OTHER TRAINING Domestic Inquiry on Unfair/Wrongful Dismissal

KAP Core Features Panel

Official completion credential.

Robust operational course modules.

Official JKKP Registered Lead.

Continuous post-training advisory.

Course Curriculum

Core Purpose: A specialized technical workshop designed to equip management and HR professionals with the legal framework to conduct fair and lawful Domestic Inquiries (DI).
Legal Safeguard: Focuses on adhering to the principles of Natural Justice to protect the organization against claims of unfair or wrongful dismissal at the Industrial Court.
Procedural Excellence: Provides a step-by-step roadmap for initiating, conducting, and concluding a DI, ensuring that every stage meets the requirements of “due process.”
Conflict Resolution: Aims to resolve internal disciplinary issues with transparency and impartiality, maintaining industrial harmony and organizational integrity.

Principles of Natural Justice: Understanding the “right to be heard” and the “rule against bias” as the foundation of any lawful inquiry.
Evidence Gathering & Investigation: Techniques for collecting credible evidence and maintaining the chain of custody to support the prosecution’s case.
Roles & Responsibilities: Defining the specific functions of the Investigating Officer, the Prosecuting Officer, and the Panel Members.
Inquiry Procedures: Mastering the formal conduct of the hearing, including the presentation of charges, cross-examination, and the recording of minutes.
Deliberation & Decision Making: How to evaluate evidence objectively to render a fair verdict and recommend appropriate disciplinary actions.
Legal Pitfalls: Identifying common procedural errors that lead to “procedural unfairness” and how to avoid them.

Mitigation of Legal Risk: A properly conducted Domestic Inquiry is the strongest defense against expensive back-wages and compensation for “reinstatement” claims.
Organizational Fairness: Demonstrates a commitment to due process, which boosts employee trust and minimizes the perception of victimization.
Regulatory Compliance: Ensures the organization remains fully aligned with the Employment Act and Industrial Relations Act of Malaysia.
Managerial Confidence: Empowers HR and line managers to handle difficult disciplinary cases with professionalism and legal certainty.