Hi Mr Siew

1) An employee have been absence without leave, without prior approval

on numerous occasions since June, 2005 until now and he only

action that was taken against the employee is Counselling session

by the HR Department. The employee have been issued with warning

letters but up till todate beginning of April, he is still continued to be

absent without prior approval, without leave and without any good

reasons.

b) Subsequently the employee was issued with a show cause letter

beginning of April to show cause why he was absent from 13, 23, 29

January, 2007 and 5, 12, 15, 21, 22 and 26 February, 2007. the

employee replied to the show cause to say that

i) he did apply for leave through his section head

ii) he also said that before he goes on leave, he will seek prior

approval from his section

iii) he also indicated that all his leave forms never seems to reach the

HR Department.

c) The employee was subsequently issued with a letter on Termination

of Employment and then the HR Department withdraw the

Termination letter and suspend the employee until now.

d) This employee is under a Union and the Company is in Sabah. The

Union told theCompany to withdraw the Termination Letter and

hold an inquiry.

e) One occasion in 2006, the employee was absent from work for 5

consecutive days without any approval but the HR Dept did not

straight away terminate his service for breach of contract under S15(2)

After reading what the HR dept have done, I feel that HR dept should have terminated the service of the employee in 2006 when he was absent for more than 2 consecutive days under Sec 15(2).

1) I view this whole thing as condonation. The company did not take

any action against the employee for being absent from work on so

many occassion and continued to pay his salary.

2) Then on the withdrawal of the Termination Letter... this can also be

a condonation, even though the company suspend him to hold the DI

Now the company is asking me what should they do? I have told them that they have made a big mistake I told them to carry on with the DI on the employee and I have also told them that they should not have withdraw the letter .

Mr Siew, can you please advise whether the advise that I have given to them are correct.

Thank you

Regards

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