></tr>
</tbody></table>
</blockquote>
(b) Special damages RM 265.00<br />
(c) Interests at 5% per annum from the date of filing of the writ of summons until the date of full realisation;<br />
(d) Costs of RM20,000.</blockquote>
[2014] 1 LNS 90</span></div>
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Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-58491512274152173622019-09-05T00:26:00.001-07:002019-09-05T00:26:21.691-07:00Mahkamah buat keputusan bersejarah - pemimpin kesatuan sekerja NUFAM dibuang kerja secara salah oleh MAS<span style="font-size: x-large;"></span><br />
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: x-large;"><span style="font-size: small;">Ya, Mahkamah Tinggi telah memutuskan bahawa </span></span><span style="font-size: x-large;"><span style="font-size: small;"><span style="font-size: x-large;"><span style="font-size: small;">Ismail
Nasaruddin(yang juga Presiden NUFAM) telah dibuang kerja secara salah, justeru kes itu juga di rujuk kembali untuk gantirugi/pampasan ditaksirkan. (Kita menunggu keputusan bertulis kes ini, untuk analisa dan perbincangan lanjut).</span></span></span></span></span></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: x-large;"><span style="font-size: small;"><span style="font-size: x-large;"><span style="font-size: small;"><br /></span></span></span></span></span></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: x-large;"><span style="font-size: small;"><span style="font-size: x-large;"><span style="font-size: small;">Apakah salahlaku yang MAS mendakwa telah dilakukan oleh Ismail? (Lihat di bawah, petikan penghakiman Mahkamah Perusahaan yang menyatakan apakah dakwaan MAS)</span></span></span></span></span></div>
<div style="text-align: justify;">
<span style="font-size: x-large;"><span style="font-size: small;"><span style="font-size: x-large;"><span style="font-size: small;"><br /></span></span></span></span></div>
<br />
<blockquote class="tr_bq">
<blockquote class="tr_bq">
<div style="text-align: justify;">
<span style="font-size: small;"><span id="ctl00_CMain_lblJudgement"><b>[5]</b> On 08.11.2013, it was brought to the Company's attention that <i>The Sun</i> newspaper was carrying an article on the National Union of Flight Attendants Malaysia's (<b>NUFAM</b>
) call for the resignation of the Company's Chief Executive Officer
(COB page 4). The said published article referred to an interview of the
Claimant conducted with <i>Sunbiz</i>; whereby the said article also
made reference to a press statement issued by NUFAM. The article also
raised various other allegations against the Company. At the material
time, the Claimant was the President of NUFAM and a member of its
Executive Committee.</span></span></div>
</blockquote>
</blockquote>
<br />
<blockquote class="tr_bq">
<blockquote class="tr_bq">
<div style="text-align: justify;">
<span style="font-size: small;"><span id="ctl00_CMain_lblJudgement"><b>[6]</b> Consequently, the Company issued a
letter of suspension dated 08.11.2013 to the Claimant; suspending his
services pending further investigations (COB pages 5-6). At that
material time, the Company was also investigating press releases
published in <i>The Sun</i> on 29.10.2013 and 04.11.2013.</span></span></div>
</blockquote>
</blockquote>
<br />
<blockquote class="tr_bq">
<blockquote class="tr_bq">
<div style="text-align: justify;">
<span style="font-size: small;"><span id="ctl00_CMain_lblJudgement"><b>[7]</b>
The Company, after due investigation, issued a show cause letter dated
12.11.2013 to the Claimant (COB pages 7-10) for the following
allegations:-</span></span></div>
<span style="font-size: small;"><span id="ctl00_CMain_lblJudgement"><blockquote>
<b><u>"Allegation 1</u></b><br />
<div style="text-align: justify;">
<b>The Sun, in a report appearing on 8.11.2013, <i>inter alia</i> stated,</b></div>
<div style="text-align: justify;">
<blockquote>
<b>"The
National Union of Flight Attendants Malaysia (Nufam), which represents
3,500 cabin crew at Malaysia Airlines (MAS), has called on the national
carrier's CEO Ahmad Jauhari Yahya to resign saying he had failed to
resolve their plight since he took over the helm in September, 2011. In a
statement yesterday, Nufam Secretariat said it is calling on the prime
minister to review Jauhari's contract and remove him as the CEO of MAS,
which is a government appointed position, unhappy that there has been no
changes in resolving the cabin crew's problems and they are have become
demoralized. 'Three years is long enough to observe how a CEO of a GLC
(government-linked company) takes seriousness and consideration into the
cabin crew's issues, it said. 'The management have cut costs
drastically on the cabin crew and did not bother to review their
allowances and salaries," it further claimed" [sic].</b></blockquote>
</div>
<div style="text-align: justify;">
<b>Although
you may be the President of NUFAM, you are first and foremost an
employee of Company and owe a duty and responsibility to Company as
such. The Company holds you responsible for the foregoing
statement/press release by Nufam, of which you are its President. The
contents of the foregoing statement/press release are baseless, insolent
and publicly damaging and your conduct in allowing the release of the
said statement - calling for, among others, the resignation of the
Company's Chief Executive Officer and further making reference to
employees' allowances and salaries which are strictly internal and
confidential matters - to be tantamount to a serious act of misconduct.</b></div>
</blockquote>
</span></span></blockquote>
</blockquote>
<br />
<blockquote class="tr_bq">
<blockquote class="tr_bq">
<span style="font-size: small;"><span id="ctl00_CMain_lblJudgement"><blockquote>
<b><u>Allegation 2</u></b><br />
<div style="text-align: justify;">
<b>You had, <i>vide</i> the same report appearing in The Sun on 8.11.2013, been quoted following your interview with SunBiz, as <i>inter alia</i> stating:-</b></div>
<div style="text-align: justify;">
<blockquote>
• <b>"They
(MAS management) said they had discussed with Maseu before putting
these changes into the CA, but the discussions are behind Nufam's
back"... "It was not done in fairness and is a form of discrimination
against employees. This is also the first time they are picking on this
(weight control) issue", in relation to various terms and conditions
which had been agreed to by all relevant parties and subsequently
incorporated into Collective Agreement Cognizance No. 001/2013, thereby
creating disharmony amongst the cabin crew fraternity which would have
had access to the aforesaid newspaper report.</b><br />
• <b>"The crew
are overworked and Nufam has raised these concerns with MAS. These are
fatigue issues concerning the safety and welfare of employees... we
request that the DCA monitor the work schedules of cabin crew", in
relation to the cabin crew work schedules which had been discussed by
the Company with the Department of Civil Aviation (DCA) and approved by
the DCA; thereby creating disharmony amongst the cabin crew fraternity
and concerns on safety amongst the public, which would have had access
to the aforesaid newspaper report.</b><br />
• <b>"Nufam wants the
airline to straighten out its policies. All policies concerning cabin
crew must be regulated. The welfare and safety of the cabin crew must be
looked into by the government", giving rise to the inference in the
view of the public - which would have had access to the aforesaid
newspaper report - that the Company neglects and compromises the welfare
and well-being of its employees.</b></blockquote>
</div>
<div style="text-align: justify;">
<b>The Company deems the foregoing conduct serious acts of misconduct.</b> </div>
</blockquote>
</span></span></blockquote>
</blockquote>
<blockquote class="tr_bq">
<blockquote class="tr_bq">
<div style="text-align: justify;">
<span style="font-size: small;"><span id="ctl00_CMain_lblJudgement"><blockquote>
<b>Your
foregoing actions are tantamount to a breach of your implied term of
employment / fiduciary duty to serve the Company with good faith and
fidelity and further a breach of your express terms of employment as
stated in Clause 12, Appendix I of the MAS Book of Discipline as well as
the procedures governing grievance procedures pursuant to the
Collective Agreement (Cognizance No. 001/2013)."</b></blockquote>
</span></span></div>
<div style="text-align: justify;">
<span style="font-size: small;"><span id="ctl00_CMain_lblJudgement"><b>[8]</b> The Claimant replied to the show cause letter <i>vide</i>
a letter dated 16.11.2013 (COB pages 11-12). In his reply, the Claimant
did not deny the allegations which had been levelled against him and
instead merely took the position that the press statements had been made
by virtue of his position as the President of NUFAM and not in his
capacity as a Chief Steward of the Company.</span></span></div>
</blockquote>
</blockquote>
<div style="text-align: justify;">
<blockquote class="tr_bq">
<blockquote class="tr_bq">
<span style="font-size: small;"><span id="ctl00_CMain_lblJudgement"><b>[9]</b>
Dissatisfied with the Claimant's explanation, the Company issued a
letter of dismissal dated 29.11.2013 dismissing the Claimant with
immediate effect; as the Company could no longer repose the necessary
trust and confidence to maintain the Claimant in its employment (COB
pages 13-15).<br />
<b>[10]</b> Subsequently, the Claimant appealed against the Company's decision to dismiss him <i>vide</i> a letter dated 05.01.2014 (COB pages 35-36). The Company responded <i>vide</i> a letter dated 05.02.2014, informing the Claimant that his appeal was dismissed (COB pages 37). - dipetik daripada Penghakiman peringkat Mahkamah Perusahaan - <span id="ctl00_CMain_lblJudgement"><b>AWARD NO. 562 OF 2019)</b></span></span></span></blockquote>
</blockquote>
<br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;">Memang, saudara Ismail adalah Presiden Kesatuan TETAPI bukankah setiap pekerja mempunyai hak bersuara, menyatakan pendapat, menghebohkan kekurangan atau 'salahlaku' majikan, berjuang untuk membela hak dan juga mempromosi(atau menambahkan) hak pekerja? </span></span><br />
<br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;">Dari 'salahlaku kerja' yang digunakan oleh MAS dalam kes ini, majikan ini nampaknya berpendirian bahawa pekerja, termasuk juga Kesatuan Sekerja, melakukan kesalahan kerja (atau pengingkaran kontrak pekerjaan) jika pekerja menghebohkan kekurangan, atau 'salah laku' majikan kepada orang lain atau rakyat umum - kerana pekerja tidak ada hak berbuat demikian sebagai pekerja. Ini karut dan juga bercanggah dengan undang-undang negara yang bukan sahaja menjamin hak bersuara, hak berpendapat...Dalam undang-undang kerja, pekerja ada hak PIKET - di mana dalam piket pekerja dikhalayak ramai ada hak untuk menghebohkan apa yang dikakatan salahlaku atau ketidakadilan majikan demi menjana sokongan rakyat umum...di mana ini adalah strategi memberi tekanan kepada majikan untuk menerima tuntutan pekerja...[PIKET tidak boleh dilakukan dalam tempat kerja, biasanya di luar tepi jalan...]</span></span><br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><br /></span></span>
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;">Ya, ini hak pekerja - pekerja bukan 'hamba' kerja saja tanpa menghebohkan salahlaku majikan...</span></span><br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><br /></span></span>
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;">Jika pekerja atau ahli kesatuan menyatakan sesuatu yang salah atau palsu yang menjejaskan imej atau nama baik syarikat majikan - ini tidak harus dijadikan 'salahlaku kerja' atau 'pengingkaran kontrak' untuk membuang kerja. Majikan mungkin boleh memulakan saman malu...tetapi seharusnya tidak boleh buang kerja.</span></span><br />
<br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;">Tugas pekerja adalah untuk melakukan pekerjaan BUKAN sama sekali untuk menjaga 'imej' atau 'nama baik' pekerja... Itu mungkin boleh dikatakan tanggungjawab pekerja yang diupah khusus untuk menjaga imej syarikat...tetapi bukan sama sekali tanggungjawab semua pekerja yang lain.</span></span><br />
<br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;">MAS juga cuba mengatakan salah laku dilakukan kerana Ismail tidak mengikut 'prosidur ketidakpuas hati pekerja'(grievance prosidur)...Nampaknya apa yang dirujuk oleh MAS adalah sekiranya pekerja tidak puas hati...mula-mula beritahu 'supervisor'...selepas beberapa hari, boleh beritahu 'manager'...selepas beberapa hari boleh beritahu 'CEO' dan sebagainya...Mengenai setengah isu berkenaan kerja spesifik, mungkin boleh guna tetapi bilanya isu yang lebih umum melibatkan saudara pekerja lain atau sebahagian pekerja ...saperti pencabulan hak. Jika majikan tak bayar gaji, adakah lojik aduan dulu kepada 'supervisor',,tunggu dua minggu adu kepada 'pengurus bahagian'...tunggu dua minggu lagi adu kepada 'CEO'...Oh tidak - ia hanya membawa kepada ketidakadilan kepada pekerja dan melenggahkan keadilan...adu saja terus kepada Pejabat Buruh...atau polis...atau Menteri...atau piket/protes...[Kalau ikut 'prosidur grievance', ia hanya membenarkan majikan meneruskan ketidakadilan lagi lama...</span></span><br />
<br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;">"Grievance Prosidur' ini yang juga terkandung dalam Perjanjian Bersama(Collective Bargaining Agreement) berat sebelah memihak majikan...Kalau majikan ada aduan atau 'grievance' terhadap pekerja, majikan terus ambil tindakan disiplin...Adil jika majikan ada <br />aduan atau 'grievance', yang merupakan ahli kesatuan, majikan harus mula-mula bawa kepada perhatian wakil kesatuan peringkat syarikat...selepas itu kepada wakil kesatuan pusat dan seterusnya ...Ini mungkin lebih ADIL ...tetapi adakah mana-mana CBA emngandungi klausa sedemikian di Malaysia...justeru mengapa Kesatuan Sekerja setuju majikan memasuki 'Grievance Prosidur' berat sebelah memihak majikan sahaja? Kini, MAS nampaknya juga mengunakan alasan 'tak guna 'grievance prosidur' ini' sebagai salahlaku?</span></span><br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><br /></span></span>
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;">Adakah pekerja atau kesatuan ada hak minta syarikat Majikan tukar pengurus atau CEO? Ya, mereka ada hak menuntut majikan menukar mana-mana ejen atau pekerja atau 'wakil' majikan - tetapi ini hanya 'pendapat'...dan majikan boleh menimbangkan dan melakukan tindakan sewajarnya ...</span></span><br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><br /></span></span>
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;">Dalam prosiding Mahkamah, setengah isu ditimbulkan ...setengah tidak ditimbulkan ...kadang bergantung kepada pekerja(atau peguam)...Jika isu ditimbulkan, mungkin Mahkamah akan menyatakan pendapat tentang isu itu...atau tidak...</span></span><br />
<br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;">Saya kini ada Penghakiman Mahkamah Perusahaan - yang saya salinkan di bawah untuk mereka yang berminat membaca...Kita masih menunggu alasan penghakiman Mahkamah Tinggi yang telah mengetepikan Penghakiman Mahkamah Perusahaan dan berkeputusan bahawa Ismail dibuang kerja secara salah...</span></span><br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><br /></span></span>
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;">Jika dibaca, Penghakiman Mahkamah Perusahaan, satu isu yang timbul adalah apakah yang majikan menetapkan sebagai salahlaku kerja dalam 'M<span id="ctl00_CMain_lblJudgement"><b>AS Book of Discipline' - </b>kenapa pekerja atau Kesatuan gagal mencabar 'salahlaku kerja' yang terkandung yang tidak adil atau munasabah ...atau yang kurang jelas. Contohnya, obligasi mendapat kebenaran terdahulu majikan sebelum boleh menghebohkan atau menyatakan salahlaku majikan atau perkara yang menjejaskan 'imej' syarikat majikan > ...Sedih sekali banyak Kesatuan menerima buta sahaja semua terkandung dalam Handbook Majikan - ada juga yang mengesahkan penerimaan bulat Handbook dalam Perjanjian Bersama...Seorang pekerja bila masuk kerja pun tidak ada 'capacity' tetapi bila ada Kesatuan, ada peluang untuk mengubah apa yang yang boleh diterima sebagai salahlaku dan menolak mana-mana yang dianggap sebagai tak patut, tak adil atau langsung tak jelas. Apakah hukuman bila melakukan kesalahan tertentu...amaran, denda, turun pangkat...Setengah kesalahan seharusnya tidak harus boleh dikenakan hukuman buang kerja...</span></span></span><br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement"><br /></span></span></span>
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement">Lihat sahaja undang-undang negara - bukan sahaja kesalahan dinyatakan tetapi juga hukuman yang boleh dikenakan jika kesalahan itu dilakukan. Tidakkah Kesatuan berjuang membatalkan 'salah laku' tidak adil ...Rakyat Malaysia berjuang dan kini ISA sudah dimasnsuhkan - sama juga, Kesatuan dan Pekerja boleh berjuang mengeluarkan 'salahlaku' yang tak adil dalam 'Handbook Disiplin Majikan'...Mungkin masa depan akan lihat pekerja dan Kesatuan yang lebih 'bijak' berbuat demikian terlebih dahulu..</span></span></span><br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement"><br /></span></span></span>
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement">.....NUFAM, kesatuan baru, mungkin belum lagi masuk Perjanjian Bersama tetapi bila mereka berbuat demikian, harapan adalah mereka akan pastikan 'kesalahan' saperti perlu dapat kebenaran Majikan sebelum menyuarakan pendapat atau menghebohkan ketidakadilan akan dibuang....???</span></span></span><br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement"><br /></span></span></span>
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement">...Kritikan adalah berkaitan CEO - yang merupakan 'pekerja Majikan' - dia bukan Majikan. Selaku pekerja majikan, syarikat Majikan(sama ada Badan Pengarah atau pemegang saham syarikat) boleh mengeluarkan CEO dan mengantikan dengan orang lain. Pekerja sememangnya boleh menyatakan pendapat mereka kepada MAJIKAN untuk mengeluarkan atau mengawal mana-mana pekerja termasuk CEO juga...</span></span></span><br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement"><br /></span></span></span>
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement">BERTINDAK AWAL sebelum terlewat...</span></span></span><br />
<br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement">Pekerja dan Kesatuan Sekerja juga harus menyedari bahawa kes boleh di bawa kepada Mahkamah Tinggi dan Mahkamah Sivil - bukan sahaja kepada Mahkamah Perusahaan atau Mahkamah Buruh.</span></span></span><br />
<br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement">Contohnya kegagalan mengadakan Domestic Inquiry(Siasatan Dalaman) - ini merupakan pengingkaran kontrak...jelas Mahkamah Perusahaan sudah berkali-kali menyatakan bahawa isu ini bukan bawah bidangkuasa Mahkamah ini - justeru, pekerja mungkin perlu pergi ke Mahkamah Tinggi, yang mempunyai bidangkuasa yang lebih luas...Jika Kontrak menyatakan perlu ada 'Domestic Inquiry' sebelum pekerja dihukum atau dibuang kerja ...boleh dihujahkan pembuangan kerja tanpa ada Domestic Inquiry adalah tidak sah...tak kira apakah salahlaku yang diadu majikan...? Justeru, majikan mungkin akan perlu mengambil kerja kembali dan mengadakan Domestic Inquiry sebelum boleh buang kerja...Banyak kemungkinan??? Boleh berjaya atau tidak? Belum cuba belum tahu dan Mahkamah Malaysia akan bertindak adil...</span></span></span><br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement"><br /></span></span></span>
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement">Di Indonesia, bila dibuang kerja dan dibawah kepada Mahkamah Perusahaan(atau proses pengadilan), Majikan akan terpaksa terus memberi kerja dan bayar gaji pekerja, dan pekerja terpaksa terus masuk pekerja sehingga Mahkamah memutuskan sama pekerja dibuang kerja atau tidak. [Ini juga termaktub dalam Undang-Undang Indonesia - kenapa tak lagi dalam Undang-undang Malaysia}</span></span></span><br />
<br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement">Persoalan sama ada hak pekerja terus dapat kerja dan gaji ini kepal sampai ke peringkat Mahkamah Rayuan terakhir, juga mendapatkan keputusan Mahkamah positif...YA, kini di Indonesia dalam kes buang kerja secara salah...majikan harus terus beri kerja dan gaji, dan pekerja harus terus masuk kerja > Jika majikan tak mahu ber kerja, majikan masih terus terpaksa bayar gaji saperti biasa..</span></span></span><br />
<br />
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement">Ini juga akan memastikan kes pembuangan kerja akan cepat dijalan dan habis ...bukan saperti ini di mana Presiden NUFAM di buang kerja November 2013(lebih kurang 6 tahun dahulu)... </span></span></span><br />
<blockquote class="tr_bq">
<blockquote class="tr_bq">
<blockquote class="tr_bq">
<i><span style="font-family: Times, "Times New Roman", serif;"><span style="font-size: small;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement">' </span></span></span><span style="font-size: small;"><span style="font-size: small;"><span id="ctl00_CMain_lblJudgement"><span id="ctl00_CMain_lblJudgement">the Company issued a
letter of dismissal dated 29.11.2013 dismissing the Claimant with
immediate effect;...'</span></span><span id="ctl00_CMain_lblJudgement"> </span></span></span></span></i><br />
</blockquote>
</blockquote>
</blockquote>
<span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"><span style="font-family: "Trebuchet MS", sans-serif;"><span style="font-size: small;"> </span></span></span></span><br />
</div>
<div style="text-align: justify;">
<span style="font-size: x-large;"> </span><br /><span style="font-size: x-large;"> <b>Mahkamah buat keputusan bersejarah sokong pemimpin kesatuan sekerja dipecat MAS</b></span></div>
<div class="td-module-meta-info">
<div class="td-post-author-name">
V Anbalagan<div class="td-author-line">
- </div>
</div>
<span class="td-post-date td-post-date-no-dot"><time class="entry-date updated td-module-date" datetime="2019-09-04T18:11:39+08:00">September 4, 2019 6:11 PM</time></span> </div>
<div class="sharethis-inline-share-buttons st-left st-has-labels st-inline-share-buttons st-animated" id="st-1" style="margin-bottom: 0px; margin-top: 0px;">
</div>
<figure class="wp-caption aligncenter" id="attachment_1223920" style="width: 800px;"><img alt="" class="wp-image-1223920 size-full" height="250" src="https://s3media.freemalaysiatoday.com/wp-content/uploads/2019/09/ismail-nasaruddin-FB.jpg" width="400" /><figcaption class="wp-caption-text">Hakim
Mahkamah Tinggi mengarahkan MAS membayar pampasan kepada Ismail
Nasaruddin yang dipecat secara salah pada 2013. (Gambar Facebook)</figcaption></figure>
<div style="text-align: justify;">
KUALA LUMPUR: Mahkamah Tinggi di sini memutuskan Malaysia Airline
System Bhd (MAS) menyalahi undang-undang dengan memecat seorang pemimpin
kesatuan sekerja kerana mengeluarkan kenyataan bagi menyuarakan aduan
pekerja dan menggesa ketua pegawai eksekutifnya meletak jawatan.</div>
<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
Hakim Nordin Hassan berkata, tidak adil untuk MAS memecat Ismail
Nasaruddin yang merupakan presiden Kesatuan Kebangsaan Anak Kapal Kabin
Penerbangan Malaysia (Nufam) kerana beliau menerima wawancara media
ketika kesatuan sekerja itu mengadakan aktivitinya.</div>
<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
“Alasan sebenar MAS memecat Ismail ialah penyertaannya dalam aktiviti
kesatuan sekerja yang dilarang undang-undang,” katanya yang membenarkan
permohonan semakan kehakiman difailkan Ismail.</div>
<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
Hakim turut membatalkan keputusan Mahkamah Perusahaan dan
mengarahkan pampasan diberikan kepada Ismail kerana dipecat secara
salah.</div>
<div class="code-block code-block-6 ai-viewport-1 ai-viewport-2" style="clear: both; margin: 8px 0px; text-align: justify;">
</div>
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</div>
<div style="text-align: justify;">
Mahkamah Perusahaan akan menilai jumlah pampasan bagi menggantikan pengembalian jawatan kepada Ismail.</div>
<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
Pada 2013, Ismail membenarkan The Sun Daily mewawancaranya untuk
menyuarakan kebimbangan pekerja atas dakwaan kerja berlebihan, gaji
rendah, isu kesihatan dan keselamatan akibat pengaturan semula
pesawatnya serta arahan penurunan berat badan.</div>
<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
MAS mendapati ia melanggar tanggungjawab Ismail dalam syarikat itu dan memecatnya.</div>
<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
Ismail kemudiannya ke Mahkamah Perusahaan untuk mendapatkan semula
jawatannya, tetapi awal tahun ini, tribunal itu memihak kepada keputusan
MAS atas pemecatan Ismail.</div>
<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
Peguam, Lim Wei Jiet yang mewakili Ismail menyifatkan ia adalah kes
bersejarah kerana Mahkamah Tinggi pertama kali memutuskan salah untuk
syarikat memecat seorang pemimpin kesatuan sekerja kerana mengeluarkan
kenyataan media ketika melakukan kerja kesatuan.</div>
<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
“Pemimpin kesatuan sekerja memainkan peranan penting dalam
memperjuangkan keadaan kerja lebih baik bagi berjuta pekerja di
Malaysia, yang sering mempertaruhkan kerja dan mata pencarian mereka.</div>
<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
“Amat gembira untuk tahu Mahkamah Tinggi memberikan sokongan kepada individu berani ini.”</div>
<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
Lim berharap keputusan ini akan memperkasakan pemimpin kesatuan
sekerja untuk berani mempertahankan hak pekerja dan melindungi mereka
daripada syarikat yang menyalahi undang-undang dengan bertekad mengawal
aktiviti kesatuan. - <a href="https://www.freemalaysiatoday.com/category/bahasa/2019/09/04/mahkamah-buat-keputusan-bersejarah-sokong-pemimpin-kesatuan-sekerja-dipecat-mas/" target="_blank">FMT, 4/9/2019</a></div>
<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
<table class="casecontent" id="ctl00_CMain_tblJudgement" style="text-align: justify; width: 100%px;">
<tbody>
<tr>
<td>
<span id="ctl00_CMain_lblJudgement"><div align="center" style="margin-bottom: 0; margin-top: 20;">
<b>INDUSTRIAL COURT MALAYSIA</b></div>
<div align="center" style="margin-bottom: 0; margin-top: 0;">
<b>[CASE NO: 7/4-617/14]</b></div>
<div align="center" style="margin-bottom: 0; margin-top: 20;">
<b>BETWEEN</b></div>
<div align="center" style="margin-bottom: 0; margin-top: 20;">
<b><span class="casehighlight">ISMAIL</span> <span class="casehighlight">NASARUDDIN</span> ABDUL WAHAB</b></div>
<div align="center" style="margin-bottom: 0; margin-top: 20;">
<b>AND</b></div>
<div align="center" style="margin-bottom: 0; margin-top: 20;">
<b>MALAYSIAN AIRLINE SYSTEM BERHAD</b></div>
<div align="center" style="margin-bottom: 0; margin-top: 20;">
<b>AWARD NO. 562 OF 2019</b></div>
<table align="center" border="0" cellpadding="5" cellspacing="0" style="border-collapse: collapse;"><tbody>
<tr><td valign="top"><b>BEFORE</b></td><td valign="top"><b>:</b></td><td valign="top"><b>Y.A. PUAN JAMHIRAH ALI CHAIRMAN</b></td></tr>
<tr><td valign="top"><b>VENUE</b></td><td valign="top"><b>:</b></td><td valign="top">Industrial Court Malaysia, Kuala Lumpur.</td></tr>
<tr><td valign="top"><b>DATE OF REFERENCE</b></td><td valign="top"><b>:</b></td><td valign="top">08.08.2014.</td></tr>
<tr><td valign="top"><b>DATES OF MENTION</b></td><td valign="top"><b>:</b></td><td valign="top">08.10.2014,
10.12.2014, 05.01.2015, 26.03.2015, 30.06.2015, 09.12.2015, 30.05.2016,
24.11.2016, 15.06.2017, 21.03.2017, 28.06.2018.</td></tr>
<tr><td valign="top"><b>DATES OF HEARING</b></td><td valign="top"><b>:</b></td><td valign="top">28.04.2015, 02.10.2017, 22.11.2017, 23.11.2017.</td></tr>
<tr><td valign="top"><b>DATES OF CLAIMANT'S WRITTEN SUBMISSION</b></td><td valign="top"><b>:</b></td><td valign="top">22.01.2018 & 30.04.2018.</td></tr>
<tr><td valign="top"><b>DATES OF COMPANY'S WRITTEN SUBMISSION</b></td><td valign="top"><b>:</b></td><td valign="top">14.03.2018 & 14.06.2018.</td></tr>
<tr><td valign="top"><b>>DATE OF ORAL SUBMISSION</b></td><td valign="top"><b>:</b></td><td valign="top">30.05.2018.</td></tr>
<tr><td valign="top"><b>REPRESENTATION</b></td><td valign="top"><b>:</b></td><td valign="top"><i>For the claimant - Chandra Segaran; M/s Prem & Chandra</i></td></tr>
<tr><td valign="top"><br /></td><td valign="top"><br /></td><td valign="top"><i>For the company - N Sivabalah (Jamie Goh with him); M/s Shearn Delamore & Co</i></td></tr>
</tbody></table>
<b>REFERENCE:</b><br />
This case was referred to the Industrial Court on 08.08.2014 by the Honourable Minister of Human Resources pursuant to <a href="https://www.blogger.com/null" title="Representations on dismissals">subsection 20(3) of the Industrial Relations Act 1967 [Act 177] ("IRA")</a> arising from the dismissal of <b><span class="casehighlight">Ismail</span> <span class="casehighlight">Nasaruddin</span> bin Abdul Wahab</b> ("the Claimant") by <b>Malaysian Airline System Berhad</b> ("the Company") on 29.11.2013.<br />
<br />
<div align="center">
<b>AWARD</b></div>
<br />
<b>PROLOGUE</b><br />
<b>[1]</b>
The hearing of this case commenced on 28.04.2015 with the Company's
case. The Company produced 3 witnesses (COW1, COW2 and COW3); and the
Claimant produced 2 witnesses (CLW1 and CLW2). The Claimant's Written
Submission and Bundle of Authorities were filed on 22.01.2018 and
30.04.2018; and the Company's Written Submission and Bundle of
Authorities were filed on 14.03.2018. The Oral Submissions were heard on
30.05.2018. The Company then filed further Written Submission and
Bundle of Authorities on 14.06.2018; and on the mention date fixed on
28.06.2018, the learned Counsel for the Claimant informed this Court
that the Claimant had no further submission.<br />
<br />
<b>FACTS</b><br />
<b>[2]</b>
The Claimant commenced employment with the Company as a Trainee Flight
Steward with effect from 06.03.1989. Subsequently, the Claimant was
appointed as a Flight Steward with effect from 12.05.1989, whereby he
was placed on probation for 4 months and thereafter he was confirmed in
his position as a Flight Steward. Later, on 14.08.1995, the Claimant was
promoted to the position of Leading Steward and was thereafter
confirmed in this position on 14.11.1995.<br />
<b>[3]</b> Sometime in
1996, the Claimant was re-assigned from a Leading Steward attached to a
Narrowbody aircraft, to a Leading Steward attached to a Widebody
aircraft. It was a lateral reassignment with no changes to the
Claimant's terms and conditions of appointment save that the Claimant
was entitled to a higher allowance.<br />
<b>[4]</b> The Claimant was
thereafter promoted to the position of Chief Steward on 08.12.1997. On
03.08.2003, the Claimant was demoted from Chief Steward to Leading
Steward, for making statements pertaining the Company to the media.
However, the Claimant was subsequently reinstated to the position of
Chief Steward on 07.06.2007.<br />
<b>[5]</b> On 08.11.2013, it was brought to the Company's attention that <i>The Sun</i> newspaper was carrying an article on the National Union of Flight Attendants Malaysia's (<b>NUFAM</b>
) call for the resignation of the Company's Chief Executive Officer
(COB page 4). The said published article referred to an interview of the
Claimant conducted with <i>Sunbiz</i>; whereby the said article also
made reference to a press statement issued by NUFAM. The article also
raised various other allegations against the Company. At the material
time, the Claimant was the President of NUFAM and a member of its
Executive Committee.<br />
<b>[6]</b> Consequently, the Company issued a
letter of suspension dated 08.11.2013 to the Claimant; suspending his
services pending further investigations (COB pages 5-6). At that
material time, the Company was also investigating press releases
published in <i>The Sun</i> on 29.10.2013 and 04.11.2013.<br />
<b>[7]</b>
The Company, after due investigation, issued a show cause letter dated
12.11.2013 to the Claimant (COB pages 7-10) for the following
allegations:-<br />
<blockquote>
<b><u>"Allegation 1</u></b><br />
<b>The Sun, in a report appearing on 8.11.2013, <i>inter alia</i> stated,</b><br />
<blockquote>
<b>"The
National Union of Flight Attendants Malaysia (Nufam), which represents
3,500 cabin crew at Malaysia Airlines (MAS), has called on the national
carrier's CEO Ahmad Jauhari Yahya to resign saying he had failed to
resolve their plight since he took over the helm in September, 2011. In a
statement yesterday, Nufam Secretariat said it is calling on the prime
minister to review Jauhari's contract and remove him as the CEO of MAS,
which is a government appointed position, unhappy that there has been no
changes in resolving the cabin crew's problems and they are have become
demoralized. 'Three years is long enough to observe how a CEO of a GLC
(government-linked company) takes seriousness and consideration into the
cabin crew's issues, it said. 'The management have cut costs
drastically on the cabin crew and did not bother to review their
allowances and salaries," it further claimed" [sic].</b></blockquote>
<b>Although
you may be the President of NUFAM, you are first and foremost an
employee of Company and owe a duty and responsibility to Company as
such. The Company holds you responsible for the foregoing
statement/press release by Nufam, of which you are its President. The
contents of the foregoing statement/press release are baseless, insolent
and publicly damaging and your conduct in allowing the release of the
said statement - calling for, among others, the resignation of the
Company's Chief Executive Officer and further making reference to
employees' allowances and salaries which are strictly internal and
confidential matters - to be tantamount to a serious act of misconduct.</b><br />
<b><u>Allegation 2</u></b><br />
<b>You had, <i>vide</i> the same report appearing in The Sun on 8.11.2013, been quoted following your interview with SunBiz, as <i>inter alia</i> stating:-</b><br />
<blockquote>
• <b>"They
(MAS management) said they had discussed with Maseu before putting
these changes into the CA, but the discussions are behind Nufam's
back"... "It was not done in fairness and is a form of discrimination
against employees. This is also the first time they are picking on this
(weight control) issue", in relation to various terms and conditions
which had been agreed to by all relevant parties and subsequently
incorporated into Collective Agreement Cognizance No. 001/2013, thereby
creating disharmony amongst the cabin crew fraternity which would have
had access to the aforesaid newspaper report.</b><br />
• <b>"The crew
are overworked and Nufam has raised these concerns with MAS. These are
fatigue issues concerning the safety and welfare of employees... we
request that the DCA monitor the work schedules of cabin crew", in
relation to the cabin crew work schedules which had been discussed by
the Company with the Department of Civil Aviation (DCA) and approved by
the DCA; thereby creating disharmony amongst the cabin crew fraternity
and concerns on safety amongst the public, which would have had access
to the aforesaid newspaper report.</b><br />
• <b>"Nufam wants the
airline to straighten out its policies. All policies concerning cabin
crew must be regulated. The welfare and safety of the cabin crew must be
looked into by the government", giving rise to the inference in the
view of the public - which would have had access to the aforesaid
newspaper report - that the Company neglects and compromises the welfare
and well-being of its employees.</b></blockquote>
<b>The Company deems the foregoing conduct serious acts of misconduct.</b><br />
<b>Your
foregoing actions are tantamount to a breach of your implied term of
employment / fiduciary duty to serve the Company with good faith and
fidelity and further a breach of your express terms of employment as
stated in Clause 12, Appendix I of the MAS Book of Discipline as well as
the procedures governing grievance procedures pursuant to the
Collective Agreement (Cognizance No. 001/2013)."</b></blockquote>
<b>[8]</b> The Claimant replied to the show cause letter <i>vide</i>
a letter dated 16.11.2013 (COB pages 11-12). In his reply, the Claimant
did not deny the allegations which had been levelled against him and
instead merely took the position that the press statements had been made
by virtue of his position as the President of NUFAM and not in his
capacity as a Chief Steward of the Company.<br />
<b>[9]</b>
Dissatisfied with the Claimant's explanation, the Company issued a
letter of dismissal dated 29.11.2013 dismissing the Claimant with
immediate effect; as the Company could no longer repose the necessary
trust and confidence to maintain the Claimant in its employment (COB
pages 13-15).<br />
<b>[10]</b> Subsequently, the Claimant appealed against the Company's decision to dismiss him <i>vide</i> a letter dated 05.01.2014 (COB pages 35-36). The Company responded <i>vide</i> a letter dated 05.02.2014, informing the Claimant that his appeal was dismissed (COB pages 37).<br />
<br />
<b>LAW</b><br />
<b>[11]</b>
The role of the Industrial Court was lucidly explained by His Lordship
Raja Azlan Shah CJ (Malaya) (as His Royal Highness then was) in <i><a href="https://www.blogger.com/null">Goon Kwee Phoy v. J & P Coats (M) Bhd. [1981] 1 LNS 30</a></i>; [1981] 1 MLJ 129 at page 136 (Federal Court) as follows:<br />
<blockquote>
<b>"Where
representations are made and are referred to the Industrial Court for
enquiry, it is the duty of the court to determine whether the
termination or dismissal is with or without just cause or excuse. If the
employer chooses to give a reason or excuse for the action taken by
him, the duty of the Industrial Court will be to enquire whether that
reason or excuse has or has not been made out. If it finds as a fact
that it has not been proven, then the inevitable conclusion must be that
the termination or dismissal was without just cause or excuse. The
proper enquiry of the court is the reason advanced by the employer, and
that court or the High Court cannot go into another reason not relied on
by the employer, or find one for him".</b></blockquote>
<b>[12]</b> The Federal Court in <i><a href="https://www.blogger.com/null">Wong Yuen Hock v. Syarikat Hong Leong Assurance Sdn. Bhd. & Another Appeal [1995] 3 CLJ 344</a></i> at page 352 succinctly stated the function of the Industrial Court in dealing with dismissal cases as follows:<br />
<blockquote>
<b>"On
the authorities, we were of the view that the main and only function of
the Industrial Court in dealing with a reference under <a href="https://www.blogger.com/null" title="Representations on dismissals">s. 20 of the Act</a> (unless otherwise lawfully provided by the terms of the reference) is to determine <u>whether
the misconduct or irregularities complained of by the management as the
grounds of dismissal were in fact committed by the workman,</u> and if so, <u>whether such grounds constitute just cause or excuse for the dismissal</u>".</b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[13]</b> The said principle was reiterated in <i><a href="https://www.blogger.com/null">Milan Auto Sdn. Bhd. v. Wong Seh Yen [1995] 4 CLJ 449</a></i><b>at page 454 and 455 (Federal Court)</b>, where His Lordship Mohamed Azmi FJ said:<br />
<blockquote>
<b>"As pointed out by this Court recently in <i>Hong Leong Assurance Sdn. Bhd. v. Wong Yuen Hock</i> [1995] 2 MLJ 753, the function in the Industrial Court in dismissal cases on a reference under <a href="https://www.blogger.com/null" title="Representations on dismissals">section 20</a> is two-fold: first <u>to determine whether the misconduct complained of by the employer has been established</u> and secondly <u>to determine whether the proven misconduct constitutes just cause or excuse for the dismissal of the employee</u>".</b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[14]</b>
The standard of proof applicable to dismissal cases is the civil
standard of proof on a balance of probabilities as decided by the Court
of Appeal in <i><a href="https://www.blogger.com/null">Telekom Malaysia Kawasan Utara v. Krishnan Kutty Sanguni Nair & Anor [2002] 3 CLJ 314</a></i> as follows:<br />
<blockquote>
<b>"Thus,
we can see that the preponderant view is that the Industrial Court,
when hearing a claim of unjust dismissal, even where the ground is one
of dishonest act, including "theft", is not required to be satisfied
beyond reasonable doubt that the employee has "committed the offence",
as in a criminal prosecution... In our view the passage quoted from
Administrative Law by H. W. R. Wade & C. F. Forsyth offers the
clearest statement on the <u>standard of proof required, that is the civil standard based on balance of probabilities,</u> which is flexible, so that the degree of probability required is proportionate to the nature and gravity of the issue".</b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>ISSUES</b><br />
<b>[15]</b>
There was no dispute as to the fact that the Claimant was dismissed.
