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STATUTORY BODIES
(DISCIPLINE AND SURCHARGE)
2000
(ACT 605)
Dr. Khairul Anuar Che Azmi
Penasihat Undang-Undang
8 8
Legal Framework for Malaysian Higher Education 9
10
PEMAKAIAN
The defendant was a lecturer who was sponsored by the plaintiff to do her PhD through an agreement entered in 1997. She was granted study leave for 36 months
before extending it for another year until 1 August 2002. She was then asked to sign a letter of undertaking (LOU) which she did not do. In October 2003, she was
instructed to report to work immediately as her leave had ended in June of the same year. However, she failed to do so either. Then in 2004, she was issued a show
cause letter. The defendant sent two letters explaining the failure to sign LOU and request an extension of her leave without pay until September 2006.
Nevertheless, a disciplinary proceeding was held, and it was decided for the defendant to be dismissed. The plaintiff now seeks to obtain damages due to the
defendant's breach of the 1997 agreement.
Statutory Bodies (Discipline and Surcharge) Act 2000 Universities and University Colleges Act 1971
(Act 605) (Act 30)
“a statutory body refers to the manner in which the body is created, ie by statute, whereas a body corporate refers to what has been
created ie the university.”
Even though UUM is a body corporate governed by Act 30, it is also a statutory body under Act 605 by virtue of being created by Act 30
Section 28 of Act 605 states that any provisions relating to discipline in the statute establishing a statutory body ceases to apply to that body
Therefore, section 16A of Act 30 (which was not yet removed at the time) is deemed to cease to apply, in line with Parliament’s intention to create
uniformity of the law
Held – UUM’s disciplinary proceeding against the defendant was done in order.
WHO HAS DISCIPLINARY POWERS IN THE UNIVERSITY?
Fadzil bin Mohamed Noor v Universiti Teknologi Malaysia [1981] 2 MLJ 196
The appellant requested leave from the respondent (UTM) to contest in the General Election and his request was approved. The appellant find the leave period to be
insufficient and requested for extension of the leave. The request was refused, but the letter did not reach the appellant. He was eventually asked by the Secretary of
the Disciplinary Committee on why the university should not take disciplinary action against him, to which he replied with an explanation. Nonetheless, he received a
letter from the University Council who had considered the decision of the Disciplinary Committee and decided for his employment to be terminated. He applied for a
summary judgement against UTM but was dismissed by the High Court.
Whether the University Council is vested the disciplinary powers to punish staff members?
“Subject to subsection (4), the disciplinary authority of the University in respect of every member of the staff, ... shall be the Disciplinary Committee of the University which shall
consist of —
(a) the Vice-Chancellor; and
(b) two members of the University Council elected by the University Council.”
"The Council shall be the executive body of the University, and may exercise all the powers conferred on the University, save in so far as they are by this Constitution or the
Statutes, Acts and Regulations conferred on some other Authority or body or on some officer of the University: ...”
Held –The decision made by the University Council to terminate the appellant’s employment is ultra vires
• Disciplinary authority is vested in the Disciplinary Committee alone. As such, University Council, as an executive body only, cannot act beyond what has been
prescribed by its Constitution and statute. At most, the university is an appellate body to determine appeals for decisions by the Disciplinary Committee
• The appellant’s position is supported by statute and is entitled to his rights to be heard before the appropriate disciplinary authority and to appeal to the
University Council.
• The appellant’s employment is retained until he is dismissed according to the proper disciplinary procedures.
