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FormermanagerawardedoverRM800,000byIndustrialCourtforunfairdismissalbyMDECunacceptablewithfailuretomakethenecessaryimprovements,leadingtohisMail,5February2021Despiteguidancegiventotheclaimanttoachievehisjobscopeandkeyperformanceindicators,MDECeventuallyratedtheex-managersperformanceasdismissalinMay2018. In the case document sighted by Malay Mail the claimant Thomas Kuruvilla, who workedatMDECfromSeptember2007toMay2018,wasawardedapproximatelyRM810,628,tobepaidwithin30daysoftheawarddate.KuruvillawasrepresentedbylawyerT.M.Varughese,whileMDECwasThethen-newCEOwhobeganheadingMDECinSeptember2014isDatukYasminMahmood,formerlythemanagingdirectorofMicrosoftMalaysiaandfromthepostinJanuary2019. Kuruvilla was represented by lawyer T. M. Varughtse, while MDEC was represented by lawyers Shariffullah Majeed and Amardeep Singh Toor. Industrial well as the digital economy in the country. In Kunvilla's argument, this was an attempt by the company to terminare him as During the course of the trial, which began on February 28, 2019, MDEC argued an employce, and that in doing so they cngaged in unfair labour practices by that Kuruvilla's work performance began to degrade from 2015 onwards, which victimising and then dismissing him, a decision which he said was tainted with bad forved it to place him under several performunce improvement plans (PIP) which faith und done without just cause or excuse. lasted until 2017. It also determined thut Kuruvilla's frequent transfers in a short period of less than four years after his September 2014 transfer to another department, and his placement under yarious performance managers is clear evidence of MDEC - End of Assignment 2 Questions - putring him under extreme pressure and creating impediments and frustration to his work performance. As such the company's cumulative conduct was deemed not to be in aid of bettering Kuruvilla's performance, but instead driven to cause its deterioration instead. To this it ruled that MDEC failed to prove on the balance of probabilities that his dismissal from employment was done with just cause or excuse. Kuruvilla's awarded sum includes 24 months of back wages totalling RM572,208, and compensation in lieu of reinstatement for 10 months totalling RM238,420. Question 1 Based on the above case, describe FIVE (5) actions by the management (employer) in an organisation that may lead a workman to consider himself unfairly dismissed. FormermanagerawardedoverRM800,000byIndustrialCourtforunfairdismissalbyMDECunacceptablewithfailuretomakethenecessaryimprovements,leadingtohisMail,5February2021Despiteguidancegiventotheclaimanttoachievehisjobscopeandkeyperformanceindicators,MDECeventuallyratedtheex-managersperformanceasdismissalinMay2018. In the case document sighted by Malay Mail the claimant Thomas Kuruvilla, who workedatMDECfromSeptember2007toMay2018,wasawardedapproximatelyRM810,628,tobepaidwithin30daysoftheawarddate.KuruvillawasrepresentedbylawyerT.M.Varughese,whileMDECwasThethen-newCEOwhobeganheadingMDECinSeptember2014isDatukYasminMahmood,formerlythemanagingdirectorofMicrosoftMalaysiaandfromthepostinJanuary2019. Kuruvilla was represented by lawyer T. M. Varughtse, while MDEC was represented by lawyers Shariffullah Majeed and Amardeep Singh Toor. Industrial well as the digital economy in the country. In Kunvilla's argument, this was an attempt by the company to terminare him as During the course of the trial, which began on February 28, 2019, MDEC argued an employce, and that in doing so they cngaged in unfair labour practices by that Kuruvilla's work performance began to degrade from 2015 onwards, which victimising and then dismissing him, a decision which he said was tainted with bad forved it to place him under several performunce improvement plans (PIP) which faith und done without just cause or excuse. lasted until 2017. It also determined thut Kuruvilla's frequent transfers in a short period of less than four years after his September 2014 transfer to another department, and his placement under yarious performance managers is clear evidence of MDEC - End of Assignment 2 Questions - putring him under extreme pressure and creating impediments and frustration to his work performance. As such the company's cumulative conduct was deemed not to be in aid of bettering Kuruvilla's performance, but instead driven to cause its deterioration instead. To this it ruled that MDEC failed to prove on the balance of probabilities that his dismissal from employment was done with just cause or excuse. Kuruvilla's awarded sum includes 24 months of back wages totalling RM572,208, and compensation in lieu of reinstatement for 10 months totalling RM238,420. Question 1 Based on the above case, describe FIVE (5) actions by the management (employer) in an organisation that may lead a workman to consider himself unfairly dismissed