This Court has to consider whether the charges preferred against the
Claimant have been proven; and if so, based on the evidence adduced,
whether the charges are sufficiently serious to amount to just cause and
excuse to warrant the Claimant's dismissal by the Company.<br />
<br />
<b>EVALUATION OF EVIDENCE</b><br />
<b>[16]</b>
I shall now analyse the issues and evaluate the evidence adduced in
this case. In doing so I have taken into consideration all the oral and
documentary evidence that was adduced before this Court and all the
issues raised and discussed in the written and oral submissions,
including the legal authorities filed by both the Claimant's and the
Company's Counsel.<br />
<br />
<b>THE COMPANY'S CASE</b><br />
<b>[17]</b> The
Company's case against the Claimant was that the Claimant had made
press statements about the Company without having obtained the prior
consent of the Company in writing. The allegations are as stipulated in
the show cause letter dated 12.11.2013 (COB pages 7-10).<br />
<b>[18]</b>
The Company also contended that Clause 12, Appendix 1 of the Malaysian
Airline System Berhad Book of Discipline (COB page 31) provided:-<br />
<blockquote>
<b>"Publishing
or circulating any article, book, photograph or letter or giving any
interview or broadcast whether online or through any other media or
making statements to the press or delivering any lecture or speech on
any matter which concerns the duty or business of the Company without
having obtained the prior consent of the Company in writing."</b></blockquote>
<b>[19]</b> The Company stated that <i>vide</i>
the Claimant's response dated 16.11.2013 (COB pages 11-12), the
Claimant did not deny the allegations which had been levelled against
him and instead merely took the position that the press statements had
been made by virtue of his position as the President of NUFAM and not in
his capacity as a Chief Steward of the Company,<br />
<blockquote>
<b>"That I, <span class="casehighlight">Ismail</span> <span class="casehighlight">Nasaruddin</span> Bin Abdul Wahab S/No: 137295 deny the followings:</b><br />
<blockquote>
<b>1. Did not make media statements <u>in a capacity of a Chief Steward</u> of Malaysia Airlines against the company.</b><br />
<b>2. All media <u>statements
quoted of my position as President of National Union of Flight
Attendants Malaysia, not as Chief Steward of Malaysia Airlines..."</u></b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
</blockquote>
<b>[20]</b>
Further, during cross-examination, the Claimant had confirmed that
under the Company's Book of Discipline, employees are not allowed to
make any public statements to the press/media without the prior consent
of the Company. The Claimant further confirmed that at all times in
2013, he was an employee of the Company. The Claimant also did not
dispute that the press statements were made by him. The Claimant's
responses during cross examination were as follows,<br />
<blockquote>
<table border="0" cellpadding="5" cellspacing="0" style="border-collapse: collapse;"><tbody>
<tr><td valign="top">"Q</td><td valign="top">:</td><td valign="top">Refer to pages 9-11 of CLB. Agree that at the time the report was published, you were an employee of MAS?</td></tr>
<tr><td valign="top">A</td><td valign="top">:</td><td valign="top">I was still an employee.</td></tr>
<tr><td valign="top">Q</td><td valign="top">:</td><td valign="top">It
is your defence that this interview and statement was not made in your
capacity as an employee but as president and member of NUFAM?</td></tr>
<tr><td valign="top">A</td><td valign="top">:</td><td valign="top">Yes.</td></tr>
<tr><td valign="top">Q</td><td valign="top">:</td><td valign="top">Agree
that the basis of the first charge against you in the show cause letter
at page 7 of the COB was that you were responsible for the press
statement issued by NUFAM Secretariat by virtue of your position as
president of NUFAM?</td></tr>
<tr><td valign="top">A</td><td valign="top">:</td><td valign="top">Yes.</td></tr>
<tr><td valign="top">Q</td><td valign="top">:</td><td valign="top">Agree that the 2<sup>nd</sup> charge at page 8 of the COB relates to the statements you yourself made to the reporter of the article?</td></tr>
<tr><td valign="top">A</td><td valign="top">:</td><td valign="top">Yes."</td></tr>
</tbody></table>
</blockquote>
<b>[21]</b>
The Company also submitted that during the cross-examination of the
Company's witnesses, it was never suggested that the Claimant did not
make the press statements or issued the NUFAM statement.<br />
<b>[22]</b>
Further, the Company stated that based on Clause 12, Appendix 1 of the
Malaysian Airline System Berhad Book of Discipline (COB page 31), it was
incumbent upon the Claimant to have first obtained written consent from
the Company prior to giving any forms of interview or making statements
to the press. Referring to the Claimant's answers during
cross-examination, the Company asserted that the Claimant was in fact
aware that employees are not allowed to make any public statements to
the press/media without the prior consent of the Company however, the
Claimant still went on to make the press statements in question which
also raised various allegations against the Company. The Company
submitted that the Claimant had blatantly breached the express
regulations of the Company in those instance.<br />
<b>[23]</b> The
Company further contended that Article 13 of the prevailing Collective
Agreement (Cognizance No. 001/2013) (COB page 33) provided:-<br />
<blockquote>
<b>"It
is the desire of both parties to the Agreement that grievances arising
between an employee and the Company or between the Union and the Company
be settled as equitably and as soon as possible. In pursuance of this
mutual desire, it is agreed that grievances should be processed in
accordance with the procedure set out in sub-article (3) of this Article
with an aim of reaching agreement at the lowest possible level and
maintaining continuous good relations between both parties."</b></blockquote>
<b>[24]</b>
The Company stated that during cross-examination the Claimant had
confirmed that in 2013 even though NUFAM had obtained recognition, the
collective agreement which was applicable in the Company was the
collective agreement between the Company and Malaysian Airline System
Employees' Union Peninsular Malaysia to all employees under the scope
(COB3). The Claimant further had confirmed that under Article 27 of the
said collective agreement, employees are not permitted to make any
statements or give any interviews to the media without the Company's
consent. In addition, the Claimant agreed that, the fact that he was a
member and president of NUFAM did not exclude him from the applicability
of the provisions of the Company's handbook and collective agreement.<br />
<b>[25]</b>
The Company submitted that in the instant case, the Claimant should
have employed the grievance procedure as set out in Article 13 of the
prevailing collective agreement instead of raising the issues which he /
the Union had against the Company in public. One Nor Azuan <span class="casehighlight">Ismail</span>
(COW1), the Company's Manager, Strategic People Management, confirmed
that NUFAM can espouse any trade disputes through MASEU. It was also
pertinent to note that the Claimant agreed under cross-examination that
if there are any issues or grievances in the workplace that the said
Article 13 would have to be invoked and that if there was no resolution,
the matter should be referred to the Industrial Relations Department.<br />
<b>[26]</b>
Therefore the Company submitted that in view of the foregoing, the
allegations levelled against the Claimant had been established.<br />
<br />
<b>THE CLAIMANT'S CASE</b><br />
<b>[27]</b>
The Claimant admitted that he was the President of NUFAM at the
material time. The Claimant contended that NUFAM was espousing the
plight of the cabin crew employed in the Company. The Claimant alleged
that his dismissal was to muzzle NUFAM, an act of "Union Busting" which
complaint together with other trade disputes have been filed with the
Industrial Relations Department Malaysia (CLB pages 69-73) and some of
which the Honourable Minister of Human Resources had since referred to
the Industrial Court for adjudication. The Claimant further alleged that
the Company was discriminatory against the Claimant in favour of MASEU
Union officials who had also made press statements calling for amongst
others, the removal of the Chief Executive Officer of the Company but
however, no action was taken against those officials.<br />
<b>[28]</b>
The Claimant further contended that NUFAM Secretariat had issued a press
statement calling for the resignation of the CEO of MAS Ahmad Jauhari,
and the said statement was published by the Sun Daily on 08.11.2013.
(CLB pages 9-11). NUFAM Secretariat had called on the Prime Minister to
review Ahmad Jauhari's contract and remove him as the CEO of MAS.<br />
<b>[29]</b>
The Claimant stated that there were ongoing trade disputes prior to
that NUFAM Secretariat press statement. NUFAM had sent a letter of
protest dated 29.04.2013 and an email on 03.06.2013 to MAS pertaining to
Fleet Realignment Exercise and the Weight Management Exercise conducted
by MAS affecting cabin crew (CLB pages 1 - 3). At page CLB page 4 was a
copy of the circular dated 03.06.2013 from MAS on the Weight Management
Exercise. NUFAM had filed a trade dispute pertaining to those two
matters. The trade dispute on the Fleet Realignment Exercise was filed
on 11.11.2013 (CLB page 5). The Honourable Minister had subsequently
referred those two trade disputes to the Industrial Court for
adjudication and an award (CLB pages 8 and 74).<br />
<b>[30]</b> The
Claimant asserted that he was not in breach of express and or implied
terms and conditions of his employment under the circumstances,
considering he was an officer of a trade union. The Claimant further
alleged that the Company had acted in bad faith and the punishment of
dismissal was nothing but a colourable exercise to deny the Claimant his
constitutional right to freedom of association, freedom of expression
and security of employment. The Claimant stated that he was dismissed by
the Company for statements made by the Secretariat of the National
Union of Flight Attendants Malaysia (NUFAM). The Claimant contended that
he was a victim of unfair labour practice by the Company for being an
officer of a trade union; and that the Company had acted <i>mala fide</i>;
and the Company had conducted themselves in a manner which had grossly
violated the Code of Conduct of Industrial Harmony and the Agreed
Practice annexed thereto; there was harassment of the Claimant and the
manner of dismissal was callous, harsh and humiliating.<br />
<b>[31]</b>
The Claimant stated that it was pertinent to note that the previous
warning and or punishment for making press statements referred to in the
letter of dismissal was irrelevant as the Claimant made those
statements when he was not an officer of a trade union.<br />
<br />
<b>DOMESTIC INQUIRY</b><br />
<b>[32]</b>
In the instant case, the Claimant claimed that the Company had failed
to conduct a domestic inquiry before dismissing him from service
contrary to the procedures established under the Company's Book of
Discipline (Black Book). COW1 informed this Court that the Company had
provided the Claimant with due inquiry in accordance with the principles
of natural justice; whereby it had issued him with the show cause
letter dated 12.11.2013, hence providing him with the opportunity to
state his defence/explanation to the allegations contained therein. In
this case, <i>vide</i> his reply to the show cause letter dated
16.11.2013, the Claimant did not dispute the statements made which
appeared in the article published in The Sun newspaper on 08.11.2013;
hence it was not necessary to conduct a domestic inquiry. COW3, one
Ilham bin <span class="casehighlight">Ismail</span>, the Company's Vice
President, Employee Relations had also testified that it is not the
practice to hold domestic inquiries in all cases. He explained that when
the committee in charge of disciplinary matters finds that there was
sufficient evidence, there would be no necessity to conduct a domestic
inquiry. He further confirmed that this had been the Company's practice
notwithstanding the provision in the Company's handbook.<br />
<b>[33]</b>
However, this Court is of the view that, it is trite that the absence
of a domestic inquiry is not fatal to an employer's case and would not
render an otherwise fair dismissal, unfair. In the case of <i>Wong Yuen Hock v. Syarikat Hong Leong Assurance Sdn. Bhd. and Another Appeal</i> (<i>Supra</i> ) which held,<br />
<blockquote>
<b>"It
was therefore the function of the Industrial Court in this particular
case to determine on the available evidence whether Wong had
misconducted himself by his involvement in the sales of the two motor
car wrecks against the unwritten rules of Hong Leong which prohibited
its staff from such activity. Since the answer was in the positive, the
next question for the court to ask itself was whether such misconduct
constituted a 'just cause' or 'just excuse' for the dismissal? It was
not within the ambit of the reference for the Industrial Court to
determine whether Hong Leong ought to be punished for failing to hold a
domestic inquiry. The Industrial Court was not competent to declare the
dismissal void for failure to comply with the rules of natural justice.
The very purpose of the inquiry before the Industrial Court was to give
both parties to the dispute an opportunity to be heard irrespective of
whether there was a need for the employer to hold a contractual or
statutory inquiry. We were confident that the Industrial Court as
constituted at present was capable of arriving at a fair result by fair
means on all matters referred to it. If therefore there had been a
procedural breach of natural justice committed by the employer at the
initial stage, there was no reason why it could not be cured at the
rehearing by the Industrial Court."</b></blockquote>
<b>[34]</b>
Therefore, failure to conduct domestic inquiry, even in the event there
had been a procedural breach committed by the Company, it would not
render the dismissal null and void, as the hearing at this Court would
cure the said procedural breach.<br />
<br />
<b>FINDINGS</b><br />
<b>[35]</b>
The Claimant in cross-examination had admitted that his defence in this
case were, that the interview and the statement was made in his
capacity as a president and member of NUFAM and not as an employee of
the Company. The Claimant had also admitted that there were no
provisions in NUFAM's constitution (CLB 4) which had stated that the
Claimant's position as the President of NUFAM was independent of his
employment with the Company. The Claimant further admitted that his
membership in NUFAM was by virtue of the fact that he was a flight
attendant employed by the Company.<br />
<b>[36]</b> Further, to a
question posed by this Court, the Claimant had admitted that he made the
statement to elaborate at paragraph 7, 8 and 9 of CLB page 10 (as per
Allegation 2 at COB page 8). The Claimant had also admitted during
cross-examination that irrespective of any position held outside, he
cannot make any press statement as an employee of the Company. The
Claimant had further admitted that under Article 27 of the MASEU's
Collective Agreement 2011 (COB3), employees are not allowed to give
press statement. The Claimant also admitted that in 2013 though NUFAM
had obtained recognition, the Collective Agreement between MAS and MASEU
was the Collective Agreement applicable and enforced to all employees
under the scope. The Claimant also agreed that he was aware under clause
12 of the Company's 'Book of Discipline (Black Book)' (COB page 31),
employees are not allowed to make any statement to the press or media
without the prior consent of the Company.<br />
<b>[37]</b> This Court
agrees with the Company's stance that the Claimant's role as a member
and President of NUFAM was subject and secondary to his underlying
fiduciary duty to the Company as his employer. As COW3 had testified
that, the fact that the Claimant made the press statements as president
of NUFAM was not an acceptable defence, as the Claimant was first and
foremost an employee of the Company and the Claimant only became the
President and/or member of NUFAM by virtue of his employment with the
Company. Further, the holding of the post in and/or membership of NUFAM
did not give the Claimant the licence to make the comments which he made
in public. This was particularly so in light of the clear provisions in
the Company's Book of Discipline relating to the same.<br />
<b>[38]</b> To support the above viewpoint, the learned Counsel for the Company cited the case of <i><a href="https://www.blogger.com/null">Kesatuan
Pekerja-Pekerja Perusahaan Alat-Alat Pengangkutan & Sekutu v.
Kilang Pembinaan Kereta-Kereta Sendirian Bhd, Johore [1980] 1 ILR 139</a></i>, the Industrial Court held as follows,<br />
<blockquote>
<b>"13.
An employee who holds office in a trade union must [not] lose sight of
the fact that he is an employee first and a Union official second. <u>He
cannot take advantage of his position in the Union and forget than he
is an employee. He must realise that he is first and foremost an
employee</u> and owes a duty to his employer to comply with any lawful
direction and to remain subjected to the system of conduct governing
employer/employee relationship that must be observed in order to promote
orderly conduct within the undertaking."</b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[39]</b> The above principle was reinforced by the Industrial Court, in the case of <i><a href="https://www.blogger.com/null">Yodoshi Malleable (M) Sdn. Bhd. v. Rajamohan S.P. Palanivel [1997] 2 ILR 449</a></i>, which held,<br />
<blockquote>
<b>"It is pertinent to note that the claimant was a union official. <u>Being
an employee who holds office he must not lose sight of the fact that he
is an employee first and a union official second. He must realise that
heis first and foremost an employee and owes a duty to his employer to
comply with any lawful direction and to remain subjected to the system
of conduct governing employer/ employee relationship that must be
observed in order to promote orderly conduct within the undertaking."</u></b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[40]</b> Further, in <i><a href="https://www.blogger.com/null">Kandu Anak Sugang & Anor v. Trienekens (Sarawak) Sdn. Bhd. [2010] 4 ILR 558</a></i>,
the employees in this case were dismissed as they were found guilty of
the misconduct in instigating other employees to boycott a company
event. Their main defence was that they were acting in the capacity as
President and Secretary of the union. The Industrial Court upheld the
employer's decision of dismissal and held:<br />
<blockquote>
<b>"[31] To
the claimants' contention, this court would like to express very
clearly that much as a workman has the right to be involved in
legitimate union activities, his employer also has the right to demand
him to perform his duties and responsibilities with conviction and
diligence. <u>Thus, in engaging himself in union activities, the workman
must at the same time ensure that his fundamental duty as a workman to
his employer is not derelicted.</u></b><br />
<b>...</b><br />
<b>[34] In the circumstances of the case before this court, though the 2 claimants here were officials of a legitimate union, <u>and
though acting as they did pursuant to the directions of the union, they
cannot claim immunity for their actions if their actions had
tantamounted to acts of misconduct and had breached the terms of their
employment contract, as they had done in this case."</u></b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[41]</b> Therefore, the Claimant cannot rely on the defence that he was a member of the trade union. In the case of <i><a href="https://www.blogger.com/null">Kumpulan Sua Betong Sdn. Bhd. v. Maruthan Kuppusamy [1996] 2 ILR 1594</a></i>, the Industrial Court had cited Alfred Avins, Employee's Misconduct, which provided:<br />
<blockquote>
<b><u>"The
making of a public defamatory attack on superiors is insubordination as
is the use of abusive language about superiors to third persons.</u></b><br />
<b><u>A
union officer who authorises the issuance of a public leaflet making a
defamatory attack on supervisor is guilty of misconduct and cannot
shield himself behind his union status.</u> In one case officers of a
union on strike against a bank issued a leaflet accusing management of
"exploiting" the bank for their "individual interest and
self-aggrandizement throwing to the winds the interests of share holders
depositors and poor bank employees" as device to gain public sympathy.
The Supreme Court of India observed that this statement makes
importations about the honesty and management of the bank and in terms
suggest improper use of the funds of the bank for personal purposes. It
therefore concluded that the of "publication can be regarded as
subversive of the credit of the bank. Therefore for his direct
connection with this document alone the appellate tribunal would have
been justified in refusing reinstatement", (<i>Punjab National Bank Ltd. v. All India Pun. N.B.E.F</i> - [1960] 1 SCR 806 AIR [1960]."</b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[42]</b>
This Court agrees with the Company's contention that the Claimant
having participated in the interview and making the press statements as
contained in the article published, the Claimant had acted against the
interests of the Company, which he ought to have given paramount
priority. It is trite that an employee's conduct which is prejudicial to
the interests and/or the reputation of an employer would be deemed as a
misconduct as decided in the case of <i>Pearce v. Foster</i> [1886] <a href="https://www.blogger.com/null">17 QBD 536</a>, whereby Lord Lopes held:<br />
<blockquote>
<b>"If
a servant conducts himself in a way inconsistent with the faithful
discharge of his duty in the service, it is misconduct which justifies
immediate dismissal. <u>That misconduct, according to my view, need not
be misconduct in the carrying on of the service or the business. It is
sufficient if it is conduct which is prejudicial or is likely to be
prejudicial to the interests or to the reputation of the master, and the
master will be justified, not only if he discovers it at the time, but
also if he discovers it afterwards, in dismissing that servant."</u></b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[43]</b>
This Court respectfully agrees with the above said authorities and
finds that the Claimant's contention that the interview and the
statement was made in his capacity as a president and member of NUFAM
and not as an employee of the Company was unfounded. The Claimant was
duty bound to place his responsibilities as an employee ahead of his
duties of the trade union. Though it was the Claimant's right to partake
in union activities, however, the Claimant would not be immunized from
disciplinary action when he had breached his expressed and/or implied
duties to the Company as an employee.<br />
<b>[44]</b> The learned Counsel for the Claimant submitted that the Claimant was protected under <a href="https://www.blogger.com/null" title="Liability in tort">section 22 of the Trade Unions Act 1959</a> (TUA 1959), <a href="https://www.blogger.com/null" title="Rights of workmen and employers">sections 4</a> and <a href="https://www.blogger.com/null" title="Prohibition on employers and their trade unions in respect of certain acts">5 of the IRA</a>.
It was contended that those statutory provisions grant the Claimant
immunity against any action as a member of the trade union. In support
of his contention the learned Counsel cited the Court of Appeal case of <i><a href="https://www.blogger.com/null">Nur Rasidah Jamaludin v. Malayan Banking Bhd. & Other Appeals [2018] 1 CLJ 330</a></i>; <i><a href="https://www.blogger.com/null">Barat Estates Sdn. Bhd. & Anor v. Parawakan Subramaniam & Ors [2000] 3 CLJ 625</a></i> and <i><a href="https://www.blogger.com/null">Kesatuan Sekerja Industri Elektronik Wilayah Barat Semenanjung Malaysia v. Renesas Semiconductor KL Sdn. Bhd. [2016] 2 ILR 138</a></i>.<br />
<br />
<b><a href="https://www.blogger.com/null" title="Liability in tort">Section 22 TUA 1959</a></b><br />
<b>[45]</b><a href="https://www.blogger.com/null" title="Liability in tort">Section 22 of TUA</a> stated as follows:-<br />
<blockquote>
<b>"22. Liability in tort.</b><br />
<blockquote>
<div style="text-indent: 25px;">
<b>(1)
A suit against a registered trade union or against any members or
officers thereof on behalf of themselves and all other members of the
trade union in respect of any tortious act alleged to have been
committed by or on behalf of the trade union shall not be entertained by
any court.</b></div>
<div style="text-indent: 25px;">
<b>(2) Nothing in this
section shall affect the liability of a trade union or any trustee or
officers thereof to be sued in any court touching or concerning the
specific property or rights of a trade union or in respect of any
tortious act arising substantially out of the use of any specific
property of a trade union except in respect of an act committed by or on
behalf of the trade union in contemplation or furtherance of a trade
dispute."</b></div>
</blockquote>
</blockquote>
<b>[46]</b> The Court of Appeal in <i>Nur Rasidah Jamaludin v. Malayan Banking Bhd & Ors Appeals</i> (<i>supra</i> ), where Harmindar Singh Dhaliwal JCA held:-<br />
<blockquote>
<b>"The general immunity conferred by <a href="https://www.blogger.com/null" title="Liability in tort">s. 22(1)</a> applies to <u>the tort of libel</u> and hence the defendants here cannot be held liable for the impugned documents published by the trade union. <u>In
short, trade unions and its members or officers have absolute immunity
from actions that are premised upon the tort of libel pursuant to <a href="https://www.blogger.com/null" title="Liability in tort">s. 22(1) of the TUA 1959</a> when the tortious acts complained of were "committed by or on behalf of the trade union"."</u></b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[47]</b> The learned Counsel for the Company in reply submitted that the phrase "absolute immunity from <b><u>actions</u></b>
that are premised upon the tort of libel..." signified that the Court
of Appeal extended the protection in so far where an action against an
employee was taken in the civil courts for the tort of libel. As the TUA
1959 does not provide for the definition of "action", the <a href="https://www.blogger.com/null" title="">Courts of Judicature Act 164</a> (CJA 1964) was referred to assist the interpretation of the said phrase. <a href="https://www.blogger.com/null" title="Interpretation">Section 3 of the CJA 1964</a> stated that:-<br />
<blockquote>
<b>""action"
means a civil proceeding commenced by writ or in such other manner as
is prescribed by rules of court, but does not include a criminal
proceeding;</b><br />
<b>...</b><br />
<b>"proceeding" means any
proceeding whatsoever of a civil or criminal nature and includes an
application at any stage of a proceeding;"</b></blockquote>
<b>[48]</b> The learned Counsel further submitted that, <a href="https://www.blogger.com/null" title="Liability in tort">section 22 TUA 1959</a>
clearly provided that the provision governs "Liability in Tort". A tort
is a civil wrong, as enunciated by the Court of Appeal in <i><a href="https://www.blogger.com/null">Bank Bumiputra Malaysia Bhd v. Emas Bestari Sdn. Bhd. & Anor And Another Appeal [2014] 1 CLJ 316</a></i>. Therefore, the provisions of <a href="https://www.blogger.com/null" title="Liability in tort">section 22 TUA 1959</a>
and its purported immunity extended only to encompass civil claims
against trade unions or its members for tortious liability. He stated
that the action against the Claimant was not an action for tort but was
an action for misconduct committed by the Claimant.<br />
<b>[49]</b> The learned Counsel further submitted that the Claimant's interpretation of <a href="https://www.blogger.com/null" title="Liability in tort">section 22 TUA 1959</a>
ran counter to the established cases which have ruled that
notwithstanding the fact that an employee was a member of the union,
that did not immunize them if their actions tantamount to acts of
misconduct.<br />
<b>[50]</b> This Court agrees with the submission put
forward by the learned Counsel for the Company and it is the considered
view of this Court that <a href="https://www.blogger.com/null" title="Liability in tort">section 22 of TUA</a>
does not apply to disciplinary proceedings taken against employees and
only relates to conferring immunity from civil suits for tort as clearly
decided in the case of <i>Nur Rasidah Jamaludin v. Malayan Banking Bhd & Ors Appeals</i> (<i>supra</i> ). The Claimant's dismissal was due to the misconduct committed by him as per the allegations at COB page 8.<br />
<br />
<b><a href="https://www.blogger.com/null" title="Rights of workmen and employers">Sections 4</a> and <a href="https://www.blogger.com/null" title="Prohibition on employers and their trade unions in respect of certain acts">5 IRA</a></b><br />
<b>[51]</b> The learned Counsel for the Claimant had also submitted that the Claimant was statutorily protected by virtue of <a href="https://www.blogger.com/null" title="Rights of workmen and employers">sections 4(1)</a> and <a href="https://www.blogger.com/null" title="Prohibition on employers and their trade unions in respect of certain acts">5(1) of the IRA</a>. This Court agrees with the learned Counsel for the Company's submission that this contention was misconceived.<br />
<b>[52]</b> In the case of <i><a href="https://www.blogger.com/null">Kesatuan Kebangsaan Pekerja-Pekerja Bank Semenanjung Malaysia v. CIMB Bank Berhad [2016] 1 ILR 363</a></i>, it was held that where disciplinary action was taken against an employee, it was not a violation of <a href="https://www.blogger.com/null" title="Rights of workmen and employers">s. 4(1) of the IRA</a>. The Industrial Court held:-<br />
<blockquote>
<b>"[24] The text of <a href="https://www.blogger.com/null" title="Rights of workmen and employers">s. 4(1)</a>
suggest that no person shall interfere with, restrain or coerce a
workman in the exercise of his rights to form and assist in the
formation of and join a trade union and to participate in its lawful
activities. From the evidence and facts it is not shown how the
respondent/bank by their actions have infringed this section. <u>It
cannot be said that by taking disciplinary action against UW1 the
respondent/bank has interfered with, restrained or coerced a workman in
the exercise of his rights to form and assist in the formation of and
join a trade union and to participate in its lawful activities....Taking
disciplinary action against a workman for a perceived wrong is the
prerogative of the employer to say the very least. The court cannot
fathom how this could tantamount to interfering with, restraining or
coercing a workman in the exercise of his rights to form and assist in
the formation of and join a trade union and to participate in its lawful
activities.</u>...<u>Subjecting a workman to disciplinary proceedings is not a violation of <a href="https://www.blogger.com/null" title="Rights of workmen and employers">s. 4(1)</a>. Dismissing him because he was found guilty of the Charges framed against him is also not a violation of <a href="https://www.blogger.com/null" title="Rights of workmen and employers">s. 4(1)</a>."</u></b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[53]</b>
Further, it was also decided in the abovementioned case that
commencement of disciplinary action and dismissing a workman did not
tantamount to a violation of <a href="https://www.blogger.com/null" title="Prohibition on employers and their trade unions in respect of certain acts">section 5(1) of the IRA</a>; and that it was reinforced by <a href="https://www.blogger.com/null" title="Prohibition on employers and their trade unions in respect of certain acts">section 5(2) of the said Act</a>. To this effect the Industrial Court held, at paragraph 26,<br />
<blockquote>
<b><u>"Merely
commencing disciplinary action and dismissing him thereafter as he was
found guilty by the panel of inquiry for the perceived wrong he did,
cannot tantamount to a violation of <a href="https://www.blogger.com/null" title="Prohibition on employers and their trade unions in respect of certain acts">s. 5(1)(d)</a>.
These are actions taken rightly or wrongly by an employer for a
perceived wrong done by its workman....The court's view to this effect
is further reinforced by 5.(2) of the <a href="https://www.blogger.com/null" title="">Industrial Relations Act 1967</a> which states that subsection (1) of <a href="https://www.blogger.com/null" title="Prohibition on employers and their trade unions in respect of certain acts">s. 5</a> ( <i>supra</i>
) shall not be deemed to preclude an employer from refusing to employ a
person for proper cause or not promoting a workman for proper cause or
suspending, transferring, or laying-off or discharging a workman for
proper cause. Hence for reasons enumerated herein before it the court
finds that the union's arguments and claim that the respondent/bank has
violated <a href="https://www.blogger.com/null" title="Prohibition on employers and their trade unions in respect of certain acts">s. 5(1)(d)</a> is again misconceived as it is clear that pursuant to <a href="https://www.blogger.com/null" title="Interpretation">subsection (2)</a> an act of discharging a workman for proper cause cannot be deemed a contravention of <a href="https://www.blogger.com/null" title="Prohibition on employers and their trade unions in respect of certain acts">s. 5(1)(d)</a>."</u></b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[54] <a href="https://www.blogger.com/null" title="Prohibition on employers and their trade unions in respect of certain acts">Section 5(2)(a) of the IRA 1967</a></b> states as follows:-<br />
<blockquote>
<b>"(2) Subsection (1) shall not be deemed to preclude an employer from-</b><br />
<blockquote>
<b>(a) refusing to employ a person for proper cause, or not promoting a workman for proper cause, or <u>suspending, transferring, laying-off or discharging a workman for proper cause;"</u></b></blockquote>
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[55]</b> Therefore the above provisions are clear that, notwithstanding <a href="https://www.blogger.com/null" title="Prohibition on employers and their trade unions in respect of certain acts">section 5(1) of the IRA</a>,
the Company may dismiss the Claimant where it is deemed to be the
proper cause of action, namely where it is found that the Claimant was
guilty of a misconduct.<br />
<b>[56]</b> It is the considered view of this Court that <a href="https://www.blogger.com/null" title="Rights of workmen and employers">sections 4(1)</a> and <a href="https://www.blogger.com/null" title="Prohibition on employers and their trade unions in respect of certain acts">5(1) of the IRA 1967</a>
are inapplicable in this particular instance as the Claimant was found
to be guilty of the allegations of misconduct levelled against him. This
Court agrees with the learned Counsel for the Company's submission that
even if there was any breach of <a href="https://www.blogger.com/null" title="Rights of workmen and employers">section 4(1)</a> or <a href="https://www.blogger.com/null" title="Prohibition on employers and their trade unions in respect of certain acts">section 5(1) of the IRA</a> (which was denied), the avenue to redress such breaches was by way of <a href="https://www.blogger.com/null" title="Reference of complaint to Industrial Court">section 8 of the IRA</a>. It was not open to this Court in a reference under <a href="https://www.blogger.com/null" title="Representations on dismissals">section 20 of the IRA</a> to consider <a href="https://www.blogger.com/null" title="Rights of workmen and employers">sections 4(1)</a> and <a href="https://www.blogger.com/null" title="Prohibition on employers and their trade unions in respect of certain acts">5(1) of the IRA</a> which would be a domain of the Industrial Court in a reference under <a href="https://www.blogger.com/null" title="Reference of complaint to Industrial Court">section 8 of the IRA</a>.<br />
<b>[57]</b>
The Claimant had also claimed that he was discriminated by the Company
on the grounds that the Claimant was punished for dismissal,
notwithstanding, the fact that the MASEU President had also issued
similar press statements attacking the management of the Company and had
called for the resignation of the CEO; however, no action was taken
against the MASEU officials.<br />
<b>[58]</b> With regard to this
issue, COW1 had testified that the Company did receive a report and had
conducted an investigation into the matter, however, it was put on hold
due to the announcement of the Company's restructuring. COW1 further
testified that soon thereafter the <a href="https://www.blogger.com/null" title="">Malaysian Airline System Berhad (Administration) Act 2015</a>
was passed and that all cases were put on hold due to the moratorium
whilst the Company prepared for the restructuring process. This was
confirmed by COW3 who testified that in view of the major developments
taking place in the Company during the material time, in particular the
MH370 and MH17 incidents, it was decided that the appropriate action to
be taken against the MASEU members would be put on hold.<br />
<b>[59]</b>
However, this Court agrees with the Company's contention that, the fact
that no action was taken against other employees does not determine the
justifiability of the Claimant's dismissal. The learned Counsel for the
Company in his submission referred this Court to the case of <i><a href="https://www.blogger.com/null">Ranjit Kaur S Gopal Singh v. Hotel Excelsior (M) Sdn. Bhd. [2010] 8 CLJ 629</a></i>, whereby the Federal Court held,<br />
<blockquote>
<b>"All
the above are the relevant matters which the Industrial Court had
failed to take into consideration. Instead, it took into consideration
other irrelevant matters. <u>A clear example was when it took into
account the fact that the respondent's action in not taking action
against another employee for a similar misconduct amounted to a display
of double standard. With utmost respect, such conclusion is a clear
error. As rightly pointed out by the learned High Court judge that such
consideration was irrelevant as it was not for the appellant to question
why the respondent as the employer should take disciplinary action
against her and not another</u>."</b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[60]</b> As this Court had decided in the case of <i>Norkhairul Izam bin Kassim v. Bank Muamalat (M) Berhad</i> (Award No. 375 of 2018), referring to the case of <i>Ranjit Kaur</i> (<i>Supra</i>
), this Court has no jurisdiction to consider the punishment imposed on
the other employees. It is the duty of this Court to decide whether the
punishment of dismissal on the Claimant was fair and just based on the
facts and circumstances pertaining to the misconduct that the Claimant
had committed.<br />
<b>[61]</b> Irrespective of whether there was any
action taken against MASEU officials or its president, this does not
absolve the Claimant of his own misconduct and render the Company's
decision to terminate his services void. As held by Abdul Malik Ishak
JCA (as he then was) in the case of <i><a href="https://www.blogger.com/null">Ranjit Kaur S Gopal Singh v. Hotel Excelsior (M) Sdn Bhd [2010] 3 CLJ 310</a></i>:-<br />
<blockquote>
<b>"It <u>must
be borne in mind that irrespective of whether or not the respondent
employer chose to discipline another individual this did not absolve the
appellant employee from her misconduct.</u> The High Court was correct in issuing an order of <i>certiorari</i> because it was not for the appellant employee to question the respondent employer's election of whom to discipline."</b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[62]</b>
The learned Counsel for the Company submitted that based on the
foregoing authority, the Claimant was precluded from questioning the
Company's decision on whether to impose any disciplinary action against
the MASEU officials. The Company's decision to dismiss the Claimant was
made in light of the nature of the Claimant's misconduct and his poor
disciplinary record (COB pages 16 - 29). COW3 testified that the
Claimant had failed to appreciate that the Company had previously
accorded him with the opportunity to improve his behaviour by issuing
him with lesser punishments when he had made press statements in the
past. Instead of desisting, the Claimant repeated his conduct; despite
being expressly warned against making future statements to the press
pertaining to the business of the Company.<br />
<b>[63]</b> It is also
the Company's contention that the Claimant was well aware of the
Company's position in relation to his actions of speaking to the media
without prior consent of the Company, which the Company deems as a
misconduct under clause 12 of the Company's 'Book of Discipline (Black
Book)'. Notwithstanding the above, the Claimant had acted in defiance of
the Company's warnings and had repeatedly committed a misconduct of a
similar nature in this instance. The past misconduct was stipulated in
the Claimant's dismissal letter dated 29.11.2013 (COB pages 13 - 15).<br />
<b>[64]</b>
It is trite that past misconduct of an employee is a relevant factor to
be considered in determining whether the punishment of dismissal is
harsh. In support, the learned Counsel for the Company referred the case
of <i><a href="https://www.blogger.com/null">Kamala Loshanee a/p Ambalavanar v. Jaffnese Co-operative Society [1998] 1 LNS 339</a></i>; [1998] 7 MLJ 61, Nik Hashim J (as he then was) held,<br />
<blockquote>
<b>"The
message to the applicant was very clear indeed that the warning was a
final one. Unfortunately, the applicant did not heed it. <u>The previous
warnings could not be considered as 'spent', even though the final
warning was issued some 12 years prior to the incident. Since the final
warning was breached by the applicant's misconduct, the respondent
society could not be expected to overlook the past bad record of the
applicant and to confine itself to the particular incident of this
case... Thus, the learned Chairman of the Industrial Court was right to
take the past misconduct as a relevant consideration for the purpose of
determining the appropriate punishment for the subsequent misconduct."</u></b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[65]</b> Also in the case of <i><a href="https://www.blogger.com/null">UMW Equipment Sdn. Bhd. v. Parantaman Ramasamy & Anor [2014] 3 ILR 12</a></i>; [2014] 3 MLJ 457 which held,<br />
<blockquote>
<b>"[22] As far as punishment was concerned, <u>the
facts showed that this was not the first time that the respondent had
been brought before the domestic enquiry for similar misconduct.</u> The
first domestic enquiry which was held on 20 April 1998 found the
respondent guilty of five charges of misconduct but the appellant
decided to give him another opportunity by giving him a final warning
that any further act of misconduct and infringement of the appellant's
rules and regulations would result in termination of service. The
judgment of the Industrial Court shows that the respondent had been
issued with warning letters relating to his discipline and punctuality
even before the first enquiry was held. Verbal warning had also been
given to him in the past. Learned counsel for the appellant submitted
that the misconduct which preceded the second enquiry was the proverbial
straw that broke the camel's back leaving the appellant with no choice
but to terminate his employment upon the respondent being found guilty
of the charges against him. <u>Past misconduct is a relevant factor and
the Industrial Court, had in the past, taken into consideration in
determining whether the punishment is harsh or otherwise."</u></b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[66]</b>
Where an employee repeatedly commits a misconduct of a similar nature,
the repetitive nature of such actions may warrant dismissal as decided
in the case of <i><a href="https://www.blogger.com/null">VDO Instruments (M) Sdn. Bhd. v. Lau Jit Imm [2004] 3 ILR 392</a></i>, the Industrial Court held,<br />
<blockquote>
<b>"The law is that past misconduct is a relevant factor when considering whether a dismissal is justified. <u>The repetition and cumulative effect of similar acts of misconduct may justify dismissal."</u></b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[67]</b>
This Court agrees with the Company's contention that the Claimant's
repeated similar misconduct underlines his insubordination against the
Company. As a long-serving employee of the Company, the Claimant ought
to have been aware of the Company's policies instead of acting in
contravention of the same.<br />
<b>[68]</b> In the present instance,
the Claimant did not deny the allegations which had been levelled
against him; he merely took the position that the press statements had
been made by virtue of his position as the president of NUFAM. Apart
from breaching his implied duty towards the Company, the Claimant had
also breached express regulations of the Company, namely the procedure
governing the raising of grievances and the provision in the Company's
'Book of Discipline (Black Book)' in relation to publications,
interviews, broadcasts etc.<br />
<b>[69]</b> The Company contended that
the Claimant's dismissal was justified on the basis that the contents
of the press statement which levelled various allegations against the
Company were unfounded. The learned Counsel for the Company referred to
the case of <i><a href="https://www.blogger.com/null">Penang Han Chiang Associated Chinese Association v. Lim Keng Hun [1996] 2 ILR 1830</a></i>, which held,<br />
<blockquote>
<b>"When
an employee is in employment, he is likely to come across information
which is of such nature that if passed to outsiders may not be in the
best interest of the company. If an employee passed on such information
that is presumed to be an act of damage to the interest and reputation
of the company, it is misconduct. <u>If the information so passed is of
serious nature and without justification or truth then the company's
dismissal of such an employee would be justified."</u></b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[70]</b>
The learned Counsel submitted that the Claimant as the president of
NUFAM and a member of its Executive Committee was responsible for the
remarks made by NUFAM to the press. NUFAM's call for the resignation of
the Company's CEO, is a misconduct which justified the Claimant's
dismissal. The learned Counsel referred to the case of <i>Kumpulan Sua Betong</i> (<i>supra</i> ), it was held.<br />
<blockquote>
<b>"The
company can take serious objection to this if indeed it is true that
the claimant had defamed the company. The Court agrees with the
submission of learned Counsel for the company that <u>defaming one's employer is a serious misconduct for which the employee can be dismissed."</u></b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[71]</b> The learned Counsel also referred the case of <i><a href="https://www.blogger.com/null">Chuang Kwang Li v. Aero Chuang Kwang Li [2010] 2 LNS 0583</a></i>,
whereby the employee in this case was dismissed on the grounds that he
had made disparaging remarks and/or questioned the
reliability/authority/integrity of the CEO. The Industrial Court, in
evaluating the proportionality of the punishment, upheld the decision of
the employer to dismiss the employee, and held,<br />
<blockquote>
<b>"The proposals he made to COW2 as to the mode of payment by backdating invoices would entail payments to unconnected parties. <u>The
proposal to pay an additional RM600,000.00 was on a balance of
probability a breach of honestly, integrity and good faith to the
Company. The Court finds on a balance of probability, the Claimant's
conduct to be acrimonious, insolent and disrespectful in particular to
COW1 as the CEO of the Company and the Company as a whole."</u></b><br />
<div align="right">
<b>[emphasis added]</b></div>
</blockquote>
<b>[72]</b>
This Court respectfully agrees with the above said authorities and the
submission of the learned Counsel for the Company. It was clear that
making derogatory statements of the employer is a dismissible misconduct
irrespective or independent of whether the offence is contained in the
handbook.<br />
<b>[73]</b> This Court also finds that the press
statement which raised various allegations against the Company which was
subsequently published in an article in The Sun newspaper on 08.11.2013
would pose a risk of adverse publicity to the Company and are
potentially damaging to the reputation of the Company which was the
country's national carrier.<br />
<b>[74]</b> In view of the seriousness
and nature of the Claimant's misconduct; and taking into account the
fact that the Claimant remained unremorseful based on his poor
disciplinary record, it is the considered view of this Court that the
Company's decision to dismiss the Claimant with immediate effect was
warranted and commensurate with the misconducts committed by the
Claimant. Hence, the Company had just cause and excuse to dismiss the
Claimant in the circumstances of this matter.<br />
<b>CONCLUSION</b><br />
<b>[75]</b> In view of that, after taking into account the totality of the evidence adduced by the parties and bearing in mind <a href="https://www.blogger.com/null" title="Awards">subsection 30(5) of IRA</a>
which requires the Court to act according to equity, good conscience
and the substantial merits of the case without regard to technicalities
and legal form, this Court finds that the Company has proved on a
balance of probabilities that the Claimant's dismissal was with just
cause or excuse. Accordingly, the Claimant's case is hereby dismissed.<br />
<div align="center" style="margin-bottom: 0; margin-top: 20;">
<b>HANDED DOWN AND DATED THIS 14<sup>TH</sup> DAY OF FEBRUARY 2019</b></div>
<div align="center" style="margin-bottom: 0; margin-top: 20;">
<b>(JAMHIRAH ALI)</b></div>
<div align="center" style="margin-bottom: 0; margin-top: 0;">
CHAIRMAN</div>
<div align="center" style="margin-bottom: 0; margin-top: 0;">
INDUSTRIAL COURT, MALAYSIA</div>
<div align="center" style="margin-bottom: 0; margin-top: 0;">
KUALA LUMPUR</div>
</span>
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<tr><td><span id="ctl00_CMain_lblCounsel"><br /></span>
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Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-10573805052323775672017-04-05T10:37:00.002-07:002017-04-05T10:37:48.105-07:00KESATUAN KEBANGSAAN PEKERJA-PEKERJA BANK & ORS v. KETUA PENGARAH KESATUAN SEKERJA & ORS - 10/10/2013 - kes section 26(1A)<!--[if gte mso 9]><xml>
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<div class="MsoNormal">
KESATUAN KEBANGSAAN PEKERJA-PEKERJA BANK & ORS v. KETUA
PENGARAH KESATUAN SEKERJA & ORS</div>
<div class="MsoNormal">
HIGH COURT MALAYA, KUALA LUMPUR</div>
<div class="MsoNormal">
ALIZATUL KHAIR OSMAN J</div>
<div class="MsoNormal">
[ORIGINATING SUMMONS NO: R4(R2)-24-51-2008]</div>
<div class="MsoNormal">
10 OCTOBER 2013</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="color: blue;"><i>LABOUR LAW: Trade union - Eligibility to membership -
Whether a trade union member who has been dismissed from employment remains a
member pending final decision on challenge against dismissal - Industrial
Relations Act 1967, s. 20 - Trade Unions Act 1959, s. 26(1A)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>STATUTORY INTERPRETATION: Aids to construction - Hansard -
Recourse by court when interpreting statute - Trade Unions Act 1959, s. 26(1A)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>WORDS AND PHRASES: Workman - Definition of - Whether a
workman who has been dismissed from employment remains a workman pending final
decision on challenge against dismissal - Industrial Relations Act 1967, s. 20
- Trade Unions Act 1959, s. 26(1A)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>One Mr Solomon who was the General Secretary of the first
plaintiff was dismissed from employment together with nine other members of the
first plaintiff by CIMB Bank Berhad for unlawful picketing. Mr Solomon and the
other members concerned challenged the dismissal and a representation was made
to the Industrial Court pursuant to s. 20 of the Industrial Relations Act 1967
('IRA'). The representation was heard by the Industrial Court, and the present
originating summons was filed, pending the decision. According to the Director
General of Trade Unions ('DGTU'), Mr Solomon was allowed to continue being a
member of the first plaintiff and to stand for elections based on the view that
Mr Solomon remained a workman as defined under the IRA until his representation
to the Industrial Court on his dismissal was finally decided. However, the
Attorney General's Chambers held the opposite view in relation to s. 26(1A) of
the Trade Unions Act 1959 ('TUA'). Hence, the first plaintiff applied by way of
the present originating summons, inter alia, for the following declarations, ie
: (i) that a person who was a member of the plaintiff and who had been
dismissed or retrenched from employment would still be considered and deemed to
be a member of the plaintiff in the event such dismissal or retrenchment was
challenged in any proceedings in court or representations had been made to the
Director General of Industrial Relations ('DGIR') for his reinstatement to his
former employment; and (ii) that the TUA read together with the IRA did not
prevent a member of the plaintiff who had been dismissed or retrenched from
employment from holding office as a member of the executive of the plaintiff,
in the event such dismissal, termination, discharge or retrenchment was
challenged in any proceedings in court or representations had been made to the
DGIR for his reinstatement to his former employment. The sole issue for
determination of the court related to the interpretation of s. 26(1A) of the
TUA in a situation where an employee had been dismissed by an employer within a
particular industry. More specifically, the issue was whether an employee who had
been dismissed by an employer within a particular industry and whose dismissal
had been challenged could continue to be a member of the Trade Union in that
industry.</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Held (allowing first plaintiff's application with costs):</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i><span style="mso-spacerun: yes;"> </span>(1) Section 26(1A)
of the TUA was enacted for the purpose of restricting membership of a
particular union to only persons employed in that particular type of trade or
occupation or industry and not to automatically strip members of their
membership of the union merely due to the fact that they were terminated from
their employment (notwithstanding that they were challenging their termination
by seeking reinstatement under s. 20 of the IRA). To construe it as such would
enlarge the powers of the DGTU to an unacceptable and arbitrary extent. Such a
construction would also run counter to the express intention of the Parliament.
