Decision shows the importance of clear evidence of employee dishonesty

The Industrial Court has recently affirmed the dismissals of two technicians who submitted falsified hotel receipts in support of outstation travel claims. These decisions reinforce the long‑established principle that dishonesty strikes at the core of the employment relationship and justifies the most serious disciplinary action.

The two employees, both technicians, had been deployed together on a series of outstation assignments in September 2022. The following month, their employers uncovered discrepancies in the accommodation receipts submitted for reimbursement.

In Murali a/l Letchumanan v Titi Maju Sdn Bhd (Award No. 1253 of 2025), the falsified claims related to trips to Malacca, Johor Bahru and Seremban. In Nordin Bin Wahab v Antah Schindler Sdn Bhd (Award No. 64 of 2026), the falsified claims involved the trips to Malacca and Johor Bahru only. Both employees were also charged for failing to produce the original hotel receipts.

Inaccurate hotel receipts

Malacca trip:

• The receipts submitted stated the hotel as 118 Hotel Metro.
• Site checks revealed that the hotel at the stated address in the receipts was actually Good2Stay Hotel, and there were no branches of 118 Hotel Metro in Malacca.

Johor bahru trip:

• Enquiries with Hotel Time confirmed the receipts did not match actual room rates and were not issued by the hotel.
• In particular, the employers noted that Hotel Time issued manual receipts, as...

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