The Industrial Court of Malaysia recently dealt with a case involving the dismissal of a worker over allegations of chronic absenteeism and tardiness.
The worker had been employed since May 2016 but was terminated in March 2023 following a pattern of attendance issues that the employer claimed severely impacted business operations.
The worker argued that he had properly notified his employer about his absences through WhatsApp messages and that his reasons for being late or absent were legitimate emergencies involving family illnesses, car problems, and other personal circumstances.
He also argued that the employer had failed to follow proper procedures before dismissing him, including not conducting a domestic inquiry or issuing a show cause letter.
The employer, a transport and freight forwarding company, first addressed the worker's attendance through official channels in December 2022, issuing a warning letter that specifically cited his tardiness.
The company made salary deductions for lateness exceeding one hour, emphasising that punctuality was essential in logistics operations where customs clearance delays could trigger significant penalties.
The HR manager presented detailed evidence of the worker's attendance patterns during the problematic months. In October 2022, the worker was absent for two days without notice and late for work on 24 days.
November 2022 saw seven unauthorised absences and 19 late arrivals, whilst...
Romania's Defense Minister Ionuț Moșteanu resigned Friday over false claims on his resume, marking the second time in recent weeks that a NATO country close to Russia has had to change its defense...