(paras 82 & 83)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i><span style="mso-spacerun: yes;"> </span>(2) The court can
rely on the Hansard to assist it in the construction of a statute. The
Minister's speech when tabling the Bill to amend s. 26(1A) in the Parliament in
1988 clearly disclosed the mischief aimed at or the legislative intention lying
behind the ambiguous or obscure words, which was to confine the membership of
the union only to persons engaged or employed in the trade, occupation or
industry in respect of which the union was registered; Chor Phaik Har v. Farlim
Properties Sdn Bhd (refd); National Union of Newspaper Workers v. Ketua
Pengarah Kesatuan Sekerja (refd). (paras 83 & 89)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i><span style="mso-spacerun: yes;"> </span>(3) It would be
premature to decide whether a member of a union has lost his membership due to
a dismissal which is being challenged and where a representation has been made
under s. 20 of the IRA and the matter referred to the Industrial Court for
adjudication. This was because when an employee is dismissed and the matter was
referred to the Industrial Court under s. 20 of the IRA, the burden is on the
employer to prove that the dismissal was done with just cause and excuse. Thus,
until and unless the Industrial Court has disposed of a representation made
under s. 20 for reinstatement, another court may not deem that the workman has
forfeited his union membership. (para 132)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Case(s) referred to:</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>All Malayan Estates Staff Union v. Rajasegaran & Ors
[2006] 4 CLJ 195 FC (refd)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Anthonyamah Anthony & Ors v. Socfin Co Bhd [1992] 3 CLJ
1410; [1992] 2 CLJ (Rep) 75 HC (dist)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Blackburn v. Attorney-General [1971] 2 All ER 1380 (refd)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Chor Phaik Har v. Farlim Properties Sdn Bhd [1994] 4 CLJ 285
FC (refd)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Duport Steels Ltd v. Sirs [1980] 1 WLR 142 (refd)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Hoh Kiang Ngan v. Mahkamah Perusahaan Malaysia & Anor
[1996] 4 CLJ 687 FC (refd)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Kempas Edible Oil Sdn Bhd (Kilang Kempas Devon) v. All
Malayan Estates Staff Union (Amesu) [2006] 4 ILR 2942 IC (dist)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Malaysian Bar v. Dato' Kanagalingam Veluppillai [2004] 4 CLJ
194 FC (refd)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>National Union of Newspaper Workers v. Ketua Pengarah
Kesatuan Sekerja [2000] 4 CLJ 233 FC (refd)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>National Union Of Teachers In Independent Schools, West
Malaysia v. Han Chiang High School, Penang [1989] 1 CLJ 1091; [1989] 2 CLJ (Rep)
160 HC (refd)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Palm Oil Research And Development Board Malaysia & Anor
v. Premium Vegetable Oils Sdn Bhd [2004] 2 CLJ 265 FC (refd)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Pepper (Inspector of Taxes) v. Hart [1993] 1 All ER 42
(refd)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Perusahaan Otomobil Kedua Sdn Bhd v. Ketua Pengarah Kesatuan
Sekerja & Anor [2000] 5 CLJ 351 HC (dist)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>PP v. Tan Tatt Eek & Other Appeals [2005] 1 CLJ 713 FC
(refd)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>R (on the application of Quintavalle) v. Secretary of State
for Health [2003] 2 All ER 113 (refd)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Re Singapore Industrial Workers Union [1964] 1 LNS 178 HC
(refd)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Salomon v. Commissioners of Customs & Excise [1967] 2 QB
116 (refd)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Seow Teck Ming & Anor v. Tan Ah Yeo & Anor [1991] 3
CLJ 2731; [1991] 4 CLJ (Rep) 576 CA (foll)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Wong Pot Heng v. Zainal Abidin Putih & Anor [1990] 2 CLJ
174; [1990] 1 CLJ (Rep) 312 SC (refd)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Legislation referred to:</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Industrial Relations Act 1967, ss. 2, 4, 5, 7, 20, 26(2), 59</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Interpretation Acts 1948 & 1967, s. 17A</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Trade Unions Act 1959, ss. 2, 10(2), 12(3), 26(1A), (1B),
29(1), 66(2)</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Counsel:</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>For the 1st plaintiff - Ambiga Sreenevasan; M/s Sreenevasan
Young</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>For the 2nd plaintiff - Chandrasegaran (Pong Fook Chuah with
him); M/s Prem & Chandra</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>For the 3rd - 11th plaintiffs - Anand Ponnudurai; M/s
Bodipalar Ponnudurai De Silva</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>For the 1st defendant - AG's Chambers</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>For the 2nd - 11th defendants - M Eswary; M/s The Law Firm
Of M Eswary</i></span></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<br /></div>
<span style="color: blue;"><i>
</i></span><div class="MsoNormal">
<span style="color: blue;"><i>Reported by Amutha Suppayah</i></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
JUDGMENT</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Alizatul Khair Osman J:</div>
<div class="MsoNormal">
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<div class="MsoNormal" style="text-align: justify;">
Introduction</div>
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<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[1] This is an application by way of originating summons
(encl. 1) by the first plaintiff, the National Union of Bank Employees against
the first respondent, the Director General of Trade Unions for, inter alia, the
following reliefs:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(i) <b>a declaration
that a person who is a member of the plaintiff and who has been dismissed,
terminated, discharged or retrenched from employment would still be considered
and be deemed a member of the plaintiff in the event such dismissal,
termination, retrenchment is challenged in any proceedings in court or
representations have been made to the Director General of Industrial Relations
for his reinstatement to his former employment;</b></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(ii) <b>a declaration
that the Trade Unions Act 1959 read together with the Industrial Relations Act
1967 do not prevent a member of the plaintiff who has been dismissed,
terminated, discharged or retrenched from employment from holding office as a
member of the executive of the plaintiff, in the event such dismissal, termination,
discharge or retrenchment is challenged in any proceedings in court or
representations have been made to the Director General of Industrial Relations
for his reinstatement to his former employment</b>; and</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(iii) a
declaration that Mr Sandagran Solomon Joseph Pitchay who was elected as general
secretary of the plaintiff on 7 August 2005 and re-elected as general secretary
on 26 July 2008 was rightly and lawfully elected as general secretary of the
plaintiff.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[2] The second to 11th defendants were added as defendants
pursuant to an application to intervene and vide order of court dated 16
December 2008.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[3] The second to 11th defendants were members of the first
plaintiff who were at the material time employed in the industry in respect of
which the first plaintiff was registered.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[4] The second to 11th plaintiffs were added as plaintiffs
to this application pursuant to an application to intervene and vide order of
this court dated 6 January 2009 and 9 April 2009 respectively.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Background</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[5] The background facts leading to this application as set
out in the first plaintiff's written submissions and in the affidavit in
support of the originating summons (encl. 2) were as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Sometime towards
the end of 2004, several members of the first plaintiff filed an application to
the High Court for an order to direct the DGTU to conduct elections to resolve
the ongoing internal dispute and leadership crisis facing the first plaintiff.
The High Court dismissed the application but on appeal, the Court of Appeal,
allowed the appeal and made an order directing the DGTU to conduct elections
within four months and thereupon to announce the outcome of the elections
within 24 hours upon completion of the elections. The outcome of the elections
was that Mr Solomon won by a majority of votes for the post of Branch Committee
member at the Penang branch level and the post of general secretary at the
national level respectively.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[6] Since 8 August 2005 therefore, Mr Solomon has been
holding the position of general secretary of the first plaintiff and conducting
the administration of the first plaintiff.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[7] Mr Solomon was allowed to stand for elections and to be
elected as the general secretary in 2005 by the then DGTU even though he was
dismissed from employment prior to that in 2004. In fact, at the material time
in 2005 the then DGTU also took the position that one Encik Muhammad Fauzi bin
Haji Shamsuddin who was running for the post of president was allowed to stand
for elections notwithstanding the fact that he was also dismissed and/or
terminated from employment at the material time and was challenging the
dismissal.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[8] The details relating to Mr Solomon's dismissal and the
subsequent reference to the Industrial Court were as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(i) Mr Solomon, the
general secretary of the first plaintiff was dismissed from employment together
with nine other members of the first plaintiff by CIMB Bank Berhad on 27 April
2004 for allegedly unlawful picketing.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(ii) Mr Solomon
and the other eight members concerned challenged the dismissal and a
representation was made to the Industrial Court pursuant to s. 20 of the
Industrial Relations Act, 1967 ('IRA'). The representation was heard by the
Industrial Court, and at the time the OS was filed, was pending decision.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[9] According to the DGTU, Mr Solomon was allowed to
continue being a member of the first plaintiff and to stand for elections based
on the opinion of the then legal adviser (of the Ministry of Human Resources)
who was of the view that Mr Solomon remained a workman as defined under the IRA
until his representation to the Industrial Court on his dismissal was finally
decided. (see paras. 12.2.1 - 12.2.7., encl. 12).</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[10] However in 2008, following an exchange of
correspondence between the DGTU's office and the first plaintiff regarding the
status of Mr Solomon (as general secretary of the first plaintiff) arising from
a query raised initially by the then President of the Industrial Court when Mr
Solomon appeared for the first plaintiff before her, the DGTU on 1 July 2008
wrote to Mr Solomon. In the letter dated 1 July 2008, the DGTU stated that
pursuant to queries from members pertaining to the status of the general
secretary of the first plaintiffs, the DGTU referred the issue to the Attorney
General's Chambers, who gave the following interpretation of s. 26(1A) of the
Trade Unions Act 1959 ("TUA"):</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Subseksyen 26(1A)
Akta Kesatuan Sekerja (Akta 262) memperuntukkan bahawa seseorang yang "not
employed or engaged" in any establishment, trade, occupation or industry
in respect of which the trade union is registered" tidak boleh menjadi
anggota sesebuah kesatuan sekerja. Perkataan employed and engaged... merujuk
kepada sesorang yang masih bekerja dengan majikannya dan tidak meliputi
seseorang yang telah diberhentikan kerja walaupun pekerja tersebut telah pun
memfailkan representasi mengenai pembuangan kerjanya.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(see exh. OP-2 of
the first respondent's affidavit in reply dated 10 October 2008).</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[11] The first plaintiff viewed the interpretation as
"a grave departure" from previous practice and a drastic stance taken
by the first defendant as at all material times the first plaintiff had treated
and deemed members who were dismissed as members so long as their dismissals
were being challenged. The implication from the aforesaid interpretation, in
the first plaintiff's view, was that any member of the first plaintiff who was
dismissed would automatically lose his membership of the union and all benefits
and rights that attach to his membership. Vide letter dated 9 July 2008 to the
DGTU, the first plaintiff, after seeking legal advice disputed the
interpretation of the Attorney General's Chambers. The DGTU in its reply dated
21 July 2008 reiterated its stand on the matter as per its earlier letter of 1
July 2008.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
(see exhs. A-11 and A-22, encl. 2 respectively).</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[12] Arising out of the above sequence of events, the first
plaintiff filed these present proceedings.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[13] For completeness it should be mentioned that sometime
in April 2008, the first plaintiff's elections at branch levels were conducted.
The principal office bearers of the first plaintiff were unanimously nominated
to hold on to their respective positions for the ensuing term of 2008-2011. The
result was that all the principal officer bearers of the first plaintiff were
retained in their positions unopposed. Thus, Mr Solomon retained his position
as general secretary of the plaintiff effectively for the term April 2008 to
April 2011, when elections were next due.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Issue</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[14] Arising out of the above facts the sole issue for
determination before the court relates to the interpretation of s. 26(1A) of
the Trade Unions Act 1959 (TUA) in a situation where an employee has been
dismissed by an employer within a particular industry. More specifically, the issue
was whether an employee who has been dismissed by an employer within a
particular industry and whose dismissal has been challenged can continue to be
a member of the trade union in that industry.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[15] Section 26(1A) of the TUA reads as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>No person shall
join, or be a member of, or be accepted or retained as a member of any trade
union if he is not employed or engaged in any establishment, trade, occupation
in respect of which the trade union is registered. (emphasis added)</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
First Plaintiff's Submission</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[16] It was the first plaintiff's submission that s. 26(1A)
of the TUA ("s. 26(1A)") did not preclude membership of a trade union
in the circumstances where an employee has been dismissed and whose dismissal
has been challenged.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[17] At the start of her submission learned counsel for the
appellant urged the court to disregard:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) paragraphs 13
to 17 of the second to 11th defendant's affidavit; and</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) paragraphs 3
to 6 of the first defendant's affidavits,</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>as they do not in
any way assist the court in the construction of either the TUA or the IRA nor
do they have any bearing on the construction of either legislation. Further
these allegations and complaints were strongly disputed and were nothing more
than allegations and complaints against the general secretary to the first
plaintiff.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[18] Learned counsel also reminded the court of the terms of
the court's order on 16 December 2008 which allowed the intervention of the
second to 11th defendants which were as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>... ADALAH
DIPERINTAHKAN bahawa Pencelah-pencelah (kecuali Pencelah No. 9) diberi
kebenaran untuk mencelah dalam prosiding ini dan setelah ditambahkan sebagai
Defendan 2 hingga 11 dalam tindakan ini dengan menghadkan diri mereka kepada isu-isu,
fakta-fakta dan undang-undang yang telah dibangkitkan di dalam Saman Pemula
(kandungan 1) dan Afidavit Sokongan yang diikrarkan oleh Sandagran Solomon a/l
Josepah Pitchay pada 8.8.2008 (Kandungan 2) sahaja DAN AKHIRNYA DIPERINTAHKAN
bahawa tiada perintah terhadap kos.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[19] Consequently the parties ought to confine themselves
only to facts which have a bearing on the construction of s. 26(1A) and other
relevant provisions in the TUA and the IRA.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[20] The first plaintiff's contention that s. 26(1A) do not
preclude members who have been dismissed and whose dismissal is being
challenged from being members of a trade union is premised on the following
proposition of law:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[21] Firstly, on the interpretation of s. 26(1A):</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) the
interpretation of "trade union" in the TUA read together with the
definition of "workman" under s. 2 of the TUA and under s. 2 of the
IRA.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[22] The definition of "trade union" under s. 2 of
the TUA is as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>"trade
union" or "union" means any association or combination of
workmen or employers, being workmen whose place of work is in West Malaysia,
Sabah or Sarawak, as the case may be, or employers employing workmen in West
Malaysia, Sabah or Sarawak as the case may be:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) within any
particular establishment, trade, occupation or industry or within any similar
trades, occupations or industries;...</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;">
</span>"Workman" is in turn defined as "...any person, including
an apprentice, employed by an employer under a contract of employment to work
for hire or reward and for the purposes of any proceedings in relation to a
trade dispute includes any such person who has been dismissed, discharged or
retrenched in connection with or as a consequence of that dispute or whose
dismissal, discharge or retrenchment has led to that dispute.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Under the same
section of the TUA. (emphasis added)</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[23] The same definition of "workman" is found in
s. 2 of the IRA.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) Rule 4.7 of
the constitution of the NUBE which reads as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Any member who has
been in the Union for a period of more than six months and is retrenched from
his employment for taking an active part in any movement authorized by the
National Executive Council or Branch Committee, or for being a Branch Officer
of the Union and for doing his duty in that capacity, or for any other reason
which in the opinion of the National Executive Council, be entitled to and be
given such assistance, legal, financial and/or otherwise, as shall from time to
time be determined by the National Executive Council, having regard to the
circumstances of each individual case. In determining any such case the
National Executive Council shall be guided by the principle that any member or
members so discharged from his or their employment is or are entitled to the
greatest assistance which it is in the power of the Union to grant, whether
legal, financial, moral or otherwise with a view to his or their reinstatement
or other reasonable compensation.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[24] As this rule expressly provides for the first plaintiff
to render all such assistance as is necessary to any "member" who is
discharged from employment with a view to his reinstatement or compensation, it
therefore implicitly recognises that a person who is discharged or terminated
from employment is still a member of the trade union concerned and is entitled
to all such assistance as stated therein.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[25] In this regard learned counsel referred to s. 66(2) of
the TUA which provides that:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Nothing in this
Act shall be deemed to authorize a trade union to act contrary to, or in excess
of the powers conferred upon it by, it a rules.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[26] The rules of the trade union ie, the constitution of
NUBE in this case, having "in a sense" been approved by the DGTU (as
seen from ss. 10(2) and 12(3)) it would therefore lend force to the plaintiff's
argument that s. 26(1A) must be construed in the manner proposed for the rules
to be consistent with the TUA.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(c) The primary
purpose for the enactment of s. 26(1A) of the TUA was to limit membership of a
particular union to only persons in a particular trade or industry.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[27] Section 26(1A) was not enacted to preclude a member who
has been dismissed (and who is challenging his dismissal) from continuing to be
a member of a trade union of a particular type of trade or occupation or
industry to which the said member belonged to.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[28] Learned counsel argued that s. 26(1A) was enacted to
ensure that only persons employed in a particular trade or industry may be
members of a union in that particular trade or industry, for example, a hotel
worker can only be a member of the Hotel Workers' Union and cannot be a member
of the Newspaper Union Workers' Union.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[29] This was evident from the speech of the Minister when
tabling the Bill proposing the amendment to s. 26(1A) as recorded in the
Hansard dated 12 October 1988 which is reproduced below:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Pindaan yang
dicadangkan di bawah Fasal 6 adalah bertujuan menjadikan seksyen 26(1A) lebih
jelas dan tepat untuk memastikan bahawa seseorang pekerja tidak boleh menganggotai
atau terus menjadi ahli suatu kesatuan jika ia tidak digaji dalam tred,
pekerjaan atau industri yang ada kaitan dengan kesatuan itu. Peruntukan yang
ada sekarang kurang jelas sama ada seseorang yang telah masuk menjadi ahli
kesatuan dan kemudiannya berhenti dari digaji dalam tred, pekerjaan atau
industri berkenaan boleh mengekalkan keahliannya. Walau bagaimanapun, seseorang
yang dipilih oleh ahli-ahli kesatuan dan digaji untuk bekerja sepenuh masa
sebagai Setiausaha, Penolong Setiausaha, Bendahari atau Penolong Bendahari
Kesatuan menurut seksyen 29(1)(a) adalah dianggap sebagai digaji dalam tred,
pekerjaan atau industri yang berkenaan.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[30] That this was the primary purpose for the enactment of
s. 26(1A) of the TUA was reinforced by the Federal Court decision in the case
of National Union of Newspaper Workers v. Ketua Pengarah Kesatuan Sekerja
[2000] 4 CLJ 233; [2000] 3 MLJ 689. In that case employees of two companies
involved in publications namely, FPSB and STPD were members of a union called
NUPW. The companies subsequently decided not to recognise NUPW as both the
companies were no longer involved or connected with the newspaper publishing
industry. The matter was referred to the DGTU. After due investigation, the
DGTU found that both companies were no longer involved in the newspaper
publishing industry.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[31] As the NUPW's constitution provided for membership of
the union to be strictly for employees of the newspaper publishing and
subsidiary industries only the DGTU accordingly decided that employees of both
FPSB and STPD cannot be accepted or continue to be members of NUPW.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[32] The Federal Court agreed with the Court of Appeal that
s. 26(1A) of the TUA can be applied by the DGTU to render the entire membership
of the union in FPSB and STPD not eligible and the union incompetent to
represent the entire membership of the companies.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[33] Secondly, the court should adopt a purposive approach
in interpreting the TUA as the TUA is a "piece of social legislation that
was enacted to regulate and prescribe rules for the formation of unions and
regulate the trade union movement" with the underlying objective of
promoting "social harmony between employers and workers who form the trade
union movement."</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[34] The purposive approach would require the court to
interpret the provisions of the TUA such that they are in accord with the
purpose of the TUA ie, "to provide social harmony between the employers
and the employees".</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[35] Counsel for the first plaintiff submitted that the
courts have consistently applied the purposive approach in interpreting social
legislation like the TUA and the IRA.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[36] The interpretation of s. 26(1A) by the DGTU on the
other hand would not promote social harmony but would instead promote
"union busting".</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[37] This means that employers can successfully rid
themselves of union members who are vocal and regarded as 'problematic' by
terminating or discharging them and thereby removing them from the union. Other
employees too would be afraid to not only be active but also to join a union
out of fear of reprisal. This according to counsel could not be the intention
of the TUA.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[38] The first plaintiff relied on s. 17A of the
Interpretation Acts, 1948 and 1967 and the following cases in support of their
proposition:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) All Malayan
Estates Staff Union v. Rajasegaran & Ors [2006] 4 CLJ 195; [2006] 6 MLJ 97;</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) Palm Oil
Research And Development Board Malaysia & Anor v. Premium Vegetable Oils
Sdn Bhd [2004] 2 CLJ 265; [2005] 3 MLJ 97;</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(c) R (on the
application of Quintavalle) v. Secretary of State for Health [2003] 2 All ER
113;</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(d) Chor Phaik Har
v. Farlim Properties Sdn Bhd [1994] 4 CLJ 285; [1994] 3 MLJ 345; and</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(e) Hoh Kiang Ngan
v. Mahkamah Perusahaan Malaysia & Anor [1996] 4 CLJ 687; [1995] 3 MLJ 369.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[39] Thirdly, it was the first plaintiff's submission that
in the case of a dismissal referred to the Industrial Court under s. 20 of the
IRA, the burden of proving that an employee is dismissed with just cause is on
the employers. If an employer fails to prove that the dismissal was justified,
the employee was deemed to have been dismissed without just cause or excuse.
Thus until and unless the Industrial Court has disposed of a representation
under s. 20 of the IRA for reinstatement, another court may not deem that the
workman has forfeited his union membership. Citing the case of National Union
Of Teachers In Independent Schools, West Malaysia v. Han Chiang High School,
Penang [1989] 1 CLJ 1091; [1989] 2 CLJ (Rep) 160; [1989] 2 MLJ 114, as
authority for this proposition, learned counsel argued that it would be
premature in the present case for this court to decide whether a member of a
union (Mr Solomon) has lost his membership due to a dismissal as his dismissal
has been challenged by way of a representation under s. 20 (of the IRA) and the
matter referred to the Industrial Court for adjudication. In the present case
Mr Solomon is seeking reinstatement to his former employment with CIMB.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[40] Finally, learned counsel for the plaintiff, Dato'
Ambiga Sreenevasan ("Dato' Ambiga") informed the court that the MTUC
at its second general council meeting on 3 August 2008 "unanimously
opposed the stand and interpretation of s. 26(1A) of the Trade Unions Act 1959
as interpreted by the Attorney General's Chambers and being adopted by the
DGTU."</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
The Defendants' Submission</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
The First Defendant's Submission</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[41] Learned Senior Federal Counsel on behalf of the first
defendant explained that apart from the query by the then President of the
Industrial Court, numerous complaints were received by the DGTU regarding the
status of officers of trade unions, who, despite being no longer in the
employment of any establishment, trade, occupation or industry in respect of
which the relevant unions were registered continued to remain in the post of
secretary-general of related trade unionsq .</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[42] More specifically the Attorney-General Chamber's
opinion was sought following events leading to the re-election of Mr Solomon as
the secretary general. According to learned Senior Federal Counsel, in 2005
prior to the re-election of Mr Solomon, the Attorney-General's Chambers' legal
opinion was not obtained specifically on the issue as to whether a member who
was dismissed was competent to stand for elections and hold office in the
plaintiff's unions.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
(see para. 4.3, p. 3 of the first respondent's affidavits in
reply dated 10 October 2008).</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[43] However the opinion contained in the Attorney-General's
Chambers' letter to the legal adviser dated 8 May 2008 (OP-2) was specifically
in reply to the issue posed to it viz :</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>whether a person
who has been dismissed and has filed a representation under s. 20 of the
Industrial Relations Act 1967 [Act 177] is competent to stand for election to
be officers of the union.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[44] The first defendant's argument as regards the issue
posed before the court was that, contrary to the submission of the first
plaintiff, the clear words of s. 26(1A) and other related provisions of the TUA
do not call for a purposive interpretation to be adopted in interpreting these
provisions of the Act.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[45] Learned Senior Federal Counsel ("SFC") quoted
Mohamad Azmi, SCJ's judgment in Wong Pot Heng v. Zainal Abidin Putih & Anor
[1990] 2 CLJ 174; [1990] 1 CLJ (Rep) 312; [1991] 1 MLJ 410 in which His
Lordship held:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>The purposive
construction of statutes was first adopted by the House of Lords in Fothergill
v. Monarch Airlines. It is a well established principle that the purposive
approach to the interpretation of legislation only applies where any doubt
arises from the terms or words employed by the legislative. But where the words
are precise and unambiguous, then the literal and strict construction rule
should apply.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[46] Reference was also made to the Federal Court case of
Malaysian Bar v. Dato' Kanagalingam Veluppillai [2004] 4 CLJ 194 where the
Federal Court cited with approval of Lord Diplock's observation in Duport
Steels Ltd v. Sirs [1980] 1 WLR 142 at p. 157 that:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>where the meaning
of the statutory words is plain and unambiguous it is not for the judges to
invent fancied ambiguities as an excuse for failing to give effect the plain
meaning because they themselves consider that the consequences of doing so
would be inexpedient or even unjust or immoral...</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[47] With that in mind, learned SFC proceeded to argue as
follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Firstly, in
construing s. 26(1A) it is not necessary to refer to the definition of
"workman" under s. 2 of the TUA as the meaning of "workman"
in that section in particular the phrase "includes any such person who has
been dismissed, discharged or retrenched..." is limited only to
proceedings in relation to a "trade dispute". "Trade
Dispute" in turn is defined to mean "any dispute between an employer
and his workmen which is connected with the employment or non-employment of the
terms of employment or the conditions of work of any such workmen." (see
s. 2 of the TUA).</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[48] In light of the above, the definition of
"workman" in s. 2 of the TUA is clearly not applicable for the
purposes of construing s. 26(1A).</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[49] Instead, the words "employed or engaged" in
s. 26(1A) should be given its plain and ordinary meaning. As the words are not
defined in the TUA, regard must be to the New Shorter Oxford English Dictionary
in order to ascertain their ordinary meaning of these words. According to the
New Shorter Oxford English Dictionary 'employed' means "be engaged in; be
at work" and 'engaged' means "take service with or with an
employer". Based on the above definition learned SFC argued that:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>... in the case of
Mr J Solomon, since he was dismissed he is not at work and not with any
employer. It logically follows that Mr J Solomon is "a person not employed
or engaged in any establishment, trade, occupation or industry" class of
persons envisaged under s. 26(1A).</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[50] Pursuant to the above argument, she came to the
following conclusion:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Once a person is
not employed or engaged in any establishment, trade, occupation or industry in
respect of which the trade union is registered, the person loses his status as
union member. Thus this person is not eligible to act as officers (sic ) of the
union.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[51] Learned SFC added that as the relevant part of the
definition of "workman" in the TUA is limited to proceedings in
relation to a trade dispute, the court cannot extend the definition to include
the right or entitlement to be retained as a member of a trade union or the
right or entitlement to stand for election as an officer of a trade union.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[52] The following cases were relied on by the SFC in
support of her submission:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) Kempas Edible
Oil Sdn Bhd (Kilang Kempas Devon) v. All Malayan Estates Staff Union (Amesu)
[2006] 4 ILR 2942;</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) National Union
of Newspaper Workers (supra );</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(c) Anthonyamah
Anthony & Ors v. Socfin & Co Bhd [1992] 3 CLJ 1410; [1992] 2 CLJ (Rep)
75; and</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(d) Perusahaan
Otomobil Kedua Sdn Bhd v. Ketua Pengarah Kesatuan Pekerja [2000] 5 CLJ 351
(Perusahaan Otomobil).</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
The Second To 11th Defendants' Submission</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[53] The stand of the second to the 11th defendants as
regards the issue at hand is essentially the same as that of the first
defendant.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[54] Briefly the second and 11th defendants' stand was that
the direction of the DGTU which was made after seeking the advice of the
Attorney-General's Chambers was the true interpretation of s. 26(1A) and was in
accordance with the intention of Parliament.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[55] It was their submission that in amending s. 26(1A)
Parliament had in mind that only persons employed or engaged in any
establishment, trade, occupation or industry in respect of which the trade is
registered shall join or be accepted or retained as a member of a trade union,
the emphasis being on the words employed or engaged.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[56] Learned counsel also agreed with SFC's submission that
as the wording of s. 26(1A) is clear and unambiguous "the courts are bound
to give effect to that meaning irrespective of the consequences." For this
proposition learned counsel relied on the case of PP v. Tan Tatt Eek &
Other Appeals [2005] 1 CLJ 713.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[57] Learned counsel then referred to the definition of
"trade union" in the TUA and the IRA; the definition of
"workman" and "trade dispute" in both Acts and arrived at
the following proposition:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) Based on the
definition of "trade dispute" (which is the same under the TUA and
the IRA), the parties to a trade dispute are the employer and his workman. A
workman is defined in the TUA as a "person including an apprentice,
employed by an employer under a contract of employment to work for hire or
reward". Therefore the workman must ordinarily be in actual employment at
the time of the dispute. But when he is already dismissed or discharged or
retrenched, and this has given rise to a dispute, he is still a workman for the
purpose of that dispute.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) There is no
mention of trade unions of employers or workmen in the definition of trade
disputes. Hence there can be a trade dispute without unions. But when a trade
union represents employers and workmen who are actually in dispute with each
other, they became parties to the dispute. Consequently, when a person who was
a member of a trade union is dismissed and the dismissal is challenged under s.
20 of the IRA, he is a workman for the purposes of that dispute but not for the
purpose of s. 26(1A) as alleged by the plaintiffs.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>This is clear from
the second part of the definition in the TUA which reads, "and for the
purposes of any proceedings in relation to a trade dispute includes any such
person who has been dismissed, discharged or retrenched in connection with or
as a consequence of that dispute or whose dismissal, discharge or retrenchment
has led to that dispute". (emphasis added)</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>It is defined as
such in order to give cognisance to one of the objects of a trade union, namely
para. (c)(ii) of the definition of trade union, wherein the trade union will
represent the workman who was a member of the said union at the time of
dismissal and whose dismissal has led to a trade dispute.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(c) As regards to
the second part of the definition of "workman" in the IRA, (which is
the same as that of the definition of 'workman' under the TUA) it was defined
as such in order for, amongst others, to enable the trade unions to represent
workmen who were its' members at the time of their dismissal and whose dismissal
has led to a trade dispute; to represent the workman in a reference under s. 26
which includes collective agreements as the definition of trade dispute also
includes "the terms of employment or the conditions of work of any such
workmen". The reason being any dismissed, retrenched or discharged,
employees, who were members of the trade union at the material time of the
duration of the collective agreement would be entitled to the monetary benefits
to be awarded under the collective agreement.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(d) It was
therefore apparent from the wording of s. 26(1A) that in order to be a member
of a trade union, or be accepted or retained as a member one should be employed
or engaged in any establishment, trade or industry. The second part of the
definition of 'workman' should not be read into s. 26(1A). In fact the first
part of the definition of 'workman' should be read into the s. 26(1A) since
member is not defined in the TUA and the section uses the word 'person'. Hence,
a member who has been dismissed is no longer retained in employment, as upon
dismissal his contract of employment with the employer is severed. The only
right a member has upon being dismissed by his employer, is the right to be
represented by the trade union in the dispute that was brought about by his
dismissal. For that purpose he is a "workman" as defined under the
TUA and the IRA.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(e) Rule 4.7 is a
recognition of this right as it provides for representation by a trade union of
a dismissed member. However it is not anywhere stated in the rules and
constitution of the first plaintiff that a member who has been dismissed and
who challenged his dismissal continues to be a member and to hold a position in
the trade union, as alleged by the first plaintiff. In fact r. 3 of the rules
and constitution of the first plaintiff expressly states as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Rule 3 -
membership</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>1. Membership
of the Union shall be open to all employees, whether permanent or temporary,
who are employed in any commercial bank or its subsidiary finance company in
Peninsula Malaysia who are above the age of sixteen, excluding those who are
employed in a managerial, executive, confidential or security capacity...</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[58] Thus in Re Singapore Industrial Workers Union [1964] 1
LNS 178; [1964] 30 MLJ in respect of a similar provision in the union's rule
the court held that:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>... To become a
member of the union, a person must in the first place be over the age of 18,
and secondly he must be employed in any private undertaking or industry in
Singapore.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[59] In light of the above, learned counsel reiterated that
the court cannot extend the prohibitory provisions of s. 26(1A) and the present
provisions of the rules and constitution of the first plaintiff which were
consonant with the said section by granting the declarations sought by the
first plaintiff as it will, according to counsel "amount to a
contravention of s. 26(1A) of the Act".</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[60] On the issue of whether the said member can continue to
hold office in any trade union, counsel drew the court's attention to the
amendment to s. 26(1B) of the TUA, which was introduced together with the
amendment to s. 26(1A) in 1988. The said s. 26(1B) reads as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>For the purposes
of subsection (IA), any person who is employed by a trade union as a member of
its executive under paragraph (a) of the proviso to s. 29(1) shall be deemed to
be employed or engaged in the establishment, trade, occupation or industry
concerned.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[61] It was counsel's submission that this section can never
be interpreted to mean that a dismissed member can be employed by the union as
he can be deemed employed by virtue of this section, for the following reasons:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(i) section 26(1B)
must be read together with s. 29(1) of the TUA which stipulates thus:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>A registered
trade union may, subject to subsection (2) and of the rules of the such union,
employ and pay a secretary, treasurer and such other person as may be necessary
for the purposes of such union or of any federation of trade unions to which
the union belongs:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Provided that
no employee of such union other than:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) The
holder of a full-time office as secretary, assistant secretary, treasurer or
assistant treasurer who is elected in accordance with the rules of such
union;...</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b)...</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>shall be a
member of the executive of such union. (emphasis added)</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(ii) in order to
be elected in accordance with the rules of such union as stated in s. 29(1)(a),
and nominated, the member must be a Malaysian citizen, has attained the age of
21 years and has been working in the bank/finance company for the last one
year;</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(iii) a dismissed
employee who does not have an employer cannot hold a position in a trade union.
In other words, the employment status is a pre-condition to enable one to be a
member and to hold office in a trade union; and</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(iv) the deeming
provision in s. 26(1B) applies to members of the trade union, namely persons
employed with an employer, who are subsequently elected in accordance with the
rules of the union as executive.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[62] In addition counsel referred to r. 14 of the first
plaintiff's constitution and rules which provided as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>1 (a) An Officer
of the Union shall mean any member of the National Executive Council, or of any
Branch Committee of the Union, but shall not include an auditor. Not less than
two-thirds of the total number of the officers of the Union, other than the
general secretary, the treasurer and the trustees, shall be persons actually
engaged or employed in the occupation, trade or industry with which the Union
is connected.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) No person
shall be elected or act as an officer of the Union if:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(i) He is not
a member of the Union; or</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(ii)...</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(iii)...</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(iv) He has
not been engaged or employed for a period of a least one year in the
occupation, trade or industry with which the union is connect; or...</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[63] It is an express provision of the rules that a general
secretary, the treasurer and trustees, shall be persons actually engaged or
employed in the occupation.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[64] The only conclusion to be made on all the foregoing was
that the intention, object and purpose is clear, namely in order to be a member
and/or to hold the position of an officer of a trade union, employment status
is a pre-condition.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[65] Finally, learned counsel submitted the following
reasons in support of their contention as to why a dismissed or terminated
member whose dismissal or termination is challenged can never be considered to
be a member of a trade union:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) A claim for
reinstatement should be considered as a dispute between the employer and
employee and should not be connected with the status of the employee concerned
as a member of the trade union.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) The employees'
right to join and remain as members of any trade unions depend on the existence
of contracts of employment and when the contract ends, the right to remain in
the trade union ends as well. As such, if such an employee is holding any
position in the union he should relinquish it.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(c) If a dismissed
employee is allowed to hold any elected position in any trade union especially
in respect of the main position of general secretary as in the first plaintiff,
it will lead to abuse of power wherein the trade union will be used for his own
benefit as is apparent from all the complaints made by the members of the first
plaintiff to DGTU.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(d) For a dispute
to be referred to the Industrial Court it will take a minimum of one to two
years. For the said dispute to be concluded and for an award to be handed down
by the Industrial Court it will take another two to five years. An example of
this can be seen in the dispute between the general secretary of the first
plaintiff with his former employer wherein the Industrial Court was yet to hand
down the decision despite the fact that he was dismissed in 2004.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(e) Furthermore,
reinstatement is not the only remedy to be awarded by the Industrial Court and
the unsuccessful party might take it up on judicial review to the High Court,
appeal to the Court of Appeal and Federal Court accordingly which might take
another five years or more.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(f) Section 26(1A)
also cater for in-house unions. In this situation, it is quite unlikely for any
organisation to agree to have a collective bargaining with the in-house union
if the general secretary of the union is an employee who was dismissed by the
said organisation.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Decision</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[66] Having considered the submissions of both the plaintiff
and the defendants very carefully, I was inclined to agree with the submission
of the first plaintiff as regard the issue posed before the court and I
accordingly granted the reliefs sought by the first plaintiff in prayer (1) and
(2) of the OS, prayer (3) having been withdrawn by Dato' Ambiga at the
conclusion of the first plaintiff's submission, with costs to be taxed and paid
to the first plaintiff.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[67] I append below the reasons for my decision:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>At the outset, I
would like to state that in the course of submission before me, the Industrial
Court on 27 October 2009 handed down its award. The Industrial Court found that
the applicants' (ie, Mr Solomon and the other eight members concerned) dismissal
was with just cause and excuse and dismissed the applicant's claim. The
applicants proceeded to file, on 30 November 2009, an application for judicial
review to quash the said award. Learned counsel for the first plaintiff, Dato'
Ambiga informed the court that the said award would not change the first
plaintiff's submission on the issue before the court.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[68] As regards Dato' Ambiga's plea that the court ignore
the complaints and allegations against Mr Solomon and the first plaintiff
(which were disputed), bearing in mind the terms of the court order dated 16
December 2008 and the fact that they did not assist the court in any way in
determining the issue at hand, I was of the view that these complaints and
allegations constitute the background facts leading to the issue before the
court and in that sense they would assist the court in understanding the
context in which this issue arose. Other than that I agreed that the issue
before the court was essentially one of law, more particularly the construction
of s. 26(1A) of the TUA and other related provisions of the TUA and the IRA.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[69] As submitted by both learned counsels for the first
plaintiff and the defendants the sole issue for the court's consideration was
whether under s. 26(1A) an employee of a particular industry who has been
dismissed and whose dismissal was challenged can continue or be retained as a
member of the trade union in that industry.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[70] This issue as pointed out earlier, arose out of the
Attorney-General's Chambers' interpretation of that section as contained in the
then DGTU's letter dated 1 July 2008 to Mr Solomon (supra ). The gist of the
Attorney-General's Chambers' interpretation was that under s. 26(1A) of the TUA
a person who was not employed or engaged in any establishment, trade,
occupation or industry in respect of which the trade union was registered was
precluded from being a member of the union. The words "employed or
engaged" according to the Attorney-General's Chambers refers to a person
who was still in the employment of his employer and did not include a person
who had been dismissed from employment notwithstanding that the dismissal was
challenged under the IRA.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[71] This would mean that Mr Solomon along with nine other
members of the first plaintiff who were dismissed by their employer CIMB Bank
Berhad for (allegedly) unlawful picketing but who had challenged the dismissal
would automatically lose their membership and be precluded from holding any
position in the union. Contending that such an interpretation would have grave
consequences not only on the first plaintiff but also other trade unions in the
country, the first plaintiff strongly disputed the interpretation of s. 26(1A)
given by the Attorney-General's Chambers. In their view, "union
busting" or the practice of employers dismissing employees who were
members of trade union merely to stop them from being members of a union could
take place arising from such an interpretation. Such a practice could cripple
the trade union movement in the country.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[72] Mindful of the serious consequences that would ensue
from such an interpretation, the first plaintiff, (joined later by the second
to 10th plaintiffs) having all along treated and deemed members who were
dismissed as members so long as their dismissals were being challenged, filed
this application seeking the following declaration.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(1) a declaration
that a person who is a member of the plaintiff and who has been dismissed,
terminated, discharged or retrenched from employment would still be considered
and be deemed a member of the plaintiff in the event such dismissal,
termination, retrenchment is challenged in any proceedings in court or
representations have been made to the Director General of Industrial Relations
for his reinstatement to his former employment; and</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(2) a declaration
that the Trade Unions Act 1959 read together with the Industrial Relations Act
1967 do not prevent a member of the plaintiff who has been dismissed,
terminated, discharged or retrenched from employment from holding office as a
member of the executive of the plaintiff, in the event such dismissal,
termination, discharge or retrenchment is challenged in any proceedings in
court or representations have been made to the Director General of Industrial
Relations for his reinstatement to his former employment.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[73] Section 26(1A) as stated earlier reads as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>No person shall
join, or be a member of, or be accepted or retained as a member by, any trade
union if he is not employed or engaged in any establishment, trade, occupation
or industry in respect of which the trade union is registered. (emphasis added)</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[74] At first blush it would appear that s. 26(1A) prohibits
any person from being a member of or be accepted or retained as a member by,
any trade union unless he is employed or engaged in a trade or industry of
which the trade union is registered. In other words as suggested by the
defendants, and as interpreted by the Attorney-General's Chambers the purpose
of s. 26(1A) was clear and unambiguous - it was to exclude any person from
being a member or to continue to be a member of a trade union unless he was
employed or engaged in the establishment, trade, occupation or industry of
which the trade union was registered, the key words being employed or engaged.
Thus a person, such as Mr Solomon, who was dismissed, was no longer employed or
engaged in the trade or occupation of which the first plaintiff was registered
and he therefore could no longer continue to be a member of the union (ie, the
first plaintiff) let alone continue to be an officer of the union.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[75] However upon examining s. 26(1A) I would agree with the
plaintiffs that the primary purpose for the enactment of s. 26(1A) was to
restrict the eligibility of membership of a trade union to persons engaged in
the particular trade, occupation or industry in respect of which the trade
union was registered.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[76] This can be seen from the Minister's speech when
tabling the bill to amend s. 26(1A) in Parliament in 1988. In his speech, the
then Minister of Labour, Mr Lee Kim Sai (as he was then known as) stated in
clear and specific terms that the purpose of the amendment to s. 26(1A) was to
"menjadikan s. 26(1A) lebih jelas dan tepat untuk memastikan bahawa
seseorang pekerja tidak boleh menjadi ahli suatu kesatuan jika ia tidak digaji
dalam tred, pekerjaan atau industri yang ada kaitan dengan kesatuan itu."
