Work travel requirements clash with employee concerns about trip arrangements
The Industrial Court of Malaysia recently dealt with a case involving a probationary employee who was dismissed for allegedly refusing to attend a work trip to Singapore.
The worker argued that she never refused to travel but was making enquiries about the trip arrangements when she was summarily dismissed without proper investigation or notice.
The worker's case centred on several key arguments: she had been seeking clarification about travel arrangements rather than refusing outright, the company failed to conduct proper enquiries before dismissing her, and she was terminated without being informed of the specific misconduct allegations against her.
The company maintained that the worker's refusal to travel constituted serious misconduct warranting immediate dismissal, and also alleged tardiness and unauthorised absences.
The worker started her employment with the company on 24 July 2023 on a one-year fixed-term contract running until 23 July 2024 as an assistant accountant with a monthly salary of RM7,600.
She was placed on a three-month probation period from the commencement of her employment. The worker was part of a shared services arrangement where she reported to a Singapore-based finance manager who worked for an associated entity within the group of companies.
The events leading to the dismissal began whilst the worker was still under probation. In August...
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