ASSIGNMENT 3

(CASE STUDY)

NAME : RACHAEL JUS JIKINON

STUDENT ID : 2017377795

GROUP : SBAA4A

LECTURER : MR AG BAKAR AG TATAM

SUBJECT : HRM 533 INTRODUCTION TO HUMAN

RESOURCE MANAGEMENT

CASE STUDY: STEPHEN CHONG’S DISMISSAL FROM SYARIKAT ZUMAJU SDN

BHD
 1. What should the Human Resource manager do in situation like this?

There is no Human Resource Manager who is professions to fire or terminate

employees without proof any violation of the employee’s act. But, based on this case
the Human Resource Manager should do some investigation towards Stephen before
taking any action againts him. Since Stephen had been working for nine years and
had been promoted twice, the boss should ask him properly wether he helped his
father-in-law to set up the business or not. Stephen also have the high chance to stay
since he has good performance for this company. Therefore, the Human Resource
Manager should be follow the procedure of employee termination in well manner
where the boss need to point up the evidence and set a meeting before firing an
employee immediately.

2. What are the possible consequence if the Human Resource Manager terminates
Stephen’s service as described above?

A wiser Human Resource Manager will always follow the proper termination
procedures in whatever situations that are faced in an organization. In this situation,
the boss has failed to investigate this case and provide proven evidence and hesitately
instruct the Human Resource Manager to give termination letter to Stephen. It is
possible for Stephen to go against him and Syarikat Zumaju Sdn Bhd under the
Labour Law. However, as Human Resource Manager, he or she must follow the right
procedures to terminate employees in order to avoid bad possibility that may occur in
the organization. Human Resource Manager should have investigate this case and
provide proof so that it will not breach the law. Futhermore, by taking action which is
not accordingly to Labour Law standard, a company may have to give compensation
not less than 3 months pay. Aside from conducting the proceedings in an fair manner,
the boss may also decide on the proper compensation that Stephen will receive. This
means that even though that it is quoted in the previous point mentions that Stephen
can apply to be reinstated to his job, the Industrial Court can actually give him another
award instead, such as asking the employer to pay him damages.

REFERENCES
Scott, S. (2017, November 21). What Is the Role of HR During an Employee Termination?
Retrieved from https://smallbusiness.chron.com/role-hr-during-employee-termination-
10085.html.

Wrongful Dismissal Vs. Termination Without Cause: Lesperance Mendes Lawyers

Vancouver. (2018, January 24). Retrieved from https://lmlaw.ca/2018/01/wrongful-
dismissal-vs-termination-without-cause/.