RECOVERING NON-PECUNIARY LOSSES IN BREACH OF EMPLOYMENT CONTRACT UNDER MALAYSIAN LAW

Ashgar Ali ALİ MOHAMED; Mohd Akram SHAİR MOHAMED; Farheen Baig SARDAR BAİG

doi:https://doi.org/10.18769/ijasos.309488

Makale detayları

RECOVERING NON-PECUNIARY LOSSES IN BREACH OF EMPLOYMENT CONTRACT UNDER MALAYSIAN LAW

Yazarlar:

Ashgar Ali ALİ MOHAMED | Mohd Akram SHAİR MOHAMED | Farheen Baig SARDAR BAİG

Ana Başlıklar:

Sosyoloji & antropoloji

Dergi:

IJASOS- International E-journal of Advances in Social Sciences 2017 Vol.3 Issue 7, pp.81-89

Belge Tipi:

Makale

Yayın Tarihi:

4/2017

Belge Dili:

Türkçe

Document ID (Org No.):

2000717279

DOI:

https://doi.org/10.18769/ijasos.309488

Özet:

 

Dismissal from employment is the prerogative of
the employer. An impending dismissal must be carried out fairly with the
affected employee given the right to be heard. When a dismissal has been
effected in high-handed manner, it may have real prospect of humiliation and
embarrassment to the employee. Besides besmirching his reputation, it can also
affect the employee’s ability to seek new employment, forcing him to accept
employment offering lower wages than what would have been expected in the type
of work, or even causing him ill health, among others. The availability of compensation
for non-pecuniary losses such as wounded feelings or the effect of the
dismissal on his reputation or the chances of finding other employment arising
from the manner of the dismissal were excluded by the House of Lords in their
landmark case of Addis v Gramophone Co
Ltd [1909] AC 488. Such compensation was disallowed mainly because the
common law perceived employment contract as an ordinary commercial contract and
that such contract is not intended to shelter the parties from anxiety. The situation
in the 21st century is however markedly different from 1909 where with
the advancement of information technology, the transmission of information
regarding the manner of a dismissal is borderless and thus, having far reaching
consequences on the claimant. In light of the above, this paper discusses the
high-handed manner of a dismissal, its impact on the employee and the
availability of compensation for non-pecuniary losses under the statutory
unfair or unjustifiable dismissal. Reference is made to the law and practice in
selected countries namely, the United Kingdom, Canada, Australia and New
Zealand. In the context of Malaysia, it will be contended that an employee that
had been subjected to deplorable acts of victimisation while in employment and any
high-handed manner of a dismissal, among others, should be awarded the non-pecuniary
compensation.

Makale detayları

RECOVERING NON-PECUNIARY LOSSES IN BREACH OF EMPLOYMENT CONTRACT UNDER MALAYSIAN LAW

Yazarlar: Ashgar Ali ALİ MOHAMED | Mohd Akram SHAİR MOHAMED | Farheen Baig SARDAR BAİG

Ana Başlıklar: Sosyoloji & antropoloji

Dergi: IJASOS- International E-journal of Advances in Social Sciences 2017 Vol.3 Issue 7, pp.81-89

Belge Tipi: Makale

Yayın Tarihi: 4/2017

Belge Dili: Türkçe

Document ID (Org No.): 2000717279

DOI: https://doi.org/10.18769/ijasos.309488

Sayı

Yazarlar:

Ashgar Ali ALİ MOHAMED | Mohd Akram SHAİR MOHAMED | Farheen Baig SARDAR BAİG

Ana Başlıklar:

Sosyoloji & antropoloji

Dergi:

IJASOS- International E-journal of Advances in Social Sciences 2017 Vol.3 Issue 7, pp.81-89

Belge Tipi:

Makale

Yayın Tarihi:

4/2017

Belge Dili:

Türkçe

Document ID (Org No.):

2000717279

DOI:

https://doi.org/10.18769/ijasos.309488