" GLUE2033 SULIT/CONFIDENTIAL UNIVERSITI UTARA MALAYSIA PEPERIKSAAN AKHIR SEMESTER KEDUA SESI 2010/2011 FINAL EXAMINATION SECOND SEMESTER SESSION 2010/2011 KOD / NAMA KURSUS : GLUE 2033 UNDANG-UNDANG PEKERJAAN DAN PERHUBUNGAN COURSE CODE/NAME PERINDUSTRIAN / EMPLOYMENT AND INDUSTRIAL RELATIONS LAW > 25 MENMAY 2011 (RABU/WEDNESDAY) 00 - 12:00 TGHRINOON (3 JAM/HOURS) : BK4 (FWB), BK 5, BK6 (FPAU), KOLEJ NEGERI |. Kertas soalan ini mengandungi EMPAT (4) soalan di dalam ENAM (6) halaman bercetak, tidak termasuk kulit hadapan. This book Script contains FOUR (4) questions in SIX (6) printed pages excluding the cover page. ‘Anda dikehendaki menjawab SEMUA soalan. You are required to answer ALL questions. ‘Anda dibekalkan dengan Akta Kerja 1955 dan Akta Perhubungan Perindustrian 1967. You are provided with the Employment Act 1955 and Industrial Relations Act 1967. NO. MATRIK : MATRIC NO- (dengan perkataan / with word) (dengan angka with aumber) NO. KAD PENGENALAN : HO IDENTIFICATION CARD NO. NO.MEJA TABLE NO. SULITICONFIDENTIALGLUE 2033 Undang-undang Pekerjaan dan Perhubungan Perindustriar/Employment and Industrial Relations Leow SOALAN SATU/QUESTION ONE Menurut kes Lim Sing Tiong v Palm Beach Hotel (Award 48, 1978): In Lim Sing Tiong v Palm Beach Hotel (Award 48 of 1978); “It is a basic principle of industrial law that a court would be wrong to interfere with the bona fide exercise of powers which are given to management by the common law and by contracts of service or which are inherent in management. If there has been no abuse of discretion, no discrimination, no capricious or arbitrary action, if the management has acted in good faith and upon fair investigation, an arbitrator should not disturb the decision taken by the employer...” Berdasarkan kes di atas, terangkan konsep ‘prerogatif pengurusan’ dan huraikan EMPAT (4) daripedanya dengan autoriti sokongan. Based on the above case, explain the concept of ‘management prerogatives’ and elaborate FOUR (4) of them with supporting authorities. (25 markah/marks)GLUE 2033 Undang-undang Pekerjaan dan Perhubungan Perindustrian/Employment and Industrial Relations Law SOALAN DUA/QUESTION TWO @ Julia merupakan seorang jurujual wanita di Wonderful Fabrics Enterprise milik Puan Zila. Perniagaan ini beroperasi enam hari seminggu dengan hari Jumaat sebagai cuti mingguan, Baru-baru ini, Julia tidak hadir bekerja secara berturutan pada hari Rabu dan iasa pada hari Sabtu, dia dimaklumkan bahawa tempatnya diambil ali oleh seorang pekerja baru. Julia terus berjumpa Puan Zila Khamis. Apabila Julia datang bekerja seperti namun diberitahu bahawa dia telah melanggar kontrak perkhidmatan kerana tidak hadir bekerja selama dua hari berturut-turut tanpa mendapat cuti atau kebenaran daripada Puan Zila terlebih dahulu. Julia menerangkan bahawa ketidakhadirannya adalah kerana sakit. Julia turut mendakwa bahawa dia berhasrat memaklumkan perkara ini sebaik sahaja Kembali semula bekerja, Namun Puan Zila tetap mempertikaikan bahawa Julia telah melanggar kontrak perkhidmatan maka dia berhak menganggap kontrak sebagai ditamatkan. Berikan nasihat anda berdasarkan senario di atas. Julia was a salesgirl at Wonderful Fabrics Enterprise, owned by Puan Zila. The business operates six days a week with Friday as a weekly holiday. Recently, Julia was absent from work on Wednesday and Thursday consecutively. When Julia returned to work as usual on Saturday, she was informed that a new employee has taken her place. Julia confronted Puan Zila but was told that she had breached the contract for her absence from work for two continuous days without getting prior leave or permission from Puan Zila, Julia explained that her absence was due to sickness. She also claimed that she intended to inform this situation when returning to work, Puan Zila however argued that Julia had wilfully breached the contract of service which made her to consider the contract as terminated. Give your advice based on the above scenario. (12.5 markah/marks) 2GLUE 2033 Undang.-undang Pekerjaan dan Perhubungan Perindustrian/Employment and Industrial Relations Law ii) Shakur bekerja sebagai pekerja am di Mobile-Tech Co. (MTC), pengeluar telefon bimbit dan aksesori. Pada bulan lalu, Shakur ditangkap oleh penyelianya kerana mencuri apabila beberapa telefon bimbit buatan baru dijumpai tersorok di dalam jaketnya. Menurut MTC, oleh kerana ini merupakan kes kecurian yang jelas, Shakur terus ditamatkan khidmatnya atas alasan salahlaku. Sebelum dibuang, Shakur telah digantung kerja selama tiga minggu yang mana menurut MTC tempoh ini munasabah untuk tujuan siasatan kes. Seterusnya, MTC mendakwa bahawa hukuman pembuangan kerja amat berpadanan apabila mengambilkira bahawa ini merupakan salahlaku berulang. Berikan nasihat perundangan anda. Shakur worked as a general worker at Mobile-Tech Co. (MTC), a manufacturer