AKTA BADAN-BADAN BERKANUN
(TATATERTIB DAN SURCAJ) 2000
MENGANDUNGI 4
KOMPONEN:
1. Akta
BADAN-BADAN BERKANUN YANG
2. Jadual Pertama DIKECUALIKAN
4. Jadual Ketiga
Click to edit
JADUAL Master title style
KEDUA
Sistem Tatatertib Dalam Perkhidmatan Badan
Berkanun
Mengandungi 8 Bahagian :
1. Permulaan Dan Tafsiran
2. Tatakelakuan/Larangan
3. Ketidakhadiran Tanpa Cuti
4. Prosiding Jenayah, Dsb
5. Prosedur/Tatacara
6. Hukuman
7. Penahanan/Gantung Kerja
8. Pelbagai
15
PETIKAN PERATURAN 21 AKTA 605
Tugas Kawalan Dan Pengawasan Tatatertib
JAWATANKUASA TATATERTIB
KEANGGOTAAN
JK RAYUAN
KATEGORI PEGAWAI BIDANGKUASA KEANGGOTAAN JKTT
NAIB CANSELOR
PENGERUSI:
TIM. NAIB CANSELOR
PENGERUSI LPU PENGERUSI:
MENTERI
KUMP. PENGURUSAN TINDAKAN TATATERTIB
ANGGOTA:
TERTINGGI DENGAN TUJUAN
KSU KEMENTERIAN ANGGOTA:
BUANG KERJA ATAU
2 ORANG ANGGOTA
KUMP. PENGURUSAN TURUN PANGKAT
2 ORANG ANGGOTA LPU, YANG
DAN PROFESIONAL
LPU YANG DILANTIK OLEH
DILANTIK OLEH PENGERUSI LPU
KUMPULAN A DI BAWAH
PENGERUSI LPU
LAPORAN JKK 1976
PENGERUSI:
PENGERUSI:
PENGERUSI LPU
MENTERI
NAIB CANSELOR
TINDAKAN TATATERTIB
ANGGOTA:
BUKAN DENGAN ANGGOTA:
TIM. NAIB CANSELOR KSU KEMENTERIAN
TUJUAN BUANG
KERJA ATAU 2 ORANG ANGGOTA
KUMP. PENGURUSAN 2 ORANG ANGGOTA
TURUN PANGKAT LPU YANG
TERTINGGI LPU, YANG
DILANTIK OLEH
DILANTIK OLEH
PENGERUSI LPU
PENGERUSI LPU
STRUKTUR KEANGGOTAAN JAWATANKUASA TATATERTIB
DAN JAWATAKUASA RAYUAN TATATERTIB
JAWATANKUASA TATATERTIB
KEANGGOTAAN
JK RAYUAN
KATEGORI PEGAWAI BIDANGKUASA KEANGGOTAAN JKTT
PENGERUSI:
NAIB CANSELOR PENGERUSI:
KSU KEMENTERIAN
KUMP. PENGURUSAN TINDAKAN TATATERTIB
ANGGOTA:
DAN PROFESIONAL BUKAN DENGAN
TIMB KSU KEMENTERIAN ANGGOTA:
TUJUAN
(PENTADBIRAN) 2 ORANG ANGGOTA
KUMP. A DI BAWAH BUANG KERJA ATAU
LPU YANG
LAPORAN JKK 1976 TURUN PANGKAT
2 ORANG ANGGOTA DILANTIK OLEH
LPU YANG PENGERUSI
DILANTIK OLEH LPU
PENGERUSI LPU
PENGERUSI:
NAIB CANSELOR
PENGERUSI:
KSU KEMENTERIAN
ANGGOTA:
KUMP. SOKONGAN TINDAKAN TATATERTIB
TIMB. KSU KEMENTERIAN
DENGAN TUJUAN ANGGOTA:
(PENTADBIRAN)
KUMP. B, C DAN D DI BUANG
BAWAH LAPORAN KERJA ATAU 2 ORANG ANGGOTA
PUU, KEMENTERIAN
JKK 1976 TURUN PANGKAT LPU YANG
DILANTIK OLEH
2 ORANG ANGGOTA LPU
PENGERUSI LPU
YANG DILANTIK OLEH
PENGERUSI LPU
STRUKTUR KEANGGOTAAN JAWATANKUASA TATATERTIB
DAN JAWATAKUASA RAYUAN TATATERTIB
JAWATANKUASA TATATERTIB
KEANGGOTAAN
JK RAYUAN
KATEGORI PEGAWAI BIDANGKUASA KEANGGOTAAN JKTT
PENGERUSI:
TIMB. NAIB CANSELOR
PENGERUSI:
ANGGOTA: NAIB CANSELOR
KETUA BAHAGIAN YANG
KUMPULAN SOKONGAN
TINDAKAN TATATERTIB BERTANGGUNGJAWAB ANGGOTA:
BUKAN DENGAN BAGI HAL PENTADBIRAN TIM. KSU KEMENTERIAN
KUMPULAN B, C DAN D
TUJUAN DI KEMENTERIAN (PENTADBIRAN)
DI BAWAH LAPORAN
BUANG KERJA ATAU
JKK 1976
TURUN PANGKAT PUU KEMENTERIAN SEORANG ANGGOTA
LPU YANG
2 ORANG ANGGOTA DILANTIK OLEH
LPU YANG PENGERUSI LPU
DILANTIK OLEH
PENGERUSI LPU
ADAKAH UA MEMPUNYAI TERLALU BANYAK JK
TATATERTIB STAF?