(see the full excerpt of the Minister's speech as extracted from the Hansard
dated 12 October 1988 at p. 13 (supra )).</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[77] This amendment was thought to be necessary because s.
26(1A) in its original form did not state with sufficient clarity whether a
member who subsequently ceased to be employed in the trade or industry of the
union concerned can continue to retain his membership in the said union.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[78] Prior to the aforesaid amendment, s. 26(1A) read as
follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>No person shall
join, or be a member of, or be accepted or retained as a member by, in any
trade, occupation or industry which is not similar to the trade, occupation or
industry in respect of which the trade union is registered. (emphasis added)</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[79] Subsection (1A), it must be said, was inserted in s. 26
in 1980 pursuant to the Trade Unions (Amendment) Act 1980 (Act A483).</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[80] In 1989 s. 26(1A) underwent a further amendment with
the passing of the Trade Unions (Amendment) Act 1989 (Act A732) which added the
word "establishment" after the words "in any" in the said
subsection.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[81] Thus s. 26(1A) in its present form reads:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>No person shall
join, or be a member of, or be accepted or retained as a member by, any trade
union if he is not employed or engaged in any establishment, trade, occupation
or industry in respect of which the trade union is registered. (emphasis added)</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[82] Following from the above it was therefore clear that s.
26(1A) was enacted for the purpose of restricting membership of a particular
union to only persons employed in that particular type of trade or occupation
or industry and not for the purpose contended by the defendants (and as opined
by the Attorney-General's Chambers) ie, to automatically strip members of their
membership of the union merely due to the fact that they were terminated from
their employment notwithstanding that they were challenging their termination
by seeking reinstatement under s. 20 of the IRA. To construe it as such would,
as submitted by learned counsel for the first plaintiff, "enlarge the
powers of the DGTU to an unacceptable and arbitrary extent."</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[83] Such a construction would also run counter to the
express intention of Parliament as manifested by the Minister's speech. It has
been established by the Federal Court in Chor Phaik Har v. Farlim Properties
Sdn Bhd [1994] 4 CLJ 285 that the court can rely on the Hansard to assist it in
the construction of a statute. There the Federal Court cited with approval the
landmark decision of the House of Lords in Pepper (Inspector of Taxes) v. Hart
[1993] 1 All ER 42; [1992] 3 WLR 1032 (Pepper v. Hart ) which decided that it
was permissible in certain circumstances to refer to the reports in Hansard
proceedings in either Houses of Parliament, when construing a statute.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[84] Following the judgment in Pepper v. Hart the Federal
Court held that:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>In construing a
statute, a reference to Parliamentary reports of proceeding or Hansard, as an
aid to statutory interpretation, should be permitted where the enactment is
ambiguous or obscure, or which if literally construed might lead to an
absurdity provided that the statement reported in Hansard was made by a
Minister or other promoter of a Bill. (emphasis added)</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[85] The Federal Court however cautioned that:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Hansard was only
an aid to interpretation and could not be determinative of the issue for that
would amount to substituting the words of the Minister or promoter of the Bill
for the words of the statute.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[86] In the abovesaid case the Federal Court found the
ministerial statement reported in the Hansard to be of no assistance to the
court at all.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[87] In the present case the court is faced with two
possible construction of s. 26(1A), one as advocated by the plaintiffs and the
other as contended by the defendants based on the interpretation given by the
Attorney-General's Chambers.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[88] Learned counsel for the second to 11th defendants had
also sought the aid of the same extract of the Hansard to support their view
that in amending s. 26(1A) Parliament had intended that only persons employed
or engaged in any establishment, trade, occupation or industry in respect of
which the trade union is registered shall join or be accepted or retained as a
member of a trade union, the emphasis being on the words 'employed' or
"engaged".</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[89] However having carefully perused the Minister's speech,
I found, as stated earlier, that the Minister's speech "clearly discloses
the mischief aimed at or the legislative intention lying behind the ambiguous
or obscure words" (to borrow Lord Browne-Wilkinson's words in Pepper v.
Hart ), which was to confine the membership of the union only to persons
engaged or employed in the trade, occupation or industry in respect of which
the union was registered.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[90] As pointed out by counsel for the plaintiffs that was
how the Federal Court applied s. 26(1A) as seen in the case of National Union
of Newspaper Workers (supra ). There the Federal Court was faced with the
following questions of law:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) whether s.
26(1A) of the TUA can be applied by the DGTU to render the entire membership of
the union in the respondent companies not eligible and the union incompetent to
represent the entire membership?; and</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) whether s.
26(1A) of the TUA can be Invoked and applied to de facto derecognize a union
and disunionize members when it is admitted that nothing has changed in respect
of the establishment, trade, occupation or industry concerned?</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[91] The facts giving rise to these two questions of law has
been set out earlier and were briefly as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>The National Union
of Newspaper Workers (referred to as the NUPW by the Federal Court) was a trade
union which was initially recognised by FPSB and STPD (the respondent
companies) as a trade union which represented their employees. Both FPSB and
STPD by similar letters dated 26 December 1992 sought a ruling from the DGTU on
the issue whether the NUPW can continue to represent their employees as they
were no longer involved in the newspaper publishing industry. On 12 November
1991, the DGTU carried out investigations and discovered that FPSB was involved
with the publication of local text books whereas STPD was in the distribution
and marketing of books, magazines and encyclopedias with no involvement at all
in the newspaper publishing industry.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[92]Vide letter dated 25 February 1992, the DGTU decided
that the employees of FPSB and STPD cannot be accepted or continue to be,
members of the NUPW as they were no longer categorised as employees and
subsidiaries as stipulated under r. 3.1 of the NUPW's Rules and Constitution.
Rule 3.1 provided that "membership" of the Union shall be open to all
employees "in the newspaper publishing and subsidiary industries".</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[93] One of the issues raised in the High Court was the
competency of the DGTU to entertain and consequently to decide on NUPW's
eligibility to represent the employees of FPSB and STPD in accordance with s.
26(1A). Hence the two questions of law posed before the Federal Court.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[94] The Federal Court answered both questions in the
affirmative and held that s. 26(1A) can be applied by the DGTU to render the
entire membership of the union in the respondent companies not eligible and the
union incompetent to represent the entire membership and it can be invoked and
applied to de facto derecognise a union and disunionise members.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[95] This case therefore illustrates the manner in which s.
26(1A) may be invoked by the DGTU, and its application by the Federal Court was
consistent with the interpretation postulated by the first plaintiffs which was
to prevent a member of a different trade, industry or occupation from being a
member of a union that was not meant for them.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[96] The case of Kempas Edible (supra ) referred to by the
defendant in their submission may be distinguished. In that case, there was a
trade dispute concerning the non re-employment of one M Mukunan after the
retrenchment exercise whereby he was not offered re-employment with the company
despite the company having agreed that affected employees would be accorded new
employment if there were vacancies in any of the company/group's operating
units.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[97] It was held that M Mukunan was neither a workman nor an
employee of the company when the union filed the trade dispute, nor was he
employed or engaged in any establishment, trade, occupation or industry in
respect of which the trade union was registered. Though evidence was adduced
that he had been faithfully paying the subscription fees to the union, the
situation he was in after the dismissal rendered him ineligible to be a union
member by virtue of s. 26(1A). Therefore, the union did not have the locus
standi to espouse the claim of M Mukunan.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[98] Similarly with the case of Anthonyamah Anthony &
Ors (supra ) referred to by the defendants in support of their argument in
their submission, the facts can also be distinguished. In this case, the
contracts of employment of the applicants have been terminated since they had
not reported for work for more than two days. The applicants were represented
by their union (NUPW) at the trade dispute which was subsequently referred to
the Industrial Court by the Minister pursuant to s. 26(2) of the IRA. NUPW had
by a letter to the Industrial Court dated 4 May 1987 notified the court that it
could not represent the applicants as they were not its members by virtue of a
ruling made by the Registrar of Trade Unions dated 21 August 1986. The
Registrar had ruled that the applicants ceased to be members of NUPW by their
refusal to work on 2 October 1985 which amounted to participation in an illegal
strike.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[99] The third case referred to by the defendants was
Perusahaan Otomobil Kedua Sdn Bhd (supra ). Again the facts were completely
different from the instant case. There it was held that the DGTU in making the
said decision committed an error of law and thereby exceeded his jurisdiction
when he failed to take into account the relevant consideration that the second
defendant being registered as an in-house union for the subsidiary company was
thereby confined to serving the cause of the said employees within and not
those of the applicant company and its subsidiaries.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[100] Section 26(1A) specifically prohibits the second
defendant from recruiting members or retaining members if the said members were
not employed or engaged in the establishment in which it was registered. Rule 3
of the second defendant clearly limited the scope of its membership to the
employees in the subsidiary company. Thus, the first defendant could not extend
the scope of membership of the second defendant in contravention of s. 26(1A)
of the Act by amending r. 3 of the second defendant.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[101] Learned SFC and counsel for the second to 11th
defendants nevertheless sought to argue that the words "if he is not
employed or engaged..." in s. 26(1A) presupposes that a person must be
employed in the particular trade or industry of which the union is registered
before he can be a member or be retained (as the case may be) as a member of a
trade union of the particular trade or industry. (emphasis added)</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[102] In their view these words "if he is not employed
or engaged" in their plain and ordinary meaning means "be engaged
in", "be at work" or "take service with or with an
employer". Hence once a person is no longer employed or engaged in any
establishment, trade, occupation or industry of which the trade union is
registered the person loses his status as a union member. The meaning of these
words according to counsel could not be extended to include a person who has
been dismissed but whose dismissal was being challenged under s. 20 of the IRA.
Nowhere, they contended does s. 26(1A) provide for such a meaning.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[103] I was not persuaded by the defendants' argument
primarily because, as had been seen earlier, s. 26(1A) was not enacted for the
purpose of empowering the DGTU to automatically divest a member of his
membership in the union upon his dismissal or termination notwithstanding his
challenge to the dismissal or termination under s. 20 of the IRA. At the risk
of repeating myself, as evident from the Minister's speech and illustrated by
the case of National Union of Newspaper Workers s. 26(1A) was enacted for the
specific purpose of limiting the eligibility of membership of a trade union to
the workers of that particular trade or industry in respect of which the union
is registered.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[104] The defendants cannot in my view by virtue of the
words "... if he is not employed or engaged..." construe s. 26(1A) to
mean that a person who has been dismissed or terminated can no longer be
retained as a member of a trade union notwithstanding the fact that his
dismissal was being challenged under s. 20 of the IRA.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[105] To my mind, if parliament had intended that a workman
who had been dismissed would ipso facto lose his status as a member of the
union irrespective of whether he has filed a representation under the IRA or
not, then parliament would have provided for it explicitly as was done in the
case of s. 26(1A) which sought to limit eligibility for membership of a union
representing workmen of a particular trade or industry to workmen actually
employed in that trade or industry. This was particularly so when, as submitted
by the plaintiffs, the effect of such an interpretation would have a drastic
effect on the trade union movement in the country. On the defendant's
contention that the likelihood of employers victimising or taking action
against employees for being a member or being active in a trade union is remote
as such an action would constitute an offence under s. 59 of the IRA, as
pointed out by the first plaintiff's counsel, thus far no employer has been
charged under this section.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[106] Secondly, the interpretation proposed by the
defendants would lead to an absurdity in view of the definition of 'workman',
'trade union' and 'trade dispute' in both the TUA and the IRA.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[107] "Trade Union" under s. 2 of the TUA is
defined as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>"trade
union" or "union" means any association or combination of
workmen or employers, being workmen whose place of work is in Peninsular
Malaysia, Sabah or Sarawak, as the case may be, or employers employing workmen
in Peninsular Malaysia, Sabah or Sarawak, as the case may be:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) within any
particular establishment, trade, occupation or industry or within any similar
trades, occupations or industries;</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) whether
temporary or permanent; and</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(c) having
among its objects one or more of the following objects:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(i) the
regulation of relations between workmen and employers for the purposes of
promoting good industrial relations between workmen and employers, improving
the working conditions of workmen or enhancing their economic and social status,
or increasing productivity;</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(ia) the
regulation of relations between workmen and workmen, or between employers and
employers;</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(ii) the
representation of either workmen or employers in trade disputes;</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(iiA) the
conducting of, or dealing with, trade disputes and matters related thereto; or</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(ii) the
promotion or organization or financing of strikes or lock-outs in any trade or
industry or the provision of pay or other benefits for its members during a
strike or lock-out.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;">
</span>"Workman" under s. 2 of the TUA means any person, including an
apprentice, employed by an employer under a contact of employment to work for
hire or reward and for the purposes of any proceedings in relation to a trade
dispute includes any such person who has been dismissed, discharged or
retrenched in connection with or as a consequence of that dispute or whose
dismissal, discharge or retrenchment has led to that dispute. (emphasis added)</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[108] The same definition of "workman" appears in
s. 2 of the IRA.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[109] "Trade dispute" in s. 2 of the TUA is
defined as any dispute between an employer and his workmen which is connected
with the employment or the conditions of work of any such workmen.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[110] The gist of the first plaintiff's argument (and
adopted by the rest of the plaintiffs) was that based on the definition of
"workman" in both the TUA and the IRA a person who had been dismissed
or discharged and who is challenging his dismissal or discharge as in the case
of Mr Solomon would continue to be a member of a union within the meaning
assigned to it under the TUA and the IRA.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[111] Learned SFC for the first defendant and Cik Eswary for
the second - 11th defendants on the other hand, argued that, the "second component"
of the definition of workman ie,:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>and for purposes
of any proceedings in relation to a trade dispute include any such person who
has been dismissed, discharged or retrenched in connection with or as a
consequence of that dispute or whose dismissal, discharge or retrenchment has
lead to that dispute. (emphasis added)</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
ought not to be read into s. 26(1A) as the word 'member' in
that section is not defined. Both Cik Eswary and the SFC urged the court to
only consider the "first component" of the definition of workman
which reads:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>any person,
including an apprentice, employed by an employer under a contract of employment
to work for or hire or reward. (emphasis added)</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
as this was more relevant for the purpose of construing s.
26(1A). In their view the second component of the definition applies only for
the purposes of any proceedings in relation to a trade dispute and therefore
would not be applicable in the present context.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[112] I did not think it possible for the court to disregard
the "second component" of the definition of "workman" as
the "second component" (as it was referred to by Cik Eswary in her
submission) constitutes an essential component of the definition of
"workman" under the TUA. Cik Eswary had argued that the second
component was incorporated in the definition of 'workman' in s. 2 of the TUA to
give cognisance to one of the objects of a trade union which is to represent
the workman who was a member at the time of dismissal and whose dismissal has
led to a trade dispute. (see para. (c)(ii) of the definition of "trade
union" (supra )). The same applies to the IRA as the definition of
"workman" is identical to that in the TUA's. (see p. 23, para. (c)).</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[113] Similarly with r. 4.7 of the Constitution of the NUBE
which was relied on by the first plaintiff's counsel to support her argument on
this issue (see pp. 11 to 12 of this judgment). The said rule was merely a
recognition of the right of a dismissed workman to be represented by a trade
union in the trade dispute that was brought about by his dismissal. In other
words the second component of the definition of workman under the TUA is to
enable a dismissed member of a trade union to be represented in a trade dispute
that was brought about by his dismissal and in the case of IRA it was also to
enable the trade union to represent a workman in a reference under s. 26.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[114] It (ie, the second component of the definition) was
not to enable a member who had been dismissed and whose dismissal was being
challenged to continue to be a member of a union in every sense of the word
including to hold a position in the union.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[115] I was unable to agree with the defendant's argument
for the following reasons:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Firstly, whether
or not the "second component" of the definition of workman is
intended only for the limited purpose as argued by counsel ie, in the case of
the TUA to enable the workman to be represented by a trade union in a trade
dispute brought about by his own dismissal and in the case of the IRA, to
enable a trade union to represent a workman in a reference under s. 26 of the
IRA, is not entirely clear from a reading of the definition of "trade
union", "workman" and "trade dispute" both in the TUA
and the IRA.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[116] What is clear however is that the "second
component" of the definition of "workman" in the TUA means that
a workman who is dismissed and who is challenging his dismissal remains, by
virtue of this definition, a member of a trade union.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[117] Rule 4.7 of the Constitution and Rules of the first
plaintiff fortified by s. 66 of the TUA reflects this position. Rule 3 and the
case of Re Singapore Industrial Workers Union (supra ) cited by learned counsel
for the second to 11th defendants to support her interpretation of s. 26(1A)
relate to the minimum requirements for membership of the union and was
therefore not relevant for our purposes.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[118] Thus the defendant's (and the AG's) contention that s.
26(1A) results in a dismissed workman (including one who is challenging his
dismissal) losing his right to membership of a union is, as said earlier,
absurd, if not untenable.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[119] Whether the aforesaid definition of a workman means
that a dismissed member (who is challenging his dismissal) can continue to
enjoy all his rights as a member including the right to hold a position in the
union is, in the absence of a clear provision stating otherwise a matter of
construction.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[120] For this purpose, as submitted by learned counsel for
the first plaintiff, a purposive approach is necessary so that the construction
of these provisions is consonant with the purpose of the TUA. This is also in
line with the current judicial trend as held in the case of All Malayan Estates
Staff Union (supra ) which I will elaborate on later.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[121] The TUA was enacted to regulate the formation of trade
unions and the trade unions movement in the country. This is reflected in the
long title of the Act which states rather succinctly - "An Act relating to
trade unions". As submitted by Dato' Ambiga, the TUA is a piece of social
legislation with the underlying objective of promoting social harmony between
employers and workers.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[122] The speech by the then Minister of Labour and
Manpower, Dato' Richard Ho Ung Hun in Parliament when tabling the proposed
amendments to the TUA on 3 April 1980 ("the said Bill") underlined
this objective when he referred to trade unions in the following terms:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Trade unionisma
mempunyai potensi yang besar sebagai satu kuasa bagi sosial yang mesti di pupok
dan di awasi.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[123] The Minister further stressed that:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Satu kerajaan yang
berdemokrasi yang dipilih oleh rakyat seperti kita, mestilah secara jujur
mengambil langkah untuk memimpin dan mengatur pertumbuhan trade unionisma kita.
(see p. 1681 of the Penyata Rasmi Parlimen Jilid II Bil. 13 bertarikh 3 April
1980).</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[124] And again on 11 April 1980, when tabling the said Bill
for a second and third reading at the same Parliamentary session the Minister
described both the TUA and the IRA as being part of the "Undang-undang
sosial Malaysia as seen below:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Rang Undang-undang
ini, bersama-sama dengan Akta Perhubungan Perusahaan (Pindaan) 1980, yang
telahpun dibentangkan di Dewan ini dan akan dibaca kali keduanya kelak dalam
persidangan ini, adalah merupakan dua buah perundangan penting yang menjadi
sebahagian daripada Undang-undang sosial Malaysia. (see p. 662 of the Penyata
Rasmi Parlimen Jilid II Bil. 5 bertarikh 11 April 1980). (emphasis added)</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[125] The purposive approach to construction of a statute is
encapsulated in s. 17A of the Interpretation Acts 1948 and 1967 which provides
that:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>in the
interpretation of a provision of an Act, a construction that would promote the
purpose or object underlying the Act (whether that purpose of object is
expressly stated in the Act or not ) shall be preferred to a construction -
that would not promote that purpose or object. (emphasis added)</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[126] In the case of All Malayan Estates Staff Union (supra
) the Federal Court explained at length the nature and scope of s. 17A and
held, inter alia, as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>The choice
prescribed in s. 17A of "... a construction that would promote the purpose
or object underlying the Act... shall be preferred to construction that would
not promote that purpose or object..." can only arise when the meaning of
a statutory provision is not plain and is ambiguous. If, therefore, the
language of provision is plain and unambiguous s. 17A will have no application
as the question of another meaning will not arise.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Thus, it is only
when a provision is capable of bearing two or more different meanings can s.
17A be resorted to in order to determine the one that will promote the purpose
or object of the provision. Such an exercise must be undertaken without doing
any violence to the plain meaning of the provision. This is a legislative
recognition of the purposive approach and is in line with the current trend in
statutory interpretation.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[127] In the course of their judgment the Federal Court
referred to the House of Lords decision in R (on the application of
Quintavalle) v. Secretary of State for Health [2003] 2 All ER 113, in
particular, the judgment of Lord Bingham who expressed in clear and lucid terms
the task of the court in construing a statute which is thus:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>The basic task of
the Court is to ascertain and give effect to the true meaning of what
Parliament has said in the enactment to be construed. But that is not to say
that attention should be confined and a literal interpretation given to the
particular provisions which give rise to difficulty. Such an approach not only
encourages immense prolixity in drafting, since the draftsmen will feel obliged
to provide expressly for every contingency which may possibly arise. It may
also (under the banner of loyalty to the will of Parliament) lead to the
frustration of that will, because undue concentration on the minutiae of the
enactment may lead the court to neglect the purpose which Parliament intended
to achieve when it enacted the statute. Every statute other than a pure
consolidating statute is, after all, enacted to make some change, or address
some problem, or remove some blemish, or effect some improvement in the
national life. The court's task, within the permissible bounds of
interpretation, is to give effect to Parliament's purpose. So the controversial
provisions should be read in the context of the statute as a whole, and the
statute as a whole should be read in the historical context of the situation
which led to its enactment. (emphasis added)</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[128] Thus applying s. 17A and the principles enunciated in
the aforesaid judgment, the purposive approach would be preferable in
construing s. 26(1A) and the other relevant provisions of the TUA, that is, the
definition "workman", "trade union" and "trade
dispute" as a literal interpretation of these provisions would negate the
very purpose for which the TUA was enacted.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[129] In other words the interpretation advocated by the
defendants would, instead of promoting social harmony, result in "union
busting" (see p. 15 (supra ) on the effects of union busting as submitted
by learned counsel of the first plaintiff). Such a consequence as submitted by
counsel for the plaintiffs could not have been intended by the legislature.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[130] In this regard I would also disagree with Cik Eswary's
contention that s. 26(1B) (read together with s. 29(1) of the TUA) and r. 14 of
the first plaintiff's Constitution and Rules clearly prohibited a dismissed
member including one who is challenging his dismissal as in the case of Mr
Solomon from holding the position of an officer of a trade union.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[131] Apart from the aforesaid grounds the plaintiffs also
relied on the following argument to counter the defendant's contention on the
effect of s. 26(1A) on a dismissed employee.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[132] The plaintiffs' argument was as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
It would be premature to decide whether a member of a union
has lost his membership due to a dismissal which is being challenged and where
a representation has been made under s. 20 and the matter referred to the
Industrial Court for adjudication, because when an employee is dismissed and
the matter referred to the Industrial Court under s. 20 of the IRA, the burden
is on the employer to prove that the dismissal was done with just cause and
excuse. Thus until and unless the Industrial Court has disposed of a
representation made under s. 20 of the IRA for reinstatement another court may
not deem that the workman has forfeited his union membership. This was the
ratio decidendi in the case of National Union of Teachers in Independent
Schools, West Malaysia, (supra ). In that case out of 53 teachers who were
members of teachers' union 18 had resigned from the union on various dates and
35 had their services terminated by way of non-renewal of their contracts.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[133] The court was confronted with the issue of whether the
Union had the necessary locus standi to make representation to the Industrial
Court as none of the teachers were members of the Union for the reason stated
above. The school and the union were at the material time locked in two
disputes; one was a dispute over a collective agreement on wages and terms and
conditions employed in the school, and the other was a dispute over the alleged
wrongful dismissal of 35 teachers. The dispute over the collective agreement
was referred to the Industrial Court by the Minister on 12 January 1987 for
adjudication and the dispute over the alleged wrongful dismissal of 35 teachers
was referred to the Industrial Court on 14 August 1987.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[134] In the case before the High Court, the Industrial
Court was concerned only with the dispute over the collective agreement. The
dispute over the alleged wrongful dismissal of 35 teachers was before another
division of the court.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[135] It was held by the High Court that it was premature
for an Industrial Court to decide whether the union had members or not when
another Industrial Court had yet to decide on the representations made to it
under s. 20 of the IRA. Eusoff Chin J (as he then was) in his judgment observed
as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>The Industrial
Court here made a finding that although the school had not closed down, and was
still in operation at the date of hearing, there was not a teacher employed by
the school who was a union member because those who were union members had
either resigned from the union or because their contracts were not renewed by
the school. The Industrial Court held that the union could not represent and
act in a dispute on behalf of the school teachers who were not its members or
no longer its members, and so the union had no locus standi before the court.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>As stated earlier,
the dispute concerning the alleged wrongful dismissal of the 35 teachers who
were union members was referred to another division of the Industrial Court by
the Minister on 14 August 1987. That division had not determined and made an
award in respect of that dispute on 27 February 1988, when the question of
locus standi of the union was heard by the Industrial Court. In holding that the
union had no locus standi because it no longer had any members, the Industrial
Court was in fact adjudicating the dispute of wrongful dismissal of the
teachers who were union members, and had come to the conclusion that the
teachers' services had been lawfully terminated. This Industrial Court had no
jurisdiction to determine that dispute, because that very dispute had not been
referred to it by the Minister, but to another division of the Industrial Court
to adjudicate.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[136] In the present case Mr Solomon was seeking
reinstatement to his employment with his former employers, CIMB Bank Bhd.
Relying on the aforesaid decision the plaintiffs contended that until and
unless final determination of the reinstatement is decided upon by the courts,
it would be premature for anyone to declare that his membership as a member of
the first plaintiff is automatically terminated due to his termination from
employment.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[137] I agreed with the plaintiff's submission on this issue
and the decision in the National Union of Teachers in Independent Schools, West
Malaysia as it is in accord with the underlying jurisprudence of s. 20 of the
IRA.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[138] Although, as mentioned earlier, the Industrial Court
subsequently found that Mr Solomon's (and the other eight members') dismissal
was with just cause and excuse, I also agreed with learned counsel for the
first plaintiff that as Mr Solomon (and the other eight members) had filed an
application for judicial review, the argument that it would be premature for
the court at this juncture to hold that a dismissed workman would automatically
lose his union membership notwithstanding his challenge to the dismissal,
remained a valid argument.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Conclusion</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[139] Thus for the reasons stated above I agreed with the
plaintiffs' submission that the defendants' interpretation of s. 26(1A) on the
status of a member of a trade union who had been dismissed and who had
challenged his dismissal, was in the circumstances erroneous and I therefore
allowed the plaintiffs' application in terms prayed for in prayers (1) and (2)
of the said application.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[140] In arriving at my decision I had considered carefully
the arguments canvassed by all the plaintiffs and the defendants, in
particular, the reasons set out by Cik Eswary in paras. (a) to (f) of pp. 28 to
29 of this judgment on why a dismissed member whose dismissal was challenged
can never be considered to be a member of a trade union. In my view, those
reasons whilst arguably valid could not constitute sufficient justification for
construing s. 26(1A) the way in which the defendants have construed it.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[141] It should be emphasised however that the court's
decision herein was in respect of the specific issue raised before the court
and in that sense was restricted to the fact situation before the court.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
[142] Finally, by way of post script I would like to refer
to two other issues that were raised in the course of submission before the
court. There were:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(i) The ILO
Convention</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>In the course
of her submission before the court, learned counsel for the first plaintiff had
alluded to the letter addressed to the Minister of Human Resources by the MTUC
(see p. 180, encl. 2) that a complaint will be made to the ILO arising from the
interpretation of s. 26(1A) given by the Attorney-General's Chambers. Learned
counsel had submitted that such an interpretation would contravene the ILO
convention namely C98, ie, the Convention on the Right to Organize and
Collective Bargaining Convention 1949 which Malaysia ratified in 1961
("the said Convention"). Both learned SFC, and counsel for the second
to the 11th defendants argued that the question of the said Convention being
transgressed did not arise as the provision of the said Convention had been
incorporated in the IRA notably in ss. 4, 5 and 7 and s. 59. Section 59 in
particular provide the penalties that would be imposed on employers found
guilty of "union busting".</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Alternatively
both counsel opined that even if there was a conflict the court has a duty to
give effect to a national law and not international law, citing the Court of
Appeal in Singapore's decision in Seow Teck Ming & Anor v. Tan Ah Yeo &
Anor [1991] 3 CLJ 2731; [1991] 4 CLJ (Rep) 576 as authority and also Lord
Denning's decision in Blackburn v. Attorney-General [1971] 2 All ER 1380.</div>
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<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Dato' Ambiga,
on the other hand referred to Lord Diplock LJ's proposition in Salomon v.
Commissioners of Customs & Excise [1967] 2 QB 116, which was as follows:</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>... there
is a prima facie presumption that Parliament does not intend to act in breach
of international law, including therein specific treaty obligations; and if one
of the meanings which can reasonably be ascribed to the legislation is consonant
with the treaty obligations and another and others are not, the meaning which
is consonant is to be preferred.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>In the light
of my findings above I did not think it necessary to express an opinion on this
issue except to state that whilst I agree with the view expressed by the
Singapore Court of Appeal in Seow Teck Ming (supra ) that it is settled law
that the duty of the court is to give effect to a national law and not
international law if there were a real conflict between them, Lord Diplock's
proposition (supra ) to my mind is equally sound.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(ii) Position in
other jurisdictions</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Pursuant to
the court's query as to the position in other jurisdictions on the issue before
the court, learned counsel for the first plaintiff had looked at the trade
union legislations in Singapore, India, UK and Australia to see whether there
was an equivalent provision to our s. 26(1A).</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>From a perusal
of the relevant legislation in Singapore (the Singaporean Trade Unions Act
Chapter 333); India (the Indian Trade Unions Act 1926); the UK (Trade Union and
Labour Relations (Consolidation) Act 1992 and the Trade Union Reform and
Employment Rights Act 1993); and Australia (Fair Work (Registered
Organizations) Act 2009), it would appear that there is no equivalent provision
to our s. 26(1A) or at least there is no clear provision that provides that a
member of a trade union who has been terminated or dismissed from employment
would automatically lose his membership upon such termination or dismissal.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal">
[2013] 1 LNS 878</div>
Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com1tag:blogger.com,1999:blog-4003552345704290384.post-52421580614785437452017-03-22T00:02:00.001-07:002017-03-22T00:02:40.454-07:00MP Abdullah Sani - Soalan Ditanya Boleh Ditambahbaik, lebih relevan,....? <div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">Adakah persembahan Abdullah Sani bertambah baik di Parlimen? Berikut di bawah ini adalah soalan yang dikemukakan di Parlimen pada 21/3/2017..</span></span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">Beliau adalah seorang Unionist - Pemegang Jawatan Timbalan Presiden MTUC sebelum ini - dan itulah sebab kita menganalisa pernyataan beliau di Parlimen untuk memastikan bahawa selaku seorang MP 'wakil pekerja', beliau akan bertambah baik mengunakan peluang beliau bersuara untuk pekerja di Parlimen... </span></span></div>
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<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">MP juga boleh mengeluarkan kenyataan media mengenai beraneka isu - tetapi carian 'Google' tidak diketemui apa-apa kenyataan media yang dikeluarkan MP ini...</span></span></div>
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<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">Pekerja dan Kesatuan perlu sangat mendampingi seberapa banyak MP, ADUN dan/atau Senator supaya mereka mengetahui isu pekerja dengan jelas - justeru lebih ramai akan tahu, dan mungkin akan berpihak pekerja dalam perjuangan pekerja dan kesatuan...</span></span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"> </span></span></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">15 soalan sahaja setiap sesi untuk seorang Ahli Parlimen - justeru harus digunakan dengan baik untuk mendapatkan faedah maksima ...</span></span></div>
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<a href="http://pejuangpekerjapahang.blogspot.my/2016/10/mp-abdullah-sani-pemangku-presiden-mtuc.html">MP Abdullah Sani, Pemangku Presiden MTUC - Analisa Soalan Parlimen - Ada kekurangan?Boleh bertambah baik?</a></h3>
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</h3>
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<a href="http://pejuangpekerjapahang.blogspot.my/2016/10/mp-abdullah-sani-ucapan-parlimen.html">MP Abdullah Sani - Ucapan Parlimen 25/10/2016 - Satu Penilaian? </a></h3>
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<i><span style="font-size: small;"><span style="color: red;">Komen soalan terbaru ini:-</span></span></i></h3>
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<i><span style="font-size: small;"><span style="color: red;">- Nampaknya MP ini sendiri tak membuat kajian sendiri mengenai Perjanjian ini...adakah dia tahu kandungan perjanjian ini? Adakah beliau berbincang dengan RUM terlebih dahulu? Adakah RUM sendiri membuat penyelidikan mengenai perjanjian ini? Adakah RUM ada apa-apa kerisauan mengenai perjanjian ini - adakah terdapat apa-apa kenyataan umum? Adakah ini isu yang perlu ditimbulkan kini? </span></span></i> </h3>
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<span style="font-family: Times,"Times New Roman",serif;"><span style="font-size: small;"><span style="color: red;"><i>- Dari soalan susulan, nampaknya MP sendiri tak tahu...'</i></span></span></span><span style="color: red;"><i><span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-family: Times,"Times New Roman",serif;"><b>kerana kekhuatiran mereka itu nampak luar biasa takutnya' - adakah ini asas mengapa soalan ini ditanya? MP sendiri tak ambil pendirian...adakah dia juga takut...atau hanya pekerja KTMB? </b></span></span></span></i></span></h3>
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<span style="color: red;"><i><span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-family: Times,"Times New Roman",serif;"><b>- Ada banyak isu kini - kita tak tahu pun statistik di Jabatan Buruh? Berapa pekerja yang mengadu - Apakah aduan mereka? - Berapa pekerja yang mendadu diwakili peguam atau 'Unionist'? Berapa yang menang? Adakah mereka menerima bayaran perlu? Bila kerajaan akan mengubah undang-undang supaya majikan yang gagal membayar 'wang'(OT/Gaji/Dll) juga akan perlu membayar pekerja yang terpaksa susah pi Jabatan Sumber Manusia untuk dapatkan keadilan sekurang-kurangnya 2 kali ganda hutang tertunggak kepada pekerja...Kini, majikan tak bayar satu bulan gaji...pekerja pi mengadu, akhirnya bila pekerja menang - majikan diperintahkan membayar sahaja apa yang beliau harus bayar dahulu tetapi gagal...Ini langsung tak adil...</b></span></span></span></i></span></h3>
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<span style="color: red;"><i><span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-family: Times,"Times New Roman",serif;"><b>- Isu Mahkamah Perusahaan - kes pembuangan kerja secara salah Wan Noorulazhar - kini lebih kurang 6 tahun - tak pun tamat di Mahkamah Perusahaan...adilkah ini?</b></span></span></span></i></span></h3>
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<span style="color: red;"><i><span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-family: Times,"Times New Roman",serif;"><b>- Bilakah kerajaan akan buang peruntukkan 'rujuk kepada menteri' - dan benarkan pekerja terus membawa kes mereka ke Mahkamah Perusahaan? Proses 'Konsiliasi' di IRD tak perlu lagi kerana di Mahkamah Perusahaan kini selalu ada proses serupa - panggil "mediation' - usaha cuba mendapatkan majikan dan pekerja 'settle' - tak boleh, baru akan dibicarakan? </b></span></span></span></i></span></h3>
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<span style="color: red;"><i><span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-family: Times,"Times New Roman",serif;"><b>- Statistik - berapa bilangan kes yang Menteri tak rujuk kepada Mahkamah Perusahaan?</b></span></span></span></i></span></h3>
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<span style="color: red;"><i><span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-family: Times,"Times New Roman",serif;"><b>- Bilakan kerajaan akan menghapuskan keperluan membayar KOS di Mahkamah Tinggi dan seterusnya bila ia merupakan kes pekerja dari Mahkamah Sumber Manusia atau Mahkamah Perusahaan?</b></span></span></span></i></span></h3>
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<span style="color: red;"><i><span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-family: Times,"Times New Roman",serif;"><b>- Kes Union Busting di Infineon - ini isu semasa - kenapa tak tanya? Kini Presiden Union tak dapat masuk pejabat union, atau melakukan tugas perlu dilakukan Presiden.. </b></span></span></span></i></span></h3>
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<span style="color: red;"><i><span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-family: Times,"Times New Roman",serif;"><b>- Banyak soalan perlu tetapi MP Abdullah Sani tak tanya pun --- malas atau kurang keprihatinan? </b></span></span></span></i></span></h3>
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<span style="color: red;"><i><span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-family: Times,"Times New Roman",serif;"><b>- Sekali lagi, soalan tak mengemukakan apa-apa cadangan - hanya tanya 'apakah jaminan' - tak ada cadangan sendiri - hanya tanya kerajaan? Yang ditanya adalah 'apakah jaminan pekerjaan' - bukah lebih baik tanya sama ada akan berlaku pembuangan pekerjaan atau 'retrenchment'...kerajaan boleh jawab, jika dibuang pun ada 'jaminan pekerjaan' lain di Malaysia...</b></span></span></span></i></span></h3>
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<span style="color: red;"><i><span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-family: Times,"Times New Roman",serif;"><b>- Soalan susulan MP biasanya patut lebih mendalam dan kritikal - tetapi di sini nampaknya soalan yang sama ...sebenarnya lebih sempit merujuk kepada RUM...apa jaminan yang perlu pun tak jelas? Soalan asal - 'menjejaskan pekerjaan' - adakah bercakap pasal kesan cara positif atau cara negatif..Bila ditanya kepada kerajaan mesti Jelas - kalau tidak mereka pandai 'tak jawab' atau akan bermain dengan jawapan... </b></span></span></span></i></span></h3>
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<span style="color: red;"><i><span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-family: Times,"Times New Roman",serif;"><b>- Kesimpulan - Soalan boleh diperbaiki lagi...Ada banyak lagi isu relevan semasa - mungkin sudahpun ditanya - kita lihat soalan lain di sesi ini..</b></span></span></span></i></span></h3>
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<span style="color: red;"><i><span style="font-size: small;"><span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-family: Times,"Times New Roman",serif;"><b>Alangkah bagus jika MP ini juga meminta AWAL cadangan soalah daripada Union, para pekerja dan yang berminat isu hak pekerja... <div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiX-8g2JDxszdSzuvUuYDfRjWPBggswfB12pa8ChhQYownQ_tpu40Rt2bgJkCZ0YBo5lgVeYmFjsrCYTpSR5ygSrwxr_GPjpL_2WpMtZQllwhS7oeGXF_Dk_ZnZWqin69wzlL0fZ9hTXeul/s1600/abdullah+sani+c.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiX-8g2JDxszdSzuvUuYDfRjWPBggswfB12pa8ChhQYownQ_tpu40Rt2bgJkCZ0YBo5lgVeYmFjsrCYTpSR5ygSrwxr_GPjpL_2WpMtZQllwhS7oeGXF_Dk_ZnZWqin69wzlL0fZ9hTXeul/s1600/abdullah+sani+c.jpg" /></a></div>
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3. <b>Dato’ Abdullah Sani bin Abdul Hamid [Kuala Langat] minta Menteri Sumber Manusia menyatakan berhubung Perjanjian "Railway Network Access Agreement" (RNAA) yang akan menjejaskan perkhidmatan pekerja-pekerja Keretapi Tanah Melayu Berhad (KTMB). Apakah jaminan pekerjaan kepada pekerja-pekerja KTMB sekiranya RNAA ditandatangani dan dilaksanakan.<br /> </b></div>
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Menteri Sumber Manusia [Dato’ Sri Richard Riot anak Jaem]: Terima kasih Yang Berhormat Kuala Langat, terima kasih Tuan Yang di-Pertua. RNAA adalah satu perjanjian di antara Keretapi Tanah Melayu Berhad (KTMB) dengan Perbadanan Aset Keretapi (Railway Asset Corporation). Perjanjian RNAA ini berada di bawah bidang kuasa Kementerian Pengangkutan. Berhubung dengan isu sama ada RNAA ini memberi kesan atau sebaliknya kepada pekerja KTMB, setakat ini pihak kementerian tidak menerima apa-apa aduan melibatkan penamatan pekerja di KTMB kesan daripada RNAA.<br /> </div>
<div style="text-align: justify;">
Sekiranya ia memberi kesan kepada pekerja, peruntukan undang-undang yang berkaitan mestilah dipatuhi. Mana-mana pekerja yang mendakwa majikan telah gagal mematuhi peruntukan undang-undang sedia ada, mereka boleh membuat aduan mengenainya kepada pihak kementerian iaitu melalui jabatan-jabatan yang ada di bawah kementerian, Jabatan Perhubungan Perusahaan dan Jabatan Tenaga Kerja. Sekian, terima kasih.</div>
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<br />■1020<br />Dato’ Abdullah Sani bin Abdul Hamid [Kuala Langat]: Terima kasih Tuan Yang di-Pertua. Yang Berhormat Menteri, pada 16 Mac 2013, Timbalan Menteri Pengangkutan bila menyentuh tentang pekerja-pekerja KTMB, dia ada berkata akan dipertimbangkan. <b>Persoalannya ialah apakah implikasinya dan jaminan terhadap Persatuan Pekerja-pekerja Keretapi Tanah Melayu Berhad iaitu RUM setelah RNAA ini ditandatangani? Jaminan yang hendak— kerana kekhuatiran mereka itu nampak luar biasa takutnya. Terima kasih Tuan Yang di-Pertua.</b><br /> </div>
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Dato’ Sri Richard Riot anak Jaem: Tuan Yang di-Pertua, untuk menjawab kepada soalan yang telah diajukan oleh Yang Berhormat Kuala Langat, harus diingatkan bahawa dua taklimat telah pun diadakan iaitu taklimat-taklimat khas, satu yang telah diadakan khas untuk Majlis Eksekutif Kesatuan Pekerja-pekerja KTMB dan keduanya yang telah diadakan pada 10 Januari, taklimat khas Railway Network kepada Kesatuan Pekerja KTMB.<br /> </div>
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Jadi menjawab kepada soalan yang telah diajukan, ia perlu dilihat dari pelbagai perspektif. Antaranya, sama ada selepas RNAA ditandatangani, syarikat sedia ada masih kekal, diambil alih sepenuhnya atau sebahagian oleh syarikat baru yang sama atau berbeza entiti dengan syarikat yang sedia ada. Oleh yang demikian, Railway Union Malaya (RUM) perlu merujuk semula soalan ini kepada kementerian setelah RNAA telah ditandatangani dan persoalan mengenai status syarikat yang akan menjalankan operasi telah diketahui.<br /> </div>
<div style="text-align: justify;">
Dalam pada ini, kita sedang melihat sama ada kesannya negatif terhadap para pekerja. Saya telah menyebut dalam jawapan saya sebentar tadi bahawa ini adalah di bidang kuasa Ministry of Transport.<br /> </div>
<div style="text-align: justify;">
Tuan Yang di-Pertua: Terima kasih. Oleh sebab tidak ada soalan tambahan kedua kepada Menteri, maka sesi MQT pada hari ini berakhir. - <a href="http://www.parlimen.gov.my/hansard-dewan-rakyat.html?uweb=dr&lang=bm" target="_blank">Hansard 21/3/2017, Portal Rasmi Parlimen Malaysia</a></div>
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<span style="font-weight: normal;"><i><span style="font-size: x-small;"><a href="http://charleshector.blogspot.my/2017/02/55-groups-infineon-must-stop-union.html">55 Groups - INFINEON MUST STOP UNION BUSTING AND DISCRIMINATION AGAINST UNION LEADERS - Reinstate Union President?</a></span></i></span></h3>
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Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com0tag:blogger.com,1999:blog-4003552345704290384.post-64124122543321328402017-03-05T03:45:00.000-08:002017-03-05T03:45:38.976-08:00 KESATUAN SEKERJA INDUSTRI ELEKTRONIK WILAYAH BARAT SEMENANJUNG MALAYSIA v. RENESAS SEMICONDUCTOR KL SDN BHD (2016) - Union Busting?<span id="ctl00_CMain_lblJudgement"></span>Union Busting Case - But why no order for damages and/or compensations? To be discussed later...<br />
<div align="center" style="margin-bottom: 0; margin-top: 20;">
<b> </b><span class="SimpleTip">
<span class="casetitle" id="ctl00_CMain_lblCaseTitle">KESATUAN SEKERJA INDUSTRI ELEKTRONIK WILAYAH BARAT SEMENANJUNG MALAYSIA v. RENESAS SEMICONDUCTOR KL SDN BHD</span>
</span>
<span id="ctl00_CMain_lblCourt">INDUSTRIAL COURT, KUALA LUMPUR</span>
<span id="ctl00_CMain_lblJudges">MARY SHAKILA G AZARIAH; EMPLOYERS' PANEL: ABDULALIM ZAKARIA; EMPLOYEES' PANEL: PREM KUMAR APPUKUTTY</span>
<span id="ctl00_CMain_lblCaseNumber">AWARD NO. 244 OF 2016 [CASE NO: 22/3-733/13]</span>
<span id="ctl00_CMain_lblJDate">8 MARCH 2016</span>
