Court examines what constitutes sufficient proof of employee breach and resulting damages
Singapore's State Courts recently dealt with an employment dispute involving a spa outlet manager accused of multiple misconduct allegations during her employment.
The employer brought claims for breach of contract and unjust enrichment, alleging the worker committed various wrongdoings, including unauthorised absences, providing free treatments without authorisation, and misappropriating customer payments.
The worker's main arguments centred on challenging the admissibility and reliability of evidence presented against her, particularly computerised records and witness testimony.
She argued that most evidence constituted inadmissible hearsay, that her absences were authorised by management, and that treatments provided were either approved or for legitimate training purposes.
The case addresses important questions about the burden of proof in employee misconduct cases, the admissibility of business records as evidence, and the standards employers must meet when quantifying losses from employee breaches.
The worker was first employed by the spa and wellness company in October 2003 as a beauty therapist and was dismissed in October 2014 for alleged misconduct.
The employer rehired her in February 2017 as outlet manager of the Singapore Shopping Centre location.
The employer's director was absent from work for an extended period from April...
Mumbai, Parents who have lost their young son in a railway accident will not use such a tragic incident to make a false claim of compensation, the Bombay High Court said on Friday, granting relief ...