Case Summary: Don Claudine Pereira v OIB Marketing Sdn Bhd (Award No: 1413 of 2024)

Parties and Background
- Claimant (Don Claudine Pereira) employed as Business Development Executive, transferred to Respondent (OIB Marketing Sdn Bhd) effective 1 November 2019. (!) (!) (!) (!)
- Dismissed on 14 February 2020 for serious misconduct: repeated absenteeism without applying for leave and late submission of sick leave applications. (!) (!) (!) (!)

Procedural History
- Show Cause Letter dated 11 February 2020 requiring explanation by 14 February 2020, 5:30 pm. (!) (!) (!)
- Claimant suspended 12 February 2020; replied late at 5:36 pm on 14 February 2020. (!) (!)
- Termination letter same day: explanations unsatisfactory, one month's salary in lieu of notice. (!) (!) (!) (!)
- Reference under s.20(3) Industrial Relations Act 1967 by Minister of Human Resources. (!) (!)

Allegations of Misconduct
- Repeated absences without leave: 4 December 2019 (late arrival), 20 December 2019, 15 January 2020. (!) (!) (!) (!) (!)
- Late sick leave applications via Kakitangan.com: 7 January 2020 (7 days late), 8 January 2020 (7 days late), 10 January 2020 (5 days late). (!) (!) (!) (!)
- Claimant admitted absences but claimed no need to apply for sick/emergency leave; challenged sick leave timeframe. (!) (!) (!) (!) (!) (!)

Evidence and Findings
- Company proved misconduct on balance of probabilities via witness testimony, WhatsApp records showing admissions and late notifications. (!) (!) (!) (!) (!) (!) (!)
- Lateness treated as absence without leave; duty to apply for all leaves (sick/emergency) promptly via system, even post-absence with MC. (!) (!) (!) (!) (!) (!)
- Absences disrupted productivity, required staff redistribution. (!) (!) (!) (!)
- Warning letter (7 February 2020) refused by Claimant who requested show cause first; not tendered as withdrawn. (!) (!) (!) (!) (!)

Court's Role and Standard
- Industrial Court determines: (1) if misconduct proven, (2) if it justifies dismissal. Burden on employer (balance of probabilities). (!) (!)
- Only reasons in show cause/termination considered, not additional records. (!) (!) (!)

Procedural Issues
- Disputes over show cause delivery (bullying alleged) and HR suggestion to resign irrelevant; no force to admit/resign. (!) (!) (!) (!) (!)
- No domestic inquiry held post-reply, but not fatal if just cause proven in court. (!) (!) (!) (!)

Decision
- Misconduct established; failure to apply/notify for leaves = just cause for dismissal. (!) (!)
- Claim dismissed. (!)