<span id="ctl00_CMain_lblJToday"><br /></span></div>
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<b>AWARD</b></div>
<div align="center" style="margin-top: 0;">
<b>(NO. 244 of 2016)</b></div>
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<br />
<b>Mary Shakila G Azariah:</b><br />
<br />
[1] This reference pertains to a trade dispute between Kesatuan Sekerja Industri Elektronik Wilayah Barat Semenanjung Malaysia (hereinafter referred to as "the union") and Renesas Semiconductor KL Sdn. Bhd. (hereinafter referred to as "the company").<br />
<br />
<b>Brief Facts</b><br />
<br />
[2] This is a reference made by the Honourable Minister of Human Resources under s. 8(2A) of the Industrial Relations Act 1967. The reference arose out of a complaint of union Busting against the company for violations of ss. 4(1), 4(2), 4(3), and 5(1)(d)(i) and (ii) of the Industrial Relations Act 1967. In May 2009 the Government of Malaysia had approved the unionisation of the workmen in the electronics industry. The Director-General of Trade Unions approved the registration of the workmen in the electronics industry into 4 regions. A pro-tem committee was formed for the registration of those workmen employed in the electronics industry and Wan Noorulazhar bin Mohd. Hanafiah, an employee of the company, was elected as its pro-tem President. <b>Wan Noorulazhar contends that sometime in November 2009 he was called by the Plant Director of the company and told that he was <u><span style="color: red;">not to promote the establishment of a national/regional wide union for the electronics industry</span></u> and told that the company will very soon be promoting an Union.</b> He was told to cooperate with Zulkifly Abdul Rahman who was then the Division Manager, Human Resource General Admin Department to facilitate the establishment of the in-house union.<br />
<br />
[3] It is contended that Wan Noorulazhar replied that employees were free to form trade unions and that employers ought not to interfere with Union activities. It is contended that <span style="color: red;"><b>Goh Kwang Whung, the company's Plant Director issued a veiled threat to Wan Noorulazahar to concentrate on his work to safeguard his future in the company and to allow Zulkifly Abdul Rahman to establish the in-house union</b></span>. Nevertheless the Union was established and was registered as the Kesatuan Sekerja Industri Elektronik Wilayah Barat Semenanjung Malaysia on 1 December 2009 and it submitted a claim for recognition from the Company on 18 January 2010. The company vide its letter dated 8 February 2010 refused to grant recognition to the union.<br />
<br />
[4] It is alleged that sometime in March 2010 the company arranged for members of the Joint Consultative Committee (JCC) in the company to be brought to Cyberview Resort & Spa to attend a seminar on the setting up of an in-house union. The said seminar was conducted by the official from the Malaysian Employers Federation.<br />
<br />
[5] It is alleged that <b><span style="background-color: white;"><span style="color: red;">sometime in May 2010 Loh Kuei Wah an officer of the company met Wan Noorulazhar and offered him the post of President of the in-house union and to send him for a course on collective agreements and requested him to encourage other employees to join the in-house union.</span> </span></b>Wan Noorulazhar declined the said offer. It is alleged that he <b><span style="color: red;"><u>was told that he was at the risk of being dismissed</u></span></b> and that the union's claim for recognition from the company was a futile effort. Wan Noorulazhar alleges that thereafter <u><span style="color: red;"><b>he was moved from his normal work and shift and placed in cold storage only to perform tasks that was below his job grade as a Chargeman and his movements were closely monitored by the Human Resource Department even by the installation of CCTV.</b></span></u><br />
<br />
[6] Sometime in July 2010 it is alleged that Romanza bin Ramli a Shop Steward in the union and employed as a Senior Technician in the company was approached by Loh Kuei Wah to discuss with the other shop stewards to request that the union withdraw its claim for recognition so as to enable the in-house union to secure recognition from the company. It was said that Romanza bin Ramli was told that union will never get its recognition as the company was working closely with the IR Department.<br />
<br />
[7] It is the union's contention that sometime <span style="color: red;"><b>in August 2010 Mohd. Saizol bin Othman a colleague of Wan Noorulazhar was approached by the new Manager of FMD Department and told not to associate with Wan Noorulazhar and the union and to only join the in-house union.</b></span> It is averred that sometime in January and February 2011 Loh Kuei Wah a<span style="color: red;"><b>gain requested Wan Noorulazhar to withdraw the union's claim for recognition</b></span>. Special <span style="color: red;"><b>incentives were paid out sometime in April 2011 to certain categories of employees but not to active shop stewards of the union and Wan Noorulazhar.</b></span> <span style="color: red;"><b>Chargemen in the company were promoted except for Wan Noorulazhar who in fact was dismissed with effect from 26 August 2011 </b></span>after a domestic inquiry for a Charge that was allegedly without basis. Pursuant to s. 9 of the Industrial Relations Act 1967 a secret ballot was conducted to ascertain what percentage of workers employed by the company were members of the union and it was declared that 72.69% were members of the union by the IR Department.<br />
<br />
[8] It is the contention of the union that the company had taken steps in contravention of ss. 4(1), 4(2), 4(3) and 5(1)(d)(i) and (ii) of the Industrial Relations Act 1967 without proper cause. It prays that the Industrial Court finds that <u>the Company has contravened these sections and orders the company to pay Wan Noorulazhar the amount of wages lost from the date of dismissal to l -2 the date of Hearing of this reference or final date determined by this Honorable Court.</u><br />
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[9] The company denies that it has contravened ss. 4(1), 4(2), 4(3) and 5(1)(d)(i) and (ii) of the Industrial Relations Act 1967. The company alleges that it had no knowledge of the registration of the union and that Wan Noorulazhar its employee had been elected as the Pro-Tem President of the said union. It is contended that it came to know that Wan Noorulazhar was its President when a claim for recognition was signed by him in his capacity as President which was served on the company on 18 January 2010. The company alleges that following the announcement by the government of Malaysia approving the unionisation of the electronics industry on a regional basis the company had formed the intention of forming an in-house union and had discussions with the Joint Consultative Committee within the company towards that end. The company states that at the material time the company had no knowledge that the union was working towards registration of its establishment and claiming recognition from the company. It is the company's allegations that as part of its initiative in educating employers on trade unionism the Malaysian Employers Federation had held a briefing on 10 November 2009. It is the company's allegation that union's claim for recognition vide Form A was served on the company on 18 January 2010 and was declared null and void for non-compliance of the Industrial Relations Regulations 2009. It is its contention that a fresh claim for recognition was made by the union on 6 September 2011. It is contended by the company that the seminar at the Cyberview Resort & Spa was to educate members of the JCC on the Trade Union Act as a whole and not on in-house unionism. It-is its contention that special incentives-were-paid-to employees who earned it including Wan Noorulazhar. It states that it had no knowledge as to which of its employees were shop stewards of the union and which were not. The company denies any insinuation and allegation of victimisation against Wan Noorulazhar and states that the promotion of chargemen in the company was dependent on whether the relevant chargemen had passed the relevant examinations and acquired the necessary qualification for promotion as a chargeman.<br />
<br />
[10] It is the company's contention that Wan Noorulazhar was dismissed on 26 August 2011 after a domestic inquiry had found him guilty of a misconduct that is that he <u>had maligned the company publicly online through his Facebook page.</u><br />
<br />
<b>Evidence, Evaluation And Findings</b><br />
<br />
The Union's<br />
<br />
[11] The union's first witness, UW1 was the General-Secretary of the Electronic Industry Employee's Union - Western Region Peninsular Malaysia, which is the Union in this matter. He testified that sometime thereabout May 2009 the Government of Malaysia had approved the unionisation of the workmen of the electronics industry. He testified that thereafter the Director-General of Trade Unions approved the registration of the workmen in the electronics industry into 4 regions. He testified that a pro-tem committee for the registration of a union of those workmen employed in the electronics industry was formed and Wan Noorulazhar bin Mohd. Hanafiah, the company's employee, was elected as the pro-tem president.<br />
<br />
[12] UW1 testified that he was informed by Wan Noorulazhar that the company's Plant Director, Goh Kwang Whung ("Goh") questioned him sometime in early 2009 about the activities of the Union and for him to seek advise of Zulkifli Abdul Rahman when was then the Division Manager, Human Resource General Admin Department for requirements on establishing an union. He said that Goh requested Wan Noorulazhar not to promote the establishment of a national/regional-wide union for the electronics industry and that the company will very soon be promoting an establishment (in-house) union and when Wan Noorulazhar refused to do so he issued a veiled threat to him to concentrate on his work to safeguard his future in the company. He further testified that on 12 November 2009 Loh Kuei Wah ("Loh") met with Mohd. Nazri bin Jahuri another employee of the company and prior to that meeting Loh had offered him to lead the in-house union that was being established by the company as the company had come to know of the establishment of the union. He testified that Mohd. Nazri declined the said offer.<br />
<br />
[13] UW1 testified that the union was registered as Kesatuan Sekerja Industri Elektronik Wilayah Barat Semenanjung Malaysia on 1 December 2009 and was permitted to receive as members those workmen employed in the electronics industry located in the States of Selangor, Wilayah Persekutuan and Perak. It was his evidence that he was aware that the union submitted a claim for recognition on 8 January 2010 to the company. He testified that the company refused to recognise the union. He testified that the company sometime in March 2010 arranged for the members of the Joint Consultative Committee (JCC) in the company to attend a seminar on the setting up of an in-house union conducted by an Official from the Malaysian Federation of Employers at Cyberview Resort & Spa. It was his evidence that the JCC members who attended were advised to join the in-house union and Siti Jumiah Md. Ful and Roziah bt. Karim who attended the said seminar were encouraged by Zulkifly Abdul Rahman and Loh to lead the in-house union. He testified that under the guidance and influence of Loh and/or Zulkifly Abdul Rahman, Siti Jumiah Md. Ful, Roziah bt. Karim, Zakaria bin Deraman, Nurul Azira bt. Abd. Rahman and Julaidah bt. Pardi who were the principal pro-tem committee officials took steps to for the formation of an in-house union in the company.<br />
<br />
[14] It was his evidence that he was informed by Wan Noorulazhar that sometime in May 2010 Loh met him again and offered him the post of president of the in-house union and to send him for a course on collective agreements and requested him to encourage other employees to join the in-house union. He testified that when Wan Noorulazhar refused and because he did not want to cooperate with the management he was told that his future the company was bleak and that he was at the risk of being dismissed. It was UW1's evidence that Wan Noorulazhar was informed by his immediate superior Sundramorgan on several occasions that he had no future in the company including promotions as the HR Department will pressure him to resign and if those efforts fail he will be dismissed for whatever reasons. It was his testimony that Wan Noorulazhar was moved from his normal work and shift and placed in cold storage only to perform task that was below his job grade as a chargeman and his movements were closely monitored by the HR Department even by the installation of CCTV.<br />
<br />
[15] UW1 further testified that in July 2010 Romanza bin Ramli who was a shop steward in the union and employed as a Senior Technician in the company was approached by Loh to discuss with the other shop stewards to request the union to withdraw its claim for recognition and to replace the union to enable the in-house union to secure recognition from the company. He said that in exchange Romanza was offered the authority of appointing anyone in the company to be the leadership with him in the in-house union. He testified that sometime in August 2010 Mohd. Saizol bin Othman a colleague of Wan Noorulazhar was approached by the new Manager of FMD Department and told not to associate with Wan Noorulazhar and the Union and to only join the in-house union. He said that sometime in January 2011 Wan Noorulazhar was asked by Loh again to withdraw the union's claim for recognition and stating that it was easier for an in-house union to obtain recognition. He said that sometime in February 2011 the new Manager of FMD Department asked Wan Noorulazhar to withdraw the union's claim for recognition and if he did so there will be no more harassment discrimination in any form or victimisation on him. He testified that Wan Noorulazhar declined the offer.<br />
<br />
[16] UW1 further testified that sometime in April 2011 the company paid out incentives to certain categories of the employees but not to the active shop stewards of the union and 1 Exco Member. He said Wan Noorulazhar was paid 6% out of a maximum of 12%. He testified that Wan Noorulazhar was denied promotion and was dismissed from the company on 26 August 2011 after a domestic inquiry found him guilty of misconduct that was without basis.<br />
<br />
[17] It was UW1 testimony that in the light of the above mentioned actions the company had violated ss. 4(1), 4(2), 4(3) and 5(1)(d)(i) and (ii) of the Industrial Relations Act 1967 without proper cause and the fundamental rights of the Union which was seeking to improve working conditions for the workmen in the company. It was his testimony that the company exercised managerial powers in furtherance of unfair labour practice depriving the members of the union of their freedom of association and their fundamental rights enshrined in the Federal Constitution. He said that despite several letters by the pro-tem committee of the in-house union the Director-General of Trade Unions (DGTU) had refused to register the in-house union and the pro-tem committee of the in-house union initiated judicial review proceedings at the High Court against the decision of the DGTU to register the said in-house union and to the Court of Appeal as the High Court had dismissed their application. It was his evidence that the appeal was dismissed by the Court of Appeal as well.<br />
<br />
[18] UW1 testified that on 6 September 2011 the union sought recognition from the company again and the company declined to accord recognition. He said that the union reported the matter to the Director- General of Industrial Relations and also complained that the company had breached ss. 4(1), 4(2), 4(3) and 5(1)(d)(i) and (ii) of the Industrial Relations Act 1967. He testified that pursuant to s. 9 of the Industrial Relations Act 1967 a secret ballot was carried out and it showed that 72.69% of the workmen employed by the company were members of the Union and that the union had thus established the requirements to be accorded recognition. It was his testimony that the company filed an application for judicial review at the High Court dissatisfied with the Minister of Human Resources order recognising the union.<br />
<br />
[19] It was his evidence when cross-examined that he had no personal knowledge of the incidents and facts he narrated in court and that what he testified was based on what was told to him by Wan Noorulazhar and other employees of the company.<br />
<br />
[20] UW2 the union's second witness testified that he was the president of the union. He testified that the union was registered on 11 February 2009 and that its Secretary-General was UW1. It was his evidence that vide its letter dated 16 February 2012 the union complained about the activities of the Company which were in violation of ss. 4(1), 4(2), 4(3) and 5(1)(d)(i) and (ii) of the Industrial Relations Act 1967. He testified that in early November 2009 he was asked by Goh Kwang Whung the Company's Plant Director (Goh) about the developments of the Union and had asked him to seek advise from Zulkifly Abdul Rahman (Zulkifly). He said that he was asked by Goh to not spread news about the Union among its employees as the Company intended to set up an in-house union and asked him to work with Zulkifly in the setting up of the in-house union. He said that he told Goh that it was a worker's right to form an Union and that he cannot be influenced by the company. He testified that he was told by Goh then to concentrate on his work so as to preserve his position in the company. He further testified that on 12 November 2009 the Senior Manager in the Human Resource Department, Loh telephoned Mohd. Nazri bin Jahuri offering him membership in the in-house union that the company was intending to set up. He said that at 7.55 pm that same day Loh met Mohd. Nazri and during this meeting he rejected Loh's offer.<br />
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[21] UW2 testified further that on 8 January 2010 he signed Form A on behalf of the union seeking recognition of the union from the company. He testified that Loh vide his letter dated 8 February 2010 refused to accord recognition to the union. He testified that in the middle of May 2010 the company organised a seminar for employees who were members of the JCC at Cyberview Resort & Spa at Cyberjaya. He testified that the Company invited an official from Malaysian Federation of Employers to give a briefing to them on the formation of an in-house union. It was his evidence that Mohd. Ayob was one of the attendees at the said seminar together with Siti Jumiah bt. Md. Ful and Roziah bt. Karim who were involved in applying for the registration of the in-house union. It was his evidence that Loh met him in May 2010 at the Factory Maintenance Department (FMD). He said that he was advised by Loh to think hard about his future in the company and was asked to withdraw as President of the union and to take up membership in the in-house union that was to be formed. He said that Loh offered him to be the President of the said in-house union and to send him for a course in collective agreements. He testified that he was asked to invite his friends to follow him as well. He said that he again turned down the offer and requested Loh to respect the workers' rights. UW2 testified that he was taken a back when Loh told him that his future in the company looked bleak and that he was at the risk of being dismissed. UW2 further testified that Loh told him that applying for recognition of the union was an exercise in vain and that Zulkifly was close to the officer at JPP Putrajaya.<br />
<br />
[22] UW2 testified that he was often told by his immediate supervisor, Sundramogan a/1 Murugan that he had no future in the company and that he will be harassed by the company and will be dismissed if he himself had not resigned. He testified that his promotion was frozen whilst his colleague Muhammad Suhaimi bin Dollah who was in the grade as him was given Certificate A4 and finished his course at ILSAS Bangi later than him. He testified that he was not given specific tasks as he was given prior to him being involved in the union. He said that he was only asked to do some odd jobs and assist the other chargemen. He said that he was no longer placed on shift duties but was told to commence normal working hours by the company. It was his evidence that the company installed CCTV cameras just next to his office as if they wanted to monitor his movements and to scare other employees who wanted to talk to him. He said that he was <span style="color: red;"><b>informed by Sundramorgan that the CCTV cameras was to monitor him</b></span>.<br />
<br />
[23] UW2 testified further that Romanza bin Ramli a Technician in the company and 1 of the shop stewards of the union was visited by Loh who asked him to discuss with the union to withdraw its claim for recognition and to replace it with the in-house union. He said that Loh promised him that if he and the other shop stewards agreed to his request they could determine who could lead the in-house union that was to be set up. He testified that Loh informed Romanza that their union will never get the recognition as they were working close with the JPP and that until Loh retires the union will never get the recognition sought. It was his evidence that because Romanza did not give Loh a reply he was transferred out. He testified that Romanza was discriminated against by the company and his movements were monitored.<br />
<br />
[24] It was his evidence that in July 2010 his new Department Manager/General Manager Vijendran a/1 Seevaratnam met him and discussed his future in the company with him. He testified that he was given a choice that if he continued to be active in the union he had no future in the company and if he chose to be a part of the in-house union his future in the company would be bright. He said that he was asked to think about his family if he was to be dismissed.<br />
<br />
[25] UW2 testified that his colleague, Mohd Saizol bin Othman was told by Vijendran sometime in August 2010 not to participate in the union and to become a member of the in-house union. He said that Mohd. Saizol was told not to follow him as he had no future in the company. It was his evidence that throughout the month of January 2011, Loh telephoned him asking him to not be active in the union as the union's claim for recognition will not succeed. He said that he was asked by Loh to cancel the union's application for recognition and to give up my position in the union and to follow the company's decision to set up the in-house union. He said that he was then asked by Vijendran to cancel the union's claim for recognition and to assist the company set up the in-house union. It was his evidence that in April 2011 he and other shop stewards were discriminated against by the company when special incentive payments were paid out. It was his evidence that he was paid 6% out of a maximum of 12% whist his colleagues were paid none. He said that in July 2011 he was again discriminated against when the company denied him a promotion when the other chargemen received theirs. It was his evidence that on 1 August 2011 Sundramorgan told him that he was to be dismissed at anytime and therefore asked him to hand over his work. It was his testimony that he was eventually dismissed on 26 August 2011.<br />
<br />
[26] UW2 testified that he was dismissed for not cooperating with the company and failing to withdraw from the union. He said that the company's intention was to paralyse the union and to threaten other members of the union so that they too would think of leaving the union.<br />
<br />
[27] It was the evidence of UW3, Technical Assistance with the company, that on 12 November 2009 he met Loh and rejected his earlier offer to him to become a member of the in-house union that was to be set up. He said that Loh had informed him that the company was aware of the unions's move to obtain recognition and the company was intending to set up an in-house union. It was his evidence that he recorded the said conversation with his handphone but could not reproduce the same as it was done some 5 years ago and that his handphone no longer functions.<br />
<br />
[28] UW4, a Technical Assistant with the company, testified that he was aware that the JCC was set up in the company and that he was involved in it. It was his testimony that he attended the seminar that was sponsored by the company at Cyberview Resort & Spa in 2010 together with, inter alia, Puan Siti Jumiah another member of the JCC. He testified that he informed UW2 what was discussed at the said seminar viz that the representative from Malaysian Employers Federation and the company's representatives present at the said seminar attempted to influence them to join the in-house union. It was his evidence that Loh and Zulkifly Abdul Rahman both from the Human Resource Department, were at the said seminar. He testified that they were told about the advantages of joining an in-house union and the disadvantages of joining the union.<br />
<br />
[29] UW5, a senior Technician with the company at the material time, testified that he had informed UW2 that Loh had spoken to him in 2010 asking him to ask the union to withdraw or cancel its claim for recognition so that the in-house union could be set up. He testified that Loh had told him to treat this matter seriously and if he did then he and his other shop stewards could decide who should lead and be shop steward in the in-house union that was to be set up. He said that Loh said that if they did not compromise it will be a loss because the union will never obtain its recognition as the officials of the JPP were working with the company to hinder this. It was his evidence that because he did not give Loh a reply to this he was transferred out without prior discussion or his consent to another department. He said that he was not allowed to do overtime and his movements were monitored by the company closely. He said that he felt pressured and was told by his superior that this was the company's orders that he be monitored.<br />
<br />
[30] The last witness of the union, UW6, a Technician with the company at the material time, testified that he had informed UW2 that in August 2010 Vijendran his supervisor had asked him not to participate in the union and to join the in-house union instead. He testified that Vijendran had also told him that he was to not follow UW2 as UW2 had no future in the company as he refuses to give up his activities of the union and join the in-house union that is sponsored by the company.<br />
<br />
<b>The Company's</b><br />
<br />
[31] The company's 1st witness, COW1, the Industrial Relations and General Administration Manager in the Human Resources and General Administration Department of the company, testified that the union served the company with their claim for recognition on 6 September 2011. He testified that the accusations against the company were baseless and denied them. He testified that the company had good relationship with its workers and that they had in existence a JCC comprising of 6 management representative and 16 employee representative from each group of employees and shifts. It was his evidence that on 8 November 2009 he received from Siti Jumiah binti Md. Ful who was the pro-tem secretary stating the intention to establish an in-house union and asked for the company's consent to use its address as their correspondence address. He testified that this is all he knew. He testified that he had no knowledge of the fact that Siti Jumiah challenged-the DGTU's refusal to register the said in-house union and had filed the application in court. COW1 testified that he was not aware that the in-house union had filed their application for registration as he was not provided with or given a copy of the in-house union's said application. It was his evidence that he did not know who the members of the pro-tem committee members were save for Siti Jumiah.<br />
<br />
[32] It was his testimony that he did not know when the regional union had submitted its application for registration. He said that he only became aware of the existence of the Regional Union when a claim for recognition was served on the company on 18 January 2010 and that UW2 had become its President. He testified that this claim by the union for recognition was declared null and void by the Industrial Relations Department as it did not comply with the then newly introduced Industrial Relations Regulations 2009. It was his evidence that the Regional Union subsequently made another claim for recognition on 6 September 2011.<br />
<br />
[33] He denied that he met Mohd. Nazri bin Jahuri and that the company did not establish the in-house union. It was his evidence that the Seminar arranged by the company Cyberview was to educate the JCC members on the relevant laws on Trade Unionism and not on the formation of in-house union. He testified that the accusations against him that he met Wan Noorulazhar in May 2010 offering him the post of president of the in-house union was false as the post had been taken up by Zakaria bin Deraman. He denied that he made any threats to Wan Noorulazhar as regards his future in the company. He further denied that he met Romanza in July 2010 and asking him to request the other shop stewards to request that the union withdrew their claim for recognition so that the in-house union could be recognised. He testified that he did not offer Romanza to lead the in-house union. He also denied that he met Wan Noorulazhar in January 2011 asking him to withdraw the union's claim for recognition as there was no pending claim for recognition in the first place. He testified that active shop stewards and Wan Noorulazhar were not discriminated against when incentive payments were paid out by the company. It was his testimony that Wan Noorulazhar was in fact paid the incentive. COW1 testified further that Wan Noorulazhar was dismissed for gross misconduct as he had made false and irresponsible statements on social media against the company so as to incite employees to go against the company.<br />
<br />
[34] When he was cross-examined COW1 testified that efforts were made in 2010 to establish an in-house union and that the company was aware by March 2010 that the Regional Union for electronics Workmen had been established. He agreed when the names of some of the attendees at the Seminar arranged by the company at Cyberview were members of the Pro-tem Committee of the in-house union. He denied however when it was put to him that the said seminar was arranged for them. When it was read out from the Statement In Reply and put to him by the union's counsel COW1 agreed that it was the company's intention to form the in-house union. He agreed when it was put to him that the company refused to recognise the Union when the claim was submitted to him and that by a secret ballot carried by the Industrial Relations Department 72.69% of eligible workers from the company voted in favour of the union and the Honourable Minister directed the company to accord recognition to it.<br />
<br />
[35] It was COWl's testimony that he was seen with some of the pro-tem committee members at the Industrial Relations Department by UW1 and agreed that he walked out quickly when he was seen. He denied leveling threats at Wan Noorulazhar or meeting him in 2010 and 2011. He denied that he told Wan Noorulazhar, Industrial Relations Officer, that he knew Kamal Pardi and that he will delay the recognition sought by the regional Union. He agreed that this Kamal Pardi was the signatory to the official letter from the Industrial Relations Department stating that the union's claim for recognition was defective. When asked about the installation of the CCTVs in the company he said that they were installed way before 2009 to safeguard the company's precious metal and not to monitor Wan Noorulazhar's movements. He testified that he was not aware that Wan Noorulazhar was overlooked for promotion. He disagreed that the company had taken steps to bust the union in contravention of the Federal Constitution.<br />
<br />
[36] The company's 2nd witness, COW2, testified that UW2 was given the incentive that meant that his salary was increased by 6%. He testified that some of the employees under him were not given the incentive by the company as they were under-performers. He testified that he did not know whether these named employees were shop stewards and members of the regional union. It was his testimony that the said incentive was given to those who performed well and had nothing to do with whether they were members or active in the union. He testified that he did not know who the union's shop stewards were.<br />
<br />
[37] It was his evidence when cross-examined that he was not involved in the incentive pay out to UW2. When asked he said that he had no documents before the court to show that the named individuals who did not receive the incentive were poor performers.<br />
<br />
[38] COW3 the company's 3rd witness denied that he advised UW2 to not tell the other employees of the company about the formation of the union and that at anytime the Human Resources Department could take action against him. In cross-examination he testified that he attended the seminar at the Cyberview on 16 March 2010. It was his evidence that the seminar was about Understanding Industrial Relations. He denied when it was put to him that it was also about formation of an in-house union. He maintained when cross-examined by the union's counsel that he did not speak to UW2 about not talking to his colleagues about union issues.<br />
<br />
[39] COW4, the General Manager cum Department Manager of the Factory Maintenance Department (FMD) at the material time testified that he did not meet UW2 as alleged by him and gave him a choice of continuing as the President of the union in which case he would not have a future with the company or assist and cooperate with the company in the formation of the in-house union and would have then a bright future. He denied that he told UW2 that Encik Zulkifly Abdul Rahman would guarantee his future would be bright in the company and that these were the instructions and decision of the Management. He testified that he did not tell UW2 to think long and hard whether he wanted to continue his employment with the company or not and to think about his wife and children and the consequences if he lost his job. He testified that he did not tell UW2 that he could talk this out with Encik Zulkifly Abdul Rahman. It was his evidence that he did not meet UW2 sometime in February 2011 to discuss union issues or having requested UW2 to take the win situation by canceling the registration of the union and to go with the company on the establishment of the in-house union. He testified that he did not tell UW2 that if he did this the victimisation and the freezing of his promotion will cease. COW4 testified that he did not meet UW2 in April 2011 and denied telling him that some employees and those active in the union will not be eligible for the special incentive given by the company asking him again to choose whether he will follow the company and withdraw as President of the union and if he did so he could be given up to 12% as a special incentive.<br />
<br />
[40] COW4 further testified that he did not meet Mohd. Saizol bin Othman and told him not to join the union but to join the in-house union approved by the company. He denied that he had told him that if he followed UW2 he too would have no future in the company.<br />
<br />
[41] It was his evidence when cross-examined by the union's counsel that he could not remember meeting UW2 in July 2010 but testified that he did not meet UW2 with regards to his union matters. It was his evidence that he did not receive any directive from COW1 or Zulkifly to tell UW2 and UW6 to remove themselves from the union and to get involved in the in-house union. COW4 maintained that he did not meet UW2 in February 2011.<br />
<br />
[42] The company's final witness, COW5 testified that at the material time he was UW2's supervisor. He denied that he had frequently told UW2 that he had no future in the company and the company was victimising him so that he would made to resign on his own. He denied that he told UW2 that if he did not deny the company would dismiss him on grounds of misconduct. He testified that he did not tell UW2 that his promotions will be frozen by the company nor did he verify that UW2 did not get his promotion because he was the President of the union. It was his testimony that he also did not tell UW2 that he ought to be careful and that his movements were being watched through the CCTV and that he was not given specific work as the company intended to kill his career in the company. COW5 testified that he did not meet UW2 on 1 August 2011 or tell him that not to say anything to anyone but to be ready to be dismissed at anytime and that it was the decision of the Human Resources Department of the company.<br />
<br />
[43] It was his evidence when cross-examined that he was aware that the regional union was set up and that the company was not happy with it operating within its premises. He admitted that he was aware that UW2 was the President of the said regional union. He denied when it was put to him that he told UW2 not to be involved in the said union.<br />
<br />
<b>The Court's Evaluation</b><br />
<br />
[44] The Honourable Minister has referred this dispute involving the union and the company as a case of "union busting". The term <span style="color: blue;"><b>"union busting" as we know it to be is a term used to describe a wide range of activities undertaken to disrupt or prevent the formation of a Trade Union. Union busting tactics can refer to both legal and illegal activities and can range anywhere from subtle to violent. </b></span>It is trite enshrined in the Federal Constitution that the right to form or join a union. It includes, inter alia the right to help organise, to join and to support a union of your choosing. It includes also and is not limited to such activities as talking to other employees about the union, passing out literature and one cannot be punished for his own union activity. Most employers do not want their employees to be in a union. Think about it; employers go from having to share power with workers who stand together. From their perspective organised workers will cost more money and require that they follow a legally binding contract when before they could do it however they wanted. So when employees show interest in organising a union the company responds with an anti-union program. These union-avoidance programs serve to impede union organising. Sometimes they are legal restrictions on specific actions. Union-busting tactics range from urging employees to try and influence others to oppose union and tantamounts to a violation of law protecting the right to organise a union. Often the employer may resort to threatening supporters through third party and taking of actions that adversely affect an employee's job because of union activities. It may also consists in discriminating against union supporters when assigning desirable work or overtime work. <span style="color: red;"><b>It is observed that a disturbing union-busting trend is emerging whereby employers have been terminating, suspending and taking disciplinary actions against Trade Union leaders and members and workers involved in legitimate Trade Union and workers activities. Over the years we hear and see workers being terminated and/or disciplined by reason of their involvement in Union activities. </b></span>Workers are compelled to attend one-on-one sessions with supervisors where workers are often harassed because of their involvement in union campaigns.<br />
<br />
[45] It is said that a campaign against a union is an assault on individuals and a war on truth. As such it is a war without honour. The only way to bust a union is to lie, distort, manipulate, threaten and always, always attack. Employers adopt union busting tactics that include coercion, intimidation and retaliation to discourage from joining union.<br />
<br />
[46] Our laws are well-defined within the Industrial Relations Act 1967 (IR Act) and Trade Unions Act 1959. Section 5 of the IR Act places a prohibition on employers and their Trade Unions in respect of certain acts. The section inter alia protects the termination, taking of disciplinary action or discriminating against union members. Section 59 of the IR Act states amongst other things that an employer cannot threaten an employee's position for his involvement in a Trade Union whilst s. 4 of the IR Act which shall be discussed in greater detail hereinafter prohibits the interference by the employer of a workman's rights to form and assist in the formation of and joining of a Trade Union and to participate in its lawful activities.<br />
<br />
[47] The union's complaint in this case is that the company has by its actions contravened s. 4(1) and (3) and ss. 5(1)(d)(i) and (ii) of the IR Act. They complained that the company has engaged in union-busting actions. The burden is on the union to prove that the company has indeed violated s. 4(3) and ss. 5(1)(d)(i) and (ii) of the IR Act. Has it discharged its burden on a balance of probabilities?<br />
<br />
<span style="color: red;"><b>Section 4(1)</b></span><br />
<br />
[48] No person shall interfere with, restrain or coerce a workman or an employer in the exercise of his rights to form and assist in the formation of and join a Trade Union to participate in its lawful activities.<br />
<br />
[49] It is trite that the burden is on the union to prove there was interference, restraint, or coercion from the company against the workmen's right to form and assist in the formation of and joining a Trade Union and participating in its lawful activities. The union narrated through its witnesses a chronology of events that was put in place by the company through its officers after the establishment of the Electronic Industry Employees' Union-Western Region Peninsular Malaysia which is the union in this matter. This was approved sometime in May 2009 by the Government of Malaysia and a pro-tem committee according to the evidence of UW1 was set up for the registration of a union of those workmen employed in the electronics industry and UW2 was elected as its President on 31 July 2009. These facts are not in dispute.<br />
<br />
[50] It is alleged that UW2 was asked by Goh Kwang Whung sometime in 2009 not to promote the establishment of a national/regional wide union for the electronics industry and was told to concentrate on his work to safeguard his future in the company. Unfortunately Goh Kwang Whung did not testify on behalf of the company. His evidence to this extent was not rebutted by the company. COW1 denied the allegations that he telephoned UW3 prior to 12 November 2009 offering him to lead the in-house union that was formed. COW1 denied that he met UW4 in July 2010 as alleged requesting him and other shop stewards to call for the Union's withdrawal of its claim for recognition so as to enable the in-house union to secure registration. COW1 denied telling him that he could appoint anyone to be in leadership with him in the in-house union. COW1 also denied that he met UW2 in January 2011 where it is alleged that he requested him to withdraw the union's claim for recognition and saying it was easier to register an in-house union. COW4 denied that he approached UW6 telling him that he was not to associate himself with UW2 and the union and to join the in-house union.<br />
<br />
[51] The union alleged that the active shop stewards and UW2 were not given special incentives that was given to the other workmen by the company. This was denied by the company. The company adduced evidence to show that UW1 received a special incentive of 6% raise in his salary, and that this was handled by the Human Resources Department and was based on performance as per COW2's evidence. COW2 also said that he did not know who the shop stewards were.<br />
<br />
[52] The union further alleges that the seminar organized by the company at Cyberview Resort and Spa in March 2010 was in essence for the leadership of the in-house union to educate them on how to set it up. This was refuted by the company's witness during the Hearing.<br />
<br />
[53] Likewise the allegations that COW3, COW4 and COW5 met with UW2 at different times and had made specific requests and representations to him about his involvement in the union and his future in the company are denied by them. Supervisors are usually the front line troops against the union delivering informal chats and speeches.<br />
<br />
[54] This then is the scenario and the difficulty that the court faces. The chronology of events that the union alleges took place were designed to interfere, with, restrain or coerce UW2 and the remaining the other witnesses who testified from joining the union and/or participating in the lawful activities of the union. These actions if established by the union will tantamount to a clear-cut violation of s. 4(1) by the company. Taking into consideration the other acts of the company which I shall deal with a little later as we consider the other complains of the union, the court is of the view that the company's witnesses, all still serving in the employ of the company, are not to be believed. To state it slightly differently the court is satisfied with the veracity of the union's witnesses and their evidence some of whom are still employed by the company and have risked their jobs to testify against the company. The court is aware that in its Statement In Reply the company had pleaded that after becoming aware that the unionization of the electronics industry on a regional basis had been approved by the Government of Malaysia it had formed the intention of forming an in-house union and had discussions with the JCC within the company. The JCC was described as a body which served as the bridge between the employees and the Management. This pleaded fact does not augur well for the company and throws open for interpretation whether from thence onwards they were going to indulge in any union-avoidance activities and the complaints of what the management did after that, leveled by the union, perhaps is suggestive of this. UW2 was terminated by the company subsequently. This is manifestly a union-busting tactic and a violation of s. 5(1)(d) of the IR Act 1967 that protects the termination, disciplinary action or discrimination against union members if there is no just cause for his termination. Weighing them side by side each other is enough for the court to conclude that certain findings of fact that the company had indulged in union-busting tactics and has violated s. 4(1) of the IR Act 1967 which prohibits the interference, restrain or coercion of any workman in participating in the lawful activities of a Trade Union. The union's counsel conceded that the union's complaint was limited to this limb of s. 4(1). Hence it is the court's finding that on the evidence before it the company has by its activities through its troopers that is COW1, COW3, COW4 and COW5 indulged in union-avoidance tactics violating s. 4(1) of the IRA 1967. The court is satisfied based on the evidence before it that the company embarked on a planned course of action to stop UW2 and the other workers testifying at the Hearing from establishing a union already in the making. This is why they refused to grant recognition to the union when they first submitted a claim for recognition from the company vide Form A on 18 January 2010. The timing of the seminar that was held at Cyberview Resort and Spa in March 2010 leaves a lot to be said as to the motives of the company in organising the same.<br />
<br />
<b>Section 4(3)</b><br />
<br />
[55] This section states that no employer amongst others shall support any Trade Union of workmen by financial or other means with the object of placing it under the control or influence of it. The union complains that the company has supported the formation of the in-house union in violation of this section. The union witnesses testified that the company organized a seminar at Cyberview Resort & Spa in March 2010 for the said JCC. The union witnesses testified that this seminar was for the leadership of the in-house union to educate them on how to set up the in-house union. The union witnesses showed that some of the attendees of this seminar were members of the pro-tem committee of the in-house union to be set up. This is too much of a coincidence I must say and coupled with their averment at paragraph 6 of their Statement In Reply in that the company had already formed that intention of forming an in-house union following the announcement by the Government of Malaysia approving the unionisation of electronics industry on a regional basis the only inference that the court can draw from its actions is that the company supported the very least the formation of the in-house union. The union witnesses testified that these attendees at the said seminar who were the pro-tem committee members of the in-house union went on to make an application for judicial review at the High Court when the registration of the in-house union was refused by the Director-General of Trade Unions. This is the court's findings based on the evidence before it and also being told that COW1 was seen with the said pro-tem committee members (pro-tem committee was formed on 7 November 2009) of the in-house union at the Trade Union Office. Again it is too much of a coincidence that COW1 is seen with these pro-tem committee members of the in-house union and his explanation that he happened to be there and was guiding them is rejected by the court as the court finds it to be implausible. Given the facts and evidence it would not be wrong for the court to conclude that the COW1 was supporting the formation of the in-house union and this is in violation of s. 4(3). The word "support" encompasses the giving of assistance, encouragement or approval to or to be actively interested in. Although their claim for recognition was rejected subsequently the circumstantial evidence surrounding the facts of this case points to the Company having supported and encouraged the formation of the in-house union. This is in gross violation of s. 4(3).<br />
<br />
<span style="color: red;"><b>Section 5(1)(d)(i) And (ii)</b></span><br />
<br />
[56] No employer or Trade Union of employers and no person acting on behalf of an employer or such Trade Union shall:<br />
<br />
<br />
(d) dismiss or threaten to dismiss a workman, injure or threaten to injure him in his employment or alter or threaten to alter his position to his prejudice by reason that the workman<br />
<br />
<br />
(1) is or proposes to become or seeks to become, or seeks to persuade any other person to become a member or officer of a Trade Union: or<br />
<br />
(2) participates in the promotion, formation or activities of a Trade Union.<br />
<br />
[57] The union witness, UW2 testified that COW1 met him in May 2010 and had told him that if he did not cooperate his future looked bleak and that he was at the risk of being dismissed. UW2 testified that COW5, his superior, on several occasions had intimated to him that he had no future in the company including promotions as the HR Department of the company will pressure him to resign and if this fail he will be dismissed by the company. UW2 further testified that in February 2011 he met COW4 who requested him to cooperate with the HR Department for a win-win situation by withdrawing the claim for recognition by the Union and that there would be no more harassment or victimization against him. All these allegations were denied by them. The evidence bear out that <span style="color: red;"><b>UW2 was by-passed for promotion as a Chargeman in his department and the special incentive paid out to him was 6% when the maximum received by other workers were 12%.</b></span> His superiors testifying at the Hearing did not go on to talk about his performance as a Chargeman in the company. In fact the company did not lead evidence to establish him as having been a bad performer during his stay with the company at the material time. The company did not adduce evidence or defend UW2's claim against them that he was also sidelined, his shift taken away from him which shows that he was victimized since 2009 that is since his appointment as President of the said union. This is <span style="color: red;"><b>indeed an alteration of his position as a Chargeman to his prejudice. The company did not deny this and offered no explanation as to why they had embarked on this course of action against UW2</b></span>. The dismissal of UW2 that followed suit thereafter has become the subject-matter of another action pending at the Industrial Court case number 12/4-83/12 where the company carries the burden of establishing that he (UW2) was dismissed for a just cause or excuse. I shall therefore stay clear of passing any comments on this lest I prejudice its outcome. Suffice to say that on the evidence before<span style="color: red;"><u><b> it is the court's findings that the company has violated s. 5(1)(d) in that it has carried out acts to injure or threaten to injure or alter or threaten to alter UW2 by reason that he has been active as a President and member of the union applying for its recognition and participating in its lawful activities.</b></u></span><br />
<br />
<b>Conclusion</b><br />
<br />
[58] The court has made its ruling in accordance with equity, good conscience and having regard to the substantial merits of the case. The court notes that employers are lawfully bound to respect a worker's right to engage in unionism and to participate in the lawful activities of a union. The IR Act further makes the employer morally and ethically constrained to do so. Article 8 of the Code of Conduct for Industrial Harmony dated 9 February 1975 unequivocally declares, inter alia, that employers agree not to support or encourage any unfair labour practises such as interfering with the affairs of a Trade Union and the right of workers to organize, discriminate, restrain, or coerce against any worker because of legitimate Trade Union activities and abuse authority in any form.<br />
<br />
[59] The protection of the right of the employees to unionise for their common good is stated in s. 4(1) of the IR Act 1967. <span style="color: red;"><b>On the evidence, facts and its pleaded case, the court finds that the company has violated the sections as pleaded by the union save for s. 4(2) which the union had withdrawn during its submissions in court. </b></span>This is the court's final order.Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com2tag:blogger.com,1999:blog-4003552345704290384.post-83880256135722076192017-03-05T03:41:00.003-08:002017-03-05T03:41:44.788-08:00Kesatuan Kebangsaan Pekerja-Pekerja Bank & Ors V. Ketua Pengarah Kesatuan Sekerja & Ors- Union membership after dismissal? <!--[if gte mso 9]><xml>
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<div align="center" class="MsoNoSpacing" style="text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Kesatuan Kebangsaan
Pekerja-Pekerja Bank & Ors V. Ketua Pengarah Kesatuan Sekerja & Ors</span></div>
<div align="center" class="MsoNoSpacing" style="text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">HIGH COURT MALAYA, KUALA
LUMPUR</span></div>
<div align="center" class="MsoNoSpacing" style="text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">ALIZATUL KHAIR OSMAN J</span></div>
<div align="center" class="MsoNoSpacing" style="text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">[ORIGINATING SUMMONS NO:
R4(R2)-24-51-2008]</span></div>
<div align="center" class="MsoNoSpacing" style="text-align: center;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">10 OCTOBER 2013</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: 9.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt;">LABOUR LAW: Trade Union -
Eligibility to membership - Whether a Trade Union member who has been dismissed
from Employment remains a member pending final decision on challenge against
dismissal - Industrial Relations Act 1967, s. 20 - Trade Unions Act 1959, s.
