Table of Content
1. dismissal procedures must adhere to just cause standards. (Para 1 , 2 , 3)
2. claims of dissatisfaction need to be documented. (Para 4 , 5)
3. objective data on performance is essential for just dismissal. (Para 6 , 7)
4. high court's role is limited when industrial court decisions align with evidence. (Para 8 , 9)

[1] The appellant, a high ranking employee of the respondent, appeals against the decision of the High Court Judge which quashed the decision of the Industrial Court which had ruled that the appellant was dismissed without just cause and excuse.

[2] The appellant and the respondent relied on the following cases: (i) Robert John Reeves v. Menteri Sumber Manusia Malaysia & Anor, [2007] 4 CLJ 318 (CA); (ii) Lee Kwan Woh v. PP; [2009] 5 MLJ 301; [2009] 5 CLJ 631; [2010] 2 AMR 245 (FC); (iii) Hong Leong Equipment Sdn Bhd v. Liew Fook Chuan & Other Appeals; [1996] 2 MLRA 286; [1996] 1 MLJ 481; [1997] 1 CLJ 665; [1996] 3 AMR 3181; (iv) Menara Panglobal Sdn Bhd v. Arokianathan Sivapiragasam; [2006] 1 MLRA 496; [2006] 3 MLJ 493; [2006] 2 CLJ 501; [2006] 3 AMR 555; (v) R Rama Chandran v. Industrial Court Of Malaysia & Anor; [1996] 1 MLRA 725; [1997] 1 MLJ 145; [1997]

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