1. You have read of instances when a company, being the employer, and its HR Manager were dragged to the court and then got dragged through the media because an employee was “wrongfully dismissed.” The company and the HR Manager got negative reputation, both got embarrassed, the company had to pay lots of money as compensation to the employee.
2. I knew of a case where a senior employee had been dismissed by a big-name company (“Co. X”). The employee then brought the case up to the Industrial Relations Department (IRD) for wrongful dismissal, and later Co. X was advised by its own lawyers that “You had done it the wrong way, you will eventually lose if this matter goes to the Industrial Court”. Co. X then agreed to settle the case quickly, by paying RM650,000 to the employee.
3. But must you, the company/business owner and/or the HR Manager, go through all that negative scenario, and ending up with negative consequences? No!
4. Of course not necessary. To avoid all that, for those who are not yet well-versed in the subject, go for trainings, seminars or workshops. Or get a trainer to come to your company to teach all your company’s relevant staff the topic of “Employee Dismissal”. Let all such people, not just the HR people, know the subject very well. And then, learn from others. Always read up on the subject: articles, journals, books etc
5. Remember: An employee can always go to the IRD claiming wrongful dismissal, rightly or otherwise. It is his rights, it is his choice. But if you had done it all correctly, you have nothing to worry. You will avoid losing the case. Or worst scenario: you will minimise the loss, should there be the case.
#employeedismissal #IndustrialRelationsDepartment #IndustrialCourt #compensation