26(1A)</span></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt;">One Mr Solomon who was the General Secretary of the
first plaintiff was dismissed from employment together with nine other members
of the first plaintiff by CIMB Bank Berhad for unlawful picketing. Mr Solomon
and the other members concerned challenged the dismissal and a representation
was made to the Industrial Court pursuant to s. 20 of the Industrial Relations
Act 1967 ('IRA'). The representation was heard by the Industrial Court, and the
present originating summons was filed, pending the decision. According to the
Director General of Trade Unions ('DGTU'), Mr Solomon was allowed to continue
being a member of the first plaintiff and to stand for elections based on the
view that Mr Solomon remained a workman as defined under the IRA until his
representation to the Industrial Court on his dismissal was finally decided.
However, the Attorney General's Chambers held the opposite view in relation to
s. 26(1A) of the Trade Unions Act 1959 ('TUA'). Hence, the first plaintiff
applied by way of the present originating summons, inter alia, for the
following declarations, ie : (i) that a person who was a member of the
plaintiff and who had been dismissed or retrenched from employment would still
be considered and deemed to be a member of the plaintiff in the event such
dismissal or retrenchment was challenged in any proceedings in court or
representations had been made to the Director General of Industrial Relations
('DGIR') for his reinstatement to his former employment; and (ii) that the TUA
read together with the IRA did not prevent a member of the plaintiff who had
been dismissed or retrenched from employment from holding office as a member of
the executive of the plaintiff, in the event such dismissal, termination,
discharge or retrenchment was challenged in any proceedings in court or
representations had been made to the DGIR for his reinstatement to his former
employment. The sole issue for determination of the court related to the
interpretation of s. 26(1A) of the TUA in a situation where an employee had
been dismissed by an employer within a particular industry. More specifically,
the issue was whether an employee who had been dismissed by an employer within
a particular industry and whose dismissal had been challenged could continue to
be a member of the Trade Union in that industry.</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt;">Held (allowing first plaintiff's application with
costs):</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt;"><span style="mso-spacerun: yes;"> </span>(1)
<span style="color: red;"><b>Section 26(1A) of the TUA </b></span>was enacted for the purpose of restricting membership
of a particular union to only persons employed in that particular type of trade
or occupation or industry and <span style="color: red;"><b>not to automatically strip members of their
membership of the union merely due to the fact that they were terminated from
their employment </b></span>(notwithstanding that they were challenging their termination
by seeking reinstatement under s. 20 of the IRA). To construe it as such would
enlarge the powers of the DGTU to an unacceptable and arbitrary extent. Such a
construction would also run counter to the express intention of the Parliament
(paras 82 & 83).</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt;"><span style="mso-spacerun: yes;"> </span>(2) The
court can rely on the Hansard to assist it in the construction of a statute.
The Minister's speech when tabling the Bill to amend s. 26(1A) in the
Parliament in 1988 clearly disclosed the mischief aimed at or the legislative
intention lying behind the ambiguous or obscure words, which was to confine the
membership of the union only to persons engaged or employed in the trade,
occupation or industry in respect of which the union was registered; Chor Phaik
Har v. Farlim Properties Sdn Bhd (refd); National Union of Newspaper Workers v.
Ketua Pengarah Kesatuan Sekerja (refd) (paras 83 & 89).</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt;"><span style="mso-spacerun: yes;"> </span>(3) It
would be <span style="color: red;"><b>premature to decide whether a member of a union has lost his
membership due to a dismissal which is being challenged </b></span>and where a
representation has been made unders. 20 of the IRA and the matter referred to
the Industrial Court for adjudication. This was because when an employee is
dismissed and the matter was referred to the Industrial Court under s. 20 of
the IRA, the burden is on the employer to prove that the dismissal was done
with just cause and excuse. Thus, <span style="color: red;"><b>until and unless the Industrial Court has
disposed of a representation made under s. 20 for reinstatement, another court
may not deem that the workman has forfeited his union membership </b></span>(para 132).</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Case(s) referred to:</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">All Malayan Estates Staff Union v. Rajasegaran &
Ors [2006] 4 CLJ 195 FC (refd)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Anthonyamah Anthony & Ors v. Socfin Co Bhd
[1992] 3 CLJ 1410; [1992] 2 CLJ (Rep) 75 HC; [1992] 1 ILR 297 (dist)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Blackburn v. Attorney-General [1971] 2 All ER 1380
(refd)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Chor Phaik Har v. Farlim Properties Sdn Bhd [1994] 4
CLJ 285 FC (refd)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Duport Steels Ltd v. Sirs [1980] 1 WLR 142 (refd)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Hoh Kiang Ngan v. Mahkamah Perusahaan Malaysia &
Anor [1996] 4 CLJ 687 FC (refd)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Kempas Edible Oil Sdn Bhd (Kilang Kempas Devon) v.
All Malayan Estates Staff Union (Amesu) [2006] 4 ILR 2942 IC (dist)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Malaysian Bar v. Dato' Kanagalingam Veluppillai
[2004] 4 CLJ 194 FC (refd)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">National Union of Newspaper Workers v. Ketua
Pengarah Kesatuan Sekerja [2000] 4 CLJ 233 FC (refd)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">National Union Of Teachers In Independent Schools,
West Malaysia v. Han Chiang High School, Penang [1989] 1 CLJ 1091; [1989] 2 CLJ
(Rep) 160 HC (refd)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Palm Oil Research And Development Board Malaysia
& Anor v. Premium Vegetable Oils Sdn Bhd [2004] 2 CLJ 265 FC (refd)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Pepper (Inspector of Taxes) v. Hart [1993] 1 All ER
42 (refd)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Perusahaan Otomobil Kedua Sdn Bhd v. Ketua Pengarah
Kesatuan Sekerja & Anor [2000] 5 CLJ 351 HC (dist)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">PP v. Tan Tatt Eek & Other Appeals [2005] 1 CLJ
713 FC (refd)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">R (on the application of Quintavalle) v. Secretary
of State for Health [2003] 2 All ER 113 (refd)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Re Singapore Industrial Workers Union [1964] 1 LNS
178 HC (refd)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Salomon v. Commissioners of Customs & Excise
[1967] 2 QB 116 (refd)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Seow Teck Ming & Anor v. Tan Ah Yeo & Anor
[1991] 3 CLJ 2731; [1991] 4 CLJ (Rep) 576 CA (foll)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Wong Pot Heng v. Zainal Abidin Putih & Anor
[1990] 2 CLJ 174; [1990] 1 CLJ (Rep) 312 SC (refd)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Legislation referred to:</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Industrial Relations Act 1967, ss. 2, 4, 5, 7, 20,
26(2), 59</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Interpretation Acts 1948 & 1967, s. 17A</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Trade Unions Act 1959, ss. 2, 10(2), 12(3), 26(1A),
(1B), 29(1), 66(2)</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Counsel:</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">For the 1st plaintiff - Ambiga Sreenevasan; M/s
Sreenevasan Young</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">For the 2nd plaintiff - Chandrasegaran (Pong Fook
Chuah with him); M/s Prem & Chandra</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">For the 3rd - 11th plaintiffs - Anand Ponnudurai;
M/s Bodipalar Ponnudurai De Silva</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">For the 1st defendant - AG's Chambers</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">For the 2nd - 11th defendants - M Eswary; M/s The
Law Firm Of M Eswary</span></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="font-size: 9.0pt; mso-bidi-font-size: 11.0pt;">Reported by Amutha Suppayah</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
JUDGMENT</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
Alizatul Khair Osman J:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
Introduction</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[1] This is an application by
way of originating summons (encl. 1) by the first plaintiff, the National Union
of Bank Employees against the first respondent, the Director General of Trade
Unions for, inter alia, the following reliefs:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(i) a declaration that a person who is a
member of the plaintiff and who has been dismissed, terminated, discharged or
retrenched from employment would still be considered and be deemed a member of
the plaintiff in the event such dismissal, termination, retrenchment is
challenged in any proceedings in court or representations have been made to the
Director General of Industrial Relations for his reinstatement to his former
employment;</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(ii) a declaration that the Trade Unions
Act 1959 read together with the Industrial Relations Act 1967 do not prevent a
member of the plaintiff who has been dismissed, terminated, discharged or
retrenched from employment from holding office as a member of the executive of
the plaintiff, in the event such dismissal, termination, discharge or
retrenchment is challenged in any proceedings in court or representations have
been made to the Director General of Industrial Relations for his reinstatement
to his former employment; and</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(iii) a declaration that Mr Sandagran
Solomon Joseph Pitchay who was elected as general secretary of the plaintiff on
7 August 2005 and re-elected as general secretary on 26 July 2008 was rightly
and lawfully elected as general secretary of the plaintiff.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[2] The second to 11th
defendants were added as defendants pursuant to an application to intervene and
vide order of court dated 16 December 2008.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[3] The second to 11th
defendants were members of the first plaintiff who were at the material time
employed in the industry in respect of which the first plaintiff was
registered.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[4] The second to 11th
plaintiffs were added as plaintiffs to this application pursuant to an
application to intervene and vide order of this court dated 6 January 2009 and
9 April 2009 respectively.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
Background</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[5] The background facts
leading to this application as set out in the first plaintiff's written
submissions and in the affidavit in support of the originating summons (encl.
2) were as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Sometime towards the end of 2004, several
members of the first plaintiff filed an application to the High Court for an
order to direct the DGTU to conduct elections to resolve the ongoing internal
dispute and leadership crisis facing the first plaintiff. The High Court
dismissed the application but on appeal, the Court of Appeal, allowed the
appeal and made an order directing the DGTU to conduct elections within four
months and thereupon to announce the outcome of the elections within 24 hours
upon completion of the elections. The outcome of the elections was that Mr
Solomon won by a majority of votes for the post of Branch Committee member at
the Penang branch level and the post of general secretary at the national level
respectively.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[6] Since 8 August 2005
therefore, Mr Solomon has been holding the position of general secretary of the
first plaintiff and conducting the administration of the first plaintiff.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[7] Mr Solomon was allowed to
stand for elections and to be elected as the general secretary in 2005 by the
then DGTU even though he was dismissed from employment prior to that in 2004.
In fact, at the material time in 2005 the then DGTU also took the position that
one Encik Muhammad Fauzi bin Haji Shamsuddin who was running for the post of
president was allowed to stand for elections notwithstanding the fact that he
was also dismissed and/or terminated from employment at the material time and
was challenging the dismissal.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[8] The details relating to Mr
Solomon's dismissal and the subsequent reference to the Industrial Court were
as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(i) Mr Solomon, the general secretary of
the first plaintiff was dismissed from employment together with nine other
members of the first plaintiff by CIMB Bank Berhad on 27 April 2004 for
allegedly unlawful picketing.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(ii) Mr Solomon and the other eight members
concerned challenged the dismissal and a representation was made to the
Industrial Court pursuant to s. 20 of the Industrial Relations Act, 1967
('IRA'). The representation was heard by the Industrial Court, and at the time
the OS was filed, was pending decision.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[9] According to the DGTU, Mr
Solomon was allowed to continue being a member of the first plaintiff and to
stand for elections based on the opinion of the then legal adviser (of the Ministry
of Human Resources) who was of the view that Mr Solomon remained a workman as
defined under the IRA until his representation to the Industrial Court on his
dismissal was finally decided. (see paras. 12.2.1 - 12.2.7., encl. 12).</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[10] However in 2008,
following an exchange of correspondence between the DGTU's office and the first
plaintiff regarding the status of Mr Solomon (as general secretary of the first
plaintiff) arising from a query raised initially by the then President of the
Industrial Court when Mr Solomon appeared for the first plaintiff before her,
the DGTU on 1 July 2008 wrote to Mr Solomon. In the letter dated 1 July 2008,
the DGTU stated that pursuant to queries from members pertaining to the status
of the general secretary of the first plaintiffs, the DGTU referred the issue
to the Attorney General's Chambers, who gave the following interpretation of s.
26(1A) of the Trade Unions Act 1959 ("TUA"):</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Subseksyen 26(1A) Akta Kesatuan Sekerja
(Akta 262) memperuntukkan bahawa seseorang yang "not employed or
engaged" in any establishment, trade, occupation or industry in respect of
which the trade union is registered" tidak boleh menjadi anggota sesebuah
kesatuan sekerja. Perkataan employed and engaged... merujuk kepada sesorang
yang masih bekerja dengan majikannya dan tidak meliputi seseorang yang telah
diberhentikan kerja walaupun pekerja tersebut telah pun memfailkan representasi
mengenai pembuangan kerjanya.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(see exh. OP-2 of the first respondent's
affidavit in reply dated 10 October 2008).</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[11] The first plaintiff
viewed the interpretation as "a grave departure" from previous
practice and a drastic stance taken by the first defendant as at all material
times the first plaintiff had treated and deemed members who were dismissed as
members so long as their dismissals were being challenged. The implication from
the aforesaid interpretation, in the first plaintiff's view, was that any
member of the first plaintiff who was dismissed would automatically lose his
membership of the union and all benefits and rights that attach to his
membership. Vide letter dated 9 July 2008 to the DGTU, the first plaintiff,
after seeking legal advice disputed the interpretation of the Attorney
General's Chambers. The DGTU in its reply dated 21 July 2008 reiterated its
stand on the matter as per its earlier letter of 1 July 2008.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
(see exhs. A-11 and A-22,
encl. 2 respectively).</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[12] Arising out of the above
sequence of events, the first plaintiff filed these present proceedings.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[13] For completeness it
should be mentioned that sometime in April 2008, the first plaintiff's
elections at branch levels were conducted. The principal office bearers of the
first plaintiff were unanimously nominated to hold on to their respective positions
for the ensuing term of 2008-2011. The result was that all the principal
officer bearers of the first plaintiff were retained in their positions
unopposed. Thus, Mr Solomon retained his position as general secretary of the
plaintiff effectively for the term April 2008 to April 2011, when elections
were next due.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
Issue</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[14] Arising out of the above
facts the sole issue for determination before the court relates to the
interpretation of s. 26(1A) of the Trade Unions Act 1959 (TUA) in a situation
where an employee has been dismissed by an employer within a particular
industry. More specifically, the issue was whether an employee who has been
dismissed by an employer within a particular industry and whose dismissal has
been challenged can continue to be a member of the trade union in that
industry.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[15] Section 26(1A) of the TUA
reads as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>No person shall join, or be a member of, or
be accepted or retained as a member of any trade union if he is not employed or
engaged in any establishment, trade, occupation in respect of which the trade
union is registered. (emphasis added)</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
First Plaintiff's Submission</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[16] It was the first
plaintiff's submission that s. 26(1A) of the TUA ("s. 26(1A)") did
not preclude membership of a trade union in the circumstances where an employee
has been dismissed and whose dismissal has been challenged.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[17] At the start of her
submission learned counsel for the appellant urged the court to disregard:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) paragraphs 13 to 17 of the second to
11th defendant's affidavit; and</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) paragraphs 3 to 6 of the first
defendant's affidavits,</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
as they do not in any way
assist the court in the construction of either the TUA or the IRA nor do they
have any bearing on the construction of either legislation. Further these allegations
and complaints were strongly disputed and were nothing more than allegations
and complaints against the general secretary to the first plaintiff.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[18] Learned counsel also
reminded the court of the terms of the court's order on 16 December 2008 which
allowed the intervention of the second to 11th defendants which were as
follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>... Adalah Diperintahkan bahawa
Pencelah-pencelah (kecuali Pencelah No. 9) diberi kebenaran untuk mencelah
dalam prosiding ini dan setelah ditambahkan sebagai Defendan 2 hingga 11 dalam
tindakan ini dengan menghadkan diri mereka kepada isu-isu, fakta-fakta dan
undang-undang yang telah dibangkitkan di dalam Saman Pemula (kandungan 1) dan
Afidavit Sokongan yang diikrarkan oleh Sandagran Solomon a/l Josepah Pitchay
pada 8 Ogos 2008 (Kandungan 2) sahaja DAN Akhirnya Diperintahkan bahawa tiada
perintah terhadap kos.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[19] Consequently the parties
ought to confine themselves only to facts which have a bearing on the
construction of s. 26(1A) and other relevant provisions in the TUA and the IRA.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[20] The first plaintiff's
contention that s. 26(1A) do not preclude members who have been dismissed and
whose dismissal is being challenged from being members of a trade union is
premised on the following proposition of law:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[21] Firstly, on the
interpretation of s. 26(1A):</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) the interpretation of "trade
union" in the TUA read together with the definition of "workman"
under s. 2 of the TUA and under s. 2 of the IRA.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[22] The definition of
"trade union" under s. 2 of the TUA is as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>"trade union" or
"union" means any association or combination of workmen or employers,
being workmen whose place of work is in West Malaysia, Sabah or Sarawak, as the
case may be, or employers employing workmen in West Malaysia, Sabah or Sarawak
as the case may be:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) within any particular
establishment, trade, occupation or industry or within any similar trades,
occupations or industries;... </div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>"Workman" is in turn defined as
"...any person, including an apprentice, employed by an employer under a
contract of employment to work for hire or reward and for the purposes of any
proceedings in relation to a trade dispute includes any such person who has
been dismissed, discharged or retrenched in connection with or as a consequence
of that dispute or whose dismissal, discharge or retrenchment has led to that
dispute.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Under the same section of the TUA.
(emphasis added)</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[23] The same definition of
"workman" is found in s. 2 of the IRA.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
(b) Rule 4.7 of the
constitution of the NUBE which reads as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Any member who has been in the Union for a
period of more than six months and is retrenched from his employment for taking
an active part in any movement authorized by the National Executive Council or
Branch Committee, or for being a Branch Officer of the Union and for doing his
duty in that capacity, or for any other reason which in the opinion of the
National Executive Council, be entitled to and be given such assistance, legal,
financial and/or otherwise, as shall from time to time be determined by the
National Executive Council, having regard to the circumstances of each
individual case. In determining any such case the National Executive Council
shall be guided by the principle that any member or members so discharged from
his or their employment is or are entitled to the greatest assistance which it
is in the power of the Union to grant, whether legal, financial, moral or
otherwise with a view to his or their reinstatement or other reasonable
compensation.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[24] As this rule expressly
provides for the first plaintiff to render all such assistance as is necessary
to any "member" who is discharged from employment with a view to his
reinstatement or compensation, it therefore implicitly recognises that a person
who is discharged or terminated from employment is still a member of the trade
union concerned and is entitled to all such assistance as stated therein.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[25] In this regard learned
counsel referred to s. 66(2) of the TUA which provides that:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Nothing in this Act shall be deemed to
authorize a trade union to act contrary to, or in excess of the powers
conferred upon it by, it a rules.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[26] The rules of the trade
union ie, the constitution of NUBE in this case, having "in a sense"
been approved by the DGTU (as seen from ss. 10(2) and 12(3)) it would therefore
lend force to the plaintiff's argument that s. 26(1A) must be construed in the
manner proposed for the rules to be consistent with the TUA.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
(c) The primary purpose for
the enactment of s. 26(1A) of the TUA was to limit membership of a particular
union to only persons in a particular trade or industry.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[27] Section 26(1A) was not
enacted to preclude a member who has been dismissed (and who is challenging his
dismissal) from continuing to be a member of a trade union of a particular type
of trade or occupation or industry to which the said member belonged to.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[28] Learned counsel argued
that s. 26(1A) was enacted to ensure that only persons employed in a particular
trade or industry may be members of a union in that particular trade or
industry, for example, a hotel worker can only be a member of the Hotel
Workers' Union and cannot be a member of the Newspaper Union Workers' Union.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[29] This was evident from the
speech of the Minister when tabling the Bill proposing the amendment to s.
26(1A) as recorded in the Hansard dated 12 October 1988 which is reproduced
below:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Pindaan yang dicadangkan di bawah Fasal 6
adalah bertujuan menjadikan s. 26(1A) lebih jelas dan tepat untuk memastikan
bahawa seseorang pekerja tidak boleh menganggotai atau terus menjadi ahli suatu
kesatuan jika ia tidak digaji dalam tred, pekerjaan atau industri yang ada
kaitan dengan kesatuan itu. Peruntukan yang ada sekarang kurang jelas sama ada
seseorang yang telah masuk menjadi ahli kesatuan dan kemudiannya berhenti dari
digaji dalam tred, pekerjaan atau industri berkenaan boleh mengekalkan
keahliannya. Walaubagaimanapun, seseorang yang dipilih oleh ahli-ahli kesatuan
dan digaji untuk bekerja sepenuh masa sebagai Setiausaha, Penolong Setiausaha,
Bendahari atau Penolong Bendahari Kesatuan menurut s. 29(1)(a) adalah dianggap
sebagai digaji dalam tred, pekerjaan atau industri yang berkenaan.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[30] That this was the primary
purpose for the enactment of s. 26(1A) of the TUA was reinforced by the Federal
Court decision in the case of National Union of Newspaper Workers v. Ketua
Pengarah Kesatuan Sekerja [2000] 4 CLJ 233; [2000] 3 MLJ 689. In that case
employees of two companies involved in publications namely, FPSB and STPD were
members of a union called NUPW. The companies subsequently decided not to
recognise NUPW as both the companies were no longer involved or connected with
the newspaper publishing industry. The matter was referred to the DGTU. After
due investigation, the DGTU found that both companies were no longer involved
in the newspaper publishing industry.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[31] As the NUPW's
constitution provided for membership of the union to be strictly for employees
of the newspaper publishing and subsidiary industries only the DGTU accordingly
decided that employees of both FPSB and STPD cannot be accepted or continue to
be members of NUPW.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[32] The Federal Court agreed
with the Court of Appeal that s. 26(1A) of the TUA can be applied by the DGTU
to render the entire membership of the union in FPSB and STPD not eligible and
the union incompetent to represent the entire membership of the companies.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[33] Secondly, the court
should adopt a purposive approach in interpreting the TUA as the TUA is a
"piece of social legislation that was enacted to regulate and prescribe
rules for the formation of unions and regulate the trade union movement"
with the underlying objective of promoting "social harmony between
employers and workers who form the trade union movement."</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[34] The purposive approach
would require the court to interpret the provisions of the TUA such that they
are in accord with the purpose of the TUA ie, "to provide social harmony
between the employers and the employees".</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[35] Counsel for the first
plaintiff submitted that the courts have consistently applied the purposive
approach in interpreting social legislation like the TUA and the IRA.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[36] The interpretation of s.
26(1A) by the DGTU on the other hand would not promote social harmony but would
instead promote "union busting".</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[37] This means that employers
can successfully rid themselves of union members who are vocal and regarded as
'problematic' by terminating or discharging them and thereby removing them from
the union. Other employees too would be afraid to not only be active but also
to join a union out of fear of reprisal. This according to counsel could not be
the intention of the TUA.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[38] The first plaintiff
relied on s. 17A of the Interpretation Acts, 1948 and 1967 and the following
cases in support of their proposition:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) All Malayan Estates Staff Union v.
Rajasegaran & Ors [2006] 4 CLJ 195; [2006] 6 MLJ 97;</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) Palm Oil Research And Development Board
Malaysia & Anor v. Premium Vegetable Oils Sdn Bhd [2004] 2 CLJ 265; [2005]
3 MLJ 97;</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(c) R (on the application of Quintavalle)
v. Secretary of State for Health [2003] 2 All ER 113;</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(d) Chor Phaik Har v. Farlim Properties Sdn
Bhd [1994] 4 CLJ 285; [1994] 3 MLJ 345; and</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(e) Hoh Kiang Ngan v. Mahkamah Perusahaan
Malaysia & Anor [1996] 4 CLJ 687; [1995] 3 MLJ 369.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[39] Thirdly, it was the first
plaintiff's submission that in the case of a dismissal referred to the
Industrial Court under s. 20 of the IRA, the burden of proving that an employee
is dismissed with just cause is on the employers. If an employer fails to prove
that the dismissal was justified, the employee was deemed to have been dismissed
without just cause or excuse. Thus until and unless the Industrial Court has
disposed of a representation under s. 20 of the IRA for reinstatement, another
court may not deem that the workman has forfeited his union membership. Citing
the case of National Union Of Teachers In Independent Schools, West Malaysia v.
Han Chiang High School, Penang [1989] 1 CLJ 1091; [1989] 2 CLJ (Rep) 160;
[1989] 2 MLJ 114, as authority for this proposition, learned counsel argued
that it would be premature in the present case for this court to decide whether
a member of a union (Mr Solomon) has lost his membership due to a dismissal as
his dismissal has been challenged by way of a representation under s. 20 (of
the IRA) and the matter referred to the Industrial Court for adjudication. In
the present case Mr Solomon is seeking reinstatement to his former employment
with CIMB.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[40] Finally, learned counsel
for the plaintiff, Dato' Ambiga Sreenevasan ("Dato' Ambiga") informed
the court that the MTUC at its second general council meeting on 3 August 2008
"unanimously opposed the stand and interpretation of s. 26(1A) of the
Trade Unions Act 1959 as interpreted by the Attorney General's Chambers and
being adopted by the DGTU."</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
The Defendants' Submission</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
The First Defendant's Submission</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[41] Learned Senior Federal
Counsel on behalf of the first defendant explained that apart from the query by
the then President of the Industrial Court, numerous complaints were received
by the DGTU regarding the status of officers of trade unions, who, despite
being no longer in the employment of any establishment, trade, occupation or
industry in respect of which the relevant unions were registered continued to
remain in the post of secretary-general of related trade unions.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[42] More specifically the
Attorney-General Chamber's opinion was sought following events leading to the
re-election of Mr Solomon as the secretary general. According to learned Senior
Federal Counsel, in 2005 prior to the re-election of Mr Solomon, the
Attorney-General's Chambers' legal opinion was not obtained specifically on the
issue as to whether a member who was dismissed was competent to stand for
elections and hold office in the plaintiff's unions.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
(see para. 4.3, p. 3 of the
first respondent's affidavits in reply dated 10 October 2008).</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[43] However the opinion
contained in the Attorney-General's Chambers' letter to the legal adviser dated
8 May 2008 (OP-2) was specifically in reply to the issue posed to it viz :</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>whether a person who has been dismissed and
has filed a representation under s. 20 of the Industrial Relations Act 1967
[Act 177] is competent to stand for election to be officers of the union.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[44] The first defendant's
argument as regards the issue posed before the court was that, contrary to the
submission of the first plaintiff, the clear words of s. 26(1A) and other
related provisions of the TUA do not call for a purposive interpretation to be
adopted in interpreting these provisions of the Act.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[45] Learned Senior Federal
Counsel ("SFC") quoted Mohamad Azmi, SCJ's judgment in Wong Pot Heng
v. Zainal Abidin Putih & Anor [1990] 2 CLJ 174; [1990] 1 CLJ (Rep) 312;
[1990] 1 ILR 565; [1990] 3 MTC 141; [1991] 1 MLJ 410 in which His Lordship
held:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>The purposive construction of statutes was
first adopted by the House of Lords in Fothergill v. Monarch Airlines. It is a
well established principle that the purposive approach to the interpretation of
legislation only applies where any doubt arises from the terms or words
employed by the legislative. But where the words are precise and unambiguous,
then the literal and strict construction rule should apply.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[46] Reference was also made
to the Federal Court case of Malaysian Bar v. Dato' Kanagalingam Veluppillai
[2004] 4 CLJ 194 where the Federal Court cited with approval of Lord Diplock's
observation in Duport Steels Ltd v. Sirs [1980] 1 WLR 142 at p. 157 that:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>where the meaning of the statutory words is
plain and unambiguous it is not for the judges to invent fancied ambiguities as
an excuse for failing to give effect the plain meaning because they themselves
consider that the consequences of doing so would be inexpedient or even unjust
or immoral...</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[47] With that in mind,
learned SFC proceeded to argue as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Firstly, in construing s. 26(1A) it is not
necessary to refer to the definition of "workman" under s. 2 of the
TUA as the meaning of "workman" in that section in particular the
phrase "includes any such person who has been dismissed, discharged or
retrenched..." is limited only to proceedings in relation to a "trade
dispute". "Trade Dispute" in turn is defined to mean "any
dispute between an employer and his workmen which is connected with the
employment or non-employment of the terms of employment or the conditions of
work of any such workmen." (see s. 2 of the TUA).</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[48] In light of the above,
the definition of "workman" in s. 2 of the TUA is clearly not
applicable for the purposes of construing s. 26(1A).</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[49] Instead, the words
"employed or engaged" in s. 26(1A) should be given its plain and
ordinary meaning. As the words are not defined in the TUA, regard must be to
the New Shorter Oxford English Dictionary in order to ascertain their ordinary
meaning of these words. According to the New Shorter Oxford English Dictionary
'employed' means "be engaged in; be at work" and 'engaged' means
"take service with or with an employer". Based on the above
definition learned SFC argued that:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>... in the case of Mr J Solomon, since he
was dismissed he is not at work and not with any employer. It logically follows
that Mr J Solomon is "a person not employed or engaged in any
establishment, trade, occupation or industry" class of persons envisaged
under s. 26(1A).</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[50] Pursuant to the above argument,
she came to the following conclusion:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Once a person is not employed or engaged in
any establishment, trade, occupation or industry in respect of which the trade
union is registered, the person loses his status as union member. Thus this
person is not eligible to act as officers (sic ) of the union.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[51] Learned SFC added that as
the relevant part of the definition of "workman" in the TUA is
limited to proceedings in relation to a trade dispute, the court cannot extend
the definition to include the right or entitlement to be retained as a member
of a trade union or the right or entitlement to stand for election as an
officer of a trade union.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[52] The following cases were
relied on by the SFC in support of her submission:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) Kempas Edible Oil Sdn Bhd (Kilang
Kempas Devon) v. All Malayan Estates Staff Union (Amesu) [2006] 4 ILR 2942;</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) National Union of Newspaper Workers
(supra );</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(c) Anthonyamah Anthony & Ors v. Socfin
& Co Bhd [1992] 3 CLJ 1410; [1992] 2 CLJ (Rep) 75; [1992] 1 ILR 297; and</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(d) Perusahaan Otomobil Kedua Sdn Bhd v.
Ketua Pengarah Kesatuan Pekerja [2000] 5 CLJ 351 (Perusahaan Otomobil).</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
The Second To 11th Defendants'
Submission</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[53] The stand of the second
to the 11th defendants as regards the issue at hand is essentially the same as
that of the first defendant.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[54] Briefly the second and
11th defendants' stand was that the direction of the DGTU which was made after
seeking the advice of the Attorney-General's Chambers was the true
interpretation of s. 26(1A) and was in accordance with the intention of
Parliament.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[55] It was their submission
that in amending s. 26(1A) Parliament had in mind that only persons employed or
engaged in any establishment, trade, occupation or industry in respect of which
the trade is registered shall join or be accepted or retained as a member of a
trade union, the emphasis being on the words employed or engaged.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[56] Learned counsel also
agreed with SFC's submission that as the wording of s. 26(1A) is clear and
unambiguous "the courts are bound to give effect to that meaning
irrespective of the consequences." For this proposition learned counsel
relied on the case of PP v. Tan Tatt Eek & Other Appeals [2005] 1 CLJ 713.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[57] Learned counsel then
referred to the definition of "trade union" in the TUA and the IRA;
the definition of "workman" and "trade dispute" in both
Acts and arrived at the following proposition:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) Based on the definition of "trade
dispute" (which is the same under the TUA and the IRA), the parties to a
trade dispute are the employer and his workman. A workman is defined in the TUA
as a "person including an apprentice, employed by an employer under a contract
of employment to work for hire or reward". Therefore the workman must
ordinarily be in actual employment at the time of the dispute. But when he is
already dismissed or discharged or retrenched, and this has given rise to a
dispute, he is still a workman for the purpose of that dispute.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) There is no mention of trade unions of
employers or workmen in the definition of trade disputes. Hence there can be a
trade dispute without unions. But when a trade union represents employers and
workmen who are actually in dispute with each other, they became parties to the
dispute. Consequently, when a person who was a member of a trade union is
dismissed and the dismissal is challenged under s. 20 of the IRA, he is a
workman for the purposes of that dispute but not for the purpose of s. 26(1A)
as alleged by the plaintiffs.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>This is clear from the second part of the
definition in the TUA which reads, "and for the purposes of any
proceedings in relation to a trade dispute includes any such person who has been
dismissed, discharged or retrenched in connection with or as a consequence of
that dispute or whose dismissal, discharge or retrenchment has led to that
dispute". (emphasis added)</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>It is defined as such in order to give
cognisance to one of the objects of a trade union, namely para. (c)(ii) of the
definition of trade union, wherein the trade union will represent the workman
who was a member of the said union at the time of dismissal and whose dismissal
has led to a trade dispute.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(c) As regards to the second part of the
definition of "workman" in the IRA, (which is the same as that of the
definition of 'workman' under the TUA) it was defined as such in order for,
amongst others, to enable the trade unions to represent workmen who were its'
members at the time of their dismissal and whose dismissal has led to a trade
dispute; to represent the workman in a reference under s. 26 which includes
collective agreements as the definition of trade dispute also includes
"the terms of employment or the conditions of work of any such
workmen". The reason being any dismissed, retrenched or discharged,
employees, who were members of the trade union at the material time of the
duration of the collective agreement would be entitled to the monetary benefits
to be awarded under the collective agreement.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(d) It was therefore apparent from the
wording of s. 26(1A) that in order to be a member of a trade union, or be
accepted or retained as a member one should be employed or engaged in any
establishment, trade or industry. The second part of the definition of
'workman' should not be read into s. 26(1A). In fact the first part of the
definition of 'workman' should be read into the s. 26(1A) since member is not
defined in the TUA and the section uses the word 'person'. Hence, a member who
has been dismissed is no longer retained in employment, as upon dismissal his
contract of employment with the employer is severed. The only right a member
has upon being dismissed by his employer, is the right to be represented by the
trade union in the dispute that was brought about by his dismissal. For that
purpose he is a "workman" as defined under the TUA and the IRA.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(e) Rule 4.7 is a recognition of this right
as it provides for representation by a trade union of a dismissed member.
However it is not anywhere stated in the rules and constitution of the first
plaintiff that a member who has been dismissed and who challenged his dismissal
continues to be a member and to hold a position in the trade union, as alleged
by the first plaintiff. In fact r. 3 of the rules and constitution of the first
plaintiff expressly states as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Rule 3 - membership</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span>1. Membership of the Union shall be open to
all employees, whether permanent or temporary, who are employed in any
commercial bank or its subsidiary finance company in Peninsula Malaysia who are
above the age of sixteen, excluding those who are employed in a managerial,
executive, confidential or security capacity...</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[58] Thus in Re Singapore
Industrial Workers Union [1964] 1 LNS 178; [1964] 30 MLJ in respect of a
similar provision in the union's rule the court held that:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>... To become a member of the union, a
person must in the first place be over the age of 18, and secondly he must be
employed in any private undertaking or industry in Singapore.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[59] In light of the above,
learned counsel reiterated that the court cannot extend the prohibitory provisions
of s. 26(1A) and the present provisions of the rules and constitution of the
first plaintiff which were consonant with the said section by granting the
declarations sought by the first plaintiff as it will, according to counsel
"amount to a contravention of s. 26(1A) of the Act".</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[60] On the issue of whether
the said member can continue to hold office in any trade union, counsel drew
the court's attention to the amendment to s. 26(1B) of the TUA, which was
introduced together with the amendment to s. 26(1A) in 1988. The said s. 26(1B)
reads as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>For the purposes of subsection (IA), any
person who is employed by a trade union as a member of its executive under
paragraph (a) of the proviso to s. 29(1) shall be deemed to be employed or engaged
in the establishment, trade, occupation or industry concerned.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[61] It was counsel's
submission that this section can never be interpreted to mean that a dismissed
member can be employed by the union as he can be deemed employed by virtue of
this section, for the following reasons:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(i) section 26(1B) must be read together
with s. 29(1) of the TUA which stipulates thus:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>A registered trade union may, subject
to subsection (2) and of the rules of the such union, employ and pay a
secretary, treasurer and such other person as may be necessary for the purposes
of such union or of any federation of trade unions to which the union belongs:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Provided that no employee of such union
other than:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) The holder of a full-time office
as secretary, assistant secretary, treasurer or assistant treasurer who is
elected in accordance with the rules of such union;...</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b)...</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>shall be a member of the executive of
such union.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(emphasis added)</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(ii) in order to be elected in accordance
with the rules of such union as stated in s. 29(1)(a), and nominated, the
member must be a Malaysian citizen, has attained the age of 21 years and has
been working in the bank/finance company for the last one year;</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(iii) a dismissed employee who does not
have an employer cannot hold a position in a trade union. In other words, the
employment status is a pre-condition to enable one to be a member and to hold
office in a trade union; and</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(iv) the deeming provision in s. 26(1B)
applies to members of the trade union, namely persons employed with an
employer, who are subsequently elected in accordance with the rules of the
union as executive.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[62] In addition counsel
referred to r. 14 of the first plaintiff's constitution and rules which
provided as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>1. (a) An Officer of the Union shall mean
any member of the National Executive Council, or of any Branch Committee of the
Union, but shall not include an auditor. Not less than two-thirds of the total
number of the officers of the Union, other than the general secretary, the
treasurer and the trustees, shall be persons actually engaged or employed in
the occupation, trade or industry with which the Union is connected.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) No person shall be elected or act as an
officer of the Union if:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(i) He is not a member of the Union; or</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(ii)...</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(iii)...</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(iv) He has not been engaged or
employed for a period of a least one year in the occupation, trade or industry
with which the union is connect; or...</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[63] It is an express
provision of the rules that a general secretary, the treasurer and trustees,
shall be persons actually engaged or employed in the occupation.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[64] The only conclusion to be
made on all the foregoing was that the intention, object and purpose is clear,
namely in order to be a member and/or to hold the position of an officer of a
trade union, employment status is a pre-condition.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[65] Finally, learned counsel
submitted the following reasons in support of their contention as to why a
dismissed or terminated member whose dismissal or termination is challenged can
never be considered to be a member of a trade union:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) A claim for reinstatement should be
considered as a dispute between the employer and employee and should not be
connected with the status of the employee concerned as a member of the trade
union.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) The employees' right to join and remain
as members of any trade unions depend on the existence of contracts of
employment and when the contract ends, the right to remain in the trade union
ends as well. As such, if such an employee is holding any position in the union
he should relinquish it.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(c) If a dismissed employee is allowed to
hold any elected position in any trade union especially in respect of the main
position of general secretary as in the first plaintiff, it will lead to abuse
of power wherein the trade union will be used for his own benefit as is
apparent from all the complaints made by the members of the first plaintiff to
DGTU.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(d) For a dispute to be referred to the
Industrial Court it will take a minimum of one to two years. For the said
dispute to be concluded and for an award to be handed down by the Industrial
Court it will take another two to five years. An example of this can be seen in
the dispute between the general secretary of the first plaintiff with his
former employer wherein the Industrial Court was yet to hand down the decision
despite the fact that he was dismissed in 2004.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(e) Furthermore, reinstatement is not the
only remedy to be awarded by the Industrial Court and the unsuccessful party
might take it up on judicial review to the High Court, appeal to the Court of
Appeal and Federal Court accordingly which might take another five years or
more.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(f) Section 26(1A) also cater for in-house
unions. In this situation, it is quite unlikely for any organisation to agree
to have a collective bargaining with the in-house union if the general
secretary of the union is an employee who was dismissed by the said
organisation.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
Decision</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[66] Having considered the
submissions of both the plaintiff and the defendants very carefully, I was
inclined to agree with the submission of the first plaintiff as regard the
issue posed before the court and I accordingly granted the reliefs sought by
the first plaintiff in prayer (1) and (2) of the OS, prayer (3) having been
withdrawn by Dato' Ambiga at the conclusion of the first plaintiff's
submission, with costs to be taxed and paid to the first plaintiff.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[67] I append below the
reasons for my decision:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>At the outset, I would like to state that
in the course of submission before me, the Industrial Court on 27 October 2009
handed down its award. The Industrial Court found that the applicants' (ie, Mr
Solomon and the other eight members concerned) dismissal was with just cause
and excuse and dismissed the applicant's claim. The applicants proceeded to
file, on 30 November 2009, an application for judicial review to quash the said
award. Learned counsel for the first plaintiff, Dato' Ambiga informed the court
that the said award would not change the first plaintiff's submission on the
issue before the court.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[68] As regards Dato' Ambiga's
plea that the court ignore the complaints and allegations against Mr Solomon
and the first plaintiff (which were disputed), bearing in mind the terms of the
court order dated 16 December 2008 and the fact that they did not assist the
court in any way in determining the issue at hand, I was of the view that these
complaints and allegations constitute the background facts leading to the issue
before the court and in that sense they would assist the court in understanding
the context in which this issue arose. Other than that I agreed that the issue
before the court was essentially one of law, more particularly the construction
of s. 26(1A) of the TUA and other related provisions of the TUA and the IRA.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[69] As submitted by both
learned counsels for the first plaintiff and the defendants the sole issue for
the court's consideration was whether under s. 26(1A) an employee of a
particular industry who has been dismissed and whose dismissal was challenged
can continue or be retained as a member of the trade union in that industry.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[70] This issue as pointed out
earlier, arose out of the Attorney-General's Chambers' interpretation of that
section as contained in the then DGTU's letter dated 1 July 2008 to Mr Solomon
(supra ). The gist of the Attorney-General's Chambers' interpretation was that
under s. 26(1A) of the TUA a person who was not employed or engaged in any
establishment, trade, occupation or industry in respect of which the trade
union was registered was precluded from being a member of the union. The words
"employed or engaged" according to the Attorney-General's Chambers
refers to a person who was still in the employment of his employer and did not
include a person who had been dismissed from employment notwithstanding that the
dismissal was challenged under the IRA.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[71] This would mean that Mr
Solomon along with nine other members of the first plaintiff who were dismissed
by their employer CIMB Bank Berhad for (allegedly) unlawful picketing but who
had challenged the dismissal would automatically lose their membership and be
precluded from holding any position in the union. Contending that such an
interpretation would have grave consequences not only on the first plaintiff
but also other trade unions in the country, the first plaintiff strongly
disputed the interpretation of s. 26(1A) given by the Attorney-General's
Chambers. In their view, "union busting" or the practice of employers
dismissing employees who were members of trade union merely to stop them from
being members of a union could take place arising from such an interpretation.