NAIB CANSELOR
PENGERUSI:
TIM. NAIB CANSELOR
PENGERUSI LPU PENGERUSI:
MENTERI
KUMP. PENGURUSAN TINDAKAN TATATERTIB
ANGGOTA:
TERTINGGI DENGAN TUJUAN
KSU KEMENTERIAN ANGGOTA:
DIFFERENCES?
NAIB CANSELOR
ANGGOTA:
KSU KEMENTERIAN
PENGERUSI:
MENTERI
ANGGOTA:
Oleh kerana itu, jika Seksyen 8, Akta 605 ini masih digunakan bagi membicarakan kes tatatertib
yang melibatkan NC atau TNC ianya boleh mengakibatkan berlakunya double standard dalam
pelaksanaan tatatertib kepada semua pegawai universiti kerana hukuman yang boleh
dikenakan terhadap kedua-dua pemegang jawatan tersebut tidak boleh sehingga dibuang kerja
sedangkan hukuman tersebut boleh dikenakan terhadap kes pegawai Universiti yang lain.
(d) Subseksyen 6 (1) Akta 605 memperuntukkan bahawa pihak-pihak berkuasa
tatatertib berkenaan dengan pelbagai kategori pegawai termasuk NC dan TNC
hendaklah jawatankuasa tatatertib yang ditubuhkan berdasarkan Bahagian I
Jadual Ketiga dan bahagian itu hendaklah terpakai dan dipatuhi oleh tiap-tiap
Jawatankuasa Tatatertib yang ditubuhkan sedemikian. Subseksyen 6 (2) pula
memperuntukkan bahawa tindakan tatatertib yang diambil kepada setiap
pegawai termasuk NC atau TNC hendaklah mematuhi tatacara yang dinyatakan
dalam peraturan-peraturan yang dibuat di bawah Akta 605 (Jadual Kedua);
(e) Akta 605 tidak memberikan tafsiran kepada maksud "kes-kes khas" yang
dinyatakan dalam Seksyen 8. Oleh kerana itu, ianya boleh menimbulkan
pelbagai interpretasi yang boleh membawa kepada pertikaian yang memberi
kesan kepada universiti dan kementerian;
(2) Terdapat tindakan lain yang boleh diambil terhadap NC atau TNC yang melanggar
tatakelakuan selain daripada seksyen 8, Akta 605 iaitu :
(a) Penamatan atas kepentingan awam - di bawah Seksyen 9 hingga 12, Akta 605;
(b) Persaraan atas kepentingan awam - di bawah Seksyen 13, Akta 605;
(c) Tindakan surcaj - di bawah Seksyen 14 hingga 22, Akta 605;
(d) Membuat laporan jenayah sekiranya perlanggaran tatakelakuan berkaitan dengan
kesalahan jenayahl;
(e) Penamatan atau pemendekan tempoh sebagai NC atau TNC yang boleh dibuat oleh
Menteri di bawah kuasa yang diberikan dalam Jadual kepada AUKU (Perlembagaan
Universiti).
(3) Telah berlaku beberapa kes tatatertib yang melibatkan NC atau TNC di Universiti Awam
yang diuruskan tanpa melalui Seksyen 8 dan ianya disahkan teratur.
– Mana-mana anggota Jawatankuasa Tatatertib
yang menjadi pengadu dalam apa-apa
prosiding tatatertib tidak boleh bersidang
sebagai
• Pengerusi; dan
• Ahli
– untuk mendengar kes terhadap pegawai
tersebut.
KES ROHANA JALIL
JUSTICE MUST SEEMED TO BE DONE
Judicial Review
Rohana bte Ariffin & Anor v Universiti Sains Malaysia [1989] 1 MLJ 487
Both applicants were lecturers for USM and were found guilty respectively by the university’s disciplinary committee. Their appeal to the University Council (UC)
were allowed, and their sentences were substituted accordingly. Nevertheless, they applied for the court to quash the two decisions of the university council,
citing a few grounds that they claim to have render the proceedings to be contrary to natural justice and that the UC had exceeded its statutory power.
Whether the complainant should be present during the disciplinary authority’s deliberation?
