Pampasan Kewangan dalam Kes Pembuangan Kerja Secara Tidak Adil: Pelaksanaan Mahkamah Perusahaan di Malaysia

Awarding of Monetary Compensation for Unfair Dismissal Cases: Implementation by the Industrial Court of Malaysia

  • Siti Fazilah Abdul Shukor Lecturer/ Student
  • Ashgar Ali Ali Mohamad Kuliyyah Undang-Undang Ahmad Ibrahim, Universiti Islam Antarabangsa Malaysia
  • Zuraini Ab Hamid Kuliyyah Undang-Undang Ahmad Ibrahim, Universiti Islam Antarabangsa Malaysia

Abstract

Pampasan kewangan sebagai remedi alternatif bagi kes pembuangan kerja secara tidak adil tidak mempunyai standad mekanisma yang tepat dalam peruntukan perundangan sedia ada. Selain itu, terdapat beberapa kelompangan dalam pematuhan peruntukan remedi tersebut yang seringkali dilihat bertentangan dengan prinsip undang-undang konvensional. Hal ini disebabkan penganugerahan award kewangan yang tidak selaras untuk setiap fakta kes tertentu dalam pengiraan dan peratusan pemotongan pampasan kewangan. Award ialah keputusan yang dibuat oleh hakim atau penimbang tara. Sedangkan, prinsip undang-undang konvensional mementingkan keadilan antara kedua-dua pihak majikan dan pekerja dalam perhubungan perusahaan.  Oleh itu, artikel ini menggunakan kaedah kajian doktrin dalam menganalisis kes pembuangan kerja secara tidak adil berdasarkan garis panduan yang termaktub dalam Jadual Kedua, Akta Perhubungan Perindustrian 1967, serta kriteria yang digunakan untuk menilai wang pampasan. Hasil kajian ini mendapati bahawa terdapat ketidakselarasan dalam penilaian jumlah pampasan kewangan yang dianugerahkan kepada pekerja yang terlibat. Oleh itu, terdapat keperluan untuk mewujudkan mekanisma yang sesuai dan lebih adil seperti yang dikehendaki oleh Akta Perhubungan Perindustrian 1967.


Kata kunci: Pampasan kewangan, remedi, pembuangan kerja, Jadual Kedua, award


 Abstract


Monetary compensation as an alternative remedy for unfair dismissal does not have an exact standard mechanism in the existing legal provision. Besides this, there are several gaps in the observation of the provisions of this remedy, which are often seen to oppose principles of conventional law. This is because of the inconsistent allocation of monetary awards, which differ for the facts of each case in terms of the calculation and percentage of deduction of monetary compensation. Awards are ‘decisions made by a judge or arbitrator’. In fact, the principles of conventional law stress more on fairness between employer and employee in industrial relations. Therefore, this article employs the doctrinal research methodology to analyse wrongful dismissal cases based on the guidelines contained in the Second Schedule of the Industrial Relations Act 1967, as well as criteria applied to evaluate monetary compensation. The findings of this research are that there are inconsistencies in the evaluation of the amounts of monetary compensation awarded to employees involved. Therefore, there exists the need to create a more suitable and fair mechanism as required by the Industrial Relations Act 1967.


Keywords: Monetary compensation, remedy, unfair dismissal, Second Schedule, award


 


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Published
2019-07-01
How to Cite
ABDUL SHUKOR, Siti Fazilah; ALI MOHAMAD, Ashgar Ali; AB HAMID, Zuraini. Pampasan Kewangan dalam Kes Pembuangan Kerja Secara Tidak Adil: Pelaksanaan Mahkamah Perusahaan di Malaysia. Kanun: Jurnal Undang-undang Malaysia, [S.l.], v. 31, n. 2, p. 251-269, july 2019. ISSN 2682-8057. Available at: <http://myjms.mohe.gov.my/index.php/Kanun/article/view/4782>. Date accessed: 21 sep. 2019.