Such a practice could cripple the trade union movement in the country.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[72] Mindful of the serious
consequences that would ensue from such an interpretation, the first plaintiff,
(joined later by the second to 10th plaintiffs) having all along treated and
deemed members who were dismissed as members so long as their dismissals were
being challenged, filed this application seeking the following declaration.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(1) a declaration that a person who is a
member of the plaintiff and who has been dismissed, terminated, discharged or
retrenched from employment would still be considered and be deemed a member of
the plaintiff in the event such dismissal, termination, retrenchment is
challenged in any proceedings in court or representations have been made to the
Director General of Industrial Relations for his reinstatement to his former
employment; and</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(2) a declaration that the Trade Unions Act
1959 read together with the Industrial Relations Act 1967 do not prevent a
member of the plaintiff who has been dismissed, terminated, discharged or
retrenched from employment from holding office as a member of the executive of
the plaintiff, in the event such dismissal, termination, discharge or
retrenchment is challenged in any proceedings in court or representations have
been made to the Director General of Industrial Relations for his reinstatement
to his former employment.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[73] Section 26(1A) as stated
earlier reads as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>No person shall join, or be a member of, or
be accepted or retained as a member by, any trade union if he is not employed
or engaged in any establishment, trade, occupation or industry in respect of
which the trade union is registered.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span>(emphasis added)</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[74] At first blush it would
appear that s. 26(1A) prohibits any person from being a member of or be
accepted or retained as a member by, any trade union unless he is employed or
engaged in a trade or industry of which the trade union is registered. In other
words as suggested by the defendants, and as interpreted by the
Attorney-General's Chambers the purpose of s. 26(1A) was clear and unambiguous
- it was to exclude any person from being a member or to continue to be a
member of a trade union unless he was employed or engaged in the establishment,
trade, occupation or industry of which the trade union was registered, the key
words being employed or engaged. Thus a person, such as Mr Solomon, who was
dismissed, was no longer employed or engaged in the trade or occupation of
which the first plaintiff was registered and he therefore could no longer
continue to be a member of the union (ie, the first plaintiff) let alone
continue to be an officer of the union.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[75] However upon examining s.
26(1A) I would agree with the plaintiffs that the primary purpose for the
enactment of s. 26(1A) was to restrict the eligibility of membership of a trade
union to persons engaged in the particular trade, occupation or industry in
respect of which the trade union was registered.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[76] This can be seen from the
Minister's speech when tabling the bill to amend s. 26(1A) in Parliament in
1988. In his speech, the then Minister of Labour, Mr Lee Kim Sai (as he was
then known as) stated in clear and specific terms that the purpose of the
amendment to s. 26(1A) was to "menjadikan s. 26(1A) lebih jelas dan tepat
untuk memastikan bahawa seseorang pekerja tidak boleh menjadi ahli suatu
kesatuan jika ia tidak digaji dalam tred, pekerjaan atau industri yang ada kaitan
dengan kesatuan itu."</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
(see the full excerpt of the
Minister's speech as extracted from the Hansard dated 12 October 1988 at p. 13
(supra )).</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[77] This amendment was
thought to be necessary because s. 26(1A) in its original form did not state
with sufficient clarity whether a member who subsequently ceased to be employed
in the trade or industry of the union concerned can continue to retain his
membership in the said union.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[78] Prior to the aforesaid
amendment, s. 26(1A) read as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>No person shall join, or be a member of, or
be accepted or retained as a member by, in any trade, occupation or industry
which is not similar to the trade, occupation or industry in respect of which
the trade union is registered.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(emphasis added)</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[79] Subsection (1A), it must
be said, was inserted in s. 26 in 1980 pursuant to the Trade Unions (Amendment)
Act 1980 (Act A483).</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[80] In 1989 s. 26(1A)
underwent a further amendment with the passing of the Trade Unions (Amendment)
Act 1989 (Act A732) which added the word "establishment" after the
words "in any" in the said subsection.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[81] Thus s. 26(1A) in its
present form reads:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>No person shall join, or be a member of, or
be accepted or retained as a member by, any trade union if he is not employed
or engaged in any establishment, trade, occupation or industry in respect of
which the trade union is registered. (emphasis added)</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[82] Following from the above
it was therefore clear that s. 26(1A) was enacted for the purpose of
restricting membership of a particular union to only persons employed in that
particular type of trade or occupation or industry and not for the purpose contended
by the defendants (and as opined by the Attorney-General's Chambers) ie, to
automatically strip members of their membership of the union merely due to the
fact that they were terminated from their employment notwithstanding that they
were challenging their termination by seeking reinstatement under s. 20 of the
IRA. To construe it as such would, as submitted by learned counsel for the
first plaintiff, "enlarge the powers of the DGTU to an unacceptable and
arbitrary extent."</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[83] Such a construction would
also run counter to the express intention of Parliament as manifested by the
Minister's speech. It has been established by the Federal Court in Chor Phaik
Har v. Farlim Properties Sdn Bhd [1994] 4 CLJ 285 that the court can rely on
the Hansard to assist it in the construction of a statute. There the Federal
Court cited with approval the landmark decision of the House of Lords in Pepper
(Inspector of Taxes) v. Hart [1993] 1 All ER 42; [1992] 3 WLR 1032 (Pepper v.
Hart ) which decided that it was permissible in certain circumstances to refer
to the reports in Hansard proceedings in either Houses of Parliament, when
construing a statute.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[84] Following the judgment in
Pepper v. Hart the Federal Court held that:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>In construing a statute, a reference to
Parliamentary reports of proceeding or Hansard, as an aid to statutory
interpretation, should be permitted where the enactment is ambiguous or
obscure, or which if literally construed might lead to an absurdity provided
that the statement reported in Hansard was made by a Minister or other promoter
of a Bill.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(emphasis added)</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[85] The Federal Court however
cautioned that:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Hansard was only an aid to interpretation
and could not be determinative of the issue for that would amount to
substituting the words of the Minister or promoter of the Bill for the words of
the statute.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[86] In the abovesaid case the
Federal Court found the ministerial statement reported in the Hansard to be of
no assistance to the court at all.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[87] In the present case the
court is faced with two possible construction of s. 26(1A), one as advocated by
the plaintiffs and the other as contended by the defendants based on the
interpretation given by the Attorney-General's Chambers.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[88] Learned counsel for the
second to 11th defendants had also sought the aid of the same extract of the
Hansard to support their view that in amending s. 26(1A) Parliament had
intended that only persons employed or engaged in any establishment, trade,
occupation or industry in respect of which the trade union is registered shall
join or be accepted or retained as a member of a trade union, the emphasis
being on the words 'employed' or "engaged".</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[89] However having carefully
perused the Minister's speech, I found, as stated earlier, that the Minister's
speech "clearly discloses the mischief aimed at or the legislative
intention lying behind the ambiguous or obscure words" (to borrow Lord
Browne-Wilkinson's words in Pepper v. Hart ), which was to confine the
membership of the union only to persons engaged or employed in the trade,
occupation or industry in respect of which the union was registered.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[90] As pointed out by counsel
for the plaintiffs that was how the Federal Court applied s. 26(1A) as seen in
the case of National Union of Newspaper Workers (supra ). There the Federal
Court was faced with the following questions of law:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) whether s. 26(1A) of the TUA can be
applied by the DGTU to render the entire membership of the union in the
respondent companies not eligible and the union incompetent to represent the
entire membership?; and</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) whether s. 26(1A) of the TUA can be
Invoked and applied to de facto derecognize a union and disunionize members
when it is admitted that nothing has changed in respect of the establishment,
trade, occupation or industry concerned?</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[91] The facts giving rise to
these two questions of law has been set out earlier and were briefly as
follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>The National Union of Newspaper Workers
(referred to as the NUPW by the Federal Court) was a trade union which was
initially recognised by FPSB and STPD (the respondent companies) as a trade union
which represented their employees. Both FPSB and STPD by similar letters dated
26 December 1992 sought a ruling from the DGTU on the issue whether the NUPW
can continue to represent their employees as they were no longer involved in
the newspaper publishing industry. On 12 November 1991, the DGTU carried out
investigations and discovered that FPSB was involved with the publication of
local text books whereas STPD was in the distribution and marketing of books,
magazines and encyclopedias with no involvement at all in the newspaper
publishing industry.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[92] Vide letter dated 25
February 1992, the DGTU decided that the employees of FPSB and STPD cannot be
accepted or continue to be, members of the NUPW as they were no longer
categorised as employees and subsidiaries as stipulated under r. 3.1 of the
NUPW's Rules and Constitution. Rule 3.1 provided that "membership" of
the Union shall be open to all employees "in the newspaper publishing and
subsidiary industries".</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[93] One of the issues raised
in the High Court was the competency of the DGTU to entertain and consequently
to decide on NUPW's eligibility to represent the employees of FPSB and STPD in
accordance with s. 26(1A). Hence the two questions of law posed before the
Federal Court.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[94] The Federal Court
answered both questions in the affirmative and held that s. 26(1A) can be
applied by the DGTU to render the entire membership of the union in the
respondent companies not eligible and the union incompetent to represent the
entire membership and it can be invoked and applied to de facto derecognise a
union and disunionise members.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[95] This case therefore
illustrates the manner in which s. 26(1A) may be invoked by the DGTU, and its
application by the Federal Court was consistent with the interpretation postulated
by the first plaintiffs which was to prevent a member of a different trade,
industry or occupation from being a member of a union that was not meant for
them.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[96] The case of Kempas Edible
(supra ) referred to by the defendant in their submission may be distinguished.
In that case, there was a trade dispute concerning the non re-employment of one
M Mukunan after the retrenchment exercise whereby he was not offered
re-employment with the company despite the company having agreed that affected employees
would be accorded new employment if there were vacancies in any of the
company/group's operating units.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[97] It was held that M
Mukunan was neither a workman nor an employee of the company when the union
filed the trade dispute, nor was he employed or engaged in any establishment,
trade, occupation or industry in respect of which the trade union was
registered. Though evidence was adduced that he had been faithfully paying the
subscription fees to the union, the situation he was in after the dismissal
rendered him ineligible to be a union member by virtue of s. 26(1A). Therefore,
the union did not have the locus standi to espouse the claim of M Mukunan.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[98] Similarly with the case
of Anthonyamah Anthony & Ors (supra ) referred to by the defendants in
support of their argument in their submission, the facts can also be
distinguished. In this case, the contracts of employment of the applicants have
been terminated since they had not reported for work for more than two days.
The applicants were represented by their union (NUPW) at the trade dispute
which was subsequently referred to the Industrial Court by the Minister
pursuant to s. 26(2) of the IRA. NUPW had by a letter to the Industrial Court
dated 4 May 1987 notified the court that it could not represent the applicants
as they were not its members by virtue of a ruling made by the Registrar of
Trade Unions dated 21 August 1986. The Registrar had ruled that the applicants
ceased to be members of NUPW by their refusal to work on 2 October 1985 which amounted
to participation in an illegal strike.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[99] The third case referred
to by the defendants was Perusahaan Otomobil Kedua Sdn Bhd (supra ). Again the
facts were completely different from the instant case. There it was held that
the DGTU in making the said decision committed an error of law and thereby
exceeded his jurisdiction when he failed to take into account the relevant
consideration that the second defendant being registered as an in-house union
for the subsidiary company was thereby confined to serving the cause of the
said employees within and not those of the applicant company and its
subsidiaries.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[100] Section 26(1A)
specifically prohibits the second defendant from recruiting members or
retaining members if the said members were not employed or engaged in the
establishment in which it was registered. Rule 3 of the second defendant
clearly limited the scope of its membership to the employees in the subsidiary
company. Thus, the first defendant could not extend the scope of membership of
the second defendant in contravention of s. 26(1A) of the Act by amending r. 3
of the second defendant.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[101] Learned SFC and counsel
for the second to 11th defendants nevertheless sought to argue that the words
"if he is not employed or engaged ..." in s. 26(1A) presupposes that
a person must be employed in the particular trade or industry of which the
union is registered before he can be a member or be retained (as the case may
be) as a member of a trade union of the particular trade or industry. (emphasis
added)</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[102] In their view these
words "if he is not employed or engaged" in their plain and ordinary
meaning means "be engaged in", "be at work" or "take
service with or with an employer". Hence once a person is no longer
employed or engaged in any establishment, trade, occupation or industry of
which the trade union is registered the person loses his status as a union
member. The meaning of these words according to counsel could not be extended
to include a person who has been dismissed but whose dismissal was being
challenged under s. 20 of the IRA. Nowhere, they contended does s. 26(1A)
provide for such a meaning.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[103] I was not persuaded by
the defendants' argument primarily because, as had been seen earlier, s. 26(1A)
was not enacted for the purpose of empowering the DGTU to automatically divest
a member of his membership in the union upon his dismissal or termination
notwithstanding his challenge to the dismissal or termination under s. 20 of
the IRA. At the risk of repeating myself, as evident from the Minister's speech
and illustrated by the case of National Union of Newspaper Workers s. 26(1A)
was enacted for the specific purpose of limiting the eligibility of membership
of a trade union to the workers of that particular trade or industry in respect
of which the union is registered.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[104] The defendants cannot in
my view by virtue of the words "... if he is not employed or
engaged..." construe s. 26(1A) to mean that a person who has been
dismissed or terminated can no longer be retained as a member of a trade union
notwithstanding the fact that his dismissal was being challenged under s. 20 of
the IRA.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[105] To my mind, if
parliament had intended that a workman who had been dismissed would ipso facto
lose his status as a member of the union irrespective of whether he has filed a
representation under the IRA or not, then parliament would have provided for it
explicitly as was done in the case of s. 26(1A) which sought to limit
eligibility for membership of a union representing workmen of a particular trade
or industry to workmen actually employed in that trade or industry. This was
particularly so when, as submitted by the plaintiffs, the effect of such an
interpretation would have a drastic effect on the trade union movement in the
country. On the defendant's contention that the likelihood of employers
victimising or taking action against employees for being a member or being
active in a trade union is remote as such an action would constitute an offence
under s. 59 of the IRA, as pointed out by the first plaintiff's counsel, thus
far no employer has been charged under this section.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[106] Secondly, the
interpretation proposed by the defendants would lead to an absurdity in view of
the definition of 'workman', 'trade union' and 'trade dispute' in both the TUA
and the IRA.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[107] "Trade Union"
under s. 2 of the TUA is defined as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>"trade union" or
"union" means any association or combination of workmen or employers,
being workmen whose place of work is in Peninsular Malaysia, Sabah or Sarawak,
as the case may be, or employers employing workmen in Peninsular Malaysia,
Sabah or Sarawak, as the case may be:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(a) within any particular
establishment, trade, occupation or industry or within any similar trades,
occupations or industries;</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(b) whether temporary or permanent; and</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(c) having among its objects one or
more of the following objects:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(i) the regulation of relations
between workmen and employers for the purposes of promoting good industrial
relations between workmen and employers, improving the working conditions of
workmen or enhancing their economic and social status, or increasing
productivity;</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(ia) the regulation of relations
between workmen and workmen, or between employers and employers;</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span>(ii) the representation of either
workmen or employers in trade disputes;</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(iiA) the conducting of, or dealing
with, trade disputes and matters related thereto; or</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(ii) the promotion or organization
or financing of strikes or lock-outs in any trade or industry or the provision
of pay or other benefits for its members during a strike or lock-out.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>"Workman" under s. 2 of the TUA
means any person, including an apprentice, employed by an employer under a
contact of employment to work for hire or reward and for the purposes of any
proceedings in relation to a trade dispute includes any such person who has
been dismissed, discharged or retrenched in connection with or as a consequence
of that dispute or whose dismissal, discharge or retrenchment has led to that
dispute. (emphasis added)</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[108] The same definition of
"workman" appears in s. 2 of the IRA.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[109] "Trade
dispute" in s. 2 of the TUA is defined as any dispute between an employer
and his workmen which is connected with the employment or the conditions of
work of any such workmen.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[110] The gist of the first
plaintiff's argument (and adopted by the rest of the plaintiffs) was that based
on the definition of "workman" in both the TUA and the IRA a person
who had been dismissed or discharged and who is challenging his dismissal or
discharge as in the case of Mr Solomon would continue to be a member of a union
within the meaning assigned to it under the TUA and the IRA.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[111] Learned SFC for the
first defendant and Cik Eswary for the second - 11th defendants on the other
hand, argued that, the "second component" of the definition of
workman ie,:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>and for purposes of any proceedings in
relation to a trade dispute include any such person who has been dismissed,
discharged or retrenched in connection with or as a consequence of that dispute
or whose dismissal, discharge or retrenchment has lead to that dispute.
(emphasis added)</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
ought not to be read into s.
26(1A) as the word 'member' in that section is not defined. Both Cik Eswary and
the SFC urged the court to only consider the "first component" of the
definition of workman which reads:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>any person, including an apprentice,
employed by an employer under a contract of employment to work for or hire or
reward. (emphasis added)</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
as this was more relevant for
the purpose of construing s. 26(1A). In their view the second component of the
definition applies only for the purposes of any proceedings in relation to a
trade dispute and therefore would not be applicable in the present context.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[112] I did not think it
possible for the court to disregard the "second component" of the
definition of "workman" as the "second component" (as it
was referred to by Cik Eswary in her submission) constitutes an essential
component of the definition of "workman" under the TUA. Cik Eswary
had argued that the second component was incorporated in the definition of 'workman'
in s. 2 of the TUA to give cognisance to one of the objects of a trade union
which is to represent the workman who was a member at the time of dismissal and
whose dismissal has led to a trade dispute. (see para. (c)(ii) of the
definition of "trade union" (supra )). The same applies to the IRA as
the definition of "workman" is identical to that in the TUA's. (see
p. 23, para. (c)).</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[113] Similarly with r. 4.7 of
the Constitution of the NUBE which was relied on by the first plaintiff's
counsel to support her argument on this issue (see pp. 11 to 12 of this
judgment). The said rule was merely a recognition of the right of a dismissed
workman to be represented by a trade union in the trade dispute that was
brought about by his dismissal. In other words the second component of the
definition of workman under the TUA is to enable a dismissed member of a trade
union to be represented in a trade dispute that was brought about by his
dismissal and in the case of IRA it was also to enable the trade union to represent
a workman in a reference under s. 26.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[114] It (ie, the second
component of the definition) was not to enable a member who had been dismissed
and whose dismissal was being challenged to continue to be a member of a union
in every sense of the word including to hold a position in the union.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[115] I was unable to agree
with the defendant's argument for the following reasons:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Firstly, whether or not the "second
component" of the definition of workman is intended only for the limited
purpose as argued by counsel ie, in the case of the TUA to enable the workman
to be represented by a trade union in a trade dispute brought about by his own
dismissal and in the case of the IRA, to enable a trade union to represent a
workman in a reference under s. 26 of the IRA, is not entirely clear from a
reading of the definition of "trade union", "workman" and
"trade dispute" both in the TUA and the IRA.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[116] What is clear however is
that the "second component" of the definition of "workman"
in the TUA means that a workman who is dismissed and who is challenging his
dismissal remains, by virtue of this definition, a member of a trade union.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[117] Rule 4.7 of the
Constitution and Rules of the first plaintiff fortified by s. 66 of the TUA
reflects this position. Rule 3 and the case of Re Singapore Industrial Workers
Union (supra ) cited by learned counsel for the second to 11th defendants to
support her interpretation of s. 26(1A) relate to the minimum requirements for
membership of the union and was therefore not relevant for our purposes.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[118] Thus the defendant's
(and the AG's) contention that s. 26(1A) results in a dismissed workman
(including one who is challenging his dismissal) losing his right to membership
of a union is, as said earlier, absurd, if not untenable.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[119] Whether the aforesaid
definition of a workman means that a dismissed member (who is challenging his
dismissal) can continue to enjoy all his rights as a member including the right
to hold a position in the union is, in the absence of a clear provision stating
otherwise a matter of construction.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[120] For this purpose, as
submitted by learned counsel for the first plaintiff, a purposive approach is
necessary so that the construction of these provisions is consonant with the
purpose of the TUA. This is also in line with the current judicial trend as
held in the case of All Malayan Estates Staff Union (supra ) which I will
elaborate on later.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[121] The TUA was enacted to
regulate the formation of trade unions and the trade unions movement in the
country. This is reflected in the long title of the Act which states rather
succinctly - "An Act relating to trade unions". As submitted by Dato'
Ambiga, the TUA is a piece of social legislation with the underlying objective
of promoting social harmony between employers and workers.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[122] The speech by the then
Minister of Labour and Manpower, Dato' Richard Ho Ung Hun in Parliament when
tabling the proposed amendments to the TUA on 3 April 1980 ("the said
Bill") underlined this objective when he referred to trade unions in the
following terms:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Trade unionisma mempunyai potensi yang
besar sebagai satu kuasa bagi sosial yang mesti di pupok dan di awasi.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[123] The Minister further
stressed that:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Satu kerajaan yang berdemokrasi yang
dipilih oleh rakyat seperti kita, mestilah secara jujur mengambil langkah untuk
memimpin dan mengatur pertumbuhan trade unionisma kita. (see p. 1681 of the
Penyata Rasmi Parlimen Jilid II Bil. 13 bertarikh 3 April 1980).</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[124] And again on 11 April
1980, when tabling the said Bill for a second and third reading at the same
Parliamentary session the Minister described both the TUA and the IRA as being
part of the "Undang-undang sosial Malaysia as seen below:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Rang Undang-undang ini, bersama-sama dengan
Akta Perhubungan Perusahaan (Pindaan) 1980, yang telahpun dibentangkan di Dewan
ini dan akan dibaca kali keduanya kelak dalam persidangan ini, adalah merupakan
dua buah perundangan penting yang menjadi sebahagian daripada Undang-undang
sosial Malaysia. (see p. 662 of the Penyata Rasmi Parlimen Jilid II Bil. 5
bertarikh 11 April 1980).</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(emphasis added)</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[125] The purposive approach
to construction of a statute is encapsulated in s. 17A of the Interpretation
Acts 1948 and 1967 which provides that:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>in the interpretation of a provision of an
Act, a construction that would promote the purpose or object underlying the Act
(whether that purpose of object is expressly stated in the Act or not ) shall
be preferred to a construction - that would not promote that purpose or object.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(emphasis added)</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[126] In the case of All
Malayan Estates Staff Union (supra ) the Federal Court explained at length the
nature and scope of s. 17A and held, inter alia, as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>The choice prescribed in s. 17A of
"... a construction that would promote the purpose or object underlying
the Act... shall be preferred to construction that would not promote that
purpose or object..." can only arise when the meaning of a statutory
provision is not plain and is ambiguous. If, therefore, the language of
provision is plain and unambiguous s. 17A will have no application as the
question of another meaning will not arise.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Thus, it is only when a provision is
capable of bearing two or more different meanings can s. 17A be resorted to in
order to determine the one that will promote the purpose or object of the
provision. Such an exercise must be undertaken without doing any violence to
the plain meaning of the provision. This is a legislative recognition of the
purposive approach and is in line with the current trend in statutory
interpretation.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[127] In the course of their
judgment the Federal Court referred to the House of Lords decision in R (on the
application of Quintavalle) v. Secretary of State for Health [2003] 2 All ER
113, in particular, the judgment of Lord Bingham who expressed in clear and
lucid terms the task of the court in construing a statute which is thus:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>The basic task of the Court is to ascertain
and give effect to the true meaning of what Parliament has said in the
enactment to be construed. But that is not to say that attention should be
confined and a literal interpretation given to the particular provisions which
give rise to difficulty. Such an approach not only encourages immense prolixity
in drafting, since the draftsmen will feel obliged to provide expressly for
every contingency which may possibly arise. It may also (under the banner of
loyalty to the will of Parliament) lead to the frustration of that will,
because undue concentration on the minutiae of the enactment may lead the court
to neglect the purpose which Parliament intended to achieve when it enacted the
statute. Every statute other than a pure consolidating statute is, after all,
enacted to make some change, or address some problem, or remove some blemish,
or effect some improvement in the national life. The court's task, within the
permissible bounds of interpretation, is to give effect to Parliament's
purpose. So the controversial provisions should be read in the context of the
statute as a whole, and the statute as a whole should be read in the historical
context of the situation which led to its enactment. (emphasis added)</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[128] Thus applying s. 17A and
the principles enunciated in the aforesaid judgment, the purposive approach
would be preferable in construing s. 26(1A) and the other relevant provisions
of the TUA, that is, the definition "workman", "trade
union" and "trade dispute" as a literal interpretation of these
provisions would negate the very purpose for which the TUA was enacted.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[129] In other words the
interpretation advocated by the defendants would, instead of promoting social
harmony, result in "union busting" (see p. 15 (supra ) on the effects
of union busting as submitted by learned counsel of the first plaintiff). Such
a consequence as submitted by counsel for the plaintiffs could not have been
intended by the legislature.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[130] In this regard I would
also disagree with Cik Eswary's contention that s. 26(1B) (read together with
s. 29(1) of the TUA) and r. 14 of the first plaintiff's Constitution and Rules
clearly prohibited a dismissed member including one who is challenging his
dismissal as in the case of Mr Solomon from holding the position of an officer
of a trade union.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[131] Apart from the aforesaid
grounds the plaintiffs also relied on the following argument to counter the
defendant's contention on the effect of s. 26(1A) on a dismissed employee.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[132] The plaintiffs' argument
was as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>It would be premature to decide whether a
member of a union has lost his membership due to a dismissal which is being
challenged and where a representation has been made under s. 20 and the matter
referred to the Industrial Court for adjudication, because when an employee is
dismissed and the matter referred to the Industrial Court under s. 20 of the
IRA, the burden is on the employer to prove that the dismissal was done with
just cause and excuse. Thus until and unless the Industrial Court has disposed
of a representation made under s. 20 of the IRA for reinstatement another court
may not deem that the workman has forfeited his union membership. This was the
ratio decidendi in the case of National Union of Teachers in Independent
Schools, West Malaysia, (supra ). In that case out of 53 teachers who were
members of teachers' union 18 had resigned from the union on various dates and
35 had their services terminated by way of non-renewal of their contracts.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[133] The court was confronted
with the issue of whether the Union had the necessary locus standi to make
representation to the Industrial Court as none of the teachers were members of
the Union for the reason stated above. The school and the union were at the
material time locked in two disputes; one was a dispute over a collective
agreement on wages and terms and conditions employed in the school, and the
other was a dispute over the alleged wrongful dismissal of 35 teachers. The
dispute over the collective agreement was referred to the Industrial Court by
the Minister on 12 January 1987 for adjudication and the dispute over the
alleged wrongful dismissal of 35 teachers was referred to the Industrial Court
on 14 August 1987.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[134] In the case before the
High Court, the Industrial Court was concerned only with the dispute over the
collective agreement. The dispute over the alleged wrongful dismissal of 35
teachers was before another division of the court.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[135] It was held by the High
Court that it was premature for an Industrial Court to decide whether the union
had members or not when another Industrial Court had yet to decide on the
representations made to it under s. 20 of the IRA. Eusoff Chin J (as he then
was) in his judgment observed as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>The Industrial Court here made a finding
that although the school had not closed down, and was still in operation at the
date of hearing, there was not a teacher employed by the school who was a union
member because those who were union members had either resigned from the union
or because their contracts were not renewed by the school. The Industrial Court
held that the union could not represent and act in a dispute on behalf of the
school teachers who were not its members or no longer its members, and so the
union had no locus standi before the court.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>As stated earlier, the dispute concerning
the alleged wrongful dismissal of the 35 teachers who were union members was
referred to another division of the Industrial Court by the Minister on 14
August 1987. That division had not determined and made an award in respect of
that dispute on 27 February 1988, when the question of locus standi of the
union was heard by the Industrial Court. In holding that the union had no locus
standi because it no longer had any members, the Industrial Court was in fact
adjudicating the dispute of wrongful dismissal of the teachers who were union
members, and had come to the conclusion that the teachers' services had been lawfully
terminated. This Industrial Court had no jurisdiction to determine that
dispute, because that very dispute had not been referred to it by the Minister,
but to another division of the Industrial Court to adjudicate.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[136] In the present case Mr
Solomon was seeking reinstatement to his employment with his former employers,
CIMB Bank Bhd. Relying on the aforesaid decision the plaintiffs contended that
until and unless final determination of the reinstatement is decided upon by
the courts, it would be premature for anyone to declare that his membership as
a member of the first plaintiff is automatically terminated due to his
termination from employment.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[137] I agreed with the
plaintiff's submission on this issue and the decision in the National Union of
Teachers in Independent Schools, West Malaysia as it is in accord with the
underlying jurisprudence of s. 20 of the IRA.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[138] Although, as mentioned
earlier, the Industrial Court subsequently found that Mr Solomon's (and the
other eight members') dismissal was with just cause and excuse, I also agreed
with learned counsel for the first plaintiff that as Mr Solomon (and the other
eight members) had filed an application for judicial review, the argument that
it would be premature for the court at this juncture to hold that a dismissed
workman would automatically lose his union membership notwithstanding his
challenge to the dismissal, remained a valid argument.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
Conclusion</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[139] Thus for the reasons
stated above I agreed with the plaintiffs' submission that the defendants'
interpretation of s. 26(1A) on the status of a member of a trade union who had
been dismissed and who had challenged his dismissal, was in the circumstances
erroneous and I therefore allowed the plaintiffs' application in terms prayed for
in prayers (1) and (2) of the said application.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[140] In arriving at my
decision I had considered carefully the arguments canvassed by all the
plaintiffs and the defendants, in particular, the reasons set out by Cik Eswary
in paras. (a) to (f) of pp. 28 to 29 of this judgment on why a dismissed member
whose dismissal was challenged can never be considered to be a member of a
trade union. In my view, those reasons whilst arguably valid could not
constitute sufficient justification for construing s. 26(1A) the way in which
the defendants have construed it.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[141] It should be emphasised
however that the court's decision herein was in respect of the specific issue
raised before the court and in that sense was restricted to the fact situation
before the court.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[142] Finally, by way of post
script I would like to refer to two other issues that were raised in the course
of submission before the court. There were:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(i) The ILO Convention</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>In the course of her submission before the
court, learned counsel for the first plaintiff had alluded to the letter
addressed to the Minister of Human Resources by the MTUC (see p. 180, encl. 2)
that a complaint will be made to the ILO arising from the interpretation of s.
26(1A) given by the Attorney-General's Chambers. Learned counsel had submitted
that such an interpretation would contravene the ILO convention namely C98, ie,
the Convention on the Right to Organize and Collective Bargaining Convention
1949 which Malaysia ratified in 1961 ("the said Convention"). Both learned
SFC, and counsel for the second to the 11th defendants argued that the question
of the said Convention being transgressed did not arise as the provision of the
said Convention had been incorporated in the IRA notably in ss. 4, 5 and 7 and
s. 59. Section 59 in particular provide the penalties that would be imposed on
employers found guilty of "union busting".</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Alternatively both counsel opined that even
if there was a conflict the court has a duty to give effect to a national law
and not international law, citing the Court of Appeal in Singapore's decision
in Seow Teck Ming & Anor v. Tan Ah Yeo & Anor [1991] 3 CLJ 2731; [1991]