The registrar of USM, who was the secretary for the disciplinary authority and the university council, was also the complainant. Based on the reports prepared
by the complainant, it is apparent that the complainant had active participation in the proceedings. Then again, it was accepted that the complainant did not
discuss the case with other members of the disciplinary authority (DA), nor did he join in their deliberation.
“It makes no difference whether he then discussed the case with them or not; the risk that a respondent may influence a court is
Cooper v Wilson [1937] 2 KB 309 so abhorrent to English notions of justice that the possibility of it or even the appearance of such a possibility is sufficient to
deprive a decision of all judicial force, and to render it a nullity.”
“…it would not be in accordance with the principles of natural justice for a person who was in truth the accuser to
Stollery v Greyhound Racing Control Board (1972) be present as a member of the tribunal when the charge which he had promoted was heard, even if he took no
actual part in the proceedings:”
“…it is important that the complainant or prosecutor should not participate in a decision or in an appeal from a decision,
R v Barnsley Council, ex p Hook [1976] and should not even appear to participate.”
Held – The complainant’s presence during deliberation is against the principle of natural justice
MESYUARAT JAWATANKUASA
TATATERTIB MENENTUKAN WUJUD
ATAU TIDAK KES / PRIMA FACIE DAN
MENIMBANGKAN UNTUK
MENGELUARKAN SURAT PERTUDUHAN
37
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CONTOH-CONTOH PERLANGGARAN
TATAKELAKUAN
38
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CONTOH-CONTOH PERLANGGARAN
TATAKELAKUAN
39
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CONTOH-CONTOH PERLANGGARAN
TATAKELAKUAN
40
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CONTOH-CONTOH PERLANGGARAN
TATAKELAKUAN
41
LARANGAN/ TEGAHAN
SECARA KHUSUS
1. DITEGAH SAMA SEKALI (MUTLAK)
TTLAKU.PPT1/MS1 14
AKTA 605
BAHAGIAN III
PENAMATAN DEMI KEPENTINGAN
AWAM
56
ADAKAH IA SUATU HUKUMAN TATATERTIB ?
TETAPI
HUKUMAN TATATERTIB
A. AMARAN;
B. DENDA;
C. LUCUTHAK EMOLUMEN;
PERATURAN 40. D. TANGGUH PERGERAKAN GAJI;
E. TURUN GAJI;
F. TURUN PANGKAT;
G. BUANG KERJA.
60
b) Denda
• Tidak boleh melebihi 7 hari emolumen
HUKUMAN TATATERTIB • Jika lebih dari sekali dalam 1 bulan tidak boleh
YANG BOLEH DIKENAKAN melebihi 45% daripada emolumen bulannya
e) Turun Gaji
f) Turun Pangkat
g) Buang Kerja
12 Julai 2023
61
a) Amaran
b) Denda
• Tidak boleh melebihi 7 hari emolumen
HUKUMAN TATATERTIB • Jika lebih dari sekali dalam 1 bulan tidak boleh
YANG BOLEH DIKENAKAN melebihi 45% daripada emolumen bulannya
- Telah dilakukan
c) Lucut Hak emolumen
• Bagi kes tidak hadir bekerja sahaja secara pentadbiran
PERATURAN 40 (Peraturan 14A Bab C)
d) Tangguh Pergerakan Gaji - Tiada pergerakan gaji
(exit policy)
e) Turun Gaji
f) Turun Pangkat
g) Buang Kerja
12 Julai 2023
62
ANTARA HUKUMAN YANG BOLEH DICADANGKAN
Jumlah Emolumen :
RM2,507.73
12 Julai 2023
63
ANTARA HUKUMAN YANG BOLEH DICADANGKAN
12 Julai 2023
67
Pegawai yang telah dikenakan hukuman tatatertib, tempoh tidak
layak dipertimbangkan kenaikan pangkat adalah seperti berikut :
a. Amaran 12 bulan
b. Denda 18 bulan
c. Lucut Hak Emolumen 24 bulan
d. Tangguh Pergerakan Gaji 30 bulan
e. Turun Gaji 36 bulan
f. Turun Pangkat 48 bulan
ACT 605
Boleh tapi dengan
kebenaran KJ.
KJ dalam konteks ini
adalah NC
Perkataan
“hendaklah”
3 Kriteria
Penting
USM
benarkan
sekiranya
kerja luar
PERATURAN 4 - PEKERJAAN LUAR
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WE LEAD
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kaha@usm.my