for mobile phones and their accessories. Last month, Shakur was caught for theft by his supervisor when several new manufactured mobile phones were found hidden under his jacket, According to MTC, since this was a clear-cut case of theft, Shakur had been summarily dismissed on the ground of misconduct. Before being dismissed, Shakur had been suspended for three weeks which MTC considered them as appropriate for the purpose of investigation of the case. Furthermore, MTC claimed that the punishment of dismissal was the most appropriate taking into account of the repeated misconduct. Give your legal advice. (12.5 markah/marks)GLUE 2033 Undang-undang Pekerjaan dan Perhubungan Perindustrian/Employment and Industrial Relations Law SOALAN TIGA/QUESTION THREE Blue Wave Sdn. Bhd. (BWSB) mempunyai 100 pekerja. 70 peratus daripada pekerja tersebut terlibat dalam pengeluaran produk plastik. Raju, pekerja senior di BWSB berminat untuk ‘menububkan kesatuan sekerja, Raju memerlukan maklumat-maklumat berikut: Blue Wave Sdn. Bhd. (BWSB) has 100 workers. 70 percent of the workers involve in producing plastic products. Raju, a senior worker in BWSB is interested to form a trade union. Raju requires information on the following matters. i, Jangkamasa suatu kesatuan sekerja perlu didaftarkan; The time limit for a trade union to be registered: (2 markab/ marks) ii, Mereka yang layak menyertai kesatuan sekerja pekerja; Those eligible to join a trade union of workmen; (4 markah/ marks) iii, Kelayakan pegawai bagi kesatuan sekerja; Qualifications of a trade union officer: (5 markab/ marks) iv. Keadaan-keadaan di mana sijil pendaftaran kesatuan sekerja boleh dibatalkan; dan Circumstances where a certificate of registration of trade union is liable to be cancelled; and (6 markah/ marks)GLUE 2033 Undang-undang Pekerjaan dan Perhubungan Perindustrian/Employment und Industrial Relations Law v. _Prosedur untuk memulakan perundingan kolektif oleh kesatuan sekerja pekerja. Procedure for commencement of collective bargaining by a trade union of workmen. (8 markah/marks) SOALAN EMPAT/QUESTION FOUR Hot Mee Enterprise (HME) mempunyai 200 pekerja dengan beberapa seksyen seperti pengeluaran, kawalan kualiti, pembungkusan dan penyerahan, Kebanyakan pekerja memperoleh saraan kira-kira RM2000.00 sebulan termasuk elaun lebih masa. Baru-baru ini HME memutuskan hanya pekerja dari seksyen pengeluaran sahaja akan diberi kerja lebih masa pada setiap minggu manakala pekerja dari seksyen lain akan diberi pilihan untuk bekerja lebih masa pada setiap dua minggu sckali. Rahman dan 20 pekerja tain tidak berpuashati dengan keputusan pihak pengurusan. Mereka berpendapat bahawa pihak pengurusan sepatutnya melayan semua pekerja secara adil untuk kerja lebih masa. Mereka turut mendakwa bahawa pihak pengurusan gagal berbincang tentang perkara tersebut dengan kesatuan sekerja. Rahman bertindak balas dengan memberi notis dua minggu kepada HME sebelum melancarkan mogok. Pihak pengurusan yang menjadi marah terhadap Rahman memberi amaran kepada semua pekerja supaya tidak terlibat dalam mogok yang diusulkan oleh Rahman. Walau bagaimanapun, Rahman dan rakan-rakan sekerja terus melancarkan mogok dengan tidak hadir kerja selama tiga hari sebagai membantah keputusan pihak pengurusan, Akibatnya, HME memecat Rahman dan, 10 orang pekerja yang terlibat dalam mogok. HME juga enggan membayar gaji untuk tiga hari tersebut. ‘Nasihatkan Rahman sama ada mogok di atas sah dan hak ke atas gaji semasa mogok.GLUE 2033 Undang-undang Pekerjaan dan Perhubungan Perindustrian/Employment and Industrial Relations Law Hot Mee Enterprise (HME) has 200 workers with several sections such as production, quality control, packaging and delivery. Most of the workers earn about RM2000.00 per month including overtime allowance. Recently, HME has decided that only the workers from production section will be given overtime work every week while the workers from other sections will be given the choice to work overtime every fortnight. Rahman and 20 other workers dissatisfied with the management's decision. They opined that the management should treat all the workers equally for overtime work. Furthermore, they claimed that the management had failed to discuss the matter with the trade union. Rahman reacted by giving two weeks’ notice 0 HME before calling for a strike. The management was annoyed with Rahman and warned all the workers not to involve in the strike initiated by Rahman. However, Rahman and his colleagues proceeded with strike where they refused to work for three days as a protest to the management's decision. Consequently, HME dismissed Rahman and the other 10 workers who had involved in the strike. HME also refused to pay them wages for the said three days. Advise Rahman whether the above strike was legal and the right for wages during strike. (25 markah/marks)