4 CLJ (Rep) 576 as authority and also Lord Denning's decision in Blackburn v.
Attorney-General [1971] 2 All ER 1380.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Dato' Ambiga, on the other hand referred to
Lord Diplock LJ's proposition in Salomon v. Commissioners of Customs &
Excise [1967] 2 QB 116, which was as follows:</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>... there is a prima facie presumption
that Parliament does not intend to act in breach of international law,
including therein specific treaty obligations; and if one of the meanings which
can reasonably be ascribed to the legislation is consonant with the treaty
obligations and another and others are not, the meaning which is consonant is
to be preferred.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>In the light of my findings above I did not
think it necessary to express an opinion on this issue except to state that
whilst I agree with the view expressed by the Singapore Court of Appeal in Seow
Teck Ming (supra ) that it is settled law that the duty of the court is to give
effect to a national law and not international law if there were a real
conflict between them, Lord Diplock's proposition (supra ) to my mind is
equally sound.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>(ii) Position in other jurisdictions</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>Pursuant to the court's query as to the
position in other jurisdictions on the issue before the court, learned counsel
for the first plaintiff had looked at the trade union legislations in
Singapore, India, UK and Australia to see whether there was an equivalent
provision to our s. 26(1A).</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
<span style="mso-spacerun: yes;"> </span>From a perusal of the relevant legislation
in Singapore (the Singaporean Trade Unions Act Chapter 333); India (the Indian
Trade Unions Act 1926); the UK (Trade Union and Labour Relations
(Consolidation) Act 1992 and the Trade Union Reform and Employment Rights Act
1993); and Australia (Fair Work (Registered Organizations) Act 2009), it would
appear that there is no equivalent provision to our s. 26(1A) or at least there
is no clear provision that provides that a member of a trade union who has been
terminated or dismissed from employment would automatically lose his membership
upon such termination or dismissal.</div>
<div class="MsoNoSpacing" style="text-align: justify;">
<br /></div>
<div class="MsoNoSpacing" style="text-align: justify;">
[2014] 5 CLJ 213</div>
Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com1tag:blogger.com,1999:blog-4003552345704290384.post-73076629403143543352017-02-16T08:59:00.001-08:002017-02-16T08:59:17.681-08:00Domestic Inquiry(Siasatan Dalaman) - Pengetahuan Mengelakkan Kesilapan atau Kehilangan Kerja?<i><span style="font-size: x-small;">Lihat Posting Berkaitan:- </span></i><br />
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<span style="font-weight: normal;"><span style="font-size: small;"><a href="http://pejuangpekerjapahang.blogspot.my/2017/02/terima-surat-tunjuk-sebab-apa-yang.html">Terima Surat Tunjuk Sebab - Apa Yang Harus Dibuat?</a></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;">Di sini, kita akan teruskan perbincangan dan juga akan <span style="color: red;"><b>melihat proses Domestic Inquiry(Siasatan Dalaman) dan juga hak pekerja.</b></span></span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;">AWAS - Apabila majikan menghantar anda surat tunjuk sebab, keadaannya sudah serius...kalau tak serius sangat majikan akan hanya panggil dan buat perbincangan secara lisan...</span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: blue;"><b>Majikan biasanya</b></span> ada peguam mereka sendiri, <b><span style="color: blue;">bertindak berasaskan nasihat guaman</span></b> (dari peguam atau pakar HR) yang akan diperolehi sebelum memulakan tindakan disiplin, dan seterusnya... </span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: blue;"><b>Pekerja pula <span style="font-family: "trebuchet ms" , sans-serif;">bertindak kurang pa<span style="font-family: "trebuchet ms" , sans-serif;">ndai jika </span></span>sendiri mahu bertindak - </b></span>menjawab surat atau seterusnya membela diri dalam Siasatan Dalaman(Domestic Inquiry)...<span style="font-family: "trebuchet ms" , sans-serif;">R</span>isiko tinggi dan tindakan kurang pandai. Maka, pastikan <span style="font-family: "trebuchet ms" , sans-serif;">pekerja </span>juga harus mendapat nasihat dan bantuan peguam atau mereka yang arif mengenai undang-undang...dan proses disiplin. </span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;">Ingat majikan tidak boleh sewenang-wenangnya mengenakan hukuman atau membuang kerja - mereka mesti mengadakan 'due inquiry' - mereka perlukan bukti kukuh sebelum hukuman boleh dikenakan. Adalah silap untuk pekerja anggap jika me<span style="font-family: "trebuchet ms" , sans-serif;">r<span style="font-family: "trebuchet ms" , sans-serif;">eka mengaku sahaja dan meminta maaf, <span style="font-family: "trebuchet ms" , sans-serif;">majikan akan mema<span style="font-family: "trebuchet ms" , sans-serif;">afkan dan semua kembali saperti<span style="font-family: "trebuchet ms" , sans-serif;"> biasa. Pekerja yang sebenarnya tidak bersalah pun memilih <span style="font-family: "trebuchet ms" , sans-serif;">opsyen 'minta maaf' sahaja dan merayu.<span style="font-family: "trebuchet ms" , sans-serif;">..ini taktik salah. <span style="color: blue;"><b>INGAT jika majikan mahu memaaf </b></span><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: blue;"><b>pekerja, mereka akan mula dengan perbincangan lisan - tidak akan hantar surat</b></span>, dan minta jawapan bertulis. <span style="color: blue;"><b>Jawapan surat yang ditulis sendiri, dan apa yang dicakap semasa Siasata</b></span><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: blue;"><b>n Dalaman(Domestic Inquiry) yang biasa dirakam sepenuhnya dan dicatat dalam bentuk tulisan(yang kemudian minta pekerja tandatangan) juga boleh digunakan kemudian sebagai justifikasi</b></span><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: blue;"><b> atau 'keterangan' membuktikan majikan tidak bersalah dan pembuangan kerja adalah wajar</b></span>...<span style="font-family: "trebuchet ms" , sans-serif;">Justeru<span style="font-family: "trebuchet ms" , sans-serif;">, kesilapan pekerja (untuk wakil diri sendiri atau membuat sesuatu tanpa nasihat guaman) akan sendiri digunakan oleh majikan untuk membuktikan pembuangan kerja atau hukuman disiplin lain dikenakan secara wajar...dan betul.</span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;">Kini kita akan berbincan<span style="font-family: "trebuchet ms" , sans-serif;">g lebih mendalam mengenai Siasatan Dalaman(Domestic Inquiry) - sedih undang-undang Malaysia tidak mem<span style="font-family: "trebuchet ms" , sans-serif;">buat peruntukan perlu memastikan hak untuk mendapatkan Domestic Inquiry, and apa<span style="font-family: "trebuchet ms" , sans-serif;">kah ciri-ciri perlu untuk satu Domestic Inquiry. Undang-undang hanya <span style="font-family: "trebuchet ms" , sans-serif;">meme<span style="font-family: "trebuchet ms" , sans-serif;">rlukan 'due inquiry', di mana Mahkamah telah <span style="font-family: "trebuchet ms" , sans-serif;">berpendirian bahawa <span style="font-family: "trebuchet ms" , sans-serif;">yang dimaksudkan adalah Domestic Inquiry. Mah<span style="font-family: "trebuchet ms" , sans-serif;">kamah juga berpendirian bahawa kegagalan majikan mengadakan 'Domestic Inquiry' tidak akan secara otomatik bererti pekerja menang dan majikan ka<span style="font-family: "trebuchet ms" , sans-serif;">lah - wrongful dismissal - pekerja harus di<span style="font-family: "trebuchet ms" , sans-serif;">ambil kembali kerja semula.</span></span></span></span></span></span></span></span></span></span> </span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: blue;"><b>Domestic Inquiry adalah sesuatu yang perlu bagi Majikan bagi memastikan hukuman atau pembuangan kerja dijalankan dengan betul...untuk memastikan 'due inquiry'</b></span> (siasatan perlu) telah dilakukan sebelum tindakan disiplin dan pembuangan kerja dibuat. Majikan pentingkan imej, imej bahawa syarikat menghormati hak asasi, hak pekerja dan undang-undang...</span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;">Majikan sudah buat perancangan dan persediaan --- Pekerja, bila menghadapi serangan majikan, juga harus bertindak pandai... [Sedih sekali, bila majikan memulakan 'serangan' atau 'tindakan' terhadap seseorang pekerja, ramai 'kawan' dan/atau 'saudara' pekerja mungkin tidak akan memberikan sokongan yang diharapkan ...mungkin juga menjauhkan diri daripada kamu...ada juga akan 'menyokong' majikan...Mengapa? Itu saudara sendiri kena fikirkan...</span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;">DOMESTIC INQUIRY (SIASATAN DALAMAN) - inilah isu yang akan kita lihat sekarang..dalam perbincangan ini..</span></span></span></h3>
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<span style="font-size: large;"><span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: x-small;"><span style="font-weight: normal;"><span style="color: blue;"><b>Panel(Panel Hakim Domestic Inquiry)</b></span></span></span></span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;">- Biasanya ada panel(atau panel hakim) - di mana secara wajar mereka mestilah orang perseorangan yang <span style="color: blue;"><span style="color: red;"><b>berkecuali (independent)</b></span></span>, yang akan melihat tuduhan yang dilontar, dan menilai bukti yang dibentangkan oleh pihak majikan, sama ada bukti bentuk dokumen atau bukti keterangan saksi, serta juga bukti dan hujahan pihak pekerja dituduh - Justeru, panel 'berkecuali'(independent), iaitu panel yang belum buat keputusan sama ada pekerja dituduh bersalah atau tidak. Melalui apa yang berlaku dalam proses DI, panel akan memutuskan sama ada tuduhan yang dilemparkan majikan telah dibuktikan atau tidak...dan seterusnya memberikan pendapat mereka mengenai hukuman yang wajar... Pekerja ada hak mencabar seseorang dalam panel ini, jika ia tidak berkecuali - atau sudah pasti pro-majikan...Pekerja boleh mencabar ahli panel yang ada pengetahuan terlebih dahulu mengenai kes...<span style="color: blue;"><b>Pekerja ada hak untuk mendapat ahli panel baru yang berkecuali...</b></span></span></span></span></h3>
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<span style="font-size: large;"><span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: x-small;"><span style="font-weight: normal;"><span style="color: blue;"><b>Pendakwa Majikan dan WAKIL Pekerja</b></span></span></span></span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;">- <b>Pendakwa pihak majikan biasanya seseorang yang ada pengetahuan atau latar belakang undang-undang, dan pakar perkara HR</b> -beliau akan wakili majikan.</span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;">- <span style="color: blue;"><b>Pekerja</b></span> bagaimana pula? - pekerja seharusnya <span style="color: red;"><b>mempunyai hak untuk diwakili peguam, ahli/wakil Union, pekerja lain yang ada kemahiran,</b></span>... Hak ini kini tidak jelas dinyatakan dalam undang-undang, dan biasanya tak juga dinyatakan dalam kontrak pekerjaan biasa. Justeru, Union anda seharusnya memastikan hak ini terkandung dalam Perjanjian Bersama (Collective Bargaining Agreement[CBA]). </span></span></span></h3>
<h3 class="post-title entry-title" itemprop="name" style="text-align: justify;">
<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;">- Sama juga dengan isu apakah yang dikatakan <span style="color: red;"><b>salahlaku kerja (serta hukuman wajar yang boleh dikenakan</b></span> (Perkara ini juga harus dimasukkan dalam CBA. Majikan tidak harus dengan sendiri menentukan apakah yang akan menjadi salahlaku - ia mesti <b>hasil persetujuan kedua-dua pihak, iaitu majikan dan pekerja(atau Union)</b>. Malangnya, banyak Union tidak memberikan perhatian atau perhatian cukup kepada perkara ini, ada juga yang buta-buta terima sahaja dokumen majikan menyenaraikan salah laku dan prosidur disiplin - Bila pekerja dituduh melakukan salahlaku - ia sudah terlewat... Adakah CBA Union-Majikan anda mengandungi perkara ini...</span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;">- <span style="color: red;"><b>Diwakili peguam, wakil Union, orang berkelayakan (mungkin seorang bekas hakim atau bekai pegawai buruh), pekerja lain</b></span>. Ini sangat penting. Peguam pun bila dituduh tidak akan mewakili diri sendiri, akan cari peguam lain. Tindakan mewakili diri adalah tindakan bodoh - pekerja dituduh mungkin banyak emosi(cth - mungkin sudah marah dikenakan tindakan disiplin, marah dilemparkan tuduhan tak betul,dlll)...dan pekerja dituduh sepatutnya tidak mahu cara dia soal, dsb menjejaskan perhubungan dengan majikan, wakil majikan, pegawai atau pekerja lain...kerana harapannya adalah bahawa Domestic Inquiry akan mendapati beliau tidak bersalah dan dia akan terus kerja dengan majikan tersebut...Justeru, perlu sangat diwakili orang lain(peguam,dll..).Wakil pekerja dalam siasatan lebih bebas menyoal saksi majikan atau saksi pekerja, lebih senang membuat dakwaaan menipu kepada saksi yang menipu, lebih senang mencabar bukti majikan - cara dan perangainya semasa siasatan dalaman tidak akan memberi kesan terus kepada pekerja dituduh. Jika pekerja sendiri cuba bela diri, semua tingkahlakunya akan juga memprejudiskan pekerja - menang semasa Domestic Inquiry akan menjejaskan hubungan dengan majikan, wakil pengurusan yang jadi saksi, pekerja yang menjadi saksi majikan dan sebagainya...Mungkin menang, tetapi kesannya mungkin majikan akan cari jalan lain untuk membuang kerja, mungkin akan jejas peningkatan gaji atau juga kenaikkan pangkat masa akan datang... Tetapi, apa yang dilakukan oleh peguam atau wakilnya akan tidak atau kurang menjejaskan masa depan pekerja.</span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: red;"><b>Siapa harus wakili pekerja? Terbaik adalah peguam atau wakil union(atau orang lain berkelayakkan) yang bukan pekerja dengan majikan sama.</b></span>..Union harus berjuang untuk memastikan bahawa pekerja ada hak untuk diwakili peguam - Jika masa Domestic Inquiry datang, pekerja ada hak guna peguam..atau orang lain, pekerja sendiri boleh memilih. Ingat majikan akan biasanya mendapat nasihat peguam dan diwakili orang/pekerja yang mahir menjalankan Domestic Inquiry...Majikan 'tak baik' semestinya akan cuba menghalang hak diwakili peguam - akan cuba hanya berikan hak diwakili pekerjanya yang lain > Justeru menghalang pekerja mendapat hak diwakili yang 'lemah'...Pekerja kilang sama juga tidak mahu mengugat hubungan sedia ada dengan majikan, justeru tak akan lawan cara terbaik.. </span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif; font-size: large;"><span style="font-size: x-small;"><span style="font-weight: normal;"><span style="color: blue;"><b><span style="color: red;">Tuduhan yang dilemparkan - Tuduhan Sah Atau Tidak?</span> </b></span></span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: blue;"><span style="color: black;"><span style="color: blue;"><b>Tuduhan ini juga boleh dicabar</b></span>. Adakah tuduhan salahlaku yang dilemparkan tersebut <span style="color: blue;"><b>terkandung dalam senarai salahlaku syarikat?</b></span> Jika tidak, adakah ianya berasaskan mana-mana salahlaku? Ingat jika sesuatu itu bukan satu salahlaku pekerjaan, yang terkandung dalam senarai salahlaku syarikat, yang telah dipersetujui pekerja dan/atau Union, tidak sah membuat tuduhan sedemikian. <span style="color: blue;"><b>Majikan tidak boleh mencipta salahlaku yang tidak sedia wujud bila perkara yang dikatakan dilakukan pekerja berlaku.</b></span> Pertuduhan yang dilemparkan mestilah pertuduhan yang sah... Kalau tak sah, tak perlupun pekerja yang dituduh menjawab 'mengaku' atau 'tidak mengaku'..</span></span></span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: blue;"><span style="color: black;"><span style="color: blue;"><b>Tuduhan mestilah jelas maknanya bila dibaca?</b></span> Kalau tak jelas, pekerja tak faham atau salah faham, dan mungkin mengaku secara salah...</span></span></span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: blue;"><span style="color: black;">Misalnya: -</span></span></span></span></span></h3>
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<i style="mso-bidi-font-style: normal;"><span style="font-family: "arial" , "sans-serif"; font-size: 10.0pt;">"That
you had committed the act of malingering which is an act of misconduct in
breach of the express and/or implied terms and conditions of your employment
contract. It has been noted that you played football when you are on sick leave.</span></i><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: blue;"><span style="color: black;"> </span></span></span></span></span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;">- Soalan:- <span style="color: red;"><b>Adakah kamu faham pertuduhan ini?</b></span> Ramai majikan membuat pertuduhan dalam Bahasa Inggeris tetapi hakikatnya kebanyakkan pekerja mungkin boleh sikit cakap Inggeris - tetapi sebenarnya bahasa pekerja adalah Bahasa Melayu...Tak faham, jangan mengaku ataiu tidak mengaku - anda berhak mendapatkan penterjemahan tepat dalam Bahasa Malaysia (atau Bahasa yang pekerja fasih, di Malaysia, ia mungkin Bahasa Bangladesh, Bahasa Vietnam, dll..). Bodoh untuk mengaku tanpa kefahaman..</span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;">- Soalan:- <span style="color: red;"><b>Bahasa mungkin anda faham, tetapi perkataan yang digunakan mungkin tak faham.</b></span> Saya sendiri, bila lihat perkataan 'act of malingering' pun tak faham dan English merupakan bahasa utama saya. Terpaksa pula 'Google' dan tengkok kamus untuk memahami apakah makna sebenarnya 'act of malingering'..</span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"> - Soalan:- <span style="color: red;"><b>Adakah 'act of malingering' ini terdapat dalam senarai salahlaku kerja syarikat majikan? Adakah ini telah dipersetujui pekerja/Union?</b></span></span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;">- Soalan:- Apa maksud '<span style="color: blue;"><b>Act of Malingering</b></span>" - yang saya dapat, ianya sebenar <span style="color: blue;"><b>tipu atau pura-pura sakit untuk tujuan mengelakkan kerja</b></span> (atau pergi kerja). Itu tidak adapun dalam pertuduhan? </span></span></span></h3>
<h3 class="post-title entry-title" itemprop="name" style="text-align: justify;">
<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;">- Soalan:- A<span style="color: red;"><b>dakah apa terkandung dalam pertuduhan memberikan gambaran benar maksud pertuduhan</b></span>. Kalau dibaca, ianya seolah-olah menyatakan bahawa main bola semasa cuti sakit adalah salahlaku kerja - Justeru, ini gambaran salah. <span style="color: blue;"><b>Jika sudah dapat cuti sakit, ianya 'cuti' dan apa yang kamu lakukan semasa bercuti tak boleh menjadi 'salahlaku kerja'...</b></span>Jadi, mungkin majikan menunjukkan bahawa kerana kamu main bola semasa cuti sakit menunjukkan bahawa kamu mungkin tipu atau pura-pura sakit untuk dapatkan 'cuti sakit' supaya anda tak perlu pi kerja boleh pi main bola. Justeru, <span style="color: blue;"><b>pertuduhan sebenarnya adalah kamu pura-pura sakit atau tipu sakit dan secara salah memperolehi cuti sakit supaya dapat elakkan pergi kerja....</b></span>Yang penting, ianya tak jelas dan mengelirukan. Pekerja yang tak faham apa tuduhan sebenar mungkin akan mengaku ---tetapi pengakuan itu hanya pi main bola semasa cuti sakit. Itu bukan pengakuan melakukan salah laku kerja 'act of malingering'...Pekerja, tanpa nasihat guaman betul dan dengan kefahaman salah, mengaku...Di sisi undang-undang, ini bukan pengakuan...bukan pengakuan sah...</span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: red;"><b>Ca<span style="font-family: "trebuchet ms" , sans-serif;">bara<span style="font-family: "trebuchet ms" , sans-serif;">n mengenai ahli panel - sama ada berkecuali; serta cabaran mengenai keesahan pertuduhan biasa perlu di bu<span style="font-family: "trebuchet ms" , sans-serif;">at sebelum perja di<span style="font-family: "trebuchet ms" , sans-serif;">tuduh menjawab kepada tuduhan y<span style="font-family: "trebuchet ms" , sans-serif;">ang dihadap<span style="font-family: "trebuchet ms" , sans-serif;">i - iaitu MENGAKU atau TIDAK MENGAKU.</span></span></span></span></span></span></b></span></span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: black;">Jika pekerja mengaku - habis cerita. Kini isu tinggal adalah <span style="font-family: "trebuchet ms" , sans-serif;">apakah hukuman yang akan direkomen oleh Panel Domestic Inquiry kepada majikan...Tetapi mungkin pekerja mahu terlebih dahulu mengetahui apakah bukti yang majikan sebenarnya mempunya<span style="font-family: "trebuchet ms" , sans-serif;"><b>i,</b> maka jangan mengaku dahulu ...<span style="font-family: "trebuchet ms" , sans-serif;">Mungkin apa yang majikan menyangka pekerja buat adalah salah, sebenarnya bukan p<span style="font-family: "trebuchet ms" , sans-serif;">un salahlaku...</span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: black;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;">Jika pekerja tidak mengaku - majikan p<span style="font-family: "trebuchet ms" , sans-serif;">erlu bentangkan buk<span style="font-family: "trebuchet ms" , sans-serif;">ti (keterangan saksi atau dokumen) membuktikan pekerja telah sebenarnya melakukan salahlaku. <b><span style="color: red;">Apa yang anda cakap semasa di soal di Domestic Inquiry mestilah benar<span style="font-family: "trebuchet ms" , sans-serif;"> tetapi pandai...jangan sendiri memberikan 'peluru' untuk mem<span style="font-family: "trebuchet ms" , sans-serif;">bolehkan majikan membuktikan pekerja itu bersalah...</span></span></span></b></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: black;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: red;"><b>Pekerja ada hak untuk menyoal balas saksi majikan...mencabar dokumen majikan</b></span> - ini adalah sesuatu skil. Ramai peguam pun tidak mempunyai skil ini, justeru mereka jarang atau tidak mahu mengambil kes yang akan dibicarakan di Mahkamah - merek<span style="font-family: "trebuchet ms" , sans-serif;">a lebih selesa buat dokumen atau perjanjian atau kerja yang tak m<span style="font-family: "trebuchet ms" , sans-serif;">elibatkan pergi ke Mahkamah. Ramai peguam yang pi Mahakamh untuk bicara agak lemah dalam skil tanya soalan betul dan ba<span style="font-family: "trebuchet ms" , sans-serif;">gaimana menyoal saksi, dll. Pekerja, yang biasanya tak ada pengetahuan undang-undang, semestinya tidak akan cekap dalam isu ini. Wakil Union atau wakil pekerja<span style="font-family: "trebuchet ms" , sans-serif;">, yang mewakili pek<span style="font-family: "trebuchet ms" , sans-serif;">erja pun mungkin tidak ada skil dalam isu ini...Kekurangan wakil pekerja boleh menjejaskan masa depan pekerja...</span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
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<span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;">Pekerja ada hak untuk memanggil saksi sendiri dan bentangkan dokumen semasa Domestic Inquiry...ini, saperti asas mesti mempunyai<span style="font-family: "trebuchet ms" , sans-serif;"> skil...</span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
<h3 class="post-title entry-title" itemprop="name" style="text-align: justify;">
<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: black;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;">Pengalaman seseo<span style="font-family: "trebuchet ms" , sans-serif;">rang yang mewakili pekerja dalam Siasatan Dalaman bukan sama sekali bererti beliau mempunyai skil perlu...Silap sama mung<span style="font-family: "trebuchet ms" , sans-serif;">kin akan terus diulangi kerana tak sedar, atau tak mahu berusaha mendapat<span style="font-family: "trebuchet ms" , sans-serif;">kan lati<span style="font-family: "trebuchet ms" , sans-serif;">han tambahan atau pendidikan tambahan<span style="font-family: "trebuchet ms" , sans-serif;">...Justeru pemilihan si<span style="font-family: "trebuchet ms" , sans-serif;">apa yang wakili pekerja amat penting...Adakah Union juga memberikan latihan kepada unionist dan pekerja yang bakal mungkin perlu wakili pekerja dalam Siasa<span style="font-family: "trebuchet ms" , sans-serif;">tan Dalaman? Apa yang diperlukan bukan ceramah 1 atau 2 jam sahaja - <span style="font-family: "trebuchet ms" , sans-serif;">tetapi latihan dan pembelajaran berter<span style="font-family: "trebuchet ms" , sans-serif;">usan. Be<span style="font-family: "trebuchet ms" , sans-serif;">rapa orang dalam Union ada lati<span style="font-family: "trebuchet ms" , sans-serif;">han dan kepakaran mewakili pekerja dalam Domestic Inquiry? Adakah Union anda buat latihan se<span style="font-family: "trebuchet ms" , sans-serif;">begini? Mengapa tidak? </span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
<h3 class="post-title entry-title" itemprop="name" style="text-align: justify;">
<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: black;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><b><span style="color: red;">ADAKAH DOMESTIC INQUIRY(</span></b><span style="font-family: "trebuchet ms" , sans-serif;"><b><span style="color: red;">Siasatan Dalaman) yang memutuskan ap</span></b><span style="font-family: "trebuchet ms" , sans-serif;"><b><span style="color: red;">akah tindakan di</span></b><span style="font-family: "trebuchet ms" , sans-serif;"><b><span style="color: red;">sip</span></b><span style="font-family: "trebuchet ms" , sans-serif;"><b><span style="color: red;">lin yang akan dikenakan pekerja? TIDAK </span></b>- Majikan yang akhirnya m<span style="font-family: "trebuchet ms" , sans-serif;">emutuskan </span></span></span></span></span>apa yang Majikan akan buat - Cadangan/Recomendat<span style="font-family: "trebuchet ms" , sans-serif;">ion dan/atau pendapat <span style="font-family: "trebuchet ms" , sans-serif;">ahli Panel Domestic Inquiry akan diambil kira sebelum <span style="font-family: "trebuchet ms" , sans-serif;">majikan memutuskan apa yang harus <span style="font-family: "trebuchet ms" , sans-serif;">dibuat - ken<span style="font-family: "trebuchet ms" , sans-serif;">akan hukuman disiplin...buang kerja? </span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
<h3 class="post-title entry-title" itemprop="name" style="text-align: justify;">
<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: black;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;">Domestic I<span style="font-family: "trebuchet ms" , sans-serif;">nquiry(Siasatan Dalaman) <span style="color: red;"><b>bukan Mahkamah, di m<span style="font-family: "trebuchet ms" , sans-serif;">ana di akhir kes, Mahkamah akan membuat keputusan sama ada orang yang dituduh be<span style="font-family: "trebuchet ms" , sans-serif;">rsala<span style="font-family: "trebuchet ms" , sans-serif;">h atau tidak, dan jika bersalah, apakah hukuman yang akan dikenakan...</span></span></span></b></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
<h3 class="post-title entry-title" itemprop="name" style="text-align: justify;">
<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: black;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;">Setengah Domestic Inquiry(Siasatan Dalaman) tak pun memaklumkan kepada pekerja sama ada pekerja itu didapati bersalah atau tidak<span style="font-family: "trebuchet ms" , sans-serif;">?</span> </span></span></span></span>Kalau boleh, perlu cuba mema<span style="font-family: "trebuchet ms" , sans-serif;">ksa panel DI memberikan keputusan - bersalah atau tidak bersalah.</span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
<h3 class="post-title entry-title" itemprop="name" style="text-align: justify;">
<span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;">Jika didapati bersalah - masa tiba untuk mengemukan sebab-sebab<span style="font-family: "trebuchet ms" , sans-serif;"> mengapa hukuman ringan harus dipertimbangkan dan diberikan...</span> </span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
<h3 class="post-title entry-title" itemprop="name" style="text-align: justify;">
<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: black;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;">J<span style="font-family: "trebuchet ms" , sans-serif;">ika sudah didapati bersalah, baru masa untuk mungkin menyata<span style="font-family: "trebuchet ms" , sans-serif;">kan keinsafan, meminta ma<span style="font-family: "trebuchet ms" , sans-serif;">a<span style="font-family: "trebuchet ms" , sans-serif;">f, mengemukan sejarah kerja dengan baik tak per<span style="font-family: "trebuchet ms" , sans-serif;">nah buat s<span style="font-family: "trebuchet ms" , sans-serif;">alah laku sebelum ini, ada terima awad 'Pekerja Baik, ada keluarga dan anak - susah jika kena buang kerja, dll..minta belas kasihan majikan...Tapi <span style="color: red;"><b>penting untuk tidak mengaku kepa</b></span><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: red;"><b>da tuduhan melakukan salah laku kerja yang didakwa, jika anda benar-benar tak bersalah...a</b></span><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: red;"><b>tau tidak berniat melakukan kesalahan yang anda tahu sebelum itu adalah kesalahan</b></span>...<span style="font-family: "trebuchet ms" , sans-serif;">Perlu berhati-hati jika kesalahan itu m<span style="font-family: "trebuchet ms" , sans-serif;">ungkin menyebabkan anda dibuang kerja</span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
<h3 class="post-title entry-title" itemprop="name" style="text-align: justify;">
<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: black;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
<h3 class="post-title entry-title" itemprop="name" style="text-align: justify;">
<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: black;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;">Ingat jika membuat pernyataan minta maaf ini dan menimbulkan faktor mengapa hukuman rendah harus dikenakan pada masa <span style="font-family: "trebuchet ms" , sans-serif;">yang s<span style="font-family: "trebuchet ms" , sans-serif;">alah, sebelum Domestic Inquiry buat keputusan pekerja bersalah, ianya akan memprejudiskan minda ahli panel - mereka akan fikir bahawa pekerja sebenarnya bersalah...</span></span> </span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
<h3 class="post-title entry-title" itemprop="name" style="text-align: justify;">
<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: black;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;">Strategi <span style="font-family: "trebuchet ms" , sans-serif;">baik adalah untuk mungkin tidak <span style="font-family: "trebuchet ms" , sans-serif;">mengaku s<span style="font-family: "trebuchet ms" , sans-serif;">alah<span style="font-family: "trebuchet ms" , sans-serif;">, jika anda <span style="font-family: "trebuchet ms" , sans-serif;">berpendirian anda sebenarnya tida<span style="font-family: "trebuchet ms" , sans-serif;">k<span style="font-family: "trebuchet ms" , sans-serif;"> bersalah, </span></span></span></span></span></span> ...Jika DI mendapati <span style="font-family: "trebuchet ms" , sans-serif;">pek<span style="font-family: "trebuchet ms" , sans-serif;">erja bersalah, hanya kemukakan faktor yang harus diambil kira supaya hukuman ringan...It sahaja - pendirian tetap 'tidak bersalah' - justeru tak ada pernyataan insaf atau minta maaf<span style="font-family: "trebuchet ms" , sans-serif;">...yang memberi ganbaran <span style="font-family: "trebuchet ms" , sans-serif;">pekerja sebenarnya bersalah....Cara penulisan surat<span style="font-family: "trebuchet ms" , sans-serif;"> rayuan pun penting, bagus untuk dapatkan nasihat guaman...</span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
<h3 class="post-title entry-title" itemprop="name" style="text-align: justify;">
<span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;">Kebanyakkan majikan ada prosidur rayuan...</span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
<h3 class="post-title entry-title" itemprop="name" style="text-align: justify;">
<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: black;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;">Dan akhirnya, jika anda d<span style="font-family: "trebuchet ms" , sans-serif;">i<span style="font-family: "trebuchet ms" , sans-serif;">buang kerja - anda mungkin mahu pi menuntut kerja semula melalui proses IRD(<span style="font-family: "trebuchet ms" , sans-serif;">Industrial Relations Departm<span style="font-family: "trebuchet ms" , sans-serif;">ent)...Jika kamu mengaku bersalah walaupun selepas Domestic Inqui<span style="font-family: "trebuchet ms" , sans-serif;">ry, atau sema<span style="font-family: "trebuchet ms" , sans-serif;">sa buat rayuan - pengakuan itu akan(atau boleh) digunakan semasa perjuangan mendapat kerja semu<span style="font-family: "trebuchet ms" , sans-serif;">la...Jangan panik...jangan buat kesilapan yang akan menjejaskan masa depan anda - masa depan terus sebagai pekerja<span style="font-family: "trebuchet ms" , sans-serif;"> majikan sama<span style="font-family: "trebuchet ms" , sans-serif;"> harus difikirkan..</span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
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<span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;">Jika b<span style="font-family: "trebuchet ms" , sans-serif;">ersalah pun, hukuman yang boleh dikenakan adalah hukuman wajar dan munasabah...bu<span style="font-family: "trebuchet ms" , sans-serif;">kan terus membuang kerja sahaja...</span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="color: red;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="color: black;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: "trebuchet ms" , sans-serif;">Apa yang dinyatakan adalah secara unum, setiap kes mungkin perlu ada perubahan dari segi strategi...dan cara menghadapinya...</span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></h3>
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Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com20tag:blogger.com,1999:blog-4003552345704290384.post-30409871827272389952017-02-05T06:00:00.003-08:002017-02-05T06:00:56.589-08:00Terima Surat Tunjuk Sebab - Apa Yang Harus Dibuat?<div style="text-align: justify;">
<span style="background-color: black;"><span></span></span><span style="font-family: "Trebuchet MS",sans-serif;">Bila majikan mengeluarkan surat tunjuk sebab, ramai pekerja tidak tahu apa yang harus dilakukan dan kesilapan yang dilakukan hanya akan memudaratkan keadaan...</span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">AWAS - Bila surat tunjuk sebab dikeluarkan oleh majikan - keadaan sudah jadi serius...Biasanya majikan akan panggil kat pejabat dan bercakap sahaja. Bila keputusan dibuat keluarkan surat - biasanya majikan sudah berkeputusan hendak menjalankan tindakan tata tertib, yang mungkin berakhiran dengan denda/penurunan pangkat..dan yang paling teruk adalah kena buang kerja...</span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhZzBhAONS_UsAuFV7tLXhsL6IDXDLfLDxPjLaXoRnnrgxkJY0a92kLQnueh-HMQjwprG74I_eOb-3Egm5rkAjRjb6wLB3RA4IPFWGgxPY5QgbxPJi6CzcwGmG9i-MybMrQHM57jrlTrq5f/s1600/Kicked+out.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhZzBhAONS_UsAuFV7tLXhsL6IDXDLfLDxPjLaXoRnnrgxkJY0a92kLQnueh-HMQjwprG74I_eOb-3Egm5rkAjRjb6wLB3RA4IPFWGgxPY5QgbxPJi6CzcwGmG9i-MybMrQHM57jrlTrq5f/s1600/Kicked+out.jpg" /></a></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">Ramai pekerja secara silap bertindak pi minta maaf dan merayu kepada majikan agar jangan dibuang kerja...dan secara tidak sengaja terus memberikan maklumat perlu, keterangan perlu...dan kadang kala mengaku juga terus...Justeru, majikan yang hanya 'memancing maklumat' dapat peluru yang perlu untuk teruskan tindakan disiplin terhadap pekerja dan seterusnya membuang kerja atau kenakan hukuman lain..Biasanya semua ini dilakukan dalam surat pekerja kepada majikan...Bagus sebelum buat apa-apa dapatkan nasihat perlu daripada peguam, orang union atau yang ada pengalaman {Ingat bukan semua peguam ada kepakaran atau pengalaman perlu...pilih dengan baik]</span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">Bila terima surat tunjuk sebab, jangan PANIK - baca surat dengan jelas dan faham kandungan surat</span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">PERTAMA - Baca tuduhan yang dilemparkan...</span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">Adakah tuduhan ini jelas? Kalau tak jelas, tulis kembali kepada majikan dan minta penjelasan tambahan kerana tak faham. Kalau dalam Bahasa Inggeris, dan kamu tak gitu fasih, tulis kembali dan beritahu tak begitu faham dan minta surat tunjuk sebab itu ditulis dalam Bahasa Malaysia... </span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: red;"><b>Adakah ianya satu salahlaku kerja </b></span>- Kebanyakan syarikat majikan ada senarai salahlaku kerja - adakah tuduhan anda merujuk kepada salahlaku tertentu...atau tidak? [Saperti jenayah, jika sesuatu itu bukan disenaraikan dalam undang-undang, polis tidak boleh menuduh gitu saja melakukan sesuatu kesalahan yang tidak wujud- sama juga dengan salahlaku, ia mesti sedia wujud dan pekerja sudah setuju terima ini sebagai salahlaku]</span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;"><span style="background-color: black;"><span></span></span>Selain daripada tuduhan melakukan salahlaku kerja, majikan boleh <span style="color: red;"><b>dakwa pekerja telah mengingkari kontrak kerja</b></span> - Ini lebih rumit? Adakah apa yang didakwa sebenarnya dalam kontrak kerja anda (atau dalam Perjanjian Bersama di antara Union dan Majikan).</span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">JUSTERU, jika ada satu yang tidak faham, surat jawapan adalah permintaan untuk penjelasan atau untuk surat dalam Bahasa Malaysia... Silap untuk jawab surat tunjuk sebab, yang anda tidak benar-benar faham...</span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">Bila anda hantar surat meminta penjelasan dan/atau penterjemahan, majikan terpaksa menjawab - ini juga memberikan anda lebih masa untuk memikirkan bagaimana nak jawab surat tersebut...minta nasihat dan pertolongan, dll..Jangan panik.</span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">Bila terima surat jawapan majikan ini, barulah jawab..</span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">Jika dakwaan/tuduhan yang dilemparkan tak benar - tulis kembali surat ringkas menyatakan bahawa saya menafikan dakwaan tersebut...</span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">Jika dakwaan/tuduhan mengandungi fakta yang tak benar, anda mungkin mahu betulkan fakta...atau menafikan sahaja fakta. Jangan menipu...atau menyatakan perkara yang tak benar.</span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">Jika anda ada perkara yang menjelaskan anda tak bersalah, nyatakan ...tapi biar ringkas dan jelas. </span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">Perkara sama jika anda ditangkap polis - orang yang ditangkap polis adalah orang yang disyaki...Polis mahu bercakap dengan anda khususnya untuk mengumpul maklumat dan keterangan supaya bila anda dodakwa di Mahkamah, mereka ada bukti perlu untuk memastikan kamu didapati bersalah. Justeru, lebih baik diam saja - tunggu peguam dan dapatkan nasihat sebelum bertindak. Jika polis mendesak juga, anda boleh katakan 'Apa yang saya mahu cakap, saya akan cakap di Mahkamah'. Adalah bodoh orang yang disyaki membantu polis supaya mereka senang mendakwa anda di Mahkamah...Sama juga dengan surat tunjuk sebab - jangan bantu majikan menyediakan kes terhadap anda. Biar mereka dahulu bentangkan bukti yang mereka ada...kenapa pula mahu tolong mereka membuktikan bahawa kamu bersalah dan harus dikenakan hukuman...</span></div>
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<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;">Ini bukan masanya untuk mengaku atau memberikan sebab-sebab mengapa anda tidak harus dibuang kerja atau dikenakan hukuman berat - Itu semua selepas majikan telah membuktikan bahawa anda bersalah...baru MITIGASI(menimbulkan maklumat mengapa majikan harus jangan kenakan hukuman keras atau mengambil tindakan buang kerja)..</span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">Jika kamu buat MITIGASI terlalu awal - itu hanya memberikan gambaran bahawa majikan betul dan anda bersalah...</span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">Jangan PANIK...</span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">* Ingat kandungan surat yang anda tulis boleh dijadikan bahan bukti oleh majikan yang akan digunakan anda bersalah..</span></div>
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<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;">* Sama juga semasa Siasatan Dalaman, di mana majikan biasa rekod semua yang anda cakap pakai CD/DVD/Kaset - itu semua boleh digunakan terhadap kamu kemudian hari bila kamu rujuk kepada Mahkamah Perusahaan..</span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;">Semasa siasatan dalaman, bagus kamu diwakili peguam atau mereka yang berpengalaman...Mewakili diri sendiri adalah tindakan kurang arif...</span></div>
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Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com6tag:blogger.com,1999:blog-4003552345704290384.post-90063394693434591872017-01-12T00:07:00.000-08:002017-01-12T00:07:08.252-08:00MAJIKAN perlu bayar levi pekerja asing yang digajikan mereka dan ia tidak boleh diambil daripada pekerja itu - J Solomon, SG MTUCRabu, 11 Januari 2017 @
4:04 PM<br />
<br />
<span style="font-size: large;"><span style="color: red;"><b>Pekerja asing: Antara realiti dan persepsi </b></span></span><br />
Oleh J Solomon<br />
<br />
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: blue;"><b>MAJIKAN perlu bayar levi pekerja asing yang digajikan mereka dan ia
tidak boleh diambil daripada pekerja itu</b></span>. - Foto fail NSTP/Muhammad
Zuhairi Zuber </span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="color: red;"><b><span style="font-family: "Trebuchet MS",sans-serif;"> PENGUMUMAN kerajaan baru-baru ini, iaitu majikan perlu bayar levi
pekerja asing yang digajikan mereka dan ia tidak boleh diambil daripada
pekerja itu. Kongres Kesatuan Sekerja Malaysia (MTUC), menyokong
inisiatif itu dan harus dialu-alukan semua. </span></b></span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;">Pekerja asing penting bukan sahaja dalam pembangunan ekonomi kita, namun
sering dijadikan kambing hitam masyarakat dan sering dipersalahkan atas
masalah sosial yang timbul. </span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;">Kajian Dasar Migrasi Buruh di Malaysia - Projek Tiga-Penjuru II,
Pertubuhan Buruh Antarabangsa, mengenai pekerja asing di sini menyatakan
80 peratus rakyat Malaysia berasakan pekerja asing tidak layak dapat
sebarang hak di tempat kerja dan dasar kerajaan perlu lebih ketat. Cuma,
berjilid laporan lain dedah penganiayaan dan penindasan pekerja asing
di Malaysia. Laporan Projek Tiga-Penjuru II juga menyatakan, kita sangat
bergantung kepada pekerja asing yang membentuk 20 hingga 30 peratus
tenaga kerja (berdokumen) sahaja. </span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"> Pekerja asing secara kolektif dalam sektor pertanian, pembuatan dan
pembinaan menyumbang 35.7 peratus Keluaran Dalam Negara Kasar (KDNK)
pada 2014. Kita bebas memilih dan boleh bertindak demi kepentingan diri. </span></div>
<br />
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;">Tetapi, <b><span style="color: red;">pekerja asing terikat kepada majikan, tiada pilihan atau kuasa
tawar-menawar.</span></b> </span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b><span style="font-size: large;"><span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: blue;">Usaha tak beban majikan</span> </span></span></b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;">Tiga faktor perlu diambil kira. Pertama, kerajaan cuba menyenangkan
majikan. Model Ekonomi Baharu (MEB) 2010 cuba mengurangkan
kebergantungan pekerja asing dengan mengenakan levi untuk pekerjaan
mereka, memperkenal gaji minimum, meningkatkan umur persaraan dan wanita
memasuki dunia pekerjaan. Majikan hanya tahu mengadu. </span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;">Hasilnya, bayaran levi sekali lagi dipindah kepada pekerja asing dan
semakan gaji minimum tertunda 18 bulan sebelum ini. Bagi membetulkannya,
MEB 2016-2020 mengekalkan objektif mengehadkan pengambilan pekerja
asing berkemahiran rendah. Keputusan majikan membayar levi harus
digalakkan dan disokong. </span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="color: red;"><b>Kedua, majikan beri hujah, ambil pekerja asing kerana rakyat tolak kerja
itu.</b></span> Untuk tujuan ini MTUC sedia bekerjasama dengan kerajaan dan
majikan. Benarkah rakyat tidak mahu buat kerja itu atau adakah gaji
ditawarkan tidak setimpal? Hujah Persekutuan Majikan Malaysia (MEF)
bahawa pengenaan levi akan menyebabkan pendapatan pekerja asing dihantar
ke negara asal. Jika itu benar, majikan perlu lebih bertanggungjawab ke
atas berbilion-bilion ringgit yang keluar dari negara. </span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;">Satu lagi faktor perlu diambil berat adalah syarikat asing yang
mendirikan perniagaan di Malaysia dan menghantar pulang keuntungan.
Penghantaran balik untung dan pendapatan adalah sebahagian fungsi
pelabur asing. Malaysia tetap mendapat manfaat lebih melalui pertumbuhan
ekonomi. </span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="color: red;"><b><span style="font-family: "Trebuchet MS",sans-serif;">Mitos lain perlu dinafikan adalah, apabila majikan menanggung beban
levi, kos barangan dan perkhidmatan naik. Jika benar, ini menjurus
kepada realiti bahawa pekerja asing digunakan untuk tambah margin
keuntungan, bukan kerana rakyat Malaysia tidak mahu buat pekerjaan itu. </span></b></span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"> Juga, baru-baru ini Pertubuhan Buruh Antarabangsa (ILO) mengadakan
Mesyuarat Asia dan Pasifik Ke-16 di Bali, disertai wakil
kerajaan-majikan-pekerja dan mengisytihar Deklarasi Bali, mengatakan
anggota ILO perlu meningkatkan dasar penghijrahan pekerja asing,
termasuk tidak dikenakan bayaran pengambilan kerja atau kos berkaitan
pekerja. Persekutuan Majikan Malaysia (MEF) adalah wakil majikan dalam
mesyuarat berkenaan. </span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b><span style="color: blue;"><span style="font-size: large;"><span style="font-family: "Trebuchet MS",sans-serif;">Kebanjiran pekerja asing </span></span></span></b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;">Apabila kerajaan memperbaiki amalan dan memperkenal dasar baik untuk
manfaat semua, MEF perlu sokong. Malah, MEF perlu nyatakan bahawa
majikan di Sarawak pun perlu bayar levi bagi pekerja asing. Sudah
terlalu lama, penggajian pekerja asing berlebihan membawa kebanjiran
mereka di Malaysia, pemberhentian pekerja berleluasa, manakala kadar
gaji rendah bertentangan dengan usaha mencapai status negara
berpendapatan tinggi. </span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;">Kini, <span style="color: red;"><b>wujud keperluan meneliti lebih luas dan telus pengambilan pekerja
asing, termasuk bagaimana dan kepada siapa lesen dikeluarkan untuk upah
serta menyediakan pekerjaan. </b></span>MTUC pada sidang perwakilan tahunan sejak
tiga tahun lalu membuat resolusi berikut: </span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;">Hapus amalan membenarkan ejen, kontraktor dan orang tengah bertindak
sebagai pembekal pekerja asing dan tegas menyekat semua pengambilan
pekerja asing melainkan ikut keperluan, termasuk tidak melebihi 25
peratus daripada jumlah tenaga kerja sektor pertanian, pembuatan dan
pembinaan. </span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;">Kerajaan perlu bentuk dasar pekerjaan kukuh dan jangka panjang, lebih
aktif dan secara langsung, bukannya memberikannya kepada kontraktor
peribadi bermotif keuntungan. Ada beberapa perkara perlu dikekalkan
dalam kawalan kerajaan dan tidak boleh diswastakan. </span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;">Pemeriksaan buruh dan penguatkuasaan juga mesti dipertingkat. Ini akan
bantu kerajaan pantau keperluan tenaga kerja sebenar majikan dan kawalan
lebih baik ke atas pengambilan pekerja asing. </span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;">Malaysia, terutama sejak pembentukan Komuniti Ekonomi ASEAN (AEC)
perlukan kajian lengkap amalan pekerjaan, termasuk pengambilan dan
syarat pekerjaan. Rangka Tindakan AEC adalah melabur untuk 'pekerja',
berkongsi tanggungjawab dan meningkatkan sinergi antara syarikat,
pekerja dan kerajaan untuk memastikan agar daya saing, dinamik dan
inklusif bagi anggota ASEAN. </span></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;">Kerajaan perlu segera babitkan MTUC dalam perbincangan melaksana
pembaharuan. Majikan harus bekerjasama dan sokong usaha kerajaan. </span></div>
<br />
<div style="text-align: justify;">
<span style="font-size: x-small;"><span style="font-family: "Trebuchet MS",sans-serif;"><i>Penulis ialah Setiausaha Agung Kongres Kesatuan Sekerja Malaysia (MTUC)
dan Kesatuan Kebangsaan Pekerja-Pekerja Bank (NUBE)</i></span></span></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><br /></span>
<span style="font-family: "Trebuchet MS",sans-serif;">Selanjutnya di : <a href="http://www.bharian.com.my/node/233204">http://www.bharian.com.my/node/233204</a></span>
Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com237tag:blogger.com,1999:blog-4003552345704290384.post-32144844022881619242016-12-03T09:37:00.001-08:002016-12-03T09:37:39.288-08:00An MTUC in need of transformation<h1>
An MTUC in need of transformation</h1>
<div class="meta">
December 1, 2016 </div>
<div class="meta">
</div>
<div class="summary">
The time is ripe for the Malaysian Trades Union
Congress to transform itself to meet present challenges in Malaysia as
well as the global economic order.</div>
<div class="summary">
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<div class="storycontent-news-type">
COMMENT</div>
<strong><em><img alt="mtuc-persidangan" class="aligncenter size-full wp-image-725392" height="369" src="http://s3media.freemalaysiatoday.com/wp-content/uploads/2016/12/mtuc-persidangan.jpg" width="648" /></em></strong><br />
<br />
<strong><em>By Callistus Antony D’Angelus</em></strong><br />
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<div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">The Malaysian Trades Union Congress’ (MTUC) recent Triennial
Delegates Conference (TDC) culminated in the delegates deciding upon a
leadership change to serve its affiliates and Malaysian workers for the
next three years. The team led by Abdul Halim Mansor and J Solomon won
in the contest for most of the positions, edging out the team led by
Abdullah Sani and N Gopalakishnam.</span></span></div>
<div style="text-align: justify;">
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<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">
</span></span><div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">As with most elections, factions will be formed, of which there is
often factionalism within the factions themselves. With the benefit of
hindsight, this is something that is healthy and upon which rests the
survival and vibrancy of any democratic and progressive institution. The
MTUC has treated us to many such interesting, tense, and sometimes even
divisive contests over the years.</span></span></div>
<div style="text-align: justify;">
<br /></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">
</span></span><div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">Such contests invariably result in some winning and others losing,
and this should be distinct from categorising the candidates as winners
and losers. There is a place for everyone and the spirit of the contest,
which is to make MTUC better and stronger, must be appreciated. There
needs to be a coming together within MTUC and the likes of Sani and
Gopalakishnam will continue to have a pivotal role to play – if they so
desire.</span></span></div>
<div style="text-align: justify;">
<br /></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">
</span></span><div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><strong>The mandate to lead</strong></span></span></div>
<div style="text-align: justify;">
<br /></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">
</span></span><div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">The newly elected office bearers have been given a mandate to lead
MTUC for the next three years, with the appropriate mechanisms in place
such as the General Council to ensure that the leadership acts in
accordance with the aspirations of the affiliates, trade union members
and workers of the country. The new leadership must be given the
support, space and time to establish themselves.</span></span></div>
<div style="text-align: justify;">
<br /></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">
</span></span><div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">Halim is a veteran trade unionist and has spent many years in various
positions within the MTUC, and is well versed with the industrial
relations machinery. Solomon, in his more than a decade leading the
National Union of Bank Employees (NUBE), is a dynamic and visionary
trade union leader, who has pushed the boundaries many a time in his
efforts to bring justice for workers. With the other elected leaders and
with the support of the General Council of MTUC, they are in a good
position to take the organisation to its next level.</span></span></div>
<div style="text-align: justify;">
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<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">
</span></span><div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">There will continue to be disagreements within the MTUC, as is the
case in almost any organisation, and this should be approached in a
constructive manner. Petty bickering will only serve to detract the MTUC
from the gargantuan task which lies ahead – to serve the interests of
trade unions and workers in Malaysia.</span></span></div>
<div style="text-align: justify;">
<br /></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">
</span></span><div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><strong>The changing world and employment context</strong></span></span></div>
<div style="text-align: justify;">
<br /></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">
</span></span><div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">Workers and the middle class are increasingly disenfranchised and
this is finding its voice all over the world. The BREXIT vote, the
recent US Presidential election, the political direction of France,
Italy and Austria are some examples of the status quo being challenged.
The neo-liberal agenda, which has now established itself into the
mainstream’s political, economic and social world order, has failed the
common people and especially the workers. Globalisation and trade
liberalisation in its present form, with insufficient safeguards for
workers and the 99%, has caused an imbalance which is not sustainable.</span></span></div>
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<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">
</span></span><div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">In Malaysia, workers have been denied their fair share of the
country’s economic progress – more so in the recent past than probably
ever before. The rising cost of living, casualisation of labour,
promotion of precarious employment practices and depression of wages has
caught up and the common Malaysian worker is paying a heavy price for
it. Trade union legislation, which is supposed to be in place to accord
workers an appropriate right of representation and the facility to
collectivise, has regressed over the years. It is now the case that the
entire system can be said to be anti-labour.</span></span></div>
<div style="text-align: justify;">
<br /></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">
</span></span><div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">The MTUC is the right body to re-establish the place that labour
should occupy in society, and this is not going to be done easily and
will require a lot of hard work and most of all unity within MTUC.</span></span></div>
<div style="text-align: justify;">
<br /></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">
</span></span><div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;"><strong>An MTUC in need of transformation</strong></span></span></div>
<div style="text-align: justify;">
<br /></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">
</span></span><div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">MTUC has served workers and trade unions well over the years, despite
the limitations imposed upon it by the system. The time has come though
for the MTUC to consider a need to transform itself to meet the
challenges of current-day Malaysia and the global economic order. Apart
from the administration of the MTUC, areas such as organisation of trade
unions and trade union membership, research and education, public
relations and its image as a whole need to be reviewed.</span></span></div>
<div style="text-align: justify;">
<br /></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">
</span></span><div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">The MTUC needs to be relevant to all workers, and especially the
younger generation. A pipeline should also be developed for new leaders
to emerge. The outreach of the organisation should be wide and
inclusive, extending itself to as many workers as possible.</span></span></div>
<div style="text-align: justify;">
<br /></div>
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">
</span></span><div style="text-align: justify;">
<span style="font-family: "Trebuchet MS",sans-serif;"><span style="font-size: small;">MTUC remains the organisation to represent Malaysian workers and
trade unions, and it should now step-up and come together to attain this
objective in the real sense.</span></span></div>
<br />
<em>Callistus Antony D’Angelus is an FMT reader.</em><br />
<br />
<em><strong>With a firm belief in freedom of expression and without
prejudice, FMT tries its best to share reliable content from third
parties. Such articles are strictly the writer’s personal opinion. FMT
does not necessarily endorse the views or opinions given by any third
party content provider. - FMT News, 1/12/2016</strong></em><br />
Charles Hectorhttp://www.blogger.com/profile/10962669552161424734noreply@blogger.com4